...However, in current society, managing employees’ soul is also an important issue for management. The word ”soul” includes broad and abundant implications, it could be not only beliefs, ideologies and attitudes , but also goals and sentiments. This essay aims to discuss whether the “soul management” is rational or not. Main body: Alvesson (2001) states that employees’ attitudes, sentiments and mental thinking have an inevitable impact to their performance of an organisation. As a consequence, it is efficient to increase productivity if managers can encourage employees to accept and share the goals and values of the leader of the organisation, in other words, soldiering can be avoided because employees are willing to devote themselves to the organisation if their values and emotions are well managed. Moreover, Hollay(1991) identifies that what employees need is not only primary physical satisfaction, but also psychological satisfactions. It implies that managing employees’ values and beliefs can provide a motivation for them because they may acquire a sense of achievement and belongings , for an instance, “I born for this organisation”, as a result, for employees, they can be strongly motivated and more wages or bonuses can be earned because of less or no soldiering. The last benefit of managing employees’ soul is about unity( Lowe, 2008). It is helpful to unify different demographics because managing employees’ beliefs and emotions means making employees own shared values and cultural...
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...Should managers manage the employees soul? Are managers seeking to manage employee’s body for their benefit or do they really have the employee’s wellbeing in mind? It would be nice to assume that managers are seeking control for purely the employee’s benefit, but that is not always the case. Over the years, managers of every small and large organizational structure have implemented ways to control their workforce and get the best possible result out of them in order to maximize the profits of the firm. From F.W. Taylor’s “Scientific Management” techniques back during the industrial revolution to todays “Corporate Culture” world, managers are still striving towards managing the worker in the most efficient way. The principal object of management should be to secure the maximum prosperity for the employer, coupled with the maximum prosperity for each employee (Taylor, 1988, The Principles of Scientific Management, p. 1). The methods introduced by Taylor to achieve this maximum prosperity was inhumane, he ignored the soul of the worker, which led to strikes and other industrial action to be taken by workforce. Moving on to Corporate Culture, put in simple words, ‘It’s the way we do things around here’ (Deal and Kennedy, 1982). The culture is conveyed to its participants through the expression of sentiments, beliefs, and attitudes (Pleffer, 1981). The managers are responsible for integrating the desired culture into the organization. The manager becomes an evangelist, someone...
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... LDR/531 April 25, 2012 Positive Influence In this week’s assignment, the task is to create a plan for positive influence. In this plan it should include the challenges of communication, elements of effective collaboration, conflict management, and a plan for how to mediate the differences in attitudes, emotions, personalities and values within an organization team or group. It will also address how this plan will influence behaviors. Team Task Soul Optics Entertainment is a local music artist booking and management company. It employs around 100 employees, with more than half of the employees being part time contractors, and at least 85% of the employees work remotely. This is a small moderate size group of workers who at times work in small groups or teams. The company CEO has expressed that there needs to be a tighter and a more efficient way of booking and managing artist. There is also an option for Soul Optics to expand its client base in the US and surrounding countries within the next year. This would mean an increase in employee hiring as well. The task is to streamline the existing applications of business practices, and to expand, and enhance more diversity within the company to match the needs and differences of the new and existing clients. Effective Collaboration To address these new needs, company directors were each given a small cross-functional team to lead in creating a newly devised...
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...A Little Bit of Soul and a Lot of Success* IN the fall of 1983, a young man from Houston, named Michael, enrolled in the University of Texas intending to major in pre-med as his parents had wished. While taking classes, he continued the business he had begun in high school, upgrading personal computers for friends and teachers—this time out of his dorm room. By the start of the second semester, he had made enough money to move himself (secretly) and the business to a condo. By semester's end, he had rented office space, hired a few employees, and officially launched the Dell Computer Corporation. University days were over, and a great American business success story had begun. Ten years later at age 28, Michael Dell had become the youngest person to be CEO of a Fortune 500 company. During the 1990s, his startup had surpassed IBM to become the second largest computer manufacturer in the world. And by the end of that decade Dell passed Compaq to claim the title as top computer manufacturer and seller globally. In doing so, Dell achieved a seemingly impossible goal he had set early on. Michael Dell's success was due in part to his high intelligence, healthy ambition, and exceptional will to win. He also surrounded himself with smart people and allowed them to manage important functions of the company. He developed the strategic vision of being a global leader in personal computer markets by staying close to the customers and selling direct. And, Dell worked closely with his...
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...A Little Bit of Soul and a Lot of Success* IN TH E B EGI N ING IN the fall of 1983, a young man from Houston, named Michael, enrolled in the University of Texas intending to major in pre-med as his parents had wished. While taking classes, he continued the business he had begun in high school, upgrading personal computers for friends and teachers—this time out of his dorm room. By the start of the second semester, he had made enough money to move himself (secretly) and the business to a condo. By semester's end, he had rented office space, hired a few employees, and officially launched the Dell Computer Corporation. University days were over, and a great American business success story had begun. Ten years later at age 28, Michael Dell had become the youngest person to be CEO of a Fortune 500 company. During the 1990s, his startup had surpassed IBM to become the second largest computer manufacturer in the world. And by the end of that decade Dell passed Compaq to claim the title as top computer manufacturer and seller globally. In doing so, Dell achieved a seemingly impossible goal he had set early on. Michael Dell's success was due in part to his high intelligence, healthy ambition, and exceptional will to win. He also surrounded himself with smart people and allowed them to manage important functions of the company. He developed the strategic vision of being a global leader in personal computer markets by staying close to the customers and selling direct. And, Dell...
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...has its own strengths and weaknesses. The key for any organization in the implementation of teams is to evaluate which type of team will successfully enhance the organization in accordance with the type of work and employees to perform that work. As a superintendent for Riordan Manufacturing, Inc., I will work to determine the most beneficial type of team to maximize production of the newly designed custom heart valves at the Pontiac, MI location. There are various strategies in the formation of teams for business purposes. One such strategy is known as the problem-solving team. Teams constructed and labeled as problem-solving are usually informal in nature and do not accomplish much in the grand scheme of things organizationally. They are usually comprised of no more than 12 employees, most likely at the same pay level and from the same department within the company. The meetings between members of problem-solving teams are very open and ideas are shared, but it is not often that ideas are taken from these teams and actually implemented into the company. Authority and decision-making ability are a great lacking factor in the formation of problem solving teams. Another type of team in the world of business is the self-managing team. In business, self-managing teams take things one step further...
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...“Business ethics in the workplace is about prioritizing workplace moral values and ensuring that employees align their behavior with these values - its values of management. Yet there are many myths abound about business ethics and the majority of these come from a general confusion about the concept of ethics, while other myths come about from constricted or one-dimensional views of ethical predicaments”. (McNamara, n.d.). The first myth of business ethics says that it is more of a focus on religion than effective management. “Altering people’s values or souls is not the aim of an organization ethics program however managing values and conflict among them is…” (Kirrane, 1990). Business ethics should be about conflict resolution and value management. Certain other segments of people in management believe that business ethics equals corporate social responsibility. That however is not the case. In fact corporate social responsibility is only a small part of the concept of business ethics. Corporate social responsibility concerns itself with business management and society interfacing and not at all with ethics in the workplace, even though both concepts fall under the field of business ethics. “Business ethics is an application of ethics in the corporate community and also a way to determine business responsibilities. It identifies important business and social issues along with business critique”. (McNamara, n.d.). Management of practical matters of ethics in the workplace...
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...an organisation structure is shown below: Managing Director: A Managing director or CEO is the highest-ranking corporate officer in charge of total management of an organization. An individual appointed as a CEO of a corporation, company, organization, or agency typically reports to the board of directors. Typically, the CEO/MD has responsibilities as a director, decision maker, leader, manager and executor. The communicator role can involve the press and the rest of the outside world, as well as the organization's management and employees; the decision-making role involves high-level decisions about policy and strategy. As a leader of the company, the CEO/MD advises the board of directors, motivates employees, and drives change within the organization. As a manager, the CEO/MD presides over the organization's day-to-day operations. There are different management positions depending upon firms products, and/or Geographic units and of functional executives Chief Operating Officer (COO), Chief Finance Officer (CFO), Chief Information Officer (CIO), Chief Technology Officer (CTO), Chief Revenue Officer (CRO), Chief Visionary Officer (CVO) Board of Directors: A board of directors is a body of elected or appointed members who jointly oversee the activities of a company or organization. It is often simply referred to as "the board". The board is responsible for the success or failure of the company. Furthermore, it is the soul and conscience of the enterprise. If management...
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...organisation, connecting the individual to the corporate soul. Successful organisations have an implicit strength in taking advantage of the goodwill that cultural values engender. Learning to tap the improvement potential by making core values work for your company contributes significantly to the sustainable long tail. Building a Vision-Guided, Values-Driven Organization Richard Barrett is the Managing Partner of Richard Barrett and Associates and creator of the Corporate Transformation Tools®. He has written a powerful article on values driven companies. Barrett believes that organizational values are more important today than at any other time in history because the personal and societal context within which business operates is changing. Who you are as an organization, and what you stand for, is just as important as what you sell. The values that an organization lives by are important to a variety of stakeholders: Societal: Organizational values need to meet society’s expectations with regard to environmental stewardship and social responsibility. Failure to support society’s values can have a very significant impact on financial performance. Shareholders: Organizational values need to meet the needs of the new breed of shareholders that are only investing in companies that: (a) meet socially responsible investment criteria; and (b) compete to be the best companies to work for, or other quality awards. Potential employees: To attract the best people, the organizational...
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...26 Mario has operated a chocolate-making business in Australia for the past 25 years. Recently there have been increases in the cost of labour in Australia. Current industry trends indicate that a new organisational structure based on behavioural theory would be more beneficial than the existing hierarchical structure. There has been an increasing demand for Mario’s chocolates from overseas buyers. Mario is now assessing the future direction of his business by considering international expansion. Mario has a good reputation in managing his local workforce. He would like to achieve the same reputation with his potential overseas workforce. Mario wishes to investigate the following: • alternative organisational structures for his Australian business; • employment relations with reference to staffing systems; • managing labour-related issues in international markets. You have been employed as a consultant to prepare a report for Mario. In your report, describe an alternative organisational structure for Mario’s Australian business. Recommend ONE staffing system for Mario’s proposed overseas business. Evaluate TWO employment relations strategies which could be used to manage change if international expansion occurs. 1. Executive summary Due to the constantly changing external business environment, it is inevitable that Mario will have to alter his business’ internal culture in order...
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...A Touch of Sugar (Healthy Soul food) Restaurant JaCory Fitzgerald FIN375: In the Small Business Instructor: Robert Sparks December 16, 2014 Intro The one thing that everyone has in common is food no matter what type of food that it is. It is one of the top selling products in the world today that everyone is trying to get a piece of. That is why my personal venture is the way through people stomachs and that is by the name of a business that I call (A Touch of Sugar) a family restaurant. With this bright idea it is something that I can turn a hobby in to a business while still putting smiles on people faces. This will show the total breakdown from start to finish in how a business is run and all of the little things that it takes in order to keep a business afloat and see if the business will be successful in the future. Development Concept The first thing in preparing to run a successful business is having the right location or area so that you can get land so that you can have the restaurant built or occupying a building that is already built that you will be paying rent on. In this case I will be paying rent that will be around 2,722 a month for 6,000 square feet building for 30 years that will make the lot space 980,000 dollars. The utility cost of the building will be around 750 dollars a month that will include water, electricity and sewage. There will be a 1,000,000 in insurance that will...
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...1. Southwest’s Strategy and its Business Focus Southwest’s strategy involves: providing low airfares, short haul, point to point flight, only using Boeing 737, no international flights, one class seating, no meals or movies on flights, and fast turn around times for airplanes. Additionally, Southwest prides itself on delivering positively outrageous customer service (O’Reilly & Pfeffer, 1995). In fact, if Southwest were asked the question, “what business are we in” its most likely response would be, “we are in the business of providing excellent customer service.” For example, Southwest capitalizes the word “Customer” in all of its corporate communications in order to show how important their customers are (O’Reilly & Pfeffer, 1995). Another example is a Southwest employee offered to take care of a customer’s dog when the customer found out he could no longer take him on the airplane. The customer agreed, and the Southwest employee took care of the dog for two weeks so the customer could enjoy his vacation (O’Reilly & Pfeffer, 1995). These are just a few examples that show the importance that Southwest places on providing high levels of customer satisfaction. 1. Southwest’s Success Southwest has been successful for so long for a variety of reasons. One is the strategy that Southwest has is very effective because it has been able to provide value to customers in ways that other airlines have not been able to easily match (Cummings & Worley...
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...market, unique, quality products, growing reputation, and loyalty of the customers. Weaknesses: capitalization, small market (need to increase customer base), people not staying in the café, but buying takeout and leaving, need to find a way to get them to stay which could possibly lead to additional sales while they are there, small shop, lack of workers. Opportunities: wireless internet, delivery services, wider array of foods & drinks, good supply of coffee/chocolate expand their territory. Threats: established coffee houses, other online sources for fair trade coffee & local chocolates. A tactical plan should be based on strategic opportunities and is likely to contain step-by-step implementation: * Hiring two part-time employees – within 1 month * Developing an expanded menu (with desserts, tea and beverages) – within 2 months * Adding wireless connection option – within 2 months * Expanding marketing and advertising policy (radio, TV, banner ads) – within 3 months * Development of a website with online ordering possibility and delivery options – within 6 months * Search for two more, bigger locations- within 8 months. In this first situation I would report the report the inappropriate actions of the minister to the appropriate authorities. In my opinion this would be the only ethical thing to do. Also preventing any unethical actions would benefit the...
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...is a continuous yearly exercise done by the HRD department of any organisation to evaluate the performance of the employees. It is a very important tool which can motivate employees to perform better and gain respect in an organisation. This project tries to find out the effectiveness of an appraisal system in today’s corporate culture and also tries to find out the loopholes in it which causes its failure. INTRODUCTION When a company makes any investment it evaluates...
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...Management people in organization The employees or people working towards the achievement of a common goal are the biggest assets of an organization. Managing the people of an organization is known as people management or human resource management. In this context, the main purpose of the report is to talk about the issues related to people management and itself as issues in changing world of business and workplaces. Next segment of the essay attempts to focus on the challenges that are contributing to people management issues in organizations. Afterward, a number of theories have been presented in the discussion that can help dealing with issues related to people management. The essay has illustrated the critical review of people management theories discussing their integration to assist the managers in dealing such issues. In contrast, the way of using these theories by managers to overcome the people management issues also have been delineated in this essay. Before highlighting the issues in relation to people or human resource management, it is necessary to know what people management is and how is it perceived within the organization. It is understood that people are the soul of the organization and success and the failure of then business totally depends on their attitude and performance. Therefore, the very difficult task for a manager or an employer in the organization is managing the people. A manager is supposed to lead, train, inspire and encourage the people working...
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