Use our essay title generator to get ideas and recommendations instantly
Productivity in the Workplace
An average employee lives around 10,000 days of his lifetime working. When one looks at it this way, it is rational to try and make this time at work as gratifying and rewarding as one can, so that people can be saved from burning out in advance. As a matter of fact, it is proven by research that the easiest and most effective way to uplift morale, be proof against turnover, and enhance output at the office is through encouraging fun in the workplace. Though most people draw back at the likelihood of achieving momentous goals and having fun simultaneously, it is a very viable blend.
Impediments to Productivity at Workplace productive workplace without discrimination is a key concern of a number of existing and proposed programs and policies, as well as the focus of substantial current research. An analysis of demographic, income and health care…
1997 National Study of the Changing Workforce, Families and Work Institute. http://www.familiesandwork.org
Abbott, Langer & Associates, Inc. Fun at Work. http://www.abbott-langer.com/alafun.html
Hale, Thomas W.; Hayghe, Howard V.; McNeil, John M. Persons with disabilities: Labor market activity. (1994)
Hemsath, Dave; Yerkes, Leslie The Value Of A Work Hard/Play Hard Environment. 301 Ways To Have Fun At Work.
Productivity After quarters increasing levels production, CEO Canadian Fabrication & Design upset learn, time expansion, productivity newly hired sheet metal workers declined worker hired. Believing workers lazy inefficiently supervised (possibly), CEO instructed shop foreman "crack" workers bring productivity levels.
The apparent downturn of productivity on the part of workers has nothing to do with worker laziness and everything to do with the law of marginal returns. For every additional unit manufactured and every additional worker on the floor of the 'shop,' the profit gained from that item decreases. Workers must be paid more in overtime, which decreases the revenue gained, and additionally workers are less efficient on the floor of the factory because of logistical reasons. Crowding, impeded access to machinery and other logistical issues will diminish the marginal return from the increased production. "As the number of new employees increases, the marginal product of an additional employee will…
Law of diminishing marginal returns. (2011). Investopedia. Retrieved October 26, 2011 at http://www.investopedia.com/terms/l/lawofdiminishingmarginalreturn.asp#ixzz1bw5tr9NW
These traits are extraversion, conscientiousness, and leadership experience. hile extraversion is a personality trait that has largely nothing to do with one's biography, the other two characteristics can be explained in part by biography. hat the study found was that each trait was correlated with success in job interviews. This implies that the candidate was viewed as superior to others, presumably because the candidate would be able to generate more profit per hour than other employees, which is a base measure of productivity.
The role that different biographical traits play in productivity is still under study. There is evidence that gender to some extent plays a role, and this should be considered by managers. Other biographical traits are generally not as important as assumed, and there is conflicting evidence with respect to age/tenure. Most interesting is the influence of family history. Families have passed professions down from one generation…
Management Guidebook. (2010). Biographical characteristics. Management Guidebook. Retrieved December 3, 2010 from http://www.management-guidebook.org/biographical-characteristics.htm
Soethout, M.; Heymans, M. & ten Cate, O. (2008). Career preference and medical students' biographical characteristics and academic achievement. Medical Teacher. Vol. 30 (1) e15-e22.
Tay, C.; Ang, S. & van Dyne, L. (2006). Personality, biographical characteristics and job interview success: A longitudinal study of the mediating effects of interviewing self-efficacy and the moderating effects of internal locus of causality. Journal of Applied Psychology. Vol. 91 (2) 446-454.
The oldest method of measuring nursing productivity is hours spent upon a patient per day (Huber 2000: 703). However, in the modern era, a variety of productivity measures have been employed to assess employee productivity and efficacy. Patient improvement or outcomes measurement is sometimes deployed, although this is obviously an imperfect measure, given that many factors can impact patient success rate. Measuring improvement against overall (national) general benchmarks of patient improvement for similar ailments is occasionally used. But this does not take into consideration other environmental factors within the hospital besides nursing care, and demographic factors that could impact patient improvement (Huber 2000: 704). Other measures might include patient return rates (given that rapid return visits can indicate improper care during the first visit) and E wait time but even these are far from 'foolproof.'
One valuable indicator has been to assess patient outcomes in relation to numbers of nurses…
Huber, Diane L. (2000). Leadership and nursing care management. Saunders.
productivity and the decrease in controllable rejects?
It may be that the workers were given more autonomy now and they felt more creative and in charge of decisions that they may wish to effectuate.
This coheres with Maslow's model of motivation where he ranks creativity as the highest hierarchy on the pyramid. Workers are not only motivated by money. Many individuals are motivated as much and sometimes even more by acknowledgment, recognition, and their higher needs being met.
Previously, workers had to cohere to an "assembly line [that] had been carefully balanced by industrial engineers, who had used a time and motion study to break the job down into subassembly tasks, each requiring about three minutes to accomplish. The amount of time calculated for each subassembly had also been "balanced" so that the task performed by each worker was supposed to take almost exactly the same amount of time. The…
Law of Marginal Productivity comes to Macy's
In theory, the more demand there is for a good or service, the more a producer wishes to provide this good, and that producing in bulk lowers costs. Even when consumer demand is down, a supplier can also produce more, in the hopes of defraying a decrease in price with a bulk increase in sales. However, certain costs of production are fixed. In other words, the Law of Marginal Productivity holds constant. This economic law states, namely that "when the technology of production and some of the inputs are held constant and the quantity of a variable input increases continually, the marginal productivity of the variable input will eventually decline." (King, 2004)
This law is perhaps most obviously evidenced in agriculture or conventional factory production, where even if there is an increased demand for grapes, putting more and more workers onto the field…
"Company News: Macquarie & Regency to Buy 101 Shopping Centers." (16 Feb 2005) Business Financial Desk. The New York Times. Retrieved 1 Mar 2005 at http://query.nytimes.com/gst/fullpage.html?res=9B04E5DD133AF935A25751C0A9639C8B63& ; fta=y
King, William (2004) "Law of Diminishing Returns." Economics. Drexel University. Retrieved 1 Mar 2005 at http://william-king.www.drexel.edu/top/prin/txt/MPCh/firm8a.html
Rozhon, Tracey (2 Mar 2005) "No Longer the Queens of the Mall, Department Stores Try Makeovers." The New York Times. Retrieved 1 Mar 2005 at http://www.nytimes.com/2005/03/01/business/01shop.html ?
In such cases, production does not even cover operating costs. Yet, even hydraulic fracturing cannot help increase the overall productivity of wells in the form of these shales. In such cases, the best way to increase efficiency is to actually drill horizontal wells. After this has been done, hydraulic fracturing can be conducted at multiple points over a period of time within the structure of the horizontal well. There are thus a number of benefits from drilling horizontal wells. First, horizontal wells increase the actual contact length "between the wellbore and formation" which will help increase the ability to use hydraulic fracturing to implement more efficient well measures (Daneshy 8). With horizontal wells, the ability to fracture at multiple locations makes for a greater contact area, thus increasing the overall efficiency of the well itself. Fracturing can even take place within cased and cemented horizontal wells. The well must be…
Daneshy, Ali. "Increasing Productivity of Oil and Gas Wells."
Improving Efficiency in Product Manufacturing:
A Case Study of EMC's Plasti-brack
Excellent Manufacturing Company's goal this year is to improve overall efficiency by 8%. Having looked at the manufacturing processes and organization dynamics, I believe this is an achievable goal. My area -- the Plasti-brack product line -- has several productivity indicators that can be improved, which will save EMC time and cost, and contribute to better consumer value. In the following productivity improvement plan, I will identify areas that are currently highly productive, areas in which productivity can be enhanced, quantitative measurements of the productivity of processes involved in Plasti-brack manufacture, and provide a plan for how these processes can be improved.
Basic Process Improvement
A first-pass analysis should lay the groundwork for productivity improvement: What indicators exist that can be improved? In the processes that are central to or connect to Plasti-brack manufacture and packaging, the most relevant…
Productivity is the relationship between and enterprise's output and its inputs. High productivity implies that resources (inputs) are being efficiently utilized to produce output. For a logistics company dealing in the storage and movement of materials, productivity can be measured on the basis of:
Volume of Materials -- the volume of materials being shipped or stored at any one time should tally with the costs (resources) incurred for such shipment and storage. Costs such as warehouse rent and insurance would be constant regardless of the amount of material stored, in which case productivity would be higher if the volume of material efficiently utilizes the available space.
Volume of Rework -- repeated work would translate to higher input costs at relatively constant output levels. Furthermore, the time used up in rework could otherwise have been put to more productive value-adding activities. This implies that the higher the volume of rework, the…
Productivity Issues and Social Media: A Case Study of Wal-Mart Inc.
A Case Study of Wal-Mart Inc.: Productivity Issues and Social Media
Using Social Media and Networking Tools to Address Productivity Issues at Wal-Mart Inc.
First Section: Communication and Productivity Issues at Wal-Mart
A review of literature reveals two issues that have a negative effect on the productivity and competitiveness of Wal-Mart Inc., the organization selected for analysis in week 1. These have to do with workers' rights and customer needs when venturing into foreign markets.
ecent years have seen Walmart come under serious criticism from labor unions and civil rights organizations for its large number of violations regarding work hours and wages for its associates. Besides issues of low pay, the company also faces an increasingly large number of lawsuits regarding managers tapering with employees' wage and time records, and forcing them to skip lunch and short…
Adler, N. & Gundersen, A. (2008). International Dimensions of Organizational Behavior (5th ed.). Mason, OH: Thomson Learning Inc.
Brunn, S. D. (2006). Walmart World: The World's Biggest Corporation in the Global Economy. New York, NY: Taylor & Francis.
Ferrell, O. C., Fraedrich, J. & Ferrell, J. (2009). Business Ethics 2009 Update: Ethical Decision-Making and Cases (7th ed.). Mason, OH: Cengage Learning.
Gandolfi, F. & Stratch, P. (2009). Retail Internalization: Gaining Insights from the Walmart Experience in South Korea. Review of International Comparative Management, 10(1), 187-199.
Besides calculating the return on investment of different inputs, or ROI, another approach is to calculate the Cost of Poor Quality (COPQ) - the cost of defects in the current process, product or service in contrast to the calculated cost of the existing process using a weighted risk of potential failures. This is a kind of modified Six Sigma risk management strategy to determine which process has the lowest risk of a potential failure. (Sharma, 2004) This strategy would mean calculating the risk of the potential failures of reducing inventory vs. The risks of having a lower inventory base to draw from in comparison to the competition's inventory stock.
Sharma, Pankaj. (2004) "Calculating COPQ Using eighted Risk of Potential Failures." Retrieved 10 Feb 2005 at http://www.isixsigma.com/library/content/c040510a.asp
orstell, Jeffrey. (Mar 2002) "Identifying, Justifying, Prioritizing." CEP Magazine. Volume March 2002: 72-79. Retrieved 10 Feb 2005 at http://www.cepmagazine.org/pdf/030272.pdf
Sharma, Pankaj. (2004) "Calculating COPQ Using Weighted Risk of Potential Failures." Retrieved 10 Feb 2005 at http://www.isixsigma.com/library/content/c040510a.asp
Worstell, Jeffrey. (Mar 2002) "Identifying, Justifying, Prioritizing." CEP Magazine. Volume March 2002: 72-79. Retrieved 10 Feb 2005 at http://www.cepmagazine.org/pdf/030272.pdf
The success and effectiveness of Brinkmann Grills is partly dependent on its logistics and supply chain management. However, the company faces various challenges in the area of logistics and supply chain just like other enterprises. While there are various kinds of logistics challenges depending on the kind of a firm's business or operations, some challenges are universal regardless of these factors. Similar to other enterprises, one of the major challenges in the area of logistics for Brinkmann Grills is the nation's deteriorating infrastructure. This is a major challenge for the organization because it depends on infrastructure within the United States and its cities for logistics and logistical support. Therefore, the business needs to find ways of dealing with this supply chain issue in order to lessen its impact on business operations and productivity.
The Deteriorating Infrastructure:
As previously mentioned, United States deteriorating infrastructure is one of the major challenges…
Buddress, L. & Smith, M.E. (2010, April). Logistics and Infrastructure: Are We Out of the Woods Yet? Retrieved July 18, 2014, from http://www.ism.ws/files/Pubs/Proceedings/2010ProcAE-Buddress-Smith.pdf
Buddress, L. & Smith, M.E. (2007, May). Combating the Logistics Perfect Storm. Retrieved July
18, 2014, from http://www.ism.ws/files/Pubs/Proceedings/EFBuddressSmith.pdf
Little, R.G. (2004, December 11). Tending the Infrastructure Commons: Ensuring the Sustainability of Our Vital Public Systems. Retrieved from University of Southern California website: http://www.usc.edu/schools/price/keston/pdf/tending-infrastructure.pdf
multifactor productivity. The basic concept is that MFP calculates output over all inputs. In the example given, the inputs are labor and capital. The MFP formula is used to measure the change in productivity that results from specific changes in the production process. In addition, the importance of firms studying productivity changes is explained. Firms need to understand the implications of changing different inputs, in order that they may seek the path of profit maximization. Sensitivity analysis to different changes can help with that process. In addition, the MFP concept is useful for firms seeking to maximize other variables besides profit. The same principles behind MFP can be applied broadly in business to ensure that the best decisions are being made and that productivity is being maximized.
The basic principle is that MFP is based on the outputs per a combination of labor and capital (Jaxworks, 2010). This is in…
Banker, R., Datar, S. & Kaplan, R. (no date) Productivity measurement and management accounting. Journal of Accounting, Auditing and Finance. Retrieved November 6, 2011 from http://astro.temple.edu/~banker/Accounting/32_Productivity%20Measurement%20and%20Management%20Accounting.pdf
CliffNotes. (2011). Profit maximization. Cliff Notes. Retrieved November 6, 2011 from http://www.cliffsnotes.com/study_guide/Profit-Maximization.topicArticleId-9789,articleId-9769.html
Jaxworks. (2010). Multifactor productivity. Jaxworks.com. Retrieved November 6, 2011 from http://www.jaxworks.com/calc5.htm
Lane Report. (2011). Multifactor productivity rose in 14% of detailed manufacturing industries studied in 2009. The Lane Report. Retrieved November 6, 2011 from http://www.lanereport.com/articles/fastlane_article.cfm?id=multifactor_productivity_rose_in_14_of_detailed_manufacturing_industries_studied_in_2009
One of the first pioneer's in this activity was the Australian company Mcllwrath McEacharn of Melbourne. They began by offering to ship cargo in containers on a door to door basis from the Eastern States to ports in Western Australia using three ton Seatainers. (Taming the Australian Stevedoring Industry: who really runs the show?)
In 1969 two more container ships were added to their fleet. This move of using containers to move cargo on ships and on a door to door basis threw open the flood gates to increase the through put of ports and was very soon embraced by almost all other shippers in the movement of cargo around the world. This increased movement of goods by sea and in containers saw a sea of change in the way goods were handled at the ports by the use of bigger and better cranes and efforts at increasing their efficiency…
De, Prabir; Park, Ro-Kyung. "An Alternative Approach to Efficiency Measurement of Seaports" Maritime Economics & Logistics, 2004, 6, (53-69). Retrieved at http://www.palgrave-journals.com/cgi-taf/DynaPage.taf?file=/mel/journal/v6/n1/full/9100094a.html&filetype=pdf. Accessed on 19 January 2005
Fletcher, Tony. "Taming the Australian Stevedoring Industry: who really runs the show?" Retrieved at http://mh2001.murdoch.edu.au/links/submissions/fletcher.html. Accessed on 19 January 2005
Leschine, T. M; Dowd, T.J. "Container terminal productivity: A perspective"
Retrieved at http://texas-sea-grant.tamu.edu/pubs/Ports/Washington/ContainerTerminalProduct.pdf . Accessed on 19 January 2005
Lastly, Cummings and Worley (2007) surmise that employee involvement can also "improve capabilities of employees thus enabling them to perform better" (p. 353). The authors give the example that when organizations wish to increase their employee participation in decision making, this strategy must be accompanied by skill training in communication and group problem solving (p. 353).
All three of these facets improve employee satisfaction and well-being, due to an improved work environment and a more rewarding job. In a cyclical nature, improved productivity also increases satisfaction, especially when there are greater rewards associated with this increased productivity. Improved employee satisfaction, that's a result of employee involvement strategies and increased productivity, can have a secondary impact on the organization. This high level of employee satisfaction can further positively affect productivity by attracting the best employees and help ensure the retention of these valuable organizational resources (Cummings and Worley, 2007, p.…
Cummings, T.G., & Worley, C.G. (2007). Organization Development and Change (8th ed.). s.l.: Academic Internet Publ.
Rosso, a. (Oct 2010). "Awakening corporate soul." Collector, 76(3). p. 18-20.
The influence of employee involvement on productivity: A review of research -- June 2000. (22 Jun 2006). Retrieved December 6, 2010, from http://www.hrsdc.gc.ca/eng/cs/sp/hrsd/prc/publications/research/2000-002584/page03.shtml.
Wolf, E. & Zwick, T. (Apr 2008). "Reassessing the productivity impact of employee involvement and financial incentives." Schmalenbach Business Review, 60(2). o. 160-181.
Listening to Music on orker Productivity:
Music can basically serve various purposes with some of these purposes being fulfilled at the individual level while others at the level of the society. For an individual, music can be a platform for expressing emotions, promoting relaxation, offering stimulation, facilitating mood change, and being a source of comfort. In some case, music can be used to entertain, in therapy, improve the effect of the other arts, and offer aesthetic enjoyment. In the past few years, there have been increased concerns and analyses regarding the impact of music on work quality and worker productivity. This is primarily because workers tend to listen to music to accomplish certain purposes while doing their work. hile some workers like to listen to music when they are seemingly losing focus, others listen to music when involved in increasingly repetitive job or when working in a noisy or too…
LESIUK, TERESA. "The Effect of Music Listening on Work Performance." Psychology of Music 33.2 (2005): 173-91. SAGE Publications. Society for Education, Music and Psychology Research, 7 Feb. 2008. Web. 24 Oct. 2012. .
Magloff, Lisa. "The Effect of Radios on Workplace Productivity." Chron - Small Business. Hearst Communications, Inc., n.d. Web. 24 Oct. 2012. .
Padnani, Amisha. "The Power Of Music, Tapped In a Cubicle." The New York Times. The New York Times, 12 Aug. 2012. Web. 24 Oct. 2012. .
Young, Gregory. "EFFECTS OF MUSIC ON TASK PERFORMANCE." Breakthrough Systems. Breakthrough Systems., 31 July 2003. Web. 24 Oct. 2012. .
Long-Term Productivity in Business orkers and Machinery
Productivity is important to every kind of business. This does not mean that every possible bit of work has to be squeezed out of every single worker until they drop into an exhausted heap on the assembly line. Indeed, this would certainly not be productive because having to replace on a continual basis workers who quit from being exhausted - not to mention having to settle disability suits - is hardly the goal of any business.
Productivity means getting the most out of one's machines and workers on a long-term basis. Sometimes this means that everyone has to put in overtime. Sometimes this means that people need to spend an afternoon staring out the window and thinking up new ideas. It all depends upon the business involved and the stage of a project that business and that worker is at.
Something that every…
Ackoff, Russell & Patrick Rivett. A Manager's Guide to Operations Research. New York: John Wiley, 1963.
Anton, C. And Anton. D. ISO 9000: 2000 Survival Guide. San Francisco: AEM Consulting Group, 2000.
Brunsson, N. And Jacobsson, B. A World of Standards. Oxford: Oxford University, 2000.
Buffa, Elwood. Operations Management. New York: John Wiley, 1976.
Improving Group Productivity
The National Call Center for the Veteran's Administration (VA) Education Department employs over 700 people, which can be called upon to answer incoming calls from veterans. Within the four regional offices, there are employees of various positions, including Case Managers, Educational Liaison Representatives, application processors, and leaders who verify compliance, productivity, etc. With all employees being called upon to answer incoming calls, each employee needs to be aware of changes on an immediate basis, which can incorporate over 50 changes on a given day. As a result of work demands on all employees in different roles of the organizational structure, adequate training programs are of extreme importance in ensuring employees are properly trained, contain clear definitions of expectations in the various roles, and support teamwork within the groups to provide for efficiency in operations as well as performance goals and objectives.
A key component to the process…
Anthony, L. (2013). How do I Improve Team Communication? Retrieved from Chron: http://smallbusiness.chron.com/improve-team-communication-3077.html
Archibald, R.D. (2013). nlocking a Project Team's High-Performance Potential Using Cognitive Readliness: A Research Study Report and Call to Action. PM World Journal, vol 11, issue XI, 1-46 Retrieved from http:/;/pmworldjournal.net/wp-content/uploads/2013/11/pmwj16-nov...unlocking-high-performance-FeaturedPaper.pdf.
Fisher, R. (2005). Intergroup Conflict. Retrieved from Colorado University: http://www.colorado.edu/conflict/peace/example/fishint.htm
GI Bill. (2013, Nov 22). Retrieved from U.S. Department of Veterans Affairs: http://gibill.va.gov
This generates high profits and more resources in beating the competition (capital, technology and human resource).
2. M&L Manufacturing
Forecasting methods are employed by economic agents, especially manufacturers, due to the benefits they generate. In this order of ideas, a formalized forecasting technique will properly assess the necessity for manufactured items and by this, will reduce the under and overstocking. The right quantities of goods will generate the trust of all categories of stakeholders, mostly distributors and customers. Also, it will lead to a superior and more efficient process of resource allocation.
An estimative for the following four weeks of the quantities to be manufactured of product 1 and product 2 is given below. The numbers for the second product are more stable, whereas those for the first are gradually increasing. In both cases, they are based on the registered demand.
Productivity and M&L Manufacturing Case Studies
The likely effects of increasing productivity on equilibrium GDP will be an increase in the sum total of the Gross Domestic Product. Improving technology and subsequently reducing output costs as a result is likely to decrease the risk of inflation in the short run, just as during the 1970s, increasing the input costs of oil resulted in increased inflation. However, if the economy continues to overheat, as producers produce more goods, employ more workers, and workers spend more of their salaries on more and more goods, inflation may be a concern in the long-term. This is especially true, given the currently high levels of unemployment, which means many people are unemployed and many workers have not gotten raises recently, thus they may spend a great deal if prices go down in the short run and their…
The lifeline of any project is labor and over the years, the labor provided by human beings has not been effectively substituted even in the face of heavy mechanization of labor and increase in other technological advancements. Karim A.N., (2013:Pp349) estimates that between 30% and 50% of the costs that are incurred in a project often go to the labor sector. Sadly, there has been little productivity issues address sufficiently especially in the developing nations, hence giving room for a lot of wastage and under productivity in many sectors.
There are several factors that influence the labor productivity depending on the field of application of the project. The general agreement is that productivity is the ratio of outputs to inputs and it is argued that it high productivity depends on how well and individual entity utilizes the resources at hand to produce the needed outputs from the inputs.…
Karim A.N., (2013). Factors Influence Labor Productivity and the Impacts on Construction Industry. Caspian Journal of Applied Sciences Research. Retrieved April 10, 2015 from http://www.cjasr.com/images/manuscripts/2013/03/AICCE12GIZ12/48_Factors_Influence_Labour_Productivity_and_the_Impacts_on_Construction_Industry-1.pdf
Madan M.G., (2012). Study of factors Affecting Labor Productivity at a Building Construction Project in the U.S.A.: Web Survey. Retrieved April 10, 2015 from http://library.ndsu.edu/repository/bitstream/handle/10365/22772/Gundecha_Mahesh.pdf?sequence=1
The objectives of this project will result in a reduced security risk due to incoming spam and junk email messages. Achievement of the objective will be difficult to measure because it represent something that will not happen if the project is successful. A reduction in threats due to the actions or inactions of employees will result in achievement of these objectives. An employee questionnaire or survey would be useful in determining if the policies result in a greater awareness and adherence to prescribed policies regarding how to treat spam in the company. Increased awareness and willingness to take actions to increase security, as measured by a survey conducted some time after the policies are in place will provide insight into the success or failure of the prescribed measures.
There are several contributing factors that will affect the outcome of the project and the ability to achieve the intended objectives…
D'Antoni, H. 2003. Span Tests Employees' Productivity, Patience. Information Week. May 13, 2003. [online]
http://www.informationweek.com/news/software/showArticle.jhtml?articleID=9800038 [Accessed 17 March 2009].
McCusker, R. (2005). Spam: nuisance or menace, prevention or cure? Trends and Issues in crime and criminal justice. March 2005. No. 348. [online] http://www.aic.gov.au/publications/tandi2/tandi294.pdf [Accessed 17 March 2009].
Winslow, L. 2005. SPAM Killing Small Business Productivity. Ezine Articles. [online]
Management on Productivity and Efficiency Within the Organization
Applied esearch Project
APPLIED ESEACH POJECT
APPLIED ESEACH POJECT
In all organizations, the managers and the employees play an important role. In the present day, organizations experience and go through rapid technological changes, continuously, decreasing product life cycles, globalization, international global economic setting and also the extensive accessibility to information. As a result, in order for these organizations to continue surviving and being relevant in the market, style of management becomes a significant element in the success of the organization. The role of a manager as a leader within an organization can result in different styles of management. The different styles selected by the managers have an influence on the behavioral patterns within the organization, which in turn impacts the morale and motivation of the employee. As an overall effect, the managerial style influences the level of satisfaction…
Agbim, K. (2013). The Impact of Organizational Structure and Leadership Styles on Innovation. IOSR Journal of Business and Management, 6(6), 56-63. Retrieved March 9, 2016, from http://iosrjournals.org/iosr-jbm/papers/Vol6-issue6/G0665663.pdf
Dorgan, S. J., Dowdy, J. J., & Rippin, T. M. (2006). The link between management and productivity. The McKinsey Quarterly.
Fry. (2003). Towards a Theory of Spiritual Leadership. The Leadership Quarterly, 14, 693-727.
Karimi, F., Hosseinzadeh, D., & Azizi, G. (2011). Relationship between Management Style and Productivity of Employees in Islamic Azad University-Islamshahr Unit. World Applied Sciences Journal, 12(10), 1685-1690.
The United States would be better off shifting its labor policies and practices towards those extant in Europe. Some practices that would seem to decrease worker output may in the long run lead to increased productivity. For example, longer vacation times, mandatory paid vacation time, restrictions on overtime, and shorter work weeks would reduce burnout and stress significantly. Similarly, labor laws should empower workers to a greater degree to offer more job satisfaction. orkers who are secure in their jobs are more likely to view their careers as long-term investments in their personal success and performance and are therefore more likely to perform better in the long run. America generally creates its economic and social policies for short-term gains rather than long-term objectives. The results may look good on paper but in reality, Americans suffer from a range of health and quality of life problems that are not as common…
Cette, Gilbert. "Are Productivity Levels Higher in Some European Countries than in the United States?" IDEAS. Retrieved April 16, 2009 from http://ideas.repec.org/a/sls/ipmsls/v10y20054.html
The Conference Board. "European Union Shows Productivity Gains, But U.S. Continues To Lead." Retrieved April 17, 2009 from http://www.conference-board.org/UTILITIES/pressDetail.cfm?press_ID=2560
The Economist Intelligence Unit. "The Economist Intelligence Unit's Quality of Life Index." 2005. Retrieved April 17, 2009 from http://www.economist.com/media/pdf/QUALITY_OF_LIFE.PDF
Equity Theory argues that workers will engage in comparison with one another for rewards to help determine their level of effort (Barnet, 2010). In this instance, workers for the poor managers can see that not only do they not receive reward for their efforts at all, but they are treated more poorly than other workers. The supervisor may even take all of the credit for the success of the organization. Under such situations, employees will not have a high level of motivation and therefore will have lower productivity levels than their peers. At Flagler, employees did not explicitly state comparisons, but it is reasonable that some workers such as those in the two warehouses or in the back office departments will make such comparisons.
Reinforcement Theory as espoused by B.F. Skinner underscores the situation at Flagler as well. It can be intimated that the good managers, by virtue of having…
Dreyfack. R. (2004). Personalizing productivity. Supervision. Vol. 65 (5) 20-22.
Silva, S. (no date). Motivation theories -- the foundations to employee motivation. Articles Base. Retrieved June 24, 2010 from http://www.articlesbase.com/human-resources-articles/motivation-theories-the-foundation-to-employee-motivation-768923.html
Barnet, T. (2010). Motivation and motivation theory. Reference for Business. Retrieved June 24, 2010 from http://www.referenceforbusiness.com/management/Mar-No/Motivation-and-Motivation-Theory.html
Social Networking: Using Social Media and Networking to Address Productivity Issues
Using Social Media and Networking to Address Productivity Issues: Social Networking
Walmart is the world's largest retailer, and the world's largest company by revenues. Its success over the years draws largely from its mission of providing everyday low prices to enable consumer live better. Despite its inherent success, however, Walmart faces serious problems in regard to unfair labor practices and customer satisfaction in product offerings. This text demonstrates how social media and social networking technologies could be used to address these problems.
Using Social Media and Networking to Address Productivity Issues: A Case Study of Walmart
Walmart is the world's largest retailer, and the largest company by revenues. Starting off with Sam Walton's idea of offering everyday low prices in the 1960s, the company grew to become one of the world's most valuable brands, operating in over 27 countries,…
Adler, N. & Gundersen, A. (2008). International Dimensions of Organizational Behavior (5th ed.). Mason, OH: Thomson Learning Inc.
Brunn, S. D. (2006). Walmart World: The World's Biggest Corporation in the Global Economy. New York, NY: Taylor & Francis.
Ferrell, O. C., Fraedrich, J. & Ferrell, J. (2009). Business Ethics 2009 Update: Ethical Decision-Making and Cases (7th ed.). Mason, OH: Cengage Learning.
Gandolfi, F. & Stratch, P. (2009). Retail Internalization: Gaining Insights from the Walmart Experience in South Korea. Review of International Comparative Management, 10(1), 187-199.
5 Why's Root Cause Analysis
1. Why won't workers share their floor secrets with management?
Because management does not respect them, and holds all the power in the relationship.
2. Why does management not respect the employees?
Because management holds all the power in the relationship and does not need to respect the employees
3. Why does management hold all the power in the relationship?
Because the organization is structured hierarchically
4. Why is the organization structured hierarchically?
Because the company has been around since 1903 and change is difficult.
5. Why is change difficult?
Because it entails radical transformations in organizational culture
Root Cause: Management is afraid of making radical transformations in organizational culture that would encourage participation and collaboration.
Tangible Benefits: Measurable outcomes (increased productivity on the floor = more pumps produced at lower cost to the company; increased sales; greater share of the market)
The purpose of effective communication is to co-ordinate efforts towards achieving team goals, enhancing quality of meetings for information to be shared, decisions collectively made, and for there to be shared understanding about the tasks to be performed. A necessary component of team work is establishing shared meaning of the work, and appropriate means of delivering high quality consumer care (Borrill et.al, 2000).
Effective healthcare centers heavily rely on effective communication for them to live up to their missions. Productivity at the workplace improves when information flawlessly flows from one level to another. It leads to more tasks completed, consequently leading to the fulfillment of goals. In the workplace too, effective communication usually has a positive effect on employee performance through increased morale, higher retention rates and the overall productivity at the workplace. According to Aramyan (2015), it also leads to reduced misunderstandings, increased empowerment and truthfulness, as well as…
Adopting the program that enables employees to work from home by accessing their work pc is an innovative and inexpensive method to boost productivity by having employees leave work early or at their leisure to attend to personal matters. The best application is to have the employee on salary to effectively enable this form of work-life flexibility.
Dual career couples at different stages does pose an issue due to the burgeoning family rearing responsibilities and professional induced stress disorders. If the woman is a senior with 10 or more years of experience and the man is less experienced the problems associated are not as severe as if the man were working more due to experience than the woman. A man that works over 50 hours a week will create additional stress in managing the family on the woman. This in turn will lower her productivity at work and potentially create…
Park, Y. "The Second Paycheck to Keep Up with the Joneses: Relative Income Concerns and Labor Market Decisions of Married Women. " Eastern Economic Journal 36.2 (2010): 255-276. ABI/INFORM Global, ProQuest. Web. 12 Dec. 2010.
Papanek, H. "Men, Women, and Work: Reflections on the Two-Person Career" the American Journal of Sociology Vol. 78, No. 4, Changing Women in a Changing Society (Jan., 1973), pp. 852-872 (article consists of 21 pages) Published by: The University of Chicago Press Stable URL: http://www.jstor.org/stable/2776607
Management Action and Productivity
usinesses in developed countries tend to think of Corporate Social Responsibility (CSR) as a characteristic that is centered in their own businesses or, failing that, situated in the industries of wealthier nations. The CSR movement is substantively skewed in the direction of the developed world where the motivation for adopting a CSR initiative is driven more by altruism -- or "enlightened self-interest" (Vogel 2006: 18) -- than profit margins. It is unusual to find a perspective that considers CSR from the perspective of a sourcing company. In the centrically-oriented corporate arena of the developed world, CSR is seen as originating with the company that establishes a supply chain with a multinational company -- not the other way around. In order to manage and control ethical issues arising from doing business with overseas markets, many corporations rely on a social compliance model (PricewaterhouseCoopers 2007).
The social compliance…
Buying your way into trouble? The challenge of responsible supply chain management. 2004. Insight Investment, HBOS. London, UK: Acona Investment Consulting. Retrieved http://www.acona.co.uk/reports/Buying+your+way+into+trouble.pdf
Cooper, D.R. And Schindler, P.S. 2008. Business Research Methods, 10th Ed. Edition, McGraw-Hill.
Environics International 3rd Annual CSR Monitor. 2002. (In November of 2003, Environics became GlobeScan Incorporated. [Press release] Retrieved http://www.globescan.com/news_archives/csr02_press_release.html
Eslenshade, J. 2004. Monitoring Sweatshops: Workers, Consumers, & the Global Apparel Industry. Temple University Press.
Second, I would look at whether I had provided my subordinates with a common purpose, and whether I had taken the time to explain that purpose to my subordinates. Third, I would determine whether I had ensured that my subordinates understood priorities, both my priorities and the priorities of my superiors. Fourth, I would examine my methods of confliction resolution to determine whether I had been using a win-win method of conflict resolution or if I had been adhering to older, punitive means of conflict resolution. Fifth, I would examine my policy towards my subordinates; did I listen to them when they came to me with problems, or did I try to offer solutions without really hearing what they had to say. Sixth, I would look at what I had done to promote synergy; whether I had done anything to actively encourage community cooperation with my organization. Finally, I would…
Franklin Covey. "The 7 Habits of Highly Effective People for Law Enforcement." Franklin
Covey.com. 2007. Franklin Covey. 3 Aug. 2008 http://www.franklincovey.com/lawenforcement/7H%20FOR%20LAW%20ENFORCEMENT%20FLYER.PDF .
Harris, John. "Picking and Keeping Law Enforcement and Corrections Officers in Florida."
Florida Department of Law Enforcement. 2008. Florida Department of Law Enforcement. 3 Aug. 2008 http://www.fdle.state.fl.us/FCJEI/SLP%20papers/Harris,%20J.pdf.
profit sharing. The writer examines the history of the concept and whether or not profit sharing improves productivity. There were 10 sources used to complete this paper.
The economic slump in America the last few years has been counter productive for employee morale. The workers who have faced lay offs, pay reductions and removal of overtime are having a hard time finding a reason to work hard and stay focused on productivity. When the slump is over, and the economy picks up as it historically does, there will be more jobs than workers and this will present a whole new problem with productivity. egardless of the circumstances businesses nation wide are looking for ways to increase the productivity that is being put out by their employees. One of the methods being used to do this is profit sharing. Profit sharing is something that companies offer across the nation. The way…
Cohn, Theodore, and Roy A. Lindberg (1984). Practical Personnel Policies for Small Business. New York: Van Nostrand Reinhold Company.
Deshpande, Satish P., and Damodar Y. Golhar (1994). "HRM Practices in Large and Small Manufacturing Firms: A Comparative Study," Journal of Small Business Management (April), 49-55.
Employment Management Association (1994). National Cost Per Hire Survey. Raleigh, N.C.: Employment Management Association mez-Mej'a, Luis R., David B. Balkin, and Robert L. Cardy (1995). Managing Human Resources. Englewood Cliffs, New Jersey: Prentice Hall, Inc.
Granovetter, Mark (1984). "Small is Bountiful: Labor Markets and Establishment Size," American Sociological Review 49, 323-334.
emoving Smoking in the Workplace Increases Productivity
The purpose of this proposed study is to determine if removing smoking from the workplace has increased workplace productivity. The writer will explore the question by using a survey study method. The participants will include workers across the nation in varying levels of work and careers. The proposed study is designed to measure whether or not there is an increase in productivity since employers began refusing to allow smoking in the workplace environment. There are several factors involved in the study including a look at five previously published studies regarding smokers and their habits. In addition the writer explores some of the different concerns for productivity that have been studied throughout the years with regards to smokers including secondhand smoke damage, absenteeism and dollars lost. This proposal suggests the direct question of affect on productivity from the time workplaces began to ban smoking…
Robert A. Logan; Daniel R. Longo, Rethinking Anti-Smoking Media Campaigns: Two Generations of Research and Issues for the Next. Vol. 25, Journal of Health Care Finance, 06-01-1999, pp 77-90.
Gonz-z; M.L. Ballester Calabuig., Tuberculosis Related to Labor Activity in an Area of Valencia, Spain. Vol. 62 no, Journal of Environmental Health, 07-01-1999.
Greene, Robert E.; Williams, Phillip L., Indoor air quality investigation protocols.. Vol. 59, Journal of Environmental Health, 10-01-1996, pp 6(9).
Dardis, Rachel; Keane, Thomas, Risk-benefit analysis of cigarette smoking: public policy implications.. Vol. 29, Journal of Consumer Affairs, 12-01-1995, pp 351(17).
ventilated leadership failures and motivation strategies that can be put into practice to increase productivity and performance. A vacuum in leadership negatively impacts productivity and performance. Lack of integrity, lack of maturity, and lack of fallibility is a sign that there is a deficiency in leadership credentials.
Leaders have to exhibit acceptable moral standards. Individuals who have learnt wrong lessons early in life or those with tainted views on how to get ahead can least provide that leadership that an organization needs. Such people can do anything in life to get ahead. Bad leaders are an embodiment of integrity lapses. Poor judgment on the part of company executives is an indication they are immature. Immaturity can also be exhibited in such leaders' lack of foresight and judgment to see the outcome of their behavior. They have problems with controlling their impulses. This overwhelms their decision making ability. Immature leaders are…
Macroeconomics and Microeconomics in Organizational Success
XYZ Company is aware that macroeconomics and microeconomics play a general role in its organization's success. The significance of macroeconomics and microeconomics in organizational success is attributable to the fact businesses makes decisions through complex processes. The multifaceted nature of business decision making process is brought by the complexity of consumer decision-making. Moreover, business organizations utilize macroeconomic and microeconomic data to make critical decisions that determine their success or failure. Therefore, it's important for XYZ Company to understand the role of macroeconomics and microeconomics in order for the management to make appropriate decisions that contribute to success. Some of the most important concepts in this process include supply and demand, consumer choice, aggregate supply and aggregate demand, and elasticity.
Overview of Macroeconomics and Microeconomics
Macroeconomics and microeconomics are two components that relate to economic activity and processes. Microeconomics is a concept that relates to…
Goodwin et al. (2014). Macroeconomics in context (2nd ed.). New York, NY: Routledge Taylor & Francis Group.
Mankiw, G. (2001). Microeconomics. In Principles of microeconomics (2nd ed, Chapter 4). Retrieved from http://www.csun.edu/sites/default/files/micro3.pdf
Sloman, J., Wride, A. and Garratt, D. (2012) Economics (8th ed). Italy: Pearson Education.
Tomlinson, S. (n.d.). Macroeconomic Measurements: Aggregate Output and Income. Retrieved April 13, 2016, from http://www.cengage.com/economics/tomlinson/transcripts/8472.pdf
Over the last several years, the issue of computer viruses has been increasingly brought to the forefront. This is because the technology and techniques of hackers are more sophisticated. According to Statistic Brain, this problem is wide spread with a total of 8.9 million active viruses. This affects 40% of users at some point in time. For businesses, these challenges can result in decreased productivity and increased costs. To fully understand what is happening requires focusing on the causes of the problem and possible solutions. Together, these elements will provide specific insights about how firms can avoid these kinds of issues. ("Computer Virus Statistics," 2012) (Nahhas, 2009) (Stamp, 2011)
This report is going to be focusing on the primary reasons why businesses are susceptible to computer viruses. In a study conducted by McAfee (a software solutions provider), they found that the total costs all corporations are dealing…
Computer Virus Statistics. (2012). Statistic Brain. Retrieved from: http://www.statisticbrain.com/computer-virus-statistics/
Albers, S. (2009). Dealing with Rough Times. Human Resource Development Quarterly, 48 (3), 433 -- 445.
Braksick, L. (2012). Tough Transitions. Small Business Pittsburgh, 7.
Dewhurst. (2010). Motivating People. McKinsey Quarterly, 1.
Motivation and Job Satisfaction in the Banking Sector
The success of any organization relies much on the employees and the productivity of the employees. Members of staff who are highly motivated are the key to bringing in high performance to the organization hence there is a constant need to ensure that the spirits of the employees and their satisfaction are always high and that the employees find meaning and purpose in their obs.
As a manager of one of the branches of our bank, it is my duty to ensure that the employees under my jurisdiction are well motivated for me to post good results at the end of the year. Of critical concern to me at the moment is increasing the performance of the lending officers in my branch and also reducing the levels of absenteeism and the currently high turn over of the tellers.
The approaches that I…
Cherry K, (2015). What Is the Difference Between Extrinsic and Intrinsic Motivation? Retrieved April 5, 2015 from http://psychology.about.com/od/motivation/f/difference-between-extrinsic-and-intrinsic-motivation.htm
Ryan R.M. & Deci E.L., (2000). Contemporary Educational Psychology: Intrinsic and Extrinsic Motivations: Classic Definitions and New Directions. Retrieved April 5, 2015 from http://www.self-determinationtheory.org/SDT/documents/2000_RyanDeci_IntExtDefs.pdf
Consider shipment productivity. Think of one way that you could improve shipment productivity and explain.
On-time shipments are an important indicator of how well various systems are functioning in relation to one another. Paying attention to on time shipment rates and patterns can also reveal any bottlenecks that are either novel or chronic. The various dimensions related to the on-time metric include the trends for shipments that are made on time, late, or early.
While the overarching goal is ensure that shipments are made on time and are not late, customer preferences and allowances can determine how much margin is permitted and desirable. For instance, a customer might indicate that early shipments are fine with them (i.e., the customer has plenty of room to store shipments in the warehouses or has generous display spaces that can absorb early shipments).
In addition to these fundamental measures of shipment logistics…
Martichenko, R. & Van Grabe, K. (2010, August 10). Building a lean fulfillment stream covers missing links in the supply chain. Cambridge, MA: Lean Enterprise Institute.
Long-Term Employees: Long-Term Employees, Sacred Cows?
There are those that believe that long-term employees become sacred cows of an organization. They have staying power not because of what they do but more because of who they know. Does this impact a corporation's bottom line? It can, but not in a positive way. A corporations ultimate success is dependent upon it's ability to hire and retain long-term employees that are great, competent and motivated outside of the function of the task at hand.
For a company to lead and excel in any industry it must hire the right kind of people for the job. These people are by nature self-motivated, skilled and naturally inquisitive and hard working. These are the type of employees that ultimately stay with a corporation for a long time. They are the true initiators of change and the individuals most likely to accept and work change to…
Clarke, G. (October, 2001). "Good Questions, Great Answers." Fast Company, Issue 51,
Collins, J. (2001). "Good to great: Why some companies make the leap ... others don't."
Letter of Transmittal
This report is concerned with the transition of leadership on a crucial project that requires a seamless transition due to the importance of the project to the company and the significance of the team already in place. Due to the fact that this team has worked as an insular, cohesive unit for approximately two years perfecting this project, it is necessary to have a transition that approximates the qualities of the present leader. Unfortunately, this transition has become necessary, but it should not be difficult to find the right person going forward. This is a detailed report that lists the leadership criteria needed and the determination of the search team. The recommendation is to search outside of the company for a leader that exhibits the needed qualities and can provide continued and steady leadership for this crucial project.
The Failure of Leadership During Times of Transition
Bracksick, L.W. (2012). Tough transitions: How the future of a business depends on the succession planning for founders. Smart Business Pittsburgh, 10, 7.
Dewhurst, M., Guthridge, M., & Mohr, E. (2010). Motivating people: Getting beyond money. McKinsey Quarterly, 1.
Doh, J., Stumpf, S., & Tymon, W. (2011). Responsible leadership helps retain talent in India. Journal Of Business Ethics [serial online]. 98, 85-100. Available from: Business Source Complete, Ipswich, MA. Accessed November 23, 2012.
Gilley, A., Dixon, P., & Gilley, J.W. (2008). Characteristics of leadership effectiveness: Implementing change and driving innovations in organizations. Human Resource Development Quarterly, 19(2), 153-169.
Notwithstanding the challenges involved, the stakes are high and there is little room for false starts or experimentation; therefore, identifying a general set of best practices that Gambian organizations can follow in developing their own set of sustainable productivity practices represents a valuable and timely undertaking, which relates to the purpose of the study which is discussed further below.
Purpose of Study
The overall purpose of this study was to study to provide a review of the relevant juried and scholarly literature together with the findings of a survey of Gambian business leaders to generally identify the most pressing priorities for developing the nation's infrastructure and sustainable organizational productivity. The specific purpose of the study was to determine whether SMEs face the same types of challenges of to optimum performance as their larger corporate counterparts, and to identify any peculiar organizational characteristics that determine levels of performance between SMEs and…
About us. 2010. The Gambia Experience. Retrieved from http://www.gambia.co .uk/Docs/About' target='_blank' REL='NOFOLLOW'>
32, and Pepsi's ratio is .29. These are close, but suggest that Pepsi is actually able to generate more revenue for every dollar of property and equipment it owns.
This makes sense given the operational differences at these companies; as noted above, Coca Cola does not actually own or operate all of the production elements for its products, thus it makes sense that is has much lower property values than its rival Pepsi, which is more fully integrated (Coca Cola, 2012; Pepsi, 2012). This also suggests, however, that Pepsi's revenue generation and overall value is more tied to its physical properties, plants, and equipment than is Coca Cola, meaning expansion could ne more costly for the company (Palepu, 2007). In this way, productivity might not transfer into long-term efficiency and profitability, which is something both investors and competitors should consider.
If determining human resource and plant/equipment productivity was…
Coca Cola. (2012). 2011 Annual Report. Accessed 1 April 2012. http://www.thecoca-colacompany.com/investors/pdfs/form_10K_2011.pdf
Fitz-enz, J. & Davison, B. (2002). How to Measure Human Resource Management. New York: McGraw Hill.
Palepu, K., Healy, P., Bernard, V. & Peek, E. (2007). Business Analysis and Valuation. Mason, OH: Cengage.
Pepsi. (2012). 2011 Annual Report. Accessed 1 April 2012. http://www.pepsico.com/annual11/downloads/PEP_AR11_2011_Annual_Report.pdf
he white paper cites several other studies as the basis for the argument, but does not provide a Reference List
Quendler, S. "Link Between Nutrition, Physical Activity, and Academic Achievement." Vienna University, Austria. (August, 2002): 1-2/. Available at http://chp.ilsi.org/NR/rdonlyres/AFE7EC1D-17D0-494C-BC0B-4E0E065627A8/0/linkbetweennutritionachievement.pdf Accessed 23 October 2008.
his study confirmed the connection between poor nutrition and academic performance. It also identified low-income children as being at particular risk of poor nutrition. his study supports the need for programs to improve childhood nutritional status.
Schultz, . "
Productive Benefits of Health: Evidence from Low-Income Countries,"
IZA Discussion Papers 1482, Institute for the Study of Labor (IZA). (2005). Available at http://ideas.repec.org/p/iza/izadps/dp1482.html
Investment behavior and combined income of two people makes it difficult to link better health with economic prosperity. Heterogeneity in the sample also affected the survey results. his study highlights some of the factors that may affect this research study.
homas, D. And Frankenberg, E.…
This study found that workplace meal programs can prevent micronutrient deficiencies, reducing the number of chronic diseases in the workplace. This study found that investments in better worker nutrition increased productivity by as much as 20% and improved workplace morale. This study provides an excellent foundation for the current research study.
Washington State Department of Health. "Employer-Based Health and Productivity Program." Available from: www.doh.wa.gov/cfh/NutritionPa/our_work_sites/default.htm. Accessed 23 October 2008.
This website highlights an initiative by the Washington State Department of Health, which provides grants to help employers offers wellness programs. The focus of these wellness programs is on increasing physical activity and providing healthy food choices. The purpose of the program is to prevent chronic disease, thus increasing work productivity. This program could be a model for similar programs in the future.
Labor and Union Studies in ashington and Oregon States
The United States labor movement has its roots in the complex trappings of the industrial revolution. Laborers were just starting to come to the United States from foreign countries because they had learned that there were many jobs available for even the most unskilled worker. People were also moving from rural areas in America to the cities in an attempt ti have a better life also without the uncertainties that governed farm profits. The growth in many industries was a result of new technologies that allowed people to purchase items that had previously been made by hand far cheaper because the products could now be mass produced in the factories. The problem was that the owners of these factories did not care how the workers were treated because there were many more begging to have a low-paying job in a factory…
Bloom, Nick, Toby Kretschmer, and John van Reenen. Work-Life Balance, Management Practices and Productivity. London: London School Of Economics -- Center for Economic Performance, 2006. Print.
Brundage, Michael. "Working at Microsoft." qbrundage. Web.
Bureau of Labor Statistics. "Union Membership in Oregon -- 2010." United States Department of Labor (2010). Web.
Grant, Michel, and Jean Harvey. "Unions and Productivity: Convergence or Divergence in Perspectives." International Studies of Management & Organization 22.4 (1992): 93-98. Print.
Team building, group dynamics, talent management, leadership development, and any number of other functional areas are much more about clarity, focus, aligning expectations, and defining roles than creating equality" (Myatt, 2012). In the last twenty years, organizations have come to the realization that the better their employees are at working together, the more successful their organizations will be.
eductions in budgets in the public sector mean that there is an increased pressure for these organizations to deliver more effectively. Team-building is a verifiable way to ensure a greater success at employee cohesion. Private sector organizations have largely realized this, as private sector organizations more frequently enlist the help of outside organizations such as team-building experts to teach and implement effective means of team-building for their workers. Given these trends in team-building, I would want to further explore: what are the immediate benefits of team building? What are the long-term benefits…
Cellucci, T. (2008, October). Bridging the Communication Gap. Retrieved from DHS.gov: http://www.dhs.gov/xlibrary/assets/bridging_the_communication_gap.pdf
Dillon, S., Buchannon, J., & Corner, J. (2010, November).Comparing public and private sector decision making: Problem structuring and information quality issues. Retrieved from https://secure.orsnz.org.nz/conf45/program/Papers/ORSNZ2010_Buchanan.pdf
Drexel.edu. (2013). 5 Stages of Group Development. Retrieved from Drexel.edu: http://www.drexel.edu/oca/l/tipsheets/Group_Development.pdf
Groeneveld, S., & verbeek, S. (2011). Diversity Policies in Public and Private Sector Organizations. Review of Public Personnel Administration, 353-381.
There are two main ways to increase the productivity of a labor force. Productivity is the amount of work that a workforce does -- the output per unit of labor (Riley, 2013). One way is to lower the denominator, which is to say have fewer workers. If the remaining workers work harder, the country can keep its output at the old level, while doing it with fewer workers. This will increase the productivity of the country's workforce.
The other main way to increase the country's productivity is to increase the numerator. This can be done through new technology, innovation, new machinery or anything else that helps improve the worker output. hen output is increased and the number of workers stays the same, productivity increases. New innovations can also decrease the number of workers, if it replaces workers. If it replaces workers at the same time it increases production,…
Riley, J. (2013). AS market failure. Tutor2U.net. Retrieved April 29, 2013 from http://www.tutor2u.net/economics/revision-notes/as-marketfailure-productioncosts.html
Work Disability in Small Firms
Work Disability Thesis Proposal
Is There a Problem? What is the Contribution?
ivermore, Whalen, Prenovitz, Aggarwal and Bardos (2011) explain how the connection between disability, work productivity and income benefits the whole society by reducing reliance on tax-funded support programs (p. 1). All of us have an interest in ensuring the most productivity from all workers, if stable employment for workers with disabilities frees up resources for other public or private endeavors, and turning tax consumers into tax payers will help reduce the burden for those who now pay. Given public perceptions of funding constraints and increased challenges to public services posed by an aging population majority, ensuring stable employment for everyone especially workers with disability grows more rather than less urgent over time. Even at current levels, ivermore et al. (2011) assert, "it is especially important for policymakers to have access to a wide…
A major confound undermining many survey-based research claims is selection bias, where researchers impute generalizations from convenience samples without ensuring truly random selection. This study will sidestep that issue simply by avoiding claims of incidence, because copious such data already exist in general as Markesich (2008) and Rehabilitation Research and Training Center on Disability Statistics and Demographics (2011) demonstrate, even if those data do not speak to workers' productivity and satisfaction in precisely the category of interest between large and small firms and disability compared to workers without. Avoiding claims of prevalence will enhance focus on qualitative inquiry as to satisfaction and productivity given the qualification that those responses indicate perceptions or intent, like perceived job fit or intent to quit or search for different employment. Claims couched in terms of perception and ex-ante intent rather than as ex-post quantitative events, will avoid the type of subjectivity Hotchkiss (2002) e.g. finds underlying much of the research on incidence or causality.
Likewise reporting perceptions of ability, performance and satisfaction seeks to avoid confounding subjectivity of language but also of disclosure, because counting disability as only those conditions with medical documentation or real accommodation in the workplace, would omit workers with invisible disability they may have declined to report. That official definitions restricted by documentation and disclosure understate incidence of disability in the workplace is not only logically coherent, but becoming more recognized as a growing body of research demonstrates (e.g. Hotchkiss, 2002, pp. 8-13, or Kukla & Bond, 2012, p. 14). Kruse and Schur (2003), for example, raise plausible doubt about comparing statistics as definitions
In Worklife Report's (2002) survey study of the effect of socialization in work relationships, it was found out that "...workers who regularly socialize with their colleagues are likely to be happier at work, have stronger team working skills and stay in one job for a longer period of time" (14). This finding illustrates how unity among members of the organization leads to better working performance and environment. Of course, it is inevitable that conflicts between or among members of the organization happen, but even these conflicts function to improve the efficiency and performance of the workers. However, it is also vital these conflicts function under a healthy working environment; otherwise, these conflicts can lead to disunity among the organization's members and dissolution of cohesiveness among groups.
However, there is also counter-evidence on the high productivity yield and high group cohesiveness relationship as illustrated in Lindorff's (2001) survey research, wherein the…
Kreitner, R. (1995). Organizational behavior. Chicago: Richard D. Irwin, Inc.
Lindorff, M. (2001). "Are they lonely at the top? Social relationships and social support among Australian managers." Work & Stress, Vol. 15, Issue 3.
Roundup." (2002). Worklife Report, Vol. 14, Issue 3.
Schultz, K. et. al. (1999). "The effects of low inventory on the development of productivity norms." Management Science, Vol. 45, Issue 12.
Analyze the appropriateness of HM technologies and best practices to recommend applications and strategies for your selected organization, in order to improve organizational effectiveness, workforce productivity, and systems integration
HM technologies are essential towards reduction of the cost of operations as well as an increment in the level of consumer satisfaction hence effective management of the resources and available opportunities. Wal-Mart should focus on the quality and efficient automation of the processes and departments for the purposes of eliminating errors and overhead costs. This is essential through management of the HM technologies such as CM, FID, and EP with the aim of achieving maximum profit levels and revenues at the end of the fiscal year.
Ho, C. (2007). Measuring system performance of an EP-based supply chain. International Journal of Production esearch, 45(6), 1255-1277. doi:
Karimi, J., Somers, T.M., & Bhattacherjee, A. (2007). The ole of Information Systems
Ho, C. (2007). Measuring system performance of an ERP-based supply chain. International Journal of Production Research, 45(6), 1255-1277. doi:
Karimi, J., Somers, T.M., & Bhattacherjee, A. (2007). The Role of Information Systems
Resources in ERP Capability Building and Business Process Outcomes. Journal Of
Opportunities to Improve elationship Banking at Al ajhi Bank
In an increasingly globalized and competitive marketplace, many banking professionals today are faced with the need to develop informed and timely responses to changes in consumer demand, as well as fluctuations in the global economy that can have a positive or negative effect on investments. In affluent nations, this need has become especially pronounced as billion-dollar deals are routinely involved, and bankers working relationship banking operations stand to assist banks in attracting and retaining wealthy private and highly fluid commercial enterprises as long-term clientele. The enormous amounts of money that are involved make it important to formulate such responses in ways that add value to the banking operation including providing a competitive advantage. In some banks, relationship banking at this level is termed "privilege banking" or "prime account management," but the common feature of these business units is targeting high net…
About Us. (2012). Al Rajhi Bank. Retrieved from http://www.alrajhibank.com.my/corporate_
Constantinides, G.M., Harris, M. & Stulz, R.M. (2003). Handbook of the economics of finance.
Local non-profits are thrilled to have help, and this spreads goodwill throughout the community. This empowers each of the employees to "Pay it Forward" and understand the benefits of empathy and community service…. The perception is that this is a branded company name that puts its money where its motto is. In turn this inspires other businesses and corporations while retaining their greatest asset -- their employees: they will not need to reinvest in the time or expense of interviewing, hiring, and training new employees -- operationally a real coup (Crow, 2010, 44).
Part 11 - There are several reasons and techniques designed specifically to measure performance, in this case, with the kitchen and wait staff at the Hard ock Cafes. Primarily, we measure for:
Setting goals and objectives
ecognize good or great performance
Interceed in time with poor or negligible performance
To inform stakeholders
Crow, R. (2010). Evolve or Die: Seven Steps to Rethink the Way You Do Business.
New York: Wiley.
Heizer, J. And B. Render. (2005). Operations Management. New York: Pearson/Prentice Hall.
Measuring Performance. (2009). Harvard Business School Press.
In regard to organizational strategy, the companies can work towards a similar strategy of delivering high quality products to their clients. This would be the same for their shared values. The efforts towards integrating the structures, systems and strategy should however be given most attention. The strategy of partnerships, strategic alliance and acquisitions must be upheld.
Using this framework, we can see the need for new leadership so as to ensure that the new acquisition does not suffer from the past bad decisions.
Congruence Model for Organization Analysis
The congruence model of organizational analysis specifies the inputs, outputs and the throughputs in manner which is more consistent with the open systems theory as noted by Katz and Kahn (1978).In this regard the inputs, outputs and the throughputs of both Skype and Microsoft must be analyzed with a view of transforming them into a clear and concise organizational model.According to this…
Bryce, DJ (2011). Microsoft's Skype Deal: How to Make it Work.Available online at http://blogs.hbr.org/cs/2011/05/microsofts_skype_deal_how.html
Cummings, T.G. & Worley, C.G. (1993). Organization development and change. Fifth Edition. New York, NY: West Publishing.
Gable, R.K. & Wolf, M.B. (1993). Instrument development in the affective domain: Measuring attitudes and values in corporate and school settings. Boston, MA: Kluwer Academic Publishers
French, W.L. & Bell, C.H. (1995). Organization development: Behavioral science interventions for organization improvement. Fifth Edition. Englewood Cliffs, NJ: Prentice Hall.
The rise of productivity within competitors to the United States means that overall import/export balance will be severely altered. This can already be observed over the lopsided balance of trade for the United States, whose trade deficit will exceed 100 billion once again this year. When there is a comparison decrease in productivity, the economic impacts are both short-term and long-term. In the short-term the strength of the dollar will depreciate against other currency. This is already happening as the dollar has depreciated within the past five years against the Euro, and as the productivity trends move against the United States this will become even more evident in the years to come. With respect to a broad basket of currencies that include the rise of Asian currencies, this will only mean that the dollar will lose strength over the next few years. The long-term implications are that the United States…
Baily, Martin Neil, Robert J. Gordon, and Robert M. Solow, "Produc- tivity and the Services of Capital and Labor," Brookings Papers on Economic
Activity, 1981, 1981 (1), 1-65
Chari, V.V. And Hugo Hoenhayn, "Vintage Human Capital, Growth, and the Diffusion of New Technology," Journal of Political Economy, 1991, 99 (6), 1142-1165.
Fischer, Stanley, "Symposium on the Slowdown in Productivity Growth," the Journal of Economic Perspectives, 1988, 2 (4), 3-7
Work Disability in Small Firms Chapter II
Work disabled ChII Lit Review
Review of Literature Demonstrates Information Gap and Identifies Methods
This chapter justifies the problem statement and research questions, and locates the results among existing research. Copious data and analysis describes pronounced unemployment for potential workers with disabilities and lower income where workers with disabilities are employed, compared to the general U.S. workforce, extensive policy intervention notwithstanding. Fewer studies focus on workers or potential workers with disabilities in the Atlanta-Sandy Springs-Marietta, Georgia metropolitan statistical area, and even at the national level, very few juried reports describe productivity and job satisfaction for workers with disabilities in firms smaller than fifteen employees. Firms with fewer than fifteen employees are exempt from compliance with Title I of the ADA, but stimulating employment for workers with disabilities in these firms may improve economic self-sufficiency for this historically disadvantaged population. Conversely, if productivity and…
Policy disincentives probably affect productivity, satisfaction and employment.
Where consensus agrees is around a strong disincentive to work if medical costs covered by Medicaid exceed the level of income qualifying them for SSDI reimbursement. As numerous experts, administrators and disability employment program consumers testified to the 111th U.S. Congress in 2009 (U.S. Congress, 2011), once an individual earns more than a threshold that qualifies them for Medicaid coverage, they have to pay their medical costs out of pocket, and if those costs are more than the new earnings plus the SSDI transfer income, then the result is negative earnings plus often considerable effort and expense getting to work along with the labor of work itself. The result, not surprisingly, is often that potential workers with disability live off $674 per month income support in order not to lose Medicaid eligibility by earning more than qualifies them for federal health care coverage, i.e. $940 in one month (C. Bates-Harris, qtd. In U.S. Congress, 2011, p. 23-25), if total earnings become less or negative covering medical costs out of pocket, especially given exclusion from insurance for the pre-existing condition that justified Medicaid coverage in the first place before the Patient Protection and Affordable Care Act (PPACA). PPACA made such exclusion illegal, but the results are still too new for empirical analysis as yet. The perverse incentive generated by high-enough out-of-pocket medical costs meant that a potential worker with disability had to go from earning little enough to qualify for Medicaid, to enough that they could cover those costs out of pocket and also the foregone monthly income transfer. This might often mean many thousands of dollars per year or month if disability required ongoing medical attention, a situation experts often call the "Cash Cliff" (Tremblay, Porter, Smith and Weathers, 2011, p. 19) due to the abrupt income threshold.
Extensive testimony to Congress (2011) described problems within SSDI programs themselves. Income verification requirements where employment was successfully accomplished, for example, resulted in overpayment and then reversal of awarded transfers that left workers with obligations to reimburse SSDI for in one case $115,000 where a worker with psychiatric disability had benefits retroactively revoked for the prior six years, for "sporadically, very occasionally exceeding the substantial gainful activity level by small amounts, due to his disability, and there is no dispute that he reported his work attempts" (Landry, Anderson, Lacava and Bronstein, qtd. In 111th Congress, 2011, p. 88). Another was overpaid $60,000; another over $56,000; none of these individuals have worked since, which their program administrators attributed to their
The anxiety that difficulties in juggling family and work tasks can negatively affect worker presentation has led some employers to offer on-site child-care or add family leave to benefit packages. If such initiatives, employers have assumed, reduce friction between family responsibilities and work demands, then worker productivity should increase and unexcused absenteeism and unnecessary turnover should decrease (randon & Temple, 2007).
Employer enefits of Providing on-site Child Care
Keeping up a population of skilled, industrious workers is a recurrent challenge for employers. For working parents, their challenge is frequently related to obtaining convenient, quality child care solutions. Today, a lot of employers are addressing this work-life challenge and have started offering child care benefits that sustain the work/life balance of workers. and, in spite of budget crunches and space limitations that many companies face today, there are many options to meet the needs and budgets of employers both large and…
Barcenas-Frausto, J. (2009). Family-supportive policies: The employer-sponsored child-care approach as an influence of the relationship between work and family outcomes. The Business Review, Cambridge, 14(1), 92-98.
This paper investigates the potential benefits of implementing a family-supportive policy, such as employer-sponsored child care, to enhance organizational policies. There is a lack of present research on this topic, and this paper contributes a consideration of the availability of organizational policies relating to employees' work-family balance and work-related outcomes in a nontraditional-hour workplace. It examines the existing literature and household employment configurations, including single and dual-career employees making strategic child care decisions. The Map of the Child Care Assistance Territory provides a model for considering the independent variables of household employment configuration, use of familial care, and dependent-care profile.
Benefits to Employers. (2011). Retrieved from http://www.cclc.com/employers/benefits-employers
Approximately 9% of employers provide on-site or near-site child care centers; 11% of employees say they work for employers who do so. And specialized child care programs, such as backup child care, priority access or tuition discount programs offer employees a potentially nationwide, equitable benefit outside the scope of a dedicated child care center. Companies that invest in dependent care support services realize huge savings as a result of reduced absenteeism and higher employee productivity and retention.
As such, the amount repaid to the lender does not accurately reflect adjustments in its purchasing power. To compensate, nominal interest rates float; they change with inflation rates. Real interest rates, on the other hand, do factor in inflation rates. With this type of return rate, the borrower experiences an increase in purchasing power.
9. Cyclical unemployment arises out of a nation's reduction in productivity; it occurs when an economy produces less. Logically, this type of unemployment explodes during recessions and falls during times of recovery and/or prosperity; it follows the business cycle. Structural unemployment refers to a decreased demand of workers; it may be due to increased automation, outdated skills, or geographical incongruencies. Frictional unemployment occurs when workers are in between jobs; it is by nature temporary unemployment and reflects ordinary transitions in the labor market.
11. There exists a close relationship between technological change and the growth rate…
Workers With in Small Firms
Chapter I outlines the problems this research aims to address, namely an information gap that may, if filled, enhance employment for potential and existing workers with disabilities. This chapter defines the problem background, purpose of research, theoretical framework through which conclusions will be drawn from survey data gathered in the field, the research questions the survey instrument seeks to answer, the definition of terms those questions employ and limits and delimitations of the intended research. Once those parameters are outlined, the claim this argument attempts to support, that closing a gap in information describing satisfaction and productivity for workers with disability in small firms below conventional definitions of 500 workers or less may improve employment for a historically marginalized population, leads to conclusions that thus inform the subsequent methodological and analytical chapters.
Problem Background: The Uncashed 'Triple Paycheck'
Title I of the Americans with Disabilities…
References With Prospectus (toward inclusion in Literature Review chapter)
Day, N.E. And Greene, P.G. (2008). A case for sexual orientation diversity management in small and large organizations. Human Resource Management 47(3): 637 -- 654. Retrieved from DOI: 10.1002/hrm.20235
Deveau, J.L. (2011). Workplace accommodation and audit-based evaluation process for compliance with the employment equity act: Inclusionary practices that exclude -- an institutional ethnography. Canadian Journal of Sociology/Cahiers canadiens de sociologie 36(3), 151-172. Retrieved from ejournals.library.ualberta.ca/index.php/CJS/article/view/10479
Erickson, W., Lee, C., von Schrader, S. (2011). Disability Statistics from the 2009 American
Community Survey (ACS). Ithaca, NY: Cornell University Rehabilitation Research and Training Center on Disability Demographics and Statistics (StatsRRTC). Retrieved Jun 11, 2012 from www.disabilitystatistics.org
role a hired consultant organization. You asked president organization prepare a background paper results research findings make recommendations improve group productivity organization.
The manufacturing plant is characterized by the fact that it conducts manufacturing operations for the parent company, yet it is physically separated from it. In the current case, a problem has been observed in the fact that the manufacturing plant is also culturally separated from the parent company. In other words, the internal culture of the parent company is one based on operational efficiency and profitability, but attained through the adequate integration of all resources available. The parent company as such develops and implements an extensive human resource programs, which is underdeveloped at the manufacturing plant.
Within the manufacturing facility then, a wide array of problems arises among the staff members and these unavoidably lead to productivity shortages. In such a setting then, it is believed…
Fischer, F.M., 2010, The application of the controllability principle and managers' responses: a role theory perspective, Springer
Holt, M., Best practices for productivity improvement, Chron, http://smallbusiness.chron.com/practices-productivity-improvement-695.htmllast accessed on July 18, 2012
Mercer, C., What is 'role conflict' in organizations?, eHow, http://www.ehow.com/about_6304551__role-conflict_-organizations_.html last accessed on July 18, 2012
Thompson, M., 7 steps to exceptional virtual team communication, Ezine Articles, http://ezinearticles.com/?7-Steps-to-Exceptional-Virtual-Team-Communication&id=440334last accessed on July 18, 2012
Strategic Planning in IT
IT Impact on Service Industry Performance
Implementation of IT Innovations
1992 U.S. VALUE-ADDED AND EMPLOYMENT BY INDUSTRY
AVERAGE ANNUAL GROTH IN GDP PER HOUR,
MAJOR SECTORS OF THE U.S. ECONOMY
Management TASKS IN BUREAUCRACY VS ADHOCRACY ORGANIZATIONS
This paper addresses the following problem statement: "ithout information technology (IT), a business will not be able to compete globally in any industry, nor in any market it wants to enter. It will not be able to effectively and efficiently optimize its success."
In order to evaluate this statement, a number of issues were examined. The rapid pace of technological change and the effects of technology revolution have launched the world into an era of organizations that are experiencing extraordinary growth in both the development and the dissemination of information and communications technologies. This paper reviews the current literature on the subject of the integration…
American Heritage Dictionary of the English Language, Fourth Edition. (2000). Houghton Mifflin Company.
Andreu, R., Ricart, J.E., and Valor, J. (1991). The Strategic Dimension of Transactional Information Systems: Some Organizational Implications. Journal of Information Systems, 1, 223-32.
Ansoff, H.I. (1965). Corporate Strategy. New York: McGraw-Hill.
Bailey, M.N. And Quinn, J.B. (1994). Information Technology: The Key to Service Performance. Brookings Review, 12 (3), 36+.
) I will etun to the stengths and limitations of gowth accounting as a tool to use to assess the economic development of these nations below.
Gowth accounting is an economic method designed to measue the elative and absolute contibutions of diffeent factos to economic gowth and development. Developed by Robet Solow in 1957, this methodological appoach disaggegates o decomposes the diffeent elements of economic gowth. The most impotant assumption of this method is that the goss output of an economy can be analyzed into inceases in the ange of factos (pimaily inceases in labo and in capital) and which cannot be accounted fo by discenible changes in the utilization of these factos.
Anothe way of explaining Solow's model is this: The unexplained pat of gowth in an economy's GDP is best undestood as a simple incease in poductivity, with poductivity being defined in common-sense tems as achieving…
For example, when I examine the data that Sarel (1996) finds inconclusive (he writes that the labor and capital accumulation vs. total factor productivity debate remains inconclusive") I find to be entirely conclusive -- in the direction of an exogenous model that is based on an assessment of factor accumulation rather than a reliance on a significant element of technological innovation as prompted by government incentive and intervention. But Sarel is impelled to ask what might have been the effect of governmental intervention and to investigate how these may have interacted with initial conditions that obtained. Taking into account only those factors that lie outside of governmental influence simply does not make sense to him (or other non-neoclassical economists), even when the picture is in fact complete. Sarel (1996) concludes:
The study does not offer clear and conclusive results nor does it make clear policy recommendations. Its main judgment is that, from a positive point-of-view, a promising avenue for the explanation of growth performance is the examination of initial conditions. Nevertheless, from a normative point-of-view, it is far from clear what specific policies governments should pursue, beyond the standard set of policies aimed at getting the basics right.
I find it fascinating that Sarel should be impelled to try to divine -- like someone seeking water with a forked stick -- the (beneficial) effects of governmental influence in the Four Tigers as necessary to understand how these nations might have accomplished the level of growth that they have.
In other words, Sarel sees the hand of the national governments even when there is no good factual evidence for this. This does not mean that his scholarship should be considered in any way to be dishonest. Rather, I am simply using his work (which raises important questions) as a demonstration of the ways in which initial assumptions and beliefs about the nature of markets (and about human nature) affect how we read economic indices.