The Hertzberg Theory of the Motivation Are the Hygiene Factors

Question: How Hertzberg Theory Of The Motivation Is The Hygiene Factors? Answer: Introducation: The key ideas of the Hertzberg hypothesis of the inspiration are the cleanliness factors and the sparks factors. Such key elements are answerable for the activity fulfillment and furthermore brings about the activity disappointment (chapman, 2017). The cleanliness factor of the hypothesis relies upon how the approaches of the association work, oversight of the representatives by the chiefs and the connection between the representatives with this the working conditions, compensation, status, and security of the representatives in an association additionally matters as the cleanliness factors (chapman, 2017). Hertzberg hypothesis of inspiration: The persuasive components help to yield the positive fulfillment among the representatives and such factors are characteristic for work. Inspirational variables persuade the workers for acting in a prevalent manner in an association and are therefore known as the satisfiers. Such inspirational elements are associated with the presentation of the activity and find such factors as inherently fulfilling. Inspirational components represent the mental needs that are to be seen as the advantageous advantage (chapman, 2017). Inspirational elements incorporate the acknowledgment, accomplishment, special chances and development, obligation and work. The workers are to be perceived and adulated for their endeavors which are made for accomplishing the authoritative objectives and destinations. The feeling of accomplishment among the representatives relies upon the activity. Self propelled representatives act in a superior manner for accomplishing the authoritative goals. The special and the dev elopment exercises likewise inspire the worker and help to play out their errands in the better way (Furnham, Eracleous and Chamorro?Premuzic, 2009). An awareness of other's expectations additionally inspires the representatives towards their employments it is the duty of the bosses to give their subordinates the responsibility for work which may limit the control yet thus, holds the responsibility. The sparks to perform likewise incorporates the intriguing, testing and the important which itself spurs the workers to act in a superior manner (Michaelson, 2005). Hertzberg hypothesis of inspiration for persuading the representatives working in a cheap food chain industry: It is accepted that for genuinely rousing the representatives business requires such conditions which cause the workers to feel satisfied in the work environment. The cheap food binds mean to persuade the representatives by focusing on the both the cleanliness and inspirational components of the Hertzberg hypothesis of inspiration. The chains can persuade and engages the representatives through the ideal and the fitting correspondences and giving the solid condition working society to the workers (Furnham, Eracleous and Chamorro?Premuzic, 2009). The equivalent duties are to be appointed to the workers with the contribution of the staff in the dynamic. The chain can hold the gathering each year where the staff can be a piece of the conversation. The representatives are to be perceived for their work and are to be compensated for the work done by them. Law of Requisite Variety: This law of Requisite Variety is otherwise called the Only assortment assimilates assortment and is the most significant law of the control. The assortment of Regulators helps in viewing the assortment of the framework that controls it and is known an Ashbys Law (Godsiff, 2010). The significant administration computer science relies upon the way that the main assortment ingests assortment. The law builds up an understanding that the main framework has the essential assortment on the off chance that it must match the assortment of the System it directs. This is called Ashby's Law. The greater part of Management Cybernetics relies upon the way that solitary assortment ingests assortment. The law lets us know thata framework just has imperative assortment if its range the reactions at any rate as large as the quantity of various upgrades experiencing in the earth. The authoritative framework without the imperative assortment will in general fall flat at whatever point experiences the un predicted and the not practical framework (Godsiff, 2010). For instance in a business where the association is having the constrained arrangement of reactions can't respond towards the unanticipated improvements for changes in the economic situations. The law of essential assortment is important for the changing idea of the associations and for the goals compelling and proficient in the present authority. The law encourages the association to be versatile and adaptable towards the business condition and to control their destiny of achievement. In the nonattendance, the association might be exposed to the expanding assortment (Kalina, 2011). This law go about as the controller for controlling and changing the framework and the necessity of the association according to the difficult condition. By structuring the system, for example, group and useful procedure in the association according to the law of imperative for coordinating the authoritative unpredictability and is trusted that the unforeseen shocks in an association can be limited and the data identified with the issues of the corporate administration would stream in the smooth and convenient way in the more significant level of the association (Kalina, 2011). The non use of the law in an association will bring about the corporate danger with giving the inward procedures towards the corporate hazard and may hurt the corporate administration with expanding authoritative powerlessness with disappointment in the various procedures of the association (Poulis and Poulis, 2015). Thus, according to the Ashby law, the assortment of control framework or the controllers must be equivalent to the distinctive circumstance that will be directed (Poulis and Poulis, 2015). Thus the darkness and unpredictability in the association increment, with the multifaceted nature and decent variety of securing of organization data and administrative control. End: Such inspirational variables increment the degree of the representative execution in an association with their responsibility towards the working environment. These components go about as the significant components of the workplace they don't expand the fulfillment level, however there nonattendance may bring about the disappointment. Henceforth the cleanliness and the inspirations are huge for an association for accomplishing the authoritative objectives and targets. The subsequent action examined the Law of Requisite Variety which clarifies that the level of a companys appropriate ecological trouble is to be facilitated by the identical level of inner intricacy all together for endurance in the present serious market. Such thought is to fit between an association and nature is one of the most enduring thoughts in the field of association hypothesis. References chapman, a. (2017).frederick herzberg inspirational hypothesis, helpers, and cleanliness factors, free herzberg graphs. [online] Businessballs.com. Accessible at: https://www.businessballs.com/herzberg.htm [Accessed 3 May 2017]. Furnham, An., Eracleous, A. furthermore, Chamorro?Premuzic, T. (2009). Character, inspiration and employment fulfillment: Hertzberg meets the Big Five.Journal of Managerial Psychology, 24(8), pp.765-779. Godsiff, P. (2010). Administration Systems and Requisite Variety.Service Science, 2(1-2), pp.92-101. Kalina, J. (2011). Law of imperative assortment: an instance of IT and business alignment.Journal of Systems Integration, 2, pp.47-53. Michaelson, C. (2005). Significant Motivation for Work Motivation Theory.Academy of Management Review, 30(2), pp.235-238. Poulis, K. what's more, Poulis, E. (2015). Problematizing Fit and Survival: Transforming the Law of Requisite Variety Through Complexity Misalignment.Academy of Management Review, 41(3), pp.503-527.

My School Essay

School is a sanctuary of learning and a preparation ground for future residents. The name of my school is Penang Chinese Girls High School. It was set up in 19-a by a land-master in our general vicinity. He gave land and cash for the school. The climate where our school is arranged is extremely wonderful. It is encircled by a major field on one side and a little nursery with blossoms on the other. The school has three columns of enormous structures. The name of the school is composed on the front structure. There are numerous study halls in the front structure. Different rooms in the back structure are utilized for various purposes, for example, the Head Master’s Office, Library, the Clerk’s Office, the Science Laboratory, the Teachers’ Common-room, the N. C. C. what's more, and so on. There are 80 instructor, a particular educator for custodians, a representative and a few peons in our school. All the instructors are qualified and experienced. The Head Master is a scholarly woman,she tackled issues of the students productively. The complete number of understudies of our school is about 20thousand hundred. We go to class in uniform,our school consisits of young ladies only,therefore young ladies wear blue skirt and white pullover. The school capacities from for 2 meetings. During the break hour we go to the flask to unwind and appreciate some mouth-watering food. A few understudies additionally go to library and read paper there. In games period we play badminton, volley ball, and so on. Young lady understudies play ring ball as well. The library of our school is a medium one. There are around 2,000 books on various subjects; we didn't have a library period in our week by week routine,so we get books from our library and discount them following seven days in our available time. We watch the Republic Day, the Independence Day, the Teacher’s Day in our school. We likewise hold banter rivalries and games and sports each year. The school magazine is distributed each year. In yearly assessments the understudies from our school show splendid execution. Numerous understudies from this school have involved superb situation in our state. Our school consistently holds book reasonable for understudies to get an opportunity to investigate the benefits of perusing. This year an old style educator from our school resigned officially. The order, the investigation air and the splendid scholarly consequence of our school pull in numerous worthy understudies from far off pieces of our state. It is a perfect school in all regards.

Best Apps for College Students

Best Apps for College Students Simple Apps to Help Streamline University Life Simple Apps to Help Streamline University Life University life is a series of highs and lows hopefully many more of the former than the latter. Managing schedules, writing papers, working in a few shifts a week at a part time job, studying, reading, managing money, keeping up with family and other interpersonal relationships you might finish your degree and find yourself asking “how did I manage to keep all of those balls in the air at the same time?” Outsourcing some of your university life to technology For generations, people had no other choice but to try to tackle everything manually. Pen and paper were the main component of most students’ arsenal, and if you weren’t paying attention during a lecture, well, your only alternative was to try and find time to speak to a professor during office hours. Luckily, in the digital era, technology can do a lot of the work for us. Below are some of the most useful apps for life at university. Apps for organization A lot of studies have been done on the various personality traits that are predictive of success in university. Among them are executive functioning skills like time management and organization. In fact, in a Canadian Journal of Higher Education study, 73.7% of study participants indicated that time management, planning, and preparation were the most important attributes for achieving academic success. Being organized requires planning, and dedication, but thankfully modern technological advancements mean we don’t have to take on the burden of organization all by ourselves. One such organizational app is Fetchnotes. This app lets you assign hashtags to your notes and thoughts, thereby allowing you to organize everything you need to do in a given time frame. For instance, you might assign an “exam” tag to everything having to do with an upcoming exam, and you might assign a “read” hashtag to all of your assigned readings for a given day of the week. This is a free app for iPhone, iPad, and Android devices. Apps for social media downtime A 2014 study from researchers at Baylor University found that college students spent, on average, between eight and ten hours per day on their cell phones. That same study presented self-reported data which concluded that roughly sixty percent of college students are ‘addicted’ to their cell phones, and that cell phones, almost invariably, end up becoming a major distraction during lectures, or from important, often intellectually demanding tasks. While it is certainly popular, and quite easy to rail against cell phones and social media, they are, for the vast majority of people in the West, a fact of life. In fact you would likely be hard pressed to find a university or college student on campus anywhere in the developed world that didn’t have a state of the art smart phone in their pocket at all times. While having and using a smartphone may be unavoidable, deciding when and what you use it for can still be within your control. Apps like SelfControl are great options for people who find that their work ethic, and attention span suffers because of their cell phone (particularly social media addiction). SelfControl allows you to block websites of your choosing for a set amount of time, so that you are not tempted by your phone when you really should be doing something more productive with your time. Budget Apps Part of the university experience, for many people, means learning to manage money. For a lucky few, money is no object. Family wealth has underwritten their university experience, and rent, grocery, textbook, even spending money is just a phone call or text away. While that is not to look down upon families who can afford to do these things, the average Joe or Jane struggling to make their way through university life needs to be able to handle their finances responsibly, or risk having to go without. If you are new to managing your own money, or have struggled with doing so in the past, there are a number of great apps out there that can help make the task easier. One such app is My Weekly Budget. This is not a free app ($1.49 for iPhone/iPad; $0.99 for Android), but it is a useful one. My Weekly Budget allows you to set weekly budgets, and then monitor your spending to ensure that you do not go over what you have decided you can afford. Every time you spend, the app shows you what percentage of your weekly budget you are using up, how much you’ve spent in total, and how much more you can afford to spend based on your preset amount. It is astonishing how much easier it is to keep to a budget when you are reminded of what you are spending, and how much of your allotted budget a given expenditure is eating up. Document storage Document storage is one of those things that many people struggle with. You write a paper, turn it in, then consign it to the desktop for the rest of eternity. The only problem is, your computer can crash. Things that used to be in one file folder, can accidentally get transferred to a different one. Files can become corrupted and unreadable, resulting in lost work hours, even entire weeks’ worth of work. Luckily, Google Drive is here for us. Google Drive, while quite well-known and well-used, is something a lot of university students aren’t overly familiar with. During high school, Microsoft Office for Mac and PC is typically the method most people use to write and store documents. However, many people in the professional world, particularly for jobs that involve people and teams in disparate locations, utilize Google Drive. Google Drive is a cloud storage platform that allows you to write and store 15 free gigabytes worth of documents, presentations, excel sheets, forms, and drawings in which you never have to worry about losing any of it. What’s more is that you can quickly and easily search your Google Drive for documents you have previously been working on, assign them to folders, and share them with friends, colleagues, professors, and group project members. Sometimes, despite your best efforts, there is simply not enough time in a day to get through everything on your plate. When university life seems insurmountable, and time is a precious commodity with conflicting demands, professional essay writing services like Homework Help Global offer academic quality writing to help make university life a little more bearable. References: (2018). “Ten Great Apps for Uni Students.” The Good Universities Guide.” Retrieved from: ten-great-apps-for-uni-students Stelnicki, A.M. et al. (2015). “Who is the Successful University Student? An Analysis of Personal Resources.” Canadian Journal of Higher Education 45(2): 214-228. Retrieved from: journals.sfu.ca/cjhe/index.php/cjhe/article/download/184491/pdf_21 Wood, J. (2014). “College Students in Study Spend 8 to 10 hours Daily on Cell Phone.” Psych Central. Retrived from: Best Apps for College Students Simple Apps to Help Streamline University Life Simple Apps to Help Streamline University Life University life is a series of highs and lows hopefully many more of the former than the latter. Managing schedules, writing papers, working in a few shifts a week at a part time job, studying, reading, managing money, keeping up with family and other interpersonal relationships you might finish your degree and find yourself asking “how did I manage to keep all of those balls in the air at the same time?” Outsourcing some of your university life to technology For generations, people had no other choice but to try to tackle everything manually. Pen and paper were the main component of most students’ arsenal, and if you weren’t paying attention during a lecture, well, your only alternative was to try and find time to speak to a professor during office hours. Luckily, in the digital era, technology can do a lot of the work for us. Below are some of the most useful apps for life at university. Apps for organization A lot of studies have been done on the various personality traits that are predictive of success in university. Among them are executive functioning skills like time management and organization. In fact, in a Canadian Journal of Higher Education study, 73.7% of study participants indicated that time management, planning, and preparation were the most important attributes for achieving academic success. Being organized requires planning, and dedication, but thankfully modern technological advancements mean we don’t have to take on the burden of organization all by ourselves. One such organizational app is Fetchnotes. This app lets you assign hashtags to your notes and thoughts, thereby allowing you to organize everything you need to do in a given time frame. For instance, you might assign an “exam” tag to everything having to do with an upcoming exam, and you might assign a “read” hashtag to all of your assigned readings for a given day of the week. This is a free app for iPhone, iPad, and Android devices. Apps for social media downtime A 2014 study from researchers at Baylor University found that college students spent, on average, between eight and ten hours per day on their cell phones. That same study presented self-reported data which concluded that roughly sixty percent of college students are ‘addicted’ to their cell phones, and that cell phones, almost invariably, end up becoming a major distraction during lectures, or from important, often intellectually demanding tasks. While it is certainly popular, and quite easy to rail against cell phones and social media, they are, for the vast majority of people in the West, a fact of life. In fact you would likely be hard pressed to find a university or college student on campus anywhere in the developed world that didn’t have a state of the art smart phone in their pocket at all times. While having and using a smartphone may be unavoidable, deciding when and what you use it for can still be within your control. Apps like SelfControl are great options for people who find that their work ethic, and attention span suffers because of their cell phone (particularly social media addiction). SelfControl allows you to block websites of your choosing for a set amount of time, so that you are not tempted by your phone when you really should be doing something more productive with your time. Budget Apps Part of the university experience, for many people, means learning to manage money. For a lucky few, money is no object. Family wealth has underwritten their university experience, and rent, grocery, textbook, even spending money is just a phone call or text away. While that is not to look down upon families who can afford to do these things, the average Joe or Jane struggling to make their way through university life needs to be able to handle their finances responsibly, or risk having to go without. If you are new to managing your own money, or have struggled with doing so in the past, there are a number of great apps out there that can help make the task easier. One such app is My Weekly Budget. This is not a free app ($1.49 for iPhone/iPad; $0.99 for Android), but it is a useful one. My Weekly Budget allows you to set weekly budgets, and then monitor your spending to ensure that you do not go over what you have decided you can afford. Every time you spend, the app shows you what percentage of your weekly budget you are using up, how much you’ve spent in total, and how much more you can afford to spend based on your preset amount. It is astonishing how much easier it is to keep to a budget when you are reminded of what you are spending, and how much of your allotted budget a given expenditure is eating up. Document storage Document storage is one of those things that many people struggle with. You write a paper, turn it in, then consign it to the desktop for the rest of eternity. The only problem is, your computer can crash. Things that used to be in one file folder, can accidentally get transferred to a different one. Files can become corrupted and unreadable, resulting in lost work hours, even entire weeks’ worth of work. Luckily, Google Drive is here for us. Google Drive, while quite well-known and well-used, is something a lot of university students aren’t overly familiar with. During high school, Microsoft Office for Mac and PC is typically the method most people use to write and store documents. However, many people in the professional world, particularly for jobs that involve people and teams in disparate locations, utilize Google Drive. Google Drive is a cloud storage platform that allows you to write and store 15 free gigabytes worth of documents, presentations, excel sheets, forms, and drawings in which you never have to worry about losing any of it. What’s more is that you can quickly and easily search your Google Drive for documents you have previously been working on, assign them to folders, and share them with friends, colleagues, professors, and group project members. Sometimes, despite your best efforts, there is simply not enough time in a day to get through everything on your plate. When university life seems insurmountable, and time is a precious commodity with conflicting demands, professional essay writing services like Homework Help Global offer academic quality writing to help make university life a little more bearable. References: (2018). “Ten Great Apps for Uni Students.” The Good Universities Guide.” Retrieved from: ten-great-apps-for-uni-students Stelnicki, A.M. et al. (2015). “Who is the Successful University Student? An Analysis of Personal Resources.” Canadian Journal of Higher Education 45(2): 214-228. Retrieved from: journals.sfu.ca/cjhe/index.php/cjhe/article/download/184491/pdf_21 Wood, J. (2014). “College Students in Study Spend 8 to 10 hours Daily on Cell Phone.” Psych Central. Retrived from:

Dinosaur Word Search, Vocabulary, Crossword and More

Analysis Of The Play A Doll s House - 1410 Words

The period of the nineteenth century until the twentieth century was viewed as a patriarchal male society and female dependence; women had to obey men because in most cases men held all the resources and women had no independent means of subsistence. Women were solely controlled by the society crafted by men and expected to act as a feminine ideal of that period, in addition, women were supposed to live a highly restrictive life with their life centered round their husband and subsequently their children. Although, women were supposed to be treated with respect by men, most men viewed women as weak and having no ability to perform any task. In the play â€Å"A Doll’s House† the character Nora shows how these expectations affect her behavior which reflect her desire to change the traditional gender roles in the demanding society she was obligated to adhere to. When a couple got married in this period her property was now her husband’s and as a result, married wome n were barred from making contracts, appearing as witnesses in court, and initiating lawsuits. Nora like the wives of her time had to subject to her husband and Nora is often treated as a superior servant not as an equal; therefore, she lives without self-identity and gender equality. At the beginning of the play, Nora appears to be a silly, naive, childish girl, but then the reader learns that she has made a great sacrifice to save her husband s life by borrowing money. Nora acts this way because that is how her husbandShow MoreRelatedAnalysis Of Doll s House As A Feminist Play985 Words   |  4 PagesDoll’s House as a feminist Play Is A Doll s House a feminist play? Ibsen disputes the notion that his play is female-centered claiming that it was more of liberation, which is presented, in a more general, human sense. 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Equally, Ibsen’s play, A Doll House makes an extensive use of symbols which does not only make the play captivating but also enables the reader to get a deeper understanding of the underlining ideasRead MoreSymbolism Of A Doll House By Henrik Ibsen937 Words   |  4 PagesSymbolism in A Doll House In Henrik Ibsen’s A Doll House, the play is framed around symbolism and its irony. Symbolism throughout the play acts as a subliminal foreshadowing, each individually hinting at the impending end. The irony is continually represented through Ibsen’s play between perception and reality - perception being the evident meaning of each symbol and reality, being the ironic opposite connotation exclusively in Nora and Torvald’s situation. 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Equally, Ibsen’s play, A Doll House makes an extensive use of symbols which does not only make the play captivating but also enables the reader to get a deeper understanding of the underlining ideas. Indeed, Symbolism is a literary device that is evident throughout Ibsen s play. Examples of symbolism in the play include the Christmas tree, the images ofRead MoreHenrik Ibsen s A Doll s House944 Words   |  4 PagesMy character analysis is based on Nora and Torvald Helmer and the progression of their relationship from the play â€Å"A Doll’s House† by Henrik Ibsen. Both Torvald and Nora Helmer played as major characters but were flat and static in the beginning. Nora with her childlike and submissive behavior toward her husband of eight years and Torvald with a stereotypical point of view. Developing this trait as a child from her father Nora believed this was an acceptable behavior for her marriage. And TorvaldRead MoreAnalysis Of Nora Helmer s A Doll s House 841 Words   |  4 PagesBrennan1 John.Brennan Lisa Wall English Composition II 29 March 2015 Knowing about Nora Helmer From the beginning of A Doll’s House play, Nora Helmer appears to a obedient wife. She doesn t seem to mind when her husband, Torvald, calls her his little squirrel, his little lark, and a featherhead, (1.5-1.16).And more than that, she seems to enjoy and even play into it. She shows also a generous behavior, by giving a good tip to the porter and buying a lot of Christmas presents. The love ofRead MoreToys Are Not Pop Out Of The Womb With Ideas Of Gender Roles797 Words   |  4 PagesThrough the analysis different toys, it is evident that toys are being used to reinforce social structures such as gender roles, male dominance and gender stereotypes to children, thus socializing them into gender social structures. 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Challenges Facing Managers in Change Process Free Essays

string(34) " overloaded with that task alone\." There are change management models and research still relevant for the 21st Century. The problem however is not with their relevance or their worth, the problem and challenge facing organizational leaders, organizational development experts and researchers relate to the speed and complexity of change required today. (Mildred Golden Pryor, Sonia Taneja, John Humphreys, Donna Anderson, Liza Singleton – Challenges facing change management 2008). We will write a custom essay sample on Challenges Facing Managers in Change Process or any similar topic only for you Order Now Today, change is constant and organization leaders who anticipate change rapidly and responsibly are successful. However, organizational leaders who anticipate change and invent the future are even more successful because those who invent the game are the leaders in their industry, however there are other organizations that are just followers and adapt to change while there are those that do not even survive. According to MTD Training of 2010, in business, change means moving from one way of doing things to another way of doing them. Not every change has to be managed; every organization will need to make a decision about whether or not to employ change management strategies based, in part on how much risk would be associated with not doing so. Change management is an approach to transitioning individuals, teams, and organizations to a desired future state. It is to make something different. You can cause something to change, or you can bring change upon yourself. (Mildred et al, 2008) The process of change impacts on the whole organization and on all individuals working there. Change processes majorly influence: what the organization does, the way the organization does things, the way all business units of the organization communicate and share information, (Problems in Managing Change, Oliver Recklies). This is the manager’s challenge to make things work. Human resource management has an important role in any change process. Change always needs people: for developing objectives, for identifying the need for change, for developing solutions and for implementing these solutions. Technology can support and influence change, but it can never replace people. Still people are to operate the machines, make and implement decisions, not technology or machines. Another challenge of managing change is that there is no chance to ‘undo’ mistakes once they were made. If you allocate resources in an inefficient way, you still have the option to provide additional resources in order to achieve your objective, but there might be wasted resources due to misallocation. If you once failed to make your employees participate in the change process, motivate them into accepting the changes, you will hardly be able to motivate them again. The figure below shows clearly the complexity and scope of change management: Managing change is a challenge that involves coordinating different areas in the organization and the Human Resource has to help employees own the changes alongside quality management, project management, corporate development and usually with a lot to do in Information Technology to have a new, changed organization. Planning and managing change, both cultural and technological, is one of the most challenging elements of a manager’s job (Prosci, Neutralizing change threats in the New Year, 2008). Despite these challenges, managers need to be aware that organizations change in a number of dimensions that often relate to one another and can take any direction in the organization. These dimensions include †¢Extent of planning: Although experts differ about how much change can be planned, managers still need to take steps to set up conditions that permit and even encourage change to occur. Degree of change: Changes may be incremental (relatively small, involving fine?tuning processes and behaviors within just one system or level of the organization) or quantum (significant change altering how a company operates). †¢Degree of learning: This dimension relates to the degree to which organizational members are actively involved in learning how to plan and implement change while helping s olve an existing problem. †¢Target of change: Organizational change programs can vary with respect to the hierarchical level or functional area of which the change is targeted. Some changes are designed to influence top management and assist them in becoming stronger leaders. Other change programs may involve basic learning, such as customer services techniques for lower level employees. †¢Organization’s structure: If it is very stiff and bureaucratic, there may be a need for emphasis on policies, procedures, and rules. Some organizations are very stiff and bureaucratic and may need to â€Å"loosen up. † Other organizations may suffer from lack of organization structure. They may need to emphasize policies, procedures, and rules. Regardless of which forces that cause organizations to see the need for change, organizational leaders, including managers, continue to struggle to maintain or increase their company’ competitive advantage as rapid changes occur from both the external and internal environments. One of the challenges managers face is successfully implementing initiatives that will lead to change and reactions to the fairness of the change implementation, specifically whether the implementation process was handled fairly or not. Cobb et al – 1995) A 2007 benchmarking study â€Å"Best Practices in Change Management† identified poor support and alignment with middle management as one of the big challenges in managing change. This followed other factors considered as obstacles to change including; ineffective sponsorship and resistance from employees. Managers may resist change and this implies not effectively supporting their employees through change. One of the main culprits for thi s obstacle is the manager dilemma. The manager dilemma is a result of two forces at work on managers and supervisors during times of organizational change. First, managers and supervisors are themselves being impacted by the change and they must embrace, internalize and adopt the change to their own work. Second, they must support their employees during the change as well, helping them to embrace and adopt the new solution. During changes in the organization, the managers are often wearing both the â€Å"agent of change† hat and the â€Å"recipient of change† hat. Add to these challenges the fact that middle and front-line managers are critical to sustaining the day-to-day operations of the business and often feel overloaded with that task alone. You read "Challenges Facing Managers in Change Process" in category "Papers" This could lead to unprofessional management of stakeholders affected by change. Project teams, support functions (like communication, Human Resource, training and development groups) and senior leaders often only wear the â€Å"agent of change† hat, while front-line employees and those who ultimately adopt the change wear only the â€Å"recipient of change† hat. Managers and supervisors wear both hats and the result being that they have the most difficult role in times of change. Unfortunately, their duel role is often overlooked and neglected to the detriment of project and employee well-being. Workload and speed of change process becomes too big for the manager. Resistance to change is a very big challenge to managers, this is due to reasons like the proposed change ppearing to violate values/ethics or culture generally, the inertia may already exist in the system and change is not easily blended in, the proposed changes may represent uncertainty in different dimensions, there may also be a misunderstanding of proposed changes, fear of loss usually on the side of stake holders, threat of security of organizational members or employees in terms of their jobs, also when personal antagonism exists among group members, when there is lack of confidence in the change sponsor(s) or the change agent(s), lack of participation among team members, fa ilure to see the need for change, when timing is very poor, when there is a disruption of social relationships, at times the proposed change could also upset power balances, resistance may also be due to informal organizational pressure against the change, sometimes a belief that the change is a form of criticism about the way things have been done could cause resistance and sometimes there is a perception that benefits may result if there is a strong resistance to change. Resistance may be a very big challenge that the manager alone may not be able to handle alone. Sometimes managers delegate the whole responsibility to manage the change to employees and only expect to get progress reports from them; this usually may become a very big challenge if things do not go as planned or if the employee does not understand the whole change. The employee does not actually have a responsibility to manage change, the employee’s responsibility is to do their best, which is different for every person and depends on a wide variety of factors like health, maturity, stability, experience, personality, motivation, etc. Responsibility for managing change is with management and executives of the organization and they must manage the change in a way that employees can cope with it. The manager has a responsibility to facilitate and enable change, and all that is implied within that statement, especially to understand the situation from an objective standpoint which may mean to ‘step back’, and be non-judgemental, and then to help people understand reasons, aims, and ways of responding positively according to employees’ own situations and capabilities. Increasingly the manager’s role is to interpret, communicate and enable and not to instruct and impose, which nobody really responds to well. Some managers are misunderstood when they introduce change; this is also a challenge that might lead to conflict with employees. Using expressions like mindset change’, and ‘changing people’s mindsets’ or ‘changing attitudes’, often indicates a tendency towards imposed or enforced change and it implies strongly that the organization believes that its people currently have the ‘wrong’ mindset, whi ch is never the case. If people are not approaching their tasks or the organization effectively, then the organization has the wrong mindset, not the people. Change such as new structures, policies, targets, acquisitions, disposals, re-locations, etc. , all create new systems and environments, which need to be explained to people as early as possible, so that people’s involvement in validating and refining the changes themselves can be obtained. Management may lack the necessary training, empathy and facilitative capability which are priority areas since managers are crucial to the change process, it becomes a bigger challenge if managers merely convey and implement policies from above without knowing much about them and because people and teams need to be empowered to find their own solutions and responses, with facilitation and support from managers, and tolerance and compassion from the leaders and executives, management and leadership style and behaviour are more important than clever process and policy. Employees need to be able to trust the organization and it becomes the manager’s challenge to ensure there is trust between. Managers must agree and work with these ideas, or change is likely to be very painful, and the best people might be lost in the process. In some situations, when people are confronted with the need or opportunity to change, especially when it’s ‘enforced’, as they may see it, by the organization, they can become emotional and so can the managers who try to manage the change. This challenge may require diffusing the emotional feelings, taking a step back and encouraging objectivity, to enable sensible and constructive dialogue. This is the managers’ and trainers’ challenge to find a solution with help of analogies to assist themselves and other staff to look at change in a more detached way. Just as the state of ‘unconscious incompetence’, needs to be developed into ‘conscious competence’ to provide a basis for training, so is a person’s subjective emotion need to be developed into objectivity before beginning to help them handle change. Some managers are not patience and tolerant enough when managing change and yet it is a challenge where the manager is required to help people in these situations to see things differently, bit by bit. This sort of gradual staged change can be found everywhere in the living world. Strong resistance to change is often rooted in deeply conditioned or historically reinforced feelings that require a lot of patience and tolerance towards the people to whom change is being introduced to, the managers ought to have these qualities if they are to manage the change process effectively. It was discovered that people who easily welcome change are not generally the best at being able to work reliably, dependably and follow processes. The reliability/dependability capabilities are directly opposite character traits to mobility or adaptability capabilities. Managers may face the challenge of such people to ensure they can be reliable. Certain industries and disciplines have a high concentration of staff who need a strong reliability/dependability personality profile, for example, health services and nursing, administration, public sector and government departments, utilities and services; these sectors will tend to have many staff with character profiles who find change difficult and as a manager, to help them into change is your challenge. Age is another factor. Erik Erikson’s Psychosocial Theory helps to understanding that people’s priorities and motivations are different depending on their stage of life. The manager needs to understand people’s needs, at different age levels to better be able to manage change, however, this can be a very big challenge for managers especially dealing with older people who are usually rigid and do not believe anything other than what they already know. People’s strengths and weaknesses differ and not everyone welcomes change. It requires time to understand the people you are dealing with, and how and why they feel like they do, before you take action, but the manager may not have that time especially if they are faced with such a rapidly changing world, where a delay might give competitors a chance to override and gain a very big competitive edge. This may be a challenge that requires high skill level and competence for the manager. Managers today have a challenge of fast changing environments where by planning, implementing and managing change in a fast-changing environment is increasingly the situation in which most organizations now work. Dynamic environments such as these require dynamic processes, people, systems and culture, especially for managing change successfully, effectively optimizing organizational response to market opportunities and threats. Some organizations may not have capacity to be dynamic due to different reasons and therefore managers face the bigger challenge. In his book, Change management, 2010, Prof. Dr. Olaf Passeheim identified a challenge due to technological changes today. The International and dynamic situation of the global market has created a big need for change, and this has created a challenge of deregulations which have increased the competitive pressure and minimized monopoly power. Managers today work in such very rapid environment where the organization itself might not be in a position to go with the pace, for example, telecommunication companies like MTN, if it does not have financial capacity to afford the required equipments and software that go with the trend or the required skills to operate them. In any case, the manager has to find a way, or lose the game, an impact that may last and could permanently damage the company. Economic ups and downs are a big challenge, they have such a huge impact on organizations and markets for example, the most recent financial crisis that led to cutbacks and reduced employment, managers face the challenge of neutralizing the situation and making necessary change decisions to cope with the situation. (Passeheim – Change Management 2010) Changes in an organization where workforce is never static for example due to changes in gender, age, education, in and out employees create challenges for managers to go with changes because there will always be a need to redesign work, jobs and working groups, to ensure matching job requirements and skills. High financial costs of replacing, upgrading or buying new equipments which the organization may not be in position to procure, this will delay change process for a cost restrictive business. New systems may also fail and the organization is forced to sell the new equipments at reduced prices, pay employees for redundancy or dismiss them with a package because computers replaced them, training that comes with a cost, managers may have to resist implementation of any changes to cut on the costs involved, a decision that might challenge his capacity as a manager. Lack of analysis of strategic and operative challenge in changing the organization, some managers might blindly decide to make changes without analyzing the weight it holds. Some managers consider strategic plans unimportant and in a way ignore what the operative system is like, changes that are not strategically planned may become disastrous as things are only done as they come, operations may be guess work and yet change is something to be handled with care. There may be some unprofessional use of methods in change process as a result. Insufficient problem awareness, if the manager is trying to go through a change process, but does not exactly know the current problems that may have led to the need for change, it will be a very big challenge for him to make the right and appropriate decisions to implement the changes. Insufficient communication in the organization, if departments and employees do not freely and regularly communicate and even the manager is not interactive enough with employees, yet they ought to know what goes on around, change might come as a surprise for many who may not know why it came, many might resist it or just follow blindly and this could greatly compromising quality. Lack of control by managers, it is a challenge if the manager does not have control over employees, operations, systems due to several factors like limitation from superiors or lack of control skills. In such situation, the manager will find it difficult to even bring about change in the organization. Managing through Change – MTD Training and ventus publishing 2010, suggests other challenges that managers are likely to face in the change process, these include thus: ?Key staff may leave Market place changes may make your new initiative more urgent or less important ?Budget cuts may put a freeze on resources that u are dependant upon for implementation of change ?Legal regulations or requirements might change requiring an adoption to your plan ?Consumer response may fail to meet expectations requiring to reconsider your choice ?Competitors may act in ways that require you to revisit your objectives or vision ?Unexpected technology barrier may arise ?Costs, time, requirements or staff hour requirements may begin to exceed estimates. As manager, facing the above discussed challenges, one may have to scale back, expand or abort the change and any expected outcomes. Flexible is an essential requirement if the company is to survive in a competitive world today. 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Tips on How To Write a Book guided by From Jerry

Tips on How To Write a Book guided by From Jerry Writing a book is an exciting but scary experience. Advice from the successfully published writer can be very helpful for any first-time author. Jerry Jenkins is a 21-time New York Times bestselling writer who published more than 190 books over the 40 years. Here is his 11-step guide on how to write, and most importantly, finish the book and publish it. Arrange your writing space The task of writing a book is monumental and the preparation is important. One of the steps is to invest your time into establishing your writing space. Real writers are capable of creating their masterpieces anywhere but still, designate the comfortable place where you find yourself to be in the most productive state. Make sure to equip your working place with a quality chair. Prepare writing tools If you prefer to write on a computer, try to get a really good one. In case you like to handwrite, you might need to have a lot of accessories. Notepads, paper clips, pencil sharpeners, printing paper are the tools that you might need to have on hand to avoid being interrupted during the creative process. Divide the process into small steps Writing a book is a massive project so when you break the whole process into small parts, the chances of completing the project will become much higher. Formulate the idea, which you are passionate about The idea needs to be big enough to excite you and those who you can share it with. It should be worthy of the entire book and not only a blog post or a brief article in the newspaper. Create an outline You must have a clear vision of where you’re heading no matter whether you write fiction or non-fiction material. The basic structure works as a safety net and it can be adjusted whenever you feel like the plot needs to be improved. Set up a strong writing schedule You are a writer and creative streak in your character might not correlate with the necessity to follow a regular writing pattern. However, if you want to progress with your book, you need to follow the defined routine and adjust your calendar accordingly. Ideally, at least six hours a week needs to be dedicated to writing. Determine a deadline It might be difficult to get anything done if such motivation as the deadline is not present in the writing process. You need to know exactly how many pages you are typically capable of producing. After analyzing this data, come up with a realistic deadline. Accept your procrastination Many writers are procrastinators and that’s normal. The secret in dealing with the issue is embracing it. The more you accept your inner procrastinator, the less you will be angry at yourself. As a result, you will have a higher probability of staying on track and continuing to write. Accept it and even try to schedule it. Eliminate distractions Staying focused is very important so if you are easily distracted, try to pinpoint things that divert your attention and do your best to eliminate them. Would you like the idea that you will keep writing your book for years? It is doubtful. Timewasters are not your friends. Be ruthless. Do the research It doesn’t matter if you write fiction or non-fiction, you need to gather all necessary data possible and get all the facts right. Whatever you write, it must be believable. One small mistake can undermine all your efforts and spoil your reputation of a credible writer. Don’t give up in the middle Most of those aspiring writers who fail to finish a book confess that they give up right when they reached the middle. For the majority of authors, this stage appears to be extremely difficult. They get bored and start procrastinating because it seems that there’s not enough of truly engaging stuff to include in the middle chapters. This may happen to both fiction and non-fiction writers. The advice is to do anything but quit. Get back to your initial outline and if necessary, change the plot or even add the subplot. Remember that if the whole writing process was easy, anyone could do it. You’ve started writing because at some point you decided that you have something important to say to the world. Keep this idea in mind and prove that you can be a bestselling author.