Od vs Hr

We are witnessing and participating in an unprecedented dissolution of the boundaries of the field of organization development. In organizations around the world, the HRS function Is monopolizing the ODD function at an unprecedented pace, which is limiting our reach, blunting our effectiveness, and compromising our role. † ODD and HRS Do We Want the Lady or the Tiger? By Matt Mailman Ding. Ding. Ding. K, time's up. Time to decide. Will it be door number one, or door number two? The lady or the tiger? In Frank Stockpot's allegory (1882), a prisoner is ordered to choose between two closed doors.Behind one is a woman whom he must marry sight unseen and live with for the rest of his life; behind the other is the tiger which would surely eat him alive. Without knowing exactly what is behind which door, how Is one to choose? And, which does one really prefer? Like the mythical prisoner, the field of ODD has been standing In front of two doors for too long, putting off the choice betw een them. One door would leave the ODD function embedded within HRS; the other would get ODD out to stand independently on its own two feet in the organization.The field of ODD has been putting off this decision for too long? nice its inception, in fact?and it is time for us to make the decision. Well into our mid-ass as a field, we can't really blame all of this mess on our forebears, because frankly we're dealing with these choices Just as badly as they did when the field was first founded. We're still standing looking at the same two doors between which our ODD forebears could not decide. Long History, Deep Roots This question about whether ODD should be part of HRS or should stand on its own goes back to the founding of our field.What became organization development had its roots in the training and placement function, where the T group was the primary Intervention. At a panel of the founders of ODD at the 2009 Academy of Management conference in Chicago, almost every one of the m, to a man, said that they were trained as writers or sociologists or engineers, but attended an ANT Institute T group where their lives changed. (Several also lamented that they were all white men in the field at that time, and on that panel at MOM. Following their ANT experiences, they tried to bring these insights they had obtained Into their organizations via the training function. By the ate sass, Just a few years after the field was founded by about a dozen Internal training and development people at Ant's summer home in Bethel, Maine, the theory was, â€Å"let's transform the way managers think about themselves and the ways they relate to people and solve problems, and once we've done that, we can send them back home to transform their own organizations† (Operas & Bradford, 2004).Evidently, there were some who said that the ODD function should stand on its own and be independent to other intelligence (Burke, 2 ). Others, however, were concerned t the field of ODD was too new and unknown and should reside in the personnel or raining function, as advocated by Shell Davis of TRW Systems, Sys Levy from Pillsbury, Herb Sheppard formerly of Sees, Dick Backyard, and others. Their belief was that â€Å"ODD at the time was too new, too ephemeral, and too suspect to survive on its own in the organization †¦Early on, then, two models or scenarios ODD and HRS: Do We Want the Lady or the Tiger? 17 about the place of ODD within the organization were debated regarding the wisdom of such a placement† (Burke, 2004). Theory Versus Fact The vast majority of the central thinkers, writers, and scholars in our field today (Cummings & Worldly, 2005; Marshal, 2009; Ferrymen & Worldly, 2009; Retell, et al. , 2009) write as if ODD is a separate and distinct field of practice, but the facts on the ground tell a different story.We are witnessing and participating in an unprecedented dissolution of the world, the HRS function is monopolizing the ODD function at an unprecedented pace, which is limiting our reach, blunting our effectiveness, and compromising our role. As a field, we are behaving as if there is nothing we can do about it; it is as if we are watching ourselves in an automobile crash in slow motion, worried and concerned at hat we see, and yet unable to find the brakes or grab the steering wheel to avert the collision and all of the collateral damage.Maybe the founders of the field were right that ODD was too new and too fragile to stand on its own. But they didn't count on what's happening now in the field of HRS. The Ascendancy of HRS Over the past 15 years, we have seen better and better leadership of the HRS function, with several universities now offering Masters' degrees in HARM and HARD and several MBA degrees with an HRS concentration. The result has been a generation of stronger, more tragic HRS managers who have achieved a seat at the table and are trusted advisors at the top of organizations.Many managers at the top of the HRS function are getting better by the year about understanding the dynamics of the organizations in which they serve. Increasingly, they can speak the language of the board room, and are not afraid to undertake even major organization change projects. This new generation of HRS leaders clearly understands that people and money are the powers that run organizations; and when the system can provide enough of the latter, their Job is to get Just enough f it into the hands of the former to get the Job done. And then return the rest to stakeholders. And to keep the organization out of court.In these regards, they are notably different from the generation of HRS managers and VSP that preceded them, when there was no professional training for HRS managers and when these posts often went to the UP who was due to retire next. The evolution of the training function also has had an impact. Ever increasing pressures to reduce costs nave torched the training diminution to get smart about impact evaluation. Kirkpatrick (1998) four levels have forced the training function to kook beyond end-of-session â€Å"smile sheets† to defend their budgets and make the case that training is a valuable investment.The result has been that training functions are now requiring training managers who have the skills to collect data, analyze it, and think systemically about what to do with it. Sounds familiar, doesn't it? If you needed The days of HRS staff being hired principally because they were people persons with DOD listening skills are gone. The trend toward activity based costing (BBC) is now showing the true cost of overhead functions such as HRS, and HRS is responding by asking itself more relevant to the business of the organization.Many HRS staff are now called business partners, often reflecting an aspiration goal, but quite distant from the actual reality of their skills on the ground. With this smarter, more strategic generation of HRS managers comes the instinct and desire to have at hand one of the most powerful levers for organizational change and renewal, the ODD function. Thus the trend of ODD roles and functions being acquired by HRS. And, to be clear, in merger and acquisition terms, these are not mergers of equals; they are straight up acquisitions of the ODD function by HRS.Another factor has been the pressure on HRS functions to be relevant to the business of the organization. The days of HRS staff being hired principally because they were people persons with good listening skills are gone. The trend toward activity based costing (BBC) is now showing the true cost of overhead functions such as HRS, and HRS is responding by making itself more relevant to the business of the organization. Many HRS staff are now called business partners, often reflecting an aspiration goal, but quite distant from the actual reality of their skills on the ground. Money to do that, wouldn't you be looking for a DOD ODD person?Often desperate to meet the ir utilization goals, the training function is very happy to let managers continue to believe that training is the answer to every problem, a kind of panacea for whatever ails. Leaders and employees alike seem to rely on training as the answer, believing perhaps that with the right education they can deliver what the business needs. That is certainly an easier solution to accept than facing ODD issues related to how people, teams, and departments relate and connect with one another, how business processes work, and how all connect with ND work toward the strategic direction of the organization.So, it is no wonder that smart HRS leaders are looking to candidates trained and educated in ODD to take on these business partner and training leadership roles, resulting in even more blurring of the lines between ODD and HRS. 18 ODD PRACTITIONER Volvo. 42 NO. 4 2010 Differences Are Real, and Important By now, this author's biases are probably clear: there are important differences between th e ODD and HRS functions; and as these roles collapse and the differences disappear, the field of ODD is losing its unique position in the organization and its effectiveness overall.We're behaving as a field as if we uncoil be living in a both/and world around this, when the truth is exactly the opposite. Many in ODD struggle to find and hold boundaries that separate people and things. We spend our entire time helping our clients make better connections between each other at all levels?individuals and pairs, cross unit collaboration, organizations working toward better partnerships, etc. But when it comes to ODD and our HRS cousins, we should be sharpening and better defining our boundaries, not blurring them, because the differences in our functions are real and important.The HRS function has a legally mandated, regulatory role: to provide people to fill Jobs, to reduce costs (for payroll, health care insurance, benefits, etc. ), and to keep the organization out of the courts and th e press by ensuring compliance and avoiding claims of discrimination or harassment. People view HRS as the people you go to with a problem that you want to make official. People feel that going to HRS puts things in the record. They see HRS as the enforcers or policemen.The ODD function has a developmental mandate; in fact, our Job is to increase the effectiveness of the organization and to maximize the potential of the human beings in the work force. We have theories, concepts, beliefs, and values through which we help our clients assure that there is alignment among strategy, structure, business process, and culture, while at the same time embedding human values such as honesty, respect, diversity, and voice.One model (Marshal, 2006) outlines three domains of knowledge for ODD practitioners: Ð’Â » understanding social systems, drawing on theories and ideas from the social sciences, including psychology, social psychology, sociology, anthropology, political science, and others, consistent with ODD aloes; understanding the wows and whys of change, including the bodies of knowledge that help explain how all levels of the system?individual, group, organizational, community, and even societies change; and understanding the role of the third party change agent, especially aiding the person in charge as well as the system itself to bring about the desired changes, requiring an understanding of the issues, politics, psychological processes related to being a third party in a change process. That doesn't sound much like the recruit, retain, train, and develop mandate of the HRS function, does it? It is hard to imagine even the highest functioning HRS departments being knowledgeable and skilled in all these areas. There are many in HRS who look at the list of ODD functions and say, â€Å"Oh, we can do that! † And, on occasion, they may be right.But the philosophies of the two disciplines are starkly different, as are the theory bases, the world views, the c ore skills sets, and their roles within the organization. There is a built-in conflict between the role of ODD consultant, coach or adviser with a developmental mandate working toward organizational effectiveness, versus the role to the R practitioner whose core mandate is regulatory and endorsement. Can a good HRS person advise on selected developmental matters, such as training strategies and needs assessments? Yes, as can a good ODD person. But the conflict of interest for the HRS staff shows up when the Action Research process of retreat planning and design requires them to interview staff about a manager's effectiveness.What staff member in her right mind would say something critical of their manager to someone from HRS, who is likely also to be involved in decisions about that manager's promotion, pay, and even succession planning? Or their own? HRS has its hands on too many of the organizational levers and has too many mandates centering around enforcement and control to ever be effective at drawing out of managers the truth about their insecurities, anxieties, and the shadow sides, that is so necessary to doing good work and being effective in doing ODD. Troubling Examples These concerns aren't Just theoretical, either. Quick conversations with a handful of colleagues, both ODD and HRS, turn up some troubling examples.In a large multinational organization, The Different Functions Organization Development Ђ Improve the effectiveness of the organization Maximize the potential of human beings and their contributions to the organization Align strategy, structure, business processes, and behavior into an effective corporate culture Model and foster humanistic values into the workplace Human Resources Manage employee attraction, retention, development, and performance management Develop and manage programs for employee relations, staff wellbeing, workforce planning, and workload management Ensure equity and diversity Reduce labor costs Avoid litigation E nforce corporate policies 9 the ODD staff and external consultants were forced to follow the rules that govern the rest of the HRS function around meeting with VSP and senior managers. The HRS UP insisted that he attend every meeting that the HRS?and ODD! ?staff had with other VSP in the organization. Not Just marketing or contracting meetings, but actual project meetings as well. He was unwilling to make an exception for the ODD staff lest the HRS staff get upset.Within weeks, his it was in Corporate Strategy along with the strategy and budget functions, where it had free reign of the organization and was in constant contact with the top dervish on strategy, structure, and corporate culture. It was later merged into the HRS function. The results: the best organization design people in town left (with all of their embedded knowledge) rather than be reassigned to deliver management training programs. Then a succession to HRS managers grade- practitioner is, then anybody can hang out a shingle claiming he or she is an ODD consultant. In fact, some years ago, there was an informal study of the members of the ODD Network that found that almost one third of them had taken on the label or the role of ODD consultant, with no previous education or training in the field.Not All Bad News To be clear, the field has shifted largely positively, over the past few decades, responding to some of the â€Å"red flags† that Larry Greener (1972) identified for ODD, including: Ð’Â » Putting individual behavior ahead of strategy, structure, process, and controls; Ð’Â » Overemphasized the informal at the expense of the formal organization, driving more for openness and trust to change the culture, often at the expense of efficiency, hierarchy, and accountability; Ð’Â » Driving open and trusting relationships as a normative model for change, without questioning the context or applicability in a even situation, and assuming that team building was always the preferre d intervention; Ð’Â » Putting process before task, enamored with the human dynamics of working together over getting the work done; and Ð’Â » Treating the manager as Just another stakeholder, relatively uninvolved in the planning and conduct of consultant programs rather than the key stakeholder. Historically, the field has addressed many, if not all, of these red flags among strong and well-grounded practitioners. However, many of them are still quite evident in HRS people who are trying to do ODD today.The Right Answer Reflecting on the various options for organizing and structuring the ODD function and constructing its relationship with HRS, the optimum solution is to establish In a large financial institution, the ODD function thrived when it was part of the IT function where it designed and facilitated large business process simplification projects. It had its best years when it was in Corporate Strategy along with the strategy and budget functions, where it had free re ign of the organization and was in constant contact with the top leadership on strategy, structure, and corporate culture. It was later merged into the HRS function. The results: the best organization design people in town left (with all of their embedded knowledge) rather than be reassigned to deliver management training programs. Schedule became a huge constraint on the work of the ODD function because consultants (internal and external) could not get into his calendar to meet with their clients. In a science-based organization the ODD function was fully financially self-sufficient, recovering the costs and a bit of an â€Å"upgrade† from its internal clients. Other HRS managers got resentful of this chargeable mechanism. They forced the manager of the ODD program to stop cupping her costs, which effectively killed the ODD function because it had no free- standing budget of its own. In a university, a very strong and capable ODD function has been merged and renamed Learning and ODD, resulting in the organization's best ODD talent being diverted into managing the training program for the university.In a large financial institution, the ODD function thrived when it was part of the IT function where it designed and facilitated large business process simplification projects. It had its best years when ally reduced the ODD function to delivering two day team alluding retreats, and a cadre of dozens of internal and external consultants has been whittled down to less than 10. In one knowledge -based organization we know, the ODD person is required to have the HRS person present during all contracting and data collection meetings. Clients are now creatively working around the requirement by calling the ODD staff directly on their cell phones after hours to discuss matters that they can't or won't say in front of the HRS people, who are not trusted in that system.No Boundaries, No Standards What Bradford and Burke (2004) said about the jack of standards in the field of ODD applies equally well to the lack of boundaries with the HRS function. â€Å"When there is lack of clarity as to the boundaries of the field and corresponding confusion about what the appropriate role of an ODD 20 the ODD function independently. Ideally, it would have a blended mandate and funding, charging back for local unit-specific work, and centrally funded for organization-wide efforts. There are instances when ODD should be working in partnership with the HRS function, specialists on one discipline speaking with and working closely with specialists of the other discipline.There are instances when the HRS function would be the ODD function's client; and there are instances when the ODD and HRS functions ought not to be working together at all, such as when there are conflicts of interest or large scale organization strategy or design projects not ready for implementation. There are disadvantages to being freestanding and independent within the organization. The O DD function may become vulnerable to exposure, scrutiny, and politics. Some ODD people can't play in the C-suite (Burke, 2004). The function would have to earn its stripes and compete for money and mandate with there functions in strategic planning, financial management, budget, and yes, even HRS.But the upsides of organizational independence are quite significant, and are evident now where strong ODD departments are standing on their own. The ODD function becomes central to the business of the organization, influencing strategy, mergers and acquisitions, divestitures, restructuring, etc. It works upstream, providing early input on the development of plans and processes, able to bring a systemic perspective and ODD values to actions that previously had been made primarily on financial grounds alone. It is present and able to influence the setting of the agenda, not Just the implementation of it. But How to Get There? It is no longer enough Just to be good at process.To be able to st and independently in organizations, free of the cover and support of the HRS function, ODD practitioners need to: Ð’Â » Know the major environmental, regulatory, and financial drivers of the organization; Know, be known by, and trusted by the top leadership to the organization; Know what's involved in evaluating, deciding, and implementing mergers and acquisitions, especially around blending corporate cultures and business processes; Be effective n working across cultures, in global environments, and especially today, virtually; and Be attuned to the organizational politics within the organization and within its governance structures. (Greener ; Cummings, 2004) Integrating sustainability and globalization into the world of ODD brings another set of challenges.To play effectively as a free standing function, free of support from HRS, ODD practitioners need: Ð’Â » New and better ideas for progress, guided by diversity, development, and sustainability; Ð’Â » To understand a nd be effective at intervening in economic systems, balancing productivity with innovation, sustainability, and perversity; socially constructed and negotiated (Bushes ; Marshal, 2008). As the boundaries of the field have expanded over the past 15 years to include more systemic perspectives, there are new challenges for how to educate new ODD professionals (Minoan ; Farther, 2008). That's a tall order for a field that has prided itself historically on being apolitical, focusing on the individual, following the lead of the client, ambivalent about asserting ourselves in leadership roles within our client systems, and seeing ourselves as a bit subversive in being countercultures. There is some good news here, however.

Registered nurse Essay

The field of nursing has been well-known since the beginning of civilization. People everywhere are familiar with this field because people have always and will continue to experience illness, pain, suffering and death. The purpose of this report is to provide readers with detailed information about the field of nursing including its history, occupation description, education requirements, employment opportunities, job outlook, job availability and salary. The first roots to the modern nursing can be traced back to Florence Nightingale (Career As a Registered Nurse (RN),6). She has inspired numerous people around the world and was considered a heroine in her time. Nightingale was highly educated and would travel through Europe looking at hospitals trying to educate the staff on better patient care and hygiene. She then served as a nurse for the British government tending to ill and injured soldiers during the Crimean War. Nightingale started the first modern, formal nursing school in 1860, naming it the Nightingale School, after herself. Nightingale is said to have created the healthcare model that we follow today, which treats the patient as an individual instead of a disease. (Career As a Registered Nurse (RN),6). This paved the way for other nurses to step up and make nursing a better field to work in. In the United States, Clara Barton cared for soldiers in the Civil War that were fighting for both the North and the South. Clara Barton later developed the American Red Cross. (Career As a Registered Nurse (RN),7). Developments such as these lead to the first nursing school in the US opening. It was opened by the Bellevue Hospital in New York. (Career As a Registered Nurse (RN),7). This helped girls across the country gain insight into the field of nursing which in turn created new schools and new opportunities for people to join the field. A registered nurse takes care of sick and injured people. They are concerned with the â€Å"Whole Person† rather than the disease an individual may have. Registered nurses help with the emotional, physical and mental needs of the patient they are caring for (Registered Nurse (RN)). In the hospital registered nurse’s work under what they call a head nurse. According to the Registered Nurse (RN) web site, â€Å"Registered nurses usually work eight hours a day, forty hours a week, rotating shifts, holidays and weekends. † Registered nurses perform a variety of different jobs. They observe the patient and record the observations they see, they consult with the physicians and others healthcare clinicians with their observations, and they maintain and disconnect intravenous lines for fluid, give medication, blood, and blood products. United States). RN’s help with the plan of care for their patients; the plan may include their activities of daily living, checking the dosages given to the patient, and administering medication (United States). An RN also helps explain to family members how to take care of their family member after they return home. They may explain their diet plan, nutrition, care needs, and the exercise needed (United States). The RN teaches the patient’s family, along with the patient, how to take care of their injuries or illness (United States). These are only a few things that a registered nurse may do on a daily basis as their jobs are crucial for the recovery of sick and injured individuals. They are different educational paths that a registered nurse can choose from. They can get their bachelor’s degree, an associate degree, or a diploma from an approved nursing program (United States). Many registered nurses choose to complete either a two year program with an associate degree or a four year program with a bachelor’s degree. After they have successfully completed the nursing program, then they must take a national examination in order to obtain a nursing license to practice (Career as a Registered Nurse (RN), 23). They are also advanced practice nurses such as a nurse midwife, nurse practitioner, nurse anesthetist or nurse specialist. Advanced practice nurses need a master’s degree in order to practice (United States). Degrees There are three different educational paths to becoming a registered nurse. They can choose to obtain a bachelor’s degree (BSN), an associate degree (ADN), or a diploma (Career as a Registered Nurse (RN), 22). Bachelor’s degree programs are offered by universities and take an average of four year to complete the program. Associate degree program is offered by community colleges and take about two to three years to complete the program. Diploma programs are completed in the hospital, and they last about three years (Career as a Registered Nurse (RN), 22). After the student graduates from one of the three types of programs, and they complete their licensing examination, they can qualify for the entry-level positions as a staff nurse (United States). Several nurses that have taken the associate program will return to school to obtain a bachelors degree program; they call this an RN-to BSN program (United States). People who have a bachelor’s degree program can return to school to obtain an accelerated master’s degree in nursing (MSN). After completion of the ADN program to receive the BSN and MSN it takes three to four years to complete as a full time student to receive an award for both (United States). The bachelor’s degree program takes about twelve to eighteen months to earn the degree after completion of the associate degree program. For someone who holds a bachelor’s degree who decides to obtain an MSN, it takes an additional two years to receive their master’s degree (United States). When taking classes at college for the associate degree program, the programs includes courses such as anatomy, physiology, sociology, microbiology, chemistry, psychology, and nursing classes. For associate degree programs liberal arts is also a part of their coursework (Career as a Registered Nurse (RN), 23). Students must participate in supervised clinical experiences. These clinical rotations can be done in hospital departments such as maternity, psychiatry, pediatrics, and surgery (United States). Several other health care facilities that offer clinical experience include public health departments, home health agencies, nursing care facilities, and ambulatory clinics. Advantages and Disadvantages When deciding what degree should be obtained, students must consider everything before choosing what program is right for them (United States). If someone has chosen to take an associates program with a two year community college, they could be limited for advancement opportunities (United States). When someone takes a bachelor’s degree or higher with a four year university, they receive more training in areas such as communication, leadership and critical thinking and will have a better opportunity to obtain a higher position than someone with a associates degree (United States). People who obtain a bachelor’s degree have more clinical experience in nonhospital settings (United States). Bachelor’s degrees are often needed for teaching, consulting, and research positions (United States). Licenses In the United States, students are required to graduate from an approved nursing program before they are allowed to practice nursing. Students are required to take and pass the national licensing examination known as the National Council Licensure Examination or NCLEX-RN (United States). After successfully passing the NCLEX-RN exam students will obtain their nursing license. Other Qualifications Nurses are people who should love caring for others when they are sick and ill. They should be responsible and sympathetic for all patients. They need to be able to give people direction and supervise other co-workers who are under them. Nurses should be emotionally stable to be able cope with people who are suffering, dying, and emergency situations (Career as a Registered Nurse (RN), 19). Continuing education credits could be required in some states on regular bases (United States). Advancement Registered nurses most often start out as staff nurses in hospitals. The more experience the nurse acquires overtime, the more often the nurse will move to other departments or promoted to do jobs taking on more leadership roles and responsibility (United States). Registered nurses can advance from a head nurse to a senior-level nurse they are more of a director, vice president, chief of nursing and assistant director (United States). This job requires a graduate or an advancement degree in health services administration, and the administration program works with leadership, communication and excellent judgments (United States). If someone chose to advance in their nurse practice, there are four different advanced practice nurses to choose from they are: clinical nurse specialists, nurse anesthetists, nurse-midwife, and nurse practitioners (United States). When a nurse chooses one of the four types of advanced practice nurses, it requires a master’s degree (United States). New graduates should consider if they want to advance in their career when first applying for a job in order to ask the hiring team if there is room for advancement within the facility and the position they will be taking.

It's a research paper Example | Topics and Well Written Essays - 1500 words

It's a - Research Paper Example The romans realized the value of rhetoric and sought to use it developing their speeches, an aspect that was common during the renaissance and humanism periods. Rhetoric is recognized as the art of ruling the minds of men; it is an ornament that decorates language by making it more persuasive or appealing to the language user. Rhetoric presents the message in coded language that has little harm to the author as well as the readers. It also provides room for expression of issues in different contexts and situations because the technique can perform many tasks using similar words. This research paper seeks to analyze the use of rhetoric in literature and construction of genres. There are many rhetoric devices. They include questions, parallel structures, sound patterns such as alteration and assonance, contrasts, for example, a statement like; we have to be cruel to be kind. Other rhetoric patterns include repetition, hyperboles, emotive language, imagery, and contrast. Primary themes in every literary work examine the issue of appearance and reality. The authors justify appearance and the reality in their works in several ways. They create characters that pretend to be what they are not to link these two aspects in a dramatic way. Don Quijote is one of the great Spanish literary works written by a prominent Spanish writer, Cervantes. The novel was published in 1615 as a response to an earlier version published by an unknown person. In this novel, Cervantes defends himself from the earlier allegations made by an unknown publisher. He demonstrates reality by mentioning the earlier version of the book that he considers as being false and to the second part which is the true book. The author rhetorically creates characters who have read the false book are recognized a lie. He sought to bring reality and truth at a time when an unknown publisher of his first

A Casy Study_PTII Case Study Example | Topics and Well Written Essays - 500 words

A Casy Study_PTII - Case Study Example The methods to use for collecting effective data generally consist of techniques like questionnaires designed for taking interviews, observation practices and other measures like surveys. However the methods like observation and surveys are taken to be unobtrusive in nature and thereby do not require the researcher to go for an in-depth analysis of the research question. On the contrary, the use of interview technique based on development of a questionnaire helps the researcher to gain potential inferences to the research question. Thus for the research question under view it would be feasible to incorporate the interview method than other data collection methods (Cummings and Worley, 2008, p.123). Use of open and close ended questions in the interview would enable the researcher to get effective views and feedbacks of the respondents to the research question. Using written document along with an in depth interviews the researchers will be able collect information of the phenomena. By reading it carefully researcher tends to drive the essence of experience by conducting interviews with the individuals who have already experienced the phenomenon. Interviews to be conducted for the research are of mainly three types, unstructured interview, semi structured interview and focus group interview. In unstructured interview, the questions are not set in advance so that the flow is not limited with certain set of questions. Once the interview is underway, the interviewer may ask question to clarify his thoughts such as â€Å"tell me what you meant by† or â€Å"please say more about†. In semi structured interview, the interviewer pre plans few of the general questions to be asked. This type of question typically begins with set of guiding questions which address significant aspect of the research subject. Open ended questions are used to guide the interview and offers some structure and at the same time attempts to maintain

Answer Questions Essay Example | Topics and Well Written Essays - 250 words - 2

Answer Questions - Essay Example Thirdly, servant leadership is a way of improving loyalty, diversity, and all-inclusive decision-making process. The workers feel indebted to hardworking leaders, which will lead to loyalty and hard work. Similarly, the workers will feel appreciated especially when they are engaged in decision-making. It is noted that there are two sets of servant leadership. In the first set, the employees are rewarded when they accomplish the set goals in the organization. This is a recurrent process, which enhances the productivity of the workers. This requires constant participation of both leaders and employees to evaluate the progress and performance (Nahavandi, 2006). This has been proven to record immense improvement at the work place. The constant communication and interaction enhances employee-leader relations. With such a relation, there will be positive changes at all the times. Secondly, there is the leadership style where leaders are obliged to intervene when there is a problem. In such times, the leaders involve the workers in looking for a prudent solution to the incumbent problem. With such processes, the workers feel engaged in the running of the organization. Personally, this leadership style should be appreciated in ensuring immense performance. In conclusion, servant-leadership style has been in use around the world with proven success. One of the fundamental benefits of this type of leadership is long-term outcomes, which are positive. It is an opinion that this can be used in enhancing organizational culture, which will improve the organization’s

Wal-Mart Capital Structure and Financial Analysis Essay

Wal-Mart Capital Structure and Financial Analysis - Essay Example Total Assets (Fixed + Current) = $27,638_ x 100 $120,223 = 22.9% Debt to Equity Ratio The debt to equity ratio measures the relationship between a company's debt capital and equity capital. It shows the percentage of a company's equity that has been financed by external debts. The debt-to-equity ratio for Wal-Mart has been calculated as: Debt-to-Equity Ratio = Total Debt Capital x 100 Total Equity Capital = $27,638 x 100 $49,396 = 55.95% CALCULATION OF WEIGHTED AVERAGE COST OF CAPITAL In the Weighted Average Cost of Capital (WACC) involves the calculation of separate items in the capital employed and then weighting the cost of each element by its proportion of the total capital employed. There are following factors in the Wal-Mart's total capital: Equity (Common Stock) Debt (Long-term Debts) $ % Of Total 4,311 Common Stock of $0.10 (par) 423m 1.75% Long-term Debt 23,669m 98.24% Total Capital Employed 24,092m 100% Cost of Equity The cost of equity estimates the cost of common and preferred stock. But for Wal-Mart, this calculation will not include preference stock because the company has not issued any preference shares. The analysis of Wal-Mart's annual report reveals that the company is expecting to pay $0.150 dividend per share to its common shareholders. For dividend growth, we assume it to be 10% annually. The cost of common share capital has been estimated with the help of following formula: Cost of Common Share Capital = (Next annual dividend / current market price) + annual dividend growth = ($0.150 per share / $50.49 per share) + 10% = 10.29% per annum. Cost of Debt The calculation of cost of debt will encompass all the interest bearing long-term debts of the company. According to the Wal-Mart's...There are following factors in the Wal-Mart's total capital: The cost of equity estimates the cost of common and preferred stock. But for Wal-Mart, this calculation will not include preference stock because the company has not issued any preference shares. The analysis of Wal-Mart's annual report reveals that the company is expecting to pay $0.150 dividend per share to its common shareholders. For dividend growth, we assume it to be 10% annually. The cost of common share capital has been estimated with the help of following formula: The calculation of cost of debt will encompass all the interest bearing long-term debts of the company. According to the Wal-Mart's annual report, the company's weighted average effective interest rate on long-term debt is 4.08% in 2005. The tax rate applicable to the company for the year is 34.7%. The cost of long-term debt has been estimated as: As analysed from the company's financial statements and the calculation of financial ratios, the capital structure of Wal-Mart has become evident. Wal-Mart has structured its capital funding in a way its external debts or borrowings do not exceed its total equity to a greater extent.

Cyberbulling Assignment Example | Topics and Well Written Essays - 500 words

Cyberbulling - Assignment Example Cyber bullying takes place by use of electronic technology such as computers, cell phones and tablets. Likewise, cyber bullying takes place by use of communication devices including social network sites, chat, text messages and websites. In recent days, United States, have attempted to pass legislation curbing against cyber bullying.. Various states have put in place legislations and implemented Federal laws since 1985 to protect against various cybercrimes including. Under Sec.113. Federal "Cyber bullying Prevention ": To strengthen bullying prosecution devices, this section likewise amends the Communications Act of 1934 to give a clear definition of a telecommunications tool(47 U.S.C 223)(h)(1) to include all device that uses Internet technologies like the voice over various internet services. The amendments in1996 provide. The Communications FEDERAL Act, prohibits the making of phone calls of the use of telecommunication tools "without disclosing the identity of one to abuse, annoy, harass or threaten any individual at the called phone number or an individual receiving the communications. This law helped in defining various cybercrimes previously unknown. In the criminal law, the 2011 federal cyber-stalking law has in many ways helped addressed the previously lacking in previously lacking. The law includes language permitted prosecutors to go after individuals using electronic devices to harass. These laws explicitly stipulate that an â€Å"interactive computer service† may not be used to threaten. In this regard, close to half of the states in the U.S. have likewise implemented their laws to permitted authorities to press charges against individuals engaging in cyber harassment and cyber stalking. The significant difference between the two pieces of legislation is on applicability. The initial law was more general and failed to address the dynamic threats that modern day cyber

Theories of Prejudice in Studs Terkels C.P. Ellis Essay

Theories of Prejudice in Studs Terkels C.P. Ellis - Essay Example Ellis describes an example of how such causal factors of prejudice are shaped due to personal, historical, and environmental issues. This essay is an attempt to relate the theories expounded by Parrillo to the actual case of C.P. Ellis. Terkel’s narrative, after all effectively describes the different levels of prejudice that C.P. Ellis went through before finally reaching a realization that such prejudice should be done away with. By interpreting Ellis’s experience from the perspective using Parrillo’s theories, it is possible to achieve that prejudice, no matter how long it has been held by an individual, can still be eradicated. In applying Parrillo’s theory on the levels of prejudice, it is clear that Ellis did not develop his racial prejudice only in his adult years. Terkel writes that Ellis’s father was a member already of the Ku Klux Klan. Ellis narrated that that he was taught by his father that the Klan was the â€Å"savior of the white pe ople† and that it was â€Å"the only organization in the world that would take care of the white people.† (Terkel 400) Through his father’s influence, Ellis developed a strong admiration and belief for whatever the Klan stood for, including its hatred for African Americans. It was easy for Ellis to be influenced by his father because, who despite being a drunk at times, made it a point to spend enough fun times for his son. Ellis himself declared his affection and love for his father, including the ideas given to him. The parent’s own outlook is always the first to influence a child, a fact that is even more operative in healthy father-son relationships. The relationship between adult and child, especially when parental, is the most effective condition for a cognitive level of prejudice to develop. Parrillo defines the cognitive level of prejudice as one that â€Å"encompasses a person's beliefs and perceptions of a group as threatening or non-threatening , inferior or equal (e.g., in terms of intellect, status, or biological composition), seclusive or intrusive, impulse gratifying, acquisitive, or possessing other positive or negative characteristics.† (385) The development of the cognitive level is prompted by external factors, however. In Ellis’s case, it is the ideas planted by his father in his younger years. The absence of economic opportunities is another causal factor in the emergence of racial prejudice. The frustration of being poor or impoverished despite working very hard can cause individuals to seek subjects where they can vent their anger. It is clear in his narrative that Ellis put heavy emphasis on his frustration over his economic woes. Just like his father, he worked very hard only to find out that his earnings were still not enough to satisfy the needs of his family. He was angry and depressed and he needed to blame someone or some people over his fate. Ellis admitted that he began to blame African Am ericans. For him, it was the most convenient thing to do since â€Å"hatin’ America is hard to do because you can’t see it to hate it.† (Terkel 400). In analyzing Ellis’s statement, it is obvious that he already had the tendency to consider the American social system itself as the probable cause for his and his family’s despondence. However, without the intellectual tools of social analysis, identifying such system as the culprit is complicated.  

Impact of Inflation in World Economics Dissertation

Impact of Inflation in World Economics - Dissertation Example Placing in the most generic term, inflation within an economy diminishes the value of money as a result of which the common people find it difficult to survive. Inflation and growth are such two terms of the economy that are comprehensively incompatible and can never be anticipated to meet (Economy Watch, 2011). The present research paper has been designed to critically evaluate the impact of inflation upon the Asian economies. The reason for selecting the Asian economies for study is the excessively elevating rate of inflation as compared to the rest of the world during the past a few years. The following demonstration of the inflation rate has led to the undertaking of present research. The rates of inflation depicted in the figure are those of the recent period. Source: (Trading Economics, 2011). The figure is a clear representation of the rate of inflation in various countries of the world inclusive of the western countries, European countries, Australia and the major Asian count ries in terms of economic growth and also population. It is evident from the figure that rate of inflation in India and China is the highest in the entire world in recent times. This is the basis of the present research that will be concerned with finding the causes of inflation along with its effects and most importantly finding an effective way of managing inflation. 2.0 Causes of Inflation in Asian Economies According to a special report from the Asian Development Bank (2008a), during the period from the year 2007 to 2008, both structural as well as cyclical factors have contributed towards the escalating prices of food products in Asia. Before that period, major cereal stocks in the global market were reducing radically. The harsh rate of failing stock was a clear indication that the world economy had been becoming incapable of meeting up the rate of consumption (ESCAP, 2011). As a result of this, the ratio of stock-to-use had been falling massively, before it reached one of its lowest rates during the same period of 2007-2008 as shown in the figure below: Source: (Asian Development Bank, 2011). The percentage figures in the above figure had been shown with respect to three important cereals: corn, wheat and rice. Various structural factors that have been influencing the increasing rate of food prices during the period 2007-2008 are observed to be continuing their impacts upon the present episode of ever increasing food prices within the Asian economies. The factors relevant on the demand-side of the economies are inclusive of huge rate of growth in population figures, sturdy rate of growth in people’s income within the emerging economies and varying diet habits of the people from staple items of food towards meat and several other processed foods. Increased consumption of processed food items requires huge amount of feedstock and raw materials. The factors in the supply side that contributes towards increased rate of inflation are the enhanced util isation of food grains, primarily rapeseed oil and corns for the purpose of producing biofuel; alteration of the agricultural lands in order to be utilised for business purposes; enhanced shortage of resources for irrigation; lower production of crops; increasing costs of raw materials; and

The Evolution of the Human 'Y 'Chromsome Essay Example | Topics and Well Written Essays - 5000 words

The Evolution of the Human 'Y 'Chromsome - Essay Example Females account for two X chromosomes while males have one X and one Y chromosome. Y chromosome is also one of the significant sex determining chromosomes in animals and since we are focusing on the human aspect, so the same is in human beings as well. In mammals, the gene SRY is located in the Y chromosome which has an effect on the development of the testis which in all fairness is an indicator of the maleness of a person. The Y chromosome spans 58 million base pairs which are indeed the building blocks of the DNA and there is a clear enough representation of around 0.38% from the DNA as present in the cell of a human being. The Y chromosome has within it 78 genes where there is a coding taking place of only 23 proteins which are very distinct and different in nature. Specifically talking about the Y chromosome now, we see that in the past, the scientists were of the belief that the human sex chromosome, the Y chromosome was just a minute and smaller version of the X chromosome, which indeed is the chromosome present in both the sexes, males and females. Moving further ahead on this notion, we discern that the research conducted by Dr. David Page who is a member of the Whitehead Institute for Biomedical Research showed that on the reversal of the Y chromosome there is a significant story as it brings out the essence related with the evolution of the sex chromosomes and not only that but also provides an area of respite for the genes present for the sake of male fertility. What these results have done is to educate one and all of the basis and importance related with the Y chromosomes. (Ribbert, 2003) More than that, it has portrayed the Y chromosome as being the basis for the different diagnostic techniques for literally thousands of men who are infertile and cannot have babies. The genetic differences are easily understood through the results thus achieved on the working done on the Y chromosome and these genetic differences are in line with the

Philips Maps Out a New Direction - Case Analysis Essay Example for Free

Philips Maps Out a New Direction Case Analysis Essay Philips, the electronics manufacturer, has developed a plan to increase profits, shareholder value, and market positioning by 2010. The first step in the process is CEO Gerard Kleisterlee. Upon taking the top position, Kleisterlee was able to affect an immediate 4% rise in share prices by simply announcing the marketing make over plan. He believes that a focus on innovating and branding will be the key to the plan’s success. The strategies that Kleisterlee is employing are consolidating six operating units into three, acquiring similar or enhancing technology companies, and entering into emerging markets. The six existing units will merge into three divisions, Consumer Lifestyle, Philips Healthcare, and Philips Lighting. Each division will be run by a CEO recruited from within the other existing Philips operating units. The rationale for the consolidations is to ‘save on logistical and back-office costs,† and to increase revenues by 5-6% for each unit. Philips will also acquire existing technology companies that deal with a specific technology, most likely incorporating those acquisitions into one of the three divisions. Philips is also penetrating emerging consumer markets like China to build brand recognition and create a dedicated market base. Strategic Issues: Problems and Opportunities Philips has some issue to overcome, particularly name or brand recognition, and stagnate earnings and profits. As stated the name Philips is associated with laxatives and tools. The parent company Royal Philips Electronics produces a wide range of products from light bulbs, to electric shavers, home medical devices, and semiconductors. Even though stock prices rose quickly when Kleisterlee took over, sales and earnings have not increased significantly. Kleisterlee’s goal of increasing pre-tax margins by 10% will require an increase in sales along with the decrease in operating expenses which is the goal of consolidating operating units. According to the case study, Philips has no debt on their balance sheet. This financial position is a great investment opportunity. As noted, it makes cash available for acquisitions of other technology companies whose operations can provide immediate revenue growth to Philips’ bottom line. Second, it allows Philips to invest marketing dollars into the newly created divisions and into emerging markets creating the sought after name and brand recognition. Analysis and Evaluation Philips as a whole has enhanced its rankings in important areas as brand rankings, brand value, and innovations. Consolidated and highly targeted operating divisions allow Philips to focus on marketing three different product lines in the same market. Philips has an opportunity to saturate any one or all of three unique markets. Operating as individual units allows each division to operate as an independent company with independent marketing strategies. However, by building on the parent company’s brand name, Royal Philips Electronics, each division can enhance their market positions by taking on the reputation that has been developed. The challenge for Phillips, and the continuing opportunity, is to try maintain a virtually debt free balance sheet. This will help not only in acquiring exiting technology companies, but will allow Philips to invest in technology companies in the emerging markets that they want to target. As is pointed out, in China, local technology firms can reclaim a certain market share. However, Philips can invest in the local technology market buying technology specific firms, and adding their market reputation to a local manufacturing partner. Conclusion Royal Philips Electronics, simply known as Philips, is developing into a global marketer of different but related products. The key to Philips’ success so far is to consolidate operations, acquire existing technologies, remain debt free, and penetrate emerging markets. The key to Philips’ continuing success is to invest in emerging markets as a way of enhancing the market positioning of each operating unit while drawing on and maintaining the parent company brand and name reputation.

An analysis of sigmund freuds level of consciousness Essay Example for Free

An analysis of sigmund freuds level of consciousness Essay Sigmund Freud, born in 1856, was an Austrian neurologist and physiologist. Today, Freud is known as â€Å"one of the most influential and authoritative thinkers of the twentieth century†(Berger). Throughout his lifetime, which had ended in September of 1939, Freud had many theories, however, his most well known as the â€Å"psychoanalytic theory of personality development,† which argued that the human psyche is divided into three parts: the id, the ego, and the superego. In the novel Lord of the Flies, many readers believed that the author, William Goldberg, applied Freud’s theory to the characters in the book. Based off of Sigmund Freud’s â€Å"psychoanalytic theory of personality development,† Jack Merridew was the id in the story, while Piggy was the superego, and Ralph was the ego. According to Freud’s theory, the id relies directly on instinct as they go through life, ignoring the logistics of reality and the possible consequences. Freud gives an example of an id by comparing it to an infant, who often demands immediate satisfaction, and will react poorly if their needs are not immediately fulfilled. In Lord of the Flies, Jack Merridew is a representation of how a newborn child with power and motor skills could act. When Jack and his hunters leave to hunt for pig and neglected his fireside duties, there is a connection with Freud’s theory. Jack did what would give him direct pleasure, which was, at the time, to hunt. However, because of Jack’s needs, the fire had been allowed to go out and the boys missed one of their only opportunities of rescue, as a ship traveled by the island, but there was no signal smoke. This event highlights Jack’s connections to the id because he had no consideration or thought of what the outcome would be if he was constantly caught up in his own needs. Another time when Jack’s actions relate to Freud’s theory is when the boys are having an assembly to discuss the best sightings. During the assembly, Jack attempts to take Ralph’s power away by causing a disturbance and questioning Ralph’s leadership in front of the whole group. Once again breaking the rules of the conch, Jack shouts, â€Å"And you shut up! Who are you, anyway? Sitting there telling people what to do. You can’t hunt, you can’t sing—†(Golding 91). Clearly, Jack is challenging Ralph’s authority in an attempt to shift it to himself, ignoring the fact that Ralph is a better leader. Jack’s overwhelming need for power convinces him that the position of the leader should be his. Before Ralph, Roger, and Jack start their climb up the mountain to see the beast, Ralph says something that highlights Jack’s connections to the id throughout the whole book. While Ralph was challenging Jack, the text reads, â€Å"For the first time since he had first known Jack, Ralph could feel him hesitate†(Goldberg 122). This quote backs up the fact that for the most part, Jack had gone through his days on the island acting on instinct without a single hesitation. It was only in this moment of time that Ralph could sense any sort of hesitation from Jack, and it would be the only time.

Carrefours Measurement Of Strategic Objectives Accounting Essay

Carrefours Measurement Of Strategic Objectives Accounting Essay > Now Strategic Management Accounting or say SME has been distinct as a form of management accounting where emphasis is placed on data which relates to attributes external to the company, in addition to non-financial and financial information and internally produced information. According to Ken Smmonds, this is the collection of information related to management accounting which can be used for monitoring and formulating strategies. This has main emphasis on trends of cash flow, costs, revenue structure and stewardship of the property and resources accessible to the business. (Inman, 1999) We have different Strategic Management Accounting Techniques such as Key Performance Indicators, balanced score cards, value chain analysis etc. (Carrefour, Key indicators, 2010) Carrefour Introduction: Over the last 40 years, the company has grown to turn into one of the globes leading distribution company. The globes second-largest retailing company and is also largest in Europe. Carregour group at present operates four main types of store formats: Supermarkets, hard discount, hypermarkets and convenience stores. The Company currently has more than 15,500 stores which are either franchises or company operated. In UAE, Carrefour has large presence and has the business similar to its international business domain described above. Business Strategy: Carrefour is a retail endeavor, having its own manufacturing and distribution chain in Middle East which is innovated by EMKE Group. The business strategy of the company is to provide things of daily necessity to common people at reasonable price and earn profit for increased market share. The profit is supposed to be magnifies and retailing units as a result of low buying price in bulk purchase of material. The company has its own manufacturing unit for number of products to reduce the purchasing cost. (Author, Our group, 2010) Mission Objectives: The ultimate goal of the company is to have highest profit in hypermarket and other business segment. The company wants to manage its supply chain efficiently by implementing ERP. Other objectives include increased sales, ERP implementation, cost reduction and TQM implementation. (Author, Key indicators, 2010) Type of Manufacturing: The company has its own manufacturing stream and distribution stream, providing a good choice to carry out this research. The company did not manufactures all of the products it sells but around 70% of the products Carrefour sells comes from its own manufacturing plants. The company has hi-tech plants which are able to produce more than one variety of products at a time. Carrefours measurement of Strategic objectives: The company to achieve its strategic objectives uses the balanced scorecard (BSC) method to check its current level of performance and to bridge between present and desired level of performance. Balanced scorecard is a tactical performance management instrument a semi-level structured account supported by confirmed plan methods and computerization apparatus that can be utilized by managers to maintain track of the implementation of activities by personnel within their monitor and control the cost arising from these actions. It is possibly the best known of numerous such frameworks (for instance, it is mainly accepted performance management agenda reported). The company implemented the balance scorecard model given in the figure below. Plan of a Balanced Scorecard eventually is about the recognition of a little number of non-financial financial measures and adding targets to these items, so that at time when they are evaluate it is probable to establish whether present performance meets prospect. The idea in the rear of this is that by alerting executives to regions where performance diverges from prospect, they can be buoyant to focus their concentration on these areas. Areas where Strategic Management accounting is useful: Increasing the performance of the employees and the company: Performance measures are primarily used to evaluate organizational, as well as employee performance. A PMS develops key performance indicators (KPIs), or metrics, depending on the nature and activities of the organization. KPIs are used as strategy and incentives to assist the coordination of business unit and managers objectives, with those of the general corporation objectives, that is, they support goal congruency. By these metrics, the firm communicates how it desires the workers to act, and how these activities will be evaluated and judged. Carrefour uses the framework below: The key performance indicators of the company include: Number of registered own brands. Number of quality line product % of product supplied by the suppliers. Energy consumption Water consumption Recycling Sales Profit Customer base The company uses these indicators for the overall performance improvement and for performance of the employees, the indicators are: Feedback from colleagues Work hours Quality of service (Gregory, 1995) Supply chain: The supply chain in the company is evaluated on the basis of Value chain. The value chain is a methodical way to examining the growth of competitive benefit. It was invented by M. E. Porter in his book named Competitive Advantage (published in 1980). The chain comprises of a series of actions that build and create value. Value Chain Analysis generally describes the actions that take place in commerce and narrates them to a study of the competitive potency of the company. Value Chain Analysis is single way of recognizing which activities are finest undertaken by a company and which are finest provided by another business. According to that, the finest category of Carrefours supply chain is Information Networks. Here as the task is distributed to individual units (like transportation, distribution etc) and innovation can be diffused at any stage. Talking about supply chain, the Carrefour is currently using allocating gaming policy to hand out the products. Under this strategy, when the supply is low, the suppliers place fewer products on allocation. This signify that that supplier will not provide the order of the downstream fully but will decrease the volume to be supplied downstream in order to make certain that all the downstream nodes get at least some part of demand. In this way, Value chain analysis helps Carrefour to make a best in industry supply chain. (Gregory, 1995) Areas where Strategic Management accounting is not successful Inventory The company tried in past to use SMA for inventory management but the results were not fruitful. The key failure was because of short term nature of inventory management which is not been provided by strategic management accounting. Thus to ensure emergency and constant supply of stocks, the company also maintains warehouses at its allocation centers. The company currently utilizes build to stack approach in its inventory management policy. Replacement of SMA in inventory To ensure a centralized approach in inventory, Carrefour hypermarket has EPR implemented but is not federal yet. The ERP needs to be implemented in complete set of outlets and warehouses of the company. The responsibility to ensure inventory lies in hands of warehouse manager who has to ensure a particular fixed quantity of stock at anytime of the year. The information needed in ERP is to be supplied by various managers at distribution centers, manufacturing units etc. Master plan scheduling: Again because of short term nature of scheduling, Carrefour is not able to schedule its activities with the help of Strategic Management Accounting. Scheduling is thus done by correct coordination between varieties of departments. As mentioned previously, the company maintains around 7 days inventory in its warehouses to provide flexibility next to the always changing demand of people. If the material in the warehouses is lesser than that of 6 days, a buying order form manufacturing plant is placed. In the same way, if the inventory in the outlets is lesser than that of 3 business days capacity, again inventory is enthused for warehouse to the outlets. (Gregory, 1995) Strategic Managemetn Accounting in Various Departments Operations The company did not have a probable forecasting model for maintaining the inventory. It needs a better method for this purpose. The present method for supply planning goes with the need of the customers. Production is governed by the customer needs and Bullwhip effect (covered later in the report). In order to support the production in accordance with customer needs, the company utilizes Kano model as a strategic management accounting tool. A short explanation is given below. Kano model shown at this point is the most fundamental conceptualization of client requirement. The red line shows innovation while the blue shows expected and spoken requirement and green line signifies expected and unspoken requirements. Kano model relies on a supposition that a clients buys when he or she Need something, however is it not totally right, an organization must flood the client needs. This can be implicit as a Voice of the customer concept. Value chain analysis: At every step, proper documentation is done and coordination is maintained which is a part of value chain analysis to ensure that overall supply chain works properly. Finance A balance score card method is used here. The key ingredients of the balance score card method are as follows: Cost Control Senior leadership manages operating expenses and costs through cyclic budgets/ plan. A budget/ plan is a essential management accounting instrument because it assists top management and subdivision heads set spending thresholds and limits. correct financial reporting SCA or Strategic cost accounting assists top management report complete and accurate accounting data summaries. Sufficient cost accounting schemes ease monetary reporting work as corporate controllers can rapidly relocate cost accounting figures into financial accounting instruments like ledgers. Variance analysis Variance study is a necessary profit management instrument. Variances, often called contingency, are differences among actual costs and budget amounts. A positive discrepancy indicates that budget total exceed real costs. Higher management pays concentration to negative discrepancy because these indicate insufficient cost control operations in operating activities. Marketing In marketing department, SMA is generally used to forecast the demand. In marketing department, Carrefour is currently employing allocating gaming policy (as mentioned previously too) to distribute its products. In this strategy, in case when the supply goes down, the suppliers place fewer products on allocation. This signify that the supplier will not provide the order of the downstream fully but will decrease the volume to be supplied downstream in order to make certain that all the downstream nodes get at least some part of demand. For example if 1,00,000 Carrefour products are meant for distributed to 4 equally vital downstream nodes band there is difficulty in reliable supply, then the company will supply only 12,500 products to the downstream nodes, irrespective of its capacity and even when it can provide more to assure that each node get a little and stock is not unfilled. It is also find that is the irregularity in demand is too often, some costumers (downstream nodes of supply chain) order more than the actual need to compensate future disorder in supplies. In this way, the company manages its product strategically. Transportation: The company preserves an effectual transportation system from manufacturing unit to distribution centers and then additional from distribution centers to retail outlets. Currently hired motor vehicles are used to diminish the cost of purchasing of vehicles. Demerits of Strategic Management Accounting There are some of the disadvantages of Strategic Management Accounting Techniques also. Some of them are: Lack of Standardization Monetary accountants follow accounting measures and principles sketched by generally established accounting principles like US GAAP. Management accountants, counting strategic executives, do not have a mix of procedures policies to follow. Focus on Quantitative Information Data based or Quantitative information is information calculated in hard statistics, such as dollars and ponds. A strategic accountant centers a lot of concentration on quantitative data. Information studies by these accountants are very cogent. The difficulty with this is that concentrating only at lucid information, other relevant information is unnoticed. Biasness: Strategic accountants generate methods for calculating performance and are prearranged a lot of space for subjectivity and unfairness. This causes a disadvantage to companies because strategic accountants attach their own individual feelings and beliefs into making decisions. Strategic management process engages the complete range of verdicts. Usually, strategic issues have about 6 identifiable scopes: Strategic issues engage the allocation of large quantity of company resources Strategic matter require highest level-management decisions Strategic issues are probable to have noteworthy impact on the strategic-term success of the company Strategic issues typically have chief multi business or multifunctional penalty Strategic issues are often future oriented Strategic issues require considering aspects in the firms outside environment. Usefulness of Strategic management in the company Meeting the downstream demand by the organization is extremely necessary and most of the organizations (and thus Carrefour) thus lay great weight over their production unit and taking it to best level to attain marked productivity standards. It is involved in strategic guidelines of the company to attain or exceed the requirement in the market. In order to absolute this requirement, business should be spotless in its production and its inventory management. This also need suitable administration of its volume, productivity and cost resources, so as to achieve suitable quality standards. (Inman, 1999) Relation between demand and Supply side The demand of the products to be sold is directly dependent on the supply side (for fulfillment). There is a linear relation existing between demand and supply side with negative slope. When the demand increases, the manufacturing side capacity or say the supply decreases and opposite in vice versa case. One area in which Carrefour is missing is the supply of consumer demand to its customer with appropriate timing. It is the dimension in which system is meeting its prevalent failure. This is highly exaggerated from elasticity that the system possess, and to have correctly timed outcome, Carrefour should have highly appropriate structuring that would be clever to be adequate to all the needs of the customers associated form the company. As a conclusive reason for the failure, we can say that there is lack of co-ordination and management within all the sections operating in the system. Production: Production in governed by the Kano model in order to meet the requirement of the customers. The company manages a number of plants for producing the variety offered by the company. Capacity management: As mentioned earlier too, to guarantee emergency and constant supply of stacks, the company preserves warehouses at all its distribution centers. The stock maintained in the warehouses depends on the forecasting model of the retailing company. The company depends on two sets of customer (temporary and permanent), the stock necessary for permanent clients is still conventional but that for the temporary set of clientele is not. Thus Carrefour invests blissfully on warehousing extra stocks as it is required to maintain extra quantity to answer the surprises expected form temporary customers. Why it is crucial? In a retailing industry like Lulu, a major cost is warehousing or organizing the inventory as mentioned above. If the company fails to understand the actual need of the marketplace in advance, it can counter two kinds of problems: one is the likely unavailability of supply at the stores which affects the quality of the offered service by the company and secondly if Lulu tries to preserves larger amount of stocks, it has to disburse in terms of charge of warehousing. Both the situations are undesirable by the company. (Gregory, 1995) Comments on Role of SMA in achieving Mission and objectives of the company: As we saw that the company wants to become the number one retail market company in the world, the activates like Key performance indicators to maintain the performance of employees and the company, Balance scorecard for financial management and related models like Kano model etc helped company to perform its operations in better and cost effective manner. Thus we can say that SMA is helping the company in achieving Mission and objectives

Essay --

Jesus was sent to Earth by God, his father, to be rejected, suffer and die, so that we may have salvation from our sins. During his time on Earth, Jesus took on various roles and amassed many followers. Some of the roles Jesus took on while on Earth were: teacher, healer, miracle worker, spiritual leader, and saviour. Through his sacrifice, people of all nations are saved from their sins, as long as they have faith in the Lord Jesus Christ. In the book of Isaiah, there are numerous prophecies, in which foretell of a Messiah whom shall save the Jewish people. According to Isaiah, a virgin woman will give birth to a son, who will be a descendent of David. This man will suffer, die, and will voluntarily accept the punishment for our sins and save those who believe in him (New American Bible Version, Isaiah 7:14, 11:1, 53:4, 53:7-8, 53:12). Jesus fulfills all of the requirements of a Jewish Messiah in the prophecies of Isaiah. In the town of Nazareth, a young woman named Mary, who was betrothed to Joseph, was visited by an angel. This angel told her that she would conceive a baby, which would be the son of God. Joseph didn’t believe that she had stayed faithful to him, and was going to privately divorce her. An angel appeared to Joseph and told him of God’s plan. Mary and Joseph then traveled to Bethlehem to register for the census. When they reached Bethlehem, Mary had gone into labor, and they tried to find a place to have the baby. They found a stable, and then Jesus was born and was visited by shepherds and wise men. (NAB Matt. 1:18-25, 2:1-11) Jesus was born the Son of God, and part of the trinity. According to Giles,†because the three divine persons are the one God, the Scriptures consistently depict the Father, Son, an... ...ified, died, and was buried and three days later was resurrected to save humankind from our sins. According to Luke, â€Å" They found the stone moved away from the tomb; but when they entered they did not find the body of the Lord Jesus Christ. While they were puzzled , two men in dazzling garments appeared to them asking, ‘Why do you seek the living one among the dead? He is not here, but he has been raised.†( NAB Luke 24:2-6). Jesus was sent to Earth by God, his father, to be rejected, suffer and die, so that we may have salvation from our sins. During his time on Earth, Jesus took on various roles and amassed many followers. Some of the roles Jesus took on while on Earth were: teacher, healer, miracle worker, spiritual leader, and saviour. Through his sacrifice, people of all nations are saved from their sins, as long as they have faith in the Lord Jesus Christ.

Industrial Engineering :: Engineer Engineering Essays

Industrial Engineering What is industrial engineering? The field of industrial engineering has had many definitions given to it. Most of the definitions include all of the same elements stated in slightly different ways. For example the Accreditation Board for Engineering and Technology (ABET) defines industrial engineering as the profession in which a knowledge of the mathematical and natural sciences gained by study, experience and practice is applied with judgment to develop ways to utilize economically, the materials and forces of nature for the benefit of mankind. [1] The American Institute of Industrial Engineers (AIIE) defines industrial engineering as concerned with the design, improvement and installation of integrated systems of people, materials, equipment and energy. It draws upon specialized knowledge and skill in the mathematical, physical and social sciences together with the principles and methods of engineering analysis and design to specify, predict and evaluate the results to be obtained from such systems. [1] Both definitions describe industrial engineering as a broad field concerned with integrating all the different aspects in a service or production environment. Part of being an industrial engineer is learning how to balance changes. History The origins of industrial engineering can be traced back to many different sources. Fredrick Winslow Taylor is most often considered as the father of industrial engineering even though all his ideas where not original. Some of the preceding influences may have been Adam Smith's treatise The Wealth of Nations, published in 1776, Thomas Malthus’s Essay on Population, published in 1798, David Ricardo’s Principles of Political Economy and Taxation, published in 1817, and John Stuart Mill’s Principles of Political Economy, published in 1848. [1] All of these works provided Classical Liberal explanations for the successes and limitations of the Industrial Revolution. Adam Smith was an economist as were most of his contemporaries at the time. "Economic Science" is the phrase to describe this field in England prior to American industrialization. The amount of influence this literature had on Taylor is unknown. Another major contributor to the field and precursor to Taylor was Charles W. Babbage. Babbage was mathematics professor at Cambridge University. One of his major contributions to the field was his book On the Economy of Machinery and Manufacturers in 1832. In this book he discusses many different topics dealing with manufacturing, a few of which will be extremely familiar to an IE. Babbage discusses the idea of the learning curve, the division of task and how learning is affected, and the effect of learning on the generation of waste.