...Management Principles xxxxxxxxxxx MAN103 xxxxxxxxxx 30 September 2013 According to Henri Fayol there are fourteen management principles (sherzad, 2011). I will not be expounding on all of them however, I will be discussing a few of them and applying them to real life. The five I feel are most important will be detailed below. They are also the first five on his list; Division of Labor, Authority and Responsibility, Unity of Command, Unity of Direction, and Equity. In conclusion I will present reinforcing performance. The first is Division of labor. Meaning work of the organization is subdivided into smaller tasks. This is part of the fundamentals of organizing a company and is in contrast to specialization. When organizing under the division of labor organization style, the smaller tasks are performed by various people throughout the company. It works well for small companies where employees know how to perform many different skills and are equally qualified to perform the work. In contrast in a larger company organizing under the concept of specialization can be more efficient. In smaller companies, often there is not enough resources to specialize employees as in the larger companies. Problem with both are evident, with Division of Labor often different people perform the task with differing standards, in turn, with Specialization the employees can allow their standard to drop as they get bored by the repeated task. In my experience it is best two use...
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...ASSIGNMENT 1: MANGAGEMENT INFORMATION SYSTEM CASE STUDY 201311034009 宋蕊廷 2013 级金融班 宋蕊廷 201311034009 ASSIGNMENT 1: MANGAGEMENT INFORMATION SYSTEM Management Information System Assignment 1 (Case Study) 2013 Finance, School of Business 宋蕊廷 201311034009 Modernization of NTUC Income 1. What were the problems faced by Income in this case? How were the problems resolved by the new digital system? Problems: (1) The old HP 3000 mainframe frequently broke down, and backup or reconciliation would be needed. However, If daily backup was not completed, the affected day’s data would be lost and cost months to do reconciliation. (2) The 1980s COBOL programs broke multiple times, halted the systems and caused temporary interruptions, and it took IT team long time(from several weeks to months) to launch new products. (3) Transaction processing for policy underwriting was a batch process and information was not available to agents and advisors in real-time. (4) Various departments did not have up-to-date information and had to pass physical documents among each other. How were the problems resolved: Income switched to the Java base eBao LifeSystem from eBao Technology. The new system seldom broke down, and it enabled the IT team to launch a new product only in a few days by using the table-driven rule-based product-definition module; plus, the real-time hot backup disaster-recovery 1/9 宋蕊廷 201311034009 ASSIGNMENT 1: MANGAGEMENT INFORMATION SYSTEM center helped the company get real-time...
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...Factors to be a good manager Plan is the first step of management which can help manger have a whole picture in their mind. A good management starts with a clear plan. The manger will figure out the goal when they finish compare with the advantage and weakness of their group or company. Organize, once manger has a plan already. They should find an efficient way, a short-cut, to accomplish their goal. Action speaks louder than words, the directing is to make sure employee know the goal and encourage employees to fulfill a task with competence. The final skill- control is straightforward to understand. It require manger to face and solve the problem in the process. Now, move to my second part which is more detail about the ability for a good manager. “Research and analysis”, the most significant things which can used to identify a good manager, are aware of situation outside through research, especially the rivals and market. It can help company obtain advantages, such as gain a foot in market easily and work more effective through observation, like the idioms said “know our rivals as we know ourselves and we can fight a hundred battles with no defeat.” “Acting under uncertainty” the plenty of decisions will be made by managers. It’s a challenge for most of managers to making right decision under some difficult situations. “Persuasive” this means the manager can’t follow other’s decision blindly. Once the manager has already made a brilliant decision, they should take...
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...the field of industrial/organizational psychology? The field of industrial/organizational psychology has been around since the late 1800's early 1900's and is rapidly growing. In the beginning, the first psychologists to practice industrial/organizational psychology was experimental psychologists ( ). Originally starting in the United Kingdom with the focus on employee health and level of fatigue. When industrial/organizational psychology was founded in the United States it was by American Psychologists Hugo Munsterberg and Walter Dill Scott. The field of industrial/organizational psychology went through a series of major events, all occurring in the United States. Another key figure was Frederick Taylor, who pioneered Scientific Mangagement; his approach on handling production workers in factories. It was Taylor who believed that there was four key factors or guidelines for all employees, across the board. It is the husband and wife team of Lilian & Frank Gilbreth who are credited as the first to receive a Industrial/Organizational Psychology degree. Most credit Bruce V. Moore with the obtaining the first psychology degree in this field, in 1921. It wasn't until World War 1, in both the UK and USA, that I/O Psychology was put in to use. in the United Kingdom the Health of Munitions was established in 1915 to deal with issues regarding employee health, safety, and efficiency. In the United States it was marked by the entry in to war in 1917. This caused a...
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...“Waste includes all items that people no longer have any use for, which they either intend to get rid of or have already discarded” (European Topic Centre on Sustainable Consumption and Production). Some examples of waste can include household rubbish, waste from manufacturing items, old televisions or any other electronic items etc. Thus, all of our daily activities produce waste in some form or the other. The fact is that the more we grow the more waste we will produce; there is a direct relationship between the increase in standard of living and the amount of waste that is produced to sustain this growth. “Waste is a part of the economy – it is a by-product of all economic activity undertaken by businesses, governments and households (DEFRA report).” The European Union produces around 1.8 billion tonnes of waste each year which amount to about 3.5 tonnes per person (European Topic Centre on Sustainable Consumption and Production). The United Kingdom on its own produces around 220 million tonnes of waste every year. Managing all of this waste is a monumental task which governments have to undertake. With such vast quantities of waste being produced each year it is extremely important that it be managed in a way that will not harm the health of humans or the environment in which we live in. Waste has a considerable impact on the environment. The environment has the ability to transform waste over time into nutrients that can be used again. However, with the increase in...
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...Employee Empowerment Policies and Procedures Paulina Hinesley Sandeep Malhi Tamera McInnis Tiffany Neal Webster University HRDV 5630 June 19, 2012 Employee Empowerment Policies and Procedures Organizations that recognize the value and importance of their employees’ ideas are always more sucessful. They understand that the heart of every business is within its workforce and without it there’s nothing. The individual is one of the most critical celements in any large-scale organizational change (Brown, 2011). Employee empowerment is a vital tool in shaping the personal and collective goals of an organization. Positive change is inevitable once a corporation posesses a confident, proactive and self-sufficient workforce. A growing number of today’s companies are not only concerened but are doing something about the way they manage their employees (Brown, 2011). They’re initiating the necessary steps toward creating employee pride, responsibility, and empowermnet. It’s also becoming a corporate priority to invest in the developement and enhancement of workforce knowledge, perforamce, and well being. Policies and Procedures Open Door Policy. This communication method is used to promote a sense of openness and trust amongst management and its workforce. It allows employees to feel comfortable addressing questions and concerns, to any level of management, without the fear of repercussions. Companies that practice this policy have happier, self-managed...
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...evaluate the most fitting treatment for the patient, patient and patient's family would either accept or turn down the offer. If the family would happen to turn down the offer there is not many other treatment plans (Graber, 3). During today’s orthodontic treatment plans the orthodontist is to point out the patient's difficulties, using details from the patient on how they do and are going to continue coping with these difficulties while describing realistic treatment choices. Providing them with risk and benefits of each treatment choice along with a personal option of not choosing treatment at all. The patient now considers all the information and picks their plan that is most fitting for them. This change has lead to the doctor having mangagement over the decision then the patient (Graber, 3). In orthodontics there are two type of appliances, fixed and removeable. An example of removable appliances would be retainers and springs or rubber bands. Retainers are used to hold teeth in place after treatment. Rubber bands are used to fix overbites as well as underbites. Removable appliances are used for patients that listen to the doctor's instruction. This type of appliance are removeable therefor it’s easier to clean but clearly can be missed placement or broken (Patel, 1). Fixed appliances such as brackets and bands, are worn all the time. Fixed are often used for plans that are more time consuming and severe tentation. With applying fixed appliances there is a shorter treatment...
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...Selection of KM Approaches and Business Case for KM strategy Madeline Martinez George Washington University Author Note Madeline Martinez, Department of Engineering Management & Systems Engineering, George Washington University. Correspondence concerning this article should be addressed to Madeline Martinez, Department of Engineering Management and Systems Engineering, George Washington University. Contact: madeline1@gwu.edu Abstract This paper presents the selection and design of KM approaches to address. To select the appropriate approaches company objectives and current gaps were analyzed and link with their respective or tentative approaches. For each approach three KM objectives were presented using the SMART approach to ensure that our KM strategy meets the needs and requirements of the organization. A business case was also made using the information gained from knowledge maps, the letter from the CEO, and the agency maturity assessments. Keywords: SMART objectives, KM approaches, Case Study, Communities of Practice, Lessons Learned. Supporting the Flow of Critical Knowledge by Designing KM Approaches Now we are ready to select and design KM approaches after having a call to action and a gap analysis in place. Previously, we have analyzed Vivint’s strategic knowledge needs, and its gaps and opportunities. This study will help us focus our KM approaches in the right direction, stablishing the most appropriate KM core group and addressing the...
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...QUESTION 1.1 Quality Control Risk Definition: A speculative (possibility of a positive or negative outcome; not a “pure risk”) uncertainty associated with relying on the quality controls of outsourced supplier. Application: There is a risk that Bulldog Trailers Ltd may obtain inferior quality “extras” from suppliers , should the suppliers change their strategy in future and decide reduce their input costs to survive possible recessionary times. (NB: Made those words bold to show my understanding of how risk relates to an uncertainty) Bulldog Trailers Ltd has no quality control over the “extras” sourced from external suppliers. This is because the “extras” require specialised production technology that the company does not have. It will be difficult for Bulldog Trailers Ltd to verify that the “extras” have been built using consistent standards and specifications, despite the fact that the suppliers are “selected on the basis of quality”. Reputational Risk Definition: A speculative uncertainty that is associated with the public’s perception of a company because of quality controls around a product, service delivery and the overall customer experience. Application: There is a risk that Bulldog Trailers Ltd may have a tainted reputation as the result of the possibility of clients not being satisfied with the quality of the “extras”. The clients may spread the word about the poor quality of the “extras” and return the trailers for a full refund. Third party risk Definition:...
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...www.JDEtips.com Page 1 on CSMS JDEtipsJournal Customer Service Management System – The Stealth Module by Scott Hollowell, Asset Management Solutions, LLC Editor's Note: We've waited a long time to find the right person to tell our audience exactly what the CSMS module does. Scott proves the wait was worthwhile, as he does a great job explaining the basics and positioning the available functionality for our readers. CSMS probably touches more core areas of the software than any other module in the system. It is not just a coincidence that Scott is also our Enterprise Asset Management expert. named it Service Management in EnterpriseOne 8.9. With these name changes, it's little surprise many customers didn’t have a clue what CSMS was all about. I just have to believe [CSMS] has flown JDEtipsJournal March/April 2004 Volume V Issue 2 Overview You might wonder why I refer tongue-in-cheek to the Customer Service Management System (CSMS) as the Stealth Module, but given the visibility and use this group of programs has received, I just have to believe it has flown under the IT Radar of most customers. I ran into a customer just recently at a Quest User Group meeting who had never heard of the system, and was desperately looking for a solution that would help them address their customers’ requests for service on equipment they had purchased. Designed as a module to bridge the ManufactureSell-Service gap, CSMS was just what...
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...Cultural Context of IHRM Intercultural Management Studies Our world is filled with many different and unique countries, all with their own customs and cultures. In International Human Resources Management, it is the IHRM Department’s job to educate any expatriate about the foreign country they will be moving too. The main reason to do this is preventing cultural shock causing a smoother transition for the expatriate. Culture can be defined as “the beliefs, customs, arts, etc., of a particular society, group, place, or time” or is a more business related sense “a way of thinking, behaving, or working that exists in a place or organization.” Throughout the years there have been many intercultural management studies and there are four most widely accepted theories: The Hofstede study, The GLOBE study, The Trompenaars & Hampden-Turner study, and Hall & Hall’s cultural dimensions. These studies broke down cultures and behaviors around the world and are valued resources for IHRM departments. First, there is the Hofstede study. Geert Hofstede was a professor who conducted an extremely comprehensive study of how different cultures place value in the workplace. It was Hofstede who first made an empirical model and had different dimensions of national culture. These dimensions were: power distance, uncertainty avoidance, femininity vs. masculinity, individualism vs. collectivism, and long-term orientation. Each different country would get scores in each section and from...
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...A Report on NIPPON STEEL CORPORATION A HR Case Study Submitted by: Ajay Kumar(14PGPM02) Sourav jyoti Choudhury(14PGPM13) MDI Murshidabad NIPPON STEEL CORPORATION EXECUTIVE SUMMARY About Nippon Steel Corporation: Nippon Steel Corporation, Japanese corporation created by the 1970 merger of Yawata Iron & Steel Co., Ltd., and Fuji Iron & Steel Co., Ltd. It ranks among the world’s largest steel corporations. Its headquarters are in Tokyo, and it has several offices overseas. Company’s Vision: “Development for the benefit of the future is always for the benefit of society.” In 1896 the Japanese government established a steelmaking bureau, and five years later the Imperial Japanese Government Steel Works began operation at Yawata (now part of Kita-Kyūshū) in northern Kyushu. In the following three decades several private steelmakers were also founded. In 1934 the imperial Diet passed legislation creating the state-operated Japan Iron & Steel Co., Ltd., which incorporated the Yawata works and six private steelmakers (Wanishi, Kamaishi, Fuji, Kyushu, Toyo, and Mitsubishi). By the end of 1939 this giant trust had developed several large, modern, integrated steelworks. During World War II, however, bombings and loss of raw materials put most of the works out of operation. The disintegration was completed in 1950, when, under pressure from the Allied occupation authority, the trust was dissolved. Its assets were distributed among four new private companies...
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...Introduction Nestlé, founded in 1866 by Henri Nestlé, is the world’s largest food company, producing products such as chocolates, soups, coffee, cereals, baby formula, and a host of other items (Nestlé, 2006). In the late 1960’s and 1970’s, Nestlé found itself in the centre of a scandal (Krasny, 2012). It was accused of encouraging mothers in Asia, Africa, and Latin America to use baby formula instead of breast milk, a healthier and less expensive alternative (Krasny, 2012). The allegations of non-ethical marketing practices led to boycotts of Nestlé products, beginning in 1977, in the United States and Europe: some boycotts continue to this day (Facebook, 2012). The criticisms, public outcry, and attention from social activists resulted in Senate Hearings in the United States and meetings by the World Health Organization (WHO, 1981). The result was a new set of marketing rules, introduced in 1981,that restricted the promotion of baby formula (WHO, 1981). These restrictions are outlined in the International Code of Marketing of Breast-Milk Substitutes (WHO, 1981). The aim of the code is to “ensure the proper use of breast milk substitutes, when these are necessary, on the basis of adequate information and through appropriate marketing and distribution” (International Lactation Consultant Association, 2001). When you consider the corporate marketing practices uncovered in the Nestlé scandal, one can see that a corporation’s vision must go beyond profits, and consider...
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...ASSIGNEMENT OF SOCIAL SECURITY & LABOUR WELFARE Submitted to: - Submitted by:- Mrs. Gitika Gupta Group 1 CHANGE MANAGEMENT INTRODUCTION In a world that is increasingly fast paced and ever changing, the change management process is an integral part of any organization and manager. Whether planning a large fundamental change or a smaller incremental one, change must be planned and executed correctly and the following change management process will give direction in terms of content needed for successful transformation. It is an organizational process aimed at helping change stakeholders to accept and embrace changes in their business environment. Change management has typically been defined as a process involving unfreezing, moving, and refreezing values, practices, and procedures within organizations. Unfreezing refers to the creation of a perceived discrepancy between the existing and ideal state of an organization that generates a desire for change and lowers people’s resistance to change. Moving refers to the various processes such as training, education, and restructuring that lead to the development of new behaviors, attitudes, and beliefs. Refreezing regards re-establishing a new state of equilibrium within the organization by stabilizing the new patterns through a variety of support mechanisms. OBJECTIVES • Review the basics of change management and how change...
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...INTRODUCTION: The purpose of this assignment is to: • Gain a better understanding of project management. • Understand why project management is needed and how it differs from other forms of management. • Identify the relevance of project management to the business and academic world of management. • Identify the role of a project manager. • Identify the purpose or relevance of a feasibility study in the project environment. • Identify all the stakeholders and identify their needs and expectations. Project management is seen as a rather modern discipline, however many of the greatest monuments in the world, e.g. Pyramids, Taj Mahal etc, could not have been formed without some form of project management. The art and science of project management has been used in many ways although it was not until the 20th century that businesses began to see the relevance and importance of this discipline. Its role in business began as external to the organisation, however in recent years more and more organisations have begun to use project management internally. Project management has become a vital part of many businesses and it is used in many different fields of study, from engineering, programming or IT development, research and development, product development, marketing etc. The aim of this assignment is to see how project management is defined, how it applies to the telecommunications business and how project managers and organisations can use project management to ensure...
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