Sample on Ethical Dilemmas Faced By Coca Cola In Market

Question: Discuss about Ethical dilemmas faced by Coca Cola in this current market. Answer: Introduction Ethical dilemma is a common trait found in the business organization and this has the clear linkage with moral dilemmas. The perfect world of business includes the right thing, but the ethical dilemmas have become much prominent in this complex world of business. According to Van Auken (2016), the ethical dilemmas lead the human being to undertake the wrong decisions due to the difficulties. More specifically, the ethical dilemma arises when a person has to differentiate between the moral and the immoral act. The personal temptation is one of the significant ways to improve such ethical dilemmas (Shapiro Stefkovich, 2016). It is necessary to find the conscience while undertaking any important decision based on some of the crucial aspects in business. Many of the organizations face diversified forms of ethical dilemmas, which create the significant impact on organizational reputation as well as the business practices. Purpose of the Study The purpose of the study is to focus on the ethical dilemmas faced by Coca Cola in this current market. The news of ethical corruptions against the business practices of Coca Cola has created the buzz both in social life and in the business market. The study will be focusing on such ethical dilemma found in the external and the internal organizational scenario of Coca Cola. The study will also be associated with the theoretical concept based on the ethical dilemma that has been influencing the managerial practices in Coca Cola. The assimilation of these segments would be concluding the study at the end. Background of the Organization Coca Cola has been capturing the largest position in the beverage market with the largest distribution system all over the world. This position is allowing the company to serve almost one billion products to the customers worldwide and introducing new flavors as well as promoting other brands. In keeping concentration on the marketing strategy undertaken by Coca Cola, it is seen that the company has been promoting the world famous brands like Fanta, Coke, Diet Coke, and Sprite (Icmrindia.org. 2016). Such of these marketing strategies have been influencing the strengthened customer relationship aspects, which are the keys to get the business opportunities for the company. The establishment of such effective customer relationship is therefore serving as the major driving force for acquiring the customer base. The recognizable competition between Pepsi and Coca Cola has been holding the dominant share of the soft drink market worldwide (Standard.co.uk, 2013). In order to expand the busi ness, the company has been focusing on growing the share market across the United States. In fact, the internationalization strategy is also much commendable for the future growth. The major goal of the company is to increase the market share in the international market. However, it is to be stated that due to the direct competition with Pepsi, Coca Cola has been concentrating on the innovative organizational practices to ensure the sustainability in this market. Therefore, it is seen that the company is getting involved with several unethical business practices that are harmful for the business. Generating more benefits within a short span of time is forcing the managers take several ethical discrepancies that have been broadcasted to the news channels. The study will be specifying some of these ethical dilemmas featured in the managerial practices and accordingly some of the theoretical perspectives will be analyzed. Ethical Dilemma Coca Cola is considered as the most valuable beverage brand in the international market. More specifically, the company has captured the significant position among the companies, which are always visible in the news. The company even got the effective opportunity to present their skilful performance in the business market. However, besides achieving such significant position in the business market, Coca Cola has been even facing some of the ethical issues in the recent times (Icmrindia.org. 2016). It has been seen that the leadership changes in last few years is inviting the ethical challenges in a very prominent manner. It is to be seen, the managerial practices involved with the ethical issues like misinterpretation, disrupting long term contract-based agreements, and racial discrimination. It is to be noted that Coca Cola has been in news for quite a long time due to their ethical business practices. Due to such ethical and legal issues the stock price of the company remains the s ame what it used to be few years back. One of the most critical ethical issues was found when many of the people fell ill after drinking Coke and other soft drinks of Coca Cola. The incident caused the huge loss of the company reputation and people lost the respect for the company. Many of the investors started selling their stocks in Coca Cola. The issue became hazardous when the managers remained unresponsive towards the questions of the media (Icmrindia.org. 2016). However, when they completed the entire research and found the root cause of such problem, they decided to announce it publically. However, the time was too late to be broadcasted, as media found it too slow to make any story about Coca Cola. Even though the company is much focused on maintaining the corporate social responsibilities as well as the ethical concerns, the incidents created the negative impact on the organizational reputation (DiStaso Bortree, 2014). Unresponsiveness is one of the major mistakes that the managers would commit to maintain their reputation. It may create the reverse effects in the situational crisis. However, after such situation, the managerial practices of Coca Cola got involved with another unethical concern (Standard.co.uk, 2013). The agreement signed with the European countries was actually based on the anti-trust laws, which affected the management in a very significant manner. The overaggressive attitude towards dealing with the French company was the major issue for the company (Strandvik et al. 2013). Moreover, the foreign countries did not appreciate their strong-arm tactics, which crossed the limits of discrepancies for achieving the competitive advantage. The legal case against Coca Cola was presented to the court and the company even proved to be the looser in this case. Apart from these unethical issues, some of the allegations regarding the racial discrimination, falsified market tests, inflated earnings, and distributors were put against Coca Cola. Theoretical Perspective of Managerial Ethics According to Hair Jr et al. (2015), the ethical concern is an area that helps the business companies to grow and is considered as the science of human concerns. The managers of the company have to maintain the responsibility to educate the employees these business ethics that is necessary for the business sustainability. On the other hand, Cavusgil et al. (2014) argued that some of the managerial practices may create the hazardous scenario for the company, which affect the sustainability management. However, in considering the theoretical perspectives, the managerial ethics are divided into different classifications. Some of these categories are Utilitarian theory, Principle of Rights, ethics of care, and Aristotles Virtue Ethics. In this section of the study, the description of these theories would be analyzed. Utilitarian Theory: According to Black (2015), the utilitarian theory is based on several principles. It is to be noted that the utilitarian theory has been specifying the ethical actions that prove less harm for the individual by considering the good outcomes. The judgments related to this ethical concern, as mentioned in this theory, is always depending on the analysis of the cost benefits. In such cases, the focuses are needed to be on the actions to get the best outcome instead of focusing on the ways of achieving the results. Similarly, the managers of Coca Cola need to concentrate on the organizational activities and the ethical practices by providing the effective products to the customers that are less harmful for their lives. The utilitarian includes the good or the bad consequences while making any organizational decision. The actions depend either on the after performance or during the performance time (Alon et al. 2013). It is to be indicated that the Utilitarian does not deal with the moral issues. The actions performed during such phase are being judged whether it is right or wrong. Hence, the focus on the dependable consequences is essential during the application of the utilitarian theory. This normative ethics theory is generally maximizing the utility, which is a form of making the individual happy or unhappy (Sheng, 2012). In case of Coca Cola business ethics, it has been seen that the managerial practices are involved with racial discrimination. The internal employees have been facing such scenario, which is affecting their performance attributes. Moreover, the unethical behavior related to their business dealings and the falsified market tests are also going against the utilitarian theory. Principle of Rights: The Principle of Justice is also termed as Categorical Imperative. In specifying such theory, it can be stated that the ethical actions of the managers are needed to be based on the moral rights that influence the organizational practices. In this area, the right has got the entitlement that intends to protect the interests perceived by others. The managers need to be more conscious about their action before taking it. If the actions are justified and appreciated by the others, it would turn out to be beneficial for the company itself. The aggressive behavior of the managers to achieve the competitive advantage can sometimes is too risky, which may affect the organizational reputation in case of failure. Ethics of Care: As opined by Stathopoulou Balabanis (2014), the principles of ethics of care usually deal with the morally correct actions, which serve care and concerns to the other individuals. The moral obligations of a person are usually focusing on the care they have been receiving from any particular source rather than following the impartial principles. The application of such theory is quite effective for the managers within an organization, as it helps in building the transparent relationships with their stakeholders. In case of Coca Cola, the managers need to be much attentive towards the cares provided to their stakeholders. Especially, in time of the situational crises, the managers are needed to be responsive to manage the reputation of the company (Jones Felps, 2013). More specifically, both the internal and external stakeholders thus get the assurance from the managers, which make them feel secure to deal with this company in future. Virtue Ethics: The specification of virtue ethics is including different approaches, which have been making the theory much confusing to understand. The very first approach to ethics is considering the theoretical orientation, which is pointing out the dispositional characteristics or attributes (Van Hooft, 2014). These traits are praiseworthy in general and perform the particular role. Furthermore, the formulation of virtue ethics is stated as a systematic formulation of the traits of character that make human behavior praiseworthy or blameworthy (Winter, 2013). It generally means, if any character trait can be beneficial for an individual, it will be appreciated and similarly, if it is harmful for others, it will be blamed. However, the second approach to virtue ethics is highlighting the virtuous significance as well as the practical wisdom. According to Donnelly (2013), practical wisdom generally refers to describe ones capability of selecting the patterns of desirable actions. T he patterns usually have been concentrating on the engaged habits of emotional experiences or virtues. However, such of these patterns of actions are also analyzing the in-depth experiences in the social life. Hence, it is important for the business companies to keep the concentration on the moral values in order to maintain the corporate social responsibilities. Theory of Moral Behavior: In discussing the theoretical perspectives based on the business ethics, the development theory of moral behavior is also very much significant. The famous psychologist Lawrence Kohlberg developed the Jean Piagets theory of moral reasoning. As per this theory specification, it is to be indicated that the morality starts from the childhood times and this can be affected by diversified reasons. Barnes et al. (2015) suggested that morality can be developed in both positive and negative ways. Mostly it depends on the individual who can use several ways to accomplish the goals during the moral development of his life (Opp, 2013). However, while elaborating the theory of moral development, it can be stated that the theory suggests of diversified levels or stages. The first level is dealing with the pre-conventional morality, which have been focusing on different stages. The second level is dealing with conventional morality, which includes two different stages, su ch as interpersonal relationship phases and law and order orientation phases. The third level is dealing with the post-conventional morality, which includes the social contract orientation and universal ethical principle orientation. These stages are explained further: Stage 1: Punishment- Obedience Orientation: This particular stage is concerned with the punishments provided to people after refraining from their performance (Jayawickreme et al. 2014). People in this stage start obeying the rules since they know if the rules are not being followed, they can be penalized. Stage 2: Instrumental Relativist Orientation: In this particular stage, the judge of morality is based on the actions, which have been satisfying the needs of the people. The theory of Kohlberg is considering such actions engaged with the moral rights due to the serious needs of the order. Stage 3: Interpersonal Relationship Phases: In this particular stage, the action is judged in keeping focus on the societal roles (Grappi et al. 2013). The interpersonal relationship has been highlighted in this particular stage, which has the significant impact on people from the very childhood. Stage 4: Law and Order Orientation: This particular stage is conveying respect to the authority by following rules, norms, and responsibilities. In this particular stage, the major concern is society. The focus on the responsibilities towards the society is the most required criteria in such aspect. Stage 5: Social Contract Orientation: The stage has been dealing with the particular focus on the values and opinions received from diversified people (Hoffman et al. 2014). It is to be noted that this particular decision has to be depended on the morality of actions. Stage 6: Universal Ethical Principle Orientation: The last and final stage of this particular stage is depended on the universally accepted ethical principles. In some of the cases, the judgment may cause the violations or breaching of laws since the person is much focused on the self-principles of justice. Stakeholder Theory: The business ethics and the organizational management have been addressing another fruitful theory, which is termed as stakeholders theory. This particular theory is mainly promoting the moral values, which are essential for managing the organizational practices. As per this theory specification, it has been implied that the organization needs to provide the stakeholders as much value as possible in order to achieve the sustainable business position (Shaw, 2016). The executives have to be much concentrated on the key stakeholders both internal and external. The framework of the stakeholders management is provided further: Figure 1: Business Stakeholders It is to be indicated that the stakeholders are the major assets for a company. The influence of the stakeholders ensures the sustainability of the company. The group of stakeholders is divided into two different classifications, such as internal stakeholders and the external stakeholders. The internal stakeholders are the people who are associated with the internal business practices. These internal stakeholders are the investors, employees, and the business partners. The company has to be much concerned about the internal business practices. The help of the internal stakeholders, the business practices will be skilful to provide the recognizable benefits to the external stakeholders (Harrison Wicks, 2013). The external stakeholders, such as customers, suppliers, media, and government are needed to be satisfied with the skilful business approaches. More specifically, the business ethics should be based on the fulfillment of customers requirements. In case of Coca Cola, the allegati ons are much focused on the unethical business practices that are harmful for both the internal and the external stakeholders (Verbeke Tung, 2013). Hence, the management of the stakeholders approaches is essentially needed for the future existence of the company. Role of leadership in ethical decision making It is to be noted that the role of the leadership attributes on the ethical decision making process is much significant. The different typologies of the leadership attributes have been concerning the different types of the decision-making process. For example, the authoritarian leaders assume that their decisions and the way of working are the best practices for facilitating progress in the organizational context. On the other hand, the democratic leaders usually gather the responses form the other associates to make any ethical decisions. In case of the autocratic leaders, it has been seen that the decisions are based on the one consequence, which may even harm the other sectors of the business. Similarly, the suggestions derived from the other associates are based on the different segments of the business practices. Hence, usually it has been seen that the autocratic decisions are mostly involved with diversified ethical dilemmas whereas there is the complete chance of the democrat ic decision to be fair and fruitful. However, as suggested by (), the major focus should be fixed on the code of conduct in undertaking any relevant decision regarding the business practices. The fixation of the aim at the code of conduct can make any of the decisions fruitful by eliminating the unethical business practices. Conclusion The study has been featuring the different allegations against the Coca Cola regarding their unethical behavior in last few years. The issues specifications have been concerning the different moral values that are essential for the business sustainability. The theoretical perspectives have been analyzing the stakeholders approaches, utilitarianism, justice forms, and character virtues that have been associated with the business practices. It is to be noted that the maintenance of the ethical concerns while dealing with the internal and stakeholders is the major driving force for the long term sustainability of the company. The effects of the managerial leadership attributes are also focusing on the code of conduct, which is necessary for the business companies. The managers of Coca Cola thus need to be focus on such essentials to make the future progress. References Alon, I., Jaffe, E., Vianelli, D. (2013).Global marketing: contemporary theory, practice, and cases. New York: McGraw-Hill/Irwin, c2013. xxi, 602 pages: illustrations, maps; 26 cm. Barnes, M., Conradi, E., Vosman, F. (2015). Deliberation and Transformation from the Ethics of Care.Ethics and Social Welfare,9(2), 109-112 Black, S. (2015). CEOs and Top Leaders: Solutions to Solve Ethical Dilemmas and Decision Making. In5th International Conference on Engaged Management Scholarship: Baltimore, Maryland. Cavusgil, S. T., Knight, G., Riesenberger, J. R., Rammal, H. G., Rose, E. L. (2014).International business. Pearson Australia. DiStaso, M. W., Bortree, D. S. (2014).Ethical practice of social media in public relations. Routledge. Donnelly, J. 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Motivation Issues in Management and Organisational Behaviour

Question: Discuss about the Motivation Issues in Management and Organisational Behaviour. Answer: Introduction Competition, globalization and complexity are the three key words that are enough to define current situation of todays global business environment(Fox, 2007). Companies enter the market, attain growth and suddenly vanish as they are unable to sustain their competitive advantage and satisfy rapidly changing market behaviors. Organizations that are able to survive these changes have few things in common, they know where they are competing, what exactly they need to offer to satisfy consumer needs, what resources and competencies they have to attain competitive advantage and how they are going to retain they growth and competitive advantage(Mullins, 2011). To sustain in a fiercely competitive business environment organizations must ensure that their assets, skills and competencies are upgraded on a timely basis. Apart from other tangible and intangible assets possesses by an organization, its people or the human resources are the most precious assets and it is important to invest enoug h time and money to ensure this asset is effectively upgraded, motivated and engaged to deliver high performance, commitment and contribution towards organizational goals(Kitchin, 2010). Organizations should not only possess the ability to attract and retain competent employees, but also motivate and engage them in a way they get emotionally attached to their work and the organization. Employee motivation is the biggest challenge facing employers across the globe as it is directly linked to performance and productivity at workplace(Stickland, 2002). Motivated employees tend to deliver high performance and productivity which in turn help organization achieve their goals and objectives. Employee engagement and motivation shares a very unique relationship wherein high employee motivation leads to effective employee engagement and employees that are effectively engaged experience high motivation. Employee engagement is the extent to which an employee enjoys and believes in what he is doing and feels valued for doing it(Albdour Altarawneh, 2014). It is the key to organizational success as it leads to high commitment and contribution to organizational goals and objectives . This report aims at evaluating the use of key motivational theories in enhancing employee engagement. Real world examples are studied to get an in-depth understanding of the practical application of these motivational theories to increasing employee engagement within the organization. Motivation and Employee Engagement The term motivation is used to define the inward force within a person of the need which influences a persons behavior and make them act in a specific, goal-oriented manner(Hellriegel John W. Slocum, 2011). Motivation plays a very vital role in determining the way people behave in their personal and professional lives with other people around them. It determines their attitude and perception towards things, work and individuals around them. The level of employee motivation determine their level of productivity and performance, thus one of the managements most complex task is to ensure that employee motivation is effectively channelized in a direction that leads to achievement of organizational goals and objectives(Macey Schneider, 2008). Employee motivation plays a very crucial role in employee engagement which in turn leads to job satisfaction and commitment towards the success of organization. Employees whose needs and motives are being satisfied in an effective manner develop a positive perception towards their work and organization. They start enjoying their work and derive a sense of meaningfulness and importance and thus are effectively engaged. Employee engagement helps organizations in sustaining their competitive advantage and lowering absenteeism and employee turnover(Susi.S Jawaharrani.K, 2011).Lack of employee motivation often creates an employee engagement gap as employees do not experience the passion and enthusiasm to put in their best efforts and contribute towards organizational success. Organizations that face employee engagement gap often realize that the prime reason behind the issue is employees who are not effectively motivated and do not feel connected to their roles and the organization(Bridger, 2014). An analysis of different motivational theories can help understanding the relationship between motivation and employee engagement and how application of these theories can help increase employee engagement within the organization. Motivational Theories Employee motivation has been a serious concern for employers since ages and has attracted scholarly and professional attention since beginning(Frey Osterloh, 2013). Several motivational theories have been developed to facilitate employers achieve desired level of employee motivation which in turn helps increasing employee engagement and commitment towards the work and the organization. The most widely accepted and recognized theories of motivation are Maslows needs hierarchy theory, Herzbergs motivator-hygiene factors theory and the Job characteristics theory(Herzberg, et al., 2011). These three theories of motivation are analysed to determine the role of motion in increasing employee engagement. The employees are the assets of an organization, and hence there is a direct relation between employee motivation and increased productivity. Each employee of an organization should be sufficiently motivated, so that they can complete their individual task with a higher level of dedication and enthusiasm. There is a variety of employee motivation theories, some of which are discussed below: Maslows Need Hierarchy Theory Developed by Abraham H. Maslow, the need hierarchy theory of motivation is the most preferred theory of motivation used by organizations across the globe. As per this theory of motivation, humans possess a group if needs that are exceptionally strong and complex in nature and can be arranged hierarchically in the form of a pyramid(Hellriegel John W. Slocum, 2011). This motivation theory is based on few assumptions such as, one a need is satisfied it loses its motivational power, the network of needs is highly complex and human behavior can be influenced by several needs at a specific time, it is important to satisfy lower level needs first before higher level needs are activated else it create a need gap and the number of ways in which higher level needs can be satisfied is greater than number of ways in which lower level needs can be satisfied(Jr, 2005). Maslows need hierarchy models divided different types of individual needs into five broad categories namely, physiological, secur ity, affiliation, esteem and self-actualization. These five types of need are arranged in a hierarchical pyramid with the lowest level need being at the base and highest level need at the top as shown in figure below. Maslows Need Hierarchy Model Fig.1. Source: Made by Student (2016), Adopted: Hellriegel John W. Slocum (2011) Physiological needs represent human basic needs for food, water, air and shelter(Fox, 2007). These are the lowest level needs and individuals who are looking forward to satisfy these needs will not be concerned about the content of work they will be doing. Employers who focus on satisfying these needs to motivate their employees assume that money is the primary source of motivation for all employees(Bridger, 2014). As employees at this stage of motivation are not concerned about the job they are doing they donot feel connected to it. Merely staisfying these needs cannot help employers achieve desired level of employee engagement. Employees are aware that the work they are doing can be performed by anyone as no specilised skills and expertise are required to perform them. They donot experience a sense of meaningfulness and importance and thus lack engagement(Herzberg, et al., 2011). Mcdonalds for example aims at satisfying only physiological needs of their entery level employees as th e work given to them requires no specilisation and can be performed by anyone. Students and freshers are motivated to take these jobs to satisfy their basic needs but they lack engagement owing to which the organisation faces high absenteesim and employee turnover at these ranks. Contrary to this Hersheys encourage wellness activities among employees by offering insurance rebates for employees who prefer a healthy lifestyle. Thus, in a way ensuring that employee are motivated and experience a sense of engagement with the work they are doing. Secrity needs represents human need for stability, safety and absence of pain or illness(Hellriegel John W. Slocum, 2011). Once the physiological needs are satisfied people are motivated by security needs and perceive these needs as defences against loss of physiological needs. During economic downturn or other financial crisis organisations look to downsizing as the only way of safegaurding their existance, these kind sog activities create a threat in the minds of employees that they might lose their jobs(Hughes Rog, 2008). Organisations such as Starbucks offer life, health and disability insurance to their employees to promote a sense of security and well-being which in turn leads to increased employee motivation and engagement. Affiliation needs represents human need for a feeling of belonging, friendship and love. These needs emerge after the two lower level needs are satisfied. Individuals who are motivated by affiliation needs perceive their work as a means of developing strong interpersonal relationships. Employers can satisfy affiliation needs of their employees by being supportive and organising different team building activities such as cultural events, sports programs, company celebrations, outings etc. Employees feel motivated as they get ample opportunities to establish interpersonal relationships and they are effectively engaged as they feel they are being part of something important. Employee motivation in this case leads to increased employee engagement. Organisations such as Starbucks organise various volunteering programs which support their employee to satisfy affiliation needs and experience a sense of connection with the organistaion. Esteem needs represent human need for recognition, self-worth, respect and achievement(Carbonara, 2012). Employee who strive to satisfy their esteem needs look for jobs that are challenging and require specilised skills and expertise. They want people to appreciate and respect them for the work they are performing. They want people to know that they are important for the organisation and are contributing towards organisational goals. Employers need reward and recognition programs to satisfy the esteem needs of their employees. It is important to ensure that the job content is good and appears challenging and important to employees(Kaliannan Adjovu, 2015). Organisations such as BMW rewards their top performers monthly and organises a grand annual event to reward the best performer of the year. With such reward and recognition programs they motivate their employees to deliver high performance. Employees ensure that they perform all their tasks with passion and endeavour and deliver re sults which can satisfy their esteem needs. Self-actualisation need represent human needs for realising their full potential and becoming what they always wanted to be(Markos Sridevi, 2010). This is the highest level need and it gains its motivational power once all the lower level needs are satisfied. Employee in this state looks for job that gives them decision making power and enhances their problem solving abilities. Employers should involve such employees in the process of decision making, people managemnet, job designing and implementing strategies. When these needs of employees are satisfied they show high level of engagement and commitment towards their work and the organisation. Employee at this stage experience that achieving organisational goals is their purpose and they develop a connection with the organisation and its people(Miner, 2005). Organisations such Starbucks ensure that leaders are given enough power to make important decisions for the organisation and its people. Under the effective leadership of Howar d Schultz, Starbucks has achieved remarkable success across the globe as he had ample opportunity to satisfy his self-actualisation needs and achieveing companys goals was his mision. Herzbergs Motivation Theory: Herzberg had proposed the Two Factor theory. According to the psychologist, Herzberg the increment in salary, compensation benefits, great working condition or even good relationship with colleagues in themselves, do not serve to motivate the employees. However, Herzberg claims that the moment these factors are absent, the employees start feeling discontent with their work situations, and hence these factors are considered to be the hygiene factors. On the other hand, career growth opportunity, challenging work, greater recognition is the motivation factors (Miner 2015). According to Herzberg, an organization usually aims at reducing the factors that dissatisfy the employees, and increasing the factors that keep them content. Herzberg claims, offering attractive salary or other benefit to the employee, may remove dissatisfaction and bring peace, but may not leave the employee satisfied. Hence, what is needed is to satisfy and motivate the employees, by introducing more challenging ta sks, assigning specialized task to an employee or allowing the employee to work in a neutral unit, so that he can enjoy a sense of growth and fulfillment. Herzberg claimed that an organization, instead of reducing the dissatisfaction of its employees, should focus more on increasing the job enrichment of the employees (Smith and Shields 2013). Achievement Motivation Theory: According to the Achievement Motivation Theory, an employee needs to achieve, and enjoy accomplishment, while working in an organization. In case an employee is not able to feel a sense of accomplishment at his workplace, he will start losing his interest and enthusiasm to work more. This in turn will reduce his productivity and work efficiency, ultimately bringing huge loss to the organization. Hence, this theory upholds that it is important for an organization to provide opportunities for personal drive to each of the employees, so that he must feel the urge of striving and toiling more. According to David McClelland, the chief proponent of this theory, there are three principal needs, the fulfillment of which can motivate an employee, and these are as follows: Need for achievement Need for affiliation Need for power (Schunk et al. 2012) Each individual employee aspires to be promoted to an influential position, and they would work hard if they have a chance of getting promoted to a position where they can control and influence others. Hence, it is important to offer promotional opportunities to the employees. Undoubtedly, it is not expected that an organization will keep on promoting an employee, yet it is the duty of an organization to render a sense of personal accomplishment to its employees. It should be noted that it is not sufficient to promote a deserving employee to a higher designation, offering him recognition and appraisal is equally important. The employees derive a sense of fulfillment when his performance is evaluated, and reviewed and praised by the organization. This in turn helps to motivate and encourage the employees to work more productively next time (Heckhausen 2013). Expectancy Theory: According to the expectancy theory, an employee will work hard and with greater enthusiasm as well as dedication, only if he believes that his efforts will be rewarded by the organization. However, the reward he will be receiving for the successful completion of a task, must comply with his expectation. Vroom, the exponent of this theory, claimed that the theory has three important components, which are: 1. Expectancy 2. Instrumentality 3. Valence (Renko et al. 2012) An employee will work harder, and put greater efforts only if he believes that his hard work and labor will be rewarded by the organization. Once the individual has been able to achieve the goals and objectives, he must be able to enjoy the instrumental outcomes, in the form of increment of salary, compensation fees, bonus or incentives. Next, it is not merely sufficient to offer reward to the employees, but it is equally important that the employee places great value on the reward he is going to receive, after the accomplishment of his task. Hence, the management of an organization must ensure that the organization is offering incentives as well as rewards to the employees that are meeting his expectations. For instance, suppose an employee is already enjoying a huge amount of salary, and as such it is meaningless to offer him bonus. On the contrary, offering him a holiday package may come up as a more alluring offer to the employee, and it may inspire him to increase his productivi ty and workplace efficiency (Estes and Polnick, 2012). Goal Setting Theory: The goal-setting theory of employee motivation is another very important theory upheld by Edwin Locke, which claims that goal setting activities, and employee motivation is closely related to each other. An employee feels motivated only when he has a set of goals and objectives that he aspires to achieve. Hence, it is the duty of the leader or the manager to keep on providing challenging yet achievable goals to the employees, so that the achievement of the same can lead to the creation of employee satisfaction. However, it is also important for the management authority to ensure that the goals are realistic to achieve, otherwise setting unrealistic goals will lead to a sense of inferiority among the employees. In case a goal is set, the employees feel motivated towards the accomplishment of the goal, and they will not the leave the work unless the goal is achieved. However, it is not sufficient to set a goal, as it is important to ensure that the goal is being stated and explained cl early to the employees, and the individual goal of an individual employee must be set in accordance with his individual skill and competence( Locke and Latham 2013). Conclusion Employee motivation and engagement is a serious concern for organisations that are struggling hard to safeguard their existence in todays fiercely competitive and dynamic business environment. An analysis of the three most widely used theories of motivation support the fact that high employee motivation results in increased employee engagement. Motivation is the inward force that encourage employee to engage in their jobs and deliver high performance. Organizations must ensure that the needs and motives of employees are satisfied in an effective manner to motivate and engage them. The job and the content of the job itself play a vital role in enhancing employee motivation which in turn leads to increased employee engagement. Reference List: Albdour, A. A. Altarawneh, I. I., (2014) Employee Engagement and Organizational Commitment: Evidence from Jordan. International Journal of Business, 19(2), pp. 192-212. Bridger, E., (2014) Employee Engagement. London: Kogan Page Publishers. Estes, B. and Polnick, B., 2012. Examining motivation theory in higher education: An expectancy theory analysis of tenured faculty productivity.International Journal of Management, Business, and Administration,15(1), pp.1-7. Heckhausen, H., 2013.The anatomy of achievement motivation(Vol. 1). Academic Press. Locke, E.A. and Latham, G.P. eds., 2013.New developments in goal setting and task performance. Routledge. Macey, W. H. Schneider, B., (2008) The Meaning of Employee Engagement. Industrial and Organizational Psychology, 1(1), pp. 3-30. Manzoor, Q.A., 2012. Impact of employees motivation on organizational effectiveness.Business management and strategy,3(1), p.1. Markos, S. Sridevi, M. S., (2010) Employee Engagement: The Key to Improving Performance. International Journal of Business and Management , 5(12), pp. 89-96. Miner, J. B., (2005) Organizational Behavior: Essential theories of motivation and leadership. New York: M.E. Sharpe. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Mullins, L. J., (2011) Essentials of Organisational Behaviour. London: Financial Times Prentice Hall. Murray, P., Poole, D. Jones, G., (2006) Contemporary Issues in Management and Organisational Behaviour. New York: Cengage Learning. Renko, M., Kroeck, K.G. and Bullough, A., 2012. Expectancy theory and nascent entrepreneurship.Small Business Economics,39(3), pp.667-684. Rothwell, W. J., (2009) The Manager's Guide to Maximizing Employee Potential: Quick and Easy Strategies to Develop Talent Every Day. New York: AMACOM Div American Mgmt Assn. Saks, A. M., (2006) Antecedents and consequences of employee engagement. Journal of Managerial Psychology, 21(7), pp. 600-619. Schunk, D.H., Meece, J.R. and Pintrich, P.R., 2012.Motivation in education: Theory, research, and applications. Pearson Higher Ed. Shields, J., (2007) Managing Employee Performance and Reward: Concepts, Practices, Strategies. Cambridge: Cambridge University Press. Smith, D.B. and Shields, J., 2013. Factors related to social service workers' job satisfaction: Revisiting Herzberg's motivation to work.Administration in Social Work,37(2), pp.189-198. Stickland, F., (2002) The Dynamics of Change: Insights Into Organisational Transition from the Natural World. New Jersey: Routledge. Stickland, F., (2002) The Dynamics of Change: Insights Into Organisational Transition from the Natural World. New Jersey: Routledge. Susi.S Jawaharrani.K, (2011) Work-Life Balance: The key driver of employee engagement. Asian Journal of Management Research, 2(1), pp. 474-483. Susi.S Jawaharrani.K, (2011) Work-Life Balance: The key driver of employee engagement. Asian Journal of Management Research, 2(1), pp. 474-483. Truss, C. et al., (2013) Employee engagement, organisational performance and individual well-being: exploring the evidence, developing the theory. The International Journal of Human Resource Management, 24(14), pp. 2657-2669. Weiner, B., (2012) An Attributional Theory of Motivation and Emotion. Hamburg: Springer Science Business Media.

Quality Management systems

Introduction According to Larry English, the principles and strategies for information quality management have been in existence for decades. Any quality management process begins and ends with the consumers. Advertising We will write a custom essay sample on Quality Management systems specifically for you for only $16.05 $11/page Learn More It starts with understanding consumers’ needs for the product, initiating quality parameters to attain them and culminates with assessing whether consumers’ requirements are attained (English, 2004). I will discuss how quality management systems are used to improve the quality of a product/service and satisfy customer needs. I will evaluate how the Toyota Motor Corporation has employed quality management systems to improve the quality of their Corolla products. I will also talk about how the Australian Airline use its modern mobile messaging system to provide quality services to passengers at affordabl e prices. Quality management system used by Toyota Motor Corporation The Toyota Motor Corporation is the biggest car producer in Japan. It has been the largest automobile producer in the world since 2004 (Leney, 2004). Since 1999, Toyota has made aggressive marketing campaigns to encroach into the European Market (Bodevin 2010). The company hired European designers to develop cars that matched the needs customers from Europe (Vries 2001). Toyota also aimed to expand its production capacity in Europe. For example, it launched two new manufacturing plants in 2004: the Polish plant for manufacturing manual transmissions for Avensis, Corolla and Yaris; and the Valenciennes plant in France for producing Yaris. In 2002, the company set up Toyota Motor Manufacturing Turkey, to produce Corolla sedans for export purposes (Prebil 2010). Toyota Corolla has many competitive advantages when compared to other automobile competitors. For example, the 1998 Corolla model offered superior power with admirable economy, a comfy interior and reliability. The current model is evolutionary, fixing shortfalls without reducing Corolla’s strengths. For instance, it is now easier to handle Corolla S than the previous Corolla LE model because it offers a well-cushioned ride. The poor air condition system has been enhanced especially in the 2004 models compared to the 2003 generations. Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The interior space has been enlarged to accommodate five passengers comfortably. In addition, the current model has a superior acceleration with an automatic transmission. The gas mileage is also very efficient (about 38 for highway and 29 when driving in the city). Even the small irritations seen in previous Corolla have been rectified. For instance, the fragile-feeling door handles have been swapped with pull and it opens handles to enable people with glo ves or bigger hands open the door easily. Moreover, the exterior of the Corolla S model has been upgraded with a European-bulbous appearance. The back has smart tail-lights with assimilated amber turn indicators for safety (Zatz, 2008) The S model has a superior rpm range when compared to other competitors. The model has an efficiently-designed pedal-to-fuel curve that makes Corolla stronger even in city traffic. In addition, the engine is not extremely noisy under hard acceleration. Generally, the S model is easier to handle than other cars. Majority of drivers will discover that Corolla S will swiftly attend to their needs. The S model feels lively and fast even if the tires appear to complain under stress (Zatz, 2008). Quality management system in Australian airline Quality management system is a combination of work ethics and practices for enhancing passenger safety and upgrading boarding services in aviation industry (Smith, 2002). For example, Australian airline has upgraded its mobile messaging system to provide quality services at affordable prices (Mulholland, 2005). The airline has launched an SMS-based boarding pass and also installed novel self-service check-in reception desks at airports to provide customers with an efficient and swift check-in services. Under this new system, all passengers receive their flight pass via email or text messages. For those passengers who do not have check-in luggage, they immediately board the plane using the pass sent to them through email or SMS. Passengers are also allowed to select their preferred seats at the check-in reception desk. The entire process takes about 13 seconds for each passenger, compared to the previous process which took over 60 seconds (Milojkovic, 2011).Advertising We will write a custom essay sample on Quality Management systems specifically for you for only $16.05 $11/page Learn More The major aspect of this messaging system is the novel scanning technology t hat scrutinizes the text message conveyed to a passenger’s cell phone via the boarding code SMS platform. The new mobile messaging system is able to analyze a message transmitted to any type of cell phone, including smartphones. This represents a major technological advancement that has enabled Australian airline to issue boarding passes for all passengers. As a result, the airline recorded over 9% increase in the volume of passengers who used this service (Smith, 2002). It is worth to note that both Toyota Motor Corporation and Australian airline have integrated quality management systems in their operations to improve the quality of their products and services respectively. These efforts mirror David Garvin’s eight dimensions of quality which he observes that consumers have diverse opinions on quality compared to that of a producer. Garvin defines quality in relation to costs and prices. He states that a quality product (service) is one that offers performance, rel iability and serviceability at an affordable price (Das 2007). As noted above, safety management systems play crucial role in any airline operations. Experience has revealed that quality management systems enhance productivity of any organization. Given the current economic status and stiff competition in the global market, it is paramount that top-level management and employees play active roles in implementing quality management systems to provide superior products/services to meet customer needs. Reference Bodevin, L 2010, ‘While Detroit Slept: Toyota Invaded the American Car Market’, http://www.mcafee.cc/Classes/BEM106/Papers/UTexas/351/Toyota.pdf Das, S 2007, ‘Quest for Quality: Thoughts, Ideas, Concepts, Views on Quality and Process Improvement in the Information technology’, http://processandqualityimprovement.blogspot.com/2007/08/david-garvin.htmlAdvertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More English, L 2004, putting Quality Process in Place to Exploit Technology. DataFlux Corporation, Cary, NC. Leney, A 2004, ‘Vehicle Recycling on South Tawara’, http://www.sprep.org/att/IRC/eCOPIES/countries/kiribati/99.pdf Milojkovic, D 2011, ‘Australian airline introduces SMS boarding passes’, http://www.routomessaging.com/Blog/Entry/106-australian-airline- introduces-smsboarding-passes.pmx Mulholland, K 2005, ‘Aerospace Standard’, Http://www.sae.org Prebil, S 2010, ‘The international expansion of a company into a foreign market’, http://www.iei.liu.se/fek/723g10/upload-presentation-for assignment3/1.226756/723G10_IB_Assignment_03_Task_02_Group_01_Pape pdf Smith, M 2002, ‘Safety Management Systems: What’s in it for you’, http://www.casa.gov.au Vries, W 2001, ‘Performance, quality, Management’, http://unstats.un.org/unsd/methods/statorg/Workshops/KualaLumpur/01_Perfom nce_Indicators_Paper.PDF Zatz, D 2008, ‘Introduction: 2004 Toyota Corolla Reviews’, http://www.corolland.com/corolla/review-2004.html This essay on Quality Management systems was written and submitted by user Alayna Bonner 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. Quality Management Systems

College Board Sample ACT Essay

College Board Sample ACT EssayWhat is a college board sample ACT essay? It is one of the most effective ways to get some direct feedback on your essay. This will let the college faculty member to see how you are spelling and writing the paper, what you understand and how you structure the essay.An ACT board is a sample essay that will tell you how you will stand if you get that high mark. You will need to do this ACT essay practice as often as possible because it will give you an idea on how good or bad you can do.Students will use these to practice the skill of composition as they write and spell correctly and well written students will win almost every time in an essay because the board shows exactly how much effort it takes to prepare for the assignment. Students cannot really guess at how good or bad they are. All they can do is look at the board and see their score.Schools' curriculum will require students to do these essays. The college board will indicate how well you did in t he essay. This can be good or bad for you, depending on how well you did.Sometimes students have been lazy and written essays they have barely read, and only looked up for it when they get the college board sample. It is a great feeling to know that you did your homework and that you prepared well for the test, knowing that it will not be too hard for you to pass.New students will not need to use a board but need to work on their essay for the semester. Just use your ACT essay study guide. Write out your essay and practice it at home.But new students also need to get advice from professors and friends about how to practiceon the board so that they get all the practice they need. They should read the sample to figure out how to structure the essay, what to use for examples, and what to expect.Essay boards are the way to go when a student needs help with the college essay. If you feel like you are not reading and writing your essay well, then I suggest that you spend some time practic ing, so that you are familiar with what is required for the ACT essay.

Order Up! Professor Ramos Blog

Order Up! Gracen Slover ENGL 101 26 June 2019 Order Up! For many months now Ive been working at American Road Trip Bar Grill. When I first got the job I worked as a hostess, until I began to want to move up and help out more in the kitchen. I worked my butt off and tried to do my absolute best and improve everyday. I hoped that a manager would notice how hard I worked, and it paid off. After about 6 months I was promoted to food running and to a to-go specialist when the position was needed. It was difficult starting off, but in the end it all worked out great. I was trained to be a food runner a few months ago by a co-worker at the time, McKenzie. We were friends before my training because I had been working there for many months prior. Since she was only a couple years older than me, we became good friends working together. Mckenzie was the food runner before me, but quit in order to work as a babysitter instead. She was very sweet, quiet, and soft-spoken, but as soon as she felt comfortable, she could talk to you for hours. Her features were very kind and gave off a gentle vibe, like she was never thinking anything negative; she always looked really happy. Any time I would get stressed out or overwhelmed throughout training, it was easy and natural for her to calm me down and make me feel comfortable. McKenzie always cared about others and every shift made sure to ask how others and I were doing. During three days of training, I learned everything I needed to know to run food to customers and keep the kitchen line running smoothly. On my first day, I was given an apron to wear since I was a hostess before and did not have one. She told me food runners needed an apron in order to hold things like paper and pen, our clock-in card, and your phone and keys if you wanted. Which I thought was cool since I had to keep my phone in a cubby in the host stand and wasn’t allowed to ever use it. She also explained how food runners sometimes take drink orders if it’s busy and a server needs us to. I even learned that we sometimes deal with to-go orders including, taking orders and putting them into the computer for the kitchen to see. Next, McKenzie showed me around the kitchen; introducing me to the cooks and dishwashers. After meeting the kitchen staff, I was shown where everything was so that I wouldnt have to ask too many questions when I began working in the position by myself. She showed me what everything was on the salad bar and where to find the fresh batches of everything, for when I needed to restock. Next, she showed me all the supplies that’s on the kitchen line and where all the plates and baskets were that we put food on. Throughout the whole training process I didn’t have very many questions, I just made sure to listen to everything she said and pay close attention. While learning everything I needed to know, I became stressed out and worried that I wouldnt be able to remember everything and that Id fail at food running. I expressed my feelings to McKenzie and she told me, â€Å"You’ll be fine! You’ll quickly catch on, don’t worry.† She also made sure to help me understand that it was only the first day of training and that I could and should take my time learning. I tend to tell myself that I wont be good at something when i first start learning. I like to doubt myself, but she helped me realiz e that everyone is bad at something until they learn how. During my second and third day of training, McKenzie wanted to focus on how to take the food from the window, where the cooks place the dishes, and put any sides or sauces on them before taking them out to customers. She also wanted to teach me how to take out multiple plates at a time. She had me watch her add sides to a few plates, and then had me try it myself. Surprising to me, I did a pretty good job and was fast at it too. Next, I watched her take out plates to one table, following close behind and watching her every move. I listened to how she spoke to the customers and made sure to try and copy how she did everything. She walked up to the table saying, â€Å"Hi you guys, I have a turkey club with not tomato and tater tots.† She talked to them with a kind and energetic voice, and was patient while waiting for each person to claim their plate before setting it in front of them and calling out the next one. She made sure to ask them if they needed anything else before wa lking me back to the kitchen and asking if I had any questions. I told her no and so now it was my turn to take plates out on my own. I tried to do exactly what she did and was successful the first few times. For the fourth time. McKenzie told me to bring out three plates at once, which was not the easy two plates I had been doing. I was very skeptical at first, thinking I wasnt going to be able to hold three plates with two hands. But, she showed me how to place one plate on my forearm and then hold the other two plates with your hands. So I tried balancing the plate on my arm, with her help of placing it. It felt wobbly, but I still went for it. With her standing behind me, I stared at the plate while trying to walk very carefully so I didnt drop it. All of a sudden, I see the plate starts to tilt and as if it was in slow motion, it fell while taking the other plate in that hand with it. I was automatically so discouraged and said â€Å"Shit!†, under my breath. I was really angry at myself because I truly thought I could do it so I was disappointed in myself. Right away, McKenzie helped me pick everything up and told me it was okay and not to feel bad because it happens to everyone. We walked back into the kitchen and I began to tear up since I was so frustrated that I made such a big mistake, in my eyes. She told me â€Å"Everyone does it every once in a while, it’s not that big of a deal.† To fix my mistake, she taught me how to re-order the meals that I dropped on a rush, so that the customers could get their food at a reasonable time. After my last day of training, it was now time for me to go to work as a food runner by myself. I was really nervous to work with people who I wasnt close to. But, I quickly realized how nice everyone was and how comfortable they all made me feel. On my first day, I learned a lot more since I was working by myself and made some mistakes but learned from them. I personally think being thrown into the job by yourself is when you learn the most because you’re doing everything alone and have to ask questions yourself if you don’t know or forget something. It may be nerve racking, and it definitely was for me, but its a great learning experience because practice makes perfect. I’m glad that a friend of mine was the person to train me to be a food runner. I’m grateful for McKenzie and all she had to tell me. I wouldn’t be the food runner I have become without her help from the start. McKenzie was so sweet and patient with me and was such a great trainer. She made me realize that everyone is bad at everything until they take the time to learn it. She also reminded to not to be so hard on myself and to remember it’s okay to make mistakes. I still use her advice to prepare the sides when you aren’t doing anything in order to stay ahead. Now, I would brag that Im a pretty good food runner and enjoy my job a lot. All thanks to patience and McKenzie.

Border Essay Example | Topics and Well Written Essays - 500 words

Border - Essay Example In addition, the rise in drug trafficking around the globe also necessitated the institution of heightened security checks in airports. The immigration station is responsible for checking each passenger’s documentation to ascertain the validity. Unlike US citizens, international citizens undergo more stringent security checks. US legislations mandate their compliance to US policies pertaining to immigration documentation, luggage policies, and invasive security checks. Firstly, each immigrant passenger must have a valid international visa and passport, which provides details about their travel history. Logging passengers’ documentation into the airport system provides a reference point for authorities in the event of a crisis. For example, law enforcement units obtain search warrants to access travel logs from airports when examining evidence of an alleged criminal’s history. In addition, the immigration personnel at the airport examine immigrants’ documen tation to confirm that they have received all the stipulated immunizations. Secondly, the luggage policies are in place to ensure no contraband materials make their way into the country; for example, drugs. Finally, the invasive security checks such as full-body scans and physical searches are in place to ensure passengers are not in possession of any weapons. Currently, there are high-tech equipment that search for any explosives on a passenger and on their luggage. The security systems are continuously upgraded to ensure airports authority keep up with advanced types of security breaches. My first visit to the J.F.K International airport was a couple of years back on a family vacation. At the time, I was unaware of the purpose of security checks. In retrospect, I remember being extremely fascinated by having to walk through the full-body scan machines because of the sounds they made. Recently, I visited some friends who live in Manhattan for a month. My parents simply dropped me off

Continuity Irish Republican Army (CIRA) Essay Example | Topics and Well Written Essays - 2750 words

Continuity Irish Republican Army (CIRA) - Essay Example The paper will be presented as a fact-finding document and will present no political bias on the issues that surround the CIRA. It is the intention to inform the public on the CIRA and present a clearer picture of the threat they may pose and who their likely targets may be. To understand the brief history of the CIRA, it is helpful to know the history of the Irish Republican Army (IRA) and its political struggle for Irish nationalism. The IRA was a military organization that grew out of the Irish Volunteers, and was recognized by the Lower House of parliament as the legitimate army of the declared Irish Republic in 1919. The Irish Republic had been established as the result of the Easter Uprising in 1916, which sought to expel British rule. A group of Irish republicans led the revolt and sought to win independence through armed conflict with Britain. Subsequent years of civil strife resulted in the Anglo-Irish Treaty, which was a compromise that established an Irish Free State within the British Empire. The resulting division between the pro-treaty supporters and the republican radicals set the stage for the Irish civil war. After suffering defeat in the civil war, the radical IRA continued to fight for an Irish Republic. They fought against the occupying British army over the next several decades using terrorist and guerrilla tactics. The IRA maintained a lo... Hard line republicans opposed this change and contended it was against the original constitution of the IRA and the Sinn Fein. The members that opposed the change in absenteeism policy split from the PIRA and reformed as the CIRA. This established the CIRA as the more radical splinter group and they proclaimed themselves to be the only legitimate IRA. Though the CIRA has been in existence since 1986, it was relatively inactive until the cease-fire of 1994. The statement by the IRA said, in part, "[...] the IRA have decided that as of midnight, August 31, there will be a complete cessation of military operations. All our units have been instructed accordingly" ("Irish Republican Army"). The CIRA did not agree to abide by the cease-fire and continued its goal of uniting Northern Ireland and Ireland in a socialist republic through armed conflict. This was the beginning of the modern and visible CIRA as it exists today. Group Leadership and Organizational Structure There has been some confusion over the terms Continuity IRA (CIRA) and the Real IRA (RIRA). Both groups have similar political goals and both advocate violence. Neither group has agreed to abide by the cease-fire as agreed to by the PIRA. Both groups consider themselves the sole legitimate IRA. The CIRA split during the 1986 debate over absenteeism, and the RIRA was formed from radical PIRA members who dissented from the cease fire agreement. Though they have some collusion and cooperation, they operate as separate organizations, leadership, and structure. Initially CIRA was led by Chief of Staff Daith O Conaill until his death in 1991. He was a hard line republican who had been active in the IRA for 4 decades. When he died in 1991, it was reported that an unnamed man from