HND人力资源管理outcome2
(优选)hnd人力组织与管理outcome全部答案
-- managerial staff -- qualified engineer -- technicians -- apprentice
• Objectives
-- concentrate on civil engineering business -- provide a high quality service
• Well trained staff
• Loan from bank, grant
• Equipments • Local
• Structure
-- Civil engineering project -- Structural engineering project
• Facility, technologyPr,opefritynofaJinng cWAiaNGl (bank loan, grant)
Section A
-- product goals: to provide the best designs through well trained staff; to provide high quality service
-- operational goals: to know what work is being carried out and whereabouts of staff at any given time; use local contractors for development
（优选）hnd人力组织与管理 outcome全部答案
Assessment 1: Introduction
• Assessment 1 covers outcome 1, 2 and 3 • Controlled conditions and close book • Words requirement: 1,500 words • Time length: 135 minutes • A4 page of note is allowed to bring with
HND统计outcome2
1. Introduction:Faboil Ltd has evolved into a relatively successful organization within the biotechnology field. And now this company has some problems. Richard has failed to understand his role as Manager when delegating work to his team. He decided to off-load several tasks to his three project team leader. The Carole was a committed and conscientious work. She makes the stress in the work and relationship with the colleague. The following will give some information to help them solve the problem.2. Findings2.1 Richard’s managerial rolesHenir Fayol defined management as consisting of five main activities: planning, organizing, commanding, coordinating and controlling. Planning——planning includes defining goals, establishing strategy, and developing plans to coordinate activities.Organizing——organizing includes determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decision are to be made.Commanding——commanding is telling people what should be done. Coordinating——coordinating involves determining the timing and sequencing of activities so that they mesh properly, allocating the appropriate proportions of resources, times and priority, and adapting means to ends. Controlling——controlling is the process of monitoring performance, comparing it with goals, and correcting and significant deviations.In this case, Richard didn‘t act well in planning, when he decision to off-load several tasks to his th ree project team leaders, he hadn‘t take inquire and task, he take the work to Carole directly. He did not act well in organizing. He didn‘t allocate the work appropriately because he gave Carole the major portion of workload which Carole could not cope. He also did not act well in commandin g, he didn‘t tell clearly to Carole what she should to do, which is mislead Carole and makes her become disillusioned and angry with Richard and Joanne. Richard did not act well in coordinating. He has not kept friendly relationship with other department and when there drove a wedge between Carole and Joanne, he didn‘t solve the problem. He also didn‘t act well incontrolling, although he went off on long-term sick, he need know what happened in company. but he didn‘t do anything.2.2 Assertiveness skillThe Assertiveness skill is a behavioral skill which may develop in an individual due to high self-esteem and relationships at an early age, it‘s a key business behaviour required in developing leaders‘ effectiveness. Assertiveness is a foundational life skill that we all need to develop and begin to implement in our lives. It is different with the aggression and passivity. Assertiveness is a communication style and strategy it‘s distinguished from aggression and passivity.To do assertiveness must know what are ‗bill of rights‘. It has the following are examples of what might be on a ‗bill of rights‘:1. I have the right to express my views and ideas.2. I have the right to ask for what I need.3. I have the right to say ‗No‘ to unreasonable requests.4. I have the right to make mistakes sometimes (after all I have to learn).The Assertiveness techniques include Basic or Empathetic Assertion, Broken Record, Use of Silence, Saying No, Fogging and Disarming Anger.In the case, Carole had made some mistakes. Firstly, need standing up for one's rights no matter what the circumstance. That Carole does insufficient, she was obviously doing want to work overtime and she also do not over so many things. But she did not speak out. So she didn't safeguard her rights. Tha t‘s not enough assertiveness. I think she should have talk with Richard early like Joanne and Ian, told he what things she can do and what she can‘t. Secondly, correcting the situation when one's rights are being violated. This point Carole does not better. Carole unanalyzed what she can do and what she can‘t, she didn‘t really want to admit that she was unable to cope. But when she takes over the work, she was experiencing several problems which she could not have foreseen. At this time, she‘s colleagues a dvised her to talk with Richard, but Carole also not talk to Richard. It makes the problem worse. I think she should study to say no. When Richard allocated work to her, she should tell him her specialized subject and it is useful for leader to allocate works to her.Thirdly, it is need finding a "win-win" solution in handling problems between two individuals. If has the trouble like she appeared that Joanne is specialism was network analysis do not decided to confront Joanne to ask her to take over the net work analysis. She‘s this methods is not well. She should not be angry to find Joanne ask her to take over the work. If she wants Joanne help she does the network analysis work need consultation with Joanne or change the work with Joanne.Finally, good ti me management told us first do important tasks. Carole‘s time management has the problem. Carole put the most difficult and time-consuming tasks things in lastly, it led a lot of stress to her. I think she need take some arrange, she can put important things first.2.3 The conflictConflict is a process which begins when one party perceives that another party has negatively affected, or is about to negatively affect, something the first party cares about. Conflict occurs when two opposing parties have interests or goals that appear to be incompatible. Some factors cause conflict: 1) Competition 2) Differences in objectives: individuals and organization, individual and individual, departments within the organization, formal and informal organizations. 3) Differences in values, attitudes, and perceptions. 4) Disagreements about role requirements. 5) Disagreements about work activities. 6) Disagreements about individual approaches. 7) People exhibit diverse styles and approaches in dealing with others and with situations. 8) Breakdowns in communication. About the influence of the conflict, not all of the conflict is also bad it has the positive effect of conflict and negative conflict.Positive Effects of Conflict: make our change; find the shortcoming and problems about ourselves; Increase effort; understanding others; make decision more correct; Possible Negative Effects of Conflict: decreased communication; badly relationship; decreased cooperation; negative feelings.There are five methods to resolve the conflict. It includes avoidance, accommodation, competition, compromise and collaboration.Avoidance--unassertive and uncooperative, not taking sides, ignore the conflict. Sometimes avoidance is the best solution.Accommodation--unassertive but cooperative, accepting another viewpoint you would prefer not toCompetition--assertive and uncooperative, working for your own point of view at the expense of othersCompromise--moderately assertive and cooperative, finding acceptable solution for both partiesCollaboration--assertive and cooperative, finding solutions to fully satisfy both partiesIn this case, Carole asks Joanne to take over the network analysis, but Joanne refused to take on this additional workload. Some bitter words were exchanged which drove a wedge between them. It led the conflict between Carole and Joanne. I think Carole need do the following things to avoided conflict with Joanne. At first, Carole needs comminute with Joanne with a well attitude, ask her help the network analysis. Then, Carole do not take emotion, because Joanne‘s specialism was network analysis, and this work was one of the most difficult and time-consuming tasks that she had taken over from Richard, in the belief that only Joanne was able to undertaken these tasks. If Carole wants to the resolve the problem, she needn‘t bring the emotion, she need try to talking with Joanne, obtain the Joanne‘s help. That may not make the conflict with Joanne. At last, Carole also can cooperate with Joanne to solve the problem. That can not influence Joanne on time get off work. If the Carole can done these points she wouldn‘t conflict with Joanne.2.4 About the time managementThe time management is means arrange your time reasonable, make you work have done in the time, the time management is not finished all of the things, but it is successful relate time. There are some benefits from the time management: 1) Reduce your stress. 2) Increasing satisfaction and results from your studies and/or your job. 3) Making you more productive as anindividuall. 4) Giving you a more rewarding and satisfying balance to your life.Following is the time management techniques include:Priority Setting—Urgent activities demand immediate attention, and are usually associated with the achievement of someone else‘s goals, or with an uncomfortable problem or situation that needs to be resolved. Important activities have an outcome that leads to the achievement of your goals.Your Peak Time—we may try to spend time on important tasks in the afternoon period and may not then do our best thinking; we may find it hard to concentrate or to come up with ideas. It is important, as far as possible, to work on your most important tasks at your peak time if you want to be able to do them well and relatively quickly.Five Minute Rule—this simple technique is particularly useful when you feel you have a large number of things to do. Rather than write all the things you need to do on a to-do list, set aside a time when you will not allow interruptions.Planning and Scheduling Time—for important items it is worth scheduling when you will work in them. You may also schedule times when you can batch routine or similar activities together so that you ate not distracted by them. It is useful to schedule meetings to times when there is less likelihood of interruptions. By letting others know your schedule, unnecessary interruptions might be avoided.Learn to say NO—Do not say yes when you don't have the time, motivation, interest or skills to do the task, Say ―no‖ to task s that have little impact on your targets, Prevent stress, avoid overworking.In this case study, Carole‘s time management not does well. Carole should Priority setting. Carole has to work late each evening to clear the paperwork. Like the staff documents with queries written on her desk. This things belong the bitty things can do it last. Carole should make a form to distinguish the important and unimportant jobs.Carole can learn say no, Richard believed that only Carole had the necessary commitment and expertise to be able to cope well with the increased workload. Carole unable to cope the work, but she didn‘t really want to admit that shewas unable to cope. Carole not refuses the work that lead to she everyday having to work late each evening.Carole also need learn planning and scheduling time. Carole wants to do the work effective, she can to do lists. Everyday make a new plan, do the important things first. Carole always wastes time in the bitty things. To do list can help her to know what things need do priority. That can make her work more efficiency.2.5 How to deal with the stressStress arises when individuals perceive that they cannot cope with the demands being made on them or with threats to their well-being. Behavioural signs of stress include aggression, withdrawal, lack of communication, moody, nervous shake and restlessness. Physical signs of stress include problem with sleep, loss of appetite, aches and pains, nausea, sweating, dry mouth. Emotional signs of stress include weepy, depression, lack of interest, negative self talk, loss of concentration and fuzzy perception. In case, Carole could not work effectively with Joanne and Ian. She was dejected and also experiencing recurrent headaches. They are the signs of stress.There are a variety of mechanisms that can be used to manage stress: Avoidance of stressors– we can try to identify what particular stressors we are affected by and seek to remove or avoid them.Adaptive behaviours–we can learn techniques such as time management and assertiveness.Adaptive physical response– we can improve the diet, take more exercise and try to relax.Adaptive thinking and emotional response– we can change how we view a situation by positive thinking and changing our ―self talk‖.Carole can deal with her own stress through the following ways:First, she need have a good rest. Because she is always work late each evening and not sleep well. So, she need get enough sleep.Second, she can learn how to say ―no‖. Richard believes that only Carole had the necessary commitment and expertise to be able to cope well with the increased workload. Carole knows she may no ability to finish this all of thework but she not refused the Richard. She stress caused by the too much work. If she learn say no that can not happened she experiencing recurrent headaches also can not faced more stress.Third, Carole makes some problem because she not uses the good methods communities with Joanne. So, she makes the stress with the relationship with Joanne. She needs learning better communication skills improve her relationships with management and coworkers.Last, other best way to reduce the stress is avoidance of stressors. She can talk with Richard and let him know she do not experiencing so much work. That she cannot face so many works result in she has the stress. After work she should find practical ways to relax, such as meeting with friends and cultivating personal interests.When dealing with stress in others, we should recognize signs of stress in others, identifying causes of stress in others and find appropriate ways to deal with the stess.Joanne had been off work and was suffering from a migraine and stomach bug due to the conflict. Carole and Joanne should deal with the conflict with each other. Calore didn‘t ha ve the authority to take over the network analysis to Joanne. She should negotiate with Richard and ask Richard to allocate to Joanne, because Richard is the leader and has the power to allocate work to subordinates.。
HND 商法outcome2_我的总结
1．Can Samir spend only 150 pounds to buy the golf set?首先Samir本没有与Fairways公司就购买Matsumoto golf成立合同，假使他想要购买那套高尔夫球具，那么他必须支付1500英镑，这是因为橱窗展示的仅仅是一个要约要请，而不是要约。
一下选一个案例来区分一下要约要请与要约的不同Carlill v Carbolic Smokeball co【1893】Harvey v Facey 【1893】Fisher v Bell 【1961】Pharmaceutical Society of Great Britain v Boots Cash Chemists 【1953】2．What are the chances of Susan being successful if she goes ahead and sues Samir for the cost of her new designer outfit, the cost of her taxi fare and the disappointment caused?Susan 假使决定要起诉Samir并要求赔偿他的服装费用，乘出租车的费用以及精神损失费的话，那么Susan 将不可能获得胜诉，这是因为Susan和Samir 的晚餐约定属于一个社会交往关系（social agreement）而不是合同关系合同关系事当双方要约与承诺结合的时候，便成立了一种对双方有效的并有约束力的关系，更因为Susan与Samir 的约定不属于合同关系，自然地，Susan 就不能从Samir 那边得到法律救济（legal remedy）类似Susan 与Samir 的约定的关系有Agreements binding in honor only （授予荣誉称号的约定）Domestic agreements （家庭协议）Gambling or wagering agreements （打赌或赌博的合同）Social agreements （社会交往的承诺）从以下案例中选一个来说明以上这些关系Jones v Vernon’s pools [1938]Robertson v Balfour 【1938】3．Is Dougie Campbell entitled to cancel its offer the build a conservatory and patio for Samir? Dougie Campbell 可以向Samir 取消这个要约，这是因为一个合同的成立必须是承诺人将承诺的通知有效的通知到要约人的手里才能成立，特别是当使用了instantaneous methods（瞬间）的方式通知对方的时候，例如使用了传真，电报，email 或者电话等方式发出承诺时，必须确认对方已收到了你的信息才能成立，本案中，Samir并没有将承诺的通知有效通知到Dougie Campbell，导致了要约人没有收到要约，双方因此并不成立的合同。
hnd_人力组织与管理_outcome1-3_全部答案(课堂PPT)
-- Objectives are more specific than goals
-- Identify the specific path to achieve goals
-- Have to be SMART
• Objectives in case:
-- to finish work on time and within price
12
Section B
6. Motivation for staff depends on more than high salary and working condition
• David used ‘Big Brother’ approach, which means it has complete control over people and is always checking what they do, he liked to run a tight ship
11
Section B
6. Motivation for staff depends on more than high salary and working condition
Explaining one of the following theories: • Maslow’s hierarchy of need • Herzberg’s two factor theory • Alderfer’s ERG theory
satisfy customer’s need
6
Section A
2b. Objectives and policies
• Definition of policy
-- Provide a framework of rules or guidance that manager and staff can make decision
HND人力资源管理导论Outcome2
“Escape to Wild”是一家成功的公司，专门通过邮购和小型的零售专营店来销售户外休闲服饰。
它作为一家私营公司小规模的经营了超过15年的，一直到六年前，一位经理被聘请来扩展公司业务.首先，公司增加了邮购目录上的商品数,并且用了更大的仓库来存放和配送货物。
四年前,“Escape to Wild”开了第一家自己的零售专营店，到现在，已经有了10家零售专营店,并有计划再多开五间店。
两年前，公司建立了自己的网站,实现了网上购物，这部分的业务发展迅速,还带了了很多海外的订单。
这位新经理上任以来，公司员工已由原来的20人发展到300人,业务也变得更大更复杂,持续需要加强员工来源已经成为这家户外服饰专营公司最强烈的需求,需要更多的员工是这家公司的当务之急。
“Escape to Wild”公司没有明确的人力资源部门。
部门经理们根据自己部门的职责招聘新人，负责确定他们的薪酬水平。
薪酬管理业务已经外包，员工培训一般是临时组织的，财务主管负责处理员工的合同和特殊情况，例如产假和加薪。
在这个快速发展的时期，公司已经开始将更多的精力投入到服务正在增加的客户群中。
到目前为止，公司中员工的关系比较良好,但是，公司的现状表明是时候建立规定和程序从而能用更系统的方法去解决人力资源的问题。
在最近的公司管理层会议上,部门经理们不断的抱怨说他们花了太多的时间在处理一些日常的行政问题上，而这些问题明明都可以由人力资源部门来解决，如果公司能有一个这样的部门。
不断增加的员工数量使得财务部门花大量的时间来处理与人事相关的问题。
同时，部门经理们也会因为工作描述，招聘和甄选的实际操作，以及员工的薪酬待遇等问题产生矛盾。
一个管理层的人员最近参加了一个关于员工法案的研讨会，法律的复杂性带来的实际问题是公司更加需要一个专门的部门来公平的处理员工的问题。
同样，员工们也开始抱怨一些条款和条件中的矛盾,有一些人离职了，因为他们对自己遭受到的人力资源问题觉得不满意。
HND人力outcome 2
1A.Identify and explain one content and one process theory of motivation. Motivation theory is to point to by specific methods and management system, to maximize employ-ee's commitment to the organization and the work of the process。
motivation theory including the content and process.Content motivation theory including Maslow’s hierarchy of needs, Herzberg’s two-factor theory,ERG theory,and X-Y theory. Process motivation theory including Adams’equity theory, Vroom’s expectancy theory and Goal-setting theory.Content theoryThe content theory that I described is McGregor's Theories,it contains Theory X and Theory Y. The Theory X assumes that people dislike work and responsibility,and Theory Y assumes that physical and mental effort in work is as natural as play or rest.t heory X means the some employees dislike their work and avoid to take responsibility if possible,at the same time,because they have no passion for the their work,so their leaders will treat them by some ways such as coerced,directed,controlled,threatened with punishment to help them finish the organi-zation's goals. When something happened,they regard the security as more important rather than eve-rything else.Theory Y described the efforts about physical and mental of work are equal with resting and play-ing,employees have ambitions,they can achieve work objectives by their own directed and control rather than manager's force. In addition,they can use their imagination,creativity and wisdom to solve the problems,which play an important in group cooperating. They are willing to accept even seek out responsibility rather than avoid it.Process theoryThe content theory that I described is Goal-Setting Theory. Goal Setting Theory in 1960 by the gen-eration of rock (Edwin Locke), proposed the Goal of the Theory is that challenging is the source of motivation, so specific goals will improve performance; Difficult goals are accepted, could achieve a better performance than the easy target.American psychologist John Locke (E.A.L ocke) in 1967, the first puts forward the Theory of "Goal Setting" (Goal Setting and found), he thinks the Goal itself has incentive, target can change the people's needs for motivation, make people's behavior towards a certain direction, their behavior and the result was, as compared with the established target to adjust and amend in time, to achieve their goals.Goal setting theory is put forward, the goal is one attempt to complete the purpose of the action. Goal is the direct cause of behavior motivation, set the appropriate target can make the person produces want to achieve the goal of the achievement need, and thus has a strong incentive to people. Value and as far as possible, set up the appropriate target motivation is to stimulate the important process.Goal setting theory predicts when targets is difficult to increase a person's work performance will be improved, until you reach the peak performance, and the lack of a sense of identity to difficult target individuals and corporate performance to reduce or very poor.1B.How could each of these theories be applied to situations within Shan-gri_la Hotels?theory XIn this case,Craig is this theory's performer,because when his stuff offered suggestions on how to deal with problems,Craig always rejected them and said: This is my kitchen,we run it my way. Which represent he want to control his employees.Theory YIn this case,Antonio behaviours are obvious. First,Antonio's group can provide the perfect standard quality services,as well as high tacit understanding,both of them are benefit to satisfied the business customers' needs and improve the service efficiency. And then,when Alisa was out of restaurant,An-tonio always helped her to manage the restaurant well. Considering personal ability,Antonio acquired a wealth of knowledge in the restaurant industry. All of them reflecting his self control and self di-rected,as wall as his wisdom, the contributions of team cooperation.Goal-Setting TheoryCraig also aimed to ensure that all customers would be attended to within five minutes of being seated, Craig have much pressure from restaurant. The aim of Craig is every hard,but Craig still insist his aim to manage restaurant.2.Highlight methods which management could use to improve job perfor-mance and explain the suitability of each.There are three approaches to improve job performance:job enrichment, Financial incentives and consultation.The first method that I described is job enrichment. It means the manager should use different ways to enrich work,as well as improve the quality of work. In this case, Antonio's group have a regular meeting every week. During the meetings,they make research together about how to improve the business customers restaurant experience. Antonio always invited his group members to give advices. So with the perfect group cooperation,so he always receive customers feedback and praise. Which are beneficial to promote the company's development as well as encourage the employees have more passion for their work.The second method that I describes is financial incentives.It means the manager should pay more money for staff to encourage staff.In case,Ailsa had close links with the local college who ran hospi-tality courses, and would often take on learners who were studying there as part-time staff. On com-pleting their studies, many of these learners opted to take up full-time employment with the hotel, at which time Ailsa would increase their salary.The last way to improve job performance is consultation. It means the manager should communicate with employees regularly,such as deliberate and negotiate. In this case, Craig always reject with his employees to talk about customers problems,he also proclaim"this is my kitchen,we run it my way." So his employees will feel jealous and get no sense of belonging. Different people have different views,but all of them can not be allowed to express. So between the stuff will not cooperate from each other,they will finished their work passively. Which will reduce the work efficiency.3A.Explain the importance of teamwork within Shangri-La hotels.In this world, all one's strength is small, only into the team, only struggle together with the team, you just realize personal value maximization, will you be able to achieve excellenceBelbin Team RolesTake advantage of the behavior of the individual to create a harmonious team, can greatly improve the team and individual performance. There is no perfect individual, but a perfect team. Craig is trust Saskia because they work together in London for many years. Whenever Craig leaves the hotel, he appointed Saskia to the kitchen and all the attendant distribution work. Craig also insisted that only Saskia and he didn't have the right to sign for delivery of meat and vegetables. This situation reflects in a team, each role play a very important role. Belbin Team Roles including Company worker, coor-dinator, shaper, planter, resource investigator, monitor evaluator,team worker, implementer and fin-isher.3B.Identify and analyse three factors that are affecting team cohesiveness and performance in the kitchen and impact each factor is having on the team. Three factors to influence team cohesion and team performanceThe first factor is lack of consultation. In this case,the kitchen staff salary is high, but the atmosphere of the kitchen is often very nervous. Everyone feel pressure have great influence on team cooperation, This atmosphere unable to improve the work efficiency.The second factor is poor communication. In this case,Craig rejected to receive other employees' suggestion,at the same time,both of Ailsa and Craig have their own opinions about materials receptionproblems,but they have been not reach the agreement. Which effected the emotion cohesiveness. The last factor that I described is lack of clarity of roles. In this case, Ailsa always think she is the restaurant manager and complained why Craig always signed the row materials. Her thoughts re-flected she does not have clarity of roles. Which are bad for task cohesiveness forming.。
HND人力资源outcome2
Managing People and OrganizationF84T 34Outcome 2Content1.0 Introduction ——12.0 Motivation theories and their application ——1 2.1 Maslow’s hierarchy of needs model ——1 2.2 Goal theory ——2 2.3 The application of the theories. ——33.0 Two methods to improve job performance and their Suitability ——3 3.1 Quality working life ——4 3.2 Reward ——54.0 The importance of teamwork and team cohesiveness and factors affecting it——5 4.1 the importance of teamwork as a means of improving organizational effectiveness. ——6 4.2 Team cohesiveness and factors affecting it ——61.0 IntroductionThis outcome covers the factors that influence the motivation of both individuals and the groups to perform effectively.In management,we can apply motivation theories to analyze Shangri-La Hotel’s management methods.And we will give information about the methods of stimulating employee and improving their work performance.2.0 Motivation theories and their applicationThe motivation theories are the important basis on which we improve the employee’s work performance.The motivation are divided into content theories and process theories.Content theories explain those specific motivating people at work and put emphasis on the nature of needs and what motives,the relationship between needs,intrinsic rewards and extrinsic rewards.Major content theories of motivationinclude:Maslow’s hierarchy of needs model, Herzberg’s two-factor theory, McGregor’s Theory.Process theories identify the relationships among the dynamic variables of motivation and actions influencing behaviour.They provide a further understanding of motivation from a different approach based on the facts that people are influenced by the expected results of their actions.The main process theoriesincluding:Expectancy-based models, Equity theory, Goal theory.The next i will analyze the application of Maslow’s hierarchy of needs model and Goal theory in Shangri-La Hotel.2.1 Maslow’s hierarchy of needs modelIn the mid 1950s,Maslow looked at human behaviour and how it influences the organization.His hierarchy of human needs identifies that individuals pursue a number of needs in a predictable sequence, the emphasis of which moves from basic to higher needs as satisfaction at a lower level occurs.People have basic needs, for example food and shelter.In an organizational environment,needs also included extrinsic needs :ego needs,social needs,security needs,self-fulfilment needs.There are benefits and values provided by othersSuch as promotion,prise and recognition.So the range of strategies that can be used to improve job performance for Maslow’s hierarchy of needs model:Reward, Achievement,Recognition.The Shangri-La Hotel’s manager apply Maslow’s hierarchy of needs model to motivate their employees.2.2 Goal theoryLocke concluded in the 60’s that employees were motivated by clear goals and appropriate feedback regarding their achievement.A model of how goals can improve performance Goals direct people’s responses,actions,work behaviour and performance,and finally lead to certain consequences or feedback.Goal setting is the process of improving performance with objectives deadlines,or equality standards.The established goal can improve work efficiency.And there are positive feedback on performance. So the range of strategies that can be used to improve job performance for Goal Theory:Reward,Responsibility.The Shangri -La Hotel’s manager also use Goal Theory to improve employees performance.2.3 The application of the theories.Achievement is measuring an individual’s achievement against known guidelines can help job performance.If goals are clear and achievable,with a little effortindividuals will be more likely to succeed.In Shangri -La Hotel use this method to improve employee performance.Ailsa took over as the general manger,then she had plan to the local bank in order to obtain the funding.She also were so hard that the whole hotel had rapidly developed.Finally,the Shangri -La Hotel achieve the 5-star AA award hotel in Glasgow.Participation is to give some people the right to participate incommonly achieving organization’s goals,so it will lead success.In Shangri -La Hotel, 2.Goals motivate by: Directing attention Encouraging effort Encouraging persistence Fostering goal-attainment strategies and action plans 1.Goals need to be Specific Difficult Participant set 3.Improved performance4.Feedback on performanceto achieving the success of the hotel,a reception manager,Antonio,who aims at Improving customer service and cooperating for Ailsa.Besides Craig also insisted that only Saskia and he should have the authority to sign for the meat.3.0 Two methods to improve job performance and their SuitabilityManagement methods can effectively improve people’s workperformance.These methods and means are effective tools for management.The management methods that follow are Quality working life and Reward.3.1 Quality working lifeQuality working life is satisfaction in the working life ,along with efficient methods of working.Flextime allows employees to chose their own arrival and departure times within specified limits.Flextime in Action:The company should allow employee to be Flexible 2-hour arrival range and 2-hour departure range.For example,a employee can go to work at 7:00 A.M. So leaving work is at 3:30P.M. If someone go to work at 9 Clock.And they can leave at 5:30 P.M.Quality Working life is derived from Theory Y which belongs to McGregor’s Theories.Theory Y states that people naturally fond of work, they can manage their time well by themselves.They know that once they have the constraint of goal, they can accomplish the goal well.When they enjoy the freedom of time ,they can generate better motivation.3.2 RewardReward is recognizing the effort,initiative and skills of the worker.Reward is derived from Maslow’s Hierarchy of needs.Reward can be divided into intrinsic reward and extrinsic reward.And it status gives little satisfaction to a person desperate for food or shelter.It demonstrate that money alone is not enough,and indeed as basic and safety needs become satisfied people are likely to concentrate their attentions on social and ego needs.In Shangri-La Hotel,all staff not only gaining salary from the hotel,but also they were recognized in work and other people.Craig always provided free drinks for the team to celebrate,and they always enjoyed together.These people can communicate with others and gain the friendship and participle the organization.4.0 The importance of teamwork and team cohesiveness and factors affecting itOrganization arrange their workforce into groups of people who work together for a common purpose or goal but who each have their own jobs to do.Such groups are usually referred to as teams .Team can improve people management and work efficiency and are an important management tool.Its core is team cohesion.4.1 the importance of teamwork as a means of improving organizational effectiveness.High performing teams can be characterized as those in which people understand objectives,goals,skills,interrelationships,as well as their own personaljob.Therefore,teamwork can increase corporate competitiveness by:improving productivity, enhancing quality, encouraging innovation, increasing motivation and commitment.Why are the teamwork able to play these important roles in organization?According to Tuckman’s Five-Stage Theory of group development,it status that people form a team for a common purpose and have conflicts because of their different interest demands.Then they make rules to limit others’ interests and finally take unified actions.This effectively looks at taking advantage of each person’s strengths and avoiding their weakness ,so that the team is more productive than the individual. There are five stages in the Tuckman’s theory:Forming Storming Norming performing AdjouringPeople discard their weakness and retain their strengths in the team,so they create greater value.In Shangri-La Hotel ,Ailsa had a conflict with Craig in the storming stage.But Ailsa made an agreement with Craig and then set up a series of rules to run the company together in norming stage.So they let the team produce much efficiency.4.2 Team cohesiveness and factors affecting itCohesion is the invisible bond that links members of a team together.Evidence suggests that highly cohesive teams are more productive and better at meetingobjectives.In Shangri-La Hotel ,there are three factors affecting the team cohesiveness.Poor communication:Craig also insisted that only Saskia and he should have the authority to sign.But this often irritated Ailsa who, as the General Manager of the Hotel,felt had the necessary experience to check it.And it led poor communication between Ailsa and Craig.Lack listening:Craig often run his way when the waiting staff offered suggestions on how to deal with these problems.So,Craig lack listening by their staff.Lack participation:Craig thought the all kitchen thing depend on his decision,but Saskia felt she would be allowed to be more creative,and lack participation in kitchenReference1.（SQA 2013)/ Managing people and Organizations (fouredition)/Beijing/China Modern Economic Publishing House p1182.（SQA 2013)/ Managing people and Organizations (fouredition)/Beijing/China Modern Economic Publishing House p1313.（SQA 2013)/ Managing people and Organizations (fouredition)/Beijing/China Modern Economic Publishing House p1444.（SQA 2013)/ Managing people and Organizations (fouredition)/Beijing/China Modern Economic Publishing House p147。
(精选)HND 人力资源2
1Explain the validity of one process and more content theory of motivation and assess their applicability to scenarios that exist within Scotia Airways.Maslow’s Hierarchy of Needs Theory： Human needs can be classified into 5 levels, which can be portrayed in the shape of pyramid. In different stage of life, people will show their different urges to different levels of needs. Normally speaking, the main power of motivation usually comes from the most imperious needs level at present.It includes basic or physiological needs, safely and security needs, social needs, self-esteem needs, self-fulfilment needs. Basic or physiological needs is water sleep sex etc.Safely and security needs is security of body, of employment,of property,etc.Social needs is friendship, family.Self-esteem needs is self-esteem confidence,etc.Self-fulfilment needs is creativity, morality,etc.The high level is Self-fulfilment.Middle level are social needs self-esteem. Lower level are basic or physiological and Safely and security needs.The thing that can motivate staffs is the thing that they want to get. In this case when the investors first decided to set up Scotia Airways, they had a clear idea thatbusiness travel was a growth area. They set about appointing a management teamwhose experience and expertise was firmly grounded in the budget aviation market,it offer more chance about job and meet security of employment due to Future opportunities seem likely as the EU and UK govern ment relaxtheir control over the licensing of airline provision. Scotia Airways has been able to retain themanagement team that werebrought to the business in 1996. The vast majority of staff have also remained. It is the security of the employment and of friendship.The targets for scale of provision, passenger volum e and marketshare are determined by senior managers, and middle and juni or managers and employeesthen populate the details into the plan. It is benefit for staff acquire the satisfaction of achieve. So based on the above, Scotia Airways meet lower level needs and middle level needs, but don’t meet higher level needs.Vroom’s Expectancy Theory : It states that an individual tends to act in a certain way, in the expectation that the act will be followed by a given outcome, and according to the attractiveness of that outcome. Vroom maintain that high levels of effort lead to high performance and high performance will lead to the attainment of reward.If the reward is desire outcomes, staff will have effort again. High motivation consist of high expectancy ,high instrumentality and high valence. But Scotia Airway don’t use this theory.The investors in Scotia Airways have set an ambitious programme forexpansion over the next 5 years to include long haul destin ations. Somemembers of the management team and many workers are concerne d that thechange in strategy will change the ethos and culture of the business.Because of this expansion plan as outcome is not positive for the individual, not a personal desire and does not reflect the above relations hip, so staffs’ views are not uniform.2Given the range and complexity of challenges faced by the management of Scotia Airways, summarise methods that could be implement to improve job performance and justify how each provides added value to the organization. In this case, The investors in Scotia Airways have set an ambitious progra mme forexpansion over the next 5 years to include long haul destin ations. Somemembers of the management team and many workers are concerne d that thechange in strategy will change the ethos and culture of the business.They meet the resistance of expansion and revolution.Other problem is coordination between branches.So the following manner can solve these problem.Team-working：The interdependency relationship that exits in a org that will facilitate improved performance, especially in service industry.Team-working in favor of the outbreak of the potential to help the company's development.Empowerment：Authorizing staff to make decisions on such as resource allocation, operating problem solving and during customer interaction will improve the efficiency and quality of working.Advisable authorization in favor of self-management subsidiaries and reduce force of higher manager.Training： Every employee should have appropriate training before or during working. This is much more important when an org is newly developed or in the process of expansion.When the expansion of revolution, trainingstaff to unify their thinking.Target-setting： A series of determined SMART targets to motivate and control employees.Setting objective.The objective should be SMART-specific,measurable,attainable,realisitic,time-specific. It is good for unity.Endeavoring the same objective is conducive development of company.3Explain why the introduction of teamworking is fundamental to the achievement of the goals of Scotia Airways and identify the main costs and benefits they may encounter as result.The main value of team is their ability to assemble and empower employees to coordinate together, and use their talents to improve the organization. In teamworking, organisation will be clearly structured, and more fully participating in decisions and planning how work will be performed. It also benefits the employee's motivation and job satisfaction.Teamworking always can improve coordination/communication, staff development, conflict management quality and productivity.This is a virtuous cycle. For example, Members cooperate with each other in the team,and it improves coordination/communication ,because better coordination/communication can get better efficiency, it can improve quality and efficiency. Good coordination also is good for improving staff development. When staffs achieve goals, they will happy together. It helps to reduce conflict management.T he last result is that company’s productivity get improvement largely.But, team also takes some problem.Teamwork may have an unintended effect of fermenting hostility toward the managerial goal of making the teams fully self-managing. The conflictsbetween individual and team objectives.For example,Some membersof the managementteam and many workers are concerned that thechange in strategy will change theethos and culture of the business.Teamworking is not an one-day work, it will cost a long period of training.When company expand, it must adopt more team. But a good team must been trained ,it has to lots of spending.Supervision should be applied in every stage of team process.In this case, a lot of things are decided by only Rosa.Because some t eam process don’t apply, it isn’t good to authorize.At another aspect,it increase management’s cost.4Identify three factors that could impact upon team cohesion and performance within Scotia Airways and assess their potential impact.These can improve cohesion selection of appropriate supervisor, team size, trust and effective delegationSelection of appropriate supervisor: A successful always have wise leader. The wise leader can release the potential power of team at the most. In this case, Rosa Dallevic is in overall charge, assisted by her long-term colleague, Azim Ish tiaq. She has alsoemployed the same personal assistant, Katrin Wright, since she joined Scotiaand this has helped promote consistency and continuity. Theyare sensible leader.Rose also a strong and decisive manager. Though they don’t create some value directly, staffs have enough enthusiasm and motivation due to appropriate supervisor.Team size: The size is the smaller the better normally. In this case Scotia Airways has been an increase in staffing levels, anincrease in budgets and an increase in capital investment. It currently employs executives andmanagers in marketing, finance, HR and flight operations with operational and administrative staff within each department. To expand the size appropriately is benefit to allow company adapt the trendin the future when company expands. Team always consist of simple people.In team they can release their ability better. If team size is excessive ,it will take force in finance and also isn’t good to management.In this article, Scotia Airways don’t have the performanceof team. They can make improvements in this aspect.Trust: Trust is good for improve team cohesion and performance. If a team discredit each other ,it will disband quickly. In this case, A culture of trust has been emphasised and developed by both the management and workersand this has servedto enhance the effectiveness, efficiency and overall performance of the business. It will boost Scotia Airways ‘s staffs’ enthusiasm when trust has been a culture in company.Effective delegation:It helps higher managers better administrate company.If higher managers deal with all things, he will be tired and have more error-prone. Therefore, it is important to delegate effectively. Inthis case,The targets for scale of provision, passenger volume and m arket shareare determined by senior managers, and middle and junior man agers and employeesthen populate the details into the plan. It promotes efficiency.As far as I’m considered these strategies can improve cohesiveness and performance,learning from mistakes and listening to others.Learning from mistakes can shortcoming and avoid the same mistakes in the future. Listening to others can get information that we don’t h ave, sometime ,we get inspiration from the words of others.（注：专业文档是经验性极强的领域，无法思考和涵盖全面，素材和资料部分来自网络，供参考。
HND 员工培训与开发作业 outcome2
a.Training in National ContextThe National Training Framework is made up of information from a number of sources, both government and the network of organizations, geared towards helping organizations and individuals to develop.In Scotland, the Scottish Executive identifies key priorities for achieving business development.Training National Context includes any agents:1.Scottish Enterprise / Local Enterprise CompaniesThe Scottish Enterprise Network is central to the delivery of the Scottish Executive vision for a ‘Smart Successful Scotland’. One of the key aims for the Enterprise Networks is to enable Scotland to become a nation where creating learning and connecting faster is the basis for sustained productivity growth, competitiveness and prosperity.One of the key themes for the Enterprise Network is learning and skills and the target under this heading is ‘Every Scot ready for tomorrow’s job’. To achieve this, the networks play key roles in meeting national targets for training and are responsible for the delivery of some nation training schemes.Scottish Enterprise is Scotland’s main economic development agency. The Scottish Executive funds the agency. Scottish Enterprise consists of Scottish Enterprise and 12 Local Enterprise Companies covering special geographical areas. Scottish Enterprise may provide funding for local initiatives aimed at achieving the government’s national targets for education and training. Many of these initiatives might include:●Investors in people●Modern apprenticeships●National vocational qualificationsScottish Enterprise works in partnership with companies individuals and universities, colleges, local authorities and other public sector bodies to achieve these goals.2.Learndirect ScotlandAnother key agency for achieving the Scottish Executive’s vision of a smart, successful Scotland is Learndirect Scotland. This agency offers advices to both individuals and employers to help them access the training they need.3.Sector Skills CouncilsUK-wide, independent organizations, Sector Skills Councils are develops by groups of influential employer industry or business sectors of economic of strategic significance. Employer-led and actively involve trade unions, professional bodies and other stakeholders in the sector, SSCs are licensed by the Secretary of State for Education and Skill, in consultation with government ministers in Scotland, Wales and Northern Ireland. Their role is to tackle the skills and productivity needs of relevant sectors throughout the UK.The aims of SSCs are reduce skills gaps shortages; improving productivity, business and public service performance; increase opportunities to boost the skills and productivity of everyone in the sector’s workforce including action on equal opportunities; improving learning supply, including apprenticeships, higher education and national occupational standards.b.Training in National Context operates some initiatives:a)Investors in PeopleThe Investors in Peoples Standards sets out a level of good practice for the training and development of people to achieve business goals. It provides a national framework for improving business performance and competitiveness. Organization working towards the Standard must show a planned approach to setting and communicating business objectives and developing people to meet these objectives.The Investors in Peoples Standards is based on four key principles: Commitment: to invest in people to achieve business goalsPlanning: how skill, individuals and teams are to be developed to achieve these goals Action: taking action to develop and use necessary skill in well defined and continuing programme directly tied to business objectivesEvaluation: outcomes of training and development for individuals progress towardsgoals, the value achieved and future needs.Being recognized as an ‘Investor in People’ involves a number of step:●Understanding the standard and its strategic implications for your organization. ●Undertaking a review against the standard to identify any gaps in current practice.●Making the commitment to meet the standard and communicating that commitment to all members of staff.●Planning and taking action to bring about change.●Bring together the evidence for assessment against the standard.●Achievement or recognition as an investor in people.b)Get Ready for WorkGet Ready for Work supports young people to move into a job, further training or college, by helping them focus on what they want to do. Participant learn new skills and get the confidence they need to progress. People taking part in the programme get the chance to try out ‘work tasters’ and work placements-helping them decide on the job that’s best for them.Get Ready for Work helps young people identify their individual needs ands offer training in a number of skills.c)Modern ApprenticeshipsModern Apprenticeships offer people aged over 16 the chance of paid employment linked with the opportunity to train for jobs at craft, technician and management level. They are an exciting way for people to gain skills and qualification that will help to start a career without having to study full-time, and are available now across a wide range of industries. Modern Apprentices develop expertise and knowledge through on-the-job assessment as well as can also gain vital skills in areas such as teamwork and problem solving.Two of the initiative usefulness for A G Bell LtdInvestor in People is has benefits for A G Bell Ltd, has four key principles: commitment、planning、action、evaluation. This is a very important project for Bell. First, company give a promise to employee can achieve business goals, then planning how skill, individual and teams are to be development achieving these goals. Givestaff confidence to get ready for the project. After all of these, company can take action to achieve the goals. For A G Bell Ltd, through this standards can improve the company’s performance, also can let public has a good impression on company. Also this project can help organization earn more profits. And can improve the staff knowledge level.Get ready for work is suit for Bell. Get ready for work aim at help people to seek for career dream and has position to their future, then offering the training for them. Because Bell recruit the disadvantage people, let them know what they need and how to get the goals is very important. Most significantly, the training is necessary for them. Through this project can let employee has a very strong realize for their value company. And this is will a base for new staff to start work.The implementation of National Training Framework in AG BellInvestor in people, can be implement in A G Bell Ltd. It has four key principles, commitment, planning, action, evaluation.First, let employee know through this project can get any business goals. Them can know achieve the goals, can earn more profits. After this make a detailed planning to achieve the goals. Then take action to make sure the goals will be practice on time. Last evaluation the efforts of practice.If achieve the standards, company may get many help of government. The impression on public also has been increased. Then the profits must be increase. Sure, if there not, company know where should be improve. Then make more progress, is a process to improve.Get ready for work, can be implement in the A G Bell Ltd. Get Ready for Work helps young people identify their individual needs and offer training in a number of skills. In AG Bell, they need the new staff can take part in the work needs high skills.A training allowance is paid to participants. Do this can let employee suit the company’s environment. Get Ready for Work can also is suitable for recruit staff from disadvantaged group, as they can be provided good skills training when they start to work. Good for the company improve the level of staff.。
HND员工培训与开发outcome
I ntroductionThe main content of this report describes the difficulties faced by the A G Bell Ltd. in High town and the solutions. How to solve the problem of human resource management.This report is divided into three main parts. The three main parts are policy statement the main body of the training and strategy responsibilities for training at AG Bell Ltd Training and developing the workforce is important in company.Section 1: policy statement1.Policy StatementA G Bell Ltd. is provide 24/7 call center services. The company provides services to customers by high level of service and high technology applications. The company’s structure is flat organization structure. The department of the company is made up of teams. The company's less hierarchy is conducive to communication between organizations, Inter Organizational Communication is conducive to the development of the company and to avoid mistakes in the work.The company’s organization wants to recruit 40 new employees in High Town. The company will relocate to larger premises for the next two months. The recruitment and training of employees is very important. The company carries on the personalized training to the staff, to be trained by the company staff to improve work efficiency to meet the needs of the company. The company recruitment is diversified. The company recruiting vulnerable groups. The company give attention to vulnerable group of employees. Employees contribute to the organization through training.2.The main body of the Training StrategyA.the nature of AG Bell LtdAG Bell Ltd.’s vision is provides services to customers by high level of service andhigh technology applications. Customers are satisfied with the service from AG Bell Ltd. AG Bell Ltd development to get more market share. The company’s structure is flat organization structure. The company’s recruitment is distinctively, Ltd. AG Bell Ltd. will recruits staff from a disadvanged group, it is very important for the company to train the staff from a disadvanged group.B.the commitment and the contributionCommitment:AG Bell Ltd. come to High Town to face a lot of difficulties. The difficulties includes local economic decline, local employment rate is low and laborer’s skills is low. But AG Bell Ltd. to overcome these difficulties. The company training staff to improve skills and work efficiency. The company is committed to the fair treatment of each employee. The company encourage every employee to work better. The good performance of the staff is good for the organization to achieve the goal and profit maximization.Contribution: The AG Bell Ltd. has made a lot of contributions to the society. AG Bell Ltd. will recruits staff from a disadvanged group. AG Bell Ltd. helped High Town down the unemployment rate. The company helped d isadvanged group’s ease the burden on the family. Companies can open lectures and psychological counseling to help disadvanged group overcome psychological barriers. The Company can strengthen exchanges and cooperation between employees. The company's good reputation is good for the company to get the customer's satisfaction and more market share.Section 2: The main body of the training strategyA.the major issues of AG Bell Ltd.AG Bell Ltd. will face a lot of difficulties in the next two years. AG Bell Ltd. wants to recruit 40 new employees in High Town. High proportion of traditional industries in High Town, so High Town employee has no experience in call center services.AG Bell Ltd. concerned about disadvantage groups. AG Bell Ltd. recruitment has a characteristic, recruit staff from disadvantage groups. They may have psychological barriers. Staff from disadvantage groups may have an inferiority complex and they may not be willing to communicate with their colleagues. They need equal treatment and training.High Town’s local economic downturn. The unemployment rate of High Town’s traditional manufacturing industry is low. So the skills of the unemployed workers are low. The company takes a long time to train the staff.B.Training needsAG Bell Ltd. moved to High Town five years ago. AG Bell Ltd. needs to have a familiar process in High Town. The contents of AG Bell Ltd. training staff include personal team leadership; information technology; safety and health knowledge; Fluent communication skills.C.Resource implication of training needsAbout health and safety training and customers service training both of training for organizational group and individual. The organizational short-term training includes to understand the local cultural environment and lecture of employee psychological enlighten, organizational medium to long-term training includes cultivate customer loyalty and to update employee benefits policy. Group’s short-term training includes familiar with work flow training and the training of the employees are familiar with each other. Group’s medium to long-term training includes training for group leader; and improve the training of group work efficiency. Individual short-term training includes job skills training and mental health training Individual medium to long-term training includes the training of employees' loyalty to the company and training of employees' benefits and features.Section 3: responsibilities for training at AG Bell LtdA.ManagerManager analyzed the company's performance and achievements. Managersupports an employee who works hard.B.Team leaderTeam leader has different training for different job roles.C.Training professionalsTraining professional’s organization design training and development strategy.Training professionals designed and produced materials for training.D.IndividualDetermine individual training needs.ConclusionWith the help of human resource management, the company has solved many problems about training. A G Bell Ltd. has a good social reputation. A G Bell Ltd. is concerned about the vulnerable groups. A G Bell Ltd. helped to lighten the burden of society. Wish A G Bell Ltd. a better and better development.R eferenceHallier, J. and Butts, S. (2000) ‘Attempts to advance the role of training: process and context’, Employee Relations, Vol. 22, No. 4, pp. 375-402.King, N. (1994), ‘The qualitative research interview’, in Cassell, G., Symon, G. (Eds), Qualitative Methods in Organisational Research, Sage Publications, London.。
人力资源组织Outcome2
1 Hertzberg s Motivation-hygiene Theory (1959) identified 14 factors as the source of good or bad feelings：recognition, achievement, possibility of growth, advancement, pay, interpersonal relations, supervision, responsibility, policy and administration, work conditions, the work itself, personal issues, status, job security. Possibility of growth： opportunities in a job where development and growth are possible. For example. Neil commissions jack to attend meeting and face the customers, Neil confers with Jack on business and gives Jack enough place for developing.Maslow's hierarchy of needs (1954) identified five keys factors in motivation: physiological needs, safety needs, social needs, self esteem, and self actualization. For example, the office layout didn't help James shared office with the two civil engineers and they often feel it was likG having Big Brother' watching over them. Another four technicians and apprentices in on© office, the rGSult of this approach was that there was no communicate and influenced the work efficiency and the staff s morale. This was a bad motivation, in this kind of office, m<xe staffs have less flexibility over their working.From these two paragraphs, the motivation for staff to work well depends on more than a high salary and good working conditions.2. Equity Theory：Balance •calibrated* and measured against comparable refer ences in the market-place. What I put into my job. fo< example, time, effort, ability, etc equal to what I get from my job. for example, pay. bonus, perks, etc. People become demotivated and reduce input and/or seek change or improvement whenever they feel their inputs are not being fairly rewarded by outputs. Fairness is based on perceived market norms. In this case study, Neil do justice to every staff, he advice on everyone and hear their ideas. David distributes work according to his own way, never communicate with his staff and receive ideas from hts staff. David distributes the work to the stall just rest on whether he has works at that moment, not rest on the staffs ability and characteristic. He never encourages his start, let James watching them. This will bring the staffs dissatisfaction, influence staffs morale and performance.Goal Theory: Goals motivate the individual by directing ones attention, regulating one's effort, increasing one*s persistence and encouraging the development of goal-attainment strategies or action plans to task performance. The Goal must not too difficult and not too easy, should consult with staffs. Neil sets targets that are supported through consultation with staffs. There staffs morale increase and they have more flexibility over their working. However, David Never communicate with his staff and the office layout is not well, influence staff s communication.3. Four work Practices used in the Structural Engineering office:(1) . Empowerment: In BBE Ltd, most of the staffs are professional; they have the ability to decide how to complete a project. Empowerment will make them to felt respected as to improve their job satisfaction and motivation level.(2) .Consultation: Under the working condition, team member consult with each other and they always find out the best solution. Thus, the performance of the whole team will be improved.(3) .Delegation: The leader chose the right person to make higher performance. In BBE Ltd, Neil chose Jack as the team leader, thus improved the effectively program.(4) .Autonomy: Team member will be given flexibility and autonomy in making decision. So engineers in structural will have more satisfaction to provide better product to meet customers* needs. On the other hand, many engineers are professionals; they have clear idea about how to carry out projects. So gave them autonomy will make them felt respected, they will be happier with job will make much more performance. Thusmake contribute to the firm.4. The importance of team work is that this can improve performance and increase work efficiency，The work of a team is has its self-determination ability to complete work. But the work James distributes is hierarchical. There is no team work, no communicate and it like being watched. It brings bad feeling, influence staffs' morale and performance.1。
HND人力组织管理outcome2（精简版）
HND人力组织管理outcome2HND人力组织管理outcome21. Introduction 22. Assessment . 2 2.1 Motivation and assess their applicability . 63. Conclusion .. 7 1 1. Introduction A munity teams staff and management of the munity, each member of the rational utilization of knoledge and skills to ork together, to solve the problem, so as to achieve a mon goal. The best they have mon hobbies and interests, in cooperation at the same time can be tice the result ith half the effort to plete the task. 2. Assessment 2.1 Motivation and assess their applicability a. Herzberg 2-factor theory：To-factor theory by American psychologist Herzberg developed. Hygiene Factors，It includes salary, holiday, pension rights, health, level regulation and pany policy and orking stability; For example: hen the pany in establishing Scotia Airays , they clearly kno that business travel is a lucrative potential industry, they started to appoint experienced manager team, the pany each department agree to market positioning in the aviation market; This shos the pany doing ell for regulatory levels; Scotia Airays have a very good job stability, hich is one of the key to the success of the pany, such as: Scotia Airays has had been able to retain the same management team that ere brought to the business in 1996. The vast majority of the staff has also remained ith the business as it has gron through the years. Motivators：Another is the motivators, this theory includes: praise, recognition and opportunity for personal groth; Incentive can make people produce factors of job satisfaction is closely related to the content of the factors, improving such factors ill create job satisfaction, lack of, make staff produce not satisfied”. In recent years, the pany because of the service level of ascension, meet the regulationsfor consumer demand has obtained the reputation, the idely praised by the public. For example, It 2 has developed a reputation for its strict adherence to the UK civil aviation standards, the level of service provision It offers over and above the minimum consumer travel protection schemes and its proactive role in identifying and meeting customer needs. The corporate culture of trust beteen managers and employees to build, the corporate culture ill enhance ork efficiency; improve business efficiency, affecting every employee. This culture is devoted to Executive, Rosa Dallevic set up and in the various departments to establish a great orking relationship. b. The concept of equity theory：By the American psychologistJohn Stark Adams in 1965. Causes of equity and inequity identified link ith case concluded: Scotia ill undoubtedly have a major impact upon employees and their perception of the balance beteen effort and reard must be carefully monitored to ensure a sense of fairness is felt by all employees. The management to strengthen the supervision of staff and take effective the equity of the management control, so to ensure that every employees ork and payment balance. As a manager should be aare that the staffs ork enthusiasm is not only related to personal ine and the staffs are equity remuneration distribution is more closely. 2.2 summaries methods According to Scotia Airays management, I summarized the folloing point of vie, can be implemented to improve performance and prove that provide added value for organizations. Teamork: In this team, beteen the person and persons dependence is very close, the enterprise culture to establish trust beteen managers and employees, the corporate culture ill enhance the ork efficiency, increase the benefit, affecting every employee. This culture is the Chief Executive,Rosa Dallevic, and in various departments to establish a good orking relationship, so as to form a relatively strong collective, very petitive, overes the limitations of individual is unable to plete. Collaboration is the core of there. A small group of collective by 3 plementary mutual members in each others ay, able to strict management itself, hich makes it easier to handle the problem. Authorization: authorization can be subordinate respect, but also conducive to play a subordinate ones ability and cleverness, also can reduce his orkload, improve ork efficiency; give employees a certain rights, it’s give full play to make the customer reception staff. Job rotation: it allos employees to avoid ork monotonous, boring and a series of negative feelings, appropriate to add a bit of fresh, increase color, rotation can increase the degree of understanding of the panys employees, hich ill offer certain responsibilities, play a role in encouraging. For different personalities, give different occupation planning, such as: good munication, Ill bring him assigned to the purchasing department be scanty of ords, such as personality, I ill arrange his financial department. Training: this ill directly improve the skill level of employees and their ork efficiency. Target setting: the SMART foundation for the theory is established, both to develop team ork goals or employee performance objectives must meet the above principles, the five principles are indispensable. The process of making process is its capacity increasing, the manager must and staff together in the process of making high performance goals of improving performance ability. 2.3 achievement and identify a. Why is it important to team ork, because it provides structure, it promotes motivation, it promotes co-ordination; According to the case description: Akey driver 4 of the success of Scotia Airays is the management agrees out the targets ith middle and junior managers and staff, and allos the operational planning to be determined by those managers and employees then populate the details into the plan. The pany is a structure posed of four departments: the superior managers, middle managers junior managers and ordinary employees, reasonable distribution of the ork, the efficiency is raised. According to the case: One of the main strengths of Scotia Airays has been its ability to ork successfully ithin the regulatory frameorks of the aviation industry. b. Could improve situation by positive effects on： .Improve the quality of service, according to the case: Scotia Airays offers several value added services, to the as, valets to assist the passengers in boarding the plane, gourmet meals and a range of the in - flight services and entertainment. .Improve thedecision-making，according to the case: Scotia Airays has made up of five planes deployment; the managers can make positive changes in market demand and quick response. In vie of the European Union and Britain loosened controls on aviation license terms, Scotia Airays of great opportunities in the future. Executives and mid-level and staff reached an agreement on the output target, they all agreed to let managers and employees decided on a plan of action, team ork by coordination to confirm a target as the center, improve the accuracy of the decision. . Staff development: team ork like a ne orld, a alone like a tunnel vision for a long time, according to the case: Scotia Airays currently employs executives and managers in the marketing, finance, HR and flight operations ith the operational and administrative staff ithin each department. Rosa Dallevic is in overall charge, assisted by its ehrs long - term colleague, Azim Ishtiaq. She has also employed the samepersonal assistant, Katrin Wright, since She joinedScotiaand this from from promote consistency and continuity. c.Possible costs could include: The cost of training, in order to improve the staffs production efficiency, discontent surrounding the roles and responsibilities, a team is not many people ill be satisfied ith their jobs, often can produce dispute. Conflicting personal objectives and the 5 need for supervision strengthen supervision and increase my cost. According to the case: in staffing levels in recent years, the pany increased spending on investment and capital budget, and This has include the identification of potential implications for organizational objectives, goals and policies, as ell as the essential more that that ill be required to ensure the business remains viable. Understandably, many of the orkforces are anxious about the expansion and the possible risk and uncertainty it could bring. 2.4Impact upon team cohesion and performance potential 1. Participation: participation is the core of the team cohesion, if a team participation is not enough, so the efficiency of the hole team ill drop significantly. A key driver of the success of Scotia Airays is the management agrees out the targets ith middle and junior managers and staff, and allos the operational planning to be determined by those managers and employees then populate the details into the plan.2. Communication: due to the lack of munication beteen people, beteen the departments and munication, often encounter some friction, contradiction and conflict, misunderstanding. This ill affect the efficiency of the organization, make the enterprise is difficult to form cohesion, artificial cost of internal friction increases, even led to the deaths of the enterprise. Therefore, the one of the main content of enterprise culture construction is to enhance munication. Themanagement teams ithin Scotia have orked meticulously in planning and evaluating their services to ensure that the customer focus is the primary driver of business success. The satisfaction of the interests of the stakeholders involved in Scotia Airays has then of Paramount importance to Rosa, and at times hen about decisions have had be seems, she has alays had a strong and decisive manager. 3. Team objective: The team objective is like a persons eyes, and it can allo the team to find direction, save a lot of valuable time. According to the case: Scotia Airays aspires to mark its international presence, by introducing flights to major European tourist destinations, as ell as expanding to major business centers in 6 Eastern Europe and the Middle and Far East. The airlines international flights ill only use the custom built ide bodied aircraft, and he not offer pa class travel. 3. Conclusion Through this report, I understand that as a manager, must make it clear in the object management is the people, things, objects, focal point and core of all human. And the management efficiency of the objective factors in addition to the rules and regulations, there is one very important point is the subjective factor, the managers and the superior and subordinate to have good munication. As long as e can establish good munication and relationship ith superiors and subordinates, in the ork ill gradually form the cooperation ork.。
HND人力资源管理outcome
H N D人力资源管理o u t c o m eCompany number【1089WT-1898YT-1W8CB-9UUT-92108】Individual ReportF84T 34 Managing People and OrganisationsOutcome 1NAME: uSCN:CLASS：ContentsIntroductionThe purpose of the report is what to understand more fully the organization management. I learned c ompany's departments’ work together in order to achieve the company's goals. This report has five sections which are relationship between goals, objectives and policies， differences between the formal and informal organization， open System Theory, different stakeholders and effective control strategy.Section 1: Relationship between goals, objectives and policiesThe relationship between goals, objectives and policyfacilitates to the effective management. Goals and objectives provide the desired results, and the policy is guiding people how to do. Feasible policies can help the realization of the aims and objectives of better.Goals:Goals are long-term. Consumer goals are to provide to the customer the demand of consumers. Shangri-La Hotels maintain a high quality of customer service. This is the Shangri-laHotel's consumer goals. Product goals are to provide customers with high quality product. Craig insisted on selecting thefreshest fruits and vegetables this is the Shangri-la Hotel product goals. Service goals are to provide customers with high standards of service. The Shangri-la Hotel promises when customers need the waiter, waiter arrive within five minutes to the customer side. This is the Shangri-la Hotel's service goals. Objectives:Objectives are short-term. Objectives are more specific thanthe goals; it can determine the specific direction. Objectives can help an organization determine a number of factors such as the time factor and the causal factors. The Shangri-la Hotel promises when customers need the waiter, waiter arrive within five minutes to the customer side. The Shangri-la Hotel maintained a 3-star Michelin chef. These are the Shangri-la Hotel's objectives. SMART make objectives more effective more efficient concrete. Kitchen staff training date is by May 1999. Waiting staff to attend table within 3 minutes.Policies:Policies provide a fixed set of rules or guidelines. Craigstock only in the Gordon Meldrum Company. Ailsa increase their salary. All staff received training in the hotel of the highest standards. These are Shangri-La's purchase policies.Section 2: Differences between the formal and informal organizationEach Business organization has a formal and an informal aspect of organization.Formal organizationFormal organization has a clear organizational structure and clear management delegation and has a certain degree of control. Formal organizations are designed to be clear regulations and determining role. Shangri-La Hotel is a formal organization. Informal organizationsInformal organizations are flexible and loose structure, are spontaneous and have different levels of participants and the relationship is not defined. Informal organization can provide interest and pleasure in working life. Craig personalcentralized control kitchen has many complaining voice. These small groups are composed of an informal organization.Section 3: Open System Theory什么事开放式系统Reduction in salary will lower the staff attitude resulting in a decline in service quality. Improve the quality of staff, can improve the quality of service of the staff.PEST is used to analyze the external and macro-environment. SWOT is used to analyze the internal and external environment. Five forces are used to analyze the internal and micro-environment.For SWOT analysis of cases.Strengths The Shangri-la Hotel is a much coveted 3-star Michelin award. Highest rated three-star Michelin in a year,if there is no qualified local behavior of falling stars or the stars, has maintained three Michelin stars is Shangri-La's strength. Antonio is the reception manager has been with the firm for many years. Antonio has a wealth of management experience and problem-solving methods encounter difficultiesat the hotel she can solve problems in time. All staffs are going to the local college. Train staff to a local University, you can improve the overall quality of staff, so as to improve the hotel's service quality.Weaknesses Because of Craig’s personal centralized control and employees work depressing. Craig's personal authoritarianism is the working atmosphere is depressed, many employee complaints,it leads to lower quality service attitude and service of the staff. Personal centralized control make employees could not finished working regular overtime. Craig relies too much on Gordon Meldrum's raw material. If the contract is terminated or the enhanced bargaining power of suppliers and will cause the hotel suppliers to break, affecting the normal operation of Shangri-La Hotel.Opportunities Craig on TV show to join chef’s competition can enhance the hotel’s reputation. Craig on behalf of Shangri-La Hotel, appeared on television and got good grades, let more people know the hotel's details. The economic crisis two multi-national companies are about to set up headquarters in Glasgow. Two companies based in Glasgow, it has a lot of potential customers, for Shangri-La Hotel is a new opportunity for the development.Threats Economic crisis collapse of three companies and these companies is large customer of Shangri-la Hotel. Recession economic downturn reduced consumers ' willingness to spend,will lower the Shangri-La's customers.Section 4: Different stakeholdersInternal stakeholders are owner, manager and employee.Owner: Owners have the ability to profit-making companies, and ability to develop strategic and tactical direction. TheStewart families are owners. Respectively Sandy Stewart and his wife, their son and their daughter Craig Ailsa.Manager: Managers have responsibility for their implementation; the capacity can be the company's dividend and profit. Also can to use problem-solving skills and wealth of experience. Theycan get the stability of wages. In the Shangri-la Hotel Ailsa and Craig are managers.Employee: Employee training opportunities, and opportunitiesfor promotion in the company. Staff will affect the quality of enterprises and service. In the Shangri-la Hotel the reception manager, accountant, a team of receptionists and maintenancestaff are employees.External stakeholders are government, supplier, financer, community and customer.Government ：Government to comply with the legislation toensure the health and safety of the masses can gain tax. Government is local governmentsSupplier: Supplier is to provide a source of income the company. They want to ensure their payment; therefore, the liquidity of the company is very important. While good relationships arealso important. In the Shangri-la Hotel Gordon Meldrum is the supplier.Financer：Financers are responsible for the company's liquidity. Also can determine and influence the terms of repayment andloan period.Community: Provides employment opportunities for local communities and supports local events, participation in local decision-making. United Kingdom the soil Association is the community.Customer: Customers with stability and reliability. Customers want the company to provide high quality products and services. In the Shangri-la Hotel business clients and international visitors are customers.Section 5: Effective control strategyPersonal centralized control One personal is management. In the Shangri-la Hotel Craig is the management he in the kitchen.Craig often communicates with the kitchen staff, to ensure that other employees can understand his approach. And Craig todinner is a strict requirement.Bureaucratic control Arbitrary rows from the masses have rigid organizational structures and fixed rules and regulations. Inthe Shangri-la Hotel Craig personally prepared the menu for the restaurant.Output control Shangri-la Hotel staff unit assessment.Ailsa took the initiative to big companies pull customers, to manage the matter to members of the company.Cultural control In the spiritual leadership of the staff, feel their own enterprise culture.In the Shangri-la Hotel they every weekend have free drink for the team to celebrate.I recommend the Shangri-la Hotel with cultural controls. Cultural control can make workers more aware of their corporate culture, so employees can better serve the Shangri-la Hotel.ConclusionI learned not only of the use of personal authoritarianism and atmosphere can lead to depression, affect the quality of service. Reasonable control of culture so that employees understand the cultural background of the enterprise, canbetter serve the company. Company's departments should work together in order to achieve the company's goals.ReferenceLaurie J. Mullins, Management and Organisational Behavior, Seventh Edition, Financial Times Prentice Hall (2005)Steven L. McShane, Mary Ann Von Glinow, Organizational Behavior, Fourth Edition, McGraw-Hill lrwin。
HND-员工培训与开发作业-outcome2
a.Training in National ContextThe National Training Framework is made up of information from a number of sources, both government and the network of organizations, geared towards helping organizations and individuals to develop.In Scotland, the Scottish Executive identifies key priorities for achieving business development.Training National Context includes any agents:1.Scottish Enterprise / Local Enterprise CompaniesThe Scottish Enterprise Network is central to the delivery of the Scottish Executive vision for a ‘Smart Successful Scotland’. One of the key aims for the Enterprise Networks is to enable Scotland to become a nation where creating learning and connecting faster is the basis for sustained productivity growth, competitiveness and prosperity.One of the key themes for the Enterprise Network is learning and skills and the target under this heading is ‘Every Scot ready for tomorrow’s job’. To achieve this, the networks play key roles in meeting national targets for training and are responsible for the delivery of some nation training schemes.Scottish Enterprise is Scotland’s main economic development agency. The Scottish Executive funds the agency. Scottish Enterprise consists of Scottish Enterprise and 12 Local Enterprise Companies covering special geographical areas. Scottish Enterprise may provide funding for local initiatives aimed at achieving the government’s national targets for education and training. Many of these initiatives might include:●Investors in people●Modern apprenticeships●National vocational qualificationsScottish Enterprise works in partnership with companies individuals and universities, colleges, local authorities and other public sector bodies to achieve these goals.2.Learndirect ScotlandAnother key agency for achieving the Scottish Executive’s vision of a smart, successful Scotland is Learndirect Scotland. This agency offers advices to both individuals and employers to help them access the training they need.3.Sector Skills CouncilsUK-wide, independent organizations, Sector Skills Councils are develops by groups of influential employer industry or business sectors of economic of strategic significance. Employer-led and actively involve trade unions, professional bodies and other stakeholders in the sector, SSCs are licensed by the Secretary of State for Education and Skill, in consultation with government ministers in Scotland, Wales and Northern Ireland. Their role is to tackle the skills and productivity needs of relevant sectors throughout the UK.The aims of SSCs are reduce skills gaps shortages; improving productivity, business and public service performance; increase opportunities to boost the skills and productivity of everyone in the sector’s workforce including action on equal opportunities; improving learning supply, including apprenticeships, higher education and national occupational standards.b.Training in National Context operates some initiatives:a)Investors in PeopleThe Investors in Peoples Standards sets out a level of good practice for the training and development of people to achieve business goals. It provides a national framework for improving business performance and competitiveness. Organization working towards the Standard must show a planned approach to setting and communicating business objectives and developing people to meet these objectives.The Investors in Peoples Standards is based on four key principles: Commitment: to invest in people to achieve business goalsPlanning: how skill, individuals and teams are to be developed to achieve these goals Action: taking action to develop and use necessary skill in well defined and continuing programme directly tied to business objectivesEvaluation: outcomes of training and development for individuals progress towardsgoals, the value achieved and future needs.Being recognized as an ‘Investor in People’ involves a number of step:●Understanding the standard and its strategic implications for your organization. ●Undertaking a review against the standard to identify any gaps in current practice.●Making the commitment to meet the standard and communicating that commitment to all members of staff.●Planning and taking action to bring about change.●Bring together the evidence for assessment against the standard.●Achievement or recognition as an investor in people.b)Get Ready for WorkGet Ready for Work supports young people to move into a job, further training or college, by helping them focus on what they want to do. Participant learn new skills and get the confidence they need to progress. People taking part in the programme get the chance to try out ‘work tasters’ and work placements-helping them decide on the job that’s best for them.Get Ready for Work helps young people identify their individual needs ands offer training in a number of skills.c)Modern ApprenticeshipsModern Apprenticeships offer people aged over 16 the chance of paid employment linked with the opportunity to train for jobs at craft, technician and management level. They are an exciting way for people to gain skills and qualification that will help to start a career without having to study full-time, and are available now across a wide range of industries. Modern Apprentices develop expertise and knowledge through on-the-job assessment as well as can also gain vital skills in areas such as teamwork and problem solving.Two of the initiative usefulness for A G Bell LtdInvestor in People is has benefits for A G Bell Ltd, has four key principles: commitment、planning、action、evaluation. This is a very important project for Bell. First, company give a promise to employee can achieve business goals, then planning how skill, individual and teams are to be development achieving these goals. Givestaff confidence to get ready for the project. After all of these, company can take action to achieve the goals. For A G Bell Ltd, through this standards can improve the company’s performance, also can let public has a good impression on company. Also this project can help organization earn more profits. And can improve the staff knowledge level.Get ready for work is suit for Bell. Get ready for work aim at help people to seek for career dream and has position to their future, then offering the training for them. Because Bell recruit the disadvantage people, let them know what they need and how to get the goals is very important. Most significantly, the training is necessary for them. Through this project can let employee has a very strong realize for their value company. And this is will a base for new staff to start work.The implementation of National Training Framework in AG BellInvestor in people, can be implement in A G Bell Ltd. It has four key principles, commitment, planning, action, evaluation.First, let employee know through this project can get any business goals. Them can know achieve the goals, can earn more profits. After this make a detailed planning to achieve the goals. Then take action to make sure the goals will be practice on time. Last evaluation the efforts of practice.If achieve the standards, company may get many help of government. The impression on public also has been increased. Then the profits must be increase. Sure, if there not, company know where should be improve. Then make more progress, is a process to improve.Get ready for work, can be implement in the A G Bell Ltd. Get Ready for Work helps young people identify their individual needs and offer training in a number of skills. In AG Bell, they need the new staff can take part in the work needs high skills.A training allowance is paid to participants. Do this can let employee suit the company’s environment. Get Ready for Work can also is suitable for recruit staff from disadvantaged group, as they can be provided good skills training when they start to work. Good for the company improve the level of staff.。
HND人力资源管理outcome2
HND人力资源管理outcome2————————————————————————————————作者：————————————————————————————————日期：Individual ReportF84T 34 Managing People and OrganisationsOutcome 2NAME:SCN:CLASS:Contents Introduction (5)Section1: Content and Process Theory within Application (5)Section 2: Methods improving job performance (6)Section 3a: Importance of Teamwork (7)Section 3b: Three factors affecting team cohesiveness and performance.. 7 Conclusion (8)Reference (8)IntroductionThree points in this report. Using the Maslow’s theory analysis the Shangri-la hotel in the case. The benefits of expectancy theory. Combining with case write five ways to improve performance. The content of the final includes Belbin-team roles and contribution and three factors influencing of team cohesion. The following is the main content of the paper.Section1: Content and Process Theory within ApplicationMaslow’s theory:Maslow’s theory is put forward by Maslow in the mid-1950s. Maslow describes the human needs into the same pyramid from low to high level be divided into five kinds. The Shangri-La Hotel’s kitchen staff are analyzes and bases on an analysis of Maslow’s theory.Basic and physiological needs: The kitchen staff have physiological needs. So the Shangri-La Hotel mast offers kitchen staff food and shelter. The Shangri-La Hotel promises kitchen staff the satisfaction of physiological needs. Kitchen staff will definitely work hard.Safety and security needs:The kitchen staff have safety and security needs. The Shangri-La Hotel must provide insurance for kitchen staff personal safety. Shangri-La links with insurance companies and insurance companies provide kitchen staff insurance.Social needs:Kitchen staff maintains kitchen’s regular operation. Kit chen staff are important part in kitchen. Kitchen staff hard work in the kitchen, has is able to realize self-value.Ego needs: Craig is a sous chef but he does not respect the views of his employees. Craig is not to given the ego of kitchen staff. Kitchen staff want respect, so Craig mast given ego of kitchen staff and kitchen staff mast self-respect.Self-fulfilment needs:Kitchen staff has their purpose and intents. Kitchen staff realizes their value in the work and make their progress in the work. Kitchen staff works hard and become a chef.ConclusionMaslow’s hierarchy has diversification. People at different times have different needs. Maslow proposed that all humans seek to fulfill a hierarchy of needs. His hierarchy be represented with a pyramid by him. The potential has kitchen staff’s need and people have potential demand. Maslow’s hierarchy has variability. People have different demand in different environments.Expectancy theoryExpectancy theory is put forward by Vroom. Expectancy theory that motivation is heightened when behaviors are highly instrumental in achieving desires outcomes. Instrumentality includes the Shangri-La hotel Managers wants have reward system and rewards can include a promotion and a rise. The reward system mast befit the employees’ expectations. Manager’s valences for rewards weather or not employees be attracted by reward and reward positive or negative impact on employee.ConclusionThe discretion of the expected value is embodied by self-interest. Manager’s Rewards Sy stem attracts employs but rewards system depends on human’s subjectivity and experience.Section 2: Methods improving job performanceThere are so many ways to improve job performance such as job design, quality of working life, the nature of supervision, use of technology, the meaningfulness of work, job rotation and improving job performance of team members, autonomy and reward. Select five points combines with casesJob design: Chef’s personal methods influence hotel management.Craig prevents waiting staff deal with the problem that affect efficiency. Redistribution of power from Craig’s power to managers. So Shangri-La Hotel improves the processing efficiency that conducive hotel developmentReward:Shangri-La Hotel sets up a bonus system. Rewards can improve staff motivation. Alisa rewards hotel staff who studies in local collage. Hotel staff studies in collage can improve their service quality that for the hotel development. Alisa can finding the most successful people and promoting them out and take them become manages.Job rotation: Shangri-La hotel need training programs, such as rotations. Alisa can get managers working on every area of the site in hotel, so they know different working environment and they have a variety of work experience. Job rotation can help managers eliminates the monotony of work.Use of technology: Use of technology in the Shangri-La hotel’s kitchen. Upgrade the production line and reduced operating costs. Use of technology in the kitchen can improves the production efficiency.Autonomy: Sous chef has a new menu but Craig do not agree to use the new menu to cook. Sous chef has his power so sous can talk about the benefits of the new menu with Craig and introduces a new menu in order to better meet customer’s demands.Section 3a: Importance of TeamworkA team must have a common purpose or goal. The team cooperation can increase batter to satisfying objectives. Team increase enterprise competitiveness. The team cooperation van improving productivity and enhances service quality and innovative. The team cooperation can increases motivation and commitment.Belbin-team roles and contribution：Belbin thinks not prefer individual, only has the perfect team. Belbin-team’s content in cludes Monitor Evaluator, Team worker, Completer Finisher, Specialist, Implementer, Co-ordinator, Shaper, Plant, Resource Investigator.Tuckman-stage of team: Tuckman put the team growth into four stage. Four stage includes forming, storming, norming, performing and performing stages.Section 3b: Three factors affecting team cohesiveness and performanceTeam cohesiveness is very important to a team. Team cohesiveness is essential can plays an important role in digging out its potential and keeping the team exist. A cohesive team is an eligible team.Three factors, which effect the team cohesion and performance in the kitchen of hotel case.Size of team:Case of no team in the kitchen.Craig is in the kitchen range to set up asmall team. Small team effort w ould be a much more efficient approach. The Craig’s team include the delegates of work in the kitchen. Craig’s team discuss the problems about kitchen related that can make up for many of the problems before, such as lack of consultation, poor communication and lack of participation.Lack of communication: Craig is a personal totalitarian people due to he is lack of communication with his staff in the kitchen. Leading to the lack of cohesive force in the kitchen. Strengthen the communication between managers and employees that can improve team cohesion.Team members are positive and motivated: In the kitchen, the manager mast has the intense affinity and builds a consummation system. Managers build a good atmosphere, encourages various staffs positively upward. Positive the kitchen staff, unity and stability that conducive to team development.ConclusionTeam cohesion not only can increase the efficiency but also can enhance friendship among colleagues. Managers uses Maslow’s theory and Expectancy theory to managing employees. Team cohesion makes group with high cohesiveness, closely condensed g roup numbers, strive for group’s goal together. The last hope hotel has a long development.ReferenceLaurie J. Mullins, Management and Organisational Behavior, Seventh Edition, Financial Times Prentice Hall (2005)Steven L. McShane, Mary Ann Von Glinow, Organizational Behavior, Fourth Edition, McGraw-Hill lrwin。
HND人力outcome
In dividual ReportF84T 34 Man agi ng People and Orga ni zati onsOutcome 3Name:SCN:Class:目录Introduction (2)Section 1: Roles and Activities of Managers within Application (3)Section 2: Likert ' s Systems Theory on Leadership within Applic..a..t.i.o..n (4)Section 3: Tannenbaum and Schmidt Theory of Leadership within Application (6)Conclusion (9)IntroductionThe purpose of the report is what to introduce a number of theories. The Shangri-la Hotel learned from these theories to better manage the hotel. There are five sections which are Roles and Activities of Manager, Likert 's Systems Theory, Tannenbaum and Schmidt Theory, Bass theory and two ways in which Managerial Performance can be measured. The finding of this report reveals that a number of theories on leadership within application.FindingsSection 1: Roles and Activities of Managers within ApplicationOne appropriate theory is Fayol 'Tsheory of Managerial Acti vities. It includes five activitiesthat are forecast and plan, organise, command, coordinate, control.Forecast and plan: Forecast and plan are the future and make plans for the future. Ailsavisited some companies to make their own experience more abundant in the case. Shealso allows employees to go to university to study. Employees learned more knowledgeand applied to the work. She is preparing for the future development of the company. Sowe think this conclusion is forecast.Organise: Organise is to set the organizational structure and determine what each personshould do. Ailsa is the manager of the Shangri-La Hotel. She managed the company' schambermaids, receptionists, cleaners and maintenance staff. She gave them a task. Sowe think this form is organise.Command: Management of the staff 'arsrangement is called the command. Craigcommand the staff in the kitchen. He let staff do what they do. The employees arefollowing his orders. So we think his behavior is called command.Coordinate: Coordinate means bind together and harmonise activity and effort. Craig andGordon produced a number of terms in the process of cooperation. For example, in whatseason to the hotel to provide what vegetables, or when a kind of vegetable is sold goodwill give some discount to hotel. So we think it is a coordinate.Control: Control is to monitor the process of the work and to ensure the implementation ofthe plan. And will correct the mistakes. Craig doesn t allow othpeople to sign in the kitchen. Only allow himself and Sous Chef Saskia sign the bill. We think this behavior belongs to control.Section 2: Likert 'Ssystems Theory on Leadership withinApplicationLikert ' s System Theory was proposed by Likert in 1967. Likert System Theory also called support relation theory. Likert System Theory belonging to behavior theory. Support relation theory for a long time to discuss the influence of the leadership behavior on the production efficiency. The theory suggests that leaders should consider the situation and ideas of their employees. Leaders support employees to achieve their goals of action to allow employees to realize their own value and importance. Let them realize that the experience and knowledge in the work is helpful to enhance their sense of personal value and importance. At the same time, employees will also take a cooperative attitude towards the leader and have a sense of trust. They will realize mutual support. It includes four systems that are exploitative autocratic, benevolent autocratic, participative and democratic.Exploitative Autocratic: The manager doesn ' t believe his employees in this form of management. The power is concentrate at the highest level. They rarely allow subordinates to participate in decision making. Most of company ions are m'adse decisby management. And then declare it in the form of an order. It will be implemented as a threat and a mandatory approach when necessary. The contact between the superior and the subordinate is based on the mutual distrust. Incentives are mainly used to intimidate and punish the method, but occasionally there will be a reward. It is easy to form an informal organization that is opposite to the formal organization g'oasls in this way.Benevolent Autocratic: The leadership of a humble attitude in this form. Subordinates are still keeping cautious attitude. The decision making power is still at the highest level. Subordinates can participate in a certain extent and subject to high level constraints. It hasa certain degree of bottom-up communication. It takes reward and punishment is used together. It will form an informal organization, but the goal is not necessarily opposed to formal organization.Participative: The leader fully trusts the subordinate. It takes a high degree of decentralization. The communication both top-down, down-top two-way communication and parallel communication between colleagues so the exchange of information in a friendly atmosphere. Informal organization and formal organization become a whole. All forces work to achieve organizational goals. Organizational goals and personal goals are consistent.Democratic: The superior have a considerable degree of trust in subordinates, but not entirely trust. The main decision making power also master in the hands of the managers.The subordinate can make some specific issuesof decision making. The contact between the superior and the subordinate is based on the mutual trust. It basic uses the reward way to motivate employees. But occasionally use the way of punishment. This may be an informal organization, but it may support the organization ' s goals. It has a small group of people against to the organization goals.Craig often uses the benevolent autocratic system. Ailsa often uses the democratic system. At the end of each week, Craig always provided free drinks for the team to celebrate, and the team always enjoyed these get-togethers. But Craig has absolute power in kitchen. Craig own design menu and he let staff do what they do. The employees are following his orders So Craig belongs to benevolent autocratic leadership. Ailsa always gave Antonio to do it when she was going out. Because Ailsa has a certain trust in him. But Ailsa doesn't fully trust him. Some thing will only allow her to do. So Ailsa belongs to democratic system.Section 3: Tannenbaum and Schmidt Theory of Leadership within ApplicationTannenbaum and Schmidt Theory was proposed by Tannenbaum and Schmidt. Tannenbaumand Schmidt Theory belong to behavior theory. The Tannenbaumand Schmidt Continuum is a simple model which shows the relationship between the level of freedom that a manager chooses to give to a team, and the level of authority used by the manager. As the team's freedom is increased, so the manager's authority decreases.As levels of freedom increase, the movement is along a continuum from Tells, Sells, Suggests, Consults, Joins, Delegates and Abdicates. Tells: All decisions made by leaders put forward and announced to subordinates. Sells: Leaders to subordinates marketing decisions. Suggests: Leaders put forward the decision-making and ask for recommendations from subordinates. Consults: Leaders make decisions for subordinates to discuss. Join: Leaders ask questions to subordinates for advice. Delegates: Leaders put forward limiting conditions and by collective decision making. Abdicates: Leaders allow subordinates freedom activity under specified conditions.Craig uses the “Tell”approach on many occasions. Tells brought Craig some bad results. The leader doesn't trust employees. Employees will have some negative emotions after a long time. They have no enthusiasm and power for the work. So it will affect the efficiency of work. Craig can use the “Join”approach. This can increase the trust between the leader and subordinates. It can also improve the enthusiasm of the employees. The employees work efficiency is become higher.Section 4 Bass theory of leadership within ApplicationBass theory of leadership was raised in 1980s. The theory is leaders influence on followers in emotional and symbolic significance. It includes transformationalleadership and transactional leadership.Transactional leadership: Transactional leadership is establishing incentive mechanisms for subordinates to achieve goals by clarifying the role of work or wages. Transactional leadership has four factors that are contingency reward, active exemplary management, passive exemplary management and laissez-faire. Contingency reward insists efforts and rewards the principle of mutual exchange. Active exemplary management is monitor and found not to conform to the rules of activities. Passive exemplary management is only when they do not meet the criteria for intervention. Laissez-faire is giving up responsibility and avoids making decisions.Transformational leadership: Transformational leadership refers to the development of personal care and intelligence through personal charisma to achieve a higher level of goals. Transformational leadership has charisma, emotional appeal, intellectual stimulation and personalized care. Charisma is the leader provides a target vision for the followers. And give a sense of mission to the followers. Emotional appeal is the leader of the high expectations of followers. They use a variety of ways to stress the importance of working in a simple way. Intellectual stimulation is the leader supports followers to try new ways to solve the problem. They encourage followers to think independently and solve problem. Personalized care is pay attention to everyone. And give training, guidance and advice according to the circumstances of each person.Transformational leadership is better than Transactional leadership. The research shows transformational leadership and low turnover rate, high productivity, high employee satisfaction has a higher correlation.Craig use transactional leadership more in case. We suggested that he should use more transformational leadership. It can inspire his team to work harder. Craig and employees can also build trust and respect. This will get more revenue for hotel.Section 5 Two Ways in which Managerial Performance can be MeasuredEmployee satisfaction: Employee satisfaction is an employee through comparison of the perceived effects of the enterprise and his expectations formation the feeling. It is a kind of psychological activity. Alisa always gave Antonio to do it when she was going out. He isalways going to get things done. So Alisa very trusts Antonio. Antonio is satisfied with the present situation of his work. If the higher the employee satisfaction, then the employee enthusiasm for work is higher. It can improve the efficiency of work. It can increase employee satisfaction and team cohesion in the hotel.Team cohesiveness: Team cohesivenessis the power that people gather together. Team cohesivenessis a necessarycondition for the existence of a team. If a team doesn't have the team cohesiveness. It loses the condition of existence. Craig always provided free drinks for the team to celebrate every weekend. The team members always like the parties. This approach can better encourage employees and increase the cohesion of the enterprise. The hote'l s employees wiblle to work harder.ConclusionThe findings of this report reveal that a number theory for the Shangla-ri Hotel. The manager can apply these theories to the management hotel. The manager can use to more transformational leadership. It can better motivate employees to work hard. And build trust and respect between employees. Finally, I wish the future of Shangri-la Hotel is getting better and better.ReferenceSteven L McShane, Mary Ann Von Glinow, Organizational Behaviour, Fourth Edition, McGraw-Hill Irwin10。
HND人力与组织管理outcome
HND人力与组织管理outcome————————————————————————————————作者：————————————————————————————————日期：1.Analyze the relationship between organizational goals, objectives and policies andexplain their contribution to effective management in the Shangri-la Hotel case study.Organizational goal is the expected results of subjective vision, is formed in the mind of a subjective ideology.the goals include five parts followsCustomer goals focusing on customers’needs, benefits, services ,etc. For example people who live in the Shangri-la Hotel are need comfortable room, delicious food and excellent service. Product goals related to the range of products including quality, quantity and services on offer.For example Craig is convinced that using the freshest meat,vegetables and fruit from Gordon’s farm is essential.Operational goals covering areas like technology or machines used,staffing levels.Craig must make sure that all customers would be attended to within five minutes of being seated.Secondary goals subordinate to the above three goals and relating to environmental issue. At the end of each week, Craig always provided free drinks for the team to celebrate, and the team always enjoyed these get-togethers.Service goals is every employee should be a good professional quality and professional personal integrity, into every day to deal with customers do every thing, into the customer’s perception and recognition.The hotel want to customers feel pleasant in the hotel.Organizational objectives are more specific than goals and identify the specific path to be taken in order to achieve goals.It has to be SMART (specific, Measurable, Attainable, Realistic, Time-bound)Specific: objective must be detailed and definite.Measurable: objective should be assess by concrete standards, includingAttainable: objective set by organization could be achievable and accessible.Realistic:objective should be built up in obedient with real capabilities and actual condition. Time-bound:objective are set on time and should be adapted to the condition change.In case, under control of Ailsa’s management , Shangri-la hotel became the first hotel in Glasgow to achieve the prestigious 5-star AA award.Organizational policies: these provide a framework of rules or guidance within which management and staff can make decisions.In the shangri-la Hotel, The fist rule is the reputation of the Shangri-la Hotel depended on high quality customer care, and it was important that all staff inthe hotel were trained to the highest standards. The second is Craig also insisted that only Saskia and he should have the authority to sign for the meat and vegetable deliveries. The last one is the sales visits that Ailsa made meant she was often away from the hotel, so Antonio had authority to charge of the Hotel when she was absence.Relationship: Each policy will contribute to the achievement of objectives,every objectives are to promote the realization of goals.2.Identify the main difference between the formal organization and informalorganization.Organization is a group of individuals operating together in a systematic way to achieve set of objectives.Formal organizations are set up to achieve goals and specific organizational objectives . Informal organization theorists have been aware that within the formal structure of the organization there will always be an informal group.Formal organization has planned responsibility, consistent functions and structure of authority and communication. In case,the hotel is a formal organization,because the hotel has professional manage. And all staff have their responsibility and tasks.Informal organization has loosely structured and fluctuating with its individual membership spontaneous.In case, the Hotel kitchen is an informal organization .Because they areindependent individual. they haven’t specific system to control their thought and behavior.And the structure of authority and communication in the kitchen is not rigorous. they haven’t specific structure. they work together and sure the work.3.Explain the composition of the open System Theory and explain how it applies inthe Shangri-la Hotel case study.The open System Theory is a conceptual framework, which investigate organization and its environmental relation. Open system have internal and external environment.SWOT belongs to internal environment,PEST belongs to external environment.SWOT analysis is a kind of enterprise internal analysis method. It includes strengths, weakness,opportunity and threat.Strengths are internal factor of organization.In case, Shangri-la hotel is a 3-star Michelin hotel, it is first 5-starAA in Glasgow.Weakness are internal factor of organization.In case, employees have complain about Craig. Opportunity is external factor of organization.In case, Shangri-la cooperation with Gordon. Gordon has the freshest meat,vegetables and fruit.Threat is external factor of organization.In case,recently,the three main large companies of Shangri-la hotel into closure.PEST analysis refers to the analysis of the macro environment.It includes polities,economic,society and technology.Political factor includes political system ,the political situation, the government’s attitude.In case, Economic factor includes GDP,market mechanism,market demand,etc. In case,Alica obtained the funding from Scottish Enterprise.Social factor is that general conditions of whole social development in a certain period,mainly includes social morality ,and cultural traditions, the population change trend. In case, Craig and Ailsa both believed in supporting local business, and always used local banks, financial advisors and lawyers to support their business.Technological FactorsRefers to the total level and change trend of social technology, technical change, technological breakthroughs to the enterprise, and the technology of the interaction between the political, economic and social environment. In case,hotel need more advanced product to attract customers.4.Identify different stakeholders in the case study and explain their influence andinterest.Stakeholder Theory is a around the enterprise and the social value as the center of business ethics and organizational management theory.Stakeholder includes nine roles . this role has two parts,external stakeholders and internal stakeholders.External stakeholders in clude customers, supplies,society,Government ,creditors and shareholders. Internal stakeholders include Directors and managers,employees, owners.External stakeholdersShareholders is institutions and individuals who own a stake in a company.Craig and Ailsa. they have discretion to determine the profitability of the company. shareholder will be interested in return on their investment and possibly the long-term growth anddevelopment of the hotel.The influence of shareholder have right of decide strategy. right to vote, right to election of directors.Customer who buy the products or services. People who live in the Shangri-la hotel and choose Shangri-la hotel in the future.they spend money in hotel and bring benefit for Hotel. The interest of customer want to have more quality service. The influence of customer is if they do not accept this Hotel, they can chose the other hotels. So customer have great influence in the hotelSupplies who provide raw materials and services.The Gordon’s farm and Scottish Enterprise. Farm supply products for Shangri-la Hotel, Scottish Enterprise offer fund to Shangri-la hotel.The supplies interest is Shangri-la Hotel provides a source of revenue for the supplier. The influence of supplies is they want to ensure that the hotel will be important to pay for the goods.Internal stakeholdersDirectors and managers: those who lead organizations. Craig and Ailsa. they have authority to make decisions directly. The interest of directors and managers make hotel become more and more successful under the control of them. The influence of directors and managers is they make decision, these decision will decide the development of the hotel.Employee who work for an organization. For example Saskia, Antonio and staff who work in the Shangri-la hotel. The kitchen staff were well paid,but the atmosphere could be very tense.The interest of employee achieve salary. The influence of employee have development of working conditions and quality of service and they can provide service for customers to make benefits for hotel.5.Recommend an effective control strategy that applies to the Shangri-la Hotel casestudy and justify its suitability.Strategy control mainly refers to the implementation of enterprise business strategy.check the enterprise strategy. evaluation of enterprise performance, and the established strategicobjectives and performance standards,to find a strategic gap, to analyze the causes of deviation, to correct the deviation, so that the implementation of enterprise strategy better with the current internal and external environment,enterprise goals , so that the enterprise strategy isachieved.Effective include personal centralized control,, bureauctric control,output control, cultural control.personal centralized control: It takes centralized decision. It emphasis direct supervision and personal leadership founded upon ownership, charisma, or technical expertise. It user reward and punishment to reinforce conformity to personal authority .Bureaucracy control: Bureaucracy is an organization structure with many levels of authority and a rigid hierarchy, regulated by an organization structure with many levels of authority and a rigid hierarchy, regulated by set rules and procedures held together by a central administration.Problems of bureaucracy control gave detailed rules and procedures, power from top to the bottom,emphasize the work schedule , pay attention to the extra rewards and don not believe in team work.Output control: Financial measure of performance. problem with output control is managers must create output standards that motivation at all levels. They must be careful not to createshort-term goals that motivate managers to ignores the future, And if standard are set too high, works may engage unethical behaviors to attain them.Culture control: The set of internalized value, norms,standards of behavior, and common expectations that control the ways in which individuals and groups in an organization interact with each other and work to achieve organization goals.he Craig’s behavior displayed the personal centralized control,because when the waiting stuff offered suggestions on how to deal with customers’ problems,Craig always rejected them and proclaim’ this is my kitchen,we run it my way.’which reflect Craig as the manager in this hotel,take centralized decisions and ignore other employees opinions.。
hnd_人力组织与管理_outcome1-3-文档资料
• Each section is 30 marks
2
Section A
1. Basic components of organisation
• People
-- managerial staff -- qualified engineer -- technicians -- apprentice
• Words requirement: 1,500 words
• Time length: 135 minutes
• A4 page of note is allowed to bring with candidates
• Candidates should achieve at least 50% to pass
-- secondary goals: use local contractors, insurance brokers and accountants for services to the company
5
Section A
2b. Objectives and policies
• Definition of objective
visit
7
Section A
3. How organisation interacts with external environments
Inputs
• Well trained staff
• Loan from bank, grant
• Equipments • Local
contractors, insurance brokers and accountants
Managing People and Organisation
HND-酒店管理Outcome2讲课讲稿
Part AEnergy efficiency:Energy efficiency is a very broad term referring to the many different ways we can get the same amount of work (light, heat, motion, etc.) done with less energy. It covers efficient cars, energy-saving lights, improved industrial practices, better building insulation and a host of other technologies. Since saving energy and saving money often amount to the same thing, energy efficiency is highly profitable. It includes wind power, Solar power and Geothermal energyWind power: wind power is the world's fastest growing energy source and is a deceptively simple technology. Behind the tall, slender towers and steadily turning blades lies a complex interplay of lightweight materials, aerodynamic design and computer-controlled electronics.Solar power: Solar power converts sunlight into thermal or electricity energy. It is already producing electricity and heating homes around the world, and it is truly a power source of almost unlimited potential. Properly exploited, it could meet the world's energy demands many times over.Geothermal energy: Geothermal energy means harnessing heat from inside the Earth.The application of new energy：1)New energy can replace the old energy in the hotel.2)Solar energy can be converted into electrical energy, so we can use solarenergy to heat water, power supply and so on.3)The hotel's central heating system.4)The hotel's intelligent control systemMeasures to save electricity:◆Open up your curtains and let the sun shine in! Using natural light wheneverpossible instead of relying on artificial light can greatly reduce the amount of electricity you use during the day.◆Change your bulbs. Replacing regular incandescent light bulbs with compactfluorescent (CFL) or LED bulbs is a big energy saver.◆Out of the door, turn off the lights and air conditioning◆Unplug any appliances that aren't in use.◆Replace old appliances with energy-saving models.◆Use less hot water.Heating water takes a lot of energy. It's not necessary to takecold showers, but being mindful of how much hot water you use, and how the water is being heated, can save a lot of electricity and money.◆Use renewable energy. Look into getting your energy from a company that usesrenewable energy, such as wind or solar energy.Measures to save water:◆We use the laundry rinse water to flush toilets◆We collect the shower water that is run before the shower gets warm enough toget in.◆Use low flow, flow controlled r sensor taps◆Guest participation programmer to only have the wet or used towels exchanged◆Rainwater collection◆Water recycling for gardens◆Check function of toilet cisterns◆Report maintenance to repairEfficient use of water:◆With a water saving toilet, a type equipped with 2 sections of flush toiletaccessories.◆Open the bottom water down wood, that is, to form a sections of control of thewater.◆The urinal flushing device automatically flush time short.◆Use the laundry water, wash bowl of water and bath water to water the flowers,wash the car, and scrubbing the floors.◆The dehumidifier to collect water, and pure water machine, water purificationequipment such as distilled water machine of waste water recycling.Part BMy analysis is the Kempinski Hotel Guiyang, the following is a description of it.1 (a) The hotel is the leading luxury 5-star hotel in Guiyang, with 366 luxurious guestrooms and suites and seven executive floors. It also has two grand ballrooms and nine fully-equipped banquet-conference rooms that can be adapted to all needs in advance. The hotel contains five restaurants and bars, with a distinctive style, that provide an extensive range of food and beverages to suit the appetites of the most experienced diners.Kempinski Hotel Guiyang is located in the tallest high-rise of Guizhou province in the beautiful city of Guiyang. Sitting in the central business district of the city, the hotel offers an advantageous location and convenient traffic with a distance of only 15 minutes by car from the Long Dong Bao International Airport and quite a short distance far away from Jia Xiu Tower, the most famous ancient pavilion in Guiyang.Due to guiyang kempinski hotel is newly built, it inside facilities are complete, advanced, the concrete has the following aspects:1)Complimentary toiletries is offered in each en suite bathroom as well.2)Extra bed available ensures a relaxing stay during your time at the hotel.3)Cable/satellite television and Television are part of the entertainmentoptions in guestrooms at this hotel.4)Guestrooms are furnished with Blackout curtains and Desk, perfect formaking your stay even more enjoyable.5)The hotel has an indoor pool for guests to take advantage of.6)The hotel offers free Internet.7)The hotel most of the light is energy saving, to some extent this savescosts.8)Each room is equipped with a computer, air conditioning, TV, telephoneand so on.1 (b) Next I need to evaluate and recommend my choice of hotels1)On the choice of energy-saving lamps, the hotel is very good. I think thedownside is that the lights of corridor is too dark, I think we can put itdown a bit.2)Although the wireless network covers the whole hotel, speed is slow, Ithink in this area can be improved3)Good is have a telephone in every room. But bad is the phone can notmove. I think can improve on it4)The hotel has no waste water treatment equipment, which causes theswimming pool to be wasted. So I hope the hotel can install wastewatertreatment device.5)The hotel use low flow, flow controlled sensor taps, this saves water to acertain extent.6)With a water saving toilet, a type equipped with 2 sections of flush toiletaccessories, this saves water to a certain extent.7)The window of the hotel is very big, this design is very good, the guestcan use sunlight to illuminate during the day, thus make the hotel saveelectricity.2. Implement and monitor the proposed improved waste water management:1)Make statistics and analysis of swimming pool water every day2)Budget for water purification equipment3)To carry out a survey of the site4)Budget the cost of labor and the time to work5)Arrange related personnel6)Plan implementation and monitoringa.Hang the filter assembly on the back or side wall of the sink base (orin the basement close to the sink location) at the height specified in the instructions.b.Turn off both the cold and the hot water shutoffs, and then install (after the cold water shutoff) the tee or saddle valve included with the unit.c.Fasten the plastic tubing to the supply valve.d.Shorten the supply and waste lines to the faucet to eliminate excess tubing, but don't cut the larger black waste line yet.e.Attach the lines to the fittings on the base of the faucet. The black waste lines feed through the base of the faucet to keep them above possible sink backups, but they have no connection to the supply.f.Fasten the faucet to the sink, then install the drain line adapter under the sink basket.g.Cut the waste line so that it flows downhill with no loops, then push it into the adapter.h.Set the storage tank into place and install the final water line.i.Sterilize and fill the system according to the manufacturer's instructions.7)Assessment and feedback.8)Arrange the relevant personnel to monitor and manage.。
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Individual ReportF84T34 Managing People and OrganisationsOutcome 2NAME:SCN:CLASS:ContentsIntroduction (3)Section1: Content and Process Theory within Application (3)Section 2: Methods improving job performance (4)Section 3a: Importance of Teamwork (5)Section 3b: Three factors affecting team cohesiveness and performance..5Conclusion (6)Reference (6)2IntroductionThree points in this report. Using the Maslow ’ s theory analysis-la hoteltheShangriinthe case. The benefits of expectancy theory. Combining with case write five ways toimprove performance. The content of the final includes Belbin-team roles andcontribution and three factors influencing of team cohesion. The following is themain content of the paper.Section1: Content and Process Theory within ApplicationMaslow’ stheory: Maslow’stheory is put forward by Maslow in the mid -1950s.Maslowdescribes the human needs into the same pyramid from low to high level be divided intofive kinds. The Shangri- La Hotel ’ s kitchen staff are analyzes and baseson an analysis of Maslow ’ s theory.Basic and physiologicalneeds:The kitchen staff have physiological needs. So theShangri-La Hotel mast offers kitchen staff food and shelter. The Shangri-La Hotelpromises kitchen staff the satisfaction of physiological needs. Kitchen staff willdefinitely work hard.Safety and security needs: The kitchen staff have safety and security needs. TheShangri-La Hotel must provide insurance for kitchen staff personal safety. Shangri-La links with insurance companies and insurance companies provide kitchen staffinsurance.Social needs: Kitchen staff maintains kitchen’regulars operation. Kitchen staffare important part in kitchen. Kitchen staff hard work in the kitchen, has is ableto realize self-value.Ego needs:Craig is a sous chef but he does not respect the views of his employees.Craig is not to given the ego of kitchen staff. Kitchen staff want respect, so Craigmast given ego of kitchen staff and kitchen staff mast self-respect.Self-fulfilment needs: Kitchen staff has their purpose and intents. Kitchen staff realizes their value in the work and make their progress in the work. Kitchen staff works hard and become a chef.ConclusionMaslow’ s hierarchy has diversification. People at different times have different needs.Maslow proposed that all humans seek to fulfill a hierarchy of needs. His hierarchy berepresented with a pyramid by him. The potential has kitchen staff ’ s need and peo have potential demand. Maslow’ shierarchy has variability. People have differentdemand in different environments.Expectancy theoryExpectancy theory is put forward by Vroom. Expectancy theory that motivation isheightened when behaviors are highly instrumental in achieving desires outcomes.Instrumentality includes the Shangri-La hotel Managers wants have reward system andrewards can include a promotion and a rise. The reward system mast befit theemployees ’ expectations. Manager ’ s valences for rewards weather or not employees beattracted by reward and reward positive or negative impact on employee.ConclusionThe discretion of the expected value is embodied by selfinterest-. Manager ’ s RewardsSystem attracts employs but rewards system depends on human’ ssubjectivity andexperience.Section 2: Methods improving job performanceThere are so many ways to improve job performance such as job design, quality ofworking life, the nature of supervision, use of technology, the meaningfulness ofwork, job rotation and improving job performance of team members, autonomy and reward.Select five points combines with casesJob design: Chef’s personal methods influence hotel management.Craigpreventswaiting staff deal with the problem that affect efficiency. Redistributionof power from Craig ’s power to managers. So Shangri-LaHotel improves theprocessing efficiency that conducive hotel developmentReward: Shangri-La Hotel sets up a bonus system. Rewards can improve staffmotivation. Alisa rewards hotel staff who studies in local collage. Hotel staffstudies in collage can improve their service quality that for the hotel development.Alisa can finding the most successful people and promoting them out and take thembecome manages.Job rotation:Shangri-La hotel need training programs, such as rotations. Alisa canget managers working on every area of the site in hotel, so they know differentworking environment and they have a variety of work experience. Job rotation canhelp managers eliminates the monotony of work.Use of technology:Use of technology in the Shangri-La hotel’s kitchen. Upgrade theproduction line and reduced operating costs. Use of technology in the kitchen canimproves the production efficiency.Autonomy: Sous chef has a new menu but Craig do not agree to use the new menu to cook.Sous chef has his power so sous can talk about the benefits of the new menuwith Craig and introduces a new menu in order to better meet customer ’ s demands.Section 3a: Importance of TeamworkA team must have a common purpose or goal. The team cooperation can increase batterto satisfying objectives. Team increase enterprise competitiveness. The teamcooperation van improving productivity and enhances service quality and innovative.The team cooperation can increases motivation and commitment.Belbin-team roles and contribution：Belbin thinks not prefer individual, only hasthe perfect team. Belbin- team’s content includes Monitor Evaluator, Team worker,Completer Finisher, Specialist, Implementer, Co-ordinator, Shaper, Plant, ResourceInvestigator.Tuckman-stage of team: Tuckman put the team growth into four stage. Four stageincludes forming, storming, norming, performing and performing stages.Section 3b: Three factors affecting team cohesivenessand performanceTeam cohesivenessis very important to a team. Team cohesivenessis essential canplays an important role in digging out its potential and keeping the team exist. Acohesive team is an eligible team.Three factors, which effect the team cohesion and performance in the kitchen of hotelcase.Size of team:Case of no team in the kitchen.Craig is in the kitchen range to set up asmall team. Small team effort would be a much more efficient approach. The Craig ’ s team include the delegates of work in the kitchen. Craig ’ s team discuss the problem5about kitchen related that can make up for many of the problems before, such as lackof consultation, poor communication and lack of participation.Lack ofcommunication: Craig is a personal totalitarian people due to he is lack ofcommunication with his staff in the kitchen. Leading to the lack of cohesive force inthe kitchen. Strengthen the communication between managers and employees that canimprove team cohesion.Team members are positive and motivated: In the kitchen, the manager mast has theintense affinity and builds a consummation system. Managers build a good atmosphere,encourages various staffs positively upward. Positive the kitchen staff, unity andstability that conducive to team development.ConclusionTeam cohesion not only can increase the efficiency but also can enhance friendshipamong colleagues. Managers uses Maslow’ stheory and Expectancy theory to managing employees. Team cohesion makes group with high cohesiveness,closelycondensed group numbers, strive for group ’ s goal together. The last hope hotel has along development.ReferenceLaurie J. Mullins, Management and Organisational Behavior, Seventh Edition,Financial Times Prentice Hall (2005)Steven L. McShane, Mary Ann Von Glinow, Organizational Behavior, Fourth Edition,McGraw-Hill lrwin。