MANAGEMENT DECISION-MAKING case study Example | Topics and Well Written Essays - 750 words

MANAGEMENT DECISION-MAKING - Case Study Example Moreover, there are many suppliers to supply the needs of the industry. The industry is boosted by scenic views and rugged coastline of the Bahamas that attracts tourists. The country also offers attractive terms and an enabling environment to boost tourism terms in the country. The company relies mostly on experienced divers for business. However, the company is designing packages for families to increase their customer base. The point implies that the number of clients who visit its resorts determines the company revenues. The business depend on foreign tourism. The situation implies that the international environment affects the industry. Factors such as economic recession and conflicts derail international travel thereby hindering tourism in the country. The profitability of the company is on an upward trend. The profit margin ratio shows an increase from a ratio of 0.06 in 2005 to 0.07 in 2007. However, a sudden shock in 2006 causes a sharp fall in profits. Students should be able to comment on how each of the 5 factors below, which are typically directly or indirectly, an issue in the case are factors within the context of the case and are effecting the performance of the

Administration Issues Essay Example | Topics and Well Written Essays - 500 words

Administration Issues - Essay Example The company’s background problems revolved around the product of the company known as wall tiles. The tiles were plain white ceramics. Being plain white was a major characteristic that gave the tiles their order qualifier. In the supply chain maintaining this product in its original state posed problems for the company (Oliver, Webber, 1982 pp. 65). With increasing competition the company could no longer retain its hold on the market as long as its order qualifier was un-altered. The survival of the company could be secured through diversification and finding new order qualifiers. The ‘new concept products’ made the company to come up with a corporate policy for designing, manufacturing and selling ranges of well designed, high quality, coordinated fashion home ware. This was aimed at reversing the image that was held of the company’s products. It would also give it the power to compete in a totally different growing market sector (Oliver, Webber, 1982 pp. 65). With the new product concept the company realized success but administrative problems were still there. The introduction of new products continued to irritate the company’s administration. The stock of finished goods was huge and dealing with it presented a problem. Distribution costs had also grown so that the profits being obtained on the old concept products had gone down considerably. The problem of planning was cropping in because new capacity was needed for the manufacture of new ranges. The distribution system was also not suitable for the newly introduced operations. The molding department was also having labor unrest because of the payment scheme being used at the time. The problem here was that jobs had not been redesigned as well as the system of payment which could take account of the manufacturing methods that had changed. In conclusion, the focus of the paper was on administrative problem in HG Ceramics Company with the inclusion of the order qualifiers and orde r winners. HG Ceramics Company in its new concept products was presented with a number of administrative products among them the problems in the distribution system, irritation from new product introductions, increased distribution costs, need for planning in order to create the capacity for the manufacture of the new ranges, unsuitability of the distribution system for the new operations and the labor unrests because of the unsuitable scheme of payment within the molding department.

Role of Confucian scholars or advisors in government on the period of Research Paper

Role of Confucian scholars or advisors in government on the period of Tang Dynasty - Research Paper Example â€Å"The Tang dynasty was a dynasty that was characterized by such strength and brilliance that it is unprecedented by any other. The civil service examination was so refined, that the tests basic form was used in the 20th century. The role of the imperial and local government was amplified so that it centralized administration and enacted an elaborate code of administrative and penal laws.† (Tang Dynasty†¦.)The coup by Li Shihmin, the founder of the Tang Dynasty, proved to be a remarkable event in the history of China and it heralded many structural and administrative changes in the system of governance. The highlights of the achievements were new concepts in foreign relations, unification of national culture, more centralization of powers, radical changes in the fiscal policy that helped the overall growth of the nation from all ends. The good spadework done by the Sui dynasty that ruled previously in administrative, transport and communication areas helped Tang dynast y rulers to consolidate the gains. â€Å"Tang Empire was able to create a strong centralized government and work towards unifying the political and cultural divisions between its people†¦..The Tang emperors set up a strong centralized system of government, in which the emperor was the supreme authority†¦Ã¢â‚¬ ¦ Although most of the officials came from influential noble families, some officials were chosen through civil service examinations which tested a persons knowledge of classical Confucian learning and literary composition. With a staff of only 13,465 officials the Tang government was able to oversee a population of more than 50 million people.† (Influences†¦..) To understand the influence of Confucian Teachings on family and society, it is necessary for us to know something in brief about Confucianism. Wing-tsit Chan writes, â€Å"Confucianism did not begin with a tradition. Confucius (551-479 BC) taught various subjects on self-cultivation and the ordering of the society. To be

Administration Issues Essay Example | Topics and Well Written Essays - 500 words

Administration Issues - Essay Example The company’s background problems revolved around the product of the company known as wall tiles. The tiles were plain white ceramics. Being plain white was a major characteristic that gave the tiles their order qualifier. In the supply chain maintaining this product in its original state posed problems for the company (Oliver, Webber, 1982 pp. 65). With increasing competition the company could no longer retain its hold on the market as long as its order qualifier was un-altered. The survival of the company could be secured through diversification and finding new order qualifiers. The ‘new concept products’ made the company to come up with a corporate policy for designing, manufacturing and selling ranges of well designed, high quality, coordinated fashion home ware. This was aimed at reversing the image that was held of the company’s products. It would also give it the power to compete in a totally different growing market sector (Oliver, Webber, 1982 pp. 65). With the new product concept the company realized success but administrative problems were still there. The introduction of new products continued to irritate the company’s administration. The stock of finished goods was huge and dealing with it presented a problem. Distribution costs had also grown so that the profits being obtained on the old concept products had gone down considerably. The problem of planning was cropping in because new capacity was needed for the manufacture of new ranges. The distribution system was also not suitable for the newly introduced operations. The molding department was also having labor unrest because of the payment scheme being used at the time. The problem here was that jobs had not been redesigned as well as the system of payment which could take account of the manufacturing methods that had changed. In conclusion, the focus of the paper was on administrative problem in HG Ceramics Company with the inclusion of the order qualifiers and orde r winners. HG Ceramics Company in its new concept products was presented with a number of administrative products among them the problems in the distribution system, irritation from new product introductions, increased distribution costs, need for planning in order to create the capacity for the manufacture of the new ranges, unsuitability of the distribution system for the new operations and the labor unrests because of the unsuitable scheme of payment within the molding department.

Major city recycling initiatives Essay Example for Free

Major city recycling initiatives Essay The population of the world continues to increase dramatically, further pushing the need for our world to adopt resource conservation as a way of life. Between 1950 and 2010, the U.S. population nearly doubled (conner) Recycling efforts must focus on water, energy, paper, metal, aluminum cans, glass, plastic, Styrofoam, steel, junk mail, garbage, tires, and even food. Although there is no federal mandate for recycling, many states have passed laws mandating that communities provide the facilities for people to recycle. Recycling efforts have taken hold in large cities. For example, recycling is the law in New York City. Resident, schools institutions, agencies, and all commercial businesses must recycle. All street evets,including block parties and street fairs, are required to recycle. Non-compliance with recycling regulations is punishable by fines starting at $25 and increasing to $500 for repeat violations (bloom 15-20). Electronic waste is a growing problem for our technological world. Proper disposal of computer, monitors, televisions, cell phone, and other ‘techno-trash’ presents its own challenges. Conservative estimates put the number of obsolete electronics that are simply thrown away at over three billion units per year (chang 40-51). These electronic devices contain heavy metals and other toxins. Harmful toxins which, when released into the environment, can contaminate our water, land and air. Lead, mercury, and cadmium are large cities are working to address this global e-waste crisis caused by improper computer and electronic recycling. Cities all across the country have implemented recycling programs. Since there is no national law that mandates recycling, state and local governments set recycling laws. California, Connecticut, Delaware, Hawaii, Iowa, Maine, Massachusetts, Michigan, New York, Oregon, and Vermont have passed laws that establish deposits and refunds on bottles and cans for beverages. Cities such as Seattle and New York impose fines for violating recycling laws. What canyou do to advance recycling in your community? Bibliography bloom, mike i., and rose w. arbole. new york gets serious abouts trash. municipal news 12-34.Print chang, arnold t. throing out the pc. new york: cengage learning, n.d.Print conner, john T. our population explosion. 0web28 may 2012 www.epa.gov.

Managing Change in the Workplace

Managing Change in the Workplace Managing Change in the Workplace â€Å"Managing and changing organisations appears to be getting more rather than less difficult and more rather than less important† Burnes [1996] Critically evaluate and debate this statement, highlighting the potential challenges organisations face in managing change effectively Over the last 20 years new products, processes and services have appeared at an increasing rate. Local markets have become global markets due to the advance of technology (the internet) and protected or semi- protected markets have been opened to competition. Monopolies have been transferred to the private sector (e.g. British rail, BT, utility companies) or they have adopted more market-orientated practices. To keep abreast of competition organisations are restructuring, introducing new products and services, changing information systems and introducing new work practices. Organisations that fail to change cannot survive in the competition and will fail to make a profit. (Burnes, 2004) The aim of managing change in organisations is to guide the people in the change process so they can adapt, change behaviour and cope with the new change that is happening in the organisation. Sometimes people in the organisation find it difficult to cope with change as the old responsibilities, roles and behaviour and attitudes are not easily forgotten. In organisations people are the most important asset in the business if people cannot change, processes and systems cannot change. Careful strategic planning must take place involving the people so they can understand what is needed to change as the behaviours, personality, values and all work for and against organisational change (Blake Bush, 2009) According to (Blake Bush, 2009 p3) â€Å"Change management is the process, tools and techniques to manage the people side of business change to achieve the most successful business outcome† Organisations are constantly assessing their efficiency and performance therefore managing change is important. Persuading stakeholders to change can be difficult yet if it is successful organisations can survive and thrive to gain a competitive advantage. According to (Blake and Bush, 2009) organisations have to meet four conditions to convince their employees, these are:- 1. Give an insight to why their organisation wants to change and how it will benefit them and make then agree 2. Make sure structure, processes and reward systems must be put in place to support change 3. Employees obtain the right skills for the new change 4. Ensure employees update their roles and responsibility and model them to the new change. The need for change can be difficult, costly and sometimes disappointing. Expensive new information systems, policies and organisational structure attract most attention but organisations forget their talent workforce and how they are affected by change. Sometimes it is a difficult process depending on how old or new, large or small the organisation is. (Buchanan Huczynski, 2004) The need for change is initiated by two categories, internal factors and external factors within the macro and micro environment. External triggers for change can include: * Economic fluctuations This may develop or hinder the development of new products or processes. For example, in times of recession customers may not have money to spend on ‘luxury items and will concentrate on basic everyday essential items. New products will not come into the market due to lack of funds. * Social For example, the size, age and sex distribution of the population can affect the demand for a product. An ageing population will make organisations target products / services to suit them to increase sales and market share. * The development of new technology has made it possible to develop a whole range of new products. * Changes in customer requirements and tastes require organisations to cater for their needs. * Competitors are continually developing new products * The EU has opened new markets in new countries * Global trading via the internet increases pressure for organisations to change its design and become globalised but in order for the organisation to do so it must transform their processes, systems and cultures to become internationally known. * Changes in social and cultural values Internal triggers for change can include: * High absenteeism and staff turnover * Inadequate skill or training * New design of product /service (Buchanan Huczynski, 2004) Generally, a high proportion of change efforts end in failure (Beer and Nohria,2000; Burnes, 2003; Huczynski and Buchanan, 2001). Change projects fail because not enough planning or thought has taken place to achieve the desired objectives. Sometimes change takes place not for the interest of the organisation but for personal or sectional interests. (Burnes, 2004) The value of the HR function is very important when an organisation is going through the process of change. A lot of companies are giving more responsibility to senior and line managers. Senior managers and the HR function can work together to ensure that the business can change to meet the needs of customers, build good relationships with its stakeholders and ensure employee talent is retained and developed in changing situations. (Hennessy McCartney, 2008) HR can also help ensure that organisational culture is open to change by ensuring change agents handle sensitive emotions and the correct management policies are in place. For example the right people are recruited, trained or developed and the appropriate pay and reward policies are in place to keep staff motivated. HR also ensures that change is gradual across the whole of the organisation. HR change agents should find out whether part of the change is supported or resisted. It also gives people a chance to discuss and sort out their concerns with the â€Å"change agents† and to feel satisfied with the change. Communication is important such as face to face and team briefings are beneficial in the change process (Armstrong, 2006) However, there will always be some resistance to change. â€Å"People resist change because it is seen as a threat to familiar patterns of behaviour as well as to status and financial rewards.† (Armstrong. 2006, p345). The main reasons of resisting change are as follows: * Change to established routines, methods of working or conditions of employment will be seen as a threat to job security and loss of potential earnings such as overtime etc. * The workforce may view management as having ulterior motives to introduce change making the organisation ready for merger or takeover. * Change can be worrying for the workforce as there is a lot of uncertainty about the impact of the change. * In some organisations change can cause inconvenience to the workforce. For example any changes in starting and finishing work shifts may require new arrangements for child minding etc. * Loss of a parking space or office may be viewed as a loss of status or importance in the organisation and therefore cause resistance to change * Disruption to customary social relationships and standards of the group will be resisted as this will be seen as a threat to interpersonal relationships. * Learning new skills and coping with new demands may raise concern for some of the workforce as they will not be certain if they can cope with the new change. (Armstrong, 2006) Process of change According to Jain, 2005 the following steps are considered in the change process and these are: * Develop new goals or objectives to replace goals or objectives having a negative impact. * A manager must be appointed to overlook the change and control the resistance * Diagnose the problem gather issues surrounding the problem where the change is needed. * Methodology Use a methodology for change so that everyone can agree too and to try and avoid any resistance. All members emotions should be considered when drawing up the methodology * Develop plan/strategies on what changes need to be done * Strategy for implementing the plan correct timing and communication channels need to be done. Members should be briefed up on the changes using one to one meetings as often as possible. * Allow for natural resistance problems to be sorted during the change process. (Jain, 2005) For change to take place successfully the main objective is to change peoples behaviour and attitudes and improve the ability for the organisation to cope with changes to the environment. Nadler and Tushman (1980) cited in (Armstrong, 2006) suggested some guidelines on how change should be implemented. Motivate individuals to achieve change by: * Communicating a clear image of the future * All concerned to support the change rather than block it * Stable structures and processes will help change and reduce uncertainty and instability. Another model of change was invented by Kurt Lewin which was an effective process for achieving behavioural changes in groups. Lewins model involves a three stage process:- 1. Unfreezing the status quo -looking at old processes and what change needs to be done 2. Changing- Bring about the change by reorganising the resources 3. Refreezing Embedding the new changes of working (Mullins, 2002) According to Burnes, 1996 cited in the (Langer, J et al, 2005) claims that the problem with Lewins assumption is that the stability of the external environment is always changing therefore the three stage changing process is not quite straightforward and is only gradual and continuous not revolutionary. (Langer, J et al, 2005) Beers â€Å"6 steps model† looks at the complexity of change and how an organisation deals with responses to the effectiveness of change. Beers model concentrates on â€Å"task alignment† (employees roles, responsibility and relationships) as the key to alter new ways of thinking, attitudes and behaviour. Beers uses this model as a way of changing peoples behaviour and attitudes with their roles and responsibility in order to adapt to change. The 6 steps are:- Stage 1- Act and commit to change through diagnoses Stage 2- Develop the organisations shared vision Stage 3- learn the roles and responsibilities to the shared vision Stage 4- Spread the word about change Stage 5- Make the change institutionalised through policies. Stage 6 Monitor and adjust as needed (Blake Bush, 2009) There are many models of change but different organisations will need to choose a model that best suits their culture and values. A simple model would be to investigate changes that are needed and look at individual responses to change. * Plan the change * Implement the change * Manage the people side of change * Manage the organisational side of change The world is changing rapidly to keep up with global competition, technological innovation; de- regulation, privatisation of public sector organisations and much more managers face complex and challenging pressures and opportunities. Changing organisations is a complex process with more opportunity for failure than success. Good managers and leaders are important to an organisation as they can create the conditions for growth and prosperity. Managers should gather and be more open to a wide variety of information. Any decision to implement change should be to the benefit for all concerned and not just for themselves. Organisations must ensure the efficient use of resources and offer the right products and services, to use the appropriate technologies as well as recruit and retain people with the best skills. (Carnal, 2009) The organisation also needs to have strategies, accountabilities, information systems and resources to improve or sustain performance against the organisations objectives. The efficient organisation focuses on internal efficiency and control. Maintaining internal systems includes activities such as performance appraisal, training, development and reward system. The ability to attract and retain high quality staff at all level is a useful indicator of effectiveness. The effective organisation adapts to the external environment and includes marketing, public and community relations. For change to be successful an organisation need to be customer focused. More interfacing skills, negotiation skill and networking skills will also be needed when a change is needed (Carnal, 2009) References Armstrong M., (2006) A handbook of Human Resource Management practice. 10th ed., Kogen Page: Philadelpia. Blake, I Bush, C (2009). Project Managing Change: Practical Tools and Techniques to Make Change Happen. Harlow: Prentice Hall. Buchanan, D. Huczynski, A. (2004) Organisational Behaviour: An introductory text, 5th ed. Harlow: Prentice Hall Financial Times. Carnal, C (2007) Managing change in Organizations. 5th ed., Harlow: Financial Times Prentice Hall Hennessy, J., McCartney, C. (2008). The value of HR in times of change. Strategic HR Review. 7 (6), 16-22. Langer, J., Alfirevic, N., Pavicic, J. (2005). Organizational change in transition societies. Hampshire: Ashgate publishing limited. N.K Jain (2005). Organisational Behaviour. Dehli: Atlantic. Mullins, L.J. (2002) Management and organisational behaviour. 6th ed., Harlow: Financial Times Prentice Hall. Bibliography Ashton, C., Morton, L. (2005). Managing talent for a competitive advantage. Strategic HR Review. 4 (5), 28-31. Burnes, B., Coram, R. (2001). Managing organisational change in the public sector.. The International Journal of Public Sector Management . 14 (2), 94-110. Butel, L., Curtis, T., Mclntyre, J., Pearce, J., Rainbow, S., Smith, D., Swales, C,. (1998) Business Functions An Active Learning Approach. Oxford: Blackwell Publishing Gill, A. (2009). Employee engagement in a change environment. Strategic HR Review. 8 (2), 19-24. Hall, D., Jones, R. Raffo, C. (1995) Business Studies. Lancashire: Causeway Press ltd. Johnson, G., Scholes, K. Whittington, R. (2005) Exploring corporate strategy. 7th ed., Harlow: Financial Times/Prentice Hall. Leahy, L., Chamberlain, N. (2008). Surviving change. Strategic HR Review. 7 (6), 23-29. Lynch, R. (2000) Corporate strategy. 2nd ed., Harlow: Financial Times/Prentice Hall pp452 Tansley, C., Turner, P., Foster, C., Harris, L., Sempik, A., Stewart, J., Williams, H (2007). Talent: Strategy, Management, Measurement Research into practice. London: Charted Institute of Personnel and Development . Trompenaars, F., Woolliams, P. (2003). A new framework for managing change across cultures. Journal of Change Management . 3 (4), 361-375.

Global Problems :: essays research papers

  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Global Problems and Non-Governmental Organizations Paper Women’s Issues The topic that I chose for this paper is women’s issues. Throughout history women have been struggling for equality and recognition. Today we have just about reached our goal. In order to maintain this equality, organizations were created to keep women and men involved in the issues that pertain to women today. In my essay I will discuss the actions of two large non-governmental organizations that deal with women’s issues. I will also add my opinion on certain issues and discuss how they are important in today’s society.   Ã‚  Ã‚  Ã‚  Ã‚  The first organization that I chose to research is called Face To Face. â€Å"The mission of Face To Face is to give voice to the millions of women who were denied basic human rights and freedoms.† The goal of Face To Face is to increase global awareness that women’s rights are infact human rights.   Ã‚  Ã‚  Ã‚  Ã‚  Some of the issues that Face To Face deals with are HIV/AIDS awareness, family planning, female genital mutilation (FGM), maternal health, and population. The organization gives people the opportunity to voice their problems and learn about the rights that are available to them. They are also given suggestions on how to take care of their problem or if the case, where to take care of their problems. For example, in Africa, millions of women a year undergo female genital mutilation against their will because of custom and tradition. The African government doesn’t even take a stand on FGM, but â€Å"Face To Face lets women know that the women in Africa do have the right to personal security including freedom from domestic and war violence and sexual coercion.† I feel that this is an extremely important aspect of the organization. Since To Face is an international organization, they have the power to reach all different types of women with all different types of issues and are able to assist them to understand the details of their situation.   Ã‚  Ã‚  Ã‚  Ã‚  Face To Face calls on celebrities to represent them so that women will recognize that even celebrities can relate to their issues. This is a good idea because many women, especially adolescents look up to some celebrities as role models. It helps the organization to become widely known and gives it the ability to inform more people on the issues currently affecting women all over the world.   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"Face To Face takes action by creating programs such as advertising campaigns, exhibitions, television documentaries and ballets.