Organizational Behaviour Free Essays

string(30) " individual behavior at work\." Organizations and Behavior Table of Contents Introduction. 4 Learning outcome 1: Understand the relationship between organizational Structure and Culture 4 1. 1 Compare and contrast different organizational structures and culture4 1. We will write a custom essay sample on Organizational Behaviour or any similar topic only for you Order Now 2 Explain how the relationship between an organization’s structure and culture can impact on the performance of the business. 1. 3 Discuss the factors which influence individual behavior at work. You read "Organizational Behaviour" in category "Essay examples" 6 Learning Outcomes 2: Understand different approaches to management and leadership†¦ 7 2. 1 compare the effectiveness of different leadership styles in different organizations7 2. 2 explain how organizational theory underpins the practice of management7 2. 3 evaluate the different approaches to management used by different organizations8 Learning Outcomes 3 Understand ways of using motivational theories in organizations†¦.. 9 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change9 3. Compare the application of different motivational theories within the workplace9 3. 3 Evaluate the usefulness of a motivation theory for managers10 Learning Outcome 4 : Understand mechanisms for developing effective teamwork in organizations 11 4. 1 explain the nature of groups and group behavior within organizations12 4. 2 discuss factors that may promote or inhibit the development of effective teamwork in organizations12 4. evaluate the impact of technology on team functioning within a given organization. 13 Conclusion12 Introduction: The employees of an organization can be motivated by the continuous organizational culture and the structural representation of the company. The assignment involves the comprehension of the relationship between organizational culture and structure, the leadership approaches, the basic concepts about motivation etc. Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup and individual. Organizational culture can be reflected through the systematic procedure of the organizational structure. Learning outcome 1: Understand the relationship between organizational Structure and Culture. 1. 1 Compare and contrast different organizational structures and cultures According to  Schein  (1992), culture is the most difficult organizational attribute to change, outlasting organizational products, services, founders and leadership and all other physical attributes of the organization. Culture and structure is working like a backbone in the organization. It creates a new concepts and strategies which can affect any level of planning. When it applies on any hierarchy organization. So then implications of organizational culture and structure will be implemented to the government companies etc. Different form of Organization Cultures: * Power Culture * Person culture * Task Culture Role Culture Power culture is centralized this culture may found in the small kinds a business control is the basic element the decision maker is alone there is no consultancy the organization may react quickly to the danger. Basically this kind of culture is a welfare non profitable, charities and for the social activities. This kind of culture can be in the group or i ndividual aim. It is basically a team work based approach to complete a particular task. This culture is more common the business where the organization will establish a project team to complete the project in the particular time. Common in most organizations today is a role culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. Different form of Organization Structures: * Functional structure: * Divisional structure: * Matrix structure: Employees within the functional divisions of an organization tend to perform a specialized set of tasks. This leads to operational efficiencies within that group. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost. Also called a â€Å"product structure†, the divisional structure groups each organizational function into a division. Each division may have its own sales, engineering and marketing departments. The matrix structure groups employees by both function and product. This structure can combine the best of both separate structures. A matrix organization frequently uses teams of employees to accomplish work, in order to take advantage of the strengths, as well as make up for the weaknesses, of functional and decentralized forms. 1. Explain how the relationship between an organization’s structure and culture can impact on the performance of the business. For an organisation to achieve its goals and objectives there must be harmony between its structure and culture. If the two are not compatible then it will become harder for the organisation to achieve its objectives and in the long run may even threaten the existence of the organization. An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. (Pugh, D. S. ed. 1990). Organization culture is the set of values, rules, beliefs, attitudes and regulations these factors can help members of the organization to know how we will Work. For example, Shell Company is the biggest multinational company with many product lines. Employees are functional specialists trained according to the product or market distribution. Develop the behavior of employees they develop culture which they need. Culture depends upon the nature of employees it according to that culture. Culture does not remain the same but the unwanted culture will changed according to new environment. Every organization has their own culture and structure it’s very important for every organization in a culture there are many people belonging to the different groups. Every organization needs good culture, good social norms, valves and ethical behavior. 1. 3 Discuss the factors which influence individual behavior at work. How individuals behave and how organisations can motivate them to give more to the organisation has been the subject of various research and many well known writers have written books on this subject. The behavior of people and other organisms or even mechanisms falls within a range with some behavior being common, some unusual, some acceptable, and some outside acceptable limits. Human behavior is experienced throughout an individual’s entire lifetime. The factors and the emerging points that influence the individual behavior at work are referred below: * Ability to perform a job * Attitude to the organization * Motivational factors * Organizational Culture and faith * Present Condition of the Individual Learning Outcomes 2: Understand different approaches to management and leadership 2. compare the effectiveness of different leadership styles in different organizations Different form of leadership styles of leadership are refereeing below: * Authoritarian: The authoritarian leadership style is when the leader spends most of his time giving out instructions. This type of leader tells their followers what to do, how to do it and when to do it. * Autocratic leadership: This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. * Delegative Leadership: In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. * Democratic / Participative: The democratic leader on the other hand, encourages follower to participate and give ideas. This type of leader allows the others to get involved in the decision making process. * Democratic leadership: This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. 2. 2 explain how organizational theory underpins the practice of management. Taylor (1911) observed that some workers were more talented than others, and that even smart ones were often unmotivated. He observed that most workers who are forced to perform repetitive tasks tend to work at the slowest rate that goes unpunished. Taylor used the term â€Å"soldiering† and observed that, when paid the same amount, workers will tend to do the amount of work that the slowest among them does. Many people strive to adhere to the theory to help them become better at their jobs or more successful in life, although this may lead to them having to sacrifice some of their personal principles in order to succeed. One example of following organizational theory in the financial sector would be an employee or manager who wants to know how to achieve goals by having a set structure to follow. In addition, someone in a Human Resources sector will have to make decisions throughout their working day that will undoubtedly change the structure and practice of a working day for all other employees in the company. If an individual gets so wrapped up in trying to fit the mould of what they interpret their role should be in terms of organizational theory, they may start to neglect other areas of business. In the same way, management theory may also underpin the personal values of some individuals. 2. 3 evaluate the different approaches to management used by different organizations One of the reasons why managers are having such difficulty in applying management methods to government problems is this: there are many different schools of thought on management approaches, and each of these schools has its own proponents. Generally, an original proponent makes his or her name in that particular concept, and becomes an ‘expert’ and a ‘guru’ of it. There is little incentive to integrate this one approach with others. ————————————————- Management flexibility ————————————————- A manager who only has experience in one approach, such as project management, may have difficulty in adapting to changing demands. A manager can be much more effective if he or she is able to select a management approach that is most appropriate to the desired need or goal. This adaptability or ‘eclectic’ flexibility may prove very useful in the changing government management environment. The Toyota Way is a set of principles and behaviors that underlie the Toyota Motor Corporation’s managerial approach and production system. Toyota first summed up its philosophy, values and manufacturing ideals in 2001, calling it â€Å"The Toyota Way 2001. † It consists of principles in two key areas: continuous improvement, and respect for people. Liker (2004), calls the Toyota Way, â€Å"a system designed to provide the tools for people to continually improve their work. The system can be summarized in 14 principles. ————————————————- ————————————————- ————————â⠂¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- ————————————————- Learning Outcomes 3 Understand ways of using motivational theories in organizations 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change Motivation can be considered in two major modes, intrinsic and extrinsic. Intrinsic motivation is that which comes from within the individual, team, group, or organization. Its execution brings about production and self-actualization. Extrinsic motivation is that which originates outside of the individual or organization under scrutiny. The fulfillment of external motivation results in what Lawler (1973) calls social rewards. Dyer, (1972) defines three areas affected by motivation. A Change in amount, quality, or direction of performance. Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior – especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives. Developing leadership culture all starts with you and all your colleagues in senior leadership . Three statements can be pointed that would not find in the treatment of change . First, in this new world order, your new work as a leader is about developing culture and talents not about assigning it to someone else that all culture development change starts with you. Second, the key to successful transformation is doing the work in the senior leadership culture first before taking the change to middle of the organization†¦ Third ,transformation is serious it work for serious people, it is about getting bigger minds to deal with attachments bigger and complex issues that will continue to confront you, your leadership and your organization 3. 2 Compare the application of different motivational theories within the workplace Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior – especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives. Motivation Theories – Cognitive Dissonance Theory Cognition is any element of knowledge – an attitude, emotion, belief, value, behavior, etc. When two cognitions are in direct conflict with one another a state of anxiety is produced – dissonance is the term for the anxiety. Compatible cognitions are consonant – i. e. they are in harmony. A classic example of Cognitive Dissonance is holding the belief that â€Å"smoking is bad for you† while continuing the behavior of smoking. These two cognitions are in direct conflict with each other. The belief that smoking is bad is part of one neural network – perhaps associated with health and fitness – while the behavior of smoking is part of another network having to do with tension management, how to hang with friends, or the like. So, these cognitions exist in different locations in the brain. Both are trying to accomplish something important for the self – tension management and hanging with friends is important. Maslow’s Hierarchy of Needs The American psychologist Abraham Maslow devised a six-level hierarchy of needs that motivate or drive human behavior. I believe that each of these needs must be met in order for one to achieve happiness. Maslow progressively ranks human needs as follows: †¢Physiological – food, shelter, clothing †¢Security and safety †¢Love and feelings of belonging †¢Competence, prestige, and esteem †¢Curiosity and the need to know †¢Self-Actualization 3. 3 Evaluate the usefulness of a motivation theory for managers Motivation is a very important for an organization because of the following benefits it provides:- * Builds friendly relationship Improves level of efficiency of employees * Leads to achievement of organizational goals * Leads to stability of work force * Puts human resources into action Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book ‘The Human Side Of Enterprise’. McGregor’s XY Theory remains central to organizational development, and to improving organizational culture. McGregor’s ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop. Learning Outcome 4: Understand mechanisms for developing effective teamwork in organizations 4. 1 explain the nature of groups and group behavior within organizations Groups may be classified into two different types: * Informal groups * Formal groups Formal Groups: Formal groups are created to achieve set goals and have specific responsibilities within an organization. Formal groups within organizations are known as work teams or simply teams. Examples of work teams include, call centre teams and project teams. Informal Groups: Informal groups consist of alliances that have no formal structure. Informal or social clubs. For instance, unless the HRD function communicates the policies clearly and cogently, the employees would not participate and comply with them wholeheartedly. Hence, molding group behavior is important for organizations. However, this cannot be construed to mean that all employees must think and act alike. On the contrary, innovation cannot happen when group behavior is the same across all levels. 4. discuss factors that may promote or inhibit the development of effective Teamwork in organizations. Creating and sustaining effective teamwork requires persistent renewal and discovery of good practice. Organisations which try to create positive relationships between employees and makes each employee feel as part of the community, will have a greater chance of achieving effective teamwork across the organisatio n. An effective team requires cohesion that is held together by several factors. In order to understand how to assemble an efficient team, first need to know the factors affecting effective teamwork. The factors that may promote or inhibit the development of effective Teamwork in organizations are: * Communication skills and process * Inter-team co-operation. * Leadership Technique * Task effectiveness * Team dynamism * Team innovation * Team member’s well-being * Team viability * Team working environment, process or tools 4. 3 evaluate the impact of technology on team functioning within a given organization. New technology has been injected into the workplace at an exponentially increasing rate Many companies see new technology as the means to increase profit margins and to remain competitive in a rapidly evolving marketplace. The introduction of technology, especially information technology has changed composition of existing team models and has introduced new team models such as virtual teams. Powell, Piccoli and Ives (2004), define virtual teams in their literature review article â€Å"as groups of geographically, organizationally and/or time dispersed workers brought together by information and telecommunication technologies to accomplish one or more organizational tasks. Conclusion An organization can do better through the practice of Team work and proper utilization of technologies and resources. In the report we have overlooked different management approaches, styles and the motivational approaches which can reflect through the organization structures and culture. So consequently the organization must review the tasks that have been performing according to the management plan and identify the best way to act How to cite Organizational Behaviour, Essay examples Organizational Behaviour Free Essays 1.What is the importance of interpersonal skills? The importance of interpersonal skills is that you need to understand how to deal with other people and involve your acceptance of others, without prejudice in order to achieve your task. 2. We will write a custom essay sample on Organizational Behaviour or any similar topic only for you Order Now What do managers do in terms of functions, roles, and skills? Management is a process that is used to accomplish organizational goals; that is, a process that is used to achieve what an organization wants to achieve. Managers are the people to whom this management task is assigned. In terms of Functions, Managers do Planning, Organizing, Directing and Controlling. To be an effective manager, it is necessary to possess many skills. Not all managers have all the skills that would make them the most effective manager. As technology advances and grows, the skills that are needed by managers are constantly changing. Different levels of management in the organizational structure also require different types of management skills. Generally, however, managers need to have communication skills, human skills, computer skills, time-management skills, and technical skills. 3.What is organizational behavior (OB)?. Organizational Behavior (OB) is the study of the organization itself and also of the interface between human behavior and the organization. A field that investigates the impact that individuals, groups and structure have on behavior within organizations in order to achieve the goals. 4.Why is it important to complement intuition with systematic study? Consciously or unconsciously we are all students of behavior. We observe others and attempt to interpret what we see. We â€Å"read† people all the time and even attempt to predict what they might do under different sets of conditions. We develop some generalizations in explaining and predicting what people do and will do. These generalizations come as a result of observing, sensing, asking, listening, and reading, or else secondhand through the experience of others. There are certain fundamental consistencies underlying the behavior of all individuals that can be identified and used to alter conclusions based on individual differences. The consistencies allow predictability. Systematic study means looking at relationships, attempting to attribute causes and effects, and basing our conclusions on scientific evidence; that is, on data gathered under controlled conditions and measured and interpreted in a reasonably rigorous manner. Systematic study replaces intuition or those â€Å"gut feelings† you often hear experienced managers talk about. While some of our appraisals may prove highly effective in explaining and predicting the behavior of others, we all carry with us a number of beliefs that frequently fail to explain why people do what they do. This occurs because many of the views we hold concerning human behavior are based on intuition rather than fact. There is a better way; a systematic approach to the study of behavior can improve your explanatory and predictive abilities and will uncover important facts and relationships, and provide a base from which more accurate predictions of behavior can be made. Most behavior does not occur randomly; it generally has a cause caused and direction based upon some end that the individual believes, rightly or wrongly, is in his or her best interest. Because of differences between individuals even in similar situations, people do not all act alike. 5.What are the major behavioral science disciplines that contribute to OB? The major behavioral science disciplines that contribute to OB are such as Psychology, Sociology, Social psychology, Anthropology and Political science. 6.Why are there few absolutes in OB? There are few, if any, simple and universal principles that explain organizational behavior. There are laws in the physical science-chemistry, astronomy, physics – that are consistent and apply in a wide range of situations. They allow scientists to generalize about the pull of gravity or to be confident about sending astronauts into space repair satellite. But as a noted behavioral researcher aptly concluded, â€Å"god gave all the easy problems to the physicists†. Human being are complete, because they are not alike, our ability to make simple, accurate and sweeping generalizations is limited. Two people often act very differently in the same situation, and the same person’s behavior changes in different situations. For instance, not everyone is motivated by money, and you behave differently at church on Sunday than you did at the party the night before. That doesn’t mean, of course that we can’t offer reasonably accurate explanations of human behavior or make valid predictions. However, it does mean that OB concepts must reflect situational, or contingency, conditions. We can say that x leads to y, but only under conditions specified in z. the science of OB was developed by using general concepts and then altering their application to the particular situations. So, for example, OB scholars would avoid stating that effective leaders should always seek the ideas of their follower before making the decision. Rather, in some situations participative style is clearly superior. But, in other situations, an autocratic decision-making style is more effective. In other words, the effectiveness of a particular leadership style is contingent on the situation in which it’s used. How to cite Organizational Behaviour, Essay examples Organizational Behaviour Free Essays string(297) " the individual behavior at work are referred below: \* Ability to perform a job \* Attitude to the organization \* Motivational factors \* Organizational Culture and faith \* Present Condition of the Individual Learning Outcomes 2: Understand different approaches to management and leadership 2\." Organizations and Behavior Table of Contents Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 4 Learning outcome 1: Understand the relationship between organizational Structure and Culture†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 4 1. We will write a custom essay sample on Organizational Behaviour or any similar topic only for you Order Now 1 Compare and contrast different organizational structures and culture4 1. 2 Explain how the relationship between an organization’s structure and culture can impact on the performance of the business. 1. 3 Discuss the factors which influence individual behavior at work. 6 Learning Outcomes 2: Understand different approaches to management and leadership†¦ 7 2. 1 compare the effectiveness of different leadership styles in different organizations7 2. 2 explain how organizational theory underpins the practice of management7 2. 3 evaluate the different approaches to management used by different organizations8 Learning Outcomes 3 Understand ways of using motivational theories in organizations†¦.. 9 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change9 3. Compare the application of different motivational theories within the workplace9 3. 3 Evaluate the usefulness of a motivation theory for managers10 Learning Outcome 4: Understand mechanisms for developing effective teamwork in organizations†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 11 4. 1 explain the nature of groups and group behavior within organizations12 4. 2 discuss factors that may promote or inhibit the development of effective teamwork in organizations12 4. evaluate the impact of technology on team functioning within a given organization. 13 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 12 Introduction: The employees of an organization can be motivated by the continuous organizational culture and the structural representation of the company. The assignment involves the comprehension of the relationship between organizational culture and structure, the leadership approaches, the basic concepts about motivation etc. Organizational structure allows the expressed allocation of responsibilities for different functions and processes to different entities such as the branch, department, workgroup and individual. Organizational culture can be reflected through the systematic procedure of the organizational structure. Learning outcome 1: Understand the relationship between organizational Structure and Culture. 1. 1 Compare and contrast different organizational structures and cultures According to  Schein  (1992), culture is the most difficult organizational attribute to change, outlasting organizational products, services, founders and leadership and all other physical attributes of the organization. Culture and structure is working like a backbone in the organization. It creates a new concepts and strategies which can affect any level of planning. When it applies on any hierarchy organization. So then implications of organizational culture and structure will be implemented to the government companies etc. Different form of Organization Cultures: * Power Culture * Person culture * Task Culture Role Culture Power culture is centralized this culture may found in the small kinds a business control is the basic element the decision maker is alone there is no consultancy the organization may react quickly to the danger. Basically this kind of culture is a welfare non profitable, charities and for the social activities. This kind of culture can be in the group or i ndividual aim. It is basically a team work based approach to complete a particular task. This culture is more common the business where the organization will establish a project team to complete the project in the particular time. Common in most organizations today is a role culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. Different form of Organization Structures: * Functional structure: * Divisional structure: * Matrix structure: Employees within the functional divisions of an organization tend to perform a specialized set of tasks. This leads to operational efficiencies within that group. As a whole, a functional organization is best suited as a producer of standardized goods and services at large volume and low cost. Also called a â€Å"product structure†, the divisional structure groups each organizational function into a division. Each division may have its own sales, engineering and marketing departments. The matrix structure groups employees by both function and product. This structure can combine the best of both separate structures. A matrix organization frequently uses teams of employees to accomplish work, in order to take advantage of the strengths, as well as make up for the weaknesses, of functional and decentralized forms. 1. Explain how the relationship between an organization’s structure and culture can impact on the performance of the business. For an organisation to achieve its goals and objectives there must be harmony between its structure and culture. If the two are not compatible then it will become harder for the organisation to achieve its objectives and in the long run may even threaten the existence of the organization. An organizational structure consists of activities such as task allocation, coordination and supervision, which are directed towards the achievement of organizational aims. (Pugh, D. S. ed. 1990). Organization culture is the set of values, rules, beliefs, attitudes and regulations these factors can help members of the organization to know how we will Work. For example, Shell Company is the biggest multinational company with many product lines. Employees are functional specialists trained according to the product or market distribution. Develop the behavior of employees they develop culture which they need. Culture depends upon the nature of employees it according to that culture. Culture does not remain the same but the unwanted culture will changed according to new environment. Every organization has their own culture and structure it’s very important for every organization in a culture there are many people belonging to the different groups. Every organization needs good culture, good social norms, valves and ethical behavior. 1. 3 Discuss the factors which influence individual behavior at work. How individuals behave and how organisations can motivate them to give more to the organisation has been the subject of various research and many well known writers have written books on this subject. The behavior of people and other organisms or even mechanisms falls within a range with some behavior being common, some unusual, some acceptable, and some outside acceptable limits. Human behavior is experienced throughout an individual’s entire lifetime. The factors and the emerging points that influence the individual behavior at work are referred below: * Ability to perform a job * Attitude to the organization * Motivational factors * Organizational Culture and faith * Present Condition of the Individual Learning Outcomes 2: Understand different approaches to management and leadership 2. You read "Organizational Behaviour" in category "Papers" compare the effectiveness of different leadership styles in different organizations Different form of leadership styles of leadership are refereeing below: * Authoritarian: The authoritarian leadership style is when the leader spends most of his time giving out instructions. This type of leader tells their followers what to do, how t o do it and when to do it. * Autocratic leadership: This style is used when leaders tell their employees what they want done and how they want it accomplished, without getting the advice of their followers. * Delegative Leadership: In this style, the leader allows the employees to make the decisions. However, the leader is still responsible for the decisions that are made. This is used when employees are able to analyze the situation and determine what needs to be done and how to do it. * Democratic / Participative: The democratic leader on the other hand, encourages follower to participate and give ideas. This type of leader allows the others to get involved in the decision making process. * Democratic leadership: This style involves the leader including one or more employees in the decision making process (determining what to do and how to do it). However, the leader maintains the final decision making authority. 2. 2 explain how organizational theory underpins the practice of management. Taylor (1911) observed that some workers were more talented than others, and that even smart ones were often unmotivated. He observed that most workers who are forced to perform repetitive tasks tend to work at the slowest rate that goes unpunished. Taylor used the term â€Å"soldiering† and observed that, when paid the same amount, workers will tend to do the amount of work that the slowest among them does. Many people strive to adhere to the theory to help them become better at their jobs or more successful in life, although this may lead to them having to sacrifice some of their personal principles in order to succeed. One example of following organizational theory in the financial sector would be an employee or manager who wants to know how to achieve goals by having a set structure to follow. In addition, someone in a Human Resources sector will have to make decisions throughout their working day that will undoubtedly change the structure and practice of a working day for all other employees in the company. If an individual gets so wrapped up in trying to fit the mould of what they interpret their role should be in terms of organizational theory, they may start to neglect other areas of business. In the same way, management theory may also underpin the personal values of some individuals. 2. 3 evaluate the different approaches to management used by different organizations One of the reasons why managers are having such difficulty in applying management methods to government problems is this: there are many different schools of thought on management approaches, and each of these schools has its own proponents. Generally, an original proponent makes his or her name in that particular concept, and becomes an ‘expert’ and a ‘guru’ of it. There is little incentive to integrate this one approach with others. ————————————————- Management flexibility ————————————————- A manager who only has experience in one approach, such as project management, may have difficulty in adapting to changing demands. A manager can be much more effective if he or she is able to select a management approach that is most appropriate to the desired need or goal. This adaptability or ‘eclectic’ flexibility may prove very useful in the changing government management environment. The Toyota Way is a set of principles and behaviors that underlie the Toyota Motor Corporation’s managerial approach and production system. Toyota first summed up its philosophy, values and manufacturing ideals in 2001, calling it â€Å"The Toyota Way 2001. † It consists of principles in two key areas: continuous improvement, and respect for people. Liker (2004), calls the Toyota Way, â€Å"a system designed to provide the tools for people to continually improve their work. The system can be summarized in 14 principles. ————————————————- ————————————————- ————————â⠂¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€Ã¢â‚¬â€- ————————————————- Learning Outcomes 3 Understand ways of using motivational theories in organizations 3. 1 Discuss the impact that different leadership styles may have on motivation in organizations in periods of change Motivation can be considered in two major modes, intrinsic and extrinsic. Intrinsic motivation is that which comes from within the individual, team, group, or organization. Its execution brings about production and self-actualization. Extrinsic motivation is that which originates outside of the individual or organization under scrutiny. The fulfillment of external motivation results in what Lawler (1973) calls social rewards. Dyer, (1972) defines three areas affected by motivation. A Change in amount, quality, or direction of performance. Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior – especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives. Developing leadership culture all starts with you and all your colleagues in senior leadership . Three statements can be pointed that would not find in the treatment of change . First, in this new world order, your new work as a leader is about developing culture and talents not about assigning it to someone else that all culture development change starts with you. Second, the key to successful transformation is doing the work in the senior leadership culture first before taking the change to middle of the organization†¦ Third ,transformation is serious it work for serious people, it is about getting bigger minds to deal with attachments bigger and complex issues that will continue to confront you, your leadership and your organization 3. 2 Compare the application of different motivational theories within the workplace Motivation is a word used to refer to the reason or reasons for engaging in a particular behavior – especially human behavior. These reasons may include a drive, a need, a desire to achieve a goal, a state of being, or an ideal. In human beings, motivation involves both conscious and subconscious drives. Motivation Theories – Cognitive Dissonance Theory Cognition is any element of knowledge – an attitude, emotion, belief, value, behavior, etc. When two cognitions are in direct conflict with one another a state of anxiety is produced – dissonance is the term for the anxiety. Compatible cognitions are consonant – i. e. they are in harmony. A classic example of Cognitive Dissonance is holding the belief that â€Å"smoking is bad for you† while continuing the behavior of smoking. These two cognitions are in direct conflict with each other. The belief that smoking is bad is part of one neural network – perhaps associated with health and fitness – while the behavior of smoking is part of another network having to do with tension management, how to hang with friends, or the like. So, these cognitions exist in different locations in the brain. Both are trying to accomplish something important for the self – tension management and hanging with friends is important. Maslow’s Hierarchy of Needs The American psychologist Abraham Maslow devised a six-level hierarchy of needs that motivate or drive human behavior. I believe that each of these needs must be met in order for one to achieve happiness. Maslow progressively ranks human needs as follows: †¢Physiological – food, shelter, clothing †¢Security and safety †¢Love and feelings of belonging †¢Competence, prestige, and esteem †¢Curiosity and the need to know †¢Self-Actualization 3. 3 Evaluate the usefulness of a motivation theory for managers Motivation is a very important for an organization because of the following benefits it provides:- * Builds friendly relationship Improves level of efficiency of employees * Leads to achievement of organizational goals * Leads to stability of work force * Puts human resources into action Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book ‘The Human Side Of Enterprise’. McGregor’s XY Theory remains central to organizational development, and to improving organizational culture. McGregor’s ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop. Learning Outcome 4: Understand mechanisms for developing effective teamwork in organizations 4. 1 explain the nature of groups and group behavior within organizations Groups may be classified into two different types: * Informal groups * Formal groups Formal Groups: Formal groups are created to achieve set goals and have specific responsibilities within an organization. Formal groups within organizations are known as work teams or simply teams. Examples of work teams include, call centre teams and project teams. Informal Groups: Informal groups consist of alliances that have no formal structure. Informal or social clubs. For instance, unless the HRD function communicates the policies clearly and cogently, the employees would not participate and comply with them wholeheartedly. Hence, molding group behavior is important for organizations. However, this cannot be construed to mean that all employees must think and act alike. On the contrary, innovation cannot happen when group behavior is the same across all levels. 4. discuss factors that may promote or inhibit the development of effective Teamwork in organizations. Creating and sustaining effective teamwork requires persistent renewal and discovery of good practice. Organisations which try to create positive relationships between employees and makes each employee feel as part of the community, will have a greater chance of achieving effective teamwork across the organisatio n. An effective team requires cohesion that is held together by several factors. In order to understand how to assemble an efficient team, first need to know the factors affecting effective teamwork. The factors that may promote or inhibit the development of effective Teamwork in organizations are: * Communication skills and process * Inter-team co-operation. * Leadership Technique * Task effectiveness * Team dynamism * Team innovation * Team member’s well-being * Team viability * Team working environment, process or tools 4. 3 evaluate the impact of technology on team functioning within a given organization. New technology has been injected into the workplace at an exponentially increasing rate Many companies see new technology as the means to increase profit margins and to remain competitive in a rapidly evolving marketplace. The introduction of technology, especially information technology has changed composition of existing team models and has introduced new team models such as virtual teams. Powell, Piccoli and Ives (2004), define virtual teams in their literature review article â€Å"as groups of geographically, organizationally and/or time dispersed workers brought together by information and telecommunication technologies to accomplish one or more organizational tasks. Conclusion An organization can do better through the practice of Team work and proper utilization of technologies and resources. In the report we have overlooked different management approaches, styles and the motivational approaches which can reflect through the organization structures and culture. So consequently the organization must review the tasks that have been performing according to the management plan and identify the best way to act How to cite Organizational Behaviour, Papers

Crisis Intervention Changing and Moving

Question: Discuss about the Crisis Intervention Changing and Moving. Answer: Introduction In the modern day society, everything is changing and moving quickly with the fast pace, where people tend to lack patience, it is not surprising that the mental health field has added specialists known as the crisis intervention professionals. They bridge the services of mental health and police (France, 2015). A crisis is said to be situation where things become difficult to cope up as a consequence of past and present events in life leading to distress and functional impairment. A crisis may cause an individual to lose focus on life feeling helpless and hopeless affecting the overall physical and mental wellbeing (Brecher Wilkenfeld, 2014). Therefore, without intervention, attaining the present and the future goals become impossible. The essay discusses the crisis intervention in response to a case study. The essay begins with the explanation of crisis and its impact on the persons functioning. Later, the essay discusses the MYER, JAMES and MOULTON's 7-task hybrid model of crisis intervention and describes how it is implemented for the person in crisis to guide them in right direction. Lastly, the essay discusses the challenges of this crisis intervention model and the strategies to overcome these challenges. Investigation of crisis It was in the month of November, 2016, when a women called a crisis intervention shelter in the afternoon to intervene a women in crisis. When the team reached the scene, it was a women named as Anne for this paper, She was complete emotional wreck due to her husbands suicide recently. On arriving the scene, the crisis intervention worker met a woman of 45 years who then introduced him to Anne and said it was she who called him for help. It was evident from Annes swollen and red eyes that she has been crying since a long time. She appears to be highly exhausted and agitated and preferred to avoid eye contact with the couselor. Her eyes were focused on a piece of paper kept in front of her on the table. Prior to initiating any communication with the client, the crisis intervention worker obtained some information from her neighbourhood. The rationale for not directly communicating with the client was need of assessing the situation effectively that will help the professional to deduce the appropriate approach of intervention (James Gilliland, 2012). Since the lady was in crisis and it was a delicate issue the aim is to proceed in manner that does not hurt her and lead her in right direction to resolve the problem (France, 2015). As per the given information, Anne and her husband John were happily married for years. Recently, John lost his job for embezzlement. After her husbands death Anne had discovered that she is left with huge debt and financially unstable. Impact of crisis on the functioning An individual experiences poor physical and mental health condition during crisis (Caplan, 2013). Extremely traumatising situation particularly due to sudden death in family increases heart palpitation, chills, profuse sweating, with changes in sleep pattern (Murphy et al., 2012). Such people also lose appetite and are highly vulnerable to harm themselves. Due to mental instability and loss of psychological homeostasis a person becomes startled with sudden noise and highly panic during any situation reminding them of trauma. They also tend to have nightmares and their behaviour appears irritating for others (Brecher Wilkenfeld, 2014). After careful observation of Anne, the counselor learned that she was not in the state to deal with her daily circumstances, as she was completely distraught of with her loss. According to Parkes Prigerson, (2013) an individual experiencing bereavement of loved ones suicide tend to feel beyond those of a loss from different type of death. Unlike other types of death, the loss occurring due to suicide leaves the surviving partner with deep guilt. Laura was highly depressed and filled with burden of catching and preventing the signs of death. She is regretting that if only she could sense her husbands feelings earlier that she could have prevented his death. However, she seems to have lost the balance of her life with disturbed cognitive thinking unable to sought the problem created by her husband. According to the American Association of suicidology person in crisis with high level of depression, stress and anxiety believe that they never will be able to return to the state before th e crisis has occurred (Dinakar et al., 2015). It was also true for Anne as it is obvious that the severe financial crisis have led to high mental pressure. During the initial meeting with Anne she was avoiding eye contact with the worker. She was motionless and deflated. It was difficult for the crisis intervention worker to identify what she was thinking, what would be her next move, and if she was planning to harm herself or if she was under the influence of any drug to free herself from depression or is in any state of illusion. Without gaining sufficient details about Annes mental state and impact of crisis on her functioning it is difficult to resolve the crisis. Therefore, in the process of gaining additional information on the client, the 7 task hybrid model (introduced by Myer, James Moulton in 2011) was implemented. Development of crisis intervention model The hybrid model of crisis intervention is used here to deescalate the crisis being discussed here. These will be implemented using seven tasks hybrid model which is a framework for the crisis workers to deal with the people in crisis and mentally ill (James Gilliland, 2012). This model contains seven steps acting as roadmap to solve the problem, attain goal and resolve the crisis (Erber, 2014). The first task is to predispose, engage and initiate contact with Anne. He may begin by asking her We are here to help you...would you like to talk to us? At this stage, the worker allows her to vent out inner frustration and be empathetic to make her built trust in the services. This will thus help the client to be more receptive to the intervention. The second task of the model is to explore the problem situation. At this stage the crisis worker have to ask some close and open ended questions to define the crisis. He can start with questions like can you describe what happened then?, well what did your husband say? and then later paraphrase her statements. The aim of this step is to understand the clients perspectives by demonstrating the core listening skills which are acceptance, empathy, genuineness (Spielfogel McMillen, 2016). This helps to identify the immediate factors that led to crisis. The third task is to provide adequate support to the client. At this stage the crisis worker will deliver physical and psychological support to Anne. He can use statements like I can understand it is difficult to clear all the debts in single day, I can understand your worried about how to survive without money. Next thing is the professional can provide Anne with informational support such as a good job that can relieve some of her problems, alternate solutions to prevent eviction from her apartment, request the official people for delayed payment. The fourth task is to ensure the safety of the client. Anne confessed that she is finding difficult to reasoning critically so the crisis worker ensured that she does not have a weapon in her proximity to harm herself or commit suicide. The fifth task is to examine the alternate solution for her crisis. The interventionist may ask Anne to jot down all the thought in her mind in a piece of paper. This will allow addressing any negative thoughts that she has in mind. The sixth stage is to plan for reestabilising control. Anne may be referred to counselor for long term therapy as she is distracted and distraught or to the local offices of the cabinet for families and children that can help her with resources such as shelter, food and medical facilities. At this stage, Anne will be asked to describe her feelings about the current situation as the action plan is implemented and what steps she would prefer to solve her situation. The crisis worker at this point obtains commitment from the client to fight the crisis and assure that client is okay with solutions provided. The seventh stage is the follow up of the plan and includes booster sessions. It may include evaluating the post crisis status of Anne including assessment of overall functioning, presence of current stressors. Challenges in implementing the crisis intervention model While implementing the 7 hybrid task model the counselors face several challenges. According to Rodda et al., (2015), while providing psychological debriefing to the client which are mandatory, the crisis worker may also be psychologically effected. The crisis intervention process is nonlinear and does not contain organized discourse and method of evaluation. Additional challenges include arranging the seven tasks of the intervention model in discrete manner (Spittal et al., 2015). The researchers therefore develop the hybrid model where victims can be reached through phones or web based counselling. However, it is not always easy to segment the events. Since during the crisis patients like Anne are extremely distracted and distraught other issues may crop up while trying to sort one issue with equal severity (Dinakar et al., 2015). It becomes strenuous for the counselor to prioritize the issues as delay may cause the client to harm herself unable to reason her life. The intervention s had to be developed keeping all the moral and ethical parameters in view (Caplan, 2013). The client may not reveal or disclose all the information in one go delaying the process of planning appropriate interventions (Brecher Wilkenfeld, 2014). For example, the client may hide about her alcohol or drug addiction due to weak report with the counselor, which disturbs the whole intervention plan. Suggestions to overcome challenges The interventionist can overcome the above-mentioned challenges. The interventionist must be able to make the client believe that he is her ally in the very first stage that may probably eliminate the chance of Anne to hide any necessary information from him (Dinakar et al., 2015). The counselor should be tactful while preparing the questionnaire for the Anne. The questions should be short and designed in a manner that will extract all the client related information in second stage of the model itself. It will thus help in designing the intervention effectively without needing to go through the previous stages of the hybrid model. The counselor must have active listening skills to prevent missing out any important data from the client as it is not possible for the client vent out her feelings multiple times when distraught (Murphy et al., 2012). The couselor must demonstrate positivity, empathy, sensitivity in every word he utters and in every action only then it is possible to reinf orce positivity in client. The counselor should also cultivate high mental resilience and self-awareness to maintain his own psychological balance while dealing with grief, and pain of other people. He must not cross his professional boundaries while trying to be emphatic towards the client (Spittal et al., 2015). The client must be able to provide support to Anne at all levels that are psychosocial, physical, emotional and logistic support since crisis is multifactorial (Rodda et al., 2015). Conclusion The paper has discussed how the hybrid model of crisis intervention has helped the client to undergo positive transition. Undergoing traumatic experiences changes the pattern of daily living diminishing the motivation to live. Therefore, the crisis intervention professionals assist the clients to overcome crisis by communicating and observing the client assessing their strengths, weaknesses, shirt term and long-term goals. The paper has clearly demonstrated how can a counselor initiate communication and build rapport with an individual in crisis. With close and open-ended questions, it is convenient to make the client feel comfortable with the counselor. The counselor may not always handle all the challenges diligently or have strategies for all types of complication arising in the process of intervention. In such situation, experience and farsightedness may help deal with the crisis. References Brecher, M., Wilkenfeld, J. (2014).A study of crisis. University of Michigan Press. Caplan, G. (2013).An approach to community mental health(Vol. 3). Routledge. Dinakar, K., Chen, J., Lieberman, H., Picard, R., Filbin, R. (2015, March). Mixed-initiative real-time topic modeling visualization for crisis counseling. InProceedings of the 20th International Conference on Intelligent User Interfaces(pp. 417-426). ACM. Erber, N. (2014). Outlining a Crisis Management Plan for a Community: Crisis Planning in Michigan.Michigan Journal of Counseling,41(1), 38. France, K. (2015).Crisis intervention: A handbook of immediate person-to-person help. Charles C Thomas Publisher. Hoefer, R., Chigbu, K. (2015). The Motivation and Persuasion Process (MAP): Proposing a practice model for community intervention.Journal of Community Practice,23(1), 51-75. James, R. K., Gilliland, B. E. (2012).Crisis intervention strategies. Nelson Education. Murphy, S., Irving, C. B., Adams, C. E., Driver, R. (2012). Crisis intervention for people with severe mental illnesses.The Cochrane Library. Parkes, C. M., Prigerson, H. G. (2013).Bereavement: Studies of grief in adult life. Routledge. Rodda, S. N., Lubman, D. I., Cheetham, A., Dowling, N. A., Jackson, A. C. (2015). Single session web-based counselling: a thematic analysis of content from the perspective of the client.British Journal of Guidance Counselling,43(1), 117-130. Spielfogel, J. E., McMillen, J. C. (2016). Current use of de-escalation strategies: Similarities and differences in de-escalation across professions.Social Work in Mental Health, 1-17. Spittal, M. J., Fedyszyn, I., Middleton, A., Bassilios, B., Gunn, J., Woodward, A., Pirkis, J. (2015). Frequent callers to crisis helplines: Who are they and why do they call?.Australian and New Zealand Journal of Psychiatry,49(1), 54-64.

Bloom Research and Response Paper free essay sample

Larkin and Burton’s abstract preface the Joint Commission’s directive for effective communication among caregivers during handoff to ensure patient safety (Larkin Burton, 2008, p. 360). The case study reviews the lack of handoff practice and its effect on continuum of care provided to â€Å"Ms. C, a 64-year-old woman, presented to the ambulatory surgery center for an open cholecystectomy† (p. 390), and the subsequent workshop utilizing Bloom’s Taxonomy of Education Objectives to educate and change clinical practice among the staff members. From this reader’s vantage Ms. C’s respiratory de-compensation was a result of the nurses’ failure to communicate patients medical history and critical findings during unit-to-unit transfer and shift report, inadequate nurse to patient ratio along with incomplete charting, failure to recognize early signs and symptoms of respiratory compromise, and lack of critical thinking skills. Evidenced by the case study’s assertions, Ms. C required oxygen in the post anesthesia care unit (PACU) but was transferred without it. We will write a custom essay sample on Bloom Research and Response Paper or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Second, the PACU nurse did not communicate to the patient’s need for oxygen to the receiving nurse during handoff report. It is unclear if the surgeon wrote vital sign parameters and pulmonary toilet orders, or if there were standard protocols for this post operative unit. Ms. C’s incomplete graphic record indicate she was placed on four liters of oxygen within two hours of her arrival to the unit at 1630; however, fail to adequately trend abnormal vital signs such as low grade temperature and tachycardia (Larkin Burton, 2008, p. 392). The record does not document any nurse-initiated interventions or call to the doctor requesting a chest x-ray or recommending a respiratory therapy consult for breathing treatment and incentive spirometer. On post-op day two Ms. C’s respiratory status declined requiring a non-rebreather mask, rapid response team consult, and a transfer to the intensive care unit for a diagnosis of respiratory distress (p. 392). There were multiply factors that contributed to the above scenario; Larkin and Burton writes that â€Å"after this near-miss, failure to rescue incident† (p. 94) a task force consisting of management, clinical nurse specialist (CNS) and unit educator convened to discuss the event. The task force concluded that the nursing staff members were ineffectual in critically evaluating the patient’s signs and symptoms. The CNS chose a framework that utilized â€Å"Bloom’s Taxonomy of Educational Objectives†, that provided measurable outcomes to the ed ucational activity and enabled the nursing team to optimize their critical skill levels. A workshop to assist staff to navigate through the case study in a realistic manner was implemented (Larkin Burton, 2008, p. 95). The cognitive domain contains six intellectual skills that measure: knowledge, comprehension, application, analysis, synthesis, and evaluation of information received. The affective domain contains five emotional factors: receiving, responding, valuing, organizing, also conceptualizing and characterizing by value concept. It is during this phase that individual buy-in occurs or not. Finally, the psychomotor domain contains five motor skills functions of imitation, manipulation, precision, articulation, and naturalization. The individual learn to adapt his or her movements intuitively to a given situation (Larkin Burton, 2008, p. 395). The key component of continued nursing education is to advance and apply evidenced based practice at the bedside. The use of Bloom’s Taxonomy of Educational Objectives as the framework promote the transfer of evidence based information, in a setting that allow the nurse educators to evaluate and measure the learner’s: cognitive, affective and psychomotor processes. It allows the learner (nurse) to assess his or her level of application within each domain. Both the educator and the nurse can reinforce successes and target learning opportunities to areas of inefficiency. References Blais, K. K. , Hayes, J. S. (2011). Professional Nursing Practice Concepts and Perspective (6th ed. ). Upper Saddle River, NJ: Pearson. Bouchard, G. J. (2011, November). In Full Bloom: Helping Students Grow Using the Taxonomy of Educational Objectives. The Journal of Physican Assistance Education, 22(4), 44-46. Larkin, B. G. , Burton, K. J. (2008, September). Evaluating a Case Study Using Blooms Taxonomy of Education. AORN, 88(3), 390-402.

The Three Faces Of Psycho Essays - English-language Films, Psycho

The Three Faces Of Psycho Essays - English-language Films, Psycho The Three Faces Of Psycho THE THREE FACES OF PSYCHO Psycho has no doubt become one of the most beloved horror stories of all times. It is an undisputed classic. It spins a well-known tale of how the person living next door, in the next room, or down the road just might not be all they seem on the outside. Psycho first came into the world as a literary novel in 1958. It would become Robert Blochs signature piece. It told the story of a young woman named Mary Crane who was given the ultimate chance at the American Dream by stealing money from work and marrying the man of her dreams. It also told of her untimely demise at the hands of Norman Bates, quiet and shy hotel proprietor. The novel appealed to the public not only because of the suspense and horror of the story, but because the reader could easily identify with the characters. Mary-simply because everyone wants the American dream and will go to unreal lengths to achieve it at times. Norman-because everyone has had to live up to a parents expectations and fallen short at one time or another. In these characters, we find a sense of loneliness and desperation. Shortly after the release and immediate success of the novel, Psycho, the master of film horror decided to introduce the book to the big screen. Alfred Hitchcock made Psycho into an instant horror classic in 1960. With an adapted version of the novel, a screenplay by Joseph Stefano, some characters names were changed and actors were hired, but the story remained the same. Almost forty years later, following the release of Hitchcocks Psycho, director Gus Van Sant brought the picture back to the screen. The big difference was that he added color and modernized the picture. Van Sants goal was to remain true to the original picture, but took advantage of what the 90s culture had to offer. The base story of Psycho remains basically the same in the novel and film versions. A young woman disappears with money from her office to be used to create a better life for her boyfriend and herself. Along the way to meet her love, she stops at a roadside motel and meets the young owner Norman. After some deep conversation, she goes to her room and is murdered by Norman. It then becomes the quest of her younger sister to find her. Her sister, Lila, along with her boyfriend Sam, and an ill-fated private detective, they work to find the terrible secret of Norman Bates and the fate of Mary/Marion. The differences in the movies and the novel are subtle at times and at others, vast. Each director of the film chose to take different angles at some aspects of the story. Hitchcock was working within the confines of the late 50s and early 60s. One major change that was made in the movie was the physical appearance of the character, Norman. In the novel, Norman Bates is middle-aged man with a plump facerimless glassesscalp beneath thinning sandy hair. (Bloch 10.) In the first screen adaptation, Norman became somewhat attractive. He looked like the boy next door. Anthony Perkins played the part that just by looking at Norman you felt sympathetic for him. He looked like a normal trustworthy person (Hitchcock, 1960.) Hitchcock was also creating a movie in a time where explicit sexuality and nudity were taboo. The now famous shower scene, where Marion is murdered, took seven days and over 700 camera angles to shoot. Hitchcock wanted to make sure that there were no actual slashing shots shown or any nudity (Hitchcock/Psycho Trailer.) That would be left up to the viewer to use their imagination. Hitchcock chose the design of the house, which stands behind the Bates Motel. He believed that it cast a sinister feel on the whole area. In comparison, the 1998 version of the story was subject to more leniency. Director Van Sant chose to add nudity and visible stab wounds to the shower scene (Van Sant 98.) In the novel, Bloch is very descriptive about how Mary undresses and looks at her nude self in the mirror. The shower scene itself is very quick lived. Mary hears the scream

Alone on the sea Essay Example | Topics and Well Written Essays - 500 words

Alone on the sea - Essay Example As more and more data are collected, retrieved and stored on these social media sites and internet, the concerns for its privacy and repurposing has been increased immensely. This superfluous information and data needs intelligent and sophisticated data base management systems, making this sensitive information prone to the advertising agencies etc. Advertising agencies lure these social media networking sites like Facebook, LinkedIn, Myspace, Twitter, Skype, Whatsapp etc to sell this personal sensitive data for marketing and advertising prospects. Highly customized, targeted and dedicated advertising campaigns have been designed by the advertisers managed by their back end running systems to reach their target markets. Highly targeted and specified advertising campaigns endanger the personals of individuals threatening the prospects of privacy violation. The goal of these advertising campaigns is unified that is to make their way to their target prospects that causes privacy violations. An advertising system has been established linking the middle users and the advertisers supported by the social media and internet so that they can display their ads and market their offerings. Moreover many of the internet tracking companies is also inclined towards gaining access to the private data of individuals through Facebook apps. The p oor infrastructure and least sophisticated systems of social media sites also cause privacy violations. As with the increased susceptibility of private data of internet users most of the renowned and gigantic social media sites have strengthened their privacy controls facilitating the users to gain trust in their platforms and services. For instance, Facebook, Instagram, Skype etc frequently make changes in their privacy control systems and proposing tight restrictive options in privacy setting for their users. Moreover they give options

A business process method for virtualized enterprises Research Paper

A business process method for virtualized enterprises - Research Paper Example Though the future is commonly tagged as unpredictable, business management gives room to forecasting especially when it is based on principles and empirical theories. Expecting business process improvement to remain competitive or to be even improved is therefore nothing much to ask from businesses in today’s fast changing business environment. Several definitions have been given to the term ‘business process’. According to the Business Process Incubator (2011), business process is â€Å"a co-ordinated set of actions that produce a business result, either within a single organization or across several.† Search CIO (2011) also has it that â€Å"A business process is an activity or set of activities that will accomplish a specific organizational goal.† To implement these set of activities that lead to the realization of organizational goals however, there are a number of methods and supporting frameworks to follow. In this paper, we discuss a business process method and supporting framework, including concepts for business-to-business interaction and human resources: to obtain business process environment with rapid, flexible, straightforward, efficient, and precise operations. Undoubtedly, a similar framework will be widely implemented in the near future, and methods such as this one will be widely used. This future implementation will be directed towards achieving a more advanced system and form of business and organizational structure. As the world progresses and advances by the day, business process methods and frameworks that are instituted must meet the growing needs of businesses and society as a whole. Future implementation would therefore be a huge step for the humanity, similar to transition from postal mail to email, utilization of computer-aided design, and use of professional and general purpose social networks. Just as in a swift of human imagination these innovations came to take over the norm that previously exist ed, it is expected that future implementations would solve more complex problems of humanity and businesses. Virtual profiles system and electronic contract negotiation and formation To allow for a more comprehensive discussion of this session, the session shall begin with the definition and explanation of some the salient terms to be used. Virtual profiles system is more related to virtual systems management that is used in most corporations, organizations and businesses. Virtual systems management basically has to do with the allocation and distribution of resources. Expanding the explanation further, Tech Target (2007) explain that â€Å"virtual systems management (VSM), is the process of remotely managing the allocation and use of resources in conventional networks as well as in virtual area networks (VANs), virtual private networks (VPNs), virtual network computing (VNC) and virtual servers.† Virtual prolife systems therefore work best with all kinds of organizations and businesses as far as they have technological facilities for implementation. Electronic contract has greater linkage with virtual profile systems in the sense that electronic contracts helps in the achievement of the management and allocation of resources; especially data on the institution in question. To this effect, Morciniec et al (2002) explain that â€Å"an electronic contract is its reification in software that can be instantiated as a set of obligations that are fulfilled between parties, refused or waived as future events occur.† This explanation was given in relation to the meaning of an ordinary contract, which was explained by the writers to be â€Å"a statement of intent that regulates behavior among organizations and individuals†

Examine an episode of the Colbert Report through the lens of Geoffrey Essay

Examine an episode of the Colbert Report through the lens of Geoffrey Baym's article on discursive integration - Essay Example Baym examines The Daily Show as an example of this hybrid format stating how The Daily Show new format has spark a new genre, of hybrid of many, and has become an important part of the media. As a show that is packed with lots of comedy satire but still disseminates real news, The Colbert Report is a hybrid. It opens with a serious news opening, then shows him running and jump carrying a flag. Then, the camera pans to the audience, who are clapping and cheering. Similar to TDS starts of serious shows, the show then moves to some more like a late-night show with audience cheering. Typical Colbert shows include mock reportage on political events, using a strong degree of sarcasm and irony to mock traditional news programs that claim to be â€Å"fair and balanced,† but really are not. This use of satire can be favorably compared to Baym’s idea of â€Å"The Daily Show’s† John Stewart, as another show which acts to criticize the very object of culture which it is serving up to the people. Both shows use the trappings and production values of real news programs in a subversive, surreal manner. The first segment of The Colbert Report, like The Daily Show with Jon Stewart, focuses on news updates on current events. Both shows share many similarities in this segment. They both incorporate a great deal of comedy satire into the news while taking aspects from both late-night shows and comedy shows (Baym, 263). Another great example of the similarities between these shows is that the hosts provide subjective nature on the subject. As Baym points out in his essay, Stewart â€Å"instead engages in subjective interrogation† going against all normal journalist standards (265). In the episode of The Colbert Report used by the current investigation, Stephen displays his subjective nature while talking to Arturo Rodriguez on immigration, or