Unruly Customers and Employee Turnover Intention

Prologue To advance help quality and consumer loyalty, most firms utilize the trademark ‘the client is consistently right’. The basic supposition that will be that clients are consistently â€Å"rational and functional† in their experiences with representatives (Reynolds Harris, 2003, p. 145). Accordingly, supervisors educate the retail staff to address client objections, including any item/administration transforms they want, to improve business performance.Advertising We will compose a custom examination paper test on Unruly Customers and Employee Turnover Intention explicitly for you for just $16.05 $11/page Learn More Honest input from clients can empower a business to improve client care and give more an incentive to its customers. This would enable the firm to become and get fruitful in the market. While client input is significant, now and again, nonsensical requests made by client disappointed with their client experience can influence staff execution. T he clouded side of customers may show as obnoxious attacks and dangers coordinated at the staff or irrational grievances and solicitations (Harris Reynolds, 2003). To shield workers from client aberrance, it is significant for the entrepreneur to remain with their group. This would upgrade the employees’ trust in their work and improve their activity fulfillment. Exploration Question The proposed investigation will look at the accompanying examination question: how does client aberrance impact work fulfillment and representative maintenance in the administration business? Foundation Research Harris and Reynolds (2003) recognize boisterous attack, affront for organization strategies, and outlandish demands as the regular types of conduct appeared by wild clients in the lodging business. Freak client conduct impactsly affects the staff, including mental, enthusiastic, and social impacts. Collaborations with testing clients lower staff spirit and inspiration, which thusly decrea se work fulfillment and maintenance (Harris Reynolds, 2003). Without satisfactory hierarchical help, client animosity can compel workers in the business/showcasing group to leave the association or the segment. Authoritative help is fundamental in managing testing clients. It is important that the CEO or director analyzes the circumstance decently before settling on a choice in regards to the benefits of the customer’s objection or request.Advertising Looking for research paper on business financial aspects? How about we check whether we can support you! Get your first paper with 15% OFF Learn More Ben-Zur and Yagil (2005) compose that the absence of authoritative help results in â€Å"employee burnout, passionate weariness, and low self-esteem† that may influence profitability and work environment relations (p. 91). Engaging staff empowers them to be progressively emphatic and ready to control client conduct. Theory Managers or entrepreneurs regularly feel obliged to allow clients their wants. In any case, this methodology just improves freak practices in clients and makes representatives frail and dispirited (Ben-Zur Yagil, 2005). Accordingly, representatives may get disappointed with their working conditions and want to leave the association or part. The examination speculates that client incivility combined with an absence of authoritative help expands turnover goals in representatives working in the administration division. Moral Concerns In research, shielding the members from any expected damage and saving the obscurity and privacy of data are the key moral difficulties that a scientist must address (Corbetta, 2003). The specialist should likewise look for an educated assent from the members. Since the proposed investigation will include staff meets on client incivility and authoritative help, any touchy data given will have the capability of harming an employee’s relationship with their boss or administrator. The analyst will neith er uncover the personality of the members nor their reactions to the association to shield them from backlashes. Security and obscurity will be guaranteed during the whole exploration process. Another moral test identifies with acquiring educated assent from the members. The representatives may feel compelled to take an interest if the greeting originates from their bosses. What's more, a perplexing language may keep junior laborers from understanding the substance of an educated assent letter. The analyst will give the full subtleties of the examination in a basic language to members before interest. Moreover, the members will be permitted to pull back anytime during the exploration without taking a chance with any penalty.Advertising We will compose a custom examination paper test on Unruly Customers and Employee Turnover Intention explicitly for you for just $16.05 $11/page Learn More Preliminary Thoughts about the Research Design The investigation will utilize an expressive ex amination configuration to research how client incivility combined with the absence of hierarchical help upgrades an employee’s goal to leave the firm. It will draw its subjects from the administration and cutting edge staff working in the financial business. The cutting edge representatives associate with clients and procedure client demands every day. Information assortment will include semi-organized meetings directed at two levels, specifically, staff and the executives levels. Every member will be met at their workstation in a meeting enduring around 15 minutes. The specialist will utilize data looking for inquiries to investigate the participants’ encounters with client incivility, their perspectives on hierarchical help, and their turnover expectations. Topical examination approach will be utilized to break down the subjective information gathered. The Sampling Approach The examination will utilize accommodation testing to enlist members dependent on availabilit y. Given that bank representatives are caught up with during working hours, it will be judicious to utilize this way to deal with accomplish information immersion. The examination will talk with 20 front-work area laborers (client care staff) and 5 directors from 3 diverse business banks. It is evaluated that an example size of 25 meetings will produce adequate information for the examination. To get to the respondents, the analyst will contact the bank administrators and educate them regarding the study’s objectives and technique. They will convey this data to the workers and calendar a day for the meetings. Support will be deliberate and no motivating forces will be offered for taking an interest in the investigation. References Ben-Zur, H., Yagil, D. (2005). The Relationship between Empowerment, Aggressive Behaviours of Customers, Coping, and Burnout. European Journal of Work and Organizational Psychology, 14, 81â€99. Corbetta, P. (2003). Social Research: Theory, Meth ods, and Techniques. London: Sage Publishers.Advertising Searching for research paper on business financial matters? We should check whether we can support you! Get your first paper with 15% OFF Find out More Harris, L. C., Reynolds, K. L. (2003). The Consequences of Dysfunctional Customer Behaviour. Diary of Service Research, 6, 144â€161. This examination paper on Unruly Customers and Employee Turnover Intention was composed and presented by client Nataly I. to help you with your own examinations. You are allowed to utilize it for exploration and reference purposes so as to compose your own paper; be that as it may, you should refer to it likewise. You can give your paper here.

Blog proposal Essay Example | Topics and Well Written Essays - 750 words

Blog proposition - Essay Example What's more, media has permitted expanded instructive additions for the crowds. Expanded research has permitted modes of interchanges to serve over and above anyone's expectations (Ward). Notwithstanding, in the ongoing occasions, the effect of media has been unfriendly on the political economy. It is being proposed here that the story that will be composed inside the field of reporting will be about media fear based oppression. The idea of media fear based oppression will be presented in the blog entry as an English articulation where it will be concentrated with regards to news mediums being utilized for terrorists’ data. The best model that can be taken so as to consider the part of news fear based oppression can be Al-Jazeera channel through which the data with respect to terrorists’ exercises and conventions are communicated. A portion of the news offices accept that giving out such data to the overall population is amazingly risky on the grounds that it is bound t o build alarm inside the city life. Likewise, it is bound to make the guarded activities stopping or inclined to have escape clauses. Be that as it may, simultaneously, there are contentions which are presented against keeping mystery from general crowds. It is expressed that country needs to comprehend and get educated about issues that may happen in the more extended run. It is principally in light of the fact that anything fear based oppressor action that is bound to occur inside a nation would straightforwardly affect the lives of individuals. Along these lines, they should be instructed about such issues and angles (Ward). It ought to be noticed that there are various measurements to this topic. As referenced above, there are two ways of thinking with regards to the subject of news fear mongering. At a certain point, there can be individuals who are against the part of advising about fear based oppressors dangers while then again, there are individuals who guarantee that one must know about such dangers since it can permit separate specialists to take pertinent activities to remain alert

Complete Guide to Holacracy Example of Zappos

Complete Guide to Holacracy Example of Zappos Most organizations you know follow a traditional hierarchical system. There’s someone at the top and the positions trickle down, creating this pyramid-like structure. If this image popped up in your head, it isn’t any wonder, as organizational structures have not changed much over the years. © Shutterstock.com | Honza HrubyHowever, there are alternative ideas and concepts out there looking to challenge this traditional approach. One of these concepts is called “holacracy.” In this guide, we’ll look at what holacracy is and explain the way it works and by the example of the company Zappos. We’ll examine the benefits of holacracy and the criticism it has faced. Finally, we’ll look at how holacracy could work together with the idea of the lean startup.WHAT IS HOLACRACY?The official holacracy website has a quote from Malcolm Gladwell’s ‘What the Dog Saw’, which states:“If everyone had to think outside the box, maybe it was the box that needed fixing.”Essentially, holacracy is about “fixing the box”, i.e. providing a new governance structure. The premise of the system is to answer the question “how do we organize an organization more efficiently?”Hence, holacracy is a system of organizational governance, which seeks to help organizations to distri bute authority more efficiently and to improve decision-making procedures. The goal is to improve management processes and support innovation within the organization.The term comes from the word “holarcy” (Arthur Koestler, “The Ghost in the Machine”). It has its origins in the Greek word ‘holons’, which means “whole” or “units that are autonomous.” The name ‘holacracy’ is actually a registered trademark of HolacracyOne LLC. Therefore, the use of the brand name for commercial purposes is strictly limited, although organizations are free to implement the holacracy model as they wish.The system has gained in popularity in countries such as Australia, Switzerland and the United States, but its not yet widely used. So far, mostly non-profit organizations have adopted holacracy as their governance system. However, some private companies such as Zappos, David Allen Company and Conscious Capitalism, have adopted holocracy as well.For an in-depth overview, you should watch the following Ted Talk by Brian Robertson:How did holacracy develop?The holacracy model started as an experiment of new organizational governance structures in the company Ternary Software in USA. The founder of the organization, Brian Robertson, put his best practices together and the holacracy model was born in 2007.In 2010, Robertson developed and published the Holacracy Constitution, which explains the underlying principles and practices of the structure. This is nowadays used as a guide by organizations trying to implement the system.Online shoe retailer Zappos implemented holacracy in 2013Zappos is an online shoe and clothing retailer in the US. The company was founded in 1999 and in 2009, Amazon announced it would acquire the company in an all-stock deal for around $1.2 billion. Nowadays, Zappos has around 1,500 employees.The online retailer adopted the holacracy governance model in 2013. The company began experimenting with the structure slowly. In mid-2014, around 10% of its employees were under the model. By the end of 2015, the company had implemented the system throughout its entire organization.John Bunch, who works at Zappos, told Mashable in 2014,“Kind of the broad overarching theme about why we’re adopting this is to try to scale agility.” Bunch continued, “The point we’re at as a company is we’ve gotten past where we can be like a small family and really adapt our business to real-time environments.”The experience of Zappos hasn’t been simply smooth sailing. The company’s CEO, Tony Hsieh, announced in 2015 that employees would either have to adjust to holacracy or leave the company, together with a hefty severance package. After the announcement, nearly 18% of employees had decided to quit.However, Hsieh argues the employee exodus shouldn’t be explained through a failure of the system. He told the TechInsider,“Anecdotally I would guess that about half of them, the reason they took the offer was because it actually h ad nothing to do with Holacracy or self-management. It was just because they really had wanted to go out and start their own business.”WHAT ARE THE ESSENTIAL ELEMENTS OF A HOLACRATIC SYSTEM?Holacracy includes a variety of elements to reorganize the governance structure of an organization. This section will look at the principles of a holacratic system through two lenses. First, we’ll use the company Zappos as an example to explain the elements. Secondly, we’ll also explain how these structures differ from a traditional hierarchy.1. Roles instead of job descriptionsPerhaps the striking difference between traditional governance structures and the holacracy model is evident in job descriptions. Whilst we are typically used to job titles such as vice president, manager and so forth, holacratic systems remove these altogether.Traditionally, specific titles and job descriptions provide each person working in the organization a specific set of tasks they need to accomplish. For insta nce, a job title ‘The Head of IT” might require the person to manage the IT department, respond to employee queries and report to the senior management.On the contrary, under the holacracy model, the organization focuses on roles. These roles come from the work within the organization; as they are not restricted to a single individual. Hence, instead of having a single job description, the employees can fill several roles within the holacratic organization. There’s also fluidity, as the roles of each person change depending on the required work.2. Circle structure instead of departmentsTraditional organizations are generally structured around a hierarchic model. You have someone above you in the organization who you report to and who assigns you tasks. However, holacracy removes this hierarchical structure in favor of a circle structure.This means that roles form a circle structure within the organization. For example, certain roles regarding the organizations finances might f orm a larger circle. However, there is hierarchical organization in the way the circles are laid out. Certain circles are ‘above’ others. Nonetheless, each circle has the ability to self-organize.The authority to decide about roles and to assign tasks lies within the circle, not a single person or a different part of the organization. Decisions within each circle are made in a democratic way, not dictated by one department head. Thats the most significant difference between a traditional department and a holacratic circle.Hsieh explained this structure is “about moving faster, being more responsive and adaptable, and enabling employees’ talents and passions to shine”. Each circle can gather around and adjust the roles and tasks without having to run everything through a hierarchical system.What does that look like in practice? If an employee at Zappos wants to change something, he doesnt have to approach his manager anymore and convince him to solve the problem. Instead, h e can ask the circle to assign him the authority to solve the problem himself. As a result, leadership is distributed throughout the whole organization, fostering innovation and improving efficiency.3. Rapid iterations replace big re-organizationsAnother element of holacracy is the way how it deals with re-organizations. Unlike in traditional organizations, where structural updates happen every few years, holacratic structures are updated in rapid iterations.The aim is to keep the organization up-to-date. Important changes occur frequently, and not always within the company. Modern day organizations are constantly changing because of changes in the technological and economic environment, and holacracy wants to ensure the structures are updated monthly to adjust to the latest changes.Part of this are the so-called “governance meetings” where people inside a circle can discuss how to organize roles and other processes. This sort of organizational rapid iteration is a key part of o perations at Zappos.4. Regular meetings to distribute roles and authorityHolacratic systems also implement a different type of governance process. In a traditional organization, authority belongs to certain people who then delegate authority further. While the authority is somewhat shared under these models, the ultimate decision-making power is centralized at the manager in-charge. In order to implement a new idea or to make a change, employees must always seek the approval of the manager higher in the hierarchy.Holacracy changes this and instead focuses on ‘integrative decision making’. People are able to self-organize and make adjustments without having to consult a superior. This allows the system to change fluidly and shifts responsibility and accountability to the individual.To accomplish this, there will be strategic, operational and governance meetings within each circle. During these meetings, employees come together and discuss strategic issues, current project and dis tribute and redistribute authorities within the circle.5. Transparency instead of office politics and constant relationship buildingTraditional organizations tend to have a clear set of procedures that are followed strictly and changes are often slow to come by. Employees are subject to “office politics,” which means that people with insider information and close relations get ahead, while other, potentially more qualified employees do not advance within the organization.Holacracy focuses on transparency and the operational needs of the organization. At Zappos, employees are free to make the decisions and have more authority to solve problems. The rules are laid out in the holacracy constitution and everyone has to follow these rules. There is no space for individual office deals, bypassing certain rules. The priority is that things get done.THE ADVANTAGES AND DISADVANTAGES OF HOLACRACYWhile Zappos has enjoyed some of the benefits of this organizational set-up, it hasn’t been without a few drawbacks. Holacracy has also received its fair share of criticism and the system has its limitations.The advantages â€" an learning organization that adjusts quickly to changing environmentsThe advocates of holacracy believe the system is essentially a better form of governance, which enables and motivates employees to participate in decision-making and to be more innovative. When Zappos introduced holacracy, they also found the system to benefit the organizations work culture.Whilst it’s easy to think holacracy doesn’t have a hierarchical structure and is therefore chaotic, Zappos found the opposite to be true. Hsieh said in an Inc. interview,“There actually is more structure in some cases and more explicit documentation on what people’s different roles are, what their accountabilities are.”Therefore, the holacratic model can provide organizations with more transparency and accountability. Because the rules in the Holacracy Constitution 4.0 are laid out in detail, and everyone in the organization is supposed to read these, there is no room for murky office deals and politics. Everyone knows how the organization operates and the rules are the same for everyone.Furthermore, as the layers of bureaucracy and traditional top-down structures are removed, the organizations employees have the chance to work more efficiently. Since you aren’t required to run all of the decision through someone else, the chances are higher that things get done.In the traditional system, if you found a problem in a specific area, you’d have to first identify the responsible manager. Then they’d probably need to run the issue with other managers at higher hierarchical levels, which needs time. On the contrary, under holacracy, if the circle is in charge of the issue, it doesn’t necessarily matter who solves the problem and its easier to distribute the authority needed to solve problems.Naturally, this sort of agility breeds and encourages innovation. Hsie h writes in Zappos Insights,“When companies get bigger, innovation or productivity per employee generally goes down”.In order to solve this issue, the company uses holacracy.“Holacracy…enables employees to act more like entrepreneurs and self-direct their work instead of reporting to a manager who tells them what to do,” he concludes.The disadvantages / criticism â€" the big picture gets lost and not enough focus on customersHolacracy has also faced criticism and there are certain drawbacks to the system. The most obvious flaw critics point out to is the ‘loss of the big picture’. Since there’s no deep-seated hierarchical structure, the individual circles can become too focused on their own tasks. Therefore, the ‘big picture’ is lost, as the focus is on getting smaller processes to perform smoother.The Economist pointed out in an article how past experiments with democratic structures have not always provided suitable results. While the article acknowledged the s ystem could work in smaller companies such as Zappos, larger firms probably would not benefit from these fluid structures.The system has also faced criticism in terms of its approach on the customer. The Holacracy Constitution has explicit feedback mechanisms, but these are only vertical within the institution, i.e. employees are able to provide better feedback. However, the Constitution doesn’t provide much information on customer feedback.SYNERGY EFFECTS OF HOLACRACY AND LEAN STARTUP: A “LEAN LEARNING ORGANIZATION”The holacracy model is often discussed in connection with the lean startup idea, as the two models have many synergies and could offer a viable organizational structure for companies.The lean startup model was developed by entrepreneur Eric Reis. It’s focused on ensuring that a new startup learns about its market as quickly as possible without using many resources in the process. The ideal process would look something like this:Have an idea for a new product - id entify the riskiest assumptions about the market - build a ‘minimum viable product’ to test these assumptions - release the ‘minimum viable product’ - measure user interaction to learn whether assumptions were valid - use the data to improve or change the product - run the process again and againZappos story follows the lean startup model rather well. It started out with the hypothesis that people would buy shoes online. Hence, Zappos opened a rudimentary website to provide shoes online, which customers slowly started using. As the user base grew further, the company began measuring the traffic and monitoring their preferences in order to improve the website.The lean startup theory focuses on operational procedures, while holacracy focuses on a governance structure. However, both systems fit together and could form a “lean learning organization,” providing answers to the above criticism that holacracy doesnt include the customer. As lean startup models are quite focused on using customer experience at the centre of product development, this would make up for the lack of customer focus in holacracy.Overall, holacracy and lean startups provide a suitable match because:Lean startups focus on operations, whilst holacracy emphasizes governance. A business which uses both approaches would answer the questions: “What product to sell?” and “How do we organize?”Both systems aim at an efficient, flexible and fast learning organization. Lean startup models focus on gathering data to improve learning, whilst holacracy ensures decision-making is swift and based on operations.Both systems use fast iteration cycles. You don’t spend too much time to make decisions or to test products and governance structures, but you adapt to situations as fast as possible.Both systems are created for high uncertainty.Both systems use data immediately when it’s available.Holacracy is definitely a new way of thinking about organizational structure and management. While it might not benefit certain companies, it could be an innovative and efficient way to model a new startup. In combination with the lean startup theory, this could completely change the way how many startups operate.

Vietnam And Its Impact On Vietnam - 1231 Words

The country that I have chosen to do research in is Vietnam. Vietnam was considered one of the poorest countries until just recently it has been transformed in a lower middle-income country because of changing from a centrally planned economy into a more market-oriented economy through the use of the international trading system. The political and economic reform project is called Doi Moi and since Doi Moi has been initiated, Vietnam has grown at an annual average rate of 6.3% between the years 2007-2012 (WTO). The global financial crisis greatly affected Vietnam because it led to more tightly macroeconomic policies that were implemented in 2011. However, the official unemployment rate remains very low even though inflation dropped by 23%†¦show more content†¦When Vietnam entered into the World Trade Organization, the country experienced a huge increase in foreign direct investments. Ever since, Vietnam has remained a population place for foreign investors to look into. The Ministry of Industry and Trade plays a leading role in dealing with international trade issues for Vietnam. The information that Vietnam has provided the World Trade Organization has been very absent regarding Import Licensing. However, since joining the Association of Southeast Asian Nations, Vietnam has taken advantage and exported many of its competitive products such as agriculture, textiles, footwear and furniture. Vietnam trade policy developments have really gave Vietnam some flexibility and as a result V ietnam has used this to their advantage in reducing variation in domestic energy prices to protect some important industries. Vietnam has also levied a special consumption tax on certain goods such as cigarettes, alcoholic, and gambling services to prevent less consumption. Vietnam’s accession into the World Trade Organization equalized tax rates on imported and domestic produced alcoholic beverages. One interest fact that I found out is that trade taxes account for approximately one tenth of total tax revenue for the government (WTO). When speaking about non-tariff goods, Vietnam doesn’t allow for the import of goods that are consider harmful to human health and safety or national security. The Ministry of Industry and Trade is in

Chinua Achebe s Things Fall Apart - 1183 Words

Chinua Achebe, a Nigerian novelist, once said, â€Å"When suffering knocks at your door and you say there is no seat for him, he tells you not to worry because he has brought his own stool.† In his novel Things Fall Apart, Achebe depicts the impact of one story on the Igbo society, how stereotypes heavily influenced the perspective of the Europeans who came to exploit Africa, and how Africans struggled to get their voice heard. The novel is about a violent and independent man named Okonkwo, and how his religion, power, and identity was disrupted by the emergence of the Europeans that discarded the laws he followed. Achebe satisfies his purpose of giving Africans a voice in their story by contradicting commonly held stereotypes about Africa such as their animal-like behaviors, their lack of deep intellectual understandings, and their low-ranked position compared to others. He achieves his goals by setting his story in a realistic setting and lightning the rich culture and tradi tions of the Igbo people. In many people s eyes, Africa is a land of endless wars, sufferings, and people that are far from the standards of the Western civilization, but nothing beyond that. In reality, Africa is full of diverse and different aspects of life. Africa has its own unique culture that was not gained from the Europeans. Achebe says, â€Å"A sudden hush had fallen on the women, who had been talking†¦.Nwoye had heard that twins were put in earthenware pots and thrown away in the forest† (Achebe 61).Show MoreRelatedChinua Achebe s Things Fall Apart1719 Words   |  7 PagesThings fall apart is a classic novel written around the turn of the century, the novel focuses on the protagonist who we can also call a hero, Okonkwo. Okonkwo is a wealthy and respected leader within the Igbo tribe of Umuofia in eastern Nigeria. Strong individual with a passionate belief in all the values and traditions of his people. Chinua Achebe presents Okonkwo as a particular kind of tragic protagonist, a great man who carries the fate of his people. Okonkwo is a man who is inflexible andRead MoreChinua Achebe s Things Fall Apart1033 Words   |  5 PagesIntroduction Chinua Achebe is a famous Nigerian novelist in worldwide. Things fall apart is Chinua Achebe’s first novel published in 1958, the year after Ghana became the first African nation to gain independence. And this novel is one of the first African novels to gain worldwide recognition. (Phil Mongredien, 2010) This novel presents people a story of an African Igbo tribal hero, Okonkwo, from his growth to death. The fate of Okonkwo also indicates the fate of Africa caused by the colonizationRead MoreChinua Achebe s Things Fall Apart883 Words   |  4 Pagesdehumanize the native population and convince themselves that they are helping. Chinua Achebe’s book Things Fall Apart attempts to correct these misguided views of African societies by portraying a more complex culture that values peace, and the art of conversation. Achebe also tries to portray the idea that not all European people they come in contact with are aggressive, and misconstrued in their view of the African societ ies. Achebe tries to show us the value of his society through repeated views into conversationsRead MoreChinua Achebe s Things Fall Apart1410 Words   |  6 PagesTeddy Manfre Ms. Blass ENG 209-001 April 24, 2017 Things Fall Apart In 1958, Chinua Achebe a famous Nigerian author publishes one of his most famous novels Things Fall Apart. The novel takes place in a Nigerian village called Umuofia. During the time that this novel is published Nigeria is being criticized by the Europeans for being uncivilized. In response, Achebe uses his brilliance in this novel to express the valued history of his people to his audience. His focus in the novel is on the pre-colonizedRead MoreChinua Achebe s Things Fall Apart1015 Words   |  5 PagesIn his novel Things Fall Apart, author Chinua Achebe utilizes his distinctive writing style in order to accurately capture the culture and customs of the Igbo people despite writing his story in a foreign language. Five aspects of Achebe’s style that make his writing unique is the straightforward diction present in dialogue, the inclusion of native parables convey Igbo life authentically, the inclusion of native Igbo words and phrases, detailed descriptions of nature and the usage of figurative languageRead MoreChinua Achebe s Things Fall Apart1702 Words   |  7 PagesTitle: Things Fall Apart Biographical information about the author: Chinua Achebe was born in Nigeria in 1930. He had an early career as a radio host, and later became the Senior Research Fellow at the University of Nigeria. After moving to America, he became an English professor at the University of Massachusetts, Amherst. Achebe has won numerous awards for his poetry and fiction, including the Man Booker prize and Commonwealth Poetry Price. He currently teaches at Bard College. Author: Chinua AchebeRead MoreChinua Achebe s Things Fall Apart Essay1347 Words   |  6 PagesCulture is an Important Element of Society Chinua Achebe is the author of when Things Fall Apart while Joseph Conrad authored Heart of Darkness. Conrad and Achebe set their individual titles in Africa; Achebe is an African writer whereas Conrad is Polish-British. The authors draw strength from their backgrounds to validity the authenticity of their fictional novels. Conrad writes from his experiences in the British and French navies while Achebe uses his African heritage. The theme of culture isRead MoreChinua Achebe s Things Fall Apart1248 Words   |  5 PagesChris Lowndes Ms. Cook A.P.L.C. 21 October 2015 We Are Family: Hardships in One s Family in Things Fall Apart Specific attributes correlate with each other to help create or not create the ideal strong family. However, through those attributes arise conflicts and major disputes. This issue of trying to achieve and create a strong family is of immense importance in one’s life, especially in Chinua Achebe’s, Things Fall Apart, a milestone in African literature. For instance, the father leaves his legacyRead MoreChinua Achebe s Things Fall Apart Essay1682 Words   |  7 Pagescertain degree of the priest class, libation, holidays, creation stories, divine systems of punishments and rewards. In the novel, Things Fall Apart, written by Chinua Achebe, is a story of tragic fall of a protagonist and the Igbo culture. Achebe demonstrates different examples and situations of where an African culture, in the instances of tribal religions, did certain things because of their tradition is and the way they developed into. African cultures pondered life mysteries and articulated theirRead Mo reChinua Achebe s Things Fall Apart1314 Words   |  6 PagesChinua Achebe masterpiece â€Å"Things Fall Apart† (1959) is the classic story of Okonkwo, a young man who strives to be revered by his village and family but because of his own internal character flaws meets his own demise. In the Igbo culture, family traditions are an important narrative throughout the novel. Okonkwo, the protagonist character of this story, begins with many attributes of what would be concluded as a hero with his cultural society. He is hard working, a material provider, feared and

Memo Short Report Free Essays

The recent conflict in FinanceGates Project was definitely harmful to the overall success of the project and the spirit of cooperation InternetGates Company tries to promote among its employees. From my viewpoint as that of a third party, I see the issue as a communication problem created by barriers that often stand between employees from different backgrounds. The solution can action directed at improving communication skills of our employees in various departments. We will write a custom essay sample on Memo Short Report or any similar topic only for you Order Now Frank Brown, Marketing Manager for FinanceGates, as it turned out, had long been confident that the course taken by the project is completely wrong and doomed to fail. His impression of the ideas put forward by the Project Manager, Brian Graham, had long been negative, as he believed them to be both ineffective and unrealistic. However, for lack of communication skills expressed in shyness and fear to lose rapport with the boss, Frank was reluctant to share this with him. In this conversation, however, he simply exploded, telling Brian Graham all the negatives he had in mind. I personally witnessed this conversation and can reproduce it fairly precisely as it was etched upon my memory. Frank began by reporting about his findings during the preparation of the marketing plan. As he was sharing his insights, Brian once again expressed his dissatisfaction over delays in Frank’s work. He stated: â€Å"Once again, you are not able to meet the deadline for your marketing plan. I just remind you that our company places special emphasis on meeting deadlines, as I have already told you more than once†. Frank seemed very frustrated by this remark and began to justify himself by saying that facts that would support the current direction of business are very hard to find. In essence, what he has produced so far was a brief study of the market that showed limited opportunities for the kind of product the company expected to sell – and therefore turning it into a plan will be difficult, not impossible. In his speech, Frank complained about the boss â€Å"limiting his initiative† and lacking â€Å"flexibility†. The boss was listening to Frank’s tirade silently, showing signs of anger with his facial expression. However, he did not interrupt Frank who seemed really carried away with his emotions. When Frank seemed done with his speech, Brian said: ‘Okay, I have listened to you, and now you will listen to me. You have to be ready with your plan in three days. If you have nothing to show on Friday at noon, we will have to talk about your prospects in this company. Because one thing I want everybody to follow is take a positive attitude toward work and strive to complete every assignment with maximum quality. You do not seem to have it, but maybe I am wrong.† Both parties in the conversation obviously had their â€Å"skeletons† in the cupboards and reasons why they wanted to conceal part of the information. I know, for example, that Franks is driven by the perceived lack of rewards in this position. He confided in me at one point that in our organization he feels underpaid and misses the trappings of a managerial position, as in the previous job he was head of a marketing department. His past record also involved numerous conflicts with superiors as he sought to defy their authority; this was the way he learned to interact with superiors and it is not easy to abandon. His habits include arguing with the boss, not being cooperative. In turn, Frank expects all superiors to hostile and critical toward him. His barrier to communication can be described as â€Å"stereotyping† that â€Å"causes us to typify a person, a group, an event, or a thing on oversimplified conceptions, beliefs, and opinions† (Erven, n.d., p. 3). Frank stereotypes all superiors as people with enormous amount of power they use to oppress subordinates. His stereotypical, habitual strategy is to offer resistance. Brian’s problem is most probably lack of understanding for human nature. Poor listening skills contribute to communication barriers. In previous conversations, he could have noticed Frank’s unwillingness to support his ideas, but never paid attention. It seems to me frequently that he places too much emphasis on authority and too little on persuasion. In this case, his mistake was forcing an employee to do something in a rude manner, without asking for cooperation and testing willingness to help. To remedy the situation, both Brian and Frank require counselling that will help them change their communicative styles. Instead of showing quick aggression, they should both opt for communication patterns that will provide the room for the other person’s self-esteem instead of being confrontational. Brian, for instance, can change his attitude to subordinates to a more positive one, beginning to see them as people who are inherently good and are trying to accomplish their tasks effectively instead of accusing them of being lazy or inadequate.   For Frank, it can be recommended that he, too, stop seeing the boss as an enemy and rather as one who can provide assistance to him. I also propose that InternetGates organize a training for project managers and, if possible, their teams focusing on communication. The topics could include communication styles, communicative strategies, barriers to effective communication, and how to overcome them. Learning more about differences in cross-cultural communication will also be relevant to our employees since we are an international company. Trainings would provide managers with a background in communication that would help them resolve day-to-day conflicts that arise out of misunderstandings. Sincerely, Peter Black References Erven, B. Overcoming Barriers to Communication. Retrieved August 9, 2006, from http://aede.osu.edu/people/erven.1/HRM/communication.pdf Hampton, J. (2006, May 8). Barriers to Communication. Retrieved August 9, 2006, from http://www.community4me.com/barriers.html How to cite Memo Short Report, Essay examples

Impact on Human Resource Management †Free Samples to Students

Question: Discuss about the Impact on Human Resource Management. Answer: Introduction: In the modern era businesses have started to focus on their marketing activities, and in order to carry out overall marketing activities, different experts are hired for conducting the overall activities in the proper manner(Armstrong Taylor 2014). Human department of every organization focuses on hiring the most talented employees that possess right skill and knowledge for conducting the business operations in an effective manner. Further, sometimes there is the possibility that highly qualified people are not hired within the workplace, and it directly depends on the nature of the business or the job role that is being offered to the individuals. Hiring unqualified people is sometimes considered to be beneficial for the business as they are less costly for the business regarding salary(Cristiani Peir 2015). Further, companies focus on providing them training as the unqualified professionals are considered to be more affordable for the organization in every possible. But it is quite difficult to understand the concept why businesses are hiring less qualified staff members who are unable to carry out the job responsibilities properly. Moreover, in the comparison between high and low qualified workforce, it has been identified that highly qualified individuals are efficient enough in conducting business operations and this becomes one of the main reason behind business success(Nieves Quintana 2016). Sometimes hiring less qualified individuals hampers the productivity of the organization and this has adverse impact on the business. Aims and objectives The main objective of the present study will be to assess why companies prefer to hire less qualified or unqualified professionals mostly in the of field of marketing and what are the effective ways to avoid it. Some specific objectives will be framed which are as follows: To identify the valid reasons due to which companies are hiring less qualified individuals or candidates and rejecting the individuals that are fit for the position To assess the impact of hiring less qualified people at the expense of those who ought not to be rejected in the company To recommend the effective measures that companies can take so that they can ensure that qualified people are hired by not rejecting candidate who should not be rejected. Why do companies hire less qualified individuals at the expense of candidates who should not be rejected? What is the impact of hiring less qualified people at the expense of job applicants who are fit for the job? What strategies can be undertaken by the companies to ensure that they are hiring qualified people by ensuring that highly qualified professional are rejected? Research approach and method It is regarded as the plan and procedure through which entire research can be carried out in the proper manner. Further, it leads to in-depth analysis, and in turn, all the objectives linked with the study can be accomplished easily and in the proper manner(Flick 2015). Two types of approaches are present that are undertaken in the research, and they are inductive and deductive. In the inductive approach the results move from specific to general, and in the deductive approach, it is vice versa. In the present study deductive approach will be employed where entire research will be carried out in generalized form so as to understand about the concept of hiring unqualified people within the workplace rather than qualified one. The research will not be restricted to any company, and this is the main reason due to which deductive approach will be selected rather than inductive one(Mackey Gass 2015). For conducting the present study, HRM department of various Australian companies will be undertaken involving marketing manager, staff, HRM academics, etc. The target population will be 20 HRM and marketing heads, 20 HRM academics and 80 marketing staff. The total sample size will be 120 respondents that are adequate enough in order to attain the objectives of the research. Information will be obtained from all these respondents in order to accomplish the key objectives associated with the study. Further, both stratified and random sampling technique will be undertaken in the research as they will be useful in the research(Panneerselvam 2014). Through stratified technique, it will become possible for the researcher to classify the respondents into marketing, management, and academic staff. Apart from this, respondents will be selected randomly 30% respondents so that they will appear in the final sample. Final sample will involve 6 HR and marketing managers, 6 academics and 18 market ing staff. Research type (qualitative/quantitative) Qualitative research is carried out on the non numeric basis where statistical figures are not at all present to carry out the research. On the other hand in quantitative research is carried out with the help of statistical data through which the entire research can be carried out properly(Roberts 2013). The present study will be qualitative and quantitative where the role of statistical information is quite limited, and for data analysis, thematic analysis and statistical tools will be undertaken where results will be shown with the help of themes and other statistics tools. Statistical tools will also be undertaken in the present where descriptive analysis will be carried out. The qualitative research focuses on the variety of method with the motive to develop deep understanding of how people perceive social reality and in consequences. On the other hand, quantitative research focuses on establishing the general law of behavior and the phenomenon across different settings. The pres ent study will be carried out from with the help of both qualitative and quantitative method where both numeric and non numeric information will be utilized for conducting the research in proper manner. It reflects the range of tools and techniques on the basis of which entire research is being carried out in an effective manner. Selection of right research tool is significant in every research and in turn, allows gaining expected findings(Salaberry Comajoan 2013). In the present study, different tools will be undertaken for conducting the entire research. Microsoft tools will be employed where analysis will be done with the help of excel and word. Excel as one of the tool will be adopted for preparing charts and another form of diagrams along with conducting descriptive analysis that are most relevant for the research. Apart from this, Gantt chart will be framed on the basis of which entire study will be carried out in proper sequence that is significant for the research(Taylor, Bogdan DeVault 2015). Apart from this, data will be collected with the help of questionnaire where different questions will be framed keeping in view the objectives of the study. It will allow in answerin g all the research questions. Moreover, for analysis purpose, qualitative tools will be undertaken where themes will be formed for the analysis purpose. No advanced software and tools will be undertaken in the present research as it does not match with the requirement of the study. So, in this way, these are some of the tools through which study will be conducted. Proposed method of analysis Data analysis is one of the most significant parts in the study where data is analyzed through suitable technique in order to gain expected findings(Silverman 2016). Further, two techniques of data analysis are present that involves qualitative and quantitative. In the present study data will be analyzed with the help of qualitative and quantitative technique where themes will be formed along with the statistical analysis on the basis of response obtained from the respondents. The statistical technique will include some form of tests such as descriptive analysis that involves mean, mode, median etc. Moreover, charts, bar graph and other form of charts will be adopted for representing the information and this will be beneficial for the entire study(Tarone, Gass Cohen 2013). This method of analysis will allow readers of the study to understand about the results and will also allow in accomplishing the main goals associated with the study. The main reason behind undertaking qualitative approach to data analysis is that For the present it will be expected that businesses are focusing on hiring the less qualified workforce for conducting its overall operations but it is required for them to focus more on hiring the qualified professionals in the field of marketing and another form of areas that are crucial for the business. Through this it will become possible for the companies in the Australian market to operate efficiently in the market and this can act as the development tool for them in every possible manner. Apart from this, it will be expected that human error is also present where HR professionals are not able to identify the right talent that can surely support business in gaining the competitive edge. Moreover, the researcher also expects in understanding about the marketing related strategic needs of the businesses, and it is possible that concept of attribution of error can influence judgment and this can enable businesses to recruit the best marketer that can allow organizations to promote their products in effective manner. So, these will be the expected findings in case of present research. Apart from this, researcher will provide recommendations to various Australian companies so that they may not do mistake of hiring unqualified professionals within the workplace as it directly hampers productivity of the business. References Armstrong, M Taylor, S 2014, Armstrong's handbook of human resource management practice, Kogan Page Publishers, London. Cristiani, A Peir, JM 2015, ' Human resource function strategic role and trade unions: exploring their impact on human resource management practices in Uruguayan firms. ', The International Journal of Human Resource Management, pp. 381-400. Flick, U 2015, Introducing research methodology: A beginner's guide to doing a research project., Sage, United Kingdom. Klikauer, T 2014, 'Human resource management and Kohlbergs scale of moral development. ', Philosophy of Management, pp. 73-95. Mackey, A Gass, S 2015, Second language research: Methodology and design, Routledge, Abingdon. Nieves, J Quintana, A 2016, 'Human resource practices and innovation in the hotel industry: The mediating role of human capital', Tourism and Hospitality Research. Panneerselvam, R 2014, Research methodology, PHI Learning Pvt. Ltd, Delhi. Roberts, T 2013, ' Understanding the research methodology of interpretative phenomenological analysis', British Journal of Midwifery, vol 21, no. 3. Salaberry, MR Comajoan, L 2013, Research design and methodology in studies on L2 tense and aspect (Vol. 2)., Walter de Gruyter, Berlin. Silverman, D 2016, Qualitative research, Sage, United Kingdom. Tarone, EE, Gass, SM Cohen, AD 2013, Research methodology in second-language acquisition, Routledge, Abingdon. Taylor, SJ, Bogdan, R DeVault, M 2015, Introduction to qualitative research methods: A guidebook and resource, John Wiley Sons., New Jersey.