Dimensions and Antecedents of Organisational Citizenship Behaviour (OC

Question: Describe about the Dimensions and Antecedents of Organisational Citizenship Behaviour (OCB)? Answer: Introduction While executing any study with considering organizational citizenship behaviour or OCB as the study area, it is very essential to understand the concept in details. It is noted that OCB is a specific thought of discretionary behaviour of individual people, which is not related with the job description. Rather, it implies the personal choices of people (Almenara DiÃÅ' az de Pezo, 2013). Various researchers have identified that the concept of OCB revolves around three major aspects: 1] It goes away from the fundamental prerequisite of job; 2] To a large extent discretionary in nature; and 3] Provide benefits towards the organization; Throughout this study, the researcher is intended to evaluate various past studies related to OCB to obtain a clear idea about it along with the gap exists in their studies. Organisational Citizenship Behaviour Mohammad et al. (2011) designed the study in order to measure the dimension of the OCB (Organisational Citizenship Behaviour). Apart from that, this study also analysed the facts that relates with the Organisational Citizenship Behaviour. This study has explored that the intrinsic and extrinsic job satisfaction are very much essential aspect of predicting the organisational citizenship behaviour. Throughout this study, the author tried to assess the relation between organisational citizenship behaviour and satisfaction from job. The researcher of this study investigated the effect of two dimension of job satisfaction, intrinsic and extrinsic. Apart from that, this study analyses and investigated the two dimension of Organisational Citizenship Behaviour that are OCBI and OCBO. In order to analyse the information, researcher used social exchange theory in this particular journals (Akinbode, 2011). The norms and forms of social exchange theory explain the analogy maintenance balance bet ween the organisation and their employees. Through this journal, it has been identified that Organisational Citizenship Behaviour is one of the formal reward system process. OCB allows the management or the CEO of the organisation in the business industry to aggregate as well as to promote the functioning that effective for the organisation. Apart from that, Alabak, Peker and Booth (2015) generalized tat OCB is one of the processes that generates success for organisation through engaging employees in one relationship. On the other hand, Almenara DiÃÅ' az de Pezo (2013) argued that Organisational behaviour directed the employees towards individual. Organisational citizenship behaviour allows the employees in performing individual work within the workplace of a business organisation. Moreover, Organisation Citizenship Behaviour helps in identifying the problems that relates with the organisational growth and effectiveness. Furthermore, researcher discussed that Organisational Citi zenship Behaviour also directed the employees, operational process towards, and organisations own perspective such as develop the product based on the supply. Organisational Citizenship Behaviour helps in befitting the actions of an organisation particularly. From the point of view of job satisfaction of the employees within the workplace of the organisation in business industry, organisational citizenship behaviour is contributing several factors in both physically and mentally to the employees. CHEN et al. (2012) cited that Organisational Citizenship Behaviour contributed several methods towards the employees in terms of generating benefit for their well being. For this particular case study, researcher selected the probability sampling method in order to select the respondents during collection of primary data. 60 staffs including librarian of the University of Kebangsaan Malaysia was selected for the interview in terms of gathering primary data. Researcher develops 79 questionnaires for the respondents that closely related to the chosen topic. The questions are prepared in the bilingual model. Data were collected through the interviews an survey. Researcher conducted the face to face interviews for collecting information in this case study. For analysing data, researcher used the quantitative data analysis technique. Through the questionnaires, it has been measured that within the organisational process, value of Organisational Citizenship Behaviour is much important and effective factor regarding satisfaction of job for the employees. This study proved the high internal consistency is the most valuable aspects of job satisfaction of the employees in any industry. The researcher of these journals indicated that intrinsic job satisfaction of employees is positively and significantly related with the Organisational Citizenship behaviour Christ et al. (2003). On the other hand, this study also identified that job satisfaction of extrinsic is also closely attached with the Organisational Citizenship Behaviour. Evaluation of Organisational Citizenship Behaviour In this particular article, the researcher mainly evaluated the Organisational Citizenship Behaviour in some organisation in the Zimbabwe region (Chiboiwa et al. 2011). The analyst of this study represented that job satisfaction level have to be high from the point of view of employees of the organisation in terms of generating organisational success in current and sustain the organisation in future. Employees and the customers are key aspects of business. Therefore, job satisfaction of employees allowed the organisation in satisfying their customer and increase profitability. Through the entire study, researcher represented that job satisfaction of employees within the workplace of organisation especially in the business environment in order to achieve the organisational goals. Intrinsic and extrinsic is the two important factor of organisational citizenship behaviour that allows the organisation in motivating their staffs and satisfied them in their current role of job. It has been also identified that motivation and satisfaction of employees are the key terms of generating higher consistency and production in organisation. Apart from that, Harris (2012) opined that dimensions of the Organisational Citizenship Behaviour are the effective methodology of satisfied employees in their role of work within workplace. Organisational Citizenship Behaviour is the key aspects of the employment and satisfying them in their work. In order to analyse the effectiveness of Organisational Citizenship Behaviour, researcher used quantitative data analysis method in this particular study. Through the questionnaires, researcher administered more than 1202 employees from different organisation in the region of Zimbabwe. Therefore, researcher measured that Organisational Citizenship Behaviour is the effective process of engagement employees with the organisation. Random sampling was used for measuring the population of this study. Moreover, researcher through the random sampling procedure selected the respondents in a proper way. Moreover, the result was positive. However, researcher for this studies unable to understand the process of working of the dimensions of Organisational Citizenship Behaviour regarding job satisfaction. The population of this study provides bias information in order to save their job in their respected organisation where they working currently Hooi (2012). Apart from that, the working condition with the employees for this study was very poor that make unable to gather appropriate information for conducting suitable study. For future work based on this topic, researcher have to engaged more staffs through proper norms and forms and motivate them in providing right information that will be effective and efficient for successful conduction of study. Organisational Behaviour for the environment In order to improve the environmental practice, organisation has to provide better job satisfaction to their employees (Boiral and Paill 2012). Apart from that, job satisfaction of employees also allows in clear performance of the organisation in business environment. Researcher conducts this study because the effectiveness and role as well as responsibilities of the Organisational Citizenship Behaviour still remain unexplored. Therefore, this study analysed the formal management system for the organisation in business environment in terms of providing better job satisfaction such as energy efficiency process, recycling of waste materials, sorting the working time, etc (Kazemipour and Mohd Amin, 2012). The main objective that followed by the researcher in this case study was to identify as well as validate the instrument of measuring process of Organisational Citizenship Behaviour. The method that used in this article by the researcher is mainly for the studying for the effectiveness and validating the efficiency of Organisational Citizenship Behaviour. In order to validate the efficiency of the measurement instrument of Organisational Citizenship Behaviour, researcher used the several step such as analysed the data using deductive research approach. Deductive research approach helps in identifying the effectiveness of Organisational Citizenship Behaviour because it first gather information and then hypothesis of gather data for generating a suitable outcome. Researcher constructed the post positivism research philosophy in this research study for constructing the correspondence and operational procedure for the Organisational Citizenship Behaviour measurement instrument (Teh and Sun, 2012). Therefore, more than 1200 staffs of different organisation in the business environment was selected by the analyst of this research due to collecting of primary data that v ery much effective (Toga, Khayundi and Mjoli, 2014). Random as well as probability sampling method have been used by the researcher in terms of selecting the respondent for interview (Tsai and Wu, 2010). Through the quantitative data analysis technique, researcher was conducted the data analysis part and generates suitable research for this study. The main limitation for this study was that, researcher does not get enough time for gathering information and analysis that data properly. Therefore, all the information of this particular study is unable to provide appropriate idea. The key measurement of this particular study was that generate the job satisfaction for the employees in business organisation. For future research, need to gather information more from the several part of the region throughout the world and conduct an analysis with appropriate tools such as SPSS. This can allow the researcher in identifying the role of Organisational Citizenship Behaviour for the environment properly. Summary Through the above discussion, it has been seen that intrinsic and extrinsic are the two main dimensions of the Organisational Citizenship Behaviour. Both the dimensions allow management or CEO of business organisation or educational industry in satisfying job of heir employee. However, from the above discussion it has been also identified that job satisfaction and appropriate measurement of Organisational Citizenship Behaviour is the key aspects of developing business and maintain the formal duties and responsibilities towards goals and objectives of organisation. References: Akinbode, G. (2011). Demographic and dispositional characteristics as predictors of organisational citizenship behaviour.IFE PsychologIA, 19(1). Alabak, M., Peker, M. and Booth, R. (2015). Looking good or doing good? Motivations for organisational citizenship behaviour in Turkish versus South Korean collectivists.Int J Psychol, p.n/a-n/a. Almenara DiÃÅ' az de Pezo, M. (2013).Factors that impact on organisational citizenship behaviour in Peruvian companies. Maastricht: MSM. Boiral, O., and Paill, P. (2012). Organizational citizenship behaviour for the environment: Measurement and validation.Journal of business ethics,109(4), 431-445. CHEN, S., YU, H., HSU, H., LIN, F. and LOU, J. (2012). Organisational support, organisational identification and organisational citizenship behaviour among male nurses.Journal of Nursing Management, 21(8), pp.1072-1082. Chiboiwa, M. W., Chipunza, C., and Samuel, M. O. (2011). Evaluation of job satisfaction and organisational citizenship behaviour: case study of selected organisations in Zimbabwe.African Journal of Business Management,5(7), 2910-2918. Christ, O., Dick, R., Wagner, U. and Stellmacher, J. (2003). When teachers go the extra mile: Foci of organisational identification as determinants of different forms of organisational citizenship behaviour among schoolteachers.British Journal of Educational Psychology, 73(3), pp.329-341. Harris, C. (2012).Relationships between psychological capital, work engagement and organisational citizenship behaviour in South African automative dealerships. Hooi, L. (2012). Organisational justice, organisational citizenship behaviour and job satisfaction: what is the relationship?.JIBED, 6(3/4), p.274. Kazemipour, F. and Mohd Amin, S. (2012). The impact of workplace spirituality dimensions on organisational citizenship behaviour among nurses with the mediating effect of affective organisational commitment.Journal of Nursing Management, p.n/a-n/a. Mahembe, B. and Engelbrecht, A. (2014). The relationship between servant leadership, organisational citizenship behaviour and team effectiveness.SA Journal of Industrial Psychology, 40(1). Mohammad, J., Habib, F. Q., and Alias, M. A. (2011). Job satisfaction and organisational citizenship behaviour: An empirical study at higher learning institutions.Asian Academy of Management Journal,16(2), 149-165. Teh, P. and Sun, H. (2012). Knowledge sharing, job attitudes and organisational citizenship behaviour.Industr Mngmnt Data Systems, 112(1), pp.64-82. Toga, R., Khayundi, D. and Mjoli, T. (2014). The Impact of Organisational Commitment and Demographic Variables on Organisational Citizenship Behaviour.Mediterranean Journal of Social Sciences. Tsai, Y. and Wu, S. (2010). The relationships between organisational citizenship behaviour, job satisfaction and turnover intention.Journal of Clinical Nursing, 19(23-24), pp.3564-3574.

Research Methodology and Statistical Techniques Operations Research

Question 1 a) The following data represent the number of years patients survived after being diagnosed with terminal cancer: 0.4, 0.5, 0.6, 0.6, 0.6, 0.8, 0.8, 0.9, 0.9, 0.9, 1.2, 1.2, 1.3, 1.4, 2.1, 2.4, 2.5, 4.0, 4.5, 4.6 (i) Construct a stem-and-leaf display (6 marks) (ii) Supposedly you are inserting the above stem-and-leaf display in a report to be submitted to management, write a short comment on the diagram.(4 marks) b) The following data shows the weight (in kg) of 13 crabs found in a restaurant on a particular evening: 3.4 1.2 1.7 2.4 2.4 1.1 0.9 0.8 1.2 1.6 0.7 1.2 1.3 (i) Compute the mean and median. (3 marks) (ii) Determine the shape of the distribution based on the sample data. Explain your conclusion. (2 marks) 2 (a) It is noted that 8% of Kaplan students are left handed. If 20 (TWENTY) students are randomly selected, calculate the probability that none of them are left-handed, (2 marks) probability that at most 2 are left-handed, (3 marks) iii. standard deviation for the number of left-handed students (2 marks) (b) If 50 (FIFTY) classes of 20 (TWENTY) students are randomly selected, what is the probability that 10 (TEN) classes have no left-handed students? (3 marks) 3 (a) Superior Construction Pte Ltd is a successful company dealing with many major projects in Singapore. Recently, it has submitted its biddings for two major Government projects. Project A worth about $120 million and the company believes it has 40% chance of securing the project. Project B worth $1.8 billion and there is 30% chance the company can win the project. Both projects are independent of each other. What is the probability that the company: will secure Project A or B but not both (3 marks) will not secure Project A or will not secure Project B (3 marks) (b) Do you agree that if two events are mutually exclusive then these two events will be independent? Why? (5 marks) (c) Provide one business-related example each, with explanation, for mutually exclusive and independent events. (4 marks) Answer: 1 (i) Based on the given data, the stem and leaf plot is as drawn below (Hillier, 2006). Stem Leaf 0 4,5,6,6,6,8,8,9,9,9 1 2,2,3,4 2 1,4,5 4 0,5,6 Key: 0l6 = 0.6 (ii) The above plot suggests that 50% of the patients could not even survive for a year. Besides, the maximum life for a cancer patient post diagnosis based on the given sample is 4.6 years. Only three patients i.e. 15% of the sample size survived for a period in excess of four years. Thus, from the available sample data, it may be concluded that post diagnosis also, the terminal cancer patients do not survive for long which implies that most of them are detected at the last stage. The patient data above is skewed towards the left and hence is negative skewed which implies that the above distribution is non-normal. (Gupta, 2008). (b) (i) Mean = Sum of data/Count of data values = 19.9/13 = 1.531 kg The data values given count to 13 and hence median value is captured by [(13+1)/2]th value which comes out to be the 7th value when the given data is organised in ascending or descending order. The 7th value when the data is arranged in ascending order is 1.2 kg which is the median value. From the above calculation, it is apparent that the given distribution is not normal as the median value does not coincide with that of the mean. Besides, as the datas mean is higher than the corresponding median, thus the data would be skewed towards the right and the presence of this skew further indicates the non-normal nature of the data (Jackson, 2012). 2. Probability of left land usage by the usage is 0.08 since only 8% of the students use their left hands. The given question considers a binomial distribution with probability of success as 0.08 and total number of trials as 20. As per the binomial distribution, the formula for probability of x successes is shown below. P(X=x) = nCx px (1-p)n-x i) Using the formula given above, we get Probability of zero success i.e. P (X=0) = 20C0 (0.08)0(0.92)20 = 0.1887 ii) Using the formula given above, we get Probability of at most 2 successes i.e. P (X2) = P(0) + P(1) + P(2) Hence, P(X2) = 20C0 (0.08)0(0.92)20 + 20C1 (0.08)1(0.92)19 + 20C2 (0.08)2(0.92)18 = 0.7879 (ii) Standard deviation = (np(1-p)) = 20*0.08*0.92 = 1.213 Probability associated with student not being left handed = 1-0.08 = 0.92 Requisite probability that given 20 students are all not left handed = 0.9220 = 0.1887 After performing the step shown above, the problem can be represented in the form of a binomial distribution where from 50 trials, the number of successes desired are 10. Requisite probability or P(X=10) = 50C10*0.188710(1-0.1887)40 = 0.137 3. (i) In the given case, we would consider the following two cases. Case 1: Secures project A but does not secure project B Requisite probability in this case = P(A) *P(B-bar) = 0.4*0.7 = 0.28 Case 2: Secures project B but does not secure project A Requisite probability in this case = P(A-bar) *P(B) = 0.6*0.3 = 0.18 Hence, total probability = 0.28 + 0.18 = 0.46 (ii) Probability of not winning project A i.e. P(Not A) = 1-P(A) = 1-0.4= 0.6 Probability of not winning project B i.e. P(Not B) = 1-P(B) = 1-0.3= 0.7 Again, using the addition theory, we get the following. P(Not A or Not B) = P(Not A) + P(Not B) P(Not A Not B) = 0.6 + 0.7 (0.6*0.7) = 0.88 b) If two events are mutually exclusive that does not necessarily imply that these would be independent also. This can be explained as shown below. The condition to be met for events to be categorised as mutually exclusive is that P(A and B) should be zero. However, in case of two independent events A and B, P(A and B) = P(A)*P(B) Thus, if A and B are both mutually exclusive and also independent, then the requisite condition is as follows (Gupta, 2008). P(A)*P(B) = 0 It is evident that the above condition would be satisfied only if atleast one of the terms amongst the above is zero. This is very rarely the case and therefore the independence of the events is not automatically ensured from the mutually exclusive nature of events and this would be true only in very specific case (Hillier, 2006). c) Mutually Exclusive Event (Example) Assume there is an company which has $ 100,000 surplus cash and is exploring two different investment choices which each would require $ 100,000 as the total investment. The company would consider the incremental costs and benefits of each of the projects and then narrow down on one of the projects. This is an example of mutually exclusive event since the company can pursue only one of the projects and not both since the money is limited only for one project. Hence, if one of the projects is chosen, the other is automatically rejected (Jackson, 2012). Independent Event (Example) Assume that a given company has $ 100 million budget for acquisitions. The company is currently carrying a due diligence on two potential targets A and B with requirement of $ 25 million and $ 75 million. Assume that the availability of due diligence staff is not a constraint the acquisition decision is independent since the company has enough resources to go ahead with acquisition of both the targets (Hastie, Tibshirani and Friedman, 2001). References Gupta, S. (2008), Research Methodology and Statistical Techniques, New Delhi: Deep Deep Publications Hastie, T., Tibshirani, R. and Friedman, J. (2001), The Elements of Statistical Learning, New York: Springer Publications Hillier, F. (2006), Introduction to Operations Research. New York: McGraw Hill Publications Jackson, S.L. (2012), Research Methods and Statistics: A Critical Thinking Approach, New York: Wadsworth Publishing

7 tips for dealing with a psycho boss

7 tips for dealing with a psycho boss Even the best boss can seem like a tyrant sometimes. But did you know that some bosses are actually psychopaths? According to an Australian study, 1 out of 5 corporate executives exhibited clinically psychopathic traits. (For reference, the rate of psychopaths, in general, is 1 out of every 100 people.) Whether your difficult boss is psychotically inclined or not, here are 7 strategies you can use to deflate potential bad boss situations. 1. Determine what you’re dealing with.Is your boss just having a bad day, or is he like this all the time? Is she dealing with other factors (pressure from above, employees flaking out, etc.) that are making her be extra hard on you? Or are you being too hard on her? Think about what may be causing the behavior. It might not justify it, or make the behavior any more pleasant to deal with, but everyone has a bad day. It’s important to consider whether this is truly your boss’s default way of working, or if it’s just a one- off problem.2. Get everything in writing.If your boss is a chaos-producer by asking for something, then claiming later that you were asked for something entirely different, it’s your word against theirs. Write down what you can- for example, if you were given verbal instructions, confirm in a quick email just so everyone has a written record of what was discussed/asked.3. Stop and take a breath.If you’re having a conflict with your boss, jumping right in with a heated reaction could be something you’ll regret later. Take a minute, breathe, and think about your reaction. Again, thinking about the â€Å"why† behind your boss’s behavior can also help prevent you from reacting from a place of pure stress.4. Know and avoid the triggers.Does your boss always fly off the handle when someone is late? Be extra mindful of your arrival time. Rant about typos in an email? Proofread twice before you hit â€Å"send.† If there’s a pattern to Angry B oss’s behavior, it’s definitely in your best interest to know what that pattern is and learn how to counteract those triggers before they happen.5. Use communication strategies.This is a common therapeutic method for improving communication. Use active listening by repeating back what was said, and asking for clarification if necessary. Many conflicts are due to people not feeling listened to or understood, so if your boss thinks you’re not listening, it can escalate a conflict.6. Don’t let it derail you.You have a job to do, and if you let a toxic relationship with your boss affect your work and your behavior, that’s not going to help you. Try not to take it personally or let it affect the quality of your work. If you find yourself blowing things off out of frustration with your boss, that can make your professional rep suffer.7. Escalate if necessary.If your company has ways to confidentially air your concerns to HR (or a similar employee resourc e) and you feel like things are reaching a breaking point, consider taking your issues to them. If you dread going to work every day because of the misery that awaits you for the next eight hours, that’s not a situation that’s good for you or your company- consider finding an internal (and neutral) way to bring up the situation.We’ve all had a toxic boss at some point in our careers. Sometimes it gets better, and sometimes you just have to move on. Either way, don’t let it ruin your professional life in the meantime.

Astrology essays

Astrology essays According to Encarta Encyclopedia, astrology is the study of how events on earth correspond to the positions and movements of astronomical bodies, particularly the sun, moon, planets, and stars. (Astrology, 2) The practice of astrology has been around for a very long time. It seems to have developed independently from many different areas of the world (Encarta). One of the earliest detected forms of astrology is that of the Chaldeans, who lived in Babylonia in 3000 BC. Then there were the Chinese, the Indians and even the Mayans of Central America. It is believed that these people observed that certain astronomical bodies, the sun in particular, affected the seasons and the growth of the crops. By 500 BC, astrology had been detected in Greece, where philosophers such as Plato and Pythagoras incorporated it into their philosophical studies. During the Middle Ages, astrology was widely practiced in Europe (Encarta). Many believed that astrology was a science, that is, until some discoveries in astronomy disproved some theories of astrology. Since then, most scientists have disregarded astrology as a science. (Astrology, 2) Astrologers study astrology, and it is their belief that the position of certain astronomical bodies at the time of birth and the afterward movement reflects their destiny and character. They create charts called horoscopes. According to Encarta Encyclopedia, a horoscope is the illustration of the position of the sun, moon, and planets from a given latitude and longitude on earth at a given moment, usually that of birth. The horoscope is represented by a circle, which is called the ecliptic, which is the plane on which the earth orbits around the sun. The ecliptic has twelve different sections, which are familiarly known as the signs of the zodiac. The sections are: Aries, Taurus, Gemini, Cancer, Leo, Virgo, Libra, Scorpio, Sagittarius, Capricorn, Aquarius, and Pisces. The ho...

Implications of Money Transfer Companies on the Global Economy Essay

Implications of Money Transfer Companies on the Global Economy - Essay Example It is in line to this argument that there has been needing to increase the access to international markets, all with the aim of ensuring that the business environments have been strengthened; thus, an increase in the access to international markets through an improvement in the access to funds. This has, in turn, opened up trade and investment in various areas of the globe (Geiersbach, 2010). This has been boosted by the developing international money transfer services that play a huge role in the present day business market. It is through these services that a lot of individuals have managed to send money faster and with a lot of ease despite their distance. With this in mind, it is evident that the money transfer business has contributed greatly to the global economy. This essay will attempt to assess the implications of the money transfer business on the economy of the globe in general. The essay shall focus on aspects such as Globalization, post-colonial theory, European Union, p rotectionism, corporate social responsibility and cross-cultural management in an attempt to understand the underlying issues on the same theme. 2.0. Money transfer companies and the global economy 2.1. ... Economic growth, on the other hand, can only be attested with an increase in the income of individuals, which alternatively helps in a reduction of the poverty levels in a country. In the developing countries, there is clear evidence that these countries can barely support their economies; thus, stagnant economic growth (Department for International Development  &  HM Treasury, 2013). Good examples of the challenges in these countries include the absence of institutions that support economic growth, poor infrastructure, lack of access to financial services amongst others (Department for International Development  &  HM Treasury, 2013). In such a scenario, individuals are less likely to borrow funds as well as invest. The Department for International Development  &  HM Treasury (2013) therefore recommends that the governments in these developing countries strengthen their business ties by enabling their members to join the international markets; thus, access to financial s ervices by its members. Opening up its trade links would alternatively ensure that such countries have access to international money transfer programs that sustain their trade links with other economic opportunities. International money transfers are more convenient and allow people to send money throughout the world in a faster way. These services enjoy an enrolment of numerous agents around the globe that require their services, including the third world countries that are able to access the funds they need to survive in the tough economic times.

Corporate Social Responsibility in Tesco Essay Example | Topics and Well Written Essays - 250 words

Corporate Social Responsibility in Tesco - Essay Example As the paper highlights the stakeholder’s theory is common in the corporate social responsibility and Tesco has indicated development based on its environmental and social welfare. The corporate structure of Tesco as reflected on the responsibilities of corporate social responsibilities. The long-term goals and development of the company are outlined. In Hunnicutt, the stakeholder’s theory focuses on the development of valuable resources for the customers so that the corporation can gain their loyalty.This study outlines that according to the stakeholder’s theory, Tesco has managed its corporate social responsibilities; this has resulted to successful incorporation and the execution of its issues. The structure of Tesco has enabled it to implement diverse ethical aspects and formulating new strategies for CSR, Crifo and Ponssard. The stakeholder theory indicates that the major responsibility of businesses is to develop value for the consumers. This means that the CRS has the initiative of emphasizing on the company’s commitment to its stakeholders who are the employees who in return educate its consumers.  Tesco is committed to corporate responsibility and it has been renowned as the leading retail company in the United Kingdom. The Tesco stores sever diverse communities in the entire country and through the interaction; they manage to fulfill its duties as a business, employer, and neighbor. The customers usually expect the company to produce more local products.  

Job Costing and Batch Costing Methods

Job Costing and Batch Costing Methods There are various types of business in the world now. Each and every business has to choose a particular method to ascertaining the costs are available in the business. Simply costing methods is a method of collecting cost. As in the diagram 1.1 costing methods are drifting apart. Specific Order Costing is the basic costing method. This method is suitable to those businesses where the work consists of separately identifiable of contracts, jobs or batches. 1.2 Definition Job Costing Method This is one of the methods that we analyze the cost of the job. If we identify the word job in here we can say that it as a small work or group of small activities in any production. This system considers job as a cost unit which contains a sole order, individual project or contract. This is an isolation of the entire time, material and costs to a sole order or job. This cause for gathering and covering on the expenses and income connect with particular projects or job. Some customers will not order the all product, but they will just order for getting required job. Hence it is essential to discover out that job orders expenditure throughout this method. Batch Costing method This is a modified type of job costing. Batch costing method is using by companies whose products are simply recognized by batches. In here batch of identifiable products are concerned as a sole job among unit price. Simply this is a method whereby recognize units produced are concerned as a sole unit and the amount of expenditure is allocated to the entire of that batch as an alternative of each unit. This used in ready-made garments, factories, industries, etc. Similarities Actually they are lot of similarities between job costing and batch costing because batch costing is a modified form of job costing. The costing method means the system they are following to count the cost in batch costing is similar to the job costing apart from a one point of difference. Because in here batch has been set in as the cost unit as a replacement of a job. Simply the both are using the equal expenditure build up system. From both methods we can ascertain costs which business needs. The both systems are dealing with holding within a contract cost by book keeping method. Both Methods are makes use of appraised expenditure data as the base for necessary order price quotations. Differences The main difference is the way how the business is operated. Think like some company is setting up costing for general supplier. For this in job costing the business is operated one job at a time thus it creates more sense rather than batch costing. Batch costing would use various goods to be sold to a number of distributors by using a producing facility. In job order costing each manufactured goods is manufactured according to job requirement, for the customer demand. But in batch costing it is a mass production. When we talking about the production requirements they also act in different ways. In job costing production requirement for each production is matchless and unique. But in batch costing every one of units has similar common features for the production requirements. And there is a differentiation about the measure of output. In job costing as it name seems it is used for a job (sole) but in batch costing transacts with a measure of identical manufactured production units. In job costing the entire expenditure calculated are concerned as the expenditure of sole unit. For batch costing, they divided the entire expenditure from the quantity of products unites have produced. In job costing it covers up all fixed and changeable expenditures for producing a batch but in job costing they include by keeping an account of direct costs and indirect costs. In job costing perform job is treated as a cost unit however under the batch costing a collection of equal units which contains in the batch can be treated as a cost unit. Job costing is using by Furniture making, printing etc but batch costing is using by garments and drug industries. In batch costing they using a divide cost sheet means separate sheets for each batch by numbering but in job costing each job is treated as a sole job work. Examples Job costing Such as hardware, ship-building, engineering industries are using this method. Example No- 01 Tom and Jerry Engineering Company has accomplished all the works in hand on 28th November 2011 which they absorbed on job work. But it was apart from job no. 112. Direct material of $ 50,000 and direct labour cost of $ 40,000 was showed in the cost sheet on 28th November 2011 individually as having being carried on job no. 112. Until 28th November 2011, the cost was carried by the business. As following it was the accounting year for the last date. It is using by the industries which manufactures products as batches. Ready-made garments, drug industries and some of the companies which are producing electronic parts of computer and etc are using this method as their costing system. Example No- 01 As to the records of Lion King ready-made garment, one customer orders 300 unites of batch. Following details are for 100 units. Calculate selling price for 300 unites. Time-Rate Method and Piece-Rate Method 2.1 Definitions Remuneration means motivating people by giving a financial reward to them gain for their work. Simply we can say it is the types of the wages plans. It is an agreement between labours and employers in an organization. Hence it is more important section in an organization. There are two categories in here: Time Rate Plan This is a simplest and of course the oldest type of wages plans. In here the wages are paid on the basis on time which a single worker corporate to complete the producing a single article. Simply we can say in time rate plan is employers are salaried for the total time they have spend at employment work. This can be calculating in man hours or man minutes or else on daily weekly or monthly. The following formula is using to calculate this method. Gross Payment = the total time worked ÃÆ'- Rate per the time (Hours/ Minutes) (Per hour/ per minute) Piece Rate Plan This is also identified as piece work, performance related pay. This is depending on the total quantity of the outputs which the employer has produced. In here the worker means employer is paid a fixed payment for every single unit of production regardless of the time. Simply we can say it pays for the result thus people say this as payment by result system. From this method business can have a better output and also they can make sure that employees are salaried for the sum of work they do. The following formula is used for this method. Straight Unit Work = Quantity of good units ÃÆ'- Rate for a single Produced Piece 2.2 Similarities The both systems are simple to understand and it is easy to calculate also. Hence we can say both systems are simplicity methods. And also the both methods are economical. Both methods are preferred and accepted by deal unions. Both ways workers are having a financial statement thus worker is fulfilled. After having the financial reward they automatically become motivated by both systems. 2.3 Differences First of all we can say both having different meanings. As I mentioned earlier time rate is a system based on time which workers work and piece rate is a method base on the products which workers create. In piece rate system it pays the worker following to the quantity of good products which they have produce regardless of time. But in time rate it pays the workers following for the time that they have spent to product the outputs. Time rate plan provide an accentuation on huge amount of outputs nevertheless piece rate plan accentuation on quality of output. Through piece rate system it discrimination the employer and pays extra gross wage to skilled workers. But in time rate it pays both skilled and unskilled workers same wages. Piece rate system need a strike supervisor to check the quality of the out puts but time rate system does not need it. Hence for piece rate plan business need to cost a extra amount for maintenance. When we talking about the ascertainment of labour cost, in piece rate plan it supports o fix per piece labour cost in advance but time rate plan does not support for this.