Waitrose Strategic Analysis Essay Example | Topics and Well Written Essays - 250 words

Waitrose Strategic Analysis - Essay Example Integrity and transparency is also found to be crucial in the strategic planning of Waitrose. The vision of Waitrose in implementing its strategic operations is concentrated on generating value for its employees and also for its other stakeholders by rendering due significance to transparency and integrity in its business operations. In its vision statement, the company also states that employees are treated to be the owners of Waitrose where due consideration is provided towards their inclusion in the decision making process (Waitrose, 2013). In its mission statement, Waitrose further emphasises to create a difference by rendering quality assurance to its customers generating greater brand value in its targeted market. In its mission, the company also intends to work in partnership with large brands in the industry. To be precise, creating a healthy competitive environment and through better resource allocation, the company intends to deliver its services to its customers through effective pricing which secures its organisational interests as well as the interests of its stakeholders (Waitrose, 2013). Waitrose, 2013. The Waitrose Difference. About Waitrose. [Online] Available at: http://www.waitrose.com/content/waitrose/en/home/about_waitrose/our_company/the_waitrose_difference.html [Accessed March 04,

Planning strategy analysis with case study Essay

Planning strategy analysis with case study - Essay Example Brief Summary of Housing in London City London city area is the largest metropolitan city in the United Kingdom as well as the largest all over Europe. London city has also a diverse range of people, religions and culture. Currently, there are plans underway to improve the housing system in London. One such idea is the London plan (Books, 2010). The draft of the London plan was written by the Mayor of London and published by the Greater London Authority on February 2008. The plan identifies areas of opportunity with an aim of reducing social deprivation a well as creating sustainable development. Such areas will be able to accommodate 2,500 homes. They will also be popular town centers. The objective of the London plan is be able to accommodate London’s growth for the years to come. Every occupant in London city will be able to afford a home as well as gaining accessibility to housing policies for example house insurance. This is meant to improve quality of life as well as cre ation of jobs. Another policy used in London to plan and build homes is the Council house which is popularly known as local authority house. The council houses were built and operated locally in areas surrounding London city. There were also houses newly built and spacious to attract interested persons. However, they mainly targeted the working class persons as they could rent the houses at reasonable prices while some were able to purchase houses. Over the years, many people have migrated to London city which has led to population increase. This is viewed as a negative aspect because houses have become less than the people leading to a vice called urban blight. The council responsible for providing houses is now faced with a challenge to relocate the excess people or build more homes. Optioning to build more homes has not primarily solved the issue as there is now reduced space for expansion in London city. Subsequently, this has led to the leaders of London city to consider buildi ng homes in the less developed areas of United Kingdom. Statistical analysis have shown 15% of the population in London having migrated decongesting the city. Nonetheless, a substantial 40% of London city still live in the council housing (Thorpe, 2010). They claim that the new housing schemes built in the less developed areas are not up to standard with the council houses. In light of this, the council has had to hire top architectures that drew new designs of houses that are at per with the tenants standards. The houses to be built were primarily rental homes. Since there were new designs of houses drew by the architectures, they required new building materials as well as new technology in order to achieve their goal. Technology and Building Materials Strategizing and making a low energy building needs planning and design. A lot depends on the type of weather. In a hot climate, the design needs to mainly focus on keeping the building cool meaning small windows and thick insulating walls on the side that receives the most sun. It has also must a good circulation system to draw out hot air while drawing in cooler air. In a cold climate, the main focus is keeping the building warm. The side of the house receiving the most sun should have a conservatory or large

Rizal Life Essay Example for Free

Rizal Life Essay The Jesuits, on the other hand, were with him practically every minute of the time, six priests going in relays, usually two at a time, in an attempt to bring about Rizals conversion. They have written the only complete story about his last day. Their earliest account was published in Spain in 1897; it is found in chapter seventeen of a book called La Masonizacion de Filipinas, Rizal y su Orba, printed by Tipografica Catolica of Barcelona. The author is anonymous but is thought to have been Father Pastalls. 03) In starting chapter seventeen he says: We will relate the fascinatingly interesting incidents as furnished to us from a new unedited and authentic account received from Manila. The account deals so largely with Father Balaguer, that it probably depended upon the notes Father Balaguer said he kept. (04) How far can we rely upon the accuracy and fairness of this book? Fortunately, we have a means of judging it. The first sixteen chapters deal with the life of Rizal which we have already studied. It says he was a model youth until he went to Europe to study medicine. There he joined Masonic lodges where he heard Republicans declare, Liberty should be demanded with bullets and not on ones knees. Ideas like this turned him into a fierce revolutionist. The book finds not a single wrong in the Philippines; but finds several governor-generals too lenient! It says that the liberal Governor Terrero was so weak that the religious orders had to hound him out of the Islands. 05) Governor General [Valeriano] Weyler (the bloody Weyler of Cuba) was an ideal governor who knew how to attack with firmness the evils permitted in the time of the weak Terrero. To use his graphic phrase he sucked out the brains of those he captured, so that the insurrection could not raise its head nor Masonry make any gains (06) . . . If only Rizal had remained in the Philippines and studied agriculture he would not have become the scandalizer and corruptor of his people. (07) The book strikes that note throughout, concerning Rizal and his most miserable work. (08) He was completely wrong, Spain beautifully right, but too mild at times; not injustice, but Masonry and Germany led Rizal to write his books indeed, most of the conclusions are diametrically opposite to the truth. One is prepared by this distortion of facts to be on his guard in reading the chapter on Rizals last day. Father Pio Pi, who succeeded Father Pastells, and was head of the Jesuit order in 1896, but not personally acquainted with Rizal, wrote a little book in 1909, calledLa Muerte Christiana de Doctor Rizal. 09) This follows the anonymous book of 1897 closely, often quoting word for word, but adding other details. (10) Father Balaguer, who says he secured Rizals retraction, signed (11) a sworn statement in 1917 in which he says: If anyone judges that I could not remember so many details, after twenty years, I may say that the same day in which Rizal died I wrote a very detailed story, the entire original of which I saved, and I have borrowed from it to make the present statement. All three writers evidently depend upon the notes of Father Balaguer for the most disputed part of the story. 12) Because the controversy as to whether Rizal did retract is so intense, it will be interesting to read the essential portions of the narrative, in an effort to get at the truth. It was what Retana calls El Dia Supremo for the Jesuits. They had worked with Rizal for four years without visible results. Following a well-conceived and well-executed plan, the government had touched his heart with the sufferings of his relatives, with exasperating espionage, with alternating laxity and severity, with heart-breaking disappointments, with loneliness, while the Jesuit fathers tried to win him with kindness and arguments. They had apparently failed. Now they had twenty-four hours or never! Father Pio Pi writes that the Archbishop showed great eagerness for the conversion of the man sentenced to death, and granted us all his authority to do whatever might be necessary. He directed us also to prepare a retraction, in the hope that the condemned man might be willing to accept and sign it; and we agreed to do so and to present it for his approval. . . . As usual, the Jesuits went at their task with tremendous fervor. From seven oclock of December 29, when Rizal was notified of his sentence, until he fell dead, there were few moments when they were not with him, coming in pairs and marshalling every means they could think of to play upon his emotions, to appeal to his reason, and to terrify him when other methods failed. Rizals statue: The Sacred Heart of Christ The rector of the Ateneo, Father Miguel Saderra Mata, and one of the professors, Father Luis Viza, took with them an image of the Sacred Heart of Christ, which Rizal had carved when he was a student in the Ateneo. Look, said the Father, how the heart of Jesus has been here twenty years waiting for Rizal. It wishes to convert him. Pi says that Rizal took it and put it on his table, where it remained until after his execution. Then Father Antonio Rosell was with the prisoner for awhile, and returned with a bad impression; he believed from what he heard that the man was a Protestant. Father [Federico] Faura also visited him that morning. Riz al asked as soon as he entered, Do you recall, Father, the last time we talked and what you foretold? It has come to pass. You are a prophet; I am going to die on the scaffold. Padre Faura could not subdue that spirit, still rebelling against the appeals of grace; so much so that the Father retired broken up with grief. From Rizal y su Obra (13) comes an account which sounds true, for there could have been no object in inventing the story: Father Balaguer returned to the chapel to discuss the religious question with the prisoner. The symptoms were very sad; there was little hope. In the morning when he had been given a medal of the Holy Virgin, he took it, probably from courtesy, and said coldly: I am a little Marian. Unfortunate man! To such an extreme, because of his error, had the former secretary of the Marian Congregation fallen. And yet he did not desire to abandon Her whom he had formerly served with filial love. Concerning religion, Rizal began to speak with reverence of God, of our Lord Jesus Christ, of the Holy Gospel, and of the Sacred Scriptures; he said that he prayed, and that he was always asking God for light, as his only wish was to fulfill his Holy Will. . He seemed like a fervent probationer. But observing that his statements were those that a Protestant would make, Father Balaguer narrowed him down to concrete and categorical questions, which showed that Rizal did not admit the authority of the Roman church nor of the Pontificate, and held as his rule of faith, the Scriptures as interpreted by his judgment, in short that he seemed to be guided by a Protestant criterion, but mixed in reality with free thinking and a strange piety. Father Balaguer, who had been with Rizal inDapitan, is the man who claims that he secured the retraction. We will let him tell his own story as to how he did it: I, who knew the history of his errors and what his books contain, in order to carry out our delicate mission, asked Rizal to explain his ideas about religion. He showed at once that he was a Protestant by certain phrases in which he manifested love and respect for Jesus Christ; but he told me more or less explicitly that the rule of faith was the word of God contained in the Sacred Scriptures; . . He told me that he was guided by the reason which God had given him, adding with a self assurance that froze the blood, that he could go to appear before the judgment seat of God, tranquilly as one who has done his duty as a rational man. In attacking him, I then began with arguments of the Catholic doctrine to expose the objections, a thousand times refuted, of the heretics and rationalists, and we argued about the criteria and rule of faith, the authority of the church, its infallibility and divine authority. . . nd many points in ap ologetics. But with all this, says Father Pio Pi, the poor condemned man was not convinced. So far had he lost his faith, and so proud was his self-conceit that he would not admit light nor law into his limited vision. . . With very good tact Father Balaguer tried him out, and giving a sudden turn in the conversation, exclaimed: (14) So, at the judgment seat of God, before whom we must appear, you will be unpardonably condemned forever, if you do not bring your intellect into subjection to faith. Whereupon, says Father Balauger, (15) at hearing this threat of mine, the tears sprang to his eyes, and he replied, No, no, I will not be condemned! Yes, I replied, you will go to hell; for whether you like it or not, extra Ecclesiam Catholicam nulla datur salus. Yes, outside the Catholic Church there is no salvation . . . Agitated at this chiding, he said to me: See here, Father, if I should comply with your request and sign what you propose, without feeling it, I would be a hypocrite and would offend God. Certainly, I said, I do not desire that. But do you not believe that it is the greatest grief for me to see a person whom I love, obstinate in his error, to see that he will be damned and not to be able to help him? We value you so highly, believe me, that we would give our blood and our lives if we could achieve your salvation. Right now we would offer ourselves to be shot in your place. But Father, he replied with feeling. What would you have me do, for I do not think I could conquer my reason. Offer yourself, I answered. Offer to God the sacrifice of your self-esteem, and even though it should be contrary to the voice of reason, ask God for the grace of faith, which is a gift of God, which he offers in abundance, and which is infallibly obtained with humble and persevering prayer. The only trouble is that you reject it. Good then, Father, he said, I promise you that the rest of my life I will use asking God for the grace of faith. . . . Father Balaguer continues: For a better understanding of the events of that day, I think it best to relate them in order. Father Vilaclara (now dead) and I arrived at Fort Santiago about ten in the morning. After being received by Rizal, the discussion with him began as related above. At twelve I went to the Palace to tell the Archbishop what had happened, as he had requested, and I had to say that up to that time the condemned man had remained obstinate in his errors and ideas contrary to the Catholic faith. Upon hearing this, the Archbishop, in his ardent zeal for the conversion of Dr. Rizal, at once sent a circular to all the religious communities of Manila, that they should plead for the conversion of the condemned man. In all of them there was fervent prayer, and in some of them there were offered for this purpose many penances, celebrating the Holy Sacrament. At three in the afternoon or a little later I returned to the Fort where Father Vilaclara had remained, and continued the discussion with Dr. Rizal. This lasted until evening, stopping at the point which I indicated above. I then went with Father Viza to the [Archbishops] palace, to give an account of the condition of the condemned man and to express hope for his conversion. While Father Balaguer was gone, Father Pio Pis account tells us that Rizal became restless and asked Father Vilaclara to hear his confession. The later told him that it would be necessary first to make a retraction, for which purpose he should await the formula which the Prelate had promised to furnish. . . At ten in the evening he was given [by Father Balaguer] the long formula of retraction which had been written by order of the Prelate. . . The inner fight had not yet ceased, and though his spirit was more humble, it was not wholly conquered. . . The wording did not suit him, both because of its length and because the style was not clear. See here, Father, he said, even though I should sign this, nobody would believe that it was mine. You know my style, that it is very clear. Bring me a pen and you dictate what I ought to say. Then Father Balaguer began to dictate the other formula, which had already been approved by the Archbishop, much briefer, though expressive and decisive, which, after offering some objections, he accepted in its entirety, only asking to interject on his own initiative a few brief phrases, which only add expression and courage to the document.

Introduction To Managing Human Capital Management Essay

Introduction To Managing Human Capital Management Essay In highly competitive modern world, Managing Human Capital plays a pivotal role in organizational success than ever before. The every aspects of the human capital has changed drastically over time and now it is considered to be the most dominant and critical success factors in achieving in highly demanding and complex corporate objectives. Human Capital Management (HCM) can be defined and interpreted in many ways but in simplest form it can be defined as the strategic approach to people management in creating sustainable and competitive value to the organizations and people itself. As shown in the introductory slide, proper HCM strategy helps organizations to streamline and integrate with human resources with the business to deliver stakeholder expectations by addressing entire human resource cycle. First of all, proper HCM strategy helps organizations to identify, recruit and retain right individuals for the right positions by enabling significant advantage over the competitive edge. Also HCM focuses on effective employee engagement by establishing effective communication channels and increase workforce productivity by employee motivation and incorporating other strategies. Similarly, proper talent management, succession planning, leadership development and strategic alignment strategies more or less defines the organizational success and well defined and planed HCM strategy is the pathway to achieve it. Introduction to the Company KBSL Information Technologies Ltd (KBSL IT) is the leading Information/Systems Integrator of Information Communication Technology (ICT) solutions for Enterprises in Sri Lanka. KBSL has been in the industry for almost 25 years and it has the expertise in the areas of Server, Storage, Voice, Data Networks and Security Infrastructure Integration in providing a very sound and an optimal solution encompassing all relevant areas for customers, in meeting the current and growing requirements in keeping with industry trends. Currently, there are more than 75 highly talented individuals employed at KBSL and it is steered by a very flat management team which consists of CEO, CMO and Head of Business Units. The vision of the KBSL is to become the leading business system integrator in Sri Lanka by following the values of being fair and honest in every engagement with customers and the shareholders delivering the most innovative solutions. KBSL is best poised to achieve its organization mission through their simplified focus and in delivering customers information needs, through flexible and powerful solutions, that are central to their business success. The Key Issues and Challenges facing the General Management of Human Capital Globally and Locally They Key Issues and Challenges facing the General Management of Human Capital Globally In todays highly globalized, exceedingly competitive and dynamic business environments, managing human capital has become a global challenge for every manager in organizations. Referring to a survey done by PricewaterhouseCoopers addressing the key issues and challenges of human capital management of more than 200 companies from 35 countries, it is noted that change management, leadership development and organizational effectiveness are the top three issues faced by the companies. Additionally, employee recruitment, retention and succession planning are also considered to be important pain points of the managers in carrying out day to day business functions. Change management is highly important to address rapid changes imposed by the business environments such as mergers and acquisitions, dynamic changes in business strategy and focus, workforce mobility by managing the employees reluctance to change in a positive manner. Leadership development combined with the succession planning has also become a huge challenge for the management since it has a direct impact on on-going and future business operations and success. As per the survey managing the organizational effectiveness is equally important and organizations should review and restructure their entire organizational process and procedures to achieve success in local and international market segments. Similarly recruitment and availability of skilled employees and retention is equally important and has become a serious global challenge mainly due to aging workforce, inexperienced younger generation and competitiveness and agility of the labor workforce. They Key Issues and Challenges facing the General Management of Human Capital in KBSL Information Technologies Ltd To identify the key issues and challenges facing the general management of human capital, several one to one brief discussions were carried out with the Business Unit managers and finding are listed in the slide given below. As per the results, selection and recruitment of right candidates is the most challenging task and employee retention and development also goes side by side in management perspective. Nowadays, it has become almost impossible to find right talent for technical and non technical positions in service industry with right attitudes and qualifications mainly due to the facts that migration and overseas job opportunities and lack of interest and knowledge of the younger generation working in SI industry. So that company has to invest a lot on fresh graduates for their development by providing trainings and guidance without getting any productive outcome from them in return for a significant time period. Same as globally, coping up with the change has become one of the key challenges facing by the local management specially when handling employee behavior and perceptions in situations like drastic business strategy changes. Also addressing and filling up the gap between the employer and employee engagement happen to be impact negatively on overall business performance and this perceptual gap needs to be filled by establishing proper communication channels throughout the corporate hierarchy. Since we are still suffering and being victims of the global recession, local companies had to cut down budgets severely and due to that employees motivation and morality goes down ultimately affecting negatively on achieving business targets. Moving on with the discussion of global and local challenges faced by general management in handling human capital, now lets look at current HR management challenges of aligning employee and HR department agendas in KBSL. The current HR Management challenge of aligning The Employee Agenda with the The HR Department Agenda in KBSL The Employee Agenda in KBSL Information Technologies Ltd Every employee has their own expectations from their employers and organizational success heavily lies on identifying and satisfying those motivations, preferences and expectations of every individual in a win-win approach where both parties gets benefited. Small round table discussion was held with selective employees from each business units to identify their expectations from the company and listed are the findings of that session. First of all, every employee expects a positive working environment where they can carry out their assigned work productively and efficiently. They expect work-life balance since family life is equally important same as the working life and so that they expect it to be stress free, supportive and politics free culture. Also employees expect personal and professional growth equally as the attractive compensations and benefits because they want to climb up in the career ladder to reach higher commanding positions than being in the same position for a lifetime. Performance based rewarding approach and industry benchmarked salary levels are also expected and more importantly appraisals and evaluations to be done in transparently and fairly manner across the organization reward right individuals for their talent and performance. Apart from the benefits, employees expect to be given platform and opportunity to use their innovative ideas in to work where they can make a difference and get proper recognition in return. If employees feel that their work makes a difference and part of something unique and special they will get motivated and perform at their best to deliver more than expected benefiting the organizations at the end of the day. The HR Department Agenda in KBSL Information Technologies Ltd Similar to the employee expectations, there is always organizational and HR department agenda for each employee expecting to deliver certain results in return throughout the entire employee life cycle. Foremost of all, HR department wants to hire the best talent available in the industry and expecting them to perform at their fullest potential as a team to deliver organizational objectives. At the same time they expect everybody to act upon honestly and diligently with utmost commitment to the organization ad hearing to the corporate ethics and principals. More importantly, employees should represent their organization in a positive manner to outside world and every work related decisions they take should be made in the best interest to the customer. Also HR expects employees to develop their selves by updating with the latest technologies and practices and obtaining professional certifications to reflect the competency. Furthermore they expect employees to follow the directions set by the management, positively accept and learn from constructive criticisms and being dependable. Perceptual Gap Carefully evaluating and analyzing both employee and HR agenda, following key points were identified as the perceptual gap and incremental corrective solutions are proposed in the coming slide. As per the modern practices HR function should be strategically reengineered to closely align with the dynamic business environments and effective human capital management practices should followed. But refereeing to the KBSL entity, strategic focus of HR is minimal and more traditional administrative HR operations are followed. Since KBSL has a flat management hierarchy and consist of managers with traditional perceptual mindset still believes that employees as a liability and replaceable at anytime rather than treating them as organizations most valued assets. Also management expects employees to deliver more than they are capable without giving them proper training and compensations and some of the employees also expect limitless benefits from the company without delivering their assigned jobs. Both employees and HR department comes to false conclusions by judging on misinterpreted information mainly due to the distant engagement and lack of proper communication channels eventually affecting the organizational success. Finally there is no specific standard methodology to manage activities associated to employee life cycle causing unnecessary troubles to the business by following instantaneous ad hoc decisions. Proposals for Incremental Resolutions Based on the local and global trends and best practices and applying the human capital management theory, following resolutions are proposed to fill up the perceptual gap addressed above. Since employees are considered to be the most valuable asset to any organization, organizations should develop and maintain a win-win situation for both parties by addressing each others concerns genuinely. Also HR function should evolve to a more strategic and responsible role by closely aligning with business objective and proper communication channels needs to be established to minimize the misunderstandings between the employee and employers expectations. Also to address the major problem of employee turnover, KBSL management should provide competitive compensation and remuneration packages to the employees analyzing competitor benchmarks and focus on employee career development prospects positively to create a long lasting relationship with them. Also it is highly advised to incorporate modern HR practices given in the slide so that KBSL as a whole can benefit from positive outcomes. Talent Management Definition Talent Management has many definitions and as given in the slide it can be simply define as the systematic methodology in managing talent within an organization in achieving strategic business goals. Talent Management itself has important key components such as workforce planning, selection, recruitment, orientation, performance management, training and development, succession planning, compensation and benefits which can be directly impacted on organizational success. As per the formula shown in the power point slide talent should be a collective combination of competence, commitment and contribution so that in addition to the talent development, organizations should motivate and reward employees to gain their commitment and contribution to achieve organizational goals. The importance of the talent management is simply explained by the quotation of Organize as if the companys survival depends on talent management. It does by Boston consulting group and further discussed in the coming slide. Importance of Talent Management Talent management has become a crucial factor to organizational success due to many reasons and some of them are mentioned in this slide. In todays highly dynamic, highly competitive and highly demanding business environments, success is mostly depending on the talent of the workforce available within the industry. So that organizations should establish competency based recruitment procedures to attract the best among the industry and should retain and develop their best performers and highly skilled people to stay ahead in success race in the industry. Talent management plays a vital role in creating a high performing workforce and a winning corporate culture by implanting high motives in employees mindset and helps organizations to minimize the risk of losing key talent by initiating proper development programs giving employees plenty of opportunities to grow within the company. At the same time identifying successors for critical positions and develop internal employee capabilities to cater emerging organizational needs helps to address the resource scarcity in the industry. It also helps to identify competency gaps, talent requirements more quickly and make necessary arrangements to overcome those gaps for the betterment of the organizational performance. Finally it helps to manage challenging employee expectations effectively creating win-win situation for both parties otherwise which can be affected very severely. Key Issues and Challenges in Talent Management in KBSL Recommendations for Progressive Improvement and Resolution Source of Evidences References Al Ries, J.T., 1987. Positioning: The Battle for Your Mind. 1st ed. Warner Books. Al Ries, J.T., 1994. The 22 Immutable Laws of Marketing: Violate Them at Your Own Risk! HarperBusiness. Blythe, J., 2006. A very Short, Fairly Interesting and Reasonably Cheap Book about Studying Marketing. 1st ed. Sage Publications. Charles D.Schewe, A.H., 1998. The Portable MBA in Marketing. 2nd ed. Wiley. Cowan, L., 2010. New Product Innovations and Launching Strategies. Business Issues, (February). Dean, J., 1976. Pricing Policies for New Products. Harward Business Review, December. Debelak, D., 1997. Entrepreneur Magazine: Bringing Your Product to Market. 1st ed. Wiley. Department of Census and Statistics Sri Lanka, 2011. Population Characteristics Population by District, Five year age groups and Sex. [Online] Available at: http://www.statistics.gov.lk. Duane E. Knapp, C.W.H., 1999. The Brand Mindset : How Companies Like Starbucks, Whirlpool, and Hallmark Became Genuine Brands and Other Secrets of Branding Success. 1st ed. McGraw-Hill. Fred Crawford, R.M., 2003. The Myth of Excellence: Why Great Companies Never Try to Be the Best at Everything. Crown Business. Google, 2012. Google Glass. [Online] Available at: https://plus.google.com/111626127367496192147/posts [Accessed 15 July 2012]. Greg W. Marshal, M.W.J., 2010. Essentials of Marketing Management. McGraw-Hill/Irwin. Isoble Doole, R.L., 2006. The Official CIM Course Book Strategic Marketing Decisions. 1st ed. Elsevier. Kotler, P., 2003. Marketing Insights from A to Z ( 80 Concepts Every Manager Needs to Know). John Wiley Sons, Inc. Kotler,P., Armstrong,G., 2011. Principles of Marketing. 14th ed. Prentice Hall. Kotler,P., Keller K L., Koshy, A., Jha, M., 2009. Marketing Management. 13th ed. Prentice Hall. London School of Commerce., 2012. Marketing Management Course Manual.

Allocation of Resources :: essays research papers

Economics is the allocation of scarce resources among competing ends. To some extent, virtually everything is scarce - money, food, water, dates for the prom... but some resources are scarcer than others, and deserve special attention from those with the tools to allocate them properly. Basically scarce resources can be defined as the limit a society has on a particular resource that is less obtainable than others which are readily attainable. Some examples of some scarce resources that are found commonly in today’s society are clean air, oil, trees, coal, and natural gas. Some examples of my personal scarce resources are time, money, and energy. In a way they are all connected. I have to find a way to allocate my time to make more money but yet conserve my energy at the same time. Now quality and fulfillment are two totally different things than scarce resources. Basically it contains the essential parts that enable you to live a happy life. For me this includes such things as security (whether it be with a job or a significant other), money in my wallet, family and friends, and the feeling of being successful in my endeavors. These things could also be considered needs because they are things I need to make me happy. However, my needs are limited to a few. I don’t need a lot of things to keep me happy. Just the basics are all I really need. As for my wants†¦that’s a different story. I have unlimited wants. I want many things. Having such tendencies to want and demand many things from myself helps me to obtain my goals and strive for the things I want. I don’t settle for second best. If its close to want I want I usually don’t give in. I would feel like I was given something for attempting but not fully reaching the wants and g oals I instill in myself. I think this applies to our economic system in a way that people set goals in order to make the world a better place. The impact upon the

Scarlet Letter Book Report :: essays research papers

Characters: - Hester Prynne was a beautiful, young woman living in Amsterdam with her husband, Roger Chillingworth. He sent her you America alone while he finished his business. In America she met Reverend Arthur Dimmesdale who she had a love affair with. Pearl was the name of their child. When the townspeople found out about her sin, they punished her by making her wear a scarlet letter ‘A’ ,standing for adultery, on her bosom. - Dimmesdale was a young reverend of the community. The people loved him, because of his emotional ways of speaking. He was Hester’s secret lover. He couldn’t live without being punished for his sins. Finally, he confess publicly, as soon as he did he died. - Chillingworth was Hester’s husband. While traveling to America to join his wife he was capture by Indians. He finally reached America 2 years later. When he got there, Hester was already standing on the scaffold. He was seeking revenge on Dimmesdale, so he pretended to be his good friend trying to think of ways to torture him. - Pearl was Hester and Dimmesdale’s daughter. She was given her name because she was precious and valuable. She was very clever, imaginative, and bratty. Pearl was a very significant character, because she reminded Hester of her sins and love affair. - Governor Bellingham was like the political authority in Boston. - Mistress Hibbins was Governor Bellingham’s sister. She was known as an evil witch. She had a bitter temper, because she worshiped the devil. Summary:   Ã‚  Ã‚  Ã‚  Ã‚     Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"The Scarlet Letter† begins in the seventeenth century in Boston. Back then Boston was a Puritan settlement. Hester Prynne is being escorted out from the town’s prison with her daughter, Pearl. Hester had a scarlet letter â€Å"A† on her bosom. Someone watching from the crowd was telling someone else that she is being punished for adultery.   Ã‚  Ã‚  Ã‚  Ã‚  Hester’s husband sent her to America, while he finished some business in Amsterdam. While Hester waits for him, she obviously had an affair and a child with her lover. She won’t tell anyone who her lover is. And her punishment is to wear the scarlet letter along with public humiliation for her sin and secret. Later, she is taken to the town scaffold and scolded by the town fathers. She still refuses to tell who the father of Pearl is.   Ã‚  Ã‚  Ã‚  Ã‚  Hester’s missing husband, now known as Roger Chillingworth, is now living in Boston as a doctor to take revenge on Hester‘s secret lover.

Organizational Behavior Outline

CHAPTER 2: Challenges for Managers †¢ What are the four challenges in globalization? 1. Globalizing the firm’s operation to compete the global village 2. Leading a diverse workforce 3. Encouraging positive ethics, character, and personal integrity 4. Advancing and implementing technological innovation in the workplace †¢ What are the changes in the global marketplace? 1. Social changes 2. Political changes Social and political upheavals have led organizations to change the way they conduct business and encouraged their members to think globally. †¢ Self-Assessment: Planning for a global career Self-assessment is the critical first step in any career planning effort. Self assessment is especially important for those whose goal is to live an work abroad, i. e. , where familiar personal and professional support systems may be non-existent. Readers interested in pursuing international employment should consider their answers to the following types of questions in assessing their readiness for international employment: 1. Why am I interested in an international social work career? 2. Am I interested in effecting change on a macro/global level? 3. Am I interested in working directly with clients from a variety of cultural backgrounds? Both? 4. Am I interested in the personal and professional development which results from the experience of living abroad, whatever the employment situation? 5. Does my commitment to an international career include being based abroad, or would I prefer to be based in my home country? 6. What skills do I have to offer in an international setting? [These skills might include: â€Å"generic† social work abilities such as strengths in psycho-social assessment, supervision or program development; specific social work skills related to particular issues or clients, such as pre-natal services for dolescents, AIDS prevention programming, or working with clients who are substance abusers; and technical and linguistic skills which may be particularly useful in international settings, such as computer skills, health professions training, and of course language competencies]. 7. What are my general and specific practice interests? [These might include considerations of: macro vs. micro pra ctice; administrative vs. case management positions; and work evolving from its setting, such as direct service in an agency base, research and teaching in a university setting, or advocacy work in a human rights organization]. . What international/intercultural experience do I have? [This might include personal background, work, travel or study abroad, or work with clients of diverse education]. 9. What are my issues/preferences concerning lifestyle and adjusting to new settings? Would I feel comfortable with the living conditions in a developing country or do I need a more Westernized lifestyle? Have I tested my abilities to be flexible in adjusting to unfamiliar surroundings and cultures? 10. What is my geographic preference? Is it global in scope? Developed or developing country? 11. Finally, what is my â€Å"dream job†? In planning a career, as opposed to searching for a particular position, it is crucial to have a sense of direction. Even should your anticipated direction change in six months of starting your first job, your preparatory process will serves as the impetus for more careful exploration and experimentation. A catch phrase for the nineties has become â€Å"Think globally, act locally†. With an international social work career, it is possible to have the best of both worlds–that of acting on major international social issues, either at home or abroad, and wherever one chooses to work to be engaged in solving social problems of worldwide dimensions. As the social context of the human services becomes increasingly more internationalized, it is crucial that social workers broaden their world view; the personal and professional rewards for doing so can be immense. †¢ Self-Assessment Activity: How much do you know about sexual harassment? As defined by the Philippine Anti-Sexual Harassment Act of 1995, sexual harassment is â€Å"a request for a sexual favor, accepted or not, from an employer, employee, manager, teacher, instructor, professor, coach, trainer or other persons who have authority, influence or moral ascendancy over another.    It is committed by anyone who demands a sexual favor in exchange for work, promotion or other privileges. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature when: 1. Submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment, or 2. Submission to or rejection of such conduct by an individual is used as a basis for employment decisions affecting such individual, or 3. Such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or creating an intimidating, hostile, or offensive working environment. Sexual harassment includes many things†¦ 1. Actual or attempted rape or sexual assault. 2. Unwanted pressure for sexual favors. 3. Unwanted deliberate touching, leaning over, cornering, or pinching. 4. Unwanted sexual looks or gestures. 5. Unwanted letters, telephone calls, or materials of a sexual nature. 6. Unwanted pressure for dates. 7. Unwanted sexual teasing, jokes, remarks, or questions. . Referring to an adult as a girl, hunk, doll, babe, or honey. 9. Whistling at someone. 10. Cat calls. 11. Sexual comments. 12. Turning work discussions to sexual topics. 13. Sexual innuendos or stories. 14. Asking about sexual fantasies, preferences, or history. 15. Personal questions about social or sexual life. 16. Sexual comments about a person's clothing, anatomy, or looks. 17. Kissing sounds, howling, and sma cking lips. 18. Telling lies or spreading rumors about a person's personal sex life. 19. Neck massage. 20. Touching an employee's clothing, hair, or body. 21. Giving personal gifts. 22. Hanging around a person. 23. Hugging, kissing, patting, or stroking. 24. Touching or rubbing oneself sexually around another person. 25. Standing close or brushing up against a person. 26. Looking a person up and down (elevator eyes). 27. Staring at someone. 28. Sexually suggestive signals. 29. Facial expressions, winking, throwing kisses, or licking lips. 30. Making sexual gestures with hands or through body movements. Sexual harassment can be a tricky thing to prove. While it’s a recognized threat in the workplace, very few are willing to come out and complain. Find out what you can do about sexual harassment in case it happens in your office: The Sexual Harassment Act not only covers those who are directly involved but also those who cooperate â€Å"in the commission of† the violation. Sexual harassment can take several forms. If you’re the object of attention, you could be at the receiving end of malicious stares, jokes, comments, notes, letters, graffiti or physical contact. What to do in case of sexual harassment? Sexual harassment can be difficult to prove, especially if it becomes a he said/she said event. To make sure you protect yourself, do the following: Say ‘No’ or ‘Stop it’ firmly and loud enough for someone to hear. If there are potential witnesses, reject the advances through a firm but polite refusal. Unless you’ve been harassed many times before, don’t make the first offense a sideshow. * Express your objection to the person’s behavior clearly and firmly but avoid making too much fuss about it. Saying ‘Stop it! ’ in a loud, shrilly voice or screaming at the top of your lungs might be viewed as proof that you’re a hysterical person. In case of an investigation, you might come off as unreliable or worse, prone to exaggeration. Remember that you might be dealing with a sneaky person who can dismiss your complaint as an exaggerated reaction. * Express your disapproval and be clear about it. If the person asks you why, tell them it makes you uncomfortable and you don’t think its appropriate behavior. Don’t smile and don’t apologize, either. You’ll come off as weak and unconvincing. * Document the event/s. Write down the date, time, place and witnesses to the incident in detail. Use a journal or a notebook and keep it in a safe place. In case you have to file for a complaint later, this will come in handy as evidence. If the harassment escalates, you can also show the journal or notebook to your supervisor. * Inform someone about what happened. Tell your closest confidant or friend at the office. If the incident involved touching, violence, psychological or physical threats, do the same and then go to your manager or supervisor. In his absence, talk to the HR person immediately. Don’t turn the incident into office gossip, however. If you must inform anyone, make sure they are either a person of authority or someone who could become a reliable witness for you. * File a complaint. Chances are your company has policies regarding sexual harassment in the workplace. Check your company manual or go to HR to make sure you make the right steps. They should be able to help you resolve this problem. CHAPTER 3: Personality, Perception, and Attribution †¢ Research diversity statistics in the Philippines for the workplace THE â€Å"LAY DOWN OR LAY OFF POLICY† IN THE WORKPLACE Many women workers are subjected to sexual harassment or sexual violence in the workplace (Bureau of Women and Young Workers,  Sexual Harassment at the Workplace, 1991. ). There is a phrase in the Philippines that sums up the sexual violence experienced by women in the workplace. We call it the â€Å"Lay Down or Lay Off Policy†. Prior to the enactment of the Anti-Sexual Harassment Act of 1995 (RA 7877), women resorted to the pertinent provisions of the Revised Penal Code to seek redress for sexual harassment. SIBOL comments that, â€Å"While Republic Act No. 7877 is a step forward in addressing sexual harassment, it has several significant limitations. † †¢ Research an MBTI Instrument and answer it. CHAPTER 4: Attitude, Values and Ethics What is Machiavellianism? How this relate to you personally? Machiavellianism is the political doctrine of Machiavelli, which denies the relevance of morality in political affairs and holds that craft and deceit are justified in pursuing and maintaining political power. I do not agree with this doctrine since the core of my personality is morality. †¢ Exercise: Chinese, Indian and American Value s Chinese| Indian| American| 1. Mandate of Heaven 2. Confucian relations 3. Harmony 4. The Chinese value the importance of the family 5. bedience, moderation and self-restraint   6. They want to fulfill their own potential 7. With time and patience, the mulberry leaf becomes a silk gown 8. Learning is a treasure that will follow its owner everywhere 9. A book holds a house of gold 10. Courtesy demands reciprocity| 11. Cooperation 12. Group harmony 13. Modesty 14. Value is placed on respect for an individual’s dignity and personal autonomy 15. Placidity is valued, as is the ability to remain quiet and still 16. Patience 17. Generosity 18. Indifference to ownership 19. Indifference to saving 20. Indifference to work ethic 21. Moderation in speech 22. Careful listening 23. Careful observation 24. Permissive child rearing| 1. Personal control over the environment/ responsibility 2. Change is seen as natural and positive 3. Time and its control 4. Equality/ fairness 5. Individualism/ independence 6. Self-help initiative 7. Competition 8. Future orientation 9. Action/ work orientation 10. Informality 11. Directness/ openness/ honesty 12. Practicality/ efficiency 13. Materialism/ acquisitiveness|