Motivation and its centrality to successful business...

Motivation and its centrality to successful business practice Motivation Motivation is a key factor when managing any business. Motivation is important for a high productivity level. Productivity measures the relationship between the inputs into the business and the resulting output: There are several ways of measuring productivity: * Output per worker * Output per hour / day / week * Output per machine (if the business includes machinery). Unit costs divide the total costs by the number of units produced Unit costs = Total Costs / Units of output Stock levels A business will usually set itself a level of finished goods that it should receive. This is designed to satisfy the demand expected by the†¦show more content†¦When a company works in a production line they allow the mass production of consumer goods. Every job on a production line is simple and repetitive, and requires little training for the worker. Only basic needs would be met – pay, a job, a safe working environment. An employee though has the threat of losing their job which can easily be replaced. There are a number of advantages and disadvantages of working in a large organization. Here are some of them: Advantages: 1. More opportunities for promotion and career development. 2. More opportunities to take responsibility and make decisions when higher up the organisation. 3. Higher wages and bonuses for some workers if the company is successful. 4. More people to meet and make friends with 5. Company pension schemes and better health and safety schemes. Disadvantages: 1. Many workers will have low skilled and poorly paid jobs. 2. Less job security if the company is unsuccessful. 3. Close supervision over what workers are doing. 4. Production line jobs are boring and repetitive. 5. Poor communication and relations between workforce and management. Many people have wondered what people like and dislike about their job, Frederick Herzberg carried out some research during the 1960s to find out people’s opinions about their jobs. He took a sample of people at different levels in different jobs and asked them two questions: 1) What is itShow MoreRelatedBechmarking: Riordan Essay1138 Words   |  5 Pagesintends to discover the best practices of companies that have solved issues comparable to Riordan Manufacturings concerns. Its the best way to find solutions involving companies in the same industry, and then finding solutions to similar issues faced by companies in other industries. General Motors and Verizon are companies that have faced decreased sales and employee concerns over employee reward issues. In Riordan Manufacturing case, they have developed a new business strategy and provide newRead MoreGi s New Belief System1717 Words   |  7 Pagesbe encapsulated in the values that are recommended. The values of Inte grity, Collaboration, Accountability, Excellence, and Service are the set of definitions that are leaders across the business can not only communicate but also reinforce systematically to provide a basis purpose and directions for the GI Business (Simons 1995). These new values set out a guide to the desired culture the GI need and what is expected from all our teams and link very well to the position strategy. However the alignmentRead MoreThe Sources Of Personal And Positional Power2007 Words   |  9 Pagesmembers of the organization do not possess. Being categorized as an expert in a chosen field of business reflects one’s work-related knowledge and past established capabilities. Expert knowledge is considered trustworthy information, the person in possession of such knowledge can easily acquire power. 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His outgoing, likable personality could have factored into that success. High levels of openness to experience are associated with curiosity and a willingness to entertain new ideas and experiences (Barrick Mount, 1991). Those with high levels of openness to experience and motivation will be more likely to utilize their abilities to obtain initialRead MoreDick Spencer Case Study2397 Words   |  10 Pageswell as provide recommendations on how he could have been more successful as a manager. Dick Spencer experienced great success very early in his sales career. His outgoing, likable personality could have factored into that success. High levels of openness to experience are associated with curiosity and a willingness to entertain new ideas and experiences (Barrick Mount, 1991). Those with high levels of openness to experience and motivation will be more likely to utilize their abilities to obtain initialRead MoreLeadership and Followership3976 Words   |  16 Pagesfollowers who tag along mindlessly are altogether different from those who are deeply devoted. In reality, the distinctions among followers in groups and organizations are every bit as consequential as those among leaders. This is particularly true in business: In an era of flatter, networked organizations and cross-cutting teams of knowledge workers, it’s not always obvious who exactly is following (or, for that matter, who exactly is leading) and how they are going about it. Reporting relationships are

Fate vs. Free Will Free Essays

Although the gods know what one’s life will be before he lives it, man still has the freewill to live as he wills†. Fate is an event or action which Is destined to happen in a particular way whereas freewill is the ability to act In a manner which is not influenced by predestination. I believe that these two philosophical concepts Influence the outcome of one another. We will write a custom essay sample on Fate vs. Free Will or any similar topic only for you Order Now The basic Interpretation of this adage means that the gods know what our lives are going to be Like from the first moment of birth o our last moment of death, and this ideology refers to fate. During the duration between these two important points, man has the ability to go about and choose to do whatever he may desire, and this ideology refers to freewill. The gods know what choices you are going to make as well as its result. Personally I am able to relate on how fate and freewill influence the outcome of each other. In my religion, it is believed that life in an ongoing cycle and that the person who you are in one life will affect the person who you will be in your next life. Likewise a few medical problems, such as high cholesterol and diabetes, run In my family. The elders try their best to encourage each other to remain aware about the health conditions. Recently I have had two deaths In my family relevant to health- related problems. My uncle died to the fatal effects of diabetes and my great- grandmother died due to a weight-related Illness. Before these two very Important and influential people even thought about the poor choices they were intending to make, the gods already knew what the outcome would be. Carols Irwin Settees, also known as by his stage-name Charlie Sheen, was born into a family of renowned actor and actresses and it was assumed, or likewise â€Å"destined†, for him to follow in his family footsteps. However, the outcome of his life did not turn out to be what was expected. This happened when he came across two paths; the path of righteousness and the path of wrongdoing. Unfortunately, Charlie Sheen took the wrong path which led to the physical and emotional destruction of his life and career. This path included alcohol and drug abuse and marital problems, as well as allegations of committing domestic violence. This led to his ejection from the hit television series Two and a Half Men. This scenario portrays how Charlie Sheen was able to go about himself and take whichever actions he desired to do, but the gods already knew what the outcome of his life would be. Fate vs†¦ Free Will By divvy_ran freewill to live as he wills†. Fate is an event or action which is destined to happen in a reticular way whereas freewill is the ability to act in a manner which is not influence the outcome of one another. The basic interpretation of this adage means that the gods know what our lives are going to be like from the first moment of birth Likewise a few medical problems, such as high cholesterol and diabetes, run in my health conditions. Recently I have had two deaths in my family relevant to health- grandmother died due to a weight-related illness. Before these two very important hit television series Two and a Half Men. This scenario portrays how Charlie Sheen How to cite Fate vs. Free Will, Papers

Minister of Pensions and National Insurance - MyAssignmenthelp.com

Question: Discuss about the Minister of Pensions and National Insurance. Answer: Introduction: Firstly the common law agency test or the control test. According to the provisions of this test if an employer have the right to control the employee in a manner through the kind of work which was done by him but also the way in which the work was done by him he is an employee. This test was provided by the case of Yewens v Noake (1881) 6 QBD 530 where it was stated by the judge that A Servant is a person subject to the command of his master as to the manner in which he shall do his work." A more realistic approach has been developed towards determining employment in the case of Cassidy v Ministry of Health [1951] 2 KB 343, in this case the test which was developed was known as the integration test. Through the application of this test employment is determined by analyzing whether the person is a primary part of the business are an integral part or only are secondary accessory to the business. The latest develop test in order to identify the status of employment is known as the multi factor test. As the name suggests the test is the combination of the above two tests. This test is a threefold test in order to determine employment. The test was used in the landmark case of Ready Mixed Concrete (South East) Ltd v Minister of Pensions and National Insurance [1968] 2 QB 497. The judge identified three factors which had to be considered in order to determine whether a person is an independent contractor or an employee. Firstly the person agrees to provide his own skills to the employer in exchange of remuneration or wages. Secondly there is agreement between the person and the employee that this services would be significantly controlled by the employer. Finally the other terms of the contract are in accordance with a contract of employment. In relation to the first requirement there has to be remuneration and wages in order to create a consideration for the contract. The own work and skill of the employee has to be provided to the employer. There must be no freedom to do the job by the employee himself or by some other person unless in a very limited circumstances if provided by the employer. A lot of room for interpretation is left by the multiple test in relation to the final condition where no fixed list of factors are provided which may be consistent or inconsistent. These factors are derived through the matter of common sense. In the case of Market Investigations Ltd v Minister for Social Security [1969] 2 QB 173 it had been provided by the Cooke J that the basic issue was to determine whether a person who had been appointed to carry in the services are doing so on the account of the business or his own account. In case it is provided that the person is doing it for the business and not his personal account the person in an employee. The case listed a few factors related to the contract of employment which are the extent of risk upon the worker, the extent of control of the employer on the worker, who is the owner of the equipment and tools, the way in which payment is made, obligations towards each other and the capacity of providing substitutes. The flexibility which is provided through the multi-factor test was also used in a successful way to determine the issue in the case of Lee v Lee's Air Farming Ltd [1960] UKPC 33. In this case it as found by the court that a sole owner (plaintiff) of the company was an employee as an incorporated company was a separate entity and had control over the way in which the plaintiff carried out his work. A notice of termination has to be provided not only through common law according to which an employee has to be provided with a notice period before he is terminated in order to find others mode of employment but also through the FWA section 117. According to the section an employer is not allowed to end the employment of an employee unless the employee is provided by the employer a written notice with respect to the day of termination. The notice should not be provided after the termination has been made. Section 358 of the FWA expressly provides that an employer is not allowed to dismiss or threatened to dismiss and employee so that the employee can be engaged in form of an independent contractor to do the same or comparatively same job with respect to a contract of services. In the case of Fair Work Ombudsman v Happy Cabby Pty Ltd Anor [2013] FCCA 397 record fine had been imposed by the court on the shuttle company with respect to the violation of provisions related to sham contracting as provided by the FWA which included the offences of failing to provide pay slips and underpayment. In the case of Fair Work Ombudsman v Northern Enterprises Pty Ltd [2013] FCCA 216 it was held by the court that even where the employee was made to enter under a contract of services, as the employer had control over the employee it accounted to sham contracting. The control test and the integration test are not very effective alone to determine the employment status of a person. Therefore in relation to the scenario the multifactor test would be used to analyzing the position of Davy in relation to ABC. In the provided situation it has been given that Davy was not clear to be he was contracted to after he was purported to be terminated from his position as an employee and ask to work for DEF. Although Davy was not mandatorily required to wear his uniform but he used to wear his uniform at work. In addition Davy used to use the Van provided by ABC in order to carry out his work. The work allocation of Davy was still provided by ABC along with the materials and tools required to complete his work. Therefore, through the application of the multi factor test as discussed above it can be provided that as Davy worked for ABC in exchange of remuneration, as work allocations and tools are provided by ABC to Davy it can be said that ABC had significant control over his work and as he used the van of ABC and mobile phone these also account to the terms of an employment contract. Therefore it can be provided that Davy is an employee of ABC not an independent contractor according to the provisi on of Ready Mixed Concrete (South East) Ltd v Minister of Pensions and National Insurance case. In addition through the application of the provisions provided through the case of market investigations ltd v minister of social security, in relation to the multi-factor test it can further be strengthened that Davy is an employee of ABC and not a contractor. This can be said by referring to the factors provided by the case and the facts given in the situation of Davy. The case provides the person doing the work as an essential factor, where as it is provided that Davy had to do the cleaning work by his own. In addition the case provided whether the employee worked for the business or on his own account, in the given situation it is clear that Davy worked for the business and not his own account. Moreover Davy was provided the tools and equipment to carry n his duty by ABC which according to the principles of the case is a factor of being an employee. Although it was not mandatory for Davy to war his uniform one factor also is not enough to determine employment. In addition, according to common law and provisions of 117 of the FWA, ABC is required to give Davy a notice of termination before he can be dismissed from his employment.if not a notice as per section 117 Davy is entitled to a payment by ABC in lieu of the notice of termination. According to the above discussed section and cases on sham contracting it can be said that by asking Davy to and his employment and contract with DEF while doing the same job ABC have violated the provisions of section 358 of the FWA in relation to Sham contracting. Conclusions Davy is the employee of ABC and not a contractor has been determined through the application of the multifactor test provided by common law cases. ABC must give Davy a notice of termination in accordance to both the provision of common law as well as section 117 of the FWA. Action of ABC to engage Davy as a contractor to DEF by terminating his employment also accounted to sham contracting according to the provisions of section 358 of the FWA. References Cassidy v Ministry of Health [1951] 2 KB 343 Fair Work Act 2009 (Cth) Fair Work Ombudsman v Happy Cabby Pty Ltd Anor [2013] FCCA 397 Fair Work Ombudsman v Northern Enterprises Pty Ltd [2013] FCCA 216 Lee v Lee's Air Farming Ltd [1960] UKPC 33 Market Investigations Ltd v Minister for Social Security [1969] 2 QB 173 Ready Mixed Concrete (South East) Ltd v Minister of Pensions and National Insurance [1968] 2 QB 497 Yewens v Noake (1881) 6 QBD 530