Media communication - reputation of an organization Essay

Media communication - reputation of an organization - Essay Example Many organizations are now realizing the importance of having a successful public relations specialist. For example, a well managed and informed public relations representative can maximize profits and strengthen a company in a weak economy. (Bureau of Labor Statistics, U.S. Department of Labor, 2006, August 4). How can a public relations representative implement their use of mass communications into their program for overall success and positive outlook for a well managed, sustained and informed public relation A public relation practitioner's job is very broad based and competitive. They have to do more than just inform and educate the public about the company or organization that they represent. (Public relations, 2006). They must understand the needs and wants of their target audience so that they can reach their audience through their various forms and strategic usage of marketing, advertising, and promotions. They may work for and represent governments, large organizations and companies, the media, political campaigns, employees, investors, and celebrities, just to name a few. How can a public relation practitioner implement the use of good marketing skills into their public relations program What factors are involved for successful marketing Public relations practitioners use advertising and sales promotions to support their marketing efforts. They must understand who and what their target market audience is so that their message will catch their attention. The target market audience is a particular group of people that will benefit the most from a particular good or service. A company or organization must cater their promotions, marketing, and advertising schemes to this audience by understanding their overall needs and wants. A good public relations practitioner must realize the importance of successful marketing strategies. Their objective is to move their target market along various stages. Each target market audience must complete these stages: unawareness, awareness, belief/knowledge, attitude, acquisition intention and finally to acquisition. Only then can a marketing, advertising, and promotional strategy become effective. (Public Relations, 2006). Advertising and promotions are two key elements used for success in marketing goods or services. These two elements exist in various mediums. What are the various mediums used in advertising, and how does a public relations practitioner use it these to best benefit their company/organization Advertising is a marketing strategy that involves the use of numerous varieties of media forms to grab the consumer's attention to their product or service. Successful advertising should be persuasive and informational enough to influence the target audience's behavior or thoughts about what is being advertised. It can be used to sustain and develop an overall image to the public. Forms of media items that inform the consumer or client about the goods or services generally will work the best. A company or organization's name, slogan, and/or logo are very important to its image, and therefore, any media attention or promotions should be centered upon them. (Humphries, 2003). Certain forms of advertising are becoming more and more expensive, so most of all practitioners aim at free positive publicity through numerous advertising forms such as through

Relationship Between Motivation And Employee Performance

Relationship Between Motivation And Employee Performance Motivation is the psychological process that gives behavior purpose and direction. and management is corned with the effect be and efficient deployment of resources. Human resource is one of the most important in any organization and company and the role of manager is to be a leader and achieve organization objective by developing a partnership with people. Motivation in work is one of the very variables determining employees performance. we can say that motivation it is hard to give any type of permanent definition about motivation but it is a kind of direction in which employees are ambitious and they can take action and make an effort. Motivation is an power that causes people to behave in a positive way motivation collective with ability result in performance. Motivation is the internal power or a type of energy and it pushes toward the performance of the employees. If desire and ambition are absent, motivation absent too because motivation are much do with desire and ambition. M otivation strengthens always give the way, courage energy and persistence to follow the organization goal. A motivate employee take action and does whatever and whenever it need to achieve their goals EXECUTIVE SUMMRY Motivating staff is a fundamentally important dimension of successful management and a vital aspect of a leaders role. Significant organizational outcomes can be obtained by having staff that are motivated. These include: Increased productivity in the workplace Reduced absenteeism and turnover Increased innovation and creativity Increased employee and customer satisfaction An enhanced company profile Higher quality products or services Improved financial performance Employees want interesting work where they are given responsibility, autonomy, challenges and the opportunity to learn. Good working conditions, job security, and pay are important, appreciation should be shown and regular feedback should be given on an employees performance. Managers holding this view of work and their employees would most likely demonstrate trust in their employees, use explanations and joint problem-solving methods, give staff room to interpret and implement organisational objectives for themselves, act as a facilitator, provide opportunities for growth and job enrichment, allow staff to use their creative abilities and remove restrictions to doing a good job. The job of a manager in the workplace is to get things done through others. A committed and motivated workforce is critical to maximising an organisations full potential. Highly motivated employees frequently seek to work beyond the bounds of their specific work roles and functions in order to not only impro ve themselves, but also to achieve the objectives of the organisation. Motivated employees can be considered vital to organisational survival in our rapidly changing workplaces and work world they help organisations survive because they are more productive At the end we can say that the performance of an organization is dependent on its employees. After all, your employees are the engine of your organization. MOTIVATION THEORIES FOR EMPLOYEES First it is important to understand that what motivate employees and how they were motivated. According to Maslow a employees have five level of need and they are physiological, safety, social, ego, and self actualizing and he argued that lower level need had to be satisfied before the next higher level need would motivate employees. It is important for the organization that they value there employees try to understand there problem and always offer some opportunities for growth and development in short make them part of the organization. To motivate employees are a great important in a organization and it can be done by:- keep to be at work Take pride in there work Work attitude Does not display in their work Customer orientation Display a high level of commitment ROLE OF MOTIVATION IN EMPLOYEES PERFORMANCE Motivated employees are the need of any organization for our changing work place. Motivated employees are more productive so they always help organization to survive in every field. For a effective managers it must to understand what type of motivates employees within the context the perform in role. Motivating employees is most complex for example research suggested that as employees income increase money become less of a motivate also as employees get older exciting work become more of a motivator. PURPOSE OF MOTIVATING EMPLOYEES:- There are some factors which play a important role to motivate employees. Such as employment Security Sympathetic help with individual problem Personal loyalty to employees interesting work Give good working situation Good quality Wages Promotions and growth in the organization. Most of the organization believes to motivate their employees because it influence the employees performance by following way:- 1. Higher Productivity Levels 2. Lower Labour Turnover 3. Lower Absenteeism 4. Improve Quality with lees waster 5. Greater Willingness to accept rather than resist change 6. Greater Willingness to contribute idea and take on responsibility 7. Employees Loyalty 8. Employees Turnover MOTIVATION AND EMPLOYEES PERFORMANCE:- It is seen that a employees performance has an impact on the organizations objective. And it is thus imperative that every employees performance should be managed. This process of performance management includes group assessments and peer reviews. In recent time performance management system have become more essential because managers are under constant pressure to get better progress and performance of their organization by motivate their employee. Despite the motivation performs it is necessary to briefly highlight the barriers that might affect the performance of employee. These barriers may be the result understand competencies, inappropriate performance goals, or lack of feedback about performance. There are some factor which is affective overall employees performance .1.INTERNAL FACTOR:- Those factor which is control and influence by any organization are called internal factor like job description and selection. 2.EXTERNAL FACTOR:-In external factors a organization has little control or no control such as demand for job or grading systems. Corporate Examples of motivation and employees performance:- Geo television use the following tools to motivate its employees and this tools affected the employees performance and it is seen that employees performance become better after this. These tools are such as. Performance base incentives Geo television gives incentives to its employees on its performance. Annual evaluation of the employee performance discussed with the employee. There is and idea box in the reception room available to employees and even visitors. All ideas are implemented and the generator of the idea is rewarded with a prize. The CEO of the company is heading this company himself Annual employees function Success story of the month in each department is mentioned for employees who have gone that extra mile in achieving their objectives. Their stories are discussed; the committee reviews them and selects the best one. The winner of the best success story is rewarded with a dinner for the two prizes. All the employees work in a Comfortable environment because they are free to do their work ,environment is very friendly TOYOTA Motivational Policy of Toyota Company based on Maslows need Hierarchy Herzbergs job Enrichment Theory. Toyota company always try to motivate their employees because they believe that employees are a vital part of the company. A business not be success without the employees good performance .Firstly Toyota always try to understand employees motivation, it is seen that the individual performance has an impact on any organization so it is important that every employees performance should be managed According to Maslows theory: Job Security Good Pay Safe working conditions Satisfy lower level needs Culture of continuous improvement Support growth toward self Actualization The Toyota Company achieve the following approaches on the basis of Herzbergs job Enrichment Theory and by motivate their employees Visual Management HR Policies Addresses Hygiene Factor Continuous Improvement Job Rotation Build Feedback in support motivator Toyota aims to increase its employees motivation and optimize the value of its human resources. The recognize some seminar to motivate their employees Company always try to give their employees a good training Give the year awards Give a new model of Toyota car Toyota always take the attention of employees every day and end of the year they give some gift and his types of motivation always increase the employees work performance Toyota company say that every employee who work under Toyota they are the family part of Toyota Toyota company also arrange health and security for employees.

Essay --

There is a beautiful marriage between technique and meaning in poetry. If one can fully probe the configuration of poetry; one will see this marriage. Their mind will be seduced by the words, their heart ensnares by its gist, and finally by way of the poem literary devices can be captured involuntarily. A great model of the essence of this relationship is the classic poem â€Å"Harlem† by Langston Hughes. In this poem, the author approaches the universal despair of dreams being deferred and underlines the fallouts of it. His precise techniques that influence this poem help it emerge into a metaphorical warning statement about dreams becoming disregarded in life. The author’s specific uses of similes and metaphors allows for interpretation by his readers regarding the main idea behind his poem, and in this essay I will examine how these literary techniques help to ameliorate the author’s meaning. The use of similes in â€Å"Harlem† creates a serious mood and emphasizes the theme. In the beginning of the poem the author asks a question about what will happen to a dream when deferred. The simile...

Cultural distance assignment Essay

CDj is the cultural distance between the host country (j) and the home country (in this case Germany). It is calculated with a summation of 4 different variables indicating different cultural dimensions. These are uncertainty avoidance, power distance, individualism/collectivism and masculinity/femininity. is the country j’s score on one of the four cultural dimension is the score of the home country (in this case Germany) on this dimension. is the variance of this particular dimension. Firstly, the distance on each dimension between the host country j and the home country (in this case Germany). Secondly, this number is squared. After squaring minus each variable is divided by the variance of that variable. And finally, all these four variances are added together and divided by 4. 2. What is the difference between mean and variance? Can you explain the example given in the lecture in your own words? Mean and variance are both about distribution, but mean refers to one measure of the central value for a probability distribution. It is the average of a set of measurements. On the other hand, variance is a measure of how far a set of numbers is spread out. In a statistical probability graph the difference in variance is made visible in the height of the graph. A low variance indicates that the data points are close to the mean. This can be recognized in a normal distribution graph where the curve is either flatter or steeper. A flat curve indicates a high variance as data points are far away from the mean, whereas a steep curve indicates a small variance as the data points are close to the mean. 3. Calculate the distance on each dimension between Germany (our home country) and a specific host country using the Excel program.? Tip: you can use the formula editor in Excel to calculate the distance on e. g. power distance between Germany and Argentina, the first country in the sample. You can copy-paste the formula in the other rows/columns. Power distance: Argentina – Germany: 49-35 = 14 Uncertainty avoidance: Argentina – Germany: 86-64 = 21 Individualism / collectivism: Argentina – Germany: 46-67 = -21 ? 21 Masculinity / femininity: Argentina – Germany: 56-66 = -10 ? 10 4. The Kogut-Singh index of cultural distance also contains the variance of each dimension. Answer the following questions: a. In the bottom row of the columns you will find the variance for each culture ? dimension. What dimension has the highest variance? Individual – collectivism b. What does a high variance mean Tip: to calculate the variance yourself, you can use the formula editor of Excel and search for â€Å"variance†. A high variance means that the date points are very spread out from the mean and from each other 5. Calculate the cultural distance using Kogut and Singh formula while using Germany as the home country. Tip: follow the different steps as explained in the main lecture, and first calculate the difference, ? the squared difference, the variance, and the overall cultural distance. Cultural distance = 0,547 ? [(14*14)/507,68 + (21*21)/559,42 + (-21*-21)/621,34 + (-10*-10)/329,58)]/4 6. Which four countries have the lowest cultural distance to Germany? Switzerland, Italy, South Africa and Luxembourg 7. Which country has the highest cultural distance? Guatemala 8. What is the average cultural distance between Germany and these 57 other countries? 1,6046894 9. Pick a host country and relate the cultural distance score between Germany and that ? host country to the 7 points of critique raised by Shenkar as discussed in the lecture. We picked Egypt, which has a cultural distance score of 1,748. 1. The illusion of symmetry: you cannot assume that the cultural distance from Germany and Egypt is similar to the cultural distance from Egypt to Germany. Because of recent conflicts in Egypt it is probably less attractive for other countries, including Germany, to do business or invest in Egypt, whereas for Egypt itself, it is not hard to do business in Germany. 2. The illusion of stability: Cultural distance is measured at a single point in time, but cultures may change over time and therefore, cultural differences may also change over time. Currently the conflict in Egypt is still ongoing which makes cultural difference between Germany and Egypt bigger. However, if this conflict ends, the cultural difference may shrink again. 3. The illusion of linearity: in case a German MNE already had an entity in Egypt and is considering a second one, the obstacle of starting a second entity is lower than it would have with the initial entity introduction. The effect on cultural distance therefore depends on the experience already gained and is not a linear process. 4. The illusion of causality: Kogut and Singh’s formula only focuses on cultural difference, but distance is a multidimensional construct and should be studied not in isolation but together with the other three dimensions of distance, namely; institutional/administrative distance, geographic distance and economic distance. For instance, the cultural difference between Germany and Egypt is 1,748 and the geographic distance between Germany and Egypt is 3208 kilometer. The cultural difference between Germany and Australia is 0,320 (a lot smaller than 1,748) and the geographic distance between these two countries is 14482 kilometers (a lot further than 3208 km). 5. The illusion of discordance: the assumption is that all cultural aspects of the cultural distance between home and host country matter equally, but depending on the country, some dimensions of a culture matter more than others. Take language and religion. Both cultural aspects, but when Germany does business with the Netherlands difference in language would matter a lot more than difference in religion, whereas when Germany does business with Egypt, the religion factor would weigh a lot heavier. 6. The assumption of corporate homogeneity: by using national cultural measures, the CD concept only incorporates variance in the national culture but does not consider possible variances on a corporate level. National culture vs. organizational culture is left out. In Egypt, a company which employs employees of many different nationalities will have less cultural differences with a German company in comparison to a company which only employs Egyptians. 7. The assumption of spatial homogeneity: when examining the cultural differences on the basis of national level scores, possible cultural variances within that same country are left out. In Egypt it would not be correct to look at the country as a whole, since within the country (city versus rural areas) there are different cultures and sentiments based on different takes on for example Muslim religion. This could affect the way different companies do business and therefore reduce or expand the cultural difference between Germany and Egypt. 10. Assess the strengths and weaknesses of the Kogut and Singh measure of cultural distance. Kogut and Singh have made an effort of creating an overview on the cultural distance between countries. The overview is quite meticulous and based on empirical research, taking four dimensions – created by Hofstede – of cultural distance into account. Although the measure of cultural distance should provide realistic information for organisations that seek new markets, it is not able to do so. The measure should be seen as an indicator of cultural distance rather than an absolute number. Supported by Shenkar’s seven points of critique1, the weaknesses of Kogut and Singh’s theory will be assessed. Supported by Kim and Gray’s article, its strengths will be assessed2. As Shenkar researched effectively, Kogut and Singh’s measure is quite ambiguous. It creates several illusions of cultural distance. Deriving from these seven points made by Shenkar, the measure cannot be used in practice. The differences between reality and theory are too large. For example, as Shenkar explained in point 5; â€Å"The implicit assumption that differences in cultures produce lack of â€Å"fit† and hence an obstacle to transaction is questionable. First, not every cultural gap is critical to performance. As Tallman and Shenkar (1994, p. 108) note, â€Å"different aspects of firm culture may be more or less central, more or less difficult to transmit, and more or less critical to operations†. Second, cultural differences may be complementary and hence have a positive synergetic effect on investment and performance. ’3 Companies are shown one CD number, but the importance of the various dimensions creating this number is different for each company. For example, a company involved in financial derivatives that seeks to create a subsidiary overseas may be less concerned about the individualism/collectivism-dimension than about the uncertainty avoidance-dimension, as these companies are inherently making money of uncertainty. Thus, the CD number does not suit the function implied by Kogut and Singh. Singh and Kogut create an illusion that this CD number helps companies finding a suitable strategy for expanding abroad. The CD number should provide hard data for finding this strategy. Due to the difference between theory and practice, this number cannot provide practical data. However, the measure is suitable for other goals. For one, the measure can explain corporate behaviour in new markets. Kim and Gray researched the applicability of the CD measure. They concluded that relationship between the CD measure and corporate behaviour has some plausible consistencies. 4 The ownership mode a company takes in a new market is indeed dependent on the cultural distance between the host and home country. Kogut and Singh’s measure is thus accurate, but not practical. In conclusion, the measure of Kogut and Sing is accurate enough to explain corporate behaviour in hindsight, but cannot be seen as a practical calculation for choosing a business strategy. A company may tend to get confused by the calculation method, as it equally takes all dimensions into account. However, in the end, a company will probably handle appropriately to the new market’s culture. This is shown in Kim and Gray’s research.

My First Time Peering Through a Telescope Essay

When I was eight years old, I peered through a telescope for the first time in my life. It was a small device, no more than two metres long, and yet it let me glimpse a brilliant view of Jupiter: it was the size of a marble, magnificently striated in hues of brown, red and orange. Then, when I was 13, I went to the Birla Planetarium in Hyderabad, where I revisited my five-year old fascination with Jupiter as I sat spellbound in the arena as a cosmic dance played out in the canvas stretched above my head: stars flew around, tumbling in and out of the horizon, the rings of Saturn floating serenely in space, moons rising and setting through a mà ©lange of blues, yellows and greens. It was a performance I haven’t forgotten to this day, remembering it as an eternally unfolding story, a few hundred pages in the epic saga of the universe. It could have been the charismatic voice of the narrator, it could have been the undisturbed loneliness on the night of my stargazing, it could even have been my mindless interest thereafter to find out more and more about the travellers in the heavens, but today, those memories are the seeds of my passion for astroparticle physics. Many people – even science graduates – hear the name and think it’s a â€Å"big deal†. It is not. Astroparticle physics is the study of the stuff that stars are made of, and by extension, as Carl Sagan said, the stuff that we are made of. It is the search for and the understanding of the smallest particles that make up this universe one elegant phenomenon at a time. And just as my curiosity toward it was aroused one cloudless night in a small town in South India, so has it sustained: not within classrooms, not under the guidance of pedantic lecturers, but in my room, in the books I bought to teach myself more about it, in problems I solved, the simulations I ran and the experiments I conducted, in my mind where I could never rest without knowing how the universe worked. In the last 15 years, I have learned where the stars come from that fascinate little children as little, bright spots in the sky, I have learned what the comets that streak Hollywood’s most romantic scenes really are, and I have learn all about our sun and the significance of human life. Most  importantly, I have painted a glittering picture of the world for myself having met a wide range of people – young and old – simply by learning what I don’t know about and teaching what I do to anyone who is willing to listen. It is not a passion that I ever see fading because it has been an integral part of my growing years, a symbol of my parents’ support and my friends’ patience, and my own strengths, weaknesses and perseverance.