Midwest Office Products - 678 Words

Case Study Analysis 2 - Midwest Office Products Questions: Based on the interviews and the data in the case, calculate: a) The cost of processing cartons through the facility. The costs that occur through the facility are warehouse expenses (excluding personnel) and facility/warehouse personnel expenses (excluding truck drivers). The total cost of processing cartons through the facility is $4,320,000. It represents a cost per unit of $54/carton ($29 for warehouse personnel expenses and $25 for warehouse expenses). see table exhibit 1 b) The cost of entering electronic and manual customer orders The cost of entering each electronic customer order is $3.00 ($3.50 based on productive hours). The cost of†¦show more content†¦Midwest Office product should focus on storing and processing the cartons. Their desktop delivery option is not yet performant enough to generate profit. MOP should consider Desktop Delivery Option only for large and regular customer. This way deliveries will be centralised and optimised. Also, MOP should boost its electronic orders which would decrease sharply the cost of processing orders and the Operator total hours (so the personnelShow MoreRelatedMidwest Office Products775 Words   |  4 Pagesin question two reveal that Midwest ¡Ã‚ ¦s existing cost system distorted cost by assigning too much cost to the order 1, 3 5 and not enough cost to the order 2 4. In other words, order 2 4 exhibit lower costs under the existing system than under the ABC system. This could explain the loss Midwest Office Products faced for the year 2003. On the other hand, order 1, 3 5 have lower costs under the ABC system than the existing system. This means Midwest Office Products ¡Ã‚ ¦ competitors could sell theirRead MoreMidwest Office Products1142 Words   |  5 PagesMidwest Office Products Aaron Wilson, Brittni Henson, Dennie Smyth amp; Joshua Boatright Midwest Office Products Case ACCT. 6233 October 15, 2012 1. Based on the interviews and data in the case, estimate: a. The cost of processing cartons through the facility The two costs of processing cartons through the facility are warehouse costs and warehouse personnel costs. The total processing costs are $54/carton. Cartons/yr | 80000 | Commercial Freight | 75000 | Desktop Delivery | 5000Read MoreMidwest Office Products Essay680 Words   |  3 PagesQuestions for Midwest Office Products 1. Based on the interviews and data in the case, estimate: a. The cost of processing cartons through the facility 80000 total cartons Warehouse expenses = $2000000 Warehouse personnel expenses = $2570000-$250000 (truck driver expenses) = $2320000 Total warehouse processing expenses: $2000000 + $2320000 = $4,320,000 $4320000/80000= $54/carton b. The cost of entering electronic and manual customer orders Manual: .15 hours setup time, .075Read MoreMidwest Office Products Case Essay701 Words   |  3 PagesMidwest Office Products 1. Calculate the following a. The cost of processing cartons through the facility i. Warehouse Expense ($2,000,000) + [Personnel Expense – Delivery Driver Expense] ($2,320,000) = $4,320,000 1. $4,320,000 / 80,0000 = $54/carton Cost of entering customer orders | | Order entry expenses | | $840,000 | | hours worked per employee (16) | 1,500 | | | Total hours worked | 24,000 | | | Cost per hour worked | | $35 | | | Read MoreHeartland Company Essay772 Words   |  4 Pagesï » ¿Heartland Company Introduction: On April 19, 2008, Walter A. Walsh, Supply Management Manager for Heartland Company, met with one of his buyers, Olivia Newcomb, in his office. They discussed her Heartland Company cost reduction goals for bearing #B02326620. After the meeting Mr. Walsh began wondering if changes should be made to the way suppliers were being evaluated and how business should be allocated among suppliers performing at different levels. 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Global Human Capital Management Trends Free Essays

Change is never easy. Casino X has been working with the same mindset for many years. In the past this was a profitable company but with the globalization of culture and the marketplace, due in part to the technology growth and the internet, they cannot successfully work with an outdated human resource system. We will write a custom essay sample on Global Human Capital Management Trends or any similar topic only for you Order Now The casinos have had a transactional style of leadership; believing that the primary purpose of a subordinate is to do their jobs, create clear work requirements, and expect the job to be done without question and immediately. The leaders have a realist view of thinking and use their expertise as their source of power (IAAP Administrative Professionals Week Event, 2009). National boundaries are less important, and multinational companies treat the world as one market. Through technology smaller countries are finding bigger markets for their goods and services, creating more competition for older managed businesses (McAdams, Neslund, Zucker, 2012). The best way to ease these concepts into the corporate mind is through: example, presenting them analytical data, and real word examples of how changing their views of human capital has worked for other companies. This may help them see how they can make changes. Insuring that they do not feel they must be at the highest level of the People Capability Maturity Model (CMM) tomorrow will also help with the transition to a mature workforce. There are no legal penalties for not improving the cultural climate of the corporation, but the continued loss of productivity and revenue should be of some influence. Initially, the leadership must be made to see the influence of globalization on the workforce in the country and then to understand how it affects other companies and then their company. They will then be able to understand that the benefits of treating their employees as individual assets under the People CMM will insure they can be competitive in the marketplace. A major global human capital management problem in the country is the greater number of immigrant workers; not since the turn of the century has there been a greater influx of non-European peoples. This influx has created cultural conflicts in the United States. Developing cultural understanding is required to prevent cross-cultural conflicts. There needs  to be a consistent emphasis of the value on diversity in communication, vision and strategic planning (Lankau, 2013). The leadership needs understand how that emphasis will improve the bottom line of Casino X and improve the bottom line of Casino X Macau. The leadership of the corporation will be introduced to the four cultural dimensions to illustrate how culture can affect the financial health of the company. These are: collectivism vs. individualism, power distance, orientation towards nature, and communication content (Milliman, Taylor, Czaplewski, 2002). The United States is seen as individualist nation, primarily depending on individual task completion. Many other countries prefer a collectivistic view, they care about the group and depend on relationships to complete projects. Understanding that view can improve communication with employees, suppliers and the customers. High power cultures have distinct structure, accepting unequal power and deference to superiors, while in the United States, a low power distance culture, all people are considered to have equal power. An American attitude is that we can control everything in nature, giving us a personal stake in all we do while those with an orientation towards an uncontrolled nature feel that failure or success is out of their hands. Communication is the fourth topic that the leadership of Casino X must realize about the cultures of other countries, most take into account the context of communication; they take into account all of the things surrounding the message: not only what is said but the surrounding context, what was said before and after, if only through email how it is said, body language, if the communication is in person. Knowing the cultural make-up of the employee base will help this leadership improve its communication with their employees. Understanding the cultural differences in communication will assist in the improvement of employee relationships and increase productivity. The introduction to the cultural distinctions and world views of employees and overseas companies will make the People CMM more understandable, and possibly increase the buy-in to the People CMM program. To achieve success with the People CMM, Casino X must first decide on which level their company’s maturity falls into. By surveying their employees they can get an overall picture of where they stand on the People CMM ladder. Then by going through each description they can realistically figure out what they need to do to improve the financial bottom line. The Initial Level will be shown to have inconsistent workplace practices, no clear policy and an emotionally detached workforce. This does not describe Casino X. The Managed Level shows an implementation of policy, but shows signs of overwork, distractions, unclear objectives poor communication and a low morale. It is imperative to emphasize corporate-wide improvement programs to identify critical skills and improve management skills at this level. This is the level at which Casino X falls. Their employees are accomplishing the job, but have no pride in it, and no organizational loyalty. Because of this they have no innovative thinking and Casino X is spending a great deal of money and time retraining employees instead of improving them. The next level of maturity is the Defined Level, they are working better but are now missing key opportunities because of a lack of talent. They will need to work on workforce competency and more strategic thinking. Level 4 is called the Predictable Level of maturity in a company. They are following all policies and completing all requirements with full trust of management. Now is the time to innovate information technology, introduce new programs and training. At maturity level 5, The Optimizing Level, there is accountability and measured improvement in the way the company works, the employees have high morale, and the financial outlook is good (Curtis, Hefley, Miller, 2010). This is the level, the attainable star, that Casino X needs to shoot for. By showing them the tools and insuring they realize that it is a process and they do not have to get there overnight (nor should they try) they can overcome the global human capital problems they face with predictable changes and understanding. The management styles of Casino X must be improved to obtain the employee improvement and eventual profit there is to gain in the operation of the casino. Motivating these managers to work together may be a challenge. The best approach to creating change is to work with them; when you work with your employees, they will be happier to work with management. This works well when people want to collaborate but are struggling to adjust to the situation, i. e. a merging of companies, and achieve the goals of change. This may help to instill a feeling of responsibility in the importance of the completion of this project and how they are the key may give them an incentive for success. Involving them in working together intellectually the employees may become more involved emotionally which may persuade them that it is the right thing to do, to follow the new vision of the casino (Changing Minds, 2012-2013). To appeal to the preceding issues the following memorandum was submitted to the leadership of Casino X: The casino industry has been managed in the same fashion for several years. The autocratic management style is quite firmly entrenched drawing from the fact that the industry began as an illegal activity. In addition, the gaming industry has been clouded by an atmosphere of distrust as evidenced by constant supervision of personnel activities, such as video surveillance of all gaming tables. The industry is also heavily unionized. This unionization has fostered an anti-management mentality (Reimann, 1993). With the influx of multinational employees it has become more evident, by a high turnover in staff and lost profits that changes need to be made. Over the past several years competition has increased as well. This competition is from video, internet, and riverboat gambling, as well as gaming on Indian reservations (Reimann, 1993) and competition from other overseas establishments. Because of all this competition the employee base is becoming more diverse, and while Casino X is trying to maximize their profits, they must also recognize the potential profit in their human capital. To do this they must insure that the exchange between the casino and the employees of the casino are mutually beneficial (Chen Chuang, 2013). Therefore, the use of change management by organizational development is even more important for a profitable evolution in management. As you have realized, you have a problem with the lack of employee loyalty and high turnover. You have taken the first steps in the process of Organizational Development in that you have found what needs to change and have retained me to assist you in the matter. We next discussed the underlying reasons: a lack of understanding the cultural differences and globalization of your competition and employee base (French Bell, 1995). I informed you through a prior memorandum of what we learned from the data we collected. Now we need to discuss the root causes and remedies for your dilemma (Rooney Vanden Heuval, 2004). We need to invest in the human capital of your employees; they need to feel that they are a part of the Casino, not just working for a supervisor who works for the Casino. We need them to be motivated and inspired to work. This will reflect on how they deal with your customers, and will show return in investment in repeat customer loyalty and, in turn, profit. I recommend starting with training the management teams in cultural diversity; this would also serve you well in customer relations, as there is an increase in foreign travel to Las Vegas. The management needs to understand how to relate to other cultures and ethics systems so they can identify ways to improve communications with employees and employee communication with customers. Most important, as the Casino leadership you need to have a vision of how you want your Casino perceived: as an entertainment location or a gambling establishment. Your vision needs to be clearly articulated to your employees and should serve to inspire your management teams. Your vision should set an example your employees want to follow. I also suggest giving your employees a voice in improving customer relations and improving their working processes, both of which can be achieved by creating a team concept. These teams would consist of employees working in the same environment with rotation of team leadership. Team leaders would bring suggestions for improvement to management. An important goal in this process would state that employees could not bring a problem to the employee team’s attention without bringing a proposed solution. Keep in mind that in larger hospitality organizations an entrepreneurial spirit is more easily sustained when shared visions of management styles are part of the organization rather than only a process (Agrusa Lema, 2007). Once we get the organization processes in action we will monitor the progress. Everyone who contributed information should have an opportunity to learn about the findings of this assessment process, maintaining confidentiality. The feedback should start with the Casino Leadership and the Management teams. It will be processed down through the employee teams to reach all who have participated. This provides an opportunity for the organization’s people to become involved in the change process, to learn about how different parts of the organization affect each other, and to participate in selecting appropriate change interventions (French Bell, 1995). We will then make changes as through the creation of an implementation plan developed based on the assessment data; logically organized, results-oriented, measurable and rewarded. This will be a continuous process and done at regular intervals. This will not work without your full support and cooperation. You, as the Casino Leadership, are the example to the entire company and without your support this will be an empty attempt at progress; the employees will know that their input in not valued and you will be right back to square one. The next step is to plan for a participative decision-making process for implementing the changes. Leadership must remain flexible enough to modify the process as the organization changes and as new information emerges (IAAP Adminstrative Professionals Week Event, 2009). You must emphasize to your employees that the changes they wish to make must be of equal or greater quality to the customer and the work environment. The human capital change management process is important to obtain a profitable success. You must remember that your employees who are doing the jobs know best how to do those tasks; they are an asset to the positive changes you wish to make. They are also the greatest resource you have for knowing which changes will be of the greatest benefit to the customer, the employees, and the bottom line. You should leave problem solving and decision making to the lowest levels possible; this will empower your employees. Expect the best of your employees; they will only rise to the level expected from them. If they are empowered and inspired to do so, your employees can perform at consistently higher levels (Reimann, 1993). These are the recommendations and guidance we provide to the leadership of Casino X. The movement to overseas casino operations has begun in your operation, and is already established in the city of Macau in the Philippines. There are many global staffing theories available to your organization; a review of these theories will assist in the development of your company to a higher management maturity level and greater profit margin. Global staffing is the function of the human resources department to fill key positions at an international level. There are more employees willing to take on the challenge of working in a different country, to expatriate, this gives them more experience and they may possibly gain better positions far more quickly than those who remain in the home location. Companies benefit from being a multinational organization by being able to attract a greater talent base. â€Å"The overall global staffing strategy must be inclusive of methods to motivate employees to attract them to their organization† (Scullion Collings, 2006). A popular Global management theory is performance management; this method emphasizes the excellence of each person or teams process in the organization, it is said to motivate employees through holistic evaluations and to strengthen the link between company accomplishments and employee rewards (Gliddon, HRMT 620 Class Notes 6, 2013). This management process has had some problems in the host countries local population managers, or inpatriate managers (Maley, 2011). You must insure that the inpatriate managers are developed as much as your in-country managers are if they are to gain a sustainable competitive advantage. The performance appraisals written for your inpatriate managers must be reflective of the cultural norms of their country and still keep the performance to the standards your company requires. This form of management has been shown to be difficult for many organizations (Maley, 2011) although it has worked well in other casinos in Macau. The aligning of employee needs and organizational needs can be seen in job satisfaction and internal service quality. It is necessary to have positive employee relationships with organizational commitment, which is extremely important to hospitality companies, such as casinos, for competitive advantage. With respect to the impact of job satisfaction on turnover, many studies conclude that highly satisfied employees are less likely to seek new employment. The most important link to job satisfaction, especially in other countries, are â€Å"hygiene factors† linked to work environment and work conditions. In a casino environment, job stress can typically result from constantly changing work shifts and being closely watched by players and surveillance cameras; this should be closely monitored. Macau casino employees have a greater problem with job stress. Stress has been shown to lead to job dissatisfaction and may lower customer service quality. Minimizing job stress is an important aspect of job satisfaction for casino workers (Gu, Siu, Chi, 2009). The most important part of performance management is the linking of the individual performance with the objectives of the business (Stiles , et al. , 2006). Performance management also requires periodic coaching and advising to maintain motivation and organizational vision. Another theory is reward management; this would attract highly skilled employees by using pay incentives to align employee interest with the business and the stakeholders’ interests. Rather than acting as a guiding tool, reward management can remove fixed costs in employee wage. Operating based on mutuality, and typically emphasizing the notion of shared responsibility, employees stand to do well if the firm performs well and vice versa. There is also an increasing view of companies to view talent effectively as a strategic priority. Talent management theory uses recruitment practices that follow a talent pool strategy where the company first recruits the best people and then places them into positions rather than trying to recruit specific people for specific positions (Gu, Siu, Chi, 2009). This process need a large applicant pool to draw from and therefore this would not be an effective method for Casino X’s global resource management team to use, as there are not enough specifically qualified people in your host country to generate a sufficient pool of talent from which to draw. Total Quality Management (TQM) is the most well-known management theory; the most appealing part of TQM is that it is not stagnant. TQM is an evolving and changing management system that works by fitting the company, the employees and the ever-changing market. This would be the best way to manage your business. TQM works by using the concept of â€Å"improvement through transformation† (Gliddon, HRMT 620 Class Notes 5, 2013). One of the major factors you must consider when using TQM from a management standpoint is how much commitment are you willing to give to change, realizing that if the management is not a part of the change the employees will not follow. Also, remember that the process is not a short-term solution it is a long-term commitment to success (Chen Chuang, 2013). You must understand that the impact on how your managers perform their jobs is directly affected by how you distribute the information regarding changes you make and the results of those changes. Your employees will be more concerned with being rewarded. Leadership in regards to change should understand that rewarding employees for their efforts and change in behavior during and after the change event is important and has a direct impact to how they perform their jobs. Casino X’s leadership must realize that the support of a large number of resources including the employees is necessary to implement their change program (Peterson, 2010). Above all there will need to be orientation training, learning about the cultures of the employees and the host country. Learning is a continuous process, and global learning is the ability of an organization to review its progress continuously, to learn from its experiences, and to transfer the knowledge and expertise developed in each part of its global network to all other parts worldwide (Ling Jaw, 2006). Casino X Macau must have a first-class casino labor force to be competitive. Presently there are only a few things that need to be done to improve the casino employees’ work performance. The most important of these is to improve employees’ interpersonal skills and to strengthen the person-to-person interactions of Macao casinos’ customer service practices. Additionally, employees’ language ability should be enhanced for both Mandarin fluency and English knowledge so that Casino X Macau can meet the demand of an expanding Mainland Chinese market and the need for becoming a more internationalized market and workplace (Gu, Siu, Chi, 2009). High-performing companies have integrated their core values into the human capital resource process: how they attract, hire, and develop talent; manage performance; compensate employees; and so on. Methods for developing and maintaining a strong culture should be systematically used. These methods should focus on attitudes and cultural fit in the selection process, on secondary socialization and training, and performance management. The methods that Casino X should use are built around company core values and use both symbolic and values-based leadership (Stiles , et al. , 2006). Training programs need to be established that create a foundation upon which to base continuing training. A multinational organization needs the ability to train cross-cultural teams. These teams will ensure high levels of collaboration and performance. However, before you decide how to train your employees you must consider how you will recruit them. The socialization process begins with recruitment in that the organization is likely to select new members who already have the â€Å"right† set of attitudes, beliefs, and values (Stiles , et al. , 2006). It was found that high-performing companies have instilled their core values into every process. Their vision is instilled in how they attract, hire, and develop their employee base, how the company manages performance, and how they compensate employees. Casino X needs to focus on attitudes and cultural fit in the selection process with an emphasis on secondary socialization and  training. Leadership must insure that the performance management and compensation benefits systems are built around company core vision and that they are the example of the symbolic and values-based leadership. All levels of the company have a role in the hiring and keeping of quality employees. The human resource department should be responsible for developing the strategy, policy and basic infrastructure of the hiring process. They will also need to provide translation and coordination of global issues in Macau. The closer to the country you are working in the more detailed your human resources department should be, locally in country, they should deal with national polices and locally specific policies. It is not good enough to adopt a best practice policy without considering the cultural implications, United States best practice will not always work in other countries. Casino X Macau will have to insure that their recruiting practices align with all level of their business needs and insure they are complying with all local and country laws and policies. As I have previously noted in our discussions, it is quality of leadership that is ultimately responsible for ensuring congruence between the various aspects of the organization, its environment, and strategies (Stiles , et al. , 2006). Part of that responsibility will be the training of your employees. When hiring expatriates it is imperative that you do some sort of cultural training, and would be more productive if you conduct cross training, so that both the expatriate employees and the host country employees can learn about each other in a controlled environment. Commonly used techniques to develop cross-cultural teams are the cognitive approach and the experiential approach. These approaches to cross training focus on building a greater level of understanding and respect between employees of different cultures. Encouraging your employees in the process of discussing variations in each other’s culture will help in increasing their level of cooperation and enhance their ability to get the work done in a profitable manner. Additionally you can add training to enhance other leadership qualities such as communications, listening skills, conflict resolution, negotiation skills, and problem solving (Scullion Collings, 2006). As for the original Casino X, I again recommend cultural sensitivity training, due to the large influx of Mexican immigrants to the area. The Mexican culture is much more relationship based than that of the United States. Research shows that Mexicans form loyalties to individuals versus companies. Much of their impressions about the new company will be formed at orientation. I would also recommend that the orientations include time with the departments they are working with, it has been shown that starting the employees with face-to-face contact with those they will work with will provide a better employee base (Carrillo, 2006). Remember that change is difficult for many people, but in the end is very profitable if managed correctly. â€Å"Strong resistance to change is often rooted in deeply conditioned or historically reinforced feelings. Patience and tolerance are required to help people in these situations to see things differently (Chapman, 2012). † How to cite Global Human Capital Management Trends, Essays Global Human Capital Management Trends Free Essays Change is never easy. Casino X has been working with the same mindset for many years. In the past this was a profitable company but with the globalization of culture and the marketplace, due in part to the technology growth and the internet, they cannot successfully work with an outdated human resource system. We will write a custom essay sample on Global Human Capital Management Trends or any similar topic only for you Order Now The casinos have had a transactional style of leadership; believing that the primary purpose of a subordinate is to do their jobs, create clear work requirements, and expect the job to be done without question and immediately. The leaders have a realist view of thinking and use their expertise as their source of power (IAAP Administrative Professionals Week Event, 2009). National boundaries are less important, and multinational companies treat the world as one market. Through technology smaller countries are finding bigger markets for their goods and services, creating more competition for older managed businesses (McAdams, Neslund, Zucker, 2012). The best way to ease these concepts into the corporate mind is through: example, presenting them analytical data, and real word examples of how changing their views of human capital has worked for other companies. This may help them see how they can make changes. Insuring that they do not feel they must be at the highest level of the People Capability Maturity Model (CMM) tomorrow will also help with the transition to a mature workforce. There are no legal penalties for not improving the cultural climate of the corporation, but the continued loss of productivity and revenue should be of some influence. Initially, the leadership must be made to see the influence of globalization on the workforce in the country and then to understand how it affects other companies and then their company. They will then be able to understand that the benefits of treating their employees as individual assets under the People CMM will insure they can be competitive in the marketplace. A major global human capital management problem in the country is the greater number of immigrant workers; not since the turn of the century has there been a greater influx of non-European peoples. This influx has created cultural conflicts in the United States. Developing cultural understanding is required to prevent cross-cultural conflicts. There needs  to be a consistent emphasis of the value on diversity in communication, vision and strategic planning (Lankau, 2013). The leadership needs understand how that emphasis will improve the bottom line of Casino X and improve the bottom line of Casino X Macau. The leadership of the corporation will be introduced to the four cultural dimensions to illustrate how culture can affect the financial health of the company. These are: collectivism vs. individualism, power distance, orientation towards nature, and communication content (Milliman, Taylor, Czaplewski, 2002). The United States is seen as individualist nation, primarily depending on individual task completion. Many other countries prefer a collectivistic view, they care about the group and depend on relationships to complete projects. Understanding that view can improve communication with employees, suppliers and the customers. High power cultures have distinct structure, accepting unequal power and deference to superiors, while in the United States, a low power distance culture, all people are considered to have equal power. An American attitude is that we can control everything in nature, giving us a personal stake in all we do while those with an orientation towards an uncontrolled nature feel that failure or success is out of their hands. Communication is the fourth topic that the leadership of Casino X must realize about the cultures of other countries, most take into account the context of communication; they take into account all of the things surrounding the message: not only what is said but the surrounding context, what was said before and after, if only through email how it is said, body language, if the communication is in person. Knowing the cultural make-up of the employee base will help this leadership improve its communication with their employees. Understanding the cultural differences in communication will assist in the improvement of employee relationships and increase productivity. The introduction to the cultural distinctions and world views of employees and overseas companies will make the People CMM more understandable, and possibly increase the buy-in to the People CMM program. To achieve success with the People CMM, Casino X must first decide on which level their company’s maturity falls into. By surveying their employees they can get an overall picture of where they stand on the People CMM ladder. Then by going through each description they can realistically figure out what they need to do to improve the financial bottom line. The Initial Level will be shown to have inconsistent workplace practices, no clear policy and an emotionally detached workforce. This does not describe Casino X. The Managed Level shows an implementation of policy, but shows signs of overwork, distractions, unclear objectives poor communication and a low morale. It is imperative to emphasize corporate-wide improvement programs to identify critical skills and improve management skills at this level. This is the level at which Casino X falls. Their employees are accomplishing the job, but have no pride in it, and no organizational loyalty. Because of this they have no innovative thinking and Casino X is spending a great deal of money and time retraining employees instead of improving them. The next level of maturity is the Defined Level, they are working better but are now missing key opportunities because of a lack of talent. They will need to work on workforce competency and more strategic thinking. Level 4 is called the Predictable Level of maturity in a company. They are following all policies and completing all requirements with full trust of management. Now is the time to innovate information technology, introduce new programs and training. At maturity level 5, The Optimizing Level, there is accountability and measured improvement in the way the company works, the employees have high morale, and the financial outlook is good (Curtis, Hefley, Miller, 2010). This is the level, the attainable star, that Casino X needs to shoot for. By showing them the tools and insuring they realize that it is a process and they do not have to get there overnight (nor should they try) they can overcome the global human capital problems they face with predictable changes and understanding. The management styles of Casino X must be improved to obtain the employee improvement and eventual profit there is to gain in the operation of the casino. Motivating these managers to work together may be a challenge. The best approach to creating change is to work with them; when you work with your employees, they will be happier to work with management. This works well when people want to collaborate but are struggling to adjust to the situation, i. e. a merging of companies, and achieve the goals of change. This may help to instill a feeling of responsibility in the importance of the completion of this project and how they are the key may give them an incentive for success. Involving them in working together intellectually the employees may become more involved emotionally which may persuade them that it is the right thing to do, to follow the new vision of the casino (Changing Minds, 2012-2013). To appeal to the preceding issues the following memorandum was submitted to the leadership of Casino X: The casino industry has been managed in the same fashion for several years. The autocratic management style is quite firmly entrenched drawing from the fact that the industry began as an illegal activity. In addition, the gaming industry has been clouded by an atmosphere of distrust as evidenced by constant supervision of personnel activities, such as video surveillance of all gaming tables. The industry is also heavily unionized. This unionization has fostered an anti-management mentality (Reimann, 1993). With the influx of multinational employees it has become more evident, by a high turnover in staff and lost profits that changes need to be made. Over the past several years competition has increased as well. This competition is from video, internet, and riverboat gambling, as well as gaming on Indian reservations (Reimann, 1993) and competition from other overseas establishments. Because of all this competition the employee base is becoming more diverse, and while Casino X is trying to maximize their profits, they must also recognize the potential profit in their human capital. To do this they must insure that the exchange between the casino and the employees of the casino are mutually beneficial (Chen Chuang, 2013). Therefore, the use of change management by organizational development is even more important for a profitable evolution in management. As you have realized, you have a problem with the lack of employee loyalty and high turnover. You have taken the first steps in the process of Organizational Development in that you have found what needs to change and have retained me to assist you in the matter. We next discussed the underlying reasons: a lack of understanding the cultural differences and globalization of your competition and employee base (French Bell, 1995). I informed you through a prior memorandum of what we learned from the data we collected. Now we need to discuss the root causes and remedies for your dilemma (Rooney Vanden Heuval, 2004). We need to invest in the human capital of your employees; they need to feel that they are a part of the Casino, not just working for a supervisor who works for the Casino. We need them to be motivated and inspired to work. This will reflect on how they deal with your customers, and will show return in investment in repeat customer loyalty and, in turn, profit. I recommend starting with training the management teams in cultural diversity; this would also serve you well in customer relations, as there is an increase in foreign travel to Las Vegas. The management needs to understand how to relate to other cultures and ethics systems so they can identify ways to improve communications with employees and employee communication with customers. Most important, as the Casino leadership you need to have a vision of how you want your Casino perceived: as an entertainment location or a gambling establishment. Your vision needs to be clearly articulated to your employees and should serve to inspire your management teams. Your vision should set an example your employees want to follow. I also suggest giving your employees a voice in improving customer relations and improving their working processes, both of which can be achieved by creating a team concept. These teams would consist of employees working in the same environment with rotation of team leadership. Team leaders would bring suggestions for improvement to management. An important goal in this process would state that employees could not bring a problem to the employee team’s attention without bringing a proposed solution. Keep in mind that in larger hospitality organizations an entrepreneurial spirit is more easily sustained when shared visions of management styles are part of the organization rather than only a process (Agrusa Lema, 2007). Once we get the organization processes in action we will monitor the progress. Everyone who contributed information should have an opportunity to learn about the findings of this assessment process, maintaining confidentiality. The feedback should start with the Casino Leadership and the Management teams. It will be processed down through the employee teams to reach all who have participated. This provides an opportunity for the organization’s people to become involved in the change process, to learn about how different parts of the organization affect each other, and to participate in selecting appropriate change interventions (French Bell, 1995). We will then make changes as through the creation of an implementation plan developed based on the assessment data; logically organized, results-oriented, measurable and rewarded. This will be a continuous process and done at regular intervals. This will not work without your full support and cooperation. You, as the Casino Leadership, are the example to the entire company and without your support this will be an empty attempt at progress; the employees will know that their input in not valued and you will be right back to square one. The next step is to plan for a participative decision-making process for implementing the changes. Leadership must remain flexible enough to modify the process as the organization changes and as new information emerges (IAAP Adminstrative Professionals Week Event, 2009). You must emphasize to your employees that the changes they wish to make must be of equal or greater quality to the customer and the work environment. The human capital change management process is important to obtain a profitable success. You must remember that your employees who are doing the jobs know best how to do those tasks; they are an asset to the positive changes you wish to make. They are also the greatest resource you have for knowing which changes will be of the greatest benefit to the customer, the employees, and the bottom line. You should leave problem solving and decision making to the lowest levels possible; this will empower your employees. Expect the best of your employees; they will only rise to the level expected from them. If they are empowered and inspired to do so, your employees can perform at consistently higher levels (Reimann, 1993). These are the recommendations and guidance we provide to the leadership of Casino X. The movement to overseas casino operations has begun in your operation, and is already established in the city of Macau in the Philippines. There are many global staffing theories available to your organization; a review of these theories will assist in the development of your company to a higher management maturity level and greater profit margin. Global staffing is the function of the human resources department to fill key positions at an international level. There are more employees willing to take on the challenge of working in a different country, to expatriate, this gives them more experience and they may possibly gain better positions far more quickly than those who remain in the home location. Companies benefit from being a multinational organization by being able to attract a greater talent base. â€Å"The overall global staffing strategy must be inclusive of methods to motivate employees to attract them to their organization† (Scullion Collings, 2006). A popular Global management theory is performance management; this method emphasizes the excellence of each person or teams process in the organization, it is said to motivate employees through holistic evaluations and to strengthen the link between company accomplishments and employee rewards (Gliddon, HRMT 620 Class Notes 6, 2013). This management process has had some problems in the host countries local population managers, or inpatriate managers (Maley, 2011). You must insure that the inpatriate managers are developed as much as your in-country managers are if they are to gain a sustainable competitive advantage. The performance appraisals written for your inpatriate managers must be reflective of the cultural norms of their country and still keep the performance to the standards your company requires. This form of management has been shown to be difficult for many organizations (Maley, 2011) although it has worked well in other casinos in Macau. The aligning of employee needs and organizational needs can be seen in job satisfaction and internal service quality. It is necessary to have positive employee relationships with organizational commitment, which is extremely important to hospitality companies, such as casinos, for competitive advantage. With respect to the impact of job satisfaction on turnover, many studies conclude that highly satisfied employees are less likely to seek new employment. The most important link to job satisfaction, especially in other countries, are â€Å"hygiene factors† linked to work environment and work conditions. In a casino environment, job stress can typically result from constantly changing work shifts and being closely watched by players and surveillance cameras; this should be closely monitored. Macau casino employees have a greater problem with job stress. Stress has been shown to lead to job dissatisfaction and may lower customer service quality. Minimizing job stress is an important aspect of job satisfaction for casino workers (Gu, Siu, Chi, 2009). The most important part of performance management is the linking of the individual performance with the objectives of the business (Stiles , et al. , 2006). Performance management also requires periodic coaching and advising to maintain motivation and organizational vision. Another theory is reward management; this would attract highly skilled employees by using pay incentives to align employee interest with the business and the stakeholders’ interests. Rather than acting as a guiding tool, reward management can remove fixed costs in employee wage. Operating based on mutuality, and typically emphasizing the notion of shared responsibility, employees stand to do well if the firm performs well and vice versa. There is also an increasing view of companies to view talent effectively as a strategic priority. Talent management theory uses recruitment practices that follow a talent pool strategy where the company first recruits the best people and then places them into positions rather than trying to recruit specific people for specific positions (Gu, Siu, Chi, 2009). This process need a large applicant pool to draw from and therefore this would not be an effective method for Casino X’s global resource management team to use, as there are not enough specifically qualified people in your host country to generate a sufficient pool of talent from which to draw. Total Quality Management (TQM) is the most well-known management theory; the most appealing part of TQM is that it is not stagnant. TQM is an evolving and changing management system that works by fitting the company, the employees and the ever-changing market. This would be the best way to manage your business. TQM works by using the concept of â€Å"improvement through transformation† (Gliddon, HRMT 620 Class Notes 5, 2013). One of the major factors you must consider when using TQM from a management standpoint is how much commitment are you willing to give to change, realizing that if the management is not a part of the change the employees will not follow. Also, remember that the process is not a short-term solution it is a long-term commitment to success (Chen Chuang, 2013). You must understand that the impact on how your managers perform their jobs is directly affected by how you distribute the information regarding changes you make and the results of those changes. Your employees will be more concerned with being rewarded. Leadership in regards to change should understand that rewarding employees for their efforts and change in behavior during and after the change event is important and has a direct impact to how they perform their jobs. Casino X’s leadership must realize that the support of a large number of resources including the employees is necessary to implement their change program (Peterson, 2010). Above all there will need to be orientation training, learning about the cultures of the employees and the host country. Learning is a continuous process, and global learning is the ability of an organization to review its progress continuously, to learn from its experiences, and to transfer the knowledge and expertise developed in each part of its global network to all other parts worldwide (Ling Jaw, 2006). Casino X Macau must have a first-class casino labor force to be competitive. Presently there are only a few things that need to be done to improve the casino employees’ work performance. The most important of these is to improve employees’ interpersonal skills and to strengthen the person-to-person interactions of Macao casinos’ customer service practices. Additionally, employees’ language ability should be enhanced for both Mandarin fluency and English knowledge so that Casino X Macau can meet the demand of an expanding Mainland Chinese market and the need for becoming a more internationalized market and workplace (Gu, Siu, Chi, 2009). High-performing companies have integrated their core values into the human capital resource process: how they attract, hire, and develop talent; manage performance; compensate employees; and so on. Methods for developing and maintaining a strong culture should be systematically used. These methods should focus on attitudes and cultural fit in the selection process, on secondary socialization and training, and performance management. The methods that Casino X should use are built around company core values and use both symbolic and values-based leadership (Stiles , et al. , 2006). Training programs need to be established that create a foundation upon which to base continuing training. A multinational organization needs the ability to train cross-cultural teams. These teams will ensure high levels of collaboration and performance. However, before you decide how to train your employees you must consider how you will recruit them. The socialization process begins with recruitment in that the organization is likely to select new members who already have the â€Å"right† set of attitudes, beliefs, and values (Stiles , et al. , 2006). It was found that high-performing companies have instilled their core values into every process. Their vision is instilled in how they attract, hire, and develop their employee base, how the company manages performance, and how they compensate employees. Casino X needs to focus on attitudes and cultural fit in the selection process with an emphasis on secondary socialization and training. Leadership must insure that the performance management and compensation benefits systems are built around company core vision and that they are the example of the symbolic and values-based leadership. All levels of the company have a role in the hiring and keeping of quality employees. The human resource department should be responsible for developing the strategy, policy and basic infrastructure of the hiring process. They will also need to provide translation and coordination of global issues in Macau. The closer to the country you are working in the more detailed your human resources department should be, locally in country, they should deal with national polices and locally specific policies. It is not good enough to adopt a best practice policy without considering the cultural implications, United States best practice will not always work in other countries. Casino X Macau will have to insure that their recruiting practices align with all level of their business needs and insure they are complying with all local and country laws and policies. As I have previously noted in our discussions, it is quality of leadership that is ultimately responsible for ensuring congruence between the various aspects of the organization, its environment, and strategies (Stiles , et al. , 2006). Part of that responsibility will be the training of your employees. When hiring expatriates it is imperative that you do some sort of cultural training, and would be more productive if you conduct cross training, so that both the expatriate employees and the host country employees can learn about each other in a controlled environment. Commonly used techniques to develop cross-cultural teams are the cognitive approach and the experiential approach. These approaches to cross training focus on building a greater level of understanding and respect between employees of different cultures. Encouraging your employees in the process of discussing variations in each other’s culture will help in increasing their level of cooperation and enhance their ability to get the work done in a profitable manner. Additionally you can add training to enhance other leadership qualities such as communications, listening skills, conflict resolution, negotiation skills, and problem solving (Scullion Collings, 2006). As for the original Casino X, I again recommend cultural sensitivity training, due to the large influx of Mexican immigrants to the area. The Mexican culture is much more relationship based than that of the United States. Research shows that Mexicans form loyalties to individuals versus companies. Much of their impressions about the new company will be formed at orientation. I would also recommend that the orientations include time with the departments they are working with, it has been shown that starting the employees with face-to-face contact with those they will work with will provide a better employee base (Carrillo, 2006). Remember that change is difficult for many people, but in the end is very profitable if managed correctly. â€Å"Strong resistance to change is often rooted in deeply conditioned or historically reinforced feelings. Patience and tolerance are required to help people in these situations to see things differently (Chapman, 2012). † How to cite Global Human Capital Management Trends, Essays

Globalization Migration Essay Example For Students

Globalization Migration Essay Globalization is the interrelated web of communications between states and different civilizations including engineering. concern and civilization. Migration is the motion of people into or out of a different state. Migration additions globalisation by making a greater diverseness of civilizations. different thoughts. and increasing the manner the economic system grows. The cyberspace is one of the biggest planetary communicating systems. In the 1980s. mail order married womans were introduced. Work force in the US seeking Asiatic brides could now merely travel onto the cyberspace and happen a married woman and communicate with them. Work forces normally want to get married aliens because they are viewed as more â€Å"exotic† and â€Å"dependent† than adult females raised in the US. Without the cyberspace ( facet of globalisation ) there wouldn’t be communicating between US work forces and their possible partners. Globalized consumerism besides affects the subject of the relationship between globalisation and migration. When companies are making a new merchandise. they have to make the design. Once the design is created. the merchandise is made so the company pays for the distribution of the merchandise. The people who make the merchandises are normally immigrants. They do this because â€Å"there is a demand for unskilled labour in the North and because there is a big supply of unskilled workers in the South who are ready and willing to migrate North. † Usually the workers in the South migrate to the North for higher paying occupations. There are great differences in the wage from the South and the wage from the North. In 1995. workers in the US ( North ) were paid $ 17. 20 an hr. 71 cents per hr in the Philippines ( South ) . 46 cents per hr in Thailand ( South ) . and 25 cents per hr in China ( South ) . Peoples from third-world states are besides parts of migration and globalisation. In 1945. two brothers from Chinantlan. Mexico moved to New York and got occupations wipe uping floors. As the old ages passed they pooled their income and started directing the money they saved to their hometown. They began an organisation where more of their relations from Chinantlan joined them in New York and sent money back place to better their community. By 1990. the organisation had already sent $ 2 million each twelvemonth. This shows that migration can better third-world states and their metropoliss.

Romeo And Juliet Is Typical Of Shakespeare Essays -

Romeo And Juliet Is Typical Of Shakespeare Romeo and Juliet (R&J) is very characteristic of a Shakespearean play because of its recurring themes, language and diction, and story of a tragedy. Much like Hamlet and The Tempest, Shakespeare incorporates themes such as family rivalries, father and daughter relationships, revenge, and obedience vs. disobedience. One theme that tips Rs Dream. In this example, Romeo is Lysander, the one whom the girl truly loves, while Paris is Demetrius, the one whom the parents want her to marry. Much like Hermia and Lysander, Romeo and Juliet try to run away and elope without their parents knowing. Another obvious theme, which is tied into the previous example, is love. Just as Juliet loves Romeo, other relationships include Hermia and Lysander, Miranda and Ferdinand (The Tempest), and Ophelia and Hamlet (Hamlet). Another recurrent theme is the creation of a fantasy world. In Rs Dream where the forest is a place in which the fairies roam and rule. One more theme apparent in Shakespearean plays including R&J is that of revenge. In a mad rage, Romeo kills Tybalt because he kills his best friend, Mercutio.The whole plot of The Tempest deals with Prospero devising a complicated plan just to gain revenge on his brother, Alonso, and his party. In Hamlet, Hamlets whole purpose in the play is avenging his fathers murder, and the story centers on the way he goes about it. The very language and diction of Rs. The usage of metaphors, similes, and archaic language are marks of a Shakespearean play. Another factor is how the characters are one-sided at times. Romeo is mainly an emotional person drawing a parallel to Miranda also being only emotional. The fact that R&J is a tragedy is characteristic of Shakespeare. Other tragedies that Shakespeare wrote toward the end of his career include Hamlet and The Tempest. Rs just on the basis of themes alone. Shakespeare Essays

Alexandra of O Pioneers †English Essay

Alexandra of O Pioneers – English Essay Free Online Research Papers Alexandra of O Pioneers English Essay Although Alexandra is portrayed as the physical hero in Willa Cather’s O Pioneers, Emil seems to represent a more compassionate connection with the reader through his troublesome, heart wrenching relationship with Marie Shabata. Throughout this passage, the language strongly portrays the longing for something that seems unattainable and the rationalization of how life must continue. Ms. Cather uses her lyrical syntax to depict how Marie’s mental self torture, as a method of relinquishing her lust from Emil, transforms into a solemn burden of helplessness. Mental torment lingers in the air each time the two passionate human beings became close enough to feel each others presence. Consequently, Marie has not once ceased her thoughts of the rational future her mind longs for, and the passionate physical love that remains constantly throbbing within her heart. This unattainable craving is depicted while traveling, â€Å"her face lifted toward the remote, inaccessible evening star.† Not only is it palpably apparent that the evening star symbolizes Emil’s love, but the leading light is positioned almost perfectly over the Bergson’s barn. The universes’ â€Å"space† is a destination that lies in the minds of almost all children as a vast infinity of pure joy that is absolutely unreachable. Similarly, the longing to reach this inaccessible target represents brewing love that she simply cannot repress. Regarding the same mind-set, Cather portrays the imagery, â€Å"always the same yearning, the same p ulling at the chain- until the instinct to live had torn itself and bled and weakened for the last time, until the chain secured a dead woman, who might cautiously be released.† Marie recognizes her longing for Emil’s passion, but not yet as an emotion to which nothing can be accomplished in order to bring about its conclusion. She persists in this self-torture of the mind in an attempt to gruesomely force out this evil yearning, concealed deep within her soul. The agonizing motions never seem to cease until every ounce of the striving for independence slowly vacates her now listless fissure she refers to as a body, and only then she may be released, with much caution, back into the law bound world. It soon becomes apparent to Marie that these devilish yearnings are what defines one as a human being, and cannot be so easily removed with a mere flick of the mind. Upon this revelation, her mind begins to wander, believing she could sustain a carefree life, while carrying out the true passions of her heart only with intangible dreams. The wretched thoughts of this credence continue, â€Å"She felt as the pond must feel when it held the moon like that; when it encircled and swelled with that image of gold.† These once love-felt yearnings of the soul seem to be transforming into heavy burdens with no remedy. The pond seems to be intruded upon when the cumbersome moon barges in upon its once so simple life. Similarly, Marie believes her life married to Frank was straightforward and effortless prior to the intrusion of this passionate lust. However, to the on looking eye, this brilliant image of a golden gem, glistening and dancing in the pond’s tiny ripples seems enchanting and almost utopian. The question could be proposed: why does not Marie simply run from this painful marriage, and take pleasure in the life only thought possible in her dreams? To Marie, this seems the childish, effortless method to solve her predicament. She recognizes her own fault in making the decisions she did and vows to live them out in their entirety, even if it entails never fulfilling the passionate drive that constantly dwells beneath her. Research Papers on Alexandra of O Pioneers - English EssayComparison: Letter from Birmingham and CritoMind TravelThe Spring and AutumnThe Masque of the Red Death Room meaningsHonest Iagos Truth through DeceptionWhere Wild and West MeetAnalysis Of A Cosmetics AdvertisementQuebec and CanadaAppeasement Policy Towards the Outbreak of World War 2Hip-Hop is Art

Persuasive Essay on Adopting a Dog

Persuasive Essay on Adopting a Dog Persuasive Essay on Adopting a Dog There are numerous reasons why one should make the wise decision to adopt a dog, the first of which is that one gets to save a life by choosing to adopt a dog. In the United States of America only, more than two million dogs are available for adoption on a yearly basis. The main reason why so many dogs are available for adoption is there are many individuals who give up their pets to animal shelters, and the number of individuals who go to shelters to adopt a dog is small. Unfortunately, many animal shelters do not have enough space to house the pets comfortably and sometimes do not even have enough resources to take care of the pets. These reasons sometimes push animal shelters to tight corners and cause them to eliminate some of the pets that have not been adopted. If more people came up and adopted the dogs, fewer animals would be eliminated or tortured by those who adopt them for weird reasons. The other reason why one should adopt a dog is that when one adopts a dog from an animal shelter, he or she not only gets to save money but also gets to adopt healthy dogs. There is a common misconception that animals found in animal shelters usually have something wrong with them. The fact is there are numerous reasons that may make one give up a pet to an animal shelter. However, this is not necessarily because the animal is injured or has a certain fault. Animal rescue centers usually concentrate on bringing up animals in the healthiest way that they can to make it easy for one to adopt a dog, should one choose to take the dog home. The shelters also regularly examine the pets and vaccinate them accordingly and regularly, and they pay close attention to the pets to ensure they are in their best health. In relation to cost, it is usually much cheaper to purchase a pet from an animal rescue center than it is to purchase a pet from a pet store or any other store. Another important reason why one should adopt a dog for a pet is that pets have been shown to improve the mood of their owners. Instead of feeling lonely and moody, one should adopt a dog because the dog will give the owner unconditional love and therefore help one to psychologically feel better. Dogs are also great when it comes to improving the physical health of their owners. Scientists have shown that spending time with one’s dog can significantly lower one’s blood pressure and lower one’s cholesterol levels. Activities such as walking the dog or even grooming the pet provide the owner with physical activity, which in turn can help the individual strengthen the heart and bone tissues. Simply stated, dogs are not just pets but are beneficial in many ways. Tips on writing a persuasive essay about Adopting a Dog: 1. Define what audience your essay is directed to; whether most of your audience. 2. Make sure your argument is definite. 3. Research your topic about adopting a dog well. To make your claim stronger, your arguments should be clear and supported be real examples. You can easily buy an essay online from experts at . You will get a superior-quality custom persuasive essay written from scratch!

Article Critique #1--Business Ethics Example | Topics and Well Written Essays - 250 words

Critique #1--Business Ethics - Article Example The myth that people are turning less ethical than an earlier generation has been criticized by the author. Along with clarifying myths prevalent about ethics management, the paper also provides practically applicable guidelines for the mangers to ensure business ethics. This makes the paper locally applicable in a business scenario. The need to understand the ethical culture as recommended by the paper is very important for a manger as today’s business environments are largely turning multicultural. Rather than having a theoretical framework for the code of conduct it is ideal that the manager directly communicate the ethical requirements to the employees. Thus the recommendation made by the paper in this context is very relevant. However, an overemphasis on rewards to encourage the employees to be ethical as recommended by the paper is contrary to the personal value oriented ethical approach. People must follow ethics not merely for rewards but must develop personal ethical responsibilities. This must be self driven and not motivated by materialistic rewards. The recommendation t o promote a culture of ethical leadership will be of high relevance for a manger to ensure ethical management. Interestingly, this recommendation is contrary to the other recommendation to have emphasis on rewards. In totality, the points raised by the paper can be successfully implemented by a manger to practically mange business

The last lecture by Randy pausch Movie Review Example | Topics and Well Written Essays - 500 words

The last lecture by Randy pausch - Movie Review Example First, he started by telling that he was to talk about other things but not cancer, his wife and so forth. These are the things he was known to talk about in his speeches. Therefore, by doing this, he shows his audience that he can venture into other issues of a common good. This way also, he changed his audiences’ attitude towards life by tracing his childhood dreams and encouraging young people to dream. He also narrated to his audience his experiences when enabling dreams of others by impacting knowledge and skills to them. Pausch uses jokes, audience engagement and life experience episodes, anecdotes and dramatic pauses to relate to his objectives of changing people’s attitudes and acknowledging his contribution to the world. To connect with his audience in hundreds, Pausch makes sure he engages his audience and clears tensions by resorting to; for instance series of push-ups on stage (Pausch 3 -5). Some of the techniques he uses like humor are natural to him, but some techniques like performing push-ups and constant microphone adjustment are intentional and meant to make the show lively. Yes, I was moved when he mentioned about his cancer issue and demonstrated his hope when he acquired a new home for his family to stay in, when he dies. With the freedom of speech, any person is justified to share his or her experiences provided doing this does not interfere with rights of others. There are no dangers as far as one is within the guidelines. Most portions of the program were on top of me especially the parts where he made compelling comparisons, humor and dramatic pauses. According to Pausch, a â€Å"head fake† is a method of teaching where learners is taught something by making them assume they are learning something else. For example, teaching students programming and making them assume they are making movies and games. The two â€Å"head fakes† that Pausch talks about in his lecture are indirect learning and

Explore the ways in which Collins presents the relationships between men and women in The Moonstone Essay Example for Free

Explore the ways in which Collins presents the relationships between men and women in The Moonstone Essay Explore the ways in which Collins presents the relationships between men and women in The Moonstone. Do male or female characters have more influence in the novel? In this essay I will explore the relationships between male and female characters in the novel The Moonstone. This essay will evaluate all of the key characters, from the annoyingly religious Miss Clack to the caring and loving Gabriel Betteredge. I will explore the characters personality and decipher whether male or female characters have more influence in the novel. The book is split into eight narratives written by different characters to show what each character is thinking and to give different perspectives as the events unfold. This technique also adds tension as certain secrets are hidden from individuals so not everyone knows the whole truth. Out of the eight narratives only one is written by a woman (Drusilla Clack) whilst all the others are written by male characters. The female characters in the novel are all very atypical, as they stand up for themselves and do not just give way. This was uncommon in the Victorian era as women had few rights and were not expected to be hot tempered. Miss Rachel, a young lady born into a rich family, acts in an unlady-like manner at certain points in the story, especially when she refuses to give information on what she knows about the diamond. Betteredge, one of the characters who knows Rachel Verinder best, said that he could Call to mind, in her childhood, more than one occasion when the good little soul took the blame, and suffered the punishment, for some fault committed by a playfellow whom she loved. This aspect of Rachels character and personality is shown many times in the novel, for instance, when she refuses to talk about the diamond for Franklin Blakes reputation would be shattered if she spoke. This gives the reader the impression that Rachel values her friends and family and she is a women of her word. This adds suspense to the novel and greatly effects the plot as if she had revealed what she knew then Franklin Blake would have been arrested and would not have had a chance of defending himself, resulting in the Moonstone never being found and Godfrey Ablewhite getting away, with no consequences. In the book the majority of the discoveries are made by men, although this is because the female characters already knew the truth; they just hadnt revealed it. One of the cases of this happening is when Franklin Blake deciphers the code to find Rosanna Spearmens chest. This held many secrets which Rosanna had kept silent about for a long time. This effects the outcome of the novel, as since Rosanna kept quite over her love of Franklin Blake, the truth of the moonstone being revealed is delayed, giving time for the events at London to unfold. The reader really gets the impression of Rosannas love of Mr Franklin Blake from this act, of saving his reputation, even though holding these secrets could be argued to be a massive factor of her eventual suicide. Despite this, Franklin never really notices Rosanna Spearman; this is probably due to the fact that in his eyes she is just a housemaid with a lumpy shoulder. Social class is outlined here, with the rich Franklin Blake and the poor Rosanna Spearman. The different social classes were more prominent in Victorian times and Collins also uses class in his other novels such as the woman in white, where Walter Hartright and Laura Fairlie fall in love, but due to Walters low social class, they separate. When Rosanna dies, it could be suggested that Ezra Jennings is introduced to replace her, as these two characters are very similar in personality and are both rejected by most members of society. They are also both attracted to Mr Franklin Blake in different ways; Rosanna has an undying love for him, and Ezra asks himself What is the secret of the attraction that there is for me in this man?. Both characters also had rough upbringings, as Rosanna was a thief as a child and Ezra was beaten and was mistreated mercilessly by his family. Ezra Jennings is also addicted to Opium, as for ten years past I have suffered from an incurable internal complaint. His addiction to the drug led to his painful and horrific nights, and Opium also destroyed his nervous system. Wilkie Collins probably introduced Ezra Jennings as a character which he could relate to, as Collins himself was addicted to Opium, which is probably why the drug plays such a significant part in the book. Collins believed he had an imaginary friend named Ghost Wilkie and often hallucinated in his sleep. His other novels have opium in them, so his way of relating to his addiction was to put it into his books. Opium plays a significant part in the book, as Ezra uses it in his experiment to discover who took the diamond. The reader feels uncertainty when the book dapples in the secret world of Opium as most readers would not have tried it and therefore do not know how powerful it is and what it can do. Gabriel Betteredge often talks about which side of Mr Franklin Blakes character is shining through, and believes it to be due to all of Franklins foreign training (Betteredge usually relates his strict character to Franklins German side, his poeticness to his French side, and his bravery to his English side). This gives Mr Franklin Blake no distinct character. This gives you the impression that Gabriel Betteredge is very stereotypically British, supporting his country and almost believing that the English are superior to others. Godfrey Ablewhite however, has a very different character which is hidden from the public view. He tries to get across the image of a hardworking gentleman who dedicates his life to the many womens charities he patronizes, when he is actually a man swallowed in debt and trying to rob people of their riches to pay it off. His debt was one of the key reasons why he asked to marry Rachel Verinder, as he thought that he would inherit enough money to pay off the debt; however that did not turn out to be the case. When Rachel asked for the marriage to be cancelled, Godfrey did not try to put up any resistance, as he knew that he would not receive the inheritance he had hoped for. Godfrey also gets engaged to another woman, but the marriage is broken off for similar reasons. At the end of the book, Godfrey is in disguise as a sailor with a dark complexion when he tries to get the Moonstone from the bank. This is symbolism as it outlines the fact that he is leading a double life, and he has a dark complexion as Betteredge and Franklin immediately suspected the Indians of stealing the diamond. Their immediate suspicion of the Indians affects the plot greatly as it means that Godfrey Ablewhite has time to hide the diamond without being suspected, as all eyes were on the Indians. The view the public have of him is different to what he is actually like, and if it had not been for Mr Matthew Bruff, the marriage might not have been called off. Miss Clack often swoons at the sight of Mr Godfrey Ablewhite; this is because she believes he is a hardworking Christian, and refers to him as gifted and wonderful. It is therefore no surprise that she is shocked when she, by chance, hears Godfreys proposal to Rachel. It is here that he admits that his, Charitable business is an unendurable nuisance and that if I see a Ladies committee now, I wish myself at the uttermost ends of the earth. Miss Clack is highly offended by this, as she is a member of The Mothers Small Clothes Conversion Society, but she dismisses this out of hand as being a slip of the tongue in the heat of the moment. Miss Clacks personality is very different to the other female characters in the book, as she is a character of a certain type of hypocrite. She never leaves without her Christian pamphlets and she often tries to spread her faith through these tracts. She may be doing this to turn more people Christian, or she may just be doing this as it is in her sphere of power and it makes her feel as though she has more influence on society. A perfect example of Miss Clacks character is when she visits Lady Verinder and Rachel, but upon realising that Lady Verinders doctor is trying to use medication to treat Lady Verinder instead of praying to god and waiting for him to perform a miracle, she spreads religious books of her choice around the Verinders house. She believes that this act did not make her a nuisance, but instead, a True Christian. Miss Clack has a very different opinion of herself compared to what other people think of her. Even the kind and loving Gabriel Betteredge, who has a good word to say about almost everyone, does not take well to Miss Clack. Before handing over the job of narrating to her, he asks the reader to Just do me the favour of not believing a word she says, if she speaks of your humble servant. This shows that she is believed to not be a teller of truths, and Betteredge is pre-warning the reader of what to prepare for. We believe what Betteredge says and not Miss Clack as he has shown himself to be an honourable character, worthy of the readers trust. Our decision to believe him and not Miss Clack is also influenced by other characters, as Franklin Blake often refers to him as a dear old friend, so others characters have respect for him as well. In the story, female characters do not reveal what they know straight away. This adds suspense to the story, as you have to wait a long time for the secret which will put together a new piece of the puzzle. A good example of this is Rosannas letter to Mr Franklin Blake, explaining where the chest is hidden, and inside the chest is Rosannas narrative which explains events before and after Rachel Verinders 18th birthday party leading up to Rosannas suicide told through her point of view. The letters opening is delayed however, as Limping Lucy refuses to give it to anyone other than Franklin Blake himself. This lets the events at London unfold, and the case of the Moonstone is put on hold for a short period. Limping Lucy is Rosanna Spearmans only friend, and was understandably angry at Franklin as she believed that he forced Rosanna into suicide. Limping Lucy has a severe limp in her left foot, and this may be one of the reasons why she and Rosanna are so good friends, as they both have physical deformities and are rejected by most members of society. I believe that female characters have more influence on the plot of the novel due to their actions which are gradually revealed to the reader. Superficially, male characters seem to have a larger role in the discovery of the secrets behind the moonstone but this is because they are only just digging in to what the female characters already know. The fact that male characters have almost all of the narrations add to the secrecy of the novel and also reinforces the point of male character seemingly having more influence and control of the plot, when all they are doing is discovering what is beneath the surface of an apparently settled world in the novel.

Personal Narrative about Skiing Essay -- Narrative Essay Ski Trip

The coat of armor I adorned, made of down feathers and a nylon shell, yielded no protection against the daggers of that cold winter air. As I peered out toward the horizon, I saw nothing but tree tops, and some snow capped mountain tops in the distance. With my feet bound to freshly waxed skis, the only thing stronger than my ski poles was my determination to get down the mountain. I turned to my right, only to see the immediate drop off of the ski slope. As I crept up a little closer to the edge, I noticed an incline that before now was only known to me through pictures of cliff diving, or an exaggerated road runner and coyote cartoon. With a deep breath of that icy cold air that seemed endless at the time, I pushed myself off the mountain, and I was skiing. The wind blew past me as...

My Passion

Cooking is my passion. It allows me to be creative when I’m normally not. Anything I cook makes me feel good: desserts, lunch, dinner, or snacks. I’m most relaxed in the kitchen, apron on, and ingredients everywhere. It’s like a challenge to see what’s in my fridge and pantry and to see what I can create. Every pot and pan I have waiting on my stove, a pantry full of ingredients at my leisure, an eager family waiting in the other room, ideas tumbling around in my head, utensils cleaned and ready, my mind goes somewhere else and I am in my element. My passion is waiting.The simpler the ingredients, the better. I can’t decide whether to use pasta, rice, or potatoes. My hands instinctively grab for the olive oil to prep my saute pan. A dish in my house is not complete without garlic so I start there. Within minutes I have the veggies sauteing, the pasta boiling, the salad resting, the meat searing, and the fresh bread baking. The aroma wakes my family from whatever they were doing and they join me in the kitchen to chitchat and watch me work. Swatting my husband’s hands as he attempts to sneak a bite is instinctual; he has to wait for the finished product like everyone else.The meat is resting and waiting to be sliced, the fresh bread is cooling on a platter, the water glasses are waiting to be filled, and the table is set. I get anxious as everything is finishing at once and my husband helps by draining and tossing the pasta with some olive oil to keep it from sticking. The veggies are perfectly tender in the garlic butter cream sauce and look beautiful atop the tri color pasta. I feel proud that my family enjoys my cooking as much as I do. Their joy is the reason I love it so much. It’s finally time to eat.

An Analysis of Google’s Internal Management

An analysis of Google's internal management and its possible application to other industries. Abstract Google is a company which is well known for providing a unique work environment, welfare system and flat structure for employees. It has also been awarded â€Å"The best company for work† many times. We are going to do the research on their internal management, and then define their key factors of success; moreover applying Google's management to different industry. Keywords: Google, internal management, welfare system, work environment, different industry. List of figures Figure   Introduction In a company, the internal management is the most important factor. In addition, if a company has a good internal management, employees will not only enhance their effectiveness but also keep those employees with good performance to stay in the company and reduce errors.Consequently, my topic is to investigate how the internal management encourages employees to be creative and effect ive. I am going to do the research on Google, which is a well-known search engine. Google's internal management is also well known to the whole world for its work environment, welfare system and company culture. I have chosen this topic for my research report, on the one hand, I want to be a successful leader and I am going to study business management for my master degree.On the other hand, my father and his friends are all successful businessmen, who always teach me some practical and professional knowledge about management and share their personal experiences to me. Furthermore, they once suggested me studying business management, which may be useful in the future, for the reason that if you want to organize a company profitably and prosperously, you must master in good management skills. As a result, I am Interested in business management. I strongly believe that a good management method could affect the whole enterprise.Every year, Fortune Magazine sorts out a list, named †Å"Fortune 100 Best Companies to Work for†. In preparing the list, the magazine relies on two criteria: the culture and the policies of each company as well as the opinions of the company's own employees. Google has topped the Fortune's list for many times. It can be proven that Google's internal management has done very well. Thus, the following research objectives were set: 1. To analyse Google's internal management (SWOT). 2. To estimate how well Google's internal management could be applied to different industries. 2. Literature Review 2. Work environment A good work environment could influence employees very much. For example, to reduce stress, Google's employees can play volleyball, football, video games, table tennis or even roller hockey on the campus, which makes employees feel like they are still at the college campus rather than being in the office. (Kuntze, R. and Matulich, E. 2010). Another remarkable example is that respecting the employees who are from different cultures. Google currently has 14 offices in different states and more than 40 countries worldwide; it must have many workers from different nationalities.In different offices have various local customs of decoration and interior decoration (Google). 2. 2 Welfare system Google provides its employees with a wide range of benefits to make sure that the employees are satisfied and loyal to the company. These benefits include: free food, onsite childcare, healthcare services, transportation services, laundry and dry cleaning services, sport facilities, pets allowed, 20% creative time program, environmentalism, numerous holiday and leave days, and other services (Kuntze, R. and Matulich, E. 2010). The other companies have never executed these benefits mentioned above.In addition, their welfare system has few innovative rules, â€Å"The company has a policy of unlimited sick leave, and only expects employees to work 70% of the time. It factors in opportunities for staff to think of ways to work better, and allows impromptu sport during the work day. † (Logan, 2008:3). 2. 3 Company culture Although Google is a Large-scale company, their leader tries to maintain their atmosphere feels like a small company without hierarchy, employees can say whatever they want to say, they can bring up all of their ideas or thinking to their manager whenever they want. Google). Furthermore, Google attempts to keep the good employees in the company and have a good relationship between leaders and employees. Every Friday afternoon the founders gather all employees into an open area for a TGIF meeting. (Raphael: 2003). 3. Methodology A SWOT analysis is a well known management tool, one of which could very quickly to find strengths and weaknesses. It could apply to all kinds of research. That is the reason why SWOT is one of the most common used management tools recently. Strengths |Weaknesses | | | | |Opportunities |Threats | | | | Figure 1: SWOT analysis table. In this research d oes not need to calculate the data. SWOT analysis is one of suitable management tools in this research, it is also easy and clear to use and understand.Therefore, I will use SWOT to analyse Google's internal management, after that I will apply Google’s management method to manufacture industry, and do the SWOT analysis again, interpreting the analysis according to my own working experiences. First of all, the data will be collected from Google website and my work experience, moreover, some of the research which had published from experts. The collected data will be consisting of work environment, employee's welfare system, company culture, relationship between leader and team members. After that, using SWOT analysis to analyse all the aspects mentioned above.Followed by an investigation to see whether Google's internal management can be applied to different industry or not. 4. Analysis and results |Strengths |Weaknesses | |Good work environment. |High costs. | |Good welfare s ystem. |Low pay. | |Keep structures flat. |Lost in the crowd. | |Opportunities |Threats | |Create new policy for welfare system. More and more competitors use the same method. | |Encourage employee to work at home. | | Figure 2: SWOT analysis of Google's internal management. Strengths Google's internal management has many strengths, one of strengths is that all of its offices have good work environments; they design different interior decorations according to different culture, and build up many recreational facilities, for the sack of reducing stress as well as increasing creativity and efficiency.The second strength is good welfare system, Google formulates some benefits not only to keep the good employees and encourage them to do their best but also devote to the company. Hamel reports that The Founders' Awards, an annual multimillion dollar payout to teams who've made outsize contributions to Google's growth, is one key retention mechanism The goal: to ensure that internal entre preneurs have no incentive to take their best ideas somewhere else. (2006: A16).The third strength is to keep structures flat, in a large company usually has hierarchy that would waste lots of time on paper works and have difficulty in retaining a good relationship between high level managers and low level employees, however Google try to keep the office's atmosphere like a small company. In Google, employees could raise their queries or propose their ideas to the managers or founders directly. It is unlike usual management which needs lots of paper works. Weaknesses Certainly, not everything could be perfect; Google also has some problems about its management.The first problem is cost; Google spends about 50% of revenue on their welfare system. (Kafka, 2009). Although founders thinks that could increase productivity and efficiency of the organization, the budget of welfare system spending still too much. The second problem is low salary, Google sets up many employees’ benefi ts and bonus system are better than other competitors; however, their pay is lower than the others. Most of Google's employees have fixed salaries that are significantly lower than the industry average, even when those base salaries are supplemented by stock options. (About. com 2009).The last example is lost in the crowds, the problem is some of employees want to issue their ideas but there are too many ideas in Google. Consequently, employees feel depressed when they can not issue their ideas. Hardy (2007) reports that with more than 20,000 people working for Google, some people feel their ideas are lost in crowds. It is a highly competitive environment with everybody trying to make the next â€Å"in† thing. Opportunities Google could create new policy or develop their welfare system, trying to find the new thing could let workers pay more attention to their works and elevate employee's creativity.In addition, encourage employee to work at home. Even though offices are deco rated like home or any places make employee feels relaxed, it is still a office not home, as s result, enable the workers to work at home could be one of the new solution to increase efficiency also reduce the costs. Threats After Google created the new vision of internal management, there are more and more enterprises copying Google's management method, not only the same industry but also others industries and applied to their companies. Accordingly, Google's competitors could provide the same or better condition o attract Google's good employees to their company. |Strengths |Weaknesses | |Good work environment. |Working environment atmosphere too relax. | |Good welfare system. |Poor management. | |Opportunities |Threats | |Good relationship between managers and employees. |Worker's education level. | Figure 3: SWOT analysis of Google's internal management is applied on different industry (Manufacture).Strengths All of the employees who are from different industries, they all need to work at a good environment. In manufacture industry, employees work at dangerous environment, they need a place to release their stress. Like Google's office, there are many places or equipments to help their workers reduce their stress. The next point is welfare system, most of the manufacture companies use original management, they do not have a good welfare system. As a result, if manufacture companies use Google's management method might urge worker's morale.Employees would feel satisfied staying in the company for a long time, it is good for those manufacture companies, because in this industry, company prefer employee who has long experience. In manufacturing, experienced worker's efficiency is more than apprentice. Weaknesses Many employees find the work environment far too much fun and perhaps even an ‘overload' of happiness. Most workers are able to find their focus and sanctuary at work but for some, a more professional and structured work environment is necessary . Arrington, 2009). In manufacture industry, workers should be very engrossed when they are working. If employees feel too relaxed when they were working, an accident might happen. The other point is hierarchy structure, most of employees who work for manufacture industry, and the education level is less than employees who work for information industry. Thus, in manufacture industry should use hierarchy structure to contain every step, because it would be easier to find the problem if error happens during the process.Moreover, the last point is industry's character is different, the duty of the manufacture industry is to produce goods, company must have done their work in time, however information industries mainly focus on creating new things, time is not a big issue as for them. Opportunities As we known, manufacture industry usually use original management. This management has a big gap between leader and worker, because they are very difficult to meet each other. Using Google's method might ameliorate the relationship between leader and worker.Thanks to the low hierarchy, workers and managers can interact intimately, in this way; relationship between them will definitely become closer. Threats The Google's management style is free; it gives their worker to organize their time management by themselves. Although Google's employees have a lot of free time, they still do their job very well. The main problem is education level. In the information industry, most of employee's education levels are higher than people who are working for the manufacture industry.The meaning is high level education employees are more positive, their time management organization are better than those employees with low level education. 5. Conclusion I used SWOT analysis to define the unique aspects of Google's management and assumed that it is applied to different industries; I learned two important points from this research as well. The first one is that I understood why Google can win â€Å"The best company for work† many times. Actuality, Google's salary is lower than industry average but it