Do women have to suppressed(kept down) Essay Example | Topics and Well Written Essays - 750 words

Do women have to suppressed(kept down) - Essay Example need to be suppressed because they are unwilling to accommodate the idea of an empowered woman and they want women to abide by the stereotypical roles attributed to them. Since ages, women have been stereotyped and expected to be mothers, wives and daughters and nothing more. Thereby, some men today do feel bad when a woman aspires to gain freedom and power as they believe that this mindset does not go well with their â€Å"traditional gender role position (FlorCruz 1).† Thereby such misogynist approach towards women has its basis in the underlying male fear that women may stop catering to the male notions of them, as they get more educated and successful (Sandberg & Chavez 1). People feel that they need to suppress women because their attitudes towards women are actually out dated, conservative and prejudiced. Thereby, any gain made by women in the field of politics or business, stimulates there misogynist assumptions. Even if people know that such fears of female domination happen to be misplaced, faulty and wrong, they still choose to suppress women, going by the force of tradition and outdated beliefs. They bow down before the urge to â₠¬Å"emphasize the gender characteristics recognized by tradition (FlorCruz 1)†. It is time that people do realize the fact that there is no need to suppress women to support male domination. In fact doing so in the current times may prove to be counterproductive. One other reason why many males believe that they need to suppress women is because they are not willing to accept the gains made by women in all areas, in the contemporary society (Sandberg & Chavez 1). Though women had been allowed an active participation in academics, business and politics just a few decades ago, still, in such a short time, they have managed to gain tremendous success through their handwork and dedication. As a result of such developments, the society is required to accommodate women as equals. However, this amazing success registered by women in

2-way mixed ANOVA Schizotypy practical report protocol Essay

2-way mixed ANOVA Schizotypy practical report protocol - Essay Example These findings were consistent with the theories put forth that a diagnosis of schizophrenia is made by a high score on deviating from normal emotional indications, as well as the theories that schizophrenics tend to have cognitive deficits with regards to context processing, and not as many cognitive deficits with regards to spatial processing. Schizophrenia is an illness that is characterized by a number of neurocognitive impairments, including impairments in attention, executive functioning, and verbal and non-verbal memory. (Gooding & Braun 261). Failure in logical reasoning is also a hallmark of schizophrenia (Tsanikos 1717), as is emotional disturbance (Yoon et al. 2008). Schizotypal personality disorder (SPD) is often associated with schizophrenia, and some theories state that schizophrenia and SPD share the same genetic liability, with environmental stressors being a leading cause of SPD turning into schizophrenia. (Olin et al. 93). Research has shown that schizophrenics tend to perform poorly on tasks that involve sustained attention. (Rawlings & Goldberg 2001) (Hoff & Kremen 2003). This would affect the participants, as the spatial reasoning portion of the study was timed, therefore it would be predicted that the higher on the schizotypal scale the participant is, the lower he or she would score on the spatial reasoning scale. Research has also established a positive correlation between schizophrenia and schizotypal personality disorder and emotional disturbance. (Yoon et al. 2008). Yoons study of participants who scored high on the Schizotypal Personality Questionnaire (SPQ) found a positive correlation for depression, anxiety and anger, and a negative correlation for mood clarity and mood repair. (Yoon et al. 2008). This is backed up by other research. For instance, Kohler (2003) has shown that schizophrenics have difficulty reading facial

Discussion on the Current situation of Inner Mongolia franchise hotel Dissertation

Discussion on the Current situation of Inner Mongolia franchise hotel industry in marketing and strategy aspect - Dissertation Example Physical data of each hotel is first presented after which the perception of the interviewees would be presented. This would however, not be individually presented but the outcome as a group would be presented. Super8 This is a part of the chain hotel with 136 rooms in Inner Mongolia. Three employees from different managerial levels could be interviewed. The headquarters is in charge of the hotel management while daily operations rest with the manager appointed by the headquarters. They are positioned as a high class hotel and cater to the segment that has a relatively high taste for accommodation, according to the AGM but the FOM and the cashier believe that they are positioned in the industry as a hotel that caters to the price-sensitive customers. The AGM and the FOM consider their neighbors as their main competitors but the cashier considers hotels with similar price structure to be the main competitors. Hailiang Hotel Only the Sales Manager from this hotel could be interviewed. They have 660 rooms and the franchisee require room space and room number. Their main competitors are the hotels that belong to the same star category. They are positioned as a hotel with interests in group and business segment. They are in the Group accommodation franchise model. Haixia Hotel This independent 110 room hotel does not belong to any chain and is an independent hotel with the voluntary chain franchise model. The General Manager, who was interviewed at this hotel, claims that they have no competitors. They maintain excellent relationships with other hotels in the area as they share market information and business groups. The GM declined to answer how they have positioned themselves in the sector. Hua Chen Hotel Hua Chen is a part of the regular chain with 149 rooms and 3 restaurants having a total of 550 sites. Their competitors are those that belong to the same category. They have positioned themselves as a 4 star hotel focusing on the mining business customers. Iron B ull Hotel The Sales Manager of the Iron Bull Hotel with 268 rooms considers Erdos holiday hotel and Erdos Dong Shi Days Inn as their main competitors. They follow the regular chain model and consider themselves as an upscale hotel in Erdos. Phoenix Hotel Two marketing representatives and one sales representative from this hotel were interviewed. They have 280 rooms and the franchisee has no requirements. Their main competitors include Inner Mongolia hotel, Jinjiang hotel, Shangri-la hotel, holiday hotel and Kingshidom hotel. They focus on the upscale independent business traveler. They are a part of the regular chain of the Air China Group and they target the business and conference groups as their primary target and the tourists as the second target segment. The franchised hotels follow certain strategy based on various factors. The responses of the interview have been categorized under different headings to evaluate the success of the franchised models. Factor for success The inte rviews were open-ended which revealed several factors, opinions and perspectives. Thus, to the question on which were the factors they considered as critical to the success of the franchised operations, different hotels came up with different perspectives. The factors ranged from location, pricing, service, clean environment to overall management and training of employees. Some also pointed out the relationship with the travel agents and the local government is critical to the

Crucial Years in Terms of Slavery Research Paper

Crucial Years in Terms of Slavery - Research Paper Example From this paper it is clear that antislavery Society that was formed in 1835 continued to support abolishment of slavery throughout the years 1840-1850, but the southerners continued the trading of slaves. From 1840 to 1850, the issue of slavery got so much fame as a number of events took place that took the attention of authorities. A number of legislations were passed in support of slaves.This discussion highlights that slave trade continued to exist and slaves were required to work for 17 to 18 hours per day with very less comfort hours. Slaves had no rights and were not allowed to vote. Slaves supported in the development of America as an industrial and capitalist state with no human living rights. Northerners felt that slavery can be regarded as a mockery on American values and beliefs. Voters in slave holding states regarded slavery as advantageous for the white population in terms of economy and liberty. However, efforts were made to prevent slavery from spreading to new state s. Nevertheless, slaves were traded and they did labor on plantations. The years from 1850 to 1860 are very crucial in terms of abolishing slavery as southerners were under great pressure to free their slaves under certain passed legislations. In 1850s, Kansas-Nebraska Act got passed in 1854 due to which, violence got erupted. This solution was unacceptable for the black slaves as whites had greater rights with continuity of slavery on many territories.... Voters in slave holding states regarded slavery as advantageous for the white population in terms of economy and liberty. However, efforts were made to prevent slavery from spreading to new states. Nevertheless, slaves were traded and they did labor on plantations. (1850-1860) The years from 1850 to 1860 are very crucial in terms of abolishing slavery as southerners were under great pressure to free their slaves under certain passed legislations. In 1850s, Kansas-Nebraska Act got passed in 1854 due to which, violence got erupted. This solution was unacceptable for the black slaves as whites had greater rights with continuity of slavery on many territories. Increased ratio of required slaves on cotton plantations increased slave trade and till 1860, there were 4 million slaves. Work on cotton plantations was severe and workers were required to put in extra effort due to which, the workers were punished harshly. Antislavery movements and incidents took place that supported the cause of abolition. The elections in 1860 resulting in the presidency of Abraham Lincoln supported the prevention of slavery in new states. Violence on Blacks got augmented that made Blacks more revolutionary and rebellious against their masters. Blacks were aware of the laws passed in their interest adding to their interest and right of independence. (1830-1840) The years 1830 to 1840 are crucial in terms of southerners as well as for northerners. In Boston, slavery banning newspaper such as Liberator got published and people starting feeling the adversity of slavery for their society. However, in the south, identifying the needs of the agricultural society, southerners starting getting involved in trading of slaves acquiring more than ever slaves for their cotton, tobacco and rice plantations.

Sainsbury's analysis and valuation Essay Example | Topics and Well Written Essays - 3000 words

Sainsbury's analysis and valuation - Essay Example It generated ?131 million PBT in 2010. 4- Sainsbury’s banking which is the result of a joint venture with Lloyds bank. It created such services as insurances, credit cards and loans and generated ?7 million PBT in 2010(j.Sainsbury our business 2011). According to J.Sainsbury RAQs (2011), there are different competitors of Sainsbury for each of its areas. For example, for supermarket, which is the biggest activity in the company, competitors are Tesco, Marks & Spencer and Morrison. However, the competitors for banking service are the traditional high street banks, Tesco and M&S financial services, Egg, MNA, Capital one, Direct Line and Cahoot. This paper will analyze the Sainsbury Company through a look into its macroeconomic environment, industry, five forces model, business model, and financial conditions. Business investors may use the recommendation made in this paper to see whether to buy, sell or hold Sainsbury’s share. Macroeconomic Environment: Interest Rate and Inflation Rate UK interest rate in March’ 2011 had been registered at 0.5% which is a record low (BBC, 2011). In February 2011, inflation rate of UK rose to 4.4% (BBC, 2011). Interest rate has a major impact on time value of money. Changes in the rate of inflation generally result in alterations in the interest rate. These two factors are the key factors employed in the decision making for investment since they have a direct impact upon the ‘investment yield’. In case of UK, the record low interest rate will support the investment on shares. Rising interest rates retard the growth of inflation. Lower rate of interest increases the borrowing from businesses, which can have an impact on Sainsbury’s. This can make investment in durable consumer goods products such as automobiles, capital equipments and buildings appealing. The lower rate of interest can also affect the value of currency by making the currency weak. This can in turn enhance the market value of Sainsbury’s for the foreign purchasers. This will also help to increase the profitability of the company (Economy Watch, 2009). Rise in inflation rate coincides with the increase in cost of fuel, food and clothing items. Rise in inflation generally takes place due to increase in wholesale price index, which can have an effect on retail spending of a consumer and can weaken the consumer demand. Inflation rise also increases prices of products and VAT (value added tax) on a product that generally affects the sales volume. Factors like high level of inflation, subdued growth of wage and indecisive economic viewpoint generally reflect in terms of consumer spending. Therefore, the inflationary scenario in the UK can have a big impact of the sales and profitability of Sainsbury (RTE News, 2001). 1-PEST analysis: Political According to Lawrence (2010a), the government intends to limit the role of the Food Standards Agency (FSA) and remove the ‘traffic light’ food label ing system, which has long been opposed by leading supermarkets like Tesco. As a result, the food industry will face little to no regulation for self and voluntary regulation (Lawrence 2010b). Leading supermarkets will have a ‘strong presence’ as far as accompanying the government on the forming of new

Theories of Social Inequality Essay Example for Free

Theories of Social Inequality Essay Karl Marx’s theory to explain social inequality is based on the unequal division of resources between two groups: bourgeoisie and the proletariat, or the wealthy/business owners and the laborers. According to Marx, the bourgeoisie have the monetary power to gain economical resources, as they own the businesses where the proletariat must work to gain money to survive. The bourgeoisie maintains this position by paying the proletariat just enough to provide for his or her basic needs of survival. Marx states that the bourgeoisie create the social rules, cultural values and norms, and the proletariat goes along with it. This idea is the basis for what Marx calls, â€Å"false consciousness,† which is the idea that the† system† is working and there is no reason to change it because the proletariat hopes that one day he will become the bourgeoisie; this false hope is what keeps social inequality in a perpetual cycle. Marx believed that social inequality can be resolved through the abolishment of capitalism altogether. He suggested that this could be made possible if the proletariat would stand up and revolt, and rise up against capitalism by refusing to work and sell their very valuable labor, which the bourgeoisie needs in order to survive. Marx did not see social inequality as inevitable, unlike Max Weber. The basis for Weber’s theory can be found in Karl Marx’s theory, but takes it a step further and breaks the social structure up even more. According to Max Weber’s theory behind social inequality, there are three major components that play into creating an unequal division in society: social class, status in society, and political parties. Each group directly relates to one another, although they are not all the same thing. Weber contends that social classes are divided because of certain lifestyles or opportunities that are given to a person. If a person is born into a wealthy family, he or she is automatically provided with a lifestyle that will propel him or her into success through money and/or properties, which inevitably creates an opportunity for power. This demonstrates how money and power clearly shapes classes. Classes do not always make up communities though. Communities are shaped by social status, which is one thing that Weber is clear about. Social status is defined by the opportunity for a wealthy lifestyle. The main difference between status and class is that of the value system within each of the groups. Through a lifestyle that one lives, ideals and values are developed, which creates one’s political stance. Political parties are a direct reflection of the pattern that creates class and social status. They are all intermingled: class determines social status, which shapes ideals within a political party. Weber makes a strong argument that social stratification is inevitable or â€Å"guaranteed† because lifestyles (which you are born into) create status groups and once those are established, over a period of time, the people accept them as status quo. Once a standard of life is set, it is rarely moved. Karl Marx’ theory behind social inequality is most compelling. It explains that social inequality, which is detrimental to so many, can be resolved. His theory gives hope for resolution and even offers a plan of action to do so, yet there have been little done by those who feel like they are oppressed by the unjust division of resources to rise up and change the system which oppresses them. Marx’ theory is timeless and continues to speak to those issues which are seen in today’s society.

Organizational and Management Theories

Organizational and Management Theories Introduction: Organizational behavior is the backbone of any business. It is used to study about the internal character and the external character of the people in the firm. Organizational behaviour is the study of how individuals and groups perform together within an organization. It focuses effectively on managing individuals, groups, organizations, and processes (Steven Stralser, 2004). Organizational behavior is convenient shorthand that refers to the numerous interrelated influences on and patterns of behaviour of people within organizations. (Porter, Lawler and Hackman) The culture of the organization can be measured in the terms of the individuals, group as well as from the whole organization. So for the purpose of analyzing the factors that affect the organization we need to analyze the factors that will affect the character of the individual, group as well as the whole organization. The organization will run in different ways inside. Most of the times this is formal and sometimes this is informal as well. Most of the problems residing in the company are based on the interpersonal problems. To over come the problems within the employees the company has managed to come up with few ideas. Understanding Organizational Behavior Evolution of management: Classical organization theory evolved during the first half of this century. It represents the merger of scientific management, bureaucratic theory, and administrative theory. (David S. Walonick, Ph.D.) Scientific approach of management: (1) (2) The scientific management was formulated by Frederick Winslow Taylor (often called Taylorism) in the years of late 19th century in order to increase the productivity in the firm. His theory had four basic principles: 1) find the one best way to perform each task, 2) carefully match each worker to each task, 3) closely supervise workers, and use reward and punishment as motivators, and 4) the task of management is planning and control. Most of the principles are applicable to almost all the organizations and it was widely accepted by the firms in that time. The main objective that stands with this theorem is to gain economic growth by improving the labor productivity. All the things needed to increase the productivity of the firm had been included in this theorem. Taylor noticed most of the problems with the workers in terms of the intelligence, creativity, talent, motivation, skills and more. These differences are the main reason for the low productivity in the firm. Taylor was a lathe operator and foreman. The scientific approach developed by the Taylor is the first to use the science to weigh the value of the individual workers. He said that taking the decisions of the industry just by the wish of the decision maker and the thumb rule should be omitted and the importance should be given more to the careful study of the process of taking the decision. More analysis has to be done before taking any kind of decisio n. It created new era in the late 19th century and the early 20th century. Most of the firms in those days accepted the theorem as the new way to increase the productivity rather than taking the decisions by using the old imposed methods. The Taylors theorem was first coined as the term shop management or process management. Later it was changed to the name scientific management. This method is implemented in most of the firms to reduce the wastage of the resources and increasing the productivity in the company. Most of the industries in those days were based on product development. There were fewer firms based on the services oriented. So it was well applicable to those time period/ but later it was falling in the negative side, as it was giving more importance to the part of improving the productivity that the human value. For example, during one of Taylors own implementations, a strike at the Watertown Arsenal led to an investigation of Taylors methods by a U.S. House of Representatives committee, which reported in 1912. The conclusion was that scientific management did provide some useful techniques and offered valuable organizational suggestions, but it gave production managers a dangerously high level of uncontrolled power. After an attitude survey of the workers revealed a high level of resentment and hostility towards scientific management, the Senate banned Taylors methods at the arsenal. (3) Certainly Taylorisms negative effects on worker morale only added more fuel to the fire of existing labor-management conflict, which frequently raged out of control between the mid-19th and mid-20th centuries. Thus it inevitably contributed to the strengthening of labor unions, which was the opposite of any of Taylors own hopes for labor relations. That outcome neutralized most or all of the benefit of any productivity gains that Taylorism had achieved. Thus its net benefit to owners and management ended up being small or negative. It would take new efforts, borrowing some ideas from Taylorism but mixing them with others, to produce a winning formula. Classical theory of management: The classical theory of management has done most of its work on the flow of the control and the decision making capacity in an organization. It splits the organization into three levels based on the power they are having in changing the firm with their decisions. They are classified as top level management, middle level management, and Low level management. The top level management comprises of the directors and other board members who have the authority to take the decisions of the firm by themselves. In might include any acquisitions to be made, opening new departments, expanding in the international markets, applying innovations to create a new product, closing productivity of existing products etc. All the strategies that are going to affect the firm in a major aspect will have its birth from the table of the top level management. The middle level management is the supervisors who carry the decisions made by the top level to the bottom level. The middle level management is there to manage the decisions taken and to process those things to split the work among the different personnel across the organization. The low level persons are the real workers of the firm. They are the ones who execute the plans and the decisions of the top level management and the middle level management. These bottom line workers are the labors who were working for the hourly wage or sometimes as contractors. Most of the individuals in this level are low thinkers and capable of doing things they got expertise in. Hawthorne studies: (4) The Hawthorne effect an increase in worker productivity produced by the psychological stimulus of being singled out and made to feel important. Along with Frederick Taylors work, this study gave rise to the field known as Industrial Psychology as social group influences and interpersonal factors must also be considered when performing efficiency research such as time and motion studies. The major finding of the study was that almost regardless of the experimental manipulation employed, the production of the workers seemed to improve. One reasonable conclusion is that the workers were pleased to receive attention from the researchers who expressed an interest in them. The study was only expected to last one year, but because the researchers were set back each time they tried to relate the manipulated physical conditions to the workers efficiency, the project extended out to five years. Four general conclusions were drawn from the Hawthorne studies: The aptitudes of individuals are imperfect predictors of job performance. Although they give some indication of the physical and mental potential of the individual, the amount produced is strongly influenced by social factors. Informal organization affects productivity. The Hawthorne researchers discovered a group life among the workers. The studies also showed that the relations that supervisors develop with workers tend to influence the manner in which the workers carry out directives. Work-group norms affect productivity. The Hawthorne researchers were not the first to recognize that work groups tend to arrive at norms of what is a fair days work; however, they provided the best systematic description and interpretation of this phenomenon. The workplace is a social system. The Hawthorne researchers came to view the workplace as a social system made up of interdependent parts. Maslows Hierarchy Of Needs Abraham Maslow developed a theory of personality that has influenced a number of different fields, including education. This wide influence is due in part to the high level of practicality of Maslows theory. This theory accurately describes many realities of personal experiences. Maslow has set up a hierarchy of five levels of basic needs. Beyond these needs, higher levels of needs exist. These include needs for understanding, esthetic appreciation and purely spiritual needs. In the levels of the five basic needs, the person does not feel the second need until the demands of the first have been satisfied or the third until the second has been satisfied, and so on. Maslows basic needs are as follows: Physiological Needs These are biological needs. They consist of needs for oxygen, food, water, and a relatively constant body temperature. They are the strongest needs because if a person were deprived of all needs, the physiological ones would come first in the persons search for satisfaction. Safety Needs When all physiological needs are satisfied and are no longer controlling thoughts and behaviours, the needs for security can become active. Adults have little awareness of their security needs except in times of emergency or periods of disorganization in the social structure (such as widespread rioting). Children often display the signs of insecurity and the need to be safe. Needs of Love, Affection and Belongingness When the needs for safety and for physiological well-being are satisfied, the next class of needs for love, affection and belongingness can emerge. Maslow states that people seek to overcome feelings of loneliness and alienation. This involves both giving and receiving love, affection and the sense of belonging. Needs for Esteem When the first three classes of needs are satisfied, the needs for esteem can become dominant. These involve needs for both self-esteem and for the esteem a person gets from others. Humans have a need for a stable, firmly based, high level of self-respect, and respect from others. When these needs are satisfied, the person feels self-confident and valuable as a person in the world. When these needs are frustrated, the person feels inferior, weak, helpless and worthless. Needs for Self-Actualization When all of the foregoing needs are satisfied, then and only then are the needs for self-actualization activated. Maslow describes self-actualization as a persons need to be and do that which the person was born to do. However, it is not always clear what a person wants when there is a need for self-actualization. (from Psychology The Search for Understanding by Janet A. Simons, Donald B. Irwin and Beverly A. Drinnien West Publishing Company, New York, 1987) The hierarchic theory is often represented as a pyramid, with the larger, lower levels representing the lower needs, and the upper point representing the need for self-actualization as below: The above theories give rise to the necessity of Human relations and team dynamics which play a major role in the successful performance of a company. Human Relations: (5) Human relations can be defined as the cordial atmosphere in an organization in which people practice the art of living in such a way that they communicate, act, interact and transact in a cordial manner recognizing each others needs, views, values and temperaments so that every interaction and transaction which takes place in an organization would have concern for each others interests and feelings leading to better motivation and morale of people at all levels in the organization. The business organizations of today, and days to come, must employ and manage educated and enlightened human beings in their work force, in place of traditional, illiterate and less ambitious man power. Team dynamics: (6) Team Dynamics are the unseen forces that operate in a team between different people or groups. Team Dynamics can strongly influence how a team reacts, behaves or performs, and the effects of team dynamics are often very complex. It is the responsibility of the manager to look into the group regarding the communication issues. The managers have to make sure that there are no personal disputes in the group and the communication mode is perfect in making the decisions within the group. And the authority given for a person is used in the right way and has never been misused. The responsibility to make sure that the ideas of any individuals are freely opening in the group resides with the manager. The group is made of individual characters. Hence the dispute between any two of the characters will lead to the destruction of the whole team. The team is made up of different people, different gender, from different location so they have to develop the skills to learn from each other. They should find the opportunity in the difficult times. Thats the real way to learn the things. People from different location can learn each others way of living, way of habit, their cultures and more. Even there may be difference in t he way of learning. So, all the things will be helpful in a team. The size of the team will also sometimes influence the way of attraction or the way that is causing the dispute between people. If the size of the team is too small in a single digit, then managing that group is somewhat easier than the other. Some of the people in a group will actively participate in all the works of the group. But others used to avoid such things. They wont actively participate in the team events. Some of the positive aspects about the team dynamics are as follows: This drags others in the team to get into the discussion, So that the team friendliness increases. Will increases the social feel to the group and the people start taking the things at ease. Remove their hesitation to play and having fun with other. And that kind of friendship asks them to be more informal and make their minds free of the stress. So the people will not have to expect the motivation and encouragement from any of the formal persons or through the beneficiary acts. Their team members are there to please them at the needed time. But it has some negative effects too. If two people were friends in a group, then the other people might find it difficult to get between them. So eventually there will be two sub groups. Most of the information passed through these groups is not passed to other group. Social culture within them gets spoiled and the people are not actively participating in each others activities. The decision making of the group is to be done without the intervention of one of the groups. The miscommunication within the team will lead to the poor performance from that team. At the time of problem the members of the group have to find the solutions as a team. This will reduce the processing time of the problems as well as bring out lots of alternative solutions for a single problem. Likewise the solution may be innovative and smart and sometime it will reduce the amount of resource we need to reduce. Thus it reduces the cost of implementing the solution. Let us consider an example to understand team dynamics: Suppose in a small team of six people working in one office there are two people who have a particularly strong friendship. This friendship is a natural force that may have an influence on the rest of the team, and can be manifest in various ways, either positively or negatively. The positive effect of a strong friendship in a team might be: The friends communicate a lot together which naturally results in other members being drawn into the discussion which results in a good social feel to the group which makes people enjoy being in the group which improves motivation and commitment The negative effect of a strong friendship might be: To cause the other four people to feel excluded which means they are less likely to include the two friends in decision making which means that there are likely to be two sub-groups which means that information may not flow across the whole group, but only within the subgroups which means that miscommunication may lead to misunderstanding and poor collective performance Case Study: To discuss the organizational structure and its patterns lets look into the following case study on Wipro Technologies Wipro Technologies is one of the largest IT services firm in India that has been started in the year of 1985, by Azim Premji. The Wipro Technologies is the subsidiary of Wipro limited started first as the company that produced the sunflower oil and 787 laundry soap. The IT services of the Wipro are being providing its services to the companies in Europe, America, Japan and almost all the parts of the world. The company majorly operates in three segments such as Global services India and Asia pacific services Consumer care and lightning The company is having it services in almost all the parts of the business such as health care, insurance, banking, military, hospital, mobile, finance, media, business management and more. The services provided by the Wipro are as database management, customer relationship management, business consulting, business intelligence, network management, testing services, enterprise application development, security applications and more. Wipro is one of the IT firms that is giving importance to the innovations of the tag line Wipro Applying Thought Wipro is having more than 40 centers of excellence that provide solutions to the number of industries across the nation. With its unmatched business solutions through the process excellence, service delivery innovations innovation, Wipro is the first company to receive the CMMI level 5 in the software services company. And also to receive the IEEE software process award by a company that is outside of the United States. Wipro has strong faith in the innovation and according to them the innovation will act as a significant partner in developing the business and achieving high goals. The top management of the Wipro was keen in looking for the innovation within the organizations. The top management believes that to become top most in the IT servicing firms, it has to make lots of changes in the innovative way. Some of the innovations made within the company as per the recent trends are introduction of home networking, wireless communications and workplace collaboration. Wipro is the first company to make the multiprocessor systems in India and making mini computer along with the compiler that was written in India. In the later years the company made its step into the IT related services. By the years of 1990s it became one of the notable firm in providing the IT related services. After the Infosys and the Tata consultancy services, Wipro is the major software exporter of India. After globalization started making impact on the world market, the IT service providing in India got a boom. Wipro was one among them to take their ship in that wave and was successful eventually. However, just like any other organizations, Wipro has its own flaws and was not an exception, where the employees face the same challenges as any other IT firm would face. Below are some of the common problems faced by the individuals in a software firm: Benching: Whenever the software industry is in need to get the status of the multi national company they will have to show some internal status to get that MNC grade. For that they have to implement their offices for development as well as marketing in other nations also. Likewise they have to show the certain number of employees working in their company. Accordingly, more than the required number of employees will be employed for the projects. As some of the employees would not be assigned to any of the projects, they will be idle and this process is called being on Bench. During the bad economic times and recession they will terminate the employment of those who are not assigned to any of the send out the persons who were not assigned with any of the projects. The job of a person in the MNCs is not safe. But that person is provided with the huge salary. Technical up gradation: Most of the people in the software firm fail to update themselves with the software field needs updating frequently. Without the up gradation of knowledge no one can survive in the field. Since it is the emerging domain, employees have to keep themselves well prepared. The firms will keep on training the persons with new technology and keep on appraising on the basis of their knowledge. The persons showing poor result during the appraisals would be de-promoted or thrown out of the firm at any time. So, unless and until the employees keep themselves updated with the growing needs, their jobs are in danger. Inadequate Time span: The employees are getting less time to finish their projects and the companies are looking for cutting the unwanted cost and to gain more. The employees are stressed more to accomplish the tasks. So the software engineers are expected to put more hours to work which not only affects the potential of the individuals but also the work-life balance of ones life. Lack of training: Most of the people in the software firm are not getting enough training when they are placing them in new project with new technology. They are supposed to learn all those sort of new technologies by themselves. So their work will not have perfection. High stress: It is not the kind of job for the people who are not capable for solving their solving their stress. Because the software domain jobs are highly payable, it also produces more stress in you than other jobs. People work on their computers for longer periods of time without any movement around and cannot be felt relieved from stress. Though the entities are concentrating on the stress management programs, employees are not able to find value in them, as at the end of the day the project work is your first responsibility. Recommendations for effective Management for the above discussed problems: (6) Developing effective management skills to deal with specific challenges and problems of each organization is the urgent needs of many businesses and organizations in the global competitive environment, rapid changing of technology and environment. The new tendency of training and development of successful organizations over the world today is developing effective skills in dealing with specific challenge of their own organization to reach their own mission and objectives in the new organization that characterized by networked, flat, flexible, diverse, global organization. An effective management should have the following skills. Creative Problem Solving Skills: This includes identifying the cause of the problem, analyzing the problem and developing and implementing a creative and sensible approach for the problem Communication Skills: The effective communication should ideally include listening, presentation and report writing skills where the employees should be provided adequate training and awareness on. Conflict Management Skills: Management should capable of identifying any sources of conflict, understanding the style of conflict resolution and should be able to choose the best strategy for dealing the conflict Self-Awareness and Improvement: The management should emphasize on the concept of self-management and the effectiveness of self-management. This can be done by developing a holistic thinking and understanding the emotions in the work place of the employees Traditional versus Contemporary Organizational structure and Culture: (7) Traditional organizations emphasize a strict division of labor, top-down decision-making, and extensive rules and procedures where as on the other hand the contemporary design flattens the traditional pyramid structure, facilitates the flow of information to all parts of the organization and reduces response time to external and internal demands. It is to be noted that the traditional organization is a pyramid with a president at the top, a few vice presidents, and layers of management and the majority of employees at the bottom. Jobs are specialized, and information and authority flow from higher to lower levels. Wipro Technologies has been following the traditional organizational structure when it has first started with the production of sunflower oil and laundry soaps, until it entered the IT market. However, as the times passed by, due to the expansion of the firm in to global market with a variety of services, it chose to follow the modern organizational structure to grow as per the industry standards. In the modern times, especially for an organization like Wipro where it has emerged in to the global markets, the contemporary or the modern organizational structure suits the best as it is in par with the changing times. Conclusion: Thus, it is very evident that all the organizational and management theories put forward are to help the organizations to be successful in terms of their individual employees, groups, management and environmental changes. The organizations choose the type of organizational structure to be followed, either modern or traditional depending on the vision, industry and the market approach of the firm. It is no be noted that the individual employees contribute to the major part of the firms success and therefore the management should always bear in mind the human relations and team dynamics with in the organization while effectively managing the groups.