Study Of Public Policy Making And Discuss And Explain The...

PP Question 3 Please provide definitions of the following theoretical approaches to the study of public policy making and discuss and explain the policy categories listed below. You must cite an example for each of the policy category types. A. Policy Theoretical Approaches: †¢ Group theory- public policy is the product of the group struggle. Some public policies are born out of group struggle. When a group seeks government intervention it becomes an interest group. The main requirement is for the group to have access to the right people, which requires being well-organized, excellent leadership, and little competition, which will give a good chance of getting the public policy approved. As a result, the dominant will gain the†¦show more content†¦Disadvantage – the policy agenda concerns or issues of the elite may not reflect the issues or concerns of the greater community. †¢ Political Systems Theory – public policy where the environment consists of phenomenona that are external to the political system. Its inputs are demands and support and its outputs are laws and decisions. Public policy is created because political systems respond to the rising demands from the environment. All the important decisions and bargaining happens outside the government in the environment. An example: disgruntled voters in a nation decide to turn to violence in order to get their voice out. This is a demand. The government officials talk among themselves and gather internal feedback. Then this demand is changed into an output with a reward such as services and opportunities as well as deprivations such as taxes and imprisonment. Easton believed that the input was necessary because the government needs to generate internal feedback and then support for that internal feedback in order to create laws and run the country. Advantage – action taken by citizen are heard. Disadvantage - Theory can be considered relatively abstract (theoretical) †¢ Rational Choice Theory – this public policy argues that policymaker’s pursuit there own self-interest instead of any national-interest. Policy is meant to maximize social gain unless the cost exceed it benefits. For instance, the Trump Administration Executive Order on the ImmigrationShow MoreRelatedThe Healthcare Industry Face And Ways3472 Words   |  14 Pages â€Æ' Abstract During this research I will discuss the challenges that the Healthcare Industry face and ways to mitigate these risks. It will also discuss security safeguards that will assist with preventing data breaches, from physical security up to network security. 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The Evolution Of The Pc And Microsoft Essay - 785 Words

The Evolution of the PC and Microsoft nbsp;nbsp;nbsp;nbsp;nbsp;Xerox, Apple, IBM, and Compaq all played major roles in the development of the Personal Computer, or  ³PC, ² and the success of Microsoft. Though it may seem so, the computer industry did not just pop-up overnight. It took many years of dedication, hard-work, and most importantly, thievery to turn the personal computer from a machine the size of a Buick, used only by zit-faced  ³ nerds, ² to the very machine I am typing this report on. nbsp;nbsp;nbsp;nbsp;nbsp;Xerox started everything off by creating the first personal computer, the ALTO, in 1973. However, Xerox did not release the computer because they did not think that was the direction the industry was†¦show more content†¦So they developed a process called  ³open architecture. ² Open architecture meant buying all the components separately, piecing them together, and then slapping the IBM name on it. It was quite effective. Now all IBM needed was software. 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Pushing the envelope of product design Read MoreData Communications And Computer Networking1682 Words   |  7 PagesOpenness†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 Programmability†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦8 Self-organizing mechanism†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..8 Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦9 References†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.9 The Xbox One is a gaming console made by Microsoft, Inc. 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Communication and Leadership over the Worldâ€Myassignmenthelp.Com

Question: How Do Communication and Leadership over the World? Answer: Introducation In every business organization all over the world, a deep relationship can be seen between the aspects of communication and leadership. It has been seen all over the world that the effective leaders have six basic functions in the business organizations; they are leading, planning, organizing, staffing, controlling and communication (Bearman et al. 2012). Among all these six aspects, communication is considered as the golden thread that ties all the six aspects together. Hence, it can be said that clear communication is one of the major aspects of leadership. To be able to communicate clearly is the major trait of an effective leader. In order to be a successful leader, the focus must be on three elements; they are mission, people and teamwork. The process of effective communication positively affects all these three aspects. The first aspect is mission that sounds like a military kind of word. A clear mission is required to achieve the objective of the organization. It is the respon sibility of the leaders of the business organization to communicate the mission, vision, aim and objective of the businesses to the employees or the subordinates. For this regard, the leader needs to adopt a proper communication technique within the business organization and the communication technique must be effective. It is the duty of the leaders to ensure that all the necessary aspects about the objective of the business are properly communicated to the employees; this process assists in the process of prioritization of the tasks (Brandts, Cooper and Weber 2014). The second aspect is people and this is the most important aspect of the business organizations as the success of the businesses vastly depends on them. It is the responsibility of the leaders to make the employees prepare about what is coming. It is also the responsibility of the leaders to provide the necessary tools to the employees to fight with the upcoming uncertainties. In this process, communication plays an important part (Hackman and Johnson 2013). With the help of proper communication strategy, the organizational leaders use to commutate all the upcoming obstacles of the organization with the employees and provide them with excellent training and development programs. The third aspect is teamwork. Teamwork is a must element for the success of the organization. In this regard, the leaders need to communicate all the necessary aspects with the members of the team. In addition, they also need to provide motivational speeches to make the employees motivated. Hence, from the di scussion, it can be understood that communication plays an important part in each of the three aspects. Poor communication is considered as one of the major obstacles in the way of profit maximization. One of the major aspects of communication and leadership is the good relations. It is the responsibility of the leaders to develop and maintain effective relationship with all the members of the organization with the help of proper communications strategy (Caputo and Crandall 2012). With the assistance of effective communication strategy, the organizational leaders can solve any kind of organizational problems. Thus, it can be said that communication and leadership complements each other for the success of the organization. References Bearman, M., O'Brien, R., Anthony, A., Civil, I., Flanagan, B., Jolly, B., Birks, D., Langcake, M., Molloy, E. and Nestel, D., 2012. Learning surgical communication, leadership and teamwork through simulation.Journal of surgical education,69(2), pp.201-207. Brandts, J., Cooper, D.J. and Weber, R.A., 2014. Legitimacy, communication, and leadership in the turnaround game.Management Science,61(11), pp.2627-2645. Caputo, J.S. and Crandall, H.M., 2012. The intercultural communication cultural immersion experience: Preparing leaders for a global future.Journal of Leadership Studies,6(1), pp.58-63. Hackman, M.Z. and Johnson, C.E., 2013.Leadership: A communication perspective. Waveland Press.

The Relevant Theories About Reward Management Commerce Essay Example For Students

The Relevant Theories About Reward Management Commerce Essay Reward direction has been described as a cardinal map in HRM systems in modern organisations, and it is frequently designed to pull, retain and actuate employees ( Milkovich and Newman, 2004 cited in Yu, Ying ying and Angeles, 2011, pp 2 ) . Because of the strategic nature of human resource in the attainment of corporate ends and organisational fight ( Wright and McMahan, 1992 ) , many writers have discussed the topic of wages direction from different positions. Some of these positions focus on spliting reward systems into two classs ; Extrinsic and intrinsic wagess. Extrinsic wages systems by and large focus on offering performance-linked salary additions, pecuniary wagess, long term inducement programs, team-based wagess, and security benefits to employees ( Laursen and Foss, 2003 ) . These writers argue in favor of the values of these types of wages in hiking the morale of employees and bettering their productiveness as the same clip. The consequence of this to the organisation is better bottom line public presentation through increased gross and profitableness ( Yu, Ying Yang and Angeles, 2011 ) . Intrinsic wagess are non-monetary wagess and could come in signifier of enriching occupation duty and authorization ( Oldham and Cummings, 1996 ) , supplying preparation resources and comprehensive acquisition chances ( Hennessey and Amabile, 1998 ) , and keeping good interpersonal relationships among employees ( Ruppel and Harrington, 2000 ) . Yu, Ying and Angeles ( 2011 ) place two reward direction positions based on the above categorization and they call extrinsic wages systems, utilitarianism and intrinsic wages systems, romanticism. Harmonizing to these writers, these are the two extremely problematic theories of reward direction in the HRM field. One of the basic premises underlying the theories of reward direction is that the public presentation and motive of employees can be improved by set uping a nexus between attempts and wagess through formalised and specific single marks ( Fay and Thompson, 2001 ) . Although many writers and authors have established that there are tremendous benefits for organisations in seting in a topographic point an effectual wages direction system, some writers still warn against over-reliance on wages systems because of its possible to make several organisational issues which focus on equity and diverseness ( Beer and Cannon, 2004 ) . Many other writers have critically examined the underlying doctrines of reward direction and the variables that make up a typical wages mix. Baeten ( 2008 cited in Jonathan and Clare, 2011, pp 2 ) provides a deeper penetration into this when they argue that there are 34 different possible theories underlying a wages direction system. Eisenhardt ( 1988 cited in Jonathan and Clare, 2011, pp 3 ) nevertheless limits reward direction theories to two viz. : The bureau theory and the institutional theory. Agency theories of wages direction fundamentally seek to aline organisation and single aims. The chief purpose is to utilize indu cements to direct employees towards the involvements of the proprietors of the concern, and to plan the wages mix to reflect that. On the other manus institutional wages direction theory focuses on the formal and informal force per unit areas exerted on organisations by other organisations with which it is connected. Some of these force per unit areas could come in signifier of employment statute laws, legal demands, revenue enhancement policies, and a desire to follow the policies that others have adopted so as to derive the security that conformance is perceived to convey ( DiMaggio and Powell, 1991 ) . Finally other known theory of reward direction under the institutional categorization is normative force per unit area. This occurs when members of an organisation jointly come together to specify the conditions and methods of their plants. Outline1 4 The design of policy and set of processs2 4.1 Policy statement3 4.1.1 Procedures4 Purpose5 Scope6 Principles7 Duties8 Function9 Accountability10 4.2 Correspondence to relevant national statute law11 4.3 International deductions12 5 Evaluation of policy and processs13 5.1 Reward rating matrix14 Reward Aspect15 Measured By16 6 Decision None Provided5 Essay PaperBeginning: hypertext transfer protocol: //www.iclg.co.uk/khadmin/Publications/pdf/4390.pdf-accessed on 30-04-2011 5 Evaluation of policy and processs 5.1 Reward rating matrix Armstrong, Brown and Reilly ( 2009 ) prescribe six prosodies for measuring the success of any reward direction policy. In position of this the processs for measuring the effectivity of HP`s wages policy are set out below. Reward Aspect Measured By Reward scheme Clear wages scheme and one-year program in support of concern scheme and program Productivity and wages costs Net income, value added or gross revenues per employee Entire wage and wages costs compared with competition in the US computing machine industry Financial wages Fiscal acknowledgment for behaviors in line with scheme and values Appropriate signifiers of honoring public presentation and part in topographic point Proportion of staffs covered by methods of honoring public presentation and part Risk appraisal of fillip program design Clear presentation of return on costs of fillip Employment Ratio of occupation offers to credences Staff nonvoluntary turnover to surrender rates and keeping of high public presentation to identify skill staff Staff turnover and absence degrees Reward direction general Actual market place compared to want Equal wage reappraisals carried out and acted upon Measure, quality and frequence of wages communicating Battle and satisfaction with wagess Surveyed overall employee battle degrees Employee overall satisfaction with wage and wagess Employee sentiments that wagess are competitory Employee sentiment that public presentation is rewarded and managed efficaciously Employee sentiment on degree of apprehension of wages Directors feel reward agreements are flexible and run into their demands. 6 Decision Reward direction is an built-in portion of the step of the fight of an organisation. As a cardinal constituent of the overall human resource scheme, reward direction is cardinal to the productiveness of employees which is besides linked to the overall profitableness of an organisation, every bit good as its long term endurance. It is no longer plausible to believe that a good crafted scheme can present an organization`s nucleus values without affecting the component of employee wages direction. Available and bing research in this country suggests a strong nexus between the effectivity of schemes with the engagement of an appropriate wages system ( Richard and Ralph, 2001 ) . Reward direction is progressively going a beginning of sustained competitory advantage for many organisations. The old wage construction which is based on occupation analyses, descriptions and specifications is no longer back uping the attainment of long term organisational ends and aims ( Gomez-Mejia and Balkin, 1992 ) . This study has established a clear nexus between reward direction and the sustainable attainment of organisation ends and aims through the part of extrinsically and per se motivated employees. Through an illustration of a universe category organisation the function of a wages policy and its rating standard has been discussed with a position to set uping a nexus between attempts and wagess through formalised and specified marks ( Kessler and Purcell, 1992, cited in Giovanni and Tommasso, 2011, pp 2 ) . In set uping the wages policy for an organisation, the organization`s corporate aims are of import inputs to the full procedure, and an alliance between these purpose and aims and the wages policy is strategically of import to the effectivity of the wages policy