Behaviour of managers with their workers

Behaviour of managers with their workers Introduction: Management Behaviour is concerned with the study of the behaviour of managers with their workers/subordinates within an organisational setting. (Laurie J. Mullins, 2005.) The management behaviour is a vital and key part that decides the business success or its fall because it has direct effects on the individual that are in the team of the manger. The manger is responsible to get the most and best out of them and if he is able to do that the business will be positively affected by this. It has always been argued about the factors that affects the management behaviour. But the factors that affect this are the Culture, organisation structure. The study of the individual members behaviour is a key element for the business performance and its success either they are the managers or the low level workers. This not only helps the management of the organisation to understand but also formulate the policies that have favourable effects on the individuals behaviour and subsequently affecting the business performance in the positive way. Company Profile: Tesco, which was started in 1919 and today it is one of the leading and largest British supermarkets in UK. Tesco has also entered the US market with a different name. Many companies in this industry see the Tesco as their role model to succeed in their business. Tesco in also entering different sectors of the retail industry even it has recently entered the financial industry as well by offering the banking services and insurance as well. They studies and analyses the policies of Tesco that they have in place in different business functions of them and tries to implement that in their own businesses according to their own preferences. Culture And Management Behaviour There are many factors that affect that influence the management behaviour in the organisation. But the main factor is Culture. It can broadly be defined as set of norms along with the aspects like values and beliefs which are closely associated with the norm concept. (Kilmann et al. 1985). The culture have great amount of influence in the management behaviour. If for instance the culture in an organisation is power culture i.e. few people have the whole power to make the essential decisions, the management behaviour in those organisations is autocratic behaviour where the work is more important than the individuals. In that environment individuals are motivated through the power and threatening that is related to their work. Many individuals due to this kind of management behaviour either continue their job due to the threat regarding work or they leave the job due to lower motivation due to the management behaviour and the culture. And the other extreme kind of culture is person culture where the individuals are given the importance. They are given the right to speak and express their opinion on the decisio n made by the management and in some cases even the decision making powers are given to them. The management behaviour in this culture is more democratic sort, where individuals are motivated through different factors, which will be later discussed and the main element of the management behaviour is this culture is to achieve the targets of the company by keeping the employees happy. Tesco uses the mix of the task culture and the role culture which are based on the work and type of roles that are given to the individuals. And the management behaviour is partly autocratic and partly democratic depending upon the situation that prevails at that moment. The team based culture in Tesco clearly gives an indication of the democratic process of decision making and work in the organisation. And the behaviour of the management with the staff and since the staff is heard, they are motivated by this. Motivation And Management Behaviour It can be defined as a force which drives an individual to achieve some goal in order to fulfil some need or expectation. The driving force on which it depends it is different for different individuals and depends upon their needs and behaviour. The motivation is a key at work because a motivated person works harder at work and uses his all energy to fulfil the tasks that he is given. (Laurie J. Mullins, 2005.) It a key factor that influences the individuals behaviour and their performance hence resulting in the success of any business and its performance. Motivated staff is very important for the supermarket businesses like Tesco, because if the staff is motivated it will provide the customers the best customer service they can. That is why the organisations like Tesco have a proper management system that conforms not only their corporate policy of happy employees; happy customers but also is tailored and varied according to the situation and environment prevailing. Different organisation uses different motivation tools based on different theories but the ones used by Tesco is Maslow and Hertzberg Theory and Tesco Maslow was the one who said that there are also other factors that affect the individual other than the money which Taylor Fredrick argued. After a well research he came up with a hierarchy of needs that are responsible to motivate the employees in one or the other way. The pyramid of Maslow consisted of five stages of needs according to their priority. Physiological Needs: These are the basic and most preferred needs by the humans and include factors like food, sleep and shelter. Tesco also understands these needs of their employees and importance of these factors in the life of their employees. They provide these needs to their employees by providing them a safe place to work, regular working hours and important facilities like discounted shopping for its workers, staff canteen, and lockers for personal belongings. [ Source: Abraham-Maslow.com ] The next level of needs is Safety need which includes the jobs security, right to express themselves, better management behaviour towards the employees and a feeling of belonging and attachment by the management and the organisation. Tesco also motivates its staff by providing these needs. Tesco fulfil these needs of staff by giving them the job security, most employees of the Tesco are on permanent contract and of they are not on permanent contract, they are offered permanent slots on the basis of their performance. They also have the access to the sick schemes provided by the Tesco to give them the feeling that some cares for them. The third level is the Social/ Love needs this includes the socially active environment to the staff at workplace and opportunity for social interaction between the staff. This will not only satisfy the social needs of the employees but also creates a social and friendly environment in the organisation. Since Tesco focuses on the team based targets therefore they automatically fulfils this need due to the team based tasks. Tesco have working groups at different levels of their organisation including the top management level. They also have certain days in the year where they have all the teams participating in different fun tasks thus offering inter teams interaction and few other occasions like celebrating birthdays of the members and annual events like Christmas, Halloween and others. Esteem Needs includes the self respect and the esteem of others. This may include appreciation by the upper level of staff or even promotions for instance. These needs are related to the future of the employees on the basis of their past performance. Tesco uses this factor as well and the system through which this need is fulfilled is called the 360 Degree Feedback and Appraisal System, which forces on the values of not only self respect but also the respect for others and the appreciation of employees in the basis of their performance. It has a self assessment system that marks the performance of individuals. Usually the supervisors hold meetings to discuss the possible promotions or give them the value awards to recognise their good performance. This not only motivates the employees to achieve more than what they are doing but also makes them feel good and think that if theyll perform well it will be marked. The highest level of Maslows Theory is Self Actualization that includes the factors and area that influences the person in question automatically and there is no particular list area of personal interest of the employee and it varies widely from individual to individual. Although Tesco offers Personal Development plans that recognises the skills and talents of the workers and offers them the career progression options. The outreach plan offers the talented and competent individuals a fast track to reach the management level of the Tesco. Maslow also argued that once one level of needs have satisfied the individual than the next level will automatically motivate the employee to achieve it. (Hiriyappa, B., 2009.) Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_15_full.pdf [Last Accessed: 10/01/2011.] Conclusion: After all the analysis and research done above it, can clearly be seen that the culture plays a vital part in deciding the management behaviour of an organisation and its effects on the individuals. And subsequently the Management Behaviour plays a key role in motivating the staff, hence positively affecting the performance of the businesses. And since now a days employees are termed as a key asset of an organisation therefore if they are motivated they will play a key role in success of the business. Same happened in the case of the Tesco who has cleverly adopted the Management Behaviour on the basis role and task culture. And created a team based environment in the organisation to fulfil their different needs to motivate them. And these are the reason that has made the Tesco one of the market leaders in the supermarket industry. Since the needs of the Tesco staff are fulfilled they are motivated. Low labour turnover indicates that Tesco treat its employees in a better manner and em ployees there are happy enough to not leave. Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_15_full.pdf [Last Accessed: 10/01/2011.] . Bibliography and Referencing Laurie J. Mullins (2005). MANAGEMENT AND ORGANISATIONAL BEHAVIOUR. Prentice Hall. p26 Laurie J. Mullins (2005). MANAGEMENT AND ORGANISATIONAL BEHAVIOUR. Prentice Hall. P66 Laurie J. Mullins (2005). MANAGEMENT AND ORGANISATIONAL BEHAVIOUR. Prentice Hall. p294. Hiriyappa, B. (2009). ORGANISATION BEHAVIOR. New Age International. p154155 Mats Alvesson, 1995. Management of Knowledge-Intensive Companies. Germany. P30 The Times 100 Business Case Studies (n.d.), How Training and Development Supports Business Growth at Tesco Edition 14, Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_14_full.pdf [Last Accessed: 10/01/2011.] The Times 100 Case Business Studies (n.d.), Motivational theory in practice at Tesco Edition 15, Available from: http://www.thetimes100.co.uk/downloads/tesco/tesco_15_full.pdf [Last Accessed: 10/01/2011.] Centre for Leadership Study (n.d.), Situational Leadership Conversation with Paul Hersey Available from: http://www.trainingpages.com/cdocs/liggy/5399/5435/Conversations_With_Paul_Hersey1.pdf [Last Accessed: 10/01/2011.] Abraham-Maslow.com, (n.d.), Maslows Hierarchy of Needs Chart [ONLINE]. Available at: http://www.abraham-maslow.com/m_motivation/Hierarchy_of_Needs.asp [Accessed 07 January 11]. Corporate and organisational culture | Business Studies Theory | Business Marketing Resources. 2011. Corporate and organisational culture | Business Studies Theory | Business Marketing Resources. [ONLINE] Available at: http://www.thetimes100.co.uk/theory/theorycorporate-organisational-culture322.php. [Accessed 7 January 2011]. Strategic Planning: Tesco Activity. 2011. Strategic Planning: Tesco Activity. [ONLINE] Available at: http://www.bized.co.uk/educators/16-19/business/strategy/activity/strategic1.htm. [Accessed 7 January 2011]. BBC NEWS | Business | Sainsburys loses out to rivals. 2011. BBC NEWS | Business | Sainsburys loses out to rivals. [ONLINE] Available at: http://news.bbc.co.uk/1/hi/business/3682544.stm. [Accessed 7 January 2011].

Nurse Burnout Essay

The helping professions, including nursing, are characterized by the fact that they are not something external to the individual, but encompass the whole person. The activities performed by nurses, require a personal commitment and direct interaction with people. Therefore, it is common to work with the most intense aspects of patient care (pain, anger, frustration, fear, death, etc.). All this, plus small, medium or large daily doses of stress can cause nurses to have a predisposition to experience some degree of burnout, which can lead to the manifestation of unfavorable attitudes and feelings, both for the professional and the person who receives their service (Wright, 2011). This set of attitudes and feelings lead to the so-called â€Å"Nurse Burnout.† That’s why I wanted to address this issue, because it is clearly a very important factor when caring for a patient, because this depends on the quality of care nurses provide and our own faith that what we do helps th em. Nurse burnout is not like every other type of stress, it’s a process that graduallly develops, and it mainly covers 3 dimensions: 1. Emotional exhaustion: This is due to a reduction of one’s own emotional resources and the feeling that we have nothing to offer others, and psychologic manifestations, such as depression, anxiety, and irritability 2. Depersonalization: Refers to the development of negative attitudes and insensitivity towards patients, as well as to colleagues. This leads to the idea that â€Å"others† are the real source of the problems. As a result, we enter the final phase: 3. Lack of personal accomplishment: The perception that the chances of achieving the desired objective at a health community have disappeard, along with experiences of failure and feelings of low self steem. Experiences of stress which trigger responses in the individual, if maintained over time, cause changes in his/her adaptation. These responses mediate the stressor-hea lth relationship. In the implications of burnout we can differentiate those derived for the individual himself and those derived for the organization (McHugh, 2011). The nurse suffering from Burnout becomes a rigid, stubborn and inflexible  person, blocking the progress and changes, to the extent that they require new adaptation efforts. The nurse is also viewed as a cynical person, appearing unmotivated, unsympathetic and even aggressive with patients with a distant and dehumanizing treatment towards them (Witkoski, 2012). The most important consequences on the organization can include a decreased job satisfaction, low or no interest in work activities, deterioration of the quality of service, increased accidents, and low job involvement. This burnout prevents nurses from evolving, and leads to fatigue. Fatigue causes stress, and stress can also lead to many health problems, such as hypertension, palpitations, tachycardia, and menstrual alterations. In every hospital, there is always going to be nurses who are more prone to burnout than others, especially those who work in units in which patients have chronic illnesses, terminal diseases, and/or are more dangerous than other patients. How can nurses avoid or treat a burnout? There is many interventions designed for nurses, and can be classified as individual or as a group in the working place. One of the effective ways to avoid burnout is to forget work problems after a shift, take short breaks during work, or make a goal/ objective before starting a s hift and make sure that you discuss successes and dissatisfactions at the end of a shift. Making friendships with other nurses can be satisfactory and motivating, as well as asking for help when the amount of work is excessive or when you are not preparared for it. Sharing doubts and opinions with other nurses is also helpful. It is extemely imporant to not ignore problems, and instead stablish an action plan to solve them. As a group in a health facility, it is recommended to take a few minutes to listen to what other nurses have to say, to help new nurses get used to the system, to respect others, and to make others feel comfortable, but most importantly to promote collaboration. It is very imporant to change our attitude when facing times of stress. Organization is essential in every case to bring together innumerable tasks, and take note of diverse situations to achieve goals. It has also been reccommended to have a relaxation technique to decrease stress and help concentrate in the moment and manage your thinking around work, such as yoga, meditation exercises, or educational classes to promote an escape from thoughts about work, and prevent burnout (Wright, 2011). References Morse, G. (2012). Burnout in mental health services: A review of the problem and its remediation. Adm Policy Ment Health, 39(5), 341-352 McHugh, M., Wright,. (2011). Nurses’ widespread job dissatisfaction, burnout, and frustration with health benefits signal problems for patient care. Health Affairs, 30(2), 202-210 Witkoski, A. (2012). The longer the shifts for hospital nurses, the higher the levels of burnout and patient dissatisfaction. Health Affairs, 31(11), 2501-2509

Newell / Rubbermaid Case Study †Strategy Essay

In October 1998, Newell Company was considering a merger with Rubbermaid Incorporated to form a new company, Newell Rubbermaid Incorporated. The amalgamation would be through a tax-free exchange of shares valued at $5.8 billion. Newell had three major product groupings: Hardware and Home Furnishings, Office Products, and Housewares. Rubbermaid is a renowned manufacturer of a wide range of plastic products ranging from children’s toys through housewares. Acquisitions are the foundation of Newell’s growth strategy and the company has an aggressive and disciplined approach to achieving its’ growth targets. Newell focuses on acquisitions that are generally mature businesses with ‘unrealized profit potential’, and pass a number of clearly defined screening criteria. If the transaction is completed, Newell will begin the process of assimilating Rubbermaid’s operations through a process called â€Å"Newellization.† The companies expect that the merger will create synergy through the leveraging of Newell Rubbermaid brands. By 2000, these efforts are ANALYSIS The Newellization process The Newellization process is based on the prospective acquisition target having a number of attributes that correlate with Newell’s requirements of a target organization. The first step in this analysis is that of Newell’s screening criteria applied to the Rubbermaid opportunity. The first criteria is that the target organization must be a mature business. Rubbermaid was started in 1920 when five businessmen who made toy balloons launched Wooster Rubber. The organization has been continuously run since 1920 and has had a great deal of success over the years. The company name has become synonymous with plastic dishware and storage units. The next attribute desired of a company to undergo the Newellization process is the existence of Unrealized Profit Potential. In 1995, Rubbermaid at 75 was troubled by rising competition, increased demands from retailers and skyrocketing-raw materials costs. By taking advantage of Newell’s strengths in these areas, increased profits may be realizable. Strategic Fit with existing businesses is the next criteria defined. This includes a corporation with low technology products, low in fashion and seasonal content and sold through mass distribution channels. Rubbermaid primarily makes plastic products such as household and children’s products. These items are generally fairly low technology although there is some specialization and a degree of higher technology required in the plastics industry. The products are definitely low in fashion and have very little seasonal influence. The products are sold through mass distribution channels, including large retailers. Another criteria is that the target organization should be Number one or two position in their markets and have established shelf space with major retailers. Although there is no indication in the case as to where Rubbermaid exists within their markets, Rubbermaid has obviously held a very large market share in their product areas. In addition, Rubbermaid has established shelf space with many major retailers. Long product life cycle is an attribute that is definitely applicable to Rubbermaid products. Rubbermaid’s products include housewares such as plastic containers, storage units, brooms and toys, all of which have a very long product life cycle. The final criteria defined is that the target organization must have the  potential to reach Newell’s Financial Performance standards. Based on the above strategic fit and the current difficulties and tensions faced within the Rubbermaid corporation, there appears to be the potential for increased financial performance with the right leadership and structural changes. From this analysis, Rubbermaid appears to be an extremely good fit to the Newell organization. All criteria set by Newell appear to be met, by varying degrees by Rubbermaid. This analysis process is somewhat objective and the potential flaw in this analysis is obviously the possible prejudice of the individual(s) performing the comparison. That being said, I feel that in this particulair instance, there is a strong fit between the criteria and Rubbermaid.

Career Overview College Admissions Recruiter 2019

A career as a college admissions recruiter is a very rewarding career for the right person. Below we take an in-depth look at the career, and what it takes to be successful. Education College recruiters are required to have a bachelors or masters degree. It is helpful to have a degree in communications, business or marketing, but is not necessary. The job is often awarded to people right out of college. Work environment and duties The work environment is fast paced yet pleasant. Recruiters are often assigned to specific territories that they are responsible for recruiting in. Travel is a large part of the job. Admissions recruiters visit high schools, college fairs and other events where there are potential students looking to attend college. Much of the time away from the office entails making presentations to individuals and groups about the benefits of the college or university. They as spend a lot of time doing follow up phone calls and tracking where they have visited. .u1200cc375ee59e21f08940c526f07aaf { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .u1200cc375ee59e21f08940c526f07aaf:active, .u1200cc375ee59e21f08940c526f07aaf:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .u1200cc375ee59e21f08940c526f07aaf { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .u1200cc375ee59e21f08940c526f07aaf .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .u1200cc375ee59e21f08940c526f07aaf .post Title { color:#000000; text-decoration: underline!important; font-size: 16px; } .u1200cc375ee59e21f08940c526f07aaf:hover .postTitle { text-decoration: underline!important; } READ Salaries in the Computer Science FieldCollege admissions recruiters typically work with other departments within their college or university. It is important they know up to date information about programs and services offered by the school in order to convey accurate information to interested parties such as students and parents. Characteristics and attributes of successful admissions recruiters Successful admissions recruiters must be comfortable presenting information to large and small groups. This is the most important aspect of their job. Being able to comfortably speak in public with an upbeat, professional and influential style is paramount. Admissions counselors must also have a very positive and upbeat attitude. This makes their presentations more affective, and gives potential students and their parents feel good about enrolling at the institution. Another aspect of the job requires them to be highly organized. They must be able to properly schedule their time to meet with potential students and other interested stakeholders. Being on time for presentations as well as following up on leads is critical. The job is important because recruiters serve as a main pipeline for admissions. .ua793fe4572eb04972784cb27050ac3df { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .ua793fe4572eb04972784cb27050ac3df:active, .ua793fe4572eb04972784cb27050ac3df:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; text-decoration:none; } .ua793fe4572eb04972784cb27050ac3df { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .ua793fe4572eb04972784cb27050ac3df .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .ua793fe4572eb04972784cb27050ac3df .post Title { color:#000000; text-decoration: underline!important; font-size: 16px; } .ua793fe4572eb04972784cb27050ac3df:hover .postTitle { text-decoration: underline!important; } READ How to Find a Good Information Technology SchoolCareer outlook Many recruiters go on to high level positions within the college or university because they know so much about the institution. The average pay depends on the school. Public institutions generally pay more than private institutions. The average salary for a college admissions recruiters is $47,000 per year, but varies on experience, location and school. The career outlook is strong as competition for students continues to grow. Recruiters are seen as valuable employees who bring in paying students to the institution. The job is expected to grow faster than the average occupation. Related ArticlesNonprofit Jobs Training to be a Communications DirectorNonprofit Jobs Training to be a Fundraiser at a Nonprofit OrganizationConsulting in the Human Resources FieldBachelor Degree in Business Focus Business Career Options with an Emphasis in FinanceGraduate Degrees More Common in Online EducationAssociate Degree in Criminal Justice 20 Months to a Better Career or Foundation for a Bachelor Degree .uc53ccee47c1e4decb6a99e2578b9e9bd { padding:0px; margin: 0; padding-top:1em!important; padding-bottom:1em!important; width:100%; display: block; font-weight:bold; background-color:#eaeaea; border:0!important; border-left:4px solid #34495E!important; box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -moz-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -o-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); -webkit-box-shadow: 0 1px 2px rgba(0, 0, 0, 0.17); text-decoration:none; } .uc53ccee47c1e4decb6a99e2578b9e9bd:active, .uc53ccee47c1e4decb6a99e2578b9e9bd:hover { opacity: 1; transition: opacity 2 50ms; webkit-transition: opacity 250ms; text-decoration:none; } .uc53ccee47c1e4decb6a99e2578b9e9bd { transition: background-color 250ms; webkit-transition: background-color 250ms; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; } .uc53ccee47c1e4decb6a99e2578b9e9bd .ctaText { font-weight:bold; color:inherit; text-decoration:none; font-size: 16px; } .uc53ccee47c1e4decb6a99e2578b9e9bd .postTitle { color:#000000; text-decoration: underline!important; font-size: 16px; } .uc53ccee47c1e4decb6a99e2578b9e9bd:hover .postTitle { text-decoration: underline!important; } READ How to Find a Quality Online Computer Science School