Projects and Project Management Essay Online For Free - Free Essay Example

Sample details Pages: 8 Words: 2490 Downloads: 3 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? Projectification of the organisational world has resulted in apparent agreement that projects and project management are an efficient means of implementing organisational strategy. By way of a literature critique, discuss this statement exploring the content, limitation and inherent problems of the strategic alignment of projects. Introduction Organisations in contemporary times face an increasingly volatile and fast changing business environment. Customer choices are becoming ever more fickle, and by extension, difficult to address. This scenario has led to a focus on customisation that challenges the traditional focus on standardised offerings (Lampel, 2001; Beaume et al., 2009). The often referred to silo form of organisational functions and work processes has been replaced by a network or matrix form to gear organisations towards such customisation. This has had serious implications for how organisations leverage and develop their resources and capabilities (Gareis and Hueman, 2000; Beaume and Midler, 2010). Such an orientation can permit organisations to deliver better value. However, there are diverse combinations of variables that shape product and service choices to orient what organisations offer to their customers (Cooke-Davies and Arzymanow2003). Projectification, or working through projects allows cl ustering relevant attributes that a particular client may require, as distinct from another clients requirements. Such projectification has also come to be known as a competence of organisations to deliver their strategy through the vehicle of projects (Lampel, 2001:273; Frederickson and Davies, 2008: 295). This paper examines projectification of organisations using assertions from extant literature (Gareis, 1992). In doing so it elucidates issues in, and nature of, strategic alignment of projects in organisations. Don’t waste time! Our writers will create an original "Projects and Project Management Essay Online For Free" essay for you Create order Projects and the organisation Projects are micro-organisms embedded within the going concern that is understood as an organisation. They are unique by virtue of the resources and capabilities they deploy and by way of their requirements, processes and deliverables (Shenhar et al., 2002). From a management of projects perspective there are several variables that relate to the approach of top management towards doing projects (Morris, 1987). Essentially these are about the nature of project portfolio, the way projects are resourced, the relative influence projects exercise on functional areas, and strategic choices that organisations make (Raz et al., 2002). Such choices could relate to technologies, operating practices, personnel, or even organisational growth strategies (Cooke-Davies and Arzymanow, 2003). The idea of best practices in project management can be used as an illustration to show the influence of top management sensemaking of the control and support requirements that projects have (Lampel, 2001: 278; Gareis and Hueman, 2000: 716). When the organisation tends to prescribe best practices for its portfolio, or for certain types of projects in its portfolio, it seeks to provide some standardisation based on performance reflections from past, and also address the need augment future project performance. On the other hand, when an organisation is flexible and is looking at good practices instead, it is being more liberal about how projects emerge in terms of how they choose to adapt guidelines in the way they see fit to achieve project objectives (Leroy, 2002). Both sides have their pros and cons. In case of the former- overt control will affect the unique nature of projects that work towards customised solutions, and in the case of the latter, too much flexibility can cause chaos that may put organisational identity itself at risk (Spender and Grant, 1996; DAdderio, 2001; Chatterjee and Wernerfelt, 1991). We develop this idea further in this paper as we discuss proje ctification, extent of project orientation, and the consequent issues and challenges organisations encounter. The nature of strategic configuration by projects Strategic configuration of an organisation is but a set of strategic choices it makes to achieve its goals, or alternatively, increase congruence with business environment (Beaume et al., 2009). The mushrooming of extant research that sees organisations as less predictable, and unbounded entities has led to development of thought on what is known as the contingency approach (Cohen and Levinthal, 1990; Connor and Prahalad, 1996). Such an approach speaks of dynamism in the strategic configuration, but under an overall direction delivered by the higher order strategic choice organisations have been forced to make à ¢Ã¢â€š ¬Ã¢â‚¬Å" in this case that of projectification. The challenges of such dynamism include the ability to understand and deliver the scope of change, the ability to synthesise experiential knowledge, constructively align power structures, and also, examine organisational identity issues that come with a project-based approach (Lampel, 2001; Lampel and Jha, 2004). In recent times, it is the idea of a project-based organisation that remains central to such emergence in strategic orientation. A project-based entity is understood as one where functions, architecture, role descriptions and resource allocation aspects are heavily geared towards the needs to delivering projects (Turner and Peyami, 1996). The extent of project orientation Not all organisations emphasise doing projects with the same scope and centrality. This is because of the process difficulties and resource commitments required for doing so from a management of projects perspective (Morris, 1987). Top management orientation owing to still other factors, and also the nature of business an organisation is in matters greatly. This relative context has delivered the idea of extent of project orientation (Lampel and Jha, 2004). The key variables defining such orientation are project autonomy, scoping and programming of projects (Lampel and Jha, 2004:361, Wheelright and Clark, 1992). In essence project orientation is about the extent to which organisations are oriented towards supporting versus controlling the projects they do. For instance, an organisation can choose to support projects extensively and gear its functional areas towards projects, but on the same hand, also exercise a lot of control on project level strategy and operations. In c ontrast, the organisation can allow a high degree of flexibility in how projects strategies and work towards customised deliverables (Lewis et al., 2002). The latter clearly calls for greater autonomy, and is often a challenge for management of leadership and power structures in organisations (Lampel and Jha, 2004). What objectives and tasks projects are trusted with matters as well, and this is not always visible by their resource loadings alone (Chatterjee and Wernerfelt, 1991). For example, setting up a new manufacturing unit maybe very resource intensive, and it may be aligned to organisational aspirations of growth. However, another project leveraged to communicate and embed new technologies may be less resource intensive, but more important in terms of affecting the core of organisational capabilities (Grant, 1996). Popular literature has shown that organisations can be classified based on the extent of their projectification or importance they give to projects in informing the delivery of their strategy (Wheelright and Clark, 1992). Higher the projectification or project orientation, higher is the value generated, albeit only if the interface between projects and organisations is managed well (Turner and Peyami, 1996). The projectivity model by Gareis (1992) below provides a pictorial representation of this interface. The figure clearly indicates a need for synergy between project and organisational goals. It also puts across several issues in management of this interface. These are about how and to what extent project systems, operations, and organisational support and control mechanisms, are configured towards deriving value from projectification. Figure 1: (Gareis, 1992) This brings us to discussing a perspective on typology of organisations with respect to the extent of projectification or project orientation (Lampel and Jha, 2004). A truly project based organisation is one where all organisational functions service projects, and by extension, project leadership profile and autonomy related variables score very high. There is a lesser degree of project orientation in cases where- though projects are supported extensively and comprise a majority of the organisational turnover, but they are also geared to deliver internal change and operational uplift initiatives (Shenhar et al., 2001; Shenhar et al., 2002). In this sense, they also support needs of functional areas. The design, resourcing and reporting configuration is thus of a lower order and partly under the control of functional areas that are in effect internal clients. Both these types are in contrast with core operations led organisations where projects are unequivocally (and if delivered at all) only support mechanisms to inform functional and operational silos that deliver generic products and services. Arguably there is reducing number of organisations in this bracket (Lampel and Jha, 2004; Raz, et al., 2002) As mentioned, this variatio n is often due to aspects such as nature of business and also organisational culture (Lapre and Van Wassenhove., 2001). Thus, these need to be contextualised when speaking of performance improvements from projectification. Several aspects to do with practices, routines, and technologies need to be considered. A crucial one for instance, is knowledge that is embedded in individuals that work on projects, but the context of the knowledge is lost with the end of the project. This is unless the individual moves to a very similar project and/or the knowledge is harnessed to inform project management systems in general. Strategising for management of projects is thus crucial for informing effective project management. (Wenger, 1998; Connor and Prahalad, 1996) Issues and concerns for strategy in projectification As aforementioned, it is the shift towards networked and matrix forms has delivered research in the context of project orientation and project-based organisations (DAdderio, 2001; Morris and Hough, 1987). In order to derive value from such an orientation it is crucial to be able to synthesise and operationalise the experience and knowledge from working on projects, and understand project performance for informing future projects. Since projects are unique entities such an objective is difficult to achieve and presents a crucial challenge for the management of projects (Morris, 1987). This can be for instance, in the form of requiring novel en-cultured knowledge management and learning systems like communities of practice, moving the right kind of people around, and spotting emerging project level competencies (Wenger, 1998; Grant, 1996). The role of project leadership becomes crucial, and also, by the same token, shapes a new power and control sharing strand in the organisati on (Leroy, 2002). Motivational aspects to do with sharing knowledge with peers in highly competitive times, and also cultural issues that call for more collaboration despite such competition -are some of the challenges to reckon with (Drew and Coulson-T, 1996; Grant, 1996; Beaume and Midler, 2010). Conclusions There is a dominant argument to favour the assertion that there is a very visible difference between project management and management of projects (Morris,1987). While the first aspect is about tools and techniques, and to some extent the practices and processes that are used in execution of projects, the second one is about how organisations do projects and choose to relate to them, in terms of support and control mechanisms that they deploy. The latter is what dominates extant research on projectification. The issues it brings out as in this review paper, relate to a host of challenges organisations face. This is when they seek to become projectified, or aspire to derive value from projectification. The first and foremost is the extent of monitoring of projects by way of control through standardised procedures; the second is the harnessing of knowledge and expertise that emerges doing projects, and the third is about autonomy given to projects that determines their resourci ng patterns and power quotients within organisations that host them (Shenhar et al., 2002; Cookie and Arzymanow, 2003). The project environment and the corporate environment can be in synergetic tension or in a disruptive interface. This is likely to be determined by the extent to which organisations are able to manage disruptive challenges brought by projectification, and are able to be balanced in creating and modifying cellular resource and capability pools within projects (Connor and Prahalad, 1996: 481). These pools also need to be integrated with the organisation, and provide feedback and experiential knowledge to the organisation. The choice about the extent of projectification is also a function of organisational confidence and past experiences with projectification. That it yields value is irrefutable, but the risks of not doing projectification properly, or overdoing it given organisational experience, readiness and nature of business are also very real (Cooke-Dav ies and Arzymanow 2003). References Beaume, R., Maniak, R. Midler, C. (2009) Crossing innovation and product projects management: A comparative analysis in automotive industry. International Journal of Project Management (27):.166-174. Beaume, R. Midler, C. (2010) Project-based learning patterns for dominant design renewal: The case of Electric Vehicle. International Journal of Project Management, 28(2):142-150. Chatterjee S. Wernerfelt B. (1991). The link between resources and type of diversification theory and evidence. Strategic Management Journal, 12 (1): 33-48. Cohen W. M. Levinthal D. A. (1990). Absorptive capacity: a new perspective on learning and innovation. Administrative Science Quarterly. 35(1): 128-153. Connor, K. R. Prahalad, C. K. (1996). A resource-based theory of the firm: Knowledge versus opportunism. Organisation Science, 7: 477-501. Cooke-Davies T. Arzymanow A (2003). The maturity of project management in different industries: An investigation into variations between project management models. International Journal of Project Management 21 (6):471à ¢Ã¢â€š ¬Ã¢â‚¬Å"8. DAdderio, L. (2001). Crafting the virtual prototype: How firms integrate knowledge and capabilities across organisational boundaries. Research Policy. 30 (9): 1409-1424. Drew S. Coulson-Thomas C. (1996). Transformation through teamwork: the path to the new organisation? Management Decision. 34 (1): 7-17. Frederickson, L. Davies, A., (2008) Vanguards and ventures: Projects as vehicles for corporate entrepreneurship. International Journal of Project Management: 26(5):.487-496. Gareis, R. (1992) Management of network of projects, AACE transactions. Accessed 30.10. 2010, from www.wu- wien.ac.at/pmg/pos/docs/ pub_portfolio_management.pdf Gareis, R. Hueman, M. (2000) Project Management Competencies in the Project-oriented Organisation, The Gower Handbook of Project Management, JR Turner and SJ Simister (ed.), Gower, Aldershot, 709-721 Grant, R.M. (1996). Prosper ing in dynamically-competitive environments: Organisational capability as knowledge integration. Organisation Science. 7(4): 375-387. Lampel, J. (2001). The Core Competencies of effective project execution: The challenge of diversity. International Journal of Project Management, 19 (8): 471-483. Lampel, J. Jha, P.P. (2004) Models of Project Orientation in multi-project organisations, in J.K. Pinto, and P.W.G Morris (Eds.), The Wiley Project Management Resource Book, New York: Wiley: 358-371. Lapre, M.A. Van Wassenhove, L.N. (2001). Creating and transferring knowledge for productivity improvement in factories. Management Science, 47 (10): 1311-1325. Leroy, D. (2002) Knowledge Management and Projects Capitalization: A systemic Approach. Proceedings of PMI Research Conference, 2002. Lewis, M.W., Welsh, M.A., Dehler, G.E. Green, S.G. (2002) Product Development Tensions: Exploring Contrasting Styles of Project Management, Academy of Management Journal, 45 (3): 546- 564. Morris, P.W.G. Hough, H.H. (1987) The Anatomy of Major Projects, A study of the Reality of project Management. John Wiley Sons, 238- 246 Raz, T., Shenhar, A.J. Dvir, D. (2002) Risk Management, project success, and technological uncertainty, RD Management 32 (2): 13-26. Shenhar, A.J., Dvir, D. Lechler, T. Poli, M. (2002) One size does not fit All à ¢Ã¢â€š ¬Ã¢â‚¬Å"True for Projects, True For Frameworks, PMI Research Conference Shenhar, A.J, Dvir, D., Levy, O. Maltz, A.C. (2001) Project Success: A Multidimensional Strategic Concept, Long Range Planning, 34: 699-725. Spender, J.C. Grant, R.M. (1996), Knowledge and the firm: Overview, Strategic Management Journal, 17: 5-9. Turner, R. Peyami, R. (1996) Organising for Change a Versatile Approach, The Project Manager as a change Agent. Composed and Edited by JR Turner, KV Grude and L Thurloway, McGraw-Hill, 72-74. Wenger, E. (1998) Communities of Practice: Learning, Meaning and Identity. Cambridge: Cambrid ge University Press, 11-121. Wheelwright, S.C. Clark, K.B. (1992) Revolutionizing Product Development, Quantum Leaps in Speed Efficiency, and Quality. The Free Press, A Division of Macmillan, Inc. New York, 175-196.

Essay Seduction through Words - 1106 Words

People say that actions are louder than words. However, the art of persuasion are mostly about the usage of language; how words affect actions that follows it. What Machiavelli suggested is what every politician today does; use words in whichever manner to get to ones goal, but do not fall for flattery. Politicians and people alike have been able to talk their way into peace, treaties, and other negotiations. On current terms, its a diplomatic advice. How George Bush got the United States to support his idea for war was through his speech to the Americans. He certainly did not pay the American citizens for their support, unless one counts the tax cut. There are situations in life where money serves no purpose. One can buy†¦show more content†¦Communicating with people in a sense that they will believe in the words, along with flattery is all that of a political psychology. It is not of physical seduction, but of mental emotional persuasion. Iago seems to grasp onto this political psychology concept from persuading Othello to believe his words against Desdemona, from making his wife to act for him without questioning. Flattery is a dangerous tool and according to Machiavelli it is one that the prince must watch out for because it will lead to his demise like how it led Othello to his demise. There is no other manner of guarding against adulation than for men to understand that they can tell you the truth without offending you: yet if everyone can do this you lose respect. (The Prince, pg. 112) A prince must be someone who listens to others opinion but at the same time control the agenda of the country. As far as getting ideas from others, it must only be when the prince himself asks for it in order to preserve order. Wherever good counsel comes from, they must arise from the prudence of the prince and not vice versa. (Pg. 113). 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Communication In Multinational Organization †MyAssignmenthelp.com

Question: Discuss about the Communication In Multinational Organization. Answer: Introduction Communication is considered as the most important business parameter for achieving success in todays business environment (Broadbent, 2013). The multinational companies develop, nurture and foster new channels of communication in order to be successful in the competitive business environment (Shockley-Zalabak, 2014). The corporate communication is important part of the public relation in which the companies engage in branding of their firm. When the companies transfer their knowledge and vital information to all their employees, then the employees are empowered. When there is transparent sharing of information among all hierarchy of the organization, then there is an increase in the organizational productivity (Broadbent, 2013). The multinational companies are engaging in strategic communications in which there is thoughtful integration of the stakeholder perception as well as stakeholder response into the process of planning, policy-making and operations at every levels of hierarchy (Argenti, 2015). This case study analysis is based on a multinational organization which has its operation in several countries such as India, Oman, Vietnam, Australia and Nigeria. The firm is facing certain communication challenges and aims to provide a solution for them. This analysis aims to explore the market dynamics regarding the different communication tactics adopted by the multinational firms all over the world. Good Practices of Communication The global firms are increasingly using different communication strategies for the internal as well as external development. As opined by Shockley-Zalabak (2014), one aspect of the communication strategy comprises of the internal branding in which there is transparent communication with the brand directors as well as topmanagement of the firm. The multinationals also maintain external branding by publishing different modes of documents that highlight their major developments in products and services (Broadbent, 2013). The country heads at the global locations do report to the managers located in the global headquarters. In multinational organizations such as Walmart, there is the publication of the newsletters, which outlines the various achievements if the companies in several attribute (Liu et al., 2015). There is discussion of the sales, innovation, accolades and community building. There are important for announcements that are made in the newsletter regarding the key decisions t aken by themanagement (Broadbent, 2013). This newsletter is being circulated to all the important locations so that the employees are aware about the major happenings of the company. As stated by Ozcelik (2015), Nike Inc.has added different values of sports like perseverance as well as teamwork in the company culture. The company strives to incorporate emotions in the regular functioning of the organization so that the employees remain competitive with the outside work environment (Broadbent, 2013). This makes the employees identify themselves as employees of the valued organizations. Nike uses enhanced level of organizational communication in which the employees would feel like a sports team in which the manager is considered as the captain (Broadbent, 2013). The manager acts as a liaison between the organization and the employees. The organization believes in the transparent communication levels with all members so that there is an increase in the organizational efficiency. As opined by Lussier and Kimball (2013), Coca Cola has introduced a unique brand advocate program known as Coca Cola Ambassador. In this program, the company prepares its employees to perform better in an organizational setting. This program prepares the employees to deal effectively with internal and external stakeholders. This makes the employees able to communicate their feelings well both with the internal employees as well as external entities such as suppliers, customers and others. The brand also makes sure that there are transparent communication channels between thetop management and the lower management (Gertner Rifkin, 2017). The content gathering is concerned with the collection of dedicated email address as well as in the form of comment boxes. The employees give their opinions in the department meetings to ensure that there is a maximum opportunity for all the department functions (Kapoor Si, 2014). Coca Cola also formulated one cross functional task force in which th ere was the development of employee focused initiatives (Lussier and Kimball 2013). The company ensures that the employee features are important for maximizing their productivity. Coca Cola has also implemented Communications Clinics in which there is drop in sessions that takes place three times every year (Kapoor Si, 2014). These initiatives foster the level of communication in between the employees. The company has always implemented a two way communication in between the different employees of the firm. According to Forbes (2015), Bayer Corporation has emphasized more on the internal communication of the team members and has proposed a sophisticated program for this initiative. In this program, they engage approximately 200 employees so that they can gain ongoing feedback about the transfer of messages across the organization (Kapoor Si, 2014). This kind of sessions emphasis on the better communication tactics among the employees which would enhance organizational growth. This also ensures that the company has passed all the relevant information to the important stakeholders. As argued by Epstein and Buhovac (2014), the communication is considered as a two way process by Apple Inc. The company has adopted a new internal communications strategy in which it aims to support as well as recognize the different working practices in the organization. The brand believes in the fact that it is important to exchange information and keep the employees updated about all the recent information (Kapoor Si, 2014). This strategy aims to empower the employees regarding all the recent product developments of the company and foster transparent channels of communication (Lo Dolce Ryan, 2016). The company believes that this is one of the processes to build a strong internal culture in which the employees are well-informed about the different decisions of the firm. Apple also believes in the fact that the employees should be given a platform to showcase their talents and voice their ideas, opinions and other concerns (Kapoor Si, 2014). This would also ensure that the employ ees would feel that their concerns are being heard and management is taking their concerns in an important manner (Lo Dolce Ryan, 2016). The company also has employee cells, in which they are able to share relevant information with each other and also discuss about the different market trends. Future Strategies The first challenge of timely communication with all the employees can be handled well by formulating an online forums in which the employees should be informed about the recent strategies of the organization, product developments and others. The concept of this forum is gained from that of similar model implemented in Apple. This forum should also be the basis for employee motivation and career progression. The employees should also be able to discuss various facts about working conditions and the working environment being provided to them (Lo Dolce Ryan, 2016). The login id and password of such forums should be sent to all employees so that they can access the forum anytime. This should also be improved with the help of different communication emails which are sent to the employees from time to time. The second challenge can be resolved by strategic targeting, which should be done by focusing on the mode of internal communication. This would ensure that there is transparent flow of communication between all levels of hierarchy (Lo Dolce Ryan, 2016). The internal communication should be fostered and different employee groups should be subjected to different levels of communication (Watson Hill, 2015). The messages should be catered to a niche audience as it would be more effective. This type of communication also ensures that all the hierarchy levels starting from the top management to the front line employees are being effectively addressed. It is also important to create employee forums, in which the employees would be able to share their feelings and grievances against the organizational policies. The third challenge of taking feedback from clients regarding product information should be solved with the help of surveys and feedback forms, which would help the clients to share their feedbacks regarding product usage. There can also be the implementation of communication clinics, as done by Coca Cola (Cornelissen Cornelissen, 2017). This would allow the external customers of the company to share their valuable feedback, which can be used by the company to enhance their services and products. There should be effective communication with the clients and it is important for the company to know their preferences and wants. The company should also use social feedback tools like CrowdSound, which helps in letting the customers to vote on their best suggestions through the help of company website (Cornelissen Cornelissen, 2017). This ensures that there are no additional tools that need to be implemented or installed and this option is cost effective too. The concerned company has int ernational clients and hence it can also make personalized feedback tools using Survey Monkey (Van Noort et al., 2015). Alternatively, if the company is able to allocate reasonable amount of resources, then it can also use GetFeedback, which is considered as a visually appealing application in which there is focus on the end-user experience (Sauvola et al., 2015). The surveys can be created with the help of attractive images as well as different fonts or colors that would be appropriate for the brand. The fourth challenge regarding the issues concerning local language can be solved with the help of recruitment of local people in the company. This would enable the company to understand the attitudes and behavioral patterns of the local community and effectively communicate with other members of the organization (Carvalhosa et al., 2017). It is also important to find a reliable translation service which would help the cross border employees to understand the local language. The companys document needs to be translated well so that both the local employees as well as the cross border employees would be able to understand (Cornelissen Cornelissen, 2017).This challenge should also be addressed with the help of visual methods of communication such as diagrams or pictures so that the complicated concepts are easily communicated (Cornelissen Cornelissen, 2017). The organization should also implement classes for the employees in local language so that they become little fluent with the d ifferent language of the local region. The fifth challenge of overcoming the cross-cultural issues should be taken seriously as the company operates in multiple locations such as Oman, Nigeria, Vietnam, India and others. The different cultures of the countries have different level of cultures such as high context culture as well as low context culture (Montano Kasprzyk, 2015). The company should understand that in high context cultures, communication process is concerned with the information in physical context and the actual meaning of the conversation is actually embedded in the information, which is done through the help of spoken words or written words (Cornelissen Cornelissen, 2017). On the other hand, the low context culture is characterized by open, precise and open, which is based on the feelings. This makes it mandatory to design the communication processes based on the country in which the business is operating (Cornelissen Cornelissen, 2017). There are also other forms of reactive cultures in which the peopl e are accommodating, amiable and they are good listeners (Moran, Abramson Moran, 2014). Hence, the company needs to spend fewer resources on such cultures, as the people are good listeners. However, the company needs to design string communication channels in multi-active cultures, in which the employees are characterized by emotional, warm and loquacious nature (Ferraro Briody, 2017). The sixth challenge of limited acceptability of digital media and the less penetration of the social media should be handled by more number of documentation and paperwork (Jayatilleke et al., 2016). It is important to draft important notices so that the employees are aware about the important information of the organization. The company should circulate important information through memos, fax and notices (Jayatilleke et al., 2016). The employees should be advised to go through these communication channels so that they remain informed about the vital decisions of the company. It is also important to try to introduce the available technological framework of the country and try to utilize it to the fullest extent. Conclusions and Implications There are many implications of poor communication in the organizations. If the employees are not aware of the companys policies and recent developments, then they would not be able to contribute to the organizational success. I feel that this is a delicate subject in modern day organizations in which the communication plays an important part in achieving organizational success. All the hierarchical levels should be well informed about the different operative procedures being undertaken by the organization. The company would not be able to be prosperous if it has improper communication process. The feedbacks of the clients should be considered well by the organization and if it is not done then the company would be unable to understand the customer preferences. In such a case, the company would be continuing producing items that are no longer required by the clients. This would make the company run in losses as the customers would not be willing to purchase the companys products. It i s also important to focus on the cross cultural issues of the company. The company would not be able to operate in a new environment if there are no specific policies adopted for betterment of the communication challenges. It is also important to foster the cross cultural communication measures so that the company is able to perform well in the new geographical location. This would not only enhance productivity of the team but it would also help in greater coordination and team support. It is also important for the company to develop measures in which there is limited digital literacy. There should be more implementation of the paper documents in such a scenario where there would be more popularity of such a medium. References Argenti, P. A. (2015).Corporate communication. McGraw-Hill Higher Education. Broadbent, D. E. (2013).Perception and communication. Elsevier. Carvalhosa, P., Portela, F., Santos, M. F., Abelha, A., Machado, J. (2017, April). Pervasiveness in digital marketinga global overview. InWorld Conference on Information Systems and Technologies(pp. 391-398). Springer, Cham. Cornelissen, J., Cornelissen, J. P. (2017).Corporate communication: A guide to theory and practice. Sage. Epstein, M. J., Buhovac, A. R. (2014).Making sustainability work: Best practices in managing and measuring corporate social, environmental, and economic impacts. Berrett-Koehler Publishers. Ferraro, G. P., Briody, E. K. (2017).The cultural dimension of global business. Taylor Francis. Forbes, D. (2015). Introducing the Interpersonal Motivations. InThe Science of Why(pp. 157-170). Palgrave Macmillan US. Gertner, D., Rifkin, L. (2017). Coca?Cola and the Fight against the Global Obesity Epidemic.Thunderbird International Business Review. Jayatilleke, B. G., Jayatilleke, B. G., Gunawardena, C., Gunawardena, C. (2016). Cultural perceptions of online learning: transnational faculty perspectives.Asian Association of Open Universities Journal,11(1), 50-63. Kapoor, M., Si, S. (2014). To study the growth of brand awareness through social media marketing and understand the latest trends associated.International Research Journal of Management Sociology Humanities,5. Liu, G., Chapleo, C., Ko, W. W., Ngugi, I. K. (2015). The role of internal branding in nonprofit brand management: An empirical investigation.Nonprofit and Voluntary Sector Quarterly,44(2), 319-339. Lo Dolce, A., Ryan, A. (2016). Discourse and Language in Marketing Communication, with Specific Regard to the Fear of Social Exclusion. A Single Case Study on Apple Inc. Lussier, R., Kimball, D. (2013).Applied Sport Management Skills, (With Web Study Guide). Human Kinetics. Montano, D. E., Kasprzyk, D. (2015). Theory of reasoned action, theory of planned behavior, and the integrated behavioral model.Health behavior: Theory, research and practice. Moran, R. T., Abramson, N. R., Moran, S. V. (2014).Managing cultural differences. Routledge. Ozcelik, G. (2015). Engagement and retention of the millennial generation in the workplace through internal branding.International Journal of Business and Management,10(3), 99. Sauvola, T., Lwakatare, L. E., Karvonen, T., Kuvaja, P., Olsson, H. H., Bosch, J., Oivo, M. (2015, August). Towards customer-centric software development: a multiple-case study. InSoftware Engineering and Advanced Applications (SEAA), 2015 41st Euromicro Conference on(pp. 9-17). IEEE. Shockley-Zalabak, P. (2014).Fundamentals of organizational communication. Pearson. Van Noort, G., Willemsen, L. M., Kerkhof, P., Verhoeven, J. W. (2015). Webcare as an integrative tool for customer care, reputation management, and online marketing: a literature review. InIntegrated communications in the postmodern era(pp. 77-99). Palgrave Macmillan UK. Watson, J., Hill, A. (2015).Dictionary of media and communication studies. Bloomsbury Publishing USA.

Reflexive pronoun Essay Example

Reflexive pronoun Essay The students will give advice to he senders letter using reflexive pronouns. Materials and Equipment Projector and laptop Whiteboard pen Copies of the interviews page Mirror Copies of the senders letter Papers Candies Carolina Procedures Warm-up T (Bring a mirror to class and hold it up to a student and ask) What do you see As (answers will vary) T (If they dont prompt them) Do you see yourself (Elicit a response that uses a reflexive pronoun) Yes, see myself. T If I put this mirror in front of Zulu, do you think she will see herself As Yes T Would you agree that a mirror itself is fragile, even though its frame might be strong As Yes T Why do you think people like to look at themselves in a mirror As (gnawer will vary) T When we look in a mirror, do we tend to be critical or positive about ourselves (Do this a few times until curiosity is piqued). T Have you notice the words myself, yourself, themselves, etc. What part of speech they are (Write the term reflexive pronoun on the board. Underneath the word reflexive, write the word reflects as a mnemonic and state, A reflexive pronoun reflects back on its antecedent noun or pronoun). Grammar Focus T What comes into your mind when you ear the word reflexive pronouns As (Vary their answers) T (The teacher will define reflexive pronouns and mention the singular and plural reflexive pronouns. It will be posted in the board. Also the teacher will discuss thoroughly when to use reflexive pronouns ) During the Speaking (As warm- up, these questions will be written on a Carolina). We will write a custom essay sample on Reflexive pronoun specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Reflexive pronoun specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Reflexive pronoun specifically for you FOR ONLY $16.38 $13.9/page Hire Writer T What the best kind of job for you What the best kind of work environment What the best type of boss to have As (Let the students think about jobs they have now or jobs they hope to have in the future as they discuss their answers to the questions on he board). T This afternoon, wanton to group yourselves into two groups based on the candy that you picked. (Two kinds of candies are placed at the entrance of the room and each student should pick one candy at the beginning of the session). You will conduct an interview within your group. (Give the paper to each group) I will give you 7 miss. O answer the questions). (After the activity) T Cathy, what job do you imagine yourself ten years from now As (Cathy will answer) T (The teacher writes Catchy answer). T Now, its your turn to share your dreams based from your answers in the given interviews page. Who wants to volunteer As (The students will participate) T Good job everyone I hope that 5-10 years from now you will fulfill your drea ms. Reading and Writing Activity T At this point, we will read about a letter of a call center agent seeking for an advice. In pairs, want you to read the letter silently. Then, in the second time, read the letter with a sad voice (chorally and with background music). (Distributes the senders letter) As (The students will read the letter aloud) T What advice can you give to the sender In the same group write your advice to the sender using reflexive pronouns thin 5 miss. As (They will group themselves and share their pieces of advice to their group mates) T In your group select the best advice and have a representative to share it in class. As (Present their advice to the class) T Good job class I hope you learn now how to use reflexive pronouns correctly. Assignment Work with pair and write a problem about your lovelier and let your partner give the advice. Be sure to apply what youve learned in reflexive pronouns. Appendix A Reflexive pronouns are used when a person or thing is referring to the same person or thing. The reflexive pronouns are Singular yeses-yourself- himself- herself- itself Plural ourselves- yourselves- themselves When to use reflexive pronouns As direct object (Projected on the board) Examples lam disfranchisement play the piano. Be careful with that knife. Horrifying stressful. Reflexive pronoun can be used as direct object with most transitive verbs, but these are the most common. amusebIamecutdryenjoyhelphurtintroducekillpreparesatisfyteachBut some overbalances their meaninglessly when they have a reflexive pronoun as direct object Examples Would you like to help yourself to another drink Would you like to take another drink wish the children would behave themselves-I wish the children would behave well. He found himself lying by the side of the road. He was surprised when he realized that he was at the side of the road. Take Note We denotes a reflexive pronoun after verbs which describe things people usually for themselves, such swash, shave,and dress Examples He washed himself in cold water. He always shaved himself before going out in the evening-Michael dressed himself and got ready for the party. We only use reflexives with these verbs overemphasis Examples He dressed himself spite of his injuries. She old enough wash herself. Sincerest objectives tinctured objects Thessaly outstretches the verb. (Projected on the board) Examples Would you like to pour-yourself drinkers broughtourselvessomething to eat. As Thebes of a prepositions the objectifies outstretches clause. (Projected on the board) Examples They had to coffer themselves. He was feeling very sorry himself. Warning But we use personal pronouns, not reflexives, petrifactions of place Examples He had a suitableness him. And featherweight it unaccompanied by She had a few friendships her. With the propositioning we want toyshop that someone did something alone and/or without any help Examples He lividly himself an enormous house. She walked homeboy herself. Give more examples class. Deemphasize person or thing we are referring to Examples Kendal itself quite a small town. Especially if we are talking about someone very famous Sir Paul McCarty whimsicalness the final song. We often put the reflexive pronoun at the end of the clause when we are using it for emphasis Examples Baked the breastfeeds. Segmented the car herself Appendix B Interviews Page Student A Gem, what job do you imagine yourself ten years from now Student B I imagine myself being the dean of College of Arts and Sciences in Sicilian University ten years from now. Student A Gem imagines herself being the dean of College of Arts and Sciences in Sicilian University ten years from now. Questions Name Sentences . What job do you imagine yourself having someday. What kind of work environment do you see yourself inn. Would you like a job where you can give yourself time off whenever you need tit. Would you rather work by yourself or work on a team. Do you want a job here you constantly challenge yourself. What kind of work would make you feel proud of yourself. Can you push yourself to work hard, or do you need someone else to push you.