...Organizational Structure And Culture At Tesco Management Essay Published: 23, March 2015 An organisations structure can depend on its size, the sector it operates in public, private, or third sector i.e. voluntary or charitable, the number of people it employs and its physical resources. Following are three different types of organizational structures Functional organisational structure Functional organisations are organised according to technological disciplines. Senior functional managers are responsible for allocation of resources but the responsibility for the total product is not allocated to one person but rather to a senior management group. Coordination occurs through agreed organisational procedures, detailed specifications and regular meetings both ad hoc and structured. Generally products that require a high level of specialist knowledge require a functional structure. Divisional organisational structure Divisional organisations are commonly divided into smaller units of operation with each division being aligned to a sales or production unit with supporting sales, production, finance, HR, and marketing resources operating under a departmental manager but responsible to the unit manager and then upwards. 1.2 Organizational structure and culture at Tesco Professional Essay Writers Get your grade or your money back using our Essay Writing Service! ESSAY WRITING SERVICE Following are some of the features of organisational structure at Tesco Geographically...
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...Compare and contrast different organizational structure & Culture These essays have been written by students for you to use to help you with your studies. If you need your own custom law essay then we can help.... Get a quote for your own law essay... Share & Download Print Download Email Definition: “Individual gathered towards under the similar circumstances to achieve common goals”. Or “Organizational are the social or UN social arrangements for the collective goals”. Organization structure Every organization should have Organization structure because it tells about the level of hierarchy that who is responsible to whom and also shows position of a person. Organization structure consists of vital pillars of an organization which the organization is composed of. Frame of Organizational Structure:- Work Specialization:- Work specialization is a key factor of organization structure. In the organization there are several jobs along their workers. So the workers perform individually their tasks so they are performing that activity again and again then they trained and work specialized on their field. This factor is gives advantage and disadvantage both e.g. In a Honda company these are many portions every worker is specialize on their portion by doing one job. He could be more accurate, takes less time In less input will give more output and the disadvantage is that if the work specialized person is absent so the production will be...
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...Managing Human Resources Introduction In the essay, I will firstly discuss the relationships between perception, motivation and behaviour in relation to the work of the human resource manager in an organisation. In order to do this I will briefly introduce each subject, comment on the linkages that exist between each of them and comment on the critical aspects of each that HRMs need to understand in order to be effective. I will then discuss the management of perception. Human resources management is one of the most dynamic and challenging area of management (Bratton & Gold, 1999). Each individual has its own set of standard which clearly defines his or her personality .This can be influenced by the origin of culture and tradition mind set. In an organization structure perception, motivation and behaviour are three fundamental elements that lead to strong implementation of organization structure. The human resource department must have the mechanism to manage the three fundamental elements. If they are not managed properly it can have an adverse impact on the organization strategy. According to Leopold & Harris (2009) the foundation of human resource management is based on the five areas: • Staffing - Recruiting the right person with the right qualification, skills and experience to key positions. • Development and training - Development and training programme to ensure that staff has the right knowledge and skills to keep up with new development taking place in the working...
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...Definition: “Individual gathered towards under the similar circumstances to achieve common goals”. Or “Organizational are the social or UN social arrangements for the collective goals”. Organization structure Every organization should have Organization structure because it tells about the level of hierarchy that who is responsible to whom and also shows position of a person. Organization structure consists of vital pillars of an organization which the organization is composed of. Frame of Organizational Structure:- Work Specialization:- Work specialization is a key factor of organization structure. In the organization there are several jobs along their workers. So the workers perform individually their tasks so they are performing that activity again and again then they trained and work specialized on their field. This factor is gives advantage and disadvantage both e.g. In a Honda company these are many portions every worker is specialize on their portion by doing one job. He could be more accurate, takes less time In less input will give more output and the disadvantage is that if the work specialized person is absent so the production will be stop. By doing the same job he might be bore so the moral will be down... Departmentalization:- Though departmentalization jobs are divided into the specialize work and they perform the tasks in a groups the following are the forms of departmentalization Customer Departmentalization Geographical Departmentalization Functional...
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...must achieve all the major learning outcomes as follows:1 Understand the relationship between organisational structure and culture2 Understand different approaches to management and leadership3 Understand ways of using motivational theories in organisations4 Understand mechanisms for developing effective teamwork in organisations. | Issue Date | | Final Submission Deadline: | Submission Date: | Signature of Assessor | | Signature ofInternal Verifier | | UNIT AIM The aim of this unit is to give learners an understanding of individual and group behaviour in organisations and to examine current theories and their application in managing behaviour in the workplace. UNIT INTRODUCTION This unit focuses on the behaviour of individuals and groups within organisations. It explores the links between the structure and culture of organisations and how these interact and influence the behaviour of the workforce. The structure of a large multi-national company with thousands of employees worldwide will be very different from a small local business with 20 employees. The way in which an organisation structures and organises its workforce will impact on the culture that develops within the organisation. The structure and culture of an organisation are key factors which contribute to motivating the workforce at all levels of the organisation. The Japanese were instrumental in developing a culture of ‘continuous improvement through...
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...recorded and dispatched to student: Table of Content: Task 1…………………………………………………………………………………………………….…..5 Understanding the role and importance of human resource management in achieving organizational effectiveness 1.1 Define strategic human resource management ……………………………………………..............5 1.2 Explain the importance of human resource management in organizations..................................6 1.3 Analyse the framework of strategic human resource management..............................................7 Task 2……………………………………………………………………………………………………...….9 Understanding the formulation and implementation of human resource strategies 2.1 Analyse the strategic human resource process…………………………………………………..….9 2.2 Assess the roles in strategic human resource management…………………………………..…..11 2.3 Analyse the development and implementation of human resource strategies………………..…13 Task 3………………………………………………………………………………………………….….….15 Range of HR strategies that may be implemented within an organization 3.1 Identify a range of HR strategies for an organization…………………………………………..…..15 3.2...
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...Organisations do not evolve by chance, or are they structured in a random manner. They are structured in a way in which organisations can obtain maximum power and control, which ultimately leads to their goals being achieved at a much more efficient rate. The purpose of this essay is to analysis the two theoretical perspectives of Modern and Post-modern which have different ways of understanding power, control and resistance in organisations. This will be achieved by comparing the two different perspectives and of distinctive contributions to the power, conflict and resistance which are key determinants of organisational life. It is stated that “Organizational structure... describes both the prescribed frameworks and realized configurations of interaction, and the degrees to which they are mutually constituted and constituting. (Stephen P. Robbins and Barnwell 2002) Power is an important concept in organisation theory. Organisations are built up of many factors from culture, structure, technology, and power. However power is inter-related to every factor in organisation theory (Daft, R.L. 2007). Two perspectives will be used to present the understanding of power and how power adds to culture and structure. Basic use of the word ‘POWER’ is used as a synonym of influence, strength, authority, and control over others. In organisation theory there are many different aspects and understandings of power. Power can be divided as “formal authority” (Hatch and Cunliffe, 2006). For example...
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...Analyse and critically discuss the nature and purpose of the employment relationship for organizations and the relationship between work design, planning, pay and the employment relationship. Explain how expectancy theory; reinforcement theory and equity theory help managers to build an effective pay strategy as part of managing employment relationships Words: 2,695 . Introduction The term ‘employment-relationship’ is interchangeable with others when describing aspects of the overall relationship. According to USQ (2004) this relationship is basically the exchange of work by employees for pay from employers. While the primary relationship is that between the employer-employee, as organisations have evolved, grown in size and number, so too has the diversity of employees, each with their own particular ‘psychological contract’ (Hodgkinson 2003). The purpose of a defined and productive employment relationship is to equitably manage the various relationships, and resolve conflicts (USQ 2004). Breaching this psychological contract potentially will have negative implications for loyalty, motivation, and worker commitment to the organisation (Hislop 2003). This essay will discuss some of the factors in the workplace, which have an effect on the principals at each end of this relationship, and maintaining such diverse relations within a context of equity to each. The objective of business is to increase profits by increasing the effectiveness of production...
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...Definition ‘SHRMis that approach of HRM that refers that how all the aims and the objectives of the organization can be achieved through the people of the organization itself. It is a very critical approach of HRM. These objectives are realized by the employees of the organization, where each employee is given some objectives to achieve. Through this the employee also showcases his performance and thus grows.’ Two approaches of SHRM are: 1) Best Fit 2) Best Practice Discussing both here below, Best Fit Approach: takes into consideration all the circumstances that the organization is facing and hence create a best fit of strategies to best solve the problems. These circumstances that the approach takes into account could be internal as well as external to the organization. The people working in the organization become the center to the approach and it is these people that help is sort out the circumstances. The strategies thus developed under this approach focuses on the needs of the organization and the people. This approach is said to be important and one of the best practices because it keeps into consideration the hard as well as the softer aspects that make up any organization (People and policies/strategies). Through this approach the company gets to learn the things that shall be adopted and the things that shall not be. With this learning in place the organization can easily develop strategies best suited for them given the internal and the external conditions...
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...rights@newagepublishers.com ISBN (13) : 978-81-224-2487-4 PUBLISHING FOR ONE WORLD NEW AGE INTERNATIONAL (P) LIMITED, PUBLISHERS 4835/24, Ansari Road, Daryaganj, New Delhi - 110002 Visit us at www.newagepublishers.com CONTENTS xvii Dedicated to My Parents Shri Gopalrao and Gayabai Kondalkar This page intentionally left blank Preface Globalisation, technology advancement, open market system and desire of human beings to excel in the field one works has increased competitiveness and resultant work stress. Management of human behaviour and chanalizing it into correct direction has become important. Application of motivational theories, art of leadership and skill of redesigning jobs and modification to organisational structure is an on going process that facilitates positive work environment leading to increased job satisfaction of employees, greater productivity and organizational growth. Due to scientific advancement managing human resources is more challenging. It has been observed that everybody wants to catch up with next higher strata of life style. Social obligations have increased and so has increased the purchasing power, thanks to financial institutions who are doing a tremendous business of financing individuals. This situation has led to designing an appropriate situational model of managing human behaviour in varying conditions. There is no specific model for...
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...Therefore considering management development as a crucial part from the giant machine called ‘industrial business’, my chosen organisation is a massive global company with strong history heritage in this current area. In this essay the main topic for discussion will be how Unilever changed its management strategies in terms of its people over the years based on a few management ideologies, and what are the positive and negative outcomes from these alterations. The basic management theories which are going to be used are Systematic management (Taylorism, Fordism), People Management and Environmental Management as well as some additional theories which will support and clarify the made arguments in order to be achieved both depth and breadth of the critical analysis. The main reason why Unilever was chosen to be discussed in this paper is because it is one of the most successful organisations in the fast-moving consumer goods industry today, with strong, built market position. Therefore it would be a great example for describing how its management was developed through the years. Unilever is a British–Dutch company, which was founded in 1929 when two separate legal companies Marger Unie and Lever Sunlight merged. In the beginning Unilever operated with dual structure consisting of two headquarters – Unilever PLC in London and Unilever NV in Rotterdam....
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...Motivation Definition: 1. Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is a term that refers to a process that elicits, controls, and sustains certain behaviors. Motivational Techniques: 1. Negative motivational forces: Some managers believe that they can achieve results from their teams by shouting and swearing at them or by threatening them with disciplinary action. 2. Positive motivational forces: • Offering rewards and incentives – bear in mind that rewards must be deserved and recognition should be given only to those who have earned it. • Encouraging healthy competition – this can be advantageous but can also be detrimental when pitting staff against each other. 3. Positive Imagery: Posting motivational themes and messages, in the form of slogans or quotes, can help to positively empower a team. 4. Team-building activities: Improving team relationships can result in increased productivity and morale, and can lead to a much happier and healthier working environment. 5. Training: People can be skilled to become more motivated by showing them how to deconstruct tasks and challenges. Demonstrating to them how to cope in the workplace can lead directly to improved motivation. 6. Enhanced communication: Communication does not only mean talking to your team but also listening to them. It is important to ensure their understanding...
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...this essay is to discuss the new global definition of social work, to assess the background of this research and to highlight the implications of this new definition to social work practice and development in Zambia and Africa at large. To begin with, the new definition will be given and explained then a discussion of its background and implications will be made. Finally, a conclusion will be drawn. The new definition hopes to address three major criticisms of the prior definition. It attempts to be more inclusive of indigenous knowledge, to be less biased towards Western ideals of individualism and change, and instead to encompass collectivity, continuity and cohesion. Lastly, it endeavors to emphasize social work’s involvement in theory and research and its capacity as an academic discipline, in addition to its practical application. The links also include commentary and explanation for each aspect of the definition’s wording and the mandates, principles, knowledge and practice that undergird the social work profession (Kanyowa 1999) Social work is a practice-based profession and an academic discipline that promotes social change and development, social cohesion, and the empowerment and liberation of people. Principles of social justice, human rights, collective responsibility and respect for diversities are central to social work. Underpinned by theories of social work, social sciences, humanities and indigenous knowledge’s, social work engages people and structures to address...
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...ORGANISATIONAL BEHAVIOUR - Managing Organisational Change Essay Topic: One set of authors state that “An organisation’s ability to manage change will have a significant effect on its performance and prosperity” (Graetz. F., et al, 2006, p2 in Grates F. et al, 2006, Managing Organisational Change, John Wiley & Sons, Australia), whereas another author claims that few corporate change efforts have ever been successful (Kotter, J.P., 2005, ‘Why Transformational Change Efforts Fail’, Harvard Business Review, March-April 1995, pp 59-67). Discuss these two statements and build an argument that explains this apparent contradiction with regard to relevant organizational behavioural theory. In my opinion, the statements presented above do not contradict one another, in fact the two statements presented support the need for successful organizational change and the need for concerted effort in implementing the change. In almost every case, the basic goal has been has been the same: to make fundamental changes in how business is conducted in order to help cope with a new, more challenging market environment. Change is an organizational need, at one time or other and management needs rigorous support in achieving positive change outcomes. I want to look in detail the change management theory and practice including Transformational Change, The Tools and Techniques used for Change Management, Transforming Organisations for Organic Growth, Cultural Revitalisation and Behavioural Responses...
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...ORIENATION PERFORMANCE APPRAISALS INCENTIVES BASED COMPENSATION HUMAN RESOURCE AUDIT MOTIVATION THEORIES MORALE PERSONNEL POLICIES WORKERS’ PARTICIPATION IN MANAGEMENT UNIONS ORGANIZATIONAL DOWNSIZING MEANING OF ORGANIZATION STRUCTURE HUMAN RESOURCE MANAGEMENT ( H R M ) Definit io n 1 – Inte gr atio n “HRM is a series of integrated decisions that form the employment relationships; their quality contributes to the ability of the organizations and the employees to achieve their objectives.” Definit io n 2 – Influe ncing “HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true, regardless of the type of the organization – government, business, education, health, recreational, or social action.” 2 Definit io n 3 – Applica bil ity “HRM planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.” MEANING OF HRM: HRM is management function that helps managers to recruit, select, train and develop members for an organization. Obviously HRM is...
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