Was Okonkwos Suicide at the End of the Novel Expected free essay sample

He was driven by the fear of his father- to avoid being weak and feminine, and as such, he developed into someone who was known for his perseverance, and it is indeed a shock that the protagonist eventually commits suicide, since one would have thought that he would possess enough courage to face the consequences. During the year of share-cropping, a vital year to Okonkwo, that marked the start of his career as a prosperous farmer, the rain poured, and the crops were destroyed. As many were discouraged, Okonkwo was described as having a heart of a(the) lion, and strived even harder instead of being beaten down by the failure. This is a clear representation on Okonkwos willpower, and perseverance. The fact that he was not able to face up to the changing Ibo culture and chose to gave up is certainly unexpected. Moreover, Okonkwo was always seen as a character that was warrior-like, one that believed in fighting back for a cause. In the novel, Okonkwo is described as a warrior, having been the first one to bring back a human head, in the latest prestigious inter-tribal war. This shows his prowess as a person, and his willingness to fight for a cause. Furthermore, he was one of the most respected lords of the clan, and he threw the Cat. His remarkable achievements as a wrestler that propelled him to fame serves as a clear representation of the fighting spirit that Okonkwo had. As such, we would expect him to feel very unjustified and anger towards the Whites for their humiliation for the leaders of the clan, through depriving them of basic rights such as the toilet, and shaving their heads, as well as for their breaking of the clan. Okonkwo was seen to be the ideal leader to lead his clan and tribe towards a revolution against the Whites, nd hopefully overthrow them. However, no such spirit was seen in Okonkwo, unlike the masculine traits he portrayed throughout the book. Instead, he chooses to hide as a coward and commits suicide in the end. However, on the flip side, there is a certain degree in which Okonkwos suicide was expected since we expected him to be driven by fear. Okonkwo is a man who was possessed by his extreme fear of weakness and failure. We see that very clearly here. In the novel, after the men were released, Okonkwo wanted the clan to fight back, and gain their rights. Hence, he proceeded to kill the head messenger to prove to them that they should fight back. However, the missionaries were allowed to run away and he would bear the consequences. But since Okonkwo previously knew about the men in Abame and the hanging incident, he could have chose suicide as an option over public humiliation. Since he was so afraid of failure and of seen as being weak or vulnerable, there was a high possibility that he would not want to face a public death and be subjected to the White mans tortures. Thus, the only way of an escape was for him to take his own life. This resulted in his suicide in the end. The reason as to why this fear would take over Okonkwo and undermine his other positive traits like determination, is solely due to his childhood background and the failure of his father, Unoka. As a child, Okonkwo barely had enough to eat, and his father was a poor farmer. He was the kind of farmer who enjoyed music and fellowship, instead of hard work in the fields. It was a disgrace to be shamefully insulted by his friends, that his father was called an agbala, which meant woman, and he took offence as it was a total shame to be called a effeminate in a masculine tribe. This was the main driving force that led to Okonkwos inbound fear of being seen as someone weak and incapable. He wanted to be someone with ambition, someone with drive, and someone with power over his own life. Hence, he chose to commit suicide and this was very predictable as he wanted to be the one who had the say over how he died. Furthermore, since Okonkwo was a very rigid man, it was one of the reasons for his suicide. Due to Okonkwos inflexible character, as seen in how he aw rules as rules and family as family, in terms of carrying out the goddess orders. In the killing of Ikemefuna, though Okonkwo was warned by a senior member, Ogbuefi Ezeudo, not to have a hand in the boys death, he still proceeded with the group of men and Ikemefuna into the forest. Even though he loved Ikemefuna as a son, and allowed him to carry his chair to important wrestling matches, he was not flexible enough to note the difference between obeyance as a member of the Ibo tribe, and close fostered bon ds as a family. His way of thinking was mainly one-tracked, and he did not view alternative ways of viewing the matter. Similarly for this dominance of the White people in the Ibo society, instead of viewing it positively on how they have set up a trading store, as well as a hospital and schools help to improve the standard of living in society, his rigid way of thinking as a person caused him to be uncomfortable to the changes in the hierachy structure. As a result of this, Okonkwo was not able to adapt to the changes successfully, and chose suicide to escape. There are internal and external factors influencing an individuals decision and view on different things. Okonkwos single action of commiting suicide shows how much weighing of his character was put into place, and conveyed his more dominant trait- blatant fear and inflexibility, which led to the death.

Psychological Basis of Teaching and Learning

Question: Discuss about thePsychological Basis of Teaching and Learning. Answer: Introduction Motivation can be explained as the vital key to achieve success institutional success. Motivation is one of the well-defined and well established aspects in the present institutions. The primary aim of motivation is to develop the morale of the students and offer them the utmost satisfying and required facilities. The motivation of the students at the institutions can be in the form of higher rewards, perks, recognitions, informal environment etc. (Gruman and Saks, 2011). The greater these benefits are the higher is the motivation level of the students is. One more key factor which is associated with the motivation is the students involvement. The institution can achieve great success if there is greater students involvement in terms of the involvement in the overall studies, decisions and actions taken at the institutions (Manzoor, 2012). Earlier motivation was just a theory which was applied in few service organizations but with change in time and workplace culture there is an exte nsive need of motivation especially at the institutional level. Presently motivation is the key concern area in the institutions so there can be achieved higher student involvement. It is not necessary that the motivational level of all the students or the people functioning at a place is similar. The motivational level varies from person to person. Therefore it is necessary to identify the individual needs and recognitions so that appropriate theories and practices can be applied to increase the motivational level of an individual. Presently the institutions incorporate several practices and programs for enhancing the motivation of the students (Nickols, 2010). The institutions laid emphasis on the personal development of the students so that they can have improved results. The enhanced student involvement and motivation has extensive number of advantages such as improved results, enhanced efficiency and effectiveness in the work, increased individual satisfaction and decreased rat e of the students failure. The greater the motivation is the higher is the involvement of the students which results into delivery of innovative ideas and viewpoints which helps in the institutional growth (Zhang and Bartol, 2010). The student involvement and the motivation are the primary and most vital aspects which helps the institutions to attain great ladders of growth and success. These two elements are highly interconnected. And it is essential for the institutions to lay emphasis on both the aspects equally i.e. improving the students involvement by involving them in decision making and incorporating practices which can increase the motivation level of the students (Crawford, LePine and Rich, 2010). Managing a Group of Students who Possess Diverse Motivation Level In various schools, institutions and associations whether the services, hospitality, nursing etc. there are various group of individuals which have different view and opinions in regards with the motivational concept. There are number of theories which will provide an in-depth understanding of the motivational concept, the way in which the motivation can be boost of the people with low motivation (Dartey-Baah and Amoako, 2011). The theories will also help in maintain the motivation of the students who possess high motivational level as well as focus upon the improvement in the motivation of the people who have moderate motivational level. ERG Motivation Theory of Alderfer The ERG motivation theory of Alderfer is basically another form of the Maslows need hierarchy theory. But the five needs have been categorized in three categories only i.e. Growth, Relatedness and Existence. In the existence needs there includes all the desires which are physiological and material needs of an individual for example affection, love, safety, clothing, air, water and food. In the relatedness needs there includes external as well as social esteem, the association with the employers, colleagues, friends and family. It also related to the feeling of security as a vital part of the society and the group. In the growth needs there includes self-actualization and internal esteem. It emphasizes an individual to develop and lay down productive as well as creative impact over the environment and oneself which means progressing towards the idea of oneself (Caulton, 2012). This theory of Alderfer prioritizes all the things and tasks in regards with the concreteness of the categori es. The existence needs are termed as the most concrete one and so they are extremely easy to analyze. Secondly the relatedness needs are comparatively less concrete and are depended upon the association among two or more individuals. And lastly the growth needs are considered as the least concrete and thus it varies from person to person. This theory can be applied at the institutions to motivate the students. In a nursing organization, there are students working as trainees of different categories. For example, the manger as well as the higher authorities must take care that the trainees or the nurses have various needs which are required to be satisfied for efficient working. As per the ERG theory if only one single need is to be emphasized upon than it will not provide desired results of achieving overall motivation. It is necessary that the overall needs must get satisfied. To manage three different kinds of people in an institution this theory can be used. To manage the individuals or the trainees with the least motivational level there has been used of the existence element. As the needs of these people are related to affection, love, safety, clothing, air, water and food are fulfilled than these people will get to know that the institution is considering for them and is also providing them opportunities to achi eve their existing needs. Secondly to manage the group of individuals which are moderately motivated there is a need to satisfy their relatedness needs (Kakkos and Trivellas, 2011). The individuals want to achieve external as well as social esteem, the association with the colleagues, friends and family and for this purpose the institution must provide them with opportunities. The opportunities can be in the form of social recognition, status in the society etc. these recognition will help these individuals to get highly motivated. Lastly to manage the group of individuals which are already highly motivated it is required that there growth need must be concerned. Self-actualization and internal esteem are required to be achieved and for this organization must provide the individuals with opportunities such as providing them the opportunities to develop themselves as well as positive feedbacks and recognitions. Abraham Maslow: Hierarchy of Needs The hierarchy of need theory basically categorizes the needs of the individual in five main factors or hierarchy level i.e. physical needs, self-actualization, safety needs, esteem needs and social needs. All these levels have various numbers of elements which are required to be emphasized and accomplished for motivating an individual. The hierarchy of needs theory is useful in the institution where there are students with diverse motivational level as it helps in proper identification of the individual needs and requirements (Jerome, 2013). This theory in the nursing organization ensures as well as safeguards that all the lower level requirements of the trainees get completely satisfied. The Maslows theory offer various opportunities to the individuals in the nursing department for attainment of the needs of approximately all the major levels. To increase the motivation of the trainees in the nursing organizations, the theory focuses on all the five levels. To the students or the tr ainees who have higher motivational level are provided with continuous incentives and benefits which they are getting so that they can be remained highly motivated. These are in the form of incentives which help the individuals in experiencing self-actualization (Kremer and Hammond, 2013). Secondly the trainees with moderate motivational level are provided with increased work role, development trainings and incentives so that their motivational level can be upsurge and they try to have increased satisfaction and lastly the individuals with the low motivation level are been focused by providing them opportunities to accomplish their basic needs as well as to have access to next level needs. Such as in nursing organization the nurses or the trainees have been provided with the opportunities to complete their basic needs (Kaur, 2013). Tesco is one of the leading examples which have applied both the ERG motivation theory as well as Maslow need hierarchy theory in the organization for enhancing the motivation of the individuals. The organization offers high salaries and wages which acts as the motivation factor for the students to join the organization as it satisfy the physiological and basic needs of the individuals. Tesco also take use of career advancement and responsibilities as the prime motivators which helps the students who are working as part time employees. The company possesses a staff options systems through which every promising and potential performer is given a chance of career advancement based upon the competence of that individual. Tesco provides extremely friendly culture to the individuals which help them in getting maximum productivity. The staff also gets huge discounts as well as privileged cards under the employee benefit scheme (Hanas, 2010). David McClelland: Theory of Needs David McClelland has developed the theory of needs in which it was stated that there are three major elements which acts as the motivators for the individuals. These motivators are a need for power, a need for affiliation and a need for achievement. It has been analyzed that the individuals have diverse characteristics which depends upon the motivator which dominates them. As per the psychologist McClelland these motivators are generally learned and this one of the reason this theory is also known as the learned theory. For example, in the institutions there are several types of individuals and regardless of their age, culture or gender all these individuals or the students possess these three motivating drivers. And in all those individuals one motivating driver is the dominant one which forces them to work or get motivate. This dominant motivator is extremely depended upon the individuals life experience and culture. To manage three different kinds of students in an institution thi s theory can be used (Bruton, Ahlstrom and Li, 2010). To manage the individuals with the least motivational level there has been used of achievement motivator. In this there has been setting up of challenging goals. The individuals are required to take risks for achieving these goals. Once they achieve these goals as well as positive feedbacks they get motivated. To manage the group of students which are moderately motivated the dominant motivator is the affiliation. These individuals generally wants to have a group belonging. These individuals work in a team and are must favored by collaboration instead of competition. Thus to manage them there is need of association with other and wants to achieve group recognition. Lastly to manage the group of individuals which are already highly motivated the dominant motivator is power (Day and Antonakis, 2012). These individuals have a primary aim to control as well as influence other individuals. There is a need to manage the motivational le vel of this group which is done by providing them opportunities to have recognition, high status, winning arguments and completion. Through these elements these individuals can easily be managed. Thus if seen from the perspectives of a nursing organization it can be stated that according to this theory the trainees get motivated when there is setting up of goals and objectives which are difficult in nature. The nurses and other trainees are provided with regular feedbacks which act as the motivator for them to out their efforts and achieve the set targets. Once the trainees achieve the goals they increase their effort for the attainment of affiliation and later on for achieving power (Forbes, 2011). Equity Theory by John Adams In the equity theory developed by John Adams, it has been stated that there are several factors which affects the motivation level of the individuals. This theory basically emphasizes upon the perception of the students of their association with the instructor or the professor and the work and its impact over the motivation level of them. This theory is basically developed on the notion that one of the major reasons behind the de-motivated students is the variance in their desired results and their actual results (Bell, 2011). The students found that the output they are receiving are less than the inputs they have served to the institution. And this result into de-motivation, decreased efforts, dissatisfaction, reduced involvement and increased failure rate. Through this equity theory the students can be motivated if they have been provided with equitable and fair opportunities of development and growth (Shantz and Latham, 2011).It is required that the students must be treated with h igh fairness without any issue of inequality. For example, in the various nursing organizations, it is required that all the nurses or the other trainees must get equal opportunity to get incentives and to get promoted. They must be providing with an open discussion of the overall results of the performances so that there can be equality and fairness in the incentives provides as well as in the delegation of the authorities. It will increase the motivation level of all the trainees and mainly the one with the low motivational level. It will also encourage the students to remain motivated and put their extreme efforts in the achievements of the goals (Bell and Martin, 2012). HSBC is one of the leading financial institution as well as a recognized example of a motivational organization which motivates its employees with best possible practices. The bank pays the highest salaries and wages to its employees in comparison with other financial institutions. And this becomes one of the biggest motivations for the student to associate with this organization. The rate of annual increments of HSBC banks is also very high. The work culture has been used by the bank as the factor of motivation as it helps the employees to develop and grow. The equity theory is been taken use by the bank for motivating the employees as equal and fair recognition plan and practices have been implemented in the organization. Other benefits which the bank offers to its employees for increasing the motivation level includes various parties, annual trips, paid holidays, discounted price of the shares etc.(Hanas, 2010). Expectancy Theory by Victor Vroom The expectancy theory works upon three major elements i.e. outcomes, performance and efforts. The theory explained that the performance of an individual is basically based upon various factors such as abilities, experiences, knowledge, skills and personality. As per Vroom, the three elements, outcomes, performance and efforts are highly linked with the individuals motivation. Expectancy can be understood as the belief which shows that with the increase in the efforts there is improvement and enhancement in the performance. As per this theory of Victor Vroom, the students in an institution get motivated when they have been provided with opportunities for their growth and personal development. The students develop several expectations in regards with their efforts done. It is necessary for the institutions to satisfy the students by providing them opportunities so that they can fulfill their expectancies. There is a direct connection among the accomplishment of the expectancy and the m otivation of an individual (Blue, 2011).To manage three different kinds of students in an institution this theory can be used. To manage the students the institutions must work as per the individual need of the students as the expectancy level of each student is different. Analysis of efforts, performances and expectancies will give a better understanding of the motivational level of the students. Google is one of the well-known leaders in providing the best working place to its employees. The motivational level of the employees working at Google is extremely high. Google take use of the expectancy theorys principles for achieving an innovative organizational work culture. To meet the expectancy of the individuals the company offers several benefits to them such as discounted legal aid, tuition reimbursement, paid maternity leave, travel insurance, onsite nurses and physicians, free dinner/lunch etc. All these perks increase the motivation of the individuals such as the reimbursement of the tuition fees motivate the student to achieve higher studies who are at part time job at Google (McMillon, n.d.). Frederick Herzberg: Motivation and Hygiene factors In the Herzberg two factor theory of motivation, the students issues regarding the motivation and dissatisfaction are considered as two diverse aspects. For enhancing the motivation of the students the institutions use syllabus and course redesigning. As per this theory the students get motivated by two different factors. The first factor is the hygiene factor which includes security, interpersonal relations, physical working conditions, fringe benefits, administrative policies and institutional policies. The improved and increase in all these elements have a direct impact over the motivation of the students. The second factor is the motivation factor which includes meaningfulness of the work, responsibility, growth and promotional opportunities, sense of achievement and recognition. The enhancement and improvement in these factors develops and enhances the motivation of the students and emphasize them to work hard (Armstrong and Taylor, 2014).To manage three different kinds of stude nts in an institution this theory can be used as the students with least motivation must be provided with additional benefits, fringe benefits. The students with moderate motivation level must be provided with responsibilities and growth opportunities. And the individuals with high motivation must be offered opportunities for sense of achievement and recognition. Tesco is one of the respectful examples which can be given in the application of this theory at the workplace e for enhancing the motivation of the individuals. The company pays concern over the hygiene factors for motivating the individuals. For instance, Tesco empowers as well as motivates the individuals by implementing timely and appropriate communication with them, by delegating several authorities and responsibilities and by involving the individuals in the decision making. There are open forum in which there is involvement of the individuals related to the pay rises. It displays the work recognition of the employees of Tesco. Douglas McGregor: Theory X and Theory Y The motivation theory developed by McGregor has two variables i.e. Theory X and Theory Y. As per the Theory X, it has been assumed that the individuals are naturally disliked working and they are de-motivated. In such situation, the leaders or the institution takes use of authoritarian management style. There is taken use of strict control and threatened forces for make the work done as well there is high supervision level at every next step. As per the Theory Y, it has been assumed that individuals take responsibilities and are interested in getting motivated. Therefore the institutions take use of participative management style which is de-centralized in nature. The students enjoy their studies as well as assessments with less supervision (Miner, 2015). To manage three different kinds of students in an institution this theory can be used. To manage the students with the least motivational level there has been used of the Theory X so that they can perform well by the threat of autho ritative management style and forced to study hard and give appropriate results to the institution. To manage the group of students which are moderately motivated there must be take use of Theory Y as to give them higher responsibilities so that can enhance their performance as well as motivation. Lastly to manage the group of individuals which are already highly motivated Theory Y will only be used as to provide them recognition and rewards for their hard work so that their motivation remain same (Gannon and Boguszak, 2013). Standard Chartered Bank is one of the corporate examples which apply this theory of motivation in the organization. The organization takes use of Theory Y for motivating the employees. There are several benefits provided to the employees such as high salaries, fringe benefits, job security, opportunities for development and training. There has been offered appreciation and rewards to the efficient workers. There is delegation of responsibilities to the students who work as trainees so that they can have promotions (Irungu, 2013). Conclusion The students who are motivated are the actual and potential assets to an institution as motivation is the key factor for attaining institutional growth and success. The report clearly states that there are several motivational theories which play a vital role in the business, service and educational institutions for enhancing the motivation of the individuals and increase their involvement. All the above explained theories have significant approach in making the individuals motivated. There are various students in the institutions with different motivational level. Thus the report describes that in what manner the diverse needs of the students can be satisfied and they can be motivated (Rich,Lepine and Crawford, 2010).The evaluation of the theories states that there is some similarities among all the motivational theories and the primary and end goal is to satisfy the needs of the students and to motivate them. Hence it can be concluded from the overall report that the institutions m ust use the motivational theories and their significance application for boosting the motivational level of the students or trainees and attaining the institutional goals. References Armstrong, M. and Taylor, S., (2014).Armstrong's handbook of human resource management practice.Kogan Page Publishers. Bell, R. L. (2011). Addressing employees' feelings of inequity: Capitalizing on equity theory in modern management.Supervision Magazine, 72 (5), 3-6. Bell, R.L. and Martin, J.S., (2012). The relevance of scientific management and equity theory in everyday managerial communication situations.Journal of Management Policy and Practice,13(3). Blue, C.S., 2011.Motivation theories and human resources. Bruton, G. D., Ahlstrom, D., Li, H. L. (2010). Institutional theory and entrepreneurship: where are we now and where do we need to move in the future?.Entrepreneurship theory and practice,34(3), 421-440. Business Case Studies, (2017), Motivational theory in practice at Tesco, Retrieved on: 13th February, 2017, Retrieved from: https://businesscasestudies.co.uk/tesco/motivational-theory-in-practice-at-tesco/maslow-and-herzberg.html#axzz4YmHDWuuQ Caulton, J. R. (2012). The development and use of the theory of erg: A literature review.Emerging Leadership Journeys,5(1), 2-8. Crawford, E.R., LePine, J.A. and Rich, B.L., (2010). Linking job demands and resources to employee engagement and burnout: a theoretical extension and meta-analytic test.Journal of Applied Psychology,95(5), p.834. Dartey-Baah, K. and Amoako, G.K., (2011). Application of Frederick Herzberg's Two-Factor theory in assessing and understanding employee motivation at work: a Ghanaian Perspective.European Journal of Business and Management,3(9), pp.1-8. Day, D. V., Antonakis, J. (2012).The nature of leadership. Sage. Forbes, D.L., (2011). Toward a unified model of human motivation.Review of general psychology,15(2), p.85. Gannon, D., Boguszak, A. (2013). Douglas McgregorS Theory X And Theory Y.CRIS-Bulletin of the Centre for Research and Interdisciplinary Study,2013(2), 85-93. Gruman, J.A. and Saks, A.M., (2011). Performance management and employee engagement.Human Resource Management Review,21(2), pp.123-136. Hanas, (2010), IMPROVING STAFF PERFORMANCE, People and Organisation, Retrieved on: 13th February, 2017, Retrieved from: https://hanasmahroof.blogspot.in/2010/05/improving-staff-performance.html Irungu, K.J., (2013), A Study of Employee Motivation at the Standard Chartered Bank of Kenya, Pp.19, Retrieved on: 13th February, 2017, Retrieved from: https://www.academia.edu/14130505/A_Study_of_Employee_Motivation_at_the_Standard_Chartered_Bank_of_Kenya Jerome, N. (2013). Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employees performance.International Journal of Business and Management Invention,2(3), 39-45. 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Organizational Structure Paper

Introduction With globalization and advancement in information technology, enterprises have expanded their operations beyond national borders. Business firms no longer operate in the same geographical regions.Advertising We will write a custom essay sample on Organizational Structure Paper specifically for you for only $16.05 $11/page Learn More As a result, competition in the global markets has intensified. Businesses have been forced to define better ways of responding more quickly to this change in the business environment. The type of structure adopted by an organization has far-reaching effects on its success in the competitive environment. In order to stay put in business, a business firm must adopt and implement organizational structure that would enable it quickly respond and adapt to the market changes. Case Study: Starbucks Corporation Brief History and Background Starbucks is an international company headquartered in Seattle, Washington. Since its inception in 1971, the company has realized significant growth. It has been expanding its business operations to many countries of the world. Currently, Starbucks Corporation is the largest coffee company in the world. It is estimated to have more than 19,000 stores in 60 countries. The significant achievements of the company are attributed to effective leadership and appropriate organizational structure.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Starbucks’ Organizational Structure (Matrix Structure) Intense competition has forced the company to adopt and implement organizational structure to allow it respond more quickly to rapid changes in the business environment. Starbucks has embraced matrix organizational structure which facilitated grouping of employees by both product and function. Employees in the organization are grouped into teams so that they can take advantage s of each other when accomplishing duties. The structure is flat and differentiated according to functions needed to achieve specific goals. Similarities and Differences between Matrix Structure and Functional Structure Functional structure has also been widely adopted by numerous companies around the world. Notably, functional structure has features similar to those of matrix structure. In both cases, an organization classifies its employees into divisions and allows functions to be integrated. Despite these similarities, they are distinct differences between the two. A matrix structure is more complicated than a functional structure. With a matrix structure, an organization is divided according to products and functions. Therefore, every employee serves two divisions i.e. a product and functional division.Advertising We will write a custom essay sample on Organizational Structure Paper specifically for you for only $16.05 $11/page Learn More By contra st, functional structure requires an organization to divide its employees basing on their abilities and qualifications. Unlike functional structure, matrix structure encourages employees to share knowledge. Similarities and differences between Matrix and Bureaucratic Structure Both structures are better suited for typically but not large scale organizations. In both structures, employees’ undertakings are intertwined hence they are jointly responsible for outputs of the organization. Organizations which have adopted bureaucratic structures are not differentiated whereas firms which have matrix structure are highly differentiated. Bureaucratic structures are highly standardized while matrix organizations have low standardization. A matrix structure gives an organization a flat structure while bureaucratic structure makes the entire structure of an entity flat. Matrix is a highly decentralized whereas bureaucratic is highly centralized. How Organizational Functions Influence an d Determine Organizational Structure of Starbucks Corporation Basically, an organizational structure defines how tasks are undertaken and reporting relationships which enable a firm to control and coordinate various activities in a bid to attain predetermined goals and objectives. Therefore, an organization must adopt and implement a structure that would facilitate attainment of the stated goals. In the paradigm case, human resources, marketing and finance operations have influenced the company to adopt matrix organizational structure. In order to stay put in the competitive business environment, Starbucks Corporation must be ready to respond to the changing needs and demands of the consumers, and this constitutes marketing functions. The company must react to new customers’ needs and demands.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More As such, it must ensure that lead-times for new products and services are reduced. Therefore, the company has to adopt matrix structure since it will allow it to survive in fast-paced environments. Starbucks has adopted aggressive marketing and product-placement business strategy which can only be achieved through departmentalization. In this case, employees’ efficiency and effectiveness is paramount. Division of employees by function and product allows the organization to coordinate their efforts. Starbucks organization values greater flexibility in various business operations. The organizational needs in respect to human resource are changing constantly hence the company must adopt matrix structure as oppose to hierarchical structure. Since the company has various departments, open communication between employees or stakeholders is valuable. The employees ought to share knowledge and cooperate so as to improve quality of products and service delivered to the customers. Matr ix structure is one of the organizational structures that have been proved to open up for communication. For a long time, Starbucks Corporation has been using teams of employees to perform all operations. Previous management of the entity has had the belief that use of teams allows employees to take the advantages and to make up for the limitations of each other. This would enhance maximum production both in short term and long term. How Organizational design Determines Starbucks’ Organizational Structure Starbucks is a customer-based coffeehouse company and it is operating in a fast-paced business environment. The challenge of most companies around the world has been meeting new customers’ demands. Therefore, the company must ensure that it has measures and processes that enhance quick response to the ever-changing needs of the customers. It must have effective and productive workforce at all times so as to guarantee quality products and services. As such, this has ne cessitated the corporation to employ matrix structure so as to adapt easily to the market changes. The structure inspires high degree of readiness to respond promptly to the new demands of consumers. The company handles different projects geared towards meeting the needs of the customers. Therefore, it must assign specialized resources to launched projects when need be. This can be realized only if there is matrix organization. In a classical view, Starbucks’ activities have been grouped into departments in its quest to achieve intended goals and objectives. The company has adopted formal departmentalization which witnessed grouping of various activities by functions. In the United States, the company is operating under four distinct divisions which include Northwest/Mountain, Northeast, Southeast and Western/Pacific. In order to have maximum communication between various departments and division, the company had to embrace matrix organizational structure. The departments and divisions must support the goals and visions of each other, and this mandated the corporation to adopt matrix structure. Conclusion Arguably, an organization structure influence the success of an entity in modern business environment. Starbucks Corporation has realized great deal of achievements due to its matrix organizational structure which has facilitated specialization and efficiency among the employees. It can be concluded that the structure is suited for companies operating in fast-changing environments. This essay on Organizational Structure Paper was written and submitted by user Br0therh00d0fEv1lMutants to help you with your own studies. 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Free Essays on Jean Toomer

of Jean Toomer, a writer and philosopher. Toomer’s life was consumed by an undying search for spiritual wholeness. He hated for things to be categorized and separated because of the certain characteristics of this group or item. His whole life was driven at being different from everyone else. He wrote poetry, novels, and short stories; and through his life he faced many trials and tribulations.(McKay) Nathan Eugene Toomer was born December 26, 1894, in Pennsylvania, to Nathan Toomer and Nina Pinchback. Nathan Toomer, Jean’s father, was twenty-seven years-older than Nina Pinchback, and Nina’s father, P.B.S. Pinchback, believed that he was not a suitable husband for his daughter. He believed Nathan Toomer was unreliable and an unscrupulous businessman; however, Pinchback did not prevent the marriage of his daughter to this man. Three months after the wedding Nathan Toomer left pregnant bride and did not return until three days before the birth of his son, Nathan Pinchback Toomer. Six weeks after his birth Toomer left again for several months and then returned; finally, in October 1895 he disappeared for good leaving Nina and his son without financial support. This caused Nina to move back to Washington D.C. and live with her parents in 1896. Her father was a strong political figure in the Reconstruction era, so they had the money to support them. They lived the re from 1896 to 1906, and perhaps to escape the conflicts between her parents and her; she remarried. They moved to Brooklyn and then to New Rochelle; it was here that Jean found the library and his love for reading. He also loved the outdoors because it gave him solitude. Jean enjoyed craving, bicycling, swimming, fishing, and sailing. It was in a sailboat that his stepfather gave ... Free Essays on Jean Toomer Free Essays on Jean Toomer Jean Toomer (1894-1967) â€Å"I am of no particular race. I am of the human race, a man at large in the human world, preparing a new race.†(Wagner) These are the famous words of Jean Toomer, a writer and philosopher. Toomer’s life was consumed by an undying search for spiritual wholeness. He hated for things to be categorized and separated because of the certain characteristics of this group or item. His whole life was driven at being different from everyone else. He wrote poetry, novels, and short stories; and through his life he faced many trials and tribulations.(McKay) Nathan Eugene Toomer was born December 26, 1894, in Pennsylvania, to Nathan Toomer and Nina Pinchback. Nathan Toomer, Jean’s father, was twenty-seven years-older than Nina Pinchback, and Nina’s father, P.B.S. Pinchback, believed that he was not a suitable husband for his daughter. He believed Nathan Toomer was unreliable and an unscrupulous businessman; however, Pinchback did not prevent the marriage of his daughter to this man. Three months after the wedding Nathan Toomer left pregnant bride and did not return until three days before the birth of his son, Nathan Pinchback Toomer. Six weeks after his birth Toomer left again for several months and then returned; finally, in October 1895 he disappeared for good leaving Nina and his son without financial support. This caused Nina to move back to Washington D.C. and live with her parents in 1896. Her father was a strong political figure in the Reconstruction era, so they had the money to support them. They lived the re from 1896 to 1906, and perhaps to escape the conflicts between her parents and her; she remarried. They moved to Brooklyn and then to New Rochelle; it was here that Jean found the library and his love for reading. He also loved the outdoors because it gave him solitude. Jean enjoyed craving, bicycling, swimming, fishing, and sailing. It was in a sailboat that his stepfather gave ...

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