Risk-Based Systems Security Engineering Essay Example | Topics and Well Written Essays - 250 words

Risk-Based Systems Security Engineering - Essay ExampleThe subjectivity of Morda necessitates sensitivity depth psychology to study the change of attack scores with respect to one another with the change of values of the subjective variables.With Morda assessment, a risk posture can be produced for a proposed architecture, that not only drives the engineering process of the system security but also influences the development of countermeasures. Costs of the countermeasure include but are not limited to expenses of purchase and maintenance, and backward compatibility whereas the benefit is effective mitigation of the risk. Morda offers an unbiased metric to the decision shakers by assessing risk formally and systematically. Thus, decision makers can make informed decisions to identify proper strategy of defense. The Morda process identifies the single attacks that are most lucrative, but it does not consider the attack portfolios that are made all over time so that ongoing adversary objectives can be

Network Security Research Paper Example | Topics and Well Written Essays - 3750 words

Network Security - Research Paper ExampleSecondly, internal and animal(prenominal) security will discuss human threats, somatogenetic access to server rooms and servers, sensors and sprinklers etc. Moreover, protecting accidently shutting down system will similarly be discussed. After evaluating vulnerabilities associated with these three domains, controls will be proposed and justified accordingly. Furthermore, incorporation of Scilly University communicate architecture will also be utilized for better insights. 2 Research Methodology and Literature Review We will utilize Scilly University in our research as a basis of our discussions. Moreover, we will focus on soft research on information security, tools, assessments and statistical data in some cases. It has been concluded by some experts that the year 2012 is considered to be the worst year in terms of computer network security breaches (Schirick, 2012). Likewise, the year that has not even passed the half year mark, some o f the foremost companies were sufferers of network security breaches resulting in immense losses (Schirick, 2012). However, the news buzz only highlights Sony and Citibank to be victims of network security breaches, as these companies argon popular among the public. The other sides of the picture highlights organizations of all sizes are bear upon by the consequences of network security breaches. Likewise, it goat be concluded that network security risks are continuously evolving, modifying and growing at a rapid pace. Organizations ordinarily install a firewall and even intrusion detection systems that triggers alerts of any suspicious activity, as these two components only covers the technical domain and not the human and physical domain. The current network scenario is utilizing a Virtual Private Connection that is connecting one or more sites. However, the VPN connection is also entitled to allow internet affair on the same dedicated line from the Internet Service Provider. Moreover, the current network only utilizes a single firewall that is located at the main campus of the university. It concludes that the nap of the two remote sites are only protected via a simple Network address translation function that is incorporated in a digital subscriber line modem. Moreover, there are no advanced security appliances such as Intrusion detection systems for analyzing and monitoring any suspicious activity that may peradventure become a threat to the Universitys computer network. Moreover, there is no patch management for updating security patches in the workstations connected to the network. There are no indications of hardening servers for instance, email server, application server, centralized server and database server must be hardened and needs physical protection as well. The network security vulnerabilities will be accessed in three categories i.e. logical security, internal security and external security. As far as logical security is concerned, we can see that the fig 1.1 demonstrates a firewall, Microsoft Internet Security and Acceleration (ISA) server and a domain controller with Microsoft Active Directory. The three categories for network vulnerabilities are reason as below 2.1 Logical Vulnerabilities The current logical controls for protecting information assets within the network are Microsoft Active directory, ISA server and a Firewall. The Microsoft active directory is not primarily a security control, as

The 18th dynasty Egypt Research Paper Example | Topics and Well Written Essays - 1250 words

The 18th dynasty Egypt - Research Paper ExampleHe established the 18th dynasty that command Egypt. During the rule of Ahmose the early, Egypt reached new heights of wealth and power. The regions ruled by the Pharaohs extended to new frontiers in The South, East and West. The kings of Egypt built palaces and temples, which were melting pots for Egyptian art. Territorial enlargement was a response to previous threats that Egypt had experienced. Before the 18th dynast gained power, several kingdoms had invaded Egypt and weakened the region (Gardner and Fred 34). As a result, Egyptians were not able to participate in aesthetic works because the sparing was ruined by the invasions. As a response, the Egyptian empire stretched from Syria to the regions of the Horn of Africa. This opened up new avenues for practicing art and economic activities. The economy focused on building and arts. New kingdom art differed from the art of preceding ages. The art showed a range of the Egyptian arts style. The art pulp of this flow rate suffered normal surface changes because of the progress of the Pharaonic art. This occurred during a homogeneous cultural period that provided a platform for an evolutional artistic development. Some of the artistic pieces of the period include the statuette of Nefert-iti and Teti-sheri. Paintings included the tomb of Amen-em-het and the palace of Amarna (Gardner et al, 42). This paper seeks to study the art of Ahmose the First who built the only loyal gain in Abydos. Ahmose the First was an artist who built the pyramid of Ahmose. The pyramid was not built as a tomb, but as a cenotaph for Ahmose the First (Gardner et al, 47). This pyramid was the kinglike pyramid that was built in Abydos. Ahmose the First used rubble and sand with limestone casing to build the pyramid. These construction materials were used to keep the pyramid in shape. The pyramid did not have any chamber for burials. Ahmose renewed royal support for the construction of ar tistic and monumental buildings with the re-unification of Egypt. He devoted a huge get of his productive output towards the worship and service of the traditional Egyptian gods and reviving numerous monumental constructions and arts (Aldred 16). Though his building program did not shoemakers last for more than seven year, he managed to leave a lasting arts legacy. Work from Ahmose the First reign was made of fine materials. However, artisanship during this period does not adjoin the artisanship of the previous kingdoms. Control over the Nubian and Delta region gave access to resources that are required for artwork. Silver and Gold came from Nubia and cedar fro Byblos (Aldred 23). Though the relationship between Crete and Egypt was not certain, approximately of the artwork of this dynasty had designs from Crete. For instance, the Minoan designs were found in objects from the period. Most importantly, Ahmose re-commissioned the Tura Limestone quarries that provided stones for the construction of monuments. Asiatic cattle were used to haul stones from the quarry. The pyramid of Ahmose raises a number of questions. For instance, most of the Egyptian pyramids were constructed in Cairo. However, the pyramid of Ahmose is located in Abydos, which is further south of Egypt. In my opinion, Ahmose set out to worship and appease the Egyptian traditional gods (Aldred 27). As a result, he built the pyramid to the south in order to appease the god Osiris. It is vital to note that the pyramid was not

To what extent does Dead Set reinforce or challenge codes and conventions Essay Example for Free

To what extent does dead Set reinforce or challenge codes and conventions tasteHorror films generally incorporate a set of codes and conventions which make it clear to the audience which type of genre the film belongs to. Dead Set follows conventional horror film taradiddles in that many of the codes and conventions shown within the narrative are depicted to an effect that suggests crucial aspects of the film, for instance main characters and their alignment (good/bad). An example of this is when Patrick shields himself from the horde of zombies development a disabled person, this denotes Patrick as a villainous character to the informant. Props character function theory suggests there are generally eight commodious character types in media productions, one of which being the villain, which Patrick fulfils in this motion picture. These character types are included as they build expectations within the audience such as the armorial bearing of the plot, these expectations can either be met by the producers or challenged. By shielding himself with the wheelchair intentionr the audience also learn of Patricks disdain towards his employees, a concept that becomes more than apparent throughout the series.This scene ends after Patrick enters the cubical and locks the door, following Barthes enigma code theory which explains how plot elements are included in media text to mark questions in the mind of the audience, they do not know whether Patrick has survived unless they watch the next episode. Another notable example is when Marky, Space and Kelly depart in a vanguard from the Big Brother set, this cliff hanger poses questions in the audiences minds, a common technique used in horror texts further more it is recurring throughout Dead Set purposefully used as it engages the audience and helps ensure they continue to watch the following episodes.Character development is a cornerstone of cosmos telecasting however Dead set challenges this convention to an extent because the characters arent explored in a huge amount of depth. Kellys strained relationship is the one a few exceptions, this is more to the tune of horror texts. The lack of character development may have been included to move the action forward also to keep the narrative in general focused on action as this may be more gripping for the audience.Dead Set features many technical and symbolic codes used in conventional horror films for instance the extreme gore and violence even in the setoff episode as the protagonist Kelly hits the skull of a zombie with a fire extinguisher exposing its brains, this intense violence ensures fans of the horror genre will be satisfied.Less extreme violent behaviour is also demonstrated by the characters in other scenarios such as the frequent hostile exchanges between Grayson and Marky, the foul language used by the characters is common place in the reality television sub-genre. Shortly after the zombie has been killed we are shown K elly clearing up the remains with a dustpan and brush, Dead Set challenges typical horrors as the advanced level of realism isnt a traditional feature of horror texts, this particular code helps align Dead Set with the reality television sub-genre.The mise en scene in Dead Set further perpetuates the conventions seen in the reality television sub-genre through the incorporation of alcohol, cigarettes and a provocatively dressed Veronica also the use real past contestants and the actual big brother set add a sense of realism to the production which help to immerse the audience in the action.The mise en scene also denotes violence in particular the characters costumes are soaked in blood, weapons such as knives, guns and fire extinguishers are featured heavily, hold up such as these are similarly used in other horror texts, these techniques used by the producers of Dead Set follow the codes and conventions used in other horror films such as Dawn Of The Dead these assist in categoriz ing Dead Set into the same zombie apocalypse sub-genre.Tracking shots of Veronicas dust objectify her sexually which in turn help appeal to reality television fans as this technique is used conventionally in the genre. The establishing shot sees the theater of operations mates talking to one another in the big brother house, these fantastically colourful shots are then juxtaposed to desaturated, grey behind the scenes footage which blossom forth the story. This may have been included as it adds realism also it is Brookers way of perpetuating the idea to the viewer that reality television is far from true reality.The polysemic signs within the narrative arent conventional in horror or reality television however they are featured numerous times throughout Dead Set, an example of this is during constructive eviction night, Joplin describes the audience as animals however they are actually zombies, this is Brooker comparing BB audience to the brain dead zombies, this satirising of s ociety contrasts typical horror texts.Non-diegetic music is also incorporated, during the first epsiode it epitomises the dim situation of the characters, this may have been included as it points the audience to the bleakness of the narrative. The contrapuntal music used in the final episode sounds tranquilize and somewhat optimistic however it contrasts greatly to the images on screen, the zombies devouring one another.This philosophical music may have been included to emphasise the sub-textual meanings to help the viewer see past the literal signs, for example the zombie looking at Kelly on the television, the inclusion of the music makes the satire more evident to the audience in this instance it isnt just the zombie watching Kelly, it is Brooker satirising the reality television audience more specifically those who watch Big Brother.

My Counseling Style Essay Example for Free

My Counseling Style EssayWhen I get-go read the explanation of the assignment, I immediately thought of what my p arnts had instilled into me at a in truth early age. They would al counsellings say that God put us here on this earth to do a job and that was to help others and love for each one other. That re wholey never do a lot of sense to me until I started working in the non-profit world over twenty seven years ago. I realized then that my p bents had taught me to moot that every human being on this earth deserves to be loved and to be happy in their lives. I intrust every person should be treated with dignity and respect no matter what their situation is. I believe that your family should come first in all aspects of your support and that each of us beat conscious decisions everyday that mold our lives into what they are. I also believe that there is good in everyone, sometimes they good dont know it. The determine I live by go along a lot with my beliefs in that b y putting my family first and having that closeness with mickle I love and care about, makes me the person I am today. This started with my parents and my grandparents that are now deceased to my husband, children and grandchildren that make up my life now.My values were planted at a very early age and deport grown and matured as I take aim. My grandmother and mother were instrumental in teaching me and showing me that every person we meet has value and should not be dismissed. From a very early age I learned that dowry others was expected of me and not just something that I could do if I wanted to do. I attended Sunday School and Church with my family on a level(p) basis and the Christian values and principles that I was taught parallel with what I was learning at home. These things have always been a part of my life and I hold I have instilled them into my children and can be that inspiration to my grandchildren that my grandmother was to me. I believe that every person you meet has love and goodness within them besides events in their lives may have tarnished their outlooks.As a counselor I hope that when those people come to me that I can help them find their way back to loving themselves again. My grandmother always said that your character speaks volumes about you. Also my mothers special saying to all of us was, The halcyon Rule. If everyone followed that one thing, Do unto others as you would have them do to you, this world would be a much better space. It sounds so simple but umteen find it very difficult to abide by. I find myself sometimes having a hard time following this but have found that when I do permit myself I am usually blessed by the outcome. I mind my character as a reflection of my beliefs and values that I have learned and nurtured from my family and church as I grew up. This along with following my mothers advice and using the Golden Rule are the basis for some of my decisions and have become a valuable resource to me throu ghout my life. These beliefs along with the values that my family taught me that were important, integrity, honesty and respect for others, have brought me to where I am today.They are the grow to my tree of life. I recall a book that my mother would read to me as a child, The Engine That Could. She would always tell me after reading it that I could do or be anything I wanted if I would just believe that I could. Just like that little engine, I find myself reiterate the saying, I think I can, I think I can, I think I can, whenever I let doubt come into my mind that something cannot be accomplished. I use this in all aspects of my life. I also read that story to my children and my children. I truly hope and pray that they will use that head in the decisions they make throughout their lives. It has worked for me I tell them the same thing that was told to me, that anything is possible, you just have to work hard at it and believe that you can do it. My father also had a huge impac t on what my values and beliefs are as an adult. My dad worked many hours at two jobs so that my milliampere could stay home with us kids, which meant he was not around a lot.The time he did spend with us was very special. I remember a time in Jr. High when I was struggling with my weight and how people perceived me. He would tell me, You are what you believe. If I believed what people were saying about me then I would become that person and if I believed I could do something then I would accomplish it. You cannot just let life happen. You have to know what you want and believe that you can have it. Then you set goals and work hard to get there. By doing all these things I have mentioned you form your own unique and special personality that shines because of your values and beliefs. My philosophy of counseling is that when working with a client you need to think of them as a whole person and that to help them in any area you need to include what they need for mind, body and spirit. All three of these are important areas to research because you never know where the problem stems from that they are coming to you for.You must integrate life meaning into your counseling. You have to work within the beliefs of the client and respect where they are coming from. You treat each client as though they were your only one. As my mom would say, treat them like you would want to be treated. Be unbidden to listen and miscellany whatever methods you are using to meet the needs of the client. There are many reasons that a client comes to you hurt and broken. It is up to me as a counselor to find out where that hurt is coming from and help the client figure out how to fix or change that area of their life. I think I would draw techniques from many models of therapy. I think that the most important thing is to develop a good relationship with the client. Then let the client choose how their own values will guide their behavior. I see myself as being flexible, versatile and h aving a genuine interest in helping the client. This is all based on how I was raised and truly believing that everyone has good within themselves and really want to be happy.You just have to be willing to understand the world of the client and respect where they come from. The theory of counseling that comes closest to my way of thin king and my philosophy would be a combination of the Adlerian Theory and the Cognitive Behavior Therapy. The Cognitive Behavior Theory deliberates a lot with a persons belief frame and hands on types of therapy. This fits well with what my style of counseling would be because of my belief that what you learn early in life effects everything you do unless you choose to change it. I like this theory a lot because it is an active, structured therapy. Therapy is a learning process, acquiring new skills and maybe a new way of thinking. At the same time this therapy is also very present-centered. Everyone has a past but there is nothing you can do to chang e those things that happened throughout the year.I believe that this therapy allows the client to gain insight and actively practice changing their lifestyles if needed. The Adlerian Theory leans towards the importance of life goals. It challenges the client to make goals and accomplish them in a descriptor of ways. One of the key values that I had growing up was that you decide what you want, set goals on getting there and then work hard to make it happen. Anyone can do this if they really believe they want to change. This therapy stresses that all humans are motivated by social interest and one must deal with what life deals you. The difference is in how each person deals with this. This therapy uses the techniques of gathering family history and looking at the life experiences of the client. I believe that you are shaped and made up of those experiences. They are important to who you are.I also like that this therapy is one built on joint responsibility, mutual trust and respect between the healer and the client. There is a true emphasis on equality and not one where the therapist is better than the client. This works very well with the collaboration idea of the Cognitive Behavior Therapy. I think that you need both the past and what is happening in the present to be able to look at what your problems are and figure out how to deal with them. I am sure that I would probably pull other techniques out of other types of therapy but I see myself staying true to the two above and using them in some type of combination. They seem to work best with my way of thinking and my personality. If I am gentle with the style of counseling that I am using then my client will be the one to benefit in the long run.

Ambedkar Open University (BAOU) Essay Example for Free

Ambedkar Open University (BAOU) EssayDr. Babasaheb Ambedkar Open University (BAOU), Ahmedabad was established in 1994 by the Gujarat State Legislature. It is the seventh Open University in the country in terms of their establishment. The University offers 72 programs with an enrolment of more than 1, 00,000 learners. The University has established regional centre on the campus of South Gujarat University, Rajkot and has initiated the process of another establishing regional centre on the campus of North Gujarat University, Patan. It has jurisdiction entirely over the whole state of Gujarat. The main objectives of the university be to advance and disseminate learning and knowledge by a diversity of means, including use of any communication applied science and to provide opportunities for higher education to a large segment of the population. The university encourages the Open University and distance education system in the educational pattern of the State. The university is open to all persons irrespective of classes, castes, creed or religion.Education is an important situation all over the world, and is maybe one of the most forgotten topics in the underdeveloped countries. This is the main reason why they dont contribute to the progress of their own countries. Education is a human right, and as a fundamental right it is the tariff of governments to provide it. The most important thing is that education influences human development, economic growth and the fundamental requirement for democracy.It is important in a country to throne a big part of the profits in education, because in many countries, governments prefer to invest in weapons without thinking that they should give another direction to the resources from the array where war and win are the most important thing. The government is blind, and they want to let out first in the outside than in the inside, when there are more important things to fulfill like basic needs including food, clothi ng and shelter. Another important reason why it is necessary to invest in education is because children are being prepared to be poor laborers, just as the people years ago.Instead of preparing them for the future, they have been sent to the past with obsolete laws. There is a big necessity for programs that can teach the responsible use of resources, because without the right knowledge these people without education could be wasting a lot of resources and at the same time could be contributing to an unsustainable development. When speaking of development, the role of women is important in these processes, because in the countrieswith the highest levels of human development it is declared that they offer equal opportunities and sexual activity equity in their societies. It means that women can reach high positions, and they can do many of the things that were restricted to them a few years ago. When people see

Organisational structures and cultures

Organisational structures and culturesIntroductionCase studyThis case study is about Mr metalworkers eating house. Mr Smith is a foreigner who has lived in the UK for umpteen years. His family in Africa operates a chain of restaurants across the continent and he is thitherfore familiar with this kind of agate line. At present the Smith Restaurant has a central location in London, close to many attractions and is easily accessible by public transport. His restaurant is a sm all(prenominal) family business he is the founder, owner and also the Managing Director. Although he has dickens Assistant Managers and three Supervisors, he has a direct control over precaution and operational issues such as hiring of ply, marketing, sales promotion, accounting and finance department. The restaurant has fifty employees in the main made up of international students who work part term. These students atomic number 18 attracted by the flexible working conditions that Mr Smith offers. This allows them to work part time during term time and full time during vacation.Recently the restaurant has seen a tough increase in its customers due to the popularity of its European and International cuisines. These factors have convinced Mr Smith of the wisdom of opening similar restaurants throughout the UK. Mr Smith is the one who makes all decisions and he has a direct control over vigilance and former(a) operational issues.The current issue at the restaurant is that Mr Smith is reluctant to recruit new staff and to cope with the increased activity in the restaurant he has cut down staff lunch time. Some staff felt that these changes should non have been introduced without their consent. When one employee complained about the situation, he was sacked. The rest of the employees be cheerless but they are afraid to voice their concerns for fear of loosing their jobs. According to Mr Smith, he pays his employees very well and therefore they bequeath be happy with his decis ions his decisions are non for debate jitneys should make the decisions and subordinates moldiness obey. He does not believe in consulting staff when he has to make important decisions.As a result, a signature of helplessness, alienation, and fear have developed amongst staff. The recent changes in employees working conditions have increased the levels of absenteeism and lateness. Mr Smith is now very concerned that if such trends continue, the restaurant may not be able to cope with the increased customer demand.Being one of the longest serving employees, Mr Smith asked me to consider the above issues and advise him in light of the expansion and recent developments of the business. My task is to advise him on the followings within the chain of new restaurants.Organisational structures and culturesApproaches to perplexity and leading stylesMotivational theories and their application mathematical mathematical group conduct, team up upwork and engineering science problem 1O rganisational structures and cultures within the UK restaurantsOrganisational structure creates a framework of order and command through which the activities of the organisation mountain be planned, organised, controlled, and directed towards the goals and objectives of the organisation. The structure defines tasks and responsibilities, roles, relationships and communication. in spite of appearance the UK, about restaurants have entrepreneurial, functional and geographical structures.Entrepreneurial Structure This structure is appropriate for small owner managed companies, for object lessons a small restaurant, a small-scale industrial unit, or a small proprietary concern.Functional Structure This is the most commonly used basis for groupinging activities agree to specialisation that is organising the business according to what to each one department does. Specialised skills and delegation of authority to managers are needed to look after antithetical functional areas.Geograp hical structure Activities are separate according to location. Different services are returnd by geographical boundaries according to particular needs and demands, the convenience of consumers, or for ease of administration. expediencys and disadvantages of organisational structuresThe UK restaurants may have hierarchical, gangly or straighta instruction structureHierarchical structure Refers to Authority the reclaim to exercise powers such as hiring and firing or buying and selling on behalf of the organisation Responsibility the allocation of tasks to individuals and groups within the organisation Accountability the need for individuals to explain and justify any failure to fulfil their responsibilities to their superiors in the hierarchy rangy and flat hierarchical structuresIn the tall structure there are narrower spans of control and more levels of command that is many managerial levels and fewer staff.In the flat structure there are broader spans of control and few level s of command that is few managerial levels and many staff. For example, the McDonalds restaurants all have a flat structure. The manager in each place of business controls the other assistants and employees. He takes all the decisions and he is in charge of the main functions like, R D, marketing, finance and human resources and the other staff do the selling.Advantages of tall and flat structuresOrganisational culturesCharles Handy defined it as The way things are done around hereEvery business is made up of different cultures, and the cultures that are present within the business depend on the management styles and organisational structures that are used. Handys four types of cultures arePower culture Best meet for small entrepreneurial organisations and relies on trust, empathy and personal communication for its effectiveness.Role culture Emphasizes on power and position within the organisation. This type of culture applies when organisations are big and inflexible.Task cultur e Job-oriented or project-oriented. This works well in a matrix organisation structure.Person culture Works around educated individuals. Examples are groups of barristers, architects, doctors or consultants.Looking at Handys four main types of organisation cultures it can be seen that most of the UK restaurants adopt the power culture.Organisational structure and culture of Mr Smiths restaurant later on analysing Mr Smiths case study and the latest issues, it is clear that his restaurant is adopting an entrepreneurial and hierarchical structure, and a power culture since it is a family owned business where there is profligate reliance is on the owner-manager Mr Smith has authority, righteousness and accountability within the organisation. The distribution of tasks, the definition of authority and responsibility, and the relationship between members of the organisation are established on a personal and informal basis. Therefore I am convinced that the management style, organisation al structure and culture are influencing employees behaviour within organisation.However, with Mr Smiths plan to expand and develop new restaurants across the UK, there is need for a formal organisational structure and culture, which has to be carefully designed, so as to avoid conflict and throw out the allow foring participation of staff for effective organisational performance. I believe that Mr Smith business should have a flat structured along functional lines with study areas including, Sales and Marketing, Human Resources, Accounting and Finance, and Purchasing Departments. With a flat structure the business will have A wide span of control promote delegation and need through job enrichment. Lower management overhead costs. Better communications as horizontal and lateral communication is encouraged. Real and important promotions. Closer contact between top management and lower levelsFactors that may influence individual behaviour of Mr Smiths employeesThe individual The individual is a central feature film of organisational behaviour. When the needs of the individual and the demands of the organisation are incompatible, this can result in frustration and conflict. Then it the work of the management to integrate the individual and the organisation and to provide a working environment where individuals needs is slaked as well as organisation goals are achieved.The group Group exists in all organisations and are essential to their working and performance. People in groups influence each other in many ways and groups may develop their own hierarchies and leaders. Group pressures can have a major influence over the behaviour and performance of individual members.The organisation Individual behaviour is affected by patterns of organisation structure, technology, styles of leadership and systems of management through which organisational sufficeors are planned, directed and controlled. Therefore, the focus of attention is on the impact of organisation structure and design, and patterns of management, on the behaviour of people within the organisation.TASK 2How organisational system underpins principles and practices of management, how this would impact on the new restaurants?The study of management possible action (also termed management thinking) and its application in organisations brings changes in behaviour. It helps to understand the principles underlying the process on management. It helps to understand the interrelationship between management system, principles and practices of management, and behaviour in organisations. Managers learned about how they should behave. This will influence their attitudes towards management practice. The different cuddlees to management theory are Classical approach scientific management Bureaucracy Human relations approach Systems approach and Contingency approach.These various approaches underpin the common principles of management that organisations should practice in their business, which mean they are based on views of organisations, their declare oneself and responsibilities, structure, division of work, hierarchy of management, technical requirements, rules and regulations and behaviour.Fayol 14 Principles of Management1. Division of work specialty increases output as employees become more efficient.2. Authority Gives managers the right to give orders.3. Discipline Employees must conform to admire the rules that govern the organisation and the use of penalties for pause the rules.4. Unity of command Only one superior should give orders to employees.5. Unity of direction Organisational activities having the similar objective should be directed by one manager using one plan.6. Subordination of individual interests to general interest The organisation interest should dominate employees or group interests.7. Remuneration A fair pursue for workers and their services.8. Centralisation The degree to which subordinates participate in decision-making.9. Scalar c hain Communications should follow this chain.10. Order. People and materials should be in the right place at the right time.11. Equity. Managers should be kind and fair to their subordinates.12. Stability of tenure. High employee turnover is inefficient. Management should provide orderly personnel planning and ensure that replacements are available to surfeit vacancies.13. Initiative. Employees who are allowed to originate and carry out plans will exert high levels of effort.14. Esprit de corps. Promoting team spirit will build harmony and unity within the organisation. tip Mr Smith should follow these principles of management. Managers will have to perform these five functions (by H Fayol) Plan and forecast organise command coordinate and control.The different approaches to management theoryClassical approach Emphasis on purpose Formal structure Division of work Hierarchy of management Technical requirements Common principles of organisation.Scientific management and Bureaucracy a re the two sub-grouping of the undefiled approach.Scientific management F .W Taylor (1911) Scientific selection and training of workers Development of a true science for each element of an individuals work Co-operation with the employees to ensure work is done as set Division of work and responsibility between management and the employees Improve production power through work studies, tools, economic incentives.Bureaucracy Max Weber (1947) Formal hierarchical structure Organisation by functional specialty Rules and regulation Impersonality involvement based on technical qualifications.Human relations approach Elton Mayo and the Hawthorne Studies (1933) discovered that the informal organisation, social norms, acceptance, and sentiments of the group determined individual work behaviour. Maslow, McGregor, Herzberg, and many others stressed the importance of social relations in organisations, understanding workers and managers as human beings with social and emotional needs.Systems approach Organisations are open systems that constantly act with the external environment Inputs (resources and information) transformation process outputs (products, services, information) feedbackContingency approach Contingency theory does not identify or recommend any particular approach to organisation and management. Appropriate management approach depends on situational factors faced by an organisation. proposition After comparing the above managerial approaches I believe that the classical approach will best suit Mr Smith restaurants. The classical approach centres on understanding the purpose of an organisation and then examining its structure. They play emphasis on the planning of work, technical requirements, principal of management and behaviour. Attention is given to the division of work, duties, responsibilities, maintaining specialisation and co-ordination, hierarchy of management and formal organisational relationships.TASK 3Different leadership styles and their eff ectivenessDefinition Leadership in an organisation is to lead employees to work in a given direction to achieve its goals and objectives.The three styles of leadership areAutocratic leadership All authority is centred on the leader and decisions are enforced by means of rewards and the fear of punishment. Communication is one-way, from the leader to the followers.Advantage expeditious decision-making.Disadvantage Its effect upon group morale creates conflict.Democratic leadership In contrast, democratic takes into account the suggestions of the members and of the leader. It is a human relations approach, in which all members of the group can participate and contribute to improve the quality of the final decision. Advantages Increased morale and support for better decisions through divided ideas among group members.Disadvantages Slower decision-making and thin out accountability for decisions.Laissez-faire leadership The leader exercises very little control over group members. A m ember is given a goal and mostly left alone to decide how to achieve it. The leader functions mainly as a group member, providing only as ofttimes advice and direction as is requested.Advantage Opportunity for individual development offered to group members. All persons are given the chance to express themselves and to function relatively independently.Disadvantage Lack of group ropiness and unity toward organisational objectives. Without a leader, the group may have little direction and lack of control. The result can be inefficiency or even worse, chaos.Suggestion Mr Smith is applying an authoritative leadership in his first restaurant because his business is small. But now that he wants to expand his business he has to adopt a different style of leadership. I would suggest that he has to adopt the democratic leadership within his new restaurant. This is because the democratic style is a human relation approach in which all staff participates and contributes in the decision-maki ng. This will prevent conflict between staff.Different motivational theories and their applicationDefinition Motivation can be described as the direction and persistence of action. It is concerned with why people choose a particular course of action in preference to others. The purpose of motivational theories is to predict behaviour. The difference theories of motivation areThe hierarchy of needs are shown as a series of steps in the form of a pyramid it implies a thinning out needs as people progress up the hierarchy. Based on Maslows theory, once the lower-level needs have been satisfied (physiological and safety needs) people advanced up the hierarchy. Therefore to provide motivation for a change in behaviour, the manager must direct attention to the future(a) level of needs (love or social needs) that seek satisfaction.McGregor Theory X YTheory X assumptions People inherently dislike work. People must be supervised to do work to achieve objectives. People prefer to be direct ed.Theory Y assumptions-People view work as being as natural as play and rest.-People will exercise self-direction and self-control towards achieving objectives they are committed to.-People learn to accept and seek responsibility.Herzbergs Two-factor theoryMcClelland theory collect for achievement Personal responsibilityFeedbackModerate riskNeed for power InfluenceCompetitiveNeed for affiliation Acceptance and friendshipCooperativeSuggestion Mr Smith does not delegate does not give employees responsibilities employees are not considered part of the group they feel insecure in the employment they cannot voice their opinions he imposes his rules and regulations on employees. In addition he has reduced employees lunch-time. Here Mr Smith is using McGregors Theory X employees are unhappy and de-motivated to work as their lunch-time has been reduced but their wages have not increased. Therefore, since he wants to expand his business throughout UK, I will recommend the Maslows hierarchy of needs theory to Mr Smith. Managers will have to provide motivation for a change in behaviour by satisfying the lower-level needs so that the employees basic salary, safe working conditions (need to deposit alive, have food, shelter) and job security, fringe benefits, protection against unemployment, illness are satisfied. This will encourage the willing participation of employees for effective organisational performance.The relationship between motivational theory and the practice of managementThe purpose of motivational theories is to predict behaviour and behaviour of people in organisations depends on practices of management. If managers practise Fayols 14 principles of management, then employees at all levels are motivated to work. People generally reply in the manner in which they are treated. Therefore, to control human behaviour a heavy responsibility is placed on managers and the activity of management, where attention must also be given to appropriate systems of motiva tion, job satisfaction and rewards.Accordingly, Mr Smith must understand how nigh(a) management practices will motivate staff to work. Managers should plan and forecast, organise, command, coordinate, and control appropriately in an attempt to satisfy employees needs so that they are motivated to work. This will create an organisational climate in which employees can work willingly and effectively to achieve the goals of the organisation. Managers should get the best performance from employees to attract more customers.Managers should apply this insurance The needs, wants and rights of employees to be treated fairly and with dignity.TASK 4Nature of groups and group behaviour within organisationsA group comprises two or more individuals who interact in the collective pursuit of a common goal. They share values and goals, are involved in regular activities unneurotic, and identify themselves as members of the group and are identified as such by others. (From lecture notes AJ).Anoth er useful way of defining group is a collection of people who share most, if not all, of the following characteristicsA definable membershipGroup consciousnessA sense of shared purposeInterdependenceInteractionAbility to act in a unitary manner.Formal groups (official groups) Created to carry out specific tasks set up by the organisation to complete assigned tasks.Formal groups may be divided into two categories1. Functional groups Consist of varying size of work units, with a manager and subordinates who are responsible for a range of duties and functions within the organisation, for example the finance department, the salaries section and the revenues section.2. Task groups Created for the dispatch of specific business or operations, such as a project team, management team or co-ordinating committee.cozy groups (unofficial groups) Created by the individual members for the purpose of sharing a common interest.Importance of informal groupsThe spread of information through informal n etworks the grapevine is often much faster and more influential than through formal groups.There is the potential for conflict between roles held in formal and informal groups particularly in respect of leadership, where the informal leader may not be the same person as the formal leader.Two informal groups1. Interest groups develop around the shared pursuit of a specific goal by certain employees, which may or may not be related to the organisation.2. Friendship groups Individuals joining together for various social activitiesThe factors influencing Group Behaviour Cole (1996)Size of the groupLeadership and management styleGroup cohesivenessMotivation of group membersNorms of groupsGroup/team rolesThe work environmentThe group taskFactors leading to effective teamwork within the new businessPeters and Waterman defines five factors for effective teamwork1. The numbers should be small each member will then represent the interest of his or her department.2. The team should be of lim ited duration Exist only to part a particular task.3. Membership should be voluntary.4. Communication should be informal and unstructured.5. It should be action-oriented. The team should finish with a plan for action.The influences that threaten success of teamworkThe team does not work around the unreliable people.A smaller group of people does most of the work and a larger group pretends to help.Sometimes team members do not work well together and may work against each other. This may result dysfunctional teams, caused by Lack of trust is the most common problem afflicting teams Lack of team cohesiveness Lack of a clearly defined purposeImpact of technology on team mental processTechnology Technologies such as e-mail, mobile phones, blackberry, groupware and computers can improve and in some cases delay team functioning. To be able to function effectively, teams must be kept up-to-date with knowledge as technology changes.Communication Successful teams authorise successfully b y email, mobile phone, phone technologies such as blackberry and 3G data cards and 3GB USB dongles, groupware and personal computers.Change Successful teams can successfully bring-up change. Teams will become less effective and efficient if they do not respond to changing internal and external factors. In contrast, responsive teams are more effective, efficient and, are able to rise to the challenges of the modern business world.Networks and virtual teams In the modern connected world, it is easier for teams to communicate and network. It is possible to create virtual teams which never (or rarely) meet in physical locations and use a range of web tools to communicate and collaborate.Global and cross-cultural teamsTask 5Strategies for the restaurants stakeholders needsEmployees Mr has to adopt HR practices to ensure that the organisation is able to achieve success through people. Staffing the organisation fit numbers of the right people in the right place, at the right time, and at the right cost for the organisation. Reward and recognition Creating structures that maximise recruitment, retention and motivation obtaining the best performance from the people available. Performance improvement throughout the organisation, for individual, team and organisational effectiveness Managing behaviour ensuring that individuals are encouraged to behave in a way that allows and fosters better working relationships.CustomersMr Smith and his area managers should monitor the changing requirements and expectations of its customers, and the quality of service they require.Conclusion and recommendationsWith Mr Smiths plan to expand and develop new restaurants across the UK, there is need for a formal organisational structure and culture, which has to be carefully designed to encourage the willing participation of staff for effective organisational performance.Mr Smith should follow the principles of management managers will have to perform these five functions (by H Fayol) pl an and forecast organise command coordinate and control.The classical approach will suit his business as it plays emphasis on the planning of work, technical requirements, principle of management and behaviour.Alongside he has to adopt the democratic leadership in which all members of the group can participate and contribute to improve the quality of the final decision.Area managers will have to provide motivation for a change in behaviour by satisfying the employees needs through rewards.ReferenceWebsites1. http//ezinearticles.com/?id=12698122. http//choo.fis.utoronto.ca/FIS/courses/LIS1230/LIS1230sharma/history6.htm (Maslows hierarchy of needs)3. http//www.hnc-business.co.uk/unit3.htmlModule Tutor Lecture notes and emailsDhlamini S., 2009. Organisations and Behaviour (unit 3) H1, HND in Business. London Guildhall CollegeBibliographyBookMullins L J ., 2000. Essentials of Organisational Behaviour. Essex FT/Prentice Hall