Human Resource Paper

Human Resource Paper Introduction Human resource management can be defined as a branch of management which deals with issues that pertains to personnel. The branch of management is normally tasked with the responsibility of resourcing employees on behalf of an organization, developing the employees and finally maintaining the achieved efficiency of the employees.Advertising We will write a custom essay sample on Human Resource Paper specifically for you for only $16.05 $11/page Learn More Specifically, human resource management looks into an organization’s issues such as establishing and planning the goals of the department of human resource management, making arrangement for the works and activities to be carried out in the department as well as the organization, filling in of an organization’s vacancies, reviewing and controlling the efficiencies and effectiveness of workers and regulating work related activities. It is actually an extensive department in an orga nization since the human resource is equivalently employed in almost if not all departments of each and every organization. This paper seeks to discuss various aspects of human resource management with specific interest on the management of employees. The paper will look into these issues with respect to the final desired output of the employees. People-Related Problems Likely to arise due to Changes in an Organization The changes that could be experienced in an organization are of varied degrees and types. An organization can for instance resort to changing its internal structures. Joining another organization through mergers, amalgamation or even acquisition are other ways through which an organization can change its structure. The changes could be radical or incremental. Radical changes involve an absolute transition in the system in which almost if not all aspects of organizations are subject to change. Incremental changes, on the other hand, are transitional changes which are i nitiated in steps and bits and occasionally take a longer time to be completely implemented. The changes initiated in an organization will eventually have effects on its employees in relation to the extent of the change initiated in the organization as well as the time period that will be required to effect and finally complete the implementation of the change. The changes in the organization, which could either be radical or incremental, are also diverse. Change in an organization can be in the form of redesigning the organization’s structures, functions and activities. This could be internal to change the roles of the employees or external when it include moves like mergers with other organizations or the subject organization changing ownership to another entity (Jackson et al., 2009 ).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More When changes take place in the forms o f organizations merging, some old problems from the former organizations are brought up in the newly formed organization. There is a possibility of increased workload in the event of such changes. A change in an organization that has downsized will experience problems related to downsizing which may include issues to do with not meeting deadlines due to overworking of employees. The laying off of workers could be done in a general trend or based of some criteria such as age, departmental or even experience. No matter the trend, some people are subject to losing their jobs and the people who remain in the organization might be forced to increase their efforts to cover for the extra work. Both of the groups of employees in this case, those who lose their jobs as well as those who remain in the organization, are faced with problems. The people who lose their jobs due to organizational change have the problem of foregone incomes in the form of salaries and wages. This can have an extend ed negative impact on the families of the affected persons especially if they were sole bread winners of their respective families. The individuals retained in the organization’s system on the other hand, are faced with problems of being forced to work harder or even moved to new departments that that they are not familiar with. The interdepartmental transfers and even promotions poses a threat of stress to workers as they are forced to quickly adjust to the organizational change and increased amount of work due to downsizing of employees, especially if it were a radical change. Changes in an organization could as well have a negative effect on the efficiency of employees. A change that could be positive towards improving the efficiency of an organization could render an employee redundant or discouraged as the employee would feel outdated in the presence of the improved systems of the organization. This could lead to frustration and stress which, if not checked, could eventu ally lead to burning out of the employee. The effect may be as worse as a laid down employee (Labor, 2004). The human-related problems caused by the organizational changes as discussed above can be avoided or controlled at two levels of administrations. The first, being the organizational level at which the managements are to be enlightened on what is right and what is wrong, both legally and morally.Advertising We will write a custom essay sample on Human Resource Paper specifically for you for only $16.05 $11/page Learn More Training and awareness is recommendation for managers to help safeguard the welfare of employees during such changes in organizations. Governments, through policy making can also pass legislations to ensure that employees’ rights are protected during such changes. Policies that limits the powers of employers to hire and fire employees at will can help in reducing the number of laid off employees or ensure adequate compensation is done if an employee has to be laid off by an organization (Labor, 2004). Components of an Effective Human Resource Policy Designed To Prevent Sexual Harassment The rate of sexual harassment is significantly noticeable in workplaces with over thirty percent of women reporting harassment cases. The sexual harassment cases are experienced more by minority women as compared to the majority class of women in America. Harassment can be experienced from senior employee of an organization taking advantage of the workplace position, or can be due to a hostile environment at the workplace that exposes people, especially women, to harassment. An organization is, however, charged with the responsibility of acts of offensive commissions by its employees (Jackson et al., 2009). According to Myers (2003), a sexual harassment policy or any other protective policy put in place by an organization should have provisions that will ensure the effectiveness of the policy. A sexual harassment policy fo r example should include an official statement that indicates the organization’s opinion in relation to sexual harassment. The policy should also illustrate the process of launching harassment complaint by an offended employee. Also inclusive of the necessities of a sexual harassment policy is a code of conduct together with a statement of prohibited behavior. The statement of sexual harassment policy should be clearly spelt and should in addition be consistent with the tradition or culture of the organization. This is specifically important to prevent conflict of interest within the organization. The next important component of the sexual harassment policy is the procedure of launching harassment complaints. The process should be free from any sort of harassment or intimidation.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More An organization is for this matter supposed to acculturate friendly procedures that can motivate employees to report cases of sexual harassments. In legal terms, an employer is liable for an act of sexual harassment by his or her employee if the employer has not provided for protective measures and a friendly environment for reporting such harassments. The policy should therefore provide for adequate measures to prevent and correct the offence. This provision will in case of harassment transfer the liability of offence to either the victim for failing to take advantage of the harassment protective policy or the individual offender employee. The harassment policy should clearly include its implementation which should essentially provide for an administrator and personnel to investigate the claims of sexual harassment. Both the administrator and the investigating team should be competently trained to impartially and comprehensively inquire into claims to establish truths before any pa rty can be victimized for alleged offences (Myers, 2003). Another necessity in an effective sexual harassment policy is the operational commitment of the organization’s human resource management to the implementation of the policy. Lack of commitment to implementation generally undermines the aim of a policy and even promotes an offence as employees will have the notion of not being penalized for their offences. The human resource management should therefore put its employees on a tough notice that sexual harassment is strongly condemned by the organization. Effective implementation that involves employee awareness of acts amounting to sexual harassment, encouraging employees to submit harassment claims as well as ensuring that actions are taken against offenders is also critical to the effectiveness of a sexual harassment policy. The anti harassment statement must be directed to any party who is in a position to commit the act of harassment. These parties include â€Å"all employees, contract personnel, customers† (Myers, 2003, p. 1) and any other third party with whom the employees relate in their course of work. This notification can be achieved through the organization’s modes of communications like memoranda and other internal circulations. The training of employees on the sexual harassment policy can be achieved through seminars and workshops where employees can be explained to on how the policy works. Enlightening the employees into changing their attitudes and mentality towards sexual harassment is another effective step towards the effectiveness of the policy. This step can promote the employee’s understanding to view the harassments as immoral, improper and undermining thereby reducing the offence. The last component of the policy should enforce the internalization of the policy. Encouraging employees to report sexual harassment by ensuring a free atmosphere for the process of reporting the offences and ensuring that inves tigated offences are properly dealt with will improve employees’ confidence in the management and even encourage victims to raise their complaints as well as sounding a warning to potential offenders of sexual harassment (Myers, 2003) Effective Integration of Workforce Planning With the General Business Plan Integration of workforce planning with the general business plan can be effectively achieved by considering the workforce planning as a component of the overall business plan. Workforce planning as a component of the organization’s management shows interrelationship which forms a basis for its integration into business plan. Efficiency in planning and implementation of the workforce processes will therefore ensure effective integration of the workforce planning into the business plan. Workforce planning, or in other words human resource planning, is a set of activities that relates to: Scanning and assessing environment, specifying the objectives to be achieved by human resource activities along with measures to be used to achieve those objectives and developing plans for human resource policies and practices along with time tables for implementing the plans (Jackson et al., 2009). The first step of the planning involves the process of scanning. Scanning looks into the internal and external environments to determine the features and nature of the workforce. After scanning, analysis is done into the objective of the workforce planning which in this respect is dependent on the objective of the business plans. A plan by the organization to increase its productivity or sales will for instance influence the workforce plan to increase the number of employees in the respective departments of production or sales. After the metrics of the workforce environment is taken into consideration, a human resource objective is set. The objective will both be quantitative and qualitative to express the value and efficiency to be achieved by the workforce plan. Again the achievement of the workforce objectives is as well achievement of the entire business plan. Planning is then done on human resource. The planning stipulates the roles of individual parties to the planning as well as the timing of activities to be carried out. The process of workforce planning is therefore an outline of how workforce policies and procedures are to be integrated into a business plan and how the policies and procedures are to be implemented into the workforce (Jackson, 2009). The functions of the human resource management are to source, develop and maintain the productivity of employees of an organization. The human resource department, therefore, following its organization’s business plan, carries out its qualitative and quantitative surveys to determine the business’ need for workforce. Workforce planning makes sure that the organization gets the workforce that it requires in terms of qualifications, number and time period. According to Jackso n et al (2009), the alignment of business planning and workforce planning have increasingly been enhanced over the past years. The human resource managers are currently being incorporated in the planning activities for their organizations as well as other departments in organizations. The authors further established that human resource management is being incorporated in a variety of aspects in an organization. Some of the aspects include: Development of business goals, creating strategies and processes to drive business results, alignment of business goals, implementation of strategies and processes to drive business results, creating and implementation of business strategies among others. (Jackson et al, 2009, p. 1) In its evaluation and assessment of internal and external environments of an organization, workforce planning looks into factors such as â€Å"economic globalization, labor markets and legal institutions† (Jackson et al, 2009, p. 1) among other factors. The work force planning team therefore determines and communicates the possible effects of these environmental changes to an organization. It then helps an organization in planning to adjust to these changes (Jackson et al., 2009). Erasmus et al (2003) on the other hand argued that effectiveness of a workforce plan depends on the business plan and the mission statement of a particular institution. The workforce planning relies on the business plan from which it plans and addresses the workforce needs of the organization. The workforce planning and implementation which forms the structure of an organization is always a reflection of the business plan due to its scope that determines the number and category of people to be employed into the organization’s system. Some of the benefits of workforce planning include: planning to ensure that labor costs are maintained at the lowest cost possible while the human resource supply is kept sufficient for the organization’s operations impr ovement of the general business plan (Erasmus et al., 2003). Important Factors Considered when developing a Recruiting Policy The recruitment policy is an outline developed by the human resource management relating to the process of recruiting employees. The policy describes the requirements for a person to be recruited into the organization and can sometimes include issues related to gender or marginalized groups. The recruitment policy is an important document to both the human resource management and the organization’s management as it is a determinant in the achievement of the goals and purpose for which the recruitment is to be made. The important factors that affect an organization’s recruitment policy can either be internal or external factors. One of the important factors considered when developing a recruitment policy is the human resource policy of the parent organization. The human resource policy of an organization normally outlines the guidelines for all a spects of human resource activities. This means that the human resource policy outlines aspects of recruiting, modeling and keeping employees among other things. The human resource policy is, therefore, an important factor for consideration when developing a recruitment policy to avoid conflicting of policies within an organization. Another factor to be considered in developing a recruitment policy is the nature and type of the vacancy to be filled. The nature and type of vacancy may relate to the administrative level to be filled in the structure of the organization, the type of vacancy to be filled and even the number of vacancies. The administrative level of the vacancy for example will outline the recruiting process and policy. Filling the vacancy of an organization’s top manager for instance requires a lot of skills, expertise and experience due to its sensitivity in the organization’s decision making. A recruitment policy that is extensive will therefore be adopt ed to widen the recruitment scope so as to increase chances of getting the finest candidate for the job. A lower position in an organization could on the other hand adopt a very simple policy for recruiting a local resident of the region. The number of vacancies to be filled also determines the recruitment policies to be formulated. Recruiting for a single vacancy may enlist a single panel and process policy while a large number of vacancies may call for the decentralization of the recruitment process to departmental levels of the organization (Durai, 2010). The main objective of the recruitment process is to source for applicants to fill a vacancy. The recruitment policy must therefore ensure that the process will bring on board a sufficient number of job seekers from whom the organization can select the individuals to employ. The reputation of the organization plays a very critical role in attracting applicants. An organization with outstanding reputation in its human resource man agement in terms of remunerations, benefits, security among other factors will easily attract applicants as compared to an organization that lacks the confidence and good will of the pool of job seekers. A simple recruitment policy will for instance be sufficient for a reputable institution while the organization that lacks confidence and goodwill of the job seekers may be forced to make extra efforts to attract applicants. Conventional practices and organizational culture is another internal factor that affects the recruitment policy of an organization. An organization’s human resource management will tend to follow its traditional practices in recruiting unless the practices have proved inefficient. A consideration is therefore given to the conventional recruitment practices before formulating a recruitment policy as it provides a basis for identifying the successes and weaknesses of past policies (Durai, 2010). External factors to be considered when developing a recruitmen t policy include the nature of the labor market, legislative provisions on labor recruitment as well as the socios of relatively regulated markets included markets in countries like France and Italy while the relatively liberalized markets included United States and Australia. Another effect of change in products and service markets that affects the relation between labor and management is the impact of market regulations on income inequality (OECD, n.d.). References ADOA. (2003). Assessment centre related exercises. Staffing and Recruitment. Retrieved from: hr.state.az.us/staffingandrecruitment/assessmentcenterrelatedexercises.htm Coffee, K. (n.d.). Assessment Centres. Google Documents. Retrieved from: https://www.google.com/url?sa=tsource=webcd=2ved=0CB4QFjABurl=http%3A%2F%2Fwww.spb.ca.gov%2FWorkArea%2Fdownloadasset.aspx%3Fid%3D2534rct=jq=advantages%20and%20disadvantages%20of%20assessment%20centersei=4U-ATayYEYSHhQeNw9ilBwusg=AFQjCNFqqz26QE9w7nnHGf9tXf_0ceT3sgcad=rja Durai, G. (20 10). Human resource management. Noida, India: Pearson Education India Globler, A and Warnich, S. (2005). Human Resource Management in South Africa. New York, NY: Cengage Learning. Gwartney et al. (2008). Economics: Private and Public Choice. New York, NY: Cengage Learning Hale, D. (2010). The Assessment Centre Hand book for Police and Fire Personnel. New York, NY: Charles Thomas Publisher. Jackson, et al. (2009). Managing Human Resources. New York, NY: Cengage Learning. Justice. (n.d.). Employee Assistance Program. Justice. Retrieved from: justice.qld.gov.au/__data/assets/pdf_file/0015/21453/policy-employee-assistance-program.pdf Labor. (2004). Voices of Canadians. Seeking Work-Life Balance Retrieved from: hrsdc.gc.ca/eng/lp/spila/wlb/vcswlb/05table_of_contents.shtml , Myers, W. (2003). 2004 U. S. Master Human Resource Guide. Chicago: CCH Incorporated. OECD. (n.d.). The Cross-Market Effects Of Product And Labour Market Policies. OECD. Retrieved from: oecd.org/dataoecd/8/46/2730792.p df Sims, R. (2007). Human resource management: contemporary issues, challenges, and opportunities. New York, NY: IAP. Wallace, K. (2007). Creating an Effective New Employee Orientation Program. Google Documents. Retrieved from: https://www.google.com/url?sa=tsource=webcd=7ved=0CD8QFjAGurl=http%3A%2F%2Fjournals.tdl.org%2Fllm%2Farticle%2Fdownload%2F1802%2F1077rct=jq=MANAGING%20NEW%20EMPLOYEE%20ORIENTATION%20TO%20CREATE%20MAXIMUM%20POSITIVE%20IMPACTSei=5FaATYjgIpyqhAfT3uGtBwusg=AFQjCNGtNE8u_5zDCXHLeagVYGnCZJqdfAcad=rja

Racism Essay Example | Topics and Well Written Essays - 1500 words - 1

Racism - Essay Example Patterns of racism keep transforming over time and a more universal definition of racism is "Prejudice or discrimination by one group toward others perceived as a different 'race', plus the power to enforce it." Groups of students may be almost identical physiologically, yet be divided against each other on the basis of culture, language, religion, nationality, or any combination of the above which is not an uncommon experience in schools. Teachers tend to pay more attention to "white" students in the group because subconsciously they relate "white" to etiquette, opulence and high society even though it might not always be true. Prolonged influence of racialised opinions from families and society in general results in preconceived notion which shows up as an attitudinal bias. Whatever the roots of racism may be, it tends to perpetuate itself. A group of students are defined as "lesser" and denied access to resources, then the results of such denial is used to justify defining them as "lesser." "Racism" is never shrugged off. For example, when a White Georgetown Law School student reported earlier this year that black students are not as qualified as White students, it set off a booming, national controversy about "racism." The dogma has logical consequences that are profoundly important. If blacks, for example, are equal to Whites in every way, what accounts for their poverty, criminality, and dissipation Since any theory of racial differences has been outlawed, the only possible explanation for black failure is White racism. And since blacks are markedly poor, crime-prone, and dissipated, the global society must be racked with pervasive racism because nothing else could be keeping them in such an abject state. Racialisation is not a natural concept, rather it was born and perpetuated within the society and the feeling of "color-bias" has been passing over along with genetic material over the generations ever-since. It is argued by socio-biologists and some schools of psychoanalysis that our instincts are programmed to hate those different to us by evolutionary and developmental mechanisms. As the world is turning into a global village, the inter-mixing of cultures is inevitable; hence, the population of children with a mixed ethnicity is on a rise. Racial identity becomes more a matter of concern than it was ever before and the new generation is not paranoid about accepting and even experimenting with different cultural factors like language, food, music and attire. This has been aptly demonstrated in Helen Wullff's research ( South London, 1980) on inter-racial friendships in which a group of teenage girls from different and mixed cultural backgrounds were observed for relationships and p eer acceptance and bonding. On the other hand, any scan of urban or suburban school districts and classrooms will demonstrate that students are still kept unequal along racialized lines; private conversations between teachers, administrators or students clearly demonstrate that race does still factor in to how people treat, fear and relate to each other. It is virtually impossible to fix racial inequality and improve race relations without talking

Conventions & Genres Research Paper Example | Topics and Well Written Essays - 750 words

Conventions & Genres - Research Paper Example In this article I will be highlighting how an author’s subjectivity influences an article he has written on a particular topic. This is a very common aspect and it can be said to be in writers, teachers and people who do reviews and they tend to display their views to the topic they are discussing. The pairing of opinion due to subjectivity I have chosen the book "The Border Patrol State" by the author who goes by the name of Leslie Marmon Silko. This border between Mexico and the united states have been subject to various discussions. Questions are raised on how efficient this border is and if it actually restricts those who should not traverse it at bay. The subjectivity from Silko is highly witnessed in the book because she raises the issue on a personal concern. Silko’s subjectivity is viewed on the way she expresses her opinion on the border patrol. The patrol at the border should be an organ that provides security, promote development and peace along the border. A ccording to Silko's, her point of view is that the border patrol are there and are acting as a hindrance to Americas indigenous people. Some of these people actually just want to travel back to their homeland.She believes that these hindrances are interfering with the indigenous American’s rights to freedom of movement and are restricting the economic development of the Native Americans. She accuses the border patrol of harassing people on the basis of their skin color. She talks of how she got stopped while driving home and was detained for hours just because of her being a native. This angered her and drove her to write this article vetting her anger towards the border patrol. The patrol at the border, according to the author, protect the colonizers of ancient time who are the elite who have continued ruling America rather than guard against crime and acts of terror. Her subjectivity is based on her anger towards the border patrol for discriminating against cultures and tri bes. She is a native American and thus she shapes her opinion concerning border patrol is based on how they wrongly treat the native Americans. What really Silko says is that despite the measures put in place in the border, however expensive and advanced, the natives will continue to cross it despite the challenges they will face. Silko concludes that, â€Å"No person, no citizen is free to travel without the scrutiny of the Border Patrol† (Silko, 1996, p. 111). Subjectivities role to me as a teacher Anytime you are in class, subjectivity will show to the students especially when you are giving your own opinion to the students on the subject of discussion. There are two subjects that when I indulge in them,I might end up giving my own opinion to the students and thus reflect my subjectivity to the students. These topics involve politics and religion. Everybody has a right to their own opinion in these two factors. This may make my opinion to sometimes be different from that o f my students due to the divergent backgrounds of the students. With regard to the topics above (religion and politics) you can influence the opinion of many students. Take a case of religion, Spinoza, for example, was a Jewish philosopher who was of the opinion that God is not the creator of nature but was nature itself. This was a subjectivity witnessed in Spinoza. The topic of homosexuality always elicits a lot of reactions from people. As a teacher, I

Case Study of Pearson Publisher

Case Study of Pearson Publisher This assessment will address the following three question through a successful case study of Pearson publisher: The scope of the three variation models Criticize two kinds of change management theories Use the two change management tools to recommend a change plan In the human history,it has organized activitues,had the management activities.Management activities of people experience summarized,formed a series of management thought.Management scholars both at home and abroad is summarized the management theory out,reform and innovation of management is particularly important.The management change,just as its name implies is organization according to the change of enviroment inside and outside,timely in the organization and the relationship between elements of adjustment,to adapt to the requirements of the development of the organizations future.Management of innvation,innovation means to break the old order,break the balance of the original,seek s more suitable for the survival and development of organizations environment. The core of enterprise change is management change, and the success of change management comes from change management. The success rate of change is not one hundred percent, or even lower, often makes a change is dead, the same is dead, the tool. But the pressure of market competition, the frequent updates of technology and the need for their own growth, change may fail, but certainly failed. So it is more important to know how to change than to know why change and change. After all, not for the management and management of enterprises, any change management companies must have sufficient internal data and facts, get rid of these facts and data, the management is aware of the possibility of small. Companies often use questionnaires and face to face communication, collect documents, notes, conferences, seminars, etc., to understand the situation. Organizational change refers to the use of behavioral science and related management methods, the organization of the rights structure, organization size, communication channels, role setting, organization and other organizations, as well as the organization members of the concept, attitude and behavior, members of the The spirit of cooperation between the purpose of the purpose of the system to adjust and innovate to adapt to the organizations internal and external environment, technical characteristics and organizational tasks and other aspects of change, improve organizational effectiveness. The development of enterprises can not be separated from the organizational changes, changes in internal and external environment, the continuous integration of enterprise resources and changes, gave the enterprise has brought opportunities and challenges, which requires enterprises to focus on organizational change. The meaning of change management: change management that is when the organization grows slowly, internal problems arise, the more unable to cope with the changes in the business environment, companies must make organizational change strategy, the internal level, work processes and corporate culture, the necessary adjustments and Improve management, in order to achieve a smooth business transformation. In this era of knowledge economy and information technology is booming, organizational change has become a major symbol of the development of contemporary enterprises. Organizational change in a series of changes such as organizational structure, organizational business process system reengineering, modern information system into the middle of the organizational system, to the enterprise has brought unprecedented changes to the staff relationship management has also brought great changes , While employee relationship management also further promotes the development of organizational changeOrganizational change and employee relationship management only with each other, mutual coordination and promotion in order to enable enterprises to adapt to the trend of modern development, but also to the enterprise a great opportunity. This paper starts from the trend of organizational change in the era of information age and knowledge economy, analyzes the pattern and characteristics of organiza tional change, and further finds out the model and the countermeasures to be used in the management of employee relations under the environment of organizational change environment, so as to improve enterprise performance and promote The purpose of enterprise development. Enterprise organization is an open system that continually interacts with the environment in which it is outside. The external and changing environment and the increasingly fierce market competition and the inherent development of the enterprise organization are also transformed into great pressure on the organization. Enterprises to carry out a broader organizational change, and the success or failure of change is the most critical or human factors. Organizational staff can promote organizational change smoothly, but also can hinder or undermine the effectiveness of organizational change, and therefore employee relationship management in organizational change is a very important issue. The different organizational transformation models carried out by enterprises, the organizational form after organizational change, and the development trend of new organizational changes have different effects on employee relationship management. First, the organizers of corporate behavior are responsible for all change activities; secondly, regardless of whether a team is a formal department or a temporary project team, the leaderships leadership exists in different forms in the organization; and third, the leader has So that all members contribute their own strength, towards the enterprise development goals of the leadership of the charm and influence. The success of strategic change is related to internal resources and external resources. Employees use these resources to absorb knowledge and improve their skills, making organizational change easier to accept, participate, and even seek opportunities to make changes. But 70% of organizational changes ended in failure. In order to seek more effective means of organizational change, companies and employees need to change the leadership, these leaders will affect every stage of change, to promote the smooth progress of the process of change. Middlehurst thinks that the behavior of the leader is self-contained, which mainly includes the following three characteristics: first, the organizer of corporate behavior, responsible for all the change activities; second, whether a team is a formal department or temporary project team, the leader Leadership is in different forms exist in the organization; Third, the leader has to make all members of their own strength, towards the enterprise development goals of the leadership of the charm and influence. Excellent change leader characteristics:Changing the personal qualities of leaders is the key to the success of change, and a good change leader usually has the following characteristics: First, the ability to identify organizational change needs. This is the basis for the cause of change, the leadership must understand the corporate culture, recognize the gap between reality and ideals; second, management tools. Change the leadership to find the problem to explore the means to solve the problem, organize employees, to stimulate potential, encourage them to build confidence, work together to achieve the goal; third, the ability to deal with emergencies. When an emergency occurs, they can make the right decision as soon as possible to reduce the loss of the business; fourthly, the higher EQ. Change the leader to have self-confidence, doing things without fear, perseverance, good self-regulation and ability to adapt; Fifth, the change of leadership must be honest and simple, so that th e line of travel, will be fruit, to get the staff Support and recognition, so that change smoothly. Organizational change is bound to involve the interests of the relevant subject, will inevitably defame and suppress the work of change, and even some of the leadership of enterprises fear the risk of change. This requires backing with the support of the companys leading leadership, organizing a group of courageous people to carry out change work. Organizational change in the course of the process will certainly bring some negative impact, the negative impact of change is the status of the organization is not sensitive or not actively take the initiative to pay the price of the amendment, but the change in the long term, Is conducive to the healthy development of long-term business. Corporate culture is not built out, he is the most simple business philosophy with a healthy organizational business model in the process of enterprise development gradually formed. Business philosophy is the enterprise nature of things, is always abide by the faith, is the process of development of the Polaris; corporate culture is changing with the various changes in the concept of common understanding, is the success of the enterprise to the other side of the pilot. Work Cited http://blog.sina.com.cn/s/blog_69d1f3840100mywq.html http://www.lunwendata.com/thesis/2013/24115.html http://so.qianluntianxia.com/article/2004/CMFD-2004098304.html

Classic Pen Co. Case

Classic Pen Co. Case In the past Classic Pen Company had been the low-cost producer of black and blue pens and had profit margins over 20% of sales. Over the last five years Pen Co. decided to start producing red and purple pens. They require the same basic production technology but can be sold at 3% and 10% premium selling prices. Sales Manager Dennis Selmor is just seeing the financial results and is not happy with the numbers. The first issue that Pen Co. is facing is their decline in profitability. Even though the numbers show the red and purple pens are more profitable individually (red 14. %, purple 18. 2%), the overall return on sales is declining (13. 5%). A second issue that Pen Co. has is the issue of addition of resource costs. It requires a substantial amount of time for physical changeover of production from one colour pen to another. Particularly changing from another colour to red. The final issue Pen Co. faces is the increase of costs related to scheduling and purchas ing activities. Most of the indirect labour costs and computer system costs are related to scheduling and purchasing.Pen Company’s declining profitability could be based on the amount of the company’s overhead. They have determined overhead to be 300% of direct labour costs, when previously the overhead cost was only 200%. The make-up of this overhead is indirect labour, fringe benefits, computer systems, machinery, maintenance, and energy. The reason for such a large increase in overhead is because of the higher demand for indirect costs due to the addition of more complex and specialized products. While the cost for direct labour per one unit is the same for each colour of pen produced.The cost for indirect labour is made up of three different activities: 50% for handling production runs ($10,000), 40% for physical changeover or set up costs ($8,000), and 10% for maintaining records or parts administration ($2,000). The cost for computer systems is made up of two act ivities: 80% for production run activities ($8,000), and 20% for record keeping or parts administration ($2,000). Finally the remaining indirect costs are the machinery ($8,000), maintenance ($4,000), and energy ($2,000).These are all used to supply the machine with the capacity to produce the pens with a total of $14,000. Overall Classic Pen Co. must improve upon several areas of demand in order to increase its profitability similar to what it had been in the past. They need to increase their planning and try to adjust their current planning system and organizing. They could invest in more computers to increase the amount of scheduling being done by computers and as a result lower their indirect labour costs.Finally I recommend they should invest in some more machines to produce the different colour pens in. This would have a high cost of capital but would eventually save the company money in the labour cost and time required for the physical changeover between colours Calculation Page Indirect LabourMachine Support Handling Production Runs = 10,000Machinery = 8,000 Set Up = 8,000Maintenance = 4,000 Parts Administration = 2,000Energy = 2,000 Fringe Indirect Labour = 8,000Total = 14,000 Computer SupportFringe for Direct LabourHandling Production Runs = 8,000Fringe = 8,000 Parts Administration = 2,000 Total Overhead = 60,000 Calculating Activity Rate Activities| Activity Cost| Cost Driver #| Calculation| Activity Rate| 1) Handling PR| 22,000| 150| 22,000/150| 146. 67 / Run| 2) Set Up| 12,000| 526| 12,000/526| 22. 81 / Hour| 3) Parts Admin. | 4,000| 4| 4,000/4| 1000 / Product| 4) Machine Support| 14,000| 10,000| 14,000/10,000| 1. 4 / Hour| 5) Fringe DL| 8,000| 20,000| 8,000/20,000| 0. 4 / DL Cost| Total| 60,000| | | |

Marketing Concept Summary

Summary Definition of Marketing Marketing is not manipulating consumers to get them to buy products they do not want and it is not just selling and advertising. Marketing is a group of activities designed to expedite transactions by creating, distributing, pricing, and promoting goods, services, and ideas. Marketing facilitates the exchange, the act of giving up one thing in return for something else. The central focus of marketing is to satisfy needs. Example) People is willing to exchange their â€Å"something of value-money or credit-for soft drinks, football tickets, or new shoes because you consider those product more valuable or more important than holding on to your cash or credit potential. Functions of Marketing Marketing includes many varied and interrelated activities; buying, selling transporting, storing, grading, financing, marketing research, and risk taking. (Example) Fresh oranges are only available for a few months annually, but consumers demand juice throughout th e entire year.Seller must arrange for cold storage of orange juice concentrate so that they can maintain a steady supply all of the time. Creating Value with Marketing Marketing creates value, which is an important element of managing long-term customer relationships and implementing the marketing concept. Value is a customer’s subjective assessment of benefits relative to costs in determining the worth of a product. (Customer Value = Customer Benefits – Customer Costs) Also you can read this summary –  Protecting Freedom of Expression on the CampusThe Marketing conceptThe marketing concept is the idea that an organization should try to satisfy customers’ needs through coordinated activities that also allow it to achieve its goals. If a company does not implement the marketing concept by providing products that consumers need and want while achieving its own objectives, it will not survive. (Example) McDonald’s faces increasing pressure to provide more healthful fast-food choices. To keep pace with the customers’ needs, it has eliminated supersized fries and soft drinks and put nutritional information on its food packaging. It also switched to trans-fat-free cooking oils.Although customer satisfaction is the goal of the marketing concept, a business must also achieve its own objectives, such as boosting productivity, reducing costs, or achieving a percentage of a specific market. If it does not, it will not survive. (Ex ample) Dell sold computer for $50 and give customers a lifetime guarantee, which would be great for customers but not so great for Dell. To implement the marketing concept, a firm must have good information about what consumers want, adopt a consumer orientation, and coordinate its efforts through the entire organization. Developing a Marketing StrategyA marketing strategy is a plan of action for creating a marketing mix (product, price, distribution, promotion) for a specific target market (a specific group of consumers on whose needs and wants a company focuses its marketing efforts). Some firms use a total-market approach, designating everyone as the target market. Most firms divide the total market into segments of people who have relatively similar product needs. A company using a concentration approach develops one marketing stratagem for a single market segment, whereas a multi-segment approach aims marketing efforts at wo or more segments, developing a different marketing st ratagem for each. (Example of a total-market approach) Salt, sugar, and many agricultural products (Example of market segmentation) Woman, Hispanic, and minority population Key Points and Terms Marketing A group of activities designed to expedite transactions by creating, distributing, pricing, and promoting goods, services, and ideas. Exchange The act of giving up one thing (money, credit, labor, goods) in return for something else (goods, services, or ideas) ValueA customer’s subjective assessment of benefits relative to costs in determining the worth of a product. (Customer Value = Customer Benefits – Customer Costs) Marketing Concept The idea that an organization should try to satisfy customers’ needs through coordinated activities that also allow it to achieve its own goals. Marketing Orientation An approach requiring organizations to gather information about customer needs, share that information throughout the firm, and use that information to help build long-term relationships with customers.Marketing Strategy A plan of action for developing, pricing, distributing, and promoting products that meet the needs of specific customers. Market A group of people who have a need, purchasing power, and the desire and authority to spend money on goods, services, and ideas. Target Market A specific group of consumes on whose needs and wants a company focuses its marketing efforts. Total-Market Approach An approach whereby a form tries to appeal to everyone and assumes that all buyers have similar needs. Market SegmentationA strategy whereby a firm divides the total market into groups of people who have relatively similar product needs. Market Segment A collection of individuals, groups, or organizations who share one or more characteristics and thus have relatively similar product needs and desires. Concentration Approach A market segmentation approach whereby a company develops one marketing strategy for a single market segment. Multi-segment Approach A market segmentation approach whereby the marketer aims its efforts at two or more segments, developing a marketing strategy for each.

The Vast Wealth Inequality Of America And The Rest Of The...

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This infamous movement gained media attention as the vocal protesters want ed to make it known that the wealth divide is unacceptable and politicians must rectify the situation. One important policy tool the United States has implemented to combat wealth inequality is a progressive tax. This means that people with more income are taxed at a higher rate than those with lower income. However this tax system has many loopholes in the United States, and the wealthiest individuals are routinely able to avoid being taxed at a higher rate by distributing their wealth in bank accountsShow MoreRelatedJane Jacobs ´ Theory of Development1064 Words   |  4 Pages Today we are concerned with the development of wealth inequality and the serious outcomes that may come about because of this huge impact on the majority of the population of the United States, the 99%. According to Jane Jacobs’ theory of development, â€Å"Development is differentiation emerging from generality.† (Jacobs 16). 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