Top Secret America Assignment Example | Topics and Well Written Essays - 1000 words

Top Secret America - Assignment Example Since the hits against American targets were essentially intelligence failures, there was great need to beef up the current intelligence arrangements inside American borders. Historical performance of the intelligence mechanisms proves that internal intelligence failures need to be tackled at the earliest in order to guarantee the American way of life. The intelligence apparatus in operation in the First World War was unable to avert multiple internal intelligence failures such as the Black Tom incident1. The creation of the Office of Secret Services (OSS) and the subsequent restructuring as the Central Intelligence Agency (CIA) has been essential to avoid internal and external threats since the Second World War. The recent restructuring of the intelligence community must be seen in the context of the previous restructuring efforts and their results. If the American government had failed to restructure its intelligence apparatus following the First World War and the Second World War, there are chances that the American way of life would have disappeared in the face of rising Communist aggression2. The commentary provided by The Washington Post relating to intelligence community expansions in recent years fails to see the bigger picture. The emphasis of â€Å"Top Secret America† lies in proving that the intelligence community is out of control for the federal government. ... In a similar manner, the July bombings in London as well as other similar terror related incidents involved execution by elements located inside the borders of a country3. Moreover, these elements were indistinguishable from the general public. The Washington Post’s interpretation considers eavesdropping and filtering of common messages and other information as being contrary to basic civil liberties. However, what the authors have failed to account for is that these very activities alert the counter terrorism agencies in time to take positive action. People such as Ramzi Yousaf and Aimal Kansi roamed the streets in America without hindrance for years, gathering intelligence for their ringmasters. In case that an intervention based intelligence and security apparatus had existed in America prior to 9/11, there would have been much lower of a chance for such incidents. The lives lost in 9/11 and since it are all due to a failed intelligence mechanism. Years of peace following t he undeclared end of the Cold War led successive American governments to cut down on defense spending. Most of the cuts in the defense spending originated from areas that provided intangible outcomes such as intelligence cues. Eras such as the Reagan administration or the Clinton administration saw massive increases in overseas defense spending compared to decreases in intelligence spending at home. The subsequent erosion of resources from the intelligence community meant that intelligence spending decreased significantly in the decades following the Cold War. Consequently, a weakened intelligence mechanism gave perpetrators a chance to operate on local soil to eliminate local targets.

Religious Diffusion in The Early Medieval Era Assignment

Religious Diffusion in The Early Medieval Era - Assignment Example Religious diffusion is a well-attested phenomenon that is scholarly considered controversial. Baghdad grew speedily into the â€Å"world’s navel† when caliph al-Mansur of the Muslims was established as the Abbasid Dynasty’s capital city. The spread of the Islamic religion gives us an excellent example of how both the empire and the religion intertwined to develop the foundation of modern social geography in the world. On the other hand, Chinese Buddhism or Christianity for which most empires acted as the major expansion drive; Islamic itself is the religion, which led to formation of many empires . The Islamic ascent from Arabia unified all the territories, which were between the other universal religions (Christianity and Buddhism) and unified the world in unpredictable forms. The only empire that resisted these universalizing faiths was the Tang Empire. Both Christianity and Buddhism resembled one another in important ways. Christianity could emphasize on how things of these earth are not essential, urging people to concentrate on their spiritual destiny as well as focusing on the divinity. It served as a major cultural revolution in the entire history of the west. Unsurprisingly, Christianity just like Buddhism brought essential monastic movement whereby people especially the holy ones decided to live in a spiritual manner as well as serving their religion . In essence, Buddhism teachings exemplarily show cultural diffusion took place in the medieval world history.

Security Concerns in Cloud Computing Research Paper

Security Concerns in Cloud Computing - Research Paper Example For instance, information of an organization needs to be protected and is the ultimate responsibility of the board of director for which they are also liable. Likewise, transferring information on the cloud determines that it is not manageable by the organization anymore and any consequence or a breach of data occurring on the vendor side will be a prime threat to the organization. Therefore, information security is the part of due care and due diligence that is derived from the responsible employees of the organization. Cloud Deployment Models It is the prime responsibility of the organization to protect intellectual property and confidential information that may be related to customer personal information, trade secrets, patents etc. Breach of anyone of these classified information types cab result in a permanent loss of business and ultimately bankruptcy that may result in legal and regulatory compliance. Likewise, before making any strategy for transferring critical applications to the cloud, it is important to analyze deployment and service models of cloud computing. The correct choice needs to be made in order to align business requirements to the correct deployment and service model without any unnecessary risk. There are three service models for cloud computing i.e. infrastructure as a service, platform as a service and software as a service (Wilshusen, 2011). Infrastructure as a service (IaaS) is comprised of three components i.e. software, platform and infrastructure. Organizations only provide software and platform and infrastructure is provided by a third party cloud computing vendor. The second service models i.e. platform as a service (PaaS) also comprises of three components i.e. software, platform and infrastructure. Organizations only provide a software or application that will be executed on the third party or vendor’s platform and infrastructure. The third service model also includes the similar three components as mentioned before and called as software as a service (SaaS). Organizations only utilize services provided by the vendors in terms of applications that can be accessed by the Internet. All the three components i.e. software, platform and infrastructure are the property of the vendor (Wilshusen, 2011). In figure 1.1, cloud deployment models are demonstrated Figure 1.1 (Retreived from :Wilshusen, G. C. (2011). INFORMATION SECURITY: Additional guidance needed to address cloud computing concerns. GAO Reports, , 1.) Cloud Service Models After gaining the insight mechanisms of different deployment models of the cloud, the next important aspect is the service models. Cloud computing provides four service models for organizations to operate on. As shown in Fig 1.2, cloud service models are illustrated. Figure 1.2 (Retreived from :Wilshusen, G. C. (2011). INFORMATION SECURITY: Additional guidance needed to address cloud computing concerns. GAO Reports, , 1.) Organizations must choose the relevant client model, a s it will be proportional to the business or customer requirements and may differ from organization to organization and business types. The first service mode is called as the ‘Private Cloud’

Rationale for Work Placement Essay Example | Topics and Well Written Essays - 1000 words

Rationale for Work Placement - Essay Example Physical strength is one of the principle fitness skills that a good trainer aims at imparting to the clients. Football players need strength in order to gain position advantage in front of the defenders and maintain versatility for a longer time. The training involved targets mostly the legs, with an aim of physically lowering the player’s centre of gravity. Strength enables the player to attain high balance capacity needed in stability. Stability is not only needed in running and fighting for the ball but also in dribbling towards the opponent’s net (Kraemer and Zatsiorsky, 1995, p105). The other part of the body targeted in strength training is the upper body, which enables the player to coordinate aerial contests for the ball as well as ball control. Contact with the opponents must be solidly positioned to avoid unnecessary face-offs. The torso fitness training includes muscular ability enhancement. Strength endurance is particularly important in games with high tem po and contact like football. Endurance training involves improvement on the players’ ability to use sub-maximal energy in the entire game duration, to enable the muscles gain tolerance to extended energy taxing. It is not necessarily aimed at muscle mass but the ability of the muscle to endure long durations of workouts. Training includes use of three types of exercise; body weight tolerance, machine weight resistance as well as free weight (objects). Training controls the factors that limit strength and endurance abilities some which include reps.

United States Economy on the rebound Essay Example for Free

United States Economy on the rebound Essay Forbes. com reported that the United States economy recovered from an economic slump by 3. 4 percent in this year’s second quarter. It is reportedly a highly-favored performance in more than a year. The major force believed to be the largest attributing factor to this economic resurgence is the reinforcement of business spending. (AVERSA, 2007) The 3. 4 percent growth rate is said to be a bit higher than the 3. 2 percent estimated by Wall Street. (Daily Times , 2007) Despite the seemingly favorable pace, analysts predict that this show of strength may not continue for the rest of the year. The economic upswing can be credited to the rise of exports, a significant improvement in the global business scene, and a decline in consumer spending. Exports have reportedly grew to 6. 4 percent while imports dropped by 2. 6 percent. (Daily Times , 2007). Consumer expenditure is one of the factors that fuels economic expansion. However this component does not have too much of an impact. End user spending went up only 1. percent as opposed to 3. 7 percent in the first quarter. It is reportedly the weakest since late 2005. (Daily Times , 2007) The real estate sector also experienced a dip as real estate investments fell to 9. 3 per cent although not as low as the first quarter dip of 16. 3 per cent. Analysts are predicting that there are certain risks as brought on by this development. This is because the drop in real estate investments may have impacts of still unknown nature (Daily Times , 2007). Inflation rate is also among the meter sticks of economists. Inflation rates are better from the 2. 4 percent in the previous quarter to only 1. 4 percent in the next quarter; this is said to be the slowest rate since 2003. (Daily Times , 2007) It is expected that the American people will have more buying power resulting from the better condition of the economy and of the United States dollar’s show of strength. Personal incomes of the American people have increased by . 40 per cent or $47. 3 billion. Disposal personal incomes climbed up to $37. 6 billion or . 0 per cent according to the Bureau of Economic Analysis or the BEA. (Armah Rankin, 2007) Wages and salary payments have increased to a high $24. 9 billion in May. This is in stark contrast to the dip of $36. 4 billion in April. (Armah Rankin, 2007) In addition to the above factors, the real gross domestic product or the yield produced by industries and property in the United States, went up to 3. 4 per cent per annum. Elements that caused this increase in the GDP include upbeat inputs from personal expenses for services, exports, and nonresidential structures. Also lending a hand were federal government spending, state and local government expenditure. (Mannering, 2007) The uphill inclination of the economy will cause improvements in the financial stature of many Americans. Analysts and ordinary people alike expect that more and more people will be confident in their finances such that they will be able to afford more luxuries. This may cause a change in the lifestyle of many Americans. Banks are always on hand to offer loans that many people think will help alleviate their financial situation. People should be wary of this and be aware of the impact that interest rates may have on their finances, should they start to fail in making payments. In spite of the uphill trend of the economy, business analysts are hopeful but are still watchful of the possible outcome. Notwithstanding this positive development of the economy, it is still and always advisable to be careful of one’s spending habits. People should take advantage of the financial freedom that this economic condition will lend so that they can prepare for their future. Instead of spending a big portion of their hard-earned money on luxuries that will gradually deplete their monetary reserves because of expenditures such as taxes and depreciation, people should make it a habit to set aside a sum of money for investment instruments. Investment instruments such as pension plans, trust funds that will help them maximize their money’s earning potential and help them secure their future or make it easier for them to afford other comforts such as leisure trips out of the country or a new vacation home. Whatever state the economy is in, it is always wise to plan for the future. Those who are new in investing can seek the help of professionals who can aid them in making the right investment decision. One must always take advantage of investment tools that will help him enjoy and maximize the benefits of his hard-earned money. It is also important that people learn to stay debt-free. If they are already in debt, they should seek help of financial advisers on how to get out of debt in such a way that they can still live a comfortable life.

Relationship Between Organization, Structure and Culture

Relationship Between Organization, Structure and Culture Preface Our assignment is related to the subject Organization and Behavior. We collected information from various sources which includes internet, books, and class notes and by interviewing different departments of Mobilink GSM. We were rejected several times by the organization but still completing this assignment was interesting and was full of experience. We hope our work will be appreciated. Outcome 1st: Task for P1: Organization defined: Working through specific setup is called as organization. Organizational structure: In organizational structure we arrange people into groups and different departments. Organizational structure provides the pathway for the system of coverage that drives a business, dividing it into areas or departments that are responsible for certain aspects of the organizations purpose. An organization divides jobs among employees to achieve their goals more efficiently. There are different key factors which will help us to create an organization structure .we will discuss them below Work specialization: When an individual perform certain job several time on daily bases, that individual get habitual to that specific task and become experienced by doing that task again and again, this is called as work specialization. Advantages: Through work specialization level of efficiency increases in employees. Disadvantages: Employees can become bore by doing same task again and again. Lack of interest might increase by doing same task again and again. Departmentalization: Departmentalization is the combination of four departments operating department, marketing department, HRM department and finance department. This is the process of performing different tasks, advertising products, managing resources (hiring employees, machinery etc) for different tasks and providing budgets for performing different of different departments. Functional departmentalization Product departmentalization Geographic departmentalization Process departmentalization Customer departmentalization Functional departmentalization: In functional departmentalization peoples are grouped together according to the work they specialize. Groups of people then perform similar tasks and uses similar materials. Groups are then further divided into sub departments. Advantages: Efficiency of employees increases by doing same work again and again. Hiring/firing and training of employees gets easier. Each department will be responsible for their tasks. Disadvantages: In this structure communication, coordination is poor and accountability becomes difficult in this structure. http://static.flatworldknowledge.com/sites/all/files/imagecache/book/27984/fwk-collins-fig06_008.jpg (htt) (Figure showing functional departmentalization) Product departmentalization: In product departmentalization work is grouped on the basis of manufactured goods they produce. Example Nestle corporation uses product departmentalization technique for their wide range of products. Nestle produces different products like Nestle food, Nestle Beverages, Nestle Baby care products etc is controlled by executives who have full responsibility for their products. http://www.emeraldinsight.com/content_images/fig/3300080301004.png (htt1) (Figure showing product departmentalization) Geographic departmentalization: In this type of structure departmentalization occurs on the basis of region, area. Example Standard Chartered Bank has their branches almost in every city of Pakistan. Like head department of Standard Chartered Bank is in Karachi and their branches are spread over all other cities of Pakistan. Advantages: Services can be easily available for employees. Employees satisfaction increases by providing them services in every city. Service of one department in one city can be different from another department in another city. This might create some problems. Duplication of resources by having lots of managers and staff. Lack of communication with head office is the disadvantages. Process departmentalization: In process departmentalization department are organize to perform particular job. The members of staff are grouped together to concentrate on specific job. In process departmentalization specialization increases because worker has to focus on single task. Example: Making Passport, ID Card etc. Chain of command: A chain of command set up the line of authority within the organization. It helps employee that to whom they will be responsible. Its starting with the board of directors and extended down through the various level in hierarchy to the point where basic function of the organization carried out. Centralization: Centralization is a procedure where top managers take decision; in centralization authority and power remain with high-class managers. Lower level employee are not considerable that much important. Decentralization: Decentralization is the reciprocal of centralization. Here planning and decision-making are distributed among employees. Decentralization has several benefits compare to centralization Employees get motivated by involving them in decision making Decision making get faster. coordination improve through organization Matrix structure: Matrix structure is combination of several different designs want to combine their benefits and avoid there drawbacks. Employees have to responsible for two bases. Organizational Culture: Definition: A specific system of running, controlling which represents and distinguishes an organization from another organization OR Physical image of an organization that is values, understanding, attitude, norms of an organization Characteristics of organization culture: Organizational culture plays major role in the development of an organization. Its gives distinct value to organization, it smoothen path for innovation and risk taking, it provides stability to organization. Some more characteristics of organization structure are explained below. Dominant value: As the name indicates dominant values are specific qualities of a person or an organization. Major values of an organization or person are called as dominant value. Rules: Complete framework of an organization for new coming employees and to the existing employees. All employees must obey all the rules and regulations of an organization. Example, what time to come, when to leave, what to do and what not do etc. Organization climate: Is physical layout of an organization that is how the building of an organization, is it well decorated, how are employees of organization, their dress their attitude toward clients etc? Example: Standard Charted Bank. When we go there we will notice that building would be nicely decorated, all the employees will have proper uniform etc which is the physical representation of Standard Chartered Bank Philosophy: As we know for an organization costumers are king because without costumer organization cannot run. Philosophy is the main characteristic of an organization culture because here we emphasis on how to treat customers and how to behave costumers. Team orientation: Team orientation is another salient characteristic of organizational culture. Individuals or groups of individuals are grouped together to perform different activities of an organization. Innovation and risk taking: Working on new thing is called as innovation, no doubt innovation is quite risky but it can be very helpful for an organization. https://static.flatworldknowledge.com/sites/all/files/imagecache/book/30774/fwk-carpenter-fig08_005.jpg (htt2) Example viewing organization culture: Mobilink GSM: culture of Mobilink GSM is to totally satisfy customer and shareholders wants, their dominant values include business brilliance, confidence honesty value for public, corporate social responsibility. Sub Culture: Sub culture is basically a culture with in a culture, like every organization has its specific culture then in organization every department has its own culture that is style of operating controlling of marketing department is different than finance department and similarly culture of HR department is different that marketing department. Developing Organizational Culture: While developing a culture there are some factors which affect organizational culture at a great, of which some are explained below. Economic conditions: Economic conditions has great affect on organization culture because if the time for an organization is prosperous so definitely organizations will be looking for innovations, new ideas etc but on the other hand if time is not prosperous, there are inflations for an organizations so no doubt organization will face a lot of problems. Formation: Formation or structure means how are tasks ordered. In flexible structured organization employees are motivated by giving them rewards etc. Employees are given good working condition. On the other hand if the structure of organization is stressful so definitely employees will be demotivated this will decrease their interest level of work. Leadership style: Leader must implement such rule and regulations which are both convenient for employees to follow as well as profitable for organization. It is up to the leader how he controls an organization. Changing Culture: Changing organizational culture is huge tough task according to expert it takes 8 years for an organization to change their culture as a whole, but mostly organizations alter their negative culture. Change in culture can be made by changing mission and vision of an organization etc. Some factors which are playing great role in changing organization culture are described below. Mission and Vision: In order to change organizational culture changes must be made in the mission and vision statement of organization. As mission and vision is communication purpose to stakeholders, mission and vision for an organization should be wisely selected. Alteration from top to down: While changing organizational culture it is important that whatever changes are made by an organization it should be followed by top level managers as well lower level managers and employees because it is obvious if top managers are implementing new rule and they them self not following rule changing of culture might not be possible. Physical sign of culture: New culture must be physically visible that is style of working, dress of employees and attitude toward stakeholders etc must match the changed culture. Leadership: Leader provides motion for cultural alteration. It is the leader who will guide about new alteration of culture plus leader is one who will implement new culture. Importance of culture: Culture affects over all activities of an organization. It is the culture which represents organizations that how they perform their different tasks. Culture plays lively role in the motivation of employees and culture of an organization is the communication purpose to other stakeholders like customers, competitors etc. Some of the salient points of culture are explained below. Motivation: Culture of an organization helps in the motivation of employees because if the culture of an organization is flexible employees will be encouraged they will be interested in organization, similarly if the culture of an organization is not fulfilling employees demand definitely it will have bad impact on success of an organization. Image of an organization: It is culture which gives an organization a distinctive image. Culture represents an organization that is how is does an organization perform their activities how are there attitude toward customers, employees and other stakeholders. Communication: As discussed above culture plays great role in communication to customers and other stakeholders. Working style, building style and their attitudes attracts customers. Flexibility: Culture provides flexibility in an organization by giving value to customers and having friendly working condition for employees and managers etc. Kinds of culture: There are different types of culture, which are expressed below. Power culture Role culture Task culture Person culture Task for P2: Relationship between organization structure and culture: Organizational structure is the mechanism by which efforts and works are coordinated with supervision to produce the results that are hoped from organizational culture. One of the most important features in relationship between organizational structure and culture is that it gives clear picture to the employees about their limitations and responsibilities and so not to concern about the issues that are beyond their scope of expectation this will help employees to work more efficiently. An effective coalition between organization structure and culture gets people closer to achieve organizational end goals more efficiently. Affect of structure on organization: Structure has a great affect on the performance of organization. If the structure of an organization is flexible the employees of that organization will be motivated and they will perform their task willingly. Structure of an organization helps in maintaining communication and stresses on coordination. Mainly there are two kinds of structures which are given below. Tall structure. An organization which have tall structure will have lower span of control that is there will be lots of hierarchy of manager is high. Advantage: low level of span of control, motivation of employees, good coordination. Disadvantage: expensive because so many managers required for an organization, distraction of accountability, single task is passed from so many individuals in organization, slow decision. Narrow structure: According to specialists single individual can handle well 8 individuals. In narrow structure of an organization there is high span of control, that hierarchy of managers is lower as compared to tall structure. Advantages: less expensive because low number managers, decision making is fast, good communication among employees. Disadvantage: high span of control that is pressure on manager is a lot. Example: We visited Mobilink GSM Peshawar, we had an interview with Customer Care Department. According to them structure of Mobilink GSM is decentralized due to which employees are satisfied from organization structure because they are involve in decision making this really motivates customers and this leads to innovations as well. Affects of culture on organization: Culture has a great affect on organization. If the culture of an organization is good corporate culture employees will be motivated and they will work efficiently and it is also the communication purpose to other stakeholders like customers, shareholders, and government etc. Some salient characteristics of organizational culture are given below. Organizational culture is the physical image of an organization. Helps in making good image of an organization. It is the communication purpose to stakeholders. Example: Mobilink GSM has great friendly environment. When we visited Mobilink GSM we feel our selves like we are home we were asked about what to take and what to eat, this really attracted us and felt us happy. Employees are motivated by various methods specially by awarding them and Mobilink GSM provides their employees with necessities of life like they have air condition system in whole organization in summer while in winter they have heater system and they provide employees coffee breaks etc which increase the level of interests of employees. Task for P3: Individual behavior at work: According to psychologist understanding human psyche is very tough job as we know behavior of one person will be different from another. Behavior of individual varies according to conditions around. Interpersonal behaviors are changed from individual behaviors, that is when a person is alone his/her personality changes as compared to when an individual is with other individuals. On the other hand group behavior is different from interpersonal or individual behavior. Example person named Ahmed sets with his colleagues, Ahmads attitude, style and other things which are concerned with his personality will be changes as compared to when Ahmad is alone. Personality: Personality is the general model of an individuals beliefs, feelings, and behaviors which represents style of individuals involving to the surroundings. Personality of a person involves persons height, weight, attitude, fashion, thinking etc. factors which affect personality are given below. Heredity: It involves attitudes, feelings, thinking and behavior etc that you learn from your parents, siblings etc. It is not 100% sure that your personality will resemble to your parents and siblings it may vary. Environment: Your personality changes according to environment you living. If an individual owns good personality that having good attitude, good expression etc definitely that individuals behavior at work would be appreciative. Perception: Is a method in which individual get in-coming information from their surroundings and then arrange and build out these to understand in a particular manner. Each in-coming information or happening going on nearby of individual is perceived in a particular style by every individual. Therefore perception is a center for the communication of a person with its surroundings both at job or other place. Perceptual selectivity: Human minds are attacked by different information all the time. What basically perceptual selectivity means is that selecting of information by our mind to understand, it is not under the control of human being. Further components of perceptual selectivity are. Context 2. Nature of stimuli 3. Internal factors 4. Fear and trauma Attitude: It is basically the response of an individual to all the actions happening in surrounding to it. Attitude is very important because it is attitude which represents you that is how you perform different task and how you deal things happening around you. Ability: Ability of an individual is inborn quality it changes which passage of time like when an individual perform some task again and again a time may come that person will perform activity efficiently. Ability of an individual in organization is required to obtain certain goals and objectives. Task for M1: Culture and structure of selected organization: The organization which I have selected is Mobilink GSM, Pakistan. About Mobilink: http://upload.wikimedia.org/wikipedia/en/7/7a/Mobilink.jpg Mobilink GSM started its business as the primary GSM cellular cell phone services inside Pakistan through MOTOROLA Inc in 1994, afterward Mobilink GSM was purchased by Orascom Telecom Holding (OTH) which is the first multi-national company of Egypt. Mobilink GSM, a subordinate of the Orascom Telecom Holding, is Pakistans primary cellular and Blackberry service supplier. Having more than 31.5 million subscribers, Mobilink holds market leadership through progressive integrated expertise, the strongest trademark and the largest range of value added services in the business. (Wikipedia , 2011) Mobilink Mission Statement: The business is devoted to give its stakeholders highest level of satisfaction through admirable services and show that we as a corporation meeting our commercial as well as moral objectives, in ways that a regular sensible communal expectations of accountable cellular corporations. (Mobilink GSM, 2011) Culture of Mobilink GSM: Complete purchaser approval: According to Mobilink GSM clients are key to their achievements. Mobilink GSM says that costumers has expectation from us and they are doing to the best of their ability to provide them quality, services more that what they have expected. We will surely work according to needs of our clients. Business brilliance: Mobilink GSM struggle to provide the best quality to our clients. Furthermore Mobilink seek to the uppermost standards and search to identify costumer needs every day. This leads Mobilink GSM to market leading company and gives satisfaction to the stakeholders. Confidence honesty: Mobilink GSM gets arrogance in working the top moral principles in an open and frank environment, and by devoting their promises. Value for public: Mobilink GSM runs its business by its relation with peoples. Mobilink GSM gives its importance to its employees and other stakeholders and Mobilink GSM believe in cooperation. Value for employees: Mobilink provide good, flexible and friendly working environment for their employees. Mobilink GSM treats their employees and managers very well and gives them good amount of salary along with security. Corporate Social Responsibility: Mobilink GSM believes that costumers and businesses are in relationship with each other. They are interdependent to each other. Being good corporate business Mobilink not only focuses on earning profit from society but they also spend in the prosperity of societies. (Mobilink GSM, 2011) Mobilink GSMs organizational Structure: We visited Mobilink GSM, we conducted an interview with their Customer Care department and also with HR department. According to Customer Care department and HR department organizational structure of Mobilink GSM is Decentralized. This means that Mobilink GSM involves their lower level managers and employees in decision making. Advantages of this structure: Due to this structure employees are motivated they consider organization as their family they then work efficiently. This structure leads to new innovations because employees of Mobilink GSM told us in interview that employees can give their suggestions and feedback whenever they want, and feedbacks of employees are given great attention. When their suggestions are liked by the top managers, employees are given different rewards even some employees were given Dubai return tickets. (Figure showing Organizational structure of Mobilink GSM) (Source: Interview) Strategic decision making: Strategic decisions of Mobilink GSM are made by Chief Executives (Presidents) in Islamabad. Other decisions are made by directors of each department involving their lower level managers and employees as well. Task for D1: Recommendations: When skills of employees increases salary should be increased as well. In order to keep employees motivated and efficient they should be given training repeatedly. Giving awards on good performance to employees should be maintained this will develop competition among employees. Keeping in mind conditions of Khyber Pukhtoonkhwa employees should be provided good security. Each department should have emergency alarm and fire distinguisher which would be use in case of emergency. They should provide pick and drop system this will attract employees from competitors. Customer Care Department should be improved because too much customers are dissatisfied from their work. Customers are not satisfied from the mistakes of billing department. As compared to competitors prices are high and customer is dissatisfied with the quality as well. Outcome 2nd Task for P4: Organizational or managerial theories: Before we discuss organizational theories it is important first to know what management is. Management: The art of taking work from employees or people effectively and efficiently. Effectiveness means doing exact work as told. Efficiency doing work with less possible input and more possible output. History: The word manage comes from Italian word (maneggiare) and (maneggiare)ÂÂ  itself is derived from Latin word (Manus) which means hand. Later on, in 17th and 18th centuries, French word (Mesnagement) influenced in meaning of the English word (Management).. Ranks of management: There are three ranks of management, high-level managers, middle-level managers and lower-level managers. Each rank has its own authorities in organization, which is discussed below. High-level managers: This includes board of directors, presidents, vice presidents and chief executives. They generally make top decisions. They are accountable for the outside image of organization. Middle-level managers: This normally includes general managers, department managers etc. They are accountable to high-level managers. They basically acts like interpreters, they describe information of high-level managers to lower-level managers. Lower-level managers: They are managers who have direct contact with employees, lower-level managers gives job to employees and takes work from them. In short its lower-level managers who run organization on daily bases. Development of management thought: how does management start that which steps an organization should carry in order to manage organization Different organizational theories are of which some are discussed below. Scientific Management: To convert your short skilled labor into efficient employees. This will happen by giving your employees good training that is how to perform different task and by increasing their wages this will increase their interest in work. Explanation: scientific management is also known as Taylorism. It was developed by Frederick Winslow Taylor, he said that organization cannot be managed by hazy ideas it should be managed by organized rules. Principles of Scientific Management: >> Employees should be train for more improvement and they should be motivated by giving awards etc to employees. >> Recruitment should be completely base on merit (scientifically). >> Boss should not be so strict so that employees become stressful nor should the boss be so friendly that employees do not perform their tasks effectively. >> When sales increases, wages should be increased as well. This will encourage employees a lot. >> There should be possible minimum work pressure on employees so that they can perform their tasks well. Human Relations Approach: This approach emphasize on, that human should not be considered as machines, they should be given proper relation and breaks when working Explanation: This approach was first introduced by George Elton Mayo. He was the first person who talked about human relationships approach. He said that human beings become bored when do something for long time without proper breaks, they should be given breaks, they should be provided food, water etc while working in organization. Salient features of Human Relationships Approach: >> Employees should be motivated positively not by force. >> Employees should not be considered as rational, they should be given breaks while working in organization. >> This approach stresses on team work, because by team there is low level of work pressure on employees plus when more than one individuals are grouped together to solve specific problem they will do it more effectively as compared to an individual who is alone. Classical Administration: Henri Fayol introduced classical administration. Henri Fayol was suburb of Turkey who was born in 1841 and was French mining engineer. He gave 14 principles of management. Which are discussed below. Division of work: To train employees in order to make them more efficient. Authority: Managers should have the ability take work from employees. That he/she should be able to make employees to obey their orders. Discipline: There should be proper rules and regulations in organization and all employees must obey them. Example: wearing proper uniform, coming on time and leaving on time etc. Unity of command: Employees should be accountable to one boss because the number of boss in organization is more than one this will cause confusion for employees. Unity of direction: in order to avoid distraction employees must go on one plan that is one direction. Subordination of person interests to the common interest: Interests of organization must be given top priority. Remuneration: There should be extra packages for employees in organization. Employees should be given good wage. Centralization: It means making of decisions by managers. Hierarchy: They are the managers to whom employees are accountable. Order: To place right person the task that is every person should be given task according to the work they specializes. Equity managers should not be cruel or bad with employees they should be friendly with employees. Stability of staff: There should not be surplus of employees not shortage of employees in organization. Initiatives: Organization should focus on innovation, they should take risk in making new things. Esprit De Corps: To work as team because it will ease task for every employees. (Wikipedia, 2011) Function of management: Managing almost in every organization helps in achieving organizational goals and objectives, it brings employees closer that is stresses on team work. Management plays great role on motivating employees. There are different functions of management which are planning, organizing, leading, coordinating and controlling. Planning: For achieving organization goals and objectives planning is done. That how will an organization achieve their goals and objectives. Planning further includes mission, goals, objectives, tactics, budgeting and procedure. Mission: It is the very reason of existence of an organization. Goals: Are the long term intentions, what an organization wants to become in future. Objectives: Are short term intentions of an organization. Tactics: Are methodologies used to achieve objectives (short term targets). Strategies: Are game plans which are used to achieve long term targets of an organization (goals). Budgeting: Amount of capital (money) required for achieving specific goal is called as budgeting. Procedure: Is the specific way of doing some activity. OR Rules and regulations to do some work. Organizing: Collecting the best resources to achieve different goals and objectives of an organization, which is having good machinery, skilled employees and managers etc. Leading: guiding employees how to perform tasks in organization, how to behave clients etc. Coordinating: Providing team work environment, which is helping each other in organization in order to be successful. Controlling: to monitor how are tasks going on and is it going according to the plan or not. Motivation: Without motivating employees taking work from them is so difficult. Employees should be motivated because then they will do their work effectively and efficiently and with interest. Employe

Why the Employee Engagement Survey is Out of Date

Why the Employee Engagement Survey is Out of Date May 25, 2015 Abstract The objective of this project is to examine a current article and determine the capacity to analysis the current event by developing a rational summary (Schinker, 2015). This article is about the review of a somewhat outdated management method that has recently been given an updated title. The company examined within the article can be any kind of general company and is intended to be used as an illustration of what any company is able of transforming (Schinker, 2015). This is article is intended to demonstration what is not functioning within a company and how that company can go about revamping their method of providing an enjoyable work experience. Current Event Summarization The article that I found for my current event was â€Å"Why the employee engagement survey is out of date?† and is basically a summarization of another article titled â€Å"Its Time To Rethink The Employee Engagement Issue† with an ultimate resolution. So to begin the author of â€Å"Its Time To Rethink The Employee Engagement Issue† is Josh Bersin and based off of my article he argues that the conventional yearly engagement survey is invalid and unnecessary (Red, 2015). Bersin asks for more of an all-inclusive, unified, and instantaneous method to assessing and pushing for greater amounts of associate dedication and desire (Bersin, 2014). The most noted yearly engagement survey developer was actually Gallup who created the initial survey over 30 years ago (Bersin, 2014). Gallup was initially motivated by the industrial engineer Frederick Taylor’s work of the late-1800s (Bersin, 2014). Taylor was the first to notice the increased associate satisfaction on the steel business’ production rates (Bersin, 2014). My article continues to explain that Bersin has an argument that allows us to understand that this old evaluation standard is no longer applicable due to the fact that there are currently too many types of surveying tools used to gauge associate engagement (Red, 2015). The first reason why this evaluation standard is no longer applicable is because the standard is just too constricted (Red, 2015). Based off of my article Bersin implies that the conventional engagement survey is not as comprehensive as it could be (Red, 2015). Developing work societies mean redefining most management designs, the job atmosphere, and even the labor force itself which normally are excluded from most surveys (Red, 2015). Therefore, Bersin goes on to state that companies have to look past these aspects of engagement and come up with innovated ways to make their associates feel wanted and cherished (Red, 2015). Types of ways my article says this is possible could be by providing snack rooms, rooms to relax in, and even ways to eliminate stress such as yoga or a masseuses (Red, 2015). The other reason why this evaluation standard is no longer applicable is because the term engagement is misleading (Red, 2015). Based off of my article it states that Bersin even has a problem with the term â€Å"engagement† he says that engaging a company’s associates is no longer adequate (Red, 2015). He says that a company’s associates have to ready to commit or marry the company (Red, 2015). Yet, the only way this would be possible is by establishing a company that makes their associates want to come to work (Red, 2015). Based off of the article Bersin feels that it would be best if companies began utilizing a new evaluation standard besides the conventional yearly engagement survey (Red, 2015). With that said a new method that companies could adopt would be by gauging the delight and career fulfillment on a regular basis (Red, 2015). By placing instantaneous reaction instruments to a company’s associates it allows these associates to straightforwardly convey their emotions to management so that they can control any disputes before that become overwhelming (Red, 2015). The article also states that based off of Bersin’s perspective that associates should be viewed as the core to a company’s production instead of as just cogs in the machine, which can be interpreted by saying that instead of a company working their associates to the bone that they could utilize the new method mentioned above and make themselves seductive to the associates and they will engage themselves much more o ften (Red, 2015). Current Event Determination Earlier this week we discussed a topic called the quality of work life programs. I feel that this article greatly relates to this concept due to the fact that by engaging a company’s associates they can determine what makes going to work irresistible. This is what the quality of work life programs do for the companies that use them. Therefore, we can see with the following chart that quality of work life programs could basically be the solution to the engagement survey problem. (Gayathiri Ramakrishnan, 2013). With what I have learned this week in regards to what the quality of work life programs are they are essentially expected to help enhance the personal lives of a company’s associates and their functionality to more of an acceptable standard. Now with this said to determine the solution to the question of whether I feel the article discussed a prediction of a recovery, if a negative approach, or success, if a new launch or revamping of a current policy/approach, to this issue?† (Schinker, 2015). I believe that with the concept that the end of the article â€Å"Why the employee engagement survey is out of date?† discussed that the quality of work life programs are the solution to the engagement survey issue and could become very effective in the long run for many companies. I also feel that as long as companies attempt to work with their associates this concept will become even better than the â€Å"engagement survey† concept. Therefore, I believe that as lon g as companies are trying to enhance their method of associate engagement and try to utilize some of the abundant resources accessible to them that they can handle their functionality issues successfully. Conclusion With all of the material from above I trust that the article â€Å"Why the employee engagement survey is out of date?† is an applicable article that completely displays that I understand what make this a management issue (Schinker, 2015). The rationale for this is due to the fact that the article expresses a procedure that is similar to the quality of work life programs, which are a management concept that we discussed this week. The quality of work life programs can also be used as a means for managers to enhance the lives of their associates and the inclusive functionality of the company. References Bersin, J. (2014, April 10). Its Time To Rethink The Employee Engagement Issue. Retrieved May 21, 2015, from http://www.forbes.com/sites/joshbersin/2014/04/10/its-time-to-rethink-the-employee-engagement-issue/. Gayathiri, R., Ramakrishnan, L. (2013, January 1). Quality of Work Life – Linkage with Job Satisfaction and Performance. Retrieved May 25, 2015, from http://www.ijbmi.org/papers/Vol(2)1/Version_2/A210108.pdf, Red, L. (2015, March 12). Why the employee engagement survey is out of date. Retrieved May 25, 2015, from http://www.leadershipreview.net/why-employee-engagement-survey-out-date Schinker, R. (2015). Week 2 Current Event Paper Assignment Description. Retrieved May 21, 2015, from https://davenport.blackboard.com/webapps/blackboard/execute/displayLearningUnit?course_id=_189795_1content_id=_7164613_1.