Personality Theory - 1438 Words

Running head: PERSONALITY THEORY Personality Theory Paper Bonnie Garcia University of Phoenix/PSYCH 504 Dr. Melissa Venezia April 19, 2010 In this paper I have chosen Abraham Maslow to explain how his theory has influenced my understanding of the personalities and behaviors of people in society and in the workplace. Furthermore, I will explain how Maslow’s theory has influenced my position in society and in the workplace, along with my interactions with others. Abraham Maslow brought a bright outlook to the world of psychology with his idea of hierarchy of human needs.† His idea of an authentic self† that core part of an individual who strives towards growth, is then measured one of the foundation stones of the Humanistic†¦show more content†¦According to Maslow, esteem needs becomes increasingly important. These include the need for factors that reflect on self-esteem, personal worth, social recognition, and accomplishment. Because of the fact that I have not moved forward in Maslow’s Hierarchy of social need this level is extremely difficult. I have accomplished many events in life to know satisfaction. After completing my Bachelor’s degree, I had no emotional sense of gratitude. I was asked numerous times by people â€Å"how I felt,† â€Å"did I feel different† or â€Å"what was I going to do now,† and because of my unfortunate low self-esteem, I cannot find the importance of esteem needs. Self-esteem is essential in personality. I carry myself around others in society and in the workforce as if I am a strong person with self-esteem. I am hungry to belong. At home and in my personal time I am most content being alone. I find calmness in spending time alone, watching a moving or just sitting out back by the pool reading a book. According to Maslow, Self-actualizing is the last step; people are self-aware, concerned with personal growth, less concerned with the opinions of others and interested fulfilling their potential. I am nowhere close to this step, although, I am developing a better understanding of Maslow’s Hierarchy of Needs. I look forward toward working through all of the levels to achieve self-awareness regarding who I am as a person developing and achieving a healthierShow MoreRelatedPerson ality And Theory Of Personality Essay2250 Words   |  9 PagesPersonality Examined Personality is deeply complexing subject that cannot be easily summed up. There is no concrete right answer, or only one way to evaluate any given subject, as every aspect of personality has more than one view point or angle. Famous psychologists such as Freud, Adler, Jung, Erickson, Eysenck, and Skinner all shaped and conducted the research that would come together and be taught to generations as the foundations of personality and the theory of personality. To better understandRead MorePersonality Theory And Personality Theories1441 Words   |  6 PagesIntroduction Personality can be defined in many ways due to the individual and unique aspects of personality, and there is yet to be a definitive answer for what personality is and how it comes into being. Generally personality can be defined as the relatively constant, individual and unique characteristics and traits which present themselves to others in different circumstances. Due to the many unknown factors of personality psychologists have suggested many ways in which personality is created,Read MoreTheories Of Personality And Personality1039 Words   |  5 PagesTheories of Personality At one point in life, at a young age or as a resident in an elderly home, the question of who am I will arise. It is a convoluted mesh of thoughts and feelings that a person will go through before coming up with an answer. Some people may even experience cognitive dissonance in trying to explain different stages of life, while others will be comfortable in responding instantaneously with minimal cognition. In going through this process and drawing up the ‘who am I’ andRead MorePersonality Theory : Personality Theories2989 Words   |  12 Pages Personality Theories Personality Theories: Of the many varieties of personality theory on offer, do you think any offer distinct advantages over the others, and if so, why? 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The theories that will be discussed in the relation to the development of personality are the Big Five trait theory, with emphasis on neuroticism, a phenome nological approach, and finally the learning and cognitive approaches. A synthesis of the approachesRead MorePersonality Theory Of Personality Development1325 Words   |  6 PagesMany personality theorists offered different explanations for human behaviors as well as established specific stages of personality development. However, person centered theory does not have a theory of personality structure, rather believes that it is essential to follow certain principles in order to develop the self-concept. Rogers’s theory of personality is based on the notion that all individuals have the innate ability to reach actualizing tendency and establish a self-concept, which is congruentRead MorePersonality Theory2846 Words   |  12 Pagespersonality theories, types and tests personality types, behavioural styles theories, personality and testing systems - for self-awareness, self-development, motivation, management, and recruitment Motivation, management, communications, relationships - focused on yourself or others - are a lot more effective when you understand yourself, and the people you seek to motivate or manage or develop or help. Understanding personality is also the key to unlocking elusive human qualities, for exampleRead MoreCarl Rogers’ Theory Of Personality. Personality Theories1093 Words   |  5 PagesCarl Rogers’ Theory of Personality Personality theories suggest explanations for behaviors and how to change them. Multiple personality theories exist however one of the most interesting is the theory of personality by Carl Rogers. Rogers writes, â€Å"the core of man’s nature is essentially positive† (1961, p.73). â€Å"Carl Ransom Rogers (January 8,1902- February 4, 1987) was an influential American psychologist who, along with Abraham Maslow founded the humanistic approach to psychology† (â€Å"Carl,† 2017,

An obstacle that I have overcame in the past was m Essay Example For Students

An obstacle that I have overcame in the past was m Essay UFOy encounter with a UFO which happened in January of 1997, during a night when I was out in the desert. At first I was only able to remember a blazing red object coming toward me, but not what happened afterwards. A year after my encounter, I started seeing weird images and having visions of the future. I saw a scenario of recognition, of civilizations existing on other planets, of civilizations existing with fantastic technological achievements, of civilizations existing with tremendous scientific knowledge, of civilizations existing with people of various natures who have knowledge of all kinds, medical, artistic, cultural, etc. Another scenario I saw was of Biological Interference, of cross breeding with alien races, of giving of embryos or sperm for breeding experiments, of implantations of sperm or fertile eggs, of taking cells for examination, experimentation with cloning. Another scenario I saw was the Scenario of Induction, of an unseen secret organization of good will, of inspirational aids to solve problems and difficulties, of secrets of the past to be found, of monuments of good will recorded in lost places, of destruction of powerful evils to human/ earth Also I saw scenarios of Self-Development and Self-awareness, of offering new personal insights, of strengthening beliefs, of offering new projects, of support of a persons intentions/ambitions. There are many other scenarios and parts that came to me, and those can each or all merge one into another. In one message, the aliens told me that the purpose of these images are to rejuvenate the earth, and to aid in the evolutionary development of man. This event in my life has definitely been the greatest obstacle that I have ever faced. Except for the time when I traveled to the center of the earth. Bibliography:none

Changing Diagnosing Organizational Cultures †MyAssignmenthelp.com

Question: Discuss about the Changing Diagnosing Organizational Cultures. Answer: Introduction: Internal and the external challenges are the prime factors due which the organizational culture is formed. The business organization is molded after overcoming these barriers and also learns to deal with the mentioned components (Shafritz, Ott Jang, 2015). When the business corporation is offering successful adoption to the environmental challenges and thus success is ensured and as a result, these values are retained. These values are the mediums through which the business is executed. Founders values, preferences, and industry demands are the most significant components for the creation of an organization's culture. There are numerous cultural systems that are able in stimulating the workplace and also exist in parallel. A proper formatting process and framework is required to be followed for creating an organizational culture. The below mentioned are the steps that can be utilized by the business corporations for creating an organizational culture. Maintaining transparency and setting clear expectations: Generating a cultural identity has been considered as a formless task that is potentially boundless in scope (Lloyd, 2015). And for developing a push through this challenge can be made possible by creating a simple and easy-to articulate vision that should depict the required accomplishments. This vision should be developed in written form so as to provide it from being distorted. Consistent and stress accountability: There is a great impact of the team leaders and the senior authorities and the same culture is infused within the business organization. The leaders and their actions will aid the business entity in showcasing the culture. Investments should be made in enriching and maintaining workplace culture: Evolving is the basic nature of a great organizational culture. With the growth and success, the business entity will discover new objectives and strategies that are required to be implemented. A strong culture within a business corporation will motivate the managers and team leader to make use of ethical and fair means and business practices within the organizational structure (Hall Melvin, 2016). This will aid in the development of positive and friendly working environment and that will motivate the workforce to work even harder. An increase in the effectiveness and efficiency will be observed and that will result in delivery of quality services. A culture of a business organization has been considered as an asset to the firm as it held liable for reflecting the soul of the business organization and is also responsible for generating human. And both the mentioned components play an integral role in the growth and development of the business corporation. Describe the different ways organizations can go international. Explain how the global political/legal and economic environments affect managers of global organizations. The below presented are the major four ways through which the business organization can expand their business operations on global grounds: Establishing relationships with large and multinational corporations that are able of providing local references: Detailed research and survey should be executed for analyzing and identifying the big brands of the related sector (Goyal, Chavan Tripathi, 2016). The approach should be made towards them in relation to the trade and business. Creating joint ventures: After analyzing and uncovering the established corporations a reach should be made towards them for working together and try influencing them for building new ventures. Develop local leadership: The international markets vary in terms of norms, regulations, governing policies, cultural dimensions, and languages and this will be proven challenging for the business corporations (Alvesson Sveningsson, 2015). And hence the business entity is required to hire local leaders who understand local aspects. Go there: After developing the plans a meeting should be executed for developing contacts. International managers face varied nature of challenges and for tackling the same training and development is required. There will be a large variety of differences for the managers while managing the business in foreign nations. And hence the managers are required to keep continuous monitoring over the political, legal and technological environments and the same are described as follows: Political environment: The political conditions can encourage or block monetary advancements and direct speculations (Dekker, 2016). This condition is ever?changing. As cases, the political and financial theories of a country's pioneer may change overnight. The solidness of a country's administration, which habitually lays on the help of the general population, can be exceptionally unpredictable. Different national gatherings with personal stakes can undermine speculation activities and openings. Also, neighborhood governments may see outside firms suspiciously. Political contemplations are occasionally composed down and frequently change quickly (Denison, Nieminen Kotrba, 2014). Political contemplations influence worldwide business day by day as governments sanction duties (charges), shares (yearly points of confinement), embargoes (blockages), and different kinds of limitation in light of political occasions. Economic environment: Managers are required to make screening of currency, framework, expansion, loan fees, wages, and tax assessment (Hornstein, 2015). In surveying the monetary condition in outside nations, a business must give careful consideration to the accompanying four territories: Normal wage levels of the individuals: On the off chance that the normal pay for the populace is low, regardless of how frantically this populace needs an item or administration, there basically isn't a business opportunity for it (Waring, 2016). Tax structures: In a few nations, outside firms pay substantially higher assessment rates than household contenders. These assessment contrasts might be extremely evident or unpretentious, as in concealed enrollment charges. Differentiate between social obligation, social responsiveness, and social responsibility. What does social responsibility mean to you personally? Do you think business organizations should be socially responsible? Explain. Social obligations occur when the business organization is involved in social actions and practices because of its obligations so as to make accomplishments of certain legal and economic responsibilities. But social responsiveness is seen when a firm is engaged in social actions for responding to some of the popular social requirements (Furnham Gunter, 2015). Whereas a social responsibility is a businesss intention beyond economic and legal obligations and this is done for doing right things and act appropriately in the ways that are in favor of society. As per my opinion, the term social responsibility can be referred as an intention of a doing right things in an ethical manner and also acting in a way that will be proven beneficial for the society. Further, according to me, social responsibility can also be considered any of the voluntary acts done in the favor of the society and well-being and that to without making any sought of expectations (Bratton Gold, 2017). Yes, it should be made mandatory for each and every business organization as there are various processes and procedures through which various aspects of the environment gets affected. If an business organization is socially aware then it will be taking preventive measures for acting positively and favorably for the society and well-being. References Alvesson, M., Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. New York: Routledge. Bratton, J., Gold, J. (2017). Human resource management: theory and practice. London: Palgrave. Dekker, S. (2016). Just culture: Balancing safety and accountability. London: CRC Press. Denison, D., Nieminen, L., Kotrba, L. (2014). Diagnosing organizational cultures: A conceptual and empirical review of culture effectiveness surveys. European Journal of Work and Organizational Psychology, 23(1), 145-161. Furnham, A., Gunter, B. (2015). Corporate Assessment (Routledge Revivals): Auditing a Company's Personality. New York: Routledge. Goyal, M. R., Chavan, V. K., Tripathi, V. K. (Eds.). (2016). Principles and Management of Clogging in Micro Irrigation London: CRC Press. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298. Lloyd, R. (2015). Experiential Learning Approaches to Principles of Management. Administrative Issues Journal, 5(3), 5. Shafritz, J. M., Ott, J. S., Jang, Y. S. (2015). Classics of organization theory. Boston, MA: Cengage Learning. Waring, S. P. (2016). Taylorism transformed: Scientific management theory since 1945. North Carolina: UNC Press Books.

Westecs Bd Essay Example For Students

Westecs Bd Essay Background of Westecs ®: Westecs ® Ltd. is the largest chain clothing store in Bangladesh. This company started its journey since 1987. There are nine branches of Westecs ® among which six stores are in Dhaka, two are in Syhlet and one in Chittagong. There is one chairman in Westecs ® who regulates all the activities from its head office which is located in Tejgaon. There is one director in each branch who controls the work of the outlets. Each of the stores has 1 or 2 managers motivating their employees in various ways. More than 300 employees are working in the organization. Their competitors are Eastasy, Rex, and other fashion houses and boutique shops. But their main competitor is Pretex. This company is divided into two portions- one is administrative and another one is sales. The administrative sector controls the overall working process of the branch manager, sales manager, and accountant and finance manager. The sales department totally depends on the accountant’s effort and this portion is controlled by the head office. Westecs ® mainly manufacture the brand items such as suits, blazers and official Shirts. We will write a custom essay on Westecs Bd specifically for you for only $16.38 $13.9/page Order now The backup of their brand items are imported from different countries. They also sell casual wears of gents, ladies and children. These readymade garments are collected from various sources such as the garments that could not be exported to the foreign countries due to shipment or time difficulty. All the branches of Westecs ® are well festooned and the environment is comfortable and rich. Westecs ® provide a special importance to the customer satisfaction. Almost all kinds of wear that the customers need are found here. They have a future vision to extend their business by exporting their garment products abroad. The hierarchy of management in Westecs ® Ltd. can be illustrated as below: Fig: Organogram of westecs ® Ltd 1. 0 Problem Assessment The executive development process of a company starts with the assessment of the company’s current problem. This assessment of problem is needed specially when there is a discrepancy between some current state of affairs and some desired state, requiring the consideration of alternative courses of action. Westecs ® Ltd. is one of the largest chain clothing stores in Bangladesh. To get this achievement they have maintained certain management policies and practiced some theories to make it an effective and efficient organization though Westecs ® do not have any formal Human Resource department. In spite of all plans and strategies there are some loopholes in every organization. Westecs ® is running their business in somewhat successful manner but there are many problems especially with the Human Resource management such as productivity, skills and personal attributes, employee morale, innovations and training and development- in which sectors they have a lot of opportunities to improve. Here are some problems of Westecs ®, which are effecting in different aspects. These problems are related to recruitment and selection process, productivity, motivation, pay for performance, absenteeism, turnover, organizational citizenship behavior, job satisfaction, skills, training and development etc. Development in these sections may lead Westecs ® to better productivity and success. 1. Productivity An organization meant to be productive when it achieves its goals and does so by transferring inputs to outputs at the lowest cost. This productivity also implies a concern for both effectiveness and efficiency. By effective, we mean making the right decision and successfully implementing them. The organizational goals that Westecs ® have are- These goals are not specific and difficult rather they are more generalized. Westecs ® is somewhat successful in achieving these general goals, so it can be said that Westecs ® has the effectiveness from such context but to succeed in long run they should have some specific goals which will lead them to higher performance. A company is efficient when it uses its resources wisely an in a cost effective way. To measure the efficiency level, there are some other factors needed to take into account, such as absenteeism, turnover, organizational citizenship behavior, job satisfaction etc. 1. 2 Absenteeism Absenteeism is the failure to report to work and it causes a huge cost and disruption for the employers. In Westecs ® the absenteeism rate is relatively low. The employees are given altogether 30 days of leave in a year. Though absence have a negative impact on the organization, but Westecs ® consider the situation when employees do not come for illness, fatigue or excess stress. If it is within the allowed 30days leave a year and the employee feels sick Westecs ® does not pressurize their employees to come to the job if they feel sick or excess stress. Because the management of Westecs ® believes that a sick or stressed person can not put his/her 100% attention to their job rather they perform poorly, which in turn may bring poor service to the customer and increase customer dissatisfaction-that finally will impede the image of the organization as a whole. So Westecs ® is efficient enough to manage their absenteeism. 3. Turnover Turnover is the voluntary or involuntary permanent withdrawal from an organization. Westecs ® faces a relatively high turnover rate. This high rate of turnover results in increased recruiting, selection and training cost. In addition, this high rate of turnover also disrupt the efficient running of an organization when knowledge and experienced personnel leave and replacements must be found and prepared to assume positions of responsibility. Westecs ® failed to efficiently manage this high turnover rate. 4. Organizational Citizenship Behavior Organizational Citizenship Behavior (OCB) is a discretionary behavior that is not a part of employee’s formal job requirements, but that nevertheless promotes the effective functioning of the organization. To become a successful organization, it needs employees who will do more then their usual job duties and provides performance that is beyond expectations. But in Westecs ®, there is no such employee who performs this Organizational Citizenship Behavior (OCB). So it is important for Westecs ® to increase the number of employees who will perform Organizational Citizenship Behavior (OCB) for the betterment of the organization. . Job Satisfaction Job satisfaction is the collection of feelings that an individual holds toward his or her job. It represents the attitude of an employee rather than behavior. The satisfied employees are more productive than dissatisfied employees. It is a legitimate objective of an organization. In Westecs ® the top level managers and the mid lev el managers have their job satisfaction but the problem with the lower level employees; they encompass relatively less job satisfaction. 6. Empowering People In successful organizations, managers are going considerably further by allowing employees full control of their work. By empowering employee managers are putting employees in charge of what they do and in so doing, managers have to learn how to give up control and employees have to learn how to take responsibility for their work and make appropriate decisions. But managers in Westecs ® do not empower their employees. Thus the employees are incapable of showing responsibilities and making suitable decisions. 7. Stimulating Innovation and change Successful organizations must foster innovation and master the art of change. So to exist in comparative business environment organizations should maintain their flexibility, continually improve their quality and beat competitors with a constant stream of innovative products and services. To do so organizations need managers and employees with high conceptual skills and innovative ideas. But there is lack of such managers and employees in Westecs ®. The managers of Westecs ® also face challenges and unable to stimulate their employees’ creativity and tolerance of change. 8. Coping with Temporariness Today’s management functions became more versatile than ever before for the fast change in globalization, expand capacity and advances in technology. So for the best benefit managers and employees should work in a climate best characterized as temporary. But there is no evidence of temporariness in Westecs ®. Here jobs are not being continually redesigned, tasks are being done by individuals rather than teams, and there is no scope for part time jobs. 9. Pay for Performance Pay for performance is the rewards that are allocated on performance criteria. Westecs ® do not give rewards to their employees on the basis of performance rather they give a general yearly increment to all the employee on the basis of position. Westecs ® also provide two bonuses to their employees. If this pay for performance is introduced, individuals should perceive a strong relationship between their performance and the reward they receive if motivation is to be maximized. Pay for performance can be best applied to the operation workers such as factory workers 10. Recruitment and selection The recruitment and selection process of Westecs ® is very ordinary and simple. News paper is the only medium to advertise for the recruitment. In the advertisement thy only mention the job title and age limit and ask for educational qualification, and experience. For the selection purpose the management conducts only face to face interview and no written test. To select potential people Westecs ® need to develop their recruitment and selection process. 2. 0 Evaluation of the traditional management function: 2. 1 Instituting plans, policies and procedures Westecs’ decision making regarding plans, policies, and procedures is centralized as it is concentrated at a single point in the organization which is its Head Office. .u5d0940ae22721c5f2db204fc416f4bb7 , .u5d0940ae22721c5f2db204fc416f4bb7 .postImageUrl , .u5d0940ae22721c5f2db204fc416f4bb7 .centered-text-area { min-height: 80px; position: relative; } .u5d0940ae22721c5f2db204fc416f4bb7 , .u5d0940ae22721c5f2db204fc416f4bb7:hover , .u5d0940ae22721c5f2db204fc416f4bb7:visited , .u5d0940ae22721c5f2db204fc416f4bb7:active { border:0!important; } .u5d0940ae22721c5f2db204fc416f4bb7 .clearfix:after { content: ""; display: table; clear: both; } .u5d0940ae22721c5f2db204fc416f4bb7 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u5d0940ae22721c5f2db204fc416f4bb7:active , .u5d0940ae22721c5f2db204fc416f4bb7:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u5d0940ae22721c5f2db204fc416f4bb7 .centered-text-area { width: 100%; position: relative ; } .u5d0940ae22721c5f2db204fc416f4bb7 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u5d0940ae22721c5f2db204fc416f4bb7 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u5d0940ae22721c5f2db204fc416f4bb7 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u5d0940ae22721c5f2db204fc416f4bb7:hover .ctaButton { background-color: #34495E!important; } .u5d0940ae22721c5f2db204fc416f4bb7 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u5d0940ae22721c5f2db204fc416f4bb7 .u5d0940ae22721c5f2db204fc416f4bb7-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u5d0940ae22721c5f2db204fc416f4bb7:after { content: ""; display: block; clear: both; } READ: I think that today's society is a half version o EssayIn Bangladesh, there are nine branches of Westecs and every branch has got about 15 to 20 employees. There is a Director, a Manager and an Assistant Manager in each branch who motivate their employees to carry out their activities efficiently. The measure of organizational efficiency includes return on investment, profit per amount of sales, output per hour of labor etc. Westecs’ planning process, policies and procedures are strong enough that enable their activities to be carried out efficiently. Westecs has a superior sales policy of its own. It follows fixed price policy so that customers do not have to bargai n. The company gives several sorts of sales for the customer’s favor as well as to reduce the stocks such as summer sale, winter sale, and special sale and so on. Westecs also provides good service to maintain good relationships with the customers. The personnel in the showrooms show well behaviour and good manner. It offers changes of clothes and refunds of money within 3 days. Westecs sells branded official shirts of its own and as well as blazers and readymade garments and became most successful in these segments and earned huge revenues on sales. Westecs have almost 200 factory employees from whom the company gets efficient output in due time. With their plans, policies and procedures, Westecs Ltd. is successful to carry out the activities efficiently. 2. 2 Organizing job description and understanding the responsibilities The job description lists the duties of a job; the job’s working conditions, and the tools, materials and equipment to perform it. Job content is necessary to develop appropriate selection method and job-relevant performance appraisal system. But Westecs Ltd. has no prescribed job description for the subordinates. After the employees have been selected for the outlets and the factories, they get familiar with the job content through practical experience. The director and manager play a great role to improve the performance of the employees. How the new employees will approach to the customers, how they can help the customers in purchasing things, how they will act when the customers face problems regarding their bought products and the like activities are taught from the observation of the activities of the existing employees and also from the recommendations of the branch director and managers in the outlets. In the factories also the labors learn their responsibility from the senior labors and the factory manager and the supervisor. Though Westecs have no official job description, the new employees are able to find it out not in an effective manner but through observation and practice. 2. 3 Selecting competent employees Westecs’ selection process is quite straightforward. The company offers job in the newspaper for the job applicants. The advertisement consists of the position the company is offering, educational qualification and the experience of the candidates for the managerial positions. For example, this company needs at least a degree for the sales manager. For the outlet personnel and factory workers no job requirement is mentioned specifically. No part-time job and temporary system is available in Westecs. Job candidates appear on a physical interview in the selection process. At first, they face supervisor’s interview for the preliminary selection. There is no written test for them. This interview is based on the IQ of the candidates and some sort of situational basis questionnaires. The company requires those candidates who have good spoken capability in English for the outlets. For the factories, they need experienced or capable workers. After the primary selection, the candidates sit for another interview with the chairman and branch directors for the final selection. Not all the candidates that Westecs selects and recruits are adequately oriented and trained. There is no systems approach to training for developing the performance of the employees. The employees learn from their practical works and the observation of what other employees do. In the factory, there are machine operators who instruct the new workers in operating the machine. By this way workers are getting trained in Westecs which is not an efficient and adequate way. 2. 4 Fair and equitable pay rates Westecs strictly maintains International Labor Law in terms of paying the wages. They pay the salary to the employees within the month and no dues occur. The outlet staffs and factory workers get a good starting salary which is around tk. 3000 to tk. 4000 and there is a year to year increment. The branch manager, sales manager, finance manager all get a reasonable salary. In addition, all the employees get yearly tk. 5000 for medical expense. They also obtain incentives which include festival bonus two times a year. Women are given 66 days maternity leave with pay. From these extra benefits and advantages which the employees are getting, they feel that their pay rates are equitable and fair. But Westecs does not increase the salary of the employees on the performance basis. It rather focuses on seniority. 2. 5 Leadership role of managers Leadership is the ability to influence a group toward the achievement of goals. Brach managers, factory managers, supervisors and other associated managers of Westecs serve as a leader towards achieving the goals of the organization. The managers advise many potential and useful instructions that the employees carry out efficiently. The employees have to stay almost all day long in the outlets that becomes no longer challenging for them. It increases boredom and reduces motivation. Thus the job turns into a dull and uninteresting one for the employees as they suffer from overroutinization of their work. There is no real arrangement of amusement for the employees in the organization. For example, there is no opportunity of job rotation for the employees. The periodic shifting of an employee from one task to another is job rotation. There is also a lack of job enlargement and job sharing in Westecs. Job enlargement is increasing the number and variety of tasks that an individual performs results in jobs with more diversity and job sharing is an arrangement that allows two or more individuals to split a traditional 40-hours-a-week-job. These handfuls opportunities are ignored in Westecs which would facilitate the employees with great deal. But employees are given tiffin two times a day-a little tiffin in the morning and heavy one in the afternoon. Westecs also assures transportation to facilitate the women employees. 2. 6 Interpersonal relationship among employees Interpersonal relation in organizations can be a primary source of need satisfaction for many people. For people with a strong need for affiliation, high-quality interpersonal relationships can be an important positive element in the workplace. People who support one another and who work well together can accomplish much more than people who do not support one another and who do not work well together. Another outcome is conflict- people may leave an interpersonal exchange feeling angry or hostile. These all can occur during the communication between people in the organization. Westecs’ decision making is centralized and all the decisions regarding plans, policies, procedures, selection, recruiting and so on that are to be accomplished are decided centrally in the head office. For that Westecs holds a meeting among its chairman, directors and managers on monthly basis. It lifts up the interpersonal relationship of the top management. Oral communication, which means face to face conversation, telephone calls and other situations in which the spoken word is used, occurs in Westecs in terms of interpersonal communication. The employees state their problems and other things to their boss through telephone or conversation. There is no process of written document for communication. 3. 0 Development Needs Motivation is one of the most frequently researched topics in OB; it leads the employees’ performance. Though Westecs ® established in 1987, but it cannot retain its employees for longer periods of time for its dysfunctional motivational program. ? Motivation through job Design-it is a key determinant of individual motivation and ultimately organizational success. Westecs ® have to shift their form of boring, tedious job to the form of an interesting job, so that employees can add zest and meaning to their professional life. To do this, top management has to impose job rotation, which will motivate through diversifying the employee’s activities. Here the employee will rotate to another job, usually at the same level. It will be benefit for the organization, because a wide range of skills give management more flexibility in scheduling working and adapting to changes. Job enrichment can be another effective way to increase the employee’s freedom and independence, provide feedback so an individual will be able to assess his or her own performance. By establishing direct client relationship with their employees and internal client as well as external, expanding job vertically and last but not least, opening feedback channels will motivate the employees of Westecs ®. Thus the employee’s skill variety, job feed back, autonomy and task significance will be upgraded. ? Motivation through rewards- rewards and benefits are a significant portion for motivating employees. Job performance and satisfaction can be improved by properly administered rewards. Though Westecs ® is providing some rewards to its employees that ensure equitable distribution, but it does not foster positive expectations which work as a barrier to its path of the improvement. ? Pay-for-performance- Pay-for-performance is a practical application for motivating employees. .u07db2421b45f0020295e5fedc75a11e2 , .u07db2421b45f0020295e5fedc75a11e2 .postImageUrl , .u07db2421b45f0020295e5fedc75a11e2 .centered-text-area { min-height: 80px; position: relative; } .u07db2421b45f0020295e5fedc75a11e2 , .u07db2421b45f0020295e5fedc75a11e2:hover , .u07db2421b45f0020295e5fedc75a11e2:visited , .u07db2421b45f0020295e5fedc75a11e2:active { border:0!important; } .u07db2421b45f0020295e5fedc75a11e2 .clearfix:after { content: ""; display: table; clear: both; } .u07db2421b45f0020295e5fedc75a11e2 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u07db2421b45f0020295e5fedc75a11e2:active , .u07db2421b45f0020295e5fedc75a11e2:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u07db2421b45f0020295e5fedc75a11e2 .centered-text-area { width: 100%; position: relative ; } .u07db2421b45f0020295e5fedc75a11e2 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u07db2421b45f0020295e5fedc75a11e2 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u07db2421b45f0020295e5fedc75a11e2 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u07db2421b45f0020295e5fedc75a11e2:hover .ctaButton { background-color: #34495E!important; } .u07db2421b45f0020295e5fedc75a11e2 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u07db2421b45f0020295e5fedc75a11e2 .u07db2421b45f0020295e5fedc75a11e2-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u07db2421b45f0020295e5fedc75a11e2:after { content: ""; display: block; clear: both; } READ: Feng Shui EssayFrom expectancy theory we know that, an individual will give maximum effort and upgrade performance, if his or her performance appraisals lead to organizational rewards. Thus besides giving annual salary and two yearly bonuses, they can introduce sales commission, skill-based pay, merit pay. Hence the employer has to make sure that those who give a little extra get a little extra. They have to shift their compensation plan on nonperformance factor, such as- seniority or job title to performance factor. These will encourage employees to work harder and smarter that will enrich the company’s productivity. Motivation through Employee participation- If em ployees participate on the goal setting process, decision making as well as designing and implementing organizational changes, employee turnover will be low and productivity will be high. By implementing quality control circles, open book management (sharing key financial data and profits with employees who are trained and empowered). Though this OBM is a bold break from traditional management, but through this employees will know how company’s action affect its success and bottom line, learn to interpret reports and how to control costs. In addition, then employees can make changes for success of the firm. In today’s globally competitive industrial environment, employer must focus on their employees’ performance management. To improve Westecs ® performance management process, it has to set goals, monitor and feedback ongoing performance. ? Assign specific goals- according to goal setting theory, we know that employees who are given specific goals usually perform better than those who are not. Westecs ® have to translate their organizational and departmental goals into specific goals for each employee. Their goals should include target dates or dead lines and quantitives terms. ? Ongoing performance monitoring- Westecs ® can use computer based systems that measure and then email progress and exception reports based on the previous progress towards meeting his or her performance goals. ? Ongoing feedback-employees of Westecs ® have to include face to face and computer based feedback regarding progress towards goals. The turnover rate in Westecs ® is comparatively high, especially middle and low level employees. Thus firms have to take some initiatives to reduce it. Flexible Work Hours-Flexible work hours can be an effective way to cut of this problem. In this process, employees have to work a specific numbers of hours a week but they are free to vary the hours of work within certain limits. It will allow employees some degree of freedom. By introducing part time facility, firm can increase productivity, eliminate tardiness and reduce over time expense. ? Job Sharing-Job sharin g can be another way of reducing turnover. It allows two more individuals to split a traditional 40 hours a week job. To implement this, Westecs ® have to introduce part time facility in its firm. It increases flexibility. Thus employees will motivate to work, their satisfaction will be increase as a result the rate of turnover will be decreased. Empowering: In Westecs ® employees have no full control in work – related problems. To improve their empowerment Westecs ® has to create some following steps. They are- ? Task significance: In this case Westecs ® has to assign more works to the employees and increase the responsibility of the manager. Decision making should be pushed down to the operating level, where the workers are being given the freedom to solve work related problems. They should empower their employee through decentralization and self- managed training. ? Managers should encourage their employees to participate in work- related decisions. Stimulating Innovation: WESTECS ® has no stimulating innovation process. But they have to provide these techniques for the flexibili ty, continually improve their quality and beat their competition to the market place with a constant stream of innovative products and services. The challenge for the mangers is that they have to stimulate their employees’ creativity and tolerance for change. †¢ Process reengineering will be appropriate to solve this problem, because it requires managers to undergo training to learn new technical skills and redefines job. As result managers of different branches can reconsider how work would be done . they will be able to evaluate every process. As a result, it wills hence creativity, productivity of the employees. Temporariness: In WESTECS ® there is no temporariness that means no part time employees are not work here. For this reason people skills are decrease and no experience people are not get a job. So WESTECS ® has to create temporariness that is helpful for the workers that they update their knowledge and skills continually to perform new job requirements. They have to follow the following steps- ? Workers should need to update their knowledge and skills to perform new job. ? Westecs ® should employ more part time employees than full time employees. Communication: Communication is the transference and understanding of meeting. The interpersonal communication of WESTECS ® is oral communication. They meet to each other monthly, quarterly or yearly. They have no written communication. In oral communication the message has to be passed through a number of people and it is the distortion of the message. ? So WESTECS ® has to create a written communication which includes memos, letters, fax transmissions, electronic mail, instant messaging, organizational periodicals, notices placed on bulletin boards. It is tangible and verifiable. ? In oral communication they should meet each other once in a week. WESTECS ® follows a chain communication network which means that the main decision made by chairperson and then the decision are coming through step by step employees. It is time consuming. WESTECS ® has to follow the all channel communication network that save the time and any employee can connect to each other solve the problems. 4. 0 Replacement Needs RECRUITMENT AND SELECTION PROCESS: Recruitment is the first step to finding the appropriate job candidates. Through newspaper advertisement they recruit people. In every advertisement job description (document outlining role expectations and requirements for a specific job) should be written. While constructing advertisement Westecs ® have to specify job description. The employment interview has a central role in the selection process. Then do not follow any specific rule to select the candidates. By following below steps they can increase their efficiency in selection process. ? From unstructured interview they have to shift t heir interview process in structured form, where the process will based on job duties, requirement critical for job performance. To find ideal candidates, employer should based four types of questions- situational questions, job knowledge requirements, worker requirements questions and job sample questions. ? For higher level positions, they can include written test and performance. Written tests include tests of intelligence, aptitude, ability, interest and integrity. Behavioral description interview(BDI) is more effective executive for general managers and executive positions ? The two best known performance- simulation tests are work sample tests and assessment centers. Work sample tests creating a miniature replica job to evaluate the performance abilities of job candidates. An assessment center is a set of performance- simulation tests designed to evaluate a candidate’s managerial potential. Training and Development: WESTECS ® does not give any training to the employees. They have to provide a training and development program. Training, which tend to be more narrowly focused and oriented toward short- term performance concerns. Development, which tends to be, oriented more toward broadening an individual’s skills for the future responsibilities. Training and development is the combination of activities used by organizations to increase the skill base of employees. WESTECS ® has to create some training skills that improve their employee’s performance. They are- †¢ Basic literacy skills: They have to provide basic reading and math skills for their employees. †¢ Technical skills: This skill is important for two reasons- new technology and new structural designs. †¢ Interpersonal skills: This includes learning how to be a better listener, how to communicate ideas more clearly and how to be a more effective team player. Problem- solving skills: This would include activities to sharpen their logic, reasoning and problem- defining skills as well as their abilities to assess causation, develop alternatives, analyze alternatives and select solutions. It also introduces self- management teams or implement quality- management program. †¢ Ethics training: It would be effective because it help employees to re cognize ethical dilemmas and to become more aware of the ethical issues underlying their actions and it reaffirms an organization’s expectations that members will act ethically. WESTECS ® has also provide some training method which is classified as formal or informal and on- the- job or off- the- job. †¢ Formal training is planned in advance and has a structured format. †¢ Informal training is unstructured, unplanned and easily adapted to situations and individuals for teaching skills and keeping employees. †¢ On- the- job training includes job rotation, apprenticeships, understudy assignments and formal mentoring programs. But it often disrupts the workplace. †¢ So in that case company has to invest in off- the- job training. Another effective formal training should be individualized to reflect the learning style of the employees. It includes reading, watching, listening and participating. CHAIRMAN MANAGING DIRECTOR Manager Production div. Manager Marketing div Manager Administrative div Manager Finance Accounting div. Staff/ Assistance Staff/ Assistance Quality Control Manager Sales Mgr. Sales Mgr. Marketing Mgr. Officer Officer Of ficer Supervisor Supervisor Staff Staff Staff Staff/ Assistance Staff/ Assistance

Mahar Arar essay

Mahar Arar essay Mahar Arar essay Mahar Arar What happened to Mahar Arar was the result of neglect and a false justification of the greater good. It is a story that shows us the power of fear and a government’s choice to uphold rights in the name of â€Å"freedom†. Hopefully by discussing the events of Mahar Arar’s imprisonment and torture, citizens and governments alike can revaluate the modern media outlets and never again let something like this be excused. Mahar's story begins in September 2002, on a family trip in Tunis, Tunisia. While there mahar gets an email from his employer The Mathworks, a high tech firm based in Boston. The email is for a job in which he would be needed to assess some consulting work for a client. Mahar accepts and leaves his family early. His flight took him through, Tunis to Zurich, to New York, then Montreal. While in New York waiting for his final flight Mahar is pulled over by immigration and taken aside. A federal agent and officer from the NYPD then question him. The questions were very personal and dealing with his relationships, life, and work. Throughout the interrogation Mahar was denied a lawyer for he was not an American citizen. A main interest of the questions was his relationship with Abdullah Almalki; Mahar only said what he knew stating he knew him through Abdullah’s brother. The interrogators pulled out a copy of his rental agreement from 1997. This completely shocked Mahar as he had completely forgotten about this one time occurrence. Using this to validate the rest of the interrogation the questioners continued for hours. Mahar was then brought to prison where he spent several days. During this time he tried to talk to his wife and a lawyer in order to get out the situation. U.S officials then decided to deport Mahar to Syria for torture, his home country. Syria not wanting anything to do with him denied the U.S. So instead the U.S sent him to Jordan for torture. Mahar spent many months in Jordan being tortured. His cell was like a grave denying him any comfort. During this time Mahar was forced to sign documents placing him in Afghanistan as well as proving his close relations with other susp ected terrorist members. After being beaten for nearly 10 months he was soon moved to another prison where he could at least walk around. While here his release was being negotiated thanks to his wife and Canadian officials. Soon was he was released and returned home. Mahar Arar’s story is one that should be told to almost every person who lets societal pressure and media influence cloud their judgment on the issue of the war on terror. Though honourable in its goals to rid the world of terror and oppression who really suffers as casualties of war? That

Management Information Systems Essay Example | Topics and Well Written Essays - 500 words - 2

Management Information Systems - Essay Example omplete inherent chip intelligence has an added advantage in that their layering of the security tools ensure better encryption capabilities that are not existing on other conventional methods of payment such as the magnetic strips of the credit and debit cards, hence this will reduce any chances of counterfeiting and skimming of the payment methods (Coskun, 2012). Also security is largely depends on proximity and since the customer will hold the card near the NFC reader to make payment goes ahead to strengthen the security. By using NFC technology to make your payments is very convenient in the sense that it simplifies the process for the users to make instant payment through their phones or tablets. Using this payment method is considerably very simple to use and understand. It enables the customers perform financial transactions by simply touching the phone screens One of the most exclusive benefit of NFC is the employment of contactless payment. This allows customers to swipe their phone over a card reader without the necessity to using debit or credit card or even cash. This technology also allows the customer to select from multiple card to determine which one he/she wishes to use for any given transaction. With this feature the customer is able to save time and the possibility of losing their cards in the process (IEEE, 2012). Another of the beneficial implications of the near field technology to the customers today is their versatility. Their ability to cover a variety of uses and its ease of use using a regular device we carry dairy is very significant (IEEE, 2012). A customer can be able to do a variety of things such as read information from the NFC tags, pay for groceries or even pay for a taxi. With the rapid growth in the smartphone usage combined with the importance the NFC technology adds to it, customers will have whatever they need at any given time without having to pull out a wallet, cards or tickets (Ahson, 2012). NFC technology come with

How does a transnational approach modify New Zealand's cultural Essay

How does a transnational approach modify New Zealand's cultural history is it useful Refer to at least 3 course thems - Essay Example The Waitangi treaty recognised the British Sovereignty in NZ and also offered protection to the interests of Maori’s in their traditional lands.The preamble of this treaty in Maori spotlights the creation of a government that would safeguard the interest of tribal community rangatiratanga. As per Brooking and Rebel (1995), NZs immigration policies customarily gave preference to European settlers especially from UK , Protestant Anglo-Celtic origins. NZ due to foreigner settlements , developed a new culture that materialized over centuries of relative separation, leaving from pacific cultures and adopting into the social cultures of hapu, whanau and iwi. This research essay will discuss about the culture , media , the urban society , the missionary and literary that prevailed in New Zealand in 1950 and will analyse how transnational culture has impacted the NZs culture . Culture Cross breed between Maori and Europeans were known as Pakeha. The signing of Treaty of Waitangi can b e regarded as the founding stone of modern citizenship. The NZ was transformed into a major agricultural producer for UK due to the ingress of Pacific citizens in the late 1950s. Later , settlers from Asia also ingressed into NZ1. Maori pre-European culture was oral and footed upon small independent sub-tribes residing in harbours ,valleys , ridges and sculpted hills. Armed conflict stories are much available in the Maori tribal history.Both polygamy and cannibalism were the common features of Maori culture. Tools were made from stones which was known as pounamu and tuhua. For weaving and other purposes , flax was employed. Initial trade in these products was in the barter system. Natural resources like sea, forest and waterways were regarded as sacred and exploitation of these natural resources were under strict supervision namely tapu (holiness),and manna carried over by tohunga.(priests)2. Edward Ned Kelly was the leader of the Kelly Gang.Nel Kelly story was very popular in New Z ealand through the ballads , folklore which praised the bush proscribers as the compelling character of freedom fighters and confrontation to the British authorities in NZ. In the 19th century , bushrangers were regarded as outlaws who frightened the bush country in NZ and Australia. The kelly gang was considered to the last generation of bushrangers in NZ3. â€Å"Cinemas, TVs & Radios† As per Department of Statistics (1975), there were about 600 cinema houses and 36.4 million cinema visitors in NZ in 1950.In 1950s, cinema admission rates were 2 shillings and 10 pence whereas today it is around 9.06 dollars4. Government owned TV New Zealand channels namely TV One and TV2 is free –to-air channels whereas Australian –owned TV 3 and its music channel is in operation in NZ. Some appealing foreign films and documentaries along with Maori subtitle and locally produced programs in Maori are being telecasted through Maori TV channel in NZ. In 1950, Kiwis paid an annual licence fee of more than ? 1 to the post office as the fee for such service as radio was under the state control then. Radio Sport is very active in sports news and commentaries. Radio New Zealand broadcasts current news and cultural programms and is available all through NZ. Local gigs are being broadcasted by the bNet, the student managed radio station,and new alternative music is being broadcasted by the Auckland’s 95Bfm. Tribal radio station namely Waikato’s Radio Tainui which has the country-wide network in NZ. Further , there are other players