Global Business Environment Interview With IKEAs Senior...

Running Head: GLOBAL BUSINESS ENVORINMENT Global Business Environment Interview Introduction The business personal interviewed for this paper is Mr. Jeff Anderson, who has been in the international business for more than a decade. Mr. Jeff is the senior International manager at IKEA and is working with IKEA since last 10 years. He often visits different countries that have IKEA stores; and has been to Europe, Middle East, North America, Australia and United Kingdom. IKEA is recognized as the global business of retail home furnishings and house ware and is counted in the list of firms that have adopted a rapid internationalization process (Hollensen, 2007). In fact, it is also known as the king of globalization when compared to many of its competitors in the furniture industry (Capell et.al., 2005). Currently it is offering more than 12000 products that are supplied by 2000 suppliers working in different parts of the world. Its products include; furniture, bathrooms and kitchen accessories, toys, decoration pieces and other such variety. Majority of these products are flat-p ack and ready to be assemble by the consumer. Today IKEA has over 300 stores in different countries across Europe, Middle East, North America, Australia and United Kingdom. Mr. Jeff, the senior store manager is responsible for visiting the different countries where IKEA plans to open the store. Moreover, he is also do regular visits for making the necessary changes and handling key issues atShow MoreRelatedGlobalization and the Information Revolution1535 Words   |  7 PagesA former Intel CEO and senior advisor of Intel Corp, Andrew Grove stresses a great importance on international competition by stating ‘you have no choice but to operate in a world shaped by globalization and the information revolution. There are two options; Adapt or die’. Grove’s statement effectively conveys a great importance of competing in a global economy in order to for an organization to expand, grow, and thrive. As of late, international competition and trade surfaced as one of the mostRead MoreInternational Human Resource Management in Ikea4879 Words   |  20 PagesÐÅ"Ð µÃ ½Ã µÃ ´Ã ¶Ã ¼Ã µÃ ½Ã'‚Ð ° International human resource management in IKEA Final Group Project 2013 Contents Description of the company 2 IHRM strategy 5 IHRM instruments 6 Recruitment 6 Selection 7 Expatriate issues 8 Development 9 Performance appraisal 9 Trainings 10 Compensation system 11 Special points in IKEA’s IHRM Practice 13 Problems and recommendations 14 SWOT-analysis 14 Problems 15 Recommendations 16 Description of the company IKEA is a privately held, international companyRead MoreInternational Human Resource Management in Ikea4886 Words   |  20 PagesÃ'ˆÐ ºÃ ¾Ã »Ã ° ÐÅ"Ð µÃ ½Ã µÃ ´Ã ¶Ã ¼Ã µÃ ½Ã'‚Ð ° International human resource management in IKEA Final Group Project 2013 Contents Description of the company 2 IHRM strategy 5 IHRM instruments 6 Recruitment 6 Selection 7 Expatriate issues 8 Development 9 Performance appraisal 9 Trainings 10 Compensation system 11 Special points in IKEA’s IHRM Practice 13 Problems and recommendations 14 SWOT-analysis 14 Problems 15 Recommendations 16 Description of the company IKEA is a privately held, international company that designsRead MoreIkeas Entry Mode8033 Words   |  33 PagesRETAIL INTERNATIONALIZATION AND THE ROLE OF KNOWLEDGE SHARING – THE CASE OF IKEAs EXPANSION INTO THE RUSSIAN MARKET Anna Jonsson School of Economics and Management Department of Business Administration Lund University e-mail: anna.jonsson@fek.lu.se Abstract Research on the internationalisation process and retail internationalisation acknowledges the relevance of knowledge management and organizational learning, even though there is a lack of discussion about the specific constructs and approachesRead MoreIkea Children Labour6495 Words   |  26 Pages9-906-414 REV: NOVEMBER 14, 2006 CHRISTOPHER A. BARTLETT VINCENT DESSAIN ANDERS SJÃâ€"MAN IKEA’s Global Sourcing Challenge: Indian Rugs and Child Labor (A) In May 1995, Marianne Barner faced a tough decision. After just two years with IKEA, the world’s largest furniture retailer, and less than a year into her job as business area manager for carpets, she was faced with the decision of cutting off one of the company’s major suppliers of Indian rugs. While such a move would disrupt supply andRead MoreSupply Chain And The Network Design4271 Words   |  18 Pagesaddition, the third part will be discussing the Development of supply chain concept and the possibility of having a more efficient supply chain strategy and how to apply it in IKEA. The forth part will discuss and analyse the processes and procedures in IKEA’s supply chain and the advantages and disadvantages of having the current supply chain. Also will determent the decoupling point, push / pull strategy and planning vs execution. THE CONCEPT OF SUPPLY CHAIN MANAGEMENT The supply and chain haveRead MoreBook Review: Great Ikea! A Brand for All the People2854 Words   |  12 Pagesthat has changed the way we live. Elen Lewis also tells the story of the Ikea brand, whether as a professional or from the consumers point of view. The author works independently and not officially employed by Ikea. She made a trip to Sweden to interview key personnel. Furthermore, she also tracks down ex-employees of Ikea, travelling around Europe speaking with Ikea co-workers, persuading people which are close to the company to speak in confidence. Last but not least, she also spent hours and hoursRead MoreIkeas Organizational Behavior8907 Words   |  36 Pages which are based on Swedish norms and in particular the opinions and values of the founder himself. It is not unusual to see IKEA employees following the norms and values even outside the working hours, but how important is OB really for IKEA? IKEA’S BRIEF HISTORY 1940-1950 A Swedish 17-year-old man named Ingvar Kampard founded Ikea in 1943. It all began with the Ikea catalogue that was sent from house to house, which is still known today as Ikeas signature. In 1948 the range of IKEA productsRead MoreValue Based Service7682 Words   |  31 Pages2005). However, in services-management research, little attention has been devoted to the question of how a perception of value-in-use can be communicated to customers through values-based service brands. The importance of communicating values in business is illustrated in the contemporary utilisation of such approaches as â€Å"corporate social responsibility† (CSR) (Zadek, 2004; Kotler and Lee, 2005) and â€Å"triple bottom-line thinking† (Elkington, 1997, 2001) to create stakeholder value (Post et al., 2002)Read MoreOrganisation structure and culture12542 Words   |  51 PagesOrganisational structure What is organisational culture? 5 6 Creating and sustaining culture Organisational culture and national culture The importance of culture learning outcomes As organisations seek to compete in ever-changing environments, they need to adapt and develop to take advantage of new opportunities. To do this effectively means more than knowing which ‘levers’ to pull or which structural form to take. It also requires a deep understanding of what makes the organisation

Essay about The American Dream in Death of a Salesman

Arthur Miller’s ‘Death of a Salesman’ is an examination of American life and consumerism. It relates the story of a common man who portrays this lifestyle. Other issues explored in the play include: materialism, procrastination and alienation. The play was set in 1948, in a time where The American Dream was highly regarded, despite the Depression. The American Dream was a belief that emerged in the later half of the nineteenth century, that if you work hard you will achieve success and prosperity. The American Dream affects our view of Willy Loman as a tragic hero because he is convinced that the way to achieve a better life is by living the American Dream. Willy Loman believes that he will find success with the American Dream through his†¦show more content†¦In Willys case, the presence of his American Dream is shattered when he is fired from his job. The reason behind this is Willy Lomans inability to carry on working successfully. Miller uses Willy Loman’s brother Ben as an example of someone who has achieved the American Dream. From the play the audience knows that Ben accomplished the American Dream through his independence and diamond mines. He says â€Å"...when I was seventeen I walked into the jungle, and when I was twenty one I walked out. [He laughs.] And by God I was rich.† Willy looks up to his brother, and respects his views a lot. When Willy is hallucinating into the past, he thinks about the chance he had to join Ben; make his fortune and live his American Dream. Willy exclaims, Why didnt I go to Alaska with my brother Ben that time!...that man was success incarnate! What a mistake!... Willy did not take this chance and he regrets it, and he uses it an excuse for his failure. This gives the audience an idea that the American Dream did not affect our view of Willy Loman as a tragic hero. Rather, his unrealistic dreams and laziness were to blame. Biff talks about Willys dreams, â€Å" He had the wrong dreams. All, all wrong.† Miller shows how the American Dream is nothing but an illusion. He does this through Willys upbringing of Biff. When Biff says, â€Å"I realised what a ridiculous lie my whole life has been.† He is referring to his father’s illusions of success for him are simply just illusions.Show MoreRelatedAmerican Dream - Death of a Salesman1005 Words   |  5 PagesThe play Death of a Salesman greatly portrays a specific ideology in regards to values, dreams, goals, and success in our consumer-driven society. It helps showcase the American dream that society tends to strive for even in the early 1900’s (the play is set in the 1940’s). That dream of being a successful business person or vendor. As well as the theory that image and physical attributes are most important to gaining fruition. Willy Loman plays a man in his sixties who has strived for this AmericanRead MoreDeath Of A Salesman And The American Dream Essay22 03 Words   |  9 Pagescoming together created the illusion of The American Dream. Back then; the American dream was equated with freedom and material prosperity, two concepts that ring true today. The definition of the American dream changes as society in the United States changes, and the connotation and reality of the American Dream is disheartening. Two literary compositions give a realistic outlook on what the American Dream really is. In Death of a Salesman and The American Dream, Arthur Miller and Edward Albee masterfullyRead MoreThe American Dream in Death of a Salesman Essay1566 Words   |  7 Pages The American Dream is based on the Declaration of Independence ´: We believe that all men are born with these inalienable rights - life, liberty and the pursuit of happiness. ´ (Thomas Jefferson, 1776). This dream ´ consists of a genuine and determined belief that in America, all things are possible to all men, regardless of birth or wealth; you work hard enough you will achieve anything. However, Miller says people have been ultimately misguided ´. The originsRead MoreThe American Dream and Death of a Salesman Essay937 Words   |  4 PagesThe American Dream is one of the most sought-after things in the United States, even though it is rarely, if ever, achieved. According to historian Matthew Warshauer, the vision of the American Dream has changed dramatically over time. In his 2003 essay â€Å"Who Wants to Be a Millionaire: Changing Conceptions of the American Dream†, Warshauer claims that the American Dream had gone from becoming wealthy by working hard and earning money, to getting rich quickly and easily. He attributes this change toRead MoreThe American Dream as It Relates to Death of a Salesman1185 Words   |  5 PagesThe American Dream as it Relates to Death of a Salesman The theme of the American Dream is extremely prevalent in Arthur Millers Death of a Salesman. It is so prevalent that there are literally hundreds of different to ways to analyze how the theme is used in the play. One interesting perspective is that the different characters in the play represent different versions of the American Dream. Biff represents the 19th century version of the American Dream, Happy represents the 20th century versionRead MoreDeath Of A Salesman American Dream Essay952 Words   |  4 PagesWilly Loman, Arthur MIller s tragic protagonist of Death in a salesman, stated, â€Å"Nothing’s planted. I don’t have a thing in the ground†¦Ã¢â‚¬  (MIller 122) Lowman, expresses his perception on his succession by planting flowers into the ground. Believing nothing he accomplished was nearly suitable to feel satisfaction. This is exactly, the â€Å"American dream†: a fantasy for some, and a standard of success easily pursued by others; a bel ief that through the virtues of hard work, ingenuity and fortune, oneRead MoreDeath of a Salesman Summary + American Dream5929 Words   |  24 PagesAct 1, Scene 1 Miller begins his play with a bedtime dialogue between Willy and his wife, Linda.   Willy, an aging salesman, has just  returned  late from a business  trip.   Linda is very concerned, asking her husband if he had a  car accident.   Willy tiredly explains that indeed he did have a close call with his  car, veering off the road on two  occasionswhile enjoying the scenery.   Though at first Linda thinks that its a problem with the vehicle, eventually she attributes Willys driving problems toRead MoreAnalysis Of The American Dream In The Death Of A Salesman1917 Words   |  8 PagesAmerican writer, James Truslow Adams defined the â€Å"American Dream† as the â€Å"dream of a land in which life should be better and richer, and fuller for everyone, with opportunity for each according to ability or achievement† (Clark). Many mistakenly associate the American Dream’s success with materialistic wealth, such as the Kardashian’s or Mark Zuckerbe rg’s,   the success of the American dream to be associated with materialistic wealth, but Adams refers to it as a better lifestyle. Even though the UnitedRead More Destruction of the American Dream in Death of a Salesman Essay1042 Words   |  5 Pagessame dream that says this is a country where anything’s possible. No matter who you are. No matter where you come from.† -- President Obama, Commenting on the American Dream The American Dream is a set of ideals in which freedom includes the opportunity for prosperity and success. It is the belief that, no matter how poor you begin life, you can achieve upward social mobility for your family and children. Arthur Miller’s Death of a Salesman, crushes the ethos of the American Dream. Miller’sRead MoreThe Myth of the American Dream Exposed in Death of a Salesman1218 Words   |  5 Pages Millers work on â€Å"Death of a Salesman† is an example piece of work furthering the social protest involving totalitarianism and the American Dream. Throughout the piece, Miller uses his voice of conscience and passion for the purpose of exposing the truth about the concepts. Using the perspective of Willy, a fictional, working class citizen, Miller picks apart the myth of the American Dream, exploring topics such as abandonment, betrayal, family dynamics, and using interesting symbolism along

A Conversation Analysis - 2502 Words

ENGLISH IN CONTEXT ANALYSIS OF SPEECH People spend a significant part of their lives listening and talking, that is the main reason why conversation is regarded to be the most generalised form of talk that concerns both speakers and listeners and it is contemplated to be the essential ingredient in co-operative undertaking (Wardhaugh, 1985). Conversation is informal talk involving two or more people and interviews are a particular type of conversation. Interviews are regarded as meetings at which a journalist asks questions in order to find out the interviewee’s opinion. This is an assignment that analyses a telephone interview, so there is an absence of eye contact, body language or facial expressions that are attributes of a ‘live’†¦show more content†¦Two examples that portray this representative type are: the suppositional statement made by the journalist at the beginning of the interview that reads ‘Are we losing the overall picture here, anybody in West Yorkshire who’s gett ing a bit sore that Tetley’s getting the elbow?’ (journalist, first page); and, the supposition concerning the name’s change for Royal Mail to Consignia that ‘it was like a flop, wasn’t it?’ (journalist, second page). Furthermore, certain speech acts in this conversation are examples of direct speech because the question that reads as ‘I think of stories like Consignia, you remember?’ (speaker, first page) is associated directly with its relevant answer in its literate sense that reads as ‘yeah’ (journalist, first page). In cases that there is a hidden difference of opinion, a suggestion of politeness is formulated in positive face polite statements and relates to the desire to be liked and express approval (Brown and Levinson, 1987 cited in Maybin Mercer, 1996). The intention of satisfying the face needs of others while protecting our own is evidenced in this interview’s utterances such as, ‘well, if I see it from that point of view may well be’ (speaker, third page) that indicate a certain kind of polite tone through mediating of opinion. The expression of personal opinions in a ‘down to earth’ interview, that overall ‘touches’ the topic and ‘captures’ the listener’s ear, is re-enforcedShow MoreRelatedTurn-Taking System as Described in Conversation Analysis1562 Words   |  7 PagesOutline and illustrate the turn-taking system as described in Conversation Analysis Introduction to Discourse Student Number: 12022165 Academic year 2012/2013 TABLE OF CONTENT 1 INTRODUCITON 2 TURN-TAKING 3 STRUCTURE OF THE TURN-TAKING SYSTEM 3.1 Techniques for selecting the next speaker 4 OPENING AND CLOSING OF THE CONVERSATION 4.1 Openings 4.1.1 Topic 4.2 Closings 5 CONCLUSION INTRODUCITON In conversation people seem to follow a certain rule of communication whichRead MoreHow We Communicate in Conversations Essay1123 Words   |  5 Pageson participants engaged in conversation. Therefore, this essay will examine the settings, participants background, social context, register, turn-taking and other elements that are contributing on creation and in analysing different kinds of conversations on different examples of transcripts. More specifically the aim of this essay is to discuss the way in which people use English as a social tool in ordinary conversation through the discipline of conversation analysis on each speech act, as AllingtonRead More Studying and Treating the Communicative Dyad Essay1784 Words   |  8 Pagesprograms, the programs’ effectiveness, and their long-term outcomes have been reviewed by Turner and Whitworth (2006). There were three major types of conversation partner training (CPT) programs that the researchers identified in the availabl e literature. One type was Conversation Analysis motivated therapy, which encourages collaborative conversation, and the communication partners shape their responses based on the previous conversational turn. In this manner, both conversational partners have aRead MoreTurn Taking Mechanisms in Conversation Essay1968 Words   |  8 PagesTurn Taking Mechanisms in Conversation From the amount of conversations we witness on a daily basis we can see that they are governed by some sort of mechanism or rules. From these observations, it becomes clear that turn taking is a major constituent of conversation, with the arrangement of talk across two participants. Levinson (1983: 296) explains that, despite the ‘obvious’ nature of turn taking (i.e. A speaks, then B speaks, then A speaks again) the way in whichRead MoreConversation Analysis Essay6877 Words   |  28 Pagesreport is then developed on the textual analysis, which discusses that different genres have different elements that bring coherence. However, it is noticed that lexical cohesion forms strong cohesive ties and bring coherence in case of both the texts analysed. The paper argues that although cohesion is an important aspect of developing a coherent text, yet coherence is also possible without cohesion. Key words: Coherence, Cohesion, Text, Discourse, Analysis 1. INTRODUCTION The focus of this paperRead MoreLinguistics Conversation Analysis On Women Essay1924 Words   |  8 Pages Linguistics Conversation Analysis Anadelia Dominguez November 21st, 2016 Professor Burke Fresno State Since the beginning of time, women have been thought of as less when compared to men. In fact, women are constantly having to fight for equality whether that be equality in opportunities or equality in the workforce including wages or certain jobs. Language is no different, women â€Å"use† different language than men. In fact, according to Candance West and Don H. Zimmerman’sRead MoreAnalysis Of The Flight From Conversation 1357 Words   |  6 Pageserry Turkle, the author of â€Å"The Flight from Conversation†, is a psychologist who focuses her research on psychoanalysis and human-technology interaction. In this article, Turkle expresses her opinions on modern day communication and how it is negatively affected by social media. Nicholas A. Christakis, the maker of the famous TED talk â€Å"The Hidden Influence of Social Networks†, is a sociologist and physician known for his research on social networks and on the socioeconomic and biosocial determinant sRead MoreTextual Analysis : Flight From Conversation1503 Words   |  7 PagesTextual Analysis: The Flight from Conversation Technology has been developing dramatically since our turn into the new era. It is undeniable to say that technology makes our lives much easier. For instance, the invention of the cell phone makes the connection between people easier. It is not a problem for a person to contact another person who is on the other side of country or even world because the texting feature in cell phones has been widely used. It is much easier for people to browse the newsRead MoreAnalysis Of The Flight From Conversation By Sherry Turkle944 Words   |  4 PagesIn the narrative â€Å"The Flight from Conversation† by Sherry Turkle, she says in this age of mobile devices and Facebook people have sacrificed conversation with connection. People are always on their phones and struggle to maintain eye contact, and when they’re texting in classrooms and even in dates when you are supposed to connect to someone physically and emotionally, and instead people act like robots and text even on dates and probably other social occasions. All this meant to show how peopleRead MoreAnalysis Of Sherry Turrkle The Flight From Conversation958 Words   |  4 PagesProfessor of the Social Studies of Science and Technology at the Massachusetts Institute of Technology, Sherry Turkle, in her New York Times article â€Å"The Flight from Conversation†, identifies society’s declining ability to connect with each other on a person-to-person basis. Turkle’s purpose is to highlight the importance of human interaction with the absence of technology. She supports her argument concerning technology’s negative implications on people’s interactions amongst each other by the following:

Animal Experimentation Is Necessary For Medical Research

When picking up makeup or shampoo at a drug store, does one ever stop to think if an animal tested product is being bought or not? Innumerable people fail to consider how these products came to be or if there was animal experimentation was involved. Many people are oblivious to the appalling occurrences that take place in laboratories involving animal cruelty on a daily basis. Government officials and scientists believe that testing on animals is essential for medical research, but many of the results prove to be irrelevant and the reality is that most animals that are experimented on go through excruciating torture that frequently leads to death. Even though the methods of testing have greatly changed over the course of many years, this topic is widely debated between animal right’s activists, scientists and the government, as well as the public. It is inhumane to burn, electrocute, torture with drugs, poison with chemicals, or even kill an animal for the sake of a humanâ₠¬â„¢s well being. Although animal experimentation is a traditional method to develop more medical advancements with less human-based experiments, it is an expensive way of testing products and often the results show inaccurate outputs, and at the same time, it is cruel to the animals. Animal testing is said to date back thousands of years. Existing evidence reveals that the ancient Greeks experimented on living animals. A process known as vivisection, or dissecting living animals, was performed to study theShow MoreRelated Animal Experimentation: A vital role in medical reasearch Essay1035 Words   |  5 PagesAnimal experimentation has been and will continue to be a source in scientific research. Similarities between animals and humans allow for researchers to provide safer drugs and new treatments for diseases. (Foundation for Biomedical Research (FBR), 2008). Animal experiments have provided many positive outcomes in medical advancements that save human and animal lives. However, many people in today’s society have an emotional attachment to animals which fuels opposition to animal experimentationRead MoreAnimal Experimentation Is Fundamental For Medical Advancement And Cancer Research909 Words   |  4 PagesAnimal experimentation has been a cont roversial issue amongst scientists and animal activists since the early 1600s (Animal Testing - ProCon.org). When it comes to the topic of animal experimentation, most of us will readily agree that it’s necessary for medical research. Where this agreement usually ends, however, is on the question of morality. Whereas some are convinced that it’s unethical and scientifically unnecessary, others maintain that it’s needed for medical progress. My stance on the subjectRead MoreArgumentative Essay On Animal Testing859 Words   |  4 Pagessciences is the use non-human test subjects by medical research institutions. Animals used for experimentation can provide extremely important information due to their physical and genetic similarities to humans. The tradeoff to furthering the field of medical science is that often times these experiments result in pain, suffering, and death of the test subjects. This raises serious ethical and moral questions about the use of animal experimentation. It is a matter of serious debate as to whetherRead MoreArguments Against Animal Testing1157 Words   |  5 PagesWhat comes to mind when thinking about animal experimentation? Thoughts of innocent, lovable animals being stabbed with sharp needles? Well, that is not exactly the case, as animal experimentation plays a very important role in human health today. However, the idea of animals testing has become quite a controversial topic. Over the past few decades, there has been an extensive debate over the use of animals in medical and product testing. The majority of people seem to think that it is an unnecessaryRead MoreAnimal Experimentation Essay812 Words   |  4 Pagesbeen using animal experimentation to create new ways to help save the human race. There are people who believe that it does help, and that it is necessary to continue, while others oppose and want to fight for the elimination of animal experimentation. Scientists fight for the cures needed to help man kind, but struggle to do so as people fight against their work in progress. But as Jennifer A. Hurley stated, â€Å"History has already shown that animal experimentation is not essential to medical progressRead MoreEssay about The Good, the Bad and Ugly of Animal Experimentation1197 Words   |  5 PagesThe Good, the Bad, and the Ugly of Animal Experimentation Animal experimentation plays an important role in today’s medical and pharmaceutical advances, but many question the morality of such a use of animal life. Whether one argues that testing different products and drugs on animals is necessary or not, this has become an integral part of developing products. From that Tylenol we pop to get rid of our headache to that perfect shade of pink lip gloss, animal testing is used in order to produceRead MoreEssay on Save the Animals: Say No to Animal Experimentation!1218 Words   |  5 Pagesfor animals before prescribing them to human beings. However, would it feel good to know that every year, hundreds of thousands of animals are captured from the wild and die just because of these said experiments? For many years now, scientists have been using animals for their laboratory experiments to produce new medicines. Although scientists have been using this process for many decades in the field of medicine, it is still a controversial issue for those who are pro animal experimentation andRead MoreEssay about The Necessities of Animal Experimentation1273 Words   |  6 PagesThe Necessities of Animal Experimentation Throughout my paper, I felt as though I was able to give a solid and fair representation of the opposing viewpoint on issue of animal testing. However, it was challenging because I strongly oppose animal testing. The rhetorical analysis played a role in this, because I was required to use the various rhetorical appeals to compose a strong argument. Using the appeals definitely helped in trying to persuade the reader to acknowledge the opposingRead MoreAnimal Experimentation Is Unnecessary and Cruel Essay946 Words   |  4 Pagesmillions of animals suffer through painful and unnecessary tests. Animals in laboratories all over the world live lives of deprivation, pain, isolation, and torture. Even though vast studies show that animal experimentation often lacks validity, leading to harmful human reactions, we still continue to use this method of experimentation, while many other less-expensive and more beneficial alternatives exist. Going beyond the issue of animal experimentation being morally wrong, this form of research is alsoRead MoreAnimal Experimentation And Its Effects On Human Life And Survival965 Words   |  4 PagesInstructor Miguel Marrero English 1302 September 18, 2014 Animal Experimentation The various experiments are performed on living animals especially to test the effects of chemical compounds such as new drugs, cosmetics, food additives and pesticides. The application of animals to test a large number of products from household compounds and cosmetics to pharmaceutical has been considered to be a normal strategy for many years. Animal experimentation has existed since ancient times and contributed to human

Low Employee Morale And High Employee Turnover Rates Commerce Essay Free Essays

Hira Group comprises of two province of the art fabric units by the name of ‘Hira Textile Mills limited ‘ and ‘Hira Terry Mills Limited ‘ located adjacent to each other at 8km from Manga Raiwand Road, Lahore. Hira Textile produces cotton narration with the installation of an in house deceasing unit and Hira Terry manufactures towels.A The units, apart from bring forthing and exporting their several merchandises all across the universe, are besides a all right illustration of perpendicular integrating where at times the merchandise narration is obtained from Hira Textile and optimally weaved to do towels in Hira Terry. We will write a custom essay sample on Low Employee Morale And High Employee Turnover Rates Commerce Essay or any similar topic only for you Order Now Hira Textile Mills has three offices, Corporate HQ in Lahore and one office in US and Canada, severally. ( Hira Textile Mills company web site ) Vision A dynamic profitable and professionally managed successful concern organisation. ( Hira Textile Mills Annual Report, 2011 ) Mission Hira Textile Mills Ltd is committed to the highest criterions of unity, honestness, openness and professionalism in all of its activities whenever they are undertaken. We, the Management Team of HTML are endeavoring to better the quality of narration by continuously bettering its fabrication installations. We are committed to positioning the Company at the vertex of the industry by fulfilling our valued clients, file awaying superior returns for stockholders, by supplying congenial work environment where the employees feel portion of the organisation and be a good corporate citizen by carry throughing our societal duties. ( Hira Textile Mills Annual Report, 2011 ) Future Plans Although the public presentation of the company is rather satisfactory during the twelvemonth but the future market state of affairs is altering to adversely due to diminish in the narration monetary values, and increase in rewards, markup rates and other input costs. The direction is taking the position of consolidation for the minute and taking advantage of new fabric policy 2009 by moderately heightening its direct and indirect exports by bettering productiveness and quality. Aggressive selling scheme has been the major factor in HTM consistent profitableness over the last old ages. In the visible radiation of the Company ‘s overall objectives the Board of Directors on a regular basis review the Company ‘s scheme concern programs and put public presentation marks consequently. ( Hira Textile Mills Annual Report, 2011 ) Businesss and Merchandises Hira Terry Mills is a province of the art Terry merchandises fabricating works apparatus in Lahore, Pakistan. The works was set up in late 2006-early 2007 with new machinery comprising of chiefly European machinery from Germany ( Dornier Air Jet Looms, Theis Dyeing, Schumale uninterrupted Double-Needle Side Hemming, Spain ( Anglada Continuous Finishing line ) , Switzerland ( Benninger Weaving readying ) and Japan ( Kindai Continuous Side Hemming, Barudan Cross Hemming and Infinity Continuous Slitting ) . The Plant is a vertically incorporate Terry maker, which has the production capableness of fabrication, all in house, yarns to towels. A The works has a big assortment of cottons in its spinning operations and is a certified manufacturer of Supima, Egyptian and Organic Cotton narrations. In add-on, it carries a assortment of other cottons such as Australian, Brazilian, California ( US ) and Turkish Cottons in medium basic and Pima and Egyptian in long staple fibres. This gives it a alone place in the market to serve better-best quality towels. The scope of merchandises extends to: Cotton Towels made from Supima, Pima, Giza and Pakistani cottons with possibility in Combed, Zero Twist, Soft Twist narrations. Merchandises range to Bathrobes, Bath towels, Hand towels and Face towels. Density in towel scopes from 400GSM to 1100GSM. Hira Textile Mills is equipped with the most modern machinery in whirling, duplicating and yarn dyeing. The whirling units comprises of 40,000 spindles. The merchandise scope varies from coarse counts to ticket counts runing from 4/1cd to 80/1cm, bring forthing Ringing Spun every bit good as Compact spun narrations, Slub and Lycra narrations. Draw frames with car levellers and conditioning machine from Xorella have besides been installed for farther betterments in the quality of narration in the of all time increasing international criterions of the universe market. Cotton Combed Carded Slub Pakistani 8/1-40/1 6/1-10/1 5.5/1-20/1 Egyptian 10/1-100/1 6/1-13/1 – American 16/1- 40/1 – – Australian 16/1- 40/1 – – Organic ( Skal Certified ) 10/1-30/1 – – Pima ( Supima Certified ) 13/1-100/1 6/1-13/1 – Beginning: Hira Textile Mills company web site ( hypertext transfer protocol: //www.hiramills.com.pk/ ) Purpose of the Study At the start of this thesis study an explorative meeting was held with Hira Textile Mills ‘ ( HTM ) CEO, Mr. Nadeem Butt in order to research how the human resources section can be improved and whether there were any on-going HR related issues that the house was confronting. It was brought to attending that one of the most of import assets of the company was its employees and had it non been for them the company would non hold been successful in the past, particularly after the new Terry unit was installed. In order to guarantee its uninterrupted growing HTM wants to safeguard its most of import plus, its people. Mr. Nadeem Butt brought into visible radiation the issue of employee morale non being what it one time you used to be, one indicant he had was an increasing employee turnover rate. As the company grew and more people were inducted, it became harder and harder to keep the same degree of ardor, motive and trueness which was one time shared across all direction degrees, i n the starting yearss of the company. Larger groups of companies like Nishat, Crescent, Sapphire, Nakhshbandi etc. have become more organized and commercial and hence attract good employees. But if HTM is to last among the giants, it is indispensable to develop and retain a pool of efficient human resources. With the senior direction approaching retirement, it has become of all time more of import to concentrate on retaining and beef uping its well trained in-between direction for sequence planning. I was asked to look into ( I ) Whether low employee morale even exists or is it merely the managers perceptual experience and ( two ) IF it does be, what is doing it and ( three ) how to cover with high employee turnover. Research Question Therefore my research inquiry is: â€Å" Is the employee morale depression, IF so, what are the grounds behind low employee morale and high employee turnover rates at Hira Textile Mills? † Research Aims What are the current fiscal and non-financial techniques being used by HTM. Determine the several importance assigned by employees to these fiscal and non-financial inducements. Determine how satisfied employees are with their several fiscal and non-financial wages. What is the current degree of employee motive and trueness. How attractive an employer HTM is in its employee ‘s eyes. Determine the consequence of fiscal inducements versus non-financial inducements on employee trueness and motive. Importance of fiscal inducements versus non-financial inducements at different organisational degrees ( lower direction, in-between direction and upper direction ) . Research Methodology This survey was conducted utilizing a matter-of-fact attack, that is, assorted methods were used. The start of this research survey was explorative research, in which the job was discovered, defined and agreed upon through informal meetings with the CEO and the HR section ; the descriptive portion of the survey consisted of garnering informations to fundamentally find what is presently go oning, the position quo that is ; and the explanatory portion of this survey was the illations derived based on the analysis of the gathered informations. A combination of qualitative and quantitative research was undertaken to roll up first-hand informations for this survey. Merely first manus informations will be collected for the intent of this research undertaking because no secondary informations beginnings exist as this is a house specific issue, but a thorough literature reappraisal was conducted to polish and enrich the research methodological analysis and to heighten the research worker ‘s apprehension of the research subject. For qualitative research the undermentioned technique was used: In-depth Interviews The chief ground for taking in-depth interviews was the consideration that since the participants belong to the same company, they will non portion their unfastened and honest positions with the group, had the focal point group treatment technique been used. Besides, in-depth interviews provide a opportunity to the research worker to examine deeper in to apparent on the surface issues in order to uncover the nucleus jobs. However, the most of import restriction of this technique is that the point of position received is of merely an person. It is best to utilize in-depth interviews to research the general job country or to travel profoundly into a job, e.g. specifying which variables to include in the quantitative phase of the survey and which 1s to exclude. The tool used to carry on quantitative research was: Survey Questionnaire This study questionnaire was administered via electronic mail. This was done because ( a ) This method was more convenient, ( B ) respondents were all educated plenty to understand inquiries in the written signifier and ( degree Celsius ) since merely a selected figure of employees were to be questioned, on the topographic point in the flesh questionnaire filling would hold made the respondents cautious and brought prejudice in their sentiments. Other grounds for taking questionnaires as the informations aggregation instrument are ( Khan, 2007 ) : The usage of questionnaire for aggregation of informations is comparatively inexpensive compared to other methods. Questionnaire can easy be coded and analyzed. They were more conformable to statistical analysis. They can be speedy to administrate, enabling feedback on many things to be gathered in a few proceedingss. They can be used anonymously, leting scholars the opportunity at least of giving negative feedback without the embarrassment of giving it publically. The opportunity of prejudice would be minimum because the respondent would liberate of any force per unit area of being observed through these tools. However, questionnaire technique of informations assemblage besides has some disadvantages ( Khan, 2007 ) : The Ticky Box syndrome: Peoples become conditioned to do instant responses to inquiries. Geting through the questionnaire rapidly becomes a virtuousness. Responses are made on a surface degree of believing instead than as a consequence of contemplation and critical thought. The Performing Dogs syndrome: Many people make fulling in questionnaires tend to delight the research worker. They can normally state which responses will delight the people giving them the questionnaire and the people whose work is involved in the issues covered by the questionnaire. If they like the people, they are likely to notice favourably on things. Lost Learning chances syndrome: Questionnaires are frequently used after the event instead than during it. This tends to minimise any existent acquisition results of the procedure of finishing questionnaires. The ‘wysiwyg ‘ syndrome: ‘What you see is what you get ‘ . Questionnaires produce feedback on the peculiar issues covered but frequently non on other of import issues. There is a inclination to plan questionnaires which will give positive feedback. Blue, Rosy and Purple, questionnaire: A major restriction of most questionnaires is that responses are colored by how people feel at the minute of make fulling them in. If the same questionnaire were used a few yearss subsequently, some responses may be wholly different. Yet the consequences are frequently statistically analyzed as though they reflected lasting reactions to inquiries and issues instead than fleeting, transeunt reactions. This survey was executed in three parts: Part I: Qualitative Research – In-depth interviews conducted with employees at assorted degrees of HTM and from different sections. Part II: Quantitative Research – Using the qualitative research findings a questionnaire was developed to prove these findings. Once the field work completed and informations was tabulated in excel format, ready for use and extraction, it was analyzed to reply the research inquiry and accomplish the stated research aims. Part III: Report Writing, Formatting and Referencing – This is the concluding phase of the research survey. In this phase all the tabulated informations, its research consequences and analysis are articulated into a standardised study format with proper citing to avoid plagiarism. Literature Review The relevancy of this thesis subject can be derived from the get downing lines of Rihova ‘s article ( 2009 ) which argues that â€Å" The basis of a company ‘s success is aA chiseled and enforced corporate scheme which the whole company lives † In order for a company to successfully make its strategic ends, its employees need to â€Å" experience closely connected to the ( corporate ) scheme ‘s values and way and motivated to carry through the company ‘s designated ends † . Two of import things have been mentioned here by the writer, foremost, holding a well defined corporate scheme is polar to any company ‘s success and secondly, unless there is a strong connexion between the employees and these ends, employees are non likely to be motivated. In other words, the employer needs to do corporate ends as unambiguous ( this will assist in giving â€Å" way † ) and relevant for the employees as possible, so that a strong connexion can be made, hence, giving manner to motive for employees. However, this entirely does non incite motive but instead it is the necessary status which needs to be fulfilled for other motive techniques and tools to work efficaciously. Therefore, doing the thesis ‘ re search inquiry, ‘Which compensation technique reaps the highest degree of motive and trueness towards the organisation? ‘ a cardinal subject to be looked into. Ivana Rihova farther states that: â€Å" To find the outlooks, the company ‘s strategic ends are broken down in item to the degree of ordinary employees. Employees so seek motive to run into the designated ends in which the company is able to assist them by puting come-at-able conditions and steps. Hence, the public presentation of employees corresponds to how the work and wagess ( both fiscal and non-financial ) meet the employee ‘s demands. † â€Å" Conditionss and steps † here refer to the substructure, regulations A ; ordinances and the criterion operating processs that define how work is done in a company and besides serve to enable the employees to transport out their occupations efficaciously. This is synonymous to the 7-S model ‘s â€Å" hardware and package † . The point that the writer intends to foreground here is that wagess should be based on employees demands ; otherwise it will non be able to actuate them. At this occasion the writer challenges the conventional belief that ‘the higher the fiscal wagess, the higher the motive of an employee ‘ by saying that many studies and experiments have been conducted over the old ages which yield a different consequence. Although fiscal wagess are a hygiene factor and make lend towards motive, it does non intend that they are the most optimum motive accelerator. Fiscal wagess can merely actuate employees up to a certain point, after which non-financial wagess are more utile in making motive. This decision is besides validated by economic sciences ; the labour curve of a individual employee is a downward ‘U ‘ form curve with figure of labour hours on the X-axis and the corresponding wage on the Y-axis. This downward ‘U ‘ form of the curve depicts that up to a certain point an employee is willing to work more hours for more wage, but beyond the extremum of the downward ‘U ‘ curve the employee really pre fers to work less hours for each increase in salary. It is particularly at this point that non-financial motive comes in ready to hand. Hence, there is a demand to plan a balanced compensation system which includes fiscal aswell as non-financial wagess. â€Å" Indeed, the HR map can be expected to put regulations, have knowledge and supply support, yet non-financial motive is the duty of direction, viz. senior direction and line direction. Management is truly incorrect to believe that except for direct assignment of undertakings to employees, which is ensured by the direction, the HR map can take attention of and be responsible for all other reactions of employees at work and associated with work. † The writer here talks about the wide-spread misconception among organisations today where directors assume that all types of wagess, may it be fiscal or non-financial, are the duty of the human resource section. In the writer ‘s sentiment it is merely the fiscal wagess which are the exclusive duty of the human resource section but the load of non-financial wagess should fall chiefly on direction ‘s shoulders more frequently than non. HR Trends of Employee Motivation around the World By and large, in America the growing of Employee Stock Ownership Plans over the past 25 old ages have played a polar function in the compensation agreements of employees, associating employees pay construction with companies overall public presentation, including wide based stock options, addition sharing, net income sharing etc. Over the old ages, research has shown that on norm, employee ownership houses are in a place to either lucifer or to transcend the public presentation of similar houses ; nevertheless with considerable scattering of consequences. An illustration can be of United Airlines where employee ownership failed to present its promise in certain fortunes while the outstanding success of companies such as SAIC high spots that ownership helps to accomplish long term growing specially in extremely competitory industries. In order to cut down rule agent job, it is really of import to bind employee wage with the house public presentation and affect employees in decision-making procedure. In this manner non merely the employee ownership agreements will cut down any jobs accruing, but besides it would increase the public presentation of the company. One of the most common expostulations to employee ownership inducement programs is the free rider job. It arises due to the weak connexion between an person ‘s public presentation and fiscal wagess, as the work squad gets larger. As there seems no possible solution to the free rider job, many research workers agree with Weitzman and Kruse ; â€Å" something more may be needed-something kindred to developing a corporate civilization that emphasizes company spirit, promotes group cooperation, encourages societal enforcement mechanisms, and so forth † ( 1990: 100 ) . The cardinal improving factors through employee ownership plans are the inducements, engagement and work topographic point environment. The inducements given to employees must be sufficient to actuate them, engagement must be meaningful for employees to do critical determinations and environment provided should look closely at the free rider job. Consistent with this, researches that have compared workers attitude under employee ownership give a assorted image. Few of the research done have found out higher committedness, motive and satisfaction among employee-owners, while harmonizing to other researches, there no important difference before and after an employee buyout. Some research workers suggest that organisation designation and committedness are higher under employee ownership. However, consequences vary significantly from favourable to impersonal on occupation motive, satisfaction, employee absenteeism, turnover, grudges, hurts and tardiness. A successful organisation is the 1 that is able to get by with the altering demands of its employees and do them experience an of import portion of the organisation. It is the duty of the top direction to hold strong trust relationship with the lower degree employees so that the employee plants at their maximal capablenesss. Organizations expect the workers to follow the regulations and ordinances of the house and work consequently. They need to maintain in head the criterions set for them ; the employee expects regard, good wage construction, safe working environment, just intervention and unafraid calling along with engagement in determination devising procedure. The outlooks of the employees and organisational caputs vary from one house to another. For the houses to turn to such outlooks, it is really of import to hold a thorough apprehension of employee motive. Understanding Motivation Harmonizing to a research done at Piketin Ressearch and Extension Center and Enterprise Center, there are certain factors impacting the motive degree of any employee. These factors include interesting work, good wage construction, grasp of work done, occupation security, nice working conditions, publicities and growing chances, tactful subject, being an of import portion of the organisation, personal truenesss to workers, and sympathetic aid with personal jobs. The article farther relates these factors with Maslow ‘s need-hierarchy. The top most graded incentive is interesting work, which is besides a ego -actualizing factor. Second incentive is a good wage construction that is a physiological factor. Third is the grasp factor that can besides been seen as self-esteem. Fourth incentive is the occupation security that is the safety factor. Therefore harmonizing to Maslow, out of all, the most of import factors that must be satisfied first are interesting work, physiological, safety, societal and esteem factors. Harmonizing to another survey conducted by Kovach ( 1987 ) , the order of motivational factors for the industrial employees was interesting work, grasp of the work done and experiencing an of import portion of the organisation. On the other manus, another survey conducted by Harpaz ( 1990 ) ranked the motivational factors as interesting work on figure one, nice wage construction as figure two and occupation security as the 3rd of import factor to actuate the employees of the administration. Pay construction was non ranked as an of import motivational factor by Kovach, nevertheless, it was ranked 2nd by Harpaz. Similarly grasp of work done was non ranked as an of import motivational factor by Harpaz, nevertheless, it was tanked 2nd by Kovach. This proves that the motive of employees differ amongst assorted types of work done in legion organisations. However, interesting work is considered as the most of import factor for employee motive in about any sort of work topographic point. Harmonizing to Butkus and Green ( 1999 ) , motive is derived from the word ‘motivate, ‘ which means to carry for fulfilling a demand. Harmonizing to Baron ; â€Å" Motivation is a set of procedure concerned with a child of force that energizes behaviour and directs it towards accomplishing some specific ends. † Many authors have suggested motive as the end directed behavior. Harmonizing to Kreitner and Kinicki ( 2001 ) , â€Å" Those psychological procedures that cause the stimulation, continuity of voluntary actions that are end directed † . In other words, a motivated person has the consciousness of accomplishing a specific end in some specific manner and so he puts his attempt in order to accomplish such end. Therefore, the function of the directors is to steer the lower degree employees about organisational dockets of how to accomplish its aims. It is really of import to distinguish between motion and motive. Motion does the work for compensation and wage whereas motive is the entire engagement of an person in the work given out to him. Motion can do an employee compel to make the work whereas motive is self realized jubilant of transporting out different undertaking. The research worker emphasized on motive and non motion as motive is the requirement for success because the individual is happy and satisfied with the work irrespective of the compensation. He carries out the undertaking voluntarily without any greed. Motivation is the ground for the achievement of single in any facet of work. Once the directors understand and agree that employees are of course motivated, they need to supply a nice environment for the employees to heighten their motive. Importance of Motivation Peoples motivate themselves to fulfill their ain personal ends, and hence they invest and give their best in accomplishing the organisational aims in order to run into with their personal ends besides. It would intend that organisational ends are linked to personal ends every bit good. The director ‘s occupation is to acquire work done from the employees under him but it is merely possible if the workers are self motivated instead than directed. The director ‘s engagement is non that of import in the motive of employees, in fact the workers should actuate themselves to work hard. Irrespective of being skilled, unskilled or professional work force, the major job organisations face is the deficiency of motive by the employees. It is besides one of the major issues faced by commercial Bankss. In this competitory universe, it is a challenge for the disposal to maintain the employees motivated so that they offer efficient services to the clients. The employee ‘s enthusiastic, energetic behaviour and their motive towards their undertaking play a polar function in successes of any organisation. One of the maps of human resource director is to guarantee employee ‘s workplace motive. They should help the director in maintaining the workers satisfied with their occupations. The service director should be able to develop motivated workers and promote their work morale. If the employees are unsated and unhappy about their workplace, their public presentation is normally hapless. Degrees of Employee Motivation By and large, there are three degrees of employee ‘s motives. Direction of an employees ‘ behaviour ; it is the behaviour that a individual choose to execute. Degree of attempt ; it relates to how much attempt can be put by the individual to act in a certain manner Degree of continuity ; it related to individual ‘s willingness to act despite obstructions faced. Every employee has a different background in footings of instruction, experiences and household category, nevertheless the primary involvement of all is to fulfill their personal demand and desires. They want to fulfill their basic necessities of life, linked to survival and security along with a desire to bring forth positive feelings about oneself and to be self fulfilled. Most employees want just company policies in affairs impacting them ; favourable occupation position direction they can be trusted good working relationships with senior directors and colleagues ; nice wages and good working environment ; equal occupation security The article measures the consequence of Human Resource Strategies on occupation satisfaction, specifically in Pakistan. It is mentioned in the article wage, publicity and preparation has positive consequence on occupation satisfaction, nevertheless in instance of Pakistan, the employees give more importance to pay and publicity instead than developing. Significant differences were found between work forces and adult females occupation satisfaction degree. The service based industry is traveling through legion alterations for the last twosome of old ages. Due to these alterations, the minutess are increasing along with the scope of services provided. As a consequence, different sectors such as educational institutes, telecommunication houses, Bankss are sing high turnover. Motivational Theories Harmonizing to Maslow hierarchy of demands, people are motivated by unsated demands. The lower degree demands need to be fulfilled before traveling on to higher degree demands. In general, there are six types of demands ; physiological, survival, safety, love, respect and self-actualization. Peoples can move unselfishly merely if the first five demands are fulfilled. Maslow called theses demands as lack demands. Equally long as people are motivated to fulfill their desire for demands, they will be traveling higher towards self-actualization. Satisfying our demands is a healthy behaviour whereas forestalling satisfaction makes us act diabolic. Harmonizing to different researches, people have jobs in cognizing that precisely they want from a occupation. This is the ground why the supervisors ignore what the employee wants from the occupation, and in fact enforce on employee what they themselves want from the occupation. As the individual grows through any organisation, his employer pro vides chances for him to travel higher up the Maslow ‘s pyramid. Frederick ( 1959 ) modified Maslow ‘s demand Hierarchy theory and came up with the two factor theory ; Hygiene Theory. Harmonizing to Frederick, there are some satisfiers and dissatisfies for employee in any workplace. These are the intrinsic and extrinsic factors. Intrinsic factors are associated with occupation satisfaction whereas extrinsic factors are related to occupation dissatisfaction. Frederick wanted to cognize what do people want from their occupations. He asked people to depict state of affairss where they felt exceptionally good or bad. From the consequences he concluded that the antonym of satisfaction is non dissatisfaction. This means that taking the dissatisfying features from any occupation experience does n’t do the occupation fulfilling. Existent of certain factor in a house is natural and presence of the same does n’t take to motive. However, their non being possibly leads to de-motivation. Similarly there are few factors, the absence of which does n’t do dissatisfaction, but their being has a motivational impact on the employees of the organisation. Harmonizing to Skinner ( 1953 ) , employees can be motivated by decently planing the environment. Alternatively of taking into consideration the internal factors like feelings, attitudes, feelings etc, and people are directed by what happens in their external environment. This is besides known as the support theory. The work topographic point environment should be suited and nice plenty to actuate the employees of the organisation. Victor Vroom ( 1964 ) presented anticipation theory which is widely accepted. The theory says that an employee can be motivated plenty to execute better when they believe that the better public presentation gets them a good public presentation assessment and that in bend leads to realisation of personal end in form of some wages. Therefore an employee is: Motivation = Valence x Expectancy The focal point of this theory is on three cardinal variables: Attempts and public presentation relationship ; Performance and wages relationship ; Wagess and personal end relationship. The Adams ‘ Equity ( 1965 ) Theory theoretical account incorporates non merely single ego but besides the influence and comparing of other people ‘s state of affairss in organizing a comparative position and consciousness of equity. When employees feel that they are treated reasonably, they are more likely to be motivated. When employees are treated below the belt, they are extremely prone to demotivation. The manner people measure this sense of equity is the bosom of Equity Theory. Therefore, equity is non dependent upon by how much the wagess exceed the attempt, it is dependent wholly on the equity of the game. It is the comparing that one makes between his wages and investing ratio with the ratio enjoyed or suffered by other employees. Harmonizing to the article, the eight top most motivational factors include safe work topographic point, just salary, publicity and growing chances in the organisation, disputing work, nice working status, sympathetic aid by people, grasp of work done and personal trueness to workers. Comparing these motivational factors to Maslow need hierarchy it can be seen that the top most motivational factor, safe work topographic point, is one of the safety needs whereas just wage is related to physiological factors. Traveling on publicity and growing chances are esteem factors and disputing work is associated with self-actualization. If we compare Vrooms anticipation theoretical account with highest ranked incentive life in a safe country, it is believed that the degree of attempt a individual puts in alterations with the value they attach to the results they get from the procedure and their thought of the strength of the relation between attempt and result. Therefore, this theory is non wholly about opportunism in wagess but the links people make between expected results and the input they feel they can give towards those results. While comparing the 3rd highest motivational factor, publicity and growing chances, to Adam ‘s equity theory, it is clear that directors want to actuate employees by supplying growing chances in equity bases. Bing unfair leads to dissatisfied employees and the public presentation will diminish. Increasing Motivation via Rewards Financial and Non Financial Rewards Ivana Rihova tackles the issue of how a good managed and effectual fiscal wagess bundle should be designed which will be just and reflective of employee public presentation and competency. The underlying thought which the writer tries to advance is associating public presentation to fiscal wagess. So foremost the writer shows how the entire income of an employee should be broken down ; entire income should consist of a ‘base wage ‘ , or minimal fixed wage that the employee receives at the terminal of each month irrespective of how he/she performs ; so comes the ‘variable wage ‘ or ‘bonus ‘ , this is the portion of the wage which is dependent on how good the employee is able to accomplish the set ends and marks ; and in conclusion, ’employee benefits ‘ . The degree of ‘basic wage ‘ depends on ‘external fight ‘ , that is, the traveling market pay rate which other similar companies are offering and on ‘intern al equity ‘ which is the degree of rewards the company can afford to offer to its employees. However, a proviso should be kept within the basic salary graduated table for employees with a higher competence degree which will interpret into higher productiveness. Such employees ‘ wages lie at the higher terminal of the basic salary spectrum. Whereas, the influencing factors for the sum of ‘variable wage ‘ or ‘bonus ‘ are non merely the employee ‘s single public presentation, but besides the team/department and overall corporate public presentation of the company. And in conclusion, the employee benefits can be seen as a ‘competitive advantage ‘ for the company over its rivals. Susan M. Heathfield gives an penetration into how different companies should steer fiscal wagess in different times: â€Å" A growth, entrepreneurial company, with variable gross revenues and income, may be better off commanding the degrees of base wages. When times are good, the company can bind bonus dollars to ends achieved. In thin times, when money is limited, the company is non obligated to high base wages. A longer-term company, with reasonably stable gross revenues and net incomes, may set more money in base wage. † ( Heathfield ) So far the writer has concentrated on the design of a fiscal wages bundle ; following comes execution or expense of that bundle. Here the writer introduces two really of import constructs ; the ‘knock-out standards ‘ and ‘reward cap ‘ : â€Å" Wagess can frequently be paid merely when aA certain value in carry throughing ends is reached, i.e. , when knock out standards are met†¦ Once the company achieves its chief, normally fiscal ends, merely so can the wagess of single employees be considered. Under measure 2, the knock-out standards are applied to the single public presentation of employees. Under an interim measure, the knock out standards can be established for the public presentation of single organisational sections or squads.Once the fulfilment of ends ranges aA certain degree, the higher value of end fulfilment is no longer translated into aA higher wages, i.e. aA reward cap. The reward cap should protect the company against inordinate fulfilment of ends which might non be covered by aA proportionately higher sum of fiscal financess, for illustration, in the instance of qualitative ends. † The nucleus thought behind these constructs is protecting the house while keeping the unity of the nexus between wagess and public presentation. The knock-out standards pushes the employees to make more than merely the bare lower limit to have a fillip and the wages cap protects the house against ill set ends which may ensue into inordinate wagess. Employees exceling their ends by 10s of per centum are an indicant that the ends have non been set suitably. The writer so turns her attending towards the non-financial wagess. Ivana states that â€Å" non-financial motive is defined by corporate civilization and corporate values † . An analysis of merely this statement reveals how diverse and intangible non-financial wagess can be, therefore doing it really hard, if non impossible, for rivals to retroflex them. Harmonizing to Ivana, the first measure towards making a favourable environment for non-financial motive is, â€Å" aˆÂ ¦direct and unfastened communicating and atmosphere across the company and continues with supplying constructive provender back to employees and following aA personalized attack where possible. Non-financial motive includes basic company values such as ethical attack, trueness, empathy, bravery, leading and squad spiritaˆÂ ¦Other non-financial motive drivers of employees which the company and direction can utilize include: power – decision-making chances – duty ; self-fulfillment chances ; strong and clear vision of the company ; relationships in the group ; certainty ; acknowledgment – congratulations ; feed-back ; and esteem – relationship to authorization † Basically, non-financial motive has much to make with how an employee feels at the occupation and how he/she is treated by higher-ups and colleagues. All the non-financial motive drivers mentioned by the writer are qualitative in nature and based on the employee ‘s perceptual experience. Therefore, an inclusive and active attack by senior direction and line directors is polar in acknowledging as to which of these drivers apply to which employees. This is the individualized attack that directors must hold in order to efficaciously actuate employees in today ‘s epoch. In writer ‘s sentiment, the new coevals of employees come ining the market, the generation-Y, is acute on larning and self development. This means that on the occupation mentorship plans can be an effectual non-financial motive driver for new employees. The writer recommends that companies should implement an â€Å" incorporate public presentation direction system † . This system will profit the human resource direction via regular â€Å" employee rating and monitoring † , associating employee compensation with â€Å" employee competences † in short-term and long-term and hence enable the direction to place â€Å" above-average endowment and developing the endowment direction plan † . Net income Sharing and Employee Motivation Barf Kuvaas ( 2003 ) references in his article that there is a lifting involvement of employee ownership and net income sharing among practicians and research workers. In industrialised states and some emerging economic systems have shown really high degree of involvement in the connexion between fiscal portion, employee attitudes and steadfast public presentation. Financial wages systems have received much unfavorable judgment in the past but this new tendency of affecting the employees in the net income of the company and passing them a portion of the net income in signifier of fillips has its advantages. First, this sort of a program includes no excess control of employee ‘s work behaviour. If a net income is gained by the company it would be shared by the employees at the terminal of the twelvemonth. This reduces the opportunities of demotivating an employee due to his sensed degree of competency of himself therefore sabotaging their intrinsic motive ( Deci, Ryan, A ; Koes tner, 1999 ; Kohn, 1993a ) . Second, since this system links the organisational accomplishments to single accomplishments, it ensures that the bureau job is kept at a minimum degree. Employees do non seek to derive single ends as the wages is on how good the organisation does as a whole. This encourages cooperation instead than internal competition ( Kendrick, 1987 ; Kohn, 1993b ) .Thirdly, this sort of an agreement heightens employee committedness to the organisation and ensures that the long term ends of the company are good in sync with the ends of the employees. The system gives a sense of ownership, partnership and psychological fond regard to the proprietors of the organisation and the workers. Not does it merely have a positive impact on the morale of the squads within the organisation ; it besides enhances organisational public presentation ( Pendleton et al. , 1998 ) Wage and Employee Motivation Associating employee motive to the payment of the employees, Sara L. Rynes ( 2004 ) states that human resource professional normally give a really high grade of importance to the nexus between the wage construction of an employee and his motive to execute on occupation, this belief is far from true as wage is a general incentive of an employee and non the chief ground behind his/ her motive. The paper identifies the state of affairss in which wage is more or less of import for an employee and besides grounds why directors might pay less importance to it. The tabular array below contains findings of some major surveies that have been conducted to find the importance of wage to employees compared to other possible incentives. The first column shows the consequences of people being asked to rank the importance of wage compared to other incentives, the right manus side shows consequences of existent surveies in ongoing organisations that examine the work end product ensuing in the debut of different incentives like work redesign, increases in employee engagement, alteration in wage constructions etc. first column concludes that when people are asked straight to rank wage as a incentive, they tend to put it at a 5th degree ( range second to eighth ) in lists of possible incentives. In comparing, the existent behaviours in response to the incentives, about ever show wage as the most influential incentive of all. Specifying Job Satisfaction Job satisfaction is a term used widely and normally, yet there is n’t any general understanding as to what it truly entails. Satisfaction covers a batch of different aspects and can intend different to different people. Different writers have used different attacks to specify occupation satisfaction, many of which will be covered in this literature reappraisal. Hoppock ( 1935 ) explains occupation satisfaction as â€Å" Any combination of psychological, physiological and environmental fortunes that cause a individual truthfully to state I am satisfied with my occupation † This definition adheres to the fact that although occupation satisfaction has alot of external factors impacting it, it is still an internal matter that defines the feelings of the employee. This means occupation satisfaction is a consequence of a figure of factors that create satisfaction. Vroom ‘s ( 1964 ) definition of occupation satisfaction involves the function an employee dramas in his workplace. He defines occupation satisfaction as an â€Å" Affectional orientations on the portion of persons toward work functions which they are soon busying † Harmonizing to Spector ( 1997 ) , occupation satisfaction has to make with how people feel about their occupation and its other facets. The degree to which they like or dislike the occupation that creates occupation satisfaction or dissatisfaction in a work state of affairs. Positivity and negativeness of an employee towards his work, are both are a portion of occupation satisfaction. When an employee joins an organisation, he comes with preconceived impressions about the sort of occupation he is acquiring into. He harbours certain demands and outlooks about his work and his satisfaction depends on the extent to which his outlooks are met, whether or non the existent awards match the 1s in his belief. An person ‘s workplace behavior is really closely linked to his satisfaction towards his occupation ( Davis et al.,1985 ) . Harmonizing to kaliski ( 2007 ) an employee ‘s sense of accomplishment and his success on his occupation is a portion of occupation satisfaction. This is thought to be straight linked to productiveness and personal well being. It besides implies making the occupation one enjoys and is suitably rewarded for. Job satisfaction is non merely the key to acknowledgment, publicity, and income and feeling of fulfillment, it is besides enthusiasm and felicity with one ‘s work. Statt ( 2004 ) defines occupation satisfaction as the degree of contentment of an employee with the wagess he gets for his work particularly in footings of intrinsic motive. Armstrong ( 2006 ) relates the positive and favourable attitudes towards the occupation as occupation satisfaction and the negative and unfavourable feelings to occupation dissatisfaction. Goerge et Al ( 2008 ) depict occupation satisfaction as ; â€Å" Job satisfaction is the aggregation of feeling and beliefs that people have about their current occupation. People ‘s degrees of grades of occupation satisfaction can run from utmost satisfaction to extreme dissatisfaction. In add-on to holding attitudes about their occupations as a whole, people besides can hold attitudes about assorted facets of their occupations such as the sort of work they do, their colleagues, supervisors or subsidiaries and their wage † Whereas Mullins ( 2005 ) is of the position that ; â€Å" Job satisfaction is a complex and multifaceted construct which can intend different things to different people. Job satisfaction is normally linked with motive, but the nature of this relationship is non clear. Satisfaction is non the same as motive. Job satisfaction is more of an attitude, an internal province. It could, for illustration, be associated with a personal feeling of accomplishment, either quantitative or qualitative † The efficiency and effectivity of a concern organisation is frequently related to occupation satisfaction of its employees. The new managerial paradigm believes that employees should be treated as human existences that they are and their single demands, outlooks, personal desires be kept under consideration as these guarantee occupation satisfaction. The logic behind analysing occupation satisfaction is that a satisfied employee is a happy employee and a happy employee is a successful/efficient/effective employee. The importance of occupation satisfaction is heightened when the drawbacks of an unsated employee are seen, that is disloyalty, high absenteeism and higher figure of accidents etc. Spector ( 1997 ) provinces three cardinal characteristics of occupation satisfaction as Human values should be kept as the guidelines for organisational policies. Organizations following this are more likely to handle their employees with regard and equity. Appraisal of the employee occupation satisfaction in such instances is a good manner of cognizing employee effectivity. High occupation satisfaction means the employees have a good emotional and mental province. The operation and activities of an organisation are mostly affected by the behavior of its workers and their degree of satisfaction. This implies that a positive behavior consequences from satisfaction whereas the negative behavior of employees is a consequence of their dissatisfaction. Job satisfaction can be an index of organisational activities. Job satisfaction ratings present fluctuations in satisfaction degrees of different units within a company. This, in bend, serves as an indicant as to which organisational unit alteration can hike public presentation. The undermentioned figure given by Christen, Iyer and Soberman ( 2006 ) provides a theoretical account of occupation satisfaction and its elements: Job related factors Role perceptual experiences Job public presentation Firm public presentation Figure 1 – Christen, Iyer and Soberman â€Å" Model of Job Satisfaction † ( 2006 ) Figure 2 shows Lawler and Porter ‘s ( 1967 ) theoretical account of occupation satisfaction which unlike Christen ‘s theoretical account puts high accent on wagess impacting occupation satisfaction. This theoretical account represents intrinsic and extrinsic wagess as indirect factors impacting occupation satisfaction and the perceptual experience of the sort of wage the employee deserves as the chief factor. Figure 2- Lawler and Porter ‘s â€Å" Model of Job Satisfaction † ( 1967 ) Locke and Latham ( 1990 ) supply a wholly different thought of occupation satisfaction in their theory. Their theory is that undertakings set at higher degree or in other words, the undertakings that are non easy come-at-able and supply a challenge to the employees and put high outlooks for success create high satisfaction degrees. Figure 3 shows their theoretical account of occupation satisfaction Figure 3 – Locke and Latham ‘Model of Job Satisfaction ‘ ( 1990 ) Industry Analysis The importance of the fabrics sector for Pakistan ‘s economic system can be exhibited by merely reexamining a few facts: The fabric sector of Pakistan employs about 40 % of the entire labour force ( Beginning: Pakistan Board of Investment ) . For the twelvemonth 2011, fabric sector ‘s part towards Pakistan ‘s GDP was 8.5 % . ( Beginning: APTMA Chairman Review Report 2011 ) The portion of fabric exports out of entire Pakistan ‘s export is about 52.8 % presently. ( Beginning: State Bank of Pakistan, Economic Data ) These figures are more than plenty to set up what an of import sector fabric is for Pakistan ‘s economic system. Now let us reexamine what is presently go oning in this sector. Below is the break-up of the current figure of textile units in the state, courtesy Ministry of Textile Industry: Large Sector NO OF UNITS Size Spining Unit of measurements 458 a ) 10.906 M. Spindles B ) 202356 Rotors Composite Unit of measurements 50 10416 Looms Independent Weaving Unit of measurements 150 27500 Shuttle less Looms Completing Unit of measurements 115 — Garments Unit of measurements 800 — Small and Medium Sector NO OF UNITS Size Independent Weaving Unit of measurements 425 50,000 Looms Power Looms 245442 Looms 295442 Looms ( Conventional ) Completing 635 Terry Towels 800 10000 Looms 700 bird less Canvas 2000 Looms 300000 ( Industrial ) Garments 5000 450000 ( Domestic ) ( Sewing Machine ) Knitwear 1200 18000 However, Pakistan ‘s fabric sector has been, and for the most portion still is, traveling through a period of convulsion. â€Å" The fabric ministry has acknowledged closing of 90 large units in 2008 entirely. Each company employed a lower limit of 1,000 workers. â€Å" Hundreds of 1000s have lost occupations, † Federal Adviser on Textile Dr Mirza Ikhtiar Baig, told The News. † â€Å" Baig said that the higher mark-up rates, energy crises, jurisprudence and order state of affairs and the planetary recession were the major grounds behind occupation cuts from fabric sector. A company can non prolong itself if the production units are unopen 15 yearss a month due to power outage, he said. The import of readymade garments from China has besides affected the local maker. â€Å" It started from places, pencils and ballpen pens and now go oning with the garments, † Baig said. The record of Pakistan Hosiery Manufacturers Association ( PHMA ) shows closing of 245 companies from the hose and knitwear sub-sector entirely in last five old ages. Of which 99 units were closed in 2008 entirely. These units employed 100 to more than a few thousand workers each. † [ Beginning: The World Trade Review, 2009 ] All in all around 350 units were closed with many more merely hardly lasting. The major jobs being faced by Pakistan ‘s fabric sector are: Energy Crisis – deficit of gas and electricity may hold reduced for families, but industry still suffers from an acute shortage of supply. Law, Order A ; Terrorism – fabrics sector has suffered greatly because of abysmal jurisprudence and order state of affairs in the state. Rampant and frequent terrorist onslaughts in the yesteryear have left foreign purchasers scared of even come ining Pakistan, allow alone visit mills in distant industrial countries. Poor Country Image Perception – due to terrorism studies on and in Pakistan, foreign purchasers and consumers have developed a negative image of Pakistan in heads, hence doing its merchandises seem inferior in quality. Market Access – with Bangladesh having the GSP+ position from EU in 2010, Pakistan ‘s entree to market is farther reduced. A GSP+ position means that Bangladesh ‘s merchandises would confront a lower duty rate in EU, doing them cheaper for the purchasers. Increased Competition – While Pakistan ‘s fabric sector is stuck contending at several foreparts, India, Bangladesh, China and even Sri Lanka ‘s markets are eating up our market portion and hammering new bonds with foreign purchasers. High Interest Rate Regime – Harmonizing to APTMA Chairman Mr. Gohar Ejaz â€Å" Regional rivals, from 2005 onwards induced investing to develop ample capacity and as a consequence the fabric exports of our chief rival increased from $ 12 billion to $ 30 billion. The instrument used was the Technology Up-gradation Fund Scheme ( TUFS ) that provided for a remittal of involvement rate up to 50 % for investing. Similar strategies visualised here did non happen because of the characteristic spread between policy and execution. † [ Beginning: APTMA Chairman Review Report 2011 ] As a consequence, smaller companies who have limited economic systems of graduated table are confronting the brunt of competition in Pakistan. Larger companies who can afford to do immense substructure investings are accommodating to these jobs by constructing their ain independent beginning of power supply, while some other have even started to contemplate switching their units to Bangladesh or Turkey in order to bask the same benefits as their planetary rivals are basking. How to cite Low Employee Morale And High Employee Turnover Rates Commerce Essay, Essay examples

Functioning Effectively in Health Organisation

Question: Discuss about the Functioning Effectively in Health Organisation. Answer: Introduction The healthcare organizations in Australia are trying hard to increase their efficiency so that they can provide better quality and much safer services to the patients. For ensuring the safety and quality, various standards have been developed by the Australian Commission on Safety and Quality in Health Care. The healthcare organizations are required to work in compliance with these standards and guidelines. There are various nursing strategies which help in delivering better patient outcomes as well as few ways are mentioned through which there can be significant improvements in the safety and quality of services provided to the patients in the healthcare organizations (Chaboyer, et al., 2013). An understanding of quality and safety in healthcare Quality can be explained as the degree or extent to which the services related to healthcare for the populations as well as for the individuals enhance their likelihood of required health results and are constant with the present set of professional knowledge (Mitchell, 2016). Quality in healthcare can be determined as the best possible and effective results given the accessible resources and circumstances, relied with the patient-centric care (RACGP, 2011). Safety in healthcare can be explained as the minimizing the risk and uncertainty of pointless harm to a standard minimum level. The safety of the patients can be understand as the freedom from risks and threats because of the medical errors occurred in the general practice and it is identified as one of the primary dimensions of the general practice quality framework (TriStar Horizon Medical Center, 2010). The chances of arise harm in healthcare are increasing due to the inappropriate working environment, by commission or by omis sion. Organizational and nursing strategies for care delivery There are various nursing and organizational strategies for implementing care delivery. There are various goals which are required to achieve and respectively there are the strategies for accomplishing those goals so that there can be care delivery in the health service organizations. The first goal is to ensure the transformational leadership at every level of nursing. The strategies to accomplish this objective include the identification of a proper assessment technique for conducting the gap analysis regarding the present stage of knowledge of the safety of the patient and the quality, and there is a need to train the nurses for having knowledge of the care process and to achieve quality improvements (Vanderbilt, 2010). Another goal or objective is the redesigning of the care so that the nurses can optimize professional knowledge and expertise. For achieving this, the strategies needed to be implement are assessment and securing of the organizational synergy so that there can be e ffective redesigning of the nursing care as well as there must be securing of the proper resources which can collaborate with the CCI so that there can be development of appropriate methodology identifying the chief drivers of extremely trustworthy personalized care (Einstein, n.d.). The next goal is to enhance the engagement of the nurses for working with the other affiliates of the healthcare organization so that there can be reliable and safe care. For this, the strategies needed to be incorporate are firstly the involvement of the nurses must be enhanced at every level of the execution and development related to the designing of the care team and there must be creation of discipline and passion regarding the conversion of the evidences into practicality which will going to optimize the outcomes of the patients (ACSQHC, 2011). The next goal is to implement processes and structures which ensures that the care offered is highly patient centric. For this the strategies required to b e execute are implementing and developing of improved education processes and materials related to the patient, enabling the nurses to work jointly with healthcare teams so that the requirements of the patients can be reliably matched by enhancing the involvement of the family and the patient in the decision making and take use of the Family and Patient Council for getting the feedbacks related to the ways for the improvement of the quality and safety of heath care (Seago, n.d.). Evaluation of standards of care There are majorly ten standards of National Safety and Quality Health Service which are the set measures which are applied over all the applications of healthcare and safety. The standards includes firstly the governance for quality and safety in the organizations which provides health services, this standard provides the framework for the quality which is required by the organizations who provide health services so that there can be implementation of safe systems (ACSQH, 2016). The second standard is partnership with the customers which provides the information related to the strategies and systems which can help in building health systems which are highly customer centric by enhancing the involvement of the customers in the design and development of improved health care systems. The third standard focuses upon the controlling and preventing the infections which associated to the healthcare, it explains the strategies and systems which aids in preventing the infections of the patien ce to pass within the system of healthcare and to effectively manage these infections if they occur so that the consequences which are associated with these infections can be minimized. Fourth standard emphasize over medication safety which describes the strategies and systems which helps in ensuring that there is prescription of proper, adequate, dispense and clinically safe medicines to the informed patients. The fifth standard is for procedure matching and identification of the patient which shows the strategies and systems for identifying the patients effectively and matches the treatment correctly with their respective identity (ACSQHC, 2015). The sixth standard is for clinical handover which mentions the strategies and systems for having efficient clinical communication at the time when the responsibility and accountability related to the care of the patient is transferred. The seventh standard is primarily for the blood products and the blood which states the strategies and s ystems for enabling the appropriate, effective and safe management of the blood products and blood for ensuring that the blood provided to the patients is safe. The eighth standard is for the management and prevention of the pressure injuries which illustrate the strategies and systems for preventing the patients from the development of the pressure injuries as well as the best and most effective management is practiced whenever there is occurrence of any pressure injuries. The ninth standard is focused on the respond and recognition to the clinical deterioration within the acute health care, it states the relevant processes and systems which are required to be incorporate within the organizations who offer health services son that there can be offered effective and rapid response to the patients at the time when there is deterioration of the clinical conditions. The tenth and the last standard is for prevention of the falls and the associated harms of the falls, it describes the st rategies and systems for minimizing the case of falling of the patients in the healthcare organizations and to implement effective practice management if there is occurrence of any such incidence (ACSQH, 2010). The aims and core business of health institutions from the perspective of both the organisation and the nursing sector within the organisation The core business and objective of the health organizations from the perspective of the nursing sector and the organization is to promote an objective of universal health safety and care so that individuals can obtain adequate health services which they require without facing monetary issues and financial hardships at the time of paying for those services. The main aim is to provide fair means of backing the operations, effective response towards the expectations of the individuals and to provide good health to all the citizens. There is a responsibility of each group of people associated with the healthcare organization that they ensure that there is efficient delivery of the services in a healthcare organization so that the patients do not undergo any kind of difficulty during its treatment or health service (Bloland, et al., 2012). Process Data and Outcome Data in relation to quality and safety in health care and nursing Process Data and Outcome Data in Nurse Staffing: The efficacy of nursing can be easily shown on the outcomes of the patients. There are number of cases where there can be found a link between negative patient outcomes, skill-mix and nurse staffing. There are vital risks associated with the safety of patients such as enhanced rate of adverse happenings such as death or injury resulting not because of the condition of the patient but due to the health care intervention, increased rate of mortality and morbidity, diminished standard of quality care and compromised safety of the patients. All these factors are the cause behind increased stay of the patients at the healthcare organizations (Armstrong, 2009). Process Data and Outcome Data in nursing workload: Both nursing workloads and nurse staffing are linked intrinsically. When there is shortage of nurses in a healthcare then as a result the workloads of the nurses increased. This states that the average time spent over the activities such as meal breaks, counselling, paperwork, patient education, nutrition, wound care, hygiene and routine observations etc. will going to decrease due to high workload. The high workload not only reduces the competence and ability of a nurse to deliver effective care but also increases the risk of making errors and getting fatigue at the time of their work. The outcome over the patient is negative as the care required is not been offered to the patients as well as the nurses have to run in-between the time of providing care (Dykes and Collins, 2013). Process Data and Outcome Data in nursing skill-mix: Skill-mix refers to the proportions of diverse levels of the nurses. To have an in-depth understanding of the implications of nursing skill-mix there is a need to comprehend the way in which the nurses are educated and trained in Australia. A nursing skill-mix with possess greater proportion of listed number of nurses made statistically a substantial reduction in the rates of failure to rescue, pulmonary failure, physiologic derangement, shock, sepsis, gastrointestinal bleeding and decubitus ulcers. There has been found a strong link between the patients outcome and nursing skill-mix by the US AHRQ. There is a significant improvement in the patient outcome with the increase in the nurse staffing and skill-mix (Stone, Hughes and Dailey, 2016). Process Data and Outcome Data in work environment: The improvement in the working environment directly links with the reduction in the negative patient outcomes and conversely, the poor working environment increase the chances of errors which directly result into poorer and negative patient outcomes. (Clarke and Donaldson, 2016) One example of a clinical care activity in relation to safety and quality, for which process data and outcome data are identified Clinical Care Activity- Decrease Sepsis Mortality Rates by 22% MultiCare Health Systems which is a Tacoma, Washington based is recognized as an integrated organization which provide health services. It holds around 500 healthcare providers, multispecialty centers, number of urgent care clinics, several primary care clinics and four hospitals. In the year 2012, MultiCare experienced the outcomes of a journey of around 12 months for minimizing Septicemia.tn September 2010, a warehouse for adaptive data related to the Health Catalyst was implemented by MultiCare which was a particular data model of healthcare and successive process and clinical improvement services for measuring and effecting the care by the process and organizational improvements. For this the major process data includes the clinical data for driving improvement by simplifying the data and making it available at a single source, system-wide collaboration of critical care which included a collaborative efforts of the analysts, technologists and clinicians, the combined efforts help ed in effective delivery of quality care, early identification and standard of care definition. The outcome data which was identified was the decrease in the rates of Sepsis Mortality by a significant amount that is 22 percent (Healthcatalyst, 2016). Improving quality and safety of healthcare services for patients For improving the safety and quality of the services provided to the patients there are various best approaches and practices that can be used by the healthcare organizations. Improving the culture i.e. the processes and the organizations: If any healthcare organization which does not possess a culture which values its environment, accountability and teamwork experience various quality related issues. If there is implementation of civility in the culture i.e. in the processes of the organization than it can improve the environment so that the patients will feel more comfortable and there will be effective communication for any change required in the organization (Hughes, n.d.). Improving the clinical/healthcare analytics: Healthcare analytics plays a vital role in the sustainable and scalable quality improvement, there are various issues which are required to be solved in a heal service organization such as the necessity to integrate the data sources which comprises of operational data, financial data and data related to patient satisfaction, the long-interval in receiving reports from IT department and requirements related to performance and growing regulatory. The data is an important element in improving the quality and safety of the patients. But data in absence of abovementioned supportive organizational practices or culture will not be as effective (HRSA, n.d.). Improving the evidence-based practices i.e. the content: From last so many years, there has been a notion which is regulated in the health and care sector that medicine is considered to be an art instead of science but now with the evidence-based content and analytical platform towards the operational standard, there is implementation of care practices which are highly effective. In the patient care, there are several exceptions and unique cases; there the clinical analytics must be leverage so that care providers can spend much more time over these unique and difficult cases, and ensuring that the quality standards are provided in all of the cases. Improving the adoption of the practices: Approved and well-established and evident-based practices, while critical elements which ensures the quality and safety of the patient care are effective and operational only when they are properly adopted. There are various elements which are a part of adoption such as effective teamwork with the clinician leadership so that there can be adoption of best practices, engaging partners and providing training and education to the health care workers and the frontline clinicians. There is a need to hardwire the evident-based practices by effectively entrenched in the frontline practices so that there can be improvements in the quality and safety of patient care (Falk, 2016). Conclusion From having an in-depth understanding of the safety and quality standards at the healthcare organizations, it can be analysed that the Australian Commission on Safety and Quality in Health Care is working significantly to improve the healthcare services offered to the patients. The ten standards guides the healthcare organizations in what way they must work effectively and providing better services to the patients so that there can be generation of positive outcomes. For having significant improvements in the safety of the patients the healthcare organizations are adopting various nursing strategies and other various measures to obtain effective outcomes and to offer the individuals the best possible healthcare services. References: Armstrong, F. (2009), Ensuring quality, safety and positive patient outcomes why investing in nursing makes $ense, Australian Nursing Federation, Pp.49. Accessed on: 14th September, 2016. Accessed from: https://anmf.org.au/documents/reports/Issues_Ensuring_quality.pdf Australian Commission on Safety and Quality in Health Care, (2010). National Safety and Quality Health Service Standards and their use in a Model National Accreditation Scheme. Pp.34. Accessed on: 14th September, 2016, Accessed from: https://ris.dpmc.gov.au/files/2010/11/ACSQH_Consultation_RIS.pdf Australian Commission on Safety and Quality in Health Care, (2011), National Safety and Quality Health Service Standards, ACSQHC, Sydney. Pp.80 Australian Commission on Safety and Quality in Health Care, (2015). Guide to the National Safety and Quality Health Service Standards for health service organisation boards. Sydney. Pp.52. Australian Commission on Safety and Quality in Health Care, (2016). National Safety and Quality Health Service Standard 2: Partnering with Consumers. Accessed on: 14th September, 2016, Accessed from: https://www.safetyandquality.gov.au/our-work/patient-and-consumer-centred-care/national-safety-and-quality-health-service-standard-2-partnering-with-consumers/ Bloland, P., Simone, P., Burkholder, B., Slutsker, L. And Cock, K.M.D. (2012). The Role of Public Health Institutions in Global Health System Strengthening Efforts: The US CDC's Perspective, Which PLOS Journal. Accessed on: 14th September, 2016. Accessed from: https://journals.plos.org/plosmedicine/article?id=10.1371%2Fjournal.pmed.1001199 Clarke, S.P. and Donaldson, N.E., (2016). Chapter 25Nurse Staffing and Patient Care Quality and Safety, Accessed on: 14th September, 2016. Accessed from: https://www.ncbi.nlm.nih.gov/books/NBK2676/ Dykes, P.C. and Collins, S.A., (2013), Building Linkages between Nursing Care and Improved Patient Outcomes: The Role of Health Information Technology, The Online Journal of Issues in Nursing, Vol.18. Accessed on: 14th September, 2016. Accessed from: https://www.nursingworld.org/Nursing-Care-and-Improved-Outcomes.html Einstein, (n.d.), Nursing service organization strategic plan. Pp.4. Accessed on: 14th September, 2016, Accessed from: https://www.einstein.edu/upload/docs/Einstein/Nursing/nursing%20strategic%20plan.pdf Chaboyer, W., Chamberlain, D., Hewson-Conroy, K., Grealy, B., Elderkin, T., Brittin, M., ... Thalib, L. (2013). CNE article: safety culture in Australian intensive care units: establishing a baseline for quality improvement.American journal of critical care,22(2), 93-102. Falk, L.H., (2016), Improving Patient Safety and Quality through Culture, Clinical Analytics, Evidence-Based Practices, and Adoption, Explore Health Catalysts Insights, Accessed on: 14th September, 2016. Accessed from: https://www.healthcatalyst.com/improving-patient-safety-and-quality-in-healthcare Healthcatalyst, (2016). How to Reduce Sepsis Mortality Rates by 22%, Explore Health Catalyst Success Stories, Accessed on: 14th September, 2016, Accessed from: https://www.healthcatalyst.com/success_stories/how-to-reduce-sepsis-mortality-rates-by-22 HRSA, (n.d.), Quality Improvement, U.S. Department of Health and Human Services, Accessed on: 14th September, 2016, Accessed from: https://webcache.googleusercontent.com/search?q=cache:https://www.hrsa.gov/quality/toolbox/methodology/qualityimprovement/gws_rd=crei=Jt_ZV6SiOYrMjwPTlpxI Hughes, R.G., (n.d.), Chapter 44Tools and Strategies for Quality Improvement and Patient Safety, Patient Safety and Quality: An Evidence-Based Handbook for Nurses, Accessed on: 14th September, 2016, Accessed from: https://www.ncbi.nlm.nih.gov/books/NBK2682/ Mitchell, P.H., (2016). Chapter 1Defining Patient Safety and Quality Care, Patient Safety and Quality: An Evidence-Based Handbook for Nurses. Accessed on: 14th September, 2016. Accessed from: https://www.ncbi.nlm.nih.gov/books/NBK2681/ RACGP, (2016), The RACGP Curriculum for Australian General Practice 2016, Accessed on: 14th September, 2016. Accessed from: https://curriculum.racgp.org.au/statements/quality-and-safety/ Seago, J.A., (n.d.), Chapter 39. Nurse Staffing, Models of Care Delivery, and Interventions, U.S. Department of Health Human Services, Pp.8. Accessed on: 14th September, 2016, Accessed from: https://archive.ahrq.gov/clinic/ptsafety/chap39.htm Stone, P.W., Hughes, R. and Dailey, M., (2016), Chapter 21Creating a Safe and High-Quality Health Care Environment, Accessed on: 14th September, 2016. Accessed from: https://www.ncbi.nlm.nih.gov/books/NBK2634/ TriStar Horizon Medical Center, (2010), What Does Quality in Health Care Mean?, Accessed on: 14th September, 2016. Accessed from: https://tristarhorizon.com/about/newsroom/what-does-quality-in-health-care-mean Vanderbilt, (2010), Nursing Quality and Performance Improvement Plan, Accessed on: 14th September, 2016. Accessed from: https://www.mc.vanderbilt.edu/documents/Magnet%20Website/files/Nursing%20Quality%20Plan.pdf