1. What are the three classical management approaches?
Scientific, administrative, and bureaucratic
2. Classical management approach?
Efficiency, Frederick Taylor
3. Frank and Lillian Gilberth did what?
They did the motion study, with bricks
4. In 1916 Henri Fayol published... list fourteen principles.
5. Bureaucratic organization?
Looks into the company, paperwork, the process
6. Behavioural management approaches, Max Weber?
Fairness of equity
efficiency of utilizing resources
7. Describe the work of Mary Parker Follett
Look at employees and their behaviour instead of company
8. How do behavioural management and classical management differ?
Classical looks at how to be productive where as behavioural looks at the people and the behaviours/emotions
9. What happened at the Western Emetic Company in 1924? Hint: Hawthorne Studies
Proved that some of the things that they were doing were effective and infective. Found that the behaviours of workers are based on psychological factors
10. Hierarchy of needs? Maslow pyramid
Physiological needs
Safety Needs
Social Needs
Esteem Needs
Self-Actualization needs
11. McGregor's Theory X and Y
X= Don't care about your job, not motivated, bad worker
Y= Good worker, ambitious, desire to do hard work
12. Argyris's theory of Adult Personality
Teach workers as adults
13 A) Quantitative analysis and tools: Based on math, facts and figures
B) Organizations as systems: Systems that fall under a bigger system with the same goal in mind
C) Contingency Thinking: Find alternative actions for arising future problems or issues
E) Using intellectual capital for competitive advantage, continusouly improve and change the company for the better
F) Evidence-Based Management: Basing actions on past evidence that have proved to have a positive outcome
G) Twenty-first Century Leadership: Managers should be constantly learning, not left behind, focus on customers and employees, not about doing things right, but doing the right things
Former Hokage, Avatar and Pokemon Master. I decided to quit my day-time job and become a blogger.
Wednesday, June 14, 2017
Thursday, June 1, 2017
Amazon pg 104
1. Amazon is a problem seeker. It expanded beyond books, like booksusrge and kindle; has avoided paying state taxes, and is always updating products
2. Systematic:
- tax advantage
- computer solitude
- paying bills
- shipping products
Intuitive Thinking:
- creating new products like kindle new services
3. Strategic opportunism is focusing on long term objectives while being flexible in dealing with short term problems
2. Systematic:
- tax advantage
- computer solitude
- paying bills
- shipping products
Intuitive Thinking:
- creating new products like kindle new services
3. Strategic opportunism is focusing on long term objectives while being flexible in dealing with short term problems
Monday, May 1, 2017
Current Events Assignment
CBC NEWS
On April 27 2017, Scientists reports successfully growing lambs in artificially offering hope for preemies
-Researchers are creating an artificial womb to improve care for extremely premature babies in hopes of a better chance of survival
-It gives a more gentler solution than hooking them into a ventilator and other machines inside an incubator
-New approach mimics a womb-like environment and treats the preemies as fetuses inside a mother's womb and attached to it is a mechanical placenta that keeps blood oxygenated
-Animal-testing have been don on extremely premature lambs that were able to grow normal inside the system for three to four weeks
-Began with a tiny fetus that was able to spend most of its times sleeping. In four weeks, the fetus opened its eyes, grew wool and had the ability to breathe and swim
-Human testing is still far fetched, although this new experiment can make it faster as the team is already in discussions with the U.S Food and Drug Administration
-Objective: To attempt and save the most critically premature infant that are born before 26 weeks of gestation and even those rate the the limits of viability- 24-25 weeks.
- Extreme prematurity is a leading cause of infant mortality and the 10 percent that do make it have a majority of serious disabilities such as cerebral palsy (Movement disorders)
-Ability to deliver a baby that is physiologically 28 to 29 weeks in development.
- Lambs were delivered by C-Sections and immediately placed into the baobab.
http://www.cbc.ca/news/health/womb-artificial-1.4085545
On April 27 2017, Scientists reports successfully growing lambs in artificially offering hope for preemies
-Researchers are creating an artificial womb to improve care for extremely premature babies in hopes of a better chance of survival
-It gives a more gentler solution than hooking them into a ventilator and other machines inside an incubator
-New approach mimics a womb-like environment and treats the preemies as fetuses inside a mother's womb and attached to it is a mechanical placenta that keeps blood oxygenated
-Animal-testing have been don on extremely premature lambs that were able to grow normal inside the system for three to four weeks
-Began with a tiny fetus that was able to spend most of its times sleeping. In four weeks, the fetus opened its eyes, grew wool and had the ability to breathe and swim
-Human testing is still far fetched, although this new experiment can make it faster as the team is already in discussions with the U.S Food and Drug Administration
-Objective: To attempt and save the most critically premature infant that are born before 26 weeks of gestation and even those rate the the limits of viability- 24-25 weeks.
- Extreme prematurity is a leading cause of infant mortality and the 10 percent that do make it have a majority of serious disabilities such as cerebral palsy (Movement disorders)
-Ability to deliver a baby that is physiologically 28 to 29 weeks in development.
- Lambs were delivered by C-Sections and immediately placed into the baobab.
http://www.cbc.ca/news/health/womb-artificial-1.4085545
TEST YOURSELF CHALLENGE
1. 26 Letter of the Alphabet
2. 7 Wonders of the World
3. 1001 Arabian Nights
4. 12 Signs of the Zodiac
5. 54 Cards in a Deck with Jokers
6. 9 Planets in the solar system
7. 88 Piano keys
8. 13 Stripes on the American flag
9. 32 Degrees fahrenheit which water freezes
10. 18 Holes on a gold course
11. 90 Degrees of a right angle
12. 200 Dollars for passing Go on Monopoly
13. 8 Signs on a stop sign
14. 3 Blind mice (see how they run)
15. 4 Quarters in a cup
16. 24 Hours in a day
17. 1 Wheel on a unicycle
18. 5 digits in a zip code
19. 57 Heinz Varietees
20. 11 Players on a football team
21. 1000 Words that a picture is worth
22. 29 Days in February in a leap year
23. 64 Squares on a chess board
24. 40 Days and nights of the great food
2. 7 Wonders of the World
3. 1001 Arabian Nights
4. 12 Signs of the Zodiac
5. 54 Cards in a Deck with Jokers
6. 9 Planets in the solar system
7. 88 Piano keys
8. 13 Stripes on the American flag
9. 32 Degrees fahrenheit which water freezes
10. 18 Holes on a gold course
11. 90 Degrees of a right angle
12. 200 Dollars for passing Go on Monopoly
13. 8 Signs on a stop sign
14. 3 Blind mice (see how they run)
15. 4 Quarters in a cup
16. 24 Hours in a day
17. 1 Wheel on a unicycle
18. 5 digits in a zip code
19. 57 Heinz Varietees
20. 11 Players on a football team
21. 1000 Words that a picture is worth
22. 29 Days in February in a leap year
23. 64 Squares on a chess board
24. 40 Days and nights of the great food
Sunday, April 30, 2017
PG 77
1. Summarize and Identify managers as problem solving, problem solving approaches, types of thinking in 5 steps.
1. In any workplace, managers must be really good at problem-solving in many situations as well as on the spot problems that arise. That must make alternative decisions if need be while facing a continuous stream of other daily problems. One example is performance deficiency, when a employee's daily output decreases or when a customer has a complaint. On the other hand, these issues brings up performance opportunities for workers to practice their problem-solving skills.
2. They're four main approaches of thinking: Systematic thinking, intuitive thinking, multi-dimensional thinking and strategic opportunism. A systematic thinker and intuitive thinker come hand in hand with each other. A systematic thinker approaches problems in a rational, step-by-step, and analytical fashion. Where as an intuitive thinker is spontaneous and responds imaginatively with problems. Also, a multi-dimensional thinker commonly has the ability to view many problems at once, in relationship to another issue. Lastly, a strategic opportunist has the ability to remain focused on long-term objectives while being flexible to resolve short-term problems and opportunities in a timely manner.
The 5 steps in the decision-making process is as followed: Identify and define the problem, generate and evaluate alternative solutions, choose a preferred course of action and conduct ethics double-check, implement the decision, and evaluate the results.
1. In any workplace, managers must be really good at problem-solving in many situations as well as on the spot problems that arise. That must make alternative decisions if need be while facing a continuous stream of other daily problems. One example is performance deficiency, when a employee's daily output decreases or when a customer has a complaint. On the other hand, these issues brings up performance opportunities for workers to practice their problem-solving skills.
2. They're four main approaches of thinking: Systematic thinking, intuitive thinking, multi-dimensional thinking and strategic opportunism. A systematic thinker and intuitive thinker come hand in hand with each other. A systematic thinker approaches problems in a rational, step-by-step, and analytical fashion. Where as an intuitive thinker is spontaneous and responds imaginatively with problems. Also, a multi-dimensional thinker commonly has the ability to view many problems at once, in relationship to another issue. Lastly, a strategic opportunist has the ability to remain focused on long-term objectives while being flexible to resolve short-term problems and opportunities in a timely manner.
The 5 steps in the decision-making process is as followed: Identify and define the problem, generate and evaluate alternative solutions, choose a preferred course of action and conduct ethics double-check, implement the decision, and evaluate the results.
Monday, March 27, 2017
The 1 Billion Dollar Hellhole
In light of the article, it presents the bureaucratic and injustices of Toronto's legal system. In many instances, the jails in Toronto display the poor conditions and lack of human rights that inmates must live under. I believe, the justice system in Toronto fails to adhere to the needs of their inmates because of its problematic structure behind closed doors. In a constant battle of equality, there have been countless cases of inmates who speak out against the poor living conditions, lack of rights and inadequate circumstances. Through this, many Toronto jails have proven that the system has been more of a issue than solution. To mend with the situation, I feel Elton Mayo's studies of management would be able to solve the issues. I believe, the problems lie in the workers of the jails, the police force are responsible for the conditions of jails and are liable for the inmates. However, time and time again they fail to solve the problems. The Hawthorne Studies can solve this by making police officers more productive with their work. Many variables such as a clean work stations, allowing workers to build and in teams, and having regular breaks can make a big difference. Through this new style of work, it increases the morales of the workers to do a better job and ultimately make jails a safer place.
Thursday, March 9, 2017
Pg 63 #34
A) Three ways Kate can use classical management theory to improve the team would be: The ten employers work as leaders instead of controllers, the new employees must feel a part of the community and business by Katie displaying a non-dominant pyramid and the company as a whole pursuing a corporate social responsibility. These three methods of classical management can be incorporated in Katie's business.
B) Katie could use the Hawthorne effect in her business by using certain techniques to make people more productive. Studies show that psychological factors play a big role in the productivity of the workers. Through this, Katie could make her employees feel good and have a positive morale in the workplace to increase their productivity.
C) She can use Theory X and Theory Y to manage the team by determining good workers and bad workers. Using these theories will help Katie find the best workers for her company and show how she wants her business to be ran.
D) In her company, the Argyis theory in managing the department by treating people equally and raising everyones morale. Based on Maslow's pyramid, self-actualization is an important need for workers because it makes them feel wanted and needed in the company.
E) Within her company, she can apply TQM through continuous improvement of her business. The three guiding principles of plan, control and improve should be the basic notion of any company because there's always a way to expand a business. This involves always searching for new ways to improve work quality and performance.
F) The most important attributes of the 21st century for managers for Kate's business is leadership and special responsibilities. As a new business, it's imperative that she has loyal and hardworking individuals who can lead a team of employees. Also, they must have the ability to work with special responsibilities and are able to still lead the team.
B) Katie could use the Hawthorne effect in her business by using certain techniques to make people more productive. Studies show that psychological factors play a big role in the productivity of the workers. Through this, Katie could make her employees feel good and have a positive morale in the workplace to increase their productivity.
C) She can use Theory X and Theory Y to manage the team by determining good workers and bad workers. Using these theories will help Katie find the best workers for her company and show how she wants her business to be ran.
D) In her company, the Argyis theory in managing the department by treating people equally and raising everyones morale. Based on Maslow's pyramid, self-actualization is an important need for workers because it makes them feel wanted and needed in the company.
E) Within her company, she can apply TQM through continuous improvement of her business. The three guiding principles of plan, control and improve should be the basic notion of any company because there's always a way to expand a business. This involves always searching for new ways to improve work quality and performance.
F) The most important attributes of the 21st century for managers for Kate's business is leadership and special responsibilities. As a new business, it's imperative that she has loyal and hardworking individuals who can lead a team of employees. Also, they must have the ability to work with special responsibilities and are able to still lead the team.
Pg 52 #1-12
1. Mary Parker's views on group is that she believes organizations should be viewed as communities and work together in harmony. Everyone must work as a unity and should take over and reconcile conflicts and differences.
2. A manager's job in Mary Parker's views is an individual who is a leader, but someone who wants workers to be included into the overall business. She believes, working as a united group and as a family will lead to the most successful business.
3. Follet emphasizes on groups and her commitment to human cooperation are imperative themes in today's business. She believed making every employee an owner in a business would create feelings of collective responsibility.
4. The initial purpose of the Hawthorne studies was the scientific management perspective and sought to determine how economic incentives and physical conditions of the workplace affected the output of workers. The actual outcome of the experiment directed research attention to findings of psychological factors that affect workers.
5. The two factors that Elton Mayo initially singled out in his studies were how economic incentives and physical conditions of the workplace were affecting the output of workers. However later on he found that it was certain psychological factors that impacted the employees.
6. The Hawthorn effect is the later finding of the Hawthorne studies that believed in understanding human interaction in a workplace and how it can correlate with work. What really makes a difference in how people work and productivity is workers being observed and work harder and are treated differently, being watched or singled out.
7. The Human Relations Movement suggested that managers using good human relations will achieve productivity. The movement was largely based on the viewpoint that managers who used good human relations in the workplace would achieve productivity.
8. According to Maslow, a need is a physiological or psychological deficiency that a person feels compelled to satisfy. In his findings, there are 5 main points of needs a person must go through in the workplace and in life.
9. Self-Actualization
Esteem Needs
Social Needs
Safety Needs
Physiological Needs
10. Theory X management explains negative aspects of a worker. Characteristics for a bad worker are irresponsible, lack of ambition, dislike work and prefer to be led.
11. Theory Y management explains the positive aspects of a worker. Characteristics for a good worker are willing workers, likes responsibility, optimist and positive attitude.
12. Argyris's theory of personality looked at self1. Mary Parker's views on group is that she believes organizations should be viewed as communities and work together in harmony. Everyone must work as a unity and should take over and reconcile conflicts and differences.
2. A manager's job in Mary Parker's views is an individual who is a leader, but someone who wants workers to be included into the overall business. She believes, working as a united group and as a family will lead to the most successful business.
3. Follet emphasizes on groups and her commitment to human cooperation are imperative themes in today's business. She believed making every employee an owner in a business would create feelings of collective responsibility.
4. The initial purpose of the Hawthorne studies was the scientific management perspective and sought to determine how economic incentives and physical conditions of the workplace affected the output of workers. The actual outcome of the experiment directed research attention to findings of psychological factors that affect workers.
5. The two factors that Elton Mayo initially singled out in his studies were how economic incentives and physical conditions of the workplace were affecting the output of workers. However later on he found that it was certain psychological factors that impacted the employees.
6. The Hawthorn effect is the later finding of the Hawthorne studies that believed in understanding human interaction in a workplace and how it can correlate with work. What really makes a difference in how people work and productivity is workers being observed and work harder and are treated differently, being watched or singled out.
7. The Human Relations Movement suggested that managers using good human relations will achieve productivity. The movement was largely based on the viewpoint that managers who used good human relations in the workplace would achieve productivity.
8. According to Maslow, a need is a physiological or psychological deficiency that a person feels compelled to satisfy. In his findings, there are 5 main points of needs a person must go through in the workplace and in life.
9. Self-Actualization
Esteem Needs
Social Needs
Safety Needs
Physiological Needs
10. Theory X management explains negative aspects of a worker. Characteristics for a bad worker are irresponsible, lack of ambition, dislike work and prefer to be led.
11. Theory Y management explains the positive aspects of a worker. Characteristics for a good worker are willing workers, likes responsibility, optimist and positive attitude.
12. Argyris's theory of personality looked at self1. Mary Parker's views on group is that she believes organizations should be viewed as communities and work together in harmony. Everyone must work as a unity and should take over and reconcile conflicts and differences.
Wednesday, March 8, 2017
Cadbury Chocolate Tour
1. In our tour at the Cadbury Chocolate Factory, the management organizational structure first begins with the workers as the foundation of the company. This workers consist of the full-time and part-time employees, these workers deal with hands on tasks with products and day-to-day tasks. Above these workers would be their supervisors, these individuals lead and control the workers to ensure productivity, efficiency and overall consistency in the workplace. Next in the pyramid would be the managers that work behind the scenes of the company. These people are the highest in their part of the business. Lastly, on the top would consist of the board of directors and the owners of Cadbury Chocolate.
2. In the tour, in recent years there has been no specific problems with the company. However, the tour guide explains that back in the beginning and older times of the company there were various problems within the business. She explained, due to the changes in society the company had to find ways to innovate new products and increase sales. This would create new merchandising methods, new products and new policies.
3. In Cadbury Chocolates, the rules of holiday pay and overtime rules is that workers would be paid during these times. This is one of the only times in any company would implement such policies, but it keeps their workers happy and a higher morale.
4. No, this is completely not acceptable in the company. Cadbury Chocolate is unquestionably strict on the rules and obligations there workers must follow. This includes no stealing of chocolate or any other products.
5. If an employee gets caught stealing there will be harsh consequences. The first being a warning and termination being the last straw.
6. During the tour, Cadbury Chocolate is strict of their policies. This meant all tourists must wear long pants, flat shoes and cover any hair or facial hair. This is because it is imperative that no accidents or problems would occur in the factory.
7. 5 Bureaucratic procedures:
- The rules and procedures in the beginning
- Wearing of the hair nets, facial nets, ponchos and ear plugs
- The walking of stairs
- The buying of chocolate
- The distribution of chocolate
8. In Cadbury Chocolate, the workers were exemplary of efficient, productive workers. These individuals did their job in a timely manner and had happy faces. The only problem was the lack of communication in the workplace. This is because of the noise issues in the factory, but even then they were able to work around it.
9. The interview process is an essential skill all workers must have. This includes a clear voice, happy face, firm shake and ability to answer questions. All of these skills is imperative during the interview process where workers would have to interact with other people.
10. Ways the company focuses on team development is with the workers. They try to include all of their employees and work hands on with the products. This is where workers have to interact and perform together as a unit to unsure that all tasks are done by the end of the day.
11. Employee accomplishments are recognized through their pay. In the company, pay is based on productivity and efficiency. The amount of pay is dependant on how much the worker is able to do during their hours. This ensures that all workers are doing their share in the company.
12. Yes, the company is partnered with various countries in efforts to improve the business and others. One project they're in is their bike donations to Ghana children, where anyone can make bicycles for children on their website. Another social responsibility program they're in is during certain events they would give out free chocolate and advertise their brand in the community.
13. The personality trait that is thrived throughout the company is efficiency. A majority of workers share this common trait because the company ensures that their products come first and that all workers are doing their share.
14. They motivate their team by ensuring productivity and efficiency. By this workers can feel a part of the company and work with a higher morale.
15. The corporate culture in the company is positivity and teamwork. The company as a whole wants everyone to feel included and as part of the team.
2. In the tour, in recent years there has been no specific problems with the company. However, the tour guide explains that back in the beginning and older times of the company there were various problems within the business. She explained, due to the changes in society the company had to find ways to innovate new products and increase sales. This would create new merchandising methods, new products and new policies.
3. In Cadbury Chocolates, the rules of holiday pay and overtime rules is that workers would be paid during these times. This is one of the only times in any company would implement such policies, but it keeps their workers happy and a higher morale.
4. No, this is completely not acceptable in the company. Cadbury Chocolate is unquestionably strict on the rules and obligations there workers must follow. This includes no stealing of chocolate or any other products.
5. If an employee gets caught stealing there will be harsh consequences. The first being a warning and termination being the last straw.
6. During the tour, Cadbury Chocolate is strict of their policies. This meant all tourists must wear long pants, flat shoes and cover any hair or facial hair. This is because it is imperative that no accidents or problems would occur in the factory.
7. 5 Bureaucratic procedures:
- The rules and procedures in the beginning
- Wearing of the hair nets, facial nets, ponchos and ear plugs
- The walking of stairs
- The buying of chocolate
- The distribution of chocolate
8. In Cadbury Chocolate, the workers were exemplary of efficient, productive workers. These individuals did their job in a timely manner and had happy faces. The only problem was the lack of communication in the workplace. This is because of the noise issues in the factory, but even then they were able to work around it.
9. The interview process is an essential skill all workers must have. This includes a clear voice, happy face, firm shake and ability to answer questions. All of these skills is imperative during the interview process where workers would have to interact with other people.
10. Ways the company focuses on team development is with the workers. They try to include all of their employees and work hands on with the products. This is where workers have to interact and perform together as a unit to unsure that all tasks are done by the end of the day.
11. Employee accomplishments are recognized through their pay. In the company, pay is based on productivity and efficiency. The amount of pay is dependant on how much the worker is able to do during their hours. This ensures that all workers are doing their share in the company.
12. Yes, the company is partnered with various countries in efforts to improve the business and others. One project they're in is their bike donations to Ghana children, where anyone can make bicycles for children on their website. Another social responsibility program they're in is during certain events they would give out free chocolate and advertise their brand in the community.
13. The personality trait that is thrived throughout the company is efficiency. A majority of workers share this common trait because the company ensures that their products come first and that all workers are doing their share.
14. They motivate their team by ensuring productivity and efficiency. By this workers can feel a part of the company and work with a higher morale.
15. The corporate culture in the company is positivity and teamwork. The company as a whole wants everyone to feel included and as part of the team.
Wednesday, March 1, 2017
Self-Awareness- Looking at the Johari Window
The notion of every single being having four panes in every relationship that constantly changes based on the relationship is right. I strongly agree that every relationship there are imaginary boundaries based on the strength, closeness and influence of a relationship. Every single one is different and it depends on the comfortability of the two individuals in the relationship. This belief of the four panels coincides with the perspective of the person. How one sees oneself, how one sees another how no one sees are the differences. The Johari Window is a strong display of the different perspectives of a person.
Scientific Management
1. State Taylor's four guiding principles of scientific management
2. What is a motion study, state one example
3. Describe present day example of scientific management
4. State Fayol's 14 principles
5. Explain how Fayol's five rules of management closely resemble the four functions of management
6. Define bureaucracy
7. What are the defining characteristics of Weber's bureaucracy?
8. What are the disadvantages of a bureaucracy?
1. His four guiding principles of scientific management were:
1. Develop for every job a "science" the includes rules of motion, standardized work tools and proper working conditions
2. Carefully select workers with the right abilities for the job
3. Carefully train workers to do the job and give them the proper incentives to cooperate with the job of "science"
4. Support workers by carefully planning their work and by smoothing the was as they go about their jobs
2. Motion study: The science of reducing a task to its basic physical motions
3. A basic example of scientific management is the famous car company Mercedes-Bens who expects and teaches its North American workers to follow precise standard methods and Procedures. They believe this is the key to maintaining high-quality and high-performance standards in their company.
4. Fayol's 14 principles are the following:
1. Division of labour- Specialization of work will result in continuous improvements in skills and methods
2. Authority- Managers and workers need to understand that managers have the right to give orders
3. Discipline- Behaviour needs to be grounded in obedience and derived from respect. There will be no slacking or bending of rules
4. Unity of command- Each employee should have one, and only one, manager
5. Unity of direction- The leader generates a single plan, and all play their part in executing that plan
6. Subordination of individual interests- While at work only work issues should be undertaken or considered
7. Remuneration- All should receive fair payment for their work; employees are valuable and not simply an expense
8. Centralization- While recognizing the difficulties in large organizations, decisions are primarily made from the top
9. Scalar chain (line of authority)- Organizations must have clear formal chains of command running from the top to the bottom of the organization
10. Order- There is a place for everything, and all things should be in their place
11. Equity- Managers should be kind and fair
12. Personnel tenure- Unnecessary turnover is to be avoided, and there should be lifetime employment for good workers
5. Fayol's 5 rules of management are the following:
1. Foresight- to complete a plan of action for the future
2. Organization- to provide and mobilize resources to implement the plan
3. Command- to lead, select, and evaluate workers to get the best work toward the plan
4. Coordination- to fit diverse efforts together and ensure information is shared and problems solved
5. Control- to make sure things happen according to plan and take necessary corrective action
His 5 rules of management closely resemble the four functions of management because this was he necessary fundamentals of management.
6. Bureaucracy- A rational and efficient form of organization founded on logic, order, and legitimate authority
7. The defining characteristics of Weber's bureaucracy were the following:
- Clear division of labour: Jobs are well defined, and workers become highly skilled at performing them
- Clear hierarchy of authority: Authority and responsibility are well defined for each position, and each position to a higher-level one
- Formal rules and procedures: Written guidelines direct behaviour and decisions in jobs and written files are kept in historical record
- Impersonality: Rules and procedures are impartially and uniformly applied, with no one receiving preferential treatment
- Careers based on merit: Workers are selected and promoted on ability, competency and managers are career employees of the organization
8. Some disadvantages of bureaucracy could include excessive paperwork, slowness in handling problems, rigidity in the face shifting customer or client needs, resistance to change and employee apathy.
2. What is a motion study, state one example
3. Describe present day example of scientific management
4. State Fayol's 14 principles
5. Explain how Fayol's five rules of management closely resemble the four functions of management
6. Define bureaucracy
7. What are the defining characteristics of Weber's bureaucracy?
8. What are the disadvantages of a bureaucracy?
1. His four guiding principles of scientific management were:
1. Develop for every job a "science" the includes rules of motion, standardized work tools and proper working conditions
2. Carefully select workers with the right abilities for the job
3. Carefully train workers to do the job and give them the proper incentives to cooperate with the job of "science"
4. Support workers by carefully planning their work and by smoothing the was as they go about their jobs
2. Motion study: The science of reducing a task to its basic physical motions
3. A basic example of scientific management is the famous car company Mercedes-Bens who expects and teaches its North American workers to follow precise standard methods and Procedures. They believe this is the key to maintaining high-quality and high-performance standards in their company.
4. Fayol's 14 principles are the following:
1. Division of labour- Specialization of work will result in continuous improvements in skills and methods
2. Authority- Managers and workers need to understand that managers have the right to give orders
3. Discipline- Behaviour needs to be grounded in obedience and derived from respect. There will be no slacking or bending of rules
4. Unity of command- Each employee should have one, and only one, manager
5. Unity of direction- The leader generates a single plan, and all play their part in executing that plan
6. Subordination of individual interests- While at work only work issues should be undertaken or considered
7. Remuneration- All should receive fair payment for their work; employees are valuable and not simply an expense
8. Centralization- While recognizing the difficulties in large organizations, decisions are primarily made from the top
9. Scalar chain (line of authority)- Organizations must have clear formal chains of command running from the top to the bottom of the organization
10. Order- There is a place for everything, and all things should be in their place
11. Equity- Managers should be kind and fair
12. Personnel tenure- Unnecessary turnover is to be avoided, and there should be lifetime employment for good workers
5. Fayol's 5 rules of management are the following:
1. Foresight- to complete a plan of action for the future
2. Organization- to provide and mobilize resources to implement the plan
3. Command- to lead, select, and evaluate workers to get the best work toward the plan
4. Coordination- to fit diverse efforts together and ensure information is shared and problems solved
5. Control- to make sure things happen according to plan and take necessary corrective action
His 5 rules of management closely resemble the four functions of management because this was he necessary fundamentals of management.
6. Bureaucracy- A rational and efficient form of organization founded on logic, order, and legitimate authority
7. The defining characteristics of Weber's bureaucracy were the following:
- Clear division of labour: Jobs are well defined, and workers become highly skilled at performing them
- Clear hierarchy of authority: Authority and responsibility are well defined for each position, and each position to a higher-level one
- Formal rules and procedures: Written guidelines direct behaviour and decisions in jobs and written files are kept in historical record
- Impersonality: Rules and procedures are impartially and uniformly applied, with no one receiving preferential treatment
- Careers based on merit: Workers are selected and promoted on ability, competency and managers are career employees of the organization
8. Some disadvantages of bureaucracy could include excessive paperwork, slowness in handling problems, rigidity in the face shifting customer or client needs, resistance to change and employee apathy.
Tuesday, February 28, 2017
Claudia Harvey- Dig It
In an amazing fashion, our school had the courtesy to listen to a business entrepreneur phenom in Claudia Harvey. Since her aired episode on renowned business show "Dragon's Den," she has become a successful businesswoman and CEO of her company Dig It. Our school was able to learn and listen to Ms. Harvey touch upon the topics of entrepreneurship and the world of business in all aspects. She first addresses the elephaunt in the room, "What happened after her deal with big-time businessman Kevin O'Leary?" Claudia explain, he was had absolutely no general help with her company and had little interaction. Although Kevin O'Leary made a deal with Dig It, it was not until several months that they reached an agreement. Ms. Harvey explains, the sole reason of going on Dragon's Den was for the publicity and name of Mr. O'Leary. This was not her mindset going in, "... But it's what you get out of it and how your work with it..." which is what she did. Her explanation generalizes with the idea of having a positive mindset and learning how to work with what she had. Afterwards, Claudia Harvey makes clear of the most important aspects of a successful businessman. First of all, a businessperson must be ambitious, positive and have a desire to succeed. She explains the most important aspect of a business starts with yourself, is everything you're doing have a meaning? Are you ready to go beyond boundaries, break ceilings and shatter glass? Her belief was people have to strive to be successful. Also, after oneself it is imperative to surround your business with optimistic individuals and not complainers. Ms. Harvey justifies that complainers are the worst business people because their constant nag is unprofessional, negative and completely wrong for a company. Everyone must work as a unity and think positively in everything. Lastly, the most crucial part of a business is change, in context as how one can make their business better. In today's society, change is imperative and how a business is able to cope with these changes will determine its future. In Claudia's business, she expanded her products and merchandises. These are the factors that surround a successful business. Claudia Harvey was a fantastic speaker, Ms. Bey wanted to show our class the importance of a good leader and magnificent businessperson.
Tuesday, February 21, 2017
Case 1.2: Trader Joe's Keeping a Cool Edge
1. In what way does Trader Joe's demonstrate the importance of each responsibility in the management process?
2. What are the bigger risks that international ownership and global events pose for Trader Joe's performance effectiveness and performance efficiency?
3. What should she do and what should she avoid doing in the first few days to establish herself as a skillful manager of this team?
1. Planning: They try to make their stores differentiate from their leading opponents. They constantly have new products and try to make their workers have a "One in one out" mentality to maximize costs.
Organizing: Their fast-paced and quick-selling mentality allows their workers to have an open-mind to its new products
Leading: They allow their workers to taste their products in means to find the best quality and delicious goods. Through this, it gives workers more opportunities in the industry and as a workforce. They want workers who want to be their and have the desired soft skills to do their jobs successfully.
Controlling: A responsible, knowledgeable and friendly "crew" is critical to the success of the industry. They measure their leading opponents in the industry and see how they can do better.
2. The bigger risks of having an international company is that there will be more problems and controversy. In many instances, having such a big company will lead to any inside scoop be much more larger and negatively impactful to the country. One example, the boycott in 2011 that argued for better wages and Florida produce fields. It makes a small problem look like a bigger problem when a massive company like Trader Joe's is targeted.
3. What Hazel should do is to display or managerial skills and abilities that can effectively maximize expenses. Since the company typically only higher manger among workers, it is imperative that she shows her softs skills and willingness to work harder than the rest. What she shouldn't do is allow herself to be overwhelmed by the workload and trying to do too much. She must wait for the opportunity at the right time all the while completing her daily work tasks efficiently and in a timely matter.
2. What are the bigger risks that international ownership and global events pose for Trader Joe's performance effectiveness and performance efficiency?
3. What should she do and what should she avoid doing in the first few days to establish herself as a skillful manager of this team?
1. Planning: They try to make their stores differentiate from their leading opponents. They constantly have new products and try to make their workers have a "One in one out" mentality to maximize costs.
Organizing: Their fast-paced and quick-selling mentality allows their workers to have an open-mind to its new products
Leading: They allow their workers to taste their products in means to find the best quality and delicious goods. Through this, it gives workers more opportunities in the industry and as a workforce. They want workers who want to be their and have the desired soft skills to do their jobs successfully.
Controlling: A responsible, knowledgeable and friendly "crew" is critical to the success of the industry. They measure their leading opponents in the industry and see how they can do better.
2. The bigger risks of having an international company is that there will be more problems and controversy. In many instances, having such a big company will lead to any inside scoop be much more larger and negatively impactful to the country. One example, the boycott in 2011 that argued for better wages and Florida produce fields. It makes a small problem look like a bigger problem when a massive company like Trader Joe's is targeted.
3. What Hazel should do is to display or managerial skills and abilities that can effectively maximize expenses. Since the company typically only higher manger among workers, it is imperative that she shows her softs skills and willingness to work harder than the rest. What she shouldn't do is allow herself to be overwhelmed by the workload and trying to do too much. She must wait for the opportunity at the right time all the while completing her daily work tasks efficiently and in a timely matter.
Case 1.1: Vancity On Top of Its Game
1. What were Vancity's original purpose and values?
2. How does Vancity create a healthy and committed workforce?
3. Provide examples that show that Vancity is ethical.
4. How did Vancity cope with its first disappointing employee survey? What managerial skill is being used in this situation? Use information from the case to support your answer.
5. Provide examples of how Vancity uses teamwork.
6. Which of the four functions of management does Vancity appear to be doing quite well? Use information from the case to support your answer.
1. Vancity's origins, purpose and values were to work with its people and communities to help them thrive and prosper, all the while operating with integrity, innovation and responsibility. In their beliefs, they acknowledge that a healthy and committed workforce is the reason it is able to sustain productivity and financial success with a competitive industry. Through this, they can flourish as a company and grow as a work family.
2. The reason to Vancity's success in the industry is because they allow their employees to gain more opportunities to help set policies and procedures that impact both their work and home life. They find ways to help their workers feel like their at home, their more willing to change and better fit to their employees needs.
3. In comparison to other companies in the industry, Vancity has proven to showcase their ethical behaviours and beliefs through their workmanship. Their the first financial institution to offer mortgages to woman, first to use traditional media to maker directly to the gay and lesbian, the first North American credit union to reticence an R1 rating from the Dominion Bond Rating Service and the first financial institution to offer it own socially responsible mutual fund. Through these acts, they have shown their ethics and beliefs in society.
4. The way Vancity coped with its first disappointing employee survey was to shift its main goals to a more community-based. Managers in Vancity would need strong conceptual skills to maintain a healthy relationship with the workers and show a sense of a community throughout the community. As a result, it creates a more personal family interaction amongst workers and higher management.
5. Vancity uses teamwork through its beliefs of equality amongst workers and upper management. The business runs as a community and human interaction, through this it creates a higher level of trust in the workplace. Many decisions are made from managers who excel with conceptual skills because the company is all about teamwork.
6. The function that Vancity appears to be excelling in is leading their workforce. They are successfully inspiring their workers to work hard to achieve a higher performance. The company does this by creating a community-based workplace that is all about its employees.
2. How does Vancity create a healthy and committed workforce?
3. Provide examples that show that Vancity is ethical.
4. How did Vancity cope with its first disappointing employee survey? What managerial skill is being used in this situation? Use information from the case to support your answer.
5. Provide examples of how Vancity uses teamwork.
6. Which of the four functions of management does Vancity appear to be doing quite well? Use information from the case to support your answer.
1. Vancity's origins, purpose and values were to work with its people and communities to help them thrive and prosper, all the while operating with integrity, innovation and responsibility. In their beliefs, they acknowledge that a healthy and committed workforce is the reason it is able to sustain productivity and financial success with a competitive industry. Through this, they can flourish as a company and grow as a work family.
2. The reason to Vancity's success in the industry is because they allow their employees to gain more opportunities to help set policies and procedures that impact both their work and home life. They find ways to help their workers feel like their at home, their more willing to change and better fit to their employees needs.
3. In comparison to other companies in the industry, Vancity has proven to showcase their ethical behaviours and beliefs through their workmanship. Their the first financial institution to offer mortgages to woman, first to use traditional media to maker directly to the gay and lesbian, the first North American credit union to reticence an R1 rating from the Dominion Bond Rating Service and the first financial institution to offer it own socially responsible mutual fund. Through these acts, they have shown their ethics and beliefs in society.
4. The way Vancity coped with its first disappointing employee survey was to shift its main goals to a more community-based. Managers in Vancity would need strong conceptual skills to maintain a healthy relationship with the workers and show a sense of a community throughout the community. As a result, it creates a more personal family interaction amongst workers and higher management.
5. Vancity uses teamwork through its beliefs of equality amongst workers and upper management. The business runs as a community and human interaction, through this it creates a higher level of trust in the workplace. Many decisions are made from managers who excel with conceptual skills because the company is all about teamwork.
6. The function that Vancity appears to be excelling in is leading their workforce. They are successfully inspiring their workers to work hard to achieve a higher performance. The company does this by creating a community-based workplace that is all about its employees.
Wednesday, February 15, 2017
Manager ISU Proposal
My ISU proposal is innovative, creative and fun for students to display the management process in a proper way. I propose, you are hoping to create your own brand of milk chocolate that is proven to be healthy for body builders. Your task is to find the perfect manager for your product; someone who can relate to body builders and love chocolate. This is a hard task because in today's urban society fitness has become more and more popular. You need someone who is a leader, an individual who can inspire people to work hard to achieve high performance. You will need a controller, someone who can measure performances and take action to ensure desired results. An individual who is a planner, a face that can set performance objectives and decide how to achieve them. A person who is organized, who is able to arrange tasks, people and others resources to accomplish the work. This four-part management process is the key to success, how will you create the perfect manager?
Tuesday, February 14, 2017
Managerial Roles and Activites
Managerial Roles
- Figurehead: Modelling and setting forth key principles and policies
- Leader: Providing direction and instilling enthusiasm
- Liaison: Coordinating with others
2. Informational Roles
- Monitor: Scanning for information
- Disseminator: Sharing information
- Spokesperson: Acting as official communicator
3. Decisional Roles
- Disturbance Handler: Dealing with problems and conflicts
- Resource Allocator: Handling budgets and distributing resources
- Negotiator: Making deals and forging agreements
- Entrepreneur: Developing initiatives
Managerial Activities
- Working in an intense pace
- Working fragmented and varied tasks
- Work with many communication media
- Accomplish they work largely through interpersonal relationships
Managerial Agendas and Networks
- Agenda Setting: Develops action priorities for accomplishing goals and plans
- Networking: Process of creating positive relationships with people who can help advance agendas
- Social Capital: Capacity to attract the support and help of others in order to get things done
Essential Managerial Skills
1. Conceptual Skills: The ability to think analytically and to achieve integrated problem-solving
2. Human Skills: The ability to work well with in co-operation with other persons; emotional intelligence (Ability to manage ourselves and our relationships effectively
3. Technical Skills: The ability to apply expertise and perform a special task with proficiency
- Learning: A change in behaviour that results from experience both inside and outside the classroom
- Lifelong learning: Continuous learning from daily experiences
- Skills: Ability to translate knowledge into action that results in desired performance
Developing Managerial Competencies
- Teamwork: Ability to work effectively as a team member and team leader- includes team contribution, team leadership, conflict management, negotiation, and consensus building
- Self-Management: Ability to evaluate oneself, modify behaviour and meet performance obligations- includes ethical reasoning and behaviour, personal flexibility tolerance for ambiguity and performance responsibility
- Leadership: Ability to influence and support others to perform complex and ambiguous tasks- includes diversity, awareness, global understanding, project management, and strategic action
- Critical Thinking: Ability to gather and analyze information for creative problem-solving- includes problem-solving, judgement and decision-making, information gathering and interpretation and creativity and innovation
- Professionalism: Ability to sustain a positive impression, install confidence and maintain career advancement- includes personal presence, personal initiative and career management
- To be a successful manager, you must inherit 10 roles that are to be fulfilled.
- These roles are categorized into 3 main sections:
- Figurehead: Modelling and setting forth key principles and policies
- Leader: Providing direction and instilling enthusiasm
- Liaison: Coordinating with others
2. Informational Roles
- Monitor: Scanning for information
- Disseminator: Sharing information
- Spokesperson: Acting as official communicator
3. Decisional Roles
- Disturbance Handler: Dealing with problems and conflicts
- Resource Allocator: Handling budgets and distributing resources
- Negotiator: Making deals and forging agreements
- Entrepreneur: Developing initiatives
Managerial Activities
- Managers have the task to implement managerial roles in an intense complex work setting
- Managerial activities is meant to be busy, demanding and stressful for all levels of responsibility in any work environment
- Managerial work is meant to be intellectually challenging and financially rewarding; managers should expect:
- Working in an intense pace
- Working fragmented and varied tasks
- Work with many communication media
- Accomplish they work largely through interpersonal relationships
Managerial Agendas and Networks
- Agenda Setting: Develops action priorities for accomplishing goals and plans
- Networking: Process of creating positive relationships with people who can help advance agendas
- Social Capital: Capacity to attract the support and help of others in order to get things done
Essential Managerial Skills
1. Conceptual Skills: The ability to think analytically and to achieve integrated problem-solving
2. Human Skills: The ability to work well with in co-operation with other persons; emotional intelligence (Ability to manage ourselves and our relationships effectively
3. Technical Skills: The ability to apply expertise and perform a special task with proficiency
- Learning: A change in behaviour that results from experience both inside and outside the classroom
- Lifelong learning: Continuous learning from daily experiences
- Skills: Ability to translate knowledge into action that results in desired performance
Developing Managerial Competencies
- Managerial Competency: Skill-based capability for high performance in a management job
- Teamwork: Ability to work effectively as a team member and team leader- includes team contribution, team leadership, conflict management, negotiation, and consensus building
- Self-Management: Ability to evaluate oneself, modify behaviour and meet performance obligations- includes ethical reasoning and behaviour, personal flexibility tolerance for ambiguity and performance responsibility
- Leadership: Ability to influence and support others to perform complex and ambiguous tasks- includes diversity, awareness, global understanding, project management, and strategic action
- Critical Thinking: Ability to gather and analyze information for creative problem-solving- includes problem-solving, judgement and decision-making, information gathering and interpretation and creativity and innovation
- Professionalism: Ability to sustain a positive impression, install confidence and maintain career advancement- includes personal presence, personal initiative and career management
Monday, February 13, 2017
Whose Life is it Anyways?
1) How can employers like Scotts Miracle-Gro justify the expense of providing employees with free access to doctors, a pharmacy, a gym, and a personal trainer?
For major companies such as Scotts Miracle-Gro, they justify the expenses of providing employees with these accommodations with the ambition to help their workers achieve a healthy work-life balance. The bottom-line of any business should be the work itself, but how well this transcends is based on the performance of the workers. This leads to the question, how can businesses help their employees work in an effective way? Scotts Miracle-Gro believes in work starts at home, how healthy and balanced their workers are will play a big role on the overall efficacy of the workplace. These excess amenities from the company supports their desire to better fit their employees' needs and wants. The expenses of providing extra accommodations is costly, but has proven to effectively increase a company's performance and the well-being of the workers.
2) What lifestyle changes might employers encourage in the future to increase performance efficiency and performance effectiveness?
For many employers, many approaches to encourage increased performance efficiency and performance effectiveness lies in the policies of the company. For example, what employers could do in the future can be regulating routine drug tests to support their policy. This will force their employees to adhere to the rules with consequences given if ignored. Workers will be more strict on themselves and more wary of their behaviours through this procedure in the workplace. Another approach could be offering their employees extra accommodations that supports their wellness regulations. Assets such as healthy food catering, pharmaceutical benefits and exercising lessons are just the few examples of amenities that would benefit workers. These methods to encourage increased performance efficiency and performances effectiveness would greatly impact employees in a positive way.
3) Should employers regulate behaviour after work hours? Why or why not?
I believe, employers should not regulate behaviours after work hours, but to support their wellness regulations that pertains to the employees work balances. Every worker has the right to do what they choose after work hours if it doesn't affect their company in a negative way. However, as another means employers can attempt to help their workers by accommodating to their needs and wants. If a company desires so much from their workers, they need to actively show their employees. These employers have the job to perform around their employees behaviours after work in a approach that benefits both sides.
4) As stated in chapter 1, there is more emphasis on respecting people as valuable strategic assets to be nurtured and developed, not as costs to be controlled. Do you believe the programs and policies at Scotts nature and develop employees or treat them as costs to be controlled.
No, I feel that the programs and policies at Scotts develops and benefits their employees in their well-beings. I believe, the employers main goal is how are they going to help their workers get better, in context to their performance and capability to balance a healthy work-life. The company itself will always be the most important aspect, but its workers are the foundation of how well it will keep afloat. To do this employers look to help their employees, not to create them into robots for the company. The rules and regulations at Scotts aims to assist their employees well-beings from issues that effect the overall performance of the company.
For major companies such as Scotts Miracle-Gro, they justify the expenses of providing employees with these accommodations with the ambition to help their workers achieve a healthy work-life balance. The bottom-line of any business should be the work itself, but how well this transcends is based on the performance of the workers. This leads to the question, how can businesses help their employees work in an effective way? Scotts Miracle-Gro believes in work starts at home, how healthy and balanced their workers are will play a big role on the overall efficacy of the workplace. These excess amenities from the company supports their desire to better fit their employees' needs and wants. The expenses of providing extra accommodations is costly, but has proven to effectively increase a company's performance and the well-being of the workers.
2) What lifestyle changes might employers encourage in the future to increase performance efficiency and performance effectiveness?
For many employers, many approaches to encourage increased performance efficiency and performance effectiveness lies in the policies of the company. For example, what employers could do in the future can be regulating routine drug tests to support their policy. This will force their employees to adhere to the rules with consequences given if ignored. Workers will be more strict on themselves and more wary of their behaviours through this procedure in the workplace. Another approach could be offering their employees extra accommodations that supports their wellness regulations. Assets such as healthy food catering, pharmaceutical benefits and exercising lessons are just the few examples of amenities that would benefit workers. These methods to encourage increased performance efficiency and performances effectiveness would greatly impact employees in a positive way.
3) Should employers regulate behaviour after work hours? Why or why not?
I believe, employers should not regulate behaviours after work hours, but to support their wellness regulations that pertains to the employees work balances. Every worker has the right to do what they choose after work hours if it doesn't affect their company in a negative way. However, as another means employers can attempt to help their workers by accommodating to their needs and wants. If a company desires so much from their workers, they need to actively show their employees. These employers have the job to perform around their employees behaviours after work in a approach that benefits both sides.
4) As stated in chapter 1, there is more emphasis on respecting people as valuable strategic assets to be nurtured and developed, not as costs to be controlled. Do you believe the programs and policies at Scotts nature and develop employees or treat them as costs to be controlled.
No, I feel that the programs and policies at Scotts develops and benefits their employees in their well-beings. I believe, the employers main goal is how are they going to help their workers get better, in context to their performance and capability to balance a healthy work-life. The company itself will always be the most important aspect, but its workers are the foundation of how well it will keep afloat. To do this employers look to help their employees, not to create them into robots for the company. The rules and regulations at Scotts aims to assist their employees well-beings from issues that effect the overall performance of the company.
Sunday, February 12, 2017
The Role of the Manager
The Role of the Manager
In today's society, the role of a manager is imperative to the success of an overall business, corporation and company. The manager's changing role in a team environment has transformed from a diabolical watchdog into a supportive parent whose aim is to increase productivity. Studies have shown that the fastest way to lose a business is stagnation and the old-fashioned managerial approach that has proven to be less-effective in the new generations. At this rate of time, managers are less focused on meeting the status quo and are deprived from complete control, but in turn empowers a team environment that values leadership, advocacy, facilitation, coordination, the removal of barriers, and the development of staff. This is the mind set a leader must uphold in contrast to the older generations. In comparison to the baby boomers era, today's workers strive in an environment they want to be in; a workplace that makes them feel happy and wanted. It's not about doing the minimum amount of work and then getting your pay cheque anymore, these workers carry different values from their parents whose main focus isn't just money. If a workplace doesn't meet a person's life, they will find another job more in sync with it. This all comes down to the manager, the employer who is the face that runs the place and is charge of the work environment. The main task is always to increase the business, but to do this it starts at the foundation of any company; the workers and the team. The manager is the heart of the company and the workers are what keeps everything interconnected.
Wednesday, February 8, 2017
My Best Manager
In my years of working, I have dealt with a multitude of different managers that all presented their own managerial styles. Through this, my judgement of the best manager is an individual who everyone looks
Survey: Emotional Intelligence
Tuesday, February 7, 2017
Learning Styles
Aural Learning Style
Today in class we took an individual questionnaire that aims to find out about ones preferences for the way one
should work with all information. Through this survey, I found out that I am most an aural learner, individuals who learn best through verbal communication and listening. I believe, this is an accurate presumption of myself because I think I learn best from observing and analyzing through my ears. Likewise, when I teach others I would typically attempt to tell them verbally what to do rather than showing them a visual or suggesting to read it. As an aural learner, certain methods that are better for this style would be frequently asking questions to the teacher, reading out loud, and reiterating what you just learned to someone else verbally. These techniques enhances an aural learner's knowledge development because you are constantly listening and communicating with the environment. Throughout my years in school I would commonly do these type of methods because I felt it worked best for me. I would constantly ask questions, summarize notes out loud, and expand on my notes by talking with others. In contrast to the other learning styles, an aural learner pertains to communication and listening, it is finest way for these types of individuals to learn.
should work with all information. Through this survey, I found out that I am most an aural learner, individuals who learn best through verbal communication and listening. I believe, this is an accurate presumption of myself because I think I learn best from observing and analyzing through my ears. Likewise, when I teach others I would typically attempt to tell them verbally what to do rather than showing them a visual or suggesting to read it. As an aural learner, certain methods that are better for this style would be frequently asking questions to the teacher, reading out loud, and reiterating what you just learned to someone else verbally. These techniques enhances an aural learner's knowledge development because you are constantly listening and communicating with the environment. Throughout my years in school I would commonly do these type of methods because I felt it worked best for me. I would constantly ask questions, summarize notes out loud, and expand on my notes by talking with others. In contrast to the other learning styles, an aural learner pertains to communication and listening, it is finest way for these types of individuals to learn.
Marshmallow Challenge
During class, we did a fun, collaborative experiment called the "Marshmallow challenge." In this challenge, we were arranged in groups of 4-6 and were given the following items: 1 marshmallow, 20 strands of pasta, 1 yard of tape and string. The challenge was to build the tallest free standing structure with the items given in under 40 minutes. In the beginning, everyone felt that this was just a typical workshop that the wonderful Ms. Bey wanted us to do. However, after the experiment we were given the actual explanation to the marshmallow challenge. In many ways it seems like any other game, but in a grander scheme it demonstrates the importance of creativity, innovation and collaboration. During the challenge, groups would have to work as a unit and whichever team is able to definitively work creatively, innovatively and collaboratively will make the tallest free standing structure. Also, through this challenge we were able to gain a sense of interpersonal relationships with each other and understand what was cooperative learning. We learned that peer relationships are associated with school competence, involvement in the classroom can lower levels of negative behaviours and it enhances psychological health. Through this we learn valuable lessons that are imperative in the course. Typically, many people would want to get the challenge right in one start to finish, but what we all soon learned was that prototyping is the key to success. Doing something over and over again, it sets up as a basis or sample for future models. Likewise, the marshmallow challenge inherits a sense of cooperative learning. This exists when the accomplishment of each individual goals is affected by the actions of others which promotes a greater effort to achieve. In context to the whole course of business management, this challenge was a simple, but an impactful way to symbolize the importance of cooperation.
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