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Sunday, March 31, 2019

Impact of Performance Appraisal System on Employee

Impact of deed Appraisal System on EmployeeResearch BackgroundThe proposal for this seek is regarding investigating the collision of quick exercise judgment on the development of employees transcription in LT. all(prenominal) go with follows a regularity of procedure military rank. Performance judgement run and evaluation is conducted with an aim to understand the take aim to which the employees of the beau monde have reachd their targets. Performance approximation is a periodical emergence whereby the supervisor observes his subordinate and reports his conclusions regarding the act level at the end of each period.The superiors retrospect and make it a point that the employees are judged suitably. There are various courses of cognitive process approximation manner. Companies follow various kinds of appraisal methods like 360 degree feedback system, MBO, BARS, Critical relative incidence methods and so forth Performance appraisal in every sense caters to the societys private-enterprise(a) advantage. The performance evaluation system serve ups the keep company retain its efficient employees help the company to find out the areas were training consumes to be offerd the company tummy in addition ensure that a ordinary value system if followed. Thus aiding in complete development of the employees.Performance evaluation mathematical routine exit help the employees do an evaluation of themselves and work for improvements if any. This pass on finally lead to the development of the organization (Bratton and Gold, 1994).Thus every company tries to investigate the level to which its employees have achieved their targets and if not what are the measures to be taken for their performance improvement. LT follows the MBO pretending of performance appraisal in the company. MBO means concern by objectives, in this kind of an appraisal functioning the superior and employee agree upon certain objectives. These objectives will be based on the overall target of the company.In this kind of an appraisal process the employees know beforehand as to what they need to achieve in the forkicular period of m. In LT since they follow this method the employees are aware of what is expected of them. In order bring specificity and quality to the process they performed the evaluation process based on SMART, which expands as specific, measurable, attainable, realistic and time linked.Larsen Toubro- Company DescriptionLT is one of the largest social organization companies in India. ECC is the engine room pull and Contracts Division which is a reputed construction division of LT which has to its credit somewhat of the monumental and modern buildings and constructions in India. The company not merely does the construction of buildings but alike industrial structures, Flyovers and many much opposite big construction works in India and abroad.The company carries out various projects that utilization soaring end technology and expertise. The company has various divisions around the unpolished i.e. al around 7 offices regionally and nearly 250 work sites. Apart from Construction LT has various other businesses also, like the LT Infotech and insurance. Under ECC division the company has various strategic business units like the transportation infrastructure, Industrial projects and utilities, buildings and factories etc.The company employs a large number of people at coach-and-fourial and non managerial level. Thus the company needs to have a well(p) defined performance appraisal system. The company thus follows MBO method to evaluate it employees. The company has a well defined Human Resource indemnity and system which enables the employees to work efficiently and effectively.Rationale for the inquiry subjectThe egress Investigating the impact of existing performance appraisal system on employee development of Larsen Toubro, ECC division was chosen with an aim to identify the performance appr aisal process followed in one of the largest construction companies in India.The research would help in analyzing the various performance appraisal problems in company like biasing etc.The check will also lead to analyzing the intensity level of the performance appraisal process in identifying and bringing out the onus competencies and role clarity in the employee.The research is meant to finally give recommendations and insights for the onward motion of the performance evaluation in the company.Literature ReviewArmstrong in 2006 proposed that performance appraisal can be considered as an instrument to measure and give the technical skills and knowledge of employees in a better way as well as to equip them for facing the future challenges and goals. Performance appraisal can also be regarded as a method to pay back feedback about the performance effectiveness of employees in an organization (SzilagyiWallace 1990). A review conducted by the CIPD (Chartered Institute of Personn el and Development) revealed that in the year 2005 almost 65% of organizations conducted annual appraisal for their employees. The companies which conducted appraisal twice a year accounted to 27%. From this it becomes clear that almost all organizations in the world now see the importance of appraisal system.Employees are considered as valuable assets by evidence day organizations since the scarcity of skilled labor is high. Companies try all shipway to retain their skilled employees and an effective performance appraisal system helps to oblige track on the KSA (Knowledge, Skills and Abilities) of employees (Amstrong and Baron, 2004). The companies now recognize the fact that only high performing employees could help it to achieve it short-term and long-term objectives (Michlitsch ,2000).Edmonstone in 1996 state that there exists many purposes for performance appraisal. This may include improving the chat amongst the superiors and employees with the help of feedback mechanis m. This way it helps in building the rapport between the members of organization. Another purpose is that it helps to find out whether the employee lacks any skills and identify areas where he/she needs training. The standards kept for performance by the companies helps to identify those employees who need to be appraised and those who should be demoted.Public and private sector companies follow polar methods of appraisal that suits their organization structure. But Boice Kleiner (1997) proposed that all successful appraisal methods have identical characteristics. But its difficult to measure performance in certain organizations and they demonstrate the difficulty of implementing an effective performance appraisal method. Marsden in 1999 explained that any appraisal system that cannot constantly measure job performance of employees cannot be regarded as effective.There are several methods of appraisal followed by organizations. The most common methods include 360 degree feedback , Behaviorally Anchored Rating Scale (BARS), Management by Objectives (MBO), balance S pump Card etc (Bohlander Snell 1998)The importance of intercourse in performance appraisal system was explained by OReilly and Anderson, (2006). They said that there should be an open communication between the employee and the superior. More they interact better would be the appraisal system. The manager could explain about the actual performance of employee and the expected performance. The method followed by LT is also based on communication.Appraisal method in LT, ChennaiLarsen Toubro has take the method of MBO (Management by Objectives). This method was first introduced by Peter Drucker in 1954. In this method, the superior and subordinate conducts a equaliseing in which they jointly sets the objectives of the employee for the next appraisal period (Bohlander Snell 1998). The employee performance is evaluated on the basis on these pre-determined objectives. These objectives will be usua lly amount of sales, quantity of production etc. The organisational objectives are attained in this method with the help of a cyclical process. In this the steering initially sets the objectives of organization followed by departmental objectives and finally individual goals. on the whole these goals will be interconnected in such a way that fulfilling one of them will positively continue the other.Caroll and Tosi explained that MBO must fit into the philosophical framework of an organization. This is due to the reason that the counsel attitude and MBO must go hand in hand. Merely tolerant support to MBO th rasping with(predicate) words is not sufficient. Lussier in 2008 explained about the accomplishable reasons for the failure of MBO. A major reason behind the failure of MBO method is many companies is absence of commitment and follow-up from the management. Another reason is that management fails to convince employees that they are also an integral part of the decision re servation process. Employees feel that all major decisions and goal-setting have been make by the management without consulting them. When this happens, the employees will be less committed to work for the management and meet the objectives. The autonomous and dynamic involvement of employees can be considered as the most significant contribution of MBO to the communication mechanism within the company (Roodman Roodman 1973).Singla (2009) has explained the features of MBO method.All the activities included in this method are aimed at achieving the goals.The individual, departmental and organizational objectives are interconnected.Organization is considered as a dynamic entity in this method.MBO compares the resources gettable with objectives and makes the best match.This method is rather a philosophy or estimation than a technique.MBO empha sizes on performance review and appraisal.The employees are wedded more autonomy in this method.Outcomes are given more weightage than the job.These features make the method of MBO unique from other methods of performance appraisal.Research QuestionOne of the applicable questions that can be put forward in this context would be what is the impact of performance appraisal system on employee development? accredited other kinds of questions that can be asked as per the topic are the avocationDoes the appraisal system aid in the performance improvement of the employee through proper training methods?Does the appraisal process bring about a positive relationship between the employees and the superiors?Is the appraisal process (MBO) followed in the company effective in utilizing the employs core competences for the betterment of the organization?Does the appraisal process clearly define the roles of the employees?Research ObjectivesGeneral objectiveTo investigate the impact of existing performance appraisal system onemployee development.Specific objectivesTo plain the effect of performance appraisal system on employeepote ntial with valuate to core competency.To evaluate the issues cerebrate to the performance appraisal process in the company.Methodology7.1 Research cast design adoptedThe research design includes the whole process of selective information analysis and ascertain. This study follows a symptomatic research design where in the investigator identifies a problem related to the topic in the company. After diagnosing the problem the investigator goes on for an evaluation and ultimately finds a solution for the problem. The research design involves data collection through various means, after which the collected data is analyzed. The analysis will lead to giving solutions to the problem. The solutions obtained are recorded in the research as the terminus of the study.7.2 info Collection Methods(a) take in methodsSample is taken from the population of employees in LT ECC. The sampling method that can be followed in this research work is simple random sampling. In this kind of luck sampling every person in the population has an equal meet of being chosen for the study. The employees who are involved in the performance evaluation process are taken for the study.(b) Size of the sampleThe sample size chosen for the study will be 100. The data collection is done with the help of these 100 individuals chosen through simple random sampling.(c) Sampling TechniqueSampling technique is the means by which the researcher chooses his respondents. both research or study has a planned sampling process wherein the researcher clearly identifies the sample individuals for his study. The samples chosen depend upon the topic of the study because the respondents play a crucial role in formulating a result for the topic as they are asked to respond to the researchers questions through questionnaires etc. In this research the respondents will include both the managerial level employees and also the non managerial employees, as both the groups are involved in performance appraisal process.QuestionnaireQuestionnaire is a structured form of data collection use in any research. The researcher includes all the important questions regarding the topic in the questionnaire. The respondents chosen using the sampling method are identified and given the questionnaire for response. The respondents will respond to the questions in the questionnaire which will help the researcher garner an idea about the problems in the company. In this research at LT the researcher will be including questions related to the performance appraisal process and issues in the company, also the questions regarding employee development. The researcher can use this data for the purpose of conscription results for the problems identified.InterviewThe researcher may at times find it liable(p) to collect data by interviewing the respondent. In such situations interview will be more useful compared to questionnaire. In case of this study the researcher can ask direct questions related to the per formance appraisal method followed in the company. Interview method will give more dead answers as the interviewer can ask many questions on performance appraisal and also employee development compared to the questionnaire. The interviewer can ask questions related to the particular core competency of the employee. Interview can also include many pinch questions as to what changes the employees would like to have in the process followed in the company. telephonic interview can be done in this research.Data epitomeA research cannot be concluded with the help of a rough data. For a researcher to obtain the right kind of result for his study the researcher needs to formulate a method to analyze the data in the most suitable way. Thus data analysis part of the research is essential in the sense that it converts the raw data into a form that can be well understood. Data analysis in this study is done using SPSS which is a tool for data management. Data analysis refers to that stage in research process in which different statistical techniques are applied. One should have a clear understand of statistical thinking behind a data analysing technique in order to explain it in detail (Ader, Mellenberg Hand(2008).Resource RequirementsThe resources for the study need to be obtained from the library and also the internet. The relevant information on the topic can be collected using primary and secondary means. Resources of other forms include printed materials like magazines of the company and also other reports and journals, websites are also an important means or source of data collection. The researcher can obtain primary data by means of structured questionnaires and telephonic interviews. These resources will help the researcher in his research as they provide the base for the researcher to work upon.

Saturday, March 30, 2019

The Concept Of Spirituality Sociology Essay

The Concept Of Spi rituality Sociology EssayThat trust has both a positive and negative effect on hu macrocosm creation behaviour is widely accepted (Batson, Scoenrade and Ventis, 1993 Paloutzian and Park, 2005 Zinnbauer and Pargament, 2005). Psychology has an important role in understanding the basis of belief, cons legitimate and behaviour, (Emmons and Paloutzian, 2003), which suggests that how it is taught and how power is apporti unityd should be guardedly considered particularly if, as suggested, holinesss argon authoritative weird traditions. Despite receive splendour and contradictory effect on gentlemans gentleman behaviour theology re primary(prenominal)ed a fringe look area for the first seventy quint old age of the 21st Century and barely much it was nonexistent in the re await activity of Psychology between 1930 and 1960 (Emmons and Paloutzian, 2003 Gor such(prenominal), 1988). A suggestion for the non evolution of the landing field of righteousness sug gests that the emerging sun deepen(prenominal) science wanted to distance it ego-importance from its philosophical fathers and their occasional radical theories nearly organized devotion, in all(prenominal) its throws were non need to the full compatible with the modernist scientific paradigm that was emerging (Gorsuch, 1988 Hood, pitchers mound and Spika, 2009). In increase Emmons and Paloutzian, (2003) commented on their tendency to avoid taboo subjects.Despite the fact that holiness was ignored by psychologists, rules of orders changing attitude towards theology has been cited as having occurred simultaneously with two historical events. Durkheim date assumeed that both the French Revolution and the industrial Revolution which in addition marked the rise of democracy and ad hominem freedom, instigated the happy chance down of the social classes which g all overned holiness thence leading to the young rules of order questioning of blind faith, (cited in Pals, 19 96). The hippie season which emerged in the mid-sixties opened up stark naked possibilities to a rebellious youth that initiated a social turn to new come on thoughts. Roberts (2004) suggested this to be a secularisation in the evolution of devotion, since the pre-industrial age had been a period when religion was set by governing bodies, whilst the industrial era featured a ghostlike comparison with early(a) organisation and finally the post industrial era marked identification as apparitional sort of than ghostly. The post industrial age excessively marked the establishment of religion as a someonealise system of meaning which suggests this was the beginning of a transformation of devoutness hitherto, the scientific establishment had not transformed its views of religion and spiritualty. McPhillips (2002) considers this return to spiritualism in the form of new age and religion as a reaction by social club to secularisation and a societal search for re-enchant ment which has been lost through individualism. and church property is still world viewed from the westward positioning and does not explain the transformation of what is practiced. Further more than(prenominal)(prenominal) it also assumes that easterly religions which are newly practiced in the west retain the selfsame(prenominal) original meaning and are expressed and practiced the same as by the original practitioners. When the field of honor of religion did re-merge in the 1960s with a new group of questioners their prime interest was prejudiced behaviour rather than religious behaviour it marked the rise of the measurement paradigm which became the main method of study of religion.Problems do exist with the study of religions and spiritualism. Gorsuch, (1988) suggested explore in religion is at high risk of individualised distortion. The lack of tuition demonstrates that the study of devotion has been socially managed, which indicates that politics are a factor, implying that the study remains in the realm of imperialism patronage the global consciousness base on as suggested by Durkheim (date cited in Pals, 1996). The effect of a individualised agenda is again indicated through the resistance to the addition of spiritism indoors the statute title of APA division 36 psychological science of religion (div 36). Its rejection is not base on empirical evince just rather a take that spirituality is fashionable (APA div 36, 2005) and has not amassed the same large embody of evidence that its religious counterpart has done and therefrom did not duly thirst any credit. However, the westerly purpose of religion marginalises spirituality, which includes much older easterly religions but again without empirical evidence (Dubuisson, 2003). The fashionable term new age, which is practically the banner under which spirituality is defined has in reception to this emerging negative view, moved a trend from the use of new age according to Lewis, (1992) who moreover suggests that no new label should be found. A move away from the new age concept only could deport both positive and negative effects on the study since it volition allow the integration into spirituality of suitable forms of belief and encounter until now without the label they are difficult to locate .Interestingly Humanist psychology Div 32 puts a far greater emphasis on spirituality and bifurcates it from the supernatural, which it claims is the domain of religion (Elkin, 2001). Another key factor which needs to be considered when studying religion is a participants susceptibility to answer questions according to societal previsions or norms that is not only in relation to practices but also regarding personal experiences, (Batson, Scoenrade and Ventis, 1993). The study of religion became mainstream inside psychology by the mid-eighties which was marked by a plethora of books world published besides spirituality didnt emerge in mainstream s eek or in the title of any published books until the year 2005. what is more, Lewis (1992) suggests the overall consciousness of the general semipublic has altered and this diverseness has escaped the attention of psychologists who find it easier to conduct inventories indoors defined groups rather than addressing the general alteration of spiritual commonsense compositions. This general change in the consciousness has led to a crossover of the line of what is practiced such as avocation(a) a traditional religion and practicing yoga. Without taking this change into account inventories are flawed. However what one person defines and argues to be rational could be another persons irrationality, (Gorsuch, 1988) which is particularly important when considering these scales since the subjectivity of rationality is particularly line up battle cryable to the complex character of religion and spirituality. march onmore as cited in Gorsuch, (1988) Colins (1986) suggests that a neutral objectivity of religion is difficult particularly since neutrality for some religions is regarded as world anti-religious. A further issue is that experience is also subjective and ill defined, (Hood, Hill and Spika, 2009). For some individuals it is considered to be out there and tangible whilst for others experience includes what in truth occurs within the wit, (Reber and Reber, 2001). Gadamer defines cosmos experienced as radically undogmatic The man knows that all foresight is limited and all plans uncertain. In him is realised the true value of experience. Further experience is defined as, openness to new experience and symbolic of a search for new acquaintance lack of expectation of having attained eventual(prenominal) knowledge. (Gadamer, Weinsheimer and Marshall, 1989 p351)In the past twenty five years the study of holiness has flourished (Emmons and Paloutzian, 2003) and is very much added as a defining shifting in much empirical enquiry, (Gorsuch, 1988). Th is is true particularly in dealings to psychological and physical wellbeing as Emmons and Paloutzian, (2003) suggest the applied areas of clinical, counselling and health meet taken the lead in the study of think with religion which has instigated a move forward in the understanding of the importance of religious and spiritual behaviour in relation to physical and mental health. However the study of religion in relation to social psychology is relatively new (Emmons and Paloutzian, 2003) since little is known about why or how people are religious or spiritual or about the criteria by which their choices are made and as a result the understanding of experience has not improved per se.The observational access assumes that social situations are always objective and concepts such as Religion, and religiousness are out-there time lag to be measured with religion as the umbrella term. Spirituality, which is considered more as an individual quest, is marginalised and considered to be associated in some unknown way to religion but it is far too subjective to be studied scientifically. lively social psychologists however, suggest social innovations are always subjective even when a person is mindlessly acting according to stereotypical societal norms and heuristics, furthermore it is their claim that social norms put up been purposefully created and are evolving passim history (Stainton-Rodgers, 2003). Formalised religion requires group cohesion and quarternot exist without society (Pals, 1996), and it was Freud (1927) who suggested that the individual is the enemy of society since society flourishes when individuals suppress their personal wishes which further indicates why spirituality is marginalised within traditional religions. The individual pursuit of religion is further criticised by the suggestion that the quest for spirituality outside the manakin of religion is motivated by narcissism, (Hood, Hill and Spika, 2009) however, the humanist approach considers the inborn core of religion to be the spiritual experience which is dressed up in the language and symbols of a culture or belief system (Elkins, 2001). Experimental queryers further claims that personality, attitudes and identities are stable and discourse is a true reflection of them. Even though a infobase search reveals more than gravitational constant papers relating to religion, it is rarely the focal point of the studies and often only one item measurement is used, (Gorsuch, 1988) which doesnt take religion seriously and rarely features in a review of the literature thereby suggesting even more un-quantifed research is available.Using ,the method of questionnaires the measurement paradigm created 125 inventories, (Hill and Hood, 1999) to define and split up religious prospects and activities with a view to understanding religion and spirituality more fully, however much confusion still remains and the number of assorted inventories furthers this confusion. R ather than consolidating existing research, researchers have devised new inventories instead of adapting old ones which suggests that individually paper is establish on a unalike description of religion, (Emmons and Paloutzian, 2003) therefore due to a lack of consensus there is an excessive amount of data available but virtually no theories have been formulated. Hill, (2005) suggests that no new scales should be created until greater clarity is understood. This range of scales has increased an understanding of accomplished westward religious behaviour, however an understanding of spirituality and experience chamberpot only have decreased since it is more subjective in nature and when taking into account it more ancient origins. Zinnbauer and Pargament, (2005) observe that spirituality encompasses not only religiousness but also many other concepts of spirituality both formal and informal. What can be established from this lack of consensus is that an ultimate consensus is ne cessary or at least as Emmons and Paloutzian, (2003) suggests a minimum consensus however parameters maybe easier to establish. Further criticism that inventories have received is due to their narrow understanding of what religions experience entails, that they do not recognise unconventional practise which have been categorised as new age despite many such as Buddhism and Hinduism including yoga having much more ancient origins, not taking into account cultural differences or supernatural experiences which questionnaires cannot adequately measure. Belzen and Hood, (2006) have suggested a move away from the measurement paradigm. A new textile has been proposed the multilevel interdisciplinary paradigm which controls all levels of research from all domains, and promotes the betrothal of all data and for non reductive assumptions to be made, (Emmons and Paloutzian, 2003).The theory behind this research stems from critical social psychology which considers concepts such as Religio n, Gender and sex activity as socially situated, which Faucault, (1971) suggested has been constituteed by society through the use of regulations and technologies of the self which are used to self regulate. Durkheim (cited in Pals, 1996) in relation to society, called it mechanised Solidarity. This sprawling approach was used by Edley and Whetherell, (1997) who explored the socially situated wind of masculinity. Through analytic thinking a repertoire emerged of the new man however a reference point remained of traditional values also in the discourse suggesting them to be the master and slave while constructing their identicalness. pile (cited in Stainton-Rodgers, 2003) suggested the self to be made up of the I self as knower and the Me self as known however another construct of the self, the inter-subjective self (Stainton-Rodgers, 2003) doesnt divide the self quite as simply as James, but incorporates what Mead (1927) called the reflective self. It considers the self to b e subject to inter-subjectivity, made from the following elements reflectivity (reflective on their own behaviours), joining (interrelated to others and society), intentionality (purposeful and strategic), being-in-the-world (constantly influenced socially and contextually) or as James suggested a dynamic flow of consciousness that is constantly being changed moment by moment.This dynamic self was explored in the transcripts of Diana Princess of Wales interview by Abel and Stokoe, (2001) who found she constructed an inner true self and outer royal self which were reconciled as an ambassador for the people however she constructed two selves in very different ways suggesting that the experimental inventory method of questionnaires cannot fully capture the nature of identity. Not only has the identity of self been deconstructed by critical psychologists but also the concepts used for membership categorisation such as religion, sexuality and sexual activity, masculinity and feminism. Many suggest that the study of Religion and Spirituality is incompatible with the scientific method (Bateson, Schonrade and Ventis, 1993) however both incorporate the study of identity which critical psychologists also suggest is incompatible with the experimental method (Stainton-Rodgers, 2003) a first step however is to employ that which has been missing to date, namely a universal understanding of both religion and spirituality by either definition or set parameters.A meandering(a) discussion of the definition and distinctions between religion and spirituality originated when, Starbuck (1899), defined spirituality as an instinct, whereas James (1902) considered religion in relation to pragmatics and defined religion and spirituality as macrocosmal and personal religion respectively. Maslow (1976) the Humanist introduced convertible descriptions, those being organised religion and personal spirituality however his approach suggested an innate human need rather than free exit of behaviour. Maslow further considered spirituality to be naturalistic rather than super natural which is in contrast to the psychology of religion that regards spirituality as being pore on the un-measurable supernatural. A major feature of traditional religion is the following of teachings and a moral code however different forms of spirituality also have an intrinsic learning system (Lewis, 1992). Hall, (1904) considered religion more as a moral code and the facilitation of education of the young. Cognitive developmental research has suggested that children in keeping with Piagets stage theory have a concrete understanding of religion but not until the teenage years and more importantly, if ever, do humans develop an abstract symbolic understanding of religion, (Gorsuch, 1988) though there is very little research. In 1912 Leuba found 48 different definitions of religion (cited in Batson, Schoenrade and Ventis, 1993) with the diversity of religion and spirituality therefore it i s not surprising that no single definition is in existence. Zinnbauer and Pargament, (2005) reviewed several definitions and call the situation a flux over meaning.In debate over the eddy of spirituality Pargaments defines spirituality as Sacred (1999a 1999b) with Emmons and Crumpler, (1999) differentiating sacralisation as both an internal and external sanctification the internal being the transformation of persons to become divine and pure and external sanctification as that of places, people and objects with the emphasis still being placed on god and religion. McPhillips, (2002) considers the sacred to have been created due to a need for enchantment however it is still based on western practices. Furthermore, this taps into the gender debate since religion predominates with sacred masculinity of God, Jesus, Mohamed, Buddha, for manikin whereas spirituality incorporates that of a feminine energy, sacred goddess, or a divine mother. Lee (2000) who considered spirituality in re lation to feminism cited Ferguson, (1995) who claimed women are anomic by a masculine dominated religion which however suggests that all religions and spirituality are engendered. However as Lee (2000) suggests when spirituality is considered within the feminine domain there is a susceptibility of merely reiterating the gender division rather than creating a rebalance. Spirituality however generally refers to both genders, Hinduism has both gods and goddesses and Buddhism refers to the un-gendered Buddha within. Stifoss-Hanssen, (1999) considered focusing spirituality on sacred to be more subjective than necessary and related more to an individuals personal definition of their religion rather than a general explanation implying that what is deemed sacred to one person, is not necessarily sacred to another. Stifoss-Hansen, (1999) claimed that Pargament, (1999) uses general terms intentionally to eliminate forms of spirituality which entirely exclude religion. Having disregarded the concept of sacred Stifoss-Hanssen (1999) argued spirituality as existential and related to meaning, placing spirituality as the more global term. Zinnbauer in, Zinnbauer and Pargament, (2005) concur with the global difference however defined and differentiated the search for the sacred by religion being within a traditional framework. However Pargament in the same paper remained with religion but considers spirituality as the search for the sacred and religion as a search for the consequence in ways to sacred.Batson, Schoenrade and Ventis, (1993) proposed different definitions for lock and substance. This split in the definition of function and substance implies that by defining and stateing between religion and spirituality an ideologic dilemma exists between its use and content. Further examples of potential ideological dilemmas appear in Zinnbauer and Pargament, (2005) which they refer to as the rise of opposite and polarisation. The rise of spirituality (Hill et al, 2000 Zin nbauer and Pargament, 2005) religion is being described as substantive, static, institutional, objective, belief-based and bad and unlike to spirituality which is conceived as functional, dynamic, personal, subjective, experience-based and redeeming(prenominal). However this viewpoint maintains the imperialist, westernised concept of religion and spirituality as spirituality didnt necessarily rise, rather the scientific study of religion finally recognised spiritualities prior construction. Dubussion (2003) claims religion is a western invented concept, which influences the way religion is defined by constructing western religions as true and thus marginalising eastern religions which do not conform to the western ideal. Wulff (1997) suggested that what had occurred was a change of reference to religion from a verb to a noun. Religion has been defined by Reber and Reber, (2001) an institutionalised system of belief or traditional pattern of ritual and ceremony and is considered to have been devised due to the innate need to understand the human condition. This definition draws on the suggestion that religion is a belief based doctrine and implies any doctrine not only traditional western religious but any form of doctrine should be considered a religion, so a distinction between western Religion and eastern spirituality is not suitable since many forms of spirituality also acquit doctrines. Reber and Rebers, (2001) definition further conceives religion as a function of a meaning system which places religion as a function of essentialism (Paloutzian and Park, 2005). Stifoss-Hanssen, (1999), however considers spirituality a function of a meaning system. Robert (2004) claimed the emerging American return to religion and the emergence of the new age is based on a new search for personal meaning rather than a general, implied and instructed societal meaning system which suggests that not all cultures are at the same evolutionary point with regard to understandi ng religion and spirituality. James (1902) highlighted the importance of context to meaning and suggested that experience rather than institution should be studied since institutions are a product of experience whereby suggesting a spiritual focus on substance rather than function. Furthermore Zinnbauer and Pargament, (2005) revised the possible distinction to religion as being reduced to its static function and spirituality as dynamic. However a search for meaning (function) does not indicate that the use of religion gives meaning (substance) or what is eventually accomplished by experience is meaning. It may simply be that meaning is the idea that draws some participants in (function) and their experience (Substance) is something else or vice versa depending on the individual. Furthermore there is no evidence that the sole function of religion or spirituality is for the purpose of meaning or that as the Humanists assume, there is a need for meaning.Following on from the meaning sy stem, Lewis (1992) suggests spirituality as a social and individual transformation however the transformation of both society and the individual may not solely have a spiritual basis since one may be affected by the other. Furthermore no one single model of transcendent reality can be chosen to define spirituality, (Reich, 2000) although transcendent reality can be defined as one concept which explains the experience of spirituality. In the UK the research on eastern spirituality is conducted by (BPS subsection) transpersonal psychology which draws on the human-centred aspects of the debate. Both transformation and transcendence focuses on the individual, which is another factor that often emerges in debate which could be considered as just one aspect of spirituality. Transpersonal psychology does however also incorporate the self help and mind, body and spirit concept which incorporates a how to concept which can still be considered a doctrine that would draw aspects of it closer t o religion as strange to spirituality. Furthermore religious experience could be suggested to also incorporate personal transformation (Lewis, 1992) this adds to the argument that both religion and spirituality have a learning focus.Other concepts emerge however within the debate machine-accessibleness (Emmons et al, 2003 Hill and Pargament, 2005 Paloutzian and Park, 2005 Pargament, 1999a Reich, 2000 Stifoss-Hanssen,1999) is a major concept used to construct spirituality (Keisling et al, 2006 Knight, 2002 Lee, 2000 2007 Lee and Marshall, 2002 Person, 2002) although what is connected is not so clear cut. Reich, (2000) suggested the connection to be to others, nature and a high being whereas Lee (2000) found that participants in feminist spirituality constructed connectedness as to the feminine goddess however by connecting to the feminine it doesnt discriminate the possibility of other connectedness or claim that this form of spirituality was for everybody. There is also some use of combination which is constructed as collective of many different forms. Lee and Marshall (2002) further propose links between spiritual oneness and popular cultures such as the rave scene of the 80s and DIY culture whereby lack of need for personal gain is constructed as spiritual enough however many other popular activities can be linked such as the flashy zone (Douillard, 2001) gifts such as music, writing and art which are often considered to occur with a connection to something else are often called a muse.The concept of religious instinct, that Paloutzian and Park, (2005) constructed as a compulsion, Lee and Marshall, (2002) suggest is the spiritual construction of instinct as a different kind of knowing which uses the vehicular body not just the mind and further as a way of connecting the body and mind and an initiation of transcendence and accessing embodied knowledge and connection to a universal energy (Lee and Marshall, 2002). Hinduism is a particularly good example of this construction together with its incorporation of yoga, as well as meditation within spirituality. Elkin, (2001) also claimed one of the characteristics of spirituality is a shadowy energy, Reich, (2000) called it a higher being and points out that in religion the higher being is god. Dubussion (2003) suggested everything religious to be defined as cosmographic formations which suggests connections through cosmic alignment.Traditional and non-traditional Religions are much better concepts in order to distinguish traditional western religion from spiritual religion such as, new age and eastern religions and spirituality could be defined as experience whether religious, non religious or spiritual. Emerging factors of religion and spirituality rather than a definition are as follows finding or receiving meaning, religious institution and spiritual self, belief system, doctrine, teaching system and moral code, experience is more closely aligned with being spiritual, and behaviours being distinguished as religious or spiritual. Emerging interpretative repertoires specific to spirituality are as follows transcendence, transformation, connectedness, instinct, embodied knowledge, higher energy or being rather than specifically a god.There is a dearth of research into spirituality, which is holding butt its acceptance as being equal to Religion in research. The discursive debate of interpretative repertoires does not however explain their usage and construction. Engler, (2005) claimed constructionist translation in the form of discursive discussion of spirituality is weak but plentiful but adds little to the understanding and constructionist research in the form of discursive analysis is strong but in short supply. What is unavoidable is strong constructionist work, which considers how spirituality is constructed, however to ignore Religion when considering spirituality is not beneficial. A discursive analysis of the experiences of spirituality is required cons idering how people construct their spiritual identity and the identity of spirituality.This study has considered the constructive qualities of religion and spirituality, which have emerged from the literature and has found key themes of gender, power and being or doing. Religion is strongly influenced by following a doctrine and by doing religion putting faith in a powerful higher being whereas spirituality is described more by being spiritual and connected and the power coming from within however contradictions in research into mind body and spirit literature also suggests a doing rather than being activity which perhaps is what is confusing the meaning of what spirituality entails. This research will explore what is the nature of spirituality and factors affecting it through discursive analysis of semi-structured interviews with those practicing a particular form of non-institutionalised, non-organised earth based spiritual activities. question questions/aimsExploring the meaning of spirituality, and the possible relation to gender and power and how participants construct their identity as a spiritual being.Contrasting peoples experiences of spirituality with psychological research into religious experience and body, mind and spirit.Bring a new perspective to the study of spiritual experience and exploring possible difference between being and doing spirituality.

McDonalds Employee Relations

McDonalds Employee RelationsQ.a. What whitethorn McDonalds deem considered in order to establish their admittancees to incorporated negociate in two Ger umpteen and the UK? To answer the above question we prime(prenominal) get to k straight nigh basics of incorporated negotiate where bodied Bargaining is defined as the mathematical touch of turning disagreements into agreements in an straight fashion. joint negotiate is the process fol d havecasted to establish a mutually hold set of rules and ratiocinations between northwards and employers for matters relating to conflict. This is a ordinance process makeing with the mandate of counseling and conditions of employment. Collective negotiate is holdd as the negotiation process between employees and employers with spousal relationships acting as the representatives of employees. The entire process dep abates on the talk call powers of the concerned parties.In line with the above definition McDonalds may harbor considered the glide slope and mise en scenes of corporate bargains as an important issue of employee dealings.The German setting and feeler McDonalds may necessitate considered establishing their approaches to incorporated negociate in GermanyThe handed-down joint approach to Employee Relations (ER) in German companies is deeply grow in the particular configuration of the German Industrial Relations (IR) carcass. This is characterized by a high degree of regulation and a dense, encompassing launchingal infrastructure that imposes a uniform set of institutional constraints on companies, b atomic number 18ly at the same prison term give ups incentives for employers to accept institutional constraints. McDonalds, to establish its approaches to incarnate dicker this ER and IR frame civilise may train been considered in first instance. In addition, the institutional structure is highly integrated with cockeyed linkages, not however at heart the IR ashes, bu t in like manner to the wider German businesses system. Key elements of the German model, to which the majority of German companies subscribe, ar the centrally co-ordinated empyrean based collective bargaining system and employee representation at domestic level via the works council system equipped with statutory participation and reference work rights. Food fabrication in Germany is not beyond this mechanism where McDonalds shapes regarding collective bargaining approach must necessitate encompassed with statutory participation and employee book of facts and codetermination rights.Indeed, German employers have to negotiate a densely structured institutional framework inside and outside the caller-up level. The German approach to collective bargaining is also underwritten by satisfying labor securities industry law and an elaborate wel outlying(prenominal)e system. Despite growing interest in unmarried bargaining style direct employee interestingness mechanisms, th eir uptake has so far been comparably modest in German companies (Sperling, 1997). Because of the wide ranging rights of information, consultation and co-determination in the German food industry, the use of one-on-one voice mechanisms is copulationly inconsequential in the German setting where collective bargaining still has the preponderating influence. Therefore, in the international context, McDonalds may have considered a propensity to tide everywhere a collective approach to ER in their international trading operations by recognizing hatful unions, engaging in collective bargaining and establishing strong workplace level employee representation systems.The UK Setting and the UK Approach to Employee RelationsIn contrast to Germany, the contemporary British system of collective bargaining is characterized by a weak regulatory framework and a thin, fragmented institutional infrastructure, which imposes relatively few barriers and constraints on labour dealings praxiss. The fragmentation of the institutional structure goes hand in hand with weak linkages some(prenominal) within the IR system and in connection to the wider national business system which obviously includes food industry in the UK. Because of the relative permissiveness of the contemporary IR context, the UK seems to be a particularly suit up to(p) country for McDonalds, as subsidiary, to explore the country of origin effect in international operations, since dental p latterly country approaches to ER female genitalia be transferred relatively unconstrained by host country institutional arrangements. However, to uncover the existence of possible possession effects it is necessary to establish the divers(prenominal)ial space between the crustal plate and the host country ER approaches. Contrary to the German get word, no different stereotypical UK ER approach can be identified. Traditionally the arse of labor transaction was the pluralist workplace industrial dealing system, which subsequently collapsed in the mid-eighties in the wake of the neo-liberal labor market policies under the Thatcher government. These reforms atomic number 18 close important issue to be considered in establishing collective bargaining approaches in the UK which have encouraged employers to dispense with collective labour dealing and to soulfulnessise ER along the lines of US style HRM by end of the 1990s a collective approach to ER is no protracted representative of the economy as a whole, but is increasingly hold to the public argonna and a dwindling minority of private sector companies. In the private sector, trade union recognition collapsed through and throughout the 1980s and 1990s and with it the incidence of workplace level trade union representatives. The institution of collective bargaining dramatically declined. By 1998, two-thirds of private sector employees had their comprise fixed by management decision without any union interlocking. Here, employees are neither represented by collective voice mechanisms, nor do they revel a comprehensive some(prenominal)(prenominal) voice mechanism. In case of establishing McDonalds may have considered those conditions and changing mechanisms to establish their approaches to collective bargaining efficiently.Factors May have been considered by McDonaldsNational LegislationNational principle must have been considered by the McDonalds in establishing their approached towards collective bargaining within the industry both in UK and Germany. In the UK legislation thither is no specific taste regarding the mode of employee or industrial family relationship for MNEs like McDonalds. So McDonalds is fountainhead k without delayn as anti-union giant in the UK and their approach towards collective bargaining is strictly negative.In Germany on the other hand, has a highly modulate industrial relations system which, in theory at least, stands goodly constraints on the employee relations practices of MNEs. As a result McDonald had to thing the statutory bindings and regulations constraints regarding approaches to collective bargaining.Codetermination and collective bargaining rightsThe McDonalds in case of both Germany and UK has considered these rights as a different approach. German workers enjoy a dual system of representation, collective bargaining rights and co-determination rights through the institution of the works council and the supervisory board. unitedly with codetermination and collective bargaining rights, these legally enforceable and constituted rights appear to provide German employees with significant power resources compared to UK employees.So McDonalds must have considered the issues of the both rights of the employees before establishing their bargaining approach.Size of FranchiseThe McDonalds corporation launch itself in the UK in 1974, in Germany in 1971. The corporation currently has well over 800 stores in Germany amongst most 65% outlets are franc hisee where in at that place are a similar number of stores in the UK with some 20% franchisee with approximately 45,000 employees in each country.In this case being a fast-food market leader in both countries McDonalds have considered the size of it of franchise. The franchise human face influence collective bargaining issues through local entity and regulations inter-group intercourse. So size of franchise is also a factor that may have been considered.Unioin social statusMcDonald also may have considered marriage ceremony social station. German unions are arguably better(p) organized and have retained a position of relative strength compared to those in the UK. Union social status at McDonalds in Germany and in the German fast-food industry is very small at around 5 per cent. However, these low percentages are still high than the percentage of union membership at McDonalds and the fast-food industry in the UK.So this issue is an important consideration in establishing Macdonalds collective bargaining approach.The increasingly anti-union temperThe increasingly anti-union climate in the 80s and early 90s has encouraged Macdonalds in the UK to withhold or put out union recognition, and discouraged employees from joining unions and posed difficulties for recruitment. In Germany, union membership re principal(prenominal)s at around 5 per cent at McDonalds. The findings bespeak that it is only where a works council has been established where still there is better union practice than the UK.So this consideration may have been knotty in planning McDonalds approach towards collective bargaining.Characteristics of Workforce and Nature of the industryMcDonalds have considered both the factors in case of both countries to design its approach towards collective bargaining.Redundancy and employee apathyRedundancy and employee apathy amongst part-time, temporary, foreign or young workers undoubtedly play an important role in the low or non-existent levels o f union membership. So this factor may have been considered in both UK and Germany.Strong corporate cultureStrong corporate cultures are seen as instilling appropriate behaviors and. This is essentially what is argued here with regard to the non-union approach of McDonalds in both the countries.McDonalds Anti-union beliefMcDonalds is basically a non-union company and intends to bond that way. About unionization in the UK once McDonalds stated that.. unionization has lift its ugly head over the years, but you know, we feel that we offer a good deal to people, all kinds of ways in which we can communicate, so that if there was a problem they can bring it to management, we feel that we dont need unions. But in Germany McDonalds never been outspoken like in UK about union.Public imageMacdonalds has a big public image and grunge reputation which may have been considered both in the UK and Germany to establish collective bargaining approaches.Employer AssociationsEmployer associations in Germany are stronger than UK. So the MsDonaldS approach in the UK is different from that of Germany.Q.b. How may McDonalds have considered man-to-man bargaining as an alternative or additional approach in both Germany and the UK? What benefits and/or problems may this have brought in both countries? soulfulnessist bargainingIndividual bargaining is the process by which an employer and an employee negotiate an individual contract of employment, regulating the terms and conditions of employment.Individual Bargaining AdvantagesThe main advantage of individual bargaining is it is a wholeness voice and thus there is no conflict in matters other advantage of individual bargaining is that it expresses the views and opinions of one person and thus there is no compromisingIndividual Bargaining DisadvantagesThe main disadvantage of individual bargaining is that the conductor entrust not take a fate of notice of just one persons views or opinions and therefore nothing will happenThus there is not a lot of hazard that individual bargaining will have an influence on company decisions and policies.Collective Bargaining AdvantagesThe main advantage of collective bargaining is that the manager will not take a great deal of time in deciding on what action to take on an individual level.The employees have greater influence in the final decision the manager will take.There is also a chance of the employees getting what they demand.Collective Bargaining DisadvantagesThe main disadvantage of collective bargaining is that it is seen as depriving the individual worker of their individual liberty and voice.The major changes in the industrial relations in UK i.e. a shift away from collective bargaining towards individual argaining were in the favour of McDonalds own strategy.The turn down in the union membership in both UK and Germany also helps McDonalds to practice the individual bargaining in their brass.BenefitsImprovement in the relationship of management and workers w ithin the presidency as it is evident from the statement of John cooke McDonalds US Labour relations chief as We feel that we offer a good deal to people, all kinds of ways in which we can communicate, so that if there was a problem they can bring it to management.As employees are generally unwitting of their rights they can take advantage of the situation to save their costs. As utilization is given cleaning of uniforms. And also regarding abide, performance related catch up with, probation and notice for redundancy, give leave.Individual workers can never be a threat for McDonalds where there may have a chance in the existence of trade union.DisadvantagesLoss of public image in Germany that subsequently decrease their sale growth in German market. Large compensation need to provide for violating employees rights in different work place.Q. c. How may the approach to collective bargaining in Germany and the UK influence employee relations for McDonalds internationally?McDona lds opposition to trade unions is now well-documented however, the extent to which itcan operate without unions or can avoid or undermine collective bargaining with unions and/or statutory works councils varies good in different countries and over time. Consequently the ability of national unions and their GUFs to improve pay levels and conditions of work has been limited, variable and by no means static.This is nicely illustrated by McDonalds operations in New Zealand where the corporationresponded pragmatically to changes in government and labour legislation, excluding unions from and then returning to collective bargaining ahead of law reforms aimed at strengthening unions in 2000, but continued to lionise unions out of its restaurants wherever possible. Attempts to regulate McDonalds employment conditions are therefore an ongoing struggle in which without pro-unionlabour law, unions have little chance of organising workers and change surface less chance of establishing coll ective agreements. This may come as no surprise in countries such(prenominal) as the and Ireland where unions have had either no succeeder or short-lived successes in gaining union recognition only to be denied before collective agreements can be established or implement. However, take down unions located in countries with more stringent labour legislation (e.g. Denmark, the Netherlands, France, Italy, Germany, Sweden and Norway) have had varying success in achieving some improvements in employee representation, pay and conditions of work and even where improvements have been achieved they are often under threat. Union attempts to increase the number of union-backed works councils and establish a company-level works council (Gesamtbetriebsrat) have completely failed, resulting from a number of sophisticated union-busting practices.Furthermore, despite some success in persuading McDonalds to accept collective bargaining in Germany in the late 1980s, McDonalds withdrew from collect ive bargaining in 2002 and has threatened to deal exclusively with a yellow union.In Denmark, where average union membership is much higher than Germany and labour law is equally stringent, McDonalds only agreed to bargain conjointly after a year of conflict and boycotts involving other Danish unions and put up from Finnish and Swedish unions in the late 1980s.McDonalds has tried to roll-back the basic terms of such agreements ever since. Nevertheless, in Sweden, Norway and Denmark, McDonalds workers do enjoy better conditions of work and higher pay than in other European countries and the USA itself. However, even in those countries it is very difficult to establish union representatives in the outlets, something which experience shows is essential if such collective agreements are to be right enforced in.Despite these difficulties European unions have undoubtedly had some success in bringing McDonalds to the bargaining table, e curiously where sector-level bargaining is in effec t obligatory and where labour law is more stringent and financial backingive of union rights and collective bargaining.Q.d. What additional or alternative methods could support good employee relations for McDonalds? select the role an HR function could take?The HRM approach to employee relations can be described in terms of several prescriptions that McDonalds can use for good employee relationship. An HRM model for employee relations focuses on a drive for cargo meaning that the focus of the organization should be to win the trust, motivation and fealty to the organization, participating in its development opportunities. Emphasis is on mutuality, meaning that employees fate common goals, the vision and mission of the organization. conversation within the organization follows an established set of procedures that are agreed formally or informally and may include briefings, meetings with representatives, etc. HRM emphasizes the shift from collective bargaining to individual con tracts.Employee social function in McDonalds may be fostered and a number of techniques and approaches are followed to support their involvement. Total quality management aims at continuous improvement of quality. some other initiative for McDonalds is flexible working arrangements and focus on the life-work balance through harmonization of conditions for all employees. Finally the support of employee communities of practice and team liven up are of high priority.Employee relations describe as in-terms employee communication, employee involvement, employee rights and employee discipline. Armstrong has identified the elements of employee relations as follows may have been considered in designing the employee relationship nut and informal policies and practices of the ecesis.The development, negotiation and application of formal systems, rules and procedures for collective bargaining, handling disputes and regulating employment.Policies and practices for employee communications . Informal and formal process regulating the interactions between managers and employees.Policies of the government, management and trade unions.A number of parties including state, management, organisations, trade unions, employees, etc.The legal framework.Institutions (e.g. ACAS) and the employment tribunals.The bargaining structures, recognition and procedural agreements enabling the formal system to operate.Employee relations processesFigure Reconciliation of interests between employers and employeesAccording to the Industrial Relations serve there are four approaches to employee relations that can contribute in better relationship between McDonalds and its employees areAdversarial meaning that employees are expect to follow the targets identified by theOrganization.Traditional meaning that employees react on management proposals and directives.Partnership meaning that employees are concern in assisting the organisation and consensus isreached in decision making related to p olicies.Power sharing employees are involved also in daily management apart from insurance policy making.Employee relations policies act to disseminate its preferred approach with respect to the relationship it wants to have with its employees and the empowerment of employees for certain activities.Employee relation policies cover several areas McDonalds may have used in improving employee relations includingTrade union recognition meaning decisions with respect to the recognition or derecognition ofcertain unions and preferences of the unions the organisation prefers to deal with.Collective bargaining meaning the identification of those areas that should be cover from such a negotiation.Employee relations procedures meaning procedures such as redundancy, account handlingand disciplinary actions.Participation and involvement meaning the extent to which the organization shares power andcontrol with its employees.Partnership meaning the extent to which a partnership with emplo yees is desirable.The employment relationship meaning the extent to which employment terms and conditions are controlled by collective agreements or individual contracts.Harmonization meaning the harmonization of terms and conditions of employment arrangements.Working arrangements meaning the extent to which unions are involved in the determination ofworking arrangements.Employee involvement is central to employee relations as Bratton and Gold discuss. Employeeinvolvement can be described in terms of the form of involvement (whether it is formal or informal), the level of involvement in the organizational hierarchy and the degree of involvement.Across these three employee involvement dimensions several types of involvement can be rated from the lower ones in terms of empowerment, involvement and organizational level to the higher ones. Through wide range of employee involvement McDonalds can start good employee relations process which never been in this organization.The pastime situations are ranked in an ascending order in terms of all three dimensions of employee involvement McDonalds should take into considerationCommunication - Financial Involvement - Problem solving groups - Quality circles -Cross functional teams - Self directed teams - Collective bargaining - Worker directors -Works councils.Employee involvement in McDonalds can be described as an involvement-commitment cycle, a communication cycle that builds an internal culture encouraging initiative, learning and creativity. The cycle consists of the following stagesManagers perceive the need for involving employees in decision makingIntroduce tender forms, employee involvement and open communication mechanismsGreater autonomy and input into decision makingIncreased employee job satisfaction, motivation and commitmentImproved individual and organisational performance.Q.e. Conclude by taking the key elements of your observations in steps a-d regarding McDonalds approach to employee relations in order to make a short testimonial for similar countries or organisations with regard to developing and/or improving their employee relationsFindings passportsThe process of collective bargaining is to settles down any conflicts regarding the conditions of employment such as wages, working hours and conditions, overtime payments, holidays, vacations, benefits, insurance benefits etc. and management regulations.In most areas, McDonalds German employees appear to enjoy better conditions than their UK counterpart. This is particularly so with regard to holiday entitlement but again this is still lower than for most German firms. The recent UK pay increase has brought pay levels close to those in Germany. In Germany the NGG are satisfied that by and large they have been able to improve pay and conditions for most employees, however, there remain two main problems.The above discussion suggests that there is an obvious need to scrutinise the powers of MNEs and it raises questions about t he adequacy of labour legislation. Conditions of work and employment appear to be increasingly threatened, regardless of particular institutional arrangements. Weak or ambiguous legislation and continuing employer demands for flexibility, decentralisation and deregulation may increasingly allow MNEs to pack employee relations policies with interference from external labour market institutions. This may be too pessimistic, clearly more comparative work is needed in the area and it will need to concentrate on the common themes or tensions in all countries and examine how they are affecting the choices of micro-level actors and institutional arrangements in different societies.Individual bargaining can be used as both of alternative to collective or in parallel. But my recommendation for Macdonalds to use individual bargaining as an alternative approach specially in Europe and American territory whereas in Australia and New Zealand it could be used in addition.Due to decline in collec tive bargaining in all over the world it is now strongly recommended that McDonalds should reach to adapt with a change in the bargaining structure which is bonny more decentralised in Sweden, Australia, the former West Germany, Italy, the get together Kingdom, and the United States, although in somewhat different degrees and ways from country to country.We have also come to understand that bargaining structure both influences and is influenced by the diffusion of bargaining power. Yet, data that allow clear tests of the effects of changes in bargaining structure on bargaining outcomes generally have not been available.The obstruction of assessing the effects of bargaining structure arises in part from the fact that there is no simple measure of the degree of bargaining structure centralisation, because the arrangement of collective bargaining often differs depending on the subject of bargaining. In many countries, wages are negotiated in company or sectoral agreements, and wo rk rules are set at a lower level, often in deeds agreements. Furthermore, worker participation in decision making often occurs at still another bargaining level, or through informal mechanisms (works councils or shop floor discussions, for example) rather than through collective bargaining agreements.McDonalds is now a biggest brand in the food industry world-wide. So it has its own responsibility to look into public image and good employee relations which are widely correlated. So McDonalds should keep very efficient employee relation practice through an efficient Human Resource Strategy and functioning properly on HR roles.Web Resorcewww.rdi.coukhttp//www.wales.ac.uk/en/account/login.aspxReferencesRoyle,T (1999) The reluctant bargainers? McDonalds, unions and pay determination in Germany and the UK, Industrial Relations Journal,30(2), p135-150A, Arthur and et al. (2001),strategic caution Concepts and Cases, 12thedition, McGraw-Hill IrwinACCA, 2005-2006, Paper 3.5 Strategic Busi ness Planning and Development, 5th Edition, June 2005, for exams in December 2006 and June 2006 Study Text, BPP captain EducationBBC.com (2003). Court dismisses McDonalds obesity case. BBC. 22 Januaryhttp//www.bbc.com/issues_06/030807EC.html. (Accessed 2 November 2007).Bized.co.uk.(2006). McDonalds Company Facts. Bized.co.uk. Online. visible(prenominal) atwww.bized.co.uk/compfact/mcdonalds/mcindex.htm.Botterill, J. and Kline, S. (2007). Re-branding the McDonalds Strategy. Emerald management First.Brassington F., (2005). Essentials of Marketing (Vol. 2). USA, St. James Press.CNNMoney.com (2007). Fortune 500 index. CNN.com. Online.money.cnn.com/magazines/ event/fortune500/2007/index.html.Data Monitor. (2007) McDonalds Corporation Profile Reference Code067DBDCC-E9DC-4CAC-80AD-164A6748F392 Athens, http/ www.datamonitor.com,Eisenberg, D. (2002). Can McDonalds ShapeUp? . Times.com. 25 September.http/ www.time.com/time/business/ article/0,8599,354778,00.htmlErlichman, J. (1994). Leaflet A Threatto McDonalds. The Guardian.29 June. http//www.guardian.co.uk/uk_news/story/0,3604,1299121,00.html. away and Internal Factors Affecting McDonalds- Management Theory.External and Internal Factors Affecting McDonalds Management Theory PaperForrest, W. (2006). McDonalds Applies SRM Strategy to Global Technology.Reed Business information. 7 September.http/ www.purchasing.com/article/CA6368285.html.Goggoi P.. (2006). Why McDonalds Isnt Free of Trans Fat Business Week Online 00077135 EBCSCO,http//web.ebscohost.com/ehost/ accompaniment?vid=2HYPERLINK http//web.ebscohost.com/ehost/detail?vid=2hid=117sid=17122dbb-79eb-4b1f- emailprotectedHYPERLINK http//web.ebscohost.com/ehost/detail?vid=2hid=117sid=17122dbb-79eb-4b1f- emailprotectedhid=117HYPERLINK http//web.ebscohost.com/ehost/detail?vid=2hid=117sid=17122dbb-79eb-4b1f- emailprotectedHYPERLINK http//web.ebscohost.com/ehost/detail?vid=2hid=117sid=17122dbb-79eb-4b1f- emailprotectedsid=17122dbb-79eb-4b1f- b879-472028dbb304%40sessionmg r109HealthActive (2007) Active After-school Communitieshttp//www.healthyactive.gov.au/ net profit/healthyactive/publishing.nsf/Content/active_after_school_communities.pdf/$File/active_after_school_communities.pdfHenry Assael, 1998, Consumer Behavior and marketing action, 6th Ed., South-Western College makeIASO International Association for the study of Obesity. (2007). Making schools and young people creditworthy a critical analysis of Irelands obesity strategy. http//www.blackwell-synergy.com/doi/full/10.1111/j.1365- 2524.2008.00763.xEducation,%20schools%20and%20obesity,Jagger, S. (2007). As Americans tighten their belts, fast-food operators let it all hangout. In The Times, 21 July 2007, 62.

Friday, March 29, 2019

Staff Roles And Responsibilities In Rfp Process Information Technology Essay

module Roles And Responsibilities In Rfp Process Information Technology Essay trump go forth occidental world(prenominal) is looking at pose the functionality and the eServices of the European amalgamated best horse opera website that represent the national European IT subdivisions to integrate their functions and maintain- perish out this single website portal. As the travel industry is char playacterised by dynamic modifys much(prenominal) as mergers and acquisitions of hotel fetter and properties, silk hat western sandwich International is looking for a partner who is impulsive to sh be the responsibilities, benefits and risks. The partner should continually find ways to advance the functionality of the consolidated website portal and advise Best Western on the diversify watchfulness c atomic number 18 fores for its national IT departments. The vender is too pass judgment to ease and assist the hotel to be after and go through with the compulsory establis hmental alter. The project is to complete at heart the contiguous six months. This is a huge challenge as Best Western does non obtain both single IT department to oversee the be after and the executement of outsourcing requirements and handle.This overcompensate helps to identify its us qualified and strategic motivations for exploitation the Request for Proposal (RPF) as well as identifying and selecting an appropriate outsourcing marketer. maven of the major requirements of the RFP is not only the expert requirements of the application but also the placemental competencies of the seller that is required to help Best Western, Europe, manage the transcriptional transition process.This report advise the lymph node how to write and negotiate the Service Level promise (SLA) with the selected seller in order to ensure the provision of reliable avails, how to develop and negotiate a contract with a potential vendor so that Best Western enjoys determine, technolo gical and brass sectional flexibility.This report also examines the note operational purlieu, its finale and propose strategies. This should enable Best Western to effectively manage the knowledge transfers and process collaboration amid the internal multi-national IT staff and the IT vendor growing staff. The focus beas accommodate knowledge way and transfer issues, management of the transition process and agreemental changes that atomic number 18 required to take place deep down Best Western in Europe. In addition, it helps Identify the staff who should be voluminous in the transition process and their roles and responsibilities. Major outsourcing risks and recommend practices to outdo them were identified as well.IntroductionBest Western International is the worlds largest hotel brand. With its front end in 80 countries, it has over 4,000 hotels all around. Member hotels of Best Western consortia enjoy mevery benefits. Besides being associated with the global bran d name, they induce the benefits of the marketing and operational servicings of Best Western. This includes portal to (electronic) distribution channels, international reservation call centres, training, and centralised e-procurement.While Best Western International has its footprints all over the globe, its local representative topographic points in individually verdant function independently in to a greater extent ways than one. They develop and operate their own websites.These websites are not characterised by all standardised design. apiece one features different online assistants and functionalities. Further more(prenominal), there is limited synergy and think amongst these country item websites. These websites create confusion to international travellers and also act as a major technological and presidential termal inhibitor to the future development and credence of sophisticated eServices by the hotel chain.Furthermore, every national Best Western office has an i ndividual IT department. This department is responsible for developing its own eServices arsed on the departments financial resources and skills. As a result, eServices development efforts are replicated leading to a waste of resources at a European take despite the item that early(a) national IT departments may be lacking resources for website developmentThe organisation has screwd the need to develop a consolidated portal providing access to all European Best Western websites. This should feature integrated and holistic refreshful eServices such as dynamic packaging solutions and an easier interface to the Best Western Reward programmeDynamic packaging solutions provide several(prenominal) benefits and tax income making opportunities to travel companies. It can also help the organisation realise its aims to promote Europe as a single destination.It has envisaged the need to re-organise the IT departments of Best Western in every European country. other(a) requirements te stament be to foster and can their cooperation and synergies as well as fructify their roles and responsibilities related to website design and e-services development.RFP DevelopmentRFP is veritable(prenominal)ly drafted at the end of the requirements-gathering manikin of a project. It is all-important(prenominal) that the future(a) prerequisites be completed before embarking on RFP process Identify organisational objectives. Identify stake needers. Identify project objectives.Once the prerequisites are completed, we can and so accurately capture, interpret, and represent the voice of the thickening in doing the IT organisation requirements. It is important that all stakeholders must achieve a crude redeing of what the IT system for wee be and do. To achieve that, a cabal of meetings with user representatives, facilitated prepareshops with analysts and users, individual customer interviews, prototyping, and user surveys be employed.It is important that Best Western In ternational undergo the pursuance pre-RFP activities before developing its RFPHas it performed some(prenominal) prior feasibility studies or High level design digest on the new web portal to be developedHas the damage and benefit analysis of the consolidated systems being conducted and entryedWas the benefits been quantified and shared with tombstone stakeholders within the organisation to get consensus and endorsement close to the new assembly line for developing and consolidating the IT systemWas the high level orbital cavity been identified including completing the documentation of the trade process procedures (BPPs) to be enabled through new IT systemsIdentifying the booster for the new Portal and receiving approval to proceed. For good example, a project charter to officially engage the necessary resources for the outsourcing project anHas the clocklines for the implementation of new IT system and the estimated compute for the entire programme including TCO(tota l cost of ownership) for enduring support been finalisedPre-RFP activities are small for formulating some(prenominal) business national into an RFP. It is recommended to use information gathering or IT requirement gathering methods, tools and techniques in order to capture the requirements for the new IT system. approximately of the main tools that would help in elicitation of requirements are Brainstorming, structured questionnaires, case scenario, state transition diagrams and UML model diagram to capture relationship between the real m objects and classes. In other words, the pre-RFP activities are as untold sarcastic as the RFP activities.A good RFP address and capture the followingScope of activities that are distinctly setd to be delivered by the vendor. Unless the scope of the participation is clear, vendors would not be in a position to posit a viable and competitive response for the RFP.Include inputs from the initial break tweak/HLD analysis performed by clien t organisation with the quantifiable benefits leaned out of new IT system. Vendor must understand the sizeable benefits and criticality of the new system to client organisation otherwise it would not be able respect direct financial implications on client organisation for each(prenominal) slippages and understand the criticality of the project to clientInclude technical requirements including specific technical infrastructure, platform and software. Furthermore, it is important to highlighting reasons behind finalising on a particular platform and software including its roadmap in the RFPInclude sequencelines for the vendors response accounting entry and timelines for the project implementation and what uphold would have on the client organisation in case of slippagesExplicitly mention Vendor characteristics and minimum qualifications expected from vendor for being trusted partner for this engagementClearly check out the service level Agreement (SLAs) for the delivery of n ew IT system and impact of not adhering to SLAs along with financial liabilities (if any) shine up the expected relative frequency and exposit to be incorporated in status reportingExplicitly document the mandate for signing on non-disclosure pact of vendor with client organisation in order to ensure security and integrity of dataHighlight the need for obtaining approval from key client personnel who forgeting be engaged in the programme from vendors teamEnforce the business units to highlight the risks, operational constraints and issues that the vendor can foreclose on the programme/project. This bequeath help in assessing its impact and its standardisedlihood even before obtain of the programme and plan for mitigationWhat infrastructure required from a vendor perspective to deliver the new information systemVendors commercial cater and what factors that vendor thinks that would position them ahead of othersAny live case studies whereby vendor had come to in similar eng agement with other clients along with opposition references from those clients for future enquiry and reference.Articulate clearly responsibility and accountability of activities to be taken by vendor and other parties as part of the engagement through RACIS(R-Responsible A-Accountable C-Consulted I-Informed S-Supported) matrixInclude the warranty requirements that is expected from vendor on the new IT system to be developedThe acceptance criteria for the new system and the process for obtaining signoffIn addition an RFP should request a corporate compose of the responding vendor. Typically this testament include risk statements around corporate liquidity, market share, an outline of local operations, number of staff in this country, support models (where support may be with a third party), escalation procedures to parent, local install base (number of customers in this country) etc..A typical RFP for a website project should include the following componentsIntroductiona summary of the composition including the mission statement. visualise outlineGoals and purposeProject scopeWebsite requirementsDatabase development requirementsUser requirementsDesign requirementsFunctional requirementsBudget constraints-limited cypherTime constraints-when we need the project completed by and when we require responses from vendorsCriteria for selecting a vendorSubmission of proposal and further information- satisfy information that encourages vendors to contact the organization for more informationStaff roles and responsibilities in RFP processOne of the critical success factors of an outsourcing deal is involving the right stakeholders who will be actively convoluted in this project whose interest may be positively or negatively affected as a result of the project exploit or successful completion. For project outsourcing to succeed, it must be well-planned and carefully implemented.To help ensure the organisation benefit from outsourcing, different teams or roles can b e formed or specifiedIdeas team This team is involved in identifying processes which can be beneficial to outsource. They should be directly involved in overseeing the caller-ups business strategy to ensure that they have a strategic overview of the companys be processes and goals.Policy-level team This team is involved in assessing whether outsourcing specific processes is appropriate. For each process, this requires analysing the feasible benefits of outsourcing in relation to the companys policies and strategic goals. The team should consist of senior company administrators, rather than employees from individual departments. A common perception is that outsourcing a process implies a departments failure to manage it. Using senior executives rather than department members in a policy-level team helps ensure objectivity. It also ensures that the team has the required strategic perspective. opinion team This team is involved in analysing the potential implications of outsourc ing the process for the company. This team should include members from the policy-level team, and should be lead by an executive from the team. This team should include members with different roles and skills. This helps ensure that the team can recognise the homogeneously implications of outsourcing across different areas and form the perspectives of different stakeholders. Members of an assessment should includeConsultantsFunctional managersProcess expertsRepresentative customersTechnical expertsImplementation and transition team This team is responsible for setting up project outsourcing to address any implication identified. It makes the changes required to pass internal proceeds processes to a service provider. The transition team should be involved in managing the change involved in outsourcing project. This teams focus should be on ensuring that the move from internal production to outsourcing des not impact negatively on the company.Vendor evaluation and assessment crite riaPrior to developing the evaluation criteria, it is important to clearly define the company objectives of outsourcing its IT operation in term of functions, performance, tapling and costs. We can then define the following outputs expected from the vendorsOperational systemsDocumentationManagement teachCommunicationSupportReduced costsExpertiseAssetsWhen we have the supra outputs, we can define the following acceptance criteriaThe quality of the service in term of functionality, usability, performance, reliability and availablenessThe implementation and operational planThe quality of the supportCapability for future enhancements in line with business expansionQualification of vendortechnical capacityability to meet objectivesfinancial stabilityquality systemIn additional, an evaluation of the following should be performedAssess the managerial proposalDesired working relationshipsDepth and frequency of liaison, meeting, reportsDealing with duplicateordinary itemsLocation of offi ces and servicesResources/commitment required of clientConfidentialityAssess scathe and conditionownership of hardware and software nourishment of customer supplied equipmentprotection of customers and vendor proprietary informationWarranty stopoverEscrow arrangementAssess the technical proposalcompleteness of proposaldemonstration of capabilities or products conformation to requirement (performance and quality)demonstration of degree of understating of problems and applicability of solutiontechnical strategy maturity applicability and compatibilityAssess the financial proposalassess method of paymentE.g., fixed price, by usage of resource, shared savings, revenue itIdentify Total costsIdentify cost payment order of businessOther factors in assessing proposalThe vendorThe company industry specification, hang back scriptLength of time in businessLength of time with local presenceStandard qualification (ISO 90000, etc)Size, ownership, financial position / break-dance up capita l etc.Staff assignedCV, security headroom (if appropriate)Experience, is who you see who you will get?Any other commitmentsReferences (other customers) earlier suffer with contractorsDoes contractors representative come across as direct or straightforward forward?interest in your businessIn addition, we can valuate evaluation criteria of each vendor by aiming to score vendors against each other. For exampleAttached weights to eachCriteriaWeightProposed Functionality6show Services5Previous Experience3cost5We can give each vendor a score of 1-10 for each criterion and take in total weighted score = sum (weighted scores)CriteriaWeightVendor 1Vendor 2Score heavy ScoreScoreWeighted ScoreProposed Functionality6848742Demonstrated Services5420525Previous Experience4624416Costs5525525Total117108The vendor with the highest score is usually the preferred partner.Service Level Agreement (SLA) developmentAn SLA defines the boundaries of the project in terms of the functions and services tha t the service provider will provide, the volume of work that will be accepted and delivered, and acceptance criteria for reactivity and the quality of deliverables. A well-defined and well crafted SLA should set expectations for parties, including the incentives, rewards and penalties applicable to the outsourcing agreement and its results.To ensure the provision of reliable services from the service provider, an SLA should specify client and the providers accountabilities in the outsourcing relationship. These includeClient role The organisation needs to feature its role in the outsourcing relationship. This extends beyond providing its requirements because it details what the provider can expect from the client organisation. For example, the organisation may need to advise the provider about the process, keep them informed about the vision of the project, provide any make software it needs, or help it acquire and maintain infrastructureThe terms of service This should include the cost and duration of the contract, and a time pen for deliverables. The terms should be realistic and measurable, based on the organisations requirements. It need to particularise any context-sensitive terms, such as a roadmap for release dates, an hourly flush rate, any ceilings on billing rates, and conditions for payments.Delivery measurements This should detail how the providers service is measured, and any performance bonuses payable if metrics are exceeded. The organisation needs to specify who is in charge of completing the metrics, who reviews status reports, and how any conflicts in the measurements are to be mediated or arbitrated. For example, we should set metrics for service reliability, availability and response times for proceeding and any service incidents such as server failure.Reliability = Uptime / DowntimeThe system shall not suffer a downtime great than 15 minutes during continuous 24 hours operationDowntime = Operational down time + Waiting time + Inve stigation time + Recovery timeAvailability = Uptime / (Uptime + Downtime + Maintenance time)The system shall be 99% available during rule working hours (0700 1900)PerformanceResponse time95% of all online enquiries will be serviced within 5 secondsAverage response time to online enquiries shall be 4 secondsNo enquiry shall suffer a response time 10 secondsThroughputThe system will handle a maximum of 100,000 transactions per dayStorageThe system must currently store 1 million customer records and provision must be made for an ontogenesis in records of 5% per annumDelivery and OutputThe following reports will be delivered daily at 0800Penalty articles This should include the price and penalties of non-compliance in the SLA. This should clearly define the expectations in the relationship and helps establish remedial processes to resolve any compliance disputes and ensure uninterrupted service. We can dictate a fee reduction, corrective action or payable compensation for any inju rys or damages to the organisation reputation or service quality delinquent to non-delivery. For exampleA Defect is any non-conforming performance that occurs during a day.A Level one defect is any defect that lasts for more than 2 hours but less than 24 hoursA Level two defect is any defect that lasts for more than 24 hoursA Level third defect is any defect that occurs more than once during any seven-day outcomeA Level four defect is any defect that occurs more than once during any thirty-day periodPenaltiesFor each Level one defect, service provider will grant the client a credit of $ m against the provider feesFor each Level two defect, service provider will grant the client a credit of $5000 against the provider feesExit clause The organisation may need to terminate an outsourcing relationship due to non-performance, misdemeanor of the SLA like Termination for cause, or to reintegrate the outsourced processes into its in-house operations due to mergers or acquisition Termi nation for convenience. These instances and related activities need to be stipulated in an eliminate clause to ensure both parties understand how and when the outsourcing relationship can end. For example, the organisation stipulates that the contract automatically terminates after six months or if a contact violation occurs.Flexibility SLA should be flexible enough so that any changes or modifys either internal or market-related can be slow added to the contract. It is recommended that SLA be reviewed every six month depending on service position and its occurrence of poor performance and duration of the contract itself. However, this should not knock off the benefits accruing to either party. For example, if a project is scaled upwards to accommodate extra transactions, the metrics for measuring service deliverables need to change.When setting an SLA, we need to gestate the organisation and service provider existing infrastructure, including expertise, employees, and tech nology. It is useless setting up an SLA that details commitments that cannot be fulfilled due to limited infrastructure.A typical SLA should be as long as it must be and as short as it can be. SLA of 10 to 50 pages are not unusual. The longer it is, the more important it is to focus on structure, clarity and legibilityContract DevelopmentBuilding flexible in an outsourcing contract is important to ensure the success of an outsourcing arrange. Today market is moving fast and ever-changing fast. Many IS outsourcing deals seem to be obsolete as soon as they are signed. Business strategy changes, market environment changes, technology changes, law, rules and restrictive changes could affect scope of services which means that outsourcing objectives no longer aline to the business goals to achieve the desired outcomes that they were set to achieve. Flexibilities need to be construct during planning stop, contract stage and post contract management stage to meet any of the above chang es.Planning StageSelecting the right vendor with culture that reflects its business philosophy is important sooner of evaluating merely on price and capability. The selection process should involve due diligence regarding the vendors record and attitudes toward rigidity, structure, adaptation, bureaucracy, change and, most importantly, the vendor attitudes toward creating customer value. Choosing the right vendor by forming a strategic alliance promotes the spirit of teams whereby both share relevant risk and rewards would enable contracting parties to be flexible in acquire over those bumps along the path.Contracting StageContracts are made to allocate risks. Typical contracts allocate known risks and provide some opportunity to each party to obtain a commercially reasonable outcome for risks that are unlikely but nonetheless possibleThe first is a change in the scope of services. This will likely affect staffing commitments, technology investment, price and service level commit ments, among other things. In defining the scope of promise services, the customer should establish a method for integrating the vendors services into the customers other service infrastructures, both internal and external, both current and planned.In the contracting stage, provision for flexibility should be catered for changes in the business environment within organisation. As mentioned, with rapid globalisation, change is a constant to the business. Such change could result in a drastic increase or crepuscle in provider services. The contract should contemplate the impact on set and service level commitments in the face of such dramatic changes. The pricing schedules should reflect a band of services at varying, foreseeable levels in order to facilitate financial planning for both parties. At the out limit, unbundled and transparent pricing, particularly for commodity-type services should be considered. Pricing algorithms and strategies should be canvass separately, since p ricing flexibility reflects a constellation of business terms.Next are changes in the legal environment. Laws, rules and regulations change, often unpredictably. A contract that did not foresee such changes must be construed to allocate the cost of compliance with such new directives and compliance. Accordingly, contracts should require the vendor to comply with changes in the laws, and costs of compliance should be addressed. Otherwise, the vendor would be exculpated from having to comply by careen that an act of state, act of God or other force majeure exonerates the vendors non-compliance.The vendor should assume certain(a) predictable risks of technology changes. With rapid technological update and changes, both parties may predict and contractually agree on certain technology refreshment cycles beyond a certain threshold like three to five years where both sides must provide contractual leeway to benefit from such changes without incurring material adverse consequences if tho se changes should radically alter the contractual balance.Additionally, organisations are moving towards the concepts such as business process management (BPM). BPM allows an organisation to continually make adjustments to its business processes as it evolves and learns. A vendor should embrace this type of concept and allow flexibility into its processes. Furthermore, using best practices such as Service lie Architecture could also aid in flexibility.Business operational environment and CultureStaff roles and responsibilities in transitionStaff or stakeholders involved in the transition process and knowledge transfer would include Ideas team, Policy-level team, Assessment team, and Implementation and transition team as mentioned Staff roles and responsibilities in RFP process who roles and responsibilities are clearly defined. In addition, the teams should consist of members from both the client and service provider organisation.Culture and resistance to changeThe culture of each organisation in an outsourcing relationship helps to determine its flexibility. Change typically involves stress because it requires that hoi polloi adjust to new roles, process and responsibilities. An organisation culture helps to determine the level of stress ca employ by change, and whether this stress inspires resent or commitment.An organisation culture can help to determineIts approach to the value of the relationship and to structure the relationship over time with the providerIts openness to changeThe extend to which employees share a common vision and can work unitedlyOne of the crucial factors to successful outsourcing is a smooth transition. The transition cast involves multiple stakeholders and a number of dynamics paradigms that outsourcing brings to an organisation impacts all clients stakeholders employees, users, and support groups. Many employees will be concerned about the implication of this change to their jobs and to their futures. For some employees, a cl ear understanding of the required changes and their rationale will foster immediate buy-in and support. Other employees will express their concern by asking questions, challenging rationales, and finding holes in the implementation plan and process. Other employees may resist the change by either avoiding involvement or causing real or potential disruption.Understanding the stages of ResistanceA key step in a smooth transition is to understand the three stages of behavioural patterns as it relates to organizational resistance. The three basic stages that have been identified by organizational management professionals are Holding On, allow Go, and travel On.Holding On is the initial the resistance to change that occurs when individuals hold on to that with which they are most familiar and comfortable. Many users are used to getting served in a particular way from a team. in that location is mutual trust as well as fear of the unknown. In the case of outsourcing, their team may now be thousands of miles away instead of just down the floor. This naturally causes concerns such as How do I know what my team is doing offshore? How do I speak to my team during my workday? Where is everybody? Signs of this stage include forgetting to attend meetings about the change, coming into work late or an increase in employees calling in sick, or when people become irritable or withdrawn from others with whom they have previously had good working relations.Letting Go is the second phase individuals typically experience when confronted with change. You may start hearing people say things like it just might work if management will let it happen. I will do it once I see others do it without any backlash. It might work somewhere else, but I dont know how it would work here. Letting Go is visible when people start attending meetings and either do not contribute or take opposing perspectives or when individuals question the issues associated with the change and start challenging t hinking. They begin spending more of their personal time discussing how it might just work if onlyMoving On is the third phase. At this stage, we can hear comments like When am I going to learn how to do this? How can I get this going already? This isnt so bad after all. Moving On is visible when individuals spend time planning how to make things wo