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8 pages/β2200 words
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Harvard
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Business & Marketing
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English (U.S.)
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System' Thinking Theory and Practice Marketing Assignment
Essay Instructions:
Hello
Please answer the Case Study's questions (7 Qs (A,B, C (1,2,3,4 and 5) ) in "T205A-SYSTEMS' THINKING THEORY & PRACTICE.pdf" document.
I will also attach course materials to support answering the case study.
Cases of plagiarism will receive a mark of “Zero” on the assignment.
Regards,
Wael
Essay Sample Content Preview:
SYSTEM’ THINKING THEORY AND PRACTICE
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System’ Thinking Theory and Practice
Question 1:
* Spray DiagramMonetary payment Total Reward Techniques Total Reward Techniques Total Reward Techniques Total Reward Techniques Total Reward Techniques Reward through ‘piece rate’ methodFulfillment of the hierarchy of needs ‘Motivators’ implemented by RBSResult based payment Royal Bank of Scotland (RBS)’s Performance management Non-financial rewardsAttending coursesTraining Salaries BonusesOpportunity for community of employees Opportunity for promotion to lifelong careers Offers recognition to employeesRecognition for good workGaining more responsibility through performance review Rewarding employees on high achievement Collective sense of achievement: Developed from scratch
Based on the spy diagram, the RBS lays emphasis on what motivates employees. In this regard, RBS incorporates the scientific management presented by Fredrick Taylor and Abraham Maslow. Even though the management of RBS does not borrow the aspects used by Taylor in its elaboration on "piece rate" technique, it is better to recognize that aspects of scientific management are beneficial in motivating employees. Thus, RBS management ensures that they pay the employees for every output.
Elsewhere, RBS uses the Abraham Maslow’s hierarchy of needs. For example, the bank provides opportunities for its employees to share common goals by offering rewards on hard works. On the same note, RBS offers employees financial security, job security, well-being, and health. In addition, the self-actualization is fulfilled through promotional opportunities, recognition and a chance for the development of lifelong careers. The same is done to fulfill self-actualization. In a bid to ensure esteem needs, the management offers employees training and promotion as well as recognizing their achievements. Regarding the Herzberg’s motivators, RBS employees are recognized for their good work through promotion as well as having a collective sense of achievement when the jobs are well done. In addition, through regular performance reviews, the employees gain more responsibilities as a form of reward.
* System Map Diagram: Developed from scratch
ORGANIZATION CULTURE:Teamwork and Participatory culture FriendshipCollaboration Openness MOTIVATION:Payments inform of salaries, bonusesOpportunities to share goalsFinancial and job security Training and promotionJOB DESIGN:Flexibility in working practiceNeed to attain work-life balance Allocation of resourcesPERFORMANCE MANAGEMENT: Measurement of performanceRewarding employeesPerformance reviewPayment of job to meet an objective
The system map presented above shows motivation as the main factor that enhances performance in an entity such as the RBS. Therefore, all the necessary activities and resources are done with the main focus of ensuring that employees are motivated at any given moment. It is noted that RBS implement varied motivational techniques such as training and promotion, offering financial and job security, giving employees opportunities to share their common goals and offering payment in the form of bonus and salaries....
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