tag:blogger.com,1999:blog-16026510982176529152024-03-13T03:45:58.505-07:00Common application essay helpIssue Analysis TopicsSofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.comBlogger25125tag:blogger.com,1999:blog-1602651098217652915.post-39894720066538764102020-08-23T00:11:00.001-07:002020-08-23T00:11:19.432-07:00Proceso expedito para tramitación urgente de visaProceso expedito para tramitaciã ³n urgente de visa Cuando se inicia una solicitud o peticiã ³n risk el Servicio de Inmigraciã ³n y Ciudadanã a (USCIS, por sus siglas en inglã ©s) los plazos de tramitaciã ³n pueden ser muy largos. Por lo que es razonable plantearse si es posible acelerarlosâ mediante un pago premium.à La respuesta es afirmativa pero sã ³lo en casos relacionados con peticiones por trabajo. En este artã culo se informa de los casos en los que se puede pedir el aceleramiento en la tramitaciã ³n de una peticiã ³n mediante un pago premium, quiã ©n lo puede solicitar, cunto se demora, cul es el costo y cã ³mo contactar con USCIS para resolver problemas o dudas que surjan en dicha tramitaciã ³n. Tramitaciã ³n expeditaâ con USCISà mediante un pago premium Es posible un pago premium en peticiones por trabajo, que comprende dos grandes grupos: cuando se solicita à para un extranjero una visa de trabajo temporalâ en la que el empleador debe utilizar el formulario I-129.o cuando el empleador utiliza una planilla I-140 para pedir por razã ³n de trabajo una tarjeta de residencia permanente, conocida tambiã ©n como green card. Tambiã ©n se admite, en casos extraordinarios, auto-peticiã ³n por parte de un trabajador. Esto significa que puede solicitarse en los siguientes casos: Visa E-1, comerciante al amparo de un tratadoVisa E-2, inversor al amparo de un tratadoVisa H-1B, trabajadores extranjeros especiales o modelos. En este caso el gobierno ha anunciado la suspensiã ³n transient del proceso expedito que se reanudar el 10 de septiembre de 2018.Visa H-2B, trabajadores temporales para trabajos no agrà colasVisa H-3, trabajadores en prcticas o visitantes de intercambio en el campo de la educaciã ³n especialVisa L-1, L-1B y LZ, trabajadores transferidos dentro de una empresa o subsidiarias de la mismaVisa O-1 para trabajadores con extraordinaria habilidad en Ciencias, Deportes, Arte, Educaciã ³n o NegociosVisa O-2 para trabajadores que child un apoyo esencial para los titulares de una visa O-1Visa P-1, P-1S, P-2, P-2S, P-3 y P-3S, para deportistas individuales y de equipo, artistas y individual de apoyo para participar en un programa o evento à ºnico o que formen parte de un programa de intercambio cultural.Visa Q-1, para extranjeros participando en un programa de intercambio social internacional Visa R-1 para religiososVisa TN-1 y TN-2, para canadienses y mexicanos al amparo del Tratado de Libre comercioà (NAFTA, por sus siglas en inglà ©s)Visa EB-1, para extranjeros con habilidades extraordinarias, profesores e investigadores excepcionales y gerentes y ejecutivos de multinacionales.Visa EB-2, para profesionales con titulaciã ³n avanzada o habilidad excepcional.Visa EB-3, para profesionales, trabajadores especializados y otros trabajadores El USCIS puede suspender temporalmente el procesamiento premium para alguna de esas visas. En el momento en que se escribe este artã culo no est vigente ninguna excepciã ³n. Es decir, se puede aplicar para todas las peticiones enunciadas. Costo del procesamiento premium y a quã © da derecho En la actualidad es de $1.225. Sin ban, esta cantidad puede variar por lo que es muy conveniente verificar con la pgina oficial del USCIS. Si la solicitud se hace por web utilizando el sistema de e-record, el pago puede realizarse mediante tarjeta de crã ©dito, dã ©bito o transferencia desde una cuenta de un banco en Estados Unidos. Por el contrario, si se envã a una solicitud en papel, el pago debe hacerse mediante un check de un banco en Estados Unidos o por cash request. El pago da derecho a que el USCIS acuerde una respuesta en el plazo de 15 dã as naturalesâ a contar desde el dã a en el que se recibiã ³ la solicitud de procesamiento premium con su correspondiente pago.â La respuesta no significa siempre que se obtiene la aprobaciã ³n, sino que puede ser cualquiera de las siguientes: Una carta de aprobaciã ³n de la peticiã ³n de visa o de tarjeta de residenciaUna carta en la que se pide ms informaciã ³n o documentaciã ³n. Es lo que se conoce como Peticiã ³n de Evidencia o RFE, por sus siglas en inglà ©s.Una carta en la que se notifica la intenciã ³n de rechazar la peticiã ³n. Se conoce como NOID, por sus siglas en inglà ©s.Y, finalmente, puede que lo que se notifique es que se à inicia una investigaciã ³n porque se sospecha que la peticiã ³n es fraudulenta o se ha mentido en la misma o se ha presentado documentaciã ³n de apoyo falsa. En el caso de que USCIS haya respondido con una RFE o una NOID, el solicitante debe contestar en el tiempo que se le otorga en la notificaciã ³n. Y, una vez que el USCIS recibe lasâ alegaciones o la documentaciã ³nâ adicional que pidiã ³, tiene que responder en el plazo de 15 dã as naturales. En casos extraordinarios puede suceder que USCIS no responda dentro de los 15 dã as siguientesaâ haber recibido la peticiã ³n de tramitaciã ³n premium.â En estos casos est obligado a regresar el coste del trmite y, adems, a responder inmediatamente.â Adems, el pago premium da derecho an utilizar un telã ©fono particular gratuito, el 1-866-315-5718, para resolver dudas o hacer preguntas relacionadas con la peticiã ³n de la visa. Cã ³mo se solicita el pago premium para acelerar una peticiã ³n con USCIS El formulario para solicitar laâ aceleraciã ³n de los trmitesâ es el I-907. La solicitud se puede realizarâ conjuntamenteâ con el envã o de los formularios I-129,â en el caso de visa de trabajo worldly, o I-140, cuando se solicita la tarjeta de residencia por trabajo. Tambiã ©n puede enviarseâ por separadoâ en un momento back. Resaltar que la peticiã ³n de tramitaciã ³n acelerada sã ³lo la puede solicitar la empresa o emprendedor o su abogadoâ que child los que piden la visa. Nunca puede solicitarla el beneficiario de la peticiã ³n, excepto en el caso en el que un trabajador de cualidades excepcionales solicitaâ una tarjeta de residencia para sã mismo sin patrocinador. Por el contrario, el pago del formulario I-907 pueden efectuarlo no sã ³lo la empresa oâ su abogado, sino tambiã ©n la persona extranjera que resultarã a beneficiada por este trmite. à ¿A quã © no da derecho el pago premium para acelerar los trmites? En groundwork lugar, este pago no levanta los lã mites anuales en el nã ºmero de visas que se pueden aprobar dentro de cada categorã aâ por aã ±o monetary. Es decir, si se ha agotado el nã ºmero de visas disponibles, con o sin pago premium feed que esperar al siguiente aã ±o monetary para que se abra de nuevo la disponibilidad de visas. Tampoco da derecho a beneficios additional en los casos en los que existe una loterã a para determinar quiã ©nes child los beneficiados de una visa, como por ejemplo con las visas de la familia H, en specific con la H-1B para profesionales. En los aã ±os en los que el nã ºmero de concerns excede en menos de una semana al all out de visas disponibles para un aã ±o monetary se procede a decidir por sorteo quiã ©n es el ganador. El pago de procesamiento premium no da ventaja en esa loterã a. En tercer lugar, el pago premium no se admite en visas o en tarjetas de residencia cuyo proceso se inicia con formularios distintos al I-129 o al I-140. Por ejemplo, no es posible en las visas de turista, estudiante, intercambio, and so on. Tampoco en las peticiones de green card por razã ³n de familia, algunas de las cuales sufren grandes demoras, como child los casos deâ las peticiones de ciudadano americano para hermanos, hijos casados o hijos solteros mayores de 21 aã ±os o las de residente para sus hijos solteros mayores de 21 aã ±os. Este artã culo es informativo. No es asesorã a lawful para ningã ºn caso concreto. Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-61420835714931431662020-08-21T21:53:00.001-07:002020-08-21T21:53:24.426-07:00Skills in customer service: A handbookAptitudes in client assistance: A handbook Relational abilities beneath please clarify how each progression would be utilized to give incredible client support aptitudes. Eye to eye Eye to eye gives great client support by conveying/growing great relational connections. It permits the client to draw in with the operator better. What's more it permits the client to feel significant on the grounds that the operator has given committed time to that client. By having an up close and personal it enables the specialist to gage what the client needs and give better client support thus. Phone for example call focus A call to a call community permits the client to talk about their needs as and when it suits them. For instance they are not represented by the shop opening occasions of Monday to Friday 9am â⬠5pm. As it very well may be more earnestly to comprehend correspondences by means of telephone it implies that the operator needs to listen all the more fastidiously, this ought to along these lines help the client feel comprehended and acknowledged. Building affinity By building an affinity the client feels as though the operator is keen on what the client needs to state and the client feels as though they partner with the specialist. By the client feeling comprehended the client is bound to be free accompanying data and this will help the operator in giving the client a superior assistance. Viable tuning in By the specialist exhibiting great listening aptitudes the client feels as though he/she is significant and that the operator wishes to help the client. Emotional correspondence is a two way process you need to tune in so as to comprehend the issue then you must have the option to ask the client important inquiries to create as great a relationship as could reasonably be expected. Addressing By examining the client with significant inquiries you can show that you have tuned in. It likewise helps you in supporting the client to build up their itinerary items. This eventually increases higher commission levels for the office. Building up an exchange Verbal correspondences is a key component of as a business specialist. By building up a discourse you show enthusiasm for the client, you can likewise show that you give it a second thought and need to comprehend the clients singular needs to best serve them Non-verbal correspondence for example non-verbal communication, eye to eye connection All however verbal correspondence is significant, it isn't the most utilized. Non-verbal correspondence is utilized around % of the time. By keeping great eye to eye connection with the client you help to build up a feeling of enthusiasm with that client. What's more by guaranteeing that you don't fold your arms and leave your body as open as could be expected under the circumstances. This is on the grounds that crossed arms exhibits that you are feeling cautious and this makes an air of expectation and conceivably physiological distress. Composed Communication Ensure that every composed correspondence are composed with acceptable linguistic structure, that there is no spelling issues and that right accentuation is utilized. It is imperative to utilize the right welcome as to not make offense the client. By guaranteeing that all archives are effectively organized assists with guaranteeing that the client is managing a boni fied proficient association. Grievance Handling Which aptitudes might you be able to appear all through every method? Tuning in When managing a client objection show that you give it a second thought. One significant piece of this to permit the client to talk. By tuning in to what the client needs to state you would then be able to begin to turn out to be the manner by which to manage this issue. It will likewise permit you to set up any inquiries you have to pose so as to build up the full situation of the consistent. Addressing By asking the client applicable inquiries you can help build up a case record you have to best help the client. It likewise exhibits to the client that you have been tuning in to their concern and that you wish to assist them with settling it where conceivable Sympathizing By relating to the client you exhibit to the client that you care about what has occurred and that you wish to do all inside you capacity to support them. Identifying help the client to feel as though they are being paid attention to. By the client feeling as though they are being paid attention to it implies that they can accept that the circumstance will be managed in an expert way. Understanding the issue By understanding the current issue the operator can work out the best answer for resolve the issue. This may mean chatting with different partners or alluding the issue. The operator can guarantee that all portions of the circumstance are represented and managed. Assuming responsibility for the circumstance By having one individual from staff being responsible for managing the objection it assists with guaranteeing that the circumstance is managed effectively. It likewise consoles the client that they will be managed in an expert and equipped way. Concurring arrangements When the worker has esteemed at any rate one reasonable arrangement Development Introduction of yourself Show how an individual from staff ought to be introduced Introduction of the association Underneath clarify how the earth ought to be introduced The outside: The outside of the store ought to be perfect, this implies guaranteeing that windows and entryways are washed and that the way is cleared and looks adequate. Window presentations ought to be organized: They ought to be level, fresh and eye getting. The data ought to be clear and succinct. The inside: The inside ought to be sufficiently bright. The floors ought to be floated and kept clear from garbage and mess. The racks ought to be all around supplied and the leaflets in plain view ought not be torn or wrinkled. Those that are torn or wrinkled ought to be evacuated. The handouts ought to have a structure for simpler distributing, for example handouts that are for overall travel ought to be in the overall travel area where as pamphlets that are UK the travel industry ought to be situated in the UK the travel industry segment. Staff ought to guarantee that when they place leaflets on the shelfââ¬â¢s they follow the organizations racking approach. Staff work areas ought to be slick and clean. This will enable clients to feel as though they are managing experts. Collaboration If it's not too much trouble clarify the significance of the accompanying when working in a group â⬠guarantee you clarify each progression and the conceivable result. Inspiration Inspiration is significant on the grounds that it directs an associations profitability. Keeping groups propelled implies that everybody feels mindful and assists staff with building up a feeling of significance and implies that they put all there exertion into their work. By creating inspiration deals are bound to be higher and in this way the specialist is of more advantage to the office Group jobs At the point when jobs are characterized to staff it assists with building up a structure, consequently this assists with characterizing what every worker is answerable for doing to accomplish the business objectives and goals. By building up an away from of who is answerable for what job implies that representatives can accomplish work without fundamentally meddling with others work, this implies work is done to a speedier and better quality. Assignment of errands By assigning staff with errands implies that they have clear targets and undertakings that they should finish so as to be effective. By guaranteeing that workers comprehend what is anticipated from them they can build up an arrangement on how they will accomplish this assignment and if conceivable surpass it. This is then useful to the business as it implies that income is high, staff and client moral is likewise high and will undoubtedly prompt recurrent business as the client is content with the result. Lines of power By having set blueprints of power it causes all subordinates to know who they address in regards to issues In the since a long time ago run this helps with guaranteeing that the association keeps up successful correspondence. By guaranteeing that away from of correspondence are kept it takes into consideration issues to be managed in a speedy and simple way. This implies a client can have their issues managed in a powerful way. This will guarantee that the client stays happy with any issues that may have happened. What are the advantages of collaboration to partners, clients and the association? The advantage of collaboration for associates: By representatives cooperating it permits them to handle an issue with numerous perspectives. This can help them in finding the best result for that given circumstance. Collaboration can assist representatives with building up their relational abilities. This can assist them with becoming progressively self-assured and feel as though they settle inside the association. By guaranteeing cooperation is a solid ethic it assists with building up a multi-social condition where assorted variety includes a solid spot inside the association. By building up a various domain it encourages all representatives to bond. The advantage of cooperation to clients: Great degrees of cooperation implies that representatives feel more joyful and this can be detected by clients. By guaranteeing that clients feel great vibrations from clients from employeeââ¬â¢s implies that a client is bound to feel good and buy. By representatives filling in as a group it permits the workers to build up their skills and shows polished methodology to clients. This assists with causing clients to feel progressively certain with the administration they are to be advertised. The advantage of cooperation to associations: By an association having staff that function admirably inside a group setting it permits the business to build up a decent culture that takes into consideration efficiency to be at an ideal and consequently implies that benefit is probably going to be higher. This implies workers are progressively ready to fulfill the requirements of the client and the client bound to offer recurrent business. In the event that representatives fill in as a major aspect of a group it can enable a business to stay with separation laws as the workers feel increasingly associated and more averse to oppress one and other. Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-28459220432555221022020-07-05T11:10:00.001-07:002020-07-05T11:10:03.813-07:00Reading the text Play and Child Develpoment and Respond - 1925 WordsReading the text Play and Child Develpoment and Critically Responding (Essay Sample) Content: Running head: PLAY OBSERVATION PAPERPlay and Observation PaperName:Institution Affiliation:Prof:Course:Introduction.The historical backdrop of youngsters' play built up its very own existence amid the nineteenth century, with the insightful exploration endeavors of people. In spite of these researchers reflected contrasting suspicions about the play, their joined efforts, expanding on the prior work savants, maintained playà ¢Ã¢â ¬s the focal point of kids' advancement (Isenberg Quisenberry, 2002). Our history of pre-rational and sound involvement with kids play acts as a premise for our present endeavors to analyze the game. Over the previous century, the study on kids' play added to hypotheses about assume and its part being developed. Taking a gander at the endeavors to comprehend game, we see an assortment of talking points for play and a more extensive variety of speculations to understand it (Frost, Wortham Reifel, 2008). Dissimilar to grown-ups, preschool youngsters are not ready to verbalize how they feel. They encounter the same sentiments and express them through play. Since they feel safe in play, and because a play is an essential movement in the preschool years, youthful youngsters show the full scope of their sentiments in play exercises (Isenberg Quisenberry, 2002).Frost, Wortham Reifel, (2008), suggested that play can be cathartic. Youngsters use play to decrease nervousness and comprehend traumatic encounters. They may reproduce an unsavory affair, again and again, to acclimatize it and decrease the force of emotions. Kids likewise utilize play to express positive emotions, for example, euphoria and satisfaction and additionally forceful sentiments. As they externalize these emotions through play, they build up a feeling of authority and control. After they express negative emotions, for example, trepidation and animosity, they can proceed onward to express more positive sentiments. At the point when negative sentiments ha ve been determined, kids can move to different sorts of expression in their play (Isenberg Quisenberry, 2002). In spite of the fact that declaration of feelings can be displayed in a single play, the sociodramatic play has a noteworthy capacity in passionate advancement. As they take parts in the emotional play, youthful youngsters can carry on connections and experience the sentiments of the individual in the part they are playing. By participating in various parts, they can express enthusiastic reactions to the parts, which lead them to comprehend contrasts in sentiments and create critical thinking abilities Sociodramatic play advances passionate improvement and sentiments that outcomes in a more prominent sentiment power, feeling of satisfaction, and positive sentiments of self (Frost, Wortham Reifel, 2008).A scenarioThere are various thoughts that commanded play grant all through the twentieth century, and also different developing hypotheses that are driving us into the 21st century. These beliefs are outlined with a case of kids at play, indicating how play must be comprehended from various points of view. Having the capacity to put on different hypothetical lenses permits the onlooker of the game to understand its numerous implications (Isenberg Quisenberry, 2002). For instance, most folks play look-a-boo with babies and little children, nestle them, converse with them, and give toys. Be that as it may, as the youngster develops and is gone starting with one guardian then onto the next, play authority abilities regularly take a rearward sitting arrangement to the pedantic guideline, planning, and scholarly interests. Great play pioneers regard kids and play; they sense the stream of youngsters' play, remember this as the arrival of extreme imaginative driving forces, and know this is the stuff from which learning and advancement rise (Frost, Wortham Reifel, 2008).Scientists inspired by the way of play in kids with incapacities have directed studies c ontrasting the play of youngsters and particular inabilities with the play of associates who have run of the mill advancement. The play of youngsters with particular incapacities has additionally been contemplated to decide how changes in nature and adjustments of toys can improve play open doors for kids (Isenberg Quisenberry, 2002). The utilization of innovation, especially PCs, for a change of play potential outcomes for all youngsters in the classroom, is turning out to be more pervasive. Most essentially, change of the open air environment has turned into a critical outline challenge inside the most recent two decades as play authorities have looked to make outside play more available to kids with a wide range of handicaps, (Isenberg Quisenberry, 2002).Parten theory and its viewsAs indicated by Parten, as kids got to be more seasoned, enhancing their relational abilities, and as open doors for companion connection turn out to be more normal, the nonsocial (singular and para llel) sorts of play turn out to be less basic, and the social (acquainted and agreeable) sorts of play turn out to be more common, (Isenberg Quisenberry, 2002). Cutting edge researchers concur that Parten's hypothesis has contributed considerably to our comprehension of play, keeping in mind elective characterization plans have been proposed, Parten's phases of play are still broadly used (Frost, Wortham Reifel, 2008). Nonetheless, there is a difference on whether there is to be sure a succession of play stages that youngsters experience à ¢Ã¢â ¬ for instance, whether little children are truly not able to play agreeably, and whether lone play in more seasoned kids is less regular or an indication of immaturity. Option clarifications recommend that sorts of play might be affected by different circumstances, (for example, how well the kids know each other) (Isenberg Quisenberry, 2002).As indicated by the hypothesis and the writings of Parten in visualizing and depicting the way social play creates value for preschool kids. In her research on youngsters, Parten watched that social play escalates with time. She partitioned the advancement of social play into six classifications: abandoned activity, passerby action, (Isenberg Quisenberry, 2002). Lone play, parallel play, affiliated play, as well as effective play. The first two classes are thought to be non-play activities while the remaining three classes are pointers of social interest characterizes like that of vacant behavior. (Frost, Wortham Reifel, 2008).Connection of the theory to the playThe kid is not just into the play but rather watches the things that happen to be a similarly flitting hobby. In Parten's grouping, the child's development from single drama to plenty classifications of play is an effective formative step. Despite the fact that he trusted single play was the slightest adult type of the game, consequent exploration characterized other more develop parts for lone play. In the descript ion of the play as a non-interactive play, they found that socially prepared 3-year-olds who were common with their companions occupied with individual or parallel play exercises, for example, work of art and piece development, (Isenberg Quisenberry, 2002).From their particular work, Isenberg Quisenberry, 2002, found that half of the single play they watched comprised of actually coordinated exercises and instructive play. The discoveries from these and other comparative approaches demonstrate that lone plays won't be the consequence of interactive adolescence but an alluring type of play (Frost, Wortham Reifel, 2008). Investigations of single play uncover different reasons why kids lean toward the lone play.The decision might be essential because some undertakings are best expert singly or because a tyke longs some moments alone for meditation. Time alone may bring about productive practices. Kids may encounter genuine feelings of serenity, self-regulation, and control over thei r surroundings (Frost, Wortham Reifel, 2008). Albeit single play may demonstrate timidity or associate dismissal for a few, single valuable play can be identified with more satisfied states of mind and expanded readiness.Another zone of exploration has been the rates of youngsters who participate in the six classes of social play. Specialists have contrasted in their discoveries in the matter of what rates of kids take part in the parallel, acquainted, and cooperative play when contrasted with Parten's discoveries (Frost, Wortham Reifel, 2008). Two ideas have come up from these findings and others: The current preschoolers are less gifted in the larger amounts of interaction plays, and social stratification can have an orientation on levels of social play (Isenberg Quisenberry, 2002). Furthermore, the connection of the piece of cake has a hearing on the development exhibited in the single play. Interaction improvement in the early periods helps the kids to incorporate personalitie s in them fantastic and emotional play (Frost, Wortham Reifel, 2008). While babies and little children utilize their symbolization capacity in a single play, they use their extended intellectual and interaction efforts to associates with peers, (Isenberg Quisenberry, 2002). In this view, a few standards of the social play that add to social change and the tight clamp vasa are subj... Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-9638486083534808912020-05-19T14:57:00.001-07:002020-05-19T14:57:04.987-07:00Money is extremely relevant in International relations... Money is extremely relevant in International relations because money makes vast amounts of people and goods go around the world to exchange skills and money respectively. Bonds are the main link between money and the international system, due to the fact that governments spend more than they can raise in tax resulting in them selling bonds to make up for their credit, furthermore bad debts within banks are the reason countries go bankrupt therefore loaning money from other countries hence money influences foreign policy because states are always power seeking. The pursuit of power can without a doubt be related to money and this money can be found if a state associates itself with the economies of other states. The film characterises theâ⬠¦show more contentâ⬠¦The international dimension is also characterized to be dependent on money because national security, which is a result of the international system, of states is dependent on the investment of funds made towards the military. International financial flows influence war and peace, the flows influence peace because bonds save countries from bankruptcy which reduces conflict between countries, but international financial flows influence war more than peace due to the mere fact that bonds finance wars- war would be impossible if there was no money to pay for it. Professor Ferguson states that ââ¬ËWar is the father of the bond marketââ¬â¢ because wars in Europe in the 14th and 15th Century were about bonds. International financial flows can influence war when different communities have different financial ideas which result in conflict, a minor example of this we see in early Venice whereby Jews were shunned upon for borrowing money at an interest rate because Christians did not allow it meanwhile a major example would be the war between communism (East) and capitalism (West) in the late 1900s which influenced other countries throughout the world, The cold war. Nevertheless the two(internationalShow More RelatedImpact of Brain Drain on India4549 Words à |à 19 Pagesof individuals with technical skills and knowledge. This emigration usually occurs from a developing to developed countries. The people engaged in this process of migration are usually qualified engineers from reputed universities. Thus, the future of this phenomenon lies in the hands of the newly qualified engineers who are about to enter the job market and this makes their views about Brain Drain very important. It is estimated by the World Economic Forum that around 78% of Indian engineerââ¬â¢s fromRead MoreThe Importance Of Achieving Congruence Between An Organisation s Strategy, Structure And Hrm Practices2687 Words à |à 11 Pageseffective and powerful area within a workforce; HR is the core of a company because without this department, there will be no employees. 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But following that episode, the banking business has been high and low with deregulation and liberalization as key drivers of robust rivalry, interrupted by a strapping rise in the amount of breakdown throughout 1980s and 1990s. More than the precedent quarter-century a theatrical consolidation occurs among banks. For instance, in the US there are about 7,600 commercial banks these days, down from around 13,000 in 1980. on the otherRead Moreââ¬Å"Privacy and Spamming Ethical Issue in E-Marketingâ⬠6216 Words à |à 25 Pages(Kotler and Turner, 1981). Marketing is the function of management responsible for identifying, anticipating and satisfying customer requirements profitability. The basis of marketing remains the same planning to deliver the right message to the right people at right time. What has changed is the number of options. Very simply put, marketing or electronic marketing refers to the application of Marketing principles and techniques via electronic media and more specifically the Internet. The termsRead MoreWork-Life Balance : a Comparative Study of South-East Asian Countries6004 Words à |à 25 PagesWork-life balance : A comparative study of South-East Asian Countries Work-life balance is a concept that has demanded attention for several years. It is highly relevant as people attempt to divide time to the myriad demands of both work and life. The multiplicity of demands that individuals have can increase this challenge as people strive to incorporate many more activities into lives. Previous empirical research has examined work-life balance in depth. The research includes a focus on â⬠¢ Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-89426144805417840582020-05-06T22:15:00.001-07:002020-05-06T22:15:14.742-07:00Leadership Styles And Theories Of Leadership - 857 Words This project shows that leadership is defined in many ways. Characteristics of a good leader are questionable. Leadership styles and theories, such as servant leadership, collective leadership, and dictatorship vastly differ but still share similar attributes. While servant leadership and collective leadership theories similarly encompass specific attributes, the collective leadership theory still lacks vision and empowerment. Inversely, at the other extreme of leadership theories is dictatorship. Unlike the servant and collective leadership theories, under a dictatorship, the leader is not open to group decision-making or communication among others. Although exposed to all three leadership styles, I find that I respond best to the servant leadership theory. Leadership characteristics differ in leaders. There are characteristics that set apart a qualified leader versus a good manager. According to Godin, most people hired to lead only fulfill the role as manager. A manager knows what to accomplish and finds the people to do it. Whereas, good leadership is defined as carefully selecting the appropriate people, embracing their failures, challenging growth, launching a common goal, and then carefully navigating the execution of the tasks (Godin, 2014). Therefore, managers are easily replaced until the precise leader can be positioned with the qualities that constitute a worthy leader. Recently, a new president was appointed at my place of employment. As aShow MoreRelatedLeadership Style And Leadership Theory807 Words à |à 4 Pagesresearch conducted on traits, skills, and characters relationships to leadership and followers. The paper discusses the common themes and conclusions addressed in all studies. The articles penned with the intention of examining the impact leadership style and leadership theory in areas such as individual identity, culture, and worldview. Mahdi, Mohd, and Almsafir (2014) argue there is a significantly strong relationship between t he leadership behavior and organizational commitment. Also, the paper synthesizesRead MoreLeadership Theories And Leadership Styles1512 Words à |à 7 Pagesprovide examples surrounding various leadership theories and leadership styles that sustain the definition of a public leader. First, this paper will provide a definition of a public leader. Next, it determine two leadership theories and two leadership styles that support the definition of a public leader. Also, this paper will assess the effectiveness of the two leadership theories. Subsequently, it will assess the effectiveness of the two leadership styles. Further, this paper will utilize properRead MoreLeadership Styles And Theories Of Leadership Essay873 Words à |à 4 PagesGenerally, leadership is the art or process of influencing followers and subordinates to achieve the organizational goals. It helps an individuals or a group to identify its goals and assists in achieving the stated goals. Because of importance of leadership all kinds of group action, there are considerable number of researches and theories on leadership and many kinds of leadership styles like Greatman theory, power influence, Trait approach, Behavioral, Situational or Contingency approaches;Read MoreLeadership Styles And Theories Of Leadership876 Words à |à 4 Pagesbstract This paper is to define the definition of leadership, and how its breakdown of various leadership styles and theories. I will also focus on more than one leadership style on what is to believe the best aligns thoughts of what leadership should mean. The leadership style is a mixed character of leadership that combines the transformational and servant leadership theories in to Healthcare. An evaluation is made of the learnerââ¬â¢s leadership characteristics and how they would enable the learnerRead MoreLeadership Styles And Leadership Theories993 Words à |à 4 Pagesto the other two leadership styles, I scored next highest in the delegate category and the least amount in the authoritative category. In this paper I will give a comprehensive overview of leadership styles and leadership management theories and how they relate to my style. Lastly, I will discuss my type of work environment, and three key actions or behaviors that I must demonstrate to be a successful leader. Alignment with management and leadership theories Leadership theories include trait, attitudinalRead MoreLeadership Styles And Theories Of Leadership1386 Words à |à 6 PagesLeadership is known as the process of guiding groups, individuals and an organization in the establishment of goals as well as sustaining those goals. The concept of leadership incorporates a diversity of clarifications, leadership styles and theories. While looking at the leaders around us no matter if itââ¬â¢s our president or place of employment, we often find ourselves questioning exactly why these individuals shine in these positions. This essay will detail my leadership in relations of the transformationalRead MoreLeadership Theories And Leadership Style920 Words à |à 4 PagesLeadership theories and Leadership Style In workplace condition, there are numerous dynamics which may affects a managerââ¬â¢s leadership style. The most significant features which will affect the choice of leadership styles or leadership behavior in a workplace condition need to identify. The most important factor which affects the managerââ¬â¢s leadership style is ââ¬ËTaskââ¬â¢. The task is the real purpose of the team as well as the goals of the team. A managerââ¬â¢s upmost duty is to be certain that all team membersRead MoreLeadership Styles And Theories Of Leadership2172 Words à |à 9 PagesThere are many leadership styles and theories. à Effective leaders are required to possess problem-solving skills, maintain group effectiveness, be dynamic, passionate, and be a motivational influence on others. à There are two leadership approaches that are most popular. à They are Transactional leadership and Transformational leadership. à A transactional leader is the traditional ââ¬Å"bossâ⬠image (Yoder-Wise, 2015). à In such work environment, employees have an understanding that the superiors make allRead MoreLeadership Theories Of Leadership Styles4638 Words à |à 19 PagesLeadership theories The full spectrum of leadership styles is broad. The leadership styles continuum ranges from very directive to very non-directive: Autocratic, Benevolent Autocratic, Consultative, Participative, Consensus, and Laissez-Faire (Gibson, 1995). The autocratic leader an authority who make decisions or set goals and does not feel the need to explain them. The benevolent autocratic leader also rely on authority for decision-making, but may explain the thought process behind the decisionsRead MoreThe Theory Of Leadership Styles903 Words à |à 4 Pagesphenomenon of leadership is based upon directing, influencing as well as motivating individuals for the purpose of implementing plans as well as running an organization. Leadership styles vary from person to person and is dependent upon the situations that the leader might be faced with (George, Sims, P. Sims, D., 2007). Basically, the leadership styles have been categorized into six types (i.e. commanding, visionary, affiliative, democratic, pacesetting and coaching leadership styles). All these Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-72821350352279248572020-05-06T06:38:00.001-07:002020-05-06T06:38:41.906-07:00Encounter in Operating Performance Management Programme Question: Describe about the Encounter in Operating Performance Management Programme. Answer: Introduction Increased business functions and the need to manage business processes better have led to the emergence of strategic business concepts that focuses on increasing the capacity of a business to manage both internal environments. Performance management is a process of identifying, measuring and developing performance in an organisation through linking the needs of the business to the objectives the organisation. Aguinis (2009, P.8) argues that the role of performance management is to ensure that activities within the organisation are aligned with the business goals in effective and efficient manner. This process of aligning activities can be geared towards a department, the employee or the whole organisation. This ensures that resources, systems and employees within a firm or organisation are strategically aligned to business objectives and priorities. Through this alignment management and employees work together to plan, monitor and review work objectives to increase their overall cont ribution to the whole organisation (Salaman, et al., 2005, P. 12, De Feo, 2007, P. 12). Feedback mechanisms are applied to test the adoption of the proposed strategies within the organisation. Therefore the fundamental goal of performance management is to promote employee effectiveness through a continuous process of planning, monitoring and reviewing employee effectiveness. It is an evolution of management that shifted from the bureaucratic merit system to performance-based management where the organisation focuses more on the employee rather than on the processes. There is no single defined model that can be applied in performance management but rather there are different proposals that have been advanced by different scholars. Mabey prescribed performance management a system in the form of a performance management cycle with five elements that organisations need to implement to improve performance management. These elements are objective setting, measurement of performance, feedback of performance results and reward system on performance and amendment of objectives and activities to meet business needs (Aguinis, 2009, P.12). On the other hand Salaman argues that there are two theories that can be applied in performance management; goal setting theory and expectancy theory. Goal setting theory proposed by Edwin Locke is based on how individual goals set by the employee contribute to the performance by motivating him. The employee sets realistic goals and follows them and thus an improvement in the goals leads to increased organisational perfor mance (Salaman, et al., 2005, p. 13). Expectancy theory proposed by Vroom is based on adjusting of individual behaviour to meet the expected and values goals of the organisation. The individual will modify behaviour in a way that enables them with achieve goals. However, most processes of performance management have been based on three steps of planning, monitoring and reviewing while the Government Finance Officers Association (GFOA) proposes a six-step process of implementing performance management as follows: Make the Case for Performance management; Identify how performance Information Will Be Used; modify existing processes or create new processes to accommodate new performances; develop measures that are appropriate for situation; and lastly focus on change management (Nielsen, 2014, P. 433). Therefore organisations are spending a lot of resources on performance management as a key business tool for strategic global management. The challenges that global organisations may encounter in operating a performance management programme across all of their operations Global performance management in organisation is being faced with internal and external challenges that have limited the results to be realised from the process. The business environment has been changing with increased economic turmoil and competition. Organisations cannot influence external factors but can only prepare strategies (Osmani Maliqi, 2012, P. 439). The biggest challenge in organisations is the fear for negative results from performance management. It is not obvious that when the strategy is implemented the organisation will reap positive benefits. This is based on fear of punishment to employees in case the system does not work. If management fails to communicate the intention of the new performance management processes to employees, there may be panic in the team and thus the expected results may not realised. Instead of using it as a performance improvement process for employees through gathering relevant data to business processes, the tool may affect employee motiv ation and business results. Operations management comes with business costs that are associated with it. The business needs to restructure its operations, set new goals and operational processes. There may be a need to train employees or take them orientation to understand the role of the whole business process. On the other hand instituting the new system in the organisation will need operational costs that the business has to incur. New costs will affect the profit margins of the organisation or may frustrate some business processes. On the other hand other resources like time are required to apply. Global originations have business units that are spread across the globe; However,, these businesses are not the same and thus have different cost implications. Organisational theorists argue that change is expensive to an organisation since it requires resources to initiate new processes (Koli Llaci 2005, P. 13). On other hand change is slow to apply within an organisation. To initiate these changes employees ma ny need to be adequately trained to be able to apply the proposed changes in their work routines. These changes may be met with resistance from employees, a factor that may affect the business processes within an organisation. Performance management processes sometimes do not work well with the existing financial processes in the organisation. Some organisations use financial system record, track, and report financial data on business operations. Organisational performance fails to connect financial data in the organisation with other operational information that is used in decision-making (Cooper 2008, P. 22). This therefore presents a challenge to organisations that are focussed on applying operational management techniques. MNCs have different subsidiary business units that are found in different places and countries. These subsidiary businesses are designed according to the laws within the country. Sometimes the best performance strategy for the headquarters of an organisation may not work well with a subsidiary branch. Organisations that are managed on an open system have different organisational cultures that apply to each subsidiary business or branch. On the other hand different departments within the organisation have different ways of measuring performance indicators that they achieve. Further there may be a problem in measuring the performance of the main business and the subsidiary business. Bolden (2006, P. 12) suggests that lack of uniformity in strategies between department and branches leads to different decisions and implementation processes that may be difficult to measure for the whole business. Business has to adopt customised processes to be able to balance the business needs of different branches and subsidiary business units. Performance management is a system change process and not a situational process. It is a change process that may take long to be realised with the organisation. Performance management entails changing internal business, process and replacing them with strategic ideas that can improve the organisation. These changes take a lot of time to be realised in the organisation since change is a slow process. Therefore decisions that are made by employees based on performance management strategies may be felt in later years. This makes it difficult to measure the impact of performance management due to delayed benefits (Bolden, 2006, P. 151). Businesses have to wait for long to be able to reap the benefits. The nature of the business environment is dynamic and keeps on changing; which means that organisations need to develop clear performance management strategies that have short lifespan to easily realise the results. The validity of data collected using performance management tools has been questioned on how it applies to the general performance of the organisation. Global organisations use different performance indicators based on the end contribution to the company and employee. End contribution measures include cash flows, profits and productivity while employee related measurements include dynamism, decisiveness, initiative and judgement. Each of the listed criteria may have different effects on a business and what applies to one business unit may not apply to the other business unit. On the other hand cultural, social and economic environments vary across the globe. These are external factors that may shape the activities of the business within the environment that it operates in. on the other hand political ideologies may affect the business differently since they vary from country to country. This makes the performance criterion that is applied different between businesses (Elzinga et al., 2009, P. 20). Time and distance variations may also affect business activities since it defines the environment that shapes the business. This affects the use of certain information technology tools for communication since they are affected by time and distance. Performance management processes fail to address the individual need that affects the organisation. It is based on transforming the organisation through creating effectiveness and efficiencies. However,, the improvement in organisational processes takes place within the individual that is affected by the process. Therefore performance management fails to accomplish individual needs that employees may desire to increase their outcomes (Colville Millner, 2011, P. 19). The measures are implemented for the whole organisation and sometimes the implemented process may not be a good strategy but rather a replication of some of the existing processes in the organisation. Performance management tools have been adopted in organisation as temporary tools rather than permanent business decision-making tools. This is based on the fact that the management tools like reporting templates, performance appraisal and performance management systems like balanced score card, managing for results and stat systems keep on changing. Some methods have decreased in their popularity and others have increased. This means that the performance appraisal methods need to be changed as business processes also change. Business complexity has led to global organisations using a variety of business performance management tools. The tools apply to specific sectors of the business rather than the whole business. The changing nature of the business environment means that performance management tools have to be changed as business processes and complexities keep changing. Performance management has been criticised over the role of all the data collected within the organisation (Bos wel Boudreau, 2000, P. 290). Experts have argued that a lot of data is collected in an organisation but not all of it is used in decision-making. Conflict between management and employees on how the data collected should be rated most of the time. For example conflict of interest happens when there are disagreements on the rates of the implementation of performance appraisal process. The organisation ahs individual goals and general gaols which form the vision and mission of the organisation. Sometimes the way the performance of the individual is rated against the overall performance of the organisation can be affected by different issues. Colville Murphy (2006, P. 665) argue that cognitive processes may also affect the collected information since the ratings are based on collecting inform about individuals and not objects. This focuses the appraisal on task factors at the cost of the environment that the employee works in. this means that performance management is result based regardless of the way the environment looks like. The environment determines employee performance and thus global business performance should ensure t hat the global environmental settings are used in assessing employee performance. Changing technology has made business to be open and dynamic systems that keep on changing every time. The rise of information technology has had a great impact n organisational decision-making and performance management approaches that the organisation deals with. Businesses are investing a lot of resources on research and development to generate new business model that can improve performance (Caldwell, 2003, P. 289). However,, with information technology, the nature of competition has changed since business processes from information technology are not unique and can be easily replicated. Business competition has changed making organisations to compete using business processes. The advent of technology has led to the need to use quality management to achieve efficiency and effectiveness in business processes. Therefore performance management is shifting from measuring results to measuring efficiency and effectiveness in business processes. Recommendations on how these challenges might be addressed However, to mitigate the challenges of global performance management, organisations need to put in place several strategies that can improve the role. The organisation needs to develop line driven performance measures rather the employee driven measures. Nel, et al. (2001) argues that performance management is implemented and driven by line managers and not human resource personnel. Line managers understand the business processes of the organisation and the areas that need to be improved (Herold, et al., 2008, P. 350). Therefore the organisation needs to enure that line managers are equipped with necesary skills that can be applied to improve organisational processes. Adequate training needs to be carried out to align employees to business processes. Performance management affects employees directly and thus they need to be adequately trained to meet the needs of the new process. Training ensures that employees understand and can implement the business performance strategies. Further Watkins Leigh (2012, P. 12) argue that Performance management system problems arise from lack of training and poorly designed performance management system. Training thus empowers to be able to understand the business needs of the organisation and be able to correct system needs. Learning models like the Kolbs cycle suggest that through taking the employee through the relevant processes, the organisation achieves adequate optimum employee performance. Selden Sowa(2011, P. 259) has the opinion the employees belive Performance management is implemented for thewrong reasons and not to improve employee performance. Therefore adequate training will change the perception of the employee towards the management initiative. Higgs Rowland (2011, P. 311) states that resistance to change is normal in any business environment. Change is a result of changing the status quo of the organisation and the employees may have difficulty in adjusting to the new system. The most difficult part of implementing performance management is development, implementation and maintenance. Traditional organisational culture is the significant barrier to change since employees may feel threatened. To achieve these organisations need to involve employees in planning for the new performance management tool. Kotter (2007, pp. 13) argues that participatory methods have been highly used in organisations through continuous communication and feedback on the progress of the process. Involving employees ensures that the new strategy being adopted does not send mixed signals to employees. This develops the confidence of all key players that are affected by the new changes. To improve system processes and employee performance, the new performance management method has to establish a link between the job description of the employee and performance. This ensures that business processes and employee activities are perfectly integrated. Cooper (2008) argues that tasks and key indicator of performance must be included in the employee job description. Aligning of job descriptions and objectives with expected organisational performance standards and time scales should be linked to new systems ensure that achievements of the employee contribute to the overall business needs of the organisation. Further, Sulin (2008, P. 5) adds that good management systems that link employee description to performance management maintain of a view of th current expectations and accountability of the individual. Performance management requires adequate time to implement the strategies in a business and thus the organisation needs to start introducing the process slowly. This will ensure that low system resistance is raised in the organisation. This means that the new system has to run hand in hand with the old system to allow employees adequate time to adjust to the new system. This is the best way for dealing with resistance to change. Once employees have realised that the new system can work better than the old system they will start getting used to the performance management patterns that are related with it (Kotter, 1995, P. 61). Lastly leadership is the overall solution to organisational challenges that may face the new performance management program. The role that the leader lays in an organisation influences the level of employee uptake to change. The dynamic nature of the business environment that global organisations operate in determines transformation of business processes to align them with strategic goals in the market. Higgs Rowland (2005, P. 123) states that change requires creating the new system and instituting the approaches ino the oragnisation. Organisational leaders influence their subordinates to adopt proposed business strategies for transforming the organisation. To influence others, the leader takes responsibility by taking the responsibility for transformation before others can follow. This means that the leader plays a bigger role in the general performance of the organisation in meeting new business needs. Transformations can be complex, radical, complex, non-linear, full of uncertain ty, open-ended or lead to paradigm shifts within the organisation (Nixon, 2003, p. 166; (McNaughton, 2003, P. 135). The effects of a change process have to be leader led through involving all employees.the changes are initiated with an extra income that is used to design and implement the process but organisations must be willing to meet these costs since the new changes have an economic angle to the business. Conclusion The business environment is changing rapidly making many organisations to lack right strategies to respond to the challenges that they face. Employee are the pillars of a sustainable business and thus successful businesses have focussed their performance management tools to employees and provided adequate resources to enable employees meet their objectives. Through continuous training employee can acquire strategic skills needed to run the organisation. Sulin (2008, P. 8) refers to a survey which shows that 44% of most companies with performance management systems replace their systems averagely after every 3-4 years. This is determined by the changing business environment and market dynamics that the organisation faces. Therefore the organisation needs to periodically monitor the system and revise parts of it to ensure that new business develoents are added rather than replacing the whole system. This ensures that the business maintains the best practises from the previous system an d remove portions that may not be working well. Businesses should, therefore, adopt update rather than replace strategies. Organisations need to carefully consider the performance management strategies that can be implemented. Rooke Torbert (2005, p. 68) states that employees need to be involved through consultation and feedback to be able to understand the process and minimise resistance challenges of the new management system. Further employees may not always resist but without proper research through collecting enough relevant data about the organisation, the new Performance management system may not reflect the needs of the organisation. Therefore from a systems approach, the organisation is like an organism that has different parts that are consulted during movement. Management should adopt a system approach to ensure that every part of the organisation is consulted to design a system that reflects the real need of the organisation. References Aguinis, H., 2009. Performance Management.. 2nd ed. Dorling Kindersley: Dorling Kindersley. Bolden, R. . G. J., 2006. Leadership competencies: time to change the tune?. Leadership, 2(2), pp. 147-163. Boswel, W. Boudreau, J., 2000. Employee satisfaction with performance appraisals and appraisers: The role of perceived appraisal use. Human Resource Development Quarterly,, 11(3), pp. 283-299. Caldwell, R., 2003. Change leaders and change managers: different or complementary?. Leadership Organisation Development Journal, 18(3), p. 285293. Colville K Millner, D., 2011. Embedding performance management: understanding the enablers for change. Strategic HR Review, 10(1). Colville, I. D. Murphy, A. J., 2006. Leadership as the enabler of strategising and organising. Long Range Planning, Volume 39, p. 663677. Cooper J, 2008. Perfoamance Manangement. Edinburg: Edinburg School of Busness Management. De Feo, J., 2007 March 25-27. ttaining sustainaible business results through Lean and Six Sigm. Dubai, Middle East Quality Association Annual Congress. Elzinga T, B, A. F, K., 2009. BehaviBehavioural factors influencing performance management systems use. International Journal of Productivity and Performance Management, 58(6). Herold, D. M., Fedor, D. B., Caldwell, S. Liu, Y., 2008. The effects of transformational and change leadership on employees' commitment to a change: a multilevel study. Journal of Applied Psychology, 93(2), pp. 346-357. Higgs, M. Rowland, D., 2011. What does it take to implement change successfully? A study of the behaviours of successful change leaders. Journal of Applied Behavioural Science, 47(3), p. 309335. Higgs, M. Rowland, R., 2005. All changes great and small: exploring approaches to change and its leadership. Journal of Change Management, 5(2), pp. 121-151. Koli, Z. Llaci K, 2005. Human Resources Management. Tirana: University Book Publishing House,. Kotter p., 2007. Leading change, why Transformatin Effortss Fail.. Havard Busines Review. Kotter, J. P., 1995. Leading change: why transformation efforts fail. Harvard Business Review, 73(2), p. 5967. McNaughton, D., 2003. The role of values and leadership in organisational transformation.. Journal of Human Values, 9(2), p. 131140. Nel, P. et al., 2001. Human Resources Management. Cape Town: Oxford University Press. Nielsen, P. A., 2014. Performance Management, Managerial Authority, and Public Service Performance. Journal of Public Administration Research and Theory, 24(22), pp. 431-458. Nixon, B., 2003. Leading business transformation learning by doing. Industrial and Commercial Training,, 35(4), p. 163167. Osmani, F. Maliqi, G., 2012. Performance Management, Its Assessment and Importance. Social and Behavioral Sciences, Volume 41, p. 434 441. Rooke, D. Torbert, W. R., 2005. Seven transformations of leadership. Harvard Business Review, 83(4), p. 6676. Salaman, G., Storey, J. Billsberry, J., 2005. Strategic Human Resource Management: Theory and Practice. 2nd ed. s.l.: Sage Publications Ltd. Selden S. Sowa, J., 2011. Peformance Management and Apraissal in Human Service Organistions: Management and Staff Perspectives. Public Personnel Management, 40(3), pp. 251-264. Sulin, R., 2008. Common Performance Management Challenges. Journal for Quality and Participation, 12(3), pp. 4-10. Watkins, T. Leigh, D., 2012. Improving perfomance in the Workplace: Seleceting and implementing Perfoamce interveentions. 2nd ed. SanFransisco: Ofeiffer. Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-17235921697993983692020-04-21T13:06:00.001-07:002020-04-21T13:06:04.198-07:00The Organizational Study of Levi Strauss Essay ExampleThe Organizational Study of Levi Strauss Paper Abstract This paper analyzes the organizational structure and design of the worldââ¬â¢s largest brand-name apparel marketers, Levi Strauss Company. The concepts of hierarchy, change management, and employee involvement applications will be discussed, along with the organizationââ¬â¢s environment and competitive strategies. The premise of this paper is the accomplishment of this organizational mode Levi Strauss for change and the ultimate success of the companyââ¬â¢s transformation. Levi Strauss and Company was founded in 1853 and since has become a household name in the trouser industry. They are the worldââ¬â¢s largest producer of brand-name clothing and the second largest maker of jeans in the United States. Levi Strauss started the tradition of being an apparel innovator and today, the company still upholds the commitment to offering products that are right for every generation. Levi Strauss mission statement is to seek to reflect the voices of the communities where they have a business presence and make a difference by addressing tough social issues and empowering people to solve their own problems and those of their communities The values of Levi Strauss and Company are the foundation of the company. We will write a custom essay sample on The Organizational Study of Levi Strauss specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on The Organizational Study of Levi Strauss specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on The Organizational Study of Levi Strauss specifically for you FOR ONLY $16.38 $13.9/page Hire Writer It is what defines them and sets them apart from the competition, sets the vision for the future, the business strategies and the decisions that are made. The four core values are empathy, originality, integrity, and courage. When they talk of empathy, they are walking in other peopleââ¬â¢s shoes. Their success comes from listening to what consumers want and meeting their needs of the consumers, retail customers, shareholders and employees. The companyââ¬â¢s long-standing traditions of community involvement and employee volunteerism continue today which contribute to their commercial success. Authenticity and innovation is what makes Leviââ¬â¢s an original. The jeans have been worn by generations who incorporated them into their own sense of style. The ethical conduct and social responsibility illustrates the integrity that the company holds for always doing the right thing. The commercial success maintains the companyââ¬â¢s beliefs and behaviors which motivates customers trust and loyalty. And lastly, the company has the courage to always stands up for what they believe in, whether it is challenging accepted practices or conventional perception. Their ultimate goal for Levi Strauss is making the company more competitive by implementing a number of business turnaround strategies and by changing the process of how they develop, deliver, and market the products. The organization markets their products under the leading brand names such as Leviââ¬â¢s, Dockers, and Signature. These are the most widely recognized brands in the apparel industry. The companyââ¬â¢s organizational level analysis begins with their strategy. The corporate citizenship states a strong belief in the company which can shape society through civic engagement and community involvement, responsible labor and workplace practices, charity, ethical conduct, and environmental awareness. The four core values of the companyââ¬â¢s mission statement of empathy, originality, integrity and courage sum up the long-term purpose of the companyââ¬â¢s goal Levi Strauss for successful strategy and transformation. Levi Strauss developed and implemented a sourcing program in 1991 that incorporates value in working with stakeholders for improvement of working conditions in factories that produce their products, and a Levi Strauss in the communities where these are located at. They were able to gather valuable information and maximize positive effects by working with other companies and key stakeholders, such as non-governmental organizations, local governments and trade unions. Other memberships and working groups that this organization is a part of are The Business for Social Responsibility, American Apparel and Footwear Association, and The U. S. Council for International Business. Information technology assisted the organization by obtaining a sharper customer focus and helping management make better decisions. Levi Strauss was able to acquire detailed knowledge and understanding of their customer base, which in turn, provided products which brought back interest in the Leviââ¬â¢s brand. With the Information Technology revolution, Leviââ¬â¢s Jeans even designed a jean with a docking station in the pocket to place oneââ¬â¢s IPOD. Last year, they a Levi Strauss produced a mobile phone with a range of denim cases to choose from. The ideas of merging fashion and technology came from customer feedback and satisfaction. The Levi Strauss and Company Technology Center has eighty employees and is responsible for the research and development, design, engineering and manufacture of specialized sewing equipment for Levi Strauss plants. In 1999, they purchased MK Manufacturing Software which managed centralized purchasing operations for the United States and Canada factories and to support the manufacturing and inventory of the machines used to make Levi Jeans. In the companyââ¬â¢s ransformation and structural change, they have managed to modify the entire process of how they develop, deliver and market their products by making their products more innovative and appealing to customers. They expanded the licensing programs so they can offer more product ranges; and they a Levi Strauss improved the economics of brands for the customers. Lastly, they improved the operational efficiency by implementing new business planning and performance mode Levi Strauss that clarifies roles, responsibilities and accountabilities. The end result was steady sales and profitability for the company. The main focus of the companyââ¬â¢s human resource management is conducting activities designed to fit cultural differences and career development of employees. The employees must attend classes that teach the companyââ¬â¢s objectives, values and ethics, and a Levi Strauss how to understand the lifestyle and background of people. The company a Levi Strauss expresses concern for the employeeââ¬â¢s work and family life by helping them balance their responsibilities. The companyââ¬â¢s corporate culture purpose is ethical conduct and a strong commitment to social responsibility. The company developed an Aspiration Statement which specified their commitment to communication and ethical management practices. Those that followed and abided by it received recognition and empowerment. They value the diversity of employeeââ¬â¢s backgrounds, experience and knowledge, and welcome the ethnic, cultural, and lifestyles of the communities where the employees live and work. Levi Strauss installed self managed teams which increase performance, improve the quality of the products, and promote originality level Levi Strauss. The organizational system refers to the members in making team decisions, which in turn, increase effectiveness, sense of responsibility and ownership of the work. T. Gary Roger is the Chairman of the Board. John Anderson is the President and CEO. And Hans Ploos van Amstel is the Chief Financial Officer. The organization knows they still have work to be done in order to stay on top and continue to be the most worn line of clothing in the world. Their value-driven competitiveness and major transformations has definitely set the standard in becoming a successful company. The biggest challenge and uncertainty is the massive change in the world, and what customers want. Customers are becoming more demanding and suppliers are abundant. The company is in the process of remaking Leviââ¬â¢s for the 21st century. They set targets for the new design and implementation. They are researching what the organization should look like and what the customers expect. By listening carefully to not only the consumers, by the employees themselves, the work and concepts will be built to everyoneââ¬â¢s satisfaction. Levi Strauss: Product Life Cycle Levi Strauss has gone discount. We see this change in distributors such as Wal-mart, Kmart and JCPenny. This is indication that Levi is in the decline stage of the product life cycle. At this point there is a downturn in the market. For example more innovative products are introduced or consumer tastes have changed. There is intense price-cutting and many more products are withdrawn from the market. Profits can be improved by reducing marketing spend and cost cutting. Efficient Vs. Learning Levi Strauss has a Horizontal structure. This dominant structure consists of the following: ? Shared tasks, empowerment ? Relaxed hierarchy, few rules Horizontal, face-to-face communication ? Many teams and task forces ? Decentralized decision making This type of structure as we will further discuss is functional with cross functional team integers is decentralized but lacks stability, efficiency, control and reliability. Intervention Strategy: Levi Strauss Company Change of an organization structure and ability to adapt occurs when three elements are in place simultaneously: (1) dissatisfaction with the present situation, (2) a compelling vision of how the change will create a better future; (3) first steps for reaching the vision. If any of these elements is missing or collectively they are less powerful than the resistance to the change, then change will not take place. Thus the first part of an intervention focuses on creating a common database and the foundation for the dissatisfaction. Following that, the intervention moves to creating a future that is far more desirable than that which caused the dissatisfaction. It ends with participants developing and implementing steps that are necessary for moving the organization and themselves forward. We chose to focus on a large group intervention process facilitated by outside consultant OD practitioners. Reason for this is to dismantle the group think and develop strategic ideas that would be innovative and effective. Desired Outcomes: ?Prepare, Practice and Participant in the change process ? Gain a better understanding of the business, customers, what we sell, and whose needs the products meets ? Levi Strauss vision are effectively communicated ?Renew individual Levi Strauss and organization spirit Begin thinking globally, internally and externally The goal of this intervention is to elicit feedback and input from all members of the organization, develop an effective annual plan based on the proposed long range plan. It should be designed to accommodate full and part-time members and administers to a one-day event which should include over 95 percent participation. This would allow all members to engage in whole system conversations since many employees come from different parts of the system. Implementation of change management activities Perhaps the primary means to directly implement change is for the leaders to forcefully create a sense of urgency. Many organization fail at change management because of lack of communication, failure to define objectives, project management problems, technical issue and inexperience in scope and complexity. Levi has emphasized quality, being socially responsible, and hiring the most talented people the firm can recruit. The value of each individual, the effective leadership of work groups and the success of enterprise has been the emphasis at Levi Strauss since founded. However like any other organizations, Levi has had its problems. Being slow to adopt to new fashion trends, Levi is struggling with generation gap problem. In 2003, Levi closed it last U. S plant and decided to focus on manufacturing outside because of the cheaper cost of labor (www. levistrauss. com). Levi has attempted to attract 14-17 year olds without turning off older people and as Levi plotted along fashion shifts occurred and passed Levi. As result many young people will not wear Levi and many hardly know about the brand at all. These are problems that create uncertainty in the organization leading management to rethinks it position and develop new strategy to remain competitive. We decided to have an effective change management strategy Levi could implement an Open Space intervention. Open space is a large-group process that helps participants focus energy on issues or opportunities of interest, and collectively design appropriate courses of action. Although it works with as few as 8 participants, Open Space is considered a large-group intervention because it works equally well with hundreds of participants. This simple, but very powerful framework creates the right conditions for Levi Strauss management team and provides a dynamic process of discussion and cooperation. Every single participant who contributes with his knowledge and experience influences the end result. Because participants in an Open Space Conference all participate actively, and talk to others regardless of function or background, creates a high level of employee involvement, commitment among participants and much networking across boundaries, usually resulting in a much deeper understanding of the issues as stake well as new ideas about the way forward. Levi Strauss Competitive Strategy-Using Michael Porterââ¬â¢s Five Forces A competitive assessment consists of an analysis using Porterââ¬â¢s Five Forces of Competition. The Five Forces of competition shape every industry and every market. The Five Forces Model is based on microeconomics, and is an extension of the SWOT analysis. This model is an important tool for analyzing organizationsââ¬â¢ industry structure and strategy. Michael E. Porter identified five competitive forces that determine the intensity of competition and the attractiveness of any industry. Porterââ¬â¢s model is based on the insight that a corporate strategy should meet the opportunities and threats in an organizations external environment. The model accounts for supply and demand, complementary products and substitutes, volume and cost production, and market structure. We will analyze the industry using Porterââ¬â¢s model. The five forces of competition are illustrated below: Threat of New Entrants Competitive Rivalry Between Existing Players Bargaining Power of Customers Threat of Substitutes Bargaining Power of Suppliers The collective strength of these five forces determines the ability of a firm to gain market share in the apparel industry. Once an analysis has been conducted, managers can search for options to influence these forces in the interest of the organization. In the apparel industry, an organizationsââ¬â¢ main objective is to reduce competitive forces. In detail, the five forces are illustrated in the following paragraphs (www. valuebasedmanagement. net). New Entrants Porters indicates new entrants pose a threat due to increases level capacity afforded. For example, suppliers could drive prices down and cut into profits. We have noticed this with Leviââ¬â¢s joint ventures with Wal-mart and JcPenny. More importantly the chance of new comers entering to market depends upon two variables, the barriers to entry and probability. The barriers for apparel industry includes economies of scale, product differentiation, capital requirements, switching costs, accessibility of distribution channels and competing firms which includes learning curves and location. Rivalry The intensity of rivalry among existing competitors depends upon the level of saturation within the industry. For example, for one organization to gain market share they must take it from a competitors, the level of rivalry that exist is high, often resulting in retaliation and price wars. Rivalry may stem from a variety of source which has numerous and equally balanced competitors, slow industry growth, high fixed or storage costs and overproduction and high exit barriers. Bargaining Power of the Customer Historically, the bargaining power of apparel retailers went unchallenged. Fortunately, globalization of the free world and the increased availability of foreign products have increased the bargaining power of the customer. In the appeal industry, consumer markets and foreign competition forces prices down. Thus, the bargaining power of consumer market determines how much pressure it can impose on margins and volumes. Customers a Levi Strauss possess a credible backward integration threat resulting in the purchase from a rival/foreign company. However, due to worldwide economic strain itââ¬â¢s becoming more difficult for Levi to maintain its selling power and to remain economically diverse overall, customers do not have much buying power, as they never purchase in large volume. Here are some ways Levi Strauss can reduce the bargaining power of customers: ? Partnering ?Supply chain management ?Increase loyalty ?Increase incentives and value ?Move purchase decision away from price Threat of Substitutes The treat substitute of competition occurs if multiple products are found to perform the same function. Levi must recognize the customer is no longer bound to one product or rely of customer loyalty. They must consider price, availability and quality to avoid loss of market share. Bargaining Power of Suppliers Materials, production, operation cost and capital are necessary for any production process. For example, suppliers comprise all sources for inputs that are needed in order to provide goods or services. Levi Strauss buyer/supplier relationship is crucial to attain growth in the apparel/retail market. Normally, the strength of a supplier affects an industryââ¬â¢s profitability, and they can exert a major influence on a firmââ¬â¢s goods and services. However, the suppliers bargaining power in the apparel industry is very low. The apparel retail supply business is quite fragmented. Many suppliers relies one or two distributors to buy a majority of their products. If decided to switch suppliers, it would be devastating to the previous supplierââ¬â¢s business. As a result, suppliers are extremely susceptible to the demands and requirements of the apparel manufacture. SWOT Analysis This was a SWOT provided for Levis Strauss acquired off the web and was most useful. Levi Strauss as the conclusion we thought SWOT was the best way to conclude with the Competitive assessment of Levi Strauss Company. The analysis will present Levi Straussââ¬â¢s strengths, weaknesses, opportunities and threats. Strength Strong Brand Image Good Distribution Market Leader in Western Europe Good market position and partnership Efficient human resource management Weaknesses Quality Retail sales network is too big and inefficient Niche demand Multi-brand strategy and full range market presence is cost-intensive Opportunities Better acceptance of Levi Strauss Brand The strong market position in China is a guarantee for prosperous future Partnership with Mal-mart Threats Lower Priced Asian apparel The stock price evaluations, unattractiveness of the old economy Decline Stage of life cycle Competitive Strategy Critique First, environmental uncertainty means that managers do not have sufficient information about environmental factors to understand and predict environmental needs and changes. (Environment here refers to more than the physical environment, such as pollution or hurricanes. It a Levi Strauss involves the economic, sociocultural, technological, legal phenomenon that affects the operation of the business (www. soi. org). Companies have to make an effort to adapt to the rapid changes in the environment. The environment creates uncertainty for managers, who must respond by designing the organization to respond to adapt to the environment. Managers use several strategies to counter environmental uncertainty. They may use boundary spanners to link and coordinate the organization with key elements in the environment. Boundary spanners detect and process information about changes in the environment, and then they represent the organizations interest to the environment. They help to synchronize the activities of the organization to therapid changes in the environment. Some of their roles include scanning the technological horizon to detect any changes, sourcing information on competitors and getting feedback from suppliers and customers. Another strategy is the use of interorganizational partnerships where separate businesses make a collaborative approach to riding the wave of changes that stem from environmental uncertainty. Instead of going in all out competition, businesses now form alliances, sharing information through networks to ensure that they all have more information about the environment than if they had collected info on their own we see this with Leviââ¬â¢s positioning in Wal-Mart stores. Structural Form of Levi Strauss Company Levis Strauss led the way of flatter hierarchies, cultural diversity, empowerment, quality and globalization. Levis chosen structural form of nonhierarchical organizations have many advantages over their competitives that use conventional methods. For example, experience and expertise are often shared; creativity and new ideas are fostered, tested and discussed. These organizations are more cohesive and collaborate; empowerment is a key feature; and it can be highly supportive of multiple stakeholders in global environments. However, the chosen structure is more likely to have higher Group thinkââ¬â¢. Groupthink is a type of thought exhibited by group members who try to minimize conflict and reach consensus without critically testing, analyzing, and evaluating ideas. During groupthink, members of the group avoid promoting viewpoints outside the comfort zone of consensus thinking or the herd mentality can prevail; implementing decisions can be difficult since flatter organizations serve multiple constituencies and stakeholders; and many flatter organizations are team-based organizations, often geographically dispersed and electronically networked. Levi Strauss: Diagnosing the organizationââ¬â¢s culture Culture is perhaps the most important characteristics in an organization. The first step in cultural analysis is describing the culture of the organization. Levi Strauss Company is often describing as being parentalistics. The framework is considered Clan culture, for example the figure below provides the framework matrix of four typeââ¬â¢s cultures of which we based our analogy. Flexibility and Discretion ClanAdhocrachy Internal Focus and IntegrationExternal Focus and Differentiation HierarchyMarket Stability and Control The Hierarchy Culture key values center on maintaining efficient, reliable, fast, smooth-flowing production, for example many fast food organization fall within the section. The Market Culture core values are competitiveness and productivity. We see Market Cultures generally in manufacturing companies such as general electric. The Adhocracy Culture is temporary characterized by a dynamic, entrepreneurial and creative workplace. For example military, NASA would be considered part of this section. Levi Strauss currently has a Clan Culture. The Clan Culture is like an extended family where shared values and goals, cohesion, participation, individuality, and a sense of togetherness exist within the Levi Strauss organization. The primary strategic implication of a culture should be a source of competitive advantage to the organization (www. coachingandmentoring. com). Critique: Levi Strauss Organization Environment Adaption The rapidity and volume of changes have resulted in less lead time for management to analyze changes in their organizations external environment and to formulate appropriate strategies. In addition, the risks and uncertainty involved in implementing a particular strategy or set of strategies have intensified. In summary, the turbulence in the apparel industry from the change in customers taste and the circumstances that lead to external environment challenges has an effect on the decision makers and how they effectively anticipate changing conditions. Recommendations It is recommended that employees be made aware of the competitive position of the industry in relation to its competitors; competitive related information must be fed to all staff regularly. Management and employees need to be sensitive to customer needs, trends and what the competition is doing. This should create a sense of discomfort within the organization and make members of the organization aware that things always change and that there is always rivalry in the apparel industry competing for customers. Senior management need to reduce the levels of complacency by continually speaking of changes in the industry and that the absence of a visible crisis should not create comfort in the minds of employees. The leadership of Levi Strauss needs to inspire employees, acting with honesty and integrity. It is recommended that a planned and coordinated change management intervention be developed to focus on strategic change. Middle management needs to also be involved in these initiatives with trust existing between all levels of management, which is visibly noticed by all employees. It is strongly recommended that the organization formulate a vision for the change process during the planning phase. Employees need to understand what the business look and feel like after the change process. It is recommended that management formulate and communicate the master plan for the business. A specific vision and mission needs to be created and communicated. The gap between the current state and future state needs to be highlighted. It is recommended that any future communications relating to the alignment project include the vision for the change and the strategic significance. Communications should enhance the driving forces for change and reduce all retraining forces. Senior management needs to review their communications plan and strategies and need to measure the effectiveness. The communications plan needs to include the context of the change taking place. Future change interventions need to be honest, open and take into account the audience by being simple and straightforward. Communications need to be frequent and need to motivate more employees to participate in the process by creating enthusiasm. Reference: Cameron, K (2007) Diagnosing and Changing Organization Culture, Retrieved June 5, 2008, www. coachingandmentoring. com Lima Tony, (2006), Five Forces Model Porter, Retrieved June 2008, www. valuebasedmanagement. net/methods_porter_five_forces. html N. A, Levi Strauss Company Fact Sheet, Retrieved June 2, 2008, www. valuebasedmanagement. net/Downloads/CompanyFactSheet. pdf Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-30986613316173570512020-03-16T06:49:00.001-07:002020-03-16T06:49:04.052-07:00Channel Distribution Essay ExampleChannel Distribution Essay Example Channel Distribution Essay Channel Distribution Essay 272 LESSON-18 CHANNELS OF DISTRIBUTION Dr Subhanjali Chopra STRUCTURE 18. 0 Introduction 18. 1 Objectives 18. 2 Meaning of Channels of Distribution 18. 3 Kinds of Distribution Channels 18. 4 Choice of Channel of Distribution 18. 5 Summary 18. 6 Glossary 18. 7 Self Assessment Questions 18. 8 Further Readings 18. 0 INTRODUCTION Distribution of products constitutes an important element of marketing mix of a firm. After development of the product, the entrepreneur has to decide channels or routes through which the product will flow from the factory to the potential customers. He has a number of alternatives available to him. The entrepreneur may choose to distribute the product directly to customers without using any intermediaries. Alternatively, he may use one or more middlemen including wholesalers, selling agents, and retailers. Big firms have their zonal or regional authorized agents or dealers spread over the entire country. The dealers, in turn, work with distributors and retailers. On the other hand, small firms cannot afford to have zonal offices, but are devising their own ways of doing business. They also receive regular orders for goods. Entry may be difficult for the small firms. It has been observed that many authorized dealers of known brands also stock other unknown or new brands of goods. They also insist on the customer buying the lesserknown brand because of higher margin of profit. The small entrepreneur, with fewer overheads and low labour costs along with better planning and management, may be able to earn good profits. 18. 1 OBJECTIVES After reading this chapter, you should be able to: Explain the meaning of channels of distribution. Describe various kinds of distribution channels. Enumerate the factors affecting choice of a distribution channel. Describe various types of middlemen. 273 18. 2 MEANING OF CHANNELS OF DISTRIBUTION A channel of distribution or trade channel is the path or route along which goods move from producers to ultimate consumers. It is a distribution network through which a producer puts his products in the hands of actual users. A trade or marketing channel consists of the producer , consumers or users and the various middlemen who intervene between the two. The channel serves as a connecting link between the producer and consumers. By bridging the gap between the point of production and the point of consumption, a channel creates time, place and possession utilities. A channel of distribution represents three types of flows: a. Goods flow from producer to consumers; b. Cash flow from consumers to producer as payment for goods; and c. Marketing information flows in both directions, from producers to consumers in the form of information on new products, new uses of existing products, etc. The flow of information from consumers to producers is the feedback of the wants, suggestions, complaints, etc. 18. KINDS OF DISTRIBUTION CHANNELS Every small-scale entrepreneur requires a channel that can distribute his product to the right customers at the right time and at the right cost. It consists of all the middlemen which participate in the distribution of goods and which serve as a link between the manufacturer and the consumer. Producer Consumer Producer Retailer Consumer Producer Wholesaler Retailer Consumer Channels of Distribution A brief explanation of different channels of distribution is given below: 1. Manufacturer Customer: This is also known as direct selling because no middlemen are involved. A producer may sell directly through his own retail stores, for example, Bata. This is the simplest and the shortest channel. It is fast and economical. Small producers and producers of perishable commodities also sell directly to the local consumers. Big firms adopt direct selling in order to cut distribution cost and because 274 they have sufficient facilities to sell directly to the consumers. The producer or the entrepreneur himself performs all the marketing activities. 2. Manufacturer Retailer Customer: This is one stage distribution channel having one middleman, i. . , retailer. In this channel, the producer sells to big retailers like departmental stores and chain stores who in turn sell to customer. This channel is very popular in the distribution of consumer durables such as refrigerators, T V sets, washing machines, typewriters, etc. This channel of distribution is very popular these days because of emergence of departmental stores, super markets and other big retail s tores. The retailers purchase in large quantities from the producer and perform certain marketing activities in order to sell the product to the ultimate consumers. . Manufacturer Wholesaler Retailer Customer: This is the traditional channel of distribution. There are two middlemen in this channel of distribution, namely, wholesaler and retailer. This channel is most suitable for the products with widely scattered market. It is used in the distribution of consumer products like groceries, drugs, cosmetics, etc. It is quite suitable for small scale producers whose product line is narrow and who require the expert services and promotional support of wholesalers. 18. 4 CHOICE OF CHANNEL OF DISTRIBUTION While selecting a distribution channel, the entrepreneur should compare the costs, sales volume and profits expected from alternative channels of distribution. In order to select the right channel for distributing his product, a small-scale manufacturer should keep in mind the following considerations1: 1. Market Considerations: The nature of the market is a key factor influencing the choice of channels of distribution. The following features of the market should be considered to determine the channels: a. Consumer or industrial market: If the product is meant for industrial users, the channel of distribution will be a short one. This is because industrial users buy in a large quantity and the producer can easily establish a direct contact with them. But in case for goods meant for consumers, retailers may have to be included in the channels of distribution. b. Number and location of buyers: When the number of potential customers is small or the market is geographically located in a limited area, direct selling is easy and economical. In case of large number of customers, use of wholesalers and retailers becomes necessary. c. Size of order: Direct selling is convenient and economical where customers place order in big lots as in case of industrial goods. But where the product is sold in small quantities, middlemen are used to distribute such products. A manufacturer may use different channels for different types of buyers. He may sell directly to big retail stores and may use wholesalers to sell to small retailers. d. Customers buying habits: The customer buying habits like the time he is willing to spend, the desire for credit, the preference of personal attention and one stop shopping significantly affect the choice of distribution channels. 1 Singh and Chhabra, C. B. Gupta 275 2. Product Considerations: The type and nature of the product influence the number and type of middlemen to be chosen for distributing the product. The important factors with respect to the product are as follows: a. Unit value: Products of low unit value and common use are generally sold through middlemen, as they cannot bear the cost of direct selling. On the other hand, expensive consumer goods and industrial products are sold directly by the producers. b. Perishability: Perishable products like vegetables, fruits and bakery items have relatively short channels, as they cannot withstand repeated handling. Goods, which are subject to frequent changes in fashion and style, are generally distributed through short channels, as the producer has to maintain close and continuous touch with the market. c. Bulk and weight: Heavy and bulky products are distributed directly to minimize handling costs. Coal, bricks, stones, etc. , are some examples. d. Standardisation: Custom-made and non-standardised products usually pass through short channels due to the need for direct contact between the producer and the consumers. Standardized and mass-made goods can be distributed through middlemen. . Technical nature: Industrial products requiring demonstration, installation and aftersale service are often sold directly. The consumer products of technical nature are generally sold through retailers. f. Product line: An entrepreneur producing a wide range of products may find it economical to set up its own retail outlets. On the other hand, firms with one or two products find it profitable to distribute th rough wholesalers and retailers. g. Age of the product: A new product needs greater promotional effort and few middlemen may like to handle it. As the product gains acceptance in the market, more middlemen may be employed for its distribution. 3. Middlemen Considerations: The cost and efficiency of distribution depend largely upon the nature and type of middlemen as given in the following factors: a. Availability: When middlemen as desired are not available, an entrepreneur may have to establish his own distribution network. Non-availability of middlemen may arise when they are handling competitive products, as they do not like to handle more brands. b. Attitudes: Middlemen who do not like a firmââ¬â¢s marketing policies may refuse to handle its products. For instance, some wholesalers and retailers demand sole selling rights or a guarantee against fall in prices. c. Services: Use of those middlemen is profitable who provide financing, storage, promotion and aftersale services. d. Sale Potential: An entrepreneur generally prefers a dealer who offers the greatest potential volume of sales. e. Costs: Choice of a channel should be made after comparing the costs of distribution through alternative channels. After deciding the number of middlemen, an entrepreneur has to select the particular dealers through whom he will distribute his products. While selecting a particular wholesaler or retailer, the following factors should be taken into consideration: a. Location of dealerââ¬â¢s business premises; b. Financial position and credit standing of the dealer; c. Knowledge and experience of the dealer; d. Storage and showroom facilities of the dealer; 276 e. Ability of the dealer to secure adequate business and to cover the market; f. Capacity of the dealer to provide aftersale service; g. General reputation of the dealer and his sales force; h. Willingness of the dealer to handle the entrepreneurââ¬â¢s products; i. Degree of co-operation and promotion service he is willing to provide; j. Nature of other products, if any handled by the dealer. Activity Please suggest a suitable channel of distribution for Mr. Amit Soodâ⬠s firm. â⬠¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦ â⬠¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦ â⬠¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦ â⬠¦Ã¢â¬ ¦Ã¢â ¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦ â⬠¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦ â⬠¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦ â⬠¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦ â⠬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦ â⬠¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦Ã¢â¬ ¦ 18. 5 SUMMARY In a vast and densely populated country like India one needs an effective distribution system that provides market coverage and is economical. The choice of a channel depends upon the nature of the product e. g. for low priced consumer products like soap a vast network is needed but for industrial goods a direct channel or a very short channel might be appropriate. The nature of the product- whether it is bulky or perishable for instance as well as the cost and efficiency of the distributors are some other factors that have to be kept in mind while selecting a channel. 18. 6 GLOSSARY 1. Wholesaling: All activities involved in selling goods or services to those buying for resale or business use. 2. Retailing: All activities involved in selling goods or services directly to final consumer. 3. Zero Stage Channel: When goods are supplied directly by producer to consumer without any intermediaries. 4. Specialty Store: A retail store that carries a narrow production line with a deep assortment within that line. 277 18. 7 SELF ASSESSMENT QUESTIONS 1. What do you mean by channels of distribution? 2. Discuss the different channels available to an entrepreneur for the distribution of products to the consumers. . What factors will you take into account while selecting a suitable channel of distribution? 18. 8 FURTHER READINGS 1. Gupta, C. B. and Khanka, S. S. , Entrepreneurship and Small Business Management, Sultan Chand and Sons, 2003. 2. Taneja, Satish and Gupta S. L. , Entrepreneur Development: New Venture Creation, Galgotia Publishing Company, 2001. 3. Gupta, C. B. , Busin ess Organization and Management, Sultan Chand and Sons, Latest Edition. 4. Singh, B. P. and Chhabra, T. N. , Modern Business Organisation, Kitab Mahal, Latest Edition. Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-4935218986362311582020-02-28T21:14:00.001-08:002020-02-28T21:14:02.245-08:00Probability Term Paper Example | Topics and Well Written Essays - 1750 wordsProbability - Term Paper Example Statistics use assumption on population distribution to estimate population values based on sample values (Kemp & Kemp 257-66). Probability distributions functions or simply distribution functions are used (Soong 39-41). The distribution function associates a variable value with a probability (Soong 39). This can take the form Fx(x) =P(Xx) where the lowercase x refers to a specific value of a variable. Probability distribution functions have shapes represented by the mathematical equations. The areas under the curves or distribution functions are associated with probabilities. In business statistics, some of the distribution functions that are often used are the Z-statistics, t-statistics, chi-square distribution, and the F-statistics (Kemp & Kemp 47-297). There is also an option to use what statisticians call as the non-parametric statistics (Kemp & Kemp 298-315). The choice of what distribution functions to use are determined by convention or typical practice and theory. For example, in estimating the population mean, it is assumed that the sample mean converge to the population mean through repetition of sampling procedures or if the population is large. Thus, in estimating the mean, statistics usually makes the assumption based on a normal distribution. Although several distribution functions are used in statistics, in this work we focus our sights on three: the z-statistics, the t-statistics, and the chi-square statistics. Figure 1 captures a standard normal distribution function. The standard normal distribution associates a value of a variable with probability. For example, the probability that the value of the variable is between a very low number and high number can be represented by 100%. In the language of statistics, this take s the form P (-< x < +) = 1 or 100%. In other words, this means that in a Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-72867316568869482020-02-12T14:00:00.001-08:002020-02-12T14:00:03.399-08:00Described in the Seneca Falls Essay Example | Topics and Well Written Essays - 500 wordsDescribed in the Seneca Falls - Essay Example â⬠Now, in view of this entire disfranchisement of one-half the people of this country, their social and religious degradation,ââ¬âin view of the unjust laws above mentioned, and because women do feel themselves aggrieved, oppressed, and fraudulently deprived of their most sacred rights, we insist that they have immediate admission to all the rights and privileges which belong to them as citizens of these United States.â⬠Above is the main objective of the feminist groups at the convention. Under it states the details of such rights to be received by women; the right to suffrage, equal opportunities, social status, etc., giving emphasis to ââ¬Å"All men are created equalâ⬠¦Ã¢â¬ in the Declaration of Independence, which they explained the term ââ¬Ëmenââ¬â¢ is being pertained to people and not gender specific. The convention succeeded in their objective to open the eyes of society to the injustices received by women that time. Uniting powerful elements at the convention such as gathering groups of antislavery, reformists and radical Quakers acted as one of the most important things that highlight the event that was one of the factors the convention became a success. This provoked one of the greatest rebellions in history of the modern times. The convention at the Seneca Falls only sparked the beginning of the struggle of women towards their thirst for equality and gave birth to more feminist groups to take part in their journey. Led by a number of famous and reputable women like Elizabeth Cady Stanton, a woman rights pioneer, the Declaration of Sentiments became a success. ââ¬Å"That all laws which prevent woman from occupying such a position in society as her conscience shall allow, or which place her in a position inferior to that of man, are contrary to the great law of nature, and therefore of no force or authority.â⬠Above is one of the most appealing resolutions presented at the convention. Although this may not hold true to all women since the ââ¬Å"colouredâ⬠still Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-38618909898549788272020-01-31T21:20:00.001-08:002020-01-31T21:20:02.709-08:00HRM - Summary post Essay Example | Topics and Well Written Essays - 250 wordsHRM - Summary post - Essay Example The L&D strategies need to be clear and must mention the learning outcomes whilst promoting the self-esteem of employees. Currently, my focus organization has an effective L&D strategy. Within their budget they have created opportunities of learning via classroom sessions, seminars and various job rotations so an employee fully understands and learns different aspects of his job and his role within the organization. As effective as it is, the mundane routine often leads the employees to be strayed. The continuous office routine incorporated with lengthy seminar and classroom session sometimes seem meaningless to the employees. Job rotations too are difficult to manage and incorporate. On the other hand learning from everyday activities or incidental learning must be incorporated in the strategy for a better training. Make the training fun so the employees wish to learn and excel. Providing incentives at the end of training session would optimize the employeeââ¬â¢s performance. The employees must be sent on field for some practical knowledge and must be trained to implement these details when they return to the Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-21691328761678201042020-01-23T17:44:00.001-08:002020-01-23T17:44:02.212-08:00Combining Environmental Groups in Order to Preserve Wildlife :: Environment Environmental Pollution PreservationCombining Environmental Groups in Order to Preserve Wildlife Environmental issues have been a problem all over the world.à Some species are constantly being declared endangered and on the verge of extinction.à A group of concerned people join together to raise funds in order to improve the habitat or produce more ofà the endangered species.à These organizations have proved to be successful.à Many have even removed plants and animals from the long list of endangered species.à A problem that persists within the environment groups is the use of funding.à The organizations bring in a great deal of money from contributors, but all of the donations are not going toward the groups certain goal to save the endangered.à Some of the money is spent on paying employees, organization expenses, and most of all on advertising (Belt 2). à It is absolutely unnecessary for donated money to be spent just to get more contributors.à If that money went toward the use of scientific work or habitat repair, the environment groups would be and even greater success and so much more could be done to preserve the planets endangered.à I propose that we combine all environmental groups into one.à If they were to all join together, so much more could be done to save the plants and animals that are becoming extinct. à Environment groups have already done so much to help better the wildlife.à Many have raised enough money to improve the habitat of and endangered species or even encourage the reproduction of almost extinct animals.à This is what they should be doing with all of the money that is donated toward the certain organizations, but it is not (Short 1).à The groups have to spend a great deal of their money for a numerous amount of unnecessary reasons.à They have to pay for traveling, promotions, and advertising, which in no way benefits the endangered plants and animals. à One of the main reasons for combining all of the groups, is that it would be more beneficial forà the spending of funds.à The amount of money that environmental groups bring in is outrageous.à One of the larger groups has an annual budget of $64 million dollars.à They turn around and spend $54 million dollars of that for advertising in order to get more contributors (Belt 1). à So much of the money donated to environmental groups is spent on frivolous activities.à $12 million dollars is being spent to keep a killer wale happy. Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-40858213601527576812020-01-15T14:08:00.001-08:002020-01-15T14:08:06.397-08:00Dissertation: Fast Food RestaurantsABSTRACT Organizational behaviour in fast food industry is an important area to analyze as fast food sector is growing rapidly. It has direct positive relation with organizational productivity. Around the globe, the penetration of fast food sector is enormous. A field study was conducted in order to evaluate the employeesââ¬â¢ perception of various dynamics of organizational behaviour.The context selected was the fast food restaurants of Pakistan. A sample of 100 fast food restaurantsââ¬â¢ employee was selected and data was collected using pre-printed structured questionnaires. The main data collection technique employed was factor loading using principle component analysis. It was performed on various constructs which were used to understand the organizational behaviour.The findings of this dissertation exerts organizational decision markers to focus on acceptance of change by managers and employees, being more responsive to customersââ¬â¢ suggestions, employees awareness a bout organizational mission, non-monetary appreciation by the colleagues and seniors, task prioritization, intra-team dynamics, workload adjustment, resource sufficiency, organizational justice in the form of fairness, imparting training to the employees, job relevant training to employees, provision of congenial work environment to employee, security at work place, coordination with employees, ensuring transparency while promoting people and elimination of biasness among employees. The accomplishment of these would have important bearings on overall organizational behaviour and will ultimately improve the productivity of the organization. Like many researches, this research also has some limitations. Future research should take in to account these short comings. Table of Contents ABSTRACT1 You can read also Classifications of RestaurantsCHAPTER 1: INTRODUCTION OF DISSERTATION: AIMS AND OBJECTIVES OF DISSERTATION5 1-1: A Brief Account of the Area of Interest:5 1-2: Choice Rationale of the Thesis Research:6 1-3: Aim of the Dissertation Research:7 1-4: Fast Food Industry of Pakistan ââ¬â the Context:7 1-5: Research Questions of Dissertation:8 1-6: Research Objectives of Dissertation:9 1-7: Nature of Research Output and Final Outcome of Dissertation:10 1-8: Structure of the Thesis:11 1-9: Chapter Summary:12 CHAPTER 2: REVIEW OF ACADEMIC AND SCHOLARLY LITERATURE13 2-1: Organizational Behaviourââ¬â An Imperative issue for Businesses:13 2-2-1: Culture:15 2-2-2: Change:16 2-2-3: Customer Orientation:17 2-2-4: Rewards and Recognition:18 2-2-5: Leadership/Supervision:19 -2-6: Fair Treatment of Employees:19 2-2-7: Job Characteristics:20 2-2-8: Training:20 2-2-9: Work Environment:21 2-3: Summary:22 CHAPTER 3: THEORETICAL FRAMEWORK OF THE DISSERTATION23 3-1: Theoretical Und erpinnings ââ¬â Rationale:23 3-2: Research Aims and Objectives:24 6. 1. 13-2-1: Background Discussion:24 6. 1. 23-2-2: Research Aims:25 6. 1. 33-2-3: Research Objectives:26 3-4: Summary:32 CHAPTER 4: DESIGN, METHODOLOGY AND METHOD(S) OF DISSERTATION RESEARCH33 4. 1: Nature of Research Endeavours:33 4. 2: Type of Research:34 4. 3: Reference to Sampling Frame:35 4. 4: Population Attributes and Sampling Design:35 4. 5: Decision on Sample Size:36 4. : Characteristics of Data Collection Instrument:36 4. 7 Pre-Testing the Data Collection Instrument:37 4. 8: Field Survey and Data Collection ââ¬â Primary and Secondary Research:37 4. 9: Data Analysis and Report Writing:38 4-10: Summary of the Chapter:39 CHAPTER 5: FINDINGS AND ASSOCIATED DISCUSSION40 5. 1: The Pakistani Fast Food Sector ââ¬â Context of Dissertation:40 5-2: Reliability Analysis:42 5 ââ¬â 3: Review of Dissertationââ¬â¢s Aim and Associated Objectives:43 5 ââ¬â 4: Demographic Profile of the Employees:44 5 ââ¬â 5: Primary Data Analysis:46 5 ââ¬â 6: Research Objective 1: To explore the employeesââ¬â¢ perception of culture of fast food restaurants of Pakistan. 9 5 ââ¬â 7: Research Objective 2: To explore the employeesââ¬â¢ perception of change dynamics of fast food restaurants of Pakistan. 52 5 ââ¬â 8: Research Objective 3: To explore the employeesââ¬â¢ perception of customer orientation of fast food restaurants of Pakistan56 5 ââ¬â 9: Research Objective 4: To explore the employeesââ¬â¢ perception of leadership dynamic of fast food restaurants of Pakistan. 61 5 ââ¬â 10: Research Objective 5: To explore the employeesââ¬â¢ perception of rewards and recognition of fast food restaurants of Pakistan. 64 5 ââ¬â 11: Research Objective 6: To explore the employeesââ¬â¢ perception of job characteristics of fast food restaurants of Pakistan. 7 5 ââ¬â 12: Research Objective 7: To explore the employeesââ¬â¢ perception of fair treatment with employ ees among fast food restaurants of Pakistan72 5 ââ¬â 13: Research Objective 8: To explore the employeesââ¬â¢ perception of training among fast food restaurants of Pakistan75 Table 5 ââ¬â 37 gives the rotated component matrix of training. It shows that two factor were extracted when factor loading was applied. The first was ââ¬Å"number of trainings given to employees in last six monthsâ⬠(0. 959) and ââ¬Å"number of trainingsâ⬠given in last one monthââ¬â¢ (0. 956). The factor could be termed as ââ¬Å"recent training offered to employeesâ⬠. The second factor extracted was loaded on two variables i. e. , ââ¬Å"employees training on assessed needsâ⬠(0. 63) and ââ¬Å"employees are trained to meet changes in jobâ⬠(0. 873). The factor extracted could be named as ââ¬Å"job relevant trainingâ⬠. 78 5 ââ¬â 14: Research Objective 9: To explore the employeesââ¬â¢ perception of work environment among fast food restaurants of Pakistan. 7 8 5 ââ¬â 13: Summary:82 6-1: Conclusion of the Dissertation:84 6-2: Recommendations:85 6-2-1: Recommendation 1: Change Dynamics:86 6-2-2: Recommendation 2: Customer Orientation:87 6-2-3: Recommendation 3: Leadership Dynamics:87 6-2-4: Recommendation 4: Rewards and Recognition:87 6-2-5: Recommendation 5: Job Characteristics:88 6-2-6: Recommendation 6: Fair Treatment with Employees:88 6-2-7: Recommendation 7: Training:89 -2-8: Recommendation 8: Work Environment:89 6-2-9: Recommendation 9: Culture:90 6-3: Limitations of Research:90 6-3: Future Research Opportunities:91 REFERENCES92 APPENDIX101 QUESTIONNAIRE102 CHAPTER 1: INTRODUCTION OF DISSERTATION: AIMS AND OBJECTIVES OF DISSERTATION This is the first chapter of the dissertation. It will contribute a brief overview of the dissertation topic. It will also contribute the aims and objectives of the dissertation research. Further to this, this chapter will underscore the final outcome of the dissertation along with dissertation struc ture. In addition to this, the chapter will also contribute the structure of the dissertation.The chapter will end with the summary of the chapter. 1-1: A Brief Account of the Area of Interest: The world is at the verge of transition (Adler and Gundersen, 2008). This exerts enormous pressures on managers to sharpen their skills with reference to dynamic issues. Priem et al. (1995) suggested that environmental dynamism dictates the decision making process and firm performance. Thompson (1967) highlighted that organizations are open systems situated within an independent external environment. Garg et al. (2003) suggested that these environmental concerns are also closely related to the selection of senior managers in the organisation. Businesses are growing day by day. Increase in he size changes the ownership pattern and separated the ownership form the management of organization. There are different managers who work on the behalf of their owners and managers have other people who w ork for their managers. These managers assume responsibility of manipulating resources as well as day-to-day running of the enterprise so as to ensure the accomplishment of short-range and long-range plans. An organization is a group of people arranged in different teams and department in a particular manner. These people generally belong to the society where the organization is located. This collection of people generally holds for an extended period of time and work together towards accomplishment of organizationââ¬â¢s long-term mission.According to Cartwright (1965), an organization can be regarded as a collection of related people arranged on the bases of their interdependence on each other yet with an emphasis on the whole. The behaviour of people within organization is controlled and can be forecasted quite often. The contribution of people or parts of the system would lead to the accomplishment of organizational goals and objectives. Organizational behaviour involves study of activities of people and their behaviour that influences organizational performance. The core areas of OB include motivation, leader behaviour, group structure and processes, change process, job and work design and work stress (Bigelow et al. , 1999).Research in the domain of organizational behaviour corroborates an association between behaviour of an organization and its productivity level. The work of Hansen and Wernerfelt (1989) revealed that as compared to economic indicators of organizational performance, the factors associated with organizational behaviour have twice as much explanatory power as much the economic variables. The study of organizational behaviour draws attention to lot of areas which might be advantageous or cumbersome for the organization. It identifies issues like workforce diversity and offers solutions to manage it. The insights arising out of OB enables managers to harness the workersââ¬â¢ efficiency. This is generally accomplished through empowering employees.It also guides managers to design jobs and workplace in such a way as to facilitate achievement of organizational goals and objectives and reduce job stress (Robbins, 1998). 1-2: Choice Rationale of the Thesis Research: Organizational behaviour in fast food industry is an important area to analyze as fast food sector is growing rapidly. Fast food items can be cooked rapidly and thus can be obtained in no time. Around the globe, the penetration of fast food sector is enormous. It gives convenience for busy lifestyle yet it is high in calories, sugar and fat (Glanz et al. , 1998). Many people donââ¬â¢t have their eating schedule in terms of breakfast, lunch and dinner.It is generally defined as immediate consumption food available at premises or in specific eating areas (Data Monitor, 2005). Bender and Bender (2000) highlighted that fast food items do not have large variety of goods and generally adopts a unique production processes. Hamburgers, pizzas chicken and sandwi ches are specialized fast food products. Fast food industry is regarded as a basis for obesity. Many US fast food producing firms faced court trial because of public concerns on obesity (Adams, 2005). Importance of nutritional values of fast food was also analyzed by researchers (Nayga Jr, 1997, O Dougherty et al. , 2006). Further to this, Brown et al (2000) also emphasized the importance of understanding nutritional requirements and fast food for youngsters.The above discussion asserts the importance of understanding or studying the fast food organization. This dissertation will use the context of fast food industry and will analyze dynamics of organizational behaviour in the said context. 1-3: Aim of the Dissertation Research: This research focuses on analysis of the ââ¬Å"perception of employees about various dynamics of organizational behaviour in fast food industry of Pakistanâ⬠. The fast food industry is growing rapidly in Pakistan. It incorporates mushroom growth of bot h international and national fast food chains in various parts of the country. This phenomenal growth gained prominence in 1993 and since then it has been unmatched. The various imensions of organizational behaviour envisaged for this dissertation research include organizational culture, change dynamics, customer orientation, leadership dynamics, rewards and recognition, job characteristics, fair treatment, training and work environment. 1-4: Fast Food Industry of Pakistan ââ¬â the Context: In contrast to past, where the hotels and restaurants were serving traditional and local food, the trend is now shifting towards Western meals especially fast food. The fast and busy life of residents of Pakistan is leading to more and more people dining out. Now-a-days, one can find fast food and fast food restaurants in all parts of the country. People can find fast-food literally every where. Hospitals are serving fast-food. One can stop at a nearby shopping centre.Gas Stations added separ ate sections which serve fast food. University, college and school cafeterias are offering fast food. One may find huge crowds of people in fast food restaurants on weekends. The Pakistanââ¬â¢s fast food market comprises of global giants like Kentucky Fried Chicken (KFC), Pizza Hut, McDonalds, Hardees, etc. In addition to these, Hilal Fried Chicken (HFC), Al-Najam Fried Chicken (AFC), Fried Chicks, Italian Pizza and many other small firms are also gaining popularity. People from all walks of life and from all ages are visiting these restaurants. Despite its nutritional value, the fast food is also becoming a status symbol.According to Health and Integrated Survey (2009), the average spending of a household on food and related is around 44 percent of the total spending. Moreover, the population of Pakistan has exceeded 170 million. This large size of population spending huge sum of money on their food and related item makes fast food sector really a lucrative area for investment. Pingali (2007) also reported that in Asian people are increasingly using western food and this trend is also influencing the food management system in this country. One of the trends out of this westernization of food in Asia is the outburst of fast-food restaurants in Asian countries. 1-5: Research Questions of Dissertation:The achievement of above stated research aim requires answering number of research questions. These research questions are given hereunder: 1) What is the employeesââ¬â¢ perception of culture of fast food restaurants of Pakistan? 2) What is the employeesââ¬â¢ perception of change dynamics of fast food restaurants of Pakistan? 3) What is the employeesââ¬â¢ perception of customer orientation of fast food restaurants of Pakistan? 4) What is the employeesââ¬â¢ perception of leadership dynamic of fast food restaurants of Pakistan? 5) What is the employeesââ¬â¢ perception of rewards and recognition of fast food restaurants of Pakistan? 6) What is the em ployeesââ¬â¢ perception of job characteristics of fast food restaurants of Pakistan? ) What is the employeesââ¬â¢ perception of fair treatment with employees among fast food restaurants of Pakistan? 8) What is the employeesââ¬â¢ perception of training among fast food restaurants of Pakistan? 9) What is the employeesââ¬â¢ perception of work environment among fast food restaurants of Pakistan? For each of the above mentioned research question, research objectives are developed which are give in the next section. 1-6: Research Objectives of Dissertation: In order to achieve research aim and answering research questions, various research objectives were developed. These are based on selection of nine constructs that have been identified from the literature. It is envisaged that the disseration would encompass following research objectives: ) To analyze the employeesââ¬â¢ perception of culture of fast food restaurants of Pakistan. 2) To analyze the employeesââ¬â¢ percep tion of change dynamics of fast food restaurants of Pakistan. 3) To analyze the employeesââ¬â¢ perception of customer orientation of fast food restaurants of Pakistan 4) To analyze the employeesââ¬â¢ perception of leadership dynamic of fast food restaurants of Pakistan. 5) To analyze the employeesââ¬â¢ perception of rewards and recognition of fast food restaurants of Pakistan. 6) To analyze the employeesââ¬â¢ perception of job characteristics of fast food restaurants of Pakistan. 7) To analyze the employeesââ¬â¢ perception of fair treatment with employees among fast food restaurants of Pakistan ) To analyze the employeesââ¬â¢ perception of training among fast food restaurants of Pakistan 9) To analyze the employeesââ¬â¢ perception of work environment among fast food restaurants of Pakistan. 1-7: Nature of Research Output and Final Outcome of Dissertation: The accomplishment of this dissertation will facilitate organizational decision makers, particularly the sen ior management, in developing an understanding of various factors which are perceived to be important dimensions of organizational behaviour. This understanding could serve as a basis for various insights about evaluating their (senior management) current endeavours and subsequent decision making.By working on various dimensions of organizational behaviour, an organization can improve employeesââ¬â¢ comfort level with the organization which has direct link organizational performance and profitability. The final outcome of the dissertation is a reduced list of factors which will be regarded as more important by the employees. The dissertation research involves identification of a number of factors from literature which are perceived to be the determinants of organization behaviour. These variables are reduced to few factors by using factor analysis. 1-8: Structure of the Thesis: This dissertation comprises of six chapters. At the outset of each chapter, the introduction of the cha pter is given.Similarly, each chapter ends with conclusion of the chapter. This section reveals a brief snapshot of each chapter. Chapter 1- Introduction of Dissertation: Aims and Objectives of Dissertation: This was the first chapter of the dissertation. This chapter emphasized the importance of studying organizational behaviour and importance of fast food industry. It also put forth the research aims and objectives. This chapter ended while elaborating the final outcome of the dissertation research and overall structure of the dissertation. Chapter 2 ââ¬â Review of Academic and Scholarly Literature: This chapter will contribute the literature on importance of studying organizational behaviour.It will elaborate all the constructs (organizational culture, change dynamics, customer orientation, leadership dynamics, rewards and recognition, job characteristics, fair treatment, training and work environment) and related variables. It would also contribute an overview of global fast food industry with a particular emphasis on why it should be studied. This chapter will extract variables that will serve as the basis of development of theoretical framework. Chapter 3 ââ¬â Theoretical Framework: This chapter will be linked with previous chapter (Review of Academic and Scholarly Literature) and will present the theoretical framework developed for this dissertation. It would dictate the methodology and associated areas of research.Chapter 4 ââ¬â Methodology: This chapter will contribute the details of various research techniques which will be used for accomplishment of the dissertation research. Various sections that will be presented in this chapter will include population selection and sampling design, questionnaire development, pre-testing and piloting, overview of statistical techniques and other connected issues. Chapter 5 ââ¬â Findings and Discussion: This chapter will present findings based on the dissertation research. These findings will be lin ked with the dissertation research objectives. Chapter 6 ââ¬â Conclusion, Limitations and Future Research Areas: This will be the last chapter of the dissertation and would contribute conclusion, limitations and future research areas. 1-9: Chapter Summary:This chapter highlighted the overall aim of the dissertation and associated research objectives. It exerted the importance of understanding of organizational behaviour and identified various constructs which will be studied during the course of research. This chapter also contributed a snapshot of final outcome of the dissertation research and overall structure of the dissertation. The next chapter will contribute literature review on organizational behaviour and associated constructs. CHAPTER 2: REVIEW OF ACADEMIC AND SCHOLARLY LITERATURE The last chapter gave the introduction of the dissertation. This chapter presents review of literature on various constructs which are subject of discussion of this dissertation.These include culture, change, customer orientation, rewards and recognition, leadership/supervision, fair treatment of employees, job characteristics, training and work environment. The chapter starts with the importance of understanding and studying organizational behaviour and ends with the conclusion. 2-1: Organizational Behaviourââ¬â An Imperative issue for Businesses: Adler and Gundersen (2008) suggested that present era is observing a high level of transition from one type of general and business practices to others. Kaplan and Norton (2001) suggested that in such hostile and dynamic environment, organizations attempt to perform better strategies as compared to their rivals. The key to perform better than rivals is to formulate better strategies as compared to the competitors firms.The organizations, in an attempt to compete in the industrial age, attempt to formulate and apply knowledge based strategies yet it has lot of challenges. In contrast to the previous century, where the envi ronmental change is incremental, the current era is characterized by a rapid change in organizationââ¬â¢s environment. Saint-Onge (1999) commented on organizationsââ¬â¢ abilities and suggested that in the wake of such speedy change, the key to shine out of the crowd is to be better informed as compared to your counter-parts. Further to this, Kennerley and Neely (2003) supported this idea and suggested that the dynamism of environment requires organizations to continuously change the course of action so as to match with the situation.Katz and Kahn (1978), long ago, referred to organizations as open systems. They further exerted that being an open system the organizations interact with the external environment and takes influence from the happenings in the external environment. Earlier, Thompson (1967) contributed similar idea. The work of Garg et al. (2003) suggested that these environmental concerns are in issue of primitive importance for the organization decision makers spec ially top management. Consequently, the changes in the external environment are closely monitored and their possible influence on the organization is also gauged. In the present times, the size of businesses is increasing.This brings additional challenges for the organizations as it also results in change in ownership and management pattern of the organization. Increasingly, the ownership and management of the organization is getting distinct. Organizations, being governed by the managers, instead of owners exerted that managers and employees are important stakeholders of the enterprise. They are the one who make important decision making about the enterpriseââ¬â¢s resources. Moreover, they are the one who directs the working of the organization in certain directions so as to enable its ultimate purpose, the mission. Mintzberg (1980) regarded that organizations are coordinated units where people tend to synchronize their work with each other so as to make necessary mutual adjustm ent.Further to this, the work of Cartwright (1965) also highlighted the features of organizations as a collection of related people who are put together in such a way that they have certain level of dependence on each other. All of these people, if taken together, results in the full organization. The behaviour of the people in the form of their contribution towards attainment of organization goal is important. Such behaviour is often controlled and forecasted by the organizational decision makers. The working of people, their behaviour and the influence of behaviour on the organizational performance constitute organizational behaviour (OB). The study of organizational behaviour encompasses variety of areas that has to be studied.These include work stress, motivation, leader behaviour, group structure and processes, change process and job and work design (Bigelow et al. , 1999). A number of management studies revealed strong positive association between OB and organizational product ivity. Hansen and Wernerfelt (1989) revealed that as compared to economic indicators of organizational performance, the factors associated with organizational behaviour have twice as much explanatory power as much the economic variables. OB highlights both problems and new advantageous vistas for enterprises. It identifies issues like workforce diversity and offers solutions to manage it. OB has been quite influential in increasing the level of employeesââ¬â¢ performance.It also guides managers to design jobs and workplace in such a way as to facilitate achievement of organizational goals and objectives and reduce job stress (Robbins, 1998). 2-2:Construct Definitions: The general understanding of the constructs and their various dimensions studied are given under each construct definition. 2-2-1: Culture: It refers to a widespread understanding of organizational value system by the people who form organization (Becker, 1982). As a concept, it has roots in social anthropology and has been extensively used to understand the behaviour of primitive societies (Kotter, 1992). It is concerned about the shared traditions and customs of an organization and organizational membersââ¬â¢ feeling about these. Organizations should hire those persons that match with the organizational culture.If hiring is not aligned with organizational culture, it would lead to decrease in motivation and commitment of the hired (Reilly et al. , 1991). Misfit employees have more turnover than individuals who perceive a good fit (Sheridan, 1992). It has been widely used as ââ¬Å"corporateâ⬠or ââ¬Å"organizational cultureâ⬠. The work of Denison (1984) and Furnham (1993) suggested that organizational culture can be used to achieved economic success. For this organization need to have a work force commitment towards various dimensions of organization culture including core values, beliefs and assumptions. This idea was furthered by Hofstede (1980). Moreover, Deal (1982) suggest ed that strong organizational culture is an important determinant of organizational performance.For the dissertation, the construct culture is broken down into various variables including ââ¬Å"inter-group work coordinationâ⬠, ââ¬Å"intra-Group work coordinationâ⬠, ââ¬Å"biasnessâ⬠, ââ¬Å"people orientationâ⬠, and ââ¬Å"innovation and risk-takingâ⬠(O'Reilly Iii et al. , 1991, Chatman and Jehn, 1994). Tjosvold et al. (1992) suggested that creating a culture in which people at same management level coordinates with each other is a difficult task however, it is critical for the organization. This issue becomes more important if the environment is turbulent. Beer et al. (1994) also highlighted that in the wake of changing external environment, the success of a change management program depends on the extent of coordination between various functional departments as well between various management levels.Similarly, Lemons and Jones (2001) and Meyer and Smith (2000) suggested that if any organization ensures transparency in its systems specially promotion, it would increase the commitment of employees with the organization. They suggested that despite the fact that every year companies spend lot of money in ensuring fair treatment with its employees; the biasness in promotion is still an imperative issue. Kaplan and Ferris (2001) suggested that if employees find problem in organizationââ¬â¢s promotion system, it would evoke perceived organizational injustice. Koys (1991)suggested that organizations must maintain transparency in promotion as it is a legal requirement. 2-2-2: Change: Dynamic environment requires organizations to continuously update them as per the needs of the environment.Hall (1987) suggests that typically organizations do not prefer to change themselves and if they are posed to change, they show massive resistance. Organizationââ¬â¢s survival depends on its ability to manage change. Similarly, an organizationâ⬠â¢s success or failure depends on the things its employees do or fail to do. There are a number of changes that takes place in an organizational setting. This include change taking place in terms of social value system, educational change, political, technological, environmental, market, business, economical and religious, etc. For the purpose of the dissertation research, various dimensions of change that has been incorporated for study include ââ¬Å"acceptance of change by individualâ⬠, ââ¬Å"acceptance of change by senior managementâ⬠and ââ¬Å"rewarding of changeâ⬠.Paterson and Cary (2002) highlighted that change management programs result in anxiety among employees. Iverson (1996) suggested that if an organization facilitates its employees during the times when a change is brought in, it would result in positive influence on organization. Kavanagh and Ashkanasy (2006) suggested that if senior management provides leadership in change management, it would facil itate change implementation and acceptance by employees. 2-2-3: Customer Orientation: Consumers/customers are at the heart of organizations. Traditional concept of customerââ¬â¢s satisfaction and customers being the profit centre is transforming into customer delight. Nowadays, the uyers are equipped with more information and are better aware in comparison to the past. They have variety of methods through which buyers can check organizational assertions and thus can make an informed decision (Urban, 2003). Customers always try to maximize their value commonly regarded as customersââ¬â¢ perceived value. It can be obtained by comparing a customersââ¬â¢ thinking about the benefits that he derives from a product and all associated costs that he incurred for obtaining that product. It also includes cost of foregoing related options. Those organizations which provide better value to its customers as compared to its rivals enjoy high level of customer loyalty.This idea was substan tiated by Hennig-Thurau (2004) who suggested that if an organization improves the customer orientation of its service employees, it would result in increased customer satisfaction. This would result in enhancement of customersââ¬â¢ commitment and organization would be better able to retain these customers. Brady and Cronin (2001) highlighted that if the employees maintain customer orientation, it would influence the perception of the customers towards quality of the products and services produced by the organization. So, that makes a strong point that organizations should focus on creation and provision of relatively better value to its customers (Learning, 1998).Shapiro (1988) suggested that customer orientation contends that customer related information should be transmitted at all levels across the organization. It should then be used in the strategic management and for tactical decision. Similarly, Kohli (1990) exerted that customer orientation deals with the extent to which information about the buyers is gathered and incorporated in decision making. similarly, Ruekert (1992) furthered this idea. The significance of customer orientation can be witnessed from its high recognition in management literature. Similarly, the work of Narver and Slater (1990) and Jaworski and Kohli (1993) substantiated that customer orientation brings economic benefits to an organization. employeesââ¬â¢ empowerment to provide high value servicesâ⬠, customer feedback systemâ⬠and ââ¬Å"customer focused processesâ⬠were used to evaluate ââ¬Å"customer orientationâ⬠construct for this dissertation research. 2-2-4: Rewards and Recognition: Despite the fact that in day to day life both recognition received from the management and the rewards given to an employee are used interchangeably yet both are not the same (Hansen et al. , 2002). The area has attracted a lot of discussion and had been topic of lot of research papers (Cooley and Lawrence, 2006, McDermo tt and O'Dell, 2001, Bessant and Francis, 1999, Johnson, 1996). However, it is regretful that despite a lot of attention in academic and scholarly literature, the traces of concept in business world are scarce.The evidence of use of rewards and recognition in developing employeesââ¬â¢ motivation development is still not very evident. As a result of this, such organizational initiatives did not prove very fruitful. The work of Lewis (1998) and Parasuraman (1987) suggested that an organization can improve the quality of its service offering by linking the same with rewards that it offers to its employees. The same was also corroborated by Kotler (1999). Similar evidence arise from the work of Bowen (1999) who suggested that if employees were given rewards then they would have enhanced focus in managing the customers complaints. Itââ¬â¢s a common phenomenon that one will feel dissatisfied if he/she is not rewarded or recognized for his/her good work.Monetary rewards are regarded as one of the top rated motivators (Locke et al. , 1980). Money is the mean which provides employees an opportunity of satisfying numerous desire. In addition to this, money can also act as a barometer through which an employee evaluate his worth in comparison with other employees who serve with them (Doyle, 1992). Moreover, money is not important to all employees. According to Maslow (1943), human beings have variety of needs categorized into various groups. He further exerted that high achievers are intrinsically motivated. For the purpose of this dissertation, the provision of ââ¬Å"Monetaryâ⬠and ââ¬Å"Non-Monetary Rewardsâ⬠were used.Where monetary rewards essentially takes the form of money, Govindarajulu and Daily (2004) suggested that non-monetary rewards takes various forms including appreciation, paid-vacation, preferred parking space, time-off from normal working in the office, etc. 2-2-5: Leadership/Supervision: Yukl (1994) highlighted that the concept of lea dership gained a lot of prominence through-out the century. Despite the fact that there a variety of leadership definitions are in place (Bass, 1990) yet the underlying meaning behind all of them is that it is meant to influence to influence organizational members towards attainment of goals and objectives of the enterprise.The leaders and founders of the organizations are also influential in setting the overall value systems and in shaping the culture of the enterprise (Schneider, 1987, Schein, 1990). Managers use formal strategic management process to identify and select appropriate goals and actions for the organization (Chandler, 1962). Determining the organizationââ¬â¢s mission and goals is the first step of the planning process. Once the mission and goals are agreed upon and formally stated in the corporate plan, they guide the next steps by defining which strategies are appropriate and which are inappropriate (Pearce, 1992). The organizationââ¬â¢s mission, objectives, s trategies and tactics must be communicated to everyone.Therefore, it is the responsibility of the supervisors that they should ensure that all efforts had been made in communicating targets, matters of importance and urgency, technical specifications, words of advice and motivation along with performance related feedback. Friendly and accommodating supervisors yield more satisfied and motivated employees. 2-2-6: Fair Treatment of Employees: People exert power and try to influence each other when they work in group. They try to find ways to influence others, earn rewards and advance careers (Culbert and McDonough, 1980). They exhibit or attempt to exhibit political behaviours to persuade the distributions of privileges and punishments (Mintzberg, 1984). Organizations protect the rights of all employees. It leads to respectful working relationships among employees, inculcates sense of ownership and provides a fair dispute resolution system.If a person is not treated fairly, he will fe el betrayed. It would possibly result in employeeââ¬â¢s de-motivation and will adversely affect his/her performance. ââ¬Å"Perception about fairness of disciplinary actionsâ⬠, ââ¬Å"proper allocation of training opportunitiesâ⬠, ââ¬Å"fair dispute resolutionâ⬠and ââ¬Å"mutual trustâ⬠was included in this construct. Collier and Esteban (2007) suggested that if an organization treats its employee fairly, it would increase employee commitment with the organization and is an indicator that organization is fulfilling its corporate social responsibility. Engelbrecht et al. (2008) highlighted that in the present days the organizations have deputed a very diverse workforce.This diversity has lead to significant amount of conflicts in the organization. This demands that managers must treat all the employees fairly irrespective of their gender, age, ethnic background, etc. 2-2-7: Job Characteristics: Employees adopt attitudes and behaviours towards their jobs on th e basis of social information processing (Salancik and Pfeffer, 1978). People have the ability to adjust their attitudes and behaviour on the basis of their perception about the changing nature of job. Moreover, employees develop psychological contracts about their jobs that set out what management expects from the employees, and vice versa (Robinsons et al. , 1994).These physiological contracts, being an important determinant of employeesââ¬â¢ behaviour should be clearly communicated to employees (Schein, 1980). ââ¬Å"Skill varietyâ⬠, ââ¬Å"task identityâ⬠, ââ¬Å"task significanceâ⬠, ââ¬Å"autonomyâ⬠and ââ¬Å"feedbackâ⬠proposed by Hackman and Oldham (1976) were used to observe job characteristics for the purpose of this dissertation. According to Morris and Venkatesh (2010), the job characteristics are strongly associated with job satisfaction and organization performance so organization must focus on job design and characteristics. Similarly, Woo d (2008) suggested job characteristics are often ignored while looking at job satisfaction.He suggested that organization must not ignore it as it is strongly associated with job satisfaction. 2-2-8: Training: Organizations are inefficient because they are managed by inefficient persons. Inefficient employees yield lower productivity and hence lower efficiency. It results in lower profitability and hence lower investment in Human Resources. This results into a vicious circle of inefficiency (Fani, 2005). Similarly, the work of Bettencourt (1996), Lewis (1998) and Yavas (1998) out forth that organization must focus on training its lower level employees not only to improve their technical capacity but also in improving the interpersonal skills of the employees.These skills would held them in coping with changing requirements of the buyers of products and services, handled different and complex personalities and adjusting themselves according to the situation so as to enable them deliv er enhanced value to the buyers. Boshoff (2000) exerted the training of employees and highlighted that if the employees are not equipped with relevant technical and behavioural skills, they would be unable to deliver competitive service and it would result in high level of customersââ¬â¢ grievance. This was further corroborated by Bitner (1990) who reported that around 43 percent of the complaints from dissatisfied customers were the outcome of the incapable people handlings customersââ¬â¢ affairs.Even, competent and skilled employees donââ¬â¢t remain competent and skilled forever. Due to increasing competition, technological changes and quest for improved production process, job roles changes and so does the required skills. Organizations all over the world spend billions each year on employeesââ¬â¢ training. The money is generally used to educate employees, provide them with opportunities to learn new things so that they can do their job better and enhance their future career. Individualization of training programs increases their effectiveness (Kolb, 1976). ââ¬Å"Training Need Analysisâ⬠, and ââ¬Å"Previously taken trainingâ⬠were used to measure this construct.According to Dysvik and Kuvaas (2008), if an organization gives an employee training opportunities, the employee would not learn new things but would also become loyal and committed to the organizations. Both of these things will positively influence the organizationsââ¬â¢ performance. Similarly, Schmidt (2007) suggested that if the employees of an organization are satisfied are with the workplace learning and formal training provided to them, it would positively influence their job satisfaction. 2-2-9: Work Environment: Nature of Job, physical environment and work space and characteristics of job can influence an employeeââ¬â¢s work behaviour. Evidence indicates that even relatively modest variations in temperature, noise, lighting, or air quality can exert appreciable effects on employee performance and attitudes (Bell et al. , 1990).For instance, an increase in temperature can adversely affect both physical (Bell et al. , 1982) and mental performance of a person (Fine and Kobrick, 1978). Similarly, unpredictable noise interferes with an employeeââ¬â¢s ability to concentrate and pay attention (Baron, 1994). Loud and unpredictable noises also tend to increase excitation and led to reduced job satisfaction (Bell et al. , 1990). Furthermore, right intensity of light is related with task difficulty and required accuracy (Wineman, 1982). ââ¬Å"Workplace Cleanlinessâ⬠, ââ¬Å"Temperatureâ⬠, ââ¬Å"Ergonomicsâ⬠, ââ¬Å"Lightingâ⬠and ââ¬Å"Ventilationâ⬠, and ââ¬Å"workplace safetyâ⬠were used in the dissertation for this construct.Biswas and Varma (2007) suggested that the firms should provide safe and healthy working environment to its employees. It would give employees a comfort factor in the organization and they b ecome more productive employees. Peek-Asa et al. (2007) suggested that organization should ensure that it has a comprehensive workplace security program 2-3: Summary: This chapter put forth the review of academic and scholarly literature on the dissertation area. It suggests that organizations are in a constant state of flux. External environment triggers organizational change. Such change in the organizations exerts their continuous study so as to observe the related phenomena. OB involves studying influence of people and their behaviour on organizations.The research in the domain of organizational behaviour encompasses research into variety of associated areas. These include work stress, motivation, leader behaviour, group structure and processes, change process and job and work design. A number of management studies revealed that there is a strong relationship between organizational behaviour and organizational performance. This chapter offers review of literature of various cons tructs. These constructs includes culture, change, customer orientation, rewards and recognition, leadership, fair treatment, job characteristics, training and work environment. The next chapter will give the theoretical framework of the dissertation. CHAPTER 3: THEORETICAL FRAMEWORK OF THE DISSERTATIONThis chapter will contribute the theoretical framework for this dissertation research. It would use the literature contributed in the preceding chapter and will put forward the proposed model. 3-1: Theoretical Underpinnings ââ¬â Rationale: Thompson (1967) and Katz and Kahn (1978) suggested that organizations are open systems. They further exerted that being an open system the organizations interact with the external environment and takes influence from the happenings in the external environment. Garg et al. (2003) argued that these environmental concerns are in issue of primitive importance for the organization decision makers specially top management. Presently, the size of busin esses is increasing.This brings additional challenges for the organizations as it may result in change in ownership and management pattern of the organization. Increasingly, the ownership and management of the organization is getting distinct. Organizations, being governed by the managers, instead of owners exerted that managers and employees are important stakeholders of the enterprise. They are the one who make important decision making about the enterpriseââ¬â¢s resources. Moreover, they are the one who directs the working of the organization in certain directions so as to enable its ultimate purpose, the mission. Mintzberg (1980) regarded that organizations are coordinated units where people tend to synchronize their work with each other so as to make necessary mutual adjustment.Similarly, the work of Cartwright (1965) also highlighted the features of organizations as a collection of related people who are put together in such a way that they have certain level of dependence on each other. All of these people, if taken together, results in the full organization. The behavior of the people in the form of their contribution towards attainment of organization goal is important. Such behavior is often controlled and forecasted by the organizational decision makers. The working of people, their behavior and the influence of behavior on the organizational performance constitute organizational behavior (OB). The study of organizational behavior encompasses variety of areas that has to be studied.These include work stress, motivation, leader behavior, group structure and processes, change process and job and work design (Bigelow et al. , 1999). A number of management studies revealed strong positive association between OB and organizational productivity. Hansen and Wernerfelt (1989) revealed that as compared to economic indicators of organizational performance, the factors associated with organizational behaviour have twice as much explanatory power as much the economic variables. OB highlights both problems and new advantageous vistas for enterprises. It identifies issues like workforce diversity and offers solutions to manage it. OB has been quite influential in increasing the level of employeesââ¬â¢ performance.It also guides managers to design jobs and workplace in such a way as to facilitate achievement of organizational goals and objectives and reduce job stress (Robbins, 1998). 3-2: Research Aims and Objectives: 1 3-2-1: Background Discussion: The fast food industry is growing rapidly in Pakistan. It incorporates mushroom growth of both international and national fast food chains in various parts of the country. This phenomenal growth gained prominence in 1993 and since then it has been unmatched. According to Economic Review (1998), fast food restaurants are penetrating in Pakistan. This upsurge of fast food restaurants is the results of rapidly changing culture of Pakistan and ever high level of globalization which brought wes tern value system to Pakistan.The life style of Pakistani people is becoming busier and busier. This left with very less time for cooking at home. At lunch times, people are using instant or fast foods. Similarly, Pakistanis have now easier access to western food. A large number of national and international fast food chains are opening a number of outlets all over the Pakistan. Initially, these fast food outlets were restricted to large and/or major cities of Pakistan, including federal and provincial capitals yet presently there operations have also been extended to other cities. 2 3-2-2: Research Aims: This section deals with the presentation of dissertation aims and objectives.The main purpose of this research, as envisaged in chapter one of this dissertation, was the analysis of ââ¬Å"the perception of employees about various dynamics of organizational behavior in Fast food industry of Pakistanâ⬠. The various dimensions of organizational behavior envisaged for this disser tation research include organizational culture, change dynamics, customer orientation, leadership dynamics, rewards and recognition, job characteristics, fair treatment, training and work environment. For each of these dimensions, research objectives were developed. The achievement of these research objectives would ensure the fulfillment of overall research aim. The research model is presented here under: [pic] Figure 3-1: The Dissertation Model Figure 3-1 gives the theoretical framework for dissertation research.It shows that culture, change, customer orientation, rewards and recognition, supervision and leadership, fair treatment, job characteristics, training and work design are the factors that influence organization behavior. 3 3-2-3: Research Objectives: The overall aim of the dissertation is broken down into various research objectives. The research objectives of this dissertation are linked to nine constructs. The selection of these nine constructs is the result of the revi ew of academic and scholarly literature which was given in the second chapter of this dissertation. This section highlights research objectives along with the various variables which would be used to capture the perception of employees about various organizational dynamics.The research objectives along with extracted variables in diagrammatic form are given here under: Research Objective 1: To explore the employeesââ¬â¢ perception of culture of fast food restaurants of Pakistan. [pic] Figure 3-2: Variables of Culture Construct Figure 3-2 gives the operational definition of the Culture construct. These variables would be the subject of inquiry through questionnaire. Research Objective 2: To explore the employeesââ¬â¢ perception of change dynamics of fast food restaurants of Pakistan. [pic] Figure 3-3: Variables of Change Construct Figure 3-3 gives the operational definition of the Change construct. These variables would be the subject of inquiry through questionnaire.Research O bjective 3: To explore the employeesââ¬â¢ perception of customer orientation of fast food restaurants of Pakistan. [pic] Figure 3-4: Variables of Customer Orientation Construct Figure 3-4 gives the operational definition of the Customer Orientation construct. These variables would be the subject of inquiry through questionnaire. Research Objective 4: To explore the employeesââ¬â¢ perception of leadership dynamic of fast food restaurants of Pakistan. [pic] Figure 3-5: Variables of Supervision & Leadership Construct Figure 3-5 gives the operational definition of the Supervision and Leadership construct. These variables would be the subject of inquiry through questionnaire.Research Objective 5: To explore the employeesââ¬â¢ perception of rewards and recognition of fast food restaurants of Pakistan. [pic] Figure 3-6: Variables of Rewards and Recognition Construct Figure 3-6 gives the operational definition of the Rewards and Recognition construct. These variables would be the s ubject of inquiry through questionnaire. Research Objective 6: To explore the employeesââ¬â¢ perception of fair treatment with employees among fast food restaurants of Pakistan [pic] Figure 3-7: Variables of Fair Treatment Construct Figure 3-7 gives the operational definition of the Fair Treatment construct. These variables would be the subject of inquiry through questionnaire.Research Objective 7: To explore the employeesââ¬â¢ perception of job characteristics of fast food restaurants of Pakistan. [pic] Figure 3-8: Variables of Job Characteristics Construct Figure 3-8 gives the operational definition of the Job Characteristics construct. These variables would be the subject of inquiry through questionnaire. Research Objective 8: To explore the employeesââ¬â¢ perception of training among fast food restaurants of Pakistan. [pic] Figure 3-9: Variables of Training Construct Figure 3-9 gives the operational definition of the Training construct. These variables would be the subj ect of inquiry through questionnaire. Research Objective 9: To explore the employeesââ¬â¢ perception of work environment among fast food restaurants of Pakistan. [pic]Figure 3-10: Variables of Work Environment Construct Figure 3-10 gives the operational definition of the Work environment construct. These variables would be the subject of inquiry through questionnaire. 3-4: Summary: This chapter gave the theoretical framework of the dissertation. This chapter linked the research aims and objectives with each other and also contributed the Dissertation model. Moreover, this chapter further linked each construct with the variables which have been deployed in order to operationalize each construct. The next chapter will give methodology of dissertation. CHAPTER 4: DESIGN, METHODOLOGY AND METHOD(S) OF DISSERTATION RESEARCHIn continuation to the previous chapter, which contributed the theoretical framework of the research, the current chapter will deal with the conduct of dissertation research. Major areas covered in the this chapter will be the selection of type of research, selection of population and sample size and sampling procedure, development of data collection instrument and actual conduct of research. 4. 1: Nature of Research Endeavours: In this section, the type of research will be highlighted. As it was suggested in the dissertation proposal, this research not only involves secondary research but also primary research. For secondary research, a detailed literature review was conducted using Universityââ¬â¢s library resources along with world-wide-web.Specifically, Google scholar and Emerald Insightà ® were quite influential in identifying existing literature in the area of organizational behavior and related constructs. It enabled the dissertation candidate to be aware of the relevant domain of body of knowledge. Similarly, the primary research was conducted so as to capture the perceptions of employees about organizational behavior of fast food r estaurants. There are number of methods that can be engaged for the conduct of primary research including personal observation, interviewing, field survey, street ethonography, etc. The main method employed for the conduct of primary research was field survey.Primary research is advocated as compared to secondary research because primary research has more relevance to the issue as compared to secondary research. Further to this, the information generated can also be tailored in primary research and also provides direct and hands-on access to the issue. However, it generally entails more time and resources. It also requires specialized skills in designing the actual survey and subsequent analysis of the data. 4. 2: Type of Research: This section would describe the type of research engaged for this dissertation. For this, the typology suggested by Cooper and Schindler (2006) was engaged. They put forth a classification scheme for categorization of variety of research.This classificati on scheme include variables including data collection strategy, influence of the researchers in varying the research situation, respondentsââ¬â¢ viewpoint about the research, points of time on which data was sorted from the respondents, prior crystallization of the research issue. On the basis of above mentioned criteria, the present dissertation is regarded as a descriptive research. This is advocated because of greater extent of crystallization of issue in hand. In primary research, a questionnaire was given to the fast food employee in order to tap their responses. This made this research as a communication sort. Moreover, the questionnaire was administered in the fast food restaurants and no deviation was made in the actual daily routine of the fast food employees.Consequently, the research design is ex post facto. Further to this, it is an inferential research as the insights originating from the survey will be generalized on fast food employeesââ¬â¢ population. Moreover, it is a cross sectional research as the data was collected once. A field survey is a method of data collection in which the research goes into the actual place where the respondents, or items from which data is to be collected, are present. Cooper and Schindler (2006) advocated the use of survey for data collection. There are number of reasons for this. For instance, the field surveys are less risky as compared to laboratory experiments and stimulation.It is because the data is collected from actual field setting and is relatively reliable. In addition to this, in field surveys the surveyors reach respondents in their actual routines and own settings. In this situation, the respondents do not find any deviation and the response are highly valid. Further to this, in field surveys the surveyor has less control on the data collection whereas in simulation and laboratory experiments this is more. 4. 3: Reference to Sampling Frame: This section would cover issues related to sampling. Ex traction of sample refers to selection of a subset from the survey population. (Dr. Hani, 2010). Heckman (1979) and Emory (1980) advocated selection of such a subset on a number basis.For example, in lot of instances it is virtually impossible or very difficult to access all the members of population. Moreover, it would also be cumbersome to reach all members, attract lot of financial resources and time. On the contrary, selecting a sample would save lot of time and money. Studying a sample would be less cumbersome as compared to studying entire population. However, Heckman (1979) suggested that such sample should have the same attributes as that of population. 4. 4: Population Attributes and Sampling Design: This section would contribute the details about the population attributes. The population of this research encompasses all those people who are working in fast food chain.Fast food restaurants are those food manufacturers and sellers who serve food in last then 20 minutes. No r eference has been made to the age, gender or to some other demographic characteristics. The questionnaire employed in this research also collected demographic characteristics of the employees. It would be used for generating secondary insights so as to share the context in which research was carried out. The targeted population was employees of fast food restaurants of Pakistan. A convenience based, snow ball sampling technique was used to approach the sample. Goodman (1961), Frank and Snijders (1994) and Kaplan et al. (1987) advocated the use of snow ball sampling.This refers to a situation in which the desired characteristics of the population are scarce. In addition to getting information from sampling unit about themselves, they are requested to share information about other sampling units so that they can be accessed. Data was collected from three cities of Punjab which are Lahore, Gujranwala and Sialkot. The data collection instrument also collected the designation of the resp ondents yet during the initial stages of the survey; respondents show that they were not very comfortable with revealing their identity. This is because of the particular nature of the research topic. It was decided not to emphasize on this question. So, the designation related data was taken out of the analysis.However, on a broad spectrum, the employees interviewed for this dissertation include people who were engaged in cooking food, in-house serving staff, delivery-men and counter staff. Majority of these respondents belong to the restaurants in the posh localities. This is because of the fact that these restaurants exist in the form of a cluster in selected cities. 4. 5: Decision on Sample Size: This section will share insights about sample selection. A sample of 100 fast-food retailers was taken for this research. In taking this decision, cost and time considerations were kept in mind. Both of these issues and geographical distance, constrain the selection of a larger sample s ize.However, the factor loading technique (the main data analysis technique) is not confined to any specific sample size. The Kaiser-Meyer-Olkin measure of sample adequacy is a test that would be engaged to check the appropriateness of sample. Garson (2010) shared insights on deciding about the sample size for factor analysis. The sample size of this dissertation is consistent with his suggestions. 4. 6: Characteristics of Data Collection Instrument: A customized questionnaire was developed for this research. The questionnaire has two parts. First part captures responses of the fast food employees about their perception about organizational behavior.To facilitate the respondents, the questions were grouped on the basis of constructs. Part two of this questionnaire collects information about the demographic profile of the respondents. The questionnaire actually started with salutation and reveals the core aim of the research. It also introduced the dissertation candidate and his acad emic affiliation. The cover page of the questionnaire also shares the method of responding questionnaire by giving an illustration. The dissertation specifically revealed that the collected information would only be used for academic purpose and results will be disclosed in group. The respondents were thanked in anticipation for their support in accomplishing this research. 4. Pre-Testing the Data Collection Instrument: Before the actual start of the field survey, it was important to ensure that data collection instrument should bear certain characteristics. These include brevity, clarity and focus on the issue. Before the actual launch of survey, 3 questionnaires were given to actual respondents and were evaluated for desired characteristics. Certain insights related to use of words, questions sequence and length of questionnaire was adjusted. The questionnaire was improved and launched. The addition of survey filling instruction was an attempt to improve the conduct of the survey. 4. 8: Field Survey and Data Collection ââ¬â Primary and Secondary Research:At the start of this research, it was envisaged that completion of this dissertation will require both secondary and primary research. Journals, magazine, online databases and library resources were quite influential. So far primary data was concerned; a soft copy of questionnaire was send to the managers of fast food restaurants. The managers of fast food chain were requested to support in accomplishment of dissertation by cooperating in collecting data. The managers were requested to arrange prints of them and share those with employees. The employees filled those questionnaires and retuned them to managers. The managers, on request of dissertation candidate, deputed an employee and get those entered in SPSS and emailed those back to dissertation candidate.As the questionnaires were to be returned to the organizational representative instead of dissertat Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-88969499497104675772020-01-07T10:31:00.001-08:002020-01-07T10:31:02.836-08:00Try These Fun Chemistry Demonstrations and Experiments Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-43264156719897829352019-12-30T06:57:00.001-08:002019-12-30T06:57:04.550-08:00Aristotle s Theory Of Falling - 1747 Words My thesis is twofold: Aristotleââ¬â¢s empirical arguments supporting the view that the earth is a sphere are not convincing ; however, his hybrid argument combining a priori and empirical claims based on his theory of falling succeeds in displacing Pre-Socratic Cosmology and empirically grounding the creation cosmology of Platoââ¬â¢s Timaeus. Aristotle inherited a tradition of cosmologies espoused by the Presocratics beginning with Thales, ââ¬Å"The Earth floats on water, which is in some way the source of all thingsâ⬠(Kirk B13) . The tradition continues with Anaximenes, ââ¬Å"The earth is flat and rides on airâ⬠(B13) and reaches a zenith with Parmenides, ââ¬Å"â⬠¦there is a furthest limit, it is perfected, like the bulk of a ball well-rounded on every side, equally balanced in every direction from the centerâ⬠(Fr. 8 32-49). These three quotes identify two themes that Aristotle would face while developing his cosmogony: how does the earth maintain its place in the universe and what is its shape. Aristotle also labored under the imposing shadow of his teacher Plato who developed his cosmology in the Timaeus, ââ¬Å"â⬠¦he should fashion the world as a single wholeâ⬠¦ And he gave it a shape appropriate to the kind of thing it wasâ⬠¦ Hence he gave it a round shape, the form of a sphereâ⬠¦Ã¢â¬ (Timaeus 33a-b). Plato identifies the correct shape of the earth but he does not argue for this conclusion. Aristotle will have to ground this idea in empirical science not myth. The first step for Aristotle in On the Heavens isShow MoreRelatedEssay History of the Scientific Method685 Words à |à 3 Pagesnon-arbitrary) representation of the world. In the study of natural phenomenon, personal and cultural beliefs strongly influence our interpretations and perceptions. Scientific method relies on standard procedures to minimize these influences when developing a theory. Scientific method consists of four steps: (1)- Making an observation of a phenomenon. (2)- Formulating a hypotheses to explain the phenomenon. (3)- Proving the hypotheses correct by a series of experiments and tests. If the experiments doRead MoreModern Society Is Unethical Using The Emulation Theory1567 Words à |à 7 Pages Aristotle argues that the pattern of status competition in American society is unethical using the emulation theory. 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If this idea had never been composed, science would have suffered as a result and many scientists would not have beenRead MoreThe Is An Innate Characteristic Of Humans1435 Words à |à 6 Pagesthese seemingly impossible questions is the role of science, specifically physics, in humanity. At the beginning of the quest to understand the universe in its entirety was Aristotle and his Aristotelian physics. While in the future Aristotelian physics would turn out to be completely incorrect, his original ideas and theories were paramount in the development of modern science, and are evident in a wide array of fields. However, it was not until humanity accepted the flaws in Aristotelian physicsRead MoreTragic Hero1598 Words à |à 7 PagesHero From Wikipedia, the free encyclopedia A tragic hero is a protagonist with a tragic flaw, also known as fatal flaw, which eventually leads to his demise. The concept of the tragic hero was created in ancient Greek tragedy and defined by Aristotle. 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This meant that the Earth was at the centre of the universe and that all stars were on a celestialRead MorePhi 208 Final Paper1104 Words à |à 5 PagesWhat can we know? Joseph Ransford PHI208: Ethics and Moral Reasoning (GTP1306D) Micheleà Clearman-Warner 03/12/13 Epistemology or theory of knowledge is a branch of philosophy related to the scope and nature of knowledge. The subject focuses on examining the nature of knowledge, and how it relates to beliefs, justification, and truth. Epistemology contract with the means of production of knowledge, as well as skepticism about different knowledge claims. ââ¬Å"Epistemology is the philosophical investigationRead MoreFreefall and Projectile Motion795 Words à |à 4 Pagesvelocity and time affect the acceleration of a free falling object and its projectile motion. Thoery Aristotle stated in his theory of motion that the fall of a heavy object toward the center of the earth is a natural motion because the object is just returning to its natural place. He also stated that heavy objects fall faster than lighter ones because increase in the rate of motion is proportional to the weight of the object. Galileoââ¬â¢s theory states that the when a ball was rolled down an inclined Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-76029454886578711962019-12-22T02:45:00.001-08:002019-12-22T02:45:03.117-08:00Essay on Analysis of A Modest Proposal by Jonathan Swift Analysis of A Modest Proposal by Jonathan Swift In his biting political satire called ?A Modest Proposal,? Jonathan Swift seeks to create empathy for the poor through his ironic portrayal of the children of Irish beggars as commodities that can be regulated and even eaten. He is able to poke fun at the dehumanization of the multitudes of poor people in Ireland by ironically commenting on what he sees as an extension of the current situation. Swift?s essay seeks to comment on the terrible condition of starvation that a huge portion of Ireland has been forced into, and the inane rationalizations that the rich are quick to submit in order to justify the economic inequality. He is able to highlight the absurdity of these attemptedâ⬠¦show more contentâ⬠¦like animals, he is in fact improving their lifestyle, for the voluntary abortions that these women are forced to commit ? would move tears and pity to the most savage and inhuman beast.? His use of diction relating to livestock as well as his cold, calculated tones and con stant appeals to foreign authority mirror and comment upon the elite?s absurb rationalization for their abuse and exploition of the dredges of society. He constantly likens beggers to animals, even comparing children to ?sheep, black cattle or swine? and even speaking of them interms of ?fore and hind quarter?s. His tone is so disturbingly uninvolved and methodical that he is able to calculate exactly how many meals a baby will serve and even pictures cannibalism as a socially acceptable occurence when ?entertaining friends.? Throughout the piece Swift constantly seeks to jusify his proposal by mentioning the suggestions he has received from his influential friends in foreign countries. This illustrates that the narrator?s mind is even farther removed from the immediate crisis and famine. As people read through the passage, Swift is able to sneakily encourage people to question the authority of their elitist leadership. As he continues writing Swift uses a constant barrage of ironic juxtapostions of ideas and sarcastic comments to convey the sheer ludicressness of the narrator?s arguement. Swift?s satirical purposes firstShow MoreRelatedAn Analysis Of Modest Proposal By Jonathan Swift1777 Words à |à 8 Pagesbring more attention than just talking about them. In ââ¬Å"Modest Proposalâ⬠written by Jonathan Swift, he uses humor to talk about the famine that was happening back then and proposes an economical idea. By using the word ââ¬Å"Proposalâ⬠in his title, he gives a reasonably suggestion to aid the Irish, Swift mentions them one by one the many benefits and counters the objections many may have, uses rhetorical reasoning and proves his humanitarian views. Swift has written in detail over the degree of poverty inRead MoreRhetorical Analysis Of A Modest Proposal By Jonathan Swift854 Words à |à 4 PagesA Modest Proposalâ⬠is an essay by Jonathan Swift that gives some type of a solution to the hunger problem in Ireland. Swift espouse an ironic approach that guarantee a surprise ending. At the beginning of the essay, he cornerstones his proposal t hat will be good for the public and diminish economic troubles. The proposal that Swift advances concerns the selling of poor Irish children to the rich, so that they could suffice as food. In addition, he points out that this will ease the pressures on theRead MoreAnalysis Of Jonathan Swift s A Modest Proposal956 Words à |à 4 Pagesissue for the Irish and became a topic of satire ridicule for writers. Specifically, Jonathan Swift demonstrates mockery of this time in one of his written works, ââ¬Å"A Modest Proposal.â⬠The speaker proposes to shift the issues of over population and poverty to a business like mentality by paying woman to bare children and then after a year, gaining a profit by selling and eat their children. The speakerââ¬â¢s proposal to consume the children of Ireland demonstrates a satirical solution to the Irishââ¬â¢s economicRead MoreEssay on Rhetorical Analysis of a Modest Proposal by Jonathan Swift639 Words à |à 3 PagesJohnathan Swift wrote M odest Proposal with the idea to better humanity.. When you first read it you miss what the true message is. You think ââ¬Å"Man this guy is a monster!â⬠or ââ¬Å"Heââ¬â¢s sick!â⬠, but once you reach the end the true meaning of the proposal hits you. When Jonathan Swift wrote a Modest Proposal he tried to get his audience to see the problem by taking it and providing an unethical and inhumane solution then using rhetorical devices to bring out peopleââ¬â¢s emotions. Of the many devices he usedRead MoreAnalysis of Jonathan Swiftà ´s A Modest Proposal Essay532 Words à |à 3 Pagesdone, the issue hasnââ¬â¢t been fazed a bit. From Jonathan Swiftââ¬â¢s Modest Proposal, he clarifies the poverty issued throughout Ireland in the early 1700ââ¬â¢s and how one suggestion could change it all. Elaborated from the Literary Reference Center, ââ¬Å"A Modest Proposal, like Gulliverââ¬â¢s Travels, transcends the political, social, and economic crisis that gave birth to it, woeful as they were. Packed with irony and satirical revelations of the human conditionâ⬠¦Ã¢â¬ Swift wasnââ¬â¢t just writing a masterpiece, but an intendedRead MoreAnalysis Of Jonathan Swift s A Modest Proposal And Li Ruzhen s Flowers994 Words à |à 4 PagesThere are many uses of satire in Jonathan Swiftââ¬â¢s A Modest Proposal and in Li Ruzhenââ¬â¢s Flowers in the Mirror. Both of these readings address social issues during the 17th and 18th century and addres s them with various uses of satire to help emphasize their thoughts of dislike and carry that to their readers. Jonathan Swiftââ¬â¢s A Modest Proposal proposes using poor bastard children as food to help the poverty level along with other social issues that come with poor women carrying children and havingRead MoreJonathan Swifts A Modest Proposal949 Words à |à 4 Pages ââ¬Å"A Modest Proposalâ⬠by Jonathan Swift takes place in Dublin Ireland in the 18th century. The narrator is a very ironic character. His ââ¬Å"modestâ⬠proposal is anything but modest. This short story takes place during a famine. Since there was a famine, Swift proposes the idea that people sell their one year old children to the rich so they would not be a burden to their family. One important way in which the author engages the audienceââ¬â¢s attention and tries to help his readers see deeper politicalRead MoreLiterary Analysis : Jonathan Swift1425 Words à |à 6 PagesEllen Griffith Freshman Comp. II Oct. 27, 2015 Literary analysis The author I decided to write about is Jonathan Swift for he had a keen sense for effective sarcasm. As Jonathan Swift said ââ¬Å"The proper words in the proper places are the true definition of style.â⬠Though he was known in different ways, he was mostly popularized through his gift in writing, particularly his satire, or his use of humor and irony, essays. Through out swift life, there has been plenty of events where I believe shapeRead MoreA Modest Proposal Analysis Essay1465 Words à |à 6 PagesA Modest Proposal Literary Analysis By J--- ----------- J--- ----------- Mr. H----- Period 6 2 May 2011 Jonathan Swiftââ¬â¢s Use of Satire and Exaggeration Satire is a form of literature in which an author tries to demonstrate his or her point of view by ridiculing. The author uses heavy irony and sarcasm in order to criticize a social issue. A perfect example of a work of satire is Jonathan Swiftââ¬â¢s A Modest Proposal. In this satirical essay, Jonathan Swift attacks on the issue of theRead MoreSimilarities between Martin Luther Kings Letter from Birmingham Jail and Jonathan Swifts A Modest Proposal1358 Words à |à 6 Pages Even the most cursory analysis of Letter From Birmingham Jail by Martin Luther King, Jr. and A Modest Proposal by Jonathan Swift reveals glaring differences between the two essays. Surprisingly, a side-by-side comparison also yields many similarities between the two works. The most obvious similarity between the two essays is the overarching theme of the subject matter. In both essays, the writers address deeply-entrenched social injustices. For example, in Letter From Birmingham Jail Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-31010033222305563112019-12-13T23:15:00.001-08:002019-12-13T23:15:02.773-08:00Jesse Jame Free Essays Jesse James Paige Riley College Prep English Ms. Engel Works Cited 1881, with authorities growing suspicious, Jesse rented a house in Saint Joseph, and Missouri. ââ¬Å"Jesse James ââ¬â Wikipedia, the free encyclopedia. We will write a custom essay sample on Jesse Jame or any similar topic only for you Order Now â⬠Wikipedia, the free encyclopedia. N. p. , n. d. Web. 11 Sept. 2012. lt;http://en. wikipedia. org/wiki/Jesse_James ââ¬Å"Jesse James Biography. â⬠Biography Base Home. N. p. , n. d. Web. 25 Sept. 2012. lt;http://www. biographybase. com/biography/james_jesse. htmlgt;. Bio True Story Jesse James Biography ââ¬â Facts, Birthday, Life Story ââ¬â Biography. om . â⬠Bio True Story Famous Biographies amp; TV Shows ââ¬â Biography. com . N. p. , n. d. Web. 25 Sept. 2012. lt;http://www. biography. com/people/jesse-james-9352646gt;. Green, Carl R. , and William R. Sanford. Jesse James. Hillside, N. J. , U. S. A. : Enslow Publishers, 1992. Print. Triplett, Frank, Joseph W. Snell, and Jerry Valez. The life, times and treacherous death of Jesse James. Chicago: The Swallow Press, 1970. Print. Stiles, T. J.. Jesse James: last rebel of the Civil War. New York: A. A. Knopf, 2002. Print. Jesse James Thesis: Jesse James was definitely a rebel of his time. He was an adventurous outlaw who wasnââ¬â¢t scared to give the law a run for their money. Outline: I. Frank and Jesse a. Who they were b. What caused their rebellion acts II. Rebellions c. What caused them d. Who helped them Riley 1 Jesse James was the living and his younger brother, Frank were always partners in crime. The brothers got themselves in trouble on a regular basis. Running from the law was a typical thing for the James brothers. Jesse and Frank James always seemed to take the law into their own hands. The actual date Jesse James became famous is known to be December 7th, 1869. *DOC* Jesse James was definitely a rebel of his time. He was an adventurous outlaw who wasnââ¬â¢t scared to give the law a run for their money. Jesse killed eight men in a one day once. After the war, he returned to his home and was the leader of one of historyââ¬â¢s most notorious outlaw gangs. He was hurt while surrendering at the end of the war, and later said he had been forced into becoming an outlaw because his family had been punished for nothing in the war. The brothers were surprisingly liked all over the US. People looked at the James brothers as a type of ââ¬ËRobin Hoodââ¬â¢ taking from the rich and giving to the poor, even though there was no real evidence to prove they did. They started robbing banks and trains, quickly spreading their popularity throughout the nation. The James gang was the most feared outlaw gang in history. There are reports that say the gang was estimated to of stolen around $200,000 from all of the bank robberies. Jesse was a very violent man. If he suspected someone to be an enemy, he would kill them right on the spot. Jesse was once reported to be getting change for a $100 bill once and shot a man in the heart because he thought the man was responsible for killing Bloody Bill. *DOC*3 Despite their criminal and often violent acts, James and his partners were much adored. Journalists were almost always excited to sell stories people of the East with tales of a wild West, exaggerated and romanticized the gangââ¬â¢s adventures, often making James as a Robin Hood. James did mess Riley 2 with railroad workers who took private land for the railways. The gang was always a hot topic in newspapers everywhere. People feared Jesse James but at the same time he was known as a respected legendary rebel. James married his cousin in 1847. As feared as they were, the James brothers were both known as loving husbands and a good family man. Jesse and his cousin had two children. Jesse had plenty of money and a loving family yet he still continued his life of crime. Some people say Jesse had a ââ¬Å"Love affair with crimeâ⬠*DOC* band he just couldnââ¬â¢t stop because of the thrill it gave him. James and his famous gang robbed their way across the Western Frontier. They focused on robbing stagecoaches, banks, trains, and even stores. Out of all of the rebellious things Jesse did, he must have been very good at what he did considering he was never captured while doing them. In 1873 the James gang robbed a train, stealing over $3,000 which is equivalent to over $60,000 today. They tried to throw off people by wearing white masks, pretending they were from the Ku Klux Klan. This robbery made James the most famous of the former Guerillas. To show a symbol of threatening centralization the brothers derailed the Rock Island train in Adair, Iowa. Of all the train robberies the James Gang was responsible for they never were reported of stealing from the passengers. Even though they were feared outlaws the gang was surprisingly adored. Journalists and writers were always anxious to interview the gang members, especially Jesse James. The gang wasnââ¬â¢t afraid to go out in public and show themselves. Not stealing from the passengers is where the Riley 3 idea of Jesse being a ââ¬Å"Robin Hoodâ⬠because he stole from the train itself, not the innocent people. The downfall of the gang began in September 1876 when they attempted to rob the First National Bank in Minnesota. After a manhunt and the robbery only Frank and James were left un caught and alive. Many of the gang members had been drinking before the robbery and this is what caused the robbery to fail. Two of the gang members were guarding the doors of the bank and this made the citizens suspicious. The cops were soon called and a manhunt began killing and capturing all but Frank and Jesse. After this tragic event Jesse had to recruit people to help him rob the Platte bank which was his last known robbing. *DOC* The James brothers were mostly involved in their gang for a ten year period from 1866 to 1876. DOC* 1 The James brothers were always moving around, avoiding the law. With his brother Frank James and other ex-Confederates, with Cole Younger and his brothers, the James gang robbed their way across the Western frontier aiming towards banks, trains, stagecoaches, and stores from Iowa to Texas. Escaping and hiding from even the Pinkerton National Detective Agency, the gang got away with thou sands of dollars. James is believed to have carried out the first daylight bank robbery stealing over $60,000 from a bank in Liberty, Missouri. The community always protected them but they were still always on the move. Jesse and Frank planned to do one more robbery alongside Charlie and Bob Ford. Little did the brothers know that the Governor had offered a reward so big that it made the Fordââ¬â¢s turn their backs on the James brothers. Riley 4 On April 3rd, 1882 *DOC* 3 Bob and Jesse were talking a crooked picture on the wall in Jesseââ¬â¢s house. When Jesse turned to straighten the picture Bob shot him in the back of the head, immediately killing Jesse James. The shooting of Jesse caused quite the uproar in Missouri. The community considered it ââ¬Å"a cowardly assassinationâ⬠and they were ââ¬Å"outraged at the method usedâ⬠. *DOC* 3 Frank James soon turned himself in to the police after the death of his beloved brother and partner in crime. The juries did not convict Frank of any of the crimes he was apart of and so Frank walked as a free man. After the tragic death of Jesse James the Ford brothers were hated by everyone. They were known as cowards and traitors. Frank and James had been friends with the Ford brothers for a long time and it was not expected of Bob to shoot Jesse. Bob Ford collected the $10,000 reward for the capture of Jesse James after the murder. The Ford brothers were sentenced to hang for the murder, even though there was a reward for the capture of Jesse before they killed him. The governor of Missouri pardoned the Ford brothers and gave them no punishment for the death of Jesse. Some people say the death of Jesse James was all a hoax and Jesse lived many years after his faked death. It was reported Jesse James ended up living to the age of 103, which was very old, especially back in the 1900s. Ford never admitted to killing James and this left suspicion among the people and Jesseââ¬â¢s loved ones. Many years after the burial of Jesse James the body was tested and it was over 99% likely to be the real Mr. James. The body of the man suspected to be the real Jesse was supposed to be tested at the same time but the bodies were switched and it never did Riley 5 get tested. Even after all of the murders and crimes Jesse James was a part of he died a feared but respected man. He truly was the living definition of a rebellious outlaw! How to cite Jesse Jame, Papers Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-88758798128035052502019-12-05T19:34:00.001-08:002019-12-05T19:34:04.293-08:00Jackie Robinson Essay Thesis Example For Students Jackie Robinson Essay Thesis Jackie Robinson was one of the best players that proffesional baseball hasever seen and greatly helped major league baseball accept African Americanplayers that otherwise would not have palyed. Jack Roosevelt Robinson was born January 31, 1919 in Cairo, Georgia (Hill 1). Jackies grandfather was a slave and his father a sharecropper (1). Hismom and dad got a divorce when Jackie was just a baby (1). He, his mother andfour siblings moved after his parents got a divorce (1). His mother took all thechildren and moved to Pasedena, California (1). Not long after the family moved to Pasedena, Jackies mother enrolled himinto Pasedena Junior College (Robinson, Jackie). He went on to University ofCalifornia at Los Angeles (UCLA) (1). Jackie was a standout in school sports atUCLA, he played football, baseball, basketball, and track (1). He later leftcollege in the middle of his junior year to join the Army in 1941 (1). Four yearsafter entering the Army Jackie was discharged because of a confrentation withanother officer when he would not give up his seat on a military bus (1). He wasdischarged as a first Lieutenant (1). After leaving the Army Jackie wanted to play baseball, his favorite sport. He tried out for many teams and was drafted by the Kansas City MonarchsNegro League Team (Hill 1). The Negro League schedule was very tuff. Theteam was always on the road playing games. Jackie did not like the life style ofbeing on the Monarchs (Robinson, Jackie). He and his teammates would haveto withstand the racial tensions everywhere they went (Ward, Burns 285) . While Jackie was playing in the Negro Leagues, Branch Rickey, the LosAngeles Dodgers manager was secretly sending out scouts to look at Jackie andother players in the Negro leagues that stood out above the rest fo their baseballtalent (Hill 1). Rickey made the excuse to the scouts that he wanted to puttogether an all black baseball team called the Brown Dodgers (2). He wasreally looking for the right black player that would break the color barrier inprofessional baseball (1). Rickey looked at all his options and he chose JackieRobinson of the Kan sas City Monarchs (1). He chose Jackie because of hisskills in baseball and his courage (1). Branch and Jackie met on August 28, 1945 to discuss his signing to theLA Dodgers (1). The meeting was very important because rickey wanted tomake sure Robinson would not retaliate against the racist comments that he willbe facing if he was moved up to the LA Dodgers (2). Rickey sent Robinson tothe semi-professional team the Dodgers had, the Montreal Royals (Robinson,Jackie). While Robinson was with the Royals, he was he was an athleticstandout with a lot of talent for playing professional baseball (Hill 1). He enjoyedplaying on the Montreal Royals because race was not really an issue in Canadaand he was very popular all over the country (Robinson, Jackie). He led the Royals to the minor league championship (Rydell 86). The next season Robinson got moved up to the Los Angeles Dodgersprofessional team late in spring training, only five days before the Dodgers firstgame (86). This gave the critics not much time to react to the new player in theleague (86). On April 15, 1947 Jackie became the first black player to playmajor league baseball in the United States (87). Robinsons moving to the teamcaused national outrage between coaches, teams, and fans (87). His newteammates signed a petition to get him off the team just because he was black(Ward, Burns 283). The general managers and head coaches of the Dodgersincluding Branch Rickey and Pee Wee Reese kept him on the team andencouraged him to stay and ignore the racial slurs and name calling (Ward,Burns 283). Other teams tried to boycott, but it did not work (Rydell 86). Robinsons first games were the hardest (86). He had many death threats madeagainst him (Robinson, Jackie). The hotels that Robinson went to with theteam would not serve him because black s were not allowed (Robinson,Jackie). Even though he would not get served at restaurants and hotels, healways kept his composier and never lost his temper (Ward, Burns 283). Robinson was always called names but he just ignored them and took anon-violent approach to the situation (Robinson, Jackie). .uebab46bbcd0c7ffaaae402c43f6b5ec4 , .uebab46bbcd0c7ffaaae402c43f6b5ec4 .postImageUrl , .uebab46bbcd0c7ffaaae402c43f6b5ec4 .centered-text-area { min-height: 80px; position: relative; } .uebab46bbcd0c7ffaaae402c43f6b5ec4 , .uebab46bbcd0c7ffaaae402c43f6b5ec4:hover , .uebab46bbcd0c7ffaaae402c43f6b5ec4:visited , .uebab46bbcd0c7ffaaae402c43f6b5ec4:active { border:0!important; } .uebab46bbcd0c7ffaaae402c43f6b5ec4 .clearfix:after { content: ""; display: table; clear: both; } .uebab46bbcd0c7ffaaae402c43f6b5ec4 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uebab46bbcd0c7ffaaae402c43f6b5ec4:active , .uebab46bbcd0c7ffaaae402c43f6b5ec4:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uebab46bbcd0c7ffaaae402c43f6b5ec4 .centered-text-area { width: 100%; position: relative ; } .uebab46bbcd0c7ffaaae402c43f6b5ec4 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uebab46bbcd0c7ffaaae402c43f6b5ec4 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uebab46bbcd0c7ffaaae402c43f6b5ec4 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uebab46bbcd0c7ffaaae402c43f6b5ec4:hover .ctaButton { background-color: #34495E!important; } .uebab46bbcd0c7ffaaae402c43f6b5ec4 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uebab46bbcd0c7ffaaae402c43f6b5ec4 .uebab46bbcd0c7ffaaae402c43f6b5ec4-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uebab46bbcd0c7ffaaae402c43f6b5ec4:after { content: ""; display: block; clear: both; } READ: management EssayAfter many games Robinson started winning the respect of his fellowteammates, other teams, and fans by not fighting back (Rydell 86). Not only wasRobinson the only black player in the major leagues, but he was also one of thebest. Stadiums filled with record numbers of fans came to watch him playbaseball (Hill 2). By the end of his first year, he was a major league superstar(1). Robinson led the majors in stolen bases and was second in scored runs (1). He was voted Rookie of the Year for the 1948 season (2). Robinson had a very successful baseball career. He proved all of hiscritics wrong, they said Rickey only wanted him because he was black and nothow well he could play baseball (Rydell 87). He proved his critics wrong thevery first game he played with the LA Dodgers(87). He had four hits, includingone homerun and two stolen bases (87). After his spectacular first gameRobinson started getting death threats, but ignored them and he kept on playing(Hill 1). After leading a successful career in baseball Robinson retired from thegame in 1957 (Ward, Burns 289). The LA Dodgers also retired his number(Ward, Burns 289). He opened a chain of restaurants in New York and movedon to persue another dream, to help other black people become successful likehe did (Hill 2). He first joined the National Association for the Advancement ofColored People (NAACP) and was on the board of directors (Ward, Burns 289).In 1963 he started getting involved with the civil rights movement (Enders 1). Robinson teamed up with Martin Luther King Jr. and went to Birmingham,Alabama to speak out against racism. King and Robinson went to manygatherings around the Birmingham area to speak out against racism (Enders 1). The two had a very hard time getting people together to speak to them becauseof all the violence that was happening as a result of the racist south and theblack movement (Enders 2). In 1963, while Robinson and King were going fromchurch to church speaking th ey learned that an NAACP officer Medgar Everswas murdered (2). Shortly after the murder Robinson sent a letter to PresidentJohn F. Kennedy asking him to give Martin Luther King secret service protection(3). Kennedy gave them the protection and later on August 28, 1963 Robinsontook his family to see Martin Luther Kings famous I have a dream speech (3). Later in 1964, the Governor of New York and Republican presidentialcandidate Nelson Rockefeller asked Robinson if he wanted to be one of hiscampaign directors (3). He worked on the campaign for a short while untilRockefeller lost Barry Goldwater (3). In 1967 while Robinson was getting angrywith the NAACP and he resigned because he thought they were not radicalenough to take charge of the movement (3). While Robinson was still very frustrated and not satisfied with the waythings were going, he got a call from Hubert Humphery. He was a presidentialcandidate from Minnesota. Humphery asked Robinson to campaign along sidehim and give speeches about the black rights movement. But Humphery lost toRichard Nixon (3). One reason why the two candidates that Robinson went withended up losing was because America still did not like politicians that helpedblack people and that went along with their views (4). After the elections timewas wearing down Robinson and he went back home to live with his family (4). At his old age Robinson had endured a lot of pain. Many of the close friends hehad and family members had died including, John F. Kennedy, Martin LutherKing and Malcom X who were all assassinated. Also his mother Mallie, BranchRickey, and his son Jackie Junior who died in a car accident at the age of 24(Hill 2). Near the end his life, Robinson was invited to throw the first pitch of the1972 World Series. He died of a heart attack ten days later at the age of 53 (2). Jackie Robinson was a great baseball player and an equally great civilrights leader. Although he never got to see the integration of black people in theUnited States, his efforts helped a lot of people. He was one of the greatAmerican heroes and is an American legend. His courage gave the strength toother black athletes to persue their dreams.Outline Thesis StatementJackie Robinson was one of the best players that professional baseball hasever seen and greatly helped major league baseball accept African Americanplayers that otherwise would not have played. .uc36ffebfd21b9a2f83ae6998fada74df , .uc36ffebfd21b9a2f83ae6998fada74df .postImageUrl , .uc36ffebfd21b9a2f83ae6998fada74df .centered-text-area { min-height: 80px; position: relative; } .uc36ffebfd21b9a2f83ae6998fada74df , .uc36ffebfd21b9a2f83ae6998fada74df:hover , .uc36ffebfd21b9a2f83ae6998fada74df:visited , .uc36ffebfd21b9a2f83ae6998fada74df:active { border:0!important; } .uc36ffebfd21b9a2f83ae6998fada74df .clearfix:after { content: ""; display: table; clear: both; } .uc36ffebfd21b9a2f83ae6998fada74df { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .uc36ffebfd21b9a2f83ae6998fada74df:active , .uc36ffebfd21b9a2f83ae6998fada74df:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .uc36ffebfd21b9a2f83ae6998fada74df .centered-text-area { width: 100%; position: relative ; } .uc36ffebfd21b9a2f83ae6998fada74df .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .uc36ffebfd21b9a2f83ae6998fada74df .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .uc36ffebfd21b9a2f83ae6998fada74df .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .uc36ffebfd21b9a2f83ae6998fada74df:hover .ctaButton { background-color: #34495E!important; } .uc36ffebfd21b9a2f83ae6998fada74df .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .uc36ffebfd21b9a2f83ae6998fada74df .uc36ffebfd21b9a2f83ae6998fada74df-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .uc36ffebfd21b9a2f83ae6998fada74df:after { content: ""; display: block; clear: both; } READ: A Friendly Enemy EssayI. Early YearsA. History1. School2. BackgroundB.Family1.Five Siblings2. Son of a Share CropperII.SchoolA.College1. Pasadena Junior College2. UCLAB.School Sports1. Baseball favorite2. Excelled in four sportsIII. BaseballA.Semi Pros1. Monarchs2. RoyalsB. Pros1. LA Dodgers2. RetirementIV.Civil RightsA. Civil Movement1. Martin Luther King2. Birmingham, AlabamaB. NAACP1. On board of directors2. ResignedV. Later YearsA. Diseases1. Diabetes2. Heart ProblemsB.Deaths of loved ones1. three friends assassinated2. Family membersWorks CitedRobinson, Jackie Computer Software. Encarta. Microsoft Corporation,1996. IBMRydell, Wendell. Sports Greats Past and Present. N ew York:Interlyth, LTD. 1974: 86-87Enders, Eric. Jackie Robinson and the Civil Rights Movement. www.utexas.eduHill, Gary. Jackie Robinson was Never Satisfied. www.sound.netWard, Geoffry C.; Burns, Ken. Baseball an Illustrated Encyclopedia. New York:Alfred A. Knopf, 1994 Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-84567524028913602512019-11-28T18:27:00.001-08:002019-11-28T18:27:03.122-08:00Midterm #2 FlashcardMidterm #2 Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-59298063067385234282019-11-25T02:02:00.001-08:002019-11-25T02:02:03.304-08:00What to Do If You Cant Answer an Interview QuestionWhat to Do If You Cant Answer an Interview Question Youââ¬â¢re in the interview. Things are going well. Youââ¬â¢re almost to the promised land. And thenâ⬠¦ it happens. You get the question you canââ¬â¢t answer. A total stumper. What to do? Luckily, you can rely on the following super useful strategies to pull yourself out of this dreaded situation and exit the interview with your pride and job prospects in tact.Take a MomentYou may fear nothing more than the sound of silence in an interview situation, but sometimes that silence is your friend. Try a simple, ââ¬Å"Thatââ¬â¢s an excellent question; let me think about that one for a second.â⬠Then compose yourself, dig deep, and try to come up with something good to say. No one will fault you for taking a minute to compose yourself.Think Out LoudHalf the time, your interviewer asks tough questions because theyââ¬â¢re curious to see your problem-solving skills in action. You want to spit out a perfectly worded answer every time, but in these cases it might even be to your advantage to let them see your math, so to speak. Talk through the question as you would the problem. Most times youââ¬â¢ll arrive at the answer and the interviewer will have had the chance to see your mind in action!PivotThereââ¬â¢s no rule that says you canââ¬â¢t just redirect the question. If youââ¬â¢re asked about a skill you donââ¬â¢t have, try to steer the topic onto a skill or skills you do have, and discuss how, when put together, they put you in a prime position to solve the problems the company needs solved. Tell them what you do know as a way of distracting them from what you donââ¬â¢t.Have a Few Sound BytesSay you get asked to define or discuss an industry term you just donââ¬â¢t know. Donââ¬â¢t panic. Turn this moment into an advantage. Simply say: ââ¬Å"Thatââ¬â¢s not a concept Iââ¬â¢m completely familiar with yet, but Iââ¬â¢m very excited about (field) and have been actively learning more and more about it.â⬠Then pivot to something youââ¬â¢ve just learned thatââ¬â¢s relevant to their concerns.Buy TimeTry rephrasing the question or clarifying that you understand it before answering. That will give you enough time to start thinking through your answer on the sly. It could also be that the question wasnââ¬â¢t clear,. i.e. you know the answer, but you just didnââ¬â¢t quite understand the drift of the question itself. If not, it should go without saying that you shouldnââ¬â¢t lie. Fess up. But donââ¬â¢t say ââ¬Å"I donââ¬â¢t knowâ⬠until you absolutely have to.Answer in the Follow-UpIf you really fluff it, or simply have to admit you just donââ¬â¢t have an answer at the moment, you can always answer it in greater depth when you follow up. A simple: ââ¬Å"I wanted to clarify my answer to your questionâ⬠¦Ã¢â¬ will suffice, and could just dig you out.Emphasize Your Learning CurveWhat you donââ¬â¢t know, you can learn! Tell your interviewer how you would go about fi guring out the answer, and how you would equip yourself to be prepared to solve it by the time your start date rolled around. Emphasize your eagerness to know all there is to know about this company or field.Donââ¬â¢t PanicPerhaps the most important bit of advice: stay calm. Falling apart is not an option. Being surly or upset isnââ¬â¢t either. Stay cool and rely on the tools above. Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-12351246834836678352019-11-21T09:26:00.001-08:002019-11-21T09:26:03.957-08:00Southern Company Case Study Example | Topics and Well Written Essays - 1250 wordsSouthern Company - Case Study Example Therefore, they fail to achieve desirable management of talent in the organization. Finally, the Southern Company has functional expertise, which increases the chances of the company identifying appropriate human resources for its electric utility activities. ââ¬Å"Evaluate the effectiveness of the roles that the strategic leaders played in the formation of the performance management strategyâ⬠. There was a deliberate improvement in the entire leadership of the company. The improvement was strategic because it enabled the corporation achieve better achievement. Consequently, the effectiveness of this step to empower leaders concentrated on the suggestions in management books. ââ¬Å"The Leadership Pipelineâ⬠, is a book that encouraged Southern Company leaders to diversify their strategies. The leaders also determined the respective results that they needed to achieve in order to improve performance (Kandula, 2006). Indeed, this strategy was effective because it enabled the strategic leaders to form desirable and applicable strategies in managing their respective talents. In addition, the strategic leaders ensured there was an implementation of a plan that would increase their performance. For example, the plan entailed the formation of certain guidelines. Consequently, the guidelines focused on how to improve the performance of management. The effectiveness of this strategy was the creation of order in the delivery of managerial responsibilities. For example, the guidelines would reduce any confusion from lack of sufficient preparing (Goldsmith, Marshall, Carter, Louis, & B.P.I, 2009). Other efficiencies of the roles played by the strategic leaders include preparing for future talents by identifying potential successors. This strategy enabled the management of Southern Company to determine the nature of talent they had during operational periods. This is because the strategic leaders encouraged willing human resources to agree to certain leadership p ositions in the future. Additionally, there was enhancement of performance because of the requirement to state the time that an individual was ready to perform diverse tasks. Moreover, the human resources of Southern Company work hard to achieve the required experience for promotions in the organization. This is effective because the strategy forces employees to increase their respective competencies. In particular, the management of Southern Company used its leaders in diverse departments to increase the performance of the entire company (Armstrong, 2011). ââ¬Å"Develop a five (5) point criteria for evaluating the effectiveness of the talent management strategy and how the data could be collectedâ⬠1. Talent management focuses on diverse programs and cultures in the respective organization. These programs and cultures retain all the available talent in organizations like Southern Company. 2. Additional programs that are part of the strategy for managing talents in organizatio ns include the rotation of duties (Armstrong, 2011). 3. Research into emerging processes of talent management is equally crucial. 4. The managers can alter their respective duty rosters in order to determine the best department for each employee. This will also ensure that employees perfect their diverse talents hence being effective in whatever department (Goldsmith, Marshall, Carter, Louis, & B.P.I, 2009). 5. In addition, the management of talent also includes retaining talent for lengthy periods in order to create loyalty. This is because loyalty increases performance in Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-26085912256966807202019-11-20T12:41:00.001-08:002019-11-20T12:41:07.915-08:00Impact of the Black Death Essay Example | Topics and Well Written Essays - 250 wordsImpact of the Black Death - Essay Example It is also believed that the plague might have been carried away to the west up to Constantinople by the fighting Mongols during the late 1340s. After this, it is also believed that the Genoese traders might have been infected and spread the disease further to Europe ports in the north. After two years, approximately the whole of Europe and some parts of North Africa states were infected by this dreaded disease. It is believed medieval doctors might have proposed that a miasmatic vapor was the primary causal infection and improper balance in our blood fluids. This includes the black bile, phlegm, yellow bile and blood. The body humor imbalance is believed to have been caused by the ominous astrological alignments. The Jews were murdered as the scapegoats due to the spread of this disease. Some people believed that the plague was a punishment from God for the human wickedness and they roamed the whole country flagellating themselves to show the atonement act. The reader is guided by eight themes in the plagueââ¬â¢s medical perspectives. These perspectives are either modern or medieval. This discusses the impact the plague had on cities, society, the art of time and individuals. An annotated timeline tries to explain specific dates and events of this disaster. Furthermore, nine illustrations have been used to show how the artists represented impacts of the plague on the society and individuals. There are about twelve primary documents most of which have never been translated to English, are sorted from eyewitnesses in Damascus, Constantinople, Prague, Germany, Italy and England. There is a glossary that has been provided to enable readers familiarize themselves with historical and medical terms such as peasantââ¬â¢s revolt of the 1381, verjuice, and bacillus. Lastly, it is followed by an annotated bibliography which is divided by topics. Actually, this work of art is fully Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-41116597930508225862019-11-18T07:44:00.001-08:002019-11-18T07:44:04.547-08:00Disparities between the Poor and the Rich in the Early to Mid 1800s Research PaperDisparities between the Poor and the Rich in the Early to Mid 1800s (Pre Civil War) - Research Paper Example Pre-civil period in America was a time for innovation and changes. The nation consisted of farmers and it was mainly underdeveloped. Still, the society managed to turn into a powerful economic nation, which was able to develop economy and make their country a more progressive one. The North in America was an industrialized region, at the same time while the South was an agricultural one. Therefore, it is no wonder that there was an evident split between the rich and poor layers of the society. The Northerners turned into a powerful middle class, which was striving for economic and social improvements in the name of democratic future and the Southerners stuck at feudal principles of governing and relied on free labor power of the slaves. The background events of pre-civil war years in America The first step towards civil war events in America can be found during the period of the Market Revolution. There was a need to introduce a social and technological shift and to make a transitive step from the agricultural economy to the economy based on wages and the exchange of goods and services. This transformation was a great challenge for the North and the South in America. Eli Whitney was the initiator of the cotton gin production and he developed the process of manufacturing of goods with the interchangeable parts (). Cyrus McCormick introduced the mechanical mower-reaper and in such a way the process of grain production in the West was revolutionized (). There are also many other essential background events happening in the country at that time. For example, the emergence of Erie Canal and the Cumberland Road were associated with introduction of the steamboat and railroad. These facts can be considered as the improvements towards the perfection of economic relations between the North and the West of the country (Collier and Sambanis, 2005). We can see that America during antebellum years was moving towards urbanization and industrialization. In 1820 there were mill ions of migrants in the country. People were not satisfied with the lives they had and wanted to have something better. They left their farms and rushed into urbanized and developed cities of the North. In order to advance industrial economy, the North of America needed more and more workers. Consequently, farmers flooded the Northern part of the country together with immigrants from Ireland and Scotland. Therefore, there was a coming split between rich and poor social classes in America. This social turmoil resulted in dramatic background of the civil war in America. The changing society The abovementioned revolutionary events should be considered from the positive perspective as well. Thus, the introduction of the wage labor system was a determinant factor for the development of the first middle class. Various reforms were initiated by the representatives of this class, which consisted of white-collar workers and professional laborers. For example, this social class made an emphas is on the necessity to reduce alcohol consumption, abolish prostitution, improve living conditions in prisons and insane asylums, invest more money into and develop education, remove slavery as a social phenomenon (Sheehan-Dean, 2011). At the political level of the country, different changes and reforms occurred as well. Thus, the rights of the different states were the most striking issues during that period of time. There were Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-15123873033007171502019-11-15T20:16:00.001-08:002019-11-15T20:16:11.943-08:00Organisation Management and Change Management in Virgin TrainsOrganisation Management and Change Management in Virgin Trains Background of Virgin Train Virgin was enjoying a bureaucratic structure of management in the early days of its inception being a part of the public sector It has completely revolutionised the way railway system operates Back in the old days the trains system in Britain was controlled by British Railways and whatever the top management decided in those days was the order of the subordinate and they would have to follow it without any objection.. Today it only takes a couple of hours from London to Manchester which was unimaginable some 10-15 years ago. Currently there is no centralised reporting of the regional performance of British Rail. This step was taken particularly to meet the demands and needs of travellers and tourists in different regions of Britain. Each region has its own plan of development and upgrades which allows them to gain competitive advantage over other rail systems. The strategies made to maximise the profit and reducing costs of each regional office is the goal of the British Rail. (A)Relationship between Virgin Trains vision and culture of the company Vision is a long term strategy of a company. A vision does not define the goals that an organisation will be looking to achieve in the near future but there is a mission that is expected to be achieved at some point of time. Vision is usually held by the top management of the company as they are the acting stewards of the company. Vision allows the company to create a business plan which will include formation of small goals and formulating strategies to achieve those goals. It keeps on reminding the company about the direction in which it has to move and allow it to motivate itself. Mission statement is also part of the Companys Vision. A vision goes further. It paints a picture in clear language of where the organisation is going, linked to the behaviours it expects of everyone in the organisation. Vision is a broad perspective of what company wants and their approach to achieving their needs. Culture is defined by the way things are done in an organisation. The guru of a culture in an organisation is the top management they are the ones who govern the culture of an organisation. It is the behaviour and rules set by them which serve as a role model for their subordinates. The culture as explained in the case study of virgin train is Collaborate (Clan) Culture. This culture pertains to the thinking of the management acting as parents to the employees. All the employees irrespective of the level of hierarchy they belong to Has a say in the management decisions and work as a team. The development and training of the staff are also given importance and care of their needs is taken of so that the outcome is always a win-win situation. The CEO says that in order to follow the organisational vision the strategy is to breakdown the company vision into small achievable and measurable targets, so to comply with the performance management aspect of the company. The CEO of virgin train has clearly pointed out to its workers that he wants them to own the virgin railways. He wants employees to account for their own action, asses how effective they are in achieving organisational goals and bring about improvements in their work so to achieve the organisational goal. In practise vision is a way broad term than a mission. The three main elements of the Virgin Trains Visions is their strive to provide safe and reliable travel, to become and maintain a profitable business and last but not the least instigating an environment which allows its employees to share their opinions about the progress of the organisation and that their views are given weightage in the decision making process. [Hofstede, Geert (1977] (B)Influence of culture on the change management of the Virgin Trains What is Change Management? There are three important steps of change management namely planning, implementation and control. These steps are in relation to all those people who are affected by a change in the organisation. Change should always be brought after consultation with the all the major stakeholders as they are the medium through which the change will be brought and their non-involvement can lead to a resistance in change. There are some serious time and money invested in order to bring a change so it is expected that the change can be measurable, achievable and reliable. Infrastructural change does not require as much time and effort as to bringing a change in the mind-set of the people. For people to accept the change they need to be told why the change is brought and what is in benefit for change how it will be implemented and how it is sustainable. Change be implemented and is it sustainable for future developments and research. One of the healthiest exercises for change is to have one on one meeting with the key staff of the organisation who serve as the ingredient of the change and allow them equal participation in the change process so that the task of implementing the change becomes easy. It is interesting to know that different people have different acceptability levels to change for some it is just a matter of time and understanding the new ways of doing things but for some people that change is completely incompatible. Usually all the lower level staffs is communicated indirectly about change with memos and brochures. But there are people in this level of hierarchy as well who thinks that it is a call for them to leave the organisation. For people with such mind-sets there should be workshops and other training sessions being held so that they get the bigger picture behind the change brought. But if still there is resistance to change the organisation will have to consider firing that employee but inly as the last resource, following the philosophy that what does not align with the organisational goals is into an asset of a company but act as a liability. All in all change management is a process in which individual or organisation at large are invited to bring a transition from their current position to a desired position in the future. Example of change management includes change in mission, strategy, technology, operations and in the behaviour and attitude of the personnel. [Robert A. Sevier, July, 2003], [Jayme Alexandre, Jan 2009] Virgin trains have always kept an optimistic and forward looking approach. They make plans as to what they can do in their foreseeable future and try to implement the learning from their past to their future. It is a view prevailing in the business world that there is a strong link between the vision and the culture of an organisation. There is no doubt in the notion that the behaviour of the managers of an organisation set the tone for the subordinate and the approach in which the organisation wants their employees to go about things. Virgin trains value their employee and thinks that customer service is a CSF (Critical success factor).a as responding to the ever changing environment and changing customer needs with it. To bring a change in an organisation a clear vision is required for the change to take place smoothly. The managers of virgin train believe that the way for their organisational success is to listen to their customer feedback and then try to implement what is lacking in the current management structure. They believe that I is the lower level staff i.e. the technical support and logistics which comes in to interactions with the customers and in order to bring change these people those be given the task of implementing the change. It is the culture of virgin train is to delegate authorities to its staff so to allow them the bring change. They believe their lower level staffs are technically and commercially most skilled and competent to bring the change. Managers believe that employee would actively take part in the running of the company. They think that employees should be asking question, bring new ideas, and be ready to disagree and give better options on how to operate the Company and bring change. For Example: The employees of virgin train as their care for the environment and sustainable development urged the management to encourage recycling in offices and trains and Virgin train complied with it. The Change in Virgin train is aided with the help of strategies to support and bring the change. The primary motto of virgin train is to remain a profitable organisation. The key to this I customer retention which can only be done by providing the customers with a top notch and cost effective service. Virgin train realises that to achieve its objective they would have to cater to the needs of their customers. There usually two bands of customers one who value cost for which the cost leadership model is followed and the other ones who value quality of service being provided and there they belong to the niche market and want specialised and unique customer service which is in fact the reason they are paying the premium for. The management has the aim to train their front line employees as individual and independent leaders. They are given the opportunity to learn from their job i.e. given on the job training and development. The new strategy of Virgin Train is to put Customer First. The front line employees are expected to enhance customer experience by responding and catering to their needs and from their interaction with the customers try to devise and recommend new methods of operation to top management so that the customer experience can be further improved. The role of the managers in this scenario is to boost the morale and confidence of tits employee, motivate them with incentives and try to get the best out of them and whatever feedback and new ideas they get from their employees they should try to implement that. [Joanne Martin, 2001] (C)Contribution of the Virgin Trains Organisation Structure in the Change Management The organisational structure of a company plays a vital role in the change management process. Virgin Train has to adopt different strategies that could adapt to their organisational structure which allows flexibility, empowerment, independence, delegation of authorities and participation in decision making to its employees. The hierarchy of management in such organisation is although quite extensive but is immiscible so that the work of a higher level could in some circumstances be done by a lower level depending on the authorities and responsibilities of the person at lower level. Some of the Examples of the way Virgin Trains Operates will be discussed from here on. To discuss the current and future strategy thee are regular meetings held between the employees and the management. In these meetings the priorities for the business is rethought if, important matters needing management attention are discussed and the implementation of any new best practise in to the business model. In the meeting every region brings something new and important to share which allows the management to take decision based on past data for the future so that Virgin Group can gain an advantage over their peers. Each region May have people with different cultures and values so it is important that Virgin train responds to the needs of each region separately and bring such business strategies into play which benefit both the customers and serve the organisational purpose as well. Feedback from customers and mangers in different regions of operation of virgin train are always welcomed by managers as it allows them to know what elements of their service needs improvement and which of their current service is highly rated by its customers so that management know what areas need more time to be spent to improve their overall performance. For Example Feedback from customers on matter such as, what should be the menus of the flight and how much is the current ticket packages are suitable for them. Other than this what new destination should virgin start flights for and how often these flights should take place, this and many other related information helps management to take things head on which is always a factor for a customer when making travelling decisions. All these Ideas are taken in by the manger sand the ones which seems to be the most important and brought to the table with other top management and lowers staff as well to decide which ones will filter through the consensus in the decision making process and then how these can be implemented. This activity instigate a feeling of intrinsic reward in the employees who brought forwards the idea sand the feedback in the first place and it encourages them to do their work efficiently and discuss with the management as they believe their say hold an importance to the company. Besides welcoming change and giving feedback, the management of virgin also encourage constructive criticism i.e. challenging the ideas of other in an appropriate way. Employees are given 3 days workshops to train them how to receive and deliver constructive feedback. They are also taught about the vision of the Virgin Trains and how the leadership style currently undertook by the management of the Virgin Train affects them at workplace. Other than this some of the important outcomes of the workshops are mentioned below. It provides the employees an environment to share their opinions and thoughts about the organisation. Employees at different levels of the hierarchy come across each other, get to know each other and create a social environment which allows them the time to share things since they have been employed, so erasing personal differences if any. Employees get an idea of why the change is brought, how it will affect them and provides an opportunity to share individual concerns about the change if any. The HR Department go Virgin Train actively take part in the development and training of their employees. They consider themselves as the drivers of the change and have always followed the organisational strategy will focus on people. They tend to reward employees where they have performed well and such employees are then presented at various levels as a token of their achievement and an appreciation of the work they have done for Virgin Trains. Various award ceremonies are also held to reward individual and teams where they had performed well. Virgin Train also plays their CSR role (Corporate Social Responsibility) as they believe dignifies behaviour towards their environments and also in a way towards their employees. This approach shows their customers and staff that they care about their environment and does not always act in their personal profits. But in Essence what Virgin Trains is doing here is to earn the respect of the people and therefore it allows them to retain customers. An example of the charitable work done is to make donations to the CLIC Sargent which collects money to be spent on child cancer patients. It is therefore not wrong to say that Virgin Trains flow its organisational with Bottom to top Approach and their workshops helps in in this process. [Cameron, Kim S. Quinn, Robert E. 1999] (D) Strategies Implemented For Change Management Process in the Organisation and its Effectiveness: There few strategies which the management has adopted in order to manage the change process in Virgin Trains. Again any strategy made will be in alignment of the vision. At the recruitment process it is important to take note of that people who share the same vision and promote he same behaviour as encourages at virgin Trains should be selected. The appraisal process is another crucial stage ways of realising the work that an employee has done in a fixed period of time. Usually a 360 degree appraisal is the most popular method of appraisals, as it involves the customer, the employee and the manager, all of whom play a vital role in the business process. In discussion with the employee their contribution and development to the business should be notified and what personal short term and long term goals have the employee set for themselves. A tool made by virgin train to assess the need for promotion for an individual is the Talent Wheel. This is a set combination of behaviour, motivation, passion and knowledge and skills requirement which when fulfilled by an employee suggest that that employee is now worthy of a higher post or designation. There is plenty of learning opportunities for employees at various levels in the organisation. Internal and external courses are regularly held keeping in mind the training and developing needs of individuals and the departments in which the employee is working. In these courses basically the coaching skills are taught and how to take part in discussion and the importance of accepting responsibility. For front line staff and managers leadership programs are held to equip them to handle issues in a better way. The change management program of virgin Train is an on-going process which would have to be reviewed regularly to ensure that the change in the culture is smooth transition and is will be meeting the organisational objective. The motive behind the cultural change is not only to cope with employees in a better way but it is to operate the business in the most efficient way securing the organisational goal of maximising it profits. KPIs or key performance indicator is an effective tool foe measuring the performance of an organisation. Every organisations business is based on some key indicator or elements the fluctuations in which serious affect the business so if virgin train could track such indicators than it would know in what direction it is moving. Some of the KPIs that Virgin uses are: Sickness days/ days off, Staff turnover rates, Customer satisfaction and complaints. There can be many other indicators but these are the most important ones. Due to the strategy and the vision of Virgin Trains there has been cost saving reported in recent years due the discussion of management with the frontline employee and more often the employees challenge the managements decision which are then reviewed and implemented as a result of which company saves some valuable money. A recent example of this kind of work is that done by the Manchester division. What they did was to create a new ticket as a result of a problem face by a customer who was going to and fro from Huddersfield. The customer had to make a new ticket for the second part of the journey and this problem was sorted out by the people working in front line and a new ticket was issued which could work both ways. [David Herold, Donald Fedor,à (2008)] Conclusion: There is no doubt that virgin train continues to provide its customer with high quality serve and leisurely travel. The companys focus on their customers and employees has served as a booster for their performance and this is the reason they are way forward than their competitors. The involvement of employees in the decision making and their ability to bring solution to the business problems which are thought of from the customer point of view is another reason for virgin trains success. The management has fed the employees that they should continue to challenge the current practises and keep trying to come up with new ways of more effective ways of doing things. All in All it is the caring of employee, focus on customer satisfaction and the management leadership skills which have put Virgin Trains on the path of success. Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0tag:blogger.com,1999:blog-1602651098217652915.post-23921127035795892462019-11-13T08:48:00.001-08:002019-11-13T08:48:03.439-08:00True Lust Essay -- Essays PapersTrue Lust Romantic love is both an inward and an outward admiration and investment in another person. When a person loves another person, he or she displays admiration and respect for that personââ¬â¢s body, personality, emotions, and desires. On the other hand, when a personââ¬â¢s only admiration for another person is for their body, such desire cannot be defined as love. For example, a rich, middle-aged man may truly admire and enjoy his prostituteââ¬â¢s body, but his investment in her aesthetic beauty does not equate to love for her as a person. His fixation is purely visual and tangible, yet his regard for the prostituteââ¬â¢s personality and emotions is, most likely, almost non-existent. Final diagnosis: the rich man does not love his prostitute, but lusts for her. Vladimir Nabokovââ¬â¢s novel, Lolita, portrays this distinction between love and lust through a morally complicated and controversial story. The story consists of many layered themes, which a reader must first sort through in order to make sense of the question of love. The subject most explicitly present in Lolita is pedophilia. Because we live in world of pre-conceived and ingrained societal norms regarding what is ââ¬Å"morally acceptableâ⬠and ââ¬Å"kosher,â⬠and because pedophilia is generally considered one of the most heinous and immoral of crimes, many readers cringe at the very mention of such a topic and, therefore, fail to recognize the underlying and essential question of love verses lust present in the novel. In order to achieve a true understanding of Lolita, a reader must set aside such societal norms and pre-conceived notions. Gaining a true understanding of Nabokovââ¬â¢s novel requires an open and unbiased mind. Through objective eyes, then, pedophilia is nothin... ...sely acquainted with Dolores Haze by the end of the novel, despite the lengthy descriptions offered about her. Humbert never offers the reader a true portrayal of Dolly as a person with life and feelings, but only a distorted physical portrait of the nymphet, Lolita. Aside from the controversial pedophilia issue, Lolita still remains a lust story. Nothing proves this point more effectively than Humbertââ¬â¢s own statement: ââ¬Å"You see, I loved her. It was love at first sight, at last sight, at ever and ever sightâ⬠(Nabokov 270). Works Consulted - Nabokov, Vladimir. Lolita. New York: Random House, 1997. - Ostermiller, Marcus. ââ¬Å"Love: a disguise for Lust.â⬠2005. - Shelley, Mary. Frankenstein. New York: W.W. Norton & Co., 1996. - Warner, Jennifer. ââ¬Å"Is there a ââ¬ËGay Geneââ¬â¢?â⬠WebMD Medical News. ONLINE. http://my.webmd.com/content/Article/100/105486.htm. Sofia Monizhttp://www.blogger.com/profile/02962647979290715699noreply@blogger.com0