Case Study " BMW(TM)s New Oxford Way
Case Study - BMW's New Oxford Way B - hertzbergs theory . Suggest examples of job rotation, job redesign, multiskilling and job enrichment which have taken place at BMW. (i) Job Rotation: the tasks within groups were rotated in order to prevent boredom on the production line at BMW. This enabled employees to gain a variety of skills and experiences. (ii) Job Redesign: the focus of the groups was on self-management so that all employees would feel that what they do at BMW is meaningful. Workers also rotated jobs and received training which increased the range of tasks that a worker carries out and they were also able to learn new skills. This should have also caused workers to be more interested in their work. The 45 minute meetings that the teams would have every fortnight, allowed the workers to have a social interaction with their team mates and it was a time where they were able to express their thoughts. This proved to be extremely successful as workers made suggestions and expressed their ideas which were then implemented and led to changes in practices. (iii) Multiskilling: once employees of BMW were given more responsibilities, "the power of the traditional hierarchical structure" was diminished. It also made employees more enthusiastic towards their job and they were better informed about the company. The conversations between employees were also no longer
Case Study: BMW 's New Oxford Way
Amina Obaidan Case Study- BMW's New Oxford Way a) Suggest examples of: i) Job Rotation: Job rotation is moving an employee from job to job. The purposes of job rotation are to give employees experience with all organizational activities as a training process and to remove boredom, which can occur when performing the same job over an extended period of time. This allows them to learn new skills and gain new experience by relying on themselves not by others. It allows the employer to take advantage of being more trained in widely trained workforce. An example of job rotation used in BMW's used the central element of the program 'New Oxford Way' was Wings (Working in Groups) which included hundreds of self-steered groups of between 8 to15 people across manufacturing areas. The most important motivational factors involve the moving of task within the different groups of production to stop boredom from occurring on the production line. Job rotation also motivates and challenges an individual who has been on a job for a long time. This gives the employee different tasks where he or she will come across a variety of tasks to be carried out, which permits the job rotation to happen and prevents the employees to be bored, but instead more interested and motivated to work. ii) Job Redesign: Job redesign focuses on work rearrangement for decreasing or overcoming job dissatisfaction
Summary of "Leadership & Organizational Behavior" Chapter 10 Power and Influence in the Workplace & Chapter 12 Leadership in Organizational Settings
Leadership & Organizational Behavior Chapter 10 Power and Influence in the Workplace & Chapter 12 Leadership in Organizational Settings Anggit Tri Hapsoro 0600667460 MA2 Chapter 10 Power and Influence in the Workplace Power is the capacity of a person, team, or organization to influence others. Countervailing power is the capacity of a person, team, or organization to keep a more powerful person or group in the exchange relationship. Sources of Power in Organizations: * Legitimate power is an agreement among organizational members that people in certain roles can request certain behaviors of others. * Reward power is derived from the person's ability to control the allocation of rewards valued by others and to remove negative sanctions (i.e., negative reinforcement). * Coercive power is the ability to apply punishment. Exists upward as well as downward. Peer pressure is a form of coercive power * Expert power is Individual's or work unit's capacity to influence others by possessing knowledge or skills that they value * Referent power is the capacity to influence others on the basis of an identification with and respect for the power holder. Information and Power * Control over information flow • Based on legitimate power • Relates to formal communication network * Coping with uncertainty • More power to those who can help firms cope with
What non financial motivations can Ocean Exim India Pvt. Ltd. use to increase labor productivity and decrease labor turnover?
HL Business and Management IA What non financial motivations can Ocean Exim India Pvt. Ltd. use to increase labor productivity and decrease labor turnover? Name : Bhuvnesh Gupta Main Essay : 2,665 Executive Summary : 285 Research Proposal : 667 Acknowledgements I would like to thank and acknowledge: - Anvita Mam- for her assistance in helping me with this report - Mr. R.N. Gupta- for his time for the interview - Mr. K Mittal- for his contribution to this report and time for the interview - Mr. Ashish Khandelwal- for typing the questionnaire in another language. Executive Summary The research identifies the non financial motivators of Ocean Exim India Pvt. Ltd., one of the leading export houses in Jaipur. These non financial motivators helped the company to increase its labor productivity and decrease its labor turnover rate which resulted in an increased efficiency of the company. Due to recent economic crisis, Ocean Exim has faced a serious threat. Ocean Exim primarily exports to USA and due to dollar weakening and inflation the cost of production has increased and profit margin had decreased. It is of vital importance for the company to maintain its goodwill and efficiency in the market or else they will face severe business losses. To achieve this, company required a strong team and here non financial motivators
Corruption in India. This study focuses only on the corruption experienced by the Common Man in getting services from various service providers i.e. government departments. Citizens are entitled to receive these services, but are not only served po
Corruption In India Communication Skill Project File Submitted To: Mrs. Rajandeep Kaur Submitted By: . Avish(20/EC) 2. Avee(19/EC) Acknowledgement It is our privilege to express our sincerest regards to our project coordinator, Mrs. Rajandeep Kaur, for their valuable inputs, able guidance, encouragement, whole-hearted help and motivation for our project. I take this opportunity with much pleasure to thank all the people who have helped me through the course of my journey towards making this project on the topic "CORRUPTION IN INDIA". Apart from the subject of my research, I learnt a lot from him, which I am sure will be useful in different stages of my life. Last but not least I wish to avail myself of this opportunity, express a sense of gratitude and love to my friends and my beloved parents for their manual support, strength, help and for everything . Place: Phagwara Date: November 22 '10 CONTENTS Page No. Foreword .0 AN OVERVIEW 7 2.0 COVERAGE & METHODOLOGY 11 3.0 RANKING OF PUBLIC SERVICES 14 Analysis & Interpretation 4.0 RANKING OF STATES 17 5.0 MONITORY VALUE OF PETTY CORRUPTION
Presto Cleaners
THE CASE OF THE COMPLAINING CUSTOMER - PRESTO CLEANERS . Why is Mr. Shelton upset? What should be done to address his complaint? In relation to the operations manager's role in addressing major aspects of service quality, the following are the reasons Mr. Shelton's disappointment towards Presto Cleaner and possible solutions to address his complaint: * Tangible component of many services is important, which, in this case, is the new computer system. Its purpose of delivering an easy, convenient and time saving way to do laundry was not met. Delays with the vendor and the software may have cost time for testing the new system and training the employees to operate the system. Problems with the new computerized system could have been avoided had Presto Cleaners postponed the launch of the new system to accommodate enough time for testing, training their employees. * Service and service quality is a process. Listed in the table below are some determinants of service quality which Presto Cleaners failed to provide Mr. Shelton leading to his disappointment of the service: Determinants Situation What should be done to address the complain Reliability Presto Cleaners' new system misplaced Mr. Shelton's order Perform ample testing of the new system before actually using it in operations Responsiveness It took a long time to identify that Mr. Shelton's order was picked
Development of online customer service - the problems with Super Deal Electronics are mainly concerning its online shopping business. It current information system can not meet the e-commerce needs and the problems can be categorised into several groups s
Table of content: . INTRODUCTION 2 2. ANALYSIS 2 2.1 MAJOR PROBLEMS 2 2.1.1 Customers 2 2.1.2 Employees 3 2.1.3 Management 3 2.1.4 IT structure 4 2.2 POSSIBLE SOLUTIONS 4 2.2.1 Information system 4 2.2.2 E-services 5 3. CONCLUSION 6 4. REFERENCE 6 . Introduction Super Deal Electronics is a medium sized company with twenty-eight retailing stores that sell all types of electronics, computer solutions, software, peripherals, accessories and consumables in New Zealand. The company also has developed a good website where customers can get the information on the products and services and also do online shopping. In addition, customers can also order by a free telephone number which is manned by the company employees at the head office and customers can also request the mobile salesperson to visit them for too technical orders or business-to business transactions. Although the current system works well, there are some problems concerning the customers, employees, management and IT structure. Therefore as an independent consultant, this report will give the evaluation of the strength of these problems and highlight them in terms of importance and possible suitable solutions to these problems will be given. 2. Analysis Generally, the problems with Super Deal Electronics are mainly concerning its online shopping business. It current information system can not meet the
Women in Business
ESSAY WOMEN IN BUSINESS "Why we need new ways of being male and female" If you enter the office of a top male investment banker, doctor or lawyer and you will probably see a family portrait prominently displayed. You will see a smiling wife and lots of smiling children. Enter the office of an equally successful (in worldly terms) woman and likely as not, there will be no portrait. If there is a photograph, it may just show a husband, a boyfriend, or a solitary child. But you will rarely see one of those photos overflowing with grinning children - children in diapers, children in nurseries, children at summer camp, in high school and children in college. Most of the women who are involved in any "breakthrough" events in our history have lots of awards. The only thing they are lacking are - children. According to Hewlett, a third of high-achieving (as measured by income) US women is childless at 40. Among corporate executers this number hits worryingly 50%. There must be some ways to solve this baby hunger. First of all, the employees who want to work part-time, or reduced hours, should not experience any discrimination by the employers, which happens very often nowadays, unfortunately. With the world changing, there needs to be a new template for behavior for both men, and women. Everyone's interests would be served if we tried to develop a new conception of what a
Managing HR in Global Business
Managing HR in a Global Business Environment INDEX Topics Introduction Culture Cross border strategic HRM Knowledge management Talent retention Training and development Managing Customer Relations References Appendix:- Ritz hotel case study Introduction:- Japan has a population of approximately 125 million people packed tightly into a rather small geographic area. The official language in Japan is Japanese. Japanese is spoken only in Japan. The literacy rate in Japan is very close to 100 percent and 95 percent of the Japanese population has a high school education. Japan's form of government is parliamentarian democracy under the rule of a constitutional monarch. The Prime Minister is the chief government officer. The dominant religion is Shinto, which is exclusive to Japan. However, the Japanese have no official religion. Culturally, the Japanese tend to be somewhat introverted in their ways. They generally are not receptive to outsiders. When conducting business in Japan relationships and loyalty to the group is critical for success. 'A chain is only as strong as its weakest link' The challenge of HR managers is to hunt for human talent and make sure the company selects the right person for the right job. Only then all the links in the chain
How Does Google's Organisational Structure Contribute to its Innovative Nature?
Kristian H. Foged Business and Management SL - 2.U 30/04/2008 Internal Assessment: Google Source1 Essay Question: How does Google's organisational structure contribute to its innovative nature? By Kristian H. Foged Word Count: 1,479 Contents: Page Introduction 3 Organisational Theory and Design 3 Motivation 4 Innovative Nature 5 Conclusion 6 Bibliography 7 Introduction "Google's mission is to organize the world's information and make it universally accessible and useful.2" This is probably one of, if not the, most ambitious mission statement for any company worldwide. Shockingly, however, it seems that this statement may be feasible. On its path to achieving its mission statement, Google has managed to pull in all the stops and has tried to provide every service it can think of to its consumers. By providing a range of services and a diversity of types of information online, Google has been named the most innovative company of 2007 by Fast Company magazine3. And through its radical working environment, facilities and services open to its employees it has also been acknowledged as the number one place to work by Fortune Magazine4 the past two years. With two acknowledgements as large as those the question that I will try to answer in the following essay is how does Google's organisational structure