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Module Eight: Controlling Performance and Operations

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Module Eight: Controlling Performance and Operations

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A Program Evaluation Review Technique is a diagram for CPM that represents tasks with an arrow diagram. When I read this definition I knew I needed to visually see what that means. This diagram shows how a PERT chart works and how it benefits having one.

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Module Eight: Controlling Performance and Operations

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Module Eight: Controlling Performance and Operations

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I came across this image when researching more about the types of control. I liked this diagram, because it shows the flow and direction feedback has in types of control. It helped me learn about input, transformation, and outputs. Then it has a nice description of each of them and showed me how I would implement them.

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Before this module I always thought leadership and management were the same thing. Now knowing they go together in both helping each other made me want to better understand leadership. The best way I could understand this was researching the leadership styles. This was the most important part of figuring what leadership was and how each individual decides to lead. It help me understand what I don't like in leaders and what I do. Not only that, but who I would like to be as a leader.

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(Last Updated On: January 28, 2018)

Leadership styles can be defined as a person's way of governing, directing, and motivating followers. Over the last 50 or so years, researchers have proposed a number of different leadership styles characterized by those in business, politics, technology, and other major fields. Psychologists have found that leadership styles can have an important impact on how well groups function. Leaders also help determine how successful the group is at achieving its goals and how motivated and committed followers are to the group and its goals.

Let's take a closer look at some of the major leadership styles that have been identified by different researchers.

Authoritarian Leadership Styles

Authoritarian leaders are also known as autocratic or dictatorial leaders.

This leadership style is characterized by:

Close supervision

Lack of input from followers

Complete control

Total authority

Solo decision-making

The authoritarian style was first described by psychologist Kurt Lewin in a study that identified three key styles of leadership. People with an authoritarian leadership style make decisions without consulting anyone else on the team.

This leadership style can be problematic when overused because it can come off as domineering and tyrannical. Team members may feel unappreciated, unmotivated, and uncommitted to the group because their input is never requested.

Are there situations where authoritarian leadership can be beneficial? One of the advantages of authoritarian leadership is that it leads to quick decision-making. This can be critical in situations where decisions need to be made quickly and under a lot of pressure. It can also be a good choice when the leader is the most knowledgeable and skilled person in the group.

Democratic Leadership Styles

The democratic leadership, or participative leadership, was another one Lewin's three styles of leadership.

This leadership style is characterized by:

Shared decision-making responsibilities

Social equality

Creativity

High engagement from group members

Leaders who exhibit this style are often described as honest, fair, creative, intelligent, and competent. This style of leadership can lead to a great deal of commitment from group members because they typically feel more input in the group's success and failure. It is important to remember that while democratic leaders accept and encourage team members to offer their ideas and contributions, the leader does retain the final say over all decisions.

This style of leadership is often identified as one of the "best" approaches to leading groups, but it is not necessarily appropriate for every situation. Some situations where the democratic style may be inappropriate include those where the group members are untrained or where decisions must be made on a tight deadline.

Laissez-Faire Leadership Styles

The laissez-faire style was another of the three styles observed and described by Lewin and his colleagues.

This style is characterized by:

Little direction from the leader

Lots of freedom for group members

Team members are responsible for making all decisions

Great deal of autonomy

Laissez-faire leaders are sometimes referred to as delegative leaders. Rather than attempt to direct and control the group, they instead hand over the responsibility of leading the group to the team members themselves.

The laissez-faire style can have both advantages and disadvantages, depending upon the characteristics of the situation and the group. When the members of the group are highly skilled and knowledgeable, letting them guide themselves can be a great strategy. In such cases, the leader can still offer support and advice when needed, but followers are mostly able to make their own choices.

This leadership style can be a poor choice in situations that require quick decision-making or where members of the group lack the skills to succeed. In such cases, team members may be left feeling unsure of what they should do. Such situations also lead to a lack of accountability, missed deadlines, and low commitment to the group.

Transactional Leadership Styles

Transactional leadership, also known as managerial leadership, is all about managing others using rewards and punishments. People with this leadership style tend to prefer a great deal of structure with clearly defined roles and expectations.

The transactional leadership style is characterized by:

Lots of instruction

Clear expectations

Clear goals

Inflexibility

Efficiency

Focused on following rules

Transactional leaders usually lay out their rules and expectations. Each member of the group is given clear directions about what they should be doing, how they should be doing it, and when it should be done. The focus of this style is on making sure that things are completed correctly, on time, and according to the rules.

Because it is centered on productivity, efficiency, and safety, this can be an effective style when used within an organizational structure. It can be stifling in settings where workers feel micro-managed. Because this style is so focused on extrinsic motivations, with rewards and bonuses offered for meeting or exceeding goals, followers may not develop much intrinsic motivation for their work.

Transformational Leadership Styles

Transformational leadership is characterized by high levels of motivation, inspiration, and commitment. People with this leadership style take charge of the group by presenting a clear vision of the outcome, display a great deal of passion for the work, and help group members feel inspired and committed to the goals.

People who have this leadership style are often described as:

Transformational leaders are not only highly creative; they also inspire creativity in others. They offer support and guidance in order to help each member of the team achieve their full potential. Team members look to the leader as a role model. Because of this, followers tend to internalize the ideals of the leader and strive to emulate these qualities.

Final Thoughts

There are many different leadership styles, but the best approach may depend on factors such as the characteristics of the situation and the group. There is no single leadership style that is best in each and every situation. In some cases, an authoritarian style may be more effective and productive. In other situations, a transformational leader may excel.

Learn more about your own leadership tendencies by taking our leadership style quiz.
References: Bass, B. M, (1985). Leadership and Performance, N.Y. Free Press. Bass, B. M. & Riggio, R. E. (2008). Transformational Leadership. Mahwah, New Jersey: Lawrence Erlbaum Associates, Inc. Schyns, B & Hansbrough, T. (2010). When Leadership Goes Wrong: Destructive Leadership, Mistakes, and Ethical Failures. Charlotte: NC.

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Leadership Styles: 5 Major Styles of Leadership - Explore Psychology

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(Last Updated On: January 28, 2018) Leadership styles can be defined as a person's way of governing, directing, and motivating followers. Over the last 50 or so years, researchers have proposed a number of different leadership styles characterized by those in business, politics, technology, and other major fields.

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Frederick Herzberg's Two-Factor Theory mention's many good motivators and things that don't motivate employees, which is called hygiene. When finding out what motivates people you need to know what doesn't. This is why I found his theory to be very informational when studying motivation in the work place. He grouped what he believes to be the biggest motivators and hygiene.

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When communication is happening where you work so is non verbal communication. It takes the wrong day for someone to come to you and your non verbal cues drive that person away. Knowing a lot about psychology and how important non verbal cues are in a work place has caused me to want to learn how to master them. I don't want to be known as the manager who has RBF. That's why these ten ways help teach you how to improve your non verbal cues. It is even more important now a days, because we are wearing masks all the time and distancing. Our non verbal communication we can make really matters.

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Look for Incongruent Behaviors

You should pay careful attention if someone's words do not match their nonverbal behaviors. For example, someone might tell you they are happy while frowning and staring at the ground.

When words fail to match up with nonverbal signals, people often ignore what has been said and focus instead on unspoken expressions of moods, thoughts, and emotions. Therapists, for example, utilize these incongruencies to look for how a client might feel during a session.

So when someone says one thing, but their body language suggests something else, it can be helpful to pay extra attention to those subtle nonverbal cues.

Be aware that other factors might contribute to these differences. Physical challenges may affect a person's ability to convey signals, so consider other reasons why words and behaviors might not match up.

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10 Ways to Master the Art of Nonverbal Communication

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You should pay careful attention if someone's words do not match their nonverbal behaviors. For example, someone might tell you they are happy while frowning and staring at the ground. When words fail to match up with nonverbal signals, people often ignore what has been said and focus instead on unspoken expressions of moods, thoughts, and emotions.

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I worked as a part-time employee and in this module there was a lot of talk about part-time and contingent employees. I felt as though I wanted to learn about the advantages and disadvantages as an employee working as part-time or contingent. We had gone over what the advantages and disadvantages were for the employer so why not know the other side. That's why this article was perfect for that. It list both sides and explained what these advantages and disadvantages were. ?Getting a different perspective is always important when going into management.

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While each state may have a different definition, part-time jobs can be any position that requires you to work 35 hours a week or less. While there are many reasons why some people may prefer part-time work, like flexibility in scheduling, more free time for studies or another job, part-time work isn't always the best solution. Part-time work offers both advantages and disadvantages to employers and employees alike.

For workers, flexibility is the key advantage of part-time jobs. Because they work less than a full-time day, they still have time to attend school, recover from an illness, care for family members, volunteer at worthy causes or work at another job for extra income. Those working less than half a day have the choice to work mornings, afternoons or evenings in establishments with longer hours. During busy periods, such as around the Christmas holidays at retailers, part-timers may be called upon to work longer or full-time shifts, which increase their earnings. A worker who shares his position with others in the same job knows that if he gets sick or needs to take a vacation, others can do his work.

Part-time workers usually do not receive benefits such as health insurance, sick leave, holiday pay or vacations. When they are not working, they earn no income, which may prove detrimental during sudden illnesses or if they need to take a break. When times are bad, they are typically laid off before full-timers, because they have less time on the job and do not have the expertise of full-time workers. Part-timers may not be promoted as quickly as regular employees, if at all.

The chief advantage for employers instituting part-time work is the lower employment cost since they do not have to provide insurance, sick leave and vacations. They can request more hours of employees during busy times and cut back on hours when business is slow, without having to worry about hiring new workers or letting go of existing ones. Breaks and vacations for one worker can automatically be covered by another part-time worker by staggering their job hours. Part-timers also count, for far less cost, when meeting affirmative action goals mandated by the law or government contracts. Two part-timers may provide a wider set of skills than one person could.

Administrative costs for part-timers may prove higher because employers must process paperwork and provide more management oversight than what one worker entails. Part-timers have neither the experience nor the same security that a full-time worker brings. Consistency of performance may be more difficult when more than one person works at the same task. Part-timers are more inclined to leave when offered full-time work or higher salaries elsewhere. They may work more than one job in a day, making it difficult to change their schedules and making them prone to exhaustion more quickly and more often.

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Advantages & Disadvantages of Part-Time Jobs

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Advantages & Disadvantages of Part-Time Jobs. Part-time jobs are 35 hours a week or fewer, according to the Bureau of Labor Statistics. The primary reasons for obtaining such employment are because workers are in school or training, have family or personal obligations, or are retired or receiving income from ...

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Learning about HR in this class has made me want to pursue a career in this field. It has pushed me to want to learn more and possibly intern under a manager in HR. We went over HR functions and what they all mean. This led me to search for a visual of the steps a company would take for these functions. This video I found did a great job at breaking it down and mentioning those key functions as well.

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Basic HR Functions Key HR Functions Major HR Functions Role of HR Function Main HR Functions Transforming HR Functions What Is HR Function Structure of the HR Function Outsourcing HR Functions HR Core Functions Role of HR Manager It Innovations and HR Functions HR Functions 2019 Evolution of HR Function

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Module Five: Organizational Structure and Processes 

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Module Five: Organizational Structure and Processes 

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A lot of organizational structure can determine an employees day-to-day say in their job. Providing employees with a certain degree of autonomy and control in their day-to-day activities should be part of this process when coming up with an organizational structure. Doing this is called employee empowerment. When I saw this I wanted to research about it, because I am an employee. It was good to further understand how positive employee empowerment is. It gives employees job enlargement and job enrichment. This stood out to me as one of the key things organizations should focus on when figuring out their structure.

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Quality Glossary Definition: Employee empowerment
Employee empowerment is defined as the ways in which organizations provide their employees with a certain degree of autonomy and control in their day-to-day activities. This can include having a voice in process improvement, helping to create and manage new systems and tactics, and running smaller departments with less oversight from higher-level management.

A key principle of employee empowerment is providing employees the means for making important decisions and helping ensure those decisions are correct. When deployed properly, this should result in heightened productivity and a better quality of employee work and work life.

How Does Employee Empowerment Work?

Employee empowerment varies based on an organization's culture and work design. However, empowerment is based on the concepts of job enlargement and job enrichment. Job enlargement differs from job enrichment in that job enlargement is horizontal expansion and job enrichment is considered vertical.

Job enlargement: Changing the scope of the job to include a greater portion of the horizontal process.
Example: A bank teller not only handles deposits and disbursement, but also distributes traveler's checks and sells certificates of deposit.

Job enrichment: Increasing the depth of the job to include responsibilities that have traditionally been carried out at higher levels of the organization.
Example: The teller also has the authority to help a client fill out a loan application, and to determine whether or not to approve the loan.

As these examples show, employee empowerment requires:

Training in the skills necessary to carry out the additional responsibilities

Access to information on which decisions can be made

Initiative and confidence on the part of the employee to take on greater responsibility

Employee empowerment also means giving up some of the power traditionally held by management, which means managers also must take on new roles, knowledge, and responsibilities. However, this does not mean that management relinquishes all authority, delegates all decision-making, and allows operations to run without accountability. It requires a significant investment of time and effort, especially from management, to develop mutual trust, assess and add to individuals' capabilities, and develop clear agreements about roles, responsibilities, risk taking, and boundaries.

What Does an Empowered Organizational Structure Look Like?

Employee empowerment often also calls for restructuring the organization to reduce levels of the hierarchy or to provide a more customer- and process-focused organization.

Employee empowerment is often viewed as an inverted triangle of organizational power. In the traditional view, management is at the top while customers are on the bottom; in an empowered environment, customers are at the top while management is in a support role at the bottom.

Employee Empowerment Diagram

Employee Empowerment resources

Driving Higher Workplace Performance: Using Analytics, Dashboard Metrics, and Soft Skills to Improve Results (PDF) When assigned the task of improving warehouse performance for a Western Canadian industrial distribution center, a lean Six Sigma Black Belt discovered the differences between "human" and "automated" business processes.

Get Staff Involved in Quality Initiatives ( Quality Progress) By challenging employees to solve quality problems, a company saved more than $3.5 million the first year.

If You Give Your Employees a Voice, Do You Listen? ( Journal for Quality and Participation) Making it easy for your employees to share their feedback is the first step. Being willing to respond quickly to their input builds commitment.

Empowerment in Total Quality: Designing and Implementing Effective Employee Decision-Making Strategies ( Quality Management Journal) This paper provides a conceptual definition of empowerment and offers an implementation strategy for total quality management managers.

Adapted from The Certified Manager of Quality/Organizational Excellence Handbook, ASQ Quality Press.

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Quality Glossary Definition: Employee empowerment Employee empowerment is defined as the ways in which organizations provide their employees with a certain degree of autonomy and control in their day-to-day activities. This can include having a voice in process improvement, helping to create and manage new systems and tactics, and running smaller departments with less oversight from higher-level management.

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Outcomes of your decision usually don't just have one. It can get complicated when trying to organize these outcomes. This video I found on the decision tree helps visual learners organize and think of every possible outcome. It describes ways to apply a decision you are trying to make by using their example company. This tree isn't just useful for business, but life in general which I found very helpful and interesting. This is definitely my favorite method to use to physically see the pathways for potential decisions and outcomes.

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Decision Tree with Probability Simple Decision Tree Decision Tree Tutorial How to Make a Decision Tree Decision Tree Video How to Create a Decision Tree Decision Tree Method Decision Tree with Numbers Decision Tree Training Decision Tree Explained Decision Tree Example Decision Tree Introduction Decision Tree Problems Decision Tree Overview

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Module Five: Organizational Structure and Processes

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Module Five: Organizational Structure and Processes

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While working in a hospital as a pharmacy technician in the inpatient part of it, I had always wondered how they managed everything. Thinking about the HR side and how the chain of command all connected. When learning about departmental organizational structure there were four main ones mentioned. Reading about the four brought up customer-based structure. Seeing how the diagram in the module lined everything up was really important, but I wanted to know more about the health care facility and how it connected. That's where this article came in when I was researching further. It is interesting to see how they mention a mix of departmental and hierarchal when organizing a hospital's structure.

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Being in a hospital is stressful, regardless of whether you're there due to personal health problems or those of a loved one. What's worse, the look, feel and operations of a hospital can add to that stress and uncomfortable nature of the experience. With a new take on design and a bit of restructuring, hospitals can become a place of comfort rather than contempt.

Hospitals around the world are making strides to enhance the design of facilities' to feel more like home. These improvements include more space per patient, modern furnishing and updated color palettes throughout. One worry is whether these improvements will sacrifice the level of safety at the facility.

Don't sacrifice safety for aesthetics

Safety of patients and staff is a big concern within hospitals. The four main areas for security concerns include emergency departments, waiting rooms, pediatrics departments and psychiatric facilities.

In fact, Tony York, chief operating officer of HSS, a healthcare-focused security firm in Denver, said there were at least 206 gunshot incidents at health care facilities between 2006 and 2012, according to news reports' data.

How can the design be improved without sacrificing safety? Don't think about the security of your facility after it's too late-plan out your establishment with safety measures in place in advance.

A UnityPoint Health facility in Rock Island, Illinois, has taken on that challenge.

In the event that a patient becomes agitated and unstable at UnityPoint Health facility, a metal door separates the patient from supplies and others. The room the patient is in contains soft lights, comfortable furniture and a saltwater fish tank to help create a peaceful environment and encourage stability.

What is a typical hospital structure?

There are many different positions within a hospital's organization to make the facility operate properly. Typically, hospitals are set up with a hierarchical and divisional structure. This structure means various levels of staff -ranging from high- to lower-level positions-are responsible for others within their respective divisions.

While the hierarchical structure works well for accountability purposes, it can often create disconnect with many broken lines of communication throughout the organization.

The outdated structure of health care has lasted for years because each piece of the organization completes a complicated puzzle. Each of the divisions operates in its own silo, with little integration across the organization. This, among other downfalls such as fee-for-service payment methods, duplication of services and lack of quality measures leads to subpar patient care.

Provide adequate work areas for staff members

A common feature within hospitals is the nurses' station. These silos create a general meeting place for physicians, nurses and support staff. While this seems convenient, sometimes these stations can do more harm than good.

With so many staff members coming in and out, phones ringing continuously, and pagers buzzing aloud, the nurses' station can be a difficult place to focus and communicate. Noise level is something that affects both patients and staff.

Controlling the noise level makes staff more focused, productive and suppresses the feeling of pressure. For patients, reducing the noise allows them to rest and recover more comfortably during their stay.

Having only one area for nurses to retreat to can also create problems in terms of proximity to patients. This requires much more walking and time being wasted making multiple long trips.

Because of this, many hospitals are eliminating single nurses stations and implementing multiple decentralized stations and charting substations. These stations are located outside patient rooms within individual units, allowing nurses to stay nearby and provide care more quickly. For this to be successful, nurses' resources must be readily accessible in the decentralized stations.

Ways to improve hospital structure and patient care

Separate into Integrated Practice Units (IPUs)

Having the organization broken into divisions is helpful, but it doesn't break services down quite far enough. Organizing your facility into IPUs allows an integrated staff to focus on specific conditions and communicate appropriately with patients and their families. IPUs usually result in better patient outcomes, lower costs and faster treatment.

Track quality measures

Monitoring the results of care is an important factor that many hospitals don't do adequately. Without proper tracking, the facility is unaware of specific successes and areas in need of improvement. Measurements should be conducted for each specific condition so the results are as adequate and relevant as possible.

Consider partnering with post-hospitalists

Post-hospitalists specialize in providing geriatric, rehabilitation, and chronic care patients in post-hospital and long-term care environments. Having a post-hospitalist to work with your hospital ensures patients receive streamlined, coordinated care that complements each other.

General Medicine, The Post-Hospitalist Company provides specialty care to help organizations lower health care costs, align with changing regulations and improve patient care. Contact us today to see what benefits our post-hospitalists can bring to your facility.

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Hospital Structure and Patient Care | How the Two Relate " General Medicine

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Being in a hospital is stressful, regardless of whether you're there due to personal health problems or those of a loved one. What's worse, the look, feel and operations of a hospital can add to that stress and uncomfortable nature of the experience.

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Their are plenty of ways people make their decisions when running a business. Having guidance when starting a business and understanding what those decision making methods should be is something everyone should know. To help get someone to understand the method I found that the rational decision making process was the best. This helps guide you with six steps that you can use honestly any time making a decision. This diagram helps show you the first step all the way to the sixth step when using the rational decision making process.

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Learning how to analyze the external environment for a business was a key factor in planning. What better method to use that covers everything than the PESTEL analysis. The physical world around us is always changing so we need to analyze the political, economical, social, technological, environmental, and legal factors. This video helps break down what each factor is and what it means to analyze each of these. Using this method is important when planning for your business.

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Pestel Examples The PESTEL Model Pestel 1 Minute Pestel Haiti Pestel Framework What Does Pestel Stand For Pestle and SWOT Pest Analysis Pestle Explained Pestel Legal Aspect Nike Pestle Pestle Meaning Pestle Analysis How To Pestel Analysis Tutorial How to Make Pest Analysis Pestle Analysis Simple Environmental Analysis Pest Analysis

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While I was reading about competitive advantage it seems that the company Apple popped up a lot. Being someone who has an iPhone I found this information relatable and interesting. When googling further about the companies specific competitive advantages I found this article to be really helpful. It helped me not only better understand competitive advantage, which is important when planning strategic management, I also learned what qualities Apple has in this subject.

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Apple Corp. manufactures and markets a variety of computers and consumer electronics products, including smartphones, tablets and music players. The investment analyst firm Market Realist identified brand strength, innovation, supply chain management and premium pricing strategy as key factors in the company's competitive advantage.

Apple was the world's leading brand in 2017, ahead of Google, Coca-Cola and IBM, according to annual rankings published by brand consultancy firm Interbrand. Brand strength gives companies like Apple great visibility in the marketplace and helps build consumer loyalty. The company's strong branding, and the interrelationships between its products, encourage customers who buy one Apple product to try another. Products such as the iPhone, iPad and Mac share the same software and applications, and operate in a similar way, making Apple a natural choice when customers are considering another device.

Apple has a long-established reputation for innovation and a commitment to developing new products. The company developed the graphical user interface, first used in its own computers, and, more recently, pioneered the iPod music player and introduced new levels of performance for smartphones. A key competitive advantage for the company is its ability to develop innovative products that share the same operating system, software and applications. This minimizes the risk, timescale and costs of product development, enabling the company to introduce a stream of new products and stay ahead of competitors. Apple's innovative strategy of developing products that complement each other strengthens customer loyalty and helps build a barrier to competition, according to the website Innovation Excellence.

An ecosystem of suppliers, developers and business partners provides Apple with a strong competitive advantage. The company owns chip manufacturers, controls manufacturing, follows extremely strict software standards and operates its own stores. Deals with leading music and entertainment companies provide a vast source of media for all the company's products. It also has a community of more than 6 million independent software developers creating applications for Apple products. This gives Apple control over the entire process of product development, manufacturing and marketing - an advantage that competitors find difficult to match.

Apple sets premium prices for its products and minimizes discounts to wholesalers to keep prices consistent across the market. The company aims to offer customers a high-quality product with unique features and uses high prices to reinforce the perception of added value and maintain profitability. The high-pricing strategy also sets a benchmark for competitors, which must offer equivalent features to match Apple's perceived value without losing money.

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What Is Apple's Competitive Advantage in Its Industry?

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Apple Corp. manufactures and markets a variety of computers and consumer electronics products, including smartphones, tablets and music players. The investment analyst firm Market Realist identified brand strength, innovation, supply chain management and premium pricing strategy as key factors in the company's competitive advantage.

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Module Three: Management Within a Global Organization

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Module Three: Management Within a Global Organization

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Learning about global corporate strategies helped me better understand the way managers go about their business strategy. This topic itself is highly important when learning about global organizations. It was very interesting to learn more about the way global management is approached rather than the "normal" management strategies. This specific diagram showed me the importance of each one and the need for national response. It shows whether is is high or low for national responsiveness.

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Module Three: Management Within a Global Organization

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Module Three: Management Within a Global Organization

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When dealing with global organizations the cultural difference is a big factor. GLOBE studies identified nine dimensions that describe differences in national culture. This whole concept to me was very fascinating. I loved learning about the way culture effects the global organizations and how they adapt. These nine dimensions helped me further understand it. With this picture I find it so helpful in knowing what question should be asked with each dimension. It helped put into words what I was questioning myself.

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Module Three: Management Within a Global Organization

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Module Three: Management Within a Global Organization

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I found that rather focusing on just one of the three areas of globalization, focusing on all three is just as important. This article helps give examples of economic, cultural, and political globalization. It is short and straight to the point which I like. When understanding how globalization works and putting it into words these three areas really helped me understand more. I found this to be very interesting to know the positive and negatives of globalization, specifically in these areas.

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PreserveArticles.com: Preserving Your Articles for Eternity

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Globalization is primarily of three types, namely, economic, cultural and political :

1. Economic Globalization:

No national economy is an island now. To varying degrees, national economies influence one another. One country which is capital-rich invests in another country which is poor. One who has better technologies sells these to others who lack such technologies.

The products of an advanced country enter the markets of those countries that have demands for these products. Similarly, the natural resources of developing countries are sold to developed countries that need them. Thus, globalization is predominantly an economic process involving the transfer of economic resources form one country to another.

2. Cultural Globalization:

Culture has increasingly become a commodity. Popular books and films have international markets. Harry Potter has readers almost all over the world. English movies are seen almost in all countries. Western pop music has become popular in developing countries. The reverse flow of culture is insignificant. The flow of culture is mainly from the North to the South. In the last few years the media owners of the West have shown interest in entering developing countries.

For example, Murdoch has opened TV channels (STAR News, STAR Movies and STAR Plus) in India. Cultural globalization has been facilitated by the information revolution, the spread of satellite communication, telecommunication networks, information technology and the Internet etc. This global flow of ideas, knowledge and values is likely to flatten out cultural differences between nations, regions and individuals.

As this flow of culture is mainly from the centre to the periphery, from the North to the South, and from the towns and cities to villages, it is the cultures of villages of poor countries which will be the first to suffer erosion.

3. Political Globalization :

Since long, efforts have been on to bring the whole world under one government. The League of Nations and the UN have been the efforts in that direction. It is believed that the world under one government will be safer and freer from conflicts: The UN has belied expectations, but a number of regional organisations like European Union, ASEAN, APEC and SAARC, and multicultural economic organisations such as WTO have come up.

The member-states remain sovereign, but through their obligations and commitments, they have, to some extent, integrated themselves to the concerned international organisations and groupings.

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Globalization is primarily of three types: Economic, Cultural and Political

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ADVERTISEMENTS: No national economy is an island now. To varying degrees, national economies influence one another. One country which is capital-rich invests in another country which is poor. One who has better technologies sells these to others who lack such technologies. Related posts: Globalization is primarily of three types, namely, economic, cultural and political Here [...]

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This pyramid diagram shows the types of managers which is exactly what management overview is. This pyramid is a great visual representation of the types and level of management. It helps you learn each level and what manager is associated in each level. I found it very helpful when organizing the levels of management.

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Henri Fayol created exactly what this class is about which is the fourteen principles of management. To not include him would be like leaving out a key piece of a puzzle. He was a French mining engineer and author who created what is known as the foundation of modern management theory. We have built upon the fourteen principles to retrieve our four key functions of management. This picture of Fayol I felt needed to be included to show the man that started it all for the principles of management.

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Module two: Ethics and Corporate Social Responsibility

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Module two: Ethics and Corporate Social Responsibility

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When dealing with Ethics in a company it is important to have safety networks for your employees. When wanting to report misconduct it can be stressful and you could feel like that person or company could find out it was you. That's why I find the whistleblower protection so important. Not only does it show how ethically inclined a company is by supporting this, but it allows employees to practice good ethical behavior. This picture that I included is the symbol for the whistleblower protection. Knowing this exist and is valued is important when learning about ethics and ethical behavior.

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Robert Katz is a social and organizational psychologist that framed the three key managerial skills; technical, conceptual, and human. All of these skills are needed to be an effective manager which is why I included this. I found this interesting, because it helped break down the necessity of each skill with the level of management. I liked how it showed how important human skills are for every level of management.

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Module two: Ethics and Corporate Social Responsibility 

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Module two: Ethics and Corporate Social Responsibility 

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There are four strategies organizations employ to increase corporate social responsibility. One of these is environmental efforts and is considered to be the primary focus for companies in their commitment to CSR. I find that this video helps show what a company that is focusing on environmental efforts looks like. It shows the efforts Nike is making to lessen their carbon footprint on this earth. This is just one company that I found to be important in their methods of focusing on environmental efforts. This definitely helped me better understand the way environmental efforts is related to CSR.

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environmental efforts with companies - Bing video

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Help PNG NGO Collaborates With Other Companies in Efforts to Protect the Environment