Organisation Behaviour

Option 3: Evaluate the statement that ‘organisational structure reflects and reinforces an unrealistic view of human rationality (Knights & Willmott, 2007)’. Introduction: Different authors have different definition toward organizational structure. Mintzberg (1979) defines the organization structure is defined as ‘The sum total of the ways in which it divides its labour into distinct task and then achieves coordination between them’ (Mintzberg, 1979, p. cited in Knights and Willmott, 2007, p. 197). In simple words, organizational structure is talking about the structure of an organization, how a company categorise their workers or management to achieve their goals. Basically, organizational structure is talking about the management system that include organic and mechanistic management system. In an organization, there will be a lot of matters happened because of the organization structure.Hence, people keep discover different management structure to assist in organizational structure like Taylor and Ford that influence the organization structure by using scientific method to classified the work of an organization and control the achievement of the organization (Fayol, 1949; Taylor, 1911cited in Singh, 2009). Lewin (1958) cited in Burnes (1996) provided that the planned model that designed for the organizational change is the best model.However, is there any the best structure for organization? When we treat one structure as the best structure for organization, we must consider the factors that will make the structure no longer applicable. Environment is the important influences that we cannot ignore about. The unstable of environment led the organization structure keep on changing. One of the changes in the structure of organizational was from mechanistic management system to organic management system.Mechanistic and organic of organizational structure are two formally form of management system that applied in organizational structure (Burns and Stalker, 1961). As what Kulmala and Uusi-Rauva (2005) claims that competition was changing from firm level to network level, which means from centralisation to decentralisation. Changing Of Environment More than 2,000 years ago the Greek philosopher Heraclitus(536-470 BC) claims that everything was continuous keep on changing and there was nothing permanent (Smith, 2011).Organizational structure is also the same, there are no the best structure for an organization since the environment is keep on changing. ‘‘There is no one best way to organize’’ and ‘‘any ways of organizing are not equally effective’’ (Galbraith, 1973 cited in Singh, 2009, p. 954). Environment and organization are interdependent, they depend on each other between an organization (pugh et al. 1963 cited in Child, n. d. ). Burns and Stalker (1961) cited in Singh (2009) proposed that appropriate organizational structure depends on environmental factors.Co ulson-Thomas (1991) cited in Strachan (1996) argues that business organizational is increasingly face unprecedented change in social, economic, political and business environment. Burn and Stalker (1961) cited in McMillan (n. d. ) claims that an organization must match and follow with the rate of change in its environment if the organization want to reach a maximum performance or achieve their goals. The performance of an organization depend on how they construct their structure to align with the environment (Mintzberg, 1979 cited in Nandakumar , Ghobadian and O’Regan, 2010).An example that shows the change of technology that led to the changes of organizational structure, the manner of hardware and software development resulted in architectures evolving over time, at the same time organization structures developed special forms to suit and fit their specific environmental and strategic requirements (Mukherji, 2002). An effective structure or strategy can promotes competitive advantage to strengthen an organization performance (Oosthuizen, 1997 cited in Nandakumar , Ghobadian and O’Regan, 2010 ) .Besides, there are a wide range of structures given to an organization to choose whether which structure is appropriate to them and can align to the environmental factors that they face, they can choose the most few effective structure mixed that fix to their different environmental problem faced since there are no one universal structure that applied by all organization (Singh, 2009). However, when environment is change again no matter due to technological or political factor, organization need to aware that whether their structure now is consists with the changing of the environment.If their structure is not the best in current environment, then they need to revise their structure again to get the most productive outcome. Otherwise, the change of environment may either lead to some benefit or harms to the organization. Thevenet (1988) cited in Soparnot (2011) believe that the change of organizational structure is always beneficial. However, Soparnot (2005) cited in Soparnot (2011) argued that the changes of structure can destabilize organization and it is risky and costly.In an organization, if they are manage according to hierarchy structure, there are different level of manager and different opinion towards the change of the organization exist, different people have their own idea, each will suggest different idea and this will wasting time and resources to test for it. Walston and Chou (2011) said that the greater the differences between hierarchical perceptions, the inefficiency of the organization change and effort.Therefore, there are no any best constant structure of organization, because the environment is keep on changing, what an organization can do is only keep on changing that align with the environmental changes. Mechanistic System Mechanistic management system is consist of hierarchic structure of control, authority , specialization , differentiation and centralized decision making (Burns and Stalker, 1961). Hierarchical structure is commonly carry out in an organizational chart form.Organizational chart show us the management structure or hierarchical structure, how the organization manage according to different department, or specialization. During the mid 20th century there was a trend for organizations to create huge corporate structures, often composed of many varied and different businesses, for instance, the Hanson Trust, Unilever, Trafalgar House, and GNK in the UK and General Electric in the USA (Mabey, Salaman and Storey, 2001 cited in McMillan, (n. . ). Hales and Rabey (2011) held that a good management is consists of specific job for specific person, clear role definitions for each job, clear job specification and so on. It is talking about mechanic system of organizational structure. In the hierarchical structure, decisions are made by top level and task are delegated to different department manager of middle level, and these managers will make sure the workers under them is kept in line with them (Hales and Rabey, 2011).Since that are not a teamwork which they do not share common interest but they need to do more than the person who make decision and thus make them do not have any motivation to do their best or produce the best idea. This may occur because everyone have different perceptions. As mentioned earlier, the greater difference between hierarchical perception, the inefficiency of the effort (Walston and Chou, 2011). When everyone have their own perception, but decision is not made by them, conflict will occur.Conflict usually occur in relation to decision and sometimes it may lead to threat (Beckhard and Dyer, 1983 cited in Frank et al. , 2011). Decision making of hierarchical structure is also a waste of time since there are different level in the organization, decision making need to go through from low to middle and the top, it take time and wast e of resources, when there are something happen between the level of authority, it need even more time than usual. Wang and Ahmed (2003) cited in Kulmala and Uusi-Rauva (2005) highlight organizational structure influence its decision making and the internal processes.Employees in an organization should not wait for manager comments or negotiations for organization sake (Kuitunen et al, 1999 cited in Kulmala and Uusi-Rauva, 2005). In order to reduce the conflict of decision making of the hierarchical structure and waste of time, the changes of this hierarchical structure is needed. Burns and Stalker (1961) highlight that in organic system, position in an organization is differentiated by the expertise, whoever have greater expertise can lead the team and he or she will have the best authority.For mechanistic system, people who control the organization is according to standardization of skill, it is control by the person who have undergone extensive training and socialization (Friedso n, 1970 cited in Abernethy and Stoelwinder, n. d. ). Burns and Stalker (1961) claims that the position of the leader is settled by consensus via voting in an organic system. When the position of the leader is agreed by voting, then it may consider fair because there are no any conflict of interest exist. However, for mechanistic system, position of the manager is the decision of the top level management.When the position of the leader is decided by the top level management people, there are inequality exists. Guy (1999) highlight that the increase of earnings inequality from the late 1970s until now is due to changes of organizational structure. When the decision is not reach the consensus of all but just solely based on the top level management, it seems like it is unfair. The top level may choose the one that is beneficial to him or her and promotes him or her to get higher position and this is not agreed by all. Organic SystemHence, Covin and Slevin(1990) cited in Altinay and Alt inay (2004) claims that organization often decentralize decision making authority, minimize the hierarchical structure and adopt free flow communication channels to make sure organization achieved higher performance. When talk about decentralization, actually it is talking about organic management system, Burns and Stalker(1961) said that organic management system is appropriate to the changing of environment, he describe organic management system as a network structure of control ,authority and communication, there are not alking about responsibilities of a person, but the responsible of the people in the network. Therefore, It is just like a team that achieve the same goals. However, the claimant that organization need to decentralize decision making was argued by Shields and Shields (1998) cited in Subramaniam and Mia (2001), said that not all managers accept the decentralization of organization structure because it will make outcomes of job unfavorable related such as low job sa tisfaction. For example, as what we have study now, we are choosing courses of education according to our interest.It is also the same as career, we will choose our job according to what we studied or what we like, if decentralize means that they are all working together without departmentalize, then we might need to do the job that we do not like and make us do not have the feeling of satisfaction when rushing for the work. Conclusion In conclusion, organizational structure is not fixed, it is not constant as all organization is using the same structure and monitor their work of organization.There will be no consensus on one particular structure of organization and thus make the organizational structure do not fixed. Actually, each structure will show their good and bad, when the structure is align with the change of environment or the structure is reach the consensus of all and thus achieve higher performance of organization, then this structure is consider as good. However, when the environment is change again , and people no longer agree on this structure, then this structure is no longer applicable , if this structure is insist in using, then it may bring harm to organization.Hence, there is no the best or the smartest structure for an organization (Mintzberg, 1979 cited in Wang and Ahmed, 2002). When the environment of the organization change, the structure of the organization also change according to the environment, this dynamism of the organization structure makes the organization do not have a fixed or constant strucuture (Martinsons & Martinsons, 1994 cited in Wang and Ahmed, 2002). No matter organic or mechanistic management system, as long as it is an effective structure that align with the environment, it will lead he organization to achieve superior performance. Organization structure do not fixed because mechanistic management system is applicable in some situation or organic management system is suitable in some situation or mixed of these two management system is necessary for some situation. In details, an organization can mixed the centralization and decentralization by apply both in their structure. Decentralization can motivate employees to enable them showing out their creative and innovative but not stop by top level manager.At the same time, some others part can be centralize to make sure employees follow the rules and regulation because some decision if freely make by employees on their own may create troublesome such as financing and investing decision. Hence, structure cannot fixed on whether it is centralization or decentralization (Buchanan and huczynski, 2010). Therefore, we cannot say that which structure is the best structure for organization because each of these structures play their own roles in different environmental changes. (2092 words) Bibliography: 1. Abernethy M. A. nd Stoelwinder, J. U. (n. d) â€Å"The relationship between organization structure and management control in hospitals: An elabora tion and test of Mintzberg’s professional bureaucracy model†, pp. 18-33. 2. Altinay, L. and Altinay, M. (2004) â€Å"The influence of organisational structure on entrepreneurial orientation and expansion performance†, International Journal of Contemporary Hospitality Management, 16(6), pp. 334-344. 3. Burnes, B. (1996) â€Å"No such thing as †¦ a â€Å"one best way† to manage organizational change’, Management Decision, 34/10, pp. 11-18. 4. Burns, T. and Stalker, G.M. (1961) â€Å"The management of innovation†, London: Tavistock, pp. 103-108. 5. Child, J. (n. d) â€Å"Organizational strucuture, environment and performance: The role of strategic choice†, Sage Social Science Collections. 6. Frank, M. , Kessler, A. , Nose, L. , Suchy, D. (2011) â€Å"Conflicts in family firms: state of the art and perspectives for future research†, Journal of Family Business Management, 1(2), pp. 130-153. 7. Hales, S. and Rabey, G. (2011) â⠂¬Å"The frontline manager: fronting up to organisational change†, Industrial and Commercial Trainning, 43(6), pp. 368-376. 8. Knights, D. nd Willmott, H. (2007) Introducing organizational behaviour and management, South-Western Cengage Learning. 9. Kulmala, H. I. and Uusi-Rauva, E. (2005) â€Å"Network as a business environment: experiences from software industry†, Supply Chain Management: An International Journal, 10/3, pp. 169-178. 10. McMillan, E. (n. d. ) â€Å"Considering organization structure and design from a complexity paradigm perspective†, Open University. 11. Mukherji, A. (2002) â€Å"The evolution of information systems: their impact on organizations and structures†, Management Decision, 40/5, pp. 497-507. 12.Nandakumar, M. K. , Ghobadian, A. , O’Regan, N. (2010) â€Å"Business-level strategy and Performance: The moderating effects of environment and structure†, Management Decision, 48(6), pp. 907-939. 13. Singh, S. K. (2009) â⠂¬Å"Structuring organizations across industries in India†, Management Research News, 32(10), pp. 953-969. 14. Singh, S. K. (2009) â€Å"Structuring organizations across industries in India†, Management Research News, 32(10), pp. 953-969. 15. Smith, I. (2011) â€Å"Organisational quality and organisational change: Interconnecting paths to effectiveness†, Library Management, 32(1/2), pp. 11-128. 16. Strachan, P. A. (1996) â€Å"Managing transformational change: the learning organization and teamworking†, Team Performance Management: An International Journal, (2)2, pp. 32-40. 17. Subramaniam, N. and Mia, L. (2001) â€Å"The relation between decentralised structure, budgetary participation and organisational commitment: The moderating role of managers' value orientation towards innovation†, Accounting, Auditing ; Accountability Journal, 14(1), pp. 12-29. 18. Walston, S. and Chou, A. 2011) â€Å"CEO perceptions of organizational consensus and its impact on hospital restructuring outcomes†, Journal of Health Organization and Management, 25(2), pp. 176-194. 19. Wang, L. and Ahmed, P. K. (2002) â€Å"The Informal Structure: Hidden energies within the organization†, University of Wolverhampton, UK. 20. Guy, F. (1999) â€Å"Information technology, organization structure, and earnings inequality†, Birkbeck College, Malet St. 21. Buchanan D. A. and Huczynski, A. A. (2010) Organizational behaviour, Seventh edition, Pearson Education Limited. Organisation Behaviour Option 3: Evaluate the statement that ‘organisational structure reflects and reinforces an unrealistic view of human rationality (Knights & Willmott, 2007)’. Introduction: Different authors have different definition toward organizational structure. Mintzberg (1979) defines the organization structure is defined as ‘The sum total of the ways in which it divides its labour into distinct task and then achieves coordination between them’ (Mintzberg, 1979, p. cited in Knights and Willmott, 2007, p. 197). In simple words, organizational structure is talking about the structure of an organization, how a company categorise their workers or management to achieve their goals. Basically, organizational structure is talking about the management system that include organic and mechanistic management system. In an organization, there will be a lot of matters happened because of the organization structure.Hence, people keep discover different management structure to assist in organizational structure like Taylor and Ford that influence the organization structure by using scientific method to classified the work of an organization and control the achievement of the organization (Fayol, 1949; Taylor, 1911cited in Singh, 2009). Lewin (1958) cited in Burnes (1996) provided that the planned model that designed for the organizational change is the best model.However, is there any the best structure for organization? When we treat one structure as the best structure for organization, we must consider the factors that will make the structure no longer applicable. Environment is the important influences that we cannot ignore about. The unstable of environment led the organization structure keep on changing. One of the changes in the structure of organizational was from mechanistic management system to organic management system.Mechanistic and organic of organizational structure are two formally form of management system that applied in organizational structure (Burns and Stalker, 1961). As what Kulmala and Uusi-Rauva (2005) claims that competition was changing from firm level to network level, which means from centralisation to decentralisation. Changing Of Environment More than 2,000 years ago the Greek philosopher Heraclitus(536-470 BC) claims that everything was continuous keep on changing and there was nothing permanent (Smith, 2011).Organizational structure is also the same, there are no the best structure for an organization since the environment is keep on changing. ‘‘There is no one best way to organize’’ and ‘‘any ways of organizing are not equally effective’’ (Galbraith, 1973 cited in Singh, 2009, p. 954). Environment and organization are interdependent, they depend on each other between an organization (pugh et al. 1963 cited in Child, n. d. ). Burns and Stalker (1961) cited in Singh (2009) proposed that appropriate organizational structure depends on environmental factors.Co ulson-Thomas (1991) cited in Strachan (1996) argues that business organizational is increasingly face unprecedented change in social, economic, political and business environment. Burn and Stalker (1961) cited in McMillan (n. d. ) claims that an organization must match and follow with the rate of change in its environment if the organization want to reach a maximum performance or achieve their goals. The performance of an organization depend on how they construct their structure to align with the environment (Mintzberg, 1979 cited in Nandakumar , Ghobadian and O’Regan, 2010).An example that shows the change of technology that led to the changes of organizational structure, the manner of hardware and software development resulted in architectures evolving over time, at the same time organization structures developed special forms to suit and fit their specific environmental and strategic requirements (Mukherji, 2002). An effective structure or strategy can promotes competitive advantage to strengthen an organization performance (Oosthuizen, 1997 cited in Nandakumar , Ghobadian and O’Regan, 2010 ) .Besides, there are a wide range of structures given to an organization to choose whether which structure is appropriate to them and can align to the environmental factors that they face, they can choose the most few effective structure mixed that fix to their different environmental problem faced since there are no one universal structure that applied by all organization (Singh, 2009). However, when environment is change again no matter due to technological or political factor, organization need to aware that whether their structure now is consists with the changing of the environment.If their structure is not the best in current environment, then they need to revise their structure again to get the most productive outcome. Otherwise, the change of environment may either lead to some benefit or harms to the organization. Thevenet (1988) cited in Soparnot (2011) believe that the change of organizational structure is always beneficial. However, Soparnot (2005) cited in Soparnot (2011) argued that the changes of structure can destabilize organization and it is risky and costly.In an organization, if they are manage according to hierarchy structure, there are different level of manager and different opinion towards the change of the organization exist, different people have their own idea, each will suggest different idea and this will wasting time and resources to test for it. Walston and Chou (2011) said that the greater the differences between hierarchical perceptions, the inefficiency of the organization change and effort.Therefore, there are no any best constant structure of organization, because the environment is keep on changing, what an organization can do is only keep on changing that align with the environmental changes. Mechanistic System Mechanistic management system is consist of hierarchic structure of control, authority , specialization , differentiation and centralized decision making (Burns and Stalker, 1961). Hierarchical structure is commonly carry out in an organizational chart form.Organizational chart show us the management structure or hierarchical structure, how the organization manage according to different department, or specialization. During the mid 20th century there was a trend for organizations to create huge corporate structures, often composed of many varied and different businesses, for instance, the Hanson Trust, Unilever, Trafalgar House, and GNK in the UK and General Electric in the USA (Mabey, Salaman and Storey, 2001 cited in McMillan, (n. . ). Hales and Rabey (2011) held that a good management is consists of specific job for specific person, clear role definitions for each job, clear job specification and so on. It is talking about mechanic system of organizational structure. In the hierarchical structure, decisions are made by top level and task are delegated to different department manager of middle level, and these managers will make sure the workers under them is kept in line with them (Hales and Rabey, 2011).Since that are not a teamwork which they do not share common interest but they need to do more than the person who make decision and thus make them do not have any motivation to do their best or produce the best idea. This may occur because everyone have different perceptions. As mentioned earlier, the greater difference between hierarchical perception, the inefficiency of the effort (Walston and Chou, 2011). When everyone have their own perception, but decision is not made by them, conflict will occur.Conflict usually occur in relation to decision and sometimes it may lead to threat (Beckhard and Dyer, 1983 cited in Frank et al. , 2011). Decision making of hierarchical structure is also a waste of time since there are different level in the organization, decision making need to go through from low to middle and the top, it take time and wast e of resources, when there are something happen between the level of authority, it need even more time than usual. Wang and Ahmed (2003) cited in Kulmala and Uusi-Rauva (2005) highlight organizational structure influence its decision making and the internal processes.Employees in an organization should not wait for manager comments or negotiations for organization sake (Kuitunen et al, 1999 cited in Kulmala and Uusi-Rauva, 2005). In order to reduce the conflict of decision making of the hierarchical structure and waste of time, the changes of this hierarchical structure is needed. Burns and Stalker (1961) highlight that in organic system, position in an organization is differentiated by the expertise, whoever have greater expertise can lead the team and he or she will have the best authority.For mechanistic system, people who control the organization is according to standardization of skill, it is control by the person who have undergone extensive training and socialization (Friedso n, 1970 cited in Abernethy and Stoelwinder, n. d. ). Burns and Stalker (1961) claims that the position of the leader is settled by consensus via voting in an organic system. When the position of the leader is agreed by voting, then it may consider fair because there are no any conflict of interest exist. However, for mechanistic system, position of the manager is the decision of the top level management.When the position of the leader is decided by the top level management people, there are inequality exists. Guy (1999) highlight that the increase of earnings inequality from the late 1970s until now is due to changes of organizational structure. When the decision is not reach the consensus of all but just solely based on the top level management, it seems like it is unfair. The top level may choose the one that is beneficial to him or her and promotes him or her to get higher position and this is not agreed by all. Organic SystemHence, Covin and Slevin(1990) cited in Altinay and Alt inay (2004) claims that organization often decentralize decision making authority, minimize the hierarchical structure and adopt free flow communication channels to make sure organization achieved higher performance. When talk about decentralization, actually it is talking about organic management system, Burns and Stalker(1961) said that organic management system is appropriate to the changing of environment, he describe organic management system as a network structure of control ,authority and communication, there are not alking about responsibilities of a person, but the responsible of the people in the network. Therefore, It is just like a team that achieve the same goals. However, the claimant that organization need to decentralize decision making was argued by Shields and Shields (1998) cited in Subramaniam and Mia (2001), said that not all managers accept the decentralization of organization structure because it will make outcomes of job unfavorable related such as low job sa tisfaction. For example, as what we have study now, we are choosing courses of education according to our interest.It is also the same as career, we will choose our job according to what we studied or what we like, if decentralize means that they are all working together without departmentalize, then we might need to do the job that we do not like and make us do not have the feeling of satisfaction when rushing for the work. Conclusion In conclusion, organizational structure is not fixed, it is not constant as all organization is using the same structure and monitor their work of organization.There will be no consensus on one particular structure of organization and thus make the organizational structure do not fixed. Actually, each structure will show their good and bad, when the structure is align with the change of environment or the structure is reach the consensus of all and thus achieve higher performance of organization, then this structure is consider as good. However, when the environment is change again , and people no longer agree on this structure, then this structure is no longer applicable , if this structure is insist in using, then it may bring harm to organization.Hence, there is no the best or the smartest structure for an organization (Mintzberg, 1979 cited in Wang and Ahmed, 2002). When the environment of the organization change, the structure of the organization also change according to the environment, this dynamism of the organization structure makes the organization do not have a fixed or constant strucuture (Martinsons & Martinsons, 1994 cited in Wang and Ahmed, 2002). No matter organic or mechanistic management system, as long as it is an effective structure that align with the environment, it will lead he organization to achieve superior performance. Organization structure do not fixed because mechanistic management system is applicable in some situation or organic management system is suitable in some situation or mixed of these two management system is necessary for some situation. In details, an organization can mixed the centralization and decentralization by apply both in their structure. Decentralization can motivate employees to enable them showing out their creative and innovative but not stop by top level manager.At the same time, some others part can be centralize to make sure employees follow the rules and regulation because some decision if freely make by employees on their own may create troublesome such as financing and investing decision. Hence, structure cannot fixed on whether it is centralization or decentralization (Buchanan and huczynski, 2010). Therefore, we cannot say that which structure is the best structure for organization because each of these structures play their own roles in different environmental changes. (2092 words) Bibliography: 1. Abernethy M. A. nd Stoelwinder, J. U. (n. d) â€Å"The relationship between organization structure and management control in hospitals: An elabora tion and test of Mintzberg’s professional bureaucracy model†, pp. 18-33. 2. Altinay, L. and Altinay, M. (2004) â€Å"The influence of organisational structure on entrepreneurial orientation and expansion performance†, International Journal of Contemporary Hospitality Management, 16(6), pp. 334-344. 3. Burnes, B. (1996) â€Å"No such thing as †¦ a â€Å"one best way† to manage organizational change’, Management Decision, 34/10, pp. 11-18. 4. Burns, T. and Stalker, G.M. (1961) â€Å"The management of innovation†, London: Tavistock, pp. 103-108. 5. Child, J. (n. d) â€Å"Organizational strucuture, environment and performance: The role of strategic choice†, Sage Social Science Collections. 6. Frank, M. , Kessler, A. , Nose, L. , Suchy, D. (2011) â€Å"Conflicts in family firms: state of the art and perspectives for future research†, Journal of Family Business Management, 1(2), pp. 130-153. 7. Hales, S. and Rabey, G. (2011) â⠂¬Å"The frontline manager: fronting up to organisational change†, Industrial and Commercial Trainning, 43(6), pp. 368-376. 8. Knights, D. nd Willmott, H. (2007) Introducing organizational behaviour and management, South-Western Cengage Learning. 9. Kulmala, H. I. and Uusi-Rauva, E. (2005) â€Å"Network as a business environment: experiences from software industry†, Supply Chain Management: An International Journal, 10/3, pp. 169-178. 10. McMillan, E. (n. d. ) â€Å"Considering organization structure and design from a complexity paradigm perspective†, Open University. 11. Mukherji, A. (2002) â€Å"The evolution of information systems: their impact on organizations and structures†, Management Decision, 40/5, pp. 497-507. 12.Nandakumar, M. K. , Ghobadian, A. , O’Regan, N. (2010) â€Å"Business-level strategy and Performance: The moderating effects of environment and structure†, Management Decision, 48(6), pp. 907-939. 13. Singh, S. K. (2009) â⠂¬Å"Structuring organizations across industries in India†, Management Research News, 32(10), pp. 953-969. 14. Singh, S. K. (2009) â€Å"Structuring organizations across industries in India†, Management Research News, 32(10), pp. 953-969. 15. Smith, I. (2011) â€Å"Organisational quality and organisational change: Interconnecting paths to effectiveness†, Library Management, 32(1/2), pp. 11-128. 16. Strachan, P. A. (1996) â€Å"Managing transformational change: the learning organization and teamworking†, Team Performance Management: An International Journal, (2)2, pp. 32-40. 17. Subramaniam, N. and Mia, L. (2001) â€Å"The relation between decentralised structure, budgetary participation and organisational commitment: The moderating role of managers' value orientation towards innovation†, Accounting, Auditing ; Accountability Journal, 14(1), pp. 12-29. 18. Walston, S. and Chou, A. 2011) â€Å"CEO perceptions of organizational consensus and its impact on hospital restructuring outcomes†, Journal of Health Organization and Management, 25(2), pp. 176-194. 19. Wang, L. and Ahmed, P. K. (2002) â€Å"The Informal Structure: Hidden energies within the organization†, University of Wolverhampton, UK. 20. Guy, F. (1999) â€Å"Information technology, organization structure, and earnings inequality†, Birkbeck College, Malet St. 21. Buchanan D. A. and Huczynski, A. A. (2010) Organizational behaviour, Seventh edition, Pearson Education Limited.

Salary Is Not the Most Important Factor in Motivating Employees

Salary is not the most important factor in motivating employees The psychology of motivation is enormously complicated and there is a small part of it has been illustrated with any degree of guarantee. A number of people are desired for an effective formula for moving employees. Some adopt to the way of increasing salary, not all of which is conductive (Herzberg,1987). There are a great many factors in motivating employees. Salary plays a significant role while other factors such job participation, job loading and the work environment are available as well.Although salary is useful to move hirelings, salary is not the most important factor in motivating employees because job autonomy, job security and appreciation for work done are significant. Job autonomy has a practical effect on motivating employees. Employees who are allowed to partake in varieties of decisions may be given more incentive for action. If managers allow hirelings to set their goals, they will have the responsibili ty to compass the object and devote themselves to the job. Subordinates may feel that they are an important part of the company and be more willing to apply to the task (Madura,2008).A flexible work schedule is another approach to increasing job satisfaction which is helpful to accomplish projects (Madura,2008). It has been disputed by research proving that if superiors allow employees to have longer weekends, hirelings are likely to perform well (Madura,2008). With a flexible work schedule, people are willing to improve work efficiency and fulfill other liabilities as much as they could. Job participation is an effective approach to moving employees. Employees will realize the value of their existence when they participate in the projects.If employees desire to achieve a goal as a group of people with varied occupations, they are motivated to do their best. Job autonomy is a significant element which moves employees effectively. Job security is becoming an important factor increasi ngly to employees (Wiley,1997). Employees’ responses to job insecurity influence the development of the society, which has been proved by much evidence. Work pressure will increase and job insecurity is especially hard on the weak group in the countries.If work safety is not guaranteed and people keep working in an unsafe environment, there may be a negative impact on mental health. Organization will be affected by the lack of job security as well, which leads to negative outcomes (Wiley,1997). Job insecurity is likely to cut down work guarantee, which may result in damage of companies’ credit. Deterioration of efficacy of companies’ will happen and it has a negative impact on job satisfaction and performance (Wiley,1997). Job security has ever been the top of the list of motivational factors for employees (Wiley,1997).People’s behavior is much a function of job safety. Workers have to divert attention from work as a result of concern about unsafe factor, which have a passive influence on programs (Madura,2008). The basic needs of employees could not be fulfilled, which lead to their concern about finding safer work. The employed who have job security are likely to be given incentive to achieve the goals. Appreciation for work done is one of the important motivations for employees. Feedback and recognition for the projects which have been accomplished will give employees encouragement.Most of employers voice acknowledgement for a job done to moving subordinates and give them confidence and satisfaction. Appreciation for work done has ever been chosen to be the peak motivator in modern society and has also been taken into account by enterprise increasingly. Most of the practical elements which fulfill work occasions are from recognition. Offering opportunities for hirelings who are motivated to accomplish the goals is manager’s job (Wiley,1997). The expression of why the behaviour is available will be beneficial for employeesà ¢â‚¬â„¢ long-term development, which improves their ability and enrich their knowledge.It is significant for people to have feedback and learn more about themselves. With this method, employees are able to know which position is more appropriate for them. Feeling capable is one of factors which are useful for work. Additionally, appreciation is a way for employees to feel competent. Therefore, the employed will be achieve the goals with confidence. Greater essential motivation may be caused by recognitions which image capacity. Appreciation could bring encouragement, opportunities and feelings of competent to employees and plays an important part.Although salary is an important factor in motivating employees, it is not enough to satisfy employees’ need of autonomy, security and appreciation. High salary is advantageous to fulfill all of people’s requirements and achieve their needs. There are a number of people who gain high emolument having many complaints because the y have difficulty in their work. Money fail to meet the mental needs of people on occasion. High salary is available to improve standard of living. There exist employees whose salary is high but their work stress is too heavy for them to suffer from.Because of the reason, they may not be able to leave free time for themselves. Health and mental health problems may caused by too much work stress. No one could enjoy the life without fitness. High salary means more opportunities and happiness for employees. Though some people gain high paying salary, they are occupied with projects and have seldom time to spend with family. An examination of the evidence has shown that a part of people gaining higher payment are not as satisfied with life as ones gaining lower payment. Salary is effective on occasion but it is not always the most important motivation.In conclusion, there exist a number of factors which play a considerable part in moving employees such as job autonomy, job security and appreciation. Therefore, salary is not the most effective. Give hirelings increased job autonomy including decision making, flexible work schedule and participation, which can motivate them. Job security for employees is an important source of motivation and safe working environment is helpful for people to tap their potentials. Appreciation for work done shows respect for employees, which leads to result of motivating people.Motivation has direct relationship with business of the company. Employees ought to learn how to motivate employees. Both salary and other factors are significant. References Herzberg, F. (1987)’One more time:How do you motivate employees’, Harvard Business Review, September-Octorber, pp. 87-99 Madura, J. (2008) Introduction to Business. 4th ed. Beijing: Post & Telecom Press. Wiley, C. (1997) ‘What motivates employees according to over 40 years of motivation surveys’, International Journal of Manpower, 18(3), pp. 263-280.

Poem Analysis: Mid-term Break Essay

Seamus Heaney himself is the narrator in the poem, Mid-term Break, a sad story from his childhood. It depicts the reactions of everyone around him and of himself to a death in the family. It does this through the poem’s three parts: the waiting at school, the behaviour of everyone at home, and his solitary viewing of the body. This poem is unsentimental but full of emotions. The first stanza introduces Seamus sitting alone at school, in the â€Å"sick bay†. He is waiting, and time passes slowly as he counts â€Å"bells knelling classes to a close†. This tells the reader that the mid-term break is not a school holiday, as classes are still taking place. The boy is eventually picked up by his neighbours, which shows the reader that his parents are too busy to pick up their son, so it must be an important occasion. The next stanza starts with Seamus arriving home, and in the porch meeting his father, who is crying. This stanza tells us that we are witnessing a funeral. The reader still does not know who has died, but we know that it is a family member, perhaps a sibling or even the boy’s mother. In the third stanza, the baby â€Å"cooed and laughed†; this shows the baby’s innocence and lack of awareness of what is happening. At this point the only emotion that the narrator expresses is embarrassment by the way older men are treating him; like an adult. The fourth stanza describes the way the guests at the funeral react to the boy. He is conscious of the way he is being observed and talked about; this reinforces the idea of the boy having to grow up for this event. The last line in the stanza introduces the boy’s mother; so another family member is eliminated from the mystery of who has died. The next stanza begins with his mother expressing her emotion: â€Å"angry tearless sighs†, a contrast to both the boy’s stated emotion and his father’s reaction. In this stanza, the ambulance arrives, and the â€Å"corpse† is taken into the house. The sixth and seventh stanzas depict the next morning and the boy visiting the room where the body is laid. Everything he observes is understated, and we find out that the funeral was that of someone who had been hit by a car and killed. In the last stanza we learn that it was a young child who has died, and come to realise that it was in fact Heaney’s brother. This makes the stanza brutal, hard, shocking and unforgettable, as a child has lost his life before it has truly begun. The words are nearly all emphasised, so the reader must take in the line’s message and the shock and deep grief that the family must have felt. The shock for the reader is that as we find out who died, we also find out that the boy was a mere four years old. There are eight stanzas in the poem. The first seven consist of three lines, and the last comprises only one. The rhyming in the poem is not strict: for example â€Å"close† and â€Å"home† both have the ‘o’ sound but are not total rhymes, and â€Å"crying† and â€Å"stride† both have the â€Å"i† sound. This very loose rhyming scheme is present throughout most of the poem and creates the impression of story telling. The exception to this is the last two lines, which form a rhyming couplet to make an impact: â€Å"no gaudy scars, the bumper knocked him clear. /A four foot box, a foot for every year†. The poem contains eight sentences, which run through the lines and the stanzas, making the poem less like a poem and more like a story. The sentences are a mixture of lengths, which makes some of them very simple, for example â€Å"Next morning I went up to the room.† Others, in particular the sentence which starts with the third stanza and runs through into the fifth, are very descriptive and show that he is taking everything in at once. The mood in the poem is sombre and sad. The tone of the poem is one of sorrow, grief, hurt and distress. The father is crying, the mother is so distraught she cannot cry. Heaney does not state his own emotions, but it is clear that he is hurting and however much he hides it, the reader can sense it through the poem’s tone. The language in the poem is vernacular or every-day, simple, sparse and clear. This almost â€Å"un-poetic† language reduces the poem to its bare essentials and this makes the impact of the awful event stronger and more effective. Just as the body has no â€Å"gaudy scars† the poem has no flowery, overblown descriptions. Onomatopoeia, such as â€Å"cooed† and â€Å"whispers† are used to reinforce the quietness of the poem and of death. Others, such as â€Å"coughed† and â€Å"knocked† break the silence and show the horror of what has happened. When the body first arrives, Heaney distances himself from it by calling it a â€Å"corpse†; he is reluctant to admit that it is a person. However, as soon as he sees the body, he admits to himself that his sibling is dead, and uses personal pronouns such as â€Å"him†, â€Å"his† and â€Å"he†. The title of the poem can have lots of meanings. At first the reader might think of a holiday, the normal meaning of a mid-term break, but after reading the poem, we know that this was not the case. Instead, the title can be associated with the boy who has died; mid-term, as in mid-life, in other words the untimely and unexpected death. Another meaning can be that the family has been broken in the middle of every-day life. The reader himself can decide which of these Heaney meant the title to be. The alliteration in the poem brings out sounds to aid the images. The hard ‘c’ sounds at the start and the end, â€Å"Counting bells knelling classes to a close† and â€Å"knocked him clear†. The harsh sound is suggestive of his way of dealing with grief, letting his locked up emotions come out in his words. Those hard sounds contrast with the soft â€Å"s† sounds in the seventh stanza: â€Å"Snowdrops and candles soothed the bedside†. These soft sounds show that Heaney is literally soothed by the c andles and flowers. There are very strong images in the poem, the first of which is in the second line: â€Å"bells knelling† are associated with death and â€Å"to a close† also suggests the finality of death. One of the more striking images is the image of the â€Å"snowdrops and candles†. Snowdrops are white and pure, which suggests innocence. Snowdrops grow up through frost and they represent a symbol of new life after death. The candles have a symbol of remembrance, and give a hint of religious significance. There is one main metaphor in the poem: the dead child is â€Å"wearing a poppy bruise†. The idea that he is wearing the bruise gives the idea that it can almost be wiped off, or that it is not really part of the boy. This shows the reluctance of Heaney to admit that his younger brother is dead. This is echoed in the simile of â€Å"He lay in the four foot box as in a cot†; he would rather that his little brother is sleeping, not dead. In twenty-two lines of simple language, almost prose; Seamus Heaney has created a striking and shocking picture of the tragic death of a child. The poem is deceptive in its simplicity because it is full of imagery and has a deep impact. Without allowing himself any sentimentality, Heaney leaves us with a deep impression of the effect of the boy’s death on the whole family. The last line in the poem, â€Å"A four foot box, a foot for every year†, is one that is very famous. This is because it stays with the reader long after they have read the poem.

Neoottomanism in Turkey and the Role of Turkey in the new formation of Essay - 1

Neoottomanism in Turkey and the Role of Turkey in the new formation of the Arab world - Essay Example Thus, ottomanism transformed into the ideology of pan-Turkism. The Turkish leaders of the late XX - early XXI century, especially Recep Tayyip Erdogan, updated the doctrine of ottamanism-pan-Turkism, turning it into so-called neoottomanism. Modern Turkish leaders advocated the creation of an integrated economic and cultural-linguistic space that has commonality of interests; it is the main essence of this ideology. However, neo-Ottomanism implies the dominant influence of Turkey not only on Turks, but even more - non-Turkic peoples and countries that were part of the Ottoman Empire at different time. The doctrine of "neoottomanism" was not completely comprehended even by its originators. Nowadays a lot of European and American politicians are greatly concerned about the given ideology and they do not want to stay away from it. United States, for example, hatch the plans to create a unified Turkic political space dominated by Turkey, and are interested in supporting the sovereignty of newly independent states of Central Eurasia. A heavy blow to this "subtle pan-Turkism", i.e. neoottomanism, was stroke by the Collective Security Treaty Organization, members of which were two Turkic states - Kazakhstan, Kyrgyzstan, and the Islamic one – Tajikistan. Uzbekistan led its own political game for a certain period, but then, joined the CSTO. Turkmenistans foreign policy tends to neutrality at the present time. Under the auspices of the U.S., such projects as The Black Sea Cooperation and GUAM were developed. If earlier the U.S. was more interested in strengthening Turkeys influence on the Balkans, nowadays - on Northern and Southern Caucasus, Crimea, Ukraine, Bessarabia, as well as Syria, Lebanon and Iraq - as vectors, amplifying the Turkish-Russian confrontation. "Political and operational" role of Turkey in these regions is the most attractive for the U.S. But practice shows

Industrial revolution Essay Example | Topics and Well Written Essays - 1250 words

Industrial revolution - Essay Example The revolution took place around the end of 18th century and early 19th century. The overall economic outlook of England’s society saw a turn and twist in the manner in which it operated previously, and this was formally coined in by Arnold Toynbee (Williams, 2011, 138) who gave it the name of revolution and since then the term has been referred to as revolution in form of modernization of society across the world. Apart from the form of practices, it had its effect on the different styles of leadership and ruling over individuals in society as well. Keywords: Development, steel, economic development Characteristics of revolution: It brought about change in the life styles. Prior to it people relied on agriculture and lived a simple life style that was restricted to the rural part of the countries. With the advent of the industrial revolution, industries were developed; machinery came about into usage, people started adopting the new means. Although the revolution was of total ly different pattern as compared to the previous revolutions yet it had an impact on the social sphere, economic sphere and political sphere within different societies. The countries with greater economic development were in position to dominate the situation and enforce their conditions and political systems upon other nations. Imperialism was a sequence of the entire event that took place as a result of dominant and stronger economic states against the weaker ones (Kesselmae et.al, 2011, 51). In the social sphere, it allowed for jobs creation and overall rise in the income level. The ultimate impact was that of improvement of the economy. Per capita incomes (Sng, 2010), G.D.Ps, annual budgets and other social and economic factors saw progress up to multiple folds which was completely unprecedented. Countries with more progress in the industrial sector ended up becoming developed states and those with little access and advantages extraction from the industrial means and mechanism r emained underprivileged and under developed. The impact was directly visible upon the people within those societies and the overall standards of life were of little attractive outlook with regard to income and prosperity level. The earliest traces of Industrial revolution can be traced back in to the English society where people started using the tools and devices at domestic level, although the term came into force and knowledge in France first(Clark, 2000, 5) . This in turn gave rise to the industry at local level and people started progressing with the overall prospect of various professions. Machine, tools, automation, iron, steel were few of the terms that were trade mark of the concept of industrial development that took place in Europe. The spread of development in form of concepts of industrialization did not stop in the social spheres of England only ,rather it made inroads into other societies of Europe as well and later on extended beyond the European continent and United States of America got engulfed into the overall developmental process. The benefits and modifications that resulted from industrial development were not only limited to manufacturing industries or heavy machinery usage, rather they enabled the communication advancements in form of the building of roads, and covering these roads with automobiles of all kinds.

Reaction paper of Ideoligy explore in venezuela Essay

Reaction paper of Ideoligy explore in venezuela - Essay Example Given its huge oil resources Venezuela should ideally command a lot of respect internationally as a economically stable state. This however doesn’t seem to be true with the larger percentage of it’s population living below the poverty line. At the time president Chavez took over the rains around 70% of the population was below the poverty line. It was expected and hoped that this condition would change. This however did not happen largely due to the ideologies adopted by the government. The gap between the rich and the poor is just too big considering the massive capabilities that the country has. The very thing that should generate prosperity seems to be driving the disparity. Oil should be good for any given country but when combined with corruption which is rampant in the country then the effects can be catastrophic as they are in this country. The oil industry is controlled by the rich and affluent political class. This class is well known for the greed with which they want to line their pockets with more wealth. They rarely consider the poor. The oil industry is very labour intensive which contributes for the high unemployment rates. Another factor that fuels this state is the fact that the country for the most part is dependent on imports which has never made it easy for any economy. Add to this the fact that every citizen is always trying to enrich themselves. Hoarding of these imported goods is rampart driving inflation in the country high (Dunaway 55). The high prices cause the government to try and rectify this and the most popular way for them is to make more money fuelling inflation. This inflation seems the poorer even poorer. One would argue that the best way to cure this would for a total overhaul the ideologies prevalent in the political class. Them being the main stakeholders in both the economy and the social level they are the ones who would drive any change in the country, ideological or otherwise. They need to

Australian Gas Essay Example | Topics and Well Written Essays - 750 words

Australian Gas - Essay Example Dividends during that time have grown from 52 cents per share to 63 cents per share (93 cents per share in 2005 which includes a special 30 cent dividend). That is approximately 5% dividend growth per year. Earnings per share (excluding extraordinary items) during the last three years has grown from 73 cents per share in 2003 to 79 in 2004 and 84 cents per share in 2005 (the last year full figures are available), which is an average growth rate of just over 7% per year. Underlying profit (excluding significant items) grew from $351 million to $386 million just over 6% growth for the year. EBIT remained steady at approximately 13.6% of funds employed. Total liabilities dropped from $3.4 billion to $2.6 billion a 22% drop. The debt to equity ratio dropped significantly dropping from over 40% in 2004 to approximately 27% in 2005. The price to earnings ratio during the last three years has remained relatively stable as well. In February 2003 the stock was trading at about 10.00 per share and had earnings of 73 cents that gave it a P/E of approximately 14. In February 2004 the stock was trading at just over 11.00 per share and had earnings of 79 which kept the P/E very close to 14 and in February of 2005 the stock was trading at approximately 13.25 per share and had earnings of 84 cents. This caused the P/E to jump slightly to approximately 16 which was still well within the average P/E of other gas and electric companies. RISKSThere are a myriad of risk factors for this company, including (but not limited to): rates being set by the regulatory board that are not in line with company expectations, a vote by shareholders that halts the planned divestiture of AGL energy and AGL infrastructure into two separate entities, the ongoing environmental investigations and standards that need to be met and of course a more consistent weather pattern that lowers the demand for electricity or natural gas.The rates that are currently being considered are in line with industry standards and though there are a number of rate revisions being considered by the regulatory commission the company feels that the recent trend has been for the governing board to take a light approach, not a heavy handed approach to rate increases. This bodes well for the company.The divestiture of AGL energy into a separate entity is viewed by most experts to be a good decision and profitable for the shareholders. Recent surveys show that the majority of shareholders are planning to vote for the divestiture and subsequent merger at the shareholders meeting in October 2006. The company is committed to a clean environment and recently began to draw up plans for the

To what extent China's historical period since 1978 still shape Essay

To what extent China's historical period since 1978 still shape China's contemporary society How has this been a constituting milestone to modern development or a hindering handicap - Essay Example The policies undertaken by Deng Xiaoping and the subsequent government were aimed at increasing the investments in the industrial sectors and meeting the demands of the people of the country. The political ideologies of the Communist governments changed since 1978. The historical period since 1978 in China has influenced the development of the contemporary societies. The policies of economic liberalization have stimulated the process of increasing demand in the company. This has increased the level of liquidity and has changed the lifestyle of the people of China. The contemporary societies and the lifestyles have been influenced by the economic reforms of the government since 1978. The policy reforms implemented by the Chinese governments have been a milestone for the modern development of China and its rapid growth in a short span of time. The differences between the economic reforms of China and Russia have also been discussed in this work. The socio-political and economic issues in China are wide ranged and varied and can be identified to be rooted from the vast cultural and political history of China, the different economic reforms implemented in China in the late 1970s and the immense population and its growth in China. China demonstrates a bubble economy and a weak social balance which are combined to make the country an unstable one where a number of social, political and economic issues prevail (Jing, 2001, p.4). China is mainly a communist state where the external environment related to conducting business in the country has several socio=political and economic issues. The environment for conducting business in the country is a challenging and complex environment. The political framework as well as the legal structure in China is highly unstable making it difficult for businesses to establish their operations there. The various economic reforms that have been implemented in the 1970s in China have caused increas ing

Alberti's S. Andrea in Mantua compared with vignola's Ges church in Research Paper

Alberti's S. Andrea in Mantua compared with vignola's Ges church in Rome - Research Paper Example the ancient Roman architecture of using decorations and monumental pieces of work for aesthetic value while at the same time maintaining the grandeur, yet the same was not the case with Vignola (Fazio et. al., 24). Not only did Vignola suppress the transepts, he shortened the naves in a bid to clear acoustics and sightlines. This would allow for easy visibility. Additionally, during preaching, the preacher would be clearly heard. The Gesu design was forward-looking since it was not so much exaggerated as the S. Andrea’s design. This is because the axes of the building were strongly emphasized. The elements were portrayed in three dimensions, especially on the west front. The Alberti’s faà §ade seems to have been his routine. It could be traced to his earlier works such as the Maria Novella, only that he used the classical orders to replace geometry-based subdivisions (Ching et. al., 17). In the Gesu design, there are pilaster pairs that step from planes that project forward until on both sides of the entrance, engaged columns are used to support a pediment, which is triangular. The triangular pediment is fixed using a segmental pediment through support of flanking pilasters. The interior designs of both works were plain. Perhaps, this is due to the fact that then not so much decoration was accorded to the church (Fazio et. al., 76). Their designs were a crucial guide to future architects and engineers and can be seen in most churches today. The St. Andrea faà §ade was the model adopted by many Roman churches. The distinctive features associated with the Classical Roman architecture kept changing over time. The purpose and forms of the buildings changed over time. The structures of the cities also later changed. Therefore, it can be argued that the faà §ade of the designs provided a guide to later builders. Both the Gesu and S. Andrea faà §ade have a symmetrical proportionality. They have a square appearance whose proportions are according to the module. The

Prosecution and Judicial system on Witches Essay Example for Free

Prosecution and Judicial system on Witches Essay The central Europe was full of panic and rumors about witch and witchcrafts during it early modern period. Witch-hunt dragged the society into conducting trials so as to torture and even death or execution to those who are believed to be a part of the witch crafting practices. About this statement, it is stated that the rate of women who are executed or those who are believed as witches are mostly on females (Levack). As Levack wrote to his observations data, the age of the women inclined in witchcraft were those who are older than that of a 50 year-old. He also conducted a survey on regional studies and figured out that there were indeed estimated about 110,000 witch trials (Levack). Levack paid his focus on the recorded conducted trials instead of focusing on the executions made. He explained that among all those trials for the witch cases, there have been about 48% which definitely resulted into execution that makes about 60,000 of witches who died (Levack). Levack stated that this prosecutions and torture-making were made for the alleged practices of doing a believed harmful magic and that people on those period believed that witch’s practices is done to worship the darkness or the devil (Levack). In Levack’s book, he mainly focused on the events where the witch-hunting started. He explained that that witch-hunting is an act in which certain hunters hunt those individuals who are believed to be involved in a certain magical secret kinds of activities (Levack). Levack discussed that the main cause of this hunting activity is the multi-casual approach, which sought the innovation of new ideologies about such witches and the changes is judicial system. These two innovations brought severe changes in religious aspect and also aroused a lot of tension to the society (Levack). The ideology of the hunts are based on such that witches were the individuals who had a certain pack with the devil therefore they are involved in such practices that is considered as barbaric. Witchcraft is conceptualized as an evil act into which the power and magic came from the devil whom they worship as everyone believes (Levack). According to Levack’s discussion through his work, certain individuals would sell their own souls to Satan in order to obtain a good life or which they considered as the gift of well being. In addition to this, witches are believed to have a Sabbath where they tend to give praise and worship to the devil. They are also said to be an organization which people believed in of doing infanticide incest practices (Levack). Another that contributes to the basis of the hunters is the idea that witches do fly, this idea or belief came from the people’s assumption that witches fly in order to attend to their Sabbath meetings without being noticed (Levack). The kind of prosecution made in England and the role of women being the witnesses is considered as a process of cultural complexity according to Holmes. He discussed that the popular beliefs are the harmful factors which implies that a certain woman is involved in witchcrafts (Holmes). The elites in the year 1563 created a system of prosecution against witchcrafts. The victims then had the opportunity to prosecute their assailants through the constructed systematical procedures of the judicial court (Holmes). According to Holmes, there are two distinctive ways for a certain witness to testify as a victim of witchcrafts such as they could directly testify that they are possessed into which they would say that they are controlled by the devil through the crafts of the witch and secondly, assumed victims could report sought physical searches that will be an evident or proof of the witch’s connection with the devil (Holmes). In both ways the accused will be subjected into the belief that she is indeed a witch and is inclined with witchcrafts. This is supported by theologians and lawyers who state that women are more susceptible or vulnerable of temptation which will cause them to tend to involve themselves to a pact with the devil (Holmes). In addition to this, Clive Holmes said that the women witnesses rose up from 38 to 53 percent during the last existing years of Queen Elizabeth. This indicates that women are the ones who contribute actively in creating negative reputations among others by making gossips (Holmes). Discussion As the hunt went through continuously in the 16th century, the system of jurisdiction reduced clerical means of jurisdiction and focused more on the secular concerns. The reason for this change is the definition of the witchcraft as a mean of secular crime (Levack). These said factors led to a high rate of witch hunting in Scotland hence other countries obtained a reduction in the number of cases to be prosecuted because of the ecclesiastical means of jurisdiction over the crime (Levack). There were said to be complex types of hunts which is brought during the time where witch-hunts were made in Europe, the small hunts in Europe basically focuses on seeking for malefactors, the medium type consists of at least five to ten victims, and the large hunts consists about ten to hundred witches which caused an explosion of panic and hysteria (Levack). According to Levack, there are there are four certain relatively factors to this witch-hunt. The first one depends on the nature of the witch beliefs in a certain place or region with the consideration on the strength to which they were being held (Levack). The second factor is the intensity of hunts. It is explained that not all countries execute torture method. Lastly, is the extent where the central judicial officers have their control to each trial (Levack). Conclusion In my own understanding witch-hunt, malice accusations, tortures, and executions are not justified by the early England period’s basis which is considered gossips or hearsays. I am not convinced about the foundation of the witch-hunt act because they do not provide an accurate reason or evident for them to do such an act against a certain person who is accused of being witch. Basing on Holmes’ work, a certain witness could just testify that a certain person is a witch and therefore make that person be subjected to court trials, another is that whenever a person testify that the accused is having a certain mark or physical searches which will prove that she is a witch then she is believed to be a witch and will also be subjected to trials or worse is execution. This kind of basis as the primary foundation in witch-hunting is generally an immoral act and a lack-of-evidence case into which people experienced hysteria and panic for a reason that is not reliably true or considered as alleged case. Therefore the explanations about the reasons of the outburst of witch-hunting is definitely cruel, lack of consideration, and inhumane act against fellow human beings who are accused but unproved of being a witch and practicing certain witch acts. Works Cited Holmes, Clive. Women: Witnesses and Witches Witch-Prosecutions in Early Modern England. 1993. Kaplan, Steven Laurence. Understanding Popular Culture: Europe from the Middle Ages to the Nineteenth Century. 1984. Levack, Brian P. The Witch-Hunt in Early Modern Europe 2006. Sharpe, J. Instrument of Darkness: Witchcraft in England 1550-1750.

Leadership Styles Of Jesus Christ And Paul Religion Essay

Leadership Styles Of Jesus Christ And Paul Religion Essay This essay will examine the theoretical concepts of leadership, showing their strengths and weaknesses. The leadership styles of Jesus Christ and Apostle Paul will be discussed followed by the leadership qualities expected from the church as illustrated by the five-fold ministry found in Pauls epistle to the Ephesians Chapter 4. The leadership qualities expected in change management, communicating vision and handling or dealing with oppositions shall be examined. Nevertheless, most people believe that leadership means to occupy an exalted position that commands authority over others. Typical is the request by the mother of Zebedees children to Jesus Christ in Matthew Chapter 20 verses 20 and 21. Salome sought that Jesus will grant that her two sons take positions; one on the left and the other on the right hand of Jesus in His kingdom. Jesus confirmed that this is the manner of leadership found in the world, where the princes of the gentiles exercise dominion over them and they exercise great authority upon them. But it shall not be so among you.  [1]  Wright inferred that with this concept of leadership, only the few people occupying positions of authority and responsibility could be referred to as leaders and not every Christian.  [2]   Jesus advocated that leaders should serve rather than being served  [3]  . This concept focuses on what we do; as in service to God and to others as opposed to merely occupying positions. Paul, when writing to the Galatians instructs us that, by love serve one another  [4]  . Gods intention demonstrated by the blessing of Genesis Chapter 1 verse 28 shows that all humans have the right to lead and we need not occupy any position to do that. Wright again explained that if by leader we mean a person who enters into a relationship with another person to influence their behaviour, values or attitudes, then I would suggest that all Christians should be leaders.  [5]   Damazio in his book reveals the danger the church faces today as scriptural principles laid in Gods word are being replaced with business principles thus making the church to run as business corporations rather than as New Testament organisations. Members hardly comprehend the truth of the word of God. Biblical prerequisite into leadership position demanding holiness, Holy Ghost in-filling, integrity and godly wisdom have gradually been replaced with academic scholarship hence robbing the church of its spiritual life and vitality  [6]  . The church is gradually going the way Paul describes as having a form of godliness, but denying the power thereof.  [7]   LEADERSHIP STYLEs OF JESUS CHRIST and APOSTLE paul COMPARED AND CONTRASTED Jesus communicated His mission saying, For the son of Man came not to be ministered unto, but to minister and to give his life as ransom for many. This statement depicts service and sacrifice. Similarly, Paul in his Epistles revealed that his leadership is derived from being a servant of Jesus Christ. Some translations of the Bible even allude to him as a bondservant of Jesus. Pauls leadership is by example reflected in his statement, be followers of me as I am of Christ  [8]  , similar to Jesus, I do whatever I see the Father do  [9]  . This emanated from the law of reproduction of kinds every organism produces after its kind  [10]  ; which actually has its root in Genesis at creation. It is popularly said, that success without a successor is failure. As Jesus therefore commanded his disciples to teach all nations, so Paul instructed Timothy that the things which you have heard from me in the presence of many witnesses, these entrust to faithful men, who will be able to teach others also, thus the continuity of the leadership chain guaranteed. The mentorship style of both Jesus and Paul is also here emphasised. According to Ascough, Pauls style of leadership referenced in 1st Thessalonians 5:12-13 is, to respect those who work hard among you, who are over you in the Lord and who admonish you. Hold them in highest regard because of their work  [11]  . Since these are unnamed people, the term who are over you, implies they are leaders whose obligation is due to the work they do rather than their position. This tally with Jesus view that leadership is not about the office but the duties. While exercising authority in administrative offices, they are not to slack in their daily tasks of their work; for which they are to be respected  [12]  . Accordingly, Agostos Jesus leadership challenged the political and spiritual leadership of His time. He identified with the masses that were overtaxed and oppressed by the Jewish domination helped by Roman authorities. He confronted the injustice, challenging the oppressors right into the temple; where He overthrew tables of money changers  [13]  . His weapon remained the Word of God, referring His critics to the Old Testament book of Jeremiah 7: 11 which says that the house of God has become den of robbers.  [14]   The difference between Jesus and Pauls leadership style is obvious the way Jesus ministered to a local audience in the regions of Galilee and Jerusalem and ministered in Jewish temple and synagogues, Paul embarked on missionary journeys establishing churches in urban centres throughout the Roman Empire. Paul wrote to his followers while Jesus did not keep any writing except witnesses account written after his death. This makes Paul presentation more comprehensible to us today than Jesus  [15]  . The gospel writers may not have written without elements of their personal agenda. THE FIVE FOLD LEADERSHIP MINISTRY In Ephesians chapter 4, the five-fold leaders template was identified and Paul explained the purpose of the gifts. According to verse 12, the purpose of the gifts is not to boast but as tools to work with, that is: The perfecting of the saints providing leadership for other believers The work of the ministry The edifying of the body of Christ APOSTLES The word apostle is from the Greek word apostollos meaning to send. That is called to represent Christ as a missionary, preaching the gospel and establishing churches.  [16]  Jesus was called an Apostle sent by God (Hebrews 3:1).  [17]  Stamps believe that apart from the signs of an Apostle mentioned in 2 Corinthians 12:12, the apostles commissioned to write scriptures belonged to a different class to church leaders that succeed them. PROPHETS The Old Testament prophets always appeal to the conscience of Gods people to remain faithful and telling of future events. Today they warn, rebuke exhort, comfort and pronounce judgement  [18]  . Their prophecies however are to be authenticated by the word of God. EVANGELISTS From the Greek root word evangel meaning good news, evangelists have the tasks of spreading the gospel of Christ. Jesus commanded His disciples to go into the world and preach the gospel to all creatures. Mark 16:15. Every believer is expected to do this. But there are some specially gifted of the Holy Spirit to evangelise and win many souls by preaching, miracles and deliverance  [19]  . Philip is a classical NT example (Acts 21:8). PASTORS Pastors are shepherds to tend and oversee the flock of God in a local assembly. They are to feed the members with the undiluted word of God; to ensure spiritual growth and provide leadership for the congregation in a local church. Apostle Paul was very clear in expressing the qualifications of bishop, Pastor or overseers; which are not political but spiritual qualities (1 Timothy 3: 1-7). TEACHERS Teachers lead Gods people providing sound doctrine and acting as the custodians of the truthfulness of the Word of God. They check and balance the ministry of prophets to prevent heresies  [20]  . They are also responsible for raising other teachers. The five-fold ministry are interrelated and interdependent. Individuals within the body of Christ can possibly manifest more than one of these gifts. Apostles are said to function in all five. LEADERSHIP WITH DEFINED AND PROJECTED VISION TO FOLLOWERSHIP. According to Carson Pue, Leaders met in the past two decades and concur in the realisation of the full advantages of communicating their vision clearly and with such a feeling that people were able to follow. With numerous books on visionary leadership, Leaders wanting to achieve their target for various ministries or organisation will still need to cope with the modern requirement for the creation and communicating their visions. He made mention from John Cotters extensive research that Superior Leadership stems from power to translate a vision into reality and sustain it. Carson sums it all by the absolute need to take adequate time, involve enough people so as to successfully disseminate the vision. It will in turn be captured at all levels of workers in the organisation (boosting motivation) hence assist in progression of goals for the Ministry.  [21]  A biblical example is the sequence with which the Lord did the commissioning of the disciples after resurrection as recorded in Acts 1:8 where the disciples were instructed to wait for Holy Ghost baptism to acquire the power required for evangelism.  [22]   MANAGEMENT OF CHANGES IN LEADERSHIP. According to Michael W Foss book A servants manual, Dr Zipper symbolises the process or challenge of Change to a burning platform with a multiple attitudinal response form leadership. With the burning platform taken as the very circumstances that necessitates the required change, its management then translates to ability to call the attention of those whom the change will affect to it. While Persistence, patience and purpose are three key factors through a successful change, there are conservative leaders that will assert that the platform is not really on fire. This is an expression of denial immediately followed with the attitude that, we had fires in the past this one is no different we will soon put it out! This foregoing attitude was linked to gradual decline in church attendance research at various congregations despite sustained evangelism. The big question to consider is if the platform is burning hot enough to absorb the obvious loss. Management of Change welcomes such loss as long as focus is brought from the past to the present for the sake of good future. Leaders are enjoined to make use of only vocabulary that will influence those who will receive the changes. Leaders are to stay connected to followers as followers prefer leaders who are with them rather than the one always in front of them.  [23]   MANAGEMENT OF OPPOSITIONS IN LEADERSHIP Oppositions will come up from within the leadership scope and outside the scope itself, hence according to Bill Hulls book, the disciple making church, he used the example of Paul and Barnabas who saw opposition as normal and a clear projection of their success. With full recognition of Acts 14:22 where it is expected that evangelism through tribulation are the pathway to Kingdom of God. Hull says that oppositions could be gotten from the resulting friction from the implementation of Gods agenda or from being passive and allowing the Church to be moribund with a resulting clamour against poor leadership skills. He further said that in evaluating approaches to opposition, it is good to bear in mind that the enemies of the ministry should only be in the categories of the opponents of the gospel. It is essential to let the opposition count rather than being ignored. Apostle Paul in a Challenging time was encouraged by God who made it clear to him to continue the evangelism as there are many people in the city for God ( Acts 18:9-10), when he was abused by Corinthians Jews as he left them to continue preaching to the gentiles.  [24]   Conclusively, I am in support of Leadership that is ready to Change, manage changes as earlier mentioned by Michael Foss rather than the passive leadership that only reacts to the aftermath of challenges rather than being pro-active or be mindful of overall disposition in the scope of leadership in the areas of needful changes and apparent opposition. This in line with warning from Hosea 4:6 which God warned that his people are perishing due to lack of Knowledge. This can also be likened to indifference and overly conservative attitude of some Modern day leaders.  [25]  

The Importance Of Developing Entrepreneurial Skills Commerce Essay

The Importance Of Developing Entrepreneurial Skills Commerce Essay The importance of the development of entrepreneurial skills by every graduate cannot be over-emphasized because gone are the days when jobs were available everywhere both in the private and public sector of the economy and employers go about looking for potential employees to employ. Indeed, in the past, it is the employers that go round universities in this country to hunt for potential employees. Then there were fewer universities and low university enrolment. But today, things have changed and very drastically too such that many graduates are now sellers of recharge cards and some work as bus conductors. What an economic tragedy and waste! The question of choice of job or employer is gradually being eroded each year. Many graduates are desperate to get any job to keep body and soul going. Indeed there is a paradigm shift in the labour market now. Even the professional disciplines are now fast getting into that problem of unemployment. Employment prospects for the youths are changing with a lot of increasing competition; the openings are equally limited. Also, employment in the public sector is also decreasing and job prospects are diminishing by the day. Added to this ugly situation are the increasing trend of job outsourcing, casualization of labour in the oil and gas industry and the increasing phenomenon of rightsizing of labour among big firms and corporations in the country. As a side effect, the figure of tertiary graduates who have not been able to secure the first employment since graduation for upward of five years is on the increase and even those with professional qualifications like MBA, ICAN, COREN, Medicine and Pharmacy are not spared from the ugly phenomenon. Others are paid peanuts if they are lucky to secure paid job. Some now fall back on their lower qualifications like WASC and OND to secure menial jobs. The recent economic meltdown also has made matters worse. Some companies are as a result operating below expected capacity. The current troubles in the financial sector, particularly the money and the capital markets and their subsequent effects on the economy, particularly on the real sector as well as the remedial efforts of the CBN are very visibly glaring, instructive and challenging. Nevertheless, entrepreneurship and indeed the need for developing the requisite entrepreneurial skills have been suggested to help redress the aforementioned problems by making people not only to be job creators but wealth creators (Midea, 2004 ; Izedonmi, 2009). According to Small Business Service (2005), the possession of entrepreneurial skills to create new knowledge based social enterprises is vital to addressing social and environmental issues effectively. Our nation cannot afford to toy with it. Our tertiary institutions must respond fast and positively towards entrepreneurship education. However, general business skills and general knowledge are considered insufficient to turn graduates into entrepreneurs (Kisby, 2004). Hence, the need to develop specific entrepreneurship skills cannot be overemphasized .This is because entrepreneurship has been vital to creating employment and therefore a special form of employability (Moreland, 2004). Both the government and the academia hav e been attracted to it. In particular, universities are re-designing their curricula and the ways they operate to create opportunities for the training of their students in practical entrepreneurial skills. Due to the way entrepreneurial programmes have assumed a global proliferation and dimension, it was suggested by Volkmann (2004) that it has become the major academic discipline for business education in the 21st century. I totally agree with him. Economic Growth And Entrepreneurship Recent Survey Report in 2008 by the Kauffman Foundation in connection with the relationship between economic growth and entrepreneurship found that all nations with high level of employment activities had above average rate of economic growth. What this translates into is that entrepreneurial deficient economy will have low growth while entrepreneurially good economy tends to enjoy good growth. Hence, Government has come to recognize the importance of entrepreneurship in economic development that entrepreneurial ventures have in-built capacity to promote employment and economic growth. Literature Review One of the first courses specifically addressing entrepreneurship was established at the Harvard Business School in 1947.In the U.K, the first courses in entrepreneurship were launched in the 1980s together with the UKs first initiative for enterprise in higher education (Elton, 1991, Kirby, 1989 2005, Volkmann, 2004). Along this line, Fry (1992) remarks that entrepreneurship has been one of the fastest growing disciplines in the U.S.A in the 1990s.By the turn of the 21st century, as many as 1600 universities in the North-America were offering courses in entrepreneurship compared to merely two dozens in the 1970s (Inegbenebor, 2005). The growth of entrepreneurship education and the subsequent inclusion into the curricula of universities in the United Kingdom has been attributed to the sheer need to serve the innovation need of businesses and to produce graduates with transferable skills for businesses. ENTREPRENEURSHIP IN NIGERIA According to Ekanem (2005), the history and development of entrepreneurship in Nigeria started in the 1960s as supported also by some of the earlier studies such as Schatz and Edokpayi (1962), Harris (1969), Olakanpo (1968) and Akeredolu-Ale (1972). Therefore, the concept of entrepreneurship development in Nigeria is not new. Since the 1970s, several government agencies and institutions in the country have been engaged in different aspects of fostering entrepreneurship in Nigeria, though with short-lived and varied successes. For instance, the Centre for Management Development (CMD), National Directorate of Employment (NDE), former Nigeria Industrial Development Bank (NIDB), Nigerian Bank for Commerce and Industry (NBCI), Nigeria Youth Service Corps (NYSC), among others had programmes for entrepreneurship development in Nigeria. Other entrepreneurial development agencies include government sponsored Entrepreneurial Development Programme (EDP). NGOs, Nigerian Employers Consultative As sociation (NECA).The vigor with which it was pursued then is a different issue for our assessment. If the proofs are available even the blind and deaf can feel it. Only fools dont proof. What Does Entrepreneurship Really Entail? Basically, what entrepreneurship entails includes: The building of skills in negotiation Building leadership skill New product development Creative and innovative thinking and Exposure to technological innovation, (Kuratko, 2003). It shows students and graduates how to believe and behave entrepreneurially. It encourages them to get involved in networking, create and manage businesses of their own and facilitate progress and success in entrepreneurial career. Entrepreneurship could satisfy status and social needs and leads to self-satisfaction and actualization. It can also meet the financial needs for the entrepreneurs and their families. In fact, entrepreneurship is a satisfying process even though it can be risky and may even lead to loss of wealth at times (Fry, 1992). Society-wise, entrepreneurship has made substantial impacts throughout history because of numerous inventions, massive job creations made through small and medium scale enterprises (SMES) in both developed and developing countries. DEFINITIONS OF ENTREPRENEURSHIP Various definitions have been given for entrepreneurship. For instance Inegbenebor and Igbinomwanhia (2008) say that: Entrepreneurship is the process of performing the roles of an entrepreneur. It has been defined as the process of planning, operating and assuming the risk of a business venture. It may also be defined as the process of creating a clique value of pulling together a unique package of resources to exploit an opportunity. Entrepreneurship encompasses various activities which are carried out to ensure the survival and growth of the business Inegbenebor (2006) defines it as: it is about bearing the skills needed to assume the risk of establishing a business. It is about developing the winning strategies and executing them with all vigour, persistence and passion needed to win any game Ekanem (2005): Entrepreneurship is the process of or capacity for organizing, operating and assuming risk for a business venture. It is dynamic risk-taking, creative and growth oriented behavior which involves the use of various resources to create wealth Ekwe (1992): observes that, Entrepreneurship involves the: ability to perceive profitable business opportunities. 2. willingness to act on what is perceived and 3. necessary organizing skills associated with a projects Fry (1992) says that Entrepreneurship involves action rather than static events. It involves taking action necessary to analyze opportunities to launch and/or grow business, to finance the venture and possibly even to invest the venture. Izedonmi (2009) placed entrepreneurship in a continuum form with economic entrepreneurship at the end of the continuum and social entrepreneurship at the other end. In between these you will find some varying characteristics of combinations. The process is also dynamic. In summary, the central issues in entrepreneurship involve uncertainty and risk-taking, innovation, perception and change. For instance, Drucker (1985) posits that innovation is the specification instrument of entrepreneurship. He argued further that the entrepreneurs must always change to respond to it, and exploit it as an opportunity. CHARACTERISTICS OF A DWINDLING ECONOMY The characteristics include: High unemployment rate High inflation rate Low average real income Low saving ratio or high consumption ratio Low levels of technology Low levels of productivity Low per capita income and downward trend of living High poverty rate of a large proportion of the population Low economic growth rate Poorly developed financial and stock markets High level corruption and instability and insecurity of lives and property Although the above factors and many others can be observed in a dwindling economy, they also provide good basis for entrepreneurial development. In fact, of these factors listed above, some can act as either pull or push entrepreneurial factors. Very often they provide good windows of opportunities for entrepreneurial-minded individuals. ROLES OF ENTRENEURSHIP IN REVIVING A DWINDLING SOCIETY Some of the roles include: Generating employment Increases productivity through innovation Facilitates the transfer/ adoption of technology Ensures increase resource utilization Stimulates growth in the supply market Renovates large scale enterprises and public enterprises Encourages and sustains economic dynamism that enables an economy to adjust successfully in a rapidly changing global economy. Linkage effects of various sections of the economy is facilitated Generate income and wealth occur faster Encourages training and development Ensures rapid development Develops indigenous entrepreneurship Provides a training ground for indigenous managers and semi-skilled workers Reduces rural-urban migration Constitutes a vital engine for economic growth development of a nation- increase GDP Skyrocketing of the emergence of SMES and Promotion of self-reliance and economic sustainability ELEMENTS OF ENTREPRENEURSHIP Entrepreneurship may involve the following elements IDEA GENERATION AND SCREENING This is actually the starting point of many new entrepreneurial ventures. Sources of ideas are many and varied. The sources notwithstanding, the would-be entrepreneur must cultivate the habit of documenting those ideas. It should be packaged in form of feasibility report, no matter what. STARTING A BUSINESS This could involve: a. Buying an existing business b. Starting from the scratch or start-up business c. Through Franchise d. By Inheritance CREATIVITY AND INNOVATION Innovation is the development and introduction of a new product, a new process, or a new service to a market. Creativity is the link between pure imagination and the introduction of an innovative product, process or service. Both are necessary ingredients for entrepreneurship. However, creativity is behind innovation. Creativity alone, does not define entrepreneurship. Creativity without innovation does not produce results. And innovation without effective management does not produce marketable products, processes or services. Although creativity and innovation are necessary ingredients, they are not sufficient of themselves to establish successful entrepreneurship (Fry, 1992, Izedonmi, 2009). There must be effective and efficient administrative structure on the ground and a healthy dose of management as well. 3. SEEKING FINANCING Financing could either be debt or equity financing, traditional or venture, internal or external capital. The would-be venture must consider financing the venture. Availability, cost and timeliness must be balanced. Starting small attracts small capital input. However, not all entrepreneurial ventures require start-up capital or equal amount either Creative financing is a basic tenet of entrepreneurship. A growth-oriented venture uses multiple sources of financing. You must be prepared to make your personal sacrifice in this respect. Too often, the banks will request to see your personal inputs in terms of financial commitment. Finance institutions only lend to ventures that have proven records, and history, and those ventures that are also promising economically. 4. ASSUMING RISK Every entrepreneur must assume one risk or the other. However, entrepreneurship is not necessarily risk-taking but risk-assuming. Corporate management deals in risk minimization, entrepreneurship deals in risk management. Corporate management too often generally tends to be risk-averse. They want to reduce risk to a minimum during production so as to be profitable. Entrepreneurship manages risk since it cannot be reduced significantly in entrepreneurial situations whether new or existing ventures. However, entrepreneurs are calculated risk-takers. Risk management involves the acknowledgement that risk exists and the actions that are taken to shift as much risk as possible to others and then control the remainder. Some risk Management ventures include Renting rather than owning equipment and facilities Using multiple sources of financing. Building an entrepreneurial team with distinctive skills. Undertaking multiple ventures simultaneously with varied degrees of risk. Committing a portion of the total resources to any one project. Assigning a team member the responsibility of monitoring short-term performance with the anticipation of cutting losses of early performance indicates unfavorable results. THE PULL AND PUSH ENTREPRENEURSHIP FACTORS There are various factors (negative or positive) which tend to provide the needed motivation in getting into entrepreneurship or becoming an entrepreneur. While the negative factors are called push factors; the positive factors are pull factors. Both factors provide the fundamental attraction either by necessity or by desire and opportunity into the entrepreneurial world. The push factors are: Unemployment / loss of job. Dissatisfaction with pay and job situation. Discrimination and victimization by boss in work place. Middle-age crises. Divorce / widowhood. Relocation. The positive pull factors are: Desire for independence. Desire for increase in wealth. Increased social status and prestige. Spouse support and motivation. Provision of market opportunity. Franchise. Provision of licenses by parent company. Favorable government policies etc. THE ENTREPRENEURSHIP DECISION The entrepreneurial motivation to launch a venture has been grouped into three variables (Fry, 1992) as: Antecedent variables. Triggering variables. Enabling variables. The antecedent factors They cause the individual to begin to consider the possibilities of entrepreneurship either consciously or unconsciously. This could take into consideration the variables listed below Creativity. Background. Personality. Past experience. Education. Current job. Triggering factors: These are the events or situations that specifically trigger the entrepreneurial act. They are salient life events may be quite personal , professional or for instance, financial changes in an entrepreneurs life that are perceived as very important to entrepreneurial decision may set off the alarm to take step .They involve: Loss of Job Invention or Idea Offer from partner Entrepreneurial motivation or willingness to start a venture (M) = Antecedent Variables (A) X Triggering Variables (T). The enabling factors These factors make the actual launching of the venture possible. They include opportunity and resources which are very critical to the successful launch of the venture. The likelihood of a venture launch is made up of these three factors combined. Our youths look outside instead of looking inward. Those who look inward first tend to travel faster on the outside. Several entrepreneurial opportunities exist in the environment. They need to look well to discover some opportunities. Our youths must be ready to start small, learn the ropes and grow up. Hard work, patience and deep commitment are necessary. ENTREPRENEURSHIP OPPORTUNITIES Entrepreneurship tends to be opportunity-driven rather than resource-driven. This is because that once opportunities are identified and properly evaluated resources are deployed to capture them. Opportunity creates or generates its kind of resources. There are thousands of opportunities available to would-be entrepreneurs who present high potential for wealth, growth, self-employment, independence, social status, and prestige. The would-be entrepreneur must conduct a thorough scanning and survey of the environment strategically. But if you do not have any readily available opportunity, you can creatively and innovatively come up with one. However, some of the sources of these opportunities could include: 1).Self-discovery 2).Improvement in the quality of existing product/ service. 3). Use of an existing product/service in an untapped market 4). Invention 5). Consultancy 6). Trade magazines, Journal and Business Newspapers 7). Societal needs 8). Survey of natural resources 9). Government Agencies 10) Research Institutes, Universities, e.t.c 11) Spin-off 12) Work experience 13) Hobby and Vocation ENTREPRENEURIAL SKILLS REQUIRED TO TRANSFORM CHALLENGES INTO OPPORTUNITIES GENERAL BUSINESS SKILLS Entrepreneurial skills of successful entrepreneurs include: Sales and Marketing skills Financial Know-how skills Self-motivation skill Time management skill Administrative skill Sales and marketing skills To get the right customers and subsequently make target revenues and profits Include communication skills Financial know-how skills To know how to handle money well. After all, not everybody can effectively manage money. Source and manage funds and cash flows Self-motivation skills Internal locus of control Self-starter with a clear desired goal in mind Confidence in yourself and in your ideas Diligent and hardworking Extra drive and commitment to set goals Time management skills Time is money Time is life Entrepreneurship opportunity has time-limit Time management is very important for business success Self-management is very critical for effective time management TYPES OF BUSINESSES AND TIME MANAGEMENT TECHNIQUES Have a time table, schedule of activities to be done Employ delegation freely without fear Determine priorities into urgent and important activities as: -Urgent activities demand immediate attention -Urgent but not important activities Not urgent but important activities Not urgent; not important Give priority to (i) and (iii) because by performing them, time is reduced for activities (ii) and (iii) Manage meetings and relationship with others Administrative skills Organizing, coordinating, directing, planning and general management, etc. B). TECHNICAL, ANALYTICAL AND HUMAN RELATION SKILLS Entrepreneurs are expected ordinarily to be sound by training normally technically skilled. They must also develop and possess conceptual, analytical and human relation skills to be successful. Others are business planning, idea creation, negotiation, risk analysis and management skills etc. C). ICT SKILLS They must also have computer and information Technology (CIT) skills because of the era we are and the environment they will have to operate. ENTREPRENEURSHIP OPPORTUNITY AND SKILLS S/N ENTREPRENEURSHIP OPPORTUNITY SKILLS AND ATTITUDES 1. Business/consultancy in area of professional specialization or working as a contractor General Business skills such as marketing, time management e.t.c Confidence enthusiasm, hardworking 2. Sonet Entrepreneurship Idea development, leadership, negotiation, planning, organizing, self belief, confidence General business skill 3. Intrapreneurship Idea development recognizing opportunities for improvements Alliance building, confidence, leadership 4. Non-traditional specialist business General Business Idea development, creativity, confidence Willingness to work hard 5. General Business Ventures Ideas development, creativity, confidence, willingness to work hard General Business skill Source: Andrea: Developing Entrepreneurship skills in the context of higher education. DEVELOPMENT OF ENTREPRENEURIAL SKILLS These could be through: Attending Entrepreneurial training classes, development programme, seminars, workshops, etc. Universities Job rotation Special (intensive) training Article ship or apprenticeship Organizational learning R D Institution Consultants National and international agencies and bodies NGOs Professional bodies ENTREPRENEURIAL SUCCESS FACTORS Successful entrepreneuring depends on four (4) major factors namely: Knowledge Hard work Skills Attitude(character/ integrity) Lifematics Question Created by (Izedonmi, 2010) Now let us work out this lifematics question together. There are basically four (4) attributes or factors that can enhance our success in life viz: Skills, Knowledge, Hard work and character (Attitude). They are all essential to ingredients of entrepreneurial success. How much does each contribute? Which of these is superior and why? For easy understanding, let us replace character with attitude. Solution Our current roman alphabets are made up of A B C D E F G H I J K L M 1 2 3 4 5 6 7 8 9 10 11 12 13 N O P Q R S T U V W X Y Z 14 15 16 17 18 19 20 21 22 23 24 25 26 The alphabets together with their numerical values are stated above. Let us take each attribute one after the other and link up the corresponding numerical value. Start with skill, then knowledge follow this with hard work and finally character but remember to substitute attitude for character. Let us replace numeric value to each alphabet and see their results as indicated below: (i) S K I L L S 19 + 11 + 9 + 12 + 12 + 19 = 82% (ii) K N O W L E D G E 11 + 14 + 15 + 23 + 12 + 5 + 4 + 7 + 5 = 96 % (iii) H A R D W O R K 8 + 1 + 18 + 4 + 23 + 15 + 18 + 11 = 98 % (iv) A T T I T U D E 1 + 20 + 20 + 9 + 20 + 21 + 4 + 5 = 100 % Solution Skills secure only 82 %, Knowledge 96 %, hard work 98 % and Attitude 100 % in that order. Only Attitude which I equate to character for this purpose secures 100 % success in the race of high profile entrepreneurship. Conclusion I must admit that professional certification is good but character is a lot better. Character is the true collateral security of our values, learning and entrepreneurial success. It keeps the society and system going. It prevents a nation from decaying and checkmates unnecessary crisis and even civil war. Therefore in all our entrepreneurial pursuit, character development should be given a prominent place. When character breaks down everything breaks down. True certification in life is only evidenced by character and not papers called certificates or entrepreneurial success alone or quantity of wealth.