Free Essays on Dday

Under Adolf Hitler the German empire extended from Russia to the west, to France on the east. Germany controlled much of Europe except for Spain, Portugal, Switzerland, and Sweden (Keegan 1). Hitler’s army’s gained control of much of Europe during the years of 1939 through 1941. It was not until December 11th 1941 that Hitler declared war on the United States. Soon afterward, Dwight D. Eisenhower was appointed supreme commander in charge of planning the invasion of Europe. American invasion planners were in favor of an attack across the English Channel that would defeat the German army in the west and later, push into the German capital of Berlin. The allied plan would be a land attack, supported by air power and navy. The attack, if successful, would mark the beginning of the end for Nazi Germany. Adolf Hitler referred to his western defenses as the â€Å"Atlantic Wall†(Jennys 1). The British under Prime Minister Winston Churchill, had an invasion plan before the United States got into the war. When the United States entered the war, a plan to attack the German forces from England was talked about again. The Germans knew that they would have to defend their Atlantic Wall, since they knew that an attack would probably come across the English Channel. Even though England was bombed day and night, Germany was unable to defeat them. One major problem in defending the ‘Atlantic Wall† was â€Å"no single supreme German commander in the west† was named to command the army (Badsey 25). Instead, Hitler had two commanders in Western Europe, Marshal Gerd von Rundstedt and Field Marshal Erwin Rommel. Rundstedt and Rommel could not agree on how best to defend an invasion from England. Rommel believed that the strongest German forces should be positioned a long the Normandy coastline. While Rundstedt believed that the allies would best be defeated by holding back a large central army in an effective counter attack (Jennys 1). ... Free Essays on Dday Free Essays on Dday Under Adolf Hitler the German empire extended from Russia to the west, to France on the east. Germany controlled much of Europe except for Spain, Portugal, Switzerland, and Sweden (Keegan 1). Hitler’s army’s gained control of much of Europe during the years of 1939 through 1941. It was not until December 11th 1941 that Hitler declared war on the United States. Soon afterward, Dwight D. Eisenhower was appointed supreme commander in charge of planning the invasion of Europe. American invasion planners were in favor of an attack across the English Channel that would defeat the German army in the west and later, push into the German capital of Berlin. The allied plan would be a land attack, supported by air power and navy. The attack, if successful, would mark the beginning of the end for Nazi Germany. Adolf Hitler referred to his western defenses as the â€Å"Atlantic Wall†(Jennys 1). The British under Prime Minister Winston Churchill, had an invasion plan before the United States got into the war. When the United States entered the war, a plan to attack the German forces from England was talked about again. The Germans knew that they would have to defend their Atlantic Wall, since they knew that an attack would probably come across the English Channel. Even though England was bombed day and night, Germany was unable to defeat them. One major problem in defending the ‘Atlantic Wall† was â€Å"no single supreme German commander in the west† was named to command the army (Badsey 25). Instead, Hitler had two commanders in Western Europe, Marshal Gerd von Rundstedt and Field Marshal Erwin Rommel. Rundstedt and Rommel could not agree on how best to defend an invasion from England. Rommel believed that the strongest German forces should be positioned a long the Normandy coastline. While Rundstedt believed that the allies would best be defeated by holding back a large central army in an effective counter attack (Jennys 1). ...

Integrating different human resource processes in a retail store using SAP, Oracle and other Employee Management Systems The WritePass Journal

Integrating different human resource processes in a retail store using SAP, Oracle and other Employee Management Systems Introduction Integrating different human resource processes in a retail store using SAP, Oracle and other Employee Management Systems IntroductionInitial ResearchPayroll Management ModuleLabour and Time Management ModuleBenefits Administration ModuleHR Management ModuleAims and ObjectivesAimObjectivesDesignPayroll ModuleAttendance ModuleHoliday Management ModulePerformance Analysis ModuleShifts Management ModuleEmployee Use-CaseManager Use-CaseHR/Admin Use-CaseREFERENCESAppendixRelated Introduction In current scenario, Information Systems plays an important role in every business. Managing the human resources of an establishment is one of the key challenges faced by the organizations. There are several solutions to manage the human resources that are currently available in the market. Currently major supermarkets in the UK like Sainsburys, Tesco, ASDA, BQ etc. uses different HRMS provided by leading vendors like SAP, Oracle etc. which are extremely efficient and also comes at a price. These advanced and efficient systems are not within the scope of upcoming supermarkets and superstores in the UK and in other developing countries which definitely need an efficient, robust, simple and cheaper solution to manage the various core processes that come under the human resources management which include Payroll Management, Time and Labour Management which includes managing attendance, holidays management etc. and finally Employee Self Service. There is a strong need of an application which would integrate all these solutions and provide a single solution with various modules to perform various tasks. The advent of open source technologies has revolutionized the entire world as it has made some of the most expensive information systems and other software less expensive sometimes the similar systems are available for free. The Employee Management Systemwill be totally built on various open source technologies like Java, JSP, XML and JavaScript which would further reduce the costs to the company and also would make the system available for various categories of supermarkets from large scale to small scale stores. Initial Research Human Resource forms one of the vital resources of any organization which is the important driving factor for success of that organization. Managing human resource that human resource efficiently and effectively reduces the costs and increases the productivity. Information Systems which manage the human resources is called Human Resource Management System. Human Resource Management Systems are â€Å"The systems which provide link between Human Resource Management and the Information Technology†. There are many HRM Systems provided by major vendors like Oracle, SAP Labs, Ascentis etc. which are efficient and robust. These systems have four core modules of a Human Resource Management Systems namely Payroll Management Module In this module, payroll process is completely automated. Based on total working hours, holiday pays and tax deductions a specific pay check and tax report is generated for each employee automatically. Labour and Time Management Module In this module attendance management and holidays management of employees is taken care of and it calculates the cost of each employee to the company. It provides the company with valuable data about the usage of labour resource. Benefits Administration Module The benefit administration module helps the HR department to monitor and manage the employee participation in benefit programs offered by the company. Benefit programs include health insurance, pension schemes, stock options etc. This module is clearly outside the scope of proposed employee management system because the system is mainly targeted at smaller and upcoming retail stores. HR Management Module This module consists of different HR solutions starting for recruitment to retirement. This module assists HR department to manage its human capital pool in an effective manner. It consists of various functionalities like training and development, online recruiting etc. The initial setup costs and further maintenance cost of these systems provided by popular vendors are expensive and are not affordable for smaller retail stores. Also the smaller and newer retail stores would require just the basic functionalities and a cheaper solution to run within the allocated minimum budget. Hence there is a strong need for an HRMS system which is developed using open source tools and can be made available for free. Aims and Objectives Aim The aim of this project is to develop an information system which integrates different process that are related to Human Resources of a retail store. Objectives To research on various processes that are related to human resources of a retail store. To research on current systems being used for managing human resources of retail store. Gathering the requirements for building a system for smaller retail stores. Designing and Implementing the simple system which incorporates the core modules required in a HRM System.   Testing and Evaluating the system. Design An employee management system for a retail store would involve many users like a normal employee, supervisor, team leader, manager, HR manager and a general manager. Some of the most common user roles include an employee, manager, HR Manager, General Manager and an Administrator. The following use case diagrams illustrate the various functionalities provided for different set of users. The system would be built entirely on model-view-controller design (MVC) where view classes forms the front end of the system, controller classes directs the request and response to appropriate modules based on the type of request and model classes consists of the business logic of the entire system. Employee management system consists of various modules which are basic requirements for any start-up retail store. The following diagram depicts the structure of proposed Employee Management System. Payroll Module This module based on attendance and tax deductions automatically generates the pay check at the end of the pay period which can be 2 weeks or 4 weeks or a month depending on the company policies. At the end of the payment period, employee can view his pay check and HR/Admin can view all the employees pay checks. Attendance Module This module keeps track of employee attendance. It allows employee to mark his attendance and also notifies manager and HR if employee takes unauthorised leave. Holiday Management Module This module manages all the holidays of the employees. It allows an employee to request holidays and notifies the manager of the same. When manager approves, the shift will be marked paid/unpaid leave depending on the type of leave applied. Performance Analysis Module In this module performance of the employee is calculated based on the factors that determine the performance for a particular job role. The factors set aside for every job role depends from company to company and from store to store. There will be a basic framework built for this module and depending on the company it can be customised. Shifts Management Module In this module Manager can allocate a shift to an employee which has to be approved by HR. Some of the user roles of this system at basic level are Employee, Manager, General Manager and HR. The uses-cases are as follows: Employee Use-Case    Manager Use-Case HR/Admin Use-Case REFERENCES [1]Automatic Data Processing Inc. Available at: adp.com/solutions/employer-services/professional-employer-organization/small-business/peo-overview/human-resource-management-system.aspx   (Accessed: 19-03-2011) [3] Gui Ying, Tang Bin, Gao Xiao-hui (2009) J2EE-based human resources management Information System design and implementation, pp.20-03-2011. Appendix [1] Project Proposal Form [1] MSc Project Proposal Form AY10/11, Semester 2 Student Number 1002269 Student Name Ramchaitanya Rallapalli Balasubramanyam Degree Course MSc Computers and Internet Applications Supervisor Name Rob Manton Title of Project Employee Management System Description of your artefact There is a strong need for an employee management system which is simple, efficient and free for upcoming retail stores to quicken many processes. Currently many supermarkets like Sainsbury use different HRM solutions provided by major vendors like SAP, Oracle etc. to manage different HR department functionalities which are not within the scope of smaller retailers.The aim of this project is to provide a low cost efficient system which integrates all the necessary functionalities to manage the human resources of the retail store.Some of the main features the system includes are:The system monitors the employees’ attendance. Allows Employee to apply for their paid holidays and check their pay slips. Provides manager with various functionalities like allocating shifts, approving holidays and monitoring performance. Notifies manager of any unauthorized absence of an employee. Allows HR department to add, edit and delete employees and approve holidays. The artefact will be a web application totally developed using struts framework and will be deployed on a tomcat server. The backend will be developed using MySql Database. What methodology (structured process) will you be following to realise your artefact? The entire application will be designed based on MVC architecture where the business logic is separated from the presentation part and hence making the application reusable and customisable to any business.The entire application will be developed using open source technologies. There are 4 modules namely Payroll management, Attendance Management, Holiday Management and Shifts management which will be implemented fully and Performance management modules basic framework will be implemented which can be customised and built based on the business requirements which describes the governing factors for performance.The entire process will be divided into different phases and developed according to simplest software development life cycle model that is waterfall model where entire project is developed linearly starting from requirements gathering analysis and terminating at maintenance. How does your project relate to your degree course and build upon the units/knowledge you have studied/acquired As part of MSc Computers and Internet Applications I have studied various modules like Internet development, multimedia applications, applied programming and Online Database applications which will be helpful in developing this project. Resources Tomcat server, eclipse IDE and MySql database. Have you completed submitted your ethics form? Yes

Information & operation management Essay Example | Topics and Well Written Essays - 1500 words

Information & operation management - Essay Example The functions of the operations are at the center of Jaguar Land Rover (JLR), and they interact with other duties although they may involve different activities. The functions must work together to realize the objectives of the company. Operation management is not done in isolation, but every decision is entwined with other functions to follow the strategic direction that has been developed by the management (Stevenson & Sum 2009). The Operations function of JLR ensures that raw materials are available to the production process so as to make products that consumers will require. The ‘operations’ also share ideas across the company on how to improve processes and realize savings on the cost. The Department of operations ensures that there is increased efficiency and effective management of safety and environmental matters (Stevenson & Sum 2009). JLR’s business operations managers help different departments in the company to coordinate and meet the objectives of the business. The roles of business operations managers of the company are to negotiate contracts, address budget issues and guide work teams among others. Production and Operations Management is involved in the conversion of inputs into outputs that will meet the needs of clients. The primary role of Production and Operations Management of JLR is to guarantee that the company manufactures the required products, according to the objectives of the company. POM incorporates different tasks that are interdependent. These functions include product, plant, processes, programs, and people (Stevenson & Sum 2009). Some of the problems addressed by Production and Operations Management of the company include scheduling production, management of distribution systems, selecting production facilities location and ensuring that goods and services are of high quality. Jaguar Land Rover’s Supply Chain Management deals with

Network protocola Coursework Example | Topics and Well Written Essays - 250 words

Network protocola - Coursework Example th each other.   Most vendors implementations have quite a few utilities built in.  The utilities might relate to configuration information and troubleshooting.   Some of the TCP/IP utilities implemented in my organization includes, arp, nslookup, finger, ping, ftp, rcp, hostname, rexec, ipconfig and route. More so, I am currently implementing TCP/IP services that includes; net start dhcp client, net start simple tcp/ip services, net start ftp server and net start snmp. TCP/IP services and utilities not currently implemented includes; lpq, rsh, lpr, tftp, nbtstat, tracert, and netstat forms of TCP/IP services and net start lpdsvc, net start tcp/ip netbios helper, net start microsoft dhcp server and net start windows internet name service forms of TCP/IP utilities.    The OSI model originally distinguishes between service, interval and protocols while The TCP/IP model does not clearly distinguish between service, Interval and protocols. More so, The OSI model is a reference model while the TCP/IP model is an implementation of the OSI model. In addition, in OSI model, the protocols came after the model was described while in TCP/TP model, the protocols came first, and the model (Zack, 2010). Migrating from IPv4 to IPv6 is not an immediate process and requires gradual implementation due to the endless number of users on the Internet that still utilize the IPv4 system. Additionally, more businesses and organizations are relying on the Internet for day to day processes and therefore a lengthy IP protocol replacement which involves downtime can seriously affect business continuity. For the above described reasons, the migration from IPv4 to IPv6 is not accomplished with a simple flick of a switch since there are problems that arise as the result of making the

Deming Case Study Essay Example for Free

Deming Case Study Essay 1Introduction 1.1Microsoft Background Microsoft Corporation is a multinational computer technology corporation that develops, manufactures, licenses, and supports a wide range of software products for computing devices. Its most profitable products are the Microsoft Windows operating system and the Microsoft Office suite of productivity software. Microsoft was co-founded by Bill Gates and Paul Allen in 1975.Microsoft rose to dominate the home computer operating system market with MS-DOS in the mid-1980s, followed by the Windows line of operating systems. One of Microsofts original mission was a computer on every desk and in every home, running Microsoft software. The company also markets both computer hardware products such as the Microsoft mouse and the Microsoft Natural keyboard, as well as home entertainment products such as the Xbox, Xbox 360, Zune and MSN TV. 1.2The Aim Of Report The aim of the report is to do an analysis on Microsoft corporation on how the Deming’s 14 point would impact the Company Performance. It will focus on: * Company existing practice  * Qualitative degree of Conformance against the 14 points 2.Quality Chain Reaction 3.The 14 Deming’s Point 1st Point Create Constancy of purpose toward improvement of product and service Plan for quality for the beginning for long-term commitment by continuously provides top quality product or even exceeding it. The organization should always predict and prepare for the any future challenges that are to come. Microsoft is currently applying this practice in their Organization. In the 1980 they come up with MS-DOS the earlier version of their Operating System which evolves to Window 95.Here is where the window-line operating system keeps on evolving until year 2012 with the introduction of Window 8.Every operating system it comes with an improvement. Since the emergence of Apple in the PC industry Microsoft now are having a stiff competition in the area where they used to be dominating since 1980’s. Microsoft needs to maintain this system in order to remain competitive in the PC industry. 2nd Point Adopt the New philosophy. Organization need to implement quality not only to its product but to the whole organization process. Rather than reacting to competitive pressure, an organization should focus on the customer need, what exactly they want. The employee of Microsoft been used to all the benefit working with Microsoft such as high speed internet and tend to forget the outside world doesn’t have the luxury they are experiencing and expect the gadget there are using will have the same impact to the outside world. Problem arises when their product are not well accepted by the public since its unsuitable to them since they are lacking the facility to fully used it, Microsoft need to understand what the people needs first before deciding and producing the product. Produce a product that everyone can use and it needs to be the best product and in good quality. Resource http://www.qbrundage.com/michaelb/pubs/essays/working_at_microsoft.html 3rd point Cease dependence on inspection to achieve quality. Deming emphasize that organization need to stop depending on inspection. It is costly and unreliable in the long-run. It function don’t actually improve quality but to find lack of quality. Therefore organizations need to build quality from the beginning of process till its end. Microsoft need to take this into consideration because during Microsoft Surface tablet launching the device crash during its presentation, thus show the incapability’s of its device. If they had implement Quality in the beginning this would had happen. Microsoft should learn from this experience and not depend on inspection during the production. They should ensure any possible problems are eliminated during the production itself from earlier stage by making the sure top quality products are done from every step of the production. 4th point Move toward a single supplier for any one item on a long-term relationship of loyalty and trust. By having lesser supplier, an organization can focus on the quality of their output. Other than price, quality is another priority when looking for a supplier. Microsoft need to motivate supplier to improve on their quality and when they achieve it look at them as a partner in quality rather than a business connection. Software and application developer need to provide the very best service so that Microsoft can depend on them to even produce a good product themselves. 5th Point Improve constantly and forever the system of production and service, to improve quality and productivity and this will lead to decrease in cost. An organization need to continuously improve their system and process. Deming encourage the use of Plan-Do-Check-Act approach to do analysis and find ways of improvement. The Organization should emphasize on training and education so everyone can perform better in their jobs to reduce waste, improve productivity, effectiveness and safety. Currently employee in the RD department is given the freedom to be creative and innovative in creating Product as long is benefiting the organization. In 2010 spend $9.5 billion for research and development. Microsoft wanted to its employee to be able to find new ways to improve their current product and service. This can be done  through training, providing seminar and outsourcing it employee to perform better. 6th point Institute training on the job By providing a consistence training toward the people an organization will be able to reduce variation. By providing training on the job they will be able to build a foundation of common knowledge. This allows the worker to understand their roles. Encourage staff to learn from each other. In some department of Microsoft some employee are lacking the motivation to improve themselves, these employee lack interest to outperform. Microsoft needs to institute training for them in order to improve their capabilities by encouraging them to attend seminar and courses. This would better prepare the Microsoft for any difficulties since these employees will be able to solve the problem with having to consult the top management. This will also improve the quality of their work since they have the knowledge and the expertise to do so. 7th point Institute leadership-Done The aim of leadership is to make supervisor and managers to understand their staff or worker and the process they are using. The leader should not only supervise but also give guidance rather than punishment. A leader should know what needed to make the individual work at their best. Microsoft actually had a touch-screen e-reader developed in 1998, but Bill Gates ignored it because he didn’t like the user interface and didn’t represent Microsoft. The team that developed the reader was told to stop coming up with new ideas and instead work on software for Microsoft Office which is their comfort zone. Only now after touch screen getting so much coverage they start giving it attention. The top management should be encourage those staff who came up with innovation to pursue their invention. If they were to pursue the idea in the beginning, they would be still dominating the gadget industry. 8th point Drive out fear, so that everyone may work effectively for the company By eliminating fear its throw away people worry and concern of making mistake thus making them able to perform at their best. The organization needs to let its people them know the management will not place blame if mistakes occur. Ensure those who are supervising the worker are approachable. Encourage open communication between manager and employee to make them feel comfortable in expressing their problem. An article mentions Bosses at Microsoft screams at employees and blaming them for everything, whether it was their fault or not. This creates fear to employee to be cautious when they are working and even driving them to move out of the company. This will have an impact of the quality productivity. Microsoft needs to establish a friendly relation with its employee to ensure their commitment and motivation to perform at the highest level. High morale employee will produce good productivity and service. Resource http://www.businessinsider.com/microsoft-is-filled-with-abusive-managers-and-overworked-employees-says-tell-all-book-2012-5?op=1#ixzz25ZMiHdwh 9th point Break down the barrier between departments Each department need to recognize each other department function so they can understand which department depend on which. Rather than Departments trying to compromise, they should focus on collaboration and build a shared vision to achieve this. This would improve teamwork and reduce adversarial relationships. For this point it’s trying to say that there were cases in Microsoft that there are boss of each department at times will be only thinking of their department. Only to maximize the performance of their own department without consulting with other department of how they are progressing. It would impact the outcome of the product. Microsoft need to ensure each department will be able to collaborate with each other to achieve their goal to attain top quality outcome. 10th point Eliminate slogan and target for the work force -Done The management need to let its subordinate what they want and not making them  to guess. An unclear slogan such as â€Å"Excellence in service† confused people which area or what kind of excellence are the organization are pointing at. It would be much clearer if it states â€Å"You Can Do Better If You Try†. An earlier mission statement of Microsoft is A computer on every desk and in every home. This doesn’t really tell a clear intention of Microsoft. Soon after a few year the Mission statement changes to a computer on every desk and in every home, running Microsoft software .This clearly indicates the intention of Microsoft of providing Microsoft application and software to every computer. This would motivate its worker to work on Microsoft software. Microsoft should now make a clearer message rather than specific Slogan to ensure all it employees understood where the Organization goal and what they wanted to achieve. 11th point Eliminate management by Objective The management needs to see how the process is being carried out, not just on achieving its numerical target. Normally an organization production target produces high output but low on quality. Provide them with support and resource so that high qualities of production are achievable. Microsoft has tried this before with the Zune, which was an attempt to compete with iPod. Microsoft Corporation launches the Zune Mp3 player when Apple iPod was in its Prime. This attempt result in failure as Apple product are way better compare to their. Here Microsoft needs to know it not necessary to try to compete with other but focus on the quality which will meet with the consumer preference than they would have a higher chance of success rather than trying to rival its competitors. Resource http://betanews.com/2011/03/14/ipod-didn-t-kill-zune-microsoft-did/ 12th point Remove barrier to pride of workmanship These points concentrate of the people whose doing the work. It means to allow everyone to be proud of their achievement without being compared from one another. Treat all workers with the same treatment to eliminate competition amongst worker for any rewards. â€Å"If you were on a team of 10 people, you walked in the first day knowing that, no matter how good  everyone was, 2 people were going to get a great review, 7 were going to get mediocre reviews, and 1 was going to get a terrible review,† says a former software developer. â€Å"It leads to employees focusing on competing with each other rather than competing with other companies.† This is taken from a former employee of Microsoft, their clearly indicates there are favoritism in Microsoft Top management. This encourages rivalry amongst its own staff. Remove this, and then employee will then be able to focus on their job and produce quality product and service. 13th Point Implement education and Self-Improvement With this point, the management should focus on improving the current skill of its employee. By encouraging them to learn new skill and knowledge it will better prepare them for future challenges and changes In Microsoft Corporation they are lacking the motivation to be more innovative nowadays. They are more concern to preserves their existing product such as extending their office application, Window Operating system and increasing server software window server. Microsoft is not too fond of taking risk into making new product and service. It took them years to come up with Microsoft surface tablet when other developer such as Samsung and Apple’s been doing it for a few years already. They need to implement the 13th point so that its employee will be able to improve their ability and knowledge so that the organization can cope with changes in the future. 14th point Make Transformation everyone’s Job Everyone in the organization have to make changes, the organization will improve overall by having each person in the organization is motivated to produce better quality. To achieve this management will need to make changes in the management principle by applying the Deming’s 14 point into their system. Microsoft needs to analyze each small step and understand how these steps contribute to better quality. Everyone from the lower ranking worker to the top ranking should be able to contribute to their fullest. 4.Conclusion To conclude all Microsoft corporation need to implement the 14 Deming point to ensure its survival in its industry which it previously dominate. For the research done on Microsoft corporation , there are some major area that they need to gives attention too and Deming 14 point will be able to provide a solution if it is to be applied in the proper way. The success of this method will depend on the top management to its lower ranking worker of how well they can adopt to Deming philosophy. 5.Reference Book Mary. Walton (1986) ,The Demings Management Method Dennis F. Kehoe (1997) The Fundamentals Of Quality Management 2nd Edition Website †¢ Hci.com.au (1960) Demings 14 points. [online] Available at: http://www.hci.com.au/hcisite2/articles/deming.htm. [Accessed: 29 August 2012]. †¢ Deming 14 points Philosophy. Available at http://www.mindtools.com/pages/article/newSTR_75.htm. [ Accessed: 27th August 2012]. †¢ Deming’s approach is summed up in his famous 14 points. Available at http://www.1000advices.com/guru/quality_tqm_14points_deming.html. [Accessed: 30th August 2012]. †¢Information of Microsoft available at: http://www.winsupersite.com/article/windows-server/microsoft-just-like-ibm http://www.about-microsoft.com/ [Accessed:25 August 2012] †¢Information for Microsoft Surface available at: http://psynixis.com/blog/2012/06/surface-the-problem-with-the-microsoft-tablet-vision †¢Information on former employee complain http://betanews.com/2010/02/09/why-former-employees-say-microsoft-can-t-innovate/ [Accessed:25 August 2012] http://www.businessinsider.com/microsoft-is-filled-with-abusive-managers-and-overworked-employees-says-tell-all-book-2012-5?op=1 [ Accessed:25 August

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Process: A computer Process means a program which is being executed. some are administrative, providing ancillary services for the remainder of the system and some are application processes. Each process has its own address space, or memory allocated to it A program may contain more than one process. E.g. we open MSWORD & then we may work with copy, paste, cut etc commands which are its sub processes or child processes. Some times a process is also called a task . A thread is a light process of executes during program execution through a program. E.g. Error messages, Alerts etc , which may appear during program execution. Multiple threads can exist within a process, but they all share a common address space. A process can be in one of three states: Running Blocked Ready (or Queued) There are five different states of a process New - The process is being created. Running - Instructions are being executed. Waiting - Waiting for some event to occur. Ready - Waiting to be assigned to a processor. Terminated - Process has finished execution. Processes must communicate with one another in computer environment e.g. we may open a MSWord & MS-Excel we perform a copy operation in MSWord & then use Paste Special function in MS-Excel , here inter process communication is being performed. That is why it is very necessary for a processes that must coordinate activities to achieve a common objective. we can also define Inter Process Communication as a set of techniques for the exchange of data among two or more threads in one or more processes. Processes may be running on one or more computers connected by a network. IPC techniques are divided into methods for message passing, synchronization, shared memory, and r... ...he scheduler,& Algorithm it uses is called the scheduling algorithm. The following are the main objectives of Scheduling: Make best use of available system resources, Give preference to those processes which are holding the key resources. Give preference to processes which are having good behavior. CPU Scheduler basically selects the process from the different processes which are residing in the memory and are ready to execute, & then allocates the CPU to one of them. The Scheduling may be Preemptive or Non-Preemptive: Non-preemptive Scheduling Once CPU has been allocated to a process, the process keeps the CPU until Process exits OR Process switches to waiting state Preemptive Scheduling Process can be interrupted and must release the CPU. Need to coordinate access to shared data E.g. when we use â€Å"Ctrl + Alt + Delete† to terminate the process forcefully.

Employee Motivational Theories and Concepts Essay

Numerous theories on the subject of employee motivation have been developed and published for the better part of this century. While early employers thought of their workers as just another input into the production of goods and services (Lindner, 1998), employees were becoming increasingly dissatisfied with working conditions and malevolent management. As post-war, labor tensions mounted in the 1920s, employers needed to change their approach to employee relations if they were to avoid costly, and sometimes violent, labor strikes. Early motivational theories set the foundation for the development of 20th century concepts, including the move to get â€Å"Googled† and motivational techniques based on business strengths found in the corporate toolbox. Early Motivational Theories George Elton Mayo, an Australian-born psychologist and Harvard Professor, began significant research in 1927 in an attempt to demonstrate that employees, if appropriately motivated, are more productive and can achieve greater return through appropriate human relationship management techniques (Trahair & Zaleznik, 2005). This research, referred to as the â€Å"Hawthorne Studies,† found that employees are not only motivated by financial gain, but also by the behavior and attitude of their supervisors. During these studies, the employees responded positively to the mere fact that they were receiving attention from their supervisor as a result of the experiment. In his article, Gordon Marshall (1998) noted that â€Å"the term ‘Hawthorne effect’ is now widely used to refer to the behavior-modifying effects of being the subject of social investigation, regardless of the context of the investigation. More generally, the researchers concluded that supervisory style greatly affected worker productivity† (para. 1) and that â€Å"enhanced productivity therefore depends on management sensitivity to, and manipulation of, the ‘human relations’ of production† (para. 2). This represented a dramatic paradigm shift for employers and theorists alike. Subsequent to the conclusion of the infamous Hawthorne Studies, five primary motivational theories have developed that have increased the understanding of what truly motivates employees. They are Maslow’s need-hierarchy, Hertzberg’s two-factor system, Vroom’s expectancy theory, Adam’s equity theory, and Skinner’s reinforcement theory. Maslow identified that employees, in general, have five primary levels of needs that include psychological (e.g. air, food, shelter), safety (e.g. security, order, stability), belongingness (e.g. love, family, relationships), esteem (e.g. achievement, status, responsibility), and self-actualization (McLeod, 2007). Maslow further noted that, in order to provide motivation, the lower levels would need to be satisfied before one progressed to the higher levels. Hertzberg classified motivation into two, distinct factors. He believed that intrinsic factors (or motivators) produce job satisfaction through achievement and recognition while extrinsic (or hygiene) factors produce dissatisfaction. He identified extrinsic factors to be associated with compensation and perceived job security, or lack thereof. Vroom theorized that demonstrated effort would lead to performance which, in turn, would lead to reward (either positive or negative). The more positive the reward the more highly motivated the employee would be. To the contrary, negative rewards would result in a lesser motivated employee. Adams found that employees want to ensure that there is a sense of fairness and equity between themselves and their co-workers. He believed that equity is achieved when employees are contributing, in terms of input and output, at the same rate. Skinner’s theory was likely the most simplistic, He established that employees will repeat behaviors that lead to positive outcomes and eliminate or minimize behaviors that lead to negative outcomes. He conceived that, if managers positively reinforce desired behavior, it would lead to positive outcomes and that managers should negatively reinforce employee behavior that leads to negative outcomes (Lindner, 1998). James R. Lindner, Professor of Management and Research at Ohio State University, has conducted extensive research on this topic. In his paper â€Å"Understanding Employee Motivation,† he further extrapolated on the five theories, providing a comparative analysis, and offering a summary definition that focuses on the psychological process and â€Å"inner force† associated with the accomplishment of personal and organizational goals (Lindner, 1998). 20th Century Concepts In addition to studying popular theories associated with employee motivation, Lindner (1998) includes the methodology and outcomes of an independent study, conducted at Ohio State University, that sought to rank the importance of ten motivating factors. The results of this study were compelling; with â€Å"interesting work† ranking as number one over other more commonly identified motivators, such as wages and job security. In comparing these results with Maslow’s hierarchy of needs, among others, he found that the results are mixed, with the highest ranked factor (interesting work) being one of self-actualization and contrary to Maslow’s findings (Lindner, 1998). This presents a divergent result that challenges Maslow’s assumption that the lower needs must be satisfied before a person can achieve their potential and self-actualize (McLeod, 2007, para.16). This does not negate Maslow’s work, but rather demonstrates that a natural evolution may have taken place with the modern workforce due to the progression of motivation strategies. This is a credit to the work of early theorists, and a call to arms for those that continue this research. Get Googled But history has yet to definitively answer the question, â€Å"what is the best method(s) to motivate employees?† The imprecise answer continues to be: it depends. Many successful organizations incorporate a variety of programs aimed at motivating their employees, based on their specific population. Google Inc., for example, is leading the way to restructure management so that employees can streamline creative ideas that produce blockbuster new products. They are rewarding employees with perks like onsite swimming pools, allowing employees to bring their pets to work, providing onsite child care, and all the free food employees want (â€Å"How Google Inc. Rewards Its Employees,† 2010, Thinking Leaders, para.1). While this may not be realistic for every organization, there is something to be said about the fact that Google, Inc. is consistently ranked by Fortune magazine as the best place in the U.S. to work. However there are things that a company can do to motivate their employees that are low or no cost and likely already exist in their corporate toolbox. The Corporate Toolbox Most successful organizations pride themselves on their ability to promote their product or service to achieve the desired level of profitability. They develop strategic plans, set production goals and persuade their customers that they are best of the best in their field. They are advertisers and peddlers of wares. So what does this have to do with motivation? Robert Hershey, Director of James E. Rogers College of Law at the University of Arizona and contributing author to the Journal of Managerial Psychology, contends that there is a significant correlation between an organization’s ability to successfully promote their business and thrive at motivating their employees. He notes that â€Å"we do not need one more theory of motivation; we need better insight into the psychology of advertising. We can take some tried-and-true product advertising techniques that have been found to be effective and use them in a human resources and management context. But before we do that, the point must be made that, as a practical matter, our vocabulary and attention require a shift from the motivation jargon of needs, expectancy, two-factor theories, etc., to an emphasis on communications practices, because persuasion requires the transmission of information† (Hershey, 1993). If Hershey is correct, then an emphasis on communication and inclusion would create an environment ripe for employee motivation. One could also argue that, if communication is key, allowing input and empowered decision making is the next logical step to producing a motivated employee. Carolyn Wiley, Professor of Business at Roosevelt University, concurs with this notion and provides the following supporting statements in her article â€Å"Creating an Environment for Employee Motivation†: When employees have an opportunity to provide input, this increases their survival rate and their sense of commitment. In many very small companies, a natural sense of owners hip often develops among the employees. However, as companies grow, feelings of ownership and commitment start to decline. To increase commitment as the organization grows, managers must change how they define who retains control. Shared decision making is essential both to company success and employee survival. Workers generally do not resist their own ideas and decisions. Rather, they are motivated to fulfill them. (Wiley, 1992, para.14) While this may seem threatening to traditional leaders, it should not be viewed as surrendering control. Employees that are empowered through inclusion are ambassadors for organizational success. It is only through mutual success that both the employee and company thrive. It seems so simple, but eludes even the most progressive of companies. Most organizations are more inclined to spend thousands of dollars creating recognition programs, building home office environments, developing bonus structures and hosting employee appreciation events rather than recognizing that most employees are merely looking to be valued. The same attention that motivated the Hawthorne workers applies to the modern employee who just wants to contribute and receive credit for their effort. Conclusion There is certainly compelling evidence to indicate that employee motivation comes in many forms. Whether one places their belief in the theoretical assumptions of a Maslow or Hertzberg, their financial backing in the creation of a Google-esque environment, or capitalize on their organizational strengths to communicate and persuade, there is clear agreement that the ability to successfully motivate employees is essential for corporate success and sustainability. The concept of positive human relation management has finally taken its place at the forefront of organizational strategies and, with it, the evolution of employee motivation. References Trahair, R. & Zaleznik, A. (2005). Elton Mayo: The Humanist Temper. New Brunswick, NJ: Transaction Publishers Marshall, G. (1998). A Dictionary of Sociology; Hawthorne Studies. Retrieved from Encyclopedia.com: http://www.encyclopedia.com/doc/1O88-Hawthornestudies.html Lindner, James R. (1998). Journal of Extension; Understanding Employee Motivation. Retrieved from http://www.joe.org/joe/1998june/rb3.php McLeod, S. A. (2007). Simply Psychology; Maslow Hierarchy of Needs. Retrieved from http://www.simplypsychology.org/maslow.html How Google Inc. rewards its employees. (2010). Retrieved from Thinking Leaders website: http://www.thinkingleaders.com/archives/517 Hershey, R. (1993). A practitioner’s view of motivation. Journal of Managerial Psychology, 8(3), 10-10. Retrieved from http://ezproxy.arbor.edu:80/login?url=http://search.proquest. com/docview/ 215865845?accountid=13998 Wiley, C. (1992). Create an environment for employee motivation. HR Focus, 69(6), 14-14. Retrieved from http://ezproxy.arbor.edu:80/login?url=http://search.proquest.com/ docview/206781828?ac countid=13998