Discussion

            Outsourcing is one of the emerging key in shaping of the efficient approach within today’s business enterprises.  Some of the chief reasons that are tied to the outsourcing activities are; the increasing worldwide competition among the various businesses, the rising rate of pressure n provision of highly qualified goods and services at lower and affordable prices so as to meet the demand of the consumers to satisfaction (Corbett & Michael  2004).This has further enhanced most of these businesses that have sought for outsourcing services to other states to spend minimal on their expenditures hence they are able to acquire the competitive advantage. Blackstone Company which is a private firm in US is as well a participant of outsourcing services. Basically this private firm invests on the outsourcing industries such as the Indian Internet Technology outsourcing industry and as they are continuing to buy off companies such as the IT electronic data system business they were able to acquire stake at India almost gaining their control (French 2012). This is of benefit to Blackstone Company as they will be able to bring in a few internet executives into the business for outsourcing purposes.

References

Corbett, Michael F. (2004). The Outsourcing Revolution: Why It Makes Sense and How to Do It Right.         Kaplan.

French, D. (2012). Blackstone's statutes on company law, 2012-2013. Oxford: Oxford University Press.

            Organizational Behavior

            A successful individual has aims, however even when one has a career or is in a professional  status one is bound to struggle on occasion with attaining progression along the way upwards in the career.  It is simple to feel confined, suffocated or following the wrong direction during the process of navigation in one's career.  In order to maintain the track, it is, therefore, crucial to set achievable, measurable, accurate and reliable goals. These goals will, therefore, act on behalf of the objectives that one hopes to achieve in life and as the career benchmarks.

            My activities each day are purposed to set the direction for attaining future goals.  My future goals are as follows, one I hope to develop my business communication skills I the future. Communication skills are very crucial for the success of any business. Effective nonverbal and verbal communication skills are essential in the workplace.  Several organizations utilize resources I training their employees on how to deliver effective communication.  I believe that good communications skills are above conversations and as a future employee I must, therefore, know how to converse glowingly in written emails and reports.

            As an aspiring future organization leader understanding the advantages of communication will be crucial in positioning focus on developing my skills as well as for the workforce to create a good interaction through communication with business partner’s customers and vendors. This will, therefore, help in eliminating diversity issues in the workplace which are erected by cultural differences and language.  My additional future goal is to have the capability of identifying personal boundaries in the workplace in order to establish what I should do to become more manageable and productive.  This is essential in developing strategies achieving efficiency in teamwork to boost the overall performance of the organization.  Developing good relationships with the co-workers and clients in the future is crucial for me as it makes works to become more enjoyable.

            Job motivation is essential to the success of any business. Highly motivated employees can thus be referred to as a satisfied employee.  Job motivation increases the content of the employees in relation to their job as motivation seeks o improve the work situation through equity. Employee’s motivation methods can thus be described as the psychological forces that are utilized in determining the individual’s behavior direction in an organization which incorporates an individual’s level of effort and their level of persistence.  The personality of individual their values and capabilities are additionally crucial in determining job motivation as well as performance. As a person who is highly opened to expertise, I believe that I will be a highly motivated employee.  Motivation is the major aspect of improvement.

            Job knowledge is important because it helps in shaping the behaviors of an individual towards work. Job satisfaction is fully achieved when an individual posses adequate knowledge on the possible issues and how they can be solved effectively.  This contributes greatly to job efficacy as strategies of enhancing self-job performance and satisfaction is achieved thus growing the business.  Organizational behavior is, therefore, crucial in ensuring that crucial knowledge about team work is provided. This helps in developing relationships in the work place as well as in different life sectors.  Being a productive individual in a team is crucial as it helps in developing the overall job performance.

            In the development of leadership skills, decision-making skills must be enhanced properly. This is because leadership necessitate that the needs of other individuals are considered before developing a certain decision.  The well-being of the organization as well as the efficiency of the workforce depends on good leadership.  Suitable management therefore requires good leadership which is characterized with diverse knowledge. This helps in understanding individuals better and learning to incorporate them in choices as they contribute to the overall organization’s development.  Labor division helps in achieving more developed results because the employees are driven by their goals in the direction of the organization’s objectives.

            I have become a productive teamwork member. This is because I have learnt how to build and maintain relationships with class mates as well as co-workers. I have accomplished this through the utilization of imperative information that I have attained which has helped me in understanding relationships between other individuals and myself.  This has helped me in developing insights that are essential on how to deal with diversity. Dealing with diversity in class and in the workplace is challenging because individuals are forced to react based on self opining. I can comfortably deal with different individuals because I incorporate the gained knowledge with my personal opinion to make the best out of different situations. My communication skills have improved and it is now easy for me to converse with people in different places effectively.  I have learned that communication is essential in creating a bond between tasks and I therefore utilize it as my personal drive. Moreover I have been able to increase my productivity in class as well as in the work place. My job performance and motivation has greatly improved due to the development of expertise skills.

Paper 1

Performance Appraisal and Management

            The performance appraisal process at my place of work is used to fulfill various purposes. Firstly, it is used to measure the actual performance of the employees in relation to the desired performance (Dessler, 2013). Through performance appraisal, the organization is able to identify the strengths and weaknesses of its employees and thus work on their potentials and values to the company. Therefore, the organization uses performance appraisal as a tool to improve employee performance, productivity and determine the developmental needs of the employees (Dessler, 2013). Performance appraisals also play a big role in organizational development; the organization uses the performance appraisals to identify the employees who need training and training is a way to develop employees and make them more competent hence improving the effectiveness of the organization. 

            The process of performance appraisal is measuring performance in our organization. However it is not fairly done sometimes. This is because they tend to eliminate inefficient employees replacing them with new employees instead of training them. Therefore, if this was up to me, this is the area I would first change. I would ensure that the inefficient employees are thoroughly trained in order to reach the organizational desired performance level.

Paper 2

            The organization motivates its employees through rewarding them and it has various forms of rewards some of which apply to individual level and others to all employees. All employees have flexible workers where one chooses to work or not work. This reward is to appreciate the employees that they are doing a great job as far as the operation of the organization is concerned thus they are worth to rest (Dessler, 2013). The organization also gives thank you notes to employees to encourage them for the good work done regardless of the employee level. Parties are also organized for specific teams to recognize them for a specific good work done. There also rewards at individual level where an employee is awarded respective of his or her hard work and as such, they receive awards, gifts, and even promotions.

            According to the survey conducted, some employees perceive the rewards just as established by the organization for example rewarding individual employees is always perceived as a sign of appreciation for the good work done. When specific teams are given a party, they normally perceive it in the aspect of appreciation by the organization. However, some of these rewards are not perceived according to how the organization does. Most employees take flexible hours as something obvious and they don’t feel rewarded about it and individuals paid on hourly basis feel disrewarded instead. Some don’t feel appreciated by the thank you notes and they take them without due consideration.

            Linking pay to performance refers to a form of compensation where goals are set based on established measurement then employees are paid after those goals have been met (Dessler, 2013). This can be based on the amount of sales in a given period of time, performance reviews or annual revenue.

            Some of the factors that would make me quit a job include lack of motivation. Working without being motivated to me means that you are not doing to the expectation of the organization and this discourages me a lot and can make me quit the job. I would also quit a job due to overworking because being overworked is harmful to one’s health and I mind a lot on my health (Dessler, 2013). I would also quit the job if I am paid less money in relation to my performance because it makes me feel exploited and I will not enjoy the work. Therefore, to keep me the organization needs to build trust with employees, recognize any good work they do, protect them and value their needs too. These qualities can keep in the organization.

References

Dessler, G. (2013). Human Resource Management (13th ed.). Boston, MA: Prentice Hall.

MARKETING 4PS in Mountain man Beer Company

            Mountain man Beer business is a family business that was established by Prangel in 1925. He re-invented a mature family recipe that produced a tasty and sour flavor beer named as Mountain Man Lager. The beers reputation was well well-established all through the East and Central of the United State in the 1960s (Abelli 2007). Over the years the beer gained a lot of revenue and a wide spread market. Branding of the beer in the company played a significant role in the purchasing of the beer in the company. This awareness on branding lead to the success of the company and in market research report, the mountain man lager brand was recognized among the many brands in the market. The increase in its sales was also attributed to the quality production of the beer which was smooth, right quantity of water percentage. However the brand had a unique characteristic which the customers needed that is its bitterness, above average alcohol content and it attributed to the company’s brand impartiality (Abelli 2007).  Though the business was doing well it was however evident as the years went by that the product preference among the customers was changing and this had to call for a change in the MMBC plans and strategies (Abelli 2007). This paper therefore will discuss further on the strategies that the company applied with some of the alternative solution that are important in changing the business as well, as some of the major recommendations that would be recommended in the company.

            With the coming back of Chris Prangel in 2006, he realized that the first time in the company’s history, the sales had declined as a result of the changes in the products preference in the market. He therefore sought to invent another brand specifically made to attract young drinkers into drinking the brand (Abelli 2007).Another challenge that faced the company was the competition that resulted in two classes where in the first class there was the competition between the major domestic manufacturers.  

            Implementation of the 4ps market strategies would enhance the MMBC to enter into the new market. The company should focus on producing products that are of higher quality and should as well be creative enough to innovate new and better beer product in the company. The company should sell beer that is authentic, convenient and trusted by the customers to enhance sales. The brand should be advertised so as to create maximum awareness to the public thus attracting more customers. Since the MMBC is experiencing so much competition it should keep their prices low and fair to attract customers but again they should ensure that their profit margin is high. Price discounts should be offered occasionally this being one of the pull factors in the company. The company should look forward to expanding their business further thus becoming more extensive for more sales from just one place to all over the world.

            It is thus recommended that the MMBC should use the promotion technique so as to increase its sales across the border. Having the expansion objective as one of their core market goal they should put more forces into promoting their business through advertising method which involves the use of search engines, add-ons, pop-on messages, television advertising and billboards so as to create more awareness of the company and their product. This will ultimately lead the company in the new market.

References

Abelli, H. (2007). Mountain Man Brewing Co.: Bringing the Brand to Light. Harvard   Business School Cases, 1.

ORGANIZATIONAL BEHAVIOR-WORK LIFE BALANCE                  

1. When you started working here, what was your goal regarding your work-life balance:

When I started working in this company I had my own personal goal. I became more involved in career and devoted more energy towards work.

2. Based on your work-life balance goal, how did that influence your job search?

By having a personal goal of devoting myself to the career and more energy at work had a significant influence in my job search. I was also willing to learn more and with this, I became more involved which gave me the energy to work even harder.  The energy in me and the support from my family members played a great role. I gave it my best and I did give in nor give up. With that, I landed myself a good job.

3. Based on your work-life balance goal, what have you proactively done (if anything) to achieve that goal?

In order to achieve my goal, I had to strike a balance in work and at home. It is not an easy thing to achieve but for it to work I had to involve my support system which is my family. In case of any emergencies, there would represent me. In order to achieve my goal, I had to create and separate my time at work and at home. When at work I have to concentrate and give it my best attention and when at home is all about family. This does not only give me satisfaction but also joy.

It is true to say that achieve any goal in life it is not an easy task and a lot has to be involved in order to be successful. Defining success and having a constant reminder plays a great role. At home, one has to manage the time they spend with the family members. It should be of quality and communicate with other constantly. Also having supportive networks and with challenges both at work and home separately is important. Lastly collaborating with work partners is of great help in achieving work goals.

Q1

For one to make sense out of the client’s stories he should first be empathetic and understanding, be able to explore the goals and expectations of the clients and also one should maintain a positive regard to the client. In case there are a variety of elements to talk about, one should start by addressing the less difficult issue as a preliminary (In Bor & In Watts, 2010). 

A legal concern or any other matter that need an immediate priority should be addressed in various steps. First, the counselor should identify the issue; notify the authorities of the concerned head if the matter is not a legal concern and attempt to secure the safety of the people involved. The other step should be to make arrangements of support from the capable people after which he or she should use the crisis service like first aid and so on (In Bor & In Watts, 2010).

Q2

The main component of collaboration for change is the willingness to collaborate. When people are willing, all the other components fall easily in place. Collaboration in professional work is important because it enables sharing of ideas, getting a mutual support and the output of collaborative work is awesome (Lank & Palgrave Connect (Online service), 2006). Goal development should be collaborative because it improves the cohesion between the team members in the collaboration. The steps of helping people change and goal process include determination to help people change, breaking down the process of getting there, writing down the goals and implement daily on what brings you closer to the goal (Lank & Palgrave Connect (Online service), 2006).

Q3

One should consider the necessity, urgency, cost and sustainability of their strength in prioritizing their goals. One should assess whether the actions are legally accepted, whether they are right or wrong and whether the actions are safe or not. Some challenges that might be faced include negative attitude towards the goal setting, the goals might be negative themselves and also the goals set may not be realistic. A remedy to these challenges is to ensure that the goals are realistic, they are legal and the client should get the motivation of carrying forward the goals (In Bor & In Watts, 2010).

References

Top of Form

Bor, R., & In Watts, M. (2010). The Trainee Handbook: A Guide for Counselling & Psychotherapy Trainees.

Bottom of Form

Top of Form

Lank, E., & Palgrave Connect (Online service). (2006). Collaborative advantage: How organizations win by working together. Basingstoke [England: Palgrave Macmillan.

Bottom of Form

Case 3: “The Apollo Group, Inc. [University of Phoenix]”

Introduction

University of Phoenix stands as one of the dominating colleges particularly in offering higher education learning to adults. Currently, the college is regarded as the online education leader in the sector (Apollo group, Inc., 2011). The Apollo Group Inc. which hosts University of Phoenix is the largest private college in United States particularly among the universities that offer online lectures. In offering online education, University of Phoenix targets as customer base that is composed of a niche of students aged over 25 years who have already ventured in the workforce but still looking for further education in order to obtain a degree (Apollo group, Inc., 2011). Therefore, it is perceptible that the college has differentiated itself from other private and public universities which offer online lessons through the age of their target customer base. University of Phoenix   

Synopsis

From the foundation date of the Apollo Group, the mission has been to reach potential students in the workforce who are mostly overlooked particularly with regards to attaining higher education (Apollo group, Inc., 2011). Therefore, in order to achieve this objective, the University of Phoenix ought to differentiate itself from other colleges in the same sector in order to retain its attractiveness to the target customers. As a result, the college has been offering affordable costs to their students which fall in the center of the spectrum. Precisely, the educations costs of the college are higher than those of the public colleges but slightly lower than those of private universities. It is worthwhile to state that differentiation and maintaining strong reputation is obligatory for the college to withhold its competitive advantage.

Key Issues    

There is a significant change in the contemporary field of higher education in relation to the career of an individual as most people at the age of 25 years and above are becoming more concerned on obtaining a degree (Pearce & Robinson, 2011). Therefore, it is exhibited that University of Phoenix is doing quite well in their unique teaching techniques while offering online education to their potential students. However, the major challenge that the college is facing contemporary is stiff competition from private, public and proprietary universities. Therefore, in order to enhance its competitive advantage, university of phoenix ought to offer exceptional unique services that are limited to other online colleges (Pearce & Robinson, 2011). This requires flexibility and affordability of its services in order to attain its ultimate goal on its market niche. 

SWOT Analysis

Strengths

Expansive brand portfolio

Domination in the online education industry

Strong balance sheet

Strong brand name

Recessive demand in online education

Weaknesses

High reliance on the University of Phoenix

Market concentration

Legal proceedings

Decreasing profitability

Opportunities

Joint venture and strategic acquisitions

Implementation of new educational programs

Increasing demand in online education

Growing prospect of the education market

Threats

Stiff competition

Economic deceleration in United States

Severe regulation

Rapid decline in enrollment

The Problem

It is factual that with the increasing demand in the online education, most of the universities are offering online course to the same target group for UOP thereby stiffening the competition. The increasing demand in online education is resulted by the fact that most working adults are seeking to attain higher education regardless of the compressed time schedules. Therefore, the problem is that most of these adults are seeking education from colleges with advanced technology and approved degree programs at affordable prices. It is perceptible that UOP has performed poorly in these requirements. This means that in order for UOP to increase their competitive advantage, it has to make market strategies and implement them

Alternative Solutions

University of Phoenix has the opportunity of modifying their target audience to more than 24 years as a way of responding to the stiffening competition in the market (Apollo group, Inc., 2011). Additionally, the college can expand to the international markets together with covering the remaining parts of the United States in order to cover a wider customer base. The other solution can be improving their technology as a strategic approach of attracting and retaining their clients.

Selected Solution

According to Pearce and Robinson (2011), it is factual that market focus helps the business increase its competitive advantage through differentiation and utilization of resources. The business is able to focus on the target customers and through research and development; it can be able to advance in order to cope up with the demands of the customers. Therefore, the selected solution for UOP challenges is to continue focusing on the markets and identify the demands of the customers which will help them maintain their domination in the online education market.

Implementation 

It is significant that in order to retain and increase the competitive advantage, UOP ought to make strategic implementations. Precisely, implementation of new differentiation strategies will enhance the domination of UOP in the online education market. One of the differentiation strategies that UOP can make is offering their services at slightly lower prices compared to other colleges. The other implementation is increasing their technology in order to enhance their response to their customers, thereby promoting satisfaction and loyalty.

Recommendation 

Continued focusing on their target market and make advancements with regard to the demands of the customers and strategies employed by their competitors

Conclusion

General, it is vital for University of Phoenix to make strategic implementations that are based on research and development on the basis of the changing market status. This will help the college retain its competitive advantage through continued domination in the online education market in U.S. ultimately, it is worthwhile to state that UOP is responding successfully to the stiffening competition and other changes in the market which the reason behind their continued domination.

References

Apollo group, Inc. (2011). Apollo group, inc. official website. Retrieved from http://www.apollogrp.edu/

Pearce, J. A., & Robinson, R. B. (2011). Strategic management: formulation, implementation, and control. (12^th ed.). new york, NY: McGraw-Hill/Irwin.

TEAM EXERCISE ABOUT OUTSOURCING

            Synopsis of the Situation

            Outsourcing is a practice that is carried out either in foreign or domestic contract where the firm may transfer some of its workers and some possessions to another country at times as you hand over to them control of the public services with an aim of attaining profit from those corporations (Halvey et al 2007). Basically outsourcing helps an organization to be better able to perform well in their major competencies and be able to alleviate shortage of proficiency in the specific areas where they want to outsource. This practice enables the business to have a greater flexibility rate and control of their budget. This is made possible as it enhances the businesses to use expenditures on the services that they need at that particular time in which they need those (Vitasek et al 2010).

            This has greatly decreased the urge of the business management to train its specialized employees as well as reducing the amount of capital and operating cost required and other expertise needed in the business such as the engineers. As a result of the globalization in the business world most of the organizations are outsourcing their enterprises to different states so as to cut off the cost.

            The group has settled on discussing on the LEGO Group Company found from the Fortune 1000 that has so far used the outsourcing practice and has so far succeeded in their business (Ireland et al 2008). The LEGO Group is involved with large manufacture a wide variety of toys and their products were the best all over the world.

However in 2004 a drastic change occurred in this organization as a result of the great internal crisis that took place in the company leading the company to almost a bankruptcy state (Herman 2012). The reason behind the company’s drastic fall was the loss of the confidence in their major product.

            Alternative Solutions

1. The company in carrying out Offshoring and outsourcing practice would be in a position to cut off the rapid expenditures as enhanced by the outsourcing advantage.
2. Diversification of the company’s product is another strategy that would have helped the business in curbing their financial crises as this would increase the rate of inventions of new toy products that are digitalized hence increasing sales and ultimately the profit.
3. Another important strategy is the used of shared vision where the organization would share their goals with others such as the retailers, managers, customers and the market at large.

            Selected Solution to the Problem

            Outsourcing activity therefore in this case is the best procedure to see the business grow back to its original fame. This would involve the Offshoring activity where the organizations functions would be relocated to another state. While outsourcing it is important to partner up with another organization especially the right partner so as to be able to attain maximum profits.

            The LEGO Group therefore has been able to partner up with the Flextronics who are proficient in dealing with plastics in terms of using the right capacity and having the right amount of resources needed. This company has the capability to mould, assemble, package and distribute their products in the best way.

 Hence in partnership with them this would enable the LEGO Group to have their products being advertised to many and hence packed and distributed to many customers globally.

            Implementation

            Establishing the core suppliers in the different localities is one of the core implementation strategies that would enhance the company to distribute their products. Once the company has identified these retailers for instance the best retailing companies in Europe, this will enhance the distribution of their products at ease while the cost of distribution is cut-off. Also in identifying some of the companies that operate globally such as the DHL solutions as well as Exel Inc and making contracts with them would enhance a global distribution of goods.

            Sharing the cost of some of the roles and responsibilities with some of the companies in other states greatly helps in reducing the amount of expenditure used on those costs. For instance in case the LEGO Group wants to change its branding process starting from the molding, assembling, pre and post packing this would cost them so much but after outsourcing is done this cost is reduced.

            Recommendation and conclusion

            Though outsourcing is seen as a good method but it is not yet the best method. Therefore business should be discouraged from entirely participating in the outsourcing process only but they should as well incorporate other methods which are also important. For instance in producing other varieties of play toys that are able to meet the technological needs would enhance the customers to increase their sales due to that diversification.

            SWOT analysis in any business should be the key guide to any business and in understanding their weakness they can be able to convert them to strength and also be able to seize the opportunities while working towards curbing any threat to the business. This enhances both the administration and the employees and the retailers involved to share in the vision of the company thus making the goals achievable.

Appendix

SWOT Analysis based upon outsourcing for LEGO Group.

Strengths

1. Economies of scale
2. Flexibility and control of the budget
3. Diversification of cost of hiring and training of employees

Weaknesses

1. Shared responsibility among the companies thus resulting to delay as a result of contract binding
2. Confidentiality challenge resulting to insecurity issues
3. Market dissemination

Opportunities

1. Good network with the suppliers
2. Tax dependable position
3. Technological advancement

Threats

1. Permissible risk
2. Capital for the operating cost
3. High rate of competitors

            Reference

Halvey, J. K., & Melby, B. M. (2007). Business process outsourcing: Process, strategies, and      contracts. Hoboken, N.J: John Wiley & Sons.

Herman, S. (2012). Building a history: The Lego group. Barnsley: Remember When.

Ireland, R. D., Hoskisson, R. E., & Hitt, M. A. (2008). Understanding business strategy: Concepts and cases. Mason, OH: South-Western Cengage Learning.

Vitasek, K., Ledyard, M., & Manrodt, K. (2010). Vested Outsourcing: Five Rules That Will          Transform Outsourcing. Basingstoke: Palgrave Macmillan.

            Levels Operations Company

Levels operations corporations is a small corporation which is situated in eastern Pennsylvania.  Fresh clients have placed their orders thus influencing the expansion of the production facility to meet the increasing demand of safes. Stephanie Coles is working on a plan for the production of safes in order to meet the growing demand. Organizations utilize forecasting procedures in managing operations and also in production management. This is achieved by implementing strategies of production management.  With this Stephanie Coles is necessitated to utilize forecasting in determining the demand as well as the production procedure that is required (Metaxiotis, Carrillo, & Yigitcanlar, 2010).  Forecasting is the best available strategies for Stephanie which will this involve the use of numerous estimation methods in determining the possibilities that will occur in the future in order to fully predict the business outcome in the future.  This will eliminate the problem of strain in meeting the demands of safes from the clients (Metaxiotis, Carrillo, & Yigitcanlar, 2010).

            Implementation and development of plans should  be developed prior to the demand rise with the help of forecasting methods (Mahadevan, 2010). These methods will, therefore, help in determining the possible plan that will be effective in comfortably meeting the demand in the future without fail.  The manager is necessitated to determine the suitable production quantity for each day of the week (Mahadevan, 2010). This is with the understanding that finished safes are not allowed. With her consultation with the engineering department, she was able to determine the suitable production sequence which is s7-s8-s9-s1-s2. The manager should, therefore, comprehend the wider production picture on the order of demand to ensure that there is product availability in meeting the demand of safes.

            The organization's ultimate aim should, therefore, be in implementing balanced operation system and therefore, the manager must consider the inventory policy, demand and the production plan nature (Mahadevan, 2010).  Therefore, the manager should opt for a strategy which is fully able to process time in the shortest time period, eliminate wastes and eradicate disruptions.  These strategies are essential in ensuring that cost efficiency is observed by eliminating inventory wastes. This is by purchasing the right quantity of inventories that are required in meeting the demands effectively (Mahadevan, 2010). Since Stephanie was provided with the weekly demand quantity she is required to break down  the provided numbers to daily demands of production, determine the cycles number that is required in running the daily production and the number that every safe model is required to produce in the given cycles. If the cost of inventory that is determined is high the firm should, therefore, opt to produce the safes in a lower quantity that are adequate in meeting the demands. Stephanie can, therefore, settle for a low policy of inventory or for a higher inventory policy on the grounds of holding lost sells and costs.  She can, therefore, make a suggestion to the production manager in regard to fulfilling the growing demand to produce safe items in a five cycle progression regulate.

            The strategy of using forecasting method will, therefore, help the corporation in growing its market base (Berger, 2011). This is because the corporation will fully be able to meet the needs of individuals customers will their predictions thus obtaining a competitive advantage over the other firms.  However, there are other operations management strategies that would be incorporated in managing the procedures which are required in manufacturing and distributing services and products.  There are several essential operation management aspects which include developing, creating, distributing and producing the organization products.  Operation management must, therefore, ensure that the developed products are based on the needs of the clients as well as quality (Berger, 2011).  Developing of fresh products is also crucial in satisfying the clients and this, therefore, requires the involvement of innovation.  Products should be created in adequate quantities to ensure that the expectations of the clients are not lowered because the customers are the main determinant of the success of the products of any organization. Becoming a customer-centric organization is essential because the organization is fully able to focus on the needs of the customers by giving their needs the priority that is required. This helps in earning loyalty from the customers thus helps in maintain the customers as well as attracting other potential consumers (Berger, 2011).

            Forecasting procedure is characterized by various advantages as well as disadvantages. The advantages of forecasting are that it helps in providing the corporation with the necessary information that it requires to utilize in formulating decisions on the organization future operations (Berger, 2011).  Forecasting is additionally essential because it is an accurate method because it utilizes the knowledge of experts in developing conclusions as well as the judgment of the future because it utilizes qualitative data which is linked to reliability.  The method is, however, disadvantageous because the organization is forced to effectively utilize forecasting with additionally analysis tools to ensure that maximum information regarding the future of the organization is obtained.  The method is therefore not independent on its own as it requires assistance from other tools (Berger, 2011). Opting for a decision on a negative forecasting can, therefore, result in organizations financial ruin and this supports the fact that an organization should never base it operations decisions based on forecasting procedure alone (Berger, 2011).

            Operation management is another method that can help the organization in implementing strategic aims, processes, controlling, planning as well as strategies (Berger, 2011). One of the primary operations management focus is effectively managing organizations resources so that the organization can be able to maximize its potential of the produced products as well as services that are offered by the firm. When the production operations are well managed and organized the organization is fully able to focus on the demand by developing a plan on production sequence.  This can thus be achieved by dividing or breaking down the production sequence into fewer units which will be accomplished o daily basis (Berger, 2011).

            Operation management is essential in ensuring that the production of goods, as well as services, is based on a particular plan. This, therefore, requires the utilization of resources in order t achieve efficiency (Mahadevan, 2010).  The operation manager is therefore required to develop an effective plan which will facilitate the progress of the procedure. This is by developing daily and weekly operation schedules. Since the levels of operation, the corporation is a small firm the method may therefore not be effective because it is not cost effective. The corporation will be required to provide high cost associated items which are innovative in order to achieve efficiency.  The corporation may, therefore, opt to break down its operation and production units as it is characterized wit simplicity and cost efficiency (Mahadevan, 2010). The method, therefore, does not require many resources as it only requires the development of production model. This helps in ensuring that the issue that is associated with high demand that may cause the corporation to lose some of the customers because of its incapability to deal with the growing needs of the consumers (Mahadevan, 2010).

            The best strategy that Stephanie can adopt is converting the weekly production sequence to daily sequence. Production of the items in small daily quantity is essential as it helps in producing multiple products that are thus based on a few units.  This is to make the organization as centric on production level plan and the demand must, therefore, be divided by twenty-five days of safes production. However, the production must be adjusted because the partial safes cycles of production are not allowed. Each production category must, therefore, be referred as a general unit. This can, therefore, be computed as total production in a week as 385 units with the provision those 25 days of working implies that the production is 385 divided by 25 days thus implying that the production on a daily basis should, therefore, be 15. 4 days since the units which are permitted partially are not allowed.  Every day of production should be of between 15 and 16 units for every category.  This is in consideration of the nearest integer which will give a 5-week demand when multiplied by 25 for the single category.  For instance, S1 will, therefore, be equal to  5 every day similarly to S2 which will equal to  4 each day, S7 will be equal to 2 S8 will be equal to 4 and S9 will be equal to 1.  This, therefore, demonstrates the demand difference and the level of unit’s production every day which is mentioned above with the production sequence for each.

            References

Berger, A. (2011). Operations Management: IKEA. München: GRIN Verlag GmbH.

Mahadevan, B. (2010). Operations management: Theory and practice. Upper Saddle River:         Pearson.

Metaxiotis, K., Carrillo, F. J., & Yigitcanlar, T. (2010). Knowledge-based development for cities and societies: Integrated multi-level approaches. Hershey, PA: Information Science    Reference.

Business management seminar

Introduction

I recently attended a seminar that I have recorded to be one of the most efficient and most helpful seminars that I have attended. The seminar was a great moment of learning about managing work especially in the business field. The unique seminar was aimed at improving the services of managers who are already in the field, also to create an interest to those who would like to be managers in the near future.

            I felt a great advantage of attending the seminar, I most importantly learnt to consult which was even valued as more important than giving others advice. It was evident that most business ideas and solutions to business hiccups lies in the minds of those people who are around us. Each brain has its unique way of reasoning and of solving issues, this is what makes each individual important to give ideas for evaluation. The consultation also end up providing information, solving problems and making effective diagnosis from diagnosticians. Ways of recommending actions and even implementing changes can be even more effective if consultation is entertained. I value this so much for the much it’s of great importance to whatever my life is engaged in passionately.

            I liked the way of presentation that was used during the seminar, it gave us room for taking different ideas and choosing for ourselves. This is where I got the idea of management, I learnt that it was the sector where my interest lies and now moving on there is great light on my way of career. However, business in our century, the use of some desks like the messengers desk shouldn’t exist. I thought people should be shrewd enough to take advantage of the technology to elude so much production cost. The use of modern technology to communicate must be easier faster and cheaper and thus I find it necessary to make an improvement in our business.

            It’s so interesting to take my time in this course to ensure we move with time from old to new. I also think that we can make an expansion of knowledge towards innovation and ways of expanding our businesses. We can also have more in our businesses that others have not yet been in a position to venture into, it can help us make vast steps forward to excellence as the early birds. I also thought of making our business a field of great fun also by having meetings to celebrate as friends and have fun to relax our minds as business people. It is a course I would essentially enjoy see us move on to greater heights of success. I actually appreciate the fact that I got a chance to attend the seminar.

Effective Performance Management

            The success of any organization is greatly determined by the type of employees that work together to ensure that its goals are met. Employers are fully aware of the importance of having the right employees and are doing all they can to ensure that the people working in their organizations are skilled and possess the relevant talents to perform their duties satisfactorily. To ensure that employees are satisfied with the terms of their employment and that they are motivated to accomplish tasks assigned to them to in the best way possible, employers are adopting the use of performance management and appraisals. With the advancement in technology, guidelines on how to pick and implement a good performance management system are easily accessible as the information can be found on various websites on the internet.

            According to the hrcouncil (2016), performance management is described as a process whereby the employer and the employees work together in planning, evaluating and reviewing the objectives set for employees and to what extent an employee contributes to the success of the organization. Performance management is done continuously where the manager is responsible for setting the companies objectives, checking on progress and offering guidelines to employees to ensure that they are able to meet the set objectives and thus accomplishing the company goals. It main goal is therefore to ensure that that the effectiveness of the employees is promoted and maintained in a way that is beneficial to both the employee and the organization.

            Since establishing a successful performance management system is time consuming and requires uses up the organization’s resources, it is important for senior managers and executives of the organization to offer adequate support. Their support will help all the parties involved not only to understand its purpose but to adopt and willingly participate in the performance management process. Their participation should also incorporate methods that are used to recognize and reward employees that perform exceptionally well. For those employees who do not live up to the expected standards, the process will help to identify areas that may have been problematic for the employees and then come up with ways to improve their performance such as offering training (hrcouncil, 2016).

            According to Lawler (2015), there is a new trend where organizations are seen to be changing their performance management systems. The change is due to various reasons, the most common being how difficult it is to implement an effective performance management system. However, instead of using the information of what they already know as a foundation to come up with a better implementation strategy, the organizations are opting to adopt new strategies that suit the organization in general rather than the performance management system. If the process is to be successful, Lawler (2015), states that organization must observe three key aspects when using performance management systems.

            First, executives must offer support for the performance management systems at all levels. Since executives are seen as role models in an organization, they should lead by example and also ensure that appraisals are done on all employees regardless of the position they hold in the organization. Secondly, the organization must set its goals early in advance. These goals will help in motivating the employees because they know in advance what is expected of them and how to deliver it. Setting up rewards or appraisals for those who accomplish the set goals will further motivate the employees and thus make the performance management process successful. Finally, employers should avoid discussing matters related to payment together with discussions on the feedback from the employee’s performance. This is because the employee will tend to recall more about the salary and might forget what was discussed in relation to their performance (Lawler, 2015).

            According to Puckett (2015), a well implemented performance management system is of great importance and has various benefits to an organization. It allows for setting of goals and revising them accordingly. Setting of goals helps the employees to understand what is required of them and the role they play in meeting organizations objectives. Assigning goals to teams or to individuals helps the employees to get a sense of belonging because they feel as part of a team working together towards the common good of the organization. Performance management is also important in that it helps in coaching and managing of employees. Effective performance management systems help to identify areas that may be problematic to employees at a personal level. After identification, managers can then engage in coaching the employees or giving them training that will equip them with the skills to overcome the problems that may have caused issues for them (Puckett, 2015).

            Performance management is important in that it helps in development planning. After it is conducted, employees get feedback on how they performed and guidelines on what they can do to improve their performance. This means that the employee will be aware of what skills they are required to learn or improve so as to better improve their work efficiency. It effectiveness is however dependent on the fact that employees see the practice as a means of improving their skills and making them better equipped for their jobs (Puckett, 2015). Performance management is also important in that it paves the way for recognition of employees and rewards. Employees who are seen to make the most improvements and those that are able to meet the goals and objectives of the organization are not only recognized but also rewarded. This goes a long way in motivating them because they feel that their work is appreciated and thus strive to do better (Puckett, 2015).

            If well implemented, performance management systems can help all members of an organization. Through it, managers and supervisors learn how to engage with other employees and put their abilities into good use. Rather than just giving appraisals, the manager helps to improve the skills of employees and make them better suited to meet their objectives. As for executives, their responsibility is to ensure that the goals of the organization and the employees are linked. In doing so, meeting departmental goals will ensure that the overall goals of the organization are met. As for employees, the performance management systems will go a long way in making them better at their jobs. Other than helping them to identify areas that cause problems for them, it informs management who in turn offer coaching and training to help employees to overcome these problems (PMARC, 2016).

Although information about performance management is easily accessible through the web, there are both advantages and disadvantages that are bound to be experienced. In all the sources mentioned, the information is accessed quickly and with ease. One simply needs to type the topic of research and the results appear within seconds. Another advantage is that it is free. The websites are accessible to anyone who has access to the internet and can retrieve the information at no cost. In the case of hrcouncil, the website gives a detailed description on how to plan and implement a successful performance management system and this is a major advantage. The Lawler addresses changing trends in the field of performance management, pointing out areas where managers are making mistakes. A shortcoming of this site is that it assumes that following the guidelines given by Lawler will ascertain successful performance management. It however fails to consider other factors such as cost and attitude of employees which could undermine the process.

While Puckett’s strength lies in identifying the importance of performance management, they fail to discuss ways to ensure that the system can be implemented to ensure that these benefits are achieved. This is the same shortcoming that is seen in the PMARC site which only mentions how all parties stand to benefit but do not show ways of ensuring that the promised end results are attained. Despite these shortcomings, websites still offer valuable information that plays a major role in the implementation of effective performance management systems.

References

Hrcouncil, (2016) “Keeping the right people: Performance management” Community        Foundations of Canada, retrieved from, http://hrcouncil.ca/hr-toolkit/keeping-people-         performance-management.cfm

Lawler E, (2015) “Performance management: the three important features you’re forgetting”        Forbes, retrieved from,            http://www.forbes.com/sites/edwardlawler/2015/04/15/performance-management-yet-            another/#2d1a77a64902

Puckett J, (2015) “The importance of performance management” retrieved from,             http://technologyadvice.com/blog/human-resources/importance-of-performance-    management/

The Performance Management and Appraisal Resource Center, (2016) “Performance        management for this century” retrieved from, http://performance-appraisals.org/

Chapter Three: Methodology

Research Methodology and Design

            The research design is defined as the plan that is structurally built to be utilized for the purpose of the investigation to the presented research questions (Vogt, Gardner, & Haeffele, 2012).  Research methodology is, therefore, a plan of investigation to get answers to the study questions (Tavakoli, 2013).

            The current research will, therefore, utilize random sampling method as well as descriptive design. This will be purpose on investigation how the failure of leadership impacts the culture of an organization.  The research methodology will, therefore, seek to establish how morale is affected when bad leadership retails in an organization and how poor leadership affects the motivation of employees thus resulting in low productivity and decreased organization’s efficiency.

Research Method

            Simple random sampling procedure and qualitative design which involves both qualitative and quantitative procedures were selected with the aim of eliminating biases (Antonisamy, Solomon, C& Prasanna, 2010).  Qualitative design that will be used in the research will involve the use of interviews and questions. The questionnaires will contain both open ended and closed ended queries.

             In random sampling surveys will be used fully to ensure that there are no biases in selecting the target population.  Random sampling is crucial for this research as it seeks to ensure that the generated feedback from the respondents is accurate and reliable thus increasing the efficiency on the study (Antonisamy, Solomon, C& Prasanna, 2010). The use of simple random sampling helps in ensuring that every member of the target populations involved (Lim, 2013).  The employees will, therefore, hold equal chances since the method has no effect on the target population.  This method will, therefore, reduce the biases probability in the sampled population.

The qualitative and quantitative method will seek to answer how poor leadership affects the organization culture negative as well as employee’s motivation.  In establishing the impact of poor leadership on the success of any organization open and closed ended questions are thus required. This will help in ensuring that adequate information is generated to increase the reliability of the research.  This information will, therefore, contribute to a beater and organized understanding of the issue of poor leadership in an organization. The descriptive method provides more accurate findings. The qualitative method will seek to provide a meaningful purpose set by sampling the population purposively by using, questionnaires, observations, and interviews. On the other hand qualitative method will utilize measurable data to formulate and uncover patterns in the study (Antonisamy, Solomon, C& Prasanna, 2010).  This will involve the use of interviews and observations to generate more information.

            Since leadership issue is a fragile matter the employees will thus be required to fill I their feedback in questionnaires to ensure that confidentiality is maintained.  The elements of qualitative and quantitative method will, therefore, help in answering whether the organization that they work in holds  suitable leadership, how the employees believe that the issues can be  solved, the impacts of the current leadership in the culture of the organization and also in indicating whether they are motivated employees or not.

            The rationale of using a mixed study method involving simple random sampling and quantitative and qualitative design is to exploit maximum information from the respondents.  In addition, the mixed methodology is helpful in providing information which is essential for comparison in order to make accurate results analysis (Antonisamy, Solomon, C& Prasanna, 2010).  The mixed method that will be utilized by the research will help in ensuring that they provided findings are utilized as references while developing solutions. This is by providing the future researchers with suitable strategies and grounds to investigate on in generating better recommendation.  Random sampling with the incorporation of quantitative and qualitative  designs helps in maintain  accuracy and reliability  as the feedback can be summarized and analyzed  later since adequate data and recording are valuable.

Research Setting

            This study selected the organization because of its reputation on high employee’s turnover and especially a high turnover rate of the organization’s leaders.  The organization, therefore, provides a ground basis to ground the research on by investigation the causes of the high turnover rate. The organization is also essential as it will help in establishing the impacts of poor leadership on the organization culture as well as the negative impacts that are associated with poor leadership. The background of the organization is additionally significant in the current research because the researcher will be able to determine the effects of poor leadership on employee’s motivation. This will help in assessing why good leadership is essential in determining productivity and efficiency in an organization.

            The organization will help in solving the research problem because of its background on poor leadership. Now that the organization has a new and a transforming leader the organization will be able to illustrate the effects of poor leadership on its performance. This will, therefore, help in drawing solutions to organizations on how the employees can be motivated continuously without fail.  The solution to the research problem lies under the effects of poor leadership towards the culture of the organization.  The organization will, therefore, provide solutions on how leaders can increase productivity by motivating the employees.  This will e achieved by establishing the things that the organization’s current leader is doing differently from the previous leaders.  The employees feedback on whether they are motivated will help the research is establishing strategies of leadership that can be utilized to solve the negative impacts of leadership on the culture of the organization. The study setting will be grounded on both the employees of the organization and all the leaders from different departments.

Sampling

            The target population for the research will be employees of corporation as well as the leaders in the organization. The participants will range from entry level, mid-management, uniformed and civilian and nonunion and union employees. The research, therefore, incorporates both male and female I equal ration to avoid being biased.  A list of all the 400 employees and 26 organization leaders will be used as the sampling frame in which the list was outsourced from the corporation’s employee’s database with the consent of the corporation.

A sampling of the study population was required because it is associated with low cost, accessibility, and availability of all the involved target elements.  Sampling is additionally important to the current study because it is associated with the high speed of processing and analyzing the information that is collected as compared to another method with are characterized by complexity.  This is, therefore, essential in eliminating biases and also ensuring that reliability and efficiency are maintained in the research.

            The sample that will be tested is that of the employees who have worked for more than three years in the organization.  This is because the sample is essential in generating information that is accurate and reliable because of their widened experience in the corporation. The sample population will, therefore, be able to adequately provide answers to my research questions based on their experiences. The employees who have worked for a short period of time may provide unreliable and inaccurate information because they fail to have real and adequate experience of the effects of a poor leader on their motivation and their performance efficiency.

The sample language background is English. English language background was selected to ensure that the employees provide reliable information that can be interpreted easily. This is to ensure that as a researcher am not faced with the issues of interpretation the information which may result in misinterpretation, inaccuracy and the high cost of paying language expertise to interpret the provided information.  The mean ages of the employees are 35 as the ages were selected from 30 years and above because the research required individuals with developed experience in organizations.

            The sample population with be chosen based on working experience, language, and age.  In order to avoid bias, the researcher will, therefore, utilize single random sampling method.

Several participants were excluded from the research sample because of low working experience and also being below the age of 30.  This was to ensure that the information provided is accurate because most individuals who are below thirty years have less experience in a developed organization that has at one time faced the negative effects of poor leadership.  The experience was therefore required in order to participate in the research as most of those below 30 years admitted that most of the have not experienced such scenarios. However, those that were below the age and had worked in an organization that had negatively impacted the working culture due to or leadership were involved in the sampling.

Instrumentation

            Data collection tools that will be used in the research will include the use of questionnaires, interviews, and survey tools.  The interview will be conducted by the researcher in the different departments in the organization at a specified time.  This will, therefore, involve asking questions to the employees and leaders and noting down their answers.  With the permission of the respondent, the researcher will record the responses for further reference.  This information will later be summarized for the process of analysis.

            Questionnaires will also be utilized in collecting information. The sampled population will be administered with questionnaires which with be sent via the email. The questionnaires will be sent back to the researcher at the agreed time after filling completion. The questionnaires will contain closed and open-ended queries for a maximum gathering of information. The researcher will then gather all the returned questionnaires for summarization and analysis of the findings.

            In order to avoid the occurrence of bias with the use of questionnaires, observation and interviews pre-testing was done.  This included the consideration of the challenges that might hinder the efficiency of the instruments.The independent variable in the research will be the failure of leadership while the dependent variables will be organization’s culture and morale of the employees.

Data Collection Strategies

            Questionnaires will be distributed several days prior to the specified time of conducting the interview. This is to provide adequate time for the employees to fill the questionnaires and return them to the research. The questionnaires will be distributed through the employee’s email where the email addresses will be collected from the organization employee’s database. Reminders will be sent via SMS and email to ensure that the specified duration is not affected which may slow the research. The respondent will be given 14days to fill the questionnaires after which the interviews and observation will be performed.

            Confidentially of the questionnaires will be maintained as the questionnaires will be returned to my personal email where I will personally be involved in analysis and summarization.  The ethical considerations in my study are ensuring that the participants read and understand the consent form. By signing the form this will mean that they comply with the terms and that I will offer confidentiality to their statements.

Data Analysis Plan

            The obtained data will be analyzed by utilizing SPSS which represents a statistical package of social sciences. I chose the procedure because it is more accurate in analyzing the presented data.  In determining the dependent and independent variables the research will utilize correlation analysis as well as the measures of tendency.

Qualitative data analysis will additionally be utilized in analyzing nonnumeric data via the utilization of quick impressionist.  Qualitative information will be analyzed manually by summarization of the key results and detailed interpretations of the presented research explanations.

            I believe that the information collected with help in strengthening the recommendations for change in the organization. This is because the collected information will be from the employees who hold the actual experience of the presence of poor leadership.  This will, therefore, help in developing strategies that will be recommended to change the current situations.

Methodology Summary and Conclusion

            It is clear that the research will be helpful in developing solutions to the existing issue of leadership in the organization. This is by establishing the effects of leadership failure on the organization culture which will help in the development of suitable strategies to overcome the issues.

            The anticipated limitation is the withdrawal of the respondents due to fear of exposing their organization. This is because the employees may not agree to break the organization policies as they fear the threat of losing their job.  Additional there is also the limitation of inaccurate information. The employees may not present detailed information with the aim of maintaining their loyalty to the corporation. This may, therefore, result in unreliable findings or conclusions that are not based on fact. Time and financial or resources constraints are other anticipated limitations to the research. This is because the study will require the utilization of resources which is challenging for the researcher.

Appendices A

Introduction Letter to the Research

My name is…. And I am performing the research for the aim of obtaining a bachelor's degree in organizational management at the university of….my area of focus is to fully investigate on is how moral is effected when leadership fails in an organization and the effect that leadership failure has on motivation.

Participation in this research generally involves random sampling and the use of questionnaires to the participants. The participants will be derived from a different organization which will involve organizational leaders as well as the employees. This will, therefore, be essential in generating reliable information which is crucial in analyzing results of this study.

Participation in the current research will, therefore, involve the use of survey, interviews as well as the filling of questionnaires.  Interviews will be conducted by me at a particular time in the different organization in order to increase the convenience of the organizational leaders and their employees. Participants are therefore invited to take place in the research by providing their views in order to improve effectiveness in the organizations operations which will help the leaders in becoming better leaders to increase job motivation.

Thus, with your permission the conducted interviews may be recorded in order to fully ensure that there is accuracy. This will, therefore, avoid misinterpretation or omission of information while writing the interviews feedback.  Participation of all the organizations employees and their leaders is voluntary and therefore no individual will be benefited or disadvantages in any way for choosing to fully participate or denial to participate in this study.

All the responses will be kept confidential and all the personal information provided that would help in identification of the respondents will not be involved in the study report.  The materials of the interviews such as transcripts and tapes will not be heard or seen by other individuals at other organizations, at school or any other place.  I will, therefore, be involved in processing the information myself to maintain confidentiality.  You, therefore, have the permission to deny to answer any of the presented questions which you not sure about or you feel that you cannot participate in. you may, thus, opt to withdraw from the research at any moment with personal need arises.

Please if you opt to take place I the research please fill in all the details required on the form of consent  which is attached and place it I the container that is sealed  in the organization board place. You can opt to contact me on my telephone number for more clarification.

My telephone number is

Your study participation will be appreciated greatly.

Sincere regards

Appendices B

Confidentiality Agreement Letter

I……………………….. ,           Employee/leader…………………………………………………

                                                                                                    (Name of the employee/leader)

An employee/ leader at…………………..organization in……………, having read and understood the requirements of the research I understood the following clear aspects:

That the research participation is fully voluntary

That I may withdraw from the participation from any required time with any or adequate reasons with adverse effects to my operations

My participation or no participation is crucial as it will influence different aspects of the organization's success as well as my operations

The results that will be obtained in the research will strictly be treated as confidential and it will thus not be utilized for the purposes of promotions but for solutions development.

That the research has sincere purposes of conducting the research in my favor

My hereby grant/ deny grant (tick the one that is applicable) permission for my full participation in the research/.

……………………………..                                                                             ………………………………..

Signature of the employee/leader                                                            Date

I, ………………………………………. ,  having the full understanding of the above statement, as explained by the researcher I do agree that employees may take part in the research.

…………………..                                                                  …………………………….

Signature of the organization leader                                              Date

Appendices C

Questionnaire

Please answer the following questions with accuracy and much honestly as you can. Thank you so much for your full participation.

Employee’s/Leader’s name:

Employee’s/ Leader’s number…                                            Date…………………

Please fill the following;

Personal details

Age……..

Sex ………….

Language ………..

Education level……………

Marital status…………..

Phone number………

Address………..

Please indicate whether you are a motivated employee

Yes

No

Maybe

Question 1 please indicate your working period in the organization

Question 2 How many organization have you worked for?

Question 3 why did you leave your previous organization?

Question 4 Describe your full experience so far regarding organizational leadership and motivation to the employees

Question 5 Does poor leadership increase the turnover rate of employees in an organization?

Yes 

No

Please provide an explanation for your answer

Question 6 how is leadership and the success of the organization related?

(Choose one)

1. a) Good leadership results in organization success and increased productivity
2. b) Poor leadership does not de-motivate the employees
3. c) Leadership and organizational success are not interrelated
4. d) Leadership, motivation, production and success of the organization are influenced by suitable leaders.

Question 7 Describe the impact of leadership on the culture of an organization

Question 8 Provide reasons why the failure of leadership impacts the organization's culture negatively

Question 9 Describe how the organization's morale is affected due to the failure of organizations leadership thus affecting operations motivation.

Question 10 Apart from motivation and moral how does the failure of leadership affect organizational culture?

Thank you so much for taking your precious time to fill the research questionnaire. Your cooperation is appreciated and your help cannot be underrated.

References

Vogt, W. P., Gardner, D. C., & Haeffele, L. M. (2012). When to use what research design. New York: Guilford Press.

Tavakoli, H. (2013). A dictionary of research methodology and statistics in applied linguistics. Tehran: Rahnamā.

Antonisamy, B., Solomon, C., & Prasanna, S. P. (2010). Biostatistics: Principles and practice. New Delhi: Tata McGraw Hill Education.

Lim, W. M. (2013). Research methodology: A toolkit of sampling and data analysis techniques for quantitative research. Place of publication not identified: Grin Verlag.