The Employee Relation leads to performance - Free Essay Example

Sample details Pages: 16 Words: 4656 Downloads: 10 Date added: 2017/06/26 Category Statistics Essay Did you like this example? This research is based on the assumption that it is the good relation with staff factor that leads to increase staff performance in the service department of hotel industry. Both the variables are very important in hotel industry. Staff performance is key to success for the hospitality organizations because hospitality organization is labor intensive industry so it becomes very important to focus on those factors that motivate employees for the work and to deliver their best to the organization. There are many factors that influence employee and work of employees. Relation with employee is one of them. Employee motivation may relate with money, position in the organization, future perspective, but relation with the peer group and boss is foremost factor that have direct impact on employee performance. Good employee relation means creation of congenial environment that retain the motivation of employees and keep motivating them for their commitments towards the organization. Don’t waste time! Our writers will create an original "The Employee Relation leads to performance" essay for you Create order 1.2 AIM AND OBJECTIVES / RESEARCH QUESTIONS / HYPOTHESIS: 1.2.1 Aim of this research: aim of this research is to find out the influence of good employee relation on work performance of an employees, with special reference to restaurant service staff of hotel industry. 1.2.2 Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? 1.3 RATIONAL: Author believes that employee relation is very important as an motivating factor, and employee performance is also very important for the development of an organization and in achieving organizational goal. This philosophy is very much important in the hospitality industry because hospitality industry is guest based business and employees are the only factor that brings guest satisfaction. So keep employee happy should be the right slogan for human resource department of the hotel and concerned functional department too. This is the thinking behind choice of this topic. 1.4 STRUCTURE OF THE DISSERTATION: This research work is having many sections. Author is giving brief introduction and the sequence of the chapters. Chapter two is based on secondary research and placed just after this chapter, after that third chapter is on methodology and fourth is on depth analysis of the questions of the questionnaire and after that fifth chapter is containing conclusion of the research. After conclusion there is list of references followed by appendix section. Chapter2 Literature Review 2.1 What is employee relations? Employee relation or industrial relation is basically relation between employees and employer collectively. In this research author has established aim and objective which basically focus on impact of good employee relation on employee performance. Author is presenting this section as secondary research which is conducted through many books and websites. There are many variables of this research topic such as employee relation and its basis, employee performance and its basis, so all the related areas are also explored in this section of the research so that a valid conclusion can be drawn at the end of this section which would be conclusion based on secondary research. 2.2 Employee relation: à ¢Ã¢â€š ¬Ã…“Employee relations can be seen primarily as a skill-set or a philosophy, rather than as a management function or well-defined area of activity. Despite well-publicised instances of industrial action, the emphasis of employee relations continues to shift from collective institutions, such as trade unions and collective bargaining, to the relationship with individual employees. The ideas of employee voice and the psychological contract have been accepted by employers and reflected in their employee relations policies and aspirations. Employee relations skills and competencies are still seen by employers as critical to achieving performance benefits through a focus on employee involvement, commitment and engagement. Employee relations is seen as strategic in terms of managing business risk: both the downside risk of non-compliance with an expanded body of employment law, and the upside risk of failing to deliver maximum business performanceà ¢Ã¢â€š ¬?. https://www.cipd. co.uk/subjects/empreltns/general/emprelsovr.htm 2.3 Job Satisfaction and Job performance: To understand the nature of job satisfaction and its effects on work performance is not easy. For at least 50 years industrial/organizational psychologists have been wrestling with the question of the relationship between job satisfaction and job performance. Researchers have put a considerable amount of effort into attempts to demonstrate that the two are positively related in a particular fashion: a happy worker is a good worker. Although this sounds like a very appealing idea, the results of empirical literature are too mixed to support the hypothesis that job satisfaction leads to better performance or even that there is a reliable positive correlation between these two variables. On the other hand some researchers argue that the results are equally inconclusive with respect to the hypothesis that there is no such relationship. As a result of this ambiguity, this relationship continues to stimulate research and re-examination of previous attempts. This paper strives to describe t he relation of job satisfaction and performance, keeping in mind the value this relation has for organizations. https://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm Job satisfaction is a complex and multifaceted concept, which can mean different things to different people. Job satisfaction is usually linked with motivation, but the nature of this relationship is not clear. Satisfaction is not the same as motivation. Job satisfaction is more an attitude, an internal state. It could, for example, be associated with a personal feeling of achievement, either quantitative or qualitative. In recent years attention to job satisfaction has become more closely associated with broader approaches to improved job design and work organization, and the quality of working life movement. The relationship between job satisfaction and performance is an issue of continuing debate and controversy. One view, associated with the early human relations approach, is that satisfaction leads to performance. An alternative view is that performance leads to satisfaction. However, a variety of studies suggest that research has found only a limited relationship between satisf action and work output and offer scant comfort to those seeking to confirm that a satisfied worker is also a productive one. Labor turnover and absenteeism are commonly associated with dissatisfaction, but although there may be some correlation, there are many other possible factors. No universal generalizations about worker dissatisfaction exist, to offer easy management solutions to problems of turnover and absenteeism. The study suggests that it is primarily in the realm of job design, where opportunity resides for a constructive improvement of the workers satisfaction level. Individual performance is generally determined by three factors. Motivation, the desire to do the job, ability, the capability to do the job, and the work environment, the tools, materials, and information needed to do the job. If an employee lacks ability, the manager can provide training or replace the worker. If there is an environmental problem, the manager can also usually make adjustments to promote hi gher performance. But if motivation is the problem, the managers task is more challenging. Individual behavior is a complex phenomenon, and the manager may not be able to figure out why the employee is not motivated and how to change the behavior. Thus, also motivation plays a vital role since it might influence negatively performance and because of its intangible nature.https://www.articlesbase.com/careers-articles/job-performance-and-satisfaction-53672.htm 2.4 The elements of a job that create job satisfaction Flexible work arrangements, possibly including telecommuting Training and other professional growth opportunities Interesting work that offers variety and challenge and allows the worker opportunities to put his or her signature on the finished product Opportunities to use ones talents and to be creative Opportunities to take responsibility and direct ones own work A stable, secure work environment that includes job security/continuity An environment in which workers are supported by an accessible supervisor who provides timely feedback as well as congenial team members Flexible benefits, such as child-care and exercise facilities Up-to-date technology Competitive salary and opportunities for promotion https://www.answers.com/topic/job-satisfaction 2.5 Workers Roles in Job Satisfaction If job satisfaction is a worker benefit, surely the worker must be able to contribute to his or her own satisfaction and well-being on the job. The following suggestions can help a worker find personal job satisfaction: Seek opportunities to demonstrate skills and talents. This often leads to more challenging work and greater responsibilities, with attendant increases in pay and other recognition. Develop excellent communication skills. Employerà ¢Ã¢â€š ¬Ã¢â€ž ¢s value and reward excellent reading, listening, writing, and speaking skills. Know more. Acquire new job-related knowledge that helps you to perform tasks more efficiently and effectively. This will relieve boredom and often gets one noticed. Demonstrate creativity and initiative. Qualities like these are valued by most organizations and often result in recognition as well as in increased responsibilities and rewards. Develop teamwork and people skills. A large part of job success is the ability to work well with others to get the job done. Accept the diversity in people. Accept people with their differences and their imperfections and learn how to give and receive criticism constructively. See the value in your work. Appreciating the significance of what one does can lead to satisfaction with the work itself. This helps to give meaning to ones existence, thus playing a vital role in job satisfaction. Learn to de-stress. Plan to avoid burnout by developing healthy stress-management techniques. https://www.answers.com/topic/job-satisfaction Employee engagement:   Ãƒ ¢Ã¢â€š ¬Ã…“The achievement of business goals and financial returns is increasingly dependent on delivery by front-line employees. à ¢Ã¢â€š ¬Ã‹Å"Engagementà ¢Ã¢â€š ¬Ã¢â€ž ¢ has been described as a combination of commitment and organisational citizenship. There is no shortage of evidence about people management policies and practices that contribute to building employee engagement. They include: Employee voice: Managers are much more convinced than they were a decade ago that involvement produces business benefits. This is confirmed by the range of methods for direct communication and recognising individual employee contribution that HR departments now implement and operate. Teamworking: à ¢Ã¢â€š ¬Ã…“Training, teamworking, supervisors trained in employee relation matters and problem-solving groups are all associated with one another. In combination, this group of practices might be construed as a model of direct employee participation in decision-making. Work-life ba lance: Policies on work-life balance are being used by employers to underpin positive workplace behaviours. Our various surveys of employee attitudes, for example Guest and Conway5, have underlined the link between work-life balance, commitment and performance, and there is strong support by employers for the current legislation giving employees the right to request flexible workingà ¢Ã¢â€š ¬?. https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm HR and employee relation: à ¢Ã¢â€š ¬Ã…“Communication is the glue that makes policies real and without which they are ineffective. The fact that communication is necessarily a two-way process, involving dialogue rather than simply instruction, is well established. Yet many organisations perform badly in this area, failing to give communication the priority it deserves. Getting communication right involves both professionalism and persistence. The qualities required include focusing on positive behaviours and outcomes, taking a positive, problem-solving approach, anticipating problems, recommending solutions and being able to offer sound advice to senior managers about implementation. Negotiating skills are still useful but needed less often. A much wider area of knowledge is now required, along with the skills to apply it, including surveying and interpreting employee attitudes, communications and conflict management. Most important is the ability to à ¢Ã¢â€š ¬Ã‹Å"fità ¢Ã¢â€š ¬Ã¢â€ž ¢ policies and practices to suit the organisationà ¢Ã¢â€š ¬Ã¢â€ž ¢s goals and the character of its workforce. https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Value of employee relation: à ¢Ã¢â€š ¬Ã…“To a considerable extent, it is only in the public sector that trade unions retain a measure of their former strength and influence in the workplace. This is partly through the existence of institutions of collective consultation, reinforced by continued reliance in many cases on industry-level bargaining and the public policy emphasis on à ¢Ã¢â€š ¬Ã‹Å"partnershipà ¢Ã¢â€š ¬Ã¢â€ž ¢. Union influence in the private sector, on the other hand, continues to decline. The main areas of the private sector where industrial disputes are still experienced from time to time, for example, public transport, are those where thereà ¢Ã¢â€š ¬Ã¢â€ž ¢s a clear public or political interest and/or the Government is seen as the ultimate à ¢Ã¢â€š ¬Ã‹Å"bankerà ¢Ã¢â€š ¬Ã¢â€ž ¢. à ¢Ã¢â€š ¬Ã‹Å"Employee relationsà ¢Ã¢â€š ¬Ã¢â€ž ¢ as a term remains ambiguous, with no clear boundaries. Most HR people donà ¢Ã¢â€š ¬Ã¢â€ž ¢t use the term on an everyday basis. It is not calculated to help manage rs focus on what they need to know and do to increase performance à ¢Ã¢â€š ¬Ã¢â‚¬Å" the language has echoes of a historical era that offers few insights into contemporary practice. The traditional academic models of industrial relations have only limited relevance to what managers do today. Employers are in charge and the role of à ¢Ã¢â€š ¬Ã‹Å"joint controlà ¢Ã¢â€š ¬Ã¢â€ž ¢ and à ¢Ã¢â€š ¬Ã‹Å"rule-makingà ¢Ã¢â€š ¬Ã¢â€ž ¢ by employers and trade unions has been substantially replaced by employment regulation and organisational values. Employee relations can nevertheless point to an underlying philosophy and attitudes and skills that are still needed by HR practitioners. The current à ¢Ã¢â€š ¬Ã‹Å"business partnerà ¢Ã¢â€š ¬Ã¢â€ž ¢ model is helpful in identifying an à ¢Ã¢â€š ¬Ã‹Å"added valueà ¢Ã¢â€š ¬Ã¢â€ž ¢ framework within which HR practitioners need to operate, but an unreflecting business focus may lead to a neglect of the softer skills, which are essential to managing the em ployment relationship, and of employee interests and influence. Employers also need HR managers with a positive, à ¢Ã¢â€š ¬Ã‹Å"can doà ¢Ã¢â€š ¬Ã¢â€ž ¢ attitude who will resist the temptation to adopt a defensive or compliance-led HR culture. Commitment and engagement are crucial to performance but they are not consistently high enough in the hierarchy of line management à ¢Ã¢â€š ¬Ã¢â‚¬Å" or, often, HR à ¢Ã¢â€š ¬Ã¢â‚¬Å" priorities. The Employee Information and Consultation Regulations may be helpful in raising the profile of employee voice and involvement, but the WERS 20042 findings give little basis for optimism that this will happen. More effort needs to be put into training and supporting line managers in, for example, teamworking and change management as the basis for establishing and maintaining motivation and commitment, which is a critical role for employee relations managers. Issues about à ¢Ã¢â€š ¬Ã‹Å"alignmentà ¢Ã¢â€š ¬Ã¢â€ž ¢ of HR and business strategies have mostl y to be resolved within this area. There is too much focus within organisations on strategy formulation and planning, and not enough on implementation and delivery. Managing the employment relationship rests heavily on the shoulders of line managers, but their competence in this area is, in general, seriously neglected. The concept of engagement is helpful in promoting wider interest in the measurement of HR outputs, including through the widespread use of employee attitudes surveys and in performance management/appraisalsystemsà ¢Ã¢â€š ¬?. à ¢Ã¢â€š ¬Ã…“ https://www.cipd.co.uk/subjects/empreltns/general/emprelsovr.htm Maintaining employee relation: Good employee relations means you create an environment which delivers what people want today. They want to feel good about who they are, what they do and where they work. Although there is probably an endless list of opinions as to what employees want today, here are 10 that are important as you consider building an employee relations program for your business: Employees want to be comfortable with what their employer stands for. Social psychology research indicates the chances of success are much greater for your organization if you have a clearly defined vision that all your people can follow. In some organizations, this is also referred to as a mission statement. Does your organization, department or division have one? Use it as a part of your employee relations strategy to ensure that your employees are comfortable with what your business is about. Employees want to identify with corporate principles. Today employees are very opinionated about the moral and ethical issues in business today. They care about such things as employee privacy and employee rights. By having a set of guiding principles, and following these principles, your organization creates a framework within which to develop principle-centered policies and procedures or make principle-centered decisions regarding difficult employment related issues. Employees want to know their employer cares about their opinions and concerns. If youre going to create a good employee relations program, you need to have a mechanism for finding out what your employees care about, what they are concerned about, what they think of you as an employer. Conduct employee opinion surveys. https://austin.bizjournals.com/austin/stories/1998/03/30/focus4.html Chapter: 3 RESEARCH METHODOLOGY 3.1 RESEARCH METHODS Research methods can be qualitative, quantitative or both (Schiffman and Kanuk, 2000). The selection of the particular research method depends on the kind of information required. Qualitative method collects, analyzes, and interprets data that cannot be meaningfully quantified, that is, summarized in the form of numbers. For this reason, qualitative method is sometimes referred to as soft research method. Any research using non-structured questioning or observation techniques can be labeled qualitative research. Qualitative method typically studies relatively few respondents or units. In other words, a research of a large, representative sample would normally not be called qualitative research method even if it used some non-structured questions or observations. The non-structured and small-sample features of qualitative research techniques have an important implication. They are intended to provide initial insights, ideas, or understanding about a problem, not to recommend a final c ourse of action. Therefore, qualitative research techniques are most appropriate in situations calling for exploratory research. Quantitative research method, in contrast, is characterized by more structure and larger, more representative respondent samples. Consequently, the logical place for quantitative research techniques (usually in the form of large-scale questionnaire surveys or structured observations) is in conclusive studies. A primary role of qualitative research method is to generate hunches or hypotheses. In contrast, each of the situations under quantitative research calls for very specific data, capable of suggesting a final course of action (Parasuraman, et al. 2004). The above description suggests us that qualitative research method is a soft approach in which collected and identified data or information cannot be meaningfully quantified and more importantly in this approach non-structured research is conducted; but so far as quantitative research method is concerned, in this approach structured research is conducted with approaching larger respondents and the collected data can be meaningfully quantified. This research is qualitative based so required qualitative data to achieve the aims and objectives of the research, therefore qualitative research approach has been applied to conduct this research. 3.2 DATA COLLECTION Research data can be collected either in the form of secondary or primary or both (Clark et al, 2003). In this research both primary and secondary data were collected considering the aims and objectives of the research. 3.2.1 SECONDARY DATA: Secondary Data usually factual information can be obtained through secondary data, that have already been collected from other sources and are readily available from those sources (Parasuraman, et al. 2004). The definition and characteristics of secondary data presented above suggest us that secondary data are data that have already been collected for purpose other than the problem in hand. Before detailing as how and what secondary data were collected in this research, in would be worth to examine the advantages and disadvantages of such data. Secondary data are easily accessible, relatively inexpensive, and quickly obtained. Some secondary data, are available on topics where it would not be feasible for a firm to collect primary data. Although it is rare for secondary data to provide all the answers to a non-routine research problem, such data can be useful in a variety of ways (Kotabe, 2002). Secondary data can help: Identify the problem, better define the problem, develop an approach to the problem, formulate an appropriate research design (for example, by identifying the key variables), answer certain research questions and test some hypotheses and interpret primary data more insightfully. Because secondary data have been collected for purposes other than the problem at hand, their usefulness to the current problem may be limited in several important ways, including relevance and accuracy. The objectives, nature, and methods used to collect the secondary data may not be appropriate to the present situation. Also, secon dary data may be lacking in accuracy, or they may not be completely current or dependable. Before using secondary data, it is important to evaluate them on these factors (Malhotra, 2004). Although so many disadvantages are associated with the secondary data, but such data were found useful in this research as identifying and defining the problem, and developing research objectives. The secondary data in the this research is in the form of literature review. The various sources of secondary data in this research were: books, journals, periodicals, newspapers and magazines and websites. 3.2.2 PRIMARY DATA COLLECTION Primary data is collected for the specific purpose of addressing the problem at hand. The collection of primary data involves various steps. Thus obtaining primary data can be expensive and time consuming (Malhotra, 2004). These suggest that primary data are those data that are collected for the particular purpose of research in hand. The disadvantage of collecting primary data is that it is lengthy and resource and time consuming process (in comparison of secondary data), but the advantage of primary data is that they are first hand information and comparatively more reliable (than secondary data). Primary data can be collected from various sources and methods that are case studies, observation, questionnaire survey and interview (Clark et al, 2003). In this research questionnaire survey method was applied in order to collect primary data. Designing questionnaires may appear to be simple, especially to those who have not designed one before. After all, you may think, once you have a clear notion of the information desired, it should be easy to formulate appropriate questions and arrange them in the form of an instrument (Parasuraman, 2004). Primary data collection approach adopted in this research: Sampling technique: Author has followed convenient sampling technique and chosen sample hotel based on the same technique. This technique involves choice of hotel which easily accessible by the author. Sample: samples were based on Delhi based 5 star hotels. Sample size: Tools used in primary data collection: Author followed questionnaire technique to collect the data from the samples, in some cases author went to the sample hotel and met with the person concerned for this research but in many cases author referred telephonic talk and get the questionnaire filled over the phone. 3.3 DATA ANALYSIS Before analyzing a data set using sophisticated techniques, a researcher should get a feeling for what the data are like. The purpose of preliminary data analysis is to reveal features of the basic composition of the data collected. It can also provide useful insights pertaining to the research objectives and suggest meaningful approaches for further analysis of the data. Preliminary data analysis examines the central tendency(mean) and the dispersion of the data on each variable in the data set. The measurement level of a variable that is, whether the variable is nominal, ordinal, interval, or ratio has a bearing on which measures of central tendency and dispersion will be appropriate for it (Parasuraman, 2004). In accordance with the above prescription of data analysis, firstly all the collected data were coded and arranged in a systematic manner and then analysed in accordance with the objectives of the research to reach the conclusions after comparing secondary and primary data. Author has followed tabulation of data and use of percentage technique to find out average of the response and based on the same conclusion has been drawn. 3.4 LIMITATIONS Due to limited time and resources, the author had to downsize his plan on various fronts. Firstly, getting an appointment with the respondents was not easy as in some cases because they had tight schedule in their professional activities, whereas some were found unwilling to response. Secondly, due to provided limited time, the author could not get filled the questionnaire face-to-face or personally from the respondents, and thus in many cases the author had to satisfy with telephonic conversation for filling the questionnaire. Chapetr 4 FINDING AND ANALYSIS Question no-1-Do you feel that employee relation has importance in hotel industry? Answer no-1- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE YES 10 100 NO 0 In the above response collected, it is visible that 100% of the employees said that good employee relation has significance in hotel Industry. Question no-2-Good employee relation leads to employee motivation. Answer no-2- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 10 100 FALSE 0 Above tabulation shows that all the 10 respondents said that good employee relation is motivating factor for the restaurant staff and leads to employee performance. Question no-3-Employees can compensated with other motivating factor with good relation? Answer no-3- ( ) AGREE ( ) DIS AGREE à ¢Ã¢â€š ¬Ã‹Å" OPTIONS RESPONSE PERCENTAGE AGREE 9 90 DIS AGREE 1 10 90% of the staff working in the hotel restaurant agree that employee motivation can be compensated with good employee relation due to the good relationship of the staff with the employer helps this help motivating employees. Due to good relation employee may be happy with differed financial benefits. Question no-4- Do you feel that Employees always want to be appreciated for job done? Answer no-4- ( ) TRUE ( ) FALSE OPTIONS RESPONSE PERCENTAGE TRUE 7 70 FALSE 3 30 70% of them have said that the above statement is true as, employees want to be appreciated and recognized for a job done, and rest of them (30%) have said that this statement is false. Question no-5- Do you think reward based work promotes the team spirit among employees? Answer no-5- ( ) AGREE ( ) DISAGREE OPTIONS RESPONSE PERCENTAGE AGREE 4 40 DIS AGREE 6 60 above table shows that reward does not lead to team spirit among the employees. Here author would like to say that it is very much clear that individual performance may go up by introduction of reward but integration of efforts can not be achieved with reward. So author would like to highlight that it is the relation among peer and employer that promote employee satisfaction and so overall there will be enhancement in the performance of entire employee as a team. Question no-6- Do you think gap between organizational objective and individual due to communication may lead to employee dissatisfaction and hence lower performance? Answer no-6- ( ) YES ( ) NO OPTIONS RESPONSE PERCENTAGE AGREE 100 100 DIS AGREE 00 00 Here this response reveals that there should not be communication gap between employee and employer because this is also a reason of employee dissatisfaction. Employee actually want to know the overall direction of the organization failing which there is rise in reluctance and less performance. So this communication gap is part of good relation if there is gap means there is no good relation between employer and employee so again it is proved that good relation leading to positive impact. Question no-7-what you feel about relation between communication gap between employer and employee leads to low performance and motivation of employees? Answer no-7- ( ) TRUE ( ) FALSE Above table shows that 90% of the staff of the hotels are agree and having the same belief that communication gap increases employee de-motivation hence lower performance of employees. Chapter 5 CONCLUSION In order to conclude the topic author would like to mention the aim and objectives of this research which author had established at the starting of this research. Objectives: To explore the ingredients of good employee relation To explore the ingredients of employee performance To explore good relation of employee as an factor of motivation. To find out the impact of good employee relation on employee performance 1.2.3 Research Questions: R.Q.1 What are the basis of good relation? R.Q.2 What are the basis of employee performance? R.Q.3 How good relation of employee have positive impact on employee performance? Based on the research conducted by author now at this stage author have been comparing what was to achieved and what have been achieved then author found there is no variance in the research objectives and all the steps of research till conclusion. All the aspects have been recognized and evaluated. Based on the primary research conducted by the author it is very much clear that it is the good relation between employer and employee or peer group that leads to feeling of team work and overall performance of employees goes up that help organizations to achieve the organizational objectives effectively.

Management Key Concepts Free Essays

Organizational behavior is defined as a study aimed at revealing how individuals, people and groups are interacting. Simply saying, organizational behavior is norms and standards how employees should behave in work environment. Organizational behavior interprets people-organization relations within organization and social system as a whole. We will write a custom essay sample on Management Key Concepts or any similar topic only for you Order Now The purpose of organizational behavior is claimed to create more comfortable relations between employees and simply individuals by means of achieving organizational, human and social objectives. Organizations operate within the four models of behavior: autocratic, custodial, supportive, and collegial. Organizational behavior suggests that the potential of employees should be appreciated; organizational structure, people and technology work together; human problems should be encountered in work; problems are identified and corrective measures are taken. Organizational behavior is primary related to a workplace as it encompasses human behavior, human interactions, teams and leadership.(Damours, p.115) Organizational culture is defined as attitudes, beliefs, values and experiences within particular organization, firm or company. Organizational culture is a set of specific norms and values which must be shared by all employees, mangers and board of directors and which identify the way people should interact with each other and outside organization. Organization develops its own values stating how employees are expected to achieve the desired objectives and goals. Moreover, organizational culture prescribes norms of behavior in particular situations. The primary task is to integrate individuals into effective team which is able to adapt to external and internal environment of organization. Culture is â€Å"an active living phenomenon through which people jointly create and recreate the worlds in which they live†. (Damours, p.122) Elements of organizational culture are stated values, customs and rituals, comfortable climate, etc. Organizational culture is related to a workplace as it sets norms and values of behavior and means of achieving organizational values. Diversity at workplace is defined as differences and similarities among organizational personnel. Diversity embraces, gender, age, cultural and ethnic background, physical abilities, religion, sexual orientation, etc. Nowadays diversity is essential concern in business world as companies are trying to retain the best employees not considering their age, gender or ethnicity. Workforce diversity means that organization develops practices and policies in order to include people who are considered to be different from what is considered normal. Diversity contributes social and corporate responsibility of organization as it gives an opportunity for everyone to earn living and to accomplish their dreams. Diversity also helps to turn tax users into effective tax players fostering in such a way economic development of the country. Diversity gives organizations advantage over companies which fully ignore diversity at workplace. (Damours, 134-137) Communication is defined as a means which convey verbal meanings creating shared understanding. Communication process requires interpersonal and intrapersonal processing, speaking, observing, listening, evaluating and analyzing. Communication process is related to a workplace is people are constantly interacting with other, arguing and debating. Future success of a person mainly depends on his ability to use language and to communicate effectively. Understanding how to communicate effectively will promote creating smoothly working project teams; responding to customers, clients, and markets; living and working in a culturally diverse world. Effective communication is playing nowadays one of the most important roles in organizations and companies, because it is the only source of mutual understanding among employees and customers, directors and suppliers, etc. Nevertheless learning how to communicate effective isn’t limited only to one organization, because, for example, learning cross-cultural communication suggests how cultural traditions and patterns are understood and how cultural values may affect the process of communication. Learning effective communication is nowadays necessity. (Managing Communication, p.2) Business ethics is defined as a code of accepted norms, beliefs and values in business world. In other words, business ethics is a standard of human behavior that offers how to act in particular situations in professional life. Ethics incorporates norms of conventional morality to distinguish ‘wrong’ behavior from ‘right’ behavior. Generally, ethical norms suggest honesty, truthfulness, fairness, integrity, justice and respect for others. Ethical norms and values play important role in maintaining harmony and stability in social life as ethics suggests proper ways of human-human interactions. Ethics recognizes human needs and aspirations, as well as cooperative efforts, fairness and truthfulness. Ethics contributes social stability and ensures balance in all spheres of life and business.   For example, in financial sphere ethical violations are associated with stakeholder interest, insider trading, investment management and camping financing. Business ethics is related to a workplace as it sets standards of behaviour within organization. (Damours, 205-209) Change management is defined as distinctly specifying and implementing procedures and methods to deal with changes in the organizational environment for the overall prosperity of the business. The term â€Å"change management† is mostly used to define â€Å"organizational change management or the management of change triggered in organizations or industries†. (Change Management, 2006) Change management is thus the overall process of grooming a planned approach to change in an organization. Due to globalization processes taken place in modern society change management has to be universal requirement. Change management deals primarily with the human aspect, because humans and their psychology are the most subjected to changes. There are two types of change management: reactive and proactive. Management is considered reactive when the change comes from external source. Management is considered proactive when change comes from either internal change aimed at achieving organizational objectives and goals. Change management is related to a workplace as changes are inevitable and mainly employees resist them. References Managing Communications. (1996, August). Peace Watch, 2, 5, 1-2. Coping With Change. (2006). Coping with Change: Public Sector Employees. The Paper Store Inc. Retrieved March 30, 2008, from http://search.1millionpapers.com/cgi-bin/query?mss=1millionpapersq=Change+Publicsource=googleppc Damours, Stephen. (1992). Management Analysis in Public Organizations: History, Concepts and Techniques. Westport: Quorum. How to cite Management Key Concepts, Essay examples

Personal Integrity and Social Responsibility

Question: Discuss about the Personal Integrity and Social Responsibility. Answer: Introduction This report is discussing about the impact of the market benefits that will be including the aspects regarding increased sales quantities due to increased market demand, increased prices due to quality and reputation, cost reduction because of increased effectiveness, increased productivity as well as reduction in future costs in relation with environmental cleanup, internal control as well as ethics breach. In this context, the soft drinks market in the Kingdom of Saudi Arabia has been undertaken and the impacts of the aforementioned market benefits have been discussed concerning the soft drinks market. The soft drinks market in the Kingdom of Saudi Arabia is having a steadfast growth in recent years. There has been an increase in the sales quantities due to the growth in the market demand for carbonates in the Kingdom of Saudi Arabia. Carbonates are recording a strong value growth of 7% in 2016. This is mainly due to the increasing young population within the Kingdom of Saudi Arabia that are having a growing enjoyment regarding Western foods as well as beverages like carbonates. Growing consumption is being fuelled as well by the marketing and promotional activities of market leaders like GBO PepsiCo. Saudi Arabias young population is having an expectation of continuous growth that is happening very rapidly (Kotler, 2015). At the same time, there is also occurring a rise in the countrys internet penetration where the Saudi customers are having an interest in the latest trends and is interested in incorporating these aspects within their personal lifestyles. In this context, revenue having an expectation of showcasing annual rate of growth of 14.6% that will result in a market vol ume of US$208m in 2021. In 2017, user penetration is at 9.0% and is having an expectation towards hitting 11.3% in 2021. Impact of increased prices due to quality and reputation There is an increase in prices because of the improvement in quality as well as reputation within the market for carbonates in the Kingdom of Saudi Arabia. The sale of soft drinks was having an expectation for experiencing a continuous robust growth that led to a gradual increase by 52.6% in local currency-value until 2016. It has been observed from researching the market that the customers in the Kingdom of Saudi Arabia are having loyalty towards a brand and are having growing interest regarding products that are considered being new as well as innovative. Therefore, keeping this aspect in mind the soft drink manufacturers in Saudi Arabia are focusing on the improvement of quality as well as reputation of the different carbonate brands (Elfenbein, 2015). As the demand regarding soft drinks is rising, the soft drink companies are also increasing the prices of their products. They are quite confident of the fact the carbonates have been able to create a successful brand identity for t hemselves in the Saudi Arabian market. By considering the hot and arid climate there, as well as the rehydration aspect, the soft drinks sector is becoming a part-and-parcel of the Saudi Arabian society and is being regarded as one of the most dynamic sectors within the country (Johanson, 2015). Through the aspect of updating the technologies used within the soft drink companies in the Kingdom of Saudi Arabia, there is a possibility towards increasing efficiencies at reduced costs. To streamline the process of production that uses high-quality technology as well as cutting-edge methods will be leading towards reduced total costs as well as increased profitability. Moreover, the process to recycle as well as reuse the soft drink cans and bottles is considered one of the significant ways for cutting costs as well as improving efficiencies (Hollensen, 2015). The soft drink companies can have a drastic improvement to their entire strategies of business by examining their present business methods to find areas that need redefining, improving as well as reorganizing. Through the elimination of the business practices that are considered being redundant, outdated as well as needless, soft drink companies will be observing the fact that their processes of production are getting impro ved, productivity is getting increased as well as profits are getting expanded. Increased productivity An increase in productivity will be allowing the soft drink companies in the Kingdom of Saudi Arabia for producing increased output in respect of the same input level and therefore, resulting in higher Gross Domestic Product. In this regard, it can be stated that the aspect of job performance will be playing a significant part in explaining the aspect of productivity since staffs receiving appropriate compensation as well as having satisfaction related with work-hours will be working in a less stressful way, thus increasing productivity. Total Quality Management is considered to be another factor for increasing productivity that assists in increasing the market shares as well as return-on-investments (Dale, 2015). Since, staff involvement as well as satisfaction is playing a significant role in organizational productivity, it is essential in respect of the managers within the soft drink companies in the Kingdom of Saudi Arabia in initiating the implementation of the TQM philosophical aspects in their daily dealings (Oakland, 2014). The use of technological aspects assists in maximizing the productivity of business thus, creating the platform for realizing organizational success. In this regard, it can be stated that business productivity software makes sure that the soft drink companies in the Kingdom of Saudi Arabia possess the tools for overcoming the challenging aspects to execute on the strategic aspects daily as well as thriving in the present economy. Ethical behaviour as well as corporate social responsibility will be bringing essential benefits regarding a business organization. It assists in attracting consumers to the products of the company that results in sales boost as well as incurring profits. It also attracts increasing number of investors as well as maintaining high share prices in respect of the soft drink companies in Saudi Arabia (Hartman, 2014). It can be stated that the soft drink companies that sets out to function within its individual ethical guidelines will be at a reduced risk to face fine in respect of poor behaviour and will be less likely in finding themselves towards the breaching of laws that is concerned with the necessary behavioural aspect (Nill, 2015). Therefore, unethical behaviour will be damaging the reputation of an organization that will be resulting in reduced future costs. Conclusion The report is inferring that the different market benefits will impact the soft drinks market in the Kingdom of Saudi Arabia in various ways. In respect of the impact of increased sales quantities due to increased market demand, the annual growth rate has been 14.6% that will be resulting in a market volume of US$208m in 2021. In respect of the impact of increased prices because of quality and reputation, the soft drink companies are also increasing the prices of their products since these companies are being able to create a successful brand identity amongst the customers in the Saudi Arabian market. To increase productivity, the aspect of Total Quality Management as well as business productivity software is being used in the soft drink companies. For reducing the future costs in respect of breach in ethics it has been seen that the unethical behavioural aspects damages the organizational reputation. Reference Dale, B. (2015).Total quality management. John Wiley Sons, Ltd. Elfenbein, D. W., Fisman, R., McManus, B. (2015). Market structure, reputation, and the value of quality certification.American Economic Journal: Microeconomics,7(4), 83-108. Hartman, L. P., DesJardins, J. R., MacDonald, C., Hartman, L. P. (2014).Business ethics: Decision making for personal integrity and social responsibility. New York: McGraw-Hill. Hollensen, S. (2015).Marketing management: A relationship approach. Pearson Education. Johanson, J., Mattsson, L. G. (2015). Internationalisation in industrial systemsa network approach. InKnowledge, Networks and Power(pp. 111-132). Palgrave Macmillan UK. Kotler, P., Keller, K. L., Manceau, D., Hmonnet-Goujot, A. (2015).Marketing management(Vol. 14). Englewood Cliffs, NJ: Prentice Hall. Nill, A. (Ed.). (2015).Handbook on Ethics and Marketing. Edward Elgar Publishing. Oakland, J. S. (2014).Total quality management and operational excellence: text with cases. Routledge.

Editorial On A.R. Reading Essays - Education Reform,

Editorial On A.R. Reading Editorial on A.R. Reading. By Brodie Howe A.R. reading is the new choice of torture among teachers across the Issaquah School District (411). A.R. stands for Accelerated Reading. This is the process in which a student will take a vocabulary test at the beginning of the school year which will be graded. On this grading scale, students receive a reading range in which they are aloud to read books according to their difficulty level. As well as having to read according to what your reading level is, you have to also gain points by taking a test on the book you previously read. The number of points a book is worth has to do with its difficulty. For example; a book with a reading level of 10.5 with 390 pages and a character sizing of 10 point, might be worth 45 points. But a book with a reading level of 2.0 with 15 pages and a character size of 35, might be worth 1 point. In Ms. Hardys 4th period class, all students had to earn 60 points, 30 A.R., and 30 not A.R. this counts as 20 percent of your grade. When asked, What is the point of A.R.? Mr. Brown, a 7th and 8th grade woodshop and cooking teacher answered, We love to see you suffer! Honestly, A.R. really is pointless. Instead of forcing reading onto kids, teachers should make it fun. And teachers might even make it so it doesnt make or break your grade. If you take the time to think about it, the average reading level is about 8.5. The average point level for a book is about the same, 8.5. The average person reads about two pages per minute, and the average number of pages for an 8 point book is about 300 to 350. Therefor, the average person would have to read about an hour a day, on top of the average amount of homework for each class which is about a half hour per class per day, so this adds up to about 3 to 4 hours of homework a day, not counting projects and studying for tests. This leaves about a half an hour each weekday to have a life. Another subject that goes along with this is teachers giving class time for homework. If the teachers would just teach the whole period, the school year would not only be more productive but we would be done with the school year would only need to be about half as long. The only reason teachers do this is so they can grade kids papers during class. Wait a minute, how long does the average person stay at work until, 6 or 7 oclock at night, and teachers get off work at 2:30. That leaves about 4 hours until the average person gets off work. This means that the teachers should be able to correct all of the assignments when they are not in class so they can teach the whole period. Education

buy custom Single-Sex Schools essay

buy custom Single-Sex Schools essay Whether to uphold or do away with single-sex education is a matter of concern that has attracted a lot of attention by parents and the public at large. Single-sex education involves a case where male and female students are taught in different classrooms. This education system has been running in many private schools for a very long time. The public schools are now considering adopting this because most of them are co-ed schools. Statistics show that more than four hundred public schools have adopted a structure of single-sex education (Barry, 2002). Although most of them are taking into this, it is not without objection by researchers and other scholars. The major reason why many public schools are trying to set different schools for each sex-student is learning differences between male and female students. These differences have been debated for quite a long time and have stretched to factors outside academics. This has improved peoples understanding on the political, civil, legal, and socio-economic perspective of single-sex education (New York Times, 2011). The major reason why this issue has raised a big debate is the need to have proper learning and good performance for the students. Therefore, before embarking on the advantages and disadvantages of banning or upholding single-sex education, it is prudent to consider how nurture and nature affects the learning of students. First, the ability of a student to comfortably learn in any set up depends on natural aspects like gender, disabilities and abilities, intelligence, and temperament. These factors are inborn and chances of adjusting or changing are negligible. The other influential factor is how the child is natured by both the society and the parents. This comprises of the culture, social and economic status of the family and the society as a whole. Every parent should take into consideration the family priorities in terms of cultural values and traditions (Phillips, 2010). Although not proven, it is said that the behavior of boys and girls when brought together is a clear reflecti on of the society they come from. A disciplined and obedient girl reflects the ethics, which the family and the society she comes from uphold. Discussion Arguments have been brought up on whether to ban or maintain single-sex schools. There are many points, which researchers provided to support the reason as to why single-sex education should be embraced. First, it is important to have single-sex education, because at puberty or adolescent stage many students get attracted to stuents of opposite sex and this can cause a great distraction on students concentration in their studies. This is a normal behavior that both sexes exhibit. It is, however, not efficient to have separate classrooms for boys and girls within the same compound. This does not eliminate the aspect of distraction, because during the break sessions they will still have time to interact (Barry, 2002). Having single-sex education provides ample time to students to concentrate on their studies rather than combining social life with academics. These students get their social time when they are out of school, and this is enough to make them get enough friends if needed, Furthermore, there is need to have this education system because of the differences in the optimum concentration temperatures for the two parties. Girls are known to concentrate well in warm classroom temperatures and vice versa for their male counterparts. Some researchers have also supported this and showed that education prospects are easily broadened in single-sex education. In mix-sex schools gender stereotypes are being enforced, but they are broken in single-sex schools. The best example of this is the pressure exerted on girls, when they are made to compete equally in those subjects that are known to be male-dominated. This undermines the girls efforts because boys can easily take part in feminine activities li ke poetry among others. Single-sex education will help boost a students confidence, which could be suppressed in mixed schools. On the other hand, there are reasons why single-sex education should be banned. When undergoing training as an educator most colleges do not offer special education for different genders. Although this is true, it is easy for an experienced educator to understand the differences between male and female student (The New York Times, 2011). Due to this fact, they can easily accommodate them and successfully apply different styles of learning within a single classroom where there are both boys and girls. This shows that having separate schools for boys and girls is an extra expense on employing a different educator, when it can be done in the same classroom. Another reason is the assumption that there is a similarity in gender learning difference. These differences are not constant in normal conditions but are rather diverse. Teaching styles applied by educators in single-sex schools can be ineffective and detrimental to an assertive girl or a sensitive boy. There has been an assumption that boys prefer an educator who shouts. This may be a nuisance to severall students, and therefore there is a need to have mixed schools to ensure moderate teaching styles, which will accommodate both boys and girls (Stanberry, 2010). Education is not a permanent source for any student. At one point in time these students will have an opportunity to work in an office, where there are people of both genders. A student who attended a single-sex school will tend to shy away from those of opposite sex and associate himself with same sex workers. This will destroy a persons co-operation with other members and may look unsocial. Earlier studies showed that a co-education classroom with a higher number of girls showed a better performance for both boys and girls. A study carried out by professor Analia in an elementary co-ed school showed that there was an increased performance for both genders in all classrooms with more girls compared to boys. The same trend exists in high school. This is attributed to the fact that a class dominated by girls experiences a low classroom disruption and promotes a good relationship among students and with their teachers. The American Council dealing with education gave a report, which said that the academic discrepancy between female and male students is small. He also said that there is a large gap in terms of academic achievement for students who are in different ethnic, racial and socio-economic factions. The representatives of minorities and the poor students show bad performance regardless of the schools they attend. They therefore argue that to bridge this academic gap requires more attention on this factors rather than dividing the genders. Furthermore, it is illegal and discriminatory to have single-sex education. This has become a crucial issue, and in 2008 ACLU led this and filed a case in the court. This was because middle schools in Kentucky had practiced and offered single-sex education in public schools. This was considered discriminatory and illegal. Offering single-sex education violates federal and state laws as well as denying students of education opportunities as stated in the Educational Opportunities Act (New York Times, 2011). Conclusion In conclusion, a parent has an option of deciding whether to enroll his child is a single-sex school or not. One should consider the pros and cons of both types of systems and the childs natural capabilities. The public view on the idea of single-sex education shows that many of them would prefer banning these schools. Buy custom Single-Sex Schools essay

Legalize Google Glasses while Driving Assignment

Legalize Google Glasses while Driving - Assignment Example They are efficient in enabling a driver to check on literally all features of a vehicle such as fuel levels, the GPS, weather and temperatures and such other features that normally require one to make eye contact from the road to the dashboard of the vehicle or on phone. There are thus profound advantages while using the glasses but critiques argue that the use is equally as dangerous as the concentration of a person definitely shifts from the road to the features on display on the glasses. Proponents of the legalization of the glasses argue that they are covered in the legislation on support to use of hands-free gadget while driving to minimize the likelihood of accidents. Fact: The head-mounted technology in use with the Google glasses are a great revolution in modern day but lawmakers are increasingly getting disturbed by the use of such computerized technology. In fact, the legislature in West Virginia is in the process of amending existing legal infrastructure to get the offense in use of Google glasses while driving. Cause: As many get disturbed with increased rates of accidents through use of cell phones while driving the support of such measures to ban completely the use of the phones while one drive would be instrumental in addressing the issue. Effect: It is likely to produce positive effects as required in reducing rates of road accidents by banning the use of the phones while on road. This would encourage the use of hands-free communication devices while driving. Summary: Melnick Meredith, â€Å"NTSB Calls for a National Ban on Cell Phones Behind the Wheel† 2011. Web. 26 March 2014. Melnick shows that risks of car crash increase greatly by the use of cell phones while driving.  

Discuss the evidence, or lack of evidence, that exists to support the Essay

Discuss the evidence, or lack of evidence, that exists to support the use of adrenaline (epinephrine) in cardiac arrest in pre-hospital setting (ambulance work) - Essay Example patients outside of hospital had no substantially greater success or improved survival rates over medical technicians supplied with basic CPR skills and semi-automatic defibrillators (paraphrased from graphs. 1-3). In a related study (Heart, 1997), researchers found results consistent with a continued skepticism over the use of adrenaline. According to this article, "Some emergency medical staff were authorised to give standard doses of adrenaline during the observational period. Adrenaline was given to 35% of patients and was associated with a significantly greater rate of restoration of spontaneous circulation and hospital admission. However, there was no significant difference in hospital discharge rates between the two groups. Thus adrenaline and its dosage during cardiac arrest remain controversial" (412-414). It appears that when paramedics and other qualified emergency medical personnel give adrenaline to cardiac arrest patients in the field, it significantly improves the chance that the patient will live long enough to be admitted to the hospital, but it does not significantly improve the chance that patient will survive long enough to be discharged from the hospital. Adrenaline is good for buying the patient an extra few hours or an extra day filled with tests and possibly some invasive treatments. It may not be good for much more. It should be pointed out that these findings may be more germane to patients who are found in ventricular fibrillation, rather than asystole. According to a study carried out in Sweden and reported in Resuscitation (1995a) Jun;29(3):195-201., "A large proportion of cardiac arrests outside hospital are caused by ventricular fibrillation. Although it is frequently used, the exact role of treatment with adrenaline in these patients remains to be determined. AIM: "To describe the proportion of patients with witnessed out-of-hospital cardiac arrest found in ventricular fibrillation who survived and were discharged from