The Fingerprint Identification Assignment Example | Topics and Well Written Essays - 750 words

The Fingerprint Identification - Assignment Example Some of the time contrasts or dissimilarities may emerge from the unique mark recognizable proof procedure. These distinctions don't infer that there is no distinguishing proof. My supposition is that it isn't right that there is non-recognizable proof. Non-distinguishing proof would not be conceivable on the grounds that the print contains such a large number of coordinating qualities, for example, it has an aggregate of 28 edges structures that are plainly detectable. A print with many coordinating qualities like this affirms recognizable proof. It would hence not have any disparity. The 28 edge structures in distinguishing proof are so a lot and effective to affirm the nearness of an ID in this situation. Divergence must be in the prints that are not coordinating (Leo, 1998). The structures are adequate coordinating qualities thus, can be utilized to used to make the assessment to expel the likelihood that the provider of the inactive print could be another person. Difference just demonstrates that there is a lacking point of interest to be sure of the identification. Vulnerability may exist in some inactive print assessors who are trading the terms mutilation and divergence. The effect of such misconstruing might be lost validity when the inactive print inspectors can't bolster their outcomes. The similitudes are utilized to determine character (Leo, 1998). Nonetheless, divergence demonstrates that two prints are not coordinating consequently; they are not from a similar print. While coordinating attributes have been found to recognize a personality, there can't be dissimilarities (Leo, 1998). The idea that disparity can be available in spite of the quantity of coordinating highlights isn't relevant. In the event that this were exact, at that point there would always be difference. This would in the long run imply that recognizable proof can never be made. Once in a while mutilations can likewise change the sign of prints. The contortions can likewise block the relationship. They are intermittent in all prints.â

Fireground Activity Assignment Example | Topics and Well Written Essays - 500 words

Fireground Activity - Assignment Example Notwithstanding, the casual conversation allows for firemen to share what they saw, what they felt, what occurred, and whatever other perceptions that should be included. This is a significant angle most definitely when one is attempting to figure out what may have caused a fire, and how it might have consumed. The more formal postfire gatherings likewise have preferences and impediments. It gives firemen the capacity to inspect the entirety of the proof and go to a choice. Be that as it may, it might be hard to consistently gone to the right choice inside one gathering, and this can surely be a weakness. There is additionally the issue of certain people hopping to specific ends and suspicions before the real factors are in and examined. Besides, there is no affirmation that all members at the meeting will concur. Along these lines, both casual and formal conversations managing the post fire ideas do have positive and negative angles.

Gross Domestic Product Analysis

Travel Writing Of The 21st Century An Exploration Of...

Travel Writing in the 21st Century: An exploration of Relevance through William Dalrymple. The creation of Google Earth has made the foreign ever more familiar by making the foreign accessible to anyone with access to a computer or internet cafe. The growing popularity of the internet has contributed to a â€Å"sense of information omnipotence [which] has proved horribly illusory† (Dalrymple 4). Travel writing provides global context and depth that is difficult to access through the internet, lending first-person perspective to international experiences. In Introduction to the Best Travel Writing 2010 author William Dalrymple uses persuasive techniques such as personal anecdotes, repetition, and quotes to convince readers of the continued relevance of travel writing in the 21st century. According to Dalrymple, travel writing is key to a comprehensive understanding of globalization within a contemporary context. (Dalrymple Introduction to Travel Writing 2010) Without travel writing, Dalrymple argues, there would be no genre where an author could â€Å"really assess another culture in some depth, without using academic jargon or disappearing down a well of academic over-specialization† (Dalrymple 4). â€Å"Academic over-specialization,† as Dalrymple so aptly puts it, serves to alienate readers who are unwilling to read something reminiscent of a textbook. By picking up a book about travel writing, the reader has the unique opportunity to read a first-hand account of an experience that

Analysis Of John Anderson s Labyrinth - 1628 Words

Labyrinth John Anderson is a young man just out of college who lands himself a job on Wall Street. He is a banker who wants to get ahead and achieve his version of the American Dream; wealth, traveling and power. John travels around the world selling loans to developing countries who are willing to borrow. This quickly turns from good to bad when these developing countries can no longer repay their debts and the reality of the bank’s lending is revealed. This leads to John having a moral conflict on the grand scale and how he has to break down his self in order to set straight the problems he has helped to orchestrate. This sends him in a deeper downward spiral where the only escape from his torment is suicide. Labyrinth is performed at the Hampstead theatre. This theatre was different than others, being that the stage is missing two walls and the audience is seated on both sides surrounding the stage. This is known as a traverse stage. This creates a different perspective for the two sides of the audience being that each person is experiencing a different view of the play. Some parts of the audience may take notice of things going on during the play while other don’t based on their view. This type of stage can also create difficulties for the actors as well. It is important that the projection of their voice is reached throughout the entire theatre as well as the actions they perform. Since the stage is smaller and set up differently, it is important the staging is set upShow MoreRelatedHow and to what purpose does Virgil use ekphrasis in the Aeneid3194 Words   |  13 Pagesdiscontinuing the narrative and describing scenes on artwork Virgil possesses the reader of a ‘strong need to interpret’.3 It is towards this interpretation the essay shall now turn. There are six ekphraseis in the Aeneid.4 A particularly close analysis of the murals in the temple to Juno, and of the shield of Aeneas will be given. It became clear during the research for this essay that the main three ekphraseis – the aforementioned ones, and the panels on the door to Apollo’s temple at Cumae -Read MoreOrganisational Behavioure23151 Words   |  93 Pagesand moods to OB issues. 3 4 Describe external constraints on emotions. LEARNING 258 OBJECTIVES ROBBMC08.QXD.0132431521 12/15/05 12:25 PM Page 259 CHAPTER 8 Emotions Can Be Powerful teve Wynn, the famous hotel S on the grounds of his flagship hotel and mogul, is an emotional person.1 casino, The Mirage. At the same time, He is known for his infectious while Wynn was in charge of the enthusiasm, as well as his temper. He once Mirage, it wasRead MoreCrossing the Chasm76808 Words   |  308 Pagesconsulting organization. In addition to maintaining its communications disciplines, it must also provide experienced counsel and leadership in making Foreword xiii fundamental marketing decisions. Market entry, market segmentation, competitive analysis, positioning, distribution, pricing—all these are issues with which a successful marketing effort must come to grips. And so we again remade ourselves, adding to market relations a second practice-high-tech marketing consulting. Today, our practices

President John F. Kennedy - 2040 Words

Almost a year after President John F. Kennedy was assassinated; a turning point would come for future President Ronald Reagan. In October 1964, Ronald Reagan gave a moving speech in support of Presidential candidate Barry Goldwater. Reagan was a phenomenal speaker and the American people learned this from hearing his speech â€Å"A Time for Choosing.† He knew how to engage the audience and keep them interested in what he was saying. He made them laugh one minute and feel anger in the next. When he spoke people listened. His speech endorsing Barry Goldwater was one that will always be remembered. He compelled the audience to listen and understand why the choice between Goldwater and Lyndon B. Johnson was an easy one. Reagan spoke of all the areas that the government had a hand in such as, farming, government programs like social security and welfare, and the Vietnam War and how they (the government) were going about all of these the wrong way. He spoke passionately abo ut the correct path for the American people to choose if they wanted to continue being this great nation that others turn to for aid. Reagan talked about many problems in the United States that people needed to choose between and how it all started with choosing Barry Goldwater for president. A big part of the 1964 election was race relations within the United States. In July President Johnson signed the Civil Rights Act, which prohibited discrimination based on race, color, religion, sex, andShow MoreRelatedPresident John F. Kennedy1738 Words   |  7 Pages President John Fitzgerald Kennedy Our Nation’s 35th President Andrew Hogenson History 112 June 15, 2015 John Fitzgerald Kennedy was the 35th President of the USA and served at that position only for three years as at the end of the third year he was assassinated in Texas. 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There are only a few good president in the history of America that people can actually say they liked and enjoyed where they lead this country. One of those few presidents was President John F. Kennedy. Elected in 1960 as the 35th president of the United States, Kennedy became the youngest and first Roman Catholic president. He won the hearts of many Americans with his youthfulnessRead MorePresident John F. Kennedy975 Words   |  4 PagesIn the words of President John F. Kennedy,† Change is the law of life. And those who look only to the past or present are certain to miss the future†. (John F. Kennedy) JFK was a president during a tense time in American History. The Civil Rights movement during the 1960’s questioned the status quo. This motivated change that influences many decisions we have today. The relevancy of truth and what is certain ascertains our duty as a citizen of the United States. As a citizen, it is our job to discernRead MorePresident John F. 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Labor Relations and Human Resources Management Code of Good Practice

Question: Describe about the Labor Relations and Human Resources Management for Code of Good Practice ? Answer: Introduction Overview of the Assignment In modern era, several business organisations have highly relied on Human Resource Management (HRM) as well as Human Resource Information System (HRIS), with an intention of enhancing the business competencies among the global players. In relation to this, it can be stated that most of the organisations are emphasising towards HRM related aspects for enrich as well as accomplish business success through the assistance man power (Kavanagh Johnson, 2012). Moreover, most of the global organisations are identified to balance available resources with an aim of achieving its desired results in terms of profitability and sustainability. Subsequently, organizations are recognized to use capital, manpower and technologies as a resource to perform their operations effectively in the market segments, which may lead an organisation towards better sustainability as well as profitability for the long-term period. Thus, it can be stated that HRIS principles usually helps an organisation to develop employee skills, organizational cultures, administration processes and systems among others (Kumar, 2012). In this assignment, the objective is to critical analysis the significance of HRM functions on employee effectiveness. In this context, it can be mentioned that recruitment and selection is the most crucial constituents for an organisation, through which an organisation can attract appropriate candidates for ensuring the specific responsibility within the organisation. At the same time, it can be stated that through emphasising towards the training and development related aspects an organisation also may enhance its operational efficiency by enhancing overall skills and knowledge of the existing as well as newly recruited workforce. Simultaneously, through emphasising towards HRM functions and principles an organisation may ensure the practice of good human resource management policies in terms of legal as well as regulatory framework (Shaikh, 2012). Objective of the Assignment In this particular assignment, the objective is to critically analyse the HRM functions. At the same time, this particular assignment will also emphasise towards the HRM practices related factors which may ensure the significance of employee effectiveness. Moreover, the study will also critically analyse the advantages and disadvantages of HRM practices. Additionally the study will also highlight the HRIS functions, which may lead an organisation towards better success. Literature Review With the effect of globalisation, during the last three decades, it has been identified that the role of HRM has been extended from management of employees towards becoming more strategic one. Anne (2011), argued globalisation has increased the level of competition in the entire global market, which has influenced organisations to improve their performance level more effectively. In this regards, Silva (2014) claimed that most of the business organisations in the recent time have started emphasising the industrial relationship by motivating the capability and enhancing the loyalty levels of their employees. In this regards, Shaikh (2012), mentioned that the traditional role of HRM is executing strategic plans of the organisation in order to establish a strong industrial relationship. Deakin (2009) also describes a field, where a relationship is established between an employer and a worker under a written agreement of employment. Contextually, this type of relation is also referred as an employment relationship. In case of an industrial relationship or employment relationship, organisations are liable to discharge certain performances towards the welfare of its workforce such as ensuring health and safety workforce and providing them with hygienic workplace environment. Variations in HRM Laws During the early 21st century, it has been observed that organisations are faced with several challenges in terms of their workforce. Thus, most of the countries have conducted major amendments in their federal industrial legislation in order to develop the industrial relations during the last couple of decades. In this regards, Mitchell et. al. (2010) argued that in case of industrial relationship, role of labour laws have been observed to be extremely prominent with respect to safeguarding the rights of labours. The differences in the labour laws across the countries have raised several questions in the globalized era (Armstrong, 2009). Unlike other countries in the world, the UK has been identified to witness significant policy reversals with respect to labour union laws and frameworks. As result dramatic fall was experienced in terms of number of labour union in the country. It has been argued that variations in labour laws have been acting as exogenous cause leading towards incr eased unemployment as well as declining growth. The impact of variations in labour law is reckoned to be positive as well as negative and hence predicating its impact is claimed to be quite difficult (Mitchell et. al., 2010). HRM Policy and its Practice According to Dale (2012), the term HRM can be used in both ways. First, HRM denotes a generic term to describe the form of management activities, which conventionally portrays personnel management. On the other hand, HRM is considered as a typical approach to recommend a specific philosophy towards carrying out people-oriented organisational activities. During the last couple of decades, it has been observed that most of the industries have faced several challenges in terms of their workforce. In accordance with viewpoint of Prieto and Perez-Santana (2013), the differences between the organisations its workforce has deteriorated the workplace environment in many large and small organisations. Apart from this, long working duration, lack of security and poor environment has influenced the working forces of the organisations in a negative manner. Simultaneously, the impact of high level immigrants has been also affected the business environment and economy in a massive manner (Beard we ll and Claydon, 2010). In this regards, Jiang et. al. (2012) claimed that during the early 21st century, most of the organisations have focussed on introducing several strategies aligned with the HRM in order to develop the knowledge, skills and abilities of the employees. Simultaneously, organisations are applying HRM strategies with the aim of ensuring high productivity through motivating its workforce. Moreover, organisations are also availing several opportunities in order to boost employee empowerment and responsibility level more significantly (Dessler, 2011). Human Resource Information System HRIS is an emerging concept in the sphere of Human Resource Management for conducting HR related operations effectively. HRIS functions in four different areas such as operational, tactical, strategic and computerized (Kumar, 2012). The types of HRIS are illustrated and defined here under. Operational Human Resource Information System Operational human resource information system helps an organization to make decisions by providing support of reviewing HR data and human resource services. Operational-level information system collects data, which is relating to human resources and include information about an organizations positions, its workforce and governmental regulations among others (Kumar, 2012). Moreover, it has been also identified that few system, which is a part of operational systems are as follows: Employee Information Systems The human resource information system analyses information of an organizations employees in order to make various HR decisions. Employees information comprises name of an employee, address, sex, education qualification, experience, salary among others (Kumar, 2012). Performance Appraisal Information Systems The system denotes performances and productivity of employees. The data is used as a witness in order to evaluate employees according to their performance and commitment level. The system helps an organization to determine the appraisal system in the areas of promotion, transfer and termination (Kumar, 2012). Tactical Human Resource Information System The tactical information system usually helps an organization to make decisions relating to allocation of resources. Several essential decisions such as recruitment, training as well as development, job analysis and designing, and employee compensation planning decisions are conducted through the help of tactical HRIS (Kumar, 2012). Strategic Human Resource Information System Strategic HRIS assists an organization to implement strategic human resource management practices. Organizations use the system in order to make long term planning for the workforce during entrance in a new market or in case of introducing new product in existing marketplaces. Consequently, the system also helps in case of labor negotiation for an organization by evaluating the current performance with respect to the expected outcomes (Kumar, 2012). Computerized Human Resource Information System Organizations have produced several integrated software, which have helped organizations to maintain the HRIS in a computerized manner. Moreover, the software helped to develop integrated database and report of business related essential files. Apart from this, the integrated software and computerization has helped the organizations to enhance their efficiency effectively (Kumar, 2012). A picture is depicted below for better understanding the types of human resources information systems Figure 1: Types of Human Resource Information System (Source: Kumar, 2012) Advantages and Disadvantages of HRIS Practices Subsequently, it can be recognized that operational human resource information system is an effective HR managing technique based on which HR functions and operations can be managed successfully. In this respect, Castles Family Restaurant is required to adopt operational human resource information system in order to make appropriate HR decisions. Thus, it can be asserted that operational human resource information system should assist in reviewing information and performance of the employees more effectively through the help of this model (Kumar, 2012). Human Resource Information System Vendor Choice HRIS vendors provide different HR solution services to corporate for managing HR effectively. HRIS vendors including People-Trak (https://www.people-trak.com/services/) and HRMS Solutions (https://www.hrmssolutions.com/hris-solutions/) are few of the renowned HRIS vendors providing HR solution services (People-Trak, 2014). Both the HRIS vendors are economical in terms of service cost. Whereas, the HRMS Solutions is identified to be comparatively better than People-Trak vendor because of several extra features relating to reviewing the performance of employees in terms of training and development, time and attendance, salary planning and payroll among others (HRMS Solutions, 2014). Application of Good Practice during HRM Operations In order to ensure effective HR functions an organisation should practice effective HRM principles, which usually ensure the policies and principles of Good Practices. In this case it can be stated that this particular approach may assist an organisation to attract as well as choose a different set of people, who has the skills, temperament as well as capabilities to ensure the organisational requirements (Torrington et al., 2008). In this context, it can be also argued that through incorporating Good Practices related HRM principles an organisation may identify/ select/ choose the right person for the right profile/ work environment. In accordance with Aid (2003), effective human resource strategy is recognised as Good Practice. In this regard, the primary objective of an organisation is to ensure the efficiency as well as effectiveness of recruitment process through adhering discipline. At the same time, by adopting Good Practice related HRM principles an organisation may also ensu re the quality of the training and development related procedure, which actually help an organisation to establish responsibilities on its newly hired workforce (Aid, 2003). According to the report of Victorian Public Sector Commission (2010), through incorporating good practice related HRM principles, an organisation may enhance the efficiency and effectiveness of the recruitment as well as selection process. The flowing steps will highlight the Good Practice related HRM principles: Stage 1) Planning is one of the most crucial aspects for an organisation i.e. recruitment and selection process. In this regard, it can be stated that through emphasising towards planning related aspects an organisation may ensure the specific timeframe and selection technique of the recruitment and selection process. Apart from this, planning may also help an organisation to identify the actual selection criteria, which can be also determined by considering certain factors such as knowledge, skills, attribute and experience of the potential workforce (Victorian Public Sector Commission, 2010). Stage 2) Identify an appropriate recruitment strategy is highly essential for an organisation, which is usually assist an organisation to attract the attention of the potential workforce. In this regard, during the advertising of employment related circulation an organisation should highlight the provided opportunities and benefits of its workforce, which may grab the attention of the potential workforce (Victorian Public Sector Commission, 2010). Stage 3) Similarly, short-listing applications is one of the key factors, which may enhance the overall efficiency of the recruitment and selection process. In this context, it can be argued that short-listing applications on the basis of fairness is also considered as one of the crucial factors, which may influence the performance/ outcome of an organisation. In relation to this, it can be also mentioned that an organisation should emphasising towards standardised format and selection criteria for determining the suitable candidate for the required profile. Apart from this, during the selection procedure the organisation should evaluate the candidates through interview as well as additional assessment. In this context, candidate rating is highly essential for identifying/ choosing the best alternatives among the varied options (Victorian Public Sector Commission, 2010). Stage 4) Additionally, boarding is also considered as most essential mechanisms through which an organisation can establish better skills, knowledge and behaviour amid the newly hired workforce. Thus, this boarding procedure is also can be regarded as a training and development process, which can help an organisation to enhance the overall outcome in a effective manner (Victorian Public Sector Commission, 2010). In this context, it can be mentioned these above stated stages are considered as good practice related HRM principles, which may assist an organisation to enhance the efficiency of HRM principles during the execution of HRM functions (Victorian Public Sector Commission, 2010). Human Resource Management Lead Organisations towards Employees Effectiveness Human resource management (HRM) is a practice through which an organisation can control and supervise their workforce (Beard well, 2007). In order to define good practice of human resource management, it can be stated that this HRM is embrace by an organisation to attract potential individuals towards the organisation for working purpose. Apart from this, human resource practice helps an organisation during selecting and training new employees. Moreover, the practice of HRM also facilitates in supervising organisational leadership and culture (Mullins, 2007). On the contrary, personnel management is a method through which organisations eventually maintain people and their workforce in order to establish satisfaction relationship within the organisation. Moreover, through practicing personnel management an organisation can ensure commitment of its people and employees to contribute their participation towards the organisation in order to attain organisational goal (Armstrong, 2006). In order to evaluate the role and responsibilities of line manager, it can be apparently affirmed several individuals and even a team can be work directly under the line manager. Simultaneously, most of the managers who are controlling few individuals or a team also took order from the supervising authority (Brewster et al., 2007). Thus, it can be evidently asserted that line managers need to maintain their appropriate role along with several responsibilities which is conveyed by the high level management in order to accomplish organisational goal smoothly. According to define the role, it can be stated that the actual role of a line manager is to lead its team sincerely. Consequently, the responsibilities are to convince people according to the requirement and monitor the entire work process with dedication. Apart from this, there are few key roles of a line manager such as managing operational cost, providing technical support, evaluating the quality of the product and/or services and allocating work among subordinates. Moreover, line managers also need to deal with customers or clients in order to raise the business performance. Additionally, measuring operational performance, building operational level strategies and implementing those strategies are the most essential responsibility of a line manager in an organisation (Armstrong, 2006). Modern HRM Functions and Legal and Regulatory Framework on HRM According to the observation, it has been witnessed that HRM within an organization are required to perform diverse functions which involves recruitment, selection, training and development of employees. HRM through effective performance of its functions such as recruiting people, providing training and development facility to the employees enables organisation to accomplish its broad objective. Apart from this, HRM concept also helps an organisation to raise its performance level via motivating employees and offering rewards and bonus to the employees (Sisson and Storey, 2000). According to the research, HRM within an organization is influenced by the legal and regulatory framework to a considerable extent. Over the years, it has been observed that organisations are required to comply with several legislations in order to ensure that the recruitment process is fair and in equal for everyone. At the same time, there are several laws being enacted by the government across the globe th at restricts discrimination of employees based on sex, religion, gender or any other grounds. Moreover, during remunerating those employees organisations must have to maintain certain clauses, which are bound by the legal regulation. Thus, it can be evidently asserted that the impact of the legal and regulatory framework on HRM is highly prominent (Prince, 2007). According to observation, it has been perceived that in order to terminate an employee an organisation need to follow legal and regulatory framework to make the process smooth indeed. As per the most of the continental legislation, it suggests that during termination process an organisation need to provide respect and dignity to the terminated person. On the other hand, in the circumstance of cessation of employment, organisation needs to be conscious about financial and other issue in order to avoid legal consequences. Similarly, during the cessation of employment an organisation need to express the reasons behind the cessation clearly. Otherwise, it can affect co-workers, which can lead massive problem in terms of achieving the organisational goal (Nyberg et. al., 2014). Consequently, in order to identify the reasons for cessation of employment within an Organisation it can be asserted that it may be due to various reasons such as the poor performance of the employee, breach of organizational established norms and standards and unfavourable economic conditions for the organization like economic crisis. If an employee consistently performing poor then it can hamper the organisational objective (Salaman et al., 2012). During this circumstance, an organisation needs to keep entire performance records of that employee and the organisation needs to advice that employee in order to rectify his/her performance within a reasonable amount time. Instead of that if the employee has failed to make that necessary improvement then the organisation can terminate that employee due to poor performance. Apart from this, organisations have the privilege of terminating an employee due to several occurrences such as theft, dishonesty, making discriminatory conduct toward s others and for being intoxicated during workplace (Mikandel, 2010). Moreover, an organisation can cease employment during restructuring organization or crisis situation. According to the observation, it has been explored that several organisations have taken cost saving measure during the economic downfall and downsizing large number of employees at a time (Sani, 2012). Besides, all of these it has been observed that an employee also have the privilege of leaving an organisation according his own choice. In this case, the employee has to issue a described letter, where he/she must have to mention that according to own interest the he/she willing leaving that organisation. Apart from this, during this kind of circumstances an employee has to serve for a certain period of time as specified in the employment terms and conditions with that particular organisation in order to provide them the opportunity of finding an alternative employee for that position (Nyberg et. al., 2014). Recommendation Based on the review of academic literatures, it is identified that HRM functions are considered as one of the most essential aspects for an organisation, which usually assist an organisation to ensure the effectiveness and efficiency of the workforce. In this regard, more specifically it can be stated that through emphasising towards the HRM related laws, policy as well as practices an organisation also may ensure the appropriate outcome within the competitive business environment. In this regard, it can be recommended that through incorporating strategic human resources management and development related approach an organisation may enhance the effectiveness of its workforce (Dale, 2012). At the same time, it may claimed that through incorporating good practice related HRM principles an organisation may motivate its workforce and it also assist the organisation to establish a positive relation with its workforce. Moreover, through adopting good practice related HRM principles, an or ganisation also may enhance the overall values and standards of its existing workforce (Armstrong-Stassen, 2008) In this regards, it can be also recommended that through incorporating strategic HRM approach an organisation may mitigate several challenges during the execution of business operations such as political forces, cultural forces and economic forces among others. At the same time, adopting strategic HRM principles may also assist an organisation to reduce its workforce related problems, which also may ensure the consistence of an organisation it terms of business performance. Moreover, incorporating strategic HRM principles may help an organisation to provide healthcare and safety related facilities, which may lead the commitment of the workforce towards positive dimension. Additionally, adoption of strategic HRM policy may lead an organisation towards gaining better business competencies in the operating marketplace (Armstrong-Stassen, 2008). Conclusion Based on the above discussion, it is quite clearly revealed that HRM functions are recognised as one of the most essential aspects for an organisation, which may lead an organisation to archive better productivity by enhancing the efficiency level of the workforce. At the same time, it can be also stated that adequate HRM functions also may help an organisation to ensure the long-term sustainability in a competitive business environment. In this regard, it is also identified that through incorporating strategic HRM principles an organisation may also enhance the efficiency and effective of its workforce, which may enhance the skills, knowledge and perception towards the work. In this context, it can be stated that through incorporating strategic HRM principles an organisation my also enhance the motivation and commitment of the workforce towards the work responsibility on an organisation. Thus, adequate strategic HRM principles are also recognised as good practice, which is also cons idered as ethical and legal approach of HRM. Apart from this, based on the review of literature it is also revealed that adequate HRM practices can enhance performance for an organisation through improving succession planning and aptitude development related aspects, which may also lead an organisation to gaining better competitive advantages within the operating marketplace. Simultaneously, adequate HRM principles can help an organisation to cultivate better industrial relationship with the employees. On the contrary, adequate HRM practices also can bring new talents towards an organisation. Thus, it can be mentioned that adequate HRM principles and functions such as good practice policy of the recruitment and selection process can enhance the efficiency of the workforce within an organisation. Moreover, it also help an organisation to achieve success by hiring potential employees. At the same time, it can be also stated that strategic HRM principles and practice may also help an organisation to enhance the operational efficiency of the workforce through developing better decision making ability. Simultaneously, it is also identified that through practicing adequate HRM principles, an organisation may utilise its resources efficiently, which also lead better productivity for an organisation. Apart from this, effective strategic HRM principles can help an organisation to perform HR functions effectively such as recruitment and selection, performance appraisal, training, upgrading of skills and career development, along with direct employee participation and communication. At the same time, human resources management may help an organisation to maintain good working cultures through ensuring the support in case of health and safety related aspects. Reference List Aid, 2003. Recruitment and selection. Code of Good Practice in the Management and Support of Aid Personnel. [Online] Available at: https://www.peopleinaid.org/pool/files/code/code-en.pdf [Accessed August 5, 2015]. Anne, T., 2011. Labor Relations and Human Resources Management: An Overview. Labour Relations and Human Resources Management, p. 1. Armstrong, M., 2006. A Handbook of Human Resource Management Practice. Kogan Page Publishers. Armstrong, M., 2009. Armstrongs Handbook of Human Resource Management Practice. Kogan Page. Armstrong-Stassen, M., 2008. Human Resource Practices for Mature Workers And Why Arent Employers Using Them. Asia Pacific Journal of Human Resources, Vol. 46, Iss. 3, pp. 334-352. Beard well, I., 2007. Human Resource Management: A Contemporary Approach. Prentice Hall. Beard well, J., and Claydon, T., 2010. Human Resource Management. Prentice Hall. Brewster et al., 2007. International Human Resource Management. Charted Institute of Personal Development. Dale, K., 2012. The Employee as Dish of the Day: The Ethics of the Consuming/ Consumed Self in Human Resource Management. Journal of Business Ethics, Vol. 111, pp. 13-24. Deakin, S., 2009. The Evidence-Based Case for Labour Regulation. Regulating Decent Work Conference, ILO, Geneva, pp. 1-21. Dessler, G., 2011. Human Resource Management. Prentice Hall. HRMS Solutions, 2014. Explore Solutions. Recruitment and Selection Process. [Online] Available at: https://www.hrmssolutions.com/hris-solutions/ [Accessed August 5, 2015]. Jiang, K., et. al., 2012. How Does HRM Influence Organizational Outcomes? A Meta-Analytic Investigation of Mediating Mechanisms. Academy of Management Journal, Vol. 55, No. 6, 1264-1294. Kavanagh, M. J., and Johnson, R. D., 2012. Human resource information systems. [Online] Available at: https://online.vitalsource.com/#/books/9781452241111/pages/41400273 [Accessed August 5, 2015]. Kumar, R., 2012. Human Resource Information System: An Innovative Strategy for Human Resource Management. Gian Jyoti E-Journal, 1(2), 1-13. Mikandel, C. 2010. The Impact of a Reward System on Employee Motivation in Motonet-Espoo. Arcada. [Online] Available at: https://www.theseus.fi/bitstream/handle/10024/16956/carolina_mikander.pdf [Accessed August 5, 2015]. Mitchell, R., et. al., 2010. The Evolution of Labour Law in Australia: Measuring the Change. Australian Journal of Labour Law, pp. 1-31. Mullins, L. J. 2007. Management and Organisational Behaviour. Financial Times Prentice Hall. Nyberg, A. J., et. al., 2014. Resource-Based Perspectives on Unit-Level Human Capital: A Review and Integration. Journal of Management, Vol. 40, No. 1, pp. 316-346. People-Trak, 2014. Human Index. Services. [Online] Available at: https://www.people-trak.com/service [Accessed August 5, 2015]. Prieto, I. M. and Perez-Santana, M. P., 2013. Managing Innovative Work Behavior: The Role of Human Resource Practices. Personnel Review, Vol. 43, Iss 2, pp. 184-208. Prince, A., 2007. Human Resource Management. Thomson Learning. Public Service Commission of Queensland Government, 2013. Best Practice Guide for Executive Recruitment and Selection. Publications. [Online] Available at: https://www.psc.qld.gov.au/publications/assets/guidelines/131018-Best-practice-guide-for-executive-recruitment-and-selection.pdf [Accessed August 5, 2015]. Salaman, G., et al., 2012. Strategic Human Resource Management: Defining the Field. The significance of Strategic Human Resource Management, pp. 1-12. Sani, A. D., 2012. Strategic Human Resource Management and Organizational Performance in the Nigerian Insurance Industry: The Impact of Organizational Climate. Business Intelligence Journal, Vol. 5, Iss. 1, pp. 8-20. Shaikh, M. R., 2012. Strategic Human Resource Management. Chapter 2. [Online] Available at: https://shodhganga.inflibnet.ac.in/bitstream/10603/3780/10/10_chapter%202.pdf[Accessed August 5, 2015]. Silva, S. R., 2014. Human Resource Management, Industrial Relations and Achieving Management Objectives. International Labour Organisation, pp. 1-22. Sisson, K., and Storey, J., 2000. Human Resource Management. Blackwell. Torrington, D., et al. 2008. Human Resource Management (7th Edition). Prentice Hall. Victorian Public Sector Commission, 2010. Best Practice Recruitment and Selection. Ssa.Vic.Gov. [Online] Available at: https://www.ssa.vic.gov.au/products/view-products/best-practice-recruitment-and-selection-toolkit.html [Accessed August 5, 2015].

Buy A House Essay Analysis Essay Example

Buy A House Essay Analysis Paper Purchasing a new home is a major financial decision people make when they are able to. Their ability to make this decision is largely determined by how well the economy is performing. Marginal costs and marginal benefits The strength of an economy can greatly affect the marginal costs of home ownership. This is done by allowing the home buyers to see the amount of home they are able to obtain at various points in the economy. When interest rates are lower, consumers are able to get more house for the same amount of money, as opposed to when they re higher. Marginal benefits are also affected by the strength of the economy since it allows consumers to easily see what they could get by purchasing a home, as opposed to renting. Tax deduction removal If the annual tax deduction on mortgage interest was removed, it could have a great affect on those that finance their homes. Since the amount they are credited with on their taxes can be up to several thousand dollars, it can mean many people are going to be without the potential savings safety net they could have once they file the following year. Buy A House Essay Sample We will write a custom essay sample on Buy A House Essay Analysis specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Buy A House Essay Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Buy A House Essay Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer Despite eventually being able to own the home outright, some buyers may not see a difference with renting since there Is no benefit Involved. Changes in government spending and taxes When the government Introduces or takes away special programs, It makes a difference to those purchasing homes. A good example of that was the recent $8000 tax credit for making a home purchase. This was Introduced to help save the mortgage industry by giving more people the opportunity of homeownership with a government Issued credit. It served as a balance to the stricter loan requirements banks were going by as well. A New House-Marginal Costs and Marginal Benefits A New House-Marginal Costs and Marginal Benefits A New House-Marginal Costs and Marginal Benefits

Free Essays on A Time In My Life

Moving from one city to another city can often be very difficult for a child. The reason for this is that you aren’t just moving to a different city. You’re moving to a different atmosphere, school, group of friends and neighbors. Moving is one thing that is very hard but has come very easy to me. We were transitioning from Japan to Virginia and my parents sent me and my sister, Ashley, to Hawaii to stay with my grandparents so that they could find a good living area with a good school system. We moved and it was hard but I was only twelve and I eventually got over it and then began to make new friends. Moving wasn’t such a big deal to me anymore, especially after the 7th time. I loved my grandparents to death, so I had a blast staying with them to finish up the school year. Plus they lived in Hawaii†¦enough said, nice weather, cute boys, and the beach. I was young and had no responsibilities. Up until that point I was feeling pretty good. Until one day whil e my grandpa was at work, well he was retired but he just helped out once and a while, he had a massive stroke and was rushed to the hospital. Till that day no one in my family that I was close with had died or have had something awful happen to them. So my family and I were sitting in the hospital waiting for the doctor to come out and tell us something. One thing you must know about my grandfather is that he is this jolly old man with a huge belly. You would think it was a beer belly, but it defiantly was full of food, he loved to eat. We couldn’t go anywhere without him knowing someone and stand there for what seemed like hours of him talking. He was real big into church and he was always helping people out. So when the doctor came out finally he had told us that my grandfather had had a stroke and it hit his left side making him paralyzed on his right. He could no longer use anything on his right ride. So eating, walking, and talking were gone. The normal things in life . .. Free Essays on A Time In My Life Free Essays on A Time In My Life Moving from one city to another city can often be very difficult for a child. The reason for this is that you aren’t just moving to a different city. You’re moving to a different atmosphere, school, group of friends and neighbors. Moving is one thing that is very hard but has come very easy to me. We were transitioning from Japan to Virginia and my parents sent me and my sister, Ashley, to Hawaii to stay with my grandparents so that they could find a good living area with a good school system. We moved and it was hard but I was only twelve and I eventually got over it and then began to make new friends. Moving wasn’t such a big deal to me anymore, especially after the 7th time. I loved my grandparents to death, so I had a blast staying with them to finish up the school year. Plus they lived in Hawaii†¦enough said, nice weather, cute boys, and the beach. I was young and had no responsibilities. Up until that point I was feeling pretty good. Until one day whil e my grandpa was at work, well he was retired but he just helped out once and a while, he had a massive stroke and was rushed to the hospital. Till that day no one in my family that I was close with had died or have had something awful happen to them. So my family and I were sitting in the hospital waiting for the doctor to come out and tell us something. One thing you must know about my grandfather is that he is this jolly old man with a huge belly. You would think it was a beer belly, but it defiantly was full of food, he loved to eat. We couldn’t go anywhere without him knowing someone and stand there for what seemed like hours of him talking. He was real big into church and he was always helping people out. So when the doctor came out finally he had told us that my grandfather had had a stroke and it hit his left side making him paralyzed on his right. He could no longer use anything on his right ride. So eating, walking, and talking were gone. The normal things in life . ..

Research paper in Information technology articals Essay

Research paper in Information technology articals - Essay Example nder research reports about the new version of Microsoft’s sleek and strong server operating system which is enhanced in options by virtualization, networking and security. This is a product which the IT sector cannot resist to use and seems to have a competitive edge over the Linux. The new version of operating system overrides the complaint about Microsoft Window Server resource foot print in terms of memory, CPU and disk space in its 2003 version. However, the new version has accommodated more requirements from the perspective of fulfilling physical server. Windows Server 2008 comes with a 64 bit server operating system that is equipped with a smaller average resource footprint than Windows Vista. Windows Server 2008 Datacenter is built to function with speed from the sleek Server Core which is a light weight virtualized guest operating system. Windows Server 2008 is all set to replace the Windows Server 2003 in all IT outlets due to its independent virtual servers that is efficient in both features and footprint over a wide range of choice. Options to use email, database, robust edge services and collaboration are embedded in the form of add-ons. However, these options can be set in the host level by providing the option of virtualized guest allocating applications and services that use the OS components. In short, one set of SQL Server or Exchange Server extends service for other options like never before. The article goes on to explain the viability of combining Window Server 2008 with an eight core, two socket AMD Barcelona reference server that yields impressive results that applaud the hardware architecture of the Windows OS. The article reveals that Windows Server 2008 is constructed for virtualization. All the stock keeping units (SKU’s) till the Datacenter are equipped to meet buffet scalability. A user can find the detailed features of the server with more accuracy than one could view in Windows Server 2003 like feature to run the OS, where to

Organisational Change in the Oticon Essay Example | Topics and Well Written Essays - 1750 words

Organisational Change in the Oticon - Essay Example The above issues regarding creativity appear in all aspects of life including business activities. In the case of Oticon, creativity has been expressed mostly through the initiatives taken by its president, Lars Kolind, who managed to apply an innovative strategy of change in all the company’s sectors within the 10 years that remained in the firm’s presidency. The whole creative management response of Kolind regarding Oticon is presented in Appendix Ia where the most important strategic decisions of Kolind had been summarized in order to create an ‘alternative Creative Management Response Model’ as presented in Appendix I. As shown in Appendix Ia, the main characteristics of change management applied by Kolind were the redefinition of the company’s vision, the creation of the project-based scheme of operation, the enhancement of the trust towards the employees, the development of technology used in all corporate sectors (from the administration depar tment to the production area) and the set of short-term goals rather than the long term plans which were proved to be inadequate for the company’s development in the modern commercial area. On the other hand, the reduction in the number of employees as taken place in the initial phase of change (in fact in the first two years of Kolind’s presidency) was only temporary and the restructuring of the company’s administration, as well as the reassignment of activities, led to the development of company’s performance on a continuous basis. Towards this direction, the enhancement of communication in the internal environment, as well as the promotion of the team work (through the cooperation of groups on a specific project), also supported the effectiveness of the strategy of change applied by Kolind. Every form of metaphor has its particular role in the business strategy (in accordance with the targets set by the organization’s leader) and it can be used along with other tools of strategic management in order to lead to specific results.

Classical Political Economy Essay Example for Free

Classical Political Economy Essay Publication of Adam Smiths The Wealth of Nations in 1776, has been described as the effective birth of economics as a separate discipline.[108] The book identified land, labor, and capital as the three factors of production and the major contributors to a nations wealth, as distinct from the Physiocratic idea that only agriculture was productive. Smith discusses potential benefits of specialization by division of labour, including increased labour productivity and gains from trade, whether between town and country or across countries. [109] His theorem that the division of labor is limited by the extent of the market has been described as the core of a theory of the functions of firm and industry and a fundamental principle of economic organization.[110] To Smith has also been ascribed the most important substantive proposition in all of economics and foundation of resource-allocation theory – that, under competition, resource owners (of labour, land, and capital) seek their most profitable uses, resulting in an equal rate of return for all uses in equilibrium (adjusted for apparent differences arising from such factors as training and unemployment).[111] In an argument that includes one of the most famous passages in all economics,[112] Smith represents every individual as trying to employ any capital they might command for their own advantage, not that of the society,[113] and for the sake of profit, which is necessary at some level for employing capital in domestic industry, and positively related to the value of produce.[114] In this: He generally, indeed, neither intends to promote the public interest, nor knows how much he is promoting it. By preferring the support of domestic to that of foreign industry, he intends only his own security; and by directing that industry in such a manner as its produce may be of the greatest value, he intends only his own gain, and he is in this, as in many other cases, led by an invisible hand to promote an end which was no part of his intention. Nor is it always the worse for the society that it was no part of it. By pursuing his own interest he frequently promotes that of the society more effec tually than when he really intends to promote it.[115] Economists have linked Smiths invisible-hand concept to his concern for the common man and woman through economic growth and development,[116] enabling higher levels of consumption, which Smith describes as the sole end and purpose of all production.[117][118] He embeds the invisible hand in a framework that includes limiting restrictions on competition and foreign trade by government and industry in the same chapter[119] and elsewhere regulation of banking and the interest rate,[120] provision of a natural system of liberty — national defence, an egalitarian justice and legal system, and certain institutions and public works with general benefits to the whole society that might otherwise be unprofitable to produce, such as education[121] and roads, canals, and the like.[122][123] An influential introductory textbook includes parallel discussion and this assessment: Above all, it is Adam Smiths vision of a self-regulating invisible hand that is his enduring contribution to modern economics.[124] The Rev. Thomas Robert Malthus (1798) used the idea of diminishing returns to explain low living standards. Human population, he argued, tended to increase geometrically, outstripping the production of food, which increased arithmetically. The force of a rapidly growing population against a limited amount of land meant diminishing returns to labour. The result, he claimed, was chronically low wages, which prevented the standard of living for most of the population from rising above the subsistence level.[125] Malthus also questioned the automatic tendency of a market economy to produce full employment. He blamed unemployment upon the economys tendency to limit its spending by saving too much, a theme that lay forgotten until John Maynard Keynes revived it in the 1930s. While Adam Smith emphasized the production of income, David Ricardo (1817) focused on the distribution of income among landowners, workers, and capitalists. Ricardo saw an inherent conflict between landowners on the one hand and labour and capital on the other. He posited that the growth of population and capital, pressing against a fixed supply of land, pushes up rents and holds down wages and profits. Ricardo was the first to state and prove the principle of comparative advantage, according to which each country should specialize in producing and exporting goods in that it has a lower relative cost of production, rather relying only on its own production.[126] It has been termed a fundamental analytical explanation for gains from trade.[127] Coming at the end of the Classical tradition, John Stuart Mill (1848) parted company with the earlier classical economists on the inevitability of the distribution of income produced by the market system. Mill pointed to a distinct difference between the markets two roles: allocation of resources and distribution of income. The market might be efficient in allocating resources but not in distributing income, he wrote, making it necessary for society to intervene.[128] Value theory was important in classical theory. Smith wrote that the real price of every thing is the toil and trouble of acquiring it as influenced by its scarcity. Smith maintained that, with rent and profit, other costs besides wages also enter the price of a commodity.[129] Other classical economists presented variations on Smith, termed the labour theory of value. Classical economics focused on the tendency of markets to move to long-run equilibrium.

black holes :: essays research papers

The Search for Black Holes: Both as a Concept and An Understanding for age’s people have been determined to explicate on everything. Our search for explanation rests only when there is a lack of questions. Our skies hold infinite quandaries, so the quest for answers will, as a result, also be infinite. Since, its interception, Astronomy as a science speculated heavily upon discovery, and only came to concrete conclusions later with closer inspection. Aspects of the skies which at one time seemed like reasonable explanations are now laughed at as egotistical ventures. Time has shown that as better instrumentation was developed, more accurate understanding was attained. Now it seems, as we advance on scientific frontiers, the new quest of the heavens is to find and explain the phenomenon known as a black hole. The goal of this paper is to explain how the concept of a black hole came about, and give some insight on how black holes are formed and might be tracked down in our more technologically advanced future. Gaining an understanding of a black hole allows for a greater understanding of the concept of space time and maybe gives us a grasp of both science fiction and science fact. Hopefully, all the clarification will come by the close of this essay. A black hole is probably one of the most misunderstood ideas among people outside of the astronomical and physical communities. Before an understanding of how it is formed can take place, a bit of an introduction to stars is necessary. This will shed light on the black hole philosophy.   Ã‚  Ã‚  Ã‚  Ã‚  A star is an enormous fire ball, fueled by a nuclear reaction at its core which produces massive amounts of heat and pressure. It is formed when two or more enormous gaseous clouds come together which forms the core, and as an aftereffect the conversation, due to that impact, of huge amounts of energy from the two clouds. The clouds come together with a great enough force, which a nuclear reaction ensues. This type of energy is created by fusion wherein the atoms are forced together to form a new one. In turn, heat in excess of millions of degrees Fahrenheit is produced. This activity goes on for eons until the point at which the nuclear fuel is exhausted. Here is where things get interesting. For the entire life of the stars, the nuclear reaction at its core produced an enormous outward force.

Cola Wars Continue: Coke and Pepsi in 2010 Essay

Read and Apply: Michael E. Porter (2008), â€Å"The Five Competitive Forces that Shape Strategy†, Harvard Business Review, (January 2008), pp. 2-17 Assignment Questions (AQ) (a) Why has the soft drink industry been so profitable for concentrate producers? Compare the economics of the concentrate business to the bottling business: why is the profitability so different? [50% points] The soft drink industry has been extremely profitable for Concentrate producers. When we study the 5 forces analysis, we come to a conclusion that almost all the forces have contributed significantly in this massive profit generating mechanism. Threat of new entrants is low and there are multiple high barriers to entry. Despite the low cost of establishing a concentrate production plant, the producers have to develop exclusive relations with bottling plants and support them in marketing research, advertising and setting up distribution channels which is difficult for new entrants and require huge capital infusion. Bargaining power of Buyers used to be negligible as concentrate producers used to make bottlers abide by fixed price contracts which made them operate on razor thin margins. After adoption of incidence pricing, the bottling plants renegotiated for different distribution channels and different product ranges as the bargaining power shifted and the prices were increased based on consumer price index and inflation. But this bargaining power was kept in check since concentrate producers did not allow a bottling plant to gain significant market influence and they regularly bought out bottling plants to maintain their control.(Exhibit 3b) Bargaining power of suppliers was minuscule since all products are basic commodities like sweetener, caffeine and color with multiple suppliers who do not hold much bargaining power with a large corporation. Threat of substitute product is suppose to be high since there are a variety of substitutes available which meet the end purpose of quenching the thirst and consumer being open to healthy or low calorie substitutes like tea, juice or energy drink. But the conventional concentrate producer has diversified its product portfolio to meet all demands and keep its consumer base loyal. Also strengthening distribution networks and creating advertisement campaign has led to consumer retention.(Exhibit 8) Competition is high since major brands competing are Coca cola and pepsi who compete at every level, from product range and bottling plants to retailer selection and advertisement. Both concentrate producers are have deep pockets to execute swift decisions and they have adopted similar strategies to gain market share and consolidate. They have a staggering market presence controlling nearly 3/4th of the market and they have surgically acquired or contained all other competitors.(Exhibit 2) By the 5 force analysis, it is visible that the immense market experience and availability of funds had led concentrate producers to use almost all the forces in their advantage to maintain high profitability. In contrast to the concentrate producer, the bottling plants operate on one-third of the profit margin percent, this can be explained by the contrasts in the economics using the 5 force analysis for bottling plants. Threat of new entrants was traditionally low since high capital requirement acts as as high barrier of entry but the threat from the concentrate producer entity emerging as a bottler is high ever since they have started vertical integrations by providing concentration at lower rates for better margins to self-owned entities. Bargaining power of buyers is high since bottling plants have no unique value proposition and they compete with identical competitors for a vastly segmented market. They conduct extensive negotiations with different channels on stock, pricing and space. They develop complex price strategies for maintaining exclusive contracts with nation wide restaurant chains. They have to bid for higher presence among mass merchandisers and retail stores. They also have to provide low-margin fountains and vending machines services to sustain market presence. Threat of substitute is low among bottling plants since they have invested a huge capital on set-up, operational efficiency and R&D. They have a established ground of operations which cannot be easily substituted and they enjoy massive support from concentrate producers in supplier contracts, marketing research and advertisements Bargaining power of suppliers is average where commodities like packaging material and sugar can be obtained easily while concentrate producers control prices due to high dependency on them. But due to the reciprocity nature of dependency, concentrate producers extend advertising support, marketing surveys and strategic integration to loyal bottling plants to focus on volume and carry a wider range of products. The variation of business economics where bottling plants face price constraints, negotiations with every supplier at an individual level, cut-throat competition, high operating costs and an increasing threat of being acquired by the concentrate producer hits the profitability of the bottlers and gives a huge edge to the concentrate producers. (b) How would you characterize the nature of the competition between Coke and Pepsi and how has it impacted the profits of the US carbonated soft drinks (CSD) industry as a whole? [20% points] Coca-cola had maintained high profitability acting as a monopoly since its inception since it did not face any competition. When Pepsi entered the market as a prominent player, it struggled to gather market traction but after the â€Å"Blind taste test† it became a real competitor. The nature of competition has been fierce ranging from better positioning at a single store, to going beyond international borders. Although both the companies have adopted similar strategies, the timing and focus has led to significant success and more significant failures. Some major initiatives by Coca-Cola were developing infrastructure in European countries and Asia which paid heavy returns. It was also a pioneer in introducing new flavors and brands(Exhibit 2) which sharply increased its market share and vertical integration by acquiring bottling plants for better margins(Exhibit 3a) which resulted in stellar financial performances. Pepsi on the other hand gained significant domestic US market when Coca-cola focussed internationally, it was first to get exclusive contracts with restaurant chains and introduce bigger family-size bottles. It also led diversification by transforming into a beverage and food giant by acquiring Frito-Lay, Gatorade and Lipton. Pepsi Bottling Group optimized its operations and maintains a higher % profit/sales over CCE till date(Exhibit 3b). Both companies have also made big mistakes like Coca-cola introducing â€Å"New Coke† and Pepsi giving first-movers advantage to Coke in international markets. Also engaging in a bitter price wars saw their balance sheets in red(Exhibit 5). But they have also worked excellently in rectifying their mistakes like Coke diversifying by acquiring Minute-Maid and Vitamin water drinks. Since over half of Pepsi’s sales were domestic and Coke already had a lead in the International market, Pepsi focussed on markets still up-for-grabs like China, India, Africa and Middle-east. It has since gained significant market share in emerging economies after learning its lesson. Recently, both the companies have undergone significant media bashing with environmental concerns of the PET bottle, health and obesity uproars and sugary content in CSDs, so they have realized the shift in market focus to non-CSDs and diet soft drinks(Exhibit 7). New strategies include more focus on these drinks and both companies are looking to leverage their existing market domination to gain a better market shares and higher profits since margins on these drinks are much higher than CSDs. (c) Compare and contrast the structure and profitability of the emerging non-CSD industry with the key aspects of the traditional CSD industry structure that you covered in part (a). Can Coke and Pepsi repeat their success they had with CSDs in the non-CSDs industry, or will a new competitive landscape & dynamic emerge? [30% points] In late 1990s the soft-drink industry showed signs of permanent shift as the demand for carbonated soft drinks began to fizzle out(Exhibit 7) due to the rising health concern with obesity, high sugar content and perceived risks of high-fructose corn syrup. Diet sodas had already caught a lot of attention and they were quickly replacing conventional sodas, Coke and Pepsi broadened their product range by offering more Diet and herbal drinks. Pepsi was more aggressive in this transformation by acquiring Gatorade and Lipton which outsold Coke products in these categories, Coke followed suit by acquiring EnergyBrands, its largest acquisition ever, but Pepsi maintained a commanding lead in non-carb segment. Both companies also launched bottled water which is the largest sector in non-CSD market by volume(Exhibit 9) The structure and profitability in an emerging non-CSD industry has dynamics very different from the conventional CSD industry which has been played out and matured. The stark contrasts that the structure of this industry lies in the fact that this market is very young and entry of new products changes its dynamics rapidly. The threat of new entrants in this market is very high as concentrate production does not require a lot of investment and innovative products attract a lot of clientele which have led to a stronger position among competitors like Nestle, Unilever and DPS. The bottling plants have strengthened their position in this sector as they have not led Coke and Pepsi influence this market completely. They have been reluctant in introducing non-CSD products as they have no brand loyalty and their existing infrastructure does not support new products. Setting up new infrastructure and pressure from concentrate producers to increase non-CSD turnovers require higher operation costs and lesser profit margins. Concentrate producers are building better relationships with independent bottlers to push non-CSD and alternate drinks since they have much higher margins than CSD(Exhibit 10), concentrate producers are willing to assist bottling plants and they started selling finished goods to bottlers. They have also leveraged the company owned bottling plants by purchasing at lower prices and even marketing directly to retail chains to gain higher profit margin and gain market penetration It is most likely that Coke and Pepsi will repeat their success with this new industry like they did in CSDs for the first and foremost reason that these companies are financially very strong and they have the ability to acquire or contain an emerging competitor. Also they have invested and will continue to invest in understanding the market, so they have established a market trend analysis and they are prepared to tackle upcoming threats by taking the appropriate action. That is the reason that Coke and Pepsi are directly competing with every new product launched in this category and gaining popularity like tea, water or energy drinks. Early diversification in products has strengthened their brand equity which they can leverage in gaining further control in the non-CSD market. Another reason that these companies are likely to succeed is because of vertically integrated network that they have established from manufacturing concentrate to marketing to retailers, they have exclusive contracts with bottling plants and they have spent decades perfecting the distribution network. They can introduce new products in this chain with much more ease and effect rather than new players developing an entire new network. Lastly, since the market in US is moving faster towards non-CSDs than the rest of the world, Coke and Pepsi have gained experience in tackling this change and then they can apply it to the international markets and be the driving force in influencing emerging economies due to their vast strategic global presence.

Essay about Customer Service Representative Morale

A business seeks to make a profit by providing customers with goods and services. The success of the business is in the quality of the goods and customer service. Management and leadership styles have a great impact on the working environment and employees’ motivation. The working environment also affects both management and other employees’ motivation, which in turn influences the overall progress and well being of the organization. It all comes down to keeping employees enthusiastic and energized by developing a leadership style that will build teamwork and growth for the organization. nbsp;nbsp;nbsp;nbsp;nbsp;The managers’ leadership style contributes directly to the employees’ motivation and work satisfaction. There are many†¦show more content†¦This changes the working environment; making it an environment with a lot of team working, where each employee feels that he plays an essential role in the well being of the business. The free-reign style of leadership is the most lenient style, in which the employees have the complete freedom by having the right of making the final decision-making. When assigned tasks, they finish them using their desired method, making the final decision and adding any innovations. The leader creates a very friendly environment where each subordinate is accountable for his job, without the involvement of the leader, except in some situations. However, the manager in this case adopts this style of leadership when there is great honesty and trust between the employees and managers. Ideal leaders follow the motivatio nal theories to enhance the working environment and to make the employees not only satisfied, but also highly motivated. Employees motivation is the force that initiates, directs, and sustains personal behaviors and actions, which is the force that moves employees and managers to higher performance. 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