Great Little Box Company Case Study Essay

Problem Statement Idea Points – The company’s original informal, simple structure has moved on to an organic structure has now outgrown itself. How does GLBC implement a structural revival and still retain and absorb customers in a market that is no longer suffering an economic down turn. How can this new structure be used against the competition in a global market – How do we influence and delegate various levels of Authority and Legitimate power to employees to further organizational efficiency – How do we implement different concepts of power type to our current and future organizational design? – With the acquisition of new companies, interorganizational conflict will arise. Structural and personal factors lead to conflict in organizations. What key factors can we work on to heighten Emotional Intelligence? Symptoms – We can see that the company started as a small structure. The power was in the hands of Robert Meggie † taking orders to making sales calls to running one of the machines and shipping out the completed orders.† – Expert Power has been implemented through the hiring of a recently laid off salesperson from one of its largest companies (supply shipping first). The member of the organization â€Å"Upped our business 80 percent overnight† – and highlighted the importance of a strong sales force – Eventually Meggie required the skills and expertise of another person (for sales and marketing) Meggie was then responsible only for administration and production (we can see a change into a slightly more divisional structure, based on the services) – * Administration * Production *Marketing *Sales – The Six types of OD structures can fall under two comprehensive categories (Mechanistic and Organic) we can identify GLBC as being closer to the organic side. (No one company can be purely be from one side or the other) – We can see that size is increasing for the company (Absorption of Parrot Label (label capabilities), Vanisle Packaging (P provider on Vancouver Island), and Action Box Company (Lead provider of protective packaging in BC). This also forwards the Formalization and Specialization of the company. This in turns decentralizes decision-making. – The past economic downturn had the small, agile company cut into an edge in the market. However, the now growing expansion has the need for strategic leader ship that can facilitate access to the company’s capabilities and knowledge. – We do not have any type of standardization information present for this company. We have nothing that points to identification of a standardization of company management. (Rules, Policies, Documentation) – As the company is continuing to grow, centralization is also growing. This is demonstrated by the monthly meetings that Meggie administers. The information shared is a vehicle of empowerment for the people below him at the various locations. – Meggie also meets with everyone twice a year in groups, to provide â€Å"a state of the nation† (Centralized Authority Structure) – It is possible to assume that as the complexity of the structure increases, so does the political element of the strategic decision processes- As the company grows Meggie may be faces with a problem where he may have to balance efficiency orientation and the quality orientation of the organization. Problem Analysis – Information Technology and communication systems can lead to interworking with the company. These companies are less hierarchical and more engaged into external networking. – This will deter a delay in decision-making, and increase the quality of the decisions being made. The right information is meeting with the right people. And no one is being overloaded with data. – Coordinating plans can be not as effective in a changing structure, if the it is designed poorly – GLBC at times may experience powerlessness can due to existing staff being grouped with newly acquired companies, and experience conflict. (Changing OD Structure) – We must share power between people to project empowerment to the people? – Information Power is the access and control to information that can be used by managers to establish power. We should use current technologies to share the proper information to the right people – A high level of Vertical Differentiation must be in place for the organization to consider growing in size (global market). – Horizontal Differentiation must be at a level where the needs of the customers are met by the specific Organizational Units (domestic and foreign operations). Conflict can arise from the improper grouping of processes. Refer to page 253 (Technology) – Formalization, specialization, standardization, and centralization. – Must allow the proper authority to make key decisions, but allow the parent firm to allow the goals of the organization to be in check at the same time. Page 253 (Size) – Structural Factors can lead up to a cause of conflict in an organization. We can identify this through the specialization of companies that have been absorbed by GLBC. – In a big box company, Interdependence will become prevalent. All the groups rely on each other to create the finished product. It one section where to fail, it will be easy for one of the groups to blame another group.( Negative Consequences ) – Functional Conflict – Can be used to promote new solutions to problems and promote creativity. Recommended Solutions – We want to lead up to a semi – autonomous system. Where organizations can self-manage and controls themselves. o The negative consequence in choosing this route is the possibility if a section of the company to lose track of the focus of the company. o A section might be given so much freedom that they can lead to a huge economic loss in not in check o Can be positive due to authority based decisions to be transferred completely to another autonomous unit, thus having speed and being unhampered by politics. o Delegation of tasks (Semi-Autonomous) will always answer to the organization but still be allowed to do its own thing – Authority, Legitimate Power – Can be deployed to specific people with the use of information technology (For an example, Microsoft Domain Networks with separate Organizational Units) the proper people with have the proper knowledge, (The higher ups can be exposed to more but not actually work with it, people lower in the hierarchy can see less but more action orientated with it. (Goal setting mechanism)) o Very similar to authority, Based on mutual agreement of the structure and the target. We must make it visible to all workers, who is where and what they can do. o The negative side is that, people can choose to ignore people they do not respect. And later be swayed by referent power (They persons charisma) o It’s crucial to identify the group’s main source of authoritative inspirations and deploy someone who can meet the power needs. o A engineer is more likely to Expert Power and Reward Power more than the other power types. We can tell this by their personality type ENTJ INTP (Intuitive types). Perhaps even if we have a lot of EN** we can find a charismatic person that can a lot of expert power J – If we cannot show a proper power structure to a changing organization, we may find people attempt to resort to political power to gain power. For an example, character assassinations. People may start to take favourites or put down people that will not help them achieve their power goals. -People may try to gain people under a personal agenda book -Make themselves look socially better -Influence people without using power ethically – To deter this, again legitimate power can be instilled – Vertical Differentiation – We have to have solid management with Authority. Progression up the company is clear and hierarchical. Communication flows vertically up and down – Disadvantages We have individual containers for each section of a geographical area that is in charge of it owns sales, BUT Production is to remain consistent across all locations to have the brand product remain the same. The respective marketing is left up to the location is thus does not have to answer to the higher ups CEO in the company. This will prevent information overloading with the OD. The (Project Manager) will have the ability to work in two difference areas. As a regular projects manager in the Marketing Dept and as a functional Production manager. The right people to complete the tasks will be pulled from the locations thus leading to a organisations intimacy through the location. Also this provides for a need for achievement and affiliation. People will not feel like they are stuck in a certain area. In addition, the ability to flex positions would be present. Once they task is completed staff can be returned or combined with several structures creating a hybrid entity.

Human Relations Vs Classical Approach To Management Essay

This essay will explore the main features in both the â€Å"Human Relation Approach† & â€Å"Classical Approach† to the management of organisations. The essay will compare both approaches and explain why? In my view, the human relation approach is superior to the classical approach in the management of organisations. Before we can declare that the human relation approach is superior to the classic approach in the management of organisations, we must first explore the main features of the two approaches. The Classical Approach The classical approach to management began to come to the fore of management in the first half of the 20th century as organisations looked for more ways in which to improve the number of issues that were surrounding industrial management from that time. Management were striving to find new ways in which to increase productivity, lower costs, increase quality of their products, improve employee/manager relationships and increase efficiency at their factories. The main concern for management using the classical management approach was to find the â€Å"Best Possible Way† in which employees were to perform and manage their daily tasks. What were to come from this were 3 separate branches of the classical approach to management. The 3 branches were as follows, Bureaucratic Management, Classical Scientific Management and Classical Administrative Management. Each of these branches had the one goal of finding the â€Å"Best Possible Way†. Bureaucratic Management The example I will use to explain Bureaucratic Management is Max Webber’s theory on bureaucracy. In the late 1800’s Max Webber criticised organisations because of the way they ran their companies, in some cases like a huge extended family. An example of a company running the business like this would be for a manager to promote a family member for a job  position over another employee simply because he is a relation. The other employee may even be better skilled to carryout the job on offer but this won’t make a difference when the decision is being made. Another scenario would be for management to pick an employee for promotion simply because he gets along with this employee better than he does with the other employees. Webber believes this informal organisation of supervisors and employees inhibited the potential success of a company because power was misplaced. Webber believed in a formal rigid structure of organisation called bureaucracy. This non-personal view of an organisation follows a certain structure of rules, authority and competence. Webber believed that a supervisor’s power within an organisation should only be based on the individual’s position within the organisation, the level of professional competence and the supervisor’s adherence to the organisations rules and regulations. In other words if a company was to make you a supervisor it would be on merit alone or to reverse an old saying â€Å"it’s not who you know it’s what you know†. Following the organisations rules and regulations will ensure that an organisation follows the correct procedures that facilitate consistency in management practices. An example of these rules and regulations would be when an employee calls in sick, the employee must follow the correct procedure i.e. call supervisor before 10am, all employees are expected to follow this procedure and the supervisor is expected to enforce it. The division of labour and work specification was another one of Webbers theories. If an organisation has a workforce of 50 people and management had 4 specific jobs to carry out, the organisation would distribute the jobs to the employees who had the most experience in the specific field in which the job required. Impersonal management was also an important part of Webber’s theory. He believed that while management should be friendly and active with employees they should maintain an impersonal relationship as to promote fair and equal treatment of employees so that unbiased decisions can be made. Classical Scientific Management This branch of classical management focused on the methods and theories in the creation of specialized work processes and workforce skills to complete  a number of the organisations production tasks efficiently. Frederick Taylor, Henry Grant and Frank & Lillian Gilbreth are some of the people who pioneered the classical scientific management theory. They spent their time researching how specific jobs in their companies were being carried out, what steps were taken by an employee to complete the work and the amount of time it took for the worker to complete a task using different methods. These steps were used to determine which way was the most effective. This research led to the 4 principles of scientific management. Number 1, management provide employees with a precise, scientific approach for how a worker completes individual tasks. Number 2, management should choose and train each employee on one specific task. Number 3, management must communicate with staff and ensure the method used to complete the task is in fact the most efficient way to do a task. Number 4, management should create the appropriate division of labour. Following these 4 principles ensured that any organisation that used classical scientific management was left with â€Å"Best Possible Way† of doing things The division of labour allowed management to break down complex and difficult tasks into much smaller and manageable jobs and tasks that single employees could complete. Each employee is given precise instructions and training, specifically in how to best perform their jobs and tasks, each tasks is then watched closely by management who will ensure that the method used is the most efficient method for completing the task. When management is happy with all the methods being used they will watch as the product is passed on from employee to employee. If you think of an assembly line in a factory were each worker has one single job to do over and over in the production of a product on an assembly line, the product is finally ready for sale after each worker completes their specific tasks along the assembly line. Henry Ford’s mass production of the Model T car is a great example of how the assembly line really worked within an organisation. Ford used the  classical scientific management theory along with his own engineering background to determine the â€Å"Best Possible Way† in which he could mass produce the Model T car using the assembly line. First he rationalized the most effective way to build the car based on the size of parts. He then determined the best order to assemble similar sized parts. Workers were trained in assembling these parts on an assembly line. Once the process was defined in only took 93 minutes to produce a Model T car using the assembly line. This allowed Ford to mass produce the car. Classical Administrative Management When systematic management grew in popularity, the number of people who where interested in defining and improving the practice, the likes of Max Weber & Henry Fayol to name a few were among the theorists who sought an alternative more general approach from the specialized functions of scientific management. Where scientific management focused on the workers productivity, administrative management focused on management processes and principles of the organisation. The goal of management theory shifted from exact work methods to the development of managerial principles, which in turn led to the birth of administrative management. The administrative theorist tackled the idea of management from many angles with the goal to designating management as a profession the can be taught to companies anywhere in the world. Weber & Fayol researched topics such as organisational principles, philosophy of management & organizational structure to list a few in order to make management a legitimate force within organisations. For Weber & Fayol management was a profession and an important role within an organisation. Scientific management focused on how to best get a job done administrative management focused on the best way to pull all the jobs together to organise a business. Simply put scientific management was concerned on the parts and administrative management was concerned on the sum. Human Relation Approach As a result of developing the classical management theory by the likes of  Frederick Taylor, Henry Grant and Frank & Lillian Gilbreth was that critics began questioning classical management theory for the potentially harmful effects on employees. It was not so much the way in which management went about finding the most effective way to complete a task that concerned critics, but the assumption of classical management theorist that management and workers would meet half way on their attitudes on standardisation. Many believe that the emphasis on standardisation had in avertedly created an attitude among managers that employees were merely just the clogs in a machine, in this case the organisation. While machines and processes could be standardised, it was unrealistic to expect that standardisation among emotional human beings. Instead the 2 needed to be looked at individually. While Taylor and other classical management theorist continued to study and rollout the standardisation of jobs and processes, others began to look at a new research and approaches that involved the employee. This led to the creation of the human relation approach. The human relation approach attempted to incorporate the behavioural sciences into management thought in order to solve the problems that were encountered when incorporating the classical approach to management. The theory behind this idea was that the roll of management was to use employees to get the work done in organisations, rather than focus on production, structures or technology the human relation approach was concerned with the workers. Human relation theorists concentrated on questions that concerned how to best way to motivate structure and support employees within the organisations. A study during this time called the Hawthorn study was originally devised by a company called Western Electronics and was carried out by their own industrial engineers in 1924. The company was the manufacturing division of the American Telephone and Telegraph Company. The Hawthorn Works employed up to 30000 people and at the time was considered a prime example of the techniques and processes that are involved in the mass production of products and the work organisation methods that were advocated by the likes of Fredrick Taylor and Henry Ford. However, there was a difference mainly being the company’s personal and welfare policies that included pensions, medical care, disability benefits and recreational facilities. The first phase of the study aimed at examining the effects of various lighting levels in the workplace and how these lighting levels could affect workers productivity. They divided workers into 2 groups, one that would have the light varied in the room and one that would have a constant illumination level in the room. Engineers expected to see various results in the group with changing light levels in order to determine the correct level of light, however the opposite happened. The group with the changing light levels in their room surprised engineers by actually increasing their output. The only time their work actually decreased was when the light in the room was actually so dim that the work could not continue. Even more startling was that the group with the same constant light levels also increased their work output. The second phase of the study wanted to establish the effects on productivity with increased rest periods, for example shorter working days, reduced working week, refreshments and better friendly communication between workers and supervisors. They tested a group of 6 women in an assembly test room and gave them the new privileges. The initial results were noted by Gillespie (1991:59) [Their] privileged status and a modicum of control over work days brought about a strong identification with the test room among the workers . . . With the introduction of refreshments during the morning rest period, the women’s status soared higher still. Within 2 years of phase 2 starting productivity in the group of 6 had increased up to 30%. This led to the commissions of even more tests being carried out on various groups of people using the new techniques of reducing working hours and providing better care for their employees. The great results in output and employee job satisfaction undermined the assumptions regarding human behaviour that had been previously perceived by other classical management theorists. The study concluded that it was not the changes in the environment such as lighting and refreshments that had improved the production output in the group, but it was in fact the personal and special attention that the workers were receiving that made them perform better. It was in fact that they were being studied that made them improve  performance. This later became known as the â€Å"Hawthorn Effect†. This was the reason why the group had that had same consistent lighting in there room also showed increased performance levels. They also felt special because they were being studied which led to them wanting to impress the people who were studying them. Two major propositions came from the core of the Human Relations approach. The first proposition related to the importance of informal groups within organisations. The Hawthorn Study had proved that employees performed better when they worked as a collective force that cooperated throughout the organisation with no barriers between higher management and the employees. The second proposition was that humans are emotional beings who have a deep need for recognition and the feeling of belonging to something or someone. The Hawthorn Study found that employee’s performance and attitude can change dramatically once these needs are met. This also did not go un noticed by the organisations who also needed to gain the collaboration of these new working groups if they were to get the best performance from their employees. Conclusion For me the Human Relation Approach to management is by far the most rewarding and fair approach between the two. Using this approach to management is both rewarding to the employee and the organisations for which they are working for. The employees get the job satisfaction, acknowledgment and felling of belonging to an organisation through this type of management. The employees will feel proud and honoured by the work that they carryout for the company and will feel secure and happy by the rewards offered. For the organisations, they get a work force that is happy to work for an organisation that treats its employees so well and fair. The production levels increase as a result of this. We as human beings need to be acknowledged in the work place and made to feel we belong to something, in turn we will continue o perform to the best of our abilities. References Bernard Burns (2009). Managing Change a Strategic Approach to Organisational Dynamics. 5th ed. Harlow England: Pearson Education Limited. P9-90. Bureaucracy: Max Weber’s Theory of Impersonal Management, Education Portal, YouTube 9th October 2014, Viewed 11th November 2014 https://www.youtube.com/watch?v=buJcTq2b6sE Classical Management Theory, Education Portal, YouTube 31st December 2013, Viewed 02 November 2014, https://www.youtube.com/watch?v=kE9XvUWgwaI Classical Management Theory, Education Portal, YouTube 9th October 2013, Viewed 04 November 2014, https://www.youtube.com/watch?v=PTBAMdA7YGg Classical Administrative School of Management, Education Portal, YouTube 14th October 2014, Viewed 10 November 2014 https://www.youtube.com/watch?v=vOhJtRlFgno Classical Administrative School of Management, Education Portal, YouTube 14th October 2014, Viewed 15th November https://www.youtube.com/watch?v=vOhJtRlFgno Neoclassical Theory of Management: The Human Relations Approach, Education Portal, YouTube 14th October 2014, Viewed 16th November 2014 https://www.youtube.com/watch?v=nhSJplS8tPY

The President of America John Fitzgerald Kennedy Research Paper

The President of America John Fitzgerald Kennedy - Research Paper Example Urged on by his pushy father, JFK joined politics in 1946 and went ahead to win election into the US House of Representatives as a Democrat and later into Senate in 1952. He won the 1960 party’s presidential nomination and later the presidency, becoming America’s youngest president at 43 and the first ever Catholic head of state. His presidency represented a generational change to the seat, giving it a youthful touch. On November 22, 1963, hardly 1,000 days into his presidency, JFK was assassinated in Dallas, Texas. He became the youngest president to die (White House, 2014). John F. Kennedy remains a hero even to the standards of modern times because of his political prowess, personality and family values and his stand on social justice. It is the political career of JFK that brings his heroism outright, him being a statesman and a courageous politician. In his book, Profiles in Courage, JFK noted that pressures from the public, the worry of future elections and the pressures from interest groups discourage politicians from working towards the attainment of their goals (Margaret, 2004). Indeed, he was a victim of negative publicity early in his political career. According to Brinkley (2013), these early years in politics had JFK’s political colleagues refer to him as a playboy who had his campaigns bankrolled by his wealthy father. Critics described him as being impatient, reckless and impetus. In fact, in the book, JFK: Reckless Youth, the author, Nigel Hamilton referred to him as a man with brains, good looks, money, and idealism but lacked a serious sense of purpose (LupaÄ ovà ¡, 2008). Despite these criticisms, JFK went ahead and convinced voters to elect him into the US House of Representatives. His political star shone further with his election into the Senate. In fact, his was said to be a distinctly innovative senatorial campaign. Furthermore, his campaigns targeted all the categories of the society, thus an all-inclusive campaign strategy that saw him elected twice into senate between 1953 and 1960. He went further to win, not just the Democrat presidential nomination, but also beat Richard Nixon to become America’s 35th president. This follows his charm that he used to convince voters that the Republicans had stagnated the county for eight years and therefore the need for positive change.

Compare and contrast book and film Essay Example | Topics and Well Written Essays - 1750 words

Compare and contrast book and film - Essay Example fting an age, contriving the attendant characters and showcasing an animal protagonist, with the objective of making them have an overall feel of this nonfiction drama through the medium of written word. In contrast, the movie version that is Seabiscuit is both versatile and constrained in many ways. The movie Seabiscuit does afford to extend to the viewers a very rich and all round sensory experience, going by the fact that it could directly stimulate the senses of the viewers. However, cinema being an art form constrained in terms of its time span, the need to retain emotional and factual continuity and the imperative to bring in drama, the movie does drop much in terms of the facts, characters and details, when compared to the book. Thereby, the book Seabiscuit: An American Legend is a well researched, detailed and engrossing nonfictional, biographical narrative, providing much information about and insight into the Great Depression, the sport of horse racing, and how a legendary race horse symbolized the resilient and unflinching spirit of those times. In comparison, the 2003 movie Seabiscuit happens to be a miniaturized human drama involving three shattered humans and an equally reclusive race horse, which somehow helps them come to terms with their hurt and loss. Yet, irrespective of the differences shown by these two works of art, going by the medium they subscribe to, to showcase an era and a sport, the movie Seabiscuit though compromising on facts, characters and details, does manage to retain the quintessential spirit and feel inherent in the book it is based on. When it comes to comparing and contrasting the film and the book it is based on, one does need to mention that they very names of the book and the movie do elaborate on as to how they differ in terms of their focus, appeal and the intended impact. The book Seabiscuit: An American Legend, by its very name does convey that it’s a non-fiction, biographical and historical work that conveys the

Personnel Managent Essay Example | Topics and Well Written Essays - 1000 words

Personnel Managent - Essay Example People constantly converse about salary and pay issues. No matter how many times they where asked not to argue their remuneration and other workforce issues at work, they still do. Thus, grouping alike positions with similar duty and control into pay ranges, usually makes sense. Nothing influences confidence as much as individuals who feel they are underpaid in relationship with others based on their involvement and that of other related jobs. A good pay is considered when both employee and employer agrees on the terms and benefits. Mutual negotiation is done. An organisation that proposes better than average benefits may pay less salary and still have motivated, contributing employees. If the health plan fees go up and you maintain to pay the cost, this is the identical as pay in the employees' pockets. The variety of benefits offered, and the cost to the employer, is a significant constituent of any wages approach. The biggest fault organisations make is failure to correspond the worth of the benefits offered. While people consider every organisation can profit from industry comparison studies, if conducted by reputable organisations, the big question is whether it is competitive within the local market for most of the positions. Study the salary assortment for related positions and job descriptions. The job description is predominantly significant for comparisons but usually harder to find for evaluation. Establish whether employees are competitive with similar positions with organisations of similar size, sales, and markets. Find companies in the same business, particularly in the area or region that is an extra good evaluation source. The substitute is to use the wages scheme to create disgruntled, grumbling, unhappy people. Paying a gratuity or bonus that is determined independently based on the worth of the goals consummated and the person to the organisation. The organisation can give all workers the same bonus, based on group goal achievements, across the board. Also, use profit sharing in which a portion of company profits is paid out equally to every person who was in employment during the time. Ways to deal with bonus, as part of the generally pay system, are restricted only by thoughts. It is recommended that bonus structures that are fair, consistent, and understandable, communicated up front, and tied to measurable, achievable goals. The better the shared picture of what comprise eligibility for a bonus, by the organization and the employee, the more likely the bonus will result in employee enthusiasm and accomplishment. An organisation that offers better than standard payback may pay less salary and still have motivated, contributing employees. A job applicant parley his salary with a small company. His potential salary, from legitimate market pay studies, ranged from $120,000 to $210,000. The potential employer, because of its size, needed to settle at the low end; the candidate, of course, sought the higher end. During the negotiations, the candidate cited six market pay studies, which added to the complexity of the discussions. Market pay studies recognized by the potential employer, however, convinced the candidate that the company's offer was worthy, though not necessarily what the candidate desired. The company and candidate settled at $170,000. Market pay studies are significant for establishing impartial and fair reimbursement within your organisation. Attracting and retaining better-quality employees for your

Pathophysiology and Current Management Practices Case Study

Pathophysiology and Current Management Practices - Case Study Example This paper outlines three differential diagnoses for a case, their respective pathophysiology and current management practices for those diagnoses. The case diagnosed in this paper is about a 62-year-old man who collapsed at a shopping center at about 10:30 am after feeling extremely dizzy. The man who is also living alone had experienced an episode of falling from stairs eight months ago without any major injury. Although the man is awake and sitting on the ground, he shows signs of drowsiness and disoriented and has difficulty in talking. The man insists on going home even though his eyes suddenly move upwards and in a few seconds he begins a seizure. The key symptoms, in this case, are drowsiness, difficulty in talking, dizziness, difficulty in talking and seizure. The history such as episodes of falling, age, time of the incident and the fact he lives alone are also crucial and important information in obtaining accurate differential diagnoses. The brain metabolism relies primari ly on glucose to supply the energy necessary for metabolism. When levels in blood drop below certain levels normally 0.55nm, subtle reduction in the mental effects of the brain occurs and results in the impairment of judgment resulting in symptoms like seizures. Small quantities of glucose can be derived from the stored glycogen within the astrocytes; however, a brain is dependent to the greater extent on the continual supply of glucose from the blood. Glucose from the blood diffuse into the interstitial cells, then into the central nervous system (CNS) and finally into the neurons. Within the CNS, energy is required for synthesis of signals and conveyance of information to the muscles. This explains the emergence of symptoms such as drowsiness, difficulty in talking, dizziness, and seizure. Generally lack of enough glucose supply to the brain would result in confusion and in severe cases, it is preceded with dizziness and drowsiness, seizure and finally, the patient can go into a c oma.

Accounting decision making Essay Example | Topics and Well Written Essays - 2250 words

Accounting decision making - Essay Example In addition, an explanation to support the variation in the contribution margin of the five services is provided and possible resource constraints faced by the firm is provided. Firms adopt different dividend policies which are in line with their goals. Dividend payment is preferred by shareholders since that is their source of reward for contributing equity capital. The article states that dividend payment is simply a transfer of value within the firm. That is, the movement of value already owned by the shareholders to shareholders. Therefore, there is no level of dividend payment that contributes to value creation. The statement is true for the reason that dividend payment does not increase the firm’s ability to increase the economic benefits. In other words, a firm cannot increase its cash flow generating ability by paying dividends. However, the payment of cash dividends has a positive impact on the value of a firm (market value). The market value of a firm (market capitalization) is determined by multiplying the outstanding shares of a firm with the current share price. It has been observed that the payment of cash dividends by firms increases the market value of companies. The increase is brought about as follows: when a firm pays cash dividends, more shareholders, who prefer certain payments, are attracted (Frankfurter, Wood & Wansley, 2003, pp. 91). The demand of shares of that company increases, thus increasing the share price. Consequently, the market value of the firm increases. There are two theories of dividend payment which supports the influence of cash dividend on the market value of the firm. That is, the bird-in-hand theory and information signalling dividend payment theory (Hunting & Paulsen 2013). The bird-in-hand, dividend payment theory states that stockholders prefer certainty due to their aversion towards risk. Dividend payments are more assured as compared

Human Resource Development BTEC Level 5 Unit 23 Essay

Human Resource Development BTEC Level 5 Unit 23 - Essay Example With respect to training, the HRD collects and organizes the materials needed for skill training, coordinates the training endeavors, carries out or helps to put into effect on-the-job training and channels the input and expertise needed for the development of the organization (Mathis & Jackson 2008). What is Training? Before we delve into technical details of training and development, we need to understand what actually training is. What is the difference between learning and training? Training can be defined as a process of learning which is designed specifically for target audience keeping certain objectives in view. It is planned in nature and aims to affect the attitudes, knowledge and skill behavior through the process of learning so that maximum efficiency can be obtained from the employees’ performance. The identification of training needs of the employees is an integral element in the success of an organization. Training also serves to fulfill the current and potentia l manpower needs of an organization. ... Training Needs at Different Levels of an Organization When identify training needs it is important to consider the responsibilities that the employee holds. Two people on different levels of the hierarchies have different tasks and responsibilities as well as varying stages of career progression. This mandates that the training provided to employees should not be the same and should be based on their career progression and responsibilities in the organization. Training needs will be different of people at the junior level are going to be different from those of the senior employees. For example, induction training is an effective tool for junior employees, helping them in building their base and providing them with the knowledge and skills needed to work in an efficient way. On the other hand, in-service training can prove to be more effective for employees higher up in the hierarchy. Public service training is aligned with the needs of the employees and it is important that training programs take into account the various functional areas that employees are engaged in different stages of their career. It has been stressed that theoretical input in the training programs is very important and there should be a balance between the training needs of the employees and the academic information imparted to them. Training requirements for different employees are different and can be exemplified by looking at the different levels of an organization. The type of training that would be provided to top managers would be strategic in nature and should focus on their functional areas such as drafting investment plans and deciding upon the long term plans of the

Woodrow Wilson and World War 1 Research Paper Example | Topics and Well Written Essays - 1500 words

Woodrow Wilson and World War 1 - Research Paper Example 2 He had no belief in the Presidential form of government in the earlier years of his political career. He considered that the checks and balances in the U.S. Constitution did not provide for accountability on any arm of the federal structure. He rather advocated Parliamentary form of government. However in the later years he gained confidence in the Presidential system and got elected twice as the President.3 World War 1 World War 1 started in the year 1914 among the European countries due to the deep rooted naval rivalry between the great powers especially Great Britain and Germany who had amicably settled their differences only temporarily. France had misgivings about its lost provinces of Alsace and Lorraine to Germany and the resultant enmity had been brewing between them. Austria-Hungary and Russia had been resisting war with the Balkan countries in the years 1912 and 1913. In fact Europe had been witnessing a series of crises since 1900 that had brought great powers almost clo se to war. By 1914, the differences among these countries became insoluble and they started engaging in war against one another. 4 The United States remained neutral for some years before it was forced into war due to Germany’s aggressive postures. Woodrow Wilson did not believe in wars and advised the citizens of America not to take sides in the war that was in progress in Europe among Germany and Great Britain and others. Wilson lost his wife in 1915 and he later married Edith Boling Galt as his second wife in the same year. In the same year, Germany’s sinking of ships of Britain gave an opportunity for Wilson to mediate between the warring countries of Europe. His visit to Europe for convening a peace conference was reciprocated by European powers. Although the United States was growing in power, it was finding it difficult to protect her trading rights in the midst wars that were fought for victory and survival.5 Declaration of Neutrality Woodrow Wilson, in his mes sage to Congress urged his countrymen to remain neutral. Since people of the United States had their origins of many nations at war in Europe, it was quite natural for them to take conflicting stands. But as the citizens of the United States they should be bound together without exciting passions. If the people are divided, then it would not be possible to maintain peace and mediate as an impartial country. 6 First Warning to Germany Since Germany had been indulging in destroying merchant vessels of the United Sates and killing its people , Wilson issued his first warning to Germany on 10 February 1915 to the then Imperial German Government against attacking merchant vessels on the high seas without entering and searching for any contraband. He informed the German Government that it would be held to a strict accountability in case of attack on the merchant vessels of the U.S. resulting in loss of lives and property.7 War message to congress In view of the continued belligerence of G ermany against the United States, Wilson announced severance of diplomatic relations with Germany from 3 February 1917. In his war message to the congress on 2 April 1917, Wilson informed that Germany was indiscriminately sinking ships of neutral and friendly nations which was a challenge to all mankind. When all the affected nations were to decide how to meet the situations, the United Sates would not take action in a spirit of revenge or assertion of the country’s physical might but as the vindication of human right which the nation championed. On 26th February it was informed to the Congress that the country would assert its neutral rights with arms, right to use the sea in retaliation of unlawful interference, right to safeguard its people against unlawful violence. But as things stood in April, it

Justice Essay Example | Topics and Well Written Essays - 1000 words

Justice - Essay Example Even though many people do not agree with how the government upholds justice, the government is still there to make sure that justice is kept. In his Civil Disobedience essay, Henry David Thoreau points out how pointless the government is. It is useless and the only reason that it has power is because it is treated strong, and not because they have the most legal point of view. Thoreau goes on to say that the government likes to do what is easiest instead of what is right; as such, Thoreau believes that if what the government is unjust, the people that should be doing the right thing should not follow the whims of the government. â€Å"A person is not obligated to devote his life to eliminating evils from the world, but he is obligated not to participate in such evils (Thoreau).† The purpose of this essay was to make it known that the government gets its power from us and that it does with that power whatever it decides to, even if it may not always be right. Thoreau made a fe w good points, but his actions in regard to how he felt about the government and its keeping of justice only showed why the government existed in the first place. In response to the approval of slavery, Thoreau protested by not paying his taxes and ended up spending a night in jail. While protesting may have seemed like a good idea at the time, all he proved was that the government was keeping justice as it should by punishing criminals refusing to obey the law. The government may not always be fair, and they may have their own agenda, but they still try to make sure that people are punished properly. On the other hand, Martin Luther King, Jr., in his Letter from Birmingham Jail, wrote about the purpose of his own protest against the government. Upset by the racial segregation in the United States, King led a nonviolent protest. However, he was arrested, being told that protesting against racial segregation should be saved for the courtroom and not for the streets. King states that â€Å"one has a moral responsibility to disobey unjust laws (King).† In this way, the government did act in an unjust way, punishing somebody that was not doing anything bad or against the law. Legally, King was allowed to have a peaceful protest and the police did not have the right to arrest him. They wanted to put an end to something that was making them look bad, even if it was true. All the same, the government was acting in a way that they thought was proper to avoid causing more problems between King and his enemies. John Rawls took a different view on justice and civil disobedience. He believed that everybody should be allowed to â€Å"have an equal right to the most extensive scheme of equal basic liberties compatible with a similar scheme of liberties for others (Rawls).† Rawls felt that if everyone had the same liberties, there would be no need for injustice or civil disobedience. This could make things easier for the government, but it would not give people the chance to exercise their right to protest. Rawls’ views continued to state that everything should be distributed equally unless an unequal distribution would be the best for those least favored. These ideas would allow the government to completely avoid any trouble that might make them look bad by not letting people have all of their freedom. At the same time, the government is doing what it can to make sure that people do not act in ways that they should not. On the other side of the argument, Cicero, in The Defense

Varying Activity Preferences Essay Example for Free

Varying Activity Preferences Essay I have found that a persons culture has an impact on which physical activities individuals participate in to stay healthy. There is a definite difference in the types of activities that everyone participates in, when culture is taken into account. It has a significant effect on what activities individual’s prefer. I interviewed three people about what kind of background they have, there age, and activities they do to stay in shape to prove it. The first person I interviewed was Harris Plourde a 37 year old born and raised Canadian. Harris says I love the speed of the sport. Not just of the players, but how fast things change. I realized that you have to be constantly on your toes. Also, unlike like basketball, football and soccer, I find hockey requires refined abilities and skills. Theres no other sport that you have to skate or use a stick. Everyone is born with the natural ability to throw or kick, but hockey skills are learned. He also says that hockey is very popular in Canada. He plays whenever he gets the chance. The next person I interviewed is Alex Torres a 17 year old high school senior, told me why he loved soccer so much, â€Å"soccer is actually a lot of fun. You have more planning and you don’t get hurt as much as you think. In fact you have to be more flexible then powerful to play the game.† I asked him if he thought that his heritage liked football more than other sports and he said, â€Å"Yes, because it was the only sport we could really play when we lived in Mà ©xico, all my friends there play it too.† Alex is very active, and has participated in many soccer games. My that interview was with Dakota Hall. He is a 19 year old American high school graduate. He loves American football. He actually wants to play professionally someday. He said he doesn’t stop talking and thinking about football. American Football is very popular here in the U.S. Dakota says â€Å"American Football is the best sport ever! I can’t believe there isn’t anything else like it in other countries. To me Football really shows how truly strong a player is. That’s why I want to be a professional football player.† He is very active in the sport and he exercises every day. In conclusion it is clear to say, from the information above, that the culture that one comes from, can effect what kinds of activities that one will like to take part in. And are culture is what makes us unique. And every sport is unique to certain cultures, and with each sport comes with its own mental and fiscally benefit that will keep us healthy. You can still find an exercise plan that suits your life and her interests within any culture.

Interpersonal Relationships in the Work Place Essay Example for Free

Interpersonal Relationships in the Work Place Essay In todays world, there is a need for work to be done as quickly as possible. And for this purpose, working professionals need to have good relations between each other. Healthy professional relations can be maintained by effective workplace communication and teamwork. Interpersonal relationships at work gradually develop with good team participation and communication with other members. You can say that everything at the office depends on good relationships between employees and the management. Interpersonal relationships at work are absolutely essential, as they help workers to have a mutual understanding between themselves. I believe that that strong interpersonal relationships at work lead to motivation among employees. The main benefit of having interpersonal relationships at work is that they work in a team. If there are healthy interpersonal relationships in the team members, they certainly tend to work collectively towards the prescribed goal. Teamwork also contributes a lot to a healthy work environment. Employees feel good to work if there is a favorable environment at the workplace. If employees have a mutual understanding with each other, there are very less chances of any kind of workplace conflicts. Communication is one of the most crucial interpersonal skills to be practiced at the workplace. Without effective interpersonal communication, there will not be a smooth and clear flow of ideas, resulting in confusion. A true professional will always talk to other executives, with looking directly into the eyes. Always smile when you speak with others, in a face to face talk or even on the phone. The smile will make others comfortable and it will also be apparent in the tone while on the phone. I believe that an effective supervisor needs to refrain from showing favoritism; make difficult, sometimes unpopular, decisions; show concern for subordinates without appearing to pry; and avoid misusing supervisorial power. Supervisors need to strike the right note in their interpersonal relations with workers. About three month ago there was an incident at my place of employment. My manager pulled me into her office and closed the door. Immediately I replied did I do something wrong? She replied no you actually did something so right. She said one of our patient’s family members over heard a conversation that you and another employee had. I knew exactly what she was talking about. A coworker of mines came up to me while I was in a patient’s room and yelled out â€Å"why didn’t you sign off the water log yesterday. I politely said im sorry but it may have been a mistake. If you give me a minute to finish what I am doing here I will come over and take care of it. She said â€Å"what ever, we will see†. The visitor looked at me and said that was very rude but you handled that professionally. With a smile on my face I said thank you very much and left the room. I immediately went to my coworker and politely explained how rude and disrespectful she was to the patient and her visitors. She understood what I was saying, she then apologized to me the patient and the visitors. My manager knows how rude my coworker can be on a daily basis. So she then pulled her in the office and asked us both how us we work the incident out. We both gave our side of the story and we both told the truth. My manager then presented me with a Starbucks gift card for being employee of the week. When communicating with other employees, it is fine if you add a bit of humor to the scene, just to release the stress and tension involved. Make sure you do not get involved in the blame game. Always ensure that you stick to what you said. It is a good idea to share what you recently accomplished and found out. This creates a feeling of openness among the team members.

Nestle International Business Management

Nestle International Business Management The rapidity of global assimilation has been dramatically changed in recent years. Rapid and improved changes in the communications, technology and transportation have provided the process a new momentum and have made the planet more co-dependent than ever (Global Policy Forum, 2010). The multinational organizations manufacture their products in a number of countries and sell to the consumers around the globe (Global Policy Forum, 2010). Raw materials, Money, technology and human resources have started moving across nations more swiftly than ever. Along with that the products, finances, cultures and ideas circulate more easily (Global Policy Forum, 2010). As a consequence, the legal, social and economics movements have been forming in International level. It is the time to have globalization in every aspect; globalization of economics, globalization of culture and legal environment (Global Policy Forum, 2010). Nestle is one of the most respected brand name in the global food and beverage industry. The company promotes its products in around 130 nations across the globe (Nestle, n.d.). Some of its well known global brands include Maggi, Nestea, Nescafe, Friskies and Nestle. Apart from its own products the company owns around 52% of shares of Alcon Inc and about 30 % of the cosmetic giant, LOreal (Hoovers, 2010). Such diverse range of products makes it a leading brand not only in the world of food and beverages but attempts to elevate it to greater heights. This part of the report has been based on the tactical theories, written by renowned authors on international strategy. Competitive advantage emerged from the differentiation among different firms in any of the attributes as well as the characteristics. These attributes and characteristics are supposed to let one firm to create customer value and do something analogous better than its competitors. The common sources of competitive advantages include possession of better assets, access to well organized distribution and supply networks and better talent pool, productive operations (Tallberg, Adhikari Helsinki, 2007). Firms, which have decided to enter into the foreign markets, have to face a challenge while deciding on the right entry mode to enter into the market. This is a quite influential decision as it may have a continual impact on the firms global business performance. Two major modes which have been considered more often is the export of products and services and through the usage of foreign direct investment. Firms, adopting the very first one, try to make their existence in foreign markets by exporting to those regions. After having knowledge to that country they go for having their own operation facilities in those regions. Firms using the second one use the foreign direct investments to make their existence in foreign markets (Chung Enderwick, 2001). Competitive Advantage Nestle has described themselves as the food, health and wellness company. The Nestle Nutrition was established with the purpose of strengthening their focal point, i.e. their core nutrition business. Attaining leadership in this market is one of the primary aims in their well defined corporate strategy. Modern day consumers are more influenced by the claims that the company make regarding the nutritional contents of their products and the customer while making his purchase decision makes it his primary motivation. The establishment of Nestle nutrition as an independent business unit was with the aim to reinforce their competitive advantage in this area. The unit was given the responsibility of looking after its operations in the business of health care nutrition, infant nutrition and performance nutrition. The aim was to confirm a superior performance by providing products which are enriched with consumer trusted and scientifically approved nutritional components. The corporate wellness unit has been responsible to integrate nutritional value in their food and beverages worldwide. Its responsibility includes coordination of horizontal as well as cross functional activities that properly address existing customer concerns and at the same time anticipate consumer trends in future. In simple terms the unit is meant for aligning the research and development expertise of Nestle with customer benefits. The research and development division is one of its strong footholds, because of which the company has been able to make its presence felt in the global market. It has its well-built innovation heritage with a comprehensible visualization of the future (Bauer, n.d.). The resources required to build up their business are readily available. Nestle has got access to a pool of experienced suppliers who are aligned with Nestlà ©s assurance for innovation and excellence. Quality is surely one of the competitive advantages that Nestle has. Better quality products and services at reasonable prices is what Nestle strives for. From the above, it is apparent that the company operates on product differentiation with preference being given to better quality. The suppliers, employees, processes, business units and the research and development divisions have all contributed to make this happen. It can be deduced that Nestle has achieved its market leadership on the base of its cost effectiveness and innovation. Nestle has a well built economies of scale which helped it to attain low cost of reduction. Another important factor which contributes to the success of Nestle is their knowledge about the consumers in the market. To meet the varied customer needs Nestle prefers to blend their product mix with that of their local ingredients. Nestle has a well established transportation system for its distribution network. This helps the company to transport products in bulk to different factory outlets. Infrastructural development is another major concern of Nestle. (FAO, n.d.). Nestlà © has shown such an example in China. In China they had developed roads to carry out their distribution process smoothly. Mentioned above are some of the factors which have collectively assisted the company to excel in innovation and customer services. Foreign market entry strategy As the markets are getting more competitive as well as more flat, it is very much apparent that Nestle would be looking towards other new markets from the growth perspective. Successful implementation of strategies for market development requires more flexibility, ability to adapt to an unforeseen market conditions and the vision to achieve long term goals. Nestle has been relied on the foreign direct investment for entering into different foreign markets (Rao Murthy, 1999). Nestle, being the first mover, tries to enter the emerging markets in an early stage. Nestle is not generally inclined to go through the expensive process of setting up its brand name in the prospective markets; rather the company prefers to acquire local companies which are known in the indigenous market. This actually helps Nestle to overcome the cultural hurdles and consumer resentment to the foreign brands. Nestle first used this policy to start its business with the basic consumer needs like infant food; an d after that they expanded their business in the upscale market segments of chocolate , soft drinks, instant food and beverage items as per customer needs. The strategy is quite simple but strong. The strategy is to start from a basics and then only move to the more niches with the rise in demand. Sometimes they connect their expansion plan with other brands as per the rising income of the population present there. The company provides some 8500 product brands; but only around 750 are registered in multiple nations and only about 80 are registered in over ten distinct countries (Nestle, n.d.). Nestle uses this approach as it is easier to reach the consumers with local brand names because of their attachment to these local names. Consequently the marketing becomes easier in such a situation as the local company has its own distribution channel, reputation and its own customer base. With due course of time, Nestle starts the marketing of its own products. In such a situation Nestle ca n very well concentrate on enhancement of the product line as well as process innovation. Nestle must evaluate their basic entry strategy before entering into a new country. The company is supposed to make choices based on the long run profitability of different foreign markets. The strategy is all about balancing the cost, benefits, innovation and excellence. Nestle matures by acclimatizing food components and processing technology in local environment; it is mostly done by employing the appropriate local brand name. For an instance, in many countries in Europe, Nestle introduced few dairy products under the brand name of Sveltesse (Nestle, n.d.). In Asia, the strategy was mainly to acquire the local companies present there. This is mainly done with the motive to structure an assembly of independent regional managers since they know the local cultures and markets better than the foreign employees. The companys strong cash inflow as well as its powerful debt equity ratio gives Nestle with ample power to venture into acquisition and consolidation. Nestle has been using a broad strategy for Asian market. The strategy is to produce different products in distinct countries to be supplied to the entire regional market. For an instance, Nestle produces soya sauce powder in Singapore (Nestle, n.d.), cereals and coffee in Philippines (Nestle, 2008). All these products are produced to serve the regional market. Market enhancement strategies Market enhancement strategies are primarily divided into four major parts. Market penetration and development of the existing market are done by Nestle in two ways; either by marketing the existing products in the existing market or by introducing new products in the existing market. Nestle, during the early stages of its initiation only marketed the milk products, a sort of infant food. In the year 1905, the company merged with Anglo Swiss Condensed milk to enhance and broaden the milk product line (Nestle, n.d.). This acquisition helped Nestle to penetrate further into the market thereby enabling it to enhance its existing products already present in the market. The risk is considerably reduced as the market is already aware of the existing product line. The small market size of Switzerland forced Nestle to explore other regions for their long term growth perspective. Consequently, Nestle established its milk products and infant food processing plant in Asia, Africa, Britain and America (finntrack, n.d.). This is an example of market development strategy where Nestle used its existing product lines to enter into the new regional markets. Nestle had certain inherent risks, the primary being, the unfamiliarity with the market and the absence of customers awareness regarding the product. In such a case, most of the times, they start with some local brands of the local companies which are readily recognized by the local consumers. In such a course the products are more readily accepted by the regional consumers. In the year of 1929, the company moved into the chocolate business. This happened when the company acquired the Swiss chocolate maker. The next product was one of the most revolutionary one, Nescafe, the first soluble coffee powder of the world (finntrack, n.d.). In coming years, Nestle moved its business to other segments, primarily through a number of acquisitions which included Maggi, Findus, Cross Blackwell and Perrier (finntrack, n.d.). The entry of the new products in new markets diversified its range of acquisition. For most of the market enhancement techniques, Nestle had used either acquisition or consolidation. Be it the existing market or be it the new market, Nestle has always strived for innovation and brilliance. Global and local strategies Nestle is one of the renowned global organizations. So it is not surprising that the international strategy would be at the core of its tactical focus. Nestle is a decentralized company with the operational responsibilities spread out among the local units. The local units enjoy autonomy in regards to pricing, marketing, distribution etc. For an example, in Nigeria, Nestle has done away with its traditional distribution procedure of operating from a central warehouse because of Nigerias poorly developed road system. Instead Nestle has constructed several small warehouses around the country. This shows that the companys responsiveness to diverse local conditions. Nestle even employs local staffs for their regional offices as they are better equipped to handle the business procedures and customers. This in turn helps the organization to respond to the local demand more effectively and efficiently; resulting in increased market share and profitability for the company. The adaptation procedure embraced in China is another example of the companys focus on long term goals. After some 13 years of discussion, Nestle was finally invited to China in the year of 1987 by the government (finntrack, n.d.). Nestle started by opening of a powder milk producing farm in 1990; but soon after that the company realized that transportation infrastructure over there was inadequate to carry on the process. The infrastructure used to inhibit the accumulation of milk and delivery of the finished products. Rather than putting up with the existing infrastructure, Nestle made a plan to build up its own road for the transportation of milk and other finished products. Farmers used to bring the milk to the centers where it was weighed and checked for quality. Nestle used to pay the farmers on time. That acted as an incentive for the farmers and they increased the production of milk. This resulted in an increased number of cows in the district. After a period it became the res ponsibility of the area managers to organize the delivery of the milk to the factory centers. Although initially the whole procedure seemed very costly; but Nestle had the vision to see its long term profitability. This paved the way for the companys success in China. Another example which shows that Nestle inclination to adapt local products is its operation in Syria. In Syria there is a huge demand for tomato and its related ingredient. The company used it to boost their sales. By using local ingredients and concentrating on the local demand, the company has earned a good rate of return in those regions. However this is not the case everywhere. Nestle had faced severe problems in Japan. Failure to make its coffee brand compatible to the weather condition, forced Nestle to lose its significant market shares to Coca Cola (finntrack, n.d.). Organizational Structure Nestle has seven different strategic business units worldwide. Now, these units have the responsibility to make strategic decisions as well as to look after the overall development of the business, which even includes consolidations and other market ingress strategies. Apart from this structure, a regional organizational structure operates almost parallel to the previous one. This structure divides the whole operating zone into five foremost geographical regions, including North America, Europe and some others. These regional divisions are in charge to make the development strategies for their individual regions, hence contributing towards the overall tactical decision making. Local units are responsible for local operating decisions; the tactical business units or the regional heads have nothing to do with their decision making. Nestlà © makes exhaustive use of their local managers, to connect its diverse operations through out the world. They also make their managers move from one country to another. These managers are mostly selected on the basis of their characteristics, their inclination towards such kind of lifestyle and their working ability. This company also uses its management program to enhance optimistic energy level among their employees. The reason behind carrying out such kind of workshops is to provide them knowledge about Nestlà ©s strategy and the culture. One of the most important departments, in this company, is its research and development division. Nestlà ©s global network is spread around 17 research and development centers and are enriched with about 3500 qualified and experienced people from more than 50 countries; the main think tank being the Nestle research centre at Switzerland (Nestle, 2006). Nestle research division is expected to become bigger and better with time in its attempt to attain higher degree of innovation. Recommendations The company should work further to make better quality products. It needs to be aware of the fact that the incident happened in melamine in Chinese made infant food should not get repeated again (redOrbit, 2008). Situation can turn adverse for Nestle if these would happen again. The company must try to make its product differentiation by enhancing the quality of food and beverages (redOrbit, 2008). Conclusion Nestle has been able to make its presence felt as the worlds largest food company. Since its inception it has been able to increase the market share by implementing successful growth strategies. This indicates that the overall tactical practice of Nestle has been quite effective in the regional markets they have entered into. In conclusion it can be said that the key reason behind the companys success is their amalgation of customization with globalization. It would be wrong to say that the country has marked its sign with the help of globalization. For an example, the company had entered into the China market as part of globalization efforts; but it was a success in that country because of the alignment of products and services with the consumer demands over. Despite having inferior infrastructure, Nestle was able to increase the production of powdered milk by a large amount. This actually showed the triumph of their strategy and flexibility. The reason behind companys success in ex panding into prospective markets can be attributed to the organizational structure as well as its core corporate strategy. Two significant reasons behind this success have been its flexible response towards the environmental change as well as its willingness to learn about the new culture. Despite the recent downturn Nestle has been able to maintain a continuous growth, even in the new markets, with the help of skillful market enhancement strategies. This excellent performance is facilitated by the execution of its unique strategy in building up bonds with customers through the local employees and managing the entire process using a very distinct approach. With most of the marketing strategy in its favor Nestle is expected to continue making profits and increase its market share but it also has to take certain factors like economical, cultural and into account while pursuing the strategy to ensure an all around development of the company.

Nikola Tesla Essay -- essays research papers

Nikola Tesla Few people recognize his name today, and even among those who do, the words Nikola Tesla are likly to summon up the image of a crackpot rather than an authentic scientist. Nikola Tesla was possibly the greatest inventor the world has ever known. He was, without doubt, a genius who is not only credited with many devices we use today, but is also credited with astonishing, sometimes world-transforming, devices that are even simply amazing by todays scientific standards. Tesla was born at precisely midnight between July 9th and 10th, 1856, in a small Hungarien village. He was born to his father, a priest, and his mother, an unschooled but extremely intelligent women. Training for an engineering career, he attendedthe Technical University of Graz, Austria and was shortly employed in a government telegraph engineering office in Budapest, where he made his first invention, a telephone repeater. Tesla sailed to America in 1884, arriving in New York City with four cents in his pocket, and many great ideas in his head. He first found employment with a young Thomas Edison in New Jersey, but the two inventors, were far apart in background and methods. But, because of there differences, Tesla soon left the employment of Edison, and in May 1885, George Westinghouse, head of the Westinghouse Electric Company in Pittsburgh, bought the patent rights to many of Tesla's inventions. After a difficult period, during which Tesla invented but lost his rights to many inventions, he established his own laboratory in New York City in 1887, where his inventive mind could be free. In 1895, Tesla discovered X-rays after hours upon hours of experimentation. Tesla's countless experiments included work on different power sources and various types of lightning. The Tesla coil, which he invented in 1891, is widely used today in radio and television sets and other electronic equipment for wireless communication. That year also marked the date of Tesla's United States citizenship. Brilliant and eccentric, Tesla was then at the peak of his inventive powers. He managed to produce new forms of generators, transformers, he invented the fluorescent light, and he became extremely involved with the wireless transmission of power. During the 1880a and 1890's Tesla and Edison became rivals, fighting to develop there inventions as quickly as possible. In 1915 he was severely disappoin... ...ever existed and declared others as "lost". Was he working on particle weapons and cloaking devices for the United States Government when he died? Was Reagan's Strategic Defense program known as "starwars" the result of secret research based on Tesla's discoveries half a century before? Nikola Tesla allowed himself only a few close friends. Among them were the writers Robert Underwood Johnson, Mark Twain, and Francis Marion Crawford. In his later years, Tesla was alone with only his inventions and calculations, although he did bred pigeons later in life, who he gave all the affection to that he was unable to give human beings. Telsa's name holds over 700 patents. Tesla died privately and peacefully at 87 on January 7, 1943 New York hotel room from no apparent cause in particular. Hundreds filed into New York City's Cathedral of St.John for his funeral services, and a flood of messages acknowledged the loss of a great genius. Three Nobel Prize winners in physics (Millikan, Compton, and W.H. Barton) addressed their tributes. One of the outstanding intellects of the world who paved the way for many of the technological developments of modern times, Nikola Tesla.

International criminal court Essay -- essays research papers fc

ICC and America   Ã‚  Ã‚  Ã‚  Ã‚  Over the past few years, the International Criminal Court (ICC or â€Å"the Court†) has been igniting controversy the world over. As more countries rallied behind it, more objections have been made, particularly from Americans, regarding what many view as fundamental flaws. I have chosen two papers to compare and contrast the different viewpoints taken by the authors when reflecting upon America’s involvement with the ICC. One calls for total rejection of the ICC, the other weighs the risks and benefits and calls for revision but acceptance.   Ã‚  Ã‚  Ã‚  Ã‚  The first article, entitled â€Å"National Constitutional Compatibility and the International Criminal Court†, is written by Helen Duffy and published in the Duke Journal of Comparative and International Law. The second article, entitled â€Å"Reasonable Doubt: The Case against the Proposed International Criminal Court†, is written by Gary T. Dempsey and published online at the Cato Institute website. Duffy’s article was published late in 2001, a contrast to Dempsey’s article which was published in 1998, just one day prior to the International Rome conference on July 17th that resulted in the establishment of the ICC. Many of the incongruencies in the ICC treaty that troubled Americans three years ago have yet to be brought into balance with American values. These two papers give similar, although at times slightly different, viewpoints on the issue. Dempsey criticizes the ICC before it has even been birthed into existence. â€Å"Specifically, the court threatens to diminish America’s sovereignty, produce arbitrary and highly politicized ‘justice,’ and grow into a jurisdictional leviathan.† He expresses his lack of faith in the Court’s ability to complement national governments and their respective judicial systems while refraining from infringing upon their sovereignty. He is explicitly clear in his position, stating in his paper that, â€Å"For those and other reasons, the U.S. Senate and U.S. House of Representatives should have sufficient grounds to†¦refuse to ratify and to fund the International Criminal Court.† Duffy brings the issue up, adding pertinent information concerning other government’s constitutions and how some other nations have gone so far as to amend their own constitution to accommodate their acceptance of the ICC’s regulations. â€Å"A small number ... ...ntradiction of terms. If the Court finds it unsatisfactory, doesn’t that imply that the Court already believes the authorities are not doing justice? How much â€Å"convincing† would they need? Duffy again points out the need for revision in the treaty.   Ã‚  Ã‚  Ã‚  Ã‚  Both papers share a similar overview from remarkably different viewpoints. Many of the somewhat extremist views that Dempsey takes are tempered through Duffy’s call for consideration and revision. As the ICC moves forward with the trial of Slobodan Milosevic and others to come, it is important to cooperate harmoniously with the rest of the world’s nations, seeking justice and guidance. At the same time, we must not lose sight of those rights and responsibilities that make us one of the greatest nations on earth. Works Cited â€Å"National Constitutional Compatibility and the International Criminal Court.† Duke Journal of Comparative and International Law. Helen Duffy. 2001. http://www.law.duke.edu/shell/cite.pl?11+Duke+J.+Comp.+&+Int'l+L.+5 â€Å"Reasonable Doubt: The Case against the Proposed International Criminal Court.† Gary T. Dempsey. 16 July. 1998. http://www.cato.org/pubs/pas/pa-311.html

Depiction of Latinos in 20th Century Film Essay -- Latino Portrayal Fi

Depiction of Latinos in 20th Century Film Graphs Not Included Over the course of this past century, the depictions of assimilated Latino characters has improved a great deal. Early portrayals of Latino assimilation generally proved to be a montage of unrealistic caricatures which seemed to convey the filmmaker's creativity more so than true representations. This formed the manner in which the American people at large viewed not just Latino characters attempting to assimilate, but also those who were not. As Cine-Aztlan puts it, film "manipulates the human psychology, sociology, religion, and morality of the people, in a word the ideological super-structure of modern capitalist society" (pg.275, Chicanos and Film). As the years went by however, mainly because Latinos started gaining power in the film industry and depicting (as opposed to creating) Latino characters, the images of Latinos who were adapting (either by choice or by societal force) to the lifestyle and values of the United States, grew more and more representative of what was actually taking place outside of the film studios. Today, most portrayals of assimilated Latinos are fairly accurate. The forces to which their modification is portrayed are not so much representative of middle-class White America however, but rather that of Urban Hip-Hop culture. The Four Horsemen of the Apocalypse (Rex Ingram. 1921) provides us with an inaccurate portrayal of an assimilated Latino character. First and foremost, it is important to note that Julio Desnoyers (the Latino character in question) is played by Rudolph Valentino, a non-Latino. This in itself makes him seem "un-Latino" to the Hispanic audience. Also, Julio represented the prototypical Latin Lover during t... ...e growing power of Latinos in the film industry. Latino producers such as Joseph Vasquez have made many films (such as Hangin? with the Homeboys and Manhattan Merengue) which show Latinos in a truer light. Also, since some of today?s hottest movie stars are Latino, big time producers cannot ignore the influence which they bring to the studio. Leguizamo, Antoni Banderas, and Jeniffer Lopez are just three examples of the growing number of latin@s whose appeal and presence in the film industry can help the overall cause of Latino representation, whether it be assimilated depictions or wholly cultural ones. It is important to recognize that American society recognize that there are indeed differences between U.S. Latin@s and Latin@s in their respective countries. In order to do this; both must be portrayed in popular film. GRAPH

What is Punishment

According to Krauth, (1996), punishment usually involves the deliberate incision of ache, misery or the removal of rights and/or freedom. Basically, these actions are definitely wrong. However, our society/community are using these methods particularly in law-breaking issues to maintain peace and order. The community gives punishment to avoid crimes and violence. The people are encouraged to be vigilant and to disclose any information pertinent to the occurrence of violent offenses (Krauth, 1996). Krauth, (1996) cited that a number of communities in some parts of the world have attempted to develop community-based crime prevention strategies as supplemental action for the government’s efforts in giving punishment. Basically, punishment of offenders in society is a wide context, thus to narrow the context this review will cover only the role and effect of punishment in shaping the behavior of an individual; i. e. parenting and learning strategies which summarizes the studies conducted by Ballantine, J. (2001), Moeller (2001), and Hill (1990). On the other hand, in the report of Hyman and Zelikoff (1987), the issues regarding the worst result of punishment to an individual i. e. trauma is also reviewed. In follow up to this, Bartol (1995) identifies the possible bad result of punishment i. e. aggression. The report concerning the theories of behavior in accordance to learning behavior were further discussed in the paper of Slavin (1995), Kounin (1970), Skinner (1974), Thorndike (1912) and Pavlov, (1927). During our childhood days, our parent usually imposed punishment to us if we got mistakes. Actually, this punishment affects our development as a child. It could have either positive or negative effects. And of the negative effects of it is aggression (Bartol 1995). With this regard, this review of literature also seeks to realize why people permit the legitimation of this type of infiltration. Thus, it evaluates the reason behind why discipline relies on punishment and negative consequences to improve child’s behavior. Punishment also affects the education and learning behavior of a child, thus we will also cover issues of punishment in school setting. Review In the study conducted by Ballantine, J. 2001; p. 46), he argued that parents usually give punishment to their children just to discipline them. However, parents should be cautious in giving punishment. This might cause physical, emotional and mental problems or this may also results to rebellious behavior or worst a trauma. Research has long proven that the parenting styles adopted by parents often have a gre at impact on the development of the child (e. g. Ballantine, J. 2001; p. 46). Ballantine, J. (2001; p. 46) stated that there are three basic parenting styles i. e. authoritative, authoritarian and permissive styles. Basically, Ballantine, J. (2001) stated that authoritarian parents tend to control their offspring. Also, they are very demanding and have high expectations for their children. But also, they tend to be less responsive to their children’s needs. They rely very heavily on punishment. Authoritative parents, on the other hand, though also very demanding, gain the favor of their children by being highly responsive as well. They have clear definitions on the limitations and freedom of their children. They are also very supportive and give out punishment but explain the reasons for the action. Permissive parents are the opposite of authoritarian parents. They require les of their children but still is very responsive to them, they are often very lenient and don’t, if possible give out punishments. The uninvolved parents are also opposite of authoritative parents. As the name suggests, they are really uninvolved with their children. Often, they are very apathetic to the happenings in their children’s lives. They put a very high risk on their children since they do not put a defined line on what they expect of their children. Parenting styles differ and have profound effects in child development. According to Ballantine, J. (2001; p. 46), parenting styles that involve punishment trigger aggression in children, and then the aggression in children continue on to their own children, thus, resulting in an endless and vicious cycle. But just what is aggression? According to Bartol (1995; p. 184), aggression is a â€Å"behavior perpetrated or attempted with the intention of harming another individual physically or psychologically (as opposed to socially) or to destroy an object† (p. 184). According to Moeller (2001), agreement to Bartol (1995; p. ), defines aggression as an act to that has intent to harm another object or person. Aggression as effect of punishments can either be physical or psychological (Bartol 1995; p. 2 and Moeller, 2001). Many factors point to a child’s aggression, one of which is parenting styles adopted by parents. Actually, if the child is constantly exposed to excessive punishments, it is most likely that the child would be inclining to aggres sive behavior. Punishment is actually a form of aggression that can very well make the child inclined to aggression himself. If the child is repeatedly treated aggressively or punished excessively by his parents would most likely resort to aggression later on. As shown in the study of Hill (1990; pp. 70-77), punishment is also observed in schools or in any learning situation. Hill (1990; pp. 70-77) claimed that reliance on such measures i. e. punishment have negative effects on the learners. In all styles of teaching and classroom management, there are proper ways of carrying out the strategies so that the ends to these styles may be met (Hill 1990; pp. 70-77). In the case of assertion as added by Meyer, A. 1990), there are positive and negative methods of reinforcing these strategies. As students’ behavior vary, the teachers’ delicate role is to determine which would work best for the particular students. Basically, Meyer, A. (1990) stated that learners will react differently to situations, and if every positive method does not work out with them, then negative reinforcement is called for. T his is not to become unfair to the students. This is just to show them that there are regulations to be observed and authorities to be respected, as that virtue will better prepare them for life outside the confines of the school. There is no perfect way of teaching and classroom management. There are only receptive teachers who are attuned to individual students’ needs, thus a successful implementation of the assertive style of teaching and classroom management (Meyer, A. 1990). In the report of Hill (1990; pp. 70-77) on an incident in preschool in which punishment was used to help children learn to obey rules. One of the punishment procedures was to write the name of the offending child on the board the first time non-compliance with rules occurred. The goal is impressive in that it make the most of learning time, but there were some unintentional depressing side effects. In this case, a child told to his parents the list of names of â€Å"bad kids† in the class, and the child also described how they were being reprimanded. The child also told to her parents that these kids had their names written on the board. In relation to this, the child asked his parents if being with the kids would make him become one of them. From the child’s story, the mother decided to visit the school where she found a group of 5 and 6 year olds trying not to speak or move. As the parent observed, the teacher was diligently using rewards and punishment to mould the behavior of children. But every time a child giggled or laugh extremely or spoke without permission, another name went on the board. As the result, most of boys who came from families of lower socioeconomic background are found on that board (Hill 1990; pp. 70-77). From the results of the study of Hill (1990; pp. 70-77), it appears evident that what the child had absorbed from their punishment experiences, either vicariously or literally, was to spotlight on the manners that the teacher found unpleasant. The children tend to avoid such behavior at all costs, even if it is annoying just to impress the teacher instead of attending to the learning activities. As part of the giving punishment in shaping the behavior of the child, classroom management as stated by (Slavin, 2005; p. 1) in his paper should be observed. One characteristic of effective classroom management introduced by Slavin is that it involves a clear, specific plan of classroom rules and procedures that would guide performance (Slavin, 2005; p. 1). There was also a reward and punishment system observed. According to the teachers in the report of (Slavin, 2005; p. 1), every student was treated without bias but recognition was given to the most deserving and punishment was also implemented to address misbehavior. Praise or exemptions from some projects were the usual rewards given to performing students. The usual punishments were extra assignment, reprimand, or in worst case, detention. The purpose of the reward and punishment system was to delineate the acceptable behavior from the unacceptable. Praise i. e. â€Å"catching the students in the act of doing right†, can be a powerful motivator for many students. One strategy for reducing misbehavior in class is to make sure to praise students for behaviors that are incompatible with the misbehavior you want to reduce (Slavin , 2005; p. 1). In relation to this, Kounin (1970; p. 10) justified that the transfer of pupil attention to the child being punished is a usual phenomenon, and almost always results in less attention, rather than more, being paid to the desired learning outcomes. Every so often, the teacher's intent to help a child alter a behavior to one which is more acceptable to both the youngster and his superiors has tragic sequelae. Educators using disciplinary procedures perceived by the child as stringent and unfeeling can cause trauma. According to Hyman and Zelikoff (1987; pp. 1-2), the symptoms of this trauma are often similar to those observed in adults with Post Traumatic Stress Disorders. Symptoms seen in children include somatic complaints, avoidance of school, and sleep disturbances. As Skinner (1974; p. 8) emphasized a behavior which is followed a positive reinforcing motivation or circumstance will result in an increased tendency or probability that the person will repeat such behavior, this concept also operates in the opposite direction wherein the person will have a decreased tendency to do an act from which he or she received a negative reinforcement in the form of punishment. According to Thorndike (1912; p. 164-165), the main business of thought surely is to guide and control action. To make it intelligent, adaptive, efficient, Thorndike’s Law of Effect proposed an alternative means of achieving the same end. Effects, rewards and punishments, were seen as stamping actions â€Å"in† or â€Å"out† and selectively, intelligently, adaptively determining behavior (Pavlov, 1927; p. 25). The effects of a given action thus altered redirected, controlled subsequent conduct and left no place or need for thought or intellect. While Pavlov’s formulations, though different principle from those of Thorndike but similar in goal. Pavlov was likewise interested, not just in a theory of learning but also in the organism’s total behavior, in what was later referring as the principles of adaptive action. Both trial and error learning and conditioning imply adaptation to the environment but this end was achieved in both cases mechanically, non-mentalistically without thought (Pavlov, 1927; p. 25). As part of development in shaping the behavior of an individual Thorndike 1912 reported that the two-factor learning theory in its version accepted Thorndale’s theory of habit formation, essentially unmodified and in doing so, necessarily aligned itself with the thoughtless psychologies or behavior-zoologies (Thorndike 1912; p. 64-165). In admitting fear conditioning and in developing a feedback conception of punishment, the theory disposed itself toward what has become explicit. Now response facilitation as no less a matter of conditioning and meaning change than is response inhibition. And what is more immediately important, this new position, while in some ways just as mechanical and automatic as were the views of Thorndike and Pavlov. The prototype of knowledge in general are hopes and fears, both are internal events and such are assumed to be learned and after learning, to occur in a purely automatic, involuntary manner, these are mechanism and determinism. There is no simple and direct relationship between what an organism learns and what it does. Action is the result of more or less intricate and elaborate processes intervening between the end result of more or less intricate and elaborate processes â€Å"intervening between the end results of learning and the execution of behavior† (Thorndike 1912; p. 64-165). As described in the previous discussions, motivation and reward offers more positive effect in learning than punishment. Punishment normally directs the action to do desired behavior which results to aggression, weak learning and trauma. The incident of trauma from punishment initiated by educators is much greater than one would think. According to the study of Hyman and Zelikoff (1987; p. 11), 40 to 60 percent of college graduates remember an event of extremely retaliatory disciplinary action given by educators. In Unites States over 1,000,000 students were beaten by their teachers in 1980 (Meyer 1990; 30-47). As revealed in the study of Hyman and Zelikoff (1987), an individual that was previously abuse, beaten and punish are prone to become aggressors and criminals. Thus, the community should identify the significant risk factors of aggression and punishment provided by the community itself, the families that comprise the community, schools and academic institutions in the area, and individual backgrounds of the people. Moreover, the family also provides certain risk factors of aggression and punishment contributory to the development of violent attitudes and behaviors among children such as lack of oversight of children’s activities and habits, unfair and severe punishment for any misdemeanors and mistakes, conflicts between parents and children and between siblings, and parental toleration of violent behaviors. Review Synthesis From the given reviews concerning punishments, it is justified that parents, should very well know how to raise their children. Psychologists and researchers often recommend the use of authoritative parenting since it is well-rounded in all parenting aspects but they should be cautious in giving punishments. Since authoritative parents have high expectations of their children, one can expect that a child will be pushed to do the best, and that authoritative parents also reciprocate love and warmth, the child can have feelings of security. Another is that a child can also have the freedom to express his own thoughts and beliefs. The relationship between parenting styles and punishment resulting to aggression is very clear. Authoritative and Permissive parents’ children often resort to aggression since the upbringing of the parents is, faulty, if you may. The resort to aggression can also be triggered by relatively high and constant exposure to aggression by family, peers and the media. Also, the cross-generational aggression can also trigger aggression. It creates an unending cycle of aggression. On the other hand, punishment given to a child in school setting should be observed by the educators to avoid weak learning effectiveness. Positive learning environment or classroom management involves the strategies that teachers implement in preventing and handling misbehavior, using class time effectively, creating an atmosphere that encourages interest and inquiry, and permitting activities that engage students’ minds and imaginations (Slavin, 2005). Teacher should carefully observe the effect of punishments to students. Actually, it is suggested that teacher should use rewards strategy more often than giving punishment. Teachers and students have to work together to sustain positive behaviors and effective atmosphere for learning in order to ensure the successful transmission of knowledge in the classroom.