...NAME: IHEKANANDU KINGSLEY N. COURSE: MGMT 292 / F12 N01 TITLE: INDIVIDUAL CASE STUDY (LAFARGE S.A.) SUBMITTED: October 5, 2012 TABLE OF CONTENTS 2. INTRODUCTION 3 3. DESCRIPTION OF CASE 4 4. VALUES 4 4.1. Types of values 4 5. TEAMWORK 7 6. MOTIVATION 8 7. CREATIVITY 9 7.1. Components of creativity 9 8. CONCLUSION 12 9. BIBLIOGRAPHY 13 INTRODUCTION This report aims to provide an in-depth analysis of initiatives pursued by Lafarge as presented in the case study. The analysis is centered on four Organizational behaviour concepts which include Values, Teamwork, Motivation and Creativity. The initiatives entail different strategies deployed by Lafarge in handling challenges encountered in either cases of business expansion or continuity at different plant locations. Care is taken to outline the activities and results associated with these initiatives and to show how these align with the OB concepts listed above. Also, a research of the Lafarge’s website including the organization’s principles, values, codes of conduct and mission statement are also utilized in providing clarity of concepts in this report. DESCRIPTION OF CASE The case-study discusses Lafarge, a global leader in the manufacturing of building materials. Due to its global network and the need to break new grounds, their activities involves setting up plants in different parts of the world which means interacting with different cultures and dealing with challenges peculiar to these cultures. Different initiatives...
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...Integrative Paper 13 Oct 14 Working in a bureaucratic organization of 182,000 active component Marines, the institution inevitably is slow and lethargic. It takes many supervisors, managers, and leaders too tackle large scale problems and years developing solutions to the problems. The Marine Corps has developed many formulas and models to attack such problems. These formulas and models reengineered a strategy by streamlining, integrating, and transforming a process to eliminate waste, delays, and slow response time (Ivancevich, p. 518). These processes allow for individual commanders to adjust unit approach to still meet the objectives and intent without endangering the Marine Corps strategic message and vision. Over the next seven pages, I have taken Kotter’s eight step process and incorporated them into my experience to how The Heart of Change theme and reasoning influenced my expected behavior as a manager in the Marine Corps. Increase Urgency While working as a staff officer in a higher level command the sense of urgency is slow and unwilling to change. The typical expression you hear in the office spaces at a higher level headquarters, “is if you want change throw money at it to continue research”. The expression only proves the lack of change that occurs within the organization. Though the expression does provide humor, however, it really does not accomplish the task at hand for change. The idea for change is to focus on maximizing worker output. Conducting...
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...DECEMBER 1973 Can strategic planning pay off? Louis V. Gerstner, Jr. In an article from the McKinsey Quarterly archives, Louis V. Gerstner, Jr., proposes four guidelines to help strategic planners make the crucial leap from plans to decisions. One of the most intriguing management phenomena of the late 6os and the early 70s has been the rapid spread of the strategic-planning concept. Except for the so-called computer revolution, few management techniques have swept through corporate and government enterprises more rapidly or completely. Writer after writer has hailed this new discipline as the fountainhead of all corporate progress. In 1962, one published report extolled strategic planning as “a systematic means by which a company can become what it wants to be” (Stanford Research Institute). Five years later, it was called “a means to help management gain increasing control over the destiny of a corporation” (R. H. Schaffer). By 1971, praise of strategic planning verged on the poetic; it had become “the manifestation of a company’s determination to be the master of its own fate . . . to penetrate the darkness of uncertainty and provide the illumination of probability” (S. R. Goodman). It is not surprising, therefore, that one company after another raced to embrace this new source of managerial salvation. As a result, most major companies today can boast a corporate-planning officer, often with full attendant staff. It seemed appropriate to ask some chief...
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...www.sciedu.ca/jms Journal of Management and Strategy Vol. 1, No. 1; December 2010 Talent Management in HR Preeti Khatri (Corresponding author) HCTM, Kaithal-Ambala Road, NH-65, Kaithal, Haryana (136027), India Tel: 099968-56761 E-mail: pkhatri2010@rediffmail.com Shikha Gupta HCTM, Kaithal-Ambala Road, NH-65, Kaithal, Haryana (136027), India Tel: 098131-81836 E-mail: shikha_gupta40@yahoo.com Kapil Gulati HCTM, Kaithal-Ambala Road, NH-65, Kaithal, Haryana (136027), India Tel: 09812-04737 E-mail: kgulati85@yahoo.com Santosh Chauhan GIMT, 7 kms. From Pipli, Kurukshetra-Ambala Road, Kurukshetra, Haryana (136118), India Tel: 094165-70322 Received: August 13, 2010 Abstract Managing talent in a global organization is more complex and demanding than it is in a national business—and few major worldwide corporations have risen to the challenge. The current business and economic environment is exposing a host of weaknesses in the talent management practices of many organizations, as well as the lack of a comprehensive understanding of skills, capabilities, key workforces and top talent. Talent strategy is, in fact, as important as any other part of an organization’s overall strategy, regardless of the business conditions. Unfortunately, the harsh glare of the downturn has exposed the fact that the talent planning and management capabilities of many organizations are not equal to the challenges that lie ahead. Smart companies will also keep an eye out for skilled workers who in...
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...Qantas, known as Queensland and Northern Territory Aerial Services, is the flag carrier airline of Australia. Its main hub is based in Sydney Airport, also known as Kingsford-Smith Airport. In the last decade, Qantas had faced many strategic challenges such as increasing competitions in both domestic and international markets, industrial disputes and the struggle to maintain profits during the global economic crisis. This essay would highlight the biography of Qantas's current status and evaluate the effectiveness of the solutions used to solve the challenges. Currently, Qantas operates in Australia and the Asia Pacific region and is part of the Oneworld alliance. It is able to fly across to 200 destinations in more than 45 countries. This also includes Qantas’ own regional carrier QantasLink and low-fare carrier Jetstar. Moreover, its vision is to be the leader in providing premium and low cost service through Qantas and Jetstar brands respectively (Qantas, 2014). In addition, Qantas has a flexible fleet plan, owning 128 aircrafts that includes 20 Airbus 330, 12 Airbus 380, 66 Boeing 737, 15 Boeing 747 and 15 Boeing 767. It has 33.36K employees and 93% are based in Australia (Qantas, 2014). It also owns a 29% stake in Jetset Travelworld, an Australian travel agency (Benns, 2009). Furthermore, cargo, catering and tourism operations also provide revenue that will sum up Qantas’ total revenue to more than A$15.9 billion (Macroaxis, 2014). The carrier's great strength...
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...22/11/2012 |HNC/HND in Business Pathways Interim Assignment HNBS121 Human Resource Management | |Hoda Ahmed Ibrahim ID:10799 | [pic] CONTENTS Task 1 (1.1) • Human Resource Management vs. Personnel Management…………...Page 3-5 (1.2) • Human Resource (Role & Functions)………………………………......................Page 6-8 Human Resource Managers and Line Managers (1.3) • Impact of Legal Framework ………………..................................................Page 9-10 Equal Opportunities, Employment Legislation and Discrimination Task 2 (2.1) Tesco and Scottish Power Case Study • Human Resource Planning & Stages……………………….......................Page 11-12 (2.2) Tesco and Scottish Power Case Study • Compare Recruitment and Selection …………………………………… Page 13-14 List of References • Authors…………………………………………………................Page 15 • Internet Source ………………………………….……………..Page 16 1.1 Human Resource Management vs. Personnel Management Human Resources Management developed from the origins of Personal Management. Personal Management helps in dealing with the management of people working within an organisation. It primarily focuses on systems that provide the foundations of employment. This method is used to ensure these systems are developed,...
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...CONSUMER INTERNET Bear, Stearns & Co. Inc. – U.S. Equity Research February 4, 2008 Rating Information Sector Rating Target Price YE ’08 Long-Term Growth Market Weight 26.23% (YHOO-$28.38-Outperform) MicroHoo!: Where are We Now & Where Do We Go From Here? Trading Data 52-Wk Range Market Cap. Shares Out. Dividend Yield Avg Daily Vol. Float Yahoo! Corp. $18.58 - $34.08 $25,459 MM 1,336.4 MM 0.0% 27,140,000 NA Source: FactSet It’s not often that management of a company sees its stock skyrocket ~50% in one day and have to ask themselves “Is this the best day in company history or the worst?” We believe Yahoo!'s valuation has being hampered by near-term investment concerns which weighed on investor realization of the long-term potential and value of the company. As we pointed out in our 4Q earnings note, we thought the near-term investor disappointment created an opportunity for any suitor that was remotely serious. Fundamental Data EV/EBITDA Enterprise Value LT Debt to Total Cap. Book Value 16.4x $24,681.6 MM 0.0% $7.00 • Implications to Traffic and Search Market Share. Domestically, Yahoo! and MSN together command 11% in page views market share, more than double Google’s 5% market share. In the international market, however, Yahoo! and MSN jointly account for 8% of total page views, still slightly lower than Google at 9%. On Search, the combination of Yahoo! and MSN would represent 33% of query market share in the...
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...IIM Indore Mumbai Salesforce.com | Business Model Analysis | | | | About the Company: Salesforce.com Inc. is a global enterprise software company headquartered in San Francisco, California. Though best known for its customer relationship management (CRM) product, Salesforce has also expanded into the "social enterprise arena" through acquisition and by steadily improving and augmenting its core development platform. It was ranked number 27 in Fortune's 100 Best Companies to Work For in 2012. It is listed on the New York Stock Exchange and is a constituent of the S&P 500 index. The company was founded in March 1999 by former Oracle executive Marc Benioff, Parker Harris, Dave Moellenhoff, and Frank Dominguez as a company specializing in software as a service (SaaS). In June 2004, the company went public on the New York Stock Exchange under the stock symbol CRM, raising US$110 million. Company Specializes in cloud based CRM and offers SaaS and PaaS solutions. Growth of Cloud Based Services A series of macro-trends is fundamentally changing the way businesses must operate. Globalization is changing the competitive landscape, and mobility is changing the way workers do their jobs. An explosion of consumer-oriented, on-demand services, led by Amazon.com and Apple’s iTunes, has taught people how easy it can be to access and share information or the goods and services they want. These experiences, combined with the escalating competitive climate...
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...IHRM can be defined as a highly dynamic and constantly evolving field with new themes emerging, which transcends traditional approaches. (G. Hofstede, 2001) The assignment contributes in developing a broad, detailed and rational study of Japanese HRM practices mainly recruitment and selection and also training and development. It tells us about what is the basic essence that makes them quintessentially Japanese. It tells how it is advancing towards a continuous evolutionary change. This assignment also tells the reader about the impact of culture, traditions, socio-economic and politico-legal angles that affect the very basis of Japanese HRM structure. Finally it tells the reader about the different changes in HRM practices due to the current scenario and ultimately leading the way and telling about the implications for Japanese HRM practitioners. Japan is kind of very well designed society there is plans and structure for everything (Doole and Lowe 2000). Japanese management puts stress to secure survival, long term growth of company to benefit all incorporating the organization. It focuses on soft S of Mckinsey 7S concept i.e. staff style, skill and subordinate goal. Overall significance of HRM on management is high. There is a high importance of HR with stress on its strategic meaning. Management in Japan since end of Second World War can be segmented into different stages shuffling between uniqueness and universal practices. Japanese culture strongly influenced by...
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... 6 UNDERPINNING KNOWLEDGE FOR WORKFORCE PLANNING 12 Introduction Workforce planning is the continuous process of ensuring that the right people are in the right place at the right time, in order to accomplish the organisation’s mission now and into the future. Its fundamental purpose is to align and integrate the organisation’s workforce with its strategic goals and objectives. The degree to which the organisation has the appropriate skills, the correct numbers and the right talent mix to achieve its mission in a dynamic external environment will be crucial to its continued success. It is also about the sound management of human capital processes, including recruitment, retention, development, redeployment, and retirement planning for minimal loss of knowledge. Workforce planning can assist TAFE Institutes anticipate the staffing and skill requirements of the changing VET environment. This is essential if the TAFE sector is to adequately meet the changing demands of its operating environment and specific markets. Some Institutes are already taking action to shape their future workforces, thus ensuring their continued ability to deal with business challenges in the medium to longer-term. A range of approaches and...
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...An Essential Guide to Possibilities and Risks of Cloud Computing “By 2011, early technology adopters will forgo capital expenditures and instead purchase 40% of their IT infrastructure as a service ... Cloud Computing will take off, thus untying applications from specific infrastructure.” by Gartner Highlights Key Predictions for IT Organizations and Users in 2008 and Beyond, January 2008 An Essential Guide to Possibilities and Risks of Cloud Computing A PRAGMATIC, EFFECTIVE AND HYPE-FREE APPROACH FOR STRATEGIC ENTERPRISE DECISION MAKING Cloud Computing is quite possibly the hottest, most discussed and often misunderstood concept in Information Technology (IT) today. In short, Cloud Computing proposes to transform the way IT is deployed and managed, promising reduced implementation, maintenance costs and complexity, while accelerating innovation, providing faster timeto-market, and providing the ability to scale high-performance applications and infrastructures on demand. The goal of this White Paper is to provide a realistic perspective of the possibilities, benefits and risks of Cloud Computing; what to look for, what to avoid, and also some tips and best practices on implementation, architecture and vendor management strategies. It is important to consider all those aspects before you decide either to move (but without putting the carriage before the horse) or not to move your systems, applications, and/or data to to the “Cloud”, in a “hype free” approach. Note: Mentions...
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...SCHOOL OF BUSINESS BMIS300 – Management Information System Sec: D Beirut campus Analysis of Mc Donald's Information System Done By: Rawan Al- Masri To: Dr. Abdo Haidar Year: Spring 2015 ACKNOWLEDGEMENT First of all I'm thankful to Almighty Allah who gave me strength for the completion of this project. Next, I'm heartedly thankful to my most respected and honored course instructor of Management Information System, Dr. Abdo Haidar who gave me an opportunity to do this project, and for his guidance, efficient teaching, and cooperation. . This study greatly acknowledges the cooperation and assistance of all those employees of McDonald’s, whose favors have helped me to precede my project, for that I'm very grateful. Table of Content 1. Executive Summary 2 2. Organizational Overview 3 3. Issue Analysis 12 4. Analysis of Information Systems 14 4.1 Customer relationship management 14 4.2 Knowledge Management 19 4.3 E-Procurement and McDonald’s 25 4.4 Supply Chain and Logistic Management Definition 29 5. Details Analysis of suggested Systems 35 6. Organizational Impact of Recent Systems 36 7. An overall analysis of organization 40 Conclusion: 42 Reference 44 Analysis of Mc Donald’s Information systems Executive Summary McDonalds is the world's largest chain of burger fast food and perhaps is one of the fastest and rapidly growing fast food chain restaurants in the world. It uses various...
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...SIMPROJECT( PLAYER’S MANUAL JEFFREY K. PINTO, PH.D. AND DIANE H. PARENTE, PH.D. Beta 1.0 Winter 2002 PREFACE This simulation is a dynamic business exercise designed for students enrolled in courses that emphasize the importance of developing project management skills. Because the simulation is designed to offer instructors maximum flexibility, we have included scenarios that bring into clear focus project management challenges within a variety of professions, including new product development, process conversion, construction, event planning, and information technology development and implementation. As such, the simulation can be used in academic settings within schools of business, engineering, hospitality management, information and systems, and architecture. The simulation is designed to provide students with real-world experiences in managing the myriad variables that are routinely encountered in project management and decision making. Best and most important, the simulation environment offers students the unique opportunity to practice various components of project management – a hands-on, learning by doing approach that emphasizes active learning. The scenario and rules for the simulation can be learned in a short amount of time: perhaps two or three hours. Among the benefits for instructors are the randomization factors we have included that allow the instructor to customize the simulation each time it is used. These effects are important because...
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...SUMMARY OF RESULTS OF THE SURVEY Franco Viciani Kostas G. Stamoulis Alberto Zezza Franco Viciani nd Alberto Zezza are consultants, and Kostas G. Stamoulis is a Senior Economist, Agriculture and Economic Development Analysis Division (ESA), FAO, Rome. | 1. Introduction 2. Poverty, Inequality and Food Insecurity 3. Policy Reforms Affecting Agriculture and Rural Development, and Changes in the Role of the State 4. Globalization and International Trade Liberalization 5. Increasing Agricultural Production: Sustainability and Technology Changes 1. INTRODUCTION The first step in the CUREMIS exercise was a survey conducted among all the regional and sub-regional policy officers and outposted staff of the Economic and Social Department of FAO. The survey was based on a questionnaire which was distributed to them and was structured around "major trends affecting food, agriculture and rural development" as identified in the process of preparing the FAO Strategic Framework, namely: * changes in the role and functions of the state and implication for food, agriculture and rural development * trade liberalization, globalization and increased reliance on regional blocks * persistence of poverty, mounting inequality, food insecurity and continuing risks of emergencies * population growth, urbanization and related changes in demand on agriculture; increasing pressure on natural resources and the environment * research and technology development and inequality...
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...SimProjectTM Player’s Manual SIMPROJECT™ A Project Management Simulation for Classroom Instruction PLAYER’S MANUAL V 1.2 JEFFREY K. PINTO, PH.D. AND DIANE H. PARENTE, PH.D. Player’s Manual for use with SIMPROJECT™ Jeffrey K. Pinto, PH.D. Diane H. Parente, PH.D. Published by McGraw-Hill/Irwin, an imprint of The McGraw-Hill Companies, Inc., 1221 Avenue of the Americas, New York, NY 10020. Copyright © 2004 by The McGraw-Hill Companies, Inc. All rights reserved. No part of this publication may be reproduced or distributed in any form or by any means, or stored in a database or retrieval system, without the prior written consent of The McGraw-Hill Companies, Inc., including, but not limited to, in any network or other electronic storage or transmission, or broadcast for distance learning. 1 2 3 4 5 6 7 8 9 0 CUS/CUS 0 9 8 7 6 5 4 3 ISBN 0-07-248085-8 www.mhhe.com/simproject i McGraw-Hill/Irwin PREFACE This simulation is a dynamic business exercise designed for students enrolled in courses that emphasize the importance of developing project management skills. Because the simulation is designed to offer instructors maximum flexibility, we have included scenarios that bring into clear focus project management challenges within a variety of professions, including new product development, process conversion, construction, and information technology development and implementation. As such, the simulation can be used in academic settings within schools of business...
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