Effectiveness In Leadership Entails Things â€Myassignmenthelp.Com

Question: Discuss About The Effectiveness In Leadership Entails A Lot Of Things? Answer: Introduction Effectiveness in leadership entails a lot of things. One has to ensure that there is profit maximization while at the same time there is minimal employee exploitation. In addition, no matter what hierarchical position a leader belongs to, he or she should make sure that there is closeness with those who rank lower so that he or she may not fail to notice their struggles or difficulties. Several companies only have the illusion that their workers are satisfied whereas this is never the case. As most companies adopt the system of increasing their sales by the use of franchises, the probability that workers are suppressed or neglected becomes quite high. A look at the Dominos company gives some insight on the leadership challenges faced by most companies today and some of the remedies that can be useful in solving these challenges. Background Information The story behind the founding of the company is inspiring and also interesting in equal measure. The idea came from two brothers namely Tom Monaghan and James. They opened a joint pizzeria in the year 1960. James soon sold exchanged his half of the shares for the car that they used for deliveries, a Volkswagen saloon. His brother would use this money to purchase three other shops, which would soon grow into what is today one of the largest companies in Australia with a global reputation (Bell et al., 2013). The success story of these pizzerias is symbolically represented in the company logo by three dots. Toms company reached the Australian marketing in 1983 with the first shop being located in Springwoods. Its establishment was quite rocky but soon it managed to dominate the market through master franchising Upon its listing in the stock market, it turned out to be one of the largest companies with more than 2000 stores (Dunn, 2012). Issues and Problems Dominos is faced with a lot of problems, most of which can be attributed to the type of management that the organization has. Not only does the company have a C.E.O who is not aware that there is exploitation in the franchises, it is also evident that he thinks that the company has one of the best policies for its employees. He unfortunately thinks that the problem can be solved by the use of latest technology, in line with what Taylor in his scientific theory advocates for. This leadership style however limits decision making to just a few characters (Wrege and Greenwood, 1991). The purchase of the computer screens helps in monitoring the problem but does not solve the underlying leadership challenges. Moreover, the focus of the company is clearly on the growth of sales of the franchises as opposed to profit making. The structure of the company is clearly mechanistic. Such structures result in the centralization of power and consequently the distrustful management (Jones and Jone, 2 010). This is the most probably the cause for unethical practices such as the recycling of dough that deserve to be discarded by the company. The stiffness in competition is also a notable cause for the poor working conditions by most of the workers as reflected in the case of Josef Yap who is stressed as a result of the long working hours coupled with the lack of proper aeration in the work environment. Apparently, reporting the situation to those who rank higher than those in charge of the franchises is very difficult. This is one of the disadvantages of autocratic leadership which is practiced in the firm. It denies subordinates the avenue to express themselves without fear( De Hoogh et al,2015). One can easily be victimized for doing this with the result being unwarranted dismissal with the issue raised being ignored. There are several solutions to these problems most of which involve a change in the leadership style. Possible solutions Since most of the challenges faced by Dominos are related to poor leadership, there is a good number of solutions that can be found. Mintzberg (2011) believes that one of the best ways to promote hard work is through coming up with a reward system that is operational. As such, whenever the organization succeeds each person regardless of his or her hierarchical position should be able to feel like their efforts do not go unnoticed. Actions such as this will encourage them to give their all towards the achievement of the firm's objective since they will feel like they truly belong (Laufer et al,2015). The C.E.O of Dominos should, therefore, ensure that their reward system is effective. A good leader does not always have to be involved in a lot of activities for the sake of the company (Stone, 2010). This means that heroic management is not always the best option for most of these big firms. He or she should, however, make sure that there is constant communication with the staff through setting up of proper communication channels (Neves and Eisenberger 2012). As seen in the case of Dominos, sometimes workers may have very good suggestions or honest appeals that are most of the time never acted upon. In fact, they may fear being victimized thereby choosing to remain silent. A communications department that deals with complaints and positive reviews should hence be set up at Dominos. The problem can also be solved by an introduction of policies that make those who head the franchises not feel invincible. The exploitation of workers by Del Santo went on unabated because he probably knew that there was not much that could be done to him when the information regarding his unfair treatment reached those who rank higher than him in the company. Whenever managers feel that they cannot be held accountable for their actions, they tend to make most of their decisions with impunity (Salin and Hoel,2011). Most of the time, managers think that their actions are always received positively by those who rank lower than them. Del Santo of Dominos, for example, thinks that his staff is happy with him when actually it is the contrary. He is more of a dictator. As evident from Adams theory, employees tend to feel distressed whenever they feel like they are undervalued (Bell and Martin, 2012). When this happens on large scale several employees of Dominos may quit, and this can be bl amed on franchise bosses such as Santos. To ensure that leaders of his type do not get away with exploitation policies that make them vulnerable should be introduced in the company. They should, for example, loose their right to use the company name when there is widespread staff outcry. Since the most affected groups are the workers, management can also ensure that their concerns are addressed by constantly making the work environment conducive. The C.E.O should make sure that that the machines used in the preparation of pizza are not worn out or faulty. In addition, he should make sure that all the franchises have proper ventilation so that workers may not suffer from heating problems in the factory. A good manager should ensure that those who work in the firm are properly compensated Gupta, and Shaw, 2014). This ensures that they remain motivated and may even improve in the amount of effort that they put into their work (Bryant and Allen,2013). This solution may lower the exploitation that some workers suffer especially when their bosses expect a lot from them without taking measurements to make their workplace good enough to bear the expected fruits. Proposed Solutions The best way that this leadership quagmire can be corrected is through the introduction of policies that make it hard for franchise managers to engage in exploitative activities with impunity. This is a prevention strategy which will not only maintain sales but also not interfere with the company's overall image as can be the case if it decides to terminate franchisees that engage in these activities. Making managers also feel vulnerable can enable workers to speak about their woes without fear (Brown, 2012). Several companies that operate in a similar way as Dominos, unfortunately, work under the impression that making these managers powerful and trusting all that they say encourages them to do better in their managerial tasks. A digital platform that encourages the workers to raise their concerns while remaining anonymous should be set up so that there is no victimization of those who complain. If Dominos had such a platform, chances are that the person who could not have gotten aw ay with unethical practices could have been Del Santo. These reforms should be accompanied by education on their importance so that they are widely accepted. One thing that most managers fail to realize is that giving attention to employees leads to an effortless increase in their productivity. As such, treating workers in a humane manner can lead to better sales and profit maximization especially if the company or organization in question is highly dependent on labor provided by people (Sarachek, 1968). Making policies that are abiding to everyone is hence the only thing that can make leaders in large organizations effective in their duties. Recommendations To promote cohesion in the organization and minimize the chances of exploitation while still maintaining good sales, the company should do the following. Make laws that punish unethical behavior in the franchises. Actions like this will promote discipline among the managers. Conducting education on ethical business practices and fair employee treatment to teach the managers how to treat their employees in a professional manner. Setting up an online platform that only those in the head office have access to. This way, the complaints from employees can be noted down and even addressed. This move also ensures that no one will be victimized for expressing their opinion. Random checks on any of the franchise at a time they do not expect it. This will minimize the cases of poor working conditions as the managers will always try to ensure that they are the always prepared for such visits by the C.E.O. References Bell, D.E., Andrews, P. and Shelman, M., 2013. Dominos Pizza.Boston, MA, Estados Unidos: Harvard Business School Publishing. Bell, R.L., and Martin, J.S., 2012. The relevance of scientific management and equity theory in everyday managerial communication situations. Brown, B., 2012.Daring Greatly: How the courage to be vulnerable transforms the way we live, love, parent, and lead. Gotham. Bryant, P.C. and Allen, D.G., 2013. Compensation, benefits and employee turnover: HR strategies for retaining top talent.Compensation Benefits Review,45(3), pp.171-175. De Hoogh, A.H., Greer, L.L. and Den Hartog, D.N., 2015. Diabolical dictators or capable commanders? An investigation of the differential effects of autocratic leadership on team performance.The Leadership Quarterly,26(5), pp.687-701. Dunn, P.K., 2012. Assessing claims made by a pizza chain.Journal of Statistics Education,20(1), pp.1-19. Gupta, N. and Shaw, J.D., 2014. Employee compensation: The neglected area of HRM research. Human Resource Management Review,24(1), pp.1-4. Jones, G.R. and Jones, G.R., 2010. Organizational theory, design, and change. Laufer, A., Hoffman, E.J., Russell, J.S., and Cameron, W.S., 2015. What successful project managers do. MIT Sloan Management Review,56(3), p.43. Mintzberg, H., 2011. From management development to organization development with Impact.Od Practitioner,43(3), pp.25-29. Neves, P. and Eisenberger, R., 2012. Management communication and employee performance: The contribution of perceived organizational support.Human Performance,25(5), pp.452-464. Salin, D. and Hoel, H., 2011. Organizational causes of workplace bullying. Bullying and harassment in the workplace: Developments, in theory, research, and practice,2, pp.227-243. Sarachek, B. (1968). Elton Mayo's Social Psychology and Human Relations.Academy of Management Journal, 11(2), pp.189-197. Stone, M. (2010). Toward a More and Less Heroic View of Strategic Management.Public Administration Review, 70, pp.s215-s217. Wrege, C.D. and Greenwood, R.G., 1991.Frederick W. Taylor, the father of scientific management: myth and reality. Irwin Professional Pub.

Change Strategies Critical Review and Application

Introduction Change is a peculiar and elusive concept that has taken a lot of struggle to contend with and make the society understand. In spite the fact that change is inevitable, it is a paradox to realize that it results majorly from the acts of the ordinary stakeholders. The society struggles to embrace change yet an aspect in our nature works so hard to block it. The modern society tries restructuring the systems that is the social, political, economic and business systems preparing them to come to terms with the need for change (Bates, 2000).Advertising We will write a custom essay sample on Change Strategies: Critical Review and Application specifically for you for only $16.05 $11/page Learn More This is despite the difficulty experienced in making people understand. To understand what change is and how change ought to be handled several questions come to mind that is what causes change, the change processes and the strategies to curb change, the effects of change (Bates, 2000). Change is therefore the process where individuals and groups in an organization shift from the current state of operations to a predetermined future state (Beerel, 2009). Organizational changes can be planned or unplanned, incremental or transformational change and therefore the form of management in place must be able to identify the type they are dealing with. This assists the stakeholders be in control of the scope and perspective most so during turbulent time during change. Through change management, the relevant stakeholders are made to come to terms with change and accept it. Through proper change management procedures mission, strategic, technological, operational and behavior the stakeholders can view changes as a positive aspect (Beerel, 2009). For change to happen successfully some functions must be handled conclusively; change has to be initiated, and then championed through agents with support from the sponsors and organizational leaders (Brown KaÃÅ'„tz, 2009). The leaders of an organization must integrate everybody if change and change management is expected to happen smoothly. There should never be an assumption that there are clicks in an organization that are responsible for change and hence others should only wait, the responsibility should be collective (Brown KaÃÅ'„tz, 2009). Overview of change strategy Besides the characteristics of change, change strategies remain vital components when it comes to the determination of the efficiency and effectiveness of an organization in dynamic times of change. Change strategies are therefore factors that need to be given due considerations in the change management process (Bates, 2000). For a change strategy to be effective the following tips have to be given due consideration. This will help when dealing with the issues when dealing and developing the right strategies; the formulated strategies must be made available to all the stakeholders, resistance s hould be given room and appropriate means should be given, this is because resistance doesn’t mean that a trespass has occurred but means that some change process has been initiated.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The overall impact of the strategies to be implemented must be projected, how it will influence the organization’s Visions, Missions and objectives and the culture (Bates, 2000). Therefore, an option needs to be chosen from either a change-change situation, change of the culture situation or prospects of failing criteria. Change also demand for trust from all the relevant stakeholder, trust is needed most when there is no enough time to give an explanation on change being undertaken. Without trust what appears to be change may not be change in the end. The organizational leader’s commitment is of fundamental when it comes to implementing a cha nge strategy (Cameron Green, 2009), commitment must therefore be solicited from them first in its well-communicated form so that a failure is not faced at all costs. Pain is the major driver of change and without a sacrifice, which drives people out of the comfort zone then, then change would remain a dream. This is the main reason that the leadership is needed to have a strong stand even in a situation when not all the other stakeholders are going to accept. All the necessary organizational resources need to be used to satisfactorily ensure that the actual change required is met; this could go to an extent of making rewards to allow room for change. It is therefore clear that various strategies depict open characteristics of the differences that in the underlying assumptions in organizations and change. For clear communications of the individuals involved in the change process to be made, the meaning of strategy has to be mentioned in its bold conceptual framework (Cameron Green, 2009). In addition, the strategy to be employed depends largely on the certainty or level of predictability of the change platform, alongside this is the creation of room for the stakeholders to deliberate and agree on how to handle the looming change process. Planning and control functions of any organization are normally affected by uncertainty; therefore, the appropriate change strategy in such a case is the interactive strategy where several aspects of the organization are brought together and an observation made on how they relate when slight changes are made. Questionnaires are used to find out on how the stakeholders feel about change strategies implemented (Brown KaÃÅ'„tz, 2009). Detailed description of the change strategies There are therefore five major strategies for change identified; power strategy, it employs the top down approach Change Strategies. (2004). In such a case the employees are kept at bay of the change process hence, they have a little input on id ea generation for change since very little of their inputs is required. The managers believe that change can be undertaken effectively even without considering the opinions of the involved stakeholder; this is a harmful assumption hence making such a strategy unpopular. The second strategy is the systematic strategy; here the methodology approach to change is followed, goals, procedures and methods to realize change are put in place.Advertising We will write a custom essay sample on Change Strategies: Critical Review and Application specifically for you for only $16.05 $11/page Learn More Planning is then incorporated in the system; time limits are set since it would demand that certain objectives are met within some deadlines. Another strategy is the negotiation strategy, which involves the interactive approach; the employees’ ideas are given a great proportion in this process as opposed to the power strategies. Therefore, in the above approach the change idea is developed together through sharing of ideas and opinions between the workers and the business leaders Change Strategies. (2004). The other change strategy is the programmatic change strategy; this procedure is done in stages Change Strategies. (2004). An analysis of the change approach and strategy is assessed and evaluated; the change is introduced in bits and the employees made familiar to the change through the learning objectives achieved together. The evaluation for change is done in a way that future adjustments can be made. Under negotiation strategy, all the wishes and interest of the workers are incorporated; conflicting interests are outlined and negotiated to clarify the problems identified. Negotiation is important in bringing a unified agreement about diverse opinions by different groups within an organization Change Strategies. (2004). Alternative change strategies The modern organizational environments do not call for the dogmatic change strategies with vast bureaucracy, which may result in the derailment of change procedures and processes. There are therefore other patterns in the dynamic environments where changing dimensions are so frequent (Christensen, Horn Johnson, 2008). Alternative strategies therefore involve the perspectives that an organization can resort to incase there is a failure in the other identified strategies. The first is the change capacity; this strategy defines the extent to which an organization is able to navigate change through an organization, it navigates change in all the details and aspects that calls for its application. In any form of a formal organizational setting, capacity change is responsible for the expansion of the desired outcome and hence directs the influence that the change has on the right place hence safety (Cormier, Nurius Osborn, 2009). This is mainly achieved through constant application of leadership skill since this is the surest way to jump-start and implement change hence facilitating its sustainability. With sustained change, the influence level of the organizations to the surrounding environment rises, this translates into an increased level of involvement by the stakeholders in the organizations even during times of fierce change and instability (Christensen, Horn Johnson, 2008). It is a hard nut to crack initiating change when this strategy is lacking since anyone approached for change will always be skeptical and there will be no one willing to act on the proposed changes. Therefore, this form of change agent is recommended for application throughout the process of change since it is quite prudent and it is the subjects of the change themselves that can always influence the change towards the desired direction by the organization in discussion (Cormier, Nurius Osborn, 2009).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Secondly, the leadership should always be on the watch to integrate all options and make several possibility outcomes at standby (Cummings Worley, 2009). This is an emergency measure that helps resolve the likely crisis in case a wrong change process is put in place. Sometimes leaders may be under pressure to implement a change strategy without enough time to consider the repercussions hence the need to put options in place in waiting for any unfortunate occurrence. This stage also involves the incorporation of the other employees to help in the formation of the alternatives since getting the necessary information is quite easy. The options developed should frequently be reviewed to ensure that they are up to date with the relevant technological standards. Environmental scanning is also vital to help in the SWOT analysis of the business (Cummings Worley, 2009). Practice application of theory to a specific change situation Good theories are the most practical tools of dealing with change that have ever been devised on the surface of the earth (Green, 2007). Change is also never instant and this is harmful since it blocks people from realizing the successes that are achieved because of the changes made. In the process of change as have been noted earlier, communication to the stakeholders if vital to make everyone aware of whatever should be accomplished, the progress at each stage should also be reported to the stakeholders and the challenges faced accompanied by how the challenges are to be addressed (Green, 2007). All the challenges are grouped together as received from all the partners and their viewpoints. The differences must also be identified and placed in their relevant groups. Thereafter, the right methods of mitigation and strategies to handle appropriately the identified and grouped challenges are consolidated (Cummings Worley, 2009). The above activities all narrow down to change strategy theories. Majority refers theory of change as paths toward s change or change engines. A theory of change sets on stage a representation that guides towards the path that directs change and makes sure that you are on the right track. Therefore, without a theory to manage change, it is as if a vehicle riding in the bush without any aims (Ndulo Grieco, 2009). This proves the practicality of change theory and its essentiality as part of doing transformation of a business or organization. Theories of change occurs in a diverse forms which depends on the subjects that are dealt with, their planning and control procedures. One of the most advocated for form of change theory is the outcome map, this is a diagram that can be observed as it shows how strategies and outcomes are related. The results integrate both short term and long-term results, which depicts changes and how they occur at each level of management in an organization. An outcome map is a theory that is easier to deal with since it has no defined procedure of forming it; each map has a unique way, which is highly dependent upon the unique needs of the organization. The most important and fundamental thing is to give every stakeholder space to give their views which must be accommodated in developing the theories (Patterson, 2008). It is also important to place to book all the assumptions for the formation of the theory. The initiatives, principles and philosophies are also integrated and ultimately inclined towards the direction of desired change not forgetting the efforts made. For the theory of change to work the outcome map has to be developed in time and a list of assumptions have to be instituted and clearly defined. The outcome map as a theory of change articulates all the assumptions applied by the workforce in their efforts to explaining a change process (Patterson, 2008). As a result, the above assumptions explain the interconnectivity of the change levels right from the preconditions running through the short-term and the long-term procedures. The out come map defined above is made up of the following elements; the directions that shows a variety of outcomes and how they are related as they are considered to be the before conditions of a future goal. The second element is the signs definition that is strong enough to give value to the measurement of success (Patterson, 2008); this is connected to the intervention measures that are applicable to the preconditions along the way in every step of the change intervention procedure. Lastly, the outcome map presents and explains al the assumption under each situation clearly showing how the whole theory is likely to bring sense. The major strength of the theory above is that it has an inherent common nature of sense (Ndulo Grieco, 2009). The main competitive advantage that it offers to its users is the fact that the other available theories are not that up to the task in directing change procedures. Finally, it is important to note that outcome maps are only a single approach among man y and mainly applicable in selected cases of change. It is though factual that outcome maps have been used severally and is a proof that it can be adopted for change management in majority of the situations available (Patterson, 2008). References Bates, T. (2000). Managing technological change strategies for college and university leaders. San Francisco, Calif.: Jossey-Bass. Beerel, A. C. (2009). Leadership and change management. Los Angeles: SAGE. Brown, T., KaÃÅ'„tz, B. (2009). Change by design: how design thinking transforms organizations and inspires innovation. New York: Harper Business. Cameron, E., Green, M. (2009). Making sense of change management: a complete guide to the models, tools techniques of organizational change (2nd ed.). London: Kogan Page. Change Strategies. (2004). Cambridge, Mass: Cambridge Scholars Pub. Christensen, C. M., Horn, M. B., Johnson, C. W. (2008). Disrupting class: how disruptive innovation will change the way the world learns. New York: McGraw-Hill. Cormier, L. S., Nurius, P., Osborn, C. J. (2009). Interviewing and change strategies for helpers: fundamental skills and cognitive behavioral interventions (6th ed.). Belmont, CA: Brooks/Cole Cengage Learning. Cummings, T. G., Worley, C. G. (2009). Organization development change (9th ed.). Australia: South-Western/Cengage Learning. Green, M. (2007). Change management masterclass a step by step guide to successful change management. London: Kogan Page. Ndulo, M., Grieco, M. (2009). Power, gender, and social change in Africa. Newcastle upon Tyne, UK: Cambridge Scholars Pub. Patterson, K. (2008). Influencer: the power to change anything. New York: McGraw-Hill. This essay on Change Strategies: Critical Review and Application was written and submitted by user Cap'nOz to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Apply Texas Essay Samples

Apply Texas Essay SamplesThere are a lot of available strategies and techniques for writing essays, but few are as effective as applying Texas Essay samples. If you wish to make an impressive impact in the paper, but do not have enough time or the inclination to write a paper on your own, then you must use Texas Essay samples.Texas Essay samples is a research method devised by Christopher L. Jackson, PhD. It is a method to get high quality essays out of students by looking at their grades, their conduct and by having a look at the papers of their teachers and other professors. In this essay practice, a student has to write an essay on his own, while the instructor watches over it.To make the process of applying Texas samples easier, there are several tools at your disposal. These tools include:o Writing the essay: The writer has to identify his own strengths and weaknesses in his essay. This will help him to look beyond the normal facts and figures and start with the analysis of the facts and figures and the information that are relevant for the essay. He has to produce a picture of the essay before writing the first paragraph. He has to take the best possible chance and outline the essay before he starts to write it.o Using a local Texas application: The online tool has links to public links to Texas degree databases, the best way to apply for a college or university in Texas. It helps a student to find the most suitable school for him. It also helps to keep the student updated about the required curriculum of the school as well as the admission procedure.o Getting a copy of the essay: Most schools and universities have the essay sample records on their computers, and the writers are expected to come to the office and hand them over to the instructors. The students should have at least two copies of the essay, as there are times when the professor needs both the versions of the essay to be graded. The professor does not need to be too close to check the essay before he passes it. The students can check the essays in the computer terminal and go over the details from different angles.o Aggregate and sort the essay: After sorting the essays into the required ones, the students should prepare an abstract of the essays they have prepared. The abstract should be placed under the two sections of the essay, and then they should compile the essay by laying down all the elements of the essay in the order of importance. They should then sort out the essay according to their prior marking scale and give them to the professor for grading.These are some of the essential tools for using the Texas essay samples. One more thing that the students must be aware of is that there is no cost involved for applying for a college or university in Texas.

Baxton Technology Essays

Baxton Technology Essays Baxton Technology Essay Baxton Technology Essay Student name: Joseph Maloney Student number: 10391669 Word count: 940 I hereby certify that this project is entirely of my own work and has not been taken from the work of others save to the extent that such work has been cited and acknowledged within the text of the project. Signed: _____________ Alkermes’ human resource (HR) strategy is all about acquiring employees who show personal initiative and who get satisfaction of knowing that they are helping to make a difference in the lives of millions of people every day. Alkermes ultimate goals are to develop medicines that address unmet patient needs, to help its customer’s live happier, healthier lives. The Athlone facility of Elan must choose a strategy that supports the corporate objectives of Alkermes. They must align and prioritise the various activities of the strategy to accomplish their objectives. HR strategies need to simultaneously focus on building skills, motivation and behaviour for a successful business strategy. In my opinion the generic HR strategy most appropriate to align with Alkermes corporate strategy, is the resource-based view (RBV) model. The RBV model works towards identifying the firm’s potential key resources and developing and manipulating them to build a value-creating strategy. When Alkermes decided to merge with Elan one of their main reasons for doing so was that they could use Elan’s most valuable resource, the Elan drug technologies (EDT) unit. The EDT develops proprietary drug technologies that can be applied to a number of products, improving the effectiveness of the drugs. With Alkermes now having obtained a technological resource with a rarity that will help them gain a competitive advantage over their rivals, they must now focus on their human resources. They look to acquire talented employees who show initiative and feel good about improving people’s health. Combing and developing these resources will help them build a strong RBV model. When Alkermes employees are asked what is the main objective of the organization the reply should always be, â€Å"Excellence in everything we do†. They pursue this excellence because they know they are working towards improving the wellbeing of other people. Alkermes hopes to instil this same hypothesis in the Athlone facility of the organization. They plan to acquire talented employees who show initiative, motivation and know their commitments are ultimately towards improving the health of their customers. They plan to set up a RD programme where employee engagement is encouraged and rewarded. Most importantly they want to manage performance so that all processes are carried out in the most successful way. If all of these objectives are met the success of the organization should be easily obtained and worthwhile. RBV shows that people are strategically important to a firm’s success and that they are a potential source of sustainable competitive advantage. Alkermes have obtained a rare and valuable organizational capital in the form of the EDT unit; they now must match this with a highly skilled human capital that will get the best out of this technological resource. RBV focuses more on the HR pool, i. e. the employees than on the actual HR practice, so employees should have both a high level of skills and a willingness to achieve. Creating a good HR pool can be hard to imitate by competitors, so it can create a competitive advantage. High pay is always a major pull in attracting the best employees, as is perks, i. . company car and health benefits, as is bonus and new job opportunities for good work. Yet, Alkermes states that their commitments are ultimately towards the wellbeing of the patients that use their products. This will attract employees who feel they have a morale obligation to help people in need. This is an example of attracting potential employees using a non-monetary policy. When trying to create a performance managemen t policy for an organization you have to look at all the types of capital that affect performance, i. . human, social and organizational capital. RBV looks to integrate all the capital resources of an organization to create the most suited HR policy. Alkermes have already greatly improved their social and organizational capital by merging with Elan and using the EDT unit respectively. Now Alkermes have to look at managing the performance of their human capital. When trying to collect data on performance you cannot completely rely on employee reports via surveys about how they feel the HR strategy is working. You have to collect more quantative data. Collect data on things such as production per hour rate and job turnover rate, this will give you a more in depth idea as to how employees are preforming. You can now use this information to decide on what reward and training systems to put in place to improve performance. Communication must be both upward and downward in an organization to discover how employees are performing. It will give you an idea on what employees want and if they are best suited to the post they are in. Good performance management will result in higher operating performance, which will translate into increased profitability. Reward management is concerned with the implementation of strategies and policies that aim to reward people fairly, equally and consistently in accordance with their value to the organization. The objectives of reward management are to recruit and retain, motivate employees and to strengthen psychological contracts. They can be both monetary (bonuses) and non-monetary (esteem, i. e. job title). RBV looks at obtaining and holding onto the best possible employees, and the best way to retain them is through a strong reward system. Overall I believe that if Alkermes adopt the RBV approach and combine all of their resources by carrying out the objectives entailed they should be able to achieve their cooperate strategy. I feel that the information presented in this report is a good guideline as to how they should carry out their objectives. Hopefully the merger between Alkermes and Elan will run smoothly and will be profitable. References: alkermes. com/ www. shrm. org. digitalcommons. com.

Location, Location, Location Essay Example | Topics and Well Written Essays - 750 words

Location, Location, Location - Essay Example Once the business starts, that money can be spent on other income-increasing investments. The next important advantage is the tax advantages in the form of reduced AMT (Doosan Global Finance, 2008). However, there are disadvantages too. First of all, leasing gives no ownership, and hence, returning the product or upgrading the product as one wishes will not be easy. Even if the thing goes into disuse, it will not be possible to dispose off the same, and till the termination of the contract, one will have to pay according to it. The second point is that when the expenditure over a long period is considered, it will cost more than actually owning the property. However, considering the low initial cost, possibility of open credit sources, chances of relocation and modification, it is wise to have property leased of owned (The top 10 reasons, 2012). The very first advice for the friend is to have the mobile home as office instead of building a permanent structure. This is so because not building a permanent structure at this beginning stage has financial advantages. First of all, the cost is spread over a number of years, and this, undoubtedly, helps in controlling the problem of cash flow. In addition, if the decision is to use the mobile home instead of permanent structure, it is easy to get the best location as there is no extra expenditure involved. Another problem is the issue of undercapitalizing. Here, one has to remember the fact that many businesses face failure because of undercapitalizing the business. This takes place because they spend the money on not so important investment. Doing this, especially when there is uncertainty regarding future cash flow, is disastrous. What is required is the strategy of staging investment. In the first stage, the business should not invest in building a permanent structure. In fact, there are a number of benefits as associated with not constructing a permanent structure, especially in accounting terms. They are: it

Psychological (market segmentation) of Hong Kong Essay

Psychological (market segmentation) of Hong Kong - Essay Example 1998, 6) of people in the target market. On the other hand, Jakubiak et al. (1990) note that psychological or psychographic market segmentation is based on the research over specific characteristics of the target market: ‘sex, age, income and education’ (Jakubiak et al. 1990, p.15). In accordance with the above, the psychological market segmentation of Hong Kong could be analyzed as follows: In Hong Kong the high percentage of population (74.8%) is between 15 and 64 years old (Index Mundi 2011); men are approximately as many as women, with a slight superiority of women though. The entire population is urban, at least referring to the structure of the population in 2010 (Index Mundi 2011). The life expectancy of the population has been estimated to 82 years; women are likely to live longer reaching the 84 years while men tend to live up to the 79 years, at least at an average level (Index Mundi 2011). In accordance with a recent governmental report, in 2009 the population of Hong was estimated to 7 million. In the same report it is noted that in 2009 females were more than males, ‘889 males for 1000 females’ (Hong Kong government 2011). It is also mentioned that the educational level of the population has significantly improved the last 5 years; in 2009 the percentage of people attained a post-secondary educational institution reached the 25.7% - from 22.8% in 2004 (Hong Kong government 2011). As for the average income of local population, this was estimated to $17,500 – for the fourth quarter 2004 (Hong Kong Government 2004). Taking into consideration the above facts, the performance of Dippin Dots in the market of Hong Kong is expected to be significant; the specific product addresses a high percentage of the population – in terms of age and activities: from children in school to individuals at work. Women, who are likely to consume sweets more than men and who are the majority in Hong Kong, are expected to love

The Negative Impact of Drugs on Sports Entertainment Essay Example for Free

The Negative Impact of Drugs on Sports Entertainment Essay The non-medical use of performance enhancing drugs among adolescents and young adults is of growing concern.   As many as half a million Americans under age 18 may be abusing anabolic/androgenic steroids to improve their athletic performance, appearance and self-image.   A growing body of evidence suggests that medically unsupervised drug use may pose severe risks to physical and psychological health (Kashkin and Kleber, 1989).   Ã‚  Ã‚  Ã‚   Shockwaves went through the sports world when Canadian track superstar Ben Johnson was denied his gold medal at the 1988 Olympics after tests showed that he had taken anabolic steroids.    The incident called international attention to the use of anabolic steroids and in general, performance enhancing drugs among world-class athletes to gain competitive advantage.   Still, athletes and non-athletes alike persist in taking them.   And, in fact, it is known that athletes participating in the original Roman Olympic Games consumed them too (UNRV, 2003)!   Ã‚  Ã‚  Ã‚   There are reports of male adults in physically demanding professions like law enforcement also using performance enhancing drugs to appear tougher as well as more formidable (Lombardo 1990).   What is more, as these drugs grow in popularity, so does awareness of the serious side effects of their use.   One of the most alarming side effects is the threat of AIDS; HIV — human immunodeficiency virus — can be transmitted if shared needles are used to inject the drug.   Potential harm to physical and psychological health is only one aspect of this troubling trend, though (Lombardo, 1990).   Ã‚  Ã‚  Ã‚   The non-medical use of performance enhancing drugs such as steroids, raises ethical and moral issues.   Engaging in steroids use is illegal and users are likely to find themselves acquiring these drugs through illicit and expensive channels. The heavy demand for anabolic steroids has given rise to black market, with sales estimated at as much as $400 million a year; moreover, supplies, which are often illegally manufactured and do not meet established standards, may be unhygienic (Miller, 1987).   Second, athletes who use these drugs are cheating because they gain an unfair advantage over opponents and violate the ban on steroids imposed by most major sports organizations.   Ã‚  Ã‚  Ã‚   Performance enhancing drugs may be addictive.   Users of steroids demonstrate an unwillingness to give them up even in the face of possibly dire consequences to their health.   As the health risks of anabolic steroids become more apparent, efforts to curtail their use — through education, legislation, and medical practices — are intensifying.   For those already hooked, kicking the steroids habit is the best chance to escape devastating side effects; for potential users, the solution, of course, is to never take the drug at all.   There are other ways to be a winner athletically and socially without harming health, and without cheating (Miller).   Ã‚  Ã‚  Ã‚   The use of performance enhancing drugs is spoiling the sports entertainment business today.   It is only fair for all athletes to give up drugs, or for all of them to take the same drugs with the same dosage at the same time.   If only a few athletes consume the drugs, it would be cheating on their part.   Ã‚  Ã‚  Ã‚   Still, it is best for all athletes to give up drug use altogether, seeing that there are harmful side effects, both psychological and physiological, related to the use of these drugs.   Given that many athletes are using performance enhancing drugs today, while the rest are not consuming them, these drugs most definitely have a negative effect on sports entertainment. References Kashkin, K. B., and Kleber, H. D. Hooked on Hormones? An Anabolic Steroid Addiction Hypothesis. Journal of the American Medical Association, December 1989. Lombardo, J. A. Anabolic/Androgenic Steroids. NIDA Research Monograph 102, 1990. Miller, R. W. Athletes and Steroids: Playing a Deadly Game, II.† FDA Consumer, November 1987. UNRV: Roman History. Archaeological News. â€Å"Drugs, Cheating Were Part Of Original Olympics Too,† 2003. Available at http://www.unrv.com/newsletter/newsletter-edition1.php. (5 February 2007).