Bhagavad Gita: The Choice of Arjuna Essay

The Bhagavad Gita is one of the most renowned pieces of literature from India. It is the most popular segment of the Mahabarata, and is recognized as an essential teaching of the Hindu religion. The title, when translated to the English language, means Song of the Blessed One. It is a profound religious poem composed of 700 stanzas, arranged in 18 chapters, within the great Sanskrit epic of Mahabarata. Various philosophic and religious points of view are expressed in the Bhagavad Gita, but its greatest message is that God can best be known and reached by man through loving devotion to Him (Bhaktivedanta Swami Prabhupada, no page). In this Indian classic, a dialogue transpired between Arjuna, the general of the Pandava forces in the epic battle, and his charioteer Krishna, who is an incarnation of the god Vishnu. Just before the battle, Arjuna has Krishna drive him into the unoccupied ground between the two marshaled armies. As he surveys them he becomes despondent that on the morrow he must fight with kinsmen, friends, and revered teachers. But Krishna, instructing him, tells him that as a warrior he must not avoid a battle of righteousness. In addition, he need fear no harm in the highest sense, for the highest part of man, the soul, cannot be destroyed, and is in fact unitary in all men. Krishna then develops his teaching of God and the soul, and in Chapter 11 reveals himself in transcendent form. Arjuna accepts the teaching, is heartened, and prepares to enter the battle, which his side is destined to win (Johnson 3-82). Ethical Issues in the Gita The opening chapter of the Gita depicts the hero Arjuna in a dilemma between his social duties and his familial obligations. His predicament is that he is a member of the warrior class, or the ksatriya varna, that instructs him to engage in a battle against his own family members. However, these blood attachments leaves Arjuna hesitant from fighting, thereby resulting to a heightened tension. This brought Arjuna absolute grief, for the mere prospect of committing wrong against his kinsmen is inconceivable. Therefore, he sought the wisdom of his charioteer and counselor. This is the human form Lord Krishna, with Arjuna oblivious of his charioteer’s real identity. Arjuna confided that he has arrived to a decision that he would not fight his family (Gupta 380). Krishna gladly came to Arjuna’s aid in resolving the latter’s dilemma using both â€Å"absolute and relative standpoints† (Gupta 380). According to Krishna, when one takes the absolute standpoint in consideration, the immortality of the self is essential. If one only regard the human body, he would eventually find it destroyed, thereby grieving for the flesh killed in the battlegrounds will be left in futility. Since humans have immortal souls, both birth and death are transcended. On the other hand, from the relative point of view, Krishna tells Arjuna that his membership into the warrior class gives him the duty to fight. Therefore, it is not negotiable whether he would perform this duty. For he must do what he ought to do, for both moral and spiritual values are in line. He is a soldier, and this is his niche. It is his mandate to act as a soldier to engage in a righteous war, fighting for both truth and righteousness and regain the balance of morality in his society. Hence, the only option, the only proper action, is for Arjuna to fight in the war. One must do what he is assigned to do for the sake of doing it, and not because of the possible results of his actions. He therefore needs to learn to detach himself from the consequential results of his actions and only commit his entire soul in doing his duty (Gupta 381). The primary teachings of the Hindu religion, especially in this context, are not comparable to that of Kant’s categorical imperative. Instead, it is â€Å"not an unconditional command† (Gupta 381). When an individual belongs to a specific caste, then the role of the caste is endowed upon him. When a person is warrior by caste, then he is obliged to participate in battles defending righteousness. And when one is priest by caste, then one must always prevent himself from engaging in fighting. One must never be associated with the duty of another, for he is expected to do his duties given to his own caste (Gupta 381). Personal Duty The choice that Krishna is imposing on Arjuna is a very difficult course to take. Perhaps it takes a strong conviction upon well-founded religious beliefs in order to stand by this decision. I personally do not agree with the reasoning that Krishna gave, for my moral compass tells me that blood is thicker than water. I can never commit evil or any act of transgression against my kin, for I do value familial relationships without extent nor condition. The decision that Krishna wishes for Arjuna to take is somehow in contrary to my personal principles. I do not condone sacrificing the lives of the people I love for the purpose of self-benefit. For in this case, I see the performance of one’s personal duty is more of a selfish act. It only served you, and not the people you love. I have been taught by my religion to give unconditional love towards others, and to always think of the welfare or my neighbor. I believe that Krishna’s argument does not apply to me as it is not applicable in my life. This does not however mean that it is impossible or far-fetched. The example I could think that this dilemma is possible to arise is on the lives of policemen and soldiers. Police officers are expected to enforce the law regardless of the person who committed the crime, for no one is above the law. However, especially in critical and life threatening cases, some are faced with the dilemma whether to arrest people they love who they know perpetrated a certain crime. Although it is one’s moral obligation to convince his loved one to confess or to arrest him, it is still difficult to do what is righteous. Here, one is give a duty that must be performed no matter what. As a student, I do believe that I have a duty. And this duty is to prepare myself to a life ahead of me in order to make a positive contribution for the betterment of this world. I am the hope of this generation to direct the world into the righteous path and correct the societal wrongs I could possibly change. With this at heart, I do believe that I have a determine nature. It is a spirit that would never be daunted in the face of obstacles, for I know what I must achieve. Conclusion The Gita presents a very important perspective of the Hindu religion, which enables us to understand the moral grounds of the people belonging to this religious belief. It is difficult to grasp the essence of the story’s moral, for it is somehow foreign to the values that I have been accustomed to. But being exposed to other kinds of belief systems, to other principles, and to other practices allows me to rethink my character. The Gita is about Arjuna and how he followed the advice of Krishna. Whether or not it is the universal choice, the important thing is to obey the dictates of the heart of what is right and what is wrong. Sticking to one’s principles somehow outweighs the actual consequences of one’s actions. For one cannot always anticipate what cannot be predicted, one can only act upon what one firmly believes in, and fight for it.

Andrew Lang, Ballad of a Worldly Wealth Explication

In the poem Ballad of a Worldly Wealth, Andrew Lang shares his opinion of wealth and what people use it for. It can be either useful, or just corrupt you. â€Å"Money maketh evil show† he says, meaning that if you use it in the wrong way it can show your evil side. It brings you worldly things, but it can’t bring you everything. Such as family, friends, or love. All it can give, it physical things that you won’t be able to take with you when you leave this world.He uses a lot of repetition to make the idea clear of what he means, and his belief of money. I feel like the meaning goes deeper than that also. You can either be rich in heart and be happy or you can be rich with physical things and fall into greed and darkness. In the poem he says, â€Å"Money maketh sin as snow. † I interpret this as him saying money can make everything right in some people’s eyes. Lang could have possibly got his idea from a book in the bible, 1 Timothy verse 6. For mon ey is the root of all evil. † He uses a lot of words that help to set his tone, and the emotion in the poem. The words he uses have a lot of the same sounds such as maketh, taketh, youth & truth. I found that many of the words in the poem were hard to understand because we do not talk in this form of language anymore. An example of these words would be â€Å"while the tides shall ebb and flow. †

Global Human Capital Management Trends

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. 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 co ncepts 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 countri es 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 wel l 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 t urn, 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 diff erent 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 c hanges 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 lin king 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 posit ions (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 f ollow. 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 rev iew 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 depart ment 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). † Global Human Capital Management Trends 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. 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 co ncepts 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 countri es 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 wel l 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 t urn, 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 diff erent 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 c hanges 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 lin king 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 posit ions (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 f ollow. 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 rev iew 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 andtraining. 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 departmen t 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 ea ch 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 ve rsus 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). †

Gender and History in Modern South Asia Essay # 1 - 2

Gender and History in Modern South Asia # 1 - Essay Example It is this form of scholarship; Chandra has identified this as an indirect form of colonization of the third world woman. This western feminist discourse and the historical perspective of the life of a woman has produced and constructed a third world woman with a distorted image (Mohanty, 1988). This essay discusses the three analytical principles identified by Chandra Mohanty that are used in the western feminist discourse about the third world. The western feminist discourses have used different methodological principles to create a third world woman with a distorted image over the years. The analytical principles applied by the Western feminist discourses include â€Å"The strategic location or the situational categorization of women/ women as the category of analysis (women and context of analysis), the methodological universalism and the subject of power and struggle they imply and suggest in their discourse† (Mohanty, 1988). The principle of the strategic location of the third world women as the category of analysis or, we are all sisters in the struggle, is identified by Chandra as being in use by the Western feminist discourse. The Western feminist scholars tend to classify and categorize the third world women in their group with their unique desires and interests. The scholars view these women as a group that shares oppression together as a result of socio-economic and cultural systems (Mohanty, 1988, p. 66). They depict women objects facing the consequences of their history. By the Western feminist scholars discursively classifying the third world women in a group, they imply the women are a vulnerable, powerless, exploited and sexually harassed category of persons. Chandra notes that the Western scholars have labeled the third world women victims of some cultural and socio-economic systems that have rendered them weak and powerless. Thus, their scientific, economic, legal and sociological discourse s show how the third world woman has been oppressed

Design of a Motor Speed Sampling, Amplification, Filtering and Display Essay - 1

Design of a Motor Speed Sampling, Amplification, Filtering and Display Circuit - Essay Example Based on the requirements of the course, it is mandatory that the current signal be converted between the ranges -2.5 mA to 2.5 Ma and through a voltage signal ranging between the voltages of 2 V to 3 V. When all the recommended conversions have been done, then it is advisable that any noise that may be available be suppressed in AC signals that have frequencies that exceed 100 Hz. When all these have been carried out, the analogue circuit is converted into digital signals and A to D converter is maintained at 8 bit. The 8 bit of the digital signal is then relayed onto the 7-segment for display. The converter finally gives the ADC clock of the whole system. This course work may be analyzed based on two major components. These components include analogue circuits of the system and the digital circuits of the system. The analogue circuits of the system operate on signals of low currents that are meant for conversion to the voltage signals. The noise is then filtered out from the signals of the AC. The analogue circuit consists of the following parts thus, rectifiers, low pass filters, and the amplifiers (Gieras & Wing 2002). The rectifiers are used to convert alternative current voltages into the signals of direct current voltages, the low pass filters are used to filter the noise that might be present in the alternative current voltage signals that have been amplified, and finally, amplifiers are used in the amplification of the small signals of the currents into the required voltage signal ranges. The part of the digital circuit is categorized into the following thus, converters classified as A to D, the 8-bit synchronous counter, and decoders classified as BCD and SSD. The D to A converters are used in the conversion of the analogue circuit signals to the digital circuit signals. The converter feeds the ADC clock of the system. BCD to SSD converters are used

The assassination John F. Kennedy Research Paper

The assassination John F. Kennedy - Research Paper Example F. Kennedy, though there are certain reliable evidences which point out to the action of a single assassin. The purpose of this paper is to analyze a murder-case of John F. Kennedy. First, it will highlight some biographical details about the president. Further, it will present the information about the assassination and the offender. Also, it will try to investigate the political goals behind the crime. John F. Kennedy was born on May 29, 1917 in Brookline, Massachusetts. He got a higher education at Harvard. After the graduation, Kennedy fought in a war having joined the U. S. Navy. In the period from 1947 to 1953 he served as a member of the U. S. House of Representatives from Massachusetts. In 1953 he worked as a senator for the same state (â€Å"John F. Kennedy†). While establishing the political career, he wrote a book about prominent senators named â€Å"Profiles in Courage† and was awarded a Pulitzer Prize for it in 1957. Then, in 1960 John F. Kennedy won the 35th presidential elections and became the youngest and the most favored President of the Unites States. He was also the first Roman Catholic to be chosen for this high post (â€Å"Life of John F. Kennedy†). During his presidency, J. F. Kennedy had to deal with several crises on the international level including the Cuban Missile Crisis and the creation of the Berlin Wall at the initiative of the Soviet Union leader which turned into the most powerful symbol of the Cold War. These events are often associated with the reasons of the President’s murder. However, John Kennedy accomplished great success in the U. S. foreign policy as well. His most remarkable achievements involve the Nuclear Test-Ban Treaty, the creation of Peace Crops and the Alliance for Progress with Latin America. He was also a great proponent of the Civil Rights Movement (â€Å"John F. Kennedy†). On November 21, 1963 John F. Kennedy went to Dallas, Texas, for the promotion of his election campaign. The next day, at around

Emplyee relation Essay Example | Topics and Well Written Essays - 750 words

Emplyee relation - Essay Example This implied that ministers would use available policies like tax cuts, increased state spending to improve economic activities and achieve full employment. Unlike in the pre-war era, trade unions were encouraged by the UK government and regularly consulted on the most suitable workplace relation and relevant economic policies. With the economic changes that happened in the 1980s when government reduced its role in the utility industry like gas and electricity following their privatization, a significant impact was experienced in employee relations. Companies had more control over their internal employee association policies unlike in the early post-war years when government had ultimate authority. The government’s welfare policies through the national insurance system and National Health Service (NHS) have since 1979, shaped employment relations by ensuring that employers are held accountable to the wee-being of their employees. By promoting equality through social frameworks and progressive taxation policies, the government is significantly influencing employment relations. Employee involvement is when an environment where members of staff have a contribution to decision that touch on their jobs. It is used as a philosophy in continuous improvement within organizations when people are allowed to make contributions. Empowerment, on the other hand, occurs when lead employees are given room to make managerial decisions. Employee engagement is the art of keeping the workforce occupied for maximum productivity and may include letting them play games during breaks. Finally, industrial democracy occurs when policies that touch on employee welfare are a joint product of the organization’s management and representatives of the workforce. From these forms, industrial democracy is the best representative of employees’ interests because it involves them at the policy level. Getting involved at the policy level

Comparison Essay Example | Topics and Well Written Essays - 1250 words

Comparison - Essay Example Deforestation has been an ongoing process on this planet from time immoral. The transformation of forested lands by human activities is one of the major reasons for global environmental change and biodiversity loss. There are several reasons for which forest and its natural resources are exploited and overexploited. Forests are cleared, degraded and fragmented by timber harvest, conversion to agriculture, road-building, human-caused fire, and in numerous other ways. Deforestation is a local problem that can have global consequences and is a treat to human civilization. This paper compares the impact of deforestation in China and Amazon. Economic growth and environmental degradation continues to coexist in China. This has resulted in unsustainable rates of deforestation, high levels of air pollution, and low levels of water quality and quantity (Siciliano, 2006). Deforestation in China has not been a recent issue it had started with the expanding agricultural activities to support human life. Robert Marks in his book entitled Tigers, Rice, Silk, and Silt examines the correlations between economic and environmental changes in the southern imperial Chinese provinces of Guangdong and Guangxi (a region historically known as Lingnan, "South of the Mountains") from 1400 to 1850. Marks in-depth analysis show the impact of population growth on land use patterns, the agro-ecology, and deforestation; the commercialization of agriculture and its implications; the impact of climatic change on agriculture; and the ways in which the human population responded to environmental challenges (Marks, 1998). Earliest history of agricultural activities in Lingnan shows that this region was known for the cultivation of sweet potatoes till the end of seventeenth century. Planting sweet potato required no fertilizers and less labor and could be planted in the hilly, sandy

Cultural studies project on Media Essay Example | Topics and Well Written Essays - 500 words

Cultural studies project on Media - Essay Example "The King of Queens" is an Emmy nominated series that ran from 1998 to 2007. It showcases the life of blue-collar couple Doug and Carrie Heffman, as they struggle with work and other issues. "Ugly Betty" is particularly interesting because it represents the stereotypical migrant Mexican family, struggling to make ends meet in America. Betty was born of and lives with her poor but upright family, which comprises of her father, her older sister and her young, gay nephew. They are not the typical working class family for a variety of reasons. While in most cases, working class families are portrayed as scrupulous and scheming, Betty's family, most especially her father (whose values Betty tries to take after) are the paragons of morality in the show. Setting them against the high-paced, cruel fashion world where Betty works, they end up solving most of their problems and the problems of those around them, often without compromising their values. Also, Betty's family stays intact and loving amidst all of the drama. Usually, when a working class family is the subject of a television show, internal conflicts and uber-dramatic exits and falling outs within the family is the main drive of the story.

How organisational culture and safety influence on project performance Essay

How organisational culture and safety influence on project performance in organisations - Essay Example The paper tells that generally it is believed that organizational culture is one of the factors which influence the performance of the construction industry. The organizational culture is the set of shared values and belief that people of organization follow and it is reflected in their behavior, attitude, and reaction with each other and with organization’s stakeholders. However, the cultures which are being followed in the construction industry is associated with the ineffective communication and coordination among members of a project team, sexual harassment, poor mentality and lack of trust among project team members. These features results in negatively affecting the overall performance of the industry. This research study is being conducted in order to investigate the impact of organizational culture on the safety of the project with reference to the construction industry. The study also seeks to explore the impact of culture and safety on project performance. The study is based on the construction industry located in Kingdom of Saudi Arabia. The researcher in this study also interested in finding the current health and safety policies being adopted by the construction industry in Saudi Arabia, the accidental rates in construction sites, and the factors influence in implementing safety culture in construction companies. The research would be helpful in determining the degree to which culture influence safety and performance of the project. Choudhry, R., Fang, D., and Lingard, H. conducted research study regarding the safety climate of the construction industry and concluded that the safety is highly important for improving the overall performance of the construction organizations and thus provided a framework for measuring the safety climate of a construction company. Fang, Chen, and Wong conducted the research study on the safety climate of the construction industry in Hong Kong and presented important insights for the organizations operating in t he construction industry of Hong Kong. Larsson, Pousette, and Torner and O’Toole worked on the relationship of the safety climate with the employees’ behavior and performance.

Robotics in the Manufacturing Industry Research Paper

Robotics in the Manufacturing Industry - Research Paper Example Secondly, a robot has to abide by the orders given to it by human beings apart from where such orders would vary with the First Law. Last one is, a robot ought to guard its own survival as long as such fortification does not conflict with the First or Second Law. Now in present era, robots are widely used by many of the industrial units in order to disseminate their work properly. These laws of Isaac had influenced many of the entrepreneurs and make them forced to think about the creative ideas of using robots in their industries. Therefore, Robotics is now widely accepted all around the world and even computer fields and engineering fields are now much more concerned about robots. As they are being used in many factories within critical situations where humans cannot lend a hand, for illustration cleaning of toxic material, defusing bombs situation, making robots work when any place in factory caught on fire and no human could dare to go in and save things that are too much important. A study in past has also identified four places where robots can work: Computer manufacturing systems, agriculture, defense and service sector (Akin & Murphy, 2012). Now a day’s robots have been used as a launch pad to inshore manufacturing for organizations such as Apple, Lenovo, Samsung, and Foxconn. With more organizations looking for bend forward manufacturing way outs, industrial manufacturing robots offer many paybacks that companies need to continue competitive. The speed of robots, repeatability of doing work, and competence that manufacturing robots provide can  augment output and profits, lessen costs, and maintain jobs. One of the positivity’s a robot contains is â€Å"Quality†, it has the aptitude to noticeably perk up product quality. Applications performed by robots are at exactitude and oflofty repeatability all the time. This stage of steadiness can be stiff to

Literacy Narrative Essay Example for Free

Literacy Narrative Essay Throughout my childhood, the idea of having a college education was greatly stressed. As a result, it was my duty as the next generational child, to excel in my studies and achieve a life of prosperity and success. Learning became the basic foundation of my growth. Therefore, my youth was overtaken by many hours spent reading and writing what was known to be correct Standard English. I first found this to be a great shortcoming, but as I grew older, I began to realize the many rewards acquired by having the ability to be literate. During adolescence, I began reading and writing through a fundamental learning program called, Hooked on Phonics. This program consisted of long hours spent reading short novels and writing elementary phrases which were commonly taught in the second and third grade. With the motto, Improve your childs reading and writing skills in just four weeks! I was bound to become the next Mark Twain. The method of this course specialized in the improvements of word acquisition rates as well as reading speed; however, it lacked in the area of teaching comprehension. At a young age, I was instilled with the dire need to be highly educated and although I was unable to experience a fun and adventurous childhood like many other children, I am grateful for being raised with a greater knowledge and wisdom than that ingrained in many. From my past experiences, I have grown to prefer reading over writing. When I am reading, I can visualize the text in any way that I see fit. It is almost as if I am rewriting the novel using the illusions that I feel express the words in a passage. For example, in the current independent novel I am reading, it portrays a woman of high stature who is able to lure men in, like a hunter does its prey, and feed on their weaknesses. When I am reading this phrase I automatically visualize a fisherman trying to catch a fish using his worms as bait. Although this illustration has no reference to the novel, it is the picture that I chose to use, depicting the woman and her way of getting what she wants. As the audience, I have control over what I am reading and can express myself in any way that I would like, without having to worry about what society thinks of my views and opinions. Unlike reading, when writing, it is important that grammar, spelling and vocabulary terms are used correctly, therefore restricting me from writing in the way that I would prefer. The most stressed phrase while in high school was, It is not the content of the essay, but rather the mechanics of grammar and speech that are most prominent. Unfortunately, I have never been one to enjoy the art of writing. In fact, I was recently given a diagnostic test, determining at which level I write and whether or not I should be upgraded to a higher achieving English class. Unfortunately, I did not pass the test with flying colors. This was not due to the fact that I am incapable of writing a good paper, but rather that I am unable to write in a limited amount of time, using the emphasized principles of correct; grammar, vocabulary and spelling. In the reading, Shitty First Drafts, by author Anne Lamott, it is a fact that in order to write a brilliant paper, a first draft must be created. According to Lamott, The Only way I can get anything written at all is to write really, really shitty first drafts, all writers write them. (94) This is a quote in which I can relate being that in order for me to begin a final draft, I must first have written a first draft, usually one that is in absolute disarray. From here I can begin my journey into the final essay. This is one reason why my diagnostic writing was so disorganized; I didnt prepare any sort of rough draft to guide me through the writing processes, which inevitably lead to my remaining semester in Writing 01 instead of Writing 10. Writing is an area that requires much preparation and efficiency, ultimately resulting in my reluctance to write just for the heck of it. Overall, writing is too complex! It is rather important to be well-rounded in the aspects of reading and writing. Our country is built on the belief that English is one of the greatest languages of the world and without it anything properly called thought is impossible. Although there are many types of different cultures in America, in order for us to communicate, it is greatly emphasized that we all have the ability to speak and write in the same language. For instance, if I were to visit a foreign country, it would be to my benefit to speak the same language as others. This same principle is being stressed in America today. As foreigners migrate to America, they have an obligation to learn the culture, speech and skill, learned by other American citizens and use them to their own advantage as a mean to get ahead in life. It has become a proven fact that in order to succeed in America-with a number of relatively minor although often highly visible exceptions-it is important to speak, read, and understand English as most Americans speak it. It is also a fact that people who dont learn to speak Standard English have a much more difficult time achieving job and career success. An example of this theory is found in the short story titled, Talking in the New Land, by Edite Cunha. Edite and her family are a valid example of how, speaking one language which is culturally different than that of the common language can be a disadvantage in the long run. Throughout the story Edite and her family struggled to communicate because they had no knowledge of how to convey their issues to others. According to Edite, I looked at her blankly, not knowing what to say. What was a Social Security number? (549) As a result, her father was unable to collect on his unemployment and they failed to pay their rent. This is largely due to their inability to speak the English language. In any event, Edite had no choice other than to begin her lessons in learning Standard English for the sake of her and her family. The American language, commonly referred to as Standard English, is one of the most widespread languages in the world and therefore has become a tool that can help people of different backgrounds communicate with one another. It bestows a power that is almost invaluable, a power which allows us to have our own views, opinions and preferences. It gives us the freedom of speech, (The First Amendment) which inevitably allows us to express our ideas and thoughts in every fashion possible, without having to gain permission from the rest of society. There are many connections between my reading experience and the power of language. I am given the power to read in the privacy of my own home without the interruptions of others. Therefore, I am able to read aloud and gain an understanding of the text, without having an audience to critique my reading skills. I am given the power to express my opinions and views without having to debate why I had that sort of reaction to the reading. Lastly, I can read at my own pace. I have no obligation to read speedily in order to seem as though I have no complications with the words in the text. In my opinion, people should be given the right to speak and read in any language that they wish. Although, it may benefit them to be knowledgeable in the speech that is being taught and spoken in the common country, everyone has their own cultural background and each has the right to be literate in the way that they desire. They were given the right to freedom of speech through the First Amendment of the Bill of Rights and therefore, have the right to speak in their own native language. Literacy plays a major role in the lives of humans today. It gives us the power to read, speak and write and is therefore a valuable asset to society and the development of its economy.

Study On Nestle Singapore Pte Ltd Marketing Essay

Study On Nestle Singapore Pte Ltd Marketing Essay Nestles promising to providing quality products to Singapore people. dates back more than 90 years ago trading MILKMAID condensed milk by Anglo-Swiss Condensed Milk Company. After the some years it has been provided in Singapore for Singaporeans, Nestlà © has won the trust of Singaporeans for being a food maker with the maximum safety and quality measurement with this products.   Nestlà © started its business and operation in Singapore in 1912 and has become successful in this country, largely as a net result of its operating principles. These seek primarily to:- Offer Singaporeans the mostly safety and quality measurement in our food and beverage products in Singapore. Nestle Utilized the most new and up-to-date advance technology and its accounted science-based experienced in the manufacture of milk food products. Nestle takes its broad responsible partner as a corporate citizen member by availability in community and social projects that contribute to the speedy development of the country. Nestlà © brands are household names in Singapore and very well-known company. These include MILO, NESCAFÉ, MAGGI, NESTLÉ NESVITA OMEGA PLUS ACTICOL, KIT KAT, PURINA, FRISKIES and many of other market competitors in their product categories.   Segmentation, Targeting   Positioning of  Nestle. Executive Summary Nestle is global company of milk products and nutrition, chocolates, beverage, catering  and  many  type  of  confectionary  goods.  It  has  its  millions  of  customers  worldwide. Today  Nestlà © Singapore Limited is on good positioned to grow through its business policy of  constant  innovation  and  renovation,  concentrating  on  its  core competencies and commitment to better and high quality, with the aim of availability to the  best quality food to the people of Singapore. In the report we have brought a  discussion about the marketing segmentation of Nestle, their target  market and positioning strategy in Singapore. The way Nestle chooses its different core customers different needs with a better way and how it satisfies its consumers by creating greater  facilities by the combination of separate products or marketing mixes is shown in market segmentation of Nestlà ©. In the part of market targeting we have talking how Nestle have made many segments and decided to expand their whole business in whole Singapore. In the last part of this we have talking how Nestle available to the customers point more Efficiently and effectively comparing with their other manufacture competitors in the highly challenging food beverage market of Singapore by making  differentiation of target Users and customers. Nestle is the largest nutrition and foods company in the globe, established his headquarter in Vevey, Switzerland. The journey of Nestle begins with Henri Nestlà © developed the first milk food for early in 1867, and saved the life of a neighbors child. This man makes a food for the infant babies who are not able to take mothers feed can use food as an alternative food. Henri Nestle left his job in 1875 but the company was going on a top speed. In the coming year the Nestlà © company introduced condensed milk, so that the company became direct and strong rivals. After that the company was joined in 1905 with the a company named Anglo-Swiss Milk company which was established by two  brothers  named  George  Page  and  Charles  Page.  The  firm  reenter significantly during the First World War  though it fall in debt, a banker provide facility and help it to reduce its debt. After the Second World War  , the company eventually increased its providing beyond it s firsty condensed milk and infant formula  products. The 1920s saw Nestlà ©s first expansion into new products, with chocolate the  companys  second  major important  activity. Nestlà ©Ã‚  felt the effects of World War II  immediately. Profits decreased from US$200 lakhs 1938 to US$60 lakhs in 1939. But after the World War II was the starting of a dynamic phase  for Nestlà ©. Growth speeder and companies were taken. At this time the company operates in 86 countries around the world and hired manpower around 283,000. Theoretical  Consideration Marketing  Strategies: The  Strategic  plan  provides  the  companys  overall mission and objective and new hpopes to achieve companys views. Through market segmentation, targeting and positioning the company takes decisions which customers it will provide and how. The company also makes designs a marketing mix made up of  factors under its control product, price, place,  promotion. Strategy of Nestle in Singapore:   Nestlà ©s required strategy is to cover only the developed area of Singapore. Thats why  they  are  doing  their  activities  in  main  and  metropolitan  cities  of  Singapore. They want to put babies and children healthy and ensure their  sufficient nutrition.  Thats  why  main and large range  of  their  products  are  baby  milk food  products. They also target new age generation to build a strong relationship by  providing various eatable products. In the information, we are going to point outs of Nestle is to segment, target the  potential customers and to positioning of their profitable products. Their  segmentations, targeting, positioning process are given below. Nestle want to change customers toward their products. Thats why they are offering  new  products  regularly.  They  also  provide  many  social competitions for babies to go their  mindset. In this report we are looking to focus of Nestle Singapore is to segment,  target  the  major  customers  and  to  position  of  their  profitable products. The relevant information is given below:- Market  Segmentation: The marketing concept asks for  understanding customers requirements and satisfying their  requirements and needs better than the others do. But many customers have different requirements and it hardly chance to satisfy all customers by treating them same just like. Market segmentation is the searching of portions of the market that are different from other. Segmentation provides the firm to good satisfy the needs of its major customers. 1.  Clearer  understanding  of  the  requirements  and  needs  of  selected  customer  groups. 2. More effective positioning in this place. 3. Greater precision in selecting  promotional Transportation vehicles and techniques. Bases for  Segmentation: Users markets can be segmented on the basis of these customer characteristics. 1. Geographic area 2. Demographic area 3. Psychographic area 4. Behavioral area Geographic: Nature: Nestlà © Singapore segmented its market for Nescafe Ice  depends on the geographic weather: warm hot and cold.   Nescafe Ice: A coffee which may be consume with ice. During warm season consumers usage this coffee with normal or cold water with ice cube to  bring freshness in their body. Demographic Age: Nestlà © segmented market for its major products based on the genration. For  the products Cerelac, Lectogen, Koko Krunch, Nido, Nestle divided the market segment for new born baby and  children of different ages. Nido It is  nutritious milk specially makes for children 2 years onwards. It includes 25 minerals and vitamin D which helps childs growth. Cerelac : Nestle also provide cerelac for new aged baby. It contains milk and rice mixture for less than one  years baby. It fulfills babys proper nutrition in foods. Nesquick, Koko Krunch : above are chocolate milk for babies. Nesquick  and Koko krunch contain childs required growth. Its very sweet and delicious and also includes vitamin protein, mineral. Lactogen : Nestle Singapore brings full cream milk powder in the country. It gives baby required nutrition. Lactogen 1 is for babies whose age less than 6months and lectogen 3 is for babies whose age  is below 1 year. Income : Nestle segmented their market based on customers earnings in an effective way. Occupation :  Nestle  segmented  the  market  based  on  their  users occupation. Nescafe classic : This product is for that type of persons those who work busy and hard and requireds more freshness. Both the male and  female who need more caffeine and this type of needs Nescafe classic is for them. Psychographic: Life  style  and  personality:  Nestle  Singapore  provides  KIT  KAT  these  people who really want to taste and enjoy chocolate. Nescafe 3 in 1 is for exclusively those users and customers who are really ingaged in activity and do not have more time. They can use by taking Nescafe 3 in 1.All the things are mixed sugar, milk and coffee. Behavioral Benefits Based on benefits Nestle Singapore segmented their market in an efficient way. So they make available Cerelac for those customers who want more  profit from the product. Cerelac includes  a high nutrition for babys whose age is less than 1 year. Two very important things rice and milk remain mixed in cerelac. On the other hand, cerelac includes vitamin, mineral and all nutritious elements for babies.   Target Marketing: Market segmentation reveals the firms market opportunities. Then the firmsort  market  targeting  by  evaluating  the  many types  market  segments  and deciding which and in which quantity segments it will target.   Nestle evaluated the various market segments on the basis of  segment  size  and  growth,  segments,  structural  attractiveness,  and Nestle objectives and resources and decided to introduced their operation whole of Singapore country. Nestle distributes their target market because of having unique requirements and wants.  Nestle Singapore selected their  target market into two market coverage policy: Differentiated : Nestle also choose the differentiated marketing. He provides different product for many segments based on different ages, occupation, season and climate of Singapore. Nescafe 3 in 1 : Coffee for people who are busy in life. Koko  Krunch,  Nesquick   :  Chocolate  milk  who  want  to  get  taste  of  real chocolate. Nescafe Ice : Cold coffee for the customer in hot and warm weather. Concentrated: Through concentrated marketing, Nestlà © earned a strong market position because of its very good knowledge of consumer requirement. In theniches  it  serves  and  special  reputation  it  acquires.  Nestlà ©Ã‚  specializes  in  producing baby foods. It offers nutritious milk powder Lectogen 1 for  babies whose age is less than 7 months and lectogen 3 for babies whose age is not exciding 12month. It also offers baby nutrition cerelac for baby more than 12 months. Positioning Strategy: By  creating  product,  service,  channel,  people  and  image  differentiation  Nestle arrives the consumer touch point more easily, effectively efficiently in comparing with other competitors in the highly competitive food processing market. Product  Differentiation : Nestle brings a many of  product for target customers.   They provide 25 types of minerals in Nido for children. It also provides Cerelac  and  Lactogen 1  3  for  newly  born  baby  exclusively.   Now  the doctors says these products for childs to their parents for great maximum nutrition  Nescafe  is  a  product  which  contains  4  types  of  categories.  They  offer  Ã‚  Nescafe ice for hot and warm weather, They  provide  Maggi  including  Maggi  instant;  Maggi  2  minutes  which Includes and contain various minerals, vitamins and nutritions. Channel  Differentiation :  Nestle  reach  their  products  to  the  customersthrough  their  experienced  market  salesman  and  transportation.  So  that  their  Ã‚  products. are much easy to  their customers. Image  differentiation Nestlà ©s logo is  totally different from others competitors that are greatly choices by its users. For that way customer easily choose them in the  market which is another effective benifits for Nestle. People differentiation Nestle has a large number of manpowers that are highly educated and trained. In Singapore, 400 employees are employed in market Company chairman; They are running this  business successfully for a long time. Service  differentiation Another  advantage  for  this  company  is  better  service for its respective users from its competitors. They provide 247  hot  line  service.  High  quality  checking  is  providing for  its customers. Its marketing dept. and public relation dept. are working for  finding out customers new needs and  response toward their nestle products. Positioning Statement Baby  Products To  babies  who  are  deprived  of  proper  nutrition,Nido,Cerelac,Lactogen are the very nutritious milk Product that give you more nutrition other than any other brand because these includes different types of vitamin, mineral etc. GOOD FOOD for GOOD LIFE Conclusion The advent of consumer food products has brought an immense change in the field in the consumers food habit. Nestle has done well to adding its  customers  loyalty  operating  as  a  market  competitors  in  its industry. Nestle  is  one  of  the  largest  food  processing  company. Their products and quality mainly includes on their experience and efficiency.  Nestle provides quality that leads to good business growth and good development.It  has  segmented  the  market  based  on  certain  clustered  preferencesdeploying multi-stage segmentation approach to meet individual requirements of  the customers. Offering brand new products would also close its old products gaps to a great extend promise satisfaction and loyalty. In our report, we try to present the segmentation, target marketing and  positioning  strategy  of  Nestle  and  suggest  some recommendations based on the marketing procedure.   IMC Stratgies PROMOTION Promotion activities perform a major role in re-launching any product. Addition in target market is possible by personal selling. It adds persons in small stores describe the benefits to important customers about importance of milk in standard  packed form. Awareness performs the most important role. They should taste housewives on many places. Because they are the main servers of such kind of  nutritional diets to  their members of family. There are many promotional methods like personal sales, advertisements, sales  promotions, public relations etc.  but the method accepted by  Nestlà © for introducing  Nestlà © UHT Milk was advertising, outside printed media for advertising like, hording board, newspaper, posters outdoor etc.  Nestlà ©Ã‚  seeing the  old  customer  of  the  imported brands  and  potentials customers via its advertising promotions. In their advertisement, Nestlà © mostly focus the small kids who are the major  Ã‚  portion of our population and milk and such kinds of  Products  are  main  requirement  of  enhancing ability in  children  that  the  reason  Nestle launched  Nesvita  Milk  product especially  designed  for  younger  children  because addition of calcium diets in  routine diet chart is main  requirement. To remind the consumers about the nestle, Nestlà © also made some special platform for retailers and hold them on t heir shops and as compared to other milk selling companies running in the country Nestle shows always attracting messages to feels customers that always drink milk but only I  real form . RE LAUNCHING large number of  competitors Nestle takes decisions to re-launch it product with different new packing. It was an opportunity for Nestle to control the market in that a way  that it will introduce. its all the discrepancies such as  shortage, inflation based pricings which given opportunity to the competitors to control the market. BELOW THE LINE Below the line includes following  mediums of advertisement. à ¢Ã¢â€š ¬Ã‚ ¢ Direct mail to users   à ¢Ã¢â€š ¬Ã‚ ¢ Outdoor  advertising à ¢Ã¢â€š ¬Ã‚ ¢Through Transit   DIRECT MAIL ADVERTISING It  is  any form  of  advertising  present  directly  to  the  new comers,  this can be  through the mail, fax, online computer services, sales personnels, retailers or  other means rather than through traditional mass  media. Leaflets/ flyers Nestle has distributes many types of leaflets, which inform information about Nestle Milk products, at different outlets. Folders / brochures Nestle distributes brochures of their product to their users through internet to make them inform of new research and innovations and products. This helps nestle in adding more customers. OUTDOOR Nestle expenses a big share of  their advertisement budget on the outdoor  advertisement in Singapore, which includes   à ¢Ã¢â€š ¬Ã‚ ¢Painted Billboards at different places à ¢Ã¢â€š ¬Ã‚ ¢MMT in various locations à ¢Ã¢â€š ¬Ã‚ ¢Vinyl Sheets located in public places à ¢Ã¢â€š ¬Ã‚ ¢ They have put on different themes of them, which are presenting different situations in which people  are  using  real  water.  According  to  the  NESTLE they  perform heavy outdoor advertisement to aware people about the presence of their product because it is a product for which people never pre-determined plan to purchase it so to encourage them for the purchase of Nestle Milk Products they have to place billboards.  Beside  this  they rotate  the  posters  of  their  billboards  after  some months the reason for this is that users not interest in those themes when they see it for a longer time so when they exchange them and place the new different one that create the interest among the  people. TRANSIT ADVERTISING Transit advertising is a type of public places out of home media that includes bus and taxicab  advertising  as  well  as  posters  on  transit  places, Bus  terminals,  and Display at airports .Types of  transit advertising à ¢Ã¢â€š ¬Ã‚ ¢Inside cards in public transports à ¢Ã¢â€š ¬Ã‚ ¢Outside posters on Vehicles à ¢Ã¢â€š ¬Ã‚ ¢Terminal  posters at various locations à ¢Ã¢â€š ¬Ã‚ ¢Taxi / bus walls. Nestle 2010 Creating affordable access to protein [online] Available from: http://www.nestle.com/CSV/CSVinAction/SlideShows/essentialprotein/essentialprotein.htm Nestle 2010 Press Release [online] Available from: http://www.nestle.com/MediaCenter/PressReleases/AllPressReleases/NovartisMedicalNutrit http://www.nestle.com/Resource.axd?Id=602C42FE-04D6-4669-BEE1-1027492FE5E8 http://www.nestle.com/AllAbout/AtGlance/Introduction/Introduction.htm Vanhuele, M., Dreze, X., (2002). Measuring the Price Knowledge Shoppers Bring to the Store.Journal of Marketing. 66 (dhs), 72. Peter, J. P., Donnelly, J. H (2004).Marketing Management: Knowledge and Skills. 7th ed. China: McGraw Hill Book Co. 145. http://business.timesonline.co.uk/tol/business/movers_and_shakers/article6639144.ece?token=nulloffset=12page=2