Select an incident of police misconduct, either past or present, from Assignment

Select an occurrence of police offense, either past or present, from a news source. From the perspective of a police chief, - Assignment Example Presentation Police unfortunate behavior speaks to unsatisfactory activities that are regarded unlawful, taken by those in the police power regarding their proper duties of state while making a capture. Police wrongdoing is regularly a demonstration that isn't legitimate by the law and it for the most part includes separation in the obligations they should proceed as police. In an offer to deal with the wrongdoings by the police, there has been a quick developing pattern by the non military personnel/private offices to go past survey and take part in examinations legitimately and are known to have a more noteworthy contribution to choices that respect discipline. Police unfortunate behavior can be of different sorts and degree. Coming up next are the absolute most regular sorts of unfortunate activities that police have been known to frequently take part in. The wrongdoings comprise of, reconnaissance misuse, bogus admission, unfortunate behavior by an official while off the clock, b ogus capture, terrorizing, racial profiling, distorted proof, police severity, bogus detainment, and police defilement. There are more activities in which an official can be said to have acted in a demonstration of unfortunate behavior. One such case is the place a cop accepts that the end legitimizes the methods. By this I imply that a cop accepts that his motivation is honorable in light of the fact that it yield great outcomes. Another unfortunate behavior is the point at which a cop shows particular requirement. This is where a police demonstrates mercy to certain individuals since they are family, companions or individuals he has known previously. Another striking unfortunate behavior is the point at which an official of the law streaks his identification frequently as a method of requesting administrations, for instance when he need to get a rebate or access a spot (Martinelli, 2007). This is delegated maltreatment of intensity. We can likewise discuss concealing for bad behav ior through lying after swearing to tell the truth. An official while on the job isn't permitted to be affected by liquor or medications. Provided that this is true, the official can be blamed for unfortunate behavior and need to confront disciplinary activity. Each official is required to follow the set procedural approaches while they are on the job and no infringement of these strategies is worthy (Prenzler, 2004). It is accepted that no cop should betray the other official because of wrongdoing. The explanation concerning why this conviction is there is on the grounds that the cops are thought to have shared a code of quietness that makes them look the other way when they find that an individual official acted in a way that would propose he did an activity that adds up to unfortunate behavior. This alleged code has been invalidated by the police who state that it is non-existent and allude to it as a legend (Westmarland, 2005). Instances of police offense are regularly demonstra ted to be affected by the instruction and character of a cop. In the news, instances of police offense are brought to the lime light in a few events. Progression in innovation has empowered all crew vehicles in to be fitted with cameras that record the activities of an official and this is one explanation instances of police unfortunate behavior are being recognized prompting a diminishing in the instances of wrongdoing. Cops must have the information and aptitudes to effectively carry out their responsibilities. Top notch, section level, region and in-administration preparing programs are vital to ensuring that officials comprehend the department’s destinations as well as have the capacity to satisfy them. The branches of police and their

Is Chivalry Dead free essay sample

Forgo vs. Forego

Renounce versus Forego Renounce versus Forego Renounce versus Forego By Mark Nichol What’s the contrast among swear off and forego? It’s an inescapable result that there’ll be some disarray, however I’ll do without further diversion to get to the conversation. To swear off is to manage without, or surrender: â€Å"He will do without the joy of her company†; â€Å"I’ll renounce the custom of requiring a co-signer.† The current participle is doing without (â€Å"She is doing without the procedure†), the past-tense structure can be swore off (â€Å"She did without the procedure†) or sworn off (â€Å"She had done without the procedure†), and one who does without is a forgoer. Just the fundamental action word structure, notwithstanding, is normal. To forego, conversely, is to go previously, to go before. Forego is substantially less basic in utilization than swear off, and it by and large has a non-literal sense, frequently utilized in such proclamations as â€Å"Her notoriety will forego her† or â€Å"Her notoriety foregoes her,† implying that others will have found out about the subject before they meet her. Be that as it may, in spite of the fact that the past-tense structure forewent is uncommon, the structure inescapable, and the current participle prior are more typical than the root word. An expression I utilized in the primary section, â€Å"foregone conclusion,† is applied every now and again to show that something is certainly comprehended to be valid; prior alludes to something that has recently been experienced, as an entry in a report: â€Å"The previous explanation ought not be interpreted as an endorsement.† To keep up the differentiation between the words swear off and forego in your brain, recall these nuts and bolts: Use do without or doing without in the feeling of â€Å"doing without†; past-tense use is uncommon. What's more, however utilization of forego is impossible, inevitable and previous are regular terms for reference to something previously done. Or then again, most just, consider - fore in before to advise yourself that forego and its variations allude to arrangement and that do without looks like overlook, which is regularly the explanation something is left fixed. Need to improve your English in a short time a day? Get a membership and begin getting our composing tips and activities every day! Continue learning! Peruse the Misused Words class, check our well known posts, or pick a related post below:How Many Tenses in English?10 Types of TransitionsMay Have versus Might Have

Theories of the text- academic summary Essay Example | Topics and Well Written Essays - 1000 words

Hypotheses of the content scholastic synopsis - Essay Example The motivation behind stilwell’s section on the significance of sound in cinematography and film isn't to recommend that sound is a higher priority than the visuals, yet to investigate why sound has such a significant influence really taking shape of the film and to contend that more consideration ought to be paid to the investigation of sound. Stilwell starts the investigation of sound by showing that sound is totally different from light in numerous regards, in spite of the fact that there is a compulsion to isolate sound (in film, yet through life) into parts like discourse, impact and music. Stilwell contends this may not be shrewd, as these are on the whole meeting parts of the equivalent audial scene. Moreover, the discourse may regularly dominate understanding of the music and impacts, which can be taken on by masters or frequently disregarded inside and out. Stilwell additionally contends that music and impacts frequently have a more subconscious influence for the crow d than exchange, however are essential to the experience of the film and hence ought not be disregarded scholastically. Stilwell at that point explains into the focal point of the section: how subjectivity and sexual orientation are both piece of the translation of the sound scene. ... This thought is supported up by the idea of film, including the ‘ego-satisfying ID with the male legend and the libidinal spectacularisation of the female body’ (stilwell, 2005). Stilwell at that point proceeds to contend about the kinds of sound that can be knowledgeable about the true to life scene and how these have semi-formal associations with sexual orientation. In freudian examinations, the male voice is predominant and the female voice is agreeable. In this sense, the male voice can be compared to significant discourse (as communicated previously, the most observable piece of the soundscape) and the female voice can be likened to music or impacts. The connection can be moved further: solid is the overlooked female and visuals are the prevailing manly piece of the film (Stillwell 2005). This perspectives causes subjectivity to be seen as an unpredictable idea. The creator calls attention to that subjectivity has covering implications. Subjectivity changes as per i mplications and can be comprehended the related social coding. While female voice in films is related subjectivity the females are relied upon to be compliant in numerous societies including the western societies. The creator attempts to bring up that sound, particularly hearing, is related with unreasonable and enthusiastic angles. Sound is amplified by its subject, which is music. Music, feelings, and nonsensicalness are profoundly connected with ladylike inalienable in culture. The partnership of music, nonsensicalness, and feeling is woven into the psychoanalytic hypothesis (Stillwell 2005). A similar partnership has both positive and negative ramifications, explicitly for the female subjectivity. These suggestions are additionally stretched out to

Single Market Essay Example | Topics and Well Written Essays - 2250 words

Single Market - Essay Example The spotlight in this paper is on Single Market, otherwise called the Internal Market, a very notable European Union task with a target to shape Europe into a solitary economy and make unhindered commerce inside the association. This compelling venture incorporates European Customs Union, the single cash and different arrangements which are proposed to join the economy of EU into a solitary unit. It was in 1957 when the Treaty of Rome was set up to give the conditions to the monetary network which incorporates progress of inside market, single horticultural arrangement and the structure of the foundations of European Community. The Treaty of Rome presented the idea of qualified greater part of casting a ballot. The Treaty of Rome set out four opportunities in Europe which incorporate opportunity of development of merchandise, to offer types of assistance, of capital and of individuals. It was in 1968 when European Customs Union was made to additionally set up the arrangements of the settlement. The formation of this settlement denoted the finish of the NTBs or non-duty boundaries. After the production of this arrangement, there was a conflict between free enterprise and interventionist just as between managed private enterprise and neo-progressivism. So as to additionally make stride in making a solitary market, the European people group made an approach of harmonization to accommodate the distinctions in national administrative practices and to make progressively normal standards. Be that as it may, this approach didn't completely succeed in light of unpredictability of the procedures including Non-Tariff Barriers, the choice principle of the lion's share and ultimately, it posted low political enthusiasm from the part states. (â€Å"The Single Market†). This normal market or harmonization was made by the Treaty of Rome so as to wipe out exchange hindrances and to guarantee monetary advancement among the part states. The accomplishment of the full usage of the arrangement didn't succeed to a great extent as a result of the determination of itemized authoritative harmonization (â€Å"European Parliament†). Since the part states needed to have everything casted a ballot collectively, harmonization turned out to be extremely hard to accomplish. The European Court of Justice and Mutual Recognition In request to build up the motivation behind making a bound together market in Europe, an essential advance was made by the European Court of Justice. The rule of common acknowledgment was made to ensure the free development of products and ventures. In any case, this rule doesn't require all individuals from the association to have a bound together enactment. The two merchandise and ventures can't be restricted from deal on the region of another part states aside from if there superseding of general intrigue, for example, wellbeing, purchaser security and insurance of nature (â€Å"The Mutual Recognition†). Beside this straigh tforward arrangement, it must be noticed that the standards of the part condition of source of the merchandise and ventures must win. This is viewed as a handy and persuasive device for a financial joining without giving up the nearby, local and national custom ( â€Å"The Mutual Recognition†). In spite of the fact that there is a transition to coordinate the market into a solitary market, the network despite everything needed to hold the assorted variety of the items and administrations offered by the part states. This significant advance advanced basic correspondence of guidelines than harmonization approach. It is said that part states can just call upon national limitations, conventions, customs and control facilitated commerce in territories thought about not commonly comparable (â€Å"The Single Market†). Neoliberalism and the European Union According to Hermann (n.d.),

Research Papers Samples

Research Papers SamplesResearch papers samples are a convenient way to obtain papers for your classes. You do not have to go around the corner to find such papers. Online services are now available where you can buy paper samples online.What if you need to do some necessary research paper? Do you have the time to search for sources of papers and then put them together? There is no need for this because there are several service providers who offer research papers samples.Research papers are generally divided into the different categories and all these papers are assigned to you based on the category. There are so many different paper categories that it can be hard to remember which paper to assign to which category. However, in a nutshell all of these categories are as follows:- The first category is the Business Methodology papers. You would get business papers from the various sources like finance, accounting, marketing etc. These papers provide information on various business meth ods. It is helpful to know about the different business methodologies.- The second category is the Business process analysis papers. This type of papers consists of the brief analysis of the industry and how this will affect the industry. It also provides an in-depth analysis of the impact of particular business decisions.- The third category is the business analysis papers. This paper is basically about estimating the amount of money and resources available to the firm and then putting those resources to use to make the business grow. These papers are mostly required for various companies that deal with large amounts of money. As the name suggests these papers are involved in the estimation of a firm's financial status.- The fourth category is the Development Methodology Papers. This is very much similar to the Business Methodology papers. However, these papers provide information on the methodology of development.Finally, the last category is the Design methodology. This is actual ly the study of the techniques and approach used by the companies in developing the products and services. This helps firms develop effective strategies to handle their competition.

Organizational Behavior Performance Management Styles Business Essay - Free Essay 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. 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.