Leadership and time management skills.

Leadership and time management skills. Leadership is defined as the to make people understand to gain certain course, and also the leader must follow the same power of mind. Leader ship is not an authority of an organization but its a strange strength personality which attracts the ordinary person. Personal and professional skills for a successful Manager/Leader:- Time Management Running meetings Making presentation Stress Management Time management :- It is consider as one of the most important skill under the mangers requirement. A proverb has been said Once the time has gone it never comes again. In this fast moving world time is precious and its been consider as money so time should be utilize in a proper way. The main features of the time management are to organize the work in a proper way and in a proper time, handling the meeting in a specific time period, to utilize the free time. In this business world everyone is concerned about the time management to achieve their success. The time frame which is available in this world for each person is 24 hours. Thus it is not possible for every individual to achieve their goal in the specific time period if its not been managed properly. Components of Time Management are as follow:- The leader/manager should set their priorities as per the time frame and should try to achieve their goal in a specific time with proper monitoring and feedback. Prioritize goal according to their importance. An time log of daily/weekly basis should be made to utilize time effectively Leader/Manger should give motivate and should give guidance to their staff to develop and to achieve goals. Running meetings :- Meeting lead to achieve the goal effectively probably meeting can be successful one or unsuccessful one. While running the meeting all the features are been consider so that the meeting will not be unsuccessful one. The agenda of the meeting should be clear. In which the meeting timing, points to be discussed, last meeting discussion and also the concerned person to carry out meeting should be mentioned properly. The important factor for the meeting is the time .It is necessary to mention the ending and the starting time of the meeting. A proper planning may lead to success of the meeting. For a successful meeting environmental condition should be nice enough. Such as, location, room and the availability of the equipment to carry out the meeting. It is a duty of a manager to maintain a quorum .And to consider the points discussion for the meeting by the subordinates. At the end of the meeting the points discussed by the subordinate should be ensure to all the members and the summary of meeting should be circulated to all the members. Making Presentation_:- It is pattern to shown or present the data in front of audience .presentation should consist of appropriate information related data and should be provided in an under stable language . The manager should be actively take part in the meeting and should be confident enough to carry out the meeting. The meeting starting and ending time should be considered by the manager while running the meeting. The physical presentation by the manger should be good enough he/she should dress them self properly and should be confident to carry out the meeting. While carrying out the meeting manager should make an eye contact with the members and should ask the questions if necessary. To make the meeting interesting it should be more of visuals either than the lectures so the members will not get bored of the meeting. Stress management:- It plays a vital role in the life of the mangers. Its normally been distinguish in two types it is personal and professional. The personal is been related to money problem, sickness, family problems etc while the professional will be the completion, business problems, large workload. To get release with the stress manger should follow the following steps:- He should identify the problem is it a professional or personal stress. A proper solution should be made to reduce the stress. Normally the main reason of the stress is time .If the time is managed by anyone he/she can reduces stress in a proper way. Regular exercise ,yoga, and meditation also help to reduce the stress and increases energy and strength In managers time log there should be some time for his hobbies or for the favorite thing to carry out so that he will be fresh to perform his task. Proper planning should be there for the task which is not the simple. So by the study of it proper notes, remark should be made to reduce stress. Thus by achieving these steps manger can reduce the stress and can achieve its goal in a proper plan time which can leads to an organisation profit. Task 2 (1.1b) The leader /manager have to know himself first mostly in terms of his weakness and the strength to perform the work in the proper way. Following are the practical methods of skills for developing or improving are as follow. Proper time frame should be made to carry out work efficiently in a proper and organized way. By these it become easily t carry out or too run the meetings easily and effectively. With the help of logs like daily and weekly it become easy to identify the problems or the jobs which was carried out and with the help of logs it can be sorted out easily. Proper planning should be there to carry out work easily so that the stress will be get reduced .Normally work is been carried out as per the as per the indivivals satisfaction. Proper planning or using of phone calls or the internet should be specific so that there will be no delay for the work. Proper backup or the files should be saved in a computer data as if it becomes easy to sort out the problems. Outcome 2 Task 3 (1.2a) By personal development it makes us understand to know our strength and weakness. As most of the people are unaware about their sturdy and fragile areas. Due to which the work get spoiled and do not get completed properly. So thats why the term personal skill audit is been used in management studies so that the employee will able to know their weakness and strength so that he can able to overcome with it easily. Due to which it become easy for the organisation to complete its goal. After having a study Advanced Professional Development I came to know that I am pragmatist. My Strength is as follow:- I like to know about the recent things happening around me relates to books and technologies. Most of the times I try to make out some new ideas from the job to make it easy. I make my plan for each work and try to make most of it to complete it. I utilize the option available to me. Most of the time I like to work independently to complete any task. My weakness is prescribed below:- I am very eager to complete the task without considering caution. Most of the time the group task is not performed by me because I try to dominate others. Without involving other people I like to do my work. I try to keep control on other because of which it may underestimate others. With the help of my strength it becomes easy to do work in a proper way. Gathering the information may help to complete the task. With the help of these it become easy to perform or to run the meeting easily. Also proper arrangement of agenda which includes the figures and facts help to make meeting successful. And also some time working alone or to perform the work help me to complete it properly as I dont have to rely on other to complete my work or task. As without considering the caution may leads to crash the task. Because of these act normally it direct me to the way of failure. Due to independent working stress and the mental pressure get increase because of which leads to work failure. Because of underestimating other people by me lead to differences between family, subordinates with me. These differences may cause nervousness, stress to mental condition. Due to which it take directly to the way of failure. After knowing to my weakness and strengths, I will try to overcome with it with the help of four skills which can also reduce the individual and proficient efficiency. I will plan my work in a proper way to compete it. Also I will persistence to my work or task and will study it properly to overcome it. And also I will frame out the related caution which may arise so thats I can overcome it. By utilizing strength I can achieve the goals successfully to hike the company in the right direction Outcome 3 Task 4 (1.3a) Before to be linked with the Personal Development Plan, I have constructed SMART and SWORT analysis to identify my objectives in life and to know my strength and weakness which will help me out to achieve my MBA and to be a successful manager in future. SMART -: It stands for S-Specific, M- Measurable, A-Achievable, R-Relevant and T-Time. Considering these all things I have set my goals for future. Specific-: To gain and implement four skills they are Time Management, Running Meetings, and Making Presentation, Stress Management which will help me out to complete my MBA. Measurable-: To complete the assignment successfully in APD/MBA. Achievable-: To complete and submit the assignment successfully in a specific time period and to get passes through it. Relevant-: As I have gained a perfect group of teachers because of which I have 100% interest and commitment for my subject which aim to concentrate and to put my efforts to achieve my goal. Time-Bound-: To obtain MBA degree by the end of March 2011. SWOT ANALYSIS Strengths-: I try to find out more options To disclose the facts I use my detective skills I am eager to find and implement the ideas, techniques and theories. I perform the work well when I am independent. I set the goal and act to meet them I take my opportunities for experiment I am good to gather the information from the entire source available I am good in performing oral presentation which holds the attention of the audience. Weaknesses-: I proceed without caution I underestimate personal feelings I require full control I am impatient I dominate task which is given to others I like to do work/task alone I am not good in making logical disputes for the essay format I am not good in presenting the assignments professionally I am not good in evaluating the progress of any work. Opportunities-: Facilities which are available from our college -Live campus update, advanced technology for teaching like Smart Board, computers,projectors,library with all the books and facilities, the best teachers/staff. Special service for the student that is tutorial service in which we can interact our problems with the tutor. Performing practical workshops by our lecturer Mrs. Ginny Cox at our College. Through workshop it makes us easy to perform and practice our skills Threats-: Problems evaluating like login for live campus and collage computer systems Cannot take books outside the library Time consuming student services token system and limited time period for tutor service Because of newcomers and unprepared members in the group lecture cant able to concentrate on the workshops properly. Workshop cannot be get completed in time Professional Development Plan-: Learning and development need Weaknesses to be overcome and strengths to assist the outcome Learning actions to be taken including resources needed to achieve them Monitoring and feedback point Time frame for success Time management Weaknesses-: Have to wait for the last moment Always work alone To keep reminder or alarm for the deadline To do split up the small task and the large task first and then to do the important one. To decide and frame out the deadline and important dates. To record the summary at the end of the day To study and implement on daily action plan. To study and get on to the result time period of two months is needed. Strengths-: To perform the work on time Working hard for the work Proper planning and techniques can avoid wastage of time. It is hard to meet time constraint by working out daily. Approximately 1 month Running meetings Weaknesses-: Do not practice before performing Do not consider other people effectively Have to be prepare by own first before discussing the matter and implementing the decision assigned to him. To check the others works and allocate work to them. To take the survey in between and to ensure the progress of the work interval check is required. Up till the proper decision is implemented Strengths-: Able to make own decision Able to make control on others To set the goals and try to achieve them To stuck up with the decision and make a use of an employee to achieve the target. Through financial reports, sales reports and annual reports of an company In an interval of 3, 6, 9, 12 months. Making presentations Weaknesses-: Always in hurry Underestimate personal feelings To communicate properly To explain the topic rather than continuity of speech To take the survey in between and to ensure the progress of the work interval check is required. While presentation Strength-: Good speaker To find the facts by using detective skills Proper use of multimedia and PowerPoint in the presentation and getting the feedback from the subordinates/colleagues Through financial reports, sales reports and annual reports of an company After 1 month of presentation Stress management Weaknesses-: Always in hurry Wants the result instantly acts without caution Internal cure Taking break from work and assigning the work to subordinates/colleagues Mental stress progress continuously Strength-: Without depending on others for the work Utilizing essential and useful techniques to do task. Proper planning techniques make it easy to do work Mental stress programs continuously Task 5 (1.3b) Monitoring and feedback- As per the condition changes in the plan is been made to complete the work these skills is been effectively monitored and the feedback is been carried out to achieve the outcome. The confirmation of these monitoring and feedback is represented below. TIME MANAGEMENT-: In the starting weeks of the lecture I was asked to fill the daily/weekly time log table as during which we dint had any assignment to do so I used to utilize my time like with the friends, internet, gaming, watching TV, listening music (please see appendix 1).As after certain weeks I adjusted my time log table because of the assignments and exam were coming closure to submit and write it so using time log I planned my time properly. Also by comparing with the past time log table I come to know what mistakes I have made and how I can make a change in it.Therfore considering the sitivation I have made changes in my study hours which will be helpful for me to prepare for exam and assignment were as I have reduced my hours from the TV and music section to utilize them for studies. (Please see appendix 2).These time log I have done to do the things at time considering their priorities instead of leaving them at the end. Thus with the help of these I will be able to complete my work in ti me as if effective time management. MAKING PRESENTATION As in the lectures we had a presentation in which I had performed one presentation as a workshop in which I was making a mistakes continuously like less speech volume, repeating of the words or the mixture of the words which was not proper enough. After few days I had a presentation for the work shop for which I performed it quite well and I got a very positive results from my friends and teachers. For this presentation I had a very good preparation like to understand the subject pre-planned the matter and performed it at home and recorded it then I saw the mistakes and tried to overcome it. My main intention was to make a good presentation which should be liked by everyone. Thus after these I had many presentation and the results very quite well enough. Thus from these I have secured very good skill. Task 6 (1.3c) Conclusion Thus after completion of these task I came to know about my learning style due to which my strength and weakness is been easily identified though which it is possible for me to work out on any task easily. Also the four skills play a vital role with the help of which it may leads to a successful and good manger. As it is a part of Master of Business studies it shows the importance of time management, preparation of successful meetings which may be helpful as a part of life. Thus though these assignment I have learned also the thing that to respect the others ideas and views and use them effectively for the task which may reduce the stress.

Discursive essay on abortion Essay

Abortion is an issue that people have been questioning for generations. It is often a very hard personal decision to make; you must consider all sides of the issue. Abortion is the removal of a foetus before it has been born. Some call this murder; others say it is a matter of personal rights. Here I will explore all the arguments for abortion, leaving you to make this decision for yourself. Many women have abortions for many different reasons. Some because they feel they are too young, they do not want to have a child, or because they were raped. They may feel a child will restrict their ability to live their lives to the fullest at a younger age or simply because they cannot afford one. There are many reasons that a woman may choose to terminate her pregnancy each different from the next. She might not want to be a single parent, she doesn’t want to marry her partner, he can’t or won’t marry, or she isn’t in a relationship. She might not want anyone to know she has had sex or is pregnant due to family reasons or embarrassment. Or the most logical reason- she or the foetus has a health problem. Abortion ends a pregnancy before birth takes place. When an embryo or foetus dies in the womb and is expelled by the body, it is called a spontaneous abortion (miscarriage) and is natural and unpreventable. To end pregnancy voluntarily, is an induced a bortion. When a foetus is dead at birth, it is called a stillbirth. More than 90% of all abortions are performed during the first three months of pregnancy. In fact, more than half are performed within the first two months. These abortions are usually performed at a hospital or abortion clinic, and the women go home an hour or so later. Abortion in the last three months of pregnancy is extremely rare but still do take place. Only about 1 out of 10,000 abortions take place after 24 weeks. These are the most complicated and are performed only when the pregnancy seriously threatens a woman’s health or life or when the foetus is severely deformed. Most women who have abortions are under 25 years old and unmarried. Divorced women and women with financial difficulties are more likely to choose abortion than any other women. Nearly one-third are in school. After abortion most women will feel a brief sadness or other negative feeling but recover very quickly. These problems, if prolonged, are often called â€Å"post-abortion syndrome†. Abortion is a very grave sin in the Catholic Church unless the woman’s life is in danger. The fifth commandment states † thou shall not kill.† Catholics have said: ‘Human life is sacred because from its beginning it involves the creative action of God. God alone is the Lord of life from its beginning until its end, no one can under any circumstance claim for himself the right directly to destroy an innocent human being.’ And ‘Do not slay the innocent and the righteous.’ The deliberate murder of an innocent person is gravely wrong to the dignity of the human being, to the golden rule and to the Creator, say the Catholic Church. Pro-life groups say that abortion is deliberate murder, even though the foetus is unborn. They believe that as the foetus is living, it has rights and therefore abortion qualifies as a killing. They say that if the woman did not want to have a child, she should not have had unprotected sex and so it is her own fault and she must bear the brunt of it. If your mother had decided to abort, you would not be here now. But pro-choice groups say that just because the woman got pregnant by mistake or without realising the consequences does not mean that she should give birth to a child that she is unready or unwilling for. This applies most profoundly in the case of teenage pregnancies, as 1/3 of women choosing to have abortion are still in school. They say that having a child could drastic decrease the woman’s quality of life, especially if she is financially insecure. In the year 2000, 1.3 million abortions took place. If it was made illegal, the world’s population would be increasing at an even higher rate than it is now. Many people also say that since the foetus is incapable of self-conscious thought it is not yet a person, and so the rights given to people do not apply to it. Another pro-choice argument is that legalizing abortions has eliminated many illegal abortions performed by unskilled practitioners under unsanitary conditions. These abortions often caused death and permanent reproductive  injuries. Abortion on demand also prevents unwanted births, possibly lowering infant and child abuse and neglect rates.

Long-Form Possessive Adjectives in Spanish

Possessive adjectives in Spanish, like those of English, are a way of indicating who owns or is in possession of something. Their use is straightforward, although they, like other adjectives, must match the nouns they modify in both number (singular or plural) and gender. Using the Long Form Unlike English, Spanish has two forms of possessive adjectives, a short form that is used before nouns, and a long form that is used after nouns. Here we focus on the long-form possessive adjectives with examples of usage and possible translations of each example: mà ­o, mà ­a, mà ­os, mà ­as — my, of mine — Son libros mà ­os. (They are my books. They are books of mine.)tuyo, tuya, tuyos, tuyas — your (singular familiar), of yours — Prefiero la casa tuya. (I prefer your house. I prefer the house of yours.) These forms are used even in areas where vos is common, such as Argentina and parts of Central America.suyo, suya, suyos, suyas — your (singular or plural formal), its, his, her, their, of yours, of his, of hers, of theirs — Voy a la oficina suya. (I am going to his/her/your/their office. I am going to the office of his/hers/yours/theirs.)nuestro, nuestra, nuestros, nuestras — our, of ours — Es un coche nuestro. (It is our car. It is a car of ours.)vuestro, vuestra, vuestros, vuestras — your (plural familiar), of yours —  ¿Dà ³nde està ¡n los hijos vuestros? (Where are your children? Where are the children of yours?) As you may have noticed, the short form and long forms of nuestro and vuestro and related pronouns are identical. They differ only as to whether they are used before or after the noun. Owner Irrelevant in Determining Gender In terms of number and gender, changed forms are with the nouns they modify, not with the person(s) who own or possess the object. Thus, a masculine object uses a masculine modifier regardless of whether it is owned by a male or female. Es un amigo tuyo. (He is a friend of yours.)Es una amiga tuya. (She is a friend of yours.)Son unos amigos tuyos. (They are some friends of yours.)Son unas amigas tuyas. (They are some friends of yours.) If youve already studied possessive pronouns, you may have noticed that they are identical with the possessive adjectives listed above. In fact, some grammarians consider the possessive adjectives to be a type of pronoun. Regional Variations in Use of Possessive Adjectives Suyo and the related forms (such as suyas) tend to be used in opposite ways in Spain and Latin America: In Spain, unless the context is clear otherwise, speakers tend to assume that suyo refers to possession by someone other than the person spoken to — in other words, suyo tends to function as a third-person adjective. If you need to refer to something possessed by the person spoken to, you can use de usted or de ustedes.In Latin America, on the other hand, speakers assume that suyo refers to something possessed by the person spoken to. If you need to refer to something possessed by a third party, you can use de à ©l (of his), de ella (of hers), or de ellos/ellas (of theirs). Also, in Latin America nuestro (and related forms such as nuestras) coming after a noun is uncommon for saying of ours. It is more common to use de nosotros or de nosotras. Long or Short Possessive Adjectives? Generally, there is no significant difference in meaning between the long and short forms possessive adjectives. Most often, youd use the long form as the equivalent of of mine, of yours, etc., in English. The short form is more common, and in some cases, the long form can be somewhat awkward or have a slight literary flavor. One use of the long form is in short questions:  ¿Es tuyo? (Is it yours?) In these simple questions, the form of the possessive depends on the gender of the unstated noun. For example,  ¿Es tuyo? could mean Is it your car? because coche (the word for car) is masculine, while  ¿Son tuyas? might mean Are they your flowers? because flor (the word for flower) is feminine. Key Takeaways Spanish has two types of possessive adjectives: short-form possessives, which go before the noun they refer to, and long-form possessives, which go afterward.There is no difference in meaning between the two forms of possessives, although the short term is used more often.Suyo is often understood differently in Spain than it is in Latin America.

Short Story - 1452 Words

Harry cracked open one eye as he heard the bathroom door creak open. There was a brief paused before the door slammed shut. Harry sighed and sat up. He shook his head slightly shaking the water droplets off before he slid the glass door open and peeked out of the shower. Louis stood in the middle of the bathroom holding a fuzzy white towel. He wore only a pair of shorts. Harry frowned. It was morning, Louis knew that Harry took his baths in the morning. He would usually take a short bath then go and shower. â€Å"Im in the shower Louis.† Harry sighed. He tucked his head back in the shower and sunk back in the bath. There was a soft patter against the tile floor. Harry groaned and peeked out again. This time Louis had gotten closer. He†¦show more content†¦The tub was plenty big enough for the both of them to sit comfortably but Louis chose to sit far away from Harry and sink down, hiding his body in the bubbles. â€Å"You gonna sit way over there?† Harry held his arms open for the omega to come closer. Louis hesitated for a second before scurrying over to Harry. He happily pushed himself onto the alpha resting his head on Harrys bare chest. â€Å"You are warm.† Harry mumbled. He pressed the back of his hand against Louis’s forehead feeling the temperature. Louis groaned and shook his head making Harry love his hand away. â€Å"My head hurts.† Louis sighed. â€Å"Thats what happens when you drink.† Harry chuckled slightly. Louis shrugged and slumped down pressing himself against the alpha. â€Å"Do ya’ still like me?† Louis asked. Harry shot back a confused look. â€Å"Cause I drank, it’s bad.† Harry sighed and pulled Louis up so he could see the boys eyes better. He began to understand what Louis probably meant. Sterling must have drank in the past and Louis figured it was bad since Sterling did it. Harry sighed and shook his head. â€Å"It’s not bad if it’s in moderation, you just drank too much. Just a glass or two is fine.† Louis nodded happily and laid back down on Harrys warm chest. He wrapped one arm around the alphas broad shoulders to hold himself up. The boy was still for a moment before Harry felt something prick against his neck. He froze then began to smile to himself. Louis was giving him kisses againShow MoreRelatedshort story1018 Words   |  5 Pagesï » ¿Short Stories:  Ã‚  Characteristics †¢Short  - Can usually be read in one sitting. †¢Concise:  Ã‚  Information offered in the story is relevant to the tale being told.  Ã‚  This is unlike a novel, where the story can diverge from the main plot †¢Usually tries to leave behind a  single impression  or effect.  Ã‚  Usually, though not always built around one character, place, idea, or act. †¢Because they are concise, writers depend on the reader bringing  personal experiences  and  prior knowledge  to the story. Four MajorRead MoreThe Short Stories Ideas For Writing A Short Story Essay1097 Words   |  5 Pageswriting a short story. Many a time, writers run out of these short story ideas upon exhausting their sources of short story ideas. 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These language and sound devices create a stronger image of the scenario or the characters within the text, which contribute to the overall pre-designed effect.As it is shown in the metaphor lipstick bleeding gently in CinnamonRead MoreRacism in the Short Stor ies1837 Words   |  7 PagesOften we read stories that tell stories of mixing the grouping may not always be what is legal or what people consider moral at the time. The things that you can learn from someone who is not like you is amazing if people took the time to consider this before judging someone the world as we know it would be a completely different place. The notion to overlook someone because they are not the same race, gender, creed, religion seems to be the way of the world for a long time. 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This story would be considered a gothic short story because of its use of setting, theme, symbolism, and literary devices used to portray the horror of a missing six-year-old girl. Plot is the literal chronological development of the story, the sequence of events

Privacy Is Not The State Or Condition Of Being Free

Privacy means the state or condition of being free from being observed or disturbed by other people. Privacy is something that we all take for granted because we don’t know how to live our lives without it and in most cases we never have, well not like in the 1984 and The Circle. Without privacy, people would not be comfortable doing most of the things that they do on a daily basis. If we were being watched and listen to day in and day out then we would be living like prisoners. We would be limited to what we say, who we talk to, and sometimes even who we date. When there is privacy in relationships, it gives it a greater bond and makes those people closer to each other. Whether its two best friends gossiping or two lovers getting†¦show more content†¦Because, of the telescreens, they had to be stealthy in saying what they had to do. With the thought police, telescreens, and anyone else that could not be trusted roaming everywhere, it was tough. Orwell tells us how mu ch the price of privacy is worth and is sacrificed for when Julia and Winston betray each other at the end. Orwell sends many messages through out the whole story. First, it is valid evidence that without privacy, people have to follow the rules of which the government enforces upon them. Every government has their set of rules, but without privacy, the government is full of control in what it enforces and what you think. On a social and personal level, we see that Julia and Winston have to secretly have their relationship. This lead to them eventually rebel and get caught in the story. Orwell is warning us that a relationship is build upon trust and privacy. If we can’t speak our minds on just normal stuff to a single individual or may be a group; then their is a issue. This issue can affect the quality of the relationship. One may not be comfortable or even trust the other party due to the lack of privacy, and whats a friendship without privacy? But, the bottom line main th ought of what can happen if the government does not give us privacy. We see the consequences in the story â€Å"The Circle†, and realistically speaking, in modern day society. We have

Organizational Design Behavior Free Essays

If the organizational structure is meant to reflect it’s situation, the Limora Hospital and the Community Health Centre’s (LCHC) structures do not do this. The current structure does not reflect the complexity, dynamics, or the environment. There appears to be little consideration given to parameters of design. We will write a custom essay sample on Organizational Design Behavior or any similar topic only for you Order Now Organizational design is used to maneuver a series of criterion that determine the division of labor and coordination. The Limora Hospital and the LCHC have weaknesses in their design concerning the decision making system, the lateral connections between the superstructure, the format of the subunits and the individual job positions. These are integral parts of the structure and seem to be a weakness at both facilities. I would describe the structure of the LCHC as almost non-existent. Although the case study doesn’t provide a lot of information about the actual parts of the for Limora Hospital or the LCHC, it does appear to be somewhat better at the Hospital then at the LCHC. As an initial step, it would help to combine some areas of the two facilities and better utilize its technostructure, support staff and operating core. The strategic apex is weak with no consistent, committed leadership or administration. There is confusion about the Bishop’s power of authority. He appears to have given his power away, yet some employees indicate otherwise. In fact, there doesn’t appear to be any real management to apply managerial leadership and direction. This kind of confusion and conflict demoralizes the apex and the middle line entirely. A common vision, mission, and active interest in the future must be demonstrated by the Executives if they are to flow down into the core of the organization. This is lacking and is sorely felt by Dr. Macdonald who cannot pass down anything more than he is capable of, or more, than he is receiving from his superiors. There is a small technostructure in high demand, a large support staff, and an operating core that is clearly not well managed. Most evident is the lack of linkages between management and the operating core. Although not as evident are the weak linkages between the core and the supporting staff. A limited horizontal decentralization might work where the strategic apex shares some power with the technostruture that standardizes everyone’s work and some of these linkages. A well organized management team and employee links to them are necessary. A strong theoretical point is made in The Classical School of organizational theory by Henry Fayol, a French industrialist. He, and other theorists like Urwick, Gulick, Mooney and Reiley, emphasized the universality of the management function in all kinds of different organizations. Fayol’s theory worked from the board of directors and chief executives down through the organization. He stressed the importance of planning, organizing, coordinating and controlling the administration of an organization from the top down. The weakness in Limora Hospital and the LCHC can be found in the management of the Apex and he middle line, and the operating core. No serious attention has been given to these areas so they can achieve the leadership and administrative control they need. The parts of the organization do not support the coordinating mechanisms required, and neglect to meet the needs of either facility. They should reflect the configuration for a professional organization that relies on the trained professionals who have a high level of control over their work. It is safe to assume that the Doctors and nurses have all been trained and have standardized their professional skills before working at the either facility. Coordination is achieved by the virtue of doctors and nurses having learned what to expect from one another. So they do have this basic mechanism of coordination. What is lacking, is the necessary organizational glue to hold it together. Perhaps the standardization of norms as another coordinating mechanism. The nurses don’t seem to be able to coordinate their activities based on their common goal of caring for the sick and standardizing norms would be helpful. There has been an attempt at coordination by Dr. Macdonald, but the organization has been without strong consistent control for too long. Although there doesn’t appear to be a middle line, Dr. Macdonald has been left to promote coordination and proper design on his own. His leadership attempt is valiant but he needs the help of qualified middle line managers. The missing parameters of design are Behaviour formalization, Training, and Unit grouping. Behaviour formalization would provide work processes and job descriptions to reduce confusion about what work people should be doing and how they should be doing it. On the surface, one may question whether a group of professionals need stringent rules and regulations.Although these professionals know the essence of their roles, and have a lot of control over what they do, they lack a framework within which to work and make decisions. Behaviour formalization could outline the framework within which they can take control and, identify the boundary where they need the assistance and cooperation of others. Also very important, is to identify the communication linkages to others inside and outside this framework. This would eliminate much confusion, instill confidence into the operating core, and bring cooperation among managers and workers. It seems to me that when you are dealing with the life, death, and the health of others, the last thing you want is dissension and confusion among those who are caring for you. Aside from the professional skills applied by the doctors and nurses, the simplest procedures in administration of core workers could be a disastrous for the patient. As an example, how is a specific report completed, when is it completed, who are the critical receivers of the report, when must they receive it, and what must be included in it, all involve linkages and cooperation among professionals, staff and management. If these are broken in some way or done incorrectly, outside of the prescribed framework, they can impact a life. Chester Bernard’s book, The Functions of Executives, from the human relations school of thought, emphasized the need for clarity and cooperation among managers and workers to further the interests of everyone. Bernard said that organizations by their very nature are cooperative systems and cannot survive otherwise. He listed three forces to achieve this cooperation; executive leadership, subordinate acceptance of organizational goals, and the power of informal work groups. Clearly in a hospital there is room for strict rules and processes outlined by the leaders, but because there are also large areas of independent decision making, you must have a cooperation and a balance of both. Training, another parameter of design, can teach the professionals what the standards, processes, and procedures are, and clearly define the level of performance for each. The Limora Hospital must had some training on the hospitals procedures but when the nurses came over to work at the LCHC, they complained that they were not oriented to these properly. Training at LCHC is lacking in this area. The essence of the work done by the professionals is no different in either the Limora Hospital or the LCHC. What is different is the purpose for each facility and the level of output. One is a hospital that cares for the people who are already ill, and the LCHC is a community program that focuses on preventative health to try to keep people from ending up in the hospital. The hospital doctors and nurses would likely be prescriptive in their care for very ill patients over a shorter period. The LCHC would also prescribe but would likely be more descriptive in their care over longer periods of time in the community. Teaching these fundamentally different objectives to everyone, and what work is wrapped around them, would facilitate a clear direction for exactly what the jobs are in each facility. The Scientific Management theory advocates a systematic approach to job design, performance, and training. Not necessarily all of the theory components are applicable the systematic approach to training does apply to a health organization. There is a systematic way of applying medical tests to ensure there are no mistakes. Speed and efficiency are critical. There may be a departure from this theory as it relates to division of work and task specialization, but the scientific selection of training remains useful to our health care situation. Adam Winslow Taylor and Henry Gantt emphasized the need for systematic training of workers. Taylor particularly advocated that the role of management was to know their employees and to train them to do well. If this was done, it would produce maximum efficiency. Finally, both the LCHC and the hospital are dependent on the same resources. They both need analysts such as accounting and personnel, they both use the same nurses and doctors in their operating core, and both need the use of land rovers in their work. Conflicts have surfaced because the organizational structure does not leverage these like needs well. For example: Clear and accurate financial accounting for both areas They both need highly qualified doctors and nurses Their primary and supporting staff need similar training They are dependent on each other but the structure does not promote interdependency They both require processes and procedures to perform their jobs well Unit grouping would be the design parameter most required to help facilitate the mutual needs of each unit. Grouping these under the same supervision would encourage cooperation and help to promote a more efficient and cooperative working environment. Once the needs of each area are clear, you need to establish liaison positions, or roles that can coordinate the work of two units. These liaison positions are missing in the hospital and LCHC structure. Task forces are also missing. Task forces can plan meetings, bring the members of each unit together, and integrate mangers to coordinate what is important to the units. These initiatives would eliminate competition for the best nurses and doctors, and provide a fair an accurate financial accounting for both facilities. It is difficult to tell how much impact the support staff for either the Limora hospital, or the LCHC have on the operating core and the quality of care. I’m sure the support staff could also be optimized by unit groupings. Unlike the scientific management theory that did not provide a theory of general organizational design, the classical school of organizational theory did. Henry Fayol, from this theory, suggested that all jobs should be regrouped on some common basis to achieve coordination or unity of direction. Henry Fayol also saw the importance of working from the board of directors down into the organization, different from the scientific management school of thought which worked from the bottom up. Both are useful for our purposes. This regrouping theory and focus on the top levels of the organization are very applicable to the Limora Hospital and the LCHC. There are also some situational factors such as age, size, technical systems, power, and environment that need consideration. Understanding the impact of situational factors can help identify the weaknesses in the structure and how to improve them. For example, the hospital and the LCHC are only 10 years old and there are only 280 beds. This means they are relatively young and small and that their behaviours aren’t yet formalized. The fact is there is a lack of organizational maturity. As the organization ages and grows in size, the behaviours will become formalized and the more homogeneous. Because the environment in a hospital is complex and decisions cannot be made by one person, one might decentralize the structure and push the decision making down. However, with the problems at the Limora Hospital and the LCHC, it would be wise to centralize some of its structure temporarily. Taking this action in the right areas would eliminate the current hostile environment. As the organization matures, selective vertical and horizontal decentralization can be applied where the power over different decisions is spread over different parts of the organization more readily. Finally we have the operating core, the key part of the organization that is composed of professionals. Although the basic coordinating mechanism of standardization of skills exists, standardization of processes, and outputs are weak. These together with the lack of leadership, have politicized the organization and the people are in conflict. Consequently, the structure of Limora Hospital and LCHC has become a professional bureaucracy, not uncommon in Hospitals. A view of Professionals is that they are attached to the organization, but still have extensive autonomy and freedom. This gives them the best of both worlds. From an organizational perspective, however, this environment is very difficult to control and measure. The hospital and the LCHC need to discover then prescribe, when and how the attachment to the organization is essential, and when autonomy is necessary. As stated earlier, as the organization matures, professionals will perfect their own skills and repeat what works for the overall success of their jobs. For right now, framework and guidance are required. Guidance, communication and leadership would maximize the professional’s output, efficiency and morale. Another item that may be an issue for the hospital and the LCHC is professional incompetence in its core operations. Although incompetence is not indicated in the case study, it may be an undiscovered issue because it is difficult to identify it in a professional organization that has lots of autonomy. Hence one measure of control is to ensure you hire competent professionals, and you continue to upgrade and train them. The standardization of skills and norms will help, but does not address incompetence. In summary, the weakness in the organizational structure of the Limora Hospital and the LCHC are challenging, but fixable. It is important to step back and look at what parameters of control or freedom a health care organization requires. It seems a portion of a hospital operations needs a very stringent scientific approach to its organization, yet another portion demands that the professional skilled people to have the authority and power to assert their knowledge independently. Theoretically, I would apply Max Weber’s Bureaucracy theory as an approach. This structure would ensure that there are clear lines of power, orderly procedures and rules that would remove any randomness and unpredictability from the hospital system. The interactions are based on standards Vs the personal feelings of peers and managers. It would add fairness and equity of evaluation. It is a rational and formal-structural response to organizational problems. The immaturity must be aided by making some structural changes. The superstructure appears to need the least amount of work. There is an existing Apex (which needs some focus), a middle line (which needs to grow), a small technostructure (which should be combined for both facilities to use), and an ill managed operating core. I hesitate to say too much about the support staff. Unfortunately, the case does not provide enough information about this unit for comment.. I must assume there is a support staff functioning at the hospital since they could not possibly continue without the support of a support staff. Most of the organizational changes need to be done in the essential design parameters of the subunits. Standardization of skills has already been achieved and the remaining would include: Behaviour formalization to help standardize work processes and procedures Training to teach the standards and procedures and achieve standardization Unit groupings to group jobs under one supervision for maximum efficiency and cooperation The structural changes will also facilitate more effective communications, enhance the ability of the leaders to lead, and increase intrinsic and extrinsic motivation. The complexities of organizational structure and organizational behaviour are huge. Because of these complexities, generally one theory, one behavioural model, or one method of structure does not always meet all the needs of the organization. There is no doubt, however, that guiding principles and basic fundamental models work and would work for Limora Hospital and the LCHC. What are the effects on motivation, leadership and communication because of the weaknesses identified in your answer to Question #1 at the Limora Communication Health Centre? The weakness in the organizational structure at LCHC hampers leadership, communication, and motivation. In reverse, the lack of leadership, communication and motivation have impacted the organizational structure. The definition of each of these explains the importance of their interrelationship to one another. Leadership is based on the ability to influence others to achieve organizational goals. Formal leaders hold a high rank in the hierarchy and informal leaders are recognized for outstanding skills and abilities. Managing is sometimes mistaken for leadership. The difference is that a manager brings order to the employees, and a leader makes useful changes in the organization. Communication is the process of two or more people exchanging information. The sender is the initiator of the message and the receiver is the one that the message is direct to. Effective communication is achieved when the message from the sender is received as it was intended. Motivation can be understood as a force within us that is triggered by various needs. This force then drives us to satisfy an unsatisfied need. There are basically two different categories of motivation. One is intrinsic and the other extrinsic motivation. Intrinsic motivation comes from inside ourselves and extrinsic from outside ourselves. All three of these are lacking at the LCHC. Some of them are highly impacted by the weaknesses in the organizational structure, and some are lacking in the individuals’ as skills. Motivation, leadership and communication are dependent on one another and cannot function very well in an organization on their own. Leadership generally deals with the complexities of humans and human behaviour. There are many approaches to leadership, each with theories and models. The Traits theories would look at leaders and explore their traits or characteristics. Behavioural leadership theories centre around the behaviours demonstrated by effective leaders. Lastly, the contingency approach puts forward the notion that â€Å"it depends† on both behaviour and traits. Situations can effect what traits and behviours are most useful.. The most suitable leadership approach for the LCHC would be the contingency approach since it offers ways to look at behaviour and traits. It also lends itself to approaches for leading tasks and people. There are task issues and relationship issues at LCHC that need leadership. Paul Hersey and Ken Blanchard’s situation leadership model offers different behaviours suited to either a task situation or a relationship situation. Some of the leadership weakness at LCHC are: The lines of authority for the division of labor between the apex and the middle line are not clear. This makes leadership difficult. The Bishop is not motivated to take on this leadership, or he does not have the leadership expertise to lead. It is the Bishop that should set forth the proper leadership characteristics, and develop the triggers that will motivate his organization. There seems to be no communication from him about the mission, strategy, or goals of either facility. If this is missing at the top, it cascades down throughout the organization very quickly. It is evident that the professionals in the operating core are confused, and don’t have clear goals to follow. These goals would help pull all of them in the same direction. The middle line, where Dr. Macdonald is managing, needs qualified managers. When there are no qualified managers, and management systems are in chaos, leadership is compromised for the strongest of leaders. The above points in the structural weaknesses involve task and volatile relationships issues. The application of the Hersey Blanchard model of leadership will help both the task and relationship concerns. . Regarding communications, the LCHC does not adequately provide the network for good communications among all its employees. Unit groupings are weak and management does not seem to have a lot of integrity in their communications. Its important to have a place that can determine what communications vehicle should be used to gain the highest impact for any given message. Rich communication demands face to face interaction, next is the telephone, and the poorest is via memo or letter. There are no liaison positions in place at the LCHC. These positions could determine communication vehicles, disseminate information and improve upward, downward and horizontal communications. A very large part of good communications is also about listening and knowing how to communicate. Communication involves giving and receiving feedback. These skills are generally part of a good training program. The LCHC does not have a good training program in place that could help them increase harmony, efficiency and mutual understanding. When good communications are in place, feedback is at an optimum, therefore, managers and employees could actively participate in formal and informal evaluations processes. If the managers and employees are involved in the evaluation process, they are most apt to be fair and equitable in their assessment of each other. The employees at LCHC are not motivated. The lack of motivation is a direct result of the lack of leadership and effective communications. It can also be linked to the organization of the subunits. Grouping different jobs under common supervision can pull them together to achieve similar goals thus triggering motivation.. Employees also need, and are more likely driven by intrinsic motivators. These can come from reaching personal career goals, making enough money to buy a new house, or simply feeling good when a patient gets well as a direct result of their care. Putting a Human Resources management in place could provide rewards programs in the form of money, recognition, and promotion. These are all triggers for employees to set themselves goals to reach these rewards. Locke’s goal setting theory says setting clear, challenging, realistic and acceptable goals raises performance. Goals invoke motivations since our thoughts and actions are directed by our goals. It is much easier for the LCHC employees to set their personal work related goals if they have been given short term departmental goals or milestones and long term organizational goals. Each department would work in a cooperative setting to reach these goals. When employees don’t see or feel a sense of purpose, there is often conflict, competition, and behaviour is based on the fear of not knowing where they are headed. Consequently, this leads to low morale and demotivated employees. The LCHC should consistently communicate the rewards and results of effort and hard work. This will encourage employees to expect a reward for their work. Vroom’s expectancy theory supports this idea. He says that if you put effort in, you will get a positive outcome. Individuals will look at a given situation in this way†¦.increased effort will lead to good performance, good performance will lead to certain outcomes, and then†¦ are the outcomes worthwhile. If they are, the effort will be put forth. In summary, leadership, communication, and motivation are a must for an organization’s success. If the structure is aligned to support all three, there is increased productivity, high level of efficiency and high morale among the employees. How to cite Organizational Design Behavior, Essay examples

Implications of Corporate Governance and Ethics in Organizations

Question: Discuss about the Implications of Corporate Governance and Ethics in Organizations. Answer: Introduction In this world where we are day in day out working for making sure that the world is a better place to live in, there is even a necessity of having the right pedagogies for the same. Moreover, as far as the role of corporates is considered, here there can be a lot of examples of having the implications of ethics and corporate governance and even riskmanagement being applied in to reap benefits of such impacts. In this corporate world where staying aware of the earth is so key, same is in like manner anticipated that would guarantee that there is an extraordinary relationship with the shareholders and significantly more create. The CSR and the morals are kept in a state of harmony by ensuring that there is an appropriate channelization so that the partners can get all the coveted outcomes. This essay manages to cover that what are the implications and effects of applying ethics, riskmanagement and corporate governance in knowing early circumstances from the partner administration to incredible work hones. Middle There have been many organizations who has gone past in not just working to have reasonable working measures, however, has even ensured that the earth in which they are living and being a colossal benefit making organization they deal with that condition also. This is where there will be a discussion of many such companies who have been working with corporate governance and have been achieving a lot. Yes, there might be a lot of time taking processes in decision making and a lot of costs is also involved in applying for riskmanagement processes along with ethics. But if we talk about that there is a channel which is followed and there is proper management of the same, the effect of having corporate governance is immense. With the proper hierarchy of information sharing followed, there might be many requirements externally and internally but when the audits will happen, nobody can actually question your company about the ways you have been working and dealing with work and other requirements. There can be even being propermanagement of audit procedures and requirements, and then there might be a good way of showcasing the way the organization works. Ethics which is the principle part even holds the representatives and even draws in new ones since they can be rest guaranteed as far as in what sort of organization they are working and parcels more. (Black et. al. 2003) As indicated by Ruddock, Taylor and Taylor (2004), there is no confirmation of a positive connection between corporate governance and additional charges that of audit and all. These outcomes recommend that advertise motivating forces are transcendent, and the creators closed that the endeavors of controllers to confine non-review administrations and other checks try not to ensure freedom. Internally if we talk about, with the auditors coming from outside, there will be a lot of cost involved and moreover applying the ethics and properly executing the corporate governance structures. The requirements for the same will be that there should be proper control on the interest of all the stakeholders and moreover there should also be a proper requirement of the trust of the both parties. The internal audit process is the organization which actually sees that whether we are able to achieve the desired business objectives and also making sure that there is a proper alignment in corporate governance structure in the company. External audit process actually runs with the accounting processes that whether there is a proper accounting standard being followed or not since the accounting misfits need to be judged properly and here is where risk management is applied and a proper thing needs to be organized. The consequences of Larcker and Richardson (2003) are predictable with the past outcomes; nonetheless, while assessing a specific group of organizations, they found a positive connection between use of risk management programs and other ethics with additional expense. The attributes of these organizations appear how corporate administration can be identified with the autonomy of the review, including, for instance, the diminished interest of stakeholders and the more noteworthy interest of insiders, littler sheets and review boards of trustees, what's more, a lower rate of autonomous individuals in these bodies. In surveying the administration instrument spoken to by proprietorship structures, Mitra and Hossain (2007) presumed that the nearness of advanced financial specialists, for example, institutional financial specialists, instigates firms to contract less non-review administrations. As indicated by Zaman, Hudaib, and Haniffa (2011), checking by a more compelling review board of trustees (more noteworthy freedom, experience, ingenuity, and size) has a positive association with additional charge, particularly for expansive clients. And this explains that with ethics being in play and corporate governance with risk management taken into account, there will extra costs and even as far as audit requirements are concerned- they tend to increase a lot. But this creates a good image of your company in front of auditor and the world as well. As these will be the results which will be shared which decide the fate of your company. The more prominent many-sided quality of exercises in bigger organizations can clarify this impact. The present research which has been done by many exhibits that the relationship between corporate governance and the cost of audit services, there is a requirement of the same. And if we talk about the kind of strategy a company applies to curb the risks under risk management and corporate governance, Nike has been doing amazing work since years which have made them learn that it's better to invest than to regret later. Earlier when so many organizations in the past have not looked after being ethical enough, they weren't able to actually get through the same but now when they applied and worked for the society, it became a part of their activities. They have been remaining mindful of their Corporate Responsibility (CR) get ready which was simply renaming its position on supportability for the movement of the broad number of associates included. They even focused on different changes in their supply chains which will guarantee that the work which they are doing is making the natural modify stable. With this they had an approach to ensuring that they are working while in the meantime looking out for the general cases of rising masses; diminish in nature of condition around us. They have had the ability to change the supply change organization absolutely in which they are the best pioneers. (Berkhout, 2005) In many companies globally, the risk effect seems to predominate, i.e., if the governance is good then it reduces the independent audit's risk which then results in a reduction of the fees. The quality of governance was assessed through various measures which were related to the structure of ownership, the governance and whether there is an audit committee and internal audit department. Conclusion Despite the fact that the global writing demonstrates both positive and negative connections, particularly in created markets with scattered proprietorship, the positive relationship is more continuous. When one of these organizations gives the review benefit, the cost is higher, which appears to affirm the brand premium idea distinguished by Craswell, Francis, and Taylor (1995). In spite of studies not being consensual with respect to the positive connection between the cost of these administrations and the loss of freedom of the review, this practice keeps on being perceived as possibly trading off the fairness of the autonomous inspector. And thus there might be many costs but the way you manage it makes all the difference. Thus if there is a proper management of the work, then there can be low costs and reduction in the fees of auditors as mentioned as well. References Berkhout, T. (2005). Corporate gains: Corporate social responsibility can be the strategic engine for long-term corporate profits and responsible social development. Alternatives Journal, 31(1), 1518. Black, L. D., Hartel, C. E. J.(2003). The five capabilities of socially responsible companies. The Journal of Public Affairs, 4, 125144. Craswell, A. T., Francis, J. R., Taylor, S. L. (1995). Auditor brand name reputations and industry specializations. Journal of Accounting and Economics, 20 (3), 297-322 Doorey, D. (2011). The Transparent Supply Chain: From Resistance to Implementation at Nike and Levi-Strauss. InJournal of Business Ethics(4th ed., Vol. 103, pp. 587603). Springer. Larcker, D. F., Richardson, S. A. (2003). Corporate governance, fees for non-audit services and accrual choices. Recuperado em 5 April, 2011, de https://ssrn.com/abstract=394441. Mitra, S., Hossain, M. (2007). Ownership composition and non-audit service fees. Journal of Business Research, 60 (4), 348-356. Tebo, P. V. (2005). Building business value through sustainable growth. Research Technology Management, 48(5), 2832. Waddell, S. (2007) Realizing global change: Developing the tools; building the infrastructure. Journal of Corporate Citizenship, 26, 6984. Van Kleef, J. A. G., Roome, N. (2007). Developing capabilities and competence for sustainable business management as innovation: A research agenda. Journal of Cleaner Production, 15, 3851 Utting, P.(2005). Corporate responsibility and the movement of business. Development in Practice, 14(34), 375388. Zaman, M., Hudaib, M., Haniffa, R. (2011). Corporate governance quality, audit fees and non-audit services fees. Journal of Business Finance Accounting, 38 (1), 165-197.