Analysis of Zappos and Holocracy Self Management Organizations

Question: Discuss about the Analysis of Zappos and Holocracy. Answer: Analysis: Holacracy is based on the self management of the organizations. With the help of the holocracy, the agility of the organization is improved as well its transparency and accountability (Robertson, 2015). The traditional approach to the management of the organization is ignored under this system and a new method is followed under this system which connects one peer to another. Under the holocracy system, the organization distributes the power in the hands of the employees equally and encourages everyone to take up the leadership (Denning, 2014). Zappos which has been bought by Amazon back in the year 2009 is the largest company that established holocracy with 1500 employees and there are no managers for the organization but only teams of employees running the organization. The main objective of Hseih, the CEO of the company was not just to make the organization of a holocratic pattern, but was to make a culture within the organization which will help Zappos fully self managed. There we re a variety of procedures and tools used in order to make the organization self organized. This type of organizations which are self managed and works without the objective of the management are also known as teal organization. The main objective of the teal organizations is to reduce the groups of service provider in the organization and creating a business centred group which is self organized as well as self managed. When the change was taking place inside Zappos, many employees were unhappy with the change and for that reason, Hseih provided them with Teal Offer which is the name of the package that is provided under the holocracy system. Only 1 in 5 employees took the offer and stayed in the organization and that accounts to only 18% of the employees that took the offer from the CEO. After the practice of holocracy started in the organization, the employees of Zappos decided everything starting form he menu of the lunch to the strategy that will be used for marketing of the organization. Without stating that 18% of the employees have taken the Teal Offer the headlines could have been that 82% of the employees who were offered with Teal packages rejected the offer researches on this topic also suggests that the employees who left are either they didnt like the concept of taking responsibility or they didnt like the complex concept of holocracy (Greenfield, 2015). During the past years, before holocracy was implemented in Zappos, there were various roles that the managers in the organization had to take care of and they are the role of budgeting, managing people, training and developing employees and so on. But after Zappos implemented the concept of Hsieh implemented holocracy, management of people had no sense in the organization and also each employee had to take care of everything and every employee had the power to deal with each management decision. Application: There are many Zappos employees who left due to the introduction of holocracy approach in the organization and the revenue increase to 30% in the year 2015 is just a result of it. Software called Glass Frog is used by the organization under the holocracy approach which helps the employees to track the efficiency of the strategic decisions made by the organization (Gouveia, 2016). The biggest problem with the holocracy is that it aims to finish the organizational top-down order and wants to make the organization work without a manager but the employees had to attend meetings which are a must for them and there is no escape from that system. The main reason of the failed holocracy in Zappos is that the employees working in Zappos is unclear of their roles and dont even know what is their part of the duty to perform (Gelles, 2015). With the implementation of the holocracy, the employees were left in a state of confusion rather than they were free for decision making. The employees were confused with the fact that who will be making the decision and also what they are supposed to perform under the new holocracy system. The employees were also confused about the compensation they will receive from Zappos and this turned the whole system into mess and ultimately Zappos failed to achieve holocracy approach. For this reason, with the employees leaving the organization and the employee turnover rate being high, the revenue on the part of the organization has improved, but the efficiency of management by the employees failed to click according to the plan of Hsieh, the CEO of Zappos (Van De Kamp, 2014). It is a fact that when no employees knows who is in charge of decision making, who is in charge of the action, the organization ultimately collapses. Though Zappos is not at the verge of getting closed, but the weakening of the position proves that holocarcy is a failure in Zappos. Viability: As holocracy is a failure and is not a system that can work in the organization with the employees unclear of their position and unclear of their roles in the organization, what couldve really worked in Zappos is the flat organization structure. There should be someone in the organization with the duty to make the decision and above all there should be each department with one manager in the organization (Zheng et al., 2010). All the departments can work under the CEO of the company in Zappos and the managers should be responsible for each decision that he makes with the organization and he should also have the power to direct the employees. The employees from each department in Zapoos should report to their respective managers and should take orders for them in order to perform the job. Also mangers should have the responsibility to divide the job equally among the employees of the organization (Bowditch et al., 2007). Various departments should be divided inside the organization an d the orders should come from the mangers inside Zappos so that they are taken by the employees effectively and performed in order to produce results and in this way, Zappos will be able to eliminate the confusion that was created under the holocracy system. Fallout: The flat organization structure will solve all the problems in Zappos that has arrived due o the complex holocracy system and it can help to form a single hierarchy level inside the organization with each department manager who will be in charge of making the decisions and eliminating the confusion of the employees regarding the decision making. Under the holocracy system, Zappos employees are concerned regarding the decision making and the duties they are responsible to perform, but the flat organization structure with the help of departmental managers can reduce this confusion and the mangers can divide the work equally among the employees and can also take decisions regarding what needs to be performed by the employees. Also, the employees should report to the managers of Zappos in order to get orders from them. While the CEO wanted to remove hierarchical structure from Zappos, flat organization structure is the best idea to be implemented in the organization as it implements the lowest level of hierarchy in the organization with the employees working under one manager for each department and also the time is not wasted in following a long chain of command. Also the speed at which the employees are able to communicate with the managers of the organization is very fast (Jones, 2010). And thus it removes the wastage of time in the organization. So, it can be said that due to a failure of holocracy on the part of Zappos, the practice of flat organization structure is the best way with the help of which Zappos can regain their revenue in the market and also will be able to reduce employee turnover. References: Bowditch, J. L., Buono, A. F., Stewart, M. M. (2007). A primer on organizational behavior. Wiley. Denning, S. (2014). Making Sense Of Zappos And Holacracy. Forbes blog, Jan, 15. Gelles, D. (2015). At Zappos, pushing shoes and a vision. New York Times, 136. Gouveia, L. B. (2016). Holacracy as an alternative to organisations governance. Greenfield, R. (2015). Zappos CEO Tony Hsieh: Adopt Holacracy or Leave. Fast Company. Jones, G. R. (2010). Organizational theory, design, and change. Robertson, B. J. (2015). Holacracy: The new management system for a rapidly changing world. Macmillan. Van De Kamp, P. (2014). HolacracyA radical approach to organizational design. Elements of the Software Development Process-Influences on Project Success and Failure. University of Amsterdam, 13-26. Zheng, W., Yang, B., McLean, G. N. (2010). Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management. Journal of Business research, 63(7), 763-771.

Theodora Essays - Justinian Dynasty, Justinian I, Flavii, Theodora

Theodora Theodora was the wife of Justinian I who was crowned Emperor of the Byzantine Empire in 527 AD. As his wife, she ruled by his side, as his partner, and her intelligence helped to advance the Empire. The exact place of her birth has not been agreed upon. While some historians say she was born on the island of Crete off the coast of Greece, others speculate that she might have been born in Syria. Whichever the case, she was brought up as the daughter of a bear trainer who worked at the Hippodrome (a huge stadium-like circus), in Constantinople. She worked there as a mime, and later as a full time actress. At the time, acting was not a highly esteemed occupation especially for women, so the term 'actress' was considered synonymous with the term 'prostitute'. While on stage she was remembered for her daring entertainment skills, off stage however, she lived a normal youthful life and was most remembered for her wild parties. At the age of 16, she traveled to northern Africa as the companion of an official. She stayed there for 4 years before returning to Constantinople. She stopped by Alexandria, the capital of Egypt and here she adopted Monophysitism. This was a form of Christianity that believed that Jesus Christ was wholly divine and not both human and divine as was the orthodox Christian belief. Monophysites were thus not liked by orthodox Christians since their teachings did not conform to those of the orthodox church. On conversion to Monophysitism, she gave up her former lifestyle, and upon reaching Constantinople in 522, settled down as a wool spinner in a house near the palace of the Emperor. It was while in this humble lifestyle, at the age of 20, that she drew the attention of Justinian, then a government official. Theodora was not only beautiful, but intelligent, witty and amusing, which is perhaps why she won Justinian's love so much that he appealed against an old Roman law that forbade officials from marrying actresses in order to marry her. Justinian and Theodora were married in 525. In 527, Justin, the emperor of Byzantium, and Justinian's father died. The couple assumed control of the Empire and were crowned Emperor and Empress on 4th April of that same year. They ruled unofficially as joint monarchs with Justinian allowing Theodora to share his thrown and take active part in decision making. Perhaps the most significant event during Empress Theodora's rule was the Nika revolt in which she proved herself a worthy and able leader. During this event, two rival political groups started a riot at the Hippodrome. They set many public buildings on fire and proclaimed a new emperor. Justinian and his officials, unable to control the crowd prepared to flee, but Theodora spoke up and gave a moving speech about the greater significance of the life of someone who died as a ruler, over that of someone who lived but was nothing. Her determined speech convinced Justinian and his officials and they attacked the Hippodrome, killing over 30,000 rebels and emerging victorious. Historians agree that it was Theodora's courage and determination that save Justinian's empire. Throughout the rest of her life, Theodora and Justinian transformed the city of Constantinople, building it into a city that for many centuries was known as the most wonderful cities in the world. They built aqueducts, bridges, and more than 25 churches, the most significant of these being the Hagia Sophia - 'Church of Holy Wisdom'. To women, Theodora may well be considered a noble pioneer of the women's liberation movement. She passed on laws prohibiting forced prostitution and established homes for prostitutes, passed rights that granted women more rights in divorce cases, instituted the death penalty for rape and established laws allowing women to own and inherit property. She also provided safe shelter for Monophysite leaders who faced opposition from the majority orthodox Christians, even though her husband Justinian was an orthodox Christian. Empress Theodora died on 28th June, 548. Her body was buried in the Church of the Holy Apostle, one of the splendid churches that she and Justinian had built in Constantinople. Beautiful mosaics in Empress Theodora's remembrance exist to this day at the Church of San Vitale at Ravenna in Northern Italy. Even after her death, her spirit lived on, and in this way she was able to have influence on the Empire. Through what she had began, Justinian was able to bring harmony between the Monophysites and the Orthodox Christians,

Human Development Theory And Social Work Issues Social Work Essay Example

Human Development Theory And Social Work Issues Social Work Essay This survey deals with the public-service corporation of human development theory in understanding practical societal work issues. It takes up the instance of the Murray household ( provided in the appendix to this essay ) and utilizing the household as a base, efforts to use different facets of human development theory in a practical existent life scenario. The survey is divided into five specific subdivisions. The first subdivision briefly describes the fortunes of the Murray household. This is followed by the application of two theories of human development, ( a ) Erik Erikson s psychosocial development theory and Bronfenbrenner s Ecological Model of Human Development, to understand kid and grownup development, ( B ) the ways in which political and societal procedures influence human development, ( degree Celsius ) the function of inequalities in human development, and ( vitamin D ) the ways in which theories of human development underpin societal work cognition and values. The Murray household scenario is elaborated in item in the appendix to this survey and is therefore being taken up briefly here. Jack ( 43 ) and Evelyn ( 36 ) Murray stay with their girl Lora ( 6 ) and Evelyn s female parent Doris ( 71 ) . Jack has two other boies, Seb ( 17 ) and David ( 15 ) , who live individually. Jack Murray was an adoptive kid. He was brought up by parents who were unfastened about his adoptive position and has neer shown any disposition to follow his biological parents. We will write a custom essay sample on Human Development Theory And Social Work Issues Social Work specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Human Development Theory And Social Work Issues Social Work specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Human Development Theory And Social Work Issues Social Work specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Jack has alcohol related jobs and is prone towards domestic force. Evelyn has been hurt and that excessively severely, in the recent yesteryear. Lora is making good in school and is cared for by Doris, who is nevertheless going frail. She had to be placed in an exigency Foster attention environment during her summer vacations, even as her female parent made usage of a adult females s shelter to get away the troubles of her place. Doris worries about being separated from her granddaughter and household if she were to travel to a attention place. All household members have expressed their willingness to work with a societal worker. Application of Theories of Human Development Erik Erikson s theory of human development was foremost advanced in 1950 and has been significantly augmented in ulterior old ages ( Brenman-Gibson, 1997, p 329 ) . Erikson s psychosocial theory provinces that life can be segregated into 8 phases from birth to decease, which comprise of ( a ) babyhood ( birth to 18 months ) , ( B ) early childhood ( 18 months to 3 old ages ) , ( degree Celsius ) drama age ( 3 to 5 old ages ) , ( vitamin D ) school age ( 5 to 12 old ages ) , ( vitamin E ) adolescence ( 12 to 18 old ages ) , ( degree Fahrenheit ) immature maturity ( 18 to 35 old ages ) , ( g ) middle maturity ( 35 to 55 or 65 old ages ) and ( H ) tardily maturity ( 55 or 65 to decease ) ( Brenman-Gibson, 1997, p 329 ) . Each of Erikson s 8 phases involves a crisis that is characterised by two opposing emotional forces. Infancy, for case, involves trust V misgiving and is characterised by the attention of the female parent for a kid with an accent on touch and ocular contact ( Christiansen A ; Palkovitz, 1998, p 133 ) . Successful passage through this period consequences in persons larning to swear in life and to hold assurance in the hereafter, even as jobs during this period can take to feelings of ineptitude and misgiving ( Christiansen A ; Palkovitz, 1998, p 133 ) . The school age of 6 to 12 old ages is likewise characterised by the opposing forces of industry and lower status ( Brenman-Gibson, 1997, p 331 ) . Persons are capable of acquisition, edifice and accomplishing legion accomplishments and cognition during this period, thereby developing feelings of industry. This phase of development can besides take to the experiencing of feelings of lower status and insufficiency with equals and consequence in jobs of ego regard and competency ( Brenman-Gibson, 1997, p 331 ) . Erikson s doctrine remainders on two of import subjects, viz. ( a ) that the universe enlarges as people go along, and ( B ) that failure is cumulative ( Douvan, 1997, p 16 ) . The first subject is incontestable. Whilst the second is problematic, it is true that kids who have to perforce trade with hard fortunes find it disputing to negociate ulterior phases in their lives in comparing with others ( Douvan, 1997, p 16 ) . Assorted surveies have revealed that kids who were non stroked as babies find it hard to link with others in their maturity. Erikson s theory of human development has gained broad credence and is frequently used as a model for understanding the nature of issues that lead to current behavior and to fix for the coming phases ( Douvan, 1997, p 16 ) . The analysis of the Murray household members reveal that Jack Murray could hold suffered from deficiency of stroking in his babyhood, particularly up to his acceptance at the age of 6 months. This could hold resulted in entrenched feelings of ineptitude and inclinations to distrust the universe. Such feelings, along with his experience of turning up as an adoptive kid, may hold inculcated feelings of low ego regard and be causal in his current imbibing jobs. Whilst Lora has grown up in the presence of fond parents and a loving grandma, she is now come ining the school age and the coming 6 old ages will enlarge her contact with the universe, where parents whilst still of import will non be the complete governments they have been until decease. The application of Erikson s theory of human development helps societal workers in understanding the assorted influences that persons experience in the class of their lives and the functions of such influences in steering their current behavior and their emotional and societal attitudes ( Raeff A ; Benson, 2003, p 61 ) . Bronfenbrenner s ecological theoretical account was foremost introduced in the early 1970s. His general ecological theoretical account is defined by 2 propositions ( Brendtro, 2006, p 162 ) . The first proposition provinces that human development, specifically in the early stages but besides throughout life, occurs through procedures that increasingly become more complex and affect mutual interaction between active and germinating worlds, who are bio-psychological in their attack, and the people, objects, and symbols in their immediate environment ( Brendtro, 2006, p 162 ) . Such interaction, when it occurs over drawn-out clip periods, on a regular footing are termed as proximal procedures and can be found in activities between parent and kids, kids and kids, and lone or group drama, every bit good as in reading, acquiring to cognize new accomplishments and executing complex and hard undertakings ( Brendtro, 2006, p 162 ) . The 2nd proposition provinces that the power, content, signifier and way of these proximal procedures influence development in a varying mode on history of the features of developing persons ( Brendtro, 2006, p 162 ) . Such development is besides influenced by the environment in which such procedures take topographic point and the nature of development results that are under survey. The female parent infant interaction, ( an of import proximal procedure ) emerges as an of import forecaster of developmental results ( Brendtro, 2006, p 162 ) . Bronfenbrenner s theory defines 4 different types of systems, viz. the Micro system, the Meso system, the Exo system and the Macro system, which shape human development ( Austrian, 2002, p 43 ) . The Micro system comprises of the household, schoolrooms and schools, and other systems in the proximal environment in which people operate. The Meso system represents the interaction of two micro systems, like the connexion between the place and the school of a kid ( Austrian, 2002, p 43 ) . The Exo system represents the environment that is external to the experience of an person and in which his or her engagement is indirect, but which effects development, all the same. The workplace of the parents of a kid is a relevant illustration of an Exo system. The Macro system represents the larger cultural context ( Austrian, 2002, p 43 ) . Bronfenbrenner s theory perceives the environment of a kid in footings of quality and context and efforts to explicate differences between the cognition, development and accomplishments of persons through the construction, support and counsel of the societies in which they exist ( Ahuja, 2006, p 3 ) . He states that interaction between over lapping eco systems affect people significantly. Applying Bronfenbrenner s theory to the Murray household, it can be seen that Lora s household and schoolrooms can be called the micro systems, which straight influence her working and development ( Ahuja, 2006, p 3 ) . When these two micro systems start working together to educate Lora, such instruction occurs through the Meso system. The society and civilization in which Lora is being raised provides the underlying influence to these systems and is termed the Macro system. The comprehension of interaction of these systems helps in understanding the manner in which kids develop and the factors that influence failure and success ( Ahuja, 2006, p 3 ) . Analysis of assorted micro and macro systems can assist societal workers significantly in understanding the assorted influences that shape the development of kids. Research workers have in fact specifically found the significance of macro systems to be causal to general depression and feelings of low ego regard in persons ( Ahuja, 2006, p 3 ) . The application of Bronfenbrenner s theory in the Murray household scenario enables the development of greater apprehension on the influences of different micro and Macro systems on the development of Lora in her school age and can assist societal workers to follow appropriate intercession methods. Role of Political and Social Processes on Human Development Whilst there is small uncertainty that the development of persons is mostly shaped by their place and school environments, sociological theory besides places important emphasis on the influence of larger society on such development ( Grusec A ; Hastings, 2008, p 42 ) . All persons grow up in specific political, cultural and societal environments that shape their attitudes and behaviors and act upon their development in specific ways. The peculiar societies in which people live are place to different types of spiritual, cultural and societal attitudes, prejudices and beliefs ( Grusec A ; Hastings, 2008, p 42 ) . Such political and societal procedures provide persons with the agencies to take part within their ain society, which itself contains shared imposts, norms, traditions, values and societal functions ( Grusec A ; Hastings, 2008, p 42 ) . These procedures are basically life long, get downing in childhood and go oning till decease. Both Erikson and Bronfenbrenner s theories de al with the procedure of socialization but through different positions Such socialization occurs through the influence of the household, faith, schools and equal groups, workplaces and the larger community ( Berns, 2009, p 131 ) . These procedures are besides influenced by local media and political idea. Children and immature grownups are significantly influenced by their equals. Such influences can frequently be negative and consequence in substance maltreatment, premature sexual activity and the demand to populate up to incorrect outlooks ( Berns, 2009, p 131 ) . Mass media plays an huge function in act uponing human development. The changeless exposure of kids to hex, sexual satisfaction and force can act upon the development of kids and immature grownups in assorted ways ( Berns, 2009, p 131 ) . With respect to the Murray household, it can good be understood that the personal development of all concerned persons is likely to be influenced by different political and societal procedures. The continuation of domestic force at place can take to feelings of hurt in Lora, particularly when she compares her domestic environment to that of her friends, and do her to wish to switch to a more peaceable environment. Such socialization procedures can furthermore leads to feelings of shame about her background and low ego regard, take her to eschew her household and take consolation in her equals and flicker of hooky player and delinquent behavior. Impact of Inequalities on Human Development Social work theory and knowledge chiefly aims to decrease and extinguish the impact of inequalities on the lives of persons ( Neckerman, 2004, p 189 ) . Inequalities can originate on history of assorted factors like income, instruction, gender and cultural position. Such inequalities basically serve to cut down surplus of affected people to assorted installations and cut down the chances of their life results and their opportunities to take normal and enriching lives, inequalities in income can for illustration deprive the kids of such households from assorted educational and other installations and badly decrease their life results ( Neckerman, 2004, p 189 ) . Such inequalities can besides bring forth feelings of low regard and consequence in suboptimal public presentation in and out of school during childhood and in the workplace in big life. Numerous surveies have revealed that kids with ill educated parents receive significantly lesser educational nutriment and support at place, which in bend affects their cognitive development and adversely influences their public presentation at school ( Marger, 2004, p 86 ) . Lora the 6 twelvemonth old Murray kid has until now done really good in school. The disturbed domestic state of affairs in her house, particularly the gender inequality between her parents and the domestic force faced by her female parent can good ensue in poorer educational support at place, particularly when she is traveling into the acquisition phase and needs it the most. Gender inequality has been widely accepted to be an of import factor in the unequal life opportunities offered to work forces and adult females of societies across the universe and has resulted in unequal development and life opportunities of the two sexes ( Marger, 2004, p 86 ) . Influence of Human Development Theories on Social Work Knowledge and Values Theories of human development aid in determining the thoughts of readers on the kernel of human behavior ( Austrian, 2002, p 56 ) . It expands the apprehension of persons of the range, the possible and complexness of human map. Whilst bookmans of human development do non hold on or back a individual theory, many of these theories provide new positions for the observation and reading of human behavior ( Austrian, 2002, p 56 ) . Piaget s theory of cognitive development has resulted in a new grasp for the ways in which kids construct sense and intending out of their experiences ( Raeff A ; Benson, 2003, p 81 ) . Erikson s psychosocial theory high spots the construct of individuality, even as the societal acquisition theory of Bandura has resulted in the widespread usage of patterning to imitate conditions under which kids increase their acquisition by detecting and copying the behavior of others ( Raeff A ; Benson, 2003, p 81 ) . The societal work profession draws extensively on theor ies of human development for understanding the behavior of persons, with specific respect to the causal influences of such behavior. An apprehension of such theories non merely enables societal workers to understand the causes for human behavior but besides helps them to be after appropriate intercessions to better the societal, emotional and economic conditions of people ( Raeff A ; Benson, 2003, p 81 ) . It helps societal workers to understand the dynamic interaction that takes topographic point among human existences and the impact of societal systems upon the lives of people. A greater apprehension of such theories besides helps societal workers in appreciating human diverseness, every bit good as the impact of different actions in assisting human existences to entree chances and services that foster realization of societal and economic justness ( Austrian, 2002, p 56 ) . Decisions

The Scientific Management Theory †Management Essay

The Scientific Management Theory – Management Essay Free Online Research Papers The Scientific Management Theory Management Essay Nowadays, research in management and organizational theory plays an important part in how business operates. By for the most influential person of the time and someone who has had an impact on management service practice as well as on management thought up to the present day, was Frederick W. Taylor. Taylor was the first modern efficiency expert in world history. Around the Twentieth Century, he formalized the principles of Scientific Management and developed a set of ideas designed to get employees in manufacturing industries to produce more output. Taylor contracted with companies to rearrange their production processes to simplify the tasks each employee performed. Instead of doing many different things, workers in Taylorized factories would execute the same simple tasks over and over. The principles of Scientific Management still have an important impact globally and there are still many evidences which show some New Zealand companies apply the Scientific Management principles in their business operations. McDonald’s is one of the worlds most well-known and valuable brands and holds a leading share in the globally branded quick service restaurant segment of the informal eating-out market in virtually every country and the leading global foodservice retailer with more than 30,000 local restaurants serving nearly 50 million people in more than 119 countries each day. This essay proves the Scientific Management principles in McDonald’s business operations from three perspectives: systems of rewards for meeting the goals, scientific education and development of the workman and standard method of performing each job. To start with, McDonalds’s apply the Scientific Management principles in their business operations because the company establishes systems of rewards for meeting the goals. Taylor stated that the non-incentive wage systems encourage low productivity if the employee will receive the same pay regardless of how much is produced. Taylors concept of motivation is to institute a system of inequitable pay for workers and a bonus system will create monetary incentives (Freeman,1996). McDonalds encourages employees through many effective ways. Except the base pay, McDonalds establish competitive wage and promotion programs, hard work, dedication, motivation and results are recognized and rewarded at McDonalds. Appreciation comes in many forms from a simple encouragement for a job well done, to restaurant-wide recognition through programs such as the Employee of the Month. (McDonald’s,2006)McDonalds also offers great incentive programs with access to gift certificates, mercha ndise, free food, etc. In addition, McDonald’s also establish an incentive pay system and provide employees with the opportunity to earn competitive total compensation when performance meets and exceeds goals. The company pays a bonus on top of employees base salaries based on business performance and their individual performance(McDonald’s,2006). Furthermore, Long term incentives are granted to eligible employees to both reward and retain key employees who have shown sustained performance and can impact long-term creation at McDonalds. Not only they establish the bonus system for the employees to perform efficiently, but also they institute other kinds of systems to increase monetary incentives such as recognition programs and company car program. Secondly, scientifical training is one of the most important principles of Scientific Management. Taylor states that each company should train the workers scientifically rather than passively leaving them to train themselves. It aims to unearth and cultivate workmen’s endowment, let them have the best performance in their work and obtain the highest efficiency farthest(Freeman,1996). McDonald’s have a strong tradition of, and belief in, training, they know its value to the bottom line of their business. At crew level there is considerable initial and ongoing training that is consistently applied to everybody in the business, whether part, full time, hourly paid staff or salaried managers undergoing their compulsory restaurant training. In New Zealand, a Crew member will extend his skills through the McDonald’s Qualink programme, which is recognised with a New Zealand Qualifications Authority (NZQA) approved National Certificate. Moreover, a new employee will acce pt training as soon as he joins McDonalds and starts his first working day. He must pass tests of three posts in the first month. Therefore, high requirements create high quality food. Further to that, McDonald’s even build up a Hamburger University, it is McDonalds worldwide management training center located in Oak Brook, Illinois. It focuses on providing training exclusively for all McDonalds Corporation and Franchisees employees in various aspects of the business. Founded in 1961, Hamburger University is located in a 130,000 square foot, state-of-the-art facility on the McDonalds Home Office Campus in Oak Brook with a faculty of 30 resident professors(Schaaf,1994). Like any university, HU has a course catalog: nine courses, ranging from basic restaurant operations to the four progressive levels of the management development program (MDP I-IV). The heart of the curriculum is the Advanced Operations Course (AOC), a two-week combination of operations enhancement, equipment m anagement, and interpersonal-skills training. Well structured training helps to retain staff, as do demonstrable links between training and promotion(Schaaf,1994). In addition, the training materials consist of two elements: core content which applies globally for maintaining consistent food quality and services worldwide, and locale-specific content based on local menu items, food safety regulations and labor practices, etc(Christine,2002). Those training systems help their staff to perform more efficiently and professionally. Lastly, company should develop a standard method of performing each job efficiently. Taylor taught that there was one and only one method of work that maximized efficiency. And this one best method and best implementation can only be discovered or developed through scientific study and analysis. This involves the gradual substitution of science for rule of thumb throughout the mechanical arts. Taylor was not really concerned with other organizational or management issues. His focus was on efficiency, and he suggested that people had to follow what his method said(Freeman,1996).McDonalds establishes a series of detailed and strict working standards which ensure that every product from any chain restaurant has high quality. No matter people is a cook, a counter person or a hall cleaner, each kind of works has normative operational standards and written regulations. The cook time and the amounts of materials are prescribed with accurate numerical value and controlled by machines. In add ition, they also establish a computer system that transmits orders to the kitchen, where in the kitchen, the holding bins will regulate the temperature to keep the food hot and fresh. Moreover, McDonald’s staff is specialized in different production procedure. The counter person accepts the order and typically uses a suggestive sell-up to add a missing item such as dessert. Then they use the register display to confirm, assemble, and check the order. The order is assembled by collecting food from the appropriate machines and bins. Besides, some of the staffs play a role in the burger production and some others perform in the production of French fries. McDonald’s has developed a standard method of performing each job and the employees can perform efficiently. In conclusion, Scientific Management became a powerful force as it contributed to increased efficiency in industrial establishments. McDonald’s shows the evidence of applying the principles of Scientific Management. They institute bonus systems to encourage the employees to perform well to meet the goals. Also, they train the workers scientifically rather than passively leaving them to train themselves. It aims to bring everyone’s production efficiency into full play to accomplish maximum profit. Moreover, they cooperate with the workers to ensure that the scientifically developed methods are being followed and it will be eligible to improve the production efficiency. Scientific Management has dramatically affected today’s management approaches. Scientific Management has also made an important contribution to the business world we see today in New Zealand and worldwide. The ideas generated by Frederick Taylor still have a place in current management thinking. Because of Taylor, production efficiency has improved, products become more and more plentiful. Nowadays people can have a rich and colorful life like a king in the past. Much of core of Scientific Management remains with us today, only been modified, updated and given a human face. List of references Christine,T.(2002). Systematic training makes McDonalds number one. Training Management Development Methods, 16, 909. Retrieved March 23,2006, from the University of Auckland: Proquest database. Freeman,M.(1996). Scientific management: 100 years old; poised for the next century. S.A.M. Advanced Management Journal, 16,909. Retrieved March 23,2006, from the University of Auckland: Proquest database. McDonald’s Coroporation.(2006). Your Pay and Reward. Retrieved March 23,2006, from the World Wide Web: mcdonalds.ca/en/careers/restOpp_rewards.aspx Schaaf,D.(1994, December). Inside Hamburger University. Minneapolis, 31,18. Retrieved March 23,2006, from the University of Auckland: Proquest database. Research Papers on The Scientific Management Theory - Management EssayAnalysis of Ebay Expanding into AsiaOpen Architechture a white paperThe Project Managment Office SystemMoral and Ethical Issues in Hiring New EmployeesMarketing of Lifeboy Soap A Unilever ProductDefinition of Export QuotasTwilight of the UAWResearch Process Part OneNever Been Kicked Out of a Place This NiceBionic Assembly System: A New Concept of Self

Applying Theory to Practice Essay Example | Topics and Well Written Essays - 750 words

Applying Theory to Practice - Essay Example Experience has convinced me that my singular performance alone would not allow me to manage pain effectively. The policy makers and all the staff have to be convinced about the management plan. A team management of pain is now better accepted (Zalon et al, 2008). A comprehensive plan would be set up for systematic and uniform management of pain in the hospital. Care from initial assessment to planning for discharge would be incorporated. Competency of the staff would be ensured through continuing education. All nurses would have laminated pocket cards with FACES scale and numerical scale for analyzing the pain by the scales (Bines & Paice, 2005). If the card showed an intensity of ‘four† on the scale, intervention was made. Including pain as another vital sign would produce awareness of the distress and decide whether it was time for intervention. A series of questions would be added to the inpatient and outpatient forms so that the features of the pain would be elicited (Bines & Paice, 2005). Electronic devices would be in place for reminding the nurses about the time for reassessment of pain. Screening for pain and assessing its nature and intensity would be an essential step. Details of the pain and how it had affected the patient would be recorded. The patient would be needed to provide informed consent and participate in deciding the individual care plan for pain management. The pain would be assessed carefully and managed appropriately in order to uphold the patients’ rights (Bines & Paice, 2005). The goals for relief of pain must be ascertained. Realistic and safe goals would be identified. The patient would be asked about the activities or functions that he would like to do or perform when he had no pain. Enquiring about the patient satisfaction would provide information and experience of the best techniques to manage pain in a similar situation later. Non-pharmacological management simultaneously would add to the satisfaction level ( Hardy, 2011). The patient and the family would be given educative material to familiarize themselves with the plan. This information would help them gain knowledge on the procedures adopted in my institution. They would be reassured about the competency of the staff which also included pain specialists (Bines & Paice, 2005). Their fears about whether staff would believe the patient and respond immediately would be dispelled. The patient’s fears about opioids would be carefully managed. Publishing the information on the internet would help the staff to download it for the patients. Pain-related information would be maintained at the Health Library in the hospital. Computers would be available for patients and families to browse for the information (Bines & Paice, 2005). The pharmacological therapy with opioids or NSAIDs would be decided upon by the uniform recommendations of the hospital. The variation in dosage would be by variation of age of the patient, the type of wound, t he intensity of pain, the hospital procedure done, the surgery performed and the underlying illnesses. Non-pharmacological adjuvants which could provide relaxing moments would include visual stimuli like photos or pictures or a television programme (Bines & Paice, 2

Entrepreneurship Essay Example | Topics and Well Written Essays - 2750 words

Entrepreneurship - Essay Example As a fast growing company that cares for the environment, Greenenergy has received many awards and recognition in the UK and other markets. Greenenergy started supplying low sulphur fuels to reduce on air pollution in all markets. However, the company shifted from low sulphur fuels to bio fuels to address the growing concern of global climatic change. Greenenergy has grown rapidly to be a leading supplier of fuel in the UK. The company supplies about 10 billion litres fuels including petrol, bio fuels and diesel. This is more than 25% of all road fuel that is supplied in Britain (Greenenergy 2012). Greenenergy’s main customers include supermarkets and oil companies. These are the major retailers of road fuels. Fleet users are major customers for diesel. Although Greenenergy supplies large amounts of road fuels, it does not own any petrol stations but supplies fuels to its customers in bulk. Greenenergy’s objective is to expand its operation by offering high quality prod ucts at low prices to its customers. This strategy has worked to attract new customers and retain existing customers. Consequently, Greenenergy’s market share has been expanding since its establishment. The company evaluates its supply chains to increase their efficiency and cut costs. Consequently, Greenenergy can sell its products at low prices without compromising on quality. ... Some of the factors that influence a new venture’s success include the time spent in the business, amount of start-up capital, risk management strategies, and government policies. The characteristics of the entrepreneur have significant influence on business success. The level of ambition and experience of the entrepreneur will determine their persistence in new markets. Experienced entrepreneurs are likely to last longer in the market and achieve significant levels of success (Gelderen, Thurik & Bosma 2003, p.319). This implies that an entrepreneur plays a significant role in the growth and sustainability of a new business in the market especially in risk management. The approach that an entrepreneur uses to launch their business will depend on the amount of information, experience and skill that the entrepreneur possesses. Gilbert and Erying (2010, p. 92) indicate that successful entrepreneurs have the capacity to analyse risks involved in a new venture. Successful entrepren eurs identify and eliminate risks systematically. Ignoring risks could lead to losses in a business and sometimes an entrepreneur is forced to exit the industry. Thus, systematic elimination of risks enables entrepreneurs to tackle risks in the right order with the right methods and resources. Every entrepreneur must recognise that risks are different and have different effects on a business’s growth process. A wrong approach to eliminating risks may lead to the failure of a new business venture. This implies that the level of success for any new venture depends on the capacity of the entrepreneur to deal with all the risks involved correctly. Effective risk

Acute Renal Failure Essay Example | Topics and Well Written Essays - 1250 words

Acute Renal Failure - Essay Example This paper is going to examine the Gordon’s Functional health patterns as well as Myra Levine’s Model is relation to how acute renal failure affects the patient. A specific diet and treatment for renal failure will depend on the patient’s age, the severity and other medical conditions. Nutrition’s affect on renal failure has been studied extensively and published on scientific reports. For example, Dr. T. A’s â€Å"Primer on Kidney Disease† recommends a 0.8 to 1 g protein of body weight per kilogram each day of protein in chronic kidney disease. During dialysis, this can increases from 1.2 to 1.3 g/kg each day. Gordon’s Functional Health Patterns Marjorie Gordon developed functional health patterns to form a guideline when it comes to the establishment of a nursing data base that is comprehensive. She placed the patterns into different categories making it possible for a data collection process that is standardized and systematic (Dunn and Hood, 2009). These patterns have assisted nurses over the years in determining different human and health function aspects; a) Health Perception and Health Management. This category focuses on an individual’s perceived health level as well as well-being. ... Here, the evaluation of local supplies adequacy takes place. c) Elimination. This area mainly concerns itself with excretory patterns experienced on the skin, bladder and bowel. Excretory issues like constipation, diarrhea, incontinence and urinary retention can be easily identified d) Activity and Exercise. Focused is directed to the daily living activities that need energy expenditure, and they include leisure activities and exercise. e) Sleep and Rest. The individual’s rest, sleep and relaxation practices are assessed. Sleep patterns that are dysfunctional, sleep deprivation responses and fatigue can be identified. f) Self-Perception and Self-Concept. The individual’s attitude towards themselves is the issue of concern and this includes body image, identity, and self-worth. The identification process in this case concerns itself with the self-esteem level and threats response to the individual self concept (Dunn, 2009). g) Roles and Relationships. The role played by an individual is the one being assessed as well as how the individual relates with others. h) Sexuality and Reproduction. Person satisfaction or in some cases dissatisfaction in relation to reproductive functions and sexuality patterns are to be assessed under this category. i) Coping and Stress Tolerance. The individual’s stress perception and the way he or she copes with stress are examined. j) Values and Belief. The belief and values of an individual are assessed and this includes the individual’s spiritual beliefs. Myra Levine’s Model In her model, Myra came up with four principles that were meant to serve nurses as a guide to promoting wholeness: 1. Conservation energy. The interventions by nurses have to be gauged on the individual capacity so as to give room for