...additionally impacts his level of morale. For instance, officials are overall more fulfilled than chiefs; directors are more fulfilled than subordinates; and so forth. 5. EXPERIENCE Morale tends to increase with increasing years of experience. But it may decrease after twenty years of experience particularly among people who have not realized their job expectation. MORALE Morale is the capacity of a group's members to keep up faith in an establishment or objective, especially even with resistance or hardship. Confidence is regularly referenced by specialist figures as a non specific esteem judgment of the determination, submission, and self-restraint of a gathering entrusted with...
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...Motivation and morale are elements to the success of missions in an organization and for the police force. Motivation and morale are internal influences that come from within each however, external sources and either help or hinder moral and motivation. In this case study of Captain Edith Strong, this is an example of how motivation and morale can suffer when employees are disgruntled. Captain Strong is placed in a common position where she has to figure out a way to raise motivation and morale while keeping the organization running and not compromise mission success. The problem Captain Edith is facing is that patrol officers view their jobs as dissatisfying due to the lack of communication and time with other officers, which causes increased citizen complaints, longer response times, officer filing for work compensation, and rapid employee turnover. What philosophical approach do you believe Captain Strong should take in carrying out this project? In organizations where the workplace environment sets high morale and have motivated employees is typically the one where employees feel as though they are being treated fairly. Captain Strong is faced with a tough situation, she has to focus on the accomplishing the goals of the organization all while supporting the officers in her department, supporting their professional and personal goals and development. The Synergistic supervision approach would be best to use for Captain Strong’s situation. I believe this is the best approach...
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...Wal-Mart employees will face an ethical dilemma too under the Kronos system. The new system generates schedules that are irregular and unpredictable which may decrease the employee’s job stability and potentially create financial hardships. The dilemma will be whether to cheat on the personal availability forms so the system will create a schedule that is favorable to their needs. 2. What ethical principles apply to this case? How do they apply? Both sides, Wal-Mart and its employees, should be guided by the Candidate Ethical principle of “Do unto others as you would have them do unto you.” Would Wal-Mart want its employees to treat customers as callously as the employees feel they have been? Do the employees want Wal-Mart cheating against them like many of them might on their availability slips? Wal-Mart must consider Descartes’ rule of change. While the new scheduling system may bring only small changes now, what happens if the corporation continues making similar small changes to the detriment of its employees? What will those incremental changes do to the employees’ morale in the long run? 1. What is the ethical dilemma facing Wal-Mart in this case? Do Wal-Mart’s associates also face an ethical dilemma? If so, what is it? Wal-Mart is trying to implement the Kronos system which will automate a process that usually requires personal judgment. The Kronos system will create work schedules...
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...Psychological motivation of tax payers Tax compliance has been linked heavily with deterrence as the most important compliance-increasing factor but now a days importance of tax morale is being considered as intrinsic motivational toll for the honestly pay taxes. Tax morale , however, depends on the positive interaction of individual taxpayers and the taxing authority through fiscal exchange in a broader arena . Fiscal exchange, for example, may involve adequate provision of public services for the tax payers rather than purely monetary rewards which may be influenced by political decisions or by the way tax authorities treat tax payers in course assessment of the tax liability of an assessee. The relationship between the taxpayers and the taxing authority should be an as an implicit or “psychological tax contract”, under which the taxing authority must balance strategies of deterrence with those of responsive regulation. Tax compliance has many facets. The wealthy tax payers refrain from declaring their income physically earned in foreign countries mostly earned through non declaration or less declaration of commission on foreign trade and the wealth legally in foreign countries in the name of “second home” which is far from providing a comprehensive picture of their income and wealth as well. Tax non-compliance may also be generated through under reporting of income by relatively less wealthy tax payers when they work in shadow economy i.e. when they work in...
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...with their suppliers and the only chance of cutting operating cost. 2. Structure- the problem of 1994 was the Airbus ( their main rival-booked more orders). This shocked the management executives and began a series changes that were implemented to overcome the bureaucratic structure, outdated technological systems, and unnecessary processes in a company that reportedly changed. 3. Systems-Boeing adopted the principles of creating more value for customers with fewer resources. 4. Style-the decision was made to diversify from the traditional commercial airline industry and that many acquisitions that were made createe integration issues for the company. They were trying to add more stability to the business by entering the space industry and information services. 5. Staff-According to The CEO of Airbus( Noel Foregeard), the process of diversification was demoralizing for Boeing employees. Boeings vice-president of marketing contradicted Foregeard and said “what affects morale right now is that we are in a down cycle” (Palmer, 2009). Regardless of why the employees morale was low, Boeing had to take steps to rectify it. 6. Skills-Boeing bet is future on the market developing a partially smaller aircraft like their new 7E7 Airbus . They also plan on purchasing larger aircraft in the future. The Six-Box Organizational Model Purposes: Boeing was initially in the...
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...through circumspect consideration and implementation of innovative management strategies. A leader sets the tone for those they supervise. Having a weak or ineffective leadership style turns what could be a productive organization into one that lacks direction, is chaotic, and fails to live up to its potential. Incompetent central leadership can also cause a power struggle amongst the other remaining team members. Groups seek leadership; when leaders fail to use their powers others will maneuver to use the power left in the void. This can lead to a power-struggle and backstabbing (Morgan, 2007). There are a plethora of skills that are necessary for effective management (Humphrey & Stokes, 2000), and there are just as many guidelines and principles that lend themselves to the advancement of admirable leadership. Many of these will be familiar, while others may be more obscure, but it is, arguably, the most valuable of the many management and leadership precepts that this composition will address. The purpose of this paper is to review and discuss such strategies and to provide a formula for exceptional leadership. Skills for Effective Leadership An innovative leader is an effective manager, and an effective manager is an innovative leader: an ingenious, inventive, and original leader, one who is not afraid to embrace...
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...that are irregular and unpredictable which may decrease the employee’s job stability and potentially create financial hardships. The dilemma will be whether to cheat on the personal availability forms so the system will create a schedule that is favorable to their needs. 2. What ethical principles apply to this case? How do they apply? Both sides, Wal-Mart and its employees, should be guided by the Candidate Ethical principle of “Do unto others as you would have them do unto you.” Would Wal-Mart want its employees to treat customers as callously as the employees feel they have been? Do the employees want Wal-Mart cheating against them like many of them might on their availability slips? Wal-Mart must consider Descartes’ rule of change. While the new scheduling system may bring only small changes now, what happens if the corporation continues making similar small changes to the detriment of its employees? What will those incremental changes do to the employees’ morale in the long run? 3. What are the potential effects of computerized scheduling on employee morale? What are the consequences of these effects for Wal-Mart? Computerized scheduling will cause employee morale to suffer. The higher paid experienced associates feel the system enables managers to pressure them to quit since they are...
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...schedules that are irregular and unpredictable which may decrease the employee’s job stability and potentially create financial hardships. The dilemma will be whether to cheat on the personal availability forms so the system will create a schedule that is favorable to their needs. 2. What ethical principles apply to this case? How do they apply? Both sides, Wal-Mart and its employees, should be guided by the Candidate Ethical principle of “Do unto others as you would have them do unto you.” Would Wal-Mart want its employees to treat customers as callously as the employees feel they have been? Do the employees want Wal-Mart cheating against them like many of them might on their availability slips? Wal-Mart must consider Descartes’ rule of change. While the new scheduling system may bring only small changes now, what happens if the corporation continues making similar small changes to the detriment of its employees? What will those incremental changes do to the employees’ morale in the long run? 3. What are the potential effects of computerized scheduling on employee morale? What are the consequences of these effects for Wal-Mart? Computerized scheduling will cause employee morale to suffer. The higher paid experienced associates feel the system enables managers to pressure them to quit since they are unwilling to...
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...Organizational Psychology PSY/428 March 22, 2013 Organizational Psychology Working within a large group is often a difficult and stressful task. The differing personalities, egos, and ideas can result in dissension amongst peers. Failure to work as a cohesive unit regularly results in an inability to achieve tasks as a group, while proper communication and stability within the group can achieve success. Organization psychologist strive to understand how differing personalities work together and how different people can be utilized in various positions to work in a complex unit or organization. What is Organizational Psychology Organizational psychologist focus on the research and investigation on the actions and behavior of individuals within an organized group. The various groups of consideration can often times vary, however some of the more common influences include, but are not limited to churches, workplaces, and schools. This field of study strives to understand not only how individuals act within an organized group, but also how differing personalities and traits can intermingle and reach to one another, in the formation of a cohesive and productive group. Organizational psychology is important because it can be used to investigate each and every position within an origination to understand the behavioral components that make up an individual placed in that particular role. Investigation into the role can help yield higher...
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...BLC Essay 2 Isidro Morales describes US trade policies towards Latin America as a ‘neo-liberal corporate-led agenda’. Discuss the validity of his claim, as well as the desirability of extending the model of regional integration preferred by Washington to all of the Americas. “Since trade ignores national boundaries and the manufacturer insists on having the world as a market, the flag of his nation must follow him, and the doors of the nations which are closed against him must be battered down. Concessions obtained by financiers must be safeguarded by ministers of state, even if the sovereignty of unwilling nations be outraged in the process. Colonies must be obtained or planted, in order that no useful corner of the world may be overlooked or left unused.” Woodrow Wilson, President of the United States, 1919 Madalina Daniela Costache Robert Ibsen British and American Studies – 2XBF November 8th 2013 Number of words: 938 With the emergence of the Washington consensus, the US foreign policy shifted towards a neoliberal model in order to deal with the pressures incited by globalization. Neoliberal theory argues for the development of a free market economy where there is a high degree of free individual choice, and which achieves efficient economic performance by reducing the state’s intervention solely to “defining property rights, enforcing contracts, and regulating the money supply” (Kotz 2000). This essay argues that, as Morales claims, the US does pursue a...
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...| The Ethical Principles: How it impacts on Life in General and in Business Based on some of the recent history ethical failures committed by executives from huge organizations like Enron, Arthur Andersen, PricewaterHouseCoopers, so on and so forth, if history teaches us anything is that ethics and character count a whole lot, especially in the business world. These executives, by their failures of ethics, all because for their personal benefits, had destroyed and tarnished not only the organizations reputation but, in many cases, its financial impacts resulted in hundreds of millions of dollars as damage and tarnish their reputation and their prospective career, not to mention damaging their prospective families financial security and, in some cases, serving many years in prison as the ultimate consequences. In today’s volatile, high tech, interdependent business world, charisma leadership style without conscience and being clever without character are a recipe for economic and personal failure of epic proportions. As quote from President Roosevelt –“To educate the mind without the morals is to educate a menace to society. The following core ethical principles, if one chose to follow rigorously, can play a vital role to success to leadership: Honesty, Integrity, Promise-Keeping, Loyalty, Fairness, Caring, Respect For Others, Law Abiding, Commitment To Excellence, Leadership (Exemplify honor & ethics), Reputation & Morale, and Accountability...
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...came ample success, as well has opened the gateway for additionally innovative technology. Case and his partners took risks that other companies refused to take, such as the “razor and blades” concepts, and once they finished one project, whether it succeeded or failed, they were also looking for the next project that would take the world by storm. (Case) Although, Kouzes approaches his philosophy from a different point of view, he uses the same elements as Case does with his three P’s. Kouzes utilizes a system which he calls “the five basic points that leaders should use motivation”. His five points are model the way, inspire a shared vision, challenging the process, enable others to act, and encourage the heart (Kouzes). The five principles, according to Kouzes will shape and model an effective leader. Enable others to act and challenging process are both steps that...
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...Is there a direct relationship between morale and productivity? According to Robert H. Garin, professor of secondary and higher education at East Texas State University and John F. Cooper, dean of instruction at Patrick Henry Community College, the traditional view that the individual whose morale is high will be highly productive, or vice versa, is not a necessarily valid one. The authors analyzed the historical development of the major representative research studies and concepts concerning the morale-productivity relationship and found that the relationship evolved from one of simple direct correlation to the present viewpoint that a variety of factors--such as the environment, motivation, job levels, and so on--must be taken into consideration before any positive conclusion can be drawn. Because of the national concern over the decline in American productivity standards, Garin and Cooper believe that the morale-productivity relationship is an area ripe for further experimental research Downsizing, the planned elimination of positions or jobs, is a phenomenon that has affected hundreds of companies and millions of workers since the late 1980s. While there is no shortage of articles on "How To" or "How Not To" downsize, the current article attempts to synthesize what is known in terms of the economic and organizational consequences of downsizing. We argue that in many firms anticipated economic benefits fail to materialize, for example, lower expense ratios, higher profits...
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...Operations Division is mostly made up of White males. There is a definitive chain of command and each job is clear-cut and each officer follows his or her job description religiously. Deviation of a job description always result in disciplinary action, which typically results in a write up. This division takes care of 62% of the departments’ measurable workload, yet has 58% of the manpower. Within the division there is a lieutenant who serves as an assistant, three lieutenants who serve as watch commanders, one traffic sergeant who oversees six officers, a neighborhood police unit sergeant who oversees 10 officers, three school reserve officers, and 71 patrol officers. Officers with specialized assignments have more job satisfaction and higher morale mostly because these officers can interact with other officers and create meaningful relationships. However, almost every patrol officer is dissatisfied because of an endless workload, which leads these officers to cut corners to complete everything in one shift. Additionally, because of department policy no more than two officers can meet at a time, outside backup, so there is little opportunity to build relationships with other officers. This extreme dissatisfaction has put the division’s ability to effectively function in peril. Through this paper the author will address four things with hopes of coming up with a solution that meets both the needs of the department and the needs of the employees (More, Vito & Walsh, 2012). Captain Strong’s...
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...3. Democratic Leadership - What is it? The democratic leadership style is a very open and collegial style of running a team. Ideas move freely amongst the group and are discussed openly. Everyone is given a seat at the table, and discussion is relatively free-flowing. This style is needed in dynamic and rapidly changing environments where very little can be taken as a constant. In these fast moving organizations, every option for improvement has to be considered to keep the group from falling out of date. The democratic leadership style means facilitating the conversation, encouraging people to share their ideas, and then synthesizing all the available information into the best possible decision. The democratic leader must also be able to communicate that decision back to the group to bring unity the plan is chosen. When is it Used? When situations change frequently, democratic leadership offers a great deal of flexibility to adapt to better ways of doing things. Unfortunately, it is also somewhat slow to make a decision in this structure, so while it may embrace newer and better methods; it might not do so very quickly. Democratic leadership style can bring the best out of an experienced and professional team. It capitalizes on their skills and talents by letting them share their views, rather than simply expecting them to conform. If a decision is very complex and broad, it is important to have the different areas of expertise represented and contributing input...
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