...performance. Structure allows the responsibilities for different functions and processes to be clearly allocated to different departments and employees. The wrong organisation structure will hinder the success of the business. Organisational structures should aim to maximize the efficiency and success of the Organisation. An effective organisational structure will facilitate working relationships between various sections of the organisation. It will retain order and command whilst promoting flexibility and creativity. Internal factors such as size, product and skills of the workforce influence the organizational structure. As a business expands the chain of command will lengthen and the spans of control will widen. The higher the level of skill each employee has the more the business will make use of the matrix structure to maximize these skills across the organization. Span of Control This term is used to describe the number of employees that each manager/supervisor is responsible for. The span of control is said to be wide if a superior is in charge of many employees and narrow if the superior is in charge of a few employees. Different Structures The most common organisation structures are: TALL STRUCTURE In its simplest form a tall organisation has many levels of management and supervision. There is a “long chain of command” running from the top of the organisation eg Chief Executive down to the bottom of the organisation eg shop floor worker. The diagram below neatly captures...
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...dreams, and realities of real-world managers. Organizational dimension of information systems Business organizations are hierarchies consisting of three principal levels: senior management, middle management, and operational management. The highest level is senior management who manages the administration, finance and accounting in company. They have a specific executive power such as authority of the board of directors and shareholders. There are most often higher levels of responsibility, such as a board of directors and those who own the company, but they focus on managing the senior management instead of the day-to-day activities of the business. In Project Management, senior management is responsible for authorizing the funding of projects. The second highest level is middle management; it includes scientists and knowledge workers. Middle management is a stratum of management in an organization whose main job responsibility is to oversee activities of subordinates while reporting to upper management. The lowest level is operational management; it includes data workers and production or service workers. Operations management which is an area of management concerned with overseeing, designing, and redesigning business operation in the production of goods and service. It include the responsibility of ensuring that business operation are efficient in terms of using as little resource as needed, and effective in...
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...I will discuss the changes that are most likely to occur, how the aging of the workforce affects managers and companies, what policies eliminate age discrimination, the importance of diversity in workforce, and what actions companies can take into consideration in order to maintain a well-balanced, diverse and satisfied workforce. Aging Population in Modern Workforce Changes in Workforce: Yesterday, Today and Tomorrow Companies and workers have been around for centuries, and the labor force has had a gradually but significantly change. It wasn’t until the 1940, after World War II, when the workforce started to change; 28% of American women was in the workforce (United States Department of Labor, n.d), and the number of workers per retiree was 45/1 (ncpa.org, 2012). Now, the women workforce comprises 57.7 % (Bureau of Labor Statistics, 2013) of the USA workforce and the seniors (65 +) consist of a 25% of the USA workforce (Gallup Economy, 2014). Over the next 5 to 10 years, we are expecting to experience an increasing rate of the senior population in the workforce. “This group is expected to be nearly 40 million in 2018, an increase of 43%. As a result, this age cohort will compose nearly a quarter of the labor force in 2018” (see table 1) (bls.gov, 2009). Changes Likely to Occur in Employment Relationships As society changes, the employment relationships changes too. There are many changes that could occur due to the increasingly number of elderly in the population...
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...few years and the concept behind it was to employ high quality staff that the firm could train and promote to be secretaries for the partners and solicitors. The staff in the WPC are employed to word process the large volumes of legal documents produced by the solicitors, together with their long reports etc. Unfortunately the WPC has not been working as it was hoped. Those that have been promoted to secretarial positions have not been able to carry out tasks as well as they probably should have, and just as importantly have not shown any forward thinking or initiative. Other staff, still working in the WPC are producing sloppy, substandard work, display a no-care attitude and have no real idea about what the firm is out to achieve. The senior partners having witnessed this first hand through their new secretaries, and complaints from solicitors, now want to know why. This report will set out to find why. It will do this through firstly identifying the major problems, offer solutions, form recommendations on how to fix the problems and then show how to implement these recommendations. Some of the major problems that the Centre has are that the staff in the WPC are not motivated, they do not seem to enjoy their work for various reasons. They need to be stimulated. They also need to be given more opportunity to voice their opinions and concerns. Problem identification and analysis The Lawton, Langbridge, Lypton and Lawless Solicitor firm has many problems that need to be...
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...this research report, the current perspective on difference is general with leader-Member-Exchange Theory and the Classical Theory. The framework of future research on Leader-Member-Exchange theory and the classical model are discussed. Introduction: The study of leadership is not only from management literature, but also from real life. Most of the organizations follow fashionable ideas, theories, and concepts about adequate an effective leadership. The overall goal is to ensure that managers are important in determining management styles and guidelines. The leader is also responsible for setting strategy and creating a vision and mission for the future. Leadership is a competence to get workers interested to in their work (Truman n.d.). Effective leaders encourage and lead workers in the business organization (Bavelas A 1969). The study of this essay is to know how leadership works in the fruit manufacturing SPC Ardmona. First of all, leaders are able to influence business performance-orientation. In SPC Ardmona, the leader makes a complex management orientation for the business, even the managers are not able to manage efficiently under this system. The main reason for this is because the leaders are working in the opposite direction from the employees. In fact, a leader needs to try new approaches in delivering ideas that stimulate and excite the employees (Zalenznik 1992). Sometimes, there are over 300 pages attached to the SPC Enterprise Agreement, which is impossible...
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...was over a hundred years ago. The leadership team must enlist the support and cooperation of the employees during these times. If senior leadership does not, both the policies and leadership styles that come with a new leader will inevitably create more turmoil than progress. In this paper the author will discuss and analyze how the entire leadership team (new leaders, senior leaders and middle management) should effectively communicate to the work staff when a new leader takes charge of an organization. The first actions take place before the new leader's first day. There is always a planning phase where senior management starts to target first line supervisors. This planning phase allows senior leaders the ability to communicate change directly. The planning phase is not self-propelling or even self-correcting. Its implementation and monitoring must be carefully planned, along with contingency actions for meeting foreseeable difficulties. Advanced planning for the arrival of a new leader does not always guarantee skillful execution of the plan, therefore; senior leadership must remain flexible with regards to the change in leadership (Gardner, pp 97). By having a plan and remaining flexible, leadership will be able to positively affect the rumor mill or grapevine, which take form in all organizations in one way or another. No matter how senior leadership tries to keep the secret...
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...John Sullivan Monday, 20 October 2003 19:00 [pic][pic][pic][pic][pic] In recent VP-of-HR Newsletters we have taken a look at defining what is strategic HR and looked at several examples of strategic versus tactical actions. At this point, it is important to step back and take a much broader look because a common mistake that many in HR make is to focus exclusively on the strategic elements of HR. Human Resources, like all other business functions, must do a range of things well from basic transactions to strategic planning in order to be successful. The goal of this article is to focus on more clearly defining the role and the purpose of the HR department, identifying who is the customer, and communicate the importance of taking responsibility for all people management results. UNDERSTANDING THE ROLE OF HR WITH THE “FIVE LEVELS OF HR CONTRIBUTION“ MODEL There are numerous “models” that outline the different focus areas found in the average HR department. Without a doubt, the most famous one is the “four quadrant” or “business partner” model developed by Dave Ulrich at the University of Michigan. As effective as that model is, it fails to define the role of strategic planning. As an alternative to the four quadrant model, I offer the “Five Levels of HR Contribution” model that I believe better describes both the basic and the strategic levels of HR contribution. HR “work” can be classified into five distinct levels from the basic to the most strategic. Those levels include: ...
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...Abstract: The main purpose of this project is to find out the opportunity and obstacles that women in senior management position have to face. Therefore some variables need to be interpreted to make the understanding more clear about workplace discrimination faced by women. In our survey we have used discrimination, family and child, company environmental factors, mentors, culture, recognition and career advancement as our variables. Introduction With the modern work environment emphasizing feminine relationship-building skills to the exclusion of masculine competitive instincts, the idea that women make better leaders than men is gaining ground. But many women in conjugal life do not feel comfortable to play dual role in family and children and career. Women have to face critical problem during cooperation with male workers. Developing field of the "psychology of work satisfaction” is a key determinant of effective career planning for organizations, and both for man and woman. Efficiency of women to succeed professionally has been acknowledged all over the world. Nevertheless gender discrimination in the workplace did exist and still continues in one form or the other. With better educational opportunities more and more women are opting for financial independence by working towards a stable career. Today almost every field that was earlier touted as being men only has been pervaded by women. If a woman qualifies on the basis of all the requirements of a profession,...
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...THE RELUCTANT WORKERS 1 Assignment 8: The Reluctant Workers Project Management Prepared for: Professor Larry Grant THE RELUCTANT WORKERS 2 Introduction The objective of this paper is to exam the Reluctant Workers Case. The three core skills that played a role in the case study will be analyzed. The project manager’s skills and relationship with the project staff and functional managers will be discussed. Degrees of support for the project and project manager will be examined. The study concludes by making recommendations to the company on how it can assist the project manager Tim Aston in becoming an effective project manager. Three Core Skills The three core skills that were at play in the case of the reluctant workers are, team building, management support, and conflict resolution. 1. Team building – According to Kerzner, “building the program team is one of the prime responsibilities of the program manager” (Kerzner, 2009,p.149). The project manager’s responsibility it to make the team work by motivating the project staff. The staff should feel that the project manager has an open door policy. The key is for the project manager to learn how to communicate successfully. The manager must show the team members he has a sincere interest in their...
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...all the employees be it senior staff or ground employees who work the shop floor understand and model the brand values. The Human Resources department at Harrods developed this programme in order to improve the job satisfaction of their employees and also to reduce the employee turnover. It has resulted in Harrods having a better relationship with its employees and one in which they feel comfortable approaching management to discuss issues regarding their job etc. This change has made Harrods successful as they put their employees first and always listen to them. Harrods have also adopted different engagement methods to give employees and managers the opportunity to share ideas and views. The methods include: • An internal Employee magazine which is a way of keeping staff motivated as it contains competitions and keeps staff updated to any changes or interesting interviews etc. • An Intranet which allows employees to pick what information they wish to be informed about rather than having to read or learn about things which they have no interest in. • ‘Other forms of employee voice’ which contains a ‘Bright ideas’ scheme which was made in order to allow employees to contribute ideas towards company improvement. • Morning Briefing allows employees who work the shop floor the chance to learn about latest sales figures and what the focus of the day is and any events which are going to be taking place. • A Quaterly employee forum where workers are allowed to talk about...
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...The Snow Storm Lawsuit Candice Kessler Health Care Policy, Law and Ethics Strayer University April 29, 2012 As the chief executive officer of this non-profit community hospital, I would have to consider the legal, ethical and professional aspects of this case. The first legal consideration is duty of responsibility. In a healthcare organization, management functions begin with the senior administration. This includes the chief executive officer. The responsibilities of senior administration include the following duties: support the governing board in its strategic planning and policymaking activities, carry out the board’s policies and strategic goals, communicate board policies and the strategic plan to employees and the medical staff, oversee day-to-day hospital operations, measure the quality of patient care, manage operating funds, select qualified junior executives, and conduct necessary business transactions. Management must report regularly to the governing board on the status of all of these activities (Showalter, 2008). In this case, it could be suggested that I, as CEO, neglected to adequately oversee day-to-day hospital operations which led to the staffing issues. It should also be asked if I reported the issue to the governing board. The second legal consideration is negligence. A healthcare provider can be held liable for the negligence of others, even though he has not been personally negligent. This is called vicarious...
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...PART I: INTRODUCTION The past few years have witnessed a significant increase in the role of communication in the success of an organisation, arousing colossal concerns of experts and organisation managers worldwide. Indeed, whether a company is large or small it is a truism that, financing, talent, experience and materials are not enough to succeed unless proper internal communication system are in place that enables smooth operations and enhances business activities (Tourish & Hargie 2009). Due to this significant nature of organisational communication, organisations such as Cordina Farms should focus special attention on how their employees and managers communicate within the company. 1.1. A Brief Description of Cordina Farms Cordina Chicken Farms is an Australia owned family business with over 60 years of experience in Australian Poultry industry. The company was established by Rosario Cordina and his son Joseph in 1948 in Girraween, NSW, where it still operates today. From the modern manufacturing and distribution plant located at Girraween (NSW), Cordina Farms process, prepare and distribute a wide range of fresh chicken products to Sydney, Newcastle, Wollongong and ACT areas as well as several major intrastate centres in Queensland. The company has recently added to their distribution areas Victoria and South Australia. From an operation that was founded and run by few family members, Cordina Farms now has grown to a payroll of over 600 full time employees in six...
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...However, she was terminated on her very first day. Susi was 3 months pregnant, and she did not disclose her pregnancy to her hiring manager because she thought that she does not need to mention it and it will not affect her employment. However, she told her co-worker about her pregnancy when she was in the training. Then her co-worker advised her to tell the manager as soon as possible about her pregnancy before the manager finds out from someone else. Her co-worker also told Susi that some other employees have been experiencing the same situation and to be terminated in before. Then Susi immediately discusses her pregnancy with her manager and the manager pointed out that he worried about Susi’s long-time available, so Susi offered the part-time option to see if it can work out. The manager told Susi to wait and she needs to speak with the “head office”. Susi waited for few hours, and then she received a phone call from her manager and she was told to pack her belongings and leave. Susi was terminated. The manager gave her the reason is because Susi is not able to work in full-time and the position requires a full-time worker. Susi rapidly replied to her manager that she was willing and able to continue to work as a full-time worker, and the idea of working as part-time just an idea to consider about. The manager does not mention her pregnancy during the whole conversation about Susi’s termination. Whereas, Susi believes that she was terminated because of her pregnancy. A few weeks...
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...Assignment 1: “The Reluctant Workers” Student: Tyra Johnson Professor: Alberta Thrash Course: BUS 375 – Project Management Date: November 4, 2012 Core Skills Analyses 1. Identify and analyze three of the core skills that were at play in the case of The Reluctant Workers, referencing the ten skills described in Chapter 4. Effective project management has a direct correlation to the project manager’s proficiency in integrating the following core skills; team building, leadership, conflict resolution, technical expertise, planning, organization, entrepreneurship, administration, management support and resource allocation. Managers with technical expertise unaccompanied by multidisciplinary social skills are faced with far more conflicts and unsuccessful projects than that of one who understands that adapting to the societal changes in project management implementation is essential. In reference to The Reluctant Workers case study, team-building, organizational skills and management support building were three of the core skills I found closely represented. Team Building One of the major responsibilities of a project manager is to build a cohesive project team and to foster an environment conducive to collaboration. He or she must nurture a climate with the following characteristics: * Team members committed to the program * Good interpersonal relations and team spirit * The necessary expertise and resources * Clearly defined goals and objectives ...
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...technologies (WCT) and the changing business environment has caused an imbalance between young managers and professionals’ use of technology and work-life balance. An analysis of the article describes the current generation of professionals engrossed with technology and tries to determine the impact. The articles denouement concluded both positive and negative perceptions in professional groups who went beyond the boundaries and expanded their connectivity. The advanced technology and the changing environment Technology has become part of today’s accepted culture and allowed both employee and employer to increase workloads whether voluntary or not. Utilizing WCTs should temperate communications allowing a win – win for both the worker and the organization. Work-connecting technology’s usage allows for the most sought after commodity in the young workforce, flexibility. WCT commonly includes BlackBerry’s, cell phones, PDAs, faxes, email, laptops, and the internet. The newest and latest technology is the new norm and has led the way for everyone to connect through various medians that don’t require a face to face interaction; as with the early era before the internet bubble. Studies/surveys conducted have shown the perception and actuality of WCTs effectiveness. The following areas were approached to determine the...
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