Friday, October 11, 2019
Motivations and Emotions VS Formal and Informal Power
Virtually all of our reading (Chapters 6, 7, and 8) has either a formal or informal power theme associated with them because in essence power is: intangible. Popular perspective is that power is considered a personal characteristic. Frequently people refer to power as the means to how one person exhibits domination or influence over another individual. In an organization, power is purely a structural characteristic required to mass control or procedurally influence the actions of the various employees or processes. It is vital to my analysis to reflect upon the motivations and emotions of the collective mind-frame and how informal and formal power in organization manipulates these psychological aspects in order to accomplish a goal.This comparative research paper shall initially focus on the conceptual understanding of power at an organizational level. When referring to an organization, people see organizations as bureaucratic entities created to fulfill a function using a variety of tools, hierarchical leadership, team ownership, process completion styles, and institutionalized rules or procedures. As organizations are often large and complex structures with large employee counts it is vital that a hierarchy be in place to organize tasks and indicate which employee needs to be assigned to which project.As a hierarchy is a formal process there are individuals aligned to various positions in the leadership chain. Power along this chain typically transfers downwards in order to assure that orders are carried out as requested. This authority along the vertical chain is accepted by people through an organization. Employees accept that top executives and project managers have the legitimate right to make key decisions required for a projects completion. Employees also accept that goals must be set by leadership in order to provide direction and procedures which everyone can follow and comprehend.This directing of activities enables workers to see that power througho ut the organizational structure helps control the decision making process itself. In addition, it clearly allows for ownership and helps manager become accountable for projects or processes. As orders can be accepted or denied in an organization there is always an underlying emotion associated with the actual outcome. In addition, as some tasks or processes are considered more important then others there is also a certain amount of access to greater tools or resources granted to individuals assigned to those organizational contributions. These individuals are usually considered Subject Matter Experts (SMEs) and are crucial to the continued prosperity or success of a division, department, or process flow.Rationally and politically, organizations must focus on enhancing people relationships in order to obtain a desired level of success in projects. Formally an organization wields power by striving to pool individual strengths to produce a result. Logically, organizations need to be co nsidered a centralized power which lays out procedures, rules, and the foundation for which it upholds its mission, value system, and produces a product (whether it be physical or intellectual).Informally, an organization seeks to empower workers so they can participate in decision making roles. In general, an organization prefers to have satisfied employees versus disgruntled ones. In pursuit of this goal, organizations have taken to comprehending what motivates the every-day employee. Organizations have bestowed upon their management the responsibility of determining on an individual employee level the wants and needs of an employee which can motivate the employee. As there are many process theories associated with this motivation we shall be focusing on several aspects of this emotional and psychological requirements.Based upon Boons and Kurtz, the Motivation Theory can be categorized under 2 distinct approaches. The first approach is a holistic evaluation of factors within a per son’s personality or psychology which reinforces appropriate behavior or stops inappropriate behavior. The second approach focuses on how, why, and what the actual behavior itself needs to be sustained or stopped. The second approach is consisted more analytical then the first.Within the first approach lie’s Maslow’s 5 level need hierarchy, Alderder’s 3 level ERG Theory and Hierarchy, and Herzberg’s two factor theory known as hygiene and motivators. Included in the second approach is Vroom’s VIE Expectancy as a theory of personal choice, Adam’s Equity Theory which correlates individual choice as they compare work practices/environments, and the goal-setting theory that emphasizes that conscious goals and intentions are considered the detriments of behavior; though I will include only a few of these theories in this paper.These two approaches informally play on motivating and emotional factors. In Maslow’s hierarchy of needs , psychologists have established that motivated individuals are more likely to exhibit consistent satisfactory performance. Based upon this hierarchy the first rang of the hierarchy is the importance of the basic and psychological needs such as food, shelter, exercise, social interaction, and sleep. Psychologists have determined that it is human desire to have these basic needs fulfilled in order to be motivated to do a good job.These fulfillment needs are not true motivators though but necessities. Following this satisfaction, an employee needs to feel secure and protected from economic insecurities and protected from harm, violence, and disease exposure which enables them to be self-motivated and willing to accept self-management as the basic necessity is cared for. For instance, organizations must play a key role in securing dangerous materials which can potentially harm an employee. Often security and safety in the workforce goes hand-in hand and is considered a formal power tha t organization uses to control decisions. In terms of security, the most common ‘security’ is job security. If a project is nearing completion there is a level of apprehension from workers about their continued role in the company.Following this fulfilled need, is the comfort zone of social needs or requirements. These needs are vital in the informal organization as they include belonging, approval, and group membership. For instance, it is not uncommon for individuals who have been promoted to be concerned about ‘fitting-in’ with employees who were once on their own functional level. Thus, project managers should always build upon the team spirit and any opportunity for social activities to reinforce unity and emotional ties to the organization. Organizations sometimes become lost in the hierarchy of decision-making and must consider the emotional welfare of their employees.The last two needs based upon the Maslow’s hierarchy are esteem and self-act ualization, and these two needs differ based upon personality types as well. In the capacity of these two needs, recognition and self-confidence are important to any professional whose role requires creation of a project or product. Self-actualization is acquired when employees are performing projects which interest, intrigue, or challenge their skill-set.Managers can informally motivate by using self-actualization and esteem techniques to provide employees with opportunities for career growth, chance for promotion or raises, recognition in the team for well-done work, job security, plenty of open communication, opportunity for growth in technical expertise, challenging projects, and proper management control measures. This informal power wielded by managers incites employees to continue to produce good work while been stimulated by a good work environment.Similarly, Alderfer’s ERG theory contains a set of 3 needs: Existence, Relatedness, and Growth. Based upon this theory th e existence needs are Maslow’s first and second needs combined, the relatedness is Maslow’s third and fourth needs, and growth is Maslow’s fourth and fifth levels. Unlike Maslow who believed that each hierarchy skipped leads to more motivation, Alderfer insisted that each of these needs must be fulfilled at the organizational level and focusing on simply one need at a time does not sufficiently motivate the employee.In addition the ERG theory states that should the higher need remain fulfilled; the employee will regress to a lower level known as the frustration-regression theory. For example, if career growth or non-challenging work is provided coworkers might instead proceed to socializing with coworkers instead of working on projects. In addition, ample learning opportunities should be provided for employees to progress from one role to another if desired. Managers in this theory need to address each need separately and be aware that it differs from person to person.Interestingly Herberg’s Two-Factor Theory, also referred to as the dissatisfiers-satisfiers, are hygiene motivators or the extrinsic-intrinsic factors. The Extrinsic factors are job security, salary, working conditions, status, company procedures, quality of technical supervision, and quality of interpersonal relation. Intrinsic are achievement, recognition, responsibility, advancement, the work itself, and the possibility of growth. Though the theory of hygiene does not motivate employees it does negate any opportunity for dissatisfaction in the work environment and it empowers employers to seek good leadership, control, and leadership in the organization.These better conditions leave room for motivation for both project managers and employees to receive recognition, strive for achievement, advancement in roles, and further an interest in the project requiring completion. Project managers must adopt a positive attitude and provide each employee with the attention he o r she requires. This power that managers have can be shown as they give assignments that provide challenges, provide a good working environment complete with team spirit, define performance expectations clearly and consistently, and provide honest critic as well as give credit for job well done.In all tasks, people weigh the value of their input to what they obtain as an output. In Adam’s Equity Theory, employees have a need for evenhandedness and equality at work and they strive to ensure that this occurs. For instance, if an employee believe himself or herself underpaid then the quality of work produced goes down as does the quantity of work produced and the vice versa for overpaid feelings.Therefore, it is up to the manager to provide market rates or ranges for a role, and empower workers to research how much they can make in particular roles. This is an incentive and motivation to pursue growth in the company. This communication of rates invites employees to take time to learn, communicate professional expectations, and grow with the company.Formally, an organization exercises the opportunity for a great deal of power by using a variety of methods to influence behavior and promote motivation of employees. In action, organizations can motivate employees using performance driven pay increases, merit pay, team awards as an encouragement method, team recognition, goal-setting methods, continued education, and positive reinforcement.These methods are drivers for motivation and enable growth in a company. Nevertheless, it is important to remember that an organization is run by individuals and motivations and emotions will never become completed forgotten. It is up to management to exercise power and control to help employees remain satisfied that their needs are being met and considered at all levels of management.Reference:Robbins, Stephen P. and Judge, Timothy A. `Organizational Behavior.` 12th Edition. Pearson Prentice Hall. 2007
Thursday, October 10, 2019
Malaysian Legal System Introduction to Law
UNIVERSITI TEKNOLOGI MARA-FAKULTI FILEM TEATER & ANIMASI-ZOOM NOTES MALAYSIAN LEGAL SYSTEM+INTRODUCTION TO LAW Sources of Law: statutes, law reports, text books, religious beliefs, local customs, opinion of jurists ? Law & Morality:Overlaps/Differs from Society e. g-gayism/illicit samsu-S’wak/P’sular ? Law & Justice:Uphold justice & depends on locality e. g rampancy ? Federal Constitution (lex locci)/ Written Constitution ? Highest Law of the land ?  Malaysian/human rights/liberty ?  Any laws against the Federal Constitution-null & void ? e. : retrospective penal provision/trial by the same offence/represented by a          legal practitioner – 24hrs MALAYSIAN LEGAL SYSTEM-MAXIM:CHECK & BALANCE/MONTESQIEU ?  JUDICIARY ?  EXECUTIVE ?  LEGISTLATIVE TYPES OF LAW: ?  Written Law-e. g. acts/Unwritten Law- e. g. courts decicion ? Public Law e. g. criminal law / Private Law e. g. contract law ? Binding Precedent:Higher Court binds the lower ?  PersuasivePrecedent:Courts of the same level: persuasive LAW OF CONTRACT ELEMENTS:- 1. Offer To be distinguished from ‘invitation to treat’:Advertisement 2.Acceptance 3. Intention to create legal relationship Mere promise for lunch treat is NOT binding 4. Consideration Except: Natural Love & Affection:e. g. Father to Son 5. Certainty 6. Capacity-Sound Mind MINOR General principle is not binding & restricted to the followings: ? contracts for necessaries –eg: contracts to have food, clothes & purpose of education. ?    contracts for scholarship – a scholarship agreement  is valid. ?    contracts for insurance – under the Insurance Act,1963, an infant over the age of 10 may enter into a contract of insurance.H/e, if he is below 16, he can only do so with the written consent of his parents or guardian. CONTRACT: VALID:             SAH VOID:               BATAL VODABLE:         BOLEH BATAL; VOIDABLE:If proven the existence of these elements: ?    COERCION (paksaan) ?    UNDUE INFLUENCE (tidak sewajar atau sepatutnya) ?    FRAUD (penipuan) ?    MISREPRESENTATION (gambaran yang salah) ?    MISTAKE (kesilapan) LAW OF TORTS ELEMENTS:DUTY OF CARE- NOT TO BREACHED/TO ACT REASONABLY 1. NEGLIGENCE 2. TRESPASS Trespass to person/trespass to land / goods. Trespass to persons : ? Assault; ?  battery;   false imprisonment. â€Å"TRESSPASSERS SHALL BE LIABLE NOT PROSECUTED†3. NUISANCE i. public nuisance ii. private nuisance. 4. DEFAMATION ?  LIBEL- publication ?  SLANDER-words ? GENERAL DEFENCES (EXCEPTIONS) NEGATING LIABILITY IN TORT  : 1)  VOLENTI NON FIT INJURIA   – 2)   MISTA KE 3)   INEVITABLE ACCIDENT                                         4)   ACT OF GOD 5)   PRIVATE DEFENCE     . 6)   NECESSITY 7)   STATUTORY CONTRACT| TORT| 2 sides/ parties| Maybe More than 2parties| Written/Unwritten| No written aggreement required| Remedy: Damages| Remedy: Damages| Duty: Contractual Duty| Duty: Duty of Care|COMPANY,PARTNERSHIP & SOLE PROPRIETOR SOLE PROPRIETOR †¢Ã‚         SOLE PROPRIETOR-ENTERPRISE †¢Ã‚         REGISTRATION-LOW FEES †¢Ã‚         EASY TO OPERATE †¢Ã‚         MOST COMMON †¢Ã‚         BUSINESS/INDIVIDUAL/ENTERPRISE= SAME ENTITY †¢Ã‚         RESOURCES:OWN/FRIENDS/FAMILY †¢Ã‚         1 MAN SHOW †¢Ã‚         FAST ON DECISION-START/CEASE †¢Ã‚         OPERATE FROM HOME/NO OFFICE PARTNERSHIP †¢Ã‚         PARTNERSHIP-TEAM UP;RESOURCES-TANGIBLE/INTANGIBLE †¢Ã‚         BIGGER SCALE †¢Ã‚         RESOURCES-TANGIBLE/INTANGIBLE †¢Ã‚         POPULAR AMONG PROFESSIONALS †¢Ã‚         LIABILITY/PROFIT SHARED          PARTNERSHIP- NO AGREEMENT-PRESUMPTION=EQUALLY LIABLE †¢Ã‚         PARTNERSHIP-WITH AGREEMENT-ACCORDING TO AGREEMENT †¢Ã‚         PARTNER ACTING ON BEHALF OF PARTNERSHIP-BINDING †¢Ã‚         PERSONAL ASSET=LIABLE COMPANY †¢Ã‚         COMPANY-SEPARATE ENTITY †¢Ã‚         RESOURCES-CAPITAL-PAID UP/AUTHORISED †¢Ã‚         DOCUMENTATIONS:MEMORANDUM/ARTICLE †¢Ã‚         REGISTERED OFFICE †¢Ã‚         COSTLY †¢Ã‚         COMPANY SECRETARY †¢Ã‚         RESOLUTIONS-LOANS? FINANCING? †¢Ã‚         PERSONAL ASSET/COMPANY ASSET †¢Ã‚         AUDITED /ANNUAL MEETING INTELLECTUAL PROPERTY * REAL PRORERTY- Building/chattels/land/house=tangible PERSONAL PROPERTY-Jewelleries,laptops,handphones/cars=tangible * INTELLECTUAL PROPERTY-the intangible product of one person’s work by hand/brain against unauthorized use or exploitation by another ? Berne Copyright Convention 1886:135  countries PROTECTION-INTELLECTUAL PROPERTY:e. g. to be protected ?  PATENT ?  TRADEMARK ?  INDUSTRIAL DESIGN ?  CONFIDENTIAL INFORMATI ON ?  TRADE SECRET ?  COPYRIGHT ?  GEOGRAPHICAL INDICATOR ?  INTERGRATED CIRCUIT ?  INDUSTRIAL  DESIGN Section 7 of the Act, Copyright Act includes: ?  literary works ?  musical works ?  artistic works ?  films ?  sound recordings   broadcasts PRE REQUISITE FOR PROTECTION: †¢Ã‚      Sec 7 (3)      ORIGINAL/GENUINE †¢Ã‚      Sec 8 (3)       MATERIAL FORM †¢Ã‚      Sec 17           DURATION:  50 YRS AFTER DEATH MULTIMEDIA LAW Technology * â€Å"A body of knowledge used to create tools, develop skills & extract or collect materials†* â€Å"An evolution of idea†* â€Å"Impacting the world-creating new wealth, reshaping economy & social policy†General-New  Media * Email * Social network * Video conference * Digitalisation -Nothing can replace face t o face communication -Cost effective-travel/ accessible large group -New skills required Same effect-â€Å"on line†& â€Å"off line†-Virtual -No barrier Privacy ‘The right to be left alone’ Tresspass to:- * Personal Data-biological/genetics : DNA /banks * Freedom-human rights * Privacy-private life Remedy ?         Federal Constitution ?         Civil Proceedings ?         Penal Code ?         Personal Data Protection Act ?         Communication & Multimedia Act Malaysian Regulatory  Body â€Å"Suruhanjaya Komunikasi Multimedia†-THE AUTHORITY e. g. All cellular phone accounts need to be registered JURISDICTION: –          Post/courier –          Energy –          Telecoms –          Digital certification authorities
Wednesday, October 9, 2019
Globalization and its effects on developing nations Essay
Globalization and its effects on developing nations - Essay Example Although, it has been a decade since they were granted freedom yet their problems remain the same as before. The previous oppression has had its lasting effects but a number of nations are struggling to overcome their problems and pave way for them in this new age of technology (Mohamad, 1996). Globalization is a process which provides opportunity to gain access to international markets and provides means to gain free trade. This in turn creates not only job opportunities but also boosts economy. The opportunities of free trade for developing countries prove to be beneficial as it increases the opportunity to make foreign currency as well as provides the means of creating export markets on international scale. Globalization also makes it possible for the developing countries to acquire the latest and advanced technology. This latest technology helps to improve every sector including educational as well as industrial. Globalization also makes the developing nations to raise the standards of their products to meet international standards. However, there are many negative aspects to globalization which affects the developing nations mainly. First is the issue of unequal flow of money between developed and developing countries. A report of IMF showed that the income of developed and rich countries have increased six times between 1900 and 2000 as compared to the poor nations or developing countries whose income only improved by 3% during the same period (essa, 2003). Globalization also causes decrease in labor for developing countries as more and more people shift to developed countries in order to gain better opportunities of employment. Developing nations are under heavy debts due to the loans they are obtaining for severe conditioned in order to meet the challenges of globalization. Another factor is of so called democratic freedom for every nation in a globalized world. Yet the developing
Tuesday, October 8, 2019
Nursing research Essay Example | Topics and Well Written Essays - 250 words - 46
Nursing research - Essay Example These questions determine the stage of innovation by nurses during the process of research utilization and adoption. In a clinical setting, a thermometer is one of the fundamental tools used by healthcare practitioners. In line with this, it is important for a thermometer to be reliable and valid in order to provide the correct measure of patients’ temperature and give the appropriate diagnosis and medication. Effectively, a thermometer’s validity can be determined by ensuring that the thermometer was bought from organizations that manufacture quality healthcare products since they understand the qualities required in a thermometer. Conversely, a tape measure should be another tool that requires being reliable and valid. A tape measure provides the length in a measure and it is crucial for this tool to be valid since providing the wrong measure affects the diagnosis especially when providing the BMI of an individual. In effect, the validity of this tool is determined by comparing the scale used with another tool that is standardized. In addition, the tool should be sourced from a ven dor who dealt with standardized
Monday, October 7, 2019
Communication Essay Example | Topics and Well Written Essays - 1500 words - 3
Communication - Essay Example Interpersonal communication entails the process of using feelings, ideas, and thoughts to initiate and develop relationships with other members of the society. Initiating and developing relationships follow three systematic stages. The first stage involves understanding another person’s situation. This enables us to understand the context and perspective from which the other person is speaking. The next step involves responding to the message in an appropriate manner. This entails employing the right tone and emotional expression based on the understanding of the person communicating (Wood 72). After communicating the response in the right manner, the respondent should be able to achieve the objective of communicating. This entails the establishment of a common understanding between the subject parties. Good interpersonal communication skills help in conflict resolution contexts. Interpersonal conflicts arise when people reaches a disagreement over their convictions, beliefs, ideas and desires. Interpersonal conflict can present serious consequences to the parties involved. Therefore, the best solution on resolving a conflict is by employing effective interpersonal communication skills. In reality, conflict leads to emotional stress, hurting feelings and situational disappointments. When any conflict is handled in an unhealthy way, it might result in irreparable damages in social relationships. Therefore, the best method of resolving any conflict is applying some ethical principles while striving to reach a compromise. One of the essential ethical elements during conflict resolution is empathy. Empathy entails putting oneself into another person’s shoes. Thought empathy allows one to understand what another person is saying. Feeling empathy allows someone to acknowledge how another person feels. Therefore, empathy facilitates healthy communication when resolving a conflict. The other ethical element is exploration. Exploration allows one to enquir e thoroughly on the other person’s thoughts and feelings. Stroking is also essential during conflict cases. Stroking involves complimenting the person by making respectful and positive opinions about him/her. To resolve a conflict successfully, I align myself to these three ethical aspects, which are empathy, exploration, and stroking. The definition of gender roles and other aspects associated with gender and society depends on an individual’s social background. The beliefs and convictions held by an individual concerning the social roles expected from different genders influences social relationships to a substantial extent. On my part, I expect females to be submissive, and accommodative to different ideas and situations. The other factor that may affect my communication is ethnicity. Ethnicity brings about prejudice and discrimination within the society. Discrimination entails behaviors directed towards people from a different ethnic background while prejudice invo lves holding irrational and inflexible attitudes towards members of another ethnic group. Prejudice influences communication whereby negative prejudice results in discrimination. Therefore, ethnicity might affect my judgments and decisions during communication in a positive or a negative way. The other factor than influences communication is culture. Culture is comprised of behaviors, beliefs and other social characteristics that define a particular social group. Though people would like to define themselves individually, the society conforms an individual to some set standards of beliefs, values and behavioral norms. These inbred cultural principles in an individual influence his/her relationship with people within a culturally diverse environment. As a
Sunday, October 6, 2019
Create a job selection matrix Essay Example | Topics and Well Written Essays - 250 words
Create a job selection matrix - Essay Example In developing a job selection matrix, it is important for the team to analyse the required qualifications and job functions of the position at stake. The technical and performance job skills should be considered in addition to the general categories on applications. During an interview, it should be decided on about which skills must be observed from the candidates and hence organised into categories. Lastly, during the interview, to ensure the gaps that were not mentioned in the application are filled, the hiring team should structure the interview questions to deduce this information. Most importantly, in the job selection matrix, a numeric ranking system should be included for each prerequisite and interview question (Anon, 2010). The ranking may range from 1 to 5 with 5 being the highest. The selection criteria may however vary with respect to the job position with an opening. The candidate who exhibits the most favourable sheet in accordance to their application can then be offered the
Saturday, October 5, 2019
Hank williams Sr Essay Example | Topics and Well Written Essays - 1250 words
Hank williams Sr - Essay Example He befriended music from the very start and the guitar given to him by his mother when he was eight years old, became his lifeline. Williams' childhood friend Rufus Payne (aka Tee Tot) taught him how to play the guitar and sing the blues. Hank Williams' home (now Hank Williams' Boyhood Home & Museum), surroundings and the initial hard family times influenced the style of his songs. Willing to take music as a career, Williams began performing around the Georgiana and Greenville areas of Alabama in his early teens. Forming a local band in Montgomery called the Drifting Cowboys, they became quite popular and the local radio station played their music regularly. Singing songs of the famous artists and his idol, Roy Acuff, the radio station dubbed him the Singing Kid. Lillie became the temporary manager for Williams and collected gate money, contracted and negotiated for gigs. Looking at the face of stardom, Williams contracted with alcoholism and turned intoxicated for his radio shows and eventually got fired due to his "habitual drunkenness". Audrey Mae Sheppard became Williams' manager and short time later in 1943, his wife. Although at the time Williams was a local hero, but he couldn't make it to big names yet. To get further in the limelight, the couple toured Nashville to meet with a songwriter/music publisher Fred Rose who was one of the heads of Acuff-Rose Publishing. Rose instantaneously liked Williams' songs and recorded two sessions for Sterling Records. This resulted in two singles, both hits. Seeing the success and potential in him, MGM Records signed a contract with him in early in 1947 and Rose became the Williams' manager and record producer. His first single with MGM, 'Move It On Over,' was instant hit and rose to the country Top Five charts. Songs released in 1948 like 'Honky Tonkin' and 'I'm a Long Gone Daddy' peaked in the charts too. Another huge success came in early in 1949 with 'Lovesick Blues,' which remained at number one for 16 weeks and crossing over into the pop Top 25. This song was performed at Grand Ole Opry and received a record six encores from the crowds. During this time, Williams and Audrey had their first child, Randall Hank in 1949. Soon afterwards, Williams gathered the guitarist Bob McNett, bassist Hillous Butrum, fiddler Jerry Rivers, and steel guitarist Don Helms to perform the most acclaimed versions of Drifting Cowboys. He and his band were earning handsomely and most of their shoes were sold out. In the early 1950s Williams made at least seven hits and most of them made it to the Top Five Charts. During these years, a different side of Hank Williams came to be known. He started to record some religious and spiritual records under the name of Luke the Drifter. The change of name was due to the fact that he thought that the dick jockeys and jukebox operators would not play his non-traditional songs and there spiritual songs would hurt his reputation as a country musician. Although the name was chosen to hide his identity, he couldn't cloak his voice. The next year Williams came back with more of the hits to please his fans. H e started taking parts in television shows and package tours to market him further. The music was going great with most songs of 1951 entering the top
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