Organization Behavior free essay sample

Organisational behaviour is the study and application of knowledge about how people, individuals, and groups act in organisation. It does this by taking a system approach. That is, it interprets people-organisation relationships in terms of the whole person, whole group, whole organisation, and whole social system. Its purpose is to build better relationships by achieving human objective, organisational objectives, and social objectives. As you can see from the definition above, organisational behaviour encompasses a wide range of topics, such as human behaviour, change, leadership, teams, etc. The study of organisational behaviour involves consideration of the interaction among the formal structure, the tasks to be undertaken, the technology employed and the methods of carrying out work, the behaviour of people, the process of management, and the external environment. Task 1 1. 1 An organisational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organisational aims. It can also be considered as the viewing glass or perspective through which individuals see their organisation and its environment. We will write a custom essay sample on Organization Behavior or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Every organisation made up of more than one person will need some form of organisational structure. An organisational chart shows the way in which the chain of command works within the organisation. An organisation can be structured in many different ways, depending on their objectives. The structure of an organisation will determine the modes in which it operates and performs. Organisational structure affects organisational action in two big ways. First, it provides the foundation on which standard operating procedures and routines rest. Second, it determines which individuals get to participate in which decision-making processes, and thus to what extent their views shape the organisation’s actions. There are four main dimensions: * Specialization – the division of labour within the organisation, the distribution of official duties among a number of positions. * Standardization – procedures that occur regularly, are legitimized by the organisation, have rules that cover circumstances, and apply invariably. Formalization – the extent to which rules, procedures, instruction, and communications are written. * Centralization – where the authority to make legitimate decisions that affect the organisation is located. There are three main types of structures: * Matrix structures – provides for reporting levels both horizontally as well as vertically. * Functional structures – it is the most common structure. It groups individuals by specific functions performed. * Hierarchical structures – a series of ordered groupings of people or things within a system. Culture, in the organisational context, may be broadly defined as the sum of group’s way of thinking, believing, feeling and acting. Culture is the way of life of a group of people. More formally culture is defined as the complex whole which includes knowledge, belief, art, morals, customs and any other capabilities and habits acquired by members of a society. There are four proposed criteria called dimensions for describing national culture: * Individualism versus collectivism Large or small power distance * Strong or weak uncertainty avoidance * Masculinity versus femininity 1. 2 The relationship between organisational culture and organisational structure is an important theme that is often overlooked. The two can be difficult to clearly distinguish from one another and even more so to clearly define within an institution. Organisational structure works within an organisational culture, but it is not completely separate. The two are very much intertwined. Organisational culture is more of a larger picture, a more general term that refers to a large umbrella of smaller topics and issues within an organisation. The structure refers to the infrastructure and the various methods and practises within that infrastructure that helps an organisational culture with the efficiency and consistency that should be the hallmark of any healthy organisational structure. This makes the structure an integral part of any organisational culture, but also narrows out a very specific segment of the culture as its own responsibility. Organisational structure will deal primarily with the set-up of the culture. How management works, which specific responsibilities supervisors have, how a complaint is passed through the ranks, these are all issues within the organisational culture that are directly tied to how an organisational structure works. As you can see, the relationship between organisational culture and organisational structure can be hard to tell apart, but in a fully healthy culture that is exactly what should be expected when all is functioning normally. 1. 3 There are five major factors that influence individual differences in behavioural patterns: * Demographics factors – the demographic factors are socio economic background, education, nationality, race, age, sex, etc. organisations prefer persons that belong to good socio-economic background, well educated, young as they are believed to be performing better than the others. The young and dynamic professionals that have good academic background and effective communication skills are always in great demand. * Abilities and skills – the physical capacity of an individual to do something can be termed as ability. Skill can be defined as the ability to act in a way that allows a person to perform well. The individual behaviour and performance is highly influenced by ability and skills. A person can perform well in the organisation if his abilities and skills are matched with job requirement. * Attitude – attitude can be defined as a tendency to respond favourably or unfavourably to certain objects, persons or situations. The factors such as family, society, culture, peers and organisational factors influence the formation of attitude. Personality – personality can be defined as the study of the characteristics and distinctive traits of an individual, the inter-relations between them and the way in which a person responds and adjusts to other people and situations. The several factors that influence the personality of an individual are heredity, family, culture and situation. Task 2 2. 1 In the past several decades, management experts have undergone a revolution in how they define leadership and what their attitudes are toward it. They have gone from a very classical autocratic approach to a very creative, participative approach. Somewhere along the line, it was determined that not everything old was bad and not everything new was good. Rather, different styles were needed for different organisation and each leader needed to know when to exhibit a particular approach. There are four basic leadership styles: * Autocratic leaders – which make decisions without consulting their teams. This is considered appropriate when decisions genuinely need to be taken quickly, when there’s no need for input, and when team agreement isn’t necessary for a successful outcome. Democratic leaders – they allows the team to provide input before making a decision, although the degree of input can vary from leader to leader. This type of style is important when team agreement matters, but it can be quite difficult to manage when there are lots of different perspectives and ideas. * Laissez-faire leaders – they don’t interfere; they allow people within the team to make many of the decisions. This works well when the team is highly capable and motivated, and when it doesn’t need close monitoring or supervision. However, this style can arise because the leader is lazy or distracted, and, here, this approach can fail. * Bureaucratic leaders – is where the manager managers â€Å"by the book†. Everything must be done according to procedure or policy. If it isn’t covered by the book, the manager refers to the next level above him or her. 2. 2 Organisational theory is the study of organisations for the benefit of identifying common themes for the purpose of solving problem, maximizing efficiency and productivity, and meeting the needs of stakeholders. It explains why organisation has the structure that they do like horizontal  differentiation, vertical differentiation, mechanisms of co-ordination and control, formalisation and centralisation of power. Classical theorist’s clams a single best way for organisation to be structured but theorists of today tend to believe that organisations vary considerably in structural attributes. Contingency theory claims that there is no one best way to organise. Contingency theory constraints or factor include: * The size of the organisation * How the firm adapts itself to its environment * Differences among resources and operations activities * Assumptions of managers about employees Technologies being used 2. 3 Evaluate the different approaches to management and theories of management used by two organisations. 1. Burberry * Identity of contingency approach where the form structure and management of Burberry are relative to its situations embraced in the business environment. * The group management and their teams are challenged with the responsibility of maintaining the integrity and vitality of this extraordinary brand while continuing to develop a business which remains relevant to ever-revolving markets and consumer taste. The Burberry brand is defined by its authentic British heritage, unique democratic positioning within the luxury arena, founding principles of quality, function and modern classic style, rooted in the integrity of its outerwear and globally recognised icon portfolio of the trench coat, trademark check and Prorsum horse logo. 2. Eurostar * The company highly flexible and expressive structure of Eurostar Company recognises the ability to change swiftly to meet the dynamic demands of the present business environment as a post-modern approach. Eurostar has been at the leading edge of innovation in the rail industry, setting new standards for travel by train. It was one of the first rail operators to introduce business lounges and a loyalty programme. * The management supports the learning role of employees in providing workshops to share ideas and interaction. This approach develops a good and healthy working relationship with the organisation and the reliance on customer’s feedback. Task 3 3. 1 It was one once again evident from analysing the objectivist literature that the role of the leadership is critical to the successful management of a culture program. Many argued that the primary role of any leader is to implement change and that without new leader or leadership team, coupled with a crisis, culture change is not possible. It describes how leaders have the responsibility to engage in ‘cultural visioning’ and to implement action plans that will attain the vision. New leadership has to come into place to bring a new set of assumptions and beliefs to the organisation, thus rectifying the crisis. The leadership also has to manage the conflict that inevitably comes with widespread organisational change. It places significant responsibility on the leadership to guide the company through the three stages of organisational development that it’s identified. Without visionary leadership, significant culture changes will not occur. 3. 2 Traditional theory ‘X’ – Sigmund Freud * Theory X assumes that people are lazy; they hate work to the extent that they avoid it; they have no ambition, take no initiative and avoid taking any responsibility; all they want is security, and to get them to do any work, they must be rewarded, coerced, intimidated and punished. This is the so-called ‘stick and carrot’ philosophy of management. If this theory were valid, managers will have to constantly police their staff, which they cannot trust and who will refuse to cooperate. In such an oppressive and frustrating atmosphere, both for the manager and the managed, there is no possibility of any achievement or any creative work. Theory ‘Y’ – Douglas McGregor * This is in sharp contrast to theory ‘X’. McGregor believed that people want to learn and that work is their natural activity to the extent that they self-discipline and self-development. They see their reward not so much in cash payments as in the freedom to do difficult and challenging work by them-selves. The manager’s job is to ‘dovetail’ the human wish for self-development into the organisations need for maximum productive efficiency. The basic objectives of both are therefore met and with imagination and sincerity, the enormous potential can be tapped. Theory ‘Z’ – Abraham Maslow * This is a refreshing change from theory X of Freud, by a fellow psychologist, Abraham Maslow. Maslow totally rejects the dark and dingy Freudian basement and takes us out into the fresh, open, sunny and cheerful atmosphere. Maslow’s central theme revolves around the meaning and significance of human work and seems to epitomize that work banishes the three great evils of boredom, vice and poverty. A man’s personality is the sum total of his works and that only his works survive a man at death. This is perhaps the essence of Maslow’s hierarchy of needs theory, as it is more commonly known. The basic human needs, according to Maslow are physiological needs (Lowest), safety needs, love needs, esteem needs and self-actualization needs (Highest). TABLE 1| Maslows Hierarchy of Human Needs| Higher Level Needs| To Satisfy, Offer:| Self-actualization needs| Creative and challenging work| | | | | Esteem needs| Responsibility of an important job, promotion to higher status job, praise and recognition| Lower Level Needs| To Satisfy, Offer:| Social needs| Friendly co-workers, interaction with customers, pleasant supervisor| Safety needs| Safe working conditions, job security, base compensation and benefits| Physiological needs| Rest and refreshment breaks, physical comfort on the job, reasonable work hours| 3. 3 Understanding people’s perceptions, attitudes, motivations and behaviours is extremely important for achieving both managerial and organisational effectiveness. To get the very best out of people in work settings, managers constantly need knowledge about the behaviour of individuals and groups in organisation; they also need to be aware of the organisational and environmental variables that can potentially affect human behaviour. They need to understand, anticipate, modify and improve behaviours that are organisationally meaningful and relevant. The contribution of people, through their motivation and commitment, and dedicated behaviour towards the goals and objectives of the organisation remains the single most important factor in making organisations better and more effective. Some people like their jobs and work harder as well as smarter. They are also very proud of the organisations for which they work for. Other people simply dislike their jobs and would do anything just to avoid working. They would also prefer, if given the choice, to leave the work for another person to perform for them. There are many different ways in which motivational theory can be incorporated into the workplace for managers. Creating a program that incorporates motivational strategies into the organisation such as introducing new policy and procedure manual, rolling out an employee contest or developing a new feedback system. Conducting extensive training with the management staff that are responsible for employee motivation. Task 4 4. 1 Natures of groups – different types of groups are formed to achieve specific results in organisations. The definition of a group as given by Harold H. Kelley and J.W. Thibaut is â€Å"A collection of individuals. The members accept a common task, become inter-dependant in their performance, and interact with one another to promote its accomplishment. † There are three views on the nature of interaction between members of a group or group dynamics. The first view is the normative view, which describes how to carry out activities and organise a group. According to the second view, group dynamics consists of a set of techniques which include brainstorming, role play, team building, sensitivity training, self-managed teams, and transactional analysis. The third view explains group dynamics from the viewpoint of the internal nature of the groups. The formation of groups, structure, individual, other groups, and the complete organisation. Group behaviour – the structure of a group shapes the behaviour of members and performance as a group. Variable such a formal leadership, roles, norms, group status, group size, and composition of group have influence on the performance of the group. To understand group behaviour, group processes such as communication patterns, power dynamics, behaviour of the leader, conflict within the group should be understood clearly. The social loafing concept explains the differences in the performance of groups. Group processes should promote synergy where in the performance of the group is more than the sum of individual performances. The ‘social facilitation effect’ has an influence on performance of groups. According to this, there is a difference in the performance of individuals when tasks are performed in private and when performed in front of others. The group processes can be effective if the tasks are planned according to the comfort levels of peoples. 4. 2 There are many factors involved in the development of a good team. However, the three main factors in particular are communication, team balance and leadership. Communication is clearly an important part of interpersonal interaction and, of course, teamwork is all about interpersonal interaction. Open communication is a fundamental part of good teamwork in so far as it allows team members to understand each other’s point of view, to share ideas, to express feelings and to articulate plans. Poor communication can be a major barrier to effective teamwork. Wrestling with the complexities of communications is therefore part of the challenge of developing an effective team. The balance of a team involves having people whose experience, skills, perspective, interests and contributions complement one another, rather than duplicate or counteract each other. For example, it is no good having a team full of creative people who have lots of new ideas, but do not have the people who have the stamina to see those ideas through to completion. Differences between team members can, in themselves, lead to conflict but the diversity of the team and the balance that this can achieve, will generally more than make up for any such conflicts. Leadership refers to the ability to create and sustain a positive working culture to motivate or even inspire staff to play their part in creating a work environment in which there are high standards of practice, a high level of commitment and a positive approach. A key part of leadership is ‘vision’. This refers to the ability to keep a clear focus on what the team is trying to achieve, what its objectives are in terms of its overall strategy and aims. Effective teamwork therefore depends on a good leader, the right balance of the right people and the channels of communication remaining open between them. If these three core ingredients can be brought together, then there is every chance of a very effective and successful team developing. 4. 3 New technology has been injected into the workplace at an exponentially increasing rate over the last few decades. Many companies see new technology as the means to increase profit margins and to remain competitive in a rapidly evolving marketplace. New developments in IT have led to an increasingly mobile workforce. We are no longer tied to our desk in order to stay in the information loop. We can take our office with us wherever we go. Mobiles phones allow us to be reached almost anywhere. Blackberries and mobile laptops permit to access e-mail and other data products at a wide range of locations. A wide range of new technologies have given businesses access to faster communication, increased efficiencies, and the ability to work away from the office. New technology has opened a door of opportunities for organisation and employees willing to explore non-traditional work arrangements. As telecommunicating becomes more popular, employers are realising the benefits, including productivity gains, reduced absenteeism, reduced employee turnover costs, reduced real estate costs, and reduced relocation costs to name a few. Companies implementing new technology must also take into account the social impact. Because teamwork is a crucial element of workplace functioning. This effect may be able to be mitigated with a hybrid virtual team, where members occasionally meet in a traditional physical location. The only thing certain about the impact of technology in the workplace is that it will continue to change and evolve at an astounding rate. The organisation will need to understand the way that people – their employees and customer, will use and interact with them. Conclusion A very good reason to study organisation behaviour is to determine if the current behaviours are consistent with the future needs of the organisation. There are very good examples related to the behaviours of financial organisations. It is necessary to view the interrelationships between the development of theory, behaviour in organisations and management practise. An understanding of the development of management thinking helps in understanding principles underlying the process of management. Knowledge of the history helps in understanding the nature of management and organisation behaviour. And many earlier ideas are still important and are often incorporated into modern current management thinking. Theory provides a sound basis for action but if the action is to be effective the theory must be adequate and appropriate to the task and to improved organisational performance.

Free Essays on Gays’, Lesbians’, and Bisexuals’ Roles of “Otherness” in Dominant Culture

Gays’, Lesbians’, and Bisexuals’ Roles of â€Å"Otherness† in Dominant Culture Despite no visible differences such as those of ethnicity and race, homosexuals and bisexuals are still commonly defined as â€Å"other† in our society. Based soley on their sexual orientation, gays, lesbians, and bisexuals are continually targetted by intolerance, ignorance, and segregation because of their role as an â€Å"other† in the dominant culture. This â€Å"otherness† is a departure in characteristics and behavior from the range expressed as the local, safe norm. It causes intense concern and an attempt at comprehension. From this, the mind either quickly moves to apprehension, misunderstanding, and fear, or to repulsion and hatred. Although the dominant group’s mindset still exists today, the situation is gradually improving through pro-gay legislation and continually more liberal views pertaining to sexuality. A bisexual friend of mine gave me her opinion when she heard the topic of my â€Å"otherness† paper. â€Å"I don’t feel my ‘otherness’ on a daily basis because of the ease of ‘passing’ in a heterosexual world. Actually, my sexual preference is never an issue until someone makes an ignorant remark or assumption about it,† she told me. The way gays, lesbians, and bisexuals view themselves as a group contradicts the mainstream opinion of the dominant culture. Their sexuality is normal and natural to them, and poses no issue until someone reminds them of their â€Å"otherness†. Many people in the dominant culture emphasize that being gay is a choice. Sexual orientation, whether it be heterosexual, homosexual or bisexual does not appear to be something that one chooses. Recent studies suggest that sexual orientation has a genetic or biological component, and is probably determined before or shortly after birth. Like heterosexual s, gays and lesbians discover their sexuality as a process of maturing; they are not recr... Free Essays on Gays’, Lesbians’, and Bisexuals’ Roles of â€Å"Otherness† in Dominant Culture Free Essays on Gays’, Lesbians’, and Bisexuals’ Roles of â€Å"Otherness† in Dominant Culture Gays’, Lesbians’, and Bisexuals’ Roles of â€Å"Otherness† in Dominant Culture Despite no visible differences such as those of ethnicity and race, homosexuals and bisexuals are still commonly defined as â€Å"other† in our society. Based soley on their sexual orientation, gays, lesbians, and bisexuals are continually targetted by intolerance, ignorance, and segregation because of their role as an â€Å"other† in the dominant culture. This â€Å"otherness† is a departure in characteristics and behavior from the range expressed as the local, safe norm. It causes intense concern and an attempt at comprehension. From this, the mind either quickly moves to apprehension, misunderstanding, and fear, or to repulsion and hatred. Although the dominant group’s mindset still exists today, the situation is gradually improving through pro-gay legislation and continually more liberal views pertaining to sexuality. A bisexual friend of mine gave me her opinion when she heard the topic of my â€Å"otherness† paper. â€Å"I don’t feel my ‘otherness’ on a daily basis because of the ease of ‘passing’ in a heterosexual world. Actually, my sexual preference is never an issue until someone makes an ignorant remark or assumption about it,† she told me. The way gays, lesbians, and bisexuals view themselves as a group contradicts the mainstream opinion of the dominant culture. Their sexuality is normal and natural to them, and poses no issue until someone reminds them of their â€Å"otherness†. Many people in the dominant culture emphasize that being gay is a choice. Sexual orientation, whether it be heterosexual, homosexual or bisexual does not appear to be something that one chooses. Recent studies suggest that sexual orientation has a genetic or biological component, and is probably determined before or shortly after birth. Like heterosexual s, gays and lesbians discover their sexuality as a process of maturing; they are not recr...

The Death of Catherine the Great

The Death of Catherine the Great There is a well-known legend surrounding Empress Catherine the Great of Russia, and it involves a horse. The myth is that Catherine was crushed to death by a horse while attempting to have sex with it. Usually, the collapse of a harness or lifting mechanism is blamed. This would be bad enough, but theres a second myth thats often added when debunking the first. The second myth is that Catherine died on the toilet. But, whats the truth? The truth appears to be that Catherine died in bed of illness. There were no equines involved, and a Catherine with horse nexus was never attempted. Catherine has been slandered for several centuries. The Horse Myth Catherine the Great was Tsarina of Russia, one of the most powerful women in European history. So, how did the idea that she died while attempting an unusual practice with a horse become one of the most virulent myths in modern history, transmitted by whispers in school playgrounds across the western world? Its unfortunate that one of historys most interesting women is known to most people as a beast, but the combination of perverse rudeness and the relative foreignness of its subject makes this a perfect slander. People love hearing about sexual deviance, and they can believe it of a foreign person they dont know much about. So if Catherine didnt die while attempting sex with a horse (and just to reiterate, she absolutely, 100% didnt), how did the myth arise? Where did the fireless smoke come from? During past centuries the easiest way for people to offend and verbally attack their female enemies was sex. Marie Antoinette, the hated queen of France, was subjected to printed myths so deviant and obscene they would make spam emailers blush and certainly cant be reproduced here. Catherine the Great was always going to attract rumors about her sex life, but her sexual appetite, while modest by modern standards, meant that the rumors had to be even wilder to make up the ground. Historians believe the horse myth originated in France, among the French upper classes, soon after Catherines death, as a way to mar her legend. France and Russia were rivals, and they would continue to be on and off for a long time (particularly thanks to Napoleon), so both slated the citizens of the other. If this all seems a bit odd, consider that even in Britain in 2015, Prime Minister David Cameron was accused of an intimate act with a dead pigs head by a political enemy, which was widely reported, and which threatens to become a popular footnote to his governance. David Cameron may no longer be Prime Minister, but the pig jokes remain. It still happens today just as easily as it happened to Catherine the Great. Perhaps even easier, see below. The Toilet Myth However, in recent years another myth has emerged. Take a quick look around the web, and youll find pages debunking the idea of Catherine with the horse while stating that the great Empress of Russia died while on the toilet. Admittedly such sites are quick to point out another fact as myth, that Catherine’s bloated body was so heavy it cracked the toilet (this variation was also spread by Catherines contemporary enemies), but the toilet features prominently nonetheless. Indeed, some sources quote this from John Alexanders marvelous biography of Catherine: Sometime after nine chamberlain Zakhar Zotov, not having been summoned as anticipated, peeked in her bedroom and found nobody. In a closet adjacent, he discovered the Empress on the floor. With two comrades Zotov tried to help her up, but she barely opened her eyes once before emitting a faint groan as she exhaled and lapsed into unconsciousness from which she never recovered. If you take closet to mean water closet, another name for a toilet, the quote seems fairly conclusive. Unfortunately, this fact isnt true but the product of a desire for belittling humor. The toilet is a common enough location of death to be true, but still intrinsically humiliating, especially for a great Empress. Much the same process is behind the spreading of this myth; its just a little bit nicer and easier for the storyteller to be polite about. The truth is in the next section of Alexanders book. The Truth: Catherine may have never recovered full consciousness after her collapse, but she wasnt yet dead. Alexanders book goes on to explain (in paragraphs rarely quoted) how Catherine was laid in her bed as doctors tried to save her body and priests made rites to save her soul. Throughout she was racked with pain, her convulsing appearance causing great distress to her consorts. It was over twelve hours after Zotov found her, well past nine oclock at night, that Catherine finally died of natural causes, in bed and surrounded by friends and carers. Legacy She could have been remembered internationally for many things, but sadly most people know her for horses and toilets. In a sense, her enemies in France have won the longest game of all, because while Catherine dominated her era, the historical memory of her is tarnished, and the internet has turned the whole world into one giant school playground for rumors and hate to be spread, meaning Catherines reputation is unlikely to be corrected anytime soon. Source Alexander, John T. Catherine the Great: Life and Legend. 1 edition, Oxford University Press, November 3, 1988.

Motivating and Maintaining Morale during Downsizing at Rutledge Essay

Motivating and Maintaining Morale during Downsizing at Rutledge Company. The Ethical Selection Dilemma at Integrity Motors - Essay Example For this reason, it implies that a number of employees eventually have their contracts terminated, and it consequently affects their productivity before termination of their employment. Thus, this expose analyses the best practices using the case study about downsizing in Rutledge Company. First, communication is the most important aspect in a firm, and it will be essential in solving problems such as these affecting Rutledge Company. Thus, communicating to employees on how the organization will manage change and informing them on measures that the management will use in determining who to train is crucial in creating an honest environment instrumental for motivating employees. Secondly, assisting the departing employees to find employment in other places will help boost their morale and ensure that the company does not encounter losses in terms of productivity during the downsizing period. Other actions that can increase morale and motivation are providing counseling, establishing f airness by treating all employees equally, and subsequence announcement of downsizing as planned (Mishra & Spreitzer, 1998). The objective of the company should be the elimination of most of the employees who failed to use the technology required for the job. However, the company should make definite decisions that motivate the remaining employees in order to avoid losing some of their talents. First, evaluating this category of employees and identifying their preferences and potential becomes crucial in determining the employees to retain. Therefore, Rutledge Company and its employees should collaborate in developing the best program suited to train the employees who are not using the required technology. In effect, these employees will experience a bond with Rutledge and will start using the latest technology since they participated in developing the plan and they have the feeling of ownership of the plan they helped develop. The best criteria that Rutledge should use during downs izing must encompass employee productivity and competence. In this regard, productivity should be the basis for determining the performance of employees during downsizing, and there should be a performance appraisal in place meant to determine the performance of each employee with the new technology. The performance appraisal, determined by the developers of the technology, will ensure fairness in the retention process. In addition, the fairness will make sure that all employees remained motivated to perform their responsibilities before they knew of their fate at work. It is common knowledge that changing technology in a firm requires properly training the employees. In effect, training will similarly apply to Rutledge Company and its employees. Conversely, retraining employees might improve their morale and motivate them at work. Providing in-service training to the employees will help them learn together with their managers on working while using the new technology. In effect, le arning with their managers and supervisors will help create a â€Å"fellow feeling† to the company, which ultimately motivates the employees and improves their productivity at work since there will be an attachment created in the company. In addition, further training is crucial since it enhances communication within an organization. As previously indicated, communication is crucial since there will be the creation of an environment of trust and openness, which motivates Rutledge’s employees. Case 2: The Ethical Selection Dilemma at Integrity Motors Entrepreneurs and managers realize the importance of hiring the right personnel to run their businesses successfully. In order to

Interview Reflection Essay Example | Topics and Well Written Essays - 750 words

Interview Reflection - Essay Example As a teacher, I am no longer a mere instructor. I am also a counselor to the students who will help them become well-rounded individuals of society. Another important point which struck me in the interview is the realization that a teacher’s job is never easy. A teacher is challenged by the differences of his students. He will have to adjust his teaching style especially if he has students with special needs. He must be able to attend to the average kids and yet not neglect the needs of the special children. It is not easy because the teacher has to modify his teaching style to address the special concerns and be fair to all his students in class. The knowledge of content is very essential in my role as a teacher. Before I teach the subject, I must have ample time to prepare. I must be really knowledgeable on the subject matter so as not to misinform my students. Regular meetings with other teachers who teach the same subject in the same grade level is necessary to have a standardized lesson plan. It also doubles up as a support group for us teachers. Any problems which we encounter can be better resolved if we have discussion forums. The knowledge of the role of a school is something which every teacher must put in mind. As teachers, we should realize that a school is an important institution of society. It is in the school where a child is prepared for their future roles in society. It is the institution which lays the foundation which the child needs to be a responsible citizen of the country. As such, the government should allot a huge budget in the improvement of the educational system of the nation. The school must be able to provide the students with updated textbooks and educational materials through the appropriate funding from the government. If the government fails to give ample funds to schools, they cannot expect the schools to produce students who are at par with the

Way of preserving your wine Essay Example for Free

Way of preserving your wine Essay As a wine importer, educator and wine writer, I get asked time and again- â€Å"how long can I keep undrunk bottle of wine once it is opened? † and â€Å"what is best method for preserving half drunk wine? † Each and every time I have answered the questions to questionnaires, today I felt like writing about the ways of preserving half drunk wine that can remain fresh and drinkable for several days after opening the bottle. We often completely drink a bottle of wine once it is opened since we socialize a glass or two with family and friends and it gets completely drink. Once wine is completely finished drinking, there is no concern about preserving remaining wine that was purchased for expensive price. Usually, that is the case in Nepalese market. However, in some occasions, we have some undrunk wine and we want to keep it for future consumption but we know that it gets undrinkable in couple of days later and don’t know how to preserve it. I have seen people looking for ways of preserving undrunk wine as fresh as possible for several days’ later consumption but they have reported that wasn’t the case more than often. It is regrettable and disappointing to see such a good bottle of wine go wasted. Don’t worry, we have several solutions to our problem and apply whichever we find easy, cost effective and appropriate. Below are tried tested several ways preserving our wine as fresh as possible for at least next five days: 1) Argon gas preservation method: This method of preserving half drunk wine is very simple and easy; however, unavailability of argon gas in Nepal; we couldn’t apply this method at the time of writing this article. Hope demand for this gas increases in future and we could import or create in Nepal. Usually Argon gas comes in bottle with pressurised one way valve system. Simply release pressurised argon gas inside the half drunk wine bottle for three to four second and close your wine bottle with cork or other type of stopper. Keep your wine bottle inside the fridge or outside in room temperature; wine remains fresh for next 3-4 days. Longer it can keep if wine has good quality wine which needs oxidization after opening the bottle. 2) Transfer Method: There is cost effective, quick and easy way of preserving our undrunk wine is transferring remaining wine in smaller bottle. Transferring wine in smaller bottle prevents wine coming to contact with oxygen; therefore, we can remain fresh for several days. The main enemy of wine spoilage is oxygen coming in contact with wine and being terms called ‘oxidized’. Once wine bottle is opened and few glass of wine is drunk, oxygen sits in empty space of the bottle. In later time, oxygen comes in contact with wine and wine gets ‘oxidized’ and becomes undrinkable. For preventing wine from oxidization, transferring remaining wine from bigger bottle in smaller bottle prevent the wine to be as fresh as the day it was opened. This method is most practical and cost effective for regular wine drinkers at home or in the restaurants. 3) Using Coravin method: Coravin method is the technique of taking required amount of wine out of bottle without taking cork out. With this method, an innovative device is used for injecting wine by inserting syringe type of device which penetrates through cork and helps to take required amount of wine out of bottle. As we take wine out of the bottle, argon gas gets injected in the bottle for filling empty space. Caravin method is applied for very expensive wines which can be drunk little by little for longer period of time. Usually, wine is expensive and we don’t want the wine to go off in any cost. This device in not available in Nepal and it is very expensive purchase. 4) Using Shielder: Wine Shielder is type of innovative round think object that is dropped inside the bottle which sits on top of surface of wine, separating wine from empty space in the bottle. Wine Shielder basically prevents oxygen coming in contact with remaining wine inside the bottle so that wine doesn’t get oxidized. The shield is assorted with nitrogen which floats on top of wine inside the bottle preventing oxygen coming in contact with wine. Wine Shielders are very hard to find in wine accessory stores but can be often purchased online. The Shielder is costly and it can’t be reused. 5) Using vacuum method: This method is very simple, cost effective and easy to use too. A vacuum method is the practice of taking oxygen out of half empty wine bottle using vacuum pump that are available for purchase in wine stores. After drinking whatever amount of wine, simply place the one way valve stopper and using vacuum pump to take air out. Also there are types of vacuum pumps available which do take air out from bottle as well as work as cork or stoppers. They serve two purposes. Vacuum pumps are available in Nepalese market and the devices are reasonably well priced. Let’s hope from now on, we don’t need to worry about spoilage of our unfinished beloved wine. We believe, despite of many constraints, we have illustrated few simple solutions that can be applied at home with very little cost. Those who are passionate of trying to drink different type of wine every day and need for preserving remaining wine as fresh as first glass drunk, it is best to use high tech method such as Coravin method. Finally, buy screw capped bottle wine so you could put cap back after drinking your desired amount. It is cost effective and easy way for preserving the wine for few days. Note: All Mark Davidson wine available in Nepal are screw capped and can stay fresh for next five days after opening the bottle. Look for the same bottle and give us a feedback. Drink for good health.

Free Oedipus the King Essays: Missing Fathers :: Oedipus the King Oedipus Rex

Oedipus the King - Missing Fathers    Though they appear briefly or not at all in Oedipus the King, Oedipus' father figures play very important roles in Oedipus' life. Laius, Polybus, and the shepherds may be considered Oedipus' father figures. Each of these characters could have kept Oedipus from facing his horrible fate by doing something a little bit differently.      Ã‚  Ã‚   Though mentioned several times throughout the play, but being absent from the stage, Laius, Oedipus' biological father, started things off on a bad note with his decision to leave it to another person to kill Oedipus. If Laius were to kill Oedipus himself, nothing would have happened. Another option for Laius would have been to imprison Oedipus and throw away the key, thereby keeping Oedipus alive and knowledgeable who his father is but harmless to do anything. Either way things wouldn't have been too enjoyable for Oedipus, but surely better than what eventually happened.      Ã‚  Ã‚   Appearing for a short and influential part in the play but mentioned little otherwise, the shepherd did not make things any better for Oedipus and his future. If the shepherd had done what he was commanded to do, kill Oedipus, everything would have turned out for the better for all parties involved. Instead of killing Oedipus, the shepherd felt sorry for him and gave him to a Corinthian shepherd from Corinth who, not knowing what the baby's fate was, gave him to King Polybus. This would later turn against Oedipus because of his ignorance of who his real parents are.      Ã‚  Ã‚   Briefly mentioned and never seen, the most influential of Oedipus' father figures, Polybus could be seen as guilty or innocent when it comes to his part in dealing with Oedipus' fate. On the guilty side, Polybus lied to Oedipus telling him that he was his real father, causing Oedipus to run away and eventually run into his fate. At this time Oedipus was old enough to deal with the truth. On the innocent side, you could say that Polybus was totally ignorant and had no idea of why Oedipus was asking him this question. Being childless also caused Polybus to lie to Oedipus thinking that if Oedipus found out that Polybus wasn't his real father that he might loose interest in his family and search for his biological family. On the other hand if Oedipus had told Polybus what had been predicted about himself, Polybus would have told him right away that he wasn't his father and that Laius was his true father.

Rephrasing Essay

To make sure effective implementation of university’s health and safety policy and codes of safe working practices, Deans and Directors are responsible to the Vice Chancellor for managing the health and safety department. In order to achieve this they will have to ensure effective monitoring of health and safety issues to upraise the health and safety environment which is an important part of the school, faculty, and service activities. Risk assessment people should be hired to make sure that proper training is provided. Also to make sure that annual health and safety return is timely submitted to health and safety committee and to make sure that they thoroughly implement the health and safety policies within the area of their control. They will have to take care that basic training is provided to drivers who are carrying passengers in passenger carrying vehicles (except cars). To take timely actions on complaints from different areas like Faculty, Trade Union safety representatives, school, health and safety environmental services and advisors. To make sure that annual inspection of workplace is carried out in a planned and systematic manner but biannual inspection can be conducted to deal with high risk activities. To take timely advice from health and safety department on issues related to health and safety. Also to make sure that all safety policies and codes along with safety work procedures are in place as required. Health and safety advisors should be provided with enough time to carry out their duties like internal audits of university. Ensure that annual health and safety action plans have been prepared and submitted to the Health & Safety Committee upon request. To make sure accidents are taken into notice and accident investigation reports are submitted. In this regard sufficient training should be ensured to overcome these accidents. Proper risk assessment should be conducted of every activity and proper results must be recorded where necessary. While executing the health and safety audits they need to cooperate with the head of health and safety. Appointment of health and safety advisor of each school, faculty and services is very important. Safe working environment should be encouraged. University emergency procedures should be known to all. Whenever new equipment are installed, staff training should be mandatory. Also new staff should be given proper induction on health and safety. Before installing and after installation of all electrical equipments should be annually tested i. e every 4 years for IT equipments. Those who are affected by changes in rules of school, faculty and services should be provided proper consultation on every procedure. Assuring proper arrangement of regular assessment needs of health and safety performance. To make sure that all training needs are identified and met on time. Also to make sure that people hired from external contractors meet the criteria and requirements of ‘Code of Safe Working Practices for Contractors employed by Staffordshire University’. Sub divisions headed by senior managers will be included in the structure of school, faculty and service. The implementation of university’s health and safety will be under control of these managers according to their area of concern. All these activities will be coordinated by health and safety advisor of school, faculty and service. Proper training will be provided to dean and directors to make sure that they meet all their responsibilities and compliance with statutory requirements. This training will help them to carry out their responsibilities in an efficient manner. Appropriate standards and guidance will be provided in this regard. Director of Estates In addition to those general health and safety responsibilities as directors, the Director of Estates holds the following responsibilities: Proper supply of drinking water, proper lightening, and proper ventilation must be ensured. For all university buildings suitable fire risk assessments must be up to date. Entry and exit of university emergency should be properly assessed and maintained. Proper and timely results must be recorded of risk assessment of each and every activity, substances and processes undertaken. University buildings and services should not harm or endanger the person working or using them. Proper maintenance of these buildings and services must be ensured. Maintenance staff should be informed and should be well aware of any health and safety issue that may arise in university premises including student accommodation units. Timely actions must be taken on every complaint regarding health and safety implications from faculty or services. Emergency lightening, fire alarms and smoke alarms all such equipments must be properly tested and maintained according to the timely plan (Including student accommodation units). Student investigators must be appointed and trained to deal with hazardous situations. People having good and sound knowledge should be considered in this regard. University’s Accident Investigation Report Form has been completed after investigating relevant estate activities and spheres of duties. Periodic inspection must be carried out of university buildings to ensure the effectiveness of maintainenece program and remedial actions must be taken on timely basis. Estate vehicles must be properly maintained and serviced to avoid accidents. In accordance with the Electricity at Work Regulations and the IEE Code of Practice for In-Service Inspection & Testing of Electrical Equipment the proper and fixed wiring of each and every university building must be ensured along with proper inspection and all records must be kept. A planned cleaning program must include all lecture theatres, toilets, classrooms, corridors and offices etc. Development of proper health and safety â€Å"Action plan† must be ensured and this must be submitted to Health & Safety Committee upon request. Standards outlined in the ‘Code of Safe Working Practices for Contractors Employed by Staffordshire University’ must be followed by external contractors commissioned by Estates complies with relevant statutory provisions. Also to make sure that all portable electric appliances used within the premises are thoroughly tested and does not in any way harm the people using them.  Proper records must be maintained of their testing. The grounds chemical, equipment and machinery all must be maintained and used safely according to current regulation authority. Head of Health & Safety The Head of Health and safety is basically a competent officer appointed under the Management of Health and Safety at Work Regulations 1999. He reports to the Director of Estates on daily basis for executing his duties, but he can access to the University Executive directly on matters considered appropriate. His duties involve a combination of advisory and executive functions. In order to maximize the effectiveness of his role, he will work closely with Dean’s/Directors and other colleagues. His main duties will involve: To promote health and safety within the university. A proper database to be maintained for safety information and guidance. Regular review on effectiveness of health and safety training. Support and help must be provides to Safety Advisers of school, faculty and services in the execution of their duties. A continued professional development program must be followed. On all the issues and matters related to health and safety, the Vice Chancellor must be advised through Human resources. Proper advice on statutory provisions must also be delivered. University health and safety procedure, codes of safe working practices, policies, rules and routines all must be developed, implemented and monitored. Compilation of accident data ant to prepare an annual health and safety report for submission to the Board of Governors is also the main duty of head of health and safety. Annually appraising the effectiveness of health and safety policy of university and providing an effective information service is also mandatory. Regular audit of school, faculty and services health and safety management to ensure their effectiveness and remedial training must be provided for any gap identified during these audits. In case of any reported health and safety incident, investigation must be carried out and timely remedial actions must be taken by the head. The bodies whose activities can influence the health and safety issues of university must be shown their interest in general meetings. External safety services, Trades’ Union Safety Representatives and specialists must be provided with efficient and effective communication. Well off communication must be kept with appropriate enforcement agencies and co-coordinators during their inspection and visits. Work as an administrator in all aspects of work related to health and safety committee and also to carry many other such health and safety activities assigned by university.

United States Constitution

In the introduction of the book They Take our Jobs! : and 20 other myths about immigration written by Aviva Chomsky, Chomsky picks apart the words in the United States Constitution to support her belief that although immigrants, specifically Latino/Hispanic immigrants, are a large part in today’s U. S. society, they still do not have any rights or protection from the laws of the Constitution. She states that many of the arguments against immigrants in the United States stem from â€Å"serious misconceptions† that have been rooted from history up until present day.The view that immigration only brings about more problems and segregations for the host country has been on-going in history. When it comes down to it, a simple analogy could be made: it is difficult for the citizens or â€Å"homeowners† to be forced to house immigrants or â€Å"strangers† in their own country or home. This idea is then exaggerated and made extreme when times are tough or the peop le of the United States need a scapegoat to put their problems or the government/societal issues on.The finger is pointed at the group of outcasts—immigrants. They are easy targets. Easy because immigrants who are non-citizens are â€Å"legally deprived† of many rights the U. S. Constitution provides for citizens. What many fail to realize, as pointed out in Chacon’s Introduction in No One is Illegal is that immigrants who are here, working, living, and building a life here in the United States contribute a great deal to the overall economy and working class.They take part in the jobs that require heavy manual labor and provide the basic jobs for many large corporations in the United States at minimum wage. Rest assured, it is probable that many of their jobs should be compensated at a higher pay for the type of work they are doing, since most are jobs that many of the middle and higher class citizens cringe at when they think about it. I have speculated that th e amount of wage pay or salary today is based upon one’s credentials or experience rather than the manual load or extremities of the job at hand.This correlates to the jobs that many immigrants take on, they do a lot of work for little pay. They work for huge well known corporations and provide the labor needed to keep production at a particular rate. When times are tough and jobs are difficult to find, like right now, the blame is put upon the immigrants who hold these types of jobs. It is said that â€Å"they stole our jobs† and that is why we are unemployed and out of work. However, when looking at the core of the problem, it is not that the immigrants are ith jobs but rather the fact that the higher salary paying jobs and higher wage paying jobs are being let go first due to the downward economy and replaced with other persons who may be less qualified but could still complete the job and task at hand. As discussed, immigrants are a big part of today’s †Å"world† and the fact that they lead their daily lives just as a citizen would, immigrants are still not granted certain simple rights a newborn child is given at birth in the United States due to biases, beliefs and judgments based on history classes, politicians, and the media.

Passing the Buck Slip

Passing the Buck Slip Passing the Buck Slip Passing the Buck Slip By Maeve Maddox The other day I received a letter that directed me to refer to an enclosed buck slip. Id never heard the expression, but I figured out that what was meant was a printed insert. Apparently this term, along with lift note, is common in the world of direct mailing: theres really very little difference between a buckslip and a lift note except that a lift note is generally written as a mini-letter. Buckslips can be any sort of additional insert. I wondered where the expression got its name. Could it be that the buck slip was called that because it was about the size of a dollar bill? Other questions bubbled up. Why is buck another name for dollar? And why does passing the buck mean avoiding responsibility? Heres where the questions led. The word buck to mean a dollar may come from the use of buckskins as articles of trade. Answer.coms definition of buckslip (spelled as one word), a small insert added to a mailing package; it is usually about the size of a dollar bill implies that the name may derive from the buck/dollar connection. Merriam-Webster, however, favors a different origin, defining buck slip (two words) as 1. a routing slip used especially in military offices to indicate the persons to whom the attached material is to go and usually the kind of action to be taken with such material and 2. an object formerly used in poker to mark the next player to deal or to deal a jackpot, the winner of each jackpot placing the buck in front of him; especially : a buckhorn-handled knife used for this purpose According to J.W. Keller, author of Draw Poker (1887), The buck is any inanimate object, usually knife or pencil, which is thrown into a jack pot and temporarily taken by the winner of the pot. Whenever the deal reaches the holder of the buck, a new jack pot must be made. According to a site called Dutch’s English Language Oddity Clearing House: Some card games use a marker called a buck. Players take turns acting as dealer with the buck marking the current dealer. When the buck is passed to the next player, the responsibility for dealing is passed. The buck slip as routing list explains the expression to pass the buck. Before email, when someone at work wanted everyone to see the same message, one copy of the message was sent around with a list of recipients. Each recipient checked or crossed off his name and passed it on. The person who passed the buck slip on without checking his name could claim he wasnt responsible for knowing what was in the memo. When President Harry S Truman placed a sign that said The Buck Stops Here on his desk in the Oval Office, he was assuring his staff that he would take responsibility for all problems that came to his attention. I dont know that any of that really explains buck slip as a term for a mailing insert, but it was an interesting exploration. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Expressions category, check our popular posts, or choose a related post below:Compared "to" or Compared "with"?Dawned vs. Donned10 Tips to Improve Your Writing Skills

A cross cultural management study on Toyota

A cross cultural management study on Toyota The aim of this paper is to identify what role culture has played in the organizational structure and management technique of Toyota. Toyota is now the world’s leading automobile industry, knocking out rivals car maker; General Motors (Marr, 2009). The Toyota Motor Company was established in 1937 and 30 years later it entered the US market in 1967. By 1980, the company already had about 20% of the US car market as the indigenous car companies started experiencing customer dissatisfaction. The company based its entrant strategy into the US on the following; Fuel efficiency as compared to ‘gas guzzling’ American cars Environmental friendliness Superior build quality The introduction of the luxury-car line The real reason for the company’s success nevertheless was based on the introduction of Japanese style of production, operation and management. According to Liker and Morgan (2006), management principles must extend beyond the shop floor as they do at Toyot a. The ‘Toyota Way’ is a set of standards that harness the Toyota (Japanese) culture. These standards are applied by the Japanese in virtually all their dealings. Although they are moderate by nature hardly showing emotions, they are still very thorough and they apply the successful cultural traits in almost everything they do. The most important aspect of Toyota America is the techniques the company has used to stay successful given the obvious cultural differences between Toyota Japan and its biggest foreign subsidiary. The Japanese and the Americans have distinctly different business cultures however; the company has been able to work in harmony for decades. The major differences are; communication skills, winning attitude, methodology of maintaining strategies etc for both the countries – Japan and United States. Thus, we can say that while establishing a new company in host country culture is highly important. HOME-COUNTRY BUSINESS VALUES (JAPAN) Managerial Autonomy and Long-term Planning Very often, Japanese employees are engaged to the companies for ‘lifetime employment’. It is therefore probable that managers are not pressured to meet requirements financially and employee related. Corporate Rigidity and Hierarchy Japanese companies like Toyota are very hierarchical in nature and as such have distinctive and autonomous power bases. The roles of top managers are defined and incline towards strategic development of the company. The business unit managers are the ones responsible for initiating and supervising new projects. Participatory Decision-making The practice of exploring ideas of employees by senior management is known as Nemawashi in a given project. The idea behind the Nemawashi is to obtain participation of all employees in the decision-making process. The Japanese style of management is a bottom-up approach as compared to the rather autocratic top-down style of management. HOST-COUNTRY BUSINESS VALUES (UNITED ST ATES) Low Context There is more or less an uncongenial nature of communication in American organizations. Expectations of employees are communicated in competency statements or the criteria of their performance. On the other hand however, the Japanese may be more contained in their communication. Individualism Employees and indeed managers in the United States are often defined by their personal achievements and place little importance in group achievements. Americans also do not place much value on trust as they are likely to engage in business with strangers not necessarily friends or family unlike their Japanese collectivist counterparts.

Proposed Expansion to Develop Educational Materials for Psychologists Essay

Proposed Expansion to Develop Educational Materials for Psychologists - Essay Example In the following presentation, the highlights of the research findings are presented for your consideration. Abnormal behavior is defined as "a psychological dysfunction associated with distress or impairment in functioning that is not a typical or culturally expected response" (Christodulu 2002, screen 1). Further according to the Department of Health and Human Services there are 88,491 clinical psychologists in the United States. With this broad base of potential customers development of this line of educational aids has the potential for wide spread appeal and will increase sales revenue. (2006) Stemming from the fact that there are multiple models of abnormal behavior: Medical and Psychological; ("Psychological disorders" undated, p. 2) our opportunity to develop multiple product groups is promising. The medical model attributes abnormal behavior to medical conditions and, therefore, a medical approach is used to treat the symptoms. However, the psychological models have various perspectives in regard to treatment: mental functioning, experiences and learning are causes of the behaviors manifested. These include the behavior model which focuses on environmental issues while cognitive models stress the reasons behind behaviors. Lastly, the sociocultural model explores the cultural and social issues that impact behavior.