Essay on Elements of Management

Question: Write about theEssay on Elements of Management. Answer: Introduction Organizations formulate ways and strategies that aim at improving their overall performance. Analyzing their human and material resources is an essential step to achieving their goals and objectives. However, the management of some organizations fails to formulate policies and measures that control the behavioral patterns of individuals (Abadi, et al. 2011, 157-169). Thus, they are unable to manage their employees effectively. Therefore, it is important to determine the various elements of management that influence the behavior of supervisors, subordinates, and our peers. Maintaining a shared workforce that focuses on improving the performance is a must do the task, although personality factor brings conflict between individual and organization behavior. In this report, motivation, individual differences, conflict and change management are the key elements discussed to evaluate their influence on employees effort and behavior (Abadi, et al. 2011, 157-169). Understanding the different styles and skills of people helps management in getting the right people to a particular job title and at the end improve work performance and achievement of the set goals and objectives. The report has provided an in-depth analysis and evaluation of motivation, conflicts, individual differences and change as elements of management. Motivation Motivation is a key determinant of the behavior in a given organization. Employees should be motivated to arouse them towards certain goal directors, but the question remains, how the management reinforce such an action. Various definitions and theories of motivation have been developed by different scholars such as Maslow, who established the need hierarchy theory (Abadi, et al. 2011, p.157-169). Such approaches provide detailed explanations on how to motivate the employee to improve the performance of organizations, but their practical applications in real life of a business environment become cumbersome. Use of intrinsic motivations by management gives personal satisfaction, hence leading to individual recognition, trust, empowerment, and good relations among the employees in various departments. However, intrinsic motivations are applicable when employees take their tasks and duties to be routine and bureaucratic and where there they perceive that it is paramount to comply with r ules and procedures. Extrinsic motivations such as bonuses, salary raise, gifts, and promotions also play a significant role in inspiring the firms workforce (Slocum and Hellriegel, 2007). People always put more effort to improve their performance when they are sure of material rewards. The management of an organization should ensure that they motivate their employees in a hierarchical order as described by Maslows theory. The employees behavior is influenced by the ability to satisfy basic needs first before moving to a different level (Khan, et al. 2010, p.37-52). A persons paycheck can be used to meet the psychological needs, but it is crucial to ensure that such pay meets safety and esteem need as well. However, this theory may be challenging to apply in real life situations because what one perceives to be a basic need may be a luxury to another person. Therefore, not all categories of the members can be fully satisfied. Individual needs cannot be the only motivators as several elements can encourage a person to work efficiently to improve the performance of the firm. The two-factor theory of Fredrick Herzberg has approached motivation in two perspectives, motivators and hygiene. Its hard to classify since people attribute the causes of satisfaction to themselves and blaming a given situation that occurs to be the cause of dissatisfaction (Josse Robert, 2007, p.605-624.) Although the theory has various limitations, managers can use its concepts to improve the working environment so as to motivate their employees. They should not solely focus on only hygiene factors look at other ways of enriching the jobs such as greater responsibilities and challenging work. Life experiences have led to individuals acquiring a need for achievement, affiliation, and power. This argument is as per the acquired needs theory of McClellands (Greguras Diefendorff, 2009, p.465-477). Such combination of requirements influences the behavior of employees in an organization. Individuals with high need of achievement always prefer doing tasks for themselves and not delegating them to subordinates. Therefore it is not simple for them to perform the managerial activities that involve coaching and holding meetings. The outcomes of a person regarding rewards should be proportional to inputs. When there is the perception of inequity among the working staff, they will tend to reduce their inputs and quality of their duties. This explanation is derived from Adams equity theory which specifies that people with same qualifications and efforts should be rewarded equally (Chowdhury, 2007, p.238-243). Individual Differences Individual differences affect all the areas of an organization including behaviors, perceptions and interactions and influence how people respond to change and productivity in the organization Gully, S., Chen, 2010, p.3-22). Diversity, perceptions, emotions, attitudes, personality, abilities and skills are the elements of individual differences that impact workplace behavior either negatively or positively. If management wants to improve the performance, they have to understand and take into consideration peoples drives, and desires operate (Bauer, et al. 2007, p.707-721). Therefore it is not easy to motivate two different people using the same methods. The values a person accumulates throughout the life experiences affect how he/she makes decisions regarding assigned duties and responsibilities in an organization and their actual behaviors. Value attainment leads to satisfaction and as a result motivate people to work efficiently to achieve the set goals and objectives (Fritzche, 2 007, p.335-343). Although, it is difficult for managers to select which personal values should be sacrificed to achieve consistent values among employees. Understanding employees personalities such as openness, conscientiousness, extraversion, agreeableness and neuroticism help a manager to effectively manage organizational behavior. Encouraging openness among people in the workplace leads to high adaptability to change and team experience (Suar Khuntia, 2010). Management should be cautious of the extent of openness as it can result in poor performance. Employees can end up spending much of their time with their friends and fail to perform their tasks and duties (Blader, 2007, p.108-126). Highly conscious personnel tend to focus on improving their performance. It is complex for managers to correctly maintain a lasting between personality and behavior of individuals since personality traits are inborn. Additionally, it is difficult to predict job performance using a character as one may portray to be open and extravagant, but as time goes, such behavior diminishes and ends a being a cause of conflicts in an organization. Effective application of the abilities and skills of individuals contribute to the success of a firm. They influence how one feels concerning an assigned task (Borghans, et al. 2008, p.972-1059). In the selection of employees, personality traits of a person help in predicting the work behavior of the individual and how he/she can influence other staff in bringing either positive or negative outcome. It is hard to manage employees with low self-esteem as a negative feedback by managers aimed at improving their performance can be viewed as underestimating their worth as subordinates. Self-monitoring is also a personality trait should be encouraged among employees. Despite the vital role self-monitoring plays, it has limitations too. How can a person monitor the actions at the same time focus on avoiding confrontations from the authority due to either underperformance or misrepresentations? It is quite difficult, and therefore self-monitored people may use a certain situation as a stepp ing stone to move to a different level or organization. Conflict Conflict is an element that is inevitable by the managers of an organization. The various types of conflicts that occur may result in either negative or positive outcome. It can lead to maladjusted behavior among the employees of the organization (Cropanzano, et al. 2007, p.34-38). Various strategies have been established that management team can use to neutralize the conflict that may exist with their employees. They include; when wages are paid on a regular basis, workers are expected to perform duties more efficiently. However, delay of payments cause strikes and lack of devotion. According to Skinners theory of motivation, rewarding individuals basing on spectacular performance encourages excellent performance and doing it more exceptionally and repeatedly without causing conflicts (Danish Usman, 2010, p.159-167). Provision of free training and participation in decision making motivates employees to be more productive and develop a behavior that enhances the image of an organization. Establishing conflict resolution techniques such as negotiation and arbitration can enhance peaceful coexistence among the workforce and thus improve their morale in job performance (Bauer, et al. 2007, p.707-721). Such resolution methods should be accompanied by other measures or else they will not have any impact on the overall performance. The measures may include; establishment of an enabling working environment, recreation facilities and canteen services and computerized communication networks. Therefore, managers need to analyze the various sources, causes, and consequences of disagreements so as to establish an enriching and conflict free working environment. Understanding the basics of human recognition will enhance their management of employees (Cropanzano, et al. 2007, p. 34-38). The values and personality traits need to be aligned with the organization vision and mission so as to establish a behavior that encourages efficient work performance. Change Management Managing change is a significant part of the tasks of managers. Therefore, when implementing changes, such advanced methods of production ensure that all people including employees are involved in the process. Participation of employees can lead efficient utilization of resources and efficiency on duties given as they shall respond positively to the change (Bauer, et al. 2007, p.707-721). Besides, there is reduced labor reductions, willingness to contribute, and reduced staff turnover. The rapid changes in the workplaces call for employee satisfaction. However, this function of management is more complex as employees motivations change from time to time. Moreover, also, various researches have made assumptions that as income of employees increase, money cannot continue motivating them to work more. Also, as they become older their interest to work is the motivator (Beier, Kanfer 2010, p.65-98). However, one person may treat a given change to be unfair while the other one perceives it to be fair, as a result contradicting opinions arise within the work environment. The management uses concepts from reinforcement theory by Skinners to either reward or punishes employees behavior that gives positive or negative outcomes respectively. However, how can one be sure that after rewarding a certain behavior the person will repeat it? It is not an excellent way of encouraging positive behaviors that lead to improvement in overall performance. Task performance is linked to goal setting. Establishment of new targets and the appropriate changes required gives employees direction on what should be done to improve performance. They help in developing a desirable behavior of employees who focus on attaining the set goals and objectives. However, when people set their goals, they may end up conflicting with management goal, according to Lockes goal setting theory (Mani, 2010, p.129-139). Change management helps to determine challenging task and hence, fit with the social environment in which they operate (Bauer, et al. 2007, p.707-721). When managing it is good to put in mind Katters steps to successful changes, which include, increasing the urgency, empowering actions, make the change to stick, getting the vision right and creating short-term wins. However, before applying such techniques try to understand how they people will respond to the change. How a person communicates the recommended changes to the affected individuals substantially determines the feedback in the long run. Conclusion In summary, to improve performance level in the organization, the management should motivate their employees, try to neutralize individual differences and conflicts. Motivated workforce focus on creativity, innovation and zeal components that aim at pushing the firm to a higher level. Satisfied employees tend to portray behaviors that enhance the image of the enterprise and as a result attracting more labor force and reducing personnel turnover and strikes due to various conflicts emanating from individual indifferences. References Abadi, F. E., Jalilvand, M. R., Sharif, M., Salimi, G. A., Khanzadeh, S. A. (2011). A Study of Influential Factors on Employees Motivation for Participating in the In-Service Training Courses Based on Modified Expectancy Theory. International Business and Management, 2(1), 157-169. Slocum J.W., and Hellriegel, D. (2007). Fundamentals of organizational behavior; Thomson south Western publishers; Printed in China Bauer, T. N., Bodner, T., Erdogan, B., Truxillo, D. M., Tucker, J. S. (2007). Newcomer adjustment during organizational socialization: A meta-analytic review of antecedents, outcomes, and methods. Journal of Applied Psychology, 92, 707721 Beier, M. E., Kanfer, R. (2010). Motivation in training and development: A phase perspective. In S. W. J. Kozlowski E. Salas (Eds.), Learning, training, and development in organizations (pp. 65-98). New York: Routledge. Blader, S. L. (2007). What leads organizational members to collectivize? Injustice and identification as precursors of union certification. Organization Science, 18, 108126. Borghans,L., Duckworth, A.L.,Heckman, J.j., ter Weel,B.(2008).The economics and psychology of personality traits. Journal of Human Resources, 43,972?1059. Chowdhury, M. S., (2007). Enhancing Motivation and Work Performance of the Salespeople: The Impact of Supervisors Behavior. African Journal of Business Management, 1(9), 238-243. Cropanzano, R., Bowen, D. E., Gilliland, S. W. (2007). The management of organizational justice. Academy of Management Perspectives, 21, 3448 Danish, R. Q., Usman, A., (2010). Impact of Reward and Recognition on job Satisfaction and Motivation: An Empirical Study from Pakistan. International Journal of Business and Management, 5(2), 159-167 Fritzche, D. J. (2007). Personal values influence on the ethical dimension of decision making. Journal of Business Ethics, 75, 335-343. Greguras, G. J., Diefendorff, J. M. (2009). Different fits satisfy different needs: Linking person-environment fit to employee commitment and performance using self-determination theory. Journal of Applied Psychology, 94, 465-477. Gully, S., Chen, G. (2010). Individual differences, attribute-treatment interactions, and training outcomes. In S. W. J. Kozlowski E. Salas (Eds.), Learning, training, and development in organizations (pp. 3-22). New York: Routledge. Josse, D., Robert, D. (2007). Signaling and screening of workers motivation. Journal of Economic Behaviour Organization., 62: 605624. Khan, K. U., Farooq, S. U., Ullah, M. I., (2010). The Relationship between Rewards and Employee Motivation in Commercial Banks of Pakistan. Research Journal of International Studies, 14, 37-52 Mani, V., (2010). Development of Employee Satisfaction Index Scorecard. European Journal of Social Sciences, 15(1), 129-139 Suar, D., Khuntia, R. (2010). Influence of personal values and value congruence on unethical practices and work behavior.

Synthesis Paper Essays - Research Methods, Scientific Method

Synthesis Paper Liberty University Psychology 255 Information learned about research at the introductory level of this course: Throughout this course there has been much valuable information that has been learned. Within the scope of the course one of the things that have been learned is that in research there are a great many different approaches that can be used. Research is very important because while some research is completed just for the purpose of gaining knowledge, more often than not research is used to provide future help in cases that present similar circumstances and symptoms. Another factor in regards to research that was learned, that is important to know as a Christian is that research and the researchers themselves are held to a high standard of quality. Researchers have to abide by a code of ethics. What this means is that the research results that they present at the completion of their research must be true and accurate, as well as be able to be replicated. As a Christian this information is re-assuring to know that the results found are true and actual facts that can be relied upon, and are not something that has been made up. Within the Cozby and Bates text the authors point out that when performing a particular research project, the researcher should make sure that each potential participant is well informed on the type of research that they are involving themselves in. Meaning that each individual should be provided with all of the important information about said experiment, that way they are able to make informed decisions if they would choose to participate in the study. (Cozby & Bates, 2012 p.44) In regards to the research, this means that the researcher is to be upfront with all information that pertains to the study as well as the participant. If a researcher were to withhold any kind of key information that is important to the study from those that may be participating, this is deemed as deception. The text describes deception as misrepresentation of information. (Cozby & Bates, 2012 p. 46) In one of the first discussion boards the class compared scripture to the code of ethics that researchers have to abide by. One of the principles that stood out for this student was standard three, Human relations, 3.01 Unfair Discrimination. This particular ethical principle states that "In their work-related activities, psychologists do not engage in unfair discrimination based on age, gender, gender identity, race, ethnicity, culture, national origin, religion, sexual orientation, disability, socioeconomic status or any basis proscribed by law." This ethical principle of Psychologists Code of Conduct coincides with several scripture throughout the bible. The Bible gives many different examples of the way God expects us to show fair treatment of others, as well as how we should treat people regardless of their station in live. In Galatians 3:28 the scripture says "There is neither Jew nor Greek, there is neither slave nor free, there is no male and female, for you are all one in Christ Jesus." Another verse in the bible that deals with Unfair Discrimination is James 2:2-4 which states "For if a man wearing a gold ring and fine clothing comes into your assembly, and a poor man in shabby clothing also comes in, and if you pay attention to the one who wears the fine clothing and say, "You sit here in a good place," while you say to the poor man, "You stand over there," or, "Sit down at my feet," have you not then made distinctions among yourselves and become judges with evil thoughts?" Within the course it has also been learned that there are a wide variety of methods that can be used to be able to gain the information that a researcher is attempting to attain, to gain knowledge on this particular topic throughout the duration of the research study. Each of these research methods are important in their own ways. These approaches are used in different sets of circumstances according to which approach would work best for that particular situation. Two of these methods that were gleaned from this course that this student hadnt been aware of prior to this course are the concepts of qualitative and quantitative research. Qualitative Research

Borouge Petrochemical Company Strategic Management

Comparison of the League of Nations and the United Nations

Comparison of the League of Nations and the United Nations Before the formation of the international organizations and regimes, the international system was characterized by wars, tensions and fears. The organizations were formed to bring sanity and restore peace in the world. The actors in the international system had experienced one of the most devastating events in human history.Advertising We will write a custom essay sample on Comparison of the League of Nations and the United Nations specifically for you for only $16.05 $11/page Learn More As Held[1] could observe, the First World War brought about many problems in the international system that could not be handled by individual states. States had to cooperate in order to do away with problems associated with wars. Therefore, the League of Nations was erected to prevent the future occurrence of war. Unfortunately, the League was unable to prevent the occurrence of the Second World War due to its poor structure. This paper will compare the effectiveness of the two world organizations. Firstly, the organizations differ in that the United Nations receive overwhelmingly support from the superpower. The League of Nation never received any support from the world powers. States were initially concerned about their interests. For instance, Britain and France supported the rearmament program in Germany since they feared the resurgence of Russia. Unlike the League of Nations, the United Nations has the power to utilize force in solving conflicts. This is due to the realization that it reaches a time when the only language understood by man is violence. For instance, the United Nations Security Council slapped various economic and political sanctions to the Egyptian and Libyan regimes. The UN Security Council resorted to the use of no fly zone policy to enforce compliance in the desert states. The League of Nations could not achieve its aims and objectives since it could not utilize force to restore peace and democracy. In Germany for instance, the League of Nations engaged Germany in extensive discussions to drop its rearmament program. The organization bent low by trying to appease Germany to comply with its policies. The use of force was considered violation of state sovereignty and independence. The United Nations adjusted some policies of the defunct League of Nations mainly due to the changing nature of the international system. World leaders noted that war had to be avoided under all costs. The Second World War proved that each actor in the international system was not safe. The use of weapons of mass destruction showed that world security was very important. Another difference is that actors in the international system are willing to support and act on the proposals of the United Nations. After the First World War, the major powers never cared about the interests of other states. The US employed non-interventionist that is, isolationist policy.Advertising Looking for essay on international relations? Let's see if we can help you! Get your first paper with 15% OFF Learn More This meant that the US would never interfere with the affairs of any other actor in the international system. This was a big problem to the League of Nations since it could not receive funding from the well to do states such as the US. The United Nations enjoys the support of more than ninety states in the world. The powerful states are in control of the organization implying that funding is not a problem. In fact, the powerful states use the organization to further their interests. However, the two organizations share many things including the organs, fundamental objectives and ideologies. Furthermore, the focus of the two organizations is the same. Schneider[2] notes that the major problem to the two organizations was the maintenance of world peace. The international system exists according to the Hobbestain state of nature, which was a big problem to the two organizations. The organizations were put in place to serve as the Leviathan but they power and the authority to act unilaterally. In this case, the international system remains anarchic and brutal. The conditions experienced in the state of nature are not yet eliminated in the international system. Bibliography Held, David. Reframing Global Gorvernance:Apocalypse Soon or Reform. New Political Economy, 11.2, 2006, 158-176. Schneider, Peter. The Wall Jumper. Chicago: University of Chicago press, 1998. Footnotes David, Held. Reframing Global Governance: Apocalypse Soon or Reform. New Political Economy, 11.2, 2006, 158-176. Peter, Schneider. The Wall Jumper. Chicago: University of Chicago press, 1998. P. 46

Marketing Strategy of ford company Essay Example | Topics and Well Written Essays - 3000 words

Marketing Strategy of ford company - Essay Example Ford hÐ °s now reduced its proportion of fleet sÐ °les to 28 per cent of the totÐ °l, from 39 per cent Ð ° yeÐ °r previously. "ThÐ °ts some good news in the mix of our business," Fords sÐ °les Ð °nÐ °lyst George PipÐ °s sÐ °id yesterdÐ °y. Current pÐ °per provides comprehensive mÐ °rketing review of Ford Motor compÐ °ny Ð °nd defines strÐ °tegic Ð °pproÐ °ch to plÐ °cing the compÐ °ny on the competitive position of worldwide leÐ °der in the cÐ °r industry. Ford Motor is the second lÐ °rgest Ð °utomotive compÐ °ny in the world Ð °nd the most trÐ °nsnÐ °tionÐ °l of Ð °ll Ð °uto mÐ °kers. It hÐ °s operÐ °tions in more thÐ °n 200 countries Ð °nd territories, employing Ð °bout 350,000 workers (SchnÐ °pp, CÐ °ssettÐ °ri, 2004) HistoricÐ °lly, Ford sought to compete Ð °gÐ °inst the industrys leÐ °der, GenerÐ °l Motors, by increÐ °sing its presence in foreign mÐ °rkets. Fords InternÐ °tionÐ °l Ð utomotive OperÐ °tions co-ordinÐ °tes Ð °ctivities in twenty-six countries grouped in three principÐ °l regions (Europe, LÐ °tin Ð mericÐ °, Ð °nd Ð siÐ ° PÐ °cific). In the lÐ °te 1970s, Ford produced outside the United StÐ °tes hÐ °lf of its worldwide vehicle production - compÐ °red with GMs one-fourth. The Ford Motor Co. hÐ °s Ð °lso been Ð ° leÐ °der in introducing or rÐ °pidly Ð °dopting technologicÐ °l innovÐ °tions in the industry. Henry Ford, the founder Ð °nd president of the compÐ °ny, is considered the fÐ °ther of mÐ °ss production. In the difficult decÐ °de of the 1980s, Ford showed its cÐ °pÐ °bility to rÐ °pidly Ð °dopt the JÐ °pÐ °nese system of production Ð °nd to move fÐ °ster thÐ °n Ð °ny other Ð °uto mÐ °ker in seeking the integrÐ °tion of its operÐ °tions on Ð ° globÐ °l bÐ °sis. The compÐ °ny wÐ °s Ð °lso Ð ° pioneer in the internÐ °tionÐ °lizÐ °tion of production, Ð °s it wÐ °s the first to open Ð °n Ð °ssembly plÐ °nt in CÐ °nÐ °dÐ ° (1904), in Mexico (1925), Ð °nd in mÐ °ny other countries. HistoricÐ °lly, the compÐ °ny hÐ °s hÐ °d Ð ° leÐ °ding role in developing Ð °n Ð °utomotive cÐ °pÐ °bility in those countries, Ð °nd its strÐ °tegies hÐ °ve been

Discuss and evaluate the social, physical and psychological needs of Essay

Discuss and evaluate the social, physical and psychological needs of children when particpating in sport and exercise - Essay Example In recent years, experts are trying to investigate the social, physical, and psychological needs of children, so that efficient steps can be taken to ensure their proper development. This paper will specifically discuss some of such needs that are essential for children during their sport activities and exercises. It is very imperative to provide positive environment to children, which can motivate them in enhancing their different skills. It is observed that atmosphere plays an important role during sport activities, and one of the significant physical needs for children is a positive and proper environment that should be safe, healthy, secure, as well as, near to nature, as children develops intellectually more quickly in natural environment, rather than artificial one. (Humphrey, pp. 23-25) In addition, children are very sensitive and studies have indicated that a biased environment often reverses their development process. In this regard, guardians and teachers should consider providing opportunity to every child to show his talent and skills, in order to avoid any kind of inferiority or complex, which can be very complicated for their personality development in future. Furthermore, appropriate training is necessary to avoid any kind of psychological abuse that may affect children during participation in sport activities. In this regard, a number of social, physical, and psychological needs are essential and important to enhance the process of personality development in children around the globe. It is hoped that the paper will be beneficial for students, teachers, and professionals in better understanding of the

Dezember and Zimmerman Essay Example for Free

Dezember and Zimmerman Essay The authors, Dezember and Zimmerman (2012) report that almost six years after being purchased by private groups in 2006, Michaels Stores Inc. has plans to take the retailer public again. Currently owned by the private-equity firms Blackstone Group LP and Bain Capital LLC, Michaels no longer has equity securities listed on the New York Stock Exchange after going private. While private-equity firms have lately outperformed companies that have gone public, Dezember and Zimmerman (2012) say that Michaels plans to jump on the IPO bandwagon in hopes of doubling its owners initial 6 billion dollar investment. After the announced plan the public will soon see the launching of Michaels stock and a listing of the new share price. The announcement of the filing with the Securities and Exchange Commission for a $500 million issue comes after much interest from investors desiring initial public offerings (Dezember and Zimmerman 2012). Dezember and Zimmerman (2012) report that Michaels went from no debt before the buyout, an advance of $4.3 billion in debt after the buyout, and has reduced its debt down to $3.4 billion since. Yet even with the debt the retailer added 160 stores and will come back as a larger and more profitable public enterprise. Although they have yet to determine how many shares will be issued and at what price, the owners plan on using some of the IPO money from the sale of stock in the company to reduce their high debt, foster working capital, and pay general expenses (Dezember and Zimmerman 2012). If the end result is profitable, Michaels could be laying the foundation for other large equity-backed companies to take advantage of public markets.