Question 1
Ernst & Young (EY) is one of the biggest companies that provides a professional services to organizations as auditing, taxes, financial consulting and advisory services; using powerful and required services and data effectively are the base of competition.
Every organization seek to be the best in the market, and to achieve its goals and objectives that set. As any organization in the market, EY always seek to be the best by sharing an important statement that let all their employees feel the values and the purpose of the company; that famous statement is "Better begins with you"; EY believe that by recognizing the individuals and groups that works will reflect positively on their customers and communities. The main core factor
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EY has overcome this by cyber threat intelligence ( CTI ) process that make the organizations collect all their valuable information after evaluating the risks and threats in their markets, as it can have a huge effect on the association's capacity to expect any change or breaks before they happen, and react fast to fix those breaks happens at time. CTI process become one of the most required processes to be used in a lot of organizations to overcome the cybercrime and hacker of the cyber system of the organization that lead to a change in the whole work area and affect the long-term availability of …show more content…
Therefore, EY considered that keeping their people fulfilled and feel that they have a supportive management that care about them. Maslow's progressive structure from claiming needs will be a standout amongst the hypotheses that EY embrace so it can inspire its employees, the Maslow’s principle Think as of a model that indicates the mankind's needs over a progressive structure. In Maslow's point of view, when all the needs of the human is satisfied, the human will be motivated. the needs hierarchy demonstrates that Each individual begin their needs from physiological needs; that are the fundamental needs that Everybody necessities should survive as sanctuary warmth, food, drink, apparel, etc.. When the individuals necessities' need aid met, the second level will take after, which will be safety; that’s intend that the man may be not debilitating with the thing that is around him, from also feeling unstable or secured, and that's because of attained through retirement bundle, security employment position and protection operator. after this stage, the requirement of having a place and feel love in the work environment; as the employees wants to feel acknowledged from the team they work with. The fourth level may be known as self-esteem, is how much the employee or human is satisfied from himself, and if the human is
e live by and for our customers ' success, we want to be their top-of-mind and top-of-heart choice We build lasting relationships with our clients and associates We create value for our clients: We provide them with the best talent on time We help them to be competitive through flexibility
In this level is stage four, which is an authority and social-order-maintaining orientation. At this stage people do things based on rules that have already been set up or come from a place of high importance, for example, the government. Kohlberg said this was “...based on fixed rules, maintaining order and obeying authority” (2). He also said that there is “...a respect for rules [and] laws” (2). A person reflecting this stage will not make up rules to replace ones that already were there, or disobey rules that were already made to be followed.
The way that this system works is that in order to achieve the fifth level of fulfillment of needs, you must first meet
Chouaib Elhajjaji Written assignment 3:“Corporate Culture at Herschend Family Entertainment” pages 318 – 320 (Questions 1-5) Due Date : Wednesday 25 November , 2015 GRADE_________________ 1-The characteristics of corporate culture elaborated in this chapter were the following. Corporate culture is shared, a provider of guidance, a provider of meaning in the organization, top heavy, a constellation of values, a dynamic constellation of values, organic, inclusive of life values. Choose three of these characteristics and show how the culture Manby promotes at Herschend Family Entertainment relates with each one.
The risk management process establishes the methodology for risk enterprises framework for the of many businesses (Fraser & Simkins, 2010). A retail business such as Target needs to do a risk assessment to establish the types of risks being faced by the organization. The risk assessment process starts with the identification and categorization of risk factors. High customer interaction of the retail businesses like Target, need to identify risk as a continuous basis effort over the lifetime of the business (Mandru, 2016). It important that the business leaders, set goals and priorities for the risk management system.
At this level, they seek for intimacy and form relationships with others (Schultz & Schultz, 2013). The next level is the needs for self-esteem. Individuals at this level are motivated to be recognized and feel worthy (McLeod, 2007). The highest level of the hierarchy is the need for self-actualization. Maslow believed that everyone can reach this level but it requires the realization of one’s capabilities and potentials.
In the third stage, the relationship moves from being in a formal to a more of a personal relationship. At this point in time, the couple begins to disclose personal information about themselves. They reveal more aspects of their lives. The fourth stage is called the integration stage. At this point, the couple has put a label on their relationship, and have defined the place they find themselves in.
According to Maslow’s hierarchy of needs theory, there are five broad motivational needs classified into basic needs and growth needs (Kaur, 2013). The basic needs include, esteem, psychological, love and safety. On the other hand, growth needs involve self-actualization. In this regard, Maslow stipulated that individuals are motivated to attain certain needs (Kaur, 2013). These needs are arranged in such a way that the lower needs must be met before the higher ones.
The enterprise’s competitive advantage is their excellent customer service which requires “highly motivated staff” in order all of tasks required to provide the service with high quality. The enterprise has its own culture which
Those who are missing this level could fall victim to several dangerous behaviors. Next, the fourth level focuses on esteem and having other people’s respect. Finally, the last level is self-actualization (Taormina & Gao 156). Self-actualization refers to fulfilling ones goals and improving oneself to reach a point of happiness (Textbook 44). Thus, the main ideas of Maslow’s theory are commonly placed into a pyramid to represent the reaching of each
In order to identify red flags for risk management from various financial risk ratios, models, and traditional ratios for Bear Stearns and Lehman Brothers, we list our calculation results below. Based on our calculation, Bear Stearns got 15 red flags, which occupied 68% of total red flags, while Lehman Brothers 12 red flags, occupying 55% of total red flags. These two numbers were high even compared with other investment banks, and companies committed fraudulent activities. In summary, both Lehman Brothers and Bear had high possibility of going bankruptcy.
CORPORATE LEADERSHIP SEVEN HABITS AND DEMING’S 14 POINTS AROOJ ZAFAR 01-221162-105 SEVEN HABITS AND DEMING’S 14 POINTS Stephen R. covey the author of the book “principle centered leadership” explained ways to establish personal effectiveness. In his book, he discovered seven habits that allow people or organizations to develop commitment towards stable and unchanging principles in their behaviors and interactions; in the state of interdependence. He linked total quality with principle centered leadership as it allows people to be more intrinsically motivated to seek stability and continuous improvement. Interpersonal effectiveness is essential to total quality as it allows organizations to develop relationships within the departments,
Esteem needs influence us because we might not be able to achieve what we want, might not have the necessary skill or might not be able to recognize. We also might have too low or too high self-esteem. The fifth level is self-actualization needs, which is finding self-fulfillment and realizing your potential. Self-actualization needs influence us because we might underestimate ourselves and not realize our full
Motivation. Most of successful organization shares a common quality that employees play an important role in business performance. So, even every firm has their dissimilar strategy to motivate their employee, these strategies yet mainly concentrate on the Maslow’s hierarchy of needs. There are a lot of methods Apple employs to motivate its employees. According to Maslow’s theory, low-order need should be taken as vantage.
ORGANIZATIONAL STRUCTURE & DESIGN KFC share in a divisional structure of Yum! Brands, Inc. Pizza Hut, Long John Silver’s, Taco Bell and A&W are the other divisions Offers spots to many people; good for senior executives Eager, alert, and flexible to growth and change KFC makes everything to be recognize and provide money to Yum! Brands, Inc. Chick-fil-a is KFC’s biggest competitor, and quickly growing in popularity. Other competitors include AFC Enterprises and McDonald’s CULTURE Big on diversity in the office