SWOT Analysis Social Work

SWOT Analysis Social Work Life is a learning process and this involves a lot of interactions and interpretations to evaluate one and evolve as a better person. The observations made by the superiors, colleagues and self have enabled me to identify my strengths, weaknesses, opportunities and threats. Below is a brief discussion on the same. (S)trengths Strengths just do not mean the obvious job skills one has. It means the resources a person has, to tackle a situation. These could be things like knowledge gained through a hobby, ideas absorbed from sports, family background, and sense of humor and much more. Developing a list of a persons strengths is a time killing process as inherent skills may not be recognized as strengths until specific situation brings them on action. Similarly, strengths in dealing with a situation may not be so when a person faces other issues. My strengths are best derived while at work. I could identify my strengths, whenever a task was assigned to me. My immediate response would be to step forward and ask the requester for his / her objective behind this task and his / her expectations out of this particular task. This has always helped me enhance my ability to focus on structuring my tasks and giving optimized output. This reminds me of a past instance at my work place where, there was difference of opinion emerging within the team, under the supervision of a colleague of mine who was nominated as the Acting Team Lead (ATL) of the month. ATL was a concept brought in to enable the team with team leading experience. The differences emerging had led the team into a cold war. This is a situation that no supervisor or any superior would desire his/her team to be in which might cripple the performance and relationship of the team. When this started to be visible, I was asked by my General Manger to handle the team until the issues were resolved. This task was critical for me, as this responsibility was given to me by my GM. He set his expectation and told why he chose me and I had to live up to his expectations. Since I had been with the team for more than two years, I was confident that I would be able to crack the puzzle. I had to be cautious in approaching the team. A wrong move or decision could turn things around for the worst. Hence, I decided to break ice by meeting every individual of the team to get a better perspective of the issue. This way, I was able to analysis the core issue and come up with a resolution to resolve the particular issue. I initiated a fish on table activity for the team, where everyone from the team was allowed to speak their mind out and discuss their issues. This activity helped them understand each other and sort their differences. Post this activity, the bonding of the team was further strengthened. There was a visible change amongst the members of the teams approach toward tackling any issue. They wouldnt wait for a third person to come and resolve their issues; rather they started walking up to each other and sort the issues themselves. With this particular incident, I was able to identify my strengths. When my GM looked up to me to handle the situation, it showed his faith and confidence in my problem solving techniques. A one to one session with my GM made me realize that I possessed a greater level of patience. I realized some of my strengths through this particular incident, which were my approachability, decision making, ability to negotiate and solve problem. (W)eaknesses ÂÂ  It may be very easy to identify a persons weakness, but it takes far more objectivity. For example, showing sympathy on a persons problem is a very good human characteristic, but if it exceeds, it may cause problems in leading a team. As in the case of STRENGTHS, it is important to be aware of all your weaknesses while dealing with an issue and also to know which weaknesses could be related to a particular situation. Some of my weaknesses that I would like to work towards is to improve my area of expertise i.e. my knowledge on MS office applications. This was necessary for me to understand and put to ease the complexities involved in my work. I also would like to bring about improvement in attaining best possible control over my emotions, to incorporate the skills attained to improve my social networking and to put to best possible use, my creativity. The main culprit to be blamed for this absolutely is the lack of time. Due to which, I am most of the time unable enhance my knowledge as mentioned above. Once, I planned to dig to the roots of my weakness, and approached my supervisor to give me a feedback. Thats when I realized that I couldnt say No when I had to say it. Let me quote an incident which is fresh in memory. One fact that was brought to my notice during a feedback session was, I had the habit of going out of my way to help others even when I was piled up with so much of work for the day. I would land up myself doing the extra work not oblivious of the fact that if I took even a smallest of extra work, I would miss my deadlines. This began to affect my regular deliverables. Knowing the fact that an adjoin on work would affect my regular deliverables, neither did I say No nor did I seek help. Though I had an opportunity to say no or to get the time lines extended, I did not do so. Instead I ended up extending my shift. After this feedback from my superior, I knew I had to change myself by working towards this issue to overcome this particular weakness of mine. (O)pportunities It is important to examine a problem in its entirety and also to identify the opportunities that may exist in it. A simple example is that of a production manager who has to lay off workers in order to reduce the production due to a fall in demand for the product of the company which he works. This is a problem. However, if he is updated of the happenings of his industry and the economy, he can use this problem as an opportunity to optimize the operations and prepare for product enhancements for the future which the market will require at that point of time. Similarly, I believe that my strengths could be my gateway for opportunities. I consider every challenge that I come across as an opportunity to learn. This would enable me to tackle different situations, undauntedly. I always try to learn from my own mistakes, as well as from others mistakes too. This has helped me narrow down my mistakes and even to correct the mistakes which I have already done. To me, approaching people to understand their requirements and providing them with the desired output is one of the strengths. According to me, this is a quality which can be put to use for the advantage of the others as well me. This trend not only creates a great visibility but also enables me to understand things better and look at things from a wider perspective and from different angles. This reminds me of an instance where in all the managers from different departments were asked by the SDL (Service Delivery Lead) to work on analyzing the attrition trend for their respective spans. The SDL also informed the managers that they could approach me for any kind of help with regard to data or for any details required for the analysis. At this moment I realized that I was noticed by my SDL and my capability to work efficiently was made transparent, by him to others. I also realized my way of working turned my strength into an opportunity of getting to know more people from the hierarchy, to widen my network and provide me the opportunity to work with all LOBs (Line of Business). (T)hreats ÂÂ  Every circumstance has its own threats. The one who faces it has to recognize it and gather his strengths to tackle those. Similarly, threats are easy to identify. But differentiating the impossible and the unlikely among them may be a difficult task. The unlikely is the one that often turns around to make you mad. It is the unexpected threats which could be the greatest danger than the obvious ones. Knowing the fact that the unexpected may suddenly occur and a pre-existing knowledge of ones strengths allow for most effective response to these situations. According to me, everything is a threat My strengths, weaknesses and opportunities My way of approaching people to understand their requirements creates visibility, which my competitors could find threatening and try to persuade others to go against me. This is a potential threat that I experience. I recall an instance when I was recognized for my hard work and dedication in many occasions. I was rewarded point and vouchers as gift as an appreciation for my hard work. My competitors started envying me for getting recognized. They started stretching their shifts and began to work on weekends as well to gain attention. For which they succeeded to some extent. When I noticed their behavior and actions, I realized that I had become a threat to them and that was a threat for me. In another instance, I had to take calls of our clients. Since I had no experience in taking calls, I found it difficult to understand their accent. This was a threat as the other were either well trained or had prior experience in taking call before they joined. Knowing the client and understanding them was the most important part of our job. Since I lacked such an understanding with the client, I was given the least importance when it came to attending client calls. Emotions are one of the weaknesses that can be exposing me to a threat of being misused. As I very easily get carried away emotionally, people could take advantage of me and get me to do things for their selfish motives. STAGE 2 Improvement Plan It is important for one to identify his/her strengths and opportunities, and work towards enhancing them at the same time; it becomes equally important to work towards improving the same to overcome threats and weakness. One of the strengths if feel is important and would add value or become an added advantage is to gain my supervisors reliability / confidence in me. As an individual, I was successful enough in gain my supervisors and co-workers confidence on any kind of work given to me. However at a supervisor level it was still verified. This could be due to the importance of the report or data or else it could be that I couldnt gain his/her complete confidence. I had to work on this and had to overcome by improvising an improvement plan or a strategy and reach the point of confidence where my supervisor would give me complete authority to send report without he / she cross checking. I intend to approach my supervisor and talk to him about the same. ask him to observe my work for a week and only once he is confident in me would send the reports directly to the concern departments or people. To achieve this I plan to adopt a strategic way of doing my work. This can be achieved by looking into each and every details of the given task, identifying the areas of modifications or areas which have some scope of improvement or areas of interest of the requestor and the purpose of the report. This way I would be working towards perfecting my skills, understanding the requestors requirements, improving on visualizing the minute details and gaining confidence of my supervisor to be confident in me. I also had work towards improving my knowledge on MS Excel. Due to my limitation on MS Excel knowledge, most of the time, I depend on the experts for complex formulas which had become one of the core areas of improvement. Improving the knowledge on Excel would widen my areas or expertise, help me improve or modify complex formulas and enable me to create new templates to ease the work for everyone. If I excelled on this, it would enable me to perform critical and complex tasks. Hence I intend to overcome this weakness of mine by attending some classroom trainings or online trainings on MS Excel and by reaching out the experts. I also intend to seek for help from my supervisor to help me understand complex formulas. The second weakness I thing I would like to improve is to say No when required. As I feel, I might offend a person by saying No or might give an impression that I am not willing or I do not possess the ability to perform that particular task. One way to do so is by gathering courage to say No, by sympathizing myself and not allowing others to take advantage. A sincere effort would help me overcome this challenge. Probably by saying No in different way rather than being curt. Probably addressing the same to my supervisor or by delegating / sharing the work with my colleagues would help me solve this problem. As mentioned above, my threats, my hard work and recognitions for the same could become a threat. This could lead to a bad relationship or unhealthy competition within the team. I would try to overcome the same by changing my approach to such situations. By getting others from the team involved in all my activities and cross training everyone on each others work can ease the pressure off. This approach wouldnt be a strategy to overtake others but a step or opportunity to work together as a team for good. This way both parties would get an opportunity to improve their skill and thoughts; and plan better for the best results. The lack of experience in taking calls as mentioned earlier was one of the most important drawbacks in my career. As this could set me back or leave me behind when it come to my assessments or performance review and would become a road block in my career growth. Hence I decided to approach my superiors and colleagues to help me over come on the same. At the same time I decided to side barge with my colleagues to learn how to take client calls and speed up my learning curve. This way would be back on track for the race and wouldnt allow this weakness to affect my performance or growth. STAGE 3 Summary of progress When I implemented the plan to improve my SWOT, I began to realize that my quality of work had improved. I was more confident in terms of structuring my daily activities related to work. I knew exactly how I had to achieve my goals. When I joined the team I lacked confidence in attending client calls. I did not want this deficiency to set me back or leave me behind in the race. As planned I addressed this issue to my supervisor. He then advised me to enroll myself for a voice and accent training. As I enrolled myself to the advised training I realized that it would take longer time than expected to learn. Hence I decided to attend the training every day and post that came to the work place and side barged with my colleagues to understand and learn quickly. This strategic move helped me finish my voice and accent training in two weeks which normally takes six to seven weeks. Post this training I was back on track to compete at power with the other team members. Post my training on voice and accent I start with my plan to gain confidence of my supervisor, I realized that this actually was working out. I approached my supervisor to seek for his help in observing my work, he was happy to do so. He in fact began giving me feedbacks regularly and gave me tips on how to overcome certain issues. And soon I got an opportunity to prove myself this was when my supervisor had to take his personal time off. This was an opportunity that helped supervisor gain confidence on me. I also received rewards from my GM for taking care of my supervisors work in his absence. This particular incident helped me to take more responsibilities and relieved my supervisor of his regular jobs allowing him to take new jobs from his supervisor. Because of this action plan it helped my supervisor and me to move ahead take up additional roles and responsibilities. During my improvisation of improvement plan, I had enrolled myself for class room trainings and online trainings on MS Excel. This was one of the tips by my supervisor to me. Since my supervisor was also good at MS Excel, I approached him for help when ever required. He helped me to read and understand complex formulas and worked with me in creating few. This way I began to gain confidence in myself and was able develop my own templates to make our jobs easier. As I began to improve on my MS Excel knowledge, I was being observed by everyone around me and was ask to help them in creating templates for their reports. Looking at my knowledge on Excel my supervisor appointed me to set test papers on MS Excel for interviews and was asked to train the team as well on the same. This was one of the important milestones I had achieved. As started to improve and began to receive rewards for my hard work, I was getting piled up with work. It so happened that the expectations were rising and I couldnt do anything about it to stop it. I had reached a point where I was only accepting more and more work, and could not put a stop to it. My health began to deteriorate, as I began to stretch my shift, pushed myself to complete the assigned tasks. My co-works realized this and advised me not to accept anything and everything. When I approached my supervisor to address him of the issue, he said that he knew about the pressure I was in but could not do much about as the profile demanded for it. He then told that he would look into the issue and look for an alternative. He then decided to appoint an additional person to help me. But it was a lengthy procedure to appoint a person to assist me, as it would take at least a month to appoint one. Hence I decided to delegate some of my work to my colleagues who were well equipped wit h the tools I used. As I began to get my work done by colleagues, my supervisor observed this and appointed one of my colleagues to help me. A process of appointing that took at least a month now was reduced to two weeks. This approach in fact led to more opportunity within the team and helped everyone get cross trained so as to work as a team to ease the pressure off. This way I was getting everyone in the team involved in different activities and shared my work. This approach was eliminating possibilities of threat in the team. The team no more felt threatened by anyone, as everybody was receiving an opportunity to learn, explore and expand their area of knowledge. I was a no more a war but a healthy competition, a race to learn more and not to pull down one another. There were rewards and recognitions delegated for the most helpful person of the team, knowledge priest award, most improved person award and the best performer award. The objective of these award titles was to create more opportunities, enhance skills, direct most of the people in the team towards a healthy competition and most importantly to work as a team to achieve organizational goals. STAGE 4 Future plan After the completion of my SWOT analysis, I was able to identify my SWOT in the initial stage of assessment, planned to improve by setting some milestones in the second stage and implemented the action plan to see the outcome of the same in the third stage. Post the successful implementation it is time for me to work on future plans to further improve my SWOTs. My future plans are to: Organize a forum where the best practices can be shared and implemented and look for new opportunities or scope for developing new strategies. I look forward to implement this in all the places where I would work. This would help the people around and me to work together towards creating a better place to learn and work. This forum can also be termed as Focus Group. As mentioned above, this group would concentrate on people development. Further it would focus on improvising corrective action plans, new idea generation in terms of reducing cost and time for a cost effective high performance and fun activities for stress busting in the work place. Organize an observation forum to identify the successful and potential areas of improvement. The forum would allow every individual to share their experiences. If a strategy they implement is successful, then, the forum would discuss how it can be utilized by others and how it can be improved and if the strategy fails, then this forum would look at what went wrong and how can it be corrected. We would then be able to list down all the dos and donts. Also look for new and innovative ideas to enhance our skills and work. The observation forums will observe all the implementations and give out a general feedback or individual feedback on the implementation methods. This forum would help to avoid or correct mistakes committed.

Case Study on Motivating Partners at Starbucks

TABLE OF CONTENT CASE STUDY ON MOTIVATING PARTNERS AT STARBUCKS2 Question 1: Given Starbuck’s training approach, benefits, package, work/life program, and partner relations mechanisms, what insights have you gained about its approach to employee motivation? Explain your answer. 2 Introduction2 Motivation2 Expectancy- Probability (E to P)4 Instrumentality- Probability (P to O)4 Valence- V(R)5 Conclusions6 Question 2 : What needs does Starbucks appeal to through its training approach, benefits package, work/life program and partner relations mechanisms? 7 Employees’ inner satisfaction. 7 Equal treatment8 Listen to employees8 Question 3: What is important to you in terms of your personal work motivation? How does that which motivates you fit with Starbuck’s approach to motivating partners? 10 CASE STUDY ON MOTIVATING PARTNERS AT STARBUCKS Question 1: Given Starbuck’s training approach, benefits, package, work/life program, and partner relations mechanisms, what insights have you gained about its approach to employee motivation? Explain your answer. Introduction Starbucks Corporation, the most famous chain of retail coffee shops in the world, mainly benefits from roasting, selling special coffee beans and various kinds of coffee or tea drinks. It owns about 4000 branches in the whole world. The reasons of why Starbucks is worldwide popular are not only the quality of coffee, but also its customer service and cosy environment. Besides, it is also famous for its satisfaction of employees. The turnover rate of employees at Starbucks was 65% and the rate of managers was 25% a year However, the rates of other national chain retailers are 150% to 400% and 50% respectively. Compared with them, the turnover rate of Starbucks is much lower than other industries on averagely. As a result, Starbucks would be one of the optimal business models for the strategies of employee motivation, customer satisfaction and cooperation of teamwork. Motivation Motivation refers to forces within an individual that account for the level, direction and persistence of effort expended at work[1]. People have basic needs such as food, secure or achievement, that translate into an internal tension that motivates specific behaviours with which to fulfil the need. If the behavior leads to ones success, the person will fall in the state of satisfaction or we can call it reward[2]. Rewards are two types; intrinsic and extrinsic. Intrinsic rewards refer to satisfaction occurs in the process of performing an action. Such as a salesperson that sold encyclopaedias for intrinsic reward of helping children read well. Extrinsic refers to a reward given by another person such as promotion and bonuses. The understand that I had on Starbuck’s approach to its employee motivation is best by explaining the case based on the Vroom’s Expectancy Theory of Motivation; is based on an idea that work effort is directed toward behaviors that people believe will lead to desired outcomes. The Expectancy Theory of Motivation explains the behavioral process of why individuals choose one behavioral option over another. It also explains how they make decisions to achieve the end they value. Vroom introduces three variables within the expectancy theory which are valence (V), expectancy (E) and instrumentality (I). The three elements are important behind choosing one element over another because they are clearly defined: effort-performance expectancy (E to P expectancy), performance-outcome expectancy (P to O expectancy). Three components of Expectancy theory: Expectancy, Instrumentality, and Valence. 1. Expectancy: Effort > Performance (E>P); 2. Instrumentality: Performance > Outcome (P>O); 3. Valence – V(R) Expectancy- Probability (E to P) Expectancy is the belief that one's effort (E) will result in attainment of desired performance (P) goals. Factors associated with the individual's Expectancy perception are self efficacy, goal difficulty, and control. Self efficacy is the person’s belief about their ability to successfully perform a particular behavior. Goal difficulty happens when goals are set too high or performance expectations that are made too difficult are most likely to lead to low expectancy  perceptions. Control is one's perceived control over performance. In order for expectancy to be high, individuals must believe that they have some degree of control over the expected outcome. Starbucks had matched employees to the jobs based on their abilities and clear communicating the tasks requires for the job is an important part of this process. This process took place within the 25 hours of classroom training. Instrumentality- Probability (P to O) Instrumentality is the belief that a person will receive a reward if the performance expectation is met. This reward may come in the form of a pay increase, promotion, recognition or sense of accomplishment. In Starbucks, they offer various types of benefits package includes full medical and dental insurance coverage, disability and life insurance, vacation days, a retirement saving plan with match company contributions, discounted stock purchase plans and stock options as part of Starbuck’s BEAN STOCK Program. Instrumentality is low when the reward is given for all performances given. Factors associated with the individual's valence for outcomes are trust, control and policies. If individuals trust their superiors, they are more likely to believe their leaders promises. When there is a lack of trust on leadership, people often attempt to control the reward system. When individuals believe they have some kind of control over how, when, and why rewards are distributed, Instrumentality tends to increase. Formalized written policies impact the individuals' instrumentality perceptions. Instrumentality is increased when formalized policies associates rewards to performance. Valence- V(R) Valence: the value the individual places on the rewards based on their needs, goals, values and Sources of Motivation. Factors associated with the individual's valence for outcomes are values, needs, goals, preferences and Sources of Motivation Strength of an individual’s preference for a particular outcome. Motivation = expectancy x instrumentality x valence Managers should make each factor positive in order to ensure high levels of motivation. Conclusions Referring to this case study, the new Baristas carefully selected and will receive 25 hours classroom training before they start their job. During this training, Baristas will be trained, coached exposed to the company’s goals, diversity awareness, customers, succession planning and career development plan. This would be the E to P Expectancy Concept. The Baristas then exposed to the company’s benefits and rewards; where the P to O Expectancy Concept occurs. The last one is the Valences outcomes. Starbucks distribute rewards that employees’ value. This action can increase the expected value of outcomes resulting from desire performance. Expectancy Theory of Motivation remains ones of the better theories for predicting work effort and motivation, and with one limitation that is, the theory had ignore the role of emotion in employee effort and behavior. Question 2 : What needs does Starbucks appeal to through its training approach, benefits package, work/life program and partner relations mechanisms? From my analysis earlier, Starbucks training approach, benefits package, work/life program and partner mechanism had fall into needs theory of Expectancy Theory. As I have stated earlier that this theory had ignore the emotional factor. As this theory seems using some kind of mathematical method on measuring the level of motivation, the emotional entity was so abstract and difficult to measure. What most important is the positive impact or the outcome occurs. I wanted to conclude that there were several soft impacts happened in Starbucks as the consequences of the implementation of Expectancy Theory. Employees’ inner satisfaction. A pervious researcher, Pugh & Hickson cited Elton Mayo made an investigation called ‘Hawthorne Experiment’. According to the results, if managers provided a suitable working environment considering each personal requirement and their sense of satisfaction rather than a higher salary or bonus, workers were encouraged to be more hard-working and efficient. He also verified that if managers of an organization do not consider about individual works’ needs and wants, then treat them as equal units would â€Å"maximize payment and minimize effort†. As a result, how to use non-financial incentives would be an important issue for nowadays business. The chief executive officer of Starbucks Corporation, Howard Schultz, considers that the tip of success in Starbucks is not coffee but employees. Constantly accumulating the working experience of employees and providing chances of promotion in a company for working partners is the way to operate sustainability. He firmly believes that the spirit of Starbucks is employees and feels honoured about the value of Starbucks employees. For this reason, it is necessary to have a perfect education and training policy for better performance in a company. Starbucks offers an interactive structure that makes personnel instil themselves into their job; hence they can motivate partners to satisfy themselves then achieving a new level of performance. Equal treatment The managers in Starbucks treat each workpeople equally and all of the staffs are called ‘partners’, even the supervisors of each branch are called it as well. In order to narrow the gap between managers and employees, they also co-work with the basic level staffs in the front line. Due to this, they can maintain a well management system and create a much closer and more familiar atmosphere than other place, which makes not only employees can enjoy their job but also customers are affected by their enthusiasm. Listen to employees Starbucks has a well-organized communication channel for employees. It places a great importance on labours. For example, managers plan the working hours per workers and arrange the schedule of time off, according to their wants to meet their requirements. There are interviews weekly to see what employees’ need is. A special survey called ‘Partner View Survey’ is taken off approximate every two years. The managers can receive feedbacks through the event to which part should be improved or what issue should be paid more attention to. The partners have the right to figure out what is the best policy for them, and the directors show a respect for each suggestion. Starbucks even wants every employee to join in making and developing plans, then achieving their goals all together. As a result, the policies and principles are communicated between all staffs, and there is no limitation in employees’ personal opinions. For this reason, business could improve their strategies even innovate by different ideas. Question 3: What is important to you in terms of your personal work motivation? How does that which motivates you fit with Starbuck’s approach to motivating partners? My important personal work motivation would be the physiological, safety and social motivation. If one organizational can provide this, I would say that I will be there for a period of time. There would be important  leadership implications to  enhance workplace motivation. There are  staff motivation opportunities  by motivating each employee through their style of management, compensation plans, role definition, and company activities. Physiological motivation can be imposed by company by provide ample breaks for lunch and  recuperation and pay  salaries that allow workers to  buy life's essentials. In government sector (where I work for), offers physiological needs, safety needs and also social motivation. Based on my individual view, managers within this sector may become varies in style of leaderships. This happened due to different background of race, culture and political views. If the managers fail to be fair or fail to perform, dissatisfaction among workers may occur. In government sector, most of the organizations within tend to be people orientation than result orientated. This similar to the environment in Starbucks, its employees, including informal personnel, are offered a great deal of welfare policies, for instance, commodities discounts for employees, medical insurance (including health, vision and dental) and vacations. Moreover, the partners who work over 20 hours a week are entitled for benefits. This related to safety needs. Social needs can be generate a feeling of acceptance, belonging, and community by reinforcing team dynamics. Howard Schultz and other Starbucks senior executives worked to instill some key values and guiding principles into the Starbucks culture. The keystone value in the effort â€Å"to build a company with soul† was that the company would never stop pursuing the perfect cup of coffee. Because of this, they have the same goal; in other words, they are motivated to increase the sales to earn more profits. Starbucks just handles personnel with its core value, which is the employees are the most important asset of Starbucks. Showing a respect to employees and well-developed environment have lead Starbucks to produce the best working quality for customers and an increase in profits. Starbucks establishes a well-developed system to keep good relationship between managers and employees. At first, the leaders of a retail shops use the same title â€Å"partner† as a basic level worker to narrow the gap of bureaucracy. Furthermore, they co-work in the first line to eliminate the distance between different statuses. Secondly, the numbers of employees are usually from three to six. Such a small size of a retail shop makes staffs acquaint with each other easily and deeply. In the co-working period, this helps a team to match different personalities and majors quickly to achieve well performance. Next, the suggestions and complaints provided by employees are treated of equal importance. In the same way, they have a right to participate in the process of revising company policies as well as a manager. In that case, each staff thinks that they also play an important role in company operating, and they can join to work out a direction of Starbucks. These give employees not only a respect, but a sense of participation. Yet, this Starbuck’s approach was hardly to be found in government sector. In public sector, they tend to uphold the hierarchy line. There were obvious gap between managers and subordinates. Furthermore, the organizations normally contain numbers of staffs. ———————– [1] Schermerhorn,Hunt,Osborn and Uhl-Bien â€Å"Organizational Behavior 11th edition† John Wiley & Sons (Asia) Pte. Ltd. 2011 [2] Richard L. Daft â€Å"Management† The Dryden Press 1997

Article Review On 7 Small Changes That Can Double Your...

7 Small Changes That Can Double Your Productivity By Will L | Submitted On December 20, 2012 Recommend Article Article Comments Print Article Share this article on Facebook Share this article on Twitter Share this article on Google+ Share this article on Linkedin Share this article on StumbleUpon Share this article on Delicious Share this article on Digg Share this article on Reddit Share this article on Pinterest The natural ability to be productive, was not something all of us were lucky enough to be born with. The good news, for the rest of us unlucky people, is that productivity, can in fact be learned and honed with practice. I m going to share with you 7 small changes which I ve made in my own life that s doubled my productivity. Before we start, you have to understand that there s a big distinction between working to get things done and working to get the right things done. Some people work a lot and they re always busy, but they never seem to get any of the important things done. This is not what we re after. I m talking about real productivity; Ways to maximize the efficiency and effectiveness of the time you spend working, in order to achieve whatever goals you ve set for yourself. Here, are the 7 small changes you can implement in your life right now to start doubling your productivity: 1. Focus on only one thing at a time We re moving towards a culture of multitasking, where our daily focus is being split into thousand differentShow MoreRelatedResearch and Analysis for a Proposed Telecommuting Pilot Program3070 Words   |  13 Pagesthe last decade, indicate that this is a direction we must undertake and fine-tune. Employees and associates have indicated an interest in this possibility. Clients have expressed desire in utilizing this technology. 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The Rise Of The Great Depression Essay - 2163 Words

By the end of the 1920s, the United States had the largest economy in the world. With the destruction brought on by WWI, Europeans endured hardships while Americans continued to thrive. Upon a successful victory of the presidency, Herbert Hoover didn’t have a doubt that the United States would soon witness the day when poverty was exterminated. Then, in a moment of what seemed to be triumph, everything collapsed in the U.S. With the stock market crashing in 1929, it set off a chain of events that catapulted the U.S. into the longest and deepest economic crisis it had ever seen. It is far too easy to put the blame of the Great Depression on one event, but when there is poor investing over time with the lack of government programs and a drop in consumer purchasing power due to the market collapse it can delay the process of fixing the economy for future leaders. It is far too simple to view the stock market crash as the only cause of the Great Depression. A fit economy can be re vived from such devastation. Long-term causes sent the nation into a downward slope of despair. American firms acquired substantial profits during the 1920s and immediately reinvested most of the funds into expansion. By 1929, companies had come to the bubble point. Workers couldn’t continue to help further expansion, so a slowdown was unpreventable. While corporate profits soared and wages improved over time, so did the spread of the distribution of wealth. The richest people of American had overShow MoreRelatedThe Rise Of The Great Depression1217 Words   |  5 Pagesnosedive that the post industrialized world has ever seen, The Great Depression. This depression affected nearly every country of the world, touching American society for roughly a decade from late 1929 thru approximately 1939. Many have accredited the infamous stock market crash of October 24, 1929, as being the singular cause of the Great Depression, which was not entirely true. While the stock market cras h was highly related to the great loss of paper wealth, and the devastation of American optimismRead MoreThe Rise Of The Great Depression1260 Words   |  6 PagesThere were many depressions throughout the world that happened at different times. The greatest and longest occurred in the United States when the stock market crashed in October 1929. This marked the beginning of a major event that helped shape the economy in the 20th century but that does not mean the economy was perfect. There is no such thing as a perfect economy but from what economists know from the past depressions, they are trying to formulate an economy that is most efficient. Yes, thereRead MoreThe Rise Of The Great Depression1161 Words   |  5 PagesThe stock market crash was the starting point of the great depression. Right after the stock market crash people were grasped by all kinds of problems. Although most of the people got effected by it, but mostly working class or middle class men got effected by it. People were enjoying a very prosperous time before the Great Depression. However, this disaster led people to poverty, hunger, homelessness. The Great Depression had a huge impact on American man in terms of unemployment, homelessness,Read MoreThe Rise Of The Great Depression1407 Words   |  6 PagesThis event and other factors contributed to the prevalence of the Great Depression. During this period of an economic recession, most Americans were affected by the drastic effects: life savings were lost, unemployment reached its highest of about 25 percent nationally and 80 percent in some industrial northern cities, and hunger, poverty, and homelessness escalated among countless families (Stewart 10). Many considered the Depression era to be one of the worst and longest economic decline in the historyRead MoreThe Rise Of The Great Depression1183 Words   |  5 PagesOn October 29 , 1929 marked one of the hardest times in history know as the Great Depression. It has also been known as the Black Tuesday. On this day the stock market crashed. On October 29,1929 people all over the country were panicking not knowing what to do . Their were many causes on what lead to the great depression. People tried selling their stocks that they had bought before the stock market crashed, but no one would purchase them since the stock market crashed stocks were worthlessRead MoreThe Rise Of The Great Depression1283 Words   |  6 Pagesfirst and possibly only thing that would come to mind is the Great Depression. Started by the stock market crash of October 1929, it had put many of the investors into an economic downspin. This caused consumer spending and investments to drop dramatically, â€Å"investments fell nearly 80 percent between 1929 and 1933†^1. This also led many companies to go out of business forcing them to lay off their employees. At the peak of the Great Depression around thirteen million Americans were unemployed. This alsoRead MoreThe Nazi Rise to Power Was Essentially Linked to the Great Depression1898 Words   |  8 Pagesâ€Å"The Nazi rise to power was essentially linked to the Great Depression† (Holtfriech). To what extent do you agree with this statement? After all the hard work put in by the Nazis over several years in order to access rise to power, President Hindenburg finally appointed Hitler as Chancellor of Germany on 30th January 1933. Many historians have argued about how this all came about, however one in particular, Holtfriech, believes their rise to power was all due to the Great Depression, which wasRead MoreThe Great Depression and Unemployment: Discussion Questions1271 Words   |  5 Pagesï » ¿Principles of Macroeconomics 1 ________________________________________________________________________ Q. 2: The Great Depression The Great Depression started in 1930 and lasted until 1939. It can be regarded as the worst depression the world has ever seen in the history. Spread across various nations, the Great Depression badly hampered each and every aspect of the economic, business, political, and social life. The most affected regions due to this economic slump were North America, EuropeRead MoreDid the Treaty of Versailles Promote Hitler to Power846 Words   |  4 Pagesthat the Treaty of Versailles made Hitler’s rise to power, and his starting of WWII, inevitable. However, this mode of explanation is a deeply flawed oversimplification. The Treaty of Versailles did not make WWII inevitable because the independent forces of the Great Depression and Japanese expansion also played key roles, and because nationalism was most likely to arise in Germany even if there were less harsh terms to the treaty. The Great Depression was among the most important factors in creatingRead MoreThe Effect of the Great Depression on Hitlers Power Essay949 Words   |  4 Pagesthe Great Depression on Hitlers Power There is no simple answer as to why Hitler became chancellor in January 1933. There are a number of causal factors which all contributed to his rise into power. Any of the factors, on its own, however, would not have resulted in his appointment. They are all linked in a web of causation and if any of the factors were missing, Hitler would not have been appointed chancellor. Of the factors I would say that the Great Depression was