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.
Former Hokage, Avatar and Pokemon Master. I decided to quit my day-time job and become a blogger.
Monday, March 27, 2017
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.
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