Organizational Behaviour

Organizations and Behavior Table of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4 Learning outcome 1: Understand the relationship between organizational Structure and Culture†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 1. 1 Compare and contrast different organizational structures and culture4 1. 2 Explain how the relationship between an organization’s structure and culture can impact on the performance of the business. 1. 3 Discuss the factors which influence individual behavior at work. 6 Learning Outcomes 2: Understand different approaches to management and leadership†¦ 7 2. 1 compare the effectiveness of different leadership styles in different organizations7 2. 2 explain how organizational theory underpins the practice of management7 2. 3 evaluate the different approaches to management used by different organizations8 Learning Outcomes 3 Understand ways of using motivational theories in organizations†¦.. 9 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change9 3. Compare the application of different motivational theories within the workplace9 3. 3 Evaluate the usefulness of a motivation theory for managers10 Learning Outcome 4: Understand mechanisms for developing effective teamwork in organizations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 4. 1 explain the nature of groups and group behavior within organizations12 4. 2 discuss factors that may promote or inhibit the development of effective teamwork in organizations12 4. evaluate the impact of technology on team functioning within a given organization. 13 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12 Introduction: The employees of an organization can be motivated by the continuous organizational culture and the structural representation of the company. The assignment involves the comprehension of the relationship betw een organizational culture and structure, the leadership approaches, the basic concepts about motivation etc.Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup and individual. Organizational culture can be reflected through the systematic procedure of the organizational structure. Learning outcome 1: Understand the relationship between organizational Structure and Culture. 1. 1 Compare and contrast different organizational structures and culturesAccording to  Schein  (1992), culture is the most difficult organizational attribute to change, outlasting organizational products, services, founders and leadership and all other physical attributes of the organization. Culture and structure is working like a backbone in the organization. It creates a new concepts and strategies which can affect any level of planning. When it applies on any hierarchy organizati on. So then implications of organizational culture and structure will be implemented to the government companies etc. Different form of Organization Cultures: * Power Culture * Person culture * Task Culture Role Culture Power culture is centralized this culture may found in the small kinds a business control is the basic element the decision maker is alone there is no consultancy the organization may react quickly to the danger. Basically this kind of culture is a welfare non profitable, charities and for the social activities. This kind of culture can be in the group or individual aim. It is basically a team work based approach to complete a particular task. This culture is more common the business where the organization will establish a project team to complete the project in the particular time.Common in most organizations today is a role culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular rol e. Different form of Organization Structures: * Functional structure: * Divisional structure: * Matrix structure: Employees within the functional divisions of an organization tend to perform a specialized set of tasks. This leads to operational efficiencies within that group. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost.Also called a â€Å"product structure†, the divisional structure groups each organizational function into a division. Each division may have its own sales, engineering and marketing departments. The matrix structure groups employees by both function and product. This structure can combine the best of both separate structures. A matrix organization frequently uses teams of employees to accomplish work, in order to take advantage of the strengths, as well as make up for the weaknesses, of functional and decentralized forms. 1. Explain how the relationship between an organizatio n’s structure and culture can impact on the performance of the business. For an organisation to achieve its goals and objectives there must be harmony between its structure and culture. If the two are not compatible then it will become harder for the organisation to achieve its objectives and in the long run may even threaten the existence of the organization. An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. (Pugh, D. S. ed. 1990). Organization culture is the set of values, rules, beliefs, attitudes and regulations these factors can help members of the organization to know how we will Work. For example, Shell Company is the biggest multinational company with many product lines. Employees are functional specialists trained according to the product or market distribution. Develop the behavior of employees they develop culture which they need. Culture depen ds upon the nature of employees it according to that culture. Culture does not remain the same but the unwanted culture will changed according to new environment.Every organization has their own culture and structure it’s very important for every organization in a culture there are many people belonging to the different groups. Every organization needs good culture, good social norms, valves and ethical behavior. 1. 3 Discuss the factors which influence individual behavior at work. How individuals behave and how organisations can motivate them to give more to the organisation has been the subject of various research and many well known writers have written books on this subject.The behavior of people and other organisms or even mechanisms falls within a range with some behavior being common, some unusual, some acceptable, and some outside acceptable limits. Human behavior is experienced throughout an individual’s entire lifetime. The factors and the emerging points tha t influence the individual behavior at work are referred below: * Ability to perform a job * Attitude to the organization * Motivational factors * Organizational Culture and faith * Present Condition of the Individual Learning Outcomes 2: Understand different approaches to management and leadership 2. compare the effectiveness of different leadership styles in different organizations Different form of leadership styles of leadership are refereeing below: * Authoritarian: The authoritarian leadership style is when the leader spends most of his time giving out instructions. This type of leader tells their followers what to do, how to do it and when to do it. * Autocratic leadership: This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. * Delegative Leadership: In this style, the leader allows the employees to make the decisions.However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. * Democratic / Participative: The democratic leader on the other hand, encourages follower to participate and give ideas. This type of leader allows the others to get involved in the decision making process. * Democratic leadership: This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it).However, the leader maintains the final decision making authority. 2. 2 explain how organizational theory underpins the practice of management. Taylor (1911) observed that some workers were more talented than others, and that even smart ones were often unmotivated. He observed that most workers who are forced to perform repetitive tasks tend to work at the slowest rate that goes unpunished. Taylor used the term â€Å"soldiering† and observed that, when paid the same amount, workers wi ll tend to do the amount of work that the slowest among them does.Many people strive to adhere to the theory to help them become better at their jobs or more successful in life, although this may lead to them having to sacrifice some of their personal principles in order to succeed. One example of following organizational theory in the financial sector would be an employee or manager who wants to know how to achieve goals by having a set structure to follow. In addition, someone in a Human Resources sector will have to make decisions throughout their working day that will undoubtedly change the structure and practice of a working day for all other employees in the company.If an individual gets so wrapped up in trying to fit the mould of what they interpret their role should be in terms of organizational theory, they may start to neglect other areas of business. In the same way, management theory may also underpin the personal values of some individuals. 2. 3 evaluate the different a pproaches to management used by different organizations One of the reasons why managers are having such difficulty in applying management methods to government problems is this: there are many different schools of thought on management approaches, and each of these schools has its own proponents.Generally, an original proponent makes his or her name in that particular concept, and becomes an ‘expert' and a ‘guru' of it. There is little incentive to integrate this one approach with others. ————————————————- Management flexibility ————————————————- A manager who only has experience in one approach, such as project management, may have difficulty in adapting to changing demands. A manager can be much more effective if he or she is able to select a manage ment approach that is most appropriate to the desired need or goal.This adaptability or ‘eclectic' flexibility may prove very useful in the changing government management environment. The Toyota Way is a set of principles and behaviors that underlie the Toyota Motor Corporation's managerial approach and production system. Toyota first summed up its philosophy, values and manufacturing ideals in 2001, calling it â€Å"The Toyota Way 2001. † It consists of principles in two key areas: continuous improvement, and respect for people. Liker (2004), calls the Toyota Way, â€Å"a system designed to provide the tools for people to continually improve their work. The system can be summarized in 14 principles. ————————————————- ————————————————- —†”——————————————- ————————————————- Learning Outcomes 3 Understand ways of using motivational theories in organizations 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change Motivation can be considered in two major modes, intrinsic and extrinsic. Intrinsic motivation is that which comes from within the individual, team, group, or organization.Its execution brings about production and self-actualization. Extrinsic motivation is that which originates outside of the individual or organization under scrutiny. The fulfillment of external motivation results in what Lawler (1973) calls social rewards. Dyer, (1972) defines three areas affected by motivation. A Change in amount, quality, or direction of performance. Moti vation is a word used to refer to the reason or reasons for engaging in a particular behavior – especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal.In human beings, motivation involves both conscious and subconscious drives. Developing leadership culture all starts with you and all your colleagues in senior leadership . Three statements can be pointed that would not find in the treatment of change . First, in this new world order, your new work as a leader is about developing culture and talents not about assigning it to someone else that all culture development & change starts with you. Second, the key to successful transformation is doing the work in the senior leadership culture first before taking the change to middle of the organization†¦Third ,transformation is serious it work for serious people, it is about getting bigger minds to deal with attachments bigger and complex issues that will c ontinue to confront you, your leadership and your organization 3. 2 Compare the application of different motivational theories within the workplace Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior – especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives.Motivation Theories – Cognitive Dissonance Theory Cognition is any element of knowledge – an attitude, emotion, belief, value, behavior, etc. When two cognitions are in direct conflict with one another a state of anxiety is produced – dissonance is the term for the anxiety. Compatible cognitions are consonant – i. e. they are in harmony. A classic example of Cognitive Dissonance is holding the belief that â€Å"smoking is bad for you† while continuing the behavior of smoking. These two cognitions are in direct conflict with each other.The belief that smoking is bad is part of one neural network – perhaps associated with health and fitness – while the behavior of smoking is part of another network having to do with tension management, how to hang with friends, or the like. So, these cognitions exist in different locations in the brain. Both are trying to accomplish something important for the self – tension management and hanging with friends is important. Maslow's Hierarchy of Needs The American psychologist Abraham Maslow devised a six-level hierarchy of needs that motivate or drive human behavior.I believe that each of these needs must be met in order for one to achieve happiness. Maslow progressively ranks human needs as follows: †¢Physiological – food, shelter, clothing †¢Security and safety †¢Love and feelings of belonging †¢Competence, prestige, and esteem †¢Curiosity and the need to know †¢Self-Actualization 3. 3 Evaluate the usefulness of a motivation theory for managers Motivation is a very important for an organization because of the following benefits it provides:- * Builds friendly relationship Improves level of efficiency of employees * Leads to achievement of organizational goals * Leads to stability of work force * Puts human resources into action Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book ‘The Human Side Of Enterprise'. McGregor's XY Theory remains central to organizational development, and to improving organizational culture. McGregor's ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results.Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop. Learning Outcome 4: Understand mechanisms for developing effective teamwork in organizations 4. 1 explain the nature of gro ups and group behavior within organizations Groups may be classified into two different types: * Informal groups * Formal groups Formal Groups: Formal groups are created to achieve set goals and have specific responsibilities within an organization. Formal groups within organizations are known as work teams or simply teams.Examples of work teams include, call centre teams and project teams. Informal Groups: Informal groups consist of alliances that have no formal structure. Informal or social clubs. For instance, unless the HRD function communicates the policies clearly and cogently, the employees would not participate and comply with them wholeheartedly. Hence, molding group behavior is important for organizations. However, this cannot be construed to mean that all employees must think and act alike. On the contrary, innovation cannot happen when group behavior is the same across all levels. 4. discuss factors that may promote or inhibit the development of effective Teamwork in org anizations. Creating and sustaining effective teamwork requires persistent renewal and discovery of good practice. Organisations which try to create positive relationships between employees and makes each employee feel as part of the community, will have a greater chance of achieving effective teamwork across the organisation. An effective team requires cohesion that is held together by several factors. In order to understand how to assemble an efficient team, first need to know the factors affecting effective teamwork.The factors that may promote or inhibit the development of effective Teamwork in organizations are: * Communication skills and process * Inter-team co-operation. * Leadership Technique * Task effectiveness * Team dynamism * Team innovation * Team member’s well-being * Team viability * Team working environment, process or tools 4. 3 evaluate the impact of technology on team functioning within a given organization. New technology has been injected into the workpl ace at an exponentially increasing rate Many companies see new technology as the means to increase profit margins and to remain competitive in a rapidly evolving marketplace.The introduction of technology, especially information technology has changed composition of existing team models and has introduced new team models such as virtual teams. Powell, Piccoli and Ives (2004), define virtual teams in their literature review article â€Å"as groups of geographically, organizationally and/or time dispersed workers brought together by information and telecommunication technologies to accomplish one or more organizational tasks. Conclusion An organization can do better through the practice of Team work and proper utilization of technologies and resources. In the report we have overlooked different management approaches, styles and the motivational approaches which can reflect through the organization structures and culture. So consequently the organization must review the tasks that hav e been performing according to the management plan and identify the best way to act Organizational Behaviour 1.What is the importance of interpersonal skills? The importance of interpersonal skills is that you need to understand how to deal with other people and involve your acceptance of others, without prejudice in order to achieve your task. 2.What do managers do in terms of functions, roles, and skills? Management is a process that is used to accomplish organizational goals; that is, a process that is used to achieve what an organization wants to achieve. Managers are the people to whom this management task is assigned. In terms of Functions, Managers do Planning, Organizing, Directing and Controlling. To be an effective manager, it is necessary to possess many skills. Not all managers have all the skills that would make them the most effective manager. As technology advances and grows, the skills that are needed by managers are constantly changing. Different levels of management in the organizational structure also require different types of management skills. Generally, however, managers need to have communication skills, human skills, computer skills, time-management skills, and technical skills. 3.What is organizational behavior (OB)?. Organizational Behavior (OB) is the study of the organization itself and also of the interface between human behavior and the organization. A field that investigates the impact that individuals, groups and structure have on behavior within organizations in order to achieve the goals. 4.Why is it important to complement intuition with systematic study? Consciously or unconsciously we are all students of behavior. We observe others and attempt to interpret what we see. We â€Å"read† people all the time and even attempt to predict what they might do under different sets of conditions. We develop some generalizations in explaining and predicting what people do and will do. These generalizations come as a result of observing, sensing, asking, listening, and reading, or else secondhand through the experience of others. There are certain fundamental consistencies underlying the behavior of all individuals that can be identified and used to alter conclusions based on individual differences. The consistencies allow predictability. Systematic study means looking at relationships, attempting to attribute causes and effects, and basing our conclusions on scientific evidence; that is, on data gathered under controlled conditions and measured and interpreted in a reasonably rigorous manner. Systematic study replaces intuition or those â€Å"gut feelings† you often hear experienced managers talk about. While some of our appraisals may prove highly effective in explaining and predicting the behavior of others, we all carry with us a number of beliefs that frequently fail to explain why people do what they do. This occurs because many of the views we hold concerning human behavior are based on intuition rather than fact. There is a better way; a systematic approach to the study of behavior can improve your explanatory and predictive abilities and will uncover important facts and relationships, and provide a base from which more accurate predictions of behavior can be made. Most behavior does not occur randomly; it generally has a cause caused and direction based upon some end that the individual believes, rightly or wrongly, is in his or her best interest. Because of differences between individuals even in similar situations, people do not all act alike. 5.What are the major behavioral science disciplines that contribute to OB? The major behavioral science disciplines that contribute to OB are such as Psychology, Sociology, Social psychology, Anthropology and Political science. 6.Why are there few absolutes in OB? There are few, if any, simple and universal principles that explain organizational behavior. There are laws in the physical science-chemistry, astronomy, physics – that are consistent and apply in a wide range of situations. They allow scientists to generalize about the pull of gravity or to be confident about sending astronauts into space repair satellite. But as a noted behavioral researcher aptly concluded, â€Å"god gave all the easy problems to the physicists†. Human being are complete, because they are not alike, our ability to make simple, accurate and sweeping generalizations is limited. Two people often act very differently in the same situation, and the same person’s behavior changes in different situations. For instance, not everyone is motivated by money, and you behave differently at church on Sunday than you did at the party the night before. That doesn’t mean, of course that we can’t offer reasonably accurate explanations of human behavior or make valid predictions. However, it does mean that OB concepts must reflect situational, or contingency, conditions. We can say that x leads to y, but only under conditions specified in z. the science of OB was developed by using general concepts and then altering their application to the particular situations. So, for example, OB scholars would avoid stating that effective leaders should always seek the ideas of their follower before making the decision. Rather, in some situations participative style is clearly superior. But, in other situations, an autocratic decision-making style is more effective. In other words, the effectiveness of a particular leadership style is contingent on the situation in which it’s used. Organizational Behaviour Organizations and Behavior Table of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4 Learning outcome 1: Understand the relationship between organizational Structure and Culture†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 1. 1 Compare and contrast different organizational structures and culture4 1. 2 Explain how the relationship between an organization’s structure and culture can impact on the performance of the business. 1. 3 Discuss the factors which influence individual behavior at work. 6 Learning Outcomes 2: Understand different approaches to management and leadership†¦ 7 2. 1 compare the effectiveness of different leadership styles in different organizations7 2. 2 explain how organizational theory underpins the practice of management7 2. 3 evaluate the different approaches to management used by different organizations8 Learning Outcomes 3 Understand ways of using motivational theories in organizations†¦.. 9 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change9 3. Compare the application of different motivational theories within the workplace9 3. 3 Evaluate the usefulness of a motivation theory for managers10 Learning Outcome 4: Understand mechanisms for developing effective teamwork in organizations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 4. 1 explain the nature of groups and group behavior within organizations12 4. 2 discuss factors that may promote or inhibit the development of effective teamwork in organizations12 4. evaluate the impact of technology on team functioning within a given organization. 13 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12 Introduction: The employees of an organization can be motivated by the continuous organizational culture and the structural representation of the company. The assignment involves the comprehension of the relationship betw een organizational culture and structure, the leadership approaches, the basic concepts about motivation etc.Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup and individual. Organizational culture can be reflected through the systematic procedure of the organizational structure. Learning outcome 1: Understand the relationship between organizational Structure and Culture. 1. 1 Compare and contrast different organizational structures and culturesAccording to  Schein  (1992), culture is the most difficult organizational attribute to change, outlasting organizational products, services, founders and leadership and all other physical attributes of the organization. Culture and structure is working like a backbone in the organization. It creates a new concepts and strategies which can affect any level of planning. When it applies on any hierarchy organizati on. So then implications of organizational culture and structure will be implemented to the government companies etc. Different form of Organization Cultures: * Power Culture * Person culture * Task Culture Role Culture Power culture is centralized this culture may found in the small kinds a business control is the basic element the decision maker is alone there is no consultancy the organization may react quickly to the danger. Basically this kind of culture is a welfare non profitable, charities and for the social activities. This kind of culture can be in the group or individual aim. It is basically a team work based approach to complete a particular task. This culture is more common the business where the organization will establish a project team to complete the project in the particular time.Common in most organizations today is a role culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular rol e. Different form of Organization Structures: * Functional structure: * Divisional structure: * Matrix structure: Employees within the functional divisions of an organization tend to perform a specialized set of tasks. This leads to operational efficiencies within that group. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost.Also called a â€Å"product structure†, the divisional structure groups each organizational function into a division. Each division may have its own sales, engineering and marketing departments. The matrix structure groups employees by both function and product. This structure can combine the best of both separate structures. A matrix organization frequently uses teams of employees to accomplish work, in order to take advantage of the strengths, as well as make up for the weaknesses, of functional and decentralized forms. 1. Explain how the relationship between an organizatio n’s structure and culture can impact on the performance of the business. For an organisation to achieve its goals and objectives there must be harmony between its structure and culture. If the two are not compatible then it will become harder for the organisation to achieve its objectives and in the long run may even threaten the existence of the organization. An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. (Pugh, D. S. ed. 1990). Organization culture is the set of values, rules, beliefs, attitudes and regulations these factors can help members of the organization to know how we will Work. For example, Shell Company is the biggest multinational company with many product lines. Employees are functional specialists trained according to the product or market distribution. Develop the behavior of employees they develop culture which they need. Culture depen ds upon the nature of employees it according to that culture. Culture does not remain the same but the unwanted culture will changed according to new environment.Every organization has their own culture and structure it’s very important for every organization in a culture there are many people belonging to the different groups. Every organization needs good culture, good social norms, valves and ethical behavior. 1. 3 Discuss the factors which influence individual behavior at work. How individuals behave and how organisations can motivate them to give more to the organisation has been the subject of various research and many well known writers have written books on this subject.The behavior of people and other organisms or even mechanisms falls within a range with some behavior being common, some unusual, some acceptable, and some outside acceptable limits. Human behavior is experienced throughout an individual’s entire lifetime. The factors and the emerging points tha t influence the individual behavior at work are referred below: * Ability to perform a job * Attitude to the organization * Motivational factors * Organizational Culture and faith * Present Condition of the Individual Learning Outcomes 2: Understand different approaches to management and leadership 2. compare the effectiveness of different leadership styles in different organizations Different form of leadership styles of leadership are refereeing below: * Authoritarian: The authoritarian leadership style is when the leader spends most of his time giving out instructions. This type of leader tells their followers what to do, how to do it and when to do it. * Autocratic leadership: This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. * Delegative Leadership: In this style, the leader allows the employees to make the decisions.However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. * Democratic / Participative: The democratic leader on the other hand, encourages follower to participate and give ideas. This type of leader allows the others to get involved in the decision making process. * Democratic leadership: This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it).However, the leader maintains the final decision making authority. 2. 2 explain how organizational theory underpins the practice of management. Taylor (1911) observed that some workers were more talented than others, and that even smart ones were often unmotivated. He observed that most workers who are forced to perform repetitive tasks tend to work at the slowest rate that goes unpunished. Taylor used the term â€Å"soldiering† and observed that, when paid the same amount, workers wi ll tend to do the amount of work that the slowest among them does.Many people strive to adhere to the theory to help them become better at their jobs or more successful in life, although this may lead to them having to sacrifice some of their personal principles in order to succeed. One example of following organizational theory in the financial sector would be an employee or manager who wants to know how to achieve goals by having a set structure to follow. In addition, someone in a Human Resources sector will have to make decisions throughout their working day that will undoubtedly change the structure and practice of a working day for all other employees in the company.If an individual gets so wrapped up in trying to fit the mould of what they interpret their role should be in terms of organizational theory, they may start to neglect other areas of business. In the same way, management theory may also underpin the personal values of some individuals. 2. 3 evaluate the different a pproaches to management used by different organizations One of the reasons why managers are having such difficulty in applying management methods to government problems is this: there are many different schools of thought on management approaches, and each of these schools has its own proponents.Generally, an original proponent makes his or her name in that particular concept, and becomes an ‘expert' and a ‘guru' of it. There is little incentive to integrate this one approach with others. ————————————————- Management flexibility ————————————————- A manager who only has experience in one approach, such as project management, may have difficulty in adapting to changing demands. A manager can be much more effective if he or she is able to select a manage ment approach that is most appropriate to the desired need or goal.This adaptability or ‘eclectic' flexibility may prove very useful in the changing government management environment. The Toyota Way is a set of principles and behaviors that underlie the Toyota Motor Corporation's managerial approach and production system. Toyota first summed up its philosophy, values and manufacturing ideals in 2001, calling it â€Å"The Toyota Way 2001. † It consists of principles in two key areas: continuous improvement, and respect for people. Liker (2004), calls the Toyota Way, â€Å"a system designed to provide the tools for people to continually improve their work. The system can be summarized in 14 principles. ————————————————- ————————————————- —†”——————————————- ————————————————- Learning Outcomes 3 Understand ways of using motivational theories in organizations 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change Motivation can be considered in two major modes, intrinsic and extrinsic. Intrinsic motivation is that which comes from within the individual, team, group, or organization.Its execution brings about production and self-actualization. Extrinsic motivation is that which originates outside of the individual or organization under scrutiny. The fulfillment of external motivation results in what Lawler (1973) calls social rewards. Dyer, (1972) defines three areas affected by motivation. A Change in amount, quality, or direction of performance. Moti vation is a word used to refer to the reason or reasons for engaging in a particular behavior – especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal.In human beings, motivation involves both conscious and subconscious drives. Developing leadership culture all starts with you and all your colleagues in senior leadership . Three statements can be pointed that would not find in the treatment of change . First, in this new world order, your new work as a leader is about developing culture and talents not about assigning it to someone else that all culture development & change starts with you. Second, the key to successful transformation is doing the work in the senior leadership culture first before taking the change to middle of the organization†¦Third ,transformation is serious it work for serious people, it is about getting bigger minds to deal with attachments bigger and complex issues that will c ontinue to confront you, your leadership and your organization 3. 2 Compare the application of different motivational theories within the workplace Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior – especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives.Motivation Theories – Cognitive Dissonance Theory Cognition is any element of knowledge – an attitude, emotion, belief, value, behavior, etc. When two cognitions are in direct conflict with one another a state of anxiety is produced – dissonance is the term for the anxiety. Compatible cognitions are consonant – i. e. they are in harmony. A classic example of Cognitive Dissonance is holding the belief that â€Å"smoking is bad for you† while continuing the behavior of smoking. These two cognitions are in direct conflict with each other.The belief that smoking is bad is part of one neural network – perhaps associated with health and fitness – while the behavior of smoking is part of another network having to do with tension management, how to hang with friends, or the like. So, these cognitions exist in different locations in the brain. Both are trying to accomplish something important for the self – tension management and hanging with friends is important. Maslow's Hierarchy of Needs The American psychologist Abraham Maslow devised a six-level hierarchy of needs that motivate or drive human behavior.I believe that each of these needs must be met in order for one to achieve happiness. Maslow progressively ranks human needs as follows: †¢Physiological – food, shelter, clothing †¢Security and safety †¢Love and feelings of belonging †¢Competence, prestige, and esteem †¢Curiosity and the need to know †¢Self-Actualization 3. 3 Evaluate the usefulness of a motivation theory for managers Motivation is a very important for an organization because of the following benefits it provides:- * Builds friendly relationship Improves level of efficiency of employees * Leads to achievement of organizational goals * Leads to stability of work force * Puts human resources into action Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book ‘The Human Side Of Enterprise'. McGregor's XY Theory remains central to organizational development, and to improving organizational culture. McGregor's ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results.Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop. Learning Outcome 4: Understand mechanisms for developing effective teamwork in organizations 4. 1 explain the nature of gro ups and group behavior within organizations Groups may be classified into two different types: * Informal groups * Formal groups Formal Groups: Formal groups are created to achieve set goals and have specific responsibilities within an organization. Formal groups within organizations are known as work teams or simply teams.Examples of work teams include, call centre teams and project teams. Informal Groups: Informal groups consist of alliances that have no formal structure. Informal or social clubs. For instance, unless the HRD function communicates the policies clearly and cogently, the employees would not participate and comply with them wholeheartedly. Hence, molding group behavior is important for organizations. However, this cannot be construed to mean that all employees must think and act alike. On the contrary, innovation cannot happen when group behavior is the same across all levels. 4. discuss factors that may promote or inhibit the development of effective Teamwork in org anizations. Creating and sustaining effective teamwork requires persistent renewal and discovery of good practice. Organisations which try to create positive relationships between employees and makes each employee feel as part of the community, will have a greater chance of achieving effective teamwork across the organisation. An effective team requires cohesion that is held together by several factors. In order to understand how to assemble an efficient team, first need to know the factors affecting effective teamwork.The factors that may promote or inhibit the development of effective Teamwork in organizations are: * Communication skills and process * Inter-team co-operation. * Leadership Technique * Task effectiveness * Team dynamism * Team innovation * Team member’s well-being * Team viability * Team working environment, process or tools 4. 3 evaluate the impact of technology on team functioning within a given organization. New technology has been injected into the workpl ace at an exponentially increasing rate Many companies see new technology as the means to increase profit margins and to remain competitive in a rapidly evolving marketplace.The introduction of technology, especially information technology has changed composition of existing team models and has introduced new team models such as virtual teams. Powell, Piccoli and Ives (2004), define virtual teams in their literature review article â€Å"as groups of geographically, organizationally and/or time dispersed workers brought together by information and telecommunication technologies to accomplish one or more organizational tasks. Conclusion An organization can do better through the practice of Team work and proper utilization of technologies and resources. In the report we have overlooked different management approaches, styles and the motivational approaches which can reflect through the organization structures and culture. So consequently the organization must review the tasks that hav e been performing according to the management plan and identify the best way to act

Reaction paper Essay

Last summer term, in relation to our subject Business Policy and Strategy, our professor required our class to attend a seminar about the programs being held by a non-government organization, which is the Development Action for Women Network (DAWN). At first, I don’t even know that an organization like this exists and I don’t have any idea on what is it all about, or what are the activities it is engaged into. Before going to the seminar’s venue, I had a presumption that it will be about how to develop a good business strategy, or some kind of an inspiring speech from someone successful. Upon arriving at the venue, I’m quite disappointed because the seminar is almost halfway through. I already had the mindset that I wouldn’t learn anything from it because, in addition to the fact that we were late, we were also had no choice but to take the seats at the last rows of the venue. But, when the speaker said something about the Filipino women and their half-Japanese, half-Filipino children, it stirred my curiosity and tried really hard to listen, to concentrate and to cope-up with the talk. And that’s when I have learned what DAWN is all about. Based on the speeches of those people involved with DAWN, their main advocacy is to help promote human rights and welfare, particularly of those Filipino women who migrated in Japan and their Japanese-Filipino children. I was disturbed by the specificity of their objective, I mean, why for Filipino women who migrated in Japan only? Then, I came to realize that maltreated and violated Filipinas from Japan are very common, so why not? I became interested to learn more about DAWN because their vision and missions are inclined to the promotion of equality between men and women and also the protection of women rights for the betterment of their families. Of course, this is a very important matter for a woman like me. I was also amazed by the number of programs they have to provide services to their clients, like providing health assistance, legal and paralegal assistance, educational assistance, temporary shelter, case management services, and even air/travel assistance. But more than these programs, the speakers also mentioned about their other activities that would provide long-term help to their clients. These are the alternative livelihood programs they’re implementing, like the Sikap Buhay (SIKHAY) and the DAWN Multipurpose Cooperative Inc. Through these, their clients can start rebuilding their lives, and at the same time regain their sense of dignity and self-worth through participating actively in productive activities. One of the speakers also mentioned that DAWN also provides further assistance to interested women clients in acquiring new skills that are apt to the changing times, such as hands-on computer training. These helpful programs show that DAWN is really willing and is committed in helping their clients. So, I think, that was the seminar is all about – to inform us about DAWN and its undertakings and to encourage us to support, and if possible, to participate in their activities. But the main objective of this paper is to be able to relate what we’ve learned in the said seminar to our subject, Business Policy and Strategy. So, the question is, how can we incorporate a good business strategy into DAWN’s activities? I can see many possible ways. One good business strategy is to use their advocacy to promote possible profit-oriented programs. The use of ideals or principles that promote, for example, human rights, will enhance the image of a company, and will in turn, may attract investors, sponsors, or even customers. Another strategy is to build a separate branch or a firm that will provide the same programs (i.e., training, counselling) to other group of people that has the capability to pay for such services. They have an advantage because they already have experience and are already known in providing those kinds of services. Another strategy is to use their network groups in promoting their possible â€Å"profit-oriented† activities. Since they have developed and maintained strong linkages with their fellow NGOs and also to some government agencies, they can utilize it to have better access to resources and to the market. And besides, their relationship with the other organizations also adds to the credibility of the company. Finally, another strategy that I can think of is the proper utilization of their research and development facilities to be able to expand and improve the business. This is also a possibility and can likewise provide an advantage because DAWN has established an extensive network with research institutions for ready access to vital research findings as well as for immediate response to needs for other areas for research. It is an edge over their competitors who don’t have established relationships with research institutions. And that is how I see the relationship between DAWN and business strategy. I therefore conclude that no matter what your line of business is, there can always be a good strategy available for you to have an edge over the others. All you have to do is to utilize what you have and be the best in it, just like what DAWN is doing.

Know Your Regional Vocabulary

Know Your Regional Vocabulary Know Your Regional Vocabulary Know Your Regional Vocabulary By Mark Nichol One of the delightful facts about American English is that even though the rich regional variety of pronunciation and vocabulary ever diminishes, we’re still a long way from universal treatment of the language, and that’s an important detail for writers to observe. Take soda, for example. I mean pop. I mean coke. Each of these three terms for carbonated beverages is prevalent in various parts of the United States, and the respective regional dominations aren’t likely to go flat soon. According to a Web site that invites visitors to engage in an ongoing electronic survey of word usage, coke is it in the South, in much of Arizona and isolated other parts of the Southwest, and, curiously, in pockets of south and central Indiana. (The dominance of coke in the South may have something to do with the fact that Coca-Cola is based in Atlanta.) Pop, however, is the dominant variant in terms of geographical coverage, popping up throughout the northern states outside New England and rarely elsewhere. Soda, by contrast, which accounts for a slim majority by population, is the term of choice in the Northeast, in and around Miami and St. Louis, in eastern Michigan, and in much of Northern California and Arizona. (This Northern Californian concurs, though I call carbonated beverages â€Å"soft drinks.† But I don’t drink them, so what do I know?) Other, relatively rare synonyms are tonic in the Boston area and dope in some parts of North Carolina and South Carolina. (The latter term perhaps derives from the fact that originally, Coca-Cola contained cocaine hence the brand name.) The dominant vocabulary in selected other nations includes â€Å"soft drink† for Australia and New Zealand (no, I’m not from Down Under), mineral in Ireland, and pop in Canada. What does what you call a carbonated beverage have to do with writing? Whether you’re writing fiction or nonfiction, it behooves you to adhere to the local dialect, including vocabulary, when you’re engaging with regional culture. That’s easy for many authors, who write about their own neck of the woods and are intimately familiar with the local word-hoard. But if you’re going to virtually venture afar in your writing, make sure your characters don’t stand out as strangers by the way they talk unless, of course, that’s the point: A great strategy for showing, not telling, in a fish-out-of-water tale is to introduce the character by having them, for example, ask for a tonic when they sit down at a diner in the rural South. Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Vocabulary category, check our popular posts, or choose a related post below:Homograph Examples50 Types of Propaganda45 Idioms About the Number One

8 Rules About Punctuation and Quotation Marks

8 Rules About Punctuation and Quotation Marks 8 Rules About Punctuation and Quotation Marks 8 Rules About Punctuation and Quotation Marks By Mark Nichol The use of full or partial quotation marks or of paraphrases calls for attention to detail and adherence to a few punctuation rules. Notice that the examples below are deliberately incorrect. 1. â€Å"Most agree the word means something like: This stream meanders through something red.’† The words in the quotation collectively serve the grammatical function of a noun and are not set off from the attribution by a comma or a colon. 2. â€Å"The motto, ‘Might makes right’ applies here.† In this similar case, â€Å"the motto† is an appositive for â€Å"Might makes right,† just as in â€Å"the Web site DailyWritingTips.com,† â€Å"the Web site† is an appositive of the site’s name: â€Å"The motto ‘Might makes right’ applies here.† To insert a comma implies that this is the only existing motto (though there should then be one after right as well to complete the restrictive phrase). 3. â€Å"According to the book, at the first sign of an outbreak, ‘Children were whisked home from summer camps in the middle of the night.’† If an incomplete quotation is completed by a preceding paraphrase, lowercase the first word of the partial quotation unless it is a proper noun. In this case, â€Å"at the first sign of an outbreak† substitutes for the missing introductory phrase: â€Å"According to the book, at the first sign of an outbreak, ‘children were whisked home from summer camps in the middle of the night.’† In scholarly writing, the first letter of children should be bracketed to clarify that it was capitalized in the original source, but that nicety is unnecessary in general. 4. â€Å"He concluded that what America needs most is a â€Å"guiding belief† for citizens, industry, and government.† This sentence is essentially correct, but when a partial quote consists of such a brief phrase, ask yourself whether the quotation marks are justified; why not just paraphrase the entire sentence?: â€Å"He concluded that what America needs most is a guiding belief for citizens, industry, and government.† 5. â€Å"Her response was that she had ‘definitely locked the door on my way out.’† A writer might deem it crucial to retain a partial quote, but if the speaker uses the first person, the quotation won’t fit the reportorial third-person framing, and a paraphrase is necessary: â€Å"Her response was that she had definitely locked the door on her way out.† (Alternatively, you could paraphrase part of the direct quote â€Å"Her response was that she had ‘definitely locked the door’ on her way out† but, again, with diminishing returns.) 6. â€Å"The question is which selection is better?† This is a conjectural question not literally stated, so it is only tangentially related to the other examples here, but it’s important to point out that such constructions should include a comma: â€Å"The question is, which turnoff did she take?† (However, when the sentence is not stated as a question, the comma should be omitted: â€Å"The question is which selection is better.†) 7. When asked to clarify his earlier statement, he said: ‘I have nothing to add.’† Writers frequently introduce a statement with a colon rather than a comma, but this construction is awkward, because a colon invites the reader to put on the brakes, rather than just slow down, a fleeting action the more flexible comma invites: â€Å"When asked to clarify his earlier statement, he said, ‘I have nothing to add.’† (See also the second example, above.) Do retain the colon, however, when the attribution is an independent clause, as here: â€Å"He made this shocking public statement: ‘I think there is a fair chance Perth will be the twenty-first century’s first ghost metropolis.’† 8. â€Å"‘This [the subway bombing] is a minor thing that will develop into something major,’ she added.† When scholarly standards or journalistic integrity demands an exact quotation, but a full statement isn’t available, here’s the conventional but clunky solution: Provide the rest of what the speaker or writer meant to say or the definite noun they didn’t provide in order to fortify your class or reporting assignment within brackets. But note that the bracketed insertion should replace, not supplement, the indefinite subject: â€Å"‘[The subway bombing] is a minor thing that will develop into something major,’ she added.† Alternatively, especially in less-than-formal contexts (or even in newspaper reporting I won’t tell), feel free when you are certain of the intended specifics to employ a handy technique called silent correction. In other words, bail on the brackets: â€Å"The subway bombing is a minor thing that will develop into something major,† she added.† Want to improve your English in five minutes a day? Get a subscription and start receiving our writing tips and exercises daily! Keep learning! Browse the Punctuation category, check our popular posts, or choose a related post below:10 Grammar Mistakes You Should AvoidCapitalization Rules for the Names of GamesDozen: Singular or Plural?

Property Law Essay Example | Topics and Well Written Essays - 2000 words

Property Law - Essay Example 360,000 by raising a mortgage amount from the Solent bank. This mortgage amount was with a joint responsibility with his father. Under the provisions of the Law of Property Act 1925, beneficial owners can obtain a court order for putting the trust into effect and directing sale of the property and thereafter division of the sale proceeds. With regard to house properties, the share of the parties will in general be 50% each, due to their joint ownership of the property. However, the court could refuse to grant sale order, if the reason behind the creation of the trust persists. 3 In Midland Bank v Cooke, 4 the Court of Appeal granted a half share to the defendant in the matrimonial home. In the absence of an express agreement, the court opined that the conduct of the parties would be examined in order to determine the intended share of each party. 5 In Stack v Dowden, the House of Lords held that in disputes where the family property was in joint names and in the absence of an express declaration regarding ownership, a beneficial joint tenancy could be presumed.6 Since, the defendant had provided 65% of the amount; Stack was entitled to 35% of the proceeds of the sale.7 In Jones v Kernott, the UK Supreme Court upheld the trial court’s grant of 90% of the property’s sale proceeds to the plaintiff. ... It is left to the court to defer the sale if it were of the opinion that such sale would be contrary to the purpose for which the property had been purchased. 9 In the UK common ownership of property is not transferred automatically between the parties to a marriage. Automatic transfer takes place, only if the parties consent to place the concerned property in their joint names. Such joint ownership can be of the following categories. First, joint tenancy, wherein the survivor of the married couple automatically inherits the share of the deceased spouse. Second, tenancy in common, in which the share in the property is transferred as per the will of the deceased spouse or as per the rules of intestacy.10 As such on the death of a spouse, the remaining spouse automatically derives a portion of the deceased spouse’s estate provided the property is held jointly by them. On the satisfaction of the Spouses Legal Right Share, children and issue become entitled to a share in the prope rty, after the intestate death of a person. In Abbott v Abbott the court granted 50% of the sale proceeds to the wife, as the couple had undertaken joint liability with regard to the repayment of the mortgage on the property. In addition, this husband and wife had arranged their finances entirely in a joint manner.11 The existence of a will executed by the deceased has a significant effect on the legal right of the remaining spouse or children. However, with regard to non – marital cohabitees, there is no such automatic entitlement, unless there is a specific benefit under a will. Conclusion Since Angelina holds the property, jointly with her deceased husband, she will receive half the share of the property, after meeting obligations and

Product developer in a major fashion company Essay

Product developer in a major fashion company - Essay Example According to the discipline of fashion product development, it is possible to come up with fashionable products for both retailers and manufacturers. This entails developing, planning and presenting the product to the targeted market. In this case, I would like to create a small line of colored denim for a leading fashion company. The denims will be in black, white and red. Jeans come in different fits including skinny, tapered, straight, boot cut and flare (Sullivan 29). Therefore, the line will only include skinny and tapered jeans in the different colors. Tapered jeans are slightly similar to the skinny jeans. However, the tapered jeans are not tight at the top as compared to the skinny jeans. These jeans are usually loose-fitted at the top and taut at the base (Sullivan 23). The tapered jeans are the best since; no one needs much ankle freedom. On the other hand, the skinny jeans, which are also called slim-fit pants, have a comfy fit depending on the size of the individual. In some cases, the skinny jeans usually have zippers to enable the individual to pull them over the feet. This jeans line will use the dry denim material in all colors. The dry denim is different from the washed denim material since, the dry denim is not washed after the dyeing procedure during its production. However, with time this material fades slowly. The dry denim presents a natural and unique look as compared to the distressed denim (Finlayson 24). The choice of buttons is also essential in the production of the denim line. The jeans button which comprise of the jeans button tack and the jeans button will be made from brass. This brass buttons will be manufactured for the three color denims. The jeans buttons will be supplied by YKK manufacturers. This line will also include copper rivets that will be used to reinforce the pockets of the jeans. Just like the jeans buttons, the copper rivets will also be produced for all the three color denims. Research asserts that rivets are

Neo Liberalism Essay Example | Topics and Well Written Essays - 2000 words

Neo Liberalism - Essay Example There are many problems that it has introduced, but has been unable to provide answers. There had been mixed reactions as some of the happenings had been good and some of them were unpleasant. Dictatorships had been giving way to liberalism and this is definitely a positive step in the right direction. How long it might last, one cannot answer today. There exists another fear that Neo liberalism could widen the gap between the poor and rich. It is felt that World Bank, Inter American Development Bank and International Monetary Fund like powerful monetary institutions have imposed a situation of reducing profit rates felicitating the corporate few who are in bad business ventures, to revive their economic position. "Neo-liberalism is a response to a dual crisis that emerged in the mid-1970s for the ruling class. On the one hand capitalists faced a 'crisis of accumulation' - the capitalist system was stagnating and profits had fallen from the rates achieved immediately after the Second World War. Secondly, a rising tide of workers' struggle in the 1960s and 1970s posed a threat to the political power of the ruling elite" http://www.socialistreview.org.uk/article.phparticlenumber=9655 It is difficult to guess if Neo liberalism would bring the same future to all cities, or the result would be diverse in accordance with the city. But we can make very clear assumptions that it would definitely make the cities look and feel alike. There is a suggestion that the growth of cities is connected with the growth rate of national economy and most of the economic activities are focussed in the cities. "Indeed by the end of the 1980s the World Bank claimed that over half of all GDP in the greater majority of developing countries could be traced to urban areas", (Allen, 1999, p.248). The link between cities, particularly the cities in the developing countries, is a new one. As there had never been anything sweeping the earth the way globalisation did, it is understandable. No doubt, at one time, Imperialism ruled the world, but compared to the all-pervasive nature of neo-liberalism, effects of Imperialism were remote, and were limited to the particular colonies, even though there was a great impact on world trade and business. It lacked the power and all-grabbing tendencies of today's financial and marketing institutions. "The ideological persuasion exerted increasingly by these and other institutions mirrors the types of influence at work at the level of the global economy" (Allen, p.248). It has made the Governments to take a different view of their cities and attend to all needs of the cities mainly with the intention of fitting them into the global network, so that they could be showcased as their trophies and achievements of Neo liberalism. Some thinkers, economists and sociologists are of the opinion that cities should be limited and their unbridled growth should be curbed. They say this without taking into consideration the importance of cities in history or their current position as significant players economically, socially and politically. Another assumption is that the role of markets and economic institutions and their reforms are compatible with the city life of the inhabitants. Persisting doubt is if macroeconomic policies and regulations would be sufficient for the growth of the cities.