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

Management Principles - Essay Example These fundamental rules are called management principles and are applied by managers and leaders belonging to different organizations. For example, under the ‘directing’ activity of management, a manager should show equity, that is, he should be fair and kind to the employees working under him. We will further understand the meaning of management, management principles and related terms as we continue with our report. Differences between a Business Manager and a Business Leader Management and leadership are misunderstood to be the exactly the same thing. These terms are related; however, there is slight difference between the scopes of these terms. If we consider leadership as being a set of activities, management is, hence, a subset of leadership but not a proper subset. This suggests that leadership has a larger scope of activities of which management is also a part. The manger’s job is to plan, coordinate and organize and the leader’s job is to motivate and inspire. The difference between a business manager and a business leader can be listed as below: 1. A leader innovates whereas a manager administers. 2. A leader inspires trust whereas a manager controls 3. A leader focuses on people whereas a manager focuses on structures and systems. 4. A leader has a long range of view whereas a manager has a short range of view in terms of the objectives. 5. A leader develops whereas a manager maintains. 6. A leader works with the questions of what and why whereas a manager uses the questions how and when. 7. A leader is original and natural; hence does the right things whereas a manager imitates; hence does the things right. (Murray, 2010, as cited in Bennis, 1989). Folio3, Software House: An Incorporation of Management and Leadership Folio3 is a... This paper approves that the number of projects that Folio3 receives from its clients determines the number of project teams that are established in the Company. Each project is assigned to a group of teams. These teams are concerned and work on different areas of the project. For example, banking management software is assigned to a project group which has the following teams: analysis team, development team, design team and others. A project group is supervised by a manager. Each team inside a project group is in charge of a team leader or a head in other words. For example, the development team is run by a single leader or head under which programmers are working as sub-ordinates. The size of a project group depends on the size of the project. In this way, a manager is supervising the project group having a number of teams each in charge of a leader or a head. Management and leadership are misunderstood to be the exactly the same thing. These terms are related; however, there is slight difference between the scopes of these terms. If we consider leadership as being a set of activities, management is, hence, a subset of leadership but not a proper subset. This suggests that leadership has a larger scope of activities of which management is also a part. This essay makes a conclusion that the concept of management and leadership is changing as the world is advancing. Their activities are separated as well. Leadership is mainly categorized by activities of motivation and inspiration of the workforce while management is mainly categorized by organizing and monitoring the activities of the workforce.

Research Paper Prospectus Essay Example | Topics and Well Written Essays - 1500 words

Research Paper Prospectus - Essay Example The major economic concepts to be used in this research include the use of IS-LM curve analysis and how the money supply affects different variables in the economy. Further, this research will also focus upon exploring as to how Fed has used different policy tools such as cutting discount rates, increasing liquidity through open market operations as well as other non-traditional tools. The overall expected outcomes of this research may suggest as to whether Fed has been able to exercise different monetary policy tools wisely or not and whether different steps taken have actually resulted into achievement of Fed’s objectives especially during current economic crisis. This book provides comprehensive coverage and explanation of macroeconomic topics including the one on monetary policy and role of Federal Reserve. The book is co-authored by current Federal Reserve Chairman and Nobel Prize Winner, Ben Bernanke. Chapters on money supply and Fed critically discuss the role of Fed, how it performs and how it interacts with the economy. The overall treatment of the topics, specially the role of money supply in IS-LM curve analysis has been well defined. Apart from this, book also focuses on the impact of money supply on the major economic variables such as inflation, growth and unemployment level. This reference is quite good for introductory treatment of important macroeconomics topics. This book offers elementary treatment of different macroeconomic topics. This reference is quite comprehensive however, in discussing different topics of monetary economics at undergraduate level. Further, this book offers a critical insight into the impact of economics on the individual as well as government level choices. As such this reference provides a critical view of how the steps taken by Fed are going to have an effect on the consumers as well as government. This book further discusses

Innovation in strategy

Innovation in strategy This essay evaluates the role of innovation in strategy, and explores the ways management can promote it in organisations. It first looks at the nature of innovation, and examines its importance in current economic and social conditions. It then sets strategy in context, defining it primarily in terms of competitive advantage that is, as a search for capabilities which allow allows an organisation to meet consumers needs better than its rivals. It then investigates why, exactly, innovation is often seen as a key component of strategy. It comes up with two key reasons: its capacity to generate a sustainable competitive advantage for business organisations; and its ability to aid organisations in preventing strategic drift. As a result of these benefits, strategies which are centred upon innovation can add real value to an organisations value proposition, and consequently can substantially improve business performance. The essay then turns to look at the ways that management can promo te innovation in organisations. For this, it turns to the worlds most famous management thinker Peter Drucker and the worlds most innovative company Apple Inc. for guidance on theory and practice respectively. Having thus established the importance of the role of innovation for strategy, and the ways in which management can promote it in organisations, the essay then considers some limitations. In particular, it looks at the possible advantages of strategic drift; and also the other aspects of strategy beyond innovation which must be considered by an organisation. The essay thus concludes that innovation is a necessary component of a successful strategy in that it is able to generate a sustainable competitive advantage for a business but that it is not sufficient in and of itself: an organisation must consider more than innovation if it is to develop an effective strategy. Innovation is usually defined as ‘the successful commercial exploitation of new ideas or simply as ‘the successful implementation of new ideas. This encompasses ideas that are ‘new to the world, ‘new to an industry or merely ‘new to a particular firm (Gabriel, 2008, p. 146). The prominence given to the role of innovation in strategy is to a large extent the result of the prevailing social and economic conditions. In what Peter Drucker the most influential management thinker of the second-half of the twentieth century termed the ‘knowledge economy that has emerged due to the rise of the service industry and decline of manufacturing since the end of the Second World War, business organisations have increasingly had to react to change more rapidly if they wish to succeed in the marketplace (Drucker, 1992, p. 263). Indeed, so important is the successful implementation of new ideas that Drucker famously reflected that: ‘Business has only two bas ic functions marketing and innovation (Kotler Armstrong, 2008, p. 40). In other words, a business organisation must first create a customer, but consequently that business must constantly adapt to provide the necessary goods and services to keep them making a profit: they must pursue innovation both to survive and to thrive. Having explored the nature of innovation, it is useful now to define what is meant by ‘strategy, and examine briefly why it matters. The nature of strategy has traditionally been a contentious issue. A helpful starting point for understanding the concept is found in Anthony Henrys (2008) Understanding Strategic Management, where he provides a synopsis of forty years of heated debate on the issue. He first outlines that, ‘there is agreement that the role of strategy is to achieve competitive advantage for an organisation. He then continues: ‘Competitive advantage may usefully be thought of as that which allows an organisation to meet consumers needs better than its rivals . . . [and] its source may derive from a number of factors including its products or services, its culture, its technological know-how, and its processes (Henry, 2008, p. 4). It is an important issue for a business because a strategy which can enable a sustainable competitive advantage will allow an organisation to generate super-normal returns, and will have a distinct impact on overall organisational performance: an effective strategy can add value (Kay, 1995). Herein lies the essence of the role of innovation in strategy it is often a key component of a sustainable competitive advantage. For instance, Grant (2005, p. 513) has observed from empirical evidence based on such successful companies as 3M, Wal-Mart, and Toyota that, ‘ultimately, the only sustainable competitive advantage is the ability to create new sources of competitive advantage. Firms with a fixed commitment to innovation seem to prosper in the modern ‘knowledge economy. For instance, Apple a company which this essay examines in more depth below has become synonymous with strategic innovation. In Fortunes Americas Most Admired Companies 2008, Apple topped the chart. A senior commentator reflected on this development with the following remark: Apple not only takes the No. 1 slot on this years list of Americas Most Admired Companies but also tops the global survey and wins the highest marks for innovation too. Thats probably no coincidence. In an industry that changes every nanosecond, the 32-year-old company has time and again innovated its way out of the doldrums. Rivals always seem to be playing catch-up. (Fisher, 2008) Moreover, innovation can be key to preventing ‘strategic drift. Strategic drift is the tendency for strategies to develop incrementally on the basis of historical and cultural influences but to fail to keep pace with a changing environment (Johnson, Scholes, Whittington, 2008, p. 179). This is what happened to Sainsburys who were one of the most successful food retailers in the world until the early 1990s, using a tried-and-tested formula of selling high quality food at reasonable prices. Its strategy consisted of gradually extending its product lines, enlarging its stores, and expanding its geographical coverage; but under no circumstances would it deviate from its traditional ways of doing business (Johnson, Scholes, Whittington, 2008, p. 179). However, during Sainsburys period of strategic drift, its rival Tesco followed a policy of ruthless innovation developing Club-Card marketing, building a successful on-line retailing capability, and implementing new ideas to radica lly reduce its distribution costs (IMD, 2008). By having a strategy centred on innovation, therefore, Tesco was able to both establish a competitive advantage and avoid strategic drift. It was, in short, able to develop a strategy which added value, and which made the business organisation much more profitable. So where can business organisations look for innovation how can they promote it more effectively? Peter Drucker has suggested that there are seven areas where companies should look for such opportunities. These have been expertly surmised by Hindle (2008, p. 105), as being: ‘the unexpected success that is rarely dissected to see how it has occurred; any incongruity between what actually happens and what was expected to happen; any inadequacy in a business process that is taken for granted; a change in industry or market structure that takes everyone by surprise; demographic changes caused by things like wars, migrations or medical developments (such as the birth-control pill); changes in perception and fashion brought about by changes in the economy; and changes in awareness caused by new knowledge. Moreover, although it is often the case that ‘innovation has been used interchangeably with the term â€Å"creativity† (Forrester 1993, p. 3; cited in Thompson McHugh , 2002, p. 255), Drucker insists that this ought never to limit a business, claiming that: ‘There are more ideas in any organization, including businesses, than can possibly be put to use (Drucker, 1964, p. 188). Across the literature on innovation, there seems to be a general agreement with this approach set out above: that the opportunities for innovation are multitudinous, and that by paying attention to such factors organisations can develop strategies which can lead to a sustainable competitive advantage and prevent strategic drift. A brief case-study of Apple will help demonstrate how this theory outlined above works in practice, and help us to better understand the ways management can promote innovation in organisations. First, Apple appreciates that innovation is an inexact science: as the CEO and cofounder of Apple, Steve Jobs, puts it: ‘You cant ask people what they want if its around the next corner rather you have to simply provide what you think they might want (Morris, 2008). To guide them, Apple looks to the areas mentioned by Drucker above to gain insights into such potential needs and wants. Apple employees in particular focus on the inadequacies in every-day technology processes that are currently taken for granted, and innovate in these areas. New-product development, according to Apple sources, occurs as a result of conversations such as: ‘What do we hate? (Our cellphones.) What do we have the technology to make? (A cellphone with a Mac inside.) What would we like to own? (You guessed it, an iPhone) (Morris, 2008). Moreover, at Apple, innovation is centred on producing technology the employees really want: as Jobs says, ‘One of the keys to [innovation at] Apple is that we build products that really turn us on (Morris, 2008). This results in an organisation thoroughly committed to the successful commercial exploitation of new ideas at a strategic, operational and tactical level. Indeed Morris (2008), observing the culture of innovation at Apple, has pointed out that: ‘You wont find that word on a placard or a piece of propaganda at One Infinite Loop, Apples headquarters . . . there innovation is a way of life. It is this culture that ‘provides the push to overcome design and engineering obstacles, [and] to bring projects in on time (Morris, 2008). Thus a commitment to a strategy of innovation should foster a culture which reflects this aim of management, as this can lead to the organisation innovating more effectively. Finally, it is important to note the impact of a strategy centred on innovation upon the performance of Apple. It has astounded commentators with one perplexed writer asking: ‘who knew [Apple] could build a . . . [successful] company on the strength of a portable jukebox and a computer with a single-digit market share? (Elmer-DeWitt, 2008). Indeed, the company has been monetarily hugely successful as a result of the innovation it has pioneered. In the 5 years ending in March 2008, sales of Apple wares tripled to $24 billion; and profits rose to $3.5 billion, from a mere $42 million only five years before. Morris (2008) sums up the position of Apple thus: [It] set the gold standard for corporate America with an entirely new business model: creating a brand, morphing it, and reincarnating it to thrive in a disruptive age. . . Apple has demonstrated how to create real, breathtaking growth by dreaming up products so new and ingenious that they have upended one industry after another: consumer electronics, the record industry, the movie industry, video and music production. Thus innovation can play a key role in an organisations strategy, and it can often be effectively promoted by following the theory of Drucker and the practices of Apple. Nevertheless, it is important to note that there are limitations on the role of innovation in strategy. First, ‘strategic drift may not be such a bad thing after all. This is a view outlined by John Kay (2009) in his article History vindicates the science of muddling through. He contrasts the views of the American political scientist Charles Lindblom (published in 1959) with those of Dr H. Igor Ansoff. Lindblom supported a view of incremental adaptation by organisations to changes in their environment; Ansoff proposed a design-orientated, purposive approach to strategy. However, Kay then points that in terms of the organisational case-studies used to support each view Saint-Gobain for Lindbolm; the US conglomerates TRW and Litton for Ansoff the clear winner emerges as Saint-Gobain, a company which adopted a q uasi-strategic drift approach to their strategy, which is still going strong while the other companies have suffered catastrophic failure. Thus, it seems that sometimes simply ‘muddling through can constitute an effective strategy perhaps a firm commitment to innovation is not necessary after all. Moreover, innovation is not the sole component of an effective strategy, and it never can be. Organisations must consider a range of other issues. For instance, business organisations ought to consider issues highlighted by Michael Porters ‘Five Forces model. This shows how the strategic situation of a company can be established by investigating the power of suppliers, the power of buyers, the threat of substitution, the threat of new entrants, as well as the degree of competitive rivalry between the industrys firms. An organisation must consider innovation if it is to ensure that it continues to have an effective strategy in the medium to long term, but it must also pay attention to these other aspects of strategy innovation is necessary, but it is not sufficient. Thus innovation is a necessary component of a successful strategy in that it is able to generate a sustainable competitive advantage for a business. However, it is not sufficient: an organisation must consider other issues as well as innovation if it is to develop an effective strategy. Nevertheless, by following the theory of Drucker and learning from the practices of Apple, management can promote innovation in organisations. And if this is done effectively, innovation can play a key role in what every business organisation seeks: a competitive strategy which adds real value. References: Drucker, P. (1964). Managing for results: economic tasks and risk-taking decisions. California: Harper Row. Drucker, P. (1992). The age of discontinuity: guidelines to our changing society. 2nd ed. New Jersey: Transaction Publishers. Elmer-DeWitt, P. (2008, March 3). Americas Most Admired Companies 2008. Retrieved November 24, 2009, from Fortune Web site: http://money.cnn.com/galleries/2008/fortune/0802/gallery.mostadmired_top20.fortune/index.html Fisher, A. (2008, March 3 ). Innovation Rules. Retrieved November 24, 2009, from Fortune Web site: http://money.cnn.com/2008/02/29/news/companies/fisher_amac.fortune/index.htm 2008 Gabriel, Y. (2008). Organizing Words: A Critical Thesaurus for Social and Organization Studies. Oxford: Oxford University Press. Grant, R. M. (2005). Contemporary strategy analysis. 5th ed. London: Wiley-Blackwell. Henry, A. (2008). Understanding Strategic Management. Oxford: Oxford University Press. Hindle, T. (2008). Guide to Management Ideas and Gurus. London: Profile Books. IMD. (2008). Tesco: Keeping the Hard Discounters at Bay? Switzerland: IMD International. Johnson, G., Scholes, K., Whittington, R. (2008). Exploring corporate strategy: text cases. 8th ed. Harlow: Pearson Education. Kay, J. (1995). Foundations of corporate success: how business strategies add value. Oxford: Oxford University Press. Kay, J. (2009, March 15). History vindicates the science of muddling through. Retrieved December 13, 2009, from John Kay Web sit: http://www.johnkay.com/in_action/604 Kotler, P., Armstrong, G. (2008). Principles of Marketing. 13th ed. London: Pearson Education Ltd. Morris, B. (2008, March 17). What makes Apple Golden? Retrieved October 27, 2009, from Fortune Web site: http://money.cnn.com/2008/02/29/news/companies/amac_apple.fortune/index.htm?postversion=2008030309 Thompson, P., McHugh, D. (2002). Work Organisations. 3rd ed. London: Palgrave.

John Rawls Ethical Theory Essay

On February 21 on the year 1921 a man who’s in the future will be regarded as a prominent philosopher John Rawls in Baltimore Maryland was born. He graduated in Kent School in 1939; Rawls completed BA at Princeton University and received in here his Ph. D. in 1950. Great American Political Philosopher John Rawls was highly considered as an important person at the time, as the most prominent liberalisms’ advocate. He was also working as a Professor at Harvard University in his field of expertise, in the field of Political Philosophy. Rawls’ theory that often calls â€Å"justice as fairness† and its concepts presented in 1971 Theory of Justice, his primary published book. He is also the creator of 1993 Political Liberalism that means distinctive things into different people and The Law of Peoples in 1999. It presents a non-historical or hypothetical variation on the social contract theory. In the said theory, it declares that agents are making a balanced and rational social decision following a certain rule at the rear of â€Å"veil of ignorance†. The said theory makes them able to prevent from knowing in progress what condition and category they will hold. Rawls proclaimed that this method will be beneficial for all the citizens for it will surely produced a society in which the freedom of everyone embrace and their independence will be practiced. His proclamation also emphasized that this will maximize for the entire nation and social disparity will only happen when the circumstances prove that it will benefit a least favored constituents. In brief, what he has done is to combine the very strong principle of social and economic equality. In the issue entitled â€Å"When is creating a turnover situation the right thing to do†, the author, â€Å"MEK†, tells the story an employee who is really doing quite well in the job. However, it is also said that the employer of the said employee although willing to keep him for the job, is not willing and interested in making such investment for the development of the employee’s career. â€Å"MEK† also tells his story in regarding his past employer. In order to understand the situation let me first give a summary of the story. MEK once work as a shift supervisor in a certain company. By that time, the operations manager is really skilled not only in the job but as a leader too. After some time, the shift manager was promoted leaving MEK in charge of the vacant position. MEK works as acting operations manager for about 4 months and it can be said that he is doing a great job with increase in the sales and low turnovers during his time as the operations manager. Suddenly, after more than 160 days of working in the said position, it is said that he is to be replace by fresh graduate of BA degree. The said replacement had absolutely no experience in running a business. MEK is even asked to train the person who is to replace him. Thus, MEK was in actuality upset and decided not to work in the company to any further extent. The presence of ethical issue can be seen in this story. And this presence of issue can be resolved and accomplished using a concept formulated by John Rawls in what appear to us and popularly known as the â€Å"justice of fairness†. According to Rawls, two conditions must be satisfied for social and economic inequalities. First, fair equality of opportunity must be given when it comes to positions and as well as offices that are often to all who can be considered under condition. Second, it has to benefit those that are considered least advantage member of the society. Applying Rawls’s concept in the case of MEK, it can be said that MEK has the right remain as the operation manager of the said company. It can be said that MEK was not given equal opportunity because the company based their decision on the educational attainment of the individual (which is the main basis for most companies), something that MEK lacks. However, MEK had proven that although he does not have a BA degree, he is still able to do the job. Thus, applying Rawls concept in the situation, it would had been in goodwill and favor of MEK. Aside from what had been mentioned earlier, there had also been several concepts of Rawls that are considered of great value and importance in political philosophy. It is believed that John Rawls made an important contribution in the said field. Rawls’s work not only attracted the attention of those who are interested and are in the field of philosophy but many other fields as well such as political scientist, economist and even legal scholars and theologians. This only proves that his ideology is well known and regarded as one of the best if not the best. Among all of the works of Rawls, his books of Justice as fairness, his original position, the reflective equilibrium, Rawls’ overlapping consensus, and public relations are the ones that had been given and receive extensive attentions. Rawls is regarded as unique among political philosophers in the contemporary time. Ethics involves the study of norms and values in particular action knowing what is right or wrong and the consequences of it weather bad or good and character virtue and this practices are importance in the fields of governance as well as in business world. Ethics aim was to provide a systematic explanatory account and inquiry that the people may actually have. The use of ethics in business and government world also imply public policy as a way of balancing or weighing relevant considerations usually identified by principles of common use. In my personal opinion, I also believe that in today’s business and government world study of ethics is of great value. In business, ethics examined moral and ethical problems that can arise and take it’s place in a business environment. Through this study, they will able to trace how the corporations conduct business, hold both within and outside workers of the company. Through this company can strengthens its relationship with the employees how they can manage and treat every member the right and most effective way, or workplace ethics, they can also formulate a proper governance, and make policies, decision making, appropriate techniques and understanding individual behavior. In the case of governance, it creates a leadership process and social responsibility to be able to administer and process the system. And so the governance for the organization, like a government would include such common feature such as a clear mission, a good responsibility, accountability, transparency, stewardship, flexibility, representation and most of all they may acquire success. The fulfillment of the organizations mission is a paramount concern be it to make profits do good works or act as a government.

Better Teaching Through Provocation Essay

The quest for an effective pedagogy differentiates the teacher from the researcher. Within the humanities and social sciences, we are constantly confronted with the challenge of communicating complex material in a novel and effective manner. Active teaming is bolstered by an approach that emphasizes creative problem solving, and critical thinking. And active learning often begins with a question. Despite those techniques, philosophical inquiry can sometimes lead to esoteric, pedantic, or even banal approaches to teaching that leave the neophyte intellectually lost or detached from the learning process. As a discipline, philosophy itself is intrinsically provocative. In the spirit of Nietzsche’s infamously provocative style, the use of stimulating techniques in teaching introductory college courses can be immensely beneficial. Goals of Provocation The goals of provocative teaching are grounded in a conceptual framework of critical thinking as well as in an understanding and appreciation of the many psychological processes that influence mental life. The teacher’s strategy should be designed to provoke or pique students to think; that is, to analyze the grounds of their beliefs, which can be directly applied to their personal lives. Stirring questions and statements should challenge (and respectfully critique) the method and rationale by which students arrive at conclusions and reexamine the grounds for their beliefs and attitudes. Guiding Principles Guiding principles in formulating provocative teaching techniques as follows: 1. Orient the technique toward the entire class, not just one student. 2. Allow an appropriate pause time for class response.  3. Respond to all students’ responses. 4. Validate and confirm student attempts to respond or offer an explanation. 5. Use the discussion to launch into a formal presentation of the material or to augment existing didactic strategies. Classroom Examples Provocative techniques combined with systematic questioning may be applied arbitrarily to any topic. Through provocative systematic questioning, the student realizes that this type of reasoning is an informal fallacy based on an appeal to authority that became conditioned and serves as the grounds for his belief. It is better to focus questions toward the entire class, in a case like this, by focusing on one student, others join in to offer competing arguments or supportive rationale that are further examined by the class as a whole. That generally leads to an inclusive process rather than an exclusive centering on one student. Parenting and Corporal Punishment Students believed that corporal punishment was immoral. Most students believed it was morally acceptable, and some even made a case that it was immoral not to physically discipline children when they commit transgressions, because physical punishment teaches them morals. Provocative exercises may provide a personal utility for self-discovery that departs from the traditional procedures of pedantic pedagogy. Risk of Provocation When we examine controversial issues in class, we should be respectful of individual and cultural differences that may influence certain beliefs and practices, while we still maintain intellectual integrity. It should be a tacit assumption for students that acts of provocation are designed to bring rational and emotional constructs under the rubric of knowledge. No provocation should be executed merely for â€Å"shock value.† Because some students may feel intimidated by philosophical questions, the professor should try to be sensitive to the students’ cognitive acumen as well as their emotional development. Sometimes, students who are overly emotional, rigid, or vulnerable to a particular topic simply need to be reminded that the discussion at hand is only an object of intellectual investigation and certainly not a personal attack. Conclusion  We must find a method that suits our personalities and didactic styles. Instead of traditional lecturing, the combined use of provocative questions and statements that force the class to respond to a particular issue may have more impact and personal meaning than fort-formal approaches. Furthermore, the use of probing and systematic questioning gears students toward an introspective analysis of their personal beliefs, not only grounded in reason, but also linked to emotional and psychological motives that influence their perception of cause and effect. One will notice progress in their critical thinking skills over the length of the course. Rather than professing an impetuous position based upon unreflective conditioning, students offer more solid argumentation with developed rationale for their beliefs and attitudes.

Conjugating the Verb Fare in Italian

The number of times that we talk about doing something or making something is plentiful, which makes â€Å"fare†, the verb that represents those two definitions, a must-know. Use this article to learn how to conjugate it in all of its tenses and read the examples so you can get an idea of how to use it. This is especially important because â€Å"fare† is one of those verbs in Italian that don’t translate well into English. There are lots of idiomatic expressions with it, so make sure to look out for those. Some Definitions of â€Å"Fare† Include To doTo makeTo act (like)To performTo create What to Know About â€Å"Fare† It’s an irregular verb, so it doesn’t follow the typical -ere verb ending pattern.It can be both a transitive verb, which takes a direct object  and an intransitive verb, which does not take one when conjugated with the auxiliary verb â€Å"avere†.The infinito is â€Å"fare†.The participio passato is â€Å"fatto†.The gerund form is â€Å"facendo†.The past gerund form is â€Å"avendo fatto†. INDICATIVO/INDICATIVE Il presente io faccio noi facciamo tu fai voi fate lui, lei, Lei fa Essi, Loro fanno Esempi: Hai già   fatto colazione? - Have you already had breakfast?Che fai? - What are you doing? Il passato prossimo io ho fatto noi abbiamo fatto tu hai fatto voi avete fatto lui, lei, Lei, ha fatto loro, Loro hanno fatto Esempi: Che hai fatto di bello oggi? - What were you up to today?Facciamo una pausa, va bene? - Let’s take a break, okay? L’imperfetto io facevo noi facevamo tu facevi voi facevate lui, lei, Lei faceva loro, Loro facevano Esempi: Quando li ho chiamati, facevano una passeggiata.  - When I called them, they were taking a walk.Facevano sempre quello che volevano. - They always used to do what they wanted. Il trapassato prossimo io avevo fatto noi avevamo fatto tu avevi fatto voi avevate fatto lui, lei, Lei aveva fatto loro, Loro avevano fatto Esempi: Lei voleva andare in Italia, come avevamo fatto due anni fa. - She wanted to go to Italy, like we had done two years ago.Non mi ricordavo quello che avevo detto o fatto. - I didn’t remember what I said or did. Il passato remoto io feci noi facemmo tu facesti voi faceste lui, lei, Lei fece loro, essi fecero Esempi: Quell’anno John Lennon fece un regalo a Yoko Ono, penso che fosse un quadro. - John Lennon gave a gift to Yoko Ono that year, I think it was a painting.Fecero davvero un bel lavoro. - They really did a great job! Il trapassato remoto io ebbi fatto noi avemmo fatto tu avesti fatto voi aveste fatto lui, lei, Lei ebbe fatto loro, essi ebbero fatto TIP: This tense is rarely used, so don’t worry too much about mastering it. You’ll find it in very sophisticated writing. Il futuro semplice io farà ² noi faremo tu farai voi farete lui, lei, Lei farà   loro, essi faranno Esempi: Che faremo domani?   - What will be doing tomorrow?Chissà   cosa farà   Giulia adesso. - Who knows what Giulia is doing right now. Il futuro anteriore io avrà ² fatto noi avremo fatto tu avrai fatto voi avrete fatto lui, lei, Lei avrà   fatto loro, essi avranno fatto Esempi: Non appena avrà ² fatto una chiamata, verrà ² da te. - As soon as I have made a phone call, I’ll come over.Hai sentito il suo accento? Avrà   fatto molto pratica per essere ad un livello cosà ¬ alto.- Did you hear her accent? She must have practiced a lot to be at that high of a level. CONGIUNTIVO/SUBJUNCTIVE Il presente che io faccia che noi facciamo che tu faccia che voi facciate che lui, lei, Lei faccia che loro, essi facciano Esempi: Prima che tu faccia i compiti, andiamo in piscina per una bella nuotata. - Before you do your homework, let’s go to the pool for a nice swim.Possono restare a condizione che facciano la spesa, non ci aiutano mai! - They can stay as long as they do the grocery shopping, they never help us! Il passato io abbia fatto noi abbiamo fatto tu abbia fatto voi abbiate fatto lui, lei, Lei abbia fatto loro, essi abbiano fatto Esempi: È possible che lui abbia già   fatto le valigie e preso l’aereo. - It’s possible that he already packed his bags and got on the plane.Non penso che lei abbia fatto i compiti. - I don’t think she’s done her homework. L’imperfetto io facessi noi facessimo tu facessi voi faceste lui, lei, Lei facesse loro, essi facessero Esempi: Benchà © facessi colazione, avevo ancora fame! - Even though I had already had breakfast, I was still hungry!Sembrava che lui facesse male. - It seemed like he was hurt. Il trapassato prossimo io avessi fatto noi avessimo fatto tu avessi fatto voi aveste fatto lui, lei, Lei avesse fatto loro, Loro avessero fatto Esempi: Non credevo lo avessi fatto tu! - I couldn’t have believed you had made it!Pensavo che avessero fatto la raccolta fondi il mese scorso. - I thought they had the fundraising last month. CONDIZIONALE/CONDITIONAL Il presente io farei noi faremmo tu faresti voi fareste lui, lei, Lei farebbe loro, Loro farebbero Esempi: Non farebbe mai un viaggio in Europa, ha paura di volare! - He would never take a trip to Europe, he’s scared to fly!Che cosa faresti se fossi in me? - What would you do if you were me? Il passato io avrei fatto noi avremmo fatto tu avresti fatto voi avreste fatto lui, lei, Lei avrebbe fatto loro, Loro avrebbero fatto Avrei fatto qualsiasi cosa per essere stato là ¬ con lei. - I would have done anything to have been there for her.Avremmo fatto i compiti se avessimo saputo che cercare un lavoro sarebbe stato cosà ¬ difficile. - We would have done our homework if we had known that finding work would be so difficult.

Analysis of ESNAADs Human resource management - Free Essay Example

Sample details Pages: 14 Words: 4263 Downloads: 7 Date added: 2017/06/26 Category Management Essay Type Case study Did you like this example? Introduction Human being has been endowed with a faculty to think, judge and prioritize his actions. He offers creativity and innovation. Though nature has given these faculties to every human being, his acquisition of knowledge, skills, his attitude of looking at work, his perception about everything he sees, varies so much that one can not expect a standard response from all human beings. Don’t waste time! Our writers will create an original "Analysis of ESNAADs Human resource management" essay for you Create order Thus man as an asset is difficult to control as a uniform resource. Besides, he has a definition of his own satisfaction and may or may not be inclined to work with same enthusiasm. Moreover, he changes this attitude from time to time and his own moods to work. Thus, a human being is an unpredictable resource. When we want to take a human being in the fold of our business or organization, we have to consider him from aspects; as an individual with a given knowledge skills and values, what we can expect now and, say, after three years. Moreover, one has also to look to his personal role in his own family and how it will influence his organizational life. On the one side, he expects greater responsibility and job satisfaction but he is reluctant to work without getting paid for such extra work. Thus, his expectations are to be seen and controlled so that he can be useful to the organization for a long time. His preferences and values also must be gauged before he is employed. The worst is that we have to evaluate all his work life because he can prove to be a liability if neglected for sometime. Thus a human being is an expensive resource to be evaluated all the time. To make him more useful, they have to give them further training. The chances are that the person may leave the organization any time and create knowledge void. Thus, human resource is the challenge to management throughout its life. ESNAAD is a front running service provider in the field of oil and natural gas in the region of mid of east. The origin of this corporation makes an incomparable reputation in Middle East with an eye on global expansion. They have already succeeded in making a palpable presence in UAE. With Middle East Company we perform international standard regarding health environment, safety and quality control. In the port city of Musshaf we provide a second to none work atmosphere regarding cleanliness and Safety. ESNAAD is dedicated to the welfare of employee with excellent track record in the field of safety, professional satisfaction and work environment. As a result they are proud of having best professionals of this field in our team. They have a continuous training program to ensure to give a series of products o the oil Industry. They always remain committed for development of new services and products to fulfill even long term needs our clients. ABOUT ESNAAD ESNAAD is a subsidiary of ADNOC that primarily deals in waste and chemical management, blending of chemicals, mud chemicals, and handling materials to support ADNOC services. ESNAAD has a vision to excel in offshore management of oil production and establish itself as a premier service provider in UAE oil industry. For this, it is extremely important that the company has a strong Human resource system to avoid any mistakes while dealing with labor force which does high risk job. The HR policies must support a clean and safe environment to work and provide continuous trainings to the workforce so that they avoid accidents and provide services that are at-par. The primary services of ESNAAD include: Oil field services These involves processing of crude oil to refine it based on the international standards. Offshore services These involves operations, maintenance and services providing logistics support. Onshore services This is the most important section of servi ces that include at the port services, waste management, chemical handling, material processing, engineering got oil processing. HR NEEDS OF THE COMPANY Let us first discuss the HR needs of the company which can be described in terms of the following heads: Planning Selection Motivation Interpersonal Relationship Wages Compensation and Benefits PLANNING Although all of these five factors are important for a quality HR departments, it must be borne in mind that the person implementing them are more important than former ones i.e. a person with credibly and who is a business person first and then a HR profession. The person having demonstrable commercial sense, knowledge of the concern business and potential competitors and with a capability of Strategic understanding of development needs of the business. At this stage this must be emphasized that there is a greater need for upper management to look HR of ESNAAD not an administrative unit rather as a business partner. In planning of human resources five factors are considered important as per their order i.e. Talent Management Organizational Development Knowledge and Strategy of Business Talent Acquisition Perks and Benefits. I.TALENT MANAGEMENT It should be very clear for a senior functionary of ESNAAD that if they cant do talent management in a professional manner, it will result in losing our skilled workers and professionals to our rivals. A competency based management is supported to be the best for ESNAAD as this means developing strategy and goals to direct behavior and actions of the employees for the success of the organization. II. ORGANIZATIONAL DEVELOPMENT Human sector is the backbone of the growth of ESNAAD. It comprises of all from the top management to the employees and aims at the effective development of the organization. The core of the organizational development is the behavioral research. It has got four basic components: Economics,Technical,personal, and Politico legal. This will include: Work Recognition and Space changes. Group Problem Solving Talent Management (as discussed) Planning of Agenda Team Development Improvement of Business Process Training III. KNOWLEDGE AND STRATEGY OF BUSINESS This will helps ESNAAD in the following way: It enables HR Strategy to be aligned with the overall vision of the organization as it develops knowledge and Confidence to communicate with CEO. It helps for developing a framework for developing business strategy. It acts as a tool for HR to afflict the development of Strategy Process. IV. TALENT ACQUISITION It has evolved from basic staffing to an integrated approach for acquisition of top talent required for dynamic business needs. It utilizes a software tool to substitute all sub process of Finding, attracting and eventually hiring highly talented Individuals to fulfill the organization requirements which is important for the overall growth of ESNAAD. The aim of talent acquisition software is to streamline the entire process of recruitment in following way to Online Creation and editing of job requisition. Facilitate on line interview and their result reduce recruitment costs Scan references pertaining to a particular candidate. V. WAGES, PERKS AND BENEFITS While wages comprise the salary, the perks and benefits are Non-Wage compensations which are provided to an employee in ESNAAD. Some of these non-wage benefits may be health insurance, group insurance, housing, disability coverage, retirement benefits, sick leave, Educational Fund, Social Security and other such benefits. SELECTION This is the process of choosing the most suitable candidate. With elimination of the unfit or less suitable one for particular job, ESNAAD can avoid the danger of accidents and ensure quality services. It is the process based on job related qualification and hence eliminates automatically the job seekers not meeting the essential requirement of a particular job. In this regard this must be borne in mind that the right person must be at right place at right time. Timing factor too is a very important one, as one individual who can do well at starting phase of ESNAAD recruitment cycle may not do well after a certain level of functional maturity of organization is achieved i.e. maintenance phase. A vice versa of this may also be true. Motivation Motivation of human wealth is the most important factor of success of any organization. These are two main groups of factor: Satisfiers: motivation factors creating a highly motivating situation but there absence in the job does not cause serious dissatisfaction. Example Responsibilities Advancement, Recognition. Dissatisfies: Other group of factors if absent may cause serious dissatisfaction, regardless the impact on the motivation. Reduction in the availability of these factors is likely to affect motivation and bring down the performance level .An offer of more of these factors does not in any way improve motivation significantly. For example, a raise of 10 in the salary of a person may not improve his performance, but a withdrawal of this amount will upset a person and is likely to cause dissatisfaction. These factors have been designated as maintenance or hygiene factors or dissatisfaction. They are preventive, environmental and have job context. Thus these two sets o f factors are mostly unipolar i.e. Satisfiers contribute very little job to job satisfaction and dissatisfies contribute very little to job satisfaction. These two sets of factors are listed in the below table: Motivators or Satisfiers MAINTENANCE FACTORS Job Itself Status Possibility of Growth Interpersonal relations with Superiors Peers Subordinates Achievement Technical Supervision Responsibility Company Policy Administration Advancement Job Security Recognition Working Condition Salary Personal Life The impact of an increase or decrease in these factors can be explained as follows: INCREASES DECREASES JOB SATISFACTION When motivations are When motivators are strengthen or present weakened or absent JOB DISSATISFACTION When maintenance factors When maintenance are weakened or absent factors are present The satisfiers describe mans relationship to what he does, but the dissatisfies describes his relationship to the c ontext or environment or situation in which he does his job. The hygiene factors, so called in poor analogy with the way the term is used in preventive medicine, meet mans need to avoid unpleasantness. The motivator factors on the other hand make people happy with their jobs because they serve mans basic and human need fir psychological growth, and his need to become more competent. For proper motivation it is suggested to follow the master model of hierarchy of needs that an individual is supposed to attempt in following order: 1) The physiological needs 2) The safety security and stability needs. 3) The social needs i.e. love affiliation, membership and belonging. 4) The esteem needs-Self Esteem and public Esteem. 5) The need for self realization. THE PSYSIOLOGICAL NEEDS: The physiological needs concern the needs of the human body. They are basic to preserve human life. For example, food, clothing, shelter, etc, are all essential of life, without the reasonabl e satisfaction of which no human being can function normally. Any other need will become proponent only if these physiological needs are at least partly satisfied. As the very survival of human life depends upon the satisfaction of these needs, they are also known as primary needs. They are primarily satisfied through economic behavior and have finite limits. An individual demands only a particular amount of these things. After reasonable gratification, they are no longer demanded. That is why they are motivational only if they unsatisfied. The Safety Needs: The next order need is safety and security need. This implies provision against the deprivation of the basic physiological need. If there is a danger of attack from our neighbor, we must provide for our safety. If there is a fear falling ill, being retrenched, we must provide for a rainy day, i.e. Security. We would have at least liked to maintain that we already have if not better our circumstances. This need also has the same characteristics of being primarily satisfied through money and being motivational only in absence of a reasonable satisfaction. Once these needs are satisfied, they are no longer motivational. The Love Needs: It is natural desire of every human being to be a part of the group which loves him. This group consists of a few individuals who have some commonness and the member of a group is able to unhesitatingly share his problems with other members of the group who are close to him. This may in the family or work organization or else where. He wants to give and receive love. This provides meaning to work life and the individual is recognized as an important member of the group. These needs are regarded as secondary because they are, though important, not essential to preserve human life and emerge only if both the physiological and safety needs are fairly well gratified. The Esteem Needs: Esteem needs are divided into two categories: Self Estee Public Esteem Self esteem means esteem in the eyes of the self, i.e., an inner feeling that one is doing something worthwhile. It is the desire for strength, for achievement, for adequacy, for confidence in the face of the world, and for independence and freedom. When an individual is himself satisfied about the task relevance, he looks for esteem in the eyes of public, i.e. public appreciation, praise, admiration, or public applause it is desire for reputation or prestige, recognition, attention, importance or appreciation. Satisfaction of the self esteem needs to feelings of self confidence, worth, strength, capability, and adequacy of being useful and necessary in the world. But the thwarting of these needs produces feelings of inferiority, is unable to satisfy his need through positive constructive behavior, he may resort to immature disruptive behavior as often a child does in the class to draw the attenti on of a teacher when he fails to do so on the basis of academic performance. The Need of Self- Actualization: The highest order need is the Need of Self- Actualization. This means becoming what one is capable of. It implies an opportunity for the fullest expression of ones personality characterstics. A painter must paint, a singer must sing, and a teacher must teach if he wants to be actually happy. What a man can be, he must be. This need is continuously motivational, and therefore, it is called a growth need .As a personality of a person is constantly growing, the need for its expression is never satisfied. When one reaches a particular stage, one moves slightly higher and accordingly, ones aspiration level goes up. This need is purely physiological in nature and is infinite. One looks for endless challenge and integrates ones interests, talents, and abilities to the point that one work towards become what one must become. This implies that a person who has reached the point of continuous self actualization has necessarily satisfied all his deficit needs. INTERPERSONAL RELATIONSHIP To assist supervisors and managers to tackle difficult issue in ESNAAD with the workforce a three step strategy is to be developed i.e. Active Listening Adaptability Decision Making Active Listening : is the core of any human resource management and comprises of two components- Interpersonal Communication Conflict management Interpersonal Communication is the basic need of any management personal. It should be well understood and practiced as it is the core of all decision making and actions at a workplace. When we work with diverse groups of workforce it requires a lot of interaction. The main objective of interpersonal relationship is to create the respect of the employees for their management in order to have the right working atmosphere and attitude in the workplace. This can be achieved with a four dimensional approach: Influence Interpersonal Facilitation Relation reality Team leadership. A manager can have interest in one or the other or all dimensions and can practice them accordingly. ESNAAD will have to actively look into management of managers. Conflict management is the second skill of the managers to get leverage. It helps to resolve issue of employee management issues and effectively and at a faster pace. It also helps to create greater satisfaction amongst the human assets. There may be many type of open or hidden at various stages. These conflicts if not interviewed or ironed out Properly may result in various problems right from a bad working atmosphere at one end to a medico legal problem on the others. Adaptability: will be most stressed component of HR management within ESNAAD as it is the critical skill of achieving respect of the workforce for their management. A proper policy of adaptability will be having two components: Adaptability of management for Workforce. Adaptability of workforce for the management. Decision making: in terms of interpersonal relationship is different than t hat of a corporate decision making. ESNAAD management must remember that a decision may at the level of interpersonal level is to facilitative the achievement of the organization and not to affect in a negative way. SALARY AND COMPENSATION A sound compensation package is to encompass following factors: Adequacy for wages, Social balance, supply and demand, fair comparison, equal pay for equal work and work measurement. The concept of adequacy has two components, the internal and external. The internal component has a link with the fair wages concept, i.e., for a given job, is the money compensation adequate for an employee to maintain a descent standard of living; is the money wage adequate to cover basic needs such as housing, food, transport, medical care, childrens education and the possibility of saving for a contingency. The external adequacy would be in relation to comparable jobs in other industries with similar background requirements. The wage compensation for a particular job should not be less than what it can command else where. In a labor surplus economy it wills always b e possible to find employees willing to accept jobs at lower rate. Given the supply and demand situation, employees have an ethi cal obligation to pay for their wages. This concept of fairness should operate both for the employer and the employee i.e., standard of work should be comparable with that of similar industries. Comparing jobs across similar industries is one aspect in terms of fairness, but there is yet another factor that needs consideration and that is designing and implementing a compensation system which establishes parity of jobs, internally as well as externally. Internally persons doing similar jobs in an organization should be similarly compensated. In order to establish parity, factors like complexity of the task, skills requirements and job differentials, and an objective system of job measurement needs to be considered. The one that has been evolved is the job analysis and evaluation method. BASIC TYPES OF BENEFITS: 1) FRINGE BENEFITS: Fringe benefits too are the part of cooperation of the organization and may include status (like Car, Entertainment facilities, holidays, foreign travel, telephone); security (insurance, medical facilities, holidays foreign travel, telephone) and work benefits (office accommodation, secretarial services, management training, company scholarships, etc 2) KEY BENEFITS Key benefits such as share schemes, profit sharing, retirement counseling and house purchase. Introduction of Fringe benefits and key benefits depends on how much the company can afford to spend. Certain schemes may not benefit all the employees, so those with maximum coverage are important, if both employee and employer are to be benefited. Employees preferences could be ascertained through regular survey and interviews. The employer could use this information to intrude benefits in accordance with the perforce given by employees, keeping relative costs in mind. A program of benefit also has to include certain items dictated by government laws. Unions also represent some of the workers preferences are generally insist on a satisfactory wage rate and satisfactory fringes and not merely on a satisfactory combination of the two. Fringe benefits in terms of the cost are the real total cost to the company of employing the employee. This benefits since they are regarded as a bonus create a favorable attitude towards the particular job and company. Cost of fringe benefits is not static. Employers may also find it worthwhile and more economical to pay overtime. HRIS AND SECURITY Security consists of a series of burden or doors one must one must pass through before an access to a data or to execute a function on a computer system. These hurdles or doors consists of: Physical protection and Security within the HR system I). PHYSICAL PROTECTION: Locking of hard drive Locking of password Use of password not accessible to all The Password must be changed regularly Use of a separate computer by controlling authority. II). SECURITY WITHIN THE HR SYSYTEM This may be of two types according to the data to be used: Simple for less sensitive data Complex for the data requiring high degree of confidentiality like succession planning. LEVELS OF SECURITY FOR HR SYSTEM There are total five levels of security for any HR system as presented below: Physical Approach: The first level being the physical obstacle to the master computer. Only the authorized person should be allowed approach to the executive office. Access Level: There should be a strict control to access to the data only authorized person should be allowed to see the data. A pass word is to be incorporated at this level. Manipulation Level: At this level a check is to be put on data manipulation by an unauthorized person i.e. entering or changing data. It is to be done by a fully trained person in the field. Reporting Level: At this level standard reports are printed accessed for the quality. It is proposed to introduce a separate password for each level separately i.e. Access level, manipulating level, and reporting level. Decision Making Level: At this level, decisions are made only after total authorization and permission. USER FRIENDLY: Our system is must a user friendly as it covers almost all the issues viz: Reduction in paperwork with accuracy. Cost Effective Provides instant yet accurate knowledge. There is streamlining of the process Makes practice decision making easy Adheres to the preview of legislation. SUSTAINABILITY OF AN EMPLOYEE: Regarding Sustainability of an employee our HRIS software readily provides the answer for all the following answers: Past work experience of an employee. How far his education and skills are practically relevant? How long he will be useful to us? What reciprocation he expects from us? Will he be able to work in a group? Are his family circumstances complimentary to the work carrier we are offering? How will we decide his carrier progression? How much a partner should he be made in decision making? How can he groom to take further responsibilities? His comparison with other workers How will he influence the work group balance? How does he fit in the job description? Can we change the job description to suit his talent? Accommodation for him? KNOWLEDGE MANAGEMENT A Knowledge Management system may be of five types namely: 1. Based on Documentation -Documents like web, databases, notes etc. It permits the creation, management or sharing of these documents 2. Taxonomy Bases It is similar to Document based one, but uses a system of terminology like Author, subject organizations etc. 3. Technologies Based like Artificial intelligence (AI) which represents problem an organization faces. 4. Network Based This method uses network and other means to transfer the information. 5. Increasing Social Computing- Based on personal interaction. Ours being a web based HRIS takes care of all the three aspect of knowledge Management System: Communication: This system can be used on Internet for data exchange with other organization. Information: This system can be used to obtain the knowledge of expertise. Proliferation: Our system can help to get new applications online to perform a variable task. Human Resource Information Sys tem Design for ESNAAD: Employees Profile Employee profile screen will capture the following attributes for Human Resource Information System of ESNAAD: Personal Identification Information of the Employee Previous organizations worked Service expertise details Key contract number in emergency situations Dependants and Emergency contacts Number of days Attended Date of joining the organization Qualifications Key skills Payroll Details This screen will capture the total compensation, perks and earning details of the employee: Pay Grade History of previous pays Bonus details and criteria Tax brackets and deductions Perks and Benefits Yearly/monthly Leave allowance Loan details of the person Food coupons Medical bills reimbursements Total Cost to company Training and Development This screen will capture the training details of the person: Performance Ratings Performance bonus Education and qualification Primary Skill Secondary Skills Certifications Training Needs Training Justification Awards Health and Safety This screen will capture details of any incidents and accidents of the employee: Any accident/Incidents Details of Incident Date of occurrence Place of occurrence Previous ailment Records of Medicine and Treatments Any Disability Library of Document This screen will capture any important documents issued to the person: Letters issued on company letter-heads Purpose of letter Date of letter Any other documents sealed from the employee Any confidential documents associated with the employee HR Dashboard All the employees data will be displayed here: Graphical view of men and women in the firm. Graphical view of certifications held by employee Pie chart of people speaking different languages. View of Pay history of employee. View of various levels at which employees are working. Module to export the data in various formats (such as csv file, excel form. Modules to connect data to other authoritative sources, application such as SAP. Module to manage the security of employees. Password protection. All work related policies and procedures for employees. All insurance benefits listed on this module. All safety and security related training material for ESNAAD employees. Conclusion: Because of the prevailing global atmosphere of competitive business practices there is a closed mouth approach worldwide. Automation in industry has a basic role to have an improved management information without disturbing the safeguard of companys policies and private information. Thus HRIS system is a basic surmounting need for big and even small organizations to a larger extent.