Project Management and Internal Function Essay Example for Free

Undertaking Management and Internal Function Essay The HRIS venture is required by two variables which bolster our business needs. One of these variables is the need to stay aware of the interest for our item inside the commercial center. The subsequent factor is realizing a business that fills in as hard for its representatives as hard as the representatives have worked for the business. Our business has expanded by two overlay over the most recent year and a half, which implies that we should make another method of working together. Because of this development, we needed to patch up the money related framework, which has completed its commitment through appearing as time investment funds accomplished through mechanization. Because of executing the budgetary framework, we got our arrival on venture a half year sooner than foreseen. How can it show signs of improvement than that? It is with a similar devotion that the HRIS venture is being given life and embraced by the partners, which bolster this task. Portrayal Because of this development, we have quite recently finished the change of joining the budgetary framework and it has been a crushing achievement. This new development requests of us that we work together somewhat better at this point. It is our expectation through this venture to improve the employees’ work environment and space notwithstanding tending to the progressions that occur from development. There has been a stamped and considerable interest for our items in the course of the most recent two years. Because of this development, we presently require a superior method of working together. The HRIS undertaking will adopt an outside and inside strategy so as to make the space for progress and a superior method of working together. The inexact reserve funds through this task would be realized inside the two quarters alone. Objective The target for this venture bolsters our objective of accomplishing an increasingly vigorous creation condition for our clients notwithstanding giving a superior situation to future development for our workers. It is our plan to help this task in the accompanying manners: 1. Finance will be computerized and this will create a quicker and simpler path for the workers to be repaid or to make changes to the auto pay choices. 2. Our workers will be in a superior situation to seek after and make a vocation track for them that lines up with their own objectives. 3. The HRIS procedure will take into consideration more straightforwardness in employing for those outwardly. 4. Potential workers will have the option to see and go after open jobs. 5. The board will be in a superior situation to guarantee that the potential candidates are very much qualified. 6. Extra subsidizing now accessible from the usage of the monetary framework can finance more research and activities to improve the work environment. Achievement Criteria or Expected Benefits The achievement standards originated from the different partners and supporters. The CEO of the organization, Rory Genhardt, authorized an undertaking supervisor to initiate the HRIS venture. The undertaking administrator directed a few meetings of different partners and backers so as to get quantifiable venture targets. The reports dispersed will incorporate data assembled from the individual SMEs. It is this data that was utilized to introduce data to the partners, supporters and members through reports, introductions, composed, verbal and oral correspondences. The master judgment gave by these different people was significant. They are laid out for the HRIS venture as targets. Explicitly distinguished from the different partners of the normal advantages of the execution of this task are the â€Å"recruiting capabilities† and â€Å"succession planning† for the CEO. Per the HR Director, â€Å"vacation and wiped out time and wiped out leave connected to participation rather than long stretches of services†, notwithstanding â€Å"tracking of affirmation and training requirements† would be a profit by the execution. The VP of Marketing would get advantage from the â€Å"employee database and the e-forms†. The VP of Finance would be energetic about the â€Å"payroll capabilities†. The most valuable viewpoints for the VP of Manufacturing would be the â€Å"performance survey the executives and remuneration capabilities†. â€Å"Position control† and the â€Å"recruiting capabilities† would be advantageous to the Plant Managers. Subsidizing A portion of the subsidizing accessible for this task was created per the data contained in the GenScoop pamphlet. The CEO of GenRays states, â€Å"extra reserve funds will fuel extra development and extension to the organization, as we can subsidize more exploration and tasks to improve our workplace.† notwithstanding the development experienced from the complete deals in the last quarter, GenRay is in a strong situation to help financing for this venture as expressed by the VP of Finance with a commitment of $103,000. Should extra financing be required for this task, the Information Technology Director will be searched out as they have around $360,000 accessible for equipment and programming updates notwithstanding specialized staff being accessible for help. Significant Deliverables The accompanying expectations contained in this task sanction were gotten from interviews with the partners who stated: âÅ"â€"The CEO necessitates that beginning of the undertaking is to start after the W2s are given per a solicitation from the CEO as time is basic for the presentation of this task. The realization of this undertaking will make more â€Å"research and activities to improve our workplace.† âÅ"â€"Per the official patrons and the CEO, there is a solicitation to finish the task with all the framework components being utilitarian before the year-end shutting as the foreseen reserve funds will give organization extra subsidizing to RD ventures not too far off. This is an inner capacity of the venture result and an ideal item to the end client. âÅ"â€"In request to keep the undertaking on time, joining perfect colleagues during the performing stage will assist with keeping the task running easily and reduction down time. This is an inward capacity of the venture result. This deliverable makes a steady establishment for the beginning of the venture. âÅ"â€"The VP of Manufacturing requires joining of the accessible execution include with the goal that chiefs can audit potential competitors who can be chosen for the administration program. This is an inner capacity of the venture result and an ideal item to the end client. The stage in the undertaking takes into account the HR, Plant Manager, VP of Finance and Marketing to approach and utilize this data. âÅ"â€"The Director of Human Resources requires a consciousness of which colleagues require extra an ideal opportunity to travel through the shaping, raging and norming stages. This is an interior capacity of the undertaking result. âÅ"â€"The CEO necessitates that the product has selecting capacities. The data inferred will screen qualified up-and-comers who are going after jobs. This is an inside capacity of the task result and an ideal item to the end client. The stage in the undertaking takes into account the executives to approach and utilize this data. âÅ"â€"The CEO additionally requires an incorporated electronic framework, which tracks the presentation survey data, to incorporate confirmations, experience and instructive prerequisites which can be utilized for progression arranging. This is an inward capacity of the undertaking result and an ideal item to the end client. The stage in the task takes into account the HR, Plant Manager, VP of Finance and Marketing to approach and utilize this data. âÅ"â€"The Plant Manager from Manufacturing Site 1 requires a self-serve worker database which will track and update the data on every representative. This is an inner capacity of the task result. The stage in the undertaking takes into account the board to approach and utilize this data. âÅ"â€"The VP of Marketing requires the execution of business structures which populate E-structures for the simplicity of between trade for increasingly normalized forms among the association. This is an interior capacity of the venture result and an ideal item to the end client. âÅ"â€"The VP of Finance requires a robotized self-administration finance so as to set aside time and cash. This is an interior capacity of the undertaking result. âÅ"â€"The Plant Manager from Manufacturing Site 1 requires investigation of the position control of the information entered by pay, evaluation and occupation title in order to give impartial remuneration to the workers all through the site. This is an interior capacity of the venture result and an ideal item to the end client. âÅ"â€"The Director of Human Resources requires an ability which mines the information contained inside execution survey information and preparing records so as to guarantee that the correct applicant is coordinated with most perfect up-and-comer. This is an inside capacity of the undertaking result and an ideal item to the end client. The stage in the task takes into account the board to approach and utilize this data. âÅ"â€"The Director of Human Resources requires the capacity of self-administration of employee’s data, which is then utilized and affirmed by their administration so as to smooth out the recruiting procedure. This is an inner capacity of the venture result and an ideal item to the end client. The stage in the venture takes into account the board to approach and utilize this data. âÅ"â€"The Director of Human Resources requires relocation of the more established databases notwithstanding smoothing out the data got into a merged database to incorporate budgetary, representative, excursion, benefits, preparing, training and confirmation. This is an inward capacity of the venture result and an ideal item to the end client. Acknowledgment Criteria Per the CEO of GenRays, the significant acknowledgment models is, â€Å"The venture must be co

Abortion Research Paper Example | Topics and Well Written Essays - 2000 words - 3

Fetus removal - Research Paper Example Despite the fact that these â€Å"sides† might be hard to deal with, they offer fundamental bits of knowledge, despite the fact that other important sides of the accounts may exceed these bits of knowledge. The talk, at that point concerning premature birth conversations spins around marks, for example, the professional life and master decision (Alcorn, 2009). Regardless, what these conversations in fact advance it that either side of the previous is against life, while the opposite side is against decision. Eventually, these conversations disregard the subtleties in a victim’s (person’s) position. Indeed, concerning these, different good standards attempt to demystify the ethical groundings of premature birth. The main good thought is what thinks about the status of the unborn kid, while the subsequent one is what thinks about the privileges of the hopeful ladies or rather pregnant ladies (Alcorn, 2009). A lot of the discussion in regards to premature birth has rotated around the information, in particular, regardless of whether an unborn kid or the hatchling is an individual or not. Therefore, on the off chance that an unborn youngster is an individual, at that point it has the rights that have a place with people, and not thereof constrained to one side to life. In this manner, the embodiment of the unborn kid or the baby is the connection between the previous and the privilege to life (Alcorn, 2009). Hence, from a philosophical perspective, obviously an unborn kid in itself is an individual. That is, a person with their own privilege paying little heed to its status or position. Regardless, it is hard to decide the specific stage at which a hatchling forms into or turns into an individual (Alcorn, 2009). Might it be able to be at origination, the main trimester, or even during childbirth? This accordingly is the detail. In any case, ending the life of an individual is in itself an illicit demonstration, and the ethical establishing of the demonstration might be ridiculous. The intriguing thing about pregnant ladies is that they are offered with the

How to Write a Good Paper

How to Write a Good PaperWriting a paper is a very tedious job. In order to write a good, high quality paper you need to put in an immense amount of effort and time. Of course, to be able to do this, you should first master the different parts of writing a paper. Once you have achieved that, you can then just proceed to write a paper that is of excellent quality.You would certainly agree with me that writing a paper for any big business firms requires a lot of hard work and patience. You should be able to focus on what you are writing and keep away from other distractions. This is not an easy task. However, there are some tips that can help you in achieving the aim of learning how to write a good paper.When you are studying concept papers you should always start off with the basics. You must know how to introduce yourself, what is the aim of your paper and what your goals are. By knowing these basic details you can gain insight into the general structure of the paper. By knowing thes e fundamentals you will be able to avoid making a bad error.Next, before you begin writing a concept papers you should write the title for your paper. The title of the paper can become the primary reason for why people read it. By knowing how to create a title for your paper, you can use this information as a guide to outline the rest of the paper.Before you begin writing the introduction, you should also look at the definition of your topic. By knowing the basic concept of your topic, you can easily go on to the problem solving steps. This can be a huge help, as you can refer to it during the question answering stage.In order to make an effective paper, you should always make a list of the main ideas. This will help you organize your thoughts. The key to getting an interesting and stimulating paper is by having the right structure. In this, you should think about the structure of the entire paper and also its composition.You should make a list of potential topics for your paper. Yo u can choose from several topics, but you should remember that the topic of your paper will determine the outcome of your paper.Writing a concept paper is not very easy. You need to put in a lot of effort and concentration in order to achieve a good result. Once you have achieved this, you can proceed to write a high quality paper that will surely be a hit with your audience.

Learning SAT Vocabulary

I know – it’s probably the number one thing you dread about having to study for the SAT. Some even take the easy way out by never even learning a word. After all there are only 19 Sentence Completions on the entire test (the Sentence Completions are those pesky fill-in-the-blank questions). But if you think the vocabulary will stop as soon as you move on to the Reading Comprehension section, you are woefully mistaken. Many reading passages are filled with SAT-level words. And guess who’s writing the answer choices? Yep, so you can bet that many answer choices require that you know SAT words. In the end, ignoring vocabulary you may be limiting yourself by as many as 200 points on the verbal section. And the difference between a 400 and a 600, could be the difference between a great college and a not-so-great college. Okay, if you are with me so far and didn’t stop reading somewhere in the middle of the last paragraph, then I don’t need to continue emphasizing the importance of vocabulary. Indeed you may very well be wondering how you can improve your vocabulary. You’ve probably heard that flashcards are helpful, but you may wonder which SAT flashcards are the best. You may even think that flashcards are unnecessary. After all, can’t you just study from a list of words? In future posts, Ill give you some dos and donts for how to master SAT vocabulary. Stay tuned!

The Alcoholism And Substance Abuse - 978 Words

There are many abused people in America, who suffer from alcoholism and substance abuse. There is no discrimination when it comes to the individuals who are damaged by the two so called diseases. The two addictions not only hurt the addicts, but it hurts their loved ones and the community as well. The results of the abusive behavior can be physical, emotional, sexual, neglect or self-inflicted. There is no age limit, meaning that abusers can begin at very early ages, as early as teenage years and continue throughout their life. Innocent babies are born with drugs in their system, and young children are having to live in dysfunctional homes. Many kids living in these types of environment have a higher school dropout rate. Young adults to the elderly suffer from the misuse. â€Å"Though alcoholism and substance abuse rates are lowest among the elderly, access to habit-forming prescription drugs increases their risk of substance abuse† (Burkholder Nash, 2013, sec. 3.4.). There a re many who suffer from unemployment, health issues, poor decisions etc. It is hard to become employed and to keep a job while under the influence. Diabetes, Liver disease, Heart disease and Kidney failure are only a few physical ailments which can occur. Poor decisions under the influence have led to jail time, physical and emotional pain to others and neglect to a love one. It does not matter about your income status as far as being excluded from the damage that occurs from both of theseShow MoreRelatedBarriers and Limitations in the Treatment of Alcohol and Substance Abuse921 Words   |  4 Pagesï » ¿Alcohol and Substance Abuse Treatment Barriers and Limitations in the Community Background of the Problem and Situational Overview Individuals plagued with alcohol and other substance-abuse problems face numerous barriers along the way to their recovery (Cunningham, Sobell, Sobell, Agrawal Toneatte, 1993). At the micro-level, some of the primary barriers relate to the potential threat to their employment and income as a result of acknowledging their problems. They include the financial risksRead MoreSubstance Abuse Affects An Estimated 25 Million Americans895 Words   |  4 PagesSubstance abuse affects an estimated 25 million Americans. This includes the individual abusing the substance, as well as others that are indirectly affected by the substance abuse, such as: friends and family of the abuser as well as people injured or killed in accidents related to substance abuse impairment. There are 16 million adults that are considered alcoholics (heavy drinkers) and almost 300,000 people under the age 18 (Mental Health America, 2015). Alcoholism relapses are common. AfterRead MoreAlcohol Misuse Of Alcoholic Misuse1441 Words   |  6 Pagestendencies. These two types of alcohol exploitation are the main reasons the continual misuse of alcoholic substances occurs. This critical essay intends to describe these types of alcohol mismanagement and argue how consumers of alcohol use it as a deterrent to circumvent these psychological variables and discuss how combined psychological and biological variables are the impetus for alcoholism. Furthermore discovering the dependent and independent variables of alcohol use and how they affect one anotherRead MoreThe Effects Of Drug Addiction On Children1506 Words   |  7 Pagesmatter their gender, race, or any other factors. Many parents are convinced it could never happen to their child, but they are wrong. â€Å"According to the Substance Abuse and Mental Health Services Administration s (SAMHSA s) National Survey on Drug Use and Health, 23.5 million persons aged 12 or o lder needed treatment for an illicit drug or alcohol abuse problem in 2009† (http://www.drugabuse.gov/). These statistics prove that drug addiction is a serious issue that affects families nationwide and itRead MoreThe Abuse Affects An Estimated 25 Million Americans844 Words   |  4 PageslSubstance abuse affects an estimated 25 million Americans. This includes the individual abusing the substance as well as others that are indirectly affected by the substance abuse, such as: friends and family of the abuser as well as people injured or killed in accidents related to substance abuse impairment. There are 16 million adults who are considered alcoholics (heavy drinkers) and almost 300,000 people under the age 18 (Mental Health America, 2015). Alcoholism relapse is common. After completingRead MoreWhat are the Causes of Alcholism and How Can We Prevent It? Essay1083 Words   |  5 Pagesand many people take drinking beyond social and celebration environments. Many Americans suffer from a disease known as alcoholism, it is not only the addiction to, but the inability to function without alcohol. Just like many other substances, in excess alcohol can create many issues within the body both mentally and physically, this is the issue behind alcoholism. Alcoholism, The Cause and Effects Alcohol has been around since ancient times, the original purpose was to treat water for bacteriaRead MoreAlcohol Abuse Within Native American Societies Essay1303 Words   |  6 PagesSubstance abuse is a topic most prefer not to discuss; it destroys lives, relationships and families all over the world. Native Americans seem to have suffered immensely by it. Since the coming of the Englishmen and the introduction of new knowledge and tools Native people have been trying to hold on to their own culture and their own way of life. Unfortunately with them came new items for consumption, alcohol was one of the main ingredients to the internal downfall of Native populations. NativeRead MoreThe Effects of Alcohol Abuse1472 Words   |  6 Pagesranging from weaker alcohols like wine and beer to stronger substances like tequila and vodka. When one abuses alcohol it taints the minds of even the purest souls and then they do things they normally would not do or it brings out their darker side s. Out of all the adults in the nation over half have a history of alcohol abuse or excessive drinking in their families (Research Society on Alcoholism 1). The Research Society defines alcohol abuse as five or more drinks in one day at least one time a weekRead MoreAlcoholism And Drug Abuse And Alcoholism1231 Words   |  5 PagesAlcoholism and drug abuse are a plague ailing this country and the world at large. Many people think that an alcoholic or an addict is a weak individual, they are often not. They are suffering from a medical condition that hinges on various risk factors. Over 125,000 Americans die yearly due to drug addiction and alcoholism. Genetics, personality and environment contribute majorly in the risk of alcoholism and drug abuse. Genetically if a member of your family had a problem with substanceRead MoreEffects Of Alcohol Abuse And Alcoholism1446 Words   |  6 Pagesalcohol, not only on an individual, but also the effects on the families. Alcohol is one of the many substances that people use and abuse. Since alcohol is legal for any one over the age of twenty-one, many people begin drinking and then develop an addiction to the substance (Goldberg, 2016). Alcoholism effects people of all ages, background, social status, or ethnic group (National Institute on Drug Abuse, 2016). A social worker should understand how to assess and intervene families who are struggling

The relationship between morality and religiosity - 978 Words

Religiosity and morality stood out because it is a controversial topic that is compelling to learn about. Everyday life can be affected by these two factors in a positive or negative light. People do not usually think about the morals they obtain and where their morals came from. Researching this topic and understanding the relationship between these two issues will provide a better, clearer view of how people respond in different situations. The relationship between religiosity and morality are contingent on one another. Researchers show that growing up in a religious home can indicate positive growth with good morals. There are always exceptions to that theory though. Plenty of so called â€Å"religious people† are far from possessing good†¦show more content†¦A theory, in the study, shows that the youth possessed a greater impression of moral identity, which motivated them to relate positively to others. In a different study, it would seem there could be no compromise on issues that people see in a moral or religious light. To compromise would threaten a person’s belief between what is right or wrong and what is good or evil. When there is no compromise to be reached, this is where the important role of the law comes into place. Legal intervention is sometimes the only way to solve these disputes. For example, topics such as abortion, gay marriage, stem cell research, etc., are controversies that can only be solved by legal authorities. Most people feel one has a commitment to obey legal authorities but that does not mean abandon one’s own moral and religious beliefs. Instead, one’s beliefs help to decide if one wants to respect and accept decisions made by the authorities. Although one might not agree with a court’s decision, there is still a certain amount of appreciation of the courts legitimacy. One’s moral or religious views may strengthen or d iminish the way one feels about authoritative decisions. Another study shows that religiosity has an informal affiliation to pro-social conclusions which include greater moral behavior, self-control, and helpfulness. It is said that religiosity can help reinforce the strength of a community. Religious people are less likely to depend on vices such as drugShow MoreRelatedSpirituality And Religiosity And Overall Well Being Essay1242 Words   |  5 PagesSpirituality/Religiosity and Overall Well-Being A relationship with a higher power offers many protective factors and benefits. Spirituality is used to comfort individuals and sooth concerns about unanswerable questions in life; increasing overall well-being. Spirituality is used as a method for regulating emotions, it provides spiritual rationales and methods for managing problematic emotions, including anger, guilt, and depression. It can enforce social norms, increase mental health, offer copingRead MoreWhat s Religiosity Level, Or How Religious They Are?1556 Words   |  7 Pagesone’s religiosity level, or how religious they are. Religiosity levels are plotted on a smooth gradient since there are the highly religious, the moderately religious, and the highly nonreligious with people evenly spaced in between. Depending on where on the scale an individual is ranked, social scientists can use this information to determine whether it is more or less probable for a person to uphold the qualities of good neighborliness. Simi lar to the varying levels of one’s religiosity, thereRead MoreReligion : The United States And The European Union1648 Words   |  7 PagesPresidential elections. Whether we realize it or not, American politics is and has been entrenched in Christianity since its inception in the late eighteenth century. Literature Review According to a study conducted between 2002 and 2005 on the religiosity of various countries both third world and industrialized, it was found that there was a higher percentage of people considering religion important in poorer countries throughout Asia, the Middle East, Africa and Latin America comparedRead Moresociology in religion1257 Words   |  6 Pagespast few decades and the affects that have consequently—or thankfully—been left on religious institutions. While the authors explore detailed cultural developments, America’s religiosity and diversity is examined through comprehensive surveys and empirical analysis. As Putnam and Campbell search to uncover the relationship between sociological developments and religious institutions, a conclusion reached by the authors affirms that religion is majorly affected by cultural changed, and their interconnectivityRead MoreLevel Of Morality And Opinion On Marijuana1164 Words   |  5 PagesLevel of Morality and Opinion on Marijuana There is constant argument over what is morally appropriate and what is not. Each individual carries a different set of values and their opinions on what follows the moral code will vary. A lengthy debate continues over the legalization of marijuana, whether it is truly affective from a medical standpoint and morally right to use in a recreational situation. Although there is extensive research on the power of cannabis, it is overshadowed by its negativeRead MoreSame Sex Marriages Should Be Legal2823 Words   |  12 PagesThe broader debate about whether same-sex marriages should be given legal recognition in Australia has been on for several years due to the conflicts between various groups regarding its legalisation. Although over 72% Australians support marriage equality, there are still about 14% who strongly oppose the same-sex institution of marriage (Same- sex marriage research, 2014). Various factors are accountable in influencing attitudes towards same-sex marriage, includi ng, religious orientation (OlsonRead MoreHistorical Development Of Religious Research3743 Words   |  15 PagesAbstract Researches on religiosity have always faced some obstacles due to its sensitive nature. The lack of reliable research can be considered one factor which makes it difficult for both Islamic and Western society to understand each assertion. The purpose of this paper is to suggest questions which should be examined for further and more correct understanding on religiosity by analyzing and comparing the results of ten articles. This paper reviews ten articles which respectively deal with researchRead MoreInfluence of Religion on Consumer Behavior and the Effects on Marketing4277 Words   |  18 Pagestypically involves a formalized community and teachings to encourage morality while spirituality involves an individualized search for meaning and developing interconnectedness with humanity and the transcendent, however both internalize a sense of morality, perception, values, ethics, identity and desires (1). Kale views religiosity and spirituality from a different perspective, stating t hat there is significant overlap between the two that they can be looked at together for most purposes, includingRead MoreThe Future of Religion In America Essay1091 Words   |  5 Pagesin American people that believe in God still be higher in 50 years ahead,but the religious practicing probably will decreasing.It has many factors such as age, race, gender, economic class, and other demographic factors that can affect American religiosity. By some key measures, Americans youth or younger generation in age of 18 to 29 are considerably less religious than older Americans and the surveys show, for instance, that young adults beliefs about life after death and the existence ofRead MoreThe World And Various Religious Phenomena1363 Words   |  6 Pagesfor the sake of proper relationships. On the other hand, organized religion came up as a means of maintaining peace especially between individuals with no common relationship. This has what created a bond that neutralized what would be considered as enmity. This paper gives the various reasons as to why the emergence of religion and its development seems to have promoted more harm than good in the society and at the same time, negatively influenced the relationship between individuals, bile quotes

Brand Positioning free essay sample

Positioning Statement culled from it for communication. Being a part of brand identity, it is a concise statement. Positioning statement is a declaration of the position our product/service will occupy in the mind of our target consumers. Before developing positioning statement we have look in to these areas: a. Market exploration: We have to assess first where our and our competitors’ brand stand today. b. Market segments: We consider target market segment c. Core identity: We then identify what is core identity or the essence of our brand d.Value proposition: It is better to know what criteria potential buyers use to choose one product/service over another. Identify a few criteria. e. Position of the existing products: Our product/service always has a relation to our competitive products. We have to see how our brand is perceived. Ultimately, we choose the best position. If that is already occupied, we think of taking the leader head on if we are strong or by-pass the leader and find other position. We will write a custom essay sample on Brand Positioning or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page A concise positioning statement first describes what is important to the customers, and then what problem our product will solve for them, and how.Positioning is amenable to the following definition: 1. The position of a brand is the perception it brings in the mind of the target consumers. 2. This perception reflects the essence of the brand in terms of its functional benefits in the judgment of that consumers 3. It is relative to the perception held by a consumer of competing brands. The competing brands can be denoted as points or positions in perceptual space of the consumers and together make up a product/service class. 4. Positioning process consists of analysis of brand equity, core competencies, unmet consumer needs, competitive differentiation.

Return Of The Native By Hardy Essays - Thomas Hardy, Egdon Heath

Return Of The Native By Hardy Thomas Hardy feels that Edgon Heath, the setting of the novel The Return of the Native is a powerful, scary, dark and dreary place. He uses various techniques to express this attitude. Some of the techniques he used to convey this thought are diction, imagery, syntax, and tone. The diction he choose was specific and concrete, presenting an actual place that was depressing. The words he used attempted to present a specific, concrete perception of things. Such as when he writes, "approaching the time of twilight and the vast tract of unenclosed ild known as Egdon Heath embrowned itself moment by moment". This presents a specific place, time and a specific insight which leaves with the thought of a darkening, scary place. Imagery played a very important role in Harding's portrayal of the heath as a powerful, scary, live place. The imagery develops a light and dark imagery. The heath, earth is the dark and gloomy image, while the surrounding nature is light and good. He refers to the heath's color as, "embrowned itself moment by moment," and says that the "hollow stretch of whitish cloud shutting over the sky." He refers to the heath as dark on many occasions, he says the "earth with the darkest vegetation... In such contrast the heath wore the appearance of an installment of night... darkness had to a great extent arrived hereon... the heath exhaling darkness." These references of the heath as dark, give us a gloomy, somber feel of the heath. Harding also uses metaphors to make us aware of the power and life that Edgon Heath has. As in when he says "the face of the heath by its mere complexion added half an hour to evening... the place became full of a watchful intentness now: for when other things sank brooding to a sleep the heath appeared slowly to awake and listen." These metaphors and personifications allow us to see that the heath is more than a hunk of dirt, it has a life and energy. Syntax is also used to enhance the power of the heath. Harding uses a combination of medium length and long and involved length sentences. These lengths enhance the feeling of power that Harding wants to express, because they are lengthy and have a body. They aren't short and quick, each sentence says what it has to say and delivers it. These sentence exemplifies the strength and ability that the heath has. The sentence length is effective because each sentence allows Harding to go into detail about a specific detail about the heath, such as the power and strength it has. Harding also used more than 6 compound sentences in the description of the heath. This is so he can elaborate on a specific characteristic of the heath, as in "The face of the heath by its mere complexion added half an hour to evening: it could in like manner retard the dawn, sadden noon, anticipate the frowning of storms scarcely generated, and intensify the opacity of a moonless night to a cause of shaking and dread...." Harding also used it to compare the heath as in, "Looking upwards, a furze- cutter would have been inclined to continue work; looking down, he would have decided to finish his faggot and go home. The tone of the description of the heath is morose, somber and gloomy. In the description, Harding only describes the heath as dark and scary. He chooses to illustrate these things and gives the story a morose feeling. His somber and gloomy tone is reflected in his attitude toward the heath. The tone makes the heath appear seem scarier and more powerful. Thomas Hardy delivers a powerful and firm attitude towards Edgon Heath. He feels that it is a dark, scary and living place. He uses and combines various literary techniques in order to achieve his goal of convey his feelings towards the heath to his readers.

Roberts v. Texaco †Management Research Paper

Roberts v. Texaco – Management Research Paper Free Online Research Papers Roberts v. Texaco Management Research Paper The case of Roberts v. Texaco covers many of the items we have gone over in class. It talks about the EEOC, mediation, racial discrimination, Tittle VII and settlements. A suit was filed on March 23, 1994 by Bari-Ellen Roberts and four other African-American Texaco employees on behalf of more than 1400 Texaco employees. Roberts worked for Texaco as their Senior Financial Analyst from 1990 to 1997. The basis of their suit was that Texaco had been practicing hiring and promotion practices based off race and not qualifications. At the time of the suit, there were 873 executive that were earning more than $106 thousand dollars a year and only six were African-American. Ms. Roberts was called uppity and a smart-mouth little colored girl. For three years the case worked its way throught the judicial system until it finally made a breakthrough. On November 3, 1996, the New York Times reported that they had evidence of several upper level employees at Texaco being recorded on audio tape using repeated racial slurs and using demeaning terms to describe African-Americans. They had also been told that this evidence was ordered to be destroyed by Texaco. Immediately the EEOC launched a probe to determine what pieces of evidence the company had that would corroborate the claim. While Texaco had settled in for the long haul in this legal battle, it came to a quick conclusion. After the tapes were uncovered, Texaco started looking to settle the case as quick as possible. The public relations issues that would arise the longer the case drew out could seriously hurt the company more than was already done. Within one month on November 17, 1996, the EEOC and the plaintiffs announced that an agreement had been made for a $176.1 million dollar class-action settlement. The suit was declared moot on January 27, 1997. The settlement included the following: Provide a payment to the plaintiff-class in the amount of $115 million, along with a one-time salary increase of about 11 percent for current employees of the plaintiff-class, effective January 1, 1997; Create an Equality and Tolerance Task Force which will be charged with determining potential improvements to Texaco’s human resources programs, as well as helping to monitor the progress being made in those programs (three members of the Task Force to be appointed by the plaintiffs, three members by Texaco and a mutually agreed-upon chairperson); Adopt and implement company-wide diversity and sensitivity, mentoring, and ombuds programs; Consider nationwide job posting of more senior positions than are currently posted; and Monitor its performance on the programs and initiatives provided for under the settlement agreement. A study that was conducted showed that the suit will end up costing Texaco about $500 million dollars. The statute that was relevant was Title VII of the Civil Rights Act of 1964. The point of contention was discrimination because of race. This discrimination was shown in the form of hiring practices that didn’t accurately represent the community as well as promotions that were biased. The interesting thing about this case is that the EEOC didn’t get involved until there were allegations made by a major publisher and they knew what to look for; three ninety minute audio tapes. Once this came out, the EEOC filed their claim on behalf of the plaintiffs. These audio tapes were very explicit in the terms they used to describe the executives feelings toward minorities. Texaco hired a retired U.S. Attorney to investigate the tapes to find out how damaging they were before they agreed to a settlement. The attorneys investigation is extremely interesting to read as he tries to spin certain parts of the tapes as non damaging. At one point in the tapes, an executives ref ers to black jellybeans and how they always end up at the bottom of the bag. The attorney advises that this comment was not racially motivated but none of the conversation prior was about candy. No matter the spin, he couldn’t avoid the language used and discriminatory remarks. After seeing his report was when Texaco decided to settle, knowing that the evidence was much too damaging for their company to overcome in a lawsuit. The employment environment since this case has been drastically changed at Texaco. The task force that was put in place as part of the settlement had authority for five years to determine the policies that needed to be put in place to meet the objectives of the agreement. This task force met for two days a week and was composed of seven people; three appointed by Texaco, three appointed by the plaintiffs, and one independent who served as a chairperson. Even though the settlement was agreed to, this task force seemed to use mediation to arrive at policies both sides could live with. I think this made for a much less hostile environment when putting the policies in effect. The task force’s goals were set high. Within the first six months, Texaco was charged with implementing a diversity and training program for the entire company as well as a mentoring program. They also had to begin posting jobs at a certain paygrade or above nationally. An extremely important objective that they had to meet during this time was to develop a way for there to be no fear of retaliation for employees with complaints of discrimination. This is similar to the whistleblower statutes that we studied. A policy such as this would keep the employer from commiting unlawfull acts such as discrimination while keeping employees from feeling like they might lose their job if they took an injustice to the authorities. The fallout from the case included the firing of one executive, suspension of another, and two executives that had retirement benefits taken away. This case clearly shows the power and importance of Tittle VII of the Civil Rights Act of 1964. It also demonstrates the effect of good mediation as well as what happens when the EEOC gets involved in a case. References Pruitt, Stephen W., The Texaco racial discrimination case and shareholder wealth. (2002) Retrieved from InfoTrac on August 7, 2005. Exhibit 1, Pragmmatic Relief. Retrieved from CourtTV.com on August 7, 2005. Texaco fires executive, Disciplines three others. January 9, 1997, Los Angeles Times. Research Papers on Roberts v. 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Thinking and Decision Making Paper Essay Example | Topics and Well Written Essays - 500 words

Thinking and Decision Making Paper - Essay Example The employees who are known to possess the creative thinking abilities within their personalities are usually seen in a very positive way and they are given the room to exploit their strengths, not only for their own good but also for the sake of the long term success of the organization itself. Creative thinking thus opens many avenues for success and growth within the domains of the organizational reigns in an abundant capacity. Creative thinking does not usually depend a great deal on the way scientific and logical thinking models operate. It distances itself from the same and relies more on the creative input, brought forward by the artist (the employee). (Halpem, 1997) Thus creative thinking style is not possessed by each one of the employees within the workplace. It is a very sought after skill and one that is innate right from the onset of one’s recruitment within an office place setting. Creative thinking is usually rewarded in a very handsome fashion, with salary incentives, perks, medical allowances and so on. The creative artists or employees are seen in a much respected way and are given the dignity that they so richly

Declaring english as the official language Research Paper

Declaring english as the official language - Research Paper Example As a result, approximately 300 languages continue to exist, which are in correlation to the cultural diversity present in the country (Shmidt, 2000). This makes it difficult for people, especially immigrants, to have the urge to learn English. This paper is a critical evaluation of why English should be declared as the official language of communication in the United States. Declaring English as the Official Language English is a language, which is spoken by approximately 2 billion people worldwide. 98% of Americans understand and speak English, regardless of whether it is their first or second language of communication (Shmidt, 2000). It is therefore, ironic that the government continues to frustrate the calls to declare it as the official language of conducting business, especially in public institutions. By so doing, a lot of money, which could be used to enhance growth in other sectors of the economy, is spent on duplicating government services in order to accommodate the high nu mber of languages spoken in the country. For example, services such as printing of public documents like court decisions, ballot papers, the constitution, road signs among others requires the reproduction of those materials in different languages, so as to deliver the desired messages to the audience. According to reports, the California state in 2002 spent approximately $2.2 million for the sole purpose of translation in the department of motor vehicles while St. Cloud spent more than $200000 for translation services in 2003 (US English Inc, 2012). If the English language is declared official, then every citizen would be obligated to acquire the necessary skills or else be ready to incur the expenses involved in translation. Having an official language is important in any given society as it facilitates the smooth running of businesses. This is due to the fact that business operators would not have to incur the expenditure of hiring interpreters to serve customers, who may be force d to buy in those shops that have people who speak the same language as they do. For example, it would be difficult for a person of Hispanic origin to go to a Chinese restaurant in which all the menus are printed in Chinese. In the same sense, a Chinese person may find it limiting to go to Japanese or an Italian restaurant under the same conditions without feeling uncomfortable, since they speak different languages. As a result, it may be found out that such customers would prefer going to their respective restaurants, which are operated in that language, which they understand. In this context, it becomes difficult for these people to socialize with people outside their cultural groupings, thereby resulting to a segregated society. America is one country and in order to promote unity, especially due to its history of racism, English should be made the official language of communication (Crawford, 2000). This would facilitate the unification of all races as it would make it possible for citizens to understand each other at the intellectual level and not on the basis of their origins. Countries, such as Japan and China, have created an identity and respect for themselves through their official languages, i.e. Japanese and Mandarin, to the extent that anyone wishing to do business in these countries must study the official language for him to be successful. It is therefore necessary and long overdue for the US to create its own identity so as to encourage Americanization and a sense of responsibility among the

Organizational Change Essay Example for Free

Organizational Change Essay Given the complex nature and competitive environment under which modern organizations operate ,the way forward for organization is to adopt strategies ,methods and practices which enable them to be ahead of their competitors. Recently global ,political and economic events such as liberations of economics,arising cost of productions ,global economic downtown ,the many competing and substitute products in the market and the spill over effects of the terrorist attacks in America, have led many organization to retrench adopt stringent cost cutting measures and to think of appropriate measures of attracting the largest number of consumers and secure a leading market share in a given industry . To remain competitive, modern organization should aim at uniqueness and superiority in all spheres of their operations ;in technology ,work procedures ,good and services ,approaches to the various management function of planning ,organizing,staffing , directing and controlling . These changes are only possible through creative and innovative thinking . The survival and continued relevance of organizations in the market place therefore depends on the strategies and survival tactics evolved by these organizations to respond to changes in the operating environment. One of the greatest challenges facing organizations therefore is the management of change in a manner that encourages pro activity and ensures continued relevance . Organization change can be defined from various perspectives . One commonly used definition of change is alteration of existing activities ,change can also be defined as innovative; the basic sense of introducing something new in the organization. Organizational change in the sense of improvement therefore refers to activities aimed at strengthening organizational performance such as new technology, work policy ,procedure,product,work attitudes and structural design . Creativity is the process through which a change can be introduced in an organization. It refers to the generation of new ideas into a real product ,service or method of production . Organization change ,creativity and innovation through creative ideas most be capable of being implemented. A creative ideas work therefore be useless unless it is innovative . Organizational change may be necessitated by pressure from outside or within the organization Cole G. A. 1996), Management Theory and Practice says that external forces for change are those forces which operate from outside organization,These include ; forces of competition ,for example competitors changing their strategies and other methods of operations; economic forces such as poor economic performance may require new cost cutting measures; political and legal forces such as passage of new laws by the government . Economic liberalization policy which no longer affords protection to local firms may require them to adopt new methods in products strategies in order to remain in competitive in the face of the inflow of foreign goods. Technological forces,for example,new technology of a firm obsolete ;social cultural forces such as change as in societal norms,values and altitudes should be accompanied by corresponding changes in goods and services. For example, a changes in taste require that a company must change quality levels,feature of existing products and services or introduce a completely new product in the market;physical forces like change in weather and climatic patterns,for example,adverse weather effects may require a company to adjust its production program. This may be due to shortage of essential agricultural based raw materials. Other external forces for change may be;creditors changing their lending policies which would mean that companies must work harder than before;trade unions imposing new conditions on matters affecting employees;consumer protection organizations insisting on specific quality standards hence the need to be quality sensitive;consumer insisting on quality and efficient services other than low prices or fees charged. Internal forces for change include;existing procedures which have become irrelevant and the existing structures which are too rigid hence the need for flexible structures;centralized systems of authority which is no longer effective after major organizational growth and expansion ;negative working attitudes by workers which need to be changed through new policies,rules and procedures,existing technology which may be obsolete and the organization has to adopt the new technology for it to improve efficiency and the competitive edge against other competitors;existing products and services which are no longer competitive in the market;existing training program which have become irrelevant in light of changes in work methods and technology;existing compensation policy which is not motivational such as automatic salary increment not based on merit. Anew compensation method for example payment by results may be adopted or introduced in the organization n facing up these internal triggers for change,management have to plan how they will respond to them. Some potential changes will have been announced well before hand and in these cases planning is taken care of pro actively . Koontz and Weirich (1995)Management:A global perspective, defined a change agent as any person or a group of people who may identify and recommend the need for change in an organization . Examples include, a committee set by the management, a task force, board of directors,shareholders,managers or individual employees. An employee for example may identify a difficulty or a weakness in the existing work procedures and suggest change to the management. If the change is rather insignificant and may not affect the final results,an employee may just implement such a change without a further consultations. Organizational change may be introduced in a planned or in reactive manner. A planned change is introduced pro actively when the organization identifies the need based on the benefits believed to come from change without disrupting operational processes. All change will incur some direct costs,for example,equipment costs,relocation costs,recruitment costs and possible redundancy payments. There will be also indirect costs such as communicating the changes to employees ,providing appropriate training and temporarily redeploying key managers and staff on change projects. An organization should also consider what might be the costs of not introducing the proposed changes. The resources required are identified in advance,employees trained or prepared accordingly adequate measures put in place to deal with the effects of change such as resistance to change. A reactive change on the other hand is normally introduced in an abrupt manner through a piecemeal approaches. A company waits until the pressure for change becomes too much and simply reacts through measures which can lead to immediate solution of a problem. For example, when there is cut throat price competition , a company may wait until it finds it unavoidable to reduce its prices when it is not able to survive in the market by maintaining its prices. According to Lewin Schein model , a model propounded by Kurt Lewin and Edgar Sshein,German Management theorists ,change can be introduced in an organization through the following steps:unfreezing that is,identifying the need for change and making it clear to employees how the organization will benefit by changing the status quo;change the transition period in the change process when employees abandon the old practices and adopt the new practices or change from the old to new attitudes ;refreezing which are the measures taken by the management which would ensure that employees sustain or continue with the changed attitudes or behavior. Emotional support,encouragement or financial reward may be provided. Through positive reinforcements ,new practices become the accepted ways of doing things in an organization. One of the principal ways in which organization can bring about planned change is by means of organization development. Organization development is a strategy for improving organizational effectiveness by means of behavioral science approaches,involving application of diagnostic and problem solving skills by an external consultant in collaboration with the organizational management. Organization development is an organization wide process,it takes an essentially systems view of the organization;it utilizes the techniques and approaches of the behavioral sciences that is psychology and sociology;it also involves the intervention of an external third party in the shape of a change agent trained and experienced in behavioral science application in the work situation. Organization development is aimed at organization effectiveness that is,it is something more than management development ;it is concerned with changing structures and decision processes as it is with changing peoples behavior. Organization development is about change and this change can be painful especially when it involves peoples attitudes ,beliefs and self image. The organization development is utilized when the senior management of an organization come to recognize that the key components of the organization system are not working harmoniously together. There is no one best way of introducing and designing an organization development program in an organization. It first takes a preliminary stage whereby the senior management team discusses the scope and implications of an a organization development with the change agent. This includes discussion about the aims of a possible program and the means by which it might be achieved. It also includes a consideration of the possible implication for the organization arising from the implementation of a program;it then define the nature of the relation ship between the change agent and the organizations management that is,whether the change agent is to play the role of an expert , a catalyst for new ideas ,educator or some other agreed role. If the agreement is reached about the idea of commencing an organization development program then it goes to the next stage of analysis and diagnosis where the change agent usually takes the initiative by designing appropriate methods for obtaining relevant information for example,interviews and surveys and by proposing a strategy for putting these into operation with the full backing of the management team. The information obtained should clarify the problems facing the organization,and build up a picture of staff attitude and opinions as well as supplying some important suggestions as to how the problems would be solved. On the basis of information received,the management team and the change agent agree their diagnosis of the situation . The management team in close collaboration with the change agent agree on what are the aims and objectives of the program. These aims could be to improve profitability ,secure a share of new market ,improve staff motivation or other desired improve ment. To these ends,specific objectives would be useful,such as to achieve the restructuring of the company along matrix lines over a period of say , one and a half years and obtain the full commitment of all the management staff to an open and democratic style of leadership or to reduce substantially the number of customer complaints about after sale service. The organizations problems have been analyzed ,a diagnosis of the overall situation has been made and agreement has been reached about the aims and the objectives of the exercise,it then behooves a moment of planning the content and the sequence of activities designed to achieve the aims of the programs. Much of the tactics in the planning stage will be influenced by the change agent whose skills and expertise knowledge in behavioral matters will be brought to bear on the manner of introducing the various organizational development activities. These activities will be examined more closely in bits noting the progression. Once the plans have been put into action,it is very imperative that they should be monitored at frequent intervals by the management and the change agent. Difficulties and misconceptions are bound to occur and these must be noted as soon as possible and dealt with quickly. If a particular activity is having adverse results,it will have to be amended or even dropped from the programs. From time to time more substantial reviews of the progress towards the aims and objectives of the exercise will be required ,and this often leads to comparing the results against the benchmarks which are the objectives of the whole change process. In light of the major review it is possible that some important revisions of the aims may be important for which further series of plans will be necessary. The success of any organization development concerning change process in an organization depends largely on the part played by the change agent. The change agent is at the core center of the entire organizations development process. If the change agent is not able to build a firm relationship between himself and the management team concerned,or if he fails to establish his credibility with a range of other groups,his chances of obtaining a sense of commitment required in the whole process are so low. Conversely,if the gains trust and respect both as a person and as a skilled adviser, then he stands a better chance of achieving his own contribution to the aims and the objectives of the program. The roles of a change agent are a multiple ones. These roles range from the highly directive,leadership type of roles to a non-directive counseling role. In the first place,he prescribes what is best for his clients and on the other hand ,he will reflect issues and problems back to his clients without offering any judgment to himself. Qualities of intellect and personality are also important with the change agent in particular the ability to listen and to apply rational approaches to problems and situations;also a mature outlook in terms of awareness and acceptance of personal strengths and weakness. Abilities required are not only those associated with behavioral science knowledge but more general skills such as interviewing skills,presentation skills and the ability to establish and maintain comfortable relationship with a wide cross-section of people. This combination of attributes suggests that a change agent will not always be readily available. It takes a certain kind of character to be able to make the contribution to joint problem solving and decision making that is required in the organization development. The most significant benefits of an organization development program obviously depends on the needs of the organization at the commencement of the program. Organization development enables an organization to adapt to change in away that obtains the full commitment of the employees concerned that is,it instills a mind of change in the employees minds where they perceive themselves as apart of the whole process of change ;organization development can also lead to organization structures that will facilitate employee cooperation and the achievement of tasks in that it brings about the issue of critical thought and mind development whenever the employees swaps between the jobs and the ranks unlike when the the employees would on a p[articular job and role until the retirement hence change brings about new challenges to the employee which eventually turns around the status quo and implement the policies of an enterprise into improvement of services;it also release the ;latent energy and creativity in the organization by way of specialization;it provides opportunities for management development in the context of real organization problems and the way to solve them by involving all the parties concerned including employees in the decision making process;it may also stimulate more creative approaches to problem-solving throughout the entire organization. Finally,change increases the ability of the management groups to look as teams and this will eventually lead to the achievement of longterm goals of the company. Resistance to change has been associated with the change and accepted as a major element of any change process. No matter how change may benefit the organization and individual employees,there will always be a tendency to resist it. Stower J.  F (2000) Management,says that change may result from fear of the unknown ,for example,potential difficulties or uncertainties which may come along with a new method or a procedure;fear of losing power,prestige or status that is fear of perceived inferiority complex towards the subordinates;fear of losing job related opportunities such as promotion or lack of care growth;failure to understand why a change is being introduced due to poor communication;perpetual differences between individual employees ,managers or work groups;fear of losing a job or going for further training when computerization program is to be undertaken or a major change are to be introduced through business process re-engineering . The management should device ways of reducing some of the resistance to change in an organization such ways as;conduct an education and communicate effectively with employees on the need and benefits of change;involve employees in planning the change process ;negotiate with employees or departments which are likely to resist changes ;introduce change in piecemeal manner and provide emotional support including time off during the most difficult period of the change process;selectively use information which gives emphasis on positive aspects of change. Employees likely to resist change may also be co-opted or assigned new positions created during the change process. In order to create an environment in which people think creatively and develop suitable ideas for change ,the management of an organization should take the following measures;develop an acceptance for change,employees must think strategically and believe that change is inevitable for the organization survival;provide a clea r objectives and freedom to achieve them. Organization members who are given clear objectives would be stimulated to meet them . Their creativity will have a purpose and direction ;a conducive environment for creativity is enhanced if individual have the opportunities to interact with members of their own and other work groups. Such interaction encourages team spirit ,exchange of useful information,free flow of ideas and fresh perspective on problems,also make it clear in word and deeds that the management welcomes new ideas. Managers who closely supervise every action of subordinates encourage them to follow orders rather than to experiment with new ideas. Because of tough competition ,resource scarcity and high equipment costs,the only way to ensure survival in any industry is change through creativity and innovation. Any idea that leads to more efficient and effective operation should be explored and implemented,hence a new idea may be a boon in an organization.

Motivation, Organizational Behavior and Performance :: organizations, business, motivation,

Motivation is an important concept which is critical for understanding of and improvement in organizational behaviour and performance. It is therefore important for the managers to understand motivation. It is an important tool which they can use to get more out of their employees and increase organizational performance. Motivation can be defined as the factors, both internal as well as external which arouse in individuals the desire and commitment for a job (Mele, 2005, p. 15). Organizational performance on the other hand refers to the degree to which the organizational objectives have been achieved. Research has shown that motivation in an employee is an important factor which determines his performance. Motivation is the â€Å"driving force within individuals† (Mullins, 2007, p. 285). It is the concerned with finding out the reasons which shape and direct the behaviour of the individuals. The people act to achieve something so that they can satisfy some needs (Gitman and Daniel, 2008). It is important for the manager to understand this motivation of individual employees in order to inspire them and devise an appropriate set of incentives and rewards which would satisfy the needs that they have individually (Kerr, 2003). Once these needs are expected to be met in return for some specific behaviour or action, they would work more diligently to have that behaviour in them and to achieve that objective (Meyer and Hersovitch, 2001). Since it would lead to early and fuller achievement of the company objectives as the individual would work more diligently, it would lead to bett er organizational performance (Wiley, 1997). It is important for manager to understand that what motivates the individuals. There are different kinds of motivation theories which reveal that individuals are motivated by different factors. For example there is extrinsic motivation and intrinsic motivation (Amabile, 1993). Extrinsic motivation refers to the motivation that one has for the extrinsic rewards such as pay, status, power, etc. Then there are intrinsic motivating factors such as the chance to exercise one’s skills, the opportunity to learn and personal development. Research suggests that various factors motivate employees in a different degree depending on their nature. It would therefore be important for the manager to understand that what are the motivating factors for individual employees and then provide them incentives accordingly so that they can work in a more productive fashion. Once the individuals work with greater excitement and vigour it would automatically lead to better performance.

Managing Individual Performance Essay

Abstract This paper will discuss how managing individual performance have affected my personal and professional development. It will also briefly identify and discuss several written works on Maslow’s Hierarchy of Needs as well as the Myers-Briggs Type Indicator. Also this paper will discuss my experience through the Managing Individual Performance simulation and results improvement. Managing Individual Performance A good manager can motivate employees and equally to go the extra mile, and complete the unachievable, despite their limitations. As a leader and manager of people, it pays to understand what is important to each team member. Understanding motivation helps me to put my emotions and actions in perspective. Contemporary motivational theories recommend that managers should realize individual differences, evaluating needs correctly and addressing these through the right interventions. Criteria a team leader use when selecting members of a team Team leaders or managers must ensure that the teams and their projects have the ability to survive. To maintain the team’s viability, I included the following elements: proper membership, interpersonal skills, each member should be a contributor, a clear charter or purpose, achievable, noticeable results, understand and agreed-upon ground rules, and intensive teambuilding up front. The changes needed to improve team effectiveness across the organization do not involve individual teams, but rather the systems that support them. These systems include the following: organizational structure,  motivation, promotion and performance appraisal criteria, and compensation. In addition, Jeff Cowell and Jerry Michaelson (2000), recommend â€Å"in selecting team members, and prepare a draft charter† (p11). It is very important to prepare a draft charter where you can briefly describe the team’s purpose, and you can see candidates interest. Team selection in the simulation I selected the team in the following order: first, Michelle Levy for the build case files position, because she is a natural problem solver with good communication skills, and an investigative nature of collecting facts. My second selection was Lisa Srafford holding the moderate self-help groups. She has conflict management skills, ability to facilitate groups meeting and very patient in stressful situations. My third selection was Tony Wu to perform follow-ups. Tony has capability to interpret reported data, good observation skills, and his bachelors in business make him more capable in accounting for external factors. My last team member, Daniel Nichols, trainer with knowledge and domineering attitude, was selected to supervise confrontation sessions. His Master in Business Administration (MBA), prepared him to have good communication skills, excellent conflict management, and with his strong personality made him capable of build mutual respect, discipline, and motivation to victims while handling sensitive personal issues. Factors I need to consider in order manage my team effectively There are many factors in order to manage a team effectively. McShane-Von Glinow (2002) gives us six of the important elements â€Å"reward systems, communication systems, physical space, organizational environment, organizational structure, and leadership† (p232). Reward systems indicate that people tend to work more effectively when they are partly rewarded for their performance. Communication systems, maintain valuable information and feedback between team members. Physical space, with a good layout will improve communication between team members. Organizational environment and structure, where team members have secure resources for their performance. Last but not least, the most important factor is leadership to maintain the ongoing support from all executives to provide the right coaching,  motivation, and all elements mentioned. Individual’s personality play a role in the team’s success Kreitner (2003) describe personality as â€Å"the relatively stable pattern of behaviors and consistent internal states that explain a person’s behavioral tendencies† (p84). Personality has both internal which represent the thoughts, values, and genetic characteristics, and external elements are the observable behaviors. Also personality has recover credibility in organizations in the last years, the reason is that some personality habits predict some work-related behaviors and emotions under certain conditions, and stress reactions. Besides individual personality play a role in the team’s success because this help people find the jobs that best suit them and their company’s needs. Personality preference in the MBTI assessment and how this may affect the way an employee carries his or her tasks. Depending on the job description, you can find personality preference in the Myers-Briggs Type Indicator (MBTI). We have 16 distinct types. Some job description prefer ISFJs people with a high sense of duty, others prefer ENTJs because they are considered natural leaders. For example, corporate executives tend to be ESTJs, meaning that they are more extroverted, sensing, thinking and judging types, and so on. These types indicate a person’s preference. All of this may affect the way an employee carries his or her tasks because these types do not indicate the way he or she behaves all the time. I think that these indicators can limit the creativity and decision making besides limiting good people to perform a specific job in determinate area. Maslow’s Hierarchy of Needs, how it affects motivation and my team choice. McShane-Von Glinow (2002), described Maslow’s Hierarchy of Needs as â€Å"a content motivation theory of five instinctive needs arranged in a hierarchy, whereby people are motivated to fulfill a higher need as a lower one becomes gratified†(p133). From the bottom those are physiological, safety, belongingness, self-esteem, and the top is self-actualization. People have different levels of motivation, and they may fit one of those levels. As a leader you have to measure the needs of each member of your team, because  when you have to motivate or reward them, you can select the wrong level. According to Maslow the lowest needs are initially most important, but higher need become more important as the lower ones are satisfied. Maslow’s model may not predict employee needs as well as scholars initially expected. Team selection and how that falls on Maslow’s Hierarchy of Needs During the simulation, I selected the best people for the different positions. It was an 8 months project. I had my first situation during the second month. I failed at motivating one of my team members, giving me the wrong results. The same situation was present in month 4 with other team members. After I repeated the simulation and learn more about my team members needs, I overcame those situations successfully. Team selection performance, expectations and  factors in selecting strategies to motivate my team Money and other financial rewards are a fundamental part of the employment relationship. Also public recognition, awards, and membership will help employees to have better performance. It is important to know the different levels of needs mentioned before. You have to know what kind of an employee need have in that moment. Some of the factors include task performance, competencies, job status and seniority. Results improvement after running the simulation again I repeat the simulation three times, and definitely each time my results improved significantly. My weakness was motivating my team members with the inappropriate reward, giving as a result to the decrease in the team performance. Application of the lesson learned at my workplace Job design involves assigning task to a job and distributing work throughout the organization. Job specialization, which subdivides work into separate jobs for different people, increase work efficiency because employees achieve the tasks quickly, less training, and matching more closely with the jobs best suited to their skills. Although, reduce stress, problems, increase product or service quality, and decrease costs. Leadership is the process of influencing oneself to establish the right direction and  motivation needed to perform a task. Also I have to include personal goal setting, constructive thought, design the right rewards, self-monitoring, and self-reinforcement. Better knowledge of the needs of each team members will help leaders to make the right decisions without affecting the individual performance. Leaders require a process of observation, reflection, and evaluation. It necessitates that we take time periodically to think about what has happened. Were there conflicts? How were they handled? What has gone well and why has it? What has not gone well and why? Could we have done better? Most importantly, we must develop the skill of asking ourselves what steps we can take to be more effective either in our current team or as a member of future teams. As I said in the beginning, a good manager motivates people to achieve the impossible without limitations. This become possible only with a clear understanding of each individual needs with the help of all motivational theories recommended. This understanding is implemented though optimal intervention. Also evaluating needs correctly and addressing these though are the right interventions. References Bagraim, J. (2001). Organizational psychology and workplace control: the instrumentality of Corporate culture. South African Journal of Psychology; Sep2001, Vol.31, Issue 3 p43. Bower, M. (2003). Company philosophy:† the way we do things around here† McKinsey Quarterly; 2003 Issue 2, p110, 8p.3c. [University of Phoenix Special Edition Series]. Cowell, J., Michaelson, J. (2000). Flawless Teams. Executive Excellence, 17(3), 11.[University of Phoenix Special Edition Series] Kreitner, R. (2003). Organizational Behavior, Sixth Edition. New York: McGraw-Hill McShane-Von, G. (2003). Organizational Behavior, Second Edition. New York: McGraw-Hill

Motivation in the Workforce Essay - 3871 Words

Managing employees is cited as being the biggest problem to small business owners. This is because employers very often dont know how to handle employees. Effectively managing employees is a skill acquired through training and practice. Many books have been written on the subject, and courses are regularly offered through educational institutions. Motivation theories were developed or built upon the human relations findings. The new focus for motivation theory was on the search for satisfaction of human needs. This new approach swept through management thinking in the 1950s. Maslow (1954) offered his needs hierarchy according to which human beings have their needs arranged in a hierarchy such that they are motivated to†¦show more content†¦Their initial work in the 1920s found that workers (in a Philadelphia textile mill) who were given extra breaks and subsidized meals at work did improve their productivity; and when these extra rewards were taken away their effort fell back (see Mayo 1949). The research team then set up a major series of studies at the Hawthorne Works of the Western Electric Company which continued for ten years. Their aim was to study the effects of a range of fatigue-inducing factors such as levels of lighting, temperature, frequency of breaks, etc. in combination with an incentive payment by results system. If this research had produced the results expected at the outset, we would have had a prescription for high productivity based on lighting levels, temperature, frequency of meal breaks, health levels, etc. In some of their experiments the working environment was changed drastically to assess how this influenced productivity, but the results were a surprise at the time. There was a steady improvement in productivity throughout all the changes, even for instance when the lighting intensity was raised in imperceptible stages over a long period to a very bright intensity and then gradually reduced to that of a moonlit night. In their attempts to ensure that no other variables intervened in their experiments, the researchers had unwittingly changed one of the most important variables of all. 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