Bussiness communication Assignment Example | Topics and Well Written Essays - 750 words

Bussiness communication - Assignment Example She is working for our store for the last three months and is an hourly employee. A recent disruption occurred due to which our Company faced a considerable loss. Karl Martin, the manager of the store, informed me about Ms. Jackson’s late arrival. He stated that Ms. Jackson was one and a half hour late to work without informing any senior staff member. Several of our regular customers who went in to get their morning coffee complained that the store was closed. There was an overall loss of twenty customers and the company lost a hundred of dollars because of Ms. Jackson’s irresponsible behavior at work today. I myself went to the store two hours later and Ms. Jackson did not made any efforts to inform me. The recording of the CCTV footage shows that she did arrived late at work. I discussed this issue with Mr. Martin who himself was perplexed to have witnessed such disruptive behavior by his employee. We have thoroughly assessed the situation as the decision to be made is precarious. This situation has presented us with limited options. As the store has newly opened, and is currently short on staff, we cannot dismiss Ms. Jackson for her mistake. There is only one applicant, Jerry Wright, who is not well-recommended. We are unwilling to hire him as he does not have a worthy track record and is not quite reliable for this job. Hiring new employees would not be a wise decision either, because the company would have to go through the process of training the employees which would be costly. In addition, we are not sure of the availability of new employees who may be willing to work in the store. This has left me to take a valid decision to let Ms. Jackson continue with her services. I have pondered about this situation and the scenario has presented me to consider the valuable dedication with which Anna Jackson has worked. I personally feel that she would be facing some personal problem

Analysisn of Premier Food`s Code of Conduct and Business Ethics Essay

Analysisn of Premier Food`s Code of Conduct and Business Ethics - Essay Example These values are reflected not only in the company’s code of conduct, but in Premier Foods’ annual report to shareholders which emphasise corporate social responsibility as a key business success factor. Critical analysis of Premier Foods’ Code of Conduct Premier Foods has established its code of conduct, a document illustrating the expectations of both managers and employees to satisfy demands for ethical business behaviour. The code of conduct stipulates that manager should be leading by example as well as creating a decentralised environment in which employees are allowed to express their concerns openly (Premier Foods 2012). Premier Foods identifies one of its core values as trust (Premier Foods 2012), the foundation by which employees are willing to follow leadership guidance and example. According to Farrell and Knight (2003, p.541) â€Å"trust is embodied in the regulations, rules and policies by which leaders seek to get accepted by others†. The co de of conduct acts as both a reinforcement of expectations of ethical behaviour and also as a sanction by which to ensure compliance, backed by managerial role modelling of desired behaviours to gain employee commitment to achieving strategic goals. Premier Foods establishes an ethical climate by using the code of conduct to promote social justice. Under social justice theory in ethics, it is assumed that every individual in society or in the organisation maintains an inviolability of justice and human rights that cannot and should not be overridden by the broader organisational culture (Rawls 2005). The expectations of managers in promoting equality and rights in the workplace are reflected in the corporate code of conduct, emphasised under the company’s â€Å"treating people fairly† guidelines. Premier Foods ensures that fair treatment is imposed on the employee population with decisions made based on individual merit (Premier Foods 2012). The company also ensures eq ual opportunities for all employees through objective management systems. These aforementioned managerial responsibilities highlighted in the corporate code of conduct are designed around transformational leadership theory, one in which managers are interactive with employees, regularly impart mission and vision principles to gain commitment, and where managers utilise role modelling to promote ethics under social learning theory (Fairholm 2009; Schlosberg 2006). This is how trust is instilled into the organisation: the business does not simply promote its belief in social justice and equality, but injects a clear example of its ethical values into the philosophy of management utilised by leaders in the organisation. Premier Foods is able to maintain its tight and unified corporate culture by not deviating from management theory that promotes equality and shared decision-making. â€Å"Leaders who are ethical demonstrate a level of integrity that is important for stimulating a sense of leader trustworthiness† (Resick et al. 2006, p.348). Grieves (2010) iterates that change must be a negotiated order in order to gain employee commitment and loyalty. The conception of social justice and equality, as two components acting as the foundation of trust, are reinforced by establishing expectations for managerial behaviour under visionary or transformational

Rommel Rundstedt Controversy Essay -- War, Invasion of France, Normand

There are significant reasons why Field Marshal Rundstedt’s operational concept to defend against the Allied invasion of France was superior to Field Marshal Rommel’s and could have changed the course of the war. Geographically, Rundstedt’s concept provided the Germans the best chance to defeat the Allied advance. Operationally, he accounted for several military and intelligence assessment considerations that gave his plan the edge. From a strategic and political standpoint, had Hitler been willing to negotiate peace, a major Allied defeat in France offered by Rundstedt’s plan presented Germany its last chance to achieve victory. Had Rommel made a proper assessment of the French coastline and countryside, he would have probably sided with Rundstedt. â€Å"It was clear to von Rundstedt that 2,600 kilometers of coastline could not be made impregnable†¦Ã¢â‚¬  (Ose, 8) In Rundstedt’s view, the best strategy to defend the coast â€Å"called for using an offensive defensive by operating behind the coast strong armored divisions, strictly controlled and flexibly led.† (Ose, 9) Obvious geographic challenges along the coast meant that Rommel’s plan to be decisive with armored divisions would have given the German Army little chance of success. The first major problem with Rommel’s plan was the length of coastline which would have been impossible to defend unless he was lucky enough to determine the exact time and location of attack. The long coastline of France had already overextended German forces and their defenses were growing weaker due to commitments elsewhere in the Europ ean theater. (Cubbage, 149) Even with Rommel’s plan for extensive obstacles along the coast, it seems he â€Å"forgot that a concrete and steel barrier with an exploitable wea... ...epts to defeat the Allied invasion of France. Upon examination of each operational concept, it becomes clear that Rundstedt’s plan would have given the German Army the best chance of success. In the summer of 1944, a decisive victory over Allied forces in France could have drawn Great Britain and the United States to the negotiating table. A decisive victory would have also afforded the Germans more forces on the Eastern Front. More forces in the east could have halted the Soviet advance, and could have brought Stalin to the negotiating table as well. Given those possibilities, we know in hindsight that it would have been unlikely for Hitler or the Allies to accept anything less than total victory. In other words, the operational success offered by Rundstedt’s plan would not have translated into strategic victory given the resolve of Hitler and the Allies.

Performance Appraisals Essay

There are three fundamental questions every business organization must consider. The first is how are the employees doing? The second is why? The third is what should the employees be doing? In this of advancement of technology and rapid obsolescence of knowledge, every business organization must continuously assess the performance of its most important asset and determine what needs to be done to improve their performance. The effective assessment and evaluation of employee performance is one of the goals of performance appraisals. Early studies conducted by companies reveal that performance appraisals may serve as an effective motivating strategy to boost employee performance. This conclusion was reached after these companies noticed that employees with the same skills, abilities, educational background who are generally given the same compensation package perform differently at work. Some perform very well, while some were performing poorly. As a result, the emphasis for reward was gradually replaced by other motivational tools. One of them is performance appraisals. Some managers however find performance appraisals as one of their most difficult function. (Linda Gravett p. 1) They fail to realize that the managers have been doing this function for a long time even at the time they were still supervisors. As a human resource management function, performance appraisal has started only in the 20th Century. However, the essence of performance appraisals which is judging the work of employees has been practiced by employers and managers since time immemorial. According to Shannon Burger (2006) it is a basic human tendency to make judgments about those one is working with, as well as about oneself. †(Burger p. 11) Recently, however, some practitioners in the field of Human Resource Management that and Human Resource Managers are questioning the effectiveness of the performance appraisal System as an effective motivational strategy. A research on this issue shows that about 80 percent of companies in the United States use annual performance reviews of some kind. Yet 85 percent of these firms are dissatisfied with employee appraisals. Also, surveys conducted by Mercer and Wyatt consulting firms report that a majority of the firms are currently experiencing problems with their performance appraisal. (Chalmer E. Labig Jr. & Tan Yew Chye, p. 1) On the other hand, some are in favor of the continuation of the performance appraisal systems in company arguing that the performance appraisals help motivate and change the behavior of employees. It helps in measuring the performance of every employee and his effectiveness on the job. It also is a good mechanism by which the employers may provide feedback to their employees on their performance. This research paper seeks to determine whether performance appraisals indeed can motivate the employees and help result to a change in their behavior and attitude toward their work. This research paper proceeds on the theory that performance appraisals are effective in motivating the employees and that any misconception on the nature of performance appraisals stem from a lack of understanding on the part of the managers and supervisors on how to effectively perform this function. Performance Appraisals: The Two Sides One of the most often reasons why performance appraisals are criticized is its lack of objectivity of the Human Resource Manager or the person conducting the performance appraisal. The idea behind performance appraisal is that it is intended to evaluate work performance based on pre-set goals and objectives. The problem with this is that human factor always comes in the way of producing an objective and accurate performance appraisals. It is always possible that the person conducting the evaluation may rate the employee on the basis of his personal opinion. As a result, it is feared that the evaluator may make a mistake which have a serious impact not only on the present salary of the employee but also on his performance. In response to this objection, it is common knowledge that no human resource function is perfect and is 100% objective. Human Resource Management in essence is about people who are very complex and have different skills, motivations, character and personalities. Unlike the other managerial functions which deal with other company resources that are predictable and controllable, Human Resource Management function deal with unique individuals. It is to be expected that emotions will become part and parcel of the performance of their functions. The important role of managers now is to become aware of their own biases and prejudices and make sure that this does not interfere with their important function of measuring employee performance. The Halo Effect is anther most commonly raised argument against performance appraisals. This means that the person who conducts the evaluation has the natural tendency to rate an employee high in one particular area simply because the subject rated high in other areas. Thus, an employee who may have the excellent technical skills but low on customer relations may still get a high mark in customer relations because of the evaluator may give more emphasis on technical knowhow of the employee under the Halo effect. In addition, some people also object to performance appraisal because of the Horns effect. The Horns effect is the opposite of the Halo effect which is the tendency of the appraiser to rate the employee low because the employee rated low in some aspects of his job. Thus, if an employee is not good in one aspect of his job such as customer relations, if the person conducting the evaluation considers such function as his more important then it is highly possible that he may get a lower rating for his other function even if he may be excellent in these other functions. In answer to the second argument, it is always to be borne in mind that when a company conducts performance appraisal of its employees it is to be expected that the company only had the best interest of the employees and the company in mind. Every company desires to know the strengths of its employees and their weaknesses. Weaknesses must be identified so that the employees can be given the proper training. No company would purposely do anything that will prevent them from attaining this objective. Thus, there is no reason for the employees to feel that the person conducting the evaluation will purposely do any act that will lead to the failure of the performance appraisal. After providing counter arguments to the objections against Performance Appraisal, we now turn to the reason why Performance Appraisal can change human behavior. An ideal performance appraisal has two basic elements: a) the evaluation system and b) the feedback system. (Margaret J. Palmer, 2007, Ch. 1) The first element of performance appraisal is the evaluation of employee performance. Here, the person conducting the evaluation seeks to find out whether the performance level of the employees is at par with what is expected of them. In case the performance is below what is expected there is what is known as the performance gap. Those who are determined to be performing below what is expected of them are required to undergo training which is in essence a good thing also since the employee will be able to learn more about his job. For those who performed well in the appraisal, it can also be used to determine which among the employees are entitled to promotion, pay increases and bonuses. (Tznier, p. 282) Performance Appraisal is therefore very important since it can be used as basis prior to any action that may be done by the company. According to Richard Rudman (2003), Expectancy theory tells us that, if people want more pay and believe that working harder will get it for them, they will work harder and perform better. (Rudman p. 173) The second element of performance appraisal is the feedback which in essence is the opportunity for the employees to hear from their superiors how well or how poorly they are doing from work. In most companies this is the only time where the employees can actually know from their superior what the latter thinks of their performance. According to Manuel London (2003), â€Å"feedback is an important part of the education process†¦It helps newcomers learn the ropes, midcareer employees to improve performance and to consider opportunities for development, and late career employees to maintain their productivity. Managers are an important source of feedback because they establish perform objectives and provide rewards for attaining those objectives. † (London p. 11) A positive feedback from his superiors will help boost the morale and confidence of the employee in performing his functions. It may also help in defining the career path of the employee. On the other hand, negative feedbacks from his superiors will help identify the particular areas where the employee needs to be trained. This will help in the improvement of the skills and knowledge of the employee. Conclusion Based on the arguments for and against performance appraisals, it is clear that the objections against it are mainly because of the employee’s lack of understanding of the very nature of performance appraisals and the role this play in maintaining the company’s competitive edge. I am in favor of the conduct of performance appraisals in business organizations. It is effective in changing employee behavior. It helps boost employee morale and helps help open up channels of communication between the employer and the employee. The most important role of performance appraisal is actually the communication between the management and the employees. Proper communication to the employees of the conduct of the performance appraisal helps strengthen and improve their working relationship.

The Typical Profile Of The Female Offender - 843 Words

1) What is the ‘typical profile’ of the female offender? The ‘typical profile’, of a female offender is that they are likely to have a history of trauma, suffer from a mental illness and have substance abuse and alcohol issues. Further, most are illiterate and have had long a history of unemployment. It is possible they have could have been/be involved in violent relationships. They are likely to be the primary care giver for their children but not have support of a partner to raise her children. It is possible that they have had trouble accessing adequate accommodation, especially if they have children. 2) Please explain the specific disparities experienced by females post release! Females experience several disparities post release including employment, housing, parole, access to health care and services along with the transition from prison to living independently in the community. The transition from prison to living in the community can be particularly bothersome for female offenders. Obtaining employment can be rather difficult as they have a criminal record and most jobs require the applicant to undergo a police check. Most offenders have low levels of education which can make it more difficult to obtaining a job. If they obtain employment it is usually poorly paid and this makes it incredibly difficult to pay rent, buy food and provide for their children. In particular, females who have spent time in prison experience great difficulty in accessing adequateShow MoreRelatedThe Profiling Of Sex Offenders2652 Words   |  11 PagesSex Offenders Brittany Pegram CJUS 340-D05 Criminology Professor Ryan Sharp â€Æ' Abstract In this paper I will discuss the typical profiling of sex offenders and how one cannot simply point them out in a crowd. I will discuss why sex offenders do not stand out from â€Å"normal† people. I will discuss a little bit of why these people do the things they do and what kind of cure there is for these crimes, if any. It is important to know why we cannot assume one is bad news, such as a sex offender and to findRead MoreTechnology s Progression And The Advancement Of Human Societies1486 Words   |  6 Pagesalso have many differences. Unlike traditional bullying, cyberbullying allows the offender to mask his or her identity behind a computer. This anonymity makes it easier for the offender to strike blows against a victim without having to see the victim’s physical response. The distancing effect that technological devices have on today’s youth often leads them to say and do crueler things compared to what is typical in a traditional face-to-face bullying situation. 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Psychopaths are described as callousRead MoreEssay on Theodore Bundy1163 Words   |  5 Pages acting as his own attorney much of the time, he was sentenced to death and executed on January 24th, 1989. In both mass and serial murder cases, victims die as the offender momentarily gains control of his or her life by controlling others. But the differences between these two types of offenders far outweigh the similarities. First, mass murderers are generally apprehended or killed by police, commit suicide, or turn themselves in to authorities. 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Narrative Analysis Of Graduation Day - 772 Words

Narrative - The audience based on this narrative is for young teen’s in high school. High school students would be interested in this story as it relates to the struggles in school and the issues that come across that may feel like it is having an effect on their life. This narrative shows teen’s that many things can affect you in life, no matter how big or small they are. It also shows that everyone needs help, to stand by your friends and family through hard times. The audience should view the story as moments that they shouldnt take for granted, but also to help a close friend or family member around them in the best and worst of times as everyone needs that is always willing to be there for. The inspiration for the storyline came†¦show more content†¦Simple sentences were used for a range of sentences over the story to explain one idea making the paragraph clear. Similes were used for one or two sentences in the narrative. Persuasive text – The persuasive text is about the over use of plastic bags within super markets, patricianly directed at Woolworths for this assignment. The reason why this issue was chosen for this assignment was because throughout early 2017 the news kept showing the over use of plastic bags within Australia. By watching and listening to the issues of plastic within Australia. The audience is for Woolworths manager within each store; but could also be looked at by employees as well. This would intrigue Woolworth managers as one of their products is affecting the earth, human health and society. The persuasive text is in a form of a written letter. By writing it in a letter it can express ideas through materials as this would be very difficult to achieve in an email, news paper article or other forms of informing people about issues. The structure that was used in the persuasive text was letter form. This allows the issue to be introduced earlier on and the organisation of paragraphs with detail to support facts/opinions. By introducing the topic early, it will help the reader understand the damage plastic bags are causing to the earth. Also by organising paragraphs in different sections allows each paragraph in a text contains aShow MoreRelatedMaya Angelou Response Essay717 Words   |  3 PagesAmerican history since colonial times. In her essay â€Å"Graduation,† Maya Angelou recollects the experience of her eighth grade graduation in the 1930s to examine the personal growth of humans caught in the adversity of racial discrimination. Through narrative structure, selection of detail, and use of imagery, Angelou encourages young blacks to follow their ambitions with pride, despite what the â€Å"white man† thinks of them. 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Introduced through films such as The Musketeers of Pig Alley (1912) and Underworld (1927), the genre has become increasingly complex in its development, evidenced by the sophisticated narratives and advanced cinematographic techniques of more recent films such as Road to Perdition (2002) and The Departed (2006). This paper will serve to analyze only two of these brilliant works, and will do so through a compare and contrast format. Howard

Personal Experience The Importance of People in Our Life...

Smile a lot, be compassionate and respect people. I mean it. It may seem trivial but it is not. I am not a very happy cheerful fellow. I have my lows and can be downright depressed sometimes. But whenever I meet a new person, talk to someone I make it a point to smile nowadays. Imagine going to a Tea stall run by an old lady. She probably is already having a hard time with her life. There is no need for me to be morose when I am around her. Whenever I go to buy something, even talk to people who dont play an active part in my life I always put up my best cheerful self. It is my small way of spreading happiness in the world. I like to chat for sometime too. Ask how they are and what is going on in their lives. Most of the people I†¦show more content†¦I am off mobile net since the last 2-3 months. I cant tell you how much it has changed my life. - You enjoy the moments even more when you dont keep taking irritating pictures, tag people and announce the world you are having a good time. - I used to spend a lot of time reading about acquisitions on Hacker News, linked in headlines, flipboard, my own news feed, mails and feed from blogs I follow. I do that now too. But on my home wi fi late at night when I am done with all my work. - I dont have to feel guilty about not replying to people on different chat messengers like earlier. Nor I have to go through tons of useless group notifications which dont add any value to my life. - I have installed Aldiko Ebook Reader instead and whenever I get time I read books on that. Meet new people whenever and where ever you can I realized the importance of networking when I was in college. Before that I was this Howard Roark figure from Fountainhead who thought that he would manage to survive without needing the help of anyone. I was too sure of myself. But I changed this approach in college. There I never shied away from meeting new people there and as my life has progressed I have understood the importance of human relationships. My first job offer was rescinded because I did not join as per the date mentioned on the offer letter. A friend from college let me stay in his house as I sorted out my shit. Next day I was in the office of one of the biggestShow MoreRelatedThe Social Work Code Of Ethics1059 Words   |  5 Pagesspecific set of core values. These strict set of beliefs are embraced by professional history and are the framework to social work s unique purpose and mission. The six core values include Service, Social Justice, Dignity and Worth of the Person, Importance of Human Relationships, Integrity, and Competence. As Social Workers begin or continue their journey in social work it is significant to always properly represent, and advance the values and goals of the social work profession. 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