Max Weber s Influence On Sociology - 2165 Words

Every field of academic study has its own particular thrown of characters, and sociology is no individual case. Albeit incalculable people have added to sociology s improvement into sociology, a few people merit extraordinary notice. We will be discussing the contribution of one of the great founder of Sociology named Max Weber in the succeeding discussion. Max Weber The German humanist Max Weber couldn’t help contradicting the target prove just position of Durkheim. He contended that sociologists should likewise consider individuals understandings of occasions not only the opportunities themselves. Weber trusted that people s practices can t exist separated from their understandings of the significance of their practices and that individuals tend to act as indicated by these elucidations. As a result of the ties between target conduct and subjective translation, Weber trusted that sociologists must ask into individuals musings, sentiments, and discernments on their particular practices (James Green, 2008). Weber acquainted the idea of legitimization with clarify how Western culture has moved from a spiritualist or conventional introduction to a more reasonable introduction. Defense is the procedure of supplanting customary and passionate thought with reason and reasonableness. Weber trusted that most social orders all through history were represented by custom and that the most critical pattern in cutting edge human science is an expanding legitimization of allShow MoreRelatedLike Any Scientific Discipline, Sociology Has Its Own Object1455 Words   |  6 PagesLike any scientific discipline, sociology has its own object and subject of research. The object is understood as the sphere of reality that is to be studied, and to this the research is directed. Consequently, the object of sociology is society. But society is explored by many disciplines, such as history, philosophy, economics, political science, etc. At the same time, each of the named social sciences distinguishes its speci fic aspects, the properties of the object, which become the subject ofRead MoreKarl Marx, Emile Durkheim And Max Webers Influence On Religion1727 Words   |  7 PagesThree theorists, Karl Marx, Emile Durkheim and Max Weber, are undoubtedly the fathers of modern sociology. â€Å"Nineteenth century Western Europe was pounded by pivotal forces of transformation. Politics, education, religion, communication science, art, and social life were being revolutionized.† (Mohseni 1994;85) Each with distinct views on society and religion, these sociologists are and their theories are significant especially in the field of society. Just as much as they play a major role in theRead MoreSociology : A Sociological Perspective1292 Words   |  6 PagesOrigins of Sociology Ashley Drees Ivy Tech Community College Professor Brosmer April 10,2016 What is Sociology Sociology  is the  study of  social behavior or society, including its origins, development, organization, networks, and institutions. Sociology is a social science that uses various methods of empirical investigation and critical analysis to develop a body of knowledge about social order, disorder, and change. Three Main Theoretical Perspectives in Sociology Functional Perspective Read MoreDurkheim s Influence On Sociology1240 Words   |  5 Pagesimpact Marx, Durkheim, Weber had on sociology as prominent contributors of the discipline. Durkheim and Max Weber, Marx is seen as one of the three founders of the social sciences. Emile Durkheim, was a French sociologist. His theories and writings helped establish the foundations of modern sociology. Durkheim disagreed with most social theorists of the late 1800 s because they thought that individual psychology was the basis of sociology. Durkheim regarded sociology as the study of the societyRead MoreThe Rationalization of the South African Society638 Words   |  3 Pages owing to better healthcare and institutions which affectively address basic humans more efficiently, compared to what the hunter gatherer experienced. In addition, prior to technological inventions like the watch, Weber provides further evidence to the rise of Modernity. Max Weber believed that if the state of country conforms to some moral principle then its authority is legitimized (Hague, Harrop Breslin, 1992:19). He places a strong emphasis on the importance of interpreting society in termsRead MoreIs Weber s Idea Of Economic Traditionalism1189 Words   |  5 Pagestraditionalism analysis relevant to the study of religion? Introduction The core of research on religion at present is of no doubt touching Max Weber’s ideas on economic traditionalism. Weber in Solimano (2012: 42) talked about â€Å"the importance of religion, especially the Protestant ethic† in economic life. By venturing into the field of sociology of religion, Weber further succeeded in arousing many scholars’ interest in the study of different religions in the contemporary world. Agbikimi (2014: 30)Read Moreweb dubois1041 Words   |  5 Pages February 4, 2014 Sociology 1000 Chapter 1- In Text Questions 1.How do the perspectives of people from different cultures differ on social issues such as suicide? How does the psychological perspective view suicide? What is unique about the sociologist s perspective? On a social issue such as suicide, cultures differ because many people feel this is a personal problem whereas others feel that this can be a public issue. If a person commits suicide, it may have been as a result of his orRead MoreMax Weber And Durkheim s Views On Religion1250 Words   |  5 Pagescollections of beliefs and cultural systems that relate humanity to an order of existence. One of the foundations of religion is social orientation that in one way or another influence a society s social stability. Max Weber along with Emile Durkheim were very influential people in the course of social stability in the 19th century. Weber and Durkheim attempted to make comprehensible social changes, particularly in the aspects of religion of a society. Their perspectives on religion differ on some aspectsRead MoreSociology : How Human Action And Consciousness Shape The Surrounding Of Cultural And Social Culture1734 Words   |  7 PagesZygmunt Bauman once said, â€Å"The task for soci ology is to come to the help of the individual. We have to be in service of freedom. It is something we have lost sight of.† This quote means the main purpose of sociology is to help people with our freedom of service, because it is something we as people lost sight of. Sociology can be defined by Dictionary.com, as the science or study of the origin, development, organization, and functioning of human society; the science of the fundamental laws of socialRead MoreMarx, Max Weber And Emile Durkheim948 Words   |  4 PagesIn assessment of sociological theory it is imperative to our understanding of social theory that we analyze the ideologies of some prominent theorists such as Karl Marx, Max Weber and Émile Durkheim. Karl Marx’s philosophical ideals on society and class division are impactful in shaping our understanding of society. Inequality and social division is at the heart of Marx’s theory of society. Marx’s theorized that society is the hist ory of class struggles. To him the fundamentally factor determining

What Is Yours Will Come to You - 1889 Words

What is yours will come to you. Those were the words Alahandro’s mother had chosen for her farewell as she dropped him off at the SRC. Alahandro’s mother had uttered those same words when she first felt him to be a blessing in her arms, and she had repeated them throughout his life for as long as he could remember. In reality, Alahandro had never thought much of it. It was one of those things his mother would say to him whenever they needed to have a serious talk about his life. He had dismissed it as something common long ago. He waved as he watched her turn back around the way they had come from and drive off. A minute later, and she vanished behind the thick coverlet of morning fog. With a heavy sigh of acceptance, he turned around. The massive gleaming silver faà §ade of the S.R.C. stared down at him, daring him to go in. The tower, forty-eight stories high, divided into two at the thirty-third floor. Alahandro raised his eyebrows, as though the building directly challenged him. He never liked to show any sign of weakness. Unflinchingly, he walked into the lobby, expecting to see dozens of other recruits inside already, but that wasn’t the case. First, he took in the size of the room. It was a lot smaller than he had anticipated. And a lot less impressive. The walls and floors were simple and white. The furnishings consisted of a black mat, two scenic paintings on every wall, and four spindly black chairs, unoccupied. Next, he turned his eyes on the people. Behind a deskShow MoreRelatedWhat s The First Thing That Comes Your Mind When You Hear?1700 Words   |  7 Pages kay, be honest, what’s the first thing that comes to your mind when you hear, ‘Feminist’? Slutty man-haters? Bra-burning lesbians? Or abortion lover? We typically call these kinds of women radical feminist and that’s O.K., because I did too, until I did my research. How about defining a radical feminist as an advocate for gender equality in political, economic, and social reforms? Or I could break it down even further... According to Dictionary.com, we define radical as ‘of or going to the rootRead MoreWhy I Am An Inventor1125 Words   |  5 Pages About us Maybe you want to start a business, or you want to appeal to your consumers with a unique approach; we were just like you at one time. At Ambaradam.com, we’re top level entrepreneurs who wanted to succeed in the business world, but didn’t want a ‘copy and paste business’. We appeal because of our unique approach business matters, as well as creating memorable businesses that are hard to forget. You don’t need to be an inventor to succeed in the business world, but if you’re the least bitRead MoreThe Duty Of Veterans And The Military Field1461 Words   |  6 Pagesworking in when it comes to the veterans and the military. This is something I need to understand and be able to explain to soldiers, veterans, and their families when this issue comes up. 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7-Eleven Japan Business Domain Free Essays

| | | Assessing Business- IT Alignment| Rosa Kemper Cohort 27 Dr. K. Cousins February 17, 2013 Table of Contents I – Executive Summary/Overview Baptist Hospital a) Mission Statement b) Vision statement II. We will write a custom essay sample on 7-Eleven Japan Business Domain or any similar topic only for you Order Now Information Technology: a) Mission Statement b) Vision Statement III. The Business As-Is: Business Scope and Value Discipline IV. Information Technology AS-IS: IT Infrastructure and Scope of Business V. Assessing Business Strategic Alignment and Maturity: IT To-Be Business To-be VI. Evaluation of Strategic Alignment Maturity Assessment: Luftman’s SAM Survey Part I: Effectiveness of IT and Business communications (Score 2. 8) Part II: Measurement of the competency and value of IT Score (Score 2. 93) Part III: The governance Partnerships between IT and Business Functions (Score 2. 41) Part IV: Partnerships between IT and Business functions (Score 2. 31) Part V: Scope and Architecture of the IT Infrastructure (Score 2. 67) Part VI. Human resource skills (2. 56) VII. Recommendation to address gaps in the alignment VIII. Strategic Alignment Enablers IX. Strategic Alignment Inhibitors I – Executive Summary/Overview: Baptist Health South Florida, Inc. a not-for-profit health care organization, operates medical plazas, surgical facilities, and hospitals. It offers addiction treatment, behavioral medicine, blood conservation program, cancer, cardiovascular, care and counseling, children’s health, community wellness, critical care center, diabetes, emergency, endoscopy, executive health, gamma knife center, heart surgery, home care, hyperbaric, imaging, intensive care unit, international, interventional/surgical, laboratory, neonatal, neuroscience, and nutrition counseling services. The company also provides occupational health, orthopedics, outpatient/diagnostic, pain center, pastoral care, pediatric, pel†¦ Baptist Health South Florida (BHSF) is the largest faith-based, not-for-profit health care organization in the area. It has an exceptional reputation for medical and service excellence. Baptist Health South Florida, Inc. was formerly known as Baptist Health Systems of South Florida, Inc. and changed its name to Baptist Health South Florida, Inc. in March 2002. The company was founded in 1990 and is headquartered in Coral Gables, Florida. It has a network of seven hospitals, Baptist, Baptist Children’s, South Miami, Homestead, Mariners and Doctors Hospitals, and Baptist Cardiac Vascular Institute, with services extending throughout Miami-Dade and Monroe Counties. There are a total of 28 Baptist Outpatient Services Facilities and Medical Plazas which provide outpatient diagnostic, surgical, home health and urgent care services. Specialty areas are: Cancer, Cardiovascular, Children’s Health, Diabetes, Gamma Knife, Diagnostic, Childbirth, Rehabilitation, Senior Services, Women’s Health, and Urgent Care. Baptist Health serves more than 100,000 people each year. Approximately 2,000 physicians and nearly 12,000 employees adhere to the organization’s mission to provide high-quality, cost-effective, compassionate healthcare services to all, including, as permitted by its resources, charity care to those in need. In 2007, Baptist Health provided an estimated $124 million in charity care. The Baptist Healthcare International Center of Miami is one of the largest hospital-based international programs in America. Thousands of people each year travel to Miami from around the world to visit their medical facilities and respected physicians. The pineapple logo is an age-old symbol of hospitality and warmth. It is reflected in their customer and patient-oriented focus. Baptist Health was created in 1990, but its tradition of medical excellence goes back decades. Baptist Hospital Baptist Hospital is a 680-bed facility located in the Kendall area of south Miami-Dade County. It was founded in 1960. Today, the hospital is a major medical center, attracting patients from all over the U. S. , the Caribbean, Latin America and beyond. More than 32,000 people are hospitalized at Baptist each year; about 78,000 receive emergency care in our 24-hour Emergency Center and Children’s Emergency Center. Mission Statement The mission of Baptist Health is to improve the health and well-being of individuals, and to promote the sanctity and preservation of life, in the communities we serve. Baptist Health is a faith-based organization guided by the spirit of Jesus Christ and the Judeo-Christian ethic. We are committed to maintaining the highest standards of clinical and service excellence, rooted in the utmost integrity and moral practice. Consistent with its spiritual foundation, Baptist Health is dedicated to providing high-quality, cost-effective, compassionate healthcare services to all, regardless of eligion, creed, race or national origin, including, as permitted by its resources, charity care to those in need†. Vision statement â€Å"Baptist Health will be the preeminent healthcare provider in the communities we serve, the organization that people instinctively turn to for their healthcare needs. Baptist Health will offer a broad range of clinical services that are evidence-based and compassionately provided to ensure patient safety, superior clinical outcomes and the highest levels of satisfaction with a patient- and family-centered focus. Baptist Health will be a national and international leader in healthcare innovation†. II. Information Technology: Mission Statement â€Å"To support the BHSF vision by providing the highest quality technology solutions to our customers in an efficient and cost effective manner†. Vision Statement â€Å"Fully leverage our technology capabilities to provide meaningful information anywhere, anytime to our physicians, clinicians, patients, and employees in a secured and user friendly manner. In order to meet this goal, we will continue to implement advanced technologies such as wireless networking, multi-media telecommunications, digitized imaging, and web-based clinical and business applications throughout BHSF†. III. The Business As-Is: Business Scope and Value Discipline The organization has created a new delivery of care model built on a value-based strategy. The employment of advanced technology strategies with state of the art web based applications, complex data security platforms and data monitoring offers a wide variety of technology resources made available to the participants in the delivery of care. The highly efficient and widely accessible web and smartphone application for consumer speaks of the Value Discipline and Product Innovation aimed at benchmarking and incentivizing customer satisfaction, care coordination, and total care management. Moreover, the emphasis on technology leadership positions the business as a frontrunner in the marketplace thus cultivating a distinguishable loyal culture among its customers as a niche. Customer satisfaction is primarily what gives the company its competitive edge. The overall goals are to improve individual patient care, improve overall performance, minimize risks and decrease medical costs. The matrix style management ensures that interdisciplinary membership actively reflects on decisions affecting the overall organization. Innovation is a constant on all aspects of the organization’s dynamic strategy creating an agile and successful business. Whether in technology being applied, products and services, etc†¦ strong partnerships are created with other organizations in order to distinguish itself in the hyper competitive market. As an example recently BHSF has announced a newly formed Accountable Care Organization (ACO) alliance with BCBS to meet the needs of cancer patients in response to the changing environment and the â€Å"age† of the Affordable Care initiative. (1) IV. Information Technology AS-IS: IT Infrastructure and Scope of Business Scope of Business – â€Å"The Information Technology Department provides computer support and implementation services for all BHSF entities including the BHSF Medical Staff. Computer support and implementation services include the appropriate levels of hardware, application, network, telecommunications, operating system, media and telemedicine support required to maintain operations†. The goals and duties of the department are to contribute towards creating an efficient information exchange that can help in improving health outcomes and lowering delivery costs. To identify educational needs with regard to training existing workforce and future workforce in the information technology healthcare environment. Compliance efforts pushed the department towards the a) centralization of management, b) auditing and c) reporting tools. V. Assessing Business Strategic Alignment and Maturity: IT To-Be Baptist Health prides itself on its health care competences and outstanding reputation. The IT department effectively participates in functional level in the decision process and overall structure of the business and project requirements. The IT infrastructure is well integrated throughout the organization and effort and cooperation between the business and IT exists in moderate alignment. This partnership helps maximize the goals of the organization. Emphasis on bringing their own internal IT operations up to speed and using their internal personnel resources is part of the organization’s priorities. To validate this observation some examples may shed some light into concerns of processes management, efficiency and standardization that presented potential catastrophe for the business but were appropriately and positively addressed. The IT system had become outdated and cumbersome. The business and IT collaboratively reached out to an outside consultant to streamline its IT process and improve the perceived value to the business. There were many options on how and where to enter time, so time was often omitted. There was no centralized data warehouse. Project database inaccuracies were updated irregularly. There was no reporting tool for IT resource expenditures, which made establishing the value-add of technology difficult. Finding details on current projects- because there was no consistent reporting process in place- was challenging for managers. Managing work demand and outcomes was nearly impossible. â€Å"The project database gave the level of detail needed for improved project management but the centralized time tracking database has improved efficiencies for resource management as well. Using Planview Enterprise, we have better management, prioritization, and review of project requests. This improved business efficiency assures accurate and timely service delivery to our customers. †(2) Baptist Health also evaluated many resources and criteria to implement the Oracle Identity Analytics (OIA) as the solution to maintain its roles and place the foundation for automated role governance. BHSF employed Simeo Solutions as a â€Å"trusted† advisor to build the strategy to seamlessly transition the roles into an electronic repository and also build the roadmap for role attestations and role lifecycle management†. (3) The IT department has a high degree of participation in aligning itself with the business structure and on the hands-on implementation of projects that support the organization’s strategy and strategic plans. The have value and the respect they need to maintain the organizational support. However, decision making process on the organizational level rests on the board of directors and upper level business management. Business To-be Business processes and workflows are generally communicated based on expectations about technology, people and organizational goals that can become obsolete over time. Companies finally must reengineer their processes. Key to the company’s success is analyzing and implementing sustainable processes. Baptist Health has a well-thought-out approach to solution strategy by utilizing top leaders in the industry as consultants in the areas of: a) operational efficiency, b) regulatory compliance, c) user productivity and e) business agility. The internal IT infrastructure serves fundamentally in an educational and supportive role as well as the launching platform to implementation of the developing framework. The maturity of the alignment appears to be an established and focused process. VI. Evaluation of Strategic Alignment Maturity Assessment: Luftman’s SAM Survey The purpose of this case study is to demonstrate the level of alignment that exists between IT and the business within this organization and to point out what, why and how strategic deficiencies pertaining to the alignment or lack thereof were resolved. As a tool, the Luftman’s Strategic Alignment Model (SAM) Survey (4) was administered to two IT and two business Mid-Management level executives at Baptist Hospital, one of the largest facilities in the BHSF system. The results validate the intra-organizational limitations that may exist in the relationship between the business and the IT department but portray a dynamic institution striving to align itself while creating a competitive advantage and differentiating itself as a leader in the healthcare market. The organization’s strategic alignment is measured by focusing on six aspects of the organization. These six aspects are what provide the different criteria for determining the maturity of an organization’s alignment. The six categories are: 1. Effectiveness of Communications 2. Measurement of Competency and Value of IT 3. IT Governance 4. Partnerships Between Business and IT Functions 5. IT Infrastructure Scope and Architecture 6. IT Infrastructure Scope and Architecture Part I: Effectiveness of IT and Business Communications (Score 2. 88) Senior and Mid-level It mangers work together to seek and promote innovation and cutting edge products in the changing healthcare environment. Communication exists in the form of weekly formal meetings that address emerging processes and projects. Unit business and IT managers are encouraged to promote IT integration in the business process and senior level business managers have a good understanding of the value that IT brings to BHSF. They work in tandem to continue improvement of the internal IT infrastructure by bringing in external sources as advisors, continuous training for management level as well as workforce level members. The phone-mail and the intranet are integrated into the daily operations and used as the main form for communication and Intranet is also applied for educational purposes. There is structured sharing of information at the unit level that is in turn shared with upper level management at formal board meetings. Part II: Measurement of the Competency and Value of IT Score (Score 2. 93) Both business and IT use formal traditional technical and cost efficiency measures to determine the return on investment (ROI) and activity-based costing (ABC) per survey data. As described earlier the continuous innovation in technology that is implemented across the organization, be it in the delivery of care, documentation applications, medical procedures, management tools and entire IT infrastructure that makes up the fabric of the organization in itself, serve as a guide of how BHSF distinguishes itself in the regional industry. Competencies are measured by metrics. Feedback is obtained in the form of surveys administered to clients and used point out areas for potential improvement and overall customer satisfaction. Part III: The Governance Partnerships between IT and Business Functions (Score 2. 41) Strategic planning is done at the functional unit level with some business involvement. Because of the support and collaboration that IT provides for the organization, there is an understood interdependency. The governance of the IT department is mostly centralized and it controls its own infrastructure. Planning occurs in the functional unit level and in some degree intra-organizationally – as demonstrated in the examples mentioned above where the IT department played a key role in restructuring the then-deficient and outdated process. Part IV: Partnerships Between IT and Business Functions (Score 2. 31) Because the partnership that exists between the IT and the business, better management, prioritization, and review of project requests is achieved across the company. This improved business efficiency assures accurate and timely service delivery to customers. Project Performance that IT delivers is a key resource in providing services and sound business outcomes and assists in measuring the performance of the company. Part V: Scope and Architecture of the IT Infrastructure (Score 2. 7) The IT department function is mostly Federated in that the corporate IT Unit administers the responsibility of the architecture, the administrative systems and standardized decisions but authority for resources applications lies with each functional unit. IT is budgeted as a cost center and financial decisions regarding IT are done at a functional organizational level. The productivity and effectiveness that the IT department brings to the organization is viewed as a strategy enabler and is subject to traditional financial reviews. The IT steering committee meets as needed but also formally to recap the effectives of project implementation and metrics. Part VI. Human resource skills (2. 56) By using one centralized project data base the BHSF IT organization is able to manage its employee payroll systems and administrative functions in a seamless manner. Career cross-over, education and entrepreneurial innovation is strongly encouraged in the organization. The in-depth knowledge of these individuals assists with the alignment of the functional units and the overall business and helps decipher the needs of the enterprise. Trust and confidence among business and IT is an enabler for the corporation. It fosters a positive social and political, productive and efficient work environment that promotes employee participation and loyalty. It is perhaps the vital element that makes BHSF a successful corporation. VII. Recommendation to address gaps in the alignment The web-based platform is compatible with all other current IT systems and will improve the efficiency and accuracy of reporting throughout the company. Some of the ways that this technology will achieve its desired results are: Plan | Goals/Objectives| Outcomes| Management Planfor Information Management| Improve record keeping and information | IT Project will allow for real-time information and data entry, increased information accuracy, and a consolidated source for all payroll and administrative data| Consulting for Information Management| Utilize new technology to support company and department missions more effectively| New technology will allow many payroll and administrative functions to be automated reducing the levels of staff required to manage these systems| Continuous collaborative efforts from the IT department and the employment of consulting firms to advise and formulate a more centralized administrative platform will enabled BHSF to manage its employee payroll systems and administrative functions in a consolidated efficient manner. Another enabler is the technology implemented that has already proven to reduce overhead costs associated with the large workforce currently required to manage tasks, training, reporting, and various other administrative tasks. In the long run the company will also benefit from more timely and accurate financial reporting as a result of managers’ ability to enter and continuously update their financial metrics. The cost is justified by the benefit. Sharing of risks and rewards in projects will improve the business and help move the company forward to the next level of maturity. VIII. Strategic Alignment Enablers: * Senior executives support IT and use outside resources to augment performance. * IT involved in strategy development to moderate extent. There is Business- It partnership with a common goal to benefit the corporation IX. Strategic Alignment Inhibitors * There is a close relationship between IT and Business. * IT understands the business better than the business understands IT. * Projects are prioritized however change is moderately slow. Management is working on Changing this culture. Bibliography: 1) http://hcafnews. com/tag/Baptist-health-south-florida/ Florida Blue, Baptist Health and P hysicians Group to Set Up Accountable Care Organization in Miami. 2) http://search. aol. com/aol/search? s_it=topsearchbox. earchv_t=comsearch51-txtlnkusaolp00000051q=case+study+baptist+healthcare+south+florida+planview – Project management Gets a Shot in the Arm at Baptist Health – Business Technology Consultant and Planview Enterprise Administrator Baptist Health South Florida Diane Novas. 3) http:// www. simeiosolutions. com/Baptist-health-south-florida/ – Baptist Health South Florida Implements Oracle Identity Analysis for Role Lifecycle Management 4) Assessing Business-IT Alignment Maturity. Volume 4, Article 14, Dec 2000. Jerry Luftman, School of Management, Stevens Institure of Technology. How to cite 7-Eleven Japan Business Domain, Papers

Description The News Story of Samsung †MyAssignmenthelp.com

Question: Discuss about the Description The News Story of Samsung. Answer: Introduction Human resource management (HRM) is a formal function used in an organization for managing the employees and their performance towards achieving desired organizational success (Albrecht et al., 2015). Human resources are considered to the most valuable organizational assets for getting organizational success (Shahzadi et al., 2014). This study will discuss the human resource issues in Samsung. The news story chosen in this study has revealed the reward system issues residing within Samsung. Moreover, the study will identify the human resource issues of the news story in respect to Samsung. The issues of the news story will also be aligned with relevant theories of human resource management. Apart from that, the study will provide appropriate solution to Samsung for reducing their issues of human resource management. Description of News Story The news story of Samsung is based on the matter of providing maximum reward to the employees of mobile division despite of their poor performance. As per the news story, Samsung typically does not pay so adequately and fantastically. Moreover, the organization supplements the base salary of the employees with their annual salary. Samsung usually provides bonus of 50% of employees salary and it is usually paid on exceeding the internal profit of each division (Android Authority, 2016). However, this news story has revealed that the employees of Samsungs mobile division are getting maximum bonus despite of the poor performance of the division. As per the management executives, the employees are getting maximum bonus for their sincere contribution in keeping the division running in spite of various challenges. Moreover, the management executives of Samsung provided maximum bonus to the employees of mobile employees for preventing mass exodus of employees (Android Authority, 2016). The rise of cheap Chinese vendors has become an extreme challenge for the mobile division of the Samsung. Such challenge has also reduced the profit level of the organization. The employees of this division still got maximum bonus despite of its less earnings. In such situation, the maximum bonus to the mobile division employees has been a bitter pill to swallow for the employees of other divisions of Samsung. Moreover, the employees of Samsungs Electronic have not been treated so favorably. Furthermore, the employees of Samsungs battery division have got just 3% bonus because of their poor performance through the year 2015 (Android Authority, 2016). Such discrimination of bonus distribution can reduce the motivation of the employees from other divisions of Samsung. Such lack of proper reward to the employees of other division can also influence on the performance level of those employees and their retention trends. Cost cutting is another issue for Samsungs employees, where the orga nization has earned increased profit through reducing the salary structure of the employees (Android Authority, 2016). Such cost cutting can also lower the morale of the existing employees and lead them to seek better job opportunities in other organizations having better job security. Identification of Problem and Theoretical Perspective Inadequate Pay Structure From the news story, it has been revealed that Samsung does not pay fantastically to its employees. The organization supplements the base salary of the employees with their annual rewards. Such inadequate salary structure has reduced the motivation level of the employees. According to Jackson et al. (2014), as per the equity theory of pay structure, the employees always compare the fairness of their pay structure with those of employees in other organizations in the same industry. However, in this case, the pay structure is not just as per the equity theory, as the employees are getting quite less salary as compared to other organizations (Anitha, 2014). Moreover, the statement of one official of Samsung in this news story has revealed the adequate pay structure of the employees. In this statement, the official has declared that Samsung should try to motivate their employees through proper compensation. On the other hand, Cerasoli et al. (2014) opined that Maslows theory of motivatio n suggest adequate pay as the basic and physiological needs of the employees. As per this theory, Samsung is not even fulfilling the basics needs of the employees. Hence, the employees are highly de-motivated to perform better and seeking to leave the organization for getting better job opportunities. Lack of Proper Reward Structure Samsung is more likely supplement the basic salary of the employees with their annual bonuses. It means that the reward structure of the organization is not fair enough and not as per the actual reward system. The organization has no intension to improve the performance level of the employees for their poor performance (Bhuvanaiah Raya, 2015). Moreover, it is more likely to penalize the employees for their poor performance through reducing their annual bonuses. However, the mobile division of the organization is not following this trend of bonus distribution, where the employees in this division are getting maximum bonuses despite of poor performance (Alagaraja Shuck, 2015). As per Malik et al., (2015), the distributive justice theory suggests distribution of rewards as per the contribution level of the employees. However, in this case, apart from the employees of mobile division, all other employees are getting less reward because of their poor performance. They are not being provided adequate rewards despite of their sincere contribution in keeping up the business (Van De Voorde Beijer, 2015). Hence, such employees are getting high de-motivated and the organization is facing challenges for retaining such employees. On the other hand, Bradler et al. (2016) opined that Hertzbergs Two Factor Theory suggests that rewards act as the motivators for the employees towards better performance. However, in this case, the employees of Samsung are not getting proper rewards for their sincere contribution, which is actually hampering their motivation level (Nica, 2016). Hence, it would be extremely difficult for Samsung to retain sincere employees in long run for g etting sustainable business profit. Discrimination among Divisions The news story of Samsung is clearly indicating that the organization is discriminating among different divisions in terms of providing bonuses. In has been found that the employees of mobile division are getting maximum bonuses despite of their poor performance. However, the employees of other division are getting very less bonuses for their poor performance. Such discrimination of bonuses is creating disruption of employee relation among the employees of different division (Yoon et al., 2015). Such clashing employee relation can hamper the willingness of the employees towards staying in the organization for longer period. As per the theory of ProMES (Productivity Measurement and Enhancement System) theory of performance appraisal system, the employees are get paid on the basis of the overall performance level of organization as a team (Nyberg et al., 2016). However, the organization is not providing bonuses to the employees as per the overall performance level of the organization. Such ineffective performance appraisal system is actually hampering the performance level of the employees on other divisions. Cost Cutting Issue As per the financial report of Q4, 2015, Samsung earned 15% increased profit from their previous earning volume. The reason behind such increased profit level was cost cutting, where the organization has reduced the pay structure of the employees (Boxall Macky, 2014). Such cost cutting system of the organization was quite frustrating for the employees, which hampered the performance level of those employees. Moreover, De Gieter and Hofmans (2015) stated that the cost cutting system is just ineffective against employee motivation as per procedural justice of compensation. The organization is not fair enough in their method to determine the contribution level of the employees apart from the employees of mobile division. Hence, the organization can face extreme challenge in managing the performance level of the employees and retaining them for longer period. Practical Solution for Future: Competitive Salary Structure As per the news story, the pay structure of Samsung is not attractive enough for motivating the employees. Hence, the employees are more inclined to seek for better job opportunities in other organizations, which are providing competitive pay structure. In such situation, Samsung should immediately set competitive salary structure for the employees. Such competitive salary structure would competently meet the physiological needs of the employees. Moreover, the organization would be able to retain the talented employees for longer period for long term organizational success through competitive salary package. Moreover, competitive salary package would also encourage the employees towards high level of performance for organizational success. Fair Reward Structure It has been found that Samsung does not provide adequate reward to the employees. The employees of mobile division are getting maximum bonuses despite of their poor performance. However, the employees of other divisions like consumer electronic and battery division are getting very less bonuses as per their low performance level. The organization is more inclined to penalize the employees for their poor performance through providing very less bonus. However, such reduced bonuses are actually hampering the retaining rate and performance level of the employees in Samsung. Hence, the organization should provide adequate reward to the employees for respecting their sincere contribution just like mobile division towards keeping up the business. It will help the organization in long run towards long term retention of the employees and their increased performance level. It will give the hope to the organization to keep up the business despite of several challenges in the market. Equal Bonus Pay From the news story, it can be seen that Samsung is discriminating among the employees from different divisions. It has been found that the employees of mobile division are getting maximum bonuses despite of their poor performance. However, the employees from other divisions are getting little bonuses for their poor performance. Such situation is indicating discrimination of rewards system among the employees. Moreover, the organization has no clear structure for providing rewards to the employees. It is actually creating clashing employee relation among the employees, which is de-motivating the employees through hindering their performance level. Hence, the organization should immediately initiate equal bonus system, where the employees of each division would get equal bonuses as per overall profit of the organization. It would definitely reduce the clashing relation among the employees from different divisions, which would ultimately enhance their performance level. Effective Performance Appraisal The new story of Samsung suggests that apart from mobile division, most of other divisions are more likely to penalize the employees as per their poor performance level. However, such penalize system is actually disrespecting the sincere contribution of the employees despite of different challenges. Moreover, the organization has no intension to improve the performance level of the employees through enhancing their skills and knowledge level. In this way, motivation level of the employees is getting down gradually and they are being more inclined towards leaving their current jobs. In such situation, despite of cost cutting, the organization should arrange proper training and employee development programs for improving their performance level. Such training and development program would definitely encourage the employee towards working hard for organizational success. Hence, training and development program would help the organization to enhance the performance level of the employees and retain them for longer period. Conclusion While concluding the study, it can be said that Samsung is providing maximum bonus to the employees of mobile division despite of their poor performance. However, the employees from other divisions are getting less amount of bonus because of their poor performance level. In this way, such discrimination of bonuses is creating clashing relationship among the employees from different divisions. Such clashing employee relationship is actually hampering the performance level of the employees. Apart from that, Samsung does not provide competent salary to the employees. Hence, the employees are more inclined to leave their current job, which may create challenge for the organization towards retaining the employees. Hence, the organization should distribute annual bonuses to the employees of different divisions equally. It would reduce the clashing relationship of the employees, which can help them in concentrating in their work for increasing their performance level. On the other hand, the organization should also increase the compensation package for the employees, which will encourage them to stay in the organization for longer period. References Alagaraja, M., Shuck, B. (2015). Exploring organizational alignment-employee engagement linkages and impact on individual performance: A conceptual model.Human Resource Development Review,14(1), 17-37. Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., Saks, A. M. (2015). 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