...Ethical Dilemma: Stressing out employees is your job 1. Do you think there is a trade-off between the positive (high performance) and negative (increased stress) effects of stretch goals? Setting goals is part of organizational life and a powerful way to keep employees aligned and clear about expectations. But how tough should the goals be? How high should you set the bar? Some leaders like to set goals at a low to moderate level, based on the concept that they want everyone to be successful. They believe that success increases employee motivation and satisfaction. A second approach is to set the goals fairly high, expecting that a good portion of the employees will achieve them, but everyone has to work pretty hard to be successful. The third approach is to make the goals so high that only the very best performers might attain them, but not too often. This is based on the premise that if you set the bar really high then everyone will work their hardest to go as far as they can. However, stretch goals can have a tradeoff between the positive and negative effects. On the positive side, it can increase high work performance since it enables employees to reach their fullest potential. Sometimes employees find stretch goals very motivating and make it a challenge to attain it, because managers generally attach incentives such as recognition and other forms of rewards for attaining these goals. Nevertheless, stretch goals also have negative effects and this is the stress that...
Words: 996 - Pages: 4
...computing was first heard in the year 1960 from the IBM, the IBM used cluster computing as the second option for connecting their large mainframe in the servers. These cluster computing was used to provide cheap ways or alternative that was considered cost effective in the commercial parallelism. Cluster is the process where computers are tightly or loosely connected and are working together thus seen as one system. The component that are in the cluster are normally interconnected using a fast or local network that is of high speed. The nodes in the network mostly computer that is used as the server normally run their own instance of the operating system. The whole idea of computer cluster started from coming together of computing development that entailed the presence of cheap microprocessor, network that had high speed and the software’s that was considered having a high performance in the distributed mode of computing. The main use of cluster is to boost the performance and the availability compared to using a single computer. The process is cheap and faster if compared to using a single computer. Computer cluster can be used in many ways to start with small corporate clusters with a minority of nodes to roughly faster mainframes example the IBM. Cluster computing has some outstanding importance when implemented in an organization. To start with cluster computing is known to be cost effective that is low cost. This is seen where customer has a chance to exclude the cost and the hard...
Words: 498 - Pages: 2
...MANAGEMENT COLLEGE OF SOUTHERN AFRICA IMPACT OF HIGH STAFF TURNOVER ON DIVISIONAL PERFORMANCE AT LIMPOPO ECONOMIC DEVELOPMENT AGENCY CHAVANI FRITZ-DONALD KHOSA MBA 2015 IMPACT OF HIGH STAFF TURNOVER ON DIVISIONAL PERFORMANCE AT LIMPOPO ECONOMIC DEVELOPMENT AGENCY BY CHAVANI FRITZ-DONALD KHOSA DISSERTATION SUBMITTED IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTERS OF BUSINESS ADMINISTRATION IN THE DEPARTMENT OF BUSINESS STUDIES MANAGEMENT COLLEGE OF SOUTHERN AFRICA (MANCOSA) SUPERVISOR: PAUL SINGH OCTOBER 2015 DECLARATION I, Chavani Fritz-donald Khosa declare that this dissertation is the result of my investigation and research and that this has not been submitted in part or full for the degree or for any other degree to any other University. ____________________________ __________________________ C.F. Khosa Date ACKNOWLEDGEMENTS I would like to thank The Almighty God for the wisdom and strength to embark on this academic research. Sincere thanks goes to my wife Elizabeth Khosa and children (Jamela, Vutomi, Tshulani and Andzani) for their patience, support, courage and inspiration throughout the studies. I am indebted to my parents, Dr J.H.M Khosa and Mrs RM Khosa for moral and financial support during my undergraduates and postgraduate studies and their encouragement to pursue this study. I dedicate this research study to my late brother Mr TH Khosa (Masters in Social...
Words: 2933 - Pages: 12
...A1- Explain how you determined your product design decisions in the simulation. In the simulation we had to start a computer company from the ground. Initially, we were given a 2 million dollar investment to start with. We had to choose 2 out of 3 markets in 4 different major cities each with their individual need. We had to design computers that will respond to their needs based on the market report that was provided. We did not have a report or review of our products to rely on to build new computers since we were a new company. Therefore, we analyzed the market research to see what our targeted market wanted and the price they were willing to pay. Then we build computers based on them. Mercedes, a very well-known car company, wants a computers that is fast and powerful, has engineering features and can connect with other computers. In response to their needs, we manufactured the GCS 100, a powerful, fast computer with engineering capacity that can link to other computers. We chose the GCS100 name because it is our acronym plus 100. We added the 100 in case we came with an updated version we can change the number and keep the GCS. After a quarter of deceptive result we decide to stop manufacturing the GCS100 and replaced it with Global Power computers which we later updated to global power 1. Workhorse has the largest market. They wanted an easy and fun to use computer with office application that can link with other computers. Therefore we manufactured the GCS with the...
Words: 1732 - Pages: 7
...Estimation of optimal serum concentrations of 25-hydroxyvitamin D for multiple health outcomes1–3 Heike A Bischoff-Ferrari, Edward Giovannucci, Walter C Willett, Thomas Dietrich, and Bess Dawson-Hughes Downloaded from ajcn.nutrition.org at UNIVERSITY OF OTAGO SCIENCE LIBRARY on September 23, 2012 ABSTRACT Recent evidence suggests that vitamin D intakes above current recommendations may be associated with better health outcomes. However, optimal serum concentrations of 25-hydroxyvitamin D [25(OH)D] have not been defined. This review summarizes evidence from studies that evaluated thresholds for serum 25(OH)D concentrations in relation to bone mineral density (BMD), lowerextremity function, dental health, and risk of falls, fractures, and colorectal cancer. For all endpoints, the most advantageous serum concentrations of 25(OH)D begin at 75 nmol/L (30 ng/mL), and the best are between 90 and 100 nmol/L (36 – 40 ng/mL). In most persons, these concentrations could not be reached with the currently recommended intakes of 200 and 600 IU vitamin D/d for younger and older adults, respectively. A comparison of vitamin D intakes with achieved serum concentrations of 25(OH)D for the purpose of estimating optimal intakes led us to suggest that, for bone health in younger adults and all studied outcomes in older adults, an increase in the currently recommended intake of vitamin D is warranted. An intake for all adults of 1000 IU (40 g) vitamin D (cholecalciferol)/d is needed to bring vitamin...
Words: 12046 - Pages: 49
...Total quality management in production: In pharmaceutical factory raw material arrives at the warehouse where it is stored in clean environment Basically there are two types of raw material is used in the production they are: 1) Inactive raw material 2) Active raw material Inactive and active Raw Material: Inactive raw material is used to increase the mass of the medicine .This material does not causes any effect on illness or disease. It increases the size of the tablet in order to make it digestible. On the other hand active raw material is used for illness and therapy. In pharmaceutical industry raw material is imported from foreign countries. At he time when raw material is stored in warehouse a sticker named quarantine is displayed on it in order to show that it has not undergone any treatment. Before production begins a sample is drawn from quarantine material which is passed from tests at quality assurance if it passes the test an analysis number is allotted on it. After this line clearance which is given by quality assurance that the material is available for production. Quality assurance chemists and pharmacists check the temperature and humidity in the production areas where machinery is situated along with all others, quality assurance gives line clearance to start the production and quality control department will check it at every stage. Two standards of productions are implemented during the whole production process i.e. USP (United States Pharmacopeia)...
Words: 774 - Pages: 4
...Chromatography INTRODUCTION IN THIS LAB, WE WILL BE EXPRESSING THE GREEN FLUORESCENT PROTEIN (GFP) IN BACTERIA AND PURIFYING IT USING COLUMN CHROMATOGRAPHY. THE SPECIFIC TYPE OF CHROMATOGRAPHY WE WILL BE USING IS HYDROPHOBIC INTERACTION CHROMATOGRAPHY (HIC). THE FOLLOWING IS INFORMATION FROM BIO-RAD INC., THE SUPPLIER OF THE REAGENTS: GFP has several stretches of hydrophobic amino acids, which results in the total protein being very hydrophobic. When the supernatant, rich in GFP, is passed over a HIC column in a highly salty buffer (Binding Buffer), the hydrophobic regions of the GFP stick to the HIC beads. Other proteins which are less hydrophobic (or more hydrophilic) pass right through the column. This single procedure allows the purification of GFP from a complex mixture of bacterial proteins. Loading the GFP supernatant onto the chromatography column When students load the GFP supernatant onto their columns, it is very important that they do not disturb the upper surface of the column bed when performing the chromatography procedure. The column matrix should have a relatively flat upper surface. A slightly uneven column bed will not drastically affect the procedure. However, subsequent steps of loading, washing, and eluting should minimize disrupting the column such that beads "fluff up" into the buffer. When loading the GFP supernatant onto the column, the pipette tip should be inserted into the column and should rest against the side of the column...
Words: 1541 - Pages: 7
...solvents with different polarities throughout the experiment, this determined whether the different pens provided were polar or non-polar. As discussed above, the polarity of the solvents has been identified through their structure and electronegativity. Both mix 1 and mix 2 contains polar and non-polar solvents which was used to determine the inks that had polar and non-polar properties. Now by knowing the polarity levels of the solvents, the ink polarity can be determined by how well it interacts with the solvent. As shown in figures 6 – pen 2 had Rf values of zero explaining that the ink was not soluble in water and acetic acid. This indicates that the ink components from pen 2 is non-polar because it did not interact with water (containing high levels of polarity). Furthermore, in figure 12, pens 3 and 4 were found to travel significantly faster and produced a clearer separation of pigments on the chromatography paper. As acetone is mostly polar, this indicates that the ink components has polar properties. Furthermore, when tested in deionised water, the ink from the exam notes was easily dissolved by water, indicating that the components of unknown ink are polar because polar molecules interest best with polar molecules. Showing very similar properties, in acetic acid and water, which are both very polar solvents, pen 3 and the unknown pen displayed the same separated pigments on the chromatography paper, with percentage differences of… Blue percentage difference: (100-100)/100...
Words: 1402 - Pages: 6
...Strategy: High Performance Organization vs. Learning Organizations? Electronic copy available at: http://ssrn.com/abstract=1839985 2 of 17 Introduction The High Performance Organization and the Learning Organizations are two concepts that have been studied extensively in the organizational change and improvement literature. This paper will compare and contrast these two perspectives on organizational effectiveness. These paradigms then will be related to a real organization with consideration given to practical approaches at improving effectiveness drawn from these paradigms. Survey of High Performance Organization A recent global study defines high performance organizations as ones where the following conditions hold: “people are valued, critical thinking is optimized, and opportunities are seized”(Annunzio, S. pg 3, 2004). The most common characteristics of high performance organizations are the following: “Flatter, horizontal structure instead of vertical hierarchy, work done by teams organized around processes; teams empowered to make decisions so management is decentralized and participative, empowered workers with high skill levels and cross-training; rewards for team performance, collaboration among teams, between labor and management, with supplier, focus on customers, quality, and continuous improvement, and flexible technologies (Kerka, S., 1995). Another study entitled “The High Performance organization: An Assessment of Virtues and Values” defines high performance organization...
Words: 3991 - Pages: 16
...Week 5 Research Assignment High Performance and High Regards By Cassie McDonald OML-360-433-201230 July 27th, 2012 Friends University In order to attain high performance in the Human Resource field nowadays, you must be able to walk the walk and talk the talk. However, as easy as that may seem, there are many factors that need to be taken into consideration to effectively create a high performing organization in the respect of any human resources department. Job design, recruitment and selection, training and development, performance management, and compensation all go hand-in-hand to develop such a successful, high performing outcome. Job design is a vital part in the development of high performance. The role that any human resource representative plays in this part is that they must put themselves in the managers’ shoes. To carry out the job successfully, you really have to break down work procedures and clearly define the specialized tasks to be completed. The human resource representative is responsible for working with the manager or the department lead to ensure this information is the most accurate as this will ultimately be the basis of which defines the job duties and responsibilities. By working with the managers or department leads, it gives the human resource representative the opportunity to thoroughly understand the job itself and its place in the grand scheme of the business. In high performance organizations, job design is essential because it emphasizes...
Words: 1286 - Pages: 6
...challenge, focused on development. Furthermore I will describe the cosmos of Maersk learning and competence development and provide alternative angles of conducting in this cosmos, in accordance with my own perspective. My ontological standpoint for this exam is constructivism (Olsen & Pedersen, 2005). The reality perceived is therefore not objective but created, or constructed, by man’s interpretation. This does not signify that I will avoid handling theories that are ontological objectivistic in order to discuss and compliment the various learning and competence development challenges of Maersk; but rather discuss the objective views and theories, and its contrasts to my standpoint. Organizational Change at Maersk Maersk have developed from a very standardized, family run company with certain and specific ways of running things; to a worldwide organization that have had to change in order to keep up with the time and trends. The major change in Maersk way of dealing with their learning and competence development occurred in 2008; Maersk had before 2008 a very objective approach to learning which were aimed towards trainees (Case, Page 7). In 2008 the People Strategy Sessions (PSS) is created and a shift towards a more individual development process has begun. PSS is developed to identify individuals, primarily in top management positions, that have a necessity for learning and competence development. These individuals is identified via Key Performance Indicator (KPIs) ...
Words: 3681 - Pages: 15
...Malaysian Minister for performance, Sri Idris Jala called on Prof. Ahsan Iqbal, Federal Minister for Planning, Development and Reforms in his office today on 10 PerformAnce has become key driver of success in democracy. PLM-N government got the mandate on account of its performance in Punjab. Now, we want Federal Government to be high performance driven to beat the challenges Pakistan faces. Pakistan can learn a lot from Malaysians experience of performance delivering and monitoring in public sector. Inaugural meeting of joint cooperation committee (JCC) of China-Pakistan economic corridor was held between Chinese delegation led by Mr. Zhang Xiaoqiang, vice chairman National Development and Reforms Commission (NRDC) and representatives of different ministries led by Prof. Ahsan Iqbal, Federal Minister for Planning, Development and Reforms. Chinese delegation comprised high government officials and prominent entrepreneurs. Malaysian Minister for performance, Sri Idris Jala called on Prof. Ahsan Iqbal, Federal Minister for Planning, Development and Reforms in his office today on 10 Performance has become key driver of success in democracy. PLM-N government got the mandate on account of its performance in Punjab. Now, we want Federal Government to be high performance driven to beat the challenges Pakistan faces. Pakistan can learn a lot from Malaysians experience of performance delivering and monitoring in public sector. Inaugural meeting of joint cooperation committee (JCC)...
Words: 350 - Pages: 2
...High turnover rate at the Royal Brisbane Hospital’s Bone Marrow Transplant Unit Executive Summary Table of Content Executive Summary 1. Introduction The objective of this report is to analyse the high turnover rate at Royal Brisbane Women’s Hospital’s (RBWH) Bone Marrow Transplant Unit (BMT Unit). Excessive turnover in the BMT Unit is a prime indicator that lack of strategic planning in place from management. The purpose of the report will include the Unit’s background, the main causes of high turnover rate, negative effects of turnover, different misconceptions associated with employee turnover, recommendation for curtailing the rate of turnover within the Unit and manage those to increase retention. 1.1 Organisation Background Cancer Care Services at the RBWH is the largest cancer service in Queensland and it’s also one of the largest in Australia (RBWH Research Report 2011). The Service encompasses divisions such as: Medical Oncology, Radiation Oncology, Haematology and Bone Marrow Transplant. The BMT Unit offers all treatment modalities for adult bone marrow transplantation. The 86 staff in the Unit comprises: 1 Nurse Unit Manager 2 Nurse Staff Managers 1 Assistant Director 1 Nurse Director. The Nurse Unit Manager manages the staff’s recruiting and rostering within the Unit, while the Nurse Staff Managers manages the staff recruitment within the whole Cancer Care Services line. 2. Description of the Problem Despite Cancer Care...
Words: 2222 - Pages: 9
...Muhammed Mughni Atique B.sc (Hons), Business Administration Gift University Gujranwala IMPACT OF HUMAN RESOURCE PRACTICES ONORGANIZATIONAL PERFORMANCE: A STUDY OF BANKING SECTOR OF GUJRANWALA Keywords: Organizational Performance, Employee Satisfaction, Recruitment &Selection, Training & Development, Performance Appraisal and Compensation Abstract: The purpose of this study is to evaluate HRM practices and their impact on organizational performance in banking sector. People believe that HR is not important it’s just a sunk cost and have no significant positive effect on org. performance. The aim of this study was to check the impact between Human resource management and organizational performance. The research was conducted in banking sector of Gujranwala .We have evaluated the impact of functions of HR like Selection, Training, Appraisal and Compensation (as Independent Variables) on Organizational Performance (Dependent Variables). We have done research with the help of questionnaires. The conclusion and results are presented at the end of this paper. The analysis showed the positive relation between the dependent and independent variables. Introduction: Our financial sector evolved very differently from banks in the developed world. For nearly a year after partition, Pakistan had no central bank. Habib Bank – established in 1941 – filled this gap initially, until the State Bank of Pakistan (SBP) was set up in 1948 under quasi-government ownership. Commercial...
Words: 3415 - Pages: 14
...High Performance Teams Waseem AL Rousan J3 M2 Assessment1 30675904 Waseem Al Rousan High Performance Teams Content J3 M2 Assessment1 30675904 Waseem Al Rousan Contents Introduction: ................................................................................................................................................. 2 What is a group ............................................................................................................................................. 2 Team Development Stages: Group Formation Theory (Tuckman’s 4/5 Stage Model) ................................. 3 Group performance theories ........................................................................................................................ 3 The T7 Model of Team Effectiveness ........................................................................................................ 3 Rubin, Plovnick, and Fry Model—The GRPI Model of Team Effectiveness .............................................. 4 Katzenbach and Smith Model—Focusing on Team Basics........................................................................ 6 High performing team case study/Umniah’s IT Infrastructure team ........................................................... 6 Team Performance Measurement and Management .............................................................................. 8 Team Behaviors and Values ...........................................................................
Words: 3823 - Pages: 16
