H.W 1.0

1. What is Marketing ? (Kotler’s Definition)

The term Marketing is defined as a social and managerial process by which individuals and groups obtain what they need and want through creating, offering, and exchanging products of value with others. Also it is an persuading or encouraging potential customers to buy a product or service.

Reference:

http://www.whatismarketingconcept.com/what-is-marketing-kotlers-definition/

Synthesis:

According to Philip Kotler’s Definition “Marketing” is a managerial process which an individual or group of individuals can attain what they need and want in exchanging products with others. And marketing is also a process on how you encourage a person, customer or client to buy your product. It is on how you communicate or on how you will approach them to buy the products you sell.

2. Enumerate and discuss the goals of Marketing.

To a great extent, the goals of a company’s marketing depend on the business concept, written down in the business plan. The goals can be monetary (net sales, result), marketing-related (market share or position) or social (sustainable development).

Goals can also be developed. This means that the focus is on the specification of the qualities, values, distinctness and identity of the company and products. As an aid, a brand strategy can be created and a manual and internal marketing established to ensure consistent compliance with it.

Reference:

http://www.yrityssuomi.fi/markkinoinnin-tavoitteet

Synthesis:

The Goals of Marketing is committed to pursue or to provide the needs and wants of every individual to satisfy . And they focus on the specification of the qualities, values, distinctness and identity of the company and products.

3. Discuss the concept of concept of customer value and its importance to successful marketing.

Customer value is defined in the marketplace not in the factory or an agency. A small
but growing number of companies in the markets draw on their knowledge of what customers
value or they value to gain marketplace advantages over their less knowledgeable competitors
In the world of sales, ‘Customer Value’ is a much used phrase — and rightly so, because customers buy what they perceive as being of value to them. If they have a choice, they’ll take the most valuable. This can be beyond a straightforward return on investment, as ‘Customer Value’ can capture intangible positives too — an improvement in staff morale for example. We will often be in competition with other suppliers and will need to create a greater perception of ‘Customer Value’ than our competitors.

Reference:

http://www.firstconcepts.com/customer-value/

http://www.freshbusinessthinking.com/business_advice.php?CID=&AID=9164&PGID=&Title=The+Importance+Of+Customer+Value#.U6Lkt_Ae0p8

Synthesis:

The Customer Value is the result or the outcome of the conversation between the seller and buyer. If the seller is able to determine or know what they need and how those products gives a benefit to the customers. Customer Value is very important to the sellers or in any kind of business establishments because on that they know what their defects and what are the things that they improved their business and to become more successful.

H.W 4.0

1. Vroom’s Motivational Model

EXPECTANCY

Expectancy theory proposes that an individual will decide to behave or act in a certain way because they are motivated to select a specific behavior over other behaviors due to what they expect the result of that selected behavior will be. In essence, the motivation of the behavior selection is determined by the desirability of the outcome. However, at the core of the theory is the cognitive process of how an individual processes the different motivational elements. This is done before making the ultimate choice. The outcome is not the sole determining factor in making the decision of how to behave.Expectancy theory is about the mental processes regarding choice, or choosing. It explains the processes that an individual undergoes to make choices. In the study of organizational behavior, expectancy theory is a motivation theory first proposed by Victor Vroom of the Yale School of Management. This theory emphasizes the needs for organizations to relate rewards directly to performance and to ensure that the rewards provided are those rewards deserved and wanted by the recipients.

 INSTRUMENTALITY

Instrumentality is the belief that a person will receive a reward if the performance expectation is met. This reward may come in the form of a pay increase, promotion, recognition or sense of accomplishment. Instrumentality is low when the reward is the same for all performances given.

Factors associated with the individual’s instrumentality for outcomes are trust, control and policies. If individuals trust their superiors, they are more likely to believe their leaders promises. When there is a lack of trust in leadership, people often attempt to control the reward system. When individuals believe they have some kind of control over how, when, and why rewards are distributed, Instrumentality tends to increase. Formalized written policies impact the individuals’ instrumentality perceptions. Instrumentality is increased when formalized policies associate rewards to performance.

VALENCE

alue an individual places on the rewards of an outcome, which is based on their needs, goals, values and Sources of Motivation. Influential factors include one’s values, needs, goals, preferences and sources that strengthen their motivation for a particular outcome.

Valence is characterized by the extent to which a person values a given outcome or reward. This is not an actual level of satisfaction rather the expected satisfaction of a particular outcome.

The valence refers to the value the individual personally places on the rewards. -1 →0→ +1

-1= avoiding the outcome 0 = indifferent to the outcome +1 = welcomes the outcome

Motivational Force (MF) = Expectancy x Instrumentality x Valence

References: 

http://en.wikipedia.org/wiki/Expectancy_theory

Synthesis:

Victor Vroom proposed this Expectancy theory which discussed that an individual or a person is motivated when he/she has some benefits or some offering of the needs of individual within the organization. It helps the organization to progress or improve all the constituent if they are motivated and inspired to achive  their tasks or jobs. While Instrumentality is about rewards given to the worker if they doing their tasks well. They would given their rewards by increasing their wages, have promotion  etc. And the Valence is about the reaction of an individual in rewards.

2. Morale Information and its Use

Morale affects how motivated your employees are to work for you, suggests how much they will do while on shift, and will influence how long they will stay on staff.  As a manager, much of the mood within the organization is in your hands.  Make sure you do your part to keep morale levels high: 

First, ensure your people clearly understand their role, their impact on customers, and how they bring value to the organization.  Managers must deliver good training and continuous feedback to ensure this is achieved.  This critical foundation is vital for getting employees to feel connected to the company.

Motivate with your own example.  Show good character, and conduct yourself and your business in a manner you want imitated.  Demonstrate a positive attitude to serve as an example of optimism and achievement.  In other words, “walk the talk.”

Set a high standard and show commitment.  When it comes to things like quality and customer service, act in a manner that’s consistent with what you demand from your staff.

Communicate.  Tell employees your objectives for the company and promptly share news that affects the organization.  Let staff know clearly what your expectations are, and explain the reasoning behind certain rules or rule changes.  Ask workers directly what motivates them, and get their feedback on how to handle staff issues. 

Involve employees as equal members of your team.  Make them feel valued and connected to your cause by asking for their feedback and giving them room to make decisions.

Challenge your workforce with new opportunities to use and develop their skills.

Consult employees before implementing policies that will affect them.  Instead of handing down rules like a dictator, allow staff to give input into creating their own environment.

Acknowledge and appreciate staff.  Recognize small successes with kind and encouraging words for a job well done.  You can reinforce commendable behaviour further by giving inexpensive rewards like “thank you” cards, or larger ones like gift certificates.

Provide adequate tools and staffing levels to get the job done.  Don’t be so frugal as to create an environment where workers are overburdened or otherwise restricted from giving their best effort.  If you do, they’ll feel they’re wasting time and energy on a futile effort.  Make sure you promote policies that support staff in taking action to resolve issues.

Respect team members as individuals and as professionals. 

Care about your employees, not just about your business.  Show an interest in their personal lives and get to know what’s important to them, so you can help them achieve their goals.

Respond to problems, concerns and questions.  Leaving things unaddressed tells employees you don’t care.

Align your business activities with positive social values.  Workers respond favourably when corporate actions reflect responsible community or environmental practices.  You might also consider donating equipment or sponsoring group volunteer projects or fundraising activities. Be fair about discipline.  Address performance issues privately, and apply discipline consistently, without favouritism. Most importantly, be an effective leader.  Be honest, fair, and accessible; interact with staff  frequently; and display a positive demeanour whenever possible. 

References:

 https://www.go2hr.ca/articles/positive-employee-morale-benefits-your-business

Synthesis:

Morale Information is an act on how will you motivate your employee. As the manager of an organization it is important to the employee to know that you are the one they should follow, they know what is their own tasks. You will motivate them by showing that you is a good role model so that they imitate you in doing their tasks and they have an inspiration. Communication with them is the most necessary to do to have commitment on them and even to know more about their identity.And the most important thing as a manager is to be always honest, to be fair in your employee, to be an effective or good leader, you have always interact with your workers and lastly display a good attitude to your employee to imitate you.

3. Appraising and Rewarding Performance 

1. Define performance appraisal. Performance appraisal involves determining and communicating to an employee how he or she is performing the job and establishing a plan for improvement.

2. Define performance. Performance refers to the degree of accomplishment of the tasks that make up an employee’s job.

3. Explain the determinants of performance. Job performance is the net effect of an employee’s effort in terms of abilities, role perceptions, and results produced. This implies that performance in a given situation can be viewed as resulting from the interrelationships among effort, abilities, role perceptions, and results produced. Effort refers to the amount of energy an employee expends in performing a job. Abilities are personal characteristics used in performing a job. Role perception refers to the direction in which employees believe they should channel their efforts on their jobs.

4. Explain the contents of a job description. A job description should include the following: date written, job status, job title, supervision received, supervision exercised, job summary, detailed list of job responsibilities, principal contacts, competency or position requirements, required education or experience, and career mobility.

5. Define job analysis. Job analysis is a formal process of determining and reporting information related to the nature of a specific job.

6. List and describe the eight major performance appraisal methods.
• The graphic rating scale method requires the manager to assess an individual on factors such as quantity of work, dependability, job knowledge, attendance, accuracy of work, and cooperativeness.
• The essay appraisal method requires the manager to describe an employee’s performance in written narrative form.
• The checklist method requires the manager to answer yes or no to a series of questions concerning the employee’s behavior.
• The forced-choice rating method requires the manager to rank a set of statements describing how an employee carries out the duties and responsibilities of the job.
• The critical-incident appraisal method requires the manager to keep a written record of incidents, as they occur, involving job behaviors that illustrate both satisfactory and unsatisfactory performance by the employee being rated.
• The works standards approach involves setting a standard or expected level of output and then comparing each employee’s performance to the standard.
• Ranking methods (alternation, paired comparison, and forced distribution) require the manager to compare the performance of an employee to the performance of other employees.
• Management by objectives involves using the objectives set in the management-by-objectives process as a basis for performance appraisal.
• Multi-Rater Assessment requires that managers, peers, customers, suppliers, or colleagues are asked to complete questionnaires on the performance of the employee being evaluated.

7. Discuss common errors made in performance appraisals. Leniency is the grouping of ratings at the positive end of the performance scale instead of spreading them throughout the scale. Central tendency occurs when performance appraisal statistics indicate that most employees are evaluated similarly as doing average or above-average work. Recency occurs when performance evaluations are based on work performed most recently. The halo effect occurs when managers allow a single prominent characteristic of an employee to influence their judgment on each separate item in the performance appraisal.

8. Suggest ways to make performance appraisal systems more legally acceptable. Some suggestions include deriving the content of the appraisal system from job analyses; emphasizing work behaviors rather than personal traits; ensuring that the results of the appraisals are communicated to employees; ensuring that employees are allowed to give feedback during the appraisal interview; training managers in conducting proper evaluations; ensuring that appraisals are written, documented, and retained; and ensuring that personnel decisions are consistent with performance appraisals.

9. Define compensation. Compensation consists of the extrinsic rewards offered by the organization and includes the base wage or salary, any incentives or bonuses, and any benefits employees receive in exchange for their work.

Reference:

 http://highered.mcgraw-hill.com/sites/0073054399/student_view0/chapter16/

Synthesis:

According to the definition i got in the net there are ways on how to do appraisal and rewarding performance but it is not about in the behavior of an individual instead it deals on the work behavior. All the members of the organization should need to contribute their comments when doing the appraisal interview or the survey. Managers need to be sure in the decision on that survey and he should always sure if the evaluation of the appraisal interview is well.

 

p1030198.jpg

Me(deosa mae) is the center of this diagram and i have three friends named Krisselle, Rea and Raihanna were both member of the Youth organization in our church. Raihanna is the cousin of Kuya Anthony then he is my voice mentor in our church and Kuya Anthony is also working at IFI Church where we serve he work as a treasurer and the Youth organization is one of the sectoral group in our church.

H.W. 3.0

1. MOTIVATION

– Motivation is basis and a psychological feature that arouses an organism to act towards a desired goal and elicits, controls, and sustains certain goal-directed behaviors. It can be considered a driving force; a psychological one that compels or reinforces an action toward a desired goal. For example, hunger is a motivation that elicits a desire to eat. Motivation is the purpose or psychological cause of an action.
Motivation has been shown to have roots in physiological, behavioral, cognitive, and social areas. Motivation may be rooted in a basic impulse to optimize well-being, minimize physical pain and maximize pleasure. It can also originate from specific physical needs such as eating, sleeping or resting, and sex.
Motivation is an inner drive to behave or act in a certain manner. “It’s the difference between waking up before dawn to pound the pavement and lazing around the house all day.” These inner conditions such as wishes, desires and goals, activate to move in a particular direction in behavior.

Synthesis: Every workers has a motivation in ourselves. For example they motivate their selves to finish or to accomplish their goals to achieve their wants.

Reference: http://en.wikipedia.org/wiki/Motivation

 2. WAYS TO MOTIVATE INDIVIDUALS

– 7 major ways to motivate

1. Having your work be noticed and appreciated.

2. Setting long-term goals that lead to satisfying results.

3. Doing work that you are passionate about.

4. Feeling that your bosses are loyal to you.

5. Open communications between workers and managers.

6. Feeling that you have job security.

7. Mastering a skill.

Synthesis:

– We need to use this seven ways to motivate ourselves to know what are the limitations and it is a kind of encouragement to the workers to make them hard-working to do their job well.

3. MASLOW NEEDS APPROACH

–  Maslow wanted to understand what motivates people. He believed that individuals possess a set of motivation systems unrelated to rewards or unconscious desires.

Maslow (1943) stated that people are motivated to achieve certain needs. When one need is fulfilled a person seeks to fulifill the next one, and so on.

The earliest and most widespread version of Maslow’s (1943, 1954) hierarchy of needs includes five motivational needs, often depicted as hierachical levels within a pyramid.

basic (or deficiency) needs (e.g. physiological, safety, love, and esteem) and growth needs (self-actualization).

One must satisfy lower level basic needs before progressing on to meet higher level growth needs.  Once these needs have been reasonably satisfied, one may be able to reach the highest level called self-actualization.

Every person is capable and has the desire to move up the hierarchy toward a level of self-actualization.  Unfortunately, progress is often disrupted by failure to meet lower level needs. Life experiences including divorce and loss of job may cause an individual to fluctuate between levels of he hierarchy.

Maslow noted only one in a hundred people become fully self-actualized because our society rewards motivation primarily based on esteem, love and other social needs.

Synthesis: Maslow needs approach , it is the representation or explanation of the hierarchy needs of the people. It is composed of the Psychological Needs, Safety Needs, Belonging and Love Needs, Esteem Needs, and the Need for Self Actualization.

Reference: http://allpsych.com/personalitysynopsis/maslow.html

4. HERZBERG TWO FACTOR THEORY

–  To better understand employee attitudes and motivation, Frederick Herzberg performed studies to determine which factors in an employee’s work environment caused satisfaction or dissatisfaction. He published his findings in the 1959 book The Motivation to Work.

The studies included interviews in which employees where asked what pleased and displeased them about their work. Herzberg found that the factors causing job satisfaction (and presumably motivation) were different from those causing job dissatisfaction. He developed the motivation-hygiene theory to explain these results. He called the satisfiers motivators and the dissatisfiers hygiene factors, using the term “hygiene” in the sense that they are considered maintenance factors that are necessary to avoid dissatisfaction but that by themselves do not provide satisfaction.

Synthesis:

– The two factor theory of Herzberg states that there are certain factors in the workplace that cause job satisfaction, while a separate set of factors cause dissatisfaction. The two factor theory distinguishes between motivators and hygiene factors. Motivators that give positive satisfaction, arising from intrinsic conditions of the job itself, such as recognition, achievement or personal growth and Hygiene factor that do not give positive satisfaction, though dissatisfaction results from their absence. These are extrinsic to the work itself and include aspects such as company policies, supervisory practices or wages/salary.

Reference: http://en.wikipedia.org/wiki/Two-factor theory

H.W 2.0

1. TEAMS

Definition

– A group of people with a full set of complementary skills required to complete a task, job, or project. Team members operate with a high degree of interdependence, share authority and responsibility for self-management, accountable for the collective performance, and work toward a common goal and shared rewards. A team becomes more than just a collection of people when a strong sense mutual commitment creates synergy, thus generating performance greater than the sum of the performance of its individual members.

Synthesis: 

– Team is a group of individual who have a complementary skills to complete a task, job or project. Sometimes some member in a team have the same characteristics and attitudes. Also they have more closure with others to make their job easier .

Reference: http://www.businessdictionary.com/definition/team.html#ixzz2mOK5F67h

Norms

– Norms are the rules that the team agrees to follow as it conducts its work. Norms may be written or may evolve as unwritten understandings over time. Most newly organizing teams find it effective to start out with an initial set of norms with the understanding that these will need to be reviewed and modified frequently. Some teams decide to review norms at the beginning or end of each meeting. The establishment and adherence to team norms helps build team discipline, trust between team members, and supports a safe environment.

Synthesis:

– Norms is a behavior of an individual to express their own beliefs on how they can communicate to other individual. It is also a interaction between one individual to a group on how he/she can communicate to them. It can also express what they have learned and  why group and team groups are important.

Reference: http://www.businessdictionary.com/norms

Role

– A team is not a bunch of people with job titles, but a congregation of individuals, each of whom has a role which is understood by other members. Members of a team seek out certain roles and they perform most effectively in the ones that are most natural to them.

 Synthesis:

– Roles of a team express what are the responsibilities of each member to do their own jobs. It is handled by the team manager, the team manager is the one who can assign what are the jobs they going to do.

Reference: http://www.belbin.com/rte.asp?id=8

2. COMMUNICATION

– Communication is the exchange and flow of information and ideas from one person to another; it involves a sender transmitting an idea, information, or feeling to a receiver (U.S. Army, 1983). Effective communication occurs only if the receiver understands the exact information or idea that the sender intended to transmit. Many of the problems that occur in an organization are (Mistry, Jaggers, Lodge, Alton, Mericle, Frush, Meliones, 2008)

Synthesis:

– Communication is the process on how an individual understands what are other individual want to say.They can understand by sending and receiving a message to others. And by that we can share our ideas, other information to others.

Reference: http://www.nwlink.com/~donclark/leader/leadcom.html

Responsibility

– A duty or obligation to satisfactorily perform or complete a task (assigned by someone, or created by one’s own promise or circumstances) that one must fulfill, and which has a consequent penalty for failure.

Synthesis: It is a duty to do your assign task. It can helped you to complete or to finish your task earlier.

Reference: http://www.businessdictionary.com/definition/responsibility.html

Evaluation 

– Evaluation is a systematic determination of a subject’s merit, worth and significance, using criteria governed by a set of standards. It can assist an organization, program, project or any other intervention or initiative to assess any aim, realizable concept/proposal, or any alternative, to help in decision-making; or to ascertain the degree of achievement or value in regard to the aim and objectives and results of any such action that has been completed. The primary purpose of evaluation, in addition to gaining insight into prior or existing initiatives, is to enable reflection and assist in the identification of future change.

Evaluation is often used to characterize and appraise subjects of interest in a wide range of human enterprises, including the arts, criminal justice, foundations, non-profit organizations, government, health care, and other human services.

 Synthesis:

– it is a judgement by determining those item value or something that have value. In an organization , evaluating is a process of checking the work of each other if it is good or failed.

Reference: http://en.wikipedia.org/

3. DECISION MAKING

– The thought process of selecting a logical choice from the available options. When trying to make a good decision, a person must weight the positives and negatives of each option, and consider all the alternatives. For effective decision making, a person must be able to forecast the outcome of each option as well, and based on all these items, determined which option is the best for that particular situation.

Synthesis:

– Decision making is a process on how an individual choose or decide  what they do. An individual will think first before he/she do any action to know if they decision have a good or bad effect.

Reference: http://www.businessdictionary.com/definition/decision-making.html#ixzz2mONEpqcC

4. BEHAVIORAL CLIMATE

– The Garrison Institute’s Climate, Mind and Behavior (CMB) Program examines how mental models and patterns of thought affect our environmental behavior and how, by examining and shifting them, we might reduce our ecological impacts. CMB’s integrative approach combines new insights from current scientific research in many disciplines to develop practical solutions to the world’s pressing environmental issues. CMB brings together advocates, scientists, thought-, movement- and business leaders, policy and communications experts to create new learning networks, nurture innovative thinking, and find scalable ways to shift mindsets, alter behavior, achieve systems-level change to reduce human-caused ecological problems, including climate change. CMB symposiums bring together stimulating mixes of key leaders, and uses reflective and contemplative practices to generate fresh and innovative thinking.

Synthesis:

– Behavioral climate is a process on how an individual change their attitude in a particular event happens. It is the range of action or a mannerism made by environment, organisms and systems. The best example of behavioral climate to a person is the minute to minute or second to second changing their minds.

Reference: http://www.garrisoninstitute.org/climate-and-behavior

5. ACHIEVERS

–  High achievers are those who achieve a goal. In school, a high achiever would be a student who gets high marks, good grades. They do the work that is required and do it well. They tend to be well-organized, with good time-management skills, which is why they turn in neat and tidy work on time. They also tend to be well-behaved, adjusting well to the classroom environment and participating enthusiastically in classroom discussions.

High achievers are not necessarily gifted, although some high achievers are also gifted. High achievers are often externally motivated by the desire to get good grades or even high praise. They can also often be motivated by stickers with smiley faces.

 Synthesis:

– The result in a person who has being hard-working. When a person have been successful if he/she have successfully done or achieved their goals that they want to complete or done. 

 Reference: http://giftedkids.about.com/od/glossary/g/High-Achiever.htm

activity 1.0
BLUEJEANS
THE WHOLE PERSON
LEADER; MARLINE JOYCE V. PORTACIO
MEMBERS; DEOSA MAE CAPALAD
                   PRECIOUS JEWEL BARKER

Marline: the whole person for me is the difference of each individual, our own personality or the totality of a person with every basis. attitudes are also the factors that help the person to built his/her good personality or behavior as a human. this is also the gift to us and we need to develop and upgrade this for our own good.
Jewel; the whole person is the totality of an individual. it is base on his/her appearance or attitude. so that he/she is the one who can control him/herself. because he/she is only one who knows his/her capacity to manage their work. and by that it can be shown the whole personality of a person.
Deosamae: the totality of a person based on their appearance, characteristics,attitudes, and even in their job. they  can show their totality by their experience on that job. so that they know their own capacity to do or manage their work and it help them to do their job easier.
Group synthesis: as we answer this selection by giving our individual synthesis on the whole person, we stated the same meaning for us. we determined that this is the totality of a person and we as an individual, we joined in some organization and were chosen based on our personality, not just in one of our characteristics but in our whole package as a human. the whole person for me also means the skills and the looks given us by God so we need to give importance and appreciation and apply those attitudes and skills in a good way.