Operations Manager Apple and Vodafone

Question: Talk about the Operations Manager for Apple and Vodafone. Answer: Presentation Client advantage is a significant idea for any business. One reality that should be noted is that is clients are the wellspring of productivity and development for any business. Client advantage is the estimation of the item that is useful to client and alludes to the components and qualities of an item that gives something in incentive to a client (Cina 2013). These advantages fluctuate in greatness and measure and rely upon the sort of an item. Client advantage is the measuring stick and is legitimately connection to consumer loyalty. The advantages gave by an item influence the client purchasing conduct. Client advantage bundle of an item decides the achievement, productivity and the development of an organization. A client will incline toward those item that will give them most extreme advantage and utility. In such conditions, it will become significant and basic that the item is advantageous to a client. This separates an effective and presumed organization from a little and fruitless organization. It mirrors the capacity of the organization to comprehend the need and inclination of the clients. The report is set up on media transmission industry utilizing Apple I Phone and Vodafone. It will direct a near report between these organizations. Apple Apple is a presumed American multination media transmission organization that bargains in assortment of items. The organization is one of the main names in the media transmission industry. The organization gives incredible utility and fulfillment to the clients and has earned a brand name all the while. Moderately great item portfolio and creative innovation of the organization have made the organization a pioneer and a commonly recognized name. The organization appreciates a decent gainfulness level and great brand unwaveringness. The organization has a solid brand name and gives powerful client advantage conspire that causes the organization to have string client base (Nolan, Mitchell and Doyle-Baker 2014). Client advantage bundle of Apple Advantage Worth given by clients Quality item 10 Imaginative Features 9 Item portfolio 7 After deals administration 7 One cautious investigation, one can see that there different advantages that is given to the clients and this explanation makes the Apple an effective organization and a commonly recognized name. One of the significant advantages that the organization gives is the nature of the item. On the off chance that it is assessed, at that point it very well may be seen that the organization has relative preferred position as far as item esteem. The organization consolidates creative highlights in the item and ensures that the item give incredible measure of utility to the clients. The appealing and imaginative highlights of the item are a contributing explanation behind the popularity of the companys items. Another factor that adds to the accomplishment of the organization is the acceptable item arrangement of the organization. It is realized that Apple offers different items to the clients. The client can rely upon the nature of the item and the worth that an item gives to an organization. T he brand esteem additionally urges the buyers to buy Apple items. The clients get significant profit by this reality. Online correspondence is conceivable through legitimate site of Apple. The online channel gives the clients comfort regarding buying and the decision that is accessible to them. Apple additionally gives client advantage regarding after deals administration to the clients. The innovative work group of Apple are proficient and take into account the necessities and prerequisites of the clients. Vodafone Vodafone is a celebrated British media transmission worldwide organization and its headquarter is arranged in London. The organization appreciates great notoriety and has a decent gainfulness file. It has a solid client base. The organization offers different advantages to the client and its activity is significantly client arranged. It leads profound and unpredictable examination on the client taste and inclination. This causes the organization to take into account the requirements and inclinations of the organization. Client advantage bundle of Vodafone Advantages Client Value Brand Value 10 Elite offers 9 Broadband association 9 Advantageous installment technique 8 Productive top up technique 8 Quality Service 10 Vodafone is a British Multinational Company that is arranged in London. It has a client arranged methodology and offers different advantages to the clients (Nalwaya, N. furthermore, Vyas, R., 2014).The client advantage bundle incorporate appealing and restrictive offers that are given to the clients. The broadband association of Vodafone and gives incredible speed and web availability to the clients. The Company puts an extraordinary weight on brand worth and it appreciates the different advantages that it gets from brand acknowledgment. The viable installment strategies and top up techniques are a wellspring of aid to the clients. Clients don't need to remain in line and can successfully pay on the web. The top up frameworks of the organization is profoundly inventive and proficient for the organization. The Company depends on consumer loyalty and accordingly, it sets out on the point that the clients get most extreme profit by the organization. The client care administration is exc eptionally proficient and understanding. An exceptionally proficient methodology is taken to heighten the issues of the clients. The issues and worries of the clients are heard and gone to by the client care authorities. The questions of the clients are adequately replied by the authorities. In this manner, these are the client advantage bundle gave to the clients. Examination of client advantage bundle among Apple and Vodafone One contrasting the client advantage bundle among Apple and Vodafone, one can see striking similitudes and contrasts. Both the organization appreciate great brand picture and appreciates brand reliability. On looking at the client advantage bundle between the two organizations, one can see the distinction in the quality help and after deals administration. The costs of the administrations of Vodafone are high. The explanation for this reality is that the nature of its administrations is preeminent and offers quality types of assistance to the clients. Then again Apple offers significant advantages to the client by giving quality item. The organization utilizes creative highlights to its items procedures to urge clients to purchase more items and therefore builds the interest s of the item. The organization has assorted item portfolio and offers distinctive kind of items to the clients (Kraus, K. furthermore, Strmsten, T., 2016). The creative procedures of apple are relatively high co ntrasted with Vodafone. Worth Chain Design of Apple (Bergvall-Kreborn and Howcroft 2013) The worth chain plan of Apple is exceptionally coordinated and orderly. There is significant weight on brand idea and for improving the brand picture of the organization. There is considerable measure of consideration given on the item structure of the organization. Innovative work is another significant component of the organization (Bergvall-Kreborn and Howcroft 2013). The human asset the executives weights on the need of representative inspiration. The workers are urged to partake in the dynamic procedure. The input of the representatives is respected. The motivating force and compensation framework is appropriately orchestrated and fixed to build the assurance of the representatives. Appropriate preparing programs are made for the representatives. The organization has solid money positions (Hollensen 2015). The IT component is connected with the gracefully chain. There is moment accessibility and access to deals data of the considerable number of stores because of elevated level of innovation. Patent recording is another innovative progression of the organization. The organization has cross fringe relationship with China. There is legitimate contact and positive relationship with providers. The in-bound coordinations of the organization is profoundly incorporated and connected with the appropriation (Melnyk, Narasimha and DeCampos 2014). There are computerized getting frameworks in the in-bound coordinations. It delegates crude materials obtaining. The outbound coordinations is productive and successful. There is immediate shipment. There is compelling conceptualization of the item. Great nature of the item is likewise a component of powerful worth chain plan. Natural protection rehearses are empowered and client care is significant component of the worth chain structure. Imperfections in the worth chain of Apple Imperfection in the worth chain configuration is the significant expense in contrast with the opponents. The organization needs to ad lib in this field. Worth Chain Design of Vodafone (Menguc, Auh and Yannopoulos 2014) The worth chain configuration is coordinated and effective. The organization relies upon the brand picture that it appreciates and has solid client steadfastness. The client is rich and offers premium quality administrations to the general population. The human asset the executives assumes crucial job in the worth chain plan of the organization. Alluring and great compensation bundle is given to the workers and the staffs are successfully prepared that permit them to offer top notch support to the clients. Innovation has a significant job in the worth chain structure of the organization. 4G association is one of the significant aftereffects of innovative progression of the organization. The organization has great online installment plans and successful top cup plans. The organization has improved broadband association and uses great special action. Online life is one of the significant commercial stages for the organization. It keeps up great advertising and offers premium quality assistance. Great limited time exercises and refreshed advertising are featuring elements of the organization (Kraus, K. also, Strmsten, T., 2016). Blemishes in esteem chain structure of Vodafone There are sure blemishes in the worth structure of Vodafone. Significant expense is the significant blemish in the worth chain structure. The h

Spanish Verbs That Mean to Ask

Spanish Verbs That Mean to Ask Spanish has a few action words that can be utilized to mean inquire. They are not all compatible, and there are some unpretentious contrasts in significance among some of them. Among those action words: Preguntar is the action word utilized most usually to intend to pose an inquiry or to get some information about something. It is frequently trailed by the relational word por to demonstrate the subject of the request: Preguntã ³ por la situaciã ³n legitimate de su hermano. He got some information about his siblings legitimate circumstance. Pablo preguntaba por ti. Pablo was inquiring as to yourself. Preguntã © si habã ­a estudiado la lecciã ³n. I inquired as to whether she had contemplated the exercise. Preguntar is the action word utilized frequently to show basically that an individual had posed an inquiry. -  ¿En quã © pgina est à ©l? - preguntã ³ Juana. What page is it on? Juana inquired. Pedir is normally used to show an immediate solicitation or to request (as opposed to about) something. Like the English action word to ask for, it doesn't need to be trailed by a relational word. Pidiã ³ un coche azul. She requested a blue vehicle. Sã ³lo pedã ­ que repararan el techo. I just requested that they fix the rooftop.  ¿Te pidiã ³ dinero? Did she approach you for cash? Rogar can intend to officially ask or to make a proper solicitation. What's more, contingent upon the unique circumstance, it can likewise mean to ask or to ask. Le rogamos que indique los nã ºmeros de telã ©fono completos. We demand that you show the total phone number. Se ruegan los clientes que tomen las precauciones oportunas para salvaguardar sus pertenencias. Clients are approached to avoid potential risk so as to ensure their things. Te ruego que tengas piedad con mi madre. I beseech you to have feel sorry for on my mom. Fueron a la iglesia para rogar. They went to the congregation to supplicate. Invitar can be utilized when requesting that somebody accomplish something or head off to some place, much like the English related welcome. Nunca he invitado a nadie a postear en mi blog. I never have requested that anybody post on my blog. Te invito a mi casa. I am asking you to my home. Solicitar can be utilized similarly as pedir, despite the fact that it is less normal and is destined to be utilized with particular sorts of solicitations, for example, for data, or in legitimate or business settings. Solicitan amnistã ­a para ex presidente. They are requesting reprieve for the previous president. Solicitaron sus opiniones profesionales sobre el proyecto. They are requesting his expert suppositions about the undertaking.

How Anchoring Bias Psychology Affects Decision Making

How Anchoring Bias Psychology Affects Decision Making Theories Cognitive Psychology Print How Anchoring Bias Psychology Affects Decision Making By Kendra Cherry facebook twitter Kendra Cherry, MS, is an author, educational consultant, and speaker focused on helping students learn about psychology. Learn about our editorial policy Kendra Cherry Updated on February 21, 2020 Lilly Roadstones / Getty Images More in Theories Cognitive Psychology Behavioral Psychology Developmental Psychology Personality Psychology Social Psychology Biological Psychology Psychosocial Psychology When people are trying to make a decision, they often use an anchor or focal point as a reference or starting point. Psychologists have found that people have a tendency to rely too heavily on the very first piece of information they learn, which can have a serious impact on the decision they end up making.?? In psychology, this type of cognitive bias is known as the anchoring bias or anchoring effect. People make estimates by starting from an initial value that is adjusted to yield the final answer, explained Amos Tversky and Daniel Kahneman in a 1974 paper. The initial value, or starting point, may be suggested by the formulation of the problem, or it may be the result of a partial computation. In either case, adjustments are typically insufficient. That is, different starting points yield different estimates, which are biased toward the initial values. Tversky and Kahneman found that even arbitrary numbers could lead participants to make incorrect estimates.?? In one example, participants spun a wheel to select a number between 0 and 100. The volunteers were then asked to adjust that number up or down to indicate how many African countries were in the U.N. Those who spun a high number gave higher estimates  while those who spun a low number gave lower estimates. In each case, the participants were using that initial number as their anchor point to base their decision. Anchoring Bias Can Influence How Much You Are Willing to Pay So, for example, imagine that you are buying a new car. You read online that the average price of the vehicle you are interested in is $27,000 dollars. When you are shopping at the local car lot, the dealer offers you the same vehicle for $26,500, which you quickly acceptâ€"after all, its $500 less than what you were expecting to pay. Except, the car dealer across town is offering the exact same vehicle for just $24,000, a full $2,500 less than what you paid and $3,000 less than the average price you found online. Afterward, you might berate yourself for making such a quick decision and not shopping around for a better deal. So why did you jump so quickly on that first offer? The anchoring bias suggests that we favor the first bit of information we learn. Since your initial research indicated that $27,000 was the average price, the first offer you encountered seemed like a great deal. You overlooked further information, such as the possibility that other dealers might have lower prices, and made a decision on the information you already had, which served as an anchoring point in your mind. It Can Influence Your Salary Negotiations Imagine that you are trying to negotiate a pay raise with your boss. You might hesitate to make an initial offer, but research suggests that being the first one to lay your cards down on the table might actually be the best way to go. Whoever makes that first offer has the edge  since the anchoring effect will essentially make that number the starting point for all further negotiations. Not only that, it will bias those negotiations in your favor. That first offer helps establish a range of acceptable counteroffers, and any future offers will use that initial number as an anchor or focal point.?? One study even found that starting with an overly high salary request actually resulted in higher resulting salary offers. It Influences Much More Than Money The anchoring effect has an impact on many areas of our daily lives beyond financial and purchasing decisions.?? For example: How old should your kids be before you allow them to date? Your kid argues that his or her peers are dating at 14, but you were raised to believe that 16 is the minimum dating age. The anchoring effect leads you to believe that 16 is the earliest age a kid should be allowed to date.How long do you expect to live? If your parents were both very long-lived, you might automatically expect that you will also live a long life. Because of this anchoring point, you might ignore the fact that your parents lived a healthier, more active lifestyle that probably contributed to their longevity  while you eat poorly and are mainly sedentary.How much television should your children watch each day? If you watched a great deal of TV as a kid, it might seem more acceptable for your kids to be glued to the television for hours each day.What illness is responsible for a patients chronic pain? The anchoring effect can influence a physicians ability to accurately diagnose an illness  since their first im pressions of a patients symptoms can create an anchor point that impacts all subsequent assessments.?? The anchoring effect as a powerful impact on the choices we make, from decisions about the things we buy to daily preferences about how to live our lives. So the next time you are trying to make an important decision, give a little thought to the possible impact of the anchoring bias on your choices. Are you giving enough consideration to all of the available information and all of the possible options, or are you basing your selection on an existing anchor point? 10 Cognitive Biases That Impact Thinking

Middle School Literacy Coaching From The Coach s...

Introduction This critique is based on the research study, Middle School Literacy Coaching from the Coach’s perspectives. In this study, Smith (2012) designed a study to investigate middle school literacy coaches’ perspectives. He was looking at the coaches’ efforts to promote teacher change and how it impacted classroom practice. The topic was stated in the first paragraph of the article making it clearly stated for the reader to find. The research problem evolved when there was a growth in the need of literacy coaches (Smith, 2012). More commonly, literacy coaches were utilized at the elementary level, but now they were being used at the middle and secondary levels too. The first concern arose because middle school coaches do not see themselves as teachers of reading. Common instructional elements found to support in the teaching of reading did not exist at the upper levels. Another concern presented deals with trying to figure out how literacy coaching aligns with the contexts of teaching the middle school grades. These concerns manifested the problem that was investigated in this study (Smith, 2012). This problem was not clearly stated, but once the first several paragraphs were reread, the problem becomes clearer. Smith (2012) explains that the purpose of this research study was to add to the research already conducted on middle school literacy coaches’ perspectives on coaching roles, teacher change, and student learning. This information was clearly stated in theShow MoreRelatedCritique Of The Lindamood Bell3291 Words   |  14 Pagescapacities of the literate individual. In the world of special education, too many students in high school struggle with literacy. There are Intensive Reading Clinic courses available to students with mild to moderate disabilities in Long Beach Unified School district. Of the various curriculums used in these classes, the LindaMood Bell Visualizing and Verbalizing program has gotten positive feedb ack from students and teachers. 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Natural Disasters And Its Effects On People Around The World

Natural disasters, otherwise called destructive forces, are caused by nature that happens at anytime. Today many have caused numerous deaths which could be â€Å"reconstruction of the land†. It is known that the usual major monsters like Tornadoes, Hurricanes, Floods, Tsunami, Earthquakes, and Volcanoes will have an impact on people around the world in the future. Google images shows the graph of major occurrence in over past years: Years from now, natural disasters will hurt society in many ways when an occurrence happens. For example in China, something like a simple flood killed 4 million people which would seem like a normal weather pattern but caused a catastrophic damage.There is no doubt that five years from now, natural disasters are going to happen to society when an an occurrence appears. To begin with, Hurricane katrina was one of the deadliest hurricanes that hit America. History.com revealed: 1,833 people died in the hurricane and the flooding that followed in late August 2005, and millions of others were left homeless along the Gulf Coast and in New Orleans. It’s winds stretches hit a speed of about 100 to 140 miles an hour and stretched for about 400 miles. A category 3 rating 5 hurricane on the Saffir-Simpson rating system, the deadliest and strongest in recent times. The Hurricane caused an estimated more than $100 billion dollars in damage. Hurricane Katrina was one of the deadliest hurricanes that hit the United States, leaving the government with lotsShow MoreRelatedNatural Disaster Effects1137 Words   |  5 Pageslost are all effects from the aftermath of natural disasters such as hurricanes, tornadoes, and even wildfires. Since the beginning of 2017, all of these events have been occurring more frequently around the world including the united states, but after these disasters happen in what seems like a speed of light, what happens after? 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Advances in Operating Systems Free Essays

Operating systems have undergone a series of evolutions since the early nineteen fifties when they first appeared in the market. By this time they were crude and they performed limited duties with great difficult. They also consumed time and were extremely annoying. We will write a custom essay sample on Advances in Operating Systems or any similar topic only for you Order Now When it struck the year 2000, computer operating systems finished half a century in existence. The efficient systems that entered the scene in the nineteen nineties are a successor to the batch processing systems of the early nineteen fifties. Just like the operating systems have undergone much evolution since they were first invented, the definition has also had to change from time to time so as to fit the moment. The nineteen sixties had the world defining operating systems as the software that was responsible for the direction or control of the hardware. The emergence of microcode has shifted the definition and nowadays operating systems are defined as the software whose duty is to make the hardware possible to use. Operating systems comprises a set of programs that basically control the computer. Abbreviated as OS or O/S, operating systems form the software component of a computer that handles the coordination and management of computer resources. It also controls the sharing of the computer resources by acting as a host of the applications that are carried out or done in the computer. It is true that no computer functions in the current world of computers without making use of an operating system. This applies to handheld computers, desk top computers, video game consoles and super computers. The batch processors mentioned above that were the forerunners of current operating systems were produced by a couple of companies such as UNIVAC and Control Data Corporation. Components of an operating system Operating systems are composed of different areas such as kernel services, library services and application level services. Kernel services are charged with the responsibility of providing a path to the peripheral components or devices. Usually, the kernel answers the device interrupts and responds to service requests from the processes taking place. I t is the core of the operating system and functions in a privileged manner that supports the execution of orders from the hardware. Library services in the operating system deals with the storage of no-processed and processed data. This is retrievable for use in future in case it is required for reference or processing. The other component of the operating system is the application services part or component whose function is primarily to coordinate the running of the application area of the system. The historical progression or advancement of operating systems Since the period of the batch systems, so much has happened in the world of computer operating systems. The most productive period in computer operating systems evolution took place in the sixties and seventies. This is the time when much of the now famous and widely used and highly effective computer operating systems were invented. The earliest operating systems or the so called classic operating systems came out in distinct times. These times can be broken down to a number of phases. The first phase is the open shop which saw the introduction of the IBM 701 open shop. The period in which this came out was the year nineteen fifty four. The batch processing period gave us the batch processing phase that went a head to bring forth the well known BKS system. This was the year nineteen sixty one. The batch processing phase was followed by the multiprogramming phase . This phase was responsible for the production or invention of up to four serious operating systems. These systems were the atlas supervisor in nineteen sixty one, the B5000 system in nineteen sixty four, the exec II system in nineteen sixty six and the egdon system that came out in the year nineteen sixty six as well. The fourth phase in this line of classic operating systems was the timesharing phase. This phase saw the emergence of operating systems such as CTSS that came out in nineteen sixty two, the multics file system that came out in the year nineteen sixty five, and the titan file system that was produced in nineteen seventy two. The UNIX operating system that came out in nineteen seventy two also falls into the timesharing category. Still on the idea of operating system production and functional phases, the timesharing phase pushes us on to the concurrent programming phase. At this angle, a number of operating systems are recognized. These include the solo program text of nineteen seventy six, the solo system of nineteen seventy six, the THE system that came out in nineteen sixty eight, the Venus system that came out in nineteen seventy two, the RC 4000 that was invented in the year nineteen sixty nine and the boss 2 system that was produced in the year nineteen seventy five. The concurrent programming phase is closely followed by the personal computing phase .In this particular phase, operating systems that are still highly respected in the world of computing such as the star user interface produced in nineteen eighty two, the operating system produced in nineteen seventy two simply referred to as the OS, the alto system of nineteen seventy nine and the pilot system of nineteen eighty are highly considered. Then there is the last phase which is the phase of distributed systems. The distributed systems that are found in this phase include the highly admired and valued Unix United System that came out in nineteen eighty two, the amoeba system of nineteen eighty, and the Unix United RPC system that appeared in the world of computing in the year nineteen eighty two. There is also the WFS file server system that was produced in the year nineteen seventy nine. In the world of evolution of operating systems, there are strong principles that always dictate the nature and operational capability of an operating system. These basic ideas or principles are the ones that always lead to the rise or invention of the technical benchmarks that led to the design of the operating systems in question. The history of computer operating system evolution is littered with these basic ideas that gave rise or formed the ground for the formulation of the operating systems we now know and use. These basic ideas or core ideas of operating systems developed through phases as well just like the operating systems themselves. These phases include the open shop, the batch processing phase, the multiprogramming phase, the timesharing phase, the concurrent programming phase, the personal computing phase, and the distributed systems phase. The technical ideas that emerged during these phases include the remote servers that came out in the phase of the distributed computer operating systems, the simultaneous user interaction and the online file systems that came out during the phase of timesharing, and the graphic user interfaces that came out in the group of personal computer operating systems emergence. The parallel programming concepts, the extensive kernels, the secure parallel languages and the hierarchical systems as technical ideas also came out during the phase of concurrent programming. Added to these, are idea of operating systems itself that came out in the phase of open systems, the technical element of tape batching and first in and first out scheduling that emerged at the time of batch processing, the technical ideas of demand paging, priority scheduling, remote job entry, input –output spooling, processor multiplexing and indivisible operations that arose at the hot period of multiprogramming (Aho, 1984). Moving from the period of technical ideas innovation or invention, the history of operating systems also covers the mode or way of operation that was normally used in the process of trying to get work done using the poorly designed operating systems. At the time of the IBM open shop, life with the computers of the time was terribly hard and a long time was spent trying to achieve some simple targets. Workers would sit before computers waiting for their data to be processed to whatever they wanted. The problems posed by the computers of the time made the users work hard to come up with more efficient machines. The batch processing systems mentioned elsewhere in this research paper came as a serious leap forward in the evolution of operating system. Here, the idea of computers handling the amount of work to process came up and the laziness and slow nature of human beings was eliminated. Magnetic tape was input with punched cards and the jobs to be done were run in order of appearance through the computers .Satellite computers printed the output in a line printer and produced the next input. Despite the effectiveness that came with the batch processing system, there was the limitation of feeding the magnetic tape, the speed of output and the delay due to the sequential nature of the magnetic tapes. It would actually take several hours, a day or two before one would get the output for their work. This system of batch processing was followed by the BKS system that was very easy to read even by people who were not so much into computer work and obviously had the same problem of delaying just like the batch processing. How to cite Advances in Operating Systems, Papers

Organizational Communication Approaches and Processes

Question: Disucss about the Organizational Communication : Approaches and Processes. Answer: Introduction Successful work environments are characterised by good relationships between workers to workers, workers to management and management and workers. Human beings are social animals and therefore exist in groups that are defined by the relationships that hold the groups together. At work employees are not only held together by the formal roles that they play within the organisation but rather the relationships that define the existence of the groups. Social exchange theory suggests that relationships are based on give and take where individuals have expectations from others. mo (2006, P. 235) argues that these relationships form a series of interactions that generate into obligations that individuals hold towards each other time. On the other hand the psychological contract is based on the relationship between the employer and the employees about mutual expectations of inputs and outcomes. In forming relationships at the work place employees forego some of their rights to their fellow e mployees or management to maintain the relationship (Eisenberger, Armeli, Rexwinkel, Lynch Rhoades 2001, P. 44). In workplace environments, group dynamics greatly define the relationships that may exist within the organisation. Employees exist as individuals and groups at the same time. This means that the way individuals behave when they are alone and in groups shape the relationships that exist. Management has to ensure that there are proper relationships at the workplace to achieve organisational objectives and also minimise conflict (Blyton Turnbull 1998, P. 12). Therefore the manager needs to put strategies in place that can improve the relationships that employees have. This paper examines how management can improve work relationships improve morale, productivity and sense of teamwork in an organisation. This is based on how employee relations can be improved through communication, consultation, resolution of conflict, cultural diversity, ethics, winning trust and confidence of workers, interpersonal communication styles, networking and management of employees. Communication Communication is a key tool in forming relationships within the organisation and achieving coordination between employees. Goris, Vaught Prett (2000, P. 353) suggest that the role of communication in organisations is to give clear direction of the organisational needs and the role that employees play. Clear communication allows allocation responsibilities to employees and executing of tasks. Teamwork within an organisation is based on proper communication between different individuals, groups and departments in an organisation. Management communicates tasks to supervisors who in turn communicate or assign employees the tasks. On the other hand employees have to communicate among themselves in the course of carrying out tasks. System theories suggest that the organisation is like a system that is based on coordinated effort to achieve tasks. Coordination is achieved through sending of information from one source to another and receiving feedback over the same. Employees also use comm unication to form relationships between each other within the organisation to form groups. Miller (2009, P. 11) argues that ddifferent communication tools exist but organisation have to ensure that communication methods are simplified to ensure messages are easily understood by every employee. The best communication to employees is through meeting to allow employees raise issues that concern the organisation. Meeting are the most preferred communication tool rather than memos and other communication tools. This allows management to interact with employees and form work-based relationships. On the other hand employees can iron out issues that affect them through meeting at their level. Conflicts have been resolved in meetings while organisations that fail to hold meetings have bad relationships with employees and highly reported conflicts. Consultation Constant pressure to increase organisational performance has led to the need for employee involvement through consultation. The method has been highly prised for increasing the effectiveness of human resources by harnessing the potential of employee to business advantage. High involvement of employees through consultation has become influential in the immediate work that they do (Ciavarell 2003, P. 6). Consultation is a decision-making tool that ensures the organisation has proper support in the decisions that are made by management. To improve employee relations consultation is used in determining the input of employees in decision-making processes in an organisation. This leads to positive changes that may impact the relationship that employees have with the organisation. Consultation is used as a management tool that enables management to improve relationships with employees through involving them decision-making process. Management gets close to employees by reducing bottlenecks and the inferiority complex that employees have in the organisation. Welfare (2005, P. 95) suggets that highly consultative organisation have an easy time rolling out new strategies and communication new decisions to employees. Since consultation is based on using employee input in decision-making, then employees have to adapt to the new changes that have been made since they are part of the decisions that have been made. On the other hand consultation improves employee confidence which is important in improving relationships with management. Resolution of conflicting issues Growth of workforce in organisations increases the levels of conflict that are experienced within the organisation. As organisations increase in size, group dynamics also increase and thus conflict levels escalate within the organisation. Therefore employee relation strategies should aim at ensuring that conflict is reduced within the workplace to create an environment that is conducive for the organisation (Vandenberghe, Bentei Stinglhambe 2002, P. 590). Management has to develop skills that maintain harmonious relationships within the organisation to improve interpersonal communication and manage conflict. Marxists argue that conflict arises from scarcity of resources where allocation is biased among employees. Therefore conflict within an organisation is a result of poor management of resources. This entails issues like allocation of duties, distribution of resources and tools of trade that employees rely on to improve work. Learning to manage conflict helps managers resolve empl oyee relations easily. This entails developing conflict resolution mechanisms where management handles them using a standard mechanism within the organisation. This includes establishing proper reporting mechanisms that enable employees to report conflict related issues (Blyton 1998, p. 12). Timely reporting and handling of conflict reduce conflict escalation to secondary problems in the organisation. Therefore management has to ensure that there are proper conflict resolution mechanisms that are put in place to resolve employee-related issues. In some organisations committee are developed to be in charge of such problems that constitute both employee and part of management. This is aimed at improving the relationships within the organisation. Embracing of cultural diversity in organisations Growth of organisations and expansion of business processes leads to a shift in workforce demographics within the organisations. Organisations are forced to embrace differences and change that is a result of employing people from different cultural diversities. Cultural diversity is the quality of different cultures within an organisation that encompass race, gender, ethnic group, age, personality, cognitive style, tenure, organisational function and education. Pearce(2008, P. 22) states that ddiversity involves how people perceive others and form relationships that impact the organisation. Cultural diversity can have both negative and positive effects within the organisation. Work place diversity can be used as a human resource management tool to improve relations within the organisation. Human resource need to embrace diversity through improved communication and providing an environment for adaptability within the organisation. Handling of employees determines how diverse cultures converge together for organisational development. Therefore management has to manage diversity issues by developing plans that allow reporting of multiple employee issues. To manage diversity in the work place, management needs to assess the level of diversity at the workforce and develop a plan to be implemented for managing the diversity in the organisation (Samovar, Porter, McDaniel 2009, P. 21). Ethics are a set of moral principles relating to a particular group or organisation. , any organisations have established a code of conduct that determines how the employees and management conduct themselves. These ethical values define the organisation and shape the relationships that employees form between themselves, with management and with clients. They form a significant human resource relationship of mutual dependency that greatly impacts the organisation. George Jones (2002, P. 17) state that eethical issues entail fair treatment of the workforce and it forms part of the obligation that the organisation has towards employees. On the other hand employees have a moral obligation entails loyalty to the organisation. Organisational culture can be sued to instil ethical behaviour in employees. Kolbs learning cycle discusses the learning styles that employees go through within an organisation. New employees learn work relationships patterns and ethical issues from their fellow emp loyees through learning what they do. A good organisational culture defines the relationships that exist in the organisation and how people enter into relationships. Organisational culture shapes the behaviours of employees and ensures that people can form relationships that are ethically defined. On the other hand ethical behaviour ensures that employees form relationships that are beneficial to the organisation and minimise conflict at the workplace. Winning trust and confidence of employees Relationships between management and employees are based on winning the trust and confidence of employees. Managers who have built great teams have developed trust and confidence with their employees through workplace relationships. Positive work relationships are based on trust by creating an environment which is safe and having the interest of others in mind. Therefore managers need to be proactive in creating suitable workplace environments that increase trust and confidence of employees. The fore most thing in winning trust and confidence of employees is through creating personal connection with each employee. Clampitt (2004, P. 15) suggest that cconnection with employees ensures that the manager understands employees and employees understand management through the relationships that they have formed. Through connecting with the employees, managers learn the behaviours and abilities that employees have to make better their abilities and determine the weaknesses that need to be im proved to make relationships better. Leadership styles that are also used by management have shaped the way employees trust and build confidence in management (Blyton 1998, P. 22). There is no preferred leadership style that can be used in an organisation but rather different styles can be used to ensure that the leader balances abilities for managing people. Through connecting with employees, the manager emphasises what they have in common with employees by sharing relevant information that can improve relationships. Improving interpersonal communication Interpersonal communication is the exchange of information between people in an organisation. It is commonly associated with communication between people who are interdependent and have some knowledge of each other. Successful interpersonal communication in organisations is based on understanding communication messages that are relayed from the source to the receiver (Emmers-Sommer, 2004, P. 412). According to symbolic interaction people have shared meanings through interactions that are socio-culturally shaped depending on the environment and context. The theory further states that the world is made up of social objects with social meanings defined by the social interactions that people have. In the work environment employees relate at the individual level and the organisational level (Ackerson Viswanath, 2009, P. 517). The way they communicate between each other is based on interpersonal relationships that they have formed and the meaning that the relationships have on them. Peopl e will communicate in the organisation using abstract concepts that carry meanings that relate to the group characteristics that they have. Therefore interpersonal relationships in an organisation alter the style of communication that people have within an organisation. The best way to train employees in improving interpersonal communication is through coaching. This ensures that they learn relevant skills that enable them build strong skills through interpersonal communication. There are a variety of tools that can be used in improving interpersonal communication within the work environment. Networking is forming social relationships within an organisation using relevant communication channels. Therefore networks consist of a set of relationships that organisations have with different stakeholders. An employee network consists of a set of communication and relationship patterns that employees form to improve communication and connection to each other. Networked groups are based on common aspects that employees share like race, gender, background and experience. The requirements for the groups are socially defined and membership is open to all (Cole, Schaninger Harris 2007, P. 148). Employees form networks within the organisation to achieve a common course that is similar to the needs that characterise the group. According to Cornelissen (2008, P. 15), networked groups in an organisation seek to improve employee engagement, deliver substantive content, create a framework for cross-business unit connectivity and idea-sharing, and advance the firm's overall culture of incl usion. The networks are employee led but human resource supported within an organisation to improve business processes and organisational growth. Business networks exist within and outside the organisation to support business processes and organisational development. Diversified organisations have networked employee groups that are based on relationships that employee. Employee relations are based on management and leaderships patterns that exist in an organisation. O'Hara (2014, PP. 8) suggests that the role of a leader is to provide direction by influencing the members to the direction desired by the organisation. On the other hand managements role is to plan and coordinate the execution of tasks through allocating resources and tasks to employees in the organisation. Proper leadership, therefore, ensures that the organisation puts structures in place for creating an environment that satisfies the employees. Through connecting with employees management is able to determine issues that affect employees and how relationships that employees form can be improved (Ciavarella 2003, P. 12). To improve employee relations management needs to focus on communication, career development, creating the clear vision, motivation of employees and proper allocation of duties within the organisation. Motivation leads to job satisfaction and reducing of conflicts within the organisation. To manage employees well Herzberg proposed the two-factor theory based on hygiene factors and motivational factors that shape the way employees behave and approach work. Highly motivated employees enjoy their work environment since their needs are met by the organisation. On the other hand allocation of duties and responsibilities ensures that work is balanced within the organisation. One element that leads to job satisfaction is proper allocation of duties (Rose 2003, P. 11). Properly allocated tasks make employees feel recognised since management develops criteria for allocating tasks that is accepted by all employees. This minimise conflict and ensures that employees stick to their work place. Through allocation of tasks, organisations easily meet their objectives. Conclusion Maintaining healthy relationships in an organisation is one of the prerequisites for business success. Employee relationships are related to productivity and employee satisfaction. Pearce(2008, P. 12) argues that organisations that have proper employee relationships do not struggle with resolving employee issues but rather have work influenced relationships that minimise the involvement of employees at the workplace. Good relations make employees feel positive about their identity, their jobs and the role that they play to the overall development of the organisation. Management expects employees to form relationships that are for the better of the organisation through minimising conflict and increasing productivity. On the other hand Clampitt (2004, P. 9) argues that employees expect management to put strategies in place for improving employees relations and respecting the role that employees play in the organisation. Management supports employee relations by investing in employee re lation elements like providing conditions that are good for employees to relate and developing an organisational culture that defines the way the organisation conducts itself. Improving employee relations, therefore, requires the effort of both employees and management is setting standards that apply for both parties. However management has the major responsibility for ensuring that there are good relations within the organisations and also establishing mechanisms that can be used to resolve organisational issues. The mechanisms put in place by the organisation should have mechanisms that can be used to analyse the level of relations and how to identify where problems are within the organisation. References Ackerson, L. Viswanath, K., 2009. The Social Context Of Interpersonal Communication and Health. Journal of Health Communication, 14(1), pp. 517-517. mo, B., 2006. Employee innovation behaviour in health care: the influence from management and colleagues. International Nursing Review, 53(3), pp. 231-237. Blyton T, T. P., 1998. The Dynamics of Employment Relations. London: MacMillan Business. Ciavarella M, 2003. 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