Purpose of Research Proposal: No Longer a Mystery

Purpose of Research Proposal: No Longer a Mystery Up in Arms About Purpose of Research Proposal? The topic of your investigation and the questions you intend to answer need to have a very clear definition. The statement of the issue also defines the importance of the study to some degree. What you're trying to explain and why, and some feeling of the variety of variation in the dependent variable. The main aim of the introduction is to deliver the required background or context for your research issue. What to Expect From Purpose of Research Proposal? A research proposal will offer your instructor with your research topic and your research plan so they will know precisely what you're doing and how you want to accomplish your task. It is an important part of the research process. A research proposal is designed to convince others that you get a worthwhile research project and you have the competence and the work-plan to complete it. Your research proposal ought to be an ext remely great reflection of your wisdom and intentions for the research. Basically, it's a synopsis of the paper. The duration of the research proposal template isn't long. It's possible for you to use a research proposal example to aid in designing your own template. This outline covers the key elements of a research proposal. Purpose of Research Proposal: the Ultimate Convenience! Your great idea demands funding, and it's all up to you to convince your company why they ought to grant you the money needed. When you're on with the research proposal, you'll need to maintain a few different things in mind. Read everything you may see in your field of interest. To begin with, you have to be precise and execute a very clear vision of what you're likely to describe (provide an obvious notion, time, place and so forth). What Is So Fascinating About Purpose of Research Proposal? Clearly recognize the important sources you mean to use and explain how they are going to result in your analysis of the topic. A research proposal should begin with the definition of the issue. It's always simpler to choose one in case you have a list of proposal topics to browse. The aim of proposal writing is to persuade others your topic should be investigated. While the template assists in designing a proposal which helps a supervisor or governing body understand your theories and methods, it's likewise a paper that can help you in developing a comprehension of how to continue with writing the lengthier dissertation. Even in the event the completion of a research proposal isn't a requirement of your candidature, it's a superb idea to write one. As a student, you may have to compose a research proposal to receive your thesis or dissertation plan approved. For the majority of our research degrees and professional doctorates you're going to be asked to submit a research proposal as a portion of your application, if you don't have been advised otherwise. A research prop osal is a written document which is frequently utilised to receive support for an undertaking. When learning how to write a research proposal, remember that it is only as good as the research plan. Your research proposal should also contain the range of the research that you're proposing. After that, every research proposal demands an abstract. It's always important to incorporate a schedule samples and personal budget in order for your project can be well-funded. Research work takes up lots of time and might shorten your absolutely free time impressively. Now you know how to structure a research proposal, it's time to start the job. You proposal should speak in brief regarding the regions of the given subject your research will cover. There are various ways to organize your literature review. The proposal should have enough info to convince your readers that you have a significant research idea, that you've got a great grasp of the appropriate literature and the signific ant problems, and your methodology is sound. A number of the research topics are simple (you're able to locate them at the start of each list), whereas others are very complicated. When you choose to purchase research proposal online from our company, you're going to be assigned a writer that is aware of what they're doing. If you wish to prove that you've got original research ideas, your paper should consist of sufficient info and extensive literature reviews. As you examine one research proposal example after another, you will observe the kind of the paper differs on the sort of coursework regarding the paper in question. Just pick the field that you should compose a paper within. A research paper is generally the very first step for students to acquire funding for their project, so it's essential to create a thoughtful and deep paper. A paper like a sample quantitative research proposal is comparatively lengthy in contrast to other forms of writing. A proposal sample can be very valuable for students who do not know about the tenets of a research paper. Furthermore, as there are no well-established and widely accepted canons in qualitative analysis, your method section should be more elaborate than that which is necessary for traditional quantitative research. Some research paper proposal template selections include an area at which you may include a literary review.

US Government Practicing Beliefs or Instrumenting Coercion

The Constitution is not an instrument for the government to restrain the people, it is an instrument for the people to restrain the government- lest it come to dominate the aspects of our lives, [religions, interests, and morals included]† (Patrick Henry). Our forefathers have explicitly demonstrated the pressing need of the separation of the church and the state in the constitution, but unfortunately this predestined wish fell through. In not only the United States but in the world as a conglomerate, the increase on a ban of religion within the public school system is becoming more and more evident and prominent. A few of the major reasons that this issue is becoming so prominent is that the world is shifting from a denominational†¦show more content†¦To counteract the changes that America is experiencing, as the framers of the constitution foresaw, certain laws such as the first amendment are able to be applied differently in special situations like towards the pu blic school system. Banning religion in public schools is such an important issue, because the school curriculum is unable to accommodate every child’s religious needs or offer the same amount of coverage to each religion represented in America. If parents feel as though the instruction of religion is such a pivotal aspect that should be in their child’s life then perhaps a private school that is tailormade to teach and interpret religious aspects would be better suitable. The principle of religious neutrality forbids schools to give religious objectors a substitute that is, from a secular perspective, superior to what other children get. The material instructed in public schools should enable â€Å"the minds of school children to be open to various possibilities [in which allowing] that both creationism and evolution be introduced, without religious applications† (Phy-Olsen 98). Modifying the school curriculum for any such child or group creates not only isolat ion but also negatively emphasizes the differences between students. Students are unable to achieve their full potential with religion in schools, because they will be lacking the sense of

Pt Chevron Pacific Indonesia and Hsbc free essay sample

Summary This case study report describes a research on two large organizations namely PT Chevron Pacific Indonesia and HSBC in relation to their approaches to managing workforce diversity. The goal of this report was to identify workforce diversity theory and its advantages and disadvantages of managing workforce diversity. It also aims to analyse two organizations approaches to managing workforce diversity and evaluate advantages and disadvantages of the organizations’ approaches based on workforce diversity theory. The report concludes that workforce diversity is one of the primary concerns for most of the businesses; therefore, managing diversity is an important element of management in today’s organisation. Workforce diversity could lead the company into chaos. However, if the company is able to manage it with good approaches, it could be a competitive advantage for the company. There are some approaches that the company use to manage the diversity in their workplace. As it is stated on the research part, Chevron and HSBC manage their workforce diversity with different approaches. Yet, there are also advantages and disadvantages in each approach. The advantages are such as an increase in their productivity, maximizing their workers potential, and employee affinity groups have grown rapidly. On the other hands, the disadvantages are such as an increase in the cost of training, a conflict between a major and minor group, and also a tense working environment between their workers. Hence, in order to gain benefits from the diversity, every organization has to manage it effectively. Table of Contents 1Introduction1 1. 1Background1 1. 2The objectives of the report1 . 3Layout of the report1 1. 4Conclusion drawn from the research2 2Workforce diversity2 2. 1Definition of workforce diversity2 2. 2Approaches to Managing Diversity2 2. 3 Advantages and Disadvantages of Workforce Diversity3 2. 4Advantages and Disadvantages of Different Approaches to Managing Diversity3 3Identification and analysis of organization4 3. 1About the 1st organisation4 3. 2The approaches to managi ng workforce diversity5 3. 3 Advantages and disadvantages experienced6 4Identification and analysis of organization 26 4. 1 About the 2nd organisation6 4. The approaches to managing workforce diversity7 4. 3 Advantages and disadvantages experienced8 5Conclusions8 Reference List10 1Introduction 1. 1Background Nowadays, the change and diversity in the workforce and organisational environment has been increasing (O’Leary Weathington, 2006; Waddel, Devine, Jones George, 2007; McMahon, 2010). Consequently, this has led to the emergence of diversity management which has become important issue for today’s organisations. It is believed that managing diversity can have positive effects toward organisation’s performance. Regarding this issue, there is an attempt to explore diversity management in today’s organisations by conducting research on two large organisations and describing the research result in this case-study report. Furthermore, this case-study report is also carried out as one of the assignments in MMM132- Management subject. 1. 2The objectives of the report The purpose of this report is first to identify workforce diversity theory and its advantages and disadvantages of managing workforce diversity. Then, this report examines two large organisations namely, PT. Chevron Pacific Indonesia and HSBC, which have ways to manage their organisation’s diverse workforce. Furthermore, this report also analyses both organisations’ approaches to managing workforce diversity, describing benefits and drawbacks each organisation has experienced with its diversity management strategies. 1. 3Layout of the report This report consists of four (4) main parts. The first part gives a brief description of workforce diversity and its benefits and drawbacks of managing workforce diversity for today’s organisations. After that, this report describes the identification and analysis of the first organisation in relation to its approaches to managing workforce diversity, including any advantages and disadvantages experienced. In the third part, it explains the identification and analysis of the second organisation in relation to their approaches to managing workforce diversity, including advantages and disadvantages experienced. Finally, summary of the main findings from the research of both organisations will be in the conclusion. 1. 4Conclusion drawn from the research The research found that a diverse workforce is one of the primary concerns for most of the businesses; therefore, managing diversity is an important element of management in today’s organisation. Managing workforce diversity can be done by using some difference approaches, yet there are also advantages and disadvantages in each approach. In other words, workforce diversity could lead the company into chaos. However, if the company is able to manage it with good approaches, it could be a competitive advantage for the company. Finally, the rest of the detailed results of this research will be discussed in each section of the following. 2Workforce diversity 2. 1Definition of workforce diversity What is workforce diversity? Generally, workforce diversity refers to the way in which people in a workforce are similar and different from one another. To be specific, Thomas and Cox (1991, cited in Panaccio Waxin 2010, p. 54) define diversity, in business terms, as a set of differences of individual traits including socio demographic variables and professional variables, which can be found in an organisation’s various levels. For example, Waddel et al (2007) see diversity as differences among people in age, gender, race, ethnicity, religion, sexual orientation, socioeconomic background and capabilities/disabilities. Schwind, Das, and Wagar, (2007, cited in PanaccioWaxin 2010) categorise those differences by Waddel et al as core dimensions of diversity. Moreover, Schwind, Das, and Wagar (2007 cited in PanaccioWaxin 2010) also add secondary dimensions of diversity which include education, status, language, income levels, etc. Nevertheless, McMahon (2010), Burgess, French and Strachan (2010, p. 8) argue that diversity itself remains an unclear concept. 2. 2Approaches to Managing Diversity There are many approaches to managing diversity. According to Burgess, French, and Strachan (2010), there are two main approaches to managing diversity, namely ‘productive diversity’ which is based on business case for diversity management and ‘valuing diversity’ which is based on human resource or organisational development approach. However, O’Leary and Weathington (2006) believe that organisations must go beyond the business case for diversity management if they want to use the existing diversity effectively. In addition, according to Das (1998, cited in Panaccio and Waxin 2010), there are 4 steps in managing diversity. They are the identification of current and ideal future state, the analysis of present systems and procedures, the changing of policies, procedures, and practices, and the evaluation of results and follow-up. Furthermore, there are 4 essential features in the third step. They are senior management commitment, establishment of a diversity committee, education and training, and finally wide communication of changes (Das, 1998, cited in Panaccio and Waxin, 2010). Waddel et al (2007) also agree with Das (1998, cited in Panaccio and Waxin, 2010) about senior management commitment as one important element for successful diversity management. 2. 3 Advantages and Disadvantages of Workforce Diversity It is believed that there are many benefits of a diverse workforce. Waddel et al (2007), Panaccio and Waxin (2010) suggest that the advantages of workforce diversity are that it can give better service to diverse customers as well as can provide good image and credibility of the organisation. In addition, differences can also increase productivity, provide a wider range of creativity, facilitate innovation, improve coorperation and enable resolution of problems (O’Leary Weathington, 2006; Waddel et al, 2007; Burgess, French Stratchan, 2010; Panaccio Waxin, 2010). However, it is also found that a diverse workforce can have negative effects on how organisational members interact and perform. For instance, O’Leary and Weathington (2006, p. 3) state that diversity can increase interpersonal conflict, reduce workgroup cohesiveness, have lower levels of commitment and less interpersonal communication, and have fewer innovations. . 4Advantages and Disadvantages of Different Approaches to Managing Diversity Business approach to managing diversity has both benefits and drawbacks. The advantages of business approach are that it can increase productivity and gain competitive advantage, through the utilisation of the different talents and abilities, including skills of diverse individuals (O’ Leary Weathington, 2006; Burgess, French Stratchan, 2010). Another advantage is that it can also result in cost savings (O’ Leary Weathington, 2006). However, as suggested by O’ Leary and Weathington (2006, p. ) business case approach can lead to marginalisation of minority employees hired to represent ‘their’ group to appeal to others of ‘their kind’. This means that business case has limited approach to promoting diversity. Further, Burgess, French and Strachan (2010) add that thebusiness case for managing diversity is acknowledged to offer a narrow approachto achieving equity. Another approach involves the valuing of difference. It is believed that the advantage of this approach is that the acknowledgement of the changes required to cultural, political, and structural system within organizations (Burgess, French Strachan, 2010, p. 2). It means that this approach becomes proactive end of equal opportunit y because it sees differences between people in terms of their treatment and experiences at work based on their social group membership (Burgess, French Strachan, 2010, p. 83). Nevertheless, limitation of using this approach is that any changewill be extremely slow, with no guarantee that the major changes required toworkplace systems can or will actually take place (Burgess, French Strachan, 2010, p. 83). 3Identification and analysis of organization 3. About the 1st organisation The first organisation is Chevron. To be specific, the name is PT. Chevron Pacific Indonesia (CPI). Chevron is a local unit of US energy giant Chevron Corporation. As one of the world’s largest integrated energy companies, Chevron conduct the business all around the globe, including in Indonesia. In fact, Chevron is Indonesia’s largest oil producer. PT. Chevron Pacific Indonesia (CPI) was formerly known as PT. Caltex Pacific Indonesia. Chevron is a major partner in Indonesia’s economy and an active member of the community. Chevron’s operation in Indonesia help make Chevron the largest producer of geothermal energy in the world. As a global energy company, diversity is very important issue in Chevron, including in CPI. In carrying out its business, Chevron is guided by the Chevron way. The Chevron wayexplains who we are, what we do, what we believe and what we plan to accomplish. Itestablishes a common understanding not only for those of us who work here, but for allwho interact with us. According to The Chevron Way (2010), supporting diversity is one of the seven values in Chevron. In fact, the demographic and socio economic changes are effecting diversity management in this company. The change are such as the lengthening of working (age population), the composition of workforce and women in the workforce. Based on The Chevron Way (2010), Chevrongains competitive advantage by giving value and respectingthe uniqueness of individuals and the varied perspectives and talents they provide. In addition, Chevron has an inclusive work environment and actively embrace a diversity of people, ideas, talents and experiences. Diversity and inclusion here mean going beyond acceptance of cultural, ethnic, national and religious differences. Chevron also values and encourages diversity of thought and perspectives. The richness of creative diversity increases the ability to achieve Chevron’s vision, and enhances Chevrons work environment (The Chvron Way, 2010). Therefore, the workforce diversity appears at all levels 3. 2The approaches to managing workforce diversity To manage diversity in general, Chevron uses some approaches. One of the approaches is that Chevron tie managers performance ratings to their hiring of diverse candidates and ensure that our selection teams and candidate slates represent a range of backgrounds including sexual orientation in our nondiscriminatory policies (The Chevron Way, 2010). In addition, Chevron also has project-based and programs such as diversity training, diversity moments, personal diversity action plans and lunch-time diversity learning sessions to ensure that the employees understand our policies and know how inclusion is practiced throughout our company (Chevron, 2007). Being valued for your contribution and treated with respect is an important factor in managing workforce difference in Chevron (The Chevron Way, 2010). Furthermore, in specific case like in CPI, Chevron uses approach that based on Indonesia’s traditional culture, ‘gotong-royong’(meaning offering assistance, sharing burdens and working with others). In this case, the company and its employees have contributed in many ways to education and vocational training, health and human services, and small business and micro-enterprise development (Chevron, 2010) 3. Advantages and disadvantages experienced The benefits experienced by Chevron, including in CPI by using their approaches to managing diversity are numerous. One example is that employee affinity groups have grown rapidly. Approximately 21,000 Chevron employees participate in one or more employeenetworks. These include networks for ethnic minorities, women, the disabled, baby boomers, gays and lesbians, and younger employees. Networks help eliminate barriers, improve communication between employees and cultivate links with the communities where we work. Furthermore, diversity councils exist throughout the company to help promote a work environment in which every employee has the maximum opportunity to contribute to company goals. Several Chevron employees were recognized by the Hispanic Engineer National Achievement Awards Conference for their technical expertise and their community engagement work. The most marketable employees effectively work with people from all walksof life. In this case, inclusion leads to more ideas and better business decisions. When we can attract and retain the best talent, we all benefit by workingwith talented people who are here to stay. When people work well together, it makes for a happier and more productivework environment. Many people find that working in a diverse environment is much more interesting and dynamic because they learn more from people with different perspectives. 4Identification and analysis of organization 2 4. 1 About the 2nd organisation The second organisation is HSBC. It is one of the largest banking and financial services organizations in the world. The HSBC stands for The Hong Kong and Shanghai Banking Corporation Limited, which was named after the founding member and established in 1865 to finance the growing trade between Europe, India and China. The entities, which form the HSBC GROUP, provide a comprehensive range of financial services to personal, commercial, corporate, institutional and investment, and private banking clients. HSBC is a well-known bank around the world, from Asia Pacific, Europe, North America, Latin America, Middle East and Africa. Diversity is a central for HSBC. HSBC believes that employing and managing diverse people give them a more rounded and balanced organization and make them more adaptable to new situations because HSBC is global organization. As a global organization, one of HSBC’s goals in diversity is the need to reach out to all parts of employment and customer markets, existing and potential, for maximum productivity and value. HSBC have a diverse workforce of over 335,000 people and have a diverse customer base of over 100 million. 4. 2 The approaches to managing workforce diversity Dealing with diversity, HSBC manages some approaches in order embed diversity into the values and practices of organization. Some of the approaches are HSBC manage to understand the importance of the each individuals contribution to business success; each individual is a valuable asset for the organization. To deal with the diversity, HSBC also manage their workers to understand the diversity and try to respect it. HSBC maintain to maximizing workers potential and inspiring them. A commitment to diversity helps attract and retain talented staff. HSBC recruit the best people to meet its business priorities and manage the workers to realize their full potential. HSBC focus on the diversity itself in order to discover potential employees and untapped skill. In order to demonstrate their commitment to diversity, HSBC prove it by leadership in words and in actions so that people throughout the organization will be able to learn by example and to understand that it is an integral part of good management practice. By managing diversity through this way, HSBC be able to encourage their workers to give their full potential and inspire their workers in effectively managing diversity, it is all has becomes an advantage for HSBC. Another way HSBC uses to manage diversity effectively is to see the diversity in a positive way as an opportunity to create a better relationship between the employees and customers. By understanding the diversity, HSBC manage their workers to be able to think differently and openly so that they will understand and retain customers. HSBC has to maintain and improve their position in the customers markets that has a lot of different profile and keeps changing; therefore, their understanding of diversity becomes their part of competitive advantage. 4. Advantages and disadvantages experienced HSBC approaches to managing workforce diversity are in many ways. First, HSBC manage to understand individual’s workers contribution and demonstrate their commitment to diversity through proof by leadership. As McMahon (2010, p. 41) suggests, â€Å"organisations can manage diversity effectively by building senior management commitment and accountability with a thorough assessment of the peo ple†. Hence, by using this approach, HSBC will be able to motivate their workers and discover their full potential and also make a good management practice. HSBC has also another approach which tries to manage their workers to accept the workforce diversity and respect. However, in order to give a lesson for their workers to manage the diversity, it may increase in the cost of training. Henry et al (2007,p. 75) states that â€Å"this increase comes from costs associated with seminars, programs and lectures given to promote diversity in the corporation’. So the company should add more cost for the training. The other approach is HSBC try to see the diversity in a positive way. In this case, McMahon (2010, p. 0) believes that â€Å"rather than as threats to overcome, they should be framed as challenges and opportunities†. As it is stated, by seeing the diversity itself in a positive way, it could be an opportunity for the company to be better with their business strategy. Yet, to see the diversity in a positive way sometimes can be hard and may lead to conflicts. Henry and Evans (2007) also mention that in the case of divers ity, conflicts occur mainly because of ignorance. The conflict is between the majority group and minority group. Conflicts always arise whenever there are certain people could not work together in certain situation. The minority groups often feel less valued due to stereotyping, ethnocentrism and prejudice. Nevertheless, Henry et al (2007) believe that creativity and performance can be increased when conflicts can be managed and controlled. 5Conclusions To sum up, managing diversity is an important element of management in today’s organisation as workforce diveristy is one of the primary concern for most of the businesses. Workforce diversity could lead the company into chaos. However, if the company is able to manage it with good approaches, it could be a competitive advantage for the company. There are some approaches that the company use to manage the diversity in their workplace, as it is stated on the research part, Chevron and HSBC manage their workforce diversity with different approaches. Chevron manage to hire a differ candidates for their manager team, and in addition, Chevron also has project-based and programs such as diversity training, diversity moments, personal diversity action plans and lunch-time diversity learning sessions. HSBC manage their diversity with understanding the diversity itself and see it in a positive way. Like Chevron, HSBC also hires differ workers and manage to understand the importance of each individual’s contribution. There are some advantages that both organizations experienced such as an increase in their productivity, maximizing their workers potential, and employee affinity groups have grown rapidly. However there are also some disadvantages such as an increase in the cost of training, a conflict between a major and minor group, and also a tense working environment between their workers. In other words, managing workforce diversity can be done by using some difference approaches, yet there are also advantages and disadvantages in each approach. Therefore, in order to gain benefits from the diversity, every organization has to manage it effectively. Reference List Burgess, J ,French, E Strachan, G 2010, ‘The Diversity Management Approach to Equal Employment Opportunity in Australian Organisations’, The Economic and Labour Relations Review, vol. 20, no. 1, pp. 77 – 92. Chevron 007, Safety Moment, Diversity Info, retrieved 4 December 2010, Chevron 2010, Indonesia Fact Sheet, Chevron in Indonesia, retrieved 4 December 2010, Henry, et al 2007, ‘Critical Review of Literature on Workforce Diveristy’, Full Length Research Paper, p. 72-76. HSBC 2010, HSBC Diversity, HSBC holdings plc-2010, retrieved 18 December 2010, HSBC 2010, About HSBC, HSBC holdings plc-2010, retrieved 18 December 2010, McMahon, AM 2010, ‘Does Workplace Diversity Ma tter? A Survey of Empirical Studies on Diversity and Firm Performance 2000-09’, Journal of Diversity Management, Second Quarter, vol. 5, no. 2, pp. 37 – 48. O’Leary, BJ Weathington, BL 2006, ‘Beyond the Business Case for Diversity in Organisations’, Employee Responsibilities and Rights Journal, Dec, vol. 18, no. 4, pp 1 – 10. Panaccio, A-J , Waxin, M-F 2010, ‘HRM Case Study: Diversity Management: Facilitating Diversity Through The Recruitment, Selection and Integration of Diverse Employees in A Quebec bank’, Journal of the International Academy for Case Studies, vol. 16, no. 4, pp. 53 – 66. The Chevron Way 2010, Diversity, Chevron Human Energy, retrieved 4 December 2010, Waddel, Devine, Jones and George, 2007, Contemporary Management, Mc Graw-Hill, Australia

Reasons For the failure of disarmament Essay Example

Reasons For the failure of disarmament Essay Do you agree ? Agree that disarmament failed mainly due to the role of America . One of the aims of the League Of Nations (LOON) was to promote disarmament to ensure world peace e. Unfortunately , the US did not join the LOON due to its policy of isolationism . This was a big bal owe to the League which was deprived of the strongest country at that point of time . The us without US , the league was unable to carry out their economic sanctions successfully. In a edition , it had no Amy to carry out military sanctions . Thus although the LOON advocated cool active security, most nations were unwilling to put their national security under the LOON . In f act, Britain and France saw the LOON as a platform to discuss things and did not take things SE rigorously . Therefore the countries had no faith in disarmament and it failed. However there are other reasons for the failure of disarmament . Selfish nation ins that seek to protect their own individual security also led to the failure of disarmament . B retain and France had a huge empire to defend and thus could not afford to disarm , they also f let threatened by unionism Russia and were wary of Germany and Italy becoming a potential threat in Europe. Japan also needed to arm herself to defend against European land grab bibbing Specific . We will write a custom essay sample on Reasons For the failure of disarmament specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Reasons For the failure of disarmament specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Reasons For the failure of disarmament specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Another reason for the failure of disarmament is that ambitious and aggressive eve nations like Japan , Italy were unwilling to disarm because of their desire to expand their e empire and include more territories for various reasons Germany felt that the treaty of v resales had unfairly stripped her of much.

Human Relations Movement Essay Example

Human Relations Movement Essay Example Human Relations Movement Essay Human Relations Movement Essay The main concern of this assignment is the human relations movement and how it eradicated the influence of the classical and scientific management in the industry today. This approach raises some important questions about what are the keys function of the classical-scientific management theory, and the contrast of the worker in the classical-scientific and behavioral management. Some additional points need to be considered such as the Hawthorne studies and also the most important aspect covered is the Industrial Revolution that had the biggest influence on management. The Industrial Revolution in the eighteenth century led to a widespread growth of machinery and mass production throughout England and later in Europe and the United States. During this era, there was a change in the scale and method of production, along with logistical problems facing businesses, forcing them to adopt more systematic approaches to management. From this came firstly the scientific approach to managing production processed and later the evolution of the behavioral approach to management. The roots of modern management lie within a group of practitioners and writers who gave their contributions to management. One of the most representatives of the classical era is Henri Fayol who spend most of the time working as a mining engineer but also later on, developing management theories. Fayol developed the first, widely accepted definition of management. â€Å"To manage is to forecast and to plan, to organize, to command, to co-ordinate and to control† (Henry Fayol, 1916). The definition of management did not remain unchanged and other scientists developed new points of view regarding what is management. The year that the modern management theory was born was 1911. This year was the year that Frederick Winslow Taylor which is known as the father of scientific management, published the book â€Å"Principles of Scientific Management†, where it was described the theory of scientific management which is the use of the scientific method to define the one best way for a job to be done. Taylor wanted to create a mental revolution among the workers and management by defining clear guidelines for improving production efficiency. Taylor states that the role of managers is to plan and control, and that of workers to perform within the instruction. Taylor’s most prominent disciples were Frank and Lillian Gilbreth. Frank was a construction contractor, while Lillian was a psychologist. Studying work arrangements helped to eliminate wasteful hand-and-body motions, also experimented in the design and use of proper tools and equipment for optimizing work performance. Another associate of Taylor was an engineer named Henry L. Gantt who extended some of Taylor’s original ideas and added some new ones. For example, Gantt devised an incentive system that gave workers a noun for completing for completing the job in less time that allowed standard. Gantt is most noted for creating a graphic bar chart that could be used by managers as a scheduling device for planning and controlling work. Fayol wrote during the same time as Taylor, but the attention was directed at the activities of all managers, and wrote from personal experience. Fayol argued that management was an activity common to all human undertaking in business, in government, and even at home. Max Weber was a German sociologist that developed a theory of authority structure and described organizational activity on the basis of authority relations. Weber recognized that this ideal bureaucracy didn’t exist in reality, but that it represented a selective reconstruction of the real world and this was a response to the abuses that were within organizations. Weber believed that this model could remove the ambiguity, inefficiencies and patronage that characterized most organizations at that time. Many of the components of Weber’s bureaucracy are still inherent in large organizations today. The fundamental premise of classical-scientific management theory is that there is only â€Å"one best way of doing things†. Early advocates of this theory argued that it is the fundamental job of managers to establish the tasks of workers in order to maximize productivity. Classical-scientific management is associated with jobs specialization, division of labor, centralized power as well as a hierarchical organizational structure. Managers must determine the businesses objectives, formulate strategies to meet these objectives, and put together the resources, policies and procedures needed to meet the goal of the business. The classical view treated organizations and people as machines where the managers were the engineers. The human resources approach offered managers solutions for lessening this alienation and for improving worker productivity. Humanizing the workplace had become congruent with society’s concerns at the time. Behavioral science and the study of organizational behavior emerged in the 1950 and 1960. It focused on applying conceptual and analytical tools to the problem of understanding and predicting behavior in the workplace. However, the study of behavioral science and organizational behavior was also result of criticism of the human relation approach as simplistic and manipulative in its assumptions about the relationship between worker attitudes and productivity. The behavioral management theory supports concepts of motivation, leadership and group dynamics. Theorists believed that workers are able to undertake basic tasks without strict supervision and frequent instruction, allowing for businesses to operate with fewer managers, hence a flatter organizational structure and a wider span of control. Cohesive workplace teams emphasize the importance of working together in a cooperative and coordinated fashion. Concepts of group dynamics promote cooperation and improve employee moral. Better decisions and more innovative ideas can result from team work. Team work can increase performance by workers combining ideas to create synergy. The human relations movement was spearheaded by Elton Mayo and his associates in the 1920 and 1930s. It clashed directly with Taylor’s theories. Managers, found Mayo, should not only look at finding the best techniques and methods to improve output, but should also look at human affairs. While Scientific Management looked at technology and processes, Mayo found that the real key to high productivity lies within the people and groups in the organization. Effective organizations, the Human Relations Movement found, develop around the employees, looking primarily at human feelings and attitudes. Cooperative goal setting and personal growth and development are the key to effective businesses, determined Mayo. The struggle between Scientific Management and the Human Relations Movement are very much about management, leadership and what is more important between production and people. The most important contribution to the human resources approach to management are the Hawthorne studies which are a series of studies during the 1920’s and 1930’s as an attempt to determine the effects of lighting on worker productivity, that provided new insights into group norms and behaviors. When those experiments showed no clear correlation between light level and productivity the experiments then started looking at other factors. Working with a group of women, the experimenters made a number of changes, rest breaks, no rest breaks, free meals, no free meals, more hours in the work-day / work-week, fewer hours in the work-day / work-week. Their productivity went up at each change. Finally the women were put back to their original hours and conditions, and they set a productivity record. This strongly disproved Taylors beliefs in three ways. First, the experimenters determined that the women had become a team and that the social dynamics of the team were a stronger force on productivity than doing things the one best way. Second, the women would vary their work methods to avoid boredom without harming overall productivity. Finally the group was not strongly supervised by management, but instead had a great deal of freedom. These results made it clear that the group dynamics and social makeup of an organization were an extremely important force either for or against higher productivity. This caused the call for greater participation for the workers, greater trust and openness in the working environment and a greater attention to teams and groups in the work place. Under this theory, it is recognised that what works well in one circumstance or situation may be inappropriate or ineffective in another. This means management styles must depend on the particular circumstance requiring managers to be flexible and have the ability to adapt to today’s dynamic business environment. This model serves to intregrate characteristics from another management theories much as behavioural management theory and the classical-scientific management theory. For example, leadership style of classical-scientific management theory would be appropriate when immediate decisions need to be made under pressure. Managers of the twenty-first century recognise that universal guidelines can be ineffective and do not fit every organisation. In today’s society, organisations and their environments are not as stable and simple as they were in previous years. It is clear that modern organizations are strongly influenced by the theories of Taylor, Mayo, Weber and Fayol. Their precepts have become such a strong part of modern management that it is difficult to belive that these concepts were original and new at some point in history. However, the behavioral management also contribiuted to the Industrial Revolution and it has the biggest influence within the companies of twenty-first century. References: Sheldrake, J. (2003) Management Theory 2nd Edition. Thomson Learning, London. British Medical Journal London – Human Relations in Industry Management Thought www. referenceforbusiness. com The Human Relations Movement www. odportal. com Number of words 1480

To do so requires a certain synergy between strategy and innovation Essay

To do so requires a certain synergy between strategy and innovation. Clarify the link between 'strategy' and 'innovation'. Also explain how a proper balance can be achieved between strategy and innovation - Essay Example This can also be considered as the prime barrier to sustainable value differentiation. This is also one of the prime objective as well as observation point of the current research study. Literature on innovation has claimed that innovation can be considered as one of the crucial success for the survival and growth of any firm. It has also been proportionally related to sustainable and competitive advantage to any company. Despite the presence of various definition and concepts on innovation, researchers have not been able to conclude one single definition for innovation. According to Vyas (2009), five different expression of innovation can be represented as follows; According to Therrien, et al. (2011), innovation can be described as a complex procedure related to processes and production functions. Here, companies try to build and acquire unique technological, strategic and marketing competence. These competencies can be acquired through resources and capabilities possessed by the organisation. Another important factor is transformation of these resources into distinctive innovation by innovation capabilities. At an organisational level, innovation represents the propensity and receptivity of the firm to establish and create new ideas leading to development as well as launch of new services and products. According to OECD and Eurostat (2005), Innovation is described as â€Å"implementation of a new or significantly improved product (good or service), process, a new marketing technique or a new organisational method in business practice, workplace organisation or external relations.† From the above definition it is clear that innovation in this contemporary business and economic environment is not confined to a simple change in the service or product or brand extension to a new market, but can spread across various facets of an organisation including operations, logistics, planning

ARNP Project Last Wk Essay Example | Topics and Well Written Essays - 250 words

ARNP Project Last Wk - Essay Example From the diagram, it would be noted that for ARNP to effectively market its services to Gen Y, it first has to review its goals and plans for the organization at large and the Gen Y to be specific. After this, the need to undertake external analysis on the Gen Y segment to come to terms with major demographic variables that pertains to the people. After this, an internal analysis will be needed to be sure if the organization has adequately put its house in ready to accommodate new customers that will be coming in. the internal analysis is often translated by a SWOT assessment, based on which strategies and objectives for the Gen Y group will be developed. The final stage will require the development and implementation of an action plan. Because ARNP is in the health sector, its action plan must focus on how the organization can present differentiated services to the Gen Y so that members within the Gen Y population would choose ARNP over other competitors for the mere fact that ARNP has different services that the others cannot