The Power of Rewards at Industry International

Table of Contents Introduction Strategic Organizational Communication Organizational Structure of Industry International Changes in the Rule-Reward System Motivational Strategies Deployed Conclusion References Introduction The following paper provides a case study of the chapter â€Å"The Power of Rewards at Industry International† from the perspective of strategic organizational communication and how it applied in this instance (Conrad Poole 2005). The case study provides a definition of strategic organizational communication and highlights the organizational structure that the company Industry International operated under.Advertising We will write a custom research paper sample on The Power of Rewards at Industry International specifically for you for only $16.05 $11/page Learn More The case study also delineates the changes in the rule–reward system that triggered resistance in the workforce, and details the strategies that the empl oyees deployed to minimize resistance and add value to the rule–reward system. Finally, the case study lists the strategies used to motivate the employees, and concludes with insight as to why the employees changed. Strategic Organizational Communication Strategic organizational communication means that communication within an organization will have a focused agenda whereby policies are set, rules are enforced, modes of reward are defined and methods of attaining higher status within the organization are communicated formally and informally (Conrad Poole 2005). Within an organization such as Industry International for example, strategic organizational communication changes radically according to the stability of the bonus system, which is directly dependent on the economic health of the organization (Conrad Poole 2005). Informal strategic organizational communication therefore will be subtle, often non-verbal cues which communicate what behaviors the employees should adopt in order to sustain and grow their bonuses (Conrad Poole 2005). Organizational Structure of Industry International The organizational structure of Industry International is centralized; decisions that affect the entire organization are made by the top tier of management, and there is a pronounced division between management and workers (Conrad Poole 2005). The centralized nature of Industry International appears most readily in the area of bonuses, namely, how the year-end bonuses are allotted, and how much money the year-end bonuses consist of – both of these decisions are arbitrary and utterly dependent on a system created and maintained by the management chain of command (Conrad Poole 2005). According to Conrad and Poole (2005), the bonus system at Industry International operates on a system of merit points that is not standardized and remains highly susceptible to personal politics and interpretation (Conrad Poole 2005). â€Å"Merit points are based on output, qualit y, dependability, and personal characteristics. The first two can be quantified, leading employees to â€Å"work like dogs† until they are dangerously exhausted by long hours and difficult working conditions; the latter two cannot, creating a highly political atmosphere in the plant. Most echoed one worker’s conclusion that â€Å"if you don’t go along with the system [managers], you could be the hardest worker in the world†¦ and you would still be way short [on the bonus] because you have not gone with the flow and you would be blackballed, and they give you what they want to give you† (Conrad Poole 2005).Advertising Looking for research paper on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Changes in the Rule-Reward System In the case study, changes in the rule–reward system that caused resistance occurred in the lowering of the annual bonuses, an action which was attributed to the recession (Conrad and Poole 2005) â€Å"Many workers lost their homes and cars because they were relying on large bonuses to pay mortgages and loans. Workers attributed the decline to many things, but primarily to management greed and incompetence—a â€Å"fat managerial level and more men at the top,† embezzlement, and mismanagement of overseas accounts† (Conrad and Poole 2005). The strategies that the workers considered to lesson resistance or add value to the rule–reward system included labor strikes, forming a union and in extreme cases workers threatened management with physical violence (Conrad and Poole 2005).The workers had grown accustomed to receiving the bonus from year to year and so many did not manage their money as strategically as they might have, assuming that the year-end bonuses would always come to bail out whatever expenses they had accrued over the course of the year (Conrad and Poole 2005). Motivational Strategies Deployed Initi ally the strategies deployed to motivate the Industry International workers were financial incentives (Conrad and Poole 2005). Industry International workers derived the bulk of their income from a year-end bonus; with this bonus, the workers earned â€Å"three times the average salary for U.S. manufacturing employees [though they were] not unionized†¦had no paid vacations, and†¦worked 45–50 hours per week†¦ From 1943 to 1994 the bonus percentage ranged from 55 percent to 104 percent; in 1994 it was 61 percent† (Conrad and Poole 2005).Other indirect motivational strategies occurred as a result of the financial motivation that the large bonuses created; these included elevated social status within the community, as evidenced by the following quotes from Industry International employees: â€Å"As soon as†¦friends and neighbors†¦find out you work [at Industry International], they think you have money coming out of your ears†¦ They think Iâ⠂¬â„¢m the richest SOB in the world†¦Years ago we made more money than professional football players† (Conrad and Poole 2005). Conclusion The motivational strategies changed as a result of the recession; with less money coming in, Industry International’s bonuses shrank considerably. Thereafter, the employees became aware of the limited options available to them based on their age, their level of education, and the fact that â€Å"high-paying manufacturing jobs are becoming very rare in the United States† (Conrad and Poole 2005). References Conrad, C., Poole, M. (2005). Strategic organizational communication in a global economy (6th ed.), Belmond, CA: Wadsworth. 66-107.Advertising We will write a custom research paper sample on The Power of Rewards at Industry International specifically for you for only $16.05 $11/page Learn More This research paper on The Power of Rewards at Industry International was written and submitted by user Tanner Knight to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. 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Free Essays on Tacitus And Nero

The question posed in this essay is a profound one which has perplexed and kept scholars interested for generations. The â€Å"Socratic problem† as it has been coined, is one which is difficult in defining. Paul woodruff wrote of Socrates, â€Å"he is our model of a philosopher†. How many aspects of Socrates are there, and which one, if any, shows the real historical Socrates? This is the problem met when trying to recreate the historical mans thoughts, for the evidence is all from other parties, and so must be tainted with certain social and personal biases and opinions. There are essentially four sources to base our historical Socrates upon . Writers both of, and after his time, they have varying degrees of accuracy. Plato, a philosopher of the highest order, and an extremely close companion to Socrates himself, is the first and probably the most accurate of the sources. Aristotle, a pupil of Plato and an esteemed philosopher in his own right, would have had second hand knowledge of Socrates. Xenophon, a military general who at the time of Socrates, was probably only a casual aquaintance . The last of the sources is the comic poet and social critic Aristophanes, who wrote rather disparately of Socrates in his comedies. From these sources of the time, three Socrates emerged and it is from these which one can begin to piece together the thoughts of the historical philosopher. The first is the Aristophanic Socrates. Depicted in his Comedies as a Sophist, a natural philosopher who would teach arguments for money and denounced the existence of the gods of common opinion. For example, in Clouds by Aristophanes, Socrates agrees to teach pheidippides, strepsiades son, to win any argument, for a price: â€Å"Listen to his pronunciation – the drawl, the open mouth – did you hear? Its not going to be easy to teach him to win cases and make good debating points, which do not actually mean anything. And yet [reflectively] for 6ooo drachmas, H... Free Essays on Tacitus And Nero Free Essays on Tacitus And Nero The question posed in this essay is a profound one which has perplexed and kept scholars interested for generations. The â€Å"Socratic problem† as it has been coined, is one which is difficult in defining. Paul woodruff wrote of Socrates, â€Å"he is our model of a philosopher†. How many aspects of Socrates are there, and which one, if any, shows the real historical Socrates? This is the problem met when trying to recreate the historical mans thoughts, for the evidence is all from other parties, and so must be tainted with certain social and personal biases and opinions. There are essentially four sources to base our historical Socrates upon . Writers both of, and after his time, they have varying degrees of accuracy. Plato, a philosopher of the highest order, and an extremely close companion to Socrates himself, is the first and probably the most accurate of the sources. Aristotle, a pupil of Plato and an esteemed philosopher in his own right, would have had second hand knowledge of Socrates. Xenophon, a military general who at the time of Socrates, was probably only a casual aquaintance . The last of the sources is the comic poet and social critic Aristophanes, who wrote rather disparately of Socrates in his comedies. From these sources of the time, three Socrates emerged and it is from these which one can begin to piece together the thoughts of the historical philosopher. The first is the Aristophanic Socrates. Depicted in his Comedies as a Sophist, a natural philosopher who would teach arguments for money and denounced the existence of the gods of common opinion. For example, in Clouds by Aristophanes, Socrates agrees to teach pheidippides, strepsiades son, to win any argument, for a price: â€Å"Listen to his pronunciation – the drawl, the open mouth – did you hear? Its not going to be easy to teach him to win cases and make good debating points, which do not actually mean anything. And yet [reflectively] for 6ooo drachmas, H...

List of Literary Essay Topics Based on the 2015-2016 Nobel and Booker Winners and Shortlisted Authors

List of Literary Essay Topics Based on the 2015-2016 Nobel and Booker Winners and Shortlisted Authors List of Literary Essay Topics Based on the 2015-2016 Nobel and Booker Winners and Shortlisted Authors While you surely have heard about the Nobel Prize in Literature, not a lot of you may know about the Booker Prize. It is a literary award annually given to the author of the best original novel. The main condition for a literary work to come under the consideration of the Booker â€Å"Jury† is being written in English. The first Booker Prize was awarded in 1968 while the Nobel Prize has been acknowledging the writer’s contributions since 1901. Throughout this time they both distinguished more 160 authors and made them renowned globally. But in this article, we will mention the winners and shortlisted authors from 2015-2016 to create the most up-to-date and interesting list of literary essay topics for you. These sample titles will help you to brainstorm what you would like to write about in a literature paper. And if you often create this kind of papers, bookmark our article as it might come handy many times. The Portrait of Bob Marley in â€Å"A Brief History of Seven Killings† The Stream of Consciousness in Tom McCarthy’s â€Å"Satin Island† Chigozie Obioma and Nigeria Realities in â€Å"The Fishermen† The Migration of Indians to England and Its Economic Inner Story – Based on Sunjeev Sahota’s â€Å"The Year of the Runaways† The Topic of the Family and Its Significance in â€Å"A Spoon of Blue Thread† by Ann Tyler The Art of Satire Entwined into â€Å"The Sellout† by Paul Beatty Deborah Levy and Her Symbolic Meaning of Mother’s Milk The True Story Behind Graeme Macrae Burnet’s â€Å"His Bloody Project† The Role of Doom in â€Å"Eileen† Written by Ottessa Moshfegh Brexit Implications in David Szalay’s â€Å"All That Man Is† The Contribution of Bob Dylan into the American Songwriting How Bob Dylan Sparked the Interest of Teenagers in Poetry Post-Soviet Union Culture in the Works of Svetlana Alexievich A Not Japanese Style of a Japanese Writer Haruki Murakami The Sense of Loss as the Keynote of Haruki Murakami’s Works How NgÃ… ©gÄ © wa Thiongo’s Short Story Got Translated into 30 Languages The Controversy of Death in â€Å"Landfill† by Joyce Carol Oates Adonis and the Lack of Arabic Culture Portrayal in His Works Jon Fosse’s Contribution to Norwegian Playwriting How Ko Un’s Extraordinary Life Influenced His Creative Work These authors and their writing are leading the literature world right now. If you wish to be a frontrunner in your literature class, take one of the topics from the list or draw inspiration from it. Come up with your own topic to create an excellent academic work. You know how the title choice is significant for the overall success of the essay or research paper. That’s why we are offering you this example list to show you the direction in which you should move. Use this opportunity to produce a mind-blowing custom essay on the most up-to-date literature topic. This is your chance to get an excellent grade.

Administrative Perspective Matrix (Evolution of Management Class) Essay

Administrative Perspective Matrix (Evolution of Management Class) - Essay Example 2. According to Sridhar (2010), the administration of an organization under the consideration of administrative perspective does not restrict management of the organization within the organization but on a large-scale stage. Therefore, the second characteristic of administrative perspective is to consider the development of the organization not on a micro level but on a macro level. 3. Administrative perspective and scientific management are quite contrasting from one another because of their location in the hierarchy. Administrative perspective is the approach that is set upside down due to which, it is categorized as top-down while scientific management develops from downside up due to which, it is considered bottom-up approach. Henry Fayol and Chester Bernard can be considered as major theorists who contributed in determining administrative perspective. They can be regarded as authoritative figures because of their most important involvement in structuring theories for administrative perspective. 1. Henry Fayol showed interest in running the organization as one unit due to which, he structured miscellaneous groups with partitioned organizational functionalities. According to the theorist, the handling of organization as one unit with dissimilar groups is manageable and convenient. The theory by Henry Fayol is based on division of organizational functions. 2. Chester Bernard emphasized on development of organizational objectives because it is only because of the organizational objectives due to which, the organization prospers. The administration of an organization should be able to make certain that all the set goals of the organization must be accomplished. The theory of Chester Bernard is based on accomplishment of organizational goals. The relevance of administrative perspective to today’s managers cannot be negated as it enables today’s managers to give

Industry Analysis of Real Estate Law Research Paper

Industry Analysis of Real Estate Law - Research Paper Example This is done before the persons are introduced into more advanced case studies and practices within the industry. There is also a certificate program that has three units in escrow which assists in equipping people with the relevant real estate agent skills. These units include investment, human resource, mathematics, business related courses in accounting, and law. They assist in completing the program and at the same time provide individuals with an appreciation and an understanding of the business world. Most particularly it assists them with an understanding of the responsibilities within the industry of escrow. Real estate law is extremely significant to users because it assists them in identifying significant updates based on a wide range of issues. These are issues that highly affect the commercial real estate professionals and attorneys. It also includes other issues to do with leasing and equity, taxes, litigation, finance, security, regulations and even legislation. On the other hand, the real estate law assists an individual in staying up to date with the news regarding litigation, regulations, and registration. This is especially for those that affect commercial real estate and at the same time monitor public policy decisions that may affect a real estate dealer, or their clients. Real estate law also assists in strategic planning of reports for personal transactions especially those that are able to signal various industry trends and various commentaries differentiated by economists., These are economists who are capable of analyzing the present data and at the same time put an excellent real estate indicator in the business perspective. It also assists an interested party in having a conclusive interview with the real estate attorney or any... According to an article on step by step process of how real estate can close a paperless loan, it is evident that the real estate industry is coming up with new ideas. These new ideas are meant to boost the industry in terms of growth and development. Although many people have been curious on how these paper the industry is embracing this new idea. It is now possible for a person to close their real estate transaction without using any papers. This is an idea that has really boosted the real estate business especially because it would be easy to prove a transaction. In the past, con artists would forge documents and act as real estate agents and this way many people would lose their money and have no prove to prove the existence of a transaction. This new idea may be highly affected by certain industry trends. For instance, implementing this idea may be costly meaning that economically, the idea may be difficult to implement. On the other hand, the society may not embrace this idea f ully since it requires most of them to be educated. The industry should take time and teach every individual within a society the benefits of this idea.

Gregors Guilt in Franz Kafkas The Metamorphosis :: Metamorphosis essays

Gregor's Guilt in The Metamorphosis Humans feel obligated to do certain things. It makes them feel good, or worthwhile. If these responsibilities are not met or to the obligator's own standards then guilt comes upon them. In The Metamorphosis, by Franz Kafka, Gregor's self-condemnation keeps him trapped. Gregor is enslaved to his family. Therefore Gregor's guilt emerges from the families' burden. The excerpt below is a key passage to understanding Gregor's guilt: "'Believe me, sir, there's something the matter with him. Otherwise how would Gregor have missed a train? That boy has nothing in his mind but the business. It's almost begun to rile me that he never goes out nights. He's been back in the city for eight days now, but every night he's home. He sits there with us at the table, quietly reading the paper or studying timetables."(10) Guilt can be from many different situations. Gregor's guilt was from his obligation to work. Even Gregor's mother, a bystander, could see his dedication to his job. Life without amusement becomes stressful and unpleasant. Throughout the novel Gregor finds himself stressed out because of his dissatisfaction with his ability to provide for his family. Gregor, finally near the end of the novel, finds satisfaction in something: his sister's violin. The novel is set on Gregor being placed into the fatherly role. From there stems all the problems from the novel. One in particular comes up. Gregor does not go out at night. This is his recreational time, his time to relax and unwind. Instead Gregor stays working even when he is away from his job. Work without relaxation is dangerous. Even ancient texts talk about a day of rest. Guilt is deadly. Gregor's guilt actually leads him to his death. The stress built up from his guilt was part of his death. Because of the stress and guilt Gregor did not eat much. He became malnourished. Many tragedies have been written on the guilt of a person. In the tragedy the guilt kills them.

Change and Cultural Case Study

Six months after the merger of Mercy Medical Hospitals and the Promedica Health Systems, the new administration initiated a significant reduction in workforce. The decision was made to redesign patient care delivery. The administration’s first job redesign recommendation was that of a universal worker. The universal worker would deliver many support services. Although this is not a fail proof system, the administration wanted other options to be considered as well. The term universal worker is used when a person is cross trained in many departments, and therefore has a little more assignment flexibility. They are often used in call centers and hospitals to alleviate staff shortages and provide better service without the difficulties of processing so many referrals or dealing with call transfers (webAnswers. com2010). Depending upon the setting, universal worker may be more beneficial. One area that would fall within this area would be assisted living facilities; some of which have been affected since the merger. While some assisted living facilities still operate within this model, the industry as a whole is moving toward a more holistic approach to care in which the universal worker attends to all the daily living needs of their residents: assistance with ADLs, meal service, light housekeeping, laundry, programming, etc. Rather than dealing with four or five different people to have their needs met, residents are able to relate to one or two staff members who actually know them and are familiar with their needs, their routines, their likes and dislikes. The result is care that is more personal, customized and consistent (Widdes, 1996). An additional benefit is increased efficiency in staffing, i. e. , while the caregiver is assisting a resident with his bathing, dressing and so on, he or she may also be able to perform other duties, rather than having to call someone to dust off a countertop or clean a bathroom. Ultimately, this approach can result in increased staffing efficiencies. . The universal worker approach also seems to enhance job satisfaction. Feedback from the staff indicates that they enjoy being responsible for the resident as a whole rather than only one aspect of their care. It is a feeling that undoubtedly enhances the caregiver’s sense of job importance (Widdes, 1996). Training staff to assume responsibilities across departments and even more challenging, reshaping their attitudes and approach to care is an undertaking that requires a commitment to training, retraining and diligent follow up. It is imperative that management be very much in tune with this philosophy. Because this model often fails when implemented, there are only certain departments such as assisted living that the universal worker would actually be implemented in. For the majority of the facility, we would look at job redesign. In order for objectives to be achieved, thought needs to be given to other areas that will be impacted and may require changes to be implemented (An Organization Redesign Process). Other organizational systems that may be impacted by the introduction of a performance based reward system include: †¢The Information System How much information is given to team members, the speed at which they receive it and their ability to us the information to improve results. †¢The Training System- New skills training for employees may need to be implemented in order for them to be able to understand how to interpret information, training in new skills in order for the employees to do their jobs for effectively. †¢The Organization Structure- Departments may need to be integrated or roles significant changed. Decision-making Systems – Consider changing the way decisions are made and the level at which they are made. Authority to decide might need to be taken down to lower levels so that employees are able to make decisions the enable them to more quickly influence or improve the results. †¢Tasks and Technologies – Need to be improved in order fo r the bonus system to achieve its objectives†¦reward people for improved business performance. Changing an organization through an organization redesign process is a journey and generally a rather long journey. That is why the following three principles must be understood by anyone who is about to undertake any type of organization redesign: †¢The entire system has an effect on each element within the system †¢Every element in the system has an effect on the entire system and on each other †¢No matter what you do, the two points above always hold true. When an organization goes through redesign, 1. People need to be identified as being responsible for driving the organization through the process. Those individuals include: †¢Organization Leader: Who is generally the most senior person in the organization. This person will set the direction that the process will go in and names the Steering Committee †¢Steering Team: Consists of key leaders from the organization and other stakeholders. This teams’ responsibilities include naming and commissioning the Design Team, establishing boundaries and guidelines for the Design Team, approving Design Team recommendation and ensuring the Design Team have the resources (time and money included) they require to get the job done †¢Design Team: Generally consists of employees, half are lower level employees and the other half are upper management. Are responsible for reporting back to their functional teams on design choices being recommended and getting the input of the Implementation Team †¢Implementation Team: Basically, the entire organization, who implement the design choices recommended by the Design Team (and approved by the Steering Team). †¢Renewal Team: This team is set up after the Implementation Team. It monitors and assesses to what degree the organization design has done, what it has intended to do and make recommendations for further changes as required. †¢Consultant: Recommends and teaches the design model, the use of tools and methodology. Provides guidance to ensure the design effort stays on track. Provides expertise regarding best practice design choices and independent advice (An Organization Redesign Process). 2. Train the Strategic, Steering and Design Teams. All teams must have a commitment to the process and be able to understand the process in order to go ahead. 3. Environmental Scan: Become aware of the needs and expectations of the external environment: Customers (current and potential), Stakeholders (shareowners and their representatives), Influencers (regulators, suppliers, government, etc. , Competitors and Best in class organizations. 4. Develop Vision & Mission Statements: These statements describe why the organization was created, why it exists and its distinctive competence. 5. Success Criteria: Nominate the outcomes desired in these four categories: Customers, Stakeholder, People, Community 6. Culture: Identify the behaviors, skills and characteristics that the people working in the organization must have, along with the guiding principles that encourage people to use these behaviors and skills, in order to achieve the vision and mission. . Strategies to Influence: Determine the strategies needed to manage and reduce variability and demands from the external environment. This enables you to meet both the requirements of the external environment as well as achieve your desired performance outcomes. 8. Key Performance Indicators: Choose which ones will deliver the business performance required along with inspiring the behaviors and characteristics articulated in the culture. 9. Technical System: Analyze and redesign in terms of how tasks are performed, technologies required and the layout of buildings/facilities so that the people and the technical system are integrated for high performance. 10. Structural System: Design the structure for each of the three teams: Front Line, Resource (known in traditional organizations as Management) and Strategic so that they foster the culture required delivering high performance. 11. Decision Making & Information System: Review: what, where, how decisions are made, what information is needed to make those decisions and how it is stored and captured. 2. People System: Review: Competencies, Job Design, Selection, Induction/Orientation, Learning, and Performance Contracting, Career Development. 13. Reward System: Review how employee’s contributions are recognized and rewarded. Does the system encourage people to focus on organizational goals? 14. Renewal System: Decide how you will regularly review your business and make any design changes needed to ensure continuing optimum performance. 15. Develop an Implementation Plan: This plan identifies who is responsible for implementation, time lines, resources requires, potential bottlenecks, and contingency plans 6. Execute the plan: When the Implementation Team is kept involved in the process and has input to the Design Team, implementation happens much more quickly and seamlessly. Peter Senge (1990) suggests that team learning is the process of aligning and developing the capacities of a team to create the results its members truly desire. It builds on personal mastery and shared vision. When teams learn together, not only can there be good results for the organization, members will grow more rapidly than could have occu rred otherwise. Virtually all important decisions occur in groups. Teams, not individuals, are the fundamental learning units. Unless a team can learn, the organization cannot learn. Team learning focuses on the learning ability of the group. Adults learn best from each other, by reflecting on how they are addressing problems, questioning assumptions, and receiving feedback from their team and from their results. With team learning, the learning ability of the group becomes greater than the learning ability of any individual in the group (Learning Organisations). In order to make the work teams function at its optimal performance, there are nine key activities or work functions that must be present. Those functions include: †¢Advising – gathering and giving information †¢Innovating – creating new ideas or brainstorming new ways to tackle old problem †¢Promoting – selling the idea to management and gathering all the resources †¢Developing – once the idea has been sold to management, it then needs to go to the analytical process and be developed. †¢Organizing – setting up a structure and resources so that the product, scheme, or service can work. Producing – putting the product or service together. †¢Inspecting – watching out for details. Inspection of the high quality must be maintained and accurate records must be kept. †¢Maintaining – it is associated with the support services offered in an organization and the general background work done in a team to ensure that its requirements can be met quickly and efficiently. †¢Linking – is central to the success of all teams. It is the difference between an effective and an ineffective team. Someone coordinating all the team members to ensure that there is maximum cooperation and interchange of ideas, reports and experiences (Margerison, C. & McCann D. , 2000). Being able to plan, and control the intra-organizational and inter-organizational communication that must occur to implement the job design changes will be difficult but not impossible. The information that needs to be given out during the job redesign would have to be given to top managers right before it is given out. Then the staff can be in-serviced on the changes that would be going into effect and a question, answer type forum be done. Once the changes have been implemented, a committee of staff and managers can be appointed to look at the changes and see if there are any additional changes that may need to be implemented because of the initial changes. This is also a way to ensure job satisfaction. If the employee feels that their feedback is worth something and is being listened to, they are more willing to make the changes that need to be made. If individuals enjoy doing a job, they perform at their very best. Giving them the opportunity to be a part of the job redesign, makes them feel as though they have contributed to something and it is worthwhile to the employee.