Organizational paradigms Essay Example for Free

Organizational paradigms Essay Every organization is different and there is no perfect organizational paradigm that fits an organization in all situations. Even though the most common organizational paradigms are hierarchies, holarchies, coalitions, teams, congregations, societies, federations, and matrix organizations there are many more kinds that exist which are a combination of these with a few extra attributes. â€Å"What is clear is that all approaches have different characteristics which may be more suitable for some problems and less suitable for others† ( Horling Lesser, 2005) I feel that among these organizational paradigms a combination of hierarchical and team based designs offer the best of the attributes. Because, hierarchical structured organizational is one of the oldest and time tested paradigms with very clear advantages over the other paradigms. A hierarchical organizational design helps decomposition and that is its major advantages. In addition, hierarchical organizations are formed with number of departments each with a hierarchy of its own and that helps the organization tackle large scale projects and scaling is comparatively easy depending on the need of the situation. They are also the simplest to understand and induction of new employees and their reporting system are comparatively more systematic and well organized. The trouble with hierarchical systems, however is that they tend to develop bottlenecks and decision making processes tend to take longer. That is the reason, for my belief that if the hierarchical organization create teams within itself, it would improve the overall flexibility of the organization and avoid the creation of bottle necks. Because teams are set of employees who work towards a common goal supporting and coordinating with each other. Whenever a larger problem crops up that cannot be handled by individuals the team can take care of them and take the organization forward. References Horling Lesser, 2005, A Survey of Multi-Agent Organizational Paradigms, retrieved May 14, 2009 from http://polaris. ing. unimo. it/didattica/cas/L6/Lesser_OrgParadigms. pdf

Importance of Elasticity Demand

Importance of Elasticity Demand Price Elasticity of Demand (PED) measures the percentage change in the price of a product, to the percentage change of demand for that same product. It is measured through varying degrees of elasticity. An inelastic good means that a change in price will have a very little effect on the demand. Due to PED=%?Q / %?P, inelastic  ­goods have a PED

Analysis of Debating Democracys The Media: Vast Wasteland or New Frontier? :: Democracy Debates Media Essays

Analysis of Debating Democracy's "The Media: Vast Wasteland or New Frontier?"   Ã‚  Ã‚  Ã‚  Ã‚   In Debating Democracy's "The Media: Vast Wasteland or New Frontier?" Jarol Manheim and Douglas Rushkoff present opposing views of the media. Both authors raise the questions of what the media represents and what messages the media tries to send to the public. Is the media's coverage of events just for entertainment value or do the reports have political content and value? Are the viewers capable of distinguishing between the media's glitz and the real facts? Do different sources of the media system actually portray different views and stories? A key question is how typical objective reporting is. If the knowledge can easily be obtained elsewhere, it is possible to conclude with pluralists that citizens have the tools to govern themselves more or less democratically. If, on the other hand, there are serious shortcomings, one might agree with the power elite camp that the people, because they have insufficient meaningful information, wield less power than they could and should.   Ã‚  Ã‚  Ã‚  Ã‚  Manheim claims that the media is not as diverse as it claims to be. He states, Though for competitive purposes they might have us believe otherwise, most American news organizations have a great deal in common with one another . . . they define news itself in essentially the same terms. (Manheim, 1991) He argues that the media entertains the viewers rather than giving them information that is relevant and socially important. Manheim's view about what the mass media system actually does to the news is similar to what W. Lance Bennett lists as the four main media biases: fragmentation, normalization, personalization and dramatization (Bennett, 1996). These biases are described by Manheim as the media system "[rendering] the content of the news less burdensome by packaging it more attractively" (Manheim, 1991).   Ã‚  Ã‚  Ã‚  Ã‚  Contrary to Manheim's views, Rushkoff looks at how the viewers are able to use and understand the media's messages. Rather than viewing the media as a mass system composed of the elite who view the public as a commodity, Rushkoff believes that the people strive to shape and understand the world through the messages the media portrays. Furthermore, he claims that the media is merely a reflection of the society that the viewers themselves have created. The viewers have the ability to choose which medium of media they will use (Internet, network, newspaper, etc.). Rushkoff says that the news has now become "interactive" and the people (particularly those under forty) have come to understand the media's symbols better (Rushkoff, 1994).

Counter culture / Hackers Essay -- essays research papers

Why Hackers Do The Things They Do? Hackers. You know them as gangly kids with radiation tans caused by too many late nights in front of a computer screen. Evil beings who have the power to wipe out your credit rating, cancel your cable TV, raise your insurance premiums, and raid your social security pension. Individuals who always avert their eyes and mumble under their breath about black helicopters and CIA transmissions. Paranoid, social deviants who could start World War III from the privacy of their bedrooms. Or so the mainstream media would have you believe. In reality, most hackers are ordinary people with a great deal of curiosity, above-average skills with a computer, a good understanding of human nature, and plenty of time to kill. Hackers have no distinguishing characteristics. Your next-door neighbor could be a hacker, as could your niece or nephew, one of your co-workers, or even the kid who serves you coffee in the morning. Not all hackers are dangerous and out to destroy business or damage lives. The view of the general public toward hackers is mixed. A recent CNN-poll shows 33% of respondents labeling hackers as "useful," 17% seeing them "as a menace," and the majority (45%) seeing hackers as "both" useful and a menace (CNN, 1999). Why do hackers go through all the trouble to do what they do? Most people in society do not spend the time to break into computer systems. It does not have much appeal to them. Why then do certain people spend so much of their time and energy accomplishing these feats of technological wizardry? What is the cause that turns those mostly above-average intelligent people to pursue a criminal career, and destroy their otherwise very successful careers? Why do they commit these computer related crimes as an obsession? There are probably as many answers to that question as there are hackers (maybe more). It is important to realize that these people are individuals with their own hopes, fears, desires, and everything else that comes with being human. However, there are general patterns to the motivation behind the computer hacker's drive to manipulate technology. The problem of hacker motivation is probably one of the more interesting questions concerning this sub-culture (Hacker-Bible, 1995). Hackers rarely use information to gain wealth. This is not considered socially acceptable. C... ... models from the legitimate information security community. While it is wrong to stereotype hackers as evil people with malicious criminal intentions, they cannot be stereotyped as compassionate freedom fighters as the hackers like to see themselves. Hackers must also realize that the actions of criminals will always reflect poorly on the hacker community as a whole, until the hacker community tries to police itself, which will never happen. Their actions are by definition, criminal. They can suffer consequences, which include being criminally prosecuted and hated by the information security community. The information security profession must also be more visible in a way that gets children, before the hacker community gets them. Hacking can be very exciting for a teenager who can be considered a hero by others. Somehow the profession must get together to teach parents and schools that they must teach their children about hacking, before somebody else does. Work Cited: Chaos Computer Club (January 05, 1995) Hacker-Bible The New Hacker’s Dictionary (Online Edition, 1st edition) World Wide Web: http://www.outpost9.com/reference/jargon/jargon_toc.html SUBMITTED BY: Bzer118 Counter culture / Hackers Essay -- essays research papers Why Hackers Do The Things They Do? Hackers. You know them as gangly kids with radiation tans caused by too many late nights in front of a computer screen. Evil beings who have the power to wipe out your credit rating, cancel your cable TV, raise your insurance premiums, and raid your social security pension. Individuals who always avert their eyes and mumble under their breath about black helicopters and CIA transmissions. Paranoid, social deviants who could start World War III from the privacy of their bedrooms. Or so the mainstream media would have you believe. In reality, most hackers are ordinary people with a great deal of curiosity, above-average skills with a computer, a good understanding of human nature, and plenty of time to kill. Hackers have no distinguishing characteristics. Your next-door neighbor could be a hacker, as could your niece or nephew, one of your co-workers, or even the kid who serves you coffee in the morning. Not all hackers are dangerous and out to destroy business or damage lives. The view of the general public toward hackers is mixed. A recent CNN-poll shows 33% of respondents labeling hackers as "useful," 17% seeing them "as a menace," and the majority (45%) seeing hackers as "both" useful and a menace (CNN, 1999). Why do hackers go through all the trouble to do what they do? Most people in society do not spend the time to break into computer systems. It does not have much appeal to them. Why then do certain people spend so much of their time and energy accomplishing these feats of technological wizardry? What is the cause that turns those mostly above-average intelligent people to pursue a criminal career, and destroy their otherwise very successful careers? Why do they commit these computer related crimes as an obsession? There are probably as many answers to that question as there are hackers (maybe more). It is important to realize that these people are individuals with their own hopes, fears, desires, and everything else that comes with being human. However, there are general patterns to the motivation behind the computer hacker's drive to manipulate technology. The problem of hacker motivation is probably one of the more interesting questions concerning this sub-culture (Hacker-Bible, 1995). Hackers rarely use information to gain wealth. This is not considered socially acceptable. C... ... models from the legitimate information security community. While it is wrong to stereotype hackers as evil people with malicious criminal intentions, they cannot be stereotyped as compassionate freedom fighters as the hackers like to see themselves. Hackers must also realize that the actions of criminals will always reflect poorly on the hacker community as a whole, until the hacker community tries to police itself, which will never happen. Their actions are by definition, criminal. They can suffer consequences, which include being criminally prosecuted and hated by the information security community. The information security profession must also be more visible in a way that gets children, before the hacker community gets them. Hacking can be very exciting for a teenager who can be considered a hero by others. Somehow the profession must get together to teach parents and schools that they must teach their children about hacking, before somebody else does. Work Cited: Chaos Computer Club (January 05, 1995) Hacker-Bible The New Hacker’s Dictionary (Online Edition, 1st edition) World Wide Web: http://www.outpost9.com/reference/jargon/jargon_toc.html SUBMITTED BY: Bzer118

The Endocrine System Essay -- Biology, Hormones

In the human body we have a system that deals with chemical communication through the use of hormones, the ductless glands that secrete hormones and the target cells that respond to the hormones, this system is called the Endocrine system. This is used to help maintain the essential purpose of the human body which can range the metabolism to growth. This system also works in line with the nervous system in regulating the interior functions and keep up homeostasis and also long term behaviour. There are many hormones in the human body that can affect attitude and behaviour. A very common behaviour throughout the human life, which is affected greatly by hormones, is the sexual behaviour. There are a range of hormones which are created from the gonads and placenta which affect this behaviour. These can be set into two different categories for both male and female, male hormones is known as androgens, which has testosterone which allows the progression of the male reproductive area and the preservation, also provides secondary characteristics and behaviour. The female hormones is known as Estrogens, such as estradiol, which functions in the improvement plus preservation of the woman’s reproductive area, which allows the growth of the other sex characteristics , also the changes in behaviour and in the reproduction of the mammary glands. However both male and females, produce both types of hormones and both have important effects, but males produce more androgens and females produce more estrogens. There has been lots of attention in the connection among behaviour and hormones and it shows that the normal difference in the quantity of hormones which is presented is related with the difference in behaviour. A case of this can be... ...he affects of the female hormones as a result of it been seen as controversial to do. Therefore we have to assume that hormones affect the behaviour of all humans even though research is done on the male hormones. Although there is still knowledge in the fact that when a woman goes through her menstrual cycle that it affects their behaviour and mood, there is still no clear research into which hormones affects this change. On the other hand, females do still contain a little of the testosterone hormone in their system so this could still affect the females behaviour even though they don’t have a high amount of testosterone, however this is still yet to be researched due to complications. Overall we can see that hormones can affects one’s behaviour and there is still research yet to be done into a greater extent to find which hormones can affect which behaviour. The Endocrine System Essay -- Biology, Hormones In the human body we have a system that deals with chemical communication through the use of hormones, the ductless glands that secrete hormones and the target cells that respond to the hormones, this system is called the Endocrine system. This is used to help maintain the essential purpose of the human body which can range the metabolism to growth. This system also works in line with the nervous system in regulating the interior functions and keep up homeostasis and also long term behaviour. There are many hormones in the human body that can affect attitude and behaviour. A very common behaviour throughout the human life, which is affected greatly by hormones, is the sexual behaviour. There are a range of hormones which are created from the gonads and placenta which affect this behaviour. These can be set into two different categories for both male and female, male hormones is known as androgens, which has testosterone which allows the progression of the male reproductive area and the preservation, also provides secondary characteristics and behaviour. The female hormones is known as Estrogens, such as estradiol, which functions in the improvement plus preservation of the woman’s reproductive area, which allows the growth of the other sex characteristics , also the changes in behaviour and in the reproduction of the mammary glands. However both male and females, produce both types of hormones and both have important effects, but males produce more androgens and females produce more estrogens. There has been lots of attention in the connection among behaviour and hormones and it shows that the normal difference in the quantity of hormones which is presented is related with the difference in behaviour. A case of this can be... ...he affects of the female hormones as a result of it been seen as controversial to do. Therefore we have to assume that hormones affect the behaviour of all humans even though research is done on the male hormones. Although there is still knowledge in the fact that when a woman goes through her menstrual cycle that it affects their behaviour and mood, there is still no clear research into which hormones affects this change. On the other hand, females do still contain a little of the testosterone hormone in their system so this could still affect the females behaviour even though they don’t have a high amount of testosterone, however this is still yet to be researched due to complications. Overall we can see that hormones can affects one’s behaviour and there is still research yet to be done into a greater extent to find which hormones can affect which behaviour.

Motivation Case Study on Gp Essay

When people join an organization, they bring with them certain drives and needs that affect their on-the-job performance. Sometimes these are immediately apparent, but often they not only are difficult to determine and satisfy but also vary greatly from one person to another. Understanding how needs create tensions which stimulate effort to perform and how effective performance brings the satisfaction of rewards is useful for managers. Several approaches to understanding internal drives and needs within employees are examined in the chapter. Each model makes a contribution to our understanding of motivation. All the models share some similarities. In general, they encourage managers not only to consider lower-order, maintenance, and extrinsic factors but to use higher-order, motivational, and intrinsic factors as well. Behavior modification focuses on the external environment by stating that a number of employee behaviors can be affected by manipulating their consequences. The alternative consequences include positive and negative reinforcement punishment, and extinction. Reinforcement can be applied according to either continuous or partial schedules. A blending of internal and external approaches is obtained through consideration of goal setting. Managers are encouraged to use cues—such as goals that are accepted, challenging, and specific—to stimulate desired employee behavior. In this way, goal setting, combined with the reinforcement of performance feedback, provides a balanced approach to motivation. . : . Additional approaches to motivation presented in this chapter are the expectancy and equity models. The- expectancy model states that motivation is a product of how much one wants something-and the probabilities that effort will lead to task accomplishment and reward. The formula is valence X expectancy X instrumentality = motivation. Valence is the strength of a person’s preference for an outcome. Expectancy is the strength of belief that one’s effort will be successful in accomplishing a task. Instrumentality is the strength of belief that successful performance will be followed by a reward. The expectancy and equity motivational models relate specifically to the  employee’s intellectual processes. The equity model has a double comparison in it a match between an employee’s perceived inputs and outcomes, coupled with a comparison with some referent person’s rewards for her or his input level. In addition, employees use the procedural justice model to assess the fairness of how rewards are distributed. Managers are encouraged to combine the perspectives of several models to create a complete motivational environment for their employees. Motivation: Motivation is the set of internal & external forces that cause an employee to choose a course of action and engage in certain behavior. A Model of Motivation : Although a few spontaneous human activities occur without motivation, nearly all conscious behavior is motivated or caused. Growing hair requires no motivation, but getting a haircut does. Eventually, anyone will fall asleep without motivation (although parents with young children may doubt this), but going to bed is a conscious act requiring motivation manager’s job is to identify employees’ drives and needs and to channel their behavior, to motivate them, toward task performance. The role of motivation in performance is summarized in the model of motivation in Figure 5.1. Internal needs and drives create tensions that are affected by one’s environment. For example, the need for food produces a tension of hunger. The hungry person then Environment Opportunity Needs and drive Tension Effont Performance Rewards Goals and incentive Ability Need satisfaction FIGURE 5.1 A Model of Mitivation examines the surroundings to see which foods (external incentives) are available to satisfy that hunger. Since environment affects one’s appetite for particular kinds of food a South Seas native may want roast fish, whereas a Colorado rancher may prefer grilled steak. Both persons are ready to achieve their goals, but they will seek different foods to satisfy their needs. This is an example of both individual differences and cultural influences in action. As we saw in the formulas in Chapter 1, potential performance (P) is a product of ability (A) and motivation (M). Results occur when motivated employs are provided with the opportunity (such as the proper training) to perform and the resources (such as the proper tools) to do so. The presence of goals and the awareness of incentives to satisfy one’s needs are also powerful motivational factors leading to the release of effort. When an employee is productive and the organization takes note of it, rewards will be distributed. If those rewards are appropriate in nature, timing, and distribution, the employee’s original needs and drives are satisfied. At that time, new needs may emerge and the cycle will begin again. It should be apparent, therefore, that an important starting point lies in understanding employee needs. Several traditional approaches to classifying drives and needs are presented first; these models attempt to help managers understand how employees’ internal needs affect their subsequent behaviors. These historical approaches are logically followed by a discussion of a systematic way of modifying employee behavior thought the use of rewards that satisfy those needs. Achievement Motivation Achievement motivation is a drive some people have to pursue and attain goals. An individual with this drive wishes to achieve objectives and advance up the ladder of success. Accomplishment is seen as important primarily for its own sake, not just for the rewards that accompany. A number of characteristic define achievement-oriented employees. They work harder when they perceive that they will receive personal credit for their efforts, when the risk of failure is only moderate, and when they receive specific feedback about their past performance,. People with a high drive  for achievement take responsibility for their actions and results, control their destiny, seek regular feedback, and enjoy being part of a winning achievement through individual or collective effort. As managers, they tend to export that their employees will also be oriented toward achievement. These high expectations sometime make it difficult for achievement-oriented managers to delegate effectively and for â€Å"average† employees to satisfy their manager’s demands. Affiliation Motivation : Affiliation motivation is a drive to relate to people on a social basis. Comparisons of achievement-motivation employees with affiliation-motivation employees illustrate how the two patterns influence behavior. Achievement-oriented people work harder when their supervisors provide detailed evaluations of their work behavior. But people with affiliation motives work better when they are compli9mentions of their work behavior. But people with affiliation motives work better when they are complimented for their favorable attitudes and cooperation. Achievement-motivated people select assistants who are technically capable, with little regard for personal feelings about them; those who are affiliation-motivated tend to select friends and likable people to surround them. They receive inner satisfactions from being with friends, and they want the job freedom to develop those relationships. Managers with strong needs for affiliation may have difficulty being effective managers. -Although a high concern for positive social relationships usually results in a cooperative work environment where employees genuinely enjoy working together, managerial overemphasis on the social dimension may interfere with the vital process of getting things done-. Affiliation-oriented managers may have difficulty assigning challenging tasks, directing work activities, and monitoring work effectiveness. Power Motivation Power motivation is a drive to influence people, take control, and change situations. Power-motivated people wish to create an impact on their organizations and are willing to take risks to do so. Once this power is obtained, it may be used either constructively or destructively. Power-motivated people make excellent managers if their drives are for  institutional power instead of personal power. Institutional power is the need to influence others’ behavior for the good of the whole organization. People with this need seek power through legitimate means, rise to leadership positions through successful performance, and therefore are accepted by others. However, if an employee’s drives are toward personal power, that person tends to lose the trust and respect of employees and colleagues and be an unsuccessful organizational leader. Managerial Application of the Drives Knowledge of the differences among the three motivational drives requires managers to think contingently and to understand the work attitudes of each employee. They can then deal with employees differently according to the strongest motivational drive that they identify in each employee. In this way, the supervisor communicates with each employee according to that particular person’s needs. As one employee said, â€Å"My supervisor talks to me in my language.† Although various tests can be used to identify the strength of employee drives, direct observation of employees’ behavior is one of the best methods for determining what they will respond to. HUMAN NEEDS When a machine malfunctions, people recognize that it needs something. Managers try to find the causes of the breakdown in an analytical manner based on their knowledge of the operations and needs of the machine. Types of Needs Needs may be classified in various ways. A simple classification is (1) basic physical needs, called primary needs, and (2) social and psychological needs, called secondary needs. The physical needs include food, water, sex, sleep, sir, and reasonably comfortable temperature. These needs arise from the basic requirements of life and are important for survival of the human race. They are, therefore, virtually universal, but they vary in intensity from one person to another. For example, a child needs much more sleep than an older person., . Needs also are conditioned by social practice. If it is customary to eat three meals a day, then a person tends to become hungry for three, even  though two might be adequate. If a coffee hour is introduced in the morning, then that becomes a habit of appetite satisfaction as well as a social need. Secondary needs are more vague because they represent needs of the mind and spirit rather than of the physical body. Many of these needs are developed as people mature. Examples are needs that pertain to self-esteem, sense of duty, competitiveness, self-assertion, and lo giving, belonging, and receiving affection. The secondary needs are those that complicate the motivational efforts of managers. Nearly any action that management takes will affect secondary needs; (here/ore, managerial planning should consider the effect of any proposed action on the secondary needs of employees, Here are seven key conclusions about secondary needs. They: 0 Are strongly conditioned by experience 1 Vary in type and intensity among people 2 Are subject to change across time within any individual 3 Cannot usually be isolated, but rather work in combination and influence one another. 4 Are often hidden from conscious recognition 5 Are vague feelings as opposed to specific physical needs 6 Influence behavior in powerful ways Whereas the three motivational drives identified earlier were not grouped in any particular pattern, the three major theories of human/needs -presented in the following sections attempt to classify those needs. At least implicitly, the theories of Maslow, Hertzberg, and Alerter build on the distinction between primary and secondary needs. Also, there are some similarities as well as important differences among the three, approaches. Despite their limitations, all three approaches to human needs help create an important basis for the more advanced motivational models to be discussed later. Maslow’s Hierarchy of Needs According to A. H. Maslow, human needs are not of equal strength, and they emerge in a definite sequence. In particular, as the primary needs become reasonably well satisfied, a person places more emphasis on the secondary needs. Maslow’s hierarchy of needs focuses attention on five levels.This  hierarchy is briefly presented and then interpreted in the following sections. Lower-Order Needs First-level needs involve basic survival and include physiological needs for food, air, water, and sleep. The second need level that tends to dominate is bodily safety (such as freedom from a dangerous work environment) and economic security (such as a no-layoff guarantee or a comfortable retirement plan). These two need levels together are typically called lower-order needs, and they are similar to the primary no discussed earlier. Higher-Order Needs There are three levels of higher-order needs. The third level ia the hierarchy concerns love, belonging, and social involvement at work (friendships and compatible associates). The needs at the fourth level encompass those for esteem and status, including one’s feelings of self-worth and of competence. The feeling of competence, which derives from the assurance of others, provides status. The fifth-level need is self-actualization, which means becoming all that one is capable of becoming, using one’s skills to the fullest, and stretching talents to the maximum. Interpreting the Hierarchy of Needs Maslow’s need-hierarchy model essentially says that people have needs they wish to satisfy and that gratified needs are not as strongly motivating as unmet needs, Employees are more enthusiastically motivated by what they are currently seeking than by receiving more of what they already have. A fully satisfied need will not be a strong motivator. Interpreted in this way, the Maslow hierarchy of needs has had a powerful impact on contemporary managers, offering some useful ideas for helping managers think about motivating their employees. As a result of widespread familiarity with the model, today’s managers need to: ‘ Identify and accept employee needs 7 Recognize that needs may differ among employees  8 Offer satisfaction for the particular needs currently unmet 9 Realize that giving more of the same reward (especially one which satisfies lower-order needs) may have a diminishing impact on motivation. The Maslow model also has many limitations, and it has been sharply criticized. As a philosophical framework, it has been difficult to study and has not been fully verified. From a practical perspective, it is not easy to provide opportunities for self-actualization to all employees. In addition, research has not supported the presence of all five need levels as unique, nor has  the five-step progression from lowest to highest need levels been established. There is, however, some evidence that unless the two lower-order needs (physiological and security) are basically satisfied, employees will not be greatly concerned with higher-order needs. The evidence for a more limited number of need levels is consistent with each of the two models discussed next. Hertzberg’s Two-Factor Model On the basis of research with engineers and accountants, Frederick Hertzberg, in the 1950s, developed a two-factor model of motivation. He asked his subjects to think of a time when they felt especially good about their jobs and a time when they felt especially bad about their jobs. He also asked them to describe the conditions that led to those feelings. Hertzberg found that employees named different types of conditions that produced good and bad feelings. That is, if a feeling of achievement led to a good feeling, the lack of achievement was rarely given as cause for bad feelings. Instead, some other factor, such as company policy, was more frequently given as a cause of bad feelings. Maintenance and Motivational Factors Hertzberg concluded that two separate sets of factors influenced motivation. Prior to that time, people had assumed that motivation and lack of motivation were merely opposites of one factor on a continuum. Hertzberg upset the traditional view by stating that certain job factors, such as job security and working conditions, dissatisfy employees primarily when the conditions are absent. However, their presence generally brings employees only to a neutral state. The factors are not strongly motivating. These potent dissatisfies are called hygiene factors, or maintenance factors, because they must not be ignored, They are necessary for building a foundation on which to create a reasonable level of motivation in employees. Other job conditions operate primarily to build this motivation, but their absence rarely is strongly dissatisfying. These conditions are known as motivational factors, motivators, or satisfiers. For many years managers had been wondering why their custodial policies and wide array of fringe benefits were not increasing employee motivation. The idea  of separate motivational and maintenance factors helped answer their question, because fringe benefits and personnel policies were primarily maintenance factors, according to Hertzberg. Job Content &Context: Motivational factors such as achievement and responsibility are related, for the most part, directly to the job itself, the employee’s performance, and the personal recognition and growth that employees experience. Motivators mostly are job-centered; they relate to job content. On the other hand, maintenance factors are mainly related to job context, because they are more related to the environment surrounding the job. This difference between job content and job context is a significant of is. It shirrs that employees are motivated primarily by what they do for themselves. When they take responsibility or gain recognition through their own behavior, they are strongly motivated. Intrinsic and Extrinsic Motivators The difference between job content and job context is similar to the difference between intrinsic and extrinsic motivators in psychology. Intrinsic motivators are internal rewards that a person feels when performing a job, so there is a direct and often immediate connection between work and rewards. An employee in this situation is self-motivated, Extrinsic motivators are external rewards that occur apart from the nature of work, providing no direct satisfaction at the defter the work is performed Examples are retirement plans, health insurance, and vacations. Although employees value these items, fey are not effective motivators. Interpreting the Two-Factor Model Harrier’s model provides a useful distinction between maintenance factors, which are necessary but not sufficient, and motivational factors, which have the potential for improving employee effort. The two-factor model ‘ broadened managers’ perspectives by showing the potentially powerful role of intrinsic rewards that evolve from the work itself. (This conclusion ties in with a number of other important behavioral developments, such as job enrichment, empowerment, self-leadership, and quality of work life, which are. discussed in later chapters.) Nevertheless, managers should now be aware that they cannot neglect a wide rare. go of facers that create at least a neutral work environment. In addition, unless hygiene factors are reasonably adder; their absence will serve as significant distractions to workers. The Hertzberg model, like Maslow’s, has been widely criticized. It is not universe applicable, because it was based on and applies best to  managerial, professional, an; upper-level white-collar employees. The model also appears to reduce the motivation* importance of pay, status, and relations with others, since these are maintenance facto; This aspect of the model is counterintuitive to many managers and difficult for them k , accept. Since there is no absolute distinction between the effects of the two major factors the model outlines only general tendencies,† maintenance factors may be motivators to some people, and motivators may be maintenance factors to others. Finally, the model also seems to be method-bound, meaning that only Hertzberg’s approach (asking for self-reports of favorable and unfavorable job experiences) produces the two-factor model. In short, there may be an appearance of two factors when in reality there is only one factor. Alderfer’s E-R-G Mode: Building upon earlier need models (primarily Maslow’s) and seeking to overcome some their weaknesses, Clayton Alderfer proposed a modified need hierarchy—the E-R-G model—with just three levels three levels. He suggested that employees are initially interested in satisfying their existence needs, which combine physiological and security factors. Pay, physical working conditions, job security, and fringe benefits can all address these needs. Relatedness needs are at the next level, and these involve being understood and accepted by people above, below, and around the employee at work and away Growth needs are in the third category; these involve the desire for both self-esteem at self-actualization. The impending conversation between the president and the marketing manager could be structured around Alderfer’s E-R-G model. The president may first wish to identify which level or levels seem to be satisfied. For example, a large disparity between their salaries could lead the marketing manager to be frustrated with his existence needs, despite a respectable salary-and-bonus package. Or his immersion in his work through long hours and heavy travel as the stores prepared to open could have left his relatedness needs unsatisfied. Finally, assuming he has mastered his present job assignments, he may be experiencing the need to develop his no marketing capabilities and grow into new areas. In addition to condensing Maslow’s five need levels into three that are more consistent with research, the  E-R-G model differs in other ways. For example, the E-R-G model does not assume as rigorous a progression from level to level. Instead, it accepts the likelihood that all three levels might be active at any time—or even that just one of the higher levels might be active. It also suggests that a person frustrated at either of the two higher levels may return to concentrate on a lower level and then progress again. Finally, whereas the first two levels are somewhat limited in their requirements for satisfaction, the growth needs not only are unlimited but are actually further awakened each time some satisfaction is attained. Comparison of the Maslow, Hertzberg, and Alderfer Modes The similarities among the three models of human needs are quite apparent,but there are important contrasts, too. Maslow and Alderfer focus on the internal needs of the employee, whereas Herzberg also identifies and differentiates the conditions (job content or job context) that could be provided for need satisfaction. Popular interpretations of the Masiow and Herzberg models suggest that in modern societies many workers have already satisfied their lower-order needs, so they are now motivated mainly by higher-order needs and motivators. Alderfer suggests that the failure to satisfy related-ness or growth needs will cause renewed interest in existence needs. Finally, all three models indicate that before a manager tries to administer a reward, he or she would find it useful to discover which need or needs dominate a particular employee at the time. In this way, all need models provide a foundation for the understanding and application of behavior modification. BEHAVIOR MODIFICATION The models of motivation that have been discussed up to this point are known as content theories of motivation because they focus on the content (nature) of items that may motivate a person. They relate to the person’s inner self and how that person’s internal state of needs determines behavior. The major difficulty with content models of motivation is that the needs people have are not subject to observation by managers or to precise measurement for monitoring purposes. It is difficult, for example, to measure an employee’s esteem needs or to assess how they change over time. Further, simply knowing about an employee’s-needs does not directly suggest to managers what they  should do with that information. As a result, there has been considerable interest in motivational models that rely more heavily on intended results, careful measurement, and systematic application of incentives. Organizational behavior modification, or OB Mod, is the application in organizations of the principles of behavior modification, which evolved from the work of B. F. Skinner. OB Mod and the next several models are process theories of motivation, since they provide perspectives on the dynamics by which employees can be motivated.

Analysis Of The Indian Dairy Industry Essay

My new venture is Lakshmi Dairy which (According to Hindu mythology cow is considered to be the goddess of wealth and prosperity) attempts to encroach the simple dairy merchandise. Processing the milk in my dairy which iam likely to set up in my home town, that is acquired from farmers from surrounding villages. My ultimate target would be from the day-to-day consumption and flourishing dairy products such as butter, cheese, yoghurt, especially types of Milk itself i.e., Skimmed milk, semi-skimmed, whole milk. Keeping in mind my previous experience, in my family business (Lakshmi Milk Booth) along with my father, collecting milk from various farmers and distributing them in our village, which I thought will be helpful for me in starting a dairy firm. This helps me to expand my family business (Lakshmi milk booth) by employing my villagers who at least have a minimum qualification which helps them in handling the sophisticated equipment that is used in this whole process. Introduction: see more:non farming activities in india Food, clothes and shelter are the three basic necessities of human beings where food is considered to the first and foremost thing for the survival of the human beings (source). It can be consumed in the form of liquids such as water, milk, natural fruit juice, beverages etc as well as solids such as baked food, cooked food, natural fruits and vegetables etc. As milk is considered as the highly nutritious and the complete food, it is consumed in a large quantity. Especially, for the kids who are less than 3 yrs old, it is suggested by doctors that Milk gives sufficient calcium, proteins and vitamins before they can digest any other food (reference, u can’t say on ur own). Not only kids but also people who are aged above 45 yrs are habituated to consume milk as a part of their break fast, as it strengthens teeth and bones and supplies required calcium (reference please). Indian dairy industry: Agriculture is the largest private sector and is also known to be the lifeline of the Indian economy. More than 60% of the population is dependant on the agriculture while 58.2% of the work force is directly or indirectly employed by means of agriculture. (Reference please, when giving facts and figures u need references for sure) Dairy farming is the most important part of the agriculture for thousands of years now and India is the largest milk producer. It produces 112 million MT with the highest share of 13% of the world’s production, which costs approximately 105,946 crores ( £1 = 72) (Shiva kumar Hedaoo, 2010) (this one is ok) Dairy industry is the highest contributor of the rural economy and hence it is considered to be the backbone of the agricultural sector. It is the leading source of nutrition, Bio-gas, employment, income of cash and a ‘cushion for drought proofing in India (Patel, 1993; Paroda, 1998). http://www.ukessays.com/essays/marketing/analysis ­of ­the ­indian ­dairy ­industry ­marketing ­essay.php 1/7 12/18/2014 Analysis of the Indian dairy industry Market Research: The world’s largest and the cheapest milk producer is India (Shiva kumar Hedaoo, 2010). Dairy products in India have a market value for about 100 billion. For many years now, the dairies in India have been delivering universally required products such as Semi-skimmed and skimmed milk, vanaspathi (ghee), butter, cheese etc. So as to capture the market place they have also started producing new dairy products like low fat milk, sweet yogurt etc. also the traditional sweets like rasmalai, rasgullas etc.  there  by creating an opportunity for the new entries. Dairy farming industry in India is one of the most rapidly growing industries, which is in turn is providing various opportunities for the new entrepreneurs. However, media (electronic and press) and the government play a key role in educating the people about the importance of the milk consumption and its products regularly. As per the recent (which market survey mention it)market survey, it is considered that the total population of India is 168 crores approximately. On the other hand, doctors and reputed health organisations are constantly advising us to include at least 100 ml of milk per day in our daily meal. (reference please, which doctor or doctors or doctors association)In that case, if every individual starts consuming 100 ml per day, the milk consumption on the whole might be 168,000 tons approximately. The growth and expansion of Dairy industry in India is likely, due to the development of the urban communities. The global consumption of milk has tremendously increased but it has become a challenge to meet the basic nutritional value of the dairy products in the under developed, developed and developing countries. The growth in per capita income might impact and eventually increase the consumption of milk and its products. Through the historical data, it is evident that as per the Indian standards the consumption of the dairy products could be more of the live stock products. The changes are more likely when the mankind start adopting the new lifestyle, food habits which are considered to be a part of the socioeconomic and the demographic factors (Radhakrishan and Ravi, 1990).(ok) Structure of the Industry: India is a developing country. Moreover, the dairy industry in India is not well established when compared to that of western countries. More than 90% of the dairy products are delivered by unliterary/unorganized sector and only 10% are delivered by organized sectors. (Shiv Kumar Hedaoo, 2010, referencing goes like (Hedaoo, 2010) that’s it).(other than that Fine) Many dairies adopted the most traditional and the ancient ways of producing milk and its products. Until the past few years countries like India have been concentrating only on limited and regional dairy products like yogurt  (regular), butter, cheese etc. Since the last 3 years, in order to capture the market, they have been producing the new dairy products such as sweet yogurt, flavoured milk shakes etc. (Shiv Kumar Hedaoo, 2010).gud SWOT Analysis: T he best of the data for conducting the SWOT analysis has been gathered considering the real instances of my (Give some name) Family Business (Milk) and the recent information on Dairy Industry in India, especially focusing on rural (villages) areas. http://www.ukessays.com/essays/marketing/analysis ­of ­the ­indian ­dairy ­industry ­marketing ­essay.php 2/7 12/18/2014 Analysis of the Indian dairy industry Strengths: India is well known for largest live stock owning, as it has about 61% of buffaloes and 19% of cattle of the world (GOI, 2002). (Gud) In the year 1992, the livestock in India was 470.86 millions approximately (Sharma, June 2002 page 8, (u don’t need page and month while citation, it should be like this (Sharma, 2002) that’s it). Considerably the labour and the whole production unit costs are less when compared to that of other countries. Also, India stands in the 2nd place in terms of the population and also the 7th largest country in the world of which 43% of the land has been used for agriculture purpose. Weaknesses: The two drawbacks of dairy Industry in India are as follows: In spite of availability of the various sophisticated equipments, most of the Dairy firms in India still tend to use the ancient techniques for the process of production. Any Source u can proof ur point Most of the dairy firms in India are unorganized. (Hedaoo, 2010), I have done this referencing for u†¦ Opportunities: In recent days, we could see that there has been tremendous increase in the consumption of milk, which wouldn’t have been possible without the intervention of media and the government. The key task performed was educating the people about the dairy products and its importance which effectively increased the consumption of milk. Hence, they created an opportunity for the new entities to capture the market share. Government has also made it easy for the dairy firms to import the highly sophisticated equipments with very less excise duty charges and the licensing policies etc. (u need source/reference to cover up ur this point) Threats: Unfortunately, many other western countries are exporting high quality dairy products to India due to the liberalization and the WTO full form please, as u havn’t mention it before agreements, teacher will say I don’t know what is it. Hence, there are high end milk products that are readily available in the market which could be at a major threat to the new entities. (How is the main point, rite it down) My Business Concept: I would hereby like to talk about the whole business plan (Lakshmi Dairy Firm) that I am likely (likely word shud not come, as u must be sure as a business women) to start. My family is based out of Thadepalligudem (a small village with more than 300 families among which there could be 85% illiterates approximately (Source)) in Costal Andhra (Andhra Pradesh, the highest milk producing state in India). Our family has been running a small business across http://www.ukessays.com/essays/marketing/analysis ­of ­the ­indian ­dairy ­industry ­marketing ­essay.php 3/7 12/18/2014 Analysis of the Indian dairy industry the village for almost 32 yrs now. I helped my father in the business, apart from my studies, since I was 12 yrs old which helped me gain some knowledge in establishing my own firm based on my experience. My father, mother and 3 more staff that we have engaged used to collect milk twice a day (at 6 am and 5 pm) at the milk booth, apart from which we have a delivery staff of size 15. On an average we collect 3000-3500 litres (u can increase ur staff if u want as it seems to be much more enough for 5 people to collect milk, that’s my opinion) of milk from the villagers belonging to my own village and also the surroundings. Once the milk is gathered, it is sent for processing i.e., purifying, filtering and refining. One this process is complete; the milk is filled and stored in the container of with the capacity of 30 litres each. These cans are then distributed accordingly at homes, sweet shops, bakeries, hotels etc. in the near by towns and cities, by the delivery staff through various means (wrong spelling) of transportation like motorcycles, auto rickshaws etc. without actually packing or chilling. The distribution of the milk cans should not take more than 2 hrs; on the whole it takes 5 hrs from the time the milking is done to the time of delivery. If the entire stock is sold out, we get a minimum profit of 15% to the maximum of 20%. During the winter season, as the cows and buffaloes yield more milk, the production is high (by 6% to 8% on the whole) where as there is decrease in the consumption. As villages doesn’t have any kind of sophisticated equipment for storing the remaining milk, it goes waste i.e., loss. Due to the less consumption of milk (in winter season), the prices may drop down from 30% to 50% in the neighbourhood villages. Instead, if we have required modern equipments to convert milk into milk powder, we may still make more profit on the whole (5% higher than the normal profits). (gud natural point) During summer, the consumption of milk is likely to increase and hence there is more demand for the dairy products such as yogurt, butter, cheese, ghee etc. However, the production of milk during this season is very less.(why milk production is low in summers proof it) Also there is no latest machinery which could covert milk into several other dairy products in huge quantities, due to which we loose our valuable customers. Currently my family is carrying the business transactions between two cities and collecting the milk from six villages only. Also there is no dairy firm located for about 410 kms from my village, as my village itself and its surrounding villages are under developed and backward. In order to overcome the above mentioned difficulties, I have business plan of establishing a Milk Dairy in my village. Following are the reasons to choose my village for a launching a Milk Dairy: Have more livestock compared to other villages. Central place to 20 other villages (easy access). Near by to the cities with the population of more than 75,000 individuals. We own a land which is big enough to construct the building. To develop my village in terms of liveliness. Allocation of sufficient funds by government for the firms that are been established in the backward areas. http://www.ukessays.com/essays/marketing/analysis ­of ­the ­indian ­dairy ­industry ­marketing ­essay.php 4/7 12/18/2014 Analysis of the Indian dairy industry Initially, I would start of my business by introducing the highly sophisticated equipments, which helps us store the milk for longer time (say 20-25 days). The next equipment that I would introduce is the packing  machine (to sell the milk in packets as we do now) and a van with a built in chilling machine which makes it easy for the long distance transportation. We (our family business) are well known for the quality, punctuality/timely delivery and reasonable prices of the product, at the same time we maintain a good rapport with our staff by giving wages on time and lending advances. (Well done) Market and USP: In the cities and towns near by my village there could (u shud be certain with facts and figures while doing or starting business) be a population of about 80,000 approx. where it is assumed that 8,000 to 8,500 litres of milk can be sold out and the dairy products of 1700 to 1900 kilograms every day (varies from season to season). In my village, very limited numbers of dairy products are available (which products are they mention it please). However, the customers are not satisfied as they are unhygienic, low quality etc. Due to the lack of alternatives, they had to purchase it. (say we will provide better alternatives) Taking this as advantage I would like to produce more number of dairy products like milk powder, yogurt, skimmed and semi-skimmed milk etc. with high quality and reasonable prices. I strongly believe that the goodwill of my family will give a boost up, which I (u shud be certain while doing business whether it works or not) be successful by working with the well versed experienced staff. Competitors: As there is no dairy closer to my village, people are dependant on the regional milk sellers. There are four other competitors who has the similar business that we carry out, among which two of them are closed during summer (due to the less production of milk), while the other two has less reputation and fame when compared to us and we conquer 60% of the market share while the 40% is captured by the rest. Price and Margins: The primary objective of launching a Dairy firm is to make the hygienic, reasonable product available any time. The cost price of milk/litre is 9 to 13 and the selling price is 14 to 18 per litre ( £1=72*). If the entire stock  is sold out then we are likely to make a profit of 2 to 3 per litre. The left over milk will be processed to convert it into the milk powder, which in turn can be saved up to 6months and are sold out during summer (when in demand). The supplements like yogurt, ghee, and butter milk are bought from the farmers directly and are further processed to meet the quality. These dairy products can be sold with a margin profit of 15% at the maximum.a