Managers Emotional Intelligence Effect On Followers...

Manager’s Emotional Intelligence Effect on Follower’s Performance Job Satisfaction. Research has shown that leaders who have high levels of emotional intelligence are able to increase the job satisfaction of their workers leading to increase performance. In a study done by Sy, Tram, and O’Hara (2006) of 187 restaurant workers, in which 62 were managers, they investigated the relationship between employees’ emotional intelligence, their manager’s emotional intelligence, employees’ job satisfaction, and performance. They discovered that a managers’ emotional intelligence created more job satisfaction for employees with low emotional intelligence than with employees with high levels of emotional intelligence. Furthermore employees with high emotional intelligence performed their jobs better (Sy, Tram, and O’Hara 2006). Similarly, in a study by Chi-Sum and Wong (2002), of 120 MBA students and government administrators they discovered that emotional intelligence has a positive correlation ith job satisfaction re gardless of the nature of the job. Communication. In research article by Venus, Stam, and Knippenberg (2013), the researchers argued that leaders can express certain emotions which can inspire followers with a regulatory focus. They stated that many leader do not use emotions to persuade followers to be more receptive to goals and that this could increase followers’ performance. Regulatory focus means that when the leader expresses their goals to their followers, theShow MoreRelatedThe Leadership Of Carol Baines1482 Words   |  6 Pagescontinued growth of the business. Finally, it questions whether situational factors had an influence in Carol’s success and whether Carol could succeed as a leader in other business context. Analysis Companies need leaders to effect changes and to improve business performance. Changes are necessary for survival, as competitors might force a company out of business if it chooses to remain stagnant. Leaders could be assigned, with position power, or it could emerge due to needs of followers, where itRead MoreThe Relationship Between Emotional Intelligence And Leadership Style That Differentiate Effective Leaders9113 Words   |  37 PagesThe purpose of this quantitative correlation study is to examine the degree and extent of a relationship between emotional intelligence and leadership style that differentiate effective leaders. A brief review of the literature was conducted using the following resources, Northcentral University Library (NCU Roadrunner), Google Scholar, Galileo, and ProQuest. Several searches included peer-reviewed publications and academic journals such as the International Journal of Business Management, JournalRead MoreTransformational Leadership Literature R eview Essay3798 Words   |  16 Pagesfuture. A transactional manager may also derive his/her actions from the technique of managing by exception. This technique is based on the premise that the manager’s job is to not oversee the day-to-day tasks of every employee, but to only focus their attention on those issues that cause subordinates to fail in meeting planned performance levels. These types of managers who do not participate at all are many times referred to as laissez-faire leaders. According to Eeden, et. al (2008), â€Å"The leaderRead MoreHenry Ford – the Leadership Qualities of One of History’s Greatest Innovators.5116 Words   |  21 Pageschange and make them believe their efforts will achieve the goals set | Deal with procedures and operational structure including staffing requirements | Execution | Motivating and inspiring – Looking at intrinsic and extrinsic factors to increase performance and making sure everyone knows what’s expected of them. | Reporting on delivery against budget, making the relevant changes to ensure success. | Outcomes | Effective and successful change. | Provides a process of consistency and understandingRead MoreThe Importance of Visionary Leadership and Implications for Performance and Satisfaction5579 Words   |  23 PagesImplications for Performance and Satisfaction Introduction Newark Electronics, based in Chicago, IL, is the largest distributor of electronic components in North America. It is one of many subsidiaries of Premier Farnell Group (PFG), based in London, England. I work in the Purchasing Department as a electronic parts Buyer / Planner for Newark. Newark is the most policed subsidiary, and is constantly scrutinized on its organizational performance, and lately its managementRead MoreFred Maiorino Case8410 Words   |  34 PagesSchering-Plough Corporation for thirty-one years before Jim Reed was named general sales manager over the South Jersey sales district that included Fred’s sales territory. Afterwards, Reed implemented several changes to try to boost sales including a new performance appraisal system and a hands-on coaching style to motivate his sales staff. The problem arose with Reed’s inability to motivate Fred (Buller Schuler, 2003). Major Issues The major issue is this case is Reed’s inability to motivate Fred, whichRead MoreRobbins Organization Behavior Leadership Quiz11558 Words   |  47 PagesDiff: 2 Page Ref: 151 Quest. Category: Concept/Definitional LO: 2 6) According to research, which of the Big Five personality traits is the most important in effective leaders? A) conscientiousness B) openness C) extraversion D) agreeableness E) emotional stability Answer: C Explanation: C) A comprehensive review of leadership literature, when organized around the Big Five, has found extraversion to be the most important trait of effective leaders but more strongly related to leader emergence thanRead MoreStephen P. Robbins Timothy A. Judge (2011) Organizational Behaviour 15th Edition New Jersey: Prentice Hall393164 Words   |  1573 PagesIntroduction What Is Organizational Behavior? 3 The Importance of Interpersonal Skills 4 What Managers Do 5 Management Functions 6 †¢ Management Roles 6 †¢ Management Skills 8 †¢ Effective versus Successful Managerial Activities 8 †¢ A Review of the Manager’s Job 9 Enter Organizational Behavior 10 Complementing Intuition with Systematic Study 11 Disciplines That Contribute to the OB Field 13 Psychology 14 †¢ Social Psychology 14 †¢ Sociology 14 †¢ Anthropology 14 There Are Few Absolutes in OB 14 ChallengesRead MoreOverview of Hrm93778 Words   |  376 Pagesassistance, and job sharing. The human resource department plays a central role in establishing and implementing policies designed to reduce the friction between organizational demands and family responsibilities. b. Increased complexity of the Manager’s job Management has become an increasingly complex and demanding job for many reasons, including foreign competition, new technology, expanding scientific information, and rapid change. Therefore, organizations frequently ask human resource managersRead MoreManagement Course: Mba−10 General Management215330 Words   |  862 Pagesinfluenced by the brutally competitive global economy in which organizations do not have any particular geographic identity or travel under any particular national passport? What will be the effect of the rapid gyrations in markets that emphasize the difficulties that accounting practices face in determining true performance costs and that forecasting programs confront in establishing the economic determinants of corporate planning? In addition to these challenges, many analytical and strategic evaluation

Mechanical And Structural Factors Of An Aircraft - 1422 Words

Aircrafts are and always have been a great mode of transportation and come with many clear advantages over many other forms of transportation . This in turn may be one of the main causes of their popularity and success over the years. Aircrafts are used commercially, Privately and they even have military applications. Aircrafts have always been an iconic sign of freedom. Even in the media and in commercial advertisements an airplane can be a symbolic tool used to instill security, freedom and luxury. Although there have been a great many advancements in mechanics and engineering of the aircrafts over the years, and many people consider them to be a reliable mode of transportation they still all have the capacity for mechanical or structural failures. In this paper we will begin to explore some of the main causes of these failures as well as the mechanical and structural factors behind them. An aircraft will typically fail because of an excess of stress applied to one or multiple mech anical or structural components. A more exact definition of stress is; â€Å"The force perpendicular to the cross sectional area of the member divided by the cross sectional area.†(chapter 8 lecture) There are several different types of stress and certain points of stress on an aircraft are more susceptible to damage or failure. In this paper we will also begin to analyze these factors to provide a more clear understanding of the mechanical and structural factors of aviation. According to Dr. HansShow MoreRelatedFiber Reinforced Concrete and Its Application Essay826 Words   |  4 Pagesloading, and the fibers can still hold the matrix together even after a lot of cracking. ïÆ'Ëœ Introduction Concrete is a structural material that is weak in tension and they also have brittle properties with a low tensile strength and strain capacity. Fiber reinforced concrete is known as one of the fastest segments in concrete which contain fibrous materials which increase the structural integrity. Fiber reinforced concrete can also be defined as a composite materials which is compose of aggregate, cementRead MoreHistory of the Propeller1574 Words   |  7 PagesThe aircraft propeller looks like a simple mechanism to the uneducated individual. To the educated, an aircraft propeller represents the highest sophistication in aerodynamics, mechanical engineering and structural design. This report will touch on the history of the propeller, from early pioneers/experiments, advancement during/after the war, all the way up to current applications of the propeller. The creation of the propeller can be traced back to Leonardo da Vinci. 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As innovation going on in the field of composites, the demand of these materials has increasedRead MoreEssay On Robust Maintenance1734 Words   |  7 PagesBuilding Robust Damage Classifiers Using Computational Model Predictions to be used for Structural Health Monitoring Interim Report Lewis Gunby Introduction In today’s engineering world, the cost is becoming one of the most important factors when it comes to the design of mechanical systems, such as bridges, aircraft, buildings, motor vehicles etc. When designing the system, there are three distinguished methods to lower cost: reduce the initial cost of building the product, lower the operatingRead MoreA Report On Aircraft Fuel Efficiency1715 Words   |  7 PagesReport on research Project. Abstract: Aircraft fuel efficiency has improved significantly since the beginning of the jet era in the 1960s, and from 1970 to 2000 total energy intensity was reduced by more than 60%. Fuel burn is a key determinant of aviation economics given that fuel costs account for up to 35% of total aviation costs. The aviation industry has therefore focused on fuel efficiency improvement through engine and aircraft innovation which has resulted in a reduction in total energy intensityRead MoreModern Aircraft Brakes2984 Words   |  12 PagesREPORT ON MATERIALS AND PROCESSES USED IN THE MANUFACTURING OF MODERN AIRCRAFT BRAKES FUTURE TRENDS The aircraft brake is dependent on the situation of the aircraft industry and influenced by the development of aerospace technology. As new designs and manufacturing processes do not occur very often, the worldwide operating competitors will have to analyse every new aircraft on the market and evaluate the cost and profit. Various modern equipments and processingRead MoreEnviromental Impact Of Aviation. B Tech Aerospace1585 Words   |  7 Pagesimpact 5. Water quality Discussion- 1. NOISE IMPACT- Noise pollution is produced by an aircraft during various phases of flight due to Movement of compressed and rare acted air molecule as a pressure wave. This kind of waves are having audible frequency and strong enough. There are major sources from where noise originate-Aerodynamic noise, mechanical noise engine noise and noise by aircraft system. We can divide the impact of noise aviation into two parts- A.)Physical-interference, annoyanceRead MoreTypes Of Polymeric Materials Which Have Hydrocarbon As Its Backbone And Pendent Acid Groups1602 Words   |  7 Pagesautomobile parts, roofing materials, coatings, food packaging. Supramolecular Polymers Supramolecular polymers are synthesised from low molecular mass monomers which are joined by reversible non-covalent bonds and gets a polymer which have good mechanical and rheological properties. Under thermodynamic condition, these noncovalent bonds can be broken reversibly, its properties are different from other polymers. Its features incluse self-healing property, improved processing and switchable environmentalRead MoreStrengthening Of Reinforced Concrete Slabs With Penetrations Using Cfrp1176 Words   |  5 Pagesreduction factor for various FRP systems and exposure conditions (ACI 440.2R, 2008) 9 Table ‎5 1 Test matrix (Casadei, Nanni, Ibell, 2004) 12 Table ‎5 2 Test results (Casadei, Nanni, Ibell, 2004) 14 â€Æ' LIST OF ABBREVIATIONS 1 INTRODUCTION Strengthening a floor slab is often required when a change in a floor slab function is required; these changes could be an increase in the expected load, a change in the applicable design code or the introduction of a new opening due to mechanical requirementsRead MoreU.S. Airways Flight 1549 Accident Essay2982 Words   |  12 Pagesapproaching the aircraft. When the Airbus collided with the birds, the windscreen turned dark brown immediately with numerous loud thuds being heard. Following ingestion by the birds, both of the engines lost all thrust. In an attempt to restart the engines, the captain, Chesley B. Sullenberger, took the controls while Skiles the emergency procedures checklist. The captain turned to return to LaGuardia and after considering several emergency landing destinations, he ditched the aircraft in Hudson River

Discrimination at Workplace free essay sample

Introduction Have you ever been treated or looked at differently because of your race, gender, religion, social rank or any other attribute? If you did, then you must have experienced one type of discrimination. So, what do we mean by discrimination? In general, discrimination is the judgment of qualities and recognition of the differences between things, and it comes in different forms and frames. At† workplace discrimination occurs when an employee suffers from unfavorable or unfair treatment due to their race, religion, national origin, disabled or veteran status, or other legally protected characteristics. Employees who have suffered reprisals for opposing workplace discrimination or for reporting violations to the authorities are also considered to be discriminated against†(Allbusiness, 2010:1). Many countries, in particular the modern and developed ones, issued decrees and laws that prohibits discrimination in work-related areas, such as recruiting, hiring, job evaluations, promotion policies, training, compensation and disciplinary action Direct vs. We will write a custom essay sample on Discrimination at Workplace or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Indirect Workplace discrimination can be characterized as direct or Indirect. Direct discrimination involves treating someone less favorably because of their possession of an attribute (e. g. , gender, age, race, beliefs, socio-economical status, national origin, disability, etc†¦), compared with someone without that attribute in the same circumstances. An example of direct discrimination would be not offering a job to a woman because she is likely to take maternity leave whereas a man is not. Indirect discrimination involves setting a condition or requirement which a smaller proportion of those with the attribute are able to comply with, without reasonable justification. Types of workplace Discrimination As mentioned earlier, workplace discrimination happens when some employee suffers unjust treatment, perception of or even interaction with, due to the fact of a physical attribute of the offended prejudiced by the discriminator. Among various types of discrimination, researchers and specialists identified five main discriminated attributes at workplace: Race, Gender, Age, beliefs, and disability. While discrimination occurs in a variety of workplace environments, certain organizations may be structured in ways that increase the likelihood of biased treatment and subordination of employees occupying lower social status positions†( Wizdom Powell Hammond et al, 2010) 1. Race discrimination Racial discrimination differentiates between individuals on the basis of real an d perceived racial differences, and has been official government policy in several countries, such as South Africa in the apartheid era, and the USA. For example, a black employee may suffer illegal discrimination, if working in a white dominant environment, just because of his racial attributes, like color, structure and others that don’t fit the majority. Many researchers found out that racial discrimination is by far the most obvious type of discrimination and contributes to a major stake of discrimination cases and lawsuits. Another obvious example is of Arab immigrants in western countries, who suffered increasing discrimination after 9/11 due to the fact that terrorists behind 9/11 were Arabs. Nowadays, countries with growing economies attract various ethnic groups to come and work together. This results in more discrimination issues floating on the surfaces with no governing law framing this type of malice. For example, in Gulf countries like UAE, Saudi and others race discrimination is tolerated with absence of rules and acts prohibiting such behaviors and polices within organizations. There is a lot of discrimination according to race in the labour market, which affects the contribution of those who suffer from it. They feel dissatisfied and this reflects in their work and affects the lives of sometimes large families in the UAE and abroad. (Charles Stratford,2009) 2. Gender discrimination Gender or Sex discrimination is discrimination against a person or group on the basis of their sex or gender. Currently, discrimination based on sex is defined as adverse action against another person that would not have occurred had the person been of another sex. This is considered a form of prejudice and is illegal in certain specified circumstances in most countries. Sexual discrimination can arise in different contexts. For instance an employee may be discriminated against by being asked discriminatory questions during a job interview, or because an employer did not hire, promote or wrongfully terminated an employee based on his or her gender, or employers pay unequally based on gender or sexually harass an employee. Socially, sexual differences have been used to justify societies in which one sex or the other has been restricted to significantly inferior and secondary roles. While there are non-physical differences between men and women, there is little agreement as to what those differences are. Unfair discrimination usually follows the gender stereotyping held by a society. The United Nations had concluded that women often experience a glass ceiling and that there are no societies in which women enjoy the same opportunities as men. The term glass ceiling describes the process by which women are barred from promotion by means of an invisible barrier. [citation needed] In the United States, the Glass Ceiling Commission has stated that between 95 and 97 percent of senior managers in the countrys biggest corporations are men. Transgendered individuals, both male to female and female to male, often experience problems which often lead to dismissals, underachievement, difficulty in finding a job, social isolation, and, occasionally, violent attacks against them. 3. Age Discrimination Age discrimination is something that the average worker knows very little about. Although, anyone who lives to be middle aged will have a good chance of experiencing an age bias act, age discrimination is a non-issue to most people. This attitude is reflected in the literature that is available on the subject. There is very little information about age discrimination. Most of the information is about workers’ legal rights and it is accompanied by much advertising of available legal services. Typical actions might include refusing to hire or promote older workers, playing with their employee benefits, limiting their training opportunities or limiting their job responsibilities and duties. Older workers may be targeted in reductions of the work force; they may be encouraged to retire. Exit incentive programs may deny valuable additional benefits to an older worker and early retirement incentives may pressure older workers to retire early. Incentive benefits may be reduced for people who continue working beyond â€Å"normal† retirement age. All of these actions reinforce a stereotype of older workers as the most dispensable in the workforce. Various words and phrases may be used to disguise an age bias. Some examples of this are saying that a worker costs too much, has been with the company too long, lacks versatility, is unable to adapt to new methods or technologies, lacks energy or has failed to be a forward enough thinker. In addition, decisions that are not directly based on age may have a disparate effect on older workers such as policies related to length of service or years of seniority. Some of the thoughts behind age biased actions are that older workers should move aside to make room for younger workers who need to support families, that they are less competent, and that there’s no point in training them for new jobs. There is also an idea that younger managers do not really want to work with older workers no matter how good their skills. 4. Beliefs Religious discrimination at the workplace is still one of the biggest challenges facing many countries around the world, especially here in Canada and in the USA. Even through religious discrimination has been an illegal factor, it still happens very frequently. The laws against religious discrimination give employers a really hard time. On one hand, you cant make employment decisions based on a persons religion. On the other, you might have to take an employees religion into account when making certain workplace decisions. The law prohibits you from discriminating based on the fact of someones religion beliefs (for example, that an employee is Catholic, Jewish, or Muslim). You cant refuse to hire someone because he or she is Jewish; you cant promote someone because he or she is Christian. Same thing with the working days, you must work with your employees to make it possible for them to practice their religious beliefs on their days. This might mean not scheduling an employee who is Jewish to work Saturday because of their belief that Saturday is the Jewish Sabbath. This is the day that they go to the synagogue. Discrimination can happen anywhere, and it can take many forms. Some people mistakenly believe that it can only affect people of ethnic minority groups, but discrimination can happen to anyone. In addition to race, anti-discrimination laws also protect people against discrimination on the basis of age, gender, marital status, among others. In the workplace, discrimination frequently takes place when a company is hiring and firing. It is illegal for an employer to fire an employee just because of that persons religion and what they believe in. Taking it to a higher level, a employer might deny employees raises, promotions, or opportunities for training simply because of their religion. If you have faced discrimination in the workplace because of your spiritual beliefs, you are entitled to stand up for your rights. There are laws that you need to know about and you can actually protect yourself from Religious Discrimination at the Workplace. 5. Disability discrimination People with disabilities face discrimination in all levels of society. The attitude that disabled individuals are inferior to non-disabled individuals is called ableism. Chronic pain is a debilitating condition which is often neglected in modern society. According to the American Chiropractic Association, over 50% of all working US citizens complain of back pain each year. An estimated 80% of the population will experience back pain at some point in their life. Many times pain can become chronic and debilitating. Ergonomic seating and work environments are not only be a reasonable accommodation for those who suffer, they are also a preventative measure to counteract the soaring cost of medical treatment for pain conditions. Ergonomic seating in all public institutions would be a positive step to providing access to public services for all those who need it. In the United States, the Americans with Disabilities Act provides guidelines for providing wheelchair access for public institutions, but ergonomic devices for those who suffer from pain are something that has yet to be implemented. This is just one of many accessibility issues still faced by disabled individuals. Disabled people may also face discrimination by employers. They may find problems with securing employment as their handicap can be seen as a risk to the company, and once in employment they may find they are overlooked for promotion opportunities. Similarly, if an employee becomes disabled while employed they may also find themselves being managed out the company by HR departments. Unsympathetic employers can make life very difficult for such employees and can often make their health problems worse. Disability discrimination laws mean that in theory the employee has a method of redress in such instances. Effects of workplace discrimination Workplace discrimination is a common cause of the nations skyrocketing unemployment rate. If a company does not hire women, then the female applicant does not get the job. The same reasoning applies to all of the aforementioned categories affected by workplace discrimination. These individuals are without job opportunities and therefore unemployed. The discriminated party is usually smart enough to know why he wasnt hired. This instills anger and hurt in him. How he releases these feelings may result in violence. His self-esteem is shattered and he unleashed his negativity on those around him. Many mass murder and domestic violence cases are a result of workplace discrimination. An employee subject to workplace discrimination is apt to lose interest in his duties and in the company. For example: Hes of a different race than his peers, who make subtle inappropriate jokes about his culture. He tells his supervisor, who waves it off, stating,Oh, thats nothing. This sends his morale into a downward spiral, which results in lack of productivity. Workplace discrimination can have harsh effects on the psyche. When hopelessness sets in, he feels unworthy and like a failurehe thinks its all his fault. His drive to succeed is elusive and he gives up on life. This deteriorating stage can lead to severe depression. Treatments and solutions Know what is legally defined as workplace discrimination. Making derogatory remarks about a group of people or making hiring decisions based on a protected-class characteristic are discriminatory acts. It is also considered discrimination to withhold raises and promotions or terminate a person based on his class or refusal to perform sexual acts. Learn the protected classes covered by anti-discrimination laws. A protected class is a group of people against whom it is illegal to discriminate based on a common characteristic. It is illegal to discriminate due to: race, ethnicity, religion, national origin, age, gender, disability, color, political affiliation or veteran or familial status. In some areas, it is also illegal to discriminate based on sexual orientation, though it is not a federal violation. Avoid workplace discrimination by developing a no-tolerance policy in regard to harassment and discrimination. Put the policy in writing and require every employee to read it. Have each employee sign a form indicating that she has been provided with a copy of the policy and keep these forms in personnel files. Establish a procedure for filing complaints. The procedure should outline to whom complaints should be made and how they can be heard confidentially. It should also define an action plan for investigating complaints thoroughly and promptly. Discuss the anti-discrimination policy in detail with your employees. Give clear examples of incidences of discrimination and share the consequences for such actions. At the same time, provide employees with the procedure to follow in order to file an internal grievance. Provide diversity and sexual harassment training for all employees. Such training further clarifies what types of behavior are inappropriate. It will also provide strategies and solutions as to how a diverse workplace can function together as an effective team. Discrimination in Lebanon Although the Lebanese Constitution provides for a discrimination-free workplace, yet discrimination is widely spread in a country that has no identified policy for the workplace and workforce. Discrimination is experienced at levels and in all forms. Ranging from religious backgrounds, race, gender, disability to other types and forms, resulting in unjust standards in every aspect of employment and employee related issues. In mid 90s the Lebanese government submitted a detailed report to the Human Rights Committee on discrimination and observed in paragraph 7 of their report that â€Å"no provision of Lebanese law makes a distinction between races or between individuals on the grounds of colour, language, political opinions, social origin, birth or fortune†. Yet, â€Å"Equality Now Association† notes that the government makes no mention of distinction between individuals on the basis of sex. In paragraph 19, the government does acknowledge that â€Å"progress still needs to be made in ensuring equality between men and women,† but does not clearly indicate any measures which will be taken to promote such needed progress. Conclusion Finally, whether discriminated against your color, religion, nationality, or gender, discrimination is considered to be one of the most threatening factors to economy development and social development as well. Majority of people suffered at least one type of discrimination in their lifetime, which shaped their perception to the workplace and as Clarence Thomas said:†Any discrimination, like sharp turns in a road, becomes critical because of the tremendous speed at which we are traveling into the high-tech world of a service economy†. Bibliography 1. All business(2010) ‘understanding workplace discrimination† http://www. allbusiness. com [accessed 5th may, 2010] 2. Wizdom Powell Hammond Marion Gillen Irene H. Yen (2010) ‘Workplace Discrimination and Depressive Symptoms’ Race and Social Problems. 2(1) pp. 19-30 3. Charles Stratford. (2009) ‘Discrimination: a big issue’ Gulf News. 18(20) pp. 41-43

Technology Park Malaysia Corporation Essay Example

Technology Park Malaysia Corporation Essay We were having an interview with the executive MOHAMMAD NADZIM AHMAD AZMI of Technology Park Malaysia Corporation Sdn Bhd (TPM). The company located in Level 5, Enterprise 4 Technology Park Malaysia 57000 Bukit Jalil, Kuala Lumpur. TPM is a partial private and partial government organization which was incorporated in September 1996. It is a pioneer centre for technology innovation and advanced research and development in Malaysia, offering world-class infrastructure and 2 million square feet of Ramp;D space. Twelve distinct building make up TPM; each architecturally designed for knowledge-based companies at various stage of growth. The buildings, namely the innovation House, Incubator Centres and Enterprise Houses are equipped with Uninterrupted Power Supply (UPS), LAN infrastructure, wide bandwidth internet connectivity, multiple telephone connections, teleconferencing, maintenance and round-the-clock security. TPM has also set up the Centre for Technology Commercialization (CTC) to bring together the forces of technology business commercialization in Malaysia by hosting technology business forums and seminars, anchoring consultative panels between industry and academia, and undertaking business and market intelligence through an international network of experts. Conceptualized as a means to promote the development of high-tech companies with an environment conducive to Ramp;D activities, TPM today is a vibrant technology business cluster within MSC Malaysia, home to more than 10,000 knowledge workers in over 140 technology based companies. We will write a custom essay sample on Technology Park Malaysia Corporation specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Technology Park Malaysia Corporation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Technology Park Malaysia Corporation specifically for you FOR ONLY $16.38 $13.9/page Hire Writer TPM is a property-based organization, developed to catalyze Malaysia’s transformation into the knowledge economy. TPM is managed by specialized professionals whose main aim is to increase the wealth of the community by promoting a culture of innovation and competitiveness in its associated businesses and knowledge-based organizations. Designed to propel Malaysia into the Innovation-Led Economy, Technology Park Malaysia is to date one of the worlds most advanced and comprehensive centres for research and development of knowledge-based industries. Spanning 750 acres, its first phase comprises 12 state-of-the-art buildings with specific functions. The latest addition to Phase I is the Enterprise 4 building, which is an intelligent building designed to service the physical needs of high-tech companies, enabling them to be service providers to the MSC, the rest of Malaysia and the world. The other phases involve the leasing of Ramp;D Lot to individual companies to establish custom-designed head offices, research facilities, test sites and planned future expansions. TPM Company Management Team is responsible for sourcing the most progressive and innovative tenant companies that can also create synergies within TPM. TPM also engages in other business activities through its four wholly-owned subsidiaries, namely TPM Biotech Sdn Bhd in biotechnology, TPM Engineering Sdn Bhd in engineering, TPM IT Sdn Bhd in Information Technology, and Technology Park Malaysia College Sdn Bhd in education and training. METHODOLOGY: We obtained data by first selecting three topics from which we have covered in our lectures. Then we composed a set of questions to be asked during the interview. During the interview the questions were asked, we jotted down the striking points from the answers given by Mohammad Nazdim Ahmad Ezmi, Executive Marketing and Business Development. In addition, we also recorded the entire interview of which we used to add up other points that we forgot to note during the interview for this report and presentation. On the other hand, we used secondary data from TPM’s handouts, brochures and leaflets. ACADEMIC CONTENT: In this report we are going to deal with the following topics; Business environment, Individual at work and Organization structure. BUSINESS ORGANISATION AND ENVIRONMENT This is the first aspect in consideration and TPM must relate the different Environment with their effects to the Organisation respectively. Environments are divided into two main categories, Controllable and the Non-controllable Environment, and they work in a butterfly effect system which means alteration of any environment can affect the other and so on. EXHIBIT 1. 1: Overview of Environment and their relation to TPM NON-CONTROLLABLE ENVIRONMENT 1. POLITICAL/LEGAL 2. ECONOMY 3. COMPETITORS 4. TECHNOLOGICAL CONTROLLABLE ENVIRONMENT 1. LABOUR 2. RAW MATERIAL 3. EQUIPMENT 4. CAPITAL 5. ENTERPRENEUR CONTRALLABLE ENVIRONMENT This Environment focuses on the attributes that add up to the structure of an organisation. They can be controlled in the sense that the organisation dictates the quantity and how much to be used depending on their available resources and therefore differ from different organisations. Refer to Exhibit 1. 1; the five attributes (controllable environment) as you can see are the major make-up of the organisation and without them, it is dormant to all its operations. * Labour points out the human resources, the actual workers who provide physical or intellectual contribution to the everyday activities within the organisation. This includes the heads of TPM who are president/CEO, vice presidents (corporate services, finance, Business Development and Special Projects) general managers, senior general manager, chief operating officer amp; also the employee subordinates under them. * Raw Material is the physical bits and pieces that are provided by suppliers to manufacture the company’s end products. * Equipment refers to the machinery or devices that play a role into converting the raw materials to finished end products. in the case of TPM which is a service sector orginisation the end product is to produce rental accommodation. Thus things like building are the equipments because they to provide accommodation to their tenants! * Capital is the cash flow or the monetary aid the organisation needs to acquire and achieve its goals, it is the most important because it keeps the other attributes active and functional. * Last but not least, the Entrepreneur who are directly involved in the organisations’ operations. These are Individuals or Groups that take into risk and invest so as to see the Company achieving the posted goals. Adding on to the listed, each attribute is vital for the company existence but they must be balanced and considered equally in order to prevail in the market competition. TPM recognizes this and take hide to see each attribute contributes accordingly. NON- CONTROLLABLE ENVIRONMENT Non- controllable environment is composed of the political, economical, competitors and technological environment. 1) POLITICAL/LEGAL ENVIRONMENT This is the most prominent environment of TPM. It’s the direct impact of the government’s attitude towards the business environment. The government shapes many determinants of a business’s political environment through its policies on the economy, competition, regional development, devaluation and employment. TPM is operating under the government’s attitude towards the economy and competition. Its policy focuses on Engineering, Biotechnology and Information, communication and technology (ICT). Due to this all facilities rendered by TPM are based on the above mentioned fields and not otherwise. The government of Malaysia plays the following roles towards TPM, since it practices mixed economy it acts as an entrepreneur, a planner and a promoter. ) Entrepreneur The government may provide services through its own department or through its agencies. In TPM the government through MOSTI (Ministry of Science, technology and innovation) offers tenancy services. These include land parcel, enterprise, incubator and innovation areas. Land parcel involves the development of customized building for large or fully commercialized technology companies such as ASTRO, TELEKOM and APIIT. Enterprise is for medium seized or Ramp;D divisions or wings of large local and multinational companies such as MAYBANK, LOTUS and STANDARD CHARTTERED BANK. Incubator is for individuals and companies expanding from the prototype pre-production stage through to market testing and production. Innovation, here individual entrepreneurs, scientists, software, writers, innovators and start-up entities at pre-production stage get areas to perform their work. b) Planner It involves the government’s expectations within a certain period of time. These include the government policy on energy, transport, communication and many others as its long term plans. It controls the overall level and direction of the country’s economic activities. As a result, TPM is one of the fruits of the government’s focus on Engineering, Biotechnology and ICT. TPM is also having TPM College whose work is to provide education in technologies to nurture the next generation of workers. In the long run, this will help to meet the expectations of the government by providing TPM and other offices with technological experts. c) Promoter The government plays the role of making new opportunities and promoting businesses found in her territory. TPM’s Centre for technology commercialization (CTC) is to galvanise the needs of the country’s stake holders in harnessing technology for wealth creation. Universities, research institutes, venture financiers, technopreneurs and government regulators will come together at CTC to make technology a reality. Promotion is done by CTC through hosting forums on the latest technology development, showcasing the latest technology- driven businesses, organising regional and international seminars on technology commercialisation, facilitating business needs of technopreneurs and through the production of â€Å"SYMBIOSIS† magazine for science, technology, innovation and business for the knowledge community. 2) ECONOMICAL ENVIRONMENT This includes the macro economy of the country and the industrial sector environment of TPM. Macroeconomics shows how all the different elements in the business environment interact. The trade cycle is among the elements, it follows a pattern of recovery, boom, recession and slump. Since December 2007, the world has being experiencing a great financial crisis (Recession). Due to this TPM’s tenants who are greatly hit by the crisis, tend to cut down spending by shutting down offices (wings) such as those situated at TPM. In doing so TPM is left with fewer clients. Ultimately, TPM earns lower han they used to before the financial crisis (Recession). 3) COMPETITORS TPM is not having competitors in its industry. However, there are companies given the same mandate by the government to carry out MSC Malaysia’s 1996 vision of spearheading the nation towards the becoming a technology rich and knowledge based economy. Other organisations include; Cyber jaya Flagship zone, Kuala Lumpur city centre (KLCC), UPM- MTDC Technology Centre, Penang Cybercity1 (PCC1),Kulim Hi-tech Park, KL Sentral, Menara MSC Cyber spot, Meru raya and Melaka International trade centre (MITC). The following is what TPM does to overcome and emerge as the best organisation among the other organisation under MSC Malaysia’s industry; * TPM ensures that it offers the best Ramp;D facilities. Example, it has laboratories for Physics and Chemistry for rental, something which firms like Cyber jaya does not possess. * They try to offer competitive rental prices, by making sure that the rent that they offer is a bit cheaper than other firms, such as that of KLCC and UPM- MTDC technology centre and the rest. In terms of services, TPM makes sure that it delivers hers (services) quickly. For instance, responding quickly to maintenance services such as bulb replacement. * To offer infrastructures which are up to date, lake making sure that each of their offices has internet, fully equipped with a power backing system (UPS) and reliable security systems. 4) TECHNOLOGICAL ENVIRONMENT Technological change has been one of the important reasons of the current environmental turbulence i n the business environment. TPM’s in 1996 establishment was based on the changing nature of the technology. Moreover, changes in technology can affect one or all functional areas in some way and links in the supply chain of an organization. Such changes prompt TPM to change its functional areas by making sure that they provide proper an up to date gadgets such as UPS in their offices. But again, when TPM was established it only focused in supplying facilities that dealt with Engineering and ICT. Due to the change in technology, TPM added Biotechnology facilities in its supply chain. INDIVIDUAL AT WORK There are three that govern at the perception of other in on individual at work. These are basing on a physical person, ones range of abilities and ones personality. At TPM when applies for a job he/she firstly perceived in terms ones range of intellectual ability. Due to this when one applies for a job they assess his/her academic qualification and experience. Secondly, they check at ones social abilities such as being e-subjective or interaction ability. One can have good academic qualification and fail to deliver the second criteria, TPM might not approval for their application. However the physical person such as ones gender is also considered in some fields of TPM’s work. For instance, when they want to offer a post for a secretary, women are the expected candidates for the job. The same applies to works offered in the engineering laboratories where much strength is required, TPM prefer to employ men in the field. MOTIVATION Is the term used to describe those processes instinctive and rational, by which people seek to satisfy the basic drives, perceived needs and personal goals which trigger human behaviour. TPM uses the following ways to motivate her workers; * KPI (key performance indicator), here objectives are listed down before the New Year. Thus each employee knows the goals of TPM for the coming year. * Employees to attend courses to improve their skills and knowledge. This mostly involves attending short courses to boost up their performance and make them up to date, since TPM deals with technology. * Giving employees promotions. TPM has a tendency of promoting employees who has at least worked for them for more than 2 or three years. * Allocating more responsibilities to employees. Example, an employee who is used to data entry only can be assigned to organize meetings and keep on his/her data entry task. SPECIALIZATION TPM has a specialized differentiation of functional tasks through each department into which the problems and tasks facing a concern as a whole are broken down thus giving room for individuals to specialize in a specific field. For instance TPM Engineering department has specialized individuals in each field they have split its tasks/jobs into, which are: * Robotics amp; PLC Training * CAD/CAM amp; CNC Training * Industrial Robots * CNC Machining ORGANISATION STRUCTURE TPM has a structured organization with career paths starting from Non-Executives to Executives and Senior Managers. With a diverse range of products and services, a career at TPM comes with opportunities to enrich ones self with knowledge on the many aspects of business, IT and operations. There are many aspects of the organization structure. TPM is based on a flat structure with less bureaucracy where it has short lines of authority (short chain of command) clarifying who reports to whom. There not many people who have legitimate power to discharge responsibilities. For instance when TPM holds their monthly bases meetings, the president/CEO is the one who gives out tasks to each department depending on what the government implements. TPM’s high ranking management is the only one that makes crucial decisions concerning TPM for instance the president/CEO approves any new proposal from his subordinates such has employment of new staff or a raise to employee’s salaries. But for small decisions such as fixing a broken light bulb or painting a building, there pushed down to low ranking individuals. The degree to which decisions are made in TPM’s high ranking management is small thus it’s decentralized. It can be deduced that TPM is an organic model due to the fact that it’s flat structured and comprises of individuals at a low rank as well as high rank making decisions. TPM has categorized together jobs/functions into seven departments each having a High ranking individual (manager) who has a number of subordinates to direct. The nine manageable units/departments with their heads are: * Corporate services unit which is primarily responsible for the provision of internal services that support the work of management and staff. Zakaria Mohammed Vice President * Finance Unit which is setting an effective and efficient system of financial and accounting management of all business activities which TPM runs. Sharbani Harun Vice President * Business development amp; Special Projects Ahmad Husni Johari Vice President * Centre for Technology Commercialisation which is responsible for Technology Commercialisation, Incubators amp; Entrepreneurs and also giving out Advise amp; Consultancy. Dr. Mustaza Ahmadun Senior General Manager * Park Management amp; Services unit which is held responsible for taking care of TPM Park as well as services supplied through TPM to its tenants and the park itself. Shahazman Abu Samah General Manager TPM College Sdn Bhd which manages TPM college subsidiaryShaliza Sabtu Chief Operating Officer * TPM Engineering Sdn Bhd unit which manages engineering related projects and produce innovative engineering solutions. Mohamad Zaihirain Mohamed Rasin Acting Head * TPM IT SDN BHD which manages the operations and Maintenance of Technology Park Malaysia’s ICT infrastructure. Zakaria Mohammed Head / Director * TPM BIOTECH SDN BHD which manages Biotechnology Division o f Technology Park Malaysia. It also includes logistic management, development of production facilities, GMP, GSP compliance and plant risk management. Dato’ Haji Mohd Azman Shahidin Determinant of structure: The Main determinant of TPM’S structure is the government. Technically orders/policies are passed down from the government to the ministry of science, technology and innovation (MOSTI) depending on where the country is heading towards. MOSTI then passes the policies toTPM and it’s implemented by TPM. for instance the government wants to industrialise Malaysia. The government will role out the policy to MOSTI and MOSTI will inform TPM to attract more engineering companies. The ministry of science, technology and innovation (MOSTI) installed the following Subsidiaries in TPM according to the government’s policy which is mainly focusing on where the country is heading to. * TPM Engineering Sdn. Bhd. (Prime Minister Dr Malhi wanted to industrialise Malaysia hence this was born) * TPM IT Sdn. Bhd. * TPM Biotech Sdn. Bhd. (this was born due to the Prime Minister Balha who focused on Bio-tech) * TPM College Sdn. Bhd. Complexity of the services TPM produces is also a determinant of this structure. The degree of heterogeneity is high, because of it being a services based organisation with broaden services from land rental to infrastructure rental each having additional entities such as furniture, aircon,elevators high tech security systems, gardens etc. Not forgetting its responsible for supplying quality education at TPM college, providing excellent internet connection throughout TPM etc. TPM’s income capacity is mainly on rental accommodation, and by this structure it will be able to support its growth even in the long-run for it has shown good benefits so far which improves TPM’s resources for income! CONCLUSION: To wind-up, we reported our findings at TPM, pinpointed the Political environment to be the most important environment and its implications in the future for TPM. However, the Technological environment is also one of TPM’s pushing factors. TPM is one of the best accommodation suppliers especially for organisations seeking technical infrastructure and good services. REFRENCE: * Butel, J. etal (1998), Business Functions, Blackwell publishing USA * Jankowizcz, A. D (1997), Business Research Projects third edition, Chapman amp; Hall Place North Yorkshire * MSC Malaysia (2008), Facts amp; Figures third edition, MSC Malasyia Cyber cities Department. Malaysia * Technology Park Malaysia (2008), All about TPM [online]. Available:  http://www.tpm.com.my/index.php? option=com_contentamp;task=viewamp;id=12amp;Itemid=35