Bed And Breakfast Business Plan Term Paper Example | Topics and Well Written Essays - 2000 words

Quaint little inn Business Plan - Term Paper Example The business plans to profit by customized administrations, and its one of a kind area to pull in new clients and hold the current clients. The business likewise plans to make a situation that will encourage a spoiled solace that is a long ways past the anticipated business contenders. The business will too consolidate contemporary innovation in its activity to comprehensively revamp the progression of the travel industry in Georgia. Administrations The strategies to make rental units that will target remote sightseers. Besides, the proposed overnight boardinghouse business likewise activities to delicate a rule administrations to outside sightseers on the most attractive vacationer destinations in the regions. The business also ventures to cooperate with others tourists’ offices and organizations so as to offers pressing space at an extraordinary rates. A section from offering the travel industry benefits, the business likewise plans to offer breakfast administrations, for ex ample, planning breakfast nourishments to its clients just as getting ready high caliber and scrumptious suppers to its clients. General Staffing For a starter, the field-tested strategies to utilize 91 workers. Among them, seven experts with be ordered with the duty of the general administration of the business will the others will be standard workers with explicit duties. The business plans to utilizes more than 40 all around qualified and prepared cooks. The business will enlist 20 visit guides who will be dependable of directing vacationers in the business’s zone of inclusion. The enrollment practice in the business will simply be based legitimacy and experience. There will be not favors in the business enrollment and advancement works out. Reason Lodge and inn organizations have over years assumed an astoundingly definitive job in the achievement of the travel industry action in Tybee Island and in the whole world. Nonetheless, regardless of the empowering advantages of the travel industry business in the Tybee Island, there are terribly constrained inns and housing administrations in the territory. In this way, the new quaint little inn business expects to offer a pervasive, quality, and moderate rental office to outside and nearby vacationers. Then again, the nearby government additionally means to propel the travel industry business in the zone by urging business people to put resources into lodgings and improvement of rental units. In this way, the anticipated business will somewhat be acting because of the neighborhood government proposition to put resources into inns organizations. Advantages of the Business The business is anticipating to pull in more voyagers in the region by offering quality administrations to outside and nearby travelers. Besides, vacationers in the region will expand the Island salary in this manner limiting the neediness level in the zone. The business will make greater work openings in the zone. The vast majority of th e business representatives will be capable individuals from the encompassing networks. At long last, the business will profit the territory occupants by offering quality and moderate breakfast administrations to the intrigued network individuals just as nearby and outside voyagers. Outline of Accounts The justification Based on the truth that, most private ventures depends on moneylenders and leasers to build up their activities, the selection of Charts of Account is unbelievably basic in the examinations of the business accessible assets, the normal assets and how the business means to utilize the accessible and acquired assets. Diagrams of Account are also particularly essential in giving the invested individuals sufficient comprehension of the budgetary situation of the proposed business. Resources Assets Amount Cash $ 4, 538 Accounts receivable $ 740 Other current resources $ 670 Long term resources $7, 000 Accumulated devaluation $9, 413 Total resources $12948

Cultural Competence in Healthcare for Diversity- myassignmenthelp

Question: Talk about theCultural Competence in Healthcare for Diversity. Answer: Reflection Assorted variety inside a country carries with it the two chances and difficulties in the medicinal services framework. It has gotten progressively significant for the suppliers of care, the approach creators and the social insurance frameworks to grasp social capability in arrangement of administrations (Jeffreys, 2015). As per Ang and Van (2015), social skill can be characterized as ownership of the characteristics and capacity to give medicinal services benefits that are powerful and that meet the social and social needs of the patient. At the point when human services suppliers are socially able, there is a high probability of progress of wellbeing results and nature of care. It can likewise prompt a noteworthy end of wellbeing incongruities that outcome from racial and ethnic contrasts. This paper mirrors my qualities, convictions and practices and how they contribute or may diminish me from being a socially sheltered expert in a multicultural medicinal services condition. Individual qualities influence the social skill of a human services supplier, either decidedly or contrarily. I have aced the craft of classification. In my everyday life, I attempt to keep up secrecy of data uncovered to me. This implies I don't share such data without the thumbs up of included gatherings or where such uncovering will be a penetrate of privacy. I accept this is a positive trait and would improve my social skill while offering care to patients. As Shen (2015) watches privacy is probably going to make a patient trust the medicinal services supplier and uncover significantly more data that is essential for ideal consideration. I likewise have the worth and nature of respectability. Being straightforward prompts more trust in human relations (Han and Cho, 2015). Thusly, this would be an extraordinary supporter of social capability in a multicultural setting since it would imply that I am giving the patients honest data in each progression of the consideration procedure. This is thusly prone to improve the wellbeing results and nature of care. Flexibility is another quality that I would flaunt yet just to a limited degree. I do continue continuing with an action regardless of whether there is by all accounts little achievement, however after some time I will in general surrender. This is a characteristic that would diminish my social ability since at times occasions in medicinal services arrangement would require flexibility. For example, when managing a patient who sets aside very some effort to get a handle on data, strength would be a key factor to advance effective wellbeing instruction. As such it is a key an incentive in guaranteeing social ability when working with individuals from various foundations (Gallagher and Polanin, 2015). The fourth incentive to be talked about will be sympathy. In my association with individuals, I have figured out how to envision I was from their own point of view to see how they feel and offer the assistance I can. This is conceivably an extraordinary worth with regards to social abilit y. It would imply that I will successfully make helping connection with patients/customers and therefore improve the nature of care. It turns into a potential boundary to fitness in some cases when it traverses to compassion. I effortlessly become thoughtful. As showed by Diaz, Clarke and Gatua (2015), compassion may forestall advancement of a helping connection between a human services supplier and their patients/customers. Along these lines, the ascribe of compassion should be unequivocally evolved to lessen the frequencies of compassion. The qualities that one maintains assume a significant job in forming their convictions. On the off chance that one has a lot of positive qualities, they are probably going to maintain positive convictions as well. Convictions thus assumes a job in forming conduct. The three (qualities, convictions and practices) aggregately decide the social fitness of an individual (Dauvrin and Lorant, 2015). The convictions that I maintain and how they are probably going to influence my social ability are examined straightaway. I accept that nobody ought to be victimized because of their social foundation, race, sexual orientation and convictions. I accept that such segregation does nothing but bad and that it is superfluous. Hence, I can communicate unreservedly with people of various convictions, sexual orientation, social foundation and race. This would doubtlessly influence my social capability emphatically. It would improve it since I would have little difficulties collaborating with experts a nd patients/customers of various parameters referenced previously. It would anyway represent some test where the way of life of the locale of work specifies a conviction that is not quite the same as mine. The subsequent conviction is that each individual merits regard and care. Therefore, I have figured out how to treat others with incredible consideration and regard only the manner in which I might want to be dealt with myself. This would be a solid supporter of social skill. This is on the grounds that I would treat my patients with outmost nobility and care. As Betancourt, Corbett and Bondaryk (2014) watches the two are likely improve the confidence of the patients which may drastically improve the wellbeing results. The third conviction is that of excellence/quality in assorted variety. I accept that assorted variety ought not bring contrasts however solidarity. We as a whole need each other for a quiet and agreeable conjunction. The specialists, the designers, people with incapacities, various societies and so forth., speak to assorted variety. At the point when we decide to see the magnificence of the assorted variety we live well together and in harmony. This conviction would a lmost certainly contribute decidedly to my social skill as I would see every individual as one of a kind and treat them as that. The fourth conviction is acknowledging different people groups societies. At whatever point I communicate with people from various societies, I halt from regarding my own way of life as better than theirs. Or maybe, I decide to accept that theirs is as significant as mine. This conviction would conceivably add to my social ability. As exhibited above, the two qualities and convictions shape a people conduct. In this section, I will investigate four practices and how they influence my social skill. These are straightforwardly or in a roundabout way connected to the qualities and convictions that I have clarified previously. Since practically all the insights about the practices has been secured when talking about qualities and convictions, just concise data will be given here. The principal conduct is that I do regard each individual. The second is that I show sympathy. The third is that I value every individual culture. The fourth is that I show flexibility. The initial three practices are probably going to make me all the more socially skillful. The fourth, be that as it may, as clarified above, needs greater improvement. I ought to figure out how to be stronger to be all the more socially able. All in all, social skill is significant in the arrangement of human services. At the point when the medicinal services suppliers, the social insurance framework and the strategy creators become socially able, there is a high probability of progress in wellbeing results and the nature of care. The qualities, convictions and practices of an individual assume a job in deciding how socially skillful they are. They may contribute or degrade one from being socially skilled. Being classified, looking after respectability, being sympathetic adds to this able. Being thoughtful and not versatile enough then again may reduce one from being skillful. The qualities and convictions are straightforwardly or by implication connected to the practices of an individual. Thus, they influence the social fitness. References Ang, S., Van Dyne, L. (2015).Handbook of social knowledge. Routledge. Betancourt, J. R., Corbett, J., Bondaryk, M. R. (2014). Tending to inconsistencies and accomplishing value: social capability, morals, and medicinal services transformation.Chest,145(1), 143-148. Dauvrin, M., Lorant, V. (2015). Initiative and social capability of medicinal services experts: an informal community analysis.Nursing research,64(3), 200. Diaz, C., Clarke, P. N., Gatua, M. W. (2015). Social ability in rustic nursing training: are we there yet?.Nursing instruction perspectives,36(1), 22-26. Gallagher, R. W., Polanin, J. R. (2015). A meta-investigation of instructive mediations intended to upgrade social ability in proficient attendants and nursing students.Nurse Education Today,35(2), 333-340. Han, S. Y., Cho Chung, H. I. (2015). Improvement of a social capability scale for nursing students.Journal of Korean Academy of Nursing,45(5), 684-693. Jeffreys, M. R. (2015).Teaching social ability in nursing and human services: Inquiry, activity, and advancement. Springer Publishing Company. Shen, Z. (2015). Social ability models and social capability evaluation instruments in nursing: a writing review.Journal of Transcultural Nursing,26(3), 308-321.

Managerial Ideology for Organizations- myassignmenthelp.com

Question: Examine about theManagerial Ideology for Organizations and Environments. Answer: The usage of Scientific Management standards brought about significant changes to the Factory System. From an administration perspective, what were these changes? Utilizing the article on Morgan's (1997) similitudes (accessible on Moodle) which of these allegories applies to Factory framework before the execution of Scientific Management? Also, which similitude would apply after? Clarify your thinking concerning the content and other scholastic sources. Above all else, it is essential to take a gander at the standards of this idea hypothesis of logical administration. The Taylors hypothesis of logical administration has four standards. These incorporate; Supplant activity/working by dependable guideline, or basic propensity and good judgment, and as an option apply the logical strategy to consider work and settle on the most expert and capable way to perform explicit capacities. Preparing of laborers Regulate workers execution, and offer directions and the executives to ensure that they are the best methods of activity. Allot the errand to supervisors and representatives with the goal that the administrators utilize their time planning and preparing, empowering workers to do their obligations successfully. Changes; As indicated by these four standards, changes in the industrial facility frameworks were experienced through their application. The logical administration hypothesis scattered the possibility of division of work consistently among the representatives also the administrators. This demonstration itself makes a formal and authority association with deference and guarantees that the obligations given to each worker is taken a shot at expeditiously. For this situation, a cooperation soul is additionally developed inside these foundations. Then again, through the division of work, the administration has changed to a vote based sort where each individual is permitted to give out their perspectives with respect to what they feel is influencing their presentation. Furthermore, another change that has been acknowledged is the opportunity for logical preparing as clarified in the standard. Right now, a few foundations are trying this rule to acknowledge most extreme benefits. The presentation of innovation in the assembling office requires representatives and supervisors to have great information to adapt up to the continuous rise of new advances, and that requires the utilization of Taylors ideas. Right now, no association can deny the way that they are utilizing Taylors ideas, particularly in the enrollment procedure. A human asset office has been made to do the capacity of enrolling simply the best-qualified laborers ought to there be any opportunity inside an organization. As the idea requests, the enlisted people are offered a touch of preparing to become more acquainted with what should be done and furthermore acclimate with their work environment. Utilizing the article on Morgan's(1997) representations (accessible on Moodle)which of these allegories applies to Factory framework before the execution of Scientific Management? Furthermore, which similitude would apply after? Clarify your dissuading reference to the content and other scholarly sources. In the hypothesis of the board, there is one model that has stood apart among different models; Gareth Morgans allegories of associations. Morgan (1997) clarifies eight similitudes that fill in as a path through which an individual may see an establishment. These similitudes incorporate creature, machine, cerebrum, political framework, culture, psych jail, an instrument of control, change and change (Morgan, 2011). Picking an illustration to require caution since it altogether impacts how individuals see authoritative issues and arrangements required. Morgans hypothesis stands apart fundamentally since it offers an assessment of the different perspectives that apply to understand the direct of organizations. Among these representations, there are some that apply to production line framework before the usage of logical administration hypothesis of Taylor. Production line framework significantly manages machines for most of the activity. Thusly, a machine as an allegory was relevant before the usage of the logical administration hypothesis. Any working production line expects machines to work better; in this manner machine was applied some time in the past Taylors. The machine requires an association to have an order and a period of control. Besides, since machines can't be dealt with by anyone, it requires a person with abilities to deal with it, in this way division of work only a similar route as different machines fill various needs. At the point when a foundation or a manufacturing plant is viewed as a machine, an individual needs to see how the administration, authority and commitment are distributed and how various people are approved to take various plans. Another representation applied the hypothesis is the mind allegory. A few administration speculations bolster mind analogy, and a considerable lot of them have been created. One such hypothesis is the dynamic methodology that regards foundations as correspondence, data and dynamic structures. Everything people do require the cerebrum; choices are made utilizing mind; everything that spins around the administration is the cerebrum (Alvesson, 2002). In this manner, this analogy is basic and is applied after and before the implantation of the idea of Taylors standards. Different analogies that were before the usage of Taylors idea incorporate culture and association of ideological groups framework. Objective bureaucratic associations should build up the best way to accomplish their objectives. In light of your perusing of Chapter 5 (pg. 56), what might you say are a portion of the snags to making the best choices about approaches to arrive at an objective or take care of an issue? Do a few associations have a more troublesome time with this than others? What sorts of objectives or issues do they manage? This model is made on the machine allegory of foundations that delineates the comparability between the association among the pieces of the mechanical apparatus and the relationship among positions in the companies. Max Weber imagined the hypothesis. It utilizes a proper chain of importance, claim to fame, unoriginality and advancement dependent on capability and accomplishments, to help an association achieve their goals (Martin, 2002). These parts help in understanding a superior and equivalent work environment, clear headings and which at that point helps representatives with to request guidance from. There are still deterrents that are being experienced while applying the model in the work environment. It has severe and inflexible guidelines just as procedures that sabotage the associations essential objectives. This happens as laborers are vigorously centered around holding fast to the guidelines set by the associations top administration therefore causing them to lose center ar ound the associations targets in this way poor in efficiency. Do you think the term utilized by Barnard - regular good reason (pg. 103) - is a decent method to portray what occurs in work associations? Why or why not? As per Chester Bernard, basic reason might be the best technique to depict elements of the association. It is reasonable for certain highlights as individuals are regularly guided by the associations objectives and methods of achieving them. Representatives work to acquire a typical reason, regardless of whether that be making an item or offering an assistance to clients. Laborers sets of expectations and capacities will identify with the associations destinations and long-standing objectives (CAMBRIDGE POLICY STUDIES INSTITUTE, 1973). Through this, laborers will all have a typical reason. Once more, the points of the workers must be composed with associations for a typical good reason to be figured it out. Each laborer must have the estimations of the association on a basic level and put stock in them in this way accomplishing a typical reason effectively. The change of authoritative structures has offered ascend to an assortment of dumbfounding requests. For instance, associations need to accomplish the two economies of scale and economies of extension; they need to practice yet be adaptable. What does every one of these different requests mean for sorting out and overseeing? Why they all are wanted? By what method can they calmly exist together? Associations right now, need to achieve economies of scale and economies of extension, through a methods being adaptable notwithstanding having ability in another ground. As per Turi (2015), economies of scale associated with the pace of offering a superior assistance at a lower cost. Economies of extension are the forceful advantage that a company enjoys for an item or an assistance for a specific market area. Administrative scholars have utilized Fords modern model to repeat on the arranging and running capacities of business to depict new and best in class authoritative structures. New associations are totally different when the correlation is made to the Fordist measures on the division of work. The association ought to be adaptable in economies of extension and furthermore propose item or administration that energizes to a specific area. If there should be an occurrence of economies of scale, business should create items in mass to confirm and verify costs, accordingly arranging its current degrees of assembling and running expenses. References Morgan, G. (1997). Pictures of Organization. London: Sage. Martin, J. (2002). Hierarchical culture: Mapping the territory. Berkeley, CA: University of California Press. Turi, A,MM,IL,GGAMS 2015, ' May. From Fordism to Lean administration: Main moves in car industry advancement inside the only remaining century. ', In MakeLearn International Scientific Conference on Management of Knowledge and Learning, pp. 25-27. CAMBRIDGE POLICY STUDIES INSTITUTE. (1973). Working papers for another general public. Cambridge, Mass, Cambridge Policy Studies Institute]. Alvesson, M. (2002). Understanding hierarchical culture. New York, NY: Prentice-Hall. Martin, J. (2002). Authoritative culture: Mapping the territory. Berkeley, CA: University of California Press. JAFFEE, D. (2008). Association hypothesis: ten

Women Who Helped During The War - Free Essay Example

The Civil War presented many unprecedented opportunities for women to expand their roles in society and prove that they were capable and equal in a world where men were held higher. Indiana women organized benefits to raise funds and soldiers aid societies to make clothing and collect supplies for the camps, conducted bazaars, helped needy families of soldiers, carried out family businesses, and took the jobs that were previously reserved only for men to help with the war cause and finances. When reports of widespread disease in the military hospitals and camps reached the women in Indiana, they saw it as an opportunity to prove themselves capable and equal in what was a mans world, and they began looking for ways to help the affected soldiers. In March of 1862, Governor Oliver P. Morton created the Indiana Sanitary Commission which encouraged women to take on the adventure of war and work as nurses in the military hospitals caring for Indiana soldiers. At the end of the war, it was reported that the sanitary commission sent about two hundred and fifty women to serve as nurses. Despite the womens efforts, historians have largely excluded them from the published reports of the conflict. These Indiana women who served as nurses used independent routes to their experiences. Eventually, there were so many women working that an order was issued for those not serving as matrons or laundresses to leave, and those serving as nurses had to be approved and were only allowed to serve at base hospitals. Many other women were eager to help, but the responses to their offers varied. Many women found it difficult to serve as nurses, but those who were relatives of afflicted soldiers were granted passes to travel to the hospitals and serve as temporary nurses. Because nursing schools had not yet been established, nurses were chosen based on age, appearance, and reputation. She Went to War: Indiana Women Nurses in the Civil War gives many names of the women who went to serve as nurses in the war without any preparation for the hardships they faced. In the end, these women had shown heroism equal to that of the soldiers. For many, their experiences were stepping stones to new opport unities. She went to war: Indiana Women Nurses in the Civil War focuses on the roles women played during the Civil War. particularly women from Indiana who served as nurses during the Civil War. The author, Peggy Brase Seigel, focuses her article particularly on the women from Indiana who served as nurses during the four years. Although we have not yet discussed the Civil War in this class, it is a very important part of American history that we will be discussing at a later date. Even though this article only talks about a certain group of people who played a role in the Civil War, it is very beneficial to the course because it provides some background knowledge about the subject and details about a specific group that played a vital role in the war. I enjoyed reading this article because I felt it had a lot of information that is important when it comes to the history of nursing. Ive never been one who was very interested in history, but with my desire to be a nurse, I think it is interesting to know a little bit about what nursing was like before nursing schools were established and technology was developed. She Went to War: Indiana Women Nurses in the Civil War is a very good article for nursing students or current nurses to read. Someone not going into the nursing field probably would not find it very interesting; however, if it is someone who enjoys history and wants to know more details about the Civil War, this would be a very good article to read. Until I read this article, I never knew that the impact these nurses had on the war was so large. I never realized how much women were looked down on because the men thought they were not capable of the same things they were. In todays society, men and women are looked at as equ al. For these women to have to enter the war field without any previous preparation for what was to come, it shows how brave they must have been. Without these women, many soldiers may have died from diseases and other things. Peggy Brase Seigel wrote this article to show how big of an impact women in Indiana, but also women in general, had on the Civil War. Because so many historians have largely excluded these women, they have not been recognized for the hardships they endured and the risks they faced entering the war zone. Seigel includes many names of the women who helped in the war efforts as nurses to give them the recognition they deserve. Seigel did an excellent job in accomplishing her goals for writing this article with all of the descriptions and details she provides about these women nurses and the thing they endured throughout their time serving in the war.

These Molecules Have Some Funny Names

Sources and Implications of Different Perspectives of...

Biological perspective assumes that behavior is cause by that of the nervous system. So everything we say, do and think are due to brain activity between neutrons. Since our brain is determine somewhat by our genes we get from our parents, our behavior may be predetermined by these genetic factors. Since our genes are part of the evolutionary theory, psychologists think that behavior may have evolutionary explanations as to why we act the way we do. Genetic influences, in some behaviors like hallucinations and other disorders are the effect of faulty inherited genes. These genes are said to be the cause of malfunctioning within the nervous system thus explaining our behaviors. This perspective supports that nurture has more to do with†¦show more content†¦After the consuming of the drugs, the brain and body feels dependent of this substance. This dependency could be due to many factors like the way one feels when its one drugs. The happiness the brain is tricked into think ing it likes and therefore needs more of. Since the first time the drug is introduce into the body, neurotransmitters will have different effects of the body. Therefore if the effect is positive, one will continue to use drugs and if its negative then the opposite will occur because of the feelings and reactions that were caused within the body. So if no pleasure is gain from consumption then its likely that the person will not continue to consume drugs. In addition, drug addiction may actually be the basis of genetics. Although no research proves this, drug addiction may be actually an inherited gene from the parent. Behavioral perspective, focuses on the fact that we are controlled by our environment and from what we learn from it. Environmental factors affect how we respond to different situations. This could be due to a bad experience or maybe something they were told would happen if they were involved in certain situations. The approach takes two main paths one from their environment through classical conditioning and the other through operant conditioning. Classical conditioning involves learning through association as for operant involves learning through consequences of our actions. Behaviorism takes in accountShow MoreRelatedGenome Decoding: A Review of Three Articles1724 Words   |  7 PagesThe paper is about choosing one of the latest news and compares the representation of it in different news publications. We have to prefer one of the chosen news sources and then states the reason why this newspaper gave a better version of the covered story among others based on the tendency (conte xt), the information giving, and the supported arguments that this newspaper have. 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Employee Motivation in an Organization

Question: Write a research proposal on employee motivation in an organization. Answer: Introduction Organizational behavior as a part of study helps investigate the influence that structure, group, individuals, have on behavior in an organization. This knowledge helps in making organization increase its effectiveness. Employee motivation is a critical factor in any organization. Employee motivation can be defined as the process, which determines the extent of inspiration or urge for an employee to achieve targets and aggravate the profitability of the business organization. A Human Resource manger applies the knowledge obtained from research on organizational behavior to trigger and sustain the employee motivation (McShane, et al., 2015). The main area of this research is employee motivation in an organization. The researcher intends to answer the basic question that arises in every organization that is What Motivates Employees to Perform? To make this possible, information will be analyzed which will be gathered by performing thorough literature review. The selected organization for this assignment is Nestle (Malaysia) Berhad. This firm carries out production and distribution of goods as well as food based nutrition health and wellness. The objective of the researcher is to explain JOB CHARACTERISTICS MODEL (JCM) of Hackman and Oldham (1980). JCM is a tool for motivating the employees, to bring out the best in them. In this context, the report will identify the Core Job Dimension (CJD) of jobs that are performed by employees in Nestle. Further, the components of JCM model will also be explained. Organization description Nestle manufacture alternative source of nutrition for infants, which is affordable and advantageous for mothers who cannot breastfeed (Times, 2008). These products eliminate problem of malnutrition. This organization has completed 96 years in Malaysia. Since the year 1912, Nestle in Malaysia is maintaing its legacy and maintaing the principles and values of corporate business. It is located in Petaling Jaya, Selangor (Fischer, 2016). The vision of the company is to enhance the trust of Malaysians by Nutrition, Health and Wellness. It aims to serve its community by fulfilling its social, environmental and economic commitment. It has employed 5000 workers and its turnover in 2010 was RM 3.28 billion (Yach et al., 2014). Hackman and Oldhams Job Characteristic Model The JCM is designed on the idea that the key to motivating employee is the task itself. A challenging task triggers motivation but a monotonous and boring work destroys the motivation (Kougija, 2014). Challenge can be added to the job by three ways: Autonomy, variety and decision authority. Job characteristics and enrichment are the ways to add challenge and variety. Hackman and Oldham believes that there are 5 job characteristics known to impact the critical psychological circumstances which are: Task Identity Skill variety Autonomy Task significance Feedback (Taylor 2015) Core Job Description (CJD) The five core job descriptions in regards to manufacturing process at Nestle: Variety of skills This accounts for the talents of the employee, the greater the talents or skills the greater the importance of the employee in the organization. Identification of task It is defined as the capability of an individual to complete a task keeping the consequences in mind. The people in charge of an entire responsibility find their job more interesting, than those who are just a part of the given responsibility. Significance of task is the ability to recognize the task as the one, which benefits the whole company instead of a few wealthy owners or trustees. This means handling a task, which is for the common good. It is also about identifying the worth of the job (Ali et al., 2014). Responsibility - Responsibility can be termed as a derivative of autonomy, where autonomy is the core job characteristic and the resulting psychological state is the responsibility for the resulting outcomes (Kougija, 2014). Autonomy involves the discretion of the person or individual handling the job in determining the procedure or the methodology in which the job is to be performed, keeping in mind the relative outcomes. Perception of Results It corresponds to the knowledge or realization of the efficiency of the employee. Its corresponding job characteristic is the feedback of the quality of the job done which is received from the client, employer or the customers (Lzroiu, 2015). Feedback This refers to the self-realization of the employee on his performance on the job and in the efficiency of the employee in achieving the targets. It can also be in the form of feedback from the customers, also known as customer satisfaction, from the client, or from the higher authorities or from senior supervisors from the job itself (Kougija, 2014). Critical Psychological states (CPS) Hackman and colleagues provided a link between internal work motivation and perceived job characteristics by using the CPS. Work motivation is assumed to result from task that prompts 3 CPS, namely experienced responsibility, experienced meaningfulness, and knowledge of results (Ali et al., 2014). Experienced meaningfulness represents how much an individual believes that job is essential to an individuals own value system. Experienced responsibility represents the extent ofpersonal accountability an employee has for work outcomes. In addition, knowledge of results represents the degree to which a worker knows his or her job performance (Lunenburg, 2011). According to (Manzoor, 2012) the three CPS prompted by work consist of 5 CJD. Skill variety, task identity, and task significance are assumed to prompt experienced meaningfulness. Autonomy may prompt experienced responsibility. In addition, feedback is responsible to cause knowledge of results. These five CJD are hypothesized to lead stronger experiences of 3 CPS resulting in more positive work responses (Bodla Naeem 2014). Personnel and work outcomes According to Hackman and Oldhams JCM, workers with higher CJD are prone to get internal motivation, job satisfaction and greater quality of performance (Ali et al. 2014). These critical psychological states results in their respective outcomes such as Increased motivation of work Satisfaction from the job Reduction of absenteeism and turnover Effectiveness of the work in terms of quality (Sundberg 2015) The given flowchart below summarizes the Job Characteristic Model by Hackman and Oldham, 1980 Figure Job Characteristic Model, Hackman and Oldham, 1980 (Source: Lunenburg, 2011) Identification of CJD and level jobs of workers In Nestle, the CJD are done by management at three stages that are- low level, middle level and high level. Employees at higher level, require, task significance, skill variety, and task identity (McShane, et al., 2015). A director of the division is responsible for decision-making and other skills necessary to make subordinates to achieve Nestls goals such as quantity of the product to be manufactured for export market. On the other hand, the supervisors role is to monitor and evaluate the workers under his guidance and improve the work performance (Behson 2012). The response of the employees towards enriching jobs is evaluated by three attributes termed as moderators (Yach et al., 2010) Circumstantial satisfaction Also known as context satisfaction and is generally defined by the level of satisfaction of the employees in their allocated jobs, working environment, facilities provided by the company and the remunerations provided. The summation of all these experiences is the contextual satisfaction of the employees (Lzroiu, 2015). Growth- Need Strength It refers to the extent of the need of an individual for personal accomplishment, opportunity for learning in order to achieve growth. It is a determining criteria for the quality of work, employee motivation and job satisfaction. Higher the growth need strength of an employee greater the productive work (Bodla Naeem, 2014). Knowledge and Skill The certain degree of knowledge and skill is required to achieve the required targets (Greenbaum Eissa, 2012). Insufficient levels of skills could cost the productivity of the company. When a job is said to fulfill all the core characteristics, it enables the three psychological states, which facilitates positive outcomes. This propensity of the increased job characteristics to result in positive consequences can be contrived by the motivational potential score (MPS). MPS can be represented as follows: In accordance with the equation mentioned above, a decreased level of autonomy or less feedback would affect in the overall motivating potential score of the organization. However the absence or a reduction in one of the job characteristics may not affect the overall motivating potential score since it could be overpowered by one or the other characteristics or if the organization is considerably autonomous (Behson 2012). Factors effecting employee motivation In this assignment we will focus on employees at manufacturing level, as their job is highly prone to turn monotonous therefore they require more motivation. Working at the management level of such a company in Selangor, it is a necessary challenge that is faced on a daily basis. Stagnation in productivity not only affects the company financially, but also raises a question as to what motivates the employees to perform. (Behson, 2012). Food manufacturing organizations in Malaysia sustains a competitive environment due to minimal ingression to funds and capital. Since the productivity of such companies rely on the employee workforce, it is necessary that the employees are properly monitored for satiation and motivation in order to attain the required targets. The employees in such small and medium food manufacturing enterprises (SME) are an important resource, since the production of the company depends on the investment of labor. Therefore, the employee motivation is a major factor affecting the competitive environment of the companies since employees are not likely to continue their services if not properly motivated (Cerasoli Ford, 2014). The amount of labor provided by a certain number of employees for a certain number of hours, towards a particular goal or target, accounts for the profitability of the organization. Employees can either make or mar a business. Researches show that employment in a particular business is not always about salary, it is also about growth that is where people want to see themselves 10 years down the line. It is also about achievement and experiences people have in their workplace. Nobody would like to work in a negative environment, despite a chunky salary. Employee motivation is greatly affected by the type of leadership, if the leader is intolerant and dominating in nature, thus he does not inspire much motivation among his team members (Barrick Li, 2013). Lack of rewards and incentives at manufacturing level, negative work environment decreases the self-esteem of the individuals working in the company. It is necessary to maintain a healthy working environment within any business organization in order to increase the productivity of the business (Pinder, 2014). Facilitating interaction of production teams and their leads with the client helps in various clarifications regarding their job requirements and needs of the client. Lack of discussion, inspiration and interaction with other individuals kills the challenge and excitement in job. Lack of creativity and opportunity to learn new ideas, skills and enhance the innovativeness leads to demotivation as job becomes monotonous. Managerial Applications in the present job Being an HR Manager I would implement the following four approaches to introduce job motivation among employees at factory in manufacturing department. Here the job role of the employees is to manufacture the Nestle food products. Improving skill variety I will increase the CJD of each employee by sending him or her to workshops, seminars, to increase their skills and competencies with changes in Nestle. As an HRM, I believe that training is essential for employee development. Earlier, Nestle have conducted E-learning programs in the year 2008 that enhanced the skills of the employees (Vomberg et al., 2014). I would prefer to conduct mission task force to expand manufacturing department. I have a plan to provide graduation program by collaborating with Open University in Malaysia Improving feedback It is necessary for a job to facilitate a feedback mechanism in order to get an idea of how well the business is progressing or what improvements could be made. As an HRM responsibility, a customer feedback portal will be created or feedback forms will be supplied at distributor store. Sales person could also be asked to maintain records of their sales and the customers they are interacting with. Building rapport with the customers and providing offers exclusively for the customers (Chaudhary Sharma 2012). Nestle conducts surveys for the employees to validate the behavioral outcome from the HR department and in future will come out with innovative feedback options (Manzoor, 2012). Improvement in Task significance includes increasing the production of Nestle products by entrusting the employees with an entire job rather than allocating the different part of the job to different people. It increases the significance of the job, and requires skill variety. Considering the present job, an employee who outlines a production plan, works on the methodology, researches the market for the demand of the food product, and on the basis of that implements the production plan to achieve the required targets. Nestle merges with the IITs polytechnics department to train workers about technical skills, ad provides idea related to basic equipment. These additional programs are provided as a part of HR development and are planning to introduce more modified methods. Improving Autonomy as an HRM of Nestle, I will induce autonomy in a job profile by not ignoring the workers. It includes endowing the employees with the responsibilities of managers. It authorizes the employees to set a timeframe of work, determine the working procedures, assess the results and the quality of work delivered, begin or end work, provide relevant solutions in case of problems or issues, and make unbiased decisions. For example, workers in manufacturing department are provided education related to health and nutrition so that they can apply the knowledge while making products. It makes the employees satisfied and feel valued (Ali et al., 2014). As my role as a manager, it is my responsibility to entrust employees involved in the production line with responsibilities such as allowing them to assist in the designing of the production plan, or allowing them to voice their opinion regarding the work methodology (Kougija, 2014). Conclusion The job characteristic model focuses on the creation of a job, which enhances work motivation, and job satisfaction. The need of an employee to grow and develop within a job is what drives the motivation of the employee towards his job. The reported wanted to find Job characteristic model in Nestle. The researcher has tried to present an organizational implication and explained that how JCM works here. In this report, the researcher has tried to find out how JCM functions in the organization at the factory level in manufacturing department. It measured the five core job characteristics, the psychological stages, possible outcomes of the job and the two moderators that are the Growth Need Strength and Contextual Satisfaction. Depending on the job type, the efficiency, ability, task significance, skill variety, feedback of job and freedom is determined in this organization. Conclusively, employee working in higher level of corporation, have more variety of skills, autonomy and feedback whereas, those in the mid level show lower level of implication of these five factors. Application of this model in the FMCG sector will not only help increase the motivation of the employees but also, initiate an autonomic environment in the organization, which in turn would help in increasing the productivity. References Ali, S. A. M., Said, N. A., Kader, S. F. A., Ab Latif, D. S., Munap, R. (2014). Hackman and Oldham's Job Characteristics Model to Job Satisfaction.Procedia-Social and Behavioral Sciences,129, 46-52. Bakker, A. 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