E-LEARNING ACTIVITIES- WEEK 5- THE MILGRAM EXPERIMENT

Question:- To what extent would you be inflicting real pain or another human being?

     Pain is not just a physical sensation. It is influenced by attitudes, beliefs, personality and social factors and can affect emotional as well as mental well being. Many time this pain like emotional pain and physical pain inflict on the others. There are various studies used to determine the level of pain but this study we chose to study the level of pain and that shows the result that is 65% people still able to give shocks to another ones that can be in terms of emotional pain. AT the end, this study is used to determine the psychological level as well as understanding level of the people.

E-LEARNING ACTIVITIES- WEEK 4- STRUCTURE AND STRATEGY

Yves Morieux is the director for The Boston Consulting Group’s Institute for Organization. Yves is also an expert in corporate transformation and leads the firm's development of approaches to help organizations create the structural and behavioral groundwork for competitive change. He has been a Fellow since 2008.

His research topic focuses on new business complexities and their organizational implications. Yves has pioneered new ways of organizational thinking through the development of Smart Simplicity, an approach designed in cooperation with BCG clients in different regions and industries. The basis of Smart Simplicity is creating an environment in which employees can work with one another to develop creative solutions to complex challenges. This concept includes six “smart rules” to better manage the new business complexity while avoiding organizational complicatedness.

Since joining BCG in 1995, Yves’ client work has focused on advising senior executives of prominent corporations and public-sector organizations worldwide on their strategies and organizational transformations. Prior to joining BCG, Yves was a director in private research and consulting practice that specialized in applying state-of-the-art findings in the social sciences to organizations and markets.

Companies clearly need a better way to manage complexity. In our work with clients and in our research, we believe, we’ve found a different and far more effective approach. It does not involve attempting to impose formal guidelines and processes on frontline employees; rather, it entails creating an environment in which employees can work with one another to develop creative solutions to complex challenges. This approach leads to organizations that ably address numerous fluid and contradictory requirements without structural and procedural complicatedness.

To make people cooperate, we need to make them like each other. Improve interpersonal feelings, the more people like each other, the more they will cooperate. It is totally wrong. It is even counterproductive. Look, at home I have two TVs. Why? Precisely not to have to cooperate with my wife. (Laughter) Not to have to impose tradeoffs to my wife. And why I try not to impose tradeoffs to my wife is precisely because I love my wife. If I didn't love my wife, one TV would be enough: You will watch my favorite football game, if you are not happy, how is the book or the door? (Laughter) The more we like each other, the more we avoid the real cooperation that would strain our relationships by imposing tough tradeoffs. And we go for a second TV or we escalate the decision above for arbitration. Definitely, these approaches are obsolete.

E-LEARNING ACTIVITIES- WEEK 3-DEFINATION OF CULTURE

Definition of culture

COLLAPSE

Key ideas

1. Corporate culture can be stated as major strategies for the study.
2. The characteristics of the culture are team working, the continuous level of improvement through earning procedure, quality as well as the secrecy.  

Explanation

Some of the issues are highlighted as the mismanagement in the higher levels, loopholes in the company for suppliers and the too major sizes for the management. It can be managed for the business cases as their demand for number one. There must be capabilities for the higher management to take the right decisions at the right time. The flexibility factors reduce the plus point for the secrecy features.  

References

Watkins, M. D., 2013. What Is Organizational Culture? And Why Should We Care?  [Online] Available at: http://blogs.hbr.org/2013/05/what-is-organizational-culture/ [Accessed: August 20, 2018]

Key ideas

1. Corporate culture can be stated as major strategies for the study.
2. The characteristics of the culture are team working, the continuous level of improvement through earning procedure, quality as well as the secrecy.  

Explanation

Some of the issues are highlighted as the mismanagement in the higher levels, loopholes in the company for suppliers and the too major sizes for the management. It can be managed for the business cases as their demand for number one. There must be capabilities for the higher management to take the right decisions at the right time. The flexibility factors reduce the plus point for the secrecy features.  

E-LEARNING ACTIVITIES- WEEK 2- PANKAJ GHEMAWAT ON GLOBALISATION

After watching the video, my thoughts concerning globalization has really changed. Initially, I had a thought that the world is flat and due to technology, there can be a free flow of ideas. But according to Ghemawat, the world is not flat because goods, ideas, and people do not flow freely. In this activity, he challenges Friedman’s book titled “the world is flat” by stating does not have as many connections or globalized as many people think (Anon., n.d.). In his argument concerning the lack of connections between countries, he helped me understand that lack of imbalance between the poor and rich, small and large is a major challenge to globalization.

The overview of the statistics which he had attained for some years helped me to understand that the world is not flat because they imply a lot needs to be done so that people can argue that globalization has penetrated in all countries (Anon., n.d). Some of the key statistic that changed my mind include the percentage of the first generation immigrants in the world, the level of investment that was accounted for in FDI (foreign direct investment), the number of international voice call minutes that the cross-border voice calls accounted for, the ratios representing export and GDP, among others.

Based on this activity, I changed my perception of the world is already flat due to the transformations which have occurred over the years and developed a new idea that the world is yet to become flat because there are significant matters that have global impacts but they are not fully measured at cross-border levels (Taiwo 2013, P, 72)). Although Ghemawat affirmed that some of these aspects are accounted for, real figures are not used, and therefore false results are generated.

Ghemawat’s also changed my understanding of the flatness of the world by saying that it is not flat ideas, goods and people do not flow freely from one country to the other (Kunnanatt 2013, P. 24). According to his view, if the world was globalized, there would be also interaction and integration of individuals, as well as institutions and governments. Additionally, he also made me to gain a new understanding that if the world is globalized, people would realize easy communication and countries would be dedicated to assisting one another. This changed my idea that the enhanced of international relations has enhanced globalization but his argument made me to understand that globalization encompasses many things other than international relations.

According to Satoshi (2013, p. 85), people fear globalization because of various factors such as immigration, and the perception that they have that it will lead to economic woes other that the automation and enhancement of modem connections. However, with the new data points that will suggest otherwise, these fears are likely to subside.

 According to Kunnanatt (2013, p. 34), globalization has various benefits which people especially those who are less informed do not understand. Some of these benefits include enhancement of international relations, free movement of ideas and information from one country to another, automation of tasks and economic developments. If new points such as some of those stated by Ghemawat in this activity, people are likely to change their ideas and let the fears to subside.

This activity shows that people should do things the way they are supposed to be done. For example, there should be a proper accounting for data which is likely to influence globalization (Dang 2010, p. 87). Ghemawat says that some of the figures provided are either too high or too low, a factor which makes people to make the wrong conclusion concerning if the world is flat or not (Satoshi 2013, p. 83). From this activity, it is clear that there are several factors which can make one to trust that globalization is yet to be attained.

E-LEARNING ACTIVITIES- WEEK 1- FORD AND TAYLORISM

At the beginning time of ford, the manufacturing cost of each car was very high, and the cars were a luxurious item. Those limited number of cars can be owned by only the richest people on that time. Henry ford brought Taylor to his company to find out the flaws of the process and accelerate the process. Taylor was a mechanical engineer, but he had rich knowledge about working with workers and industrial work. At first, he found out the flows and then he fixed those. For example, rearrange the instruments, breaking the large process into smaller process, hiring the fastest typist etcetera. Ford and Taylor together included few rules and regulations which improved the total car manufacture process. This is Ford and Taylorism. By following their process ford had been exponentially increased the number of car production worldwide (Clarke, 2005). They started the first ever assembly line production line.

One of the most challenging change was to divide a big process into smaller tasks. So that, it reduced dependency and waiting period. Also, small task was easier to learn. Most of the work was repetitive and less innovation needed. Still overall process time was not good enough and that moment, Ford found the game changer solution. He started to move the car while work is on progress towards workers instead of moving workers towards stationary car. It helped to distribute work among the workers into subdivisions (Boje and Winsor, 1993). Another important decision was to distribute the works according to the expertise and separate them from each other, which could facilitate the total process (Levinson, 2002).