Organizational Behavior At Cshk Dubai Contracting Motivation Business Essay - Free Essay Example

Sample details Pages: 8 Words: 2460 Downloads: 8 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? If one wants to make things happen the ability to motivate oneself and others is a crucial skill. At work, home, and everywhere in between, people use motivation to get results. Motivation implies that a balance is maintained between communication, structure, and incentives. Motivation is defined as the psychological processes that arouse and direct goal-directed behavior. This hypothesis is inferred through a study of different theories of different people .Some of the theories are explained below to give the reader an insight into motivation and its effects. Maslows  Theory of Motivation   Hierarchy of Needs Maslows Hierarchy of Needs is a very famous and an interesting theory on needs. This theory was developed by Abraham Maslow in 1943. Maslows hierarchy was shown through a triangular diagram that is broken down in five horizontal parts. Each part represents a need that humans have. The theory divides human needs in five categories: Physiological needs, Safety Needs, Social Needs, Esteem Needs and Self Actualization Needs. (Anne Bruce)The final need occurs when the first four needs are fulfilled. When these needs (4 needs) are subdued, the fifth and the last need arise wherein a human being wants to explore himself and reach his maximum potential. It is his undertaking of the spiritual journey that he wants to set forth on. (Abraham H. Maslow) Don’t waste time! Our writers will create an original "Organizational Behavior At Cshk Dubai Contracting Motivation Business Essay" essay for you Create order Motivation in theory McGregor theory x and theory y McGregor developed two theories of human behavior at work: Theory and X and Theory Y. He did not imply that workers would be one type or the other. Rather, he saw the two theories as two extremes with a whole spectrum of possible behaviors in between. Theory X workers could be described as follows: Individuals who dont like work and avoid it where possible Individuals who dont possess the desired ambition, dislike responsibility and prefer to be led Individuals who vouch for security The management implications for Theory X workers stressed that in order to achieve organizational objectives, a business will have to impose a management system of coercion, control and punishment. Theory Y workers were characterized by McGregor as: Consider effort at work as just like rest or play Ordinary people who do not dislike work. Work conditions also give a clear cut idea of how satisfied the employees there are Individuals who look out for responsibility (if they are motivated0 The management implications for Theory Y workers stressed that in order to achieve organizational objectives, rewards of various kinds are likely to be the most popular motivator. The challenge for management with Theory Y workers is to develop a working environment (or culture) where workers can show and develop their creativity. (Gary Heil) Herzbergs Two Factor Theory: Herzbergs theory said that there are certain factors in an organization that directly motivate employees to work harder. These are the motivational factors. Various other factors should also be kept in perspective in the organization. Absence of these factors will de-motivate the employees. But these factors will not motivate the employees to work harder. These factors are hygiene factors. Motivating factors include the following: To what extent is the job interesting? Does it offer any incentives for recognition? Does it reward? What kind of empowerment does it offer? There are various other factors that surround the job. These are as follows: How reasonable is the pay? Is it a safe working environment? The content and the function of the job itself should be made challenging and motivation should be done through a variety of methods. Communication in the work environment should be well managed. Herzbergs theory has been kept into perspective by managers. Improvements have b een brought about in work places especially where hygiene is concerned. Employees are provided with meal coupons, free medical and health services, clean and silent work station etc. (Michel Avital, 2008) Motivational mechanisms at CSHK Dubai Contracting After studying CSHK Dubai Contracting and visiting the organizations many time, we observed that CSHK Dubai Contracting uses job design as a motivating tool. Job rotation is an important component of its design. Job Rotation Job rotation is a technique used to ensure that employees dont get bored of their work. Job rotation basically is moving an employee from job to job. Employees  are moved between two or more  jobs  in a planned manner. One of the purposes of job rotation is to give employees the exposure to different kinds of organizational activities. Other objectives are to expose the employees to different  experiences  and a wider variety of  skills  to enhance his   job satisfaction  through job variation. Managers at CSHK Dubai Contracting think that their employees get bored by doing the same assigned task again and again. Although practicing job rotation is a difficult task as changing employees from one task to another can be time consuming but the managers make sure to plan it as it gives higher satisfaction and performance rates. CSHK Dubai Contracting has experienced that through job rotation new talents in their employee s are revealed which wouldnt have been possible had their job have being rotated in a planned manner. Ambitious employees are revealed as any employee gets a job of his passion at which he is very good and keen to work. Job rotation is also practiced when any employee leaves the organization and CSHK Dubai Contracting needs to hire a new employee. First the organization itself is scrutinized in search of an employee to fill in the missing seat . (MBA, 2005) EQUITY THEORY AND EMPLOYEE MOTIVATION Equity Theory of employee motivation tells the relationship between how fairly an employee thinks he is treated and how hard he is motivated to work. The idea behind Equity Theory is that employees, in order to balance what they put in to their jobs and what they get from them, will unconsciously assign values to each of their various contributions. Apart from their time, employees contribute their experience, their qualifications, and their personal strengths such as ambition. Money, of course, is the primary motivator for an employee, but it is not the only factor. Power and status are also prime motivating outcomes, as are flexibility, perquisites and variety. Equity theory stresses on the fact that, the most highly motivated employee is the one who thinks his rewards and contributions are equal. If he gets the feeling he is working and being rewarded the way his peers are being rewarded, then he will judge that he is being treated fairly. This doesnt mean tha t managers should treat all employees identically, because every worker does not measure his contributions in the same way. For example, flexible working hours might motivate a working mother more than a pay raise will. Similarly an across-the-board wage increase may delight most employees but the highest producers may become less motivated if they perceive that they are not being rewarded for their ambition. Research on Equity Theory and employee motivation has demonstrated that, usually, over-rewarded employees will produce more and than will under-rewarded, less motivated employees. Anglo cultures and those that reward entrepreneurial effort to support achievement and their human resources should be managed accordingly. Where as employees in Asia and Middle East often readily accept inequitable treatment in order to preserve group harmony. (Elaine Walster) Assessing Motivation Job satisfaction using Equity Theory Outputs typically include: Financial rewards (salary, benefits, perks, etc.) and Intangibles that typically include:  Recognition  ,Reputation  ,Responsibility  ,Sense of Achievement  ,Praise  ,Stimulus  ,Sense of Advancement/Growth  ,Job Security (Elaine Walster) While some of these points cant be exactly quantified and perfectly compared, we tried to study all these factors and to what extent are they followed at CSHK Dubai Contracting. High motivation is related to experiencing three psychological states while working: Meaningfulness of work:  That the employee has meaning to the company, something that he can relate to, and does not occur just as a set of movements to be repeated. This is also a sort of intrinsic motivation. Responsibility:   Sufficient freedom of action has been given to the employee to make a task a success or a failure. This includes the power to make changes and incorpora te the learning one gets while doing the job. Knowledge of outcomes:  it is very important as it tells the worker what has been the result or outcome of the work he has been doing and putting so much effort into. It gives purpose to work by emotionally connecting the employee or worker to the customer of his work. (Anne Bruce) Performance appraisals to induce job satisfaction and performance: Another very important feature of the strategic HRM would be Performance appraisal and feedback. Dulewics was of the view that performance appraisal should be made an inevitable practice. He claims that it is human nature to judge his work and to judge the work of others working with him. According to Dubrin, unless a carefully structured system is present, people will judge the performance of others involuntarily. Different organizations have different kinds of appraisals but most appraisals fall in these categories. Result appraisal: this will be based on what they have accomplished. How successful have they been in developing positive relationships with customers and how many customers have come back to the organization because of the effort invested in by them Subjective appraisal: This will be an appraisal which will be given to them on the basis of their traits and behavior. How have they behaved towards customers? In what way can they improve? And any peculiar encounters that they came across. (Porter, 1990) Both appraisals will help induce personal development within employees and would bring about a sense of belongingness for the organization within them. Following are the job characteristic followed at CSHK Dubai Contracting to bring about the above listed psychological states of mind in its employees: Skill Variety Excess of Skill variety is overwhelming and too little makes the job boring. CSHK Dubai Contracting uses job rotation technique to make sure its employees have enough variety that it doesnt become boring for them Task Identity At CSHK Dubai Contracting workers are able to identify with the work at hand as they are involved in the job from starting to end . Project teams are also made to complete big projects wherein members are involved in everything they do and each member is apart of everything. Hence employees take more pride in the outcome of that work Task Significance Whenever a task is assigned it is made sure that each one involved in it completly and understands the meaning and purpose of the task in relation to the whole organization- CSHK Dubai Contracting and beyond it as contributing to something wider, to society or a group. People are more motivated when they think and know that their work will be benefiting a larger scale a society rather then just going in the pocket of one person. Autonomy Autonomy when experienced in CSHK Dubai Contracting is very low. Most of the tasks are time bound and the worker is not flexible when carrying out the task he has to complete it in the given set of time. Although employees are considered responsible and some decision making power is given to them but the level of autonomy at lower level is still low. (Chris Stride) Feedback The feedback system at CSHK Dubai Contracting is a very organized and good one. There are a number of ways in which the employees gets feedback. There are regular meetings and various ceremonies held to recognize the hard work of the employees. They are given awards based on different efforts they put in. At CSHK Dubai Contracting people at managerial levels are given high salaries and fringe benefits. Extrinsic motivation comes from outside, i.e., from the environment. Money, competition, awards and accolades, appreciation and praise are all examples of extrinsic motivation. Giving high salaries extrinsically motivates the employees. Through its contracts CSHK Dubai Contracting offers job security to each employee. Even the physical security of the company and its employees is realized and proper security procedures are there for all visitors, fire extinguishers and fire alarms are present, etc There is an environment of love and affection in the company. Everyone works l ike one big happy family and not just co workers. The need for recognition support appraisal is full filled through this mechanism. (Thomas) Employees are thought to be as dependant able individuals. The people at upper level do not just carry out all the tasks by themselves and giving routine level tasks to employees at lower levels below them. They are given responsibility assigned difficult tasks so that their esteem needs are satisfied. Asian culture emphasizes needs of society: Chinese hierarchy of needs might have four levels ranked from lowest to highest: Belonging (social); Physiological; Safety; Self-actualization (in service of society). Another study of East Asian managers in eight countries found autonomy and self-actualization in most cases ranked high. (Richard Teese) Job Satisfaction Job Satisfaction is an effective or emotional response to ones job. The level of job satisfaction in any organization depends on factors such as job security, work flexibility, interpersonal relations, nature of supervision, organizational climate, career opportunities, difficulty of task and quantity of work assigned, etc. Same is the case in CSHK Dubai Contracting. In CSHK Dubai Contracting the organizational climate is very friendly and people are closely knit. Even when assigning tasks the employees are involved and their opinions are valued. The one thing in particular that is important for job satisfaction to be high is job security and CSHK Dubai Contracting as organization is known to provide this security to its employees. This is also evident from the fact that turnover rate of CSHK Dubai Contracting is lower than industry average. To check the level of job satisfaction in CSHK Dubai Contracting we conducted a test. The test results were to be interpreted by the follow ing guideline: low satisfaction 0-58, medium satisfaction 59-95 and high satisfaction 96-132. Although results of the test below show that a higher number of employees had a medium level of satisfaction, but a notable fact is that even in the medium level of satisfaction range quite a lot of employees score 90 or above, thus signifying that majority of the employees were close to the level of high satisfaction. (Spector) Conclusion The preceding analysis highlights major motivational factors at CSHK Dubai Contracting and its organizational environment. I saw a positive and healthy environment at CSHK due to which CHSK has a very low employee turnover rate. Through this assignment I was able to increase my knowledge base dramatically; it provided me with great practical experience and exposure to such a giant company. Visiting the working environment and coming in close contact with the corporate world is an invaluable experience gained by me and a learning that no text can teach.

The Effect Of Speed Pressure On Working Memory During...

Abstract This study examined the effects of speed pressure on working memory during mental arithmetic tasks. 392 undergraduate students’ working memory capacities were measured and participants were divided into high and low working memory groups. They were then randomly assigned into the fast or slow condition and tested with the critical stimuli compromised of addition equations. The findings showed that fast conditions result in higher error rates than the slow conditions. The speed pressure also caused high working memory individuals to shift from using rule based processing to associative processing whereas low working memory individuals used associative processing in both conditions. However, the study found that both groups show†¦show more content†¦Previous studies (Beilock, 2008; Beilock, Kulp, Hot, Carr, 2004; Beilock Carr, 2005; Gimmig et al., 2006; Beilock DeCaro, 2007) have examined ‘choking under pressure’ and concluded that it occurs for those wi th high working memory (HWM) capacities whereas low working memory (LWM) individuals were not affected. Although this finding has been common amongst researchers, each have examined different factors contributing towards pressure induced failure, in an attempt to explain the phenomena and most accurately coincide with real life situations. According to Beilock et al., (2004), explicit monitoring and the Distraction Theory are reasons as to why skills may fail under pressure. Explicit monitoring, or self-focus, causes the disruption of automatic processes as individuals force conscious control over the task, causing poorer performance despite the extra effort and attention (Beilock et al., 2004). In contrast, the Distraction Theory claims that pressures fill the WM with worries and concerns over performance and task content which in consequence competes with the resources which are normally utilised for execution (Beilock et al., 2004). To date, most researchers have provided evidence in support for explicit monitoring and its effects of choking under pressure whilst the Distraction Theory has not been adequately

Physics of a Light Bulb Free Essays

Physics of a Light Bulb Catherine Bellet Lab Partners: Natalie Russell Alex Harris TA: Chad Lunceford PHY 114 TH @ 2:25pm Abstract: Ohm’s law states, via the equation V=I*R, that the voltage found across a piece of material is proportional to the current. If the temperature remains constant therefore the resistance is found to remain constant. Stefan-Boltzmann law states that when the temperature if above an average of 1000K, then the relationship of voltage and current should be found to be consistent with the formula AT4. We will write a custom essay sample on Physics of a Light Bulb or any similar topic only for you Order Now The experimental data found in this, Physics of a Light Bulb, experiment both correlates and verifies the Stefan-Boltzmann law. The voltage and current were found to be proportional to one another, verifying Ohm’s law. In addition, the fact that radiation away from the light bulb is indeed proportional to the fourth power of temperature was observed and again verified through a linear fit graph. The percent error found between the two experimental B values was found to be an average 6%. This showing proving that the experiment was decently accurate. Objective: To measure the relation between voltage and current in a small flashlight bulb; to determine the temperature of the filament; to verify the Stefan-Boltzmann law of radiation. Procedure: Begin the experiment by correctly setting up the circuit. Using the DMM set, find the resistance of the cold filament of the bulb at room temperature. Open a pre-set experiment file, than connect the circuit to the bulb. Slowly increase the output signal from the power supply, as the voltage reaches 10V, immediately bring the power supply back down to zero. There should be an observed recorded data and graph in the experimental file. From the recording, highlight the resistance of the cold filament from the data which corresponds to the current ? 0. 08A. Apply a linear fit which in return will give the slope, which represents the bulb resistance. Copy and paste the recorded data into Graphical Analysis, insert various calculated columns, in order to find the temperature of the hot filament and to test the relationship versus power and temperature. Repeat for a second set of data. Use the graphs to conclude if the Stefan-Boltzmann law is obeyed. Experimental Data: See attached graphs. Results: Resistance of Cold Filament| Experimental Bulb Resistance| % Difference| B1 from Graph1(W/K)| B2 from Graph2(W/K)| % Difference| Theoretical B (W/K)| % Error of B1| % Error of B2| 2. 5? | 2. 46? | 1. 61%| 4. 26| 3. 76| 12. 5%| 4| 6. 19%| 6. 33%| Data Analysis: Discussion: The objective of the lab, Physics of a Light Bulb, was to measure the relationship between voltage and current in a small light bulb, be able to determine the temperature of the filament. nd to verify the Stefan-Boltzmann law of radiation. After completing the lab, the relationship between both the voltage and current was found to be linear, as long as the current is below or at 0. 08 A. This correlation proves Ohm’s law therefore current through a metal conductor is proportional to the applied voltage. Through measurement and observations of the printed graphs, the temperature of the filament of the light bulb was found to be around the value of 1300K. Using the data supplied from the new calculated columns, the verification of the Stefan-Boltzmann law of radiation was proved to hold true. The law states that when the temperature is above an average value of 1000K, then the relationship between voltage and current is consistent with the formula AT4. When analyzing the curve fit of the power versus temperature graph, it is indeed observed that the experimental value given corresponds with the theoretical function that the power radiated away from the light bulb is surely proportional to the fourth power of temperature. The percent error observed for both experimental B values, when compared to the theoretical value of 4, shows to be an average of 6%, not a large value of error present. Therefore, the overall system present in the experiment proved to be both precise and accurate. Considering the percent difference between the two experimental resistors was found to be a mere 1. 61%. The percent difference between the two experimental B values was that of a higher value, 12. 5%. This may indeed have been caused by the fact that the sectioning of data for the second B value was less accurate than that of the first B value. Conclusion: At the conclusion of the experiment, Physics of a Light Bulb, the objective was surely met. The goal was to distinguish the relationship between voltage and current, as well as finding the temperature of the filament, and also to verify the Stefan-Boltzmann law of radiation. Through experimental values, it was observed that the relationship of voltage and current is found to be linear when the current is at or below 0. 8A. The temperature of the filament was also observed to be an average of about 1300K and greater. By taking the values of the Power versus Temperature graph, and creating a new Power versus Temperature raised to the fourth graph and thus applying a linear fit, the relationship of voltage and current was found to be consistent with AT4 and verifying Stefan-Boltzmann law of radiation. Current is indeed proportional to the applied voltage. How to cite Physics of a Light Bulb, Papers

IKEA background info free essay sample

IKEA is a Swedish company which sells affordable furniture and is famous for their D. I. Y furniture. They are the largest furniture retailer in the world and currently operates in 38 countries with a total of 332 stores. IKEA’s concept is to make use of unwanted woods and transform them into useful furniture, resulting in an affordable yet stylish product. They are also well known for their delicious food served in their restaurant which is located in their store. Ingka Holding, which belongs to the founder of IKEA, Mr. Kamprad, consists of a 5 person executive committee and holds majority of the stores worldwide. The remaining stores were owned by franchise companies. Scope and Reasons for international operations IKEA’s aim is to globalize their company in order to gain popularity and earn more profit. The first store they opened was in Sweden. After which, they decided to expand their stores in neighboring countries like Norway and Denmark to monitor the situation before further expanding their company. We will write a custom essay sample on IKEA background info or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page With rising success and popularity in their products, they further expand their stores all around the world. Among all the countries, Germany brought them the highest profit. Furthermore, every company will go through the product life cycle process. The last stage of the cycle also known as the declining stage will cause a company’s revenue to decrease. Therefore, it is important for IKEA to introduce their products in other foreign markets in order to start the product life cycle all over again. Building the company’s image is also important for IKEA to earn revenue. By setting up stores all around the world will definitely help build the company’s image. It is not profitable at the initial stage. However, once the image is built, earning revenue will be a piece of cake. Making use of labor from different countries can also benefit the company. Labor varies from country to country and may be cheaper to hire in some countries. By setting up factories in such countries will cut down the production cost of IKEA. Strategic goals and choice of entry modes Strategic goals Entry modes -Franchising Companies interested in franchising with IKEA are required to pay 3% of their yearly sales to IKEA and are responsible to construct their own IKEA store. Rights will only be given if that particular country do not have any existing stores. Acting as a franchisor will allow IKEA to have more time to manage their own stores and at the same time globalize their company with least effort. Advantages of franchisor- Lower risk and low costs. Publicize company. Low commitment. Disadvantages of franchisor- Limited control over franchised stores, Lack of quality control. -FDI (Foreign Direct Investment) Direct ownership of a store in a particular country. Can occur by obtaining existing entity or setting up a new enterprise. -Obtaining existing entity, it is a fast way for IKEA to enter foreign market but requires costly negotiation. Legal requirements in certain country may prevent foreign ownership. -New enterprise. It is also a fast way for IKEA to enter foreign market but it is very costly, risky and complex. However, it provides greatest degree of control and highest profit. Company will usually choose this entry mode when it is too expensive to obtain existing entity. Advantages and disadvantages for FDI Ad- Good knowledge of local market and competitors, able to access problems immediately, greatest control over product quality and management. Disad- Costly and high risk, Legal rights issues, requires high commitment in order to manage the company. Problems and challenges in different locations.