An Example of an Introduction

An typesetters case Of An Introduction How to write an Introduction It is the intention of this essay to critically analyse how a manager is able to plan, organise, lead and control the introduction of a self management squad at Aerospace Technology Port Melbourne manufacturing plant. Secondly, this essay will also critically analyse how a self managing team leader is able to involve team members in difficulty identification, team meetings and rostering and strategical thinking and line solving.Thirdly, this essay will seek to critically analyse how team leaders at bottom a self managing team ar able to empower other team members to become involve in problem identification and brainstorming of solutions to achieve a competitive advantage over key fruit rivals. Body of demonstrate An Example Of How To Construct A Six Step Paragraph Step one economise a lead in sentence that refers back to the essay topic It is the intention of this paragraph to analyse how and when medicat e Inc. enior managers net deal with fortress to vary, suppression and casualisation of non-core employees. Step Two Cite expert feeling to keep going your upcoming cause and effect analytical example. Kotter & Schlesinger (1979), as cited in Wood et al. , (2006504), argues that there are sestet ways to deal with unsusceptibility to change namely education and communication, startleicipation and involvement, support and facilitation, negotiation and agreement, use of goods and services and cooptation and explicit coercion.Step Three Write a measurable cause and effect analytical example dose Inc. top managers relieve oneself decided to downsize and casualise its non-core workforce to reduce labour costs and introduce internet sell as part of its operations. However, these changes can impact on employees and may lead to a decrease in trick satisfaction, absenteeism, morale, shy and fear of future employment. Therefore the Drug Inc. managers implement its changes by impl ementing a strategic planned change management approach that deals with resistance to change emergencees.Step Four Cite expert popular opinion to support your depth psychology of the advantages of Makawatsukul & Kleiner (2003), argues that the key advantages of managers and change agents being actively involved in managing change is that they are able to inform employees about the imminent change being planned with dependent and honest communication, and by expressing the reason for downsizing. In stage 2 the stay employees should be involved in redesigning and improving their job roles and responsibilities.In stage 3 Drug Inc. generous remuneration offers should be made to the survivors of the downsizing to highlight how treasured they are by management. In addition Makawatsukul & Kleiner (2003), also argues that the Drug Inc. needs to yield stress management, accomplishment assessment, career counselling, workplace placement programs while training programs should also be pr ovided to the remaining employees, in an trend increase their confidence and skills in performing fresh job roles.Step Five Cite expert opinion to support your analysis of the disadvantages of Whereas, Dawson, (1996), as cited in Saka (2002), argues that the key disadvantage of managers and change agents not communicating to employees the impending threat of downsizing and job redesign may pass on in an increase in rumours that leads to an increase in mental faculty absenteeism, a pooh-pooh in staff morale and loyalty that could ultimately result in an increase in staff turnover of highly talented and core employees.Step Six Write a concluding sentence (or two) that summarises the key point(s) contained in the paragraph In conclusion, resistance to downsizing within the Drug Inc. organization can only be quash if employees concerns are dealt with openly and honestly and the survivors new job roles and responsibilities are clearly defined and opportunities for training and dev elopment and advancement are explained to each employee on an individual basis. An example of how to write an excellent paragraph This is a repeat of the previous page plainly in the correct paragraphing format) It is the intention of this paragraph to analyse how and when Drug Inc. senior managers can deal with resistance to change, downsizing and casualisation of non-core employees. Kotter & Schlesinger (1979), as cited in Wood et al. , (2006504), argues that there are six ways to deal with resistance to change namely education and communication, participation and involvement, support and facilitation, negotiation and agreement, manipulation and cooptation and explicit coercion.Drug Inc. top managers puzzle decided to downsize and casualise its non-core workforce to reduce labour costs and introduce internet selling as part of its operations. However, these changes can impact on employees and may lead to a decrease in job satisfaction, absenteeism, morale, uncertain and fear of future employment. Therefore the Drug Inc. managers implement its changes by implementing a strategic planned change management approach that deals with resistance to change processes.Makawatsukul & Kleiner (2003), argues that the key advantages of managers and change agents being actively involved in managing change is that they are able to inform employees about the impending change being planned with open and honest communication, and by expressing the reason for downsizing. In stage 2 the remaining employees should be involved in redesigning and improving their job roles and responsibilities. In stage 3 Drug Inc. enerous remuneration offers should be made to the survivors of the downsizing to highlight how valued they are by management. In addition Makawatsukul & Kleiner (2003), also argues that the Drug Inc. needs to provide stress management, skill assessment, career counselling, workplace placement programs while training programs should also be provided to the remaining empl oyees, in an effort increase their confidence and skills in performing new job roles.Whereas, Dawson (1996), as cited in Saka (2002), argues that the key disadvantage of managers and change agents not communicating to employees the impending threat of downsizing and job redesign may result in an increase in rumours that leads to an increase in staff absenteeism, a decline in staff morale and loyalty that could ultimately result in an increase in staff turnover of highly talented and core employees.In conclusion, resistance to downsizing within the Drug Inc. organization can only be overcome if employees concerns are dealt with openly and honestly and the survivors new job roles and responsibilities are clearly defined and opportunities for training and development and advancement are explained to each employee on an individual basis. An Example Of A ConclusionIn conclusion, the key issues identified within the KD merchant marine case study are crapper the Managing managing direct ors autocratic leadership title, his autocratic decision making style and involvement in job analysis and job redesign in preparation for downsizing non core job roles. In ordination to overcome the issues identified in KD Transport, these issues should be addressed efficiently. The first key problem identified is that John the ManagingDirector of KD Transport should be ready to change his traits and behaviours to overcome the problems facing at the moment due to his autocratic leadership style and autocratic decision making. The first key recommendation is that John adopts more participative leadership style over the current autocratic leadership style because it is likely to result in creative and sophisticated ideas, employee involvement in decision making that generate a broad range of actions that could be considered for implementation.The jiffy key problem identified in the case study is that John the Managing Director should involve fellow worker managers and employees i n the decision making process. The second key recommendation is that John adopts participative decision making where the Managing Director seeks input from other managers and employees and it is likely to result in increased employee satisfaction, improved staff loyalty, increased productiveness and more informal efficient decision making outcomes.The third key issue identified is that John should involve HR personnel in job analysis and job redesign process. The third key recommendation is that John the Managing Director seek the involvement of HR Personnel or a HR consultant in employee downsizing, job analysis and job redesign process because HR personnel have the expertise to conduct job analysis and identify which job roles should be downsized and which employees and job roles should survive in order to achieve short term as well as long term organisational goals and objectives.Furthermore, the HR personnel has the expertise to design a training and coaching process for the sur vivors of the re-organisation process at KD Transport to perform the new job roles and responsibilities as a result of the job redesign process that occurred with the amalgamation of three warehouses into one. Finally, John the Managing Director should take all the aforesaid factors into consideration in order to facilitate the smooth running of the business and over come the current problems that KD Transport is experiencing. An Brief Example Of A Bibliography (A bibliography must be in alphabetical order of authors cited) ReferencesCompton, R. , Morrissey, W. , and Nankervis, A. , (2006), Effective Recruitment and selection practices, quaternary edition, CCH Aust Ltd, Sydney Deresky, H (2008), International Management Managing across borders and cultures, 6th edition, Pearson Prentice Hall, New Jersey, USA. Fish, A. , Bhanuogopan, R Cogin, J. , (2008), Value orientations as predicators of cultural and business impact, Cross Cultural Management An International Journal, Vol. 15, No . 1, pp. 30-48. Fu, P. , Yukl, G. , (2000), Perceived specialty of influence tactics in the United States and China, Leadership Quarterly, Vol. 1, No. 2. pp. 35-55. Hayes, D. , Ninemeier, J. , (2008), Human Resources in he Hospitality Industry, John Wiley & Sons Inc How To Cite Textbooks And Journals In Your Bibliography Citing textbooks in your bibliography is as follows Surname, Initial of Christian figure, (Year of Publication) Title of Textbook, Name of Publisher, Place of Publication. Citing journals in your bibliography is as follows Surname, Initial of Christian Name, (Year of Publication), Title of journal article, Name of journal article, Volume, subject area Number, Page Numbers.