"Management / Organizations" Essays

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Organizational Change Given the Rapid Pace Essay

Essay  |  3 pages (911 words)
Style: MLA  |  Bibliography Sources: 4

SAMPLE TEXT:

Organizational Change

Given the rapid pace of change that is influencing the global economies today, the ability to transform organizational change from a distraction to a core strength of any organization is critical. At the center of any organizations' ability to transform change from a distraction to the catalyst for growth are its leaders' attitudes, beliefs, and decisions with regard to navigating their organizations through uncertain times (Gandossy, Verma, 40). Studies have also shown that the Emotional Intelligence (EI) of leaders is even more critical than their title or position within the company hierarchy (McEnrue, Groves, Shen, 154, 155). Analyzing how leaders can be more effective in managing organizational change is the topic of this paper. From the accumulated research into this topic however one fact emerges as critical, and that is a leader, to be successful in overcoming resistance to change, must inspire trust in their subordinates. The era of being able to demand compliance through authoritarian means is over in many of the world's societies. It is more critical for a leader to have Emotional Intelligence (EI) over and above merely a title or formal position (McEnrue, Groves, Shen, et.al.). As a result, underscoring all concepts and strategies of successful leaders is the ability to gain trust through authenticity, consistency and transparency to their employees.

Managing Organizational Change

Responding the many external forces while keeping the internal processes, systems and strategies aligned to organizational objectives requires leaders to create a climate where risk is seen not as a threat but a call to greater accountability and ownership to overcome chaotic situations (Karp, Helgo, 82, 83). Only by creating a corporate culture that thrives on change can any leader of an organization turn the inevitable changes in direction of strategies, even business models, into an asset instead of a liability. The greatest enabler of positive organizational change is trust in the leaders who are working to create and fulfill the vision of a new business model, organizational structure and direction for the company to succeed in (Karp, Helgo, 92, 93).

Resistance to change however can be so significant that it can "freeze" a company from getting to its goals or even making progress towards survival. Too often leaders will resort to their formal power in the organizational structure to gain cooperation for initiatives, yet this has only a limited level of effectiveness to it. As McGregor has determined in his Theory X and Y approaches to management, Theory X managers believe that employees are inherently lazy and must be coerced to work. Theory Y managers see employees as ambitious and self-motivated, only needing to trust in organizational change and looking for a chance to take ownership of the direction. These are markedly different management…… [read more]


Theory Practice and Application Essay

Essay  |  11 pages (3,200 words)
Style: APA  |  Bibliography Sources: 1

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Management Theory According to Experience
The capacity for managerial success is not exclusive. Every
individual has the opportunity to integrate the qualities necessary to move
an organization in a satisfactory direction. This can be achieved by an
assimilation of the four functions of management: organization, planning,
leadership and controlling. To a large part, these are four distinctive
elements of what… [read more]


Rosabeth Kanter Research Proposal

Research Proposal  |  8 pages (2,359 words)
Style: APA  |  Bibliography Sources: 6

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Rosabeth Moss Kanter: Change Management

Rosabeth Kanter and Change Management: Teach the Elephant to Dance or Eat it One Bite at a Time?

One of the harsh realities of living and working in an organization is the inevitability of change. Many people absolutely hate change and will go to great lengths to avoid having to alter their daily routines and… [read more]


Evaluating Management Theory and Practice Term Paper

Term Paper  |  10 pages (3,258 words)
Style: Harvard  |  Bibliography Sources: 10

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Gendered Managerial Styles

The Role of Gender in Organizational Change Management

Management was considered a traditionally men's realm in the past. Clearly defined social roles and the "glass ceiling" dictated that women could not be CEOs or top managers. There were exceptions to this unwritten rule, but they were the rarity, rather than the norm (Ryan, Haslam, and Postmes, 2007).… [read more]


Organizational Theories as a Product Term Paper

Term Paper  |  5 pages (1,428 words)
Style: MLA  |  Bibliography Sources: 7

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¶ … Organizational Theories as a Product of an Evolutionary Process

In analyzing how contemporary organization theories are a product of an evolutionary process, the progression of theories can't be viewed in isolation, they must be seen as influenced by the broader demographic, economic, sociological and more immediate knowledge management and managerial trends within organizations. The progression of top-down organizational… [read more]


Organizational Alternatives and Social Change Term Paper

Term Paper  |  5 pages (1,612 words)
Style: APA  |  Bibliography Sources: 4

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Organizational Alternatives and Social Change

What is organizational behavior? It is a social science discipline much like cultural anthropology, economics, political science, psychology, and sociology. That means that it uses the scientific method to establish truth and to validate its theories. It is a discipline that historically has had its intellectual home in business schools. In addition, it is a… [read more]


Self-Directing Self-Managing Work Teams and How it Is Relevant to the Workplace Term Paper

Term Paper  |  18 pages (4,972 words)
Style: APA  |  Bibliography Sources: 14

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Self-Directed Teams

Self-directed work teams are becoming increasingly popular in both manufacturing and service organizations, because of their positive characteristics of focusing on team contributions and solutions, collaboration, continuous improvement, competency and positive results to productivity. However, a company must think carefully about the ramifications on both the management and the personnel when implementing these teams. They will impact everyone… [read more]


Business Management -- Communications Issues Case Study

Case Study  |  3 pages (828 words)
Bibliography Sources: 3

SAMPLE TEXT:

Business Management -- Communications Issues

Defining the Issues

Kava represents a potential opportunity for business growth for this organization as well as an opportunity to contribute positively to the indigenous population in the process. For a company such as ours that is committed to achieving meaningful goals for the communities in which it conducts business, Kava is a perfect environment to succeed on both counts simultaneously. In that regard, there are three principle issues to be considered: First, the nature of the economic opportunities for this organization; Second, the manner in which those economic opportunities should be pursued and developed to uphold this organization's values and commitment to benefiting the local communities in which it does business; and Third, reasonable appreciation, management, and mitigation of the various risks posed by the nature of the new business environment.

There are primarily three main types of industries available for development on Kava: (1) Industrial Development (i.e. petroleum refinement, natural gas extraction, and commercial fishing); (2) Consumable Produce (i.e. coffee, cocoa, spices, bananas, and sugar); and (3) Tourism. Additionally, there is the potential for developing both physical infrastructure and human resource capital. Ideally, our organization will exploit all of those potential opportunities in a manner that is symbiotic and that contributes meaningfully to the host community while also generating income for our efforts. More specifically, we hope to develop industrial processes to produce, refine, and export petroleum and natural gas; we hope to develop and process the optimum quantity and quality of consumable produce for local consumption and export; and we hope to develop the maximum potential of the tourism trade.

Toward those ends, we intend to contribute to the development of the organizations and institutions necessary to maximize the ability of Kava to develop vocational opportunities in all of those areas for its indigenous population, including in relation to establishing and maintaining the necessary physical infrastructure to support all of those goals over the long-term. Finally, our goals include the development of the organizations and administrative processes to mitigate the risks posed by the identifiable sources of harm to the community and to any operations established on Kava.

Forces Involved in Formulation of the Problem

There are three principal forces involved in the formulation of the problem: (1) The specific nature of the economic opportunities identified previously; (2) the demographic breakdown of the local population; and (3) the specific nature of the potential risks involved and the cost (in both economic and human terms) of mitigating…… [read more]


Quality Management Approaches Six Sigma Research Paper

Research Paper  |  2 pages (569 words)
Bibliography Sources: 2

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¶ … Quality Management Approaches

Six Sigma Quality Management

The Six Sigma Quality Management approach is based on two core concepts: (1) that business processes can (and should) be broken down into their component parts and standardized or optimized for maximum productivity, and (2) that the most effective method of instituting major changes in operational management in that regard is one that emphasizes the specific levels of expertise of team leaders who promote and facilitate those changes (George & Jones, 2008). More specifically, the most common form of the Six Sigma program is known as DMAICT, an acronym for Defining Opportunity, Measuring Performance, Analyzing Opportunity, Improving Performance, Controlling Performance, and Transferring Best Practice throughout the entire organization (George & Jones, 2008). To implement Six Sigma management, the system relies on team leaders who are certified as "belt" of various colors along the same lines as in the martial arts.

The principal advantages of using Six Sigma management is that it is well suited to organizations and processes that are conducive to standardization and in industries and applications where creativity and creative change is not highly valued. The Six Sigma system is not as beneficial within organizations whose processes are highly complex and whose rigid standardization could conceivably reduce rather than increase optimum productivity (Robbins & Judge, 2009).

Total Quality Management

Total Quality Management (TQM) is an approach to business and operational management that is much broader than Six Sigma, in that it incorporates all stakeholders and processes rather than just the quantifiable elements of operational processes in relation to output and efficiency (Robbins & Judge, 2009). Whereas the Six Sigma approach focuses almost exclusively on operational management and processes, TQM seeks to optimize all…… [read more]


Management Course the Reasons Essay

Essay  |  5 pages (1,668 words)
Style: Chicago  |  Bibliography Sources: 5

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This is because throughout the course I learned that it is very important that managers properly plan the activities their subordinates are involved in. In addition to this, it is very important to control activities within the company in order to counteract the effects of certain environmental factors that can influence the activity of companies (Management Study Guide, 2011). I consider the advice of professors to continue to expand on knowledge regarding planning and controlling to be very useful.

Benefits of the Course

The Principles of Management course has benefitted me in numerous situations. As mentioned above, theories on management can be successfully applied in most everyday situations. The time management techniques I learned in this course helped me better organize my activities and to make the most of my time. Such techniques can be used by all individuals in order to improve their performance.

In addition to this, the course is very useful as a starting point for learning more on different topics regarding management. Although the course should be considered an introduction into the vast subject of management, it is course that presents useful information to managers. Therefore, I recommend this course to people that want to become managers, to improve their skills, and to improve their performance. The principles of Management course can be successfully used by people in different fields of work that want to improve their business.

Reference list:

1. Henry Fayol's 14 Principles of Management (2008). Management Innovations. Retrieved November 6, 2011 from http://managementinnovations.wordpress.com/2008/12/04/henri-fayols-14-principles-of-management/.

2. Clarck, D. (2010). Communication and Leadership. Retrieved November 6, 2011 from http://www.nwlink.com/~donclark/leader/leadcom.html.

3. Wong, R. (2000). Motivation: A Behavioral Approach. Cambridge University Press. Retrieved November 6, 2011 from http://books.google.ro/books?id=Vt6_hhe6DokC&printsec=frontcover&dq=motivation&hl=ro&ei=U-22TubeGYm5hAfSlLWhBA&sa=X&oi=book_result&ct=result&resnum=3&ved=0CDUQ6AEwAg#v=onepage&q&f=false.

4. Planning Function of Management (2011). Management Study Guide. Retrieved November 9, 2011 from http://www.managementstudyguide.com/planning_function.htm.

5. Controlling Function of Management (2011). Management Study Guide. Retrieved November 9, 2011 from http://www.managementstudyguide.com/controlling_function.htm.… [read more]


Organizational Behavior - Terminology and Concepts Term Paper

Term Paper  |  3 pages (826 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Organizational Behavior - Terminology and Concepts

Organizational Behavior: The field of organizational behavior has assumed increasing significance in the light of a rapidly changing, global business environment. This is because the study and application of organizational behavior results in better management of both the external as well as internal environment through the building of relationships at the individual, group, organizational, and social level. Organizational behavior achieves this through adopting a systems approach that studies: (a) the effect of social organizations on the behavior and attitudes of individuals within them; (b) the effects of individual characteristics and actions on organizations, with a particular emphasis on the efficacy of leadership in organizational systems; - the performance, success, and survival of organizations; (d) the mutual effects of resource and task, political and cultural environments on organizations and vice versa (Pfeffer, 1997, p. 4). Thus, it is evident that organizational behavior encompasses a wide range of management issues such as organizational structure, culture and leadership.

Organizational Culture: The culture of an organization is defined as a system of shared beliefs and values, which shapes its behavior and, thus, forms its distinct identity. While the culture of an organization can emerge as organizations learn to survive, adapt, and solve problems over a period of time, it is important to note that management can work consciously towards creating and sustaining a system of beliefs for knowing and managing organizational experience. Indeed, organizational culture can be built, sustained or changed through the management of policies as well as through focusing on the various formal and informal processes that lead to shared meanings (Harris, 1993, p. 64).

Diversity: As the term implies, diversity is any collective mixture that is characterized by both differences as well as similarities. It can refer to people, organizations, and even systems. Thus, diversity can be conceptualized on various dimensions such as workforce or functional diversity. The issue of diversity is an important one as it can affect employee perception of organizational behavior and practices. This implies that diversity must be managed by developing an environment that works well for all employees. This is an inclusive process that addresses workplace behaviors and differences within the framework of an organization's culture and climate. The management of diversity has, of late, come center stage due to an increasingly diverse workforce, at the national and global level (NOAA, para 2, 4).

Communication: Organizational communication, both internal and external, plays a key role in determining organizational performance, learning, and culture. In…… [read more]


Performance Management Total Quality Management -TQM Endeavors Term Paper

Term Paper  |  8 pages (2,990 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Performance Management

Total quality management -TQM endeavors to produce an organizational culture that promotes constant development in everything by everyone at all times, and necessitates changes in organizational processes, priorities relating to strategies, individual beliefs, attitudes and behaviors. (Pun; Lau, 2003, p. 316) to decide the quality performance on projects, all companies use conventional hard measurements like cost, schedule and… [read more]


Project Management for Dummies Term Paper

Term Paper  |  5 pages (1,495 words)
Bibliography Sources: 1

SAMPLE TEXT:

49); "developing and analyzing a network diagram" (p. 71) and "assign your project's personnel needs" (p. 105). Chapter 5 in particular also stresses the importance of finding the right people to assist with the project. Portny observes "Your project's success rests on your ability to enlist the help of the right people to perform the necessary work" (p. 106). Portny… [read more]


Public Services Management According to Hood (1991) Term Paper

Term Paper  |  14 pages (4,690 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Public Services Management According to Hood (1991)

According to Hood (1991) the New Public Management (NPM) has come to represent a global phenomenon. This work will answer what the main trends in the worldwide movement have been since 1991 and in which countries the NPM has proven to be the most successful. Bissessar (nd) n the work entitled: "The Introduction… [read more]


Developing Skills for Business Leadership Research Paper

Research Paper  |  14 pages (3,879 words)
Style: Harvard  |  Bibliography Sources: 20

SAMPLE TEXT:

¶ … Skills for Business Leadership

Executive Memorandum dated July 24, 2013

This memorandum describes the significance of the project, the nature of the topic addressed and the importance of the project.

This chapter provides a review of the relevant peer-reviewed and scholarly literature concerning tools and techniques used to practitioners to understand how systems operate and what can be… [read more]


Perrier Company and Ajax Minerals Term Paper

Term Paper  |  6 pages (1,945 words)
Bibliography Sources: 1+

SAMPLE TEXT:

For example, if the management would take an initiative to lay down the current workforce and recruit more skilled and efficient workforce then this might lead towards the reduction in the powers of the union as the new workforce may not join the union and instead favor the initiatives and strategies of the management. (Blackard, 2000)

Approaches for Managing Resistance to Change

The Perrier Company can manage resistance to change in an effective manner by implementing a strategy that involves the following steps;

Education and Communication; the organization can eliminate the resistance of the employees by clear communicating the rationale for change at all the levels of hierarchy. This communication eliminates the misconceptions of the employees regarding the change and make them more flexible and acceptable in relation to the change. The management can communicate this change through memos and face-to-face meetings and discussions. (Docstoc, 2011)

Facilitation and Support; the management can also reduce the resistance of employees by providing them with proper assistance and support. Employees usually fear change and it makes them frustrated and tensed. The management can provide the employees with counselling and therapy sessions and it can also help them in enhancing their and competencies. But this technique can be a bit expensive so the management shall be careful while using this tool. (Docstoc, 2011)

Negotiations; the management shall negotiate with the union and the employees regarding the change. It shall try to bargain with them and shall provide them with rewards if they comply properly with the change. Such rewards motivate the employees to perform well and according to the needs of the management and they also satisfy the unions as they are beneficial for the employees. (Docstoc, 2011)

References

Blackard, K. (2000). Managing Change in a Unionized Workplace: Countervailing Collaboration. [e-book] Denver: Greenwood Press. p. 83. http://books.google.com.pk/books?id=yUFzQmAyjgUC&pg=PA83&lpg=PA83&dq=how+do+unions+resist+change&source=bl&ots=-oJcYO1gvO&sig=JZilh2wgLehLY1_Q3i3CjfCYxUI&hl=en&sa=X&ei=h2sPUvbtFcKI4ASI_YCADw&ved=0CCwQ6AEwATgK#v=onepage&q=how%20do%20unions%20resist%20change&f=false.

Lunenburg, F. (2010). Forces for and Resistance to Organizational Change. National Forum Of Educational Administration And Supervision Journal, 27 (4), p. 5. Retrieved from: http://www.nationalforum.com/Electronic%20Journal%20Volumes/Lunenburg,%20Fred%20C.%20Forces%20For%20and%20Resistance%20to%20Change%20NFEASJ%20V27%20N4%202010.pdf.

Unknown. (2011). Change Management; Resistance to Change. Docstoc. pp. 11-13. http://www.docstoc.com/docs/18867572/Change-Management-Issue-Resistance-to-Change.

Unknown. (2011). How to manage change. London: Acas. pp. 1-16. http://www.acas.org.uk/media/pdf/d/b/Acas_How_to_manage_change (Jan_10)-accessible-version-Nov-2011.pdf.

Yuh-Shy, C. (2010). Individual Resistance from Employees to Organizational Change. Taiwan: Ching Yun University. pp. 1-5. http://www.jgbm.org/page/19%20Dr.%20Chuang,Yuh-Shy.pdf.… [read more]


Public Administration the Role Case Study

Case Study  |  12 pages (3,769 words)
Bibliography Sources: 1+

SAMPLE TEXT:

The use of these common identification codes is also depicted by the integration of information belonging to different sources which ultimately forms the basis for the comprehensive presentation of information.

Information is classified in the MIS on the basis of content type and the type of data source. The first class of the MIS is the "standard reports" which have… [read more]


Global Business and Managing Across Cultures Essay

Essay  |  10 pages (3,211 words)
Style: Harvard  |  Bibliography Sources: 10

SAMPLE TEXT:

In the communication conflict is one party drops in the defensive behavior the other party is likely to respond in the same way and the real essence of communication is then achieved. In this way mutual communication is created and problem is then defined in the more realistic terms. Thus, the solution to the problem then can be achieved through… [read more]


Leadership and Change Management Case Study

Case Study  |  23 pages (7,618 words)
Bibliography Sources: 14

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They often fail through lack of senior management support and commitment, lack of vision and clear goals, poor training and inadequate rewards (Drew and Coulson-Thomas, p. 8).

A survey of 75 organizations in the UK ranging in size from 500 to 10,000 employees found that teams were most useful in "customer satisfaction, achieving total quality and overcoming departmental barriers," but… [read more]


Grapevine in Organization Research Paper

Research Paper  |  2 pages (639 words)
Style: APA  |  Bibliography Sources: 3

SAMPLE TEXT:

Grapevine in Organization

The Grapevine: An Overview

Treece and Kleen (as cited in Ferreira, Erasmus, and Groenewald, 2010) define the grapevine as a "person-to-person method of spreading rumors, gossip and information, by informal or unofficial conversation, letter writing, or the like" (p. 100). ABC on the other hand defines the grapevine as an informal communication likely to be in existence in most organizations. Although it surpasses the official channels of communication within an organization, the grapevine cannot be ignored. The sheer amount of information that is 'processed' through the grapevine sometimes surpasses that transmitted through the official channels of communication.

It is often assumed that being a social animal, man is likely to make use of informal channels of communication even in those instances where there are clear and well-defined formal channels in an organization. The grapevine is an informal business communication channel.

It is also assumed that the grapevine occurs 'naturally' once the distribution of information in the organization is stifled in one way or another. Employees in this case according to Sims (2002) try to fill the information vacuum by amongst other things "providing bits of information to each other, even if these are based on speculation rather than facts" (p. 156).

Although it does have its costs (as will be pointed out elsewhere in this text), the grapevine could be advantageous in some specific scenarios. To begin with, top managers of business entities could tap on this communication channel to 'test the waters' with regard to various ideas prior to implementation. One of those who have in the past leaked ideas to the grapevine in an attempt to test their relevance include Anita Roddick -- The Body Shop's founder (ABC). Roddick in this case successfully used the grapevine to know subordinates' reactions to various policies. In a hypothetical case, a C.E.O of a leading firm could for example be interested in finding out whether or not…… [read more]


TQM Layouts Term Paper

Term Paper  |  2 pages (631 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Thus the value process chain analysis for a fast food chain would emphasize pedestrian traffic, for a retail chain, the amount of time spent looking at goods, and for a bank, the amount of time each teller spent with a customer, and the speed in which the teller redirected the consumer to the necessary channels. (Control Charts, 2004)

Question 3: TQM

It has been said "strategic planning is necessary because the environment that organizations operate in is constantly changing. There are many forces operating on the organization and most of them are outside of the organization's control." Thus, to remain viable in the future, an organization must anticipate the force changes and act to position itself for success. Total Quality Management provides such a solution. By analyzing customer needs, such as why they purvey a particular fast food establishment, the organization is better apt to design innovative projects from the future, from health foods to child-centric products. "TQM organizations have processes that continuously collect, analyze, and act on customer information," so that customer needs can be collected as data and analyzed for use in future-directed strategic planning. Also "activities are often extended to understanding competitor's customers," so one can understand the different aspects of one's enterprise that one can provide one's customers to stand out from the competition. Also "developing an intimate understanding of customer needs allows TQM organizations to predict future customer behavior," as consumer needs are ever shifting and ever changing in a dynamic marketplace. Customer satisfaction must be the goal of every strategic planning decision, and processes must be tightened and improve to maximize efficiency and quality.

Works Cited

Control Charts."(2004) Retrieved on June 21, 2004 at http://deming.eng.clemson.edu/pub/tutorials/qctools/ccmain1.htm#Types

Retail Elements." (2003) Retrieved on June 21, 2004 at http://www.retailelement.com/

TQM." (2004). Retrieved on June 21, 2004 at http://www.tqe.com/tqm.html… [read more]


Supply Chain Management Hypothesis Thesis

Thesis  |  80 pages (24,788 words)
Bibliography Sources: 1+

SAMPLE TEXT:

It requires the total dedication from organization within which it SCM implementation is being planned. SCM "expands the scope of the organization being managed beyond the enterprise level to include interorganizational relationships." (Strader et al., 1999)

Supply chain depends heavily on the relationships that organizations can develop and sustain through personal interactions and using the latest technology. Earlier studies in… [read more]


Christina Gold Leading Change at Western Union Case Study

Case Study  |  3 pages (1,034 words)
Bibliography Sources: 3

SAMPLE TEXT:

This creates awareness among the employees, thereby minimizing the resistance to change.

Facilitating the change process aids in the reduction of resistance to change. This entails leading by example to ensure the employee enumerate the desired behavior and become motivation to adopt the change. The company should communicate to the employees the new changes required by the company. This not only creates awareness among the employees, but also aligns the required organizational goals with that of the employees. Other strategies applicable in managing the issues include the provision of incentives, adopting effective leadership styles (transactional and transformational), and coercing the employees to adopt the required organizational change (Leban & Stone, 2008).

How well aligned is the new structure to the six strategies?

The organizational six strategies align with the goals and objectives of the new organizational structure. The intended organizational structure aims at decentralizing most of the organizational activities. This will improve the development and marketing of a global brand targeting all consumer segments. The new structure developed in the company aims at developing a global network of service providers. This aligns with the organizational strategy of enhancing a global distribution network. The new structure aims at increasing the number of employees recruited by the organization. This implies to its future development and growth of leaders within the company. Creating new offices expands the leadership positions for the employees hence, building their leadership skills. Consequently, these strategies ensure provision of excellent services to the consumers, maintaining the performance of the company (Konrad & Mitchell, 2005).

Recommendations

The company must adopt the most effective leadership styles to ensure the success of their strategies. This entails adopting leadership styles such as transformational and transactional leadership styles to facilitate the success of the interventions. These leadership styles promote the inclusion of the employees in most of the organizational activities and ensure the creation of an environment that foster open communication. The company should also introduce activities that increase employee autonomy, responsibility, and accountability. This entails providing them with the freedom to make decisions and supportive environment. This leads to their motivation and innovation hence, the success of the company and the reduction of incidences of resistance to change. The company should strive to adopt the new technology. This not only enhances the operational management in the company, but also enhances its competitiveness in the market place (Bessant & Tidd, 2013).

Conclusion

Change is important to an organization. It shapes its performance and behavior of the employees. It promotes the realization of the set organizational goals and objectives. However, resistance to change might affect the realization of the objectives of the desired change. Therefore, it is highly recommendable that, organizations adopt strategies aiming at minimizing incidences of resistance to change.

References

Bessant, J., & Tidd, J. (2013). Managing innovation: Integrating technological, market and organizational change. Hoboken, N.J: Wiley.

Konrad, A. & Mitchell, J. (2005). Christina Gold Leading Change at Western Union. Harvard Business Publishing. Product #906M07-PDF-ENG

Leban, B., & Stone, R. (2008). Managing organizational… [read more]


Science and Art of Management Term Paper

Term Paper  |  7 pages (2,195 words)
Style: MLA  |  Bibliography Sources: 3

SAMPLE TEXT:

They can invest time in employees and train them. As a result, the whole organization will benefit from a skilled and trained workforce. This frame works on the notion that the structure of an organization is a beautiful but hollow shell if it does not allow the people to use their intelligence and energy to assist the organization. (Bolman and Deal)

The human relations frame works on the following assumptions:

Organization are made to fulfil the demands of human beings and not vice versa.

The relationship between the organizations and people is a need-based relation and both the sides need each other.

If the equation of relationship between an individual and an organization is asymmetric, the individual and the organization both will suffer.

On the other hand, if the equation is balanced, both sides will benefit from the relationship. (Bolman and Deal)

Political Frame

This frame works on the notion that the structure of an organization is bound to fail. There are places where structure and rationality will not work. The frame portrays the idea that the structure is eventually taken over by office politics. People gather and talk about what is correct and incorrect in the organization and this leads to a chain reaction which triggers politics. According to this frame, politics is the right way to make decisions for an organization. (Bolman and Deal)

The political frame works on the following assumptions:

Organizations are associations consisting of different people and groups.

There are certain differences between the thinking, perception and beliefs of these people. These beliefs change really slowly.

Allocation of scarce resources is the most important decision made by organizations.

Hence, the decisions of an organization are related to allocation of resources among people, with power being the most important resource. This leads to conflict.

The final decision is reached by bargaining and struggling to get a good position among all the groups. (Bolman and Deal)

Symbolic Frame

The symbolic frame is the most unconventional of the four frames described by Bolman and Deal. It works on the notion that the organization and its ups and downs cannot be measured and controlled. It is dependent on the culture of the organization rather than calculations and measurement. The symbolic frame makes the management see beyond the normal tangible elements to find out the factors that matter the most. These factors are embedded to the culture of the organization. The symbolic frame does not approve negativity like the political frame. (Bolman and Deal)

The following assumptions rule the symbolic frame:

The most important thing about an event is not what happened but what meaning was interpreted out of it.

Two same events may not have the same meaning. It depends on who suffered from the event and how did they interpret it.

The events that happen in complex organizations are normally very ambiguous and therefore, it is very difficult to find out how or why it happened.

As the level of ambiguity climbs, it becomes difficult to apply rational… [read more]


Organizational Development Term Paper

Term Paper  |  2 pages (670 words)
Bibliography Sources: 1

SAMPLE TEXT:

Organizational development theory has always been a multifaceted discipline, incorporating not only business theory but "a wide range of theoretical influences including social psychology, group dynamics, psychotherapy, industrial- organizational psychology, participative management, and sociology" (Church & Jamieson, 2014: 2). Today, organizational development has been profoundly affected by globalization and changes in technology. The reading identifies three different perspectives on the change as traditional, pragmatic, and scholarly (Cummings & Worley, 2010: 693). Traditionalists stress the need for organizations to emphasize employees having a better work-life balance and humanistic values such as diversity, spirituality, and self-actualization (Cummings & Worley, 2010: 693). Supporting the organization requires supporting the humanity of employees. In stark contrast, the pragmatic trend emphasizes enhancing employee effectiveness by setting performance outcomes and work processes in a quantitative fashion and emphasizing metrics as a way of forcing employees to set a higher bar for performance. Finally, the scholarly trend emphasizes expanding formal research to help understand change and to enhance the results of change through validated best practices and methods (Cummings & Worley, 2010: 695). These perspectives are not mutually exclusive, of course.

Factors particularly influential in the field of organizational development include changes in the structure of the economy; developments in technology; evolving perspectives of management; organizational size; globalization; the need for greater teamwork; and industrialization. Globalization has been particularly influential in creating a more diverse workforce. Integrating this workforce can potentially improve productivity and innovation but must be done so in a systematic and intelligent fashion for the benefits to be reaped. Corresponding with an expansion in technology and innovation, there has also been a demand for greater environmental sustainability which will also affect organizations in the future. Consumer demographics are also changing which will affect how organizations will deliver goods: traditional marriages and household divisions mean that the traditional target of the nuclear family is no more in many countries. Political developments affect educational levels, choices of occupation, and therefore the budget and personal resource allocations of consumers. What is most interesting,…… [read more]


Importance of Manager Behavior Term Paper

Term Paper  |  3 pages (1,019 words)
Bibliography Sources: 1

SAMPLE TEXT:

¶ … Manager Behavior

Senior Management Inter-Clean

Re: Inter-Clean / Enviro Tech Merger

The recent merger between Inter-Clean and Enviro Tech has caused a number of different rumors to circulate about possible reductions that are occurring in the sales department. This problematic, because the gossip that is occurring is causing many sales people to become concerned about their futures with Inter-Clean. As a result, this is creating a situation, where the moral among the staff is in a sharp decline and the company is beginning to see a hemorrhaging of key talent. Evidence of this can be seen by looking no further than, than the recent departure of Mary from the sales force. On the surface she was going back to receive her graduate degree, yet the circumstances surrounding her departure, indicates that she was concerned about her future with the company. Given the fact that she has worked with us for over 11 years and that she left so suddenly, is an indication of these fears among the staff. This is significant, because it shows how the proposed merger and the new sales program are having a negative impact upon Inter-Clean's marketing department. To maintain the projected growth rate of 40% (once the merger is complete) requires addressing how the behavior of managers could be having an impact upon employee morale. To determine this, it is imperative that the company tackles the issues of: how the behavior of managers could be affecting these views, the various actions taken that are in compliance / non-compliance of employment laws and the best practices for working in a diverse environment. Together, these different elements will provide the greatest insights, as to how Inter-Clean can address the various employee moral issues, surrounding the merger and changes to the sales force.

How a manager's behavior can affect the productivity of his or her workers?

A manager's behavior can have ripple effects upon the productivity of employees. This is because they will serve as the go between for employees and high level executives. When managers are showing a sense of indifference, this will cause employees to think that the company and management, does not care about their well being. Once this takes place, it means these attitudes will be reflected in employee conversations between themselves. At which point, they will discuss what the manager's actions mean and how they feel about them. This is problematic, because if there are negative reactions, then this can undermine any kind of attempts to improve productivity. As there is no motivation or desire on the part of employees to go the extra mile, due to the fact that they feel a lack of respect from the company and management. (Sims, 2002, pp. 155 -- 157) a similar kind of situation is occurring at Inter-Clean, as the lack of communication from managers and their sense of indifference, is causing large amounts of rumors to circulate among the staff. This is helping to contribute to the implosion in morale, since the… [read more]


Human Potential Developing Essay

Essay  |  20 pages (6,427 words)
Bibliography Sources: 20

SAMPLE TEXT:

Among the problems with this method of hiring individuals is that it made no place for employees to rise in the company, it also did not result in cohesive and effective departments. An individual can be an incredibly talent accountant however if they are prone to arguments and do not work well with others then ultimately their presence will be… [read more]


Business -- Nestle Values the Nestle Company Research Paper

Research Paper  |  4 pages (1,149 words)
Bibliography Sources: 3

SAMPLE TEXT:

Business -- Nestle Values

The Nestle Company was originally founded in 1867 by Henri Nestle for the express purpose of addressing a profoundly important human social need. He created Farine Lactee Nestlee ("Nestle Milk Cereal") to help reduce infant mortality throughout the world, particularly in impoverished regions. That fundamental concern with the betterment of the human community has continued to guide the organization into the modern age.

The Nestle Management and Leadership Principles (2009) were first established in their current form in 1997, and provide the blueprint for organizational management, leadership, and operational planning functions, in conjunction with the Nestle Corporate Business Principles, revised most recently in 2002. In combination, those concepts are designed to manage the tremendous complexity of modern corporate affairs efficiently at every level within the foundational framework of the Nestle Company's commitment to help raise the standard of living and quality of life for everyone, everywhere, to the extent possible through its products and its related contributions.

Legal Issues, Ethics, and Corporate Responsibility

The Nestle Company operates under a guiding principle according to which its corporate activities can only be beneficial to the organization in the long-term to the extent they are simultaneously and genuinely beneficial to the human community. More specifically, the Nestle Company has always emphasized, recognized, and respected the fundamental differences in local cultures, norms, values, and expectations prevailing within different human societies in different regions of the world. At the time of its founding, these principles had express value that was essential to the success of the company's initial product line. Henri Nestle understood intuitively that if Nestle Company products were to be successfully introduced where they were most needed, they had to be formulated, presented to consumers, and capable of being used in ways that were consistent with local eating habits and social perceptions and norms.

Today, that concept has been applied to ensure that Nestle products comply fully and in good faith with the codified (and non-codified) rules, values, norms, and laws of every society and venue where its products are sold. Toward that end, the Nestle Company embraces cultural and social diversity; indeed, the organization's efforts and commitment in that regard actually predate the general recognition of the importance of diversity in society, gong back to long before any such concepts were ever formally codified in formal law.

In essence, the Nestle Company maintains a fundamental corporate belief that ensures ethical and legal compliance irrespective of any legal obligations. In principle, the Nestle Company operates at every level of organization embracing the belief that in order for any of its corporate activities to benefit the Nestle Company over the long-term, those activities must be mutually beneficial to the local community as well. With offices and plants worldwide, the Nestle Company implements this approach to the mutuality of corporate and community welfare and responsibility on a global level by applying it at the local level through specific action and commitment to the benefit of every local community in which it… [read more]


Leadership and Organizational Culture Website Reviews Article Critique

Article Critique  |  5 pages (1,362 words)
Bibliography Sources: 5

SAMPLE TEXT:

Leadership and Organizational Culture Website Reviews

Website #1 -- John Maxwell on Leadership (http://johnmaxwellonleadership.com/)

John C. Maxwell is an internationally known expert and lecturer on the topic of leadership and on approaches to effective organizational culture. He is the author of several best-selling books, including The 21 Irrefutable Rules of Laws of Leadership (2007) in which he details the specific aspects of personal and organizational leadership associated with organizational success in modern business. He is also the founder of EQUIP, a non-profit organization dedicated to the promotion of principles of servant leadership since 1996, particularly in connection with Christian organizations and perspectives. While EQUIP reflects a religious orientation and philosophy, Maxwell's main website is not geared toward any religious point-of-view or framework. The credibility of Maxwell's websites is mainly a function of his recognized expertise in the field as a contributing writer for respected news sources such as the New York Times and the Wall Street Journal.

In principle, Maxwell teaches the crucial importance of the characteristics and habits of successful leaders, among which integrity, strategic vision, selection of high-quality inner circles, and the fundamental commitment to establishing an organizational culture of leadership from within organizations. In that regard, Maxwell teaches that effective leaders and organizations are those which develop leaders from within through an integrated approach to identifying and hiring employees with leadership potential and then systematically cultivating and nurturing their leadership potential through training as well as through a more general immersion in an organizational culture where excellence, integrity, and shared risks and rewards promote leadership potential throughout the organization and every level of its supervisory hierarchy.

Website #2 -- New Paradigm Consulting

(http://www.new-paradigm.co.uk/Culture.htm#Culture%20Theory)

New Paradigm Consulting organization is a virtual consulting venture based in the United Kingdom. It was established by Richard Seel, who was previously a long-time program maker at British Broadcasting Company (BBC). Since 1998, Seel has worked as a professional organizational consultant. His professional qualifications in the field include a Masters degree in Organisation Consulting and having been a Fellow of the British Royal Anthropological Institute and an Associate of the Institute of Management. Like John C. Maxwell, Seel's philosophy provides a mixture of secular concepts applicable to a wide range of organizations and a Christian-based philosophy that is particularly geared toward organizational leaders who wish to apply concepts and theories of organizational culture to Christian organizations. Naturally, to clients who share that perspective, this aspect of New Paradigm Consulting is a plus; conversely, it may detract from the apparent credibility or suitability of the firm with respect to secular organizations or those that espouse distinctly different philosophical perspectives other than Christianity.

While the site is designed to promote the consulting business, it also provides a wealth of literature and links to published resources (many in peer-reviewed publications) on a wide range of topics in the areas of organizational culture, change management, performance measurement, teamwork, culture theory, culture and equality, culture and the individual, and international organizational culture issues. The website seems to be… [read more]


Resistance to Change Research Proposal

Research Proposal  |  3 pages (913 words)
Style: Harvard  |  Bibliography Sources: 2

SAMPLE TEXT:

Resistance to Change

Exercise 6.5, Ajax Minerals

Comment on the Ajax managers' approach to the situation that they faced. Do you think that it will work long-term? Provide supporting arguments for your view.

The Ajax managers have a long road back to being trusted by their employees, and with the pressure of peer groups in the unions, management has an even bigger hill to climb in regaining trust. They certainly have exhausted their credibility in the past, as can be seen by the employees' reaction to their initial claims of needing to reduce costs and redefine core processes to be more competitive and survive. This lack of trust from the past can be attributed to a transactional leadership style which focused on short-term results, as inferred by the comments in the case study.

This approach of the Ajax managers will work only if they can shift their leadership from transactional and transformational (Whitford, Moss, 2009) and concentrate on being more authentic, transparent and worthy of trust (Neves, Caetano, 2009). The approach of creating trust is going to have been backed up with a change to the organizational structure of who can view the financial and production performance data, when they view it and what they are authorized to share internally. All of these factors must be taken into the transformational leadership strategy of invoking employees' trust if it is to be considered credible. When organizational structures (Smollan, Sayers, 2009) reflect shifts in leadership from transactional to transformational (Whitford, Moss, 2009) trust is created and resistance to change lessens over time. Associates are more likely to be able to identify the necessary changes that will help an entire organization survive when transformational leaders provided them with a clear vision of how critical their contribution is. For the managers at Ajax, they have admittedly failed at this aspect of leadership often in the past on this point -- possibly this could be a reason why the company is unionized.

Despite the lack of trust and unsuccessful track record of change to this point, the direction of being more open with the financial performance of the company, the urgency that Ajax needs to convey about changing to be more competitive relative to their Pacific Rim competitors, and the breaking down of barriers with employees organizationally (Smollan, Sayers, 2009) must be done. The initial steps in this strategy is a great start yet for the change to be made lasting Ajax management will have to make sure their leadership becomes more transformational instead of transactional (Whitford, Moss, 2009).

2. If you were dealing with the situation that the Ajax managers faced, what approach would you have taken? Provide supporting arguments for your approach.

I'd have taken this initial approach yet…… [read more]


Operations Management and Marketing Modern Business Thesis

Thesis  |  6 pages (1,515 words)
Bibliography Sources: 1+

SAMPLE TEXT:

¶ … Operations Management and Marketing

Modern business management incorporates fundamental elements of long-term business strategy, organizational, product and service design, financial management, operational management, and public relations & marketing management. Operations management evolved alongside technological progress and was, in and of itself, an area that greatly contributed to some of the first large-scale modern industrial production successes at the… [read more]


Organizational Change - Dupont Response Research Proposal

Research Proposal  |  3 pages (1,136 words)
Style: APA  |  Bibliography Sources: 1

SAMPLE TEXT:

Organizational Change - DuPont Case Study

Response to Question 1:

As Tom Harris and the management team of the DuPont Orlon manufacturer center ready for their plant to be shut down and relocated to China, it is apparent there is no change management plan or strategy in place, in addition to no specific timeline for managing the transition. The logistics of the move have been defined yet there has been little in the way of organizational development (OD) put into place in anticipation of the move and its implications for employees and their roles within DuPont. Assessing the extent to which DuPont has OD, Appreciate Inquiry and sense-making illustrates what is the case in many organizations, relative strength in one area followed by weaknesses on others. OD is a strategic-level initiative aimed at changing the cultural aspects of a company, concentrating on attitudes and values, and their impact on the structure of an organization (Bennis, Mische, 1996). From this definition it can be seen that OD is comprised of democratic, developmental, and humanistic values. There is little evidence of an over-arching OD strategy in place; however the research proposed by Dr. Akin from the University of Virginia could serve as the foundation of a more extensive OD strategy in the future. The potential benefits of an OD strategy as defined by Brown (2006) as a means of refocusing the strategic direction of DuPont also need to be considered. Conversely the use of appreciative inquiry is excellent, starting with the integration of the study from Dr. Akin from the University of Virginia and the emphasis the study places on understanding how the organizational systems and processes can lead to greater levels of renewal, change, and focused performance. The transformational role of appreciative inquiry also needs to be specifically addressed (Bushe, Kassam, 2005) as there is significant potential for defining the foundational elements of a future OD initiative and strategic plan. Appreciative Inquiry also needs to be underscored with the support of senior management (Fambrough, Hart, 2008) which in the case presented by DuPont is evident. Finally in terms of sense-making, DuPont's use of allegorical references to NASCAR teams and the critical role each team member plays in terms of accuracy, safety, speed and responsiveness resonate with DuPont workers. With this frame-validating approach in place, sense-making is achieved. In summary, of the three embedded approaches, DuPont is strongest with the sense-making, followed by appreciative inquiry, with OD being the weakest of strategies in the company today.

Response to Question 2:

The compatibility of OD, sense-making, and appreciate inquiry align to the extent an organization chooses to make a strategic commitment to continually transforming its structure and culture to be innovative and not complacent (Brown, 2006). These three varying approaching to managing organizational change are unified to the extent any organization chooses to see change not as a threat but as a catalyst for improvement. Part of the galvanizing effect of organization cultures that achieve this level of integration of the three concepts… [read more]


Definitions of Organization Culture: Managementhelp Term Paper

Term Paper  |  3 pages (1,363 words)
Style: APA  |  Bibliography Sources: 10

SAMPLE TEXT:

¶ … managementhelp.org/org_thry/culture/culture.htm

Designed to provide informative definitions of what an organizations' culture is including a definition of its fundamental concepts and foundational elements, this site begins with a macro definition of organizational culture followed by a discussion of four dominant types of cultures. Academy, Baseball, Club and Fortress cultures are next defined with examples of each provided within the descriptions. This specific page ends with a listing of books organized by the topics of managing organizational change and growing your organization. The site itself is well balanced between informative content and the offers of books for sale. Navigation of the site is well designed with a left column for links specific to the content library, including guidance on how to add content and assistance in using the library. To the right side there is ample support for multiple search options. The site is well defined for its primary purpose of delivering content and promoting the works of the cited author. It is commercial yet also informational at the same time.

Symphony Orchestra Institute

http://www.soi.org/reading/change/culture.shtml

This site is well-balanced and provides well-define navigation along its left side and related links across the right. Designed to be viewed in a 640x480 screen format, all relevant links are located across the top fold of the page. The use of colors is also minimal yet effective, as is the content valuable. Quoting one of the leaders on organizational cultures, Edgar Schein, also brings credibility to the content as well. The author also cites Dr. Schein correctly at the bottom of the article as well. There are also links for support and forward- and backward navigation of the site as well. The site overall is easily used and navigable and carries credibility through the citing of well-known experts in the filed of organizational culture.

Organizational Climate http://www.haygroup.com/tl/Downloads/OCE_Fact_Card.pdf

The Hay Group is one of the most respected consultancies in the area of organizational climate surveys and the definition of strategies for creating more effective organizational climates. The organization of the PDF shown above illustrates the depth of expertise of Hay Group in defining the attributes of good leaders, and how their leadership includes organizational culture. The creation of Managerial Style Questionnaires (MSQ) and the graphical definition of how leadership contributes to a strong organizational climate is shown throughout the linked document. The design and aesthetics of the document further underscore the professionalism of the Hay Group and the integration of both their research instrument, the MSQ, to the ability of organizations to align managerial expertise with changes in culture. http://www.entarga.com/stratplan/culture.htm

This is a poorly designed site that looks as if someone took maybe an hour to create it. Black text against a brown background makes it difficult to read and appear unprofessional. The use of bolded and bulleted text makes it also appear to have been cut and pasted from another document. The use of the Yahoo groups button on the bottom of the page also contributes to an amateur appearance of the page. Links… [read more]


To What Extent Can HRM Contribute to Improved Organizational Performance Term Paper

Term Paper  |  15 pages (4,597 words)
Bibliography Sources: 1+

SAMPLE TEXT:

¶ … HRM contribute to improved organisational performance?

To what extent can Human Rights Management contribute to improved organizational performance?

In the economic environment that is both highly competitive and undergoing rapid change one has to stay on top in order to continue functioning and make a profit. Adaptation and self-improvement of the undertakings is essential for keeping and improving… [read more]


NASA When One Does Tend to Think Term Paper

Term Paper  |  10 pages (2,885 words)
Bibliography Sources: 8

SAMPLE TEXT:

NASA

When one does tend to think of the NASA space program, perhaps the thought of the proud 1969 Apollo Moon landing are conjured along with the success that NASA subsequently had with the Voyager spacecraft mission that has so far been on track with regard to the predicted trajectory of its mission (Broad, 1990). Therefore, what type of problem… [read more]


Knowledge Management Mid-Term Exam Assessment

Assessment  |  3 pages (1,012 words)
Bibliography Sources: 0

SAMPLE TEXT:

Because knowledge is very influenced by cultural and other contextual issues.

b. Because knowledge is very complex.

c. Because knowledge is very dynamic.

d. All of the above.

e. None of the above.

10. What is the organizational epistemological approach to managing organizational knowledge?

a. A cognitivist approach.

b. A connectionist approach.

c. A logical and deductive approach.

d. Both a and b.

e. Both b and c.

11. Which of the following are consistent with the von Krogh KM model?

a. Knowledge is an abstract entity.

b. Knowledge objects are discrete but connected together by explicit links.

c. Knowledge is embodied and it resides in both individuals and in the social relations between individuals.

d. All of the above.

e. None of the above.

12. The Nonaka and Takeuchi model grew out of research on:

a. Organizational creativity and innovation.

b. Reuse of knowledge objects to improve efficiency.

c. Cross-cultural studies across a number of different organizations.

d. Knowledge flow analysis of the flow of objective knowledge throughout the organization.

e. Analysis of problem-solving strategies used in formal decision making.

13. Why is tacit knowledge capture so difficult?

a. Lack of well-documented methods and techniques.

b. Individuals often not motivated or wary of "losing" their valuable knowledge.

c. The volume of tacit knowledge greatly exceeds that of explicit knowledge.

d. Both a and b.

e. Both b and c.

14. Which knowledge capture technique is best suited for use with individual subject matter experts?

a. Structured, one-on-one interviewing.

b. Facilitated workshop.

c. Automated log analysis of workstation data.

d. All of the above.

e. None of the above.

15. Which of the following statements are true?

a. Open-ended questioning is best suited to validating captured but not yet codified knowledge.

b. Closed questioning results in questions that can be answered by a yes or a no.

c. Open questions place more constraints on the interviewee.

d. Closed questioning allow interviewers to observe the expert's use of key vocabulary, concepts and frames of reference.

e. All of the above.

16. Why does use of a case matrix make tacit knowledge capture easier?

a. Cases require open-ended questions only.

b. Cases are a more structured form of interviewing.

c. People like to recount their concrete experiences.

d. Both a and b.

e. Both a and c.

17. Which of the following are legitimate goals for a community of practice?

a) Professional networking

b) Continuous profession performance improvement

c) Observing but not actively participating

d) All of the above

e) None of the above

18. Which of the following community role is largely responsible for actively encouraging participation among members?

a) Champions

b) Lurkers

c) Facilitators

d) Borrowers

e) Knowledge brokers

19. In which stage of the community lifecycle are you most likely to find the emergence of the community identity and joint enterprise.

a) Potential

b) Coalescence

c) Maturing

d) Active

e) Transforming

20. A successful community of practice must have the following components:

a) Broadband communication links

b) World-renowned subject… [read more]


Human Factors in Business Technology Essay

Essay  |  2 pages (580 words)
Bibliography Sources: 3

SAMPLE TEXT:

Today, all medium-size and large business organizations rely heavily on IT personnel for much more than strictly their technical expertise. Specifically, the growing trend is to integrate IT personnel much more comprehensively into a much wider range of business functions because it is largely impossible to design, monitor, and maintain the IT system of large organizations without considerable understanding of many business management and operational needs.

Information systems are also used extensively for employee training but in some cases, the quality of that training suffers by virtue of the low quality of IT-based training programs or their implementation (George & Jones, 2008; Robbins & Judge, 2009). Another potential problem linked to reliance on IT systems is that the enthusiasm to upgrade IT processes can sometimes lead to unrealistic expectations and to corresponding unanticipated losses (Robbins & Judge, 2009). That is just one significant reason that integrating IT personnel into business functions more comprehensively than their traditional roles within business organizations is a necessity.

Conclusion

Notwithstanding the tremendous advances in modern business management and operations since the dawn of the information age, the most fascinating aspect of it may be that what seem to be such highly advanced systems and processes today may, in fact, be only the very first steps of further changes to business institutions than have occurred so far. Ultimately, one of the more likely directions in which modern business will evolve by virtue of IT systems is the substantial elimination of the need for most employees in many industries to work outside of their homes altogether.

References

George, J.M. And Jones, G.R. (2008). Understanding and Managing Organizational

Behavior. Upper Saddle River, NJ: Prentice Hall.

Robbins, S.P. And Judge, T.A. (2009). Organizational Behavior.…… [read more]


Vision, Mission and Strategy Statements Term Paper

Term Paper  |  2 pages (761 words)
Bibliography Sources: 2

SAMPLE TEXT:

Vision, mission and strategy statements of any organization must be galvanized around a core set of beliefs regarding the customers and their needs, wants and preferences if it is to be successful. The vision statement defines an organization's identity as it meets the needs of customers and strives to attain its mission. A mission statement defines the overall purpose of the organization including the priorities of product and services strategies in meeting the needs of customers. A mission statement also serves to galvanize internal systems and processes to support overall vision of the company, including references to the core values of the business as well. Both vision and mission have a direct effect on the strategies companies choose to pursue in attaining their objectives. it's critically important for any organization to interweave and integrate these elements in conjunction with continual plans for change management, ensuring the entire organization stays in step with these elements (Stanleigh, 2008).

While vision statements vary significantly across industries and companies, those from the software industry are the most difficult to define and execute. Strategies are relied on for enabling each aspect of the vision statement to be achieved through the synchronization of efforts across the departments and divisions of the company. Vision and mission statements act as the catalysts of continuing staying vigilant to the need for change, and anchor many of the best practices in change management (Nelissen, 2008). For any organization to stay agile, market focused and growing, it must continually work to create a mission and vision statement as relevant as possible to its customer base and their needs.

2. Statements

For this example, the vision statement of Cincom Systems is to enable the transformation of complex enterprises through the use of state-of-the-art software solutions. The mission is to deliver up to thirty times the value of the software purchased back to the customer over the lifetime of their engagement. The strategies that Cincom relies on include rapid prototyping development, alliances and program development with other software companies, and a continual technology education programs. All of these are investments in creating a business model capable of attaining the mission and vision statements of the company. When the vision and mission statements of a company align, the potential exists for much higher levels…… [read more]


Employee Motivation in a Pcba Contract Manufacturing Dissertation

Dissertation  |  64 pages (17,554 words)
Bibliography Sources: 72

SAMPLE TEXT:

Employee motivation in a PCBA contract manufacturing industry -- an example of Plexus

Today many organizations are going through change due to globalization and ever changing technology. Organizations have to cope with these changes by broadening their networks, introducing new systems at work place, hiring new staff or other many such type of changes. These changes influence workplace atmospheres as… [read more]


High Performance Work Teams Term Paper

Term Paper  |  20 pages (6,596 words)
Bibliography Sources: 1+

SAMPLE TEXT:

¶ … teams to undertake many operations and projects. Creation of teams and team building are important first steps that the management has to recognize. There are many advantages and benefits to using teams in the modern workplace. Teams of any nature go through different stages of development and capabilities. Management then has to ensure that the focus and the… [read more]


Organization Behavior Case Study

Case Study  |  9 pages (2,806 words)
Bibliography Sources: 20

SAMPLE TEXT:

Organization Behavior

Over the last several decades, the airline industry has been undergoing major transformations. This is because globalization is leading to changes in how firms are competing with each other over routes and passengers. At the heart of these shifts, is a focus on competitors who have lower cost structures and are flying the most profitable routes. For different… [read more]


Leading Change Continual Learning Term Paper

Term Paper  |  2 pages (732 words)
Bibliography Sources: 0

SAMPLE TEXT:

This was an opportunity for me to demonstrate my skills in leading change (continual learning, creativity and innovation, external awareness, flexibility, resilience, service motivation, strategic thinking, and vision).

It is understood that managing change is important and competent management requires a vigilant process that to keep change efforts headed in the right direction. Through a sound leadership policy, change needs to be anchored into the culture of the organization. In August 2004, I was selected to participate in my organization's Senior Executive Service Candidate Development Program (SESCDP). In meeting the OPM criteria for the program, currently, and maintaining performance of my job, I am attending the Saturday courses, at Georgetown University Center for Professional Development and I am currently in the Senior Executive Leadership Certificate program. This program will better prepare me for instituting programs that will help indoctrinate change programs into our corporate culture because I will attain the necessary Executive Core Qualifications. The program entails five (5) courses that teach aspects of Leadership, Vision and Strategy; Leading and Executing Change; Managing Institutional Politics and Conflict; Leading and Motivating People; and Building an Effective Business Foundation. I am scheduled to complete the entire program on June 17, 2005, and will receive the Georgetown University Center for Professional Development Senior Executive Leadership Certificate. My objective upon completion of this program is to address some obvious situations where change policies did not last and therefore require no goals that establishing a sense of urgency, create a guiding coalition, develop a vision and strategy that clearly communicates the change vision for the Department of Veterans Affairs.

In conclusion, the purpose of this report was to discuss the process of leading change as a core qualification and to demonstrate how I have utilized the necessary skill set for developing and implementing long-term organizational change strategies. Even though a need for constant change is an accepted concept, too often organizations institute change and change policies that do not meet the organization's long-term change objectives. Thus, the ability to balance change and continuity is a foundation that encourages creative…… [read more]


Adjusting Workplace Functions to Cope With a Micromanager Term Paper

Term Paper  |  5 pages (1,491 words)
Bibliography Sources: 1+

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Micromanagement

Anticipating the Need to Change

Organization Culture

OD Consultant Consideration

Diagnostic Process

Overcoming Resistance to Change

Institutionalization Timelines

OD Intervention Strategies

Adjusting organizations to accommodate Micromanagement

Organizations are never static. They are in continuous interaction with internal and external forces. Organizational Development (OD) is the long-range effects and programs aimed at improving an organization's ability to survive by changing… [read more]


Hospital Merger Term Paper

Term Paper  |  3 pages (1,407 words)
Bibliography Sources: 1+

SAMPLE TEXT:

John Hopkins Hospital Merger

The Perspective of Human Resources

The purpose of this work is pertaining to the acquisition of a hospital that provided service to a limited community within the region served by John Hopkins (JH). The larger unit, JH has all its departments and functions fully managed with an executive vice president as the head of the unit.… [read more]


Workings of Forest Fire Management Systems and Urban Fire Departments Term Paper

Term Paper  |  63 pages (17,324 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Forest Fire Management Systems and Urban Fire Departments

Forest Fire Management Systems

New Technologies

Urban Fire Department

New Technologies

Descriptive Statistics

Suppression Costs for Federal Agencies. Source: National Interagency Fire

Appendix II Figure 2. The tactical priorities of structural firefighting operations

Appendix III Figure 3. Fire Fighter Average Salaries for 2002 (Full Time)

Discussion and Study of Forest Fire Management… [read more]


Strategic and Ethical Management Tactics Term Paper

Term Paper  |  7 pages (1,959 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Clearly Gulfstream supports each of these premises, working with employees to create accountability, provide individuals with a respectful work environment, create public trust and awareness and hold individuals accountable for their actions. Values Gulfstream touts include customer service, employee empowerment and employee professionalism and integrity in the workplace, evident in Gulfstream's literature and information to the public.

Within the organization, one might consider ethics a fore as much as a value that promotes accountability and "commitment to serving public interest" (Bonczek & Menzel, 13). No where is this more evident than at Gulfstream where the corporations mission and values are based on an ethical foundation that works to instill confidence in all that participate in organizational functions. A work environment that promotes ethical practices is more likely to sustain a base of employees and customers that remain committed and loyal for years to come. For these internal and external customers, the ethical company has created value and fulfilled a need that may not be met from less ethical competitors.

Conclusions

In a globally competitive marketplace managers must seek out sustainable methods for building competitive advantage and raising productivity. Gulfstream has adopted numerous sustainable strategic management techniques and ethical practices that have propelled the organization to the forefront of the industry.

Some of the more notable strategic and ethical techniques adopted by the company include: (1) promotion of a diverse workforce (2) commitment to fair and equitable hiring and employment practices, (3) promotion of human resources strategies that encourage employee and managerial accountability, (4) continuous improvement measures that include performance evaluations for employees, (5) adoption of employee rewards and recognition programs that encourage loyalty and commitment and (6) valuing of community and customers by engaging in humanitarian efforts and continual customer service. Not one of these factors stands alone as the most important factor in the organizations success. Rather, strategic and ethical techniques adopted by Gulfstream work synergistically to keep the company ahead of the competition.

The techniques adopted by Gulfstream are applicable to any other global competitor, whether large or small. For a company to ultimately create balance and success, it must align organizational goals and objectives with those of employees and customers. This is accomplished through the many ethical and strategic business techniques described above.

References:

"Gulstream Aviation." 21, Sept 2005:

Bonczek, S. & Menzel, D. (1994 -- March). "Achieving the ethical workplace." Public

Management, 76(3): 13.

Brown, M.F. & Stillwell, J. (2005 -- Jun). "The ethical foundation of performance and management." Public Management, 87(5):22.

Drejer, A. (2002).…… [read more]


Theories of Organization Dynamics and Development Information Technology (IT) Term Paper

Term Paper  |  28 pages (7,722 words)
Bibliography Sources: 1+

SAMPLE TEXT:

¶ … Organization Dynamics & Development it

The Breadth Component - Organizational Culture and Leadership

This study examines a spectrum of organizational culture and leadership, organizational change, and system-wide organizational development theories with a focus on the underlying methods of achieving performance excellence in a university entity. To this end, the objectives of this study are to: (a) analyze various… [read more]


Future of CRM Research Paper

Research Paper  |  7 pages (2,279 words)
Bibliography Sources: 7

SAMPLE TEXT:

Future of CRM -- Introduction

Impact of social media and utilization of the Internet on CRM

Successful customer loyalty program

Future trends in multi-channel approaches

Consumer demographics and behaviors along with the resulting influence customer relationship development

Amazon.com: a successful customer relationship-marketing program

The customer is the most important element in the business as he provides the organization with a… [read more]


Quality Without Tears Book Report

Book Report  |  3 pages (954 words)
Bibliography Sources: 1

SAMPLE TEXT:

Quality Without Tears: The Art of Hassle-Free Management

In the book Quality Without Tears: The Art of Hassle-Free Management (Crosby, 1995) published by McGraw-Hill on May 1, 1995 (ISBNs 0070145113 and 978-0070145115) the author shares his insights and lessons learned from working in the quality management profession for over two decades. This book is also considered a classic in manufacturing, lean production and quality management professional organizations globally. It is the foundation of many internal training programs on quality management as well.

The Author's Intention In Writing This Book

The author, Phillip Crosby, wrote this book to share his expertise in quality management gained from decades of work in the filed with readers and clients alike. The four absolutes of quality the author based the book's foundation on include the following. First, quality is conformance to requirements. He shows through examples of how companies attaining high quality levels in supply chain management, sourcing, production and services have all been able to attain greater quality levels by making requirements a central part of their reporting and analysis systems Internally. The second foundational elements is that the system of quality is prevention, not reaction or even fire-fighting as often happens in many manufacturing companies suffering from low quality levels (Crosby, 1995). The third absolute of quality is that a performance standard must exist for a quality of zero defects must exist for an organization to continually progress on the dimensions of quality internally. The fourth and final absolute of quality is that quality is the price of nonconformance (Crosby, 1995). These four absolutes or foundational elements are critical for the core aspects of the book, which is a thorough overview of the fourteen steps as defined by the author. These fourteen steps are designed to take into account the change management aspects of quality management, in addition to organizational and systemic factors as well (Crosby, 1995). It is apparent from the authors' depth of insight in these areas that he has had experience implementing each one.

These fourteen steps include management commitment, formation of a quality improvement team, defining quality measurement metrics, calculating the cost of quality, and raising quality awareness through continual education and training (Crosby, 1995). In addition to these factors, the author provides insights into the aspects of corrective action strategies within companies, zero defects planning, supervisor training, and how to devise and implement a zero defects day. These factors serve as the foundation of goal setting and a continual development of strategies to gain greater insights into how to improve quality as well. The final four factors included in the framework include error cause removal, recognition, quality councils and the need to continually seek new improvements in processes (Crosby, 1995). Based on how inclusive the examples are in these areas of the book it is clear the author had a very clear idea of what…… [read more]


Job Satisfaction According to (Hulin Essay

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Bibliography Sources: 8

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Organizational Commitment and Job Satisfaction

The concept of organizational commitment attracts interest in creating an understanding in employee dedication towards an organization's objective. The association of organizational commitment is linked with the employee's attitude since it relates to their mindset and preconception about an organization. (Gruman et al., 2006), contends that an organization stands a better change to attain its… [read more]


Filling the Glass: The Skeptic Term Paper

Term Paper  |  2 pages (649 words)
Bibliography Sources: 1

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Maher explores the new methods in which people can effectively become 'masters of their own' while effectively contributing to the organization's objectives and goals. By keeping in mind the 'filling the glass' philosophy, Maher illustrates in his book how human resource development and results-oriented management are ideal concepts in order to create a favorable atmosphere within an organization and a considerable performance for the individual. Take as an example the character of Ron Campbell that he uses in the book. His dilemma of selling the company's (he works for) products and meeting the quota for a limited period of time created in him a negative perspective, making him want to quit his job. Maher's 'filling the glass' philosophy has helped Ron realize that he must "overcome his adversity," which is his distrust and lack of belief in the company's products. After changing his perspective by looking into the beneficial and positive aspects of his product while considering its limitations as well, that is, being honest with the capabilities and limitations of the products that he sells, Ron was able to close many deals because of his positive thinking and action and right perspective in accomplishing his task. Ron's example shows how business tasks become successful if human resource development is further improved by adopting the active stance of Maher's 'filling the glass' philosophy. Furthermore, a results-oriented management as a result of the development of human resource in an organization can be beneficial especially if consumers are focused more into receiving effective results about an organization's product or service. Thus, Maher's discussion of how integrity can still be kept and positive results can be achieved while accomplishing a task reflects the positive and active philosophy illustrated in the author's "Filling the Glass" method.

Reference

Maher, B. "Filling the Glass: The Skeptic's Guide to Positive Thinking in Business." USA: Dearborn Trade…… [read more]


Cultural Diversity Issue of Non-American Term Paper

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Bibliography Sources: 1+

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Some of the early supposition was that in this field a successful leader was born with qualities enabling him or her to be a good leader. Keeping this in mind, the general notion was that back in the 1940's and early 1950's characteristics, such as, intelligence, persistence, self-confidence, alertness and preference for control separated born-leaders from non-leaders. In response to… [read more]


United States Is the Diversity Assessment

Assessment  |  18 pages (5,913 words)
Bibliography Sources: 3

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¶ … United States is the diversity of its landscape, its biomes, and the incredible amount of natural resources available. Because it was resettled by Europeans relatively late in the historical span of human culture, much of those resources remained fresh and pristine much later. However, with the advent of western expansion in the 1800s, the building of a transcontinental… [read more]


Entrepreneurship and Navigating the Growth Stage Dissertation

Dissertation  |  50 pages (15,744 words)
Bibliography Sources: 30

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Entrepreneurship and Navigating the Growth Stage of a Small Enterprise

The research conducted hereafter is on the subject of entrepreneurship. Particularly, it concerns the relationship between the role of the entrepreneur during the growth stage of an organization. The preoccupation of the research is on the various implications of the growth stage and the way that these implications must alter… [read more]


Burns and Stalker Essay

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Burns and Stalker

Tom Burns, G.M. Stalker, and the Theory of Mechanistic and Organic Systems: Background and Developments

The twentieth century saw a huge growth in the field of management as an academic as well as a professional and practical discipline. Many theories on the subject were developed during the past century, and especially in the latter half. The reason… [read more]


Perceived Effect of Culture on Event Leadership Research Proposal

Research Proposal  |  44 pages (14,190 words)
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¶ … perceived effect of culture on event leadership style at the Jet Metropolitan Night Club Thailand?

Event managers all over the world fear that they may end up loosing their jobs. Research shows that nearly 25% managers loose their jobs when companies streamline their business processes and rely more on teamwork to do the job. Versteeg (1990) outlined two… [read more]


Emergency Services Grant Proposal Thesis

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Emergency Services Grant Proposal

Disasters are part of life in the United States of America. They come in many shapes and forms. Natural disasters, terrorism, and chemical emergencies are only three examples of the many emergency situations that Americans have faced in the country. The problem investigated in this research is not so much the disasters themselves, but rather the… [read more]


Workplace Diversity Research Proposal

Research Proposal  |  12 pages (3,588 words)
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Aviation Strategy Workplace Diversity

Diversity may serve as a learning opportunity instead of a liability in an organizational culture that promotes and practices diversity. In line with the contemporary literature, this paper asserts that diversity in the workplace may lead to improved organizational performance as the inclusion of diverse individuals in the organization may enhance similarities that promote positive communication… [read more]


Team Building and How it Affects Competitive Advantage Thesis

Thesis  |  10 pages (4,096 words)
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Teambuilding and Competitive Advantage

Team Building and Competitive Advantage

Team Building and Competitive Advantage: Health Care Organization Reliability"

Research in areas of employee communication and team building suggests that successful communication strategies must include a decisive effort to connect management's vision with employees at every level. The successful development of teams and successful communication of vision and mission improves an… [read more]


Managers Not MBA Term Paper

Term Paper  |  5 pages (1,251 words)
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¶ … Managers

Over the past several decades, the sophistication of running businesses has increased steadily, along with the growing competition, globalization and change of pace. A few decades ago, organizations began demanding more extensive experience, and ever greater numbers of graduating MBAs were grabbed no sooner had they received their diplomas. As the economy boomed in the 1990s, the number of MBAs continued to grow by leaps and bounds, as well. From 1996 to 2001, the number of these business degrees expanded from 94,000 to 116,000 annually, according to the U.S. Department of Education. In the meantime, other individuals (also older) who had many more years' experience but only undergraduate degrees either were being downsized or losing their status to these younger arrivals.

According to professor of management studies at McGill University, Henry Mintzberg in his book MBAs but not Managers, most of these MBAs have the credentials, but not the experience necessary to succeed in their new positions. He stresses: "Conventional MBA programs do not work because they pretend to create managers out of people with no experience or expressed leadership. Leadership is a natural quality, and teaching it to someone who has never managed is like teaching psychology to someone who has never met another human being."

Al Vicere, professor of strategic leadership at Pennsylvania State University says that the MBA is "very much seen as a degree that, regardless of what your background is, certifies you as somebody who understands running a corporation, running a business, running an organization, and doing it effectively."

Mintzberg argues that despite the certification, the skills are bogus. "The MBA programs are so standardized and designed for people without experience that they have nothing to do with management. They're about business, but they don't turn anyone into a leader or manager." Instead of hands-on learning about business activities and people, they book learn such cut-and-dry subjects as accounting, finance, and marketing. Even when grads have been employed as managers, no one discusses what they have experienced, adds Mintzberg. Regardless of their experience, or lack thereof, these grads are asking for top salaries (and, are told they will get them from the day they are in high school and thinking about what career to follow. It is like the movie "The Graduate," when Dustin Hoffman was told to remember the one word "Plastics.")

This is not surprising, given how professional degrees are increasing in importance. Where undergraduate degrees in education, library science, social sciences, and the like used to mean something, they are becoming equivalent to high school degrees. More and more elitist businesses, nonprofits and educational organizations want that Master's Degree. The problem is the same as with the MBA, these students may have the piece of paper, but not the experience. Nor do they really know what they want to do. Earlier generations immediately went to work right out of school and stayed with the same company until retirement. The younger generations are much more choosy about what they do,… [read more]


Computer Network Security -- Information Assurance Issues Essay

Essay  |  2 pages (588 words)
Bibliography Sources: 2

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Computer Network Security -- Information Assurance Issues

Discussion Question 1 - Information Assurance and IA-CMM.

In general, information assurance relates to the three "CIA" elements of information confidentiality, integrity, and availability (Boyce, 2008; Kizza, 2009). The confidentiality component refers mainly to the limitation of access to system information to authorized individuals; the integrity component refers mainly to the limitation of changes to data and other elements of the system to authorized individuals and processes; and the availability component refers mainly to the maintenance of the system's ability to function and provide access to information at all times (Boyce, 2008; Kizza, 2009).

Because our organization relates to healthcare, we must, by federal law, observe very strict protocols under the Health Insurance Portability and Accountability Act (HIPAA) that are designed to protect confidential healthcare information, called "protected health information" (PHI) (Personick & Patterson, 2007). One of the fundamental HIPAA requirements is that every organization that uses or accesses PHI maintain an Information Security Officer (ISO) within the organization. The ISO is responsible for making sure that all employees and other personnel (including unpaid interns) receive the training necessary to ensure that they understand the importance of maintaining the absolute confidentiality of PHI (Personick & Patterson, 2007). She also coordinates information technology (IT) training throughout the organization and she works closely with the IT department to make sure that all employees understand and adhere to the organization's rules, policies, and procedures in connection with IT system security. Some of the typical challenges faced by the ISO is that she must allow the IT administrators to monitor, maintain, and periodically upgrade all of the our IT and other communications systems while simultaneously minimizing any disruption of their availability to employees who rely heavily on those systems to perform…… [read more]


US Postal Service Term Paper

Term Paper  |  10 pages (2,820 words)
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¶ … United States Postal Service

Summary of Organization

The Unites States Postal Service (USPS) employs more than half a million civilian employees. It operates more than 30,000 individual post offices throughout the nation and delivers approximately 660 million letters and parcels to more than 140 individual delivery points every day, amounting to approximately 175 billion pieces of mail every… [read more]


Break All the Rules Book Review

Book Review  |  4 pages (1,266 words)
Bibliography Sources: 1

SAMPLE TEXT:

Possessing positive interpersonal skills is very important to balance the environmental harmony between employees as well as to improve their attitudes towards clients and co-workers. The big five factor model has been also emphasized from the book that explains about particular behaviors that are very relevant to the practice of business management. The openness to experience is a factor that pertains about the organizational behavior's awareness regarding all kinds of positive and negative outcomes for every activity that has been performed to identify issues that are appropriate and inappropriate actions to improve the organization. Conscientiousness is the process of showing self-discipline while extraversion refers to the process of seeking motivation to increase the core groups of managing all involved staff effectively. Agreeableness is the act of compassion that represents unity in order to achieve goals for a short period of time while the act of neuroticism is the ability to show emotions towards opposing issues that helps to identify behaviors and management that needs to be restructured. The concept of integrating Maslow's hierarchy of needs are beneficial to the organizational theory behavior for the reason that it concerns with the psychological and physiological needs between all staff members that includes food incentives and salary allowances for them to maintain their energy performance. It is also important to consider the needs of clients under the process of organizational theory concept because these are needs that are the symbol of quality services that are rendered to employ customer satisfaction according to Buckingham and Coffman (1999).

There are advantages that can be applicable due to the relevant insights to the field of management. This includes the manner of improving not only the manager's proficiency but also for the involved employees who were being delegated for all the tasks to become productive. It stressed about the importance of having a balanced interpersonal atmosphere because having a good character organizes the whole management organization to meet goals effectively. There are disadvantages that can also be associated such as the limitation of management that can be only be met by individuals who have acquired skills and knowledge such as educational background to be able to apply this kind of skills to their professional practice. Employees who have limited knowledge for not attending higher educational level will not understand the real structure of management implementation that is a considerable distressful event for their side.

Part III: Implication and Recommendation of the Study

It has been learned that the book is beneficial to the field of management because it brought out significant impact for raising essential theoretical capabilities, skills, and attitude as an important factors to build a more stable organizational management pattern. It has been learned that the process of acquiring management skills is not only applicable to professional practice but it is also concerned with the participation of personal affairs because it helps to improve your personality while doing your daily routines. There will be professional growth that will be observed by using the book because… [read more]


Usefulness of Rational Decision-Making for Managers When Making Strategic Choices Essay

Essay  |  6 pages (1,988 words)
Style: Harvard  |  Bibliography Sources: 8

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Management

The Usefulness of Rational Decision-Making when Making Strategic Choices

Successful achievement of work duties in white-collar professions frequently involve the implementation of lengthy decision-making processes on which other staff and costumers depend. Lack of competence in driving decision-making processes makes it hard for workers to carry out their work tasks, hinders other staff to plan and carry out their… [read more]


Future Work Environment, the Generation of HR Term Paper

Term Paper  |  2 pages (580 words)
Bibliography Sources: 0

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¶ … future work environment, the generation of HR is emerging as a filed that combines activities and processes of HRM and OD? Discuss this?

HR can be defined as 'Human Resources', and it is in general, a part of the Oracle E- Business suite. (Definition of HR) Today, HR is combining the processes of HRM and of OD so that organizations can be run better and more effectively and efficiently. The fact is that even though the field of Human Resources may be the most 'misunderstood' of all fields of a corporate world, it must be remembered that it is one of the most important of all fields of operation within an organization, and also the most necessary or essential and important field in the working of an organization. (Wisegeek, what are HR resources?)

Analysis:

Those people who work in the field of Human resources are responsible for the hiring and the firing of various employees, and they are also held responsible for contacting the job references of those applying for jobs in the organization, and for taking care of employee benefits within the firm. It goes without saying that when an individual wants to work in Human Resources, he must inevitably be a 'people person', because he would be the person who would have to look after the benefits of all the employees in a firm, and today, as compared to about a decade ago, human resources has become an extremely important area of work within an organization. When yesterday these people worked behind the scenes, managing personnel records and employee benefits, today they are responsible for the staffing of large corporations, which is an important feat in today's work environment. (Wisegeek, what are HR resources?) HRM, on…… [read more]


Recruitment New Policies and Procedures for ABC Company Research Paper

Research Paper  |  2 pages (555 words)
Bibliography Sources: 0

SAMPLE TEXT:

Human Resources plays crucial role in the success of the organization.

Recruitment functions as a gatekeeper or filter for the organization.

Identifying and hiring the right individuals is a foundation for successful organizations.

Current recruitment practices are not adequate to ensure organizational success.

Human Resources is developing better recruitment policies, practices and procedures.

Current Situation

The recruitment process is not involved in decision-making and candidate selection.

Typically, departments select candidates and negotiate terms independent of the HR department.

The only role of HR in recruitment is processing the selections made by individual departments.

Managers are hiring according to apparent nationality and cultural biases.

Slide #3

Current Problems

High turnover rates correspond to increased costs of hiring and training.

Continual influx and turnover of personnel not suited to their roles and/or to the organizational culture is undermining morale.

Failure to design compensation packages within the scheme of broader salary considerations increases cost and destabilizes the motivational component of compensation.

Managers are hiring according to apparent nationality and cultural biases.

Slide #4

New Policies and Recruitment Criteria

Focus on identifying potential high risks to retention rates by emphasizing proven work ethic and length of tenure in previous positions.

Focus on identifying previous records of positional and employment changes.

Focus on interviewing practices to identify employees inclined toward loyalty to organizations and productivity in previous employment.

Managers are hiring according to apparent nationality and cultural biases.

Slide #5

Establishing Integrated Recruitment Policies

Manpower planning must incorporate multiple areas and an integrated strategy.

Candidate sourcing (including advertising vacancies) must provide a first-level filter to attract good candidates and eliminate poor candidates.

Pre-screening and testing procedures are necessary to identify the most…… [read more]


Risk in a Systems Analysis Essay

Essay  |  2 pages (743 words)
Bibliography Sources: 1+

SAMPLE TEXT:

It would align with how they buy and further, how they perceive value delivered by the store. It would be critically important to speak with the Chief Financial Officer, Director of Finance, Director of Marketing and the pricing teams. The sales teams would also need to be talked with to see how the inventory management system could compliment and not inhibit their ability to sell over the long-term.

Q3 The economic analysis carried out during project identification and selection is rather superficial. Why is this? Consequently, what factors do you think tend to be most important for a potential project to survive this first phase of the life cycle?

There are many factors that could contribute to a project identification and selection being superficial, the most common being the tendency to only look at the most static areas of pricing when all aspects, even those defying quantification, need to be included (Mehrez, Sniedovich, 1992). The most critically important success factors for this phase of the life cycle of a project need to include access to not just the statics or historical data, but the dynamic and unquantifiable as well (Mehrez, Sniedovich, 1992). The first phase of a project cycle needs to include these factors and also take into account how they will shift over time during subsequent phases of the project as well.

Q4. Assuming monetary benefits of an information system at $85,000 per year, one-time costs of $75,000, recurring costs of $35,000 per year, a discount rate of 12%, and a five-year time horizon, calculate the net present value of these costs and benefits of an information system. Also calculate the overall return on investment of the project and then present a break-even analysis. At what point does breakeven occur?

Using the figures provided in this question the Net Present Value of this project is $105,238.80 using the Microsoft Excel NPV calculation command. The Return on Investment (ROI) will be 70% and the breakeven occurs in approximately 1.5 years.

References

Fu, Y., Li, M., & Chen, F. (2012). Impact propagation and risk assessment of requirement changes for software development projects based on design structure matrix. International Journal of Project Management, 30(3), 363.

Mehrez, A.,…… [read more]


Innovation Structural Contingency Theory Research Paper

Research Paper  |  2 pages (539 words)
Bibliography Sources: 2

SAMPLE TEXT:

Internal organizational constraints can affect external environments, too. Although the reverse equation is the focus of structural contingency theory, the impact of internal organizational constraints on external environments must also be taken into consideration. Internal organizational constraints range from regulations that guide behavior to organizational culture issues. When the organization has a strong bearing on its environment, the impact becomes measurable. The ways that internal organizational constraints can affect external environments depend on the nature of the organization. Yet even organizations that are small, new, and fledgling can have major impacts on external environments. The constraints on the organization that impact the environment include human resources issues, formal regulations, and time constraints. External environmental variables, such as supply-chain management or foreign currency exchange, can be impacted by individual organizational performance.

Creativity and innovation are important aspects of the structural contingency theory approach because no organization can thrive without focusing on innovative techniques. New product development, managerial issues, and internal constraints all require creativity and innovation for ideal management. The organizational structure issues that impact change and development can be governed by the goals and values of the company, but external, environmental variables are important to consider as well. Innovation is crucial in managing organizational change. When it comes to influencing external concerns, the organization can take charge with matters like public relations, branding, and communications. In this way, an organization can spearhead consumer revolutions.

References

"Contingency Theory," (n.d.). Retrieved online: http://faculty.babson.edu/krollag/org_site/encyclop/contingency.html

Woodman, R.W., Sawyer, J.E. & Griffin, R.W. (1993). Toward a theory of organizational creativity. Academy of Management Review 18(2): 293-321.… [read more]


Recruiting and Recruitment Specialists Human Research Paper

Research Paper  |  7 pages (2,042 words)
Bibliography Sources: 7

SAMPLE TEXT:

Lastly, strategic prioritization is a challenge encountered by recruitment specialists. Changes in the job market require that recruitment specialists review an organization's staffing needs and evaluate what changes need to be made ("HR Challenges in Recruitment," 2007). Furthermore, once these changes and needs have been analyzed, it is essential that a recruitment specialist prioritize the tasks that must be undertaken to ensure that these changes are made within an organization as soon as possible.

Recruiting specialists must also be able to determine and calculate an organization's future needs. In order to determine these future needs, an analysis of an organization's present workplace profile must be undertaken with adjustments made to anticipate the organization's future needs ("Human Resource Management," 2011). These future staffing projections are dependent on present sales and production forecasts, future technological advancements effects on present manual labor, changes in labor, changes in employment practices, and federal changes in labor policies ("The Role of HR in Strategic Planning," 2008). This manpower staffing also requires that human resource specialists and recruitment specialists make sure that an organization is not overstaffed; overstaffing may lead to loss in revenue, loss of efficiency, and the creation of workplace redundancy.

Studies have shown that employment within the human resource sector, including recruitment, is expected to grow 22% between 2008 and 2018 ("Human Resource, Training, and Labor Relations Managers and Specialists," 2009). Moreover, it has been calculated that approximately 904, 900 jobs were held by human resource, training, and labor relations managers and specialists in 2008; 207,900 of those jobs are estimated to be held by employment, recruitment, and placement specialists ("Human Resource, Training, and Labor Relations Managers and Specialists," 2009). It is also estimated that college graduates and those individuals that have attained the proper certifications have the best job opportunities within the human resource job market. By 2018, an estimated 1,102,300 jobs will be held by human resources, training, and labor relations managers and specialists. Of those 1,102,300 jobs, approximately 265,900 are estimated by be held by employment, recruitment, and placement specialists ("Human Resource, Training, and Labor Relations Managers and Specialists," 2009). With these projections, it can be concluded that human resource specialization and recruitment specialists will grow in demand and help to provide valuable services to ever expanding organizations and help them to attain success domestically and internationally.

Reference:

"HR Challenges in Recruitment." (2007). Recruitment-Naukrihub.com. Accessed 19 June

2011, from http://recruitment.naukrihub.com/hr-challenges.html.

"Human Resource Management" (2011). Accel-Team. Accessed 19 June 2011, from http://www.accel-team.com/human_resources/hrm_00.html

"Human Resource, Training, and Labor Relations Managers and Specialists." (2009 Dec 17).

Bureau of Labor Statistics, U.S. Department of Labor, Occupational Outlook Handbook, 2010-11 Edition. Accessed 19 June 2011, from http://www.bls.gov/oco/ocos021.htm.

Lindauer, L.L. (n.d.). "Headhunters: Who Are They -- What do they do -- are they for you?"

ExecSearches.com. Accessed 19 June 2011, from http://www.execsearches.com/articles/headhunters-who-are-they.htm.

Recruitment. (n.d.) Business Dictionary. Accessed 19 June 2011, from http://www.businessdictionary.com/definition/recruitment.html

"Recruitment Process." (2007). Recruitment-Naukrihub.com. Accessed 19 June 2011, from http://recruitment.naukrihub.com/recruitment-process.html.

"The Role of HR in Strategic Planning." (Fall 2008). The Frelix Group. Accessed 19 June… [read more]


Communication Improvement Methods in Criminal Justice Systems Term Paper

Term Paper  |  8 pages (2,389 words)
Style: APA  |  Bibliography Sources: 2

SAMPLE TEXT:

One should not forget that individuals in leadership positions in such organizations might be on constant war struggles thus influencing communication. Cross-organizational communications in criminal justice organizations, illustrates interactions between the criminal justice agencies. Such agencies include the jail institution, police, investigating teams, pathologists and other stakeholders (Stohr & Collins, 2013).

Barriers to communication

Barriers to communication for criminal justice… [read more]


Role of Vision at Mentor Graphics Case Study

Case Study  |  3 pages (1,405 words)
Bibliography Sources: 3

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Role of Vision at Mentor Graphics

Mentor Graphics a computer design and software firm spent an entire decade grappling with developing a concrete and clearly defined vision for the organization. Over the ten-year period no less than six changes to the company's vision were introduced and subsequently discarded. Analyzing the direction and substance of Mentor's vision statements, a clearly identifiable… [read more]


Cause of a Problem Term Paper

Term Paper  |  3 pages (1,026 words)
Bibliography Sources: 8

SAMPLE TEXT:

Business Problem -- Chattanooga Ice Cream Company

The Business Problem

The Chattanooga Ice Cream Company is one of three divisions of the Chattanooga Food Corporation, founded in 1936 by the grandfather of its current division president, Charlie Moore (Sloane, 2003). The Chattanooga Food Corporation also maintains a Grocery Products Division and a Specialty Foods Division in addition to the Ice Cream Division. The Ice Cream Division had been strong until recently and sales have flattened out. Some of the external factors to which that decline is likely attributable are: (1) the increased market share of "super-premium" ice cream products such as Haagen-Dazs and Ben & Jerry's; (2) the growing popularity of healthier ice-cream-like alternatives such as frozen yogurt and fat-free ice creams; and (3) the growing popularity of "mix-in" ice cream products such as those that include pieces of cookies or candy bars in the ice cream mix. Making matters even worse, Charlie just received the news that Chattanooga's third largest customer, Stay & Shop, has decided to drop the Chattanooga line and to replace it with the Sealtest product line in its stores throughout a substantial region of its market (Sloane, 2003).

Charlie had recently replaced a retiring veteran of the company who managed using an autocratic style wherein he solicited information from his department heads (as well as from other information channels that he had developed) and then made decisions independently (Sloane, 2003). Charlie believed in a much more collaborative leadership methodology and hoped that by conducting joint meetings with all of his department heads he could create an environment in which they all learned from one another and in which decisions were the product of a consensus rather than of his independent decisions (Sloane, 2003).

When Charlie called a meeting of his department managers, the session quickly devolved into arguments wherein each department head blamed the other for the problem (Sloane, 2003). Specifically, the head of Marketing blamed the head of Product Development and Production, who blamed both the head of Marketing and the head of Information Systems. Meanwhile, the head of Sales argued that the main problem was that Marketing was not being aggressive enough to secure premium shelf space and also, and that the product line was stale because product line desperately required more products to compete in the health food, specialty, and super-premium areas. This was the first time that the respective department heads had expressed those views to one another. Previously, all of them had expressed them only to Charlie in private. Not wanting to allow a rift to develop within his management team, Charlie tried to "turn a deaf ear" to their mutual blame of one another and hoped that by finally airing out these grievances, he could channel their respective concerns into a productive collaborative process (Sloane, 2003).

Identifying the Source of the Internal Problem

Charlie has two major problems: the first is the external problem of flattening sales and increased market competition; the second is the ineffectiveness of his managing… [read more]


Bottlenecks in Process Research Paper

Research Paper  |  2 pages (705 words)
Bibliography Sources: 2

SAMPLE TEXT:

¶ … Bottlenecked Processes

Introduction to Goldratt's Theory of Constraints

Eliyahu M. Goldratt devised the Theory of Constraints (TOC) as an approach to improving organizational function (Phipps, 1999). In principle, it conceives of internal constraints (i.e. physical constraints and policy constraints) and external constraints (i.e. market constraints). In general business organization applications, Goldratt's TOC system provides a conceptual means of identifying obstacles in the realm of organizational physical capacity or resources (internal, physical constraints), obstacles that are attributable to organizational "mindset" issues (i.e. internal, policy constraints), or limitations in the nature of the demand for the products or services of the organization (i.e. external, market constraints). Goldratt's TOC approach also prescribes a methodology for addressing each type of constraint in a manner conducive to mitigating their detrimental effects or to eliminating them altogether wherever possible (Phipps, 1999).

Application of Goldratt's Theory of Constraints to Bottlenecks

Goldratt's TOC method also incorporates his concept of bottlenecks, meaning constraints that are particularly (negatively) influential on the organization (Phipps, 1999; Robbins & Judge, 2009). The basis of that analogy is that constraints should be identified and resolved in the order of their significance to the problems of the organization. Much like freeing a physical bottleneck in a pipe system containing fluid immediately restores the fluid flow, resolving a functional bottleneck within organizations can widely improve the organization. The analogy is not perfect, but Goldratt's fundamental point is that certain constraints within organizations are responsible for disproportionately large organizational problems (Phipps, 1999; Robbins & Judge, 2009).

Identifying and Addressing Bottlenecks in the Morning Schedule Case

In the case of getting out of the house on time for work early in the morning, the primary bottleneck appears to be an internal constraint of mindset. In that regard, the only relevant metric is the economy of time in the morning. Given that the principal objective is to reduce the amount of time necessary to accomplish various pre-work morning tasks, it seems that certain choices (i.e. mindsets) are undermining that goal. Specifically, at least three tasks could be purged of potential delays by a change of mindset with respect to…… [read more]


Balanced Balanced Scorecard Literature Review Chapter

Literature Review Chapter  |  9 pages (2,396 words)
Style: APA  |  Bibliography Sources: 12

SAMPLE TEXT:

Balanced Scorecard (BSC)

The concept of Balanced Scorecard (BSC) is noted to be rapidly evolving in its nature. This is because since its launch, it has seen a series of transformation.

Definition of Balanced Scorecard (BSC)

The Balanced Scorecard (BSC) is defined by the Balanced Scorecard Institute (2010) as a system of strategic planning and management that is extensively employed… [read more]


Business Marketing Case Study

Case Study  |  2 pages (708 words)
Bibliography Sources: 2

SAMPLE TEXT:

Business Marketing Case Study

What type of training does House Handy provide new members of its sales force?

The organization provides almost no training for new hires. It relies completely on self-directed learning by providing new hires product manuals and brochures for substantive information on its products. While the company does also assign mentors to each new hire, there are apparently no procedures or protocols for any training or instruction from those mentors; the way the organization conceives of the mentor-protege relationship, it is also self-directed in that the mentor plays only a passive role in responding to questions from the new hires. New hires are simply instructed to walk around the stores and observe the way things are done.

This approach is not particularly conducive to optimal performance or to the efficiency of personnel development within organizations of this type; complete reliance on self-directed learning is only appropriate within highly-trained professions and not within sales industries and organizations in which new employees do not already have extensive experience and formal training in their field (George & Jones, 2008).

What method or methods of recruiting and training would make the most sense for House Handy's sales force? Justify your answers.

The principal problem with the House Handy approach is not necessarily in recruitment; it is mainly a function of the complete lack of any formal training process. That is not to say that it could not stand to change its approach to recruitment as well. On one hand, new college graduates are a valuable source of potential employees for the organization; on the other hand, there is no reason that the company should focus exclusively on recent graduates with no appreciable professional experience in retail sales, marketing, or business management. The organization should continue to recruit new college graduates but it should also devote its recruitment resources to identifying and attracting professionals who are already working in the field and who have extensive professional experience in retail sales, marketing, and business management.

By far, the biggest weakness at House Handy is the complete absence of any employee training program. The environment at House Handy…… [read more]


Effective Managerial Skills Term Paper

Term Paper  |  5 pages (1,806 words)
Bibliography Sources: 1+

SAMPLE TEXT:

¶ … Managerial Skills

The identification of effective managerial skills has been the subject about which literally thousands of books have been written. The perusal of any bookstore reveals that managerial skills are as varied as they are complex and it would be difficult to attempt to write with any depth about the wide number of skills necessary. Consequently, this… [read more]


Saving Toyotas Reputation Term Paper

Term Paper  |  4 pages (1,261 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Saving Toyota's Reputation

Toyota's initial response to their customers was not effective. Without reading or drawing from other Toyota correspondence, devise an original one-page follow up response intended to repair Toyota's reputation with their customers and the public. Note: This is a new follow-up letter to mitigate the problems associated with the first letter. It is not a rewriting of the first letter.

Dear Toyota Customers

Protecting you, your loved ones and your investment in Toyota automobiles is why we as a company exist. When we fail on any of these three dimensions, we fail as a company. Our recent accelerator pedal recall, on top of previous recalls, are inexcusable.

Everyone at Toyota realizes that without your trust, we will seek to be relevant as a business. Because we believe this so strongly, I am initiating the following programs immediately:

Complete replacement of all Toyota vehicles damaged due to the accelerator pedal quality problems. Customers whose vehicles were damaged or destroyed will get the model of their choice free of charge.

A new website that shows all VIN numbers in a searchable database of every make and model of Toyota vehicle that we know may have the accelerator pedal problem. This is designed for you if you are unsure if your Toyota automobile is covered or not.

I am announcing the formation of the "Toyota For Life" Foundation. We are immediately donating $1M to a new scholarship fund in memory of those who lost their lives due to the accelerator pedal accidents. This scholarship fund will pay the entire college educations of promising engineering students who are studying safety and mechanical engineering. We are also funding a chair in the mechanical engineering school of Carnegie-Mellon dedicated entirely to automotive safety in the hope new research will also help avert this ever happening again. Included in this program are scholarships for all surviving children of parents killed in accidents that arose due to the accelerator pedal problem.

A New Era of Accountability. We have the most advanced supply chain in the world, the Toyota Production System yet this error in the accelerator pedal occurred. We are completely revamping supplier quality management and will publish inbound quality levels by product for our dealers, the press and customers.

Finally you can e-mail me directly with your concerns at -- and I will have a response to you within 72 hours.

Thank You, President Toyota Motor Corporation

Part 2: Write a paper (excluding references) explaining how the concepts and principles from this courses reading and lectures, along with other cited sources impacted your choice of content and format of the letter you created in Part 1. Your paper should focus on crisis communication along with stakeholder analysis and business writing techniques.

Throughout this course the key concepts of crisis communications, ethical and stakeholder analysis have shown how critical it is for Toyota to move beyond just compensating their customers and look to recover their trust. At the center of excellent business ethics in crisis… [read more]


Successful and Effective Personal Essay

Essay  |  8 pages (2,159 words)
Bibliography Sources: 8

SAMPLE TEXT:

(ECOLOGIA, 2000)

External communication is process-oriented and should include: (1) identification of "the objectives and audiences of the external communication program; (2) identification of the existing information which may serves these information needs and any related issues of confidentiality; (3) identification of the types of information that will be communicated; (4) setting up responsibilities for external communication and this includes such as data collection, analysis, validating and dissemination; and (5) monitoring the quality, performance and effectiveness of external communications and adjusting them as necessary. (ECOLOGIA, 2000)

External communication may include such as: (1) production of "special printed or electronic documents and disseminating them to concerned audiences; (2) establishment of "more open access procedures for existing documents and information; (3) organizing public hearing, public meetings, 'open-door' events, exhibitions, seminars, and so forth where interactive communication is known to occur; and (4) setting up of hot-lines and other services that disseminate information and collect the comments of stakeholders. (ECOLOGIA, 2000)

The work of Linda Pophal (2009) entitled "An 8-Step Process for Creating Effective Internal Communication Plans" states that each communication plan shares specific elements, which are, stated in common and is an approach, which contains steps, which are stated to be similar to the following:

(1) Situation analysis/background analysis;

(2) Quantifiable objectives/goals;

(3) Target audience(s);

(4) Key Messages;

(5) Strategies and Tactics to Meet Objectives/Goals;

(6) Responsibility/Accountability for Completing Tactics;

(7) Budget;

(8) Measurement. (Pophal, 2009)

It is important that the following stakeholders within the 'target audience' be considered when an internal and external communication plan is formulated:

(1) Managers;

(2) Supervisors;

(3) Employees at the plant

(4) Employees at large

(5) Senior leaders

(6) Community leaders

(7) Local media (and potentially regional or national media)

(8) Board members

(9) Customers. (Pophal, 2009)

Robert Kaplan and David Norton introduced the "Balanced Scorecard Performance Measurement Method" in 1986 and introduced five principles that transform the organization and create a strategy-driven performance management organization. Those five principles include the following: (1) translate the strategy into operational terms; (2) align the organization to the strategy; (3) make strategy everyone's everyday job; (4) make strategy a continual process; and (5) Mobilize change through executive leadership. (Kaplan and Norton, 2001) Kaplan and Norton note that without an effectively communication strategy that can be operationally applied the organizations' strategy will experience failure. In addition, aligning the organization to the strategy is critically important in ensuring that the strategy is one of an effective nature that has the potential for succe3ssful implementation. (2001, paraphrased)

Kaplan and Norton additionally relate that the organization communications program should be inclusive of the objectives as follows: (1) development of an understanding of the strategy on an organization-wide basis; (2) development of buy-in of team members which provides support to the strategy; (3) education of the organization about the measurement of the balanced scorecard and the management system for strategy implementation; and (4) provision of feedback, via the Balanced Scorecard concerning the strategy. (Kaplan and Norton, 2007)

Summary and Conclusion

This work in writing… [read more]


Long-Term Productivity in Business Workers Term Paper

Term Paper  |  18 pages (4,500 words)
Bibliography Sources: 1+

SAMPLE TEXT:

Standards that are applied in an industrial setting include engineering standards, which in turn include standardization of properties of materials, of fits and tolerances, of terminology for both materials and practices and of drafting practices. Common standards also include specifications for the description of the various attributes and ingredients of any complex manufactured items. These may take the form of… [read more]

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