Measuring actual performance Essay Example

Measuring actual performance Essay As can be seen from the above diagram, the control process is a three-step process that includes measuring actual performances, comparing actual performances against a standard and taking managerial action to correct deviations or inadequate standards (Robbins, Bergman, Stagg, 2006).  Measuring is the first step in the control process and in order to measure the actual performance, Ceylinco Consolidated managers need to acquire information. This can be achieve via personal observations (first hand knowledge and intensive coverage of work activities), statistical reports (effective for showing relationships), oral reports (faster way to get information and allows verbal and non-verbal feedback) and written reports (comprehensive, form and easy to file and retrieve). The second step in the process is comparing and it determines the degree of variation between actual performances and the standard. Any deviation from the acceptance range of variance becomes significant and demands managerial action to remedy it.  The final step in the control process is taking action. This means that the managers can choose to take no action, correct the actual performance or revise the standards. When correcting actual performances, managers can choose either immediate corrective action or basic corrective action. Immediate corrective action corrects problems at once to get performances back on track (Robbins, Bergman, Stagg, 2006) and basic corrective action looks at how and why performances have deviated and then proceeds to correct the source of the deviations (Robbins, Bergman, Stagg, 2006). We will write a custom essay sample on Measuring actual performance specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Measuring actual performance specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Measuring actual performance specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Application to the Ceylinco Consolidated Group  This control process is vital for Ceylinco Consolidated as it helps mangers to monitor performances and take corrective action while work is in progress. This is also known as concurrent control and it prevents problems and unethical issues and practices from exacerbating.  Managers will need to decide on efficient ways to measure whether their goals are being met. For example, they can conduct market research, customer, investor and employee satisfaction surveys, ethics audits, periodic ethical reviews of key personnel which ensure that integrity and commitment to the conglomerates ethical philosophy, in order that organisational members pursue ethical practices (Wood Rentschler, 2003). Then they must determine the range of variation that is acceptable to Ceylinco Consolidated and if there are any significant deviations, decide on what course of action to follow (if the managers find that the market research and surveys show no improvement in the perceptions of their stakeholders, they could either take basic or immediate corrective action to rectify the situation). Summary  In summary, Ceylinco Consolidated needs a more effective group approach to decision procedures in the boardroom and an enhanced collective involvement by internal stakeholders (employees) in the organizational decision-making process (Holloway Van Rhyn, 2005). The management functions of planning and controlling play a decisive role in restoring the conglomerates credibility and trust in the eyes of its stakeholders through the implementation of a strong code of ethics, new and effective control procedures. The management function of planning will assist managers is establishing the code of ethics and implementing goals and values to achieve them. Controlling using ethics audits, market surveys and periodical ethical reviews of key employees, screening of potential employees and replacing the current top management with carefully selected persons proven to follow a strong code of ethics will go a long way to improving the companys public image.Replace current management with leaders who have proven their ethical leadership. Replace the current board of directors with a new independent board (one that has no professional or personal ties with the company and its subsidiaries, either current or former) that focuses on monitoring the CEO, Chairman, overseeing the conglomerates strategy and monitors the companys control system, thus preventing further frauds from occurring.  Promote pre-hiring screening tests to ensure ethical practices.  Ã‚  Implementation of legislation like the Sarbannes-Oxley Act in July 2002 aimed at curtailing (misbehaving) senior managers of corporate entities (Holloway Van Rhyn, 2005). References Core Business . (n.d.). Retrieved May 15, 2009, from Ceylinco Consolidated: http://www.ceylincoconsolidated.com/core_business.html Eye, E. (2009, March 8 Volume 15, No. 35). Swindlers List. Retrieved May 15, 2009, from The Sunday Leader Online Edition: http://www.thesundayleader.lk/20090308/exposive.HTM Harrison, E. F. (1996, Volume 34 Issue 1). A Process Perspective On Strategic Decision Making. Management Decision , p. 46. Holloway, D. A., Van Rhyn, D. (2005, Volume 11). Effective Corporate Governance Reform and Organisational Pluralism: Reframing Culture, Leadership and Followership. Advances in Public Interest Accounting .

The Approximate Size of My Tumor Essay Example

The Approximate Size of My Tumor Essay Example The Approximate Size of My Tumor Essay The Approximate Size of My Tumor Essay TITLE OF ESSAY: An Analysis of the author’s use of reflection in â€Å"The Approximate Size of my Tumor† In the short story â€Å"The Approximate Size of my Tumor†, the author uses reflection to give the reader a greater insight into the relationship between Jimmy Many Horses and his wife, Norma. Showing that there are two sides to humor: Jimmy’s viewpoint that humor is used as a copy mechanism and Norma’s viewpoint that there is a time and place for humor and for being serious. Jimmy Many Horses retells the history of his relationship with his wife Norma, from their initial meeting at the Powwow Tavern through their marriage including grappling with alcohol addiction and Jimmy’s diagnosis of terminal cancer. After learning of Jimmy’s diagnosis of terminal cancer Norma leaves reacting to Jimmy’s constant use of humor, even in the face of death which angers Norma. The author uses reflection to give us insight on how Norma and Jimmy met, explaining that humor is a part of Jimmy’s character. Jimmy’s recollection of their relationship includes a classic Indian pickup line, â€Å"Listen†¦if I stole 1,000 horses, I’d give you 501 of them. † Jimmy’s cavalier humor about his diagnosis enrages Norma to the point she leaves him to go on the powwow circuit, ultimately ending up in Arlee, Montana, with a â€Å"second kind of cousin† before returning to be with Jimmy in his last days, citing â€Å"making fry bread and helping people die are two things Indians are good at. While in the hospital on his death bed, Jimmy continues to use humor as a coping mechanism. â€Å"Humor was an antiseptic that cleaned the deepest of personal wounds. † Even Jimmy’s description of his tumors is described as the approximate size and shape of a baseball-with faint stitch marks on it. The story tells how one person may use differing copying mechanisms to cope with their feelings, for Jimmy Many Horses, he uses humor which enables him in the beginning to deny the reality of his terminal diagnosis, resulting in his wife becoming so angered by him not taking this seriously that she leaves as another form of coping and requiring Jimmy to face that there is a time and place where humor is appropriate and when it isn’t. Humor destroys one part of Jimmy’s life while it aids him in coping with another.

Cengage Learning Essay Example for Free

Cengage Learning Essay After taking the survey regarding the climate of my organization, I gained interesting insight into my company’s position in the work/life area. The survey provided by the Work and Family Connection asked twenty questions, in which I enjoyed answering. 1. My manager/supervisor treats my work/life needs with sensitivity. Agree 2. It is usually easy for me to manage the demands of both work and home life. Agree 3. My career path at this company is limited because of the pressure of home life demands. Disagree 4. My job at this company keeps me from maintaining the quality of life I want. Disagree 5. My manager/supervisor is supportive when home life issues interfere with work. Disagree 6. My manager/supervisor focuses on results, rather than the time I am at my desk. Disagree 7. My manager/supervisor has a good understanding of flexible work hour practices. Agree 8. If I requested a flexible work arrangement, my manager/supervisor would support me. Agree 9. My manager/supervisor is often inflexible or insensitive about my personal needs. Disagree 10. I believe my manager treats me with respect. Agree 11. My manager allows me informal flexibility as long as I get the job done. My manager tends to treat us like children. Disagree 13. My manager seldom gives me praise or recognition for the work I do. Disagree 14. My manager seems to care about me as a person. Agree 15. I would recommend this company to others. Agree 16. The work I do is not all that important to this company’s success. Disagree 17. If I could find another job with better pay, I would leave this organization. Disagree 18. If I could find another job where I would be treated with respect, I would take it. Disagree 19. If I could find another job where I could have more flexibility, I would take it. Agree 20. I am totally committed to this company. Agree Since I scored seventeen, I am in the category that states that my organization is supportive and more flexible than most; however, there is room for me to grow (Snell & Bohlander, 2013). This scoring seems highly accurate to me. I do feel as though I have a very supportive and flexible place of employment; however, I feel that there is room for improvement. References Snell, S. , & Bohlander, G. (2013). Managing human resources. Mason, Ohio: South-Western Cengage Learning. Cengage Learning. (2016, Sep 26).

Analysis of Association Is Not Causation Research Paper

Analysis of Association Is Not Causation - Research Paper Example The prevailing theory, is one that maintains that alcohol â€Å"reduces inhibitions† (1), and that a compromised mental state leads to violent behavior. They are careful to point out that they are not challenging the reduction of inhibitions, but challenging that the theory that there is a necessary relationship between these mental states and violence, and they cite a broad cross-section of studies that maintain this. If there is a causal relationship between reduced inhibitions, and violence, then there ought to be consistency across all cultures. One of the first challenges they point to, is that there are documented differences of alcohol behavior that â€Å"varies greatly† across cultures(2), and thus there has to be something more than simply a â€Å"pharmacological† explanation. They argue that it is â€Å"expectancy† that explains these differences. ... Thus, the 'expectation' of drinking had more to do with drinking than the actual pharmacological effects. Given that there is no strictly biological causal relation between violence and alcohol consumption, they turn to explain how this view had come about within the scientific literature. One problem they note is the discrepancy between alcohol â€Å"blood levels† (3) and reported incidences of violence. Police reports with actual blood levels measured of intoxicated offenders, indicate that while over 50 % of individuals charged with domestic violence reported alcohol as the cause, less than 20 % of these were actually intoxicated as measured by the toxicity of their blood(3). Likewise, statistical analysis' shows too that while reporting of alcohol use in domestic violence instances, the actual use in terms of â€Å"immediately prior† to the incidence is significantly lower. They conclude that there are important discrepancies with the data when they are closely scru tinized. Finally, the authors examine some of the methodological limitations of many of the studies, and conclude with implicit recommendations for further research based on some of the limitations of the existing research. They point to problems mainly to do with equivocation. That is, problems of defining or distinguishing between the types of drugs used(4), what exactly is violence and abuse(4-5), and finally, the very nature of alcohol consumption – how much, and how frequently is alcohol consumed(6). They argue that these definitional problems are inconsistencies in current research. ANALYSIS: 1. What are the strengths of the article? : The main strength of the article is that they unequivocally demonstrate that the existing literature confused correlation or

Contemporary Strategic Management Essay Example | Topics and Well Written Essays - 4000 words

Contemporary Strategic Management - Essay Example The report will be divided into two segments. The first segments will cover the strategic analysis of the company and the second part of the study will cover the strategic choice and strategic implementation. The strategic analysis will be mainly carried out to find the current situation of the company and the strategies used by them to operate in the market place. In order to evaluate those strategies of Vodafone, several strategic frameworks will be utilized. The strategic frameworks which will be utilized in this study are SWOT framework, PESTEL analysis, and BCG matrix. Apart from that, to analyse the UK telecom industry, Porter’s five forces framework will be used. The tools will be directly applied on Vodafone to identify its current situation, performance and ability. Furthermore, the report will also suggest the alternative courses of action by which Vodafone can operate and market its products efficiently in the future. After that an alternative will be chosen and its selection will be justified. Finally, the process of implementing the strategy will be enlightened. SECTION I – STRATEGIC ANALYSIS Vodafone: A Brief Overview Vodafone group Plc. is a UK based multinational company involved in the business telecommunication products and services. The company was founded in the year 1991. However its history goes back to 1983, when it used to operate as Racial Telecom (Vodafone, 2012a). Previously, the company had its headquarters at Berkshire, however recently it moved to London, United Kingdom. The company has presence in places such as Asia Pacific, Middle East, Africa, Europe and USA. Some of the major products and services of the company are prepaid and post paid voice services, mobile data services, MMS and SMS services, handsets, land-lines and digital television among others. It employs around 70,000 employees around the world. According to the recent media publications, the company holds a mammoth base of 407 million subscribers aroun d the world. Vodafone in listed in the London Stock Exchange and has listing in NASDAQ. With the changing business environment and rapid technological growth, the expectation of customers has also increased. Hence in order to meet the needs of the customers, Vodafone periodically updates its product portfolio by launching new products. For example implementation of 3G is the latest addition. The competitors of the company are Tesco, Fresh, Sainsbury, Virgin, BT Mobile and One Tel among others. Situational Analysis Situation analysis is a method by which companies evaluate their internal and external environment. This helps in understanding the firm’s business environment, customers, capabilities and core competencies (Davis, 2008). In this context i.e. to understand and identify the business environment, capabilities and core competencies of Vodafone, several situation analysis tools will be used. To understand the industry porter’s five forces will be used and to gaug e the external business factors PESTEL analysis will be used. In addition, to get an in depth information about the internal environment of the organization, tools such as SWOT framework and BCG matrix will be used. SWOT

music and its effects on life :: essays research papers

The effects that music has on life are unimagineable. Music has been widely recommended as a technique to enhance the psychophysical state of participants in sport and exercise. However, there is scant scientific evidence to clarify its proposed benefits The purpose of this paper was to present the conceptual framework underlying the psychophysical effects of music, to discuss published findings since the review of Lucaccini and Kreit (1972), and to consider limitations in previous research. Certain generalizations about the effects of music emerge. First, it appears that synchronization of submaximal exercise with musical accompanimentresults in increased work output. Second, music apparently reduces the rate of perceived exertion during submaximal exercise. Third, music tends to enhance affective states at both medium and high levels of work intensity. However, the effect of asynchronous music in contributing to optimal arousal is unclear. Based on a review ofrelated literature, it was concluded that appropriately selected music can enhance enjoyment levels and adherence to physical activity.The psychophysical effects of music has become an area of increased interest amongst sports researchers during the last decade. Selected research has demonstrated that music has significant psychophysical benefits during physical activity (e.g., Boutcher & Trenske, 1990; Copeland & Franks, 1991; Lee, 1989). These studies have shown that li stening to music can produce ergogenic effects in terms of improved motor performance and increased aerobic endurance, and can also enhance the exercise experience. The proposed mechanisms through which music produces psychophysical benefits include lowered perceived effort, arousal control, improved affective states, and a synchronization effect. By contrast, however, other studies have shown that music has no psychophysical benefits (Patton, 1991; Schwartz, Fernhall, & Plowman, 1990). Studies which have examined the synchronization of movement with music have consistently shown an ergogenic effect (Anshel & Marisi, 1978; Michel & Wanner, 1973; Uppal & Datta, 1990). However, a greater number of studies which have examined the effects of asynchronous (background) music have produced equivocal findings in that some studies identified psychophysical effects (e.g., Boutcher & Trenske, 1990; Copeland & Franks, 1991), whereas other studies (e.g., Patton, 1991; Schwartz, Fernhall, & Plowman, 1990) showed no effects.

Dick Spencer Case Analysis Essay

Dick Spencer In this case Dick Spencer, a well-known employee of an aluminum producing company worked his way up the ranks from being a successful salesman to a plant manager. However through his transition of roles Dick experienced some pitfalls. In the following paragraphs I will discuss the main contributing factors to Dick’s success as a salesman and the issues he faced as a plant manager and provide informed alternative solutions. Dick knew the business well which played a vital role in his success as a salesman. Fresh out of college and with a Master’s degree in Business Administration attributed to his knowledge of the business world. According to Foster-Pedley (2013), individuals with a MBA apply their new expertise and fresh talents in their jobs and towards the advancement of the organization. â€Å"They use resources better, applying their imagination and creativity more effectively, and dare to transform and make progress† (Foster-Pedley, 2013, p. 13). Individuals who attained a MBA credit their promotion, field change or pay increase to the degree (Ainsworth, 1995). We’ve all heard the adage,† knowledge is power† and Dick certainly had the potential and prevailed as a salesman. Dick had the ability to sale and according to his coworkers he was personable which amplified his sales ability. Effectively communicating and connecting with customers is an important aspect of the buyer-seller relationship (Hung, Lin, 2013). Whether it’s on a personal level or professional level making that relation is the key. Through his easy to talk to personality, Dick built relationships and gained trust. Research indicates â€Å"higher levels of trust are expected to result in more positive attitudes, higher levels of cooperation and other forms of workplace behavior, and superior levels of performance† (Dirks, Ferrin, 2001). Additionally in order to sale a product you have to know your product. Product knowledge directly correlates with how customers will respond to your product (Sangtani, Murshed, 2013). Once you’ve established a connection with the customer you want to listen and understand your customer’s needs. Having product knowledge is important so you can identify what your product(s) can do to serve your customer’s needs. According to Feiertag (2006), â€Å"It is just not enough to simply mention the feature; it needs to be presented as a value to the prospective buyer.† Successful individuals working in sales are enthusiastic and highly motived about  se lling their product (Stevenson, 2004). Dick was able to signed several large contracts by applying these fundamental sales skills. Dick was confident in his abilities to get the job done. Shortly after being employed Dick secured a single, large contract deal, placing him high on the sales leader board. Dick was confident in his abilities and took pride in getting the job done. It’s important to have confidence at work to professionally grow and advance your career. Dick’s confidence as a salesman later helped him get a management position. Dick enjoyed being a salesman and was pretty good at it. The study performed by Gyllensten and Palmer (2014), found participates were happier on the job and outside of work when their confidence levels increased. They also reported improvements in employees completing their work duties and a willingness to make decisions (Gyllensten and Palmer, 2014). Again we can also give credit to Dick’s MBA degree as providing self-assurance in his job performance abilities (Simpson, 2005). Confidence gives you the courage to do things you normally wouldn’t feel comfortable doing. In sales there are plenty of circumstances where the ordinary sales pitch just won’t seal the deal. Dick was also very committed to the job which reflected in his sales volume. In a review of the research on organization commitment and job performance, researchers identified there is a direct correlation in commitment to the job and achieving favorable results (Myer, Paunonen, Gellatly, Goffin, Jackson, 1989). Consistent with this prospective, Shore and M artin (1989) found that â€Å"better performance was shown by employees with higher commitments.† Dick was so committed to the job that it cost him his first marriage. He was serious about reaching his sales goals and each of these factors previously described played a part in his success as a salesman. However after a few years as a salesman, Dick wasn’t getting the satisfaction from the job as he had in the past. Therefore he requested a transfer out of the sales department and into a management role. Dick was named plant manager at Modrow. He came in at a hectic time when a lot of changes were being implemented. In his efforts to familiarize himself with the daily operations, Dick first struggle as a manager was micro-managing. He had his hand in everything possible which made his employees feel very un-easy. According to Dr. White, Dick possessed many symptoms of a Micromanager. For example, Dick interest in cutting costs required the expert knowledge of the accounting group. Knowing that  accounting wasn’t his strongest subject he still spent numerous hours burying himself in details that he just could not understand. Micromanagers don’t allow any decisions be made with their approval (White, 2010). Dick had also taken on too many tasks at once making it almost impossible for any of them to be implemented successfully. Being the micromanager that he was, Dick didn’t delegate tasks very well, another symptom of a micromanager (White, 2010). Another example of Dick’s micromanaging is when he insisted on changing the disposal process of scraps. When discussing this change with his foremen, Dick didn’t listen to the foreman’s thoughts as to why the change wouldn’t work. Micromanagers tend to have the mentality; it’s my way or the highway. Traditional micromanagers will completely disregard new concepts offered by their subordinates (Weyand, 1996). Work-related stress affected Dick’s job performance. It also was creating issues with his family as they felt abandoned while he spent countless hours at the office. Through trying to prove himself to leadership and to his new employees, Dick lost focus on other important matters. His management position required him to take on more responsibilities which demanded more of his time. â€Å"In order for supervisors and managers to excel and be a dynamic force in organizational life, job stress must be harnessed† (Stanley, 2014). As Dick noticed processes that needed to be changed he was unsuccessful in communicating those changes. As a manager being able to successfully communication is essential. Communication failure could potentially become a serious problem in an organization. Information is lost causing confusion reducing productivity and increases costs. In an article published by Jost (2006), he discusses several situations where failure to communicate resulted in some hefty financial costs to many companies. Dick was so focused on cutting costs that he forgot to look at the big picture. If he had effectively communicated his interest to cut costs with his supervisors and foreman, he could have potentially found a solution. Additionally, his relationships with his employees weren’t the best, which is another consequence of ineffective communication (Tunk, 2014). Now I’d like to focus on the following recommendations that could resolve Dick’s  micro-managing style, work-related s tress, and ineffective communication. To address Dick’s micro-managing style, he needs to be flexible in how the job gets done. Dick can delegate tasks that can be handled without his supervision and give them ample time to complete each task. He can do this by building trust, empowering his employees to be a part of the decision making process (White, 2010). Making rounds within the plant had a negative impact on employees. They were worried about what he was up to and why he kept coming around. There was a lack of trust. His presence caused everyone to be less productive in their jobs. The second recommendation is time management to address Dick’s work-related stress. It’s important for Dick to find a balance between work and family for the sake of his marriage and kids but also for his well-being. If Dick continues operating this way it could potentially lead to some serious health problems (Heikkia et al., 2013). To help him find this balance he needs to reevaluate what’s most important to him. Review his job duties that need to be completed and prioritize them. Identify the tasks that can be done by someone else and delegate those tasks (McDonald & Hucheson, 1998). Dick should also try to engage in outside activity that requires his complete attention. Research supports â€Å"that a psychological detachment from work effectively mitigates some of the negative effects of work-family conflict† (Moreno et al., 2009). My last recommendation is improving his communication skills. Dick was not successful in trying to implement a change in the process to discard scrap siding. The keys to effective communication is listening and learning. Effective communication improves work performance and productivity within the business. It also builds trust and creates transparency which is something Dick is currently lacking within the Modrow plant. Communication promotes collaborative work where everyone has an opportunity to share information (Tunk, 2014). If Dick were to implement these few changes I believe he would start reaping the benefits of his management role and overall increase morale at the plant. References Ainsworth, M., & Morley, C. (1995). The Value of Management Education: Views of Graduates on the Benefits of Doing a MBA. Higher Education, 30(2), 175-87. Dirks, K. T., & Ferrin, D. L. (2001). The Role of Trust in Organizational Settings. Organization Science, (4), 450. doi:10.2307/3085982. Feiertag, H. (2006). Product knowledge is key to improving group sales. Hotel & Motel Management, 221(8), 10. Foster-Pedley, J. (2013). Older and maybe just a little bit wiser.. Finweek, 12-13. Gyllensten, K., & Palmer, S. (2014). Increased employee confidence: A benefit of coaching. Coaching Psychologist, 10(1), 36-39. Heikkilà ¤, K., Fransson, E. I., Nyberg, S. T., Zins, M., Westerlund, H., Westerholm, P., & †¦ Kivimà ¤ki, M. (2013). Job strain and health-related lifestyle: Findings from an individual-participant meta-analysis of 118,000 working adults. American Journal Of Public Health, 103(11), 2090-2097. Hung, K., & Lin, C. (2013). More communication is not always better? The interplay between effective communication and interpersonal conflict in influencing satisfaction. Industrial Marketing Management, 42(8), 1223-1232. doi:10.1016/j.indmarman.2013.05.002. Jost, A. C. (2006). What We’ve Got Here Is†¦ FAILURE to Communicate. (cover story). Journal Of The Quality Assurance Institute, 20(4), 2-5. McDonald, B. D., & Hutcheson, D. (1998). Balancing work, family, work, self and work hurts employees. Business Press, 10(48), 29. Meyer, J. P., Paunonen, S. V., Gellatly, I. R., Goffin, R. D., & Jackson, D. N. (1989). Organizational Commitment and Job Performance: It’s the Nature of the Commitment That Counts. Journal Of Applied Psychology, 74(1), 152. Moreno-Jimà ©nez, B., Mayo, M., Sanz-Vergel, A., Geurts, S., Rodrà ­guez-Muà ±oz, A., & Garrosa, E. (2009). Effects of work-family conflict on employees’ well-being: The moderating role of recovery strategies. Journal Of Occupational Health Psychology, 14(4), 427-440. doi:10.1037/a0016739. Shore, L. M., & Martin, H. J. (1989). Job satisfaction and organizational commitment in relation to work performance and turnover intentions. Human Relations, 42(7), 625. Simpson, R., Sturges, J., Woods, A., & Altman, Y. (2005). Gender, Age, and the MBA: An Analysis of Extrinsic and Intrinsic Career Benefits. Journal of Management Education, 29(2), 218-247. Stanley, T. L. (2014). stress management for high achievers. Supervision, 75(5), 17. Stevenson, B. (2004). 4 Reasons Why Sales Fail. NZ Marketing Magazine, 23(1), 32-33. Tuck, P. (2014). A failure to communicate. Training Journal, 43-47. Weyand, J. (1996). Micromanagement: Outmoded or alive and well?. Management Review, 85(11), 62. White Jr., R. D. (2010). The Micromanagement Disease: Symptoms, Diagnosis, and Cure. Public Personnel Management, 39(1), 71-76.