Infant-Mother Attachment and Eating Disorder Behavior Essay

Mary S. Ainsworth was fascinated in the association between infants and their mothers that she later coined the theory of infant-mother attachment. According to Ainsworth, there are three evident attachment patterns that will develop, secure, anxious and avoidant infants. Ainsworth felt it was substantially necessary for a child to transition out from a mother’s attachment and vulnerability to autonomy and independence as a factor in normal development in personality. One of the key points of Ainsworth security theory is that infants need to â€Å"develop a sense of direction and secure dependence on parents† before leaving the nest into a strange and unfamiliar situation (Bretherton, 1992). According to Ainsworth, â€Å"Familial security in the†¦show more content†¦In order for children to thrive, infants need to experience healthy nurturing relationships with their mother or caregiver. Nevertheless, without a mother infant attachment bond the growth and d evelopment of personality would be non-existent to the infant or child. For the explanation if attachment, family factors do play an imperative role for positive development in a mother infant attachment bond. Studies show that an individual who has a healthy relationship with parent s will have a positive or nurturing relationship with their peers (Richters Walters, 1991). Individuals who are alienated growing up are more prone to the development of eating disorders or self-harm behaviors that had negative experiences growing up in a house hold with conflicts, or the lack of socialization skills (Richters Walters, 1992). Relationship between attachment and eating disorders Many theorists believe that family dynamics of those suffering from eating disorders may have contributed to their illness. For instance, anorexic families have sought to be closely related, with perfectionistic attitudes, and higher socioeconomic status. Cole-Detke Konak (1996) described anorexic families as dependent on their child which results in the sufferer being tired to their needy parents by stopping their daughter from actually developing her own autonomy and sense of separation into the world. According to attachment theory, disordered eating behaviors and the attempt to controlShow MoreRelatedRelation: Infant Mother Attachment and Eating Disorders1510 Words   |  7 Pageslinks between infant mother attachment and eating disorder behavior. Throughout this paper the two main theorists that are looked at are Mary S. Ainsworth and John Bowlby. Mary S. Ainsworth’s framework of attachment theory began in Uganda, while studying individual difference in infant behav ior, which is known as the Strange Situation. John Bowlby coined the theory of infant mother attachment based on object relations psychoanalytical theory and the conceptualization that infants need healthy maternalRead MorePsychological Theories, Freudian, Object Relational, And The Main Components Of Attachment And Object Relations Theory1660 Words   |  7 PagesIn this paper, the author will delineate the following developmental theories, Freudian, Object Relational, and the main components found in Attachment. The main theorists that will be addressed include, Sigmund Freud, John Bowlby, Mary Ainsworth, and some work of Melanie Klein. The author will provide a detailed explanation on attachment and object relations theory and how it can be incorporated with a client who is suffering from Anorexia Nervosa and how the impact of development correlates withRead MoreEssay on Attachment Theory2562 Words   |  11 Pagesbetter insight of attachment theory Mary S. 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Affects can cause unmet developmental needs, impaired attachment, economic hardship, legal problems, emotional distress, and sometimes violence being perpetrated against him or her Lander, L, et al. (2013) A family with unmet developmental needs may include children of parents with learning disabilities, poorRead MoreFreud s Trust Vs. Miss Trust Theory907 Words   |  4 Pagesâ€Å"Half of the infants in the United States today have employed mothers, twice the proportion that there were in 1970.† Studies on the affect of mothers going back to work have been varied and have thus for lead to interpretations of the results. The mothers and infants relationship has a central part in a lot of theories on an infants trust development. Freud’s trust vs. miss-trust theory is an example of this. â€Å"Infants must learn to trust their caregivers to meet their needs. Responsive parentingRead MoreEmotional Abuse : Cause And Effects1344 Words   |  6 Pagesaffective quality of the caregiver-infant relationships helps foster the development of empathy (Sorsoli, 2004). The concept of a negative affective relationship or the external influences are currently developing a new type of a society devoid of empathy (Sorsoli, 2004). The lack of emotional connection to the provider in the infant stages creates a lack of attachment to the caregiver in younger adolescent stages (Sorsoli, 2004). The unhealthy attachment between infant and young adolescent has vast impactsRead MoreThe Source Of Referral Was Referred By An Outpatient Mental Health Provider1724 Words   |  7 Pageslife-style transition which has stirred up emotions of abandonment. Alyssa reports she has lived with her biological mother for all of her life, and now is faced with being left alone to live in their home because of biological mother’s choice to move-in with her long-time boyfriend. Alyssa’s moods can be extreme when discussing her current living situation or relationship with her biological mother. It is apparent she is unable to control her anger or self soothe when in a state of feeling despair. AlyssaRead MoreBorderline Personality Disorder And Insecure Attachment2065 Word s   |  9 Pages Borderline Personality Disorder and Insecure Attachment Melanie Countee Marymount University â€Æ' Abstract Borderline Personality Disorder is marked by maladaptive personality traits including chaotic interpersonal relationships, poor impulse control, and emotional instability. Theorists and clinicians have suggested that attachment based theories provide a framework to understanding and assessing BPD etiology. Links between insecure attachment along with abuse and neglect are relevant casual

After The Music Stopped The Financial Crisis, The...

In the insightful and informative novel â€Å"After the Music Stopped: The Financial Crisis, the Response, and the Work Ahead† by Alan S. Blinder, the author offers an intriguing point of view towards what factors caused the 2008 financial crisis, the ways in which the federal government acted and regulated the crisis as well as what â€Å"10 financial commandments† bankers, regulators, and market participants should be attentive of in the future. Before delving into the novel itself, let’s take a look at the author, Alan S. Blinder. Blinder is an American economist who serves at Princeton University as the Gordon S. Rentschler Memorial Professor of Economics and Public Affairs in the Economic Department, and the Vice Chairman of the Observatory Group. In addition, Blinder was involved in government affairs when he served on President Bill Clinton’s Council of Economic Advisers from July 1993 to June 1994 as well as serving as the Vice Chairman of the Boar d of Governors of the Federal Reserve System from June 1994 to January 1996. As Vice Chairman, he advised against raising interest rates too rapidly to slow inflation because of the delays in prior rises feeding through into the economy. In addition, Blinder advised against overlooking the short term costs in terms of unemployment that inflation-fighting could cause. 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BQ Case Study Free Essays

Contents Executive Summary3 1. TASK ONE4 1. 1 Introduction4 1. We will write a custom essay sample on BQ Case Study or any similar topic only for you Order Now 2 Possession and practice4 3. 3 BQ case5 3. TASK TWO8 3. 1 Introduction8 3. 2 Time distance9 3. 3 Technological distance10 3. 4 Social distance10 3. 5 Cultural distance11 4. Bibliography13 Executive Summary In a modernized and globalized world, knowledge creation and synergization of knowledge in an organization is truly crucial. As data and information are readily available, and information communication technology (ICT) has highly advanced, organizations such as BQ need to understand how knowledge creation can assist to improve internal and external processes and also encourage innovation. In task one, the aim is to differentiate between possession of knowledge and practice of knowledge and examine which epistemology BQ uses throughout their supply chain. BQ uses possession knowledge whereby it provides all their vendors with a code of conduct guidelines which they need to follow through. However, in the face of risk and uncertainty in an economic crisis, BQ should adopt practice of knowledge and enabling people to do differently and better. In task two, the statement by Stoneman (2010) means that trust and power are the main factors that drive product, process and organizational innovation. For BQ, due to their power as the distributor, they are able to develop and lay down the process and procedures that all their vendors need to adhere to. However, in an economic crisis, its regimental practice may ot work as uncertainty disrupts the flow of the procedures. 1. TASK ONE 1. 1 Introduction The studies on knowledge and its characteristics have long been explored and discussed in the business and supply chain world. With the emergent of technology and innovation, the possession and practice of knowledge has become more essential in this â€Å"knowledge society† (Nonaka, 1994; Bell, 1973; Drucker, 1968; Toffler, 1990). But what is knowledge and how does an organiz ation activate and generate knowledge? Knowledge is defined as â€Å"awareness, consciousness, or familiarity gained by experience or learning† (knowledge, n. d) which are the ways people in a social situations would understand and make sense of where they are and what they are doing. When knowledge is conducted and embraced in an organization, it will result to a group of people who develop shared beliefs, behaviours and routines that shape organization capabilities. Experts such as Polanyi (1966), Nonaka (1994) and Cook and Brown (1999) divide knowledge into two categories called tacit knowledge and explicit knowledge. Tacit knowledge is associated with the skills or know-how that people developed through their own experience in specific contexts. Whereas explicit knowledge is something that has been codified, written down or spelled out and is communicable across context. 1. 2 Possession and practice From the word possession itself, one can understand that it is about the knowledge that people have in their mind (Cook and Brown, 1999). Blackler (1995), and Cook and Brown (1999) refer possesion of knowledge as â€Å"knowledge† and practice of knowledge as â€Å"knowing†. Knowledge is a mental or cognitive capacity which is hierarchical in nature and comprises of data, information etc. moreover, possession of knowledge is a personal property where people render meaning from subjective experiences, perceptions and previous understanding. As human minds are individually unique, hence different people may perceive and intepret the same information or data differently. Meanwhile, practice of knowledge sees knowledge as something that it developed through social interaction such as project work, group assignment or group discussion. When people practice knowledge, they convert tacit knowledge into explicit knowledge, thus transferring knowledge from one person to another. This is done through sharing stories, experiences or creating norms to a group of people hence enabling the experience of an individual to be related to a wider community. 3. 3 BQ case BQ plc works with many vendors such as Kingfisher Asia (KAL) who supply products to BQ. Hence to manage their vendors and ensure processes and procedures are followed, BQ come up with code of conduct (BQ Operational Standards for Supply Chains) for all their vendors. The code of conduct is based on the international labour and envirnmental standards set by the International Labour Organisation (ILO) Conventions which factories and worksites of all vendors throughout the world need to comply to. In summary, vendors need to let BQ have full visibility of the enitre supply chain and fulfill and obey the code of conduct criteria at all facilities. Any failure to meet the nine Critical Failure Points (CFPs) will result in BQ not buying or purchasing their products. Through this code of conduct, we can deduce that BQ adopts a possession of knowledge rather than practice of knowledge. BQ receives knowledge about labour and environmental guidelines from ILO conventions and uses the basic context to write down or capture in an information technology (IT) system which is then made available as an organizational resource – BQ Operational Standards for Supply Chains. This is in contrast of having a group discussion with the vendors and seeking their opinions and views on how to create a better working environment for the workers (practice of knowledge). For example, Baer (1987) and Abbott (1988) explained that in order to defend their position, occupational groups such as doctors would write down or ‘black box’ their skills and knowledge which is then used by others as guidelines or instructions to follow. BQ is following the same concept as they wish to guard their position as a responsible organization or employer where the rights of all workers throughout the world are respected and protected. Thus, this results to an encoded knowledge (Blackler, 1995) for the vendors as information is transmited through the code of conduct. Unlike an individual or specialist ‘black box’, the construction of the code of conduct requires the involvement of a group of people. This method of knowledge creation follows Nonaka’s SECI framework where it is a spiralling process of interaction between tacit and explicit knowledge (Nonaka,1994; Nonaka Toyama, 2003). The SECI framework consists of four knowledge conversion processes; Socialization, Externalization, Combination and Internalization; which can be seen in Figure 1. The breakdown for BQ case is as follow: 1. Socialization – The ILO standards which was made known to the BQ management assist them to create their own knowledge or set of standards which vendors are to adhere. 2. Externalization – BQ management then decides to have their on set of guidelines in accordance to ILO standards and form a group to write down the code of conduct. 3. Combination – We believed that during the process of writing down the code of conduct, BQ managerial level will each provide inputs and opinions based on the organization’s mission and values on what and how to write down. Once drafted, the Head of Human Resource Department will read it through and request for any necessary adjustments. Once finalized, the Chairman or Head of BQ will give the approval to codified and disseminate the code of conduct to all the vendors. 4. Internalization – Vendors will then read the instructions and ensure all CFPs are met. For any areas which fail to comply, site management of the vendors will then follow the guidelines to make changes and improvements. Figure 1: SECI model of knowledge creation Source: Nonaka Toyama (2003) However, Nonaka SECI framework downplays the difference of interest, power and political dynamics which people and organizations face everyday. Thus, during an economic crisis, BQ may approach innovation differently due to the uncertainty and adversity faced in a crisis. According to Tsoukas (1996) and Schauer (1991), even though organizations can make assumptions and obtain knowledge from previous economic crisis where similar conditions are seen, the formulate strategy may not work perfectly according to what the organizations believed as there are still uncertainty. Meaning to say, a strategy used in a crisis five years ago may not generate the same result due to the difference in technology, people’s mindset and other relating conditions. BQ need to adopt practice of knowledge during a crisis as information may not be readily available since people and other organizations are wary and may not disclose essential information in order to survive the crisis. With competition between rival organizations getting tougher, BQ needs to learn, practice and embodied skills and knowledge which increases their chance of survival (Barnett Burgelman, 1996). As mentioned by Hitt et al (2007), a multilevel research approach to encourage employees to have better understanding of the strategy implemented by BQ management. Hence, BQ through providing an enabling context, BQ allow its employees to do things differently and better. For example, when selecting their vendors, BQ can not just rely on which vendor is able to adhere to its code of conduct. BQ also need to look into the pricing, capability and other characteristic of the particular vendor. BQ vendor management team need to have further dicussion with sales, procurement and operations team to gain their opinions and views on which vendors to select. With the current vendors, BQ need to adopt open communication and discuss with them on how the crisis is affecting their perfomance and compliance towards the code of conduct. Another example is due to the crisis, a vendor had to lay off several staff and workers due reducing their headcount. Hence in order to meet BQ rders, the vendor’s workers may need to work extra hours which is over the local law. Through discussion, BQ may allow the vendor to carry out the new process until the economy stablize and the vendor is able to employ more workers. 3. TASK TWO 3. 1 Introduction Stoneman (2010) mentioned that â€Å"product, process and organizational innovation are socially and politically mediated processes†. This means that through social relationship and even political standing in an organization; product, proc ess and organizational innovation are being conceptualized. Jackson (2001) noted that the real-world issues and situations do not match up to traditional disciplinary boundaries due to the inequality in the capitalist world. Therefore, trust and power play an essential role in the development of knowledge and innovation. Internally at BQ, their managers may see themselves as the authority towards process and organizational innovation. For example, a manager has the power to decide on how his department should be run in order to meet the department and organization goals. And through his relationship and interaction with the staffs, he may perceive a staff as capable if able to follow the process and excel in it. Hence, to gain trust and acknowledgement, employees compete and motivate each other to do better at what they do and also provide suggestions to the manager on improving certain situations or issues. As highlighted by Hardy and Dougherty (1997), depending on the organization’s culture and its board of management, resource power and process power can either work against or aligned with innovation. However, without meaning and a direction to support the need for innovation, people will notbe motivated to innovate. For example, the warehousing staffs at BQ may face difficulties in picking the correct product. Thus, with its power, the warehouse manager can arrange a group discussion with the warehousing team leaders and their IT department to create a new process whereby the product are bar-coded and connected to a system which will provide the product information when it is scanned. Externally, when working with their supply chain members such as customers and suppliers, BQ managers can use either its power or trust to ensure compliance are met by the suppliers and customers continue to purchase from BQ. For example, the board of management has the authority to continue or discontinue the services of a vendor depending on its compliance and performance. However, during an economic crisis where risk and uncertainty are faced, BQ managers may react to similar situation or innovation differently. BQ decisions on innovation, processes and products are affected by four types of distance – time, technological, social and cultural. 3. 2 Time distance Due to the changes in time, environment and conditions, certain processes or procedures that BQ managers created may not be applicable in an economic crisis. Moreover, the decisions BQ managers made in a previous crisis are also not applicable even though the conditions are similar because there is still uncertainty whether the outcome would be the same. The finance department will be more guarded on the expenses and budget thus setting a more thorough process of other departments to ensure waste are minimized and costs are low. In a study done by Hardy and Dougherty (1997), innovators or managers in an anti-innovation environment would solve their problems through methods and ways which hamper innovation whereas in a pro-innovation environment, innovators are able to incorporate the organization’s resources, processes and meaning to develop an more suitable and effective product. Thus, in relation to the crisis, BQ managers may tackle a deparment issue by pushing away the problematic function and work its way around it. 3. 3 Technological distance As ICT becomes highly advanced, BQ need to be selective of the information and tacit knowledge that is available widely. This is because not all tacit knowledge is applicable to BQ’s strategy and that an overflow of information will result to overloading and poor decision making. Through market and technology knowledge, innovators are able to examine problems, communicate and collaboratively develop new products for the organization (Dougherty et al, 2000). However, in an economic crisis, technology knowledge that is necessary for innovation may not be readily available or cost effective to the organization. Faced with uncertainty, BQ board of management may decide to take on a survival mode concept and develop process such as budget control to restrict unnecessary cost and waste. Thus, if an innovator in BQ requires a certain technology to assist in its development of new product, he need to go through many levels of strict procedures in order to attain approval. 3. 4 Social distance During an economic crisis, organizations face many problems and situations as they try their hardest to survive and go through the crisis without a major disruption or impact. Due to the uncertainty and risk, managers need to respond quickly and effectively. Even in a crisis, Jackson (2006) noted that managers need to ensure their processes are efficient and effective, staffs are motivated and knowledge is created and enhanced. This is to ensure that the organization is constantly better than their rivals thus surviving the crisis. While ICT and innovation should still move on in a crisis; being a regimental organization; BQ managers follow routine and have the power to make innovation unlawful through rewarding short-term results, punishing mistakes and even not rendering the support needed for innovation (Hardy Dougherty, 1997). Not only does this kills innovation in BQ, the staff would also be less motivate to innovate as they unable to relate a specific project with BQ’s strategy (Van de Ven and Polley, 1992; Hardy and Dougherty, 1997; Dougherty Heller, 1994). Hence, BQ board of management need to re-evaluate its organization strategy and procedures if it wishes to maintain in the industry. Jackson (2006) suggest organizations to adopt creative holism which is a set of guidelines that are multi-paradigm, multi-methodology and multi-method in nature. Through holism, organizatons look at the situation at a macro and organizational level, thus assuring that the departments are connected and performing together as a whole. Dougherty et al (2000) explained that since organizational knowledge and learning involves many different processes, a focal point or objevtive is essential to ensure one is taking the right path. Pelz and Andrews (1966) recognized that the efforts to combine and link market and technology knowledge across and throughout the organization is often met and filled with tensions. Thus, BQ need to incorporate these two factor and be less rigid if it wishes to produce and gain new ideas, products and processes (Weick and Westley, 1996). 3. 5 Cultural distance Kingfisher plc, the parent company of BQ, is a United Kingdom (UK) based retailer that offers do-it-yourself (DIY), home decorations and home improvement products to their 6 million customers (Kingfisher, 2012). To meet their international market and demand, Kingfisher plc has overseas sourcing offices in India and Poland that act as a supplier to BQ. To ensure these strategies and structure is maintain in other country, Kingfisher plc has to train its overseas employees, make them understand and cultivate the Kingfisher plc working culture. However, this will be a tough challenge for example, in India due to the poor education and different socio-culture. Thus, Kingfisher plc needs to accommodate its Western working culture with India working culture, but without losing its main mission and strategy. To ensure this is executed properly, Kingfisher plc needs to obtain a specialist in the Indian market and culture. An economic crisis affects countries differently, depending on where the crisis originates. However, due to globalization, a crisis in the European Union (EU) nations will have a ripple effect, thus affecting neighbouring countries and countries that depend on the EU economy and market. Likewise, if an economic crisis hits India where one of BQ suppliers is located at, BQ need to gather information and data from news reports and the India supplier’s representative, and analyse the data before making a decision on how to overcome the crisis and what BQ should do to ensure that the crisis in India do not disrupt the entire supply chain. To ensure accurate and timely information and knowledge is recevied, Swan and Scarbrough (2005) suggest organizations to adopt a networked innovation process where the innovation procedures is collaborated in the network arrangements within and between organizations (Alter Hage, 1993; Owen-Smith Powell, 2004; Powell et al, 1996). BQ needs to view networks as a means of communication where knowledge and information are disseminated (Swan Scarbrough, 2005) and thus, adopting a open sharing concept where individuals and groups are allow to interact and exchange knowledge and information. 4. Bibliography Abbott, A. 1988). The system of professions: An essay on the division of expert labour. Chicago: University of Chicago Press. Alter, C. , Hage, J. (1993). Organizations working together. Newbury Park, CA: Sage. Baer, W. (1987). Expertise and professional standards. Work and Occupations, 13, 532-522. Barnett, W. P. , Burgelman, R. A. (1996). Evolutionary Perspectives on Strategy. Str ategic management journal, 17, 5-19. Bell, D. (1973). The Coming of Post-industrial Society: A Venture Social Forecasting. New York: Basic Books. Blackler, F. (1995). Knowledge, knowledge work and organizations: An overview and interpretation. Organization studies, 16(6), 1021-1046. Cook, S. D. , Brown, J. S. (1999). Bridging Epistemologies: The Generative Dance Between Organizational Knowledge and Organizational Knowing. Organization Science, 10(4), 381-400. Dougherty, D. , Heller, T. (1994). The illegitimacy of successful new products in large firms. Organization Science, 5, 200-218. Dougherty, D. , Borrelli, L. , Munir, K. , O’Sullivan, A. (2000). Systems of organizational sensemaking for sustained product innovation. Journal of engineering and technology management, 17, 321-355. Drucker, P. (1968). The Age of Discontinuity: Guidelines to Our Changing Society. New York: Harper Row. Hardy, C. , Dougherty, D. (1997). Powering Product Innovation. European Management ]ournal, 15(1), 16-27. Hitt, M. A. , Beamish, P. W. , Jackson, S. E. , Mathieu, J. E. (2007). Building Theoretical and Empirical Bridges Across Levels: Multilevel Research in Management. Academy of Management Journal, 50(6), 1385-1399. Jackson, M. C. (2001). Critical systems thinking and practice. European Journal of Operational Research, 128, 233-244. Jackson, M. C. (2006). Creative Holism: A Critical Systems Approach to Complex Problem Situations. Systems Research and Behavioral Science, 23, 647-657. Kingfisher. (2012). About us. Retrieved from Kingfisher plc web site: http://www. kingfisher. com/index. asp? pageid=176 knowledge. (n. d). Collins English Dictionary – Complete Unabridged 10th Edition. Harper Collins Publishers. Retrieved November 25, 2012, from Dictionary. com: http://dictionary. reference. com/browse/knowledge Nonaka, I. (1994, February). A Dynamic Theory of Organizational Knowledge Creation. Organization Science, 5(1), 14-37. Nonaka, I. , Toyama, R. (2003). The knowledge-creating theory revisited: knowledge creation as a synthesizing process. Knowledge Management Research Practice, 1, 2-10. Owen-Smith, J. , Powell, W. W. (2004). Knowledge networks as channels and conduits: The effects of spillovers in the Boston biotechnology community. Organization Science, 15(1), 5-22. Pelz, D. , Andrews, F. (1966). Scientists in Organizations. New York: Wiley. plc, K. (2012). About us. Retrieved from Kingfisher plc web site: http://www. kingfisher. com/index. asp? pageid=176 Polanyi, M. (1966). The Tacit Dimension. London: Routledge Kegan Paul. Powell, W. , Koput, K. , Smith-Doerr, L. (1996). Interorganizational collaboration and the locus of innovation: Networks of learning in biotechnology. Administrative Science Quarterly, 41, 116-145. Schauer, F. (1991). Playing by the rules. Oxford: Clarendon Press. Swan, J. , Scarbrough, H. (2005). The politics of networked innovation. Human Relations, 58(7), 913–943. Toffler, A. (1990). Powershift: Knowledge, Wealth and Violence at the Edge of 2lst Century. New York: Bantam Books. Tsoukas, H. (1996). The firm as a distributed knowledge system: A constructionist approach. Strategic management journal, 17, 11-25. Van de Ven, A. , Polley, D. (1992). Learning while innovating. Organization Science, 3, 92-116. Weick, K. , How to cite BQ Case Study, Free Case study samples

Are scientific management and human relations approaches still applicable to organisations of the 21st century free essay sample

Compare traditional and modern organization III. Scientific management and Human relation approach in organization 1. Scientific management in modern organization 2. Human relation approach in modern organization IV. Conclusion List of references I. Introduction Maximizing efficiency, reducing costs and increasing profits are facts which will be always of high interest for companies. In the course of development of organizations different approaches have emerge to fulfill these interest. The purpose of this essay is to explain scientific management and human relations theory and how it is still applicable in 21st century. The paper will start by explaining the meaning of each theory. Then I will give the example to prove the realistic of theories in industry. With the help of these facts it can be shown how different these theories are and whether they achieve the same ends. Without a doubt, scientific management and human relation have changed the way organizations work. Evaluating the benefit and influence is less clear and is subject to individual opinions and arguments. Based on my observation and research, I think that, on the balance, they still applicable to organization in 21st century. However, it is not common as it was in the past. Scientific Management I. 8 Definition An early 20th century school of management thought concerned primarily with the physical efficiency of an individual workers. Scientific management is based on the work of the US engineer Frederick Winslow Taylor (1856-1915) who in his 1911 book The Principles of scientific management laid down the fundamental principles of large-scale manufacturing through assembly-line factories. It emphasizes rationalization and standardization of work through divison of labor, time and motion studies, work measurement, and piece-rate wages. Father of scientific management Frederick Winslow Taylor (20 March 1856 – 21 March 1915), was the founder of the scientific management (SM) also referred to as Taylorism (Thompson and McHugh, 2009, p. 28), was an American mechanical engineer who sought to improve industrial efficiency. I. 10 Over view of scientific management Taylor’s theories were based on a simple interpretation of human behavior that people are motivated solely by money – his term was â€Å"rational man† The old fashioned dictator does not exist under Scientific Management. The man at the head of the business under Scientific Management is governed by rules and laws which have been developed through hundreds of experiments just as much as the workman is, and the standards developed are equitable. I. 11 Objectives To scientifically determine the optimal way to perform a job, Taylor performed experiments that he called time studies, (also known as time and motion studies). These studies were characterized by the use of a stopwatch to time a workers sequence of motions, with the goal of determining the one best way to perform a job. Here is some main objectives: Improvement of efficiency and maximization of profit Increase size is desirable in order to obtain the advantages of the division of labor and specialization of tasks. I. 12 Theories of Taylor To fix these problems and to make enterprises more profitable Taylor looked at the scientific side of establishments and developed four management principles. The first one is the principle of â€Å"developing a science for each element of work† (Thompson and McHugh, 2009, p. 30). Within this principle Taylor summarizes the whole accumulated knowledge of the workers and the company. Hence, he creates rules and norms for each process. Furthermore, he divided the processes in small parts and analyzed them concerning their lead time and course of movement. As a result Taylor could identify and eliminate interference factors (Taylor, 1911, p. 24). The main elements of his theory were: 1. Management is a true science. The solution to the problem of determining fair work standards and practices could be discovered by experimentation and observation. From this, it follows, that there is one right way for work to be performed 2. The selection of workers is a science. Taylor’s first class worker was someone suitable for the job. It was managements role to determine the kind of work for which an employee was most suited, and to hire and assign workers accordingly. 3. Workers are to be developed and trained. It is managements task to not only engineer a job that can be performed efficiently, but management is responsible for training the worker as to how the work is to be performed and for updating practices as better ones are developed. This standardizes how the work is performed in the best way. Scientific management is a collaboration of workers and managers. Managers are not responsible for execution of work, but they are responsible for how the work is done. Planning, scheduling, methods, and training are functions of the manager. University of Bedfordshire Level 1 Core Programme Textbook Volume 1, Week 2 Scientific Management and Human Resources chapter, page 79-80. I. 13 Other theorist about scientific management I. 13. 1 Frank and Lillian Gibreth Frank Bunker Gilbreth (July 7, 1868 – June 14, 1924) A construction contractor by trade, Frank Gilbert gave up his contracting career in 1912 to study scientific management after hearing Taylor speak at the meeting. Frank and his wife Lillian an psychologist studied work to eliminate wasteful hand-and-body motions. The Gilberts also experimented with the design and use of the proper tools and equipments for optimizing work performance. Frank is best known in his experiment in bricklaying. By carefully analyzing the bricklayers job he reduced the number of motions in laying exterior brick from 18 to about 5 and on laying interior brick the motions were reduced from 18 to 2. Using Gilberts techniques the bricklayer could be more productive and less fatigued at the end of the day. About his contribution: -Sought ways to make bricklaying faster and easier Invent a device called micro chronometer that recorded the workers motion and the amount of time spent doing each motion. Wasted motions missed by the naked eye could be identified and eliminated. Devise a classification scheme to label 17 basic hand motions such as search, grasp and hold which they called Theobalds. This scheme allowed the Gilbert a more precise way of analysing a workers exact hand movements https://www. asme. org/engineering-topics/articles/construction-and-building/frank-bunker-gilbreth http://education. blurtit. com/82282/what-do-you-know-about-frank-and-lillian-gilbert- Lillian Moller Gilbreth (May 24, 1878 – January 2, 1972) Lillian Evelyn Moller Gilbreth   was an American  psychologist  and  industrial engineer. One of the first working female  engineers  holding a  Ph. D. , she is arguably the first true  industrial/organizational psychologist. She and her husband  Frank Bunker Gilbreth, Sr. were efficiency experts who contributed to the study of  industrialengineering  in fields such as  motion study  and  human factors. The books  Cheaper by the Dozen  and  Belles on Their Toes  (written by their children  Ernestine  and  Frank Jr. ) are the story of their family life with their twelve children, and describe how they applied their interest in  time and motion study  to the organization and daily activities of such a large family. https://www. sdsc. edu/ScienceWomen/gilbreth. html About her contributions: Help industrial engineers see the importance of the psychological dimensions of work The first American engineer ever to create a synthesis of  psychology and  scientific management by applying the principles of scientific management to household tasks, Gilbreth sought to provide women with shorter, simpler, and easier ways of doing housework to enable them to seek paid employment outside the home. http://en. wikipedia. org/wiki/Lillian_Moller_Gilbreth I. 13. 2 Henry Laurance Gantt (1861-1919) Henry Gantt worked as a teacher, draftsman, and mechanical engineer before making his mark as an early 20th century management consultant. He authored two books on the topic, and in the 1910s he developed the scheduling and monitoring diagram, now called Gantt charts and used ubiquitously across industry and manufacturing, which provide easy, visual data on project planning and progress. He initiated the task and bonus wage method, wherein workers are paid a regular wage for time worked, and also paid an additional bonus if their labor exceeds productivity targets. He is the namesake of the annual Gantt Medal, awarded since 1929 by the American Society of Mechanical Engineers for distinguished achievement in  management and for service to the community. Gantt wrote, I have never had any opposition whatever from the workman that was not immediately overcome as soon as he understood what we are doing. He maintained that it is counterproductive to treat labor poorly, and proposed that workers and management share the common goal of producing a high-quality product. As a matter of principle he refused any assignment where the company that sought his advice had not read and agree with the principles explained in his book,  Work, Wages, and Profits. Author of books: Work, Wages, and Profits: Their Influence on the Cost of Living  (1910, economics) Industrial Leadership  (1916, nonfiction) Organizing for Work  (1919, nonfiction) http://www. ganttchart. com/ About his contribution: Develop the management system that was methodological and goal oriented which assist in planning and organizing methods with use â€Å"Bar charts† as a project management tool. Contribute the concept of Industrial Efficiency, by applying scientific management analysis to all aspect of the work in progress. The industrial management role is to improve the system by eliminating chance and accidents. His concept of the Task and Bonus system linked the bonus paid to managers and employees to how well they improve performance. I. 14 Pros and cons of scientific management I. 14. 1 Pros Labor productivity increased significantly, lower cost, the end result is higher profits for both owners and workers. Strengthening the relationship between workers and managers, develop team spirit and relationships between workers and managers Managers are more likely to compete with other manager. The role of managers is further enhanced. It reduces conflicts and ambiguity. It leads to good Planning. Develop leadership qualities The value of Scientific Management theory can still be used in modern industry. I. 14. 2 Cons Although method led to increases in productivity and to higher pay, but   workers and unions began to oppose his approach because as they feared that working harder or faster would exhaust whatever work was available causing layoffs. Even if one is ready to pay more money but the employee does not have job satisfaction his efficiency may decrease Failure to give guidelines to goals Failure to teach philosophy of MBO Managers compitition may lead to tug of war It’s not easily possible to apply this theory where output is not in form of units. Taylor’s emphasis on the control and the control was somehow underestimated the human element as a whole individual turns of a social relationship. Due to the emphasis on performance at the operational level and to save time by researching and pulling movements have brought attention to the effective management of governance at the operational level in the general aspect re not focused. Only apply well in stable environments It lead to some unscrupulous practices like Rate cutting. 2. Human Relation approach

Words Speak Louder Than Actions free essay sample

Many people would disagree, but all great speeches by famous people such as Martin Luther King, Jr. , Abraham Lincoln and even Adolph Hitler demonstrate that words are more powerful than actions. Strong words speak louder than actions. Actions are needed but sometimes your words can be more help than anything you could possibly do. Words can change the way a person views and idea. A person skilled with words can capture an audience and can even change the world just by talking. When Martin Luther King, Jr. started his movement for equal rights he had a choice. He could lead a violent revolution of the people or lead the peaceful movement of equality. Mr. King decided to lead the peaceful movement and gave his I have a Dream speech. His words captured the hearts of a nation. His words held such meaning and power people had no choice but to listen. We will write a custom essay sample on Words Speak Louder Than Actions or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page His words changed history forever. Mr. King’s speech is a perfect example of words being more powerful than action. If he had decided to take the capital by storm and rioting it would have had a complete opposite effect on the world. Sitting down and talking is almost always the better path. Words create thoughts and ideas. These thoughts and ideas are the beginning of change or resolution to a problem. Discussing a problem or speaking your mind can help other people to understand your point of view and possibly change their opinion to your opinion. In Hunger Games Katniss speaks to the crowd candidly and wins them over. If she had not won them over with her words, she would not have gained sponsors, which in turn saved her life later down the line. Her candid words saved her life. During the presidential debate for the United States of America, both presidential candidates attempted to sway the voters to vote for them. They tried to speak respectfully and straightforward to the public. At the same time, they spoke condescending and biting against their opponent. Their words and the strength of their speech determined the leader of our great country. I know first hand how words speak louder than actions. When my little brother was on the roof of our house and so afraid that he could not move. I stood under him on the ground and spoke to him in a matter-of-fact voice that was calm and comforting. My words kept him from being afraid and making a wrong decision that could potentially harm him. He was able to sit still until my dad could go up on the roof and bring him down safely. History, literature, current events and personal experience are just a few of the things in life that dramatically show that words speak louder than actions.

Are we alone (aliens) essays

Are we alone (aliens) essays Yes extraterrestrial life exists. We arent alone, but what do we really mean by asking are we alone? Are we alone in this earth, or in this universe. The only data point that scientist have acquired is that if life emerges in a planetary environment it shall be in our own earth and no other. Life exists everywhere, even in our own earth there is still many places that havent been discovered. There has been many forged videos who try to imply the existence of extraterrestrial life and at the same time trying to prove the existence of UFO s . Through out many years, scientist have been trying to search with microscopes to see if their lens can reach those others worlds they have hope in knowing about. Extraterrestrial life refers to life that might exist beyond the Earths biosphere, on planets in our own solar system or around other stars. For most of this history, life has meant intelligence, and the hopes for scientist of obtaining actual data in its existence is not that great. When talking and asking questions about extraterrestrial life, most likely it becomes a debate within everybody because there is no real facts or information that can prove any of the things we say truth. Although life can exists none of the planets that we know have the supplements they need to keep life in it. As far as we know, ours is the only planet with oxygen, sulfuric-acid, and other chemicals that developed what now is life and intelligence in Earth. The search for extraterrestrial intelligence, undertaken at several observatories around the world, was the ultimate development in the long history of the extraterrestrial-life debate. In the history of science and culture, the extraterrestrial-life debate is perhaps the best seen as a fundamental shift in word view from the psychical world to the biological universe. While most of the history of science has attempted to demonstrate the role of ...

Jaffa Cakes Assignment Example | Topics and Well Written Essays - 1000 words

Jaffa Cakes - Assignment Example Jaffa cake has been in production for the last 60 years and one thing which has helped it survive in the market is the fact that, the brand keeps on reinventing itself and that keeps the customers expecting more and more and largely this explains the reason why Jaffa cake is to date still the leading cake the UK. Another strategy which helped propel the market performance of the Jaffa cakes was the repackaging of the products to reposition it as a lunch box as opposed to entirely being a snack. This meant that, the Jaffa cake could now attracts a new crop of consumers, lunch diners. The subsequent 'tube-like' repackaging in 1999 was a new strategy yet aimed at appealing to the growing class of young consumers. Jaffa cake continues to be a leading company in terms of community involvement considers the fact that, the company has on several occasions sponsored several community initiatives. The most recent and significant sponsorship which double as a marketing and advertising campaign was the sponsoring of Manchester united football club in the year 2000. This largely boosted the popularity of the snack as a favourite low calorie snack rich in carbohydrates. Continually, Jaffa cakes depend on creativity and innovatiness especially considering their technologically favorable environment. The company constantly invests in research in order to come up with customer focused products. With a customer loyalty accounting for about 88% of the households in the UK and unrivalled customer base in France, Netherlands and Belgium United Biscuits (UB) continues to feature as a world leader. McVitie's biscuits are purchased by 85% of UK households. In terms of technological advancement, Jaffa cakes will continue to lead considering the adoption the adoption of technology especially when it comes to outsourcing of labor, market intelligence as well as the adoption of e-purchasing systems. Industry attractiveness refers to the prevailing situation in the core business of an organization which favors the specific organization. For example in monotheistic business environment, a business is more likely to be favored in terms of business performance since it can manipulate market forces to its advantage. Jaffa cake faces great competition from competitors and has only succeeded in that; it has continually applied strategic measures in all its important decisions. Jaffa cake's performance has been termed as sterling by many business analysts. The chain of businesses has recorded an after taxes profit of above 1 million pounds. By applying concepts like vendor managed inventories as well as just-in-time concept, Jaffa cakes has continued to maintain leadership in the snacks and foods market in the UK endeavors to remain a low-cost retailer, and by that it has been very effective in maintaining market attractiveness. By all means, Jaffa cakes has achieved low cost retail prices something which has contributed to client faithfulness. This is core in terms of ensuring that, by utilizing this strategy, Jaffa cakes is able to save extra costs associated with poor planning. By keeping products and services as low as practically possible, can Jaffa cakes afford to lower prices since there are less expenditures. In long term this contributes to industry attractive