Category: Uncategorized

Monroe’s Motivated Sequence

Monroe’s motivated sequence encourages speakers

to focus on audience outcomes when organizing

ideas. Composed of five steps, this pattern of

organization requires speakers to identify and

respond to what will movative the audience to pay

attention. You will use this sequence for your

Policy Speech.

Monroe’s Motivated Sequence

▪

Attention – Relate to audience to gain attention

▪

Need – Establish the problem/current harm

▪

Satisfaction – Describe the solution to the

problem

▪

Visualization – Show benefits of proposed

solution

▪

Action – Explain how audience can implement

proposed solution

Monroe’s Motivated Sequence Complete

Sentence Outline Example*

*I must add a disclaimer here…this is the proper outline, however, be aware that this is

an example of a value speech and not a policy speech.

Index Cards Format for Monroe’s Motivated Sequence

No more that 5 cards!

Topic: Name Card #

General Purpose: To Persuade/Question of _________

Specific Purpose:

Organizational Pattern: Monroe’s Motivated Sequence

Attention

– Relate to audience to gain attention, introduce yourself, credibility,

preview main issue, thesis, transition:

Need

– establish the problem/current harm, call to action, transition:

Satisfaction

– Describe the solution to the problem, transition:

Visualization

– Show benefits of proposed solution, transition:

Action

– Explain how audience can implement proposed solution, briefly repeat

other parts, repeat call to action, repeat your name,closing statement (or reword

Visualization):

Most Important Skill of Effective Communicators

Author

Institution

Introduction

Best practices in workplace communication: What is the most important skill of effective communicators?

The importance of communication in the well being of an organization can never be underestimated. In fact, it has a bearing on the long-term sustainability of an organization as it allows managers to execute varied fundamental functions pertaining to management including planning, controlling, organizing and leading. It comes in handy in enhancing the capacity of managers to execute their duties and responsibilities. It goes without saying that all essential communication has to be from and to the managers, in which case it has a bearing on the implementation of decisions (Sipe & Frick, 2009). It is worth noting, however, that communication underlines varied skills. While all of them are fundamental in the achievement of the varied functions of communication, there are variations in their importance. Given the fundamental role it plays in communication, Listening skills come as the most crucial communication skill.

There exists no universal or cross-cutting definition of listening skills. However, listening may be defined as a term that encompasses the process incorporating five elements including hearing, comprehension, attending, responding, as well as remembering (Sipe & Frick, 2009). It is worth noting that listening goes beyond hearing the words being spoken by another individual and necessitates skills, as well as practice so as to enhance its effectiveness (Worthington & Fitch-Hauser, 2012). Social theorists explain listening in terms of a conscious effort that an individual makes pertaining to who, when, what, how, and why listening may be attained. In business enterprises, listening comes as a fundamental element to building an effective working relationship between the management and staff, as well as among the employees. Listening skills also have an impact on the interactions of an organization with other businesses and customers. What makes listening skills the most important skills in communication is the fact that it serves the same purposes as communication.

First, listening comes as one of the most effective ways of gaining information and facts about any fundamental aspect of a business. It enhances the capacity of an individual to acquire facts, which he or she can then use in making decisions that enhance the sustainability of the business both in the long term and the short term (Worthington & Fitch-Hauser, 2012). Communication does not merely involve talking to other people or telling them what to do, rather it involves the exploration of all ideas from the people and evaluating all aspects pertaining to them. Deliberations can only be done through listening to other peoples’ ideas and sharing thoughts, which then leas to the determination of the best course of action (Worthington & Fitch-Hauser, 2012). In essence, communication can never occur without listening, which makes it the most fundamental or important skill of effective communication.

In addition, listening plays a crucial role in establishing trust between two or more individuals. This happens in all environments, not just in organizations or workplace environment. It goes without saying that there is considerable difficulty in trusting an individual who does not seem to listen, especially considering that one can never tell whether such an individual has the overall objectives of the organization at heart. It is worth noting that the smooth running of affairs in an organization cannot occur unless the players trust each other’s capabilities. This only occurs when individuals listen to each other. Developing trust in most organizations involves paying close attention to instructions given by superiors or the ideas of other people. Listening to other people in an organization would enlighten an individual about those people’s weaknesses and strengths with regard to the project, which allows for collaboration in a manner that would optimize the strengths of the entire group.

On the same note, listening plays a crucial role in lowering the probability for occurrence of conflict. While there are varied reasons for the occurrence of conflicts in different environments, the most probable cause is that an individual feel that he or she has been misunderstood. It is worth noting that listening does not merely entail hearing the words and comprehending them, rather it also encompasses paying attention to any nonverbal cues that an individual may give. In essence, listening allows an individual to comprehend the entirety of a message and also ask questions in instances where he or she does not understand especially in case nonverbal cues contradict the words being said (Worthington & Fitch-Hauser, 2012). On the same case, listening allows for the ironing out of differences as soon as possible, thereby reducing the risk of occurrence of conflicts. This reduces the probability for misunderstanding in an organization by allowing for effective communication, which subsequently results in conducive working environment.

In addition, listening enhances satisfaction from both customers and workers or employees. This is especially considering that, when organizations or institutions listen to the concerns of their customers and workers, they gain the capacity to understand, as well as relate to them, in which case they can now remedy the issues or improve the areas where they may be performing dismally (Worthington & Fitch-Hauser, 2012). This is closely linked to building trust in an organization as subordinates and customers learn to trust, as well as rely on the capacity of their leaders to solve their issues. It goes without saying that such actions would make employees and customers to feel respected, leading to enhanced satisfaction and loyalty to the company.

On the same note, it is one of the ways in which a leader would motivate his subordinates or the subjects of his communication (Sipe & Frick, 2009). In most cases, employees see themselves as outsiders even when they have been working in an organization for a long time. This has a negative effect on their morale and productivity in the short- and long-term. Such emotions in the workplace can be eliminated through listening to the concerns of the subordinates. Listening allows a leader to discover the aspects that their subordinates find rewarding or challenging. The attention gives subordinates the idea that they are respected or held with high regard in the organization, in which case they feel as part and parcel of the organization (Sipe & Frick, 2009). This allows them to identify with the organization and own the duties and responsibilities for which they are entrusted, thereby owning the processes. It gives them the impression that the leader is genuinely concerned about their views and opinions. Listening results in the development of strong relationships between leaders and their subordinates or communicators and their audiences, especially considering that the parties involved are interested in producing a win-win situation (Stewart, 2009). It allows the concerned parties to have a clear comprehension of the expectations and responsibilities that each party has, thereby ensuring that they meet their responsibilities. Needles to say, it is one of the fundamental techniques of maintaining reputation and respect for a leader or organization (Sipe & Frick, 2009). Effective communication occurs in instances where individuals respect each other, an element that is best exemplified through listening to each other and responding appropriately. Communication is all about establishing a relationship with the audience, which can only be established in an environment of respect as underlined by listening.

Needless to say, effective communication can never occur without the outlined aspects. Most of the other skills of communication do not incorporate these aspects, as encompassed by the listening skill. This makes listening the most crucial skill of effective communicators.

In conclusion, communication is a fundamental aspect in the long-term sustainability of any organization. While effective communication encompasses varied skills, listening skill comes as the most crucial. Listening fosters an environment of trust between two people, in which case they know what they should expect from each other, as well as the responsibilities and duties that they have for each other (Sipe & Frick, 2009). In addition, it fosters an environment of satisfaction in the knowledge that the other party has one’s interests in his or her heart, and has at least considered other people’s opinions. It is worth noting that any effective communication has its basis as respect, which is hard to accomplish without the incorporation of listening skills. On the same note, it allows for enhanced understanding thereby eliminating the possibility of conflicts, which would have otherwise hindered effective communication. Listening also allows an individual to gain information and facts about any aspect, in which case any communication made would be based on the same (Sipe & Frick, 2009). Needless to say, effective communication is founded on the aspect of being factual, with the communicator being informed about the topic that he or she is exploring. These aspects underline the importance of the listening skill in enhancing the effectiveness of communicators.

References

Sipe, J. W., & Frick, D. M. (2009). Seven pillars of servant leadership. Mahwah, NJ: Paulist Press.

Stewart, J. (2009). Bridges not walls: A book about interpersonal communication. Boston, MA: McGraw-Hill Higher Education.

Worthington, D. L. & Fitch-Hauser, M. E. (2012). Listening: Processes, functions and competency. Boston, MA: Allyn & Bacon

Motivation And Leadership

Contents

TOC o “1-3” h z u HYPERLINK l “_Toc375946943” The importance of motivation PAGEREF _Toc375946943 h 1

HYPERLINK l “_Toc375946944” These steps ought to be performed by a manager. PAGEREF _Toc375946944 h 3

HYPERLINK l “_Toc375946945” Types of the motivation theories PAGEREF _Toc375946945 h 6

HYPERLINK l “_Toc375946946” Organizational Culture PAGEREF _Toc375946946 h 9

HYPERLINK l “_Toc375946947” Importance of organization culture PAGEREF _Toc375946947 h 9

HYPERLINK l “_Toc375946948” Factors that affect the organization culture PAGEREF _Toc375946948 h 10

HYPERLINK l “_Toc375946949” Types of organizational culture PAGEREF _Toc375946949 h 10

HYPERLINK l “_Toc375946950” The interview with Mr. Timothy Owalo PAGEREF _Toc375946950 h 13

Almarai is a Saudi company that was established in 1977 by Irish brothers namely Paddy and Mcguckian in partnership with the prince Sultan bin Mohammed bin Saud Al Kabeer. The company’s headquarter is in Riyadh in Saudi Arabia. Almarai underwent major restructuring in the 1990’s that saw it change from a decentralized corporate structure to a more centralized one. This period saw the replacement of five processing plants with a single centralized plant. Small dairy farms were scattered all over the country were replaced with four large centralized farms. Some of the activities that the company is involved in include bakery, poultry farming, dairy farming and production of infant foods. The company was the first dairy company to receive the ISO 22000 certification in all its operating sectors. Abdulrahman Al Owais is the company’s human resource manager. Before rising to his current position, Abdulrahman previously worked as the regional personnel manager at the same company. He received his education from the Jamiat Al-lmam Mohammed Saudi Al-Islamiah Islamic University.

The importance of motivationMotivation is very crucial for an organization. It provides several benefits to the organization, such as:

Places human resources into action

Each concern requires financial, physical and human resources to achieve the goals. Through motivation, human resources objectives and goals are achieved by fully using it. Building willingness of employees to work can do this (Truman, 2012).

Boosts the efficiency level of employees

An employee does not entirely rely on his/her abilities and qualifications. For attaining the best of his/her performance at work, the gap between willingness and ability has to be filled. This will help in improving the subordinates’ level of performance. As a result, various aspects are generated.

Increase in productivity and efficiency

Reducing the operations cost and

Improving overall competence.

Contributes to the attainment of organizational goals

The objectives of an organization can be attained only if the following takes place

There is effective utilization of resources

There is a supportive work environment

Employees are goal-directed as well as conduct their duties in a purposive way

Goals can be attained if co-operation and coordination takes place at the same time, which can be well done through motivation.

Enhances friendly relationship

Motivating employees is a significant factor that increases their satisfaction. This can be carried out by keeping in mind and drawing up an incentive program for the welfare of employees. This could be conducted in various ways (Truman, 2012).

Financial and non-financial appreciations,

Promotion opportunities for employees,

Disincentives for inefficient employees.

These steps ought to be performed by a manager.This will assist in the following ways

Effective co-operation which generates stability.

Industrial unrest and dispute with employees will decline.

The employees will be flexible to changes and will no longer be resistant to change.

This will assist in providing a sound and smooth concern in which employees’ interests will correspond with those of the organization.

It will result in maximization of profits through increased productivity.

5. Leads to the solidity of the work force

Stability of the workforce is very significant from the perspective of goodwill and reputation of a concern. The efficiency and skills of workers will always be of benefit to them as well as their employers. This will result in a good public reputation in the market that will attract qualified and competent people into a concern (Truman, 2012)

It can be said that motivation is a feeling that can only be understood by a manager as he has a close contact with the employees. Their needs can be well understood by a manager and he is able to frame motivation plans accordingly (Truman, 2012). Based on this fact, Motivation is vital both to an individual as well as the business. (Truman, 2012)

Motivation is essential to an individual because;

It helps him to achieve his personal targets.

The more an individual is motivated, the more he has job satisfaction.

Motivation will assist in self-development of the individual employee.

An individual would always benefit by co-coordinating with a dynamic team.

Similarly, motivation is imperative to a business because;

The more motivated workers are the more powerful the team is.

The more the teamwork and the individual employee’s contribution, the more the business is profitable and successful.

During the period of changes there will be adequate creativity and adaptability.

Motivation also leads to a challenging and optimistic attitude at the work place.

Qualities of a Perfect Motivation System

Motivation refers to a state of mind. High motivation results in increased morale and production. A motivated worker gives his best to the enterprise. A sound system of motivation in an organization ought to have the following aspects;

Better performance should be logically rewarded and be duly acknowledged.

If one performance is not consistent with the level required, the system should make terms of penalties.

Employees must be dealt with in a just and fair manner. The obstacles and grievances faced by them have to be dealt fairly and instantly.

Carrot and stick strategy should be reinforced to motivate both those who are efficient and inefficient. Employees should handle negative consequences (like fear of punishment) as the stick, an outside pull and move far away from it. Also, the positive consequences (like reward) should be taken as carrot, an inside pull and move closer towards it.

An effective performance appraisal system.

Ensure flexibility in the working arrangements.

A good motivation system must be concurrent to the organizational goals. The individual or employee goals should be harmonized with those of the organization.

The motivational system should be regulated to the situation as well as the organization.

A sound motivation system needs modifying the nature of the jobs of individuals. Their jobs should be restructured or redesigned according to the situation’s requirement. Any of the options to job specialization – job enlargement, job rotation, and job enrichment would be used.

The approach of the management should be participative. The subordinates and workers should be occupied in the decision – making process.

The system should include monetary as well as the non- monetary rewards. Monetary rewards should be related to performance and performance should be founded on actions of employees towards the targets and not on employees’ fame.

“Motivate yourself so as to motivate your staff” should be the approach taken by managers.

Managers have to understand and identify specific motivators for every employee.

The sound system should promote supportive supervision where supervisors share their experiences and views with their subordinates, be able to listen to the views of subordinates, and help the subordinates in carrying out the designated job.

Types of the motivation theoriesAn example of “Need-based theory” would be a Maslow’s hierarchy of needs. Maslow’s hierarchy of needs is a theory that assumes people are motivated according their personal needs. Human needs are arranged in a hierarchy of importance (Moorhead & Griffin, 2012).

These needs are divided into two sub-categories

Low-order needs – physiological and safety needs, they are satisfied externally (payment, unions)

High-order needs – esteem, social and self-actualization needs, they are satisfied internally.

Employee Motivation

Managers find motivating employees somewhat challenging. Employees are different from each other the reason why motivating them is a bit difficult. Each individual has her or his own likes and dislikes, desires or interests and passion. The role of a thriving manager is to understand his/her employees by learning how to recognize what motivates each individual and how to leverage these motives to concurrently fulfill the organizational goals and objectives, as well as the objectives of each employee. There are five main employee motivation factors, which help managers build a successful organization namely appreciation, satisfaction, recognition, compensation and inspiration (Maroney, 2004).

Employee motivation through building satisfaction

Satisfaction is one of the important key factors for a successful organization. According to Maroney (2004), when a manager creates a work environment which focuses, attracts and keeps talented employees, employees are satisfied and perform better. Happy employees result in happy customers. In other words, a manager should focus on maintaining satisfied employees, employee motivation and as a result these satisfied, motivated employees will take good care of customers.

Employee motivation by genuine appreciation.

Appreciation is another important key motivation factor. At times, managers while not knowing sabotage employee motivation through failing to appreciate the positive behaviors and success of their employees. As a consequence, employees are not aware of whether or not they are performing a good job. Managers can improve this situation by rewarding their employees. A reward as simple as a pat in the back or a note could do the job, additionally, being specific about a job done by an employee results in much better performance. By being specific, the employee realizes that their actions are being watched and what they do affects the organization even if it is small (Maroney, 2004).

Employee motivation by recognising.

Recognition is the acknowledgment of an event, object, person, phenomenon, or right, before its acceptance, inclusion, or recording (Business dictionary, 2013). Recognition is important in organizations and it plays an important role. Many employees want recognition more than money that is why sometimes recognition is the secret weapon of managers to motivate the employees. Some employees want to be recognized by people within the organization once a job was well done by them. A manager should look for a manner to increase employee motivation through recognizing excellence within the workplace. This is possible by ringing a bell on each time an individual or the team meets the production target, or by putting up posters that have photographs of members of the team who have had the highest number of days without accidents and giving out prizes for attendance records. Through this, managers will see their employees giving their best. It’s cheap and highly effective. (Maroney, 2004)

Employee motivation by inspiring

Inspiration develops from leadership. This type of employee motivation involves the mission, purpose and goals of the company. People desire to be associated with an organization that is going forward, stands for something and which offers a meaningful service in the marketplace. When employees feel their organization stands out from others, they are more motivated to do better. One important thing here is managers make the goals for the companies clear (Maroney, 2004).

Employee motivation by compensating

The last key motivating factor is compensation. Majority of the employees are motivated by being given money. There are many forms of compensation such as performance bonuses, raises, profit sharing, commissions, or any variety of “extra benefits” such as, vacations, automobiles, or any other tangible items that can be bought and be used as rewards. By rewarding employees with different items other than money, managers will see some of their employees excited to show their best performance in order to receive these returns. (Maroney, 2004)

Organizational CultureDefinition of organizational culture

We all have a certain personality, which helps us stand apart from everyone else. No two people behave alike. In the same way, organizations have certain values, policies, rules and guidelines, which help them, create an image of their own and be unique from other organizations (Carriker, 2008). Organization culture is the values and behaviours which contribute to the unique social and psychological environment of an organization (Business Dictionary, 2013). It refers to the beliefs and principles of an organization. The culture in organizations influences employees who are part of the organizations, and makes people in organizations behave in certain ways (Carriker, 2008). Every organization has a unique culture making it different from the others. Every employee must understand the culture of their organization for them to adjust well (Carriker, 2008). No two organizations can have the same culture. The culture of working at a restaurant is different from the culture of working at an education industry.

Importance of organization cultureA place where people work together to make profits, share their dream of making it big, is called an organization. The unique style of working of each organization makes up its culture. It has power over how people should conduct themselves with each other and with people outside the organization. The organization culture is important and vital for the well-being of an organization in that; it constitutes the whole spirit and concept of the organization. It guides workers through their interaction with each other, their tasks and what they have to do. It ensures no one takes work as a burden and they spontaneously have it done at the end of the day. It makes sure workers are constantly motivated and competitive (a little competition is healthy for the organization) and that they identify themselves to the organization, feel like they belong to it and no one is left out or neglected. The very cosmopolitan environment inside an organization gives employees the opportunity to learn more about cultures and a sense of unity. Organizational culture sets a frame and goal for everyone to follow and makes it easier to succeed (Management Study Guide, 2008).

Factors that affect the organization cultureWith what has been stated above, it is necessary to add the factors that affect the organization culture and the stability it promotes to workers themselves. Their mentalities, points of view and attitudes affect the organization culture. It is going to vary according to their age and environment. Another clear point that affects the organizational culture is the gender of the employee. In an organization with a minority of women, men would tend to be more aggressive and dominant. The nature of the business, whether it depends on external factors (stock broking industries, banking industries) can have an influence over the organization culture. The goals and objectives set as well as the clients and external parties play a role as they both form the culture by matching timings and expectations from employees. Finally, the way management deals with employees has a big impact on the organization culture. In decentralized organizations where employees are given more freedom to make decisions, they feel concerned about the work and will pursue their involvement with the organization (Factors affecting organization culture, 2012).

Types of organizational cultureThere are many types of organization cultures that many organizations adapt. Below are examples of some cultures that are used: (Management study guide, 2008)

Normative Culture – In this culture, the procedures and norms of the entity are predefined and their rules and regulations are established as indicated by the existing guidelines. Employees behave in a logical way and strictly follow the policies of the entity. No employee challenges the rules and follows the already set policies.

Pragmatic Culture – This culture places more emphasis on the clients as well as the external parties. In pragmatic culture, the main motive by the employees is to ensure customer satisfaction. Such organizations take their clients as their gods and are not required to follow any laid rules. Every employee tries hard to satisfy the clients in order to maximize business on their side.

Academy Culture – In this, organizations hire skilled individuals. The responsibilities and roles are delegated in accordance to the background, work experience and educational qualification of employees. Entities following this culture are very persistent on training the existing workers. They ensure that a variety of training programs are being held at the workplace to polish the employees’ skills. The management makes earnest efforts to improve the knowledge of employees so as to boost their professional competence. Employees in the academy culture remain in the organization for a long duration and grow while in it: universities, educational institutions, hospitals follow such a culture.

Baseball team Culture – This culture regards employees as the most precious possession within the organization. They are the true organization’s assets, who contributes the major role in the organizations successful functioning. In this culture, individuals too have a leading edge and do not worry much about their entities. Advertising agencies, financial institutions and event management companies practice such a culture.

Club Culture – Organizations practicing a club culture are particular about the employees they recruit. They are hired in accordance with their interests, specialization and educational qualification. Every employee does that which he is best at. those with high potential employees are promoted properly and appraisals are regular features of this culture.

Fortress Culture – There are those organizations where workers are not very clear about their longevity and career. Such organizations practice fortress culture. Workers are terminated when the organization is poorly performing. Individuals are prone to suffer when the organization goes at a loss. Example in this culture is the Stock broking industries.

Tough Guy Culture – In this culture, feedbacks are important. The employees’ performance is assessed after a duration of time and their work is carefully monitored. Team managers are selected to discuss some matters with the team members and assist them whenever required. Workers are under constant supervision in this culture.

Bet your company Culture – Entities that follow this culture take decisions that involve a big amount of risk and consequences are unforeseen. Policies and principles of such an organization are set to address sensitive problems and it takes some time to find the results.

Process Culture – Employees in this culture adhere to the procedures and processes of the organization. Performance reviews and feedbacks are not of much importance in such organizations. Workers stand by the rules and work in accordance to the ideologies of these workplaces. Government organizations practice such a culture.

The interview with Mr. Timothy OwaloWhat is meant by motivation in your own understanding?

[Timothy] Motivation is referred to as a state of mind and inspiration, which makes a person use his/her maximum ability to attain the maximum success.

Do you consider motivation is to be essential?

[Timothy] I think Motivation is basic to the success of an individual and the team.

Why is it crucial to motivate workers in the workplace?

[Timothy] In the modern workplace, there is unrelenting pressure to increase productivity as well as maintain high spirit. In order to achieve the company’s priorities, their employees need to be highly motivated.

Which ways do you adopt to motivate your employees?

[Timothy] Employees are motivated differently, there are those motivated by financial rewards, others are motivated by providing training and development; others are recognized and awarded while others are motivated by increasing their responsibilities. The best leader is one who is close to the team and employs diverse ways to motivate the employees and the entire team.

Are you aware of any other ways of motivating your employees that are beyond their line of duty?

[Timothy] Yes there are, I do it all the time. Some of the best recognized employees are usually taken for vacations during the holidays.

How does motivation influence the performance of the employees?

[Timothy] Motivation has a major impact on the employee’s performance. The highly motivated employees always achieve a lot and are always successful.

How do your employees feel about the company’s values and safety? Does it have an effect on their performance?

[Timothy] Safety of the employees is a priority for all workplaces. I thereby do not view it related to performance, as it is an employee’s basic right. Values however are extremely significant in producing better performance.

Do you consider maintaining a good relationship with the manager to motivate employees?

[Timothy] very true, being in good terms with the manager motivates the employees.

Do you suppose most employees are more motivated by giving financial incentives, the feeling of self-achievement, or by their ability to make a genuine contribution to the organization?

[Owalo] It depends, different employees have different personalities. From my experience, motivating employees through financial incentives does not last longer. Motivating them through other ways is considered the best.

Culture

To what extent is your company diverse?

[Timothy] Very diverse and strongly fosters diversity.

What form of organizational culture is applied at Almarai?

[Timothy] In Almarai, there is a culture of transparent, open and collaborative environment, development and career growth, full and maximum professionalism and respect, and contribution to the local society.

Are you currently facing any hardships dealing with other cultures from different organizations? If yes, how do you adapt to them?

[Timothy] No, on the contrary, I think our team is made very strong and capable by our diverse nature.

Kindly tell us of the internal features of the Almarai’s organization culture?

[Timothy] It has been and continues to be an environment that is concerned about an individual as they attempt to achieve the company’s goals. It is transparent, open and collaborative environment, full of respect and professionalism, promotes development and career growth and contributes to the local society.

How are the different genders within the company interacting?

[Timothy] Almarai offers an environment that promotes teams based on their qualifications. The teams consist of males and females. This provides equal and fair opportunities to a transparent, open and collaborative environment, with maximum respect and professionalism, allows development and career growth and contributes greatly to the local society.

According to you, is it possible for a company to have good organization culture that facilitates workers in the organization to offer better services?

[Timothy] Yes, a firm needs to focus on persons and care for them like a family.

Thank you the cooperation.

[Owalo] You are welcome. I am glad to discuss more if needed.

References

Carriker, J. (2008). Types of Organization Culture. Retrieved from

http://www.managementstudyguide.com/types-of-organization-culture.htm

Business Dictionary (2013.). Effectively Developing and Engaging Employees. Retrieved

from HYPERLINK “http://www.businessdictionary.com/article/811/effectively-developing-and-engaging-employees/” http://www.businessdictionary.com/article/811/effectively-developing-and-engaging-employees/

MSG. (2012). Factors affecting organization culture. Retrieved from

HYPERLINK “http://www.managementstudyguide.com/factors-affecting-organization-culture.htm” http://www.managementstudyguide.com/factors-affecting-organization-culture.htm

Management Study Guide. (2008). Importance of Organization Culture. Retrieved from HYPERLINK “http://www.managementstudyguide.com/importance-of-organization-culture.htm” http://www.managementstudyguide.com/importance-of-organization-culture.htm

Maroney, J. P. (2004). Employee Motivation – The 5 Master Keysfor Success. Retrieved from HYPERLINK “http://www.jpmaroney.com/Free-Articles/employee-motivation.htm” http://www.jpmaroney.com/Free-Articles/employee-motivation.htm

Moorhead, G., & Griffin, R. W. (2012). Managing Organizational Behavior. (10th Edn.). Hampshire: Cengage Learning.

Caribbean Music New Style

Student’s Name

Institution

Caribbean Music New StyleCaribbean music in a new mode denotes that this art comprises of the communities’ such as Africa, Jamaica and Haiti cultural contexts that are encompassed in their traditional religion formal procedure. Thus, with the new style, there is a wide diversity of culture in the Caribbean music making it become a global knack and more popular. The fact of it having African-derived perspective signifies that there are no limits on both the secular and sacred norms as expounded in the chapter. The African religious mode forms the basis of a wide variety of famous festivals such as gumbay and carnival among other cultural-based ceremonials (Nettl, et al. 2015). With this, the Caribbean music mostly entails domination resistance, cultural affirmation and freedom ambitions as the subject matters which are a conventional drive to social liberty.

The favorite rites, dancehall such as reggae, rasin, and samba-reggae, as well as carnival music like Saco and calypso extemporary, have similar virtues which makes them perfectly fit in the new-fangled Caribbean music styles. The departure of the traditional performance of music if justified by the combination of various cultures which include European, Amerindian and the African art, music, and literature. The Caribbean music takes its different style as it can be categorized into commercial, folk and classical levels making everyone whether young, elderly, or belonging to any class fit in either of the music’s bracket.

The Caribbean music accurately makes use of strong instrumentation such as drums making it a favorite genre for many when it comes to dancing and listening to the dynamic music. The Latin style method makes the Caribbean music more delightful as one of the ways by which western culture influenced the genre. Even though initially the classical people resisted carnival style, it emerged among the world’s dominant platform today (Brill, 2017). The maintenance of the original styles, as well as combination of various international cultures, makes Caribbean music well-known globally together with its striking dancing flairs.

References

Brill, M. (2017). Music of Latin America and the Caribbean. Routledge.

Nettl, B., Turino, T., Wong, I., Capwell, C., Bolman, P., Dueck, B., & Rommen, T. (2015). Excursions in world music. Routledge.

Case #1: Enron

Part 1: Enron: The Smartest Guys in the Room tells the inside story of the spectacular rise and fall of one of the most scandal-ridden corporations in American history. This film takes a look at the collapse of the once seventh-largest company in the United States based out of Houston, Texas, where executives misappropriated billions of dollars, leaving investors scrambling and ruining the life-savings of thousands of employees.

Please watch the free movie Enron: the Smartest Guys in the Room (1 hour, 45 minutes) and answer the following questions. https://watchdocumentaries.com/enron-the-smartest-guys-in-the-room/ (There is one brief nudity scene–Enron exec Lou Pi is in a topless bar. If you are uncomfortable with this, please skip this scene.)

**Note: You need to answer the questions with clear information from the movie. I have watched this movie many times and can tell if a student is using the answers from the internet verses watching the movie. A zero will be given if a student did not watch the movie.

1. Explain the concept and rationale behind mark to market accounting and it’s significance to Enron.2. Describe the Enron culture.3. Who are Kenneth Lay, Jeffrey Skilling, Andy Fastow and Sherron Watkins? Describe each of their significance to Enron?4. Section 2.1 from your book discusses Recognizing Unethical Business Activities. What specific activities did Enron exhibit from this list. Explain.

5. Based on your reading on Utilitarianism, do you think the Enron Executives demonstrated this way of thinking? Why or Why not…explain.

6. In the Stanley Milgram experiment, why were 50% of the suspects willing to shock to the death? In what way does the Milgram’s experiment help to explain the behavior of the Enron traders?

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Beintehaa is a captivating soap that captures the essence of modern- tradition way of living of the India settings. It begins with a sweet tale of two children who do not seem to enjoy being around each other’s company with spite instilled on their expressions. This is the beginning of a program that is in Hindi dialect but seems interesting to watch because of its various dramatic sounds of expression.

The visual effects are portrayed in almost every dramatic entrance or the uncovering of a dark or sweet secret. The screening is of low quality excluding some movies that were subjected to better cameras and settings. Bollywood films such as this one are based on action, drama, comedy, emotion and romance in almost all episodes (Cooke, 2009). The events are strategically screened to show expressions on individuals when need be and they actually visualize an expression with a sound. The sudden thunder or whip of a storm is noted as anger or sadness. In times of joy, they celebrate it by the sweet melody of a singer who changes the movie into a dance and song in jubilation.

Bollywood movies are very captivating even without understanding the language, it is easy to flow with the story. They dramatize every situation and this makes it easy to figure out if the mood is anger, sorrow, happiness or joy. Through song and dance an individual can figure out if the song is for repentance or just a show of affection and in worst scenarios vengeance.

The language is difficult to decrypt and this is the most difficult for a viewer who does not speak Hindi. The scenes are the same with almost two destinations being used for screening and when dance begins the settings are changed. The cast are never moving into outdoor settings but are confined into living chambers of either parents, guardians or matrimonial homes. Almost all Bollywood movies major on the sensitive side of human nature. Action is limited to sound patterns and drama that will leave an audience ajar as compared to Hollywood productions.

In romantic or emotional programs people tend to be close to one another always breathing down each other’s neck. The difference in Bollywood they incorporate cultural ways of looking into things, they cherish marriage before love .The irony is a woman can stay inside a man’s house but has to have consent from both parents. The action as observed leaves room to question whether any form of acting was done on the part. The language is not easy to understand but an individual can follow a program and get what the movie is all about.

Bollywood does not exist in a physical place thus commercials can be done in any given area in contrast with US advertisements which are mostly taken from Hollywood(Cooke, 2009).In TV commercials both focus on reaching a certain target audience but the means to do so is different. Bollywood uses family, drama to sell its products or for advertisement while TV ads in the US uses human sensitivity and reality as a marketing tool (56-89).

The US relies on promotion of self-awareness, self-presentation and human sensitiveness to captivate audience. The amount of time based on a TV advertisement is longer in Bollywood because of constant dance and music that goes along with the commercial as opposed to US commercials. The Bollywood commercials take longer and the US commercials are short and precise. Hollywood TV commercials are recorded on set while Bollywood uses playback recording. Bollywood refrain from steamy and sexy scenes in commercials due to children accessibility to television screens and mobiles (Culture), as opposed to US modern day advertising.

The US uses various commercial venture to ensure competitiveness in the film and commercial industry. Most commercials are done online through social media and through 3d screens that are located in cities (Newth, 2013).

According to Newth (2013) the US commercials are a source of pride for the advertising company and thus require perfection before being released to the audience. The prelease of Movies is seen as a sign of advertising through trailers that give a glimpse of what to expect. Actors are subjected to various scrutiny before a role is awarded and this makes it even more competitive and creates a better forum for the Best.

In India advertisement companies are limited and Bollywood is one of the big three monopolies in the film industry. Through billboard and vinyl billboard, the advertisement are placed in specific localities in the country. Technologically, US commercials are essentially better due to introduction of 3D advertising technology (Newth, 2013). In India Commercial actors are chosen as per their names or roles in movies and thus is difficult to get the best. This can also be said about the main actors of Big Movies in US movies but due to advertisement purposes such roles are taken inevitable.

In Indian a commercial is arrange when a certain actor or actress is found as opposed to the US where a commercial is first design and implemented and a suitable actor/actress is found. Technology is the biggest advantage of US ads or commercials because the can reach a larger target audience faster through the internet. In Commercials are mainly seen on Television screens or heard on radio which is a small area as compared to the World Wide Web.

Reference

Cooke, C. J. (2009). Film Sequels: Theory and Practice from Hollywood to Bollywood (Vol. 1). Edinburgh: Edinburgh University Press.

Newth, T. V. (2013). The Ad-Makers: How the Best TV Commercials are Produced (Vol. 1). USA: CRC Press.

ACSCars, Inc.: Connected and Disconnected Environment

Refer to the ACSCars database from previous weeks and complete the following tasks and discussion.

•Using the connection created in the previous assignment, Discussion and the Data command, populate a DataGrid that connects to the Tcars table and shows all fields for the cars, including prices.

This is populated using addItem() method

import fl.controls.DataGrid;

var myDataGrid:DataGrid = new DataGrid();

myDataGrid.addColumn(“Tcars”);

myDataGrid.addColumn(“Tvendors”);

myDataGrid.addColumn(“Tdealers”);

myDataGrid.addColumn(“Transaction_master”);

myDataGrid.addItem({Tcars:”Car_id”, Tdealers:”dealer_id”, Tvendors:”vendor_id”, Transaction_master:”trans_id”});

myDataGrid.addItem({Tcars:”car_name”, Tdealers:”dealer_name”, Tvendors:”vendor_name”, Transaction_master:”dealer_id”});

myDataGrid.addItem({Tcars:”car_type”, Tdealers:”dealer_location”, Tvendors:”vendor_location”, Transaction_master:”car_id”});

myDataGrid.addItem({Tcars:”car_model”, Tdealers:”dealer_state”, Tvendors:”vendor_state”, Transaction_master:”car_amnt”});

myDataGrid.addItem({Tcars:”car_color”, Tdealers:”dealer_phno”, Tvendors:”vendor_phno”, Transaction_master:”car_discount”});

myDataGrid.addItem({Tcars:”car_price”, Tdealers:””, Tvendors:”vendor_items”, Transaction_master:”car_date”});

myDataGrid.width = 200; myDataGrid.move(10, 10);

addChild(myDataGrid);

Screen shot

•Bind the DataGrid to the DataReader in a connected environment.

SqlCommand cm = new SqlCommand(“Select * from ACSCars”, con);

SqlDataReader dr;

dr = cm.ExecuteReader();

DataTable dataTable = new DataTable();

dataTable.Load(dr);

•Answer the following questions with respect to a disconnected environment:

string ACSCarsConnectionString =

“Server=localhost;Database= ACSCars;” +

“Trusted_Connection=True;

MultipleActiveResultSets=True”;

◦How will the two DataAdapter objects be created?

The first step was creating a new Sqlconnection instance. This entailed including the System.Data.SqlClient namespace in the program.

After calling Open () on the sqlconnection created, we use another block for the sqldataAdapters

The third step entailed filling dataTable. The fill method was essential in populating the internal rows and columns on Datatable to match the SQL result

◦How will you retrieve data from these two DataAdapters?

Data is retrieved through “fill”. Fill is among the essential methods of retrieving data on the DataAdapter objects. Fill executes the query and fills the DatabAdapter objects with the results retrieved from the database.

◦What is the syntax for filling DataSet by using the Fill method?

The fill method allows users obtain the value of a column from the DataRow object and handles the casting DBNull. Basically, the fill method has six different prototypes.

When using the syntax, the table name that one passes is actually the source table name, so the actual table name as used in the Dataset may be different if table mapping is in use.

•In addition, define the steps involved in creating a database application by using DataAdapter Configuration Wizard.

The first step involves creating Windows Application template.

Step 2: Adding a Data Grid Control to the Form this stag einvolves adding Datagrid control to the form by dragging it from the Toolbox > Window forms category. Step 3: Adding a Data Adapter Componentthis is done by dragging sqlDataAdapter control from the Toolbox to the open form. When one drags the data adapter (Sql, OleDb, or ODBC), the DataAdapter configuration wizards open up.

The second page allows one crate a new connection or picking from the connection list. Note visual studio has default Puran SQL server.

Choosing a query type

This page is for selling command types. A command set entails SQL statement

Generate the SQL Statementthis page allows one build SQL statement.

Query Builder

This stage involves picking tables from the data source. This start by selecting ASCcars table to tead in the data. There are options of selecting as many tables as one may need.

Now, I’ll select three columns from the database table.

Step4: Setting and Reviewing Data Adapter properties once DataAdapter is on the form, one need to check the sqlDataAdapter component properties. This can be seen by right clicking on the adapter and selecting properties menu item.

Figure: Setting the SQL select command in the data adapter

Step 5: Filling the Data Grid Control with Datathis entails creating fillDbGrid, which fills a Dataset object. This is followed by reading data from a DataSet object and populating the DataGrid control.

Listing: FillDB Grid Methodprotected void FillDBGrid()        {            DataSet ds = new DataSet();            sqlDataAdapter1.Fill(ds);            dataGrid1.DataSource = ds.DefaultViewManager;        }Listing: Calling the Fill DB Grid from the Form1 constructorpublic Form1()        {            InitializeComponent();            FillDBGrid();        }

HYPERLINK “https://www.youtube.com/watch?v=WdQsLwjG-to”

Casablanca Directed by Michael Curtis

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HYPERLINK “https://www.youtube.com/watch?v=WdQsLwjG-to”

Casablanca Directed by Michael Curtis

In filmmaking, a variety of camera angles are utilized to improve the story, subject, and overall mood of the picture. Each scene is generally photographed in a certain way by the cinematographer. As a result, they want to express the entire meaning of their film through each frame, making the camera angle in each scene crucial. There are various camera angles available in filmmaking that can help an individual achieve their desired narrative objective for the film, ranging from basic to complex camera views. Examples of popular camera shots include high angle; A high-angle shot represents a cinematography strategy in which the camera looks down from above on the subject. This shot is designed to make the individual or item underneath appear weak, helpless, or defenceless. Low angle; this is When the camera is positioned low on the vertical axis, below the level of the eyeliner, and looks up at an object or subject above. The over the shoulder shot, which is usually framed as a medium or close-up, is used to define the eye line of where each character in the scene is looking.

In the movie Casablanca that Michael Curtis directed, the cinematographers used different camera angles to portray different emotions and scenes. Mostly, in the scene (Link to External Site), the camera angle utilized is over the shoulder camera angle. As the two characters (Female and male ) were conversing, we are presented a close shot at the shoulders’ range to capture the conversation (Labe, 2017) fully. Also, the female actor looked at the other actor in a suggestive manner which is why it was shot at close range as they needed the viewers to comprehend.

The lighting in the room also portrayed a sombre environment, with the shifting lights also bringing some sense of romance and love. The movies aspect ratio also portrayed the feeling of closeness and brought clarity for viewers.

References

Labbé, J. (2017, October 28). Casablanca, by Michael Curtiz (1942) – Play it, Sam. Play. [Video]. YouTube. Retrieved from

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Situational Approach

Case 5.1: Marathon Runners at Different Levels

Part 1

The runners are new to this activity and have accumulated no experience at all. Because they are all novices to running, they are classified as (D1) under the development levels. Their excitement about the race and their effort to show up each day is an indication of high commitment. So under the development levels, they are D1, low competence, and high commitment. This group asks basic questions constantly and is worried about their abilities in the race. For this reason, David should adopt the qualities of a coach represented by (S3) leadership styles. The group needs direction on the technicalities of a marathon. David does not expect, however, to deal with these kinds of questions and is not prepared. He is rather prepared to use Directing (S2), in his mind, his work is to direct and not to encourage this group coming to him with childish insecurities.

Part 2

It is clear from their choice of words and their concerns that runners in group two are considerably experienced and know a thing or two about running, they possibly lie under the (D3) developmental level (Northouse). With this group, David is at his element being highly supportive and because of their experience, he does not need to apply a hands-on approach or exercise high direction.

Part 3

This group’s experience and the ability of several of them to finish in the top ten put them at the D4 developmental category. It might not be David’s fault that he appears ineffective as a coach for this team. Their ego and an idea in their minds that they need a certain level of practice and tactics mean they do not appreciate David. They feel bigger than the New York marathon and look to focus on marathons beyond this one.

Part 4

David’s experience as a marathon runner himself is important for his coaching; his idea of the sport makes him suitable to speak to other people as a coach. The way he deals with group 1 may suggest a little bias, which is not a strong point for a leader. He needs to exercise patience if he is to succeed in this position. He also needs to exert a little more authority and demand respect from Group 3 runners.

Case 5.3: Getting the Message Across

Part 1

The current problem may be that training and leadership may be absent. It is good that Ms. Calder is interacting with students and relating with them, however, not having standards to run the station is major problem. She should focus some of her time training the students and holding them accountable than being friendly.

Part 2

Ann’s hands off approach means she is mainly doing things the S4 quadrant way and has no idea why the students are not following the rules. It is important for her apply the S1 or apply more of the S2 approach where she exerts more direction and becomes more involved. The nature of students and their ages mean their excitement for working for WCBA and learning the radio does not teach them right from wrong. They should be coached with an experienced individual and moderate during shifts.

Part 3

Ann can spend several shifts with the students and coach them on an individual basis. This will help her know how directive she needs to be with each of them. She will also be more informed on their level of skill. This is because situational leadership is based on the evaluation of employees’ skills and decides the level of need to amend in accordance.

Works Cited

Northouse, Peter G. Leadership: Theory and practice. Sage publications, 2018.

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Type 2 testing

Type 2 testing is carried out once the design has been approved and is the initial qualification of the system. This test is where satellite equipment and subsystems undergo functional and environmental tests, which is done when preproduction prototype equipment software formal procedure is available. The system is defined as qualified if it passes the Critical Design Review where the Flight model that will go into space is built. This is done after completion of performance tests, environmental qualification tests, reliability qualification, maintenance demonstration, and system compatibility testing [3].

Performance test

This test is done before and after the environmental test to verify individual performance characteristic this is according to “Surviving Orbit the DIY Way: Testing the Limits Your Satellite Can and Must Match Book 2 of DIY satellites. Its main aim is to ascertain that satellites and subsystems can provide necessary output, fluid pressure capabilities and airplane success mission [1:15-49]. This ensures that equipment’s or sub equipment levels are not subjected to degraded performances. The necessary output should understand whether a river crossing bridge can handle expected traffic flow or a production process will provide an effective widget per given period or health care facility can process a number of patients in a given time.

Environmental qualification [1] understands that solar vacuum tests can be used as it simulates the orbital environment for maintenance, transportation and handling functions which include factors such as temperature cycling, shock vibration humidity, wind, salt, spray dust, pollution emission, explosion proofing and electromagnetic interference. The use of thermal vacuum test helps simulate satellite flight model of conditions such as extreme temperature and pressure.

Structural test

The acoustic vibration test and sinusoidal vibration test are done to verify the vibration noise by launcher generated and to check whether the material characteristics can withstand, strain, fatigue, bending, torsion and general decomposition during launch.

Reliability qualification test

Functional test can be carried out to ensure satellite is operating as it should be. Validation of procedure is also carried to ensure equipment safety and evaluate degradation and determine the modes of failure.

Maintainability demonstration

They are conducted in one or more systems to access Mean correlative maintenance time, mean preventative maintenance time, maintenance labor hour per operating hour and mean active maintenance time.

Support equipment compatibility tests

This may include the electrical compatibility test that ensures compatibility between the equipment’s and subsystems are operating efficiently. This helps verify the compatibility between the prime equipment’s test support equipment’s and handling equipment’s.

Personal test and valuation

This test evaluates the personnel’s individual qualities and skills mandated for the flight. It tests the relationship between people and equipment through various simulation modes to gauge performance under different situations. It also verifies the relationship between the people and the equipment as well as the software. This helps determine the amount of training needed for the personnel to operate the satellite.

Technical data verification

This can be assisted through electrical system checks signal transmit ion from one part of a system is understood and received by another. This assists in the operational and maintenance procedures being effectively communicates to the ground systems.

Software verification

Software tests uses programs that communicate between themselves and the ground segment through a central flight software. They Software Units such as Computer System Configuration Items, hardware and software compatibility to verify information is transmitted as it should be. The Software is linked to ground segment commands and monitors the satellite and ensures verification and maintenance software is accomplished.

Supply chain element compatibility test

This is used to verify whether packaging, handling methods, transportation, distribution modes, warehousing, storage methods and procurement approaches are done efficiently.

Compatibility test

Antunes considered the RF compatibility test that checks the equipment’s and subsystems assumes the role of checking the operating efficiently with active use of the RF transmitters [1:19-35]. He also argues that) the electromagnetic compatibility test is used to measure interference levels and identifies whether equipment and subsystems require additional design when slightly subjected to increased level of interference.

Acoustic Testing

Acoustic testing is generally a means of carrying out noise and vibration studies for satellites or spacecraft’s by subjecting them to tough testing conditions replicating the expected conditions during launch. The reason is to mimic the extreme conditions of outer space and extreme launch conditions to reduce damage of the system components. This can be done by the use of Structural and thermal model and engineering models units that will be subjected replicated conditions during launch as argued by Torino [2].

Acoustic test is mainly done in large volume reverberation chambers where the noise generated by the launch is simulated and checks whether the satellite can withstand the stress levels. This is done by creating conditions that are a quarter more severe than lift off and it’s done by multi-shaker tests. This depends on size and payload of the satellite, to ensure vibration data is acquired from all locations of the satellite. Qualification tests and stress testing are carried out to ensure satellite survival and capture of vibration and noise data.

tests are run on a degree of freedom simulations which are run on large payloads. The channels used however might be subjected to unlimited channel count and the use of swept sine is a critical test in applying limited channels [2]. The use of Microphones as a measuring device are required to be calibrated at high sound pressure levels. The test ensures that the system is properly tested and due to the test can face high electromagnetic radiation and dramatic temperature changes before launching a satellite.

Reference

[1] S. Antunes, surviving orbit the DIY way. Sebastopol, CA: O’Reilly Media, 2012.

[2] W. Ley, K. Wittmann and W. Hallmann, Handbook of space technology. Chichester, U.K.: Wiley, 2009.

[3] B. Elbert, The satellite communication applications handbook. Norwood, MA: Artech House, 2004