...People working in an organisation are its greatest asset and the oil for human resources is Motivation. Dwight D Eisenhower gave a perfect explanation of motivation when he said that “Motivation is the art of getting people to do what you want them to do because they want to do it” (Class Act Media LLC, n.d.). Ryan & Deci (2000) affirm that to be motivated means “to be moved to do something”. A person who feels no inspiration or thrust to act is categorized as being unmotivated, whereas someone who has a boost towards attaining an end is considered motivated. There are three groups of major motivational theories Motivation embodies the forces acting within an employee that cause this same employee to behave in a particular, goal-directed manner and the motivational process begins with identifying a person’s needs. Motivational theories try to explain what give reasons to people to behave in the manner that they do and what is a spur for them to perform better. This especially applies to employees where motivation gives reason to an employee to commit further and perform at peak levels. There are several motivational theories that can be used at the workplace and these range from probably the most renowned motivational theory, that is, Maslow’s hierarchy of needs theory, going on to Herzberg’s two factor theory, then on to Vroom’s expectancy theory, followed by McClelland’s achievement motivation model and then McGregor’s famous Theory X and Theory Y. Finally...
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...Stenroos Spring 2013 [pic] MKB1011 ORGANISATION AND MANAGEMENT, 5 crs ASSIGNMENT The idea of this individual assignment is to “convince me of your learning”. The “grade” of your efforts is determined based on the 15 questions. The following key will help you to determine your desirable grade for this assignment: Minimum of 10 proper answers: 1 Minimum of 11 proper answers: 2 Minimum of 12 proper answers: 3 Minimum of 13 proper answers: 4 14 or more proper answers: 5 So all you need is to pick out 14 questions and answer them in a professional student’s way. You are asked to utilise the existing knowledge to be found in lectures, books, articles and information available in Moodle or published in Internet. However, cut-and-paste method doesn’t meet the criteria of learning. In report you must clearly make distinction between references and your own text. Without proper references in text and a comprehensive reference list the paper is assessed with a grade of fail. For instructions, see chapters 4.4. and 5 in Thesis instructions (http://www.karelia.fi/lomakkeet/opinnayte/Thesisinstructions2013Karelia1.pdf). Deadline for handing in the paper is June 10, 2013 (return folder in Moodle). Address papers, as well as potential questions, to Ari Stenroos, (Ari.Stenroos@karelia.fi, +358-50-5632182). Management 1. Compare Management theories such as classical approach, human relations approach...
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...[pic] Specialist Diploma in Construction Management CM 107 Management & Organization Group Written Assignment Lecturer Name: Dr. Michael Fong Students Name: Submission Date: 21st October 2008 [pic] Executive Summary [pic] Sustainability as a term or phenomenon has been receiving increased attention all around us. There seem to be a high focus on sustainability, sustainable development and sustainable work systems. Within the context of work organization and organizational behavior, sustainability refers to the continuous development of individuals, teams and organizations. Sustainable work systems relates to the understanding, designing and development of the basic elements that form culture and organization culture, what influences it, and how work systems are influenced by it. Through this assignment, an attempt has been made to study how organization structure, culture and leadership play a critical role when it comes to individual, group and organization’s sustainable effectiveness. The most appropriate structure for an organization depends on its context in terms of goals, environment, technology, size and culture. And the culture of an organization is like air; it is everywhere we look, and it touches everything that goes on in organizations. Organization culture is both the cause and an effect of organization behavior. A strong culture powerfully shape an organization’s long term success. The culture of an organization is...
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...and to develop my research skills, which will be invaluable for future projects. Regards, Chun-Chang, Tseng Executive Summary This report provides a described about the negative impact from the wrong leadership decision-made in Siemens. It provides two plans to solved the scenario and discuss how to access the two plans. Methods of solved the scenario are establishment corporate social responsibility and changed the leadership style to transformational leadership. Both the plans are able to improve the worst situations. Results of case analysed show that to help organisation transform reforming is an important direction for the company to reinvigorate. The report finds CEO is the helmsman of a company in future course. The correct leadership decision-making is the key to survival and development in a company. The role of CEO is not only policy direction, but also led the organisation to fulfill the task. CEO must be able to motivate employees, and to maximize employees' work efficiency. Moreover, in the process by...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- FACULTY OF BUSINESS ------------------------------------------------- Graduate School of Business ------------------------------------------------- ------------------------------------------------- Management & Organisations - 21800 ------------------------------------------------- ------------------------------------------------- Student Name: Arijit Banerjee ------------------------------------------------- ------------------------------------------------- Student Number: 11294636 ------------------------------------------------- ------------------------------------------------- Lecture Day: Monday 9 AM to 12 PM ------------------------------------------------- ------------------------------------------------- Lecturer: Dr. Walter Jarvis ------------------------------------------------- Tutor: Ms. Alison Lee ------------------------------------------------- ------------------------------------------------- UTS: BUSINESS SCHOOL OF MANAGEMENT PART A: The educational system in any country around the world is, by no doubt, designed to meet the ever growing hunger of Industrialization. Dubbed by Sir Ken Robinson (2010) as “the fast food model”, this educational system, albeit useful in shaping the world that we all see today, has had some significantly negative impact...
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...Di Date:25-AUG-2015 16:39:20 ORDERING DOCUMENT User Id :1481 Sales Order No - 1520115000104-0 User Name: WISDOM OFOEGBU Sales Order Date - 22-JUL-15 FMCL- HO HOME PLOT 721 ADETOKUNBO ADEMOLA , VI LAGOS, , NG Bill To PLOT 721 ADETOKUNBO ADEMOLA , VI LAGOS, , NG PLOT 721 ADETOKUNBO ADEMOLA , VI LAGOS, , NG Ship To rde r Customer Address LPO Number: PRODUCTS Line 1.1 2.1 Product Units Manually applied adjustments PASCUAL FRUIT OF CHERRIES & BERRIES LOW FAT YOGURT (Pack 4 X 125 Gr.) FDPSLF4004 PASCUAL APRICOT & MANGO THICK & CREAMY YOGURT (Pack 4 X 125 Gr.) FDPSTC1003 Manually applied adjustments 4.1 List Price Discount % Net Price Carton 1.00 0 0 0.00 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton 1.00 0 0 0.00 Carton PASCUAL YOGIKIDS STRAWBERRY & BANANA YOGURT (Pack 4 X 125 Gr.) - FDPSYK2002 Qty Carton MALIZIA SPORT ENERGY 150ML - FMMTBS0008 Manually applied adjustments 3.1 Sa les O You ordered the products described below for use in the NG., and not for resale, unless otherwise specified. All fees...
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...Is it really more fun what we need at today’s contemporary workplaces? Why? Why not? It has been proof that work does not require “serious” employees to be effective and lucrative. The joy of having fun at work releases employees from compulsory behaviours and the success of the business is not resultant of dispassion, control and power (Yerkes, 2007). Even excess of fun is not good, but the balance. The companies cannot disregard the fundamentals but they can combine them with fun. Furthermore, fun can be either structured or spontaneous but in a perfect reciprocal relationship, fun makes work appreciated, gratifying and profitable. Conclusion It has become commonplace to assert that organizations need shared meaning, and this is surely so. But shared meaning is about more than fulfilling your mission statement—it’s about forging and maintaining powerful connections between personal and organizational values. When you do that, you foster individuality and a strong culture at the same time (Goffee & Jones, 2013). the dream organization is free of arbitrary restrictions. But it does not obliterate all rules. Engineers, even at Arup, must follow procedures and tight quality controls—or buildings will collapse. Organizations need structure. Markets and enterprises need rules. As successful entrepreneurial businesses grow, they often come to believe that new, complicated processes will undermine their culture. But systematization need not lead to bureaucratization, not...
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...process of strategic key activities in which they carry out to ensure they meet both customer and organizational requirements. These key activities are: * To understand- the client’s business and needs and confirm the reason for why the client wants to act. IBM does this through client value approach planning, cross band opportunity planning and identifying any complexities. * Explore- options and approach in order to develop the clients perception of IBM’s value proposition. IBM does this through conducting value driven proposals, standard solution approaches, and client management. * Develop- and agree to client solutions in order to confirm that the clients delivery expectations are being met. IBM does this through using a standard solution design process, end to end delivery ownership, aligned quality checkpoints, end to end risk management and client value deal management. * Implement- Client solution to confirm that the delivery expectations have been met. IBM does this using existing delivery methodologies, delivery issues- single point contact, delivery insight reviews, teams, and delivery rewards and recognition. * Confirm- client value and experience to confirm the use as intended by the client, this is done by using ‘client value assessments’ such as transaction and relationship surveys as well as a client care program. IBM believes that by implementing an end to end method such as this and analyzing the buying behaviors of their customers...
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...Executive Summary It will be provide the description about the FedEx (Federal Express Corporation) include industry type, competitors, leadership and so on. Also include the background and the internal and external problems like employee reward and recruiting. This report also provide the current leadership style and also the evaluation of leadership style which the basic reward system and motivated reward system. At the same time, describe of the internal leadership , which the Strength and weakness of leadership include the motivation relation, team dynamics, decision making and so on. In additional, we will show how the leadership strategy is going to affect the organization success and also provide the feedback and recommendations to achieved the company goals in the future and the increase of market share for the organization. 1. Introduction of Company Background Federal Express Corporation (FedEx) was built in 1971. The company was operating on 1973 and flies to 186 distributes within 25 cities in the US. However, in a 40 years later FedEx has grown to 658 aircrafts, deliver 7.500.000 packages per day and more than 220 countries around the world (FedEx, 2015). All this was a possible thanks to FedEx’s global acquisition strategy, the main competitive advantage, which has given the company a unique ability to access various markets around the globe. The multiple built firms and companies acquired by FedEx in various countries have all been integrated...
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...Risk Management & Decision Analysis of Energy Projects Assignment 1: A discussion on the application of Risk Management (RM) in an organization Student: D. Seepersad Date: 18th February 2014 Introduction Risk management is a method that organisations use to address the risks that are involved with their particular activities with the main purpose of achieving their objectives. These objectives form part of the sustainability of the organisation’s activities (Institute of Risk Management 2002). Historically risks were associated with being a negative aspect of an organisation’s activities. However, within recent times, it has been proven that risks also have elements of positive opportunities. There are many reasons in which organisations invest in the Risk Management Process. At many firms, the ability to complete projects on time and within budget with minimum incidents is at the core of their success. For this reason, project management is a vital tool for the company’s survival. A project that experience cost over-runs and extended beyond the scheduled time affects not only the specific project team but also the entire organisation. As reported by Vallee B.H in the Gallup Business Journal (2012), Pricewaterhouse Coopers studied 10,460 projects from 200 companies in 30 countries and found that only 2.5% of these projects were 100% completed. Project overrun was the main contributory factor of this failure. Most projects fail due to inadequate or lack of risk...
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...MGT5000 Management and Organisational Behaviour : Assignment 2 Task 1 - Scenario ( 396 words) Back to one and half year ago, Luke Michas, a new Director of product development was hired and appointed to merge the Product Design team in US and the Product Development team in China both were solely in the past and managed by different managers in 2 countries. Both teams carry more or less the same function in the company, as top management never proper define the role of 2 teams, managers at US and China were all trying to grow their divisions in terms of staff and authority and resulting great difficulty in getting along owing to existing negative perceptions about the other group. Manufacturing partners are in China, vendors are getting confuse and projects are always delay and cost high when one team turn the others comments down. Luke, past was the Director of product development in a golf accessories manufacturer company with 15 years experience leading 30 peoples with good reputation. He is an open-minded manager willing to listen individual’s needs, and always gives positive and great idea to help his team in case of trouble. The first day of Luke’s on board, he had imperiled to 2 regional managers that if they will not cooperate with each other, he would fire the redundant one. Subsequently, 2 major changes are in the team with the intervention of Luke. Videoconference meeting is held weekly and “Team members exchange program” was introduced. The weekly...
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...every organisation to achieve its goals and objects, it should have a management that aims to perform best at its functions. This is because every organization or business aims at accomplishing the targets set at the stipulated time. This essay will discuss organisational management and the four major functions of management which are planning, organising, leading and controlling. The functions of management will indicate how they can help a company in this case IIL address the challenges its facing as it tries to achieve its long term plan of marketing the company's products and expanding locally and regionally. DEFINATION OF CONCEPTS Organizational Management is a common management style for modern small businesses. The organizational method allows managers to break down the entire operation of a department into several phases. Dividing operational functions into sections allows management to obtain a clear picture of what the goals of a department are and how to implement the goals most effectively. It also allows managers to respond rapidly to factors that affect the internal or external expectations of company (quote). according to .............. organisation of management is also defined as............................... THEORITICAL FRAMEWORK Organisational management is also defined as the process of planning, organising, leading and controlling resources within the entity with the overall aim of achieving its objectives. Planning Planning is the management function...
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...Organisational Change Management Name Institution Course Date Organisational Change Management Introduction Currently, the economic pressures and changing political priorities allow the need for organisational change in the public and private bodies (Bauer, 2008). However, carrying out changes in an organisation is a complex process that can lead to negative and positive outcomes, thus it is important to concentrate on accessible evidence that would make the process effective and efficient. Change is considered a multi-level phenomenon. There is a gap on the literature regarding to management change in administration perceptive. Management literatures provide a number of cases of sectorial and organisational in the public sector (Sminia and Van, 2006). This indicates the relevance of exploring a number of literatures to determine the nature and range of evidence that is based on the change within public sector. This paper establishes an exclusive literature review that will provide evidence related to organisational management change (Fernandez and Rainey, 2006). This paper will explore some examples of organisational change, factors that leads to resistance to change before looking at the psychological contract concept of change. The paper will also set out research on sustainability of change and psychological change theories before concluding by exploring a number of literatures to determine in detail information on management change. Due to the technological development...
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...needed to change in Suffolk County Council. Nowadays, according to Doyle (2011), the competitive imperatives of market forces as well as the demands of customer have created the organizations that are less hierarchical as well as more flexible. During the change operation having the trend of paradigm shift, it is essential to make the relationship between management and leadership clear. As said by Caldwell (2003), executives as well as high level senior managers of the organisation are considered as change leaders. They are the people who imagines, initiate as well as funding for extensive strategic change or making the employees believe and empower them to operate. On the other hand, the middle level managers as well as functional experts are usually regarded as change managers because they perform the transition and build the assistance for change in the units of business as well as important functions. According to Kotter (1997), these two roles all have change to succeed in changing in spite of the difference between us because it requires a process having the leadership as well as assistance of management. The management plays an important role in supporting the change process to make it succeed, but in this essay, it is only concentrated on the role of leadership in an organization. In order to do this target, it is necessary to rely on eight general lessons of John Kotter advanced in his eight-step model saying that the most important of a planned change as well as the...
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...MBAN-609DE, May 2015 r1411d521304 ORGANISATION AND HR MANAGEMENT WORD COUNT TASK 1 3,868 words DATE: MAY 2015 DECLARATION ‘I confirm that in forwarding this assignment for marking, I understand and have applied the policies relating to word count, plagiarisms and collusion for all tasks. This assessment is the result of my own independent work except where otherwise stated. Other sources are acknowledged in the body of the text, a bibliography has been appended and Harvard referencing has been used. 1 MBAN-609DE, May 2015 r1411d521304 TABLE OF CONTENT 1.0 HRM STRAEGIES AND PRACTICES RELATED TO MMC ………………………………………………………. 3 2.0 EXPLANATION ON THE FACTORS AND PRACTICES RESPONSIBLE FOR THE FAILURES OF MMC FROM A HRM PESPECTIVE …………………………………………………………………………………………………5 3.0 HRM STRATEGIES RECOMMNEDED FOR INCORPORATION BY NHS…………………………………….7 4.0 RECOMMENDED HRM POLICIES AND PRACTICES FOR IMPROVING THE FUNCTION AND PUBLICITY OF MMC………………………………………………………………………………………………………….10 2 MBAN-609DE, May 2015 1.0 r1411d521304 HRM STRAEGIES AND PRACTICES RELATED TO MODERNISING MEDICAL CAREERS (MMC) Human Resource Strategies set out what the organisations intend to do about its human resource management policies and practises and how they should be integrated with the business strategy and with each other. (Armstrong, 2006). The purpose of HRM strategies is to; Guide development and implementation programmes Provide a...
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