Monday, January 27, 2020

Scientific and Behaviourist School of Management

Scientific and Behaviourist School of Management Management in all business organization activity is simply the act of getting people together to accomplish desired goals and objectives. It comprises of planning, organizing, staffing, directing, and controlling an organization for the purpose of accomplishing a goal. Resourcing encompasses the deployment and manipulation of human resources, financial resources, technological resources, and natural resources. Management has therefore defined as a process of getting things done with the aim of achieving goals effectively and efficiently. Management is a goal oriented process. Management increases the efficiency of the organisation and the development of society. Management is a continuous process with separate functions performed by all managers at all times. Management is a dynamic function and has to adapt itself to the changing environment. An organisation interacts with external and internal environments and needs to change itself and its goals accordingly. Management is responsi ble for setting and achieving objectives for the organisation. A few of its basic objectives are to survive, generate profits year on year, growth in terms of sales volume and product line while sustaining the social environment. Introduction of Scientific Management Frederick Winslow Taylor (1856 1915, Philadelphia) was a trained engineer who advocated the concept of Industrial Efficiency. Taylor is known as the Father of Scientific Management and is regarded as one of the first most successful Management Consultants. He is most famous for his Time and Motion Study and the Piece Rate system that he introduced Scientific management is a theory of management that analyzes and synthesizes workflows, with the objective of improving labour productivity. The core ideas of the theory were developed by Frederick Winslow Taylor in the 1880s and 1890s, and were first published in his monographs, Shop Management and The Principles of Scientific Management. Taylor believed that decisions based upon tradition and rules of thumb should be replaced by precise procedures developed after careful study of an individual at work. Its application is contingent on a high level of managerial control over employee work practices. Taylorism is a variation on the theme of efficiency it is a late-19th-and-early-20th-century instance of the larger recurring theme in human life of increasing efficiency, decreasing waste, and using empirical methods to decide what matters, rather than uncritically accepting pre-existing ideas of what matters. In management literature today, the greatest use of the concept of Taylorism is as a contrast to a new, improved way of doing business. In political and sociological terms, Taylorism can be seen as the division of labor pushed to its logical extreme, with a consequent de-skilling of the worker and dehumanisation of the workplace. The Principles of Scientific Management Taylors scientific management consisted of four principles: Replace rule of thumb work methods with methods based on a scientific study of the tasks. Taylor believed there was only one way to increase efficiency was through study and analysis. Scientifically select and then train, teach, and develop the workman, whereas in the past the employee chose his own work and trained himself as best he could. Provide Detailed instruction and supervision of each worker in the performance of that workers discrete task Divide work equally between managers and workers, so that the managers apply scientific principles of management to planning the work and the workers actually perform the tasks Taylor decided the workers should get rest after time intervals to recover from time fatigue There should be complete harmony between the management and workers. Management should share the gains of the organisation with the workers. Techniques of Scientific Management 1. Standardisation and simplification of work Standardisation refers to the process of setting standards or benchmarks which must be adhered to during production. Simplification refers at eliminating superfluous varieties, sizes and dimensions. 2. Method Study Method study means to find out the best way of doing a job there are various methods of doing a job. To find out the best way and carry it out from procurement of raw materials till the final product is delivered. eg Ford Motors used this concept and was very successful. The objective was that to minimise the cost of production and maximise the quality and satisfaction of the customer. 3. Motion Study Motion study refers at eliminating unnecessary movements like lifting objects, sitting and changing positions which are undertaken while doing a typical job. 4. Time Study It determines the standard time-taken to perform a well-defined job. Time measuring devices are used for each element of task. The objective of time study is to determine the number of workers to be employed frame suitable incentive schemes and to determine the labour costs. 5. Fatigue Study A person is bound to feel tired physically and mentally if she/he does not rest while working. The rest intervals will help one to regain stamina and work with the same capacity. This will help the organisation to increase productivity. 6. Differential piece wage system Taylor was a strong a strong advocate of piece wage system. He wanted to differentiate between the efficient and the inefficient workers. He had standard time to complete a job. He also rewarded the efficient workers. Introduction to Behaviourist School of Management Elton Mayo (1880 1949, Australia) was the Director of the Department of Industrial Research at Harvard University. He is known as the founder of the Human Relations Movement. Mayos involvement in the most famous Hawthorne Studies led to an altogether different school of thought on management known as the Human Relations Movement. Organisational behaviour is concerned with: the study of behaviour of people within an organisational setting. Organisational behaviour started to be recognized in Harvard business school in 1962. The science of organisational behaviour has developed out of a growing commitment to the belief that people are the most important part of an organisation. Organisational behaviour consists of theories like motivation, leadership, groups and group formation, culture within organisation and change. Principles of Human Relations Management Motivation Motivation is one of the most traditional topics of organisational behaviour. Motivation is the process of stimulating people to action to desired goals. Motivation depends upon satisfying the needs of people. Motivation leads to a drive in the human beings. The organization must try to understand and respect the emotions, sense of recognition and satisfaction of non-monetary needs of the employees. Individuals are motivated by social needs and good on-the-job relationships and respond better to work-group pressure than to management control activities. Organizations are co-operative social systems. Satisfaction of psychological needs should be the primary concern of the management. Informal work groups can have a substantial effect on productivity. This has been proved by the Hawthorne experiment. Leadership Leadership indicates the ability of an individual to influence others. Leadership is not guaranteed from people with leadership titles and informal leaders can emerge at any level where, through being well liked or skilled they exert influence over others. The function of the leader is to co-operate among the employees and to work for the betterment of the organisation. Groups and group formation A group consists of two or more people to achieve common goals. There are two types of groups formal and informal groups. Formal groups are formed to achieve organisational goals and informal work groups emerge naturally in response to the common interests of organisational members. Group formation helps in deciding and dividing the work amongst each other. Group work is very efficient: the team encourages open ended, problem-solving meetings Comparisons between Scientific and Behaviourist School of Management The function of a manager under scientific management is to set a work criterion and to divide the work among the labourers and it was seen as a figure of high authority. While under human relations the leader is responsible to facilitate co-operation and co-ordination among employees and providing them with opportunities to excel as well as to help them in their personal growth and development. Taylorism was against the informal groups because they believed the employees worked as mechanical passive only for monetary rewards whereas the behaviourist school of management believed in informal groups as this facilitates communication and co-operation among employees which will help to achieve the organisational goals. Scientific management is only aimed at the organisational growth and very little attention is paid to the workers growth or performance. While in human relations it is aimed at organisational growth as well as individual growth of the worker. As per Taylor, the sole motivator for a worker was monetary incentive. Therefore, the worker under scientific management was an economic man. According to Mayo, satisfaction of social wants of the workers like communication and the sense of acceptance was the driving force of the organization. Therefore, the worker under the human relations movement was a social man. Scientific management treated the worker as a human machine and used the differential system for motivation. While, the human relations movement held that the satisfaction of the worker would enhance his productivity at the work place. Conclusion Both the schools of management thoughts were so different from each other in their approach they shared common grounds on one issue increasing productivity which is the ultimate goal of an organisation. Scientific management believed that planning should be separated from doing, Human resources believed in a far wider participation when it came to decision-making. Whereas, Reshef. Y says in his web publication that The Human Relations movement emphasized emotional aspects in human behaviour, yet still maintained the division of labour between those who planned and those who executed. While both mean the same, there is a slight difference in the two statements. Hence it can be concluded both aim towards the common goal. Hence it can be concluded both of them have different principles and policies their final is to achieve organisational goal through organisational excellence and increased efficiency. A good manager is one who applies a blend of both the management theories into pract ice. Thus scientific management and human relation management can be two wheels of the same cart and none is superior to the other.

Sunday, January 19, 2020

Help Sheet Essay

Explain the points of view of different stakeholders seeking to influence the aims and objectives of two contrasting Organisations (M1) You must explain the points of view of the different stakeholders and link the points of view with the aims and objectives of each business. You need to research all aspects and investigate external influences that affect your chosen businesses, for example, supply and demand, government legislation, economy and social factors. * Introduction – start the assignment by describing why stakeholders have different perspectives. They all want their own way, see examples below to help†¦ * You need to look at TWO companies (Tesco and AKA) * Suppliers – want the best price for their product (eg farmers and milk prices, Tesco want to give them 21p, farmers want 25p – how will this affect Tesco’s aims and objectives? (profit, being the best retailer, offering value for money) for AKA – the suppliers want to deliver a product at a certain time, AKA only open from 1pm – this affects suppliers as they have other deliveries and may waste time waiting for AKA to open, hence not worth the order. * Customers – they want the best quality for the best price, they constantly research competitors and only buy the best. They demand special offers, excellent customer service and for big companies to go the extra mile for them. How is this different to suppliers or employees point of view? AKA – the customers want more classes, more sessions, cheaper dance classes, – this goes against the owners as she wants to make a profit and have a minimum numbers of people attending classes otherwise she won’t cover costs. * Local community – they want clean environment, quiet peaceful living area, no rubbish – how will this influence aims and objectives? And how is this different to the other perspectives eg. managers who want to make a profit not pay for bins or plan for early morning deliveries). For AKA, local community want a place to go and visit but car park blocks a whole road when a show is on! * Shareholders and Directors – they want profit and high dividends – how does this compare to the other stakeholders? For AKA, this is not relevant. * Government – they want people to be employed in UK, they want to obtain taxes from large companies, they have initiatives to employ more young people or school leaving age – how does this affect Tesco’s aims? For AKA – Government offer grants to AKA – government want small business to engage segments of the community eg (autistic people) this may not be the pathway the owner wants to go – she may want to work with elderly people – how will the terms of a grant influence AKA’s objectives? * Trade Unions – they want fair, equal pay and terms and conditions for all employees, how does this differ from shareholders that want profit? For AKA, this is not relevant. * Employees – they want good working conditions, bonuses, good holidays – this contradicts against shareholders who want profit, or managers who want to spend money on products not employees staff rooms or lockers. AKA – employees may want better pay to compete with larger dance classes like Zumba franchises – owner cannot afford the higher wages so they have conflict. * Now conclude – this is where you summarise the different opinions of stakeholders and how important they are in making aims and objectives for EVERYONE not just owners or customers. Remember – this is a MERIT task – grade C equivalent – detail and evaluation is the key!

Saturday, January 11, 2020

I-phone advertisement Essay

An enormous amount of potential as well as an enormous amount of controversy is associated with the new age of recorded music and especially regarding how the new digital technology pertains to artist’s royalties and corporate profits. The problem is basically one of free-access and the debate over file-sharing and free downloading which has been raging for many years now. With new products like the I-phone further establishing digital access and portability at the top-tier of consumer demand, the controversy regarding corporate and artist royalties and issues of copyright promises to extend far into the future. The I-phone is represented in a recent ad as almost as a natural force of nature — and implies that those who have not experienced its capacities are, in fact, living a lesser-life; (I-pod, 2007) in fact the new age of music is upon us regardless of whether the next turn in technology will expand or restrict access for consumers. The overall problem can be broken into two sub-problems 1) file sharing by consumers which results in royalty â€Å"losses† for the corporate or artist’s interests and 2) the issue of fan-made â€Å"remixes† of artist’s material which may result in a radical alteration of what the artist originally intended. In order for both issues to be addressed simultaneously it will be necessary to adopt some form of free file-sharing which is not wholly free, and which we will presently discuss. Proposal My proposal is that all major-label record companies include the option of a limited number of file-share downloads which are available for those who purchase a specific number of products and/or pay a fee to access this service. What this means is that each major label would post the music on their label online and allow free downloads of a portion of their catalog while leaving the hottest newest releases or niche market products in a state of buy-only. Simultaneously, the labels could offer on online â€Å"DJ† or radio service which should function similarly to the Yahoo online Jukebox or other similar sites. The free access of samples of the record labels’ catalog would also be a form of music sharing but not file sharing as the files could be heard on-site but not downloaded. Opposing Views The new-wave of technology has not only made it harder for headline artists to ensure that their due royalties are paid to them for their music, but it has made it much more difficult for big-name artists to ensure that anyone is even listening to their music at all. The idea that small-time musicians and even un-signed musicians and bands can attract downloads as well as those acts and bands which are backed by huge corporations. The new environment is a dual â€Å"challenge to music industry players[†¦] First, with so much music available, the greatest threat to big record companies is not that listeners will consume their music illegally but that they will consume, whether legally or illegally, someone else’s music entirely† (Drew, 2005; p. 543) which may be the most exciting promise of all from a consumer’s perspective. Research sources indicate that the radical evolution has just begun and will have far-flung consequences that can’t be presently predicted. One authoritative source, â€Å"Edgar Bronfman Jr., the head of Universal, the world’s biggest music company,†(Mann, 2000; p. 39) said the following regarding the future of the entertainment industries: â€Å"a few clicks of your mouse will make it possible for you to summon every book ever written in any language, every movie ever made, every television show ever produced, and every piece of music ever recorded. † In this vast intellectual commons nothing will ever again be out of print or impossible to find; every scrap of human culture transcribed, no matter how obscure or commercially unsuccessful, will be available to all. † (Mann, 2000; p. 39) Of course to Bronfman and others like him with a vested interest in the consumption of entertainment products, particularly music, the new technologies are viewed as an evil threat. This threat is financial in nature: â€Å"the thought of such systems spreading to films, videos, books, and magazines has riveted the attention of artists, writers, and producers† (Mann, 2000; p. 40) all of whom are, obviously, looking to preserve and extend their lucrative financial holdings into the new age. Conclusion It would be impossible to completely shut-down file sharing of music online or to completely stop online music piracy. However, a similar situation existed and still exists for movies, television shows, and video games all of which can be illegally recorded and shared as well as â€Å"ripped† without due pay to the companies and artists who produced them. By adopting new approaches to free-share options, record companies and artists might at least begin to recover some of the lost revenue base they have experienced as consumers migrate to illegal sites for file downloads. References Anonymous. â€Å"I-phone advertisement,† archived You-Tube; accessed 11-26-07 ; http://youtube. com/watch? v=FLxB4pHH_GY Mann, Charles C. â€Å"Heavenly Jukebox: Rampant Music Piracy May Hurt Musicians Less Than They Fear. the Real Threat – to Listeners and, Conceivably, Democracy Itself – Is the Music Industry’s Reaction to It†; The Atlantic Monthly, Vol. 286, September 2000. p. 39+ Drew, Rob. â€Å"Mixed Blessings: The Commercial Mix and the Future of Music Aggregation;† Popular Music and Society, Vol. 28, 2005. p. 533+

Friday, January 3, 2020

Ncfe Teaching Assistant Essay - 7227 Words

The primary objective of a teaching assistant is to support the school by carrying out a variety of tasks in order to create and maintain a safe, positive learning environment thus allowing teachers more time to focus on teaching. It is therefore paramount to remain flexible at all times. The purpose of this essay is to summarise the major learning points from the Teaching Assistant Diploma Course. I will address the nine subject areas separately. Supporting the teacher - Teachers are incredibly busy and the teaching assistant is a valued asset to ensure that under the guidance and supervision of the teacher the classroom is organised and maintained. The ways in which this can be done is by preparing and maintaining the learning†¦show more content†¦Unlike physical development that is visual, a child’s social and emotional development is also generalised according to age but can’t be seen. Every child is unique and for that reason although general milestones can be used as a guide to expectation, it must be remembered that each child will develop at his/ her own pace. The brain development of a child can be seriously affected by their well being during the early years. Genetic illness, social/ economic factors, culture and influence of carers, stress and harm caused by lack of stimulation, engagement and positive relationships can all influence development. Signs such as behavioural problems, low self-esteem, apprehension, lack of concentration and attention seeking could all be signs of emotional distress. In order to support the pupil, teaching assistants need to have strategies to cope with pupils displaying such symptoms. Schools need to provide a safe, positive, supporting environment with equal emphasis on pastoral care as much as academics. Pupils should be encouraged to strive for independence and take responsibility for their actions and learning. This may be through input into rules, choices regarding behaviour, or identification of success criteria and evaluation of learning. The classroom provides opportunity for self-expression in a variety of curriculum areas. The teaching assistant should supportShow MoreRelatedSupporting Learning Activities and Assessment for Learning Essay6389 Words   |  26 Pagesa. Explain how a learning support practitioner may contribute to the planning, delivery and review of learning activities As a teaching assistant it is important that I am actively involved in the planning stages. I need to know what the focus will be on for the term, this is done by having a discussion with the class teacher and also with other teachers and assistants that are also doing the same topic with the same aged children. By doing this we can share ideas and suggestions. During this meetingRead MoreDebate Topics6648 Words   |  27 PagesBernheim began as a sceptic but became converted to the importance of hypnotism by observing the work of the celebrated country doctor Ambroise-Auguste Lià ©beault who rejected the theory of Mesmer and followed Abbà © Faria. Emile Couà ©, a former clinical assistant to Lià ©beault, proposed a more collaborative and educational alternative to hypnosis called conscious autosuggestion which became very popular as a form of self-help in the 1920s. In the mid to late 1880s American medical Surgeon-Physician, RufusRead MoreAssignment 1 – Understanding Development and Supporting Equality, Diversity and Inclusion9386 Words   |  38 PagesNCFE LEVEL 3 SUPPORTING TEACHING AND LEARNING IN SCHOOLS Please  save  the Learners Declaration to your PC, add your details, and upload with your completed assessments. Assignment 1 – Understanding development and supporting equality, diversity and inclusion. QUESTION 1 a. Explain the sequence and rate of each aspect of development from birth – 19 years The main areas of development include: physical development, social and emotional development, intellectual development and language