Cellular companies in pakistan. - Free Essay Example

Sample details Pages: 17 Words: 5132 Downloads: 2 Date added: 2017/06/26 Category Statistics Essay Did you like this example? INTRODUCTION It is a common observation that all work and no play have negative impacts on the lives of the employees of any organization. Extended working hours at work places are the main reasons of health complaints and work related stress can lead to several serious accidents. So far number of studies and research has been conducted in order to bring into attention the serious problems long working hours can cause to the human health and mental conditions of employees. Don’t waste time! Our writers will create an original "Cellular companies in pakistan." essay for you Create order Heart attacks, fatigue, stress, backaches and general health complaints are some of the issues one can face while working late and for longer period of time. A.E. Dembe in his article Ethical Issues Relating to the Health Effects of Long working hours which was published in April, 2009 reveals some of the major health issues that are caused due to the long working hours and shift work. According to A.E. Dembes findings long working hours and shift work raises the odds for workers to be injured, to be fatigued, stressed, and to suffer from a range of serious medical illnesses. In todays modern world economy has gained a pivotal position in any countrys progress and prosperity. Development of a country is now judged on the basis of increase in its economy rate per year, and in order to compete with the worlds economic market all the organizations of a country want workers who can work as much hours as they can. Some people are willing to work for late hours and can maintain a balance between work and private life, while most of the people have to work for late hours because they do not have an option and so they face some serious consequences for that. In many areas of the world eight hours is considered a traditional workday. Even though it is known as a standard workday, a large portion of the world population works more than eight hours. An employee often works more than eight hours a day because their employer requires it or because they need the money. Regardless of the reason for doing so, it has been proven that long hours can have a negative impact on an employee and his/her performance. The average hours worked by full time employees in Pakistan has increased over the last decade. Long work hours create work-life imbalance.   Praveen Kumar Tumma in his article Do working long hours increase the productivity of an employee? said; maintaining a work-life balance is extremely important for both the employer and the employee as this will help boost productivity and thus helpful in the long term. By definitionWork-life balance is about being able to maintain a balance between work and personal responsibilities on all fronts: Work and family  Ãƒâ€šÃ‚   Work and personal fulfillment- Work and social and community responsibility (Women in Employment Committee, 2003). As we know happy worker is a productive worker. It means that a balanced work-life is as crucial for employer as for employees and their families. Every employee has a specific reason which acts as a source of motivation for the worker. Some people work t o gain certain benefits, some for love and family and others for achieving goals of their lives. And if the motivation level goes down it ultimately affects the performance of the employee. Sometimes due to tough and busy schedule workers lives become narrow as they do not get enough time to spend with their families, friends and for other activities like sports etc. this directly or indirectly effects employees health, motivational level, fatigue levels and their performance. It is generally believed that working long hours increases the productivity. This concept is not correct because there are number of other factors involved in the increase of productivity of an employee, according to Praveen Kumar Tumma, it is a general concept that if employees would work for longer hours productivity will increasebut my opinion is different about that I think its not an ideal thinking and this is nowhere proved scientifically or generally, productivity is not linked up with the working hours which an employee exert but to what extent they enjoys working this is the basic thing.The long working hours affect the employees in both ways, in negative as well as in positive way. Because it depends how employees think of it. If they feel happy working long hours and enjoys their work then this will ultimately leads them to satisfy their basic needs and to achieve their personal goals (for example, helping others, or receipt of recognition of skills and achievements).Working on extended time some time provides employees with Quality timewhen there is no disturbance or very low and essentially rewarding work is complete, and prevention of the rush hours when traffic overcrowding is at its climax. Usually long working hours are taken as progress of work and increase in pay and benefits of employees, which usually increases the motivation level among employees who work longer and can lead to higher productivity. On the other prospective, long working hours effect negatively as well. Negative cost often depend on a series of factors such as the level of the responsibilities of employees for their families and his/her commitment in society activities. Long hours may function as a straight stressor in that workers need to continue performing sufficiently in spite of exhaustion. According to the report issued by Circadian Technologies un hygienic working conditions and sleeping deficiency can also lead to ergonomics injuries and lost workdays, especially among employees in extended-hours positions (regularly working outside the hours of 7 a.m. to 7 p.m.) This study identifies the effects of the long work hours and well being of employees of Ufone PTML, a telecom organization operating in Pakistan and the families of these employees in Pakistani perspective. This study will specifically examine the effects of long work hours on the employees of the Call Center Department. Organizations Background Ufone is one of the most popular and leading cellular companies in Pakistan. Initially it was used as a brand name for Pakistan Telecommunication Corporation Limited (PTCL) which started its operation in 2001. But later on, when PTCL was privatized Ufone started functioning under the banner of Emirates Telecommunication Corporation Group (Etisalat) and became a part of it in 2006. Since than Ufone started working efficiently and till now it has expanded its network coverage to more than 750 cities, towns etc all over the country.  Ãƒâ€šÃ‚   Operating Performance Ufones operational performance has been very encouraging. Despite the stiff competition in Pakistan telecom market which has led to reduction of prices to bare minimum level, due to its aggressive policies and exercising strict control over expenses the Company managed to improve its revenue and after-tax profit by 87% and 54% respectively, as compared to last year. Future Plans Keeping in view the growth potential of the cellular industry there is no option but to be aggressive in order to remain a potent force in the cellular industry. In order to extend cellular network to new cities, towns and highways and enhance its current installed capacities in existing cities, Ufone has finalized a huge network expansion contract amounting to about USD 550 million, which will enhance the subscribers capacity by 10 million. This is the largest ever expansion project of Ufone. A strong focus will be on maintaining high quality of service, which is always a benchmark of Ufone, increasing usage and exploring new revenue streams on value added services, market visibility through various market initiatives to fulfill subscribers satisfaction and demand and above all to increase the value of investment for the shareholders. 2. Ufone Mission In order to evolve with our customers and to keep pace with your needs, we rejuvenated and revamped our image by changing our visual identity 3. Ufone Vision To be the leading Telecommunication Services Provider in Pakistan by offering innovative Communication solutions for our Customers while exceeding Shareholder value Employee Expectations. 4. UFONE Departments Mainly the company has Nine departments. Their names along with some description are given below: Human Recourse Management IT Finance Administration Procurement Engineering Sales Marketing Customer Services Credit and Collection department. Customer service This department is basically the focus of this study. Its main function is to facilitate customers. PTA met whatever the requirements of the customers. But, there are certain rules established by this department which must be abide by the customers. They also help the customer by providing them the facility of Call Center (Help Line). Rationale of the Project Research: The purpose of this research is to provide profound knowledge of the topic, affects of long working hours on employee performance, different aspects of the issue and to summarize the topic with some positive findings. In the last decade, by globalization, Pakistani society faces different changes in the behavior of individuals, culture, technology, living style etc. This change ultimately also brought changes in the workplace environment. The objective of study is to convince employers that they can no longer afford to ignore the issue of work-life balance. If company wants to hire people, to retain them, motivate them, or to do succession planning they need to help employees balance their work-life. Problem Statement The research problem central to this study is: The effects of long working hours on employees performance of Ufone PTML. Objective of the Study Aim of this study is to look at different practical and theoretical approaches in which the long working hours affects the health, fatigue, motivational level and performance of the employees of Ufones Call Center Department. The main objectives of this study are as follows: To analyze the affects of working long hours on the health, motivational level, fatigue and work performance on the employees. The study will also examine the positive change i.e. improvement in the performance, health, fatigue level and motivational level of the employees in case the working hours are reduced. Itll illustrate the significance of the literature and the conclusions drawn. Literature Review The challenges of dealing with long working hours and maintaining the optimum performance level is part of everyday reality for the majority of employees working in the telecom sector of Pakistan. We believe that this report offers a different, holistic and productive approach to the challenge of dealing with long working hours and minimizing the consequences it has on the employees performance. Employer has a major role to play in this regard. Employers cant change the situation drastically by simply offering the policies of flexible timings for the employees. Employees must be brought into the process of designing and implementing flexible schedules for themselves in a way which leads them to perform in an optimum way and reach high levels of productivity. By doing so, the participants can jointly address the dual agenda of restructuring work and careers to meet both the organizations needs and how through their performance they can meet their respective targets. Chief Executive of the Mental Health Foundation, Dr. Andrew McCulloch while showing his concern on the rising number of people who work for long hours said that even though we hear a lot about the flexible work timings and other policies for the employees still the number of people working for long hours is increasing day by day. Initially parents were the only victims of the tough routine but now this issue doesnt simply stick to the parents. It is now must for everyone else too to maintain a balance between work and family life in order to avoid serious mental health issues. While highlighting the significance of the research conducted by the mental Health Foundation he further added that this situation will really cause some serious issues to the individuals in the long term. The culture of the workplace can have a significant impact on the ability of workers to balance their work and family lives. Companys workplace culture and climate affect employees perceptions that their company helps them work at a pace, which improves their productivity and enhances performance (Berg, 1997). Studying the impact of and dealing with the problems associated with long working hours and its effect on employees performance has become increasingly important in recent years across the Pakistan. This is due to the changes in the patterns and demands of work and changes in the needs and aspirations of employees from their work. The fast pace of technological development and an increased participation in the labor market; necessitate organizational changes and higher flexibility is the need of work force and employees simultaneously. The above factor has an impact on both individual workers and the success of companies (European Union, 2006). Various measures to achieve reconciliation traditionally included parental leave, maternity leave, paternity leave, childcare, benefits etc, as the term is closely linked to employment policy; it now also includes working time arrangement, flexible forms of employment, labor market flexibility, specific leave, etc. This is the how the term is used. Lonnie Golden in his briefing paper which was published under the banner of Economic Policy Institute, Washington D.C. gave three reasons due to which the long work hours affect the labors productivity. According to him Labor productivity is likely to be harmed by longer and more variable hours, for three reasons. One is fatigue effects. As the work week lengthens, productivity declines. A second is adverse efficiency wage effects. If workers interpret the removal of the overtime premium during the long work weeks as a cut in pay, they may respond by reducing work effort, leading to a decline in organizational productivity. Possible reasons include financial necessity, fear of job if they do not work the long hours, or personal commitment to an entrenched corporate culture (Qu, 2004). Susan Living in his article published on 5th October 2009 with the name How Long Work Hours Effect Employee Health and Wellness, describes several points in which long working hours effects badly on human minds and health. According to him, Employees can: Become exhausted, demotivated and dissatisfied. Produce less work and/or lower quality work Become more prone to sickness either major of minor health problems or likewise the ratio of sick leaves also increase which affects not only the employees performance and morale but also affects the business. Can be ashamed of being unable to work for long hours. Develop symptoms of workplace stress, possibly leading to serious ill-health down the track. Not have enough time to spend with partners and children so their personal relationships and wellbeing can suffer. Feel forced into making unfair and unrealistic choices between demonstrating dedications to the job and giving to their families. They believe that they will be perceived as lacking commitment if they ask for time off or will forfeit any possibility for advancement at work if they speak up and ask for a reasonable balance. Eventually give up and resign which can represent a loss of valuable talent for the employer and create more staff replacement costs. Having a good look at all of these points makes us realize that having employees work more and longer hours does not necessarily result in more work or higher quality work. In fact, the opposite is likely to occur and employee health and wellness and the health and wellness of the organization suffer accordingly. According to a study conducted by Muhammadi Sabra Nadeem and Dr. Qaisar Abbas of Management Sciences Department, COMSATS Institute of Information Technology Islamabad in 2009 one of the organizational crises is because of the conflict in family matters and work matters. With the increase in dual family parents, the demanding jobs and long working hour made the things tough for employees to keep the balance among job and family life. In past work life balance problem was only thought and perceived to be attached with only female workers. Mens are not expected to take the care matters like partnering and caring but only to focus on their jobs so they dont feel any problem regarding work, family balance (Hearn, 1999). According to HR Magazine published in 2005 dilemma of work and family balance is now a days is also going to be a major problem with male workers as well. As recent research statistics shows that there is not such difference in the activities of men and women (HR magazine, October 2005). A Survey conducted by The Mental Health Foundation discloses some important findings regarding the dissatisfaction and unhappiness of the employees and the reason behind this discontent. According to the survey; mostly it happened that the amount time u spend out of working period is greater than actual work period in office result.   And if that happen the increase in persons weekly hours increase the level of tension among those employees The economical developments has increased the pressure on employees to work hard and put more efforts in doing their work. Though the organizations in Pakistan are paying healthy wages and salaries but the nature of work and routine has been bit hard for these workers of organizations. All these factors like work stress, long working hours and family problems leads to job dissatisfaction. A survey conducted by the researchers at the center for Labour Research at Adelaide University says that long hours are bad for individuals, couple relationships, children and the community fabric. HYPOTHESIS TO BE INVESTIGATED H0: Long working hours are not affecting the performance of employees. h3: Long working hours are affecting the performance of employees. H0: Fatigue does not result from working long hours. h3: Fatigue results from working long hours. H0:   Health of employees is not affected by long working hours h3: Health of employees is affected by long working hours. H0: Motivational level of employees is not affected by long working hours. h3: Motivational level of employees is affected by long working hours. PROJECT AUDIENCE The audience of the project is employees of Ufone PTML who were asked to fill in a questionnaire comprising of 22 questions. The findings and recommendations will be used by the private sector companies to analyze the effect of long working hours on the motivational level, fatigue, physical health and overall performance of employees. Methodology This section will discuss the sample selection procedure, the model used for the research and the statistical techniques employed to find out that how long working hours affect the employees of Ufones Call Center Department. The chapter will present how the research will be implemented and how to come up with the important findings. Sample Sampling methodology adopted for data collection is based on purposive sampling, as sample was selected from specific target. Main focus area is Call Center Department. To carry this research we have chosen Telecom Sector. In this regard we have selected samples of employees from Ufones Call center. The sampling frame is the total number of employees currently working at this department. We have assign numbers to the employees and chosen the sample of 117 employees on the basis of random sampling. Sources of Data For this project, we would be collecting primary and secondary data. Primary data would be gathered by visiting Ufone and observing its functionality, interviewing and interpreting result out of that. Primarily, the data would be presented through questionnaire method. Focus group technique would also be used for better observation and understanding. Secondary collection of the data would be studied from the prior research on the selected topic. Also, it would clearly define the purpose of our research. Procedure The data analysis tool which would be used in our study is SPSS. SPSS is a user friendly data analysis tool which accelerates data analysis and report generation. To check the effect of long hours and well being of employees and their families in Pakistani Perspective, a questionnaire will be developed and used for data collection. Few of the relationships that would help in summarizing the meaningful findings are; Positive effect and negative of work on family Satisfaction with hours and pay Positive effect of work on employee Population This is descriptive hypothesis testing study conducted on employee work performance, fatigue, health and motivational level of the employees of Ufone. A total of 150 respondents were contacted. The rate of response was 90.67%. The sample is taken from Ufone. Measurement In this study we focused on effects of long working hours on employees working the Call Center Department at Ufone including following facts:   Work performance, motivational level, fatigue and health. These concepts were measured as follows: Work Performance It is measured by five items. Work performance of employees can be measured using methods of; Performance Appraisals Job Analysis Balanced Scorecard Gap Analysis Financial Assessment. In this study method of Performance Appraisal (Dulewicz 1989) was used to measure work performance of the employees. This method is basically a simple way of income justification. This system was introduced to find out whether the salary of an employee is justified or not. According to Dulewicz 1989 a basic human tendency is to make judgments about those one is working with, as well as about oneself. This method considers only material outcomes. If an employees performance is not according to the expectations of the supervisor he/she has to face a cut in pay and if it is according to what supervisor has expected than therell be a rise in employees pay. This method is basically used to find out the importance of an employee to the organization by analyzing his/her attributes i.e. weaknesses, strengths, successes and failures. Motivational Level Every person is motivated by something. Whether this motivation comes from people and activities you enjoy like family, hobbies, eating, volunteering, or work, Motivational Level is measured using Maslows Hierarchy Theory. This theory was presented by Dr. Abraham Maslow in 1943. According to his theory human beings have number of unsatisfied desires and these are the motivating factors for which they work i.e. to fulfill those needs. According to Maslows leadership employers should understand these lower level needs like survival, love, respect, safety, physiological etc to be satisfied before higher needs of the employees. Fatigue According to a research conducted by Joanne White and Johanna Beswick one of the first effects of working long hours is that many people suffer from is fatigue. It seems intuitively obvious that working long hours will make an individual tired or fatigued. Researchers have analyzed fatigue effects in two ways: either by measuring it directly as an end in itself, or indirectly in terms of performance or health effects that are thought to be associated with fatigue. Fatigue can be measured by Research, Questionnaire etc. In this study The Piper Fatigue Scale is used to measure fatigue. It is basically a Survey comprised of 22 questions and takes only few minutes to complete and give accurate assessment of ones current fatigue level. The results of Piper Fatigue Scale give the degree to which the fatigue is affecting employees senses, thinking, behavior, emotions and overall. Health Health is measured by using Goteborg Quality of Life Instrument (Tibblin), (Tibblin, G., Svardsudd, K., Welin, L., Erikson, H. Larsson, B. (1993). This clinical tool deals with physical, psychological and social understandings. The psychological elements include fatigue, concentration, depression, memory, sleep and disturbance. The GLQ instrument seems to provide a reliable data and stable assessment of health and welfare of the employees. Results and Discussion Data Analysis After the whole data was collected and compiled, it is analyzed by different modern data analytical techniques. We used latest spss version to have a detailed analysis of our variables relating our objectives in formulation of our result. This empirical study is based on the affect of long working hours on the employees performance of Ufone taking in consideration their call center department. The variables of motivation, physical health and fatigue are measured by the given scales. And their relation is reviewed with the employee performance and long working hours. It was derived that motivation is the strongest variable among all. By this we concluded that motivation plays the pivotal role, in order to improve the performance of our employees. We also concluded that fatigue and physical health are also playing significant role in improving the performance. Independent Sample Test(T- Test) Fatigue Fatigue plays the significant part in performance of the organization. After analysis the mean of fatigue has found to be 2.1987 and the standard deviation has found to be 0.9990375. The viability of the variable is originated by applying the t-test. This test concludes as, if we have higher value T and greater interval of difference the variable will b more viable and practical. One-Sample Statistics N Mean Std. Deviation Fatigue 117 2.1987 0.9990375 One-Sample Test Test Value = 0 Fatigue t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper do you agree that working long hours can lead to health problem eg (a,ha,hyp,stress) 31.882 116 .000 2.78632 2.6132 2.9594 doyou think there should be a policy of fatigue management 35.946 116 .000 2.97436 2.8105 3.1382 did you ever experience job related stress health issues etc due to long.w.hours 35.289 116 .000 2.96581 2.7994 3.1323 do you feel that higher management is concerned about physical health of their employees 20.490 116 .000 2.36752 2.1387 2.5964 Health Health is another important variable which is playing the significant part in performance of the organization. After analysis the mean of health has found as 2.7735 and the standard deviation has found as 0.999805. The viability of the variable is originated by applying the t-test. This test concludes as, if we have higher value T and greater interval of difference the variable will b more viable and practical. One-Sample Statistics N Mean Std. Deviation Health 117 2.7735 .999805 One-Sample Test Test Value = 0 Health t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper do you agree that working long hours can lead to health problem eg (a,ha,hyp,stress) 31.882 116 .000 2.78632 2.6132 2.9594 doyou think there should be a policy of fatigue management 35.946 116 .000 2.97436 2.8105 3.1382 did you ever experience job related stress health issues etc due to long.w.hours 35.289 116 .000 2.96581 2.7994 3.1323 do you feel that higher management is concerned about physical health of their employees 20.490 116 .000 2.36752 2.1387 2.5964 Motivation Motivation is third important variable which is playing the significant part in performance of the organization. After analysis the mean of motivation is found to be 2.8803 and the standard deviation is found to be 0.980665 the viability of the variable is found by applying the t-test. This test concludes as, if we have higher value of T and greater interval of difference the variable will be more viable and practical. One-Sample Statistics N Mean Std. Deviation Motivation 117 2.8803 0.980665 One-Sample Test Test Value = 0 Motivation t df Sig. (2-tailed) Mean Difference 95% Confidence Interval of the Difference Lower Upper do you consider that long working hours has anything to do with the motivation level 27.926 116 .000 2.75214 2.5569 2.9473 do you agree that employees motivation depends upon the needs and wants that are fundamental 36.346 116 .000 3.00855 2.8446 3.1725 So the whole reliability analysis says, Motive N Cronbach`s   alpha Fatigue 117 0.242 Health 117 0.080 Motivation 117 0.137 Group statistics The mean and standard deviation for the 3 variables namely employee health, fatigue and motivation are upon 5 point scale (1= strongly disagree and 5= strongly agreed, hence we can 1 is the lowest and 5 is the highest. Variables N Mean Standard Deviation Fatigue 117 2.1987 0.9990375 Health 117 2.7735 0.999805 Motivation 117 2.8803 0.980665 The above described data analysis shows that motivation is the strongest variable affecting employees performance. The above results are summarized in the following table and can be compared easily Conclusion After applying the T-test we reached to the following conclusion: Our third hypothesis, motivation led to higher employee performance as shown in the empirical analysis i.e. mean. The results proved that when employees are highly motivated it enhances their overall performance level. In short, if the general level of motivation is high amongst employees they would feel more empowered, which would help the organization to be more efficient and committed towards their tasks and in turn lead to higher employee performance. The more committed employees are; the better is the performance of the organization and hence, that would lead to the development of the organization. Our hypothesis relating motivation and employee performance is strongly recommended which is evident from the empirical analysis i.e. mean. The results show that high level of employee motivation will result in high employee performance. So organizations must motivate their employees in order to achieve proficiency. So concluding our results we come to know that the employees of the organization with high level of motivation will be more dedicated and empowered which will make them well organized, devoted and loyal towards the task and will lead to high employee performance. So we can say that if the employees of the organization will be committed they will give better performance and this will ultimately results in development of the organization. On the basis of this research it is concluded that both motivational level and employee performance are directly proportional. So organizations should emphasis more on motivating their employees in order to achieve innovation and development. But along with this the importance of other variables such as low levels of fatigue and maintaining good physical health are also important factors. In the end, on the basis of this research we can say that there is a positive relationship between employee motivational level and employee performance. Therefore organizations should concentrate their efforts more towards motivating employees and by doing so, the organization itself would be more innovative and developed. But at the same time the importance of keeping fatigue levels low and maintaining good physical health amongst employees are important factors. Discussion The present study is based on the theoretical framework on the effect of long working hours on the health, fatigue levels and motivational levels of employees. This is the empirical study in respect to employees at Ufone PTML described and compared along with the hypothesis. Employee performance is dependent upon three variables: health, fatigue and motivational level. Means of all variables have been compared with one another.   It has been observed that motivation is the strongest variable amongst the others. This means that motivation has the greatest impact on employee performance. The entire mentioned hypotheses are tested empirically and results are as under h3: hypothesis on employee performance is positively related and radically associated with the health, fatigue and motivational lev2el. It is scored higher by the respondents and the value is found to be 0.336 alpha H2: hypothesis on fatigue is also positively related and radically associated with the long working hours and the value is found to be 0.242 alpha. H3: hypothesis on health is also positively related and radically associated with the long working hours and it is scored by the respondents as 0.080 alpha. H3: hypothesis on motivation is found to be positively related and radically associated with the long working hours and it is scored highest by the respondents as 0.137 alpha. Findings 150 questionnaires were floated amongst the employees of Ufone. 117 questionnaires were returned. The response rate was 90.67 %. 14 Questionnaires were rejected as they do not provide the sufficient information to conduct the analysis. Sample size of 117 employees is used for the final analysis.

Is The Water Based Exercise - 1638 Words

decreased in pain during the 50-foot walk test compared to the land-based exercises.7 So the article and the point I’m making is the water-based exercise is a great tool to use for people with osteoarthritis. The conclusion of both studies shows aquatic therapy helps people with osteoarthritis with keeping the patient active, strengthening their joints, pain relief, and helping them to not fatigue as quickly as land exercises or activities would do. The third diagnose or symptoms aquatic therapy can help is low back pain. Low back pain can be caused by multiple factors like over usage, bad posture, injury, musculoskeletal problems. Patients with low back pain can range from an elderly person, pregnant woman, mild aged person, teenager, baby, athlete, or a farmer. Low back pain can either be chronic, lasting more than three months or acute pain less than 3 months. Aquatic therapy can help improve low back function, low back pain, and help people with low back to get back to work. 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These experiments were based on touch receptors, temperature receptors, two point discrimination on the skin, locating distance from the fovea to our blind spot and measuring visual activity. T-test was performed and the results explained that there is no significant difference

The Types of Leadership-Free-Samples for Students-Myassignment

Question: Discuss about the Leadership. Answer: Introduction A leader can be termed as one who supervises and mentors others in an organization, a community, or a political body like a state or country. The temperament of leadership is born with the intrinsic will and perseverance to influence others towards a common goal. This essay attempts to evaluate and analyse some of the aspects and theories of leadership that willing future leaders may find useful and necessary to inculcate. Key Areas of Leadership The word leader is not confined just to people with immense power and support at their disposal; but means anyone who inspires and mentors his companions or colleagues towards a common goal. Thus, the chieftain of a tribe or the headman of a group of colliers is as much a leader as was Winston Churchill or Mahatma Gandhi. Transformational Leadership: Transformational leadership has unfolded from the basics of transactional leadership; it has four additional aspectscharisma and a constructing influence showing that the leader is revered and respected, intellectual growth, motivation, and acknowledgement of the personal gaps between workers. This leadership style is more inspirational than any other leadership style and the transformational leaders shows adequate competency for engaging followers. The leaders under this style consistently work towards encouraging the fellow team members for achieving remarkable and outstanding results. Conservative notions about how a leader should bully around and exploit subordinates, need to be replaced by transformational leadership and such novel ideas (Breevaart et al., 2014). Contingency Leadership: Contingency leadership style contains the quality of preparing the team for future overcoming. In general, this particular leadership style includes the prediction of the individuals behavioural outcome in the future for any particular situation. The contingency leadership style shows the competency of the leaders under this style, in balancing the thought process for present as well as future situations (Odhiambo Hii, 2012). The contingency leaders are able to think about the future hurdles, and manage and develop the team accordingly, which further helps the organization to prepare their strategies to avoid the adverse effect. Charismatic Leadership: Charisma, the capacity to motivate followers to as far as to considering the collective target as their own target, is one key quality that connects eminent leaders throughout time; varying from Mark Anthony, Prophet Mohammed, Abraham Lincoln, Vladimir Lenin to Nelson Mandela. Charismatic leadership can be further elaborated as the possession of three principal qualitiesvision for the future, innovative thinking, and a brotherly responsiveness to comrades and their betterment (Zehir et al., 2014). . Howard Schultz, for instance, started out as a salesperson for Xerox Corporation; he strove up the corporate hierarchy, owing to his foresight and innate leading abilities, culminating in his deserved position as the CEO of Starbucks, one of the worlds largest cafe-chains . A leader in the most appropriate sense, Schultz is the principal reason behind a $ 3 billion fortune for Starbucks and the establishment of over three hundred thousand jobs across the world on a global scale. (Forbes, 2017). Steve Jobs, the renowned CEO and co-founder of Apple, who opened business by selling computer parts in a garage-outlet in Los Angeles, is another archetypal example of a charismatic leader. Situational Leadership: The situational leaders are those who have the innate talent of dealing with the situation. There can be different kinds of situations and it can be changed on the basis of internal, external or environmental impact. The situational leadership style exposes the qualities of the leaders who are efficient enough to adjust themselves with the followers development level. This particular leadership style is flexible and adaptive, since the leaders falling under this style possess adaptive nature for any kind of situations (Sethuraman Suresh, 2014). However the leaders have to deal with each of them. Conclusion To round the argument up, scholars have suggested a number of implementation plans of Human Resource Management as far as leadership is concerned. Only by creating a holistic comprehension of leadership and its various facets, can a company or institution be able to find a true leader, capable to steer them in the correct direction. The same is pertinent in the individual plane, whence an individual is spurred and focused to develop and mature into a true leader- someone who aims more at creating jobs and new openings instead of sheer money-making. References: Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Derue, D. S., Nahrgang, J. D., Wellman, N. E. D., Humphrey, S. E. (2011). Trait and behavioral theories of leadership: An integration and meta?analytic test of their relative validity.Personnel psychology,64(1), 7-52. Forbes (2017). Howard Schultz.Forbes Magazine. [online] Available at: https://www.forbes.com/profile/howard-schultz/ [Accessed 20 Aug. 2017]. Furnham, A. (2005).The psychology of behaviour at work: The individual in the organization. Psychology Press. McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. Northouse, P. G. (2015).Leadership: Theory and practice. Sage publications. Odhiambo, G., Hii, A. (2012).Key stakeholders' perceptions of effective school leadership.Educational Management Administration Leadership,40(2), 232-247. Sethuraman, K., Suresh, J. (2014). Effective leadership styles.International Business Research,7(9), 165. Yukl, G. (2013). Leadership in Organizations (8thedition). London: Pearson Education Zehir, C., Mceldili, B., Altinda?, E., ?ehito?lu, Y., Zehir, S. (2014). Charismatic leadership and organizational citizenship behavior: The mediating role of ethical climate.Social Behavior and Personality: an international journal,42(8), 1365-1375.

Journal Of Logistics Research Applications -Myassignmenthelp.Com

Question: Discuss About The Journal Of Logistics Research Applications? Answer: Introduction Business management is the act of formulating, implementing and evaluating cross-functional decisions, which enables an organization towards achieving long term organizational objectives (Blackburn et al., 2013). The study will describe Woolworths of Australia, which is going to enter into new transportation and storage business sector. This study will examine and evaluate business level strategies, global and multinational strategies and organizational structure and strategies for the new SBU of Woolworths. Apart from that, the study will also suggest some appropriate recommendations towards gaining the success of new transportation and storage business unit of Woolworths. Background Woolworths is the largest supermarket chain in Australia. The first store of Woolworths was actually established in 1924. The retail giant Woolworths is actually operating more than 995 full size supermarket across Australia. The organization is mostly specialized in groceries, but it also sells DVDs, magazines, health and beauty products, stationary items, pet and baby products and others (Woolworths.com.au 2017). The organization has also more than 111000 employees. Woolworths operates both in domestic as well as international marketing. The organization also has online delivery system towards enhanced customer convenience. Apart from supermarket chains, 1000 stores and 19 convenience stores of Woolworths also carry the same organizational logo. Woolworths account for 80% of the Australian market (Woolworths.com.au 2017). Among the food retailers, the Woolworths of Australia holds 43% market share in Australia. Figure 1: Food Market Share of Woolworths (Source: Woolworths.com.au 2017) Analysis of Possible Strategies According to Klettner et al., (2014), business-level strategies define the set of integrated and coordinated activities, which are used by an organization towards creating competitive advantage through exploiting its core competencies. On the other hand, Bentley et al., (2013) opined that the purpose of business-level strategies is intended to create differences between the position of an organization and its competitors for gaining competitive edge. Therefore the business level strategies for the new SBU of Woolworths can best be suggested through Porters Generic strategy. Porters Generic Model suggests for three types of business level strategies to organizations towards gaining competitive advantage and market attractiveness over the rivals. Therefore, Woolworth can use following three types of business level strategies through Porters Generic model for gaining competitive advantage in transportation and storage industry. Cost Leadership Strategy Martinez-Simarro et al., (2015) pointed out that cost leadership strategy suggests for being low cost producer in the industry for a specific level of quality. On the other hand, Chen and Jermias, (2014) opined that cost leadership strategy facilitates an organization towards selling their products and goods at low prices to the customers having being low cost producer in market. While considering the transportation and storage business unit of Woolworths, the organization should use cost leadership strategy for its services. Moreover, the organization should offer low prices to the customers for their transportation and storage services like UPS, DHL and others. Such low price of services would help the organization in gaining competitive advantage and increased market share over the rivals through beating the price war. Differentiation Strategy As per Kellermanns et al., (2014), differentiation strategy suggests for incorporating unique attribute the products and services of an organization, which can provide unique value to the customers. Such unique customer value leads the customers to perceive the products and services to be unique over the competitors. On the other hand, Li and Tan, (2013) opined that unique attributes also allow an organization to charge premium prices for some unique products and services. Therefore, Woolworths should adopt differentiation strategy for their new transportation and storage services for creating unique customer value. Moreover, the organization should provide specialized transportation services to the customers. The organization should always deliver the goods of the client timely to their desired place. Furthermore, the vehicles used in the transportation should always provide uninterrupted services without any vehicle breakthrough in the middle of the roads. Woolworth should also hav e large fleet power unit, which will include air-ride and lift gate vehicle for ensure reliable and consistent transportation services. In case of storage services, the organization should always provide experienced packing crew for moving the goods of the clients in the storage. Focus Strategy According to Jayaram et al., (2014) focus strategy concentrates on narrow customer segment and gaining competitive advantage within that segment through either cost leadership or competitive strategy. Narrowing down the customer segment helps an organization towards provide unique customer through concentrating specifically on those customers. In case of transportation and storage unit of Woolworth, the organization should concentrate of business clients. Within this segment, the organization should provide unique value to the customers tough provide unique services. It will help the organization in better gaining competitive advantage within narrow customer segment though highly focusing on their needs. Figure 1: Business-Level Strategies (Source: Ghosal, 2015) Global Strategies and the Multinational Corporation Global strategies are mostly adopted by Multinational Corporations through which the organizations want to make competitive position in global or international market. While considering the new transportation and storage business unit of Woolworths, it can follow the following the global strategies of strategic management for making competitive market in international basis. International Strategy Dahlberg et al., (2016) opined that international strategy suggests an organizations towards leveraging the home based core competencies in the international market. Moreover, the organizations offer same types of products and services both in domestic as well as international market. On the other hand, Ibrahim, (2015) opined that the logic behind international strategy is that the approved competitive edge of domestic products and services will also create competitive edge in international market. Therefore, Woolworths can use same types of transportation and storage services both in domestic as well as international market for consistently maintaining competitive advantage in global market. Localization or Multi-domestic Strategy According to Ghezzi, (2013), localization strategy suggests for maximizing the local responsiveness of the products and services through multi-domestic strategy. Moreover, multi-domestic strategy sacrifices the efficiency in favor of emphasizing local responsiveness of the products and services in each market. On the other hand, Ryu et al., (2015) opined that localization strategy make the domestic products and services more familiar to the international customers. Moreover, such strategy facilitates in creating competitiveness in global market, while global consumers perceive the organization to be domestic organization. In case of Woolworths, the organization should align their transportation and storage service with the local requirements of international markets. Moreover, the organization can initiate customized product offerings in the global market for creating global competitive advantage. Global Standardization Alsudiri et al., (2013) global standardization strategy concentrates on increasing the profit growth of an organization through reaping the cost reductions, which come from location economics, economies of scale and learning effects. The goal of the strategy is to pursue a low cost strategy on global scale, which can facilitate the organizations in fostering competitive advantage with cost leadership strategy. While considering the transportation and storage business unit of Woolworths, the organization can hire labor, vehicles, technological support and other business equipments from the countries, where it can avail them at low prices. It will help the organization is reducing overall organizational cost and enhance economies of scale towards enhancing organizational profitability. Transnational Strategy Transnational strategy opts for combination of localization strategy and global standardization strategy. Moreover, Eaton and Kilby, (2015) opined that transnational strategy suggests for both gaining economies of scale and enhancing local responsiveness in global market. In case of new business unit of Woolworths, the organization should both reduce overall organizational cost as well as enhance local responsiveness in the global market for gaining high level of competitive advantage in global market. Figure 2: Global Strategy (Source: Vlachos, 2016) Organizational Structure and Strategy Organizational structure defines the activities like task allocation, coordination and supervision, which are actually directed towards achieving organizational goals. Thom and Medeiros, (2016) pointed out that Organizations must adhere to efficient, innovative, flexible and caring for achieving sustainable competitive advantage. Likewise, Woolworths should also be highly conscious about framing effective organizational structure towards achieving sustainable competitive advantage. The following components of organizational structure should be followed by Woolworths for their getting success in new transportation and storage business. Flat Organizational Structure According to vrov and Vrchota, (2014), flat organizational structure has few or no middle level managers between the employees and executives. The employees are free to directly communicate with the upper management. Less rules and regulations are imposed on the employees in flat organizational structure, which encourage the employees towards enhancing their productivity. Therefore, Woolworths should frame flat organizational structure for their new SBU for getting sustainable competitive advantage. Free Flow of Communication Flat organizational structure ensures free flow of communication between management and employees. Moreover, the managers always share important organizational information with the employees (Ghosal, 2015). Therefore, such organizational structure maintains a transparency between the employees and managers. In case of Woolworths, flat organization would definitely ensure clear understanding of the organization objectives by the employees due to free flow of communication. Therefore, they can better align their efforts with organizational objectives towards ensuring their success. Less Stringent Rules and Regulations Kossyva et al., (2015) opined that flat organizational structure ensures less stringent rules and regulations imposed on the employees. Therefore, such organizational structure ensures high level of employee morale with flexible organizational approach. Therefore, Woolworths should ensure less strict rules and regulations on the employees in new SBU for enhancing their morale and level of productivity Allowing Employees in Decision Making Process Flat organizational structure always ensures empowerment of the employees through enhancing their values at the workplace. Moreover, such organizational structure involves the employees in organizational decision making process, which enhances their motivation level and job efficiency level. Likewise, adoption of flat organizational structure would also ensure high level of employee motivation for the employees of new SBU of Woolworths. Therefore, such employees would better concentrate on the success of new SBU of Woolworths. Kind Supervision According to Ibrahim, (2015), flat organizational structure ensures equal allocation of tasks among the employees, which ensures shared employee workloads. Likewise, Woolworths should ensure equal distribution of tasks among the employees. Apart from that, adoption of flat organizational structure would also ensure kind supervision of the management to the employees of new SBU of Woolworths. Therefore, it would ensure sustainable competitive advantage of the SBU through ensure reduced complexity level of the employees. Conclusion While concluding the study, it can be said that Woolworth is going to enter into transportation and storage industry. Among the most effective business level strategies, Woolworths should ensure cost leadership strategy through reducing the cost of transportation and storage services. Moreover, the organization should also ensure differentiation in the new transportation and storage services. It should ensure uninterrupted and customized transportation and storage services for ensure competitive advantage over the rivals. On the other hand, among the global and multinational strategies, Woolworths should ensure transnational strategy for getting success in global market. Moreover, the organization should maximize the local responsiveness of the transportation and storage services in the global markets. Furthermore, the organization should ensure increase the economies of scale of the services in the global market. On the other hand, the organization should ensure flat organizational structure for its new SBU for ensuring increased employee productivity. Cost Leadership Strategy Woolworths should ensure cost leadership strategy for their new transportation and storage business units. Moreover, the organization should ensure low cost for the overall organizational operation. It would also ensure low prices for the transportation and storage services for beating the price war in the market and gaining competitive advantage over the competitors in the market. Furthermore, the organization can also enhance the market share of the new business through ensuring the prices of services below the average industry prices. Affordable prices of the services would ensure increased service adoption by the customers, which would ensure increase market share and competitive advantage in the market. Differentiation Strategy In case of new transportation and storage services of Woolworths, the organization should ensure unique attributes to the services provided to the customers. Moreover, the organization should ensure the perceived value of the customers regarding the services over the competitors in the market. Woolworths must ensure uninterrupted and air-ride and lift gate vehicles for transportation services. Furthermore, the organization should also ensure experienced packing crew for moving the goods of the clients safely. In this way, customized services would ensure competitive advantage of the business over the competitors in the market. Transnational Strategy Woolworths should also ensure transnational strategy for gaining success of new SBU in the global market. Moreover, it should ensure combination of global standardization strategies and multi-domestic strategies towards ensuing global success. The organization should ensure local responsiveness of the global market. In this way, the global customers would feel the organization as domestic organization. The organization should ensure local offerings of the organizations. Apart from that, the organization should also ensure enhance the economies of scale of the services through taking the local advantage of the global market. In this way, combination of global standardization and multi-domestic strategies would ensure global success of the new SBU of Woolworths. Flat Organizational Structure Woolworths should adopt flat organizational structure for the new transportation and storage business. Moreover, in such organizational structure, the employees should get enhanced value at their workplace. There should be less stringent rules and regulations imposed on the employees. It would encourage the employees towards enhancing their productivity. Apart from that, the organization should involve the employees in organizational decision making process for proper understanding of organizational goals and objectives. Furthermore, there should be free flow communication between the management and employees of the organization for increased employee value and productivity. References Alsudiri, T., Al-Karaghouli, W., Eldabi, T. (2013). Alignment of large project management process to business strategy: A review and conceptual framework.Journal of Enterprise Bentley, K. A., Omer, T. C., Sharp, N. Y. (2013). Business strategy, financial reporting irregularities, and audit effort.Contemporary Accounting Research,30(2), 780-817. Blackburn, R. A., Hart, M., Wainwright, T. (2013). Small business performance: business, strategy and owner-manager characteristics.Journal of small business and enterprise development,20(1), 8-27. Chen, Y., Jermias, J. (2014). Business strategy, executive compensation and firm performance.Accounting Finance,54(1), 113-134. Dahlberg, T., Hokkanen, P., Newman, M. (2016). How Business Strategy and Technology Impact the Role and the Tasks of CIOs: An Evolutionary Model.International Journal of IT/Business Alignment and Governance (IJITBAG),7(1), 1-19. Eaton, D., Kilby, G. (2015). Does Your Organizational Culture Support Your Business Strategy?.Journal for Quality and Participation,37(4). Ghezzi, A. (2013). Revisiting business strategy under discontinuity.Management Decision,51(7), 1326-1358. Ghosal, V. (2015). Business strategy and firm reorganization: role of changing accounting standards, sustainable business initiatives and global market conditions.Business Strategy and the Environment,24(2), 123-144. Ibrahim, A. B. (2015). Strategy types and small firms' performance an empirical investigation.Journal of Small Business Strategy,4(1), 13-22. Jayaram, J., Choon Tan, K., Laosirihongthong, T. (2014). The contingency role of business strategy on the relationship between operations practices and performance.Benchmarking: An International Journal,21(5), 690-712. Kellermanns, F. W., Dibrell, C., Cruz, C. (2014). The role and impact of emotions in family business strategy: New approaches and paradigms. Journal of Family Business Strategy, 5(3), 277-279. Klettner, A., Clarke, T., Boersma, M. (2014). The governance of corporate sustainability: Empirical insights into the development, leadership and implementation of responsible business strategy.Journal of Business Ethics,122(1), 145-165. Kossyva, D., Sarri, K., Georgolpoulos, N. (2015). Co-opetition: a business strategy for SMEs in times of economic crisis.South-Eastern Europe Journal of Economics,12(1). Li, Y., Tan, C. H. (2013). Matching business strategy and CIO characteristics: The impact on organizational performance.Journal of Business Research,66(2), 248-259. Martinez-Simarro, D., Devece, C., Llopis-Albert, C. (2015). How information systems strategy moderates the relationship between business strategy and performance.Journal of Business Research,68(7), 1592-1594. Ryu, H. S., Lee, J. N., Choi, B. (2015). Alignment between service innovation strategy and business strategy and its effect on firm performance: An empirical investigation.IEEE Transactions on Engineering Management,62(1), 100-113. vrov, M., Vrchota, J. (2014). Influence of competitive advantage on formulation business strategy.Procedia Economics and Finance,12, 687-694. Thom, K. M., Medeiros, J. J. (2016). Drivers of successful international business strategy: insights from the evolution of a trading company.International Journal of Emerging Markets,11(1), 89-110. Vlachos, I. P. (2016). Reverse logistics capabilities and firm performance: the mediating role of business strategy.International Journal of Logistics Research and Applications,19(5), 424-442. Woolworths.com.au. (2017).Woolworths.com.au. 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