William Shakespeare s The Merchant Of Venice - 1315 Words

In The Merchant of Venice by William Shakespeare the play is based upon the hierarchy between Christian men and Jewish men. A character by the name of Bassanio borrows money from his friend Antonio, and Antonio borrows the money from Shylock to give to Bassanio. Eventually, Antonio cannot pay the money back because his ships have supposedly sunk. Therefore, he comes close to death because he signed a bond with Shylock stating that Shylock would get a pound of his flesh if the bond was not repaid. In the end, the conflicts between the characters are resolved, and the mastermind behind the all of the conflicts, Portia comes forward. Furthermore, the character of Shylock has a complex personality which makes it hard for the audience to decide†¦show more content†¦He does not care about the wellbeing of his daughter, his cruel actions drive his daughter away. Furthermore, Shylock has a conversation with Bassanio on the topics of hatred and murder. Shylock says, â€Å"Hates any man the thing he would not kill?† (4.1.67). Shylock is saying when one hates another man, why would he not want to kill it. â€Å"Thing† connotes something inanimate or not important. Shylock thinks of human life as not important. Therefore, he is trying to justify that his want to kill Bassanio is out of hate. In comparison to Shylock Bassanio states, â€Å"Every offense is not a hate at first† (4.1.68). Bassanio is saying if someone offends another person, they do not hate them immediately. There is a gentleness to Bassanio, unlike Shylock. Bassanio is suggesting forgiveness. This contradicts Shylock’s statement completely, showing the brutality of Shylock. Antonio is more sympathetic than Shylock because he is not violent. During the court case when Antonio wins and gets to choose Shylock’s punishment, he does not punish Shylock with violence. Antonio says, â€Å"he do record a gift, / Here in the court, of all he dies possess’d / Unto hi s son Lorenzo and his daughter† (4.1.385-388). The tone of the statement made by Antonio describes a sense of power. Antonio powerful because not only is he punishing Shylock, but he has self control and gives away all of Shylock’s money to someone who

Women s Dependency During World War I - 1654 Words

Women have always had a very trivial role in the United States’ society. Women have been devoiced for centuries. One important reason being that there was a lack of women s dependency in society. During World War I women’s dependency society had increased tremendously. Women stepped up to maintain the work of their husband, brothers and fathers who were soldiers in the Great War. The United States was reluctant to go into war for three reasons. The United States felt that by staying neutral that the United States would have a great economic increase, the war would cause a separation between the immigrants of the United States, and the United States did not want European powers to feel they could interfere with the United States affairs†¦show more content†¦At the time war was a priority. Women noticed the United States vulnerability and felt that the war was the best time to speak up for their rights and to prove to society that they are as dependable as men a re. Women became more dependent in society and less available for their children at home. Conscription: Woodrow Wilson, president during World War I, believed greatly in moral diplomacy. World War I had started in August of 1914. The United States had not officially entered into World War I until April 6, 1917. Neutrality was a good call from Wilson, but when President Wilson decides to send private bank loans to the Allied Alliances during World War I, and began to sell less of the United States products to Germany and Austria-Hungary, it was pretty evident that the United States would join the side of the Allied Alliances. There are many different people that had inhabited the United States up until this point. There are people from all over the world that came to the United States to start a new life. This diversity of location meant that there were many diverse opinions. There were those who agreed with President Wilson that the United States should join the war against the Central Alliances because the Allied Alliances seemed more morally correct in the sense of going into war, a nd there

Understanding Organisations and the Role of Hr Free Essays

1. Introduction The briefing note is aimed to support a new manager to gain some understanding of the organisation in preparation for their start. Enterprise is a private sector organisation that has a current turnover of ? 1. We will write a custom essay sample on Understanding Organisations and the Role of Hr or any similar topic only for you Order Now 1bn. Enterprise currently employ’s circa 17,000 people including direct and DSP staff. 1. 1 Enterprise is the UK’s largest dedicated maintenance and front-line service provider to the public sector and utility industry. 2. Company Analysis 2. 1 Enterprise offers a wide range of services to its customers. The business is split into two divisions, one of which is the Government division. The Government division offers nationwide coverage in the following work streams: Grounds Maintenance, street cleansing, refuse collection, social housing, asbestos surveys removal, building repairs maintenance and local roads. The Government division is involved in a joint venture with Amymouchel. The second major division is the Utilities division. The Utilities division is broken down further into sub divisions which are, defence, MOD, gas, water and power. The main role of the Utilities division as a whole is to perform maintenance tasks including fixing water leaks, repairing gas leaks, installing Utility supplies, designing and installing power substations and repairing broken connections. The Utilities -division is also involved in joint ventures with Carillion and MoDern Housing solutions. Enterprise also has a Central Support division that contains dedicated departments who provide support services to the group. The departments within the central support include Finance, I. T, Payroll, Central HR, Health Safety, Commercial, Procurement and Marketing. See Appendices 1. ) 2. 2 Due to the fact that Enterprise provides such a diversity of services the customers are both from the Public and Private sector. Enterprise has long term partnerships with Local and Central Government. An example of this would be a 28 year ‘waste partnership’ with Solihull Borough Council. Other Local Government organisations that Enterprise perc eives as customers currently include London Borough of Barking and Dagenham, Liverpool City Council, Wolverhampton City Council, Manchester City Council, Gloucestershire City Council and Peterborough City Council. Central Government customers include MOD Defence Estates, Highways Agency and Transport for London. Enterprise works closely with Utilities companies to provide people’s homes and business with reliable gas, power, and water and communication links daily and has major contracts and partnerships with the following customers: United Utilities, Severn Trent Water, Scottish Power e-on Energy and National Grid. As the majority of Enterprise operations are carried out within the community they have a high emphasise on Corporate Responsibility in order to engage the wider community. . 3 Enterprise has a unique approach in terms of its purpose and goals. The main purpose of the organisation is captured within the mission statement which is; ‘’To be at the heart of our customers and communities; delivering plans to improve service and maintain essential infrastructure for present and future generations in an environment that allows our people to contribute and realise thei r full potential’’. Enterprise as a Private organisation has a purpose of providing a financial return to its Stakeholders as well as surviving and developing if possible. Enterprise has a set of driving principles that define the goals that work towards delivering the Enterprise vision which is; ‘’In our chosen markets of utilities and the public sector, to be the leading integrated service provider focused on front line delivery. ’’ The 5 driving principles are as follows: Health Safety: As Enterprise work at the centre of people’s lives and neighbourhood’s Health Safety of both employees and members of the public is paramount. This means that the policies are rigorous, thorough and proven. Community Cohesion and Well Being: Responsibility in the community that Enterprise works in, the companies it works with and the employees. Sustainable communities that balance the social, economic and environmental components of their local area. This will benefit the residents, businesses and future generations. Partnership People: Enterprise’s preferred method of working with a customer is through a transparent partnership. This facilitates communication and enables better working relationships. The flexible pro active nature of these partnerships allows contracts to evolve and move with the changing nature of the industry and customers need in the opinion of Enterprise. Enterprise follows a ‘respecting people’ agenda which allows employees to influence service delivery. They continually invest in skills and technical knowledge in order to remain an innovative leading service provider. Performance Improvement Best Value: The experience and knowledge Enterprise has of its markets, combined with their least cost operating models, enable them to design services that produce improved performance and best value for customers. Technology and Innovation: Enterprise has innovative technology and bespoke software that designed by an in house team. This increases the efficiency of operation and improves communications between sites, offices and customers. IT is at the core of all operations and a least cost, improved performance is essential to ensure a safe workplace. 2. 4 Enterprise believes that external factors do have an impact on the business activities of the organisation. Please see (Appendices 2. ) which is a PESTLE analysis of Enterprise. Listed below are four examples of external factors that Enterprise will be directly affected by, Auto Enrolment This is the Government initiative that Enterprise considers as a political external influence. Auto enrolment is aimed at getting employees enrolled into a pension scheme. Enterprise as a large business has to do this by April 2013. Employees are automatically enrolled into the scheme with the option to ‘opt out’. The minimum contribution of the employees is 1% of their salary with a contribution from the employer. The impact on Enterprise is financial due to the contribution to the pension scheme. The fact that all employees need to be communicated with and engaged with the scheme is a drain on cost and time. Enterprise has had to employee a number of temporary staff who specialise in pensions to guide and work on the impact of the scheme. This again is a financial strain on the organisation. Rising Fuel Costs Enterprise have identified the increasing rise in fuel costs as a potential threat to the business. Enterprise has reacted to this by introducing a ‘Lower initiative. ’ All new starters to the business are given information on ways to save fuel, for example car sharing. As many of the operations within Enterprise involve vehicles and plant reducing fuel consumption is extremely important. Graduates Enterprise has always had a graduate scheme and recruits every year. Due to the both social and political impacts the number of graduates per year is decreasing, increased university cost sand high rates of unemployment are the main contributors for this. This is impacting on the business in terms of reduced Graduate vacancies and fewer specialist candidates. Enterprise view graduates as the future and look to talent manage graduates into certain arrears of the business. They are also seen as ideal candidates whilst ‘succession planning. ’ A positive impact of the above is that apprentice schemes have become a popular alternative within the UK and Enterprise has over 130 active apprentices. This is a 50% increase on 2010 figures. Adverse Weather Over the last few of years the weather has changed significantly which has had an effect on Enterprise. It has impacted the business in both a positive and negative way. For example due to the cold weather in the winter the need for winter grit to be laid on the road has increased, this means business for Enterprise in this area has been amplified. On the opposite side of the coin, during wet summers work on the roads for example laying new cables and surfacing dressing can be a slow process. Enterprise perceives this as an external Environmental factor that is difficult to manage. 2. 5 Enterprise operates a ‘conventional’ hierarchical organisational structure predominantly but has aspects of ‘span of control structure’ also. This is mainly due to the size of the organisation and the variety of services it offers. As Enterprise is split into two major divisions with sub sections within these departments it is difficult to put the overall organisational chart into context. Enterprise does have aspects of a ‘Matrix’ organisation. This is dependent on projects that need to be undertaken or new contracts that are won. Enterprise has to be flexible to endorse this kind of structure and have the resources to cover staff movement. Please see (Appendices 2. ). Enterprise produces quarterly organisational charts to track any movements that take place and analyse where people slot in to the business. Appendices 2, illustrates the structure of the finance department for Enterprise which is a relatively tall conventional structure and is built up via a number of levels. Within the finance department there are several different functions including, financial accountants, purchase to pay, sales ledger, payroll and treasury. This chart highlights the positions of all the employees that make up each function and how they are all interlinked to make the finance department as a whole. It also confirms the spans of control of Managers and supervisors. 2. 6 As described in 2. 5 the Finance department in Enterprise has several different functions. An explanation of how these functions work together ould be as follows; The monthly payroll team pulls together the payroll 3 days before the money is due too reach the employee’s accounts. This has to be signed by the Support Services manager. Once this has been signed payroll process, this is then with the treasury department to allocate the monies into the accounts of the employees in time for pay day 3 days later. After this the accountants are left to analyse the payments for each department of the busi ness and raise any queries they may have. 2. 7 The culture of Enterprise is outlined in the mission statement and within its 5 driving principles (see 2. ). Enterprise also has a strict set of values that it expects all of its employees to follow: * Integrity – Transparency, relationship, fair, equitable and professional * Practicality – Straightforward, productive, innovative and pragmatic * Achievement – Focussed, driven, clear, ambition and success * Collaborative – Flexible, positive, incentivised, developing, community and team * Responsiveness – Listen, engage, create and participate The culture of Enterprise does have an affect on operations. Examples below: 1. Due to Enterprises commitment to its vision, principles and values, Enterprise can offer responsive efficient services provided by dedicated individuals 2. Enterprise works within the community promoting local employment and engagement with the use of small and medium enterprises (SME’s) through the Enterprise Foundation which is a vehicle dedicated to delivering community related support and improvement projects. This is a key part of the CR agenda. 2. 8 Enterprise has a dedicated central HR function that supports the organisations strategy in many ways. Please see below three examples of this: Learning Development Enterprise encourages employees to undertake training courses to improve personal development. HR will research particular courses to make sure they are relevant to the employee’s role and report back to the budget holders with the findings. PDR Workshops Enterprises HR team offers managers the opportunity to attend workshops to make sure they carry out PDR’s efficiently (personal development reviews. ) For example it is explained that the PDR’s are linked to talent management which looks at developing Enterprise’s current employees linking back to the business strategy. Induction Corporate inductions are delivered by the HR department to all new starters. This is seen as essential to emphasise to all employee’s the vision, goals and strategy of the business as well as making new employee’s welcome and provides key statutory information. 2. 9 The HR function at Enterprise is always on hand to provide support to line mangers and their staff. Here are three ways in which they achieve this: * Updating policies and procedures in accordance with legislative changes and with the business needs. Making sure these are easily accessible for line managers and their employee’s to access. * Through knowledge and experience HR professionals within Enterprise provide managers with support on disciplinary issues. Making sure that the correct process is followed to avoid tribunal cases. * HR systems are an integral part of Enterprise as all office based staff use them. The HR team control these systems and provide data from them to support manager’s needs. 3. Conclusion This briefing document is aimed at familiarising a new manager with the services, structure and systems of Enterprise. It has shown that Enterprise is a large maintenance and front line service provider within the public sector and utilities industry employing circa 17,000 staff in the UK. The structure is a mixture of conventional, hierarchical and matrix. The services include all aspect of utilities including repairs of gas, water, power and electricity and public services including building maintenance and refuse collecting. HR supports the business by being a point of contact for managers and employees on any issues they have. This works towards Enterprise achieve it overall strategy and goals. How to cite Understanding Organisations and the Role of Hr, Papers

Management Psychology Employee Motivation Free Free Solution

Question: Describe about the Management Psychology for Employee Motivation. Answer: Introduction Employee motivation is important in organizational management as it determine the efficiency, commitment and effectiveness of workers. Workers are motivated differently when they feel that they have reached their desired level of achievement, when recognized for their performance, when given proper and clear responsibilities, when they grow in their talents among other forms of motivation. It is the duty of the management to ensure that workers are supported to be highly productive individuals who are always motivated to create solutions for a given firm (Chitrao, 2014). The behavior of both the management and the workers however influence the path towards a highly motivated workforce. Even further, the forms of communication influence employee motivation (Jeong et al, 2013). Informal communication for instance has both positive effects on employee motivation. This discussion highlights ways in which informal communication influences employee motivation. It also highlights the differ ent behaviors by both managers and employees that influence motivation and transgression of workers. Critical Evaluation of the Influence of Informal Communication at the Workplace on Employees Motivation Informal Communication refers to the casual way of information sharing. It is usually used in casual personal conversations and typically among friends and family. Informal communication in essence is not official and therefore may only be used in a number of contexts especially when answering personal calls, writing some messages and emails among others (Baltaci et al, 2016). In an organization setting, an informal mail can be done by a boss inviting the staff members for an expo sale which will happen in a particular venue. In this context, the manager may not prefer a formal message to the staff and therefore seems more appropriate for informal communication. Even so, reports on projects must always be done in formal language so as to since it is required to be used later by different officials in decision-making regarding the organization. Informal communication impact both positively and negatively on the motivation levels of employees in an organization. According to Baltaci et al (2016), there is increased evidence that employees prefer informal communication than formal. Sometimes leaders need to use and encourage informal communication although in limited contexts, to enable such a group of workers interact with them freely and comfortably. The following are positive and negative effects of informal communication on employee motivation in different organizations. Positive Influence of Informal Communication on Employee Motivation The first positive influence of informal communication is that it helps in breaking down formal communication from the top managers into easily explainable form. Informal communication used by supervisors to the workers especially at the lower level enable the availability of clarified directions on roles to be taken by the workers (Schmitt Michelson, 2014). One of the demotivating factors in an organization is when a number of workers do not have a clear definition of what they should do in order to complete their work. Jobs that involve artisans for instance who are not well-educated may require that their supervisors address their issues through informal communication (Raish Fennewald, 2016). In this regard, they can remain on the track in terms of working on the objectives of the organization. This simplification of formal messages through conversion into informal messages can occur in different types of communication including vertical, horizontal and diagonal. This ensures tha t employees are motivated to work on clearly defined objectives. Secondly, informal communication is appropriate for most workers to openly express their experiences according to Chitrao (2014). Individual workers are able to express their sentiments freely to fellow workers and supervisors with little hesitation when left to use informal communication. When employees are able to freely express themselves it is more likely for the management to create ways of solving their problems in the best way possible (Schmitt Michelson, 2014). Formal communications sometimes put a barrier between the workers and the management as it involves long procedures to make a simple communication. Informal calls and messages sent between a manager and an employee on field work can be replied to faster and any problems addressed. The informal communication approaches provide an alternative mode of communication to breach the gap in communication left by strict formal communication workplace contexts. Thirdly, informal communication improves the relationship of individuals within a workplace. It also increases efficiency in communication of policies and instructions that need to be urgently considered. In improving workplace relations, informal communication helps in informal solving of a number of problems among workers. This is because it is deemed to bring people closer in understanding each other than the official interactions (Chitrao, 2014). For workers who interact with each other using informal communication, they often bond and are able to carry out duties harmoniously with cooperation. Using informal communication enhances the efficiency of workers as it mainly focuses on passing information anyhow as long as the message is received correctly. Ground workers who interact so closely and use informal communication are usually efficient and understand each other well (Panic et al, 2015). They use informal communication to instruct each other, collaborate in solving common p roblems within their departments among other activities. They have a sense of belonging within the particular management level. Managers can use informal communication to appreciate the efforts by workers and this can be inspiring as they will feel recognized to a personal level. Informational communication also allows for rapid and free flow of information within an organization. It allows for immediate feedback and therefore very reliable for quick decision making among the management and the employees within a given institution (Panic et al, 2015). There is a reduced mental distance between managers and the workers. This means that workers are able to interact positively closer with their managers and this expels fear while instilling job satisfaction. This also enhances mutual trust among the employees. The managers are likely to be trusted to deliver their promises to the workers and the workers will do the same with an intention to meet the set goals of the organization. Negative effects of Informal Communication on Employee Motivation The first negative influence of informal communication on employee motivation is that it results to rapid spread of rumors, some of which affect a section of the workforce (Panic et al, 2015). Informal communication among managers often spread down to the rest of the workers and mostly influences their behavior in response to the information acquired. Rumors on employee demotion or promotion passed through informal communication can negatively affect the workforce as they become more anxious to know which individuals have been considered for particular positions within the organization (Chitrao, 2014). This can further be caused by rumors that consist of distorted information. Rumors on changes in the organizational structure make workers eager to know their new supervisors. In any organizational setting, there are supervisors who may not be preferred by a number of subordinates. Therefore, rumors of departmental heads internal reshuffles makes workers to remain in suspense and fear as a result of the possibility to be put under a less preferred supervisor. This affects their concentration and commitment to the tasks in the organization. Secondly, misunderstanding among workers is more likely to occur when there is communication of crucial information informally. The overuse of informal communication makes employees to assume a casual view to issues and they are likely to interpret urgent messages inappropriately (Chitrao, 2014). It is also likely that employees who are used informal communication may be resistant to respect any given formal authorization. They could be so used to a manager who uses informal communication in that any change in the management that leads to the need for formal communication becomes a barrier to their communication practice (Jeong et al, 2013). Misunderstanding messages in the organizational setting can be very disastrous especially in the manufacturing industries, where there is always need for high precision on the use of materials and procedures. Thirdly, allowing informal communication as a practice makes it difficult to maintain secrecy within an organization. Informal communication involves open discussion, which is a characteristic of this particular form of communication. It is likely for information that is not well understood to spread to the rest of the staff in an organization, when informal communication approaches are used (Chitrao, 2014). As indicated before, the practice is characterized with faster of rumors. Even so, sometimes managers use this platform to test the reaction of workers in case a particular change could be implemented. This is because they are sure of receiving feedback in the short run. Informal communication is also difficult to control and perhaps the reason as to why it is impossible to keep everything confidential when using it (Jeong et al, 2013). There are no rules that are established rules in the control of information flow and therefore workers might come across information that may eit her encourage their commitment to duty and or negatively challenge their efforts. The worst may happen when the workers realize that their welfare is likely to be breached through policies that are about to be introduced. The resulting change in attitude and morale lowers the productivity of the whole firm. Further, informal communication creates an adversary culture within employees, making them to be uncooperative. Continued use of informal communication makes important instructions to be perceived casually and without urgency (Jeong et al, 2013). Where employees need to cooperate with each other, they instead become adversaries especially when they are not in good terms with their supervisors. It may nurture an individual to always hold a negative attitude towards their supervisors especially those who try to be formal with them. This uncooperative behavior negatively influences the performance of other workers as it lowers efficiency in productivity of a firm. Further, it is not a reliable mode of communication as there is usually no documented evidence for future reference. Ways in Which employees and managements behavior affects employee motivation and leads to employee transgression at the workplace Employee transgression is a common trend in different workplaces, especially where motivational approaches have not been well-crafted by the organizational management. According to Ingram (2013), while both the employees and the management are responsible in checking their behavior in regard to a motivated workplace experience, it is clear that the behavior of one party may determine that of the other party. Usually, the strategies that managers put in place to run their organizations, determine the performance of their employees. Managers who choose to be abrasive on their employees lead to a lack of motivation and possible transgression among employees (Sidle 2011). On the other hand, managers who choose to be motivational and transformational leaders to their staff members do not only create a motivated and effective workforce that increases productivity but also reduces the possibility of employee transgression within the organizations. The following discussion presents the vario us employee and management behaviors that may influence the employee motivation and possible employee transgression. The behaviors have been categorized under four elements; morale, performance, communication and attitude. Morale The behavior of managers in any given organization influences the morale of workers either positively or negatively. The morale of employees in any given workplace depends mainly on the behavior and thus the perception of the workers on their manager in the different management levels (Bandura Lyons, 2012). In regard to conversation for instance, managers and/or supervisors who keep friendly to their employees boost their morale. Those managers who also ensure that they scaffold workers to reach their goals in terms of personal satisfaction help in reducing the possibilities of transgression among workers (Sidle, 2011). Making workers feel appreciated daily through rewards and recognition of their performance enables them to get even more committed to work for the company, under the existing management structures. On the other hand, managers who are careless in regard to employee welfare and motivation often find a hard time making the workforce to achieve little milestones (Ingram, 2013). This type of managers shrug employees off and treat them as simple subordinates, forcing them to achieve impossible goals, bring about helplessness among employees. Employees lose their self-worth due to lack of motivation to commit to duty. Transgression sets in if these employees are not ready to cope with such managers. Still under morale, there are different employee behaviors that may also lead to a lack of motivation on their part and lead to transgression. Different factors may influence workers to behave in ways that can be barriers to motivation. These factors may result from ones own individual matters that are not related to the workplace (Khuong et al, 2016). For instance, addicted drunkards who are workers in given institutions can really impact their own motivation, as provided for by managers. They are likely to be late for their shifts, loud and even abrasive in the way they respond their managers and this brings about lower morale to the workers themselves when they realize their problems (Kim, 2015. This also reduces the morale of coworkers, especially where one continuously arrives late to work for their shifts. Workers motivate each other through support on duty. However, any behavior that is negative among some of the works, may lead to transgression among some of them in the long run. Performance Usually in any given organization, most workers imitate the commitment to the organizational goals that the manager presents with. For mangers, exhibiting high performance traits every day and ensuring that your tasks are completed daily, makes the rest of the subordinates to assume a similar mindset. Having a common mindset in any given organization results from and also leads to harmonized performance of different departments. Since majority of people usually pay attention to the behavior of superiors in regard to performance, it is crucial for managers to ensure that they keep to hard work and high performance so as to motivate their subordinates effectively (Fernandez, Pitts, 2011). Managers who present with ideal work ethics also subconsciously infuse the same trait among their subordinates and this decreases the likelihood of transgression among the subordinates. There are managers who can scaffold the rest of the staff members to attaining high performance through step by ste p approaches. Usually, manager who finds time to address the performance issues of individual workers and trying to find out any barriers preventing them from their success are very motivational (Khuong Hoang, 2015). Some managers may choose to take part in some activities together with the subordinate staff in-charge, to understand their problems and/or motivational factors. Such informal engagement brings about a positive perception of the management by the workers. At this level, their needs could be addressed to further their performance through motivation and incentives. Recommendation for promotion and increase in pay for workers by managers can be a huge motivation factor (Fernandez, Pitts, 2011). However, there are times when managers become biased and promote undeserving workers over others. This interferes with the performance of affected individuals and brings about transgression. On the other hand, manager can choose to be corrupt in rewarding performance of workers. A lack of recognition lowers the morale of workers and translates into transgression due to the feeling of little self-worth. Employee performance can also affect the motivation of the rest of the workers within a given organization. This performance may result from internal organizational factors and/or individual factors (Fernandez, Pitts, 2011). Employees who work extra hard within their departments bring about positive changes within the organization and may be considered for promotion by the management. A motivating employee to their peers through performance can be identified and rewarded as a role model within the institution. As a result, the employee is likely to be highly motivated to commit to the organizational goals. However, any individual factors that influence the performance negatively raises the attention of the management and may lead to unfavorable decisions against the worker (Sankar et al, 2014). Embracing work ethics in the treatment of fellow workers and the customers as a performance requirement also motivates not only boosts self-worth but also motivates the rest of the workforce. Therefore, motivation must be approached from the point of workers and that of the managers. Communication Effective communication of policies, procedures and general instructions is very crucial in any given workplace. The behavior of both the management and the workers in regard to communication, impacts on employee motivation and contemplation of transgressions (Shiri, 2011). There are different types of communication in an organizational setting which may be used to determine the motivation effect within the workforce. These include vertical, horizontal and diagonal communication. There are organizational managers who make little contact with their employees. Research in organizational formal and informal communication according to Khuong Hoang (2015) indicates that a manager that ensures consistency in contacting the workers cultivates the same behavior among them. Workers will be able to open up to any new information and also share their experience with the management through effective communication. However, any barriers created by the management to maintain this contact, negativ ely affects the workers performance (Sidle, 2011). This is because there is no communication on for instance, incentives to work, rewards and/or recognition for any work well done. Poor communication approaches by the manager translates into the feeling of being ignored. It can more often lead to incomplete wrong tasks, missed deadlines, and little of scanty knowledge regarding new organizational policies and procedures. Attitude Attitude towards work and among staff in any given organization determines the efficiency and effectiveness of duties carried out. Further, every company has employees who hold either a positive or negative attitude towards the management and/or fellow workers (Shiri, 2011). Usually, the attitude of employees is determined by that of their superiors. In cases where the managers are always taking a negative outlook in regard to the work of the employees, there are high chances that employees will hold a negative view of this particular manager (Sidle, 2011). Once employees develop a negative attitude, they grow cynical on their duties and become careless. This transgression results from little or no recognition from duties handled, little indications of appreciation and a continued feeling of job insecurity. In cases where workers are working on contract basis, a negative attitude from the manager may make an individual worker to contemplate on job insecurity (Sankar et al, 2014). Thi s means that if they do not check their interaction with their managers, they are likely not to be reconsidered for contract extension in a given workplace. Positive attitude on the other hand cultivates a better relationship between the employees and the management. It works independently as a motivational factor and also reduces the possibility of transgression among workers (Shiri, 2011). Managers who talk positively of their achievements and that of their workers while opening up to workers enable workplace atmosphere of goodwill and job satisfaction. Positive managers help in enhancing employee growth and improvement, as their styles of management promotes positive thinking. In most cases, managers who assume a negative attitude and seem to embrace it usually never realize the adverse effects it brings to the workplace. Conclusion In conclusion, this discussion presents the different ways in which informal communication influences employee motivation in a workplace. It highlights the positive and the negative effects that informal communication brings about in regard to employee motivation. Secondly, the discussion highlights the need for the management to ensure that workers are supported to be highly productive individuals who are always motivated and committed to the objectives of the firm. This has been done through discussing the behavior of both the management and the workers in influencing employee motivation and transgression. The behavior has been analyzed based on elements such as attitude, communication, performance and morale. The results of the discussion can help in decision-making for any given manager in a workplace. References BALTACI, A., T?YEK, R. and BURGAZO?LU, H. (2016). Examination of the Relationship between Organizational Communication and Factors of Organizational Commitment, Employee Performance, and Motivation in Terms of Social Service Organizations. Afyon Kocatepe University Journal of Social Sciences, 18(1), pp.49-77. Bandura, R. and Lyons, P. (2012). Helping managers stimulate employee voluntary, helpful behavior. Industrial and Commercial Training, 44(2), pp.94-102. Chitrao, P. (2014). Internal communication satisfaction as an employee motivation tool in the retail sector in Pune. The European Journal of Social Behavioural Sciences, 10(3), pp.1541-1552. Fernandez, S. and Pitts, D. (2011). Understanding Employee Motivation to Innovate: Evidence from Front Line Employees in United States Federal Agencies. Australian Journal of Public Administration, 70(2), pp.202-222. Ingram, K. (2013). Short and long-term effects of relational ambivalence with managers on employee citizenship behavior. Academy of Management Proceedings, 2013(1), pp.13202-13202. Jeong, S., Choi, J. and Kim, J. (2013). On the drivers of international collaboration: The impact of informal communication, motivation, and research resources. Science and Public Policy, 41(4), pp.520-531. Khuong, M. and Hoang, D. (2015). The Effects of Leadership Styles on Employee Motivation in Auditing Companies in Ho Chi Minh City, Vietnam. International Journal of Trade, Economics and Finance, 6(4), pp.210-217. Khuong, M., Linh, L., Toan, N. and Thi Minh Phuong, N. (2016). The Effects of Personality and Communication Skill on Employee Job Performance at Multi-national Companies in Ho Chi Minh City, Vietnam. JOEBM, 4(4), pp.296-302. Kim, J. (2015). A Comparative Study of Predictive Factors on the Employee Resistance Behaviors in Korea and Vietnam Companies. IBR, 19(1), p.57. Mikkelsen, M., Jacobsen, C. and Andersen, L. (2015). Managing Employee Motivation: Exploring the Connections Between Managers Enforcement Actions, Employee Perceptions, and Employee Intrinsic Motivation. International Public Management Journal, pp.1-23. Panic, S., Andrejic, M. and Stankovic, V. (2015). The role of internal communication in employee motivation. Vojno delo, 67(5), pp.384-400. Raish, V. and Fennewald, J. (2016). Embedded Managers in Informal Learning Spaces. portal: Libraries and the Academy, 16(4), pp.793-815. Sankar, P., Linganiso, X. and Karodia, A. (2014). An Evaluation Leadership Styles on Employee Motivation and Communication in a Metering Company in Pinetown, Durban. AJBMR, 2(8), pp.19-50. Schmitt, A. and Michelson, G. (2014). The informal side of communication: The role of rumor during employee downsizing. Academy of Management Proceedings, 2014(1), pp.12935-12935. Shiri, S. (2011). Impact of Managers and Senior Leaders Influencing Employee Engagement. IJAR, 3(8), pp.477-480. Sidle, S. (2011). Personality Disorders and Dysfunctional Employee Behavior: How Can Managers Cope? Academy of Management Perspectives, 25(2), pp.76-77.

Young Americans And The Role They Play Essays -

Young Americans And The Role They Play Ever since the United States decided to have a president, there has always been controversy on how to elect the right leader of our country. We will be looking at the qualifications such as: accomplishments, experiences in education, government, military, political and world views, and character needed in a person to be the best leader possible to represent this country. What qualifications should be used in electing a president? There are many qualifications that should be met in order to be elected the president. He/she must have a good educational background, show evidence of accomplishments, experience in government and military, policy expertise, and he/she must have good character. Accomplishments and experience are two important qualifications to look for in a presidential candidate. He/she must have a good educational background to be able to lead our whole country. Everyday he/she would be facing numerous problems and obstacles. The president must know the smartest thing to do in every situation. They must know the difference between resolutions that last short amounts of time and ones that will continue to help our country far into the future. A presidential candidate must also show evidence of accomplishments throughout their life and most importantly have experience in the government. Experience in military is also a big advantage in a candidate. Theyd have knowledge and experience in situations of war if it were to arise. These skills in a president would greatly assist him/her to do a better job running the country. Probably the most controversial quality a president could have would have to be his/her political views on our country, along with the role it plays with the rest of the world. When a candidate speaks about how he/she is going to change the country, the audience can make or break the candidate. Even though there is going to be some people that dont agree with what the president says, the majority of the people agree on certain issues that the president focuses on. The candidate should have knowledge on what the public wants and their opinions on the world, but should also keep their views as close to their own as possible. Along with focusing on our own countrys problems he/she must also focus on what is going on around the world and how it will or may affect our own country. The candidate must be able to convince the public that he/she can resolve our countrys problems and improve it in any way possible. Even though character may not be the most important quality the citizens of this country have made electing a president into a popularity contest. What really should count though is the candidates true character rather than how the public perceives him/her. So how would you know a candidates true character without actually knowing them personally? I feel the best judgement of character comes from knowledge of their past. Some good things to aide you with this knowledge would be how the candidate did in school, what they did with their lives, how they get along with family members and friends, and their willingness to help others. Character to me is the qualities that make up a person, good and bad. If a person inspires to become president his/her character should consist of many good qualities. A leader should be honest, caring but also strict, loyal, he/she must set a good example for people to follow, ambition and desire to improve our country in any way possible, and he/she must b e moral and ethical. Those are just a few characteristics needed in a person if they are to make a good president. For example, our current president Clinton, in my opinion has been a good one. He has done many things to improve our country and as president for eight years hes gotten a lot done. However as a result of some bad character choices he is probably disliked by most of the public and will be looked back at as a joke to our country. Good character is an important value and it should play a part in the voters decision. Though it shouldnt be the deciding factor. The topics Ive discussed in this paper are all very important

Teen Pregnancy Essays (489 words) - Human Development, Midwifery

Teen Pregnancy Essays (489 words) - Human Development, Midwifery Teen Pregnancy Teenage Pregnancy The Truth About Teen Pregnancy Although the rate of teenage pregnancy in the United States has declined greatly within the past few years, it is still an enormous problem that needs to be addressed. These rates are still higher in the 1990's than they were only a decade ago. The United State's teenage birthrate exceeds that of most other industrialized nations, even though American teenagers are no more sexually active than teenagers are in Canada or Europe. (Gormly 348) Recent statistics concerning the teen birthrates are alarming. About 560,000 teenage girls give birth each year. Almost one-sixth of all births in the United States are to teenage women are to teenage women. Eight in ten of these births resulted from unintended pregnancies. (Gormly 347) By the age of eighteen, one out of four teenage girls will have become pregnant. (Newman 679) Although the onset of pregnancy may occur in any teenager, some teens are at higher risk for unplanned pregnancy than others. Teenagers who become sexually active at an earlier age are at a greater risk primarily because young teenagers are less likely to use birthcontrol. African-American and Hispanic teenagers are twice as likely to give birth as are white teenagers. Whites are more likely to have abortions. Teenagers who come from poor neighborhoods and attend segregated schools are at a high risk for pregnancy. Also, teenagers who are doing poorly in school and have few plans for the future are more likely to become parents than those who are doing well and have high educationsl and occupational expectations. Although the rate of teenage pregnancy is higher among low- income African-Americans and Hispanics, especially those in inner city ghettoes, the number of births to teenagers is highest among white, nonpoor young women who live in small cities and towns. (Calhoun 309) In addition to the question of which teenagers become pregnant, interest is shown in the social consequences of early parenthood. Adolescent pare nts (mostly mothers) may find that they have a lost or limited opportunity for education. (Johnson 4) The higher a woman's level of education, the more likely she is to postpone marriage and childbearing. Adolescents with little schooling are often twice as likely as those with more education to have a baby bafore their twentieth birthday. Some 58% of young women in the United States who receive less than a high school education give birth by the time they are twenty years old, compared with 13% of young women who complete at least twelve years of schooling. (Tunick 11) Teens who become pregnant during high school are more likely to drop out. (Calhoun 310) A teen mother leaves school because she cannot manage the task of caring for a baby and studying, and a teen father usually chooses a job over school so that he can pay bills and provide for his child. (Johnson 4) Teen mothers usually have fewer

Economics for Sustainability Essay Example | Topics and Well Written Essays - 2000 words

Economics for Sustainability - Essay Example This essay analyzes and discusses the sustainable development process, that has turned into one of the topics in contemporary economics. The researcher states that over the past several years, the Club of Rome indicated the limitations of economic progress emanating from scarcity of natural resources and environmental destruction. Over the years, economic activities of western industrial nations have been to shun these limitations. These countries have strived to establish conditions that could ensure sustainable development in an ecological and economic sense. In the modern economics, the emergence of the term ‘sustainable development’ has led to modifications in nearly each aspect of production and consumption patterns. The discussion of the concepts of sustainable development usually generates heated debates especially among the arguments of neoclassical economics and environmentalists. The researcher of this essay seeks to discuss the basic, mainstream economics conc epts agreeing or disagreeing with the core concepts of sustainability. In conclusion, the researcher of this essay discusses two perspectives, that have different arguments regarding sustainability, although there are various complementing arguments. Weak sustainability, described in the essay necessitates a high level of substitutability between natural and reproducible resources. However, strong sustainability supposes that these forms of capital are complements instead of substitutes in various production functions.

Organisations and Behaviour assignment Example | Topics and Well Written Essays - 2750 words

Organisations and Behaviour - Assignment Example Communication generally occurs at the immediate level. A traditional hierarchical structure is more favourable for smaller organisations. The organisations having less number of employees can be controlled and proper flow of communication can be maintained with a top down organisation approach. This is helpful in enforcing power and command over the organisation. However, with the rise in globalisation and technological advancements, organisations began to downsize and started to use technology instead. In the present business environment, a strict top down approach of hierarchal organisational structure is tough to follow. Since every department is branching out into many sub divisions and vertical as well as horizontal branches, cross communication has seen an enormous rise. Thus looking at the present scenario, a hierarchal organisational structure will lead to a lack in communication and the resultant organisational will be more bureaucratic in nature. Apart from this, another ma jor disadvantage of this structure is that it does not encourage employees to collaborate, share ideas and information. Sometimes employees develop cliches and it may also result in fierce competition for power within departments. This decreases the motivation level of employees. Hawk Company was following taylorist methods of production. A taylorist method can be characterized as a production process in which every action or task is broken down into smaller segments with the objective of monitoring and correcting any action. This can be regarded as a rigorous method of production where each and every action is flowed by strict monitoring. A taylorist approach can be accompanied by many methods of organisational structure. These can be bureaucratic, hierarchal or specialised structure. In the bureaucratic, structure, strict rules and regulations are followed and procedures are delegated in order to achieve compliance and control of subordinated from those who give orders. The second one is hierarchical in which decision makers are separated from employees who implement. Traditional methods of taylorism are highly dysfunctional and lead decrease in motivation of employees and workers. From the above two theories, it is very evident that the arising issues and complications from the traditional methods of organisational structure and production process lead to the subsequent changes, which were implemented in the organisation. It is evident from the case that the work process in the manufacturing unit was boring and repetitive and workers were losing interest in the process. The organisational structure was hierarchal as well as bureaucratic because of which, the workers had a very little say in the decision making process. The technology used in the manufacturing unit was mostly basic and traditional because of which workers are highly dissatisfied. This had also resulted in high amount of absenteeism and difficulty in recruitment. Looking at the problems and i ssues, the management decided to consult with the workers and staff. With the help of workers and employee feedback, many changes were made. The first change was made on the workshop and the factory. Old and traditional machinery were replaced by new and more advanced equipments. Special training was also provided to the workers for making them acquainted with the latest machinery. The assembly lines of workers were changed from single task workers to teams, where a team will be

Week-7 Technology in the Workplace Essay Example | Topics and Well Written Essays - 250 words

Week-7 Technology in the Workplace - Essay Example It also has the capability of providing annotations of the evidence produced, for use by the jury, the trial judge/ magistrate, and the various counsels present. This is the main technology in use at the court rooms (Rowland, Uta and Andrew, 32). Within the offices, employees of the organization use Microsoft software’s to process the needed information. The soft wares in use are the Microsoft word, and this is in use mostly by clerks. Ms. Power Point is used by the managerial staff when they make presentations during seminars, and conferences. By looking at these technological applications in my organization, I can conclude that it is ahead of other institutions of justice in the use of technology. Though most of these organizations use Microsoft software’s, they are yet to develop the mobile evidence presentation system that has the capability of easing the manner in which evidence is produced at the court room. The court house has managed to train its employees on how to handle the technological inventions it uses. During orientations, new employees obtain guidelines on the functionalities of the various technological gadgets in use. Due to this orientation, I gained the knowledge and capability of using these gadgets, and therefore technology does not affect my performance. However, there are numerous ways that technology can hinder progress at the work place. They are (Rowland, Uta and Andrew, 21); 1. In ability to weigh between the opportunities, and the risks that the technology in use brings about. For instance, use of technological know-how such as power point presentations, requires adequate preparations, identification of main files, and thereafter loaded into the presentation software. This activity takes a lot of time, and this can be a factor in hindering the application of a technological know-how, in a court house. 2. There is also the problem of information overload. For instance, in using

Oil And Gas Industry In India Commerce Essay

Oil And Gas Industry In India Commerce Essay The history of oil and gas industry in India started since 1867 from Digboi in the state of Assam. After the independence of the India the oil and gas industry were controlled by the international companies. At that time Indias oil productions were below 250,000 tonnes / annum which were contributed from Assam. At that time some of the oil experts doubted about Indias oil production ability and for the new oil reserves. But Government declared oil industry as a core sector in India under IPR bill in 1954, which helps to change the face of Indian oil industry Indian Government established the Oil Gas Industry in India. All the functions of the oil and gas industries are coming under various public sector organisations which are controlled and authorised by THE MINISTRY OF PETROLEUM NATURAL GAS of India. Structure of Indian Petroleum Industry (IBEF, 2009) Indian Oil and Gas industry holds an important role in Indian economy. It satisfies 42% of primary energy requirements in India and contributes around 15 % to the GDP. With an exciting combination of government and private firms, the industry is fixing their top position in domestic international markets. The report from the Petroleum Planning and Analysis Cell (PPAC) shows that requirement for petroleum products increased by 4.4% to 144.35 million tonnes for the period of the financial year 2010-2011. Presently, Indias petroleum refining capacity is 144.35 million tonnes per annum. It is expected to increase by 240 million tons by Sept 12. Source (CGES, 2012) Indias economy is expected to grow at the rate of 7% per annum over the next five years; it means that demand for energy will also increase. 90% of coal consumption and 75% of gas consumption were met by domestic While Indian domestic oil industry can only covers 22% of oil consumption. This may drop in future years. This shows Indian oil and gas industry should have to depend more in oil imports, which will be 2.4 mbpd Major Players in Industry COMPANY PROFILE Indian Oil Corporation Limited (IOCL) and its subsidiaries were consist of roughly 48% of petroleum commodities market share, 71% downstream division pipelines capability and 34% nationalized refining capability in India. Indian Oil Corporation Limited (Indian Mirror, 2012) Indian Oil Corporation Limited (IOCL) is the leading commercial ISO-9002 certified venture in India and it is the top public sector venture in India, Indian Oil Corporation Limited is the largest company by sales in India with a yield of  $ 85,550 million and profit of $ 825 million for the fiscal year 2011-12.  In IOCL is the first Indian company to reach at the 83rd position in latest Fortune Global 500 listings. Indian oil Corporation is the 20th largest petroleum company in the world. IOCL was established as Indian Oil Company Ltd. in 1959. In 1964 Indian Refineries Ltd. Merged in Indian Oil Company Ltd to form IOCL IOCL is an oil company based in India. Main operations of the company are refineries, marketing, Centre and Business Development, pipelines, enterprise and planning (EP), RD, petrochemicals and natural gas. 10 of Indian refineries and its cross-country crude oil network and gas pipelines are owned and operated by IOCL and its subsidiaries. Portfolio of brands consists of SERVO lubricants, Indane LPG, XTRAMILE diesel XtraPremium petrol and Propel Petrochemicals. Domestic portfolio of IOCL is consists of 13 blocks in its exploration and production, among these two of the blocks Indian Oil as an operator have 100 per cent participation interest. The international portfolio having 9 blocks stretch over Iran, Libya, Nigeria, Gabon, Venezuela Yemen. In the fiscal year of 2011- 12 around 0.62 million tons of crude oil processed from the Digboi Refinery. Market watch 2012 (reuters, 2012) PURPOSE AND ISSUES To analyse the factors that affecting management performance in Indian oil corporation ltd, what are the issues and to what extend it effects in the management performance of Indian oil corporation ltd. RESEARCH QUESTIONS How the HR factors do affects on the management performance and issues in Indian Oil Corporation in India? What are the economic factors influenced on the management performance and issues in Indian Oil Corporation in India? How the competition factors affects on management performance and issues in Indian Oil Corporation in India? How the IT influenced in management performance and issues in Indian Oil Corporation in India? How the customer satisfaction impact on the management performance and issues in Indian Oil Corporation in India? RESEARCH OBJECTIVES To evaluate HR factors that affects in the management performance and issues in Indian oil corporation in India. To examine the economic factors that influenced in the management performance and issues in Indian oil corporation in India. To find out completion affects in the management performance and issues in Indian Oil Corporation in India. To realize the influence of IT in management performance and issues in Indian oil corporation in India To analyses customer satisfaction impact on the management performance and issues in Indian oil corporation in India LITERATURE REVIEW (media.wiley, 2008) HUMAN RESOURCE PRACTICES AND ISSUES Human resource practices can be says as the management of an organizations human force or work force. HRM is the responsible for managing the employees in the organization. So the HRM has an inevitable roe in the managing performance of an organization. Management functions of HRM are consisting of attracting, selecting, training, evaluating, and rewarding the personnels in the firm. Expected industry growth in oil and gas sector took country to a level of high demand for the skilled labours in the industry, the work-force demand for vital skilled sets all over the oil and gas value chain and the supply of resources in India (Earnest Young, 2010). IOCL sustained its attempts to encourage workforce contribution in diverse actions by idea sharing, proposal scheme, rewards and recognitions, etc. HR Index was designed to assist efficient execution of HR practices and policies. IOCL owns and operates 10 out of 22 Indian refineries with a combined capacity of around 65.7 MMT per annum. IOCL is the largest company in terms of turnover in India. It is the 98th largest public corporation in world and it operates with a strong work force of 34,233. Out of it, 19,382 were workers and about 14,831 were officer cadres. Among the workers, 68 % of the workers have experience of more than 25 years. Most of the employees in IOCL were since its starting period. In this industry, the other companies are also competing with IOCL to attract skilled workers. IOCL has lot of experienced workers so that recruiting fresher through campus interview and other sources and they shaping the personnel through the training. IOCL is a public firm that follows best HR practices, even though they are facing lot of challenges and issues in their HR sector that affects in their management performance as well. HR Issues that Affects Management Performance in IOCL Retirement This is the most important issue that going to face by the IOCL. Due to retirement of labours IOCL will loss roughly 16000 workers in 2021. Most of them were highly skilled and positioned in top authority. By 2021, we will lose half of 34,000 strong employees, Ashok Jambur, chief training manager IOCL. (Nair, 2012). By this issue fifty year old firm forced to depend upon outsourcing to overcome this situation. This will not be an easy task for the management. Company will loss both white as well the blue-collared personals. This will affect both HR and top management sectors this may lead to underperformance management sector. Skills Age Requirements. As per the trend in Indian oil and gas sector, the average age is the main issue that faced by everyone in the sector, especially in Indian Oil Corporation it pretty is high. Not only is the age company asking for but also the experience and skills up to their expectation. Which one is not much easy to find out in this competitive industry? Every company is looking for the best and experienced candidates to strengthen their work force. Here the skills are bigest question mark before the leading public listed firm in India . (Earnest Young, 2010) Attrition It is another unavoidable headache for the HR department and the management. From the recent studies, it estimated as a loss of 7 per cent of current employees in next 5 years. (IndianOil coporation, 2012). The management scared with the attrition from the middle management employees. Who were flying towards the international opportunities. 5% of the highly qualified personals were working for experience only. The management and HR department have to take necessary steps to avoid the loss of their employees. ECONOMIC FACTORS AND ISSUES IOCL, BPL and HP lost around  Rs.138, 800 crore in income from sales of domestic LPG, kerosene and diesel under cost in 2011-12. Revenue loss in this financial year estimated as  Rs.  208,000 crore. Both Indian Oil and Gas sector and economy has a mutual understanding in each other. Indian economy is a changing economy. It is very difficult to predict the Indian economy. IOCL and its subsidiaries have most vital part to play in altering the Indian economy. The economy is affecting by the increase of demand and price of the crude oil. The inflation of the Indian currency is the major issue that affects the entire petroleum industry in India. Indian currency value is changing vastly, is also a burden to the industry. INFLATION IN INDIAN CURRENCY IOCL is the largest firm as per its turnover even-though by the depreciation of Rupee leads the company to a loss, which affects lightly in their performance. Indian market witnessed strong demand growth despite weakening economic activity. Due to the foreign exchange difference the company records a loss of Rs 3,187 crore in last fiscal year. http://www.marketinfoline.com/wp-content/uploads/CRUDE-IMPORT1.png When considering the net crude oil importing in MMT for last 2 years imported crude oil is decreased in 2010-11 than in previous year. But while considering the cost of importing increased by 12% 15% this shows the economic how Indian economy affected the oil and gas industry ECONOMIC CRISIS Global economic situations continued to be pathetic and challenging. This fiscal year saw describing of many new challenges. It reflects in Indian economy indirectly through some other ways. The major challenges were towards the Indian oil and gas industry. Global Economic crisis resulted in the price hike in crude oil market. As India, one of the largest crude oil importing country, it affects India badly especially the IOCL. IOCL records loss of Rs 22,451 crore due to the economic challenges in country as well in globally. The financial crises were a double strike to the Indian Oil Corporation ltd. Crude oil price hike As per IOCL domestic production of crude oil is very low as concerned with the demand in the country. But the demand for oil products increased. And the company has to depend on other sources. By the effect of the economic crisis the price and demand of crude oil increased. These two graphs show the demands and the increase in the crude oil price in India oil markets. This is one of the major challenge that facing by the Indianoil. The trends showing that it will continue its flow of hike. Expected figures will be a nightmare for both IOCL and the Indian economy. Share Market Price Economic crises are usually affecting Share markets. Market fluctuations depend on the global economic factors. IOCL is a largest public firm in India .the majority shares were owned by the president and the rest handled by some bankers and investors. Stock rate This figure shows how the economic issues affect the share market of IOCL from April 2011 to March 2012. BSE and NSE are the two important stock exchanges in India. In both BSE and NSE share price decreased by 15%. These all shows the after effects of financial crises in Indian Oil Corporation Ltd. INFORMATION TECHNOLOGY ISSUE Risk management and security strategy involves the detection of threats, susceptibility, anticipation of crisis, reaction towards situations and revival of assets and safety of employees. IT infrastructure in Indian oil corp. was an extremely decentralized mix up of diverse systems. The corporation required to shorten its IT atmosphere and to increase its efficiency. IOCL running with more than 32, 000 employees and16, 000 PCs over various sections consisting of RD, pipelines, refineries and marketing. However, the corporation has a centralized administration over these sections. Mr. R. Krishnamurthy, Chief Manager of IOCL accepting that they had not installed standard IT infrastructure in the firm. Each section had separate set of apps and software to manage its operations. Major IT issues in IOCL Database Management, Identity and Access One of the major challenges is lack on single sign-on. The portable labour force of the IOCL had no system access while on action. Accessing of IT systems is only takes place when the employees are on the work desk. Due to this, the time consuming for the activities and updating of the information about of ongoing activities destruction are some issues faced by IOCL. These issues are reflecting throughout business activities. An efficient database system can generate high assurance atmosphere and protected planning, with safe identity management, remote access network and data security. Secure Communications Systems. Consumers need accurate and safe information that connects the home site with additional companys sites. IOCL should have to increase their efficiency in their communication system. Currently the system is not much efficient and they are following the older versions and system. Therefore, they have to concentrate on the security and effectiveness of the system. Security Risk Management Field actions involve in risk evaluation and development of practical security measurements to moderate risks. These practices necessitate identifying of prospective risks, establishing borders, assessment of effects and method of anticipation and recovery plans for business. Risk management system is an important factor in Oil industry. Hacking, terrorism is the major threats facing by the industry. It is very important to prevent such intervene from the external source. COMPETITION Indian oil industry was monopoly sector till recently owned by the petroleum ministry as various sectors. By the setting up of liberalisation in country, privatisation in the petroleum sector has been implemented. At the beginning the Government had APM (Administered Pricing Mechanism) for pricing the products. Which cause higher pricing than the market determined price have been. This situation made the Government to implement privatization in transportation fuel including HSD (High Speed Diesel). The main competitors to the IOCL are Hindustan Petroleum Corporation Ltd, Bharath Petroleum Corporation Ltd from the public sector and private firms like (RPL), Essar and Reliance Petroleum Ltd. The ministry of petroleum maintain to hold licensing around in an attempt to support exploration process and boost domestic oil production. Company Outlets IOCL 8,100 HPCL 4,899 BPCL 4,861 Reliance 5,849 Essar Oil 1,700 IOCL is the largest public sector in country in basis of its turnover. IOCL has its dominant position in Indian oil industry even though the private companies like Reliance Petroleum, Essar, Shell etc getting stronger in the industry. Now a day market getting competitive more than198os and 1990s. Competition in Exploration Exploration is the primary step in production of oil and gas. Exploration and production of oil and gas is vital for Indias economic growth and energy security. IOCL has been concentrating exploration and production process both inside and outside India in association with syndicate partner.  IOCL is related with 2 flourishing inventions in oil exploration blocks, one each in Iran and India. From the above table it is very clear that the IOCL is facing very tight competition from the private as well as the public firms which are in same industry. Exploration and production of petroleum and gas is the major factor that affects in the economy of the country so the Government is also encouraging the competition in the refining and the production. The main competitors are ONGC and OIL Corporation. ONGC is consisting with the gas production also thats why they having domination position in the exploration sector. IOCL have to develop some e good strategies to attain a good position in this sector. Competition in petrochemicals Petrochemicals govern universal chemical market about share of 40 %. The industry is looking towards the undergoing metamorphosis, in this IOCL have to compete with some of the forign companies as well. Petrochemicals are related to daily life products. In the production of petrochemicals IOCL had a dominant position in the early period of the industry. Now-a-day the dominant position is being challenged by the competitors in the industries. Reliance and Essar also knows their market credibility in the industry so by 2015 the competition for the market production will be strong and huge. It estimated as, by 2011-12 production will decrease in huge by intervene of the competitors. These will keep the management in a critical situation, as per the statistical information they have to the prevention measure for the situations in front of them. Competition in Refining Industry Indian oil industry is consist of 18 refinaries public sector and 3 in private sector,which have the total installed capacity of 127.35 MMTPA (ministry of petroleum, 2011). Out of these 18 refineries 8 belongs to IOCL. By June 2011 as vision to increase the productivity of oil and GDP Government granted three new refineries two of them s in the private sector. This will increase the competition from the private sector. IOCL is the largest refining company in India from its starting. Currently they are in good position comparing to the other public sectors. Their production is high because of the number of refineries. By the new Government policies the competitive market is rising towards the dominant position of IOCL. Private companies like Reliance, Essar showing fast growth in this sector this will be a threat to IOCL in future. CUSTOMER SATISFACTION Competition in Indian oil industry is being increasing so the company should have to take necessary steps to retain their customers. Now in the business customer is the keen factor that is, Customer sat-is- faction. Therefore IOCL have to focus on their customers needs and satisfaction. It is the method of measuring how product and services distributed by a company meets or surpasses his expectation from the current situation the customers in country are not satisfied by the IOCL. IOCL has a good brand position in Indian oil industry thats why lot of customers are choosing IOCL products. But the firm is not much bothered about their customers. There are lot of complaints regarding their distribution, products availability, service quality, customer service one of the major problem faced by the customers are the booking system. The management is utter fail in that system. The management should have to implement innovative systems. By the privatisation the private firms are coming with attractive customer oriented products Reliance and Essar providing good and timely customer service for their consumers now-a-day the trend shows most of the customers are depending private firms by giving preference to the conformability . IOCLs distribution channel controlling is very narrow with limited systems which were not connecting customers with the company. They have to accept some of the new effective systems in the management that giving customer preference. The customer service in IOCL is one of the major drawbacks of the firm. The customer service should have the ability to satisfy the needs of the customers. Customers are not satisfied with the newly implemented e-payment system. It is remaining as burden over the head of management. Increase in the industry also affected the customer attrition and customer reaction. RESEARCH METHODOLOGY RESEARCH DESIGN According to (Geoffrey Marczyk, 2005) Research Design is the structure and the plan for investigating and covering the collected, measured and investigated data in a blue print. As per AHM (American Heritage College Dictionary) research is a systematic enquiry or investigative study or to analyse something thoroughly. In most simple words it is the method of finding solutions to problems. (Mackey Gass, 2005) Research onion F:Powerpointpe_ukPE083-SaundersFinal_FilesGifch04C04NF001.gif Source : (Saunders et al., 2006) This is a model of research. In this model collection and study of information are considered as layer of onion each layer shows each stage of studies. EXPLORATORY AND CONCLUSIVE RESEARCH http://dstraub.cis.gsu.edu:88/quant/images/figure3small.gif Source: (Detmar strub, 2010) Exploratory Research: This is a method of research using to evaluate the issues and the possibilities of a firm. Forms of this study are secondary data investigation, experience surveys, Pilot studies, focus groups, and pilot study of case analysis. It is mainly based on qualitative information other than the quantitative factors. This method will be helpful to find out the quantitative information about IOCL and Indian Oil and Gas Industry. Source: (Courses, 2012) Conclusive research If considering a conclusive research on IOCL. To find out the quantitative data we have to apply two different type of conclusive research. Descriptive Research This method have been using widely for the researches to study the current position, evaluate the industry and the competitive nature. (DJS Research, 2011). This method is using to analyse the effect of the Crude oil price of IOCL in Indian oil sector. Causal Research This method used to find the factors that cause another issues for the company. It is the evaluation of cause and effects of factors (MJ Research, 2008). Here In the case of IOCL, competitors plays in the downfall of market share price. SAMPLE DESIGN Taking decision on what type of sample should have to choose for study or survey. Method of planning the steps and the procedure to collect the information from the sample of people that available (OECD, 2006) cost effectiveness reasonable factors thorough study time management SAMPLING METHODS Various methods of samplings are using for research purpose. These methods are using for obtaining a sample from general population and it is vital process to evade bias in selection process. (Cramster, 2012) SAMPLING METHODS PROBABILITY SAMPLING NON PROBABILITY SAMPLING Systematic Sampling Stratified Sampling Multi-stage Sampling Convenience Sampling: Judgement Sampling: Quota Sampling: . (Castillo, 2009) PROBABILITY SAMPLING In this method the researcher can accept a sample from a population of same nature. Its a method of collecting samples from a population having equal chances to be selected. There are three types of probability sampling. NON PROBABILITY SAMPLING: This can be says as collection of samples from a specified category of population. It can be says as taking a sample from workers in the IOCL in India and taking information from them. Sample selection will be a random process and cannot be estimate respondents nature. Essentials in non-probability are chosen arbitrarily and there is no chance to estimate any individual built in the sample. (StatisticsCanada, 2009) Collection of Data It is practice or procedure that uses to collect experimental data. There are lot of methods are using for collecting data. The relevancy of the data decides the method that has to follow. There are lot of collection method, Triangulation method is one among them. http://www.watershedplanning.illinois.edu/images/triangle.gif This method is consisting of three steps they are, Historical Research it includes with secondary data collection. In this step should have to collect all the previous data including qualitative and quantitative data. While considering IOCL, collection of information about domestic production of oil in last 8 years. Key Informants is collecting of primary data consisting of qualitative nature. Collection of information regarding performance of HR in IOCL is involved in this step. Surveys final step of collecting data through surveys from samples, customers workers etc it is also a primary data collection. Collection of information of IOCL by giving questionnaires to customers. This data are consisting of both qualitative and quantitative data. https://koppa.jyu.fi/avoimet/hum/menetelmapolkuja/en/methodmap/data-collection/images/circle_coll.gif (Koppa, 2011) This figure shows the methods and areas of data collection data collection. In this figure it describes about the steps of the collecting data. Types of Data http://www-rohan.sdsu.edu/~renglish/370/notes/chapt08/primary_secondary_data.gif (ROHAN Academic Computing, 2011) COLLECTION METHODS This study is based on the qualitative factors of IOCL India.it is to find out how the issues affecting its management performance? This study is based on the employees survey. It would help to know the management challenges due to the internal and external issues. Methods like focus group interview and pilot studies helped lot to get straight information about IOCL. 3.4 DATA ANALYSIS Data analysis is the process getting collectively quantitative and qualitative data to develop answers to the research questions. (national service resources, 2008) (national service resources, 2008) GANTT CHART

Freedom vs. Determination Essay -- comparison

Are we determined or are we free? This is a question that is hotly debated on both sides of the issue. Determinists would say that we, as humans, are determined through our society, religion, and, most of all, by our families. However, supporters of free will would have arguments for each of these same points in their favor. I say that no matter which way one approaches this subject one finds both, free will and determinism, in each of these arguments. Society, for one, can be seen as determining one's public behavior, moral responsibility, and how one is to survive in today's environment. So how does society determine these points? Well, that's simple. Public behavior is set by the limits of general decency, as well as, its conventional standard of politeness. Someone can't go outside without the proper clothing nor can they wear something that would be considered offensive in the view of society's dictation. "Good manners" and a pleasant demeanor are essential to one's dealings with others. Without them, you would surely be considered an outcast. The next aspect determined by society is that of moral responsibility. This point is held in high regard to the efficient functioning of society as a whole. To facilitate this purpose, we are bound to educate our children with the understanding of what is right and what is wrong. We instill in them that they will be held accountable for their actions and that there are consequences to each action. Lastly, in order to obtain the "necessities... ...lassics: American Historical Documents. Third Edition. Danbury, Connecticut: Grolier Enterprises Corporation, 1994. pp 180-198. Declaration of Independence. The Harvard Classics: American Historical Documents. Third Edition. Danbury, Connecticut: Grolier Enterprises Corporation, 1994. pp 150-155. Encarta: The Complete Interactive Multimedia Encyclopedia. "Sacred Koran." 1995 Edition. CD-ROM. Phoenix, Arizona: Microsoft Corporation, 1995. Huxley, Aldous. "Brave New World." Philosophy: A Literary and Conceptual Approach. Third Edition. New York: Harcourt Brace Jovanovich, Incorporated, 1995. pp 242-247. New Catholic Translation Bible, The. Revised Edition. Nashville, Tennessee: Catholic Bible Press, 1987. Freedom vs. Determination Essay -- comparison Are we determined or are we free? This is a question that is hotly debated on both sides of the issue. Determinists would say that we, as humans, are determined through our society, religion, and, most of all, by our families. However, supporters of free will would have arguments for each of these same points in their favor. I say that no matter which way one approaches this subject one finds both, free will and determinism, in each of these arguments. Society, for one, can be seen as determining one's public behavior, moral responsibility, and how one is to survive in today's environment. So how does society determine these points? Well, that's simple. Public behavior is set by the limits of general decency, as well as, its conventional standard of politeness. Someone can't go outside without the proper clothing nor can they wear something that would be considered offensive in the view of society's dictation. "Good manners" and a pleasant demeanor are essential to one's dealings with others. Without them, you would surely be considered an outcast. The next aspect determined by society is that of moral responsibility. This point is held in high regard to the efficient functioning of society as a whole. To facilitate this purpose, we are bound to educate our children with the understanding of what is right and what is wrong. We instill in them that they will be held accountable for their actions and that there are consequences to each action. Lastly, in order to obtain the "necessities... ...lassics: American Historical Documents. Third Edition. Danbury, Connecticut: Grolier Enterprises Corporation, 1994. pp 180-198. Declaration of Independence. The Harvard Classics: American Historical Documents. Third Edition. Danbury, Connecticut: Grolier Enterprises Corporation, 1994. pp 150-155. Encarta: The Complete Interactive Multimedia Encyclopedia. "Sacred Koran." 1995 Edition. CD-ROM. Phoenix, Arizona: Microsoft Corporation, 1995. Huxley, Aldous. "Brave New World." Philosophy: A Literary and Conceptual Approach. Third Edition. New York: Harcourt Brace Jovanovich, Incorporated, 1995. pp 242-247. New Catholic Translation Bible, The. Revised Edition. Nashville, Tennessee: Catholic Bible Press, 1987.

The Inclusion of students with disabilities and special needs

Meanss pupils with disablements and particular demands integrate in mainstream categories. Australian instruction is one of the first to follow full inclusion. 1. â€Å" Inclusion in an educational context describes the premiss that every kid should be a valued member of the school civilization and community, and hence should non be subjected to marginalisation, disaffection, humiliation, badgering, rejection or exclusion † ( Pearce, Forlin, 2005 ) , 2. And harmonizing to Ainscow the thought of inclusion for particular demands instruction stemmed from the belief that instruction is a basic human right, and the foundation for a more merely society ( Ainscow, Kaplan, 2005 ) . 3. A kid with a disablement or particular demands is basically a kid and should be afforded the same entitlements of other kids ( Smith, 2006 ) . That is why Law shapers and â€Å" Educational governments internationally have taken the position that inclusion stems from the societal and moral duty to educa te all pupils † ( Forbes, 2007 ) , besides Forbes confirms that Australia instruction is taking on the full inclusion.aˆÂ ¦Poses a challengeaˆÂ ¦First this thought poses a great challenge to use in world, and of all time since the issue came to light research workers and professionals have ever argued about the pros and cons of traveling kids with physical, mental, behavioral, or rational disablements and/or damages to mainstream scenes where the instructors may non hold the accomplishments and trainig, nor be equipped, nor have the capablenesss to cover with the peculiar demands that these Student demand. And so far some professionals have argued that this move will be in no 1 ‘s best involvement, and some has gone every bit far as naming it a â€Å" black bequest † ( Warnock, 2005 ) . Second some professionals province that particular schools are schools which are seamster made for pupils with disablement and particular demands, but still like every ot her school its chief end is to learn the course of study in full, and this would anyhow fixing pupils for inclusion in the broader society ( Forbes, 2007 ) . Third some authors argue that inclusion is indicating to a â€Å" topographic point non a procedure † ( Forbes, 2007 ) and that â€Å" school is where everyone ( pupil ) belongs † . This is a full inclusion position and this is what Australian took on board. The 3rd point shows some intimations about the variables that posse the challenges in put to deathing the theoretical account of inclusion ( equals, instructors, rules, the school community in general ) . Because in this position they are the 1s at the full forepart of inclusion.aˆÂ ¦to instructors and principalsaˆÂ ¦Providing for those pupils with particular demands besides became an issue back in 1992 when jurisprudence shapers introduced the 1992 Australian Disability Discrimination Act, which by jurisprudence allowed parents to inscribe their kid s in mainstream categories. This is the act that started inclusion and demanded instructors and the remainder of the school community to hike their professional development in the part of particular demands demands in order to take action in response and suit the demands of particular demands scholars. The pattern of inclusion has produced a demand for expertness within the regular instruction imperium for specializer cognition that is presently non being met. Demand is puting unrealistic demands on instructors with small or no cognition of the specific demands of these pupils harmonizing to Forbes ( 2007 ) . To neturise the state of affairs chance for instructors to farther train in inclusive patterns ( Loreman et al, 2005 ) , and preparation should be based around fiting instructors with the accomplishments and necessary tools to be able to accommodate their lessons to the demands of their pupils ( Opertti, Belalcazar, 2008 ) . Consequences from the preparation could be improved d ramatically when there is cooperation with other instructors, principals and educational support staff. This cooperation is of import and deemed indispensable in developing inclusive patterns ( Loreman et al, 2005 ) . Inclusion sustainability, the forward motion, and the success depend a tremendous trade on the first point of contact which is the instructor, and more exactly, the instructors attitudes towards inclusion ( Forlin et al, 2008 ) , because they are the 1 who will be passing the bulk of their clip with the particular needs pupils, unlike principals, particular pedagogues and parents. â€Å" aˆÂ ¦the best policies for suiting pupils with particular demands in regular schoolrooms will neglect if instructors have negative attitudes towards inclusion. † ( Sikes et al, 2007 ) . The first portion in altering the attitude is altering one ‘s lesson program, so that the lesson can suit for both particular demands and non particular needs pupils. Keeping in head, when seting the lesson program, to maintain that the consequence of a particular needs pupil ‘s disablement or larning trouble is minimum. This has to be done thoughtfully, considerately, and must non disrupt or c ompromise the acquisition of the other pupils in the category by decelerating down excessively much ( Smyth-King, 2005 ) . Having said that, secondly if a instructor is cognizant of the different types of larning trouble and damages, and have a brief or in detail cognition of different disablements, this cognition coupled with supplying instructors with possibility for farther readying in inclusive patterns they would believed the â€Å" capable † had prepared them adequately for learning pupils ‘ or had the instructional background that would help them to provide for pupils with a particular demand ( Spandagou. I, Evans. D, and Little.C, 2008 ) which would positively increase instructor ‘s attitude toward inclusion. This is the 2nd ground why the preparation should be based around fiting instructors with the accomplishments and necessary tools to be able to accommodate their lessons ( Opertti, Belalcazar, 2008 ) . The jurisprudence shapers have their just portion of issues and deduction when it comes to inclusions. For illustration, each Australian State and Territory has their ain legal powers and readings of the Federal Law regulating particular demands instruction ( Forbes, 2007 ) . Commonwealth statute law and policy such as the NSW Disability Policy Framework 1998, the Disability Discrimination Act 1992, and the Disability Standards in Education 2005 present the basis and construction for particular needs pupils to be included in mainstream schools, yet, under the Australian Constitution, the provinces have the duty for pull stringsing and using plans suited to smooth the advancement of inclusion, and do the resources gettable to make so. To run into the duties of inclusion, schools of the hereafter will necessitate instructors with equal preparation in disablements and particular demands at an undergraduate degree ( Forbes, 2007 ) .aˆÂ ¦Overcome the misconceptions of general instruc tion pupils.Harmonizing to Loreman et Al ( 2005 ) , the really nature of a secondary school is debatable and in direct hit class with many of the foundations required for a school to be inclusive. The first deduction when put to deathing the ideal inclusion are the other pupils, already there are issues that are come uping today ( peer force per unit area, intimidation, force, and other adolescent issues ) in the intelligence. And there are other issues which Pearce and Forlin ( 2005 ) explains absolutely, he states that secondary schools can be disenabling in themselves, non merely for pupils with disablements, but for anyone who does n't suit neatly into the system such as pupils from low socio-economic, racial and cultural backgrounds in scenes where such pupils are the minority. So this is what the instructors and principals already have to cover with, they do non necessitate to cover with the excess incidents that will most likely occur due to miss of cognition and understandin g that their equals could hold towards the particular needs pupils. This type of behaviour will do the adolescents non to interact with others which they view as non equal, Pearce and Forlin ( 2005 ) . To work out this job there is one solution and that is what research workers have suggested so far, pupils with milder disablements are more successfully in the inclusion procedure. Again Pearce and Forlin ( 2005 ) states that, pupils with physical and centripetal disablements are by and large more likely to be mainstreamed than those with rational, multiple, behavioral or emotional disablements ( Pearce, Forlin, 2005 ) . If a ground has to be given Flem and Keller ( 2000 ) confirmed one and that when a particular needs pupil enters a mainstream environment, one of the most of import issues that will originate is their relationships with other pupils. This means pupils with physical and centripetal disablements can get the better of the issues of relationships better than those with rational, multiple, behavioral or emotional disablements. Negative equal attitude is another issue that needs to be addressed, since pupils, particularly in secondary schools, can be peculiarly average or hurtful to other pupils that are regarded as different for any ground. Vignes et Al ( 2008 ) , province that negative equal attitudes are by and large considered to be one of the greatest barriers to full societal inclusion of particular needs pupils in general instruction schoolrooms. Evidence shows that societal credence is the most hard challenge for a particular needs pupil to get the better of in a general instruction school ( McDougall et al, 2004 ) . To counter such negativeness, direct and structured societal contact between pupils with particular demands and general instruction pupils is a manner to advancing positive attitudes. Many pupils behave negatively out of ignorance, so extinguishing barriers and leting pupils to understand the nature of disability/impairment eliminates their fright of the unknown which may do them flog o ut or handle others severely. It besides allows general instruction pupils to experience empathy with other people, and helps to learn them about credence. Teaching pupils empathy and leting them to see the disablement of others first manus allows pupils to further a more caring attitude to other people ( Klotz, 2004 ) .Fixing pupils with particular demandsThere was a batch of research that was done on the consequence of pupils with particular demands ‘ category mate but non the pupils with particular demands themselves, but it is good known that pupils with particular demands need a spot more attending and providing from all parties ( friends, household, instructors, school community, and outdoors community every bit good ) .But Joe Clark has that particular instruction policies and patterns will be debated for a long clip, if non everlastingly, because every pupil learns different and every instructor teaches different. In order for there to be one reply we would all hold to be the same, which will likely ne'er go on. In other wards these pupils will most likely need more attending or even wholly different manner of learning them so that results can be accomplished. Inclusion remains a really ambitious doctrine in schools. The inclusion of particular needs pupils may pull attending to inadequacy in instruction but construct the tract for solutions that may give an advantage to all pupils in the instruction system. This could be through flexible course of study, appraisal and structural alteration. And the frost for inclusion is the joint coaction of instructors, pupils, parents, the wider community and general/special pedagogues, all promote and aid ease inclusion, non merely as an theoretical account, but in pattern. Pearce and Forlin ( 2005 ) argue that ‘the presence of young person with disablements in secondary schoolrooms represents a gift to school restructuring ‘ . I believe merely that, covering with pupils with particular demands will hold a positive impact on the community around them which will to a great extent better outcomes, this can be seen in the category with instructors seting a batch more decadent, decision makers being a spot more indulgent, pupils a bit more helpful and understanding. By and large people want to give that excess assisting manus. Inclusion in instruction has come a long manner, but there are problematic issues which is halting it from making place, but research workers and instructors likewise can see inclusion coming place and can savor some of its sweet fruits.