CONTANT S

QUESTION 1 QUESTION 2 QUESTION 3 QUESTION 4 QUESTION 5

..Page No 2,3 Page No 4,5 .Page No 6 .Page No 7, 8 .Page No 9, 10

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Question 1 Recognition and rewards A work force is kept happy and motivated in a number of different ways. Recognition and appreciation, two key components to employee motivation, can be expressed through programs that recognize an employee of the month or a top salesperson, or by implementing a wall of fame that boasts customer feedback and testimonials. People want to be proud of what they do and be recognized for a job well done. Employees whose overall performance is satisfactory should be made aware. It is easier for employees to accept feedback for improvement if they know the company is pleased with their job performance and wants to help them raise the bar to do their job even better. Recognition reinforces employees accomplishments and helps ensure there will be more of them to come. Recognition is a fundamental human need. Proper recognition of top performers encourages others to do their best, thereby creating a competitive environment within the company. A little friendly competition is a good thing. Respect Respect is another key component to a happy work environment. Employees who feel respected for who they are, what they know and how they perform their jobs will be happier and more productive. Respect is important not only between the employer and employees but also among employees, peer to peer. This is where teamwork and camaraderie come into the picture. Most work requires a team effort in order to be done most effectively. Employees get a motivational boost from working in teams. Those who feel respected by their employers as well as their peers will not only be proud of their jobs and their achievements, they also will be proud of the company they are representing. Remember, you are only as good as the people you work with. If people dont feel appreciated, they wont work hard. If they dont feel trusted, they wont overachieve. Its that simple.

Communication The importance of communication and having an open-door management style might sound clich, but every employer should have a policy that encourages employees to ask questions, ask for advice, or communicate problems and ideas. Ideas rule the world! Some of the best ideas come from the people in the trenches providing an opportunity to share ideas creates a sense of ownership and pride with employees. Companies that recognize, nurture and execute great ideas will be successful. Technology continually offers new ways to efficiently communicate with employees through email, employee Intranets, PDAs, etc. While modern technology offers convenience, it is important to maintain personal communication and not lose sight of face-to-face interaction

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within the workplace. There is much to be gained by the humanness of a verbal please and thank you.

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Question 2 Positive Environment A critical internal force that influences employee behavior is the actions of colleagues. Companies that can effectively build an internal culture that is based on mutual respect, teamwork and support will notice increased productivity and a sharper focus on service to customers. Technology Technology is a significant factor that can have both positive and disruptive influences on employee behavior. While technology can often help streamline processes and make work easier for employees, learning how to use new technology while remaining productive can be stressful. Factor in the rapid advent of technology, in general, and employers seem to be faced with an almost ongoing need for new training, process improvement and documentation. Organizational Culture The overall culture of a company impacts how employees conduct themselves with co-workers, customers and suppliers. More than just a work environment, organizational culture includes management's attitudes towards employees, company growth plans and autonomy/empowerment given to employees. "Tone at the top" is often used to describe the organizational culture of a company. A positive tone can help employees be more productive and happy. A negative tone can lead to employee dissatisfaction, absences and even theft or vandalism Reputation of Company Employees' perceptions of how their company is viewed by the local community can impact behavior. If an employee is aware that her company is considered to be underhanded or cheap, her actions may also be that way. It is a case of living up to expectations. However, if a company is seen as a pillar of the community with lots of goodwill, employees are more likely to exhibit similar behavior because customers and suppliers expect that from them. Competition in Industry The degree of competitiveness in an industry can impact the ethics of both management and employees, especially in situations where compensation is based on revenues. In a highly competitive environment, ethical behavior towards customers and suppliers may slip downward as employees scramble to bring in more work. In a stable industry where attracting new
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customers is not an issue, employees are not motivated to lay their internal ethics aside to chase money.

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Question 3 Four approaches of management implemented by the organization are: y Setting goals: this is ability to drive there company or it is a planning strategies on which the company might have proper management, which makes it easier for the employees on the organization to be sure and be able to know what exactly there supposed to do in the organization.

Monitoring an employees achievement of those goals: with proper monetary it enables effectiveness on the achievement of setting goals, so manager have less work but more productivity in the organization this leads to customers satisfaction if it is done effectively.

Sharing feedback with the employees: this is bring the organization into more appropriate position thus knowing there weakness and how to improve them , employees being involved on decision making, it makes the employees motivated thus having a chance to make a decision.

Evaluating the employees performance, rewarding the employees performance or firing employee. - this is more on improving the working environment for the employees so that they can be more production at less cost,

However, performance management applies to teams and organizations, as well.

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Question 4 The job duties and responsibilities of a security or safety officer are not the same as a peace officer or police officer. Instead, security guards are in the prevention business. It is their job to act as a deterrent to crime, to watch for impending danger and to report crimes they may encounter. Visibility Security or safety officer should remain visible as a deterrent to criminals. Thefts, damage and injuries can be thwarted when the perpetrators see a security guard.

Alert Security or safety officer must remain alert to watch for abnormal activity or hear any unusual sounds.

Record Instead of rushing into a dangerous situation, security or safety officer are required to record events, take down license plate numbers and remember features to report the findings to the authorities.

Report Security or safety officer should have access to a phone or radio to report suspicious activity or crimes in progress.

The skills

Motivating, developing, and directing people as they work, identifying the best people for the job. Communicating effectively in writing as appropriate for the needs of the audience.

y y

Talking to others to convey information effectively. Understanding written sentences and paragraphs in work related documents.

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y y

Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.

y y

Using mathematics to solve problems. Adjusting actions in relation to others' actions.

Being aware of others' reactions and understanding why they react as they do.

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Question 5

Relationship between organizational structure and organization culture is organizational culture is more of a larger picture, a more general term that refers to a large umbrella of smaller topics and issues within an organization. The structure refers to the infrastructure, and the various methods and practices within that infrastructure, that helps an organizational culture run with the efficiency and consistency that should be the hallmark of any healthy organizational structure, whether it is in a corporation, sports team, or any other set up that is large enough to create its own organizational culture. This makes the structure an integral part of any organizational culture, but also narrows out a very specific segment of the culture as its own responsibility. Organizational structure will deal primarily with the set up of the culture. How management works, which specific responsibilities supervisors have, how a complaint is passed through the ranks-these are all issues within the organizational culture that are directly tied to how an organizational structure works. The structure is not limited to those three examples, but it would certainly include all of them. Another common way to describe how structure works is to say that organizational structure is the way in which the interrelated groups within an organization are set up to allow them to function smoothly from a larger standpoint. The two main purposes of a successful organizational structure is to ensure effective communication between various parts of the company, as well as to increase coordination between different departments. Some theorists have even broken down the concept of organizational structure into several categories to describe the phases which businesses go through as they grow in size and scope. The first is the pre-bureaucratic structure, which is mainly known for lacking a structure that standardizes tasks. This set up is great for small businesses, and ones that don't have many repeat scenarios, and therefore have to be adaptive. As you can see, the relationship between organizational culture and organizational structure can be hard to tell apart, but in a fully healthy culture that is exactly what should be expected when all is functioning normally.

The effect toward company business performance

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Organizational culture consists of shared beliefs and values established by the organizations leaders and then communicated and reinforced through various methods, ultimately shaping employee perceptions, behaviors and understanding. Simply speaking, a companys structure and design can be viewed as its body, and its culture as its soul. Because industries and situations vary significantly, it would be difficult and risky to propose there is a one size fits all culture template that meets the needs of all organizations. Nonetheless, research does propose that if an organizations culture is to improve its overall performance and effectiveness, its culture must be strong and provide a strategic competitive advantage and its beliefs and values must be widely shared and firmly upheld. Arguably, an organization that develops and maintains a strong organizational culture can certainly realize many benefits such as: Enhanced mutual trust and cooperation. Fewer disagreements and more efficient decision-making processes. An informal control mechanism. Facilitation of open communication. A strong sense of identification. A shared understanding. Assisting employees in making sense of their behaviors by providing justification for

behaviors.

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