Why Man Should Not Be As Cruel As Nature - 1715 Words

â€Å"I do not see why man should not be as cruel as nature.† This quote by Adolf Hitler can acutely describe the withstanding belief that he stood by in the years of his reign, 1933-1948. During the time of World War Two, Hitler vigorously believed in restoring his nation after the grim effects on Germany after World War One. He believed that in order to restore the nation, any non-Aryan or not of the superior race must be eradicated. Utilizing this belief, Hitler along with Nazi government caused years of suffering for the Jews and non-Aryans in the Holocaust. Kristallnacht is the birth of numerous violent attacks against the Jews as the Holocaust progressed. Kristallnacht is a turning point because life for Jews in Germany became intolerable politically, economically, and socially. The time period surrounding the Night of the Broken Glass is known as the Holocaust. Since 1939, Hitler along with Nazis, members of a German political party that controlled Germany from 1933 to 1945, gradually limited the civil rights of non-Aryans, specifically Jews. Hitler had repeatedly blamed the Jews for Germany s defeat in World War I and subsequent economic hardships. Germany’s economy decreased and money was virtually worthless. Hyper inflation increased throughout Germany and products were becoming more expensive. Hitler had a cult of personality and advocated an increase in the spread of propaganda against Jews, which brainwashed common Germans to believe Jews were â€Å"subhuman† andShow MoreRelatedWhy Man Should Not Be Just As Cruel As Nature Essay1079 Words   |  5 Pagesâ€Å"I do not see why man should not be just as cruel as nature.†-Adolf Hitler, a man who was a dictator in Germany, and went on to do exactly what he promised the whole world he would do.As Germany was dealing with an economic depression in the early 1930s due to their defeat in World War I in which Germany took full responsibility for and even agreed to pay for any da mages as well as give up some of their land. Eventually, this lead to millions of its people out of work, forcing them to live in povertyRead MoreAnalysis Of The Prince By Niccolo Machiavelli1020 Words   |  5 Pagesanswered this age old question: Is man inherently good? There are different arguments for both sides, however most would agree that humans should strive to be good. Interestingly, Niccolo Machiavelli in his work The Prince would disagree. Written for the Medici lords, The Prince offers advice on how to obtain and rule a principality. To do this, he must first explain the nature of man and adjust the method of ruling them accordingly. Machiavelli believes humans by nature are corrupt, so the Prince mustRead MoreJefferson vs. Macheveli1719 Words   |  7 PagesThomas Jefferson and Niccolo Machiavelli share similar and different thoughts on how a government should run. On how the government should function. From the rule of the government the rule of the people. However Machiavellis essay is more cynical, while on the other hand Jefferson is more logical. We might live in a Machiavellian world but it all depends on what people believe in. Personally I believe that Machiavellis philosophy is cynical compared to Jefferson, Therefore I believe more in JeffersonsRead MoreRelationship between Man and Nature in Emerson and Thoreau.816 Words   |  3 Pagesviews has believe regarding simplicity, the consequence and prospective of our personality and imagination. It seems that both the Author has somewhat same views regarding the relationship between man and nature as Emerson says that actually nature is for man’s use whereas Thoreau tests Emerson’s about nature by living at Walden pond, where Thoreau discovers that simplicity in physical aspects brings importance to our brain and soul to its fullest possibility and so what imagination is to be build toRead MoreCapital Punishment, Or Penalty Of Death1329 Words   |  6 Pagesconclusive evid ence that capital punishment stops crime. It should be considered cruel and inhumane to end a life this way. Innocent people have been put to death by our judicial system, and even the mentally ill have been sentenced to death. It doesn’t make sense to take a life because they took a life. It sounds a lot like revenge. The person who takes the criminal’s life is also putting someone to death. God gives life and should be the only one to end a life. The death sentence doesn’tRead MoreCruelty In Niccolo Machiavelli871 Words   |  4 Pagesyour subjects loyal and to have them fear instead of love you. Machiavelli explained as a prince it was necessary for a ruler to be cruel to maintain control over his subjects. Machiavelli is not wrong to believe that cruelty is the key to bring a man down to their knees. He himself learned first hand how much power a person can hold over someone if they are cruel . Machiavelli uses both Cesare Borgia and Scipio as example of rulers that did and didn’t use cruelty to manage their nations. CesareRead MoreThe Lottery, By Shirley Jackson1510 Words   |  7 PagesShirley Jackson’s â€Å"The Lottery† illustrates several aspects of the darker side of human nature. The townspeople in Jackson’s â€Å"The Lottery† unquestioningly adhere to a tradition which seems to have lost its relevance in their lives. The ritual that is the lottery shows how easily and willingly people will give up their free will and suspend their consciences to conform to tradition and people in authority. The same mindless complacency and obed ience shown by the villagers in Jackson’s story are seenRead MoreNaturalism in Literature: Jack London and Thomas Hardy937 Words   |  4 Pagesdepicts the indifference of nature in the face of the death of a dying old man. The protagonist, Koskoosh, is sitting near a fire and listening to his tribe break down their camp and prepare to leave him, their old leader, behind to die. The protagonist doesn’t seem to fear or fight death, but to accept it as a â€Å"law of nature† that must happen. I will explore how nature is indifferent to the human concerns and suffering and how the protagonist feels towards these â€Å"laws of nature.† The natural worldRead MoreDeforestation And Degradation1308 Words   |  6 Pagesabsolute disaster and breakdown of life. Trees are blown off their very roots, and houses arid huge buildings are dug out of their very foundation, and all life is destroyed or dislocated. As far as Bangladesh is concerned, nature has been very kind on the one hand and very cruel on the other. I say this because, not one year goes when there has been no natural disaster. However, when such calamities do occur, the entire machinery, Governmental or non-government does gear up to provide succor to theRead MoreEncouraging Hunting in Modern Society832 Words   |  3 Pagesa love of nature and wild things, offers the best guaranty for the preservation of wild things, said Theodore Roosevelt. Many people say that hunting should be discouraged, and that it is no good for the environment or the animals. Hunters and organizations affiliated with the act of hunting are the leading supporters for wildlife ma nagement and conservation. Hunting in society should be encouraged rather that discouraged because it is natural, supports wildlife, connects us to nature, and not unlawful

Gender Issues in One Flew over the Cuckoos Nest Essay...

A.P. English A 8/24/07 Reoccurring Gender issues in One Flew over the Cuckoos Nest One of the major themes expressed in Ken Keseys One Flew over the Cuckoos Nest is gender role reversal. Stereotypically speaking males are hardened authoritarians and women are passive non-aggressors. In One Flew over the Cuckoos Nest these roles are inverted, showing the inhumane, chaotic world of a mental institution. Nurse Ratched, Mrs. Bibbit, and Vera Harding, are the three main power figures of the novel that demonstrate how this is accomplished. Nurse Ratched is the head nurse of her ward. Unlike the other head nurses of the mental hospital Nurse Ratched thrives off the power that she holds, and demands control of every aspect of her†¦show more content†¦Bibbit, Billys mother, has on him. Even when he is not directly in contact with her he lives in fear of her. Because of this influence Mrs. Bibbit prevents her son from becoming a full functioning adult and thus even at the age of thirty-one Billy appea rs to be no more than a kid to Nurse Ratched and the other patients of the ward. When Billy asks his mother to treat him like and adult she asks Sweetheart, do I look like the mother of a middle-aged man?(Kesey 247). When Nurse Ratched catches Billy sleeping with a prostitute even mentioning to Billy that she will tell his mother drives Billy to kill himself. The power that Mrs. Bibbit has over her son is an excellent example of how Ken Kesey was able to reverse gender roles in One Flew over the Cuckoos Nest. Vera Harding, wife of Dale Harding, is another predominate female power figure in One Flew over the Cuckoos Nest. Vera is very pretty and openly sexual, unlike Nurse Ratched. Dale feels very inadequate around his wife, and most of their problems seem to stem from their sex lives; this leaves suspicion if Dale is a closeted homosexual. Dales feminine hands which Bromden says are so long and white and dainty (Kesey 23) that it seems they carved each other out of soap (23), are a symbol of his insecurity and homosexual tendencies. Veras persecution of such details makes Harding want to stay in the mental ward voluntarily until such tendencies are cured. Hardings willingness to stay inShow MoreRelatedSexism/Racism in One Flew over the Cuckoos Nest1542 Words   |  7 Pagesand Foremost, i must Explain this, I payed little attention to the novel and movie, but this Essay will more then likley get you a C or a B, Depending on if you make changes to the paragraph that starts with The portrayal of woman in One Flew over the Cuckoo’s Nest is in a way, a role reversal. The Woman are strong, leaders and feed off the power they possess as the men are weak, passive-non aggressors who get ordered around and (until the introduction of McMurphy) have no say in what activitiesRead MoreThe Role of Men and Women in Ken Keseys One Flew over the Cuckoos Nest1181 Words   |  5 Pagesaspects of life. While this may be an appealing notion, it is nonexistent in society. Strong men are seen by women as abusive and dominating, while strong women are seen by men as castrating and emasculating. The text of Ken Kesey’s novel, One Flew over the Cuckoo’s Nest, in many ways, conforms to the structure of conventional male myth and asks the reader to accept that myth as a heroic pattern. From a masculinist perspective, it offers a charismatic hero in Randle Patrick McMurphy, a figure of spiritualRead MoreOne Flew Over The Cuckoo s Nest1765 Words   |  8 Pages A novel based off of a nursery rhyme must be peaceful and cheerful right? Not according to Ken Kesey. In his kaleidoscopic novel, One Flew over the Cuckoo’s Nest, Kesey introduces the reader to a plethora of kooky, loony, and downright absurd situations, all the while being set in a mental hospital in the 1960’s. Kesey adventures in experimenting with elements of an entirely new literary time period, Post-Modernism. By using an overabundance of tones that, to the ordinary author, would be insaneRead MoreGeorge Orwell s One Flew Over The Cuckoo s Nest2635 Words   |  11 PagesGrace Wang Period 3 Humanities V 4/17/2015 Defending Controversial Novels Essay Draft Kesey Flew East, His Critics Fly West: They’ve All Missed the Merit in the Cuckoo’s Nest â€Å"There s something about taking a plow and breaking new ground. It gives you energy† (Kesey qtd. in Sova 244). This energy, however, comes with a cost, as demonstrated by Kesey’s revolutionary novel One Flew over the Cuckoo’s Nest. In the process of writing the book, Kesey embarked with ambitious goal of ultimately reshapingRead MoreOne Flew Over The Cuckoo s Nest1549 Words   |  7 PagesOne Flew Over the Cuckoo’s Nest In today’s world with the recent chaos that has erupted many people tend to think that the world has become insane and that they are the last sane individuals alive. However, in the novel One Flew Over the Cuckoo’s Nest the ones who are seeking treatment for insanity seem more reasonable then the sane ones. This is because in the novel, the person that holds jurisdiction, Nurse Ratched also maintains a fearsome reputation. Many people would agree that the theme thatRead MoreA Comparison of Hamlet and Mcmurphy in One Flew over the Cuckoos Nes2438 Words   |  10 PagesA Comparison of Hamlet and McMurphy in One Flew Over the Cuckoos Nest It is suggested that in modern literature, the true element of tragedy is not captured because the protagonist is often of the same social status as the audience, and therefor, his downfall is not tragic. This opinion, I find, takes little consideration of the times in which we live. Indeed, most modern plays and literature are not about monarchs and the main character is often equal to the common person; this, howeverRead MoreAnalysis Of One Flew Over The Cuckoo s Nest 3755 Words   |  16 Pagesillness in association with insecurity about his gender came solely from his work in an asylum in his youth. Furthermore, McEwan comments that â€Å"people are divided by gender’’ and so are characters in â€Å"all novels† though he is â€Å"safe in understanding {his} place in society’’ . It is therefore evident that the writer’s perspectives on identity depend greatly on their gender, suggesting the two are intrinsically linked. In ‘One Flew Over The Cuckoo’s Nest’, the patients in the asylum are emasculated byRead MoreAnalysis Of One Flew Over The Cuckoo s Nest 2935 Words   |  12 PagesKesey highlights two distinctions between the roles of women in his novel ‘One Flew Over The Cuckoo’s Nest’. He places women in two categories, the ‘Ballcutters’ and ‘Whores’ . The ‘Ballcutters’ are presented to have a dominant role over the men within the ‘Combine’ and challenges their masculinity, resulting in them being personified as machines. This is demonstrated when Bromden describes the ‘tip of each finger the same colour as her lips. Funny orange. Like the tip of a soldering iron’ of NurseRead MoreEssay on A Journey through the Schizophrenic World1834 Words   |  8 PagesUnited States who suffer this illness(Veague). It is so simple to look past an illness only to see societys view point, but to really look at it and to figure out what it actually is are two different journeys. Schizophrenia occurs equally in both gender and in different ethnic groups. Symptoms may arise during adolescence or even until approximately thirty years old. Males usually start experiencing symptoms earlier than females. It is rare for people to start having symptoms at 45 years or olderRead More Woman in Ken Keseys One Flew Over The Cuckoos Nest Essay2150 Words   |  9 Pages Ken Kesey’s One Flew Over The Cuckoo’s Nest is a book in which he dealt with the issues of racism, sex and authority that is going on in a mental institute. In the novel, the women are depicted as the power figures who are able to significantly manipulate the patients on the ward. There are four ways of Ken Kesey’s using of â€Å"woman† as a subject: Superiority of male sexuality over female authority, matriarchal system that seeks to castrate men in the society, mother figures as counterpart

Career Planning and Succession Management †MyAssignmenthelp.com

Question: Discuss about the Career Planning and Succession Management. Answer: Introduction: The concept of management is not novel in the domain of business and it can be clearly apprehended that the development of management theories have been considerably helpful for organizations to address the requirements in the modern workplace environment. The application of management could be apprehended from the construction of monuments such as Egyptian Pyramids which indicate that management has been an integral aspect of human civilization since ancient times since it would have been a significant factor in completion of the massive construction projects (Adekola Sergi, 2016). The following report considers the case of Apple Inc. and the considerations for application of different management theories in order to address the organizations expansion into emerging economies. The selection of an appropriate management theory that can be applied in context of the organizations international business in emerging economies would help the enterprise to align with the dynamic conditions in the new economies. The specific references to the impact of increasing globalization of business activities and international expansion of large scale enterprises led to limitation of cultural and geographic barriers (Satterthwaite, Reid Bass, 2013). Furthermore, the cross border interactions between organizations and industries were also improved as a consequence of globalization. The formidable pace of change observed in the organization with the rapid product diversification and innovation alongside the trends in the macro environment of the electronic products industry has the potential for impinging considerable impact on the management practices followed in the enterprise (Attfield, 2015). Management theories have the capability for providing insights for organizations to ensure effective adaptability, resistance and management in global business activities. Majority of empirical and theoretical studies based on management issues and organizational behaviour have been subject to bias on the grounds of the selection of samples for the research study from industrialized countries and firms established in these countries (Spalding, et al., 2013). Therefore the application of the findings from such research studies in context of emerging economies could be associated with profound ambiguities especially pertaining to the feasibility of productive national business systems of industrial countries in emerging economies. The identification of the pitfalls vested in management theories across different nations would enable the opportunities for framing novel management frameworks that could be applicable in case of non-industrialized and emerging economies. The opportunity to be perceived in this background is to leverage the market potential that can be observed in emerging economies since almost 70% of the world population is vested in emerging economies which implies that a major share of natural resources of the world has been left untapped (Axelrod VanDeveer, 2014). The following report would be reflecting on the significance of the development of management theories and their relevant implications for the case study of Apple in the modern business environment (Stead, 2015). The primary components which the research would aim at presenting include the understanding the relevance of Taylorism, Webers bureaucratic model and empowerment management theories in the emerging economies. The arguments on the different points of view pertaining to the application of management theories in emerging economies have been illustrated in the following sections of the report which would facilitate a comprehensive insight into the potential approaches that could help Apple Inc. to sustain its strategic business priorities in international emerging economies (Block, 2016). The discussions on the major aspects of individual management theories alongside the reflection on their feasibility in emerging economies would form the crux of this report thereby providing assistance for clarifying the ambiguities pertaining to effectiveness of individual management theories in emerging economies. The identification of the instances of implementing management processes in an organization in the construction of the Great Pyramids was reiterated in the form of proliferation of early management theories during the Industrial Revolution. The industrial revolution was characterized by the growth in number of factories alongside the consistent urge for mass production among organizations which indicated the formidable requirement of an efficient management process that is capable of facilitating superior and efficient approaches for product manufacturing (Brady, Ebbage Lunn, 2013). The primary aims of organizations in this scenario were largely directed towards the reduction of costs and improvement of profitability as well as productivity. Therefore, the first stages of foundation of the scientific approach for management were presented as responses for these requirements. The contributions of Frederick Taylor to the scope of management theories as a pioneer could not be undermined owing to the scientific management theory that focuses on efficiency of assigned task completion and mobility (Stone Deadrick, 2015). The theory of scientific approach presented by Taylor suggested that a worker can be motivated for accomplishing higher productivity and efficiency through improving the comprehensiveness in the job design. The implications of Taylorism in the domain of business management were reflective of the drastic changes that were induced in terms of the changes in the scope and purpose of the employees. The application of scientific management approach implies that the role of managers could be modified to fulfil the precedents of manufacturing. Scientific management approaches envisage the training and development of managers to supervise a specific aspect of production thereby ensuring a comprehensive improvement in production quantity (Caton Harvey, 2015). The scientific management approach relied profoundly on four generic principles which can be described as follows. The first principle is vested in consideration of management as a science in order to anticipate the best possible method for performing each task. The second principle relies on the factor that workers should be selected on scientific basis in order to suit the requirements of the job to their personal competences. The third principle emphasizes on the training and development of the worker in technical aspects of the job. Finally, the scientific management theory reflects on the crucial principle of coordination between labour force and the management (Thomas Peterson, 2017). The profound assumption that can be perceived in the formulation of the basic principles of the scientific management theory is identified in the fact that their effectiveness is attributed to the mandatory requirement of a completely different mental perspective from the labour force as well as the management in order to address the concerns of specific business activities. The rationale depicted by Taylor was also explicitly reflective of the fact that management and labour must refrain from unnecessary conflicts regarding the responsibilities for loss and focus on improving production which would subsequently lead to opportunities for improvement in profits (Cerdin Brewster, 2014). This factor indicates that management and the workforce of an organization have shared common interests in order to accomplish an improvement in productivity. The primary basis of management systems outlined in the scientific management theory is based on the studies pertaining to production line time. The approach deviates from the conventional standards of management which was realized in the implementation of analysis for observing the timing of employees to address specific requirements in a series of tasks. The base was identified in time study thereby emphasizing on the categorization of each task into individual components that enable the design of flexible methods that can address the performance requirements of individual components (Weiss, 2014). Therefore the conclusions pertaining to the levels of productivity that can be accessed from workers with the utilization of accessible materials and equipment can be inferred explicitly from the scientific management theory. The theory also emphasizes on the remuneration aspect of business management through focusing on the requirement for employers to pay higher remunerations to employees on the basis of their productivity that can be estimated at a higher rate than others. The estimation of the rate is also another scientifically demanding process in context of Taylorism which is aligned for the benefits of employees as well as the organization (Chiva, Ghauri Alegre, 2014). One of the significant characteristics of the scientific management approach identified from Taylorism is observed in the differential rate system which indicates that employees can be motivated to perform better than their previously estimated performance levels in order to obtain improvement in remuneration. The primary advantages of Taylorism could be obtained in the management of modern product assembly lines which are able to facilitate reduction of time required for completion of the production process. The efficiency techniques incorporated in the scientific management theory are also reflective of providing assistance in tasks pertaining to non industrial organizations such as training of surgeons and fast food service. However, the scientific theory of management alternatively cited as Taylorism is also subject to substantial limitations and criticisms. One of the profound criticisms raised against Taylorism is identified in the concerns of workers regarding the exhaustion of work available in the market through rapid completion of production targets in higher volumes (Weiss Wilkinson, 2014). The exertion of efforts of employees would lead to successful completion of the jobs prior to established time that may lead to increase in layoffs. The criticisms of Taylorism could also be identified in the control conditions implemented for employees to perform faster in the assigned tasks. Furthermore, the emphasis on productivity and profitability by the scientific approach to management would also be reflective of the measures implemented by organizational management for the exploitation of customers as well as employees at certain instances. Critics commented on the application of the approach for providing power to management alongside reducing workers to mere automations in the organizational framework (De Brca, Keohane Sabel, 2014). These outcomes of scientific management theory were also responsible for the increasing number of employees becoming involved in unions. The increasing admission of workers in unions led to the creation of an atmosphere of mistrust and suspicion in context of the relationship between management and the labour workforce. However, the theory cannot be considered as completely detrimental to t he management of an organization since the theory was functional in establishing the interrelationship between financial gain and output as well as productivity. The theory indicates the opportunities for productive workers to accomplish better remuneration opportunities in a scientific approach to management. The objectives of Taylorism were also aligned with the realization of health and safety of workers in the workplace in order to validate the protection of employees from injuries at the workplace (Del Giudice Maggioni, 2014). The reflections of Taylorism could be observed in contemporary management approaches such as financial incentives, total quality management, pay related performance, assembly lines and bonuses which validates their application in existing economic and macro environment backgrounds. Webers Bureaucracy: The development of the bureaucratic management approach was derived as a sub theory from the scientific approach to management. The scientific approach to management was leveraged by Henri Fayol to present his management theory pertaining to the administrative approach in management. The principles of the administrative approach were based on the rationale that five basic functions are essential for conducting the daily activities of an individual (Del Giudice, Carayannis Maggioni, 2017). The functions include references to planning, organization, commanding, coordination and control. The application of the individual stages in accordance with the appropriate management principles could lead to the development of efficient managerial skills. The bureaucratic approach can also be considered as an extension of the scientific theory of management that was formulated by a German sociologist, Max Weber (De Vries, Rook Engellau, 2016). The major rationale for the formulation of the bureaucratic management approach is vested in the requirement for a goal oriented organization to ensure appropriate and moderated control over the business activities in its jurisdiction. The assumptions of Weber for designing the bureaucratic approach can be identified profoundly in the clear definition of regulations in the enterprise, precise demarcation of the lines of authority, strictly outlined hierarchy, rationally described objectives and processes and explicit identification of the division of labour as characteristics of an ideal enterprise (Doh Quigley, 2014). The approach of a bureaucratic management is vested inherently in the design of a hierarchical organizational structure that signifies prominent indications for precise allocation of responsibilities and authority. The emphasis of the approach on technical competence and the implementation of performance evaluations on the grounds of merit could also be accounted as formidable characteristics of a bureaucratic approach to management. The bureaucratic structure was explicitly reflective of the utilization of the privilege assigned by the management to leaders for legal control over employees (Doh, Luthans Slocum, 2016). The obligations of workers to follow the directions of managers would be solely dependent on the superiority of the position of the manager over employees. The management approach followed by Weber reflects on the consideration of every organization as a bureaucratic arrangement that has certain goals that can be accomplished only through personal contribution or individuality of employees. The practices encompassed in the Bureaucratic model of management allowed substantial opportunities for organizations to realize management of their business activities effectively (Gjerde, et al., 2016). The advantages of the approach are however maligned with the concerns raised in context of the reduction of employee and manager competence for creativity as well as their abilities to adapt to change. The perception of bureaucracies as impersonal organizations that prefer financial benefits and impersonal gains over the needs of human capital could also lead to ambiguities for leveraging the positive aspects of the bureaucratic theory as intended by Max Weber. The aim of Weber for introduction of the bureaucratic approach to management could be ascertained in the improvement of the performance of organizations through inducing productivity and predictability in the operations (Harrison John, 2013). However, the increasing concerns of management practitioners and researchers for addressing the implications of flexibility and innovation could be assumed as formidable questions for the performance of bureaucratic management approach in the existing business environment. The precedents of bureaucratic management could be assumed as productive and efficient on paper albeit failing to address business goals in a dynamic and competitive environment. Examples of organizations such as General Electric which have clipped off the need of a formal hierarchy in the organizationalstructure could be assumed as profound indicators of the insufficiency of bureaucratic management approach to address the contemporary market demands of innovation and flexibility (Heizer, 2016). The organizations which have chosen to refrain from the use of a bureaucratic model are depicted to exclude the use of an organizational chart completely. On the other hand, the organizational structure is replaced by a dynamic and consistently changing assortment of projects, collaborations and team that are useful for promotion of employee creativity (Herman Pin, 2016). This factor could enable an organization to foster the competences of employees for addressing unprecedented scenarios observed in the business environment. The validity of application of bureaucracy in emerging countries can be reviewed with formidable references to an interpretation of the ecology of administration. The different systems of administration observed in Third World countries which are accountable for a major share of emerging markets in the existing business environment were largely based on colonial relationships of the markets prior to independence (Jaeger, Kim Butt, 2016). The implications of bureaucracies in developing countries are reflective of the resistance for change due to the concerns for survival. The observation of sources of resistance and support systems that impact the outcomes of bureaucratic management and the relevant implications for administration of development and change in the concerned emerging market could be accounted as feasible determinants of the effectiveness of Webers management theory (Junior, Best Cotter, 2014). The identification of the levels of bureaucracy in a country refers to recognizing the influence of regulatory and structural environment on the performance of business in the specific markets. The indicators of bureaucracy in an emerging economy could be observed explicitly in the factors such as number of days required for initiation of a business, ease of starting up and conducting business and the number of procedures that are involved in the process for starting a business. The implications of bureaucratic approach in management are also reflective of the influence of client-bureaucrat relationships on client-patron systems involves the concerns of the client placing the interests of patrons above the needs of organization (Kirton Trebilcock, 2017). It is also imperative to consider the fact that bureaucratic management approach was derived from colonial settings which were effective in European jurisdictions. However, the application of the management approaches were reflective of negative outcomes in context of emerging economies since the emphasis of the bureaucratic approaches was largely directed towards the objectives for sustaining internal security within the colonies and control over masses (Kuratko, Hornsby Covin, 2014). Therefore these management settings could not be able to provide necessary opportunities for mobilization in emerging economies that could promote national development. The other profound setback that can be observed in context of the application of bureaucratic management approach in emerging markets is observed in the form of limitations on opportunities to leverage the low cost labour accessible in majority of emerging economies. The emphasis of bureaucracy on selection of competent manpower for business activities could lead to under-employment concerns that can be validated by the lack of application of accessible technical manpower to the maximum potential (Latham, 2014). Human relations model: The Human relations model was introduced in the early stage of the 1920s by a Harvard professor, Elton Mayo with prominent emphasis on interpersonal relationships and human interaction in the workplace environment (Laudon Laudon, 2016). The experiments conducted by Mayo in the Hawthorne plant of the Western Electric Company have served as the benchmarks for development of human relations approach to management and the subsequent theories that have emerged after that and are known as the Hawthorn Studies. The experiments were conducted for observation of working conditions and social factors that were responsible for promotion of inhibition of employee productivity. The different working conditions that were administered as control environments in the Hawthorne comprised of references to the variation in lighting levels of rooms in which employees worked, stipulated working hours, environmental changes in the workplace, availability of meals, changes in the number of rest breaks for employees and the variations in temperature of the room (Lewis, et al., 2017). The outcomes of the experiments were observed in the form of improved productivity that was apparently due to employees perception of the changes in working condition as the consideration of management for them. The experiments also reflected on the existence of a complex chain of attitudes and the demarcation of experiment groups into test and control categories led to the motivation of individual group to perform better than the other group which was also termed as the Hawthorne Effect (Linkov, et al., 2014). The Hawthorne effect is observed from the behaviour of the control group which improved its productivity without any supervisor attention or treatment. The individual changes were termed as the benefits provided by the employer since the employees were valued by the management thereby leading to comprehensive improvement in the statistics of productivity. The experiments also reflected on the implications for formation of social bonds among the individuals in groups involved in the experiment alongside their perceptions indicating that they are partners in a selected group and freedom to select workplace alternatives flexibly (Luthans, Youssef-Morgan Avolio, 2015). The return of employees to normal working conditions after the experiments did not have any influence on the productivity of employees that was sustained at high levels. Therefore the Hawthorne studies reflected on the significance of addressing social needs of workers in order to ensure productive management at a workplace. The Hawthorne studies caused similar disruption in the domain of business management as scientific management approach since the former laid the platform for establishing the human relations approach and reformed the role of management in a professional context. The prominent factors which can be assumed as characteristic indicators of the human relations approach to management include references to teamwork, significance of group dynamics and promising opportunities of social interaction. The Hawthorne studies also formed the basis for conclusions pertaining to the interplay between productivity and informal work groups of employees (Mackey, Contreras Liang, 2014). The human relations management approach suggests that engagement in informal work groups through development of social associations at the workplace can induce group pressure. The implicative outcomes of group pressure are considered superior than that of management demands in terms of productivity.Therefore the evolution of managerial roles and responsibilities could be associated with the requirements for formidable emphasis on identification and addressing the concerns pertaining to wellbeing and needs of employees. It is also imperative to notice that human relations approach expands the scope of management at workplace beyond the remuneration and pay-based relations between management and labour and emphasizes on the concept of a social man. A social man has a certain set of social needs, requirement of rewarding on-the-job relationships and responds to pressures induced in informal work groups rather than addressing management controls (Mangan Lalwani, 2016). The human relations approach to management integrates the social needs of an employee with the rational needs of the employee in order to facilitate effective management. The application of human relations model in emerging markets could be apprehended from a critical reflection on the distinct secondary research literature that is reflective of the future of empowerment in the domain of business management and the implications of staffing in emerging markets. The anticipation of globalization as a strategic norm in the earlier phases of 1990s indicated it as a strategic necessity in the modern business environment (Morschett, Schramm-Klein Zentes, 2015). The strategic performance of the human relations model applied in case of modern organizations could be dependent on a number of factors which refer to the global orientation of an enterprises HR contexts, levels of economic development, control variables, performance of subsidiaries and cultural distance between the home and host countries. The strategic orientation of an enterprises HR practices in emerging markets is subject to the approach taken by the top management in the firm and should be primarily based on geographic orientation that would facilitate opportunities for acquiring and integrating information regarding the local market in the management infrastructure. However, it is imperative for an organization to consider the limitations of cultural novelty and disparities in the levels of economic development (Najam, Runnalls Halle, 2016). Emerging markets present formidable limitations in terms of business infrastructure and standardized procedures needed for conducting business transactions thereby implying the requirement for higher level of contextualization in the business strategies of an organization. The levels of economic development are also illustrated by the references to geographic areas and the categories of export products. Cultural distance is a crucial aspect that must be addressed by organizations that are searching for novel opportunities in business in emerging economies and is also reflective of the significance it can hold in the application of a human relations approach to management in emerging markets (Pawlowski Bick, 2015). The prominent references to the perception of emerging markets as a single entity by multinational organizations requires the implementation of a collective workforce strategy could be assumed as appropriate validation for adopting human relations model as the preferred management approach in emerging markets. The human relations model would be able to address the pitfalls observed in bureaucratic and scientific management approaches such as limitations on creativity and lack of social interaction in context of business management in emerging markets (Rothwell, et al., 2015). The impact of the human relations model could also be observed in the prospects for addressing distinct concerns related to the potential growth driverssuch as anticipation of emerging markets, recognition of the value of diversity, reforms in the definition and nature of trust and introduction of HR frameworks that facilitate value for business. Conclusion: The report emphasized on the three distinct management theories i.e. scientific management theory i.e. Taylorism, Webers Bureaucracy model and human relations approach in order to perceive their applicability in emerging markets. The report explicitly described each theory in detail with references to the rationale behind their formation and the probable outcomes that could be derived by an organization through adoption of individual theory in emerging markets. The concerns of Apple Inc. for expansion into emerging economies has to be dependent on a human relations model that has to be focussed on application of quality concepts and addressing local market demands. The use of human relations management would enable the organization to align its human resources with the uneven topology of the market environment thereby implying the long-term prospects for sustaining the business in an emerging market. The aspects of leadership and management could be brought into effective control with the instruments for feedback from employees regarding the effectiveness of management approaches. The use of dimensions from the scientific and bureaucratic management approaches could also be implemented in unison with the human relations approach in the case of Apple Inc. to address requirements of business management in emerging markets. The use of hierarchical arrangement of team structures for accomplishing crucial tasks within a limited duration of time and the provision of incentives for productive behaviour can be considered as examples of the same. References Adekola, A. and Sergi, B.S., 2016.Global business management: A cross-cultural perspective. Routledge. Attfield, R., 2015.Ethics of the global environment. Edinburgh University Press. Axelrod, R.S. and VanDeveer, S.D. eds., 2014.The global environment: institutions, law, and policy. CQ Press. Block, M., 2016, October. 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TRAINING Essay Example For Students

TRAINING Essay BY: TOM HIGGINS12/15/98For this paper I couldnt really just choose one question to do my paper on so I decided to do it on all of Chapter 7 which covers training. Some of the things that I will be writing about will be 1) what are some characteristics of a good trainer? 2) Why would a manager need to train a new employee who already has experience? 3) What is wrong with evaluating trainee performance with a system that uses terms such as unacceptable, poor, acceptable, good, and excellent? 4) What steps should you take to prepare for a group-training meeting. 5) What are some myths about training, and why are they myths? 6) And what are the different ways to train someone?The first thing that I am going to write about is just training in general. According to the book, experts predict that during the rest of the century over half of the job content of all positions will change, and at least a third of existing jobs will disappear. This means that a smaller amount of people are going to need to know how to do a lot more different things than they already know how to do. And to do all of these new jobs they are all going to have to be trained in some manner or another. Then they are going to have to be able to train others on how to do these new positions. We will write a custom essay on TRAINING specifically for you for only $16.38 $13.9/page Order now Management executives are now pushing for more effective training, by budgeting for it and asking for progress reports. These companies that are really serious about training spent about 30% of their training budget on research. This includes follow-up and evaluation of the training programs. These programs are now disproving the six main myths about training. These myths are 1) positions turn over so fast, it doesnt pay to train. 2) Experienced employees dont need training. 3) What do we have a human resources department for? 4) Training is a waste of time. 5) Training is simple. Anybody can do it. 6) Employees always resist training. The first myth is positions turn over so fast, it doesnt pay to train. This is a myth because if you train your employees well, they will be less likely to leave. Also, if you dont train your employees then they wont know anything about their jobs an everything will just go straight down the drain along with your business. The second myth is experience employees dont need training. This is a myth because the experience employee may not have necessarily been trained or know exactly what they are doing in this particular field. Just because someone has some experience doesnt mean that they necessarily know everything there is to know about every job in the place. I have some personal experience with this particular subject. I started out as a busboy at Pedros in Wisconsin Dells and did this job for three years. Then this past summer I was promoted to a supervisory position. When this happened I had to be trained into every single position in the restaurant, from dishwasher to cook to waiter. It wasnt just assumed that because I had worked there for three years that I knew how to do every job in the place. Then this fall when I came to school I became a waiter on the weekends for them, but before I was allowed on the floor by myself I had to go through the formal training. This happened even after I was a part of the management team and helped with the training of other waitstaff. The third myth is actually a question and it is what do we have a human resources department for? A human resources department is not used for the training of new employees. It is actually use for a totally different purpose, and that is to hire and fire employees. They also help with the handling of complaints and other things like that. But it is not their responsibility to train employees and that is what many people tend to believe about the human resources department, and it is false. Another myth about training is training is a waste of time. This statement is totally absurd. I feel this way because in my opinion training is not a waste of time by any means. This is because if you didnt train your employees you would have a bunch of people running around like chickens that just got their heads chopped off. While on the other hand if you train your employees they will know what to do in certain situations and they will look like they belong as a part of your staff. Again I have to go back to Pedros policy on training. For example, they put such an emphasis on the training of waitstaff that they have to go through a seven-day training program. In these seven days they have to bus tables, host, expedite, follow a waiter/waitress for two days, and be followed for two days. Then they have to pass a ten-page test before the are allowed on the floor by themselves. This way management knows the person knows what he/she is doing before they are alone. The next myth about training is training is simple. Anybody can do it. This statement is more than just absurd. It is simply idiotic. You cant just go and pick just any Joe Blow to train your employees, you have to have someone who is a good, hard worker and knows what he/she is doing while on the job. If you do just pick anyone to do the training you could end up with an employee getting trained by your laziest most worthless employee, because he/she was the only one not doing anything. If this happens then the trainee is going to be taught that is alright to be lazy and do nothing. Also, not just anybody can do it. Sometimes your best employees are your worst trainers. A trainer needs to know his/her job, but this person also needs to be able to communicate with other people and be patient in showing others how to do things properly. .u0386ab23bd4fb8fabde65b8d54f75caa , .u0386ab23bd4fb8fabde65b8d54f75caa .postImageUrl , .u0386ab23bd4fb8fabde65b8d54f75caa .centered-text-area { min-height: 80px; position: relative; } .u0386ab23bd4fb8fabde65b8d54f75caa , .u0386ab23bd4fb8fabde65b8d54f75caa:hover , .u0386ab23bd4fb8fabde65b8d54f75caa:visited , .u0386ab23bd4fb8fabde65b8d54f75caa:active { border:0!important; } .u0386ab23bd4fb8fabde65b8d54f75caa .clearfix:after { content: ""; display: table; clear: both; } .u0386ab23bd4fb8fabde65b8d54f75caa { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u0386ab23bd4fb8fabde65b8d54f75caa:active , .u0386ab23bd4fb8fabde65b8d54f75caa:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u0386ab23bd4fb8fabde65b8d54f75caa .centered-text-area { width: 100%; position: relative ; } .u0386ab23bd4fb8fabde65b8d54f75caa .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u0386ab23bd4fb8fabde65b8d54f75caa .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u0386ab23bd4fb8fabde65b8d54f75caa .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u0386ab23bd4fb8fabde65b8d54f75caa:hover .ctaButton { background-color: #34495E!important; } .u0386ab23bd4fb8fabde65b8d54f75caa .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u0386ab23bd4fb8fabde65b8d54f75caa .u0386ab23bd4fb8fabde65b8d54f75caa-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u0386ab23bd4fb8fabde65b8d54f75caa:after { content: ""; display: block; clear: both; } READ: William Blake My Pretty Rose Tree EssayThe last myth as stated by the book is employees always resist training. This statement is also false, because for the most part people are more than willing to be trained into a job. They feel this does nothing but help them, so why should they resist it. I have personally trained over 30 people into various positions and not once have I encountered someone who resisted my training. In fact, the people were more than willing to be trained. This is because they knew nothing about the position and I was going to try and show them how to do things quickly and effectively without being hard on them. Some characteristics of a good trainer are 1) they are good judges of people. 2) They are objective. 3) They are aware, understanding, and accepting of the differences in people. 4) They are good at listening and communicating. 5) They are good role models for the department, and the company. They also take pride in their own work, and give attention to detail, accuracy and neatness. They are logical, patient, good planners, tactful, cooperative, helpful, sincere, and honest. They are also out-going, and not selfish, competitive, and they dont play favorites. (managing human resources in the hospitality industry, ch. 7, pp. 147-149)Other things to consider about trainers is that they may not always be your best employees, or the employees that learned their position the fastest. They may be the employees that had more difficulty than others learning the skills of the job. This is because they know what it is like to have to learn things slowly, and they can teach things this way. The y will tend to have a little more patience, because they will have been there before. Also if someone has learned a position quickly they will come to expect others to learn quickly too, because they will tend to think that the position is easy, and doesnt take much training. What is wrong with evaluating trainee performance with a system that uses rating terms such as unacceptable, poor, good, and excellent? Well it is bad in a couple of ways. First off if an employee sees that his/her rating is unacceptable or poor they will tend to think that they are doing a horrible job, and that they just cant do the job. This will lead to low self-esteem and a poor working environment. Also, if a manager or supervisor does these evaluations or sees them they will tend to think less of the employee, and thus creating a poor working environment. On the other hand if the employee sees that his/her rating is good or excellent they could get a little cocky and start telling people what he/she got, and rub it in peoples faces. This again could lead to a poor work environment. Again if the manager or supervisor sees these evaluations he/she will tend to think higher of the employee, thus maybe letting them get away with a little bit more here and there. This also will cre ate a poor working environment. Granted this may not happen often, but it happens often enough for it to be an issue in the industry today. When training you can go about it in three different ways, depending on what the situation calls for. The two most common methods are individual training, and group training. The other method is the learner controlled instruction. These are all used at different times and situations, but some are more popular than others, and some are more effective than others too. Individual training also known as on-the-job training is used for new people once a facility has been opened. This is because its generally the cheapest, fastest and most flexible way of training someone. In my opinion this is the best of the three training methods, because this one allows the trainer and the trainee to get on more of a personal level during the training. While in group training there is often to many people for the trainees to get really acquainted with the trainer. And in learner controlled you dont even get to meet a trainer. When doing your training you should cover these four main areas.1)Purpose and accountability. 2) Procedures. 3) Rationale. 4) Standards. This will teach the trainee how the job helps the company achieve its goals, the base elements of the job and how theyre performed, and why each procedure or portion of a procedure is done, and the standards by which you decide when the job is done well. Also, in individual training you are on a more personal level with the trainee so you need to try and get to now them a little bit. You have to introduce yourself an try to make conversation with them. Try to find out a little about their background. By doing this it will help you when you are training them. It gives you a head start in knowing what they know and just what kind of person they really are. You can usually tell who is going to work out and who isnt within the first couple of minutes by talking and getting to know a little about them. The next section in the book states eight things that should be trained. These eight things are: friendliness, appearance, teamwork, opening duties, operating duties, closing duties, reports, and equipment. In my opinion the last five are things that can actually be taught, but the other three can not be taught. You cant teach someone how to be friendly, or how they should look, or even how to be a team player. It just doesnt work. For instance, if you could actually train people how to dress, and how they should look, then do you think that we would have all of these people running around dressed like freaks? That is why you dont train them how to do it, you just tell them that that is that. Also when training someone how to do the other five main duties dont just assume that these things will be obvious. Cover all of them completely until the trainee has a good idea of what their responsibilities are. .u806cfbbe1178a4e5f3779d15c724fc07 , .u806cfbbe1178a4e5f3779d15c724fc07 .postImageUrl , .u806cfbbe1178a4e5f3779d15c724fc07 .centered-text-area { min-height: 80px; position: relative; } .u806cfbbe1178a4e5f3779d15c724fc07 , .u806cfbbe1178a4e5f3779d15c724fc07:hover , .u806cfbbe1178a4e5f3779d15c724fc07:visited , .u806cfbbe1178a4e5f3779d15c724fc07:active { border:0!important; } .u806cfbbe1178a4e5f3779d15c724fc07 .clearfix:after { content: ""; display: table; clear: both; } .u806cfbbe1178a4e5f3779d15c724fc07 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u806cfbbe1178a4e5f3779d15c724fc07:active , .u806cfbbe1178a4e5f3779d15c724fc07:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u806cfbbe1178a4e5f3779d15c724fc07 .centered-text-area { width: 100%; position: relative ; } .u806cfbbe1178a4e5f3779d15c724fc07 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u806cfbbe1178a4e5f3779d15c724fc07 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u806cfbbe1178a4e5f3779d15c724fc07 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u806cfbbe1178a4e5f3779d15c724fc07:hover .ctaButton { background-color: #34495E!important; } .u806cfbbe1178a4e5f3779d15c724fc07 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u806cfbbe1178a4e5f3779d15c724fc07 .u806cfbbe1178a4e5f3779d15c724fc07-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u806cfbbe1178a4e5f3779d15c724fc07:after { content: ""; display: block; clear: both; } READ: In mathematics, Pi is the symbol denoting the rati EssayGroup training is most often used when opening up a new facility or learning how to use a new piece of equipment. This according to our text is the most effective method when teaching human relation skills like conflict resolution, team-building, or problem solving. It is often an important part of a companys human resources strategy and its attempt to create a positive organizational structure. One bad thing about this is if you let your employees choose their own groups to work in, no matter what the age, they will always choose to work with friends and this will hurt your training program. This will hurt it becaus e they will place themselves in loosely structured groups, that have their own values, standards of behavior, etc. Then when they are placed in other groups there is friction formed between them because of the different environments that they were trained in. When preparing for a group meeting you need to spend a lot of time to get things right. Often a professional trainer will spend between three and eight hours preparing for each hour of training time. To help you with your training you need two things. 1) A training plan, and 2) a checklist of materials needed and things that should be looked over before hand. And you should always prepare 10% more than you think you will need. Your checklist will help you select a location for the meeting. It will help you determine if a room is too spacious, or to cramped to hold the meeting. It should also consist of checking to make sure things like ventalation, heating, and air conditioning are acceptable and in working order. Also, you need to try and eliminate distractions like outside noises or windows with distracting views. You can do this by closing doors and windows, or by choosing rooms in more remote locations. To eliminate the distracting view you can close the shades or put a demonstration in front of it. Another thing to look for in group meetings is breaks. Make sure that if the meeting is going to be long that you allow adequate time for meals, and a couple of short 10-15 minute breaks every couple of hours. This will allow the employees to unwind and clear their heads. When it comes to the presentation you have to greet people as they come in, and try to break up any cliques that may have formed. Make sure that you start on time, as not to encourage latecomers. Start with ice-breakers and try to get on good terms with the group. Then you have to introduce yourself, and try to establish an informal, non-threatening environment. Also, keep things interesting dont be monotonous, and ask lots of questions to keep the audience involved. There are four types of questions that can be asked, 1) the overhead question. 2) The direct question. 3) The rhetorical question. 4) And the relay question. An overhead question is used to get a discussion going and the group as a whole involved. A direct question is a question that is directly asked to one specific person. The rhetorical question is used to make the audience or group think about their answers. And a relay question helps to keep the trainer from doing all the talking or giving his/her opinion. Along with asking questions four other things are used for participation in group training. They are 1)brainstorming, 2) case studies, 3) role-playing, 4) and simulation. Brainstorming allows the participants to generate new ideas and ways to solve problems. The emphasis of this is quantity instead of quality. Case studies are cases that are taken from real situations in the work place. This is used to help the employee develop his/her problem solving skills. Role-playing is self explanatory, you assume roles and act them out. This allows them to practice newly acquired skills in a realistic situation. Simulation is the final thing and it is another form of role-playing, but it is done in a more realistic environment. This allows you to check employees thoroughly before using them of the floor with guests or customers. The last type of training is Learner Controlled Instruction, otherwise called self-instruction. This is in my opinion the worst possible form of training and it is also the least used form. This allows the trainee to work alone and set their own pace for learning. Things used for these programs are videos, instruction manuals, and computer training programs. These programs help to cut company costs of traveling and other training expenses but they are also timely since the trainee has to learn on their own time. As you can see training plays an important role in this industry. You can also see the different way that this can be done and is being done. And why evaluating trainees on a system of unacceptable to excellent can create a poor working environment. Along with the six myths about training and why they are myths, I hope that now you have a better understanding of why training is so important.