...establish equity joint ventures together with Chinese companies, enterprises or other economic organizations … within the territory of the People’s Republic of China, on the principle of equity and mutual benefit” (PRC, 1987). Since the beginning of these economic reforms in 1979 the Chinese economy has exploded, with an average annual growth rate in GNP of 10 per cent over the last decade, with the attainment of 20 per cent in the coastal areas designated “special economic zones” (EIU, 1994). Foreign direct investment more than doubled between 1987 and 1990 (Kelley and Shenkar, 1993), despite a slow-down after the Tiananmen Square incident, with an estimate of more than 150,000 joint ventures in China. Much of this investment comes from Hong Kong (68.2 per cent in 1992) and other countries of Eastern Asia, with European countries, and even the USA (with 4.6 per cent in 1992) badly represented. Despite this economic growth, there are indications that productivity has been a problem. This may have implications for the attractiveness of China to foreign investors, despite low labour costs. A study undertaken in the mid1980s indicated that productivity levels were 60-70 per cent of those in Hong Kong (Locket, 1987). A recent study (Turcq, 1995) indicates a steady rise in productivity relative to wage...
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...Overtime work in South Korea and Recommendations ‘Overtime work culture’ in South Korean society has been documented and recorded for a long time. It is true that South Korea has developed and achieved the ‘Miracle of the Han River’ based on the faithful and diligent labor. However, the era of rapid growth in South Korean society has now ended and labor-intensive industries have transformed with the advances in technology, the overtime work culture has not yet changed. Long working hours do not benefit efficiency or the profits of an organization in this newly changed society; conversely they can have a negative effect. This study will present the evidences of this argument, and discuss how to reduce overtime and thereby improve efficiency and productivity in South Korean society. Problem Analysis Working Environment in South Korea Comparison with other OECD countries. According to an article in August 2014, South Koreans work 2,163 hours per year, the second highest among OECD countries. This is 30% more than the average at 1,770 hours per year (Appendix A). However, South Korean labor productivity and the work-life balance index are much lower than the OECD average. South Korean working productivity was US$ 29.75 per working hour, while the OECD average was US$ 44.56. Moreover, the Work-Life Balance Index indicates that South Korean employees score 5.4; 28th among the OECD countries (Appendix B). We can therefore conclude that South Korean...
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...individuals and groups affect by organizations. This area includes such topics as recognition, supervisory, learning, motivation, compromise, collaboration, emotions, group processes, stereotyping, injustice, power, and influence. This process involves understanding of serious issues and the ability to handle challenges head-on in order to meet organizational and strategic business goals and objectives. Additionally, through organizational behavior leadership and management is capable of investigating behavioral factors that affect modern organizations and their management at the individual, group, and organization-wide levels (Baack, 2012). In this paper the author will attempt to effectively analyze various behavioral components within the current organization; and define the establish assertiveness displayed by personnel within the organization. Furthermore, the author will address the type of culture, modes of communication, nature of authority, motivational techniques, emotional intelligence, and the future of virtual organization as it applies to organizational behavior of current work place. In the end, this document will provide a brief overview of organizational behavior as well as the understanding of previously mentioned categories analysis of author’s current employer. Currently the author’s organization personnel function under the procedures within the Program Acquisition and Engineering (J5) Division. Some of the social behavior characteristics are easily...
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...people first, pursuing excellence, embracing change, and acting with integrity to serve our world. (team, 2014) Marriot has been a leading lodging company based in Bethesda, Maryland, USA, with nearly 3,900 properties in 72 countries. The company operates and franchises hotels and licenses vacation ownership resorts under 18 brands. In January 16th 2014, the Marriott once again was named one of FORTUNE magazine’s “100 Best Companies to Work For”, it has maintained its excellent status of high performance as one of the only 13 companies that have appeared on this list ever since 1998 (Wiggins, 2014) In addition, this luxurious hotel has attracted and held most of its customers, employees and other stakeholders due to its rich commitment to Corporate Social Responsibilities (CSR). The legacy growing deep from its founders hiring a doctor and a surgeon to attend to the associates’ healthcare needs. Back in the years after the Great Depression. Since then, its CSR has grown and evolved powerfully in over the 72 countries. (team, 2014) It is highly competitive over its competitors such as: Starwood Hotels, Hyatt Hotels Corporation, Choice Hotels International, and Intercontinental Hotels among many others. It competes in an industry that is...
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...EFFECT OF MOTIVATION AND TRAINING ON THE PRODUCTIVITY OF AN ORGANIZATION TABLE OF CONTENT Title Page - - - - - - - - - - i Certification- - - - - - - - - - ii Dedication - - - - - - - - - - iii Acknowledgement - - - - - - - - iv Table of contents - - - - - - - - - v Abstract - - - - - - - - - - vi CHAPTER ONE: INTRODUCTION 1.1 Background of the study - - - - - - - 1 – 3 1.2 Statement of the problem - - - - - - - 3 – 4 1.3 Objectives of the study - - - - - - - 5 1.4 Research Questions - - - - - - - - 5 1.5 Hypothesis - - - - - - - - - 6 1.6 Significance of the study - - - - - - - 6 1.7 Scope of the study - - - - - - - - 7 1.8 Limitation of the study - - - - - - - 7 – 10 1.9 Plan of the study - - - - - - - - 10 – 11 1.9.1 Definition of terms - - - - - - - 11 CHAPTER TWO : LITERATURE REVIEW 2.1 Introduction - - - - - - - - - 8 2.2 Concept of motivation and training - - - - - 12 – 15 2.3 Theories of motivation - - - - - - - - 16 – 21 2.3.1 Motivation in Nigerian banking industry - - - - 21 – 23 2.4 Factors that trigger training - - - - - - - 23 – 24 2.5 Aims of training - - - - - - - - 24 2.6 Benefits of training to organization - - - - - 24 – 26 2.7 Benefits of training to employees - - - - - - 26 2.8 Types of training - - - - - - - - 27 – 30 2.9 Appraisal of training- - - - - - - - - 30 2.10 Methods of evaluation - - - - - - - 31 CHAPTER THREE: RESEARCH METHODOLOGY 3.1 Introduction - - - - - - - - - 31 3.2 Population - - - - - - - - - 31 3.3 Sampling...
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...between entrepreneurship, innovation and economic development as well as the role of sustainability in the relationship Introduction: The origin and development on theory As early as the 17th century, the French term "entreprendre "appeared in economics, which evolved into "entrepreneur" as commonly used (Dees,1998). The concept of entrepreneur keeps on developing and varies with the development of socio-economics. Richard Cantillon published his in 1775 “Essay on the Nature of Trade in General" (Murphy,1986). Since then, entrepreneurship was given a definition in the perspective of behavior, including decision-making, sound judgment, supervision of production, innovation, and resource reallocation (Herron, 1993). The new definition of the "entrepreneur" credited by French economists was put by Jean Baptiste in the 19th century "the entrepreneur shifts economic resources out of an area of lower and into an area of higher productivity and greater yield". In this time, entrepreneurship was given the meaning of "creating values"(Dees, 1998). In 1911, “entrepreneur as innovator” was put forward by Schumpeter. In his theory, entrepreneurship nearly the same as innovation is thought to be a critical factor in the promotion of economic development. This theory was unceasingly completed by Schumpeter. Through the process of “disruptive innovation” (Schumpeter, 1942), entrepreneurs create economic opportunities and obtain economic benefits by causing a series of disturbances to the market...
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...the benefits of providing corporate social responsibility programs. CSR activity is now being undertaken by multinationals around the globe. Vodafone Group, the world's leading mobile telecommunications company with presence in both emerging and mature markets, is in the centre of attention of this thesis. As a mobile telecommunications organization, Vodafone's is responsible for providing exceptional products and services for its customers. It has to consider how it carries out operations in order to build trust with its consumers, employees and other stakeholders. It aims to act responsible in everything it does, being a good citizen in the communities where it operates, and making sure it gets the best employees by providing the best working environment. Its main key objective is to be a responsible company. Vodafone is committed to high standards of ethics, corporate social responsibility and corporate governance that are considered critical to business growth and integrity. The company does not treat CSR as a gesture or add-on; it is part of its core business to achieve sustainable organization success. Vodafone's success is supported by its commitment to ethical conduct in the way it interacts with stakeholders and the way it carry on its business operations. Pressure has been continuously applied on telecommunication industry to improve business ethics through new public initiatives and laws. There are many important ethical and social responsibility developments that...
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...the percentage became causing him to receive regular wages without the bonus. Apathy grew within the pizzeria as the relationship between the manager and workers further separated because the attempts to alleviate the problem began to make the percentages even higher. With high turnover and even higher waste percentages, management must find a solution to motivate employees to reduce waste so he can receive his bonus in return. Analysis Question 1: Consider the situation where the manager changed the time period required to receive free food and drink from six to twelve hours of work. Try to apply each of the motivational approaches to explain what happened. Which of the approaches offers the most appropriate explanation? Why? When the manager changed the time period required to receive free food and drink from six to twelve hours, the following motivational approaches were used to explain what happened: People have needs depending on their circumstances. This is the basis for...
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...Objectives 1. Define human relations and determine why its study is important. 2. Summarize early studies that laid the groundwork for understanding employee motivation. 3. Compare and contrast the human-relations theories of Abraham Maslow and Frederick Herzberg. 4. Investigate various theories of motivation, including Theories X, Y, and Z; equity theory; and expectancy theory. 5. Describe some of the strategies that managers use to motivate employees. 6. Critique a business’s program for motivating its sales force. Key Terms and Definitions |behavior modification |Changing behavior and encouraging appropriate actions by relating the consequences of behavior to | | |behavior itself. | |classical theory of motivation |A theory that suggests that money is the sole motivator for workers. | |compressed workweek |A four-day (or shorter) period in which an employee works 40 hours. | |equity theory |An assumption that how much people are willing to contribute to an organization depends on their | | |assessment of the fairness, or equity, of the rewards they will receive in exchange. | |esteem needs |The need for respect—both self-respect and respect...
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...St. Patrick’s College London ORGERNISATION STRUTURE AND CULTURE. Lecturer: SUJATA OMWENGA STUDENT NAME: AYODEJI WALE OMITOGUN SALAMI. I D: P1018205. GROUP…22B DIAGRAMPICTURE COPY FROM APQN ;( DISSOLVING BOUNDARIES FOR A QUALITY REGION FROM THE WEB.) INRODUCTION: The study is for the analyses of the concept of organisation structure, culture and behaviour. Hence organisation culture is defined as the psychology attitudes experiences, beliefs and values of an organisation. It is the specific collection of values and norms that are shared by people and groups in an organisation and control, the way they interact with each other and the stakeholders outside the organisation. And structure includes both the organisation chart and unwritten lines of power and influence that indicate whose contribution are most valued. Hanley’s four types of organisation culture are discussed as; Power culture: This is the concentration of power among a few. Role culture; this is clear delegation of authorities within highly defined structure. Task culture; is teams formed to solve particular problems. Power derives from expertise as long as a team requires expertise. And person culture exists where all individuals believe themselves superior to the organisation. All this types of culture are discussed here and their usage on the case studies. CONTAINETS………………. ORGANISATION DEFINATION AND DISCUSSION………………………………………………4……..5 TYPES OF STRUCTURES……………………………………………………………………………...
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...BUS 520 Week 7 Assignment 3 Teamwork and Motivation Introduction Out of the many factors that form the driving force behind a successful organization, human resource is one of the most critical ones. A successful organization needs to have the right set of people doing the right kind of jobs. With every profile of work comes an expectation of appropriate compensation. It is more often than not decided based on industry standards. As the company under consideration faces the problems of increased cost and delayed delivery due to increased defects in the product WooWoo, there seems to be a drop in the motivation level and reduced team work between the employees. Organization motivation plan Following are some of the measures that can be taken in designing the motivation plan for the organization – Invest in compensation packages – Since the organization has only 50 employees and considering that the sales of its widget are high, a slight investment in the compensation packages of the employees can be considered to increase motivation, satisfaction and productivity. Increasing the scope of the variable component in the compensation package can serve a good purpose wherein the individual employee and the entire team can be incentivized to increase production and improve product quality Flexible working environment – Employee satisfaction levels can improve by creating a suitable and flexible environment at work. Incentives such as flexible working hours and telecommuting...
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...economic uncertainties. The factor that can set apart an organization in this turbulent environment be it in the public or private sectors is its people, therefore establishing and maintaining a stable workforce is a major concern of management. Motivation in the work context is defined as„‟an individual’s degree of willingness to exert high level of effort to reach organizational goals” (Robin and Decenzo, 1995). Any successful business knows much of its success is due to diligent workers with excellent productivity. Employees who put forth extra effort often make a big difference in company profits. The employees who do only what the job duties require, and no more, can stymie the progress of a company. Increasing productivity is one of the most critical goals in business and this can only be if the workforce of the organization is maintained. Naturally, organizations seek out individuals who are motivated to perform well in the workplace. In addition, they hope to employ people who have the ability to motivate others with whom they work; subordinates, peers, and superiors to work harder towards the accomplishment of goals assigned to them. “If organizations can motivate employees to become effective problem solvers and to meet or exceed customer expectations, then the organizational goals and objectives can be realized” (Havard press 2005). Worker motivation is essential since there is a direct relationship between motivation and productivity. Only through motivation, can...
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...evolved, grown in size and number, so too has the diversity of employees, each with their own particular ‘psychological contract’ (Hodgkinson 2003). The purpose of a defined and productive employment relationship is to equitably manage the various relationships, and resolve conflicts (USQ 2004). Breaching this psychological contract potentially will have negative implications for loyalty, motivation, and worker commitment to the organisation (Hislop 2003). This essay will discuss some of the factors in the workplace, which have an effect on the principals at each end of this relationship, and maintaining such diverse relations within a context of equity to each. The objective of business is to increase profits by increasing the effectiveness of production. The Human Resource Management (HRM) activities of an organisation involve the monitoring of this primary employment relationship and the factors that affect it. This essay will discuss the ‘planning’ tools used to monitor these factors, such as analysis, descriptions, and evaluation and how they are used by the organisation to meet existing obligations and future opportunities. Within a...
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...Running Head: MOTIVATING THE CORPORATE ONLINE LEARNER Motivating the Corporate Online Learner Tracy L. Lendi Capella University ED 7210: The Delivery of Distance Education Dr. Molly Lane June 15, 2005 Abstract Corporations have changed drastically over the years. In the past, employees remained at companies for the duration of their working life until retirement. Those days are gone and employees are now, more than ever unsatisfied with their job causing a significant decrease in motivation. Employees are faced with expanded job descriptions coupled with constant company reorganization causing them to question where they fit in. The most well structured online learning initiative could fail if deployed in this type of environment due to the reduced motivational level of the corporate employee. Index Motivating the Corporate Online Learner 4 The Positive Work Environment 7 Accelerated Learning Theories 9 The Adult Learning Theory 11 Motivational Theories 12 Online Learning and the Barriers 14 Motivating the Corporate Adult Online Learner 17 References 24 Motivating the Corporate Online Learner Determining the root cause of why online learning initiatives fail may require a closer look into the environment inside today’s corporate America opposed to an examination of the course content and construction alone. Corporate America today is very different from the one that existed fifty years ago. In...
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...Analysis of the Case The Division of Environmental Assessments is now a very important governmental unit, because its mandate has been switched from environmental impact assessment to assessment of environmental plans of oil and gas developments. Based on the importance of oil and gas, this division is clearly under pressure to meet demands and expectations of clients. For this reason, the leadership as well as team members working with the division must employ new strategies that not only increase their efficiency, but also encourage them to work together as a team. This paper analyses some of the problems facing the Division of Environmental Assessments, as well as some solutions aimed at improving employee experience. Problems There are underlying problems in the case. The problems must be solved if the division is to play a more complete role in assessment of environmental plans of oil and gas developments. One of the clearest problems is poor employee retention. In the history of the division, it is obvious that employee turnover has not been a serious issue. However, there is now an increase in the turnover rate, and the ability of filling vacant positions is becoming increasingly difficult. From the case, it is evident that within the first month of Jane’s leadership as the Manager of Environmental Assessments, the division has lost one top engineer and one junior engineer. The main reason why employees are leaving the division is that they are receiving more attractive...
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