...Employers and employment relations - What affects employers to adopt management strategies? Abstract This paper aims to examine how management strategies will influence employees in improving their performance. There are many factors that influence the managers’ decisions on which management strategy they should approach. A suitable management strategy can help the organization to achieve their goal efficiently. This paper summarizes and concludes articles from three academic journals research. All findings indicate that managers are acting a very important role to decide what strategies to use in different business environment and employee’s features. It also provides some factors and suggestions for managers to consider when they design their management strategies. Introduction In recent years, employers and employment relations had become a global issue. It refers to any relationship between managers and workers. Many researches are paying attention on how managers design their management strategies to influence employees. The manager acts as a strategic actor that shaping employment relation and the characteristics of productive enterprises (Allan, Brosnan & Walsh 1999). Therefore, managers are acting a very important role in designing which management strategy is suitable in the specific business environment. Generally, the goals of management strategies are to try to minimise the labour cost, maximize the profit and improve the performance of employees. It is...
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...FUN IN THE WORKPLACE: TOWARD AN ENVIRONMENT-BEHAVIOR FRAMEWORK RELATING OFFICE DESIGN, EMPLOYEE CREATIVITY, AND JOB SATISFACTION By ALEXANDRA M. MILLER A THESIS PRESENTED TO THE GRADUATE SCHOOL OF THE UNIVERSITY OF FLORIDA IN PARTIAL FULFILLMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF INTERIOR DESIGN UNIVERSITY OF FLORIDA 2005 Copyright 2005 by Alexandra M. Miller ACKNOWLEDGMENTS First, I would like to thank my committee chair, Dr. Margaret Portillo, for her direction and guidance throughout the entire research process. I would also like to thank Dr. M. Joyce Hasell for her support and valuable expertise. Additional thanks go to Dr. Larry Winner for his indispensable assistance as a statistical consultant. I would also like to thank PUSH for providing an excellent example of a fun workplace. In particular, I would like to thank partners John Ludwig, Chris Robb, and Rich Wahl for allowing me to conduct a case study of their business. Additional thanks go to Ron Boucher, Jourdan Crumpler, and Gordon Weller for taking the time to participate in interviews. I would also like to express my gratitude to Kathryn Voorhees for her help, humor, and friendship as she accompanied me throughout the research process. Finally, I would like to thank all of my friends and family for their support. In particular, I would like to thank to my parents for their constant support and for helping me to achieve my dreams. iii TABLE OF CONTENTS page ACKNOWLEDGMENTS ..........
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...diverse workplace David A. Fuller COMM/112 November 21, 2011 Dana Fora Successful Management of a diverse workplace The ability to manage within the framework of a diverse workplace today is rapidly becoming as much of a key to success requirement as knowing how to manage projects. Successful managers must first understand what diversity is and how to manage an equal and efficient workplace. There are many advantages and disadvantages of diversity at the workplace. Diversity is generally defined as acknowledging, understanding, accepting, valuing, and celebrating differences among people with respect to age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status (Esty, et al., 1995). Diversity is beneficial to both associates and employers. Although associates are interdependent in the workplace, respecting individuals differences can increase productivity. Diversity in the workplace can reduce lawsuits and increase marketing opportunities, recruitment, creativity, and business image (Esty, et al., 1995). In an era when flexibility and creativity are keys to competitiveness, diversity is crucial for an organization’s success. Also the consequences (loss of time and money) should not be overlooked. Effective managers are aware that certain skills are necessary for creating a successful, diverse workforce. First, managers must understand discrimination and its consequences. Second, managers must...
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...Barriers to Organizational Creativity Introduction: Interestingly, more than half of the life altering technologies and innovations came into being in the past 200 years (Albery & Yule, 1989). Like human beings, organizations too have experienced the impact of changes brought about by new innovations. If organizations don’t adapt then they would be replaced by other organizations therefore, resource utilization in the most creative possible way is essential for the survival in the ever-changing environment (Hitt, 1975 p.284). Stress on creativity is more now for two reasons; (1) the product life cycles has shrunk and organizations are juggling a number of products in their hands therefore, William & Yang (1999) concluded that “todays workers must adapt quickly as they switch from performing one specialized task to perform another equally specialized task”(p.375). (2) Especially in the private sector companies, in order to be more competitive innovation is required in terms of processes, products, services and practices. Janzen (2000) suggested that “after the age of efficiency in the 1950s and 1960s, quality in 1970s, 1980s and 1990s, we now live in the age of innovation” (p.3). Literature Review: creativity: Creativity is one of the most important factors in success of an organization by improving the operational efficiencies of the work processes (Herbig and Jacobs, 1996). According to Oldham and Cummings (1996) employees perform creatively in organizations...
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...(Boyd, 2011) Organizational behavior consists of management functions, globalization, managing workforce diversity, organizational behavior, culture, diversity, diversity programs, job satisfaction, emotions in the workplace, leadership, leadership styles, motivation, values, ethics, decision making, types of training, sources of stress, and resisting change. There are a few of these topics that I will discuss and research in this essay. The first topic that I will discuss is motivation in the workplace. Motivation is defined as the process that initiates, guides and maintains goal-oriented behaviors. Motivation is what causes us to act, whether it is getting a glass of water to reduce thirst or reading a book to gain knowledge. It involves the biological, emotional, social and cognitive forces that activate behavior. In everyday usage, the term motivation is frequently used to describe why a person does something. Motivation is in fact essential to creativity. Without motivation, mostly everything would not have been invented. To be an inventor you have to have the passion to want to create anything, and to be creative of course you are motivation by your own talents. If motivation is essential to creativity, how can a manager instill the motivation for creativity in employees at all...
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...common sense tell us that having people with different viewpoints onboard increases the creativity that teams will employ in solving problems. Of course, that's assuming all members of the team are pulling in the same direction. But what if they aren't? Can being exposed to intercultural conflicts and tensions have an impact even on observers who are not directly involved in these disharmonies? Harvard Business School Assistant Professor Roy Y. J. Chua started asking those questions a few years ago, when writing a case about a Chinese luxury apparel company. The firm had members from China, Hong Kong, Germany, and France, who were all working together to meld Chinese elements with Western fashion. As he observed them, however, Chua saw tension and miscommunication based on cultural differences. "Even though, when you asked them, they didn't think it was a problem, I wondered if it could have an indirect impact on people observing these tensions," he says. Chua compares it to the kind of "hostile work environment" that occurs in cases of sexual harassment or racial discrimination—in which coworkers' morale or performance suffers even when they are not the direct targets of abuse. He coined a term for the phenomenon, "ambient cultural disharmony," which he discusses in depth in The Costs of Ambient Cultural Disharmony: Indirect Intercultural Conflicts in Social Environment Undermine Creativity, a paper published this month in the Academy of Management Journal. Multicultural...
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...Conflict, Decision Making, and Organizational Design Business 520: Leadership and Organizational Behavior Introduction Conflict is normal and natural. Conflict is also unavoidable. If you put more than one person in a room you will have the potential to face a difference of opinions, interests or ideas. We face conflicts in both our personal and professional environments. Avoiding conflict is nearly impossible, so preparing you with strategies to deal with and resolve conflicts that arise in the workplace is the best approach and one of the biggest challenges. Applying Negotiation Strategies in the Workplace Workplace hostilities can erupt for various reasons under almost any circumstances. Conflict among employees reduces productivity and creates problems with staff morale. When conflicts go unaddressed, they can have a negative impact on productivity and teamwork. Using conflict resolution strategies in the workplace will help maintain a healthy work environment. Conflict resolution requires specific leadership skills, problem solving abilities and decision making skills. Negotiation is not always effective and multiple factors can hinder one or more of the steps in the negotiation process. Effective negotiation requires seeing all sides of the issue and treating all parties involved with respect. In my current place of employment supervisors are constantly faced with conflict, decision making and organizational designs daily. When conflict arises in my organization...
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...Public Management In Partial Fulfillment of the Requirements for the Degree of Master of Public Administration College of Business and Public Administration Governors State University By Shari Denise Holloway Winter 2007 Approved: ____________________________________________ Dr. Robert B. Donaldson Date: TABLE OF CONTENTS PAGE ABSTRACT………………………………………………………………………….....4 INTRODUCTION…………………………………………………………………...….5 WHAT IS DIVERSITY ……………………………………..........................................6 WHAT IS WORKPLACE DIVERSITY ………………….………………….….…….7 Corporate Culture and Diversity ………………………………….……………9 DIVERSITY POLICIES AND PRACTICES IN THE WORKPLACE………………14 Workplace Discrimination ……………………………………………………14 Glass Ceiling ………………………………………………………………….15 Affirmative Action…………………………………………………………….16 Equal Employment ……………………………………………………………17 FROM VALUING DIVERSITY TO MANAGING DIVERSITY …………………...18 MANGING A DIVERSE WORKFORCE: A Multicultural Approach ………………18 DIVERSITY FACTOR (THE ISSUES)………………………………………………21 Cultural Collision ……………………………………………………………..22 Benefits ……………………………………………………………………….22 Challenges……………………………………………………………...……..24 IMPLEMENTATION OF A MORE DIVERSE WORKFORCE………...…………..25 Building a Diverse, High-Quality Workforce…………..…………………….25 Recruiting and Retaining a Diverse Workforce………………………………26 ...
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...depends, heavily, on the collective efforts of the employees. Studies have shown that employees will collectively contribute to organizational growth when properly motivated. The dilemma then becomes what motivates the individuals that are a part of a work team. In 1963, fifty years ago, workplace motivation was driven by the need for equality in treatment, consideration and pay. Though always considered a melting pot, the American workforce of 1963 was not nearly as diverse as it is today. People of that time were not expecting of the reassurance and encouragement that the employee of today looks for. In those times, you went to work, performed assigned tasks and your paycheck constituted reassurance, stability and acceptance. Today, managers face many challenges in motivating employees as opposed to fifty years ago. Three specific challenges faced by managers in 2013 include diversity, retention and subordinate qualifications. Nelson wrote that diversity encompasses all forms of difference among individuals, including culture, gender, age, ability, religion, personality, social status and sexual orientation. Diversity has become a challenge for managers because today’s workplace requires them to be sensitive to each...
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...MONT ROSE COLLEGE Ivanka Zaharieva College ID MRC /20808/ HND HND Business Unit3: Organizations and Behaviour Instructor: Asma Asrar Qureshi 6. Compare the application of different motivational theories within the workplace for both organizations One of the main tasks of modern human resource management is creating such a work environment that promotes the objectives of the organization. In this respect, motivation is essential. The motive is intense need that person tries to satisfy. Motivation is the process of making a voluntary decision for some intentional act or omission in the presence of a particular situation. According to the character motives are economic, social and psychological. Economic motives are related to the need of the individual from reaching and maintaining a certain economic status. Social motives are manifested in the relationship of the individual with his colleagues, superiors and subordinates, which is important for the operation of the work. Psychological motives express psychic structure of the individual. Each individual has their own specific perceptions, experiences, knowledge, attitudes and expectations. Different motivational theories, but most - popular theory of Maslow's hierarchy of needs theory, known as the motivation of A. H. Maslow (1943). Through it he tries to explain why people at different times are driven by different needs, Maslow has human needs in hierarchical importance of the priorities...
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...ORGANIZATIONAL DIAGNOSIS CORPORATE CREATIVITY- THE ‘MYSTERIOUS’ MISSING LINK IN THE WORK ENVIRONMENT ALBERT ESHUN UNIVERSITY OF APPLIED MANAGEMENT UAMM0073 Organizational Diagnosis Research Project UAMM0073 Contents 1.0 Introduction ...................................................................................................................................... 2 1.1 Hypothesis: Does creativity exist in our workplace? ........................................................................ 2 1.2 Creativity: misunderstood and mystified. ......................................................................................... 3 1.3 Creativity crushers............................................................................................................................. 4 2.0 ORGANIZATIONAL ANALYSIS ............................................................................................................. 7 2.1 DIAGNOSTIC TOOLS........................................................................................................................... 9 2.2 Weisbord Six-Box model ................................................................................................................ 10 2.3 Organizational Intelligence Model ................................................................................................. 14 2.4 Tichy’s Technical Political Cultural (TPC) Framework.....................................................................
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...Putting Creativity Techniques into Practice Assignment: Write a brief message to your instructor in which you outline an action plan for either developing your own creativity or fostering a greater level of creativity in your workplace. As a result of listening of the course “Leading Through Creativity”, I initially would like to offer the following: The plan of action on personal improvement Action | Action assessment | To be positive to changes. To discuss all planned changes happening in the company (to ask more questions) and capable to have impact on certain members of team with team | Results of discussions and the made decisions | To look for the ways of improvement (continuous improvement) of work answering the business purpose. To discuss any regional initiatives of increase of level of the provided services with team; those from them which will get support of team, will be implemented | Results of discussions and the made decisions. Introduction of all improvements will be traced and controlled, and results — to be brought to the attention of members of team at monthly meetings | Development (work in team). Members of team will be trained in performance of new tasks as required in it | Poll of each member of team (once in a quarter) who was trained (including training in technicians of creativity) to be convinced that the necessary skills were developed. | Correctness (honesty). Any personal information provided to the linear manager before obtaining...
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...Evolving Generations Wayland Baptist University Management 5305 Organizational Theory Course Instructor: Dr. William Cojocar, Ph.D. Herlinda Sifuentes (January 31, 2012) Abstract Building a culture for Innovation, creativity, smart technology, non-traditional work environment, business management and new strategies sum up the focus of innovation in todays’ competitive changing world . Todays’ economy brings opportunities, moves quickly, and marks innovation as the only way to stay ahead of fast-moving developments and increasing competitive pressures. In their book “Innovation, The Five Disciplines for Creating What Customers Want” Curtis Carlson and William Wilmot (2006) provide a developed disciplined process of innovation. This paper will analyze challenges the business environment faces in developing new ways to lead, inspire creativity, innovation, and challenges in managing the evolving generational gaps in the workplace. Introduction For organization be successful in the current business world is not an easy task. A strong Corporate culture and efficient leadership is essential to face challenges that are presented by competitors and the changing environment. Todays’ organizations must keep themselves open to creativity and continuous innovation, not only to prosper but merely to survive in a world of disruptive change and increasingly stiff competition. These challenges usually make an organization engage itself into making crucial decisions...
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...hotel was established by the local consortium of investors 15 years ago, and was operated well by Thai general manager since that time. It had 700 employees in the organization and used to provide creditable employee benefits, such as above market rate salaries, job securities and bonuses regardless of the hotel performance during the year. Based on those advantages, The Regency Grand hotel became one of the most prestigious hotels in Bangkok. The hotel used to be very profitable and all the employees have always followed the orders and instructions from senior management layer clearly and carried them out conscientiously and carefully. However, the organization’s previous cultural made employees lack innovation and creativity. Indeed, employees were afraid of to be innovative and take risks because they would get the punishment from the management for their self-assertion and exceed superior authority. Meanwhile, in the past, the Regency Grand had emphasized administrative control, resulting in many bureaucratic procedures throughout the organization. The employees suffered the resistance when trying to help or coordinate with guests for some minor matters. The hotel was not working quite effectively or efficiently to some extent. Recently, the hotel was acquired by a large American hotel chain which wanted to expand their operation into Thailand. The Thai general manager decided to take an earlier retirement when he got the announcement. The owner kept all old employees’ positions...
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...Report of performance appraisal Recruitment, selection and procedures Report of performance appraisal Recruitment, selection and procedures Prepared byNORAINI ASHYIKIN BT ANUAR Human Resource Manager of Company Cadbury Prepared byNORAINI ASHYIKIN BT ANUAR Human Resource Manager of Company Cadbury Submitted to: CEO of Cadbury Submitted to: CEO of Cadbury List of abbreviations and/or glossary Appraisal – “the act of estimating or judging the nature or value of something or someone.” (Dictionary.com, LLC, 2014) Appraisal interview – “A formal discussion held between a manager and his subordinate to discuss the performance of the employee in a specific period.” (Aminuddin, Huaman Resource Management, 2011) Development – “Learning activities designed to help the individual employee grow and improve his knowledge and skills, but which are not necessary in needed in his current ” (Aminuddin, Human resource management, 2011) Performance appraisal – “A technique of formally evaluating an employee’s work over a particular time period.” (Aminuddin, Human Resources management, 2011) Executive summary The Cadbury Company distributed 200 years ago and the name of the company are well known. The Cadbury made to sell variety of sweet chocolates. The taste of the chocolate still remains in tongue where the different taste from other company. The company continues to provide a best quality of the product. In Malaysia, the company supporting to make a decision to...
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