People at Work Essay Example for Free

People at Work Essay There are many styles of management that produces different kinds of results. If not done right, it would either be too much or too little, bringing out effects such as being less creative, however efficient or being more creative but less efficient. Wanting to bring out the best of our employees, innovation in management tends to analyze workforce who are also more adept to technical innovations and easy practical solutions. In a generation with ever changing attitudes who are attuned to the trends of society, it is also a must that old management styles are being updated and innovated. Philips Cooke (2006) described innovation in its simplest form as the transformation of new creative ideas into new goods and services. It is not only focused on products and new technological gadgets, innovation are also most effective when applied to management. With innovative management applied in a company, results can be seen in effectiveness, production, excellence, spirited positioning, and market share. This is why, in management innovation, Emotional Intelligence or Emotional Quotient (EQ) has now become a very critical factor in the workplace and top management today because more than just smart heads and high IQ people, companies and businesses today takes more than just desks, ledgers, machines and materials to make a business work. More than anything else, businesses need people. People are needed to make a company grow, people who are working together, not necessarily on the same department or in the same building, but people pulling together so that the organization operates efficiently and can continue running the business. But sometimes, people are being funny or uncooperative. They do not pull or group together, and sometimes fail to manage their full share of load. Thus, the question now is, how will we know that our managers possessed the ability of being a leader? Does he know how to properly handle people? Does he know how to develop new ideas and implement it effectively? How will we know in the first place that we have the manager we are looking for, or how can we develop such? Literature Review Globalization had brought out a steep competition for the market of goods and services everyday and it is management innovation that brings forth key factors for company’s future survival. (Cooke. P, 2006) According to Kira Fabrizio (2006), the world is currently entirely driven by technology. Additionally business existence routines are transforming rapidly. All the same, proper innovation management skills will always guarantee future survival of any given organization for a company or a firm cannot operate smoothly if not managed properly. Due to tough competition, companies always aim to satisfy customers by producing quality products and services. Chesbrough (2006), Simcoe. T, (2006) and Allen, L. D. Evans. (1997) argued that for an innovation to be a success, correct discharge of the creative ideas already born is critical in any organization. As a matter of fact the creativity emanating from an employee and/or from a team of employees forms the basis for innovation. A successful innovation can not be attained by the Production of creative ideas alone but by correct implementation of those creative ideas to bring about new or improved product and/or service within the organization. For creative ideas to be generated there must be a room to try out the ideas emanating from the creative employees. This is usually achieved in a loose and flexible environment. Innovative work does not well with rules used for routine handling of an organization however these rules are supported by theory and practice. The efficiency of day to day within an organization requires stable routine (Sunbo F. Gallouj, 2000). This is usually achieved in a stable controlled environment. The trick is to have a management that balances the factors that allow creativity while at the same time promoting effective operations of the organization (Utterback, M. 1994). Innovation normally occurs through a management system that allows for combination of many diverse players within any particular organization. (West, J, 2006). The player may include among others managers, supervisors, technicians, employees, and consultants. Research on social networks involved in the development of innovation process points out that successful innovation normally occurs near or at the primary interface of an organization and manufacturer. With these, O’Connor (2006) said that innovation process requires the inputs of all personnel of a particular company that is from the top executives to subordinate staffs. It may also require the expertise of a consultant who is normally outsourced. Existing Management Innovations Innovative approaches are assessed based on its impact upon its profitability. Through implementing strategic management approaches in ones company, the need for customer satisfaction will be met, not only locally but world wide. Currently, there are many innovative approaches to management, which needs top management support to be implemented properly. The new ISO 9000:2000 standards promote the adoption of a process approach when devising, implementing and improving a quality management system (QMS). PCL Petts Consulting Ltd) This model of a quality management system approach acknowledge the facts that quality results are achieved by producing a company manual, complete with work procedures and work instructions, proper recording and keeping of quality records and tracking of inputs and outputs. The HACCP (Hazard Analysis of Critical Control Points) System is a systematic approach to the identification, assessment of risk and severity, and control of biological, chemical and physical hazards associated with a particular food production process or practice. When speaking of HACCP, it is always associated with food safety. By using and by being certified with this system, the customers of the company are always assured of the safe processing of food. CSR (Corporate Social Responsibility) is about how companies manage the business processes to produce an overall positive impact on society. (Baker, 2006) It is the balance between the companies performance in terms of products and services to satisfy its market, on how the company manage ,treats and train its workers, on how the company shows its concern to its environment and on how it shows concern to the surrounding community. Low Morale due to Ineffective Management These are few of management innovations that are putting a company ahead of others. Today, companies encountered dilemmas such that too much management which ceased to innovate, thus, bringing out to little or no impact or improvements to a company at all. The problem here is that, businesses need more efficient people, have an environment to let innovative people flourish, however, it wont be effective if management does not have the skills and abilities to develop new ideas effectively. Thus, the question now is, how will we know that our managers possessed the ability of being a leader? Does he know how to properly handle people? Does he know how to develop new ideas and implement it effectively? How will we know in the first place that we have the manager we are looking for, or how can we develop such? The management should be flexible enough to absorb the views of all stakeholders. Management is not always willing to accept new ideas. Most managers always want to remain in a comfortable zone. Too much management, which is commonly found in large organization, should understand innovative people. Modern executives’ definition of efficiency is operating business which can supply their customers with better products or services at lowered cost. Modern executives are forever asking questions which is more concerned in productivity and efficiency rather than employees self regard and self esteem. â€Å"How are we doing? †, â€Å"Is production going up? †, â€Å"Sales up? †, â€Å"Costs going down? † are just few of executives questions about efficiency clearly showing the classic ways of hierarchal management systems. This results to low self-esteem which has a very strong relationship with morale. The loss of self-confidence or a feeling of discouragement may also be caused by frustration, which in turn causes mental efficiency and creativity to be lowered. This situation was experienced by Oracle. Ashby and Miles (2002) cited Oracle who was facing crisis in June 1992. Its culture â€Å"win at any cost, the end always justify the means† caused low morale and its effects on day-to-day operations was out of control since employees no longer pay attention to rules either internally or with customers. Applying EQ for Effective Management Innovations Change of management structure especially for large businesses to accommodate innovation is very critical for an organization to remain competitive (Tidd, J et al 1997). The management system in place should be flexible enough to create room for creative ideas. The management should easily adapt to changes brought about by trends in technologies and human issues. The organization needs to be loose and flexible enough to allow room for creative new ideas. A tight management system hinders creativity. Management should also motivate employees by rewarding not only success but also failure. This is because you cannot produce good ideas without bad ones (Maguire, 1994). Further for innovation to be successful there is a need for key personnel who are primarily concerned with the development of new product or services. The complexity of the procedures and levels involved in the production of a new product can impact negatively on the success of an innovation. (Fabrizio. K, 2006) For the success of an innovation the key is to delegate a few personnel on that activity, as too many people are less innovative compared to a few people. The virtuous circle can also impact negatively on the development of an innovation. It follows the following steps such as organization reputation for innovation, attraction of creative people, organizational need for creativity and innovation, development of innovation product, willingness within the organization to accept new ideas, motivation of people within organization to reduce frustration, high morale and protection of creative people (Henry et al: 1991). This means that if one the above listed steps is missed then innovation would not be established. So if we ask, why is there a need to apply Emotional Intelligence (EQ) in management innovations? This is because Emotional Intelligence (EQ) is now more important and useful especially in businesses. It tends to analyze and identify why people do what they do, think as they do and think as they do; with their abilities, motives, disappointments, ambitions, queer streaks. The successful business person is almost always efficiency minded through and through whether he is the boss or not. He keeps a close eye on the efficiency, and the personal efficiency of those working with him. According to Herrera (2006) IQ is quickly losing ground to EQ when it comes to predicting success. Moreover, supervisors and executives are generally rated on still more EQ qualities such as winning cooperation, handling people, suitable use of language and accepting suggestions and criticisms. This proves that the higher the position you can attain the higher EQ qualities, tests and evaluation that you have passed. An employee with more promotional possibilities shows high EQ for higher executives take on more social responsibilities at each step on the way up. According to Bradberry, T. Greaves, J. (2005a), 16 hours of work can make a person feel 465 emotions in a day with (2005b) 90% top performers tested to have high EQ and only 20% high EQ individuals being rated as low performers. Rather than IQ, companies and corporations now opt for high EQ individuals to work for them. This is because, high EQ employees are more productive, and have great job performance and good leaders. High EQ employees and leaders are worker-centered which had higher producing work groups. And as we all know, companies aims for high productions at low cost and less turnovers. Conclusion Management systems have a significant effect on the innovation process. A tight management system normally hinders creativity because it does not allow employees to express and generate innovative ideas. All the same for small organizations suppressed management approaches can increase abilities to innovate through less formal management structures facilitating rapid decision-making, which is facilitated by having to communicate the changes to members of the organization. For innovation process to be a success there should be a â€Å"slack† element in the management Structure. To balance between effective running of an organization and creativity the management should know what is best for routine work and what is best for innovative work. And with this, management innovation and creativity is best improved by applying EQ tools. Today, EQ ratings are almost always taken with high importance in a company. During a companys periodic reviews of individual efficiency, the boss, supervisor or head of the company watch work ways and attitudes of employees. According to Laird and Laird (1979) employees are rated according to desirable qualities or social characteristics such as cooperation, communication and appearance. This shows that individual efficiency is not based on high IQ but rather based on the qualities of high EQ. Production is also influenced by the friendly interaction of members of a work group. An employee’s level of EQ is tied in with friendliness because it shapes its interaction of people towards each other. High EQ of employees encourage warm and friendly atmosphere in the work place. On the other hand, employees with low EQ will be cold and aloof towards its co-workers. This will hinder the productivity of a worker with low EQ and increase the rate of absenteeism, thus, absenteeism is an outcome of an employee with low EQ. With this, managers will think that unnecessary absence from work shows irresponsibility. The human emotions shape the interactions of people to each other. With the types of people in one company, considering warm or friendly and cold or aloof, those employees with high EQ will stand out and be more productive than the others.

Free Macbeth Essays: The Murder of King Duncan :: Macbeth essays

The Murder of King Duncan in Macbeth  Ã‚      Many factors were involved in Macbeth's decision to kill King Duncan. He had pressure from his wife, he had an idea in his head, given to him by the three witches, and he was extremely ambitious. All of these factors contributed to his demise in the end and his decision to murder his king.    This whole situation comes about because of three witches who wanted to cause trouble for Macbeth. They knew all along what would happen to him in the end. Macbeth is ambitious and the witches played upon that by promising Macbeth great things, such as becoming the king of Scotland, and Thane of Cawdor. Immediately after he talks with the witches, he is by chance entitled, Thane of Cawdor. Macbeth now believes in the witches’ words and honestly believes that the crown of Scotland will fall upon him by natural means. This idea goes awry when Duncan names Malcom his heir. Macbeth then, still believing in the witches, goes on with his plan to murder Duncan.    Lady Macbeth is a very loving wife to Macbeth and she wants to do anything she can for him to achieve his goals. She just takes it a little too far, and she puts too much pressure on Macbeth to commit crimes that he is not sure he wants to do. After Macbeth sends her a letter about the witches’ premonitions, Lady Macbeth is no longer the sweet innocent lady we expect her to be. She turns into a person who is just as ambitious as her husband and she wants to do whatever it takes to help him get Duncan out of the way. She even goes to the point of calling Macbeth a coward, and mocking his bravery when he fails to complete the job. She is even willing to do it herself (plant the bloody knife with the guard). Lady Macbeth is constantly putting the pressure on Macbeth to do things that he is not sure about. She almost turns into a bully who dares Macbeth to go out and do evil things. She even says in a soliloquy that she wants to be released of all her morals and values so that she can help him commit these crimes.    Finally, we have to look at the tragic flaw of the hero himself.

Porters Forces Cruise Industry Essay

Porter’s Six Forces I. Threat of New Entrants: Low * Barriers to entry: High * High Capital Requirements: The capital required to start up a cruise line is one of the key factors contributing to this industry’s high barriers to entry. With the average cost of building a cruise ship rising, the amount of capital needed to start up a cruise line is estimated at one billion dollars. Therefore discouraging any new entrants into the industry. * High Brand Equity: A cruise line’s brand awareness and reputation are significant factors to the industry’s high barriers to entry. Cruising is a risk-averse activity, which influences consumers to trust and purchase from established cruise lines. That being said it would be difficult for any new entrants with low brand equity to successfully compete with this oligopolistic industry. (Dowling, 2010) * High Economies of Scale: The cruise line industry has a major cost advantage over any new rival based on two types of economies of scale. These cost savings contribute positively to the liners profitability. * Economies of Destiny: These â€Å"mega-ships† are built with a large number of cabins and lower berths aiding in the spread of substantial fixed costs over many passengers. Therefore, resulting in lower unit costs and making the product much more appealing and affordable to more parts of the population by achieving a break-even point at lower prices. Cruise liners also have a strong incentive to reach high utilization ratios in order to achieve such economics, which result to such discounting. (Dowling, 2010) * Economies of Fleet Size: This is where fixed costs that require a substantial financial capital such as research, design, construction, training, sales, administration, marketing and advertising are spread over a large number of ships. (Dowling, 2010) II. Rivalry Among Existing Firms: High * High Concentration Ratio: The cruise line market is characterized by high concentration, as there are a few but strong market players that make up 90% of market share. The two leading players, Carnival and Royal  Caribbean, account for 75% of the market with each owning a portfolio of lines catering to a specific market. A high concentration ratio allows existing firms to work together in the market and reduces the likelihood of intense price competition between the leading players. This allows them to achieve mass-market penetration. (Cruise Watch) * High rate of industry growth: The cruise industry has had a steady growth over the last five years with a 7.8% increase. The growth increase and high concentration intensify the competition among the leading players to seek ways of gaining a competitive advantage. â€Å"New ships, global destinations, itineraries, and innovative shipboard facilities have driven constant growth in cruise passengers. â€Å" (CLIA) * High competitor diversity: Cruising is characterized by high heterogeneity and this offers the chance for diversification both vertically (quality) and horizontally (variety). (Dowling, 2010) Because of this there is an intensive and ongoing commitment to provide a superior product by offering distinct services, activities, and appealing itineraries that reflect the interests of today’s traveler. Therefore, although the market is oligopolistic which keep competitive pricing low, competitors must make there cruise the most appealing to gain a competitive advantage. * High exit barriers: Cruise companies have high exit barriers due to the difficulty the company may have selling their assets. Cruise lines require large capital requirements that strap the company from leaving the industry and face difficulty when trying to find any potential buyers. III. Threat of substitutes: Medium * Types of available substitutes: In the leisure-industry substitutes includes resorts, theme parks, traveling by air or land, and various other vacation destinations. Research shows that in 2011 only 3% of Americans have vacationed on a cruise, leaving a vast percentage of the population choosing alternative vacations. * Distinctiveness of cruise experience: Cruising is perceived as a more expensive vacation alternative compared to land-based trips, however there is a strong belief among consumers that cruising offers high value for the price consumers pay. Cruising is looked at a full package by offering bundles of travel packages including airfare, dining, itineraries, resort stay, and multiple other amenities. Therefore, a cruise  offers a distinctive type of experience that most consumers would choose over various other traveling substitutes. (UCLIA) IV. Bargaining power of buyers: Medium * Travel agencies: Travel agencies have strong relationships with the cruise industry as they book around two thirds of their cruise. Although this percentage is declining due to the growth of consumer knowledge and technology the percentage of cruisers using travel agents is relatively strong. (UCLIA) * Low price sensitivity: As cruising may be categorized as a luxurious leisure-activity, its target market on average have high annual income of $82,000 – $97,000 with the average age of a cruiser being in their late forty’s. Therefore, they are not as sensitive to pricing, as the price of a cruise vacation is relatively low to the average income of the target market. * Peak seasons: During peak seasons when demand exceeds capacity buyers have lower bargaining power as opposed to when ships offer last minute discounts in order to avoid any empty berths. Therefore making the bargaining power of the buyer medium as competition is relatively high during these seasons, and extreme discounts are offered when demand decreases. * Low threat of backward integration: The huge amounts of capital required to purchase a cruise ship along with the various amenities included make it extremely difficult for any consumers to provide themselves with the cruising experience. Therefore, lowering the bargaining power of the buyer. V. Bargaining power of suppliers: Medium * Fuel and Ships: The bargaining powers of fuel and ship suppliers are relatively high. An increase in the price of fuel not affect the fuel cost of the ship but will cause an increase in the ticket price in order to make up for increased cost. As there are a limited amount of ship building lots and ship builders cruise lines must accept the number given to them. If they do decide to switch builders switching costs are very high because the ship builder owns the design of the ship he builds and therefore the company must raise a large amount of capital in order to go back to the drawing board. * Food and other suppliers: However on the other end most all other suppliers in the hospitality leisure-industry have low buying power. This is because there are many different substitutes available and multiple  suppliers to choose from ranging from food, drink, and alcohol to many others. This makes the bargaining power of suppliers on the other end very low. VI. Relative power of the stakeholders/ Complimentors : High * Rapid Growth: The rapid growth in the cruise industry has resulted in spiked environmental stress and awareness. The cruising destinations offered are frequently those in threatened environments such as the Mediterranean and Caribbean. There are many ways cruise lines can team up with other stakeholders in order to reduce the environmental impact of this growing market. They can work together with local governments and communities to develop management plans for sustainable growth, create standards, and increase their passenger and crew awareness of environmental issues. Companies may also directly contribute to sustainability by investing in local community projects and organizing on-board fundraising. (Mittermeier) * Governments: â€Å"Governments are responsible for enacting policies that protect natural and cultural resources, and providing a supportive enabling environment, for example, by offering financial or business incentives to cruise lines and local businesses for responsible management and operational practices.† (Mittermeier) Therefore, companies must maintain a positive and trusting relationship between governments and other stakeholders in protecting the environment. This will ensure the passengers on board will enjoy a safe vacation and the destinations remain healthy and attractive to the passengers who will visit in the future. Work Cited: Cruise market watch . (n.d.). Retrieved from http://www.cruisemarketwatch.com/market-share/ CLIA. (n.d.). Profile of the u.s. cruise industry. Retrieved from http://cruising.org/pressroom-research/cruise-industry-source-book/profile-us-cruise-industry Cruise lines international association, inc.. (2012, February). Retrieved from http://www.cruising.org/sites/default/files/pressroom/2012CruiseIndustryUpdat eFinal.pdf Dowling, R. K. (2010). Cruise ship tourism. CABI. Mittermeier, R. (n.d.). Sustainable stewardship. Retrieved from http://www.worldcruiseindustryreview.com/feature_articles/WCR017/Sustainable.pdf Rodrigue, J., & Notteboom, T. (1998). The geography of transport systems. Routledge. Retrieved from http://people.hofstra.edu/geotrans/eng/ch7en/appl7en/ch7a4en.html Wheelen, T. L., & Hunger, J. D. (2012). Strategic management and business policy. (13 ed., pp. 159-161). New Jersey: Pearson.

Rhetorical Strategies America s Teen Anxiety Epidemic

Rhetorical Strategies in Cunnion’s â€Å"America’s Teen Anxiety Epidemic is Heartbreaking. Parents, Here’s The Incredible Think You Might Do Now† Does the anxiety of children rely heavily on that of their parents? One author, Jeannie Cunnion, wrote â€Å"America’s teen anxiety epidemic is heartbreaking. Parents, here’s the incredible thing you might do now,† published in 2017 in Foxnews argues that the anxiety that parents have gets projected onto their children which is the reason for kids high anxiety. Cunnion builds the integrity of her argument by using personal facts, reputable sources, and a vast array of emotional appeals; however, at the end of the argument, the emotional appeal used weakens Cunnion argument to a portion of her audience.†¦show more content†¦Yet, while Cunnion tries to promise a good appeal to ethos, her logos appeal lacks in its approach to actually providing more statistics and facts. She points out that â€Å"The primary message our kids receive is that they’d better be the best at everything, and this leaves them afraid to reveal their inadequacies and insecuri ties—and hiding behind the best version of themselves† (Cunnion). There is no sound evidence provided to support this claim, yet the reader is left to assume that kids are left feeling inadequate due to having to be the best at everything. There are an abundance of sentences like that throughout the article that makes claims with no support. Even the layout of the article can get a bit choppy while reading. Paragraphs jump back and forth from it’s the parents fault; to kids trying to figure out if â€Å"is who I am enough?† (Cunnion) back to it being the parents fault and then low and behold the ending has to do with the Word of God. Though, what Cunnion is lacking in logos, she makes up for in pathos, or emotional appeal, throughout the beginning and mid-section of her article. Towards the beginning of the article Cunnion uses a lot of powerful phrases that are intended to latch on to the heart strings of parents and create a desire and want to take action. In a specific piece of the article, she states â€Å"If you’re reading this article as a mom, I imagine it breaks your heart like it breaks mineShow MoreRelatedDeveloping Management Skills404131 Words   |  1617 Pagescourses in Principles of Management, Human Resources, Strategy, and Organizational Behavior that helps you actively study and prepare material for class. Chapter-by-chapter activities, including built-in pretests and posttests, focus on what you need to learn and to review in order to succeed. Visit www.mymanagementlab.com to learn more. DEVELOPING MANAGEMENT SKILLS EIGHTH EDITION David A. Whetten BRIGHAM YOUNG UNIVERSITY Kim S. Cameron UNIVERSITY OF MICHIGAN Prentice Hall Boston