Introduction The purpose of this assignment is to firstly identify why there is a need to implement changes within an organisation and highlight any barriers that an organisation may encounter when implementing any changes before explaining how to overcome these barrier. It will also describe what techniques can be used to plan, monitor and review any potential changes. Finally the report will also consider the effects of change of the workforce within the organisation and why communication is vital before, during and after any changes. To help demonstrate different points and techniques I will refer to a specific example of innovation and change within a company which is planning on implementing a machine which is an automatic packaging system instead of a manual based packing system. Benefits of Innovation and Change To fully understand the benefits of innovation and change, we must first understand what innovation and change actually are.
Since then, many management theorists have been trying to understand what the underlying meanings of human motivation in organisations are. Two significant theorists that had many impacts within business organisations are Abraham Maslow and David McClelland. Both McClelland and Maslow have introduced unique and distinctive models of human motivation, one being ‘Acquired Needs Theory’ proposed by McClelland (Human Motivation Theory – David McClelland n.d.) and ‘Hierarchy Theory of Needs’ proposed by Abraham Maslow (Maslow’s Hierarchy of Needs from Psychology 1987). Both of these theories put forward by Maslow and McClelland can be effective and ineffective in their own respect. David McClelland’s theory was established in 1961(David McClelland's motivational needs theory n.d.).
In this cut throat competition which is prevailing in the market, it is my understanding that leadership and proactive strategy plays vital role in overall organisation’s success. In addition to this it has become apparent that strategic management and leadership operate at parallel level in an organisation. Leadership According to (John P. Kotter, 1999) “Since change is the function of leadership, being able to generate highly energized behaviour is important for coping with the inevitable barriers to change. Just as direction setting identifies an appropriate path for movement and just as
To alleviate this, I created a viable vision statement describing the team’s objectives and how those objectives will lead to the end state. The vision included how the teams would behave and some team values. This step must be accomplished expeditiously to provide purpose and clarity to the task with the hope of motivating the team to contribute selflessly. Next, I conducted a thorough review of each team member history and culture to become aware of potential challenges as it relates to communication and cultural barriers. According to researcher, one of the leading causes of failure for multicultural teams is mistrust which can result from communication and cultural barriers.
This research will try to explain the relevance of the leader’s role in the effective governance organisations and how depending the role-played can alter the organizational outcomes. As a second aim, this essay will introduce the concepts “leadership” and “governance” showing the similarities and differences of both concepts to distinguish between its role and development. For this reason, research pretends to discuss these concepts to full understand the significance of governance and leadership within companies. In addition, a third aim was to expose the differences between a manager and a leader because both concepts are interrelated but also
Cross-Cultural Psychology as a Scholarly Discipline On the Flowering of Culture in Behavioral Research Marshall H. Segall Walter J. Lonner John W. Berry Syracuse University Western Washington University Queens University A history ofshows it to be an increasingly important part of modern psychology. Despite widespread agreement that culture is an indispensable component in the understanding of human behavior, there are noteworthy conceptual differences regarding the ways in which culture and behavior interrelate. Perspectives include absolutism and relativism, each with methodological consequences for such contemporary research concerns as values (including individualism-collectivism), gender differences, cognition, aggression, intergroup relations, and psychological acculturation. Societal concerns relating to these topics are briefly described. When all of psychology finally takes into account the effects of culture on human behavior (and vice versa), terms like cross-cultural and cultural psychology will become unnecessary.
To answer this one must analyse the causes for the changes required and how the implementation of these changes can affect the performance of the organisation and the challenges faced during the change period. A structured approach to this can be formulated by the What, Why and How of managing the people side of change. For this, one can consider the PEST analysis method i.e Political, Economic, Socio-culture and Technological factors that cause organisational change. In the given case study, Plasticast faced only the economical, socio-culture and a few internal factors which needed the immediate attention. In the economical factor, Plasticast faced the following reasons: a.
Executive Summary The aim of this report is to explore the process of recruitment and selection within the Human Resource Department of a specific organisation – that organisation is Tesco. I aim to analyse the essentials within recruitment and selection and also make a clear, defined difference between the two processes. An analysis will then take place on Tesco’s recruitment and selection process which will include some criticisms, finally recommendations will be made on how Tesco could improve their process of recruitment and selection. 1.0 Introduction to Human Resource Management Human resource management as a whole is defined as “the function within an organisation that focuses on recruitment of, management of, and providing direction for the people who work in the organisation.” Human Resource Management is a field that is evolving at a rapid pace throughout the world of business. The field of HRM is both an academic theory studied by many and also a business practice which puts these academic theories and concepts into action when managing a workforce.
Understanding the contributions of any advancement in technology helps individuals to critically evaluate its effects as well as perceive its future in society (Christoph, Susanne and Maria 98). Sound perception is a particularly complex issue to handle as it requires an immense intake of information, in effort to make conclusions of how the sound was made, where it came from and ultimately its intentions. Therefore, it is important to understand the effects of perceiving sounds during this era when we have experienced technological growth (Wolfflin 15). This paper seeks to disapprove that advancement in technology has contributed to improved perception to recognizing complex sounds. Misperception of sounds that can be referred to as phonological reanalysis helps determine the root sources that are associated with sound change in terms of articulatory variability and acoustic ambiguity.
* Describe and critically evaluate the key differences between process theories of motivation and content theories of motivation? * Critically evaluate the accuracy of the claim that: “since there is no one best way of leading, managers must adjust their leadership style in response to pressures deriving from the organizational situation in which they are working”. * What is leadership? With reference to relevant theories of leadership, critically evaluate the claim that there is ‘one best