Work Force Management in an Organization

Abstract

            Various changes in the environmental factors have affected the way the different organization plan their work force. Most of the businesses nowadays have dropped the traditional method of organizing the workforce. This essay presents some of the possible challenged that are associated with the use of this traditional approach of organizing the workforces. The major reason why various organization have dropped this tradition method of organizing is the fact that this method is based on a wrong assumption that the prevailing market condition will remain for a long period. However, it is important to note that the business environment constantly undergoes various changes due to the changes in technology and the economic condition. Moreover according to finding in this essay it is evident that the political factors can negatively affect a business that is using the traditional approach of organizing the workforce. This is because the politics in a given country constantly undergoes various changes and hence the business must organize their workforce according to these changes. Due to the various challenges associated with traditional approach of organizing the workforce various organizations have established new method of organizing the workforce. In this case the essay present some of the way in which some of the Nationalized oil firms in France have organized their workforce in different levels to ensure that the organization adapts to the prevailing market conditions. Most importantly the essay also presents the possible terms that need to be included when signing of a new contract. In this case, from the finding in the essay it is evident that the employment contract should be among other thing be legal so that both parties are bound by the terms of the contract.

Introduction

            Work force planning is an essential component in ensuring that a business is able to achieve its objectives. This is because the workforce planning help in linking the employee with the organizational goals and objective. The objective of this essay is to therefore is to present the various ways in which the management should treat their employee. The essay will also try to analyses the tradition approach of organizing the workforce and establish some of the limitations associated with use of this method in organizing the workforce. In relation to this one of the objectives of the essay is to analyze the influence of the socials economic factors has on the tradition approach to organizing the workforce in an organization. Another major objective of the essay is to analyze some of the modern methods used in organizing the workforce in different organization. In this case the essay analyses the method of workforce organization used in the UK public sector and the nationalized oil firms in France.

            Moreover, another objective of the essay is to analyze the current liberalization as introduced by the European community. In relation to the essay also analyses the two major reason that the led to the European Union issuing the directives. In addition, the essay also presents some of the possible terms of contract that the employer needs to put in the terms of the contracts. In this case the essay argue that the terms of the contract of employment should include among other thing the termination date of the contract.

Research method used

            In order to achieve the various objectives set, the case study analyses will be used to determine the most effective methods of organizing and treating the workforce in an organization. The secondary data available in the books will therefore be used in the analyses of the case study. The use of the secondary data will help to ensure that the data collected is accurate. In addition, the secondary data collection methods are also time saving and cost effective since it involves analysis of the already available data. However, the primary research methods will also be used where the data will be analyzed from different companies’ website. This is will help to supplement the already available secondary data in the books. In this case therefore the use of the both the primary and the secondary data will help in establishing the most effective ways of treating and organizing the workforce in an organization.

The traditional approach to organizing the workforce

            Work force planning refers to the various methods of aligning the needs and priority of the organization with the workforce in order to ensure that it meets its legislative regulatory and the organizational goals and objectives. Work force planning in most cases must be directly linked to the strategy and business planning of the organization. In this case in order for an organization to have an effective work force planning strategies the mission and the goals of the organization must be represented during planning. The major purpose of the workforce planning is to indentify future human resource requirement and to develop action plans that can help to eliminate the discrepancies between the demand and supply of the labor that may be foreseen. The workforce planning also helps to reduce the labor cost through ensuring that an organization has enough workforces at all the time.

           The tradition approach to organizing the workforce is based assumption that the talent need of an organization can easily be predicted. In this case the management assumes that the skills needed two or three years ago are the same (Baker, 2009). Moreover, the tradition approach of planning also assumes that the employee will stay in the organization for several years. Most of the tradition approach does not provide room for an organization to respond to the various changes happening in the business world. In addition the tradition approach to organizing the workforce, the turn over prediction is based on the performance of the previous year. However, the approach fails to predict what would happen if the organization lost key staff member or fails to achieve its business target. The tradition approach was also influenced by other factor such political, social economic among others

Political influence on the tradition approach to organizing the workforce

            The political influence is can be termed as a key component of the business environment. This is because whatever happens in the politics of a country may affect the performance of the business. In relation to the stability of the government may affect the business since it defines the environment where the business is operating (Burke & Cooper, 2012). The international relation the government has also affect the business environment since the presence of a bad relation with foreign government may affect the export of the business.

            Considering the tradition approach to organizing work force it is evident the political environment can greatly affect the performance of the business. This is because the political environment is currently changing across the globe this therefore implies that an organization using the tradition approach to workforce planning may not be able to adapt to various changes since it is based on the assumption that the business environment will not change. Moreover implementation of new government regulations may also negatively affect the operation of a business using this approach. This is due to the fact that the business may be forced to adopt new regulation for recruiting the workforce different from the traditional approach. This therefore implies that a business needs to ensure that they have a flexible workforce planning that can allow and support the business to adapt to the changes in the political environment (Burke & Cooper, 2012). However it is important to note that the traditional approach to the workforce planning cannot allow the business to adapt to the changing business environment.

            The various policies of implemented by the government can also affect the performance of the business in several ways (Vigoda-Gadot, & Drory, 2006). First the government can lower the taxes for the business and therefore ensure that the business is able to achieve to achieve tremendous growth. This therefore implies that in such a situation the business may be forced to employee more people in order to continue benefiting on the current economic conditions. However, it is important to note that a business using the traditional approach of organizing may not be able to benefit from such as an offer from the government.

Social economical influence on the tradition business approach

            The social factor refers to the various changes in the society and other social structures. The various changes in the population and the consumer lifestyle also affects the business in various ways and therefore may in turn affect the business using the tradition approach to organizing the workforce. The economic factors on the other hand influence the business in several ways. First the various changes in the demand and supply of the product may affect the business model. This is because the management of the organization may be forced to implement strategies in order to meet the prevailing demand and supply. The strategies that a business may implement in this case may include hiring of more staff in order to cope up with the prevailing demand and supply. However, a business using the tradition approach to organizing the work force may have a problem adjusting to the changed in the demand and supply (Baker, 2009).

            Inflation is another economic phenomenon that can negatively affect a business that is using the tradition approach of organizing of the workforce. This because in the situation where inflation occurs the business may be forced to reduce on its production rate due to the high prices of the raw materials. In this case therefore a business using the tradition approach may not be able to make these kinds of adjustment in their operations. Moreover, the income and unemployment rate in the country also affect negatively a business that is using the tradition approach of organizing their workforce. This is due to the fact that change in the income rates in the country may therefore force a business to adopt new measures to cope up with the new change. However the business using the tradition method may not be able to adapt to such changes.

Modern methods of organizing the workforce

           In order for a business to succeed in the modern economy the management must ensure that they integrate the knowledge in the human capital management into their operation. This therefore implies that the business must be able to organize and plan for their workforce to ensure that the business continues to earn profit (Bechet, 2008). It is evident that the modern methods of organizing the business has helped reduced barriers and opened the business for international market this has in turn allowed the business to import some of their staff in the international market. In relation to this there has also been an increased pressure from other business. This has therefore resulted to various businesses losing some of its important managers. In this case various businesses have been forced to develop measures to ensure that the business adopts new strategies of organizing their staff (Baker, 2009). This is to help reduce the loss associated with losing an important staff member. The manager in various organizations therefore needs to ensure that they fight against the pressure of modern economy and technology to ensure that they continue making profit. The following are some of the response the management of different organization has been forced to implement in relation to organizing their workforce to ensure that they deal with the influence of the external business environmental factors.

Workforce organization in the Public services in UK

            The public sector in UK has over 6milloin people who work in various organizations. The people working in the public sector comprise of professionals from different fields, for instance in the local government there are over 80 different professionals working there (Wallace, Fertig, & Schneller, 2007). Workforce organization in the UK public sector has helped the government in several ways. First it has helped in the distribution and allocation of the resources in the manner that has allowed the government to meet their objectives. The workforce planning has also helped in the preparation of contingency plans to help ensure that the various government departments are able to meet the goals of the organization. Moreover, the presence of a good workforce planning has helped the government to prepare for a framework for growth and progress. In addition organization of the workforce in the public sector has helped to ensure that the different departments in the government are able to make proper decision regarding growth and development. Most importantly organizing the workforce has help to ensure that the needs of the workers are met. This has in turn helped to reduce the number of strikes that are associated with poor workforce planning.

Most of the government departments have been forced to incorporate the modern workforce planning comprising of eight major steps. In the first step the management of each department must ensure that they understand the business and its direction (Wallace, Fertig, & Schneller, 2007). After analyzing the goals of the department the management must ensure that they analyze the workforce in the department. This is to help identify the existing workforce demand and the progression root. Moreover the management of the government department must also ensure that they indentify the skill gap in the existing workforce. In relation to this the department must ensure that they asses the future workforce demand. The management must also ensure that they understand the labor market. This is to help ensure that the organization is able to respond to the prevailing market conditions. In addition, the management must also ensure that they carry out training plans to the new employee. This is to help in ensuring that the new employee understands the goals and objectives of the organizations.

Nationalized Energy firms in France

            Most of the nationalized energy firms in France have also implements modern approach of planning the workforce in an organization (Lequiller, 2006). This is to help ensure the organizations are able to deal the problems associated with the tradition approach of organizing the work. This is because this tradition approach to planning was affected drastically by the social economical and the political factors. In this case therefore most of the naturalized energy firms in the France have developed new work force planning methods. According to the new work force planning strategies the entire levels of the management must be involved in the planning and implementation phase. This therefore implies that before an organization undertake work force planning and the management must ensure that they consult all the key stakeholders involved. In relation to this organization must ensure that they assess the various services they are offering before implementing new services. The organization and human resource logistics must also be considered in the initial step of the human resource planning.

            Moreover, according to the new method of workforce organization practiced in the nationalized energy firms in France the key business drivers must also be put into consideration (Lequiller, 2006). This is to help ensure that the organization of the workforce is in line with various business drivers such as the technology and budgetary allocations. In addition the future demand of labor must also be put into considerations. This is to help in ensuring that the business is able to meet its future goals and objectives. In relation to this the firms also assess the current labor supply in order to evaluate whether the current labor market can help in meeting the labor demands of the business. The management of the various nationalized firms also analyzes the gap and issues related to work force management issues. In order to maximize the production the management of these companies have ensure that they pay attention to the various competing priorities to ensure that the organization is able to implement the best possible strategies of managing the organization. Most importantly the management of these organizations has also implemented clear strategies that anticipate the changes in the market conditions. This helped to ensure that these organizations are able to adapt even in the situation where there is global economic recessions.

Features of an employment contract should have

A contract of employment is an agreement between an employee and employer that outlines all business relationships and the specific compensation an employee will receive in exchange of work performed. It is a written agreement that specifies terms and conditions that an employer and employee will portray for a certain duty to be carried out. This contract of employment is issued during the time an employee is hired the work. All requirement of an employment contract should be spelled out in the specific terms or indications. For any contract to be valid it must portray the following features:

The contract of employment should indicate the names of both the employee and employer. In addition, the name of employee who is being employed should clearly be listed down. It should also contain the contact address of employee. It should also contain the name and contract address of employer. These are essential components that make the employer to communicate well during the specific contract time. Contract of employment should also contain the exact date of employment. The contract of employment should also contain the date when the contract will terminate. This will help the employer to know when to start calculating the entitlements of the employee. It should also contain the working hours of an employee (Reitz, 2007). This entails that the number of working hours of an employee in a day should clearly be stated. It should also have a confirmation, meaning that the number of months or years an employee will serve before his or her appointment.

Another essential feature of contract of employment is the title of the job. The title of employment should give a brief description of the work offered. It should also include the main aim of the work and a description of the work expected from the employee. It should also indicate the job tasks. This means that the kind of job offered. The number of days or months should be written before the contract is terminated. In addition, employment contract should indicate the period of notice of certain employment. Both employee and employer are entitled for a specific notice on termination of the contract. In this case the employee should be paid his or her payment when the notice period has ended (Hardy & Butler, 2011). The salary that is agreed on should be indicated in the contract of employment. It should also indicate the methodology used to calculate remuneration. In addition, the interval of payment should be clearly written may it be weekly or in the end of the month. Contract of employment should also contain the employee’s leave entitlements. In addition, the number of days he or she is entitled to. It is also necessary to indicate the type of leave entitlements. These may include those days the employee is sick or has an agent appointment. It must contain the leave allowances. The contract of employment should also indicate the employee’s pension entitlements.

All contract should be legal, this entails that the contract should be legally binding. In this part both employee and employer should agree whether the contract is legally acceptable. In case there is a disagreement between the employee and employer this part will help them to seek assistant from the law for the disagreements to end. The contract should be certain. This means that the terms and conditions of the contract should be clear and certain for an employee to understand them fully. It should not be vague on the essential characteristic. In this case if the contract seems to be ambiguous or does not contain critical information it should be considered as an invalid contract. In this part of an employment contract it is where an employee should ask him or herself some questions. For example, one should ask himself or herself whether the payment is equal to the kind of work that is offered. It is necessary for an employee to understand the contract very well to avoid signing a contract that he or she does not understand wholly.

The contract of payment should also contain a section where the employment is accepted by the employee. This is where the employees signs in that he or she has accepted the terms and conditions of the contract. This section is divided into portions; the employee should indicate whether he or she has accepted all responsibilities that are indicated in the contract. The contract of an employment should contain the specific place where work will take place. In addition, it should indicate the name of the exact place where the job will take place. The other main feature that the employment contract should contract is the type of contract. In this case the contract may be temporary or rather it should indicate the duration of the contract. The contract of employment should indicate the duration of the probation. This means that the specific time that one will undergo for training. Another important feature that an employment contract should contain is the disciplinary and grievances information. It is necessary for any contract to have disciplinary information and the offences that are carried out if one does against the contract. In this part one should write all procedures and disciplinary rules that are expected from the employee. In addition, these rules should clearly state the expected and unexpected behaviors that an employee should portray. Grievances procedures are frameworks that are followed in case disagreement arise among the employee and employer. The main aim is to solve the problem without recourse from the employment contract.

Conclusion

            From the above it is evident that the tradition approach to organizing the workforce has several limitations when used in an organization. This is because it is based on the assumption that the talent need of an organization can easily be predicted. However, this is not the case since the market conditions are currently changing hence the need for more talent people in an organization. The tradition approach to organizing the workforce is also based on a wrong assumption that all the skilled employee will remain in the organization, however it is important to note that there are chances that the employee may leave the organization and hence the need to factor in such concept during the workforce planning. Moreover the political and social factor also negatively influences the traditional approach of organizing the workforce. One of the major reasons attributed to this is the fact that the tradition approach is based on a fault assumption that the current condition will remain the same. Due to the limitations of the tradition approach of organizing the workforce most of the organizations today have been forced to implement the new method of organizing their workforce.

According to the modern methods used in managing the workforce the manager of various organizations must ensure that they analyze all the external factors that affect the business when organizing their workforce. This is to help ensure that the organization is able to respond to the forces of demand and supply. In addition according to the new approach the management is supposed to ensure that they take into consideration all the political and economical factors that can affect the business. Analyzing the work force organization methods in the UK public sectors it is evident that the sector has well-organized workforce. In this case the workforce in the UK public sector has been organized in a way that it is able to utilize the available resource efficiently in order to ensure that the government is able to achieve its objectives.

Considering the above presented essential features of a contract of employment and what is, it is therefore necessary for everyone to be careful when signing any employment contract. It is also important for a person to go through the contract of employment and read it carefully. This will reduce the chances of getting an invalid contract (Barancova & Olšovská, 2011). One should ensure that all the above features are indicated in the employment contract. In order to avoid disagreement between the employer and employee it is necessary for one to understand the contract of employment. In this case all vague contracts will not come into existence. In addition one should be keen when signing out the employment contract. This is because some employment contract may be ambiguous this means that the information contained is not valid. A contract of an employment can be used when one wants to control the time when an employee leaves. In case there is confidential information regarding to services, one should spell out the non compete agreement. This will actually provide some protection of employees leaving without any notification thus minimizing loss of property.

References

Baker, T. (2009). The 8 values of highly productive companies: Creating wealth from a new employment relationship. Bowen Hills, Qld: Australian Academic Press.

Bechet, T. P. (2008). Strategic staffing: A comprehensive system for effective workforce planning. New York: American Management Association.

Wallace, M., Fertig, M., & Schneller, E. (2007). Managing change in the public services.   Malden, MA: Blackwell Pub.

Burke, R. J., & Cooper, C. L. (2012). Human resource management in the nonprofit sector: Passion, purpose and professionalism. Cheltenham: Edward Elgar.

Lequiller, F., Blades, D. W., Organisation for Economic Co-operation and Development., & SourceOECD (Online service). (2006). Understanding national accounts. Paris: OECD.

Vigoda-Gadot, E., & Drory, A. (2006). Handbook of Organizational Politics. Cheltenham: Edward Elgar Pub.

Barancova, H., & Olšovská, A. (2011). Labour law in Slovak Republic. Alphen aan den Rijn: Kluwer Law International.

Hardy, S., & Butler, M. (2011). European employment laws: A comparative guide. London: Spiramus Press.

Reitz, A. E. (2007). Labor and employment law in the new EU member and candidate states. Chicago: American Bar Association.

Google Glass Marketing management

Professional Growth Plan 

Introduction

            The professional growth plan refers to a formal learning opportunity that can help one to improve knowledge and skills. This plan can also help one to make a meaningful engagement in the study and the various related activities. Some of the reasons for undertaking this professional development are to help improve on listening skills and refine on my leadership skills. This professional growth plans will help to explain some of the ways that I can improve on these skills. In addition this plan will also help to provide the insight into the new practice and explore the advance understanding of the content and the resources. This plan will also help to present various ways to cope up with the challenges in the course of the professional development. Moreover, the plan will also help to provide and designed evaluation plan that can help to assess the skills learnt. Most importantly, the plan will help to illustrate the role of technology and research in professional development. Finally, the plan will also help to show the role of professional development in the commitment to lifelong learning.

Need for professional growth plan

            The profession growth plan is important since it will first help me to improve on my listening skills. This will in turn allow me to learn the body language, gestures expression and therefore facilitate me to understand what other people are saying. Acquiring the listening skill will also allow me to learn new information with ease. The professional growth plan will also allow me to improve on the leadership skills. In relation to this, improving on the leadership skills will allow me to know how to provide motivation, guidance and create confidence among the employee in an organization that I will get employment. Developing my writing skills will also enable me to develop a clear thinking in my writing. In addition, the professional growth plan will also help to ensure to me to improve on the ability to play well with others. Most importantly the professional growth plan will help to ensure that I improve on my computer application skills.

Role of technology and research in promoting knowledge and skills in the work place

            The technology and research play a critical role in promoting knowledge and skill in the work place in various ways. First, it helps to improve communication in the work place, which in turn helps to ensure that there is a smooth flow of information in various departments.  Technology plays a critical role in the in the management of the human capital (Schwartz, 2006). This is because it helps to improve the efficiency in screening, recruiting and hiring of the candidates. This therefore helps to ensure that the organization is able to acquire potential employee who can help it to achieve its organizational goals. Another important point to note is the fact that technology helps to promote efficiency in the workplace. This is because technology helps in speeding the up the work process.  Research on the other hand can help to ensure an organization to establish the knowledge and skills levels in an organization.  This can help the management to device various ways to improve on the knowledge and skills of their employee. In addition, research can also help to establish the effective ways of performing work in an organization.

Strategies and activities that will help to reflect on the commitment to life-long learning and utilize the best practice

The following are some of the strategies that will help me to reflect on the life-long learning activities.

Spending time with intellectual friend

            Friends play an important role in influencing how a person makes various life choices. This therefore implies that one needs to make an important decision on the type of people one makes as friends. In relation to this I intend to spend more time with people whom we share same ideas in regard to professional development. Most important spending time with friends who invest their time in learning of the new skills will allow me to accomplish the professional growth plans. Moreover, spending time with friends will also help to facilitate collaborative learning (Attwood, 2005). This is because the friends will help to share their experience, which can in turn also facilitate my professional development.

Putting into practice skills leant

            Various studies indicate that putting the skills learnt into practice can help to ensure that one perfects on the skills learnt. In relation to this, since in I intend to develop skill such as leadership I will therefore be forced to start practicing such skills as early as now. This will help to ensure that I develop strong leadership skills that can allow me to manage the workload in an organization.

Motivation

            Motivation plays critical role in ensuring that one is able to accomplish their goal. In addition motivation forms the foundation that allows learning to continue throughout the life. This is because learning requires one to have the attention and to develop the required capacity to learn. Having the right motivation will therefore facilitate me to achieve my professional growth objectives.

Commitment to Life-long learning

            The professional growth plans help in promoting the commitment to life-long learning in several ways. First it helps to incorporate the concept of need driven (Loucks-Horsley, 2010). This concept therefore helps one adapt to any type of change that one may came across in the course of their learning. In relation to this it is important to note that in professional development priorities are set based on the current adult learning needs. This implies that one may be able to use the skills learnt to better his life. Second these plans can also help one to understand the curriculum and hence facilitate deep understanding of the content.  Moreover, the professional development also helps in promoting an active participation in any activities. Most importantly active participation can also help to ensure that one is able to develop the critical thinking concept. In addition the professional development plan also help in providing relevant information regarding various concepts that one learns in school. It is also important to note that the concept of evaluation as used in the professional development can help to promote the concept of life-long learning since one can be able to identify the additional needs that required in achieving personal target.

Design of the plan

The following is a design of the profession growth plans

Time management skill

In order to improve this skill I will undertake the following

• Prepare work schedule and check list in order to monitor my dairy activities.
• I will plan and monitor the progress of the management of this skill.

Leadership skills

In order to improve on this skill I will undertake the following

• Participate in the leadership seminar
• Read leadership and management books
• Ensure that I participate in-group discussions.

Listening skills

The following that will help improve on this skill

• Using a lot of eye contact when listening
• Allowing the speaker to finish his point
• Being attentive
• Focusing on the content

Technological skills

In order to improve on this skill I will undertake the following

• Reading on line tutorial
• Taking computer class
• Embracing the use of a variety of software

Evaluating the effectiveness of the professional growth plan

            The major purpose of the professional growth plan is to improve on the overall individual performance. In order to check on the effectiveness of the time management skill I will first check on my timeliness of completing my work. This will help me to evaluate whether I was able to acquire the time management skill. In order to check on my technological skill, I will check on my ability to use different software. Moreover, in order to check on the effectiveness of the listening skill I will check on my ability to correctly answer question and my participation in a discussion. In order to evaluate the leadership skill I will mostly check on my performance in a team.  In addition, I will also use the comment from people to evaluate my performance on my leadership skills.

Employee patterns of human behavior and motivating factors of employees in one’s organizations

            The employee behavior and the motivating are closely related.  This close relationship has best been explained using the Maslow’s hierarchy of need theory. According to this theory the physiological needs or the basic need of the employee must first be met (Evans, Lindsay, & Evans, 2008). This can help to ensure that the employee begins the way to self-actualization.  The safety need or for security should be given the second priority. However, it is important to note that security is not as demanding as physiological needs. After meeting the safety needs of an employee it is important to meet the social need of the employee, which include things like love acceptance and group affiliations. When all the above needs are met it is important to note that the employee can have a chance of developing to their full potential. This therefore implies that the management of the organization must ensure that they satisfy the employee need in order to promote employee motivation in work.  

            According to Townsend el. (2007) the supervisor ability to understand each employee personal goal can help to serve as a key to motivate the employee (Adeniyi, 2007). This is because many employee typical goals are to get a good job, good salary, good coworker and most importantly a good supervision.  In addition most of the employee also desire to work in non threatening condition. According to Townsend it is important for the supervisor to offer personal thanks to the employee for doing a good job. The supervisors should also take time to listen to individual employee need. Most importantly the supervisor should provide the employee with frequent feedback about their performance. This can help to motivate the employees and therefore ensure that an organization is able to accomplish their goals and objective.

            Moreover according to David McClelland three major relevant motives help to motivate the employee performance (Fox, 2006). First is the employee need for achievement. In relation to this the employee are motivated by the need to excel and achieve the set objectives. The second motive that can help to motivate the employee is the need for affiliation. This is where the employee is motivated to work due to the desire for friendly and interpersonal relationship. The third motive that can help to motivate the employee to work hard is the need for power. This is where the employee are motivated in order to gain a certain power. 

Conclusion

            From it is evident that the professional development can help to promote a commitment to a life-long learning. This is because it helps one to acquire the concept of need driven which allows one to adapt to any type of change. In addition, professional development plan can help to promote active participation various activities in an organization. It is also evident that technology plays an important role in promoting knowledge and skill in the work place. In relation to this, technology helps in promoting communication among various departments in an organization. This in turn help to ensure there flow of knowledge in different department in an organization. Indentifying the need for a professional development can help to ensure that one has clear goal when undertaking the plan.  Moreover, from the above it is also important to note that the employee behavior and motivation are closely related. This therefore implies that various organizations need to ensure that their employees are motivated to expect positive behaviors from them.  

References

Adeniyi, M. A. (2007). Effective leadership management: An integration of styles, skills & character for today's CEOs. Bloomington, IN: AuthorHouse.

Attwood, M. (2005). Professional development: A guide for primary care. Malden, Mass: Blackwell.

Evans, J. R., Lindsay, W. M., & Evans, J. R. (2008). Managing for quality and performance excellence. Mason, OH: Thomson/South-Western.

Fox, W. (2006). Managing organisational behaviour. Cape Town, South Africa: Juta.

Loucks-Horsley, S. (2010). Designing professional development for teachers of science and mathematics. Thousand Oaks, Calif: Corwin Press.

Schwartz, D. G. (2006). Encyclopedia of knowledge management. Hershey, PA: Idea Group Reference.

Social Work Profession Support in the Management

            The social work professions support the management in several ways.  First the National Association of Social Workers standard helps in performing case management procedures.  These standards help in enhancing developmental, problem-solving ability in an organization.  This in turn help in ensuring that there is teamwork in an organization.  The standard outlined in this professional association also help in creating and promoting effective human resource operation systems. This therefore helps in ensuring that the human resource department continues to offer high quality services to the employee in an organization. Most importantly theses standard help in linking people within an organization with the resources, services and the opportunity available.

            Moreover, the NASW also help in improving the scope and various capacity of the delivery system. This in turn helps in ensuring that the business continues to improve on its profitability. In addition these standards also help in improvement and development of the social policies. These social policies therefore help to ensure that the entire workforce work as team in ensuring that the organization achieves their goal.  The social workers in an organization also help in assessing the client’s needs and determining the programs that the he or she needs. This therefore helps in ensuring that the workers are happy and enjoy working in the organization. In addition most of the social workers also have the ability to work with many people in different setting. This can therefore help to ensure that they address the various challenges that affect the workers in an organization supporting the management.

            According to Patti (2003) the intellectual leadership for the human resource services should actually come from the social work (Andrew Germak & Karu Singh 2009). This therefore implies that the management of an organization needs to ensure that the embrace the social work principles in the management. This can help in ensuring that the management is able to incorporate social activities that support the welfare of the worker. It is also evident that the social workers can help in improving the time management skills among the workers in an organization (Hepworth, 2010). Improvement of the time management skills can help to ensure that the management is able to achieve its objective within the specified time. Moreover, the social workers help in ensuring that the management implements transparent systems to manage the workload in the organization. This in turn helps to ensure that the workers are protected from over exploitation from the management.

            Social workers also help in supporting the management since they are involved in managing substance abuse in an organization. This in turn help in ensuring that the management is able to help the workers who deal with substance abuse and therefore ensure that the entire workforce are committed towards ensuring that they deliver quality services to the organization.  In addition, the social workers also help in managing the crisis in an organization. This helps in improving the working relation between the management and the entire workforce.  Most importantly the social workers case manager helps in formulating the various procedures that need to be followed when solving certain cases in an organization. Moreover the social worker case manager also helps in coordinating to the delivery of direct services to the client and their families. This therefore helps to ensure that the workers are comfortable in both homes and workplace.

References

Andrew J. Germak & Karun K. Singh (2009): Social Entrepreneurship: Changing

            the Way Social Workers Do Business, Administration in Social Work, 34:1, 79-95

Hepworth, D. H. (2010). Direct social work practice: Theory and skills. Belmont, Calif: Brooks/Cole, Cengage Learning.

Managing business facility

Introduction

West End College entails an institution located in London, United Kingdom. The college shares facilities with the neighboring institution which is the University of Cambridge. Both institutions are located in the same region and offer nearly the same courses. A committee was elected to supervise the process of shared facilities since both institutions reside in the same compound. With this aspect in common the university and the college drafted a memorandum of understanding which governs both institutions towards sharing the facilities. Recently, both institutions decided to come up with a facility management committee which will be responsible of controlling the whole procedure of facility sharing. Therefore, top officials from both the university and the college were elected.  The committee has the obligation or duty of conducting an assessment concerning the current situation of shared facilities and generates a report to conclude about the possible improvements which need attention. The committee however, is also bound to observe and maintain the procedure as required in the memorandum of understanding. The memorandum of understanding contains several rules which were written by some of the officials within the committee in order to avoid any chaos which might arise following the procedure of sharing the facilities. This is because one institution might tend to claim for the bigger share within the facilities or create kind of biasness. The chairperson of the elected committee is bound to ensure that the proceeding of the committee remains smooth as well as ensuring that both institutions abide by the memorandum of understanding. In addition, the chairperson is bound to approve all the proceedings of the report and present the amended report to the required authorities after he approves that it is fine. Therefore, the paper addresses certain areas related to the committee and the problems within the entire organization together with the possible recommendations.

Role of the facility manager

The facility manger is the leader of the elected committee dealing with the shared facilities. Although the facility management has the overall authority on deciding the policies to govern the process of facility sharing the committee still lies under the governance of the memorandum of understanding. The facility manager is entitled to several roles

Decision maker of the committee

Although ideas and proposal concerning the implementation or amending some changes come from different members, the facility manager holds the final decision upon which route to follow. This is the reason why He has to guide the committee to the right path. The facility manager judges the ideas and chooses the best of all. That is the reason why the manager should poses leadership qualities.

Approving completed projects and budgets

The facility manger should sign and open the starting of any project concerned with shared facilities. For example, if the committee decides that they need to construct new rooms for the students, the manager should approve the plan of the building and the budget concerning the construction. In addition, the facility manger should approve the completion of the same project before handing it over to the correct authorities or department (Lavy & Dixit, 2012, p.81).

Determining profit and loss generated by shared facilities

The facility manager has another responsibility of evaluating whether the shared facilities within the organization generate any profit or loss. Therefore, the facility manager combines the desired financial data to determine the annual or monthly profit from the shared facilities. Therefore, the manager will be in a position to determine and project the possible improvements required if the business does not generate the required profit.

Supervising the maintenance process of facility sharing

The reason why both the college and university decided to form a committee was purposefully for managing the shared facilities. Therefore, the facility manager is entitled to understand and comply with the requirements of the memorandum of understanding and carry on the process of supervising the maintenance of the shared facilities. For example, the facility manager has to ensure that every facility remains in the required state/condition and ensure that renovations and repairs are done accordingly (Hicks, 2011, p.12).

Methodology

Methodology entails the process of incorporating the convenient tools in collecting and recording data to determine the problem within an organization and the possible solution for the problem. Therefore, the elected committee needs to utilize the case study method in order to understand the problem within the shared facilities. The committee should therefore review the records indicating the performance of shared facilities in the previous years. In addition, the committee will conduct some research through questioning few students and employees from both the university and the college to determine the opinion from the client side about the kind of service they get from the shared facilities. Therefore, data collected from previous records and views from both the students and employees will indicate the problem arising from shared facilities and the appropriate measure to improve the condition of the shared facility service. This will therefore ensure that the students get quality services from the shared facilities since they are the clients of the business.

Shared facilities

The West End College and the University of Cambridge share several facilities. In this case, porterage and janitorial services are some of the facilities shared by both institutions. In addition, both the university and the college share the same security services together with parking management services. Both the institutions share the same reception and front office services as well. Again, both institutions share cleaning services since they share the same compound.  The other facility that both institutions share is space and room allocation. Finally, both the university and the college share the same health and safety services. In general, both institutions share several facilities since they share the same compound.

Space planning and business needs

Space planning

Space is one of the facilities that both the university and the college share. This is obvious since both institutions reside in the same building. Space shared by the two institutions in this case includes the compound used by both institutions when enrolling new students. In addition, the university and the college use the same compound when holding ceremonies like graduation ceremonies. Therefore, in order to sustain the needs of the entire organization in terms of space, the facility management should have a clear plan of the structures within the compound together will implementing the best plan which will take the minimal space possible when constructing new projects. Sharing of space between the university and the college helps save cost (McGregor, 2012, p111).

Business needs

As explained earlier, the facilities within the entire organization also play the role of business. The students pay fees in order to receive certain services from the organization. Therefore, every business aims at making their customers delighted and contented about their services. The facility committee runs the business and it’s their obligation to ensure that the students and employees get quality services from the shared facilities. The memorandum of understanding also requires that every student and staff has a right to access the shared facility like everyone else without biasness.

Room allocation

 The facility manager is also involved in the room allocation of the shared facility (Ferreira, Erasmus & Groenewald, 2009, p.206). One of the reasons why the two institutions decided to share facilities is to help ensure that the there is enough room available for both the students and the workers in the institution. During room allocation the facility manager has the responsibility of ensuring that the numbers of room available are equally shared between the two institutions. The facility manager must ensure that he or she addresses all the problems associated with room allocation. This implies that the facility manager must ensure that he or she makes the necessary plans to deal with problem associated with room allocation for both the lecture rooms and the hall of accommodations.

Accommodation rooms

 The facility manager must ensure that all the accommodation rooms are equally shared between the university and the college students. The facility manager should ensure that all the accommodation rooms are installed with the same facilities. This can help to prevent any form of competition from the student during room allocation. However, it is also important for the facility manager to ensure that the students with special need are accorded rooms with special facilities. In addition, the facility manager should also follow all the accepted code of ethics during room allocation.

Lecture rooms

The facility manager is also involved in the allocating lecture rooms in the shared facilities. The facility manager therefore needs to ensure that the lecture rooms are equally shared between the college and the university. In order to deal with the problems associated with lecture room the facility manager must ensure that a workable timetable is drawn to ensure that the college lectures do not collide with the university lectures. In addition the facility manager should ensure that all the lecture rooms are equipped with the same conditions.  

Health and safety in shared facilities

Health

Health is an important aspect in the management of the shared facility. This is because poor management of the health issues may lead to outbreak of contagious diseases. In relation, to the health of the shared facility the facility manager needs to ensure that all the essential areas such as the washroom are cleaned daily. In addition the facility manager should also ensure that the windows are properly dusted. Moreover, the facility manager is also involved in ensuring that cleanliness of the entire compound. This can help to ensure that the college continues to give a good first impression to visitors who visit the institution premises.

Safety

 The facility manager is also involved in ensuring that safety is maintained in the shared facility. In relation to this the facility manager needs to ensure that all the rooms are equipped with a fire extinguishers and first aid kits. This can help the student to fight fire in case there is a fire outbreak. The facility manager should also ensure that the floors of the various rooms are properly maintained. In relation to the facility manager need to ensure that the floor of various rooms are not slippery. This can help to prevent any possible accident that result from slippery floor. Moreover the facility manager needs to ensure that the he or she adheres to the various health and safety rules and regulation. In relation to this the facility manager need to ensure that the facility management carries out risk assessment on the shared facilities (Nah, & Osifo-Dawodu, 2007, p.127). This can help to prevent any potential danger that may occur from the shared facilities. It is also evident that the facility manager needs to organize a training session to train the entire workforce on health and safety practices. This can help to equip the entire workforce with the necessary knowledge on the heath and safety practices.

 Ethics role in shared facilities

Ethics refers to the various accepted code of behavior that governs how people should behave in an organization (Mandal, 2010, p.172) In this case, the facility manager needs to ensure that ethics are maintained in the management of the shared facilities. In relation to this, the facility manager needs to ensure that the equality is maintained during service delivery from the facilities. In addition, the facility manager needs to ensure that the management activities of the facilities are carried out in an open and transparent manner. This can help to ensure that the various fund allocated for various projects are properly utilized. Moreover, the facility management needs to ensure that they do not purchase expensive material during the repair and maintenance of the facilities. The management team needs to ensure that there is no discrimination during services delivery. Moreover, the facility management also needs to ensure that they take strict measure to anyone found violating the various codes of ethics. Most importantly, the facility management needs to organize a training session to educate both the staff and the student on the importance of maintaining ethics in the shared facilities.

Recommendation

 The two institutions should ensure that they provide enough funds to the joint facility management committee. With enough funds the joint facility management committee can be able to equip the shared facilities with the necessary technological requirement. For instance this can help to ensure that all the rooms are equipped with internet cables to facilitate online learning. Moreover, with enough funds the facility manager can be able to ensure that the various shared facilities are maintained in good condition. In addition with enough the funds the facility manager can be able to organize the various training sessions suggest in this report. With well-trained workforce the facility management can be able to ensure that the various services provide from the facilities meet the expected standard. This can also help to ensure that the two institutions continue to be the choices of many students who want pursue their higher education.

Conclusion

From the above it is evident that the facility manager plays a critical role in the management of the shared facilities. In relation to this it is evident that the facility manger is involved in ensuring that the interests of the two of institutions are maintained in the management of the shared facility. The facility manager is also involved in integrating the physical facilities with the various activities of the institutions. The case study also helps to illustrate the role of the health and safety in the management of the shared facility. It is also evident that the case helps to illustrate the importance of ethics in the management of the shared facility. Moreover, the case study helps to explain the role of the space planning. Effective space can help to ensure that the two institutions are able to deal with any problem associated with space shortage. In addition, one of the critical recommendations made by this report is that the management of the two institutions should avail enough funds for the management and repair of the shared facilities. This can help to ensure that the shared facilities meet the expected international standard.

References

Ferreira, E. J., Erasmus, A. W., & Groenewald, D. 2009. Administrative management. Lansdowne [South Africa: Juta Academic.

Hicks, R 2011, 'The Facility Manager's Role', Sustainable Facility, 36, 5, p. 12, Business Source Complete.

Lavy, S, & Dixit, M 2012, 'Wall Finish Selection in Hospital Design: A Survey of Facility Managers', Health Environments Research & Design Journal (HERD), 5, 2, pp.

Mandal, S. K. 2010. Ethics in business and corporate governance. New Delhi: Tata McGraw-Hill Education.

McGregor, W.2012. Facilities Management and the Business of Space. Burlington: Arnold.

Nah, S.-H., & Osifo-Dawodu, E. 2007. Establishing private health care facilities in developing countries: A guide for medical entrepreneurs. Washington, D.C: World Bank

College Case Study

Analyse impacts of sociological factors on clients in community work and services

Assignment 1

Long term unemployed

1. Describe how this group experiences social exclusion and inequality.

 People who face long-term unemployment are exposed to many social exclusions and inequalities in the society. First, most of these people are excluded from the civil society.  This is because most of these people are excluded from certain institutional mechanism. Second most of the people who face long-term unemployment also face exclusion from certain socials goods. This is where the society fails to recognize these people and provide them with particular goods such as better housing.  This in turn makes these people to live in undesirable living conditions. Moreover, most of these people are also seen as unskilled and therefore most of the organizations fail to employ such people due to the fear that they may not be productive. 

Moreover, it is also evident that people who face long-term unemployment also face exclusion from social production. This is where these people are denied opportunity to actively contribute to the various development activities in the (Weil, Wildemeersch, & Jansen, 2004, p.20). This in turn makes such people to feel excluded from various socials activities. Moreover, it is also evident that most of the people with long term unemployed are also faced with various economic exclusion. This is evident since most of these people are often lack access to various normal forms of livelihood. Due to economic exclusion most of these people are forced to depend on other members of the society. This also makes these people to become a burden to the members of the society. In addition, these people are also excluded from certain decision making process in the society. This implies these people are normally excluded from the various developmental policies of the society.

2. What social and cultural factors contribute to this group’s experiences?

Various social cultural factors contribute to the different problems faced by the people who have long-term unemployment issue. One of the social factors that have contributed to the long-term unemployment state is the poverty levels in the society (Zastrow, 2010, p.123). High levels of poverty has an adverse effect on the on an individual life. This is because most of the students from the poor family are unable to access quality education. This in turn makes it hard for such people to get employment. It also evident that low poverty levels also exposes people to various health related diseases. This is because these people are unable to access good medical cares and their educations are usually interrupted.

Moreover certain cultural belief also contribute to the long unemployment to individual more especially women.  This is because some society values the boy child education more than the girl child does. This has led to many parents in such societies to opt to educate the boy child leaving the girl child. However this culture may lead to long-term unemployment to the girl. It is also evident that some cultural aspect such as language also can contribute to the long-term unemployment of an individual. This is because one may be unable to communicate effectively using the official languages.

3. What is the effect and consequence of this inequality and exclusion on the health and wellbeing of

The individual          

The individual who face these social exclusion and inequality are unable to meet their various financial obligations. For instance they are unable to pay their mortgages and therefore end up becoming homeless. Moreover due to their unemployment state these people become more susceptible to acquire malnutrition related diseases. It is also evident that these people are susceptible to getting some mental related diseases stress. This is mainly because these people mainly feel as burden to the society. In addition, these people are also faced with the problem of reduced life expectancy (Bambra, 2011, p. 118). This is because these people are at high risk of developing complicated disease conditions that endanger their life.

The family

The individual who face long-term unemployment mainly suffer various problems while exercising their roles in the family. In the situation where the father is involved he may not be able to provide for his family. This can in turn cause the family to suffer due to lack of some of the basic need such as food and clothing. Moreover due to the unemployment state of the father he may also acquire certain stress related diseases such depression (Zamfir, 2012, p.126). This can in turn pose more problems to the family since they may be forced to seek for better health care services.  Moreover in the situation where the one of the parent is faced with this problem of long term unemployment he or she may not be able to provide quality education to their children. The community

People who face long-term unemployment also face various problems that affect the community they leave in several ways.  First, these people are unable to contribute to the various developmental activities of society. This leads to these people becoming excluded socially since they are normally regarded as non-cooperative.  Second these people are also associated with various social evils. This is because most of the people who face long-term unemployment normally engage in risky behaviors such as alcohol abuse. This in turn makes them to be associated with the various social problems such as prostitution and robbery. Moreover most of these people end up acquiring various health related diseases and therefore become a burden to the members of the community. This is because when such people are faced with stress related diseases the members of the community are forced to contribute toward the up keep of such an individuals

4. Give an example of one social policy that impacts on this group

One of the policies that can help to address some of the problem that affect this group is the policy developed by the Australia government is the Home Energy Server Scheme. The scheme aimed at equipping low income individuals to find better ways to manage their energy consumptions. The program also aimed at providing these groups of people with information about easy and affordable energy sources. Moreover the program aimed at ensuring the low income individuals also understand the various energy bills and energy market.  In order to facilitate these people acquire these energy saving equipments the government provided these people with loans. The scheme also aimed at ensuring that the people with low income which also included the unemployed were to reduce their energy use in the household activities. The program therefore helped to reduce the energy expenses to these unemployed people. This therefore implied that these people who face long term unemployment issues were able to use any low income that they may have to fulfil other needs.

Retrieved from http://www.cleanenergyfuture.gov.au/home-energy-saver-scheme-to-help-vulnerable-australians/

5. Consider your chosen group in relation to one major social institution from the following

Interaction of the group with religious system

The interaction of the people with the long term employment issues with the religious system may have both positive and negative impact. First interaction of the group with the religious group may help to give hope to this group. This is because according to religious teaching one is supposed to live his or her life hoping that one day things will be alright. Second participating in various religious activities may also help to keep these people busy and therefore prevent the group from acquiring stress related diseases. Moreover through engaging in various religious activities the group can also be able to secure employment opportunity. This is because some non-governmental organisation mainly works with various religious groups such organisation includes the Adventist Relief Agency (ADRA). This implies that these people may be able to get some employment opportunity and work with such organisations. In addition, engaging in various religious activities can help to control the behaviour of this group. This is because according to various religious teaching one is not supposed to engage in certain high risk behaviours such as alcohol taking.

However, over engaging in various religious activities may also have a negative impact on these group. This is because they may lack opportunity to such for job opportunities since they are constantly engaged in religious activities. In addition certain religious beliefs may also hinder a person from acquiring job opportunity. This is because some religious denominations such as seventh day church have a belief that one is not supposed to work on Saturday. However most organisations operate even on Saturday and therefore such people may not be acquire employment opportunities in such organisations.     

6. Identify one organisation that is working to address the social exclusion or inequality experienced by your chosen group and answer the following

One of the organisations that can help people with long term unemployment is the Australia Council of Social Services (ACSS). The organization is mainly concerned with the advocating the disadvantaged group members in the society. This implies that the long term unemployed people being one of the disadvantaged groups in society also fall under the category of the groups that the organisation works with. The organizations mainly develop various policies that can help to address some of the challenges that the members of these groups face. It therefore help to promote socially and economic responsible public policy. Moreover the organisation helps top inform the public the various policies undertaken by the government in order to help the economically disadvantaged group in the society. It is also evident that the organisation also helps in advocating to the government the various interests of the disadvantaged group in the society. In addition the organisation also helps in the monitoring the implementation of the various policies developed by the government to address the unemployed members of the society. One of the policies that the ACSS is actively engaged with is the policy to provide the energy efficiency in the low income household. This policy involves ensuring that the people with low income are able to access energy to use in the household activities.  

Retrieved http://www.acoss.org.au/papers/category_employment_income_support/8

Assignment 2

1. Which individuals and groups are more likely to be unemployed and why?

The individual who are likely to face unemployment issue are mainly the new immigrant in the country. This is because first they may have undergone different education system different from the one undergone currently in Australia. This makes such people unable to qualify for job opportunity in most of the organisation in Australia. Language barrier may also hinder the new immigrant to work in most organisations in Australia. This is because such people may not be able to communicate effectively their fellow employee in the workplace. Moreover the immigrants may also face problems to do with socialisation with other members of the society. Main cause of problems related to socialisation is the difference in the background information.

Moreover it is also evident that the immigrants are also likely to face issues to do with discrimination in the employment. This is because many employers may prefer to work with the citizens from Australia. This makes hard for the immigrants to secure employment opportunities in most of the organization in the country.  These people are also likely to face discrimination in the case where they are employed in an organization. This is because there is chance that their fellow workers may also discriminate them in the workplace. This can in turn make such people to lose their employment opportunity due to this discrimination. In addition the immigrants also lack legal support from the government. This is mainly because there are few legal institutions that advocate the rights of these people.  In addition according to the Australian Human Right Commission the immigrants are also likely to face social exclusion which may in turn limit their opportunities for getting employment.

Retrieved from

1.    http://www.humanrights.gov.au/africanaus/   

1. http://www.immi.gov.au/living-in-australia/delivering-assistance/volunteers/challenges-faced-new-arrivals.htm

2. How does unemployment impact on the individual health and well being of members of this group?

The long-term unemployment has adverse negative effects on a person health.  First it causes major health issues on a person health. This is mainly because it exposes one to the risk of getting stress that may lead to depression (Zamfir, 2012 p.126). The stress and depression then exposes one to getting other diseases and therefore worsening the health of an individual. Moreover due to stress and depression one is also likely to engage in risky behaviors such alcohol abuse. This in turn exposes one to more health related diseases such as liver cancer among others.

Moreover   lack of enough money also exposes one to more heath problems. This is because such people are unable to pay their insurance and cannot be able to afford good medical care (Romeu 2006, p.2337). This implies that when diseases such heart diseases affect such people they are unable to seek proper medical care and their disease conditions are likely to develop to more complex conditions. It is also evident that the long-term unemployment also affects the self-esteem of an individual. This is because this condition mainly make person feel neglected by the society. This in turn lowers the self-respect and self worth of an individual. Most importantly unemployment leads to shorter life expectancy of an individual. This is because this it exposes one to varieties of health related diseases which may in turn lead to the death of an individual.  In addition, the unemployment may also lead to loss of confidence on a person. This in turn affects the ability of   such people to get employment opportunities.  

3. What effect does unemployment have on people’s ability to

Access services

The unemployment limits the ability of a person to get access to various services.  First it is evident that unemployment limits the chance for one acquiring medical insurance cover. This is because such people are unable to pay for their insurance premiers due to their unemployment issues. This implies that such people such are unable to seek good medical services since they cannot afford to pay their medical fee. Second these people are also unable to acquire loans that can help them improve their living standard. This is mainly because most of the banks usually give loans to individual with certain security such pay slips. This implies that it is unlikely that such people can acquire these loan facilities. Moreover it is also evident that these unemployed people are unable to acquire services such as the social recreation facilities which include gym among others. This is because such people are unable to afford to pay for these services.

Participate in their communities?

The unemployment status of an individual affects ones ability to participate in their community-based activities. First most the people who face long-term unemployment have a higher chance of acquiring stress related diseases such as high blood pressures and heart diseases. This implies that such people mainly end up becoming a burden to the community. This is because the community must play a role in the helping these people acquire good medical care. Moreover, most of these people are unable to participate in their community-based projects since most of the times these people are faced with various stress related diseases (Serr, 2007, p.100). In addition most of the unemployed people are unable to provide for their family and therefore become a burden to their community instead of contributing to the community development projects.  Moreover according to the Australian Policy Online most of the unemployed people are likely to face social exclusion from the community and therefore not do not participate in community development policies.

Retrieved from http://apo.org.au/guide/long-term-unemployment-australia

4. What impact does unemployment have on the wider community?

 The unemployment status of an individual also affects the wider community in several ways. First most of the unemployed people are usually faced with stress and therefore engaging certain high risk behaviours such as alcohol abuse and other illegal drugs such heroin.  This in turn leads to the spread of illegal drug taking in the wider community. Second most the unemployed people especially women usually engage in certain immoral behaviours such as prostitution (Serr, 2007, p.100). This may in turn affect the community in several ways since it leads to spread of disease such as HIV and AIDS in the community. Moreover the unemployed people contribute to the moral degradation of the community. This is because most of these people are likely to engage in some of the immoral behaviours such as prostitution.

Moreover the unemployment is also linked to increased crimes in the society. This is because there a chance that most of the unemployed people usually engage in various forms of crimes in order to earn a living (Chang & Wu, 2012, p.5). This therefore implies that the higher the numbers of unemployed people in the society the higher the crime rate. It is also evident that the increase in the number of the unemployed people in the society may also affect various government community based projects. This is because the unemployed are usually lack confidence in their government and therefore may oppose the various government plans to develop the community.

5. Research one social policy that specifically addresses the needs of unemployed people and

One of the social policies that address the needs of the unemployed people is the policy developed by the Australia Council of Social Services to submit a proposal to the senate committee on the adequate allowance payment. 

Retrieved from http://www.acoss.org.au/papers/category_employment_income_support/8

How the policy addresses the needs of the unemployed people.

The policy among other things aimed at encouraging the Australia government to invest in the people unemployed for long period. The policy aimed at ensuring that the government assists the people who are unemployed for a period of more than 12months. This was to help ensure that these people were able to meet their basic needs. It is also evident that the policy was aimed at convincing the government to target people who were at risk of becoming long term unemployed and assisting such people. Moreover the policy aimed at convincing the government to increasing the service fee and the employment pathway fund allocation. This was to help ensure that the people with faced with long term unemployment problems find job. Most importantly the policy aimed at convincing the government to increase the wage subsidy scheme for the unemployed people in order to cater for more unemployed people.

Analyze how effective the policy is in addressing need

This policy when fully implemented will help to address the need of the unemployed people in various ways. First the increase in the number of people in the wage subsidy program will help to ensure that a large number of unemployed people will benefit from the program. Moreover the plan to increase the wage subsidies will help to ensure that the people who face long-term unemployment issues are able to meet their basic needs. Moreover the increase in the Employment Pathway Fund (EPF) allocation will help to ensure that the unemployed people are able to get employment opportunities.

References

Weil, S. W., Wildemeersch, D., & Jansen, T. 2004. Unemployed youth and social exclusion in Europe:Learning for inclusion?. Aldershot, Hants, England: Ashgate.

Zastrow, C. 2010. Introduction to social work and social welfare: Empowering people. Belmont, CA: rooks/Cole.

Bambra, C. 2011. Work, worklessness, and the political economy of health. Oxford [etc.:   OxfordUniversity Press.

Zamfir, V. 2012. The Effects of Unemployment on Social Issues and Health Matters. Review Of Economic Studies & Research Virgil Madgearu, 5(1)125-144.

Romeu Gordo, L. 2006. Effects of Short- and Long-Term Unemployment on Health Satisfaction: Evidence from German Data. Applied Economics, 38(20), 2335-2350.

Serr, K. 2007. Thinking about poverty. Annandale, NSW: Federation Pr.

Chang, J., & Wu, C. 2012. Crime, Job Searches, and Economic Growth. Atlantic Economic Journal, 40(1), 3-19

Website

http://www.acoss.org.au/papers/category_employment_income_support/8

http://www.cleanenergyfuture.gov.au/home-energy-saver-scheme-to-help-vulnerable-australians/

http://apo.org.au/guide/long-term-unemployment-australia

http://www.humanrights.gov.au/africanaus/

http://www.immi.gov.au/living-in-australia/delivering-assistance/volunteers/challenges-faced-new-arrivals.htm

Leadership in an organization 

Motivation of the workforce

A strong leadership is involved in the motivation of the workforce. This is because in many organizations the employee work as team and therefore some kind of cooperation is required in order for the team to succeed. This implies that a strong leadership can help to act a driving force to motivate the employee to be actively involved in the various organization activities. There are ways that a leader can use in order to motivate the employee. First the leader can motivate the employee by actively engaging the employee in the decision making process. Through engaging the employee in the decision making the leader is able to motivate the workforce since they as part of the organization. Moreover by engaging the employee in the decision making the leader can also be able to ensure that the interests of the employee are considered.

Moreover the leader can be able to motivate the employee by offering incentives such as reward and incentives for the good work performed by an employee. This can in turn help to ensure the employee work hard in order to get the reward or the incentive. The use of the incentives such as reward helps to create a win-win situation in the workplace. This is because the employee works hard in order to get the incentive. However through their hard work they help the organization is able to achieve its objectives. Moreover, through the motivation the leader is able to win some confidence in the workforce. This can in turn help to ensure that the organization achieve its objective since the entire workforce is able to work as team.

Creating and maintaining a better working environment  

Strong leadership skills are essential in creating and maintaining a good working environment. This is mainly because a leader is involved in influencing many aspects in an organization.  First the leader is involved in the development of the employee skills in the workplace. The leader can help the employee to develop their skills by actively engaging the employee in the some training. Through ensuring the employee acquire the skills the leader is able to ensure that the employee are productive in an organization. Moreover this can help to ensure that the employees are in harmony with the management of an organization since they are able to contribute actively in ensuring an organization achieves its objectives 

Moreover a leader can help in creating and maintaining a good working environment by ensuring the interests of the group are protected.  In this case the leader helps in advocating the any grievances of the groups to the relevant authority. This in turn helps to ensure the group is satisfied with the various goals and objective of the organization. Moreover, the leader is involved in solving the any problem faced by the group members in an organization. Through solving the problems faced by the group the leader helps in ensuring the group are satisfied with the various policies of the organization. This in turn helps to ensure the entire work force in an organization work as team. 

Step 2

Student name:

Student ID:

Date:

Topic: Industrial Relations

Author: Fashoyin,Tayo.                     Year of publication 2010

Volume, Issue, Pages: 45 Issue 4, p513-521, 9p

Title of Article: Changing International Industrial Relations: A Summary

Title of Journal Publication: Indian Journal of Industrial Relations

Summary of the article

            The article on changing industrial international relation mainly addresses the various changes that have occurred in the field of industrial relation. The article analyses the various contribution by different authors on the issues related to the industrial relation. Moreover the data analyzed in the article mainly comes from the contribution by different author in the field of industrial relation. The author also makes his own contribution on the various changes that have occurred in the field of industrial relation.

            First, industrial relations have been overlooked in the debate concerning the climate changes. In the recent global conference on the climate indicated that all the nations worldwide must try to develop low carbon economies. This implied that each nation was supposed to reduce the number of industries that emit carbon to the environment. Moreover each nation was required to implement policies to reduce the carbon emission. However such measure to requiring a country to reduce its number of industries emitting the carbon to the environment could also have negative impact to the industrial relation. This mainly because such measures interfere with issues related to equal employment opportunity, job quality among others. Moreover most of the present debates on the climate changes are largely dominate by the environmental and energy specialists. This implies that the issues of unemployment and poverty reduction are not put into account in most of discussion related to climate changes.

            Moreover there have been significant changes in the labor relation in some countries. In China for instance the passing of the labor contract law, which meant to protect the legal rights of the employee as well as the enterprise, had several impact on the labor law contracts. It has lead to the china market becoming more labor oriented.  Moreover the proportion of total property rights have increased and the operation and management are also increasing becoming market oriented. There has also been an increase in the labor and wage conflict in the china’s market economy.  It is also evident that most of the China labor force has become so expensive because of the implementation of these labor laws. Moreover in the Indian market the failure of the state regulation of the model concerning both product market and industrial relation has led to several impacts on employee relation. This is mainly because the trade unions and the employer responded in different ways.  This also led to the increase in the number of work protest.

            Failure of various governments to consult the trade union in the policy development has also led to an increase in the number of strikes in many countries. There has also been dramatic change in the industrial unrest in most of the European countries. The increase in the industrial unrest has been majorly attributed to the current economic world crisis. Moreover, striking activity has been shifted from the traditional manufacturing industries to the service sector. This is mainly because the service sector has continued to remain one of the largest occupational sectors in most of the European countries.

Conclusion

            It is evident that there have been various changes in the international industrial relations. This is mainly due to the adjustment made due to the continuous changes in the world of work. However, it is important when various countries are addressing ways of dealing with the climate changes to incorporate the idea of industrial relation. Moreover it is important for various governments to consider various industrial relations when developing various labor laws. This can help to prevent conflict prevent the labor and the wage conflict. It is also evident that the various governments need to incorporate the trade union in the formulation of the various policies. This can help to lower the number of strikes experienced.

Step 1

Topic: Industrial Relations

Author: Fashoyin,Tayo.                    

Year of publication 2010

Volume, Issue, Pages: 45 Issue 4, p513-521, 9p

Title of Article: Changing International Industrial Relations: A Summary

Title of Journal Publication: Indian Journal of Industrial Relations

Identify key issues, concepts (ideas), propositions or theories that have been discussed in the literature review. 

Changes have occurred in the world of International relations. There have been developments and emerging issues comparing how practitioners and scholars respond and see these developments. This article reviews and states some of the issues where actions continue happening or taking place. The issues discussed here fit the contributions by the scholars and not exactly or appropriately aligning with the defined theme. However, there is the addressing of the themes about the evolving literature discussed.

Data collection and analysis methods

This article mainly discuses the various contribution from different authors on the various changes that have occurred in the field of industrial relation. Therefore the data analyzed in this article mainly comes from the data collected and analyzed by different authors.

Who was studied in this research?

 The research mainly focused on addressing some of changes in the industrial relation in the recent changes in the world of work and their causes. Some of the issues studied in the research include how various policies implemented by different governments have affected the industrial relation. Moreover the research also studies how the various policies implemented deal with climate changes affects the industrial relation.

Research findings

Industrial Relations review of debate over climate change

Social and economic implication about climate change are the major issues discussed nowadays within burgeons and policy of academic research. A requirement from the previous global conference about climate change indicated that each country adapt low carbon economies for rescuing the planet from pollution and sustain the future of the planet. The ILO and the UN understand the opportunities and the major challenges related to addressing change in climate and most commonly how it links with issues about social justice, job quality, sustainable livelihood and equality in job opportunities. Communities, workplaces, and managers over the world address about climate change whether government support them or not. Climate change entail the most threatening issues thus communities and people worldwide need to take the opportunity to deal with the issue and facilitate a solution for the impending change.

Component of industrial relation discussed in the article and even in current debate.

The analysis by Bray, Burgess and Collins define three elements that rarely allow social actors to agree on the same point. One of the entails lack leadership, policy and agreed agenda especially in national and global level where there was no agreement at Copenhagen. Second element entails the absence of institutions and detailed policy within some nations in facilitating adjustments and provides a strategy to bring the involved partners together. Lastly, some countries have an agenda based on liberal policy to that has modified or removed the institutions that could facilitate reaching of an agreement about climate change. The issue of climate change represents an opportunity of advanced technology and new jobs and a challenge in changed production ways.

Challenges faced in the implementations of labor laws.

Some of employers in China for example, held the impression that the issue upon employee protection might result to a substantial increment in labor burden and costs enterprises following the implementation of Labor Contract Law. This law has led to the shutdown of some companies as they claimed that it led to bankruptcy. Moreover, this reveals that there will be challenges towards the full implementation of the Labor law as many employees oppose the law. Basing on the difficulties brought by globalization, the relation between the employer and the employee need to be laid on neutral grounds without bias. Challenge explains ways in which associated partners develop effective and positive policies concerning the enhancement of employment relationships, social, stability and economic developments.

Labor management uproars triggered by strategies and policies of government and employers.

Conflicts did rise due to reform strategies of government and employers within many parts. The decline in production process has increased due to the conflicts between the government and employers in China. The effect of employees had two characteristics in that, employee mobilization in strikes rose within the post-reform duration. In addition, employee protests were based on issues such as recognition and union existence. In this case, employers became aggressive in implementing lockouts in the period of post reform that entailed continuation of previous managerial reforms.

Employee participation

The impact of worker’s participation in the paper bases on both representative and direct participation of workers is some countries like china in respect to the hypothesis that effectiveness of workers participation relates positively with equality in work environment. In this concern, the worker participation appears deeper or grater. The trend brought forward in the study was not flexible but to some extent, it was linked to the hypothesis about the effectiveness within employee, participation relates positively with the environment equality of work.

Trade unions

A paper written by Struat and colleagues explained the role of a county in modernizing the trade unions together with the benefits derived. Participation of employee unions in the Trade union in Modernization Fund, taught trade unions a great lesson in improving information sharing and communication thus learning experience in the field of contracting relations. There was also improvement in organization process, management techniques and accountability in improved management techniques.

Industrial Unrest

A paper written by Bordogna reveal the theme about employee power within Europe where a resurgence of different types and forms of industrial unrest during recent years starting from the case of kidnapping of managers from some companies to street children and other types of violence. The actions by trade unions and employees could have been triggered by the global economic cases, where employees protested against redundancy pay, lay-off and relocation in regions where welfare standards and wages were low. The strike activities have diverted from ancient manufacturing to service sector, while ancient manufacturing underwent employment contractions. The method of response that emerges in this study occurred through strategic militant management.

what this research study contributed to the knowledge on this

The research has contributed on the knowledge of the various changes that have occurred in the field of international relation. The research has indicated clearly that the some of the policies implemented by the various governments to address the climate changes have profound effect on the industrials relations. Moreover the research has indicated how various labor laws implemented for instance in countries such as China have affected the various industrials relation. It is also evident that the research has contributed on the knowledge of how the trade unions have contributed in the changes in the industrial.

Recommendations for future research

The author has suggested that it is important for various governments when developing policies to deal with changes in climate to incorporate industrial relation values. This can help to ensure that policies implemented also put into consideration the various industrial relation. Moreover the author suggests that it is also important that when various governments are developing policies and various labor laws to consult the trade unions. This can help to reduce the industrial unrest experienced in various countries.

Introduction

Premier college is one of the oldest colleges in UK that was established in the year 1906. The college mainly to offer various diploma and certificates in business related courses. The college has been commented in ensuring that it produces the best student in business related courses. The college has managed to attract large numbers of local student from UK and international student. The college mainly offers some its courses in collaboration with Bright Star University. Due to the growing large number of student population the college has therefore agreed to share some facilities with Bright Star University. This is to ensure that the college continues offering quality education and it remains to be the first choice, of many students.

Background

In order to facilitate the sharing of facilities a joint committee was formed to help in implementing the necessary procedures required to ensure the facilities are share by both instructions.  The joint committee was formed from the senior management members of Premier College and Bright Star University. Being the facility manager of Premier College I was chosen to represent the college in the joint committee that was to help in the managing of the shared facility. I therefore wish to use this report to explain to the joint committee my role in the management of the shared facilities. The report also wishes to highlight various ways the joint committee can be able to ensure that they effectively manage the facilities. I will also use the report to highlight the need for space planning in facility management. Moreover the report will also highlight the important of ethics in the management of the facilities. Finally I will also highlight some of the problem associated with room allocation. I therefore wish to present a copy of this report to the joint facilities management committee to help them understand my role in the committee and various ways it can be able to manage the facilities effectively. 

College

The motto for Premier College is “education is the key to success”. The management has therefore been committed in ensuring that the educations they provide enable the student to be successful in life. The college mainly offers courses in business related field. The courses offered by the college include front office, information technology, secretariats among others. Most of the diploma courses offered by the college take a period of two years consisting of three semesters. While the certificate courses take a maximum of six months. The college offers most of its courses at low fee compared to other colleges in UK. Moreover the college offers scholarship to the needy study to ensure that even the students from poor background are able to pursue their career goals. This has enabled the college to attract a large number of students. Due to the increase in the number of the student the management of the college has been forced to device some ways to deal with the growing student and the staff population. The management has therefore decided that one of the ways to help deal with large student population is to share some facilities with Bright Star University. 

Shared facilities

The college wishes to share some cleaning services with the university to ensure that the entire student and staff compounds are maintained clean. The college will also share some car parking space since the space available may not be enough for the growing large student and staff population. Moreover the two institutions will also share front office, reception services and security within and around the building. It is also evident that the two colleges will also share porterage, janitorial support room allocations and space planning.

Important definitions

Facility management:  refers to the management of all facilities and their associated services an resources to support the various goals of the an organization ( Redlein, 2004, pg.18)

Space planning: refer to the process by which organization optimizes the available space to ensure that it is able to meet its goals ( Karlen,2009, pg.1).

 Ethics: refers to various guidelines on how people in an organization should behave.

Facility management

The facility management helps to integrate all the aspect of the workplace in any organization to ensure that there is smooth performance of the organization (Georgoulis, 2008 pg.10).  The facility management is therefore concerned with managing overall strategy of the facility. It is also concerned with the management of the space to ensure that the available space is maximally utilized. Moreover the facility management is also involved in designing and maintaining the organization facilities. This implies that in the case the joint facilities committee has the responsibility of ensuring that the shared facilities are well maintained (Georgoulis, 2008 pg.10). The joint committees should also ensure that they plan for the available space to ensure that there is maximum utilization of the available space. Moreover the joint management committee has the responsibility of ensuring that the shared facilities maintain various aspects of safety and health. This can help to ensure that the shared facilities are able to provide quality services to both the student and the staff from both institutions.  

Health and safety

In the management of the shared facilities it is important, for the joint management committee to ensure that health and safety of both the staff and student is given the first priority. The management therefore needs to carry out various staff and student training programs. This is to help ensure that both the student and the staff are well informed on various safety measures the one can take in the case of an accident. The management should also try to do some risk assessment on the shared facilities (Mann, 2009, pg.203). This can help to ensure that they combat the risk at their source for instance drying immediately a slippery flour to avoid accidents (Ray 2007, pg.75) Moreover, the joint committee for the facilities management should also ensure that cleaning services are properly executed. It is also important for the committee to ensure that every room is installed with firefighting equipment and other first aid kits (Mann, 2009, pg.203)

Ethics

The joint management committee should ensure that they adhere with the ethical guideline in the management of the shared facilities. The committee therefore needs to adhere with the principle of respect of person (Mandal, 2010, pg.130). This implies that the joint management committee should exercises honesty, openness and integrity in their operation. Moreover the committee should ensure they exercise principle of justice in the management of the facilities.  This implies that equality and fairness in the management of the facilities should be maintained. This can help to avoid any possible conflict between the student and the administration of the college.

Methodology of the case study

The joint management committee should ensure that they draft the memorandum of understanding between the two institutions. The memorandum of understanding should clearly stipulate how each institution will benefit from the shared facilities. The joint management committee should ensure that they adhere with all the ethical guideline in the management of the shared facilities. This can help to ensure that the fairness and equality are maintained in the operation of the facilities. Moreover it is important for the joint management committee to give health and safety first priority in management of the facilities. This can help to prevent to ensure that the student and the staff members are accorded safe and secure environment.

Benefits of case student

The case study where the Premier College shares facilities with Bright stay university can be used to demonstrate how two institutions can able share facilities. The case study can also be used to show the important of ethics in the management of a facility. It is also evident that the case study can be used to show the important of maintaining health and safety in the management of facilities. Moreover the case also serves as an example to show how a college can be able to deal with high population growth. In addition the case study can be used to show how to academic institution can cooperate.

Limitation of the case

The case study only provides general information of how two institutions can share facilities. However, it does not provide the details explanation of how the two actually share the facilities. This implies that the case study cannot be used to a detailed sharing process. The case study only studies involves one simple case where two institutions sharing facilities. This implies that the data cannot be used to justify how institutions share facilities in a general population.

Role of facility manager

The following are some of the role I will play as the facility manager of premier college. First I will be involved in the planning for the usage of various facilities (Cotts, & Rondeau, 2004, pg.113). This is to help ensure that the facilities are maximally utilized for the benefit of the two institutions.   Second, I will also be involved in designing and engineering a new facility to be shared by the two institutions. Third, I will also be involved in maintenance and operation management. This is to help ensure durability of the facilities, so that many students can be able to benefit from the facilities. Finally, I will also be involved in the facilities financial planning (Cotts, & Rondeau, 2004, pg.113). This will help to ensure that the facilities are able to use the effectively all the funds allocated by the various institution.

Business and need for space planning

Planning for available workspace is important to ensure that a business is able to respond to the specific needs for its customers. Planning can also enable the business to make the necessary arrangements for future adjustments. In this case the joint management committee needs to find out the actual number of both the staff and student who will be using the facilities from the two institutions. It is also important for the joint management committee to make necessary plans to include the interest of the student with special needs. This is to help in ensuring that the student with the special needs also feel as part of the society.   

Problems with room allocation

Room allocation may pose problems to the management when the available space is not enough for the large student population. This has been the case before the Premier College shared facilities with Bright Star University. The joint management committee may face some problems in the allocation of rooms to student. First, the management face problem of demarcating the actual boundaries in sharing of facilities between the university students and college student. This can act as source of conflict between the university student and the college student. Second, the management may be faced with challenge of allocating rooms to the student with special needs. This is because the student with special needs have to be allocated room fitted with special facilities.

HFS and impact on Facilities Management

The health and facility systems have great impact on the management of the facilities. This is because the HFS helps to ensure that the facilities provides high health standard. The HFS helps to provide regular and sufficient cleaning of the facilities takes place. The management therefore needs to incorporate the HFS in the management of the facilities.  This can help to ensure that assess of the facilities is regularly done to determine any possible risk associated with the facility.  Moreover incorporating high health standard in the management of the facilities helps to ensure that the facilities provide quality services to its staff and the students. This can also help to improve the corporate image of the college and therefore it can be able to attract large number of students.

Ethics role in Facilities Management

The joint management facilities committee should ensure that they follow all the accepted code of ethics in their operation. They should therefore ensure that equality to all students is maintained during service delivery. The management should also ensure that they practice integrity in their operation. This can help to ensure that the various management operations are carried out in an open and transparent manner. Moreover proper management may help to improve the corporate image and therefore attract large number of students.

Recommendation

1. The joint management committee should ensure that they uphold the accept code of ethics in their operation. this is to ensure that the college continues to attract large number of student both locally and internationally
2. The joint management committee should ensure that the shared facilities benefit both institutions equally.
3. The joint management committee should ensure that they health and safety are considered in the management of the shared facilities.

Conclusion

From the above it is evident the joint management committee should ensure that they uphold ethical guideline in the management of the shared facilities. This can help to ensure there is equality in the in the delivery of services from the shared facilities. It is also evidence that it is important for the joint management committee to plan for the available space to ensure there is maximum utilization of the available space. Health and safety of the facilities should also be incorporated in the management of the facilities. This is to ensure that the student and staff are accorded safe and secure environment. It is also evident that the facility manager plays a very critical role in the management of the shared facilities.     

Organization Theory and Change Management

Introduction

Organization theories involve study of the organization to try to discover common themes for solving problems, minimizing production cost, and increasing productivity of an organization. In this paper, I have analyzed the classical theory of organization. In the first section of this essay, I have analyzed the argument I would propose to support the theory however, in the second section, I have analyzed the argument against the theory. I have also looked at other possible theory that may be applied an organization. In this case, I have analyzed the elite theory.

What arguments would you give in support of this statement?

Argument in support of the classical theory

The following are some of the bases of the classical theory that I feel when implemented may help an organization achieve its prime objectives. The theory is based on the three assumptions (Alajloni, Almashaqba, Al-Qeed,, 2010, pg.38). First assumption is that the formal structured communication, defined task, and formalized procedure is what defines the relationship between the employer and the management. The second assumption of this theory is that the workers can be motivated by use of money. The third assumption is that workers are viewed as product of means of production. The basic components of scientific management as proposed by Fredrick Taylor include (Dzimbiri, 2009 pg.46):

1. One can determine the performance standard of an individual. This theory assumes that there is a way one can determine the performance of an individual.
2. There is a need to introduce a supervisor. The supervisor is supposed to plan work while the worker should only do the work planned.
3. The management role should mainly be planning, directing the operation of workers who have been trained scientifically (Dzimbiri, 2009 pg.46).
4. The management should ensure that the workers are paid differently according to the type and the level of work one performs. This helps to motivate the worker at each level to work hard to move to a higher salary levels.
5. The scientific management should bring a change in attitude among all the workers in an organization since everyone is motivated to work hard.

Henry Fayol also constructed some principle of the classical theory that would help to make an organization effective and efficient (Alajloni, Almashaqba, Al-Qeed, 2010, pg.36).

Division of work

The division of work assumes that each worker performs his or her own duty in an organization (Dzimbiri, 2009, pg.50). Division of work is essential since it helps to divide a large piece of work into small manageable jobs. The overall production of the company may increase since the workers are able to develop experience with time.

Equity

Fayol also asserted that there is a need to have fairness while dealing with issue relating to the employee (Alajloni, Almashaqba, Al-Qeed, 2010, pg.36). The management should always try to relate to the entire employee in accompany equally this helps to eliminate the problems associated with unequal treatment.

Order

Proper selection of the candidate may help to ensure there is social order in organization. Social order in the organization is important since it ensures there is the smooth flow of work. Therefore, it is important that each and every individual is able to perform his or her duty in a high degree of order to ensure that overall production activity is smooth (Dzimbiri, 2009, pg.51).

Unit of direction

The unit of direction means that all employee in an organization should work together to achieve the set objectives (Dzimbiri, 2009, pg.52.). When all the workers work toward a common target, it may lead to an increased sense of loyalty of the workers to the organization.

Subordination of individual interest of general interest

According to this principle, individuals should ensure that their own interest is in line with the interest of the organization. This implies that the organization objective should come first before individual interest.

Authority and responsibility

The authority is mainly concerned with giving the orders. According to this principle, the people in authority have the right to issue orders and they should be respected.

Discipline

The discipline should be applied at all level of the organization. Good supervision, accompanied by clear and fair agreement is some of the way of ensuring there is discipline among the employees.

Centralization of authority

According to Fayol there should be a proper balance between the centralization of authority and the decentralization of authority. The centralization of authority mainly depends on the type of organization.

Scalar chain

According to this principle, there should be a well-laid chain of command in an organization. The organization should therefore, establish its own set-up chain of command to ensure there is effective communication between the members in an organization.

Escript de corps

This refers to union in strength. According to this principle everyone needs to work together to ensure that the organization meets its set objectives (Alajloni, Almashaqba, Al-Qeed, 2010, pg36-38.).

Initiative

According to this principle, everyone in an organization should be given a chance to express his or her opinion (Dzimbiri, 2009, pg.50). This means that the management should also allow the subordinates to express their own idea. This helps to ensure that everyone to feel appreciated in an organization

When all the above principle of classical theory is implemented, the organization may be to achieve the following.

1. The organization may be able to have effective coordination between the employee and the management
2. The organization can be able to identify the talented individuals in an organization.
3. The organization may also be able to manage the threat of intense rivalry among the employee since all the employees are treated equally.
4. The organization may also able to manage continues change in the organization culture. \
5. The organization may be able to deal with the problem related workforce such absenteeism by effectively applying the classical theory (Alajloni, Almashaqba & Al-Qeed, 2010, pg.36).

Theories supporting the classical theory of organization and example of its application

Conflict theory

The conflict theory is one of the theories that supported the classical theory. The conflict theory recognized that there ought to be a formal and informal structure in an organization (Carter, 2011, pg.120). This was in agreement with the classical theory that assumes that there was need to have authorities responsible in issuing of orders. The conflict theory also agreed with the classical theory that in order for an organization to achieve its objective there is need to respect personal needs for its component. One example of application of the classical is the law organization agencies system found in country such as United State. The law enforcement agencies are organized in various units which are specialized in performing certain functions (Conser, Paynich, & Gingerich, 2010, pg.112). The progressive promotion from within is based upon merit. There is also a single line of authority from top to bottom.

What arguments are there against this statement?

Argument against of the classical theory application in an organization

The classical theory has some limitation when applied in an organization. Most of the limitations are based on the assumption from which the theory is developed. The classical theory is criticized by concentrating on the importance of structural organization functioning and disregarding issues relating to the human element. The first limitation is that the theory views the organization as a machine (Dzimbiri, 2009, pg.56). Regarding the organization as machine is wrong view since the organization is composed of human beings. Second, theory assumes that the employee can only be motivated by financial incentive. This is a wrong view since it disregards the respect of psychological need of an individual. The second assumption also ignores the fact the employee can also be motivated by interpersonal relation within an organization. The theory also assume that the efficiency of an organization can only be measured using by the productivity rate. However, viewing the organization this way is mechanistic (Dzimbiri, 2009,pg.56). One can argue that, there are other factors used in predicting the overall performance of the organization. These include determining whether the organization has achieved the set objectives. Finally, some managers have opposed the aspect of application scientific management. Most of the managers argue that application of scientific methods may hinder their own judgment (Naidu, 2005 pg. 74). The workers may also be opposed to the theory since it standardizes every aspect of their performance.   

Theory opposed to classical theory

Human relation theory

The human relation theory is one of the theories that were developed against the classical theory. The theory stressed on informal structure in an organization and that there are other methods used to motivate the workers (Carter, 2011, pg.121). The theory was opposed to the assumption of the classical theory that workers could only be only be motivated by money. The theory was best applied in the management of Japanese organization where other methods such singing the company songs, saluting the company flag were used to motivate the works. Using the human relation theory the Japanese’s organizations were able to increase their productivity.   

What other approaches would be more suitable and why?

Other approach that wound be more suitable

The other approach that I find more applicable is the elite organization theory. The concept of the theory is based on the idea that a few individuals dominate the organizations (Farazmand, 2002, pg.110). These individuals not only make decisions which affect the operation of the organization but also the decisions made are in line with the political and economic elite’s goals and direction. The elites are separated from the ordinary people and only respond to their demand only when they raise concern (Berberoglu, 2005, pg.34). The elite respond to the concern of the ordinary people using the methods such as implementation of reforms, bonus, and persuasion.

Major assumption of the elite theory of organization

The first assumption of the theory is that people make the organizations but only few individuals who control its operation. This implies that the elite make the critical decisions in an organization. The second assumption is that the organization operates on sociopolitical and economic environment that is determined by the elite. The third, assumption is that the elite must try to convince the large masses (Farazmand, 2002, pg.111). This is to ensure that the masses exercise loyalty. The fourth assumption is that the elite occupy the highest post in any leadership position. This implies that in most cases the average individual do not have access in vying for higher post. The fifth assumption is that the elites may extend the membership to the mass in order to recruit them as potential managers. The sixth assumption is that the ordinary masses are not involved in the decision making although they form the necessary pressure required to cause a change. The theory also assumes that any attempt for anyone from the mass to join the elite is must first proof loyalty, economic and personal qualification (Farazmand, 2002, pg.112).

The theory supporting the elite theory

One theory that supports the elite theory is the class theory. According to the class theory, the society is divided into several classes defined by broad division in resource control. The theory also views the state institution as arena where the class conflict takes place (Edgar, Sedgwick, 2007 pg.42). The public policies of the government intended to benefit the entire public differ with the interest of the political class. Thus, one can conclude the class theory in agreement with the elite theory that in organization there are certain class of people whose decision matters in an organization.

Significances and application of the elite theory

The theory is important in an organization in several ways. First, the theory is able to describe the organization power structure and explain the external power influences of the organization (Farazmand, 2002, pg.121). Second, the theory is also prescriptive in that it clearly describes what ought to be done by making suggestions how future leaders are selected. The theory also employs institutional, systems, ecological and other theory of organization therefore it most relevant theory. One of best application of the elite theory is in the management of large corporation such the General Motors. The executive board of management composed of elite who are solely entitled in developing the goals of the organization. This implies that elites make the most critical decisions in the organization.

Conclusion

From the above theories covered, I can conclude that the most applicable theory of organization is the elite theory. This is because the classical theory has several limitations when applied compared to its advantages. First, the theory assumes that the organization operate like a machine which is a very wrong assumption. The theory also stipulates that only money that can motivate an individual which is a wrong assumption. However, the elite theory approach is the most applicable since it is able to integrate the institutional, system and ecological theory in its operation.

Reference

Alajloni, M, Almashaqba, Z, & Al-Qeed, M 2010, 'The Classical Theory of Organisation and It's Relevance', International Research Journal Of Finance And Economics, 41, pp. 60-67,                         EconLit with Full Text, EBSCOhost, viewed 7 June 2012.

Berberoglu, B. (2005). An introduction to classical and contemporary social theory: a critical        perspective. Lanham, Rowman & Littlefield.

Carter, I. E. (2011). Human behavior in the social environment: a social systems approach.           Somerset, AldineTransaction.

Conser, J. A., Paynich, R., & Gingerich, T. (2010). Law enforcement in the United States. Burlington, Mass, Jones & Bartlett Learning.

Dzimbiri, L. B. (2009). Organisation and management theories: an African focus   integrating       structure, people, processes and the environment for human                                                                 happiness. Gottingen, Cuvillier.

Edgar, A. Sedgwick, R. (2007).Cultural Theory. The Key Concept. New York. Taylor & Fransis.

Farazmand, A. (2002). Modern organizations: theory and practice. Westport, Conn,          Praeger.

Naidu S.P.(2005). Public Administration: Concept And Theory. New York. New Age        international