...satisfaction. Use quotes and define solutions to the problem. Refer to solutions put forward by the journals. * Conclusion In conclusion it can be seen that the essay has met all goal and objectives that was set out for it at the outset. Job Specialisation, Job Design and the Job Characteristics Model have been defined in detail and the advantages and disadvantages along with the various elements of each have been identified and put forth. It has also been shown that through the use of the above mentioned methods the boredom and low job satisfaction associated with Job Specialisation can be remedied thereby meeting all requirements set forth for this essay. JOURNALS Title and Article Reference | Owan, H 2011, Specialization, Multiskilling, and Allocation of Decision Rights, in Jed...
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...Introduction In the post-war period, Japanese companies developed the concept of lean production. Lean production was regarded as the third step in the historical progression, which took industry from the age of the craftsman through the methods of mass production and into an era that combined the best of both (The Economist 2009). Lean production was designed to combine the flexibility and quality of craftsmanship with the low costs of mass production. And due to its unique characteristics bringing an underdog company in its industry to the market leader, this idea of lean thinking has been adopted by many other industries. Today ‘lean’ may no longer be fashionable but its core principles (flow, value, pull, minimizing waste etc.) have become the paradigm for many manufacturing (and service) operations (Lewis 2000). In this essay, my main argument is that although success of lean production and its positive impacts on corporate competitiveness is undeniable, nevertheless, from the workers’ point of view, lean production has also increased the pressures of work and the degree of exploitation wherever it exists. In the first part of my essay I will present a brief history of lean production. This will be followed by the demonstration of main characteristics and the analysis of how lean production has impacted corporate competitiveness by utilizing Toyota as an example, which is the birthplace of lean production. Part three will spell out the limits of lean production as...
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...1.) How is software adding value to automaker products? Software that improves the customer experience , and the auto industry is working on technology that allow car to be managed via the cloud perhaps, automakers doing the most to innovate with software and apps. It my Ford Touch intense is in dash touch available for select vehicles with control for navigation, music, phone integration and temperature. 2.)How are the customer benefits from software enhanced cars? How are customer benefiting Automaker may save time that usually takes about two and one half years to plan, design, and build a new car. Design and production, including metal stumbling equipment and assembly line setup but the automaker can create a new software interface for a car within months and update it again and again ever the lite of the car without much lead time. Customer gets benefits of to avoid traffic jams to reserve parking spaces in advance and possibly to even drive themselves. 3.)What value chain activities are involved in enhancing cars with software? Firstly, automakers are entering uncharted territory. They must now devote resources to updating and testing their software. Car companies need to coordinate their car development cycles more closely with their software development cycles also many of the technologies included in automobile software packages raise the same privacy concerns surrounding location tracking that have often played smartphone manufacture and app developers...
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...CASE STUDY : Automaker Become Software Company 1) How is software adding value to automaker products? Software that improves the customer experience , and the auto industry is working on technology that allow car to be managed via the cloud perhaps, automakers doing the most to innovate with software and apps. It my Ford Touch intense is in dash touch available for select vehicles with control for navigation, music, phone integration and temperature. 2) How are the customer benefits from software enhanced cars? How are customer benefiting Automaker may save time that usually takes about two and one half years to plan, design, and build a new car. Design and production, including metal stumbling equipment and assembly line setup but the automaker can create a new software interface for a car within months and update it again and again ever the lite of the car without much lead time. Customer gets benefits of to avoid traffic jams to reserve parking spaces in advance and possibly to even drive themselves. 3) What value chain activities are involved in enhancing cars with software? Firstly, automakers are entering uncharted territory. They must now devote resources to updating and testing their software. Car companies need to coordinate their car development cycles more closely with their software development cycles also many of the technologies included in automobile software packages raise the same privacy concerns surrounding location tracking that have...
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...Emerging Trends of HRM Dr.Tulika Singh 1. Globalization Growing internationalization of business has a significant impact on HRM .the function of hiring, training, compensation, maintenance and so acquires global perspective. The HR department is acquired to cope with problem s of unfamiliar languages, laws, management styles work ethics etc. globalization acquires new skills &therefore managerial training becomes a critical process. 2. Corporate re-structuring Re-organization resulting from acquisitions, mergers & divestiture has a significant bearing on organizational levels. Employees face anxiety & uncertainty about their places. Changes take place in status, career progress & corporate culture. These mergers & acquisitions are likely to accelerate in future. Internal re-structuring is also gaining momentum as corporate down size & flattens themselves to meet increasing competition from multinationals. As layers get trimmed work load increases & promotional opportunities are reduced. 3. Changing workforce The percentage of women & minorities in workforce is increasing. Steady increase in the no of white collar employees& increasing education level are other demographic changes in workforce. The emergence of dual career couples reduces individual flexibility in accepting assignments& may hinder organizational flexibility in acquiring& developing talent. It is more difficult to manage better educated knowledge work force...
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...Qantas Airlines Business Report Established in 1920, Qantas is the world's 11th largest airline and the 2nd oldest. It was founded in the Queensland outback as the Queensland and Northern territory Aerial Service (QANTAS) Limited, by pioneer aviators Hudson Fysh, Paul McGinness and Fergus McMaster. Qantas was a former government owned business; it did not view profits or efficiency as its prime goal. In 1993 a 25% stake was sold to British Airways. Qantas was privatised in 1995 and has had to adopt management practices to overcome both internal and external influences and had to change its narrow-minded culture. Although Qantas is primarily a passenger airline, air freight is also an integral part of its core business. Other Qantas operations include catering, tourism and E-commerce devoted to transport and air travel. Qantas has undertaken significant changes over the last decade to cope with internal and external factors such as the terrorist attacks on September 11, 2001 which effectively reduced the demand for international travel. Qantas initially reduced its international travel flying capacity by 11%. Fortunately, the collapse of Ansett which halted domestic competition in the Australian aviation industry which had dropped the bidding price war for consumer finances, softened the blow on September 12, 2001. The source of change: The factors that had caused Qantas to change were that Qantas had to become: • A more competitive, efficient and profitable business with...
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...Table of Contents Procedures 2 1. Introduction of Sheraton 2 2. The role of the HR Manager 3 3. The overall business strategy 4 4. The adopts reference to the employment relationship 5 Reference 5 Procedures 1. Introduction of Sheraton Located in the Centre of Sydney's, Sheraton on the Park (formerly known as Grand Park) was purchased and changed the name by Sheraton Hotel in 1994. Public areas of the hotel include two restaurants, a lounge-style glasses and a lobby lounge. The facilities include 24-hour business services center as secretarial support and access to computers. At the same time, a ballroom, capable of sitting 550 people, and nine smaller function rooms. The occupancy rate of the hotel (often used as a measure of commercial viability) exceeds 95%. Overlooking Hyde Park, the hotel building has 559 rooms and including 49 suites. All are equipped with marble bathrooms, three International Direct Dial telephone, executive writing desk, and on-demand movies in room, walk-in closet, room safe, and mini-bar and control individual air conditioning. Guests can use the health club, heated indoor pool, gym, beauty salon, massage, sauna, steam room, 24-hour room service and laundry service. The occupancy rate is, however, depending on the severity of the season in June, July and August are traditionally the quietest periods Sydney hotel. On holidays, such as Easter and weekends tend to be quiet as well. At the time of the hotels offer special packages...
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...It has been widely accepted that change is the only constant in life. Change is the process of moving from a current state to a potential future state, whether planned or unplanned and comprises of the expected and the unexpected (Dawson et al, 2014). Change is an ongoing phenomenon, existence is synonymous to change, as such, it is an integral part of the life of an organisation. Organisational change is the framework for managing the ‘transition state’ of the organisation. As earlier defined, change is a movement from a current state to a future state, however, for an organisation, there is a transition stage between the current and future state. The central managerial tasks rest within the transition state and centres around three core elements; “how to avoid resistance and motivate people to change, how to control and minimize the disruptive aspects of change, how to shape the political dynamics of change” (Dawson et al, 2014). As such, organisational change can be described as the movement over time from a current state to an emerging and uncertain future state which is sometimes planned and managed with the desire to secure set objectives and sometimes unplanned (Dawson et al, pg 90). In the hyper competitive and turbo charged changing business environment of today, managers strive to find stability within the uncertainties using planned change methods while conscious of the need for adaptability, flexibility and agility to leverage processual change methods in order to...
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...PERSONAL ASSESSMENT GROWTH PLAN | ORGANIZATIONAL BEHAVIOR (BUS 5450) | ABIOYE TOLULOPE | PERSONAL ASSSESSMENT AND GROWTH PLAN A convenient starting point for a discourse of this nature would, expectedly, be to provide a brief sketch of my background. My formative years of knowledge- acquisition were spent at various educational institutions in Nigeria. Specifically, between the year 2004 and 2008, I was at the University of Ibadan, Oyo State for degree program leading to the award of Bachelor of Science in Geography. My inquisitive and adventure loving nature steered me easily to the sciences. I chose to study Geography because the earth in itself provides an immeasurable source of instantaneously occurring mysteries. I then went ahead to start my career in sales at a reputable Telecommunications company in Nigeria. After four years mastering the art of sales I decided a career change or at the least career advancement was needed to succeed in this competitive world, hence my decision to pursue a Masters in Business Administration to hone my analytical skills. There are various principles that shape my vision, goals, path and my life’s journey. Amongst the factors that drive me is a passion for excellence, excellence in everything I set out to do however minute the task is. The need to be a pacesetter, a trail blazer, someone that questions the status quo is inherently ingrained in me. Also, having an acute dislike for mediocrity is another factor that has an impact on...
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...Please use this grid layout for your ideas about which areas of learning you have made the most progress. You must include at least 6 areas of the production process to cover single and multi-cam projects. You must have make equal reference to both courses. Karla White. TVP Multi Camera/Single Camera Reflective Analysis Production Process | What you have learned | How this is reflected in literature | How you could have improved on what you did. | What you will do in the future to consolidate your learning. | Interview Skills | Here I learnt how to persuade a difficult interviewee into continuing with the interview by putting them at ease and assuring them.Watching the presenters interviewing our performer I felt there were a few pregnant pauses but nothing that was majorly noticeable I have learnt this could be more scripted and practiced between the presenters and interviewee so there is more of a comfortable atmosphere and chemistry is evident, otherwise it is seen as awkward on screen. For our final production our 5min drama there really wasn’t much interviewing but we did have to build a rapport with the actors so it was a smoother working environment. This I did with ease. | M. Rabiger, Chapter 30Shows to me how to pacify and work well with people Sally Adams, Wynford Hicks – 2009, Interviewing for Journalists “The successful interview comes from a professional approach”Developing Drama Skills 11-14 By Joss BennathanThis was more about the process of the development...
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...The Terms and Conditions of Employment for Employees at the New Queensland Factory Prepared for Chief Executive Officer of FreshFirst Canning Company by Ahmet Mithat Ozpinar, HR Department August, 2012 FreshFirst Canning Company Executive Summary The purpose of this report is to analysis the terms and conditions of employment for employees at the new Queensland factory. This report includes many suggestions for ways in which to selection and employment of Greenfield factory employees, as well as doing this in the Fair Work Act (2009) frame. The suggestions are: (The following is a sampling of recommendations; implementation details are contained in the full report) * Team should be structured in self managing with responsible manner. * Job rotaion schedules should be planned. * People who want to work in new Queensland factory should be prepared to be transferred to there. * Performance based payment should be considered. * Orientation training should be started as soon as possible. * Job analysis should be made. * Promotions should be concluded. * Safety at workplace issues should be finalized. FreshFirst Canning Company can not force an employee to work more than 38 hours in a week. It is a -must be- to provide a statement that contains all the information about NES, Termination of Employment and Modern Awards to all employees. If request is accepted by employee over time fees must apply. When making an agreement with a employee...
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...OPERATION PROCESS | Date of Submission: 1st August, 2015 OPERATION PROCESS | OPERATION MANAGEMENT | OPN - 501 Submitted to: Mr. Mosaddeq Khan Assistant Professor BRAC Business School BRAC University Submitted by: Richard Anick Gomes ID NO: 14164020 Operations Management (OPN-501) Section: 02 Date of Submission: 1st August, 2015 LETTER OF TRANSMITTAL 1st August, 2015 Mosaddeq Khan Assistant Professor, BRAC Business School BRAC University Subject: Submission of the Term Paper. Dear Sir, It is my great pleasure to submit you the term paper on Operation Management – Production Process. I have truly enjoyed my times to prepare the term paper and I think that this work would help me in my future. This term paper attempts to describe my observations and learning. During the preparation of term paper I made sincere efforts to study and examine relevant data relating for preparing my term paper. I have tried my best to prepare this term paper as comprehensive and informative as possible within the time allowed for us. Due to various constraints, there may be some mistakes for which I beg your apology. I hope that the term paper would be meeting your expectations and standards. Your kind consideration and cooperation will be highly appreciated. Sincerely, ..................................... Richard Anick Gomes ID NO: 14164020 Master of Business Administration BRAC Business School BRAC University ACKNOWLEDGEMENT I am grateful...
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...Personnel Policy Report - AGL AG - An Example from the Manufacturing Industry | |Table of Contents |Page | |1. |Introduction to AGL |2 | |2. |Hiring |3 | |3. |Education and Training |4 | |4. |Job design and Decision making |6 | |5. |Temas and ICT |8 | |7. |Performance: Evaluation and Rewards |10 | |8 |Carrer-Based Incentives |11 | |9 |Conclusion |12 | 1. Introduction The automobile industry...
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...When Leaders Really Walk the Talk: Making Strategy Work Through People Timothy J. Galpin, Practice Leader for Merger & Acquisition Services, Watson Wyatt Worldwide G rowth has returned to the loretront of competitive thought for shaping commerce into the next millennium. Yet, many business leaders would argue that growth never left the collective corporate consciousness. They contend that the downsizing and cost cutting of the early 1990s were done to position the company for growth. This may be true; however, activities focused on the cost side of the profit equation were a relatively simple "strategy" to pursue. 38 HUMAN RESOURCE PLANNING Witli laptops in liund, armies ol consullaiils were employed lo chum out graphs, charts, and tables that bolstered recommended head cuts in organizations across the globe. However, these activities have now given way to more popular growth activities. Strategies such as mergers and acquisitions, new market penetration, mass customization, customer intimacy, strategic alliances, and the like are all in the sights of businesses large atid small. More difficult than a downsizing strategy to develop and document, growth strategies, once contrived, present management with an even greater challenge: how to make their strategies work. Turning strategic plans into tangible business results can frustrate even the most seasoned manager. Unfortunately, the scenario follows an all-too-familiar pattern. First, there is ...
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...HRM in India Summary ------------------------------------------------- India is being widely recognised as one of the most exciting emerging economics in the world. Besides becoming a global hub of outsourcing, Indian firms are spreading their wings globally through mergers and acquisitions. During the first four months of 1997, Indian companies have bought 34 foreign companies for about U.S. $11 billion dollars. This impressive development has been due to a growth in inputs (capital and labour) as well as factor productivity. By the year 2020, India is expected to add about 250 million to its labour pool at the rate of about 18 million a year, which is more than the entire labour force of Germany. This so called ‘demographic dividend’ has drawn a new interest in the Human Resource concepts and practices in India. This paper traces notable evidence of economic organisations and managerial ideas from ancient Indian sources with enduring traditions and considers them in the context of contemporary challenges. Intriduction Over many centuries India has absorbed managerial ideas and practices from around the world. Early records of trade, from 4500 B.C. to 300 B.C., not only indicate international economic and political links, but also the ideas of social and public administration. The world’s first management book, titled ‘Arlhãshastra’, written three millennium before Christ, codified many aspects of human resource practices in Ancient India. This treatise presented notions...
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