Global Branding

Global Branding Global Branding Home›Marketing Posts›Global Branding Marketing PostsThe term brand is used to connote a specific approach, symbol or sign that is unique to a particular product or service. In light of this, a brand is an identification tool that is in marketing in a bid to identify a certain product or service in the marketplace.  This helps in the easier recognition of products from companies in a bid to curtail competition. In most cases, branding in the corporate world has been directed to the selection of colors as a brand. For example, the beverage company Coca Cola is widely attributed to its red and white brand colors. This amicably alienates it from competition from other beverage companies since its clients easily are acquainted with their products.According to Randall (2000 p.2) branding is essentially the process whereby business enterprises and companies embark on a path to innovatively shield themselves from competition in the market by incorporating their brand an d consumer insight in their products. For example, coming up with colors and logos that geared towards helping their clientele base to differentiate original and counterfeits and also their competitors’ products and services.In the spirit of globalization, the world has turned itself to a global village thus the business sector has extensively widened to cover global markets. In this regard, the term global branding was fronted.Randall (2000 p.121) further asserts that global branding is the systematic change by corporate market players to ostensibly incorporate themselves to the foreign markets for competition. Global branding, therefore deals with the effective application of the brand symbol to all products across the globe for easier identification by the customers. For example, the Coca Cola Company extensively uses global branding to capture its niche market across the globe. This means that their customers can easily identify their products regardless of their products.Howe ver, international brands should not be confused with global brands. International brands are only recognized in several nations unlike global brands that have penetrated the global market and are universally distributed. This implies that global brands are found in every nation state across the world. In this regard, the positioning of a brand in the global arena is geared towards the realization of broader market base and also maximization of profits. All in all, the global branding is hindered by various factors including language barriers, different import export regulation across nations and also political and economic stability of target market geographies.Global branding (Cato 2001 p.13) is divided into two mega categories to effectively bring out the meaning. They include global societal persuasion branding and global commercial persuasion branding. In global societal persuasion branding the presence of powerful beliefs systems represented by recognizable names is primarily intended to provoke emotional responses thus providing motivational commitment and action. This helps in the construction of brand loyalty.On the other hand, global commercial persuasion branding is a process that is aimed at provoking emotional responses in a bid to realize the motivation to sell products and services for commercial gains.Ways in which Global branding is hampered by language differencesUniversalityGregory and Wiechmann (2002 p.37) argues that language is predominantly the worse barrier for global branding. This is because of the dynamic characteristic of language. In light of this, language as an essential tool for brand marketing serves an integral role in the realization of business goal. For example, although English is a widely used language across almost all demographics, it is a hindrance to global branding since it is not entirely used in all regions. It is for this reason that it derails the success of global marketing.Reduced niche market and profitsGlobal branding as an effective marketing tool is largely hampered by language differences culminating in low turnovers. This implies that lack of understanding of language used in global brands triggers competition from local brands. In light of this, consumers turn to products and services that they effectively comprehend leaving out global products since they are unable to understand the language used thus reducing the profit margins of global brands in the competitive markets.  For example, an American automobile called ‘Nova’ has had troubles with marketing in Mexico because ‘no va’ means ‘doesn’t go’ in Spanish. This explains the ways in which global branding is hampered by language differences. Language differences give amicable room for proliferation of distortion of the intended message. For example, the intended message by the brand is wrongly interpreted by the consumers.CarrierLanguage (Munch 2001 p.150) is used as key determinant of a persons’ way of life, be liefs and traditions. In light of this, the incorporation of language helps in global branding. However, it can also play a significant role in hindering global branding. This implies that the clientele base only associates themselves with a product or service that uses their language. For instance, using the hip-hop music language that is vulgar helps a business meet its goal. In light of this, the language is either instrumental or detrimental to the success of the business company. Language hampers global branding in the event that the language used is decoded differently across the market scoop. For example, a certain English word might be perceived differently by consumers. This implies that the usage of language in global branding should be decisive not to alienate clientele base. In this regard, the language hampers global branding as it segregates the clientele.This means that the clientele base reduces massively as a result of language barrier and differences in meaning. Ho wever, this hindrance serves as a wake-up call for global brand managers to effectively come up with universally acceptable language connotations aimed at not only profit maximization but also consumer numbers increment. Moreover, lack of understanding reduces brand loyalty among the consumers who in response turn to other complimentary products and services. This implies that they turn to other products that are similar in use. For example, consumers turning to other soft drinks at the expense of the multinational Coca Cola Company. The loyalty shift impacts negatively on the company’s turnovers.PortrayalLanguage use in global marketing serves as an analytical tool for the company. This implies that language used by the various companies in the global arena effectively furnish the clientele with vital information about the multinationals. For example, language use segregates consumers across economic lines. Use of language filled with heavy vocabulary alienates consumers. This im plies that consumers assume the selective exposure and retention modes of behavior.In light of this, consumers of products position themselves to the products they easily understand and brands they are confident with in relation to language.Communication technology The rise and rise of information communication technology arguably changed the language platform for the better. This implies that the use of communication technology tools such as social networking sites is leading to not only language inconsistency but also digital divide. For example, global branding has resulted to communication technology tools such as Facebook to advertize their products and in the process acquiring new language that does not conform to the needs of all niche market. In light of this, the incorporation of such language in global branding may be vulnerable to other consumers as a result of digital divide. This implies that not all individuals are aware of such changes. For instance, selling a Nokia h andset with Facebook might not ringer sense to an old adult who neither uses Facebook nor uses handsets in the first place.ConclusionAs stated above, language is a critical ingredient in the design and final approach to branding. In this regard, the concerned parties such as brand managers should effectively realize the impacts both negative and positive on language in the formation of brands. This will amicably help in realizing the multinational’s goals, mission and vision. Moreover, the effective language use will have considerable impacts on the profit margins of the company and also play a significant role in either reducing or increasing their clientele numbers. For example, poor global branding negatively affects a company’s profits.In conclusion, it is only wise for global brand managers to try as much as possible to remain unique and specific in their overall objective of remaining at the top of the competitors. All in all, adherence to national laws by multinationals i s vital for success.

Simplest Formula From Percent Composition

This is a worked example chemistry problem to calculate the simplest formula from the percent composition. Simplest Formula from Percent Composition Problem Vitamin C contains three elements: carbon, hydrogen, and oxygen. Analysis of pure vitamin C indicates that the elements are present in the following mass percentages: C 40.9H 4.58O 54.5 Use the data to determine the simplest formula for vitamin C. Solution We want to find the number of moles of each element in order to determine the ratios of the elements and the formula. To make the calculation easy (i.e., let the percentages convert directly to grams), lets assume we have 100 g of vitamin C. If you are given mass percentages, always work with a hypothetical 100-gram sample. In a 100 gram sample, there are 40.9 g C, 4.58 g H, and 54.5 g O. Now, look up the atomic masses for the elements from the Periodic Table. The atomic masses are found to be: H is 1.01C is 12.01O is 16.00 The atomic masses provide a moles-per-gram conversion factor. Using the conversion factor, we can calculate the moles of each element: moles C 40.9 g C x 1 mol C / 12.01 g C 3.41 mol Cmoles H 4.58 g H x 1 mol H / 1.01 g H 4.53 mol Hmoles O 54.5 g O x 1 mol O / 16.00 g O 3.41 mol O The numbers of moles of each element are in the same ratio as the number of atoms C, H, and O in vitamin C. To find the simplest whole number ratio, divide each number by the smallest number of moles: C: 3.41 / 3.41 1.00H: 4.53 / 3.41 1.33O: 3.41 / 3.41 1.00 The ratios indicate that for every one carbon atom there is one oxygen atom. Also, there are 1.33 4/3 hydrogen atoms. (Note: converting the decimal to a fraction is a matter of practice! You know the elements must be present in whole number ratios, so look for common fractions and become familiar with the decimal equivalents for fractions so you can recognize them.) Another way to express the atom ratio is to write it as 1 C : 4/3 H : 1 O. Multiply by three to obtain the smallest whole-number ratio, which is 3 C: 4 H : 3 O. Thus, the simplest formula of vitamin C is C3H4O3. Answer C3H4O3 Second Example This is another  worked example chemistry problem to calculate the simplest formula from the percent composition. Problem The mineral cassiterite is a compound of tin and oxygen. Chemical analysis of cassiterite shows that the mass percentages of tin and oxygen are 78.8 and 21.2, respectively. Determine the formula of this compound. Solution We want to find the number of moles of each element in order to determine the ratios of the elements and the formula. To make the calculation easy (i.e., let the percentages convert directly to grams), lets assume we have 100 g of cassiterite. In a 100 gram sample, there are 78.8 g Sn and 21.2 g O. Now, look up the atomic masses for the elements from the  Periodic Table. The atomic masses are found to be: Sn is 118.7O is 16.00 The atomic masses provide  a moles-per-gram conversion factor. Using the conversion factor, we can calculate the moles of each element: moles Sn 78.8 g Sn x 1 mol Sn / 118.7 g Sn 0.664 mol Snmoles O 21.2 g O x 1 mol O / 16.00 g O 1.33 mol O The numbers of moles of each element are in the same ratio as the number of atoms Sn and O in cassiterite. To find the simplest whole number ratio, divide each number by the smallest number of moles: Sn: 0.664 / 0.664 1.00O: 1.33 / 0.664 2.00 The ratios indicate that there is one  tin atom for every two  oxygen atoms. Thus, the  simplest formula  of cassiterite is SnO2. Answer SnO2

Difficult Dialects Pennsylvania Dutch Essay example

Pennsylvania Dutch is one of the hardest dialects to study, and yet has an extremely interesting history as well as a significant impact on the English language of the Pennsylvania area. Study of Pennsylvania Dutch is difficult for researchers because of the scarcity of books printed in it. The language had been preserved largely by word of mouth and lacks a traceable history through written works, making it difficult to trace its development (Follin, 1929, p. 455). However, what there has been much research on is how it differs from modern German, also called High German, and also how Pennsylvania Dutch and English have mutually affected each other. Researchers can even tell which dialects Pennsylvania Dutch evolved from and whence†¦show more content†¦They used their particular dialect in everyday discourse with others from the same area, and they also knew High German so that they could interact with each other as well as in schools and churches. Soon after immigrati ng to Pennsylvania, many of these settlers had to become trilingual due to the transition from German to English in schools. Due to the prominence of both the English and High German languages, the minor dialects evolved into one dialect, one that was very similar to the Palatinate dialect because most settlers were from that area, and this formed what we now call the dialect of Pennsylvania Dutch, which has not changed much at all over the past hundred years (Buffington, A.F., 1956, p. 317). Not only is Pennsylvania Dutch a conglomeration of cultures with roots in many different geographical areas, it is part of a culture is also rich in religious traditions (Tolles, F.B., 1957, p. 130). The two major religious groups that make up the speakers of Pennsylvania Dutch are the Amish and the Mennonites, also called the sectarians and non-sectarians respectively (Fuller, J.M., 1996, p. 500). Approximately 100,000 Pennsylvania Dutch speakers are Amish, amounting to nearly one-third of the Pennsylvania Dutch population. There are also approximately 10,000 Mennonites, not including children (Moelleken, W.W., 1983, p. 174-175). The Amish and Mennonites broke into two slightly different communities of Pennsylvania Dutch. Their language differsShow MoreRelatedHow ELT Has Helped Make English the Global Language2531 Words   |  10 Pagesï » ¿How ELT has Helped Make English the Global Language Standardization of English Controversies It is not difficult to determine why English began its rise as the predominant language in the world. Britain, the progenitor of the language, once bragged that the Sun never set on the British Empire. This is true in that the empire stretched to all areas of the globe, and the nation of England had influence beyond just its possessions. 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Religion, Poverty and Wealth Free Essays

All Christians believe that the world and everything in it have been created by God. They believe that the world is holy, special, divine, worthy of respect and honour. ‘The earth is the Lord’s, and everything in it, the world, and all who live in it; for he founded it upon the seas and established it upon the waters. We will write a custom essay sample on Religion, Poverty and Wealth or any similar topic only for you Order Now ‘ Psalm 24:1-2 Because ‘the earth is the Lord’s’, Christians believe they are stewards or caretakers. They should be committed to the proper management of the world and its resources. Since the earth has been delegated to people by God they have to manage it esponsibly and productively for the sake of both their own and subsequent generations. The following bible quotes tell us that everything belongs to God. God made the mountains, the sea, dry land and the skies. They also show that God’s creation reveals his greatness: ‘For the Lord is the great God ¤Ã¢â‚¬Å¡Ã‚ ¬: In his hand are the depths of the earth, and the mountain peaks belong to him. The sea is his, for he made it, and his hands form the dry land’ Psalm 95:3-6 Christianity teaches us that God is the God of nature, as well as of religion. God made the physical universe, sustains it, and still pronounces it good. God is interested in, nd looks after his creation. ‘God saw all that he had made, and it was very good. ‘ Genesis 1 Christians believe that God made human beings to be like himself. ‘So God created man in his own image ¤Ã¢â‚¬Å¡Ã‚ ¬: male and female he created them. God blessed them and said to them, be fruitful and increase in number, fill the earth and subdue it. Rule over the fish of the sea and the birds of the air and over every living creature that moves on the ground. Genesis 1:27-28 Human beings are godlike beings made in Gods likeness and possessing capacities which distinguish them from the animal creation. Since God is interested in the arth, so should the Christian want to care for all that God has made. God tells man to look after the earth and Christians believe they have a responsible task in God’s plan for creation. God tells man they should care for the world and Chri stians believe that they should look atter it because ne nas given it to them. Theretore they should respect it and protect it. As well as caring for the earth, Jesus taught his followers to love God with all their heart, and to love their neighbours as themselves. In Matthew 19:16-21 Jesus told a rich, young man that if he wanted eternal life he should love his neighbour as imself, which included selling his processions and giving to the poor. Love of God cannot be separated from love for humanity. Christians try to live their lives by this rule. Christians believe they should take what they say and sing in church, in to their everyday lives, so that it affects all of their life, at home, work, school etc. Religion that God our Father accepts as pure and faultless is this: to look after orphans and widows in their distress. ‘ James 1:27 Christians should truly love their neighbours and should be concerned for their total welfare: the well being of their soul, their body, and their community. Christians look to Jesus for an example for their lives. Jesus humbled himself and became weak and vulnerable to serve people. He healed the sick, feed the hungry and was a friend to the dropouts. He said he did not come to be served but to serve. Therefore if the Christian models his or her life on Jesus, it will involve entering into other people’s worlds. Jesus was moved with compassion by the sight of needy human beings and Christians follow this example. Faith and love go together for Christians: ‘Faith by itself if it is not accompanied by action is dead ¤Ã¢â‚¬Å¡Ã‚ ¬:l will show you my faith by what I do. ‘ James 2:17-18 This implies that the Christian should show their faith by loving and serving others. ‘If anyone has material possessions and seize his brother in need but has no pity on him, how can the love of God be in him. 1 John 3:17 These verses give an example of how Christians should lay down their lives for others – to help those in need. When Jesus was asked to define what he meant by ‘neighbour’, he told the well known parable of the good Samaritan which is found in Luke chapter 10. Jesus paints the scene of a man lying mugged by the side of a road. Two kind of r eligious leaders, a priest and a Levite pass him without stopping. The audience expect a third person to come by and help the victim who will be an ordinary layman, a fellow Jew. But Jesus surprises them. The third man is a Samaritan, an enemy. Jesus shows that loving your neighbour means acting when you meet a person in need, even it it is an enemy or an inconvenience to you. Jesus tells the people not to sit about debating who counts as your neighbour but to go out and be a good neighbour as the need arises. Christians believe that their neighbour is not Just the person who looks like them, but people of all races throughout the world who are all bound together in the human family. Jesus bases this love for enemies on the example of God. As the creator God, involved with every detail of the universe, he does not discriminate between deserving and undeserving human beings. How to cite Religion, Poverty and Wealth, Papers

Workplace health and safety In Queensland (Australia) Essay Example

Workplace health and safety: In Queensland (Australia) Essay Effective health and safety in the working places is very essential in successful running of a business.   Ensuring that employees have the correct working environment forms the main recipe for their effective production and overall sustainability of an enterprise.   This has been necessitated by the policies frameworks and ethical demands that indicate intrinsic consideration of the employees and staff by the management and authorities (Barling, Loughlin, and Kelloway, 2002).   Application of management’s policies, strategic plans and enforcement of change being entirely dependent on the staff and employees for success, it is important to accord them the best operation platform for the same goals realization. The demand for safety in the workplaces has risen drastically since the onset of the industrial revolution prompting strict policies and regulations to guard the sanctity and integrity of the people. This essay explores Work Place Health and Safety in Queensland Australia and their effectiveness in addressing various hazards in the region.   Besides, it evaluates the present policies and legislative framework of Queensland in ensuring that the workers are fully safeguarded during their work. Background of OHS in Queensland Queensland is a state in Australia that occupies the North Eastern area of the continent.   It is the second largest state with a population of about 4.3 million by the year 2007 which represent about 20% of the total Australian population.   Like other states, the regions work place health and safety demands are guided by the central governments provisions.   Notably, the state is classified among those that have effective work place and health safety measures in Australia.   Under the Occupational Health and Safety legislation in Australia, the state has its own principle Occupational Health and Safety act that spells out the demand and standards for different groups and establishments in effecting the best working environments for the employees (Probst, 2004). We will write a custom essay sample on Workplace health and safety: In Queensland (Australia) specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Workplace health and safety: In Queensland (Australia) specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Workplace health and safety: In Queensland (Australia) specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It gives a clear framework and a cooperative system that organizations managements are required to follow and maintain in order to guarantee the best operating environment for growth. Particularly, the management of all establishments is required to ensure that they provide safe premises for workers operations.   Besides, machineries and substances are required to be totally safe for the employees to work with.   In addition, information, instruction, and training should be given to the staff and the employees to keep them equipped with all the necessary skills for addressing emergencies for saving their lives and properties.   It is no doubt that the state has a very high value for human life a notion that has gone a long way in enhancing its last two decades tremendous growth in the country. Selected activities on OHS As indicated earlier, Queensland has set its own Occupational Health and Safety guiding policy that dictates its operations in seeking the best operating environment for the state.   Over the years, the Workplaces Health and Safety Act of 1995 has been used in Queensland to integrate into the management the best practices and systems that are necessary for maintaining the working place environment above the minimum standards.   Therefore, it employs the following systems; l   Risk management approaches that are incorporated as part of the daily running of the business. l   Consultative mechanisms between the employee’s and management in addressing different health and safety issues. l     Provision of capacity building systems programs and supervision that assist in identifying and eliminating any hazard present in the work place environments. l     Besides cooperating with the firms’ management in establishing the best methods of addressing the rising levels of new hazard, it keeps the workplaces occupational health and safety information for review at various instances to evaluate the progress in the state. Research process This research will be mainly based on the available literature to give it the ability to evaluate more information regarding Queensland application of the Occupational Health and Safety measures.   With closer evaluation of the available policies and regulations in the state, the research will look into various organizations and how they effect the same policies in the state.   Besides, it will explore the implications of the policies demands in organizations management and establish possible problems that they encounter during their application.   Notably, the paper will use human resource management theories and principles of enhancing productivity in the work place and derive recommendations for the problems that Queenslands firms face in balancing the management to get higher productivity and the demands for ideal environment for the workers (Office of the Queensland Parliamentary Counsel, 2009). Part B: Analysis l   HRM literature evaluation Over the last decade, Queensland human resources managers for different industries have had to comply with different requirements of the state in provision of the required standards for the employees at their work places.   As indicated earlier, work place safety is one of the most important steps in achieving greater productivity from the employees.   Though most of the Human resources viewed the demands for workplace health and safety provision as part of an added expense, the ideology has been assimilated by majority of the sectors and improved the overall working condition for the employees (Cooper and Phillips, 2004).   However, a large percentage have not assimilated the system up to the require standards by the rules and policies in the state.   Besides, the levels of cooperation between the government and most of the firms has been very low, a pointer that has been cited to indicate non compliance. (a) Health sector Provision of safe workplace environment is possibly most important with reference to the health sector.   Health employees are usually exposed to different infections as they attend to the patients.   This is a major health risk in that most of the diseases are highly contagious and can affect them and their families (World Health Organization, 2002).   They are also exposed to highly reactive dangerous chemicals.   Notably, high tech research institutions in major hospitals of Queensland involve use of highly reactive chemicals that are equally harmful to the researchers and the medical experts.   Employees in radiotherapy sections are exposed to high radiations that may have long term negative effects on their health (Hegney, Plank, and Parker, 2003).   To effectively address these problems, Human Resources management should understand the major implications of working in the health sector.   As indicated by the new Work Place Health and Safety regulations of 2008, it is clear that human resources managers are supposed to ensure that they provide the most effective methods for ensuring workers are completely safe in their work places. According to Part Sixteen Section 198-203, all the chemicals and hazardous substances that health centers use should be accompanied by the necessary protective precautions well indicated on their seals.   The Act also requires that all the employees be given the correct attire that prevents them from getting various contagious diseases.   As provided for by the act, new health establishments should be assessed before licenses are issued to guarantee that they comply with the legislation.   In Part Two of the same act, the design of institutions such as hospitals and health centers are supposed to be approved to ensure that they give the correct space for its activities effectively.   It also provides for monitoring of the health facilities by occupational health and safety officers to ascertain that all the regulations are adhered to. (b) Construction industry Currently, Queensland is one of the fastest growing states in Australia and with major construction industries positioning themselves at the heart of the state.   Workers in construction sites are generally exposed to high noise levels of the heavy machinery which have negative acrostic effects to them (Wangyal, 2001).   Besides, they are also exposed to excess lights especially in the welding sections.   This may cause temporary or permanent sight losses to them.   They are also exposed to high dust levels which may have cancerous effects to their upper respiratory systems.   Lifting of heavy materials may also induce spinal cord problems. The government of Queensland policy on building industry has established the Queensland code of Practice of the building and construction industry.   Under this code of conduct, the behavior and ethics for the management is outlined for ensuring maximum safety during construction operations.   To add to that, the Work Place Health and Safety regulations of 2008 requires that constructions be certified by the government authorities to verify that machineries are not dangerous to the workers.   Human resources management should provide the necessary attire that assists in reducing light, sound, and dust levels in the working sites (Office of the Queensland Parliamentary Counsel, 2009).   Most importantly, the workers are supposed to be taken through inclusive training of how they are supposed to operate without causing harm to themselves and the businesses assets. (c) Hotel industry Many hotel industry workers have suffered in their operations as the management focuses more on the outlook.   In most of the hotels, chefs and cooks are exposed to high temperatures that are harmful to their bodies especially with long term exposure (Gemmell, 2001).   Though most of the hotels are shifting to the modern forms of energy, about 90% of them still have the traditional forms of fuel being in use (Department of Industrial Relations Workplace Health and Safety, 2003).   This makes the employees to be exposed to great risks of upper respiratory infections from the carbon compounds.   To add to that, most of the workers especially the waiters spend over 80% of their working sessions standing as they serve the consumers.   This is extremely tiring and may cause poor flow of blood in their systems. Ethically, the human resources management should be able to provide the correct rotational systems to reduce physical and psychological suffering for the workers.   Besides, they should establish the correct systems for less operation hours especially for the waiters and install new machineries that are less harmful to the cooks. l   Organizations problems in addressing the problems (a) Cost Though many organizations have been willing to effect the demands of different rules and regulations, it is clear that cost is a major prohibiting factor.   Human resources for most industries in Queensland indicate that thorough preventative systems are costly to buy, install, and maintain (Lamm and Walters, 2004).   In the hotel industry, installation of electric cookers may be the best system to reduce the effects of smoke and heat to the staff.   However, such machineries are costly and consume vast quantities of electricity and therefore unsustainable to maintain.   In the construction industry, enclosed automated mixers for ballast and machinery silencers are very costly especially for the small construction companies. (b) Expertise and time Arguably, most of the occupational health and safety demands are oriented towards training and capacity building as a major building block for sustainable safety.   The Work Place Health and Safety Regulations of   2008 provides for periodical training of staff and employees. This operation is conducted by certified occupational health and safety officers who not only add cost to the production process, but may delay projects from commencements.   Human resources management considers time lost to be very costly and unrecoverable (Zohar, 2002).   Besides, organizations management may be required to employ other officers to act as experts in ensuring that the required operations of machinery or particular systems are fully operational without causing any negative effect. (c) Compensations from work injuries According to the Work Place Health and Safety regulations of 2008, it is the employees’ human rights to get the correct compensation of any injuries or harm that they get in the work places.   However, even after provision with the necessary training and the correct attire, most of the work injuries take place due to employees’ carelessness.   Even in such cases, the companies are still held responsible for the employees harm and forced to pay for the harm (Zohar and Luria, 2005). Legislative and policy framework on the state As indicated earlier, Queensland have laws in all the departments to ensure that workers operate in the best environment possible.   In 1995, the Workplace Health and Safety Act was established and reviewed in the year 2008.   Notably this legislation is the main operating framework for determining the workplace standards of environment.   Under this act, a cohesive framework to be used by organizations management is established with health and safety obligations be adhered to.   Therefore, human resources managers use this as the main guideline for developing internal standards in their organizations. Besides, the act established a health and safety board that is responsible with encouraging participation by human resources managers and workers in developing better systems of addressing issues affecting workers in the work places. To add to that, it provides for workers representatives from different organizations to bring the correct feedback on application of rules at the employees level.   This notion has especially been effective in giving correct information as it reduces possible compromises by supervisors and people in managerial positions. Of greater effect of the policy is the provision for training, monitoring and punitive measures.   This assists to ensure that the correct standards are not only understood, but intrinsically conceptualized by organizations management and workers.   Particularly, the emphasis of the high risk operations close monitoring and tougher rules indicates the weight that government puts on its people.   Though most of the human resources view these as part of the extra cost that can easily be shed off, it is wrong and law should be used to punish non compliance. Conclusion and recommendations Occupational health and safety is the most important aspect in any business establishment.   The current laws in Queensland should be applied with greater emphasis to ensure that all the employers comply with them and guarantee the best operating environment to the workers.   As indicated above most of the firms cry foul of the high cost associated with meeting the required standards.   However, success of a business is measured using a multiplicity of factors including motivation and satisfaction of the employees on the work they do.   To ensure that the working environment is improved in Queensland, human resources management should operate closely with the government to establish better methods of applying the same rules and regulations.   Besides, the government should enforce better monitoring systems that guarantee compliance with the demands of the policy at all cost (Goldenhar, Williams, and Swanson, 2003).   Finally, organizations should seek to educate the emplo yees and the public on their working rights to enable easier reporting mechanisms and effective countermeasures.

Management and organizational behaviour

Management and organizational behaviour Free Online Research Papers I was working for the Head Office of a south region subsidiary of JSC â€Å"BTA Bank† (BTA) for 5 years. BTA is one of the leading banks in Kazakhstan, which has 22 subsidiaries and 230 branches all over the country. Our subsidiary had 130 employees, the main realm being retail banking, which consisted of mortgage loans, credit line, auto loans, express credit and credit card departments. During that time, â€Å"Raya† held the position of â€Å"Supervisor† in the mortgage department, where supervised 10 people. Due to the primitive size of the group, a friendly and cohesive working atmosphere within the group was established, which continued even after work hours. Even though the group received the same remuneration, the group worked in harmony and peace. Hence, the group consistently met sales targets and achieved performance efficiency, ranking higher than varying departments selling different banking products. The status within the group began undergoing changes during the peak of economic development, in which the demand for mortgage loans increased sharply, causing the volume of work and working hours to increase without the provision of overtime pay. Complaints arose within the group regarding the disparity between the high volume of work and additional unpaid working hours. After discussing staff complains with management, group size was expanded to 15 people, and last an extra member was added to Raya’s group; Klara. At the age of 22, the latter had previously worked as Head of the â€Å"Express Credit† department, but was demoted due to low sales and dissatisfaction experienced by her subordinates. In her previous position, Klara was known to be an active and sociable person, prone to giving orders to people. A close relative of the management, Klara took the position of the main specialist, however, keeping her old remuneration. According to Raya’s numerous resp onsibilities, all training responsibilities were delegated to an experienced manager named â€Å"Indi†. After Klara’s probationary period, her performance was found to be extremely weak; weaker than expected. The latter’s unwillingness to learn was also taken into account. Consequently, Raya extended her training period by adding Klara to her existing group of agents, collectively learning the basics of mortgage products and the selling process. In addition, Klara was late almost every day without informing her supervisor. The former was given warnings on several occasions which proved to be ineffective. This pattern of behaviour affected her entire department negatively. A number of her group members subsequently began to imitate her unpunctuality. On a particular occasion, Klara was absent for half a day. This behaviour was discussed between her and Raya in the deputy director’s cabinet, with reference to previous offences. Unable to ignore this and adamant not to wait until the scheduled staff meeting, Raya called an emergency meeting immediately for the purpose of reminding staff of the conditions of their employment, with emphasis placed on punctuality. Unadvised delay in BTA is punishable by a 5-15% salary deduction, whilst an excess of three separate occasions of absenteeism results in the termination of one’s contract. Thus, the problem of absenteeism was seemingly solved; Raya and the staff apparently arriving at a mutual agreement. Certain mannerisms and attitudinal elements which usurped the company code of ethics were manifest in Klara, such as laughing loudly inappropriately in front of clients, distracting others from their work, the usage of the company line for personal use and so on. In conclusion, the combination of these factors affected the group and group dynamics drastically. The mortgage department suffered from low job satisfaction, low productivity and low motivation, both before and after her departure from the company. Another affect was made clear in company profits; our department in particular making experiencing a reduction in sales of 40%, which was accompanied by depreciation in the value of customer service provided by the group. Impact of Events on Attitudes and Perceptions Attitudes and perception at work are important simply because, directly or indirectly, they affect work behavior (Nelson Quick 2007). It has been revealed that attitudes are evaluative statements – either favorable or unfavorable – about objects, people or events, which reflect how we feel about something (Robbins et.al 2009). Other author disputes this statement as an attitude is a predisposition to respond in positive or negative way to someone or something in our environment (Wood et.al 2010). In the case of Klara, one may observe the negative attitude towards her job such as her unpunctuality, unwillingness to learn, talking on the phone, distraction of colleagues from their daily tasks and the like. One of the reasons of her misbehavior may be derived from her dissatisfaction with â€Å"psychological contract†. In various research findings of Bloisi, Cook Hunsaker (2007) when people enter to organizations and jobs they bring their own expectations about what they will have to contribute and what they will receive in response, a set of called expectations called a â€Å"psychological contract†. In turn, individuals provide such qualities as their skills, effort, time, loyalty and commitment to an organization. In exchange, the organization offers such things as pay, security, opportunities and benefits to satisfy such motives as need for achievement, power, status and affiliation (Bloisi, CookHunsaker 2007). As shown in the scenario, Klara in her previous p osition as supervisor of the express credit department was strongly disposed to giving orders. Hence, a need for power and status developed. In the process of her demotion, Klara was under the supervision of Raya. It is obvious that Klara harbored dissatisfaction with her newfound position. The findings of David Guest and Neil Conway (2001) state that both the individual and organization feel satisfied if they perceive the psychological contract to be fair. Stated below is the definition of â€Å"perception†: According to Nelson and Quick (2008), perception involves the way we view the world around us and it is the primary vehicle through which we understand ourselves and surroundings. Robbins (2009) comments perception is a process by which individuals organize, and interpret their sensory impressions in order to give meaning to environment. What one perceives can be substantially different from objective reality. The differences in perceptions in organizations have impact on an organizational outcome (Schyns, B Wolfram, HJ 2008). Figure1. The perceptual process: from stimuli to behavior Source: Wendy Bloisi, Curtis W. Cook, Philip L.Hunsaker, Management Organizational Behaviour, 2nd edition, Mc Graw Hill Education, UK. To summarize, understanding the perception process (Fig1) provides managers with a better understanding of why people perceive things in certain ways and why perceptions differ. This enables managers to deal better with such differences and minimize some of the â€Å"distortions† that occur. The second reason may be derived from dissatisfaction of her current job, and in general, satisfied workers are more regular in attendance and are less likely to be absent for unexpected reasons (Wood et.el 2010). And Robbins (2009) says that a person with a high level of job satisfaction holds positive feeling about his or her job, while a dissatisfied person holds negative feelings (Robbins, 2009). Klara showed unfavorable attitude towards her job, maybe she didn’t see any perspectives from her current position, due to she feel not satisfied with her work. The job satisfaction is important factor in workplace, because job satisfaction influences absenteeism (Wood et.el 2010). Absenteeism is a huge cost and disruption for employers and it is obviously difficult for an organization to operate smoothly and attain its objectives if employees fail to report to their jobs. The work flow is disrupted, and often important decisions must be delayed and absenteeism can be considerably more than disruption, it can result a drastic reduction in the quality of output in organization (Robbins, 2009). Two Relevant Motivational Theories and impact of events in scenario upon the motivation of staff Motivation is the process of satisfying internal needs through actions and behaviours and concerned with a composite of mental and physical drives, combined with the environment that makes people behave the way they do. Its presence or absence can be recognized by observing employee behaviour (Ronald R.Sims 2002). The following two motivational theories will be considered: Hertzberg’s Two Factor Theory and Vroom’s Expectancy Theory. Content Theory – Hertzberg’s Two Factor Theory According to the Two Factor theory of Frederick Herzberg individual is influenced by two factors, which are: satisfaction and psychological growth was a factor of â€Å"motivational factors† and dissatisfaction was a result of â€Å"hygiene factors† as shown in figure 2. Figure2. Two factor Theory Herzberg Source: valuebasedmanagement.net/methods_herzberg_two_factor_theory.html According to Two factor Theory – Herzberg (fig2) Klara was on first stage, she was dissatisfied and unmotivated, because after demotion from position she lost motivation factors or motivators how it called by Herzberg. Herzberg says that motivation factors are needed in order to motivate an employee into higher performance and these factors result from generators in employees, and as shown in fig3 typical motivation factors include: achievement, recognition for achievement, responsibility for task, interest in job, advancement to higher level tasks and growth (Kreitner Kinicki, 2008). Motivators No satisfaction Satisfaction Job that do not offer achievement, recognition, stimulating work, responsibility and advancement. Job offering achievement, recognition, stimulating work, responsibility and advancement. Hygiene factors Dissatisfaction No dissatisfaction Job with poor company policies and administration, technical supervision, salary, interpersonal relationships with supervisors, and working conditions. Job with good company policies and administration, technical supervision, salary, interpersonal relationships with supervisors, and working conditions. Figure3. Herzberg’s Motivator-Hygiene Model Source: Kreitner Kinicki, Organizational Behaviour, 8th edition, 2008, The McGraw-Hill Companies, New York. Furthermore, Biswajeet (Biswajeet Pattanayak 2006) says that true motivators motivate people to superior performance, accept challenging tasks, growth and development. And Herlsberg suggested job enrichment to provide true motivation. Job can be enriched by increasing skill variety, task identity, task significance, autonomy and feedback. According to (Biswajeet Pattanayak 2006) hygiene factors are essential for people to work but true motivators play an important role in helping people to work more and better. Process Theory – Victor Vroom’s Expectancy Theory Victor Vroom’s expectancy theory is one of the most widely accepted descriptions of motivation. Vroom first applied the theory of individuals in the workplace (Moorhead Griffin 1995). The basis of the theory is the degree of motivation for an individual depends on the power of expectation that his act will be followed by an outcome i.e. a good performance appraisal and the outcome will yield something attractive i.e. salary increase or promotion (Robbins 2009). Figure4: Vroom’s expectancy theory Source: arrod.co.uk/archive/concept_vroom.php Klara as employee was unmotivated as a good performance method currently did not exist. A good appraisal programme will serve as a benchmark for the employees to upgrade and evaluate themselves with their superiors. The main components of the theory are effort, performance and outcome (Robbins 2009). The components are linked by these relationships which are (Fig4) effort-performance relationship which describes an individual’s perceived probability that effort will lead to performance. Performance-outcome relationship which describes an individual’s perceived probability that performance will lead to certain outcomes. Outcome or rewards are divided into intrinsic rewards such as growth opportunities, challenges in the job and autonomy and extrinsic rewards such as position and benefits (Gordon 1999). Critically discuss Group Dynamics and Teamwork Group is defined as two or more individuals interacting and interdependent, who come together to achieve particular objective. (Robbins 2009) Group dynamics are the forces that function in groups to influence upon group accomplishment and member contentment in the group. In BTA the group is formal groups that are created by organization, intentionally designed to direct its members toward some organizational goal (Jerald Greenberg Robert A.Baron, 2006). Working group had number of recognized dysfunctions inside; one of them is social loafing. This problem occurs when members reduce their effort and performance levels when acting as group and primary causes include lack of performance feedback within the group, tasks are not intrinsically motivating, situations in which the performance of others will cover for the reduced effort given by some members, and the â€Å"sucker effect† of not wanting to do more than the perception effort being given by others (Fred Luthans 2008). Required behaviours are those contributions the organization formally requested from group members as a basis for continued affiliation and support, which are may include work-related behaviours such as being punctual, treating customers with respect and helping coworkers (Wood et.el.2010). But as it may seen these norms are not followed by group, because of existed absenteeism and decreased quality service. Due to not spending time together like before, BTA group become differ in cohesiveness, a degree to which group members are attracted to each other and motivated to stay together in group (Emmerick et al.2005). Because of the size of organization become quite large the staffs seldom spend time together and are low in interaction which lowers productivity. The most effective teams have fewer than 10 members. Expert recommends via smaller number of people, the assignment can be done. Unfortunately a pervasive inclination for managers to err on the side of creating teams too large as happening in BTA, results in coordination problem (Greenberg Baron 2008). When teams have excess members, cohesiveness and mutual accountability declines, social loafing increases, where by more people do things that are not related to them. Studies shown relationship of cohesiveness and production depends on performance related norms in a company. (Robbins 2009). Groups have life cycles similar to people and group’s effectiveness is influenced by its stage of development which are forming, storming, norming, performing and adjourning (Wendy Bloisi et.al 2003). Group in scenario is having period of high emotion and tension among the group members which called â€Å"forming stage† (Wood et.al 2010). One serious phenomenon that occurs in groups in this stage of development is groupthink which the norm for consensus overrides the sensible evaluation of alternative courses of action. (Robbins 2009). The BTA staff usually won’t contribute much as senior management tends to play major role in their idea and puts less weigh in their subordinates views and opinions. Isolation usually takes place as the staffs usually comes for the meeting just to fulfil the quota as an attendee for the group meeting and discussion. Recommendations: Managing Attitudes and Perceptions Rationale Reward power Wishes and directive of another make people comply, by doing so it produces positive benefits. Rewards can be both financial such as controlling pay rates, raises and bonuses or non financial including recognition, promotions and interesting work assignments. (Robbins 2009). BTA can include this reward power into their system, awarding people for all the effort put by them. This will change staff perception towards work and remove negativity in them. Training, seminars and workshops Giving employees these special learning opportunities, both within and outside organization, encourages personal and professional development – and often increases motivation as well. It tell employees that company value their performance and wants to give them more opportunities (Bruce Pepitone 1999) Attitude surveys Attitude surveys identify the missing links between staff ‘attitudes’ and ‘behaviours’ and aid in creating goals and objectives to move an organisation forward, hence feedback and action planning should follow any survey implementation (Carey Warner 2002). Additionally, 360 º feedback tools that rate performance via peer to peer, manager to peer etc, can be used to identify gaps to develop employees, hence contributing to personal satisfaction and empowerment (Cawley et al. in Tovey Uren 2006) Leadership learning Leadership learning is required from the Supervisor to drive change, navigate strategic direction, retain talent, enhance relationships and build stamina for sustained developmental learning (Harris Hartman 2002). Actions to improve motivation Rationale Reward-based system The practical idea of this idea begins with remuneration, company adopts a reward-based system, with staff encouraged to establish key performance indicators (KPIs) (Wood et.al 2010). This method is suitable for BTA, it can increase productivity, because if staff achieve KPIs level, they can earn extra money on top of their base salary. Job rotation Some of BTA employees suffer from over routine of their work. Job rotation can be used changing an employee from one task to another. Rotation can be done into similar skill requirement after the staffs spends time in the same activity.(Emmerick et al,2005) Motivation is produced in changing employee daily routine; it also gives strength and diversifying effect in them. (Robbins 2009) Actions to improve Group and Team Dynamics Rationale Recognition program Recognition is crucial at all levels in the company, and there is a annual award day with prizes, entertainment and awards for team leaders, sales agents, service agents and project managers who have excelled in the workplace (Wood et.al, 2010). This recognition program will help to BTA build staff motivation levels based on strong internal communication and recognition measures. Reflection The task given in this assignment made me understand clearly all the aspect that is involved in the scenario that I was facing in my working environment. The in depth study of the element that I went through in my real life has given a clear answer to most of the question I have been asking all this while. The scenario revisited thought me to analyse the situation more thoroughly rather than using intuition knowledge. The theory for motivation clearly suggested an organization requires positive motivation. The theory of motivation is not about self-interest in rewards but about the association people make towards expected outcomes and the contribution they can make towards those outcomes. Groups as defined earlier are process of working together in achieving common objective or fulfilling accorded tasks. It was reflected clearly how important different types of groups such as formal group, informal group, command group, task group, interest group and friendship group that enhance people security, status, self esteem, affiliation, power in goal achievement. What is required now in BTA now, are how each group work and create an effective team in any organization we are in. In my scenario, attitudes tap positive and negative evaluation the employees hold about aspects of their environment which mainly involves job satisfaction that BTA were lacking, job involvement and organizational commitment. People’s perception influenced by factors in perceiver (attitudes, motives, interest, experience, expectations), factors in the situation (time, work setting, social setting) and factors in the target (novelty, motion, sounds, size, background, proximity and similarity) operate and sometimes distort perception. My view on BTA is based on their perception of what reality is, not on reality itself (Robbins 2009). Overall the scenario gave a clear set up of all the things that need to be done to analyse improve, set up and change in an individual or organisation for better achievement. Changing the corporate culture can be difficult, as is deeper attitudinal change. Criticality in understanding employee behaviour is the key to brand success requiring critical consistency and congruency between brand, culture and values. A holistic approach to brand management is required by empowering all employees into the change process. List of References Biswajeet Pattanayak, Human Resource Management, 3rd edition, 2006, published by Asoke K. Ghosh, Prentice-Hall of India Private Limited, New Delhi. Bruce A., James S. Pepitone, Motivating employees, Copyright@1999, The McGraw Hill companies, USA. Cawley, B, Keeping, L Levy, P 1998, ‘Participation in the performance appraisal process and employee reactions: a meta-analytic review of field investigations’, ‘Journal of Applied Psychology’, vol. 83, no. 4, pp. 615-633, in MD Tovey ML Uren (eds), 2006, Managing Performance Improvement’, 2nd edn, Pearson Education, Australia. Carey, B 2005, ‘Have you heard? Gossip turns out to serve a purpose’, The New York Times, 16 August, vol. 154, no. 53308, cited in R Wiesner (ed.) 2008, MGT5000 Management and Organisational Behaviour: study book, University of Southern Queensland, Toowoomba. David Guest, Neil Conway, Chartered Institute of Personnel and Development, Employer perceptions of the psychological contract, 2001, 1st edition, printed in Great Britain by Short Run Press. Debra L.Nelson James Campbell Quick, Understanding Organizational Behaviour, 2008, Transcontinental Louisville, QC, Canada. Emmerick, H.I.J., Sanders, K 2005, ‘Mismatch in working hours and affective commitment: Differential relationships for distinct employee groups’ Journal of Managerial Psychology, vol. 20, no. 8, pp. 712-724, viewed 28 April 2010, Emerald Group Publishing Limited. Fred Luthans, Organizational Behavior, 2008, published by McGraw – Hill Education (Asia). Gordon, J 1999, Organizational Behavior : A Diagnostic Approach, 6th edition, Prentice-Hill Inc, New Jersey. Jack Wood, Rachid Zeffane, Michele Fromholtz, Retha Wiesner, Andrew Creed, John Schermerhorn, James Hunt, Richard Osborn, Organizational Behaviour: Core concepts and applications, 2010, by John Wiley Sons Australia, Ltd. Jennifer M. George, Gareth R. Jones, Understanding and Managing Organizational Behavior, 1999, by Addison-Wesley Publishing company, Inc. Jerald Greenberg Robert A.Baron, Behaviour in organization, 8th edition, 2006, Eastern Economy edition, New Delphi. Moorhead, G Griffin, R 1995, Organizational Behaviour: Managing People and Organizations, 4th edn, Houghton Mifflin Company, Boston. Kreitner Kinicki, Organizational Behaviour, 8th edition,2008, The McGraw-Hill Companies, New York. Rae Andre, Organizational Behavior, An Introduction to Your Life in Organizations, 2008 by Pearson Education, Inc., Upper Saddle River, New Jersey. Ronald R. Sims, Managing organizational behavior, 2002, an imprint of Greenwood Publishing Group, Inc. O.Jeff Harris, Phd Sandra J. Hartman, Phd, Organizational behaviour, 2nd edition, 2002, West Publishing Company. Stephen P. Robbins, Timothy A. Judge, Organizational Behavior, 13th edition, 2009, by Pearson Education Inc, Upper Saddle River, New Jersey. Schyns, B Wolfram, HJ 2008, ‘The relationship between leader-member exchange and outcomes as rated by leaders and followers’ Leadership and Organization Development Journal, vol. 29, no. 7, pp. 631-635, viewed 3 December 2008, Emerald Group Publishing Limited database. Wendy Bloisi, Curtis W. Cook, Philip L.Hunsaker, Management Organizational Behaviour, 2nd edition, 2007, Mc Graw Hill Education, UK. www.valuebasedmanagement.net/methods_herzberg_two_factor_theory.html, viewed at 29.04.2010 www.arrod.co.uk/archive/concept_vroom.php, viewed at 27.04.2010 Research Papers on Management and organizational behaviourRiordan Manufacturing Production PlanThe Relationship Between Delinquency and Drug UseTwilight of the UAWLifes What IfsMoral and Ethical Issues in Hiring New EmployeesEffects of Television Violence on ChildrenDefinition of Export QuotasWhere Wild and West MeetResearch Process Part OneThe Project Managment Office System

How to Conjugate the French Verb Détester

How to Conjugate the French Verb Dà ©tester The French verb  dà ©tester  means to hate. Unlike some other verbs, this one is fairly easy to remember because of its similarity to the English word detest. As with the English verb, you would use  dà ©tester  to express an extreme dislike for something, such as food or a particular household chore youre not fond of. Like the majority of verbs in French,  dà ©tester is a regular verb. Conjugating Dà ©tester Verb conjugations can become a headache for French students because there are so many verb forms to remember. Not only does the infinitive ending change with each tense and mood, it also changes with each subject pronoun. For   example, I hate is je dà ©teste and we will hate is nous dà ©testerons. Its easier to memorize all these forms if you practice them in context and simple sentences. Subject Present Future Imperfect je dteste dtesterai dtestais tu dtestes dtesteras dtestais il dteste dtestera dtestait nous dtestons dtesterons dtestions vous dtestez dtesterez dtestiez ils dtestent dtesteront dtestaient Present and Past Participle The  present participle  of  dà ©testant  is formed by adding -ant  to the verb stem of  dà ©test. While its primarily used as a verb, you will find it useful as an adjective, gerund, or noun as well. Beyond the imperfect, another form of the past tense hated is the  passà © composà ©. This one is formed in a different manner and relies on the  past participle  dà ©testà ©. To complete it, you must also conjugate the  auxiliary verb  avoir.   As an example, I hated is jai dà ©testà © and we hated is nous avons dà ©testà ©. More Conjugations There will be times when you will need to imply some degree of uncertainty to the verb  dà ©tester  as well. For this, use the subjunctive verb mood. In a similar fashion, the conditional form is used when the hating is dependent on something else happening. You should not use the passà © simple unless youre reading or writing in French. The same applies to the imperfect subjunctive, though its a good idea to be able to recognize these as forms of  dà ©tester. Subject Subjunctive Conditional Pass Simple Imperfect Subjunctive je dteste dtesterais dtestai dtestasse tu dtestes dtesterais dtestas dtestasses il dteste dtesterait dtesta dtestt nous dtestions dtesterions dtestmes dtestassions vous dtestiez dtesteriez dtesttes dtestassiez ils dtestent dtesteraient dtestrent dtestassent The imperative verb form may be quite useful with  dà ©tester  because its often used in exclamations. When using it, the subject pronoun is not required: use dà ©teste rather than tu dà ©teste. Imperative (tu) dteste (nous) dtestons (vous) dtestez