Human Resource Issues in India, China, Brazil, and Nigeria Essay

Human Resource Issues in India, China, Brazil, and Nigeria - Essay Example The paper tells that in all the four countries that were analyzed, the labor market is large, and an opportunity for the company to expand its business. The transition to recent models of human resources is a key strength to the nations and this will influence positively to the company. Culture is a big threat to the establishment of the company, and this is because of the sensitivity of the issues being addressed. One weakness of these nations is the high turnover as witnessed in India. It is recommended that the company take advantage of the large labor market. However, it should be aware of the existing cultural and political issues in these nations. These issues pose a serious challenge to the establishment and growth of the company. Human resources are regarded as the most crucial asset of any organization; however, not all organizations are capable of fully harnessing its potential. The human resource system is defined as a set of individual but interrelated processes, activiti es, and functions that are aimed at maintaining, developing or attracting a company’s human resources. In order to enhance operational performance, there is the need to equally manage the system in both manufacturing and service organizations. Innovative manufacturing practices and sophisticated technologies do very little to improve operational performance unless the essential HRM (human resource management) practices are in place to create a constant socio-technical system. Therefore, there is a need for organizations to assess their existing practices in HRM and amend if needed in such a way that employees can efficiently contribute to the improvement of operational performance. There has been a considerable shift towards appreciating human resources in the Indian organizations. This is because they have become strategy driven instead of the status quo, which is instigated by culture.

MPM IP3 Essay Example | Topics and Well Written Essays - 750 words

MPM IP3 - Essay Example This paper tries to explain the roles and importance of WBS to any project tasks in the organization as well as identifying the purpose of the roles, the responsibilities of the roles, the reporting relationship of the roles, skills, qualifications, and experiences required (Haugan, 2002). Project teams are groups of people who are responsible for a proper planning and execution of the project. Project teams consist of the project manager, and a number of members of the project team, they are brought to deliver the tasks assigned for them in considerate to the scheduled project. The project manager is one who is responsible in making sure that the projects or tasks allocated are completed by the project team. He develops a project plan with teams and manages team’s performance of the project tasks. The key responsibility of a project manager is to secure an acceptance plus the approvals of the deliverables from the project sponsor as well as stakeholders. The project manager is also responsible for status reporting, for communication and risk management, and makes sure that projects are delivered at the correct time. There are some larger projects, which require project team members who may act as Team leads. Team leads provides tasks, and other technical leadership they sometimes maintains apportion of a project plan. The other project team member is the executive sponsor who is a manager and demonstrates the interest in out coming of the project; he is also responsible for securing as well as resources for project. Actually, an executive sponsor is the highest-ranking manager in project plan. The executive sponsor has the responsibility of providing support to the project, and has gotten the final approval of the scope changes as well as, signing off the approvals of succeeding the project phase. He may also elect delegates, which are above the responsibility to project Director. Other project

Physical acitvity experiences Essay Example | Topics and Well Written Essays - 750 words

Physical acitvity experiences - Essay Example It is important for humans to engage in physical activity as early as possible because it is how we can each reach our end goal as human beings. My own physical experience from my childhood that clearly demonstrates this principle of Hoffman could be traced back into my childhood. Ever since I was a child, I yearned to be able to crawl, to walk, and to run so I can eventually play with other kids. With doing simple physical activities such as crawling, walking, or running, I was able to not only fully develop my ability to crawl, walk, and run but also equipped me to be prepared for what my teenage years had in store for me. It was during my teenage years that I started to see the inclinations I had as an individual. With this said, another of Hoffman’s points out that our ability to move is innate but with practice, we can gain control over our physical movements which is the ingredient for excellence (Hoffman,2009, p.71). Relating it to the physical experience I had during m y teenage years, I remembered wanting to be drafted in our school’s basketball team despite my lanky body and average height. However, despite these limitations, I strived to go beyond what’s possible by practicing basketball every after class, even if it entails playing on my own. This daily physical activity became a habit of mine that worked wonders. Eventually I developed the skill for basketball that got me drafted after my third attempt for try outs. This is indeed a clear demonstration of Hoffman’s principle of the importance of practice not only physically but also to develop a mental ability to control our physical movements to achieve an end goal. Another of Hoffman’s principle relating to the importance of physical experience would be the factors that influence the performance of a person which includes societal and environmental factors, pertaining to one’s family, friends, and internal/external circumstances that directly affects oneâ €™s motivation to do things (Hoffman,2009, p.72). Majority of the activities we do are either motivated by opportunities and encouragement or diminished by barriers. Relating this principle of Hoffman to my own physical planned experience I had back in college, would be the time when I wanted to sacrifice one school year of being a regular student, just to be able to finally move up to my goal of playing basketball professionally which required players to do at least 8 hours of practice per day - an obviously unfeasible goal for a regular college student. Though my parents were supportive with my daily practice after school, they were not agreeable to totally skipping a year of school to become a professional basketball player & our funds also did not allow my dream to be realized. With this said, my planned physical experience which is to be the best at playing basketball was greatly affected by the encouragement, motivation, and financial support that was available to me. Inde ed, we are all given in-born and developed abilities to learn through perception and cognition, putting it into good use through the ability to do complex physical activities directed to a certain goal. Though this ability of ours to perform

Music of world culture Term Paper Example | Topics and Well Written Essays - 2000 words

Music of world culture - Term Paper Example Moreover, they were sung by neighbors and the communities, when there were major events (Dzuris 331). In explaining folk music, I have not found an accepted definition, but this does not mean that it does not have a definition, but it ranges with the understanding of the subject. Folk music can be described as the music for and of the people, a nation, a community, or a subculture that carries messages with specific meaning regarding the people’s life and experiences (Dunaway and Beer 7-10). Music in the Western World In reference to the North America, folk music has been there before the arrival of the immigrant from Europe and later from Africa. The European immigrant brought with them ballads and other acoustic instruments. Folk music has been practiced for centuries, was, and is still referred to as the music of the masses. In the 17th century, most of the people in Europe were peasants, and folk songs transferred stories of event through oral narration. By this time, fo lk music was rarely performed musically. There composition was of simple form and represented the identity of the poorer in the communities (Dunaway and Beer 7- 17). In the period when Christianity movement started in Europe, folk music was at the centre stage of the expansion of the religion. It was highly associated with heathenism due its singing styles. Thereafter, folk music became more popular in society in sensitizing the masses in the start of the romantic period. People like Haydn, Beethoven, and Tchaikovsky identified themselves with folk music. During this time, there were no cities and people lived in villages and urban communities. And with these settings, folk songs were recognized as a treasure and people identified themselves with the different styles of folk music. Each political beliefs, ethnicity, race, and religion had identified itself with specific style of folk song. Therefore, folk music played an important role in passing on the culture and the history of a particular community or country from one generation another. By the end of 19th century, folk songs had become unpopular in Western Europe and later in Eastern Europe and North America, during this time only the older individuals knew and sung folk songs. Still in the century, cities were established and people were moving from the rural areas to urban cities and this resulted to diminishing of the folk traditional music. Nevertheless, urban folklorists stimulated by a person known as Thomas Percy a British, Johann Gottfried, a German and an American by the name Francis James collected and later published volumes where they emphases on the different age of the folk songs and their meaning in the society. However, there work did not save the diminishing trend of folk songs and the music had little attention by this time. In 1899, Cecil Sharp an English scholar toured various communities in Britain collecting folk songs. He later established a society to preserve the songs, dances and other traditions of communities at that time (Dunaway and Beer 17-23). In the late 19th century, the documentation of folk songs started and more of the songs were recorded on a wax cylinder, and folk songs and other traditions were consolidated and shared far and wide as opposed to being confined within the borders of a community. Later in the same period, some new tradition begun to emerge in the urban districts where the

Web Services Coursework Example | Topics and Well Written Essays - 750 words

Web Services - Coursework Example Every operation in the TIDL interface contains additional parameters for transmission and reception of transactional data. A commit operation is either an ‘all’ or a ‘nothing’ affair. When a string of operations in a transaction fail to completed, a rollback must restore the system back to its pre-transaction state. To ensure rollback, a typical system logs every operation that takes place within the scope of a transaction, including the commit operation. A recovery or transaction manager uses these log records to redo or undo partly completed transactions when there is an exception scenario. When a transaction includes a number of distributed resources, for instance, a database server hosted on two different networks, the commit process will involve operations spanning two different systems. Here, each system will have its own log records and system manager. RPC is one of the first technologies to be used in the area of distributed computing. For an RPC call to be made, both the client and the server need to have stubs (client-side programs) for the remote service. The stubs are generated using Interface definition language (IDL). During an RPC, the arguments that the client sends across a network undergo marshalling and un-marshalling at the client and the server side respectively. The calls are synchronous. CORBA again is a technology used for objects to communicate in a distributed computing. The similarity between CORBA and RPC ends here because of the difference in the way CORBA works. In addition to a server and client, CORBA applications consist of an ORB (Object request broker). This ORB is responsible for mapping the client and server which will perform the request initiated by the client. The ORB marshals the arguments and routes the call over a network to the target objects ORB. The ORB has many more features such as objects look

Sweatshop Oppression - Ravisankar 2 Essay Example | Topics and Well Written Essays - 500 words

Sweatshop Oppression - Ravisankar 2 - Essay Example The students can use the university to give an ultimatum to these companies to change the poor working conditions or the universities will stop buying from them. Losing the huge client base that universities offer these companies is a huge risk that the companies may not be willing to take. They may thus consider revising the work condition and allow workers their rights and freedom to form unions.USAS and other human rights group, labor rights activists and student protests can have an impact on the poor working conditions in foreign companies by approaching supply chain distributors such as Nike, Adidas, Champion and Gap that buy clothes from oppressive companies. The students can appeal to the distribution companies to speak against exploitation of labor and advocate for a change in working conditions. Companies such as Nike and Adidas supply clothes meant for young students in universities. Working with the students to end oppression at work place is a good way to build their bra nd image. Therefore, students can convince these companies to approach their suppliers and advocate for a safer working environment for their workers (Ravisanker Rajeev 87). Failure to this, the students may threaten to stop buying clothes from the distributor, who in turn will stop buying from the suppliers. In addition, students groups can influence other students to stop buying clothes from any business that is associated with the oppressive cloth manufacturers until the working conditions are improved.

People Attitude Towards Work Essay Example for Free

People Attitude Towards Work Essay Peoples attitude to work varies a lot i.e. in relation to the individuals personal experience and their overall perception of others (employers, colleagues) and how they are actually perceived by other people. As emphasized by various key theorists (e.g. Frederick Taylor, Maslow, Douglas McGregor etc.) discussed in Behaviour At Work element 11.1, we (people) make assumption about other people based on our own experience in that, it is a way of making sense of relating to others. We each set ourselves certain standards and expect other people to adhere to them, even though they may not share our views and have different standards for themselves. Motivation is both individual and complex and there is a difference between what motivates people to perform above average and what leads to below average performance. Douglas McGregor emphasized that managers make either theory X or Y assumptions about the way others behave. Theory X assumption includes; * an average human being inherently dislikes work and will avoid it if possible hence, these types of people must be coerced, controlled, directed or even threatened with punishment to get them to put in adequate effort at work. * an average person prefers to be directed, wishes to avoid responsibility, has relatively little ambition and wants security above any other thing. Theory Y assumptions on the other hand stresses that; * people do not inherently dislike work and that the conditions of work reflects peoples satisfaction * people will generally exercise self direction and self control in pursuit of the objective to which they are committed * people mostly learn under proper conditions, not only to accept but to seek responsibility * people are not being used by organisations to their full potential * in order to obtain commitment from employees rewards should fulfill an individuals self actualization needs Choosing either Theory X or Y has an overall effect on people, be it positive or negative i.e. there will be a tendency within an organisation for people to respond to the way they are managed thus, if employees feel that they are not being trusted, this may result in them behaving in a less trustworthy way. PEOPLES ATTITUDE TOWARDS WORK (CONT.) Conclusion: Due to the fact that there is a range of reasons why people behave differently in work situations, hence, it is unrealistic to make generalized assumption about individuals attitude to work i.e. reasons for performing better or worse than average. Behaviour of each group is most likely to be unpredictable e.g. in the case of our Young business enterprise, GNVQ group A unlike group B spent a lot of time meeting despite the fact that there was conflict between individuals, thus we all had to put personal problems aside in order to achieve the same common goal which alternatively reflects on the successful trading carried out via high level of cooperation. Peoples attitude in a particular organisation can be measured by implementing techniques such as; * Preparation of questionnaires which is distributed to a certain number of selected individuals in a particular organisation. (Ref. example of questionnaire which may be used by organisations appendix 1) * Face-to-face interviews this refers to actually forming a one to one communication strategy which deals specifically with obtaining necessary information on employees general attitude towards their work and what motivates them to work harder and effectively. Face-to-face interviews are mainly used to obtain a direct response from the people affected by each policy thus, generating a more realistic subjective view of the employees involved as opposed to making an assumption. Some of the questions which can be included while carrying out an interview are as follows; (1) Can you describe any job you have held where you were faced with problems and pressures which tested your ability to cope? (2) Can you give me an example of a time when you had to conform to a policy with which you did not agree? (3) What stimulates you in your work and how does this motivate you? (4) Would you be willing to work in a position where you are expected to make decisions and how will you conduct yourself? (5) How do you feel about the way you are managed by your superior and what will contribute to you working even better? * Surveys surveys takes different forms depending on the level of workers which are being examined. It can also be seen as a combination of the methods mentioned above i.e. in generating more response so as to obtain an overall result i.e. a more factual information regarding employees, which can obviously be relied on. (Ref. Example of a personnel performance indicator which can be used in highlighting peoples attitude to work appendix 2) (Appendix 1) Questionnaire (1) Would you consider yourself satisfied with the level of responsibility your job involves? Yes[] No[] (2) What motivates you to work? Money[] Promotion[] Job security[] Other . (3) How would you describe you working condition? V. good[] Good[] Average[] Below average[] (4) Do you like working as a group[] ; individually[] ; or both [] (5) Would you like to be included in decision making or quality circle? Yes[] No[] Dont know[] (6) What do you enjoy most in doing your job? .. (7) Have you had any complaint in relation to your level of participation in your job? Yes[] No[] If yes, how do you view this .. (8) How well do you deal with criticism? V. well[] Average [] Below average[] (9) Does criticism affect your overall performance? Yes[] No[] (10) Would you consider yourself Highly motivated[] Easily motivated[] Not easily motivated[] Dont know[] FACTORS AFFECTING MOTIVATION Peoples level of motivation is affected by certain issues, which may lead to an extensive breakdown in communication within an organisation due to lack of cooperation between employees and employees or employees and employers. These factors includes; * Hierarchy of needs this inter relates to Maslows theory of human behaviour i.e. that individuals have five level of needs which they sought to satisfy. The human needs as established by Maslow states that the lowest of our needs include the basic physiological need for food, drink and shelter, once it is satisfied, individuals then needs to protect himself/herself against danger, threat and deprivation thereafter the levels of needs rise through social needs, need for self esteem and status to the need for self actualization. This affects motivation on an individual basis i.e. an individual may focus on each step before actually moving towards self actualization thus, if he/she is not completely satisfy on any of the stages the person tends to struggle a lot in working to his/her best ability this may not be the case for lots of other people. Maslows Hierarchy of Needs Self actualization (the need to do the work we like) Esteem (the need to feel worthy and respected) Social needs (the need to be liked/loved and to be a member of a given group) Security (the need to feel safe and secure) Survival (the need to stay alive, to eat, to drink, sleep and reproduce) FACTORS AFFECTING MOTIVATION (CONT.) * Job Satisfaction this affects the way in which people feel about their work in terms of achievement or recognition from others, the work involved, level of responsibility, opportunities for advancement, company policy and administration, supervisions, salary, interpersonal relations and working conditions. In the case where these are not dealt with in a constructive manner, it may give rise to a high level of dissatisfaction at work which may in turn lead to persistent lateness or absenteeism, below average performance and real or imagined illness on the part of workers i.e. due to a downfall in level of motivation. * Challenge if the work involved is not challenging enough for certain employees, it may lead to low staff morale that is, workers may not feel the need to give the job their absolute best. On the other hand, if the job is too broad compared to a relatively low number of employees, it may also have the same negative effect in motivating the workers. * Motivators such as: reward, training, promotion etc. If these motivators lacks in an organisation, workers tend to feel that their needs are not being catered for, hence, developing a negative attitude towards employers which alternatively affect the level of work which is put into the organisation i.e. workers in this situation will only work because they feel the need to work not because they want to work. However, in order to get employees fully involved, various kinds of motivators e.g. shared ownership, cash bonuses etc. should be introduced to commend hard working employees thus, serving as a source of motivation in that people actually perform better when they are willing to work so as to meet a certain target rather than employers forcing work on them because they have to. * Career Development this proves vital in maintaining or improving the level of staff motivation in that, people like to think that their hard work will pay off well as opposed to go unrecognized thus, if there is an opportunity for career development, workers tend to perform well so as to develop their individual skills and at the same time climb up the management ladder. In a situation where it is the opposite, it may lead to a wide spread low morale amongst employees. * Level of Expectancy this may have an overall effect on an individuals attitude towards work i.e. in relation to the expectancy theory developed by Victor Vroom, for example, an individual may respond in a positive way to a high level of expectancy from employers while another employee of the same calibre breakdown under pressure thus, it all boils down to an individuals desire for something in relation to the persons estimation of how likely it can be achieved. MOTIVATORS APPROPRIATE FOR DIFFERENT TYPES OF INDIVIDUAL PERFORMANCE As established by Frederick Taylor (1947) what the workforce want from their employers beyond anything else is high wages and what employers want from their workforce most of all is low labour costs the existence or absence of these two elements forms the basis for either a good or bad management. The major factors which makes people feel satisfied with their job and motivates individuals to work effectively includes; high level of achievement, recognition, opportunities for advancement and responsibility as well as the actual content of the work which is being carried out. On the other hand, factors which affects employees adversely and which lead to high level of dissatisfaction with their individual tasks include negative company policy, low level of salary and benefits, interpersonal relations and the overall working conditions (as described earlier). The following motivators are required so as to encourage individuals to work harder thus, enhancing the workers individual performance; * Autonomy this refers to the amount of freedom and discretion an individual can exercise over a certain job, this gives the worker a higher level of responsibility providing that the person wants and can cope with the responsibility. This will boost an individuals self-reliance thus, being able to meet target more effectively. Although some people prefer jobs with low level of responsibility, this is often common when people have a highly complex and demanding life outside work. However they are not likely to be high achievers. * Praise workers generally feel the need to be praised for hard work hence, serving as a motivator in encouraging the particular worker to keep doing a specific task to his/her best ability. Praise actually has an overall effect on the quality and quantity of goods and services produced, so therefore it is vital for employers to recognize and commend a high quality work. MOTIVATORS APPROPRIATE FOR DIFFERENT TYPES OF INDIVIDUAL PERFORMANCE (CONT.) Delegating this motivates people to work harder in that, it also involves giving workers more responsibility for the tasks they carry out. Delegating is used in a situation where by the particular job holds certain responsibilities, but additional responsibility is giving through delegation, this may help in providing more time for more important tasks, thus, helping in increasing an individuals job satisfaction. Reluctant or poor delegation can be worse than no delegation at all, hence, this is why most employers tend to delegate trustworthy employees to carry out certain tasks. Delegation also helps in meeting target, improving cooperation between staff and employer, and improving the quality and quantity of work carried out. * Shared Ownership shared ownership schemes proves to be very successful in motivating workers in that, employees handle tasks more efficiently due to the fact that they also have a stake in the company hence, people tend to work very well if there is some kind of benefit to derive from their hard work on the long run. The introduction of shared ownership enhances general individual performance i.e. people tend to be self reliance thus, meeting targets, encouraging and maintaining good relationship with co-workers and employers which in turn helps in developing and delivering good quality of work (high standard) as well as improving the quantity of work achieved. * Quality Circle the implementation of quality circle serves as a motivator because it makes employees feel more involved in all the aspects of product development. Quality circle is usually set up to tackle a particular project where quality improvement is necessary therefore, making it easy to recognize each teams ability and alternatively rewarding individual teams for the level of work they put in improving the quality and the amount of goods actually produced. EFFECTS OF MOTIVATORS ON INDIVIDUAL PERFORMANCE In an event whereby employees needs are catered for promptly and effectively, organisations can benefit a great deal. For instance, in order for quality circles to be successful, quality improvement programmes needs full commitment from employees. The motivators discussed earlier helps in; * enhancing employees commitment to a particular organisation thus, being more reliable in performing tasks individually as well as part of a team. * boost loyalty the level of employees loyalty will be improved if they are being treated with respect they deserve e.g. if employees are offered shared ownership of an organisation as a reward for hard work, the employee will be willing to stay loyal for a long period in that, the employee will be obliged to support the particular organisations internal and external activities i.e. outside and within the organisation. On the whole, these motivators helps in providing opportunities for increased skills, flexible working and individual development. Motivators also provide social companionship and a sense of pride in the overall working relationship in regards to achievements derived from motivating workers in the correct manner. Further Analysis: GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION It is essential that the reward strategy adopted by employers fulfills employees needs i.e. if motivation to work is to be maintained or increased, it is necessary that an individual is convinced that by putting in extra effort at work, his/her performance will be improved and that the reward he/she values will be forthcoming. In order to gain employee cooperation, employers focus on motivating employees in various ways depending on the organisation involved, some of the methods used in achieving this are as follows; * Job Security by providing a secure job opportunity, workers will have the opportunity for career progression, therefore, they will feel motivated to work hard so as to get on. A major example of this relates to the Japanese economy that is, because employers often offer a job for life to potential individuals thus, they tend to expect a high degree of loyalty from their workers as well as commitment to work to the very best of their ability. * Merit Rating this refers to recognizing an individuals performance and selecting personal qualities which an organisation believes to be important and assessing these qualities hence, giving the organisation an overall idea on how to reward individual performance effectively. (Ref. Merit rating form appendix 3) * Appraisal this is also used to pin point performance, appraisal is needed for assessing the performance of an individual in discharging specific responsibilities and/or the potential performance of the individual in other roles. Appraisal often involves assessing both job performance and personality characteristics relevant to the particular job. Performance appraisal is an extension and development of merit rating, it may or may not be used as a basis for increase in salary (performance related pay). GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.) An example of appraisal of an employee may take the form below; Job Knowledge and Technical Ability Comments Exceptional Good Satisfactory Marginal Inadequate Energy and Application Comments Exceptional Good Satisfactory Marginal Inadequate Organizing Ability Comments Exceptional Good Satisfactory Marginal Inadequate Overall Assessment 1. Reserved for employees whose distinguished performance is clearly obvious to all. 2. Seasoned employees whose performance is noticeable better than satisfactory. 3. Satisfactory 4. Performance close to being satisfactory but needs further development. 5. Performance clearly below the accountability level required for a certain task or set of tasks (this may include newcomers). 6. Totally unsatisfactory (Ref. Performance Appraisal by: T.L . Whisler and S.F . Harper, research and practice by: Holt, Rinehart and Winston) GAINING EMPLOYEE COOPERATION THROUGH MOTIVATION (CONT.) * Incentive Schemes this may be used to gain cooperation due to the fact that it is a valuable motivator. Incentive schemes means the payment to employees of a regular bonus related to productivity, this is designed to encourage employees to cooperate with management in raising productivity and the overall performance of the organisation. This emphasizes the relationship between performance and payment, in that money remains a major motivator in enhancing growth in the level of work performed. * Management By Objectives this focuses on increasing workers performance by agreeing individual objectives with managers and measuring progress by the degree of attainment of the objectives i.e. management by objectives involves setting specific organizational objectives for a future time period. This is a mutual setting of objectives between each position holder and his/her supervisor and the use of the objectives as standards for evaluating the employees performance. MBOs are used in gaining cooperation in regards to employee and employer relationship that is, employees will respond a lot better to discussions rather than orders/commands. POTENTIAL BENEFITS REGARDING GOOD COOPERATION As established by Frank Herzberg (1968), increased job satisfaction will not always result in increased performance but nevertheless increasing the level of job satisfaction within an organisation has lots of advantages i.e. in relation to the organisation, the managers and each individual employee. Potential benefits Potential benefits to employees to management * more interesting work Through better Through increased * scope for development working methods motivation * more autonomy * companionship and team pride * share in any benefits to employers * better quality * reduced absence * lower turnover * more flexibility * higher productivity Potential organizational benefits * high level of commitment to the organisation * improved industrial relations climate * organisation growth This table lays emphasis on improving job design and work organisation to meet individual needs. (Ref. The effective manager, book 4, open university, 1990) POTENTIAL BENEFITS REGARDING GOOD COOPERATION (CONT.) Benefits which are derived from successful communication between employers and employees includes; Organizational Benefits: * In a situation whereby employees are satisfied with the work they perform as well as their working environment, employees tend to identify more closely with the actual organisation. * Employees who are committed to the organisation are likely to work harder towards organizational goals, seize opportunities, contribute new ideas and act as good public relations officers for their employer. * Effective communication within an organisation will also give rise to less chance of industrial disputes in that, employees will have little or no dissatisfaction and the organisation as a whole can therefore expect to survive competition and prosper. Management Benefits: * If workers are highly motivated, managers will be able to expect better quality performance. * The symptoms of dissatisfaction i.e. absenteeism and illness will be minimal or not present hence, the management will be able to discover that staff are willing and able to perform a range of tasks if their individual skills and abilities are fully developed. On the long run, this benefit will lead to improved productivity and better quality service. Individual Benefits: * If a person with certain skills and abilities finds his/her job suited to the qualities he/she possess, the work the individual participate in, will become more interesting and therefore less likely to produce stress or dissatisfaction. * A job which involves various source of motivation i.e. providing an individual with a scope for development, this will be encouraging to the individual, hence, the particular person will then be able to focus on opportunities for improvement and advancement. On the whole, the level of advantages of job satisfaction outweighs its disadvantages hence, in a situation whereby everybody works hand in hand with a view of a common interest i.e. putting aside personal differences, the organisation tend to survive on the long run the young business enterprise group A is a perfect example to qualify this statement. CONCLUSION: Motivation in Regards to Group Development In order for people to get along well enough as a group so as to be able to benefit the business as a whole, motivators such as praise, autonomy, giving ideas, feedback and so on was implemented in that, for us to achieve each group development stage effectively before moving to the next important stage, it is vital for each group member to deal with the tasks given to the best of his/her ability. * Praise this was used indirectly at regular intervals, so as to show an appreciation for a good level of effort put in by each group member. * Autonomy enough opportunity was given to each group member to work on certain tasks as an individual thus, giving the person overall responsibility without too much questioning. * Giving Ideas each group member was involved in the initial brainstorm for the product ideas as well as designs to be produced and each and every idea brought forward was welcomed and discussed in further depth hence, making each group member feel as part of the business which alternatively led to intense commitment. * Feedback people need to know whether they are performing their jobs satisfactorily, they need praise for doing things well and they need help and advice if they are not performing up to standard, this is achieved through feedback during business meetings. This is used to the advantage of the business venture, in that, people who are not pulling their weight (contributing) were told directly by group members to do so, thus, giving rise to people actually performing much better in some cases and no apparent change in other cases. On the whole, the level of motivational skills applied to the business venture proves to be effective for the individuals within the group as well as in the general group development.