The Motivation Of Human Resource Professionals - 947 Words

Introduction Understanding what motivates different people, in different situations is a topic that has been studied and written about in countless books, journals and other publications. In order to get the best productivity out of any workforce as well as assist employees in achieving personal goals and potential, it is paramount that Human Resource professionals have a basic understanding of what motivates employees. The Hertzberg Motivation Theory Frederick Herzberg first published his motivational theory in his book, The Motivation to Work which was authored in 1959. His theory focus’s around the idea that â€Å"satisfaction and dissatisfaction at work nearly always arose from different factors† (Businessballs, 2016). He cites several motivating factors for both satisfaction and unhappiness with a particular job. These factors include achievement, recognition, growth, the actual work itself, pay, benefits and relationships. In short, Hertzberg observed that factors which lead to satisfaction usually are centered on those that directly result from doing the job or task, while factors that led to dissatisfaction were more closely tied to what he deemed â€Å"Hygiene Factors†. As an example, a sense of achievement, recognition within the organization, personal growth and the quality of the actual work itself are what he refers to as motivators. Consequently, interpersonal rela tionships with superiors or peers, company policies, working conditions and a balance with personal lifeShow MoreRelatedMicrosofts Human Resource Management Strategy679 Words   |  3 Pagesï » ¿Microsoft CORPORATION HUMAN RESOURCE MANAGEMENT STRATEGY EXECUTIVE SUMMARY The Company Profile: Microsoft Corporation Importance of Strategic Human Resource Management Talent Management Strategies Compensation and benefit packages for employees Policies and practices for Labor relations management Comparison with the Competitors Conclusion OBJECTIVES OF THE HRM STRATEGY To design effective talent management strategies; including recruitment and selection, motivation and retention, performanceRead MoreHuman Resource Management And Organizational Success1516 Words   |  7 Pagesreaders understanding of the role human resource management plays within the context of both employee and organizational success. This paper begins with a look at the historical roots that lay the foundation for the growing need of human resource management (HRM). Some histories believe that HRM can be traced back to medieval times while other argue that human resources functions were not clearly grouped together and identified until the early 1900’s. Human resource management is an accumulation ofRead MoreAn Organization s Strategic Planning1323 Words   |  6 Pageshave dramatically changed the role of human resources (HR). Recruiting and retaining talent has become a key initiative as human capital and knowledge have become recognized as an organization’s top asset and avenue for creating a competitive advantage. More than ever before, chief executives officers (CEOs) and other organizational leaders are relying on HR to play an integral role in the strategic planning process. 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Depending upon the level of organization, there are a number of motivational factors and theories that maintain this level of motivation at the top of the world, but there is another factor, which provides a roadmap forRead MoreEmployee Competencies And Reward System For The Dental, Veterinary, And Rehabilitation Supply Markets Essay891 Words   |  4 Pages Name of Organization Description Patterson Companies, Inc. is a full-service distributor serving the dental, veterinary, and rehabilitation supply markets. They meet the needs of healthcare professionals by providing a total-package approach. The company employs about 6,850 people across its three business units: Patterson Dental, Patterson Veterinary and Patterson Medical. Founded in 1877, the organization began exclusively as a provider for dental merchandise. In 2001 they expanded intoRead MoreWhat Is The Conclusion Of Research?907 Words   |  4 PagesNisar, and Amir, 2014). The human asset speculations use to concentrate on participation, leaves taken by the representatives, dependability, targets met or not and so forth. In the wake of taking a shot at this fundamental paradigm, the human asset speculations use to cook the perspectives and assessments of every single authoritative pioneer as for the execution given by their devotees/subordinates. Therefore, the offices are given to workers by considering the human asset essential criteria and

What Is A Ciso - 1440 Words

What is a CISO? The CISO is a senior-level executive responsible for managing information security from a business perspective, as cybersecurity is increasingly being viewed as a business problem rather than an IT problem. The CISO establishes the enterprise vision, strategy, and program for protecting information assets and technologies to minimize risk to the business. In recent years the role has evolved from a pure security focus to identification and management of the organization’s business and operational risks. It goes beyond architecture and technology to address risks to the business and represent cybersecurity concerns and issues for organizational decision-making. â€Å"Modern-day CISOs should be viewed as business executives who are focused on managing business risk† , rather than focused completely on technology, according to Chris Ray, the CISO of Epsilon. The CISO needs to understand the technology, but then be able to translate relevant information for use by executive management in making business decisions and managing business risk. According to Rick Doten, CISO for Digital Management Inc., â€Å"The security guy really needs to understand the business risk, because a CISO’s job is not to protect IT, it’s to protect the business from the IT infrastructure.† What does a CISO do? The CISO s responsibilities have shifted in recent years â€Å"from general security to identifying, developing, implementing and maintaining security-related processes that reduce theShow MoreRelatedMonitoring Of Walmart Information Resources1379 Words   |  6 Pages12-3.1 What We Monitor Monitoring of Walmart information resources may include, but is not limited to, the following: Network traffic. Application and data access. Keystrokes and user commands. E-mail and Internet usage. Message and data content. Unauthorized access points. 12-3.2 User Agreement to Monitor Any use of Walmart information resources constitutes consent to monitoring activities that may be conducted whether or not a warning banner is displayed. Users of Walmart information resources:Read MoreWhat Every Ceo Should Know About Security858 Words   |  4 PagesNeuEon Blog Post Title: No CISO? What Every CEO Should Know About Security In today’s challenging corporate security environment, many companies do not have a dedicated Chief Information Security Officer (CISO) to provide the critical alignment between strategic security goals and functional security operations. A CISO can help organizations align the appropriate people, process and platforms with your strategic security roadmap, and provide invaluable feedback on the priorities, best practicesRead MorePlanning for Security945 Words   |  4 PagesOrganizational planning, described below, and Contingency planning, which focuses on planning or unforeseen events. Organizations must be able to forecast their needs relative to available resources as best they can to insure best decision making. 2. What are the three common layers of planning? How do they differ? Answer: Strategic – lays out long term goals, Tactical – more short term focus, Operational – daily and on-going operation goals 3. Who are the stakeholders? WhyRead MoreLab 1 How to Identify Threats and Vulnerabilities in an It Infrastructure945 Words   |  4 PagesOrganizational planning, described below, and Contingency planning, which focuses on planning or unforeseen events. Organizations must be able to forecast their needs relative to available resources as best they can to insure best decision making. 2. What are the three common layers of planning? How do they differ? Answer: Strategic – lays out long term goals, Tactical – more short term focus, Operational – daily and on-going operation goals 3. Who are the stakeholders? 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In medieval times it was common to have a â€Å"Sergeant at Arms† caring for the security of the castle and the only person he reported to was the king. Is it just me, or areRead MoreInformation Security And Training And Awareness1215 Words   |  5 PagesCEO shall undertake the following activities to ensure effective training and awareness of employees: i. Conduct training needs analysis on all the roles mentioned in the IS MS Governance Procedure including the Chief Information Security Officer (CISO), IS MR, IS Management Committee, IS Working Group, internal auditors, SCO, facility managers, floor warden ; ii. Provide training to the above mentioned roles in the organization; iii. Ensure that the necessary competence has been achieved; and ivRead MoreAcceptable Use Policy Template1370 Words   |  6 Pagessample Acceptable Use Security Policy using the outline identified in the Security Policy Template. 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Macbeth Essay and Rennassance Period Free Essays

The Renaissance Period The renaissance period started between the 14th and the 17th centuries ,and it? s associated to the rediscovery of the ancient Roman and Greek classics, geographical and astrological discoveries and the religious reformation, characterizes itself as a movement of thinking. Basically the Renaissance period the humanists try to make the feudalists and the ideas of the middle ages get extinct,and like this way ,introduce many new ideas of the rising bourgeoisie,and also to reconsider the purity of the Christian Church. Also there are many ways in which we can see that the Renaissance was a time of light for many thinkers, writers, etc. We will write a custom essay sample on Macbeth Essay and Rennassance Period or any similar topic only for you Order Now : as it sought to introduce blizzard poetic forms such as: the sonnet, free verse, these adapted to new topics with great interest communicating targets and new objectives humanists. The Renaissance was based on models of Greek and Roman classics, and precedents from Italy and Spain, the Spanish drama has evolved since the interludes and morality plays and became a complex art form, thus taking considered as the best known as dramatists, Christopher Marlowe, William Shakespeare and Ben Jonson, who wrote plays with such universal qualities of greatness, and that is why this drama becomes extraordinary and leaves a monument of the Renaissance in the history of English literature. The Renaissance, tend to emphasize the dignity of man and his earthly happiness was reflected in the work carried out in the period. Macbeth One of the most shocking things in Macbeth is the continued clash between the spirit of Macbeth and Lady Macbeth. While the former starts out good and faithful and is corrupted by his wife to the point of disappearing remorse from the beginning, the second starts completely cold and perverse but will decline in the course of the work into a freaking bag of remorse so that is continually hands stained with blood and suicide. I was struck by the fact that Macbeth is killed in battle trying to end their action while his wife, initially strong, committed suicide. Just how dies each compared with its initial intention is enough to see the exchange of roles: the weak just being strong and vice versa. A very striking point in the work is the continuous appearance of remorse in the protagonists. As Lady Macbeth says that their actions have destroyed his happiness and the evil they have done makes them suffer. Some allusions to remorse are the dagger that Macbeth sees before killing the king, the specter of Banquo, the blood on Lady Macbeth’s hands are not going, etc. .. I do not know how Shakespeare is a failure or is that I misunderstood something, but there is a mistake in the plot: the witches in his second appearance predict that Banquo will father a line of kings and later appears again this idea in the third appearance of the witches. However, once dead Macbeth, the successor to the throne is not Fleance, son of Banquo, as would be expected if the prophecies were fulfilled, but Malcolm, Duncan’s natural successor. The prophecy and reality are incompatible in this case, and only in this case, the rest of all prophecies are fulfilled. How to cite Macbeth Essay and Rennassance Period, Essays

International Entrepreneurship Management -Myassignmenthelp.Com

Question: Discuss About The International Entrepreneurship Management? Answer: Introducation Strategic management is the methods that help the organizations to manage their resources in an appropriate way so that they can achieve their goals or objectives. strategic management includes few steps like setting of the objectives, analysis of internal organization, evaluation of strategies and assuring that the management implement these strategies across the institution (Xi et al. 2015). For the present world, management strategies have become business buzzwords. Top executives in the top international companies have started to ponder the strategic missions and objectives, the managers rough out market strategies, operational chiefs find strategies from research and development to raw materials sourcing as well as distributor relations. The strategic management includes identification of the methods how the companies stack up in compared to their competitors (Ghezzi, Cortimiglia and Frank 2015). It also involves the appropriate recognition of the available opportunities and thr eats faced by the organizations which either come from the competitors or the organizations within. In most of the organizations, there are several levels of management. Strategic management is the most important because it approaches all the segment of a firm. It aids the corporations with guidance to corporate values, culture, goals and missions. The positioning approach of strategic management helps the corporation to understand its position in the market and the ways through which it will get proper exposure (Debicki, Van de Graaff Randolph and Sobczak 2017). The approach involves the branding plan based on business data. The dynamic approach helps the companies to translate the strategic ambitions of the leadership into required specific actions so that it can overcome the strategic execution failures. The learning approach focusses on the learning from the complex and unpredictable nature of the environment of the organizations. Positioning approach: The positioning approach is a plan which distinguishes an organization from a sea of similar competing organizations in a way that designs the corporation to be more attractive to the potential consumers in compared to its competitors. The chief elements of the positioning approach are first it differentiates the firm itself from others and secondly it appeals to the potential group of buyers (Debicki, Van de Graaff Randolph and Sobczak 2017). Viability: in order to differentiate the firms from others, they follow some specific ideology that marketing belief that their people as well as process are the best. Professorial services corporations are build around their employees because their success largely depends on the talents and qualities of their employees. Every companies demand that their own processes are the best and offers best exposure (Ghezzi, Cortimiglia and Frank 2015). The firms often claim to be100% committed to do exceptional works in order to create differentiation but many of their competitors also claim the same which increases competition. However, the claims of excellent services and best products often becomes clich as all the firms claim the same therefore the business complete depends on the appreciation of the clients. Benefits: the positioning approach aids the firms to hire exceptional people for differentiating the firm in the market (Marvel, Davis and Sproul 2016). It allows to realise the underperforming departments so that they can be easily checked and strengthened. In positioning strategies, the superior process allows for flawless communication, task completion before deadline and mistakes are checked and sorted before the clients check them. It builds reputation and provides competitive advantage as the firms feel encouragement to provide best and excellent works every time (Hammond, Pearson and Holt 2016). Customer service is the chief approach of the companies which builds great relationship with the customers. This is why the operational teams become more responsive, good listeners, dynamic and proactive. Through this approach the entire firm becomes market oriented. They find out the demands of the clients and customers to differentiating them from their competitors. It helps the firms to cope up with the constantly changing markets, its new developments, new scopes for competitive advantages to suit the customers changing expectations (Bettis et al. 2016). It makes the firm potent enough to win the attention as well as attractions of the customers by the means of suitable advertisements. They reach more consumers and clients and earn their loyalty. Making the firm different from the others the management always try to communicate with the clients as well as different kinds of customers do that they can add more and varied features to their products or services (Daspit et al. 2017). Product positioning is one of the important aspect of positioning approach where the consumers are allowed to consider products advantages before purchasing it. Therefore, product positioning has proved superiority of offers by the company over its competitors. It may also help consumers in choosing the right product. Implementation issues: positioning approach is difficult as the fact that even if the firms appreciate the employees talents, they do not get appreciation from the stakeholders. The complex services are difficult to process as the firms has to choose different service providers. The less qualified clients ask for seeing their process as well as the indicators. The firms often fail to maintain what they claim due to losing tenacity and dedication (Daspit et al. 2017). Exemplary services are quite hard to prove therefore building better customer relationships becomes challenge. Strong positioning needs to be built on self-evident attributes or else service remains only as a word but most of the firms do not possess credible supporting evidences. Limitations: There are various problems in positioning approach. financial of all, the corporations lose reliability for differentiating themselves by focussing on their stakeholders (Hammond, Pearson and Holt 2016). The client often stops believing such assurance. Secondly, the companies themselves announce that their people are the best but lose when they do not get the same appreciation from their customers or the clients (ONeill 2016). In positioning approach, the firms are to show their references and testimonials but even the meddling firms have few satisfied customers. Dynamic capabilities: The dynamic capability strategy analyses the firms sources and devices of wealth creation by capturing the firms operation in the rapid and technologically changing environment. the competitive advantages of the firms have been seen to be resting in its distinctive processes such as its coordination, designed by the asset positions of the firm and adopted evolution paths. The method and reason of gaining the competitive advantage largely depends on the market demands, imitability and replicability of the firms (Hill, Jones and Schilling 2014). The necessity of path dependencies gets simplified when conditions of growing returns exists. The dynamic strategies involve identification of new opportunities and embracing them by strengthening internal organizational and technological aspects of the firm. Viability: Dynamic approach aids the organizations to discover the opportunities and organise them efficiently and effectively in the organization so that they can be embraced fundamentally to private wealth creation (Pearson, Bergiel and Barnett 2014). Strategizing help the companies engaged in the business conduct in order to keep the competitors off balance, increases costs of the rivals and excludes fresh entrants (Hill, Jones and Schilling 2014). Dynamics speak to mastery, process as well as speed through which the firms adapt their resources for responding to the changes in marketplace and to the constant emerging opportunities. These include excellent technical methodologies, intellectual property or Patents, business process knowledge and speed, the eminence of customer or business relationships, strength of culture and values of the organizations and the strength of their resources such as human, assets and economy (Kramar 2014). Benefits: The chief benefits of being dynamic evolves round gaining competitive advantages over the rivals (Pearson, Bergiel and Barnett 2014). It allows the companies to incorporate innovations so that they can respond to specific situations or environment of the market for instance the appropriate time to rent the market. The dynamic strategies allow the firms to introduce swift alterations in the arena of technology so that they can gain more advantages and upgrade fast with changing market. It creates scopes for prospective competition where the market ascertains the dynamic nature which eventually prove to be vital for sustained competitive advantages (Rosemann and vom Brocke 2015). Dynamic capabilities strategy reflects the strategic ambitions of the leaders into particular actions, clearly designing the activities for enabling the administrations to adapt to the changing conditions as well as investing in exertions. It encourages the corporations to embed newer and upgraded skills and organizational behaviours. This methodology enables the management teams to establish and sustain a vibrant and engaging information system strategies to confidently assure to handle complex as well as nuanced strategies efficiently (Kramar 2014). Dynamic capabilities allow the firms check and correct the weak sections of the organizations. New information is gathered by identifying problems which require rapid course corrections or the leading indicators signalling that some changes in direction is needed. It increases the contextual awareness of the leaders by imploring diverse perspectives. They leverage the scenario-planning as well as environment-scanning apparatuses to anticipate the changes (Mahto and Khanin 2015). The dynamic capabilities approach helps the individuals develop newer competencies as well as results to gain the sustained performance improvements. This strategy can help to address the organizational resistance which often torpedoes the implementation efforts (Simsek et al. 2015). dynamic approach of strategic management adopts different mixture of moderate activities in initial stages of implementation by highlighting the ones which set the stages for managerial learning. Dynamic capability approach produces concrete deliverables as well as value in the initial stages, increase learning, alignments and enthusiasm (Bettis et al. 2016). dynamic approach for strategy implementation, the companies can possibly upsurge the odds of efficiently translating, adapting as well as sustaining innovative strategies. Implementation issues: Enhancing dynamic capabilities in a firm is the toughest aspect of setting and implementing strategies. It often becomes difficult for the companies to adapt, integrate or build new changes in the firms (Mahto and Khanin 2015). Reconfiguring internal as well as external competences for addressing the rapidly changing market environments pose to be threat for the small and medium corporations as they have limited resources to react sufficiently and judiciously to the external changes (Short et al. 2016). Limitations: Building institutional capabilities necessitates significant efforts from evidently defining current as well as desired capabilities for designing the integrated systems of assets including activities which build and sustain them (Rosemann and vom Brocke 2015). As mentioned before the adaptation procedure needs complete or partial changes in the technical systems to grow and sustain it but not all the organizations can be able to bring such changes in limited time (Bergh et al. 2016). Therefore, without proper and adequate structure it will initiate a negative effect on the firm. Learning focussed approach: Learning focus approach of strategic management focuses on the origin of the strategies emerging from learning process. This process involves the experiences from which the people of an operations learns to gain knowledge and face the similar situations in future (Tarakci, Ates and Wooldridge 2015). It captures the experiences both individual as well as collective build common patterns for paving way to learning (Moura-Leite, Padgett and Galn 2014). The organizational learning approach helps the companies to know all the tricks of the trade therefore beneficial for gaining more competitive advantages. Viability: Learning approach strengthens to companies in such a way that they become able to approach the organizational processes. The strategy of organizational learning is the most important of all as a minute change in the organization can be effective to bring disaster. Therefore, learning all internal and external elements is essential for the management teams (Bergmann and Stephan 2013). This approach views the organizational change both from psychological as well as relational perspectives. The leaders of the firms can be able to approach the organizational processes and eventually the attain the organizational changes from the standpoint of three main communities such as academics, consultants and the actors involvedin the operation of an organization (Georgakakis and Ruigrok 2017). Benefits: Learning approach helps the organizations to gain knowledge as well as insight through the evolved theories, methodologies and the models in the field of organizational development and learning. The organizational learning makes the organizations capable to integrate, relate, compare finally critically evaluate the acquired knowledgeand skills (Moura-Leite, Padgett and Galn 2014). This approach aims to change the people of an organization including their shared thought as well as actions. These are often moulded and embedded by the demands of the institutions. As learning process is essential to recognise the requirements of the clients and the stakeholders, it increases the resources of the organizations according to the demands. This is the primary stage through which the constant changes can be recorded and thus involves facilitation of learning. By supporting as well as increasing individual knowledge, embedding them into teams through discussion, experiences sharing, dialogues and more particularly through observation (Moura-Leite, Padgett and Galn 2014). Implementation issues: Despite the fact that the learning approach of strategic management is not very difficult to implemented for the heads of the organizations but the studies reveal that the learning approach plays a very trivial role in formation of the organizational strategies in reality (Bergh et al. 2016). Limitations: Learning focussed approach has imitations in formulating effective strategies as they delinked the management firm operations. The organizations have a great variety of people therefore, applying learning approach do not have proper reach to all the employees. small actions or decisions which are often born out of chance over time become key drivers of the change in strategic directions of the firm. Conclusion: Therefore, it can be concluded that this paper discusses three of the most important approaches used for developing the businessstrategyin the organizations. It indicates that strategy management tactics in diverse organizations has been developed through various strategic approaches. These approaches are normally different from one another in terms of their scopes, complexity and strategic focus. In addition, the report also reveals that every approach has their own sets of limitations. The importance of these three approaches to the organizations depend on the methods of utilization in business strategy. These strategic approaches refer to the specific arenas which the particular strategy aims to target. All of these approaches have difficulties in implication in the organization but also have numerous benefits which mainly help the organizations to gain the competitive advantages. according to the researchers in their field, the organizations need to first identify their own strategic focus then extend the scopes before attempting to adopt them. The most important fact is that the organizations stand an improved chance of expressing their own operative business strategy through developing their own abilities for sizing up and realise the sense of business activities. The companies are becoming more conscious of the incessant changes taking place in their corporate environment. More importantly, for the organizations increasing their capabilities, they need to prim arily develop proper competencies then seek innovative strategic directions as well as identify strategic initiatives. The organizations will be able to identify and develop the most suitable approaches to formulate as well as implement more operative business strategies with the help of competencies, strategic directions supported by initiatives. References: Bergh, D.D., Aguinis, H., Heavey, C., Ketchen, D.J., Boyd, B.K., Su, P., Lau, C.L. and Joo, H., 2016. Using meta?analytic structural equation modeling to advance strategic management research: Guidelines and an empirical illustration via the strategic leadership?performance relationship.Strategic Management Journal,37(3), pp.477-497. Bergmann, H. and Stephan, U., 2013. Moving on from nascent entrepreneurship: Measuring cross-national differences in the transition to new business ownership.Small business economics,41(4), pp.945-959. Bettis, R.A., Ethiraj, S., Gambardella, A., Helfat, C. and Mitchell, W., 2016. Creating repeatable cumulative knowledge in strategic management.Strategic Management Journal,37(2), pp.257-261. Daspit, J.J., Chrisman, J.J., Sharma, P., Pearson, A.W. and Long, R.G., 2017. A Strategic Management Perspective of the Family Firm: Past Trends, New Insights, and Future Directions.Journal of Managerial Issues,29(1), pp.6-29. Debicki, B.J., Van de Graaff Randolph, R. and Sobczak, M., 2017. Socioemotional wealth and family firm performance: A stakeholder approach.Strategic Issues in the Family Firm,29(1), pp.82-111. Georgakakis, D. and Ruigrok, W., 2017. CEO succession origin and firm performance: A multilevel study.Journal of Management Studies,54(1), pp.58-87. Ghezzi, A., Cortimiglia, M.N. and Frank, A.G., 2015. Strategy and business model design in dynamic telecommunications industries: A study on Italian mobile network operators.Technological Forecasting and Social Change,90, pp.346-354. Hammond, N.L., Pearson, A.W. and Holt, D.T., 2016. The quagmire of legacy in family firms: Definition and implications of family and family firm legacy orientations.Entrepreneurship Theory and Practice,40(6), pp.1209-1231. Hill, C.W., Jones, G.R. and Schilling, M.A., 2014.Strategic management: theory: an integrated approach. Cengage Learning. Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?.The International Journal of Human Resource Management,25(8), pp.1069-1089. Mahto, R.V. and Khanin, D., 2015. Satisfaction with past financial performance, risk taking, and future performance expectations in the family business.Journal of Small Business Management,53(3), pp.801-818. Marvel, M.R., Davis, J.L. and Sproul, C.R., 2016. Human capital and entrepreneurship research: A critical review and future directions.Entrepreneurship Theory and Practice,40(3), pp.599-626. MK, H. (2018).Approaches to Formulating Business Strategy: A Review. [online] OMICS International. Available at: https://www.omicsonline.org/open-access/approaches-to-formulating-business-strategy-a-review-.php?aid=85973 Moura-Leite, R.C., Padgett, R.C. and Galn, J.I., 2014. Stakeholder management and nonparticipation in controversial business.Business Society,53(1), pp.45-70. ONeill, J.W., 2016. The role of storytelling in affecting organizational reality in the strategic management process.Journal of Behavioral and Applied Management,4(1). Pearson, A.W., Bergiel, E. and Barnett, T., 2014. Expanding the study of organizational behaviour in family business: Adapting team theory to explore family firms.European Journal of Work and Organizational Psychology,23(5), pp.657-664. Short, J.C., McKenny, A.F., Ketchen, D.J., Snow, C.C. and Hult, G.T.M., 2016. An empirical examination of firm, industry, and temporal effects on corporate social performance.Business Society,55(8), pp.1122-1156. Simsek, Z., Jansen, J.J., Minichilli, A. and Escriba?Esteve, A., 2015. Strategic leadership and leaders in entrepreneurial contexts: A nexus for innovation and impact missed?.Journal of Management Studies,52(4), pp.463-478. Tarakci, M., Ates, N.Y. and Wooldridge, B., 2015, January. Performance feedback and middle managers divergent strategic behavior. InAcademy of Management Proceedings(Vol. 2015, No. 1, p. 16577). Xi, J.M., Kraus, S., Filser, M. and Kellermanns, F.W., 2015. Mapping the field of family business research: past trends and future directions.International Entrepreneurship and Management Journal,11(1), pp.113-132.

Mental Workload Nursing, Air Traffic Management and IT

Introduction It has been acknowledged that people are subjected to different levels of mental workload (MWL) at their work places. Different jobs are associated with different tasks, responsibilities and social interactions. This, in its turn, leads to different levels of MWL (Leka Houdmont, 2010). In the first place, it is important to define the concept of MWL. Wickens (2008) notes that the concept characterizes â€Å"the demand imposed by tasks on the human’s limited mental resources, whether considered as single or multiple† (p. 452).Advertising We will write a custom report sample on Mental Workload: Nursing, Air Traffic Management and IT specifically for you for only $16.05 $11/page Learn More Researchers try to evaluate the levels of MWL associated with different jobs, to increase effectiveness of employees and reduce anxiety, job dissatisfaction and address various negative effects (Sassaroli et al., 2008). To take a closer look at different factors influencing levels of MWL, it is possible to focus on particular jobs. The present paper dwells upon such areas as nursing, air traffic management and IT. Thus, it is possible to analyse such jobs as the nurse practitioner at geriatric nursing home, the en route air traffic controller and the IT professional. Different factors influencing MWL are examined for each job. The present paper also contains some recommendations concerning decreasing the level of MWL for one of the jobs. Factors Contributing to MWL Researchers single out various factors contributing to MWL. For instance, Rafnsdottir et al. (2004, p. 51) mention such factors as time pressure, dissatisfactory communication with colleagues, supervisors or clients, â€Å"dissatisfaction with the hierarchy at work† as well as violence and harassment at workplace. Rubio et al. (2004) focus on such factors as objective difficulty of tasks fulfilled and employees’ attitude towards their tasks. Metzg er and Parasuraman (2005) also take into account such factor as employees’ self-confidence. As far as the jobs mentioned above are concerned, it is possible to define particular factors contributing to MWL. IT professionals may be exposed to several factors contributing to MWL. In the first place, tasks completed by IT professionals may be monotonous at times. Notably, monotonous work is regarded as one of the factors contributing to MWL as people get mentally tired (Leka Houdmont, 2010). IT professionals may also experience lack of communication and social interactions. Admittedly, social interactions provide employees with the necessary relaxation at workplace, distracting employees from their tasks and giving the necessary rest to their brains. As for the tasks themselves, the complexity of the task can also contribute to MWL. Thus, when an employee cannot cope with a task, he/she feels anxiety, stress and job dissatisfaction. As for the en route air traffic controllers, there are specific factors to examine. Loft et al. (2007) note that this job is associated with quite high level of MWL. The major factors contributing to MWL are time pressure, the necessity to make a lot of quick and correct decisions, interactions with others (pilots, controllers, etc.).Advertising Looking for report on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More En route air traffic controllers experience considerable level of MWL due to the objective complexity of their tasks. Nonetheless, people who have the necessary skills, knowledge and have the necessary experience do not feel job dissatisfaction or fatigue as they have the necessary tools to handle tasks. Finally, nurse practitioners at geriatric nurse homes have to cope with high levels of MWL. The major factors contributing to MWL are psychological, to great extent. Rafnsdottir et al. (2004) report that these employees often feel dissatisfaction as they feel they do not fully meet patients’ as well as managers’ expectations. Besides, nurse practitioners are exposed to anxiety patients feel, and to their sufferings. Nurse practitioners have to comfort people who have really serious, painful and often terminal diseases. It can be psychologically difficult to work in such conditions. Different Levels of MWL The jobs mentioned above have quite different levels of MWL due to peculiarities of the jobs. The three jobs presuppose different tasks, different levels of responsibility and different levels of communication. Thus, IT professionals work with machines and communicate with their colleagues (the majority of their time they spend communicating with other IT professionals). En route air traffic controllers have to handle much higher degree of responsibility. They are responsible for lives of many people. They also have to communicate with different professionals. En route air traffic controllers have to be very precise, organized and attentive. However, it is necessary to note that they still communicate with other people through machines, which creates certain alienation. Nurse practitioners have to communicate with many people (patients, other practitioners, managers, patients’ relatives) in person. These employees are exposed to really hard feelings. They have to see suffering of people. At that, nurse practitioners cannot always alleviate patients’ sufferings. These factors make this job really difficult. Among the three jobs, this job has the highest level of MWL. Recommendations One of the major factors that contribute to MWL is dissatisfaction because of inability to â€Å"harmonize the demands and expectations of patients/employees/supervisors† (Rafnsdottir et al., 2004, p. 51). It is possible to address this problem. Thus, it is possible to launch special training. This training will presuppose gaining professional knowledge and sharing experience. Apart from gaining new skills and knowledge, nurse practitioners will be able to obtain self-confidence. They can obtain hope that all difficulties can be handled.Advertising We will write a custom report sample on Mental Workload: Nursing, Air Traffic Management and IT specifically for you for only $16.05 $11/page Learn More Apart from this, it can be also helpful to launch team building and recreation activities for nurse practitioners. Barbecues, sport competitions, concerts, etc. can help nurse practitioners relax. These activities can involve nurse practitioners only, or these could be combined teams (nurse practitioners, patients, supervisors, relatives, etc.). Positive emotions will help employees handle various negative factors they are exposed to at work place. It is also important to make sure nurse practitioners can obtain the necessary psychological assistance when necessary. Finally, it can be effective to monitor nurse practitioners’ job satisfaction several tim es a year. This will help researchers learn more about factors contributing to MWL. It will also help them come up with possible steps to decrease the level of MWL in this field. More so, it can also help work out general steps to decrease levels of MWL at different workplaces. Conclusion On balance, it is possible to note that different jobs have different levels of mental workload. These differences are due to different levels of responsibility and peculiarities of each job. Admittedly, there are various factors contributing to MWL, e.g. monotonous work, overcomplicated tasks, time pressure, etc. However, jobs involving a lot of communication and social interactions have high levels of MWL. For instance, the profession of the nurse practitioner presupposes high levels of MWL as these employees have to see other people’s suffering, which is associated with significant psychological pressure. However, it is possible to decrease the level of MWL by launching specific training courses, team building and recreation activities. It can be effective to provide psychological assistance to nurse practitioners. Reference List Leka, S., Houdmont, J. (2010). Occupational health psychology. Chichester, UK: John Wiley Sons. Loft, S., Sanderson, P., Neal, A., Mooij. (2007). Modeling and predicting mental workload in en route air traffic control: Critical review and broader implications. Human Factors, 49(3), 376-399.Advertising Looking for report on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Metzger, U., Parasuraman, R. (2005). Automation in future air traffic management: Effects of decision aid reliability on controller performance and mental workload. Human Factors, 47(1), 1-15. Rafnsdottir, G.L., Gunnarsdottir, H.K., Tomasson, K. (2004). Work organization, well-being and health in geriatric care. Work, 22, 49-55. Rubio, S., Diaz, E., Martin, J., Puente J.M. (2004). Evaluation of subjective mental workload: A comparison of SWAT, NASA-TLX, and workload profile methods. Applied Psychology: An International Review, 53(1), 61-86. Sassaroli, A., Zheng, F., Hirshfield, L.M., Girouard, A., Solovey, E.T., Jacob, R.J.K., Fantini, S. (2008). Discrimination of mental workload levels in human subjects with functional near-infrared spectroscopy. Journal of Innovative Optical Health Sciences, 1(2), 227-237. Wickens, C.D. (2008). Multiple resources and mental workload. Human Factors, 50(3), 449-455. 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Greenhouse essays

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