REPORT WRITING - HOW TO STRUCTURE AND WRITE REPORTS
Writing reports: why write reports, structure in report writing, how to write a report.
Report writing skills are sought after. Knowing how to write reports is useful. The techniques of writing reports are simple.
Report writing is in daily use. Writing reports is involved at school and at work. Students have to write reports. Writing reports is part of a teacher's job. Report writing is routine in the public and civil services. Before a law is passed a select committee writes a report. Business executives write reports.
Employees and students find it difficult to write a report. If they have to write a long report they get confused. Keep your cool ~do not end up as in one of the anecdotes of the Cypriot columnist and teacher the late Orhan Seyfi Ari, about a radio broadcast of a boxing match between Abdi and Bandinelli annoucing the winner as Abdinelli -do not get excited. Learn the techniques of writing reports.The techniques of writing a report are easy to learn. Report writing is not difficult. Writing reports is easy -whether short or long reports.
Here is how to write a report: the techniques of report writing…
In report writing we need to know: What is Report writing… The Object of Writing Reports… How to Write a Report. Then writing a report becomes easy -we can write a report…
What is Report Writing
Report writing begins with being asked to write a report. Reports are almost always asked for, and are documents - short or substantial in size. Writing a report is examining a given problem or issue and suggesting a practical solution.
The Object of Writing Reports
Writing reports is for a purpose. Report writing must not defeat its object. When you are asked to write a report, you are provided information. You are expected to competently analyse that information, draw consistent conclusions, and make sensible and practical recommendations in your report.
Before writing a report you must be clear on your brief. You can not write a report usefully without being sure of its object. In writing reports it helps to also clarify the information provided. Report writing can fail in its object by the assignor assuming that you have some of the needed information. Be absolutely clear of the object of the report, and of the adequacy of the information you have, before writing reports. the object of writing reports is to offer directly related suggestions.
In report writing bear in mind that the assignor may have incomplete information affecting even the object of writing the report. In Britain only after one & a half months of preparations to set up a national lottery to be run by the government was it discovered that in English law it had to be contracted out. You may be told "You should've asked!" Beware, in writing reports.
The object of writing reports is so dependent on relevant information that the Xerox corporation had set up a village for years for its researchers to obtain adequate information before writing reports on the future effects of computer data storage media on use of photo copying machines and paper.
When you are asked to write a report, while do not assume the role of a researcher, do be clear on what is wanted and of the information provided. The object of report writing is to find practical solutions to issues of briefs to write reports on.
How to Write a Report
Having clarified the issue on which you are to write a report, and the information necessary for your writing a report, you need to ensure the essential in report writing: consistency.
For this, use the techniques of writing reports. These are: Preparing to Write Reports... Presentation in Writing a Report.
You cannot write reports consistently without data preparation. Presentation in writing a report helps show its consistency.
Preparing to write reports: If the issue is detailed and you are writing a report that is substantial you may choose to use specialist computer software. Else, this is a must in such report writing: List different data on separate sheets of paper in a ring-binder -to arrange or re-arrange easily and logically as the data for the report you are writing accumulates.
Presentation in writing a report: Report writing techniques of presentation involve: structure, enclosures, index and title.
>>> Structure in report writing:-
1. Begin with a brief summary of the main points of your report. Enable the person who you asked you to write the report, at a glance, to see the gist of it.
... In the first paragraph briefly tell what the report is going to tell. If you are writing a long report, use a separate page.
2. Then, in telling what you said your report was going to tell, keep the detail logical, clear and simple -easy to read…
… If writing a technical report don't clutter it with statistical-data, tables, graphs. If such make a report difficult to read attach them as enclosures or appendices, refer to them. In writing long reports use dividers, colour-tags -too many irritate.
… Do not use jargon in report writing. When writing a report be direct and specific -write a report that is easily to comprehend.
4. End reports as begun. When writing reports, end them, again, with a brief summary of the main points. Tell the report's reader, briefly, what you have told in detail. Write reports with endings that enable every person you write a report for at a glance to see the gist of the report's main points.
>>> Enclosures in writing a report:-
5. When you write a report ensure that each enclosure is clearly marked, easily distinguishable from others attached.
… In writing the report refer to each enclosure as marked.
… Attach the enclosures in the order referred to in the report.
>>> Index in writing reports:-
6. After you write a report add an index -or a 'contents' page.
… Do so after word-processing the report with page numbers.
>>> Title in report writing:-
7. When you write reports you need titles-pages for them.
… The title-page should be the first in the report you write.
… In report writing the title page contains: the title of the report, the date finished writing the report, and the reference number (if any) of the party who asked you to write the report.
These techniques of writing reports ensure easy report writing.
project report writing"project report writing" how to write a science fair project report?
for example I'm going to do a project about how plants are affected by sunlight.
How do I write the topic, problem and purpose for that? and what is the format for each of them?
what should be on the topic, problem and purpose? no no! you guys got the wrong idea. what I mean is I got that experiment (above) how do I write a topic for that experiment?
if you go to the internet and type in science fair projects science fair reports, etc you will see some ideas of what needs to be covered
There are so many forms of academic writing and online academic writing is an example of such forms. This form of writing involves writing several academic papers as per clients' requests online. A wide number of students nowadays make use of online academic writing. The main reason is due to the fact that these students find writing academic papers on their own to be an extremely challenging task. Hence, they find online academic writing to be the best solution. It is however, necessary for these students to be careful and research on the best company that can provide quality online academic writing.
There are several qualities and features that a company has to have in order to provide quality online academic writing services. Some of the features will be highlighted in this article. First of all, affordability should be considered when looking for a company to provide online writing services. All the services have to be affordable so that clients are capable of saving both their time and money at all times. The other important factor is quality whereby companies are supposed to provide superior quality services that can enable clients to excel in their academic careers.
It is also essential for an online academic writing company to be cautious and careful on the type of writers it hires. In order to write quality custom papers online, a writing company should employ expert and professional writers. These writers should be highly qualified and have writing skills indifferent fields of study. The writing skills will enable writers to write quality custom papers at all times. Quality custom papers are not only plagiarism free but also original and able of earning exceptional grades. It is essential for students to rely on a company that has the above mentioned qualities so that they can get outstanding services.
An academic writing company has to have several types of academic papers available to clients' for instance custom research papers, term papers, dissertations and even book report writing services. Moreover, writers should be able to write academic papers using the different writing styles available. Hence, a custom academic writing company has to have custom academic papers written using different types of writing and formatting styles for instance APA and MLA formatting styles. Qualified writers are the only ones capable of writing quality academic papers using different styles of writing, citation and formatting.
Due to the vast availability of online writing companies, there is need for clients to be cautious and careful when looking for custom writing companies so that they can locate the best and the most reliable companies. Our company is among the best companies that provide outstanding academic writing services online. Our company has all the desirable characteristics that enable it to provide quality custom academic papers such as custom term papers, research papers, essays, reports and even custom research proposals. All these academic papers and academic writing services are premium quality and affordable. Moreover, our company's writers are skilled and qualified in different academic disciplines.
It is therefore recommendable for all students and clients to rely on our custom writing company when in need of custom academic papers on any topic and academic discipline. We care for our clients and never disappoint them at all costs. we totally satisfy them in terms of academic writing services.
About the Author
Author is associated with AcademicWritingTips.org which is a global Academic Writing & Custom research Papers provider. If you would like help in academic papers and Buy essays you can visit academicwritingtips.org
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How Simply Writing Can Help Cancer Patients
A study published in the journal ‘The Oncologist’ in the February issue of last year supports the notion that expressive writing is effective in easing the stress of cancer. Cancers are by far one of the most dreaded medical conditions and coping with the disease can be quite stressful. Aside from the physical stress the body endures from the malady and from the various treatments viz. chemotherapy (treatment with pharma drugs), radiotherapy, etc, an individual has to cope with myriad lifestyle adjustments that induce a lot of stress.
This study indeed raises hopes that an activity as simple as expressive writing aids the individuals suffering by alleviating psychological stress arising out of the condition. Cancer is a disease that affects young and old, rich and poor and every one around the world. For example, In the year 2005 alone, the world witnessed about 7.6 million individuals becoming terminally ill with the disease. However the brighter aspect is that about 40% of all cancers are preventable and many are treatable and curable if caught early enough.
The Study
The study engaged patients in writing sessions of 20 minuets and it was found that is aided them to alter the way they thought and felt about their condition. Furthermore, this changed perception actually helped them in enhancing their quality of life.
Though, writing studies have been carried out on cancer patients before, the difference with this study was that it was conducted in a normal clinic environment as against in lab settings. Further, many writing studies involved healthy college students as subjects.
Expressive writing in the study entailed patients with leukemia and lymphoma writing about their innermost thoughts and feelings about how the disease has had and effect on them. When they were surveyed after the exercise most of them (about 50%) reported thinking and feeling differently about their condition. Further, when the exercise was repeated after three weeks an even greater number reported thinking that way (approx. 54%). On the other hand simply writing about the facts didn’t seem to have an effect on thinking patterns, the researchers found.
The most promising finding however was that all the patient who had reported a change in their thought patterns about the disease also fared better on a quality of life measurement scale after they underwent the writing exercises.
Additionally, there were positive changes expressed in the patients’ writings as well. Many of the changes included feelings about their family, spirituality, work and the future. One patient wrote "Don't get me wrong, cancer isn't a gift, it just showed me what the gifts in my life are."
A theory explaining the finding suggests that expressing their thoughts about their chronic medical condition causes psychological as well as physiological changes to occur. However, researchers also believe that that there's a whole array of reasons why expressive writing benefits.
Benefits go beyond cancer
The benefits of expressive writing are not confined to cancer patients only. Several other researches on the topic have revealed that it helps in numerous medical conditions such as asthma, arthritis and pelvic pain. Other studies indicate the benefits to be an improved immune system, pain relief - what a way to relieve pain without a pain relief drug.
While writing research isn’t new and it has been conducted for the past 20 years or so, it’s now time to bring the benefits out to the patients. Not only has writing been found to be effective, it’s perhaps the most cost-effective means of coping.
Another question that arises is, whether the benefits of writing are confined only to those suffering from chronic and challenging medical conditions? Given the evidence of research carried out, it appears that simply writing about intensely positive experiences helps too. A study published by the Department of Psychological Sciences, University of Missouri found that writing about IPEs or intensely positive experiences was associated with enhanced positive mood, and it was also linked to fewer health center visits for illness. Health benefits of writing have also been echoed by in the Journal of Clinical Psychology, by University of Texas researchers James Pennebaker, and Janet Seagal.
In order to reap the benefits of writing you don’t have to wait, you can begin writing right away. You might begin with short sessions of 15 – 20 minuets and increasing the time you spend writing, as you become comfortable with the activity. If you’re attempting to journal for the first time you could have some doubts in your mind but all you have to do is to express yourself and leave aside any fears and inhibitions. With a little practice, fluidity would come to your writing by itself. The only instruments you need for it are a pen and a journal or you might even choose to blog your way to expressing yourself.
About the Author
Fred is a journalist with 7 years of experience. Though, as a professional He's reported on myriad topics, his favorite is the medical industry. Off late he's been working on different web portals including Themedica.com. Themedica is a comprehensive business-to-business (b2b) information portal and directory, featuring useful information for medical and health care industry professionals and businesses. It showcases resources such as trade shows, industry overviews, trade associations, global business listings, industry news, tenders, medical publications, informative articles and more that help professionals/businesses stay abreast with the latest and grow. He now blogs at Smiling Health
Children of AIDS Face Mental Health Needs
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report writing class"report writing class" Im writing a report for my class. What is your opinion on abortion?
I need people's opinions. Dish!
I don't personally agree with it, but I also don't feel the government should have any say in it at all. There are, I'm sure extenuating circumstances that cause some women to think that it is the right decision for them. I would never personally make that decision, but I guess they should have the choice.
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report writing formats"report writing formats" I writing a report in MLA format and I had a question about work citing.....?
If I have a source for a whole paragraph, how do I indicate that the source is for the whole paragraph and not for the sentence before the source? How do I indicate that a source is for the last sentence of the paragraph and not for the whole paragraph?
As long as the pargraph is not a quote, you should be o'kay since it's all in one paragraph. Check with your instructor for his/her preference to be sure. :)
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Lab Report Writing
A lab report is an important aspect of all laboratory courses. With that in mind, it goes without saying that it informs a big chunk of a student's grade. It is important to note that many instractors give their students lab report outlines and if this is availed, it is advisable to stick to it by all means. Basically speaking, a lab report comes up with a concise and clear report of what was carried out in a lab, that is, what was done in an experiment. It therefore addresses what was learnt during the experiment process as well as the interpretation of the results gleaned from an experiment.
As stated above, it is always good to stick to the format presented by the instractors. If the instructor does not avail a prescribed format, it is prudent for a student to stick to prescribed general lab report writing format. As per this format, we have the title page which basically contains the experiments title, your name as well as those of the other individuals with whom you are completing the lab report writing exercise, the name of your instructor as well as the date of the submission of the lab report writing paper.
Next comes the title which is basically a brief of the exercise you carried out. The title should not be more than ten pages. After the title comes the introduction which is basically a statement of the objectives of the lab report it should o ahead and cover how the experiment was covered as well as the findings. The other parts of the lab report include the materials used and the methods. Next comes the data section followed by the results section. The results section is basically a description of the meaning of the data. After the results part comes the discussion and analysis part and then finally the conclusions. If figures and graphs were used, they must appear after the conclusion part but before the references section.
How we can help complete your lab report writing
It is clear from the above text that lab report writing is not an easy undertaking. With that in mind, careful thought, planning as well as preparation must be undertaken for the successful completion of the lab report writing exercise. Towards that end, our lab report writing company is aware of the many challenges students tasked with completion f lab reports go through. It is with this in mind that we offer our lab report writing completion services at a small fee. Indeed, we have been the cheapest lab report writing service since our inception and our lab reports are way superior as they meet all the laid down rules as well as standards of the academic lab report writing industry.
Our lab report writing writers are also among the most qualified in the lab report writing marketplace and it is with this in mind that thousands of clients from all over the world troop to our lab report writing service to place orders as far as their lab report writing undertakings are concerned. In addition t that, originality is our specialty and we go ahead to offer all our lab report writing clients originality guarantees any time they place lab report writing orders with our lab report writing service.
About the Author
Author is associated with SuperiorWriters.com which is a global Lab Report Writing & Custom research Papers provider. If you would like help in Lab Report and Buy essays you can visit SuperiorWriters.com
Pearson's r (Part 4 - Writing a Descriptive Report)
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research report writing format"research report writing format" explain or a format on how to write course report on workshop attended on specific programme.?
i attended workshop on marketing communcations research. i was ask to write course report on this workshop which is two days with each day per two courses,
I am assuming you took notes. If you didn't, you may have great difficulty with your assignment. Anyway, here's a way to do it:
1. Start with the overall title of the workshop Include in this paragraph the names of the principal speakers and the location of the workshop
2. Give the title of the first course Tell the speaker's name and what the purpose of the course was Tell the ways in which the speaker got his point across Mention anything you felt was lacking in the course - or ideas presented that you and your company have already tried and found lacking. Mention any new insights or innovations that excited you and that you feel you could implement back at the office
3. Follow the above outline for each of the courses.
4. Create a summary paragraph In this, tell what new things look promising to use at your office, and praise the best speakers. If the whole thing was unsatisfactory, say that and tell why.
Hope this helps.
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report writing format template"report writing format template" magazine template layout?
i'm looking for magazine template layout. i was assign to design and write a school annual report for 2008. where can i find a template in Microsoft word (*.doc) format?
Any idea? Thanks in advance
You might try to use Cropmom.com at http://cropmom.com which has mock magazine templates that you can modify add headlines, text, photos, graphics, etc. Or you could create your own. It might be useful. They also have lots of graphics to use.
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format of report writing"format of report writing" If you are typing a book report in MLA format then what would you do with the title of the book in the paper?
I'm writing a book report and I have to use the title in the paper. I'm not sure if I need to italicize the title or underline it.
OK, the best site to use for any type of citation is... http://citationmachine.net/ It's makes it so easy to cite anything, and it's very easy to use. When you pull up the home page, look at the top left side, you can select what format you need to use. Then just input the book's information as it asks for it...then submit...and it's done! Just copy and paste it into into your citings page. This site can also give you in text citations as well. I suggest saving it to your favorites, especially since school is filled with reports to be written. :) Hope this helps!
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academic writing report"academic writing report" Writing an academic argument vs. a report?
Hello. I've written two papers now for my college English class and on each paper my professor has told me that they read more like reports than they do academic arguments. While I understand what he means, I'm not really sure how to go about fixing it. Any advice?
You need to state a point for example "Seal hunting is wrong" then you state facts to support YOUR argument. a report is more of reciting the facts on what other people say. and argumentative essay is your argument but try not to use I or Me.
Harvard writing style or citation style is also called the parenthetical or author-date-system. This style of writing, referencing, formatting and citation is used by many essay writers worldwide. The style's origin is Harvard University. Other writing styles that make use of the author-date-system include Chicago, MLA and APA citation styles which are also used when writing different types of academic and non-academic papers. There are some advantages and disadvantages of Harvard writing style and some of them will be discussed below.
One of the key advantages of writing Harvard style papers is that the writing style is familiar and easily identifiable even without having to look at the reference page. The other advantage of Harvard writing style is that it works well in combination with endnotes and footnotes. It is however important to note that Harvard writing style has a demerit in that people who are unfamiliar with journals finds it hard to understand Harvard writing style. Teachers and instructors often assign students with different writing assignments and some of the assignments require the use of Harvard writing style. Such assignments are known as Harvard style papers and should be written according to the set rules and guidelines. The several types of Harvard style papers written by students range from Harvard research papers, term papers and Harvard style dissertation papers.
All these papers should be written according to instructions given and should be original. Therefore it is important for students to be creative and original when writing Harvard style papers so that they can be assured of scoring excellent grades. The other point is for these students to refer to several information sources such as books and the web so that they can get information regarding all the guidelines that govern Harvard writing style. Students find it extremely difficult to write quality Harvard style papers on time and hence need writing assistance. Writing assistance can be obtained from a dependable and the best custom writing company online. Such a company will provide quality custom Harvard style papers that are acceptable and known to earn good grades. Research is therefore essential for clients to choose the most reliable company where they can purchase Harvard style papers at an affordable price. The other important quality is that a reliable company provides creative and superior quality Harvard style papers written by professionals. Such Harvard style papers are cheap but quality and guarantee complete client satisfaction. Moreover, these papers serve students taking courses in any given discipline and of any educational level.
Our custom writing company is the best venue for students to purchase custom Harvard style papers. Writers of our custom writing company are professional, skilled and can write Harvard style papers following all the rules and guidelines required. Moreover, we provide a diverse range of Harvard style papers including Harvard research papers, essays, term papers, reports and Harvard style thesis papers. All these papers are not only quality but also plagiarism free because they are thoroughly scanned through anti-plagiarism software and there is also issuing of a free plagiarism report to clients. I advise all students in need of custom Harvard style papers to select our custom writing company because it is the best writing company. We assure clients that they will never be disappointed with the custom Harvard style papers they receive.
About the Author
Author is associated with ResearchPapers247.com which is a globalHarvard Style Papers & Custom research Papers provider. If you would like help in Harvard Style papers and Buy essays you can visit ResearchPapers247.com
Writing TIp: "Use the Active Voice in Your Garden Blog"
Once a report library grows to a certain size there is always going be common formulas which are needed again and again. Having ready access to them can save a vast amount of development time.
My book started life as a notepad document which was a list of 25-30 formulas I used a lot, or were so complicated I did not like the idea of rewriting them.
This is fine for a solo consultant travelling from company to company, but for large teams of permanent staff something more robust and expansive is required.
For those companies using a Business Objects reports server (Enterprise, Edge etc) formulas can be saved in the repository just like a report and be accessible by the whole team.
Even a solo developer can benefit from this approach as formulas can be added to a formula through this method far quicker than copy / pasting from a separate text file. There is also the added bonus to the business which gets to keep this knowledge once the report developer leaves.
I’ll end this article with a step by step instruction on how to setup and use this method of formula storage, but first I want to discuss some of the finer points of implementation.
One of the main strengths of this approach is the standardisation of report calculations, but this increases the importance of the formulas being right! This may sound obvious, but a formula that is right for one report maybe not be for another.
For example: a formula that calculates working hours based on a five day working week and 08:00 to 16:00 hours is going to be wrong for reporting on a team which works a half day on a Saturday.
With this in mind, I strongly recommend that formulas are double checked, tested and checked again before they are saved to the repository. Ideally, other team members should have an active role in the testing.
In a team of mixed abilities, an extensive library of formulas can lower the required expertise for report writing and really boost productivity.
And, as the code is still visible, new report developers can use it as a study guide to expand their own knowledge.
Unfortunately, saving, or accessing a pre-saved formula requires the developer to log on to the Report Server and so uses up a license. For those companies with only five licenses, this could be a real problem, especially as the Crystal Reports software has to be shut down and reopened to free the license.
One final thing to be aware of, which struck me as odd, is that formulas saved as functions on the Report Server do not handle NULLS. This can make some things just impossible to save in this manner.
How to Setup Functions
Write and save a formula, preferably something useful!
Within the formula editor, select "Custom Function" from the New File dropdown.
Choose to "Use Extractor" and then select the previously written formula.
Crystal Reports will create a Function based on the formula and replace any database fields with variables to allow it’s re-use with other values.
Rename the computer created variable names to something meaningful. I advise using ctrl F and Find & Replace to ensure all references to the variable names are changed.
Upload to the Report Server, where the Function be saved in the Repository Custom Functions folder.
Note the consistent naming pattern to the Functions in the illustration above. This is important for later use and makes finding the correct Function a lot easier.
Using Existing Functions
To use an existing Function is simple:
Open a new formula and expand the Repository Custom Functions.
You may need to log on to the Report Server, then, highlight the Function you want.
Click the cog icon with the red arrow pointing to it.
Go back to the formula you just opened and notice that the Functions Panel now has an additional folder “Custom Functions” which contains the Function just created.
Just double click the Function you want.
Ok, that may sound a little convoluted when approached as an end to end process, but once a library of Functions builds up, accessing it as and when required becomes second nature and a genuine time saver.
About the Author
Jase Dove is a top Business Intelligence consultant and author who has shared his expertise with some of the most respected businesses in the world.
Crystal Reports is his reporting software of choice and the subject of his book "Crystal Reports Formulas Explained" which is the most advanced book on the market.
Currently available with a free 70 page Crystal Reports XI tutorial:
writing report template"writing report template" How to write a feasibility report?
I need some help on how to write a report. i'm looking for templates, how to site in APA and overall presentation. any sites or templates would help. Thanks....: )
If you are studying this you know how to make your own template. Just find out what your debts and credits are along with all assets, how long the product will be in force and how much it will help the company.♣
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Free Investigation Report Template: You Asked, We Answered
A lot of HR and investigation units struggle with the ability to create consistent investigation reports. Investigators are usually on the road or are located in various parts of the world, which means that streamlining the reporting process is increasingly difficult. Consistent reports help investigators reduce the amount of time spent preparing reports and increases the accuracy of the information included in the report.
As a case management software provider, we are often asked about how to write high level investigation reports. We've developed a free investigation report template for you to download. The template is in a MS Word document, which means that you can manipulate the template to fit your needs.
Investigation Report Template Overview
Here is a brief overview of the different categories and information included in the investigation report template. When using i-Sight Investigation Software, customized investigation reports are generated in minutes, as investigation information is pulled from the case file. If choosing to use the template as a resource and enter information manually, here's a complete resource to ensure each report is completed in a consistent manner.
Case Information
Case information- case number, referral source, subject details and allegation description, are pulled from the case file stored in i-Sight and into the investigation report template.
Investigation Plan
Includes a brief statement regarding the scope of the investigation. This statement usually involves the medium through which the complaint or issue was raised and the objective of the investigation.
Case Notes
By recording notes in an organized way throughout the investigative process, preparation of the final investigation report is easier and faster than ever before. This section contains a chronological list of the actions taken by an investigator throughout the investigation.
Interview Summaries
Pulls interview date, location, and names of the interviewer and interviewee from the case file for each investigation. The information is compiled into a list, where each interview is placed in a category, such as complainant, subject, witness and referral source.
Interview Reports
This section includes the information from the interview summaries, as well as a credibility assessment of the individual interviewed and an overview of the investigation interview.
Exhibit List
Pulls the type and description of evidence/exhibits from the case file and lists them in the "Exhibit List" section of the investigation report. This section provides those reviewing the report to see the various types of evidence collected throughout the investigation- e-mails, video, audio recordings, investigation interviews, employee performance reports and other evidence relevant to each case.
Recommendations
This section communicates the credibility of the allegation as well as suggestions for reprimand if required. If reprimanding the subject is suggested, investigators can include reasoning for their decision based on information presented in the case.
Investigation Report Template - Free Download
The Investigation Report Template helps investigators prepare consistent reports in less time. This template will guide you through the report writing process and ensure that no piece of information is left out.
i-Sight is a case management software platform designed to simplify your process and provide outstanding reports. It's primarily configured to manage customer complaints and corrective actions, or employee relations, HR & ethics investigations. It's also used for a variety of other customized case management solutions. We blog at i-Sight.com, providing advice and tips to HR managers and investigators in regards to managing internal investigations.
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‘Best practice' as a human resource strategy
Introduction
Best practice as a human resource and development strategy attempts to link two issues i.e. human resource strategies and competitive advantage. This perspective is founded on the belief that human resource and development strategies can cause employees to become committed and highly motivated towards their organisation. Consequently, such employees are expected to contribute towards improvement of the company's performance. Reward systems form a critical part of best practice policy because they still fall under human resource strategies.
The organisation to be examined is John Lewis Partnership. This company is a worker co-op. It is one of the most exemplary companies when it comes to implementation of best practice strategies. This is because all the employees within the organisation are part owners of the organisation. The organisation focuses on addressing all their needs whether in the reward section or elsewhere. On the other hand, the employees pay back these efforts through commitment and best performance. Best practice has formed one of the organisation's key strengths.
Strategic capability and degree of sophistication of the strategic Human resource and development effort
John Lewis partnership has made sure that training is part of its human resource and development efforts. This is because it realises the value of this best practice strategy. Pfeffer and Velga (1999) explain the importance of training and development of skills within any organisation. A company that takes its employees through training solidifies their contribution to the company. This is because such employees get equipped with the ability to make decisions in their work. On top of this, such employees have high levels of initiative and will try their utmost best to improve their organisational contribution. Skill development is a characteristic part of the John Lewis Partnership because employees who feel the need to improve their skills are given opportunities to do so through training schemes.
Youndt et al (1996) emphasise that training is one of the most fundamental aspects of best practice models. However, these same authors also add that training should be integrated into other development activities like staffing, job rotation and others. They claim that no amount of training will contribute towards organisational development if employees are not granted the permission to practice those acquired skills. This means that an organisation should try its best to grant work autonomy to its employees and to empower them through training. John Lewis has achieved this very well. In other retail companies, line managers are given minimal responsibilities. Most of them are expected to consult with higher authorities in order to decide on issues. However, the company under study has eliminated that problem by training those members of staff (so that they can have necessary skills) and then allowing them to make independent decisions. They believe that this is a form of investment into human capital since most of these employees feel valued.
According to the Classical and Human relations approach, an organisation's structure and operation are affected by certain situational factors such as technology, size and environment. However best practice advocates like Burnes (2000) came up with a contingency theory. He believes that a reward system within any company can affect the way it operates or how it is structured. Pfeffer (1994) believes that best practice companies should have a structure that places staff members into groups. Those groups should be such that they have the ability to make their own decisions. Another aspect of best practise firms is that they ought to have reward systems that are compact in nature. This implies that there should be minimal differences between different members of staff so that most employees within the organisation operate in a relatively independent manner with the ability to make their own decisions. John Lewis' strategic capability in this aspect of structure is demonstrated by the division of the company into departments. These departments work together to achieve gaols and have been granted relative autonomy. One can consider them as teams. Also, the company gives almost equal rewards to all members of the teams. One can therefore conclude that the company's structure is a clear depiction of its best practise strategy. (Pfeffer, 1994)
Why and whether human resource strategy is seen as adding value
Best practice strategies have definitely added value to the organisation. This is because the approach has motivated performance within the organisation. According to the Equity and expectancy theories (main components of the best practice model) put forward by Adam (1965). It can be seen that there are two aspects in motivation. The first is the input made by an employee and the second is outcome which normally comes from the respective organisation. The ratio between these two aspects needs to be equal otherwise employees will loose motivation to perform. This is where the term negative inequity stems from. Here, an employee's input is not matched to outcome from the organisation. There is a need for justice to be administered in this area otherwise employees will lack motivation.
Hertzberg (2001) came up with a two factor model to illustrate the importance of performance motivation as part of best practice strategy. He asserted that factors causing job satisfaction were quite different from those ones causing job dissatisfaction. He places more emphasis on factors that cause job satisfaction such as the nature of work, responsibilities in the workplace and recognition of achievement. This is something that is quite different from simply increasing salaries. Pay can be considered as a factor that can cause job dissatisfaction and should be dealt with so as to have time to concentrate on other important aspects. This is the reason why John Lewis does not simply increase employees' salaries. It appreciates achievement and places more emphasis on the latter rather than the former. This is the reason why its best practice strategies have added value to the company. John Lewis realised that payments simply alter behaviour but do not change the attitudes causing these behaviours as stated by Kohn (1993).
Kohn (1993) and Pfeffer (1998) solidify this stand point by adding that the financial aspect is not the only thing that matters. This is because the absence of it could be taken as a form of punishment by the organisation. This is the reason why John Lewis uses its aspect of partnership to motivate employees rather than just focusing on financial issues. These same authors assert that if a company only focuses on this type of approach, it may prevent employees from tapping their full potential. John Lewis realised this and this is why the partnership adds other factors into the equation. For example, employees within the organisation have the power to hire or fire leaders within their council upon giving justification of their reasons for doing so. Employees in the Company also have the freedom to air out their grievances and misgivings about some of their administrators. Such approaches move away form the financial aspect of motivation and consequently add value to the firm.
Kohn (1993) adds that it is possible to motivate employees without the need to increase their pay. He claims there are three C's that employees can add to their organisation in order to add value. These include Choice; where an employee should be given the opportunity to participate in decisions affecting the company. This is an aspect that John Lewis has perfected through voting power granted to its employees. Also, that they have an internal magazine where suggestions on governance are given and the administration reciprocates. The second C is the issue of Collaboration. Here there should be a two-way exchange of information between the company and the employees. The third C put forward by the same author is Content where organisations should go out of out their way to enrich employees' jobs. This is an aspect that John Lewis has also incorporated into their management style since employees work in teams, line managers have considerable amounts of responsibility and yet there are always new technical issues faced John Lewis. All these qualities deal with the content aspect of motivation thus adding value top the company.
Pfeffer (1998) asserts that employees can add value to an organisation when there is equity within the organisation. Any given company should realise that an employee will only be motivated when they receive appreciation for their efforts. This appreciation should be equal among all members of the organisation. Most organisations have made the mistake of sharing profits among managers and top administrators yet this is quite a big misconception. All members of the organisation should receive equal treatment in this area because it will be a justifiable issue. Al members within the organisation will feel just as importance as the he other and it will strengthen the bond within the organisation. John Lewis has recognised this truth. It has given a lot of emphasis on equality. In the year 2007, the Company distributed fifty five million pounds fairly and equally among all members of staff.
Relationship between Human Resource and development activities and the strategic imperatives facing the company
One of the most crucial aspects of human resource and development activities within the organization under study is reward systems. Reward systems have a direct and fundamental link between strategic imperatives facing the Company and overall effectiveness achieved by the company. This is because pay systems can be modified so as to align themselves with overall goals and objectives of the organisation consequently becoming part of the businesses strategy within the organisation. It is important for companies to have business strategies first. This is because business strategies provide a guideline that will help a given organisation have a sense of direction. Business strategy defines the way the firm will operate and what level of performance should be expected. Therefore, business strategy is the foundation for rewards systems within the best practice model.
The best practice model is such that reward systems should encourage involvement by employees. This implies that the best practice model is against job-based approaches where employees are paid according to their merits. Instead, it advocates for pay systems that are based on skill and rewards and bonuses are given to employees when the company has achieved success. Therefore the best practice model moves away from the traditional methods of measuring employee performance through performance appraisals. More focus is placed on creating a sense of concern within the employees about the performance of the organisation. Also pay systems are dependent on the nature of business success mad not on the merits employees have. Pfeffer (1998) points out some disadvantages of the traditional reward systems where merits were the most important aspect at that time. These are;
The merit system creates fear culture within the organisation
employees mainly focus on short rather than long term goals
employees do not care about how the organisation performs
it devalues team work because emphasis is on individual performance
it is subject to biases and politics
In light of these disadvantages, it became necessary to adopt a reward system that addresses these pitfalls. One should take note that best practice policies remain stagnant even when the organisation's strategic direction changes.
Some of the theoretical frameworks contained in this model were spearheaded by Huselid (1995) and Pfeffer (1996). The best practice model is such that a company that adopts this form of practice attract the best human resource personnel there is out there. This implies that the strategy the company adopted will be influenced greatly by these valuable staff members and thus leading to organisational success. One can therefore conclude that policies within this type of strategy precede business strategy.
The main relationship between best practice and an organisation's strategic imperatives is that it provides a basis for achieving an organisation's pay objectives. Lawler (1996) states that an organisation first needs to identify its reward system objectives. This is because the objectives act as a basis for measuring the effectiveness of the pay systems and they also act as guidelines. Some of the objectives are;
‘Objectives of reward systems
Attract and retain employees;
Motivate performance;
Promote skill and knowledge development;
Contribute to corporate culture;
Reinforce and define structure; and
Determine pay costs' (Lawler, 1996)
These objectives have contributed greatly towards achievement of John Lewis Strategic intent. These shall be examined in detail. The first link between the latter mentioned acts is attraction and retention of employees. For the organisation under study; John Lewis, there is a need to attract best quality individuals because the retail sector is highly competitive. This is highly relevant since there are instances when labour markets become stringent. Pfeffer (1998) suggests that there is a link between what amount a firm pays to its workforce and the quality of employees it is able to attract. This theory is seen clearly in the John Lewis partnership where the company paid millions in bonuses to its workforce. This caused an increase in the company's performance as seen from its favourable market shares.
Huselid (1995) adds that attracting the right employees is not just something that is achieved by a pay system. It is also something that needs to be combined with a meticulous selection process. The organisation needs to ensure that thee are well qualified candidates in large numbers. the importance of the selection process is that a candidate may feel honoured to belong to an organisation that takes its selection process seriously. This can be carried further to imply that the organisation also values people and this means that those employees will feel privileged to belong to the organisation. This is exactly what has occurred at John Lewis Company.
Delery and Doty (1996) assert that whenever there is a low employee turnover, employees will feel more obliged to perform because they are assured of their job security. They highlight the importance of knowing that one will not loose their job. This is because it will. prevent them from worrying about this and instead focus on tasks at hand. Pfeffer (1994) goes on to add that low employee turnover is quite necessary when trying to create a family friendly culture within an organisation. This means that workers will feel at home in their work environment. They will also be challenged intellectually and consequently enjoy their work experience. This is also toped up by a good reward system. John Lewis is characterised by such practices since it has a rigorous selection process, high employee retention and a strong organisational culture.
Contribution Human resource and development can make towards achieving the organisation's strategic intent
Best practice as a human resource development strategy can help an organisation achieve its strategic intent through creation of a unique corporate culture. Drennan (1992) describes corporate culture as the way things are done within any organisation. It can either impede or promote organisational effectiveness depending on its implementation.
John Lewis partnership should ensure that it promotes organisational effectiveness through the following ways. It should try as much as possible to reinforce its value in areas such as innovation, quality, performance and teamwork as suggested by Armstrong (1999). Lawler (1996) adds that an organisation can create a culture through best practise approaches by encouraging the following;
-participation
-innovation
-entrepreneurship
-eliminating too much bureaucracy
-encouraging competency
Lawler (1996) goes on to add that organisations should deal with two aspects in order to change their corporate culture and to achieve their strategic intent. This can be done through communication and the decision making process. John Lewis should make sure that it continues to maintain open and transparent channels of communication about its reward systems. This will eliminate any uncertainties among members of staff and will contribute towards their commitment. The Company should also go out of its way to maintain a participative approach in decision making. Lawler (1995) notes that companies that have failed in the past are those ones that adopted autocratic methods of governance; these are characterised by secrecy and top down communications. The Company should stick to these best practice principles in order to achieve their strategic intent.
Conclusion
Best practise is a human resource strategy that affects overall organisational strategy. According to the best practice approach, reward systems contribute to organisational culture. However, pay should not be the only thing that takes precedence. There should be adequate consideration of decision making powers, communication channels and job enrichment. If these latter three factors are implemented by companies, then they will achieve competitive advantage. The John Lewis has been on the frontline of best practise strategies because it is a worker and most of their decisions are participative. Reward systems within this company encourage equity and this is why it has been recorded increased profits in the recent years.
Reference:
John Lewis (2007): Interim Financial report. Retrieved 24 March, 2008
Pfeffer, J. and Velga, J. (1999): Putting people first for organizational success;
Academy of Management Executive, 13 (2), p. 37-48
Youndt, M. A. et al (1996): Human Resource Management, Manufacturing Strategy, and Firm Performance; Academy of Management Journal, 39, p836-66
Pfeffer, J. (1998): Six Dangerous Myths About Pay; Harvard Business Review, May-
June, p. 109-119
Pfeffer, J. (1994): Competitive Advantage Through People: Unleashing the Power of
the Workforce, Boston, MA: Stanford Graduate School of Business; Harvard Business
School Press
Burnes, B. (2000): Managing Change: A Strategic Approach to Organisational
Dynamcis, Harlow: Financial Times; Prentice Hall
Adams, J. (1965): Inequity in Social Exchange. In Advances in Experimental Social
Psychology, vol. 2, ed. L. Berkowitz, p. 267-299; New York: Academic Press.
Herzberg, F. (2001): One More Time: How Do You Motivate Employees? Harvard
Business Review, 81(3), p. 87-96
Huselid, M. (1995): The Impact of Human Resource Management Practices on
Turnover, Productivity and Corporate Financial Performance; Academy of
Management Journal, 38 (3), p. 635-72
Kohn, A. (1993): Rethinking Rewards; Harvard Business Review, 71(6), p. 48-49.
Lawler, E. (1996): The Design of Effective Reward Systems. In Motivation and
Leadership at Work, sixth edition, eds. R. Steers, L. Porter and G.Bigley, p. 527-550.
New York; McGraw Hill International Press
Delery, J. and Doty, D. (1996): Models of Theorizing in Strategic Human Resource
Management: Tests of Universalistic, Contingency and Configurational Performance
Predictions; Academy of Management Journal, 39(4), p802-35
Armstrong, M. (1999): Employee Reward. 2ndedition. London: CIPD
Lawler, E. (1995): The New Pay: A Strategic Approach; Compensation and Benefits
Review, 27 (4), p.14-22
Introduction
Best practice as a human resource and development strategy attempts to link two issues i.e. human resource strategies and competitive advantage. This perspective is founded on the belief that human resource and development strategies can cause employees to become committed and highly motivated towards their organisation. Consequently, such employees are expected to contribute towards improvement of the company's performance. Reward systems form a critical part of best practice policy because they still fall under human resource strategies.
The organisation to be examined is John Lewis Partnership. This company is a worker co-op. It is one of the most exemplary companies when it comes to implementation of best practice strategies. This is because all the employees within the organisation are part owners of the organisation. The organisation focuses on addressing all their needs whether in the reward section or elsewhere. On the other hand, the employees pay back these efforts through commitment and best performance. Best practice has formed one of the organisation's key strengths.
Strategic capability and degree of sophistication of the strategic Human resource and development effort
John Lewis partnership has made sure that training is part of its human resource and development efforts. This is because it realises the value of this best practice strategy. Pfeffer and Velga (1999) explain the importance of training and development of skills within any organisation. A company that takes its employees through training solidifies their contribution to the company. This is because such employees get equipped with the ability to make decisions in their work. On top of this, such employees have high levels of initiative and will try their utmost best to improve their organisational contribution. Skill development is a characteristic part of the John Lewis Partnership because employees who feel the need to improve their skills are given opportunities to do so through training schemes.
Youndt et al (1996) emphasise that training is one of the most fundamental aspects of best practice models. However, these same authors also add that training should be integrated into other development activities like staffing, job rotation and others. They claim that no amount of training will contribute towards organisational development if employees are not granted the permission to practice those acquired skills. This means that an organisation should try its best to grant work autonomy to its employees and to empower them through training. John Lewis has achieved this very well. In other retail companies, line managers are given minimal responsibilities. Most of them are expected to consult with higher authorities in order to decide on issues. However, the company under study has eliminated that problem by training those members of staff (so that they can have necessary skills) and then allowing them to make independent decisions. They believe that this is a form of investment into human capital since most of these employees feel valued.
According to the Classical and Human relations approach, an organisation's structure and operation are affected by certain situational factors such as technology, size and environment. However best practice advocates like Burnes (2000) came up with a contingency theory. He believes that a reward system within any company can affect the way it operates or how it is structured. Pfeffer (1994) believes that best practice companies should have a structure that places staff members into groups. Those groups should be such that they have the ability to make their own decisions. Another aspect of best practise firms is that they ought to have reward systems that are compact in nature. This implies that there should be minimal differences between different members of staff so that most employees within the organisation operate in a relatively independent manner with the ability to make their own decisions. John Lewis' strategic capability in this aspect of structure is demonstrated by the division of the company into departments. These departments work together to achieve gaols and have been granted relative autonomy. One can consider them as teams. Also, the company gives almost equal rewards to all members of the teams. One can therefore conclude that the company's structure is a clear depiction of its best practise strategy. (Pfeffer, 1994)
Why and whether human resource strategy is seen as adding value
Best practice strategies have definitely added value to the organisation. This is because the approach has motivated performance within the organisation. According to the Equity and expectancy theories (main components of the best practice model) put forward by Adam (1965). It can be seen that there are two aspects in motivation. The first is the input made by an employee and the second is outcome which normally comes from the respective organisation. The ratio between these two aspects needs to be equal otherwise employees will loose motivation to perform. This is where the term negative inequity stems from. Here, an employee's input is not matched to outcome from the organisation. There is a need for justice to be administered in this area otherwise employees will lack motivation.
Hertzberg (2001) came up with a two factor model to illustrate the importance of performance motivation as part of best practice strategy. He asserted that factors causing job satisfaction were quite different from those ones causing job dissatisfaction. He places more emphasis on factors that cause job satisfaction such as the nature of work, responsibilities in the workplace and recognition of achievement. This is something that is quite different from simply increasing salaries. Pay can be considered as a factor that can cause job dissatisfaction and should be dealt with so as to have time to concentrate on other important aspects. This is the reason why John Lewis does not simply increase employees' salaries. It appreciates achievement and places more emphasis on the latter rather than the former. This is the reason why its best practice strategies have added value to the company. John Lewis realised that payments simply alter behaviour but do not change the attitudes causing these behaviours as stated by Kohn (1993).
Kohn (1993) and Pfeffer (1998) solidify this stand point by adding that the financial aspect is not the only thing that matters. This is because the absence of it could be taken as a form of punishment by the organisation. This is the reason why John Lewis uses its aspect of partnership to motivate employees rather than just focusing on financial issues. These same authors assert that if a company only focuses on this type of approach, it may prevent employees from tapping their full potential. John Lewis realised this and this is why the partnership adds other factors into the equation. For example, employees within the organisation have the power to hire or fire leaders within their council upon giving justification of their reasons for doing so. Employees in the Company also have the freedom to air out their grievances and misgivings about some of their administrators. Such approaches move away form the financial aspect of motivation and consequently add value to the firm.
Kohn (1993) adds that it is possible to motivate employees without the need to increase their pay. He claims there are three C's that employees can add to their organisation in order to add value. These include Choice; where an employee should be given the opportunity to participate in decisions affecting the company. This is an aspect that John Lewis has perfected through voting power granted to its employees. Also, that they have an internal magazine where suggestions on governance are given and the administration reciprocates. The second C is the issue of Collaboration. Here there should be a two-way exchange of information between the company and the employees. The third C put forward by the same author is Content where organisations should go out of out their way to enrich employees' jobs. This is an aspect that John Lewis has also incorporated into their management style since employees work in teams, line managers have considerable amounts of responsibility and yet there are always new technical issues faced John Lewis. All these qualities deal with the content aspect of motivation thus adding value top the company.
Pfeffer (1998) asserts that employees can add value to an organisation when there is equity within the organisation. Any given company should realise that an employee will only be motivated when they receive appreciation for their efforts. This appreciation should be equal among all members of the organisation. Most organisations have made the mistake of sharing profits among managers and top administrators yet this is quite a big misconception. All members of the organisation should receive equal treatment in this area because it will be a justifiable issue. Al members within the organisation will feel just as importance as the he other and it will strengthen the bond within the organisation. John Lewis has recognised this truth. It has given a lot of emphasis on equality. In the year 2007, the Company distributed fifty five million pounds fairly and equally among all members of staff.
Relationship between Human Resource and development activities and the strategic imperatives facing the company
One of the most crucial aspects of human resource and development activities within the organization under study is reward systems. Reward systems have a direct and fundamental link between strategic imperatives facing the Company and overall effectiveness achieved by the company. This is because pay systems can be modified so as to align themselves with overall goals and objectives of the organisation consequently becoming part of the businesses strategy within the organisation. It is important for companies to have business strategies first. This is because business strategies provide a guideline that will help a given organisation have a sense of direction. Business strategy defines the way the firm will operate and what level of performance should be expected. Therefore, business strategy is the foundation for rewards systems within the best practice model.
The best practice model is such that reward systems should encourage involvement by employees. This implies that the best practice model is against job-based approaches where employees are paid according to their merits. Instead, it advocates for pay systems that are based on skill and rewards and bonuses are given to employees when the company has achieved success. Therefore the best practice model moves away from the traditional methods of measuring employee performance through performance appraisals. More focus is placed on creating a sense of concern within the employees about the performance of the organisation. Also pay systems are dependent on the nature of business success mad not on the merits employees have. Pfeffer (1998) points out some disadvantages of the traditional reward systems where merits were the most important aspect at that time. These are;
The merit system creates fear culture within the organisation
employees mainly focus on short rather than long term goals
employees do not care about how the organisation performs
it devalues team work because emphasis is on individual performance
it is subject to biases and politics
In light of these disadvantages, it became necessary to adopt a reward system that addresses these pitfalls. One should take note that best practice policies remain stagnant even when the organisation's strategic direction changes.
Some of the theoretical frameworks contained in this model were spearheaded by Huselid (1995) and Pfeffer (1996). The best practice model is such that a company that adopts this form of practice attract the best human resource personnel there is out there. This implies that the strategy the company adopted will be influenced greatly by these valuable staff members and thus leading to organisational success. One can therefore conclude that policies within this type of strategy precede business strategy.
The main relationship between best practice and an organisation's strategic imperatives is that it provides a basis for achieving an organisation's pay objectives. Lawler (1996) states that an organisation first needs to identify its reward system objectives. This is because the objectives act as a basis for measuring the effectiveness of the pay systems and they also act as guidelines. Some of the objectives are;
‘Objectives of reward systems
Attract and retain employees;
Motivate performance;
Promote skill and knowledge development;
Contribute to corporate culture;
Reinforce and define structure; and
Determine pay costs' (Lawler, 1996)
These objectives have contributed greatly towards achievement of John Lewis Strategic intent. These shall be examined in detail. The first link between the latter mentioned acts is attraction and retention of employees. For the organisation under study; John Lewis, there is a need to attract best quality individuals because the retail sector is highly competitive. This is highly relevant since there are instances when labour markets become stringent. Pfeffer (1998) suggests that there is a link between what amount a firm pays to its workforce and the quality of employees it is able to attract. This theory is seen clearly in the John Lewis partnership where the company paid millions in bonuses to its workforce. This caused an increase in the company's performance as seen from its favourable market shares.
Huselid (1995) adds that attracting the right employees is not just something that is achieved by a pay system. It is also something that needs to be combined with a meticulous selection process. The organisation needs to ensure that thee are well qualified candidates in large numbers. the importance of the selection process is that a candidate may feel honoured to belong to an organisation that takes its selection process seriously. This can be carried further to imply that the organisation also values people and this means that those employees will feel privileged to belong to the organisation. This is exactly what has occurred at John Lewis Company.
Delery and Doty (1996) assert that whenever there is a low employee turnover, employees will feel more obliged to perform because they are assured of their job security. They highlight the importance of knowing that one will not loose their job. This is because it will. prevent them from worrying about this and instead focus on tasks at hand. Pfeffer (1994) goes on to add that low employee turnover is quite necessary when trying to create a family friendly culture within an organisation. This means that workers will feel at home in their work environment. They will also be challenged intellectually and consequently enjoy their work experience. This is also toped up by a good reward system. John Lewis is characterised by such practices since it has a rigorous selection process, high employee retention and a strong organisational culture.
Contribution Human resource and development can make towards achieving the organisation's strategic intent
Best practice as a human resource development strategy can help an organisation achieve its strategic intent through creation of a unique corporate culture. Drennan (1992) describes corporate culture as the way things are done within any organisation. It can either impede or promote organisational effectiveness depending on its implementation.
John Lewis partnership should ensure that it promotes organisational effectiveness through the following ways. It should try as much as possible to reinforce its value in areas such as innovation, quality, performance and teamwork as suggested by Armstrong (1999). Lawler (1996) adds that an organisation can create a culture through best practise approaches by encouraging the following;
-participation
-innovation
-entrepreneurship
-eliminating too much bureaucracy
-encouraging competency
Lawler (1996) goes on to add that organisations should deal with two aspects in order to change their corporate culture and to achieve their strategic intent. This can be done through communication and the decision making process. John Lewis should make sure that it continues to maintain open and transparent channels of communication about its reward systems. This will eliminate any uncertainties among members of staff and will contribute towards their commitment. The Company should also go out of its way to maintain a participative approach in decision making. Lawler (1995) notes that companies that have failed in the past are those ones that adopted autocratic methods of governance; these are characterised by secrecy and top down communications. The Company should stick to these best practice principles in order to achieve their strategic intent.
Conclusion
Best practise is a human resource strategy that affects overall organisational strategy. According to the best practice approach, reward systems contribute to organisational culture. However, pay should not be the only thing that takes precedence. There should be adequate consideration of decision making powers, communication channels and job enrichment. If these latter three factors are implemented by companies, then they will achieve competitive advantage. The John Lewis has been on the frontline of best practise strategies because it is a worker and most of their decisions are participative. Reward systems within this company encourage equity and this is why it has been recorded increased profits in the recent years.
Reference:
John Lewis (2007): Interim Financial report. Retrieved 24 March, 2008
Pfeffer, J. and Velga, J. (1999): Putting people first for organizational success;
Academy of Management Executive, 13 (2), p. 37-48
Youndt, M. A. et al (1996): Human Resource Management, Manufacturing Strategy, and Firm Performance; Academy of Management Journal, 39, p836-66
Pfeffer, J. (1998): Six Dangerous Myths About Pay; Harvard Business Review, May-
June, p. 109-119
Pfeffer, J. (1994): Competitive Advantage Through People: Unleashing the Power of
the Workforce, Boston, MA: Stanford Graduate School of Business; Harvard Business
School Press
Burnes, B. (2000): Managing Change: A Strategic Approach to Organisational
Dynamcis, Harlow: Financial Times; Prentice Hall
Adams, J. (1965): Inequity in Social Exchange. In Advances in Experimental Social
Psychology, vol. 2, ed. L. Berkowitz, p. 267-299; New York: Academic Press.
Herzberg, F. (2001): One More Time: How Do You Motivate Employees? Harvard
Business Review, 81(3), p. 87-96
Huselid, M. (1995): The Impact of Human Resource Management Practices on
Turnover, Productivity and Corporate Financial Performance; Academy of
Management Journal, 38 (3), p. 635-72
Kohn, A. (1993): Rethinking Rewards; Harvard Business Review, 71(6), p. 48-49.
Lawler, E. (1996): The Design of Effective Reward Systems. In Motivation and
Leadership at Work, sixth edition, eds. R. Steers, L. Porter and G.Bigley, p. 527-550.
New York; McGraw Hill International Press
Delery, J. and Doty, D. (1996): Models of Theorizing in Strategic Human Resource
Management: Tests of Universalistic, Contingency and Configurational Performance
Predictions; Academy of Management Journal, 39(4), p802-35
Armstrong, M. (1999): Employee Reward. 2ndedition. London: CIPD
Lawler, E. (1995): The New Pay: A Strategic Approach; Compensation and Benefits
Review, 27 (4), p.14-22
About the Author
Author is associated with SuperiorPapers.us which is a global Research Papers and Term Papers Writing Company. If you would like help in Research Papers and Term Paper Help you can visitEssay Writing and Buy Research Papers or Term Paper Writing
Pulitzer Center Week in Review - April 26, 2010
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What Should You Know About Dissertation Report Format?
Your dissertation report must be formatted as required. Different universities require different writing styles. It is extremely important to know your dissertation format, or else your dissertation won’t be approved. In order to find out the specific format requirements, refer to your university guidelines or get dissertation writing help from your advisor. In this article I will give you a general overview of dissertation format.
Paper, Font Size and Style:
First of all, find out if your paper size should be A4. You will also have to confirm its weight and whiteness. Along with this, confirm the font size and style.
Margins and Page Format:
Find out about top, bottom, left and right margins. Also confirm Head height, Head separation, Footer and Foot separation. Check if line spacing should be 1.5. Find out about single and double-sided printing.
Page Numbering:
Find out about page numbering that whether it should be centered or not and if it should be in the header or the footer.
The Abstract:
The abstract summarizes your dissertation. You have to write it on a separate page. The length of the Abstract differs from one university to another or even from one subject to another. So, you need to find out its length. Check your university requirements or ask your advisor about the length.
Acknowledgements:
In this part you may thank those who assisted you in obtaining your graduate degree.
5-Chapter Dissertation:
If your dissertation is 5 chapters long then understand the structure of your dissertation thoroughly. The chapters would be: Introduction, Literature Review, Methodology, Results & Discussion and Conclusion.
Bibliography:
This is where you cite all the references you used in your dissertation. How references should be cited depends on the required writing style. You can ask your advisor to help with writing uk dissertation.
Know it well:
Make sure you understand the dissertation report format correctly and thoroughly. This will enable you to combine all the parts of your dissertation in an effective way. . Moreover you need special help with writing UK dissertation. So better discuss the format with your advisor while working on your dissertation report.
About the Author
Lori Blake is a professional Educational Consultant and helping the students to accomplish their educational projects since many years. She got a vast experience in her field and is ready to help students with her skills and knowledge.
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