Swisher Mower - 1979 Words

Situation Audit Swisher Mower is a lawn and garden company that manufacturers lawn mowers in its plant in Warrensburg, Missouri. The company’s flagship product is the Ride King. In 1996, Swisher was approached by a national merchandise retailer offering to distribute Swisher’s standard mower under a private label. The retailer offered to distribute the product line, but included several stipulations that would change the Swisher’s distribution methods of its product. Sales within the industry are predominantly determined by changes within the economy. If the economy weakens, overall sales within the industry decrease. This cyclical effect can hinder or expand sales for a company, causing many companies to adjust their business strategies.†¦show more content†¦Wisher primarily distributes its mowers in farm supply stores and hardware stores located outside metropolitan areas. 75% of the company’s sales come from rural areas, while 30% of sales regenerated from who lesalers and 20% from dealer sales. Much of the company’s brand awareness comes from co-op advertising through all sources of media. Swisher’s target markets are the Midwest and Southeast, where the Ride King and their private label Big Mow are primarily distributed. The company focuses sales on consumers with over an acre of land, as well as farmers with several hundred acres. The Ride King has a distinct advantage over its competitors, since it is the only mower that has one front wheel that can turn the mower 360 degrees without shifting. As the economy improves, Swisher can take advantage of increasing sales by selling more of its mowers in large retailers. Its retail price would make it the cheapest product on the market. As other brands have distributed their mowers under private labels to the growing mass merchandisers, Swisher’s sales could be quickly depleted. In order for Swisher to fully compete, it must be able to gain market share on other private l abel brands. Many of its competitors have an advantage, because they use front engine mowers, while the Ride King does not. With other manufacturers selling their mowers in the same locations as Swisher, Swisher must create more brand awareness within urban areas by

The Younger Years of Grace Murray Hopper

Computer programming pioneer Grace Murray Hopper was born on December 9, 1906, in New York City. Her childhood and early years contributed to her brilliant career but also showed how she was a typical kid in many ways. She was the oldest of three children. Her sister Mary was three years younger and her brother Roger was five years younger than Grace. She fondly recalled the happy summers playing typical childhood games together at a cottage on Lake Wentworth in Wolfeboro, New Hampshire. Still, she thought that she took the blame too often for mischief the children and their cousins got into on vacation. Once, she lost her swimming privileges for a week for instigating them to climb a tree. Besides playing outdoors, she also learned crafts such as needlepoint and cross-stitch. She enjoyed reading and learned to play the piano. Hopper liked to tinker with gadgets and find out how they worked. At age seven she was curious about how her alarm clocked worked. But when she took it apart, she was unable to put it back together. She continued taking apart seven alarm clocks, to the displeasure of her mother, who limited her to taking apart just one. Math Talent Runs in the Family Her father, Walter Fletcher Murray, and paternal grandfather were insurance brokers, a profession which makes use of statistics. Graces mother, Mary Campbell Van Horne Murray, loved math and went along on surveying trips with her father, John Van Horne, who was a senior civil engineer for the city of New York. While it wasnt proper at that time for a young lady to take an interest in math, she was allowed to study geometry but not algebra or trigonometry. It was acceptable to use math to keep household finances in order, but that was all. Mary learned to understand the familys finances because feared her husband would die from his health problems. He lived to be 75. Father Encourages Education Hopper credited her father for encouraging her to step beyond the usual feminine role, have ambition and get a good education. He wanted his girls to have the same opportunities as his boy. He wanted them to be self-sufficient since he wouldnt be able to leave them much of an inheritance. Grace Murray Hopper attended  private schools in New York City where the curriculum focused on teaching girls to be ladies. However, she was still able to play sports at school, including basketball, field hockey, and water polo. She wanted to enter Vassar College at age 16 but failed the Latin exam, She had to be a boarding student for a year until she was able to enter Vassar at age 17 in 1923. Entering the Navy Hopper was considered too old, at age 34, to join the military after the attack on Pearl Harbor that brought the United States into World War II. But as a mathematics professor, her skills were a critical need for the military. While Navy officials said she should serve as a civilian, she was determined to enlist. She took a leave of absence from her teaching position at Vassar and had to get a waiver because she was underweight for her height. With her determination, she was sworn into the U.S. Navy Reserve in December 1943. She would serve for 43 years. Her younger years shaped her path to the computer programming legacy for which she is famous. Later in life, after her time in the Navy, she invented the Mark I Computer with Howard Aiken. Her early math talent, her education, and her Navy experience all played a role in her eventual career. Source and Further Reading Elizabeth Dickason, Remembering Grace Murray Hopper: A Legend in Her Own Time, The Department of the Navy Information Technology Magazine, 27 June 2011.

Don t Have A Goal - 1177 Words

Don’t have a â€Å"goal†, have a PLAN! Most of us have goals--whether personal or professional. But just having a goal won’t make it happen. What makes you achieve your goal†¦is planning. How many times have you told yourself you’d change something but it never really stuck? How many times have you promised yourself you’d make a point to do (or not do) something? As a freight broker, I’m sure you’ve thought about maybe expanding your office, reactivating old customers, shipping some LTL instead of all FTL, learning a new language, etc. Only to watch days, even months slip by and you’ve had zero progress in the areas you wanted to make changes. It happens to all of us. But, it doesn’t mean you weren’t serious about your goals or that they†¦show more content†¦So, to stay on track and keep our goals in sight, we need to regularly remember why we are doing the task and the meaning behind it. And last, the â€Å"How†. These are the new skills we need to practice, the classes we need to take, the new habits or the breaking of old ones that will get us to where we need to be. 2. SET SMALLER GOALS: Once you’ve firmly defined your goal (personal or professional, long or short term), you need to set smaller goals. For a professional goal, this might involve crafting a company mission statement. For a personal goal this might involve making a daily â€Å"To-Do† list. If you’re committing to a long-term goal like a 5-year plan, try breaking that down into yearly plans and then maybe into a 6-month or even monthly plan. Just be sure to review your plan regularly to make sure you’re keeping on course and in-line with your overall goal and adjust as needed. 3. STAY ON COURSE: Your success in achieving your goal lies mostly in this area. Like the saying goes, â€Å"You have to have skin in the game†. The â€Å"skin† of it lies in your efforts of day-to-day reviewing and managing of your progress and doing so will help you stick to your plan. Although it can seem daunting or tedious, tracking these individual steps are a definite necessity. To make this part of the process easier, you can use a journal or diary to record your progress. Even if you re always on the go, yep†¦there’s an App for that! There are countlessShow MoreRelatedThe Dangers Of Credit Cards1167 Words   |  5 Pagespeople go into debt ? Credit card organizations don t just give people money because they want to be nice. Those companies count on people being forgetful or not responsible causing them to be late or not being able to pay off their debit. if you are late or it s just the matter that you don t have enough money to pay it off that month, then you will have to pay a fee. On top of that free their will be interest. 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Puritan Women Free Essays

Rights for women In the Puritan community were very scarce. The women lacked rights because men were seen as superior to them. Even though men were the ultimate leaders of the Puritan community, women still played a vital role throughout their society. We will write a custom essay sample on Puritan Women or any similar topic only for you Order Now With the limited rights women possessed, they impacted the Puritan community in many ways. Puritan women had little to no rights back then; however, they did play an important role in the Puritan society through their everyday duties/ oleos, marriage, and religion. The duties and roles of the Puritan women differed from that of their husband’s. In the patriarchal lifestyle, where men were the head of the household, women transferred subordination from their father to their husband (Themes and Variations In Men’s and Women’s Roles In Colonial America). Women were not to challenge men, have a temper, or be Insubordinate to their husbands. Even though It was a patriarchy, husbands soul entrusted the women with a wide range of practical responsibilities and viewed them as â€Å"deputy husbands† (Religion, Women, and the Family in Early America). As a housewife, they were expected to fulfill various duties throughout the day. The major duties were made up of food and clothing production, childbearing, the health of the family, and child-rearing. Being a mother was the most important role for a Puritan woman. As a mother, women had direct authority over their children. It was the Puritan women’s responsibility to bring up the children of their society correctly. Religious piety, manners, discipline, and affection were a few of the many things that the women taught their children Childbirth and Motherhood). Through the act of child-rearing, women were able to gain social status based on their skill. Under a patriarchy, the Puritan women were still able to obtain and uphold particular rights. The deferent tasks that the women were expected to perform set them apart from the role of Puritan males. The privileges within marriage were different for women than they were for men. With marriage, harsh consequences followed along for the women. The legal person’s of women were completely subsumed under their husband’s identity (Westerners 4). Puritan women literally became the property of their husbands. Wealth was a major determinant in marriage. It was easier to marry off a woman with wealth because Puritan men were eager to marry for money. Without a great deal of dowry, women were not seen as desirable in the eyes of the men. In marriage, the severity of punishments for women was worse than the punishments for men. In the Puritan community, the act of adultery could be brought to court. If women were brought to court by their husbands on a charge of adultery they could be sentenced to the death penalty (Female Discontent). Hester Prone Is a prime example for how the courts treated women In the Puritan society. The Scarlet Letter, by Nathaniel Hawthorne, descriptively describes one of the Puritan’s court orders for adultery. The the pillory platform, and then and thereafter, for the remainder of her life to wear a â€Å"mark of shame† upon her chest (Hawthorne 54). Even though men and women had incomparable rights in marriage, some common ground was trying to be attained. Religion encouraged affection, monogamy, and friendship within marriage (Marriage). The women of the Puritan community were viewed in a patriarchal manner through the eyes of religion. The structure of patriarchy was upheld within churches. Churches believed that women had to subject themselves to the authority of man. The Holy Scriptures preached about a husband – wife relationship (Westerners 14). The spirituality of Puritan women was shunned throughout churches. Every aspect of a woman had to be scrutinized by men. Churches deemed women incapable of understanding or interpreting the work of the Spirit in their own souls (Westerners 20). Theologians and religion had the same views of women. Theologians believed that woman courted heresy and blasphemy (Westerners 25). This resulted in the intellectual weakness of women religiously. In reaction to the criticizing from churches, women came together to discuss these matters. Anne Hutchinson, the leader of these discussions, encouraged the Puritan women to voice their religious opinions (Barber 1). In the end, the courts banished her from the colony for â€Å"wrongdoing,† and women continued to follow the subservient expectations of the Church and the Puritan community. The role of women in the Puritan society was one of limited to no rights. Women were inferior and subservient to their husbands. They were considered more to be property than person. Anything they owned became the property of their husband’s including them. The most important role of women in the Puritan community was that of wife and mother. Their only ability to gain social status was through successful child-rearing. Puritan women had no voice in their marriage or their religious worship. Even in legal matters, they were treated differently than men, especially when the women’s fidelity as questioned. The sentencing for Puritan women breaking the law could be severe as death. The Puritan society allowed women to fall off in most aspects, which led to their intellectual decrease in life. The life of Puritan women was very strict. There were only three areas in their life that held great importance: marriage, religion and children. Collectively and independently those three factors held great pride for Puritan women. Death was the only means of ending the continuous patriarchal cycle of their life. The women’s life and soul existence was commitment to the husband and family. How to cite Puritan Women, Papers

Lincoln Movie Reflection free essay sample

The movie, Lincoln, focused on the later years of the presidents life, when he was trying to pass the 13th amendment, which eradicated slavery. This time frame was important to the director because he couldnt possibly chronicle Lincoln entire life without rushing over details, and the abolition of slavery is one of what Lincoln is most remembered for. Oddly enough, many outside sources actually claim Abraham Lincoln to be racist. However, in the movie, Lincoln was depicted as a quiet, thoughtful man who respected African Americans. This could be seen in the opening cane, where he addressed a pair of black Union soldiers, acknowledging their service. His actions concerning their race beforehand were also reflected optimistically; one of these black soldiers respected Lincoln so highly he had the presidents Gettysburg address memorized by heart”a pair of white soldiers were just cut off from reciting it earlier so this black soldier picked off right from where they left. We will write a custom essay sample on Lincoln Movie Reflection or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Lincoln appeared touched by this, smiling before he returned to his usual pose: a thoughtful, solitary pose, which he assumed many times throughout the film. This indicated he was thinking, and he could think to himself anywhere”as long as he was mostly alone. That part was important in the movie. In the presence of others, he spoke confidently, always a story up his sleeve to package his ideas in, but when he was alone or with only a few people, Lincoln said little if not none at all, like the scenes where he was looking at old family pictures in the light of the fireplace by his sleeping son, and when he was alone in the big room beside his telegraph messengers, trying to put to words what he wanted to say. He thought this much because of the circumstances. The 13th amendment had to pass before the end of the war or support for it will drop. To him, its passing was Just as important as ending the war itself. He was anti-slavery and it was an opportunity to make the battles mean more than a bloody memory that he couldnt miss”suppose abolishing slavery slightly Justified it. But it was no easy task. He needed at least 12 votes to get it passed. In the movie, he went as far as bribing congressmen for votes. Envelopes ere sent somewhat-secretly and somewhat-forcibly to various congressmen as he and political allies such as Thatched Stevens met one on one with some personally, hoping to persuade a vote out of each. Sometimes, the encounter was bittersweet, like the one where Lincoln talked to a congressman who, out of a regretful tone, admitted his long grudge against blacks since the death of his brother by the hand of one. Others, the encounter was forceful, like the one where Stevens scared a congressman into switching into the Republican party. These actions were also questioned by skeptics, who claimed Lincoln never attempted such a thing. But, as a film, it was very good. Lincoln depiction, however controversial, was well-done in the perspective the movie decided to take, and the presidents struggles, motives and decisions were fleshed-out nicely. Even more, his quotes, personal life, and a haunting dream were all weaved in there, and much of those little scenes make the movie as memorable as the ones actually about the 13th amendment themselves. Lincoln Movie Reflection By gangly

The Poor Performance of the Employees and Organization

The Executive summary The CEO of the organization asked me to submit a report with recommendations on how my department could solve a number of problems within the organization.Advertising We will write a custom report sample on The Poor Performance of the Employees and Organization specifically for you for only $16.05 $11/page Learn More The objective of this report, therefore, is to articulate the problems affecting the performance of the organization and devise ways of solving them in order to get the organization back on performance excellence. My team employed a number of methods in the study. We used observation methods, camera surveillance, interviews and discussion. We identified the following problems: increased customer complaints, poor data entry and record keeping, generational groupings among the Baby Boomers, generation Y and X, dissatisfaction among the employees, stress among the employees, poor communication in the organization, high att rition rates in generation Y and X and a general lack of motivation among the employees. After a careful study of the origin of these problems, we decided on a few changes that, if implemented, would remedy the situation in the organization. The high rate of bureaucracy in the organization needs to be scrapped and replaced with a more liberal model which gives the employees and customers a priority over the organization. The rigid system of operation will also be neutralized with a more flexible approach than the existing one. Communication within the organization also needs to be improved, with the employees being involved in the decision making process. Communication among the employees will also be encouraged in order to avoid the existing stereotypes and suspicion. Motivation strategies will be instituted, with more concern given to employee needs and satisfaction. Non-cash incentives will be issued as rewards for good performance to employees and all employees will be treated f airly. Introduction Background: Our organization has been experiencing problems among the employees for some time now. This seems to have adversely affected its overall performance. This is reflected by the feedback we receive form our customers and the government. The employees have demarcated themselves into generational groups, each of which acts with suspicion of the other. This has bred a culture of hatred among the senior, middle and young employees, thus, the lack of effectiveness in the organization’s performance. The organization is highly bureaucratic and employees operate under rigid rules and procedures. This system breeds a system of controls and hierarchy which is detrimental to effective execution of tasks within the organization.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More These have led to lack of motivation among the employees, almost grounding the organization ’s performance (Barrows and Powers, 2008). This creates the need to come up with mechanisms that will help contain the situation. Aims and scope: This report undertakes to investigate the reasons for the poor performance of the employees and organization in general. The report also recommends ways by which the problem can be dealt with and possibly eliminated. It will study into details the generational demarcations and the effect they have on employee performance. It will also take a critical look at the concept of bureaucracy and possibly recommend better procedures within the organization that will reduce the amount of bureaucracy (Galbraith, 1977) and (Schermerhorn et al, 2011). Discussion Data entry and record keeping There has been a rising concern by the government about poor service delivery of the organization to the public. This has led to a partial cut in funding of the organization by the government. Government auditors have been complaining of poor, untimely and inaccurate data entry into the books of the organization. My team investigated this matter by observing the accountants found out that they are largely to blame for the menace. The head accountant, who is a Baby Boomer, is quite aged and of poor health. Most of the time, he is away from work due to health complications. However, he cannot delegate his responsibilities to his assistants of generation X and Y. This is because he believes that they are not as qualified to handle the task and that they are not serious at work. The organization’s strict bureaucratic procedures also cannot allow these duties to be relegated to someone else apart from himself. There are some forms that have to await the government auditor’s signature for days and even weeks. All the work has to be piled up awaiting his return to office in order to be done. This explains the untimely entry of data. Another observation we made was that the conduct of the junior accountant staff is wanting. My t eam, in disguise, found out that the junior accountants, all belonging to generation Y, did not take their work seriously and with the caution it deserves. They listened to radio and engaged the social media during work. In one of the incidents, he gave my â€Å"man† a receipt with the wrong figure and did not realize to rectify this error.Advertising We will write a custom report sample on The Poor Performance of the Employees and Organization specifically for you for only $16.05 $11/page Learn More Generation Y This is the generation of persons born between the 1970s and early 2000. This generation is generally characterized by increased use of and familiarity with the communication technology, media, digital technology and neoliberal approach to almost everything (Strauss and Howe, 1991) This explains why, in our observation, most of the younger staff broke most rules within the organization code of conduct. They seemed to be always at loggerh eads with the Baby Boomers arguing about the right thing to do in every circumstance. This explains the sharp division between the Baby Boomers and the generation Y. When interviewed about the sluggish nature of their working, the generation Y confessed that they did not find the organization objectives and mission fulfilling to their individual desire of growth and a feeling of self worth (Martin and Tulgan, 2001). Most of them were in the look out for other jobs and were willing and eager to leave immediately another job opportunity came up. They also said that the staff was biased against them. The much older employees and management were pointed out as the most biased. They treated them unfairly and did not give them a chance to explore their capabilities. They also found out that work in the organization was boring, applying same procedures quite repetitive, no creativity was allowed and there were strict timelines and reprimands by their superiors over petty mistakes. The empl oyees also spent most of their times in ‘exciting’ activities like listening to music and chatting in the social media as a way of eliminating the boredom. Generation X This is the generation born after the Baby Boomers from the early 1960s to 1980. They are defined as a group of people without identity, who face an uncertain, ill defined and hostile future. The older generations view generation x as reactive people who are more focused to money than anything else (Stephey, 2008). These employees, when interviewed, expressed concern that the management did not factor in their needs. Most of them were parents and needed time to be with their families. They left work for home earlier than the rest and were never willing to work overtime. Because of this, many fell out with the management for neglecting their duties and showing no real concern for responsibility at work.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More This makes the employees feel that the management does not understand their needs. This has led to a negative attitude among these employees with the management. This has contributed to poor work relations and the entire performance of the organization. Baby Boomers This is the generation of persons born in the post war period of between 1946 and 1964. These come with privileges since most of them are brought up in the period when there is great affluence. They regard themselves as a special generation that values traditions and rules. This generation sharply contrasts generation Y who does not value traditions, and would be better off doing new things and applying new techniques at work. Because of this, the two groups seem to be in perpetual conflict with each other. The Boomers do not approve of most things that the generation Y does. They feel that they are lazy, spending most of their work time on activities that distract them from work. This, to them, is unethical of work and should not be allowed. The generation Y, on the other hand, feels that the Boomers do not like them, and are out to make their life at work difficult. Observations carried out in the study found Boomers and generation Y in consistent conflict and confrontations. At meetings, Boomers opposed almost all of generation Y suggestions, rubbishing them as childish. The Boomers are the only group that upheld the concept of bureaucracy, therefore, perceived by generations X and Y as frustrating their efforts at work and as responsible for the poor performance of the organization. Stress This was found to be a common feature for all employees. They are generally dissatisfied with the organization. While people in generation Y want a place where they can explore their talents further and exhibit their expertise, generation X want a place where the management can understand and provide for their needs, giving them ample time to tend to their families. The Boomers are fine with the organization procedures. However, they have a problem with their fellow employees, who they feel are antagonistic to work procedures, therefore, jeopardizing the performance of the organization. The management is facing a hard time while coordinating these employees who have divergent views and ideas about working. The generation X and Y view management as hostile towards them and not understanding their needs. Communication Communication in the organization is lacking. Most of the instances when employees talk, there is always confrontation and blame game. According to Fletcher and Major (2006), teams report greater team work and success rates at work when they work and communicate face to face. The media richness theory points out that communication in the work place increases the degree of effectiveness in the organization (Daft and Lengel, 1986.) In this organization, effective communication is lacking. Therefore, a lot of misunderstanding occurs among employees and with the management. This explains the high number of conflicts witnessed in the organization, with some employees not talking to each other t all (May and Mumby, 2005). The employees also feel left out in the decision making process. They are alienated in the formulation of work procedures. Their consent and suggestions for working procedures and suggestions for effective changes is never sought by management. Instead, rules of operation are imposed on them and they are expected to adjust and accommodate the rules and changes without opposition (Suh, 1999). Customer complaints This organization has for a long time maintained an effective customer feedback program. For some time now, we have been receiving negative feedback from our customers concerning the organization’s service delivery and customer care. Surveillance cameras were secretly put in places where employees interacted directly with customers. What we observed was a number of cases where the employees were rude to the customers. Some emp loyees take longer to attend to customers, while others engage in gossip with other employees or using their mobile phones. Some even get to the extent of sending the customers to the next available teller while they do nothing. It was noted that the employees discriminated against some customers. This was based on sex and looks. Most of our employees are women. They treated women customers rudely compared to the male customers. At the same time, customers who seemed highly sophisticated in terms of looks and dress were treated better than others. Conclusion This organization has been adversely affected by the bureaucratic mode of operation. Operations are carried out in a strictly rigid framework. When one component of the process is lacking, the whole process becomes paralyzed and nothing can be done to continue the process of operations. Another factor that is detrimental to the operations of the organization is the problem of communication. There is a general lack of communicati on among the workers and with the management. There is no instituted mechanism of solving conflicts among the employees and with management. Employees are also not able to freely express themselves, as they are not included in the decision making process or consulted on work procedures. They are treated as passive actors. Another problem within the organization is the problem of groupings and factions. The employees are divided into three distinct groups: the Baby Boomers, the Generation X and Y. These groups have demarcated themselves, with each group feeling superior to the others and downplaying the role the others play in the organization. This has led to a proliferation of conflicts among the employees and a lack of unity in achieving the organization goals. The final and most important factor lacking in the organization is motivation. The employees lack motivation and the reason to work well and effectively. They come to work late and only perform what they have to, without pu tting extra effort to do well or even better. The management seems to be lacking the right strategies to tackle these problems. It has remained hard on the employees without attempting to change their approach towards their needs, applying the right motivational strategies and understanding their needs. Recommendation After a careful analysis of these problems and reference to scholarly material, we came up with the following recommendations of what needs to be done in order to remedy the situation and get the organization back on performance excellence. Our recommendations were arrived at bearing in mind that there is a moratorium on employing of additional staff. Therefore, they are geared towards finding viable solutions that will work with the existing employees without laying any one of them off. Bureaucracy Customers view bureaucratic organizations as not aimed at satisfying their needs. The employees attribute this inefficiency to the idea that all policy is similar for all c ustomers. This organization is unresponsive to customers’ individual needs and situations. The policies of the organization are solely designed to benefit the organization and not the customers. It does not admit the mistakes it does, rather shifting the blame onto the customer. The organization is slow to innovativeness and reluctant to change, as dictated by time and events. They view the organizations products and services as inferior. Employees in such organizations are not enthusiastic about working in the organizations. They are not friendly and do not care much whether the customer is satisfied or not. In the organization, departments and employees do not cooperate to get the job done. The executives strive more for personal advancement and power. Promotions are made based on politics rather than merit. Information is hoarded and used as a basis for power. Mostly, the responsibility for failure is denied and the blame shifted to others, especially the junior employees. Bureaucracy is generally detrimental to organization’s effectiveness. It weakens employee morale and divides people within the organization setting each against the other. This misdirects their energy into conflict with one another and destructive competition that does not work to achieve the mission statement. Because of these inherent problems associated with bureaucratic model, we recommend that the model be scrapped and replaced with a more flexible and liberal model of operation. Employees should be allowed some freedom at work. They should be left to work without thorough supervision and compulsion by the supervisors. Procedures should be neutralized and simplified to allow for more relegation of duties and responsibilities. The clear cut demarcations between employee ranks should also be neutralized so that all employees feel equal and important to the organization despite their rank. Communication Most executives will agree that communication is an essential part for the success of the organization. Information should be clearly communicated to enhance role clarity for the employees. The problem of role clarity leads to stress, tension, anxiety, dissatisfaction, lack of job interest and lack of job innovation. In most bureaucratic organizations, information tends to flow downwards. It is unusual for information to take another route, like from the subordinate to the superior. Unfortunately, this organization falls under this framework, characterized with a rigidity of information flow. According to Leavitt (1958), one way communication is faster than two way communication channel. However, the latter is more accurate than the former and should be adopted. Differences in the organization should be taken seriously by allowing the other to speak openly and accept the possibility that the other’s perspective may override your own. I would therefore recommend that, the organization’s management introduces a system of openness in the pr ocess of decision making that involves all the employees, either wholly or in representation. Debates about various implementations should be carried out freely, with no intimidation or victimization of criticism. Among the workers, healthy communication should be encouraged and gossip discouraged. Workshops and seminars to enlighten the employees on the strength of diversity should be organized by the management. Through this, the employees will learn to appreciate one another and compliment each other. Motivation One of the roles of the manager is to get employees to do their job well. Rather than use of coercion, he should motivate employees to perform their duties voluntarily. An understanding and appreciation of human nature is vital to the process of motivation. Various theories like the theory Y by Douglas McGregor, two factor motivation hygiene theories by Fredrick Herzberg, Abraham Maslow’s theory Z hierarchy of needs and Elton Mayo’s experiments can be used. These theories generally posit that human beings should be treated with dignity and respect of all forms at workplace. Motivated employees are more productive and innovative. The inverse is true. As a result, I would recommend the following measures by management as a motivational strategy for the employees: The employees should be reinforced positively with high expectations of them by the management and customers. This way, they will feel self worth and motivated to uphold the high expectations. Discipline and punishment should be applied effectively, and by no means should it be applied in excess or unfairly, or used to coerce the employees. All employees must be treated fairly, without favoritism and discrimination on generation group or sex. Employee needs also need to be factored in at work and be met. Individual needs should be addressed with individual concern and given the right attention. Work related goals should be set, which when met, the employees are rewarded. The rew ards may not necessarily be financial but they could be holidays or trips (March and Simon, 1958). Theory Y In general, we recommend an approach of theory Y to the management of the organization. Employees are people who are ambitious and exercise self-control. They enjoy their physical and mental work. The management should support them on this basis. The organization should let them use their creativity in problem solving by applying their talents. They should develop trust among the employees by communicating freely with subordinates. Decision making should be done with the involvement of both the subordinates and their seniors. Reference List Barrows, C. W. and Powers, T., 2008. Introduction to Management in the Hospitality Industry. Hoboken: John Willey and Sons. Daft, R. L. and Lengel, R. H., 1986. Organizational Information Requirements, Media Richness and Structural Design. Management Science, 32(5), 23-57. Fletcher, T. D., and Major, D. A., 2006. The Effects of Communicatio n Modality on Performance and Self-ratings of Team Work Components. Journal of computer mediated communication, 11(2), 15-18, article 9. Galbraith, J., 1977. Organization Design. Reading, MA: Addison-Wesley. Leavitt, H., 1958. Managerial Psychology. Chicago: University of Chicago Press March, J. G. and Simon, H. A., 1958. Organizations. New York: Wiley. May, S. and Mumby, D. K., 2005. Engaging Organizational Communication Theory and Research. Thousand Oaks, CA: Sage. Schermerhorn, J., Davidson, P., Poole, D., Simon, A., Woods, P., and Chau, S. L., 2011. Management Foundations and Applications-value pack. New York: Wiley. Stephey, M. J., 2008. Gen-x: The Ignored Generation time? New York: Wiley. Strauss, W. and Howe, N., 1991. Generations: The History of America’s Future, 1584-2069. New York: William Morrow and Company. Suh, K. S., 1999. Impact of Communication Medium on Task Performance and Satisfaction: an Examination of Media-Richness Theory. New York: Cengage Learning. Tul gan, B and Martin, C. A. (2001). Managing Generation Y: Global citizens born in the  late seventies and early eighties. Harvard: New York Times. This report on The Poor Performance of the Employees and Organization was written and submitted by user Kimberly Kent to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Discover the Art Essay Sample to Learn More About Painting Techniques

Discover the Art Essay Sample to Learn More About Painting TechniquesThere are many different reasons for taking an art essay sample or essay as a college or university assignment. A lot of students like to get ideas for their portfolios and paintings, so they can have an excuse to buy expensive painting supplies. Others simply want to learn more about the various types of painting techniques and how these styles are used in each category.Art schools usually have a few possible resources that they will recommend to you. You will also find that there are many magazines and newspapers that may also have art essay samples on hand. If you're not sure where to begin, the most common reason for taking a composition is to learn about how to make art, and since you've taken this art writing course, you are already aware of the various elements and tools of painting.Students typically take this art writing course because they are familiar with the basics of art. If you would like to be able t o write in a style that speaks to other people as well as to yourself, you must begin to understand how artists use their paint and brushes. This would not only benefit you when it comes to painting but it would also help you understand what makes art beautiful.A good example of an art essay sample can be found in art books. The art books that contain writing by professional painters should contain more than one essay. Some of the pieces may be written by several different artists in collaboration. These essays will give you a chance to read from different perspectives, to view art from different parts of their career, and to see what kinds of ideas were used to create the art you are studying today.One of the most common topics in writing about painting is the lighting aspect of the painting. Some of the better writers write essays on the various types of lighting that artists use, as well as the variety of techniques that are used in creating these lighting effects. If you are a n ew painter and haven't experimented with the different types of lighting techniques, you might be intimidated by how difficult it can be to understand a painting that has poor lighting. By reading about lighting techniques and using the photos as examples, you'll gain an understanding of how lighting can affect the painting as well as how to improve your lighting technique in order to create better results.When you write a composition about painting, you'll learn to take the different elements that contribute to making a painting, and you'll be able to add your own creative thoughts. You'll learn about color theory, perspective, shadows, lighting, and blending. If you can figure out how to get more mileage out of these theories, you'll be able to improve your overall painting skill.You might want to research some of the famous painters that had more than one type of painting technique and use their writing to get a broader perspective on the different techniques that are used. You'l l learn about light, the subject, and the medium, so you'll be better able to understand what you need to do to the painting before you can consider painting through light. If you understand what is going on inside of the canvas, you'll be able to visualize how light affects the subject and how to design the painting around these factors.If you're already enrolled in an art writing course, one of the best choices you can make is to browse the samples of paintings that have been inspired by the writer's writing. You'll find several different examples that you can study at your leisure and learn from. This is a great way to learn about all the different styles of painting and how to apply them to your own paintings.