...Mountain Equipment Co-op Report In this report our group discusses the ethics and impacts of MEC’s decision to shift from primarily Canadian manufactured goods to offshore facilities. We will discuss which stakeholders are affected, how they are affected, how they are going global and the risks and investments involved, the ethical issues involved in purchasing offshore goods and MEC’s sustainability strategy. MEC’s decision to carry products manufactured in offshore facilities will affect the following stakeholders: Stakeholder | Effect | Description | Canadian Manufacturers | Suffer | They will lose business | Offshore Manufacturers | Benefit | They will gain business | Consumers | Benefit | High quality products for low cost | Investor(members) | Benefit | More surplus will return more dividends | Canadian Employees | Suffer | Lose jobs as manufacturers lose business | Offshore Employees | Benefit | Better work environment and pay rate | Governments | Benefit | Canada: More tax revenue as consumers will buy cheaper products.Offshore: Investment in the country and increasing employment rate | MEC is ‘going global’ by purchasing from offshore manufacturers, increasing its global influence through parternerships, improving foreign work environments, and purchasing from sustainable manufacturers. In addition MEC is a member of the UN global compact, Canadian business, and the Social Responsibility Labour Association. There is a higher degree of investment...
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...Snapp-Childs et al [20] used sensorimotor paradigms with the aim to increase motor performance. Children with DCD were initially less successful than a control group, however following a training period; they showed similar motor capabilities to the control group. This infers that children with DCD have the potential to learn complex motor skills through kinaesthetic learning, which cannot yet be said for procedural learning. It additionally informs us that when developing kinaesthetic interventions, the appropriate learning assistance of controlled support should be...
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...TOUR 140 – TOURISM CO-OP WORK EXPERIENCE REPORT On completing the 500 hours of your co-op work experience, you are asked to submit a written report. Inadequate reports will require re-writes before credit is assigned for TOUR 140. Report due: September 10, 2014 – Wednesday by 5pm. Turn in to Christy Dodds in CE318. Mandatory co-op debrief workshop: September 15, 2014 – Monday 6-9pm (LB322) Report Objectives 1. To allow students to re-visit original work objectives and evaluate them against their actual work experience. 2. To provide documentation of the co-op work experience to assist faculty in evaluating the work placement. 3. To provide a resource to assist future students in their co-op job search. 4. To provide faculty the ability to become familiar with your work term learning experience. Report Evaluation Criteria Your report should: Follow standard report format – the body of the document should use 12 point Ariel or Calibri only, use 1.5 spacing, set your margins to 2cm or 1” on all sides, include a table of contents and a cover page, include page numbers. Be factual and accurate; source if you are using information that is not your own Be free of spelling errors and typos Be between 5-8 pages in length. The Real Story The work term report is meant to do several things. It is a legacy piece long engrained in the community-based culture of the School of Tourism Management. First, your report out of the company/organization that you worked for, as well as the...
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...has been operating for over 10 years, and while it has been a relatively small company in the past, its growth in conjunction with National Australia Bank acquiring the entity this has expanded the company and its business to unprecedented levels. Currently, Advantedge Financial Services does not have any Induction Programs in place, as it has been unnecessary in the past due to its low profile persona. However due to its expansion the company has employed a high number of staff to accommodate the increased volume of work that the business has acquired. This past year alone Advantedge Financial Services has hired over 50 staff including 10 Co-Op students around the company. First hand accounts has revealed that the absence of an Induction Program has made it more challenging for new staff to adjust to the environment, particularly Co-Op students who most times are settling into their first full time office job. Work productivity has also been relatively low compared to staff that has received work induction program from other companies. It is recommended...
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...and fairness in our relationships with our suppliers, subcontractors, professional associates and customers. To ensure the longevity of our company achieved by customer satisfaction in all areas including timeliness, attention to detail and service minded attitudes. 1.0 2.0 3.0 4.0 5.0 6.0 7.0 8.0 9.0 10.0 11.0 12.0 13.0 HANEDA Group Companies & Affiliates Introduction Company Information Notable Projects Organization chart Principal clients Project Field Experience Manpower Mobilization and Management Projects Details Company Machineries Skill Training School Labors in Agricultural Field Labors in Service Industry Malaysia Haneda Trading & Construction Sdn. Bhd Haneda Cosmo Properties Sdn. Bhd Gunung Bina Sdn. Bhd & Utusan Kejora Sdn. Bhd Jua Yakin Sdn. Bhd. Vietnam Vietnam Manpower and Construction JSC (VietMC) International Manpower Supplying and Construction JSC (NIBELC) New Star Consulting Services Engineering Co, Ltd. Singapore Haneda Services Pte Ltd Haneda Project Services Indonesia P.T. Maru Ichi Jaya India Haneda Infra P Ltd Sunrock Construction & Trading P Ltd Haneda Consultants and Agencies P Ltd Sri Lanka Newstar Constructors P Ltd Laksan Mizutani (Pvt) Ltd Komuthi Engineering Services (Pvt) Ltd. USA Haneda Ltd Guam & Maru Ichi Inc Philippines CONEX – Engineers Blasters Consultants Corp. Ltd Vietnam Manpower and Construction JSC (VietMC) is a Vietnamese company, a partner of Haneda Group. Since establishment, VietMC together with Haneda have supplied...
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...Associate Level Material Appendix B Recruiting, Selecting, Orienting, and Training Review the recruiting options listed below the table. Determine which three options would be appropriate for a large company and which three options would be appropriate for a small company. Then, enter your choices into the recruiting column. Repeat this procedure for selecting, orienting, and training. Finally, answer the following question: Who performs each of these functions in a large and a small company? Explain your answers. | |Recruiting |Selecting |Orienting |Training | | | | | | | | |Online job boards, such as |Employment tests (Employees are|Personal policies (HR goes over |Program Training (Supervisors are able | |Large company |monster.com or careerbuilder.com |screened and tested by the HR) |these policies with all employees |to give their employees | | |(HR knows any openings first | |followed up a signed paper for |proper instructions to perform their jobs.) | | |hand.) | ...
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...The organization I would contact is the Department of Health and Human Services. Their mission statement: “To enhance and protect the health and well-being of all Americans. We fulfill that mission by providing for effective health and human services and fostering advances in medicine, public health, and social services” (HHS n.d). Since the issue is dealing with childcare it seems a natural fit to ask the department that helps regulate early childhood programs such as Head Start. The social issue I chose to address is, the rising cost of childcare for people who do not qualify for subsidized daycare programs and in which families cannot afford to pay the cost of traditional childcare. Across the United States there are programs within communities...
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...team. Education background B.sc in Commerce (July 2009) – Cairo University. Accounting - Grade: Good. Human Resources Management Diploma (HRM) at AUC ( 2015 ) Diploma Description Strategic Management Recruitment & Selection Compensation & Benefits Management Employee and Labor Relation Human Resource Information Systems (HRIS) Training & Development EXPERIENCE o HR Coordinator at (Rameda Pharmaceuticals) ( Jan 2014 till now ) Job description: o Assist in hiring process by coordinating job posting on Web site, reviewing resumes, performing telephone interviews and reference checks. . Responsible for effective and fast recruitment processes both internally and externally Assist with preparation of HR metric data reports as required. Enter data into the HR system so that accurate records are maintained. Handle staff attendance and leaves on system. Verifying staff & white collar on finger print. Responsible for OFOQ system database (HRIS). Assist HR Manager in Appraisal system. Updating Chart. Support in training program Verified data entry of new hires, terminations and various status changes Sales Representative at (NEW DEAL TOURISM COMPANY) (Jan 2011 – Dec 2013 ) To assist the Sales Manager in leading, directing and motivating the sales team in order to achieve the overall corporate sales objectives. To assist the Sales Manager in providing a professional and excellent...
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...efficient but also distribute business culture and value. And, promotion to employees can easily observe in income, benefit, power, and opportunity of learning. Therefore, the first step to motivate employee is figuring out factors within the person so-on the needs that motivate people. Sometime, company will provide various choices of motivation in the same time. My first co-op was a financial accounting position with three colleague and a manager in group. In daily communication, they told me that one of them was learning German, and the thing surprised me was that he was over 40 years old. The reason he gave me was: “he could get an opportunity for one year training program in Germany headquarter for preparing promotion of manager in the future, so he could be paid doubled. Language issue was the last requirement that he must passed.” I strongly believed increasing income and future power motivated my colleague well. Before the end of my co-op, my supervisor left the company for the other job. His reasons were quite simple: he wanted to be paid more and lived close to his family. Motivation for me to talk six month co-op was the benefit of real-life learning. When I completely learned the work in my position, I could efficiently finish my work and prepare to learn in new. Not only the benefit from the company can motivate us but also ourselves. According to the article “How to Motive Yourself” by Mark Cuban, he believed in employee...
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...1. As a student majoring in Operations Management and German, I was seeking a program that would enable me to pursue a career opportunity that combines both my passion for business operations and my love of the German language. Last semester, I became interested in the Cooperative Education Program when I researched the great benefits and potential opportunities the Co-op program provides by affording students the chance to interview with successful companies in the hopes of gaining valuable experience and continuous career development. I hope that my involvement with the co-op will give me valuable work experience that will involve both classroom instruction and learning on the job, development of professional network, and the crucial stepping stones towards the achievement of my long-term career goals. 2. While studying operations management, I have acquired a great interest in production and the logistics involved with production. I find it fascinating to study the flow of information, products, and resources in order to meet the needs and desires of customers. I also enjoy studying inventory control and applying methods, such as Just-in-Time, to ensure that inventory can move to customers in an effective and efficient quality and at reduced costs. In addition to inventory control and production logistics, I find the amount of money a company can save and the increase of efficiency and effectiveness a company can experience due to the implementation of strategic scheduling...
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...Customer REI uses IBM data warehousing technology to achieve its vision of understanding what its customers want, and how they want to interact with the company. L= 4:39. http://www.youtube.com/watch?v=4KEkA3O784s Systems REI (Recreational Equipment Inc.) is an American consumers’ cooperative that sells outdoor recreation gear and sporting goods via the Internet, catalogs, and over 120 stores in 29 states. It opens six to eight new stores each year. Its major competitors in the U.S. include many other sporting goods retailers. REI is the largest consumer co-op in the United States. A consumer’s cooperative is a business owned by its customers for their mutual benefit. The goal of a co-op is to sell quality goods and services at the lowest cost to its consumers, as opposed to the traditional model of selling goods and services at the highest cost that consumers are willing to pay. However, a co-op is no different from traditional firms in the following regard: databases and information management still play key roles in efficiency and strong customer service and are critical to the company’s bottom line. There is a one-time fee of $20 for lifetime membership to REI. The company normally pays an annual dividend check to its members equal to 10% of what they spent at REI on regularpriced merchandise in the prior year, although this is not guaranteed. The refund, which expires on December 31 two years from the date of issue, can be used as credit for further ...
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...would be illogical for us to not come up with this idea. Our vision is to provide beautifully arranged flowers catering to small-scale events, formalities in accessible area and slowly yet surely be a dominant player in the market. Our mission is to provide all that is beautiful and add beauty with flowers to everyday life at affordable prices and superb customer service. * Resources: For our business recruiting research we utilized numerous resources. The Internet was of great help to us providing everything from the risk free rate to quotations for our delivery vehicle and fridges. Moreover, the Internet was of great assistance in allocating employees and getting a rough idea about salaries as well as finding out about the training program allocated in London, England. As our second resource we went to Fleur, a very similar flower business in a residential area. We got real figures from them who were kind enough to provide us with the capacity as they are the same size as we plan to be along with employees salaries...
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...employees that are absolute experts in their perspective fields. 4. II. Suggest three (3) ways that Apple can effectively plan for HR resources. Rank in order of cost to implement. 5. a. Apple could effectively plan for HR resources by coming up with ideas that are innovative and socially life changing. The community sees a socially responsible company in a positive light. An Apple theory based summer program for youth would be a great idea. If Apple considered mentoring top performing high school students across America through their senior and college years with an agreement to be future Apple employees. The program would entertain about 30 students in a co-op that turns over every 4 years. At the end of a four-year co-op students that maintain certain grade point averages and complete the mentoring and training program will be offered entry-level jobs of their interest within the Apple Company. Internal promotions would serve as a...
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...three main aspects. Firstly, the 28 months Co-op MBA program is no-doubt the best in Canada, highlighted by 44-year program history, impressive 92% employment rate and top placement in financial service. It is crucial for me to obtain hands-on experience to be more qualified for a branch manager. Secondly, ranking as one of the tops in Canada, DeGroote MBA has become and will continue to be a global leader in digital transformation. Courses like "information systems" and "eBusiness Strategies" are exactly what I want to learn for my future insurance start-up. Thirdly, as an adaptive immigrant, I love DeGroote for its diversity in global alumni network, and I respect the environment-friendly building design during my in-person visit to Ron Joyce Centre. Influenced by my father who is an executive in the second largest insurance company in China, I have always wanted to be an as successful leader in insurance so I started early. In my second year of university, I began to earn insurance certification such as General Insurance Essentials. Then at RBC, I received recognition for both business and community contribution such as 120% productivity and RBC Run for the Kids badge. Previously, at Department of Student Life, I successfully leveraged my trilingual skills to help fellow international students with academic and life transition. During the 3-years work at KFC restaurant, I became a shift supervisor who took the responsibility of training and leading our team. Overall, I keep learning...
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...the franchise as a company. Advantages for the franchiser: * The firm does not have to spend a large amount of money in order to expand * The products necessary for the franchise to operate are under the franchisers direct control * Issuing franchises should generate a continuous stream of revenue from franchisees who are determined to succeed Disadvantages for the franchiser: * The control it has over the product is not as great as if the business sold the product itself, bad publicity from a franchisee could affect the brand image * Franchisers have to offer continuous support, training and development and are quite costly. * Possible conflict. If there is a disagreement then it could get quit acrimonious. Advantages for the franchisee: * Greater chance of success as they are using a tried and tested brand. * Specialist advice and training are available on an ongoing basis. * Easier to obtain a loan from a bank Disadvantages for the franchisee: * Supplies have to be bought...
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