Management Analysis Management Process - 906 Words

Management by Objectives, MBO, is a management process where managers and employees decide together what goals the employee should work to achieve. The goals set for the employee are agreed upon by both the employee and the manager. The employee is evaluated based on these goals and may be given a raise or a promotion if they have achieved the set goals within some set period of time. This management process was first introduced by Peter Drucker in his 1954 book â€Å"The Practice of Management† with the intention to provide a way to empower employees. (Drucker) MBO a management process consisting of five steps. The initial step in the process is for the objectives of the organization to be determined by all of management. This allows all managers to be involved in planning. In the next step the managers will sit down and talk with their team members. The manager and employee will both have a set of goals they feel will help the employee be more effective at his or her job. Both sides discuss what â€Å"specific goals, measures of achievement, and time frames† (Thomsom 2) that the employee will complete the goals. The goals should be â€Å"specific, measurable, achievable, realistic and time bound.† (Drucker) The next step is for management to monitor the progress of the employee and then evaluate his or her performance. In the last step, it decided whether or not the employees should be granted a raise or promotion depending on what goals they were able to accomplish. MBO is importantShow MoreRelatedComparative Analysis of Business Analysis and Business Process Management Capabilities6455 Words   |  26 PagesA COMPARATIVE ANALYSIS OF BUSINESS ANALYSIS (BA) AND BUSINESS PROCESS MANAGEMENT (BPM) CAPABILITIES Paul Mathiesen, Faculty of Science and Technology, Queensland University of Technology, Brisbane, Australia, p.mathiesen@connect.qut.edu.au Wasana Bandara, Faculty of Science and Technology, Queensland University of Technology, Brisbane, Australia, w.bandara@qut.edu.au Houra Delavari, Faculty of Science and Technology, Queensland University of Technology, Brisbane, Australia, h.delavari@qutRead MoreAnalysis Of The Stakeholder Management Process Essay2962 Words   |  12 PagesANALYSIS: The analysis of the stakeholder management process forms a very integral role in bringing up the expertise and under playing the strategies of carefully managing the stakeholders accordingly to their power and legitimacy. The different templates are used in bringing up the analysis of the process so as to technically prove the inference that these external bodies brought onto the project. The following are the different templates that establishes the role of the stakeholdersRead MoreAnalysis Of Project Management Process Group1599 Words   |  7 PagesAnalysis One thing to keep in mind is that as each of these processes are being done; it could bring new insights into the project which may require some of the previous created project documents to be updated. The processes in the Planning Process Group may be repeated or re-addressed several times as the project progresses. It is also important to note that the outputs of certain processes serve as inputs to other processes within the Planning Process Group. Among all the Process Groups withinRead MoreAnalysis Of The Process Management Of Health Care884 Words   |  4 Pagespatient experience is a part of the process management of health care safety and quality. The Ministry of health (2016) has constructed online surveys for primary care patients experience and this has been designed by the Quality Commission (QC). This has shown that primary health care can actually get their feedback audit to help them improve better health outcome for future. The QC have focus on the aims of improvement in all health care which includes equitable, efficient, timely, safe, effectiveRead MoreThree Kinds of General Purposes for Performance Management1540 Words   |  6 Pagesdemonstrates dialectically whether performance management is omnipotent or not and provides the next step of performance management—performance improvement. Chapter 8 introduced the 6-step process and three kinds of general purposes of performance management. Performance management is central to gaining competitive advantage (Noe, Hollenbeck, Gerhart and Wright, 2012, p.341). In this report, the topic states that performance management is a process, not a consequence. And it als o says that the fundamentalRead MoreB of a Case Study Questions Essay673 Words   |  3 PagesAmerica Business Process: | Activities within the Core Process | people management | * recruiting * performance management * staff development * payroll * benefits administration | financial management | * general ledger * accounts payable * accounts receivable * reporting and compliance * cash management * asset management | Manufacture management | Produce ATMsChecking the quality of machineProducing billsRecycling of destroyed ATM | Marketing management | Selling serviceRecognizeRead MoreProcess Design Matrix and Summary941 Words   |  4 Pagesï » ¿ Process Design Matrix and Summary Thomas Beadin OPS/571 December 19, 2013 Mary O’Donnel Process Design Matrix and Summary This process design matrix and executive summary will focus on Chapman Tool and Manufacturing and there performance measurement process. This executive summary is needed for Chapman Manufacturing due to their lack of process performance management that will include service approaches, that consist of production line, self-service, and personal attention approaches. ThisRead MoreQuality, Process, And Location Analysis Essay1432 Words   |  6 Pages Quality, Process, and Location Analysis Without success there is no business. The goal for any organization is be successful. In order to be a successful business, it is essential to explore the use of process management functions within the operations management (OM) processes. Nissan, like most companies, has had their high and low moments. Fortunately, they have been able to explore the use of process management functions to help reach their goals and keep their business successfulRead More460 Syllabus KWONG Winter 11 121220855 Words   |  4 PagesSTUDIES IN OPERATIONS MANAGEMENT Winter 2011, SHC C368 Instructor: Kern Kwong, Ph.D. Office: Simpson Tower 805 College of Business and Economics California State University, Los Angeles Office Hours: Tuesday: 2:00-6:00 p.m. Email: kkwong2@calstatela.edu Website: http://instructional1.calstatela.edu/kkwong2/Mgmt460 Office Telephone: 323-343-2899 [Use email if you need a reply quickly.] Course Description Management 460 is a case studies course in the management of manufacturing andRead MoreHuman Activity And Its Impact On Business Operations971 Words   |  4 Pagesfrom the senior management to the employee. Besides achieving steady growth and continued profitability, companies today are facing a variety of new knowledge management (KM) challenges (Bhote, 1996). There is a need to plan ahead, combine the available talents and KM resources — marketing people, design engineers and manufacturing staff — to work closely together and somehow plan a product that has all the important life-cycle values (Stalk, Evans and Shulman, 1992). Management accountants are skilled

The Effects Of Video Games On Children And Society

Mario Kart, Call of Duty, and Grand Theft Auto, are all wildly popular video games. Whether you are killing monsters or trying to amass as much gold as possible, people play video games as an escape into a virtual world from the reality we live in. Over the years, video games have acquired a tainted reputation for the violence often found in many popular titles. Although people view video games to be destructive to children and society, studies have shown numerous medical, social, as well as psychological benefits that strongly outweigh the potential harm. Video games offer many benefits to the medical field. They have been able to complete phenomenal tasks such as slowing the aging process. According to a study done by the University of Iowa, â€Å"681 healthy individuals ages 50 and older revealed that playing 10 hours of a specially designed video game was able to stall the natural decline of different cognitive skills by up to seven years† (Guarini). As shown by the stud y, video games can be a great tool to slow the aging process. When tested with a group of elderly people, it was shown that video games helped stimulate their brains causing brain activity to be higher and more productive. By being more productive and having higher brain activity, they were able to process information better from many different perspectives. Like all muscles, our brain needs to be continuously working or else it will become weak. Video games have also been shown to be a great source ofShow MoreRelatedThe Effects Of Video Games On Society And Corrupts Children And Young Adults Into Doing Bad Things1399 Words   |  6 PagesVideo games have been the subject of many criticisms throughout the years. One of the main criticisms is that violence in video games causes violence in society and corrupts children and young adults into doing bad things. 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Violent videos have gotten more popular with a better amount of variety including the franchise of Call of Duty, Battlefield, and Grand Theft Auto. These are the most common and popular video games and because of th e violence in them debate has startedRead MoreVideo Games Help The Mind Process Faster1607 Words   |  7 PagesVideo games have been around since the late 1950’s with the first game being a simple tennis match. Fast forward fifty years and we reach the creation of the PlayStation 2, Game Boy Advance, and the Xbox. It is now 2016 and the future of gaming is here. Video games have created a huge market for technology and business. Since the first video game being invented in 1958, there have been eight generations of new consoles created. Video gaming is a fanatic for people and it still is continuing to growRead MoreThe Pros And Cons Of Violent Video Games1534 Words   |  7 Pagesof violent video games. 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Both popular sources and scholarly address this issue, asking in effect how violent video games change children’s behavior and make them more violent, assumingRead MoreThe Negative Effects of Violent Video Games Essays1274 Words   |  6 Pagesareas are: warfare, medicine, education of society, and technology. All of these improvements have brought with them positive effects. Warfare has allowed oppressed people to rule themselves; medicine has saved countless lives with vaccines and treatment programs; education of societies has allowed people to make their dreams come true; and, advancements in technology have made the previous three possible. With these positive effects also come negative effects, which are seen on a grand scale. Advancement

Intercultural Communication Individuals or Groups

Question: Discuss about theIntercultural Communicationfor Individuals or Groups. Answer: Importance and Advantages of Effective Intercultural Communication in the Workplace Introduction Intercultural communication or cross-cultural communication can be defined as the communication between individuals or groups belonging to different origin or culture. As intercultural communication offers the ability to deal with multiple cultures, it is important to study about it. The aim of this report is to elaborate and emphasize on the importance of intercultural communication in the workplace. In the increasing international business scenario and globalization, the businesses are not restricted by borders. It may be difficult to communicate effectively in the global world even if both parties speak the same language. Therefore, it is necessary for effective and clear intercultural communication. This report shall highlight the advantages of effective intercultural communication so that the organizations take initiative to enhance it. A few challenges are also stated so that necessary strategies can be recommended to overcome it. The global businesses need to understand how to communicate with customers, employees and other stakeholders of different culture to achieve organizational mission and build value. Moreover, tips and aids to enhance intercultural communication in the workplace are highlighted. Importance of Intercultural Communication in the Workplace Every workforce needs be productive being supported with diversity in the global marketplace. The intercultural communication importance at the workplace must not be underestimated. Intercultural communication plays a significant role in the workplace as the final output is directly affected. In the words of Russell Simons, an American entrepreneur...if we are open and we prepare for promoting dialogue and love, and a better understanding of each other, and tolerance and so forth, that's what the world will become, a more tolerant, loving place. Effective intercultural communication helps in preventing misunderstanding, avoiding conflict and fostering respect (Barker, 2015). Firstly, the workplace diversity is increasing regularly. The people of different cultural backgrounds, nationality and creed create a diverse workforce. Therefore, the managers need to be sensitive so that their behaviour is not termed as harassment or discrimination. According to Martin and Nakayama (2015), discriminating in the workplace is a legal offense and makes the firm liable to pay heavy penalty. Therefore, intercultural communication captures such sensitive activities that avoid conflicts. Further, language may be considered as an imperfect form of communication as it may not always be possible to convey an idea using words. Therefore, effective intercultural communication shall help in bridging the language gaps that could possibly cause issue (Liu, Volcic, Gallois, 2014). Thirdly, effective intercultural communication at the workplace fosters respect among employees. There is greater job satisfaction among employees and the turnover shall be less. When the peers of one culture speak different language or follow different norms, they may not be able to ignore the differences if remaining employees do not respect it. Therefore, intercultural communication enables workers to transmit information clearly that enhance respect among employees. Lastly, effective intercultural communication at workplace prevents misunderstandings. When the people belong to different cultures, their native language can create confusion. Therefore, intercultural communication encourages clear communication that all parties understand (Mao Hale, 2015). Neuliep (2014) argues that while the organizations are trying to overcome the challenges faced in intercultural communication at the workplace, it is evaluated that there is increased risk of discrimination. With diverse workforce, the employees have a greater tendency of distinguishing status, skin colour and culture. Further, it is challenging to overcome the barriers of internal communication. The employees may be unwilling to adapt to cultural changes and implement it in the communication process. It is challenging to communicate effectively in the workplace due to intercultural issues as there are implicit discrimination issues. Small businesses can nip implicit discrimination in the bud by providing support and equal opportunities to all employees. The employees face issues regarding fluency and accents as the non-English speakers can feel unappreciated in the workplace. In some cultures, employees are treated based on their status and ranks. Therefore, a lack of cultural aware ness may result in a disconnected workforce leaving the employees unrecognized (Bourne, 2016). Advantages of Intercultural Communication With the increase in global interconnectivity, intercultural communication has become critical for the organizations. According to Martin and Nakayama (2015), the successful organizations treat acceptance of diversity as a moral and legal obligation. The advantages involve increase in trust, respect, morale and productivity among the employees. The businesses intend to grow and operate globally so that the employees can enjoy immense benefits. Intercultural communication can help in increasing proficiency and productivity. It encourages employees from different cultural and ethnic backgrounds to communicate effectively. The diverse workforce can maximize employee productivity and increase job security. The training to accept diverse cultures helps in reducing conflict. As the employees can be trained for carrying effective intercultural communication, the dissatisfaction and misunderstanding can be eliminated (Martin, 2015). Intercultural communication also boosts teamwork in the organization as the employees understand each others differences. The employees understand influence of culture on communication and behavioural tendencies. The employees are aware of the colleagues intercultural communication, cultural influences and eliminate stereotypes that are a potential threat to teamwork. Further, effective and successful intercultural communication gives the organization a global edge. If the employees are trained in intercultural communication, there shall be successful negotiation skills in the global marketplace. An organization understanding the importance of intercultural communication can launch its business internationally (Uhlenwinkel, 2017). Recommendations It is recommended that employees in the workplace need to follow a few tips and strategies to enhance intercultural communication. The standards of effective intercultural communication vary from difference places and countries. A few aids to intercultural communication in the workplace are explained in this section. Firstly, the employees and managers must maintain a positive attitude. Before conducting an interaction session with the employees of a different culture, a little introspection is necessary. Own attitude of employees need to be assessed so that necessary behavioural changes can be recommended. Secondly, the employees need to understand diversity. The employees must accept cultural diversity in the organization and understand its concept. Further, individual interaction needs to be encouraged so that nuances of the culture can be understood. The employees must apply good listening skills as the people from different culture expect to be heard and understood well. After recruitment of employees from different cultures, an induction program must be conducted to ease the process for the employee as well as organization. The office jargons must be explained to the immigrant employee so that he is well acquainted with the communication patterns. The organization also needs to discourage discrimination and racism to promote healthy intercultural communication. Workplace communication can be positive if non-racist policies are well implemented. The employees must also keep an open mind and acknowledge the differences. The behaviours that make people unwanted and excluded must be avoided. The employees must be careful with their words and behaviour so that a productive and positive environment can be maintained. Effective leaders establish rules for appropriate behaviour and take disciplinary action when violations occur. Everyo ne should feel safe at work. The managers must bring diverse groups together in social situations that can help build effective teams. Conclusion Conclusively, the importance and benefits of intercultural communication must not be undermined. In the increasing international business scenario and globalization, the businesses are not restricted by borders. The people of different cultural backgrounds, nationality and creed create a diverse workforce. Effective intercultural communication shall help in bridging the language gaps that could possibly cause issue. There is greater job satisfaction among employees and the turnover shall be less with effective intercultural communication. The employees may be unwilling to adapt to cultural changes and implement it in the communication process. A lack of cultural awareness may result in a disconnected workforce leaving the employees unrecognized. The advantages involve increase in trust, respect, morale and productivity among the employees. Further, effective and successful intercultural communication gives the organization a global edge. Before conducting an interaction session with the employees of a different culture, a little introspection is necessary. After recruitment of employees from different cultures, an induction program must be conducted to ease the process for the employee as well as organization. The behaviours that make people unwanted and excluded must be avoided. References Barker, G. G. (2016). Cross-Cultural Perspectives on Intercultural Communication Competence. Journal of Intercultural Communication Research, 45(1), 13-30. Bourne, J. S. (2016). Exploring intercultural communication challenges: a case study on Chinese-English interpreting. China Media Research, 12(1), 14-25. Liu, S., Volcic, Z., Gallois, C. (2014). Introducing intercultural communication: Global cultures and contexts. Sage. Mao, Y., Hale, C. L. (2015). Relating intercultural communication sensitivity to conflict management styles, technology use, and organizational communication satisfaction in multinational organizations in China. Journal of Intercultural Communication Research, 44(2), 132-150. Martin, J. N. (2015). Revisiting intercultural communication competence: Where to go from here. International Journal of Intercultural Relations, 48, 6-8. Martin, J. N., Nakayama, T. K. (2015). Reconsidering intercultural (communication) competence in the workplace: A dialectical approach. Language and Intercultural Communication, 15(1), 13-28. Martin, J. N., Nakayama, T. K. (2015). Reconsidering intercultural (communication) competence in the workplace: A dialectical approach.Language and Intercultural Communication,15(1), 13-28. Neuliep, J. W. (2014). Intercultural communication: A contextual approach. Sage Publications. Uhlenwinkel, A. (2017). Enabling educators to teach and understand intercultural communication: the example of Young people on the global stage: their education and influence. International Research in Geographical and Environmental Education, 26(1), 3-16.