Sunday, May 24, 2020
Systems Theory Paper Communication is essential in our society today. There are many different types and methods of communication that people use. Throughout life, people learn to use communication in order to interact in the everyday world. People form groups to place themselves where they think they belong in society. Whether people know they are doing it or not, they consciously or subconsciously place themselves into certain groups. There are many different reasons for people to join different groups, these being for learning, activity, personal growth, and problem solving. Members of groups must all contribute in order to complete a task. People can have both positive and negative effects on groups. There are many concepts thatÃ¢â¬ ¦show more contentÃ¢â¬ ¦The ripple effect is a strong element that can be a good or bad thing for groups. Another element that is important in groups and systems is dynamic equilibrium. Dynamic equilibrium deals with managing stability and change within a group. If a g roup doesnÃ¢â¬â¢t manage their equilibrium, than they will be affected negatively. However, if their equilibrium is managed than they wonÃ¢â¬â¢t run into any problems. For example, if there is too much stability in a group than it is not healthy, and if there is too much change in a group than it can be overwhelming and things may get out of hand. There is a certain medium that a system should be at in order to promote growth and success within that group. For example, if a sports team decides to never practice than they will not grow or excel, but if they practice too much than they will be tired for the game and will not perform as well. Dynamic equilibrium is an important element within systems. Finally, an essentially important element within systems is the group size and complexity. The more members that a group has, the more complex problems they are going to have to deal with. Size is a critical element in any human system. For example, even with such a basic group need t o schedule meetings, as the size of the group increases, problems increase. The more people that are in a group, the more people that are not going to be able to meet on a certain date.Show MoreRelatedSystems Theory Paper2183 Words Ã |Ã 9 PagesWeek Four: Systems Theory Paper Nisselly Rossell, Keri Welborn, Christie Alston, Kristy Monroe, Jennifer Bourne, Melanie Hines BSHS/312 Models of Helping People Systems Theory Paper Ã¢â¬Å"Those who study systems theory tends to view any system as the result of a dynamic interrelationship between its component parts and its whole. They view the parts as mutually determinate with the whole. Social workers utilizing systems theory view societies and social groups as dynamic systems. 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Wednesday, May 13, 2020
Imagine going to the corner store that you have gone to for the past twenty years, once there, you forget how to get home. Imagine going to your grandsonÃ¢â¬â¢s football game, once there, you forget that your grandson is the boy wearing the number seven on his jersey. Imagine being hungry, going into the kitchen and putting a pot of soup on the stove, once there you forget you are hungry and decide to go to bed. This is life with AlzheimerÃ¢â¬â¢s disease (AD). AlzheimerÃ¢â¬â¢s disease (AD) is a brain disease that slowly eradicates recollection, thinking skills and slowly the ability to perform menial tasks. AlzheimerÃ¢â¬â¢s disease is classified as the loss of cognitive functioning-thinking, remembering, and reasoning- and behavioral abilities to such anÃ¢â¬ ¦show more contentÃ¢â¬ ¦The distinction between the different forms of dementia and AD is marked by the course of the diseaseÃ¢â¬â¢s progression. AlzheimerÃ¢â¬â¢s disease was named after Dr. Alois Alzheimer, who in 1906 diagnosed changes in the mental status of one of his patients, before and after death, upon dissection of her brain. The symptoms included memory loss, language problems, unpredictable behaviors and mental acuity difficulty. Observing the cross section of a healthy brain and one of an AD patient indicate atrophy of brain tissue. The location of the shrinking indicates the severity of the type of dementia and magnitude of AD. The beginning stages of AD usually take place in the hippocampus portion of the brain. This is the region of the brain where memories are formed. During the atrophy of the disease this area begins to shrink and throughout the duration of the disease it shrinks to the point where this region has little to no functionality. Memory problems are the first signs of cognitive impairment related to AlzheimerÃ¢â¬â¢s disease. (**4) However, the symptoms vary from person to person. It does not necessarily have to memory that is an initial symptom. The majority of dementia takes place in the brain. It is the location in the area of the brain atrophy as well as the amount of the brain that is affected that produce patient symptoms. The brainÃ¢â¬â¢s 100 billion nerve cells (neurons)
Wednesday, May 6, 2020
string(98) " of the comments mirrored those that were made in the QWL Teams and Strategic Planning Committee\." Iranian J Publ Iranian J Publ Health, Vol. 36, No. 4, 2007, pp. We will write a custom essay sample on An Approach Model for EmployeesÃ¢â¬â¢ Improving Quality of Work or any similar topic only for you Order Now 81-86 Health, Vol. 36, No. 4, 2007, pp. 81-86 Original Article An Approach Model for EmployeesÃ¢â¬â¢ Improving Quality of Work Life (IQWL) *H Dargahi 1, J Nasle Seragi 2 1 Dept. of Health Care Management, School of Allied Health Medicine, Medical Sciences/University of Tehran, Iran 2 Dept. of Occupational Health, School of Public Health, Medical Sciences/University of Tehran, Iran Abstract ch Keywords: Quality of life, Model, Employees, Iran ive Background: Organizational features can affect how employers view on their QWL is an important consideration for employees interested in improving employeesÃ¢â¬â¢ job satisfaction. The research reported here aimed to provide the processes used to investigate and implement a pathway for TUMS Employees Improving of Quality of Work Life as an approach model. Methods: A Quality of Work Life Strategic Planning Committee was formed to focus on enhancing TUMS employeesÃ¢â¬â¢ quality of work life. In the next step 30 QWL teams consisting of managers and employees were conducted in each of 15 as all of TUMS Hospitals. Committee members identified similar key themes of dissatisfaction. Based on the key themes identified, a survey was developed by QWL Strategic Planning by the questionnaires which distributed to 942 employees and 755 of them were returned. The collected data were saved by SPSS software and analyzed by statistical method. Results: The results from the survey showed that the perceived strongest areas among 12 categories developed by QWL Strategic Planning Committee that employees agreed to improve on their QWL were communication, leadership monetary an non- monetary compensation and support. This committee evaluated the outcomes of QWL managers and employees teams to improve the employees, quality of work life at 15 TUMS Hospitals. Conclusion: The QWL Strategic Planning Committee recommend a new approach model to suggest the ways which impressive on the employeesÃ¢â¬â¢ improving QWL. Introduction There is not a common accepted definition for quality of work life. In health care organizations, such as hospitals, quality of work life (QWL) has been described as referring to the strengths and weakness in total work environment (1). Organizational features can affect how employees view on their quality of work life. It is an important consideration for employeesÃ¢â¬â¢ to be interested in improving their job satisfaction (2). Organizational features such as policies and procedures, leadership style, operations, and general contextual factors have a profound effect on how employees view the quality of their work life. QWL is an umbrella term which includes many concepts. Because the perceptions held by Ar of SI employees play an important role in their decision to enter, stay with or leave an organization, it is important that employeesÃ¢â¬â¢ perceptions be included when assessing QWL (3). Achievement of the improving quality of work life (IQWL) promotes the better use of existing workforce skills and increased employees involvement. Most importantly, it encourages and supports the enhancement of the internal skills base to create a more professional, motivated and efficient working environment. There are several frameworks used by organizations to improve their performance through the development of their employees. The standard framework supports continuous improvement by encouraging managers to evaluate the internal 81 *Corresponding author: Tel: +98 21 88965608, Fax: +98 21 88951775, E-mail: hdargahi@sina. ums. ac. ir D (Received 19 Jan 2007; accepted 6 Aug 2007) www. SID. ir H Dargahi, J Nasle Seragi: An Approach Model forÃ¢â¬ ¦ Materials and Methods To assist in achieving defined objectives and recognition of quality work life issues and indicators, the Quality of Work Life Strategic Planning Committee was formed in Tehran university of Medical Sciences. The mem bers of this committee were two hospital medical managers, two hospital administrators and one occupational health expert teamed to gather to determine strategic planning and priority to focus on enhancing the quality of work life of TUMS Employees. In the first meeting, this committee ensured a continued commitment to improve and focus on the QWL of TUMS HospitalsÃ¢â¬â¢ Employees as an approach model and recommended that 30 QWL teams consisting of mangers and employees were conducted in all fifteen of TUMS hospitals. ManagerÃ¢â¬â¢s teams were formed with TUMS Hospitals Nursing Administrators and Head of Clinical and Supportive departments. EmployeeÃ¢â¬â¢s teams were formed with representatives of TUMS Nursing, Supportive and Paramedical employees. QWL committee members spent additional time to gather the information about the employeesÃ¢â¬â¢ improving QWL at each hospital. Following sev- ive ch 82 Ar of SI Results functions which shape their organizations, effectiveness. Such functions include performance management mechanisms, employeeÃ¢â¬â¢s career development, and employeesÃ¢â¬â¢ involvement. A tried a tested framework allows health care organizations such as hospitals to address key issues that are of concern for hospitals (4). Therefore, a high QWL is essential for health care organizations to continue to attract and retain employees (5). QWL is a comprehensive program designated to improve employeesÃ¢â¬â¢ satisfaction (6). Several studies found a strong relationship between job satisfaction and QWL for health care organizationsÃ¢â¬â¢ employees (7). The research reported aimed to provide the processes used to investigate and implement a pathway for TUMS HospitalsÃ¢â¬â¢ Employees as an approach model to improve QWL for them. eral meetings, 30 QWL teams identified similar key common themes of dissatisfaction. These data are showed in Fig. 1. QWL teams declared these data to QWL Strategic Planning Committee. At first, based on the identified key themes a total of 12 areas were developed by the QWL Strategic Planning Committee (Fig. 2). In the next step, a cross- sectional, descriptive and analytical survey with 942 employees as 20% of total employees at 15 TUMS hospitals were asked to rate of their agreement or disagreement in relation to a series of statements using Lickert Type Scale were developed by QWL Committee as shown in Fig. 2. However, the questionnaires were distributed to 15 TUMS HospitalsÃ¢â¬â¢ Employees and 755 of them were returned, the response rate achieved to 90%. A number of employees were chosen to offer written comments. Many of the comments mirrored those that were made in the QWL Teams and Strategic Planning Committee. You read "An Approach Model for EmployeesÃ¢â¬â¢ Improving Quality of Work" in category "Essay examples" The collected data were analyzed by SPSS software. The results were broken into four sections of employees just managers, nurses, supportive (non- clinical) and paramedical employees. Ã¢â¬â 2/3 of the employees believed that they were unsatisfied because they could not participate in decision-making. Ã¢â¬â Only 20% of the respond ants indicated that they were satisfied and very satisfied with their job motivation. Ã¢â¬â 54. % of the respondents believed that their managers and supervisors did not observe fundamentals of human relations in their hospitals. Ã¢â¬â 2/3 of the respondents had not trust to their senior management. Ã¢â¬â The vast majority (96. 9%) of the respondents indicated that they are paid not enough. Ã¢â¬â The vast majority (98. 4%) of the respondents indicated that they were unsatisfied with their job welfare. D www. SID. ir Iranian J Publ Health, Vol. 36, No. 4, 2007, pp. 81-86 Ã¢â¬â The vast majority (92. 3%) of the employees believed that they were unsatisfied with cash payment to them. All of the employees expressed that they were unsatisfied with non cash payment to them. 72. 3% of the employees believed that they were unsatisfied with support from their supervisors. According to the results, there were no observable differences among the four groups in their rating of respect. Ã¢â¬ ¢ Human resource issues relating to workload and staffing Ã¢â¬ ¢ Management practices Ã¢â¬ ¢ Leadership issues Ã¢â¬ ¢ Inadequate rewards and income Ã¢â¬ ¢ Loss of respect , trust and income among people Ã¢â¬ ¢ More involvement in decision making Identified need from assistance for employees to deal with burnout and change Ã¢â¬ ¢ Care taking function is not supported by TUMS Hospitals as a whole Fig. 1: Dissatisfaction Themes form employees and managers QWL teams. 1. 2. 3. 4. 5. 6. 7. 8. 9. Organization commitment Trust Ar Fig. 2: Set of 12 dissatisfaction measures developed by QWL Strategic Planning Committee ch Support 11. Respect Monetary Compensation Non monetary Compensation Leadership Attendance management Communication between managers and employees Communication between managers and managers 0. Overall Communication 12. Recognition ive of SI 83 D www. SID. ir Ã¢â¬ ¢ Poor communication between employees and management H Dargahi, J Nasle Seragi: An Approach Model forÃ¢â¬ ¦ Fig. 3: New Structural Approach Model to improve QWL at TUMS Hospitals, 2005 Discussion The results showed that the perceived strongest areas among 12 categories developed by QWL Strategic Planning Committee that employees agreed to improve on their QWL, were communication, leadership, monitory and non monitory compensation , and support. High scores for poor communicatio n were noted between managers/supervisors with employees need improvement. Though, the developments of a Ã¢â¬Å"communication strategyÃ¢â¬ suggest establishing clear communication focusing on linkages between managers and employees. The most important predictable QWL belief the organization carries out is mission statement, good communication, good organization support for training and development, good decision latitude and being satisfied with the organizations recognition of employeesÃ¢â¬â¢ contribution (8). Areas outlined for leadership improvement include visibility of senior leaders, increased awareness of employeesÃ¢â¬â¢ needs and perspectives including increasing of opportunities for participitation in decision making. Canadian Nurses Association Position Statement identified the following elements for which stakeholders in health care field have a responsibility: Ã¢â¬ ¢ Staffing decisions based on existence with direct input from professional nurses. Ã¢â¬ ¢ Opportu nities for nurses at all levels to participate in decision making. 84 Ar h ive of SI Ã¢â¬ ¢ Support for nurses to use evidence- based decision making (9). Ã¢â¬â A formal, organization- wide system of monetary and non monetary compensation and rewarding employees for their accomplishments would be highly beneficial. Increased workload and fiscal restraint occurred in recent years, left employees feeling pressure in their jobs. It seems that the support structure at 15 TUMS Hospitals should be reviewed for improvement and available to employees, including review of workload and support from supervisors. Wood wardÃ¢â¬ studied about supervisor social support scale included supervisor helpfulness. Concern the welfare of employees and ability to facilitate effective interaction among employees in a large teaching hospital at Ontario (10). The information that gathered and analyzed by QWL managersÃ¢â¬â¢ teams and QWL employees teams in each TUMS Hospitals represented to QWL Strate gic Planning Committee. QWL Strategic Planning Committee evaluated the results from this survey and developed new approach model to improve the employees, QWL at 15 TUMS Hospitals (Fig 3). The ChancellorÃ¢â¬â¢s Coordinating Committee on QWL was formed late 2002 to provide a point of coordination and support to advance the QWL for University of CaliforniaÃ¢â¬â¢s Employees. The committee focused on three areas- communications, training and rewards. Recognition all of which D www. SID. ir Iranian J Publ Health, Vol. 36, No. 4, 2007, pp. 81-86 were identified as priorities by the chancellors based on results of employees survey (11). One of the initial goal of the QWL Strategic Planning Committee was the collaborative effort to define what an organization looks like with a high QWL. The committee created the following philosophy, which continuous to be celebrated to day: An organization with a high QWL is an organization that promotes and maintains a work environment that results in excellence in everything it does-by ensuring open communication, respect, recognition, truss, support, well being and satisfaction of its members, both personality and professionalism. The results of a survey were conducted in Canada at 2001 showed that QWL is a multidimensional construct and a global evaluation of oneÃ¢â¬â¢s workplace and context. The implications of these finding are currently being deliberated as they relate to improving QWL with each health care organization (12). The QWL Strategic Planning Committee recommend 15 TUMS hospitals as new approach model to suggest the ways which impressive on the employees improving QWL as below : Ã¢â¬â Communication: It investigates the ways not only to enhance employees skills on the quality assurance system, but to keep the system updated and organized, ensuring edified and easily available. Reward and recognition: It will significantly improve one initiative includes the development of a Ã¢â¬Å"star performerÃ¢â¬ program to allow all employees to recognize each other. Any employee that receives a star performer note is visited by TUMS Hospital Senior Management and presented with a Ã¢â¬Å"QWL Star Ã¢â¬Å"to recognize how important each of them is to the organization. Ã¢â¬â Attendance Management: It suggests turning the pre-existing attendance management policy from one that appears to punish employees for absenteeism, to one that rewarded employees for working to reduce their absenteeism. This may be achieved by developing a reward system for employees who worked for a three- month period without taking on unscheduled day off. Each ch ive quarter, a draw is held for prizes. To create further incentives, approval is received to create a grand prize for employees not to take day off and do additional work. There will be very positive feedback from employees and resulting in a reduction in absenteeism. Ã¢â¬â Leadership: It investigates leadership and literature attempting firstly to gain a better understanding of leadership techniques to find how practices at each TUMS Hospitals. The outcome to date is the development of a leadership education program to educate our management on the concept of leadership. Ã¢â¬â Support and Decision Making: It investigates employees participitation in decision making is a good opportunities to be satisfied with their job. QWL in Health Care Services organizations accreditation is a major step forward. Many concurrent initiatives across Canada address employees QWL needs and concerns from different angles. There is also significant progress in this direction in the United Status where the Joint Commission on Accreditation of Health Care Organization (JCAHO) has committed to improve the quality of health care work place (13). We look forward to perform our Approach Model outcomes to improve QWL of TUMS Hospitals Employees in future. Ar of SI References Acknowledgements We would like to thank Medical Sciences/Tehran University Hospitals senior managers and employees because this survey would not have been possible without their assistance. This research has been supported by Medical Sciences/Tehran University. The authors declare that they have no Conflict of Interests. 1. Knox S, Irving JA (1997). Interactive quality of work life model applied to organization. Jona, 271:39-47. 2. Kruger P (2002). Organization predictors of job satisfaction findings from Canadian mul85 D www. SID. ir H Dargahi, J Nasle Seragi: An Approach Model forÃ¢â¬ ¦ 3. 4. 5. 6. 7. 86 Ar ch ive tisided quality of work life cross-sectional survey. BMC Health Services Research, 2(6):1-12. Yoder L (1995). Staff nurses career development relationships and self- reports of professionalism, job satisfaction, and intent to stay. Nurse Res, 44(5):290-97. Anonymous (2005). Improve the performance of your organization. A guide to investors in people and improving quality of work life (IQWL) practice plus for the NHS. Available from: www. Investor inpeople. Co. Uk/health Sendrich K (2003). Putting the emphasis on employees as an award. Winning employer. Baptist Health Care has distant memories of the workplace shortage. Trustee January, P (G-10). Anonymous (2005). Frequently asked question. Available from: http://www. Hhs. Gov/ohr/faqs/index. Html Blegen M (1999). Nurses job satisfaction. A Meta- analysis of related variable. Nurse Res, 42:36-41. 8. Joseph J, Deshpande SP (1997). The impact of ethical climate on job satisfaction of nurses. Health Care Manage Rev, 22(1):76-81. 9. Graham SL (2001). Quality Professional Practice Environment for registered nurses. Canadian Nurses Association. Position Statement, Ottawa. 10. Woodward C (1999). The impact of re- engineering and other cost reduction strategies on the staff of a large teaching hospital: A longitudinal study. Med Care, 37(6): 556-69. 11. Anonymous (2005). Chancellor forms committee to address work life issues. University of California, San Francisco. Available from: www. Pub. UCSF. Edu 12. Lohfeld L (2000). Personal Communication. ST. JosephÃ¢â¬â¢s Health system Quality of Work Life Technical Reports. 13. Eisenberg JM (2001). Ã¢â¬Å"Does a Healthy Health care workplace produce higher quality careÃ¢â¬Å"? The joint commission journal on quality improvement. 27(a):444-57. of SI D www. SID. ir How to cite An Approach Model for EmployeesÃ¢â¬â¢ Improving Quality of Work, Essay examples
Tuesday, May 5, 2020
Question: Discuss about the Organisational Behavior and Developmen. Answer: Introduction Motivation is considered to be all employees intrinsic enthusiasm towards achieving and accomplishing activities related to their workplace. Motivation is the ultimate inherent drive of individuals that helps them in taking decisions and actions (Reeve, 2014). The motivational factors in individuals are affected by their intellectual, social, biological and emotional elements. However, motivation is a complex force, which cannot be easily defined, inherent and a driving force that at times gets influenced by certain external factors. Motivation is existent in every individual. Every individual, employee has a people, events, activities and objectives present in his or her life that drives their motivation. Therefore, it can be comprehended that motivation towards any particular aspect of an individual's life is existent in his or her consciousness and actions (Weiner, 2013). In the workplace, it is the responsibility of the employer to find ways to inspire the motivational force inside employees. For the employees to work in an extremely motivational environment, there is a need for the presence of essentially fulfilling and extrinsically cheering factors. Employee motivation covers the aspects of employee need fulfillment and workplace expectations and other workplace factors that are extremely helpful in enabling employee motivation. These factors do the job of motivating employees challenging for the employers. Employers comprehend the need of providing a motivating work environment for their employees (Heckhausen, 2012). However, many employers fail to understand the importance of this as a driving force in the achievement of their vision and mission. At times, employers understand the significance but lack the skill and knowledge for providing the same to foster employee motivation. The positive results of employee motivation like creativity, increa sed productivity, proactively and empowerment is lost on many leaders. In this report, these factors and their effects on organizational behaviour and the overall organizational development would be discussed with the help of three empirical research works, which would be analyzed and interpreted to help in the advancement of this research area (Herzberg, Mausner Snyderman, 2011). Discussion In the article by Adam Grant and James Berry, The Necessity Of Others Is The Mother Of Invention: Intrinsic And Prosocial Motivations, Perspective Taking, And Creativity the authors talk about the role of intrinsic motivation and role it plays in fueling creativity in individuals. They have gone through previous researches and found equivocal results. The workplace is becoming extremely dynamic, knowledge-based and uncertain, and organizations are depending on employees more and more for generation of creative ideas (Grant Berry, 2011). For long, scholars and practitioners have attempted to comprehend the factors motivating creativity in individuals. It has been believed for several decades that creativity is driven by intrinsic motivation. However, there have been equivocal opinions about the link between intrinsic motivation and creativity. Therefore, there has been observed a more in-depth and direct attempt to tackle this linkage. The main objective of this article is to discuss and solve the confusion regarding the incoherent association among intrinsic motivation and creativity. For that, the article takes help of motivated information processing theory from social psychology that helps in offering a capable theoretical structure for both elucidation and resolution of the discrepancies. What the inside begin of motivated information processing theory is that motivation shapes mental processing: delegates particularly observe, encode, and hold information that is dependable with their longings. As needs are, when agents are distinctively motivated, their desires to learn, examine their interests, and associate with their advantage will lead them to focus on astute considerations. In any case, to convey inventive contemplations, laborers furthermore need to deal with accommodation. Late headways in motivated information processing theory prescribe that laborers are most likely going to deal with support when they experience prosocial motivationthe longing to benefit otherswhich urges them to consider others' perspectives. In this way, it has been estimated that when guided by the prosocial motivation to take others' perspectives, laborers will channel their characteristic motivation toward conveying musings that are novel, and in addition important, likewise fulfilling higher creativity. The audit has given simultaneous evidence in support revealing that perspective taking, as delivered by prosocial motivation, strengthens the connection between trademark motivation and creativity. In the article by Sharon K. Parker,Uta K. Bindl and Karoline Strauss, Making Things Happen: A Model of Proactive Motivation proactivity has been stated as a driving process that drives the setting of goals and achieving them too. The makers perceive an extent of proactive goals that individuals can look for after (Parker, Bindl Strauss, 2010). These vary on two estimations: the future they expect to acknowledge (finishing a predominant individual fit inside one's working environment, upgrading the affiliation's inward working, or enhancing the affiliation's essential fit with its condition) and whether the self or situation is being changed. The makers then perceive can do, reason to, and energized to motivational states that provoked proactive, objective setting and manage objective endeavoring. Can do motivation rises out of perspective of self-feasibility, control, and (low) cost. Reason to motivation relates to why someone is proactive, including reasons spilling out of inherent , composed, and perceived motivation. Energized to motivation insinuates started positive loaded with feeling states that induce proactive target control. The makers propose more distal antecedents, including particular complexities (e.g., character, qualities, learning and limit) and also significant assortments in leadership, work diagram, and social climate, which affect the proactive motivational states and like this bolster or prevent proactive target methods. In the article by Xiaomeng Zhang and Kathryn M. Bartol, Linking Empowering Leadership and Employee Creativity: The Influence of Psychological empowerment, Intrinsic Motivation, And Creative process Engagement the research has been manufactured and attempted a theoretical model associating drawing in leadership with creativity through a couple intervening elements. Using study information from master delegates and their directors in a tremendous information development association in China, the investigation found that, of course, empowering leadership emphatically impacted mental fortifying, which in this way influenced both natural motivation and inventive process engagement. These last two variables then affected creativity (Zhang Bartol, 2010). Fortifying part identity coordinated the association between empowering leadership and mental reinforcing, while leader comfort of creativity coordinated the relationship between mental reinforcing and imaginative process engagement. This research makes five different types of contribution. To begin with, the general responsibility is that the investigation has collected and attempted a sensible model that strikingly fuses empowering leadership theory with basic creativity hypotheses. Despite the way that different surveys have inspected associations between leadership style and specialist creativity, empowering leadership has been shockingly truant from thought. Be that as it may, as the investigation has battled and especially illustrated, there are strong theoretical motivations to envision that connecting with leadership will be particularly arranged to effect nuts and bolts central innovative outcomes, a question that has been maintained observationally here. The results reinforce proposition by creativity specialists that leadership approaches watching out for the underpinnings of creativity may be intense means for enabling creativity. Second, the survey adds to both the leadership and the reinforcing abstract works by taking a gander at and certifying mental fortifying as an interceding instrument through which empowering leadership finally impacts agent creativity. Third, the audit is fascinating in clarifying the relationship of mental reinforcing with inherent motivation, and in addition innovative process engagement. More especially, the survey shows that, obviously, mental reinforcing was determinedly related to natural motivation. Fourth, the survey especially adds to the creativity composing by showing the centrality of innovative process engagement in clearing up inventive laborer outcomes. More especially, a couple of creativity researchers have demonstrated the centrality of distributing more conspicuous research keenness in regards to the innovative strategy itself if the perception of how imaginative outcomes are an expert is to create. Finally, this survey in like manner shows mediation by trademark motivation between mental fortifying and agent creativity particularly and moreover roundabout, through its effect on innovative process engagement. The results exhibit that natural motivation working through creative process engagement by implication influences inventive execution that is more grounded than its quick effect on imaginative execution. Links to the Articles The three discussed articles all deal with motivation and the factors that lead to the motivation of the employees in the workplace. The three identified elements from the article analysis are leadership, proactivity and creativity in driving motivation in the employees at their workplace. What has been found from this discussion is that a proactive personality is strongly associated with specialist creativity. In addition, work creativity need and executive reinforce for creativity commonly influenced the association between proactive personality and laborer creativity. Specifically, proactive agents demonstrated the most lifted specialist creativity when work creativity need and director reinforce for creativity were both high. The differences in the three articles are found in the employed research methods. We can see regression analysis, standard deviation and literature analysis used in the data collected in the three articles. The practical implications of these researches are for organizations and the employees. Administrators normally hope to vitalize creativity by making conditions that are useful for intrinsic motivation, for instance, plotting testing and complex errands, giving self-govern, and making solid feedback and evaluation structures. The examination prescribes that these practices hazard enhancing intrinsic motivation without also building up the prosocial motivation and perspective taking that can support the era of musings that are inventive in the setting. In that limit, we recommend that directors propelled by filling creativity will surmise that its ideal to make conditions that support prosocial motivation and perspective taking. For example, chiefs may clearly introduce open entryw ays for perspective taking among agents and their clients or suppliers, structure open entryways for laborers to team up with the beneficiaries or end customers of their work or pass on the sincerity of customers' and associates' issues. These conditions can overhaul prosocial motivation and perspective taking by engaging agents to feel for others' needs and end up being more aware of the refinement that their considerations can make in others' lives. Conclusion: Behind the success of every business, organization employees play a significant role. The entire study has provided an in-depth understanding of the impact of employee motivation for receiving good performance from them. Based on the three distinct articles depicted by eminent scholars the value and importance of employees' motivation for organizational success has been portrayed throughout the entire study. In the first article, the author has shown a vivid relation between intrinsic motivation and creativity. Intrinsic motivation is driven by the rewards that encourage an individual employee for performing well towards rendering the business success. The second article deals with the importance of proactive motivation in receiving a good performance from the employees. While working within particular business organizations both the business leaders as well as employees have to be proactive in maintaining a team rapport. Any communication barrier, psychological barrier or religious barrier can affect the systematic and rhythmic flow of business. The third article has portrayed an effective relation among intrinsic motivation, creativity, proactive motivation and leadership. In this specific study, the articles have critically evaluated on how the contribution of an efficient leader is highly important in order to reach the peak of success References Grant, A. M., Berry, J. W. (2011). The necessity of others is the mother of invention: Intrinsic and prosocial motivations, perspective taking, and creativity.Academy of management journal,54(1), 73-96. Heckhausen, H. (2012).Motivation and action. Springer Science Business Media. Herzberg, F., Mausner, B., Snyderman, B. B. (2011).The motivation to work(Vol. 1). Transaction publishers. Parker, S. K., Bindl, U. K., Strauss, K. (2010). Making things happen: A model of proactive motivation.Journal of management. Reeve, J. (2014).Understanding motivation and emotion. John Wiley Sons. Weiner, B. (2013).Human motivation. Psychology Press. Zhang, X., Bartol, K. M. (2010). Linking empowering leadership and employee creativity: The influence of psychological empowerment, intrinsic motivation, and creative process engagement.Academy of management journal,53(1), 107-128. Amabile, T. M., Pillemer, J. (2012). Perspectives on the social psychology of creativity.The Journal of Creative Behavior,46(1), 3-15. De Jesus, S. N., Rus, C. L., Lens, W., Imaginrio, S. (2013). Intrinsic motivation and creativity related to product: A meta-analysis of the studies published between 19902010.Creativity Research Journal,25(1), 80-84. Ma, Y., Cheng, W., Ribbens, B. A., Zhou, J. (2013). Linking ethical leadership to employee creativity: Knowledge sharing and self-efficacy as mediators.Social Behavior and Personality: an international journal,41(9), 1409-1419. Rego, A., Sousa, F., Marques, C., e Cunha, M. P. (2012). Authentic leadership promoting employees' psychological capital and creativity.Journal of Business Research,65(3), 429-437. Sun, L. Y., Zhang, Z., Qi, J., Chen, Z. X. (2012). Empowerment and creativity: A cross-level investigation.The Leadership Quarterly,23(1), 55-65. Yidong, T., Xinxin, L. (2013). How ethical leadership influence employees innovative work behavior: A perspective of intrinsic motivation.Journal of Business Ethics,116(2), 441-455.
Wednesday, April 1, 2020
Have you ever seen anything in your life that just seemed to good to be true? Have you ever saw something at a restaurant menu that looked like "a double dose of all that" but it turned out to be "toe up from the floe up". The point that I am trying to reach is that western expansion was not good for America. The reason why I say this is because a lot of people got caught up in the western myth. The western myth is a belief that all will profit, all would be equal, and all will be free. Hays Jackson states that "Chinese immigrants started arriving in the United States around the late 1840s and early 1850s." In his article Paper Sons, he states "for many Chinese, however the United States was the Mountain of Gold". Basically Chinese immigrants came looking for a better life but what they found themselves taken advantage of, discrimination, hatred, and abuse. One of the ways that they legally got discriminated was the Exclusion Acts. The Exclusion Acts were laws saying those of Chinese descent were not welcome in to the United States unless you were educated a merchant or a son of a US citizen. Mariano Vallejo is just one of the many people who got caught into the Western Myth. To make a long story short, Vallejo was this man who owned a lot of land and property. After the gold rush he had nothing. How did he lose it all? The same way the Native Americans did. Land hungry settlers came upon his lands like roaches come to a dirty kitchen and Mariano Vallejo was raid-less. Mr. Vallejo life represents the life of many Mexican and Mexican Americans. Even though Mexican and Mexican Americans accepted the settlers, their new country treated them like foreigners. By the end of the 1800s the Mexican and Mexican American found themselves a minority with little or no power and occupying the lowest rungs of the economic ladder. The author Scott Minerbook says that "Blacks viewed the west as a land of promise both economically and racially even though most came to the west as slaves". In the story The Forgotten Pioneers the Author talks about how Black towns were suppose to be set up. Minorbook says " Among the most prominent all black towns was Nicodemus Kan., established in1877 by a White speculator and his Black partner. As was often the case during the settling of west , Black pioneers were promised fertile fields abundant water shady trees and plenty of game by the alluring avartisement . Instead arriving Blacks found that the best farmlands surrounding the city had already been taken by whites. There were no trees and the game was scarce." In other words Whites said "Hmmm we already have the nice land for ourselves lets give the not so nice area to the Blacks. We can tell them the land is just like ours and make a profit!"Also the Article says "Nicodemus lost a competition for a railroad statio n that would have tied it into the larger regional economy and went into an economical decline. But the Legacy of racism played a role; Jim Crow laws barred Blacks from voting and hampers Black laborers. Four Black people were lynched in a town in Oklahoma in 1910" Just another example of the western myth. All was not free all was not rich and all was not equal. Western expansion was not good for America. On the good side you had more land more money and who doesn't want that. One the bad side you had racism, discrimination hatred and distrust. But to get this land and wealth, was it necessary to steal it from Native, Mexican, Native Americans and Mexican Americans? Was it necessary to make laws to keep other people from getting their share of the pie? Have You Ever Seen Anything In Your Life That Just Seemed To Good To B Have you ever seen anything in your life that just seemed to good to be true? Have you ever saw something at a restaurant menu that looked like "a double dose of all that" but it turned out to be "toe up from the floe up". The point that I am trying to reach is that western expansion was not good for America. The reason why I say this is because a lot of people got caught up in the western myth. The western myth is a belief that all will profit, all would be equal, and all will be free. Hays Jackson states that "Chinese immigrants started arriving in the United States around the late 1840s and early 1850s." In his article Paper Sons, he states "for many Chinese, however the United States was the Mountain of Gold". Basically Chinese immigrants came looking for a better life but what they found themselves taken advantage of, discrimination, hatred, and abuse. One of the ways that they legally got discriminated was the Exclusion Acts. The Exclusion Acts were laws saying those of Chinese descent were not welcome in to the United States unless you were educated a merchant or a son of a US citizen. Mariano Vallejo is just one of the many people who got caught into the Western Myth. To make a long story short, Vallejo was this man who owned a lot of land and property. After the gold rush he had nothing. How did he lose it all? The same way the Native Americans did. Land hungry settlers came upon his lands like roaches come to a dirty kitchen and Mariano Vallejo was raid-less. Mr. Vallejo life represents the life of many Mexican and Mexican Americans. Even though Mexican and Mexican Americans accepted the settlers, their new country treated them like foreigners. By the end of the 1800s the Mexican and Mexican American found themselves a minority with little or no power and occupying the lowest rungs of the economic ladder. The author Scott Minerbook says that "Blacks viewed the west as a land of promise both economically and racially even though most came to the west as slaves". In the story The Forgotten Pioneers the Author talks about how Black towns were suppose to be set up. Minorbook says " Among the most prominent all black towns was Nicodemus Kan., established in1877 by a White speculator and his Black partner. As was often the case during the settling of west , Black pioneers were promised fertile fields abundant water shady trees and plenty of game by the alluring avartisement . Instead arriving Blacks found that the best farmlands surrounding the city had already been taken by whites. There were no trees and the game was scarce." In other words Whites said "Hmmm we already have the nice land for ourselves lets give the not so nice area to the Blacks. We can tell them the land is just like ours and make a profit!"Also the Article says "Nicodemus lost a competition for a railroad statio n that would have tied it into the larger regional economy and went into an economical decline. But the Legacy of racism played a role; Jim Crow laws barred Blacks from voting and hampers Black laborers. Four Black people were lynched in a town in Oklahoma in 1910" Just another example of the western myth. All was not free all was not rich and all was not equal. Western expansion was not good for America. On the good side you had more land more money and who doesn't want that. One the bad side you had racism, discrimination hatred and distrust. But to get this land and wealth, was it necessary to steal it from Native, Mexican, Native Americans and Mexican Americans? Was it necessary to make laws to keep other people from getting their share of the pie?
Sunday, March 8, 2020
Hitler's Remilitarization essays Hitlers Remilitarization of the Rhineland In March 1936, Adolf Hitler remilitarized the Rhineland. Hitlers decision to remilitarize the Rhineland was brilliant for four reasons. First, Hitler was able to predict that no nation would try to stop him from remilitarizing the Rhineland. Second, by remilitarizing the Rhineland, Hitler gained a better military position both offensively and defensively against France. Third, Hitler also increased the support of the German people for the government and for himself. Finally, Hitler was able to safeguard his control over the natural resources in the Rhineland, where a large majority of Germanys coal supply was located. Without that supply, Germany would likely have fallen right back into the Depression, taking away its main advantage over all other major powers. Perhaps the most critical reason that Hitlers decision to remilitarize the Rhineland was brilliant was that Hitler was able to predict that no nation would act against him. The only powerful nations that would have cared about the remilitarization of the Rhineland were the United States, Great Britain, and France. The United States simply did not care enough to act. It would have taken too long and would have been too costly for the United States to pose a threat to Germany. The United States had also previously showed that it lacked interest in Germanys breaches of the Treaties of Versailles and Locarno. When Germany had stopped paying its debt to France, as required by the Treaty of Versailles, the United States did nothing. Similarly, when Germany started to rearm itself in defiance of both the Versailles Treaty and the Locarno Pact, again the United States had no reaction except for a statement of protest. Great Britain with respect to Germanys defiance of the Versailles Treaty and Locarno pact followed suit and did nothing. Great Britain had even gone behind the backs of th...
Thursday, February 20, 2020
Procurement applied to a PM organization - Assignment Example The organization implemented effective system that controls delivery of dairy, sugar, cocoa and cup materials. They have implemented environmental measures in procurement policies (Fleming, 2003). Starbucks is one of the leader level coffee beverage producers in the world. The key aim of procurement system policy of Starbucks is to increase feasibility to collect raw materials from various countries. Starbucks Coffee procurement policy collects cocoa beans from some selected countries. Roasting coffee beans will improve the taste. Manufacturing of coffee cups will increase recyclable policies. Starbucks plants will use milk from set up countries and coffee beans from some selective countries (Fullalove, 2007). Operational policies of Starbucks develop certain policies to convert coffee beans and prepare beverage for serving in cup. Operational policy of Starbucks is a complicated process. Coffee beans are collected from all around world. Starbucks is having more than 17000 beverage retail outlets around the world. Starbucks is having more than 55 million customers around the world. The organization is having their presence in nearly 59 countries. Procurement policy of Starbucks in the global region is developed with the help of co-manufacturers. Starbucks is adopting strategies for different regions. European, Asian, and Latin American markets are targeted by Starbucks in terms of increasing the profitability (Giacchetta & Marchetti, 2013). Starbucks developed procurement planning policy with the help of some documents. Financial report related documents will identify change in the material cost, whereas, variable costs of Starbucks will be affecting the earning potentials. During the fiscal year of 2011-2013 the organization was able to increase the EPS from $1.33 to $1.47 (Starbucks Coffee Company, 2015). Starbucks is adopting various policies regarding the use of different types of materials and cups. Both the options are having certain advantages