Friends Owning the Company Essay Example | Topics and Well Written Essays - 750 words

A Hard Days Night

Music is one of the Great Britain's most brilliant commitments to the world, in spite of the inclination of melodic developments in the course of the most recent four decades to generate societies that appear to ethically harm the social standards, particularly on the young. A significant part of the wonder can be credited to the coming and advancement of TV as a mechanism of correspondence, for TV has inconceivably shot the vocation of mainstream artists to an unheard of level. In a comparative size, film has likewise anticipated pessimistic ramifications on how average citizens treat famous people. Along with TV, film has dehumanized big names so that society and culture, especially in the west, have in the long run sustained watchers at home with thoughtless adjustment to the media just as a completely evolved arrangement of extolling famous people and their extreme conduct. The tremors of communicate media and film have delivered the idea of triviality and partiality as a reason for fame. It is very clear on how famous actors, artists, competitors, and business models are treated in cafés and other open spots. The film A Hard Day's Night, for example, represents and handles the reaction of the disparaging idea of fame as felt by superstars in an individual level since they themselves feel the advantage of a typical life steadily withdrawing from them. The setting of the film is slanted on the possibility that the visual components gave by film and TV make an after of a specific craftsman or gathering of craftsmen dependent on appearance and not on ability. In investigation of the developing issue, Kevin Donnelly's British Film Music and Musicals underscores the marvel of how A Hard Day's Night turned into the remedy to the venom achieved by film and TV's visuals so that the emphasis is more on The Beatles' music as the narrator rather than the plot or the cast themselves (Donnelly, 2007). In spite of different movies including music specialists, for example, the amazing Elvis Presley who has been the guinea pig of producers who sat idle however to abuse his notoriety in film. Donnelly composes that the film basically interfaces watchers to the band through the melodic score which goes connected at the hip with the circumstance and feelings that the film's scenes raise (2007). The melodies recommend how the Beatles disdain about the incidental advantages of notoriety while managing the rebuffing idea of their obligations, for example, recording and visiting. The virtual contact likewise occurs as the film shares the band's merciless torments of having a superstar life while relinquishing their own objectives and interests. The visual innovations of film and film in reality add to the fact that such modes of correspondence make gods out of big names. In this sense, A Hard Day's Night speaks to and mirrors the star-production apparatus around The Beatles so that it reports of The Beatles' misfortunes in the United States during the pinnacle of their profession. The band's grip with business achievement were spoken to through experiences of interest by law implementers and a swarm of fans just as their appearances on question and answer sessions, attempts with their operators, and lodging life (Balio, 1987). Accordingly, Such conditions are very like the instances of present day big names being located and pursued on open places or being captured for driving quick and affected by psychoactive substances. A Hard Day's Night, in the mean time commends the band's fame in an alternate way, by featuring the band's adaptability as artists since part of the film catches the band's most recent arrangements at that point, being played during training meetings, live exhibitions, and casual set-ups (Balio, 1987). The film's unmistakable way to deal with the point subjects the inclination of visuals, for example, film and TV as profession sponsors so that the grandstand of the band's ability through live exhibitions are appeared, not normal for conventional performer arranged movies which utilize the craftsman's recorded material. In a relating approach, A Hard Day's Night along with the film and media business fill in as a joke of the star-production hardware around The Beatles just as different famous people and mainstream characters, essentially in light of the fact that music is a work of art which animates gratefulness through hearing. Accordingly, the devoted mode of correspondence for communicating the specialty of music and recording craftsmen should be the radio, not TV, film, and unquestionably not print. The movie likewise affronts The Beatles as craftsmen by amusingly handling the issue of pop acclaim, which the musicians experience, through a medium that caused such a plague in any case (Glynn, 2005). Moreover, the contaminating idea of TV and film has by and by made its quality felt as the visuals have demonstrated to be valuable guides in abusing craftsmen and advancing the created arrangement of loving big names, which is for this situation happens to be The Beatles. Besides, the visuals gave by TV and film buries genuine melodic ability by removing the account craftsmen's melodic believability (Frith, 2002). Simon Frith (2002) anyway infers that rock is to be comprehended as a TV item. The key components and highlights of TV and film, for Frith, have arranged the way of how the crowd see music and performers. Simon Frith composes that TV has gotten generally mindful in the field of star-production for the explanation that TV with its accentuation on close-ups of the entertainer and melodic virtuosity, specific kinds of organizing and display has added flavor to performers as praised open figures (2002). Frith likewise includes that the emergeance of music systems, for example, Music Television along with a few music related TV projects, for example, Top of the Pops have additionally helped specialists as far as advancement which influences segments of fame, for example, record deals and diagram appraisals (Frith, 2002). The coming of innovation has without a doubt impacted the standards and principles for treatment of VIPs. Visuals, in an impossible, have added zest to artists as attractions to the open eye, with it, the advancement of advancement for recording craftsmen have upset. In any case if the progressions realized by the TV and movie industry to the open status of vocation artists have positive or negative suggestions, the main concern despite everything goes down to a specific point, change. A change that has been felt practically 50 years after it has for some time been advanced and drilled.

12 Books to Pierce the Filter Bubble

12 Books to Pierce the Filter Bubble For the last one year and three months, those of us on the lefty side of the political spectrum have been told, often by various media outlets, that we need to step out of our bubble and understand the Trump voters. That we maybe need to go to that bar in Pennsylvania that the New York Times Opinion staff heads to every time they want to write another finger-wagging editorial and rub shoulders with people who wear red hats. Theres been a real dearth of that same media hand-wringing about wanting to get MAGAs out of  their comfortable Fox-and-Breitbart bubble, which seems really unfair. But you know, reading expands the mind. It breaks the bubble. And here are some books that would be great to airlift to the Timess favorite bar or give to your relative of choice if you want to make Christmas dinner extra spicy this year. Lies My Teacher Told Me  by James W. Loewen An oldy but a goody, as my dad used to say. A friendly, episodic look at the ways nonfiction books (particularly textbooks) have been spun to have a particular bias, particularly toward the myth of ongoing social progress and American cultural tall tales. Doubly recommended because it offers skeptical tools that are great for combatting confirmation bias. A new edition was recently released, updated for a postâ€"9/11 world. So You Want to Talk About Race  by Ijeoma Oluo Arguably aimed  at your relative who needs a passive-aggressive book gift, this answers a lot of questions and explains a lot of concepts that elude people ensconced in filter bubbles that dont include many black voices. Stamped from the Beginning  by Ibram X. Kendi More of the advanced course with lots of history, exploring how we got to where we are today, and the evolving faces of racism throughout American history. (Honestly, Id recommend this book to anyone and everyone, whether they need their filter bubble popped or not.) Success and Luck: Good Fortune and the Myth of Meritocracy by Robert H. Frank If youre as tired as I am of hearing about bootstraps and how people arent successful because they just dont work hard enough, heres the perfect book to wing at someones head or leave passive-aggressively under their dinner plate. Double feature! Drift: The Unmooring of American Military Power by Rachel Maddow and War on Peace: The End of Diplomacy and the Decline of American Influence by Ronan Farrow These books really address the same thing from two different angles, namely the recent trend of treating the American military like a multitool that can fix every foreign problem, while the State Departments role in diplomacy has become further diminished. The New Jim Crow  by Michelle Alexander An absolutely damning look the way mass incarceration has taken the place of segregation in America, and a good challenge to the law and order mythos. Theyre Bankrupting Us!: And 20 Other Myths about Unions by Bill Fletcher Jr. or From the Folks Who Brought You the Weekend: A Short, Illustrated History of Labor in the United States by Priscilla Murolo and A. B. Chitty For all the talk about the white working class (funny how often its glossed over in angsty editorials just how much of the working class  isnt white), theres a severe lack of acknowledgment about why the working class is in such bad shapeâ€"and a big part of that is the gutting of unions. Men Explain Things to Me by Rebecca Solnit Essays about the experience of being female in the modern era, starting with mansplaining and showing how its connected to much darker things. The View from Flyover Country: Dispatches from the Forgotten America by Sarah Kendzior Probably the least tongue-in-cheek suggestion on this list and the most accessible to the conservative friend youve had occasional screaming matches with when the conversation turns to politics. This collection of essays addresses issues near and dear to those on the left, such as income inequality, from the   context of the midwest. Becoming by Michelle Obama Okay, now Im just trolling. (Do it. How can you say no to this book? Do it do it.) Sign up for True Story to receive nonfiction news, new releases, and must-read forthcoming titles. Thank you for signing up! Keep an eye on your inbox.

Transgenderin India - Gender Inequality Point Of View ..

TRANSGENDER IN INDIA - GENDER INEQUALITY POINT OF VIEW MR. ABILASH CHANDRAN Asst. Professor. Department of Social Work, Christ College (Autonomous) Irinjalakuda, Thrissur, Kerala, India. abilashmsw@gmail.com 9544214227 MS. KEERTHANA VIJAYAKUMAR Master of Social Work 3rd Semester, Department of Social Work, Christ College (Autonomous) Irinjalakuda, Thrissur, Kerala, India keerthanaviyyur@gmail.com 70250489 Paper abstract: Gender inequality perspectives of the third gender/ transgender in India is a study related to the gender inequality problems facing by third gender or transgender in India. The main objectives of this study is to project the inequalities faced by transgendes in Family, Education, relationship, social roles,†¦show more content†¦Their discrimination has been a perennial issue and has only proven to be more spurious with time. The discrimination the members of the transgender community face based on their class and gender make them one of the most disempowered groups in Indian Society. Transgender is generally described as a person whose gender identity, gender expression or behaviour does not conform to their biological sex. 2. DEFINING TRANSGENDER: Transgender a person whose self-identified gender does not correspond to the gender assigned to them at birth. Their gender identity may not conform to conventional binary notions of male and female, but rather as a third gender. The term transgender is not indicative of sexual orientation, hormonal makeup, physical anatomy, or how one is perceived in daily life. The term ‘transgender’ refers to signify individuals who go beyond rigid, binary gender constructions. Such resistance is facilitated through the breaking and blurring of culturally prevalent stereotypical gender roles. Third Genders are mostly castrated males who have a long history that dates back to 9th Century B.C. Transgender have a recorded history of more than 4,000 years. Asian countries have centuries-old histories of existence of gender-variant males who in the moderns times are labelled as transgender women . India has a history of people with

The Importance Of Objective Observation And Socialization

The most common method used for getting information about the various things around us, is to observe those things and also the various processes related to those things. â€Å" We are all too inclined â€Å" he said, â€Å" to walk through life with our eyes shut. There are things all around us and right at our very feet that we have never seen, because we have never really looked â€Å"(pg.15), Amy Herman argues that living in autopilot causes people to miss out due to our lack of visual perception. A sharper perception in any situation or environment is beneficial. Herman states that objective observation and empathy might be valuable cognitive tools in socialization and those tools can be used at Westfield State. Although, the conflict or tension between†¦show more content†¦Empathy is not merely caring about the person or listening to their sorrows but to be able to put yourself in their shoes and have their true perspective. This is how you empathize. This ability to feel for another human being sets us apart from other animals. Empathy is different from helping behavior or the altruistic behavior. Altruistic is when we act to promote someone else’s welfare, even at a risk or cost to ourselves. If you’re able to empathize with others on WSU campus, you’ll be able to understand buried emotions and effectively communicate better. How is empathy related to communication? If you’re not able to feel the inside feelings of another then your choice of words can ruin your socialition. â€Å" Sometimes our words are misunderstood or accidentally repeated incorrectly; other times they come out wrong with, buried in emotion or simply tossed out without proper thought or precision.†(Pg.178) There’s certain socializing situations where subjectivity is needed on campus. A friend of mine on campus is recently going through her first family loss. The first thing I’ve felt that I should do is emphasize about h er situation. When holding a subjective stance, you’re maintaining a distance between the other person. How can a person who holds an objectively stance help in a situation that needs emotion? I put myself in her shoes and understood the stress of emotions stirred in her and was able to connect. From this experience,Show MoreRelatedThe Volunteer Stages And Transition Models : Organizational Socialization Of Volunteers1355 Words   |  6 PagesMethod Article Critique CITATION Haski-Leventhal, D., Bargal, D. (2008). The volunteer stages and transitions model: Organizational socialization of volunteers. Human Relations, 61(1), 67-102. STUDY PURPOSE The article, â€Å"The Volunteer stages and transition models: Organizational socialization of volunteers†, by Haski-Leventhal and Bargal explores volunteers’ experiences in an organization and proposes learning and interaction models within the context of volunteering. 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Effects of Job Satisfaction for Employees - myassignmenthelp.com

Question: Write about theEffects of Job Satisfaction for Employees Performance. Answer: Introduction Having a quality human resource is very important in the operation of a company. These is because it has advantage in smart thinking, have the skill and expertise in the work, a good idea to apply the organizational plan without much straining, has the capability to solve companys problem, ability to understand the relationship between time and production and lastly they are innovative in nature (Steel 2002). This section presents the base for the study, consequent from a minor data using presented literature associated with aspects affecting job contentment and inspiration of employees. In this case, the inconsistency for the research comprises of relationship between employees and managers, employee reward, organizational policies and talent development. According to different primary research, we have a certain connection between satisfaction of job and perfomance. Literature review This literature review looks at job satisfaction under three sub themes; attitude, motivation and turnover. All these factors have an impact on employee satisfaction at work. For instance, when a manager wakes up one morning and comes to work with a lot of anger towards employees, this will end up making the employees to underperform since their psychological stability has been disturbed. This will lead to the employee being dissatisfied at work. Another case is that of lower employee turnover which will make the present employee work extra hours in order to which will make them feel overused by the management hence leading to lower production levels. In this case the employee feels dissatisfied through being overworked. Another scenario that relates to the above situations in employee motivation which has greater impact on employee satisfaction (Hausknecht 2009). Motivation includes such characteristics like; self-realization, advancement and sense of achievement. All these are the driving factors in every employee in an organization which if taken into consideration will translate into higher returns. Employee job satisfaction is affected by a series of factors such us salaries and remuneration. This can affect satisfaction since the worker will be motivated to work harder and smarter since his/her had work has been awarded. Another factor is good working condition which will make the employee to work even smarter since he/she feels comfortable at workplace. Thirdly, a worker will work better if his/her suggestions and advice are put into consideration during decision making. Another thing is about security if your employee. Human beings work better under secured environment free from war and chaos. During political unrest in a country, most of people operate under a lot of stress hence translating to poor organizational performance. Managers or even the supervisors attitude towards an employee also tends to influence the way an employee performs. This is because when the manager gets angry with a worker, the worker will retaliate by acting the same way he leading to poor production level of that worker. Basically, employee satisfaction and motivation has a direct effect on the running of day to day activities in a company. If injected with a negative attitude, the same will translate in production and if treated positively, it will end up in positive impact on production. Objectives of the research The main purpose of the above project is to display and settle on the correlation between job motivation and job satisfaction towards employees performance (Write 2005). Basically, the above study aspires to examine the association between motivations, reward and appreciation on the satisfaction of the employee and analysis of significant and insignificant effects of diverse factors behind. To display this relationship is of great help both to the management and the human resource department of a company. The study report intends answer the questions bellow: How performance of employees is influenced by job satisfaction. How influential work motivation on employee performance? How satisfaction and work motivation simultaneously affect employee performance? Benefits of the research The findings of the research will help the organization understand factors that influence employee satisfaction in the organization, and therefore helping the company to come up with strategic plan of improving on organizational performance. The data used can also be used in monitoring of future progress of the company. The findings of the study will also help to understand why employees prefer certain jobs over the others. Lastly, the data of these results may be used as a basis of future study on the same topic. Research approach The research approach is placed under two classifications namely; inductive and deductive and th methodology that is used in performing the study is what is called research approach (griffeth 2009). In the current study, the main data is collected from a person workers and deductive approach is used to analyze the data. This approach is based on the standard of presented data and theory. In this study, workers are studied and the examination of the results gives answer to the level of contentment. Methodology The study process will employ the use of main information since it supports a straight interaction with interviewees and no meddling of data collected (Griffeth 2009). Quantitative data collection method will be employed so that to reach a significant amount of data through an online analysis. The aim is to generate generalizable results for the persons doing jobs in the English-speaking part of Africa, i.e. Kenya, South Africa and Nigeria. A person can make conclusions from the samples collected. To be precise, a sample of people working in the said region will be given an online questionnaire with closed ended questions. These have liberal choices for assessing the satisfaction and motivation level of each investigation results. The online survey employs the use of 18 questions in which the respondents will answer in which their privacy is protected. This study questions will assist in gathering the information across the study region (Eacott 2011). The reasons why online survey was chosen and not others is that; To reach a wider interview which will enhance collection of a lager content. Collection of data is more efficient and so there is a lot of saving on resources. The process is very clear thus making it easy in data collection. Collected primary data is thereafter complimented by a secondary source. The data based on secondary research will be collected through exploring theories by scholars which will help to support the primary research. Theories on job satisfaction and motivation Maslow hierarchy of needs theory. In this theory, maslow talks about the steps in the hierarchy where by every human being must pass through before getting to self actualisation. The lower section is the physiological state whereby a person at this stage thinks about his physiological state and has achieved nothing at all. The second stage is whereby a person has a source of income but can only afford to be safe and can only afford the basic needs like food, water and shelter. After sometimes the person manages to save some money and ends up thinking about settling down to start a family. After doing this a person gets self confidence since he feels that he has achieved something in life (Prince 2005). After accumulating enough wealth, the folk start thinking about getting into social responsibilities such as politics. This hierarchy can be used in the management of and organisation since it clearly brings out the image of human development process. This implies that every human being has that internal factors that will drive hi/she to write down personal targets to achieve. This individual targets will translate into high performance on production. Job characteristics theory. This hypothesis is explaining that satisfaction of the job comes in if the environment gives a chances for positive features. This explains better on how those features will have an effect on the employee job satisfaction. These features that am talking about will affect the centre of the dimension of the jub which include;, task identity, skill variety, autonomy, task significance and reactions which eventually define the meaning of responsibility, work and understanding of the results which are the critical psychological state. It then translates to personal and work outcomes which include high motivation of the job internally, high quality work performance and lower employee absenteeism. Survey questions The following are the research questions which are to be used in gathering information from a certain group of employees from selected countries in Africa. Please put your gender: male/female Give your job position? How will you measure your habit in the line of duty, when determined by your probable that you could you can perform? (1 = miserable, 8 = outstanding) Show how you are ranked in your company? Say if you are comfortable with your rank and its tasks? Say if your working on a daily basis and their objectives clearly stated by your line manager? In a rate of one to five (1 for not at all while5 for absolute) Say if your boss directly authorities your specialized performance? Say whether you are comfortable with the management style of your line manager? Rate it in a scale of one to five (1 for very dissatisfied, while 5 for very satisfied) Say the unique thing you will do incase you are completed a line boss? ( give a highest of 3 replies) Say how you rank your enthusiasm in your job? Rate in a scale of 1 to 5 (1 for weak, while 5 for strong) Say what causes your motivation? Say if you are motivated better by any supervisor? Say what comes to your mind when you put forward or taken into consideration during decision making? What would you put into primary main concern to transform in your organization if you are given an opportunity? Are you trained for purposes of improvement on your work presentation by your company? Do your company work hard towards your personal growth in the workplace? Do you think your job routine is properly appreciated by the management at your workplace? What would motivate you to be more industrious in your job? Describe it in your own words. Target population and sampling techniques The residents target includes a capacitty of 60 respondents in who speak English in the sub-saharanAfrica, i.e. Kenya, South Africa and Nigeria (Capelli 2008). I will use a unsystematic sampling which cuts across the organisation at all without being biased. In this case I will get very accurate information since the respondent know that their privacy will be provided. The survey is carried out of ones own accord with the help of social media and contacts. The study and its meaning are explained and taken in 7 minutes. Collection of data Looming respondents are choosen via email and all other necessary information about the survey, which includes the contribution of information in all-purpose and information on permission will be showed on an access page. The survey will be carried out fully on once own accord. So that it attracts as numerous respondents, the questionnaire was made in a way that effectively completed. I will also make sure that the survey is fully unidentified, without the unnecessary tracking of any identifying information. The participants discover information about the purpose of the research in the introduction of the survey and can use as good time for them to answer the questions of the online survey as they want (Johnson 2005). Analysing of data and presentation In the analysation of information, it is intended for one to make use of evocative statistics to help know better the association between the reliant and self-determining variables. This will is completed by the use of the software to analyse the data which is also called SPSS. this SPSS happens to be important in this case because it produces descriptive information for the analysation and assessment. In line with this, the research will additionally make use of tables of frequency, pie charts and the bar charts which will help understand the association. The above method helps the beneficiary to make knowledgeable choices regarding the research. For a larger part of the interviews, questions the scale of will be used in the assessment of the responses. Frequency allocation of the answers and the summary statistics will be put into consideration for the analysis of the quantitative data. The using of rate of recurrence reply to for information summary has an added benefit is that the analysation will be easily done. furthermore, table interparatation for rate of recurrence of answers will be easily interpreted without any specialist information. occurrence sharing will be smoothly shown by the help of a bar / pie chart to help interprate it better. information presentation Tabular Presentation By using the tabular presentation, information is presented by the use of cells which comprise of rows and columns. The information that is collected is then fed into the table in which analysis can be completed. Tabular presentation is also the best method of conducting data collected in that; its simple to understand and read between the lines since it comprises of figures. It also facilitates contrast as data are presented in an organised way and also saves on space and time of data presentation. This is possible since it figures are easy to add up and come up with the required report. Tabular presentation is also bendable since it can be presented in form of diagrams and graphs hence giving the user option that he/she can simply understand. Graphical Presentation totting up above the study, also graphic arrangement figures will then get used to give study information. arithmetical information can be corresponded to best by the use of graphs. By the help of the graph, a person can easily contact timely information when the need arises as compared to depending on managed reporting. Graphs are also very simple to understand in a way that, human love looking at imagery rather than interpretation some writings. Graph is also the one of the best because it is easy to interact with the information and also easy to know. Graphs help the management of a company in prediction and the analysis which is a good thing in the running of a modern business. This will help in coping up with company dynamics and rivalry. Conclusion. In conclusion, employee satisfaction and motivation clearly influences the organisational performance. This can clearly be shown through data collection and analysis and supported by all the theories. Human being is affected by both internal and external factors since they have brain to internalise issues. Company managers should strive to make employees comfortable since this translates directly to their performance. References Boyens, M. (2007) Organizational Socialization, Career Aspirations and Turnover IntentionsAmong Design Engineers. Leadership and Organization Development Journal, Emerald Group Publishing Limited, Vol. 26(6) pp 424- 442 Cappelli, P. (2008) Talent on Demand: Managing Talent in an Age of Uncertainty. Boston, MA Harvard Business School Press Creswell, J., (2014) Research Design. 1st Ed. Los Angeles: Sage Publications Eacott,S. (2011) Leadership strategies: re-conceptualizing strategy for educational Leadership.School Leadership Management,31(1), 35-46 Geuens, M. and De Pelsmacker, P., (2017) Planning and Conducting Experimental Advertising Research and Questionnaire Design. Journal of Advertising, 46(1), Pp.83-100 Griffeth, R., Shore L., Allen, G. (2009) The Role of Perceived Organization Support and Supportive Human Resource Practices in the Turnover Process. Journal of Management, Vol. 29(99) Hausknecht, J. P., Rodda, .M Howard. J. (2009) Targeted Employee Retention: Performance- Based and Job-Related Differences in Reporting Reasons for Staying. Center for Advanced Human Resource Studies, 269288 Herzberg, Frederick (1968) One More Time: How Do You Motivate Employees? Harvard Business Review 46 (1) P. 53-62 Johnson, J, Griffeth, W., Griffin, M. (2009) Factors discrimination Functional and Dysfunctional Sales Force Turnover. Journal of Business Industrial Marketing, Vol. 15(6) pp. 288-345 Jha,N.K. 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Principles of the Human Relations Movement Essay Example

Principles of the Human Relations Movement Essay In today’s successful organisations, the most important focus is managing individual employee satisfaction and motivation, apart from complying with formal rules and operating procedures, to maintain high qualityproductivity. Unlike the classical perspectives of management such as Scientific Management and Bureaucracy, â€Å"the importance of informal social factors in the work place such as co-worker relationships and group norms that influence employee motivation and performance is highlighted† (Macky Johnson, 2003, p. 2) under the ‘Human Relations Movement’. This essay will discuss how the Human Relations Movement has been adapted and carried out successfully in New Zealand by the restaurant chain, Starbucks Coffee. By focusing on the principles of maintaining a socialised natural group working environment and two-way communication between employees and managers, this essay will demonstrate how they became the most powerful and well-known coffee franchi se restaurant in New Zealand market. To start with, the Human Relations Movement firstly emphasises the importance of the working environment for employees as a socialised natural group in which social aspects for both employees and managers take precedence over functional organisational structures. Elton Mayo, who was called â€Å"the founder of both the Human Relations Movement and of industrial sociology† (Pugh Hickson, 1989, P. 152), had the basic idea that â€Å"workers had strong social needs which they tried to satisfy through membership of informal social groups at work place† (Nicholson, 1998, p. 15). Opposing the classical perspectives of management principles of the Scientific Management and Bureaucracy, Mayo claimed that scientifically clarified rules, strict work procedure and incentive money payments were not the only stimulus to inspire workers and that they were â€Å"less factors in determining output than were group standards, sentiments and security† (Robbins, Millett Waters-Mar sh, 2004, p. 815-816) after he proceeded an experiment, called the ‘Hawthorne Experiment’. We will write a custom essay sample on Principles of the Human Relations Movement specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Principles of the Human Relations Movement specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Principles of the Human Relations Movement specifically for you FOR ONLY $16.38 $13.9/page Hire Writer According to the Hawthorne Studies, employees were motivated to work harder and efficiently when managers provided a more comfortable and informal working environment taking into account individual satisfaction and their personal needs rather than manipulating employees by way of higher remuneration. Mayo demonstrated that an organisation could not generate much beneficial output if managers â€Å"treat workers simply as economic individuals wanting to maximise pay and minimise effort† (cited Nicholson, 1998, p. 215). As a result, â€Å"managers would no longer consider the issue of organisation design without including the effects on work groups and employee attitudes† (Robbins Barnwell, 2006, p. 47). They now see their jobs as dealing with human beings rather than simply with work. One of the most well-known and influencing coffee franchise restaurants in New Zealand, Starbucks Coffee, tries its best to offer an informal and social working environment in which employees can enjoy themselves and be enthusiastic, in order to satisfy and motivate those employees at the same time increasing company sales. The company expects and encourages every employee to participate in developing plans, creating and achieving their goals. First of all, Starbucks Coffee, for example, treats every employee equally and they are all called ‘partners’. Therefore, those employees can feel more familiar and closer to their work place which could otherwise have been formal and difficult to feel part of. Also, Starbucks Coffee puts its effort into paying attention to employees, so as to satisfy their personal needs and wants. Managers schedule and allocate employees’ work hours and schedule time off with the needs of those employees being central. Additionally, employees, including part-time employees, for instance, are provided a number of benefits such as medical and dental health care coverage, vacations, discounts on merchandise, etc, apart from money. Also, Starbucks Coffee develops tools and courses to support and train employees towards their future career development. Although the costs of these partner benefits are rapidly rising, Starbucks Coffee covers the financial risks and funds to display benefits and training courses, because it is aware how employee satisfaction affects the productivity and behaviour towards customers. Accordingly, great treatment of employees in the well-developed and humanly concentrated environment has brought Starbucks Coffee much impact on the high quality services to customers and thus an increase in company sales each year. In addition to the Human Relations Management being focused on the importance of the working environment for employees as a socialised natural group that is aimed at satisfying personal needs and wants of each employee, there is another significant principle of the Human Relations Movement. This is two way communications between employees and managers. According to the Hawthorne experiment, which was performed by Elton Mayo, as explained above, Bartol (2005) advocates that â€Å"collaborative and co-operative supervisor-and-worker relationships was emphasised† (Bartol, Tein, Matthews Martin, 2005, P. 3) Mayo carried out an experiment about the effects of physical conditions of work. During the experiment, he observed the impact on the productivity of workers by varying the lighting conditions, however there was no particular change found that affected workers. Mayo (1932, P. 153, as cited in Pugh Hickson, 1989) eventually realised that â€Å"communication between workers an d the research team was very full and open throughout the experimental period. † Mayo had discovered that the communication was one of the most effective fundamentals to stimulate the motivation of employees so as to boom a level of production. Unlike the classical perspectives of management principles of the Scientific Management and Bureaucracy, which stated the significance of one way communication by giving orders and requirements from managers to workers, the Human Relations Movement stresses â€Å"the importance of an adequate communication system, particularly upwards from workers to management (Pugh Hickson, 1989, P. 155). In today’s organisations, employees have a right to express and indicate their opinions and personal thoughts towards the management, so that the decisions can be made widely throughout whole organisation. As a result, in order to operate this management system, the role of managers in the organisation requires them to have â€Å"social skills as well as technical skills† (Bartol, Tein, Matthews Martin, 2005, P. 43) to understand the influence of human control on organisational outputs. Starbucks, for instance, performs its operations under the principles of the Human Relations Movement by displaying two-way communication between employees and managers in their work environment. In the first place, Starbucks Coffee ensures all its policies, standards and procedures are communicated between employees and managers. Managers in this organisation allow employees to provide their own suggestions and complaints, therefore Starbucks Coffee can improve its effectiveness and correct any deficiencies. The managers conduct daily and weekly interviews to listen to what individual employees want. Starbucks Coffee also holds a special survey for employees every 18 to 24 months, called a ‘Partner View Survey’. By operating this survey, employees give the management feedback as they are requested to point out what in the organisation performs well and issues which it needs to consider more closely. In addition, Starbucks supplies training courses for managers so that they can act as role models for employees and can lead and control employees in a positive manner. This organisation is concerned about the importance of personal control with every employee so as to construct a closer and informal relationship with each other. Starbucks Coffee is hence continuing to develop passionate, motivated employees who have a large impact on their consistent sale increases. As stated so far, the Human Relations Movement is mainly based on the satisfaction and motivation of each individual employee rather than a formally structured organisational group. As distinct from Scientific Management and Bureaucracy, a socialised natural work environment for employees and two-way communication between employees and managers, especially upwards from employees to managers, conceptualises the Human Relations Movement. Starbucks Coffee could become one of the most successful coffee franchise restaurants in New Zealand, because it has adapted well to and operate effectively in modern management based on the Human Relations Movement. Managers show their respect towards individual employee by treating every employee equally. Also the organisation offers employees a lot of personal benefits rather than incentives. Besides, the management in Starbuck Coffee open their minds to communicate efficiently with employees as they conduct a survey, interview and receive feedback. Overall, as a result, the Human Relations Movement is an obviously essential method of the management that modern organisations must apply to operate as a successful and influencing business in the market. 1359 Words Reference List Badol, K. , Tein, M. , Matthews, G. Martin D. (2005). Management: A Pacific Rim Focus 4E. Mc Graw Hill Australia. James, H. (2003). The Gurus who created Modern Management and why their ideas are bad for Business today. Cambridge. MA Perseus Books Group. Macky, K. Johnson, G. (2003). Managing Human Resources in New Zealand (2nd ed. . Mc Graw Hill Australia. Nicholson, N. (1998). Encyclopedic Dictionary of Organisational Behaviour. Blackwell. Pugh, D. S. Hickson, D. J. (1989). Writers on Organisations – An invaluable introduction to the ideas and arguments of leading writers on MGMT (4th ed). Penguin Business. Robbins, S. P. Barnwell, N. (2006). Organisation Theory – Concepts and cases (5th ed. ). Pearson education Australia. Robbins, S. P . Judge, T. A. (2007). Organisational Behavior. Robbins, S. P. , Millett, B. Waters-Marsh. (2004). Organisational Behaviour. Pearson