Human resource Assignment Example | Topics and Well Written Essays - 1000 words - 1

Human resource - Assignment Example Etihad Airlines is one of those airlines, which have been spending heavily and generously on the training and development of their employees, something that creates short term and long-term benefits for the company by improving the performance and productivity of its employees (Werner et al., 2011, p. 30). This paper is an attempt to explore and analyse the training and development activities taking place at Etihad Airways and the degree to which they have a correlation with the overall learning and performance. Discussion Similar to the training and orientation programs of many of the MNCs, Etihad Airways has a comprehensive rotational program for its new trainees who spent almost 18 months in nine different departments of Etihad, in an attempt to explore their real talent and capacity and also to learn as much as possible from the veterans of different departments (Saks & Haccoun, 2011, p. 74). With the vision of creating leaders for tomorrow, in the spring of 2012, Etihad Airways signed an agreement with the International Air Transport Association’s Training and Institute development to train its employees according to the international standards. More importantly, with the collaboration of Harvard University, many of the senior and middle level managers of Etihad Airways would be receiving training to brush up their leadership and management skills (International Air Transport Association, 2012). In an effort to make its training initiatives more comprehensive, in the fall of the year 2009, Etihad Airways signed a memorandum of understanding with the Institute of Applied Technology in Dubai. This MoU would mean that, in the coming years, IAT and Etihad would work together to satisfy the on the job training needs of its professionals and more importantly, it would be responsible to teach, groom and nurture young students and professionals according to the strategic needs of Etihad. This initiative does not only open employment opportunities for Emirat i students but as well as graduates from other parts of the world. These graduates would have received education of such calibre and level that they would possess valuable skills, which would allow them to exert strong bargaining power in the entire aviation industry. Nevertheless, the contracts that they would have signed with Etihad would allow the organisation to keep them employed during the start of their careers (Etihad Airways, 2009). There are strong theoretical and empirical reasons to believe that the efforts of Etihad’s management towards ensuring the training and development of their employees are actually converting into higher performance and employee satisfaction. Experts agree that human resource management is not only about hiring the best people and giving them the best possible benefits and perks but it also about giving them the tools, techniques, knowledge and information to do the job according to the expectations and demands of the organisation. This is where training and development of employees plays a crucial role (Mathis & Jackson, 2008, p. 35; Laird et al., 2003, p. 10). When the employees of Etihad go through the various training programs, they are not only learning how to do their jobs but more importantly, they are learning how to do their jobs in Etihad’s way. This training allows them to learn the organisational culture and truly become a part of Etihad

Business Decision Making Degree Essay Example | Topics and Well Written Essays - 1250 words

Business Decision Making Degree - Essay Example The market research plan needs to clearly state the objectives of the research. In this case the primary reason for which research is being undertaken is to determine that fate of a particular product line. The purpose of the research is to uncover where the product stands in the market with respect to customer preference and based on that information whether it should be marketed further or discontinued. Once the objective is known the second step would be to determine which information is needed and who will provide this information. This research has to unveil what customers think of the product and how well it is doing in the market in terms of reputation and sales. The information will be acquired from both internal and external sources mostly customers, retailers and employees. For this purpose a sample representing all concerned groups will be selected to participate in the research. Each demographic and geographic group will have adequate representation in the sample. For this particular case the females will have a higher ratio than males and likewise the individuals from younger and middle age groups will constitute a major portion of the sample thought the remaining will have significant representation. Secondary research is available from public statistics, magazines, newspapers, published journals, trade associations, annual reports, government conducted researches, other organizations and even the organization's own historical documents. The secondary information for this particular research however, will be collected from internet sources as well as research conducted on similar products or by similar companies. The primary information will be gathered through surveys with the help of structured questionnaires, interviews, focus groups and observation. Data from questionnaires and interviews may be collected at the point of sales and online surveys will also be conducted. The collected information will then be analyzed to reveal statistics, perceptions regarding the product and the product sales trends. All methods used for gathering data will focus on customers, competition and the retailers. Although primary data is both costly and difficult to acquire and is also very time consuming, the information gathered from primary research through questionnaires, interviews and focus groups would provide significant data for the research than the secondary research, since it acquires direct information from the market that is both the consumers as well as the retailers. Understanding the consumers before making product decision is crucial. Primary research is important when making any decisions regarding consumers in order to get specific results. Secondary data is easier to access and acquire and far less costly than primary research, but it will not provide all information necessary for this particular research. The data is insufficient for some aspects of the research and some of it cannot be applied as it is. It will however be acquired to assist in development the questionnaire and sample selection and will also facilitate in making the final decision. Interviews will serves as a means of two way communication between the consumers and the marketers, allowing us to probe deeper to get the information we require.

Miss Essay Example for Free

Miss Essay Compare two psychological approaches to health and social care service provision. Kathryn Lamb Tuesday 14th May 2013 In this assignment, I am going to be comparing the humanistic perspective and the biological perspective in a health and social care service provision. The humanistic perspective is â€Å"an innate tendency we all possess as human beings to become the best that we can be in all aspects of personality and intellectual, social and emotional life. † Moonie, N (2010) Health and Social Care Level 3 Book 1, p. 348. Whereas the biological theory looks at the genes of people and also says that it is what determines who a person is and how they develop, so development is more drawn to nature (or genetics) rather than nurture (or the environment). In health and social care settings, the humanistic and the biological approaches contradict each other and can also affect a person’s health in different ways. For example, if someone is diagnosed with cystic fibrosis, the humanistic approach says that for someone to develop, a person must follow through Maslow’s hierarchy of needs where they must achieve the basic necessities of life fists such as good housing, good quality food and health which are all included in Maslow’s hierarchy of needs. Cystic fibrosis is an incurable disease, which means that once an individual has been diagnosed with the disease, they will have it for the rest of their life, which would make it impossible for them to develop and reach their full potential, although there are medications that can help the sufferer of the disease have a more decent health status, but it will be much harder for them to reach and achieve the self-actualisation stage of Maslow’s hierarchy of needs because of the nature of the disease and the short life expectancy it causes. They may also be affected emotionally, as they will be going to several hospital visits which may make them feel depressed which will affect the second level of Maslow’s hierarchy of needs as they will not feel safe if they are aware of the genetic disease they have. The biological perspective also influences the sufferer of cystic fibrosis but in a different way. This is because the perspective feels that each person goes through a set stage of development in their life drew to genetics, for example include the steps of development that a fertilised egg goes through in the womb; the heart is the first organ to form, followed by the rudimentary nervous system and so on, or puberty for both girls and boys throughout adolescence. But, since cystic fibrosis is a genetic disease, it can decrease or sometimes stop development in several ways for example, sufferers of cystic fibrosis have a short life expectancy of there thirties. The biological perspective also says that development in general is due to genetics â€Å"rather than being dependant upon the environment to mature. † Moonie, N (2010) Health and Social Care Level 3 Book 1, p. 351. This would mean that medication would not help the sufferer develop. Because of this, cystic fibrosis sufferers may start to become depressed and may need counselling or treatment from their doctor at the hospital to help them feel good about themselves and keep a good outlook, despite what is happening to them. Doctors and equipment in the hospital will be required from the hospital to help more for sufferers to keep concentrating on their health so they can develop to the best of their ability.

Contribution Of Robert Owen In The 19th Century Commerce Essay

Contribution Of Robert Owen In The 19th Century Commerce Essay Though Owen is considered to be paternalistic in his view, his contribution is of a considerable significance in the theories of Motivation. During the early years of the nineteenth century, Owens textile mill at New Lanark in Scotland was the scene of some novel ways of treating people. His view was that people were similar to machines. A machine that is looked after properly, cared for and maintained well, performs efficiently, reliably and lastingly, similarly people are likely to be more efficient if they are taken care of. Robert Owen practiced what he preached and introduced such things as employee housing and company shop. His ideas on this and other matters were considered to be too revolutionary for that time. 2) Jeremy Benthams The Carrot and the Stick Approach : Possibly the essence of the traditional view of people at work can be best appreciated by a brief look at the work of this English philosopher, whose ideas were also developed in the early years of the Industrial Revolution, around 1800. Benthams view was that all people are self-interested and are motivated by the desire to avoid pain and find pleasure. Any worker will work only if the reward is big enough, or the punishment sufficiently unpleasant. This view the carrot and stick approach was built into the philosophies of the age and is still to be found, especially in the older, more traditional sectors of industry. The various leading theories of motivation and motivators seldom make reference to the carrot and the stick. This metaphor relates, of course, to the use of rewards and penalties in order to induce desired behavior. It comes from the old story that to make a donkey move, one must put a carrot in front of him or dab him with a stick from behind. Despite all the research on the theories of motivation, reward and punishment are still considered strong motivators. For centuries, however, they were too often thought of as the only forces that could motivate people. At the same time, in all theories of motivation, the inducements of some kind of carrot are recognized. Often this is money in the form of pay or bonuses. Even though money is not the only motivating force, it has been and will continue to be an important one. The trouble with the money carrot approach is that too often everyone gets a carrot, regardless of performance through such practices as salary increase and promotion by seniority, automatic merit increases, and executive bonuses not based on individual manager performance. It is as simple as this : If a person put a donkey in a pen full of carrots and then stood outside with a carrot, would the donkey be encouraged to come out of the pen ? The stick, in the form of fear-fear of loss of job, loss of income, reduction of bonus, demotion, or some other penalty-has been and continues to be a strong motivator. Yet it is admittedly not the best kind. It often gives rise to defensive or retaliatory behavior, such as union organization, poor-quality work, executive indifference, failure of a manager to take any risks in decision making or even dishonesty. But fear of penalty cannot be overlooked. Whether managers are first-level supervisors or chief executives, the power of their position to give or with hold rewards or impose penalties of various kinds gives them an ability to control, to a very great extent, the economic and social well-being of their subordinates. 3) Abraham Maslows Need Hierarchy Theory : One of the most widely mentioned theories of motivation is the hierarchy of needs theory put forth by psychologist Abraham Maslow. Maslow saw human needs in the form of a hierarchy, ascending from the lowest to the highest, and he concluded that when one set of needs is satisfied, this kind of need ceases to be a motivator. As per his theory this needs are : (i) Physiological needs : These are important needs for sustaining the human life. Food, water, warmth, shelter, sleep, medicine and education are the basic physiological needs which fall in the primary list of need satisfaction. Maslow was of an opinion that until these needs were satisfied to a degree to maintain life, no other motivating factors can work. (ii) Security or Safety needs : These are the needs to be free of physical danger and of the fear of losing a job, property, food or shelter. It also includes protection against any emotional harm. (iii) Social needs : Since people are social beings, they need to belong and be accepted by others. People try to satisfy their need for affection, acceptance and friendship. (iv) Esteem needs : According to Maslow, once people begin to satisfy their need to belong, they tend to want to be held in esteem both by themselves and by others. This kind of need produces such satisfaction as power, prestige status and self-confidence. It includes both internal esteem factors like self-respect, autonomy and achievements and external esteem factors such as states, recognition and attention. (v) Need for self-actualization : Maslow regards this as the highest need in his hierarchy. It is the drive to become what one is capable of becoming, it includes growth, achieving ones potential and self-fulfillment. It is to maximize ones potential and to accomplish something. Motivation2 As each of these needs are substantially satisfied, the next need becomes dominant. From the standpoint of motivation, the theory would say that although no need is ever fully gratified, a substantially satisfied need no longer motivates. So if you want to motivate someone, you need to understand what level of the hierarchy that person is on and focus on satisfying those needs or needs above that level. Maslows need theory has received wide recognition, particularly among practicing managers. This can be attributed to the theorys intuitive logic and ease of understanding. However, research does not validate these theory. Maslow provided no empirical evidence and other several studies that sought to validate the theory found no support for it. TOP 4) Theory X and Theory Y of Douglas McGregor : McGregor, in his book The Human side of Enterprise states that people inside the organization can be managed in two ways. The first is basically negative, which falls under the category X and the other is basically positive, which falls under the category Y. After viewing the way in which the manager dealt with employees, McGregor concluded that a managers view of the nature of human beings is based on a certain grouping of assumptions and that he or she tends to mold his or her behavior towards subordinates according to these assumptions. Under the assumptions of theory X : Employees inherently do not like work and whenever possible, will attempt to avoid it. Because employees dislike work, they have to be forced, coerced or threatened with punishment to achieve goals. Employees avoid responsibilities and do not work fill formal directions are issued. Most workers place a greater importance on security over all other factors and display little ambition. In contrast under the assumptions of theory Y : Physical and mental effort at work is as natural as rest or play. People do exercise self-control and self-direction and if they are committed to those goals. Average human beings are willing to take responsibility and exercise imagination, ingenuity and creativity in solving the problems of the organization. That the way the things are organized, the average human beings brainpower is only partly used. On analysis of the assumptions it can be detected that theory X assumes that lower-order needs dominate individuals and theory Y assumes that higher-order needs dominate individuals. An organization that is run on Theory X lines tends to be authoritarian in nature, the word authoritarian suggests such ideas as the power to enforce obedience and the right to command. In contrast Theory Y organizations can be described as participative, where the aims of the organization and of the individuals in it are integrated; individuals can achieve their own goals best by directing their efforts towards the success of the organization. However, this theory has been criticized widely for generalization of work and human behavior. 5) Contribution of Rensis Likert : Likert developed a refined classification, breaking down organizations into four management systems. 1st System Primitive authoritarian 2nd System Benevolent authoritarian 3rd System Consultative 4th System Participative As per the opinion of Likert, the 4th system is the best, not only for profit organizations, but also for non-profit firms. 6) Frederick Herzbergs motivation-hygiene theory : Frederick has tried to modify Maslows need Hierarchy theory. His theory is also known as two-factor theory or Hygiene theory. He stated that there are certain satisfiers and dissatisfiers for employees at work. In- trinsic factors are related to job satisfaction, while extrinsic factors are associated with dissatisfaction. He devised his theory on the question : What do people want from their jobs ? He asked people to describe in detail, such situations when they felt exceptionally good or exceptionally bad. From the responses that he received, he concluded that opposite of satisfaction is not dissatisfaction. Removing dissatisfying characteristics from a job does not necessarily make the job satisfying. He states that presence of certain factors in the organization is natural and the presence of the same does not lead to motivation. However, their nonpresence leads to demotivation. In similar manner there are certain factors, the absence of which causes no dissatisfaction, but their presence has motivational impact. Motivation3 Examples of Hygiene factors are : Security, status, relationship with subordinates, personal life, salary, work conditions, relationship with supervisor and company policy and administration. Examples of Motivational factors are : Growth prospectus job advancement, responsibility, challenges, recognition and achievements. TOP 7) Contributions of Elton Mayo : The work of Elton Mayo is famously known as Hawthorne Experiments. He conducted behavioral experiments at the Hawthorne Works of the American Western Electric Company in Chicago. He made some illumination experiments, introduced breaks in between the work performance and also introduced refreshments during the pauses. On the basis of this he drew the conclusions that motivation was a very complex subject. It was not only about pay, work condition and morale but also included psychological and social factors. Although this research has been criticized from many angles, the central conclusions drawn were : People are motivated by more than pay and conditions. The need for recognition and a sense of belonging are very important. Attitudes towards work are strongly influenced by the group. 8) Vrooms Valence x Expectancy theory : The most widely accepted explanations of motivation has been propounded by Victor Vroom. His theory is commonly known as expectancy theory. The theory argues that the strength of a tendency to act in a specific way depends on the strength of an expectation that the act will be followed by a given outcome and on the attractiveness of that outcome to the individual to make this simple, expectancy theory says that an employee can be motivated to perform better when their is a belief that the better performance will lead to good performance appraisal and that this shall result into realization of personal goal in form of some reward. Therefore an employee is : Motivation = Valence x Expectancy. The theory focuses on three things : Efforts and performance relationship Performance and reward relationship Rewards and personal goal relationship This leads us to a conclusion that : Motivation4 9) The Porter and Lawler Model : Lyman W. Porter and Edward E. Lawler developed a more complete version of motivation depending upon expectancy theory. Motivation5 Actual performance in a job is primarily determined by the effort spent. But it is also affected by the persons ability to do the job and also by individuals perception of what the required task is. So performance is the responsible factor that leads to intrinsic as well as extrinsic rewards. These rewards, along with the equity of individual leads to satisfaction. Hence, satisfaction of the individual depends upon the fairness of the reward. 10) Clayton Alderfers ERG Theory : Alderfer has tried to rebuild the hierarchy of needs of Maslow into another model named ERG i.e. Existence Relatedness Growth. According to him there are 3 groups of core needs as mentioned above. The existence group is concerned mainly with providing basic material existence. The second group is the individuals need to maintain interpersonal relationship with other members in the group. The final group is the intrinsic desire to grow and develop personally. The major conclusions of this theory are : In an individual, more than one need may be operative at the same time. If a higher need goes unsatisfied than the desire to satisfy a lower need intensifies. It also contains the frustration-regression dimension. 11) McClellands Theory of Needs : David McClelland has developed a theory on three types of motivating needs : Need for Power Need for Affiliation Need for Achievement Basically people for high need for power are inclined towards influence and control. They like to be at the center and are good orators. They are demanding in nature, forceful in manners and ambitious in life. They can be motivated to perform if they are given key positions or power positions. In the second category are the people who are social in nature. They try to affiliate themselves with individuals and groups. They are driven by love and faith. They like to build a friendly environment around themselves. Social recognition and affiliation with others provides them motivation. People in the third area are driven by the challenge of success and the fear of failure. Their need for achievement is moderate and they set for themselves moderately difficult tasks. They are analytical in nature and take calculated risks. Such people are motivated to perform when they see atleast some chances of success. McClelland observed that with the advancement in hierarchy the need for power and achievement increased rather than Affiliation. He also observed that people who were at the top, later ceased to be motivated by this drives.

Managing Change at SLMC Essay examples -- Change Management

If organizations are to thrive and be sustaining, they need to respond to the dynamics of their environment with change. However, change is not a singular event with an isolated focus (Spector, 2007). Effective strategic renewal is a combination of â€Å"the three faces of change†Ã¢â‚¬â€turnaround, which targets costs; technology, which targets internal process; and behavioral, which targets employee actions and interactions (Spector, 2007). In a discussion on change management, particularly management-by-control versus management-by-shaping, Palmer, et al. (2009) draw a similar conclusion that â€Å"organizations and human systems are complex and evolving and therefore cannot be reduced to a single, linear objective of maximizing shareholder value† (p. 50). Leaders and managers must be able to champion change in their organizations. Initiating and implementing new business strategies are some of the most significant and challenging of a leader’s duties (Mullins, 2011). Because people are often satisfied with the status quo, resistance to change is common. Therefore, a successful change leader must be capable of managing people and the process well. Unfreeze In order for SLMC to transform and achieve strategic renewal, which would require focus on the company’s fully insured health plan, the new leadership team made a compelling argument for change. By being able to demonstrate a need for change people will be less likely to resist change efforts (Mullins, 2011). Sloans’ new leadership was able to provide adequate justification for change by demonstrating the urgency that was required in order for the organization to survive. In addition, the new leadership explained the opportunities for success and advancement within the organ... ...Dunford, ,. R., & Akin, ,. G. (2009). Managing organizational change (2n ed.). New York, NY.: McGraw-Hill Irwin. Preziosi, R. C. ((n.d.)). Organizational Diagnosis Questioinnaire (ODQ). NA: NA. Robbins, & Coulter. (2007). Management. Upper Saddle River, NJ: Pearson Prentice Hall. Robbins, S. P., Judge, T. A., & Vohra, N. (2012). Organizational behavior (14th ed.). Upper Saddle River, NJ: Prentice Hall. Spector, B. (2010). Implementing organizational change: Theory into practice (2nd ed.). Upper Saddle River: Pearson Prentice Hall. Tyson, B. (2010, August 25). Overview of Lewin's three stage change model. Retrieved from http://www.brighthub.com/office/project-management/articles/84148.aspx. Vecchio, R. P. (2008). Leadership understanding the dynamics of power and influence in Organizations,( 2nd ed.). Notre Dame, Indiana: university of Notre Dame Press.

The Dark Side of Judge Pyncheon in Nathaniel Hawthorne’s Novel, The Hou

The Dark Side of Judge Pyncheon in Nathaniel Hawthorne’s Novel, The House of the Seven Gables People in society live in a masquerade. Everyone wears a decoratively adorned mask that displays beauty, purity, and service. However, behind the mask lies on the inside of all society. One will stop at nothing in order to be well liked, thus becoming hypocrites. In Nathaniel Hawthorne’s novel, The House of the Seven Gables, the narrator uses intense diction, a vivid selection of detail, and a shocking tone to reveal that the character of Judge Pyncheon resembles perfection on the outside, yet â€Å"darker traits† sit latent on the inside. The narrator uses intense diction to describe Judge Pyncheon’s character as near perfection. He reflects traits such as â€Å"purity,† â€Å"faithfulness,† â€Å"devotedness,† â€Å"zeal,† â€Å"unimpeachable integrity† and â€Å"cleanliness.† This shows that he works very hard to keep a respectable public opinion. It is as if the judge does what the public thinks he ought to do. The narrator’s complement diction gives the judge a near to perfect appearance to onlookers. This respect...

The Role of Women in the Society Depicted by Jane Austen in Pride and P

The Role of Women in the Society Depicted by Jane Austen in Pride and Prejudice 'Pride and Prejudice' is a novel which based in truth, explores relationships between young men and women two hundred years ago. It is not difficult for the reader to comprehend Jane Austen?s point of view, but she presents her arguments in a subtle way. Not only is it an admirable story of love lost and found, with an eventual happy ending, it also tells us a vast amount about society at the time. This, however, contrasts heavily with today's values and behaviours. In particular the role of women then was quite different to the role of women in the present day. Pride and Prejudice is mainly concerned with women of a particular social class - the Bennett Family are not poor, they are above the working class, but they are not extremely rich either. Jane Austen explores the position of young women in this situation by telling a story about what seams to be love, but is actually a novel also about the role of women and how they used love and marriage in life to gain what they wanted. She does this by explaining to the reader about all of the necessities that a woman should have, explaining about the different opinions of the different characters in the novel, which are based on opinions of real people of that time. This gives us, the twenty-first century reader, an insight into the people, the lives and the attitudes of the time. The financial status of women is perhaps the most significant aspect. In ?Pride and Prejudice?, Jane Austen describes the exact financial status of each of the characters. For example, when Mrs and Mr Bennet are talking of Mr Bingley, ?A single man of large fortune, four or five thousand a year. Wha... ...ery differently for the sisters especially as Elizabeth had turned down one proposal. If she had not married Darcy it would be very unlikely that she would have time to meet another man who would marry her as she would be considered to be too old for marriage and therefore not a good match. To me, this novel shows women living a live without fulfilment or interest. Women were seen as objects that completed a household and were looked upon the same as a beautiful statue or piece of art work. This lifestyle seems quite stifling and the lack of rights that women had at this time seems brutally unfair and backwards. The novel shows a society that was extremely judgemental and unforgiving that was too fixed on the theme of marriage where it is a truth universally acknowledged that a single woman will be in want of a husband in possession of a good fortune.