Sunday, January 26, 2020

Institute Of Hotel Management Commerce Essay

Institute Of Hotel Management Commerce Essay Management is a set of activities that include planning and decision making, organization, direction and control, led to an organizations resources human, financial, physical and information in order to achieving organizational objectives efficiently and effectively Classical management school The classical school is the oldest formal school managing thought. Its roots predate the twentieth century. Classical School of thought generally concerns ways to control work and organizations to more efficiently. Three areas of study that can be grouped under the classical school are the scientific management the administrative management, and bureaucratic management. The classical school (management) has tried to define the essence of management in the form of universality of the fundamental functions. These, it was hoped, would be the basis of a set of cognitive skills relevant to be acquired by all aspiring managers through formal education. Address of the classical school thought is based on a belief that employees are only the physical and financial, and social needs and the need for work satisfaction, either do not exist or are not important. Therefore, this school advocates a high specialization of labor, centralized decision making and profit maximization. See also the behavior of the school management, contingency management, school governance quantitative and school management systems. Henri fayol theory henri Fayol (1841-1925) is generally considered the school founder of classical music management not because it was the first to investigate managerial behavior, but because it was the first to systematize. Fayol believed that practicing of sound management falls into certain patterns which can be identified and analyzed. From this basic idea, has developed a project manager for a coherent doctrine, one that retains much of its force today. With his faith in the scientific method, Fayol was like Taylor, his contemporary. While Taylor was basically concerned with the functions of organization, however Fayol was interested in the total focused on organizing and managing, which in his opinion had been the most neglected of the operations of the company. Exhibit 2-1 lists the 14 principles of management Fayol more often had to apply. Before Fayol, it was generally believed that managers are born, not made. Fayol stressed, however, the management was a skill like any other that can be taught once the basic principles are understood. Fayols Principles of management theory Division of labor: dividing labor in specialized tasks and allocation of responsibilities to specified persons. à ¢Ã¢â€š ¬Ã‚ ¢ Authority:-delegate authority with responsibility. à ¢Ã¢â€š ¬Ã‚ ¢ Discipline:-make clear expectations punish rape. à ¢Ã¢â€š ¬Ã‚ ¢ Control unit: each employee be assigned to only one supervisor. à ¢Ã¢â€š ¬Ã‚ ¢ Unit address: employees efforts should focus on achievement of organizational objectives. à ¢Ã¢â€š ¬Ã‚ ¢ Subordination of individual interest to general interest: the general interest should prevail. à ¢Ã¢â€š ¬Ã‚ ¢ Centralization:-identify the relative importance of the functions superiors and subordinates. à ¢Ã¢â€š ¬Ã‚ ¢ Compensation: systematically reward efforts to support the organizational management. à ¢Ã¢â€š ¬Ã‚ ¢ Scalar Chain:-maintain communications within the chain of command. à ¢Ã¢â€š ¬Ã‚ ¢ Order: order jobs and material support for the management of the organization. à ¢Ã¢â€š ¬Ã‚ ¢ Equity fair discipline and order improving employee engagement. à ¢Ã¢â€š ¬Ã‚ ¢ Stability and retention of staff: promote employee loyalty and longevity. à ¢Ã¢â€š ¬Ã‚ ¢ Initiative: encourage employee who act on his own in support of the leadership of the organization. à ¢Ã¢â€š ¬Ã‚ ¢ Esprit de corps:-to promote unity and interest management. Scientific management Frederick Taylor introduced a second approach management The scientific approach advocated the application of scientific methods to analyze and determine which work to complete production tasks efficiently. Taylor presented four principles of scientific management: Management should develop a precise scientific approach for each element of an individuals work to replace the general guidelines Scientific management to select, train, teach and develop each worker to the person entitled to the right job Management should cooperate with workers to ensure that the work plans and the principles of the party Management should ensure a fair division of labor and responsibility between managers and workers Contributions Factory productivity and efficiency Introduced scientific analysis for the workplace Piecework system equates rewards and worker performance Increased cooperation between management and workers Limitations Simplistic assumptions motivational Workers viewed as parts of a machine Potential for labor exploitation Excludes senior management tasks Ignored relationship between the organization and its Management Frank Gilbreth and Lillian Gilbreth were the successors of taylor studied how the work environment influences the performance of the employees. They made a strong contribution in time and motion study. They showed that by following arrangements can organizations effectively solve their problems. Divide each job action into its components. Finding better ways to make the action. Reorganizing Each job action to be more efficient Administrative management theory The researchers tried to discover how to create an organization structure that leads to high efficiency and bureaucracy effectiveness.Theory was developed by Max Weber as a succession of such investigations. Bureaucracy is basically a formal system of organization and administration designed to effectiveness.There were in theory ensure efficiency and different principles An explicit and comprehensive administrative management emerged in 1916, whenHenri Fayol he published a book summarizing his experiences of management. He identifiedfive functions and 14 principles of management. The five functions are very similar to the functions management and thefour are as under 1.Planning, 2.Organizing, 3.Commanding, 4.Coordination, 5.Controlling Contributions Management seen as a profession that can be trained and developed He emphasized the general aspects of the policies of senior management It offers universal management prescriptions Bureaucracy management The term bureaucracy was created from the French word for the desk at the office or in the office, and the Greek ÃŽÂ ºÃƒ Ã‚ ÃƒÅ½Ã‚ ¬Ãƒ Ã¢â‚¬Å¾ÃƒÅ½Ã‚ ¿Ãƒ Ã¢â‚¬Å¡ kratoswhich means rule or political power. Bureaucracy is basically a formal system of organization and administration designed to ensure the efficiency and effectiveness. Weberian bureaucracy has its origins in the works of Max Weber (1864-1920), a German sociologist, political economist, academic and administrative staff who contributed the study of bureaucracy and the speech and the literature during the 1800 and 1900 years. Webers ideal bureaucracy is characterized by hierarchical organization, outlined lines of authority in a fixed area of activity, actions taken on the basis of recorded and written rules, bureaucratic officials need expert training, rules are applied by neutral officials, career advancement depends on technical qualifications judged by the organization, not individuals. Bureaucracy Approach Key concept Red structured and formal relationships between specialist positions in an organization The rules and regulations of conduct standardized Jobs has trained specialists who follow the rules Hierarchy defines the relationship between jobs Contributions Promotes the efficient performance of the routine activities of the organization Eliminates the subjective judgment of the employees and managers Emphasizes positions rather than the person Limitation Difficult to dismantle once established Rules may become end in themselves. Ignores the importance of people and interpersonal relationship. What is human relation? human relationship a relation between people human relationship relationship between people (relationship is often used in relation would serve, as in `the relationship between inflation and unemployment , but the preferred use of relationship is for human kindship or states), the relationship between mothers and their children relationship Principles of Human Relations Approach The basic principles of human relations approach are :- The human beings not only interested in financial gain. They also they need recognition and appreciation. Employees are human beings. Therefore, it should be treated as human beings and not machines. Managers should try and understand the feelings and emotions of employees. An organization working not only through official relations, but also through informal contacts. Therefore, managers should foster informal relationships in the organization, along with formal relations. Workers need a high level of job security and satisfaction at work. Therefore, management should provide employment security and job satisfaction of workers. Workers want a good communication among managers. Therefore, managers must to effectively communicate without feelings of ego and of superiority complex. In any organization, the members do not like conflicts and misunderstandings. Therefore, managers should try to stop conflicts and misunderstandings among members of the organization. Qantative or mangement science approach Quantitative Management Operations Management Management Information Systems and Management Science in the theory of Total Quality Management Management Quantitative emphasis is on how arithmetic can be manipulated for achieve best practises in inventory and financial management of capital has a set control. Operations of techniques which can be used to improve quality management production efficiency Total art is focused on the manner in which the assembly can manage information systems achieve excellence. Management managers provide adequate events of information and external about internal one Theory This organization environment making. Organizational effective decisions is the group of operating conditions and forces externally of the organization, but affect a manager capacity to acquire and utilize resources. This would clearly emphasizes the importance of studying theory ambiente.Is to half of open systems and contingency theory developed in 1960 proves the importance of cons idering the middle View This ambiente. system is a system where external resources are acquire and they become services then goods and sent back to customers for the purchase. as an open system. Organizations that use a closed system are prone to entropy, of tendency of a system to lose its ability to monitor and thus to break and describes Theory It collapse.Contigency no better how to organize therefore characteristics the ability in an organization to obtain resources.Types environment affect of structures Above discusses the differences between the structures. In conclusion, a Mechanistic structure managers can obtain inputs to a lower cost of preference in a stable and inorganic environmental managers can react more quickly in a fast changing contribution environment.These constructing your own base of modern management theories SYSTEM THEORY Systems theory is the disciplinary study of systems in general, with the goal of clarifying the principles which can be applied to all types of systems at all levels of nesting in all fields of research.The term not have an well established, precise meaning, but systems theory reasonably be regarded as as a specialization of systems thinking, generalization of systems science, a systems approach. The term comes from general systems theory Bertalanffy (GST) and used in later efforts in other fields, such as the theory of action of Talcott Parsons and the social systems theory of Niklas Luhmann. In this the word systems is used to refer specifically at self-regulating systems, ie, self-correction through feedback. Self-regulatory systems found in nature, including physiological systems of the body, in local and global ecosystems, and climate and human learning processes PART B:- DIVERSITY OF MANAGEMENT THEORY Planning planning is most fundamental. All other functions arising from the planning. However, planning does not always get the attention it merits, and when it does, lot of managers find that the process of planning is not as easy as they thought it would be or even the best laid plans can go wrong. In short, planning is gearing up for tomorrow, today. The activity that allows managers determine they want and how they will achieve. planning does not only provide direction and unity , but also gives answer to these six basic question:- What needs to be achieved? When is the last date to finish? Where will this be done? Who will be the incharge of it? How will it be done? What all is required to complete this goal? Importance of planning It reduces the risk of unstabability,wastage of time It helps in decision making It enhances standards for controlling It enhances innovative ideas Organizing People working together in groups to achieve or accomplish some goal which must have roles to play, like manger organizing a party or 1000 people. The role implies that what people do has a definite purpose or objective; the manager know where what staff will fit to accomplish the task or to achieve the goal. For example: one or two where given the job to collect fire wood, some the arrangement of tables n chairs, some to set the ambience, and other the job of cooking. The organizing is the part of managing which involves establishing an intentional structural of roles for people to fill in a organization. It is the intentional sense of makin sure that all the tasks that are necessary to be done are assigned and assigned to those who will give their best Importance of organizing This process consist of following six steps : Establishing given projects. Supporting objectives, plans Identifying, analysing, and classifying the activites that will help in accomplish the goal. Using the man power that you have at your best to achieve the task. Remain connected to the other staff working in different sections to know the progress. Assigning one head of each department. Leading Leading is to influence people so that each one contributes to achieve the goal. All managers agree their problem starts from people their desires and attitude as well as their behaviour as individuals. Leadership traits Some of the features that regularly appear in leaders are ambition, energy, desire, drive, confidence and intelligence. Although some features are useful, these attributes do not offer guarantees a person in possession of them is an efficient leader. Underlying the trait approach is the assumption that some people are natural leaders and are endowed with certain characteristics that have no other individuals. This research compared successful and unsuccessful leaders to see how they differ in their physical characteristics, personality and ability. Drive. Leaders are ambitious and take initiative. Motivation. Leaders want to lead and are willing to take charge. Honesty and integrity. Leaders are truthful and do what they say they will do. Self-confidence. Leaders are assertive and decisive and enjoy taking risks. They admit mistakes and foster trust and commitment to a vision. Leaders are emotionally stable rather than recklessly adventurous. Cognitive ability. Leaders are intelligent, perceptive, and conceptually skilled, but are not necessarily geniuses. They show analytical ability, good judgment, and the capacity to think strategically. Business knowledge. Leaders tend to have technical expertise in their businesses. Controlling

Saturday, January 18, 2020

Professional Athletes are not overpaid Essay

In my short life, if there is one thing I have noticed about the sports industry, it’s that money talks. Drew Brees just recently signed a $100 million dollar contract with the New Orleans Saints to play for five more years. Kobe Bryant of the Lakers made $25 million last year alone, while Alex Rodriguez made $32 million. This sure seems like a lot on money for men to be making just to play sports, or is it? Professional Athletes are very good at what they do and deserve every penny they get for the hard work and dedication they put in to just make it to the big leagues. It has become a tradition in this industry to have salary disputes and lockouts. However, what is really at the root of these negotiations? Maybe the players are being greedy and want more money and perks just to play. I used to think this way, but now I am not so sure that the players don’t truly deserve every penny they get. I don’t think there is one person who could argue that professional athletes are very good at what they do. These athletes have tremendous dedication to the games they play. Getting to the professional level is not as easy as it seems. Many high school basketball players dream of being the next Kobe Bryant or Lebron James, but the truth is that according to the National Collegiate Athletic Association (NCAA), there’s only a . 03% chance that they will make it from high school to the NBA, with a slightly higher chance of going from the NCAA to the NBA being 1. 2%. Professional Athletes are in an elite league. The amount of time and effort they put into their training to maintain their bodies’ is extraordinary. Many people argue that especially in today’s economy where people are barely making their mortgage payments or deciding between utilities and groceries, it is hard to hear about a professional athletes quarrel over the millions in salary they should earn just to play a game. Many people spend the majority of their lives working hard to only earn a small fraction of what a professional athlete makes in one year. Are the athletes the only ones at fault for these gargantuan salaries? I don’t think so. There are many rofessionals out there that make more than these athletes and no one complains about them. Consider the owner of Starbucks, Howard Shults, who made $98 million in 2008 for selling coffee products. That’s more than Brees, Bryant and James put together. Athlete’s become larger than life figures in person and with their salaries because of their fans. Everyone at some point in their lives has purchased tickets or merchandise relating to one of their favorite athletes. We are the ones that continue to perpetuate the ability for them to earn more and more each year. We constantly buy into the sports mania of official licensed merchandise, tickets, food and beverages at every venue. We as a society spend our hard earned money to see and be entertained by these athletes year after year. If people have a problem with the amount of the salaries they make, maybe they should stop going to games or refrain from buying their kid a jersey with their favorite players number on it. If society doesn’t buy into the sport then there is no money to be made. If there is no money to be made then there is no interest in bring the events to the fans. Let’s face it the sports industry is just that, an industry and business. Businesses are out to make money. To do that they need to have a product people want and in sports the athletes are the product. These athletes are just employees of the business they are in trying to get the most out of what they put in. Many of us get inspired when we see the achievements of some athletes. They sometimes help us see our own potential if we work as hard as they do. One of the most important reasons professional athletes deserve their pay is the beatings they take on their bodies’ season after season. Every time a player runs onto the field or court they run the risk of a season and sometimes life threatening injury. For example, according to Health Day newsletter the percentage for concussions in the NFL rose 21% in 2010. In 2010 the league reported 154 concussions in just the first half of the season. Many of us will recall the devastating injury of Buffalo Bills player Kevin Everett in 2007. Everett suffered a fracture vertebra and it was questionable whether he would ever be able to walk again. Many occupations don’t require that you intentionally put yourself in harm’s way for the sake of entertaining an audience. I realize professional athletes love what they do and would change their occupations for anything, but as a society we should recognize that their lives are not always as glamorous as it seems. After years of battle wounds their bodies are full of aches and pains. Many injured players find it hard to get health insurance because of the high cost to insure them and the fact that many insurance companies refuse to cover pro athletes. Professional athletes in general have a short career life. The average person will retire between the ages of 65-75. However, Drew Brees’ career will most likely be over in 5 years at the young age of 38. Although many players go on to have alternate careers after their professional athletic career, many are too beat up or don’t have the skills to perform any other type of career. Bottom line is we as fans create the demand for these professional athletes to continue to raise the bar for our own entertainment. It’s all about supply and demand. The sports industry is willing to supply us with the extraordinary talents these athletes bring to the fields and courts and we as a society continue to demand more out of them. The more we demand the more they supply, the more they supply they more we pay and the more the athletes will be paid. Athletes are not paid for what they do; they are paid because people want to watch what they do. So again I must state professional athletes are very good at what they do and deserve every penny they get for the hard work and dedication they put in to just make it to the big leagues and entertain fans.

Friday, January 10, 2020

College Papers for Sale Research Papers Ideas

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Wednesday, January 1, 2020

Tajikistan Facts and History

Tajikistan lies in the Pamir-Alay mountain range near Turkmenistan, Uzbekistan, Kazakhstan, Kyrgyzstan, and western China. This former Soviet country has a rich history and stunning natural beauty as well as a vibrant culture that has its roots in Russian, Persian, and Silk Road traditions. Capital and Major Cities Capital: Dushanbe, population 724,000 (2010) Major Cities: Khujand, 165,000; Kulob, 150,00; Qurgonteppe, 75,500; Istaravshan, 60,200 Government The Republic of Tajikistan is nominally a republic with an elected government. However, the Peoples Democratic Party of Tajikistan is so dominant as to render it in effect a single-party state. Voters have choices without options, so to speak. The current president is Emomali Rahmon, who has been in office since 1994. He appoints the prime minister, presently Oqil Oqilov (since 1999). Tajikistan has a bicameral parliament called the Majlisi Oli, consisting of a 33-member upper house, the National Assembly or Majilisi Milli, and a 63-member lower house, the Assembly of Representatives or Majlisi Namoyandagon. The lower house is supposed to be elected by the people of Tajikistan, but the ruling party always holds a significant majority of the seats. Population The total population of Tajikistan is about 8 million. Approximately 80% are ethnic Tajiks, a Persian-speaking people (unlike the Turkic-language speakers in the other former Soviet republics of Central Asia). Another 15.3% are Uzbek, approximately 1% each are Russian and Kyrgyz, and there are tiny minorities of Pashtuns, Germans, and other groups. Languages Tajikistan is a linguistically complex country. The official language is Tajik, which is a form of Farsi (Persian). Russian is still in common use, as well. In addition, the ethnic minority groups speak their own languages, including Uzbek, Pashto, and Kyrgyz. Finally, small populations in the remote mountains speak languages distinct from Tajik, but belonging to the Southeastern Iranian language group. These include Shughni, spoken in eastern Tajikistan, and Yaghnobi, spoken by just 12,000 people around the city of Zarafshan in the Kyzylkum (Red Sands) Desert. Religion The official state religion of Tajikistan is Sunni Islam, specifically, that of the Hanafi school. However, the Tajik Constitution provides for freedom of religion, and the government is secular. Approximately 95% of Tajiki citizens are Sunni Muslims, while another 3% are Shia. Russian Orthodox, Jewish, and Zoroastrian citizens make up the remaining two percent. Geography Tajikistan covers an area of 143,100 kilometers squared (55,213 square miles) in the mountainous southeast of Central Asia. Landlocked, it borders on Uzbekistan to the west and north, Kyrgyzstan to the north, China to the east, and Afghanistan to the south. Much of Tajikistan sits in the Pamir Mountains; in fact, over half of the country is at elevations higher than 3,000 meters (9,800 feet). Though dominated by mountains, Tajikistan does include some lower land, including the famous Fergana Valley in the north. The lowest point is the Syr Darya River valley, at 300 meters (984 feet). The highest point is Ismoil Somoni Peak, at 7,495 meters (24,590 feet). Seven other peaks also top out at over 6,000 meters (20,000 feet). Climate Tajikistan has a continental climate, with hot summers and cold winters. It is semiarid, receiving more precipitation than some of its Central Asian neighbors due to its higher elevations. Conditions turn polar in the peaks of the Pamir mountains, of course. The highest temperature ever recorded was at Nizhniy Pyandzh, with 48 °C (118.4 °F). The lowest was -63 °C (-81 °F) in the eastern Pamirs. Economy Tajikistan is one of the poorest of the former Soviet republics, with an estimated GDP of $2,100 US. Officially the unemployment rate is only 2.2%, but more than 1 million Tajiki citizens work in Russia, compared with a domestic labor force of just 2.1 million. About 53% of the population lives below the poverty line. About 50% of the labor force works in agriculture; Tajikistans major export crop is cotton, and most cotton production is controlled by the government. Farms also produce grapes and other fruit, grain, and livestock. Tajikistan has become a major depot for Afghan drugs like heroin and raw opium on their way to Russia, which provides significant illegal income. The currency of Tajikistan is the somoni. As of July  2012, the exchange rate was $1 US 4.76 somoni.