Organizations As Machines And Systems Of Political Activity Critical Essay Scholarship Essay Help

An effective leader should understand major principles of organizational change, development and behavior. Morgan (2006) introduced (and provided an in-depth analysis of) certain metaphors to use to evaluate organizations’ effectiveness.

These metaphors help analyze effectiveness of the organizational structure and behavior; it can also help evaluate performance of the company and each employee (Renz, 2009). It is possible to consider two metaphors to illustrate this point. Organizations as machines and organizations as systems are two metaphors which can be used to evaluate different aspects of the organization.

Organization as a machine is a metaphor that depicts the organization as a machine where all systems work according to some algorithms (Morgan, 2006). Departments are seen as different subsystems of a single machine. The major focus is made on productivity and performance. Such concepts as bureaucracy and technocracy become central. In terms of this metaphor, organizations function according to a plan with no deviation (Morgan, 2006).

This metaphor can help evaluate the effectiveness of the strategy chosen. When seeing an organization as a machine, it is rather easy to trace deviations from the plan if any. Performance can also be easily evaluated as it is rather easy to check whether the organization or a particular employee reaches goals set (or even starts working on time) or not.

Nonetheless, there is a drawback in this metaphor which prevents leaders from evaluating interpersonal relationships within the company. However, effective leaders should be aware of the relationships existing in the company (Kinicki

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CIA. Operations and Intelligence: A Potential for Conflict? Evaluation Essay online essay help: online essay help

Over the years of its existence, CIA has built a strong and quite threatening reputation. However, because of the clumsy strategies adopted by the Operations Department, the existence of the entire organization can be threatened. As some of the sources claim, the strategies adopted for the CIA operations have, in fact, stayed the same since the times of Eisenhower’s presidency.

Meanwhile, the approaches used in the CIA intelligence department, have been regularly updated and, as a result, are up to the highest standards at present, which stands in high contrast to the standards for the operations of the CIA.

Because of the lack of cohesion between the strategies used by the CIA intelligence and the ones that are adopted by the CIA Operations Department, the CIA is at the brink of a serious crisis, which might lead to drastic effects and, therefore, pose a threat to the U.S. foreign affairs, making the state extremely vulnerable to the actions of the adversaries.

To realize the scale of the threat that the CIA is facing at the moment due to the lack of understanding how covert operations must be carried out in the present-day world, it is necessary to consider some of the examples of how well the modern CIA specialists use coercive methods in the implementations of their strategies.

The latest case on CIA operations is a graphic example of how the lack of cohesion between the actions of the two departments affects the results of the CIA work negatively. Mendez offers a classic case of what can happen once there is a lack of cohesion between the actions of the Operations and the Intelligence. As Mendez1 claims, after carrying out the infamous operation in Iran, the CIA adopt the strategy that allowed it remain “on alert” 24/7, and, despite its numerous controversies, remained efficient till the very end of the operation.

However, because of its success, the framework of the operation was further on used as the pattern for the rest of the operations, which resulted in the CIA being labeled as the organization that prefers rough actions instead of careful and well thought-out steps, which has been dragged into the present day, since CIA was too lazy to change its approach towards its operations.

The given case study shows the effects of poor and, quite honestly, rather dated strategies used by the CIA Operations Department on the overall performance of the organization in general and the quality of Intelligence Department work in particular.

Get your 100% original paper on any topic done in as little as 3 hours Learn More According to the case study, the covert actions carried out in an awkward manner not only seem quite deplorable compared to the refined work of the Intelligence, but also affect the latter negatively, threatening the success of several months long work due to a single awkwardly carried out operation.

Therefore, things have to be changed in the way that the CIA Operations Department works, and things have to be changed fast; otherwise, the discord between the work of Intelligence and Operations will lead inevitably to the collapse of the CIA.

When considering the improvements that the CIA services could undergo in order to run the operation processes smoother and get rid of the reputation of a “rogue elephant,” the organization should consider such approaches as the creation of another organization that could provide the services for covert operations with the staff that would be trained specifically to meet the latest and the highest standards in the given department.

The given solution has already been suggested for the CIA services as the possible measure to address the critical situation concerning the “rogue elephant” situation. However, in case CIA decides to create a separate agency that is going to supply the CIA Organization with the human resources for covert operations, chances are pretty high that information leakage rates are going to increase.

There is no secret that even with a single headquarters and the old-fashioned strategies, the CIA is suffering from information leaks and the results that it leads to: “Accountability can be damaging by providing a source for possible leaks and by cutting down on the efficiency of the CIA through forcing continuous consultation when speedier action may be needed.”2 Therefore, creating a separate organization, which the CIA will have to share the key information with, is rather risky for the U.S. at present.

Another possible way to address the problem of the gap between the Operations and Intelligence Departments in the CIA is to arrange training courses for the staff specializing in Operations. Thus, the CIA will be able to translate the current practices into a more appropriate and by far more subtle manner of coercive methods implementation without restructuring the whole organization and splitting into the headquarters and its affiliate.

The given method, however, also has problems, since training the staff in order to change the current practices will doubtlessly take much time. Alternatively, the CIA could recruit new staff that could carry out its mission in the new and more appropriate manner.

We will write a custom Essay on CIA. Operations and Intelligence: A Potential for Conflict? specifically for you! Get your first paper with 15% OFF Learn More By doing so, the organization would benefit in changing the mindset of the staff so that the new strategies could be used as soon as possible; however, seeing how the new staff will require even more time for training, learning the rules and gaining the experience that the old staff already has, the given step does not seem to be an option either.

Therefore, it goes without saying that the CIA needs an urgent update on its operation strategies. Indeed, seeing how the operations have been molded in accordance with the pattern dating back to the post-WWII era, it becomes obvious that the new principles for the strategies and tactics of the cover operations must be introduced into the present-day CIA services.

In addition to their lack of efficiency, outdated techniques can possibly lead to failing the operations, which will most likely lead to serious issues in foreign policy of the U.S. and, as a result, will bring the reputation of the United States among the rest of the world’s most powerful states a few notches down.

It could be argued, though, that the introduction of the new strategies will require additional training of the staff so that the latter could follow the new instructions, which will cost a considerable amount of money; not to mention the fact that the transformations in the CIA services will doubtlessly take much time – weeks, perhaps, months, if not years. Therefore, the idea of adopting new strategies for the actions of the CIA operations to be carried out might seem a failure.

However, the introduction of the new strategies can be enhanced with the help of an efficient leadership strategy and the introduction of the right information and time management. As long as the CIA services allow for shared information and schedule the training sessions so that the staff could learn the basics within the shortest period of time.

With that being said, it must be admitted that the CIA operation strategies can and must be updated in accordance with the newly adopted strategies. As soon as the strategies mentioned above are applied, it can be assumed that each of the elements of the CIA works in chord with its other parts.

Footnotes 1. Antonio J. Mendez, “A Classic Case of Deception” (Central Intelligence Agency, n. d.), Accessed from https://www.cia.gov/resources/csi/studies-in-intelligence/

2. David Canon, “Intelligence and Ethics: The CIA’S Covert Operations,” The Journal of Libertarian Studies 4, no. 2 (Spring 1980): 205.

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Spiritual discernment and vocational counseling Essay (Critical Writing) college essay help online

Table of Contents Introduction

Personal position

Past and present influences

Practical application

Reference List

Introduction Any person with the zeal to succeed in life has to make sound decisions on issues that concern his or her life. Decision-making is an important process that involves selecting among available alternatives the best factors that will have a great impact in one’s life. People have to face decisions on the careers to pursue, relationships, and work coupled with how they are going to spend their time effectively doing the right thing.

These are just some of the issues that call for decision-making skills. Having emphasized on the importance of the decision making process, a person needs to gather relevant information that will aid in discerning the right path to avoid doing anything absurd or wicked and not pleasing to the eyes of God. The decisions that we make in life should be aimed at deepening our bond with God as this aspect underscores the ultimate goal in life.

At this point, spiritual discernment comes in as it underlines the decision-making process that Christians can use since it helps them to overcome their own personal will in life (Liebert, 2008) and make great decisions that are in line with the will of the almighty God.

Spiritual discernment is the ultimate secret weapon that can be used by Christians who are interested in drawing closer to the Lord as they progress in life as it guides them to make the most informed decisions that align them with the will of God.

Personal position Making a decision on the career that you are going to take is very critical as this move determines the kind of life that you are going to live on earth before going to meet with your maker. Unfortunately, in the society we live in, most people have not been taught on decision making especially on issues concerning vocational calling (Bieber, 2010). From my point of view, when making career decisions, Christians should be guided by certain factors with the main one being prayerful.

In the decision-making process, sparing some time to invite God through prayer affects the outcome of the decisions that you make. By telling God your greatest desires and showing that you need Him in making decisions, He enlightens you on the best decisions that you can make, as the Lord is interested in every aspect of our life. God may not speak to us directly, but through circumstances that will guide us in making good decisions (Horton, 2009).

Praying helps us in getting closer to the Lord, which enables us to discern different ways in which He communicates to us and this aspect is the perfect guide in making the appropriate decision when choosing a career path. The importance of prayer is undisputable as it also helps in defeating the devil that can lure Christians to career choices that will lead them to committing sins which is against the will of God (Wilkie

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Sustainability program: implementation Evaluation Essay essay help site:edu: essay help site:edu

The readiness involved in planning and implementing scale and sustainability focuses on the identification of core program elements. The most effective components that have to be sustained and scaled are then determined. First, the program has to serve a particular need and should guarantee market.

All the stakeholders of the change strategy should be made to believe that the program to be scaled and sustained will serve a particular purpose and impact positively to the overall performance of the organization. The change agent has to conduct market surveys to identify whether the need to be addressed by the program is actually existent in the market. Second, the critical non-negotiable elements of the program are identified.

Effective scaling and sustaining of a program require identification of a few essential elements that should be implemented in a manner that coincides to that of the original users of the program. This can be achieved through evaluation since the change agent can easily identify core elements that are significant and need to be sustained and distinguish them from those that are not imperative to the efficient functioning of the organization (Spiro, 2011).

The cost of the program is the last significant element that should be determined by the change agent. The change agent should identify the cost of running the program and all the funding received from various institutions. Program sustainability entails getting sufficient funding to aid in running the project rather than getting more funds from external funding institutions.

The necessity of identifying hard choices concerning the allocation of resources to various programs in an organization is essential for effective program sustainability.

The change agent should ensure that the program receives funding from the resources that had been allocated to less productive programs in the organization so as to increase the productivity of the organization. Scaling and sustaining of a program can also be achieved by incorporating the program into an existing one (Spiro, 2011).

The change agent should ensure that sustaining and scaling processes are planned from the onset of the initiative. This is significant in incorporating new institutions and partners during the course of the program implementation that are vital to the sustaining process. Training future leaders is the fundamental element in the change strategy since it guarantees program sustenance.

Get your 100% original paper on any topic done in as little as 3 hours Learn More The transitions and turnover of staff members should also be properly managed since changing key personnel in a program hampers sustainability and scale of the program. Transitions plans should therefore be devised to minimize program disruptions since new employees do not understand the operations of an already existing program. Consequently, they tend to abandon the program thus altering its sustenance and scale (Dede

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The Retail Grocery Market Structure in Australia Essay custom essay help

The Market Structure of Retail Grocery Market in Australia There are a number of market structures that can be adopted in an industry, depending on the type of products and services offered. The market structure that is in place is shaped by how many and what types of firms make the industry. There are four major market structures: perfect competition, oligopoly, monopoly, and monopolistic competition. A perfectly competitive market structure is one whereby there are many players in the market, as well as many customers (Stackelberg et al., 2011).

The barriers for entering the market are not there, or they are minimal if they are present. In this kind of market structure that is also referred to as pure competition, there are no players who are large such that they dominate and control the market. In other words, there are no organizations that are powerful such that they can set or influence the prices of goods and services.

Some of the characteristics of a perfectly competitive market include unlimited number of buyers and sellers and no barriers for entry or exit to and from the market respectively. In addition, there is perfect information regarding prices, quality as well as production of goods and services. Products are usually homogeneous, there are no transaction costs, and each organization tries to maximize its profitability by incurring the minimum costs possible (Stackelberg et al., 2011).

In an oligopoly market, there are a few firms that are usually strong and tend to influence the market. These firms have the majority share of the market. The organizations tend to compete against each other, while they dominate the rest of the market. These dominant organizations make it difficult for new organizations to join the market by putting barriers. The other major market structure is monopoly. This is a structure whereby there is only one firm that offers certain goods or services.

The firm does not have a competitor. In a monopolistic market structure, the provider organizations have the freedom to control and influence prices since there is no other organization to compete with. Buyers might suffer out of exploitation in such a structure. Finally, there is the monopolistic competition market structure, which is also referred to as a competitive market.

In such a structure, there are a large number of organizations that produce similar goods but the goods are differentiated slightly (Etro, 2009). Each organization tries to differentiate its products a bit to outdo its competitors.

Reasons why the market is not perfectly competitive Retail grocery market in Australia may not be regarded as a perfectly competitive market because the market is seemingly dominated by two major competitor organizations. The two dominant grocery firms in the Australian market are Coles and Woolworths (Food System Research Group, 2009). It is, however, notable that there are other hundreds of grocery firms that operate in the Australian market.

Get your 100% original paper on any topic done in as little as 3 hours Learn More However, the small firms control 20-30% of the grocery market since Coles and Woolworths are said to dominate and control over 70% of the total Australian grocery market. To be precise, Stuart Alexander

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The change strategy Essay best essay help

Recent researches have confirmed that change is an important factor that an organization cannot afford to ignore if it expects to succeed in the current competitive market. Developing a change strategy that works is one of the most important factors that would determine success or failure of a firm in the market (Reiß, 2012). In this study, the researcher focuses on the small wins that come with development of an effective change strategy.

The change strategy in this case would be simple and straightforward when it comes to its implementation. It will involve use video conferences by top management of the firm as a way of encouraging virtual conferences within this firm.

In this strategy, there will be a shift from traditional style of having conferences in large offices in order to formulate policies for the organization. Top management will use this new strategy in order to ensure that they are able to discuss their strategies and challenges more frequently in order to find solutions and improve performance of the firm.

In this strategy, an IT expert will be stationed in an office to coordinate the communication of the managers whenever they want to meet irrespective of their location on the globe. Each manager will be having all the instruments needed to make the conference a reality. The IT expert will have the responsibility of alerting the concerned officers when there is an online meeting to be held.

This officer will inform these managers of the required time they should meet and the agenda of the meeting. The officer will get this information from the relevant office in the top management. When the meeting starts, the IT expert will ensure that the communication process proceeds without any interruptions as long as the gadgets used by individual conference members are in good condition.

This will bring a ‘small win’ to the organization in several ways. Most managers always spend more time trying to come up with the best approach of how their operational units can perform better. In some of the cases, they are forced to make travels out of their offices in order to facilitate improved services offered by the units they manage.

It is therefore, time consuming to leave their offices and travel to the headquarters for the meetings. Other officers also end up wasting their time waiting for other officers who arrive late at such meetings. This strategy is geared at eliminating this wastage and making this process more efficient and effective to the officers involved.

Get your 100% original paper on any topic done in as little as 3 hours Learn More This win will benefit this organization in various ways. The first benefit that will be generated from this change of strategy will be reduced time wastage. With this new approach to holding conference, officers will not have to move out of their offices when there is a conference needed. This means that if there is any delay in the meeting, other officers can continue with other tasks in their officers other than idling in the conference hall.

This strategy will also eliminate cases of absenteeism from such meetings by some of the members. This is because there will be limited excuse as long as there is goodwill from these members. This will improve the overall performance of the organization because it will be possible to share new ideas as soon as they are hatched.

The departments that are facing difficulties can also share their experience with other departments in case there can be any form of help needed. It is also important to note that there will be no need for a hall where the conference can be held. With the increasingly reduced space being experienced in organizations currently, the current conference hall can be put under a useful project for the organization.

The win in this new strategy will not only be of value to the concerned officers who would use the facilities developed. There will be a shared value to various stakeholders when this strategy is implemented. It is a fact that this strategy will reduce time taken to make decisions. This means that the management will be able to operate more efficiently. This would mean that employees would have the needed attention from their supervisors because of their increased availability.

This would enhance positive relationship between the management and the junior employees of this firm. To the shareholders, it is true that when efficiency is improved, there will be increased productivity, which would translate into increased profitability. This will increase the returns that the shareholders will have on their investment. It will also help in expanding the investment of these stakeholders within this firm (Spiro, 2011).

The customers served by this firm will also share the value of this new strategy. When this firm decides to use this new technology, it would mean that the management would have more time to determine the needs of the customers and discuss among them how best they can create more value to their customers. They will also be able to direct junior employees on the best approach to take when delivering value to customers in order to make the experience to be of more value.

It is important to give data in support of the strategy to be implemented. In this case, time will be considered. It can take 30 minutes for a physical conference to be arranged and started if all the officers are in the same building. It will take the officers about 15 minutes to settle back in their officers.

We will write a custom Essay on The change strategy specifically for you! Get your first paper with 15% OFF Learn More If they are 10 officers, the total time wasted will be 450 minutes, which is 7.5 hours. If six such meetings are held in a month, time wasted will be about 45 hours in a month or 540 hours in a year. This is a massive time that can be used in developing the firm.

In order to make this win a reality, it shall be publicized using direct memos to the relevant officers within the firm. The memos will be physically delivered to their offices to ensure that they get to read it. This will be followed by direct phone call from the enforcing authority.

The next step for making continuous progress will be to purchase the necessary equipments that would be needed to make this project a reality. Then these officers will be trained on how to use these gadgets. Finally, a team of technicians will be responsible for their maintenance.

In conclusion, it is apparent that this new strategy will have a radical shift from the traditional way of having conference. When all the responsible stakeholders commit themselves to this new approach, the overall performance of the organization will be improved.

References Reiß, M. (2012). Change management: A balanced and blended approach. Norderstedt: Books on Demand.

Spiro, J. (2011). Leading change step-by-step: Tactics, tools, and tales. San Francisco: Jossey-Bass.

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Public Administration between the 1930s and 1950s Critical Essay online essay help: online essay help

Table of Contents Introduction

Major Theorists and Their Contribution

Conclusion

Reference List

Introduction Public administration has developed for many decades. It is necessary to note that the period between the 1930s and 1950s was one of the most remarkable in the history of the field (as well as the history of the USA).

That was the period of a severe economic crisis, called the Great Depression, and the World War II. These two major events shaped the development of the society and brought certain issues to the fore. Major public administration theorists of that period were Luther Gulick, Louis Brownlow, Charles E. Merriam and Chester I. Barnard.

Major Theorists and Their Contribution One of the most significant theorists that contributed greatly to the development of the field of public administration was Luther Gulick. He emphasized that administration was all about human beings cooperating (controlling and assisting) other human beings (Shafritz

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IBM as a Technology Company Coursework online essay help

My organization, IBM, adopts a contribution compensation philosophy. In particular, IBM considers the actual activities of the employees as the basis for payment, with the decision on pay mainly being owned by line managers. The total cash rewards to an IBM employee constitute two major components; the base pay and the additional pay (McCabe, 2013).

Evaluation of the Philosophy The contribution philosophy of compensation seeks to mainly attract, motivate, as well as retain employees through a reward system that targets the contributors who enable IBM to remain competitive (McCabe, 2013). The basis for determining pay at the company is mainly employee performance, where annual benchmarks are conducted to derive competitive pay.

The job family is relied upon to differentiate between the values of comparable skills. The approach by IBM includes relying on geographic data in order to value the market in terms of geography. A structured framework tracks and measures the performance by employees, giving managers the opportunity to assess relative input by all the employees before undertaking a strong differentiation (McCabe, 2013).

IBM conducts market surveys prior to determining its compensation levels. This practice, which is conducted in partnership with other third party consultants, basically analyzes the compensation rates paid by competitor firms before advising the company on the right rates. This is a good practice because it helps IBM to maintain a highly competitive pay structure that is in tandem with its objective of attracting and maintaining the best skills in the market.

Ways of Revamping IBM’s Compensation Philosophy IBM has only established 10 bands upon which all the job classifications are entailed. Workers’ jobs and skills can only be included in one of the job bands already established. However, IBM is a huge multinational company that has an expansive role.

Fitting these skills and roles into 10 bands only does not effectively provide a chance for equitable compensation basing on the firm’s contribution philosophy of compensation. The bands should be further expanded to make them 15 or 20. This will make the roles grouped together to be close to each other in terms of activity and ensure a more equitable compensation philosophy is attained.

Key Factors within the Internal and External Environments Internal

IBM is a technology company that relies heavily on its technological prowess to outwit its competitors in the highly competitive technology market. Thus, the contribution compensation helps in building greater innovation amongst its workforce in order to remain a market leader.

Get your 100% original paper on any topic done in as little as 3 hours Learn More The company also has diverse business and it has to maintain greater competition across all the fronts in order to achieve success. This diversity in business also requires a diverse workforce that is highly qualified. Attracting such diversity of skill and maintaining it for longer durations can only be achieved with the company’s contribution compensation policy where individual employees also earn bonuses based on their additional contributions, apart from the basic salary (Wood, 2011).

IBM has succeeded to build a very strong global brand reputation that ensures that the company receives market priority ahead of its other competitors in the market.

Sustaining such strong brand position also requires that the company acquires the best human skills in the market through highly competitive compensation strategies. As the workers are paid highly and competitively, their input also provides the opportunity for more revenues through increased sales and high demand for the IBM brand.

External

With the growing demand for cloud-based services, which is one of IBM’s key areas of operation, the company requires more skills to build on its ability and capacity. Such skills in the market are also limited because other hi-tech companies are seeking to attract and employ the same workers (Wood, 2011).

Thus, IBM assures the skilled workers that they have an unlimited salary rate through the contribution compensation philosophy because the more they shall contribute to the company’s success and innovation the more they shall earn.

The services and software divisions are also experiencing an increase in demand as the IT capabilities are also growing enormously. These areas require great innovation in order for an IT company to manage leadership. Thus, through the contribution compensation philosophy, IBM has created an opening through which all interested developers of software and application services can practice their skills and earn greater returns.

The world economy has experienced slowed growth over the years, with many countries being affected by the crisis. This has seen the level of expenditure in IT drop as the little resources are being budgeted for other basic requirements. In essence, IT companies such as IBM are at a risk of losing business and revenue.

We will write a custom Coursework on IBM as a Technology Company specifically for you! Get your first paper with 15% OFF Learn More However, the companies have to device new strategies that would enable them manufacture highly effective devices and develop software using fewer resources to maintain low prices in order to survive. IBM can still attract quality skills and manufacture competitive services and equipment at competitive prices through a contribution compensation philosophy (Wood, 2011).

Expatriate Pay The home-based system of pay provides that the employee operate within his home country where the assignment allowances are based on the home country payroll or the host country payroll. It supports the continuation of benefits, such as pension, through continuous payroll deductions. However, the tax equalization policy does not provide a chance for gaining significant income (Henderson

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Compensation and Benefits Challenges at McDonald’s Research Paper best essay help: best essay help

Table of Contents Literature Review

The History of McDonald’s

Current Compensation Challenges

How Ford Handled Wage Problems

Potential Strategies for Handling Wage Problems

Implications of Literature

Recommendations to the Management

Conclusion

Reference List

One of the main challenges that many companies in America are dealing with is how to handle compensation and benefits. This is not a new challenge. It has been a permanent feature of the American economy. The current struggles have their roots in the financial crisis that hit the American economy in 2009. The financial crisis hit the American economy about a decade after the dotcom bubble. The American economy is currently in recovery after these two major shocks.

However, many people have become impatient with the government for the slow rate of recovery. This is seeping into the national discussion with debates on how the government and employers should handle the tough economic times. Employers are struggling to retain top talent.

In addition, they are struggling to retain low-level workers who are usually hit hard by the negative impacts of economic problems. A movement to change the basis for wage calculations from the federal minimum wage to a living wage is gaining momentum. The reason for this is that the minimum wage in America no longer guarantees workers a decent life.

This paper examines the wage situation at McDonald’s and the attendant crisis. McDonald’s is one of the best-known American brands. The company happens to have a very poor reputation when it comes to employee wages.

In this context, this paper looks at the reasons behind the current push by McDonald’s and other large employers such as Wal-Mart to oppose the enactment of higher minimum wages in America, and the adoption of the living wage as the standard for measuring wages. The analysis will culminate in the development of recommendations for the management of the company on how to handle the current crisis.

Literature Review The starting point for the analysis is the consideration of definitions of compensation and benefits. Compensation refers to the money paid for rendering a service or for supplying goods. Compensation may be given in monetary terms, through access to certain privileges, or by through complementary services. On the other hand, benefits refer to a special class of compensation given to employees over and above the obligatory payment for services rendered.

Employee benefits vary from employer to employer. In some cases, benefits may be regulated by law. Employers use benefits as a means of differentiating themselves in competitive labor markets. One example of the benefits offered to employees to retain them is giving them stock options.

Get your 100% original paper on any topic done in as little as 3 hours Learn More The History of McDonald’s McDonalds begun operations as a single store operated by the Richard McDonald Maurice McDonald. The brothers specialized in making hamburgers and based on their skills, they successfully opened a series of restaurants. The brothers focused on the delivery of fast food as swiftly as possible, as their source of competitive advantage. The restaurants soon differentiated themselves as fast food joints.

Ray Croc joined the company in 1955 as its franchising agent. His work was to sell the McDonald’s franchise to anyone interested in operating a McDonald’s café, provided he/she had the ability to meet all the franchise requirements. Later on Croc bought the business from the brothers and began an aggressive program of expanding the company. Currently the company serves an estimated 70 million clients annually, and has stores in 120 countries.

The company’s food production and service model were based on the production line techniques popularized by the motor industry. This included the use of a standardized model of production and developing the ability to deliver products of uniform quality in all McDonald’s stores.

The use of a mass production system meant that the company needed to employ many employees. The efficiency of the McDonald’s business systems also meant that the company needed only a relatively small number of skilled employees to manage the systems, and the low-level workers. The result was a large number of low skill workers, with the attendant low wages.

Current Compensation Challenges McDonalds has been in the limelight for several decades in regards to its paltry remuneration packages for most of its low-level employees. The term “McJobs” which refers to low paying, repetitive, and unfulfilling work that required no creativity and with very little chances of advancement came up. The employment situation is improving in America. This means that workers who could not find better paying jobs elsewhere can now find better jobs as the economy grows.

This puts McDonald’s at a disadvantage because it relies on low-level workers to meet its business objectives. Apart from this environmental threat, the company is also dealing with pressure from lobbyists who are advocating for the adoption of the living wage as the standard for the minimum wage. The living wage is the money required to support a family of four to meet expenses for food, transport, housing, and other essentials.

In the current economic climate, the living wage is about $13.50 to $15.00 per hour in America. This shows that the legal minimum wage is only about half of the living wage. Projections show that if McDonald’s started paying a living wage, it would need $8 billion to meet its wage obligations.

We will write a custom Research Paper on Compensation and Benefits Challenges at McDonald’s specifically for you! Get your first paper with 15% OFF Learn More This figure is equivalent the net profit the company posted in the last financial year. This shows that McDonald’s has very tough decisions to make in light of the impacts of either increasing or reducing the minimum wages. As long as McDonald’s is unable to match its lowest pay with the living wage, it will be difficult to shed off the reputation that led to the emergence of the term, “McJob”.

How Ford Handled Wage Problems Henry Ford was one in a similar situation to what McDonald’s finds itself today. His company had a very high rate of employee turnover that in order to retain 14,000 workers, he had to hire 50,000 workers. The turnover was due to various reasons. First, the company required the employees to work for nine hours per day. This was unbearable for some workers at a $2.5 hourly pay. Secondly, these workers could do other jobs for better pay or for better conditions.

Therefore, Ford found himself dealing with low employee morale and a very high rate of employee turnover. The problem of the turnover is that each time an employee left, the company needed to hire a replacement and to train him. The cost of training new employees was higher than the cost of maintaining experienced ones. Ford decided to double the minimum wage from $2.5 per hour to $5 per hour.

He pegged the extra $2.5 to certain conditions to ensure he would get full commitment from his remaining employees. The result of the pay hike was that some of the employees were now able to buy the cars, leading to an increase in the sales of the company. The most significant effect was that it led to increased productivity.

Potential Strategies for Handling Wage Problems McDonalds has some options for dealing with the current crisis. The first set of options is compensation based. In order to achieve greater employee motivation and lower turnover, the company must ensure that it has the best terms among its competitors. This means that the company should not struggle to meet the living wage standard if it is impossible to do it and remain profitable. Rather, it should ensure that its employees know that they have the best rates in the market.

There is greater flexibility when it comes to the benefits that the company can offer its employees as a means of dealing with the current crisis. The benefits should be aimed at increasing employee morale and increasing employee retention. One option is to develop in-service programs for its employees.

These programs should be given to employee groups who have the highest flight risk, and who need to further their skills. Other benefits worth considering include giving the employees opportunities to invest in the company, or investing with the help of the company.

Another approach that the company can use based on the human capital theory is to give its employees bonuses as a means of boosting their income, pegged on the performance of the company . This means that the company can institute bonuses tied to longevity of service in the company, as well as performance of an individual employee. This approach will ensure that the employees see the benefits of giving their best efforts to the company as well as staying with the company for a long time.

Not sure if you can write a paper on Compensation and Benefits Challenges at McDonald’s by yourself? We can help you for only $16.05 $11/page Learn More According to the Motivation-Hygiene Theory, remuneration has a limited effect on employee motivation. Beyond a certain remuneration limit, the company will not achieve commensurate motivational gains. The implication of this situation is that the company needs to find other ways of motivating its workers apart from more pay. Once the pay package is competitive within the industry and the competing industries, then the company should find other ways of motivating the employees.

Implications of Literature The implications that arise from the literature reviewed are as follows. First, the competition for workers is not just within the fast food sub-sector. Low skill workers have a high rate of transferability as long as there are other lucrative openings. This means that the company is not just competing with its business rivals for workers. Its competitors in regards to talent acquisition include all industry segments that have jobs for unskilled or semi-skilled workers.

The company must analyze the competitive climate in employee recruitment in regards to the industries that need the same pool of workers as a basis for determining the pay levels that it should have. In other words, McDonald’s needs to know where its employees go after they leave, and the terms they find attractive. This will help in developing attractive in-house compensation packages.

The second implication that arises from the literature review is that a pay raise for low skilled workers is inevitable. Using the minimum wage as a guide for the lowest wages is unsustainable. The company must look at the options available for raising the pay of its workers. This should guide it in the efforts of developing a proactive plan to implement pay increases in the coming years.

The third implication arising from the literature is that the company needs to prepare itself for more pressure to raise wages. The pressure will come from lobbyists and from the government. Up to 70% of Americans support the call to increase the minimum wage to make it equal to the living wage.

This means that it is only a matter of time before politicians take not of public interest in the matter. With such certainty that the calls to raise the minimum wage are inevitable, the company needs to plan for how to remain ahead of the curve.

The fourth implication of the literature review is that the company has options concerning how to deal with high employee turnover and low morale. The company can increase compensation based on market conditions and based on its financial performance. Secondly, the company has the option increasing and diversifying the benefits that its employees enjoy to ensure that they do not leave.

This includes using in-service training to meet their need to increase their skills. The company can also open up investment opportunities for its employees in either the company, or its interests. The options listed here demonstrate that McDonald’s has many options on how to deal with this crisis.

The fifth implication of the literature review is that the company needs to deal with the reputation associated with the term McJob. This term is degrading to anyone who works for the company, and can be the basis for bad publicity. The McDonald’s brand should be associated with prosperity and a good life.

The term McJob makes it seem as though the company delivers its products at the expense of its employees. Customers can protest at this by avoiding McDonald’s stores because of this association. The company needs to do everything in its power to deal with the reputational risk associated with this term.

The literature reviewed did not reveal the company’s primary competitors for labor. This would have made it easier to develop recommendations in regards to how the company can handle the current crisis.

Recommendations to the Management The recommendations to the McDonald’s company management are as follows.

The company should take a proactive stance in regards to dealing with the issue of wages for its employees. Otherwise, the company will soon find itself under pressure from lobbyists and the government to increase employee wages.

The management of the company should work towards the development of measures to motivate employees in both monetary and non-monetary terms.

The company should not aim at meeting the living wage in the near term, but rather it should try to offer its employees better terms than its current competitors as it works towards meeting the living wage in the long term.

Conclusion The issue of a minimum wage versus a living wage is an interesting dimension in the development of remuneration packages. This case illustrates that the dream of lifting everyone out of poverty and dire economic circumstances is still a work in progress. There is still need to work out a way in which all citizens can enjoy a prosperous life.

Businesses are also in a dilemma between maximizing profits and offering their employees the best remuneration packages. There are answers to this problem. The solutions call for a clear direction in regards to compensation and benefits, followed by decisive action.

Reference List Ab Hamid, R. N. (2008). Consumers’ Behaviour Towards Internet Technology and Internet Marketing Tools. International Journal of Communications , 2 (3), 195-204.

Arson, E. W.,

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Containerisation, International Transportation and Trade Report (Assessment) custom essay help: custom essay help

Table of Contents Introduction

Origins and Development of Containerisation

Advantages of Containerisation

Impacts on International Transport and Trade Chains

Conclusion

References

Introduction Transportation has always been regarded as a crucial component of global commerce. For centuries, transportation managers and engineers had to use inefficient and expensive methods of transporting goods from one location to the other. This changed in the mid 1950s when the concept of modern containerisation was successfully implemented by an American entrepreneur. Since then, containerisation has led to a revolutionary change in the history of shipping technologies.

For these reasons, containerisation is hailed by many as the most significant and influential development in international transportation in modern times. This paper will set out to highlight the influences of containerisation with emphasis on the advantages that it has brought to trade. The paper will begin by providing a brief history of containerisation and its development over the years.

Origins and Development of Containerisation While there is no standard definition of containerisation, most definitions embody the idea of efficiency and the use of standard sized containers to carry goods. Strom (1972) defines containerisation as the idea of placing goods in relatively large box containers common to all modes of transportation and therefore increasing the ease of handling between origin and final destination.

Containerisation can trace its origins to the 1800’s when large ship operators used containers to protect cargo from seawater and the weather. Some railroad operators also offered services where wagons could be moved without transferring their contents (Lan

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Social essay help free

Table of Contents Introduction

Major Contributors to the Field

Conclusion

Reference List

Introduction The field of public administration has been developed throughout decades. Various thinkers tried to identify the best structure and the role of public administration. Some of the most influential theorists are William F. Willoughby, Max Weber, Leonard D. White and Mary Parker Follett.

Major Contributors to the Field William F. Willoughby is one of the most prominent theorists who contributed greatly to the development of public administration. He thought that public administration could address all issues related to the government (Shafritz

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Planning process in organization Report a level english language essay help: a level english language essay help

Introduction The business environment comprises of complex factors that require scrutiny before a decision is made concerning the environment. An organization must have a clear planning process in order to enhance its decision making. A clear planning process involves having an understanding of interrelated questions within a corporation.

Early organizational planning comprises of strategy drawing, where possible environmental occurrences are considered and an appropriate course of action is determined. Strategic planning seeks to maximize on the return of resources.

There is need to constantly devise a tactical approach through which objectives can be achieved since resources are limited and competition is high. Several theories enhance the decision making process in organizations. The success or failure of decision making either directly affects an organization through improved performance or worsens the overall performance.

Decisions require constant evaluation to enable an accurate and consistent appraisal. It helps in revealing existing gaps and determining their solutions to the benefit of the organization.

The business environment is continuously changing, thus keeping a close check through constant evaluation and re-evaluation provides the opportunity to identify gaps well in advance. An evaluation of decisions over time equally helps in identifying alternatives that enhance the organization’s ability to cushion against performance risks.

The Decision Making Process With the advent of globalization, market integration has been created through internationalization. Organizations, therefore, compete with each other for resources and market across the globe. Market consolidation and optimization must be achieved for organizations to succeed in such operation environments. Strategic flexibility must be created such that the organization can instantly change its course of action to suit an equally complex and fast changing business environment.

This is not an easy task because nobody fully understands what the external business environment will look like in the immediate future. Thus, although strategies may be formulated with the purpose of countering external environment changes, they may end up failing to capture the actual requirement needed to attain goals.

Get your 100% original paper on any topic done in as little as 3 hours Learn More To build strategic flexibility, a long-term commitment is needed towards developing, as well as nurturing important critical resources. I will struggle to create a learning organization that offers room for development of great skill in creating, acquiring, as well as transferring knowledge. Behavior modification within the organization must be achieved in order to replicate insights and knowledge about its operations and environment.

Particular problems afflicting an organization will remain to be of great concern as a way of integrating the learning process successfully. I will carry out experiments with new approaches with a view of improving the current approach, reflect on history and past experiences in order to learn from them, and be able to quickly transfer knowledge throughout the organization in an easy manner.

Strategic management My strategic management will involve four important elements that include environmental scanning, strategy formulation, evaluation and control, and strategy implementation.

My strategic decisions will focus on the future of the organization, beginning with evaluation of the current performance results, review of the corporate governance, and inspection and review of the external environment. Equally, an internal evaluation and review of the corporate environment are critical before carrying out an analysis of the strengths, weaknesses, opportunities, and threats associated with the organization.

After exhausting the above activities, I will generate alternative strategies before evaluating each one of them to come up with the best alternative. This precedes the implementation phase, which is finally followed by the evaluation process. Strategic audit involves a systematic analysis of areas that encounter issues, including a question checklist comprising of the numerous functions and activities of the organization.

Management and the Decision Process My decision making mandate will include executing four major functions. Other than leading the organization, I will lay out plans that will steer the firm ahead. My role will also aim at controlling the firm, as well as playing the role of organizing.

I will continuously undertake the decision making process, where I will evaluate alternatives in order to achieve the set objective. The existing expectations concerning a given course of action will push my decision making into settling for the course of action that would most likely lead to goal attainment.

We will write a custom Report on Planning process in organization specifically for you! Get your first paper with 15% OFF Learn More I realize that as a manager, I will be operating in a highly uncertain environment that includes fluctuation in currency exchange, change in the political platform, and competitive actions, among many other aspects (De Bruijn, Heuvelhof

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Issues Facing Trans People In Organizations Problem Solution Essay college essay help online

Table of Contents Introduction

Definition

Current Situation

Discussion and Recommendation

Conclusion

Works Cited

Introduction Majority of the people in the world embrace two genders; male and female. However, a small group of people in the society have a different opinion with regard to their gender with some believing themselves to be genderless or not belonging to any of the genders (Iyall, 2008). This is recognised as the third gender in the society. Research has shown that trans people in the society have, higher than average, academic qualifications compared to the rest.

Definition It is important to understand the definition of the several terms used in the description of the trans people in the society. Firstly, trans people defines a category of people who believe in having multiple or no genders (Whittle, 2000). Secondly, the trans people can also be defined as cross dressers as most of them prefer dressing with cloths from the opposite genders (Blackless, 2006).

Current Situation Research findings in the United Kingdom by the Endangered Penalties reveal that between 2009 and 2012, about three to five hundred thousand (300,000 to 500,000) people experienced a degree of gender variance (Gooren, 2008). Out of these, six thousand (6,000) have already undertaken a gender transition (Gooren, 2008).

The low number of individuals opting for reversal of their roles as compared to the high number of individuals with gender variations is attributed to stigmatization and alienation (Baranyi, 2009).

Although organizations have been in the front line in creating non-discriminating policies against sexual orientation, some organizations have not implemented such measures. Exxon Mobil Company is an example of a company that has amended its policies to ensure that none of its employees are trans gender. According to the company’s website, this is to protect its corporate image in the business society, as well as, protect its employees from discrimination.

Discussion and Recommendation Trans people are exposed to personal and sexual harassment in their work place settings. A very common case is where they are not allowed to use restrooms of their preferred gender (Whittle, 2000). They become subjects of discussion and endless gossip from their workmates.

These may wound their self esteem leading to the rise in conflicts cases as the trans people advocate for their rights. In some cases, employers deny the trans people their benefits and promotions on the basis of the gender variations. In addition, some end up losing their jobs after performing the transition surgery or after their bosses discover their condition of gender variation (Baranyi, 2009).

Get your 100% original paper on any topic done in as little as 3 hours Learn More An organization that is keen on upholding the rights of trans people should review its employment procedures and policies. During the recruitment process, gender should not be used as a determinant for the candidates as this may have adverse effects on the trans people (Whittle, 2000). Organisations should also amend their policies to recognize the trans people as they too have the right to employment (Whittle, 2000).

Microsoft Corporation is one of the leading companies that has incorporated the Gender Recognition Act of 2004 into its policies. In 2011, Microsoft announced that it had incorporated 1,300 trans gender employees in most of its branches around the world. This prompted other companies to accept the trans gender employees such as Google and Apple, which have also incorporated the Gender Recognition Act of 2004 into their own management policies.

Conclusion Many people take their gender orientation lightly, which is not the case for the trans people who believe in gender sensitivity. When focusing on academic qualification, the trans people are considered to be highly qualified.

However, they suffer from high rates of unemployment that is escalated from stigmatization and alienation from employers and colleagues in work places. To cater for this, organizations should put in place procedures and policies that recognize the trans people; thus giving them equal employment opportunities.

Works Cited Baranyi, Rothenhäusler. “Male-to-female transsexualism. Sex reassignment surgery from a biopsychosocial perspective.” Wien Med Wochenschr 15.9 (2009): 548-557. Print.

Blackless, Sutter. “Atypical Gender Development-A Review.” International Journal of Transgenderism 9.1 (2006): 29-41. Print.

Gooren, Eliasson. “Long-term treatment of transsexuals with cross-sex hormones: extensive personal experience.” J Clin Endocrinol Metab 32.5 (2008): 19-25. Print.

We will write a custom Essay on Issues Facing Trans People In Organizations specifically for you! Get your first paper with 15% OFF Learn More Iyall, Smith. Hybrid identities: theoretical and empirical examinations, New York, NY: Penguin, 2008. Print.

Whittle, More. Reclaiming Genders: Transsexual Grammars at the Fin de Siecle, London, UK: Cassell, 2000. Print.

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Characteristics of Emotional Intelligence in Different Areas Analytical Essay college admissions essay help

Table of Contents Introduction: Interest in EI

Defining the Concept

Major Components of EI

EI in Different Fields

Conclusion

Reference List

Introduction: Interest in EI Emotional intelligence (EI) has been discussed for two decades so far. Stough et al. (2009) note that the interest in EI has increased recently and the concept of EI has been applied to a variety of fields including workplace, psychiatry, neuroscience, education, health, cross-culture and sport. For instance, Cassady and Boseck (2008) consider a variety of ways to apply the concept in psychology.

Brackett et al. (2011) also stress that researchers exploit the concept of EI in various areas and this usability has created a need in defining the concept. Notably, there are different approaches to defining EI as each definition addresses peculiarities of a particular field. Researchers also focus on different characteristics of EI. Remarkably, the most heated debate is concerned with use of EI in different areas.

Defining the Concept In the first place, it is necessary to note that the definitions provided by the researchers share the idea that EI is associated with people’s cognition and intelligence. Thus, Caruso (2008, p. 2) claims that, in terms of the ability model, EI is “a standard intelligence”, while according to Mayer-Salovey approach it is a form of the intelligence as “reasoning and thinking operate on emotional information”.

Gardenswartz et al. (2010) provide a more complete definition which addresses the issues concerning diversity. The researchers claim that EI is “the ability to feel, understand, articulate, manage, and apply the power of emotions to interactions across lines of difference” (Gardenswartz et al., 2010, p. 76).

Clearly, the definitions focus on the same characteristic of EI, i.e. the ability to perceive certain kind of information. The major distinctive feature of EI is that it is concerned with emotions, unlike the intelligence which is associated with processing facts and stimuli.

Major Components of EI Researchers claim that EI is complex and consists of a number of components. Wharam (2009) stresses that acceptance and awareness are some of the major parts of EI. The researcher emphasises that it is crucial to be able to recognise and accept one’s emotions to be able to control them. Hughes et al. (2011) also point out that acceptance is essential, but the researchers bring to the fore fifteen ‘competencies’ of EI.

Thus, the researchers claim that EI is impossible without self-regard, emotional self-awareness, assertiveness, independence, self-actualisation, empathy, social responsibility, interpersonal relationships, stress tolerance, impulse control, reality testing, flexibility, problem solving, optimism and happiness (Hughes et al., 2011).

Get your 100% original paper on any topic done in as little as 3 hours Learn More Cleraly, Hughes et al. (2011) and Wharam (2009) share the opinion that awareness and acceptance are central to EI. However, the former provide a more complete set of EI components.

EI in Different Fields As has been mentioned above, EI is rather well-defined and researched. It has also been considered in terms of its usability in various settings. For instance, Barbey et al. (2012) focus on the use of EI in neuroscience. The researchers argue that EI can be measured and studied as any other type of intelligence, e.g. with the help of tests similar to IQ tests. Cassady and Boseck (2008) note that the concept of EI has a variety of implications in psychology.

Numerous researchers focus on development of certain strategies to develop EI in patients. Importantly, the use of EI in education has become a topic of a lasting debate. Thus, Waterhouse (2006) stresses that the theory of EI is still only yet to be researched properly and it can be harmful to implement it in education. The researcher claims that educators are not ready to teach children emotional intelligence as even the theory has far too many gaps.

At the same time, Colverd and Hodgkin (2011) are optimistic about EI and provide a number of strategies to develop emotional intelligence in primary school students. The researchers stress that children should be taught to cope with various situations and well-developed EI will help them do it. The researchers also claim that children should start being aware of their emotions at an early age.

Hughes et al. (2011) also believe that people can and should be taught to develop their EI. The researchers also provide particular strategies to help people develop EI. Notably, the researchers help people apply their skills in a variety of settings (every-day life, workplace, etc.). Brackett et al. (2011) consider the application of EI in workplace and social life. Admittedly, development of EI is now regarded as one of the ways to become a successful member of the society.

Conclusion On balance, it is possible to state that emotional intelligence is one of the most disputed issues in the academic world. Researchers are trying to define, describe and apply EI in various settings. Notably, there are opponents to the extensive use of the theory of EI as some researchers argue that there are too many gaps yet to be filled.

Nonetheless, it is clear that there is already certain understanding of what emotional intelligence is and how to use it in different settings. Admittedly, further research is needed to be sure that the strategies which are being worked out are effective.

We will write a custom Essay on Characteristics of Emotional Intelligence in Different Areas specifically for you! Get your first paper with 15% OFF Learn More Reference List Barbey, A.k., Colom, R., and Grafman, J. (2012). Distributed neural system for emotional intelligence revealed by lesion mapping. Retrieved from https://www.decisionneurosciencelab.org/pdfs/Soc Cogn Affect Neurosci-2012-Barbey-scan_nss124.pdf

Brackett, M.A., Rivers, S.E., and Salovey, P. (2011). Emotional intelligence: Implications for personal, social, academic, and workplace success. Social and Personality Psychology Compass, 5(1), 88-103.

Caruso, D.R. (2008). Emotions and the ability model of emotional intelligence. In Emmerling, R.J., Shanwal, V.K., and Mandal, M.K. (Eds.). Emotional intelligence: Theoretical and cultural perspectives (pp. 1-16). New York, NY: Nova Publishers.

Cassady, J.C., and Boseck, J.J. (2008). Educational psychology and emotional intelligence: Toward a functional model for emotional information processing in schools. In Cassady, J.C., and Eissa, M.A. (Eds.). Emotional intelligence: Perspectives from educational and positive psychology (pp. 3-25). New York, NY: Peter Lang.

Colverd, S.,

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Business Strategy: Clipboard tablet Co. Case Study scholarship essay help: scholarship essay help

Overture The Clipboard tablet Co. has been selling three tablet models namely: X5, X6 and X7 for the past 5 years. The company’s organizational analysis through the use of CVP analysis shows the development of certain strategies aimed at making the company competitive.

As the company moves into the future, there is a need to review strategies deployed in the past to move the company into the future. As a result, this report intends to analyze past strategies used in time warp 4 and 5 to come up with a conclusive strategy for the future.

Analysis Clipboard Tablet Co., in the year 2016, will have two models of tablets for sale in the market. This is because the company will have to come up with a new tablet model, which will most likely be the X8. This tablet model will aim at replacing the X5 and X6 models which will be phased out because of changing market dynamics. Based on the past CVP analysis and strategies deployed within time warp 3, we notice certain aspects of the company that will be greatly affected and reviewed as follows:

Product Development

In the process of undertaking CVP analysis under time warp 3, we notice that sales units of X5 and X6 phones were on the decline since the year 2012. These tablet models were performing dismally compared to the newly introduced tablet model of X7. The CVP analysis results indicated that the sales and popularity of the X5 and X6 models were declining and thus there was a need for development of a new tablet model.

Finances and resources used in the development of the old X5 and X6 models would be channelled into the development of new products. This is because the popularity and demand of the old models have been sluggish. For instance, in SLP 3 during the CVP analysis, we notice that the demand for X6 tablet dropped by 50% from the year 2013 to 2014 (Drury, 2011).

As a result, the company should develop a new clone model or a new tablet in order to recover sales lost through the dwindling sales of the X5 and X6 models. The tablet industry is a highly competitive and technological industry and therefore, trends do change swiftly and easily.

As a result, Clipboard tablet Co. needs to change its product line swiftly to meet with the changes occurring in the industry (Stice, 2010). Product development should be a priority in this industry and the company needs to come up with the new tablets to replace its ageing product line.

Get your 100% original paper on any topic done in as little as 3 hours Learn More Revenues

Under SLP 4, the Clipboard Tablet Co.’s major strategy was to increase revenues in order to meet market demand and organizational goals. In terms of revenue increase, the company was advised to reduce expenditure and costs on X5 and X6 models, so as to price the tablets at a lower cost for consumers to purchase it.

Moreover, additional costs and finances should be dedicated to the marketing and sale of the X7 model so that the tablet can contribute significantly to the revenues of the company. Coming up with different pricing models will ensure that the company gets the best price for its tablets. For instance, due to increased demand, the company should increase the sale price for its X7 model and lower the prices for its ageing models of X5 and X6 tablets.

It is imperative that the company is shielded from unnecessary losses that occur due to loss making products (Cafferky, 2010). As a result, the company should cut down on its costs and increase costs only when revenue increases. Under SLP3, we noticed that the company’s revenue were declining at a fast pace compared to expenditure of the company. As a result, the company needs to undertake a lot of cost cutting measures.

For instance, in the year 2012, the company had expenditures to the tune of $ 546mn while revenues were $ 1.32bn. The same trend was witnessed in 2013, when the company spent around $ 664mn while the revenues of the company stood at $ 1.32bn.

Finances

The Company spent a lot of money on the development and production of the three tablets. For instance, in the year 2012, the company spent over $ 700mn as operational costs. The profits for 2012 stood at over $ 400mn and this figure did not change drastically in the year 2013 as profits stood at $ 356mn. The R

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Analysis of Whole Foods Market’s feedback loops Case Study college application essay help

The industry in which Whole Foods Market operates is very competitive. It is a fact that this firm has managed this competition very well by creating a niche in the market and developing special products for this niche. However, it is important for the management to realize that success is a process that requires an understanding of the prevailing conditions and making relevant changes whenever this is necessary.

The environment has been very dynamic due to various changes brought about by various forces. The market is heavily affected by political, economic, social and technological forces which continue to change quite often. According to Kratschmer (2011), technology has changed various factors in the production process, their transportation and marketing strategies.

There has also been a change in the political leadership in this country. The changing socioeconomic factors in the United States also have direct impact on the operations of this firm. For the firm to be successful, it must find a way through which it can respond to these forces in a way that would help it become stronger than its competitors in the market.

This organization must be able to learn new better ways and identify opportunities in the market by having a system that would relay a feedback about various forces in the market. This paper involves analyzing Whole Foods Market’s feedback loops and organizational learning opportunities. This research study will focus on the reinforcing loop and balancing loop that play off within this firm to enhance its growth.

Reinforcing Loop According to Spulber (2007), reinforcing loop mostly take place without the knowledge of the relevant stakeholders. This scholar says that there are some effects that have a compounding impact when they are allowed to take place. Reinforcing loop can have a positive or negative impact on a firm depending on its nature.

This scholar says that this effect may start mildly that the management may not realize. It may come to their knowledge when it is too late or when the effect has created massive impact. At Whole Foods Market, this has been witnessed. The growth of market share of this firm may be considered as a reinforcing loop. Whole Foods Market was founded in 1980 by John Mackey.

When he started this firm, Mackey did not have a lot of resources to fight the giant firms that had already developed in the market by that time. However, this entrepreneur knew what the market wanted and was determined to offer exactly that. According to Morecroft (2007), it is always more difficult to retain customers than it is to make them have their first purchase.

Get your 100% original paper on any topic done in as little as 3 hours Learn More This is because there are cases where a customer would be left with no choice but to make a purchase at the store because of limited choices. Other customers would also be interested in making their first purchase on the basis of their curiosity. However, retaining a customer requires a deep understanding of the market, and the ability of the concerned firm to convince the market that what it offers is the best.

The growth of the market share can be attributed to the dedication that the management and employees of this firm had towards satisfying their customers. It was mentioned that a reinforcing loop has a compounding effect. It actually works in the same manner as interest and principal. As the rate of interest increases, so will the principal. The increased interest will be added to the principal who will in turn increase the interest. If this circle is not put to an end, the principal will massively increase.

This is the same thing that has been happening with the market share of this firm. At first, Whole Foods Market did not have a solid customer base that it could consider loyal. However, the management did not focus on growing its market share.

The management and all the employees focused on offering value to the customers whenever they visited their outlet. The management was keen to understand market needs and offer products which meet their needs. As they did this, a virtuous cycle was being created.

A customer who got satisfied with the service of the firm would become a loyal customer of Whole Foods Market. Their loyalty would not stop with making regular purchase at this store. The customers would invite other customers to come and share the thrilling experience at this firm. One of the factors that attracted customers to this firm was their conviction towards delivering products that are healthy to consumers and their insistence on protecting the health of their patients.

One customer would invite another, the invited customer would invite another and the chain would continue. Although the management of this firm used advertising to market their brand and product offering in the market, one of the main factors that propelled this firm towards its current success was the evangelism that its customers involved in after making a purchase from its stores.

This reinforcing loop effect has also enabled this firm expand rapidly in the European market. This is a confirmation to ABC Company that Whole Foods Market is a firm that is destined for more success in future.

We will write a custom Case Study on Analysis of Whole Foods Market’s feedback loops specifically for you! Get your first paper with 15% OFF Learn More Balancing Loop According to Dettmer (2007), balancing loop is always very important towards ensuring that a firm grows in the market. In an organization, growth is only common when the management can set a desired goal that should be achieved within a particular time. Setting a new stated- also referred to as the desired state- involves a number of activities. It always starts by understanding the current state of the organization. It is only possible to set a desired state when the current state is known.

When this is done, it would then need the concerned authority to determine the desired state. This would mean that the management would create a gap between the current state and the desired state. When this is done, then there will be the movement from the current state to the desired state in a bid to eliminate the gap created. Several factors have happened within this organization that can trace their development through balancing loop.

However, one of the striking factors has been goal setting and the behavior that always accompanies this. There has been a massive controversy over the health effects of genetically modified foods. A section of the market believes that genetically modified foods are very safe for consumption, while the other section believes that such foods are very harmful in the long run.

The management of Whole Foods Market has been concerned with this issue. In 2010, the management of this firm started a research into this issue with an aim of coming up with a finding that would help determine the right path that this firm should take. The report was finally compiled on March 2013. In this report, the team tasked with this function first defined the current state of this firm.

The team realized that there are some states where Whole Foods Market was stocking genetically modified foods while in others it did not. It all depended on the laws of that particular state and the general perception of the public towards these foods. The next step was to determine the desired state.

The team realized that the desired state was not to eliminate the genetically modified foods from their stores, but to label them as a way of alerting the customers that what they are buying is genetically modified.

The management realized that for this to be achieved, there had to be a change of attitude of employees towards genetically modified foods. Originally, the firm had created a culture where people within this firm believed that genetically modified food was not good.

This attitude had to change in order to achieve a change of behavior of the employees towards this type of food. To achieve this, the management launched an internal awareness campaign to help employees change their behavior towards genetically modified foods.

Not sure if you can write a paper on Analysis of Whole Foods Market’s feedback loops by yourself? We can help you for only $16.05 $11/page Learn More The desired state was to change the behavior of the employees towards genetically modified foods in order to convince them that these foods could be sold to customers who considered them good for consumption. The only responsibility of this firm would be to inform its customers that they were genetically modified. This change of attitude of the employees has helped this firm achieve its goals in the market.

References Dettmer, H. (2007). The logical thinking process: A systems approach to complex problem solving. Milwaukee: ASQ Quality Press.

Kratschmer, P. (2011). Organizational Culture is Highly Resistant to Change. New York: GRIN Verlag.

Morecroft, J. (2007). Strategic modeling and business dynamics: A feedback systems approach. Chichester: Wiley

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Analysis of Whole Foods Market using Nadler-Tushman Congruence Model Case Study best college essay help: best college essay help

Table of Contents Introduction

Performance of Whole Foods Market at the Organizational Level

Performance of Whole Foods Market at Group Level

Performance of Whole Foods Market at Individual Level

References

Introduction Whole Foods Markets has been very successful, and the previous analysis has shown that this firm has the capacity to increase its productivity if it continues with its current positive trend. According to Coulter (2009), it is possible to determine if a firm is on the right path by analyzing its current strategies and future plans. It is apparent that Whole Foods Market has a management that has mastered the market trends.

This firm has shown a strong indication that it has a capacity to meet the expectations of the market in a special way, making it one of the most preferred firms in this industry. However, for ABC company to be sure that Whole Foods Market is a firm worth investing in, it must have a detailed analysis of the firm. It must go beyond a simple analysis of the current market share and productivity of the firm.

This is because there are cases where a firm may exaggerate its capacity in order to attract investors. In other cases, management would create a scenario where investors would believe that the firm has a large market share while in real sense that may not be true.

For this reason, it is always important to have a surety of the real capacity of the firm by using all possible tools. In this study, the researcher will continue analyzing Whole Foods Market using Nadler- Tushman Congruence Model. This tool will help in analyzing the output of this firm in the market and the congruence of different performance elements.

Performance of Whole Foods Market at the Organizational Level According to Richardson (2006), when analyzing the performance of an organization, care should always be taken to determine some of the factors that are indicators of performance. For instance, an analysis of performance can be conducted to determine the output of a firm. The output can help determine the performance of an organization.

It is also possible to determine the profitability of the firm without putting emphasis on productivity. Others may also want to determine this performance by analyzing the productivity of factors of production. In this case, the analysis will be done on the output of the organization.

Whole Foods Market is one of the leading grocery outlets and has positioned itself as a provider of healthy foods. The main goal of this firm has been to provide its customers with food considered healthy at reasonable prices and to increase its market share in this niche in the United States and Europe. The management of this firm realized that with the emergent of many diseases associated with unhealthy eating, the middle and upper class members of the society are becoming conscious of what they eat.

Get your 100% original paper on any topic done in as little as 3 hours Learn More These two groups, which make the main market share of this firm, have been looking for foods considered as healthy. This is what this firm has set to deliver in the market. Considering the productivity of this firm, it is true that there is high congruence between the output of this firm and the set goals.

According to Anderson (2012), Whole Foods Market is one of the supermarkets that are trusted in the United States to offer foodstuffs that are recommended by doctors for their health benefits. For instance, some of the leading supermarkets in the United States have been stocking genetically modified foods despite the controversy that surrounds such foods. Whole Foods Market has jeopardized its profitability by avoiding such foods in its stores in most of the states in this country.

For the states that have supported such foods, this supermarket has been keen to label its products in order to make its consumers aware of what it is providing. This has helped the firm develop a strong trust with the customers. It is an assurance that this firm cannot sell products considered harmful to its customers.

The congruency between the output and the goal of the firm can be attributed to the achieved congruency of its culture and structure. The management has created a culture where foods considered as unhealthy are shunned from the stores of this firm. It has made everyone to believe that stocking unhealthy foods is an equivalent to direct attack on their highly valued customers. This culture emphasizes on the long lasting relationship between the firm and its customers.

Selling to them food that may put them at risk would be like sending them away from the firm. This culture is highly congruent with the structure within the firm. The shelves at this firm do not stock food considered unhealthy as they have been struck off from the list of inventories.

The management has also set up a system where all the stocks are tested to determine if they are in the right condition for consumption. This has earned this firm a great admiration in the market because customers have come to believe that Whole Foods Market is not just focused on profit generation, but also on the well-being of its customers.

Performance of Whole Foods Market at Group Level An analysis of Whole Foods Market can be done from a number of fronts. According to Nadler (1977), there are different groups that exist in an organization, and care should always be taken when selecting the groups. This scholar says that within an organization, the groups can be selected based on the managerial level. In this case, there will be three groups which include the top management, middle management and the junior employees.

We will write a custom Case Study on Analysis of Whole Foods Market using Nadler-Tushman Congruence Model specifically for you! Get your first paper with 15% OFF Learn More Whole Foods Market has a clear structure of leadership which can be analyzed. Another approach can be on the basis of the departments within the organization. In this case, the departments can be finance, marketing, procurement and logistics, production, research and extension among other departments. For a firm with global coverage, the groups can be considered as the regions in which the firm operates. In the case of Whole Foods Market, this can be the United States and European markets.

In this case, the groups will be taken as the managerial units. As was mentioned earlier, this will give three groups, which are the top management, middle management and junior employees. It is important to analyze the output of these three groups and determine how congruent they are with the organizational goals.

The top management of this firm is responsible for making policies that help in running the organization. Besides making these policies, they have the responsibility to ensure that these policies are applied successfully within the firm in order to yield the desired result. The top management therefore, has the responsibility of making the middle managers understand these policies in order to make their implementation a reality.

The output of the top management can be considered to be highly congruent with the goals of the firm. This is because it has managed to develop policies that would ensure that Whole Foods Market continue to deliver quality healthy products in the market without overemphasizing on instant profitability.

This output is demonstrated in the continuous delivery of healthy food by this firm in a market where other firms are focused on quick profitability.

The second group of middle managers has also managed to give an output that is congruent with the goals of the firm. According to Nadler (1977), the middle managers are always very important in the implementation of policies. They are responsible for making non management employees implement policies that are formulated by the top management.

Their output has been congruent to the goals of this firm to the extent that this group has been able to influence actions of the junior employees towards achieving the objectives of the firm. The middle managers have worked closely with the top managers and junior employees to ensure that there is smooth information flow from top managers to the employees and from employees to the top management.

The third group has been the junior employees. These are the ambassador of Whole Foods Market. When a customer visits an outlet of this firm, it is the junior employees who will serve them. The customers and junior employees are always in constant contact and the impression given by these employees would be taken as a reflection of the entire firm. This group’s output has been marvelous. Junior employees have been working closely to ensure that they meet the set objectives of the firm.

Not sure if you can write a paper on Analysis of Whole Foods Market using Nadler-Tushman Congruence Model by yourself? We can help you for only $16.05 $11/page Learn More They know that the firm is focused on delivering healthy food to the customers. To achieve this, the employees have been keen on inspecting the shelves to ensure that products stocked are in good shape. They have also been very active in various other assignments which have helped this firm attain a positive image in the market.

Performance of Whole Foods Market at Individual Level The output at individual level within this firm has been congruent with the goals of this firm. The firm has employed performance contract at individual level in order to determine the output of the employees. The performance contract has been developed in line with the goals of this firm. This means that every individual within this firm must appreciate the need to achieve a particular goal in order to help the firm achieve its overall goal.

From the top management to the junior most employees, there is a clear task that is assigned to them, and an output set that should be realized after a given period. The performance is always determined at the end of the financial year. This has helped improve the overall performance of this firm because every individual works hard to achieve the set goals.

By developing specific output for every employee, it has become possible for this firm to align the objectives of individual employees to that of the entire organization. Achieving this congruency between goals of individual employees and that of the firm has helped Whole Foods Market meet its objectives in the market with a lot of ease.

References Anderson, D. L. (2012). Organization development: The process of leading organizational change. Thousand Oaks: Sage Publications.

Coulter, M. (2009). Strategic Management in Action. New York: Pearson Higher Education.

Nadler, D. (1977). A congruence model for diagnosing organizational behavior. New York: Columbia University, Graduate School of Business.

Richardson, M. E. (2006). Organizational diagnosis: Using the congruence model as the theoretical framework in a complex organization. New York: Wiley

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Weekly Journal: Public Administration Compare and Contrast Essay essay help free: essay help free

Table of Contents Introduction

Major Theorists

Conclusion

Reference List

Introduction Public administration focuses on the functioning of public service and its relations with people. Numerous theorists analyzed different facets of public administration and contributed greatly to the development of the discipline. Thus, Wilson, Goodnow, Addams and Taylor are some of the most influential theorists who made a profound contribution to the development of the public administration.

Major Theorists Woodrow Wilson is one of the most influential theorists in public administration. He believed it was crucial to divide administration from politics (Shafritz

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Talent Management Strategy: TriStar Logistics Evaluation Essay essay help

TriStar Logistics distinguishes the need to make appropriate plans in advance its staff and the collective expertise that is involved. The commitment of the company focuses on developing the full potential of individual employees so that they may attain their own career aspirations, while maximizing on the value that TriStar Logistics offers to its clientele.

Objectives of the ‘Talent Management Strategy’ We will see to it that only the very best personnel is employed and retained at Tri-Star Logistics. This will be of great benefit to the company. We also intend to have the guarantee that TriStar Logistics’ clients will receive the greatest benefit out of being served by the top quality skills and talent that can be found in the market.

We intend to enhance the commitment of our employees by availing to them numerous opportunities in order that their own career goals and aspirations can be fulfilled (Armstrong, 2008).

The significant positions and roles in the organization shall be staffed with the necessary staff, and TriStar Logistics shall continuously seek to achieve positive transformation by strictly adhering to the set out employment equity goals. The strategy shall target to offer a channel through which internal skills and talents can be developed such that the future human resource can be achieved by way of internal promotions.

The Key Components of the Talent Management Tri-Star seeks to achieve a strategic recognition as an “Employer of Choice”. The company will achieve this status by undertaking effective branding, remunerating its employees competitively, and achieving leadership in its operations. The company will physically demonstrate this commitment by targeting to list itself among the leading 15 Best Employer Companies competition.

Roles and positions at TriStar Logistics will strictly be filled in a fair and transparent manner, while adhering to the equitable processes of employment set out by the company. A clear success criterion will define the entire mission’s critical positions at the company, on the basis of which decisions on appointment will be made.

Assessing the suitability of people to determine their potential to work in specific roles and positions will rely on much information in order to highlight on our objective measures (Ensley et al, 2010).

Get your 100% original paper on any topic done in as little as 3 hours Learn More People having unique and important skills will follow through a career path where technical specialty will be involved. However, decisions on this will be arrived at based on individual employer’s skills and intended aspirations.

Personal learning plans will be established for all the key staff, with the main objective being to facilitate their current performance and increase their ability to handle future obligations (Armstrong, 2008). A formal monitoring mechanism will be established as a way of ensuring full implementation of the decisions.

Key employees who possess critical leadership potential will be offered the opportunity to serve in different roles in order that they may build a broader experience. Consistency will be achieved in potential evaluation by establishing panels that will act as the formal structure (Silzer

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Fire Safety in the Health Care System Research Paper college essay help: college essay help

Abstract It is critical for all healthcare facilities to have in place an intact fire alarm and sprinkler systems. Healthcare facilities are at a greater risk of experiencing fire incidences because of the highly inflammable substances that are used in hospital laboratories. Automatic fire alarm systems have either smoke or heat detectors that sense the presence of the smoke and heat respectively and sound the alarm to alert occupants to evacuate.

They are connected to the fire department, where the alarm signal is simultaneously sent for immediate response. Fire detectors must be located in all the areas of the hospital to enhance their effectiveness. Sirens, bells, or horns can relay the alarm signal, and need to be strategically located in the hospital where the signals can be heard or seen with ease. The sprinkler system should also be automatic in its response to fire outbreaks. The automation is effected by the valve ends at each pipe opening.

The valves are made of heat-sensitive materials. In the presence of heat, the valves expand and the water contained in the pipes is released immediately. Sprinkler systems should at all times have water within the pipe networks. The system is highly effective as only valves near the heat will open up to release water, while the others will remain intact.

The fire safety system should be constantly checked to repair damages and failures. Workers in the healthcare facility must also have appropriate training on how to react in the event of a fire outbreak. Trainings should also involve informing workers on ways of reducing fire accidents within the facility.

Introduction Health care facilities, just like any other institutions and facilities require proper arrangements and systems in place to help cushion them from the threat of fire outbreaks. Healthcare institutions often include laboratory tasks, which involve working with flammable liquids as well as other hazardous substances.

These conditions and substances of operations increase fire threats faced by the institutions. This paper seeks to discuss fire safety within the healthcare system, with particular focus on alarms and sprinkler systems that are used to enhance safety.

Discussion of Subject Fire Alarm System

A fire alarm system installed within a healthcare facility must be able to accomplish the four most important functions or reactions. Firstly, it should be able to detect fire presence. Once the detection is done, it should accomplish the rest of the obligations, which include notifying the occupants, notifying the fire department, as well as be able to perform other safety functions such as releasing the magnetically held smoke doors (Gagnon, 2007).

Get your 100% original paper on any topic done in as little as 3 hours Learn More The fire detection mechanism of the alarm system mainly uses special smoke or heat detectors. The specially designed heat detector will sense the development almost immediately when the heat within the vicinity of a healthcare facility increases as a result of fire outbreak.

The smoke detectors also operate in the same fashion, whereby they sense when smoke fills the area. Smoke detectors must be placed on some raised location, possibly on the ceiling, to be able to speedily detect smoke in the event of a fire incident.

Fire alarm systems can either be designed using ionization smoke detectors or photoelectric smoke detectors. Healthcare facilities should consider using alarm systems made of both types of detectors because they assure greater safety for the patients (Solomon, 2013). This suggestion is based on the fact that ion detectors have a faster sensing ability of a flaming fire, while photoelectric detectors are highly efficient in detecting smoldering fire.

It is important that both types of detectors are installed to ensure maximum security and safety because a healthcare facility is at risk of facing any of the two fire types (Solomon, 2013). The location of the fire detectors on the healthcare facility should be done such that a greater area is covered in order to increase their efficiency in operations.

Notifying Occupants

Once the effective heat and smoke detectors sense the presence of a fire, the fire alarm system should produce enough sound as a means of attracting the attention of occupants. This signals the fact that an evacuation mission is necessary. Several apparatus can be used to relay the alarm situation, either simultaneously or separately.

These apparatus include sirens, horns, bells, as well as stroboscopic lights together with speakers. The sound and visual alert appliances are equally of great importance as the fire detectors. In essence, their location should also be as strategic as possible in order for everyone within the facility, and in some instances even those in the vicinity, to be alerted of the impending danger.

The system also automatically notifies the fire department. This should be done as speedily as possible in order to minimize any damages or losses that may result from the fire (Mills

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Sport Governance Issue Report (Assessment) cheap essay help

Professional sports and the use of performance enhancing substances has been a matter of the more recent times. A larger number of major events have special committees that check for any illegal drugs taken by athletes, but sometimes, there are controversies that require a much closer look.

Even though it might seem that it is players or athlete’s personal decision to intake any illegal substance, the case of Essendon illustrates that players are not always directly involved or motivated to break regulations.

Essendon and its players are one example of a case where many factors have played a role in the matter. The ASADA has started an investigation of an intake of illegal substance by the coach and the football team. The primary issue pertains to the laws and regulations in accordance with other teams and organizations (Glory

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