Sea Water Essays (74 words) - Mermaid, Nereids, Precious, Washing

Sea Water Crimson waves crashing into virgin white sand Staining the precious grains in my hand Washing to shore puttered remains of dead fish Leaving at my door an odorous bliss Drowning infants in a sea of blood Near the sadistic villiage where people do not love Grasping the bodies of delicate innocent mermaids Choking from them their life and all that was gay And along an oceanliner the passangers are shocked And out there in the distance I see the sailors gawk Poetry Essays

Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. The WritePass Journal

Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. References Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment. INTRODUCTIONWhat is Employee Compensation?Two Main components of Employee CompensationTwo basic ways of Direct Financial payments to employees The Legal Environment of HRMObjectives of International CompensationWhy Do Organization Offer Employee BENEFITS The Philosophy of Reward ManagementHow are Pay Levels Determined?Economic theories applicable to the case LINKING PAY TO PERFORMANCE – THE RATIONALEHOW DOES PAY INFLUENCE EMPLOYEES ATTITUDE AND BEHAVIORReferencesRelated INTRODUCTION Today’s workforce is significantly different from those of only a generation ago and requires much more initiative, creativity, engagement and judgment.   Today’s jobs have changed so much that employee’s need a different kind of motivation.  Ã‚  Ã‚   More so, the nature of our economy is changing and competition is becoming intense in every business industries.   It emphasizes the need for management at identifying and selecting employees who have the knowledge, skills, and capabilities the organization requires to compete and fostering those employees with good development, compensation, benefits and reward systems.   The pay and  Ã‚   benefits can be instrumental in getting the right people, retaining and motivating  Ã‚   valuable employees.   It can boast the performance of employees, increase productivity, and competitive advantage that will contribute to attain the company’s strategic goals.  Ã‚  Ã‚   For example, Mala Shah, a project Manager Tax of KMPG (Accountancy Firm based in UK).   According to her profile the most rewarding element of working at KMPG is the fact that there are so many opportunities open particularly of training and learning.  Ã‚   KMPG provides them internal courses, such as Project Management or Personal Effectiveness, which will really help her in her role.   Also, it enhances her personal development perspective.  Ã‚   Another example,  Ã‚   Tanya Ly all as People Centre Manager also from KMPG, for her the benefits that distinguish KMPG is the inclusive reward scheme.  Ã‚   â€Å"All the benefits are open to all employees so, from day one, everyone’s entitled to join the pension scheme and everyone gets included in the bonus scheme, so that means everybody’s equally rewarded and valued by the firm†.  Ã‚  Ã‚  Ã‚   Is the cost of benefit effective in KMPG? Does the firm really benefit? The KMPG acknowledged in 2010 as one of the Best Big Companies to work for, by the Sunday Times survey.   KMPG received several awards as successful accountancy and consultancy firm, such as Global Firm of the Year 2010, Living Wage Employer of the Year and awarded Four Big Ticks from Business Community.  Ã‚   The achievements of KMPG are not simply by its executive management efforts but rather the willingness and full support of their people. On the contrary, some employees underpinned the cost of benefits by considering their primary priorities in life according to age, lifestyle and gender.  Ã‚  Ã‚   One factor is the role of money in people’s lives.   Secondly, some have not understood the concept of benefits and simply ignored it.  Ã‚   Most of these types of people are rather opting to convert the benefits into financial benefits.  Ã‚   Based on the research of  Ã‚   Prudential Life Insurance that the young workers (generation Y) undervalue the life insurance as benefit.  Ã‚   Because of their concept that paying today for a benefit paid out at their death is only for the dependents welfare.   Another example in National Coordinating Committee of Multi Employee Plans, a lot of their younger members, asked them why they are required to have health insurance, when they know they never get sick. The changing of diverse workforce is imminent and quite challenging for some employers.   However,  Ã‚   the quality of an organization is to large degree determined by the quality of the people it employs.  Ã‚   People have always been essential to business, they are even more important these days.   The reason is that as we engage deeper into a service and information economy, it is people rather than plant and equipment that constitute a higher portion of competitive advantage.   For example, when fixed, tangible assets, such as plant, machinery, and equipment, contribute a lion’s share of company’s output; they could replace a new one and  Ã‚   more   efficient without significant negative impact on overall performance.   On the other hand, when a business is largely service and information oriented, the more the critical assets of the company are not tangible but rather intangible.   These assets include the company’s culture, brand, leader ship, people, customer service, and knowledge.  Ã‚  Ã‚   Thus, human resources and the effective management of people is integral factor in organization’s success. What is Employee Compensation? According to Gary Dessler, author of Human Resource Management 12th edition, that Employee Compensation refers to all forms of pay going to employees and arising from their employment.  Ã‚  Ã‚   For example, Non-Executive Director of Court of The Central Bank of England has a salary of  £15,000.00 + Benefits.   Ã‚  Another example, Edinburgh Leisure the biggest provider of leisure services in Scotland capital, Director of Finance with a salary at  £60,000.00 + Benefits + Car Allowance. On the other hand, authors Sarah Gilmore and Steve Williams of Human Resource Management used REWARD in preference to â€Å"PAY†.  Ã‚   This is because employees increasingly expect more than pay for their efforts.  Ã‚   Rewards influence the recruitment and retention of employees and can play an important role in determining the organization’s culture.   Better pay and benefits attract better-quality candidates, giving the employer greater choice over whom to employ. Reward can be tailored to stimulate desirable behaviors and foster employee’s commitment, knowledge, and competence necessary for business success.  Ã‚   For instance, Edinburgh Head of Financial Reporting receiving a salary of  £60,000 + mandated benefits and compensation for time not worked with car allowance.   Other examples,   Royal Bank of Scotland articulates the impact of strategic rewards as expressing what the organization values and being prepared to pay for what it gets fro m employees; it provides a sense of purpose and direction; integrating with business and HR strategy; valuing people,   Open University hiring Chief Auditor offering a salary pay of  £69,852 + Benefits,   Olympia Health Care, a renowned medical center in LA California manned with competent doctors and nurses, have the annual pay scale according to job specifications + Benefits and bonuses. Ranking Order Annual Pay Scale + Benefits 1.) Office Manager $   48,000 2.) Chief Nurse   Ã‚  Ã‚   47,500 3.) Bookkeeper   Ã‚  Ã‚   39,000 4.) Nurse   Ã‚  Ã‚   37,500 5.) Cook   Ã‚  Ã‚   36,000 6.) Nurse’s Aide   Ã‚  Ã‚   33,500 7.) Maid   Ã‚  Ã‚   30,500 Two Main components of Employee Compensation A.)  Ã‚   Direct Financial Payments denote the base pay, salary and wage, and merit pay, incentives, commissions, and bonuses of employees.   Also, it includes deferred pay, such as savings plan and stock purchase annuity.   These benefits permits the employees to impart to an investment pool managed the employer- For example Rhoda is an international chemical company offers shareholding fund to new employee.   Allied Banking Corporation – Philippines allows employee to avail the mutual savings plan. Base Pay – Salary and Wage Merit Pay Incentives Commissions Bonuses Deferred Pay Savings Plan Stock Purchase Annuity Two basic ways of Direct Financial payments to employees Time-based pay is still the foundation of most employers’ pay plans.   Blue-collar and clerical workers get hourly or daily wages, for instance, and others, like managers or Web designers, tend to be salaried and paid by the week month, or year.   Another example, Glaxo a world leader in pharmaceutical research is aware that long term investment is needed for survival at the top, has a reward strategy of paying salaries at the upper quartile level to attract, develop, and retain quality research staff. PAY for Performance.   Piecework is an example.   It ties compensation to the amount of production (or number of â€Å"pieces†) the worker turns out.   For instance, we divide a worker’s target hourly wage by the standard number of units he or she is to produce in one hour.   Then, for each unit he or she produces, the person earns the calculated rate per piece.   Sales commissions are another example of performance-based compensation.   Also, Textron uses rewards to support a strategy of employee flexibility through skills-based pay, while Whitebread Beer Company and Vauxhall both use rewards to encourage initiative and innovations. B.)  Ã‚  Ã‚   Indirect Financial Payment refers to financial benefits like employer-paid insurance and vacation.   It also includes dental, and medical treatment, and disability insurance, retirement pensions, recreational facilities, car, training and development.  Ã‚   These employee benefits are normally provided tax free, depending upon status.  Ã‚   Some of these benefits like pensions are being offered to employees for reassurance of employed persons who may become disadvantaged through loss of employment. The Legal Environment of HRM HRM practices are governed by laws of the land, and those laws vary from country to country.   Within countries, state or provincial and local regulations further influence specific practices.  Ã‚   For example in UK, the Equality Act of 2006 emphasizing the mutual respect for both employees and employers.   The Health and Safety at work act 1974.   Temporary Employees and Part time workers or Prevention of Less Favorable Treatment under Regulations 2000.   Minimum Wage and   Overtime Eligibility.   In US, various laws specify things like minimum wages, overtime rates, and benefits.   For example, the 1931 Davis-Bacon Act allows the secretary of labor to set wage rates for laborers and mechanics employed by contractors.   The 1938 Fair Labor Standard Act, contains minimum wage, maximum hours, overtime pay, equal pay, record-keeping, and child labor provisions that are familiar to most working people. Objectives of International Compensation When developing international compensation policies, a firm seeks to satisfy several objectives.   First, the policy should be consistent with the overall strategy, structure and business needs of the multinational.   Second, the policy must work to attract and retain staff in the areas where multinational has the greatest needs and opportunities.   Thus, the policy must be competitive and recognize factors such as incentive for Foreign Service, tax equalization and reimbursement for reasonable costs.   Third, the policy should facilitate the transfer of international employees in the most cost-effective manner for the firm.   Fourth, the policy must give due consideration to equity and ease of administration. The international employee will also have a number of objectives that need to be achieved from the firm’s compensation policy.   First, the employee will expect the policy to offer financial protection in terms of benefits, social security and living costs in the foreign location.   Second, the employee will expect a foreign assignment to offer opportunities for financial advancement through income and/or savings.   Third, the employee will expect issues such as housing, education of children and recreation to be addressed in the policy.   The employee will also have expectations in terms of career advancement and repatriation. Why Do Organization Offer Employee BENEFITS When an organization designs its overall compensation package, it has to look further than just an hourly wage or annual salary.   It has to take into account another element, employee benefits. Employee Benefits   are no financial rewards designed to enrich employees’ lives.   They have grown in importance and variety over the past several decades.   One viewed as â€Å"fringes,† today’s benefit packages reflect a considered effort to provide something that each employee values. The Philosophy of Reward Management Reward management is based on a well articulated philosophy, a set of beliefs and guiding principles that are consistent with the values of the organization and help to enact them.   These include beliefs in the need to achieve fairness, equity, consistency and transparency in operating the reward system.  Ã‚  Ã‚   The philosophy   of   reward management recognizes that it must be strategic in the sense that it addresses longer-term issues relating to how people should be valued for what they do and what they receive.  Ã‚  Ã‚   Reward management adopts a â€Å"total reward’ approach which emphasizes the importance of considering all aspects of   reward as a coherent whole which is integrated with other HR initiatives designed to achieve the motivation, commitment, engagement and development of   employees. Although rewards, benefits and compensation can be instrumental in getting the right people, their basic function is retaining and maximizing the performance of employees once they have entered the organizations.  Ã‚  Ã‚  Ã‚   Moreover, rewards by their nature are made to encourage desired behaviors.  Ã‚   Desired behaviors must be linked to the firm’s strategy.   Thus, reward systems also must be linked to the firm’s strategy. How are Pay Levels Determined? The pay levels determine through Compensation Administration.   The goals of compensation administration are to design a cost-effective pay structure that will attract and retain competent employees and to provide an incentive for these individuals to exert high energy levels at work.   Compensation administration also attempts to ensure that pay levels, once determined, will be perceived as fair by all employees.   Fairness means that the established pay levels are adequate and consistent for the demands and requirements of the job.   The primary determination of pay is the kind of job and employee performs.   Different jobs require different kinds and levels of skills, knowledge, and abilities, and these factors vary in their value to the organization.   The higher skills, knowledge, and abilities and the greater the authority and responsibility the higher the pay.   Although skills, abilities, and the like directly affect pay levels, other factors may come into play.    Pay levels may be influenced by the kind of business, the environment surrounding the job, geographic location, and employee performance levels of seniority.   For example, private sector jobs typically provide higher rates of pay than comparable positions in public and not-for-profit jobs.   Employees who work under hazardous conditions (say, bridge builders operating 200 feet in the air), work unusual hours (ex. the midnight shift), or work in geographic areas where the cost of living is higher (ex. Chicago rather than Parkersburg, West Virginia) are typically more highly compensated.   Employees who have been with an organization for a long time may have had a salary increase each year. Irrespective of the foregoing factors, one other factors is most critical – management’s compensation philosophy.   Some organizations, for instance, don’t pay employees any more than they have to.   In the absence of a union contract that stipulates wage levels, those organizations only have to pay minimum wage for most of their jobs.   On the other hand, some organizations are committed to a compensation philosophy of paying their employees at or above area wage levels in order to emphasize that they want to attract and keep the best pool of talent. Economic theories applicable to the case Human capital theory Workers have a set of skills developed by education and training that generates a stock of productive capital.   The practical significance of this theory is that employees and employers each derive benefits from investment in creating human capital.   The level of pay should supply both parties with a reasonable return on that investment.  Ã‚  Ã‚   For example directors of finance have high raise being responsible in handling crucial part of the senior management team.   Other examples, Head of Internal Audits offered Excellent Company benefits and Salary over the huge and complex responsibilities.  Ã‚   Bank executives receiving a huge salary base on expertise, qualification, and competency.  Ã‚  Ã‚   Thus, the higher responsibilities, the more compensation and benefits are being offered and received.  Ã‚   For management perspective, it is proper to reward people differentially according to their contribution or the return of investment they gen erate. Efficiency Wage Theory Firms will pay more than the market rate because they believe that high levels of pay will contribute to increases in productivity by motivating superior performance, attracting better candidates, reducing labor turnover and persuading workers that they are being traded fairly.   This theory is also known as â€Å"the economy of high wages’.   The significance of this is that Organizations use efficiency wage theory, although it is not clearly express when they formulate pay policies that place them as market leaders or at least above the average. LINKING PAY TO PERFORMANCE – THE RATIONALE Sustained Motivation Staff Retention, on the job commitment Productivity levels are maintained Cost Savings resulting from lower employee attrition rates Organizational Objectives can be attained Employee ‘buy-in’ to a performance-based culture Organizational Climate of ‘winning’ is powerful reinforcement in the work   place. HOW DOES PAY INFLUENCE EMPLOYEES ATTITUDE AND BEHAVIOR Reinforcement Theory –in Thorndike’s Law of Effect, a response followed by a reward is more likely to recur in the future.   The importance of a person’s actual experience in receiving the reward is critical.   If high performance is followed by a reward, high performance is likely to be reputed.   The belief is that pay and performance are directly co-related, especially in buoyant market conditions. Expectancy Theory – The perceived link between performance and pay will connect with reinforcement theory because an expectation has been created which is difficult for the employer today or withhold in the future. Employee Satisfaction and Motivation Factors that Influence Motivation and Drive Performance From an employee’s perspective, within the work environment, the following appear too critical in keeping staff well-motivated. Organizational Energy and the Working Environment Empowerment Enablement Satisfaction through Meeting Individual Needs Achieving Progress towards Longer-term Aspirations Opportunities to Achieve Job Satisfaction Open Communication The Expectation of Future Reward and the Total Compensation Package Career Prospects, Personal Growth Status References LSC Managing Human Capital Course Manual Management 2nd edition, Michael A. Hit J. Stewart Black Lyman W. Porter Fundamentals of Management Essential Concepts and Applications 6th edition Robbins/Duecento International Human Resource Management 5th edition Peter J. Dowling, Marion fasting Allen D. Engle, Sr. Armstrong’s Handbook of Human Resource Management Practice 11th edition Human Resource Management 12th Ed. By Gary Dessler Human Resource Management, Sarah Gilmore Steve Williams Law of   Employment 14th edition by Norman Selwyn www.lowpay.gov.uk (human resource management for the hospitality and tourism www.rhodia.com/en/news_center www.lloydsbankinggroup.com/media/pdfs/investors/2010/2010_LBG_Results.pdf hsbcusa.com/careers/benefitsrewards

E-commerce for The Enterprise Essay Example | Topics and Well Written Essays - 2500 words

E-commerce for The Enterprise - Essay Example Thus, the website will have features which will enable it to address the weaknesses in its daily operations, enhance its processes, and pursue its long-term goals. Currently, The Enterprise has twenty outlets all over United Kingdom which operates the same system but lack the integration needed by retailing operations. Thus, the first issue which should be addressed by the business organization is the integration of its outlets through the use of internet technology. Thus, the website will feature an intranet which allows staff to log-on, access, and use information which is specific to the business organization (De Wit and Meyer 2002). In the e-commerce technology proposed, each outlet will be linked together through an intranet which will be shared by the entire business organization. Through this intranet, communication among staff will be facilitated (Duyne et al 2003). Discussions on promotional activities like sales and discounts will be organized through this intranet. Also, recording of sales and other administrative matters will be rationalized by providing a single template which will be used by each of the outlet. Calendars will also be shared and the database of sales for a particular period will also be made available for decision makers. This intranet will allow The Enterprise to immediately and conveniently compare performance, tailor strategies specific to each store, and retrieve important information in each store(Duyne et al 2003). Because of these functions and features, the intranet is expected to cut administrative cost and paper works done by the headquarters. 2. Business to Business Capabilities The integration of the business organization should allow the company to carry out functions which will enable them to reap economies of scale. Acting as an integrated unit, the retailer can gain advantages in unifying its ordering and delivery processes. In its move of harnessing the full power of e-commerce, business to business model should also be adopted. The Entreprise website then should allow other players in its value chain to take a more active part in the company's operations (Kotler 2005). Included here are its various suppliers and logistics partners. In the current setting, each of the retail outlets of The Enterprise conducts their separate ordering and logistics functions with the supplier that they prefer. The ordering system is manual and each outlet reaches an average of three days for placing orders, receiving, verifying, and replenishment of stocks (Kotler and Armstrong 2002). Being in the retailing industry, the availability of products in each of the outlet is a very important concern. Stock-out costs are costs associated with a retailer which runs out of stock when a customer intends to purchase them. These costs are not only seen to be in terms of the foregone opportunity to sell to the buyer but also in their loyalty and the image that the retailer will have to a customer. Thus, relationship with suppliers will be an integral part of the e-commerce system which will be installed. In order to save a significant amount of cost, The

People and Organisation Essay Example | Topics and Well Written Essays - 2750 words

People and Organisation - Essay Example It is important for any organization to cater to the needs of its employees and ensure they are motivated, competent, and knowledgeable enough to align their personal goals with the organization's goals. This in turn helps in achieving customer satisfaction. In today's every changing dynamic world where the corporate environment is changing every moment, it is mandatory to realize the employees as an organization's most important asset as it is them who make or break an organization. They are competent to handle and properly use critical information and are motivated to handle the responsibilities bestowed upon them. For this purpose, a separate department is designated usually named as the 'human resource' department and this is present in almost every contemporary organization. These departments are responsible to attract the proficient work force present to work in their organization. Human Resource management relates to the activities that are undertaken to attract, develop and maintain an effective workforce within an organization. Over the past decade, human resource management has gotten rid of the 'personnel' image and has gained recognition as a vital player in corporate strategy. To achieve this purpose, managements try to ensure that they inculcate such a corporate culture in the organization that fosters the growth of employees as an individual. It is very important to maintain employee satisfaction because if employees are not comfortable in the workplace and they don't find the space that they need to work effectively, they might not be motivated adequately to work in the cause of the organization. The corporate culture prevailing in an organization indicates how the employees of the organization might react to the changes that are taking or are allowed to react to the changes. ORGANIZATIONAL ANALYSIS Declining sales might be a symptom of a problem that is prevailing in an organization. The real dilemma is not understanding the root of the problem. Organizational analysis helps in the root of the problem that exists in a certain company. Incorrect assessment of the problem might lead to further imperfections. Therefore, correct diagnosis of problem is equally important. There are many tools that are used to analyze and evaluate organizations. The most common ones are SWOT analysis, Scoping, Questionnaires and systematic constellations. These methods mainly use information from the employees and evaluate it to understand the underlying problem that an organization is facing and helps to then map out a strategy for the organization to follow. The real world out there is more complex and intricate then mentioned in the books that we study or come across. It is very difficult to then comprehend the real life situations and evaluate them on the basis of the concepts that have been studied. MANAGING CHANGES IN AN ORGANIZATION Change is a phenomenon that always accompanies major disapprovals by everyone who is being affected by the process. In large organizations, managing a change is gigantic task that is bestowed upon the management for the betterment of the organizati

Iraq post-WWII Essay Example | Topics and Well Written Essays - 500 words

Iraq post-WWII - Essay Example Iraq gained its independence in 1932, but remained under the British monarchical rule for some years (Fuccaro, 1997). After the Second World War, the Arab independence in collaboration with the fundamentalist movement went against the British Soviet Union as a way to retreat the British rule. The British used the divide and rule tactic which made Iraq to be politically unstable after the Arab regimes started conflicts among themselves In the 1970s Iraq was able to outdo the British governance and this brought development freedom to Iraq as it was when they built one of the largest and best equipped armed forces in the Arab world. Strong leaders such Nuri al-Said, Salih Jabr among others formed strong governments to protect their people and signed a number of freedom agreements with the western countries (Fuccaro, 1997). The agreements played a big role since Iraq started to act independently but that did not stop the imperials from the quest for oil. Under the rule of Nuri al al-Said, Iraq became a stable country for a while and World Bank started offering support through loans to proceed with a number of development projects such construction of bridges and buildings. Iraq also cooperated with some countries and made it possible for the country to sign a pact with Iran, turkey and the United Kingdom known as â€Å"the Baghdad pact† (Gibson, 2011). The pact’s main aim was to get many Arab countries to join them and strengthen their ties. The United States could not join the pact since most of the Arab countries were against the west imperialism but after some years, It joined in and assured support to these countries against any attack or aggression by the soviet union and any other powers. Arabs later realised the United States had plans to woo them and control Iraq’s oil and this triggered a war between Iraq and

Review On The Office Environment Management Essay

Review On The Office Environment Management Essay The environment in the office determines how its employees react to situations. Each organization and its department has a different work environment; for instance, lighting, noise, privacy, and the amount of stress in the office which affects the whole organizations work communication, efficiency and effectiveness, and productivity (Parks, 2003). Having the right environment will generate happier employees that will work more effectively and productively rather than employees who are uncomfortable (http://tinyurl.com/56tcmy). Roles Relationship The roles and relationship played between managers and subordinates produces behaviors that affect work productivity. Both the manager and employees assume roles in the office, which are defined as performing a job function with a set of tasks or responsibility according to their job requirement. Relationship, on the other hand, is established by communication while carrying out a roles office duty (The Readers Digest Oxford Complete Wordfinder, 1994; http://tinyurl.com/3qguo). For instance, the frequency a manager interacts with his staff creates a relationship, either positive or negative, while performing their job function will result in different outcome. In this case, mangers are known to be the leader and the employees are the followers. Therefore, a leader must know to inspire his followers, as without them, the leader cannot function properly. The manager must have a good understanding that the difference between all his employees in terms of leadership styles that has variant reaction with their needs, emotions, and motivation. In order to be successful, the manager has to persuade employees that he is creditable to be followed. (http://tinyurl.com/3qguo) Corporate Culture Corporate culture can be referred as a set of values, beliefs, and behavior patterns that form the core identity of organisations, and assist in shaping the employees behavior (Deal and Kennedy, 1982; Jones, 1983; Schein, 1992; Kotter and Heskett, 1992; Pheysey, 1993; Van der Post, 1998; Deshpande and Farley, 1999). Corporate culture also acts as a cognitive map that influences the way in which the situation is providing the selection mechanisms and values when people want to carry out events (Jones, 1983). Most people believe that corporate culture is a pattern of beliefs, symbols, rituals, myths, and practices that have change over time in an organization (Pheysey, 1993). Thus, it causes corporate culture became leading values that adopt by most of the organization. This is because corporate culture is also a part of the organization structure and control system to generate behavioral standards (Deal and Kennedy, 1982; Quinn, 1988). This can increase staffs morale and self-discipli ne as well. Furthermore, Despande and Farley stated that there are four types of corporate culture; that are competitive culture, entrepreneurial culture, bureaucratic culture, and also consensual culture. First, competitive culture is a value that linked with concepts such demanding goals, competitive advantage, marketing superiority and profit margin as well. For example, top sales person will be rewarded extra commission of MYR 1000.00 and this causes all sales person competing harder to get the extra commission. Then, entrepreneurial culture is emphasizing on innovation, risk taking, high levels of dynamism, and creativity; followed by bureaucratic culture which is refer to values like formalization, rules, standard operating procedures and hierarchical coordination. Lastly, the consensual culture is concern on the elements of tradition, loyalty, personal commitment, extensive socialization, teamwork, self-management, and social influence which are important in the organizational values (Des pande and Farley). Additionally, Pool (2000) claims that the organizational culture (passive or constructive) could obstruct job performance, job commitment, and job satisfaction (http://tinyurl.com/5qn56a). This is because corporate culture has a major impact on employee morale and productivity. For example, employees which are committed to the vision and the strategy of the organization will able to achieve organization goal easier compare to an organization that are never adopt corporate culture. Moreover, an effective culture could ensure the organization meets its long-term goals as well. Therefore, most organizations are realizing the importance of effective corporate culture at fundamental level that could help to translate that engagement of corporate culture into high performance. Deal and Kennedy (1982) and Peters and Waterman (1982) had taken a prescriptive approach towards culture management. They argued that adopting certain common cultural traits would result in superior performance. Nevertheless, it is very difficult to imitate a successful culture into an organization because there are many interlocking elements. Based on the resource based theory, there are two other reasons that cause culture to be extremely difficult to imitate. First, cultural norms and values are subject to a pathway of addiction. On the other hand, life cycle theory stated that cultural development and strength depends on the historical development of the company itself. Thus, the assumptions of values and interlocking elements need a longer period of time to build. Therefore, the strength and management style of the company cannot easily duplicate by the competitors. Lastly, the capabilities of an organization to adopt a new culture are still unclear. This is because the impacts of adopting a new culture on the organizations would get the situation worsening due to a wide range of social interactions among organizational members because all organizations members are not ready to accept n ew things yet. (Adapted from: Journal, The influence of corporate culture and organizational commitment on performance Corporate culture and organizational performance) Keyword: workplace environment, leader-follower, beliefs, myths and norms. H1: Leadership is influenced by the environment towards rising company sales.

Raymond Carvers poem Photograph of My Father In His 22nd Year Essay

The Theme of Raymond Carver's poem "Photograph of My Father In His 22nd Year" Growing up we all had expectations of who we should be imposed upon us by our parents. Whether or not we achieved those expectations upon reaching adulthood isn't really the final outcome. There is a greater lesson learned regardless of how we benefited from the imposition. And that realization is what truly shapes our final character. Raymond Carver entertains this topic in his poem, "Photograph of My Father in His Twenty-second Year." In this poem Carver provides us with a beautifully touching slice of life that is not only flawless in writing and technique, but that connects and emotionally evokes feelings that are universal in all readers. The poem begins by bluntly stating that the month is October. A young man is standing in a kitchen that he describes as "Here in this dank, unfamiliar kitchen" (1). Even though this is a very brief, vague description, the reader gets the feeling that the young man knows this kitchen very well, yet not like he once remembered it. The reader is to infer that the young man has come back to his childhood home for one reason or another and is standing in his old kitchen. He has been here many times, yet it feels alien to him. This concept is further elaborated further on in the poem. He is holding a photograph of his father when he was very young. He comments, "I study my father's embarrassed young man's face" (2). He describes his father in the picture as having a "sheepish grin" and holding "a string of spiny yellow perch" and a "bottle of Carlsbad beer" (3-5). This description helps to set the tone for the photograph, providing superficial surface details that erode to reve... ... end of the poem as if he is speaking to his father, attempting to let him know that even though he tried to be the man he thought he should be, and most likely imposed that attitude on his son, they were more alike than his father would ever understand. The great thing about Raymond Carver's poem is not the beautiful imagery, or imaginative writing, it's the connection the reader makes with the young man in the poem. We have all conflicting ideas with our parents regarding who we should be and what direction our lives should take, and Carver is able to condense all of the emotions associated with that struggle into fifteen lines. The poem is also able to teach a wonderful life lesson that all people from different walks of life can benefit from: to be truly understood, and to truly understand those around you, you must first be true to yourself.