A Staggering Work of Heartbreaking Genius Essay

A Staggering Work of Heartbreaking Genius - Essay Example Although the book A Staggering Work of Heartbreaking Genius touches upon a lot of serious problems (such as death, misfortune and children that stay without parents), there are critics that do not agree to the fact that Dave Eggers’s writing belongs to creative nonfiction (Forche 109). It is not very difficult to find out if it is so through analyzing the peculiarities of genre and style applied by the writer in A Staggering Work of Heartbreaking Genius. It should be noted that the title of A Staggering Work of Heartbreaking Genius is catching and interesting for the reader. It makes everyone think over its meaning and search for a certain signs that will help to explain why Dave Eggers has chosen this very title for his book. It is not very difficult to note that the title of the book ties into the book’s text. There are two arguments that can help to prove this point of view. The first one is the complexity of the situation described by the author. The protagonist (To ph) loses both mother and father because of illness. Dave is trying to represent two parents in one face for this child. It is practically impossible. One must be a real genius to do this. Dave’s attempts to bring up Toph are frequently heartbreaking. It is difficult for him to play the role of the child’s late parents. ... It is not better than the previous with his father and mother, but the catastrophe (that is death) helps Toph to look at the world from a quite new point of view. As for me, it is very difficult for unsophisticated reader to understand the meaning of the title, especially its symbolic nature. Everything becomes clear only when the reader takes a deeper look into Toph and Eggers’s souls and conduct. In any case, the title chosen by the author of A Staggering Work of Heartbreaking Genius fully coincides with the context of the whole writing (128). Although it may seem unclear at a glance, it is impossible to create more relevant title for this splendid writing. It is not very difficult to figure out the genre of the book. It is sure to be memoir that belongs to creative nonfiction. A Staggering Work of Heartbreaking Genius gives the information about Toph and Dave’s life after the death of Toph’s parents. The book has many extracts where the author portrays magazin e’s history. It was created by Dave and his friends. The extracts with the data about magazine may be considered to be unnecessary in the book, but they are also the sign that the writing belongs to creative nonfiction. A Staggering Work of Heartbreaking Genius consists of four hundred sixteen pages. This volume is normal for short biography. Nevertheless, there are critics that are sure that Dave omitted a lot of important details about the protagonist in his book. According to their point of view it would be better to shorten a number of information about the magazine and write more about Toph’s character, feelings and emotional experience. However, it is known that every reader expects something special to read after seeing the title of

English Essay Example | Topics and Well Written Essays - 250 words - 60

English - Essay Example One of the topics that I will be involved in research about it is microfinance. It involves providing of banking services to the low-income earners. It is evident that microfinance enables the low-income earners to be self-sufficient by providing a means of insurance, saving money and borrowing. My research on the topic will boost my marketing skills in the bank sector and I will be able to add more value. The other topic that I will be involved in research about is psychology. It entails the scientific study of human mind and its functions. It is apparent that the research on psychology will help to improve my marketing skills and I will be able to handle different people. Also, I will be able to know the reasons behind the people’s preferences in the business world. For my essay to be factual, I will refer information from the books of Sarkar and Sundaresan about microfinance. I will refer my research on the topic of psychology from McKenna book of business psychology and organizational

Career Management and Development Essay Example | Topics and Well Written Essays - 3000 words

Career Management and Development - Essay Example This paper attempts to understand and discuss various facets of career management and development in close focus with graduate careers. The discussion also aims to create an awareness of the present workplace scenario, its issues, challenges and methods to overcome it. Career theories and its relevance and the implications of the broader social forces on career are also looked at. For our purpose of understanding let us view the discussion using the banking segment in the UK as an illustration. Job description: a) Establishing and nurturing healthy customer relationships. b) Planning and implementing effective sales strategies. c) Evaluating the effectiveness of new and existing financial products. d) Offer operational support as part of daily routine. e) Being a part of the team achieve targets. f)Processing data to produce accurate facts, figures and reports. Work Conditions And Benefits: 'Range of typical salaries for entrants on graduate management trainee programmes: 23,000 - 32,000 (usually part of a package including a 'signing on' bonus of 3,000 - 5,000). Working hours are generally nine to five but extra hours are required from time to time. Part-time, flexible working and career break opportunities do exist. The demands of fulfilling annual targets, meeting corporate objectives, and continued professional development training may sometimes give rise to stress,' says a website called prospect. Requirements For New Entrants: Although the banking sector is open to all, some functions may requires specialisation in disciplines such as mathematics; finance; business studies; economics; law; accounting. A good honours degree, usually a 2.1 or above, is required. However, entry at other levels is possible for graduates with less than a 2.1 or with an HND, especially if applicants have relevant work experience. Pre-entry work experience in the form vacation work, sandwich placements (paid or unpaid), internships and temporary or permanent work experience in a financial, customer-led environment, such as sales is desirable. In addition to an excellent academic record, graduates also need to have excellent interpersonal skills; leadership qualities; exemplary written and oral communication skills; analytical skills; willingness to relocate; flexibility and adaptability in responding to change; creative thinking and an enquiring mind; enthusiasm and a commitment to further training. With banks going global and expanding their product and service portfolio, IT skills have become advantageous, in depth knowledge of the national and international industry along with sound business acumen are essential. Training Programs and Methods: There are a variety of training options provided for new entrants joining graduate training programmes. On-the-job training, Specialised technical training, or entry to a specific functional area such as human resources, accountancy or computing, or to comply with regulatory requirements are just a few to name. Internal and external training provided in various forms like work-shadowing experienced colleagues, evening classes, a limited number of day-release courses, distance learning packages and workshops. In-house training is becoming increasingly popular. Some banks also provide training

Ethical Conflicts in International Business

Ethical Conflicts in International Business 2. Background: Some of authors have been said about Cross Cultural intelligence and Ethical Conflicts. E.g. David C. Thomas and Kerr Inkson defined cultural intelligence: People work for the Global Work place is a representative sample of publications concerning Cultural Intelligence. Scholl hammer (1977) discussed the need for international codes of conduct to govern cross-cultural activities. When expatriate managers return before the official completion of there overseas assignments the stress and low job satisfaction resulting from culture shock is often blamed (Newman et al., 1978). Due to drastic growth of globalisation expatriates managers commonly are seen in many of the multinational organisations. The vital aspect in the segment should be focused on cultural adjustments between different nationality managers. This can be supported by saying that different nations have different cultural aspects. The diverse cultural aspects are the main causes for the confronting situations. The business organisations are in action across different borders of the world. The international organisations consider whether a particular issue is right or wrong due to the bridging gap between the different countries. Cultural relativity is a very waste theory in different countries perceptions. What may be considered right in one culture turned out to be unethical in another. Some argue that the country in which the business is that culture is the one to be followed. All the countries vary in many different aspects like economical, environmental, cultural, ethical values, linguistical and so on. Thus all these barriers which are mentioned make the cultural conflicts. The right business manager is the one who balances between the barriers and the flawless business operations. This entirely depends upon the managerial capabilities. These can be successed by different alternative strategies though one cannot particularly describe a single strategy which is suitable for everyone. One of the valid and required method is to make greater in the cross cultural solutions to international business is communication and interaction with in company and between companies, between organisations and clients and between co-workers. Now days cross cultural consultancies have been participating to solve the conflicts and risks in the cultural organisations. Cross cultural consultancies therefore concentrate their efforts on interpersonal communication. Diversity of cultures and cultural backgrounds between a highly various staff base leads with it difficulties and risks. Cross cultural differences reveal general areas such as in behaviour, etiquette, norms, values, expressions, group mechanics and non-verbal communication. These cross cultural differences then follow on through to high level areas such as management styles, corporate culture, marketing, HR and PR. (http://ezinearticles.com/?Cross-Cultural-Solutions-for-International-Businessid=482) In order to overcome these conflicts, every company need to have specialist concentration is required in the form of a cross cultural professional. One example like an accountant to examine finances, in that way a cross cultural expert know-how to reduce cultural conflicts and provide better solutions to interpersonal cultural differences. Within organisations there are many angles in which cultural differences manifest. Some of organisation areas which cross cultural specialists deal with include, but are not exclusive to, the following: Human Resource Department: HR will take care of employees recruitment process, employees transfers, overseas projects, employees salary decisions and training sessions. These are all covers a wide range of business critical areas that need cross cultural analysis. Group-Building: Every company would like to perform very well. So for that if the cross cultural specialist provide advices and procedures to improve staff integration, minimize cross cultural conflicts and create team spirit. Knowledge or awareness Training: When we are working with different cultural background customers or clients, every company will face problems. So for that company should conduct the awareness training programmes on values, customs, country and religion. As a result we can minimize the cultural misunderstandings and mistakes. Training for Expat: Sometimes company staff required to travel abroad to gain the knowledge about host country history, culture, customs, beliefs, business methods social formalities. Which are promote to reduce the impact of culture conflicts. Public Relation Department: Public relation cover the company brand name, image and advertising campaigns and all areas of organisations should be alert. Because the brand name, image and advertising campaigns which are acceptable to target country cultures. Language and communication skills programme: One of the main cause is to lead the cross cultural conflicts in the business is language and communication skills problem in the staff. By providing the linguistic and communication skills knowledge to staff, we can bridge cultural gaps. Above all the key solutions are currently have been following by business organisations to decrease the cultural conflicts. 3. Research Objectives: The aim of the proposed research is to: * Develop an attractive environment in the multi cultural organisations. * Develop the solutions to bridge the cultural conflicts gaps in the international business. * The actual response of satisfaction from the employees in the multi cultural organisation. 4. Research Method: The main aim of the research method is how you express about accomplish your research goals. Mainly the research method divided into two parts. Those are Research design and Data collection. Here in my proposal I am going to take a part of research design. 4.1. Research design: It contains where you would like to implement the research. And the research is a single organisation or else a part of a division of organisation. In this part we need to explain what kind of way you intend to bring out the research. E.g. On a questionnaire, interviews, case studies etc. And we need to explain which divisions, why you select these divisions as well as we need to explain the identity of our research people e.g. managers, workers and officials. And why we choose this people. The study undertaken to access the problems of conflict management in a cross cultural settings and get the feedback regarding their experiences from the existing employees in the multi cultural organisations and as a result of them we need to minimize their conflicts from their existing employees. Conduct a review of the literatures on employee involvement and the diversity of cultures in order to improve research hypothesis. Carry out primary research in three American owned IT companies in India to judge the opinions of Indian employees and their managers towards values underpinning employee involvement. An IT companies are chosen because the occupations carried out in these organisations are likely to be similar. Thus ensuring that any cultural differences are a function of Indian culture rather than of occupational culture. Research procedure: The questionnaire is uniquely designed to aid the research method in order to come to a conclusion. It contains various types of questions having different characteristics from cognitive nature, so as to obtain a multiple opinion in the given study. So below mentioned are few of those question samples: 1. What were the key issues which are observed during each overseas project? 2. Which are the cultural differences you faced most challenging? 3. What kind of training did was given from your organisations? 4. Which personal strengths did you find most helpful during your overseas assignments? The questions in the questionnaire will seek to test these hypothesis. The questionnaire will be distributed to a sample of employees and of managers across all three Companies. Sources of Data: A classification of data is very important procedure in this concept. The collected data can be classified into two types. 1. Primary data 2. Secondary data Primary Data: The primary data is very important source for to make suggestions to the title obtained. This data can be collected in various methods like survey, interviewing, feedback, i.e. Group Discussion etc., for collection of primary data the survey method is used, which involved predetermined questions. The structured questionnaire contained a form list of question framed so as to get the facts. But it involves high risk and huge expensive method to get the facts. Secondary Data: Collection of secondary data is very easy compared with primary data. But this data is also very important for the growth of an organization; Secondary data is collected from the company journals, magazines, broachers websites. Sample universe: The survey will give the complete picture of the area of the research. Sample frame/unit: professionals, business people, employees etc, who are working in the multi cultural organisations. Sample size: the total sample size is 100 only. Sample method: The information is planned to be collected by sample method, the sample method followed is random sampling method. The probability random sampling method is stratified random sampling. The reasons for selecting simple random method are accurate and easily accessible, if we have sufficient time better to go for face to face interview, if the sample size is large its cost is high. 5. Time scale: 6. Conclusion: It is clear that in any multinational companies ethics are more important which plays a vital role in any organization. By understanding these aspects we have come across many issues where every company is facing different type of cross-cultural ethics. In my literature review of cross-cultural conflicts in international business I have found how managers have to face ethical issues in cross-culture business environment. So however all these issues in cross-cultural business environment are being pointed out by every managers when they are doing host country projects, and many issues were researched by many authors and scholars and they try to make them better by bringing them into the real world. 7. Resources: I have been used the resources from saunders book, journals and articles.

Charitty Royal :: essays research papers

Charity Royall displays both self indulgence and self control. Judge Royall represented law and structure in her life. He was the one sure thing that she had. He was her only monetary means of survival and without him she would not be were she is or would not have a place to stay, food to eat, or clothes to wear. Then on the other hand there was Lucius Harney, who represented everything else in her life. Excitement, adventure, fun, and finally the ability to fulfill and longtime dream of being with a sophisticated person some one that was not from North Dormer the town that she despised so much.   Ã‚  Ã‚  Ã‚  Ã‚  Judge Royall was the only father figure she ever had. He made a promise to her jail bound father to give Charity a better life. He drove all night to find Charity up in the mountain; she knows that and because of that she feels some what compelled to stay with him so that he is not lonely. â€Å"Charity ‘felt softness in her heart’ in knowing that he drove all night to fetch her from the mountain (266)†. She knows that she runs his household and that he cannot be with out her because all in all she is the only person that he has.   Ã‚  Ã‚  Ã‚  Ã‚   In spite of everything†¦Lawyer Royall ruled in North Dormer; and Charity ruled in Lawyer Royall’s house. She had never put it to herself in those terms; but she had known her power, knew what it was made of and hated it. (p. 146) The same though goes for her. He is the only one that she has. When he was going to send her to boarding school he decides not to send her. After he decides not to send her away at all, Charity, who is always â€Å"sick of North Dormer† (22) is disappointed but finally understand his decision: â€Å"He and she, face to face in that sad house, had sounded the depths of isolation; and though she felt no particular affection for him, and not the slightest gratitude, she pitted him because she was conscious that he was superior to the people about him and that she was the only being between him and solitude. (P.5) This tells the reader that although he â€Å"rescued† her from the mountain that is not why she feels compelled to stay with him. She knows that because she is there physically (she really is not there emotionally) he does not fell alone in the world.

The Woman Suffrage Movement

The Unexpurgated Case Against Woman Suffrage In the early twentieth century, Britain was experiencing a potentially revolutionary social and cultural change. The Woman Suffrage Movement was fighting to procure the vote for women. In the same period, in response to the concept of women voting, Almroth Edward Wright, an English physician, wrote â€Å" The Unexpurgated Case Against Woman Suffrage†.In Wright’s book, he refutes the Woman Suffrage Movement’s right-to-vote claim by arguing that woman suffrage would be pernicious to the state due to a woman’s inability to represent the physical force and prestige of the nation, a woman’s intellectual defects, and defective moral equipment. Furthermore, he illustrates that women’s rights activists may actually be hindering women with their demands that would ultimately result in women being placed in a far more disadvantageous position than they were before getting the vote.Wright begins by saying â⠂¬Å" The primordial argument against giving woman the vote is that that vote would not represent physical force†. Wright argues that the vote is a symbol of civility, law and order, and imbued with the spirit of a nation to ward off enemies both foreign and domestic. The introduction of a political co-partnership would likely lead to a degeneration of the British Empire into a weak and sickly shadow of its former self. The British Empire would likely exhibit the same symptoms of the latter stages of the Western Roman Empire that competitors would piecemeal steadily over time.The result would be that leadership to uphold law and control over British subjects and colonies would crumple leaving the door wide open for any other Imperial power to snatch the defenseless British holdings. As such, entrance of women voters would bring an end to the old and familiar Victorian England and usher forth a culturally different England that Wright considers a â€Å"social disaster. † It seems Wright believes that Britain would sustain a detrimental blow to its prestige in the eyes of their colonies and dominions as well as the world, if English women could vote.This means that women would inhibit the spirits and morale of the British armed forces and would introduce effeminate elements into the masculine dominated British Empire, turning it from â€Å"Old Jack† into a â€Å"Mary Ann. † In addition to these concerns, Wright illustrates that a woman’s intellectual defects are because of her minds inability to derive solutions with evidence, which results in an unreal picture of the external world. He also argues that a woman is constrained by her thought process. This is because a woman’s mind is linked to emotional reflex response center.Wright further explains that because of this link, women cannot give sound judgment and give a critical intellectual analysis without being under severe distress. As a result a woman’s mind give s in to congenial emotional responses that gives them gratification to which Wright points out, women’s minds can serve them only as a tool to comfort and gratify her with mental thoughts that are not too strenuous. Wright continues by illustrating that women and even intelligent women have all sorts of misconceptions about their abilities.Wright argues that women are delusional in believing that they are physically equal to men to any task. It is quite a grievous mistake that one would believe that women could perform physically strenuous jobs such as coal mining or heavy lifting on a day-to-day basis. Being mentally strain coupled with physical stress, Wright would say that emergencies of the job would be faced continually. It seems that Wright is saying that women overestimate themselves in comparison to men at physically demanding task that they wouldn’t be able to handle it long term.This would explain why emergencies would happen frequently because accidents woul d happen weekly if not a daily basis. For that reason, it is improbable to allow women to vote should they also demand to work in jobs that they are realistically incapable of performing over a long duration. This information would serve as ammunition for the industry heads and naysayers to argue that the economy is suffering due to low levels of efficiency and increase expenditure from the government to the DOLE to cover all these accidents; consequently the whole nation suffers.A third argument that Wright brings up is that women are equipped with defective morals. He explains that women are incapable of putting aside their own interest in favor of the good of the nation and only an uncommonly number of women are able to put aside their personal bias by voting in favor of something that benefits the nation. It seems he is alluding to the fact that women, when put to the vote would most likely vote for positions that would be favorable to anything that has to do her family and woul d consider anything else frivolous.The picture painted of women voters’ canvases an extremely selfish and self-absorbed group of people that would not only cause Britain’s foundation to splinter from blatant corruption but summarily result in execution of egregious acts that might as well kill king and country themselves. Wright continues his critique by saying , â€Å" There are no good women, but only women who have lived under the influence of good men. † Meaning that since women can only use morally defective equipment, women would be congenial creatures that would be easily swayed by their father, husband, or an influential man.And vote for whatever she has been persuaded to vote for which would consequently inflate propositions perhaps even passing legislation that would have otherwise fallen flat. Because of this he goes on to blatantly say that women, because of their domestic almost animal morality cannot be trusted with the vote for they would not be a ble to exercise diligently with the exception of a select few. Wright takes the Women’s Suffrage Movement’s claim of a right to the vote and presents it in an exaggerated way.He first explains that because there are more than three million women in England, these women experience sexual restrictions causing an inbred sense of hostility towards the opposite sex, which Wrights explains that the Suffrage Movement takes advantage these women so that they could achieve their ultimate goal of economic independence of women. However, to attain this goal, they want to have everything from the universities and jobs to every governmental positions open to them.He claims that they want a radical feminist revolution that throws the very nostalgic English traditions that have been set in stone for centuries out like yesterdays garbage. And replace it with an English egalitarian society that just might as well be a Communist or Fascist state. It’s interesting that Wright take s just the idea of women wanting to vote and morphs the idea in to women wanting to outright dismantle all the mores of society and remove all the distinctions between a man and a woman.But women later rebuke this argument by saying that they only want the vote, not a revolution and they are good mothers and wives who are raising the British citizens of tomorrow. Wright subtly carts in again the notion of equality for women. He explains that if the government gives in to the demands of women activist, the government would actually be doing a disservice to women in general. Women would have to compete with men for these highly skilled jobs and would most likely not be able to compete with men, which would increase the wealth gap between men and women.Consequently, this would leave women in a very disadvantageous position of being chronically poor and forced to take odds jobs to survive. Furthermore, women would likely lose their financial support from their husbands and/or fathers be cause women would now be economic equals to men therefore they must go and find jobs to support themselves. Another problem that Wright points out is that men and women have rarely worked in the same workspace before and with the introduction of equality of work in to mainstream society, the implications of whether or not men and women can work in intimate association raises serious questions.He continues to explain that before that even occurs, the intellectual immoralities and limitations of women including their sexual character would interrupt intellectual intercourse between men. Interestingly enough, he introduces various examples that synergies his argument. For example, when two men are having a stimulating intellectual conversation, an appearance of a woman in their proximity would put an end to their discussion. So the hypothesis here is that women being admitted in to male dominated intellectual societies and universities would undoubtedly suppress if not bring an end to a pipeline of intellectual growth.As a result, the proposal of bringing man and woman to work together not only is radical, it maybe detrimental to nation. Wright’s The Unexpurgated Case Against Woman Suffrage† uses a lot of cynical language and seemingly logical explanations to refute women’s right to vote. At the beginning, Wright stabs the issue right in lungs and expounds why it is the way it is and that the vote of women can and will cause unnecessary burdens on the state and the very people trying to protect them.However, near the end of his piece, he begins to give a very consoling but backhanded compliment of women. It’s painted as if these changes are going to occur, it will undoubtedly cause more hardship for women and that’s why Wright and these naysayers are fighting so hard to protect these ignorant women from themselves. However, Wright’s arguments logical explanations would later succumb to the growing clamor for reform that wo uld eventually culminate in women getting the vote in 1918.

How Gazda Cars and Bomino Printing approach the management of their activities Essay

Advantages * It’s Organised * Their pay is related to their performance, which will motivate them perform better. * Work is carried out in controlled environment. * It’s seen as ‘social’ which motivates workers. * Managers convey ‘moral elite’, trustworthy, broadly motivated to organise & influence others. * Employees have more control of their work (live to work). * Take interesting staff giving feeling of involvement, security & job satisfaction, related to high achievement Disadvantages * Scientific approach used (work to live). * Communication between workers is bad. Not approachable, no influence. * Managers defined as ‘rational economic’, primarily motivated by just money. * Being too nice to staff makes managers look weak. Managers need that power so everything is in control. * Staff can abuse their manager if their needs are not fulfilled, e.g., they can strike. People can respond to many different types of management strategies, but there is no single strategy that will work for all everyone all the time. Therefore, Gazda Cars should refer to Fielder’s Contingency Approach to management. This theory supports the view of the ‘complex man’- i.e. the motives that man has which changes over time and in different situations, can be seen as personal hierarchy. It defines situational favourability, or the ease of influencing followers as the combination of situational factors: leader-member relations, task structure, and position power. Fielder argued that leadership style was innate and that the above three situational factors determined whether task or relations oriented leadership was more appropriate. The main ideas about Contingency Theory are: 1. There is no universal or one best way to manage 2. The design of an organisations and its subsystems must ‘fit’ with the environment 3. Effective organisations not only have a proper ‘fit’ with the environment but also between its subsystems and 4. The needs of an organisation are better satisfied when it is properly designed and the management style is appropriate both to the tasks undertaken and the nature of the work group. The contingency approach opens the door for the possibility that leadership could be different in every situation (Saal and Knight, 1988). It provides a more realistic view of leadership by allowing for complexity and situational specificity of overall effectiveness. As organisations today are faced with continuing changes in technology, environment conditions, and internal processes, this approach can offer a more sophisticated understanding of the leadership process and emphasise the idea of flexible, adaptive leadership that may contribute to the success of a company. However, the various models in contingency theory have been criticised largely for the difficulty in testing the contingency variables selected since variables may affect each other or be influenced by a leader. The complexity of situational factors and various combinations of task and subordinate characteristics makes a single comprehensive test of the model impossible (Wagner and Hollenbeck, 1992). As it is entirely possible that different leaders in the same situation may reach different conclusions about the situation, which may in turn cause them to take very different actions, the practical use of this theory in business is quite limited. Gazda’s Mechanistic Structure Bomino’s Organic Structure – Operates in a competitive & fast changing environment but is not seen as exiting or fun. – They are separate departments for production, sales, marketing, research and development, data processing, accounts and human resource management. – Each member has their own specific role. – Obedience to superiors and loyalty to the organisation are assisted upon. – This structure is old fashioned. The communication usually comes in the form of instructions & decisions issued by superiors and the performance feed back & requests for decisions sent from subordinates. – Work is carried in a controlled environment. Control & authority relationships are structured in a vertical hierarchy. – Operates in a highly complex environment. Tasks are highly specialised. Employees are not clear on how their tasks contribute to accomplishing organisational objectives. – Distributes inkjet & laser printing systems, which is a fast moving product, economically productive. – Department are separated for all the main business functions. – General roles are defined for each member. – Authority relationships & control are structured in a network rather than a hierarchy. – This approach is to do with being nice to staff. Commitment to organisational goals is recommended more then loyalty or obedience. – Teams are set up to work on new product development. Tasks are modified often & redefined by means & mutual adjustment among task holders. – Workers have a variety of tasks which are broad and independent. Relation of task performance to attainment of organisational objectives is emphasised. Gazda’s Role culture Bomino’s Task culture – There are usually job descriptions, rules & procedures to govern behaviour as well as procedures for all activities. – Pay is related to performance. A role culture is one which emphasises conformity to expectations. As Harrison’s theory states, such organizations can be said to be ‘rational instruments for the achievements of specific goals’. – People work most effectively & efficiently when they have relatively, simple clearly defined, circumscribed & measurable tasks. However the company operates in a highly complex fast changing environment. – Here management is seen as completing a succession of projects or solving problems, often as a part of a team. It is ‘project oriented, bringing together the right people’. – The staff get a feeling of involvement; security & general job satisfaction are closely related to high achievement. – Performance is judged by results. – Job satisfaction tends to be high, to the degree of individual participating & group identity. Though the current tall structure and Role culture at Gazda internally complement each other, one can question whether those are the most efficient with regards to the dynamic and highly competitive external environment. Role culture and tall structure is perfectly suited in a stable external environment but cannot maintain maximum productivity in an unpredictable and rapidly changing external environment. Such structures and cultures lack the flexibility to quickly adapt to external influences; it is commonly known that if one cannot adapt to ones external environment then one is in great danger of becoming extinct. It is important to identify the need for reorganisation culture, process and structure. If reorganisation can be justified than the most feasible and effective approach should be implemented to replace its predecessor. The structure at Gazda is a much closed system where information processing and co-operation are slow. It can be said communication is the way to success, hence in order to achieve maximum efficiency champion manufactures need to increase levels of cooperation and information processing to improve the internal environment. Maybe a more organic approach, being an open system which emphasis is placed in group actions; co-operation and team work should be integrated into the present structure and culture along with lateral relationships. The pre dominant advantages of integrating these two new elements are firstly, allowing direct contact between employees and those higher up the hierarchy, hence problems are addressed quicker and time is used efficiently both the current structure and culture will successfully take the business further. In contrast to a tall organisation, a flat organisation will have relatively few layers or just one layer of management. This means that the â€Å"Chain of Command† from top to bottom is short and the â€Å"span of control is wide†. Due to the small number of management layers, flat organisations are often small organisations similar to Bomino Printing. A task culture refers to a team based approach to complete a particular task. They are popular in today’s modern business society where the organisation will establish particular ‘project teams’ to complete a task to date. A task culture clearly offers some benefits. Employees feel motivated because they are empowered to make decisions within their team, they will also feel valued because they may have been selected within that team and given the responsibility to bring the task to a successful end. I say they are both related because the informal structure relates to a particular task carried out by particular groups of individuals working together this is of a similar nature to a task culture. Decision making at managerial levels is more efficient as fewer people need to be informed/included in this process. Thirdly, staff motivation is increased at higher levels of co-operation means employees are not constantly being given simple direct orders by managers. This has a boosting affect on morale and motivation. Last but not least with a free flow of information present, all departments can be encouraged to succumb to change, therefore enabling the organisation to respond to influential external factors. Bomino Printing should remain loyal to the present culture and structure because this will help them build and progress further in the future.    Bibliography Human resource management – Ian Beardwell and Len Holden Management – James A.F Stoner (Fifth edition) Organisations and behaviour – Patrick Corner Principles of scientific management – Fredrick W. Taylor Web sites – http://www.northstar.k12.ak.us/schools/ryn/projects/inventors/taylor/taylor.html http://www.business.com/directory/management/management_theory/contingency_and_system_theory/ http://www.uniqindex.co.za/maslows.htm