Saturday, August 31, 2019

Pestel Analysis of Coca Cola

Discuss the PESTEL changes of an organization over the last decade. PESTEL Analysis for Coke Coca-Cola, the largest manufacturer, distributor and marketer of beverage concentrates and syrups in the world. Coca-Cola is recognized as the world’s most valuable brand. They market four of the world’s top five non-alcoholic sparkling brands, including diet and light beverages, mineral water, enhanced waters, juices and juice drinks, teas, coffees and energy and sport drinks. Through the world’s largest beverage distribution system, consumers in more than 200 countries enjoy the company’s beverages at a rate of approximately 1. billion servings each day. The Company generates revenues, income and cash flows by selling beverage concentrates and syrups as well as finished beverages. [pic] Even Coca Cola, the worlds’ largest beverage company has to consider about their macro environment and its opportunities and threats. They too have to analyze their Politic al, Economical, Social Environment and Legal Factors in order to catch up with the fast changing world. Political Analysis Non-alcoholic beverages fall within the food category under the FDA. The government plays a role within the operation of manufacturing these products in terms of regulations. There are potential fines set by the government on companies if they do not meet a standard of laws. The following are some of the factors that could cause Coca-Cola Company’s actual results to differ materially from the expected results describes in their underlying company’s forward statement:- Changes in laws and regulations, including changes in accounting standards, taxation requirements, (including tax rate changes, new tax laws and revised ax law interpretations) and environmental laws in domestic or foreign jurisdictions. Changes in the non-alcoholic business environment. These include, without limitation, competitive product and pricing pressures and their ability to gain or maintain share of sales in the global market as a result of action by competitors. Political conditions, especially in international markets, including civil unrest, government changes and restriction on the ability to transfer capital across borders. Their ability to penetrate developing and emerging markets, which also depends on economic and political conditions, and how well they are able to acquire or form strategic business alliances with local bottlers and make necessary infrastructure enhancements to production facilities, distribution networks, sales equipment and technology. A threat that the Coca-Cola Company had to face recently due to the changes in the political factors was the War against Iraq made USA and UK very unpopular in Middle East as well as in other Muslim countries. Because Coca-Cola is known as the very American company, this had a huge effect on the sales of its products. Economical Analysis Last year the US economy was strong and nearly every part of it was growing and doing well. However, things changed. Most economists loosely define a recession as two consecutive quarters of contraction, or negative GDP growth. In 2008, we are witnessing a global economic crisis which was suggested by several important indicators of economic downtown worldwide. These included high oil prices, which led to both high food prices (due to a dependence of food production on petroleum, as well as using food crop products such as ethanol as an alternative to petroleum) and global inflation; a substantial credit crisis leading to the bankruptcy of large and well established investment banks as well as commercial banks in various nations around the world; increased unemployment; and the possibility of a global recession. As the inflation rate grows higher and higher, consumer buying power will represent a key threat in the industry. The rivalry between Pepsi and Coke has produce a very slow moving industry in which management must continuously respond to the changing attitudes and demands of their consumers or face losing market share to the competition. In addition, consumers can easily switch to the other beverages with little cost or consequence. Social Analysis Many people nowadays are practicing healthier lifestyles. This has affected the non-alcoholic beverage industry in that many are switching to bottled water and diet colas instead of beer and other alcoholic beverages. The need for bottled water and other more convenient and healthy products are in important in the average day-to-day life. Possible substitutes that continuously put pressure on Coke include tea, coffee, juices, milk and hot chocolate. Consumers from the ages of 37 to 55 are also increasingly concerned with nutrition. There is a large population of the age range known as the baby boomers. Since many are reaching an older age in life they are becoming more concerned with increasing their longevity. This will continue to affect the non-alcoholic beverage industry by increasing the demand overall and in the healthier beverages. Increasing awareness among consumers, public health professionals and government agencies of the potential health problems associated with obesity and inactive lifestyles represents a significant challenge to the Coca-Cola industry. The company has recognized that obesity is a complex public health problem. Their commitment to consumers begins with the company’s broad product line, which includes a wide selection of diet and light beverages, uices and juice drinks, sports drinks and water products. Coke has hot lot of sugar by which continuous drinking of Coca-Cola may cause health problems. Being addicted to Coca-Cola also is a health problem because drinking of it has an effect on your body after few years. Technological Analysis The effectiveness of company’s advertising, marketing and promotional programs. The e new technology of internet and tv which use specific effects for advertising through media. They make some products look attractive. This helps in selling of the products. This advertising makes the product attractive and is being used in media to sell their products. As the technology is getting advanced there has been introduction of new machineries all the time. Due to introduction of this machineries the production of the Coca-Cola company has increased tremendously then it was few years ago. A latest technical achievements made by the Coca-Cola Company was the new environmentally friendly version of the iconic â€Å"Coca-Cola† Contour bottle which has won number of awards for its light weight. Environmental Analysis The Coca-Cola system’s environmental commitments are focused on the areas in which they have the most significant opportunities to make a difference – water stewardship, sustainable packaging and energy management and climate protection. In 2007, the company used approximately 300 billion liters of water in their plants to produce beverages. To meet their water needs while helping to conserve watersheds and improve community water access; water stewardship leads the list of the companies’ sustainability efforts. In 2007, Coca-Cola announced their aspirational goal to return to communities and nature, an amount of water equal to what is used in the company’s beverages and their production. Coca-Cola calls this water neutrality. Coca-Cola vision is to advance a packaging framework in which their packaging is no longer seen as waste, but instead as a valuable resource for future use. To realize this zero waste vision, they have been guided by a commitment to continuous improvement. They continues to make strides by advancing packaging initiatives focus on reduce, recover and reuse. They invested in designing and producing sustainable fashion apparel made from recycled PET bottles too. Legal Changes Analysis Marketing decisions are strongly affected by developments in the political and legal environment. This environment is composed of laws, government agencies and pressure groups that influence and limit various organizations and individuals. Sometimes these laws also create new opportunities for business. Here are some legal affairs that Coca-Cola had to face recently: The European Commission has alerted EU member countries to ban Coca-Cola drinks because of recent poisoning of 100 children in Belgium and cause seems to be the wrong carbon dioxide which was used in the soft drinks. In 2003, the Centre for Science and Environment (CSE) a non-governmental organization, said Coca-Cola contained toxins including lindane, DDT, malathion and chlorpyifos – pesticides that can contribute to cancer and a breakdown of the immune system.

Friday, August 30, 2019

Leadership Management and Administration in Early Childhood Education Essay

Part 1 Operating a childcare centre can be a very challenging and rewarding career. Success in this field requires dedication, love and patience. There are a few types of childcare programmes catering to parents who have to leave their children at school and go to work. There is full-day programme, half-day programme and flexi-care programme. For those who do not want their children to be in a school environment for long hours, they have kindergartens and enrichment programmes. The demand for childcare services steadily increases as more and more women enter the workforce, giving up their roles of full-time mothers and house makers. Planning and operating a childcare programme consumes much time and energy thus, it is important that motivations, skills, experience and personality are thoroughly assessed. Early childhood care and education services are under the control of two Ministries in Singapore; Ministry of Community Development, Youth and Sports (MCYS) and the Ministry of Education (MOE). MCYS targets the childcare sector, which consists of children from two months to six years whereas MOE concentrates on children aged four to six in a kindergarten setting. Quality has become a priority issue for all concerned with early childhood care and education services. Starting from the premise that quality is a relative and dynamic concept based on values and beliefs. Providing quality education for children ensures that the learning journey and relationships in the early years of their lives have meaningful effects to their future achievements. (â€Å"Singapore pre-school accreditation,† 2010) Role of a Supervisor According to SPARK, â€Å"Leaders set the direction and tone for the preschool. † Leaders are a very important aspect in any organisation. Leaders must understand and play important roles; they must use evidence from research to make decisions; and they must work collaboratively. A good leader must have a strong philosophy which will enable her to deliver well. Having a good philosophy enables the leader to plan meaningful goals and objectives for the centre. Supervisors can play a pivotal role in â€Å"reinforcing philosophy in school settings and helping teachers integrate the theoretical frameworks with classroom realities. † (Grossman, 1990, p. 133) Having a good bond with the teachers will ensure that the supervisor has found a good team to work with and should constantly keep renewing the bond with her teachers. This can be done by looking into the teachers’ welfare and giving them benefits from time to time to motivate and encourage the teachers to work consistently. At the same time, the supervisor must set a good example to her team of teachers by practising what she preaches. A good supervisor should also encourage her staff to further their education and when they do, not hesitate to promote them and give them bigger responsibilities. The supervisor should evaluate the quality of the learning environment and the centre as a whole. Catering to Children’s Needs It is well documented that racial and ethnic identity, and developing concepts about racial and ethnic diversity are development tasks that begin in early childhood. According to NAEYC(2005), diversity in children, families and colleagues should be respected. Multiracial and multiethnic children not only have identity needs but they are also having difficulties adjusting to our early childhood and school programmes because their unique needs are not being met. For successful implementation of a programme, the supervisor has to look into the diverse backgrounds of the children. According to DAP (2009), â€Å"Development and learning occur in and are influenced by multiple social and cultural contexts†. The supervisor has to understand that children’s development requires viewing each child within the sociocultural context of the child’s family, educational setting, community and the society. The contexts are interrelated thus, they all strongly influence how the child develops. Celebrating different festivals together as a centre and talking about different cultural backgrounds during lessons are a good way to include children from various cultural backgrounds. While implementing a programme, the supervisor might come across children from dysfunctional families. Providing the proper financial assistance to these families is very important. Centre-based Financial Assistance for Childcare (CFAC) can be arranged for children who come from dysfunctional families. This scheme helps eligible families to offset childcare fees of their children every month. The government also gives childcare subsidies to working parents who enrol their children in childcare centres. (MCYS) Parents of children from dysfunctional families might find these two schemes helpful in providing their children with proper early childhood education. This should be taken care of so that every child has an equal opportunity to education and care regardless of their cultural and financial backgrounds. 656 words Part 2 In order for the quality of child care to improve and for childcare services to become more readily available, the administration of childcare programmes must become professional, effective and efficient. The effective preparation of childcare supervisors directly impacts the programme quality and enhances the ability to meet the various challenges facing the field of early childhood education. (Caulfield, 1997) a) Effective Supervision A good supervisor should be prepared not only with a background in early childhood education and teaching but with a working knowledge of management, principles and procedures, marketing and evaluation techniques, public relations, staff training and development, family counselling, community services and public policy. (Catron, & Groves, 1999) The supervisor’s role is more than observing teachers conducting lessons. There are many similarities between good teaching and good leading. A good supervisor does not only develop a programme and worry about enrolments. The supervisor must look into the safety aspects in the childcare centre. Meeting all safety requirements before starting the programme is very essential. This ensures that children’s needs are taken into consideration and taken care of. Planning a proper timetable is very important in developing a programme. It allows the whole programme to run systematically and also for smooth transitions in between lessons. Resources and materials should also be distributed evenly among the teachers to avoid lack of resources during planned lessons. The supervisor should also keep track of the resources and materials and replenish them regularly. b) Regulations and Policies In order to set up a childcare programme, license should first be acquired from MCYS. The child care centre has to comply with the standards set out in the Regulations of MCYS. All the pre-requisites stated in setting up a childcare centre should be taken into consideration in order to provide quality care and education. (MCYS, 2011) The type of programme that I am looking into implementing is a full day childcare programme. The centre will be catering to children from two years to six years old. It will be operating five and half days a week. The programme will be conducted from seven o’ clock in the morning to seven o’ clock in the evening. This is to cater to parents who have to leave their children and go to work very early in the morning and for parents who end work late in the evening. On Saturdays, the centre will operate from seven o’ clock in the morning to two o’ clock in the afternoon. This caters to some parents who have to go back to work on weekends. The childcare centre will be open throughout the year except on Sundays and gazetted public holidays. Half-days will be observed on the eve of Christmas, New Year and Chinese New Year. In addition, the centre will be closed for another five and a half days in a year, following the MCYS policies. These regulations and policies of the centre strictly follow the MCYS Childcare Policies as MCYS firmly believes that children should not be cared for in the childcare centre for more than 24 hours continuously. c) Operational Issues How you structure your programme for your centre is another very important aspect to consider. The programme will be the key to your professional success and pleasure. Having a proper Standard Operating Procedure (SOP) will ensure that your programme runs smoothly and effectively. SPARK (2010) will be a good guide to get started with. Spark (2010) focuses on seven criterions. Leadership, Planning and Administration, Staff Management, Resources, Curriculum, Pedagogy and Health, Hygiene and Safety. Reflections should be done on the programme regularly to ensure that children are being delivered with nothing but quality excellence. Opening/Closing Time The opening and closing hours of a childcare centre is a very important period. The supervisor must ensure there is enough staff to open the centre and close the centre. There should be at least one first-aid trained, qualified teacher to open the centre and it is required for the teacher to arrive at least fifteen minutes earlier to do the opening duties and to receive children. The teacher, however, has to remember that parents are only allowed to send their children in at seven o’clock onwards. There should be two teachers doing closing daily. Out of the two teachers, at least one teacher should be first-aid trained. Should the opening/closing teachers be on leave, they are required to find a replacement for their shifts before they go on leave. Should they be on medical leave, they should inform the centre either the day before or by seven-thirty in the morning so that replacements can be found. Staff-Child Ratio Staff-child ratio must be observed at all times as according to MCYS Regulations. (Refer to Appendix 1, pg 10, Table 1) Teachers’ Qualifications Teachers hired in the centre should be trained in Diploma in Early Childhood Care and Education- Teaching (DECCE-T). According to MCYS policy, the programme staff should be certified by MCYS/MOE. Teachers should also have at least two years of teaching experience in a childcare setting, hold a valid first aid certificate recognised by MCYS and certified by MCYS/MOE as a Level 2 Teacher. d) Administrative Procedures School fees are a major part of a programme. All school fees have to be paid via GIRO. Deductions will be made every 5th of each month for fees payable that month. Parents are to ensure that there are sufficient funds in the bank account for deduction on the due date otherwise there will be a $10 administrative fee payable for every unsuccessful GIRO transaction. If they choose to opt out of the GIRO payment scheme, they are required to place a two month deposit upon enrolment. An additional fee of $5 per day will be imposed for late payment after the 5th of each month. All outstanding fees must be cleared before a child is promoted to the next level. e) Quality of Curriculum Integrated curriculum is a form of interdisciplinary approach to teaching and learning that emphasizes on content learning and knowledge acquisition. It incorporates several subject areas such as language and literacy, math, music and movement, creative arts, self awareness, social awareness and motor skills into a curriculum that provides a holistic learning for children. In this curriculum, children apply skills, concepts and processes derived from the total curriculum in the meaningful context of thematic learning. (Erikson, 2001) Teachers are supporters of children’s learning. The curriculum should be designed to enable teachers to scaffold and support children’s knowledge and understanding and thinking. The curriculum should be designed to aid the child’s intellectual, social, emotional and physical development. (KCG, 2008) f) Documentation of Children’s Progress and Portfolios All records should be kept up-to-date and readily accessible. Periodic reports of children’s progress, documentation of children’s habits, character traits and interests and anecdotal notes of children’s behaviours that are significant are all documentation of children’s progress. The centre should have a system which evaluates records for completeness, accuracy of contents and timelines of entries at regular intervals. Portfolios are collections of student work representing a selection of performance. A portfolio may be a folder containing a student’s best work pieces and the student’s evaluation of the strengths and weaknesses of the pieces. (Wortham, 2008) Portfolios are usually used as the center-piece of teacher-parent conferences. Portfolios can be used in the intention of motivating students, to promote learning through reflection and self-assessment and to be used in evaluations of students thinking and writing processes. An archival portfolio will be used to document the children’s progress from year to year. This portfolio can be useful to the child’s future teachers. It provides useful information about the child’s developmental progress, strengths and weaknesses. (Wortham, 2008) The portfolio should be organized using the developmental area approach. Using this approach, a child’s developmental areas such as physical, cognitive, social-emotional, creative and language and literacy can be assessed. The teacher can use this type of portfolio during parents-teacher conferences to show parents the specific skills that has been prominent and those that need improvement in the child. Using the developmental area approach a student’s growth and development can be clearly visible as the work collected usually spans throughout a year and observers and parents can clearly see the child’s progression in this. (Benson, & Smith, 1998) A combination of work samples, checklists, observation records and photo documentations have been used to compile this portfolio. Developmental checklists have been used to assess the child’s progress in terms of skills. (Hanson, & Gilkerson, 1999) The checklists used aid in assessing and reporting the child’s progress and development. It also assists in assessing teaching processes. The developmental checklists used in this portfolio are categorized into four domains. They are namely language and literacy, math, social-emotional and physical skills. The assessments done on the child in this portfolio was collected when the child was participating in various types of activities with other children in the class. These kinds of activities allow scaffolding to take place as the child gets assistance from other children or adults. The checklists designed centers towards the objectives that the teacher has set for the child. These objectives are developmentally appropriate according to the child’s age. g) School, Family and Community Partnership Having strong family involvement in children’s education are best achieved through family-school and community collaboration. By articulating a common mission and developing proactive ways of strengthening families and schools, parents and teachers can influence children’s school success positively. Parents should be encouraged to be involved in their children’s school activities as much as possible. Parents can be encouraged by volunteering for centre events like celebrations, excursions and field trips. They can even conduct workshops for children in the centre like speech and drama or art workshops. References Benson, T. R. , & Smith, L. J. (1998). Portfolios in first grade: four teachers learn to use alternative assessment. Early Childhood Education Journal, 25(3), Catron, C. E. , & Groves, M. M. (1999). Teacher to director. Early Childhood Education Journal, 26(3), Caulfield, R. (1997). Professionalism in early care and education. Early Childhood Education Journal, 24(4), Erickson, H. L. (2001). Stirring the head, heart, and soul: Redefining curriculum and instruction. (2nd Ed. ). Thousand Oaks, California: Corwin Pr0065c007Axzxz ss Inc. Hanson, M. F. , & Gilkerson, D. (1999). Portfolio assessment: more than abcs and 123s. Early Childhood Education Journal, 27(2), Ministry of Education. (2008). Kindergarten curriculum guide. Singapore Ministry of Education, Pre-school Education Branch. (2010). Singapore pre-school accreditation framework:quality rating scale. Singapore: Ministry of Education. NAEYC. (2009). Developmentally appropriate practices in early childhood programs serving children from birth through age 8. Washington, DC Wortham, S. C. (2008). Assessment in early childhood education (5th ed. ). Upper Saddle River: New Jersey: Pearson Prentice Hall.

Thursday, August 29, 2019

National Union of Bank Employees Essay

Introduction Unions are organizations formed to voice out dissatisfactions and represent interests of employees in a company. In the past, employees- especially those who are low in education level and those who are minorities were exploited because they are not aware of their rights. Therefore, unions exist and sustained till today for two main reasons- to protect the employees and to counter the employers’ powers. Unions normally deal collectively with employer and negotiate labor agreements during the period in which they are effective. The major goal is to gain the best common interest, working conditions, health benefits and job security for its members. To further understand the function and role play of unions, we conducted a study of a union- NUBE (National Union of Banking Employees) in the banking industry. Based on our research result, this paper will include the background of the chosen union, how this union fights for its members’ benefits, the impacts towards the industry due to its pass success and some personal opinion from a current member in this union obtain through a walk in oral interview. Brief History of Unions in United States of America and Malaysia In early 1920s, labors had to work extra hours with minimum wages. Neither health benefits nor insurance were included in their contract of working. Later on, things have changed with the existence of unions. One of the earliest unions  was The National Labor Union which was founded in 1866. After 1866, more and more unions were formed such as The Knights of Labor, American Federation of Labor and also few acts were passed to protect the labors. In Malaysia, unions started to be in active in 1920s when the Communist Party of Malaya encouraged unskilled workers to unionize. There were no rules or regulation at all about trade unions at that time. But in 1940, a Trade Unions Enactment was passed in the Federated Malay States. The enactment made it necessary for all trade unions to be registered in order to avoid redundant unions. Trade unions in Malaysia can be divided into three, in-house, national and federation of trade unions. Objective of in-house trade union is to look after the interests of members in that institution only. While national trade unions are grouped according to industry, trade, or occupation, and their membership is not restricted to a particular institution but geographically where a national trade union can draw its members only from Peninsular Malaysia, or Sabah, or Sarawak. Lastly, a federation of trade unions is a combination of trade unions from similar industries, trades, or occupations. Usually Director General of Trade Unions has the right to decide what similar industries are trades or occupations when there are doubts within the members. Well-known unions in Malaysia consist of Malaysia Rugby Union, The Musicians Union of Malaysia and few others. National Union of Bank Employee’s Background National Union of Bank Employees (NUBE) consists of more than 30,000 members in the Banking and Financial Institutions in Peninsular Malaysia. It was formed in 1958 with 5 branches under them, the first is combination of Kuala Lumpur, Selangor and Pahang (KLSP), second is in Ipoh, the third is in Penang, Kedah and Perlis (PKP), the fourth is in Kelantan and the fifth is in Seremban, Melaka and Johor (SMJ) and their recreational seaside resort which is in Port Dickson. Like other unions, the reason of having union in any industry is to protect labors and their opinions will be taking in consideration. As for banks, NUBE is a union for all the banks in Malaysia .NUBE’s primary objective is to serve protect and help members regarding their personal benefits and to help the members to negotiate with the banks in order to have a good employee and employer relationship. NUBE can be  considered as a middle person or mediator if there is a problem between the banks and the employees. National Union of Bank Employee’s Battles When members of the union have an issue which is not being paid attention by the employer or government, NUBE will publicize the issues in order to pressure them. In the pass, NUBE had organized a number of activities in fighting all kinds of benefits for its members such as increasing the salary, improving certain health benefit policies, requesting apologies and demanding compensations for unfair labour practices etc. Some disputes were even brought up to the court when the employer and the union could not compromise. Overall, most of these activities and pickets by NUBE had successfully gain public attention and cause pressure towards the employers to take immediate action in negotiating the solution when an issue is brought up. NUBE Fights for Maternity Leave In March 2010, NUBE proposed an increase in maternity leave in conjunction with International Women’s Day on the 8th. The â€Å"90 Days for Mums – 1 Million Signatures Campaign† was launched later on to garner support for this proposal even though the ministry make it clear that they have no plans in extending the current maternity leave. Apart from defending the rights of female employees in Malaysia that, this campaign also aimed to aware the government that many sections of labour laws in Malaysia were obsolete and adverse. NUBE Secretary-General J. Solomon said that a 60-day maternity leave in Malaysia is not the in line with the International Labour Organisation (ILO) Convention 183 on Maternity Protection. Therefore, the one million signatures will be submitted to Prime Minister Datuk Seri Najib Razak to appeal for an amendment of the Act on maternity leave. For creating greater awareness to the public, NUBE also sent in memorandum to the Ministry of Women, Family and Community Development at the launching of the campaign. The result as reported in The Star Online, this campaign successfully received huge support from various parties such as Women’s Aid Organisation, World Alliance on Breastfeeding Action, Asian Pacific Resource and Research Centre for Women, All Women’s Action Society, Union Network International – MLC (Global Union), Malaysian Trades Union Congress (MTUC),  Kesatuan Kesedaran Komuniti Selangor, Tenaganita Sdn Bhd, Wanita Gerakan, and Wanita Keadilan. As the result, the huge impact of this campaign had caused the ministry to promise that they will take in consideration of this proposal. Although there is no visible changes in the maternity leave on both private and public sectors yet, NUBE act is consider very important as they have successfully raise awareness and concern to employers about this matter so it could be reviewed with added benefits when the time is right. NUBE Reports Maybank to MACC On the February 15 this year, NUBE unionist staged a picket against Malayan Banking Berhad (Maybank) outside their office at Bangsar. The bank employees who are NUBE members that joined the picket voiced their main dissatisfaction over the stagnant wages issue that is yet to be reviewed by their employer and the dissatisfaction over unfair practice by Maybank. The union members marched into the Malaysian Anti-Corruption Commission (MACC) and report about Maybank violating the labor and civil laws as well as the collective agreement for launching an in house union called the Maybank non-executive Union (MANEAU). J.Solomon explained that the formation of MANEAU by Maybank serves as a ‘union busting campaign’ because it spoilt NUBE’s negotiation for performance bonus. It is revealed that employees did not receive any performance bonus at all whereby the CEO of Maybank enjoys a huge sum of 24 months’ salary which total up to RM2,160,000 as his performance bonus. This cause great dissatisfaction among the Maybank employees as is clearly unfair to them. Besides, to stop employees from joining the picket, Maybank also ordered the Malaysian Commercial Bank Association to slash salaries of all employees that take leave to join the picketing. Maybank acted unfair to the employees’ union members and shown effort in blocking any activities of the employees union. Malaysian Trade Union Congress also reported that Maybank is going against the law by supporting their own in-house union by sponsoring them. Maybank’s act violated the laws as they shouldn’t be sponsoring or supporting any unions. NUBE had shown concern over their member’s disputes and reacted quickly by getting the issue to the Prime Minister, Datuk Seri Najib Razak but when it gets no response, NUBE acted by staging a picket, raising awareness to the public of what is happening inside the Malaysia’s biggest financial  institution, giving reasonably huge amount of pressure to Maybank in reviewing the matter. NUBE also acted in protecting the bank employee’s rights by reporting the violation of laws by Maybank to the MACC. NUBE Pickets on Minimum Wages Recently in Kuala Lumpur, while the rest of the workers across the Malaysia are enjoying their privileges of Labor Day off day on May 1, over a thousand employees gathered together and marched across the city. The main reason the march takes place is to protest against the newly announced minimum wage policy and to fight for basic employee rights. The rally comprising participant mostly from the NUBE, followed by the other unions – Guppy Plastic Industries Workers Union, Occupy Activist, Party Socialist Malaysia, and Women Aid Organization. During the march, their chant includes stop eliminating union organizations and raising the minimum pay from RM 900 to RM 1500, a much fairer pay. NUBE clarify the much fairer pay as the poverty line according to research is RM 750 and the differences of RM 150 apart from minimum pays are not sufficient. J. Solomon also taken this opportunity to send messages to employers and officers in Human Resource Ministry to abort whatever plan that erode worker’ rights. He also says that it is totally unacceptable as the human resource ministry is plotting with Maybank employers to tears worker apart and attempts to destroy NUBE. Therefore, members from NUBE pickets against Maybank and urges to boycott against the bank. The Current NUBE Member The summarized information below is obtained through an interview with a current Maybank employee who is also a NUBE member conducted orally at Maybank Kota Damansara branch on July 2, 2012, 2.30pm. (Refer Appendix A for full interview contents). The interviewee requested to not disclose her personal information. In the following, she will be referred as ‘the interviewee’. To enter the banking industry, one basically must have a certain level of education. Therefore, employees in the banking industry are highly aware of their rights. To ensure that these rights were protected, most of them join the NUBE as it is a more efficient and powerful route for obtaining better working benefits. It is widely known among the banking  industry employees that this union is actively fighting the best of possible for its members. This is how the interviewee came to know about the existence of this union and felt secure to be a member of it. One of the factors related to union success in organizing is having a good leader because a strong leader certainly will give confidence to the members in the union. In return, members will show a relative strong support in the union. J. Solomon (2005), formal NUBE leader once said: â€Å"Since my younger days, I’ve never liked to see anyone being bullied. If I see somebody who is weak and cannot speak for themselves, then I’d be an informal leader. That’s how I grew up.† Therefore, according to the interviewee, NUBE’s area representatives were sent to banks quarterly or when there are any grievances in order to maintain close contacts with members, collect feedbacks and update latest information to ensure the members concerns are well taken care off. The interviewee is positive that J. Solomon is professional in taking care of their dissatisfactions and then fights the best for them. She is happy to received regular updates from area representatives, and is satisfied that the official website is up to date with the latest information about the union activities all the time. Apart from that, she is also pleased that when a contract is coming to an end, all members will be invited to attend meetings to voice out concerns and terms to be renegotiated in the new contract. This is the reason she has been in the union for more than 10 years. Certainly, having loyal members is another factor of the union remaining strong and successful. NUBE professional attitude is certainly one of the main reasons that their members remain loyal. When it comes to picketing or demonstration, the union will first notify the police about their schedule of activities and obtain a legal approval so that departments who are concern can take any form of precaution to prevent injuries and damages towards the public. This is also another reason that the interviewee support this union all years along because she highly respects J. Solomon attitude in always insisting a peaceful and legal way to express their dissatisfactions so that the employer will resolve the issue for them. â€Å"I personally feel that all the union is really needed in order we, the employees are not being exploited and get what we deserve,† she said. Conclusion From our research, a strong and effective union is able to increase its members working quality. The few factors that NUBE is so successful are concluded as below: (1) they have active participation from members, (2) they have done proper preparations for further negotiations before hand, (3) they are highly involve in political and civil activities, (4) they have a strong union mentality and most of all (5) a professional leader. (Fossum, 2012) Overall in simple words, in the past, present and future, the existence of unions does and will always play a very crucial role and serve an important purpose towards the society. If there are more NUBEs around the world, it is positive to believe that the rate of exploitation in labors will reduce drastically and the amount of sweatshops will decrease faster especially in rural areas. References Anisah Shukry. (May 1, 2012). On Labour Day, workers march for more money. Retrieved July 6, 2012 from http://www.themalaysianinsider.com/malaysia/article/on-labour-day-workers-march-for-more-money/ Baker&Mckenzie. (2009). Malaysia Trade Unions Guide. Retrieved July 11 2012 from http://www.bakermckenzie.com/files/Uploads/Documents/Supporting%20Your%20Business/Global%20Markets%20QRGs/Trade%20Unions%20and%20Works%20Councils/qr_malaysia_tradeunionsguide_2009.pdf Claudia Theophilus. (August 26, 2005). Q&A with the NUBE general-secretary. Retrieved July 5 from http://www.indianmalaysian.com/sound/modules.php?name=News&file=print&sid=40 John A. Fossum. (2012). Unions: Members and Leader Attitudes, Behaviours, and Political Activities. Labor Relations Development, Structure, Process. 11ed. NY: Mc Graw Hill. Lisa J. Ariffin. (February 15, 2012). NUBE takes Maybank dispute to streets. Retrieved June 18, 2012 from https://www.facebook.com/groups/379377715461781/ Malaymail. (March 2, 2010). Pet ition for 90 days of maternity leave in progress. Retrieved July 6, 2012 from http://mp.mohr.gov.my/index.php?option=com_content&view=article&id=1862:petition-for-90-days-ofmaternityleaveinprogress&catid=150:news&Itemid=624&lang=my *NUBE Malaysia Facebook Page. (August 11, 2011). About Basic Info. Retrieved July 10, 2012 from https://www.facebook.com/pages/NUBE-Malaysia/259701940707753?sk=info The Star Online. (March 9, 2009). NUBE goes ahead with maternity leave petition. Retrieved July 6, 2012 from http://thestar.com.my/news/story.asp?file=%2F2010%2F3%2F9%2Fnation%2F5820402&sec=nation *It is very unfortunate that the NUBE official website is still under maintenance since June. According to a current NUBE member, information retrieved from NUBE Malaysia Facebook page is accurate and reliable.

Wednesday, August 28, 2019

Technology cause of obesity Research Paper Example | Topics and Well Written Essays - 1000 words

Technology cause of obesity - Research Paper Example The materials that I will research on and write annotated bibliography will enhance me write a research paper with much ease because I will have the reference within my reach. Australian Government. Australia: The Healthiest Country By 2020. Australian Government. (2009): Web. 11 Nov. 2014. Australian Government is a government publication that was published in 2009. It expounds on the effects of technology on humans. According to the article, obesity is one of the diseases that challenge the government currently. It asserts that approximately 60% of adults in Australia are obese (â€Å"Australian Government† 1). The article claims that the issue of obesity has been rising significantly for the last years. However, the article claims that the obesity is common among people who do not know the essence of observing good eating habit. The main objective of the article is to create awareness among Australians on the importance of observing and valuing what they consume (â€Å"Australian Government† 1). Among the steps advocated by the article in order to address the obesity issue include protecting children as well as other people from buying and purchasing unhealthy foods and drinks and reshaping urban environments so as to boost healthy lifestyle. The artic le also expounds on the essence of strengthening and supporting health care workers as well as public healthy workforce in assisting the public in making the right health choices (â€Å"Australian Government† 2). Additionally, the article expounds on the value of a national food strategy in addressing the production and supply of foods. All the issues addressed by this government publication are future oriented; the government of Australia aims at protecting future generation from the impact of

Managing People For A Competitive Advantage Essay

Managing People For A Competitive Advantage - Essay Example The strategies and the philosophies developed by the HR department drives an organization in the right path. Placing the right person, at the right place, at the right time, is always beneficial to the organization. HRM has two important functions; one with respect to the organizational needs and the other related to the employee needs. In other words, HR department acts as the bridge between the organization and the employees. Since the needs of the organization and the needs of the employees are mostly different, conflicts between the organization and the employees can take place any time. Under such circumstances, the HRM department is responsible for find out amicable solutions without sacrificing the needs of the organization or the employees. â€Å"Without inspiration the best powers of the mind remain dormant, they is a fuel in us which needs to be ignited with sparks† (Von Herder). Motivation is accepted as the driving force behind every human action and the basic func tion of every first line supervisors or managers is to motivate the workforce properly to accomplish the organizational goals. ... Cooperation between these departments is necessary for achieving the final goal. It is the duty of the first line supervisors to control the functions properly so that the organizational interests will never be sacrificed. Planning is another major function of the first line supervisors. Whatever the schedule given to a particular department should be completed in time and for that purpose the first line supervisors need to plan the work. The HR managers are responsible for ensuring that all the HR policies and practices are implemented within the organization. The HR policies and strategies are normally formulated by the top management team. Once all these policies are formulated it is the responsibility of the HR managers to ensure that these policies were implemented correctly. For example, the top management team normally makes policies with respect to employee annual leave, sick leave, casual leave etc. The top management will decide how many leaves can be given to the employees in a particular year. Once all the norms about the leave were fixed, it the duty of the HR managers to ensure that these norms were implemented successfully. Many parameters can affect the employee performances in an organization. The work culture, motivation, management style, remuneration etc are some of the major factors which may affect the employee performances. However, the mangers and the HR department have major roles in deriving maximum productivity out of the workers. HR department should appoint right people at the right place at the right time. It is difficult to anticipate better performance from an employee, if the HR department ask him to complete a job which is out of his expertise. For example, it is difficult for a software specialist to

Tuesday, August 27, 2019

Do Mobile Applications Creat Faster Interfaces than Mobile Website Essay

Do Mobile Applications Creat Faster Interfaces than Mobile Website Design - Essay Example The two popular ways of accessing websites are mobile applications and mobile website design. The website design is a site that can re-design itself to fit various sizes of devices e.g. phones, tablets, desktops and others. An application is a program meant to accomplish a goal; it is downloaded by the user for use (Duckett 43). The design process involves the use of software to design a site. A two dimensional plane is used to help the creator imagine a site. The creator then defines actions to guide visitors of the site or app. The next step is to choose and mix colors and test the site (Myers 92). When creating the applicationWhen the application was used by a volunteer, it was found that the app provided a faster interface than the website. The browsing process was fast. The reason behind this is the fact that the application uses mainly UI elements. This means the application uses the data necessary only. This process saves on time. However, a complaint raised by the volunteer was that the application took a long time to launch. The time taken to launch the application will have to be reduced to increase efficiency. Maintenance of the app requires that it is frequently updated to keep up with new information relevant to the company or institution. Below is a screenshot of the coding

Monday, August 26, 2019

Mini-Project (fourth) Essay Example | Topics and Well Written Essays - 1000 words

Mini-Project (fourth) - Essay Example A focus is given to scheduling. This is illustrated with a sample precedence diagram. Design related changes that led to delays and extra costs could easily have been avoided through careful planning and allowing for some changes before implementing the physical carrying out of the project. The major changes that caused setbacks were as follows: The production line control software had to be mostly rewritten after â€Å"Miles Faster jumped at the opportunity to get involved and decided to change the production train specification to increase capacity.† Dispute resolution – Leadbetter was loathe to discuss the documents on the specifications of the mechanical equipment with Ivar Kontrak and instead dealt directly with Amos Dent of Tinknockers Associates. Regulations – â€Å"Neither Moneysworth nor Leadbetter was conscious of the need for any review and approval procedures for specifications and shop drawings submitted directly by either S&P or by Eddie Forgot of Piecemeal Corporation, the suppliers of the production train.† (case study) Lack of coordination – Spencer Moneysworth was responsible for the project but many of the efforts of others were uncoordinated. For example, between the foundation layers of the building and the catalogue describers and specifiers. Quality became an issue for example when Leadbetter knew that the specifications for the mechanical equipment for the dust-free paint shop governed the quality of equipment, workmanship and performance. Similarly is the case with meeting the environmental safety standards. The delivery schedule slipped two weeks due to the manufacturing drawings for the critical long-lead equipment sitting in a junior clerk’s in-tray awaiting approval. This also contributed â€Å"to a later construction schedule conflict in tying-in the new services.† Objectives should be clearly defined so that it is also clear how well the project is progressing. Additionally, requirements should be

Sunday, August 25, 2019

Schools and court systems need to work together to tackle the problem Article

Schools and court systems need to work together to tackle the problem with trauncy and increase graduation rate - Article Example In order to prevent truancy one needs to find out the main reason behind truancy. Trujillo (2006) observes there are four primary causes behind truancy - student demographics, family characteristics, personal and psychological factors of the student, and climate and condition of family, school and society (Trujillo, 2006, p.74). Truancy and Dropouts School absenteeism and truancy is not always the same. There are various kinds of absenteeism and not all are grouped under the term truancy. Absence of a student from specific classes or in course of specific lessons or absence under parental consent would not fall under truancy. But, absence without any proper reason can be considered under truancy. If absence without good reason continues then there is a chance that students might incur poor academic results. Sometime bad relations with teachers or friends, involvement in unconstructive activities cause truancy. Once a young student starts believing that they are lagging behind his or her batch mates then the tendency of dropping out also increases rapidly as the latter option is more convenient than competing with others (Reid, 2005, p.59). Truancy and Juvenile Crime Truancy not only affects the young generation of the country but also hampers the growth of the population as well as development of the future generation. The direct and indirect effects of truancy always have an impact on individual, families, school and society in both short as well as long term. Zhang et.al (2007) observes that truancy destroys potential in youths. As a result they are headed for social isolation, criminal activities and education failure. Tendency of chronic absence in the early school days was associated with poor results in examination, isolation from friends’ groups which ultimately caused dropouts in near future. In their review, they also pointed out that, truancy accounted for almost 26% of juvenile crime cases. According to their point of view, truancy can be cons idered as a first sign of trouble and most powerful reason for the delinquent behavior. Students who miss occasional classes were more inclined to get addicted to marijuana than those who never skip. They also mentioned that students who admitted being involved in truancy were, likely to be reported having committed serious crimes, and arrested owing to their involvement in serious assault. Generally when youths were absent from school, the rate of crime increased during the school going years only. Some truants were reported hanging out during school time, cruising in cars, and getting into trouble while skipping school (Zhang et.al, 2007, pp. 246-250). How Truancy Affect Dropout Dropouts from the school is directly associated with truancy. In the beginning of their school days, if students remain absent from school without any proper reason then they eventually consider this as a habit. White and Kelly observe the rates of dropout in USA were 11% among the age group of 18-24 in th e year 2008. They also pointed out the fact that rate of drop out was higher among the low income group which was 10.4% compared to that of the high income group (2.5%) in the same year. Truancy and absenteeism was the main reason behind this increased rate of drop out. Once it becomes a habit, students chose to drop out rather than catching up. In 2007 almost 9 percent students from the age group of 16-24 years dropped

Saturday, August 24, 2019

Casque d'Or (Golden Marie) Movie Review Example | Topics and Well Written Essays - 750 words

Casque d'Or (Golden Marie) - Movie Review Example The document below reviews the film. Marie is depicted in the film as a woman of significant beauty. She is, however, distressed by the way Roland is treating her. Roland is a criminal and also among the local syndicate. After Marie was introduced to Georges, who was a humble carpenter, she instantly fell in love with him although he was a stranger to her. Roland became jealous after meeting Marie and Georges for several times. He decided to confront Georges. He did it behind a club where his syndicate members were watching. Georges, however, gained control of a knife and killed Roland. Everybody fled after police arrived including Marie, who sought refuge from syndicate at the nearby village (Leahy 7). Georges also decided to flee out of that town. He was, however, enticed to an engagement with Marie by a note that was sent by her. The two started living a peaceful life in a neighboring village. This continued until Georges was informed that Raymond had been arrested for Roland’s murder. This was Felix’s plan, who was the syndicate’s leader. He placed blame on Raymond so as to bring Georges out of a hiding place and win Marie’s control. Without realizing the plan, Georges confessed to the police that he was the real killer. When Raymond was being transported between jails, he broke free after being helped by a diversion by Marie (Deluermoz et al. 34). Georges seeks Felix, immediately to seek revenge. He found him in police presence and killed him. Georges was sentenced to die by guillotine because of the two murders. Marie is revealed very broken and in horror as she watched Georges being executed. The world of petty prostitutes and criminals in Paris is presented directly and simply. The Paris community is revealed as neither rendered gratuitously squalid nor romanticized. Paris  is, however, complex in its right. Although the film’s plot recounts a tragic series of murder, treachery, and death by

Friday, August 23, 2019

Performance Evaluation & Competitive Benchmarking Research Paper

Performance Evaluation & Competitive Benchmarking - Research Paper Example The information was gathered from these sites by searching for the most appropriate and relevant key words such as hospitality, satisfaction, quality of services, accommodation, cuisine and beverages. Of all the 50 reviews, many clients seem to be content with the quality of services offered by these restaurants. However, for them to be too competitive, they need to make the necessary improvements in their specified weak areas. â€Å"Trace† Restaurant is part of the prestigious W Hotel SF which specializes in the provision of catering, accommodation and a wide range of services. As an established facility, â€Å"Trace† Restaurant, it is obvious that the restaurant offers a high degree of quality services. This has been evidenced in the kind of reviews it has been getting from the clients who often attest to the nostalgic and memorable experiences they had while visiting the facility. Based on my experiences and the numerous positive customer reviews, I would like to point out that this restaurant offers an exceptionally high quality service. For this reason, anyone who visits it, would not be disappointed, but would have to get a taste of delicious meals in a conducive environment worth staying on. Indeed, the reviews published in Yelp, Trip Advisor and social media platforms demonstrate that the restaurant has lots of strengths which need to be maintained for excellent services. To begin with, the restaurant is equipped with high tech modern and up-to date facilities. These include comfortable tables, chairs, beds which are used by the clients when having their meals or spending the night within the restaurant. In order to effectively accommodate all its clients, the management has supplied the facility with a total of 500 chairs and 300 tables. The other strength for â€Å"Trace† Restaurant is that it has employed a team of professionals to manage its

Thursday, August 22, 2019

Black Arts & Black Aesthetic Essay Example for Free

Black Arts Black Aesthetic Essay Larry Neal’s â€Å"Black Arts Movements† and Addison Gayle’s â€Å"The Black Aesthetic† are two identical mission statements for the black audience: set yourself apart from the white culture and give your culture the recognition it deserves. The two pieces are similar in ideas and purposes. The black communities were tired of always adapting to the ways of the white culture because it was the â€Å"right† way to act. The black community wanted to define their own culture and these pieces were words of encouragement for blacks to step outside the white ways of thinking and acting and step into an acceptance of their own urbanity. Once the differences were accepted that’s when you start seeing the different relationships between whites and blacks. These written pieces were significant changes in thoughts and actions at this time, and they weren’t useless. The blacks were really hoping to set themselves apart from the rest, to have people recognize they were different from the white oppressive mind set, and it worked. Larry Neal’s â€Å"The Black Arts Movement†, written in 1968, speaks directly to the needs and ambitions of Black America at the time. The main goal in â€Å"The Black Arts Movement† is to emphasize the necessity for black culture to define their world in their own terms. Larry Neal asks the question in his piece, â€Å"†¦whose vision of the world is more meaningful, ours or the white oppressors? † (Neal page 2040). He is asking his audience to move away from a white oppressor vision of the world and create their own vision of the world: a vision that has their own beliefs, thoughts, and ideas; a vision that stands out from the white patterns that have consisted years prior. The Black artists’ primary duty is to express the needs of the Black people. Neal explains this idea by saying, â€Å"†¦main thrust of his new breed of contemporary writers to confront the contradictions arising out of the Black man’s experience in the raciest West† (Neal page 2039). In other words, the goals of these new artists is to use a concept of â€Å"protest literature† (page 2040) and direct this new literature directly towards black people to summon hope and â€Å"[awaken] Black people to the meaning of their lives† (Neal page 2042). The Black community had been living in an oppressive society for years prior to this new movement. Neal believed The Black Aesthetic was the destruction of white ideas, and the destruction of white ways of looking at their world. Addison Gayle Jr. was another of these contemporary artists who encouraged a new way of life to the black community in his piece, â€Å"The Black Aesthetic†. The Black Aesthetic movement was the practice that helped those seeking to navigate and understand the experiences of black peoples. Gayle explains the Black Aesthetic movement: â€Å"The question for the black critic today is not how beautiful is a melody, a play, a poem, a novel, but how much more beautiful has the poem†¦made the life of a single black man? The Black Aesthetic, then, as conceived by this writer†¦is a means of helping black people out of the polluted mainstream of Americanism†¦Ã¢â‚¬  (Gayle 1916). This is a significant quote because Gayle, and many of the Black Aesthetic artists at the time, really believe that these works of art are not for the critics’ entertainment. Instead they are gritty stories of these Black Peoples’ experiences and they are intended to free the Black Man of an oppressive white America. They are to encourage these black men and women to stop conforming to the white culture and instead embrace their own. The black aesthetic period is so significant because it was a time where the artists made a significant shift in the opinions of the white culture towards the black culture, and even more, it gave a chance to the Black community to find their voice in the madness and be able to stand out amongst the white, oppressive view points of the society they were living in at the time. These two pieces of work connect really well with each other. Essentially I could connect Gayle’s piece to almost any Black Aesthetic piece just because they all have similar viewpoints in regards to the freedom of the oppressive white American culture. However, Larry Neal directly comments on the Black Aesthetics. He describes the Black Arts Movement and the Black Aesthetic as one. Neal says, â€Å"Black Art is the aesthetic and spiritual sister of the Black Power concept. As such, it envisions an art that speaks directly to the needs and aspirations of Black America† (Neal page 2039). This goes with Gayle’s beliefs that the Black Aesthetic is directly made for the needs of the black peoples. Gayle says, â€Å"A critical methodology has no relevance to the black community unless it aids men in becoming better than they are† (page 1917). Gayle and Neal both have this vision for Black Americans that they be freed from this movement, not pushed further into oppression, and they believe the arts can advocate them into being better. The encouragement the artists have for the rest of their brothers and sisters is what makes these two pieces so important, especially when they’re being compared. The black people, whether they are the creators or just regular middle-class folks, share visions of positivity during hardships. They want their brothers to come out and top, so they fight together. The Black Aesthetic movement was a time period where the black Americans, whom had the privilege to create and share poems, stories, and plays, were able to share their creations with the rest of the population to motivate them. Gayle and Neal’s goals are the same: they want the blacks to find their own identity, present themselves differently, and stop following in the footsteps of the whites. They believe that these works of art really can do wonders of change for their brothers and sisters. These stories and creations, poem and plays, aren’t just useless, fictional words that these artist create out of air. They are real life accounts of the battles the black culture have fought in hopes that the oppressive layer of the white America finally comes off their backs. In the following quote, Neal demonstrates how the arts can really be significant. Neal says, â€Å"Poetry is a concrete function, actions†¦Poems are physical entities: fists, daggers, airplane poems, and poems that shoot guns. Poems are transformed into personal forces†¦Ã¢â‚¬  (Page 2041). In relationship to Neal, Gayle compares the oppression to war. These two works are compatible to each other. Gayle believes the two cultures are at war, while Neal has the perfect weapon: works of art. Gayle explains the society’s conditions by saying, â€Å"The serious black artist of today is at war with the American society as few have been throughout American history† (Gayle page 1914). Gayle and Neal agree upon this. The Black American culture was at a war with the white American culture and the black artists were doing everything in their power to free themselves of this war using the one weapon they were best at using: words. Using these words of hope and encouragement, and visions of freedom and opportunities, the artists created possibilities. Neal and Gayle had similar visions for the future, as well. They both believed this movement was growing and they believed that growth had been evident in white peoples’ eyes already. Gayle states this growth by saying, â€Å"The white academician†¦calls upon a black man to write the introduction. The editor then declares that his anthology ‘represents the best black literature’ or that he has chosen these works which rank the best in American artistic production. †Ã¢â‚¬  (Gayle page 1918). In saying that a black man can write an introduction and rank the best in production is a significant amount of change for the Black community. The white editors are accepting of the different writing styles and topics, and still finding that it’s quality literature even when it’s unlike theirs; a goal the black aesthetic writers have worked to achieve. Neal has a similar idea on hope, but he also adds his beliefs on the growth of this movement by saying, â€Å"Afro-American life and history is full of creative possibilities, and the movement is just beginning to perceive them. Just beginning to understand that the most meaningful statements†¦must come from the Third World of which Black America is a part† (Neal page 2050). This statement is quite similar to Gayle’s in that the white society in America is starting to recognize the importance in black arts which is a significant change because it’s one that they worked towards for many years. At the time, progress was still being made, but some progress had been made and it was enough to make them feel happy and even more hopeful for the future of the movement. The significance in the pieces is that they set their black community apart from the rest of America. Years prior the whites oppressed the blacks and so at this point in time, the black people were trying desperately to free themselves. In comparing these two pieces you really start to see the similar ideas the black people had about their community. These ideas weren’t just small things a few people decided to write about. They were words of hope for the future. A mission statement to set themselves apart from the rest, testimonies of what the artists have been through, and explanations of why they’re different and why they should be recognized as that. The incredible thing about it: it worked. Gayle, Addison, Jr. , and Larry Neal. The Norton Anthology of African American Literature. New York [u. a. : Norton, 2004. Print. ]

Wednesday, August 21, 2019

How effectively do the functional areas in Lex Transfleet work together Essay Example for Free

How effectively do the functional areas in Lex Transfleet work together Essay Marketing and sales function Purpose of the marketing function: the marketing function makes sure that they are getting the right product to the right people at the right price. Crucial to the success of Lex Transfleet or any business. One of the objectives of Lex Transfleet is to To carry out research to improve its products and services. Lex Transfleet should make sure of the following: Product – finding out and producing what the customer’s wants, for example what van or truck rental services the customers need. Lex Transfleet will carry out research to find out what the customers want and what demand there is for that service and they will try to fulfil that so that they have more customers who are interested in their services. Price – Fixing the price at which the customers will buy the product so that when the customers are interested in the products and different services they will want to know how much money they will be giving for this product or service and it will be easier for Lex Transfleet as they will know the price for this because they have already set it. Promotion Deciding how they are going to promote their product using advertising, publicity and special offers and when Lex Transfleet does this they will attract more customers and their company will get more famous. Place – This is where the sales function comes in, the sales function will help Lex Transfleet decide on where and how they are going to sell the product; whether it is locally, nationally, over the phone or the internet. I think they work quiet affectively together because they share an improvement which means they get each others opinions on how to change things to make them better. Sales is the last part of the marketing strategy which means to sell the product after the prices, promoting, places and products are all don’t and updated so the customers will be satisfied knowing that Lex Transfleet is giving them a good secure and safe product it is important that these things are accurate because they are the main reason the business is up and running without them there is no business. Products and the Customers Lex Transfleet will need to get to know their customer and what the customer wants for example a customer will want to hire out a truck but for that Lex Transfleet will need to know what kind of a truck or van that is an check if they do them type of trucks. A customer – a customer is a person who buys a product for e.g. someone comes to Lex Transfleet and hires out a truck the person who hires it is the customer. A consumer Is the person that uses the product for example if a truck is hired out for someone else to drive it he/she is then known as the consumer. Consumer types: The market is made up of different types of consumers as it has different segments trying to sell the product to everyone will not work for example selling expensive products to poor people. Consumers can be classified by: Age Gender Wealth and income Geographical area Lifestyle (fashion and taste) Lex Transfleet carries out a research into people, businesses and the governments to find out what type of vans, trucks and services they require. They link this with the finance function to get finance to carry out the research and advertising. They also link this with the Human resources to get the employees as they recruit and select people and researchers to carry out the research and get HR to train them for example induction training. The wages are paid by the finance function to pay for researchers and this means it is then auditable because it is recorded and so all the functional areas can work together to meet the aims and objectives effectively. Market research involves field (primary) and desk (secondary) research: Primary research – this involves communicating directly with the consumer to find out what they exactly it is that they need. Lex Transfleet carry out questionnaires and they invite customers to their business to interview them and this is what helps them with their research to meet there customers needs better. Lex Transfleet can also give loyalty cards which records every item bought by the customer. Secondary Research: Involves publish material for example reference books, statistics and marketing reports by specialist companies. This allows the marketing and sales department to find out information about consumers income and expenditure. Government publications also have information about spending, population changes, household information and family income. Pricing The price of the truck rental service needs to be fixed in Lex Transfleet and the reason for this is because Lex Transfleet wants to: Make profit – Lex Transfleet wants to cover the cost of it trucks so it does not make a loss in the business. Beating competition – Lex Transfleet will want other businesses to rent the trucks from them instead of competitors by keeping prices low and maximising sales which will attract more customers to come and buy trucks and other services from them. Providing a quality product or service – Lex Transfleet will need to make sure it is not undercharging for its services and products because customer will pay high prices for better products so this also means they will not have any loss in the profit. Lex Transfleet has also changed its name to RAC plc as it is branded and it will attract more customers. Promoting the product The Promotion Process involves the following which Lex Transfleet does: Advertising – informing the public or other businesses about Lex Transfleets products and services, e.g. they use the internet, newspapers. Branding – Lex Transfleet makes sure they create an image of the product or service in an attractive way Lex Transfleet has changed it name recently to ‘RAC’. Having a logo to and image to persuade customers to use them. Packaging – Lex Transfleet presents the product in an attractive way so the trucks have M.O.T and are safe and practical to use. Publicity – in the media which mean special promotions and sponsor which Lex Transfleet have on their website. Lex Transfleet have had good publicity in the news paper and press so get positive image. Give special offers to big companies who rent lots of trucks and for longer. They do have a website which they are on http://www.lvl.co.uk/vans/van_info/lex_transfleet.php giving promotion to subscribe to a van and light truck magazine. Place Involves selling the product for example selling the vans and truck rental services all over the U.K and they have a website which can attract customers. Lex Transfleet sell truck rental services directly to the customer which is safe. Lex Transfleet will give customers a quote through their internet using online bookings or emailing them and over the phone. Lex Transfleet uses telesales for selling to the customer over the phone so they will need call centre staff. Direct mail which Lex Transfleet uses to send their brochures out the businesses. E-commerce Lex Transfleet sell their services over the internet through their website you have to email them first to get a quote Lex Transfleet uses ICT in the marketing and sales function for: advertising and website, keeping customer’s profiles on the system, online marketing and also finding out research on their competitors by looking at the internet and other websites. Human Resources Function Purpose of the human resources function: Deals with hiring, firing and well being of the staff and all other functions for example sales and marketing, administration and finance ect. So it can run effectively. In Lex Transfleet they will need to deal with: Recruitment of staff which means that Lex Transfleet will need to be advertising vacancies liaise with finance for costs and payment, how many people to recruit. Disciplining and dismissing staff in other functions to run smoothly and to reduce costs. Training and development and promoting of staff which will liaise with finance for cost of training and other functional areas to check who needs training for example in Lex Transfleet induction and health and safety or other courses are taken place for this and if someone is in the sales and marketing function they will need training to do the job properly. Maintaining good working conditions of the staff and Health and safety in Lex Transfleet. Looking after employee and the business relationship and liaising with other functional areas like sales and marketing to find out how well the staff in Lex Transfleet are doing and rewarding staff by giving pay rises and liaise with finance about budget to give pay rises. Dealing with employee organisation for example the trade unions. The employees and the business have rights and responsibilities and Human Resources have to deal with this and make sure staff is aware of this in Lex Transfleet. Interest of employees protected by the trade union and by staff associations and also the rights of the employees protected by the employment laws liaise functional areas to make sure there is a safe working environment in Lex Transfleet. Everything is recorded so the employee will know if they have made any mistakes and need to improve or they have met their needs. Operations and management function Purpose of the management function: This function transforms the business resources into products and services for example operations which is the production of a goods or service. Land machinery – Lex Transfleet needs to find land, offices, call centres, machinery or equipment required and need to get information from other functions to get the right amount. Machinery equipment – Lex Transfleet has software, computers, photocopiers which the business needs. People who work there and for the business call centre staff, mangers, supervisors, operator’s consultants, accountants, specialists, solicitors. Materials and stock used by the business – trucks that are brought, truck parts, stationary, computers, software. Factors of production Land – the offices , buildings Labour- the people who work there Capital –the money invested into the business Enterprise –the input of the entrepreneur The resources used by Lex Transfleet will have to be paid for. This results on costs for the business for example wages, rent, rates, materials, stock, electricity, phone bills all of these have to be dealt with the finance department. When operations in Lex Transfleet are trying to produce a product or service it will have to look at its costs to manufacture that item or service and it will have to make sure that the sales department will cover the day to day costs and the greater the added value the greater the possible profit. So the more money they get from sales and they take away that from the running cost they get profit. Efficiency and productivity Efficiency means – making the most for the resources for example good productivity by the staff and also the number of sales made by staff in Lex Transfleet or the number of calls taken by the employee. Some employees paid a bonus for selling more services and also to motivate them to make more sales for Lex Transfleet. Quality assurance quality assurance is very important as it means more returns to the businesses. Quality control of a service or product is very important for feedback to the marketing department. Operation check with sales as they monitor the calls and make sure the quality of service is very good. Sales liaise with Human Resources to give training to customers in Lex Transfleet. Operations liaise with Human resources to give training operation staff. Operations also monitor number of complaint and reasons for complaint to minimise this and improve services better by liaising with sales team to find out what their customer views are as they are in the front line and dealing with customers on a regular basis. Operations liaise with marketing to get information about customer demand, competitor information and lots more. Operations also check with sales function to check which items/services are selling more to make decision about producing more or less of these goods or services and then contacting the marketing function to either advertise more or less. Operations will liaise with finance to buy more or less to expand and liaise with Hr to get more staff. Finance Function Purpose of the finance function: To control inflow and outflow of money in the business and is also closely involved in the production of goods or services and links in with other functions of the business and senior management. Finance department Other functional areas Sales of products have to be recorded Sales Cost relating to the production have to be recorded Money has to be raised for producing the services and products (sales staff, trucks, offices) Operations/production Bills have to be paid Administration Wages have to paid Human resources Accounts have to be kept to calculate profit and loss All departments above Financial planning reports have to prepared Senior management In Lex Transfleet the finance department looks like this the table below shows this as the finance director. Finance director Financial accounting Costing and budgeting Managing finance Payroll Recording transactions Keeping accounts Preparing reports for the senior management Working out the cost of the product and services. Interpreting past costs and income Setting targets for cost and income Working out what resources are needed Raising capital and loan to finance the resources Rescoring hours worked by employees Calculating pay and deducting tax Financial accounting All transactions have to be recorded. Sales of the products and services from the sales department so they are auditable as they are recorded. Purchases made for stock or material from the operations department again so it’s recorded. Each type of expense for example electricity, bill rent, and wages are from the administration department. Wages is the information collected from the Human resources function so employees are paid on time and correct. Debtors are people who owe the business money for example the customers who have brought a product and still haven’t given the money for it. Creditors are people whom the business owes money for example if Lex Transfleet has brought something from somewhere e.g. a truck then they owe the money to the suppliers if they haven’t yet paid for it. Accounting ICT used to records all the transaction and special accounting software used to records wages. Financial statement is produced for management and this shows profit and loss and also, helps management monitor the main aims and objectives of the business the information on financial statements are on computer databases and so computers prepare the accounts automatically Finance produce 2 main accounts: Profit and loss shows sales figures form the sales functions, expenses from all functions and then can calculate the profit. The balance sheet shows how much the business owns and owes. Costing and budgeting this is how the function works together: Operations tell the finance of the cost of raw material purchased, for example trucks, tyres, equipment purchased by Lex Transfleet. The cost of paying the wages for the employees working for Lex Transfleet which the human resources function will let them know about. Other expenses such as: Bills which are the costs from administrations function. Electricity, water, rates, stationary are also in the administrations function. Advertising , promoting the business – sales and marketing function and they communicate with administration function so the suppliers are paid on time. The Finance function has to liaise with other functional areas to calculate the costs for making the product and service to ensure that there is a sufficient finance to cover the costs and also the business is making the most of efficient use of its resources. Budgeting Finance has to set budgets there are two kinds of budgets, a sales budget I used to forecast the income of the business from sales, and a production budget which is used to plan for the cost for producing the service for example cost for buying trucks and hiring people. Both Budgets will monitor the actual figures with forecasted and if the figures do not match for examples sales figures then they will liaise sales function to change their forecast or with marketing to advertise and promote the services better. Raising finance are the Long term finance needs which are used for investing in premises, trucks, machinery, computers and lots more, and theirs short term needs which is like buying stock for example trucks, paying bills, and paying wages. Finance has to raise money for the other functions such as marketing, sales, operation and administration to finance their expenditure so that the activities can takes place to meet Lex Transfleets aims and objectives. Payroll Works out pay and deduction of tax and national insurance of its employees and it gets it information from the Human Resources function and it is done by computers in Lex Transfleet as it is a large Plc and also uses computer payroll programmes as they are faster and very accurate., so the employees are happy as they will be being paid properly and accurately. Administration Function Purpose of the administration function: Administration is making sure that the right resources are in the right place at the right time. The administration function makes the business run smoothly and makes sure that: Paper in the photocopiers Paper in the loo Premises are safe Telephone messages are passed on Administration and communication: Information and messages such as enquiries, orders, complaints from external sources. Callers with or without appointment will call in and different functions will communicate with each their for the day to day running of the business these methods include paper, documents, telephone, fact, internal email and meeting. If finance needs to meet with operation function to make decisions the administration function will arrange it for example if a customer wants a meeting with the sales team the administration function will arrange it. The marketing function is done by: Sales so that they get records of customers, finance so they get to process accounts and payroll. Opening and distributing post when it arrives to all other functions and collecting and stamping the post going out at the end if the day from all other functions. Operating and telephone switchboard which means transferring these calls to the relevant people in other functions. Dealing with callers to premises and directing them to the relevant functions. Designing and printing forms for all the different functions and also filling and database maintenance and making sure the premises are clean and secure: Cleaning can be outsourced in Lex Transfleet which means using external companies which come and carry this out so the place is clean and safe for employees and visitors.

A Traditional Definition Of Leadership Management Essay

A Traditional Definition Of Leadership Management Essay A traditional definition of leadership: Leadership is an interpersonal influence directed toward the achievement of a goal or goals. Three important parts of this definition are the terms interpersonal, influence, and goal. Â · Interpersonal means between persons. Thus, a leader has more than one person (group) to lead. Â · Influence is the power to affect others. Â · Goal is the end one strives to attain. Basically, this traditional definition of leadership says that a leader influences more than one person toward a goal. The definition of leadership used in this course follows. LEADERSHIP is a dynamic relationship based on mutual influence and common purpose between leaders and collaborators in which both are moved to higher levels of motivation and moral development as they affect real, intended change. (Kevin Freiberg and Jackie Freiberg, NUTS! Southwest Airlines Crazy Recipe for Business and Personal Success, Bard Press, 1996, p. 298) Three important parts of this definition are the terms relationship, mutual, and collaborators. Relationship is the connection between people. Mutual means shared in common. Collaborators cooperate or work together. This definition of leadership says that the leader is influenced by the collaborators while they work together to achieve an important goal. Leadership versus Management A leader can be a manager, but a manager is not necessarily a leader. The leader of the work group may emerge informally as the choice of the group. If a manager is able to influence people to achieve the goals of the organization, without using his or her formal authority to do so, then the manager is demonstrating leadership. According to John P. Kotter in his book, A Force for Change: How Leadership Differs From Management (The Free Press, 1990), managers must know how to lead as well as manage. Without leading as well as managing, todays organizations face the threat of extinction. Management is the process of setting and achieving the goals of the organization through the functions of management: planning, organizing, directing (or leading), and controlling. A manager is hired by the organization and is given formal authority to direct the activity of others in fulfilling organization goals. Thus, leading is a major part of a managers job. Yet a manager must also plan, organize, and control. Generally speaking, leadership deals with the interpersonal aspects of a managers job, whereas planning, organizing, and controlling deal with the administrative aspects. Leadership deals with change, inspiration, motivation, and influence. Management deals more with carrying out the organizations goals and maintai ning equilibrium. The key point in differentiating between leadership and management is the idea that employees willingly follow leaders because they want to, not because they have to. Leaders may not possess the formal power to reward or sanction performance. However, employees give the leader power by complying with what he or she requests. On the other hand, managers may have to rely on formal authority to get employees to accomplish goals. Trait Theories In the 1920s and 1930s, leadership research focused on trying to identify the traits that differentiated leaders from non-leaders. These early leadership theories were content theories, focusing on what an effective leader is, not on how to effectively lead. The trait approach to understanding leadership assumes that certain physical, social, and personal characteristics are inherent in leaders. Sets of traits and characteristics were identified to assist in selecting the right people to become leaders. Physical traits include being young to middle-aged, energetic, tall, and handsome. Social background traits include being educated at the right schools and being socially prominent or upwardly mobile. Social characteristics include being charismatic, charming, tactful, popular, cooperative, and diplomatic. Personality traits include being self-confident, adaptable, assertive, and emotionally stable. Task-related characteristics include being driven to excel, accepting of responsibilit y, having initiative, and being results-oriented. Trait theories intended to identify traits to assist in selecting leaders since traits are related to leadership effectiveness in many situations. The trait approach to understanding leadership supports the use of tests and interviews in the selection of managers. The interviewer is typically attempting to match the traits and characteristics of the applicant to the position. For example, most interviewers attempt to evaluate how well the applicant can work with people. Trait theory has not been able to identify a set of traits that will consistently distinguish leaders from followers. Trait theory posits key traits for successful leadership (drive, desire to lead, integrity, self-confidence, intelligence, and job-relevant knowledge) yet does not make a judgment as to whether these traits are inherent to individuals or whether they can be developed through training and education. No two leaders are alike. Furthermore, no leader possesses all of the traits. Comparing leaders in different situations suggests that the traits of leaders depend on the situation. Thus, traits were de-emphasized to take into account situational conditions (contingency perspective). Behavioral Theories The behavioral theorists identified determinants of leadership so that people could be trained to be leaders. They developed training programs to change managers leadership behaviors and assumed that the best styles of leadership could be learned. Theory X and Theory Y Douglas McGregor described Theory X and Theory Y in his book, The Human Side of Enterprise. Theory X and Theory Y each represent different ways in which leaders view employees. Theory X managers believe that employees are motivated mainly by money, are lazy, uncooperative, and have poor work habits. Theory Y managers believe that subordinates work hard, are cooperative, and have positive attitudes. Theory X is the traditional view of direction and control by managers. 1. The average human being has an inherent dislike of work and will avoid if he or she can. 2. Because of this human characteristic of dislike of work, most people must be controlled, directed, and threatened with punishment to get them to put forth adequate effort toward the achievement of organizational objectives. 3. The average human being prefers to be directed, wishes to avoid responsibility, has relatively little ambition, wants security above all. Theory X leads naturally to an emphasis on the tactics of control to procedures and techniques for telling people what to do, for determining whether they are doing it, and for administering rewards and punishment. Theory X explains the consequences of a particular managerial strategy. Because its assumptions are so unnecessarily limiting, it prevents managers from seeing the possibilities inherent in other managerial strategies. As long as the assumptions of Theory X influence managerial strategy, organizations will fail to discover, let alone utilize, the potentialities of the average human being. Theory Y is the view that individual and organizational goals can be integrated. 1. The expenditures of physical and mental effort in work are as natural as play or rest. 2. External control and the threat of punishment are not the only means for bringing out effort toward organizational objectives. 3. Commitment to objectives is a function of the rewards associated with their achievement. 4. The average human being learns, under proper conditions, not only to accept but also to seek responsibility. 5. The capacity to exercise a relatively high degree of imagination, ingenuity, and creativity in the solution of organizational problems in widely, not narrowly, distributed in the population. 6. Under the condition of modern industrial life, the intellectual potentialities of the average human being are only partially utilized. Theory Ys purpose is to encourage integration, to create a situation in which an employee can achieve his or her own goals best by directing his or her efforts toward the objectives of the organization. It is a deliberate attempt to link improvement in managerial competence with the satisfaction of higher-level ego and self-actualization needs. Theory Y leads to a preoccupation with the nature of relationships, with the creation of an environment which will encourage commitment to organizational objectives and which will provide opportunities for the maximum exercise of initiative, ingenuity, and self-direction in achieving them. Ohio State and University of Michigan Studies conducted at the Ohio State University and the University of Michigan identified two leadership styles and two types of leader behaviors. The Ohio State study identified two leadership styles: considerate and initiating structure. The University of Michigan study classified leaders behaviors as being production- or employee-centered. The primary concern of leaders with considerate and employee-centered style is the employees welfare. The primary concern of leaders with initiating-structure and production-centered styles is achieving goals. Research findings on which dimension is most important for satisfaction and productivity are inconclusive. However, employee oriented leaders appear to be associated with high group productivity and job satisfaction. University of Iowa Another approach to leader behavior focused on identifying the best leadership styles. Work at the University of Iowa identified democratic (participation and delegation), autocratic (dictating and centralized) and laissez-faire styles (group freedom in decision making). Research findings were also inconclusive. The Managerial Grid The dimensions identified at the University of Michigan provided the basis for the development of the managerial grid model developed by Robert Blake and Jane Mouton. It identifies five various leadership styles that represent different combinations of concern for people and concern for production. Managers who scored high on both these dimensions simultaneously (labeled team management) performed best. The five leadership styles of the managerial grid include impoverished, country club, produce or perish, middle-of-the road, and team. The impoverished style is located at the lower left-hand corner of the grid, point (1, 1). It is characterized by low concern for both people and production. The primary objective of the impoverished style is for managers to stay out of trouble. The country club style is located at the upper left-hand corner of the grid, point (1, 9). It is characterized as a high concern for people and a low concern for production. The primary objective of the country club style is to create a secure and comfortable atmosphere and trust that subordinates will respond positively. The produce or perish style is located at the lower right-hand corner of the grid, point (9,1). A high concern for production and a low concern for people characterize it. The primary objective of the produce or perish style is to achieve the organizations goals. To accomplish the organizatio ns goals, it is not necessary to consider employees needs as relevant. The middle-of-the-road style is located at the middle of the grid, point (5, 5). A balance between workers needs and the organizations productivity goals characterize it. The primary objective of the middle-of-the-road style is to maintain employee morale at a level sufficient to get the organizations work done. The team style is located at the upper right-hand of the grid, point (9, 9). It is characterized by a high concern for people and production. The primary objective of the team style is to establish cohesion and foster a feeling of commitment among workers. Contingency Theories Successful leaders must be able to identify clues in an environment and adapt their leader behavior to meet the needs of their followers and of the particular situation. Even with good diagnostic skills, leaders may not be effective unless they can adapt their leadership style to meet the demands of their environment. Fiedlers Contingency Model Leadership Theory and Research: Perspectives and Directions (Academic Press Inc (HBJ), 1993) was a tribute to Fred Fiedlers 40 year study of leadership and organizational effectiveness. The editors, Martin M. Chemers and Roya Ayman, write of Fiedlers contribution: The realization that leadership effectiveness depends on the interaction of qualities of the leader with demands of the situation in which the leader functions, made the simplistic one best way approach of earlier eras obsolete. Fred E. Fiedlers contingency theory postulates that there is no best way for managers to lead. Situations will create different leadership style requirements for a manager. The solution to a managerial situation is contingent on the factors that impinge on the situation. For example, in a highly routinized (mechanistic) environment where repetitive tasks are the norm, a certain leadership style may result in the best performance. The same leadership style may not work in a very dynamic environment. Fiedler looked at three situations that could define the condition of a managerial task: 1. Leader member relations: How well do the manager and the employees get along? 2. The task structure: Is the job highly structured, fairly unstructured, or somewhere in between? 3. Position power: How much authority does the manager possess? Managers were rated as to whether they were relationship oriented or task oriented. Task oriented managers tend to do better in situations that have good leader-member relationships, structured tasks, and either weak or strong position power. They do well when the task is unstructured but position power is strong. Also, they did well at the other end of the spectrum when the leader member relations were moderate to poor and the task was unstructured. Relationship oriented managers do better in all other situations. Thus, a given situation might call for a manager with a different style or a manager who could take on a different style for a different situation. These environmental variables are combined in a weighted sum that is termed Favorable at one end and unfavorable at the other. Task oriented style is preferable at the clearly defined extremes of favorable and unfavorable environments, but relationship orientation excels in the middle ground. Managers could attempt to reshape the environment variables to match their style. Another aspect of the contingency model theory is that the leader-member relations, task structure, and position power dictate a leaders situational control. Leader-member relations are the amount of loyalty, dependability, and support that the leader receives from employees. It is a measure of how the manager perceives he or she and the group of employees is getting along together. In a favorable relationship the manager has a high task structure and is able to reward and or punish employees without any problems. In an unfavorable relationship the task is usually unstructured and the leader possesses limited authority. The spelling out in detail (favorable) of what is required of subordinates affects task structure. Positioning power measures the amount of power or authority the manager perceives the organization has given him or her for the purpose of directing, rewarding, and punishing subordinates. Positioning power of managers depends on the taking away (favorable) or increasing (unfavorable) the decision-making power of employees. The task-motivated style leader experiences pride and satisfaction in the task accomplishment for the organization, while the relationship-motivated style seeks to build interpersonal relations and extend extra help for the team development in the organization. There is no good or bad leadership style. Each person has his or her own preferences for leadership. Task-motivated leaders are at their best when the group performs successfully such as achieving a new sales record or outperforming the major competitor. Relationship-oriented leaders are at their best when greater customer satisfaction is gained and a positive company image is established. Hersey-Blanchard Situational Leadership The Hersey-Blanchard Situational Leadership theory is based on the amount of direction (task behavior) and amount of socio-emotional support (relationship behavior) a leader must provide given the situation and the level of maturity of the followers. Task behavior is the extent to which the leader engages in spelling out the duties and responsibilities to an individual or group. This behavior includes telling people what to do, how to do it, when to do it, where to do it, and whos to do it. In task behavior the leader engages in one-way communication. Relationship behavior is the extent to which the leader engages in two-way or multi-way communications. This includes listening, facilitating, and supportive behaviors. In relationship behavior the leader engages in two-way communication by providing socio-emotional support. Maturity is the willingness and ability of a person to take responsibility for directing his or her own behavior. People tend to have varying degrees of maturity, d epending on the specific task, function, or objective that a leader is attempting to accomplish through their efforts. To determine the appropriate leadership style to use in a given situation, the leader must first determine the maturity level of the followers in relation to the specific task that the leader is attempting to accomplish through the effort of the followers. As the level of followers maturity increases, the leader should begin to reduce his or her task behavior and increase relationship behavior until the followers reach a moderate level of maturity. As the followers begin to move into an above average level of maturity, the leader should decrease not only task behavior but also relationship behavior. Once the maturity level is identified, the appropriate leadership style can be determined. The four leadership styles are telling, selling, participating, and delegating. High task/low relationship behavior (S1) is referred to as telling. The leader provides clear instructions and specific direction. Telling style is best matched with a low follower readiness level. High task/high relationship behavior (S2) is referred to as selling. The leader encourages two-way communication and helps build confidence and motivation on the part of the employee, although the leader still has responsibility and controls decision making. Selling style is best matched with a moderate follower readiness level. High relationship/low task behavior (S3) is referred to as participating. With this style, the leader and followers share decision making and no longer need or expect the relationship to be directive. Participating style is best matched with a moderate follower readiness level. Low relationship/lo w task behavior (S4) is labeled delegating. This style is appropriate for leaders whose followers are ready to accomplish a particular task and are both competent and motivated to take full responsibility. Delegating style is best matched with a high follower readiness level. Houses Path-Goal Model The path-goal theory developed by Robert House is based on the expectancy theory of motivation. The managers job is viewed as coaching or guiding workers to choose the best paths for reaching their goals. Best is judged by the accompanying achievement of organizational goals. It is based on the precepts of goal setting theory and argues that leaders will have to engage in different types of leadership behavior depending on the nature and demands of the particular situation. Its the leaders job to assist followers in attaining goals and to provide direction and support needed to ensure that their goals are compatible with the organizations. A leaders behavior is acceptable to subordinates when viewed as a source of satisfaction, and motivational when need satisfaction is contingent on performance, and the leader facilitates, coaches and rewards effective performance. Path goal theory identifies achievement-oriented, directive, participative and supportive leadership styles. In achievement-oriented leadership, the leader sets challenging goals for followers, expects them to perform at their highest level, and shows confidence in their ability to meet this expectation. This style is appropriate when the follower suffers from a lack of job challenge. In directive leadership, the leader lets followers know what is expected of them and tells them how to perform their tasks. This style is appropriate when the follower has an ambiguous job. Participative leadership involves leaders consulting with followers and asking for their suggestions before making a decision. This style is appropriate when the follower is using improper procedures or is making poor decisions. In supportive leadership, the leader is friendly and approachable. He or she shows concern for followers psychological well being. This style is appropriate when the followers lack confidence. Path-Goal theory assumes that leaders are flexible and that they can change their style, as situations require. The theory proposes two contingency variables (environment and follower characteristics) that moderate the leader behavior-outcome relationship. Environment is outside the control of followers-task structure, authority system, and work group. Environmental factors determine the type of leader behavior required if follower outcomes are to be maximized. Follower characteristics are the locus of control, experience, and perceived ability. Personal characteristics of subordinates determine how the environment and leader are interpreted. Effective leaders clarify the path to help their followers achieve their goals and make the journey easier by reducing roadblocks and pitfalls. Research demonstrates that employee performance and satisfaction are positively influenced when the leader compensates for the shortcomings in either the employee or the work setting. Vroom, Yetton, Jago Leader-Participation Model The Vroom, Yetton, Jago leader-participation model relates leadership behavior and participation to decision making. The model provides a set of sequential rules to determine the form and amount of participative decision making in different situations. It is a decision tree, requiring yes and no answers incorporating contingencies about task structure and alternative styles. The following contingency questions must be answered to determine the appropriate leadership style in the leader-participation model. Â · Quality Requirement: How important is the technical quality of this decision? Â · Commitment Requirement: How important is subordinate commitment to the decision? Â · Leaders Information: Do you have sufficient information to make a high-quality decision? Â · Problem Structure: Is the problem well structured? Â · Commitment Probability: If you were to make the decision yourself, are you reasonably certain that your subordinates would be committed to the decision? Â · Goal Congruence: Do subordinates share the organizational goals to be attained in solving this problem? Â · Subordinate Conflict: Is conflict among subordinates over preferred solutions likely? Â · Subordinate Information: Do subordinates have sufficient information to make a high-quality decision? Transformational Leadership Transformational leadership blends the behavioral theories with a little dab of trait theories. Transactional leaders, such as those identified in contingency theories, guide followers in the direction of established goals by clarifying role and task requirements. However, transformational leaders, who are charismatic and visionary, can inspire followers to transcend their own self-interest for the good of the organization. Transformational leaders appeal to followers ideals and moral values and inspire them to think about problems in new or different ways. Leader behaviors used to influence followers include vision, framing, and impression management. Vision is the ability of the leader to bind people together with an idea. Framing is the process whereby leaders define the purpose of their movement in highly meaningful terms. Impression management is a leaders attempt to control the impressions that others form about the leader by practicing behaviors that make the leader more attra ctive and appealing to others. Research indicates that transformational, as compared to transactional, leadership is more strongly correlated with lower turnover rates, higher productivity, and higher employee satisfaction. A transformational leader instills feelings of confidence, admiration and commitment in the followers. He or she is charismatic, creating a special bond with followers, articulating a vision with which the followers identify and for which they are willing to work. Each follower is coached, advised, and delegated some authority. The transformational leader stimulates followers intellectually, arousing them to develop new ways to think about problems. The leader uses contingent rewards to positively reinforce performances that are consistent with the leaders wishes. Management is by exception. The leader takes initiative only when there are problems and is not actively involved when things are going well. The transformational leader commits people to action and converts followers into leaders. Transformational leaders are relevant to todays workplace because they are flexible and innovative. While it is important to have leaders with the appropriate orientation defining tasks and managing interrelationships, it is even more important to have leaders who can bring organizations into futures they have not yet imagined. Transformational leadership is the essence of creating and sustaining competitive advantage.