The Executive Remuneration Plan For Whc s New Subsidiary

Elekta is a Swedish company founded in 1972 by late Lars Leksell. Lars Leksell was a professor of neurosurgery at the local institute called Karolinska Institue in Sweden. His company specialises in radio-surgery, radiation therapy, and related equipment. Elekta is a human care company developing significant innovations and clinical solutions to combat cancer and brain disorders. The company operates only in Sweden but their equipments are used all over the world. A total of 6,000 hospitals around the globe use their medical solutions in oncology and neurosurgery. The success and the structure of the company is because of their 3,400 employees who work hard day and night to provide and facilitate best results whether it be development of clinical solutions or treatment planning for radiation therapies. The purpose of the report is to highlight the remuneration plan of Elekta and to develop the executive remuneration plan for WHC’s new subsidiary in Sweden. Elekta’s Remuneration Plan An Executive Remuneration plan is the most current development made for a company’s executives and is executed all around the world. Remuneration planning is a key incentive for the company. Remuneration retains talented staff to sustain a competitive advantage. It creates customer value and demolishes the significant erosion of business value. It is of prime importance to Elekta and it’s stakeholders that the guidelines for remuneration and other terms of employment for the executive of the

The Tempest Essay example - 1428 Words

Gonzalo states: quot;We are people of our own minds and no one elses,quot; by this Gonzalo is telling everyone that no one can control what someone sees or does. This is true unless one is using magic to alter the minds and reality of anyone under the influence of magic. In the Tempest, by William Shakespeare, Prospero uses magic to alter the reality and delude the minds of characters. Love or guilt is a form of magic that naturally occurs in ones life. Prospero creates another magic that is placed in the audiences mind when he asks them to become the master magicians. Alonso and Gonzalos minds are deluded by Prosperos spells to make them unaware of what is happening around them or aware of something out of the ordinary, and†¦show more content†¦Prospero casts a spell to make Calibans body fill with cramps and pinches all over. Direct magic doesnt always work in one try, so a person may attempt to do something again. Caliban, Trinculo, and Stephano try to kill Prospero, but Prospero casts spells on them to fill their bodies with cramps and pinches. Prospero does this for two reasons. One is to keep from getting killed and, two is to punish them. Because of this, Caliban repents toward the end of the play. The spells are physically applied, but they also have a mental affect. nbsp;nbsp;nbsp;nbsp;nbsp;Natural magic is about to take place, i.e., falling in love and/or feeling guilty for ones actions. This is a natural occurrence in ones life and is part of reality. Miranda falls in love with Ferdinand when they first meet. Miranda tells Prospero about the fine looking creature. She may be saying this because she has never seen a man; nevertheless, she is in love. Prospero plans for this to happen; because Prospero is planning for this to happen, he has to make Ferdinand prove that he is worthy of Miranda. Ferdinand doesnt know Miranda, but wishes he could get to know her. They gaze deeply into each others eyes, and instantly they feel a passion burning that can not be hidden. Prospero expects this to happen, but he doesnt cast any spells. Ferdinand does physical labor to prove that he is in love with Miranda. This shows the powerShow MoreRelatedThe Tempest And Ceasire s Play A Tempest2170 Words   |  9 PagesOrobosa Omede Professor Tung Literature 305 Research paper Racism defined in Shakespeare’s play The Tempest and Ceasire’s play A Tempest ​Cesarie s version of Shakespeare play The Tempest is a postcolonial response that focuses on the point of view of the enslaved characters Ariel and Caliban. Cesarie emphasizes the racial significant that leads to colonial politics. In cesarie s version the tension between prospero and Caliban are more evident. Caliban is more vocal aboutRead More Tempest Essay1478 Words   |  6 Pages The Tempest According to Elizabethan beliefs an individuals social position was more or less fixed. 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Promoting more Integrative Strategies for Leadership Theory

Questions: Task 1A) Using Myers Briggs theories identify the different types of personality in the Marketing meeting and briefly explain which would have been useful to get the most of the people involved.B) Critically explain using the Attribution Theory how you think Toluwa, Ralph, Suzzane, Emeka, and Temitope perceptions of each other have resulted to an unproductive meeting.Task 2Modern management has emphasized the importance of team work to achieve organsiation goal. However, due to individual differences, it could prove difficult, if not managed appropriately. Managers are expected to manage difference through communication, training, motivation and job allocation. In relation to the above statement, explain any FOUR ways in which managers should manage individual differences at work.Task 3In any organisation, each department is expected to work together to achieve the organisations goals. However, this might not be best achieved due to challenges which may arise.A) Discuss how each depa rtment can contribute in achieving the Strategic goal (Marketing goal) set by the organization. Students should first consider the key functions of each department provided in the case scenario, and then discuss how they work together to achieve the strategic goal (Marketing goal) set by the organsiation.B) Explain any TWO challenges faced by the organization in achieving companys Marketing goal. Students should identify any TWO relevant challenges, for example; Functions, structure, communication, personality differences, resources, unclear strategic goal, peoples motivation and so on. Answers: Introduction In the modern business world, the success of the organization would depend on the productivity of employees. Today, organizations have developed, and employees have to work as part of a large team. The success of the team would depend a lot on the way different employees work together. It would further depend on the personality traits and the motivation level of employees. It is important that people should have an open personality, and they should be willing to share and to learn. This paper discussed the three tasks related to the case study of Mullins, personality and motivation, and modern management. Task 1 (A) Myers-Briggs provided a theoretical framework to judge the personality of individuals (Ornoy, 2013). The marketing meeting of Mullins was not successful as department heads have different personality types. Davido Banks, the employee of operations department opened the meeting with the remark that he did not want to spend the whole day in the meeting. It can be said that Davido reflected leadership skill that is necessary to get the maximum out of people. The personality style of Davido is Extraversion as he was the first to present his ideas to other people in the meeting room. Tokunbo was the second person to comment. He already came with the plan and he wanted that the other people should stick with the plan. The personality trait of Tokumbo is Thinking as he came with a plan in hand. Gloria Brown is the head of the engineering department and she came with the test data. She was of the opinion that the mop should be marketed with the focus on its technology capabilities. The perso nality trait of Gloria is Judgement. She backed up her decision with the results of the test data. She also planned for the things and her decisions reflects the personality trait of Thinking. Zainab Smith is the head of the design department. She wanted that the promotion should be based on the creativity and design. Her decision making reflects that she has the personality type of Intuition and Feeling. Among all these personality style, the Extraversion, Judgement and Thinking are the most important personality types that would have been useful to get the most of the people involved (Lloyd, 2012). It is the combination of these personality types that could define a successful leader. Task 1(B) Attribution is the process by which individuals explain the causes of behavior and events. Attribution theory is the study of models to explain those processes. Attribution theory is concerned with how individuals interpret events and how this relates to their thinking and behavior (Weiner, 2010). The case reflects that the meeting between the employees from different department was unproductive. However, it can also be inferred that the meeting between the heads of different departments and the head of the company was also unsuccessful. The main driver of the unproductive meeting was the pre-conceived notion of think Toluwa, Ralph, Suzzane, Emeka, and Temitope or different perception. The department heads, Ralph, Suzzane, Emeka, and Temitope entered the meeting with the notion that their employees are best. These department heads were not willing to accept that their employees was the reason of a failed productive session. Their perception was strong about their employees and these strong perception again resulted into unproductive meeting with Toluwa. This is a classic case where the organization is not able to achieve its goals and objectives due the difference in the perception and attitude. The problem is that all the employees are best but they are not willing to listen to others. The attribution theory is concerned with how and why ordinary people explain events as they do. In this case, Ralph, Suzzane, Emeka, and Temitope have their own explanations of the events. None of these employees was willing to accept that his or her team member could be at fault. Therefore, Toluwa was not able to reach any conclusion with the meeting and his concerns increased. It is important that all department heads Ralph, Suzzane, Emeka, and Temitope should understand the importance of team work and should ensure that organizational goals and objectives are meet. Task 2 In an organizational setting, the team work is much more important than the individual work of employees. For managers and leaders, the difficult task is to bring all the people together (Harding, 2010). In the organization, different employees have different expectations and managers could have hard times to fulfill the expectations of different employees. It is correct that due to individual differences, team work could be difficult to achieve. Managers are expected to manage this difference through communication, training, motivation and job allocation. These four ways to manage the individual difference at work place can be discussed as: Effective communication: It would be correct to say that the effective communication is the key for managers to manage the employees. The individual differences between the employees could be sorted out with effective communication (Crawford, 2004). The individual differences between the team members exist due to the difference in the expectations. It is important that the manager should personally discuss the expectations of team members. The communication should be two-way in nature. It means that the employees should be encouraged to reach out to management in case of any concerns. It is also important that the managers and leaders should use both formal and informal method of communication. Training and Development: The training and development programs are absolutely necessary to manage the individual difference at work place. It is important that the leaders and managers should develop the training programs that could address the training needs of people. With the training programs, the employees would be able to understand the bigger picture. With the training programs, the employees would understand the organizational goals and objectives (Laskin, 2011). The training and development programs would also impart the interpersonal skills to employees that would help them to learn the ways to work with other team members. Therefore, training and development is a powerful tool manage the individual difference at work place. Motivation and perception of employees: It would be correct to say that one of the major drivers of individual difference at work place is the motivation and perception level of employees. The employees may lack the motivation to work with high productivity levels. The individual differences in the employees would be high when the motivation levels of employees is limited and the individual differences among employees would be low when the employees are motivated to work and achieve organizational goals and objectives (Gabrielsson, 2007). It is also important that the employees should not have negative perception about other employees as it would increase the chances of individual differences. Job allocation: Job allocation is the way to allocate the jobs to different candidates. It is important that the management should have the ability to assess the job-fit for different employees. It is important that the jobs should be allocated on the basis of internal capabilities. With this, the employees would be able to have job satisfaction. It can be said that high level of job satisfaction would have very less chances of individual differences among the team members. Therefore, the managers and leaders should focus on job satisfaction so that individual difference at work place could be managed. Task 3 (a) The strategic or the marketing goal of the Mullins Company is to launch then new mop in the market. Toluwa Adnike, the president, told the companys four department heads he wanted the best person from each department to work on a marketing committee for the new mop. Toluwa felt if all the departments worked on the project then all the departments would feel a sense of ownership and involvement. The role of each of the department to achieve the strategic or the marketing goal of the organization can be discussed as: Operations department: The operations department has to ensure that it can maintain the inventory the mops across the retailers and distribution center. The product is a new product and the sales data is not available. It is expected that the operations department would make forecasting about the future potential sales and would ensure that inventory levels are maintained. The operations department would take inputs from the Engineering department to understand the product lifecycle of the product (Roome, 2009). Marketing department: The marketing department would have the responsibility to focus on the promotion of the product. It is expected that the marketing department would take the inputs form design and engineering department about the specifications and the unique features of the product. Design department: The design department shall focus on the creative and innovative design that would be an important inputs for the promotions strategies carried out by the marketing department. It is important that the design department should work closely with the Engineering department and the marketing department. Engineering department: The Engineering department would be responsible to bring the breakthrough in the product. The Engineering department would provide the inputs to Design department about the designs that the mop can support. Task 3(b) Generally, the organizations would face both internal and external challenges to achieve the marketing goals (Fedor, 2008). The management and leaders can have a control over the internal challenges. However, the external challenges are not under the direct control of management. One of the challenges to achieve the marketing goal is the communication challenge. There would be cases when the marketing department would set the marketing goals but these marketing goals and not communicated to other stakeholders in the organization. Any marketing plan or the marketing objectives would be successful only when all the internal stakeholders are aware of the marketing goals. The marketing managers would set the communication plan; however, the communication is not effective and as a result the employees are not aware of organizational marketing goal (Avolio, 2007). This eventually has a negative impact on the organizational growth. Another important challenge faced by the organization in achieving companys marketing goal is peoples motivation. There are cases when the executives or the employees would not want to work as they lack the motivation. The motivation could be high at the top management layer. However, it is important that this motivation should be transformed to mid-level management and low-level management layer. In an organizational setting, the productivity of employees directly depends on the motivation of employees. The employees would not be able to work with high productivity and would not be able to contribute in the marketing plan unless and until they are motivated (Reichard, 2011). The people motivation would depend a lot in the incentives and the rewards. It is observed that people are motivated to meet their personal goals and objectives and they may not be motivated to meet organizational goals and objectives. The employees can have high level of motivation when the personal goals and o bjectives of employees match with the organizational goals and objectives. Therefore, it is important that the marketing goals and objectives should include to reward people if the product is successful. Conclusion With the above discussion it can be said that people should learn to work with other team members. The organization or the group would be able to achieve its objectives only when different people can work together. The differences of the opinions and different perception of the people is a challenge for team to work together (Soekijad, 2011). It is important that leaders should realize the personality differences between different employees and should create a culture where employees can work together towards a common organizational growth. References Avolio, B. J. (2007). Promoting more integrative strategies for leadership theory-building.American Psychologist,62(1), 25. D'amato, A. A., Roome, N. (2009).Leadership of organizational change toward an integrated model of leadership for corporate responsibility and sustainable development: A process model of corporate responsibility beyond management innovation(No. 2013/164611). ULB--Universite Libre de Bruxelles. Darling, J., Gabrielsson, M., Serist, H. (2007). Enhancing contemporary entrepreneurship: a focus on management leadership.European Business Review,19(1), 4-22. Cohen, Y., Ornoy, H., Keren, B. (2013). MBTI personality types of project managers and their success: A field survey.Project Management Journal,44(3), 78-87. Gardner, H., Laskin, E. (2011).Leading minds: An anatomy of leadership. Basic Books. Herold, D. M., Fedor, D. B. (2008).Change the way you lead change: Leadership strategies that really work. Stanford University Press. Harding, T. (2010). Fostering creativity for leadership and leading change.Arts Education Policy Review,111(2), 51-53. Lok, P., Crawford, J. (2004). The effect of organisational culture and leadership style on job satisfaction and organisational commitment: A cross-national comparison.Journal of Management Development,23(4), 321-338. Lloyd, J. B. (2012). The Myers-Briggs Type Indicator and mainstream psychology: analysis and evaluation of an unresolved hostility.Journal of Beliefs Values,33(1), 23-34. Serrano, S. A., Reichard, R. J. (2011). Leadership strategies for an engaged workforce.Consulting Psychology Journal: Practice and Research,63(3), 176. Soekijad, M. (2011). Leading to learn in networks of practice: two leadership strategies.Organization Studies, 0170840611410834. Weiner, B. (2010). The development of an attribution-based theory of motivation: A history of ideas.Educational Psychologist,45(1), 28-36.

Women in Psychology Assessing the Contributions of Margaret Floy Washburn

Introduction The contributions of women in the field of psychology have often been subject to underreporting and misreporting throughout the subject’s history. In the 19th and 20th centuries, women were widely discriminated against and perceived as inferior to men, not mentioning the fact that they enjoyed little standing in society (O’Connell Russo, 1990). Women, despite this setback, have contributed immense knowledge to the field of psychology, and rightly qualify to be offered a special place of remembrance in the annals of history.Advertising We will write a custom essay sample on Women in Psychology: Assessing the Contributions of Margaret Floy Washburn specifically for you for only $16.05 $11/page Learn More It is a well known fact that psychology would never have been the same were it not for the outstanding contributions of women psychologists such as Mary Whiton Calkins, Christine Ladd-Franklin, Mary Ainsworth, Margaret Floy Wash burn, Melaine Klein, Karen Horney, among others (Scarborough Furumoto, 1987). It is the object of this paper to critically evaluate the contributions made by Margaret Floy Washburn to the field of psychology. Background Born July 25, 1871 in the outskirts of New York City, Margaret Floy Washburn was the only child of Francis and Elizabeth Floy. Young Washburn spent most of her formative years at Ulster County, New York, and graduated from high school in 1886 (Green, 2000). Her interest in psychology started when Washburn was enrolled at Vassar College as a preparatory student when she was barely fifteen years old. While studying at Vassar, Washburn gained membership of Kappa Alpha Theta alliance for women, and finally graduated from college in 1891. The young lady was determined to further her studies at a time when women were viewed as inferior to men. She was enrolled as an auditor in the newly created psychological laboratory at Columbia University since the institution had not started admitting women for graduate studies (Green, 2000; O’Connell Russo, 1990). Under the guidance of James McKeen Cattell, Washburn proved her detractors wrong and performed extremely well in her studies, prompting Cattell to encourage her to further her studies at the newly re-organized Sage School of Philosophy, Cornell University (Green, 2000). At the institution, Washburn was the first and only graduate student majoring in psychology under the guidance of E.B. Titchener. The budding psychologist undertook an experimental study on tactual perception, qualifying for a Master’s degree award in 1893 from Vassar College, albeit in absentia. Washburn later did her doctoral thesis on the effects of visual imagery on judgments of tactile sensitivity, and was lucky to have her work published in 1895 in Philosophische Studien when Titchener sent the thesis to Wilhelm Wundt, the Journal’s publisher (Green, 2000; O’Connell Russo, 1990). Earlier on in 1894, Washburn made history by becoming the first woman globally to earn a PhD in psychology.Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Career-wise, Washburn took up various teaching posts in prestigious institutions such as Wells College, Vassar College, Sage College, and the male-dominated University of Cincinnati (Green, 2000). She was elected to American Psychological Association (APA) presidency in 1921, and went further to become the co-edit the widely read American Journal of Psychology for years before finally been elected to the exalted National Academy of Sciences (NAS) in the decade of the 1930’s. She remained a Professor of Psychology at Vassar College until 1937 when ill health forced her to retire. The celebrated psychologist died on October 29, 1939. Theoretical Perspective Margaret Washburn, fascinated with studying the minds and behavior orientations of humans and animals, wa s persuaded that experimental psychology could offer the appropriate methodology and approaches for investigating the topic (Woodworth, 1948). The psychologist was overly interested in studying the behaviors of people and animals to a point of developing the motor theory of consciousness. Washburn, however, was best known for her concerted efforts in the field of comparative psychology, culminating in publishing a book in 1908, which went on to remain the preferred comparative psychology resource book for the next two decades. In discussing her theoretical perspective, it is imperative to remember that Washburn schooled at Cornell University under the instruction and guidance of E.B. Titchener, a structuralist in major ways (Scarborough Furumoto, 1987). In later days, structuralism came to be referred as functionalism. Being a student of Titchener, Washburn was influenced by the functionalist orientations, and was known to base her rationale and theory on the tenets of functionalis m (O’Connell Russo, 1990). The major theoretical orientation of being a functionalist is that every entity is perceived to have a function. Indeed, functionalism is a broad perspective in the field of social science which makes reference to social structures and organisms as whole entities in terms of the intricate function of their constituent components (Woodworth, 1948). According to Levin (2009 ), â€Å"†¦ functionalism in the philosophy of mind is the doctrine that what makes something a mental state of a particular type does not depend on its internal constitution, but rather on the way it functions, or the role it plays, in the system in which it is a part† (para. 1).Advertising We will write a custom essay sample on Women in Psychology: Assessing the Contributions of Margaret Floy Washburn specifically for you for only $16.05 $11/page Learn More In the presentation of motor theory of consciousness, Washburn endeavored to medi ate between the structural-functionalist psychological orientations of Wilhelm Wundt and E.B. Titchener on the one side and the opposing behaviorist perspective on the other (Woodworth, 1948; O’Connell Russo, 1990). These competing psychological perspectives had dissociated consciousness from behavior, with the structural-functionalists showing interest on consciousness, while the behaviorists were of the opinion that the field of psychology should only concern itself with the study of behavior. Washburn’s theory of consciousness served to reconcile the two theoretical perspectives stated above by investigating the ways in which individual thoughts and perceptions generate motor reaction (O’Connell Russo, 1990). It is said that Washburn â€Å"†¦realized that Titchener’s strict structural psychology theories had several limitations and started to work in her own theory about motor system and mind processes† (Margaret Floy Washburn, n.d., para . 7). She derived her desires and energy to develop a new theoretical perspective about motor skills and mind from her constant refusal to recognize most of the perspectives forwarded by major schools of psychology concerning the issues of consciousness and behavior. Consequently, she came up with a doctrine underlining that â€Å"†¦thinking requires tentative movements†¦mental phenomena–for example, feelings and sensations, colors and tones–were not only legitimate but necessary topics to examine; psychology is the study of behavior and consciousness† (O’Connell Russo, 1990, p. 345). Her theoretical perspective served to link the structural psychological orientation to the behaviorist perspective. Contributions Washburn was known principally for her seminal work in animal psychology, which was basically incorporated in her 1908 publication ‘The Animal Mind’ (Woodworth, 1948). In her work, the psychologist was of the opinion that h uman beings and animals had a certain level of consciousness and emotional attachment, otherwise known as empathy. It was also her considered opinion that every single creature in the universe has a meaning. Her works on consciousness and empathy ignited later day psychologists to refine the topic and develop critical theories that are still in use today. These theories have made it possible for psychologists to learn and understand the intricate relationship between the mind and behavior (Green, 2000).Advertising Looking for essay on psychology? Let's see if we can help you! Get your first paper with 15% OFF Learn More Washburn’s educational contributions cannot escape mention; having taught philosophy and psychology in a number of institutions, including the prestigious Well’s College, Vassar College, Sage College, and the male-dominated University of Cincinnati (Green, 2000). She must have influenced a great number of psychology students, especially due to her dedication and methods of investigation. If Washburn is remembered for her educational contributions, she is even remembered more for her seminal works in comparative psychology (Green, 2000). The works are best captured in her book ‘The Animal Mind,’ where she gives vivid illustrations of how animals, just like humans, experience pain and pleasure. The psychologist can be credited for critically evaluating animal psychiatry the same way human psychiatry had been done before, and attempting to relate the two through assessing some psychological thoughts and concepts such as dementia, distraction, feelings, behavi or, deliriums and fixated ideas (Scarborough Furumoto, 1987). Washburn contributed outstanding knowledge on senses and how they are used by a variety of animals for survival. Specifically, she studied the mollusk in different environments to assess how it senses its food and how the food stimuli functions to change the behavior of the mollusk (Green, 2000). This behavioral approach to studying psychology can be equated to Ivan Pavlov’s operant conditioning. Of importance is the fact that her t observation in the snail’s consciousness and behavior after food stimuli was introduced still remains relevant today as it demonstrates how animals employ their autonomic nervous system for survival. A large body of knowledge was discovered when she compared her animal studies to how humans react and behave under similar conditions. One particular observation was that animals behave like humans in both pleasurable and painful situations. Also, the psychologist noted that animals and people are similar psychologically, and both require some basic necessities of food, shelter, and safety for survival (Scarborough Furumoto, 1987). Conclusion Margaret Floy Washburn, despite the social stigma and discrimination against female professionals that was so prevalent during her time, contributed so much such that she left an indelible mark in the field of psychology. Her contributions on animal behavior and her motor theory of consciousness contributed to the better understanding of the interrelationship between consciousness and behavior in ways that were previously unknown within the realms of psychology (Green, 2000). Constant rejections and prejudice did not curtail her determination to bring a more acceptable theoretical perspective between the behaviorists and the structuralists. Indeed, the field of psychology owes much to Washburn’s confidence and diligence. Reference List Green, C.D. (2000). Autobiography of Margaret Floy Washburn. Web. Levin, J. (20 09). Functionalism. In: Stanford Encyclopedia of Philosophy. Web. Margaret Floy Washburn. (n.d.). Web. O’Connell, A., Russo, N. (1990). Women in psychology: A bio-bibliographic sourcebook. Westport, Connecticut: Greenwood Press, Inc. Scarborough, E., Furumoto, L. (1987). Untold Lives: The first generation of American women psychologists. New York: Columbia University Press. Woodworth, R.S. (1948). Biographical memoir of Margaret Floy Washburn. National Academy of Sciences. Web. This essay on Women in Psychology: Assessing the Contributions of Margaret Floy Washburn was written and submitted by user Dahlia Simon to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.