...done through others with the use of effectiveness as well as efficiency. Managers have to be concerned with the efficiency and effectiveness in the work process. Effectiveness is accomplishing tasks that help fulfill organizational objectives such as customer service and satisfaction. Efficiency is getting work done with a minimum of effort, expense or waste. 2. Explain the four functions of management. Managers will serve their company well when they plan, lead, organize and control. Managements who perform these four managerial functions are well more successful. Planning is determining the organizational goals and a desire to achieve them. It is a good way to improve a company’s performance because it encourages people to work hard for extended periods, engage in behaviours directly related to goal accomplishment, and think of better ways to do their jobs. Organizing is deciding where decisions are made, who will do what jobs and tasks, and who will work for whom in the company. Leading involves in inspiring and motivating workers to work hard and try their best to achieve organizational goals. Controlling is monitoring progress toward goal achievement and taking corrective action when needed. The basic control involves in setting standards to achieve goals, comparing actual performance to those standards, and then making changes to performance to those standards. 3. Describe the different kinds of managers. There are different kinds of managers that include...
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...managementand evaluation of staff. Appraisals help develop individuals, improveorganizational performance, and feed into business planning. Formalperformance appraisals are generally conducted annually for all staff inthe organization. Each staff member is appraised by their linemanager. (Directors are appraised by the CEO, who is appraised by thechairman or company owners, depending on the size and structure of the organization). Annual performance appraisals enable managementand monitoring of standards, agreeing expectations and objectives,and delegation of responsibilities and tasks. Staff performanceappraisals also establish individual training needs and enableorganizational training needs analysis and planning. Performanceappraisals data feeds into organizational annual pay and gradingreviews, and coincides with the business planning for the next tradingyear. Performance appraisals generally review each individual'sperformance against objectives and standards for the trading year,agreed at the previous appraisal meeting. Performance appraisals arealso essential for career and succession planning. Performanceappraisals are important for staff motivation, attitude and behaviourdevelopment, communicating organizational aims, and fosteringpositive relationships between management and staff. Performanceappraisals provide a formal, recorded, regular review of an individual'sperformance, and a plan for future development. In short, performanceand job appraisals are vital for managing...
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...Relationship between interest groups and government: Bangladesh perspective in the light of FBCCI, BGMEA and DCCI Introduction Interest group, also called special interest group or pressure group, any association of individuals or organizations, usually formally organized, that, on the basis of one or more shared concerns, attempts to influence public policy in its favor. All interest groups share a desire to affect government policy to benefit themselves or their causes. Their goal could be a policy that exclusively benefits group members or one segment of society (e.g., government subsidies for farmers) or a policy that advances a broader public purpose (e.g., improving air quality). They attempt to achieve their goals by lobbying—that is, by attempting to bring pressure to bear on policy makers to gain policy outcomes in their favor. Interest groups are a natural outgrowth of the communities of interest that exist in all societies, from narrow groups such as the Japan Eraser Manufacturers Association to broad groups such as the American (AFL–CIO) and to even broader organizations such as the military. Politics and interests are inseparable. Interests are a prevalent, permanent, and essential aspect of all political systems—democratic, authoritarian, and totalitarian regimes alike. Definition According to Wikipedia, ‘The term interest group refers to virtually any voluntary association that seeks to publicly promote and create advantages for its cause. It applies...
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...leadership. The organization which will use to describe the link between strategic management and leadership is TESCO and it will discuss about the impact of strategic management and leadership on the organization and how they work. LINK BETWEEN STRATEGIC MANAGEMENT AND LEADERSHIP: Strategic management: According to Neil Ritson "Strategic management is the organised development of the resources of the functional areas which are financial , manufacturing , marketing , technological , manpower etc, in the pursuit of its objective it is the use of all the entity resources, It is a set of policies adopted by senior management, which guides the scope and direction of the entity. It takes into account the environment in which the company operates". (Neil Riston, 2008) Desired objective Strategy Development of resources rereresources So simply strategic management works in the organization according to their mission statement and find methods to achieve certain goals through the proper utilization of their resources. LEADERSHIP: In Audrina words a leadership is when you guide the organization into a result that your group has agreed upon. You and the rest of the team have a defined understanding to determine the ability and to articulate visions and goals. Leadership is said seen just as a facet of successful manager. It usually works on precedence for strategic planning and management and long-term success. (Audrina Majella, 2008) Leadership is a skill which a person develop through...
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...researchern som lägger fram teorierna har. T.ex. säger hur vi ska ta till oss och använda redovisningsmetoder. Kapitel 2 Theories of regulation Public interest theory There is the public interest theory of regulation which propose that regulation be introduces to protect the public. It assumes that the regulatory body (usually government) is a neutral arbiter of the public interest and does not let its own self-interest impact on its rule-making processes. “The regulator does its best to regulate so as to maximize social welfare. Consequently, regulation is thought of as a trade-off between the costs of regulation and its social benefits in the form of improved operations of markets”. Regulation put in place to benefit society as a whole rather than vested interests. Regulatory body considered to represent interests of the society in which it operates, rather than private interests of the regulators. Assumes that government is a neutral arbiter. Criticisms of public interest theory Critics question assumptions that economic markets operate inefficiently if unregulated. Question the assumption that regulation is virtually costless. Others question assumption of government neutrality; argue that government will only legislate and groups will only lobby for regulation if it will increase their own wealth. Capture theory A contrary perspective of regulation is provided by capture theory. It argues that although regulation is often introduced to protect the public...
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...think only certain individuals are attracted to these types of jobs, or is it the characteristics of the job themselves that are satisfying ? Their different jobs include long hours of working (more than the norm), and travel often difficult to have unable a family life. This is the case of Tony Kurtz . Most of the people hope to have a job that allows them to do some activities after work, to have a life outside the company. It is difficult to accept the conditions of work of the four managers. But few people accept to work like four managers. They accept because they like them work or working is a need for them. So these are the only individuals who would be attracted to those jobs with such terms. Despite the extreme nature of the jobs that can’t satisfy lot of workers, despite the high compensation and pay, these four managers’ jobs would be appreciated by people who think that jobs and their constraints are challenges. They accept challenges. Irene, John, Tony, and David show that they are motivate despite the conditions imposed by their work .they are satisfy by them work too. This satisfaction justifies their implication in the organization and also that they accept the conditions as a positive challenge. It is motivation and satisfaction that permits to work despite work pressure. 2 –what characteristics of these jobs might contribute to increase level of job satisfaction? Irene, John, Tony, and David have stable jobs because they are top managers. They are even envied...
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...behavior, as viewed and practiced by managers. It also identifies the skills and competencies that leaders will need to create the ideal 21st century work atmosphere, such as intelligence, passion, a strong work ethic, a team orientation, and a genuine concern for people. Learning Objectives After completing this chapter, students should be able to: 1. Define in applied terms organizational behavior. 2. Describe the disciplines that have contributed to the field of organizational behavior. 3. Discuss the importance of understanding behavior in organizations. 4. Explain the time dimension model of measuring effectiveness. 5. Explain the relationship between quality and organizational effectiveness. Key Terms power of human resources—The ability to get things done in the way one wants them to be done. globalism—The interdependency of transportation, distribution, communication, and economic networks across international borders. cultural diversity—The vast array of differences created by cultural phenomena such as history, economic conditions, personality characteristics, language, norms, and mores. rapidity of change—The speed at which change occurs. Rapid change is found in many areas such as technology, demographics, globalism, and new products and services. psychological contract—An unwritten agreement between an employee and the organization that specifies what each expects to give to and receive from the other...
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...destruction of other key industries basic to military strength. This included the removal or destruction of all industrial plants and equipment in the Ruhr area.[1] In occupied Germany, the thinking behind the Morgenthau plan was at first reflected in the U.S. occupation directiveJCS 1067[2][3] and in the Allied Industrial plans for Germany aimed at "industrial disarmament".[3] Compared with the Morgenthau Plan, however, JCS 1067 contained a number of deliberate "loopholes", limiting any action to short-term military measures and preventing large-scale destruction of mines and industrial plant, giving wide-ranging discretion to the military governor and Morgenthau's opponents at the War Department.[4][5] JCS 1067 was later replaced by JCS 1779, which aimed at restoring a "stable and productive Germany" and was soon followed by the Marshall Plan.[4][6] The contemporary historical assessment is that the Morgenthau Plan was of no significance for later occupation and policy in Germany, but that Nazi propaganda on the subject had a lasting effect and that it is still used for propaganda purposes by extreme right-wing organizations.[7][8] ANS 3 Formal organization A formal organization refers to the structure of well defined jobs, each bearing a definite measure of authority, responsibility and accountability. Thus, a formal organization is created through the co-ordination of efforts ofvarious individuals. Every member is responsible for the performance...
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...Unit: 3 Organisation behavior 1) A) Compare and Contrast Different Organisational Structures and Cultures? There is a ton of information on organizational culture and about every detail. The relationship between organizational culture and organizational structure is an important theme. The two can be difficult to clearly distinguish from one another, and even more so to clearly define within an institution. Organizational structure works within an organizational culture, but it is not completely separate. The two are very much intertwined. Organizational culture is more of a larger picture, a more general term that refers to a large umbrella of smaller topics and issues within an organization. The structure refers to the infrastructure and the various methods and practices within that infrastructure. That helps an organizational culture run with the efficiency and consistency which should be the hallmark of any healthy organizational structure, whether it is in a corporation, sports team, or any other set up that is large enough to create its own organizational culture. This makes the structure an integral part of any organizational culture, but also narrows out a very specific segment of the culture as its own responsibility. Organizational structure will deal primarily with the set up of the culture. How management works, which specific responsibilities supervisors have, how a complaint is passed through the ranks-these are all issues within the organizational culture...
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...Score Exam Mark / 65 Study Score Exam Mark / 65 50 65 39 48 49 64 38 46 48 63 37 44 47 62 36 42 46 61 35 40 45 59 34 38 44 58 33 36 43 56 32 34 42 54 31 32 41 52 30 30 40 50 29 Revising Smart 28 Revising Smart • Make A Definition Sheet Every key term needs a definition Everyday terms you know the definition for, still DEFINE Eg. Organisation, Productivity • • Don’t use the words in the term www.engageeducation.org.au Summary & Definition Sheets Practice Exams Questions from text book Memorising Revising Smart Make A Summary Sheet THE MOST IMPORTANT THING YOU CAN DO BEFORE THE EXAM 1 THE STUDY DESIGN Revising Smart AREA OF STUDIES (5): UNIT 3: • • • AOS1: LSOs in context AOS2: Internal environment of LSOs AOS3: Operations Management Use these dot points as sub-headings for your summary sheets UNIT 4: • • AOS4: Human Resource Management AOS5: Change Management YOUR SUMMARY SHEET Revising Smart Questions from text book Revising Smart 1. Comprehensive Questions – “What”, “List”, “Explain” 2. – – – Analytical Questions How? Synthesize 10 Mark Question Revising Smart Preparing for the 10 Mark Question Preparing for the 10 Mark Question Level of Wastage (PI) Corporate Culture Elements of Operations Function ...
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...workers and the skills of those workers that will be required by the organization to achieve its objectives 2.1.1 – Identify the constraints and opportunities provided by demographic change. 2.1.2 – Discuss the significance of changes in labour mobility, both domestic and international. * Separated into occupational mobility of labour (based on workers’ willingness to take jobs requiring different skills) and geographical mobility of labour (based on willingness to move locations for jobs) * High labour mobility helps a country achieve economic efficiency if jobs are lost in one area, workers are willing/able to move to other occupations * Developed economies labour is typically immobile; emerging market economies labour mobile * The more mobile workers are, the higher the supply of labour tends to be * However, a high degree of geographical mobility, especially between rural and urban areas, can lead to overcrowding and worsened living conditions 2.1.3 – Compare present human resources with future requirements and evaluate strategies for developing future human resources. * HR departments need to calculate future staffing needs to avoid having too few or too many staff, or staff with the wrong skills * HR departments must respond to business (corporate) plan and its objectives, to build workforce plan * Starting workforce planning is the workforce audit, which is a check on the skills and qualifications of all existing employees * Workforce...
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...Prepared byNORAINI ASHYIKIN BT ANUAR Human Resource Manager of Company Cadbury Submitted to: CEO of Cadbury Submitted to: CEO of Cadbury List of abbreviations and/or glossary Appraisal – “the act of estimating or judging the nature or value of something or someone.” (Dictionary.com, LLC, 2014) Appraisal interview – “A formal discussion held between a manager and his subordinate to discuss the performance of the employee in a specific period.” (Aminuddin, Huaman Resource Management, 2011) Development – “Learning activities designed to help the individual employee grow and improve his knowledge and skills, but which are not necessary in needed in his current ” (Aminuddin, Human resource management, 2011) Performance appraisal – “A technique of formally evaluating an employee’s work over a particular time period.” (Aminuddin, Human Resources management, 2011) Executive summary The Cadbury Company distributed 200 years ago and the name of the company are well known. The Cadbury made to sell variety of sweet chocolates. The taste of the chocolate still remains in tongue where the different taste from other company. The company continues to provide a best quality of the product. In Malaysia, the company supporting to make a decision to apply a performance Evaluation System. However all the mangers have to be train before start the performance evaluation system. Suggested to create this programme to develop employee better performance in present and also in the future. ...
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...Situation Analysis – 1-1 Situation Analysis – An Approach and Method for Analyzing the Context of Projects and Programme j:\cc69\nmm\website docs\situation analysis\situation analysis approach and method.doc Global M&E Initiative 1-2 An Approach and Method for Analyzing the Context of Projects and Programme Notes: j:\cc69\nmm\website docs\situation analysis\situation analysis approach and method.doc Global M&E Initiative An Approach and Method for Analyzing the Context of Projects and Programme 1-3 TABLE OF CONTENTS 1. THE RATIONALE FOR SITUATION ANALYSIS IN IUCN ............................................ 5 2. THE BASIC STEPS INVOLVED IN SITUATION ANALYSIS ......................................... 6 3. GUIDING PRINCIPLES FOR GOOD PRACTICE............................................................. 7 PARTICIPATORY ........................................................................................................................... 7 OUTWARD LOOKING..................................................................................................................... 7 LEARNING FROM OTHERS ............................................................................................................. 7 USING THE FRAMEWORK OF PEOPLE AND ECOSYSTEMS ................................................................ 7 DATA BASED NOT ANECDOTAL..................................................................................................... 7...
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...Select an appropriate job evaluation method and create a plan for evaluating jobs of scientists in different grades. 2. JOB ANALYSIS INFORMATION HAS THREE APPLICATIONS VIZ., JOB DESCRIPTION, JOB SPECIFICATION, JOB EVALUATION. JOB DESCRIPTION: It is a statement of duties, tasks, activities of a position. It elucidates the primary and secondary activities of a position. It also presents the reporting relationship and also the conditions under which the position holder should work. (For ex, desk job, lot of travelling involved, always on the field, etc) JOB SPECIFICATION: It is a statement of the eligibility criteria. It describes the qualifications, skills required for the position. JOB EVALUATION: It is a process of estimating the worth of a job in order to fix the salary/wage. There are many methods used to evaluate a job viz., point method, factor comparison method, etc. Job analysis is one of the preliminary activity necessary for preparing a proper job description. However job analysis may be used for other purposes also. A job description is defined by BS 32207 as a written outline of the main tasks of a job. It is a written statement covering the essential features of a job, including its purpose, duties, skill requirements and a set of duties and responsibilities that indicate the content of the job in detail. One obvious use of job description is for clarifying duties and responsibilities. Other uses of job description include job evaluation...
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... Page P1. Compare and contrast different organisational structures and cultures 3 P2. Based on the scenario given, explain how the relationship between an Organisation’s structure and culture can impact on the performance of the business. 4 P3. Discuss the factors which influence individual behaviour at work. 5 P4. Compare the effectiveness of the different leadership styles in two or more 5 Organisations of your choice. P5. Explain how organisational theory underpins the practice of management. 6 P6. Using an organisation of your choice, evaluate the different approaches to 7 Management P7. Discuss the impact that different leadership styles may have on motivation in 7 Organisations in periods of change. P8. Compare the application of different motivational theories within an organisation 8 of your choice P9. Evaluate the usefulness of a motivation theory for managers 8 P10. Explain the nature of groups and group behaviour within an organisation of your 9 Choice P11. Discuss factors that may promote or inhibit the development of effective teamwork 9 In organisations P12. Evaluate the impact of technology on team functioning within a given organisation 10 References 12 P1. Compare and contrast different organisational structures and cultures ...
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