Manage Organizational Change - Assignment Example

Name: Tutor: Course: Date: Assignment One 1. A. Cedar Wood This type of softwood is obtained from a collection of different trees that grow in different parts of the world and serve different purposes. However the main focus is on the Western Red Cedar commonly found in North America and Australia. Western red cedar is a moderately light weight wood which is commonly used for outdoor constructions and interior uses. The wood is highly favored for the following characteristics; Has a fine texture and readily available from timber sources High resistance and excellent durability Easy to paint as it readily accepts paint, polish and stain It has a pink/red-brown to dark chocolate visual color It dries well with little damage occurring, has a lasting distinct sweet fragrant and Holds well with glue following standard procedures a) Hard Wood. The wood is from the genus dicot angiosperm and is usually harder than soft woods and more expensive. However, their main difference is botanical rather than in the hardness because there are hardwoods softer than softwood. While they can be used for many purposes; hardwoods are commonly used in great strength structural uses. However different species offer different uses. Commonly used hardwoods in windows and doors are; Red grandis, European Oak, sapele. This wood has the following favorable characteristics; High natural durability Highly recyclable High density hence usually very strong b) Spotted gum. It is natively found in Australia. Spotted gum is a hardwood used in structural, exterior and interior uses. In addition, it is a suitable wood carving timber for indoor and outdoor furniture the wood is distinguishable by the following: It has a unique spotted appearance Its heartwood ranges from light brown to dark red hues It has a greasy feel which help in sawing c) Jarrah (Eucalyptus marginata). This is a Western Australian hard wood that is ideal for a wide range of structural uses and design. It is commonly used in engineering uses that include; poles, lining, cladding etc., making of indoor and outdoor furniture’s, musical instruments, Making of doors, decking, making timber windows etc. Usually in sawn and veneer form. The wood has the following distinct features; The heartwood ranges from dark brown to burgundy shades It has a fairly coarse and even texture d) Baltic pine (Picea abies). The Baltic Pine which is softwood is of Swedish roots and usually is imported into Australia mostly as flooring. While over the years it was used for flooring, it is now seen as too soft for high wearing flooring areas. However, it is one of the most economical timbers of this species in Europe. Its main uses are in external cladding, flooring, inexpensive furniture and windows. The wood is characterized by: Its timber is flexible and durable Its sapwood is white to pale yellow Relatively fine texture e) Thermo wood. It is a unique form of wood that is modified through the thermal processes. The process is undertaken to enhance the properties of wood .they are, the expansion and contraction of woods is minimized, its decay and weather tolerance is enhanced, the wood gets a uniform shade varying from light brown to dark hues and the dimensional stability is enhanced. The downside to this process is that it reduces the woods strength and it’s bending strength. Nonetheless, the technology is been viewed as eco-friendly as it enhance softwoods abilities hence preserving natural forests. f) MDF/Craft woods. MDF stands for Medium Density Flat board which is also known as craft wood. This type of wood is made from Australian pine plantation that is grounded and mixed with resins and waxes to form a flat panel. The panels are adaptable and easy to work with. There are different types of different craft woods with different uses, for instance, Craft wood standard-Thick is used for doors and partitions while Craft wood-thin is for cupboard etc. B. Active Agents: Active agents are ingredients which by nature or chemically fight against a potential threat usually a living organism such as pests. In short they kill living things. In the timber industry these hazardous animals are curbed through active agents in preservatives of wood. They include: creosol solution, light organic solution and CCA. (Copper chromium Arsenic) Health risks: Synergism of chemicals that are in wood preservatives may cause mutation of an individual’s body cells which in turn cause cancer or act as a carcinogen by inhibiting the human defense system. Long term exposure in small quantities of these active ingredients also results in weakened immune systems, reproduction abnormalities, genetic mutation and hormone interference C. control measures Eliminate the risks by provision of the right working gears Provision of a conducive working environment Training of employees to create awareness D. risk control/analysis Product identification-Use appearance or odor Primary routes of exposure identification-Ingestion, skin, inhalation or eye contact Emergency procedures-Check for accidental release measures. Hazardous ingredients identification-There should be proper shipping name and hazardous class classification on each package Exposure control measure for personal protection purposes. E. Resources that maybe required for risk control include: Carbon dioxide, protective gear, water and sand for accidental fires F. The company has only around 30 staff members. Since the Timber industry needs hands-on employees, training would have to be conducted in stages with groups. First the staff will be divided into their specialization field to make training easier, after which a theoretical approach will precede the practical bit of the training. This will increase speed with which they get acquainted with the industries specifics. Inaddition, targets will be set to motivate them consequently increasing production results. 2. A. Green coffee extract should be pure. The samples that contain additives have been tested on a sample of human beings which has shown negative side effects. Depending on what the additive element is, different side effects were experience. Prudent manufacturers should produce 100% pure green coffee extract to ensure there’re are no health hazards associated with its consumption. B. Health risks Withdrawal from caffeinated drinks has shown to result into the following health hazards: Depression, trouble concentrating in work, muscle tensions, flushed face and nervousness episodes. In addition, mixing caffeine supplements could sometimes react with other agents causing high blood pressure risks, loss of calcium together with magnesium. C. The question of whether these companies are contributors to ill health is subjective. It’s said that they contribute to loss of weight as a health benefit to consumers. The evidence of such claims is still ongoing as it is not a conclusive study. As long as the product produced have clear instructions on how to use and warning sign for those who have medical conditions. However, the product has not been tested on pregnant women so they should consult a physician before its consumption. D. Yes as it provides a source of income. In addition, the risks associated with such an industry are still not yet conclusively defined. E. Health laboratory specialist, a pharmacist and a quality assurance specialist. F. Health laboratory specialist-This one should be in charge of checking health hazards associated with each additive proposed. The pharmacist will outline each health risks to each individual to curb legal suits. Quality assurance specialists will keep quality of product in check. It’s through quality assurance that consistency is maintained by evaluating green coffee beans due for roasting. 3. Women would show greater sensitivity in both industries as they are highly affected by the causative agents. Nonetheless, the timber industry poses more threat and greater sensitivity. 4. MSDS for timber and its exposure limits. Name CAS# % Agency Exposure limits Comments Wood(Soft & Hard wood) None 100 OSHA OSHA ACCGIH PEL-TWA15mgm squared PEL-TWA 5 MGM cubed TLV-TWA 1mgm cubed Tool dust Respirable dust fraction Inhalable fraction Source: Northwest Hardwoods MSDS Assignment three 1. Elton Mayo’s and Hertzberg studies bore similarities, Hertzberg interest lay in making out what the needs and desires of individuals to explain the factors that motivated them. His study further sought to find what satisfied these individuals’ needs and desires and what they sought to satisfy them. One of his most recognized finding, is that of his classification of motivational factors into; hygiene factors (dissatisfies) and motivators (satisfiers). The dissatisfies were explained as those factors without which individuals would experience demonization or dissatisfaction while ironically in their presence did not necessarily often offer satisfaction or motivations. On the other hand the satisfiers were seen as those factors that resulted to motivation and satisfaction and rarely cause dissatisfaction in absence. In summary the factors that caused satisfaction were different and not opposite to those that caused dissatisfaction. In addition to his earlier findings, Hertzberg came up with the concept that human needs comprised of two distinct types; Physiological needs that could be satisfied by monetary rewards and Psychological needs that were based on the desire for personal fulfillment by activities that led to personal growth. While the two are not mutually exclusive, it is important that managers try to fulfill both. Despite his many findings, one of his most significant ideas is that of ‘job enrichment. ‘A concept that held that integrating different tasks in a job provides more involvement in the job by utilizing the full potential of employees while providing a challenge. In addition, the employee should be allowed to develop with increasing abilities by being given more responsibilities to match them. In later years, many other findings were drawn and still being drawn from Hertzberg two factor theory. Hackman and Greg Oldham were one of those who expounded on his idea of job enrichment from which they built their model; Hackman and Oldham Model. In their model they included the whole work life experience of the employee by breaking it into five crucial dimensions of the work being undertaken which affected three crucial psychological states. These in turn resulted to work related outcomes. Structure of the model: The five core dimensions include; Skill variety: this is the level at which a job requires an employee to use multiple skills in it. Task Identity: The dimension is explained as the extent which an individual is in charge to complete a task. I.e. full responsibility Task significance: Refers to the significance put into an individual’s task. Autonomy: This is the extent in which a person is allowed to work independently without supervision Feedback: This is the level in which people are made aware of their efforts. The above dimensions are believed to initiate the following three psychological states; Meaningfulness of their job Responsibility: A sense of being responsible of the outcomes of their job. Knowledge of results. In response to the triggered states of mind, there are work related outcomes that include; Internal Motivation high performance increased satisfaction, Lower Absenteeism and Turnover. Further research has shown that the sense of the job being meaningful is the core of all dimensions and outcomes. 2. Maslow and ERG theory ERG motivation theory was coined by Clayton P. Alderfer in the year 1969 as an improvement to the Maslow’s hierarchy of needs. Its dubbed “Existence, Relatedness, and Growth”(envisionsoftware Inc).It can be illustrated below: Source: http://www.envisionsoftware.com 1 Existence needs gives one a physical wellbeing, relatedness needs is the need for social relationships while the growth stage needs result to growth and development as a whole. Maslow’s theory This was coined by Abraham Maslow who believed that until first order needs are met, there would be no satisfaction in the subsequent needs order. He organized them in a pyramid to depict the satisfaction steps. They are divided into physical, social and self needs. The physical includes: Physiological and safety in that order Social has ‘belonginess’ and love, esteem and status Self has got the self-actualization. Their differences arise from the shortcomings of Maslow’s theory. They are: a)  ERG theory shows that different needs can motivate at the same time unlike in the Maslow’s theory where only one need is satisfied at a time. b) The ERG theory includes the different preferential of individuals from different cultures hence acknowledging that their needs may come in different orders in the hierarchy. c) “The ERG theory acknowledges that if a higher-order need is frustrated, an individual may regress to increase the satisfaction of a lower-order need which appears easier to satisfy. This is known as the frustration-regression principle.”(envisionsoftware Inc para 2) Application in the work place Employers should aim at fulfilling the needs of the employees and striking a balance in them even if they are not mutually exclusive. They should also keep in mind that despite the above differences, for a person to achieve personal growth and self-actualization, physiological and physical needs must be present and met for one to proceed in the hierarchy’s. 3. Ways to motivate your employees a) Recognition. This is done after an employee accomplishes a certain task .As an employer, recognizing the effort gone into the job done will be a great motivation. b) Applause. This could be at luncheons, general meetings or in the office. It’s a specific form of recognition as well. c) Training. Adding skills to the existing employees will help motivate them to do greater tasks and bring about innovations and new inventions using research and the knowledge impacted during training. d) Job titles. Provision of job titles also works as a motivation tool amongst employees. The titles awarded should make them feel a sense of belonging and proud to be addressed with it. e) Working environment. Providing a good working environment to the employees is also a way of motivating employees. They will feel appreciated and cared for. f) Leadership roles. When an employee is promised a bigger responsibility upon meeting certain qualifications, he/she will strive to do better at everything they are assigned to. g) Team spirit. Different schools of thought have argued that when an employee sees themselves as part of a group, they get motivated to work as a team which enhances productivity. h) Others may include: executive recognition, casual dress day creation, time off, stress management program and theme contests etc. 4. Myer-Briggs The model was developed by Briggs and Isabel Briggs Myers. They based the theory on 4 different distinct preferences. E or I (Extraversion or Introversion) S or N (Sensing or intuition) T or F (Thinking or Feeling) J or P (Judgment or Perception) It is from the above categories that the 16 Briggs types emerged from their combinations. ISTJ ISFJ INFJ INTJ         ISTP ISFP INFP INTP         ESTP ESFP ENFP ENTP         ESTJ ESFJ ENFJ ENTJ Source: http://www.myersbriggs.org 1 5. Cohort study. It is an observational study in which any group of people with a shared characteristic are exposed to different variables while one group is not and are observed for any changes. Cohort studies can either be performed prospectively or retrospectively from historical record How to carry out a cohort study: To carry out this study there must be an identified group of individuals that share a common characteristic or are linked by a shared interest. For instance, Individuals working on the same floor of building, individuals in the same office, Individuals in the same age group or those with similar skills. My study in particular would concentrate on individuals in same department. There must be a factor of measure/objective by the study such as; productivity, Working Relationships, Communication or dissemination of information. The factor of measure would be productivity in the department. There must be a varying factor in the study group; for instance, autonomy in the working conditions. How better do the individuals in departments work with minimum supervision against working under high supervision? 6. The belief that WHS in the workplace potentially benefits the company is now accepted as a key driver in the workplace. The incentive is aimed at improving the safety and health of employees to impact on their individual productivity and the organization’s. In fact new evidence has shown, a comprehensive, strategically, designed investment in employees’, social, mental and physical health pays off (Harvard Business Review, December 2010). Returns on this investment include; Lower costs as a result of saving on the health costs. Increased productivity due to decreased absenteeism and turnover Increased morale among the employees 7. Sohbian is a leading voice in the employment rights of employees. While for the longest time employment has been viewed in the 9-5 timeline, she is of the view and strongly proposes on embracing of alternative working options. In particular Sohbian argues that allowing for flexible working is vital in current times for progression of single parents. This is to allow for a balance in their roles as career people and as parents. In addition, it has been argued the step will unlock employment opportunities. The adoption of flexi time policies has been seen to result to big benefits for employers due to the high retention rates of good and involved. However, even the available options are considered sketchy as many employees are left with pending requests and Sohbian believes that this is because there lacks a real legislative framework to support the policies in the work places. 8. A theory on work life balance Hybrid view. This is a theory that is in between the pessimistic trade off view and optimist win view theories on work life balance with regards to good management. It suggests that improving work life balance is socially desirable. References Works Cited about.com. What are Key Performance Indicators (KPIs) and Why Are They Important? 2014. 1st August 2014. . Contaminated land and liabilities Division. "Timber treatment works." Department of Environment Industry profile (2014): 2-12. envisionsoftware Inc. ERG Theory of Motivation - Clayton P. Alderfer. 2014. 1st August 2014. . gingerbread.org.uk. Employers and flexible working - Is it really such a stretch? . 2014. 1st August 2014. . http://psychology.about.com. The Myers-Briggs Type Indicator-An Overview of the MBTI. 2014. 1st August 2014. . http://www.beyondpesticides.org. Poison Poles - A Report About Their Toxic Trail and Safer Alternatives. 2014. 1st August 2014. . http://www.biztrain.com. 20 ways to motivate your employees. 2014. 1st August 2014. . http://www.ehib.org. What is a cohort study? 2013. 1st August 2014. . http://www.myersbriggs.org. MBTI® Basics. 2014. 1st August 2014. . http://www.myskills.gov.au. Control timber pests. 2014. 1st August 2014. . http://www.teamtechnology.co.uk. Myers Briggs Personality Types. 2014. 1st August 2014. . http://www.woodsolutions.com.au. Quality control. 2014. 1st August 2014. . J K Williams. Maslow’s Hierarchy of Needs and Alderfer’s ERG Theory. South west, November 2003. NorthWest Hardwoods. "MSDS." Timber publication. Tacoma,WA: Print., 11th May 2010. practical-management-skills.com. Finding It Hard To Motivate Staff? Use These Motivation Techniques. 2014. 1st August 2014. . wikipedia.org. Performance indicator. 2014. 1st August 2014. . Worksafe Victoria. A GUIDE TO SAFETY IN THE WOOD PRODUCTS MANUFACTURING INDUSTRY. 1st ed. Victoria.Print: State government victoria, 2007. Read More