Analysis Of The Reader Of Supplemental Readings For...

Paper 2 Internalization vs. Resisting Oppression All women have the potential of facing issues of gender, their bodies, sexuality, reproduction, abuse and violence. But what one may fail to realize is that women of disability experience a wider range of these types of issues on a daily basis. Oppression of disabled women is a huge controversy that leaves our society with many unanswered questions. By taking a deeper look on this issue, will help us understand the effects of oppression on disabled women by analyzing four specific examples from â€Å"The Reader† of Supplemental Readings for Women and Disability by Marsha Saxton, PhD, that expands more on women of disability that both internalize and resist oppression. What is oppression and how does one internalize it and/ or resist it? Oppression is seen as a system of discrimination, stereotyping, and unjust treatment against social groups in society. Those who suffer from oppression usually suffer from internalized oppression, also known as â€Å"self-hate,† which pe ople start to believe and act out the stereotypes that are created against their group. But not everyone internalizes these types of beliefs against their social groups. Many also resist oppression by taking pride in who they are, and accept their identity by not letting the stereotypes create the person society â€Å"thinks† they should be. Women are a social group that have suffered from oppression throughout many years, but what about women of disability? Sometimes

Major Theories of Human Development Free Essays

1. Epigenetic theory (Erikson) Erikson’s epigenetic theory depicts personality development as a passage through eight sequential stages of ego development from infancy through old age. According to Erikson, the developing individual must master and resolve, to some extent, a core conflict or crisis during each stage by integrating personal needs and skills with the social and cultural demands and expectations of the environment. We will write a custom essay sample on Major Theories of Human Development or any similar topic only for you Order Now Passage to each developmental stage is dependent on the resolution of the core conflict of ht preceding stage. No core conflict is completely mastered, however (Mandleco 2004). 2. Psychoanalytic theory (Freud) According to Freud, human behavior is motivated by psychodynamic forces within an individual’s unconscious mind. Driven to act by these internal forces, individuals repeatedly interact with their external environment. An individual’s personality and psychosexual identity are developed through the accumulation of these interacational experiences. Personality consists of three components: id, ego and superego. The id is inborn, unconscious and driven by biologic instincts. The ego is a conscious and rational faculty. The superego is the internalization of the moral values learnt from parents and elders (Madleco 2004). 3) Behaviorist theory (Watson) Behaviorism contends that human behavior can be explained as just a relationship between a stimulus and a response, and learned behavior is just a conditioned response.  Everything from speech to emotional responses are simply patterns of stimulus and response. Watson denied completely the existence of the mind or consciousness. Emotions are regarded simply as conditioned bodily responses to outside events. Thinking is explained simply as talking quietly. Watson believed that human behavior should be studied in a manner that allows the researcher to predict and control those behaviors (Klein 1989). 4) Classical conditioning (Thorndike, Skinner) Building upon the work of Thorndike, Skinner distinguished two types of behavior. Respondent behavior is based on reflexes and does not require learning. For example, if one touches a hot surface, one will quickly remove one’s hand. Operant behavior, however, is learnt, and is performed spontaneously rather than as an automatic response to a situation. According to Skinner most human behavior is operant. Whereas classical conditioning depends on developing associations between events, operant conditioning involves learning from consequences of our behavior (Klein 1989). 5) Social learning theory (Bandura) In social learning theory, primary focus is given to learning experiences that occur through reciprocal social interactions. Environmental or situational determinants are important, but interactions are thought to be the conduit for internalization of social and nonsocial cues for behavior. Bandura and colleagues investigated the effects of modeling and imitation on the behavior of young children. They postulated that modeling and imitation are the primary interaction processes through which behavioral repertoires are acquired. Social learning theory emphasizes the socializing influence of the family (Lerner 1996). 6)   Cognitive theory (Piaget) According to Piaget’s cognitive theory, children’s development is marked by periods when they are particularly sensitive and responsive to outside influences. However, children are not blank slates on which teachers compose whatever they desire. Children, who have inherent dispositions and tendencies and are subject to their external environments, develop and grow intellectually in an invariable sequence from birth through adolescence and adulthood. To teach effectively, teachers should be aware of the materials and approaches most appropriate for a child’s readiness to learn (Sigelman Rider 2005). 7. Humanism (Maslow) The humanistic theory centers its attention on the experiencing person, emphasizes on qualities such as choice, creativity, valuation, and self-realization, with an ultimate concern for valuing of dignity and worth of a man, and an interest in the development of the potential inherent in every person. Maslow has referred to his psychology as holistic, dynamic psychology, and most of all it is known as self-actualization psychology, which expresses that people possess potentiality which could become actualities through the process of wholesome growth (Coon 2004). 8. Stages of moral development (Kohlberg) Kohlberg postulated that human beings tend to progress through six stages of moral development. People tend to make decisions and judgments about right and wrong for different reasons, depending on the stage of development they have achieved. Kohlberg’s six stages of moral development are: 1) Right is obedience to power and avoidance of punishment.   2)Right is taking responsibility for oneself 3) Right is being good in the sense of having good motives 4) Right is maintaining the rules of a society 5) Right is based on recognized individual rights within a society 6) Right is an assumed obligation to principles applying to all humankind: justice, equality, and respect to human life (Lerner 1996). References: Coon, D. 2004. Introduction to Psychology : Gateways to Mind and Behavior. Belmont, CA :   Thomson Wadsworth Klein, S. B. 1989. Contemporary Learning Theories: Instrumental Conditioning Theory  and the Impact of Biological Constraints on Learning. Hillsdale, NJ : Lawrence Erlbaum Associates Lerner, R. M. 1996. Concepts and Theories of Human Development. Mahwah, NJ : Lawrence Erlbaum Associates Mandleco, B. L. 2004. Growth Development Handbook: Newborn Through Adolescent. Clifton Park, NY : Delmar Learning Sigelman, C. K. Rider E. A. 2005. Life-span Human Development.   Belmont, CA : Thomson Wadsworth How to cite Major Theories of Human Development, Essay examples

Global Procurement Purchasing and Supply Chain Management †Free Sampl

Question: Discuss about the Global Procurement Purchasing and Supply Chain Management. Answer: Introduction Global procurement is perhaps one of the most important aspects of an organizational operation. This is because of one important reason hat in absence of a reliable and productive procurement system; it would be difficult for the Company to be competitive in the net profit margin. Procurement is such a process that prepares the platform for a homogenous profit margin if the strategies are up to the mark. The traditional form of procurement have largely been re[placed by some modern form of procurement such as computerization, e-commerce and outsourcing. All the mentioned techniques are important from an organizational perspective; however, the feasibility of all the process depends heavily on the administrative and financial department. These techniques have somehow brought revolution in the world of procurement. This is because of such reasons that most of the companies prefer to go for such solutions for their procurement related problem (Adamson, Dixon Toman, 2012). This assignment highlights the problem in one of the leading companies of the United States for the Vinyl production. The sales figures have taken a good growth between the periods of 2001-2006; however, the profit margin is a big concern for the Company. The existing director of procurement identifies the problem. It has been identified that procurement is the one problem that is hampering the profit growth of the Company. Generally, Company tends to lose their more than half of the returns in purchasing the raw materials and all the rest procurement related process. The main purpose of the assignments to find some effective solutions to the problem identified. It has been strictly ordered from themanagement that the Company need more than 1% profit growth in the coming one year. This assignment tries to cover the concept of all the available procurement solutions that could provide a relief to the profit growth of the Company. Concept of Procurement Procurement is a process through which Company maintains its purchasing process in the market. This is something that needs to be robust in order to reduce the cost of manufacturing to the maximum possible level. Three of the most usable and productive method of procurement are computerization, e-commerce and outsourcing (Ate?, 2014). Issues in DVS Corporation Durable Vinyl Sliding is one of the leading names in the in industry of Vinyl in the United States. The Company is continually engaged in climbing up the ladder of success; however, one problem has caused certain disruptions in the management. The Company is suffering of having a poor purchasing method, which is affecting its profit growth to a considerable level. From 2001 to 2006, it has witnessed a significant drop in the profit margin. This is because of the fact that the new director of procurement is thinking of having some remedial solutions to the problem identified. The director has believed that two techniques are very important in this context, which could efficiently cut down the highlighted problem. Those two methods are computerization and e-commerce. Apart from all these factors, one factor is also very important in this regard, which is the outsourcing process (Bckstrand, Tiedemann Hedn, 2015). Probable solutions Computerization, e-commerce and outsourcing have been identified as the possible solutions to the problems identified. However, they have no such idea about the best possible method, which could actually sort out the problem of the Company. As far as computerization is concerned, the Company is less engaged in computer related operations. They mainly do an internal form of inventorymanagement and stock reporting in the computer. They have not been advanced in all of the three identified solutions (Baily, 2013). Advantages disadvantages of remedial strategies: Advantages Advantages of using computer are enormous. This is because of the working dimensions, which the platform provides to the organization. Following are some of the advantages of using computerization process in the procurement (Baker Parkinson, 2016): Less dependency on manual works This is one of the most important aspect of the computerization process that helps in cutting down in the manual form of working to the maximum of possibilities. This is helpful in reducing the manufacturing cost a bit. This is because of the fact that the usage of computer would lessen down the requirement of participation of manual working people in the organization (Cook, 2016). This would help in cutting down on the labor, which is extremely important for reducing the expenditures. However, computerization would also attract one computer operator who is well versed with all the required working requirement of the organization. The computer operator needs to be efficient in the operation of procurement software systems. This is because of the fact that the software is well structured for the procurement related operations and this can efficiently manage all the involved operations in the procurement process. Following are some of the benefits of pr ocurement software system (Christopher, 2016): This would enable the automatic creation of the purchase order needed to be sent to the vendor Enable the sending of purchase order through fax or mail Enables the follow up with the vendors on the purchase order and also work as a reminder on the purchase order Helps in maintaining a vital area of inventory, which is one of the major at the warehouse area Helps in creating the financial statement, which indeed is very important to have a good idea on the production and the manufacturing Disadvantages Despite of all the advantages that are mentioned above, it has certain disadvantages also that are mentioned as follows (Ghemawat, 2013): Dependability on the computer system would be enhanced, which can lessen down the physical input of labor to some extent Computer systems do also produce some errors in works, which can hamper the operation as the generated purchase order might have some errors in it Software can be corrupted with the use of hacking software, which is a serious threat to the security of the Companys confidential information Back up is required for the people who is operating the procurement software because in case of any absenteeism of the concerned people, Company would not have any alternate option for its maintenance Everything is stored in the computer system, which makes this important for the Company to have some backups in the form of a procurement software operator E-commerce: Advantages E-commerce is captivating the attention of the entire world business because of its operational appeal. It has taken the business to the next level. It has not only benefited the organizations but it is also benefitting the common people those who have small income (Heizer Barry, 2013). Even those common people can also open up their own business by just registering on the e-commerce platforms. However, the platform is benefitting the organization also in numerous ways. The beneficiary part of the technology has made this already popular in some potential market such as China, India and US. Following are some of the benefits, which the organization can derived from the usage of e-commerce: Convenience Enhancement It has made things convenient because organizations can now search for their requited task on their fingertip. They can easily search for those products that are not reachable physically. The technology has lessened the distances in between the different business countries (Jakomin Kobilica, 2014). Allows Comparison It allows comparison to the organization. Organization can now have access to the high range of products, which was never possible before with the traditional form of purchasing (Johnsen, Howard Miemczyk, 2014). Accessibility with different clients The technology would narrow down the differences in between different organizations. Things, which was never possible before have now been made possible because of the advent of the technology. Different clients can now interact with each other while no having any previous relations with them. This is because of the fact that the interface brings different nature of person or group closer to each other for the achievement of their demand (Monczka et al., 2015). Disadvantages Following are some of the disadvantages that the e0comerce can bring to the business: Poor Quality of Products The products quality can be poor because of the fact that the resources can have less trusted sites that are hard to be identified. This is one of the problems, which can even play with the earned reputation of the Company. The Company is just trying some other ways to reduce the margin of manufacturing costs to the most possible extent. However, they have no clues and answers for the cheating over the products (O'Brien, 2015). Delivery of goods It can be delayed for some unknown reasons, which is very bad from the perspectives of the organizational values. It can hamper the deadline of the production, which is a bad sign for organizational values (Pooler Pooler, 2012). Absence of Private Touch This is one of the most vital losses, which the e-commerce can cause while purchasing something through the e-commerce technology on the platform. Business relationship is one of the most important aspects that bind one organization to another (Ross, 2015). Outsourcing: Advantages Following are some of the advantages of outsourcing (Rushton, Croucher Baker, 2014): It reduces the work strain to the desired level of the organization, which indeed decides on the sectors that are needed to be outsourced Outsourcing brings solution to the complexity of business operations Organizations can decide accordingly to allocate the outsourcing of the desired domains of working Outsourcing is a good source for the reduction of expenditures in the Company, which is very important for an organizational perspective to have less manufacturing costs Enhances the profit margin by allocating some of the departments works to some other locations Outsourcing some of the business domains is comparatively cheaper in India, which is one of the reasons behind the fact that most companies have their outsourcing in India such as TalkTalk and BT Disadvantages Despite of all the advantages that are mentioned above, outsourcing has some notable disadvantages, which is hard to ignore. Some of the notable disadvantages are as follows (Wisner, Tan Leong, 2014): Quality is at risk with the outsourcing of business to some other countries. This is because of the fact that the parent Company tends to lose its firm grip on the operation of the outsource locations Company have no direct control on the outsourcing locations, which is a strain to the organizations as it is not feasible to have a physical visit to the outsource locations on a regular basis Companies have indirect control on the outsource locations by means of mailing, fax and video calling; however, these all options are not capable enough to ensure a robust performance of the outsource locations Language is another barrier for an outsourcing type of business Legal issues of the outsource locations is another problem that might hamper the outsourcing operation. This is one such problem, which has no solid negotiations for it. Labor issue is another potential problem in the outsource locations that can well disturb the operation of the Company Best feasible remedy to the addressed issue All the mentioned solutions are good in their own region; however, outsourcing looks to be the most feasible solution to the problem highlighted in the Durable Vinyl Sliding Company. The solution has the potential to improve the profit margin of the Company to a considerable level if some of the negative aspects of it are taken care of with some robust counter options (O'Brien, 2015). Justification for the selection E-commerce is also very effective in enhancing the profit margin of the Vinyl Company as it has in it numerous of material that are cheaper than the normal market rates. This is very important as it lowers down the purchasing costs, which has long remained a problem to the Vinyl Company. However, e-commerce platform does not offer any guarantee for the quality products. This is less safe for the Vinyl Company as the Company is lower in profit but higher in sales. The lower in quality production might hamper the sales figure, which would add another problem along with the reducing level of profit (Baily, 2013). Computerization is also very handy as it can reduce the number of labor those who were engaged in manual form of working. It would also lessen down the expenditures to some extent; however, it cannot efficiently lower the purchasing expenditures. Therefore, it is less effective in lowering the purchasing problem of the Company (Baily, 2013). Outsourcing would be the recommended option for the reduction of manufacturing costs in the concerned Company. It would cut down on the expenditures on some of the departments of the Company, which it intends to outsource to some other locations may be in India because of low labor costs in the country. This is an undeniable fact that outsourcing can bring some challenges for themanagement of outsourcing business. It can also hamper the quality of service as the outsource locations might not produce the same image of the Company as that of its parent country. However, it is still useful in cutting down on the expenditures and enhancing the profit margin. This is because of the fact that the desired departments of the Company would find their shifting to an outsource locations, which offers low labor costs. All the shifted departments would incur comparatively lesser expenditures, which can efficiently reduce the entire manufacturing costs and would hence enhance the profit margin (Gh emawat, 2013). Conclusion Global procurement is a complex subject that needs expertise study on the subject matter. The absence of a solid procurement option, DVS Corporation has had faced a considerable reducing profit margin from 2001-2006. The sales figures are increasing but the profit margin was performing inverse to the sales figures. After concluding the entire discussions, it is handful to predict that outsourcing would be the most recommended options against the reducing profit margin of the Company. Despite the flaws, which the outsourcing has, it is still a potential option for the Company. Nevertheless, examples of numerous companies are presenting the same verdict. References Adamson, B., Dixon, M. and Toman, N., (2012).The end of solution sales(pp. 60-68). Harvard Business School. Ate?, M., (2014).Purchasing and Supply Management at the Purchase Category Level: strategy, structure and performance(No. EPS-2014-300-LIS). Bckstrand, J., Tiedemann, F. and Hedn, E., (2015). Competitive advantage based purchasing matrix: a portfolio-approach to differentiated purchasing strategy. In24th Annual IPSERA Conference, Amsterdam, March 29-April 1, 2015(Vol. 24). Baily, P.J., (2013).Purchasing and supply management. Springer. Baker, M.J. and Parkinson, S.T., (2016).Organizational buying behaviour: purchasing and marketing management implications. Springer. Christopher, M., (2016).Logistics supply chain management. Pearson UK. Cook, T.A., (2016).Mastering purchasing management for inbound supply chains. CRC Press. Ghemawat, P., (2013).Redefining global strategy: Crossing borders in a world where differences still matter. Harvard Business Press. Heizer, R. and Barry, R., (2013).Operation Management, Sustainability and Supply Chain management(Vol. 11). Pearson, UK. Jakomin, I. and Kobilica, R., (2014). Planning model of purchasing logistics in outsourcing.Transport Problems,9(1), pp.69-81. Johnsen, T., Howard, M. and Miemczyk, J., (2014).Purchasing and supply chain management: a sustainability perspective. Routledge. Monczka, R.M., Handfield, R.B., Giunipero, L.C. and Patterson, J.L., (2015).Purchasing and supply chain management. Cengage Learning. O'Brien, J., (2015).Category management in purchasing: a strategic approach to maximize business profitability. Kogan Page Publishers. Pooler, D.J. and Pooler, V.H., (2012).Purchasing and supply management: creating the vision. Springer Science Business Media. Procurement Professionals. (2017). Advantages and Disadvantages of Outsourcing - Procurement Professionals. [online] Available at: https://www.procurementprofessionals.org/advantages-and-disadvantages-of-outsourcing/ [Accessed 17 Apr. 2017]. Ross, D.F., (2015).Distribution Planning and control: managing in the era of supply chain management. Springer. Rushton, A., Croucher, P. and Baker, P., (2014).The handbook of logistics and distribution management: Understanding the supply chain. Kogan Page Publishers. Wisner, J.D., Tan, K.C. and Leong, G.K., (2014).Principles of supply chain management: A balanced approach. Cengage Learning.

The Role of Human Resource Knowledge in establishing Performance

Introduction The workplace today is in a condition of metamorphosis of workers’ motivation, customers’ satisfaction, human-resource development and customer relation management with a global mindset of penetrating every aspect of the organization. Effective workforce is a pillar in an organization as it is a great player in accomplishing the firms’ objectives and service delivery.Advertising We will write a custom case study sample on The Role of Human Resource Knowledge in establishing Performance-Based Work environment: The Case of â€Å"Flambo Plast Gmbh† specifically for you for only $16.05 $11/page Learn More According to Aspatore Books, human-resource management is the organizational function that enables efficiency, innovation, creativity and flexibility of the workforce to transform them into productive assets.1 Therefore, many institutions have emphasized on the need to consider (HRM) human-resource management as a co urse. However, it is also important to note that it is one of the demanding knowledge, especially in a workplace.2 An orderly managed well-organized human-resource department assists the organizations to attain the desired goals and competitiveness in the industry. Background of the study In the present century, the human-resource management departments are facing unlimited challenges. As paradigms have changed in various dimensions and the factors affecting human-resource management are not exceptional. The human-resource management must re-examine the organizational structure and functions in order to cope with relevance, new trends and challenges in the contemporary business setting. In the current business context, the most affecting and challenging issue to an informed man is time’s nature of setting things in order and in place in the best and most effective way3. Advanced technology, through the use of computer and smart phones, assist man to deal situations in the mos t effective and efficient manner. The state of human-resource management is a system that attracts strengths, encourages, and maintains employees who are responsible for the successful operation and existence of the organization.4 The main and important function of human-resource management circulates around workforce planning, recruitment and selection, job specification, dismissal, employee motivation, customer relation management (CRM), performance evaluation and employee development.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Has life changed alongside developments in technology, so, is it the human-resource management to occupy more responsibilities? These conceptual issues have established fundamental principles for the foundation of human-resource management. Fundamental of human development The training function of human-resource management is contemporarily termed as huma n-resource development. It is an orderly effort towards facilitating the workforce within the firm to acquire the required knowledge in the desire for organizational success. This revolves around three areas- employer and employee development, performance development and work environment improvement. There are important laws that the human-resource management must equip itself with during the training. The teaching and the process must be interesting so that the trainee is motivated to grasp the important information. 5 In addition, the training and development must target at the performance improvement to help the organization attain stronger organizational efficiency, greater competitive practices and enhance profitability. Objective of the study In this paper, the primary objective is to examine and determine the value of employer’s knowledge in human-resource management. I seek to: Ascertain the relevance of human-resource management knowledge and skills and the workplac e. To analyze the functions of human-resource management in an organization Ascertain the relevance between motivation and job performance. Discussion The reorganization of the human-resource administration for â€Å"Flambo Plast Gmbh† The human-resource departments are vital players responsible for attracting, developing, motivating and maintaining best employees the human-resource management departments are required to make well-detailed organizational charts for their firms to assist the managers and executives carry their duties responsible.6 In addition, the organization charts enhance the employees to understand the company strategy and structure, and their roles in delivering the organizational goals.Advertising We will write a custom case study sample on The Role of Human Resource Knowledge in establishing Performance-Based Work environment: The Case of â€Å"Flambo Plast Gmbh† specifically for you for only $16.05 $11/page Learn Mor e Organizational charts aid a company in ensuring effective and efficient communication of its objectives, employee expectations, and responsibilities. In demonstrating commitment to excellence, the company needs to develop an ideal organizational chart that is efficient in mapping the company’s communication lines. The organizational chart is essential tool and is necessary in circumstances where management is in pursuit to identify areas through the enterprise that presents opportunities for downscaling. The organizational structure needs to be flexible and the one that reflects the immediate requirements of the organization. The â€Å"Flambo Plast Gbhm† company must make sure the human-resource management chart allows the management and the employees to: existence of co-operation between the employees and the management at large. Perfect relation and communication among the employees and the management Clear and easy understanding of the processes Flexible and re alistic nature Clear definition of roles and responsibilities within the organization The structure that allows smooth teamwork among the employees and the management The human-resource department organizational chart The â€Å"Flambo Plast Gmbh† shall be organized in a manner that it constitutes the outlook of a modern human-resource department.7 The chart shall address the three-main sections namely: HR front office HR back office HR excellence centers The HR Front office This office shall be the main interaction point for all HR team members and shall be an internal source for the employees. The HR Back office This office is important and responsible for HR services offered both internally and externally. This office is also in control of legal procedures, in an organization. The office will ensure that all procedures and actions are compliant with law. Indeed, all the administrative functions like payroll, bonus, and benefits are in control in this office. The HR Excel lence center This section in human-resource management shall be responsible for maintaining policies, processes and products developed. The office will ensure and oversee the employee training, recruiting and staffing roles.Advertising Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Flambo Plast Gmbh Human Resource Organiization Chart This is a hierarchical type of organizational chart. In this chart, the employees are under certain functional departments headed by a different manager. For instance, we have the front office, back office, and the excellence center headed by different managers. The main reason for choosing this kind of chart is that it clearly explains the organizational structure in simple terms. In addition, the use of organizational charts saves an organization from problems of communication loops.. 8 These calls for another management team to assist manage the organization. The main functions of human-resource department The human-resource department is in control of several duties that deal with the employees of the company. Unfortunately, some managers assume HRM as a simple office with less work.9 The office has a lot of work and requires great attention to address these issues. However, the main duties and responsibilities of human reso urces management are: Recruitment of employees Compensation and remuneration Training and development Planning Recruitment of employees The human-resource department is vest with power to recruit and oversee the selection of employees. This involves the process of choosing few qualified candidates out from many unqualified. The function ensures that the company under consideration selects the most skilful and competent taskforce from plenty of applicants. This function involves selection of the best individuals and evaluation of their ability in relation to the company requirements. The recruitment can be through various processes that may include interviews, educational, psychological measurements and written interviews. Compensation and remuneration A capital resource is one the most important assets that the company can rely on. For efficient production, the company needs to address the issue of compensation and remuneration in details. This deals with the motivation of the emp loyees. The human-resource department has a task of evaluating the performance in turn rewarding those who did well or exceeded the expectation of the company.10 The compensation packages can be in terms of salary increment, holiday offers, awards, equities etc. Training and development This function is important and necessary since it adds value to the organization. Employees’ training is in relation with improvement of skills and attitudes of the employees. It is also significant in motivating the works as well as boosting their energy. Training enables the employee to be familiar with duties that he/she supposed to work on. Some jobs require work experience or training before some can undertake the task. The can be characterized by attendance of seminars, conferences, workshops and formal talks among others. Planning Every manager must plan regardless of the section under his or her command. The human-resource department has the responsibility of ensuring that adequate pla ns are in place for the success of the organization. The department plans how the organization structure will look like, the duties and responsibilities of each employee, the chain of command and several others. The department is also bestowing with the responsibility of planning the future organizational goals in relation to people or clarifying the same goals to staff members. Planning is a useful tool in putting the organizational goals in safe basket.11 Adviser It refers to a professional or a consultant providing expert advice to his or her clients concerning a certain field. Customer relationship management In my own understanding, CRM is an information house or database responsible for monitoring, valuing, developing and retaining excellent relation to the customer. Simply, observing the principles of customer relationship.12 Problems regarding employees’ motivation In the turn of a century, the business setting has gone through various changes touching the style in hu man-resource management. Some business managers are not aware of these inventible changes. This has led to the failure of many stable businesses. However, motivation has both positive and negative effects to the business. Therefore, it is important they learn, understand and are familiarized with factors that promote positive motivation at the workplace. The objective of this paper is to assist the manager to understand the need for motivation at the workplace. This can be through identifying factors that may occur because of lack of motivation in the workplace. According to Fredrick Herzberg, motivation is the force that makes us do things: this is a result of our individual needs being satisfied so that we are inspired to accomplish our tasks.13 Motivation is essential in achieving the best from human capital. Motivation has a great impact on the output of the business in terms of quality and quantity. Production staff is the pivot that the business relies heavily regarding the ou tput. When motivation is not satisfied, the company suffers a huge loss hence there is the failure of business to perform effectively. A de-motivated workforce ultimately results in high absenteeism and employee turnover rates always accompanied by poor customer service. Fredrick Herzberg came up with two main divisions that deal with motivation. Those factors that motivated work staff at the workplace and, Hygiene Factors The motivators enhanced excellent performance in an organization leading high output and works’ friendly working environment. However, the hygiene factors, if not met, has a negative impact on employee’s efficiency and immeasurable loss to business. There are a number of problems regarding the employees’ motivation. These may include: Poor pay Work conditions Supervision Inadequate recognition Poor pay Many companies have failed to demonstrate excellent efforts towards workers’ remuneration. Though money is not the only reason why e mployees cause unrest at the workplace, in most cases, it is the main reason. In the recent world, most of havoc caused at the workplace results from poor pay. If the workers’ effort is unappreciated, they feel low sometimes boycotting the work or bringing unrest in the company. Worker’ salary must be revised regulated according to ensure the equity. Employees are equally motivated to achieve the organizational objectives when salary is perceived as enough. The output of the employees must match the salary. Poor pay of workers to some extend causes sick leave and inefficient works. Work condition The prevailing working environment of an employee is very critical issue in the contemporary business context. Though motivation is something that comes from the inner force of a person, management has a big role in creating an environment that encourages employee motivation. The employer must eliminate risks that de-motivate the workers at the workplace. Workplace safety must be the point of concern to management and shareholders as a whole. Most of the workforces consider this as a motivator. 14 Supervision Supervision direction is wrong in certain organization leading qualified employees quitting their jobs. According to the recent research, it reveals that some managers have poor leadership and management styles in stabilizing the work of an efficient employee. It is certain that some workers quit the managers but not the job. Supervision should give direction but not cause disharmony at the workplace. Recognition failure Recognition failure is one of the main reasons why employees get hurt. Recognition is one of the important factors that fuels personal motives. Recognizing employees for the efforts made towards achieving the organizational goals not only make them proud but also promote self-esteem and cultivate spirits of more innovations. Motivation can be through promotions, pay increase, comments and many unlisted. Theories on connection betwee n motivation and job performance Several psychologists have come with theories supported by empirical evidence to show the relationship between motivation and job performance. The world known psychologists like Fredrick Herzberg, Abraham Maslow, Elton Mayo, Douglas McGregor, among unlisted through different researches have tried to show the relation that exists between motivation and job performance. This paper will examine through the two theories the relationship prevalence between the job performance and motivation. It is going to focus on a two-factor theory by Herzberg and the theory by Maslow. Two-factor theory According to Herzberg, motivation is in two motives. He also refers to this theory as â€Å"the dual structure theory.† From his theory, Herzberg believed that two sets factors influence people. He classified these two sets into motivator and hygiene. The hygiene referred to as dissatisfied, as their absence causes dissatisfaction while their presence does not mo tivate. The hygiene included pay and benefit, supervision, job security, personal life working conditions, status and relationship with co-workers. However, on the motivator side, he includes recognition, promotion, achievements and growth. According to him, hygiene factors operate separately or independently from the motivators. He argued that the hygiene factors were of short-term effects and that a little improvement would be to their removal. According to him, motivation was important and necessary for achievements. The theory Z Abraham Maslow developed another important theory to link relationship between motivation and job performance. Maslow (1971), named his final theory â€Å"Theory Z.† Maslow tried to relate motivation and job performance by using theory z, to explain the self-actualization. In his study, Maslow said less than 1%of the adult population was self-actualizing. Abraham Maslow focused his life’s work on the study of human potential, development an d motivation.15 Maslow’s hierarchy of needs, visible deference was given to people who had a value focused. He reveals that the level of unhealthiness exists in all areas of development. He refers to being self-actualized as becoming more fully human who responds to the inner forces for development. Most recent authors with the present leadership style concur with him. According to him, before one becomes self-actualized, he must first meet the physiological needs. He demonstrated his ideas using the hierarchy of needs. Theory Z was clearly an indication of unhealthy people in unhealthy organization.16 Critical review of the theories The two theories developed by the two psychologists ultimately relate job performance to motivation. From the dual research, it is evidently that motivation is ideal in improving work efficiency. Motivation leads to high output and works that motivate results in high production. For example, in the work of Herzberg, he believes that when hygiene is not satisfied, they cause dissatisfaction. This is actual true because when employees’ hygiene is not met, they cause underproduction. On the other hand, Maslow work supports the connection between the job performance and motivation. In his work, â€Å"Those serving customers must be longer range in time and longer range in space and wider thinking in terms of causes and effects and holistic relationships. Why is this? It’s because the relationships†¦are very different when these customers are supposed to be kept for a century or two.† 17 Recommendations First, I recommend the manager to enroll for the MBA course in human-resource management. This course will assist the manager in acquiring managerial skills and knowledge that will enable him or her to demonstrate quality leadership style in management. Secondly, I recommend the management to revise and uphold the importance of motivation and strongly put it in practice. This would motivate the workforce leading to efficiency production. It will also create a good rapport between the customers and the business. Finally, the human-resource organizational chart requires another structure with well-defined duties of the concern. Conclusion Human-resource management is an important resource to any organization set up. The current managers require to be trained in this field to ensure they utilize this capital. This will have a positive impact on the output of the business. For any milestone development, this pillar department of the organization must be vested with responsible and knowledgeable persons. Bibliography Ahmad, Shoeb. Human Resources Management and Technical Changes. New Delhi: Gyan Publishing House, 2004. Anderson, Charles. Tool Kit for Human Resources. Lincoln: iUniverse, 2004. Anderson, Kristin and Carol Kerr. Customer relationship management. McGraw-Hill Professional, 2002. Armstrong, Michael. Strategic Human Resource Management: A Guide to Action. London: Kogan Page Pu blishers, 2008. Aspatore Books. The Role of Human Resources: Top Executives on Using HR to Drive Business Results and Add Value to a Company (Inside the Minds). London: Aspatore Books, Incorporated, 2005. Green, Jerry W. Exploring the needs of teleworkers using Herzberg’s two-factor theory. New York: ProQuest, 2009. Ionazzi, Daniel A. The stage management handbook. New York: Writer’s Digest Books, 1992. Knox, Simon. Customer relationship management: perspectives from the marketplace Butterworth-Heinemann, 2003. Koontz, Harold and Heinz Weihrich. Essentials of Management. New York: Tata McGraw-Hill Education, 2006. Lawler, Edward and John Boudreau. Achieving excellence in human resource management: an assessment of human resource functions. Stanford University: Stanford University Press, 2009. Rothwell, William J and Kazanas Hanze. Planning and managing human resources: strategic planning for human resources management. New York: Human Resource Development, 2003. Saiya dain, Mirza. Human Resources Management. New York: Tata McGraw-Hill Education, 2009. Mathis, Robert and John Jackson H. Human Resource Management. New York: Cengage Learning, 2010. Ulrich, David. Human resource champions: the next agenda for adding value and delivering results. New York: Harvard Business Press, 1996. University of Nebraska (Lincoln campus). Dept. of Psychology. Current theory and research in motivation. University of Nebraska: University of Nebraska Press, 2003. Wilson, John P. Human resource development: learning training for individuals organizations. London: Kogan Page Publishers, 2005. Footnotes 1 Aspatore Books. The Role of Human Resources: Top Executives on Using HR to Drive Business Results and Add Value to a Company (Inside the Minds). (London: Aspatore Books, Incorporated, 2005), 45-53. 2 Mirza, Saiyadain. Human Resources Management. (New York: Tata McGraw-Hill Education, 2009), 1 3 Robert, Mathis and John Jackson H. Human Resource Management. (New York: Cengage Learning, 2010), 27. 4 Edward, Lawler and John Boudreau. Achieving excellence in human resource management: an assessment of human resource functions. (Stanford University: Stanford University Press, 2009), 21. 5 Kristin, Anderson and Carol Kerr. Customer relationship management. New York: McGraw-Hill Professional, 2002), 2. 6 Shoeb, Ahmad. Human Resources Management and Technical Changes. (New Delhi: Gyan Publishing House, 2004, 185. 7 Charles, Anderson. Tool Kit for Human Resources. (Lincoln: iUniverse, 2004),108. 8 John, Wilson. Human resource development: learning training for individuals organizations. London: (Kogan Page Publishers, 2005), 26-35. 9 William, Rothwell and Kazanas Hanze. Planning and managing human resources: strategic planning for human resources management. (New York: Human Resource Development, 2003), 478. 10 Michael, Armstrong. Strategic Human Resource Management: A Guide to Action. (London: Kogan Page Publishers, 2008), 72. 11 David, Ulrich. Human resource champions: the next agenda for adding value and delivering results. (New York: Harvard Business Press, 1996), 25. 12 Simon, Knox. Customer relationship management: perspectives from the marketplace. (New York: Butterworth-Heinemann, 2003), 3. 13 Daniel, Ionazzi. The stage management handbook. (New York: Writer’s Digest Books, 1992), 165. 14 Jerry, Green. Exploring the needs of teleworkers using Herzberg’s two-factor theory. (New York: ProQuest, 2009), 56 15 Harold, Koontz and Heinz Weihrich. Essentials of Management. (New York: Tata McGraw-Hill Education, 2006), 291 16 University of Nebraska (Lincoln campus). Dept. of Psychology. Current theory and research in motivation. (University of Nebraska: University of Nebraska Press, 2003), 175. 17 Jerry, Green. Exploring the needs of teleworkers using Herzberg’s two-factor theory. (New York: ProQuest, 2009), 56 This case study on The Role of Human Resource Knowledge in establishing Performance-Based Work environment: The Case of â€Å"Flambo Plast Gmbh† was written and submitted by user Rayden G. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Sherman Antitrust in 21st Century essays

Sherman Antitrust in 21st Century essays Sherman Anti-trust in the 21st Century Whilst approaching the Twenty- first Century, America has taken significant strides in the advancement of high technology. With the unveiling of this new frontier comes continued innovation and government regulation. One aspect of the government in particular, the Sherman Anti-Trust Act of 1890, has impeded the progress of exploration into this new field; for the effectiveness of government is a nefarious hindrance to the efficiency of technology. Thus comes the age old question of who governs and to what ends. As a solution government should adopt a more Adam Smith approach to the regulation of high technology; the Sherman Anti-Trust Act should be amended by the legislature to allow more leeway for the technological and dynamic computer industry. The result of such an amendment, especially in a world economy such as ours, would allow American computer companies to thrive and compete with foreign companies as well as lead the way into the technological future of the Twenty- fi rst Century. In the age of reform as a result of public sentiment, Congress passed the Sherman Anti-Trust Act of 1890, named for Senator John Sherman. The one hundred and eight year old Sherman Act forbids monopolizing a market or engaging in any restraint of trade. Today unlawful restraints fall under three categories: 1) having too large a market share; 2) tying the sale of one product to another; 3) predatory pricing. For the past century the federal government has been pursuing a populist attack on big businessesRCA, U.S. Steel, IBM, AT however, due to government intervention and anti-trust investigation on the basis of the outdated Sherman Act, many of these cutting edge businesses were hindered in their progress for success. ...

What Does ACT Stand For The Complete Story

What Does ACT Stand For The Complete Story SAT / ACT Prep Online Guides and Tips The ACT is now the most popular college admissions standardized test in the US, with the number of test-takers exceeding that of the SAT. But what does ACT actually stand for, and why does this actually matter? We answer all your questions in this guide. What Does ACT Mean? The ACT began in 1959, when Everett Franklin Lindquist, a professor at University of Iowa,was unhappy with the SAT for two reasons: The SAT was designed as an aptitude test – essentially, it tested your intelligence and innate capacity to learn. Lindquist thought that a college assessment test should really be testing what you’ve actually learned in school. The SAT was popular in private schools in the northeastern US (New York, Massachusetts) but not in the rest of the country and not in public schools. Lindquist believed the test should be accepted by public institutions and other schools across the country. Even though the SAT had begun over 30 years earlier and was growing in popularity, Lindquist believed he could do things better. As a result, he founded the American College Testing Program. See the ACT in there? Exclusive Bonus: What's a good ACT score, and how high do you need to score?Read our guide to find out. Lindquist designed the ACT to cover skills that you’ve learned in school. It began with four sections: English, Math, Social Studies, and Natural Sciences. It gave a composite score, just like it does now (read How is the ACT Composite Score Calculated?) Since then, the test hasn’t changed all that much, in contrast to the SAT, which has had something of an identity crisis. Here are the major milestones in the history of the ACT: 1959: The first ACT is administered to 75,460 students. 1972: Million Mark: The ACT hits 1,000,000 students taking the ACT. 1989: Redesign: The ACT undergoes a major change. The Social Studies section is changed into Reading, and Natural Sciences is changed into Science Reasoning. Both changes are an attempt to test fundamental reading and reasoning skills, rather than facts about history and science. 2005: The ACT adds an optional Writing Test. 2007: Every single college in the United States now accepts the ACT for admission. 2012: The number of students taking the ACT surpasses the SAT for the first time. At 1.85 million students, this means over half of the country’s graduates are taking the ACT. So what does ACT stand for? It started off as the American College Test, but at this point the ACT organization doesn’t formally call it that. The test is just known as the ACT. What's Next? Now that you’ve learned the history, you probably want to know how you can get the highest ACT score possible. Find out what a good ACT score is, and how to calculate your own ACT target score. Interested in free ACT practice tests? Click here for a guide on how to get every official ACT practice test available. Read our detailed guide to the best ACT prep books. Want to improve your ACT score by 4 points or more? We've written a free guide to the very best strategies you need to use:

( Herbert Hoover )By analyzing his times, his initiatives as President Essay

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