Understand the Relationship Between Organizational Structure and Culture.

Task 1: Understand the relationship between organizational structure and culture. P1. 1: Compare and contrast different organisational structure and culture. According to Buchanan and Huczynski, an organisation is a ‘social arrangement for the controlled performance of collective goals’. Chester Barnard described an organisation as ‘a system of co-operative human activities’. Organisation are can be define as; ‘A deliberately formed group of human being with known boundaries and common goal’. Or, a group of people working together to achieved a common goal. There are 2 types of organisation: i. formal organization and ii. Informal organisation. A formal organization is one which is deliberately constructed to fulfil specific goals’. It is characterized by planned division of responsibility and a well-defined structure of authority and communication. ‘An informal organization is one which loosely structured, flexible and spontaneous, fluctuating with its individual membership’. Examples of an informal organization are colleagues who tend to lunch together. Organizational structure: There are many types of organisational structures exist. Following are the common types that include their advantages and disadvantages: A. Geographical organisation: In a structure of geographical, regional or territorial departmentation, some authority is retaining at head office, but day to day operations are handled on a territorial basis. Example: northern region, western region. Advantage: i. There is local decision-making. ii. It may be cheaper to establish local factories or office. Disadvantage: i. Duplication and possible loss of economies of scale might arise. ii. Inconsistency in stander may develop from one area to another. B. Functional organization: functional organization involves grouping together people who perform similar tasks or use similar technology or materials. Primary functions in a manufacturing company might be production, sales, finance marketing and general administration. Advantage: i. Expertise is pooled and related technology/equipment or materials accessed more efficiently. ii. It avoids duplication and offers economies of scale. iii. It makes easier the recruitment, training and motivation of professional specialists. Disadvantage: i. It is organization by inputs and internal processes, rather than by output and customers demand. i. Communication problems may arise between different specialism, with their own culture and language. iii. Poor co-ordination may result, especially in a tall organization structure. C. Product-based organization: Some organizations group activities on the basis of product or product line. Some functional departmentation remains but a divisional manager is g iven responsibility for the product or product line. Example: manufacturing, distribution, marketing and sales. Advantage: i. Accountability. ii. Specialization. iii. Co-ordination. Disadvantage: i. It increased the overhead costs and managerial complexity of the organization. ii. Different product divisions may fail to share resources and customers. D. Matrix organization: Matrix organization crosses functional and product, customer and project organization. Advantages of the matrix organization: i. It attempts to retain the benefits of both structures ( functional organization and project team structure ). ii. Coordinates resources in a way that applies them effectively to different projects. iii. Staff can retain membership on teams and their functional department colleagues. Disadvantages of the matrix organization: i. Potential for conflict between functional vs. project groups. ii. Greater administrative overhead. iii. Increase in managerial overhead E. Centralization and decentralization organization: In a centralised organisation head office (or a few senior managers) will retain the major responsibilities and powers. Conversely decentralised organisations will spread responsibility for specific decisions across various outlets and lower level managers, including branches or units located away from head office/head quarters. An example of a decentralised structure is Tesco the supermarket chain. Each store of Tesco has a store manager who can make certain decisions concerning their store. The store manager is responsible to a regional manager. F. Multi-functional and Multi divisional organization: In a functional structure jobs become differentiated around areas of specialty. For example, accounting and human resource specialists are hired to handle these specialized tasks. These specialists (functional line managers) report to the CEO, but usually have autonomy for day-to-day decision-making, e. . , hiring and firing personnel. The multidivisional structure centres on the use of separate businesses or profit centres. The M-Form is used by many organizations that compete in the global economy. General Electric is an example of a company that uses this structure. Each unit is operated as a separate business with its own corporate staff including President. Some parent companies do little more than provide capital and guide units to an organizational-wide strategy. The overall goal is to maximize the overall organization’s performance. In order to accomplish this, managers at the â€Å"parent† use a combination of strategic and financial controls. G. Internal and external network structure: ‘A behavioral view is that a network is a pattern of social relations over a set of persons, positions, groups, or organizations’. ’ Network organizations are defined by elements of structure, process, and purpose’. A network organization maintains permeable boundaries either internally among business units or externally with other firms. H. Organizational charts: Organization charts, such as those used to traditional way of setting out in diagrammatic form: i. The units (department etc. ) into the organization are divided and how they relate to each other. ii. The formal communication and reporting Chanels of the organization. iii. The structure of authority, responsibility and delegation in the organization including. iv. Any problems in the above: insufficient delegation, long lines communication or unclear authority relationships. I. Span of control: The span of control refers to the number of subordinate immediately reporting to a superior official. The right Span of control is depended are those things: i. A manager’s capabilities limit the span of control. i. The nature of the manager’s work load. iii. Subordinates work. iv. The interaction between subordinates. J. Flexible working: A useful definition of flexible working relates to when, where, how and what work is done: Flexible time:Work is performed at times that better suit the employer and/or employee Flexible place:Work is carried out wherever is most appropriate and effective for the employer and/or employee. Flexible contract:Workers are employed and/or rewarded in non-standard ways. Flexible tasks:Multi-skilled workers are able to undertake a variety of tasks according to need. Organizational culture: Organizational culture (in the sense organizational climate) is the collective’s self-image and style of the organization; its shared values and beliefs, norms and symbols. In the bellow we discuss about various organizational culture: Power culture: This is also known as web structure. This is usually associated with the small organizations. This is where the central character, usually the founder has all authority and is typically surrounded by people they get on with and usually seen with empowerment since there is lot of trust between the webs. There is a central power source and the rays of influence spread out from that central figure. In this type of organization individuals rather than a group make all the decisions. The danger of this sort of culture is that, because it is autocratic, there can be a feeling of suppression and lack of challenge in the workforce. Since this is associated with small organizations there are not many theories associated with it and are only seen in smaller companies, which shows it, will only work on small scale. Role culture: The role culture is typical of bureaucracies. In the role culture, the jobs that people do- their roles – are more important than the people themselves. Managers have power and influence due to their status within the organization and not because of personal influence or expertise. Business would be divided into various functions (e. g. finance, marketing, production etc. ). These would then have a hierarchical ordering of offices (e. g. Finance director, Production manager, Supervisors, operators etc. ). Role cultures can only be successful where the environment in which the business is operating remains stable. Where a business faces rapid change, the role culture is likely to collapse. The large organizations, which can be difficult to control often, have a role culture. Task culture: Task cultures have become very important in business in the first decade of twenty first century. The task culture focuses on getting the job done. Groups or teams within this culture are not fixed but are made up of individuals brought together to achieve a specific task. In the task culture there is a strong emphasis on building the team. Team members will need to share values and aspirations. They will also need to feel valued by the organization they work for. In task culture, teams will often have considerable input in determining how a particular job will be done. Their views and opinions will be listed. Person culture: In a person culture, individuals are central. Person culture is also known as cluster structure. This is very rare and is only associated to small organizations with very short structures and an extremely wide base. This is because they are usually conjoined with the organizations that are specialist in many different areas (universities, many lawyers and scientific researching) there is no real rules, only law associated with the types of experimenting and research. Organizational cultures values and beliefs: i. It affects the motivation and satisfaction of employees. ii. It can aid the adaptability of the organization, by encouraging innovation, risk taking, sensitivity to the environment, customer care, willingness to embrace new methods and technologies. iii. It affects the image of the organization. Development of organizational culture: There are many factors which influence the organizational culture, including the following: i. Economic condition. ii. The nature of the business and its tasks. iii. Leadership style. iv. Policies and practices. v. Structure. vi. Characteristics of the work force. P1. 2: Explain how the relationship between an organizations structure and culture can impact on the performance of the business. Broadly, we can say that a behavioural problem is anything in the behaviour of people-individual, interpersonal and group. At first we discuss about various type of diagnosing and interpersonal behavioural problems; Diagnosing behaviour problem: Diagnosis is the thorough analysis of facts or problem in order to gain understanding. Principles of diagnosis: i. Distinguish the symptom from the problem. ii. Look at the facts. iii. Don’t be simplistic about causes. iv. Focus on the problem, not the person. v. Don’t impose your own judgments. vi. Respect privacy and confidentiality. Methodology of diagnosis: i. Observation. ii. Interview. iii. Questionnaires. iv. Reports. Perception: Perception is the psychological process by which stimuli or in-coming sensory data are selected and organized into patterns which are meaningful to the individual. Perceptual selection: Perceptual selection as determined by any or all of the following: i. The context. ii. The nature of the stimuli. iii. Internal factors. iv. Fear or trauma. Perception and work behavior: Perception and work behavior do are following way: i. Consider whether you might be misinterpreting the situation. ii. Consider whether others might be misinterpreting the situation or interpreting it differently from you. iii. When tacking a task or a problem, get the people involved to define the situation. iv. Be aware of the most common clashes of perception at work. Such as, manager and staff, work culture, race and gender. Attitudes: An attitude is a mental and neural state of readiness, exerting a directive or dynamic influence upon the individual’s response to all objects and situations with which it is related. Ability and aptitude: there have been many attempts to make a useful distinction between: i. Abilities-thins that people can do or are at- largely believed to be inherited. ii. Aptitudes-the capacity to learn and develop abilities or skill. Intelligence: Intelligence is a wide and complex concept. There are many forms of intelligence: i. Analytic intelligence. ii. Spatial intelligence. ii. Musical intelligence. iv. Physical intelligence. v. Practical intelligence. vi. Intra-personal intelligence. vii. Inter-personal intelligence. P1. 3: Discuss the factors which influence individual behaviour at work: In the bellow we discuss about various type of individual’s behavior: Personality: personality is the total pattern of characteristic ways of thinking, feeling and behaving that constitute the individuals distinctive method of relating to the environment. Traits and types: Traits are consistently observable properties or the tendency for a person in a particular way. Self and self-image: Self: self has a two component: A. T- the unique, active, impulsive part of the individual, which rises above conformity. And B. Me- the mental process which reflects objectively on the self and measures it against the social norms, values and expectation. Self-image: People have a subjective picture of what their own self is like, this called a self-image. Personality and work behavior: Obviously personalities are complex and individual. Personality and work behavior conflicted in organization; manager will have to consider the following aspect: i. The compatibility of an individual’s personality with the task. ii. The compatibility of an individual’s personality with the systems and management culture of the organization. iii. The compatibility of the individual’s personality with that of others in the team. Where incompatibilities occur, the manager will have to: . Restore compatibility. ii. Achieve compromise. iii. Remove the incompatible personality. Organizational structure and Culture of Sainsbury and Tesco: Sainsbury’s organization structure: The organizational structure of Sainsbury’s is hierarchical because there is series of levels of people and the level above controls each level. Each lev el is the responsibility of the level above. For example senior managers are responsible for the line managers and line managers are responsible for sales assistants. The diagram below shows the downward flow of communication in Sainsbury’s. I think Sainsbury’s structure is between hierarchical and tall structure. Tall structure has many layers but not as many layers as matrix structure and as less as flat structure and this means the information is not a s fast in flat structure and not as slow as in matrix structure. Due to fast flow of communication it is easier and clear between each layer. This when decisions are made they will be specific to order instructions. Strengths of Sainsbury’s structure: i. It gives them a greater sense of unity and purpose as they can see themselves as members of a team. i. It is easier to get help, as they can ask experienced colleagues or take more difficult problems to boss. iii. It makes easier to carry out joint projects as everyone involved is working together. iv. There are economies of scale as specialist staff can do more work efficiently. v. Communications from top to bottom are better, as there are definite channels through which orders can flow. Weakness of this structure: i. Hierarchies usually have tall organizational structures with seven or eight levels of authority. This means that there is long chain of command. i. Each employee is concerned mainly with his or her own function, or specialized work, and often has only employees in other departments. iii. There is natural tendency for managers to protect the interest of their own department. This may make them more concerned with office politics than with the interests of the whole firm. iv. The hierarchical system emphasizes status. This creates divisions in the firm, which are reflected in separate car-parking spaces for managers, longer holidays for white-collar workers and separate canteen for blue-collar workers. Tesco organization structure: Tesco has a hierarchical/pyramid structure. In Tesco organisational chart they have more levels and they have more employees at down level. In hierarchical structure each functional area has many staff to do a particular task they are specialised in the job. Each person has a job role and there will be a specific salary for the job. In a hierarchical structure the communication can be distorted because their chains of command are long. When messages pass from top level to the bottom level they receive a message slightly different message than the one they intended to receive. In hierarchical structure the staffs at the bottom level feels that the manager at the top has no idea what they think or do. In a hierarchical structure many people have to be consulted before a decision is made. This means that the company is slow in responding to changes. The span of control is less in Tesco because they have many levels and the span of control explains the person who is responsible for you. For example if a store manager has 4 sections manager then his span of control are four. In hierarchical there is a good promotion prospectus because of many levels. Sainsbury’s organizational culture: Sainsbury is a varied company and I don’t feel it can safely be placed into any of these categories, but I will say it’s a mixture between Role culture and Task culture. Since Sainsbury is a big organization there can be many things at once, I feel Sainsbury has taken the best attributes of the two and made their own Sainsbury’s culture. This includes: – i. Very tall and board structure but with many web links. ii. Strict communication channels low down. iii. Jobs, not people lowdown (but they do get their say when needed). iv. Jobs suited to the task in the central range. . Communication between departments by knowledgeable workers (not manual laborers). vi. Formal communication going up the hierarchy. All these are associated with the two cultures and so Sainsbury can’t be defined to one group. Since Human culture is a mixture of hundreds of separate culture trying to produce the best of all words. In my opinion Sainsbury’s would more suite the Role culture since the formal structure also emphasizes this by adding a rigid structure you add a formality quality or a freedom associated with the person, thus the job is more than the employee, which is the role culture. These two also dictate the management style because Role culture has important job. There is communication with the job not the person, this is autocratic because the person has no say. The structure means there is a formality also so Sainsbury is a formal business and this means all jobs are done in formal and this should increase production by having quick workers who don’t have to think. All the difference influences each other because they all have an effect on certain aspects of the company. They all knock on to each other and manipulate the finer points of each. Tesco organizational culture: Tesco’s corporate culture can be determined from its corporate responsibility statements, which describe its core values and core ideologies as well as some aspects of cultural artifacts. Tesco’s stated core priorities include: i. Ensuring community, corporate responsibility and sustainability are at the heart of our business. ii. Being a good neighbor and being responsible, fair and honest. iii. Considering our social, economic and environmental impact as we make our decisions. (Tesco, 2008) These values have had a significant impact on the way in which Tesco does business, as well as its inancial performance. For example, its expansion into California was designed to be not only profitable, but also socially responsible. As in the United Kingdom, American inner cities have a food supply problem wherein there are few large supermarkets and the smaller supermarkets do not have an adequate supply of fresh foods, including fruits, vegetables and proteins. How the relationships structure and culture can impact Sainsbury and Tesco’s performance: Tesco’s organisational structure is a hierarchical structure. In a hierarchical structure the communication can be distorted as messages pass from one level to another means that the staff at the bottom level receive a slightly a different message than the message they intent to receive it. Many people’s have to be consulted before a decision is made so the company is slow in responding to changes and challenges. This means they cannot provides quick services to their customers and it is going to affect in terms of sales and profit but there is an advantage that if everybody is consulted they will come out with the best results. In hierarchical structure there are specific functional areas and job roles. The employees can be easily identified and given training so they can provide good services to their customers. Hierarchical structure has good delegations because they are many people’s with specialised skills are working here so they can easily assign their subordinates for a particular task. The span of control is less than the flat structures. In hierarchical structures they have good promotion prospectus so the staff are motivated and they provides good services to their customers. I think that the impact of the organizational structure has an excellent impact on Sainsbury due to the staff of Sainsbury working hard and being highly motivated in the work that they do, and the customer service that they provide for the customers that shop at Sainsbury. This is due to the human resources function of Sainsbury recruiting staff that they feel is suitable to work at Sainsbury, this could be due to the experience, qualifications, and availability of the member of staff working at Sainsbury. The finance function helps Sainsbury by the accountants keeping accounts up to date, this is an advantage because this has an impact on Sainsbury by enabling it to see if the financial factors of Sainsbury are improving or declining, and if new targets should be set, and if new objectives should be made. The marketing function has an impact on Sainsbury by the way that it helps the supermarket grow bigger by the advertisement campaigns it launches to make potential customers of Sainsbury notice what Sainsbury has to offer them. Task2: Understand different approaches to management and leadership. P2. : Compare the effectiveness of different leadership style in different organizations. In the below we discuss about various type of management style: Scientific management: According to Fredrick Winslow Taylor, â€Å"Scientific management means knowing exactly what you want men to do and seeing that they do it in the best and the cheapest way. † Classical administration: Henri Fayo l was a French industrialist, according to him, the idea that all organizations could be structured managed according to certain rational principle. Bureaucracy: An organization structured on classical lines is often identified as a bureaucracy. Human relations approach: The human relations approach emphasised the importance of human attitudes, values and relationships for the efficient and effective functioning of work organizations. Systems approach: Systems approach described as which consists of interdependent parts. Every system has a boundary which defines what it is ‘inside’ what is ‘outside’ the system. Contingency approach: The contingency approach to organization developed as a reaction to the idea that there are universal principles for designing organization, motivating staff and others. In the below we discuss about some function of management: Planning: This essentially means looking to the future. It involves selecting the ends which the organization wishes to achieve. Organizing: The work to be done must be divided and structured into task and jobs. Commanding: Fayol called this maintaining activity among the personal. Co-ordination: this is the task of harmonizing the activities of individuals and groups within the organization. Controlling: This is the task of monitoring the activities of individual and groups. P2. : Explain how organizational theory underpins the practice of management In the below we discuss about various managerial role: Interpersonal Roles: Interpersonal roles process and outlined three basic roles. Those are: i. Figurehead. ii. Leader. iii. Liaison. Informational role: A manager is likely to have a wider network of contacts within and outside the organization than his subordinates. So he is the best parson to gather and spread information. Decisional roles: The manager’s formal authority and access to information put him in a strong position to take decisions. In the below we discuss about nature of managerial authority: Power: Power is the ability to do something or get others to do it. Authority: Authority is the right to do something or to get others to do it. Responsibility: Responsibility is the liability of a person to be called to account for the way he was exercised the authority given to him. Delegation: Delegation is the process whereby superior A gives subordinate B authority over a defined area which falls within the scope of A’s own authority. P2. 3: Evaluate the different approaches to management used by different organizations. Opportunist: The opportunist action-logic is aimed at controlling their environment in order to survive. Typically development has been blocked by a legacy of mistrust, egocentrism and manipulativeness. The title for this action-logic denotes a tendency to focus on personal wins and to see relationships as opportunities to be exploited. From the opportunist action-logic, the world is highly competitive. Only the fittest individuals survive and, since the opportunist assumes everybody else is also operating from this frame of reference, competition rather than collaboration is the only viable course of action. Diplomat: Moving away from the â€Å"anything-goes-that-serves-me† framework of the Opportunist, Diplomats are aware of group strength over individual power. Thus, they seek to belong to established groups which may be based on kinship, club, church or profession. Since power comes from affiliation with others, rules and social norms are followed to seek approval and safeguard status as a group member. Achiever: Leaders who have developed this action-logic can be both challenging and supportive, creating a positive atmosphere both inside the team and external to the team. They represent approximately 30% of the general managerial population and are tightly focused on deliverables. People whose developmental focus is on the Achiever action-logic have a more complex and integrated understanding of the world than do managers who display the previous three action logics. Strategist: At 4% of leaders, people who have developed to this action-logic are likely to be found in less conventional settings. If they have survived life in the Public service, they are likely to have developed a reputation as transformational leaders. They distinguish themselves from Individualists through their focus on organizational constraints and perceptions, which they treat as discussible and transformable. Transformational: Transformational leadership occurs when the leader and the follower elevates one another to higher levels of motivation and morality. Carlson (1996) points out that Burns felt that leadership theories developed up to the mid-seventies were lacking ethical/moral dimensions so he elaborated on his exchange theory which maintains that followers play a crucial role in the definition of leadership. This theory is made up of power relations and entails bargaining, trading and compromise among leaders and followers. Management styles and leadership used in Tesco’s: Tesco’s tend to use autocratic because the company needs too or the e tasks won’t be carried out within the business, also decisions need to be made quickly or they won’t be done for example a task that is set for a shelf filler to put the milk out but hasn’t been told to put the milk out because the management are still deciding who’s going to put what out, so the milk would be still sat in the storage room and the customers cant buy it. So if the management didn’t use autocratic then Tesco’s wouldn’t be run sufficiently. Tesco also uses management by objectives. They use this because they state to each employee in their appraisals what their objectives are for a certain period. Also each manager is set objectives by their line manager for their team for example the sales team’s objective that has been set is to increase the amount of customers using Tesco by 25%. The way in which Tesco is structured and managed. (Management at Tesco. † 123HelpMe. com. 05 Jan 2012 . ) Management styles and leadership used in Sainsbury’s: If a company adopts the consultative style, then the person may well set the objectives and this would mean a lesser extent of pushing to achieve objectives. In my opinion Sainsbury uses a mixture of two types of management style. First being autocratic means the objectives would be set up and to a good standard; they will want the most work out of their subordinates, to gain maximum value. For the key areas of operations: Sainsbury is using autocratic management style, for setting its objectives, policies at top management level. They also use democratic management style. These would be set to gain maximum revenue they would want this and strive to get this because this style is associated with the managerial levels and will mean they get bonuses. For overall working of the organization at middle management levels and lower management levels, the style of Sainsbury is democratic, because the area of operations is widely decentralized and for the implementation of policies in three different segments, policies should be consulted with the local personal, which are specially appointed for this purpose. As they know the inner constraints, strengths of that particular segment. Task3: Understand ways of using motivational theories in organization. P3. 1: Discuss the impact that different leadership styles may have on motivation in organizations in periods of change. Maslow’s Hierarchy of needs: The basis of Maslow's theory of motivation is that human beings are motivated by unsatisfied needs, and that certain lower needs need to be satisfied before higher needs can be addressed. Per the teachings of Abraham Maslow, there are general needs (physiological, safety, love, and esteem) which have to be fulfilled before a person is able to act unselfishly. These needs were dubbed â€Å"deficiency needs. † While a person is motivated to fulfill these basal desires, they continue to move toward growth, and eventually self-actualization. The satisfaction of these needs is quite healthy. While preventing their gratification makes us ill or act evilly. Maslow's Hierarchy of Needs Chart As a result, for adequate workplace motivation, it is important that leadership understands which needs are active for individual employee motivation. In this regard, Abraham Maslow's model indicates that basic, low-level needs such as physiological requirements and safety must be atisfied before higher-level needs such as self-fulfillment are pursued. As depicted in this hierarchical diagram, sometimes called ‘Maslow's Needs Pyramid' or ‘Maslow's Needs Triangle', when a need is satisfied it no longer motivates and the next higher need takes its place. Herzberg’s theory: Hygiene Factors Hygiene factors are based on the need to for a business to avoid unpleasantness at work. If these factors are considered inadequate by employees, then they can cause dissatisfaction with work. Hygiene factors include: – Company policy and administration Wages, salaries and other financial remuneration – Quality of supervision – Quality of inter-personal relations – Working conditions – Feelings of job security Motivator Factors Motivator factors are based on an individual's need for personal growth. When they exist, motivator factors actively create job satisfaction. If they are effective, then they can motivate an individual to achieve above-average performance and effort. Motivator factors include: – Status – Opportunity for advancement – Gaining recognition – Responsibility – Challenging / stimulating work Sense of personal achievement & personal growth in a job McGregor’s theory X and Y: Theory X Theory X assumes that the average person: †¢Disl ikes work and attempts to avoid it. †¢Has no ambition, wants no responsibility, and would rather follow than lead. †¢Is self-centered and therefore does not care about organizational goals. †¢Resists change. †¢Is gullible and not particularly intelligent. Essentially, Theory X assumes that people work only for money and security. Theory Y The higher-level needs of esteem and self-actualization are continuing needs in that they are never completely satisfied. As such, it is these higher-level needs through which employees can best be motivated. Theory Y makes the following general assumptions: †¢Work can be as natural as play and rest. †¢People will be self-directed to meet their work objectives if they are committed to them. †¢People will be committed to their objectives if rewards are in place that address higher needs such as self-fulfillment. †¢Under these conditions, people will seek responsibility. †¢Most people can handle responsibility because creativity and ingenuity are common in the population. Vroom and Expectancy theories: Essentially, expectancy theory states that the strength of an individual’s motivation to do something will depend on the extent to which he expects the result of his efforts, if successfully achieved, to contribute towards his personal needs or goals. Maccoby, Mccrac and costa: There is relative consensus on a five-factor structure of personality, based on a bipolar taxonomy of underlying traits, which is supported by factor analyses of extensive lists of trait adjectives. The five broad personality dimensions are commonly labeled extraversion, conscientiousness, agreeableness, emotional stability, and openness. It should be noted that these dimensions are not types, meaning that personality is made up of scores on the five dimensions. Motivation and performance: Motivation, as it most nearly concerns the manager, is the controlling of the work environment and the offering of rewards in such a way as to encourage extra performance from employees. Rewards and incentives: A reward is a token (monetary or otherwise) given to an individual or team in recognition of some contribution or success. An incentive is the offer or promise of a reward for contribution or success, designed to motivate the individual or team to behave in such a way as to earn it. Motivation and manager: Managers are constantly searching for ways to create a motivational environment where associates (employees) to work at their optimal levels to accomplish company objectives. Workplace motivators include both monetary and non-monetary incentives. Monetary and Non-monetary rewards: The purpose of monetary incentives is to reward associates for excellent job performance through money. Monetary incentives include profit sharing, project bonuses, stock options and warrants, scheduled bonuses (e. g. , Christmas and performance-linked), and additional paid vacation time. Traditionally, these have helped maintain a positive motivational environment for associate. The purpose of non-monetary incentives is to reward associates for excellent job performance through opportunities. Non-monetary incentives include flexible work hours, training, pleasant work environment, and sabbaticals. P3. 2: Compare the application of different motivational theories within the work place. Leadership in organization: This definition is similar to Northouse's (2007, p3) definition — Leadership is a process whereby an individual influences a group of individuals to achieve a common goal. Managers and leaders: Influence is the process by which an individual or group exercises power to determine or modify the behavior of others. Leadership traits: People who believe that leaders are born are likely to buy into the Traits Theory. This theory basically centers itself on the leader. What are the qualities of a leader? Now if you look at the different leaders of the world, companies or armies they all carry certain traits. It is believed that if one carries these characteristics then one is likely to become a leader. So, this theory defines what are the qualities that a leader should posses rather than leadership. If one is a leader then these leadership traits should be present. Management style: Managers have to perform many roles in an organization and how they handle various situations will depend on their style of management. There are two sharply contrasting styles that will be broken down into smaller subsets later: oAutocratic oPermissive Each style has its own characteristics: Autocratic: Leader makes all decisions unilaterally. Permissive: Leader permits subordinates to take part in decision making and also gives them a considerable degree of autonomy in completing routine work activities. Contingency approach: The Contingency Theory takes in consideration the weaknesses of the previous theories. Since leadership functions in a dynamic situation, it is only logical that different styles and traits will work in different situations. The Contingency Theory takes into consideration the context where leadership is exercised. P3. 3: Evaluate the usefulness of a Motivation theory for managers. Leadership and successful change in organizations: Pluralistic: inclusive enough consistent with the needs of pluralistic leadership. Such organizations emphasize hierarchy, authority and structure over participation and inclusiveness. Pluralistic leadership results in diversity and diversity results in pluralistic leadership (Bass, 1990; Millman and Kanter, 1986). Pluralistic leadership is very consistent with notions of participation of all in the leadership decisions and the understanding of multiple perspectives within the organization and outside it (Kezar, 2000). Transformational: It depends on two main points of view: – The theoretical, and – The applied Theoretical definitions come from those that study leadership, who have the formal qualifications to write long dissertations on the subject. This body of knowledge is fantastic for grounding in the subject and to get into the depth of the potential implications, especially when it comes to the morals and ethics department. The applied is the interpretation, and then applied action in a specific field of endeavor. We’ll use the personal, organizational, and global contexts for this purpose. You will have your own applied experience, or not, depending on where you are on your own personal Transformational Leadership journey. Communications: The closest definition of a communication leader is Gramsci’s definition of the organic intellectual – which Gramsci essentially sees as a leader. Gramsci sees in the intellectual not only as a leader but also as a poet, thinker, reader and activist. Sainsbury’s motivational theories: Sainsbury agree that employees are their most important assets and need to be treated fairly. The good performance of employee’s management s has an effect on the organization's success, in terms of profitability. Sainsbury give out financial rewords to most people who complete the training programme. Training is designed to keep employees motivated and is convinced to complete their training by rewarding them with financial gain. Motivation comprises of the need for employees and controls their action. Using motivation techniques can improve productivity and customer service. Also employee satisfaction leads to good service that leads to customer satisfaction. Maslows- Hierarchy of needs This theory is based on meeting staff needs with in the workplace and suggests that meeting their needs can lead to be fill are: – Self- fulfillment- researching your full potential Self-esteem needs- status and recognition, achievement and independence Social needs- love, friendship, a sense of belonging part of a team Safety needs- protection against danger, fair treatment, job security Physiological needs- food, rest and shelter Mc Gregor- Theory x and theory y They are two types of main types of managers. Theory x managers tend to have the point of view that the average dislikes and will try to avoid it. Therefore the managers must control direct and punish them to get them to work towards business objectives. Theory y suggests that the ordinary person does not dislike work; it all depends on the conditions in which the work takes place. If people are committed to objectives, they will be motivated towards achieving them the biggest motivation factor is the personal satisfaction of completing the job. (â€Å"A Report on Sainsbury's Resource Management. † 123HelpMe. com. 5 Jan 2012 . Tesco motivational theories: Tesco is Britain’s largest retailer. It now has over 2,200 stores. As well as food, it also sells other products such as insurance and banking. To support growth, Tesco needs staffs who are motivated. It achieves this by increasing their knowledge, skills and job satisfaction through training and reward systems. Needs: Self-fulfill: Tesco offers Personal Developme nt Plans, recognition of skills and talents, opportunity for promotion and career progression programmed. Career discussions feed into Tesco’s Talent Planning meetings. The Options fast-track management programmed provides a route for capable staff to reach higher levels. Self-esteem: Tesco values emphasize self-respect and respect for others and praise for hard work, its self assessment, 360 degree feedback and appraisal system help to recognize individuals’ contributions and importance and celebrate achievement. Social needs: Tesco promotes team and group working at various levels; The Company ‘Steering Wheel’ assesses individual and group work and enables store staff to work as a team. Working conditions and a home-from-home ethos encourages long service. Basic/physical needs Security needs: Tesco provides the security of formal contracts of employment as well as pension and sickness schemes and the option to join a union to give people a sense of belonging. It ensures health and safety in the workplace. Basic/physical needs: This would include a place of work, regular monthly pay and essential facilities such as a restaurant or lockers for personal belongings. Tesco provides motivation for its staff through many different routes. Reviews and personal development plans ensure that employees are able to develop and grow. This benefits both staff and the business. (The Times 100 Edition 15 | www. hetimes100. co. uk) EDITION Task 4: Understand mechanisms for developing effective teamwork in organizations. P4. 1: Explain the nature of groups and group behavior within organizations. Groups: Groups in business organizations are, in effect, sub-organizations and they require management for controlled performance of collective goals, not only their own collective goals, but those of the business organization as a whole. Definition of group is ‘A group is any collection of people who perceive them to be a group’. Informal group and formal group: Informal groups will invariably be present in any organization. Informal groups include workplace cliques and networks of people who regularly get together to exchange information, groups of mates who socialize outside work and so on. Formal groups, put together by the organization, will have formal structure and a function for which they are held responsible, they are task oriented and become teams. Team: A team is a formal group established to achieve particular objectives. Purpose of teams: i. Team allows the performance of tasks. ii. Team encourages exchange of knowledge and ideas or creation of new ideas. iii. The power of the team over individual behavior can be both: control and motivator. Selecting team members: A manager is able to select team members, he or she shuld aim to match some requirement: i. Specialist skills and knowledge. ii. Experience. iii. Political power in the organization. iv. Access to resources, v. Competence. Team roles: RM Bellbin researched business-game teams at the Carnegie Institute of technology. He developed a picture of the character-mix in team, which many people fine a useful guide to team selection and management. Bellbin suggests effective team is made following eight roles: i. The Co-coordinator. ii. The shaper. iii. The plant. iv The monitor and evaluator. . The resource investigator. vi. The implementer. vii. The team worker. Viii. The finisher. Multi-disciplinary teams: Multi-disciplinary teams bring together individuals with different skills and specialism’s, so that their skills, experience and knowledge can be pooled or exchanged. Teambuilding: The team building goal in this learning journey is to help participants devel op increased awareness of team dynamics, practical skills for maximizing team performance, and developing a belief in the power of teamwork. Team building assists participants in planning specific improvements in the way the team operates. Participants will gain an integrated set of skills that can be applied anytime and anywhere, while enhancing their team performance, leadership abilities, and team unity. The result of applying these skills will be serious TEAMWORK – not teamwork in the ordinary sense, but something stronger, more committed, more productive, and more personal. Team identity: A manager may be able to increase his work groups sense of itself as a team by any or all the following means: i. Giving the team a name. ii. Giving team a badge or uniform. iii. Expressing the team’s self-image. iv. Building a team mythology. Commitment to shared belief: All team members must agree on what the team is trying to accomplish. Teams work much harder if members have a say in team goals and focus. Having team members discuss and decide on team goals would foster this sense of team commitment. P4. 2: Discuss factors that may promote or inhabit the development of effective teamwork in organizations. Group norms: The rules of behavior that are part of the ideology of the group. Norms tend to reflect the values of the group and specify those actions that are proper and those that are inappropriate, as well as rewards for adherence and the punishment for conformity. Group decision-making behavior: As we noted, empowerment involves groups in decision-making. This can be having benefited where: i. Pooling skills, information and ideas. ii. Participation in the decision-making process makes the discussion acceptable of the group. Dysfunctional team: Dysfunctional is defined as â€Å"abnormal or unhealthy interpersonal behavior or interaction within a group†. Most definitions state that a team is dysfunctional when individuals strive to conform to the prevailing thought processes or decisions within the group, at the expense of feelings of individual responsibility or personal views. Cohesiveness: Cohesiveness is generally defined as â€Å"the resultant of all forces acting on all the members to remain in the group† (Cartwright, 1968, p. 91). Group cohesiveness is one of the essential concepts for understanding group dynamics (Zander, 1979) studied for its conceptual similarity with teamwork. P4. 3: Evaluate the impact of technology on team functioning within a given organization. Technology: Technology teams share a common goal: all members are dedicated to helping writing project site leadership meet local needs and priorities through the wise integration and implementation of technology. But while these tech teams generally have a similar purpose, the ways in which writing project sites have gone about establishing and using their technology teams are as nuanced as the sites themselves. Communication: One way to start developing a communications strategy is to look at the nature of the different kinds of work the team will be doing and what kind of communication is needed to support that work. There is a continuum which describes how individuals (or sub-groups) on the team are working from autonomously to interdependently. For example, there may be some tasks unique to a specific country which team members can do on their own without interacting with anyone else on the team. Other product-related projects may require more collaboration among team members in different parts of the region. Change: All these changes in organizations have changed how teams are formed and how they operate. Teams have changed: From fixed team membership all team members drawn from within the organization team members are dedicated 100% to the team team members are co-located organizationally and geographically teams have a fixed starting and ending point eams are managed by a single manager To shifting team membership team members can include people from outside the organization (clients, collaborators) most people are members of multiple teams team members are distributed organizationally and geographically teams form and reform continuously teams have multiple reporting relationships with different parts of the organizatio n at different times Network and virtual teams: The nature of teams has changed significantly because of changes in organizations and the nature of the work they do. Organizations have become more distributed across geography and across industries. Relationships between people inside an organization and those previously considered outside (customers, suppliers, managers of collaborating organizations, other stakeholders) are becoming more important. Organizations have discovered the value of collaborative work. There is a new emphasis on knowledge management – harvesting the learning of the experience of members of the organization so that it is available to the whole organization. Global and cross-culture teams: Cross-cultural training usually occurs as an integral component of training that's designed primarily to attain a broader objective. Two of GROVEWELL's Global Leadership Programs provide examples. †¢Influencing Colleagues across Organizational Units & Mindsets is primarily about influencing colleagues within global organizations, but is infused with the intercultural perspective. †¢Working Effectively on International Projects is primarily for the managers and staff of global projects; it, too, is infused with the intercultural perspective. Effective teamwork in Sainsbury: General theories of work design suggest that groups can humanize work with group tasks designed to create meaningful work. Team working is associated with higher job satisfaction according to job characteristics and participative management theories. The variety of tasks in teams encourages workers to learn and use different skills and rotate between jobs to reduce the boredom of repetitive work. This enables team members to share a sense of collective responsibility for work in their area and to develop the mix of skills necessary for effective work teams who share both identification with a common task and mutual beliefs. Teams also make possible employee participation in goal setting, thereby enhancing intrinsic motivation for team members. www. sainsburys. co. uk J Sainsbury plc Annual Report and Financial Statements 2005 accessed through www. sainsburys. co. uk) Effective teamwork in Tesco: We treat people how we like to be treated. We want our people to enjoy working at Tesco. Our people do a great job each and every day by giving our customers the best possible shopping trip. By creating an open e nvironment of trust and respect, our people feel supported, they share their knowledge and experience and work hard to give our customers great service. We support our people, trusting in their ability to deliver while helping them to reach their full potential. We encourage our people to learn on the job and take responsibility from day one. Giving our people an opportunity to get on in their careers is very important. With the increasing breadth of the Tesco business, our people have a great opportunity to develop their skills and experience across new product areas, services and countries. Every year, we build our plans for the year around our People Promises. We want all of our people across all of our markets to: †¢ be treated with respect; †¢ have an opportunity to get on; †¢ have a manager who helps them; and †¢ have an interesting job. It’s through our People Promises and our benefits package that we are proud to say that our people stay with us for a long time. Around half of our Director population has at least 12 years’ service. Effective teamwork in Asda: Asda changes Norman outlines – in the way people work together and communicate with each other – are more complex. The company's goal is to become a genuine leader in fresh foods and clothing – making the George brand a ‘real brand', second in the UK to Marks & Spencer's St Michael – and also to create an ‘organization which is the preferred place to work', offering customer service ‘with a personality derived from the heart of the company'. One change has, accordingly, been in the approach to recruitment, which now aims to seek out people for the stores who really do want to serve the customers and who genuinely like selling. There is no point, he remarks, in employing people who won't like the ‘Asda Way of Working'. This is the name given to the new approach, intended to transform the old culture, which had grown autocratic and slow-moving, to one where all members of Asda feel involved in improving the business – the equivalent, within the context of a corporation, of market-stallholders, who run their own show, and who engage actively with their customers. (http://www. managementtoday. co. uk/news/410110/UK-ASDAS-OPEN-PLAN Bibliography: Reference: 1. HNC, HND BTEC Business Course Book, Organization behavior, Unit-3, first edition September 2000, publishing BPP, ISBN 0 7517 70337.

The Use of Magical Realism in Gabriel-Garcia Márquez’s Chronicle of a Death Foretold

Gabriel-Garcia Marquez is an author known for the use of Magical Realism in his novels. Throughout the novel â€Å"Chronicle of a death foretold†, the novelist Gabriel-Garcia Marquez uses magical realism as a genre frequently. Magical Realism is defined as being the juxtaposition of realism with fantastic, mythic and magical/supernatural elements. Marquez reflects magical realism by exploring both natural and supernatural worlds and illustrating traces of the culture the characters have, which is Latin American. The magical elements that are present within the novel are: superstitions, exaggerations, dreams that come true and the coincidental bizarre situations. Exploring the use of magical realism will give an insight to the characters’ personality, thoughts and actions. On top of that, it will also give an insight to what the author’s thoughts are. Therefore, the thesis question will be answered and analyzed â€Å"The Use of Magical Realism in Gabriel-Garcia Marquez's Chronicle of a Death Foretold†. Gabriel-Garcia Marquez uses magical realism in Chronicle of a Death Foretold to illustrate the narrative in prose and verse or details about character that are not relevant. In the opening of the novel, the narrator discusses the dream that Santiago Nasar has right before his death. The narrator states â€Å"He’d dreamed he was going through a grove of timber trees where a gentle drizzle was falling, and for an instant he was happy in his dream, but when he awoke he felt completely spattered with bird shit†[1]. This cynical detail does not support the style of narrative of investigative journalism.

Diversity training program Assignment Example | Topics and Well Written Essays - 2000 words

Diversity training program - Assignment Example or these issues while focusing on the design and employment of a suitable diversity training program in the organization to ensure the achievement of these objectives. Diversity is a keyword in the arena of modern management. It has become extremely critical for all types of companies operating in the current business environment to manage diversity within the organization. The diversity of workforce groups is consistently increasing with an increase in globalized activities and the opening up of multinational and transnational corporations. As such, diversity has emerged as a main issue in almost every company, irrespective of the scale and industry of operations of the company. Organizations engage in diversity training programs because of two main reasons. These reasons are the development of an inclusive environment within the organization and to create an ethical and legally compliant image for the company. Diversity training programs as a part of diversity management are aimed at bringing about major changes in the organizational culture by creating more clear concepts and open mindsets of the employees regarding the diverse groups of people that they have to work with on a daily basis. In a business world with rapidly evolving demographics and workforce components, every organization needs to identify the diversity issues in the business and the impacts that these issues may have on the products, services as well as the staffing activities of the company. In this respect, an organization also has to develop a composite diversity training plan that would help to create awareness and consciousness towards diversity management. The diversity training program used here consists of an extensive lesson plan which includes the key objectives of the training program and the overall plan of the training program. The diversity training program encompasses the distribution of suitable materials related to the training. The materials are distributed among the trainees

Governing Global Business Essay Example | Topics and Well Written Essays - 1750 words

Governing Global Business - Essay Example Liberalism is the most accepted theory in this regard and the main principles of globalisation are based on this theory. Research Question Since the theory of liberalism is most close to the topic of globalisation, the theory has got a wide acceptance among the research scholars who have written about the state and the effects of Globalisation. This paper makes an attempt to analyse how far the principles of Liberalism are applicable to the globalisation and how it has been actually applied in practice. Literature Review Globalisation is a phenomenon that the world experienced through the opening up of the networks of communication and trade relations across countries in different parts of the world. As a result of the globalisation the world would be a single village of people where the flow of ideas would be free and the cultural exchange between people would be more liberal (Smith, 1980, p. 119). There are several facets of the process of globalisation. First of all it means the l iberalisation of the foreign policies of the state. Along with this it includes the privatisation of the government enterprises and investments in projects across the barriers of nationality (Waters, 1995, p. 11). The phenomenon would also include the easy mobility of the employable people and exchange of business ideas. But the idea chiefly includes mainly communication across cross country borders. The advent of Globalisation was seen mostly towards the fag end of the twentieth century (Appadurai, 2000, p. 82). With the inception of the World Wide Web, the people could easily establish the relations that lie at the diametrically opposite part of the globe. The time taken to carry out this communication process was also less which in turn facilitated trade across countries. The free flowing ideas and exchange of information had also brought the nations with the common interests on a same platform. On the other hand, a state in the sense of politics are a group of people living in a definite area of land and are controlled and guided by the rules laid down by a powerful body known as the government (Featherstone, 1990, p. 73). Often the term government is used interchangeably with the state. There are several states or nations in the world that have their specific set of rules and regulations. The process of globalisation would encourage the interaction of all these states from an economic, social, cultural and religious perspective on a common field. The terms that are commonly used along with the term globalization include Liberalism, Marxism and Realism. The political philosophy of Liberalism believes that a state should allow liberty and equality to all the citizens of the state. The people of the state should provide each and every citizen to take part in the election in the most open manner. The country should take part in free trade and the people should be allowed to have ownership of property (Rosefielde, 2008, p. 60). This is completely opposed to th e theory of Marxism that does not believe in the possession of private property but believe that the surplus value that comes out of any production process should be sent to the government who will have the responsibility of allocating the resources according to the needs of the people. The ownership of the means of production should lie in the hands of

Examining the literary devices used in the novels Homage to Catalonia, Essay

Examining the literary devices used in the novels Homage to Catalonia, For Whom The Bell Tolls, and As I Walked Out One Midsummer Morning to portray the Spanish Civil War - Essay Example One of the most important elements about these accounts of the civil war period in Spain is the fact that every author has approached and treated the civil war experience in his particular style. Thus, one gets three beautiful accounts of the same background in the subtlest manner, and a reflective analysis of the works proves the individual narrative techniques of every writer as most distinct. The authors of these literary pieces employ different literary devices in their works such as adjectives, hyperbolic language, use of allusion, etc and each of these devices has immense significance as the authors depend greatly on these in narrating their experiences of the civil war. The contrasting methods of the writers find most valuable in an understanding the different accounts of the experiences in the Spanish Civil War, and the authors have been effective in portraying the picture of the civil war. This paper makes a comparative analysis of the accounts of the civil war experiences b y the three authors Orwell, Hemingway, and Lee, focusing on their use of different literary devices to portray the Spanish Civil War. Hemingway’s For Whom the Bell Tolls narrates the story of Robert Jordan, a young American in one of the anti-fascist guerilla groups during the Spanish Civil War. Jordan is proficient in the use of explosives and he undertakes the task of demolishing a bridge in an attack on the city of Segovia. The narrative techniques used by Hemingway have resulted in wide readership. In the narrative, Robert Jordan reflects the author’s own experiences in the Spanish Civil War and the novel develops chiefly through the thoughts and experiences of this character. The narrator is an American who passes through distinctive experience in Spain and he combats the fascist forces in his own specific ways. The novel attracts many readers as the specific narrative

Environmental Analysis Essay Example | Topics and Well Written Essays - 750 words

Environmental Analysis - Essay Example These have been analyzed in the following paragraphs: The Business Dictionary.com, (accessed on 16th June, 2008,) defines remote environment as "Ecological, political, social, and technological factors or forces that affect a form's decision making abilities and freedom, but are beyond its control or influence." With reference to the University of Phoenix, the remote environment would include the ecological, political, social and technological factors that would influence the University's decision-making abilities. The University of Phoenix is committed to the cause of the environment. It already has an agenda set to ensure that its students learn about and respect the environment. "Go Green" is an initiative taken by the University to familiarize the students with environment issues. In future, not only would the University have to sustain its efforts in this direction, but it would also have to scale them up. A change in the political leadership of the country would lead to changes in the way the University is governed. Compliance to new and changed rules and regulations for Universities might be necessary. The grants/subsidies given by the government for various courses (if any) might be subject to change with a change in the political situation in the country. A definite shift in people's income levels and social standing might have a direct influence on the number of students enrolling in a particular course. There might be more number of people enrolling for advanced courses over the next ten years as compared to the enrollment in basic courses. With advances in technology and global connectivity, students might prefer more online courses as compared to classroom courses. The University would be required to take into consideration the changes in technology being brought about everyday. The teachers and lecturers would have to be trained in the latest trends in research and referencing. While online classes might become popular in the next ten years, the University would have to scout for collaborators in the local regions/classes where practical classes could be conducted. Industry Environment According to the website of University of Phoenix, (accessed on 16thJune, 2008) "The mission of University of Phoenix is to provide access to higher education opportunities that enable students to develop the knowledge and skills necessary to achieve their professional goals, improve the productivity of their organizations, and provide leadership and service to their communities." As in any other industry, when there is a shift in the needs/tastes of the students, there will be a need to change the content of the courses at the University. The knowledge and skill sets required to achieve professional goals generally undergo a periodic change. What is relevant today will be obsolete in a few years. Thus, the University needs to research the market, identify the latest trends and major shifts in education and adapt their courses accordingly. Operating Environments Operating environment in a University's context could refer to the way libraries and reference materials are used. It could also mean how the way the courses are conducted: ie. online or classroom. With advances in technology and connectivity getting simpler everyday, there will certainly be a huge demand for online courses in the near future. The way teaching is carried out might

Stem Cell Research Essay Example | Topics and Well Written Essays - 750 words

Stem Cell Research - Essay Example Those who are in favor of it, hail it as the precursor to creating cures for many diseases that are considered incurable now. Whereas those who oppose it cite that it is inhumane, it fosters an atmosphere where abortions are encouraged and that it is against God and religion. The controversy has been raging since the advent of this type of stem cell research. Stem cells are basically cells that are capable of producing new cells, either identilca to themselves, or to a certain type of cells. Embryonic stem cells, in this regard, are very versatile, as they are cells derived from embryos, and, hence, they have the potential to grow into major organs (as is their purpose) and other parts of the human body; their potential in this regard is immense. Embryonic stem cells were derived for the first time in 1981 from mouse embryos. However, the true breakthrough in this regard occurred in 1998 when a team of scientists at the University of Wisconsin developed a technique to isolate human e mbryonic stem cells and grow them in cell cultures. This development caused researchers to hope for many discoveries of cures, as stem cells, especially embryonic stem cells showed a lot of potential in this regard. It is pertinent to mention once again that the controversy regarding stem cell research is aimed at embryonic stem cell research, there has been no objection to adult stem cell research. ... They say that those involved in the research are essentially, not only creating life, but destroying it at their own whim. This seems to be the biggest hurdle for the researchers to overcome: the religious opposition. Another reason that seems to be given is that in a way embryonic stem cell research may also encourage women to have abortions, as the aborted fetus will be considered a viable source of stem cell research. However, it is pertinent to note that this is not an allowed practice. However, the detractors have commented that not only are adult stem cells a better option, with those found in umbilical cord having given very good results, but they will be able to give better results if the funding is channeled away from embryonic stem cell research into adult stem cell research. Those who are in favor of stem cell research point out that embryonic stem cells have more potential for helping in many diseases. Moreover, since they are not developed inside the womb, they should no t be considered â€Å"life† in the religious sense at least, especially because there is no chance for embryos to survive outside the womb. Moreover, embryonic stem cells have not even begun to take human form, therefore, they should not be considered human life. Moreover, it is pointed out that abortions are legal in a lot of countries, at least in those countries the embryos should be allowed to be worked upon, as otherwise they would be thrown away as bio-hazardous waste anyway. Also, certain fertilization treatments end up creating a large number of embryos that are otherwise left to waste, or face the same fate as the aborted fetuses, therefore, it makes sense to make use of them. The argument that supports their cause the most is, those

The Business Environment essay Example | Topics and Well Written Essays - 2000 words

The Business Environment - Essay Example Legislative authority is restored in the chambers of congress, the Senate and the House of Representatives. The Judiciary which includes the Supreme Court and the federal courts is vested with the judicial power. Their job includes interpreting the constitution of the US and federal laws and regulations. This comprises of settling disputes between the legislative and the executive branches of the government. The federal government was created by the constitution. The most distinctive feature of the US politics are the Senate powers as the upper house of the legislative branch, large scope of the Supreme Court power and the separation of powers between the executive and the legislature as well as the of two major political parties. The British political system on the other hand takes a different shape. It takes the framework of a constitutional monarchy, where the head of the state is the Monarch, currently Queen Elizabeth II, who is also the nominal source of judicial, executive and the legislative authority in England while the Prime Minister is the government head. The British government is vested with the most executive powers while the legislative power is exercised by both the government and the two parliament chambers which comprises of the House of Commons and the House of Lords. There is independency of the judiciary from the other arms of the government despite some judge being members of the House of the Lords, the highest court of the United Kingdom. Britain is a multi party state since the year 1920 with two biggest political parties; the Conservative Party and the Labour party. Mainly the parliamentary politics have been dictated by coalitions and minority governments. The Prime minister is veste d with the powers of appointing the ministers who creates the government and performs as political heads of different government sections. Most of the senior government officials are in

Effect of Cultural Shock and Cultural Adjustment on International Essay

Effect of Cultural Shock and Cultural Adjustment on International Mobility - Essay Example The movement of people between and within countries has been noted to be on the rise especially with the increased globalisation. In some countries, the number of foreigners could be exceptionally high such as in the Gulf countries where Furnham (2010) notes that foreign workers comprise about 75% of the total semi-permanent population. Business people, students, missionaries, volunteers and asylum seekers among other groups of people would become temporary or permanent sojourning expatriates in foreign countries more often. These people face a myriad of challenges when in a new environment. In the context of this paper, focus would be on the educational sector and how cultural shock affects international mobility. Most universities have more than a third of the students classified as foreign or international, an observation that continues to take prominence even in other lower institutions of learning (Akhtar & Bo 2010). Various push and pull factors inform on the increase in migrations: leisure, to proselytise or to trade, among others. Some move so as to escape the difficult conditions back in their homelands whereas others would be attracted to specific places. They could face persecution due to their political or religious stands and therefore seek asylum or refuge. Others would move due to employment opportunities as well paying jobs attract them or education, attracted by the superior education systems. Furnham (2010) observed that American universities, for instance, have over half a million of the international students. The US is said to offer the greatest opportunity for higher education for international students globally.... Cultural Shock With the world continuously shrinking due to globalisation, researchers have been keen to study the characteristics of expatriates who succeed in foreign countries. Analysing various research studies tackling this issue, Furnham found out that majority of the researchers concur on the importance of social skills and uses the term â€Å"cultural intelligence† to refer to the â€Å"blend of social and emotional intelligence, reflecting sensitivity to and ability to manage people’s beliefs, behaviours and motivation in culturally diverse settings† (2010, p. 28). The social identity theory explains one’s social self which borrows from being a member of a group. Further, the social identity concept argues on a combination of one’s knowledge of being a member of a social group and the associated value or emotional component (Terry et al. 2006). But it has been noted that most expatriates fail in their assignments in foreign countries becaus e of cultural differences (Yue & Le 2012). As such, those who develop the ability to quickly adjust and acquire intercultural competencies would have a competitive advantage. Those who take long in cultural shock could be greatly disadvantaged. Coined by the anthropologist Kalervo Oberg in 1960, the term cultural shock refers to an affective disturbance resulting from an interaction of one’s conceptualisations and realities. According to Miller, Matveeva and Nekrassova (2011), cultural shock results from an individual’s psychological expectations not conforming to the new cultural setting. Individual management in a foreign country could cause one frustration, depression and homesickness. Cultural shock

Budget Planning and Putting Learning into Practice Assignment

Budget Planning and Putting Learning into Practice - Assignment Example Being significantly under or over budget means that there are significant changes in some factors that were not foreseen or anticipated at the time these budgets were made. The information therefore does not necessarily mean that the organization need to come in exactly as planned because at the onset, it is understood that these are just benchmarks for planned performance. As emphasized, â€Å"preoccupation with the dollars and cents in the budget, or being rigid and inflexible, is usually counterproductive† (Garrison, Noreen, & Brewer, 2009, p. 383). For example, if the budget for sales for the year 2013 was stated as $5,000,000; significantly under budget means arriving at actual sales figure of just $2,000,000 and the organization should verify the causes of this variance. Applying what one learned from the theories and concepts of managerial accounting would assist in making one more productive in the work place through the provision of direction and guidance in principles and techniques that have been tested to be the best practices through time. As emphasized, managerial accounting assists managers through the performance of three vital activities: planning, controlling, and decision making (Garrison, Noreen, & Brewer, 2009). Through strategies and techniques in undertaking these relevant functions, managers are able to make responsible and effective decisions after the use of analytical decision-making tools, which are learned through managerial accounting. For example, in learning the concepts on planning, the manager would be made aware of taking into account purchasing for raw materials, where the costs of which are projected to increase by as much as 30% for the coming year. Therefore, through planning, the manager could purchase appropriate volumes of these raw materials to avail of its low prices before the new and increased price would be implemented. In doing so, revenues and profits are maximized as costs are

Hurricane Sandy Essay Example for Free

Hurricane Sandy Essay 1, Background * The outline of hurricane Sandy Hurricane Sandy was formed on October 22 and dissipated on October 31. Its highest winds throughout all the date was 110mph (175km/h) and the lowest pressure was 940hPa. The number of fatalities was 253 in all, and all costs of damage, at least, have risen to $65.6 billion. Affected areas by this hurricane expanded to wide range. This is Hurricane Sandy when it was near peak intensity on October 25. Firstly what is the hurricane? It is an intense tropical depression with a very strong rainstorm. Hurricane has the other different names, typhoon and cyclone, but these don’t have any of differences in terms of their characters, and the difference is only where it takes place. A hurricane is classified to five levels according to Saffir–Simpson hurricane scale based on the maximum wind speed within one minute. According to the National Hurricane Center, its highest wind speed was 110mph, which mean Hurricane Sandy is classified to category 3. (More than Category 3 is distinguished as a record hurricane) Due to its climate, around the Southern Atlantic, there is likely to have a hurricane between June and November (especially between Aug and Oct), and U.S, as well as the West Indies countries has been suffered from its damage. From such a historical background, these countries have a strong feeling of prevention of damage by hurricanes. Particular in U.S, when hurricane Katrina strikes U.S, the government could not take adequate measure against a hurricane, and there was a great deal of damage. Since then, such a perception has been bigger and bigger among people. After the storm became a tropical cyclone on October 22, in case of Jamaica, the government called upon the all of citizens in the whole island to take precautions against the approaching tropical cyclone. 2, Cause To begin with, how was it formed and how did it progress? At the first time, it began with a low pressure which is classified as a tropical depression on October 22 South of Kingston, Jamaica, and this tropical depression was named Tropical Storm Sandy at the same date. Firstly, it moved slowly because of a peak of the high atmospheric pressure called ridge. However early on October 24, the eye of hurricane started developing, and it headed for northward with steadily speed affected by the atmospheric trough. After that, the NHC (National Hurricane Centre in U.S.A) upgraded it to hurricane status and as of 19; 00 in Greenwich Mean Time that day, Sandy finally arrived at Kingston, Jamaica. Then just after Sandy left from Cuba towards the northern sea, it rapidly intensified to winds of 110mph which is 175km/h although it had been 80mph (130km/h). After Sandy left Cuba, its structure became disorganised, and due to it, Sandy turned to the northwest over the Bahamas. By October 27, because of influence from an approaching trough, Sandy was no longer fully tropical depression. But after that, Sandy re-intensified into a hurricane from a tropical storm. Sandy’s second peak was on October 29, and it recorded 90mph (150km/h) and it had a wind diameter of over 1,000nautical miles (1,150 mi, 1850km). As of 2300 in Greenwich Mean Time on October 29, Sandy was not tropical, and an hour later, it made landfall on the south-west of Atlantic City with 90mph (150km/h) wind. On October 31, Hurricane Sandy finally dissipated over western Pennsylvania This map shows the route of Hurricane Sandy. Hurricane Sandy’s route was not usual as well. Most of tropical depression is likely to path into the sea in this season. However, in the case of hurricane Sandy, other high atmospheric pressure in the southern Greenland pushed it to side of inland. Now, why did it develop to one of the biggest hurricane on record? There has some of hypothesises, but most of experts say that there is a strong relationship between the global warming and its abnormal development. The sea surface temperature from Florida to Canada was 0,6â„Æ' before the global warming had been identified, however since it has come up to the surface, its temperature increased by 2,4 â„Æ'. As the condition when a hurricane is created, at least, it requires three conditions. First, the ocean water must be warm enough to put heat and moisture into the overlying atmosphere to provide the potential fuel for the thermodynamic engine that a hurricane becomes. Second, atmospheric moisture from sea water evaporation must combine with the heat and energy to form the powerful engine needed to propel a hurricane. Third, a wind pattern must be near the ocean surface to spirals air inward. In terms of hurricane’s mechanism, it still has a lot of unsure parts but as of today, it is found that hurricane’s initial energy source is the latent heat released by water vapor in the atmosphere on the tropical sea surface, which mean, as the temperature of surface of sea water increases, amount of vaporized water (primary energy source for a hurricane) also increases, and it is considered as the cause of Sandy’s unusual development. As I mentioned above, hurricane mechanism is still not made clear so it is not sure that whether or not only the global warming is the cause of occurring a massive scale of hurricane. 3, Impacts * Impacts on Jamaica. Jamaica is also one of the region were has suffered from terrible damage by a hurricane Sandy. When hurricane sandy made landfall over south eastern Jamaica, the hurricane was still classified as category 1 with winds of 129km/h, and torrential rain was also hitting the country. In addition, because of its strong winds, a lot of trees were fallen and these blocked several roads, which made many communities inaccessible. Electricity and domestic water supply system was cut too. As a result, any of lifelines were temporary not available. Not only public facilities but also a lot of houses were damaged by a strong wind (for example, the roofs were removed by the wind). In Portland and the area of Mount Pleasant 80% of roofs have been destroyed. Flooding also brought about in Pamphret and Port Maria and it made a lot of people evacuate to collective centers. Number of deaths was relatively less in spite of this scale of hurricane, but such an accident that one man was crushed by stones falling from a hillside and dead in a rural area near Kingston. The total cost of damage becomes $16.5 million throughout the country. * Impacts on Haiti Although Haiti was still recovering from 2010’s earthquake damage, a massive hurricane hit there. As of October 29, estimated 200,000 people became homeless because of heavy raining which went on four days. Port-Salut, where was given one of the worst effects by it, was damaged by over floated rivers, in addition, nation’s capital street, Port-au-Prince were also flooded by the heavy rains. Moreover, ongoing cholera epidemic was also warned due to unsanitary situation brought by flooding. The storm also ruined most of crops and as a United Nation said, as many as 1 million people in Haiti would face to food shortage problem unless enough aids would come. * Impacts on U.S The damage brought about by hurricane Sandy in the whole U.S was one of the most severe throughout all of U.S’s record. Eventually, the hurricane caused about ten billion dollar damage in the U.S. The total number of deaths raised to, at least, 131 in eight states and about 1000 houses were destroyed, so about millions of people left without electric service after the hurricane attacked. However, in comparison with Hurricane Katrina, total damage was considerably smaller. According to statistics, its differences are very clear. For example, in terms of the number of deaths, it was over 1000 in the case of Hurricane Katrina, but in this time, the total number was ten times smaller than before. The number of displaced was also ten times smaller although Sandy’s diameter was bigger than Katrina and its total amount of rainfall was almost no differences. So, U.S’s countermeasure against hurricane has improved a lot compared with past examples. However, the other West Indians Countries are still developing countries regarding countermeasures. Bibliography http://www.nws.noaa.gov/os/hurricane/resources/TropicalCyclones11.pdf http://www.ifrc.org/docs/Appeals/12/MDRJM003EA.pdf http://www.huffingtonpost.com/2012/11/04/hurricane-sandy-vs-katrina-infographic_n_2072432.html http://www.skepticalscience.com/hurricane-sandy-global-warming.htm http://phillyecocity.com/act-philly/climate-act-philly/how-hurricane-sandy-is-related-to-climate-change/

Internet Makes Life Better Essay Example for Free

Internet Makes Life Better Essay Nowadays, with the development of the Internet, our life becomes more convenient than any time in the past. With the click of the mouse, you can find everything on the Internet including shopping, communication, entertainment, study, and so on. Do you know how many percent of people on the Earth have access into the Internet? 21% In the United States, 74% of American adults use the Internet. 94% of students in the US are using the Internet. 60% of American adults use broadband connections at home. 55% of American adults connect to the internet wirelessly, either through a WiFi or WiMax connection via their laptops or through a handheld device like a smart phone. Because of the Internet, we can do shopping without going to the store which is located far away. Online shopping is the process whereby consumers directly buy goods or services from a seller in real-time, without an intermediary service, over the Internet. It is a form of electronic commerce. We can talk with a people who are away 10,000 miles with high quality of voice and images. Brought us closer to people those are in another part of the world: video calls with Skype, Online support calls so I don’t have to drive 2 hours to a client site. Telephone: Voice over IP or VOIP Besides, we can find tons of information by one click on Google.com, Yahoo.com, and so on. Other conveniences of the Internet: Online banking. Driving Directions .We can work or study from anywhere in the world. In conclusion, I believe the Internet makes life better. I cannot live one day happily without Internet.

Ontology Development Through Concept Maps Using Text Indices

Ontology Development Through Concept Maps Using Text Indices Abstract- Ontology acts as a platform for knowledge sharing and description to represent a particular domain in the form of customized web information gathering. While developing those ontologies for a particular domain, it emphasizes the knowledge base across the global information than the local in information. In this project represent a customized ontology system for a particular domain. Data mining is chosen as a domain to represent its concepts and scope globally. This system is developed by comparing the pre-existing ontologies on Data Mining and merging the essential features associated with it. Finally the ontological model developed for the domain Data Mining is represented as conceptual map using protà ©gà ©. The conceptual map helps in identifying the relationships between the concepts based on the semantics of the terms. Concept map can be in various different forms. Among that we represent the concept map for data mining in Onto-Graph. Index Terms- Concept Map Mining, Concept Map generation, Text Mining. 1. INTRODUCTION Various tools and techniques are used in the progress of the education field to attain the higher results and quality. Data Exploration is the practice of using visualization techniques to find unforeseen relationships between data points or sets of points in a large databases. Visualization techniques can also be applied to information that is already known. The purpose of any visualization to be used in an educational context is to facilitate the learning of some knowledge (idea, concept, fact, algorithm, relationship). In order to accomplish visualization it must make connections between the knowledge learner and the knowledge being taught. Conceptual structures such as concept maps, topic maps and conceptual graphs deal with organizing, processing and visualizing the domain knowledge in Web based educational systems (WBES)[1]. Concept maps are anticipated in order to overcome the shortcomings of mind map. Concept Maps are graphical representation of knowledge that are comprised of concepts and the relationships between them. Usually concepts are encapsulated in circle or boxes. The relationship between concepts is articulated in linking phrases, e.g., gives rise to, results in, is required by, or contributes to. Concept map uses the triple form concept-link-concept. Concept mapping is a tested, intuitive, low entry-cost technique for knowledge capture and composition. In Concept map concepts are represented in a hierarchical fashion with the most inclusive, most general concepts at the top of the map and the more specific, less general concepts arranged at the bottom level. Concept and web ontology language represent the same domain knowledge. Concept map comprises the nodes and labels and Web Ontology Language (OWL) have the classes, instances and properties. Figure 1.1 Correspondence of Main Ontology Elements To Concept Map The article is further organized as follows. In section 2 related works on conceptual map are narrated in a nutshell. In section 3 the keyword extraction and concept map generation is presented. In Section 4 the evaluation and implementation methods are described. The results and discussions and the conclusion are briefly discussed in section 5. 2. RELATED WORKS The main aim of this chapter is to describe the theoretical foundations and relevant background of concept map creation. It also brings out the different definitions of ontology an overview of keyword extraction, ontology creation, and concept maps the main aim of the project is to develop the domain ontology for Data Mining in order to provide the knowledge base in that domain. At this stage it is essential to have a glance about the pre-existing similar kind of ontology and grasp the knowledge base on that ontologies. There are various researches done on the concept of domain ontology especially on Data Mining. Ontology Ontology is a formal, explicit specification of a shared conceptualization[2]. It is formally represents knowledge as a set of concepts within a domain, and the relationships between pairs of concepts. It can be used to model a domain and support reasoning about concepts. It provides a shared vocabulary, which can be used to model a domain, that is, the type of objects and/or concepts that exist, and their properties and relations. Visualization A good visualization certainly has to do more, but these criteria are useful to draw the line between a lot of things that are often called visualization and what we consider visualization in this field[3]. Based on (non-visual) data. A visualization’s purpose is the communication of data. That means that the data must come from something that is abstract or at least not immediately visible (like the inside of the human body). This rules out photography and image processing. Visualization transforms from the invisible to the visible[4]. Produce an image. It may seem obvious that a visualization has to produce an image, but that is not always so clear. Also, the visual must be the primary means of communication, other modalities can only provide additional information. If the image is only a small part of the process, it is not visualization[5]. Concept Map concept map is a diagram that depicts suggested relationships between concepts. A concept map typically represents ideas and information as boxes or circles, which it connects with labeled arrows in a downward-branching hierarchical structure. Concept maps are a way to develop logical thinking and study skills by revealing connections and helping students see how individual ideas form a larger whole. Concept maps were developed to enhance meaningful learning in the sciences. A well-made concept map grows within a context frame defined by an explicit focus question, while a mind map often has only branches radiating out from a central picture[6]. Concept Map History Concept Maps (CM) were introduced by Joseph Novak as a way to assess childrens understanding of science with graphical tools to organize and represent knowledge (Novak Gowin, 1984)[7]. In a CM, concepts are represented in boxes that are linked by labeled relationships; two related concepts (including their link) form a proposition or semantic unit. Concepts are also arranged hierarchically such that more general concepts are located higher on the map and specific concepts such as examples are located lower. Novak defines a concept as a perceived regularity in events or objects, or records of events or objects designated by a label. A concept by itself does not provide meaning, but when two concepts are connected using linking words or phrases, they form a meaningful proposition. Figure 2.1 Concept Map Using Tools Kuo-En Chang et.al.,[8] have developed the Effect of Concept Mapping to Enhance Text Comprehension and Summarization. Graphic strategies, such as graphic organizers and knowledge maps, have proved helpful for text learning, certain important application issues such as surface processing and cognitive overload have yet to be resolved. The authors tested the learning effects of a concept-mapping strategy. They designed three concept-mapping approaches—map correction, scaffold fading, and map generation—to determine their effects on students’ text comprehension and summarization abilities. The experimental results showed that the map-correction method enhanced text comprehension and summarization abilities and that the scaffold-fading method facilitated summarization ability. Nian-Shing et. al.,[9]. Chan have developed the Mining e-Learning domain concept map. Recent researches have demonstrated the importance of concept map and its versatile applications especially in e-Learning. For example, while designing adaptive learning materials, designers need to refer to the concept map of a subject domain. Moreover, concept maps can show the whole picture and core knowledge about a subject domain. Research from literature also suggests that graphical representation of domain knowledge can reduce the problems of information overload and learning disorientation for learners. However, construction of concept maps typically relied upon domain experts in the past; it is a time consuming and high cost task. Concept maps creation for emerging new domains such as e-Learning is even more challenging due to its ongoing development nature. The aim of this paper is to construct e-Learning domain concept maps from academic articles. The authors have adopted some relevant jo urnal articles and conference papers in e-Learning domain as data sources, and applied text-mining techniques to automatically construct concept maps for e-Learning domain. The constructed concept maps can provide a useful reference for researchers, who are new to the e-Leaning field, to study related issues, for teachers to design adaptive learning materials, and for learners to understand the whole picture of e-Learning domain knowledge. A system is developed to realize the whole process of automatic concept map construction for e-Learning domain. These processes are needed only once for constructing concept map database. Clariana .B et, al.,[9] have developed A Computer-Based Approach For Translating Text into Concept Map-Like Representations . Essays, concept maps provide a visual and holistic way to describe declarative knowledge relationships, often providing a clear measure of student understanding and most strikingly, highlighting student misconceptions. This article presents a computer-based approach that uses concept-map like Pathfinder network representations to make visual students’ written text summaries of biological content. A software utility called ALA-Reader was used to translate students’ written text summaries of the heart and circulatory system into raw proximity data, and then Pathfinder PCKNOT software was used to convert the proximity data into visual PFNets. The validity of the resulting PFNets as adequate representations of the students’ written text was considered by simply asking the students and also by comparing the correlation of human rater scores to the PFNet agreement-with-an-expert scores. The concept-map like PFNet representations of texts provided students (and their instructor) with another way of thinking about their written text, especially by highlighting correct, incorrect, and missing propositions in their text. This paper provides an overview of the approach and the pilot experimental results. The actual poster session will in addition demonstration the free ALA-Reader software and will also how to procure and use PCKNOT software. Method and Tools Twenty-four graduate students who are experienced practicing teachers enrolled in an educational assessment course used Inspiration software to create concept maps on the structure and function of the human heart while researching the topic online. Later outside of class, using their concept map they wrote text summaries as a precursor for the in-class activities of scoring the concept maps and text summaries (essays). In class, students discussed multiple scoring approaches and then working in pairs, scored all of the text summaries using a 5-point rubric that focused on three areas, content, style, mechanics, and overall. Tools: ALA-Reader software PCKNOT software Comparing text scores (from human raters)to the ALA-Reader/PFNet text scores. In this pilot study, graduate students used Inspiration software to create concept maps while researching the structure and function of the human heart online, these concept maps were used to write text summaries, and then the text summaries were translated into concept map-like representations using computer-based software tools. The findings suggest that this approach captures some aspects of science content and/or process knowledge contained in the students’ text summaries. The concept-map like PFNet representations of texts provides students (and their instructor) with another way of thinking about their written text and their science content knowledge, especially by highlighting correct, incorrect, and missing propositions. Given a little thought, there are multiple ways that this approach can be used instructionally. For example, one of our near term goals is to embed the text-to-map system into writing software and also to use the approach for answer judging (relative t o an expert) of extended constructed response items in online instruction[10]. 3. KEYWORD EXTRACTION AND CONCEPT MAP GENERATION A good concept map contains only relevant concepts (a perceived regularity in events or objects, or records of events or objects, designated by a label), connected by linking words into coherent propositions. On deciding what concepts to include in a concept map, and on linking them properly the author’s reflection is required . Concept maps have been used to support reading and writing activities, what is known as Text Concept Mapping (TCM) . The activities usually consist on summarizing the key ideas in a piece of text, and there are three ways of doing it: Building a concept map from scratch, fixing a previously built concept map and studying a concept map. In the first activity the students build a concept map without any support, in the second activity the teacher builds a map that has some errors and/or missing information that the students have to fix, and in the final activity the students study a concept map built by the teacher which summarizes the text. All activiti es have been shown to improve the students’ understanding on the readings’ topics . Concept Map Mining: Figure 3.1 CMM Process Concept Map Mining is defined as the extraction of concept maps from text that are useful in educational context. Its aim is to provide new ways to visualize the knowledge expressed in the text for human consumption. The CMM process consist on identifying the concept in a piece of text and the linking words that connect them. It has three sub-task which are: Concept Extraction, Relationship Extraction and summarization. The first task aims to identify every possible concept in the second aims to find all possible connections between the previous concepts and the third step consists on creating a reduced version of the map that summarizes the content, avoiding redundancy and maximizing coverage. This Concept Map Mining (CMM) is: The automatic extraction of concept maps from essays for educational purposes, and presented the analysis of a gold standard constructed for the purpose of evaluating the algorithms that will implement the task. The main goal of the analysis is to gain an understanding on the characteristics of the concept maps produced by human annotators when asked to create a summary of a piece of text. Such patterns will inform the design of the automatic algorithms that will implement CMM. 4. IMPLEMENTATION AND EVALUATION The main intention of the paper is generating the concept map from the Web Ontology Language (OWL) ontologies. Existing ontologies which are already available on the web pages are used as the input. Web ontology Language (OWL) has the classes and properties, data type properties and object properties. The importance of automatic methods to enrich knowledge bases from free text is acknowledged by the knowledge management and ontology communities. Developing a domain knowledge base is an expensive and time consuming task, and static knowledge bases are difficult to maintain. This is especially true in the domain of online training. Domain ontology is central of the knowledge base. This research focuses mainly on the domain model and describes a semiautomatic methodology and tool, to build domain ontologies from English text. Concept maps are tends to make the structure of a body of knowledge much more significant for human users than other forms of knowledge representation. Hence, easily validated and enriched by a domain expert. Concept maps also foster meaningful learning and index sentences at a fine-grained level, which is required for efficient indexing and retrieval. In order to promote interoperability and reuse, concept maps pass through an export process that outputs lightweight domain ontology. The objectives of the research work are: To present a overview of keyword extraction and ontology creation. To extracting the keywords automatically from given text using java coding in eclips. To analyzing the extracted keywords and build ontology manually. To propose a automatic concept map for ontology creation from text. To view the concept map using OWL API 3.4.2 (Protege). Figure 4.1 Overview of Keyword Extraction Figure 4.2 Using Keyword Generating the Concept Map in OntoGraf Tool 5. CONCLUSION A number of enhancements and extensions are possible. We would like to enrich the keyword extraction with new structures and explore other ways of expressing patterns. Moreover, further thorough ontology and concept map are need to develop automatically. Additionally, the different types or structure documents are not only converting text document into ontology in future other structure documents also convert into ontology automatically The proposed framework for generating the concept map from the OWL ontologies having the ability to generate the concept map in the very effective manner. This is the main advantage of this proposed framework. This framework is suitable to generate the concept map at the minimum number nodes upto the maximum of fifty nodes. The number of nodes has to be increased and make the possible to view the more contents and the relationship between the concepts. In future, more refinement and enhancement will be added in the concept map generating software. OWL file could be transformed independently from their construction tool. The visualization of the concept map has to be increased to improve the clear visual presentation of the concepts and relationship.