Corporations Are Always Searching For Better Ways To Produce Goods And

Corporations are always searching for better ways to produce goods and services. When new technological developments give some organizations a competitive advantage, their rivals try to catch up by adopting and improving on the new technologies. Ford has put many of Toyota's technical advances to work in its own plants, and General Motors has spent over $50 billion in the last decade to modernize its production facilities to develop skills in flexible manufacturing. A large part of this growth is the Human Resources department of these companies, who are responsible for hiring the people with the knowledge to bring new technology into a company. To be successful in the automotive market, these companies needs a highly skilled, flexible and committed work force, a flexible and innovative management, the ability to retain developed talent, and a strong partnership between management and labor unions. To achieve these goals, the company needs a talented HR department. Besides hiring the right people to manage and perform specific jobs, HR managers have to build up commitment and loyalty among the workforce by keeping them up to date about company plans, and laying out the implications for job security and working conditions. Such was the case when I worked at Velco. From the interview process to my exit interview at the end of the summer, the HR department was every employee's main connection between the production floor and the upper management. The HR department kept us informed via bi-weekly meetings, a company newsletter, and bulletin-board postings throughout the plant. Whenever a question arose, instead of asking middle-management, an employee could go straight to the HR rep they were assigned to. From my experiences, it seemed like the HR reps knew everything there was to know about the company and how it is run. And I found that to be a very valuable asset. I imagine the same takes place at large corporations around the world, be it Velcro or General Motors. The backbone of any successful company is the HR department, and without a talented group of people to hire, culture, and inform employees, the company is doomed for failure.

Free Essays on Kids Need Gym Class

The benefits of physical activity on a child’s health are well documented. According to several studies, children engaged in physical education show superior motor fitness, academic performance, and attitude toward school when compared to those who do not participate in daily physical education. Children who are active and physically fit have fewer cardiovascular risk factors than less active children, they encounter lower rates of coronary heart disease, lower blood pressure, and lower body fat. Active adolescents also tend to feel less lonely, shy, and hopeless than do their physically inactive peers (Acalogic). In addition, one study which used physical activity as treatment for hyperactive behavior showed that an increase in exercise was an efficient means for reducing rates of aggression and hyperactivity: â€Å"It is well documented in both Exercise and Physiology literature that chemical changes occur in the brain after it is exposed to exercise†¦a regular aerobic intervention at 75% of maximum respiration would indeed be an increase over the child’s daily activity schedule. This change in physiological activity has the potential to change daily behavior. If children, who are exhibiting the early symptoms of inattention and hyperactivity can be exposed to a high incidence of frequent aerobics on a regular basis, then the affects of muscle exhaustion and increased body chemistry changes may combine to curb unwanted disruptive behavior† (Acalogic). In spite of all the positive results exercise provides, many schools, due to budget problems, are cutting back on physical educationmuch to the detriment of our children. More children are overweight or obese than ever before. The term â€Å"overweight† refers to a child that weighs more than is recommended for a given height; and when this excess weight is in the form of fat, health problems may develop. â€Å"Obesity† is an excess of body fat. Children are consid... Free Essays on Kids Need Gym Class Free Essays on Kids Need Gym Class The benefits of physical activity on a child’s health are well documented. According to several studies, children engaged in physical education show superior motor fitness, academic performance, and attitude toward school when compared to those who do not participate in daily physical education. Children who are active and physically fit have fewer cardiovascular risk factors than less active children, they encounter lower rates of coronary heart disease, lower blood pressure, and lower body fat. Active adolescents also tend to feel less lonely, shy, and hopeless than do their physically inactive peers (Acalogic). In addition, one study which used physical activity as treatment for hyperactive behavior showed that an increase in exercise was an efficient means for reducing rates of aggression and hyperactivity: â€Å"It is well documented in both Exercise and Physiology literature that chemical changes occur in the brain after it is exposed to exercise†¦a regular aerobic intervention at 75% of maximum respiration would indeed be an increase over the child’s daily activity schedule. This change in physiological activity has the potential to change daily behavior. If children, who are exhibiting the early symptoms of inattention and hyperactivity can be exposed to a high incidence of frequent aerobics on a regular basis, then the affects of muscle exhaustion and increased body chemistry changes may combine to curb unwanted disruptive behavior† (Acalogic). In spite of all the positive results exercise provides, many schools, due to budget problems, are cutting back on physical educationmuch to the detriment of our children. More children are overweight or obese than ever before. The term â€Å"overweight† refers to a child that weighs more than is recommended for a given height; and when this excess weight is in the form of fat, health problems may develop. â€Å"Obesity† is an excess of body fat. Children are consid...

Issues in International Management Essay Example | Topics and Well Written Essays - 3000 words

Issues in International Management - Essay Example Concerning this aspect, the framework incorporates two vital aspects i.e. global integration of the value chain activities and manufacturing of products along with processes in correspondence with the needs of the local market (Cieri & et. al., 2005). In accordance with the context of IHRM, certain prevalent issues can be apparently observed that entail cultural diversity, people management and employee relation among others (Taylor, 2007). Keeping up with these issues, this essay intends to discuss about the various structures being followed by the MNCs/MNEs in order to mitigate the global challenges associated with the applicability of the IHRM. The essay will further discuss upon the IHRM designs been adopted by MNCs and the benefits associated with the structure being framed. Apart from this, the essay will also discuss about various strategies that pursue by the MNEs for global development. According to Howard Perlmutter’s theory, three patterns of MNCs can be reflected. In this regard, ethnocentric orientation reflects about the management intentions in employing national employees rather than non-native employees. In this respect, the management has the perception that the internal employees are capable of handling operations along with the issues pertaining to the international level. One of the advantages of such orientation is that the valued position is being occupied by the talented nationals rather than the external employees. Apart from this advantage, one of the drawbacks associated with this model is that the MNEs get deprive of practicing diversified culture. Furthermore, the MNEs also get deprive of knowledge from the external source, thereby facing the challenge of international short sightedness. This might create hurdle in mitigating the required global demands (Perlmutter, 2010). One such MNC, which can be apparently observed to comply with ethn ocentric orientation in the form of practicing diversified culture, is Hong Kong

The decision to drop the atom bomb on Japan Term Paper

The decision to drop the atom bomb on Japan - Term Paper Example However, recent studiesi related to this issue have indicated conflicting and contrasting results involving exaggeration of the number of lives saved by such decision, and the unreal reason and factor of dropping the bomb on two cities of Japan. For such purpose, this paper will specifically attempt to identify and compare arguments of both sides of this decision that will enable the reader to acquire a more critical position on the issue. Analysis of the literatureii has specified that Japan was near to surrender its forces in front of the United States; however, it was essential for the US to abandon the Japanese emperor in that case, and such step was unacceptable for the President Truman and the US government. In addition, expertsiii have argued that dropping of the bomb on Japan was an indirect indication of power and supremacy of the US government in front of the Soviet Union, essential for the establishment of an influential and commanding position after the war. Works of historians and experts in recent years have indicated that abovementioned reason of the President Truman related to saving thousands of American soldiers was not real. In addition, another reason of the President that the decision forced Japan to surrender was false as well. It is now evident from various sourcesiv that the decision to drop the atom bomb on Japan was a US or more specifically, President Truman’s way of threatening Soviet Union on the stage of war, and reasons such as quick finish of the war, saving thousands of American soldiers were just tools of hiding the real factor. However, before going against this decision, it is essential to look at the arguments that justified the decision of dropping the bomb. In this regard, sources have indicated that Japan played a very significant role during the war and resisted obsessively and passionately with its limited resources, and the Japanese government was preparing every

Maritime Law in Relation to Time Charter Hire Essay

Maritime Law in Relation to Time Charter Hire - Essay Example This is followed by definition of maritime law and providing a brief explanation to help understand the concept at hand. After looking at maritime law, the context then analyzes the two statements, identifying the best statement that suites maritime law as far as Time Charter Hire is concerned. The statements are: â€Å"I have come to the conclusion that hire must be treated in the same way as freight, and that to do so is not an extension of the established exception. It is only in comparatively modern times that the word ‘hire’ has been used. It was formerly known as ‘time freight’ or ‘time-chartered freight’. Indeed, in marine insurance terminology, ‘freight’ still includes ‘hire’.†Ã‚  (The Satya Kamal [1975] 2 Lloyd's Rep 188, per Donaldson J.) â€Å"‘Freight' is payable for carrying a quantity of cargo from one place to another. 'Hire' is payable for the right to use a vessel for a specified period of time, irrespective of whether the charterer chooses to use it for carrying cargo or lays it up, out of use. Every time charter contains clauses which are quite inappropriate to a voyage charter, such as the off-hire clause and the withdrawal clause. So different are the two concepts that I do not think the law as to 'freight' can be applied indiscriminately to 'hire.' (Lord Denning MR in The Nanfri [1978] QB 927.) Relationship between Maritime Law and Time Charter Hire Maritime law is a body of laws, treaties and conventions that presides over international confidential business or other matters engrossing ships, shipping or offenses taking place on open water2. Laws between countries controlling things like national versus international waters are regarded as public international law and are well identified as the Law of the Seas. Through these waters is where the business of time charter hire occurs where an individual can hire a vessel and use to transport cargos from one specif ic port to another. Maritime law, which is also termed as admiralty law, is one of the most developed and oldest types of law. It covers all the laws that rules over contract, tort, ships, marine business, shipping, and employee recompense assertions that take place on the navigable waters of the world. The law is helpful in determining the amount of freight to be issued to the vessel owner when used by a voyage charterer. Subjects of maritime law can encompass towage, salvage, maritime liens, marinas, maritime contracts, and maritime damages. This means that both voyage charter and time charter are covered by these law thus, enhancing contracts made between charterers and owners. Despite the fact that the subjects under the umbrella of maritime laws are many, there are numerous of them that are pretty interesting. For instance, there are rules that preside over what takes place when an individual finds property that had lost. Under international rules, if possession is lost on the water and found by another individual, the finder can assert a salvage present for recovered possession. As a result, if a ship is destructed and loses cargo during an awful ocean storm, the retriever can ask the shipping company to disburse them money for any of the cargo they recover. Note that this takes place after the vessel owner and the charterer have settled the issue of freight or hire. Therefore, if the vessel gets involved in lose of possession, the owner is not involved at all. The case now remains between the charterer and the retriever. In most cases, the salvage

The multifaceted role of a manager

The multifaceted role of a manager The role of a manager in modern organization is a multi-faceted one-it involves many duties including planning and controlling budgets. However, it is argued that one of the most important and challenging roles of a modern manager is that of successfully managing PEOPLE. Tapping into peoples creativity, motivating them and providing support and appropriate leadership is vital to the success of the organisation Discuss this statement with a particular focus on exploring what skills are necessary to successfully mange people in todays workplace. The complex systems within which people perform their roles in called an organisation: which is also a coordinated group of people who perform tasks to produce goods and services, colloquially referred to as company (Muchinsky. P M, 2006). Organisational behaviour is thus a study of structure, functioning and performance of organisation, and the behaviour of groups and individuals within them (Pugh, 1971). Studying organisational behaviour is understanding how organisations work as a structure and assess what people accomplish, from the manager to the simple employee. In this present study, we are going to be interested in managers. What is a manager? A definition of a manager could be the one given by Bloisi W et al, who suggested that managers are people responsible for working with and through others to achieve objectives by influencing people and system in a changing environment ( 2003, 50) . This definition gives us a fair insight of what managers do but what are their roles in a modern organisation? Hence, in an attempt to analyse and understand what managers are to accomplish and how, we will subsequently analyse the multifaceted roles of a mangers through the different school of management approach, see why the greatest challenge for a modern manager is to successfully manage people and finally see other skills or competence required for a good manager. Before the issue of mangers role in an organisation is being addressed, it is highly crucial to understand how new organisations operate and what a real manager is. As depicted earlier, a manager can be portrayed as a person operating within the frame work of an organisation and driven by set objectives and through whom the process of effectively and efficiently combination of factors of production could lead to an optimization of output (profit à Ã¢â€š ¬). He/she endorses an economic rational behaviour, in relation with the objectives set by their company: which in a sense is maximising output for given inputs, [bearing in mind the constraints of cost]. Several Streams of thought and theories governing the managers role have emerged since the beginning the twentieth century from the classical perspectives, the human relation approach, the systems approach to the contingency theory. All of which highlighted the legal responsibilities of a manager which has mutated in parallel with the workforce evolution. The Classical perceptive defended by Frederick Taylor and his work on scientific management and Fayol later on with the administrative principles  [1]  of management, both focus on the idea that management can be learned and set in codes systematically. These ideas are mostly concerned with the structural perspectives of management: [focusing] on structuring and design of work and organisation (Gordon, J (1999, 14). For Taylor, a managers role has to be scientifically driven. He believed that managers have the responsibility to organise, plan and determine the best methods for performing jobs ,describing management as a science in which employees have specific and yet different responsibilities within their organisation. He is one of the first to talk about managerial and non-managerial roles and believed that scientific observation of people at work through survey and motions studies [] would be the one and only best way to do non-managerial task (Bloisi W, 2003, 6). Hence after the scientific observation made and the objective set, the manager has to behave in line with the scientific principals whilst recruiting, through the development of work, training and equal division of work between workers and management. However , despite setting a new way of viewing management in an organisation , the scientific approach of Taylor has been acutely criticised because in practice, the theory has said t o be too preoccupied with productivity (Bloisi W, 2003, 7) ,thus not really taking into account the employees welfare. Henri Fayol, a French industrialist for his part developed his own principals of management based of administrative aspect of managers role, in which he believed that businesses are divided into six subsystems and to run them successfully, managers have to exercise several duties which comprises; planning, organising, coordinating activities, commanding employees and controlling performance. For Fayol, managers plan by analysing the future and its outcomes through anticipation, goal setting, forecasting and decisive actions. They organise through the design of a framework/structure to assist the set goals. They coordinate by bringing together the activities taking place in the organisation. They command by directing the organisation on the path they want it to follow through leadership and motivation of employee Jack Duncan (1990,97 ) and finally they control by making sure that everything is undertook as planned and in occurrence keeping an eye on the budget. Fayol also added to his five management function his fourteen principles of management which calls for Specialization, unity of control unity of command and coordinating activities Gordon, J (1999, 16). Managers roles a quite diverse but yet, while the obligation of economic results is a necessity for managers nowadays effective managers are those who manage their employees. The structural perspectives of management through the classical theories of management held a quite limited view of people as employees. This is why the behavioural approaches were then suggested. In these approaches we have a shift where workers were no more viewed as passive and driven by economical self-interest (which was a rather mechanical point of view) to a more human-centred orientation where they to have their word to say in the organisational efficiency. These approaches set the structure that alimented the human relations school of thought where mainly Elton Bayo and Abraham Maslow believed that social attitude, relationship with employees and group work were the key for a successful organisation. In 1924, Elton Bayo undertook a research project to determine the relationship between physical working condition and productivity and came out with the Hawthorne effect that suggest that by simply paying attention to the experimental subjects causes their behaviour to change (Bloisi W et al , 2003, 7) and thus their productivity would increase. This approach is in reality very different from the classical approach because it inspires a variety of ideas that had no scientific justification. Hence manager should then be aware of the impact they could have if they pay more attention to their employees. Maslow for his part elaborated his theory of motivation where he defines human motivation as the study of ultimate human goals in his 1954 bo ok Motivation and personality (Bloisi W et al, 2003, 12). This suggests that if a manager motivates effectively his crew, this could lead undoubtedly to an increase of both welfare in the organisation and also output. From the human relations and classical approach came the system approach elaborated by Bernard and the contingency theory, who believed in the social and technical integration of human relations and classical for one and that other that they is no best streams of thought and they were all circumstantial. Moreover, Henry Mintzberg following his observation of the various streams of though believed that there is a disparity between managers role in the classical theories and the reality. He then came out with two contrasting view of managers: the rational heroic view and the chaotic realistic view. For him managers actually fill a series of ten roles that he point out in his book. The Managers job: Folklore and Fact. For him the rational heroic view implies that the manager know what he and his staff are doing, how and accept responsibility for the problems that can occur and evaluate his performance. The chaotic view implies the way todays managers flourish (Bloisi W et al, 2003, 53) preferring action over reflection. In his ten roles of managers Mintzberg says managers formal authority and status comprises interpersonal roles, information roles and decisional roles. For the interpersonal roles, managers have to stand as figureheads of the organisation, as the leaders and as the first liaison officers. For the information roles, they have to be the monitors, the disseminators and the spokesmen. For the decisional role, managers have to be the entrepreneurs, the disturbance handlers, the resource allocators and the negotiators. They must therefore be aware of environment in which they operate and understand how external factors could influence performance of internal subsystem (Bloisi W et al, 2003, 53) Aside from successfully managing the people in the organisation, effective managers are also those who embrace an ethical behaviour whilst working in an organisation, meaning that they have to be aware that legal requirements mandate certain ethical behaviours and have to ask themselves some questions like: What is morally just or right? And what is likely to benefit our own careers.(R.Gordon, 1999, 7). In conclusion, management is a very complex job because of the multifaceted role a manager has to encompass to successfully run a company. Being a manager means, knowing how to plan, to organize, to coordinate activities in the organization, to command the staff and finally to control performances. Aside from all these attributes given to a manager, a manager has also the responsibility to manage his employees effectively by motivating them, providing them support so they can achieve their individual needs, and give them appropriate leadership so they could identify themselves in the organization. Effective manager are also those who know about their biases and try to correct them if possible. After seeing what made a good manager,

Managing Global Expansion Essay -- Business Case Study

This paper examines some of the economic and legal factors that can affect a company as it transitions from a private to a publically owned company. This paper, consisting of four sections; describes, discusses, and analyzes the major concerns that the owners of XYZ Construction, Incorporated have on expansion and economics. Section one covers the macroeconomic factors that influence the operations of the company. Section two focuses on the microeconomic factors that XYZ Construction, Inc. should consider in the domestic and global markets. Section three dissects the legal considerations that are relative to equipment leases and electronic contracts. Finally, section four will examine the employment and labor considerations that XYZ Construction, Inc. must consider as the company grows both domestically and internationally. Section One - Operational Macroeconomic Factors Economics is a multifaceted topic, which is integrated into businesses in different ways, while this is a large topic it can be dissected into two categories macroeconomics and microeconomics (Executive, 2011). Executive (2011) defines macroeconomics as the study of the overall economy which covers topics such as inflation, employment rates, and economic expansion. Macroeconomics examines multiple factors, which can affect multiple markets simultaneously (Executive, 2011). For example, the business cycle is a dynamic topic that can affect multiple economies thus making it a huge macroeconomic topic of concern. Executive (2011) defines the business cycle as period of expansions and recessions in which the United States has experienced since the nineteenth century. An expansion period is defined as a time when the production and employment totals ... ...8180 Executive (2011). Executive concepts in business strategy. Boston, MA: Pearson Learning Solutions. Ingram, D. (2011, September 07). The effects of minimum wage from a microeconomic perspective [Business and Workplace Regulations]. Retrieved from http://smallbusiness.chron.com/effects-minimum-wage-microeconomic-perspective- 4859.html Odhiambo, N. (2011). The role of interest rate reforms in Lesotho: An empirical investigation. Journal of Applied Business Research, 27(4), 69-77. Retrieved from http://search.proquest.com.proxy1.ncu.edu/docview/880069378/131A7212E104929119B /3?accountid=28180 Veatch, W. S. (2008). Software leasing revisited: Proposal for a UCC article 2A â€Å"software finance license†. The Journal of Equipment Lease Financing, 26(3), 1-14. Retrieved from http://search.proquest.com/docview/214623771?accountid=28180