Relationship Between Staff Motivation and Performance

Relationship Between Staff Motivation and Performance INTRODUCTION Shortages can be a symptom of demotivation, poor management and lack of organizational support (Zurn et al., 2005). Shortages are resulting in heavy workload, which is a precursor to job stress, and burnout, which have also been linked to low job motivation. Nurses job motivation is an elusive concept, which is defined within its extrinsic and intrinsic values (Cowin, 2002). Extrinsic values encompass the tangible aspects of the job including wages, benefits and bonuses, whereas intrinsic values include status, recognition, personal and professional development opportunities, and other similar factors (Cowin, 2002). Reasons for nurse demotivation have been well documented in the nursing literature. Such reasons include lack of involvement in decision-making, poor relationship with management, low salaries and poor benefits, lack of job security, poor recognition and lack of flexibility in scheduling (Albaugh,2003). Nurse demotivation has been also linked to emotional exhaustion and b urnout, Which can affect patient outcomes (Aiken et al., 1997). Furthermore Shields Ward (2001) and Tzeng (2002) has also stated that improper motivation is a primary predictor of nurses intent to leave (Shields Ward, 2001; Tzeng, 2002). A study conducted in the United States presented evidence showing that demotivated nurses were 65% more likely to have intent to leave compared to the motivated counterparts (Shields Ward, 2001). Other predictors of intent to leave vary from other motivation factors like low salaries and fringe benefits, inflexible work schedule (Coomber Barriball, 2007; Hayes et al, 2006), career advancement prospects (Tzeng, 2002, Rambur et al., 2003), in addition to poor management and job stress (Rambur et al., 2003). Nurses turnover is linked to situational factors (Larrabee et al., 2003) such as low levels of motivation (Tzeng, 2002). It is worth noting that improper motivation has also been found to be a better predictor of intent to leave as compared to the avail ability of other employment opportunities (Shields Ward, 2001; Purani Sahadev 2007). A study by El-Jardali et al. (2007) also found a negative correlation between motivation and intention to leave in Lebanese nurses. Their studys main objective was to examine the impact of motivation as a predictor variable on intention to leave used as dependent variable in the study. The finding of the study reveals that the main cause of the dissatisfaction and hence intention to leave was negatively associated with hospitals motivation schemes such as compensation and incentives (extrinsic rewards). Purani and Sahadev (2007) used motivation with multi-faceted construct as predictor variable and examine its impact on intention to leave among the nurses in India. Assuming one of the role as interaction and communication with clients and patient of both profession is common, their study also used experience as moderating variables to examine how working experience could affect motivation and inte ntion to leave relationship. Purani and Sahadev (2007) found that employees with long stay at workplace had higher level of motivation and would not incline to quit. Their finding also suggested that motivation and intention to leave relationship framework must also have other demographic variables consideration into the model of motivation and intention to leave. Pearson and Chong (1997) also examined the impact of job content and job information on motivation among Malaysian nurses in large public sector hospital. They found that job information is stronger predictor to nurses motivation and therefore argued that intrinsic factors such as job information and organization commitment also influence nurses motivation. However, they did recommend that motivation with information cues available to nurses are crucial to determine nurses motivation which may lead to intent to leave or higher job burnout, if not available. Tzeng (2002) examined the impact of working motivational factors a s well as job satisfaction factors as independent variables on nurses intention to leave in cross-sectional study in Taiwan. He found that low levels of motivation, emotional exhaustion and burnout and to the poor social image of the nursing profession influenced nurses intention to leave in Taiwans hospitals. This study therefore, suggested that motivation is a multi-faceted construct and should have both intrinsic as well as extrinsic factors to measure job satisfaction (Tzeng, 2002). HOW MOTIVATION AFFECTS EMPLOYEE PERFORMANCE The extent to which employees are motivated in their work depends on how well those employees are able to provide output in their job. Motivation is expected to have a positive effect on quality performance. Employees who are characterized by a high level of motivation show a higher work and life satisfaction. Having a high level of motivation is therefore in itself valuable for employees and a decrease in motivation might affect employees negatively. The motivation leads to high level of initiative and creativity from the employee and where monitoring is difficult, motivation is therefore extremely important for ensuring high quality performance. In Armco Health Center, the quality of employee performance is measured by three individual measures of employee performance. The first measure of the individual performance items is a self-rating measure of employee performance through a program called SAP. The performance of the employee asks to indicate eight-points scale how well the em ployee is doing the job. The second measure of the performance of the Armco Health Center is the extent to which the nurses are willing to conduct tasks that are not part of their job description. The employees are asked to report on the SAP about their willingness to perform additional tasks that are not expected from them regularly and to think constructively about how the organization they work for could be proved. Last item that measure the performance of the nurses are the number of days they were absent. EMPOWERMENT AND STAFF MOTIVATION Nursing is increasingly broad in scope and encompasses an ever widening range of work behaviors and role responsibilities. However, they work within a climate of uncertainty and disempowerment along with high organizational demands placing them under considerable stress (1,2). This condition threatens both physical and emotional wellbeing of nurses and the profession itself and may results to low nurses commitment which in turn may contribute to disengagement or withdrawal of nurses from their organizations (3,4). Consequently, threatens organizational functioning and the quality care, since low nurses commitment leads to absenteeism or poor performance (5). However, the nurses low commitment is being a problem in many countries, Aiken et al(6) have cautioned that the health care workforce faces the serious risk of losing one in five registered nurse for reasons other than retirement. Supportively, several other studies revealed that the turnover rate for hospital registered nurse is among the highest rates found for professional and technical occupational groups (7,8). In addition, in 2002 the Joint Commission on Accreditation of Health Care Organizations (JCAHO) recorded that current annual registered nurse turnover rates range from 18% to 26% (9). Moreover, Victorian Governmental Department of Human Services Research suggests that at low levels of job satisfaction and organizational commitment, retention of nursing staff is difficult and this in turn increases absenteeism (10). The Kingdom of Saudi Arabia, like many other countries is also suffering from nursing low commitment which evidenced by registered nurses high turnover rate and resignation(11). However, some national studies and articles highlighted that governmental sectors in Riyadh city were suffering for many years from high turnover rate of nurses that reached to 70% in some hospitals and resulted in high nurses shortage (12,13) . Along with working condition, salary, nursing disempowerment and uncertainty being cited to explain why the nurses exhibit poor work performance or uncommitted to their organization. In a research conducted by Attree (17) that studies the relationship between nurses perception regarding their control and governance , revealed that registered nurse were dissatisfied with their governance, perceived lack of control over their everyday practice and commented on a popular perception that they had become disempowered , lacked influence and asserted that they have fairly little power. Its the managers and physicians who have the power, not nurses. Both managers and physicians decided, told and expected from the nurse to just get on with it, without discussion, or negotiation. As Salvage (18), nurses may see themselves as skilled practitioners, but the public still clings to its old image of the nurse as the doctors handmaiden. This indicates that nurses are not powerless due to lack in competence, motivation, and/or information, but because lack of awareness and enabling system and structure. Foser and Hoggett (19) termed this situation as a Do more with less culture where rhetoric is designed to empower the exhausted workers by emphasizing their commitment to organizational goals . However, disparity between the nurses desired and perceived autonomy and control over daily job activities interferes with nurses attempts to perform according to their expectations as professionals and may contribute to disengagement and withdrawal from the profession of nursing (17). Parallel to this is the national view of nursing in Saudi culture. Abu- Zinada (11,20) stated in many articles that the nurses were disempowered, and have a feeling of uncertainty. In contrast, she saw that the nurse has the right to make decisions that are separate of the physician ones. Moreover, Al-morshed (21) considered that the nurses were not assistants to the physician or that their role is limited to giving injection or helping a patient, since the nursing is a science before everything. Thus, creating conditions that foster a sense of empowerment in healthcare settings are critical to both employee wellbeing and organizational success(22) . For employee well-being, empowerment offers opportunities for learning, development, and playing a more active role in operational decisions through the personal development and involvement in decision making. As a result, employees can sense their feelings of self-worth, meaningfulness, job satisfaction and morale that result from their contributions and control or autonomy over their work. Additionally, empowerment is essential for enhancing nurses role, strengthening the professional image, and continuously improving the healthcare system. It allows the nurses to perform in a professional manner by being more autonomous, responsible and participative (23). For organizational success, many hospitals uses the concept of empowerment as a retention strategies to improve nurses commitment by fostering the desire not to leave the organization for selfish interests or marginal gains, and increase willingness to work by making personal sacrifice, performing beyond normal expectations , endure difficult times with an organization and increasing acceptance of organizations values and goals . As a consequence, nurses will be less burned-out and more engaged in their work and will contribute to organizational effectiveness (24). Although, the concept of empowerment is frequently used in health services and in nursing ,particularly in relation to the quality of care, since the mission of nursing is to provide safe and quality nursing care thereby enabling patients to achieve their maximum level of wellness(25). Also empowerment play a significant role in the management of job stress and job satisfaction as well as in nurse attraction and retention ( 26). Hence, creating healthy work conditions that empowered nurses and provide freedom to act according to their expectation as a professional, may be a fruitful strategy for nurse managers and administrators to retain nurses who currently work by promoting their commitment to the organization, especially in a critical care settings. Nowadays, many seek power but few possess it. Nurses are not exception (Marquis and Huston, 2000). In health care settings, an unequal power base exists among administrator, physicians, and nurses as a result of the competing goals of administration and the coexistence of multiple lines of authority (Sabiston and Laschinger, 1995). The rigidity of hierarchical rule-bound structures has been specifically blamed for nurses inability to sufficiently control the content of their practice (Laschinger and Havens, 1996). Kanter (1993) proposed that an individuals effectiveness on the job is influenced largely by organizational aspects of the work environment. This author identified power and access to opportunities to learn and grow, as structural determinants affecting the behavior of the individual. This power is derived from the ability to mobilize information, support, and resources necessary for getting the job done. Access to these empowering structures is influenced by the degree of formal and informal power an employee has in the organization (Kanter,1993). Formal power evolves from having a defined job that affords flexibility, visibility and centrality to organizational purpose and goals whereas informal power is determined by the extent of employees networks and alliances with sponsors, peers, and subordinates within the organization. Access to these empowering structures has a positive impact on employees, resulting in increase in their job satisfaction, level of organizational commitment and feelings of autonomy. Consequently, employees are more productive and effective in meeting organizational goals (Dutcher and Adams, 1994 ; Laschinger et. al., 1999). Nurses autonomy or control over work was seriously limited by unequal power relationships with medical staff, which enhanced physician power and restricted the nurses freedom, and consequently hindered their empowerment (McParland et al., 2000). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance client care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabiston and Laschinger, 1995). EMPOWERMENT IMPROVES MOTIVATION Empowerment. Thomas and Velthouse (1990) define empowerment as personal power that flows from professional growth, which is correlated with job satisfaction. Klakovich (1995) further states that the empowerment of nursing staff may be the critical variable in achieving positive organizational outcomes while maintaining the caring values of the nursing profession Klakovich (1996) defines three dimensions of empowerment as reciprocity, synergy, and ownership. Empowerment is a reciprocal leader-follower relationship that advances and aligns strategies, both organizational and individual (Klakovich, 1995). The Reciprocal Empowerment Scale tool reports in three subscales: reciprocity and synergy sub-scales represent the interactive leader/follower process; the ownership subscale represents the outcomes . Reciprocity involves a leadership behavior pattern of sharing power, support and information. Empowerment Research has shown correlations between nursing leadership job satisfaction and e mpowerment (Laschinger et al., 2003; Mrayyan, 2004). In recent years, the idea of empowerment has become popular in the nursing literature (Kluska et al., 2000; Laschinger Finegan, 2005). The review of the literature reveals empowerment being used in various contexts; such as, mental health, chronic care, and health promotion (Dahlgaard Dahlgaard, (2003), Paterson(2001) . In these contexts, the concept of empowerment incorporates positive and respectful relationships through constant dialog (Ellefsen Hamilton, (2000) Prybil( 2003). Morrison, Jones, and Fuller (1997) performed a non-experimental descriptive study that explored the effects of leadership style and empowerment on nursing job satisfaction. The participants included various nursing personnel, such as nurse managers, nursing assistants, nursing clinical leaders, licensed practical nurses and staff nurses. The researchers examined how staff nurses perceived empowerment The researchers results in their variance analysis i ndicated a statistically significant difference in empowerment among different job classifications within the organization Empowerment accounted for more variance with job satisfaction for licensed personnel than for unlicensed personnel, as well as, for differing by type of satisfaction. The researchers findings indicate the importance of empowerment to staff nurse job satisfaction. They also show the contribution of empowerment to job motivation and how they vary by personnel. This study gives reason for performing this research study that examined the relationship of nurse empowerment and motivation Furthermore, studies have shown that Indian nurses had a moderate empowerment level and their actual work empowerment perception was significantly lower than their expectation (Huang, Lin, Hsu, Chen, Huang, 2003). The findings also showed that nurses had the lowest score on participation in decision making. Researchers pointed out that the nursing leaders tended to use authority and might only consult several members opinions for decision making. The opportunity for nurses to participate in decision making is limited. As such, frontline nurses might think decision making is the managers responsibility, not theirs (Mok Au-Yeung, 2002). Participation can be seen as the highest level of empowerment. Nurses level of participation in decision making (PDM) can be used as an important indicator of empowerment. In western health care system, it has been found that the area where nurses prefer to be involved in decision-making is more related to the context of nursing practice, such as nursing unit operation (Blegen et al., 1993). Yet, in Indian nurses PDM is still not well studied. The extent to which nurses prefer to be or are actually involved in decision making is still not clear. Laschinger and Finegan (2005) surveyed 273 medical, surgical and critical care nurses concluding that structural empowerment had a direct effect on organizational trust and respect, job motivation and commitment. An important addition to the understanding of empowerment in nursing education was another finding that empowerment increased motivation level of the nurses (Falk-Raphael, Chinn, Anderson, Laschinger, Rubotzky, 2004) Work empowerment has been linked to many other important organizational outcomes, such as job motivation, organizational commitment, lower levels of job stress and empowering leader behaviors (Spence-Laschinger, Tuer-Hodes, 2003). Hollinger-Smith and Ortigara (2004) stated that nurses perceptions of work empowerment are related to commitment to and trust in the organization, autonomy, participation in organizational decision-making, and job motivation. Increased autonomy and work motivation have been directly linked to nurse retention and increased patient satisfaction (Hollinger-Smith Ortigara, 2004). Empowering work environments can also influence nurses ability to practice in a professional manner, ensuring excellent patient care and positive organizational outcomes. Organizational changes have a direct effect on the work environment and may contribute to higher rates of demotivation, burnout and absenteeism among staff (Kuokkanen, Savikko Doran, 2007). Factors of empowerment c an also provide a way to measure the effects of organizational changes (Kuokkanen et al., 2007). To achieve excellence in nursing requires empowered staff nurses in order to be effective in their roles, and to be more autonomous (Marquis and Huston, 2000). Nurses who perceive them to be empowered are more likely to enhance patient care through more effective work practice. Thus by providing the sources of job-related empowerment and autonomy, work methods and outcomes could be improved (Kanter, 1993; Sabistonand Laschinger, 1995). In Sochalskis (2002) survey of nurse empowerment , it was found that 1 out of 3 staff nurse participants (manager and staff level) were dissatisfied and hence demotivated in their job. Increasing job satisfaction, as it positively correlates with empowerment and organizational commitment, is a strategy to help retain employees (Laschinger, Finegan, Shamian, Casier, 2000). As patient care becomes more technologically advanced and complex, (requiring greater experience on the part of nursing staff to perform the job correctly), workplace stability and a utonomy become invaluable in a hospital setting (Laschinger et al,2000.). Many researchers have concluded that building collaborative decision making teams will empower both nursing and managerial staff; which boosts morale and work performance (Cowin, 2002 Kluska et al., 2004). Ellefsen and Hamilton (2000) concluded that nurse empowerment encourages nurses in management positions to perform their duties efficiently and with confidence and competence. Research suggests when hospital leadership encourages subordinate empowerment; there is a direct link to increased subordinate job satisfaction and motivation (Laschinger, Finegan, Shamian, Wilk, 2001). Evidence has shown that empowered nurses shift their self-perceived role from that of a subordinate to collaborator; which encourages consensus building, improves job ownership, improves trust and the followers motivation, sense of responsibility and organizational commitment( Wagner ,2006 Watson, 2002). Empowerment not only increase s job motivation, but inspirational and visionary transformational leadership encourages the highest level of staff efficiency and productivity (Keuter, Byrne, Voell, Larson, 2000; Moss Rowles, 1997). Masi (2000) concluded that empowerment provides opportunities for choice and promotes autonomy, which allows subordinates to demonstrate their competencies. The espoused benefits of empowerment The supposed benefits of empowerment can be broadly divided into two areas: benefits for the organization; and benefits for the individual. Much of the empirical research into empowerment has focused on organizational benefits assuming that these are the driving force behind attempts to engender empowered working (Cunningham et al., 1996). Certainly the motivation for managerial adoption of empowerment is typically driven to help managers manage and improve work organization and job performance, not to primarily create an environment that is beneficial for the employee (Psoinos and Smithson, 2002). Global competition and a changing business environment have prompted organizational change in response to increased pressures to improve efficiency and performance (Lawler et al., 1992). It has been argued that organizations with higher levels of empowerment have demonstrated improvements in various economic performance areas (Applebaum et al., 1999). The economic benefits of empowerment s pecifically may be difficult to assess as often it is introduced as part of a broader initiative such as BPR and TQM (Psoinos and Smithson, 2002). Despite the espoused organisational benefits Argyris (1998) argues that empowerment has still not delivered the promised benefits, remaining a myth rather than reality. While it could be argued that the primary motive for empowerment is initially driven by the need to improve the economic performance of the organisation, benefits to the individual employee have also been identified. Nykodym et al. (1994) found that employees who consider themselves empowered have reduced conflict and ambiguity in their role, as they are able to control (to a certain extent) their own environment. They suggested that this reduces emotional strain on the employee. Similarly, it has been suggested that empowered employees have a greater sense of job satisfaction, motivation and organisational loyalty (Koberg et al., 1999, Spreitzer et al., 1997). Empowerment cannot only impact attitudes but it can also impact on performance, specifically employee productivity (Koberg et al., 1999) and employee effectiveness (Spreitzer et al., 1997). Overall the literature points to many potential benefits to both organisations and employees like if the workplace empowerment is successful, then it produces a win-win situation (Lashley, 1999). However, despite the strong support for empowerment in theory, in practice empowerment may exist in rhetoric only and control is the reality for employees (Sewell and Wilkinson, 1992). Although it may be considered that employee empowerment will improve organizational performance but it is possible that empowered employees are not necessarily more motivated or have higher levels of job satisfaction (Collins, 1999). Thus the benefits of empowerment should not be assumed to automatically occur nor should the rhetoric of empowerment be confused with the reality. Measurement of the employee benefits is very difficult t o achieve. Unlike organisational benefits which can be measured using objective facts, individual benefits are much more complex. Certain objective measures, such as absence and turnover rates have been applied in this context (Psoinos and Smithson, 2002). However, it is often considered that softer measures of employees attitudes may provide informative insights omitted by other more tangible measures (Psoinos and Smithson, 2002). FACTORS IMPORTANT FOR MOTIVATING EMPLOYEES One of the most perplexing healthcare retention issues is keeping newly licensed nurses from leaving after just a year or two of employment in the clinical setting (Zucker, Goss, Williams, Bloodworth, Lynn, Denker, et al., 2006). Kovner, Brewer, and Djukic (2007) presented evidence that 13% of newly licensed 1490 RNs had changed principal jobs after one year, and 37% reported that they felt ready to change jobs. Nurses leave the profession mainly because of low pay and poor job satisfaction (DiMeglio, Padula, Piatek, 2005)Hence pay and motivation at workplace are very important factors of retaining the staff. Therefore, nurse leaders are faced with two challenges: to recruit sufficiently qualified nurses and to establish rewarding work cultures that promote retention. Recruiting a younger generation of nursing staff members and meeting retention demands of cross-generational nurses will be a challenge like no other previously seen in healthcare (Cordinez, 2002). Newly licensed nurse s recruitment and retention into the workplace are fundamental strategies for ensuring that healthcare systems have the continued capacity to deliver patient care (Berliner Ginzberg, 2002). Understanding why newly licensed registered nurses choose to remain in nursing is an essential component of recruitment and retention strategies. Despite a recent four year trend of increasing nursing school enrollment and graduation of qualified nurses (American Association of Colleges of Nursing, 2005), the latest data on the shortage of RNs in the United States is estimated to reach about 500,000 by 2025 (Buerhas, Staiger, Auerbach, 2000.This study shows that nursing shortage is going to increase and hence motivating factors like pay,proper work environment and empowerment are necessary for retaining the experienced nurse staff. Hecker (2005) predicts that more than one million new and replacement nurses will be needed by the year 2014. The problem is that many of the newly licensed nurses w ill not remain in nursing and will choose to leave the profession within four years of graduation from a nursing program (Sochalski, 2002). In a study by Bowles and Candela (2005), 30% of newly licensed RNs left their first nursing position within one year of employment, and 57% left their first nursing position within two years of employment.This study further provides evidence that adds to the case study done by Kovner, Brewer, and Djukic (2007) which also adds to data and evidence that nurses are leaving their profession due to lack of empowerment and motivation in hospitals. The nursing shortage and the high incidence of turnover among newly licensed nurses within the first year of employment need to be investigated. It is well documented that nurses are leaving the profession because they are dissatisfied with current working conditions and not because they are disenchanted with the ideal of nursing, which originally attracted them to the profession (Lynn Redman, 2005; Strachota, Normandin, OBrien, Clary, Krukow, 2003). There is limited research that addresses newly licensed registered nurses career choices post-graduation. The future of nursing rests in the ability to recruit and retain upcoming generations to the profession.Currently, however, there is limited knowledge concerning what influences the decisions of newly licensed registered nurses to remain in nursing. Thus, the objective of this study was to identify factors that influence newly licensed registered nurses decision to remain in nursing. The shortage of people entering professional nursing, nurses dissatisfaction, and high turnover of newly licensed registered nurses are issues of concern. The national shortage in the nursing workforce highlights the critical importance of encouraging nurses to remain in practice. Evidence suggests that a shortage of nurses is detrimental not only to quality of patient care, but also to staff morale, which in turn affects staff retention (Wilson, 2006). The socialization and assimilation of newly licensed nurses into the healthcare system is a pivotal event that influences the retention of nurses (Aiken, Clarke, Sloane, Sochalaski, Silber, 2002). Professional socialization and work readiness are contributing factors to the retention of newly licensed registered nurses. The transition from student to new nurse is a vital period in several ways. It is the quality of this transitional experience that is likely to influence new nurse retention (Clare van Loon, 2003; Duchsch er, 2001; Ewens, 2003). Professional socialization, a potential buffer to the effects of reality shock, includes the acquisition of knowledge, skills, identity, occupational traits, values, norms, and self-concept (Mamchur Myrick, 2003). The process of professional socialization, from career choice to transition to enculturation to the practice setting is influenced by others, especially other nurses (Beck, 2000; Hinds Harley, 2001). It is this initial professional socialization of nurses that will determine the success or failure of retaining new nurses in the healthcare workplace. The increasing complexity of health services and the acuity of patient care create an expectation by the healthcare organization that the new nurse will hit the ground running (Cowin Hengstberger-Sims, 2006, p. 61). Furthermore, Cowin and Hengstberger-Sims believe the workplace expects newly licensed nurses to quickly fulfill their potential as knowledgeable workers, but the health organization remune rates newly licensed nurses at the lowest possible pay scale. These researchers asserted that incongruencies such as high level of stress related to responsibility and high workloads paired with minimum pay compound the effects of reality shock of nurses new to the field. The healthcare workplace demands work readiness from its newest nurses and the partnership of responsibility for work readiness between nursing education and the workplace can be described as precarious. The strategies of mentorship and preceptor ship have been embraced within many healthcare organizations as a means of increasing work readiness, decreasing the effects of reality shock and lessening the possibility of new nurse attrition (Greenwood, 2000). The period that separates a novice practitioner from an advanced beginner is one which requires support, guidance and constant supervision by experienced individuals to ensure newly licensed nurses develop competently and safely, b

Camar Automotive Hoist Essay -- essays research papers

The licensing contract is only three years, the Bar Maisse is not famous, and the sales is difficult to be estimated, therefore, we suspect if licensing could meet the expectation of rapid growth. The cost of licensing is lower in comparison to joint venture and direct investment, but the royalty is only 5% of gross sales. The growth of CAH might not be significant. Besides, CAH will have no control of operation and reputation if they choose  ¡Ã‚ §licensing ¡Ã‚ ¨ option. Joint venture might be an unviable choice of CAH because Bar Maisse may not be willing to launch joint venture with CAH. CAH has insufficient information about Bar Maisse, CAH doesn ¡Ã‚ ¦t know whether Bar Maisse would seek to control the operation or not, that is, CAH will have limited control of operation and reputation. In additi...

Communication in an Organisation Essay

It is not possible to have human relations without communication. However, good and effective communication is required not only for good human relations but also for good and successful business. Communication is the activity of conveying meaningful information. Communication requires a sender, a message, and an intended recipient, although the receiver need not be present or aware of the sender’s intent to communicate at the time of communication; thus communication can occur across vast distances in time and space. It requires that the communicating parties share an area of communicative commonality and the communication process is complete once the receiver has understood the message of the sender so communication must include both the transfer and the understanding of meaning. I think that effective communication is needed within a business for both the manager’s and the organization’s success because it is required for the day to day running of the business . Effective communication is required at various levels and for various aspects in an organization so that there can be manager and employee relations. Effective communication of information and decision is an essential component for management-employee relations. The manager cannot get the work done from employees unless they are communicated effectively of what he/she wants to be done so therefore effective communication does not take place within an organization then employees will not know how to go about achieving company goals. Managers should also be sure of some basic facts such as how to communicate and what results can be expected from that communication. Most of management problems arise because of lack of effective communication. Chances of misunderstanding and misrepresentation can be minimized with proper communication system. When there is ineffective communication it leaves room for mistakes and sometime projects and reports have to be revised or done over thus causing resources to be squandered and may cause employees and managers to be frustrated. Finally, communication between management and employees can help the management better address concerns the employees may have, reassuring the staff and helping management to remedy potential problems facing the organization. Motivation can also arise from effective communication and this can make employees more productive which in turn will ensure the success of the business. When employees are able to easily communicate to their employers their opinions and problems they tend to be productive on the job and intent on working to best of their abilities. On the other hand manager can tell employees that they are doing a great job or ask for their opinions in the decision making process. Effective communication in the workplace plays a prominent role in developing long lasting employee motivation and one of many positive benefits gained from well-established organizational communication is improved relationships. Improving relationships between management and staff is quite important and is often overlooked. Things will go smoothly when everyone is on the same page, understanding of goals and the direction a company is going. The best process of communicating here is well thought out emails that follow the chain of command and face to face interactions. A company also uses communication as a way to maintain control over employees and their work environment. Written human resources policies and procedures dictate how employees are permitted to act in the workplace. Job descriptions outline the parameters of an employee’s job functions. Performance reviews control whether an employee receives a raise or attains a promotion. Communication allows employees to interact with customers and each other. A customer service department communicates with customers to help them resolve issues. A business letter can be used to introduce a company to a potential customer. Communication is essential for employees who work together on a project or during the training process. Employees may interact socially both at work and outside the workplace. Every organization offers a service or good so there needs to be an effective line of communication between the organization and its customers. Those organizations need to be able communicate about what they are offering with the consumer base they are targeting. Effective communication with consumers provides two benefits. First, it lets consumers know about what is being offered and why the organization’s offers should be preferred over the competitions. It also allows the organization to gain feedback from consumers so they can alter either their communication tactics or their offers to make sure they are appealing to the largest amount of consumers possible. Communication is necessary to effectively function, both inside an organization and when dealing with the outside world. The above inferences attest to the importance of effective communication within an organization if it is intent on both the manager and business success. Effective communication is not only important within the organization but also information should relay to stakeholders in order to guarantee the organizations attainment of its goals.

Multicultural Counselor Competencies Reflect On Culturally

Multicultural counselor competencies reflect on culturally sensitive counselors, that are mindful of several foundational principles. These principals include, activation of schema and confirmatory bias; awareness; group differences; racial and cultural identity development; and multiple. As stated on page 230, paragraph one, The Multicultural Counseling Competencies (Arrendondo et al., 1996; Sue and et al., 1992) set standards for the development of beliefs and attitudes, knowledge, and skills in three specific domains: the counselor’s self-awareness of personal beliefs, attitudes, values, and assumptions; understanding the worldview of the client; and the development of appropriate intervention strategies (Arrendondo,†¦show more content†¦They also have knowledge of their personal racial and cultural background and how it affects the biases and definitions of the counseling process. Possessing understanding oppression, racism, discrimination, and stereotyping allows acknowledgment of own racist attitudes, beliefs, and feelings. They are able to understand the social impact and knowledge about certain communications differences; such as their personal communication style and relations of those with diverse backgrounds. Culturally competent mental health counselors developed a series of strategies and techniques that enable them to effectively and sensitively intervene in the lives of the culturally different clients they serve (Arrendondo, 1999). Seeking out training experiences and consultative help improves the effectiveness of counselor’s knowledge with working with clients of different culturally populations. They are always in quest of understanding themselves in a racial and cultural stand-view and are actively seeking a non-racist personal identity within their clients. One of the first steps in working with clients is to recognize the presenting problem. 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Young People Join Gangs For Social And Economic Reasons Essay

According to the authors of Gangs, Graffiti, and Violence, they state that young people join street gangs for social and economic reasons (Leet, 2000). However, one of the main factors young people join gangs is due to the lack of stability of being raised in an unstable family environment. For instance, gang members raised in a single parent home by their mother, usually in her early thirties, caring for three or four children at a time, on her own without the presence of a male father figure. As a result of being a single parent, the mother is forced to work long hours and at times more than one job just to make ends meet, which results in the children being left unattended without any adult supervision or the older sibling left babysitting his or her younger siblings. In addition to the lack of supervision the moment the child gets into trouble with law enforcement officers, the mother comes to her child’s rescue excusing his actions and behavior. This type of behavior and attitude from the mother encourages the problematic youth to persist in his reckless behavior because she refuses to punish him in his wrongdoings. Therefore, the child grows up playing the victim, blaming society for his downfalls and shortcomings instead of taking responsibility for his or her own actions (Leet, 2000, pp. 10). As stated in Changing Course: Keeping Kids out of Gangs, affirms that in 2010 45% of high school students and 35% of middle-schoolers were either in gangs or reflected onShow MoreRelatedre various reasons behind young people joining street gangs. One of the reasons young people800 Words   |  4 Pagesre various reasons behind young people joining street gangs. One of the reasons young people join street gangs is because of neighborhood disadvantages. A theory that can contribute to why young people might join street gangs is Social Disorganization Theory. Social Disorganization theory assumes that â€Å"delinquency emerges in neighborhoods where neighborhood relation and social institutions have broken down and can no longer maintain effective social controls (Bell, 2007).† Social DisorganizationRead MoreWhy Young People Join Gangs819 Words   |  4 Pagesare various reasons behind young people joining street gangs. One of the reasons young people join street gangs is because of neighborhood disadvantages. A theory that can contribute to why young people might join street gangs is Social Disorganization Theory. Social Disorganization theory assumes that â€Å"delinquency emerges in neighborhoods where neighborhood relation and social institutions have broken down and can no longer maintain effective social controls (Bell, 2007).† Social DisorganizationRead MoreSummary : Youth Gang And Violence1615 Words   |  7 PagesMarch 27, 2016 Analytic Essay Youth Gang and Violence Delinquent Behavior â€Å"Gang† â€Å"Youth Gang† and â€Å"Street Gang† are just labels used to describe young people consisting of three or more individuals organized to achieve a typical objective and who share a common identity. There is no single and universally accepted definition of gang, gang member and gang activities in the United States, however, the Federal Definition according to National InstituteRead MoreCauses Of Gangs1461 Words   |  6 PagesWhen the word â€Å"gangs† comes to mind, one can immediately picture a big, tall male figure often covered with tattoos, piercings, and maybe even a bald-headed guy. 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Female gang membership in the United States is estimated to be between 10 and 35 percent of the gang population, with someRead MoreHispanic Adolescent Youth Gangs Essay1399 Words   |  6 Pages Gangs have been a point of concern for states and societies around the world for centuries. Youth gangs are not exempt from that same categorization and have operated for the same amount of time worldwide. Over the last century however, a proliferation of youth gangs has been witnessed, especially among Hispanic youths immigrating into the United Sta tes. Researchers and scholars have offered multiple theories as to why youths, and Hispanics youths in particular integrate themselves into gang organizationsRead MoreJuvenile Gangs Essay980 Words   |  4 PagesFinal Project Andrew Rodriguez CJ150 Kaplan College Mr. Templeton August 30.2012 Juvenile gangs have become a serious and growing problem in many areas throughout the U.S. It is unlikely that gang control strategies can be successful as long as legitimate economic alternatives are lacking. I will be exploring the possible proactive solutions to this social problem. Juvenile gangs on the street and in prison â€Å"Violent crimes committed by juveniles are not diminishing, as other crimesRead MoreCanadian Gangs Essay1330 Words   |  6 Pagesdefinition of a youth gang member. Partnered with the Montreal Police Service, Statistics Canada was able to generate the definition of a gang member: An organized group of adolescents and/or young adults who rely on group intimidation and violence, and commit criminal acts in order to gain power and recognition and/or control certain areas of unlawful activity [2] (Statistics Canada, 2008). Gangs have been around for many years; the founders of some of the original gangs in the United StatesRead MoreElizabeth Has A Population Of 129,007 People Living In1596 Words   |  7 PagesElizabeth has a population of 129,007 people living in the city. It is the fourth largest community in New Jersey with twenty-six constituent neighborhoods. It is an extremely ethnically-diverse city with 64% of the population Hispanic, 17% Black, and 14% White. Elizabeth was once ranked number eleven in a list of dangerous cities in New Jersey (Uniform). While there are surveys and public polls on what cities in a state are the most dangerous, I did not want to rely on speculation and opinion. InsteadRead MoreA Report On Somali Gang Formation795 Words   |  4 PagesSomali Gang Formation Somalis began arriving in west in the early 1990s when the civil erupted in Somalia. Refugees fleeing civil war in their homeland did not find the life in the west the milk and honey as they thought it was. Due to language barrier and cultural shock, a widespread unemployment hit the Somali community more than any other races in the UK, Canada and United States. In addition to that unemployment, non-Somali gangs targeted the young Somalis who entered the school system with

Personhood Refereed As Self Awareness Theory - 872 Words

Personhood refereed as self-awareness theory was developed by a philosopher, DeGrazia, in his book of Great Apes. The theory explains two concepts that define who a human is. The first concept is intentional doing; if a person is able to do things internationally then he or she qualifies to be a human according to the theory. The founder of this theory states that this is the main reason why chimpanzees are not categorized as human beings (DeGrazia 38). Applying it in the book, Kathy was making her decisions intentionally. For example, she decided on become Tommy’s carer intentionally. She also worked as a care in her life out of her intentions. This shows that the author of the book presented all clones as humans. On the other hand, the theory defines human out of their self-awareness. The theory states that individuals can be referred as humans if they can explain their identity. Kathy narrates her story in the book in the first person where she begins by stating that I am Kathy, a thirteen year-old girl. This shows that she is aware of herself which suggest that she is a human. Generally, the book explains that clones are human beings and this issue is very important to the paper where its importance will be seen later in the paper. The main key theories that are applicable in the book Never let me go are moral theories. This is because of various reasons which will be covered in this section before applying the real theories. Clones in the book are just developed inShow MoreRelatedNever Let Me Go By Kazuo Ishiguro4270 Words   |  18 Pagesbe understood through application of different theories and that is why the paper will apply different types of theories in the book Never let me go. Some of the theories that will be applied in the paper are; moral theories, consequentialism, virtue ethics theory, right based theory, natural raw theory, Kantian moral theory and many other theories that are applicable in the book. Generally, the objective of the paper is to apply different theories in the book Never let me go in order to examine

Communication Release free essay sample

As we all know how important it is to use proper communication we also must ensure that the receivers of that message understand the information we are providing to them. Without checks and balances when conveying our thought process verbally or non-verbally it will ensure us our audience completely understands and not lead to confusion. As we will notice with the communication during the Chilean copper mine accident in South America. Knowing your audience proves to be even more significant when a company has to deal with the outcome resulting from a disaster. Understanding that families and workers need to me told in different manners is a key On August 5, 2010, a small copper mine in northern Chile collapsed trapping inside of it 33 miners (Weik, 2010). The mining company Minera San Esteban Primera, had to take on the very difficult task of informing families and workers within the company about this fatal accident. We will write a custom essay sample on Communication Release or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page The agents chosen by the company to handle these releases took great care in how straightforward and honest information was delivered in order to keep the company’s reputation intact. These miners were trapped some 300 meters underground they had limited oxygen supplies, little food, or water for such a catastrophe. Once news was leaked of the accident everyone glued themselves to their television from around the world to watch the story unfold not knowing whether or not these brave men would live to see the sun again. The fate of the miners was not immediately known it took 17 days before a drill reached their refuge, discovering them alive and well (Boston. com, 2010). After a total of 69 days, the first worker was lifted to the surface amid much fanfare worldwide. So now we ask ourselves how did the company which had a poor safety track record, perform such an outstanding job of damage control. It was imperative that they came right out and told the world about what happened. We must keep in mind that there was more than one type of audience to address. Keeping the family and workers well informed before the news media outlets took the story and ran with it before confirmed information was evaluated. In order to properly communication to the family members you have to take in mind their feelings, reactions, and state of mind as most were hysterical not know the fate of their loved ones. Providing them with grief counseling and faith were first and foremost a priority. Ensuring the families are notified ahead of the media keeping them updated on the hour by hour time sensitive information relived a lot of the emotion stress most were suffering, using tact and compassion alleviated much of this tension. The familys needs by the company became a priority as situations like these leave everyone without preparation. The workers were kept informed in a different manner due to knowing the risks involved performing their duties. They were kept busy working the rest of the mine area, put on rescue worker shifts, and consoled the families of their trapped comrades. The Chilean mine disaster was one of the most captivating stories of the year. This was due to the fact mining and government officials worked quickly and effectively in providing necessary supplies to the trapped miners. A plan of actions was enacted and implemented as different scenarios arose. They had a terrific line of open communication between, the miners, families, employees of the company and media at large. Communications between each party was constant and clear to the miners, families, and employees. We must also not forget how involved the government was as they were highly concerned for the trapped miners and had the world looking at them with scrutiny. They work meticulously to provide the tools necessary to free the miners and support the health and safety of those brave men while they were waiting to be rescued. Similar incidents throughout the history of mining does not paint a encouraging picture in providing a moral boost that most of the time miners would be rescued alive. The numbers were definitely not in their favor. However, it was visible the way messages were put across that those involved were not willing to yield to the statistics. They continued to remain upbeat and positive; reassuring all parties involved they were going to do all in their power to bring back all those men as all eyes were watching when worldwide. Brining in outside help and not being afraid to ask for it was indeed something out of the ordinary, using new technology proved that with spirit and endurance even the impossible can now be ascertained and many other incidents like this can be accomplished. So in order to communicate effectively, regardless of the audience, we must assess who we’re speaking to and what they need to know. How empathize with them will determine the best tone in which to deliver our message. Once the message is delivered it is important we examine the responses of the audience and feasibly return with a follow-up message. Recapping the original message to safeguard no lost in interpretation.