Demonstrative Communication Essay Example

Demonstrative Communication Paper Demonstrative Communication Lauretta Smith BCOM/275 August 22, 2011 David Walker Most of us have heard sayings like â€Å"Say what you mean and mean what you say† or â€Å"Actions speak louder than words†. Adhering to these statements is more difficult than one may imagine. Communication is the exchange of ideas, messages, information, writing, spoken words, and behaviors. Communication can be exchanged in a number of ways. It can be verbal, nonverbal, written, and unwritten. In this essay, I am going to discuss demonstrative communication and its impact on the message intended by the sender and receiver. Demonstrative communication can be described as a process of delivering and receiving verbal and nonverbal as well as written and unwritten messages. Verbal and written messages are reinforced with demonstrative communication. The expression of â€Å"Dress for Success† can be interpreted many different ways depending on the sender and receiver. For example, a young man arrives to an interview dressed in a suit and tie. He has a tattoos slightly peeking out of the collar of his shirt and a small nose ring. The receiver who is part of the Baby Boomers Generation immediately assumes that this young man is defiant and lazy. We will write a custom essay sample on Demonstrative Communication specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Demonstrative Communication specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Demonstrative Communication specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Therefore, the young man does not get the job. The facts are this young man is an entrepreneur. He owns a lucrative computer software company, however wanted to venture out to do something different. In communication what a person does not verbalize is just as important as what is verbalized. Demonstrative communication is an integral part of communication. Nonverbal communication is an imperative form of communication. According to Cheesebro, O’Connor, and Rios (2010), current estimates put the nonverbal messages at about 2/3 of all the messages that are delivered. Facial expressions, gestures, body language, eye contact, and tone of voice are all examples of the unspoken conversation. For example, my son comes to tell me the exciting news that his team just won the championship and he scored the winning basket. As he is speaking, I am reading a text message from my other son and providing very little eye contact. My son decodes this nonverbal message as â€Å"She really does not care. † Therefore although I say to him â€Å"Congratulations, I am so happy for you†, my message is not believable. Working at Verizon Communications, it was crucial that our nonverbal communication was aligned with our verbal communication. Dealing with customers over the telephone was challenging because although we were not visible to the customers our facial expressions, body language, background noises, and tone of voice could be incorrectly decoded. For example, the office is recognizing its top performers so there is music and cheering in the background. A customer calls to set up new phone service in his new home. The consultant is listening and responding to the customer. She states â€Å"That’s exciting†. The customer decodes the message as the consultant is being attentive and empathetic to his needs because he detects a smile in her voice. The customer does not know about the activities going on in the office. Although this type of communication can be positive, it can also have negative implications as well. The way we look, listen, and interact tell the sender of the message whether or not the receiver is truly listening and engaged. These nonverbal behaviors can either enhance or diminish relationships. The sender and the receiver can effectively utilized unspoken gestures to impact their messages. Unwritten communication is yet another dimension of demonstrative communication. The context, grammar, placement of words, and symbols used can all impact the written message. For example, Kim sends an email to Katherine relaying a message that Mr. Smith left to place an order to change his long distance package. The email is in caps. The email states â€Å"YOU NEED TO CALL THIS CUSTOMER AT 715-555-3444 REGARDING HIS LONG DISTANCE PACKAGE†. Katherine immediately assumes that she made a mistake and that the customer will be irate. Katherine also thinks that Kim is upset with her about this issue. Although this is not the message intended, the encoding of this message by sender was ineffective. All caps used in an email represent shouting. Kim simply did not realize the caps lock was on and did not review the message before sending because she was interrupted by another employee. Listening and responding is vital to ensure that the messages intended are the messages sent (Akerman, 2010) Communication is a two-way conversation. We must enable a channel for feedback whether that is by questioning, paraphrasing, or probing. Misunderstandings occur when effective listening and responding are not utilized. In conclusion, demonstrative communication can have a positive or negative impact on messages for the sender and receiver. Understanding this concept will equip the speaker and listener with the tools necessary to influence the message intended. The outcome of the conversations at home and work can be improved with implementation of this knowledge. The verbal and nonverbal as well as the written and unwritten communication must align in order to send a clear message. All types of communication include a sender, a receiver, a message, and a delivery channel. The communication process is effective when all the elements work well together (Sommers, 2000). References Akerman, J. (2010). Communication and indexical reference. Philosophical Studies, 149(3), 355-366, doi:101007/s11098-099-9347-0. Cheesebro, T. , O’Connor, L. , Rios, F. (2010). Communication in the Workplace. Upper Saddle River, New Jersey: Pearson Education, Inc. Sommers, A. L. (2000). Everything You Need to Know About Effective Communication at School and at Work. New York, New York: The Rosen Publishing Group, Inc.

The Ropes to Know the Ropes to Skip Essay Example

The Ropes to Know the Ropes to Skip Essay Example The Ropes to Know the Ropes to Skip Paper The Ropes to Know the Ropes to Skip Paper According to his dialogue with Stanley on page 53, It seems that Claude feels like he Is singled out for being black Instead of being viewed as an asset to the company sugarless of his race. The Company was breaking the psychological contract with Claude by treating him as a token. Ted has no faith in Clauses ability to increase their recruitment of professional minorities. While Claude was not interested in taking the recruitment position, he also felt he did not have the option to turn It down. Claude decided to put his best efforts In the recruitment of molesters. He assessed the situation and identified a more effective process to increase test scores among black recruits. 2. Motivation Management Achieving managerial goals involves strategy. Both interdepartmental teams and ion employees are led by managers who do not have direct authority over their employees. In this situation, managers need to sell their Idea rather than be direct. Using persuasive relationship behavior requires an understanding of the 6 tendencies of human behavior: 1 . Through the art of reciprocation employees will feel an obligation to return a favor if the manager uses this tool accurately. . The use of consistency to control and direct future actions will set expectations. 3. Social validation is important for a manager to understand because people look to what others are doing as a guide. 4. People prefer to say yes to those they like. 5. Expressing authority does not always support effective results. 6. A sense of scarcity produces an Increased desire. (Clinical pig. 562) Unions are effective at building allies through the process of exchange. Especially in an Analytic setting, ten manager needs to gal. adequate International auto ten ally before they can lead effectively. Unions often pay overtime if an employee works extra hours on the weekends. If there was no benefit to the employee, the process of reciprocity would not work. The virtuous spiral as described on page 588 explains the managers importance of insistently rewarding individuals for their performance. Proctor Gamble Has been marked b y many forward thinking efforts to establish a virtuous spiral relationship with its employees based on employee involvement and the development of leaders throughout the company. (Lealer Ill pig 589) 3. Is Frankly a Toxic Manager? Why or why not? According to Roy Lubing, toxic managers are a fact of life .. . (The Organizational Behavior Reader, 2007). Individuals with this style of management generally complicate work, drain precious energy and essentially derail progress. Learning to ell with such people can improve ones own health and capability in the workplace. In my opinion, Frankly exhibits traits of a toxic manager, specifically, he chooses favorites in the company the world is divided in two-his people and other people(Rite, pig 89). In my opinion, he does not fully understand the requirements of being an effective manager. Instead of using the strengths and weaknesses of his team, he pits employees against one another by playing favorites in turn creating an unhealthy work environment for anyone who is not on his list. Ben may have not been a toxic manager I the earlier years in The Company, but the organization has changed. Ben does not adjust well to change. Leadership values Bens ability to get the Job done, but his difficulty to work well with others forces managers to view him as a threat. Do you think Ben would like the corporate life here? Oh lord No (Rite pig 237). Interpersonal Communication 4. Provide an example of the effective use of communication from the Rite Book. Use the Achieving Purpose list from the class notes to substantiate your example. To be an effective communicator, one must master the art of active listening. A large part of effective communication is achieved by focusing on the recei ver and truly existing. Equally important is making sure the receiver(s) understand what has been communicated and responding appropriately to questions and concerns. A good example of effective communication in the Rite book occurred in Chapter 18: Ted suggests open communication to deal with the issues of opening the new Expanders Plant in Poachable. Ted cuts to the point and looks for a simple and direct way to communicate his thoughts and feelings. While Ted may not always be the best listener, overall this character provides us with a good insight into effective communication. Many of the other characters in Rite lack the skill set according to en Canceling Purpose last to De class as detective communicators. . Which characters in Rite are assertive, aggressive, and non assertive in their communication styles? Provide examples. Aggressive: Ben Frankly is an aggressive manager. Aggressive Managers are highly receive to certain things and seek to intimidate others. An example of Bens aggressive behavior is shown in chapter 18 of the Rite book. In this section, Ben and Ted are debating about a meeting that needs to be held. Ben is aggressive in his delivery on when and how the meeting will be held. Never you mind says Ben, I now what I am doing(Rite pig 93). Assertive: Ted Shelby has characteristics of an assertive manager. Ted is one of the most effective managers in the book. Ted does not take advantage of others, and is expressive and self enhancing. The differences in management styles between Ted Shelby and Ben Frankly are shown in chapter 9 of Rite. Ben and Ted are arguing about Stanley promotion in The Company. Ben is aggressive in stating that Stanley needs to stay put. Ted is clear I his reasons why Stanley deserves to move up in the company. Ben has kept him there so long that most people think of Stanley and the Lana web system as an inseparable team. Only rarely will someone like Ted Shelby think of some other kind of Job for him(Rite pig 53) Ted is highly successful because he knows what is best for himself and for others like Stanley in the Company. Non Assertive: Lessee landed a big sale and she expected her Boss Kerry Drake to reward or acknowledge her accomplishments. Kerry Drake is not very personable. Instead of rewarding, he identifies all the ways that Lessee should improve. It shows in this section that Kerry does not understand motivational theory and he shows self- denying characteristics and timid behavior. Subordinates viewed him as completely fair minded, a workaholic. He lacked the human touch. (Rite pig: 80) 6. Place at least 3 Rite characters on the Management grid and explain why you place them where you did. Ted Shelby IV is the impoverished manager. I think of Ted as the empty suit in the office. He exert minimum effort to get certain tasks done. In chapter 40 of Rite Ted Shelby is rearranging furniture in his office. Ted has plenty of extra time to attend Dry Faustus classes on participative management. Occasionally Ted Shelby might have a lapse of memory, but Kerry or Ben will be quick to set them straight. (Rite pig 187) Ted Shelby Sir. Believes that you catch more flies with honey than vinegar. (Rite P 189) Ted creates a good environment to attend to the needs of people in the organization. He is The Country Club Manager. Ted is an effective manager of professionals. Ben Frankly although toxic at times creates a team of committed people. Ben develops a level AT trust Ana re spect to tense employees Tanat support Nils Otto Chapter 14 supports my notion that Ben is a team manager. In this section there is talk that upper management will do a review of Bens plant and his employees. Jimmy Kelley, one of Bens subordinates has been working the line for many years. The Company wants to evaluate the speed of Bens workers. That dumb bastard (Ted) is trying to come I her and hold a stop watch on our guys. (Rattier). Ben, although aggressive to upper management, is extremely loyal to those that keep his plant running the way that Ben likes it. Ben may not be a team manager to all in The Company, this section shows that his team comes first. 7. Level 5 leaders have the ability to set their individual needs aside I order to support the company. They want to build and stand behind a great company. Most executives over the last few years I the financial industries were not thinking like level 5 leaders. Greed and self interests plagues many companies which led to one of the largest recessions that our nation has ever experienced. If the organizations had more level 5 leaders, perhaps more attention would be placed on the financial statements and what is best for the company rather than excessive bonuses and lavish lifestyles. The lack of level 5 organizations has led to a collapse of many large companies. The businesses that were not built to last have created a trickle- down effect that has spread over a variety of industries and social classes. 8. The Company appears to want only managers and not leaders. Agree or disagree with this statement and provide examples from Rite to support your conclusion. Look carefully at Professor Faustus comments. The company is searching for both leaders and managers. A manager can maintain control of the organization while being able to administer a shot term view. A leader is innovative and has a more long term view. Leaders challenge the status quo and look to inspire. Dry Faust is a leader who knows how to be an effective manager. His role in the company as a university chairman and coach has many leadership characteristics. In chapter 29, Dry Faust provides a great distinction between a leader and a manager. Managements greatest folly is to believe that organizational members, when called upon to supply information that can affect their own organizational well-being can be neutral with regard to that information. Mangers pore over pages of stats that are tributes to little else than human creativity'(Rite pig. 135) this is a great example of how Dry Faust distinguishes his thought process from that of a manager in The Company. . 5 Bases of Power: Referent Power: Ben Frankly defends his subordinates interests. This is best shown in chapter 14 when Ben protects Jimmy Kelsey from the other managers. Ben although aggressive, is also sensitive to his subordinates feelings. In chapter Ted sensed Is In Tabor AT tens rating game ( pig dens flew AT ten world Is Tanat you take care of your people. Upper management finds it to be a challenge to work with Ben because he possesses such strong Referent Power as this section in the book indicates. Expert Power: Ted Shelby is knowledgeable in the framework of the organization. Ted coziness the concerns of his employees and promotes and image of an expert in his field. As far as he is concerned, the key to successful business is to apply the most modern management techniques. He cannot believe that anyone without an MBA could possibly know anything about running a company. Legitimate Power: Although Dry. Faust is not a manager per SE, he fits the characteristics of polite, confident, cordial, and provides the reasoning behind some of the other managers behavior. Throughout the book, Dry. Faust is looking to verify understanding from Stanley and others in The Company. Chapter 47 provides opportune details to why I believe Dry Faust would have legitimate Power. In Truth, Faustus reputation is more important than Stanley current 219) Reward Power: Ted Shelby IV is reasonable with his perception of how his subordinates should be rewarded. Coercive Power: Ted Shelby shows traits of coercive power. Ted administers punishment to his subordinates consistently throughout the book. In particular, chapter 23 shows how Ted warns Stanley before punishing him after he laid out the rules of working for The Company in New York. Keep your eyes open and your mouth shut (Rite 114) yelled Ted to Stanley. As a result of Stanley disagreeing with Tees presentation, Stanley is punished and needs to go all around The Company and get to know his colleagues. 10. 8 Political Tactics 1 . Attacking/ Blaming others: In chapter 52, most of the characters in the book fell victim to the blame game. Ted Shelby passed a mess of papers to Stanley that said please exercise this at your earliest convenience(Rite pig 253)The chain of messages traveled through many channels of the company. No one ever stopped and asked for clarity. This was a great example of how each person saw plausible tenability in eyeing able to blame someone else out of their fears of being wrong about the interpretation of the message. 2. Using Information as a political tool: When Ted Shelby rolled out the Subordinate Readiness program in chapter 51, Kerry Drake was not completely in favor of the project. Kerry did however want to keep a high effectiveness rating with Ted. Kerry used the information he had about Stanley to his benefit. He knew Stanley was trying to get In good Walt upper management, so en passed ten outlet on to ml. Stanley was the messenger back and forth between Kerry and Ted. Stanley was being used as Seekers political tool. 3. Creating a Favorable Image: Ted Shelby IV was rearranging furniture in his office to accommodate a more welcoming feeling. He replaced a traditional executive table with a round table in an attempt to promote feedback. Kerry Drake was quick to educate Ted on the importance of creating a favorable image that upper management is elite and needs to be feared in a sense and also respected. 4. Developing a base of support: Stanley throughout the book uses this tactic as has way to improve his position in The Company. Stanley makes continuous efforts to support others while also earning the respect and support that he needs to move round within The Company. 5. Praising Others-ingratiation: Ted Shelby praises Erne Ernie Ron, the chief accountant in chapter 23. Despite Ermines monotone, routine presentation that lacked energy, Ted is praising Erne for a Job well done. This political tactic was used in this context because the presentation was part of the required process, and Ted intelligently knows to protect the integrity of the organization and its people. Stanley disagreed with Ted and was punished as a result. 6. Forming power coalitions with strong allies: In many chapters within the book, Ben Frankly uses his team to create strong allies from other departments and management within the company. Ben uses this political tactic as a way to try and avoid change in his plant and The Company. 7. Associating with Influential People: Stanley does this thought the book. As a result of his efforts, he moves swiftly through The Company and learns many valuable lessons on the Journey. 8. Creating obligations- reciprocity: Ted uses reciprocity o chapter 50. This chapter exposes the fundamental differences between Ted and Ben. Tees perception focuses on creating a corporate mentality that each subordinate will be rewarded if they play the game and and put forth a solid effort. Ben however has no interest in increasing his position in the company, and is therefore not motivated by the obligations that Ted is trying to create. 1 1 . Wright and Cropland believe that happiness should produce better Job performance and a better environment for their co-workers. I agree with the article. When employees are happy, they tend to be more optimistic and find positive outcomes in more undesirable situations. The articles both agree that psychological well being is the driving force for effective employee behavior.

Business Intelligence HW Research Paper Example | Topics and Well Written Essays - 750 words

Business Intelligence HW - Research Paper Example CIOs use BI to classify unproductive business processes that are ready for re-engineering. With today’s BI tools, business individuals can take the plunge and start analyzing data themselves, rather than wait for IT department to run multipart reports. You need to set up your mental picture for your business intelligence strategy before you bring the aspect of technology into the discussion. Here is how effective BI strategy is put into action: Choose a C-level sponsor: Business intelligence implementations should not be sponsored by anyone in IT. As an alternative, BI should be sponsored by an executive who has an upshot duty; has a big image of the enterprise goals, objectives and strategy; and knows how to interpret the company mission into key performance indicators that will prop up that mission. Similarly, without common definitions, a BI accomplishment cannot thrive. In addition, lack of accord is a prevalent dilemma in companies today. Furthermore, you should examine t he in progress business intelligence mass and processes and organizational structures adjoining present BI implementations. Creating a plan for storage is also of very crucial importance for BI to be successful. The three broad classes of users of BI are strategic, operational and tactical. Strategic involves making view decision like closing down operations in china or Europe. Tactical users make many decisions a week, and use both cumulative and detail-level information, and liable to require rationalized information daily. Operational users are the innovative employees, such as call center staff. Another process for making BI strategy successful involves making your mind up on whether to buy or manufacture the systematic data model. Enterprises that are more complex may benefit from customization, even though you may still want to think about opening with an industry-standard sculpt as a pattern or a set of guides. IT is very important to consider all business BI components, as t hey are many in numbers,  therefore it is important to be sure that they describe the architecture for all layers of the BI heap; even if they may not be part of the BI strategy itself, they will shape the achievement of completion (Daniel, 2007). Knowledge management vs. BI: KM is an intentional, orderly business optimization strategy that organizes, first-rate, distills stores, put together, and communicates information indispensable to the business of a company in a way that progress corporate competitiveness and employee performance. On the other hand, BI is a system or systems that provide unswerving background facts and coverage tools to maintain and advance the decision-making process.  BI and KM are, to some extent, the same but the only thing that tells apart KM form BI are that KM creates new knowledge and helps in knowledge dispersion whereas BI has no equivalent action to these two. The future of these areas is still vague; however, there are quite a few companies up -and-coming to provide services for both business intelligence and knowledge management. Business intelligence firms, such as The Center for Business Intelligence, Micro strategy, and SAP; advertise their services as decision support for managerial decision makers.  Ã‚  These businesses sell and apply software that captures data, maneuvers it into handy information and apply the information to answer detailed questions, show trends, generate reports

The most viable foreign market to invest in between China and UK Essay

The most viable foreign market to invest in between China and UK - Essay Example The paper tells that the world is rapidly being converted into a global village. It is rapidly becoming cheaper and faster to communicate and transact business worldwide. Many companies are seizing the opportunities that arise from the technological advances occurring worldwide. Companies are expanding beyond their local zones and investing in other lucrative markets overseas and making huge profits running into billions of US dollars. These they achieve by acquiring new foreign markets for their products and taking advantage of cheaper production costs that may be in that foreign country and eliminating transport costs that would arise from transporting products from the original country of production. The firms are also better placed in accessing other markets that are close to the new market. This Canadian firm is no different. There are ready foreign markets overseas which would see the firm increase its profit margins and market share. It is therefore of great importance that th e company acquires new markets and increases its profit margins. In choosing the best foreign market in which to invest, Porter’s diamond model was used. According to the model, there are four attributes of a nation that shape its business environment in which firms compete for market share. They include: factor endowments (conditions); demand conditions; supporting and related industries; and firm’s structure, strategy and rivalry. Foreign market analysis revealed that; China has a booming economy with good infrastructural development while UK has falling business investment and rising unemployment rates. ... oduction costs that may be in that foreign country and eliminating transport costs that would arise from transporting products from the original country of production. The firms are also better placed in accessing other markets that are close to the new market. This Canadian firm is no different. There are ready foreign markets overseas which would see the firm increase its profit margins and market share. It is therefore of great importance that the company acquires new markets and increases its profit margins. c) Choice of market In choosing the best foreign market in which to invest, Porter’s diamond model was used. According to the model, there are four attributes of a nation that shape its business environment in which firms compete for market share. They include: factor endowments (conditions); demand conditions; supporting and related industries; and firm’s structure, strategy and rivalry (drypen, 2010). 1) Factor Endowments While examining factor endowments it i s worth noting that any company can obtain certain non key factors like raw materials and unskilled labour rending these factors useless when generating a competitive advantage. Certain specialized factors like technology, communication infrastructure are more useful while creating a competitive advantage in the new market. This is because these specialized factors are more difficult to duplicate (drypen, 2010). Both China and UK have well developed transport and telecommunication infrastructure. According to human Resource Management Guide (2012), UK’s unemployment rate has from by 0.4% over the year to 8.4% up from 8.0%. The Chinese economy on the other hand is booming. According to Morison (2011), China is one of the fastest growing economies emerging as both a trade and economic power. The

Health and Culture Essay Example | Topics and Well Written Essays - 500 words

Health and Culture - Essay Example A Culturally Appropriate Health Education Program on HIV/ AIDS for Africa Relationships and Expectations One of the most important features in an AIDs prevention campaign would be â€Å"the cultural, social and economic constraints on most African women’s ability to comply with advice to limit partners and use condoms† (Peltzer, 2001, p.171). Poverty and subordination of women are the root causes of women acquiring HIV/ AIDS. Males play the dominant role in sexual relations; hence health promotion campaigns to eliminate HIV/ AIDs should focus on addressing culturally related sexual beliefs and behaviors leading to the disease. In the prevailing traditional family groups, the empowerment of women is crucial to strengthen their position in decision making on life choices. Cultural Empowerment of the Target Group It is important to leverage culture to empower the target group. Interventions should stengthen the currently isolated traditional family systems by informally co nnecting them to the larger national community.

Understanding Key Components Of Performance Management

Understanding Key Components Of Performance Management An effective performance management system integrates organisational, business and individual planning and performance. Performance management systems components include: Development of clear job descriptions The selection of right people with an appropriate selection process Provide effective orientation, training and development. Clarify performance objectives and linking these with organisational business plans. Conduct regular performance appraisal of individuals against the achievement of these objectives. On-going coaching and feedback Recognition or compensation that reward people for their performance Provide career development opportunities Actions to deal with poor performing employees. Evaluate the involvement of individual, team and organisational performance. One of the main issues mentioned in the case study was regarding recognition regarding pay and performance. Research on high performing companies has consistently shown that they have at least one common characteristic: their people understand the strategy of the business and believe that if they perform well, they will be recognized and rewarded by the organization. (Wilson Group, 2010) If Colbran Institute is able to develop a appraisal system where recognition is documented and rewards Colbran Institute will be in a better situation when it comes to employee morale and motivation and be able to achieve company goals. Performance Appraisals Performance appraisals are one of the most important components of performance management and are designed to measure and improve employee performance. Edwin B. Flippo wrote in his book titled Personnel Management that performance appraisal is the systematic, periodic and an impartial rating of an employees excellence in the matters pertaining to his present job and his potential for a better job. (Flippo, Edwin B. 1979) The performance appraisal process articulates the standards of work expected of employees and the values and behaviours employees are expected to uphold in meeting their job requirements, communicating and working with others. The information that performance appraisals provide, provides foundations for recruiting and engaging new employees, development and training of existing employees, and maintaining a quality team by adequately and properly rewarding their performance. If a reliable performance appraisal system is not put in place, a human resource management system will fail, resulting in the total waste of the valuable human assets an organisation has. The key objective of appraisal is to provide employees with feedback on their performance provided by the line manager. (Caruth, Donald. 2008). The main objectives of performance appraisals are to: Assess the performance of employees over a period of time Help manage the gap between actual and desired performance Indentify strengths and weaknesses of employees, which in turn will identify training and development needs. Provide feedback on past performance Give clarity of the responsibilities and expectations of the employee in the upcoming appraisal period. Therefore, Performance management leads to higher performance that is more closely directed to the strategic objectives of the organization whereas Performance appraisal and feedback assist employees to understand what work they do well and how they can improve their performance. Issues Identified From reading the case study provided by Colbran Institute there seems to be a number of issues regarding the use of the graphical rating scale performance appraisal system. The graphical rating scale is one of the most popular methods of performance appraisal, it is easy to understand and cost effective to setup and manage. It involves listing subjective traits that the organization considers important for effectiveness on the job for example integrity, reliability, initiative and objective factors such as quality of work. The employee then gets a rating against each trait; these scores are then added up and produce an overall performance score for the employee. As seen with Colbran Institute the graphic rating scale does have a number of disadvantages; issues that have been brought forward include: Rater Errors Generalization of traits No real measurement achieved Issues from pass work history are not reflected. This form of performance appraisal is subject to rating errors mainly due to rater bias which result in incorrect appraisals. Rating errors include central tendency, leniency, severity and the halo effect. In Colbran Institutes situation the rating errors consist of leniency and the halo effect. Leniency is demonstrated when the evaluator rates most employees very highly across performance dimensions rather then spread them throughout the performance scale, in Isabels case she has rated most employees as either good or excellent. Generalisation of traits is another issue that occurs when using the graphical rating system as it might have traits such as creativity which is assessed the same on all employees appraisal. This could become an issue if the employee is working in a position where creativity isnt something that relates to their work. They could be a data entry clerk for example which doesnt involve any creativity; therefore they might get marks down for this because it is unable to be shown; whereas someone that works in marketing would be the completely different. Another issue Colbarn Institute has is the generalities of the documentation produced from the appraisal. Allan suggests to Isabel What is good quality to you might be average to me or someone else and vice versa. This is something that needs to be considered with maybe a review by a second and third level manager. But you will still have the issue so of employees not understanding what is expected from them, for instance an employee is given the rating of 2 on motivation, the question is how is he able to improve this? Another common error in performance appraisal is the halo effect. This occurs when a managers general impression of an employee, after observing one aspect of performance, influences his/her judgment on other aspects of the employees overall performance for the assessment period. This is demonstrated in the case study when Allan asks Isabel about past performance of her employees and she replies with Well in the odd case, a couple of them have let things go a bit. This is not reflected anywhere in the appraisal. Task 2: (500 WORDS) Recommendation An effective performance appraisal system provides guidance so employees understand what is expected of them in their position. It provides flexibility so that employee creativity is encouraged and strengths are utilized. It provides enough control so that employees understand what the organization is trying to achieve. This is why I have put forward Management By Objectives appraisal system as the recommended system that Colbran Institute should take on board. Management by Objectives Management by Objectives was first introduced in 1954 by Peter Drucker in his book The Practice of Management. MBO is an appraisal method where the manager and the subordinate define common objectives and major areas of responsibility, then compare and direct their performance against these objectives. It aims to increase organizational performance by aligning organizational and individual goals throughout the organization. George Odiorne in his thesis describes Management by objectives as a process whereby the superior and subordinate managers of an organization jointly identify its common goals, define each individuals major areas of responsibility in terms of results expected of him and use these measures as guides for operating the unit and assessing the contributions of each of its members.(Odiorne, George S. 1965) In Management by Objectives appraisal system, objectives are written down for each level of the organization, and individuals are given specific aims and targets. The principle behind this is to ensure that people know what the organization is trying to achieve, what their part of the organization must do to meet those aims, and how, as individuals, they are expected to help. This presupposes that organizations programs and methods have been fully considered. If they have not, start by constructing team objectives and ask team members to share in the process. (Heller, Robert 1998) Advantages and Disadvantages MBO overcomes some of the issues that arise from the Graphical Rate Scale as a result of assuming that the employee traits needed for their job success are the same for the whole organization and can be reliably identified and measured. The MBO method concentrates on actual outcomes, instead of assuming traits. An employee has demonstrated an acceptable level of job performance if the employee meets or exceeds the set objectives. Employees are not judged on their potential for success or on their supervisors subjective opinion of their abilities by on real outcomes. The main principle of the MBO appraisal system is that direct results can be observed, where as the traits (which might not even relate to an employees position) and attributes of employees must be guessed. Management by objectives also has its disadvantages like any appraisal method. The main issue with this appraisal technique is the initial development of objectives can be time consuming, which takes employees and managers away from there actual work. When writing objectives for a performance appraisal it must be realize that in this day and age priorities and goals are constantly changing. This is something organizations have to be able to deal with to keep ahead of the game. The Performance Management scheme The new appraisal system will fit into the overall performance management scheme by aiming to increase organizational performance by aligning goals and management objectives throughout the organization. All managers and staff will participate in the strategic planning process, in order to improve the implement ability of the plan and implement a range of performance systems, designed to help the organization stay on track. Colbran Institute employees will get more input into identifying their objectives, milestones and timelines for completion and have a clear understanding of how their roles and responsibilities contribute to the aims of the organization as well as its strategic goals. Management by objectives also includes ongoing tracking and feedback in the process to reach objectives. MBO would be appropriate for Colbran Institute to take on board because it is a knowledge-based organization where the employees are competent in their jobs. It is appropriate in this situation as we wont to build employees management and self-leadership skills and utilize their creativity and knowledge. Conclusion: This report has analyzed the role of performance management at Colbran Institute. It has taken a look at the current performance appraisal method and put forward a new structure which involves Management by objectives. Management of objectives is an efficient and balanced technique that will allow management to receive maximum results form their current employees by focusing on achievable goals.

Jacks in the box :: essays research papers

Pericles’ Ideology of Democratic Society.   Ã‚  Ã‚  Ã‚  Ã‚  Democracy of today can be traced back to the Funeral Oration speech of Pericles‘. We can outline the ideology behind democracy from his speech. Democracy is now the largest form of government to exist in today’s society. There are two forms of democracy’s that exist: Representational which is used by the United States, and Direct which allows the people to get involved and was used by the Greeks. So its said that Athenian democracy are more democratic than ours. Some even say that Pericles’ speech is the foundation of democratic society.   Ã‚  Ã‚  Ã‚  Ã‚  The speech of Pericles’ was not only a tribute to those who died in battle but it was also a contrast between the warring powers of Athens and Sparta, recorded by the historian Thucydides. In Athens society it was custom for someone of the community to give an acclamation speech for those who died in war. Pericles’ was chosen and gave a spectacular speech which sounds a lot like the speeches we hear today from other leaders of a democratic government. Pericles’ speaks about the special qualities and characteristics of the Athenians, and the faults of the Spartans.   Ã‚  Ã‚  Ã‚  Ã‚  The theme of the speech is the thought that the Athenians were able to put aside what they want and strive for the greater good of the city. They are brought together by their mutual trust and a shared desire for freedom. Athenians submit to the laws and obey the public officials not because they have to, but because they want to. Athenians had achieved something unique ,being both ruled and rulers at one and the same time. This helped to create a new type of civilian. Athenians were able to adapt to any situation and rise to any challenge.   Ã‚  Ã‚  Ã‚  Ã‚  Athenian law was not all written in books, based on peoples judgment the laws were administered on the guilty. According to Pericles’ â€Å"Our Constitution does not copy the laws of neighboring states; we are rather a model to others than imitators ourselves,† this quote shows the Constitution is an inspiration to other government systems.

Ethics And Governance Essay

It raises the interelated notions of individual rights, fairness, equality and entitlement. The principles vary in numerous dimensions. These issues explore the appropriate distribution of social and economic benefits and related costs. There are five principles included an equal share for each individual, a share according to the needs of each individual, a share according to the efforts of each individual, a share according to the social contribution of each individual and a share according to the merits of each individual. There are three theories of distributive justice included Libertarianism, Utilitarian and Egalitarianism. Libertarianism approach It is a theory that defends unlimited laissez-faire capitalism as the only morally justified regime. Libertarian required for the maximization of freedom and liberty or the minimization of violations in these as long as the corporations don’t harm other’s freedom and not breaking the law. Following Locke, Nozick, the entitlement theory depends on the original acquisition of holding, the legitimate transfer of holdings to/ form others and the illegal acquisition of holdings. Libertarianism is doesn’t consider actual distributing in society. It means that the right of every individual to unlimited utilization of his own person (self-ownership); and the right to unrestricted, or relatively mildly limited, appropriation of external resources without suffering others and fraud from these transactions. In addition, an individual has exclusive right to all the goods that are product of use of his talents and efforts and he has either the right to appropriate all natural resources, which he finds and takes before others. Whether the distribution is just depends solely on how holdings were acquired. Property rights are derived from an individual’s basic moral rights, which take priority over all social or legislative arrangements imposed by society. This theory is interested only in this that the above procedures are satisfied and that nobody has used violence to take some goods from others. Forceful intervention of the state for the sake of helping the poor is not allowed. Therefore, any taxation involves violating of libertarianism and allowing some people to own other people. As my choosing company – PARKnSHOP Supermarket which organized by Hutchison Whampoa Limited, it is affecting environment that stop handing out plastic bags automatically for customers. For libertarian view, they have used the libertarian approach on their corporate actions and the legitimacy of their actions. The customers have their freedom and choice and right to buy something with plastic bag. Everyone kwon that the plastic bag offered by PARKnShop’s which is not good for the environment. However, most of people like to buy something with plastic bag because they have their freedom and self-ownership. For libertarian, it is ethic for PARKnSHOP’s can offer biodegradable bags and do the promotion on use biodegradable bags and involuntary levy on bags to the customers. It is because PARKnSHOP’s is rewarded so long as they are not breaking the law and don’t harm other’s freedom. However, it’s has some arguments against the libertarianism. It is because any taxation and helping environment involves violating of libertarianism. But, it always helping environment and do a lot of community activities such as involvement in the â€Å"Say No to Plastic Bags† campaign. Utilitarian approach Utilitarianism is the ethical doctrine that the moral worth of an action is solely determined by its contribution to overall utility. Following John Stuart Mill, utilitarian approach is a theory that takes as its primary aims the attainment and concern with maximum possible personal happiness of a society as a whole, which should ultimately determine what is just or unjust behavior. This goal is to be achieved in such a way that one first checks what makes every particular individual in a society happy, then sums up all these various wants and preferences, and finally finds out how to satisfy the greatest number of them. John Stuart Mill acknowledged that the society can receive more return from the more efficient laborer and it is just that talented workers can receive the greater remuneration. It is obtain efficient us of the resources if allow people to benefit from labor. A redistribution of resources increases general happiness of a society. However, the arbitrary and great disparity of distinctions and advocate strict equality may cause the unjust behavior and may cause social breakdown. It is because it would have an adverse influence on the working motivation of the able individuals, and thereby on the overall wealth of the society. Therefore, the utilitarian standard is essential for resolving any conflict between rival principles of justice and increases the allover happiness of a society. The main task is to find a balance between factors that point towards equality and those ones that go against it. It seems that the utilitarian view can be found in PARKnSHOP’s. For PARKnSHOP’s, it concerned with the maximization of happiness of society. It’s has providing a lot of jobs opportunity for the people. Also, PARKnSHOP’s are willing to do the supports community programs, which operate at the grassroots level, usually focused on local, global environment-related issues. It’s always giving back to society and help to create a better end and achieved to the utilitarian. However, it is not mean that can justify the ends. It is because the plastic bag of PARKnSHOP’s is a big problem. The research from the Friends of Earth (HK) shows shoppers want a bag whose need to pay 20 cents for each one. If the levy is constrained, they will initiative to reduce plastic use. One of the reasons of this research is because of they have already build up a habit of using plastic bags. They are driving a change with making profit and contributions. It is a big problem and not concerned with the maximization of personal happiness and argues to the Utilitarian View. Egalitarian approach John Rawls explores the egalitarian approach and tries to determine principles of just society with the help of hypothetical contract among members of a society. His hypothetical introduces the notion of an abstract social contract to establish principles of justice. It is supposed by John Rawls that individuals who make this contract primarily care for their self-interest, that they are rational, well informed about human nature and functioning of society, and that they are placed under so called veil of gnorance. They are also assumed to know nothing about those of their characteristics, individual situation and circumstances that might influence impartiality of the decision-making. In egalitarian, that all members of a society should have the equal social, political, and economic rights and opportunities. John Rawls addressed that each person h as equal right to the most extensive scheme same basic liberties and defends this notion that every individual would be assured justice as equal treatment for all once the veil of ignorance is removed. In addition, John Rawls addressed that social and economic inequalities are to meet two conditions. The two conditions are economic inequalities are allowed but only if they benefit even the least advantaged individuals and attached to offices and positions open to all under conditions of fair quality of opportunity. The basic social structure, not the transactions between individuals, should establish justice as a cooperative project for the mutual benefit of society, and minimize the socioeconomic consequences or random natural differences between people. For PARKnSHOP’s, the stakeholders of it is included employees, customers, suppliers materials, wholesales, creditors, government and the environment society. It seems that the equalitarianism can be maintained. It’s paid the high taxes. It’s has always been committed to serving the community through involvement in the territories many social services for all stakeholders as well as charity work such as World Wide Fund for Nature. In addition, they are care about the welfare of people and built up the Li Ka Shing Foundation for the people who in hospital, education, construction and support the community activities and benefit people worldwide. It’s help people in need around the world and gives the equal social, political, and economic rights and opportunities for the people. It is the mutual benefit of society, and minimizes the socioeconomic consequences or random natural differences between people. Moreover, It’s gives the equal job opportunity to the minority and women.

Civil Right after 1964 essays

Civil Right after 1964 essays Conservatism (1980s Style)- the principles and practices of the Conservative party in United Kingdom. Irangate- a big scandal that was compared to Richard Nixons Watergate scandal, but it raised more troubling issues. It was significant, because it left the role of the president unexplained during the summer of 1987. Mikhail Gorbachev- In 1970 he was elected to the USSR Supreme Soviet; from 1971 till 1991 Gorbachev was a member of the Communist Party Central Committee. He is significant, because he was the last leader in communist party, he symbolizes the end of the communism. Persian Gulf War- a war in which Iran and Iraq had battered each other in a debilitating war. It was significant, because Iraq won a narrow victory over Irans fundamentalism. Anita Hill- a law professor who polarized Senate hearings on the nomination of Clarence Thomas to the Supreme Court when she accused her former boss of sexual harassment. She was significant, because womens groups were disturbed that the all-made Judiciary Committee had at first kept her allegations private. Elections of 1992-As the election campaign of 1992 began, the incumbent President, George Bush, held a commanding lead in the polls, over any and all potential rivals. It was important because it left the fate of the conservative revolution unresolved. New Immigration- The 6.5 million immigrants who arrived between 1990 and 1998 accounted for 32 percent of the increase in the total U.S. population. It was significant because the reform of the old quota system opened the way for a wave of immigrants unequaled since the beginning of the century. Bill Gates- is chairman and chief software architect of Microsoft Corporation, the worldwide leader in software, services and Internet technologies for personal and business computing. It is important, because Microsoft had revenues of $25.3 billion for the fiscal year ending June 2001, and emplo ...

Probability of Union of 3 or More Sets

Probability of Union of 3 or More Sets When two events are mutually exclusive, the probability of their union can be calculated with the addition rule. We know that for rolling a die, rolling a number greater than four or a number less than three are mutually exclusive events, with nothing in common. So to find the probability of this event, we simply add the probability that we roll a number greater than four to the probability that we roll a number less than three. In symbols, we have the following, where the capital P  denotes â€Å"probability of†: P(greater than four or less than three) P(greater than four) P(less than three) 2/6 2/6 4/6. If the events are not mutually exclusive, then we do not simply add the probabilities of the events together, but we need to subtract the probability of the intersection of the events. Given the events A and B: P(A U B) P(A) P(B) - P(A ∠© B). Here we account for the possibility of double-counting those elements that are in both A and B, and that is why we subtract the probability of the intersection. The question that arises from this is, â€Å"Why stop with two sets? What is the probability of the union of more than two sets?† Formula for Union of 3 Sets We will extend the above ideas to the situation where we have three sets, which we will denote A, B, and C. We will not assume anything more than this, so there is the possibility that the sets have a non-empty intersection. The goal will be to calculate the probability of the union of these three sets, or P (A U B U C). The above discussion for two sets still holds. We can add together the probabilities of the individual sets A, B, and C, but in doing this we have double-counted some elements. The elements in the intersection of A and B have been double counted as before, but now there are other elements that have potentially been counted twice. The elements in the intersection of A and C and in the intersection of B and C have now also been counted twice. So the probabilities of these intersections must also be subtracted. But have we subtracted too much? There is something new to consider that we did not have to be concerned about when there were only two sets. Just as any two sets can have an intersection, all three sets can also have an intersection. In trying to make sure that we did not double count anything, we have not counted at all those elements that show up in all three sets. So the probability of the intersection of all three sets must be added back in. Here is the formula that is derived from the above discussion: P (A U B U C) P(A) P(B) P(C) - P(A ∠© B) - P(A ∠© C) - P(B ∠© C) P(A ∠© B ∠© C) Example Involving 2 Dice To see the formula for the probability of the union of three sets, suppose we are playing a board game that involves rolling two dice. Due to the rules of the game, we need to get at least one of the die to be a two, three or four to win. What is the probability of this? We note that we are trying to calculate the probability of the union of three events: rolling at least one two, rolling at least one three, rolling at least one four. So we can use the above formula with the following probabilities: The probability of rolling a two is 11/36. The numerator here comes from the fact that there are six outcomes in which the first die is a two, six in which the second die is a two, and one outcome where both dice are twos. This gives us 6 6 - 1 11.The probability of rolling a three is 11/36, for the same reason as above.The probability of rolling a four is 11/36, for the same reason as above.The probability of rolling a two and a three is 2/36. Here we can simply list the possibilities, the two could come first or it could come second.The probability of rolling a two and a four is 2/36, for the same reason that probability of a two and a three is 2/36.The probability of rolling a two, three and a four is 0 because we are only rolling two dice and there is no way to get three numbers with two dice. We now use the formula and see that the probability of getting at least a two, a three or a four is 11/36 11/36 11/36 – 2/36 – 2/36 – 2/36 0 27/36. Formula for Probability of Union of 4 Sets The reason why the formula for the probability of the union of four sets has its form is similar to the reasoning for the formula for three sets. As the number of sets increases, the number of pairs, triples and so on increase as well. With four sets there are six pairwise intersections that must be subtracted, four triple intersections to add back in, and now a quadruple intersection that needs to be subtracted. Given four sets A, B, C and D, the formula for the union of these sets is as follows: P (A U B U C U D) P(A) P(B) P(C) P(D) - P(A ∠© B) - P(A ∠© C) - P(A ∠© D)- P(B ∠© C) - P(B ∠© D) - P(C ∠© D) P(A ∠© B ∠© C) P(A ∠© B ∠© D) P(A ∠© C ∠© D) P(B ∠© C ∠© D) - P(A ∠© B ∠© C ∠© D). Overall Pattern We could write formulas (that would look even scarier than the one above) for the probability of the union of more than four sets, but from studying the above formulas we should notice some patterns. These patterns hold to calculate unions of more than four sets. The probability of the union of any number of sets can be found as follows: Add the probabilities of the individual events.Subtract the probabilities of the intersections of every pair of events.Add the probabilities of the intersection of every set of three events.Subtract the probabilities of the intersection of every set of four events.Continue this process until the last probability is the probability of the intersection of the total number of sets that we started with.

An Exploration of Cultural Differences in Perceptions of and Responses Dissertation

An Exploration of Cultural Differences in Perceptions of and Responses to Sexual Harassment in a Title One High School - Dissertation Example In the current research participants from grades 7 through 11 were studied using a phenomenological approach to understand their perception and response to sexual harassment and correlate this with their cultural background. Interview and observation were used as tools for data collection. An Exploration of Cultural Differences in Perceptions of and Responses to Sexual Harassment in a Title One High School Introduction Sexual harassment (SH) is a gender based phenomenon of extreme concern affecting the present and future life of many young students of either sex throughout the world (Rahimi & Liston, 2011). In U.S. SH in middle and high school has been of common occurrence with almost half (48%) of students confirming to have experienced some form of sexual harassment in a 2011 survey, with approximately 87% admitting that it has an adverse impact on them. This comes as surprise since SH in schools has been infrequently reported (Hill & Kearl, 2011). Sexual harassment, a term origina lly coined with reference to workplace behavior has also come to include incidences in school. In school it refers to sexual conduct that negatively affects students’ academic interests. ... Girls are more frequently a target compared to boys (56% against 40%), with their experiences being more physical and intrusive compared to that of boys (Hand & Sanchez, 2001). Most harassers belong to peer with lesser number of incidences involving school staff (Eckes, 2006). In 1980, the Equal Employment Opportunity Commission (EEOC) recognized two forms of actionable SH; the quid pro quo harassment and the hostile environment harassment. The former refers to threat or assurance of consequences due to forbidding or offering of sexual favors. These favors may be demanded explicitly or implicitly and must involve substantial consequences. On the other hand hostile environment type of sexual environment refers to the work or school environment becoming totally offensive or difficult as a consequence of sexual overtures, conduct or physical gestures. In either case the environment is uncomfortable and unsuitable for pursue individual goals (Zimbroff, 2007). Legal provisions dealing wit h SH in schools are provided by the Title IX, the Education Amendments, passed by the Congress in 1972. The act states that ‘no person in Unites States shall, on the basis of sex, be excluded from participation in, be denied the benefits of, or be subjected to discrimination under any education program or activity receiving financial assistance (p1681)’. The law also addresses peer-on-peer sexual harassment and considers it as a discrimination occurring in school premises and during school hours thus rendering it as a suitable cause of action against school authorities (DeSouza & Solberg, 2003). There have been several controversies and confusions with respect to legal definitions of perceptions of hostility and psychological harm that renders a SH case as

International Hospitality Management Essay Example | Topics and Well Written Essays - 3000 words

International Hospitality Management - Essay Example However, Boonghee at el ( 2011,P.194) argues that a organization should not set its strategies based only on the national culture especially for product that are designed for individual users since individuals may show different cultural behaviors from the behavior perceived at national point. This is more common in countries that have population that has different cultural practices and backgrounds. National culture concept is more applicable in societies and nations studies but in business perspective individual consumer culture very important and company’s strategies can be valuable if it’s developed and implemented at individual consumer level. Tourism industry is complex business with both goods and services being sold together by different companies (Manrai and Manrain 2011, P. 25). Consumer’s decisions are influenced by different factors such as community, cultural, emotional and personal preferences but cultural factors are the most influential of all (Ma nrai and Manrain 2011, P. 25).This paper will critically analyze relevant cultural theory to the international hospitality industry. Cultural theories and tourism Tourism industry is a global business entity that involves travelling of tourists across countries boundaries as well as companies operating in more than one country that is affected by economic and non economic factors (Cho 2010, P 307). With developments of international tourism, companies are strategizing to have multicultural image to be able to compete internationally and attract customers from different backgrounds (White at el 2011, P.325).Tourism research is paying more attention on the national culture and its effect on consumer decision as the global growth in tourism is on the rise (Litvin at el 2004 p.29) Understanding cultural factors and preference can help a company tap into international market since tourism is affected by the cultural practices of both the tourist and the tourism company. Competitive advan tage can be achieved when companies provides services that are related to customer preferences ( Kaze and Skapars 2011, P.40) since tourism is associated to artistic aspect of purchaser as well as national culture as an influencing factor of buyer’s behavior. Nationalized artistic values are produced by both the traveler and the service provider or their employees (Kaze and Skapars 2011, P.42) thus the tourism destination may differ giving the customer competitive advantages due to various options available for them. Despite the fact that common global culture is emerging due to free interaction of people from all over the world and use of internet, successful companies must align their marketing strategies with the trends of the home market they operate in (Banyte and Miezeliene 2007, P.292) Hofstede's Cultural Dimensions Hofstede is a known in studies of cultural behaviors since he developed the scopes of culture in relation to business across different countries (Manrai an d Manrai 2011, P. 26). Hofstede theory describes the effects that culture has on staff ethics, customer’s actions, marketing and tourism both in local market and internationally and has been recognized in understanding of cultural behaviors across boundaries. The theory has five elements as cited by Manrai and Manrai (2011, P. 25) as power distance, confusion dynamism, masculine versus femininity, individual versus