It Was But A Dream Essay Example for Free

It Was But A Dream Essay From my home country, attending school is a blessing. It is an opportunity given to those who can. Education is a privilege for those who can afford, and a gift to those who cannot. But for a person like me, who somehow found having my nose at a book intriguing, college education was a dream. Living that dream is another wonderful experience all together. Fellow students and teachers became the drawing force of inspiration from deep within. They highlighted that going to school was truly what I wanted. To be constantly surrounded by equally educated individuals continues to tickle the mind. There was just so much to learn. It is not about doing what everybody else does. It is not about having the bragging rights of even attaining an education. It is all about fulfilling what is in my heart. This was my chance to have an education, and as a person of my country, I simply could not back away. Concepts The first step in achieving one’s dreams is to accept all challenges that come along with it. There were times when you would question if this was what you really wanted for yourself. It is not as easy as the fantasies make you believe. It is hard work. But nothing is ever free. Education is earned as much as everything else that we want to have as our own. The next step is to immerse yourself in the pool. Education, I realized, is not just through the books and the professors. Relating with other students gave the textbook definition more in-depth meaning. It gave the whole idea of schooling much deserved essence. Sharing with fellow students what you have learned in class is a simple yet overwhelming experience. In comparison to lower level education, college education is more diverse. Not only are there a wide array of programs and courses to choose from, but there are also a lot of cultures to learn and understand. Moreover, it is advantageous to be able to relate with these cultures. College was that door to go beyond barriers and closed minds. As a person who is of color, this aspect of cultural differences is an important highlight in further enhancing one’s education. Without being able to see beyond the color of one’s skin, one fail to completely learn what is there to learn. Inferences Based on my experiences, not only do I dream to have an education, but it would seem that the underlying objective is to understand and to be understood. College education is not just being able to learn Science, English, Mathematics, or Art. My experiences suggested an even bigger and better package. It is learning all that with fellow students. Professors are also students—in the sense that they learn from their classes as well. According to my perceptions of education, I am an open minded person ever eager to learn more about anything and everything. I have my own field of interest, like any other student, but a student will always give a different idea a chance. Keeping minds closed would be the greatest downfall of a college student. Within me, I will always bring my country. But I share that with other people for them to learn who I am and who my people are. Implications My college experience has been fruitful. It was another beginning to life’s adventures, to learn, to find, and to experience. It was never always an easy task. But at the end of the day, one would find that you gained more than what you gave away. The network of friends, students, and educators helped fulfill a lifelong dream. All the hardships, the challenges, the financial ties were all worth it. Earning my college education was not just a dream I fantasize about as a child and a young adult. It was something I really wanted—that made every challenge seem very minimal. The new ideas and friends made in every class and endeavor might become overwhelming. But I always remember that I feel that way because I learned something new. The challenges tire me, but I always take my victories. Point of View In the end of it all, I believe that everyone truly deserves a college education. A lot of individuals find school too tiring. To them, it would always seem that there is too much to do: too much to read, too much to write, and too much to achieve. Little did they realize that at the end of it all, it is not about having achieved too much. Instead, it is having achieved so much. It is given more than enough effort, more credit, and more attention. That leaves a person worth knowing. As it is said, a person who is education talks very little. There are a lot of other ways to share what you know, and to let people see what you have gained in school. It is unfortunate that more often than not, people fail to realize this reality: college is a life changing experience. It is not just the books, the school hours, the tuition, and fees. It is about keeping the mind active. I believe everyone should experience college. There is much nothing to fear except the belief that you cannot achieve anything. I might not have achieved the greatest of awards, but my college experiences are my life’s best teachers. That is considering that even having a college education is but a dream.

Brave New World - Is It A Warn :: essays research papers

Aldous Huxley wrote Brave New World in the 1930s. He made many future predictions and many or most of them have already come true but not to the extent that he writes about. The society in Brave New World is significantly different to the present one, and to the society in Huxley’s time. Aldous Huxley wrote Brave New World not as a warning, but as something to look forward to. The people in Brave New World are everything we, as a society, want to be. Mustapha Mond sums up the perfections of the society in Brave New World with an explanation he gave John: â€Å"The world’s perfect now. People are happy; they get what they want and they never want what they can’t get. They’re well off; they’re safe; they’re never ill; they’re not afraid of death; they’re blissfully ignorant of passion and old age; they’re plagued with no mothers or fathers; they’ve got no wives, or children, or lovers to feel strongly about . . . And if anything should go wrong, there’s soma.† (p. 177) In Brave New World’s society, everyone has a place to be. There are no people out of work, there are no homeless people, no one struggles financially and they haven’t a family nor a singular person that they have feelings for to worry about. They are all specially skilled to fit a specific job therefore they are always needed, and people cannot survive without each other. ‘Everyone works for everyone else. We can’t do without anyone.’ (p. 67) As the director pointed out, everyone is specially made for a particular job: â€Å"Ninety-six identical twins working ninety-six identical machines . . . You really know where you are. For the first time in history.† (p. 18)   Ã‚  Ã‚  Ã‚  Ã‚  These people are conditioned to be happy all day everyday. They love their jobs, they can have sex with anyone they desire, they have entertainments to amuse them, they never want what they can’t have and they don’t have any or many responsibilities. They do not go through any troublesome times, or periods where they can’t feel they can cope with the workload, or emotional problems. They do not spend their younger years looking for their dream jobs for they are conditioned so well that they love the job they are given and feel satisfied with it. They do not experience depression, sadness, or emotional and moral confusion.

The Return: Midnight Chapter 40

But after an endless time in the soft, kind darkness, something was forcing Elena back up into light. Real light. Not the terrible green half-light of the Tree. Even through shut eyelids she could see it, feel its heat. A yel ow sun. Where was she? She couldn't remember. And she didn't care. Something was saying inside her that the gentle darkness was better. But then she remembered a name. Stefan. Stefan was†¦? Stefan was the one who†¦the one she loved. But he'd never understood that love was not singular. He'd never understood that she could be in love with Damon and that it would never change an atom's worth of her love for him. Or that his lack of understanding had been so wrenching and painful that she had felt torn into two different people at times. But now, even before she opened her eyes, she realized that she was drinking. She was drinking the blood of a vampire, and that vampire wasn't Stefan. There was something unique in this blood. It was deeper and spicier and more heavy, al at once. She couldn't help opening her eyes. For some reason she didn't understand, they flew open and she tried immediately to focus on the scent and feeling and color of whoever was bending over her, holding her. She couldn't understand, either, her sense of letdown when she slowly realized that it was Sage leaning over her, holding her gently but securely to his neck, with his bronze chest bare and warm from the sunlight. But she was lying down flat, on grass, from what her hands could feel†¦and for some reason her head was cold. Very cold. Cold and wet. She stopped drinking and tried to sit up. The light grip became firmer. She heard Sage's voice say, and felt the rumbling in his chest as he said it, â€Å"Ma pauvre petite, you must drink more in a moment or so. And your hair has Stillsome of the ashes in it.† Ashes? Ashes? Didn't you put ashes on your head for†¦now what had she been thinking about? It was as if there was a block in her mind, keeping her from getting close to†¦ something. But she wasn't going to be told what to do. Elena sat up. She was in – yes, she was very sure – the kitsune paradise, and until a moment ago her body had been arched back, so that her hair had been in the clear little stream that she had seen earlier. Stefan and Bonnie had been washing something pitch-black out of her hair. They both were smudged with black as well: Stefan had a big swath across one cheekbone, and Bonnie had faint gray streaks below her eyes. Crying. Bonnie had been crying. She was Stillcrying, in little sobs that she was trying to suppress. And now that Elena looked harder she could see that Stefan's eyelids were swol en and that he had been crying too. Elena's lips were numb. She fel back onto the grass, looking up at Sage, who was wiping his eyes furtively. Her throat ached, not just inside, where sobbing and gasping might make it hurt, but outside, too. She had a picture of herself slashing at her own neck with a knife. Through her numb lips, she whispered, â€Å"Am I a vampire?† â€Å"Pas encore,†Sage said unsteadily. â€Å"Not yet. But Stefan and I, we both had to give you massive amounts of blood. You must be very careful in the next days. You are right on the brink.† That explained how she felt. Probably Damon was hoping that she would become one, wicked boy. Instinctively, she held out her hand to Stefan. Maybe she could help him. â€Å"We just won't do anything for a little while,†she said. â€Å"You don't have to be sad.†But she herself Stillfelt very wrong. She hadn't felt this wrong since she'd seen Stefan in prison and had thought that he would die at any moment. No†¦it was worse†¦because with Stefan there had been hope and Elena had the feeling that now hope was gone. Everything was gone. She was hol ow: a girl who looked solid, but whose insides were missing. â€Å"I'm dying,†she whispered. â€Å"I know it†¦Are you al going to say good-bye now?† And with that Sage – Sage! – choked up and began to sob. Stefan, Stilllooking so oddly mussed, with those traces of soot on his face and arms and his hair and clothes soaking wet, said, â€Å"Elena, you're not going to die. Not unless you choose to.† She had never seen Stefan look like this before. Not even in prison. His flame, his inner fire that he showed to almost no one but Elena, had gone out. â€Å"Sage saved us,†he said, slowly careful y, as if it cost him great effort to speak. â€Å"The ash that was fal ing – you and Bonnie would have died if you'd had to breathe any more of it. But Sage put a door back to the Gatehouse right in front of us. I could barely see it; my eyes were so ful of ashfal , and it's only getting worse on that moon.† â€Å"Ashfal ,†Elena whispered. There was something at the bottom of her mind, but once again her memory failed her. It was almost as if she'd been Influenced to not remember. But that was ridiculous. â€Å"Why were ashes fal ing?†she asked, realizing that her voice was husky, hoarse – as if she'd cheered too long at a footbal game. â€Å"You used Wings of Destruction,†Stefan said steadily, looking at her with his swol en eyes. â€Å"You saved our lives. But you kil ed the Tree – and the star bal disintegrated.† Wings of Destruction. She must have lost her temper. And she'd kil ed a world. She was a murderer. And now the star bal was lost. Fel ‘s Church. Oh, God. What would Damon say to her? Elena had done everything – everything wrong. Bonnie was sobbing now, her face turned away. â€Å"I'm sorry,†Elena said, knowing how inadequate this was. For the first time she looked around miserably. â€Å"Damon?†she whispered. â€Å"He won't speak to me? Because of what I did?† Sage and Stefan looked at each other. Ice went down Elena's spine. She started to get up, but her legs weren't the legs she remembered. They wanted to unlock at the knees. She was staring down at herself, at her own wet and smudged clothes – and then something like mud came down her forehead. Mud or congealing blood. Bonnie made a sound. She was Stillsobbing, but she was speaking, too, in a new husky voice that made her sound much older. â€Å"Elena – we didn't get the ashes out of the top of your hair. Sage had to give you an emergency transfusion.† â€Å"I'l get the ashes out,†Elena said flatly. She let her knees bend. She fel onto them, jarring her body. Then, twisting, she leaned down to the little brook and let her head fal forward. Through the icy shock she could dimly hear exclamations from the people above water, and Stefan's sharp, Elena, are you All right? in her head. No, she thought back. But I'm not drowning, either. I'm washing out my hair. Maybe Damon will at least see me if I'm presentable. Maybe he'll come with us and fight for Fell's Church. Let me help you up, Stefan sent quietly. Elena had come to the end of her air. She pul ed her heavy head out of the water and flipped it, soaking but clean, so that it fel down her back. She stared at Stefan. â€Å"Why?†she said – and then, with a sudden panic – â€Å"Has he left already? Was he angry†¦with me?† â€Å"Stefan.†It was Sage, speaking tiredly. Stefan, who was staring out of his green eyes like a hunted animal, made some faint sound. â€Å"The Influence, it is not working,†Sage said. â€Å"She will remember on her own.†

Organizational Behavior Performance Management Styles Business Essay - Free Essay Example

Sample details Pages: 12 Words: 3565 Downloads: 3 Date added: 2017/06/26 Category Business Essay Type Research paper Did you like this example? Organizational behavior is defined as a actions and attitudes of individuals and groups toward one another and towards the organization as a whole, and its effect on the organizations operation and performance (https://www.businessdictionary.com /definition/organizationalbehavior.html #ixzz16Vjf8nTW). So organizational performance always determined by organizational behavior. Organizational behavior is basically determined from the behavior of the people working for the organization. Don’t waste time! Our writers will create an original "Organizational Behavior Performance Management Styles Business Essay" essay for you Create order So while keeping in view organizational behavior, organizational performance includes multiple activities, which help in creating the goals of the organization, and monitor the advancement towards the target. In order to achieve goals more efficiently and effectively this is used to make adjustments. The frustration of most of the owners and business executives usually is for Organization Performance. This is so even as their employees are hard working and are busy doing their respective tasks, the company is unable to achieve the scheduled results. Results are achieved not due to the diligent efforts made by the employees but more due to unexpected events and good fortune. In order for the any business to be successful, tasks must be defined and accomplished. It is important for an organization to develop strategies that should be designed around the skills that would enhance the performance of the organization. This could be accomplished by introducing Organizational Perfo rmance Management Systems. These are a number of major movements and methods that could increase the performance of an organization. Each one of these methods includes regular recurring activities that are used to establish the goals of the organization. These activities are also required to monitor the progress of the organization towards the goals. They are used to make adjustments to achieve the desired targets more effectively and efficiently. (https://www.managementperformanceadvice.com/organizationperformance.html). So the organizational performance is determined by the organizational behavior and organizational behavior is determined by the following factors Management styles Motivations Organizational structure Culture Work environment Training and development 1.1 Management styles Management styles are democratic, autocratic and consultative. Selecting the correct management style may lead to greater motivation and productivity from your staff. However, it is not as easy as just picking a style. Managers personalities and characteristics will influ+ence the type of style adopted. For example a timid manager will find an autocratic management style difficult to adopt. Democratic Management Style A democratic manager assigns authority to his/her staff, giving them responsibility to complete the task given to them (also known as empowerment). Staff will complete the tasks using their own work methods. However, the task must be completed on time. Employees are involved in decision making giving them a sense of belonging and motivating individuals. Because staffs feel a sense of belonging and are motivated the quality of decision making and work also improves. Although popular in business today, a democratic management style can slow decision making down because staffs need to be consulted. Also some employees may take advantage of the fact that their manager is democratic by not working to their full potential and allowing other group members to democratic manager delegates authority to his/her staff, giving them responsibility carry them. Autocratic Management Style In contrast to the above an autocratic manager dictates orders to their staff and makes decisions without any consultation. The leader likes to control the situation they are in. Decisions are quick because staffs are not consulted and work is usually completed on time. However this type of management style can decrease motivation and increase staff turnover because staff are not consulted and do not feel valued. So the performance of organization decreased. Consultative Management style A consultative management style can be viewed as a combination of the above two. The manager will ask views and opinions from their staff, allowing them to feel involved but will ultimately make the final decision. This type of management increase staff motivation and commitment which increase the performance of organization. 1.2 Motivation Motivation is the way to energize the employees to work for the organization to achieve the required goals of the organization. There are following motivational theories for the organizations developed over the time Maslows Hierarchy of Needs Maslow believed that all people are motivated by the same things. He identified 5 human needs he believed people wanted to satisfy. As one set of needs was satisfied by an individual, it would stop acting as a motivator, but the individual would then be motivated by the next set of needs. Names for the Needs Meaning Relevance to Business Self Actualisation The need to fulfill your potential. Employers allow staff to work at what they are good at, and to organize their work in the ways they wish to do it. Ego (esteem) The need to be valued. Rewards if targets are met merit pay rises, promotion; employers offer praise and acknowledge the good work of the employee. Social (acceptance) The need to belong to and work in a group. Team meetings, company magazines, staff social events; working in groups. Safety (security) The need to be protected. Safe machinery; protection in employment; contracts etc Basic (physiological) Food, warmth, sleep, clothes Heating, toilets, canteen; wages Dual-Factor Theory Frederick Herzberg Frederick Herzberg and his associates began their research into motivation during the 1950s, examining the models and assumptions of Maslow and others. The result of this work was the formulation of what Herzberg termed theÂÂ  Motivation-Hygiene Theory (M-H). The basic hypotheses of this theory are that: 1. There are two types of motivators, one type which results in satisfaction with the job, and the other which merely prevents dissatisfaction. The two types are quite separate and distinct from one another. Herzberg called the factors which result in job satisfactionÂÂ  motivatorsÂÂ  and those that simply prevented dissatisfactionÂÂ  hygienes 2. The factors that lead to job satisfaction (the motivators) are: achievement recognition work itself responsibility advancement 3. The factors which may prevent dissatisfaction (the hygienes) are: company policy and administration working conditions supervision interpersonal relations money status security Douglas McGregor X and Y theory McGregors Theory X managers believes that an employee dislikes work and will avoid it if possible. As a result Theory X workers must be controlled, directed and threatened with punishment if necessary to make them work. McGregors Theory Y manager believes that an employee finds work as natural as play or rest. As a result they are able and willing to organize, control and direct themselves, and to accept authority and responsibility. By adopting the influencing factor from these theories, required motivation level can be achieved which increase employees commitment and organizational performance. 1.3 Organizational structure Business Culture Importance For the business culture importance it took a long time for it to be renowned as an important factor in business success (or lack of success). Building a Positive Corporate Culture 1. Culture Carriers. These are key people, usually managers, who represent and spread the core values of the corporate culture. 2. Stability of the group. It is more difficult for a culture to emerge if people are changing all the time. 3. Stories. A group packages up its culture into stories which are frequently told and re-told, 4. Heroes. Individuals who typify to an extreme the values of the group. 5. Symbols. These may be staff mottoes, the corporate mission statement or anything that symbolizes the core values. 6. Rites. These are specific occasions, such as the annual office party, when the core values are publicly displayed. 7. Rituals. This means a standard pattern of behavior at a specific occasion, such as the office party if things are always done in a particular pattern. 8. Courses. Attending in-house courses is an important way of team-building and communicating the core values. 9. Cultural Networks. This means the informal contacts between emp loyees where they reinforce core values, especially by passing them from older to younger group members. Types of Corporate Culture 1. Adaptive Cultures. These have as a core value the ability to adapt to change, especially in response to changing external circumstances. 2. Inert Culture. This is a dead culture totally unable to change. 3. Networked Organizations. These are very sociable networks of small teams. They are highly creative. But loyalty is low. 4. Mercenary Organizations. These are ruthless business machines dedicated to work and to success. But sociability is very low. 5. Fragmented Organizations. These are really loose alliances of very independent workers, such as lawyers. Sociability and loyalty are both very low. 6. Communal Organizations. These have high loyalty and high sociability. They act like one big happy family. Recruiting new staff with similar values is important. Advantages of Strong Corporate Culture 1. Instructions are interpreted in a common way, so work is done to a similar standard and in a similar manner. 2. Loyalty is increased, and replacing workers is an expense to be avoided. 3. Motivation, and therefore productivity, is increased. 4. Management control is increased. Disadvantage of Corporate Culture 1. In a Multi-National Corporation there will nearly be conflicts between the local national culture and the imported corporate culture. 2. Businesses are not places with a homogenous culture. Most businesses are too large for people to identify across the whole organization. Instead, people identify with smaller sub-groups. So a business is, in fact, a mixture of sub-cultures some of which may even be deviant. There is also a strong likelihood of conflict between some of the different sub-cultures. 3. The relationship between a improved business performance and strong corporate culture is, as far as the data can tell, very weak. It may be then that corporate cultures are less about improved performance and more about making the managers feel they have achieved something; a cynic might argue that managers like to be surrounded by copies of themselves. 4. Business is rarely simple, clear and unambiguous enough to allow of one simple message of the kind envisaged by proponen ts of the corporate Facilitates communication between functions improve decision makinge culture idea. ORGANIZATION STRUCTURE Organizational structure is the formal system of task and reporting relationships that controls, coordinates, and motivates employees so that they cooperate to achieve an organizations goals. 2.0 TYPES OF STRUCTURE Functional Structure Functional structure groups people together because they hold similar positions in an organization, perform a similar set of tasks, or use the same kind of skills. This division of labor and specialization allows an organization to become more effective. Advantages of a Functional Structure Coordination Advantages Easy communication among Quick decisions -. Learning Makes it easier for people to learn from one anothers experiences. Motivation Advantages Facilitates performance evaluation for supervisor Facilitates performance evaluation for peers Creates teamwork that promotes high performance. Creates a career ladder Disadvantages of a Functional Structure Difficulty in serving needs of all products efficiently Coordination customer with varied needs are attracted to the organizations , they may find it hard to service these different needs by using a single set of functions. As companies grow, they often expand their operations nationally, and servicing the needs of different regional customers by using a single set of manufacturing, sales, or purchasing functions becomes very difficult. 3.0 Divisional Structures: Product, Market, and Geographic A divisional structure that overlay functional grouping allows an organization to coordinate intergroup relationships more effectively than does a functional structure. Product Structure Each product division contains the functions necessary to that service the specific goods or services it produces. Market Structure Group functions into divisions that can be responsive to the needs of particular types of customers. Geographic Structure Each geographic division has access to a full set of the functions it needs to provide its goods and services. Advantages of a Divisional Structure Coordination Advantages Quality products and customer service Facilitates communication between progress decision making functions, thereby increasing performance. Customized management and problem solving Facilitates teamwork Facilitates decision making As divisions develop a common identity and approach to solving problems, their cohesiveness in- creases, and the result is improved decision making. Motivation Advantages Clear connection between performance and reward Customized service regional managers and employees are close to their customers and may develop personal relationships with them. Identification with division employees close identification with their section can increase their commitment, loyalty, and job satisfaction. Disadvantages of a Divisional Structure High operating and managing costs Poor communication between divisions Conflicts among divisions 4.0 Matrix Structure A intricate form of differentiation that some organizations use to control their activities, results in the matrix structure, which simultaneously groups people in two ways- by the function of which they are a member and by the product team on which they are currently working. In practice, the employees who are members of the product teams in a matrix structure have two bosses-a functional boss and a product boss. Coordination Advantages Facilitates rapid product development Maximizes cooperation and communication between team members Facilitates innovation and creativity Facilitates face-to-face problem solving (through teams) Provides a work setting in which managers with different functional expertise can cooperate to solve non-programmed decision-making problems. Facilitates frequent changes of membership in product teams Disadvantages of a Matrix Structure Increase role conflict and role ambiguity High levels of work stress Limited opportunities for promotion Organizational Structure of Tarmac Ltd In Tarmac Ltd., the organizational structure is of divisional as it has been divided into different division like production division, engineering division etc. In this structure, all the employees are free to work and give their ideas for the future planning. In this way on one side the management gets different ideas but the ideas lack the professional approach as all the employees would not have professional qualification. In this way the implementation of those ideas can lead the organization away from the main goals of it. Enterprise: In case of enterprise the organizational structure is mixed- divisional, functional and geographical. The owner of enterprise makes the main decision and it is transferred to all the employees in different division and geographical locations. But on the other hands the employees are also given the authority to decide on the spot according to the situation. This type of organization structure helps the organization to grow and get more profit in the near future but on the other hands the control of the management loses on the employee. 5.0 RELATIONSHIP BETWEEN STRUCTURE AND CULTURE: The task of a manager is to create an organizational structure and culture that: Encourages employees to work hard and to develop supportive work attitudes Allows people and groups to cooperate and work together effectively. Structure and culture affect: Behavior Motivation Performance Teamwork and cooperation Intergroup and Interdepartmental relationships The way a structure or culture is designed or evolves over time affects the way people and groups behave within the organization. Once an organization decides how it wants its members to behave, what attitudes it wants to encourage, and what it wants its members to accomplish, it can then design its structure and encourage the development of the cultural values and norm to obtain these desired attitudes, behaviors, and goals. In case of Tarmac Ltd; the divisional structure and sharing culture describe the organizational in best. Its culture describes Shared values Participative work Takin g care of employees Follow rules and regulations Career development This type of culture motivates the employees to work and enhance the performance of the organization. On the other hands in case of Enterprise mixed structure and open communication developed the culture of Customer satisfaction Growth Employee development Profit But the company does not care about the social factor as to help the society and take care of the environment. This causes to create a negative image in the mind of the customers and can decrease the market share of the Enterprise. On the other hands the employees are not involved in the decision making and are supposed to follow the rules set by top management without employees involvement which cause the de-motivation in the employees. Work environment Basically the culture determines the working environment of the organization. Positive and friendly working environment always increase the output of the employees. So because of the positive and friendly environment the performance of organization improves. Development and Training From the performance appraisal the deficiencies of the employees are assessed. To fill the skills gap of the employees for the job, suitable training is designed. The process of training assessment normally starts from the recruitment process, to fill the skill gap. The need for training assessment and development of training strategy is explained by the flow chart as below (https://www.e-bigfish.com/en/what-is-art.asp) Development and training Process After assessment of the training and development, training strategy is developed and individuals are selected for training. The development of training strategies starts from the review of business strategy which determines the skills requirement and help in the development of training strategy for the employees. After developing training strategy, top management select the traininr for the effective training. Training may be of two types On the job training Off the job training The type of training depend upon the availability of traininer and level of training required. It is axplianed by the flow chart below. (https://www.performanceweb.org/events/training/workforce-performance/sub7/) The delivery methods are selected, either practical training on job or class room training. Training contents are developed according to the new skills required by the trainee and dynamic nature of the job. If the development and training strategy is implemented, the performanc e of the organization increase because of the availability of right skills required for the jobs in the organizations. This also increases the employee motivation level. 6.0 Role of technology in business performance: Technology plays an important role in the success of the business. In this era of technology and modern ways of communication, technology plays its role for the success of the business in the following ways. Cheep and mass communication with the customers by advertisement on line on the internet and on the TV etc Easy and quick communication by using different ways like telephone, internet etc Attracting more customers Online shopping facility Management the business from one location in different geographical location In the case of Tarmac Ltd, it is using the technology in the following ways for the success of the company Managing the utilization and production functions effectively and efficiently by using the latest computer technology Online survey of the customers and feedback from the customers so that the management of Tarmac ltd would be able to assess the market needs and produce the products required by the customers Alignment of the different divisions for the proper functioning of the company to achieve its goals. Effective supply chain management to save the cost and increase its profit along with the customers satisfaction. In this way the technology is playing its part for the success of the business. Obstacles in organizational performance There are following limitation which limit the improvement of organizational performance Cost Time limitation Behavioural factors Legal requirements Technological changes Cost: Cost limits the performance of the organizations because the organizations are performing tor the profit motives. If the cost of the organizations is high, the profit will decrease, so it will not be possible to for the organization to achieve it profit goals. On the other hands the availability of the finance is not free of cost. If organizations run out of cash during the normal activities of business, it will cause the default of the organization. In this way the cost is the main obstacle in the performance of the organization. Time limitation: The main goal of the organizations is to achieve its targets as planned by the organization. If the tasks are not achieved according to the planning, it means the organization is not performing well. Some times to achieve the targets, organization required extra resources like more employees and machinery. The acquirements of extra resources incur cost to the company, so it is restricted by the financial resources. In this way there is always an opportunity cost for the organization in using the resources which decrease the performance of organization. Legal requirements There are always legal requirement for every activity of the organization. These legal requirements put an upper and lower cap on the performance of the company. 7.0 Role of Management in Change process: Management plays an important role in the change process. In technological dynamic environment it is the responsibility of the management to assess the change in the technology and arrange training for the employee so that employees can have required competences to perform their job efficiently and effectively. On the other hands everybody wants career development for better job and better performance. So in the modern dynamic environment most of the employees of the companies look into the requirement of the market and acquire new skills to fill the skill gap in the market. The training for the new skill helps them to get better position in the organizations. So it is both employer and employees who assess the need for new skills to fill the skills gap in the dynamic modern society. 8.0 Conclusion On the basis of above analysis it is clear that organizational behavior play an important role in the performance of the organization. The management styles, organizational structure, employee motivation level and training for the new skill are the key factors which help in the improvement of the organizational performance. In the modern dynamic society employees and employers (managers) play equally important role to fill the skill gap in the dynamic technology through training and improve the performance of the organization.