...similarities will be explored. This paper will also look at what it takes to effectively manage each generation. Each work force generation requires different management styles which leads to the need for different expectation as well for each generation. Therefore, the goal should be to understand the needs and work style of each generation. Research Paper: Understanding The Five Generations of Employees Introduction For any organization there must be a sense of camaraderie and team work amongst the employees. It is the management’s responsibility to ensure that this is fostered. The challenge that occurs however is that there are currently five generations in the labor force. “Evidence suggests that there are marked differences in expectations and motivators across generational cohorts.”(Cogin, 2012) Knowing how each of the generations work, their communication styles as well as what motivates them is key. Once a manager is able to meld these styles together there will be a stronger sense of togetherness and the employees will be more productive. The five generations currently in the labor force are the Traditionalist, the Boomers, Generation X, Generation Y and Generation Zen. There are many differences between each of these generations. One of the essential ones that must be understood is each generation’s core attitude toward work. As the work environment advances with technology, there are changes that also continue to happen in performance levels, communication...
Words: 2018 - Pages: 9
...Chapter 9 – Management and Change 9.2 Organizational change Change: any alteration in the business and work environment e.g. change in consumer taste, production methods, markets or products sold Managing change Profitable opportunities can arise from change, it must be considered a fundamental aspect of a business’s strategic planning The ability to manage and, in many cases, embrace and adapt to change will increasingly determine a business’s competitive advantage and survival Successful managers are proactive rather than reactive Change should occur at a pace at which it can be absorbed and integrated by the business All changes should be thoroughly evaluated to assess their overall impact Poorly managed changes normally result in employee resistance, tension, anxiety, lost productivity and decreased profits 9.3 Responding to internal and external influences Transformational (major) change: often results in a complete restructure throughout the whole organization e.g. flatter management structure, new work processes, changed employee structure, greater use of technology Incremental (minor) change: results in minor changes, usually involving only a few employees e.g. using email instead of fax Often, business will implement both major and minor changes simultaneously Internal influences Impact of change on organizational structure Structural change: refers to changes in the business’s structure, that is, the organization chart In recent years, the...
Words: 3352 - Pages: 14
...organization and must be based on determining the best was to support the competitive priorities of the enterprise. PROCESS CHOICE The first choice typically faced in process management is that of process choice. Manufacturing and service operations can be characterized as one of the following: 1. Project 2. Job Shop 3. Batch Flow 4. Line Flow 5. Continuous Flow The nature of these processes are discussed below and summarized in the manufacturing product-process matrix on page 8. Project Process. Examples of a project process are building a shopping center, planning a major event, running a political campaign, putting together a comprehensive training program, constructing a new hospital, doing management consulting work, or developing a new technology or product. A project process is characterized by a high degree of job customization, the large scope of each project, and the release of substantial resources, once a project is completed. A project process lies at the...
Words: 3683 - Pages: 15
...organization and must be based on determining the best was to support the competitive priorities of the enterprise. PROCESS CHOICE The first choice typically faced in process management is that of process choice. Manufacturing and service operations can be characterized as one of the following: 1. Project 2. Job Shop 3. Batch Flow 4. Line Flow 5. Continuous Flow The nature of these processes are discussed below and summarized in the manufacturing product-process matrix on page 8. Project Process. Examples of a project process are building a shopping center, planning a major event, running a political campaign, putting together a comprehensive training program, constructing a new hospital, doing management consulting work, or developing a new technology or product. A project process is characterized by a high degree of job customization, the large scope of each project, and the release of substantial resources, once a project is completed. A project process lies at the...
Words: 3683 - Pages: 15
...ninth edition STEPHEN P. ROBBINS MARY COULTER Chapter 13 © 2007 Prentice Hall, Inc. All rights reserved. Managing Change and Innovation PowerPoint Presentation by Charlie Cook The University of West Alabama LEARNING OUTLINE Follow this Learning Outline as you read and study this chapter. Forces for Change: Two Views of the Change Process • Discuss the external and internal forces for change. • Contrast the calm waters and white-water rapids metaphors of change. • Explain Lewin’s three-step model of the change process. Managing Organizational Change • Define organizational change. • Contrast internal and external change agents. • Explain how managers might change structure, technology, and people. © 2007 Prentice Hall, Inc. All rights reserved. 13–2 L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Managing Change • Explain why people resist change and how resistance might be managed. Contemporary Issues in Managing Change • Explain why changing organizational culture is so difficult and how managers can do it. • Describe employee stress and how managers can help employees deal with stress. • Discuss what it takes to make change happen successfully. © 2007 Prentice Hall, Inc. All rights reserved. 13–3 L E A R N I N G O U T L I N E (cont’d) Follow this Learning Outline as you read and study this chapter. Stimulating Innovation • Explain why innovation isn’t just...
Words: 1504 - Pages: 7
...Topic 1: Managing Management: • What is it? • Efficiency and Effectiveness Management • The process of getting things done effectively and efficiently, with and through people Effectiveness • “Doing the right things”, doing those tasks that help an organisation reach its goals Efficiency • Concerned with the means, efficient use of resources like people, money, and equipment (“Doing things right”) Managers: • Who are Managers? • Levels of Managers Top Managers • Responsible for making decisions about the direction of the organisation. • Examples; President, Chief Executive Officer, Vice-President Middle Managers • Manage the activities of other managers. • Examples; District Manager, Division Manager First-Line Managers • Responsible for directing nonmanagerial employees • Examples: Supervisor, Team Leader • Types of Managers Nonmanagerial Employees • People who work directly on a job or task and have no responsibility for overseeing the work of others. • Examples: sales and service staff Managers • Individuals who direct the activities of others in organisations. Functions of Management ( Fayol): • Planning, Organising, Leading, Controlling The Functions Approach • In the functions approach proposed by French industrialist Henri Fayol (1916), all managers perform four management activities • These activities are relevant to all managers, in all fields and industries • Originally Fayol proposed five functions/activities...
Words: 2605 - Pages: 11
...company offer a large packet of services to their costumes: standard delivery services, UK next day delivery, international air express, international road express and opportunity to add insurance cover for fragile or valuable items, or to use online booking system where people can send the occasional parcel without opening any kind of account or having a formal arrangement with the company. “The national network is supported by dedicated account management and costumer services team, which benefits our customers by working with a partner who provides a reliable, secure and flexible services. The company vision is to maintain our position as the expert within the UK parcel market” LO1 Understand the different perspectives of human resources management. Explain Guest’s model of HRM Human Resources Management can be define as “the organisational function that deals with recruiting ,managing ,developing and motivating people, including providing functional and specialised support system to foster regulatory compliance with employment and human rights standards” (Strandberg,2009,p2) Guest’s (1987) ideal-type model is used to characterize...
Words: 5221 - Pages: 21
...Introduction The United States workforce will be influenced in the next 20 years by several forces. The big shift in U.S. population size and composition (diverse, aging); advanced technology; globalization; and environmental and resources pressures. Technological advances and globalization are changing the way the workplace is structured, and creating a greater demand for less traditional and more flexible working arrangements. U.S. organizations to be able to respond effectively to globalization, and technological advances challenges, must have a workforce with greater range of experience, knowledge, and skills. Effective diversity management, skills development, and workplace training is very essential to stay competitive in a global environment. In addition increase labor productivity will be required to keep pace with global competitors. Environmental pressures, especially climate change and natural resources, will be another powerful force impacting the U.S. job market in the next 20 years. There are several factors that will influence the United States workforce in the next 10 years. Aging population, technology advances, and global competition. According to the bureau of labor statistics, the percentage of older workers (age 55 and over) will increase significantly, while those age (25-54) will decline, as well as those age (16-24)? Between the years 2005 and 2010, the population of (65-69) years old will rise by 17% and then explode...
Words: 2096 - Pages: 9
...ASSIGNMENT OF MONEY BANKING & FINANCE TO: PROFESSOR NASAR - UL – EMAAN TARIQ MEHMOOD GR: 202119 BBA 6 HAMDARD INSTITUTE OF MANAGEMENT SCIENCE (HIMS) Q1. Discuss in brief the various exchange rate systems. DEFINITION OF EXCHANGE RATE Exchange rate is defined as the rate at which one currency may be converted into another. The exchange rate is used when simply converting one currency to another (such as for the purposes of travel to another country), or for engaging in speculation or trading in the foreign exchange market. There are a wide variety of factors which influence the exchange rate, such as interest rates,inflation, and the state of politics and the economy in each country, also called rate of exchange or foreign exchange rate or currency exchange rate. (1). FLOATING EXCHANGE RATE SYSTEM In a floating exchange rate system, governments and central banks do not participate in the market for foreign exchange. The relationship between governments and central banks on the one hand and currency markets on the other is much the same as the typical relationship between these institutions and stock markets. Governments may regulate stock markets to prevent fraud, but stock values themselves are left to float in the market. The U.S. government, for example, does not intervene in the stock market to influence stock prices. The concept of a completely free-floating exchange rate system is a theoretical one. In practice, all governments or central banks intervene...
Words: 4843 - Pages: 20
...Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic direction. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management reminds us that training, strong commitment, and hard work alone is not enough to achieve desired results. InterCleans major contribution of performance management is its focus on achieving results – the sales team will be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers' organizations (University of Phoenix, n.d). In addition to performance management, career management is a critical tool that will be applied to provide employees with a life long, self-monitored process of career planning that involves setting personal goals and formulating strategies for achieving them. The development of a performance and career management program will explain the employee feedback process, manager’s assistance with helping employee’s reach a higher level of performance, opportunities for advancement, flexible schedules, adaptation to team diversity, and program costs and benefits. Individual Performance Appraisal System With the implementation...
Words: 992 - Pages: 4
... Career Development Plan Part III- Performance and Career Management A training and mentoring program was implemented for the new InterClean sales force. Our next step is to develop a performance and career management program that continues to work in alignment with the company’s new strategic direction. Performance management includes activities to ensure that goals are consistently being met in an effective and efficient manner. Performance management reminds us that training, strong commitment, and hard work alone is not enough to achieve desired results. InterCleans major contribution of performance management is its focus on achieving results – the sales team will be trained to engage directly with facilities managers, health care professionals, and operational executives in their customers' organizations (University of Phoenix, n.d). In addition to performance management, career management is a critical tool that will be applied to provide employees with a life long, self-monitored process of career planning that involves setting personal goals and formulating strategies for achieving them. The development of a performance and career management program will explain the employee feedback process, manager’s assistance with helping employee’s reach a higher level of performance, opportunities for advancement, flexible schedules, adaptation to team diversity, and program costs and benefits. Individual Performance Appraisal System With the implementation of the new...
Words: 985 - Pages: 4
...and Legal Responsibilities6 International Business6 General and Strategic Planning7 Organizing Work and Synergism8 Organization Structure and Chart9 Work Team Utilization9 Staffing10 Employee Training and Development11 Motivating Employees12 Leadership and Management14 Managing Conflict and Stress15 Managing Change15 Controlling16 Appraising and Rewarding17 Operations Management and Plans17 Operations Control18 CONCLUSION18 REFERENCES20 INTRODUCTIONIn 1947 President Harry S. Truman signed the National Security act, which created the United States Air Force. Since then, the USAF has revolutionized the technology, and tactics we use to protect this country. The Air Force played a pivotal role in World War II, Vietnam, and the Iraq War and in securing our borders. The US Air Force has become one of the most detailed, organized and efficient bodies, managed by top minds. It undertakes its responsibilities through different channels while ensuring that its work force remains dedicated, focused and competent to serve the nation. The Air Force is managed through several departments with comprehensively outlined responsibilities. Each of the bodies associated with the management of the Air Force has well specified details and identifies individuals with unique abilities and character to perform the demanding duties of managing the security of the nation. The Air Force has distinct characteristics in terms of its management. Just like any other organization, it has...
Words: 3676 - Pages: 15
...claims for managing diversity. Diversity itself remains an unclear concept. It is contextually specific and linked to demographic and socio-political features of the population and the workforce. Diversity is a selective concept in that some, but not all physical characteristics are incorporated into Managing Diversity programs (Moore 1999). Diversity also has invisible and hidden aspects that include culture and attitudes (Moore 1999). Managing Diversity programs in general mimic or reflect legislative programs that prohibit discrimination and encourage Equal Employment Opportunities within the workplace, and hence many Managing Diversity programs support such groups as women, ethnic minorities, older workers and people with a disability. There is a tension between diversity as a factor that generates forms of exclusion and inferior material outcomes in the labour market, and diversity as a factor that can be harnessed towards improving organisational performance. While diversity is embedded in worker difference and notions of equality and justice, the broader equity goals linked to Managing Diversity are not necessarily the terms by which Managing Diversity programs are assessed within the organisation. The Moral case has often been expressed in terms of Equal Opportunities, which has found manifestation in various pieces of legislation; the business case, instead, is often referred to in terms of managing diversity. However, it is hard to fully separate managing diversity...
Words: 1828 - Pages: 8
...Issues 4 Managing Employees Virtually 4 Managing Real Estate Costs 5 Investments in Technology 5 Increase Work Productivity and Family Balance 6 Proposed Solution 6 Voice over IP 7 Laptop Computers 7 Multifunction Devices 8 Video Conferencing 9 Network Security 9 Reccomendations 10 Conclusions 10 Implementation Schedule 12 The Telecommuter Today’s office environment is constantly evolving. Employers are always looking for ways to cut costs as well as at the same time increase employee moral by improving the work life balance. There are many benefits of having employees telecommute; these items include real estate cost savings, improved motivation, increased productivity and skill retention. Along the same lines, there are many advantages for the employee such as flexible hours along with reduced travel time and commuting costs. With any business situation there also disadvantages, for both the employee, and the employer. Some of these disadvantages include, how to manage employee’s virtually, and costly investments in technology. In order for the executive committee to fully understand telecommuting we must define what the concept of telecommuting is. “Telecommuting and telework are terms that are often used interchangeably to describe employees who periodically, regularly, or exclusively perform work for their employers from home or another remote location that is equipped with the appropriate computer based technology to transfer work to the central...
Words: 3403 - Pages: 14
...Contents Introduction: 2 Impacts on Human Resource practices: 3 Labor and skilled labor shortage: 3 Age barriers: 4 Managing an aging workforce: 5 Fair employment practices and recruitment policies: 5 Training, development and job’s design: 6 Flexible working practices and outsourcing 7 Changing attitudes within organizations 7 Conclusion: 9 Word count:2,087 words Introduction: Managing the Aging Workforce today is one of the important topics for the world’s organizations. The increasing average life expectancy of populations does not only affect economic, social systems of countries and communities, but also has a strong impact onthe business activities of enterprises.The demographic changes rapidly will not only hitcountries such as United State, the Western European countries, Australia, or Japan, but also the upcoming countries as China, Singapore or Hong Kong. There are more than two million Australians aged 65 and over, and the number will double in the next 40 years. In Hong Kong, 11 percent of the population is 65 or older and this will increase to 25 percent in less than 30 years. Japan, with 20 percent of its population aged 65 years or over, has become the world’s most aged society, and this, combined with its extremely low birth rate means its population is projected to shrink by 20 percent over the next 50 years. Europe too faces similar demographic problems. By 2020 more than one in three adults will be at least 60 years old. (Raymond, 2010)...
Words: 2299 - Pages: 10
