Week 6 Strategic Integration Of Positive Social Change

Week 6 Strategic Integration of Positive Social Change

Name of the Writer

Name of the University

Week 6 Strategic Integration of Positive Social Change

Bill O Reily and 21st Century Fox

Q1

One of the biggest ethical scandals to hit the news media was the Bill O Reilly and Fox news scandal. After the Harvey Weinstein scandal, this was the second major revelation regarding sexual harassment and the #MeToo movement. On April 1st, the New York Times posted a story which detailed multiple number of women’s allegation of sexual harassment against Bill O Reily. What was even more astonishing about this was that the investigation revealed that around five women were paid a total sum of thirteen million dollars by either Bill O Reilly or Fox news (Van der Linden and Panagopoulos, 2019). This was hush money so that these women do not pursue litigation against Bill O Reilly and not to go public with their harassment allegations. Due to this Bill O Reilly was finally fired from Fox News.

The cause for these harassment charges stemmed from a myriad of reasons. Specifically, each accuser had its own story to tell. The accusers were all mostly women. Furthermore, each of the accusers was either working directly under Bill O Reilly or had the chance of appearing on his show in Fox named The ‘Reily Factor. The women accused him of multiple derogatory remarks and actions. Some of the complaints cited unwanted sexual advances, lewd comments and verbal abuse from Bill O Reilly’s towards them. Out of the five women listed above, four cited complains involving sexual harassment and the last one was citing verbal abuse allegations.

These actions of Bill O Reilly and Fox news were abhorrent and had vast negative and positive aspects of the society. These allegations showed that people in power will do anything they please. This is because they understand that no one will be able to say anything to them. Moreover, if someone does get the courage and stand up for him or herself, their voice would be shut down. This is exactly what Bill O Reilly and Fox news did. Fox News knew of Bill O Reilly’s action but chose to stick to his side and worked on silencing the voices of the ones who actually needed help.

Q2

The primary failure in governance that could be seen within this scandal is that the company chose to secure its and its top ranking host position and this was given the first priority. Rather than bringing the accused to task, they worked on saving and securing their face through any means possible. Even if that meant silencing the voices of the women that he had hurt (Peters, 2015). This clearly indicates that the company preferred its bottom line and ratings rather than implementing an ethical decision framework within its operation. Had they done this initially this would not have come to pass.

The second failure in governance that was seen in this scandal was that the value of different stakeholders was not proportional to each other. The first time that Bill O Reilly was accused by these women, no strict action was taken against him. Whereas, the company only worked on helping him cover up those allegations. Further, when the Times report came out they still did not take any action against him. Only when advertisers started pulling out of their shows di Fox news take any action against Bill O Reilly. This shows that the company did not value its employees and its guests and value more the benefit that it was receiving from its advertisers. Again its focus was more on protecting their financial backing rather than secure the rights and complete the responsibilities that they had towards their guests and employees.

Another failure in governance that was seen during this scandal that business deals always triumph over ethics. Same was the case with this scandal because on further research by news agencies it was revealed that another reason for Fox news firing Bill O Reilly was appeasing it critics of its Sky news deal. British media regulators were actually of the view that 21st Century Fox should not be considered as a proper owner for the British broadcasting service, Sky. In order to mitigate such a risk to their deal, they chose to fire Bill O Reilly in order to appease its naysayers.

Q3

Within this scandal, multiple factors prevailed in the company that led to the downfall to the ethical culture and climate of the company. The executives at Fox News and Bill O Reilly had no integrity within them. This showed profusely in their actions and how they were operating the business. Bill O Reilly and Fox News did not show any senes of honesty and fairness in their actions (Morais and de Moura, 2018). This is why the ethical culture and climate within the company fell apart. This was evident when they worked hard to pay hush money to victims of Bill O Reilly’s sexual harassment victims rather than giving Bill O Reilly what he really deserved.

The second most prominent reason why the ethical culture and climate within Fox news fell apart was money. Bill O Reilly was one of the most-watched TV personalities of all time. His show garnered millions of views on every episode and every screening. This showed that he was a real earner for the company and an asset to it as well. Even when claims were brought forward against him they stood by him and helped him. This was because a lot of money was at stake. This money was from the traffic that Bill O Reilly’s show created. Rather than lose their star and the high amounts of cash that they were making the company sought to silence the victims.A culture within which money is above everything else will never be ethical.

These two were the prominent reasons for promoting an unethical culture within the company. This unethical culture was so ingrained into their framework and operations that it left no space for ethical culture to develop. From the top till the bottom, Fox News and its commentators such as Bill O Reilly have done their best to promote unethical behaviour within the company. All these reasons became the cause of the failure of ethical culture within Fox News.

Q4

In order to prevent such an action from occurring again, companies such as Fox News can employ ethical policies. One of the ethical policy is quite simple, Fox News needs to create a sexual harassment policy that is clear and id further implemented into its framework from top to bottom. It should define what sexual harassment is and should state that it will not be accepted in any circumstance. There should be listed a clear pathway for filing complaints against sexual harassment and that each complaint would be fully investigated. Fox News should also clarify that any actions taken against the complainant of sexual harassment would not be tolerated.

Another ethical policy would be to train its employees such as Bill O Reilly about what sexual harassment is. This should be conducted in seminars an should be done on a quarterly basis. Attendance should be made mandatory for these events for everyone. Furthermore, within these seminars, people should be taught that it is their right to work in a harassment-free environment. Moreover, employees should be encouraged to use the complaint procedure and review its progress.

Other than employees managers and executives should also be trained regarding sexual harassment. Their sessions should be separate from the employees but should also be conducted on a quarterly basis. These sessions would help to educate the people in power at Fox News regarding what sexual harassment is and they can deal with the complaints regarding sexual harassment. This will lead to the building of a culture that is ripe with ethics and morality and will decrease any chances of sexual harassment occurring within its premises.

Q5

If I was the leader within this company the first action or choice that I would have made when allegations of sexual harassment had surfaced, I would have conducted an investigation into the allegations made. If the investigation had resulted in proving that the harassment complaints were true, I would have fired Bill O Reilly on the spot. I would have helped the victims any way I could in any actions they would want to pursue against the accused. Furthermore, I would conduct a company-wide review to analyse the reseasoning behind the appearance of these sexual harassment allegations. This review would allow me to focus on the causes of unethical behaviour prevailing within Fox News. With the reasons identified i would revamp the company’s policy regarding sexual harassment. This revamp of the policy would focus on the reasons identified in the review for sexual harassment within the company. The policy would be framed to provide the utmost support to the victims and the highest punishment for the perpetrators. Additionally, training sessions would also be made mandatory at all levels of hierarchy within the company. This would allow for making everyone understand what sexual harassment is and how it can be removed from the workplace. They will also be informed of the complaint system in place for such actions and would be duly informed of the penalties if the allegations turn out to be true. These actions of mine, I truly believe would lead to implementing positive change within the company.

References

Morais, C., & de Moura, G. R. (2018). How to Improve Ethicality Within the Organisation. In The Psychology of Ethical Leadership in Organisations (pp. 57-70). Palgrave Macmillan, Cham.

Peters, B. G. (2015). State failure, governance failure and policy failure: Exploring the linkages. Public Policy and Administration, 30(3-4), 261-276.

Van der Linden, S., & Panagopoulos, C. (2019). The O'Reilly factor: An ideological bias in judgments about sexual harassment. Personality and Individual Differences, 139, 198-201.

Week 7

Week 7

Your Name (First M. Last)

School or Institution Name (University at Place or Town, State)

Taking a look at the given case study, I have been witnessed that Dr. Marsh being an experienced person wants to bring some changes in the organizational culture. For him, employees who are not part of the organization and work virtually for his company has become the real strength and reason for the success of his organization. He wanted to make some changes in the organizational environment as there is a loose structure for the contracted service professional who delivers the best quality work to our customers. Dr. Marsh though wanted to make some changes in the organizational structure but certain challenges are not letting him bring those changes.

First challenges that he faces is difficulty in the introduction of the culture of management. Studies have shown that employee engagement is a direct result of a strong company culture. Employee engagement depicts how a worker feels about their jobs. If a company would have a better culture, workers would understand more what is expected of them. One of the main issues for introducing the culture of engagement is that worker who is working virtually for Dr. Marsh are categorized as part-timers. Virtually working employees are from different countries, so they are not much aware of Dr. Marsh’s organization’s culture. Lack of virtual employee’s engagement influences the productivity as they are not sure what type of culture structure and environment a company has for which they are working. The second impact that could be seen is that they are not aware of their position and they considered them just part, rather they are the real backbone of the company as they deliver the work up to customer’s expectations (Longman,et,al,2018). Lack of cultural engagement results in the withdrawal of talented workers who used to work but as they have no direct engagement so they consider their work as a temporary job that they can quit any time, this cast negative impacts on the productivity of the company.

The second challenge that Dr. Marsh highlights is of creating an effective process of performance management. Performance management means a job is defined as needed. In this system, workers perform to the best of their abilities. In the virtual system, where employees are not in direct connect, judging abilities and assigning them tasks accordingly becomes difficult. This challenge also affects performance and productivity as the talent of some workers got wasted. The inability of creating an effective process of performance management also cast a negative impact of the organization managing particular tasks of employees could not be known without properly knowing the abilities of virtual workers.

The third challenge for Dr. Marsh is the difficulty in making good leadership structure for his certain circumstances. There is a need to make an appropriate platform but as the employees are mostly working virtually so designing a new structure is a little hard. Leadership structure allows the leader to make some strategies that would motivate the employees by guiding them about morale and goals of the company. This fact cannot be denied for building leadership structure, it is must to meet employees. Lack of required leadership structure influences the overall performance of the employees. Virtual workers, being the part-timers, does not consider this job as their career. Lack of this structure means that there is no way how the leader could educate virtual workers about the morale and goals of the company.

Considering the given case study and its circumstances, I would like to use the Transformational leadership style (Driskill,et,al,2018). This style is about exploring a culture that defines your company and then making changes for improving things in its favor. All the workers, whether they are full-timers or virtual, must to brought together so that their feedback could be taken. Bringing workers together gives the leader to know what are their goals and aspirations. A leader must design his/her organizational culture by taking in considering values and goals as it would be a positive organizational change. aligning both individual and organizational values improve the morale that would directly improve employee’s productivity. If Dr. Marsh considers his virtual employees are his strength then, he must try to arrange official get togethers where virtual workers would be invited too. It would give the virtual employees a feeling of belonging and association with the organization. So, I would choose the transformational leadership style for making the culture of my organization according to the values and goals of my employees.

Culture of an organization comprises of communication practices, attitudes, process, roles, and goals. For changing the culture of an organization, I would use the following step for changing the culture:

Step:1

First of all, I would evaluate the current culture of my organization by considering the performance.

Step:2

I would be clarifying the initial vision.

Step: 3

I would clear the value system of my organization and expected behavior.

Ste:4

Clarification of the strategy’s priority.

Step:5

I would engage my team in defining more effective and smart goals.

Step:6

Tracking and clarifying key measures.

Step:7

Maintaining a management system that would take a look at priorities and goals.

Step:8

Management of communication, routine and habits.

Step:9

Motivating employees through all the process that would be used in my organization.

Step:10

Developing business strategies that would be supportive of culture.

Step: 11

Making sure the continuity of improvement activities.

Being the global change agent who could bring change in leadership structure, I would consider some changes that I would induce. I would take steps that would induce a positive global change. A decision-maker becomes a global change agent, as he/she could build and re-design leadership capacity. To play a significant role, I would infuse some positive social changes in my organizational culture as well as in my leadership style. Being the global change agent, I would take a look at my leadership style and would see where I need to make improvements that would make this society and organization better. For infusing positive social change, I would introduce the concept of traditional non-profits my organization. Considering the social need, I would promote the idea of providing services without making any profit. The second thing that I would introduce in my organizational culture would be the spirit of being the big donors. Like many other big organizations, despite sending an as social message, I would make a positive change in my leadership style (transformational leadership), I would not transform my organization’s culture by incorporating my and my employee’s values and goals. I would consider elements that would make positive social change in society. I would decide a percentage of the annual activities of my organizational that I would give donate for a social cause. Practically, promoting charity would also inspire other organizations as well to donate a part of their annual income. It would bring a positive social change on the global level (Carleton,et,al,2018). For infusing positive social change, I would make some changes in my leadership style. I am trying to learn that leadership is a social responsibility. I am trying to bring changes in my leadership style by making myself believe that leadership is not a position rather it should be utilized as the process that would bring positive social change in lives of employees and society. Community service is a powerful vehicle for leadership.

For ensuring the success of my leadership style (transformational leadership) I would like to induce some incremental steps. Incremental steps for my leadership style are listed below:

Idealized influence

It is just a wordy thing to say that transformational leaders could be taken as the role models, but the fact is, we also have to set examples that others could follow. Transformational leaders take risks and employ divergent thinking. They look at their behavior and love to be consistent in their behavior. Behavior that would be based on strong integrity and ethics.

Inspirational motivation

I would try to inspire my team into only by my words not through my actions and behavior. I would try my best to include y team when it is about making the plans. I would try to inform my team by clearly mentioning the expectations that the projects would demand.

Intellectual stimulation

I would like to engage my team while addressing the issues that would arise in my organization. according to me, the team could help me out for pointing out the problems that they would be facing that directly influences the efficiency of my organization. I believe that my team could see more critically than any other experts for identifying the issues, so they deserve the chance of suggesting me the solutions as well. It is one of the best incremental steps that would ensure the success of my transformational

Individual consideration

For me, only talking the suggestions from the team is not enough rather what matters more for me is that considering the individuality of each employee is equally important. I would give personal attention to each of my employee, so that I could help them in growing that would ultimately help my organization in growing.

All the above-mentioned steps could be looked upon as the universal solutions for coping and mitigating any challenge. The step of individual consideration would help in solving or mitigating the challenge of culture management as all the employees would be considered important by me so I would plan things as per the attitude of my employees, for letting them know, what are the beliefs, values, communication style, assumptions and ways of interaction in my company.

The second challenge (processes of performance management) would be mitigated or eliminated by taking in consideration the performance of each employee and letting them be the part of meetings where they would point problems and their solutions, through which I would judge their ability. It would help me in assigning a task that would be in accordance with their skills. The third challenge could be mitigating or reducing, Transformational model with the incremental steps would be the most appropriate leadership structure. In this structure of leadership, the leader gives the chance to the employees to show what factors and rules must be focused while making the culture of my organization.

Vision statement plays an important role for catching the attention of the customer. It informs about the organization’s short and long term aims and purpose of its being. It is about the future-oriented declaration in a narrower way. Few of the key concepts that I would include in the vision statement are social welfare, growth, creativity, innovation, product information, the betterment of society, and unification of goals of the organization. All these concepts are not only going to focus the organization's success in the market rather they would help society as well.

References

Carleton, E. L., Barling, J., & Trivisonno, M. (2018). Leaders’ trait mindfulness and transformational leadership: The mediating roles of leaders’ positive affect and leadership self-efficacy. Canadian Journal of Behavioural Science/Revue canadienne des sciences du comportement, 50(3), 185.

Driskill, G. W. (2018). Organizational culture in action: A cultural analysis workbook. Routledge.

Longman, K., Daniels, J., Bray, D. L., & Liddell, W. (2018). How organizational culture shapes women’s leadership experiences. Administrative Sciences, 8(2), 8.

WEEK 7

Week 7

Your Name (First M. Last)

School or Institution Name (University at Place or Town, State)

Week 7

Topics: Confronting Major Financial Challenges in the Financial Industry

Introduction

The spectrum of the financial market has witnessed an unprecedented transition since the past decade. Financial firms are faced with detrimental challenges in a post-crash market, with stringent regulations, competition exploiting troublesome business models, demanding consumers and adversities to integrate innovative technologies. Irrefutably, the topic is of paramount significance because financial corporations and marketers ought to advance and enhance strategies related to customer services and financial support. The onus relies on stakeholders and financial marketers to devise profound policies to confront financial threats.

Discussion

It is imperative to highlight the economic crisis of 2008 which still dominates approach, action and intentions of consumers. It calls for promoting confidence in the economy through the provision of factual evidence to consumers that the economy has strengthened and recovered from the financial downturn. The financial challenges have caused consumers to expect real-time mobile and social experiences form financial brands. However, financial corporations are inclined toward cultivating uninspiring and primitive channels distorted with a potential lack of security and integration with enhanced functionality ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"H2SUx513","properties":{"formattedCitation":"(\\uc0\\u8220{}Six Financial Sector Challenges for Emerging and Developing Economies,\\uc0\\u8221{} n.d.)","plainCitation":"(“Six Financial Sector Challenges for Emerging and Developing Economies,” n.d.)","noteIndex":0},"citationItems":[{"id":670,"uris":["http://zotero.org/users/local/yvjivw9i/items/E3N4FDX3"],"uri":["http://zotero.org/users/local/yvjivw9i/items/E3N4FDX3"],"itemData":{"id":670,"type":"webpage","title":"Six Financial Sector Challenges for Emerging and Developing Economies","container-title":"World Bank Blogs","abstract":"The relatively weak economic growth outlook, particularly for emerging and developing economies (EMDE), provides an important backdrop for the financial challenges that some of them currently face.   Recently, financial volatility returned because of various concerns in the marketplace – including (just to name a few) shifting expectations of the ...","URL":"https://blogs.worldbank.org/psd/six-financial-sector-challenges-emerging-and-developing-economies","language":"en","accessed":{"date-parts":[["2019",6,21]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“Six Financial Sector Challenges for Emerging and Developing Economies,” n.d.). Irrefutably, the digital transformation of financial models and interaction with customers is the most prominent and efficient technique pursued by leading corporations. The fundamental grounds of digital transformation for financial stakeholders and marketers ought to be customer-centric, extend beyond conventional measures to recognize the mix of digital channels essential for growth and effective consumption of resources.

Moreover, a critical assessment of various factors associated with these challenges needs to be examined for ensuring a successful digital transformation for financial sectors. First, customer experiences play an instrumental role to offer the basis for data analytics. Financial corporations should pay heed to data analytics to comprehend the interaction of institutional services and consumers. The investment in data analytics tools can prove productive as it dispenses information related to friction and inform marketing strategies to move forward ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"DrbsnKob","properties":{"formattedCitation":"(\\uc0\\u8220{}The Financial Industry Needs to Start Planning for the Next 50 Years, Not the Next Five,\\uc0\\u8221{} n.d.)","plainCitation":"(“The Financial Industry Needs to Start Planning for the Next 50 Years, Not the Next Five,” n.d.)","noteIndex":0},"citationItems":[{"id":672,"uris":["http://zotero.org/users/local/yvjivw9i/items/NSDKEJTE"],"uri":["http://zotero.org/users/local/yvjivw9i/items/NSDKEJTE"],"itemData":{"id":672,"type":"webpage","title":"The Financial Industry Needs to Start Planning for the Next 50 Years, Not the Next Five","URL":"https://hbr.org/2017/07/the-financial-industry-needs-to-start-planning-for-the-next-50-years-not-the-next-five","accessed":{"date-parts":[["2019",6,21]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“The Financial Industry Needs to Start Planning for the Next 50 Years, Not the Next Five,” n.d.). New entrants in the market are keen to locate weaknesses that are embedded in the structure of financial institutions to retain their consumer base. However, it is essential to recognize the opportunities available and challenges faced by specific sector of bankers. It is closely associated with the topic of discussion and is similar. Macroeconomic risks are the most detrimental for not only banking sectors but also for other financial sectors and insurance companies (BFSI).

The primary threat to traditional BFSI sectors has been the incompetency to innovate and introduce rapid modes of technologies for consumers to transfer money. The banking sector has undergone drastic digital transformation but there exist numerous disadvantages to critically address advanced infrastructures to ensure privacy and mitigate macroeconomic threats. As per a report published by the Center for the Study of Financial Innovation in New York in 2015, high debt and interest rate were the foremost concerns for bankers which are derived from latest trends in the world economy ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"cI6DJgEZ","properties":{"formattedCitation":"(\\uc0\\u8220{}Opportunities and challenges for banking regulation and supervision in the digital age, SUERF Policy Notes .,\\uc0\\u8221{} n.d.)","plainCitation":"(“Opportunities and challenges for banking regulation and supervision in the digital age, SUERF Policy Notes .,” n.d.)","noteIndex":0},"citationItems":[{"id":668,"uris":["http://zotero.org/users/local/yvjivw9i/items/3TV42CY6"],"uri":["http://zotero.org/users/local/yvjivw9i/items/3TV42CY6"],"itemData":{"id":668,"type":"webpage","title":"Opportunities and challenges for banking regulation and supervision in the digital age, SUERF Policy Notes .:. SUERF - The European Money and Finance Forum","container-title":"SUERF.ORG","URL":"https://www.suerf.org/policynotes/2511/opportunities-and-challenges-for-banking-regulation-and-supervision-in-the-digital-age/html","title-short":"Opportunities and challenges for banking regulation and supervision in the digital age, SUERF Policy Notes .","accessed":{"date-parts":[["2019",6,21]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (“Opportunities and challenges for banking regulation and supervision in the digital age, SUERF Policy Notes .,” n.d.).

Conclusion

Financial challenges in the financial industry are essential to be discussed to enable financial corporations and stakeholders to devise strategies and integrate innovation. Digital transformation is a key factor to advance in the financial industry. However, it will require a keen inspection of digital analytics and investment in digital analytics tools to harness advantages. The baking sector is worthwhile to be associated with the topic as it is faced by several challenges in the wake of fluctuating global economy. Previous economic crises have caused the consumers to remain uncertain and on top of that, macroeconomic factors are main concerns for the banking and other financial and insurance sectors.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Opportunities and challenges for banking regulation and supervision in the digital age, SUERF Policy Notes .:. SUERF - The European Money and Finance Forum. (n.d.). Retrieved June 21, 2019, from SUERF.ORG website: https://www.suerf.org/policynotes/2511/opportunities-and-challenges-for-banking-regulation-and-supervision-in-the-digital-age/html

Six Financial Sector Challenges for Emerging and Developing Economies. (n.d.). Retrieved June 21, 2019, from World Bank Blogs website: https://blogs.worldbank.org/psd/six-financial-sector-challenges-emerging-and-developing-economies

The Financial Industry Needs to Start Planning for the Next 50 Years, Not the Next Five. (n.d.). Retrieved June 21, 2019, from https://hbr.org/2017/07/the-financial-industry-needs-to-start-planning-for-the-next-50-years-not-the-next-five

Week 7

Whole Foods Market

Student’s name

Institution

Date

Introduction

Whole Food Market is one of the known American food chains started in 1980. It has emerged with Safe Way and Clarksville Natural Grocery stores. Currently, Whole Food has several stores across the country over 400 stores in the United States, Canada, and the United Kingdom and a total of 91000 employees CITATION Fer18 \l 1033 (Fernandes & Srinivasan, 2018). It has a market capitalization of over $10 billion. It the 4th largest stores based on sales volume for the previous years. The mission of Whole Food Market is to promote vitality and well being of people by supplying the highest quality of food to customers. The corporate core value of the company is to selling the highest quality natural and organic products to customers and offer efficient support team member create wealth through profits and growth. It is also to serve and support the local and global communities.

The organizational culture of the Whole Food Market is the efficient delivery of quality and organic food to customers. The company believes in a high standard of service and this has been integrated into its norms to become its corporate culture and norms, which guide the service delivery. The objective of Whole Food Market is to promote vitality and offer quality food and organic as it builds a strong market share and loyalty CITATION Mou17 \l 1033 (Vennamanen, 2017). This is what has made the store to perform above several stores in the United States. The corporate agenda is to have increased its market share, increase its profit and become the best food store in the region. Over, the last years, the company has implemented several strategies to become the best food store and therefore, the corporate strategy is meant to increase its value through market acquisitions, which is important to the shareholders of the company. This paper, therefore, provides an illustration of various training or interventions strategy which the company can use to address its needs. It includes interventional strategies, and cost the company is likely to incur on the process.

Recommended Training Strategy and Design

Training is one of the best intervention strategies which are used to address the need for employees and the company. Whole Food Market has several employees and based on the assessment conducted its employees require training in areas of customer service and management. Research indicates that Whole Food Market has had several problems related to customer service. Its customer service is not proactive and efficient compared to other players in the market. This, therefore, requires serious attention to improve the company’s service delivery hence increased market share. This would help the company in improving its customer support rating in the market, which would help the company to improve its market share and loyalty in the market. The recommended training strategies are virtual and traditional classroom methods, which would require the company to have scheduled training session over the weekend for employees in areas where they need improvement. Webster (2017) pointed out that most companies offer training in their boardrooms and conferences to all employees in areas the company feels employees need adjustment. The assessment established that managers require serious attention to the customer service department. The company has a weak link on how issues affecting customers are being addressed and therefore, through training on customer service and management, and office etiquette, the company would be a help to increase service.

Customer management and service delivery is a key sector for companies and lack of it would disadvantage a company. The training is scheduled to be conducted in the evenings in the company’s training room from Monday to Friday for a period of one three months. It shall cover areas such as emailing ethic, phone ethics, and customer management, dressing code, and handling of customers under different condition CITATION Ama17 \l 1033 (Webster, 2017). The managers expect positive improvement from the training how the way store managers, salespersons which the store address concerns raised by customers. This training would provide employees to increase their interactions with customers and this is likely to improve the Whole Food Market performance.

The training materials shall include pamphlets, identified textbook, pens, writing pads, projector, computer and writing board. The trainees to be provided with the necessary materials required for training such as writing kits to facilitate their training. However, the company intends to hire an expert in customer relationship management for facilitating the training. The simulation techniques will be applied to ensure that the trainees adapt to the best market standard. Since Whole Food Market competes with companies such as Wal-Mart Supermarket, it would be important to ensure that all employees are highly trained in customer management. First, employees to benefit from the training would be employees from the sales department, customer support and front office service. It is important because the customers are always in contact with these employees and therefore, it is important to ensure that they are equipped with the necessary skills and knowledge needed to address concerns raised by customers. The rest of the employees will be trained as well CITATION Har15 \l 1033 (Abdul, 2015). The training will focus on the company’s core values, culture or tradition. These trainings are essential because they intend to ensure that employees develop strong cultural belief of the company in order to help in the provision of efficient services. A study has indicated that employees are essential for marketing the brand and therefore, ensuring that employees believe in the brand is important.

Cost-Benefit Analysis (ROI

Companies spend a lot of money on training their employees. It is important to understand the return of investment for such training. A study has established that the technical and sales department gives a lot of return on investment compared to other departments. However, Whole Food Market is expected to benefit a lot from the training of sales, and customer care department. Since the company core mission is based on quality service delivery, training customer care employee is likely to improve its quality of service. Research also indicates that training of employees has been regarded as one of the best strategies to improve the performance of employees. A study by Abdul (2015) indicated that training offers knowledge and skills to employees and therefore, employees would be able to transfer what they learn into the service delivery. Whole Food Training is likely to change the way the company provides service and this would be essential for its strategic growth.

The training is likely to increase management skills and service delivery, which will have a lot of positive impact on the company's return. Whole Food Market is expected to spend a lot of money on training. This is based on the calculation of the amount which will be spent on one employee in terms of allowance, training materials and hiring of the facilitators. However, the return of investment would be measured based on the increased productivity of employees. Whole Food Market main concern regarding employees is lack of commitment and inefficient service delivery. Therefore, the return of an investment will be valued based on the service delivery and the market share gained after training. Whole Food Market return on investment would be realized from its market performance. Once its employees become more confident and offer the best service. The company is expected to improve its rating, which is a key indicator for many investors. This is expected to increase its stock index, market share and profit by the financial year. It is, therefore, an important training which the company treats with a lot of serious to ensure that it is able to compete efficiently with market competitors. Whole Food is likely to experience growth in share market and profitability as well. It is estimated that the benefit of training would be 150% based on the assessment conducted. The return of the company would increase from share, stock hence profitability. This makes the intended training as a key strategy, which the company can use to increase its general performance in the market.

Training Evaluation Plan

In order to understand the benefits of the training offered by the company to its employees, Whole Food Market will have to conduct a survey and relies on feedback from clients and employees themselves. The company intends to use a survey to determine the impact of the training. The company will conduct a survey at the end of the training among employees to determine their efficiency and core achievement after the end of the training. Besides conducting a survey among the employees and customers, the company will monitor its performance on the stock market. The increased performance indicates a positive effect of the training. Since the sales and customer care department are a key department in service delivery, it is expected to improve the general sales through increasing market share due to positive feedback from clients. The feedback from clients will also be used to evaluate the training and determine whether the intended objectives are achieved or not. The intended evaluation will be done in phases. The first evaluation will be conducted immediately after training to determine whether employees understood the core objectives and whether those objectives have been met by the training offered. The second evaluation would be conducted using feedback and survey from clients to discover whether the service delivery has increased after training. This intends to determine the change of service delivery and their opinion regarding service delivery.

References

BIBLIOGRAPHY Abdul, H. (2015). Training Intervention and Strategies for positive learning Transfer. Journal of

International Resource Development and Management, 2-31.

Fernandes, L., & Srinivasan, R. (2018). Consumer analysis of Whole Foods Market.

International Journal of Latest Engineering and Management Research (IJLEMR), 2-31.

JAIN, S. (2015). Cost-effectiveness of Training Programmes in Insurance Sector of India.

https://www.researchgate.net/publication/311772263_Cost-effectiveness_of_Training_Programmes_in_Insurance_Sector_of_India, 2-34.

Vennamanen, M. (2017). Whole Foods Market, Marketing Strategies and Programs Analysis. 2-

34.

Webster, A. L. (2017). Human Resources: How to Develop a Training Intervention Program. 2-

18.

Week 7-8: Discussion - Mediator Domain

Title page

Mediator domain

Question 1

Prime directive in Star Trek is an ethical value of leadership. It is a crucial regulation that binds the Starfleet personnel. Prime directive is known as order 1 that restricts Starfleet personnel to interfere with other cultures or civilizations during the mission of exploring the universe. To be more specific the purpose of this directive is to prohibit the members to interfere in the process of develop of civilizations that are technically less developed. In the episode ‘Voyager Caretaker’ Star trek is encountered in a dangerous situation where they are uncertain about the enemy. The episode highlights that start trek is in an unknown part of the galaxies where they need to adopt an intelligent strategy for managing the situation. To mitigate the risks the commander decides to act as one crew Starfleet crew CITATION You102 \l 1033 (YouTube, 2010).

Captain Janeway’s speech emphasizes on the implementation of the Prime directive, which encourage the members to act as a single crew and avoid entering in a conflicting situation. The commander explains that Starfleet will continue to follow their directive for exploring the new world. Even with the maximum speed it would take 75 years to reach the federation. To achieve this primary goal of finding way back, the crewmembers must collaborate and seek new ways for building technology that will help in reaching the final destination. The captain adopts a collaborative approach as she mentions that everyone must corporate and work together for achieving the primary goal of returning home. The captain also exhibits the leadership skill of commitment because she is continually encouraging the crewmembers irrespective of the challenges they face. Cultural competency is also visible because Janeway’s in her speech instructs everyone to work as a team and for the common goal by not threating one’s values or beliefs.

Question 2

‘Voyage Caretaker’ also exhibits use of effective communication skills by the crew-members. The speech of Janeway’s reflects use of communication skills for making things clear to the entire Starfleet. She talks with authority and confidence, which allows her to provide a common direction to everyone. Throughout her speech she makes use of proper body language and facial expressions. She walks in the spaceship for reaching every member of the fleet and involving them in the speech. During her speech she maintains eye contact with every member. This can be seen as a prominent strength of her communications because it allows her to keep entire Starfleet involved. Leadership behavior of Janeway depicts that she has provided a path to the crew-members by acting as there mentor.

Janeway’s has relied on both verbal and non-verbal communications for briefing the Starfleet about the situation. Her positive communications allows her to promote positive feelings of encouragement and dedication in members. Effective communication skills have allowed Janeway’s to build a continuous interaction with the listeners. Her talking and clarity has removed the information gap because everyone receives a vivid message. She is complementing the crew by telling them that their courage and hard word has brought them so far and they will need it in future also for meeting their primary goal. Her complementing is visible as she says, “we have made some friends”. She has used this strategy because complementing encourage members to stick to their goals. She relied on effective communications because she has delegated tasks that make crew members realize their responsibility. Janeway’s exhibits prominent leadership skills during her speech, which helps her in attaining the Star Trek goal of keeping crew members focused on their primary directive.

Reference

BIBLIOGRAPHY YouTube. (2010). Star Trek: Voyager Caretaker (HD). Retrieved 10 3, 2019, from https://www.youtube.com/watch?v=q_Og-fzKmvs

Week Six Teamwork

Week Six Teamwork

[Name of the Writer]

[Name of the Institution]

Week Six Teamwork

Purchasable turn-key hybrid HRIS/Payroll systems

Many systems are readily available in the market that fulfills the payroll processing needs of any business and also satisfies the HR department's needs for automating all regular HR administration processes. Two of the most suited recommended systems would be Kronos and SyncHR. These two systems will benefit our organization’s time and attendance tracking module and will appropriately generate reports whether customized and standardized.

SyncHR

SyncHR is excellent software available in the market. It is a different HR solutions system as compared to other systems because of its technology. SyncHR provides consumers with the facility to construct guidelines to automate specific transactions. Additionally, its patented association model offers consumers an extraordinary level of data reliability along with providing substantial time savings. This smart system permits programmed retro transactions to be controlled accurately. Making payroll modifications such as commencement of pay cycle in the between pay periods for new employees and computing of retro pay is no longer error-prone or time-consuming (SyncHR, 2019).

SyncHR is great software available in the market. It has Non-linear payroll processing with the capacity to process payroll by date ranges as an alternative to subsequent batches. It also includes an automatic tax configuration built on worker work location and address. SyncHR can frame payroll data via uploads, manual entries or API (application programming interface). Moreover, this software is capable of performing retroactive pay calculations, changes in mid-period payroll, sub-ledger, and self-balancing journal records and can create payroll reports for auditing purposes.

SyncHR has multiple reporting and analytical abilities as well. For instance, it has the feature of an editor, dashboard builder with drag-and-drop functions and built-in ad-hoc reporting models that contain charts and tables. SyncHR also includes real-time access for present, past and upcoming data. Some other features of the software include in a huge number of pre-built reports that are accessible covering many useful areas including in numerous export and format options along with creating custom reports.

Kronos

Kronos' system includes scheduling, time and attendance, and core HR and payroll management. Kronos software can assist your business to simplify and revolutionize the way that information concerning human resources is gathered, used, and stored. Kronos’ (SaaS), service delivery model, provides on-demand amenities PEPM (per employee, per month). Mobile approachability is also delivered at no added charges via its application of Workforce Ready Mobile (Kronos, 2019).

Kronos streamlines the wearisome errands that are involved with monitoring attendance and time management of employees, data collection, and employee tracking. Kronos complete automated time-tracking software works in tandem with its interactive voice response (IVR), time clocks system, and mobile device s which helps the business or organization to control minimize compliance risks and labor expenses while enhancing workforce engagement and productivity.

One feature or part of Kronos' cloud-based Workforce Ready suite of services is its Workforce Ready Time Keeping. This is attendance and time organism that comprises all the fundamental features a business need to manage their human resources timetables and calendars; for instance, several ways to regulate paid time off and in and out time controlling and scheduling. Personnel can manage their clock in and out and other related needs from mobile apps, timeclocks, and web browsers. This system in Kronos software can be used by small and medium-sized organizations in numerous industries. Furthermore, it has a notification scheme, and audit trajectory that assists the businesses in complying with labor laws and it can also track time-off accruals.

Payroll data is always significant particularly when it comes to compliance management and budgeting. Kronos offer features which can make payroll data readily reachable through its reporting capabilities. Kronos software teams or users to swiftly access payroll records which can be used for producing financial and accounting reports, both standard and ad-hoc reports. Once the report generation is completed, the software can filter, customize, and sort the data and report.

To conclude, both these systems are extremely useful and efficient and will work well for the company. However, reviews and statistics suggest that SyncHR is somewhat expensive and the ratings are not as good as Kronos. On the other hand, Kronos is a complete package as well with excellent ratings and price.

References

The Next Generation of Human Capital Management | SyncHR. (2019). Synchr.com. Retrieved 19 February 2019, from https://www.synchr.com/why-synchr

Workforce Management and HCM Cloud Solutions | Kronos. (2019). Kronos.com. Retrieved 19 February 2019, from https://www.kronos.com/

Week4 Discussion

Week 4 Discussion

[Author’s name]

[Institute’s name]

Week 4 Discussion

Overview of the 7S Model

           McKinsey 7S framework is recognized as one prominent management model to meet the actual objectives of strategic vision. This specific approach is defined as the influential instrument that is used to analyze the overall design set for the organization. The application of the 7S strategic model associated with the consideration of seven key internal elements. These specific factors are identified as strategy, structure, system, shared values, style, staff, and skills. Critical consideration of all these elements is essential to successfully achieve aligned strategic objectives. It is noteworthy to indicate that the practical feature of change is recognized as a necessary aspect of concern in an organizational setting (Hanafi Zadeh & Ravasan, 2011). The business organizations must apply the significant practical framework to meet the targets of organizational change. 7S model is established as one comprehensive instrument to successfully meet the objectives of planning and executing change in an organizational setting.

Description of the Value of Each Step

           Comprehensive identification of the value of each step of the 7S model is essential to successfully utilize it according to structural and strategic requirements of the organizations. The efficacious accomplishment of each element is important to meet the standard goals of the entire framework in the context of planning and implementing organizational change. All the seven elements of the 7S model are distinguished into main forms of hard S’s and soft S’s. Evaluation of the value of each element is essential to utilize these aspects effectively and efficiently.

Strategy

           The practical implication of strategy is defined as the overall plan or process of the organization that is created to implement all the activities of change. This specific element is recognized as one of the core features of the 7S framework because it provides direction to enhance overall performance level (Dyer, Godfrey, Jensen, & Bryce, 2016). Expansion of customer range is one suitable example of the strategy in the context of organizational change.

Structure

           The value of this aspect appeared in case of the proper division of tasks and labor within an organizational setting. All stakeholders need to have a clear understanding of their relevant organizational responsibilities. Distribution of operations is an example of a feature of the structure.

System

           The main aim of adopting this practical approach is to develop a significant form of coordination and control between different working units working on the same organizational goals. Adoption of the suitable information system, and financial reporting, etc. are relevant examples of the perspective of the system.

Staffing

           The paradigm of staffing associated with the practical approach of human resource management within an organizational setting. This specific element defines the crucial role of the human resource department when it comes to hiring and promoting workforce according to actual organizational requirements. Development of the new customer-oriented plan is an example of this approach that demands proper hiring and training of most suitable staff members.

Skills

           The plan of organizational change can never be achieved without the presence of the necessary skills and abilities of relevant staff members and management. Combination of different valuable skills is the key to achieve better outcomes in the form of organizational change.

Style

           The objective of developing organizational change is only possible with the consideration of suitable leadership style. This particular element is recognized as the domain of interpersonal association between different people within the organization. Adoption of an informal and flexible way of communication between different people within an organizational culture is a suitable example of this specific element.

Shared Value

           This element of the 7S framework is defined as a center of priority to achieve actual outcomes of the model. It is a depiction of actual cultural values and standards followed by all members of the organization. Adoption of specific cultural norms by employees is the actual example of this approach.

Analysis of Helpful Components

           The management must identify those specific elements that can be immensely helpful to achieve the goal of organizational change. This specific consideration is assistive to adopt the most suitable practical domains to actual competence and requirements of the organizational setting. Identification of the difference between hard and soft S’s is an essential step to explore helpful components. Identification of required strategy and system are recognized as two helpful aspects to ensure proper application of change according to actual organizational needs. This argument can be better apprehended through the example of an organizational setting when management is keen to diversity product or service for potential customers by modifying its existing systematic domain.

Analysis of Challenging Components

           Critical consideration of the challenging features of the 7S model is also essential to identify all the risk factors associated with the application of change within an organizational context. Skills are the difficult components to achieve actual prospects of the overall plan of change. It is complex for the management of the organization to successfully align employees’ skills with the requirements of organizational change (Ravanfar, 2015). Adoption of new flexible organizational change is one prominent example that explains the difficulty in case of incompetency of all workers to accept change.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Dyer, J. H., Godfrey, P., Jensen, R., & Bryce, D. (2016). Strategic Management, Binder Ready Version: Concepts and Cases. Retrieved from https://books.google.com/books?id=OlhXCQAAQBAJ

Hanafizadeh, P., & Ravasan, A. Z. (2011). A McKinsey 7S model-based framework for ERP readiness assessment. International Journal of Enterprise Information Systems (IJEIS), 7(4), 23–63.

Ravanfar, M. M. (2015). Analyzing Organizational Structure based on 7s model of McKinsey. Global Journal of Management and Business Research.

Week4_Marketing

Week4_Marketing

[Author Name]

[Name of Institute]

Week4_Marketing

Q 4. Cookies and crackers are usually considered a healthy diet or healthy food. People who are health conscious usually consider eating cookies and certain types of crackers to keep them healthy and fit. Snack, especially cookies, crackers, chips and other foods like this come along with complete nutritional information printed on their packaging, which is a mandatory step for them, implied

All sorts of snacks, especially cookies and crackers, need various sorts of ingredients like emulsifiers, baking soda, yeast, and artificial flavors, etc. that are necessary in order to bring the required taste and volume in the final product. Hence, any pack of crackers or cookies, if says that t is 100% fat-free, is making it up. No manufacturer or marketer can use the terms “100 percent fat-free” or “0 percent fat” on the packaging of their cookies or crackers. This would count as misleading the customer which is morally and ethically incorrect.

Q 6. The consumption situation or consumption pattern refers to the possession of goods and services and how a person uses them. The consumption situation may include the physical context, i.e. the time and place of consumption, and the social context, that how and in what social conditions, the product was used or consumed. The three most important characteristics that govern the consumption patterns of any product or service are Pleasure, Arousal and Dominance ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"S9jimuzo","properties":{"formattedCitation":"(Babin & Harris, 2017)","plainCitation":"(Babin & Harris, 2017)","noteIndex":0},"citationItems":[{"id":89,"uris":["http://zotero.org/users/local/aDSOzgCJ/items/CSNEH68W"],"uri":["http://zotero.org/users/local/aDSOzgCJ/items/CSNEH68W"],"itemData":{"id":89,"type":"book","abstract":"Learn your Consumer Behavior course YOUR Way with CB! CB's easy-reference, paperback textbook presents course content through visually-engaging chapters as well as Chapter Review Cards that consolidate the best review material into a ready-made study tool. With the textbook or on its own, CB Online allows easy exploration of CB anywhere, anytime - including on your device! Collect your notes and create StudyBits™ from interactive content as you go to remember what's important. Then, either use preset study resources, or personalize the product through easy-to-use tags and filters to prioritize your study time. Make and review flashcards, review related content, and track your progress with Concept Tracker, all in one place and at an affordable price!","edition":"8 edition","event-place":"Boston, MA","ISBN":"978-1-305-57724-4","language":"English","number-of-pages":"400","publisher":"Cengage Learning","publisher-place":"Boston, MA","source":"Amazon","title":"CB","author":[{"family":"Babin","given":"Barry J."},{"family":"Harris","given":"Eric"}],"issued":{"date-parts":[["2017",2,2]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Babin & Harris, 2017). These three conditions are also commonly known as PAD.

Pleasure refers to the feeling or the experience that a consumer gets after using the product. Most of the time this refers to the experiences gained after first time usage, however, it may refer to repeated use as well. Arousal refers to the feelings and emotions that a person feels whenever they see the product or even the slightest mention of that product or service. The last characteristic, Dominance is how easily that product or service is available to the consumer or how much access the consumer has to that particular commodity.

References

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Babin, B. J., & Harris, E. (2017). CB (8 edition). Cengage Learning.

What I Have Learned About Leadership

School Paper

[Name of the Writer]

[Name of the Institution]

What I have learned about leadership

Describe the traits and behaviors that are the core of your leadership model, and explain how a leader will utilize these traits and behaviors to achieve organizational objectives.

 Servant leaders are primarily concerned with the well-being and growth of people and their community. The servant leaders put the needs of others first, shares power and help to develop people and do their job best as possible. Traditionally servant leaders are valued by their decision making and communication skills. They usually have a deep commitment to be informed about the will of others and serves to clarify that will. The servant-leader understand the said and unsaid problems of the subordinates and they are also concerned the inner voice of them. They strive to empathize and understand others. Skilled empathic listeners are successful servant leaders. The servant leadership one of the greatest strength is the potential to heal the one’s relationship with others. People are usually suffered from many emotional hurts and they have broken spirits. Servant leaders should have strengths and self-awareness to understand the issues related to values, power, and ethics. The reliance on persuasion is another trait of a servant leader in spite of one’s positional authority in organizational decision making. The servant leaders mostly try to convince others but they don’t coerce compliance. This trait of persuasion used by servant leaders to achieve organizational goals. The servant leaders can look at the organizational problem from the perspective of conceptualization. Conceptualization motivates them to achieve the goals of the organization smoothly and in a well-managed manner.  The broader-based conceptual thinking is the long term operational goal which is only achieved by servant leaders. Another trait of servant leaders which is closed related to conceptualization is foresight. A leader can imagine and visualize the outcomes of the conceptualization of goal achievement. Foresight enables servant-leaders to learn from the previous lessons and thing about the realities of the present and make an absolute decision for the future (Spears, 2010).

Explain what type of leader will be most successful emulating your model and why?

The Servant leaders try to involve people in decision making and respect the opinion of the people to create a community within a team. The innovations can only be lead by the engagement of team members with one another. The only issue with servant leadership is the removal of hierarchal environment. The dependence of servant leadership is on the long-time behavior with team members in an efficient manner. The servant leaders are successful when they have a clear vision and mission to gain organizational objectives. They need to be self-motivated to achieve the goals of the organization. Respected and strong leaders are the ones who have a high level of self-motivation. The great servant leaders are full of contagious positive energy. The people feel comfortable to work with such types of leaders and it gives a significant source of ideas and inspiration. Some times leaders have to make continues decisions in the everyday course of business and it is very difficult to handle the situation alone. The servant leaders use to take the suggestions of other subordinates and make the decision without stress. It is quite difficult and stressful for managers to make decisions daily. The servant leaders use to take the suggestion of people while making a decision. The leaders have to maintain the brackets of decision making, first, they have started with the small decision then go through the way of a bigger and most difficult decision. The servant leaders have an edge of others opinion while making a decision which makes them comfortable and lowers their level of stress. The decision taken by servant leaders could be more appropriate and strong because they analyze all the perspective of problems which could be expected in the future. The responsibility of leaders is to focus and manage the goals of an organization which can only be possible with the cooperative environment of the organization.

Describe which of the leadership influence tactics will be most effective for leaders to utilize when applying your model. 

Servant leaders usually use soft tactics to deal with the members of the team. The soft tactics include consultation, personal appeal, rational persuasion, and ingratiation. In decision making or planning the behavior of servant leaders is to seek the participation of others to propose and implement the policy in goal setting and achievement. The leaders required extensively to consult with other stakeholders. The managers have to make the decisions quickly and clearly and servant manager have to manage too much democracy and lots of consultation. The successful small companies use the Stalinist principle to achieve the results in a definite time. The leaders have to stay focused on goal achievement. The common mistake that a servant leader can sometimes practice is to take the decision and then start a debate on it. This practice makes him weak while deciding according to the opinion of another person which is better than their decision. Another tactic used by the servant leaders is Personal Appeals in which the leader depending on the interpersonal relationships to influence their behavior. The leaders keep a good relationship with their subordinates and work in a friendly environment. They use to have friendly lunch or dinner with subordinates and discuss the business matters and assign the task to people whom they feel more competent and qualified. They use to discuss the business matter in an informal meeting and sort out the problems in a very comfortable environment. Rational persuasion behavior of the servant leaders is another tactic which use factual evidence and logical arguments to persuade others. They use physical evidence while making a decision and most of the time the decisions are rational due to this practice. Ingratiating is used by the servant leaders in which they meet people in a good mood and ask them about work and think favorable of them before engaging them to do something.

Describe how situational leadership applies to your model?

Situational leadership is an adaptive style of leadership in which the leaders choose that style of leadership which suits best to circumstances and goals of an organization. Servant leadership is also a flexible style of leadership like situational leadership. Situational leadership adopts the need of the organization and the existing work environment (Thompson, 2015). Servant leaders analyze the situation of the existing work environment and decide after consultation from subordinates. The servant leadership and situational leadership both are ethical ways of leadership. Both leaders are focused on the achievement of the goal to gain success in a competitive environment. Adequate knowledge and skills are required in situational and servant leadership to assist the followers efficiently. The leaders behave ethically refers to interacting openly, honestly and fairly with followers. Both leaders used the actions and words and make it clear to the followers that fulfill their need for work at top priority (Yasir & Mohamad 2016).

Explain the barriers and opportunities that may affect the implementation of your leadership model. 

           To give up the absolute authority by the servant leaders is an obvious limitation of servant leadership style. This authority gives up is against the traditional workplace authority structure in which all the decisions made by the CEOs, communicate those decisions to the subordinates and then get credit when those decisions are successful. The sublimation of egos is a problem in a servant leadership style. The whole credit goes to employees on the succession of the project. The servant leadership may cause less motivation in employees and the results produced by them is getting poorer with time. Loss of productivity and motivation is the major problem of servant leadership. The employees believe that the manager will take care of the task and they step back from the task or put less effort into it. The servant leadership style can also decrease the managerial authority from the business overall management functions. The authoritative figure is less when employees feel that managers are ready to cater to their needs extremely. When senior management is influencing the middle-level management to improve the efficiency of the business then the servant manager feels difficult to sustain his dominant role. Servant leadership is not fit in every business. This type of approach is specifically suitable for some type of businesses. It takes time to establish successful servant leadership because it is difficult to practice this system due to lack of stability. The managers take care of the feeling of employees more despite their performance and they are reluctant to take hard decisions which may be good for the welfare of the organization. The servant leaders avoid the honest critique of the job performance of the employees. Servant leadership makes employees lazier and less motivational. This may create less motivation among employees and it may create hurdle in the way of goal achievement.

References

Spears, L. C. (2010). Character and servant leadership: Ten characteristics of effective, caring leaders. The Journal of Virtues & Leadership, 1(1), 25-30.

Thompson, G., & Glasø, L. (2015). Situational leadership theory: a test from three perspectives. Leadership & Organization Development Journal, 36(5), 527-544.

Yasir, M., & Mohamad, N. A. (2016). Ethics and morality: Comparing ethical leadership with servant, authentic and transformational leadership styles. International Review of Management and Marketing, 6(4S), 310-316.

What Is Foreign Direct Investment (FDI) Inflows In Mining & Quarrying To Australia? What Are The Benefits And Costs Of FDI Inflows From Mining & Quarrying To Australia?

Foreign Direct Investment inflows in mining and quarrying to Australia

Name of the Writer

Name of the Industry

Foreign Direct Investment inflows in mining and quarrying to Australia

Introduction

Foreign direct investment is an integral part of any economy that wants to develop itself further. It is very important in today's world, where every country is vying to attract as much foreign direct investment as possible. This type of investment is very much essential for the development of developing countries such as third world countries. On the other hand, countries such as Australia and other developed countries are also in the race to get access to as much foreign investment as possible (Noor, et al, 2016, pp. 495-496). Since the 1980's, there has been an increase in foreign direct investments, even more than the output in the world trade during the same time. This increase in foreign direct investment is due to the higher degree of access attained by Multinational Corporations. Through the liberalization of trade barriers, a decrease in the foreign investment regimes, and innovation in technology has led to a higher degree of access available to Multinational Corporations. This essay aims to find the level of foreign direct investments in the mining and quarrying industry of Australia. Furthermore, it looks to analyze how beneficial or costly foreign direct investment in the above-selected industry have been.

Foreign Direct Investment

In its essence, the foreign direct investment can be described as the foreign capital that has been transferred in the form of investment to other countries directly. This type of investment can be considered as one of the main drivers of economic growth within any country. The importance of FDI stems from the fact that enlarges the country's investment base. This also helps in the reduction of the unemployment rate within a country (Iamsiraroj, 2016, pp.116-133). This is done by creating new job opportunities, bringing in advancement in technology, and able to identify the newest skills in management, marketing, and communication within the existing job market. This will affect the National Employment in such a way that people will be able to gain new skills and experience new and important techniques.

Furthermore, through the use of foreign direct investment, the host countries can be very beneficial. In one manner, through the use of foreign direct investment, the rates of investment would increase as the quantity of foreign direct investment increases. Furthermore, as the quantity of foreign investment increases over time, this helps in balancing the payments on foreign loans through the inflow of foreign capital (Iamsiraroj and Ulubaşoğlu, 2015, pp.200-213). This way, host countries which are mostly developing countries require such investment to pay off the massive amounts of debt they have collected to promote their economy. Furthermore, developed countries such as Australia, also need foreign direct investments to manage their balance of payments.

Through the use of foreign direct investment, countries can access advanced technology that can help increase the skill base of the labor force within that country. Moreover, other than increasing the expertise level of the labor force within the country, it also indirectly increases the level of efficient production within the host country (Farla, et al, 2016, pp. 1-9). Also, the export sector benefits highly through the use of foreign direct investment. This is done through the introduction of advanced technology that results in an increase in research and development. The effects like the productivity boost happen within the host nation and increases the national income.

Mining and Quarrying Industry in Australia

According to the Australian mineral resource report released annually, acknowledge that South Australia is one of the world's best-regulated mineral resource jurisdiction (Energymining, 2019). This aligns with the reports presented that show that the mining sector of Australia generate around two hundred and twenty-eight billion dollars in revenue for the economy of Australia. Furthermore, this revenue generated by the mining sector gives around eight percent of the GDP of Australia. Furthermore, the mining and quarrying industry within Australia is developed in several smaller sectors. These comprise of Iron ore mining, Oil and gas extraction, exploration and other mining services, other metal ores mining, Non-metallic mineral mining and quarrying and finally coal mining. All these promote a considerable share of the mining industry within Australia

Furthermore, the mining support services industry is in the business of providing services that complement the operations of the mining businesses. The fact is that Australian mining support services industry has been stagnant over some time and this is due to the subdued value of commodity prices (Bankwest, 2019, pp. 5-7). This is impacting the sector demand in Australia. However, Australia has proved to be a big player in the lithium mining sector and this presents an opportunity for them. This opportunity, if used properly can help the Australian mining industry to capture the value of downstream processing that results in the formation of batteries by using lithium.

There has been high growth in the Australian mining industry and it can be seen in the strong growth in the Australian mineral import industry. But the thing is that the local mining industry is dependent on the growth in the commodity importers of Australia. Currently, there are three major commodity importers in Asia of the Australian mining industry namely, China (seven percent), Japan (two percent), and Hong Kong (four percent) (Eklund, 2015, PP. 177-188). This growth in the industry is evident due to the growth being driven by commodity prices that have been rebounding from the record lows witnessed in 2014/2015.

FDI in Mining and Quarrying Industry of Australia

The Australian mining and quarrying industry have been the most beneficiary of foreign direct investments. This sector has gotten the highest of the foreign direct investments in comparison to all other sectors and has had around thirty-seven percent of the total foreign direct investments. Due to the richness of natural resources, the mining and quarrying industry within Australia has been flourishing heavily (Fan, et al, 2106, pp. 187-203). Furthermore, other factors such as openness to trade and business from international partners have also been a positive factor for increasing the growth within this sector. Due to these foreign investments, this sector promotes around seven percent of the total GDP and about sixty percent of the total exports.

In 2018, the value of foreign direct investments in the mining and quarrying industry of Australia has been around three hundred and fifteen billion Australian dollars. This sector of the Australian economy has shown a strong increase in foreign direct investment of around seven percent since the last year of 2017 (Beeson and Wilson, 2015, pp. 21-38). According to an analysis done of the different businesses within this sector, it was found that around six percent of the mining businesses within Australia are foreign-owned. In comparison to this, around only one percent of the mining, businesses are owned by domestic and national companies. These statistics show the imbalance in ownership within the mining and quarrying industry of Australia.

The foreign direct investment in the mining and quarrying industry in Australia represents around thirty-eight percent of all the foreign direct investments within Australia. These investments come mainly from countries such as Canada, the United States of America and the United Kingdom (Bakker and Shepherd, 2017, pp. 130-155). Other countries such as Brazil and Switzerland have also shown to be considerable investors in the mining and quarrying industry of Australia. All in all, the Australian economy needs this level of foreign direct investment as without it the country's resources would be underdeveloped.

Benefits of FDI’s in Australia

The inflows from the foreign direct investment in the mining and quarrying industry have been very beneficial for the Australian economy and its people in general. Through the inflows from this investment, the country is able to reach its economic potential (in this case, it is Australia) (Alfaro, 2016, pp. S2-S15). Through foreign direct investments, Australia can finance new mining and quarrying businesses within this industry and even boost the current mining and quarrying industry. This is vital due to the fact that the major portion of the businesses within the mining and quarrying industry are all owned by Multinational Companies.

Furthermore, through the inflows from the foreign direct investment into the mining and quarrying sector of Australia increases the level of dividends for all Australians. This is done by increasing the level of taxes and increasing the tax revenues in both the state and the federal governments (Tang and Zhang, 2016, pp. 423-429). This increases the funds available to invest in public services such as hospitals, roads, schools, etc. Moreover, through bringing new businesses with a connection to other markets, the Australian economy has additional export partners. This will have a positive effect on the overall performance of exports. Furthermore, this leads to an increase in the level of competition and innovation in technologies within the market in Australia.

The most important benefit of the inflows from the foreign direct investment in the mining industry is that helps fill in the gap between what the Australian government saves and invests. Australia is abundant in resources but it needs foreign direct investments to develop itself (Perri and Peruffo, 2016, pp. 3-27). This is evident from the fact that the gap between saving and investment has been around four percent of the total GDP of the country. At the end of the year 2018, the level of the total investment stayed at four hundred and fifty-five billion dollars and around fourteen billion dollars in domestic savings and around forty-one billion dollars in foreign investment.

Costs of FDI’s in Australia

As much as it has been beneficial for the Australian economy to have an immense amount of inflows from the foreign direct investments in the mining and quarrying sector of Australia, there have been numerous costs that the country has had to suffer (Neumayer, et al, 2016, pp. 177-213). With the influx of international companies within Australia, the competition within the domestic market has increased considerably. This is adversely impacting the development of Australia. This is because the domestic companies are losing business to international companies, which stops their growth and which has a detrimental overall effect on the development of the country and its people.

Furthermore, as more and more foreign investments keep pouring in the market decisions regarding investment, production and market products are all in the hands of foreigners. This will impede the development of the country as they will be making decisions for their benefit (Hill and Hult, 2017, pp. 52-64). This can be understood in such a way that to maximize the profits of such foreign companies, these companies do their utmost to exploit not only the resources of Australia but also the people of the country as well. This leads Australia into such a case where it has lost all its sense of sovereignty.

In one sense, foreign direct investment and its inflows can also be as a form of modern-day colonialism of Australia. The above reasons are pretty evident of that as countries such as Australia are losing sovereignty. Also, through the immense use of foreign direct investments, there is a high negative influence on the exchange rate of the country as well (Wang, 2017, pp. 522-539). Furthermore, the economy of Australia is so much dependent on foreign direct investment that without it the country can lose all forms of development and just be a land with high resources but limited ability to get access to those resources.

Conclusion

Foreign direct investments have been very dominant in the mining and quarrying industry in Australia. This is one of the industries that are experiencing a boom due to the increase in foreign direct investment it receives. This increasing amount of foreign direct investment has been very beneficial for the country in economic strength. On the other hand, the country has had to face certain costs due to the influx of foreign direct investment in this sector.

References

Alfaro, L., 2016. Gains from foreign direct investment: Macro and micro approaches. The World Bank Economic Review, 30(Supplement_1), pp. S2-S15.

Bakker, R.M. and Shepherd, D.A., 2017. Pull the plug or take the plunge: Multiple opportunities and the speed of venturing decisions in the Australian mining industry. Academy of Management Journal, 60(1), pp.130-155.

Bankwest. (2019). Bankwest Future of Business: Focus on Mining Services. [online] Available at: https://www.bankwest.com.au/content/dam/bankwest/documents/business/insights/focus-on-mining-report-2019.pdf [Accessed 18 Sep. 2019), pp. 5-7.

Beeson, M. and Wilson, J.D., 2015. Coming to terms with China: Managing complications in the Sino-Australian economic relationship. Security Challenges, 11(2), pp.21-38.

Eklund, E., 2015. Mining in Australia: an historical survey of industry–community relationships. The Extractive Industries and Society, 2(1), pp.177-188.

Fan, D., Cui, L., Li, Y. and Zhu, C.J., 2016. Localized learning by emerging multinational enterprises in developed host countries: A fuzzy-set analysis of Chinese foreign direct investment in Australia. International Business Review, 25(1), pp.187-203.

Farla, K., De Crombrugghe, D. and Verspagen, B., 2016. Institutions, foreign direct investment, and domestic investment: crowding out or crowding in? World Development, 88, pp.1-9.

Hill, C. and Hult, G. (2017). Global business today. 4th ed. North Ryde: Mc Graw-Hill Education, pp.52-64.

Iamsiraroj, S., 2016. The foreign direct investment–economic growth nexus. International Review of Economics & Finance, 42, pp.116-133.

Iamsiraroj, S. and Ulubaşoğlu, M.A., 2015. Foreign direct investment and economic growth: A real relationship or wishful thinking? Economic Modelling, 51, pp.200-213.

Neumayer, E., Nunnenkamp, P. and Roy, M., 2016. Are stricter investment rules contagious? Host country competition for foreign direct investment through international agreements. Review of World Economics, 152(1), pp.177-213.

Noor, M.T., Ali, S., Nirob, K.J.A. and Islam, M.S., 2016. Significance of foreign direct investment on economic growth in Bangladesh. Published October. PP, (495-496)

Perri, A. and Peruffo, E., 2016. Knowledge spillovers from FDI: a critical review from the international business perspective. International Journal of Management Reviews, 18(1), pp.3-27.

Tang, Y. and Zhang, K.H., 2016. Absorptive capacity and benefits from FDI: Evidence from Chinese manufactured exports. International Review of Economics & Finance, 42, pp.423-429.

Wang, M., 2017. Does foreign direct investment affect host-country firms' financial constraints? Journal of Corporate Finance, 45, pp.522-539.

What Makes The Best Place To Work And Why?

What Makes the Best Place to Work and Why?

[Name of the Writer]

[Name of the Institution]

What Makes the Best Place to Work and Why?

Introduction

Workplace is one of the central elements in shaping human personality and preferences, taking into account that the success of any organization is also dependent on the workplace it provides. There are different elements that make up a good workplace such as salary, diversity, ownership towards work, and technological innovation. In accordance with all these facts, different companies are ranked high from employee perspective to work in future. Berkshire Hathaway is one of the companies that is more like a dream workplace.

Discussion

There are different driving forces that make a workplace fit for the company. These factors are also common in Berkshire Hathaway.

Major Factors

These factors include a global marketplace, workforce diversity, ethics, morality, and technological innovation.

Berkshire Hathaway is known for exclusive market place competition, taking into account that the company is involved in different sectors of industry with direct competition. Berkshire Hathaway is competing major market domains such as Leucadia National Corporation and Allstate corporation. The company is also seen competing with major management investment players such as BlackRock Inc and KKR & Co. LP (Agrawal et al., 2019).

Taking into account the workforce diversity, it is highlighted that Berkshire Hathaway is a talent admirer, that leaves gender discrimination far behind. According to Balzer, (2020) although it is questioned that the directors are all male, the CEO Warren Buffett asserts, when there will be a female talent the lineage of men will be broken. Considering the stance of people who are employed as workers only, there is mutual cooperation and coordination along with homogeneity. Diversity is accepted and appreciated and it is one of the major reasons for the growth of the company. In addition, several employee reviews highlight that Berkshire Hathaway serves as the best place for integrating with other employees as there is no place for discrimination or segregation.

Ethics is one of the major sections under discussion, where it is found that the company has a manual of business code and ethics that acts as a source of information for both present and the new hiring. There is a common culture-based business approach that promotes different qualities such as integrity, emphasis on the customer’s long-term orientation and honesty. The CEO, of the company, affirms that he believes in running his company as a family’s only asset for the next fifty years which asserts the positive approach to ethics and workplace considerations. Within ethics, morality is found taking into account that none of the employees’ abilities are exploited, there is a set standard for everything to be acceptable and consequences for not meeting eligibility (Cunningham et al., 2020).

Innovation and technology are one of the basic fundamentals of Berkshire Hathaway because all the departments of the company are working as per up to date models and expectations. It is highlighted that the company believes in the facilitation of employees that makes it one of the best places to work. Also, innovative approaches exist in the form of institutional forces, mitigated risk of the stock baste and the great contrarian success. Thus, innovations are not just seen in the technologies but it is also seen in the minds of the employees and their actions (Balzer & R, 2020).

Practices and Policies

There are different practices and policies of Berkshire Hathaway that act as an attraction for both, employees as well as the business individual. Taking into account the inner-organization, it is highlighted that the policy of “autonomy of the manager" are something that attracts more professional and quick learners to work because working with autonomy gives employees real skills. The autonomy of the manager is usually frowned upon but it is one of the strong motivations that attract strong employees because today's generation is less into guided work and more into authoritative work that can lead them to practice their knowledge and values. In Berkshire Hathaway autonomy of the mangers allow efficient learners in the form of employees who seek and learn a lot (Cunningham et al., 2020).

In addition, “Conflict of interest” is also something ponderable because employees are led to maintain their private realms. The same code is seen in the business dealing which is the major reason that Berkshire Hathaway has serious business dealings. The just decision making attracts a lot of investors. The stance of conflict of interest is not motivation but crystal-clear imagery of positive motivation for the employees which can help them get into positive deals and attract more influencers (Balzer & R, 2020).

The document named "Prohibited Business Practices Policy" is also one of the major sets of regulations that is in compliance with the laws that address the topics of payment, offers, entertainment and education that curtail all the issues that employees might face in the workplace. It not only allows the employees to become aware of their actions but it is also a strong motivation for the business partners and other related people to be very conscious of their actions as policy acts as a code of conduct. In the same way, the policy acts as a strong motivation for businessmen who are seeking morality and positivity in the business (Wire & B, 2019).

“Accounting rules” is one of the several positive initiatives that have been taken by the company and it acts as a strong source of attraction for different businessmen. It is highlighted that the companies actually like to be in partnership with the Berkshire Hathaway because the rules that the company apply are effective and novel, adhering to positive and unique outcomes (Cunningham et al., 2020).

Nondiscrimination policies are also one of the major sets of policies that act as a major source of attraction for the employee. It is highlighted that there are a lot of employees and aspirants who are passionate to work somewhere and learn but they cannot find that mental peace. The non-discrimination policy of Berkshire Hathaway is one of the reasons that the company is handling more than 3000 employees with equality and justice (Agrawal et al., 2019).

Work attitude affected by diversity

Diversity is one of the major concerns in big organizations such as Berkshire Hathaway, related to issues such as religion, sexual orientation, race, and gender. These issues can cause serious gaps in the workplace that might even lead to the distortion of the reputation of the company. It is highlighted that there are a lot of employees who despite being talented might plan to leave the workplace or not become a part of organization because of such issues. There are several strategies and initiatives that can help to address these issues such as “leadership positions in diversity” (Cunningham et al., 2020). It will help the employees to develop acceptance for diversity, also it will create a stance of uniformity and homogeneity. In addition, training and quick accountability are also some of the prominent initiatives that can be taken to address this issue because if employees will be trained to deal with diversity, a more positive workplace can be created. In addition, quick accountability in case of violation can also help to overcome the issues by making employees aware of the outcome in case of failure of adherence. incorporating employee motivation is also a strong tool of positive enforcement that can help diverse employees to feel themselves as a part and parcel of the workplace (Wire & B, 2019).

Conclusion

In a nutshell, it is highlighted that adequate policies, embracing diversity and positive enforcement of actions at a workplace play a central role in making an organization a better place to work.

References

Agrawal, A., & Nasser, T. (2019). Blockholders on boards and CEO compensation, turnover and firm valuation. Quarterly Journal of Finance, 9(03), 1950010.

Balzer, R. (2020). In a world of globalization–company valuations of industrial corporates and digital natives. In SHS Web of Conferences (Vol. 74, p. 03001). EDP Sciences.

Cunningham, L. A., & Cuba, S. (2020). Margin of Trust: The Berkshire Business Model. Columbia University Press.

Wire, B. (2019). Amazon, Berkshire Hathaway and JPMorgan Chase & Co. to partner on US employee healthcare. Available at: businesswire. com/news/home/20180130005676/en/Amazon-Berkshire-Hathaway-JPMorgan-Chase-partner-US Accessed January, 10.

What Should Managers Know About Cultural Diversity

[Name of the Writer]

[Name of Instructor]

[BUSINESS AND MANAGEMENT]

[Date]

What Should Managers Know About Cultural Diversity

Managing diversity has been something that has been a focus in the United States since the eighties. As we know almost all over the world, there is an upsurge in workplace diversity. Employees from various nations, background, culture, beliefs, and experiences have been working together. Therefore, the emergence of anti-discriminatory laws was put in place, especially in the United States. In human resource one of the hottest topic organizations have to deal with is of workplace diversity due to the increase in globalization; therefore in this paper will present what managers should know about cultural diversity. Under the light of this discussion, we will analyze the importance of how a good understanding of culture helps managers to be successful in achieving their goals and targets. To begin with, the biggest problem arises when the managers are not aware of or lack of knowledge of a different culture. It creates a lot of confusion and misunderstanding; as a result, the team members feel lost and see the leadership to be missing which indirectly hits the performance.

The acceptance of the differences among employees working in an organization is a significant development for managers today. “An issue of managing diversity has become essential in both private and public sector organization” (Brannen, np). The most important thing that higher management needs to focus on these days is to tap into the communicative, cultural, and innovative talents of all the workforces in an organization Managers and employees both should have respect and understanding of different cultures. Scholars argue that differences of any sort, may it be cultural, language, believes, etc. has the capacity to diminish group cohesiveness and intensify clashes among team associates (Stone et al., 141). It also results in hostility. Managing cultural diversity in the workplace is a challenging task for managers. They should know in order to deal with this challenge or overcome it; they should make an effort to encourage a more mixed environment by promoting cultural tolerance among team members, by effective communication skills, and by developing strategies that will help in dealing with conflicting issues. In order to deal with a culturally diverse team, managers should primarily know that there are two aspects of culture. One is general cultural knowledge that is how culture works, how it affects a person's behavior, believes and decision making. The second aspect is specific cultural knowledge which is facts and information about a particular culture. When a manager is aware of the fact that culture has its influence on each individual, then it helps the manager to understand the background of the people and this, in turn, helps the manager to lead a team efficiently and effectively.

Another important aspect of effectively managing a culturally diverse team is effective communication skills. No matter where the person works whether outside the country or within with a diverse group of people effective communication is important. When one is trying to put across an idea to people from different culture, then one does it according to their own cultural influences and assumptions. Likewise, the person on the other end can interpret that idea according to his or her own cultural influence and assumptions that could result in a lot of misunderstanding. For instance, in Mongolia, when individuals purchase something, they do not offer the card or cash by having space amongst their fingers to vendor or counter. If someone does, then it is considered rude or disrespectful. However, in many countries, it is not considered to be rude or disrespectful. So, a lot of things assumed can be good in one culture and wrong in another. Managers should also be careful in making assumptions, because a problem arises when one assumes wrongly and judge a person according to their assumptions. Stereotyping also causes one to assume a lot of things which might not be true. However, they should also not forget the key fact that assumption and perception are shaped by cultural influences. Assumptions can have advantage and disadvantage, but when a person is well versed with different cultures, then it becomes easy not to assume. Therefore, managers should strongly promote acceptance of cultural differences, communications skills, and develop strategies will reduce the issue that arises from a heterogeneous team. Managers should make sure that everyone in the team is on one page. They should design policies, procedures and other information in a way that it no one on the team feels lost due to language and cultural barriers.

Cultural context is something that a person will understand easily from the same culture, but it will vary culture to culture. For example, in Korea or Taiwan people depend more on actions then verbal communication because they have a high context culture, likewise in China people do not directly communicate the message to the listener; in fact they use indirect language to convey their message, which can be a different experience for person raised up in low context culture like the United States. In low context culture, people prefer to put their message across directly and verbally instead of actions or speaking between the lines. Managers leading a culturally diverse team should be aware of the contextual cues because these cues help a person understand the differences in behavior, negotiation skills, and decision-making skills of the team members. Normally, one would not think that each culture has such different verbal and non-verbal ways of communication, and by understanding it makes communication very effective. If we look at the negotiating style in North America, we see that it is very candid and they think more in terms of economic terms and trust the other party. However, in high context culture such as Japan, we see people deal more on personal terms and try to build up their personal ties more than concentrating on economic terms. Similarly, we see that in high context culture people take longer to take a decision because they thoroughly look into the minutest detail before they can come to a decision, whereas people from low context culture are much quicker in making decisions because they are more concerned with the main points first and then working on the minute detail later. Managers should also know that problem-solving techniques also differ among cultures. In low context culture, it is okay to talk, discuss, debate, or argue while trying to solve a problem, whereas in high context culture higher management avoids such strategy (Tjosvold, np).

It will also be helpful for managers to see the cultural difference in context with Hofstede dimension of individualism and collectivism. Individualistic cultures promote freedom, more autonomy where dependency is not considered to be very good. In individualistic culture, people are expected to solve their own problems to accomplish their goal without depending on others. Therefore, individualistic culture focuses on personal welfare rather than the groups, and in collectivist cultures, people are more likely to depend on others. People who have been raised in collectivist society are seen to sacrifice their own comfort for the greater good of everyone. In terms of rewards and appreciation also, the team is rewarded and not an individual. Rewards are shared with the whole team as opposed to individualistic culture, where each person is rewarded individually according to their performances. Once the managers are aware of these above points mentioned, they can then use the method of D-I-E which means to describe, interpret, and evaluate, but managers should be careful when dealing with a diverse team they should be careful in evaluating or interpreting from their perspective, which one might falter at since people do it unconsciously. Therefore the rule of thumb is to describe in detail, consider interpretation as a hypothesis and reach a conclusion after taking into consideration any other interpretation as well.

Organizations should develop strategies to manage cultural diversity and managers and employees should recognize it too. Adler had proposed some strategies for managing cultural differences. According to him, managers should know how to ignore the difference. Most managers are completely unaware of cultural dissimilarities and its influence on the organization. They consider their way is the most suitable to organize or manage. They believe diversity to be pointless. However, according to Adler ignoring the difference leads to effective management of cultural diversity and reduced negative impact. Second, the approach which Adler identified was of minimizing the difference.Managers in Organizations who follow this approach are the ones who think that their way is the best way and all another way to manage and organize is inferior to theirs. This attitude is called as ethnocentric. When a problem arises, they try to minimize diversity and prefer to work in a homogenous team rather than a heterogeneous team. However, managers should understand that working in a heterogeneous team can be challenging yet has many advantages. Lastly, Adler identified that managers should adopt the strategy of managing differences. This creates synergy for the organization (Kundu, np). Managers who adopt this approach believe there is no good or bad way. Neither way is superior or inferior. With this approach, it helps to minimize the problem and maximize the advantages which in turn create synergies for the organization. Organizations that use this approach train their management personnel and other staffs to recognize cultural dissimilarities and realize its advantages.

Organizations should always promote cross-cultural training to its managers and other employees. It helps the employees to be more aware of discrimination and biases that they come across. It also helps the team members and the manager themselves to realize what diversity is, its importance. They will also be able to understand the concept of equal opportunity in employment which will help in decreasing the effect of partiality. Managers should or rather organizations should make it a rule to make sure that starting from the top management to the bottom everyone is required to do the cross-cultural training. In fact, training on the importance of diversity should be done periodically so that both the manager and his team know that the company values diversity and their actions make the company's corporate culture stand out. As, mentioned that in this era of globalization, companies need really skilled managers. Managerial skills such as understanding of culture and intercultural skills is an important skill that is valued by organizations. Intercultural skills are valued by the organization because it helps managers to understand, develop, and execute the strategies which are developed in the context of culture. It is very important for international managers to analyze the internal and external environment both because there is so much interconnectedness, a variety that makes it difficult for managers to understand the cause and effect. Also, since there is so much information available nowadays, it is also become difficult to judge if the information is reliable or not. The managers should have the ability to see the opportunities in their environment. They should also be able to see and analyze situations from a different angle and make or develop opportunities from a situation.

Communication and language obstacles are the biggest challenges to effective organizational diversity. Employees may communicate in dissimilar primary languages, making communication hard for other employees. Cultural differences and perspectives on different points result in many conflicts and may hinder effective decisions as well. It is very hard for managers as well as employees to understand each other viewpoints and way of work. Many individuals from different cultures might not get along well with each other resulting in issues or poor productivity. Therefore, it is very important for an organization with the diverse workforce to equip its employees with the effectively communicate knowledge and train them on how to effectively work and communicate with coworkers, irrespective of their dissimilarities (Hajro et al., p. 353). Diversity training can also assist in reducing interpersonal issues within the organization.

Because of globalization, diversity can be witnessed more than ever before. Managing diversity and co-existing with different people under the same roof with the same goals to achieve certain objectives is of great importance now a day. Organizations with diverse workforce should train their employees on how to communicate effectively with other coworkers and staff members. Also, new hires must be introduced to his or her coworkers so break the ice and have some understanding. Any communication issues or conflicts should be immediately reported and resolved. For this reason, it is imperative for an organizations success and productivity prepare its teams, and personnel's to successfully work and connect with each other, regardless of all the differences.

Benefits of cultural diversity

Because of the following benefits of cultural diversity, it is essential for managers in current business scenarios to know about these benefits and act accordingly to successfully manage his or her subordinates and achieve organizational objectives as well.

More ideas more solution

Cultural diversity can be very valuable for any organization, the more assorted an organization is, the more it has the capacity to resolve a diverse range of issues and opportunities effectively. This means that people from varied backgrounds, experiences, social statuses, regions, and other characteristics are able to offer various skills sets that can help an organization cope with issues or take advantage of those differences in any other way. Likewise, dialogs and debates among diverse people will usually produce a wider variety of ideas. Furthermore, in current globalized marketplace organizations having a diverse range of employees can more effectively serve that global market as the employees will be able to speak different languages and wider cultural understanding that is required.

Less racism more understanding

There are multiple levels of diversity namely, surface level diversity and deep-level diversity. According to experts' characteristics such as age, ethnicity, religion, race, disability, and gender are demographic characteristics, and they are just the tip of the iceberg as they reveal surface-level diversity, and they do not reveal any feelings and thoughts processes. This level of diversity can lead workers to see one another through assumptions and stereotypes. Nonetheless, studies have illustrated that with time as individuals or groups get to know each other and intermingle, they become less anxious about regional and ethical dissimilarities if they see the more significant features or individualities like values and personalities, that symbolize deep-level diversity. Having more cultural diversity in the workforce, most of the employees tend to devote more time regularly with individuals from cultural upbringings that they are usually not open to. Consequently, employees pick up new cultural understandings that in turn, diminishes destructive emotions, for example, prejudice, homophobia, sexism, etc.

Greater opportunity for employees and organizational growth

Diversity in an organization is very advantageous for the employees and the organization. An organization with staff that belongs to different backgrounds and have unique personality traits add a lot of new sights and unique ways of work that usually is not possible with the same workforce. For instance, an individual from Africa can provide the organization with the insight or method of managing people of resolving a specific conflict in a way that is unique, very effective and not practiced in the home country of the organization. Moreover, people from various regions with various languages are able to communicate more effectively with a diverse range of customers or businesses, contributing to the effectiveness and productivity of the organization. Moreover, diversity is also very beneficial for employees. Working in an organization with dissimilar workforce adds tremendously to employees overall experience, especially, communication skills. Employees get hands-on experience working with different people; they learn and gain knowledge from people from around the world. Through cultural diversity, employees and managers acquire managing and relationship skills that cannot be learned from books usually. In addition, diversity increases organization and its staff confidence and moral and are in particular beneficial for organizations that operate on a global or international marketplace.

Improved employee engagement

There is no better way to acquire knowledge about other cultures and ethnicities than from coworkers or subordinates that belong to different upbringings than your own. One can ask, discuss, and pick up new things from staffs during lunch breaks, etc. If the organization has a pool of culturally diverse workforces, everyone will learn more about one someone else's way of life and ethos. When the employees share their particular know-how with each other, they not only learn from each other but build a trusting as well. This is very valuable as it upturns employee engagement and also may result in increased employee motivation.

Language skills can open doors for a business

Language obstacles and cultural dissimilarities can frequently be an impediment for an organization that wants to grow their business over seas or in different regions; however, by contracting workforces who are well versed in various languages can make it promising for the organization to work in a global context and network with a larger client-base.

Reduced employee turnover

An organization that is enriched with cultural diversity in the place of work would instantly attract a broader pool of applicants for its job openings and more applicants that apply for jobs with the organization. Organizations that are able to recruit from an assorted pool of applicants means that they are more likely to employ the most qualified and relevant applicants for the openings. In a continuously increasingly competitive frugality where talents, skills, and diverse services are vital to progress the organization, the organizations are trying to put together the most culturally diverse set of applicants in order to be successful in the current market scenario. Many studies have revealed that most of the job seekers are drawn to organizations that are culturally diverse as it is visibly understandable that these organizations do not practice employment discrimination.

Positive reputation

Another advantage of cultural diversity in an organization is that it receives a positive reputation. Organizations that motivate and recruit candidates from a wide variety of upbringings usually gain status for being a good employer. Prospective clients frequently feel more cherished and hence give more business to these companies.

In short, the managers should know that cultural diversity in an organization can have tremendous benefits and the organization can enjoy an extensive range of benefits, for instance;

Reduced employee turnover

Improved employee engagement

Improves cultural insights

Increased productivity

Improved creativity

Increased profits

Improved company reputation

Wider range of skills

Works Cited

Brannen, Mary Yoko. "The Power of Richness: Revitalizing Cross-Cultural Management." The Routledge Companion to Cross-Cultural Management (2015).

Hajro, Aida, Cristina B. Gibson, and Markus Pudelko. "Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams’ effectiveness." Academy of Management Journal 60.1 (2017): 345-372.

Kundu, Subhash C. "Managing cross-cultural diversity." Delhi Business Review 2.2 (2001).

Stone, Dianna, and Eugene Stone-Romero, eds. The influence of culture on human resource management processes and practices. Psychology Press, 2012.

Tjosvold, Dean. Cross-cultural management: foundations and future. Routledge, 2017.

What You Learned And How You Apply It To Your Future

What You Learned and How You Apply It to Your Future

[Name of the Writer]

[Name of the Institution]

What You Learned and How You Apply It to Your Future

Introduction

In the course (ITSS 3300), there is a number of topics related to information system have been covered while I learned almost all of them up to an extent. But, the topics that I got a strong grip on are, Business Process Model and Structured Query Language (SQL). Several things are there that I learned about these two topics and things on the basic level as well as how to use them.

Body

Business Process Model is the graphic based or graphical representation of the workflows and overall business operations and practices of a company or business. It (Business Process Model) is used to identify the potential areas that are needed to be improved so that some particular gaps can be covered (Berg, & Kilambi, 2014). Further, I learned that the Business Process Model is used interchangeably with the mapping (business process mapping) to represent a business or organizational processes as sources for betterment and improvements. Beyond this, I learned that Structured Query Language (SQL) is a standardized programming language that is used mainly for the purpose to communicate with a database. In other words, it is a standardized language that is utilized to perform tasks like updating data on the database. SQL is used by different databases where most of those databases have their additional proprietary extensions which are mainly used only on their systems. But the different commands of the SQL can be used by the user to have almost everything accomplished that a user of the database needs to do with the database (Kiebling, & Kostler, 2002).

How to Use Business Process Model

There is no one size fits all solution for Business Process Model. Hence there are some steps that I would be taking to use the BPM now and in the future. These steps are;

I would use one of the Business Process Modeling tactics to put the process I am working with, on the software.

After that, I would be working to identify the inefficiency or areas of improvement by analyzing the performance of the process in comparison to the operational goals.

In the end, I will be the new and improved or modified process which would be dependent on the findings of the above second step. While I would be putting it into the practice or operations.

How to Use SQL

There are many areas where I can use SQL now as well as in the future, but one that I prefer to use SQL is to build a website of the company or organization I will be working at. Hence there are some ways through which I would use SQL to build the website of the Web Site of the company, business, or organization. These steps are;

I will get a database program like Ms. Access or MySQL

Will be taking and using PHP server-side language

After that, I will use SQL to get the data needed for me.

And finally, I will use HTML to design the web page.

Conclusion

After an in-depth analysis of the course and things I learned, I came to state that I learned the Business Process Model and SQL the most. The things that I learned about these major components are; 1) Business Process Model is a graphical representation of business operations that identify areas of improvement, 2) BPM is used interchangeably with the mapping to represent the concerns, and 3) SQL is standardized programming language used to perform tasks like updating data on the database. But, learning things is not enough at all. Hence, the above are several ways through which I would apply these things.

References

Berg, E., & Kilambi, K. (2014). Method and Apparatus to Facilitate Development of a Customer-Specific Business Process Model. U.S. Patent No. 8,639,542. Washington, DC: U.S. Patent and Trademark Office.

Kiebling, W., & Kostler, G. (2002). Preference SQL: Design, Implementation, Experiences. In Proceedings of the 28th International Conference on Very Large Data Bases (pp. 990-1001). VLDB Endowment.

What’s At Stake In China Trade Talks For U.S. Companies

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Whats at Stake in China Trade Talks for U.S. COMPANIES

Your Name (First M. Last)

School or Institution Name (University at Place or Town, State)

Whats at Stake in China Trade Talks for U.S. Companies

How tariffs work and what they mean for companies, workers, and consumers

The purpose of tariffs is to limit the imports by raising the prices of products and services purchased from foreign counties so that they do not sound attractive to customers. In this regard, a particular tariff is levied depending upon the type of the product, for example, 1,500 tariff on a car. Tariff is also levied on the basis of the monetary value of a particular item for instance, 15 on the value of the product. Tariffs are often a fixed charged on a product. Another purpose of tariffs is to increase the governments revenue. In addition, tariffs are useful to protect local industries especially the new ones from overseas competitors. Therefore, domestic companies and industries benefit if tariffs are levied on imported products.

In this way, local workers get security because they are the ones who play a vital role in running the industry. Besides, for the benefit of certain industries, governments tend to exempt them from any type of tariffs. China and America are the two biggest economies in the world. In this context, they are also the trade rivals recently, President Trump hinted to impose 150 billion of tariff on 1300 exports of China. In order to counter, China aims to introduce 25 tariff on products U.S. products such as soya beans, vehicles, and aircraft, and the amount of tariffs is expected to be 50 billion. If these tariffs are imposed by the U.S. and Chinese governments then will be hugely affected, and industries of both countries would suffer (Dal Porto, 2018).

Both America and China are the big markets, and it is in the interest of these countries industries to develop good trade relations with each other. In this manner, consumers will be benefitted as they will have a variety of products. China achieved economic growth on low-cost exports of machinery and equipment. If the government of the United States levies tariff on Chinese products then China will target the agricultural sector and the automobile industry which are key industries of the United States (Dal Porto, 2018). As a result, it will impact the broader American Society the overall prices in Wal-Mart will be at stake, and consumers falling in the low-income category will be affected (Whats at stake in China trade talks for U.S. companies, 2019). Subsequently, it may take some jobs.

United States Approach towards trade negotiations with China

The United States has adopted the right approach that it is negotiating with China, and officials are hopeful that they will reach some agreement. Some issues were highlighted in the negotiations. Discussions and meetings are the right way to resolve mutual differences, and both parties can reach some conclusion. Had Trump administration not gone for dialogues tension between both the sides would have further escalated. In order to settle things, a number of meetings should be conducted. The United States has realized that China cannot be sidelined by adopting strict policies against them, and that is the reason why the former has come to the negotiation table with the latter.

The dialogues have been effective as Chinese authorities have shown willingness in allowing foreign companies to take part in panels that could set criterion regarding critical industrial issues, such as fuel-economy averages in the context of vehicles. More round of negotiations would be instrumental in settling further issues between the two countries (De Graaff, Van Apeldoorn, 2018). It is indeed a way forward as both the countries will be able to build a framework or at least can agree on different aspects of the mutual trade.

Moreover, American officials said the structural reforms were the major concerns raised during the talks with China. America wants China to make fundamental structural reforms also, America discussed the purchase of American goods and services with China. Both sides need to show flexibility in order to come to the common orders and making an agreement in mutual interest.

Can the U.S. succeed in getting what it wants from China

It wont be easy for the United States in succeeding to get what it wants from China. The United States wants China to adopt fair practices as far as Chinas exports are concerned. The United States openly accuses China of stealing intellectual properties. The structural reforms demanded by the United States remain the sticking point for China as the country is entirely focused on diversifying its trade with other countries of the world (Lu, 2018). China seeks to cooperate with other powers to prevent Americas Supply Chain Disruptions. Also, China is very well aware of the international efforts to isolate China, and that is the reason why the country is searching for more partners so that long-term sustainable relations can be developed with other partners.

In case China fully agrees to U.S. terms then it may not be able to make low-price in a huge quantity which has been the hallmark of China over the years. China has penetrated in the Asia Market also, it has stakes in Africa and other parts of the world, and that is why the country would never want to cut on its export. In the next ten years, China is expected to surpass America to become an economic superpower. Therefore, it is not very easy for the United States to get what it wants from China. However, a series of negotiation would bring both countries together. In order to reach an agreement, both countries need to show some flexibility and good temperament. The United States and China need more round of talks and need to engage other stakeholders as well.

References

Dal Porto, L. (2018). Tariffs Trigger Trade War. Quality Progress, 51(12), 10.

De Graaff, N., Van Apeldoorn, B. (2018). USChina relations and the liberal world order contending elites, colliding visions. International affairs, 94(1), 113-131.

Lu, N. (2018). The dynamics of foreign-policy decisionmaking in China. Routledge.

Whats at stake in China trade talks for U.S. companies. (2019). Retrieved from HYPERLINK https//www.pbs.org/newshour/show/whats-at-stake-in-china-trade-talks-for-u-s-companies https//www.pbs.org/newshour/show/whats-at-stake-in-china-trade-talks-for-u-s-companies

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Where Did The Money Go

Personal Finance Exercise

Organization of My Expenses

Food Expenses

Grocery: $132

Fast Food: $7.75

Entertainment Expenses: $50

Clothing Expenses: $72

Savings: $120

Brief Commentary on My Spending Habits

           Proper organization of my expenses for two weeks eventually helped me identify the specific areas that become the reason for my overall high expense in the end. I thoroughly observed all the categories of my expenses and some areas gave me a real surprise. The critical scrutiny of my expenses for two weeks indicates that my expenses were high for clothing, entertainment, and overall grocery items. I need to cut down the expenses for these specific areas. In the previous two weeks, I spent a large portion of my income on clothes which should be overcome in the next weeks to regulate the balance between my expenses and financial resources. 

           The detailed analysis of my overall expenses for two weeks indicates that I need to focus on some specific areas to handle my expenditures in a better way. The high cost of clothing eventually reduces the total amount of my savings for the rest of the days of this month. The total cost for the area of entertainment was also increased because I went with my friends to the movies. This specific expense eventually disturbed my overall spending for two weeks and I had to reduce my expenses and develop a financial approach for other categories of expense. Additionally, I also bought expensive products in these weeks that increased my expenses for the former two weeks. The categorization of my expenses for two weeks helped me realize that I should seriously reconsider my habit of spending on different areas. It is important for me to strictly regulate my expenses to achieve a balanced approach to my budget. I need to expand my savings to successfully handle the concern of increasing expenses. 

Whistleblowers

Whistleblowers

Student’s Name

Professor’s Name

Subject

University

The Employee’s Perspective

Stanley must disclose the information to his employer or any other trusted member of the organization. However, most of the employees hesitate to report such wrongdoings due to the fear of losing their jobs or falling victim to harassment (Lewis, 1997). CJC (1999, p.36) recommends that employees must understand that they can be unfairly vilified for whistleblowing. Therefore, Stanley must first carefully examine the motives behind blowing the whistle to ensure that they are genuine and serve the public interest instead of his personal interests. Next, he must document and verify all relevant information (CJC, 1999, p.13). Finally, he must decide to whom he should report the wrongdoing.

The Company’s Perspective

Strong presence and regular practice of good policies and procedures for whistleblowing encourage employees to disclose such information (Lewis, 2001). Therefore, the company, Dynamic International, must work on both internal and external ways to tackle with such situations (Vandekerckhove, 2016).

The Legal Perspective

Many such ways through which an employee can do whistleblowing without getting fired have already been described in the law (Perritt, 2006). One of them is Prescribed Persons; they are mainly professional bodies and regulators (Lewis & Uys, 2007). It is an external disclosure option. If the employee experience unfair treatment on blowing a whistle, he/she can take the matter to employment tribunal as well.

The Ethical Perspective

Whistleblowing has a strong ethical perspective. It brings loyalty and fairness in a conflict. However, the whistleblower must act reasonably (Beauchamp, 2004). He must only act when he firmly believes that not blowing the whistle will bring more harm than good to the organization (Chiu, 2003). Therefore, Stanley must confirm his motives before reporting the wrongdoing.

The Business Perspective

Whistleblowing is a sign of healthy businesses. It shows that the businesses are successfully making use of the information being provided to them through the whistleblowers. Also, it indicates presence of strong code of conduct within the company.

References

Beauchamp, T. L., Bowie, N. E., & Arnold, D. G. (Eds.). (2004). Ethical theory and business.

Chiu, R. K. (2003). Ethical judgment and whistleblowing intention: Examining the moderating role of locus of control. Journal of business ethics, 43(1-2), 65-74.

CJC. Criminal Justice Commission, 1999. Available at: http://www.ccc.qld.gov.au/research-and-publications/browse-cjc-publications (Accessed: 2nd June 2019).

Lewis, D. (1997). Whistleblowing at work: ingredients for an effective procedure. Human Resource Management Journal, 7(4), 5-11.

Lewis, D. (2001). Whistleblowing at work: on what principles should legislation be based?. Industrial Law Journal, 30(2), 169-193.

Lewis, D., & Uys, T. (2007). Protecting whistleblowers at work: A comparison of the impact of British and South African legislation. Managerial Law, 49(3), 76-92.

Perritt, H. H. (2006). Employee dismissal law and practice. Aspen Publishers Online.

Vandekerckhove, W. (2016). Whistleblowing and organizational social responsibility: A global assessment. Routledge.

Who's The World's Top Retailer Case Study

Case Study Analysis

Name of Student

Name of institution

Answer 1

Walmart is an organization that deals in discount retailing and operates retail stores along with websites to sell its products. It has taken over a half century to become the biggest retailer of the world. The business model of Walmart revolves around lowest prices both in terms of selling to customers and purchasing from suppliers. The model also shows the power of high volume sales made by the company. Because Walmart sells huge quantity of goods to cover for lower prices. The company does not try and make profit on individual items but on the whole lot of sales. An important part of the business model pertains to stocking which allows customers to get any of his desired product at any point in time and they do not have to go to a competitor because of any cheaper product available or a product not available at the store CITATION She14 \l 1033 (Banjo, 2014). This calls for a very strong supply chain for the company which makes an important part of its business model. The basic strategy followed by Walmart is market penetration because it penetrates the existing market by increasing the sales volume for its products.

Amazon’s business model is based on online selling. This includes selling the products online and making sure that customers get their deliveries on time and exactly as they have been ordered. The strongest building block of this business model is the low shipping cost that has been maintained by the company. The major strategy adopted by the company is differentiation because it is stocking and selling a large number of products other than books which they started selling in the first place. With differentiation, the company is also pursuing growth strategy which means that it is growing the number of products available from its platform. Just like Wal-Mart, low pricing is also an important part of the business model of Amazon but these prices do not completely define the business model. Over the direct competitors, Amazon has an advantage regarding lowest shipping costs and timely delivery.

Answer 2

Information technology has played little role in the Wal-Mart business because a negligible percentage of its customers buy online but it is now trying to introduce online services because Amazon has posed serious competition to it. The information technology has played some part in terms of inventory management for the company. There are systems which show what items have to be recouped in the inventory and supplier will also get this information so that they can timely provide the supply. There have been websites developed by company which are now aimed to be used as online selling platforms. The development of various applications will also enhance the role that IT plays in Wal-Mart business. There is a monitor of competitor prices installed on company website which allows it to detect any changes in these prices.

The amazon business model is all about the best use of information technology because the company primarily sells its products online. The introduction of Amazon devices is an additional role of information technology. Being already in the IT business, Amazon will successfully collate its website and devices so that customers are able to place orders through their devices company can cater those orders as if they have been placed from the website itself CITATION Gre14 \l 1033 (Bensinger, 2014). Company taking over the online shoe seller will provide it with multiple benefits. The diversification will be attained because a new product will be added to the line. As opposed to the past, Amazon is trying to become available in the form of brick and mortar stores. The fulfilment centres are opened to facilitate the customers in getting their products delivered quickly.

Answer 3

Walmart’s organizational strategy is based on the lowest cost charged by it to customers. IT can play an important role in influencing the company strategy. A coherence has to be developed between company website, store system and devices of customers which will facilitate customers to order online, either get delivered or they will go and pick their purchase from the store. In both cases, the company will be able to enhance the volume of its sale and will be able to charge lower prices as well. Connecting all parts of supply chain to the devices will help the company further improve its stock management. Currently, the company is working in the form of stores only. The company has to make sure that it uses its strength of physical existence to integrate the online sales and delivery within its system.

Amazon will have to do the exact opposite. While pursuing the growth strategy, company can make sure that it grows physically as well. This will make sure that people can get their orders delivered in time and without unnecessary delays. The company is trying to take over different companies to increase the products which it offers to its customers so that it can compete with Wal-Mart. Using the strategy of growth, the company can select some countries where it can start the physical sales on a test basis. It has to find supply chain partners from all around the world so that customers can receive products in all parts of the world. In order to be successful both companies have to focus on relative strengths. Amazon will have to focus on integrating the online selling model into the physical inventory and stores set up. It will have an important role to play in this respect by allowing virtual displays of shops in front of customers.

References

BIBLIOGRAPHY Banjo, S. (2014). Wal-Mart Looks to Grow by Embracing Smaller Stores. Wall Street.

Bensinger, G. (2014). Amazon Unveils 'Fire Phone' Smartphone. Wall Street.

Why Choose Management Information Systems As A Major?

Why choose Management information systems as a major?

How often does one opens the newspaper or turns on the TV and sees an individual or a company that filled a bankruptcy? Not once, not twice, but many times in a month. Out of all the people, my father has been through with such an encounter. He was once co-owning a partnership business with two other people, but unfortunately, went out of business within three years due to mismanagement with his partners. But today things have turned over, and my family has got a second chance. My family has a small-scale business, and the main goal or objective behind my aim to study Management Information Systems is to assist my family in running, managing, and growing the business. In simple words, my future goal is to help my father to run and grow my family’s business successfully and efficiently.

I believe that Management Information Systems is a credible and great major with a vast amount of opportunities for the one who is passionate about the subject and excel in it. The interest in the subject matter can be found as higher in importance than almost every other factor in the determination of selection of major. Many reasons ensure my interest in MIS due to which I took it as a major. In today’s world is getting covered by the new technologies in the business era, such as Data Analytics, Big Data, and Artificial Intelligence, and business management professionals are required to have skills and competencies in Information System. MIS educates students on networks, and processing systems as well as make them able to manage these systems to process and retrieve the internal business information and systems.

Over the years, I have grown up in an environment where English has been a second language, and I had to come over so many barriers to get to where I am today. Although my SAT reading and writing scores are just average, I have done more than enough to change that course and earn great results in my recent English classes. MIS will help in meeting and achieving my future goals because it would not only enable me to have knowledge of technologies used in today’s businesses but also enhance my skills in IT and improve my information management abilities. So, as a result, I would be able to help my family in their business growth and success.

Why Dont Managers Delegate

Why Don’t Managers Delegate

Author Name(s), First M. Last, Omit Titles and Degrees

Why Don’t Managers Delegate

In any organization the role of a manager is crucial (Zaleznik, 1977). This is because a manager is not only responsible for controlling an organization but also for administering an organization or group of staff members in the organization. In organizations, it has been observed that managers are not willing to delegate due to several reasons such as lack of confidence and losing control etc (Gallo, 2012). However, the main reason why managers do not delegate is because of lack of time. Typically, managers perceive that they do not have enough time and resources to explain any specific task or to teach the team members regarding specific skills required to complete the delegated task. Although, it is very well-known that the main goal of delegation is to save time yet still managers often become overwhelmed with the task that they try to do everything by themselves to complete the task (Stroh, 2002). Managers can overcome this by preparing for delegating tasks before time. They may select an individual that can lead the team and then can assign the task equally to each member of a team as per their specialties so that they can perform the delegated task effectively within time.

While discussing about the employees, in many situations, employees are the ones who are not willing to be delegated. The main reason that employees do not want to be delegated is because of the fear of failure. When managers delegate task every team member wants to perform the task effectively and take credit for it (Iqbal, 2007). However, they are afraid that they will not be able to accomplish the delegated task and therefore do not want to be delegated. However, it is the responsibility of a manager to motivate and encourage the team while also monitoring their progress so that the delegated task can be completed effectively (Griffin, 2013).

While reflecting upon my experience, when I was working as an internee in a local company I found that many team members were against delegation because they fear that management will make them scapegoat and will blame them instead of accepting their faults. However, our manager arranged an individual session and then a meeting with the team to ensure that he will support us even if we fail to accomplish the task. This made the team motivated and we performed the delegated task effectively.

References

Gallo, A. (2012). Why aren’t you delegating. Harvard Business Review, 26.

Griffin, R. W. (2013). Fundamentals of management. Cengage Learning.

Iqbal, J. (2007). Why managers don’t delegate and how to get them do so. Journal of Managerial Sciences, 1(2), 57-73.

Stroh, E. (2002). Don't be afraid to delegate. Politeia, 21(2), 66-79.

Zaleznik, A. (1977). Managers and leaders: Are they different.