The Battle of San Pasqual :: essays research papers fc

The Battle of San Pasqual   Ã‚  Ã‚  Ã‚  Ã‚  The battle of San Pasqual was one of the many battles fought against Americans to protect their land. The greedy American government was determined to conquer California from Mexico and make it part of the union. The mass migration of immigrants caused the widespread of people to flee south.   Ã‚  Ã‚  Ã‚  Ã‚  Mexico had departed from Spain in 1821. California wanted to manage their own affairs however, they lacked self government. Pio Pico was the civil governor and Jose Castro was the military comandante. The two men held great hostility toward each other. They divided California’s land and raised armies for themselves. These divisions of armies led to future problems, due to the lack of unity between the two.   Ã‚  Ã‚  Ã‚  Ã‚  The United States Navy arrived in Monterey on July 2, 1846. â€Å"The two California leaders made a half-hearted attempt at cooperation† (Johns 2). The two men and their followers met at a ranch near San Luis Obispo to agree on an opposition towards the American forces. The lack of trust within one another led the two armies to march in separate units to Los Angeles.   Ã‚  Ã‚  Ã‚  Ã‚  Upon the troops arrival in Los Angeles Castro wrote a letter to Commodore Robert F. Stockton demanding to discuss a way of preventing war. Stockton wrote back concluding that the men must allow American forces to raise an American flag in California. Baldridge 2 The American flag represented that California was America’s land. Stockton also claimed that a treaty would be issued after the flag was inputted in the California soil. Castro refused to take the American negotiation. Castro soon spread the word of American disgrace to Governor Pico, and he also informed him that he was vacating the land due to a lack of resources. He claimed the resources were unable to carry on a war. Pico soon followed with the same intentions.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Following the departures of Pio Pico and Jose Castro, the United States naval forces entered Los Angeles without opposition and raised the stars and stripes on August 31, Stockton appointed Captain Archibald Gillespie military commandant of the town, with instruction to be vigilant, firm and strict, and by no means permit anyone to escape† (Johns 3). California natives soon grew angry with Gillespie’s demands and lodged an attack on him; the Americans won the small battle. And, four days later California won another attack at Chino Rancho of Isaac Williams. â€Å"Encouraged by their success, the local inhabitants then gathered a large force which surrounded the detachment in the pueblo and forced Gillespie to evacuate his post on Sept, 30† (Johns 5).

Research Bank Sohar

Research Project Contents Table ContentsPage number Acknowledgement Abstract Action Plan Chapter 1 INTRODUCTION 1. 1Introduction 1. 2Rationale of the Study 1. 3Objectives of the Study Chapter 2 REVIEW OF LITERATURE 2. 1 Introduction to the company 2. 2 Meaning of the topic 2. 3 Objectives and research of the topic 2. Different types of employee motivation Chapter 3 METHOD OF RESEARCH 3. 1 Design of the study 3. 2 Methods of collected data 3. 3 Types of research 3. 4 Sample size used in interview 3. 5 Limitation 3. 6 Analyzing the data Chapter 4 FINDINGS & RECOMMENDATIONS 4. 1 Findings 4. 2 Recommendations Conclusion Bibliography ACKNOWLEDGEMENTS At the outset, I would like to thank my Guide who explained to me about this Research Project in a very clear manner and assisted me at every step in completing it successfully, and my thanks are especially due to ———————————–for all his cooperation, in spite of his heavy schedules of work, and ———————– the Trainer who was very helpful in providing me with accurate information to use in this Research, and I convey my thanks to all the colleagues who cooperated with me by participating in the research by way of responding to my interviews and to the questionnaires which helped to lead me to findings and conclusions. Finally I thank all the people whoever helped me and stood by me to provide all the needful assistance to my requirement. ABSTRACT The productivity of the staff depends upon many factors for the bank. Humans are complex beings which ne ed continuous motivation to work without being burdened. Therefore, the Human Resources Department should not only impart motivational triggers but also should encourage the various groups of the staff to maintain a healthy competition; these ensure a continuous boosting of the staff’s energy levels. Dedication and loyalty to the company can also be cultured by providing staff with encouraging means to develop themselves as well as the company. The staff which feels comfortable with the bank will unlikely shift to other banks. Dedicated employees willingly work for the bank. By comparing with other banks, the bank should modify its policy’s and plans so as to not only attract more customers but also attract more staff from the other banks. Motivation thus plays an important role thus in maintaining a productive staff. A dedicated staff will anticipate not only customers’ needs but also try to develop bank through innovative ideas. This research is conducted to study the motivational aspects of Bank Sohar. The findings of the study demonstrate that proper strategies and right procedures are followed in this Bank Sohar. ACTION PLAN ID Task Name Start Finish Duration 1 Introduction: †¢Discussion with the guide about the topic. †¢Determine the requirement and objective. †¢Prepare questionnaires. †¢Planning for interview and making interview. †¢Determine and justify the research methodology. 2 Literature Review: 3 Data collection: †¢Determine and justify the research methodology. †¢Collection of both primary and secondary dates by appropriate methods. †¢Selection and preparing detailed and relevant objectives. 4 Analysis of the research project: †¢Analysis and interpretation of data and carry the research into specified areas. Making reviews with the guide regarding the project. 5 Documentation: †¢Prepare the full project in one accept format. †¢Present and evaluate findings and recommendations. 6 Presentation: Chapter 1: 1. 1 Introduc tion Bank Sohar was established on 9 April 2007. Although it is a very short time since it started its operations, it has been an extraordinary time as this new bank changed the ground rules for banking in Oman. Dr Mohammed Abdul Aziz Kalmoor, the CEO of the bank declared this year that their income of operating profit showed up a 31. 3% increase in 2010 from that of 2009. The bank’s net loans and advances grew by 14% in the last year. Customer deposits have augmented by 20% in 2010. Bank Sohar has introduced friendly financial solutions for everything from the purchase of cars to higher education. Their increased network has given it an added presence and opportunity to reach out their customers. Their new branches in prime locations of the county have given the bank an edge in the market and strengthened its position in the banking sector of the economy. Bank Sohar has developed a tradition of meeting the customers from different parts of the country at informal gatherings and road shows. This has turned out to be a model for modern marketing. Bank Sohar believes that customer satisfaction is the critical measure for bank’s success. All the decision-making processes at Bank Sohar are taken up by its finance team which assists the executive management and the board in planning and provides information and critical analysis of the Bank’s performance on a continuous basis. It is committed to providing quality banking solutions to help customers achieve their financial goals. A small example is that it is the Bank Sohar which introduced for the first time the cash deposit facility through their ATMs. All other banks in Oman emulated this bank soon. By adopting a lifecycle approach to the household sector they have created value-added services such as various savings deposits options, mortgages, consumer lending, insurances and wealth management products etc. In addition, they keep their clientele of small and medium entrepreneurs well informed of the market developments that may affect their enterprises. Bank Sohar always tries to tailor its services to suit the requirements of not only individual customers but also potential customer groups like the business communities. Thus they adopt sector-specific approach to corporate banking. As the network of the bank has increased through opening of several new branches, staff strength has automatically increased to over 500 by the end of 2010. Bank’s Omanisation ratio has steadily improved to 88% year after year. These achievements are due to the efficient management of human resources at the bank. The Human Resource Management (HRM) of Bank Sohar has been strengthening the profile of the bank by implementing its strategic goals through best international practices in human resource management. The bank encourages its staff to expose to the new and rapidly changing areas of banking industry. Facilities for learning and developing professional experience are regularly arranged by the staff at different levels. In short, Bank Sohar can be described as a bank, deeply committed to delivering excellent services with convenience and integrity to their customers. In no time it is sure to achieve their vision statement: â€Å"One stop financial super mall having boutiques of products and services across various segments, each with a unique set of propositions† 1. 2 Study the rationale As an employee in the Bank Sohar, I have the personal knowledge and understanding of the bank’s organization and its activities. Bank Sohar is he fastest upcoming bank in our country. It follows its own strategy to deal with the customers directly. Everybody working in this bank like me is treated respectfully and cordially. Their treatment can be said to be the main key for the progress of our bank during this short span of five years. 1. 3 Goals of the study –The main goal of this study is to recognize the methods of motivating and encouraging the staff at Bank Sohar. –Also it is to identify what makes the Bank Sohar achieve success in all branches in general and in Ruwi Branch in particular. Chapter 2: 2. 1 Introduction to the company: At Bank Sohar, banking is made easy. All the employees in the bank are committed to making the banking experience much smooth and efficient. Bank Sohar is well-reputed for its open and communicative relationship with the customers. They know that you are the best possible source to inform them the best way to cater your needs. Here you get specialized divisions ready to serve you. Customer’s requirement and queries are met by specialized Relationship Manager of the concerned division. They also try to solve all your banking issues with a click. With their e-Channels, your bank has become portable. Accessing your bank account has been made easy as you can access through the ATMs, Internet. Customers can also have online connectivity to their account through mobile phones. They offer a wide range of treasury services to large corporate clients, small and medium enterprises and various government departments and fund managers. †¢RO clearing and settlement †¢ RO payments to Bank Sohar accounts as well as to accounts at other banks having a presence in Oman †¢ Treasury and Foreign Exchange related services †¢ Local cheque collection †¢ Prompt query handling †¢ High degree of automation and straight-through processing †¢ On-line view only access to your account 2. 2 The meaning of the topic: Employee motivation plays vital role in the development of the company in many ways. ttp://www. managementstudyguide. com/importance_of_motivation. htm 2. 3Objectives and research of the topic: Bank Sohar provides the opportunities improvement to the productive staff. It’s in general trying to recognize the achievements and to earn more profitab le results which depends on the on the quality of staff performance, that’s why it always tries to provide their employees a good environment in order to promote personal growth. Bank Sohar gives importance to the group interest which is placed above the individual level. The officials at the bank always treat their customers, suppliers and even their colleagues very fairly and objectively. Behind all of the mentioned above, the following points are the main objectives of Bank Sohar which they are always trying to keep specific principles to help in improving their performance: †¢Provide healthy and safe workplace. †¢Make sure that the work environment is preventing the disabled people work practices and don’t present the prejudices and unreasonable barriers for which they are qualified within the bank. †¢Decrease the number of contribution for employees which can be made to the organization. †¢Recruit and return the right staff at the right time to the right place to work. †¢Promote the qualified and skilled staff based on there performance very fairly, which will gain their trust of fair treatments. 2. Different types of employee motivation: 1. Thanks award letter: Bank Sohar awards their staff monthwise by choosing the employee of the month, quarter and end of the year ,so that it provides them a voucher and including a Shukran (Thank You) Award Letter. Example: Mr / Ms†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Bank Sohar, Danq Branch NSC Department ,Oman 20 February 2010 Dear,†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ Shukran (Thank You) for your initiative and good support. Congratulations and thank you for your hard work. We hope that your willingness and initiative serve as an example to your colleagues. We appreciate your commitment and dedication in cooperating the department in the absence of two staff who have resigned. You demonstrated that you were willing to shoulder additional responsibility and support the smooth running of the department. In token of our appreciation, this Bank Sohar awards you a Shukran Certificate, Smiley Badge and a Gift voucher. Yours Sincerely, HEAD HUMAN RESOURCE DEPT. 2. Long Term Services Award Upon the completion of 10, 20 and 30 years, staff will be given the following awards: 30 Years: Certificate signed by the Group Chairman, a gift of the employees choice (Approximately cost USD 1,000) and one month’s basic salary. 20 Years: Printed Certificate signed by the Deputy Chairman & CEO, Bank Sohar. 10 Years: Printed Certificate signed by the Area CEO. 3. Training: Overall Aim: To establish and maintain a key competitive advantage, Bank Sohar is committed to investing in human resources development through relevant ,planned and systematic training and other activities, which will contribute directly to the achievements of Banks business objectives, as well as meeting the demands of the Omanisation process. The basic training will be conducted by the Learning and Development Manager. Where necessary, regional training centre trainers at Muscat will conduct courses throughout Oman depending on the training needs. In addition, staff may be nominated to attend various training course held in Muscat and the group training at the Management Development Centre, Liverpool ,UK. External training may also be provided mainly through College of Banking and Financial Studies and other local institutes in Muscat, Salalah etc. On the job training may also be arranged, if line managers identify any such needs. Details of the training courses are available on the intranet or may be obtained from the Learning and Development Manager. 4. Career Development: †¢Employees retiring within two years from the date of drawing up or reviewing the rotation plan will be exempt from further job rotation unless it is deemed necessary to permit the rotation of others. †¢Should line managers be unable to rotate any of their staff in accordance with these guidelines he or she must justify the exceptions ensuring that the department head supports the exceptions made. In small or specialist departments such as HR,TSY, Legal, IT or for translators ,job rotation may have to be less frequent than the guideline suggested above. 5. Retirement: Staff will retire from Bank’ s employment on attaining 60 years (for male staff) and 55 years (for female staff). This is not applicable to temporary employees. Your age is the number of years elapsed since the date of your birth as stated in your identify cards, birth certificate or passport. The bank will write to you not less than one month in advance confirming the date on which you will retire. End of services benefits will be handled in accordance with the laws regulations of Public Authority for Social Insurance. 6. End of services benefits: For the Omanis Pension Scheme: Bank will pay 10% of the monthly deducted salary and contributes to the pension scheme of the retired Omani employees who will be receiving their monthly pension as per the rules and regulations of PASI. For the Expatriate employees Terminal Benefit: Bank will pay the expatriate employee a gratuity at the of half a month’s basic salary for the first five years of service, which will be granted at the time of quitting the job. 7. Occupational Health & Safety at Work: Making sure that they protect there staff health and safety at work is essential . We make the same commitment to our customers and any other visitors who come into our branches or offices. It’s the Bank’s objective is to promote a healthy working environment and a high level of safety management and fire prevention. As an employee of the bank, you have a major responsibility for maintaining health ,safety and fire precaution guidelines of the work place. These are essentially to: †¢Take reasonable care for your own health and safety and those who may be affected by your action. †¢To follow any laid down procedures and guidelines communicated to you. †¢To bring to the attention of management any defects in the building, electrical system and machinery. Chapter 3: 3. 1 Design of the study: Primary Data: This is the data acquired through the distribution of questionnaires and from the personal interviews. The personal interviews are always not possible and require more time. Therefore, Primary data is the un-analysed data obtained from research methods. Secondary Data: The data which on analysis gives perception and information to the grounds of research is called Secondary data. This data is classified into qualitative and quantitative; therefore the Secondary data is important for the formation of new grounds in the research. 3. 2 Methods of the collecting data: Primary Data: 1. Questionnaire: It is a list of questions containing all the possible parameters that the researcher wants to consider. It is the easiest and fastest way to do a research. The advantage is that only desired fields are considered and hence the data obtained is more focused. 2. Interview: In this type, the researcher communicates with the employee or customer for their opinions and thus researcher can obtain personal opinions of the fields that the researcher wants consider. But the data is not focused. 3. Observation: Observation is the method in which the researcher observes the fields without interfering with the process. The researcher deduces the data from his observation. This does not require searching for contacts. 4. Experimentation: It’s a technique used to do the investigations, which will observe the changing and find out where the influences are including the regards. Secondary Data: †¢Magazines: -Business Today Magazine (April 2011) –Times of Oman (dated 23 April 2011) †¢Internet websites: –www. banksohar. com –www. zawya. com –www. ameinfo. com – (http://www. humanresources. hrvinet. com/ questionnaire-method/) †¢Books: – Booklet of summery review of Bank Sohar’s Brand and Values in 2009 (Provided by the HR) 3. 3 Types of research: Questionnaires: In Bank Sohar, the service quality is of utmost importance. To achieve this many strategies are used. The Human Resources Department of Bank Sohar mostly uses questionnaires to collect the data from both the employees and customers. This method, as mentioned above, is easy and efficient. The data thus collected is then further analysed. Such method helps the bank to review its performance and also to know of the popularity of its various services. 1. In comparison with other banks does Bank Sohar provide you best way to get staff motivation: A. Yes B. Some times C. No D. At all 2. What do you think Bank Sohar should focus to achieve more staff motivation? A. Promotions B. Rewarding system C. Salary review D. All above 3. Is Bank Sohar providing the following selections to their employees fairly? A. Yearly bonus B. Promotions C. Increment of allowances D. Pension 4. Compared with other local banks, Bank Sohar provides good conditions to ts staff? A. Yes B. No C. No comments D. No answer 5. What makes you feel proud to work for Bank Sohar? A. Work environment B. Policies and conditions C. Team Work D. Rewards system 6. Does your current position satisfy your motivation level using the specific conditions? A. Yes B. No C. Sometimes D. No comments 7. Which of the followi ng banks would you like to apply in future? A. Current bank (Bank Sohar) B. Bank Muscat C. HSBC D. Nothing from the above. 1. Do you think that the bank is providing you a very fair performance appraisal? †¢Yes they are discussing with us before confirming Human Resources about the final performance results. They are using a very fair system where you can load what you have done during the year including the extra improvements, so it will be very clear for them to apprise each one among the bank. 2. Is Bank Sohar setting a fair targets for each staff? †¢Actually there are some people in the management departments dividing the work not in order to be covered by all staff, so in this some of the staff will feel demotivated as he will be pressurized in compare with others. 3. Does you line manager update you about your performance from time to time? †¢Yes, whenever any mistake is done he will keep me updated and insure that it won’t happen again. 4. Does Bank Soha r provide you a chance to develop your skills? †¢Actually, they are always promoting an online courses which you can go through it any time, but before the due dates. †¢They are sending their staff for external courses in the College of Banking and Finance. In addition they also provide us chances to graduate with higher diploma certificates for such specialized subjects. †¢They are rewarding their staff annually one person from one department by sending them for an attachment to one of the Europe branches, in order to learn more and gain more knowledge. 4. What are the returns which you can provide to the bank if you are satisfied with them? †¢I will do my best to increase the number of quality customers which will help in increasing the profit of the bank. Also I will be proud in front of my family and friends to work for the bank in order to keep a good view for people who are thinking to apply for the same bank specially qualified and experienced people. 3. 4 Sample size used in interview method as follows: Sl NoOrganisationDesignationName of the Employee 1. 2. 3. 4. 5. Loan Department Salary & Deposit Cards Department Corporate Department Remittance Assistant Officer Manager Officer Manager Ibrahim Issa Ibrahim Al Zidjali Yusuf Suleiman Salem Al Wahibi Anas Hamad Seif Al Wahibi Juma Ra’shid Juma Al Saadri Fahma Al Mugheini Sl. noLocationCustomer/StaffName of the Employee 01 02 03 04 05 06 07 08 09 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 27 28 29 30 Main Branch Main Branch Main Branch Qurum Branch Qurum Branch Main Branch Al Sarooj Branch Al Khuwair Branch Al Khuwair Branch Main Branch Al Khuwair Branch Al Seeb Branch Al Khuwair Branch Al Khuwair Branch MQ Branch Main Branch Al Khuwair Branch Qurum Branch Qurum Branch Main Branch MQ Branch MQ Branch MQ Branch Main Branch Al Seeb Branch Al Seeb Branch Main Branch Main Branch Main Branch Qurum Branch Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Employee Eyas Sayid Saud Al Mashri Sara Teasdale Iman Seif Al Lamki Tariq Mohd. Al Balushi Assim Ahmed Ali Al Wahibi Abdul Aziz Abdullah Al Wahibi Abdullah Ahmed Al Wahibi Abdullah Siddik Al Balushi Narjees Sa’ad Al Harthy Abdullah Mohd. Al Balushi Amina Seif Al Mussallum Majd Salem Saleem Al Wahibi Mohd. Salem Khamis Al Saithani Mohd. Salem Mohd. Al Wahibi Mohd. Mubarak Sayid Al Oufi Mohd. Mousa Yahya Al Harbi Mohd Nasser Humeid Al Badaae Masoud Salem Al Harthy Frhat Ali Al Zidjali Nadia Issam Al Balushi Dawood Ibrahim A’Salmi Ali Salem Al Shammaqi Salem Manal Al Tourqi Juma Ra’shid Juma Al Saadri Hussain Sayid Al Lawati Saad Salem Al Balushi Sayid Ra’shid Mohd Al Oufi Saifuddin Hisham Aziz Diwidaar Seif Sayid Nasser Al Wahibi Yusuf Yaqub Al Alaawi 3. 5 Limitation: No matter what method the researcher uses, there are always certain disadvantages. And moreover, in most cases the time is limited and therefore it becomes hard to manage the collection and analysis of data. Other limitations that I faced are: Some information about the bank is not accessible and is difficult to find As I chose the method of interview I got mixed up answers. As the level of knowledge and skill differ from one person to another, the responses varied greatly. In order to trace the trend in my data, I had to use large numbers of samples or interviewees. 3. 6 Analyzing the data: 1. In comparison with other banks does Bank Sohar provide you best way to get staff motivation? Conclusion : In the above chart it shows that most of the staff was satisfied with the motivational level which is been provided by Bank Sohar, as the negative answers are least chosen by the employees question (represented by C and D series in graph) are not very satisfied with motivation. 2. What do you think Bank Sohar should focus more in order to achieve staff motivation: Conclusion: Bank Sohar, staff are not happy with their salary as it wasn’t a good review for their salaries, but at least the rewarding system was playing a good part in their emotions. This can be easily understood by looking at the number who was happy with their salaries. 3. Is Bank Sohar providing the following selections to their employees fairly? Conclusion : Bank Sohar staff are not happy at all with the pension policies,where the level of satisfaction in the yearly bonuses was covering that percentage of motivation level which follows the promotion level, then it decreased again in the allowances increments. 4. Compared with other local banks, Bank Sohar provides good conditions to its staff? Conclusion: Bank Sohar staff is happy with the conditions which are provided to them as the calculation was very high in that level. Where some of them only are not satisfied at all, and at the lowest level was calculating in no nswers as most of them didn’t answer the question. 5. What makes you feel proud to work for Bank Sohar? Conclusion: The level of team work satisfaction was very high between Bank Sohar staff as one of the bank’s aim’s is to create a good environment and a strong team work, as it shown in the results that they are ha ppy with that strategy. 6. Does your current position satisfy your motivation level using the conditions? Conclusion: Bank Sohar staff are very happy with the conditions provided to them in their current passion where it was fluctuating between no answers and no comments, but in general they are happy with the conditions provided to them. 7. Which of the following banks would you like to apply in future? Conclusion: The staff are mostly satisfied and wish to continue working in the same environment in Bank Sohar. They are not satisfied to work with other banks in comparison. The highest result was calculating for Bank Sohar, so in general they are satisfied with the future chances which are provided to them. Chapter 4: 4. 1 Findings: On referring the observation depicted in the graphs, the human resources department of Bank Sohar is taking appropriate steps for maintaining the motivational levels of the employees. It closely monitors the employees and then relates their levels to their performances. The staff is happy with the policies and conditions provided to them and the staff satisfaction is in high levels. Highest levels of staff satisfaction in the bank can be achieved through continuous comparison the facilities which are provided to their staff with those of other banks, thus the bank will be able to identify the positive triggers which attract employees and consumers. The bank through this can identify its weak areas. Therefore the bank should look after other bank’s issues seriously and try to learn to not commit same mistakes and plan wisely to leap in the market. Some other measures to ensure staff motivation include: †¢The bank should do salary review from time to time. By improving the level of motivational facilities such as; increase the level of allowances, promotions, more development skills programs and rewarding system show positive levels of motivation. †¢Throughout the year, the staff is to be updated regularly about their performance. â⠂¬ ¢The bank needs to do more comparison with its competitor banks in term of motivating their staff. In general Bank is doing a very good job and they are always trying to motivate their staff and try to keep them for ever specially the experienced and skilled people. 4. 2 Recommendation : 1. Regular surveying is necessary to measure the motivational levels of the staff. This enables management to update various hindrances which cause de-motivation. 2. Personal opinion gatherings are essential to make the bonds between the management and employees which is essential for long term performance development. 3. By increasing the factors that cause the motivation, the company can instill motivation. For example vouchers limit can be enhanced. 4. By involving various levels of employees in the meetings to induce motivation into the lower levels of employees and help in overall staff development. 5. By sending the staff to other institutions for development and other educational programs, the motivation levels can be increased. Conclusion: Motivation level can be developed easily in Bank, as the management should keep in their minds that they are dealing with humans who need a special and very respective standard level. Generally management should follow a proper strategy in treating their staff by following the right procedures so as to intensify motivation and competition. Bank Sohar prioritizes the motivation of the employees as an important aspect in the whole bank’s functioning. The Human Resources Department of the bank regularly surveys and finds various ways to ensure the continuity of the motivational levels among the staff. The bank well understands that healthy competition and motivational are vital for dedicated performance. Bibliography: –www. banksohar. com –www. zawya. com –www. ameinfo. com –http://www. humanresources. hrvinet. com/questionnaire-method/ –Business Today Magazine (April 2011) –Times of Oman (dated 23 April 2011)

Bmo Organizational Structure Analysis - 2274 Words

Introduction As Canada’s oldest bank that officially opened for business on November 3, 1817, BMO has been helping its customers and communities for over 190 years, offering them a broad range of personal, commercial, corporate and institutional financial services across Canada and in the United States. It has approximately 16,200 employees and over 960 branches across Canada. As one of the Big Five banks in Canada, it has been passionate to build team strategies and to try new challenges. In this report we will explore the team and organizational structure of BMO and discuss the efficiency of its strategies. We will primarily be focusing on how groups are constructed within BMO and group members interact. Then on a more macro scale, we†¦show more content†¦This means as a team, operating groups are working efficiently and that reduces its undesirable loss. Also, proper and professional norms help to achieve industry-leading customer loyalty and enhance productivity to drive performance and shareholder value, which are the two primary goals of BMO. As the company cares about how the employees behave, especially how they interact with customer since jobs in bank is customers-based, the company will pay more attention to train and improve employees’ behaviors, and that is to say, the company will focus on the norms. At the same time, the company encourages employees to be innovative to present better wok so as to generate more values for the shareholders of BMO. In this way, the two primary goals can be achieved by setting right norms. Group Cohesiveness: Group Cohesiveness, the extent of how a group is especially attractive to its members, plays a crucial role in an organization as well. As for PC Canada, a new objective in 2013 is to improve productivity and the customer experience. In this regard, a number of initiatives are underway such as eStatements, mobile banking enhancements and online booking of appointments. To attain the goal, PC Canada team members need to fully understand and accepts the new initiatives. So with high level of cohesiveness, as team members become integrated into the team’s objective and values, which will help PC Canada to beShow MoreRelatedMultiformity in the Workplace Essay example659 Words   |  3 Pagesinitiatives being implemented to improve corporate productivity and performance. Multiformity in the workplace introduces an element of heterogeneity in problem solving /decision-making. This leads to a larger range of perspectives and stronger critical analysis of issues2 Diversity is a reality in today’s workplace. It shouldn’t be merely tolerated but valued for what it brings to the organization. ‘It’s not about assisting the individual to â€Å"fit into† the corporate culture by â€Å"fixing† what is differentRead MoreEnterprise Resource Planning in Bangladesh2091 Words   |  9 Pagesbusiness: firm structure, management process, technology platform, and business capability. At present in Bangladesh, companies can use ERP to support organizational structures that were not previously possible or to create a more disciplined organizational culture. The working force or the employees in the country are not technologically sound enough to get adapted with ERP at this moment, which is a great constraint in ERP investment. But effective measures like training, organizational developmentRead MoreExecutive Compensation Essay7457 Words   |  30 Pages 3. Team performance rewards. Based on a pre-determined set o f criteria and relative to the top teams performance. This should be the third ranked level of salary package component. Limited to 20 times the bonus reward for the lowest paid organizational team performance. Up to a maximum of 20% of average individual profit share (as in point 2). 4. Individual performance reward. Based on the achievement of pre-set goals. This should be the least component of salary package. Limited to 20%Read MoreWestjet Essay5237 Words   |  21 PagesCrewing efficiencies: Pilots can fly all variants of the 737s due to their common cockpit configuration. †¢ Maintenance efficiencies: Maintenance will be simplified since all planes utilize the same parts and engines. †¢ Simplified route structure and operations. †¢ Use of secondary airports where available. †¢ Growth strategy: Increase the number of markets served, as well as increasing the frequency of flights. Also focus is on long-term health of the airline, not merely on

The Effects of Increased Atmospheric CO2 - 1655 Words

Deforestation and the burning of fossil fuels have led to a great increase in anthropogenic carbon dioxide released into the atmosphere. Since the Industrial Revolution, the concentration of atmospheric CO2 has increased from about 280 parts per million to above 390 parts per million; and recently has been calculated to be rising 1.5-2 parts per million per year (Kudela, 2013). This sharp increase in atmospheric CO2 has had an impact on the ocean, and can be seen by the increase in the levels of gaseous CO2 in the seawater. When the CO2 rich atmosphere comes in contact with the surface of the ocean, CO2 is readily absorbed which causes the pH of seawater to become more acidic. Many enzymes and processes that occur in the ocean, like†¦show more content†¦Coralline algae use HCO3- to intracellularly precipitate CaCO3 which forms their outer crust. Coccolithophores use HCO3- to form their coccolith (Roleda et al., 2012). Aragonite and calcite are the two most abundant forms of CaCO3. 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Juvenile survival, total calcification rate, and growth rate were measured. Duarte et al. concluded that temperature did not have a significant effect on the total weight or the net rate of calcium deposition (as shell building). However, CO2Show MoreRelatedIndirect Scientific Measurements Of Atmospheric Composition Over The Last 10000 Years Have Informed The Climate Change Debate1580 Words   |  7 Pagesâ€Å"Discuss how both direct and indirect scientific measurements of atmospheric composition over the last 10,000 years have informed the climate change debate†. There are both direct and indirect ways of measuring atmospheric composition. Direct scientific measures are used to gain quantitative data which primarily use scientific tools and equipment to measure the actual climatic changes, be it a change in greenhouse gas concentrations or an increase in climatic temperature. 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As a result of human-made emissions, the amount of CO2 in the atmosphere andRead MoreGlobal Temperature And Climate Change1380 Words   |  6 PagesGlobal Temperature The Earth-atmosphere energy cycle is a structure of coordinating atmospheric components. The Kà ¶ppen classification system is a simple format for generalizing climate patterns, partitioning the planet into malleable regions by average environmental conditions. Terms to describe the atypical fluctuations in the Earth’s climate include both global warming and climate change. 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Accumulation of CO2 has long lasting effects on global warming due to its long lifetime. Study conducted by Archer (2005) showed that 400 km3 of flood basalt would release 2 gigatonnes (Gt, 1 Gt = 1012 kg) of carbon. Overall, Siberian traps allowed up to 11 000 Gt of carbon to be released (assuming lava volume of 2.5 million km3). The CO2 degassed duringRead MoreA Climate Mitigation Strategy1567 Words   |  6 Pagesof carbon dioxide (CO2) between the surface ocean and atmosphere. Carbon dioxide moves from high to low pressure. When the partial pressure of CO2 is higher in the atmosphere than in the surface ocean CO2 is dissolved into the ocean surface where it reacts with the other pumps. Carb onate and bicarbonate ions are formed, this again lowers the partial pressure allowing for greater amounts of CO2 to dissolve into the surface ocean. However, due to the increased concentration of CO2 in the atmosphereRead MoreIncreasing Levels Of Carbon Dioxide1491 Words   |  6 PagesIncreasing levels of carbon dioxide (CO2) have created problematic oceanic conditions that are detrimental towards the livelihood of coral reefs and other marine biota. The high levels of CO2 lead to a decline of ocean pH among other issues such as dramatic changes in oceanic make-up and chemistry. Statistics and data collected has shown that ocean acidification will not only increase but accelerate over the next century. The ocean takes in about 1/3 of anthropogenic carbon added to the atmosphereRead MoreThe Annual Changes Of Temperature On A Planet1021 Words   |  5 Pagesapproximately 142 Martian days. These extreme seasons of Mars can have some very interesting effects on the planet. Research has shown that global atmospheric pressure is 25% lower during the local wintertime than during summer. This happens for two reasons: first, the eccentricity of Mars s orbit and secondly, there is a pattern-like exchange of carbon dioxide between the north and south polar caps and the mostly CO2 atmosphere. When the north pole is tilted away from the sun around the winter solstice

The Problem Of The Older Adult Population Essay - 1685 Words

The older adult population in the United States has steadily increased thanks to technology and medical advances. While this definitely is an undeniable achievement, it also creates some challenges that society was not as prevalent to face before. Now that people are living longer it’s also means that often times family members are becoming caregivers to their loved ones during their so called golden years. Not only may it be difficult to care for a loved one, but it also becomes even more burdensome when their loved has a disability. In fact â€Å"dementia is one of the major causes of disability and dependency among older people worldwide.† (2016). Fortunately there are adult day centers that serve people with dementia and provide services that can benefit them. However many times caregivers are forgotten about and aren’t provided services that can also benefit them as well. While it does take a bit of pressure off of the caregivers while their loved ones are a t the day center, it does not eliminate all the other effects. Many people may not be aware that there are detrimental effects that a caregiver may experience as a result of caring for someone with dementia. While caregiving for an older adult may be demanding in general, caring for a loved one with dementia potentially can be even more strenuous due to the nature of the illness. Dementia is â€Å"associated with a decline in memory or other thinking skills severe enough to reduce a person s ability to perform everydayShow MoreRelatedSexually Transmitted Diseases ( Std ) Essay1381 Words   |  6 PagesTransmitted Diseases (STD) are one of the most common and preventable health care problems in the world. 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Understand How Groups Develop and Function Free Essays

How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. We will write a custom essay sample on Understand How Groups Develop and Function or any similar topic only for you Order Now Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour towards each other is more open and supportive and working practice more fully reflects true teamwork. Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc. Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On the other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees. Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles. The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, maintaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential. This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths. Once we are clear about the outcome of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewa rded and the team to be motivated to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together. When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent. At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader. The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective. This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader’s success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress. The manager’s chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operative and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership. Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective. If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop future leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on. In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective. Team roles will be very clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning. Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The employees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created. At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising. If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overview we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members. They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow. How to cite Understand How Groups Develop and Function, Essay examples Understand How Groups Develop and Function Free Essays How groups develop and function This essay examines and explains how groups develop and function. Groups are a fundamental part of our lives from social to professional, from large to small, depending on their particular environment. Theories and models on group work practice There are different theories that help us understand how group works. We will write a custom essay sample on Understand How Groups Develop and Function or any similar topic only for you Order Now Tuckman’s theory Dr Bruce Tuckman published his Forming Storming Norming Performing model in 1965. He added a fifth stage, Adjourning, in the 1970s. Tuckman’s theory does work in new and small groups rather than big, as it is easier to follow, observe and evaluate individual members. The facilitator can easily identify the stages the group is at, and from here he/she can lead the group to the next stage. I would associate Tuckman’s theory more with the Co-operative style of leadership, because when the group comes together, everyone has the chance to share their ideas and responsibilities. Team members’ behaviour towards each other is more open and supportive and working practice more fully reflects true teamwork. Trust and motivation is built between team members. Everyone agrees on methods and plans which will lead to achieving the set goals. Team roles are been formed too. Douglas Theory Douglas McGregor is the creator of the theory X and theory Y. The two theories are opposite to each other. Theory X being the pessimistic as the employee does not like work and tries to escape it whenever possible and has little or no ambition of achieving the company goals. Employee needs a directive leader. Theory X leader is results-driven, intolerant, distant, poor listener, demands, etc. Companies with Theory X leadership will usually have poor results. Theory Y is described as the optimistic model because the employee is more relaxed and can use own initiative. He/she is committed and loyal to the company and can take on responsibilities. Theory Y gives the opportunity of more leaders to be created. On the other side, Theory Y might be difficult to be put in practice in big mass productions where more control is needed. From the both theories we can conclude that staff will contribute more to the organisation if they are treated as responsible and valued employees. Belbin Team Role Theory â€Å"A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them. † Dr. R. M. Belbin Belbin identifies nine team roles. Each team role is associated with typical behavioural and interpersonal strengths, allowable and non-allowable weaknesses that also accompany the team roles. The nine team roles are: plant, resource investigator, co-ordinator, shaper, monitor evaluator, team worker, implementer, complete finisher and specialist. Belbin’s Team Role Models are very useful in forming, maintaining and developing a group. For example we can use it to think about team balance before recruitment starts; we can use it to highlight and so manage interpersonal differences within an existing team; and we can use it to develop ourselves as a team players. Sometimes however, despite clear roles and responsibilities, a team can still fall short of its full potential. This is when Belbin’s Team Role Models come into use to develop the team’s strengths and manage its weaknesses. To maintain strong team it is important over period of time to observe individual members, and see how they behave and contribute within the team. Then for each person we write down the key strengths and observed weaknesses. Using Belbin’s descriptions of team roles, we note the one that most accurately describes the person. After we do it for each member of the team, we need to consider which team roles are we missing from the team and which strengths. Once we are clear about the outcome of our research, we then consider whether an existing team member could compensate by adopting different team role, or whether new skills need to be brought onto the team to cover weaknesses. Adair Team Theory â€Å"Leadership is the most studied subject in the world and the least understood† John Adair (2003) Adair has developed so called Action-Centred Leadership model which consist of three circles Task, Team and Individual, which overlap. The three circles overlap because: 1. To be completed the task needs a team, one person cannot achieve it. . If the team needs are not met, then the task won’t be completed and the individuals won’t be satisfied. 3. If the individuals are not satisfied, then the team will suffer and the task won’t be completed again. The conclusion is that for the team to be functioning to its high standard and to be able to achieve its goals it is important all the individuals to be satisfied, rewa rded and the team to be motivated to reach its full potentials. Forming and maintaining a cohesive and effective group Group cohesion is a phenomenon that determines how well a group holds together. When cohesion is strong, a group will remain stable and effective, but when it is weak, the group may fall apart. To build strong group cohesion is important for the leader to be able to get to know the group members individually so that he/she can tailor an appreciation message to each individual as needed. The next important attribute is for the leader to be sincere with his employees. He needs to praise his employees, one way or another – that could be done in private or in public, and not just once or twice, has to be consistent and more frequent. At the beginning of the forming of the group the leader has to set clear goals to his employees and to make sure that these goals don’t change somewhere half way through to the group work as it may derail the team. Once the goals are set, it is important to communicate with the team not through email or memos, but verbally where the leader can ask for feedback from the team members, exchange ideas in how to achieve the set goals. Here is the stage when the team roles are being set and clarified. For the team to continue its effectiveness, the employees will need the support from their leader. The leader needs to be approachable and supportive so the group members don’t feel alone. Providing a connection between the group goals and the company’s goal will make the group members accountable, they will feel more appreciated and important in the bigger picture not only as group members, but as individuals too. All the above factors are in the core of forming and maintaining a cohesive and effective group. A team that feels comfortable working together can have an energy that creates a positive environment and work ethic that can lift a team, making it more effective. This positive environment can make team members work harder, more efficiently and more productively. The influence of the different facilitation styles At heart facilitation is about the process of helping people to explore, learn and change. Our role, when facilitating, and as facilitators, is to help groups to work together respectfully and truthfully and to help them to explore and respond to certain issues and questions. The leader’s success depends on many factors, including the kind  of person he/she is,  his/hers values of management, his/hers self-confidence and competence, his/hers trust in  the team and how he/she copes with  stress. The manager’s chosen facilitation style depends on such factors. Many managers feel they are  expected to make the decisions, others feel they must get their teams involved. Some have confidence in their team; others mistrust them. Particular style of facilitation will work effectively when dealing with some people rather than others. There are three styles of facilitation: directive, co-operative and autonomous. Directive Style When leaders tell people what to do through a series of directives, they are using a directive style of leadership. Directive leaders are focused on outcomes and productivity. They are task-oriented and driven by the need to get things done. Directive leaders are not as concerned with the feelings and emotions of their followers as they are about meeting deadlines, hitting quota and reaching goals. There is not great deal of relationship-building found with directive facilitation style. With the directive style present the employees will not feel motivated and appreciated. Employees will feel pressured and soon will lose enthusiasm. The group will not have strong cohesion and will be less effective. If we look at the Douglas’ X and Y theory, we’ll see that the directive style would be more suitable for the X employees, but it won’t be effective for Y employees as they won’t respond. The directive style does not develop future leaders. Co-operative style Here the facilitator shares responsibilities with the group: the leader guides the group to become more self-directing in the various forms of learning by conferring with them. The leader prompts and helps group members to make a decision, to give meaning to experiences, to do their own confrontation, and so on. In this process, the leader shares own view which, though influential, is not final but one among many. Outcomes are always negotiated. The leader collaborates with the members of the group in devising the learning process: facilitation is co-operative. When the leader/manager uses the co-operative style the employees will feel valued and appreciated. They will want to make suggestions because they know that they will be listened to by the manager, hence they will be very motivated to perform to a high standard. The type of groups with a co-operative style leader will have very strong cohesion and will be highly effective. Team roles will be very clear within such groups which will lead to achieving the set goals. Future leaders will grow in such groups. When the goals are achieved and the group is no longer needed, there will be sadness of breaking the group. Autonomous style Here the leader/manager respects the total autonomy of the group: they do not do things for them, or with them, but give them freedom to find their own way, exercising their own judgment without any intervention on the leader’s part. This does not mean the abdication of responsibility; the leader just gives the individuals a space to determine their own learning. Unfortunately, such groups will feel that they are being left and will lack direction. The autonomous style grows future leaders, but can also suffer if group members are unqualified. Why it is important to be clear about the purpose and desired outcomes for the group? When group is formed, it is important that the leader clarifies the purpose and desired outcomes for the group. The employees will know what is to be expected from them. Then the group can engage openly and effectively discussing how the goals will be achieved. It is also the stage when the team roles are being created. At the end of the meeting we should have clear accomplishment. Analyse the importance of participant engagement in achieving group outcomes The most important thing is what the participants in the meeting have to say. The leader has to focus on how the meeting is structured and run to make sure that everyone can participate. The leader needs to make sure that everyone feels comfortable in participating, to allow everyone to be heard, to make sure that the members feel good about their contribution, to support everyone’s ideas and not criticising. If the leader follows the steps above the group members will feel empowered about their own ideas and participation. They will stay loyal to the company and will take on responsibilities and ownership. Conclusion From this brief overview we can see the significance of groups and why it is important to continuously develop them –from one side, to strengthen their potential and from the other, to help the development of their individual members. They are a fundamental part of human experience and  play a crucial role both in shaping and influencing individual lives and society itself. We saw how an effective group brings humans together and how an effective group gives birth to successful leaders. Humans always will be, as groups will be too. That makes the groups one of the most important factors of our lives. The more effective the group is, the more the quality of our lives will grow. How to cite Understand How Groups Develop and Function, Papers

Person Centered Care for Clinical Interventions - myassignmenthelp

Question: Discuss about thePerson Centered Care for Clinical Interventions. Answer: Introduction: concept of person centered approach in care: Person centered care may be defined as the procedure by which healthcare professionals should think and perform tasks which would mainly portray patients as equal partners in development of plans, performing and also monitoring care with the help of different health as well as social services (Brooker and Latham 215). This framework of care mainly puts the patients as well as the family members to be in the central position of making decisions working along with the professionals. This framework of care mainly puts the patients desires, values, family situations and different social circumstances and lifestyles as the topmost priority. It believes in shared decision making with the patients and thereby helps people to manage their health (Entwistle and Watt 2013). The essay should mainly portray how practice development and person centered care are associated with quality care of patients and how both can be implemented to ensure safe practices. Overview of practice development: Previously the traditional practices expected patients to fit in with the practices, routines, rules of healthcare already set beforehand in the healthcare centers and in the social service centers. This is no more followed nowadays where the care is mostly person centered now. Different types of researchers have explained different aspects of person centered care which helps in providing a high quality care for the patient that in turn develops the quality of life of the patients (Brownie and Noncarrow 2013). This framework of care respects peoples values and thereby helps in putting people in the central position during the times of decision making so that the feel themselves to be include in their care. Such care also ensures taking into account the different preferences and expressed needs of the patients maintaining their dignity and autonomy. Moreover the professionals make sure that a team based approach is made so that all the requirements of the patients are handed by coordi nating and integrating care thereby working together. Professionals should make sure that there is proper communication of information with the patients and educating them to empower them with the best healthcare strategies (Evardsson, Sandman and Borrell 2014). This care also makes sure that that the patients are made physically comfortable and safe providing them with emotional support. Many researchers are also of the opinion that as this framework involves family and friends, it results in decreased stress among them as well as the patients for which there is increased cooperation which has positive effects on the service care delivery (Deewar and Nolan 2013). View put by researchers over practice development over the years: Researchers are of the opinion, that the term practice development has been associated with supporting modernization as well as organizational, service and also different quality improvements. However, above all these, practice development is mainly concerned with development of person centered approach. Many researchers are of the opinion that the sole aim of the practice development in this phase of time should be mainly focused on the development of a facilitative approach which would engage patients as well as different users in various changes for betterment like innovation through collaborative care, proper team working and partnership building (Bramley and Maitti 2014). Thereby practiced development can be broadly defined as the framework of development of skills and education for the healthcare professionals which would help in the continuous process of gathering knowledge and development of person centered cultures in the healthcare workplace. Such practice development is ma inly enabled by different facilitators who are able to successfully engage with different patients and also with teams effectively. These help individual professionals to blend personal qualities as well as different creative imaginations with the proper combination of practice wisdom and practice skills. The learning that occurs through practice development is helpful in bringing about huge transformation not only in individuals but also in different forms of team practices (Fossey et al. 2014). Both processes and outcomes are embedded in the corporate sustenance with proper sustenance. Researchers are of the opinion that the person is centered care uses the perfect practice development principles by incorporating the characteristics if inclusiveness, respect for each other and also valuing contributions by the establishment of social bonds and connections. Helpfulness of practice development in person centered care inittives: Critical social theory is been said by researchers to mainly underpin the entire concept of practice development. The concept mainly assumes that social structure as well as the collective culture is mainly helpful in shaping the society and also the community where individuals thrive. There arise many situations in the healthcare fields where cultures often require patients or professionals to participate completely in a proper mode of discussion (Kitson et al. 2013). This in its turn is found to be extremely helpful in developing decisions for the improvement of the patient care. Over the years, researchers have noticed that practice development methods usually help in allowing the professionals (participants) to participate successfully in various types for meaningful conversations not only about practice but also about the environment. These would help the professionals to understand, challenge and then change the culture to improve patient care. All these together are seen to pr ovide a greater opportunity to the professionals as they become active participants in knowledge generation and also in the continuous change process. This altogether leads to embedded cultural changes (Pulvirenti, Mcmillan and Lawn 2014). Factors that help to influence practice development: Researchers are of the opinion that development of quality health as well as social care services can only take place when a combination of certain societal as well as professionals and also professionals factors come in consideration. Each and every professional have to be aware of the different changes taking place in the present generations in healthcare so that they can correctly combine this knowledge and their applications while providing a person centered care (Taylor et al. 2015). Therefore practice development should involve the gathering of knowledge of the following components of change such as the rising patient as well as the client and carer expectations. Moreover increased dependency of those individuals who are accessing healthcare services and also various technological changes are needed to be known by the professionals. Moreover demographic changes in the society as well as various changes occurring in the care delivery systems are important components which need t o be grasped by the professionals. Moreover lack of public confidence is also affecting the reputation of healthcare industries and therefore professionals should aim to develop the confidence of public through practice development by following the correct approach of person centered care (McCormack and Dewing 2013). Moreover, threats of litigation as well as the increased demands of the patients and their family members for a greater degree of access to information also need to be noted by them. All these requirement need to be fulfilled by them for a better satisfaction of the patients and thereby providing a proper person centered care to them. Researchers have thereby advised that professionals should not be only satisfied with the knowledge that practice development helps in promoting excellence in healthcare service delivery. They should mainly try to understand the different target that the practice development tries to achieve. Some of the important targets that the practice development ensures is giving direction and allowing bench marking for the professionals who want to provide excellent care to patients. It also incorporates components like stimulation of the improvement of care along with that of the fostering audit and research while planning the care plan for service users (Felton and royal 2015). Moreover, this also helps in developing team approaches and helps in the engagement of the users in the service which has become one of the most important foundations of the main person centered approach. It also supports innovation and change and provides effective tools and techniques which are extremely helpful in enhancing the change. It also helps in the enhancement of the working environment as well as the culture of the organization and thereby offers a vehicle for sharing and also disseminating and networking purposes. These ultimately help in demonstrating different impacts of changes. In simple words, practice development can be defined as the bottom up approach which basically helps the professionals to review and thereby change the whole process mainly by putting the patient at the centre of the care process. Impacts of person centered care: Researchers have stated that the different positive impacts that person centered care at the heart of the practice envelopment have on the health of the patients are beneficial for their recovery. The knowledge and application of this type of care developed after practice development cases can help in the improvement of the experiences of the patients who undertakes care making them feel more satisfied (Kong et al. 2014). It also helps in the encouraging patients to lead a much better and healthy lifestyle which takes into account the benefits of exercising as well as eating healthy diets. Not only that, this type of care if applied properly will help in encouraging the patients to be more involved in their decisions about the care they are receiving. These would help the patients to get support and care which are appropriate for their needs. This care also provides a very positive impact on the health outcomes such as blood pressures and others. Researchers although not sure, has pu t forward a hypothesis that such acre may reduce the frequency of the services used by patients as the accurate care would be provided in first shot which will in turn cause reduction in the overall cost of the care (Hardiman and Dewing 2014). Moreover, one of the very interesting benefits of the care is that it makes the professionals highly satisfied themselves about the care which is provided to them. Initiatives to be taken in practice development: The main aims of the practice development that the professionals should incorporate in their routine schedules to achieve a person centered care are needed to be followed. The different initiatives that the professionals should take in the practice development sessions to prepare for person centered approach. The first one should be getting to know the service user as a person and thereby recognizing his individuality to be particular. An important mind set-up that needs to be prepared by the individual professional is seeing the patient as the expert in their own health and care. Proper using of power and maintaining of responsibility ethically and responsibly are extremely important for providing the best care to patients. Moreover, the professionals need to take a holistic approach for properly assessing the needs of the people and then providing a proper care according to requirements. The professionals should also incorporate families whenever appropriate so that autonomy and di gnity is maintained not only of the patients but also of the family members whenever so that they do not feel helpless and in turn feels empowered. The professionals should also make sure that each and every service they provide are accessible, flexible and should be also easy to navigate. They should first try to understand the patients whole experience of care so that they can promote coordination from the patient and thereby ensure continuity of the care provided to her (Fisher 2017). Moreover, the professionals should also make sure that the physical, cultural as well as psychosocial environment of health services are supporting the person centered care and if not proper arrangements are to be taken for providing the best care to patients. Moreover another very important feature that should be incorporated is that the staffs should make sure that they are supportive and should be well trained in communication and also striving to put the people at the center of care. Contributions of organization: Organizations should also take proper initiatives to ensure that the professionals get proper scope for practice development in order to instill person centered care in their practices. Among the various duties, they should ensure that professionals adhere themselves to the knowledge as well as skills and competency. They should ensure that the professionals take this as a part of the accountability and also maintain their roles and responsibilities which are outlined in their job description. Moreover the employers and leaders should also ensure that the professionals are also ensuring that they are providing ample supports in their decisions and actions with appropriate evidences. Moreover researchers have also stated that both the organization as well as the working professionals should pay importance to the practice development by mainly generating evidence from the practice so that they can be informed about the future innovations and changes throughout. They should focus on the provision as well as development of the quality care and also services with the patients and providers of the service. The organizations should also take initiatives for introduction of different ways to evaluate, capture, measure and also demonstrate the various impacts of the change of the patients as well as the measuring of the service and clinical outcomes. They would also ensure efficiency and effectiveness of the change of the individuals and also the teams and organizations. Moreover the organization should also make sure that they are providing enough scopes and opportunities to professionals to offer educations along with training to support innovations as well as changes. Important aspects essential for successful outcomes: Proper training about three important features need to be incorporated in the practice development session to assure the best outcome for the person centered approach. The first of the three aspects is effective teamwork. This should be maintained between all the important stakeholders like the users as well as the carers both externally as well as internally within the teams. The second important aspect that would ensure the success of person centered approach is that a multi professional collaboration is ensured (Carter, Greedy and Sidebotham 2015) This can be achieved by the involvement of the multidisciplinary team members including various ancillary team members. The third aspect is maintenance of effective communication. It mainly occurs between as well as within and across all the stakeholders who are themselves involved in innovation and also changes. Quality and skills to be harbored for successful outcomes: Researchers are currently working on the topic at a extensive range in order to identify the qualities and skills which are extremely important in person centered care and how different strategies that can be implemented during practice development to ensure uninterrupted care service delivery. Every professional should have qualities like being affective with proper energy, optimism, enthusiasm and having a proper outlook. Moreover they should have a proper vision which underpins different practice development activities helping in improvement or provide care through person centered approach (Kon et al. 2014). Thirdly, being motivated and empathic is extremely important to make the outcomes of practice development successful. Moreover being experiential is also important while the professionals should develop the ability for processing personally and thereby learning by going through different experiences and implementing strategies accordingly to maintain clinical relationships acc ordingly. Others skills involve the professionals to be more cognitive where they have the need to be creative in their problem solving approach in effective ways. Political awareness and being communicative helps the processionals to acquire and thereby process different information articulating arguments for making changes in practices. Also being clinically credible with peers is very necessary as without this, practice development activities and different changes can never be achieved. Conclusion: From the entire discussion above, it is well understood that practice development is a term which are used to describe particular approaches which helps professionals to provide support and also help in promoting changes in healthcare. The main focus of practice development is placed on developing a person centered care as this form of care is the new effective approach of treatment which not only cures patients but also empowers them in various ways. Valuing people and maintaining their autonomy should be learnt by them during their practice development sessions. Using proper life experiences and understanding proper relationship among stakeholders like patients and professionals are extremely important for effective outcomes. Moreover developing a proper working environment which is responsible of individual needs of the patients is also important. Often team work, multidisciplinary collaboration and effective communication strengthens the outcomes of person centered approach and h ence practice development should be ensured consisting all the important aspects which would help to provide the best care to patients. References: Bramley, L. and Matiti, M., 2014. How does it really feel to be in my shoes? Patients' experiences of compassion within nursing care and their perceptions of developing compassionate nurses.Journal of clinical nursing,23(19-20), pp.2790-2799. Brooker, D. and Latham, I., 2015.Person-centred dementia care: Making services better with the VIPS framework. Jessica Kingsley Publishers. Brownie, S. and Nancarrow, S., 2013. Effects of person-centered care on residents and staff in aged-care facilities: a systematic review.Clinical interventions in Aging,8, p.1. Carter, A.G., Creedy, D.K. and Sidebotham, M., 2015. 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