Friday, January 31, 2020

CURRENT ISSUES IN MANAGEMENT Essay Example | Topics and Well Written Essays - 3000 words

CURRENT ISSUES IN MANAGEMENT - Essay Example that organizational crisis can be averted or at least minimized through managerial strategies that are visionary in their perspectives (Simola, 2003; Cheney & Christenson, 2000; Pearson, & Clair, 1998; Seeger, Sellnow, & Ulmer, 1997). It is important that strategic planning involves more proactive and innovative measures to meet the exigencies of competitive business. Scholars have asserted that irrational decisions in business are often motivated by false judgment, escalated commitment to previous course of actions where managerial leadership may be driven by financial investment, time and belief that something better would emerge (Bazerman and Moore 2008; Staw & Fox, 1977). The various social researches have revealed that organizations are willing to take risks and make decisions to avoid losses rather than with the desire to make profit. (Hallahan, 1999; Beach, 1997; Bailey & Alexander, 1993; Pease, Bieser & Tubbs, 1993; Frisch, 1993; McDaniel & Sistrunk, 1991; Devine, 1990; Fagley & Miller, 1987; Bazerman, 1984). Shapiro, Slywotzky and Tedlow (2000) believe that key factor that sustain the performance of the organizations through thick and thin are their strong leadership. Nutt (1990) believes that flexibility of approach and initiative in decision making is vital part of leadership as ‘strategic choices are influenced by the manager’s decision style’. Hence, the leaders who are able to make tough decisions and implement changes are able to revitalize the business. In competitive business environment, exemplary leadership effectively links the data, information and knowledge within the organizational goals to overcome hard times and gain competitive advantage. The organization must incorporate more aggressive but people friendly management strategies that encourage trust building amongst the work force for improved organizational results. The paper would analyze the various elements of change management and the role of strategic thinking and planning

Thursday, January 23, 2020

The Many Benefits of Section Nine :: Sports Athletes Essays

The Many Benefits of Section Nine Section Nine affects all women, not just athletes or children young enough to benefit from equalized funding. Women of all ages, all traditions, and cultures, even/especially the older generations who are being confronted with the changing image of the woman as projected through their grandchildren and children who are benefiting and changing in correlation to section nine. This is seen in all the movies we've watched this semester, and I assume is experienced in most homes and families with young woman. The value system held by the older generation is being met full on by new values, and as Jessie mentions in Bend it Like Beckam, the closer she gets to being who she is now allowed to be, the further she gets from who her family expects and knows her to be. It's not just sports or the new generation benefiting from section nine that is changing; everything is required to change to adopt this modern woman into the family structure. The first group most affected by the new young woman of today would be the older woman of yesterday. Family conflict concerning mothers and daughters in relation to sports was a theme throughout the films. In Love and Basketball, Monica and her mother finally have a confrontation, and her mother admits she gave up her dreams for her husband, children, and their house, but she also declares she would do again, that her family and their happiness became her purpose, and she wouldn't give that up. This notion of the family as the female sphere repeats especially in Bend it Like Beckham. The woman of the family seem to have a spy network of gossiping older women who actually make it their duty in life to learn about and derail inappropriate female behavior. Unfortunately for Jessie, this includes sports (or anything with her legs showing). Her mother teaches her to make a meal, and insists she learn other "wife" activities involving the home, but as with Monica, this casting of the old o n the new never quite takes because of a complete difference in cultural upbringing and its significance for women. At the end of both these movies, all the women essentially compromise. Monica's mother admired the "fight" in Monica, and she tells her to try for Q. Jessie learns to cook and play soccer, and the older women of the neighborhood become more lenient (although it does take the father, symbol of the patriarchy, to get the women to accept Jessie and her goals).

Wednesday, January 15, 2020

Features of HRM

Human resources refers to the people that work for an organization and the capabilities of these people. The fun resource management covers (HRM) all the activities that are designed to acquire, preserve, develop and use th in an organization. The basic purpose of HRM is to make effective and efficient use of human resources of an o towards achievement of the goals and objectives of the organization. The various areas of influence of the HRM include the following. Determination of the right quality and quantity of different types of human resource assets required by th meet its current and future requirements. Determining and implementing business policies and practices that are best suited to acquire, develop, re effectively the human resources in the organization. ?Recruitment of people. Ongoing management of activities related to remuneration of people and development and maintenance organizational culture and work environment, conducive to effective and efficient working of people as groups. ?Providing support for recruitment of the required people in the organization. Providing support for decision making on increment, promotions, transfer and other similar people relate organization. Providing support for ongoing development and training of the people, in line with requirement of the or current availability of skills and capabilities. Pervasive Force: HRM is pervasive in nature. Ii is present in all enterprises. It permeates all levels of organization Action Oriented: HRM focuses attention on action rather than on record keeping, written proced problems of employees at work are solved through rational policies. Individually Oriented: It tries to help employees develop their full potential. It encourages them to gi organization. It motivates employees through a systematic process of recruitment, selection, training coupled with fare wages. People Oriented: HRM is all about at work, both as individuals and groups. It tries to put people on ass to produce good results. The resultant gains are used to reward people and motivate tem towards furthe productivity. Future Oriented: Effective HRM helps an organization meet its goals in the future by providingwell-motivated employees. Development Oriented: HRM intends to develop the full potential of employees. The reward structure is of employees. Training is offered to sharpen and improve their skills. Employees are rotated on variou gain experience and exposure. Every attempt is made to use their talents fully in the service of organizat Integrating mechanism: HRM tries to build and maintain cordial relations between people working at v organization. IN short, it tries to integrate human assets in the best possible manner in the service of an o Comprehensive function: HRM is to some extent concerned with any organizational decision wh workforce or the potential workforce. Auxiliary Service: HR department exist to assist and advise the line or operating managers to do their pe effectively. HR manager is a specialist advisor. It is a staff function. Inter-disciplinary function: HRM is a multi-disciplinary activity, utilizing knowledge and inputs drawn sociology, anthropology, economic etc. To unravel the mystery surrounding the human brain, managers and appreciate the contributions of all such â€Å"soft† disciplines Continuous function: According to Terry, HRM is not a one shot deal. It cannot be practiced only one h week. It requires a constant alertness and awareness of human relations and their importance in everyday Explain On-Job and Off Job Training. Trainings in an organization can be divided to two broad types. They are on-the-job trainings and off-the-jon-the-job trainings are given to the employees while they are conducting their regular works at the same place do not lose time while they are training or learning. After a plan is developed for what should be taught, em informed about the details. A time table should be establish with periodic evaluations to inform employees ab On-the-job training techniques include orientations, job instruction training, apprenticeships, internships, rotation and coaching. Employee training at the place of work while he or she is doing the actual job. Usually a professional trainer experienced employee) serves as the course instructor using hands-on training often supported by formalclassr Training methods are usually classified by the location of instruction. On-the-job training: With on the job training, employees receive training whilst remaining in the workplace. The main methods of one-the-job training include: *Demonstration / instruction – showing the trainee how to do the job Coaching – a more intensive method of training that involves a close working relationship between an experienced employee and the trainee *Job rotation – where the trainee is given several jobs in succession, to gain experience of a wide range of acti (e. g. a graduate management trainee might spend periods in several different departments) *Projects – employees join a project team – which gives them exposure to other parts of the busines s and allow to take part in new activities. Most successful project teams are â€Å"multi-disciplinary†. OFF-THE-JOB training. This occurs when employees are taken away from their place of work to be trained. Common methods of include: Under this method of training, the trainee is separated from the job situation and his attention is focuse material related to his future job performance. Off-the-job techniques include lectures, special study, audio or discussions, case studies, role playing, simulation, programmed instructions, and laboratory trainin techniques are too costly. This is any form of training which takes place away from the immediate wor training includes more general skills and knowledge useful for work, as well as job-specific training. rovided by specialist trainers working for National Grid or by an outside company hired to help with tr training is particularly effective for non-technical skills, as employees can use these across different areas of Off Job training methods are as follows: a)Vestibule training: In this method, actual work conditions are stimulated in a c lass room. Material, files, an that are used in actual job performance are also used in the training. b)Role playing: It is defined as a method of human interaction that involves realistic behavior in imaginary situ of training involves action, doing and practice.

Tuesday, January 7, 2020

The Biological Model Of Mental Illness - 1356 Words

As defined by experts, a mental illness is a clinically significant behavioral or psychological syndrome or pattern that occurs in an individual and involves changes in thinking, emotion, behavior, interpersonal interactions, daily functioning, or a combination. The causes of mental illness are complex and vary depending on the theories associated to the different biological, psychological, and environmental factors. The etiology of mental illness is based on five broad models: biological, psychological, behavioral, cognitive, and social. The biological model, or medical model, emerged in the late nineteenth century following the discovery of the correlation between brain damage and abnormal behavior. The critical assumption of the†¦show more content†¦Psychoanalysis is a therapy of psychological theory that aims to treat mental illnesses based on the concepts of Sigmund Freud, who emphasized the importance of free association and dream analysis. The model of psychoanalysis aim is to release repressed emotion and experiences, by making unconscious thoughts, conscious. The fundamental principles of psychoanalysis are practiced by putting an emphasis on the patient to gain insight into the origins of their respective problems like a patient presenting symptoms of anxiety would be encouraged by a licensed professional to explore their past, in hopes of discovering problems that manifested the anxiety. The anxiety created may be a defense mechanism directed towards displacement in their world. The behavioral model proposes that personality and character are exhibited in observable behaviors, and the effects of the environment on the behaviors. The behavioral model is usually found in conjunction to the cognitive model; that understand mental illnesses as a result of error or bias in thinking. The cognitive-behavioral model is based upon the assumption that a human’s thoughts and beliefs are heavy influencers on behavior, emotion, and physiology. Cognitive-behavior therapy focuses on changing a person’s unhealthy and problematic behaviors through behavioral intervention. An example is a man recovered from alcohol addiction works with his therapist to identifyShow MoreRelatedThe Strengths and Limitations of the Biological Model of Abnormality529 Words   |  3 PagesThe Strengths and Limitations of the Biological Model of Abnormality This model uses physical illness as a model for psychological disorder, suggesting that like physical illness, mental illness has an underlying bodily cause. It proposes that genetic, organic or chemical disorders cause metal illnesses which give rise to behavioural and psychological problems. Thus, abnormalityRead MoreMental Health Nursing Essay1248 Words   |  5 Pagesmultifaceted (source). 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Mental illness was approached from a spiritual point of view. Individuals of certain beliefs would misdiagnose others from the spiritual perspective and would assume that evil spirits controlled his or her’s physical, mental, and observable world (Tyrer, 2010). The following will be covered in this document: the origins of abnormal psychology, classification of normal and abnormal behaviors, how abnormal psychology evolved into a scientific discipline, and the theoretical models related to