Future Avon China Case free essay sample

Avon China wouldn't like to confine its developed open doors at this current time. At present, China has been geologically immersed with Avon boutiques however may net attractive benefits by receiving a crossover offering procedure to catch country customers that don’t or can’t visit retail outlets. 2. What are the other options and picked choices? Elective 1: Avon China keeps its present retail deals by means of boutique and doesn't reintroduce the once fruitful direct-deals procedure that is ceaselessly effective in other geographic locales. Elective 2: Avon liquidizes the retail boutiques and embraces direct deal procedure that was at one time the main methodology. Avon changes over the retail boutiques into administration focuses to offer after-deals administration to salespeople, including pickups, item returns, credits, item preliminaries, charging help and give magnificence counsel administrations to shoppers. Elective 1: Avon is urged to keep their unique Retail â€Å"beauty boutique† technique since history regularly rehashes itself. Fraudulent business models would bear a poor brand relationship with Chinese purchasers in view of the monetary insecurity caused in 1998. We will compose a custom exposition test on Future Avon China Case or then again any comparable point explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page Essentially in light of the fact that the Chinese government has lifted the immediate selling band, it doesn’t propose that Chinese salespeople will probably follow that vocation way because of danger of being compelled to load up by their operators and afterward being left in boiling water. A staggered grant framework would not agree with Chinese residents on account of recently referenced hazard, on the other hand, a straightforward level honor framework won't rouse Chinese salesperson to climb the business last for gradual pay. Thusly, it is generally reasonable to keep away from direct deal procedure in China, in spite of the fact that it was demonstrated effective since infiltration to China until 1998, on account of the instability of the way of life. Additionally, given that Chinese federals are just actualizing a preliminary stage recommend that the administration may execute another boycott dependent upon Chinese financial result. 3. What are the exercises realized/key discoveries? * There are still a lot of social differenced paying little mind to current globalization patterns. * China is an unpredictable nation for direct-deals procedure * China’s total populace and purchasing power makes for a phenomenal venture . Questions/Comments expected to share during class conversation. Would the cross breed model require franchisees of the excellence boutiques to expect this dispersion theory of working together including offering stock to salespeople at diminished edge, crediting customer items * Although the immediate deals model has been demonstrated to be monetarily less unsafe due to the low level of working influence [low fixed expenses and higher variable expenses/commissions], does that decrease of hazard exceed the political and cultural danger of Federals restricting direct deals again and moderate enrollment of deals specialists.

To what extent do we need evidence to support our beliefs in different Essay

What exactly degree do we need proof to help our convictions in various subject matters - Essay Example What's more, the more the confirmations are available - confirmations that are not opposite among each other - in supporting a particular logical conviction, the more such conviction gets honest or objective. In Bayesianism, confirmations from a lot of observational outcomes for a specific speculation to a great extent increment the â€Å"probability [or validity] of that hypothesis† (Achinstein 4). Moreover, logical conviction incredibly impacts the individual who holds such conviction. Expecting that confirmations approve a particular hypothesis, the idea and activity of the individual are emphatically molded by their conviction framework. For example, an individual who considers the presence or honesty of the purported a worldwide temperature alteration will communicate, one way or different, their conviction of advancing and seeking after a sort of perfect and green condition. Maybe the individual will make this move to an a lot more elevated level (e.g., mass exhibition) if such individual accepts that the proceeded with unresponsiveness of the legislature or state concerning an unnatural weather change will hypothetically result a natural fiasco. Be that as it may, confirmations don't make the regular science genuinely target or liberated from mistake. ... Be that as it may, a few researchers additionally guarantee that a dangerous atmospheric devation doesn't exist; they battle that environmental change or the expanding heat temperature experienced on the planet Earth is just a characteristic wonder, which goes back to a hundred years. In addition, the human specie is a developing animal that has the characteristic ability to adjust in the evolving condition. Translation to specific proof is a long way from objective or logical. A lot of information doesn't mean a logical hypothesis or law. Regardless of whether the wonder of a dangerous atmospheric devation is valid or not, understanding or disentangling the accessible recognizable information stays to be hazardous. Leaving from the much politicized science (i.e., a dangerous atmospheric devation), the researchers in the Middle Ages accepted that the Earth was the focal point of the universe, not the sun. Their proof was that the presence of mind view of what they saw around them. In answer to Wittgenstein’s question, somebody stated, â€Å"Well, clearly, on the grounds that it just looks as though the sun is going around the earth† (qtd. in Dawkins 406). In this manner, translation matters over a lot of confirmations. In history as the subject matter, confirmations or sources are basic in checking the honesty of the case or hypothesis made by the student of history. Particularly history specialists who study old human advancements, sources are important so as to demonstrate that their thoughts or â€Å"beliefs† are valid or precise. Furthermore, gathering various sources or confirmations applicable to the investigation being referred to makes the chronicled record or composing genuinely extensive and objective. Without a doubt, sources or confirmations ought to be solid (Child et al. 12). What's more, chronicled guarantee or conviction impacts the person’s mental

Upcoming Recruitment Events COLUMBIA UNIVERSITY - SIPA Admissions Blog

Upcoming Recruitment Events COLUMBIA UNIVERSITY - SIPA Admissions Blog For prospective students there are a few opportunities next week to learn more about the MIA and MPA programs at SIPA.   As a follow up to a post from last week, SIPA will be participating in a group recruitment session with four other schools in Washington, D.C.   on Thursday, June 17th.   Those interested in attending must register and details can be found by clicking here. SIPA will also be participating in two Idealist.org graduate school fairs.   Click on the links below for more information.   We hope to see you if you can make it. New York City Idealist.org Graduate School Fair June 15th from 5:00 to 8:00 P.M. at Fordham University Washington, D.C. Idealist.org Graduate School Fair June 16th from 5:00 to 8:00 P.M. at American University

Why Are There No Combat Photographs From the Civil War

There were many thousands of photographs taken during the Civil War, and in some ways the widespread use of photography was accelerated by the war. The most common photos were portraits, which soldiers, sporting their new uniforms, would have taken in studios. Enterprising photographers such as Alexander Gardner traveled to battlefields and photographed the aftermath of battles. Gardners photographs of Antietam, for instance, were shocking to the public in late 1862, as they depicted dead soldiers where they had fallen. In nearly every photograph taken during the war there is something missing: there is no action. At the time of the Civil War it was technically possible to take photographs that would freeze action. But practical considerations made combat photography impossible. Photographers Mixed Their Own Chemicals Photography was not far from its infancy when the Civil War began. The first photographs had been taken in the 1820s, but it wasn’t until the development of the Daguerreotype in 1839 that a practical method existed for preserving a captured image. The method pioneered in France by Louis Daguerre was replaced by a more practical method in the 1850s. The newer wet plate method employed a sheet of glass as the negative. The glass had to be treated with chemicals, and the chemical mixture was known as collodion. Not only was mixing the collodion and preparing the glass negative time-consuming, taking several minutes, but the exposure time of the camera was also lengthy, between three and 20 seconds. If you look carefully at studio portraits taken at the time of the Civil War, you’ll notice that people are often seated in chairs, or they are standing next to objects upon which they can steady themselves. That is because they had to stand very still during the time the lens cap had been removed from the camera. If they moved, the portrait would be blurred. In fact, in some photographic studios a standard piece of equipment would be an iron brace that was placed behind the subject to steady the person’s head and neck. Taking Instant Photos Was Possible By the Time of the Civil War Most photographs in the 1850s were taken in studios under very controlled conditions with exposure times of several seconds. However, there had always been a desire to photograph events, with exposure times short enough to freeze motion. In the late 1850s a process using faster reacting chemicals was perfected. And photographers working for the E. and H.T. Anthony Company of New York City, began taking photographs of street scenes which were marketed as â€Å"Instantaneous Views.† The short exposure time was a major selling point, and the Anthony Company amazed the public by advertising that some of its photographs were taken in a fraction of a second. One â€Å"Instantaneous View† published and sold widely by the Anthony Company was a photograph of the enormous rally in New York City’s Union Square on April 20, 1861, following the attack on Fort Sumter. A large American flag (presumably the flag brought back from the fort) was captured waving in the breeze. Action Photographs Were Impractical In the Field So while the technology did exist to take action photographs, Civil War photographers in the field did not use it. The problem with instant photography at the time was that it required faster-acting chemicals which were very sensitive and would not travel well. Civil War photographers would venture out in horse-drawn wagons to photograph battlefields. And they might be gone from their city studios for a few weeks. They had to bring along chemicals they knew would work well under potentially primitive conditions, which meant the less sensitive chemicals, which required longer exposure times. The Size of the Cameras Also Made Combat Photography Next to Impossible The process of mixing chemicals and treating glass negatives was extremely difficult, but beyond that, the size of the equipment used by a Civil War photographer meant that it was impossible to take photographs during a battle. The glass negative had to be prepared in the photographer’s wagon, or in a nearby tent, and then carried, in a lightproof box, to the camera. And the camera itself was a large wooden box that sat atop a heavy tripod. There was no way to maneuver such bulky equipment in the chaos of a battle, with cannons roaring and with Minià © balls flying past. Photographers tended to arrive at the scenes of battle when the action had been concluded. Alexander Gardner arrived at Antietam two days after the fighting, which is why his most dramatic photographs feature dead Confederate soldiers (the Union dead had mostly been buried).   Its unfortunate that we dont have photographs portraying the action of battles. But when you think of the technical problems faced by Civil War photographers, you cant help but appreciate the photographs they were able to take.

The Adventures Of Huckleberry Finn By Mark Twain - 1423 Words

Dreyson Clark Bouchey 2nd Period English 1 Honors 03/02/2016 1884, secret slavery is still going on. In this book The Adventures of Huckleberry Finn by Mark Twain was a prime example of how most children were raised to be and how it produced a wrong perception on slaves. Mark Twain wrote The Adventures of Huckleberry Finn because of a direct effect off of his personal experiences in his time. Any difference in another human shouldn’t determine greeting or befriending another person was the message Mark Twain was trying to send was due to the struggles he seen a slave go through which was put into the book. The development of Huck, Jim, Tom Sawyer, and slavery, affected the development of the book and theme. Huck was not only a representation of Mark, but of America too. The Characterization of Huck, Jim, and Tom was a first hand connection on how Mark felt about befriending slavery. As a literature expert and philosopher the author Laurence Mazzeno says †Huckleberry Finn is the sober self-restraint with which Mr. Clemens lets Huck Finn set down.† which tells the reader that Huckleberry Finn was similar to Mark Twain himself, and how he put pieces of himself in that character. I paraphrased another one of his quotes that explains how Mark felt about how how society portrays slaves by the author Mazzeno saying, :â€Å"although Jim has been portrayed as ignorant throughout the novel, he is a morally decent man who temporarily puts aside his dreams of freedom to nurse Tom back toShow MoreRelatedThe Adventures of Huckleberry Finn by Mark Twain830 Words   |  3 PagesThe Adventures of Huckleberry Finn by Mark Twain is â€Å"A Great American Novel†, because of its complex ity and richness. Twain writes dialogue that brings his characters to life. He creates characters with unique voice and helps the reader connect to the book. Anyone who reads it is forced to develop feelings for each character. Even though there is a great amount of controversy over the use of some choices, such as the â€Å"n word†, it makes the book more realistic. In the beginning of the novel Huck,Read MoreThe Adventures Of Huckleberry Finn By Mark Twain1103 Words   |  5 PagesDmitri Van Duine Jr English Mr. Nelson November 27th The Adventures of Huckleberry Finn: Huck Finn and Tom Sawyer The Adventures of Huckleberry Finn, Written by Mark Twain filled his stories with many examples of satire as to convey a message while also writing an interesting story. The Adventures of Huckleberry Finn revolves around the adventures of a young boy called Huckleberry Finn, who is about thirteen years old. Tom Sawyer is Huck’s best friend and around the same age as Huck. He is onlyRead MoreThe Adventures Of Huckleberry Finn By Mark Twain Essay1055 Words   |  5 PagesZambrano Mrs. Patmor AP Lit-Period 5 28 September 2016 Adventures of Huckleberry Finn 1835 Mark Twain embodies realism in almost every aspect of his writing not excluding The Adventures of Huckleberry Finn, which in he portrays such a lifelike setting that it almost gives you this sense of reality through the point of view of a young man that has an urge for freedom yet struggles to conform to society s norms due to his adolescence. Twain s ability to unmask the true identities of the charactersRead MoreThe Adventures Of Huckleberry Finn By Mark Twain931 Words   |  4 PagesWolski Mrs. Goska English 2H Period 3 22 October 2014 The Adventures of Huckleberry Finn Mob mentality is the way an individual’s decisions become influenced by the often unprincipled actions of a crowd. Mark Twain penned The Adventures of Huckleberry Finn. Twain grew up in America’s southern states during the early 1800’s, a time in which moral confusion erupted within the minds of humans. The Adventures of Huckleberry Finn s protagonist is a young boy named Huck who freely travels alongRead MoreThe Adventures Of Huckleberry Finn By Mark Twain1375 Words   |  6 Pagesmention the years spent growing and maturing physically. Teenagers are stuck in an inbetween state where they must learn who they want to become and what they want to be when they grow older. The same is true for Huckleberry Finn, from the book â€Å"The Adventures of Huckleberry Finn† by Mark Twain. This is a book that was written in a time of great confusion over moral codes and standards. It was a world split in half by two different worlds of people; those who opposed, a nd those who promoted slavery.Read MoreThe Adventures Of Huckleberry Finn By Mark Twain2083 Words   |  9 PagesSatire in Huckleberry Finn In the novel â€Å"The Adventures of Huckleberry Finn† by Mark Twain, we are told a story about a young boy and his slave companion’s journey down the Mississippi River and all of their encounters with other characters. Twain constructed a beautiful narrative on how young Huck Finn, the protagonist in the story, learns about the world and from other adult characters, how he is shaped into his own person. At the time this book was made however, this novel provided serious socialRead MoreMark Twain and The Adventures of Huckleberry Finn1575 Words   |  6 Pages Mark Twain and The Adventures of Huckleberry Finn Controversy Mark Twain, born Samuel Langhorne Clemens, is a highly recognizable figure in American literature. Born in Florida, Missouri Mark Twain and his family moved to Hannibal, Missouri where Twain discovered and fell in love with the mighty Mississippi River. The river and his life in Hannibal became his inspiration and guiding light in most of his writing. Although Twain loved the river and did a great deal of traveling, he eventuallyRead MoreThe Adventures Of Huckleberry Finn By Mark Twain1005 Words   |  5 Pages In the Adventures of Huckleberry Finn written by Mark Twain in the 19th century is about a young boy named Huck Finn and Jim, a runaway slave who go on an adventure. The two travel on a raft along the Mississippi river creating a bond and making memories. Mark Twain presents Huckleberry Finn as a dynamic character who at first views Jim as property and eventually considers Jim as a friend, showing a change in maturity. In the beginning of the book, Huck Finn clearly sees Jim as nothing more thanRead MoreThe Adventures Of Huckleberry Finn By Mark Twain1335 Words   |  6 Pagesyear The Adventures of Huckleberry Finn is placed in the top ten banned books in America. People find the novel to be oppressing and racially insensitive due to its frequent use of the n-word and the portrayal of blacks as a Sambo caricature. However, this goes against Mark Twain’s intent of bringing awareness to the racism in America. The Adventures of Huckleberry Finn by Mark Twain is classified under the genre of satire and is narrated by a fictional character named Huckleberry Finn. The novelRead MoreThe Adventures Of Huckleberry Finn By Mark Twain810 Words   |  4 PagesBefore Mark Twain started to write two of his most famous novels, The Adventures of Tom Sawyer and Adventures of Huckleberry Finn, Mark was known to use his characters to display his own thoughts and opinions. â€Å"This device allowed him to s ay just about anything he wanted, provided he could convincingly claim he was simply reporting what others had said.† (Twain, 1283). Mark Twain used this process to be a foundation of his lectures, by manipulating his popularly with his readers. During the story

A Study on Employee Attitude and Leadership Behaviour Free Essays

ABSTRACT The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. We will write a custom essay sample on A Study on Employee Attitude and Leadership Behaviour or any similar topic only for you Order Now Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. The Researcher has proposed to use descriptive type of research Analytical type of result. The Researcher has proposed to use descriptive type research, in order to collect the real facts from the respondent’s regarding the attitude of the employees. The Researcher has also proposed to use Analytical type of result to analyze the behavior of employees and its impact of deadline productivity. Once the data has been collected from the respondents (Managers), the Researcher has proposed to use various statistical tools like Percentage Analysis, Weighted Average Method, Chi-Square Method, One-Sample Run Test, etc. , and in order to analysis the various types of behaviors, the researcher has also planned to use cause and effect of diagram. CHAPTER 1 INTRODUCTION 1. 1INTRODUCTION Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. Individuals vary in their value systems. For example, achievement is a concern for the advancement of one’s career while concern for others may reflect caring, compassionate. Supervisory behavior may vary considerably in the same job situation. Behaviors such as encouraging other employees or helping others work on difficult tasks. A supervisory behavior may adopt democratic orientation or punishment when interacting with employees and thus may affect the work behavior. Though research on leadership styles, work values, and attitudes is concerned with finding the conclusions as to what specific leader behavior, work values and attitudes would produce a strong impact on employee work motivation and performance, no clear-cut conclusions have yet been rendered. It is, therefore, necessary to examine these issues, on a relative basis, which characteristics may act as more effective motivators in employee motivation and work performance. With such an understanding, management would better be able to use available motivational tools for their maximum impact on employee work performance. Thus the objective of this study is to examine the importance of values, attitudes and leadership behaviors in employee work motivation and performance. To gain a deeper insight into the exact nature of such influence, the roles of employee values, attitudes and leadership behavior in influencing intrinsic versus extrinsic motivation and performance are examined. Finally, the study explores the managerial implications of the findings and discusses the actions that might lead to improvements in employee motivation. VALUES, ATTITUDES AND EMPLOYEE WORK MOTIVATION The following description relates to values, attitudes, and employee motivation. VALUES Values are enduring beliefs that a specific mode of conduct or end state of existence is personally or socially preferable to an opposite or converse mode of conduct or end state of existence (Rokeach, M 1973). Some basic values, which are expected to affect the attitude and work motivation of an employee, would logically include: Family: The extent to which the job offers family well-being to the employees Recreation: The extent to which the job offers recreational facilities to the employees A sense of accomplishment: The degree to which the person feels the job gives the person a sense of accomplishment after the job is done. Advancing at the company: The degree to which the person feels the job will create opportunities for advancement. Financial security: The extent to which the job offers financial security to person. Integrity: The extent to which the job provides information accurately and emphasizes impartiality and recognizes different points of view ATTITUDES Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable—concerning objects people, or events. It has been treated both as a general attitude and as satisfaction with five specific dimensions of job: pay, the work itself, promotion, opportunities, supervision and co-workers (Smith, Kendall, and Hulin, 1969; Balzer and Smith et al, 1990). The combined effects of these factors produce for the individual some measure of satisfaction and dissatisfaction (Herzberg, Mausner, and Snyderman, 1959). Definitions of these five dimensions of the job are given as under: Definitions of key Job Dimensions Job DimensionsDefinition Work SatisfactionThe extent to which an employee is satisfied with work, including opportunities for creativity and task variety, allowing an individual to increase his or her knowledge, changes in responsibility, amount of work, security, and job enrichment (Balzer and Smith et al, 1990; Smith et al, 1969) Pay SatisfactionThe extent to which an employee forms an attitude toward pay based on perceived difference between actual pay and the expected pay. Expected pay is based on the value of perceived inputs and outputs of the job and the pay of other employees holding similar jobs or possessing similar qualifications (Balzer and Smith et al, 1990) Supervision SatisfactionThe extent to which an employee is satisfied with his or supervision, as measured by consideration and employee-centered actions of the supervisor and the perceived competency of the supervisor by the subordinate (Balzer and Smith et al, 1990, Herzberg et al, 1957) Satisfaction with promotionsThe degree to which an employee is satisfied with the Company’s promotion policy, including frequency of promotions, and the desirability of promotions (Balzer and Smith et al, 1990, Herzberg et al 1957) Co-workers’ SatisfactionThe work-related interaction and the mutual liking or admiration of fellow employees (Bazler and Smith et al, 1990, Smith et al, 1969, Alderfer, 1969) Overall Job SatisfactionThe extent to which an individual’s desires, expectations and needs are fulfilled by employment (Szilagi, Sims, and Terrill, 1977) 1. 2INDUSTRY PROFILE As the study is applicable only for e-Learning industry let us have a brief introduction about the software industry below. The current e-learning boom in India has added to the existing woes. Standards apart, the industry hangs on the edge where processes and players are dubious. Much of this blame can be put on the Indian government’s inability to put together a regulatory body. Unregulated and unstructured, the e-learning industry in India is likely to wreck havoc for the global e-learning industry as small vendors pile up huge â€Å"learning garbage† for clients worldwide. E-learning in India has come of age. Two decades and the nation already cherish several global e-learning players on its soil. This can be attributed to some basic reasons like cheap human resources, a large pool of English-speaking workforce and ‘business discounts’ offered by the central and state governments. Although exact figures of the size of the industry is not available, a conservative estimate shows the offshore e-learning industry at about $150 million in 2004-05, up almost by 200 percent in the last two years. In spite such impressive figures, the e-learning industry in India remains mired with a plethora of issues. Some of these issues include lack of uniform e-learning standards and workplace practices, and the lack of adequate human resources to power the spiraling upward growth. These concerns apart, government apathy has also bolstered fly-by-night e-learning entrepreneurs who eye quick bucks and increasingly deliver ‘learning garbage’ to a global clientele. Smaller vendors in India have setup e-learning business houses with paltry investments of a few thousand dollars – in the hope of getting a sizeable pie of the global e-learning business. Most of these short-term vendors run their shows from North India – from places in and around the National Capital Region of Delhi. The modus operandi for these vendors is simple. They rent in a couple of rooms in an urban area and advertise for resources in job websites and newspapers. Writers, designers and technology professionals – mostly unskilled – are hired by the dozens. The average salary of the employees ranges anything between $100 to $400 and the working hours stretch well over 72 hours per week. Next, these companies setup small sales calling teams to call up international clients asking for work. The sales pitch is often exaggerated and boasts of a few â€Å"big names†. To show their experience, these vendors cull-out a few odd CBT’s from other companies or ‘steal’ courses through their contacts. The basic quality that behooves a standard e-learning company is absent in these companies. Proprietors remain ignorant of even the most basic information that is essential to run the show. A Java programmer, for example, is asked to hone his skills in C++ or any other program since he is responsible for all ‘programming’ needs. Almost anyone who walks in for the position of writers is employed as an ‘instructional designer’, primarily because they can be asked to work for lesser salaries on the pretext that they lack instructional designing experience. Vendors also rely on these writers to validate the learning content for authenticity even when content validation remains the domain of the expert, the Subject Matter Expert (SME). The writers and designers are instructed to download content from Internet websites and ‘rewrite’ them before using it. A basic ignorance of the Internet medium on the part of the owners means that the writers are often confused with the content because no single idea or information on the Internet appears consistent. E-learning processes are virtually absent in these companies. All that offers a direct benefit to the proprietor becomes part of the practiced processes. A Project Manager, for example, may be required to recruit people, review e-learning courses, undertake marketing activities, and do just anything that catches the fancy of the owner. In some companies, it was observed that programmers were asked to work as typists. The motto: no resource should sit idle. Employees who work for more than 9 hours a day are neither paid additional remuneration nor are given facilities like cabs and food for their late stay and long hours of work. As an e-learning professional once remarked, â€Å"employees in these fly-by-night ventures reminds one of the rampant practice of human slavery in Africa and Arabian countries a few centuries back. Professional torture apart, these employees are also subjected to extremely inhuman conditions of work – congested workplace, outdated computers, stinking toilets, and the same paltry salary year after year. Employees in these companies too appear to have resigned to their fates – partly because their poor education that doesn’t stand them in good stead for jobs in big e-learning MNCs and also because most do not have a professional competence in English language. This phenomenon is rarely reported by any section of the Indian media, perhaps due to ignorance or for fear of antagonizing the international fraternity. The abysmal condition and the unplanned e-learning sector, however, have both a positive and a negative side to it. The positive side is that these e-learning ventures help to reinforce the fact that there is no alternate to quality, and quality comes from the big guys, not the fly-by-night operators. The flipside is that the employees in tiny Indian -learning ventures rarely get the exposure to standard work processes and world-class e-learning products thereby subjecting themselves to professional impairment. Unfortunate for the Indian e-learning industry, at a n era of globalization and information revolution, Indian laws too have failed to contain these IT hawks. While the existing labour laws do have provisions against inhuman practices in the private workplace, in practice they remain a mirage. Most of the employees neither have the financial resources to chase litigation nor are they willing to ‘waste’ their time. The Southern part of India presents a striking contrast to the North. Recent years have seen a rapid and strategic development of global e-learning companies in the South, in places like Bangalore and Chennai. Several global players have also setup their centers in Pune, Mumbai and Hyderabad. Not surprising, the South has become a favorite e-learning destinations for serious e-learning players because of the absence of the mayhem so rampant in the Northern part of the country. Although the same Indian laws apply to all states across India, security and infrastructure is usually better in the Southern states than in the North. Consequently, most of these global giants are reluctant to setup their operations in the North for obvious reasons: lax security, incompetent e-learning resources, and rampant corruption. However of all the paraphernalia, one primary reason that dissuades the big names in e-learning from setting bases in North India is the abysmally poor skill-sets of the workforce here. In an era of cut-throat competition, generalized skills fetch little or paltry returns. In the past companies like Tata Interactive Services, Brainvisa, Sify e-learning and Accenture have all failed to locate substantial trained workforce from the North for its setups in the South. Amidst all the rigmarole, smaller global clients seeking ‘cheap’ e-learning courses remain unconcerned about the operatives of these vile businessmen. The only thing that seemingly matters for them is ‘cheaper products’, even if it comes in poor quality or if the employees who developed them are subjected to inhuman practices. Its time that global clients shed their ignorance and act responsibly by seeking detailed credentials from smaller e-learning vendors in India on their HR processes, employee welfare schemes and workforce competence. Failing to do this will not result in the development of shabby e-learning courses. The state of e-learning in India, particularly the frenzy in North India, remains a serious concern for the industry. Either the law of the land has to haul-up the desperados or wait till the hawks eat up the industry for the worse. A regulatory authority is essential now, if the industry is to survive and prosper. Money-eyed hawks can’t be allowed to have a field day. If they hang around for long, the death of the industry in India is imminent. 1. 3 COMPANY HISTORY 1. 3. 1 SIFY SOFTWARE LIMITED Sify eLearning was formed in December 2000. With over 8 years of experience in the training domain and our speciality in Instructional Design and Interactive Multimedia Content Development, we have developed over 5000 hours of learning content comprising Web based training (WBT), Computer based training (CBT), and Instructor Led training (ILT) courses. We have close to 300 employees located in our offices in India, the US, UK, and the Middle East. In India, Sify’s offices are located in Chennai, Delhi, Mumbai, and Bangalore. Sify eLearning, which ranks among the top three eLearning Services providers in India, is a part of Sify Technologies Ltd. (NASDAQ:SIFY), with a revenue of US$150 million in 2008. Sify Technologies (www. sifycorp. com) is a pioneer and leader in the Internet, networking, and e-Commerce services in India and serves more than 1500 corporate and 600,000 retail consumers. We are proud to be the preferred eLearning vendor to many Fortune 100 companies. 1. 3. 2EVERONN EDUCATION LIMITED Everonn is one of the leading educational companies in India. Everonn today is the largest VSAT education network in the World. Everonn is listed in both the NSE and BSE. With a firm belief that technology-enabled learning can truly nullify social and economic boundaries, Everonn’s achievements have helped millions of students achieve their dreams. From its pioneering VSAT-enabled virtual and interactive classrooms to its emphasis on offering only the highest-quality content to students, Everonn’s quest for excellence has enabled the company to repeatedly break new grounds in the Indian education industry. Everonn’s commitment to a better standard of education is the guiding principle behind all its activities, from making Pre-school toddlers school ready to enhancing the employability of college students and providing the best entrance exam guidance in the nation. 1. 4PROBLEMS IDENTIFIED The Research titled namely â€Å"A Study on Employee attitude Leadership Style† is a research study conducted among various managers in different functional areas in Sify Software Limited Everonn Education Limited. In this research study, the researcher has made an attempt to identify the various styles followed by leaders due to different behavior among employees. The study mainly focus on the various attitudes of employee’s in different groups and its impact of the performance if individual, group or team organization. Further, the study also focuses on finding out the significant relationship between the attitude of employees and its impact of completion of module, work, deadlines, and target. This study is limited to the managers working at Sify Software Limited Everonn Education Limited. 1. 5NEED FOR THE STUDY The need for the study is to bring out the various attitude of employee in different groups and its impact on the performance of individual, group or team organization. This research study is restricted to employees working in Sify Software limited Everonn Education Limited. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. Further the researcher has made an attempt to analyze the change in leadership behavior due to changes in employee attitude. In addition, the study will also be helpful in finding out the significant relationship between the attitude of employees and its impact on completion of module, work, deadlines, and target. 1. 6OBJECTIVE OF THE STUDY 1. 6. 1PRIMARY OBJECTIVE 1. To study the changes in attitude of employees and the behavioral changes of leadership at Sify software limited Everonn Education Limited. 1. 6. 2SECONDARY OBJECTIVES 1. To identify and analyze the relationship between employee attitude and leadership behavior in Sify Software Limited Everonn Education Limited. 2. To analyze the level of impact of leadership behavior on the team and performance of team. 3. To find out various ways to improve the attitude of people towards organizational commitments. 4. To identify the relationship between the attitude of employees and their performance towards their job. 1. 7SCOPE OF THE STUDY The study may help to find out the style to be adapted by leadership that may help them to effectively control the attitude of employees and also it helps to influence the workers and to extract work from them. This study may show the various characteristics of employees and its impact on the performance. Generally employees working in any software companies are from different background in the sense they are from different regions, different culture, language, belief, Qualification, religion, communities etc. , which generally varies from the employees working in other sectors. This difference in attitude of employees is a very big challenge for software companies since it leads to many conflicts among the employees that affect the conducive working environment of the organization. In this study the researcher mainly focuses on changes in attitude of employees and the level of impact on their performance. CHAPTER 2 LITERATURE SURVEY 2. 1REVIEW OF LITERATURE ?Attitudes are not the same as values. Attitudes are evaluative statements –either favorable or unfavorable – concerning objects people, or events. Employee values, attitudes, and leadership behavior play a very important role in enhancing employee work motivation and performance. Employee work values, attitudes and leadership behavior can carefully be adjusted to produce a strong impact on employee work motivation. It would, therefore, be interesting to examine the precise nature of their roles in influencing the intrinsic versus extrinsic motivation of employees. ?Leadership Theory Leadership Styles: Leaders and followers each have different traits, values and levels of motivation. Theories that explain leadership effectiveness in terms of situational moderator variables are called contingency theories of leadership (Yukl 2006). Fiedler’s (1964) contingency model of leadership effectiveness is contingent upon the interaction of leadership style and situational favorableness (Liu et al. 2003). Thus, leader effectiveness is the product of many variables related to the followers, the task, and the organization (Tatum, et. al. , 2003). Transformational leadership theory emphasizes longer-term and vision-based motivational processes (Bass Avolio, 1997; Liu et al, 2003) and attempts to capture the emotional and symbolic aspects of leadership, helping researchers understand how leaders influence followers and motivate them to make self-sacrifices, putting the needs of the mission or organization above materialistic self-interests (Yukl, 2006). Researchers have found that most managers believe there is no single universal style of leadership applicable in all situations (Yun, Cox, and Sims, Jr. , 2006; Lord et al. , 2001). For example, a task-oriented leadership style may be most appropriate where a job involves psychologically immature or inexperienced workers; whereas, a relations-oriented leadership style may be most appropriate where workers are highly experienced and can be trusted to work autonomously (Tatum, et. al. , 2003). ?Group Types: Yukl (2006) defines several types of teams that can be found within an organization; two such teams include: Functional and Cross-Functional. Yukl (2006) provides the following about each team: â€Å"Functional teams are characterized by members of an organization with specialized jobs but are all part of the same basic function (e. g. maintenance, quality, etc. ). These teams operate for a long duration of time with membership that is relatively stable. Cross-Functional teams are characterized by members from a combination of functional subunits (e. g. quality, production, sales, and maintenance) working together on projects that require joint problem-solving skills. These teams operate until their task is completed. Membership may be stable over the life of the team or it may change as some functions increase/decrease in importance†. Leadership Credibility: Credibility is the foundation of leadership, and employees want their leaders to be honest, inspiring, competent, and forward looking (Kouzes and Posner, 2000). The credible leader must be seen as well informed and worthy of belief (Stoner, 1989). Credibility n urtures collaborative, cooperative relationships where employees assume responsibility for accomplishing work-related objectives voluntarily (Gabris Ihrke, 1996). For credibility to exist there must be trust between leader and follower (Kouzes Posner, 2000). Leadership credibility deals with perceived believability toward the leader-supervisor as someone an employee can trust in a supervisor-subordinate relationship (Gabris Ihrke, 1996). Organizational Justice: Organizational justice theory is intimately tied to leadership and decision processes (Tatum, et. al, 2003) and is based on the idea that a set of justice rules is used by individuals to evaluate fair treatment; and the extent to which those rules are satisfied or violated determines perceptions of justice or injustice (Mayer, et al. , 2007). Procedural justice refers to the perceived fairness of the methods used to make organizational decisions (Tepper, et. al. , 2006; Bauer, et al, 2001). In procedural justice, employees are concerned about whether the decision process is fair and the process used to determine the outcome was just (Fernandes Awamleh, 2006). Perceptions of fair procedures enhance employee acceptance of organizational outcomes (Latham Pinder, 2005), lead to organizational commitment (Lind Tyler, 1988) and satisfaction at the individual level (De Cremer, 2007). Shared perceptions of justice at the group level are positively related to satisfaction and commitment to the organization (Mayer, et al. , 2007). Just outcomes signal to employees that they are valued by the organization (Tyler Lind, 1992). Individuals experience procedural injustice when they are denied voice and decision control (Tepper, et. al. , 2006). Interactional justice is defined as the interpersonal treatment people receive as procedures are enacted (Bies Moag, 1986; Colquitt, 2001). Interactional justice is concerned with how information is communicated and whether individuals affected by a decision are treated with respect and dignity (Fernandes Awamleh, 2006). ?Group Commitment: Commitment is believed to affect organizational performance (Fiorito, et al. , 2007) and outcomes such as job satisfaction (Williams Hazer, 1986). Commitment is strongly influenced by leadership (Kouzes Posner, 2000). When employees feel unfairly treated, they may respond affectively with low commitment (Latham Pinder, 2005). The effect of leadership style on group interaction depends on both the consistency of the leadership style and the attitude group members have toward the leadership style (Kahai, Sosik, Avolio, 1997). Describing the task in a way that links it to member values and ideals, explaining why a project or task is important, involving members in planning strategies for attaining the objectives, and empowering members to find creative solutions to problems (Yukl, 2006). If members see leadership as legitimate, they should remain more attached to the team and exert more effort to benefit it (Colquitt, Noe, Jackson, 2002). ?It is readily accepted that organizational change impacts employees in a variety of ways (French, Bell, Zawacki, 2000). Consequently, the impact of organizational change on employee attitudes has received considerable research attention (e. g. Gardner, Dunham, Cummings, Pierce, 1987; Griffin, 1997; Lines, 2004; Saari Judge, 2004; Schweiger DeNisi, 1991). Research indicates that employee attitudes are related to how individuals perceive or react to change (Mossholder, Settoon, Armenakis, Harris, 2000). This is important since positive perceptions of change can enhan ce the implementation of these organizational initiatives (Lines, 2004; Armenakis, Harris, Feild, 1999). In this study, employee attitudes are investigated when organizational change is caused by the introduction of new technology. As depicted in Figure 1, salient attitudes of interest include job satisfaction, organizational commitment, intent to turnover, and job stress. The most-used research definition of job satisfaction is by Locke (1976), who defined it as â€Å". . . a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences† (p. 1304). Implicit in Locke’s definition is the importance of both affect, or feeling, and cognition, or thinking. When we think, we have feelings about what we think. Conversely, when we have feelings, we think about what we feel. Cognition and affect are thus inextricably linked, in our psy-chology and even in our biology. Thus, when evaluating our jobs, as when we assess most anything important to us, both thinking and feeling are involved. Continuing this theoretical development, Judge and his colleagues (Judge Bono, 2001; Judge, Locke, Durham, Kluger, 1998) found that a key personality trait, core self-evaluation, correlates with (is statistically related to) employee job satisfaction. They also found that one of the primary causes of the relationship was through the perception of the job itself. Thus, it appears that the most important situational effect on job satisfaction—the job itself—is linked to what may be the most important personality trait to predict job satisfaction—core self-evaluation. Evidence also indicates that some other personality traits, such as extra-version and conscientiousness, can also influence job satisfaction (Judge, Heller, Mount, 2002) In the research literature, the two most extensively validated employee attitude survey measures are the Job Descriptive Index (JDI; Smith, Kendall, Hulin, 1969) and the Mi nnesota Satisfaction Questionnaire (MSQ; Weiss, Dawis, England, Lofquist, 1967). The JDI assesses satisfaction with five different job areas: pay, promotion, coworkers, supervision, and the work itself. The JDI is reliable and has an impressive array of validation evidence. The MSQ has the advantage of versatility—long and short forms are available, as well as faceted and overall measures. Another measure used in job satisfaction research (e. g. , Judge, Erez, Bono, Thoresen, in press) is an updated and reliable five-item version of an earlier scale by Brayfield and Rothe (1951). All of these measures have led to greater scientific understanding of employee attitudes, and their greatest value may be for research purposes, yet these measures may be useful for practitioners as well. In practice, organizations often wish to obtain a more detailed assessment of employee attitudes and/or customize their surveys to assess issues unique to their firm. ?Job satisfaction is one of the most extensively researched work-related attitudes (Loscocco Roschelle, 1991). Saari and Judge (2004), however, observed that HR practitioners lack thorough knowledge of job satisfaction and related antecedents. Job satisfaction is operationally defined as an individual’s assessment of the degree to which their work-related values have been achieved (Locke, 1969; Locke, 1976). Research suggests that organizational change has a discernable impact on job satisfaction (see, for example, Ferguson Cheyne, 1995) which is associated with organizational citizenship behaviors that are beneficial to organizational effectiveness (Organ, 1990). ?Organizational commitment is also a frequently studied job attitude (Lines, 2004; Loscocco Roschelle, 1991). Definitions and conceptualizations of the organizational commitment construct are numerous and diverse. Morrow (1983) observed at least 25 different conceptualizations of organizational commitment. Despite this diversity, O’Reilly and Chatman (1986), among others, suggest that psychological attachment to an organization is a theme underlying most conceptualizations of organizational commitment. Of particular interest in this study is the relationship between affective organizational commitment and reactions to the organizational changes since individuals with high levels of affective commitment tend to exert extraordinary effort on behalf of an organization (Porter, Steers, Mowday, Boulian, 1974). In addition, individuals with high levels of affective commitment are likely to remain with an organization because they want to remain with the organization (Porter et al. , 1974), not because they have no other alternatives or because of social pressure. CHAPTER 3 RESEARCH METHODOLOGY 3. 1PROPOSED METHODOLOGY 3. 1. 1FOR EMPLOYEES The Researcher has proposed to use Qualitative and Analytical type of research. The Researcher has proposed to use Qualitative type of research, to assess the behavior of various employees in different teams which has an impact on overall performance of the team. The Researcher has also proposed to use Analytical type of result to analyze the effect of behavior on their individual performance towards their relationship with peers etc. 3. 1. 2FOR MANAGERS To assess the changes in leadership behavior due to changes in employee attitude, the Researcher has used the same Qualitative and Analytical type of research design. 3. 2RESEARCH DESIGN The research design is the blue print for fulfilling objectives and answering questions of specific research problem. A research design is purely and simply the framework a plan for a study that guides the collection and analysis of the data. The research designs used in this project are listed below. 3. 2. 1 DESCRIPTIVE RESEARCH To describe the characteristics of certain groups e. g. users of a product with different age, sex etc. , to determine whether certain variables are associated e. g. , age and usage of a product. 3. 2. 2 ANALYTICAL RESEARCH To analyze the behavior of employees and its impact of deadline productivity. 3. 3DATA COLLECTION METHOD In this study the researcher has proposed to use both Primary and secondary data. 3. 3. 1PRIMARY DATA Primary data will be collected through a structured Questionnaire from the target respondents. How to cite A Study on Employee Attitude and Leadership Behaviour, Essay examples

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Question: Discuss About The Environment Citizenship Behavior Academic? Answer: Introduction The following research is based on the determination of the operational efficiency of a business organization. The mentioned term can be defined as the ability of a business enterprise to deliver quality products or services to the customers in a sustainable and cost effective way and also ensuring that the products maintain their quality. Apart from this operational efficiency also ensures a perfect service and support for the products that are delivered to the customers. Operational efficiency encompasses a number of strategies and techniques that involves the maximum use of resources, production, distribution and efficient management of the inventory. Parameters of Area of Focus In case of any business management, two things are playing important role. The first thing is regarded as output that is the money, customer loyalty, market differentiation, innovation, speed etcetera. The second thing is considered as input that includes money, people and time. It is important to make a balance between the two. The process of maintaining the ratio in between the two is known as operational efficiency (Filatotchev and Nakajima 2014). It is important to measure the operational efficiency due to its role in the progress of business. This efficiency system can be improved by way of changing or developing the sides, input and output. It is important to develop the production cost or understand the requirement of time regarding a unit. A suitable efficiency regarding the operational improvement can only be possible by way of keeping a relation between the people, process and tools. These are the main three parameters under the operational efficiency. It is to be stated that the people are the most important factor under the operational efficiency as they are quite inconsistent regarding their skills and requirement. The other two parameters can be changed by way of developing the value system or mapping, but it cannot be possible in case of the people. The problem regarding the people is that they are quite unpredictable. There are five metrics available to improve the scope of the operational efficiency (Billyard and Donohue 2016). These are as follows: Operational efficiency can be developed by way of optimizing the equipment and production system and the object of the same should be produce quality products. It is important to track the quality regarding the three parameters and a continuous testing process should be done to improve the quality. If the weak points can be corrected, the operational efficiency can be done swiftly (Dudycz et al. 2015). The ultimate object of the operational efficiency is to provide maximum production. The production power can be developed by way of improve the equipment availability. The maintenance related downtime can be reduced by way of following the predictive approach. It has been observed that many companies have faced the shut down process due to the failure of equipment repairmen. If the maintenance program in this case can be improved, the chances of possibilities can be increased too. Three things are necessary regarding the development of operational efficiency that is availability, performance and quality. It is important to monitor all the necessary facts continuously and that will help the operators to take urgent decisions smoothly. In case of the relationship management, a relationship should be maintained in between the business and the customers. A relationship may have been observed in between two different businesses (Giauque et al. 2013). The main objective of the relationship management is to find out the proper way to create partnership related to organization and the customers. the main focus point in this regard is to regularize the financial industries. The relationship management has two parameters- customer relationship management and business relationship management. It has been stated by Francis Arthur Buttle that customer relationship can be developed by way of mutual maintenance for the intention of long-term relations. The relationship regarding the business management can be developed by way of maintaining relationship between vendors, suppliers, and distributors. The relationship can be made through manage the dispute and review all the contractual agreements according to the expectation of the customers. Theories Operations Management involves a lot of different responsibilities. The primary area of focus is the management of the business operations efficiently and effectively. Modern Operations Management revolves around four main theories: Business process redesign (BPR), reconfigurable manufacturing system, six sigma and lean manufacturing. BPR is a business management strategy that focuses mainly on the designing and analyzing of the workflow and business process of a business organization (Hwang et al. 2015). Reconfigurable manufacturing systems are dedicated production systems that are built and designed in such a way that it helps the companies drastically to improve and manage the production system of the organization in a proper way. On the other hand six sigma is totally based on ensuring the quality of the products. Last but not the least lean manufacturing refers to the systematic method of eliminating the waste in the manufacturing process. The theory is based on the waste that i s created through the overburdening or uneven workload. The organizations can attain operational efficiency by implementing this theories in a planned and proper manner. Three different strategies that can be used to implement the operational strategies are; Embrace Automation and outsourcing- Globalization has changed the whole world and in the modern days almost every of the tasks are automated. Organizations nowadays are implementing strategies to reduce the costs related to the manual labor and automate most of the task in the organization. Automation of the different tasks in an organization increases the organizational efficiency of the organization which in turn increases the productivity levels of the manufacturing unit. The organizational efficiency helps the organization to increase their profit margins. Automation of the organization helps it to serve the customers in a much efficient way as because customers do not have to face any glitches and they can also save ample time (Schildt and Perkmann 2013). Outsourcing on the other hand is the second step that is done after the automation process. The information that is processed in the automation process is transferred to the outsourcing channel who handles the necessary specifications. Every single organization has a dedicated team of outsourcing the gathered information. Setting the Right Expectations- It is the duty of the management of the company to set out the right standards through an effective communication process which is needed to prepare the different sales or marketing team to achieve the results and face any crisis situation. Setting out the right set of strategic expectations helps the organization to train the new employees according to the expectations of the particular organization. The management of an organization conducts regular meetings and discusses the various issues and the achievements of the company with the employees to make them motivated and perform their level best in the company. On the other hand the company also sets the right set of expectation for the client by highlighting them the process in which the organization works and develops a feeling of trust and social bonding with the customers. Characteristics The advancements in technology has been helpful for conducting business operations smoothly and efficiently. Social Media helps the business organization to; Increasing the Brand Awareness- The most important task of social media is to help the company increase its brand awareness. The organizations have their dedicated presence in different social media pages which helps the users of social media to get an idea about the company and its products. Social media advertisements help the company to increase brand awareness towards their products and make their products one of the best in the market (Magdalena 2014). Driving the traffic- Social media presence makes the people aware of the products and the services offered by the company and thus they are attracted towards them. This makes the company drive the attention of the customers towards them and helps them to attain considerable profit and competitive advantage in the market. Generating new leads- The customers share their reviews as well as describe the possible changes that can be made to make a product better in the social pages of the companies (Hult and Sjlund 2017). The reviews helps the companies to improve their products, innovate new products according to the demands of the customers. The companies can also find new ideas from the social pages and address them accordingly. It also helps them to develop and optimize informative contents. Improving the return on Investments- Social media presence increases the amount of revenue earned against investment. Challenges Some of the main challenges that are faced during the management of the operations of a business organization are; Complex Regulatory Reforms- Complex regulatory reforms are a real threat to the improvement of the organizational efficiency. The operational reforms and policies of the organization have a high demand for the firms who buys products from the market and have never experienced such a fixed and regulated infrastructure helps to manage the daily operations of the organization. The organizations must fix their strategy in such a way that it can easily handle the complex set of rules of the organization. Limitations of the System- The main aim of the organization is to meet the demands of the customers. Therefore it is utmost necessary to stay updated about the recent developments and update their system accordingly (Brooks 2015). It is a very challenging task for the organizations to identify the exact time and detail about when a specific plan is to be implemented or when an issue is to be addressed. The organizations generally lacks in technological advancements which hampers their cause for meeting the requirements of the customers. Therefore the main task of the management is to implement and integrate new technologies in the workplace to make sure that they can meet the demands of the customers and create a competitive advantage in the market. Technological solution helps to increase the efficiency of the company as well as increase its productivity levels. Restricted Budget- Restricted budget has been a problem for the industry especially for small and medium sized organizations. Lack of funds in the small and medium sector business creates serious challenges for such organizations to survive in the market. It is difficult for these firms to get a proper IT solution that makes their company vulnerable to external threats (Trainor et al. 2014). Use of Social Media Tools In the present world, social media is playing an important role in the business management. Organizational purposes are very much depending on the social media initiatives. Social media helps to facilitate the flow of information that will strengthen the customer interaction and improve the collaboration. The operational efficiency of a business can be improved by way of using social media. Under the business management program, certain things are necessary that create impacts on the economy, social and environment. There are certain environmental implications created on the process of production. According to the life cycle assessment, a link up can be established in between the operational efficiency and environment implication. Environmental consideration is based on the different nature of the business. It is to be stated that the consumption input, production or the cultivation process of the business are very much affected by the environment and in this regard, social media pro vides a serious implication. It can be stated that the news regarding the business process can be posted through the social media and if there is any negative effects remained, the same can be benchmarked. If there is any laxity regarding the estimation of environmental degradation or consideration, the consequence will be lead towards operational inefficiency. The ultimate objective of business is to gain profits and the objectives of the operational efficiency is also based on the monetary inputs and outputs. Therefore, the economical implications are one of the most important thing in case of business management. It is to be understand the meaning of the economic consideration (Treem and Leonardi 2013). The term economic consideration can be denoted the process of facts or matters that taken into consideration during the formulation of judgment or when a decision is to be pending regarding the production, distribution and consumption of goods. These things are to be done within the territorial jurisdiction of certain locations. There is an accumulation process observed regarding the economic and environmental consideration. There is certain factors work for the environmental degradation that affects the operational efficiency a lot. Sometimes, the biotic factors are helping the process of environmental consideration. The economic and env ironmental consideration is inter-related to each other. Therefore, it can be stated that environmental degradation should be curbed to follow a growth in the economical section and social media can be a good option to increase the awareness. Awareness can be spread through various websites and that can lead to the operational efficiency. 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