Departmentalization Essay Example | Topics and Well Written Essays - 2500 words

Departmentalization - Essay Example The importance of the departmentalization is to enhance the performance of the employees and to implement successful planning by the management to encourage efficiency. The significance of departmentalization is to improve efficiency of the organization through specifications. The efficiency and responsibility increases with the implementation of departmentalization, which facilitates the emotion of autonomy among the managers. Due to this form of management structure, every department has a manager and the responsibility is hence divided in the departments. The facility of appraisal, budget preparation and the supervision become easier and more effective after the implementation of the departmentalization (Anbuvelan 103-106). The purpose of the departmentalization is to ensure smooth administration at every level. It is the process of dividing the large organization into small functional groups for proper flexible administrations. The use of this form of organizational structure inc reases the efficiency of the employees. This makes the executives more responsible and helps in increasing the prestige and skills of the departmental heads. ... The study also explores the different forms of departmentalization used by different companies in the global context. TYPES OF DEPARTMENTALIZATION Departmentalization is the procedure of dividing the large organization into various small units. Every department has their own manager and specific work to increase the efficiency and its effectiveness. There are six forms of departmentalization with the aim to increase efficiency in the work environment. Functional Departmentalization. In this form of departmentalization, the grouping is done on the basis of the functional aspects. The grouping is done on the basis of skill and knowledge. The group or departments formed generally include the accounting, marketing and Information Technology (IT). This form of departmentalization is present in every organization. The basic organizational functions are done in this form of departments and through this form the nature of the business can be realized. In this departmentalization form, people with similar skills and knowledge perform the tasks and hence the focus becomes narrow which increases the efficiency level (Mahida 4-5). Advantages In this approach, the level of efficiency increases as people with similar skills work together and the knowledge shared enables to derive decisive benefits for the organization. Functional departmentalization increases the level of analysis because of the in-depth knowledge of the people in a department. It helps in facilitating easier coordination within the department and the organization. It also reduces the cost of repetition and minimizes the need for training (Pride, Hughes and Kapoor 196-197). Disadvantages In terms of disadvantages, it is at times observed that

Motivating employees Coursework Example | Topics and Well Written Essays - 500 words

Motivating employees - Coursework Example She emphasized that being respected, being taken seriously, and being listened to are considered very crucial. In this regard, using Maslow’s hierarchy of needs, Shank’s old boss failed to meet her esteem and status needs, which are the desires for self-respect, or self-esteem. These include the desires for achievement, confidence, independence, and freedom; as well as reputation, prestige, recognition, attention, importance and appreciation. For Shank, these needs have not been previously met because of the organizations’ utter disregard for a person’s worth as a person, and not as a number, as alleged. To address these missing needs, management of these previous organizations should provide positive recognition and importance to their personnel by acknowledging good performance through rewards, appreciating inputs, promotions and recognizing exemplary work, as needed. (2) Use the Expectancy Theory and/or the Equity Theory of motivation to explain how feeling underpaid might affect the work of a Flight 001 associate and what a manager can do to increase the employees motivation. The Expectancy Theory states that motivation is a product of three variables: namely, â€Å"valence which represents how much as person wants a reward; expectancy, which refers to a person’s estimate of the probability that effort will result in effective performance; and instrumentality, which relates to a person’s estimate that performance will lead to receiving the reward† (Martires & Fule, 2000, p. 22). Feeling underpaid might affect the work of an associate in terms of perceiving that the effort exerted leading to a level of expected performance is not appropriately compensated and therefore, there is this feeling of being short changed or not being properly remunerated for the particular job. In this case, the associated would

The Culturalist And Institutionalist Approaches Commerce Essay

The Culturalist And Institutionalist Approaches Commerce Essay With the rapid development of the world economy integration, MNCs will become a very important economic organizations, this set to the HRM new request. MNCs need selection, training, and compensation employees so they can in overseas offices for the organization work, at the same time MNCs also need recruit foreign staff. So MNCs will need to solve cross-cultural and institution problems in HRM activities. IHRM were more complex than domestic HRM. This is because of MNCs employees are from different countries, that would involve staff culture difference, as the development of economic globalization and the progress of science and technology, the western culture and eastern culture with unprecedented speed in the greater scope and deeper levels are fusion and communication, peoples thought is in constant change. In the eastern and western enterprise culture conflict and fusion process, learn from each other and reference to each others strengths, they constantly improve their manageme nt concept of human resources and strategy. In this essay, the main question is how culture and institution effect HRM in MNCs, there are four parts of the essay, first two is to introduce culture and institution, and the following two parts is about how they influence HRM in MNCs, some scholars ideas and literatures will help to support the essay. Culturalist and institutionalist HRM is a strategic function concerned with recruitment, training and development, performance appraisal, communication and labor relations (ICMR, 2010). International human resource management is about the world-wide management of human resources (Adler Ghadar, 1990 etc.). Human resource management of MNCs is one of an important part of International human resource management. Due to the internationalizations, quick development of global competition and rapid development of MNCs, at the same time, so that it leading to increase of human resources liquidity, thus to have efficient human resource management is becoming a key issue to influence the success of enterprises. 1.1 The definition and characteristics of culturalist How much does culture difference influence human resource management in MNCs? There is no standard answer for this question. Because culture itself is intangible, it is difficult to measure. Geert Hofstede (2001) describe that culture just like the software of the mind, in the meantime, Hodgetts and Luthans (2003) has given some specific attributes for culture after analysis, they think It is learned. Culture is not only inherited, it is also experience in the study. It is shared. Culture can be shared, it is not the product of a single individual or fortune, it is a group, organization, social jointly enjoy. It is transgenerational. Culture is the cumulative throughout your generations, is not appeared without foundation. It is symbolic. Culture is the human ability to represent or used to show to the others. It is patterned. Culture has its structure, is a comprehensive, a part of the change will lead to the other part of the change. Dahl (2004), drawing on the work of Hofstede (2001), Trompenaars and Hampden-Turner (1997) and Spencer-Oatey (2000), asserted culture has its level and grade, perhaps it is easy to change culture outside, just like tradition, custom, habits and actual behaviors, but the deep inside is very hard to change. The reason is culture is the specific consciousness of accumulation down. Besides, it is not difficult to find that culture has big influence for MNCs, for example, with the developing of global economy, many MNCs has appeared, but culture difference, culture conflict and prejudice will be serious problems and they will hinder MNCs grows. Therefore, effectively adjust the cultural conflict is one of the important factors to successful operation and develop multinational enterprises. Moreover, because of cultural subjects are mainly is the human, so human resources management is an important bearing the burden. 1.2 The definition and characteristics of institutionalist According to the Concise Oxford English Dictionary (2012), an institution may be defined as an official organization with an important role in a country or an organization founded for a religious, educational, or social purpose. Now in the age of globalization, people have serious debate on the institutional arrangements and the feasibility of the status, include nation State. Many people believe that now some institutions are shell, not the actual effect, and just forced arrangement execution. Even so, most of the social have a common a series of institution, including private and public enterprises, public facilities, the financial system established, education system, trade and government agencies jointly. The related strengths institution can be change, like habit can influence each other. Dore, R. (2000:45-47) showed clearly that institutional interlock as typifying national economies and the relationship between the economy and the broader society. So it can be proven in some social, because of the social partys convention, institution operation is concatenated; it is support each other change. Of course, the institution all over the world have very big gap, some more focus on institutional autonomy and self-sufficient. As a result, there are many different types of economic institution states in the world, such as the United States is the market economic system, North Korea is planned economy system, China is under the states macro-regulation of market economy system. The system is in order to adapt to the present stage of national economic development, so international enterprise in different countries to establish the company also should to comply with the institution of the countries, and institution in different region will directly affect the multinational comp anies operating methods. 1.3 National and regional differences According to the United States and Japan multinational enterprise human resources management activities of the comparative study, usually from recruiting and selection, advancement and evaluation, compensation system and incentive measures and the employer and employee career etc type to compare. Ouchi(1978), Jaeger Baliga(1985) has compared the US and Japan human resource management in MNCs, their conclusion were haply the same. The US employees are loyal to individual work, personal decision and responsibility; they are particular about the short-term job evaluation and motivation in the management, so the promotion is quickly and prefers short-term employment. Japanese enterprise employees can more loyal to the organization, the teams decision and responsibility, they are particular about the long-term job evaluation and motivation in the management, therefore, the promotion is slow and prefers long-term employment. Comprehensive different scholars point of view, here is the main difference collect from America, Japan multinational corporations and local enterprise in human resources management activities as shown in table 1. Table 1. HRM activities comparison with Japan, U.S.A and local enterprise C:UsersEvaDocumentsTencent [emailprotected]@6XOR}_N)C4PG.jpg Resource from: Wen-Chin Liao, Wei-Tao Tai. (2002). 1.3.1 The factors of influence differences between domestic and international human resource management Resource from: http://www.doc88.com/p-10985957892.html pp11 Institutional and cultural influences on HRM in MNCs 2.1 Institutional perspectives for HRM When some MNCs invest in China, they find they have to offer accommodation for employees, expatriates from abroad to China might find their incomes were facing tax collection from both home country and host country, therefore, HRM in MNCs should consider different states institution. Marginson (2004) suggest as in the United States or Britain offer free market economy should be more focus on short-term financial status, and to use pure financial standards to push to take investment strategy. For example, the management of large and medium-sized enterprises may be more willing to pay attention to individual employers of the effect achievement, like to use financial rewards and punishments to motivate staff training and development, and make the company internal individual competition is fierce. Management team and line management personnel authorized to control many human resources management and employees incentive, make it more flexibility. Organizational and HR principles associated with liberal market economies are as follows: Freedom to manage; Emphasis on short-term competition; Flexible deployment of staff; Pay linked to individual performance; Training regarded as an overhead. (Kerrypress Ltd,2009) One side ¼Ã…’Marginson ¼Ã‹â€ 2004 ¼Ã¢â‚¬ °said like Germany control economic market will pay more attention to in effect achievement of long-term investment strategy. Employees are thought to be lasting assets, is to improve the competitive advantage of favorable resources. Organizational and HR principles associated with Control market economies are as follows: Constraints on managerial freedom through state regulations and other influences; Longer-term orientation; Investment in training; Relative job security; Employee involvement and participation. (Kerrypress Ltd,2009) The analysis of the institution can help to better understand the across national of the management of human resources policies and practices, using commercial system and the relevant methods to effect is the demand of the national diversity. Firstly, According to Pollert (1999), the business system provides an imperfect device to explain the human resource structure in national varieties. It proved the concept of national commercial system covering the different of non-national institution, like different enterprise culture in national country. For instance, via pan-European integration policies. Then, in actuality, there is no perfect relationship is to business system and practice of human resource management. Hardy (2002) claims, local isomorphism, is to adjust the local environment, more like for some countries institution leads to some regional different human resources management. Such as salary, working time and work contract are all influence by local institution. In addition, about the work equal employment opportunities and health security, the enterprise will be affected by the constraints of the state institution. 2.2 Culture perspectives for HRM In a sense, all countries on the way in the decision-making differences are fundamentally can be attributed to diversity and interaction of each culture scale. Many scholars has researched cultural in different levels, one Dutch researcher Geert Hofstedes Cultural Dimensions has been accept and it has huge impact for HRM, show as Figure 1. Figure 1, Geert Hofstedes Cultural Dimensions Resource from: Business Mate.Org. (2009). 1. Individualism VS. Collectivism Cultural individualism and collectivism level of different social reflects the attitudes of collectivism are different. In collectivism countries, people must take into account the interests of others, members of the organization have the spirit of obligation and loyalty. And in individualistic society, everyone only for its own interests, each person has freedom to choose a course of action. In this way a management decisions on the culture difference that presented forGenerally speaking, in the collective tendency company, managers in the decision-making often encourage employees to actively participate in decision making, and the decision will take a long time, but enforcement and carries out the decision quickly because almost everyone involved in the decision-making process, and understand the purpose of making a decision and content. And individualism strong company managers often make decision independent. The decision quickly but enforcement need a long time, because they need more time to sell their decision purpose, content to stuff. 2. Power Distance Power distance in the organization management is often link with centralized degree, leader and decision-making. In a high power distance organization, subordinates often rely on their leaders, in this case, the managers often taken centralised mode of decision-making, manager make decision, subordinates accept and execution. And in low power distance organization, manager and subordinate just keep a small gap, subordinates partake decision-making. 3. Uncertainty Avoidance Uncertainty avoidance tends to influence an organizations activities, also will effect an organization risk attitude. In a high uncertainty avoidance organization, the organization incline to build more work regulations, processes or rules to deal with uncertainty, the management is also based on work and task, managers decisions making are programmed decisions. In a weak uncertainty avoidance organization, little emphasis on control, work rules and process standardization level is relatively low 4. Masculinity VS. Femininity In cultural values, masculinity and femininity, and long-term orientation two dimension will influence in different degree to the managers decision method. 5. Long VS. Short Term Orientation Michael Bond and some Chinese partner did not take Hofstedes questionnaire survey method, the prefer based on Asian researcher confucianist value and present a new survey method. Geert Hofstede added his theory on the new survey. The long-term vision culture play attention on future, save and reserve, they do anything all leave room. For example, Japan, with a long-term vision for investment, the annual profit is not important; the most important is to achieve a long-term goal year after year. In the short term orientation culture, values are toward the past and the present. People respect traditional, pay attention to the social responsibility, but at present is more important. In the management, the most important is profit in now, their estimate cycle is short, and require seeing efficacy quickly, no delay. For instance the US Company pay more attention to quarterly and yearly profit results, managers only care the profits in performance evaluation. Conclusion This essay has offered two complementary strands of analysis to understand diversity in HRM in MNCs institutional and cultural. Institutional structure and characteristics, which might be think as the hardware of national and regional Commercial system, impact fundamentally on the comparative status of the HR. Cultural may be thinking as the software conditioning international variations in values and mindsets. Solve the cultural conflict, establish unified and harmonious enterprise culture, cross-cultural management the most troubling is that cultural conflict. Different forms of culture collide each other; mutually exclusive process is the cultural conflict. According to the survey of different cultural background employees, if poor management staff, will lead to serious for the enterprise, and undeserved decision, low efficiency, have an impact to MNCs daily basic operations. On the surface, MNC is a union from different countries technology, capital and management, but from the connotation is concerned, is different culture collision and integration. So to the cross-cultural management, the only way is to find a balance point for different culture, the implementation of the balance mode of management, the cultural conflict can be solved.

Ethical Implications Essay

The Code of Ethics for Nurses clearly states that nurses are prohibited to participate in assisted suicide and euthanasia, it is ethically unacceptable. But Nurses are often in the best position to discuss end-of-life issues, they play a vital role in end-of-life care by advocating for their patients wishes and maintaining quality symptom management and support (Ignatavicius & Workman 2010). Euthanasia is legal in four states in the United States, these states are Oregano, Washington, Montana and Vermont. Terminally ill patients are able to request lethal medications under law. Most of these states require that the patients make two verbal request that are 15 days apart and also another request in writing with a witness. In Montana the law also states that the life expectancy of the patient has to be less than six months. Also the patient must be a resident in the state that he/she wants to precipitate in euthanasia ( New Health Guide n.d). In the case of Terry Schiavo, she had no living will in place, her wishes were unclear and the family was forced to stop her tube feedings and let her die. The nurse’s role in this situation would be to be there to support the family, providing resources and making sure the patient dies a peaceful death. The stake holders in this scenario are the physicians, did they make the right diagnosis and decision, the family who lost a beloved member of their family, and also the society as a whole, it was a very well published case and raised questions regarding if the decision was ethically right. In the scenario of Dax Cowart and Robert Burt, Dax was involved in a gas explosion that left him blinded and disabled. He wanted to stop all his agonizing treatments and die, even though he was competent, he was unable to refuse his treatments. In this situation nurses are obligated to give a competent patient the right to refuse treatment and respect the decision their patients make. The stakeholders in this scenario is the patient Dax who had to suffer through 15 months of treatment, and the doctors who went against his decision. Ignatavicius, D. D., & Workman, M. L. (2010). Medical-surgical nursing: Patient-centered collaborative care (6th ed.). St Louis, MO: Elsevier Saunders. New Health Guide. (n.d.). Retrieved December 10, 2014, from http://www.newhealthguide.org/Where-Is-Euthanasia-Legal.html Purtilo, R., & Doherty, R. (2011). Ethical Dimensions in the Health Professions, 5th Edition. [VitalSource Bookshelf version]. Retrieved from http://pageburstls.elsevier.com/books/978-1-4377-0896-7/id/B9781437708967000230 c0014 Euthanasia Ethics. (2014, September 26). Retrieved December 14, 2014 from http://www.euthanasiaethics.com/

Child Proofing a Home Room by Room

This is a parent’s basic guide to properly child-proofing a home room by room. In this guide to child proofing a home you will find instructions to do it yourself, a safety check for new babies, car safety, and safety tips for older children as well. My purpose for this guide is to help parents keep their children safe at home and on the road. Bathroom Safety Toilets and bathtubs – You must always be careful when it come to the risk of drowning and when it comes to your child. Your child should never be left alone around water in your home. When giving you child a bath keep an eye on him/her 100% of the time, drowning can happen in a matter of a second, so if your phone rings or someone is at the door and you think you need to answer it then you should take your child with you wrapped in a towel. Install a toilet lid lock – Everyone knows that children love to play in the toilet, so getting a toilet lid lock is always the best idea to avoid that situation and also to avoid drowning. Children can fall head first in the toilet and drown that is why a toilet lid lock is a great idea for parents. Sharp objects – when you children are in the washroom with you, keeping an eye on them at all time is a must, because they can find sharp objects like nail clippers, razors, and scissors. Those objects and many more can seriously injure a child. All objects such as those and others should be put away in a place where a child would not be able to find them. For example: on a high shelf or in a drawer that has a lock on it. Kitchen Safety Stove – when a child is in the kitchen the stove should either be off or watching the child very well when trying to cook a meal and also make sure all the handles on the pots and pans are turned to the inside of the stove so the children can’t reach them. Sharp objects – sharp objects such as knives or even forks should be put in a place where the child can’t get to them as well because no one wants their child to be injured. The best thing to do is to put door locks on all cupboards and drawers so the children can’t get any injuries. Gates – the best way to avoid injuries in the kitchen is to put up gates in the entrances to keep the children away from the kitchen. Stairs safety Stairs – the stairs in the house should always have a gate blocking the children from going up and down, because a parent can turn their eye in one minute and the child could be falling down the stairs and cause serious injuries. Living Room Breakable items – make sure that all the items that are made of glass or are fragile are put away because children will try to get to it and it could hurt the child in some way by it breaking. Floor – the floor should be checked for small objects so the children do not choke. Extension Cords – extension cords should be somewhere plugged in somewhere that a child is not able to get to because if a child chews on it or even touches it the wrong way could get seriously burned or even shocked. Tables – tables that have sharp corners can always be protected by rubber corner guards so the children do not hit their heads and cause an injury. Child’s room Always put the ointments and powders away on a shelf in the closet where the child cannot get to them. Make sure that the crib is not near the window to avoid the draft. Also use a crib that was built after 1986 to avoid strangulation. A safety check for children For ages 0-6 months of age, babies are just learning to move around. When changing a baby’s diaper always keep one hand on the stomach to avoid the baby from failing. When the parents are eating or drinking anything hot it is not a good idea to hold the baby at that time, because there is always that chance that the hot stuff could spill on the baby and cause a serious burn. To avoid suffocation, always lay your baby on his/her back. Never use a pillow until the child is at the age of 1 year old, also keep buttons and other small objects out of a baby’s reach to avoid choking. When a baby is starting to eat solids the best thing to do is to feed him/her small pieces and watch the child very closely. Car seat safety for newborns and older A newborn to a young toddler needs a car seat every time they are going for a ride in the car. Always place the car seat in the backseat of the car to avoid the airbag, because the airbag is very dangerous for the baby. By looking at the instructions on the car seat packaging there will be instructions on how to place the car seat the right way in the car. This was a guide helping child proofing homes for children a little easier. In this guide you have learned how to child proof every room in the house to make sure your children are safe. There was a safety check as well for children when they just come from being born, and as well safety tips for when putting your child in a car seat. My purpose was to make it easier for parents to child proof their homes, and also to make it a safer environment for their children.

Piano Maintenance and Repair

Computer Networks And The Modern World Essay - 983 Words

Computer network technology The subject I will be undergoing in my next year will be Computer Network Technology BSc Hons. This subject looks at all aspects of computer networking in the modern world. This course also gives many computing principles such as systems analysis and database development. I have chosen this course because I have always been interested in computing and have made a few database systems while working in the army. I would like to learn more about network security and I hope to work in Germany for two years before moving to America pursuing a career in network security. I have a keen interest in networking and have done penetration testing for my old high school. After being made redundant from the army I hope to improve my knowledge of computing and better my qualifications as leaving college at nineteen to pursue a career in the military has made me realise that I should of worked harder at college and gone to university. Knowledge This subject deals with all aspects of computing but focuses mainly on computer networking. It will give the knowledge to be able to explain, evaluate and apply techniques and methods to solve a range of computing problems. Explain and apply project management tools and techniques. Identify, evaluate and justify appropriate hardware, systems software and communications protocols required for network design and implementation. Competently identify, assess and use tools and techniques for the management of networks. 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