Managing People and Organisations Essay Example | Topics and Well Written Essays - 2500 words

Managing People and Organisations - Essay Example It can change, it can grow and it can develop into something which is larger than the organisation itself. The literature on company cultures as well as other examples from companies such as GE and Apple shows us that having a strong culture is a good thing only if the culture is positive and leads to the objectives of the company being met. In a situation where the culture is strongly negative the environment can become toxic and the symptoms mentioned in the case certainly point towards that happening in Gillman Autos. Things such as shiftitus, covering ass and passing the buck are perfect signs of a negative culture and the stronger it is the worse off a company would be. For the company itself, it seems that the culture is certainly a result of the 2x4 management style. As per the literature on company culture, the formation of the culture depends on the leadership of the company (Gardner, 1995) and the present situation as described for Gillman Autos is simply a result of their ineffective management system. The controls which should have been in place to prevent this from happening seem to have been ignored altogether. Without effective control, a company will end up with bad leadership and a bad leader will not only bring down his/her own output but also of those who fulfil the role of subordinates (Armstrong, 1999). Culture, social responsibility, ethics and the work environment all flow from the leadership of a company. This was realised by GE when the company saw high turnover in their international communications department and even though the department was not one of the primary departments of the company, significant junior level turnover caused the senior managers to get worried. After making some inquires and revaluations of exit interviews, the company discovered that a line manager was causing problems for others by creating a negative culture within the department. The department could not be made productive until that manager

Paper Converters ltd Essay Example | Topics and Well Written Essays - 3500 words

Paper Converters ltd - Essay Example ..8 4. Impact of culture on organization†¦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‚¬ ¦..9 5. Multi-Cultural deference†¦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‚¬ ¦...10 5.1 Individualism (IDV)†¦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‚¬ ¦10 5.2 Power distance (PDI)†¦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‚¬ ¦.10 5.3 Masculinity / Femininity (MAS)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.11 5.4 Uncertainty avoidance (UAI)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.†¦.12 6. Management deference†¦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 6.1 Achievement vs. Ascription†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.13 6.2 Individualism vs. Communitarianism†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.13 6.3 Internal vs. External†¦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‚¬ ¦14 6.4 Neutral vs. Emotional†¦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‚¬ ¦..14 6.5 Specific vs. Diffuse†¦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‚¬ ¦14 6.6 Time Orientation†¦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‚¬ ¦15 6.7 Universalism vs. Particularism†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦15 7. ... Although, the two founder executives of the corporations are childhood acquaintances ethnicity, they have dissimilar vision and views.The culture of both corporations are strongly swayed by their founding executives. Employees of both companies greatly believe in their originators’ vision that slowly developed into their own enterprise culture that resulted into an organizational ethnicity clash amid Dyson Paper and Jones Sales Agent Limited, when they relocated to Paper Converter Limited. The aim of this report is to evaluate the case of Paper Converter in respect to organization and international (UK). The report will give a breakdown of the Paper Converter cultural drawback via ‘Cultural Web’ investigative tool for organizational cultures, also;Hofstede four dimensions, Pestel and Fons Trompenaar cultural structure forglobal cultures (UK) to reveal where Paper Converter is falling short in addition toways of overcoming this organisational problem. 1. Background of the Company Paper Converter Ltd was established in 1988 after an merger amid the Dyson Paper and Jones Sales Agent Ltd. Dyson Paper was established in 1983, in Corby, United Kingdom with the inducement from the government of Britain during the depression phase early on in 1980s. Mainly, Dyson Paper takes care of the management and production, whereas Jones Sales Agent Limited assumed the responsibility of marketing and sales, from two unconnected premises positioned 60miles apart. 1.1 Market Situation Paper Converter’s central market was United Kingdom, Middle East and West Africa. To enhance production capacity as well as reduce production cost, the firm went worldwide through setting up a factory in Zambia

Violence against Women in Afghanistan

Violence against Women in Afghanistan Afghanistans country has been ruled by militant groups of the Taliban and womens rights have been exploited for political gain. Women were allowed to do many things such as the right to vote before civil conflict and Taliban rule before the 1970s. The Taliban ruled in Afghanistan from 1996 until 2001(Dupont, 2004). Their aim was to make Afghanistan an Islamic state and under their rule woman and girls were faced with discrimination and were forced to follow their version of Islamic law. Women were violated, beaten, abused and raped. Although in 2001 they banish from power there are still some that control sections of Afghanistan. In 2009 Afghanistan adopted the elimination of violence against woman law but women are still being abused and have no equality. â€Å"Women constitute roughly 49% of Afghanistans 23.3 million people.†(Ministry of Women’s Affairs, 2008, para1). In comparison to the Afghanistan men, women are the worst off in the world and their situation is ver y poor especially in the areas of health data, human rights, protection against violence, education, public participation, and economic productivity. According to (MOVA, 2008), â€Å"the average Afghan woman have a lifespan of 44 years which is around 20 years short of the global average.† Woman in Afghanistan die at a younger age than men because of the abuse and harsh suffering that is placed on them. Women in Afghanistan face under age early marriages, forced marriages high fertility rate which contribute to high incidence of maternal mortality. Women are limited to access services and opportunities due to poverty insecurity and harmful traditional practices and abuse by their spouse (MOVA, 2008). Women face many health problems because they have to wait for approval from their spouse and because of their culture they have limits to male doctors. Not only do women have poor quality health but they also have a low literacy rate. Education is a huge concern because they lack the resources, facilities, finance, protection from abuse and girls and women are discouraged from going to school. â€Å"The adult literacy rate in Afghanistan is estimated at 36% while the woman, it is estimated at being 21%.†(MOVA, 2008, pg. 3) Boys are more likely to complete primary school and further their education than girls. Men are economically more stable than are women. Womens productive contributions are underestimated and underpaid and women have limited access to economic resources. What has already been done? In 2009 the law on elimination of violence against woman was enacted and this law covers crime of forced marriages, forced self immolation and other acts of violence against woman. Ever since the law was in place there have been incidences of 2,299 cases of violence against women (Office of the United Nations High Commissioner for human rights [OHCHR], 2011) and a record of increases in number of cases of self immolation of girls and women in southern and southeastern regions of Afghanistan. Most cases are not investigated by police and some crimes were prosecuted through penal code instead of the elimination law which left perpetrators with lighter charges and women being accused of moral crimes (OHCHR, 2011). Because many women are unaware of the law and protective factors, women are still fleeing from violence and forced marriages. Many of the women run to women shelters that offer temporary safe refuge. The violence against woman presents them from having a voice and limits their ability to do anything in the public. United nations assistance in Afghanistan and the office of the United Nations High Commissioner for human rights have called on the government to make the law known among people in rural and urban areas and also government of all levels. The United Nations collected information from 22 of Afghanistans 34 provinces during a 12 month period to see how well the law is used (OHCHR, 2011). Because of cultural restraints, social norms and religious beliefs, woman face acts of violence. Many of the women are discouraged from seeking help due to fear of their lives. They faced so much discrimination and fear that they dont want to do anymore to further complicate their lives. Due to the sufferings and abuse on womens health, there have been mobile teams available in the community to help women get care for their health. The mobile team includes midwife, vaccinators, community health supervisors and community health workers (Madhok, 2014). Whenever a case is very severe they are referred to main hospitals. UNICEF has provided and funded special care for women and their children and this helps by improving womens access to medical care. In 2012 the IASC gender marker was introduced Afghanistan and resulted in significant achievements towards mainstreaming gender. Midyear evaluations were conducted to verify implements of the IASC gender marker (Office for the Coordination of Humanitarian Affairs [OCHA], 2013, pg. 39). They made visits to different sites in Bamyan, Herat, Nangahar and Kabal. They faced many challenges on recruiting women to provide healthcare for women and girls because of their customary practices and fear they faced against men. Few Afghanistan non-governmental organizations (NGOs) develop strategies to slowly change gender attitudes and Kabal. Through their awareness and building trust with the men, women were allowed permission to receive family planning from male doctors. Many women are not allowed to work or be seen by men so that is why they were restricted from any services. To help address gender issues, gender frameworks were developed to engage communities to work on meeting humanitarian a nd protection needs of vulnerable groups (OCHA, 2013). Other things that were done: Governments have involved women in national institutions Woman are recognized in the constitutional Loya Jirga Government mandated the national Solidarity program to ensure womens participation as actors and beneficiaries in the program Implementation of Bonn Agreement(increases womens involvement in government) Established the Ministry of womens affairs (2001) Education awareness on rape and sex assault Provided helpline contacts Develop training packages for domestic homicide Improve commission of services Elimination of Violence against Woman Law (2009) Partnerships Used to implement awareness: UN action against sexual violence in conflict Inter agency task force for women, peace and security Inter Agency Task Force on Prevention of sexual exploitation NGO, civil society and communities to promote gender equality and empowerment of women and girls Gender Standby Capacity (GenCap) project Steering Committee Afghanistan Ministry of womens affairs (UNICEF, 2012) What needs to be done? Continuously enforcing the law (punishment for not following rules) Place perpetrators in prison Revise Afghanistans legislative framework Implement gender equality Allow more women to contribute in the country Raise awareness of the law all over so that men and women are informed Include organizations that support nonviolence against women and men Provide healthcare to women and children and make accessible in poor areas Increase protection mechanisms in schools to allow girls and women of safer environment for education Protection of womens rights Integrate gender equality programs and extend women roles /more opportunities Provide surgical help for women Provide nutritional supplies Educate men about integration of womens roles Educate children about abuse and consequences Provide rehabilitation and coping centers To measure the outcomes of the plan, the process needs to be evaluated to ensure that all ideas have been implemented. This includes: reviewing of the past abuse rates and comparing them with the new ones to determine whether the plan was beneficial; looking at the healthcare of women and children to determine if proper health care have been given to improve their health; looking at the education rates of women and the level of education accomplished; determining what has been made available to women and what roles they currently hold; looking at attitudes and behaviors of men towards women to determine if there were any significant changes in the household; ensuring prosecution of the perpetrators and an improvement in the judicial system. References Dupont, S.(2004) Women in Afghanistan: The back story. Retrieved from  www.amnesty.org.uk/womens-rights-afghanistan-history#.U1i-WOawL9d Ministry of Women’s Affairs (2008) National Action Plan for Women of Afghanistan. Retrieved  From mova.gov.af/en/page/6686 Office for the Coordination of Humanitarian Affairs (OCHA). (2013) Afghanistan Common  Humanitarian Action Plan. Retrieved from http://unocha.org/cap/ Office of the United Nations High Commissioner for human rights (OHCHR) (2011) A Long  way to Go: Implementation of the Elimination of Violence Law. Kabul, Afghanistan Retrieved from www.ohchr.org/Documents/Countries/AF/UNAMA_Nov2011.pdf UNICEF (2012) Gender Equality in Humanitarian Action Retrieved from www.unicef.org

Overcoming my Fear of Roller Coasters Essay example -- Personal Narrat

I have this fear that causes my body to shake. When I think about it, my skin becomes pale and cold. It’s death speeding through my mind. Once I have seen these monstrous roller coasters, the only thing in my mind was fear. Knowing that I’m afraid to go on these rides, I didn’t want to look like a fool in front of my friends. My mind is thinking of deadly thoughts. My palms were sweaty and I was twitching like a fish. I was petrified of heights. We pulled into the roller coaster park in our Ford Excursion truck. It was me and my dearest friends. Our stomachs were growling like mountain lions. We haven’t had a chance to get something to eat during the trip. I opened the container of ham and cheese sandwiches and have had three sandwiches faster than a track star. My un-calm hands couldn’t even open a bottle of wild cherry soda. Thinking about what I’m going to do when we enter the park. After eating our sack lunches, our group of five decided to enter the park. I can hear the roller coaster tracks and machinery almost sounding like a train, watching the faces of the people. After...

Living by Numbers

Living By Numbers-Value Creation Or Profit? Case Summary This case basically explains about MarineCorp Sdn Bhd leads by Hafiz Hashim who has position as a Chief Financial Officer (CFO) in MarineCorp. It is also a subsidiary of SURIA. MarineCorp is a maritime solution provider for its SURIA and have two subsidiaries which are Green Port Sdn Bhd and Sungai Emas Sdn Bhd. MarineCorp has their responsibility in manage and conducting both subsidiaries.The financial statements of the three companies will end by twelve months on 31st December 2009. The problems have arise in managing the three of the company in terms of Key Performance Indicator (KPIs) that will used in the three of company as President of SURIA wanted Value Based Management(VBM) to be used in itself and in three of the companies. Under VBM, performance of the company will be seen through performance evaluation and appraisal of employees while the value of the company will valued based on economic earnings.But, there is cont radiction between President of SURIA and CFO of MarineCorp, Hafiz Hashim since he thought that value company performance should be measured based on investment make by equity and debts holders. It means that they need to see investment based on expected return and cost of capital incurred by company. Next discussion is about dilemma faces by Hafiz from the problems arising. We found that there are three of dilemmas from discussion.Firstly, uncertainty in using economic earnings as required by the Group or used profits as practiced by MarineCorp to report financial statements. Secondly, Hafiz also in dilemma when the president asked him to ranked the three companies in terms of their performance and prepares suggestions on how to improve the performance of the company. Thirdly, Hafiz also pressured with General Manager of Green Port Sdn Bhd and MarineCorp about the issues of accounting in terms of maintenance costs, and the payments of dividends.The protagonist in this case is Hafiz Hashim because he is the person who is responsible in decision making for determining which performance value that could be used by the company. Furthermore, he should follow instruction of the president to use economic earnings to measure performance value of three companies. But, decision making make by Hafiz quite different with the requirement asked by the president since he thinks the best way to evaluate performance value should linked with the investments’ expected return based on cost of capital

Syrian Revolution

The Syrian Revolution is important on many levels. This importance is explored in the aspects of Syrians political government, economic and social status and the beginning of a wide spread resistance against dominating governments taking part in the Middle East. Hence, the Syrian Revolution plays a significant impact on the modern world and the future of the Syrian population. In March, 2011 an uprising took place by poor and unsatisfied citizens in the capital of Syria, Aleph, as a major part of theArab Spring (a series of revolts in triggered by citizens demanding law reforms and an improved government in the Middle East). Rebel groups then developed as a source of rebellion against the government of Basher AAA Sad, including The Syrian Muslim Brotherhood. Countries such as Tunisia, Egypt and Libya heavily influence the revolt in Syria after their protests and riots, in their own countries, to achieve Justice from their governments, have been reached but not entirely resolved. This topic has an excessive importance over me and my family.It has broadened my understanding f the world and the extent individuals will go to for power. The Syrian Revolution also impacts me culturally due to me originating from the Middle East. It has demanded the attention of the social media and people all over the world. I believe It will become an Immense icon In modern history over the years to come and that It will also lead to a colossal change In current Syrian society and for the further generations. To conclude, the Syrian Revolution of 2011 Is of great significance to modern society and the future of modern history for the world as well as Syrian citizens.