United States And Stroke Awareness Health And Social Care Essay

In the United States stroke has been reported as the 3rd prima cause of decease. There are about 795,000 instances of shots that are reported each twelvemonth in the United States. Over 143,579 of these people die each twelvemonth from holding a shot. Strokes can be really serious and consequence in decease if non treated instantly. There are several types of shots that one may hold and different hurts that may happen depending on what type of shot person has ( Center for Disease Control and Prevention, 2007 ) . There are besides different hazard factors associated with a shot. Some of these hazard factors can be controlled while some hazard factors are familial ( American Stroke Association, 2009 ) . A shot can happen in different ways. One manner is by holding parts of the encephalon blocked from the blood supply. When a blood vas explosions within the encephalon it can besides do a shot. Having blood supply blocked or a blood vas explosion causes harm to the encephalon. Stroke is the figure one cause of disablement that last for a long clip and can happen at any age. There are three different types of shots. Ischemic shot is one type, it occurs when an arteria is blocked that supplies blood and O to the encephalon. The most common cause of an arteria obstruction is blood coagulums. Hemorrhagic shot is another type of shot, which occurs when an arteria explosions in the encephalon. Hemorrhagic stroke can happen in several ways, such as ; an aneurism, which is a weak or thin country on an arteria wall that can spread out like a balloon. The thin walls of the arteria can tear or interrupt. Hemorrhagic stroke can besides happen when arterial walls lose their snap and go thin. Once an arterial wall becomes thin it can check and shed blood. Another hazard of a haemorrhagic shot is high blood force per unit area. Transeunt ischaemic onslaughts is another type of shot, it is sometimes called a mini-stroke. These mini-strokes start out like a shot, but clears up within 24 hours go forthing no symptoms. Having a transeunt ischaemic onslaught could be a warning that person could be at a higher hazard for a more serious shot. The sudden oncoming of transeunt ischaemic onslaught should signal an exigency. Patients who experience a transeunt ischaemic onslaught should have intervention instantly ( Center for Disease Control and Prevention, 2007 ) . Strokes affect people in different ways. Damage from a shot depends on the type of shot that person has. When a individual has a shot the encephalon may go injured doing many jobs, some countries of the encephalon green goods emotions, if these countries are injured a individual may shout easy or have sudden temper swings for no ground. Strokes can besides do a loss of consciousness. Peoples who have a shot may lose feeling in an arm or leg. If person has a shot on the right side of their encephalon, so their left side of their organic structure is affected. Stroke subsisters may bury about their left side which is their weaker side. A shot can besides impact seeing, touching, believing and traveling. A shot subsister ‘s perceptual experience of objects may be changed. Strokes can impact hearing and address every bit good. Stroke victims do non normally lose their hearing but have jobs with address and understanding address. Address jobs are associated when a individual has a s hot which affects the left side of the encephalon. Stroke victims besides may see jobs with masticating and get downing nutrient. This occurs when musculuss on one side of the oral cavity are weak. Another job with shots doing encephalon hurts are long-run and short-run memories. Stroke subsisters may non cognize how to get down a undertaking, or be confused why they walked into a room. After a shot, some of these jobs can be improved over clip ( American Heart Association, 2009 ) . There are several marks of a shot that people should be cognizant of. One mark is a sudden numbness of the weaponries, legs, or face. Another mark is sudden confusion. Having problem seeing out of either oculus or merely one oculus is another mark. Having problem with coordination, giddiness, or walking is another mark. Another mark is a sudden concern for no evident ground. All marks of shot can look all of a sudden, and sometimes there are more than one symptom go oning at the same clip. If person experiences any of these symptoms so immediate attending is required ( Center for Disease Control and Prevention, 2007 ) . There are different hazard factors associated with holding a shot. Some hazard factors are familial while other factors are from the manner a individual lives. Heredity hazard factors can non be changed, such as ; age. Opportunities for holding a shot are higher as person gets older ( Center for Disease Control and Prevention, 2007 ) . Two tierces of shots occur in people who are over 65. Some shots besides occur in people who are under 65. Other hazard factors that can non be changed are gender and racial group. Males have a higher hazard factor than females do and African Americans have a higher hazard factor than most other racial groups. A household history of shot and diabetes are besides risk factors that raise the hazard of holding a shot and can non be changed. High blood force per unit area is a hazard factor for shot that can be changed. Another hazard factor for shot is cigarette smoke, which can be changed. Diabetes is a hazard factor for a shot that can be controlled. Pe oples who have diabetes have other jobs, such as ; high blood force per unit area, high blood cholesterin, and are overweight. Having all these conditions increases the hazard even more. Artery disease increases the hazard of a shot. Atrial fibrillation, which changes the Black Marias beat, besides raises the hazard for shot. Heart failure, high blood cholesterin, and coronary bosom disease have a higher hazard of holding a shot. Poor diets can hold a function in a shot. Peoples who eat nutrients high in fat and cholesterin can raise their cholesterin degrees. Peoples who eat nutrients high in salt can increase their blood force per unit area. Other hazards of holding a shot that can be controlled are physical inaction and fleshiness. The lone ways to command some of the hazard factors are by eating a healthy diet. Eating a healthy diet can assist cut down three of the hazard factors associated with a shot, such as ; fleshiness, high blood cholesterin, and high blood force per unit area. Exerting mundane for at least 30 proceedingss can besides cut down the hazard of a shot. Keeping an oculus on blood force per unit area and non smoke will besides better person ‘s opportunities of non holding a shot ( American Stroke Association, 2009 ) . In the past interventions of a shot was merely basic life support at the clip of the shot and rehabilitation subsequently ( St. Luke ‘s Episcopal Hospital, 2008 ) . Timess have changed and people have realized that acquiring intervention for a shot instantly can cut down their encephalon harm and better their opportunities of lasting a shot. Treatment of a shot varies depending on what caused the shot. Before anyone can get down intervention a physician will execute several trial, such as ; a resonance imagination ( MRI ) or a computed imaging ( CT ) scan to name which type of shot occurred. Trials may besides be done to find where the hemorrhage is or to see where the coagulum is. Having these trials done will besides demo the Doctor ‘s how much encephalon harm has occurred. If an ischaemic shot is discovered within the first three hours when the symptoms started so a clot-dissolving medical specialty can be given, which can increase the opportunities of endurance and re covery. A individual whom had an ischaemic shot may besides be given an acetylsalicylic acid. Other medicine may be given to command febrility, ictuss, and blood sugar degrees. For a haemorrhagic shot medical specialties may be given to command febrility, ictuss, encephalon puffiness, blood sugar degrees, and blood force per unit area. Person who has a haemorrhagic shot will besides be watched closely for marks of force per unit area on the encephalon. If haemorrhagic shot is due to an aneurism so surgery may be done to mend it. After the first initial interventions are done for a shot so the focal point turns on rehabilitation and forestalling another shot. If a blood coagulum caused the shot so the patient may hold to take decoagulants to forestall another shot from go oning. Medicines may be given to stroke victims to take down high cholesterin or to command blood force per unit area. After a shot victim is stabilized so they may get down rehabilitation, which allows person who h ad a shot to recover some normal operation in their life. To cut down the hazard of holding another shot alterations in the life style of a shot victim will hold to be changed ( WebMD, 2009 ) . There are some future intervention options that are being researched to assist victims of a shot. One technique that is being researched involves the transplantation of research lab grown nervus cells into the encephalon of a shot victim. Research workers are trusting that by transfering these nervus cells into the encephalon of a shot victim that it will better motor and address accomplishments. This technique is still being researched. Since a shot is hard to handle research workers are looking at forestalling a shot before it happens ( St. Luke ‘s Episcopal Hospital, 2008 ) . On the Louisiana ‘s Department of Health and Hospitals ( 2006 ) , website there is plentifulness of information on what a shot is, what causes a shot, the hazard factors for a shot, and how to assist cut down the opportunity of holding a shot. The information on the web site is delivered in a manner that lets person understand precisely what is being said without utilizing large words. The information is delivered in an easy to read and apprehensible manner. The information is available to those who visit the Louisiana Department of Health and Hospitals office or web site. The information that the Louisiana Department of Health and Hospitals offer is really helpful and comprehensive. Explaining how shots occur and how to forestall a shot is the most of import information that is available. There is besides a subdivision on bosom healthy formulas. These different formulas are of import when person needs to cognize precisely what is healthy to eat, and what can take down their ha zard of holding a shot. The Louisiana Department of Health and Hospitals needs to supply a subdivision on how shots are treated. There besides needs to be local support groups in every parish in Louisiana. The Mayor of Louisiana has set aside as the month of May being stroke month consciousness, but more demands to be done. Many people are non cognizant of the stroke month consciousness. Peoples are besides non cognizant that they can travel to their local Health Department and acquire information and aid with shot ( Louisiana Department of Health and Hospitals, 2006 ) . To suggest a new and effectual manner to acquire the word out about the improved plan one should utilize an mean individual on a flyer discoursing what a shot is, marks and symptoms of a shot, the hazard factors for a shot, and bar methods for a shot. This flyer should be mailed to occupants in each parish who are in-between aged and older. The flyers should besides hold information about their local Health Departments, and who they may reach if they have any inquiries or concerns about a shot. These flyers should be sent out allowing occupants know about the shot awareness month, and that they can come in and acquire a free blood force per unit area cheque, discourse eating healthy and how regular exercising helps lower their hazard of a shot. Strokes can happen at any age, but as person gets older the opportunities of holding a shot additions. To cut down the hazard of holding a shot one should avoid smoke and eat a healthy diet. If person has diabetes so proper medicine and intervention should be taken to assist take down the opportunity of holding a shot. Exerting on a regular basis on a day-to-day footing will besides assist lower the opportunity of holding a shot. If one has a shot so immediate medical attending is of import within the first three hours, which can take down encephalon harm and aid with recovery. Being cognizant of the hazard factors that one can command will assist cut down the hazard of holding a shot ( American Stroke Association, 2009 ) .

Marketing strategy of Teletalk Banladesh Essay

Executive Summary From the dawn of human civilization people use many ways to communicate with each other and those ways of communication were changed or updated time to time because of new innovation and demand. The power of telephony is a new enterprise culture, from banking to agriculture to healthcare. The opportunities that lie in the telecom industry seem endless and lucrative due to the continuous innovation and growing demand for mobile-telephony. Nowadays mobile phones have become an indispensable part of Bangladeshi’s everyday-life and we never want to leave this device at home while we head for our work. Teletalk Bangladesh Ltd. was formed to operate the network installed by BTTB and it has been successful in operating a standard network and give proper service to the people of Bangladesh. Teletalk has introduced many attractive packages and all of them have been welcomed by the market. From the very beginning of its launching, Teletalk got huge popularity as it triggered the true co mpetition in the market. People have high expectation from Teletalk. They expect continuous network coverage all over the country, prompt customer service, and more value added services, data services of high band-width etc. from Teletalk. Teletalk must honor its customers by improving its services day-by-day so that people can realize that even in a competitive scenario, the public sector organization can achieve remarkable development if they get opportunity.The target market of Teletalk is clearly defined: Elite group (above 25years of age), Up market professionals and entrepreneurs and, Women and senior citizens. The Company aims to increase the current market share of 10% to 25% by December 2015 by continuously expanding and widening its coverage to the remotest areas in Bangladesh and creating Customer Care Touch Points across the Country. 2.0Company Overview Teletalk Bangladesh Limited is a public limited company, registered under the Registrar of the Joint stock companies of Bangladesh. Total shares owned by  the Government of the Peoples Republic of Bangladesh. Teletalk Bangladesh Limited (the â€Å"Company†) was incorporated on 26 December, 2004 as a public limited company under the Companies Act, 1994 with an authorized capital of Tk. 20,000,000,000 being the only government sponsored mobile telephone company in the country. On the same day the Company obtained Certificate of Commencement of Business. We continue to grow and engage our customers through our clear commitment to offering high quality products and services as well as leading customer retention and loyalty programmers. Teletalk continues to be a part of the revolution that’s connecting millions of Bangladeshi people and around the World. Teletalk Bangladesh limited was established keeping a specific role in mind. Teletalk has forged ahead and strengthened its path over the years and achieved some feats truly to be proud of, as the only Bangladeshi mobile operator and the only operator with 100% native technical and engineering human resource base, Teletalk thrives to become the true people’s phone – â€Å"Amader Phone†. Basic objectives for which the Company was formed are highlighted here under: 1. To provide mobile telephone service to the people from the public sector 2. To ensure fair competition between public and private sectors and thereby to safeguard public interest 3. To meet a portion of unmitigated high demand of mobile telephone 4. To create a new source of revenue for the government. Mission and Vision To innovate and constantly find new ways to enhance our services to our customer’s current needs and desires for the future. Our vision is to know our customers and meet their needs better than anyone else. To provide mobile telephone service to the people from the public sector To ensure fair competition between public and private sectors and thereby to safeguard Public interest To meet a portion of unmitigated high demand of mobile telephone. To create a new source of revenue for the government. 3.0 Current Market Situation Teletalk Bangladesh limited (TBL) have started their first operations in Bangladesh in 2004. The products have been well received and the marketing  is the key to the development of its brand image as well as the growth of the customer base. TBL now offering different packages for the customers. Bangladesh is the first South Asian country to adopt cellular technology back in 1993 by introducing Advanced Mobile Phone System. In fact, the liberalization of Bangladesh‘s telecommunications sector began back in 1989 but it took several years to launch the services. In 1996 the then government awarded three GSM licenses aimed at breaking the monopoly and making the cellular technology affordable to the general masses. There are six mobile phone operators in Bangladesh. These are Grameenphone (GP), Banglalink, Robi, Airtel, Citycell and Teletalk. Citycell is the first mobile phone operator in Bangladesh. Today GP is the market leader and Banglalink is the market challenger, in terms of number of subscribers they have, in Bangladesh mobile telecom industry. In Bangladesh, mobile phone subscribers are increasing very rapidly. In February 2009 total subscriber was 45.21 million which reached 76.43 million at the end of June 2011; at the end of December 2011 the figure reached 85.455 million and finally 92.120 million at the end of May 2012. Teletalk Bangladesh limited is entering its eight years of its operation. Its services have been well received and marketing will be key to the development of brand and product awareness as well as the growth of the customer base. To gain market share in this dynamic environment, Teletalk Bangladesh limited carefully target specific segment with features that deliver benefits valued by each customer. 4.0 Market Description Teletalk 2G posse’s good information about the market knows a great deal about the common attributes of the most valued customer. Before launching its experienced and prompt sell and marketing force observed the market carefully and better understood who is served, what are their specific needs and the way to communicate with the customers need and demand. Though the call rate tariff is reducing due to the heavy competition in the telecom market, the market is widening day by day as the number of mobile users are increasing and there is a lot of scope to develop this sector. Teletalk is the fastest growing telecom sector in Bangladesh. Teletalk is the part of  BTCL. At the time launching Teletalk the market was too competitive. Teletalk is the government own company operating in Bangladesh. Target market Customer can choose different packages based on several different service offer by the teletalk 2G. Specific segments are targeted by the teletalk. They different packages offer by teletalk for corporate people like teletalk executive, teletalk professional etc. From the teletalk product we can easily understand that teletalk targeting corporate people, business man and professional. Market Demographics The profile for the typical Teletalk customer consists of the following geographic, demographic factor: Geographies Teletalk has established their customer care point (CCP) only in the divisional cities and the big citied only. In their CCP’s they provides free services to their customer and also sells the mobile handsets, and mobile accessories. Demographics The teletalk Bangladesh limited targeted all group of people whose age is more than 18. Especially Teletalk 2G users are high income people who work in the different industry like bank, medical and different professional doctor, lawyers etc. 5.0 Product Review Teletalk offers an array of different packages. In addition to offering the fundamental pre-paid and post-paid mobile services, it offers a wide range of value added products and services such as, SMS, GPRS, mobile data services, infotainment services, SMS banking, Caller Ring Back Tone, Ringtones download, Picture Messaging, MMS, Voice Greetings. The pre-paid packages are- Standard Shapla (Pre-paid) Shadheen And the post-paid packages are- Standard (rajanigandha) Shapla (Post-paid) Corporate Packages Teletalk Executive (prepaid) Teletalk Executive (postpaid) Professional (prepaid) 6.0 Competitive Review At presents, there are around 6 companies that are now in the mobile phone business. They are – 1. Grameen phone 2. Banglalink 3. ROBI (Aktel) 4. Airlel (Warid Telecom) 5. City cell 6. Teletalk Those five mobile operators companies are the direct competitors of teletalk 2G. And there are also lots of indirect competitors of teletalk like Rangs telecom, Peoples telecom, etc. Citycell was the first to start telecommunication business in Bangladesh in 1989. GP and Aktel now ROBI started their business from 1997 & 1998. The service charge was great but the facilities was few. Banglalink made the history by inviting varity of services at a very cheaper rate. GrmeenPhone is the leader of the mobile market but banglalink is the second biggest company in Bangladesh. Grameen Phone Grmeen phone are the market leader in Bangladesh mobile phone operator. Grameen phone started its business in the year 1997. Grameenphone now provides voice, data and other value added services on prepaid and contract basis. Grameenphone has been a pioneer in bringing innovative mobile-based solutions to Bangladesh. Notable among these is the Healthline, a 24 hour medical call centre manned by licensed physicians. Other innovations include Studyline, a call centre-based service providing education related  information, Mobicash, for electronic purchase of train and lottery tickets, Billpay, for paying utility bills through mobile phones and over 500 community information centres across Bangladesh. These centres bring affordable Internet access and other information based services to people in rural areas. As at 31 March 2012, Grameenphone had 37.6 million subscriptions, while the estimated mobile penetration (SIM cards) and number of inhabitants in Bangladesh were 56% and 160 milli on, respectively. Grameenphone became stock listed in November 2009, with, as at the date of this Base Prospectus, the largest public offering in Bangladesh. It is listed on both the Dhaka and Chittagong Stock Exchanges. Banglalink GrmeenPhone is the leader of the mobile market but banglalink is the second biggest company in Bangladesh. banglalink made a revelation in the telecommunication sector. Banglalink provides different packages for different segments like Banglalink icon for corporate and high income group people and Banglalink DESH gives the best rate for their users. ROBI Robi Axiata Limited is a joint venture between Axiata Group Berhad, Malaysia and NTT DOCOMO INC, Japan. Robi Axiata, formerly known as Telekom Malaysia International (Bangladesh), commenced operations in Bangladesh in 1997 with the brand name AKTEL. On 28th March 2010, the service name was rebranded as ‘Robi’ and the company came to be known as Robi Axiata Limited.robi charges on-net and off-net .68tk/min robi to robi. Airtel Taking over warid telecomm airtel is running its operation as mobile phone operator in Bangladesh. They are the first choice young generation people. They give lots of bonus and gifts to their customer and they charge very low. City Cell City cell is the first mobile operator company and only one CDMA company in Bangladesh. Though city cell is the first company in the Bangladesh they did not stable the market as a first mover. 7.0 Channels and Logistics Review Teletalk has established their customer care point only in the divisional  cities and the big citied only. In their CCP’s they provides free services to their customer. Teletalk will be distributed through a network of retailers in the market. Among the most important channel partners being contacted are- Own outlet- Teletalk sells there product on their own customer service center. Mobile phone retail store- the mobile phone retail store and recharge centre carry teletalk 2G SIM. Electronics Specialty store- This kind of store also carry teletalk 2G SIM. SWOT Analysis The following SWOT analysis captures the key strengths and weaknesses within the teletalk 2G and describes the opportunities and threats facing teletalk. Strengths: The most and the important strength of the Teletalk is a government owned company and can easily use the government resources. Strong brand equity and recognition in Bangladesh Steadily growing customer base Alliances with industry leading corporations in mobile services & technologies The public organization uses the Teletalk as their official purpose, i.e. Desco and Desa loadsheding information. Weaknesses: The network facility all over the country is not satisfactory. The customer satisfaction is not available all over the country. Cannot offer the Value Added services other than other operators. Steady decline in average revenue per user (ARPU) No presence in key emerging markets Taxes imposes by the government Lack of experience Short of sales people Opportunities: Increasing network coverage in the Bangladesh First to introduce as T&T in coming. Mobile internet expansion New product Price competitiveness Large market Target new market segment Bankable project Availability of raw materials Free Move alliance Threats: Intensifying competition consolidation in the market Economic slowdown Bangladeshi regulation on cross-border cell phone usage by customers Political Unrest No promotional Activities Analysis of Strengths Subscriber inclination to Teletalk as a government owned organization: People have a deep inclination towards Teletalk . Because subscribers have more confidence in the government institution. They think that they might get some extra benefit from Teletalk like lower call rate, optical fiber facilities etc. rather than other providers. Teletalk’s all connections are ISD & EISD: It’s a big strength of Teletalk. It’s the only SIM which has such a versatility of connections having ISD, Economy ISD service along with both incoming and outgoing connectivity with any of the land phones. This is not seen to other providers. It gives a tremendous competitive advantage to the Teletalk Bangladesh ltd over its respective competitors. Teletalk is the only indigenous company using GSM service: Teletalk is the only local organization which is providing GSM technology in this country. The other local organization named pacific telecom is providing CDMA technology which is more expensive. So Teletalk can take this advantage over its competitors. It has also provided incoming facility up to 2015: Teletalk have a strong strength over its competitors in case of incoming facility. Teletalks present incoming duration is up to 20015. Which is 20 times more than other competitors? From the very beginning it is providing free TNT incoming: Teletalk is the only provider which is providing T&T incoming free from the very beginning. Whether other operators providers providing such kind of facility just now. Moreover its contribution to our economy can be notable: As a Govt. owned company Teletalk have a strong contribution in our national economy. Its one of the high profit generating Govt. organization  in Bangladesh. Low cost provider: The most remarkable success of Teletalk is the slump in tariff structure. It is the lowest cost provider in Bangladesh telecommunication market. Analysis of Weaknesses Premature entrance in mature market: The biggest weakness was a premature entrance in a mature market. As soon as anyone could catch hold of a Teletalk mobile, he started comparing it with the services of Grameen, Banglalink or Aktel. Lower number of human resource: The number of employee of Teletalk is too much lower regarding its requirement. As a result the service quality and customer satisfaction go down. Failed to identify difference between developed market and developing market: Teletalk failed to identify the difference between developed market and developing market. There strategy making is not match with the current situation. Lower promotional activities: The promotional campaign of Teletalk is not too much strong like other providers of Bangladesh as result consumers are less aware about Teletalk and its package. Weak management system: poor coordination among different functional department of Teletalk as result service efficiency goes down. Poor marketing: The overall marketing activities of Teletalk is not much rich like other competitors. Lower number of value added service: Teletalk Bangladesh Ltd. is providing a less number of value added service to its subscriber regarding its competitors. As a result subscribers are becoming dissatisfied on the Teletalk service. The comparison of value added services of different operators are mention below. Whereas Teletalk providing less number of value added service. Objectives and Issues OBJECTIVES Profitability Objectives-To achieve a 20% return on capital employed by August 2013. Market Share Objectives-To increase the current market share of 10% to 25% by December 2015 Promotional Objectives-To become the most admired telecom operator in the country by June 2015. Objectives for Survival-To survive the current double-dip recession. Objectives for  Branding-To make the teletalk brand the most preferred brand in the telecom industry across the Bangladesh by 2018. Issues Though teletalk started its operation 2005 but the company is not well established so our main issue is the ability to establish the teletalk as a one of the market leader and meaningful positioning. The teletalk will have to invest heavily in marketing to create a memorable and distinctive brand image projecting innovation, service and value. Teletalk have to measure awareness and response so they can adjust they are marketing efforts as necessary. Marketing Strategy Marketing strategy is a process that can allow an organization to concentrate its limited resources on the greatest opportunities to increase sales and achieve a sustainable competitive advantage. Teletalk as a market follower in the current Bangladesh telecom industry has to deploy various kinds of strategies in order to be able to stand the intense competition. Positioning Positioning is the heart of marketing strategy. It is the act of designing the companies offer and image so that it occupies a distinct and valued place in the target customer. After the company has decided which market segment to enter with which product, it must decide what positions it want to occupy a clear distinctive and desirable place relative to competing products in the mind of target customers. The company’s entire marketing program should support the chosen positioning strategy. Since if a product is perceived to be exactly like another product on the market, consumers would have no reason to buy it, Teletalk brings special features on the product as well as significant various services that positioned the products in the target segments. Products can be positioned with some positioning strategy. We find that Teletalk has taken has taken multi-various strategy to position its various product in the market. Teletalk position itself as own mobile phone company (Amade r phone). Teletalk is owned by Bangladesh government. It designed its products according to the usage occasion.  Consumers can use teletalk in specific occasions according to their need such as the international roaming gives the consumers an opportunity to use their cellular phone in abroad countries. The products of teletalk are available for certain classes of users. Marketing Mix 4p’s Products The basic product of Teletalk Bangladesh Ltd is its SIM. Connectivity is the Core Benefit of this product. The Expected Product is good connectivity and a large area of coverage which Teletalk struggles to maintain. Teletalk is now concentrating on its Augmented Product which is VAS (Value Added Services).It has launched some new VAS recently such as Internet SMS while previous ones such as Cricket Update or Load Shedding update continue to serve. And teletalk 2G can convert to teletalk 3G. Price The present pricing strategy for Teletalk prepaid connections is shown here- Package: Standard Call Directions Call Categories Peak [ 8am-12am ] Off Peak [ 12am-8am ] Out Going Calls Teletalk to Teletalk Tk. 1.40 Tk. 00.60 Teletalk to Others Tk. 1.90 Tk. 1.00 Teletalk to Overseas Tk. 1.90 + ISD & EISD Tk. 1.00 + ISD & EISD SMS and Voice SMS Tk. 1.00 and tk.2 GPRS Tk. 00.02/KB or Unlimited fee Tk. 800.00/Month FnF Tk. 00.75 [Teletalk] & Tk. 1.25 [Other] Package: Shadheen Call Directions Call Categories Peak [ 8am-12am ] Off Peak [ 12am-8am ] Out Going Calls Teletalk to Teletalk Tk. 0.99 TTk. 00.60 Teletalk to Others Tk. 1.90 Tk. 1.00 Teletalk to Overseas Tk. 1.90 + ISD & EISD Tk. 1.00 + ISD & EISD SMS and voice SMS Tk. 1.00 and Tk. 2 GPRS Tk. 00.02/KB or Unlimited fee Tk. 800.00/Month FnF Tk. 00.25 & Tk. 1.00 [Other] Teletalk will practice customer base pricing strategy, flexible pricing mechanisms and controlled by. In order achieve to strategic goal of cost leader we continue to maintain a pricing formula which is less than market leader by 20%. Promotion Advertising Teletalk will have to pursue an aggressive advertising campaign, as it will provide unsought services. Printing, electronic and some other Media will be used for this purpose. Print Media Electronic Media Others News Paper Magazines Television Radio Internet Outdoor Tri vision Print Media Newspaper- Teletalk should increase its advertisements in The Daily Star, TheDaily Prothom-Alo etc to communicate with the target groups. Magazines- Teletalk should advertise in magazines. Electronic Media Television- Television advertising is certainly the most effective communication strategy. Advertising for Teletalk can be done on ATN Bangla, â€Å"Channel i† etc. in their prime hours on a relatively regular basis. Radio- As the FM radios are emerging rapidly as a strong media, there will be some radio advertisement to cover the necessity based target group. This will also help to build the way when Teletalk will be gradually penetrating other areas of Bangladesh. Internet- Teletalk plans to develop a strong web page. Developing a web page and its maintenance would not be expensive. The page will contain attractive and at the same time important information about Teletalk. Transit- Recently Teletalk has advertised in BEVCO buses covering the whole bus with Teletalk themes and ads. It will publish some attractive ads and use it in some private and mass transits like Volvo and Premium bus service. This type of advertising will increase the visibility of Teletalk.. Billboard- Some billboards will be placed on busy and important roads in Dhanmondi, Gulshan, Banani, Uttara, and New Market areas. Place Teletalk sales its products through its customer care centers and the dealers. It has only 4 customer care centers which should be increased to give better service to its existing and potential subscribers. Its distribution should be made better by making SIMs available in small retail shops in every area. Teletalk participates in the trade fairs and that is also a good place to gain the attraction of the subscribers. Distribution Strategy Teletalk doesn’t sell its packages directly to its customer. Rather it maintains an indirect distribution channel for the customer. It appoints dealer for sell. Through the dealers the packages are distributed to the customers. Consumers can get the package through them. Teletalk always wants to sell its products as many as they can. As a result they try to make the packages available as many outlets and retailers as possible.The  distribution network of Teletalk is as follows Marketing Research Teletalk possesses good information about the market and knows a great deal about the common attributes of the most prized customer. This information will be leveraged to better understand who is served, what their specific needs are, and how Teletalk can better communicate with them. Using research, we are identifying the specific feature and benefits that our target market segments value. Feedback from market test, surveys, and focus group will help us develop the teletalk 2G. We are also measuring and analyzing customers attitudes towards competing company and product and services. Brand awareness research will help us determine the effectiveness and efficiency of our messages and media. Finally we will use customer satisfaction studies to improve our service and product feature. Marketing Organization Teletalk chief marketing and sales officer Mr. Habibur Rahaman holds overall responsibility of the company’s marketing activities and Unitrand ltd. advertisement firm the external marketing organization for teletalk. Implementation The following milestones identify the key marketing programs. It is important to accomplish each one on time and on budget Control and Evaluation of Performance Taletalk’s marketing plan is to serve as a guide for the organization. The following areas will be monitored to gauge performance: Revenue: monthly and annual Expenses: monthly and annual Customer satisfaction Market Share Subscriber base New product development Conclusion The biggest advantage of is that it’s a government company though teletalk did not established as a market leader. And teletalk can improve its product and service to retain in the market. GP is the leader in the market and banglalink is in the second position. Teletalk has got lot of aspect to improve the situation. To be the market leader teletalk must be very careful in the field of marketing plan and the success of the company is a matter of subject that how they are implementing the plan. References 1. www.google.com 2. www.teletalk.bd.com 3. Annual report 2009-2010 4. BTRC

Herzbergs Two Factor Theory Essay

1.0 INTRODUCTION Motivation is an important driver in an organisation and is crucial to the management of intellectual capital. Motivation underlies what employees choose to do (quality and/or quantity), how much effort they will put into accomplishing the task, and how long they will work in order to accomplish it. Employees who are motivated will work more effectively and efficiently and shape an organisation’s behavior. A motivated workforce will have a strong effect on an organisation’s bottom line. Motivation is strongly tied to job satisfaction. Job satisfaction is how individuals feel about the tasks they are supposed to accomplish and may also be influenced by the physical and social nature of the workplace. The more satisfied employees are with their jobs, the more motivated they will be to do their jobs well. There are several important studies relating to motivation. These include Abraham Maslow’s hierarchy of needs, Frederick Herzberg’s study of hygiene and motivational factors, Douglas McGregor’s Theory X and Theory Y, Victor Vroom’s Expectancy Theory, and J. Stacy Adams’ Equity Theory. It is worth noting that the paper will give some highlights of the above mentioned theories so as to give a bigger picture on the subject of motivation, further the paper will give brief definitions of some key concepts such as motivation and job satisfaction. It is also important to state here that the paper will restrict itself to the two factor theory by giving a brief explanation on the theory and then zero in on each of the hygiene factors in detail after which the position of the author on the subject under discussion will be outlined and the conclusion shall follow with the bibliography. 1.1 DEFINITIONS OF KEY CONCEPTS As posited by Vroom (1964), the word â€Å"motivation† is derived from the Latin word movere, which means â€Å"to move†. Motivation is an internal force, dependent on the needs that drive a person to achieve. Schulze and Steyn (2003) affirmed that in order to understand people’s behaviour at work, managers or supervisors must be aware of the concept of needs or motives, which will help â€Å"move† their employees to act. Locke (1976) defines job satisfaction as the positive emotional state stemming from valuation of a person’s experience associated with the job. Job satisfaction is associated with salary, occupational stress, empowerment, company and administrative policy, achievement, personal growth, relationship with others, and the overall working condition. It has been argued that an increase in job satisfaction increases worker productivity (Wright & Cropanzano, 1997; Shikdar & Das, 2003). Therefore, job satisfaction has a major effect on people’s lives. Locke (1976) indicated that job satisfaction most commonly affects a person’s physical health, mental health and social life whereby people who are satisfied with their jobs will tend to be happy with their lives. Breed and Breda (1997) indicated that job satisfaction may affect absenteeism, complaints, and labour unrest. In view of this, satisfied workers will be much more productive and be retained within the organisation for a longer period, in contrast to displeased workers who will be less useful and who will have a greater tendency to quit their jobs (Crossman, 2003). More importantly, satisfied workers not only perform better but also provide better service to customers, which could result in improving customer satisfaction. It is assumed that motivation and satisfaction are very similar and that, in many cases, they are considered to be synonymous terms. According to Hersey and Blanchard (1988), motivation and satisfaction are quite different from each other in terms of reward and performance. The authors point out that motivation is influenced by forward-looking perceptions about the relationship between performance and rewards, whereas satisfaction involves how people feel about the rewards they have received. In other words, motivation is a consequence of expectations of the future while satisfaction is a consequence of past events (Carr, 2005). Researchers have given considerable attention to employee job satisfaction because it is closely related to the quality of the employee’s life. Jenner (1994) insisted that increasing the employee’s job satisfaction or morale is an important technique for eliminating absenteeism, reducing turnover, and eventually raising productivity. Barber (1986) found that job dissatisfaction was associated with greater absenteeism and higher turnover rates. With high job satisfaction, the employee tended to show stronger organizational commitment and higher intention to remain with the company. 1.2 UNDERSTANDING MOTIVATION USING THEORIES Theories of motivation can help us understand why people behave as they do. No theory has a Universal approach to explain human behaviour, because people are too far complex (Donnelly, et al.1996). Two important groups of theories are content theories and process theories. Content theories are concerned with identifying what factors in an individual or the work environment energise and sustain behaviour. Process theories try to describe how behaviour is energised, directed, and sustained. Process theories first attempt to define variables in choice, i.e., Should I work hard? (Choice); how hard do I Work? (Persistence). Maslow’s Hierarchy of Needs posits that behavior at a particular moment is determined by the strongest need. He placed them in a framework referred to as the hierarchy of needs because of the different levels of importance. Those needs that come first must be satisfied before a higher-level need comes into play. Equity Theory posits that perceived inequity is a Motivational force. Workers evaluate equity using a ratio of inputs to outputs. Inputs include qualification, experience, effort, and ability. Outcomes include benefits. Inequities occur when workers feel that outcomes are not compatible with inputs. Expectancy Theory asserts that employees are motivated to make choices among behaviors. If employees believe that effort will be rewarded, there will be motivated effort, that is, they will decide to work harder to receive a reward. Expectancy is the belief that certain behaviours will or will not be successful. Preferences are the values a person attaches to different outc omes. 2.0 THE TWO FACTOR THEORY Herzberg’s two-factor theory of motivation (1959) explains and studies the factors that play a key role in making the employees of an organisation satisfied or dissatisfied with their work and job profiles. The two factors are- hygiene factors and motivators. If hygiene factors are absent, they can lead to creation of dissatisfaction among workers, but when they are adequate, they alone cannot lead to satisfying workers in the work environment. On the other hand, motivators are the factors that are related to the nature of the job and play a significant role in providing satisfaction among workers and leading to higher level of motivation (Bassett-Jones and Lloyd 2005). Employees all over the world not only want job security but also want quality employment. They desire to be given ample opportunities for advancement, good working conditions, and fair treatment by managers, autonomy on their work, challenging jobs and responsibility (Miner 2003). These factors are included in the motivator factors given by Herzberg and still hold true today in contemporary business environment. Today’s organisations focus on teamwork and cohesion among the group so as to create an inductive environment for work where employees are motivated to work and contribute to attaining the goals of the organisation. Cock and Davis (1990) demonstrate that work quality is one of the major factors that determine satisfaction among employees in terms of motivation. For instance, if an employee has adequate money, but he has no meaningful work, then the employee starts feeling lack of self value, which is again in coherence with the Herzberg’s theory that when money stops being the driving force of motivation for employees, psychological rewards take its place and become more crucial as well as significant in terms of acting as a driving force of motivation. So, money stops acting as the motivator for employees beyond a certain threshold (Critical Analysis of Adam J. Stacy’s and Frederick Herzberg’s Theories on Job Satisfaction of Employees 2012). In today’s business scenario, sources of satisfaction at work and the ways in which jobs can be designed so as to make the work itself more challenging and enriching can motivate employees and help organisations attain their aims and goals as mentioned in Herzberg motivation theory (Locke and Latham 2004). Herzberg stated that the only way to motivate employees in the organisation is to give them challenging work so that they can feel a sense of responsibility as well as belonging towards the organisation. Today, employees are involved in decision making due to which they feel more responsibility as well as find themselves at a higher level of motivation. Intrinsic drivers dominate over external stimuli in terms of motivation and lead to enhanced contributions towards organisational success. According to Herzberg’s book on Work and the Nature of Man 1973, he says man has two sets of needs: his need as an animal to avoid pain, and his need as a human to grow psychologically. The biblical personages of Adam and Abraham are used to illustrate and develop the duality of man’s nature. Briefly, as Adam, man is pictured as an animal whose overriding goal is to avoid the pain inevitable in relating to his environment. On the other hand, looking at man in his totality, in addition to his avoidance nature there exists a human being who is impelled to determine, to discover, to achieve, to actualise, to progress and to add to his existence. These needs summarise the Abraham concept of man Work and the Nature of Man 1973. A basic understanding of the concept is that man exists as a duality and has two sets of needs present at the same time. Another interesting and important aspect of man’s dual nature follows in that the two sets of needs of man are essentially independent of one another. That is, each of the two concepts of man consists of a system of needs that operate in opposing directions. Furthermore, seething the needs of one facet of man (Adam) has little or no effect upon the needs of the other facet in man (Abraham). It should be noted that since both sets of needs exist in man at the same time both must be served and one will not substitute for the other. To illustrate, one cannot find happiness simply by avoiding physical pain, or avoid pain by finding happiness. From this illustration it becomes apparent that happiness and pain are not polar opposites of the same feeling originating from the same source; that is, happiness and pain are not on the same continuum. This is the principal upon which the Herzberg two-factor theory is based. Job satisfaction and job dissatisfaction represent two separate and distinct continua just as observed earlier with respect to happiness and pain. Herzberg offers another analogy-as follows-to help explain this way of thinking about job attitudes; let us characterise job satisfaction as vision and job dissatisfaction as hearing. It is readily seen that we are talking about two separate dimensions, since the stimulus for vision is light, and increasing and decreasing light will have no effect on man’s hearing. The stimulus for audition is sound, and, in a similar fashion, increasing or decreasing loudness will have no effect on vision. Herzberg analysed and classified the job content factors or satisfying experiences as follows –Achievement -Recognition -Work itself -Responsibility-Advancement –Growth. According to Herzberg, these factors stand out as strong determiners of job satisfaction. Job responsibility and advancement being the most important relative to a lasting attitude charge. Achievement, more so than recognition, was frequently associated with such long-range factors as responsibility and the nature of the work itself. Recognition which produces good feelings about the job does not essentially have to come from superiors; it may come from subordinates, peers, or customers. It is interesting to note that recognition based on achievement provides a more intense satisfaction than does recognition used solely as a human relations tool divorced from any accomplishment, The latter does not serve as a satisfier, Rush, H. M. F. (1969- 92-93; 9:370) Compared with the satisfiers or motivators are the factors which cause low job attitude situations or job dissatisfaction. Such factors were found from the analysis of the study results to be associated primarily with an individual’s relationship to the context or environment in which he does his work. These factors are extrinsic to the work itself and are referred to as dissatisfiers or hygiene (or maintenance) factors. Herzberg categorized the context or environmental factors causing dissatisfaction to include: Dissatisfies: – Company policy and administration – Supervision – Working conditions – Interpersonal relations (with peers, subordinates and superiors) – Status – Job security – Salary – Personal Life 3.0 Hygiene Factors Why, for instance, do hygiene factors serve as dissatisfiers? Why, on the other hand, do motivators affect motivation in the positive direction? Consider the answers to these questions in terms of the distinction between the two sets of human needs (Adam vs Abraham). One stems from man’s animal nature and his need to avoid pain. This set consists of the needs for which the hygiene factors are relevant. The word â€Å"hygiene† is a medical term meaning preventative and environmental. This is an –appropriate term in view of the fact that the hygiene factors represent the environment to which man as an animal is constantly trying to adjust. The dissatisfies or hygiene factors previously listed are the major environment aspects of work. Because these factors serve only to reduce pain, they cannot contribute to positive satisfaction but only to the avoidance of dissatisfaction. Herzberg found, for example, that good working conditions (Physical, environment, congenial co-workers, good supervision) were rarely named as factors contributing to job satisfaction; however, poor working conditions were frequently cited as sources of dissatisfaction. Herzberg argued that improvement in the hygiene factors would only minimise dissatisfaction but not increase satisfaction and motivation. In order to motivate employees, the managers must ensure to provide the hygiene factors and then follow the motivating factors. When hygiene factors are adequate, people will not be dissatisfied; but at the same time they may not be fully satisfied. They will be in a neutral state. If we want to motivate people on their jobs, it is suggested to give much importance on those job content factors such as opportunities for personal growth, recognition, responsibility, and achievement. These are the characteristics that people find intrinsically rewarding. Herzberg model sensitises that merely treating the employees well through ‘good’ company policies is not sufficient to motivate them. Managers should utilise the skills, abilities, and talents of the people at work through effective job designing. In other words, the work given to employees should be challenging and exciting and offer them a sense of achievement, recognition, and growth. Unless these characteristics are present in the job, employees will not be motivated. A company policy that treats workers well may not be motivation in itself if there is no clear career progression plan or it hinders progression whether through strict staff development policy or lack of provision of scholarships. For example, some companies have policies that a worker needs to serve a minimum of 8 years for them to be granted paid study leave without sponsorship; in view of the life expectancy which is significantly reduced, it may not be possible for an employee to wait for that long. Additionally, an employee may have added responsibilities such as taking his children to school thereby making it extremely difficult for them to pay for their own studies. It is important to note that even in situations where this policy is elaborate, it may not bring motivation in itself unless it be accompanied by a motivator such as personal growth or recognition. There are a number of managerial styles that are adopted by different supervisors; some are strict and do not consult while others are open and make workers autonomous. The quality of supervision alone, however, will not motivate a worker. Even when the supervision is good, it may not motivate a worker unless this good supervision is coupled with achievement, where the worker is given a normal task load and these tasks are smart in nature. Only then can this be a source of motivation. Despite being good, the supervisor must be seen to apply the concept of equity in dealing with subordinates, if this aspect is absent, then the workers may be dissatisfied Factors that involve the physical environment of the job: amount of work, facilities for performing work, light, tools, temperature, space, ventilation, and general appearance of the work place. In a company were working conditions are poor, workers will not be motivated to work. For example, a receptionist who works in a small and stuffy room will not be motivated to go for work the following day. Even if such a person worked in an air conditioned room with good chairs, but the company does not recognise her contribution to the organisation, she may decide to leave the organisation because she will not be motivated. So it is only when these factors are combined that one will be motivated. For example, when such a worker’s contribution is recognised even by management writing her a letter of appreciation, then there will be motivation and satisfaction. When it comes to job security, which is employee’s job tenure and/or the company’s stability or instability, objective signs of the presence or absence of security, it is worth noting that when a job is secured it will produce a good feeling or the psychological well being of the employee will be good. However, on its own, it cannot provide motivation unless a balance is struck between the motivators and hygiene factors as outlined by Herzberg In Herzberg’s two-factor model pay is a maintenance factor that should not contribute significantly to motivation. The money that employees receive is actually a package made up of salary, and other fringe benefits such as transport, housing, furniture, medical allowance. Others include meal subsidy and utility allowances. This pay is given across the board or is universal and, therefore, a worker will not feel anything special about this pay unless it is given to workers who have performed exceptionally well and not to everybody else. In this case, it becomes a merit pay. For example, a government worker who has been in service for five years at a given position will be given the same salary as someone who has just graduated from the university because they have the same position and qualification and salary scale. In such a situation, salary will not be a motivation for the one who has served longer. In view of this, the employee who has worked for five years will only be motivated if his salary is different on account of performance and length in service. Here, we see an aspect of recognition coming into play. In expectancy theory, pay can satisfy a variety of needs and influence choice and behavior, while in equity theory, pay is a major outcome that one compares with other employees. The relationships between the worker and his or her superiors, subordinates, and peers-by which we mean the related interactions and social interactions within the work environment-play a major role in determining how employees feel about their work. Ordinarily a good and warm relationship with one’s supervisor would entail no dissatisfaction on the part of the worker. However, if the company does not recognise one’s effort or contribution to the organisation, then they will not be motivated. In order to motivate, good supervision has to be coupled with a good company policy and recognition. 4.0 Conclusion The concept of Herzberg’s Two-factor theory is one that focuses on understanding the acceptable hygiene factors that prevent the employee from being dissatisfied. It must be noted, though, that hygiene factors do not do much to motivate the employee and the management of companies has to seek other ways of achieving this. The main idea behind such factors is that they may spell the difference in the perceptions that employees hold with regards to their work and their relationship with their organisation of choice. It must be noted that both factors (hygiene factors and motivation factors) must exist in order for the employee to be motivated in his work, in the best way that he/she possibly can. If there are missing factors (whether they may be hygiene factors or motivation factors), it is possible for the employee to be dissatisfied and not perform in the best way that they can. If all the hygiene factors are present and even when there is more than enough of a hygiene factor present, then it is possible that the employee would still not be motivated. Thus, in order for managers to successfully motivate their employees, there is a need for them to determine the appropriate and the sufficient motivation factors to use. Although, it is not always necessary that motivators keep motivating employees all the time and hygiene factors cause dissatisfaction. Some of these factors can interchange their roles as well. Therefore, it is required on the part of managers to adopt more pragmatic approach and apply a blend of both motivator factors and hygiene factors to attain the individual as well as organizational goals with efficiency and effectiveness

Marketing communications plan Essay Example | Topics and Well Written Essays - 1250 words

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Hebrew Wisdom Essay The book of Proverbs can be very useful to its readers when in need of wisdom or helpful insight. Everyday people are forced to make life choices—good or bad. The book of Proverbs covers various issues and topics that can be found useful when making any decision. Whether it is an issue of marriage, sexuality, wealth, poverty, guarding the tongue, dealing with emotions, or many more, Proverbs paints a vivid picture of what both the right path and the wrong path have in store. The book of Proverbs â€Å"presents a vivid contrast between the life of wisdom and the life of folly† (Hindson and Yates 263). Proverbs is God’s manual to His people on how to live a life that is pleasing to Him. Throughout the book of Proverbs, readers will see the words diligence and laziness multiple times. These words correspond with the contrast between wisdom and folly because diligence is the result of wisdom and laziness is the result of folly. Towards the beginning of the book of Proverbs one verse in particular tells its readers clearly where the root of gaining wisdom and diligence is at: â€Å"The fear of the Lord is the beginning of knowledge, but fools despise wisdom and discipline† (New International Version, Prov. 1.7). All wisdom comes from fearing the Lord. This type of fear is not a fear of terror but rather a fear of awe and reverence. By having a respect for God, His children should want to please Him, which would result in considering the outcome in every decision being made. When people make wise choices it results in diligence, peace of mind, wealth (literally or spiritually), and gaining more knowledge. In contrast, foolish decisions bring about destruction, fear, laziness, and much more. Throughout Proverbs readers will repeatedly see warnings against laziness and rewards for diligence: â€Å"Diligent hands will rule, but laziness ends in slave labor† (Prov. 12.24). There is a theme throughout Proverbs repeatedly stating the benefits of diligence and the consequences of laziness. These  principles tie into wisdom and folly because when being wise, people will be wise with their time and are on the path to be continually growing in themselves and in the Lord. The reward in being diligent is an overflow of blessings â€Å"The blessings of the Lord brings wealth, and he adds no trouble to it† (Prov. 10.22). When being foolish people do not recognize the preciousness of time. In being selfish, they do not understand that their lack of action affects others†¦or they do not seem to care. When not walking with God and depending on our own abilities and understanding, people will miss out on the rewards of diligence. â€Å"He who trusts in himself is a fool, but he who walks in wisdom is kept safe† (Prov. 28.26). When reading the book of Proverbs, readers will find the book to be overflowing with wise instructions on how to live a life that glorifies God. Big or small, Proverbs offers many wise words and teachings for every situation people walk through in life. Whatever circumstance someone is going through the book of Proverbs gives helpful insight on how to wisely navigate life. Throughout the book of Proverbs readers will see a pattern of the rewards that diligence reaps and the natural consequences one must face when being lazy. This compares to the contrast between wisdom and folly in that when being wise in all one does, there will be a multitude of blessings and rewards. â€Å"†¦Get wisdom, discipline and understanding† (Prov. 23.23b). Just like when being lazy, when one is foolish there will be some unpleasant consequences in hopes that a lesson will be learned the next time around. â€Å"A wise man fears the Lord and shuns evil, but a fool is hotheaded and reckless† (Prov. 14.16). Works Cited Hindson, Ed, and Gary, Yates. The Essence of the Old Testament: A Survey. Nashville: BH Publishing Group, n.d. Print. New International Version. Grand Rapids: Zondervan, n.d. Print.

Cultural studies of Organization communication Essay Example for Free

Cultural studies of Organization communication Essay According to Saran and Kalliny (2009), there are many theories which explain the organizational behavior relative to changes in the structures. Saran and Kalliny (2009, para. 4) continue to explain that there are many variables potentially affecting the implementation process including corporate culture issues, such as formalization, decentralization, functional differentiation, leadership, job satisfaction and job involvement and organizational dynamic issues, such as resources and communication. The review of literature about this topic focuses on these key areas by providing historical and contemporary issues that have been captured within the scope of this research. Communication is one of the most essential things that an organization requires to prosper in any market especially during turbulent business environments. Dubrin (1997) was of the opinion that communication is a very important aspect that unites all systems of the organization. Managers spend most of their time communicating with different stakeholders to create an efficient flow of activities. Knowledge management is very vital to managers since the efficient operation of any organization depends on how information is managed. The long term survival of any organization depends on the ability to manage information and knowledge for the efficient communication. People exchange, process and use information through the system of knowledge management (Bakan et al, n. d. ). Organizational structure defines the various divisions within an organization and establishes a system of coordinating the various resources for the achievement of the goals and objectives. Decision making process follows the structure of the organization to ensure all responsible individuals make the appropriate decisions. The managers create a system of collecting information and ideas from all stakeholders during the process of decision making to ensure all parties are included in the decisions of the organization. All the forces to the organization must be considered during the decision making process, that is, environmental forces, technological forces and the strategies being adopted by the organization. The restructuring process must ensure that the managers create systems which make maximum use of the resources available to the organization. The definition of tasks, allocation of different resources and the arrangement of resources as well as tasks should match the structure, goals and objectives of the organization. Organizational structure provides the systems to be followed during division of labor, when delegating authority and responsibilities, when establishing units of command, and the span of control. The structure of the organization defines the strategies to be adopted when delegating authority and responsibilities (Porter, 1985). The use of technology is encouraged in developing organizational structures which match the needs of an organization. The use of information communication technology has increased as the need for efficiency in both private and public corporations intensifies. Technology helps people learn about the use of better knowledge about improving their systems. Good governance in organization requires the establishment of a clear organizational hierarchy to define the roles of each individual involved in the activities of the organization (Wade, 2002). The use of technology has been encouraged by many organizations to adjust the existing structures to fit new strategies that are required for improved performance. When new technologies are adopted, the management must introduce other structures to ensure their implementation takes place efficiently. The people working in an organization need to be educated and persuaded about the new technologies being adopted by the organization to ensure they utilize them for the benefits of all stakeholders (Evan Black, 1967). The technology must be relevant to the goals and objectives of the organization. The organizational factors must be well studied and analyzed to introduce a better system which is in line with all systems of the organization. Increase in technological innovation has attracted much attention especially due to the existence of scarce resources within the organization. Managers reshuffle the workers in their organization as well as creating other structures to ensure the organization adopts the new technologies being introduced (Rogers, 1995). Saran and Kalliny (2009) are of the opinion that implementing new technologies is complex and involves uncertainty. The uncertainty brings about conflicts between different stakeholders of the organization due to the new structures introduced. The uncertainty may create resistance from the people involved in the activities of the organization. The management must conduct adequate research about the best strategies to implement the technologies to ensure minimum resistance emanates from the individuals working in the organization (Rogers, 1995). However, Gill (2003, pg. 316) identified that many organizations do not conduct adequate research before implementing their new technologies and this has led to â€Å"low success rate, given the importance of the same in a very dynamic and ever changing business environment, where customers not only demand new products and services but also newness in the product offering. † Implementing new technologies requires introducing changes within the structure of the organization and behavior change is essential to ensure all stakeholders readily accept the new ideas. Behavior change is difficult where there is uncertainty about the technologies to be adopted. This may hinder implementation of the innovations. Organizations take a longer period to adapt to new changes compared to individuals. Fariborz (1991) suggested that the revolution in technology being observed today requires organizations to integrate the variables of the organization with implementation strategies. He continued to explain that technologies are the main vehicles of change and that individual, organizational and environmental factors affect the implementation of many technologies and innovations. Accepting change is the basis of introducing new technologies within the organization (Saran Kalliny, 2009). For an organization to adapt to new technologies there is need to link the organization to the appropriate technologies which match the structures within the system. The innovations and technologies adapt to the organizational and industrial structures with time and the management must be patient enough to allow the new systems become incorporated into the processes of the organization (Van De Ven, 1986). There is a learning process involved in the adoption of new strategies. The old systems must be done away with to ensure the people do not revert to them. The culture of the organization should be adjusted to accommodate the new changes. Changing the culture requires changing the attitudes and values of the people involved in the activities of the organization. Changing the culture is not an easy thing and many people will become opposed to these strategies since there are gains and losses to many people when new systems are introduced. The culture of an organization defines the values, norms, and attitudes that people have. The management must create structures which match the culture of the organization. The culture determines the best strategies to be adopted by the people working in an organization. The managers have a responsibility to establish a culture which suits the needs of the workers and other stakeholders of the organization (Bridges, 1991). The implementation of innovations and technologies requires a process to ensure all the stakeholders respond to the new systems successfully. The process starts from acquiring knowledge about the new systems, forming attitude about it, adopting or rejecting the new decisions, implementing and confirmation. Until the decisions are implemented, all activities prior to this involve mental processes. The installation of the ideas into real sustainable process is the final stage which determines the success of the management to implement its strategies (Pierce and Delbecq, 1977). Corporate restructuring allows the managers bring changes within the organization to accommodate new and better structures which improve the performance of an organization. The need to globalize domestic markets has forced many organizations to adopt better structures to create new market opportunities, overcome threats from organizations and diffuse models of business that relate to globalization. To improve the costs and revenue structures of the organization, managers have developed variety of objectives to ensure all aspects of management are captured (Jones, 2002). Formalization within the organizational structure provides the procedures to be observed when conducting the various activities by the individuals working in the organization. Organizational hierarchy describes the jobs and the amount of freedom provided to the stakeholders of the organization (Cohn Turyn, 1980). For the effective adoption and implementation of new technologies, the formal structures must be followed when performing duties within the organization. All systems of the organization should be properly coordinated to ensure the implementation of the new ideas is successful (Kim, 1980). Formal procedures are introduced within the organization to reduce stress which may originate from confusion that occurs when systems are not properly coordinated. Formal structures provide the lower level employees of the organization with equal opportunities to avoid discretion in the allocation of duties and rewards. The planning process requires the management to create a properly coordinated system that will bring about successful implementation of new technologies (Zaltman, Duncan Holbek, 1973). The use of communication is expressed in the organizational hierarchy where formal communication procedures are established. All people must adhere to the communication structures that the management has established for effective operation of activities. The organizational chart provides the flow of authority, information and other resources. The managers restructure the organizational structure as need arises and provide new roles to different individuals. Restructuring the organization requires creating a proper system so that all individuals can adjust accordingly (Bakan et al n. d. ; Porter, 1985). The global recession that affected all global economies in the world forced many organizations to adopt new strategies to improve their performance as well as ensure the corporate survival in the global markets. Many organizations have restructured their systems to adapt to the new changes brought about by the effects of the recession. To reduce the increasing costs of production, managers are adopting a downsizing strategy (Harman, 2009). The reduction in sales volume in the global markets provides managers with the decision to create better systems and structures which improve the image of the organization in the global markets (Dewar and Dutton, 1986). Hitt et al (1994) established that over the last two decades, many organizations have carried out extensive re-structuring process to cope with the changing global markets. The media and communications industry has been characterized by increasing competition in both local and global markets. Organizations need to restructure their activities to accommodate the changes in the global markets. Gregory (1999) provides that â€Å"corporate downsizing has been implemented by a large number of American firms in an effort to become more flexible and responsive to increased competition. † The strategy to down size many organizations have not been responsive to the strategy of reducing the costs of production. The impacts of downsizing upon the employees of these companies have been worse. Cases of stress among the remaining employees have been reported by organizations which have used downsizing as a strategy to restructure their systems. Other negative impacts related to downsizing are reduction in career opportunities and reduction in the loyalty to the company by the employees. The loss of very important employees is another risk associated with downsizing organizations (Hitt et al 1994). Decentralization of authority is an important aspect when implementing better hierarchies which ensure the organization is successful in its efforts to create a better structure. Decentralization allows all members of the organization to participate in the decision making process. Employees are able to translate the decisions made by their managers into specific plans of actions. For effective communication, the management should introduce a decentralized system to ensure all members of the organization contribute towards the activities of the organization. Decentralization ensures that all decisions are implemented successfully by establishing different work centers where different individuals can contribute their ideas. Workers are ready to own decisions when they participate in the decision making as well as implementation process (Jones and Jennifer, 2003). Proper leadership strategies within the organization should be adopted when implementing the new technologies. Leadership refers to the ability of the management to influence the subordinates to contribute willingly to the goals of the organization. The managers should have the skills of influencing others to accept the new structures for the success of the organization. Managing change within the organization requires proper leadership skills so that the managers can influence their followers about developing new behaviors to adapt to the new systems of the organization (Robbins, 1998). To ensure the employees accept the new technologies, the management should ensure the employees are satisfied in the jobs assigned to them. Job satisfaction creates the willingness to perform duties without being forced and motivates the employees to improve their performance (Herzberg, Mausner and Synderman, 1959). Functional differentiation allows the management to introduce better systems within the organization. Kimberly and Evansisko (1981, pg. 693) define functional differentiation as a process which represents the extent to which an organization is divided into different units, normally measured by the different number of units under the top management. The extent to which an organization differentiations its structures determines the success in implementing technologies. The communication process is made efficient by a high differentiation of the processes. The top management has the role of ensuring all employees comply with the established rules for the efficient operation of the differentiated units of the organization (Baldridge and Burnham, 1975). To ensure employees are satisfied by the various duties assigned to them, the management should differentiate the organizations units and allocate jobs according to the skills and experience of the individual employees. The use of technology in different units should ensure that the subordinates are allocated the appropriate units to avoid conflicts (Ahls, 2001). Bibliography Ahls, B. , 2001. Organizational behavior: A model for cultural change. Ind. Manage. , 43: 6-9. Bakan, I. , Tasliyan, M, Buyukbese, T. , Eraslan, I. H Coskun, M (n. d. ). Organizational communications: the role of information technology (it). Retrieved 5 June 2010 from; http://www. iamot. org/conference/index. php/ocs/4/paper/view/624/127. Baldridge, J. and R. Burnham, (1975). Organizational innovation: Individual, organizational and environmental impacts. Admin. Sci. Q. , 20: 165-176. Bridges, W. , 1991. Managing Transitions: Making the Most of Change. 1st Edn. Addison-Wesley Publishing Company Inc. , Massachusetts. Cohn, S. F. and R. M. Turyn, (1980). The structure of a firm and the adoption of process innovations. IEEE Trans. Eng. Manage. , 27: 98-102. Dewar, R. D. and J. E. Dutton, (1986). The adoption of radical and incremental innovations: An empirical analysis. Manage. Sci. , 32: 1422-1433. Dubrin, A. J. (1997). Essentials of management, South-Western College Publishing, Ohio. Evan, W. M. and G. Black, (1967). Innovation in business organizations: Some factors associated with success or failure of staff proposals. J. Business, 40: 516-530. Fariborz, D. , (1991). Organizational innovation: A meta-analysis of effects of determinants and moderators. Acad. Manage. J. , 34: 555-590. Gill, R. , (2003). Change management-or change leadership? J. Change Manage. , 3: 307-318. Harman, Chris Zombie (2009). Capitalism: Global Crisis and the Relevance of Marx / London: Bookmarks Publications. ISBN 9781905192533 Herzberg, F. , B. Mausner and B. B. Synderman, (1959). The Motivation to Work. 1st Edn Wiley, New York. Hitt, Michael A. , Barbara W. Keats, Herbert F. Harback, and Robert D. Nixon (1994). Rightsizing: Building and Maintaining Strategic Leadership and Long-Term Competitiveness, Organizational Dynamics, 23:2, 18-32 Gregory, Jannifer (1999). â€Å"Encouraging Organizational Learning Through Pay after a Corporate Downsizing†. [emailprotected]@gement, Vol. 2, No. 3, pp. 163-181. Jones, Marc T. (17 Apr 2002). Globalization and organizational restructuring: A strategic perspective. Thunderbird International Business Review, Volume 44, Issue 3 (p 325-351). Jones, R. G. and M. G. Jennifer, 2003. Contemporary Management. 1st Edn. McGraw-Hill, Irwin, California. Kim, L. , 1980. Organizational innovation and structure. J. Business Res. , 8: 225-245. Kimberly, J. R. and M. J. Evansisko, (1981). Organizational innovation: The influence of individual, organizational and contextual factors on hospital adoption of technological and administrative innovations. Acad. Manage. J. , 24: 689-713. Pierce, J. L. and A. L. Delbecq, (1977). Organization structure individual attitudes and innovation. Acad. Manage. Rev. , 2: 27-37. Porter, M. E. , 1985. Competitive Advantage. 1st Edn. Free Press, New York. Robbins, S. P. , 1998. Organizational Behavior. 1st Edn, Prentice Hall, New Jersey. Rogers, E. M. , 1995. Diffusion of Innovations. 3rd Edn. , Free Press, New York. Saran, A. , L. Serviere M. Kalliny, (2009). Corporate culture, organizational dynamics and

The Natural And Human Sciences

The Natural And Human Sciences Our knowledge in the natural and human sciences has evolved significantly over the past centuries. This can be primarily attributed to disagreement within these fields of science. Disagreement can be understood in different ways; it may be over the logic of the arguments or the value of evidence presented or it may also refer to differences among scientists or differences amongst scientists and society. The disagreements may be over in their views of scientific paradigms, assumptions or research methods. However, just because an individuals idea may be rejected, or disagreed upon, in the marketplace of scientific ideas, it does not mean that one shies away utterly defeated. Instead, one can try to increase their efforts to uncover more evidence, or attempt to formulate an experiment that can provide a more rigorous test of the ideas, or try to make a slight modification to the discarded idea to provide an improved fit to the evidence. Through these methods of counteracting disagreeme nts in science, new knowledge or evidence is likely to be discovered. Hence, the knowledge issue that will be focused on in this essay is as follows: To what extent are disagreements useful in the creation of knowledge in the natural and human sciences?  [1]   The generation of new knowledge in the natural sciences can be notably credited to disagreement. For example, before the theories of plate tectonics and continental drift were proposed, geologists assumed that the Earths major features were fixed. Additionally, most Europeans thought that a Biblical Flood played a major role in shaping the Earths surface.  [2]   However, in the early 1900s, Alfred Wegener opposed the logic of these hypotheses and formulated his own hypothesis that a single landmass called Pangaea split up about 40 million years ago, and the resulting continents eventually drifted to their present locations. In contrast to the previous hypotheses mentioned, Wegener provided evidence to support his theory stating that fossils of the same species were found in two different continents, rock sequences were nearly the same on both sides of the Atlantic Ocean and geological structures matched up with one another suggesting that Pangaea once existed. The opposition of Wegners views against the previous beliefs on why the Earth is shaped as it is has proved to be useful in generating new knowledge. His theory of Pangaea has acted as a root on which scientists have branched out to explore. It has revolutionized our understanding of Earth and has provided explanations to questions that scientists had speculated upon for centuries suc h as why earthquakes and volcanic eruptions occur in very specific areas around the world, and how and why great mountain ranges formed.  [3]   In addition to Geology, another natural science where disagreement is beneficial in creating new knowledge is in Biology. For instance, in my IB Biology HL course, it is required to create and conduct your own independent research paper. In investigating the effects of different concentrations of coffee on heart rate, I recognized that I was not getting the desired results, as there was no effect on the subjects heart rate a few minutes after they drank the diluted coffee. However, it has been scientifically proven that coffee, no matter what concentration, will ultimately have an effect on ones heart rate.  [4]  The discrepancy between the data I collected and the already proven science allowed me to learn two things. Firstly, the reason I was not getting the desired results was because any liquid ingested within the body needs about 10-15 minutes to be absorbed by the respective organs hence why the heart rate had not increased. Finally, I was also able to create a new scientif ic method hence demonstrating the new knowledge I acquired through the disagreement of my initial data and previous scientific knowledge. Despite these situations, having demonstrated that disagreement plays a strong role in the formation of knowledge in the natural sciences, this does not hold true for all circumstances. Take, for instance, Global Warming. For the past years, there has been an on-going debate about the causes of Global Warming and whether or not it is man-made. The small percentage of scientists who believe that man-made actions are not the sole cause for this epidemic have used logic to appeal to those who disagree. Their points include that there is measurement technology bias, meaning that improvements in our ability to accurately count or measure a phenomenon is mistaken for a real underlying change in the frequency of the phenomenon. This means that we cannot categorize weather patterns as normal or abnormal since we only have a short history of measurements to support these claims and finally climate is an extremely complex system with many variables changing simultaneously. Even with an appeal to logic, the majority of scientists still disagree with this theory. Therefore, this illustrates that although there was disagreement amongst the views of scientists, it was not useful in creating accepted knowledge as the majority refuted over these claims.  [5]   Similar to the natural sciences, disagreement plays an equally significant role in making new knowledge in the human sciences. Psychology, for example, is divided into many subfields like biological, cognitive and social psychology due disagreements on how to best explain human behaviour. Nevertheless, having these different explanations provides us with more of an understanding of the factors that influence behaviour and consequently aid the pursuit of knowledge regarding human behaviour.  [6]   Furthermore, in the human science of Economics, dispute in the explanation of how economies function led to the formation of two schools of economic thought, namely Keynesian economics and Laissez-faire economics. Keynesian economics holds the belief that in order for an economy to flourish and function, it is necessary that there be a combination of involvement from the government and the private sector. On the other hand, free-market economists believe in the hands off policy where there is no government intervention.  [7]   These two ways of economic thought have allowed me, as an HL Economics student, to gain an understanding of economic concepts. For instance, I realize that although a laissez-faire economy may be beneficial in that it allows an economy to naturally reach equilibrium without interference, an economy with government intervention will ensure that the economy is stabilized with no hyperinflation and a relatively high employment rate thus, making Keynesian economics the more suitable economic choice. Hence, this shows that due to the disagreement between economists on the explanation of how economies function, I was able to create new knowledge as by analysing the pros and cons of each school of thought, I came to the decision that Keynesian economics is the more logical economic choice.  [8]   Although disagreement in the human sciences has illustrated to be useful in the generation of knowledge, there are also times where it has not. For example, in 1996, Mark Rosenweig conducted an experiment on rats to see the effects of enriched environments on rats brains. Despite there being disagreement on the ethical considerations of the use of rats in the experiment, it was conducted anyways. The results from this experiment showed that rats exposed to enriched environments had greater dendritic connections, meaning a greater formation of knowledge compared to the rats that were put in dim cages with no toys or enriching activities. However, despite showing that enriched environments could benefit knowledge acquisition, this experiment was conducted on rats. Therefore, it was not useful in that it could not be applied to humans as the physiology of humans and rats are completely different. Furthermore, this shows that while there was disagreement against the use of rats in Rosenw eigs experiment, it did not create useful knowledge, as the results from the actual experiment were hard to relate to the brains of humans.  [9]   Disagreement has aided the pursuit of knowledge in the natural and human sciences; however, many disagreements are based on ways of knowing like sense perception, reason, language and emotion. For example, even though Einstein and Bohr were able to perceive the data of the double slit experiment in the same way their interpretation of this perception was different due to fundamentally different assumptions regarding quantum physics. Consequently their explanations of the double slit experiment findings were different, even to the point that the terminology they used was different. At times the debate between the two physicists got quite emotional. Einsteins view that God does not play dice annoyed Bohr to the point that he finally responded to Einstein asking him not to tell God what to do. Consequently, disagreements within areas of knowledge are often rooted in differences in ways of knowing.  [10]   While writing this essay I have become increasingly aware of the fallibility and limitations of human knowledge. Even theories that seem most unshakable are changed due to new discoveries. Sometimes these changes result paradigm shifts within an area of knowledge. Subsequently, to ensure progress in knowledge, one should, as a knower, remain both open minded and critical. By entertaining ideas that may initially seem impossible to accept, it is possible to push the limits of ones understanding. Consequently, without disagreement in science, or any area of knowledge, progress would not be possible.