Motivation is an intangible human asset which acts as a driver that pushes humans to be willing to perform certain actions. In just about everything we do there is something that moves us to perform the action which involves some motivation allowing us to perform tasks or actions which produces some type of personal benefit as a result. The general theory would be that, the greater the personal gain in performing the task for the individual, the more motivated they are to try at the task to achieve the best outcome. Motivation is usually stimulated by a want where there is a gain to be had as a result of performing a certain task. A person is a wanting being Continue reading
Management Concepts
Differences Between Profit and Non-Profit Organization
An  organization  is a social arrangement which pursues collective goals, controls its own performance, and has a boundary separating it from its environment. It is a business which has a primary goal of making profit and a proposed goal such as helping the environment. A  non-profit organization  is an  organization  which does not distribute its surplus funds to owners or shareholders, but instead uses them to help pursue its goals.  Examples of NPOs include charities (i.e.  charitable organizations),  trade unions, and public  arts  organizations. Most governments and government agencies meet this definition, but in most countries they are considered a separate type of organization and not counted as NPOs. They are in most countries exempt from  income  and  property taxation. Continue reading
Analytical Approaches to Cultural Factors
The reason cultural factors are a challenge to global marketers is that they are hidden from view. Because culture is learned behavior passed on from generation to generation, it is difficult for the inexperienced or untrained outsider to fathom. Becoming a global manager means learning how to let go of cultural assumptions. Failure to do so will hinder accurate understanding of the meaning and significance of the statements and behaviors of business associates from a different culture. For example, a person from a culture that encourages responsibility and initiative could experience misunderstandings with a client or boss from a culture that encourages bosses to remain in personal control of all activities. Such a boss would expect to be kept advised Continue reading
Influence of the Scientific Management Theory on Modern Organizational Designs
The contemporary organizational operations center on effective planning techniques, specialized management, the division of labor, formalized interactions between managers and workers, and specializations and innovations, which are designed to achieve specific objectives. These organizational functions and operations are attributable to the concepts of the scientific management model proposed by Fredrick Taylor in the 20th century. As a mechanical engineer, Taylor devised scientific management ideologies that provided effectiveness in the running of industries. During his time, the management of industries comprised multiple anomalies and organizations lacked formal managing systems. Hence, Taylor’s management principles sought to eliminate these irregularities by improving the workers’ productivity in their class of work. Although modern organizational designs exhibit Taylor’s scientific management principles, there have been several criticisms Continue reading
Different Approaches to Industrial Relations
The industrial relations scenario has been perceived differently by different practitioners and theorists. Some have viewed it in terns of class conflict; some have viewed it in terms of mutuality of interest of different groups; some have viewed it as a consequence of interaction of various factors both within an organization and outside it. Based on these orientations, several approaches to industrial relations have been developed. One researcher has stated industrial relations in his research report as, “An economist tries to interpret industrial conflict in terms of impersonal markets forces and laws of supply demand. To a politician, industrial conflict is a war of different ideologies — perhaps a class-war. To a psychologist, industrial conflict means the conflicting interests, aspirations, Continue reading
Evolution of Workplace Spirituality Concept
Spirituality at work is the recognition that employees have an inner life that nourishes and is nourished by meaningful work that takes place in the context of community. Thus spirituality at work has three components: the inner life, meaningful work, and community. Conditions for community include items that assess the extent to which necessary elements or enabling conditions for community are present. Thus, a community is a place in which people can experience personal growth, be valued for themselves as individuals, and have a sense of working together. Meaning at work includes items that capture a sense of what is important, energizing, and joyful about work. That is, it taps into work-related dimensions of human experience that are neither physical Continue reading