...behaves changes based on the type of business (manufacturing, health, nonprofit, professional services, etc.), the size of the business, the goals the business wants to achieve, the location of the business, and many other factors. With all of these factors, there are four functions that remain the same as foundations for management. The four functions are planning, organizing, leading, and controlling. (Rothbauer-Wanish, 2009) “Each component is important and one cannot function well without the others.” This is true in a company-wide sense. As each manager would be well-balanced with strength in each of these four functions, many companies assign the bulk of each function to different managers depending on the goals of the company. The following information examines the definitions of the four functions and how they are used in my company which is a computer consulting firm in the Midwest. Planning (Bateman & Snell – 2009)”Planning is analyzing a situation, determining the goals that will be pursued, and deciding in advance the actions needed to pursue these goals.” Within my organization, the top-level management usually is responsible for this function. Planning is more of the “big-picture” job and in turn they delegate projects based on completing this function. For example: to achieve the goals for profit for the month, the sales and recruiting staff need to place at least 15 information technology consultants at client sites. The top level management relays...
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...proceeding" (Wojdacz, 2009). However, Arthur Andersen had imploded and was not able to recover. Founder and His Principles Arthur Andersen was founded December 11, 1913. Arthur Andersen had a reputation of exemplary honesty. Arthur Andersen himself came from an immigrant Norwegian family. He worked for Price Waterhouse. At 23, Andersen became the youngest certified public accountant (CPA) in the state of Illinois by educating himself at night (Marotta & Selman, 2009). At this time, CPAs were trying to establish accounting as a profession. Marotta and Selman (2009) stated Integral to the mythology of Arthur Andersen is the encounter between the founder and a client who wanted different numbers on his books. Declaring that there was not enough money in Chicago to buy his honesty, Andersen left his client, a bold move for a fledgling (“Investigation, Trial, and Appeal”, para 2). “Think straight. Talk straight.” That was the firm’s motto. The motto was continued even...
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...staff affect the overall experience. We will not be the field people talk about negatively. An organization owned and operated by players, for players.” Prior to the purchase of the field, our client has been conducting market studies and researching our target demographic for this particular sport, and the future sports we would like to bring into the company as well. This will give them a better idea on where/how to advertise current and future endeavors. Also within this demographic, our client will be launching an online retail store to help better satisfy our demographic that purchases more online rather than in person. This will also roll up into our customer satisfaction study that we have been conducting at neighboring fields around Pennsylvania and New Jersey. The largest part of this sport is driven from customer satisfaction and interaction. People/players are what drive the sport. Since the sport is not as popular or commercialized as other organizations, player feedback is vital. If the consumers have a bad experience, it can become known very quickly within the “paintball community”, which a field may have a hard time or never fully recovered. Lastly, the largest and most exciting part of this acquisition is the future expansion projects. Our client is planning an analysis using the prior year’s financials to help aid the transition the park from a seasonal, to year-round operation with the addition of an indoor paintball structure. This will give...
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...supplemented by recruitment, training and staff development, the establishment of compensation systems, career development, communication, and significantly increased their importance for organization. Specific responsibility for the overall management of human resources in large organizations is usually entrusted to workers from trained personnel department, usually consisting of staff services. In order for such specialists to be actively promoting the purposes of cooperation and success, they need not only knowledge and expertise in their particular field, but information that satisfies the needs of lower-level managers. However, if lower level managers do not understand the specifics of human resources, its capabilities and weaknesses, they can not fully use the services of specialists, HR managers. It is therefore important that all leaders know and understand the means and methods of managing people. The dynamic development of market economy involves competition between different manufacturers, a victory in which the remains of those organizations who are the most effective...
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...transition as a virtual business company requires a great deal of understanding and in depth analysis. While I was going to complete my assignment I have gone through a complex research which has involved me to study more about the topic and also gave me a first-hand knowledge of how to plan for a company. I have gone through many articles and journals on the google, I have searched especially for the virtual company, what is the difference between the virtual organization and the traditional organization. I have drawn the comparison which can be cost effective. The articles helped me in understanding the exact scenario of the organizations. While researching I came across a case study which was on “Brand Velocity”. It enhanced my knowledge about the subject and helped me to write about the virtual and traditional companies. Task 4 was a very challenging task and I have to study different organizations and their infrastructure to complete it, then again I had to study both traditional and virtual models. I have taken into consideration the models which were already used by most of the virtual organization like eBay and amazon. I have thoroughly investigated these models and taken my notes from there. For the Task 5 as it was a presentation, I had to be sure the studies I am carrying out should be very comprehensive and should give me the arguments to prove my points; it should be so convincing that there would not have been any ambiguity left. I have read articles and journals and...
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...to develop a marketing strategy for this new product. Team A will explain that research approach as part of this first phase in marketing General Dynamic’s new product. General Dynamics General Dynamics Corporation is a company that has historically built its business on military defense contracts. Tracing their roots back to 1896 building military submarines, they are now the fourth largest defense contractor in the world (Defense Systems Staff, 2011). Headquartered in West Falls Church, Virginia, General Dynamics is a publicly owned corporation currently traded at the NYSE under the ticker symbol GD. Recently developed high profile military products include the Aegis Combat System, advanced submarine technologies, and military grade security for smart phones and tablets (General Dynamics Corporation, 2012). According to their Annual Report filed in 2011, General Dynamics saw revenue of $32,677 million dollars, reflecting a trend for the past three years of increase. Their current liabilities show $11,145million dollars. When comparing this to their current assets at $15,368million dollars, Team A was able to see that this was an indicator that General Dynamic’s credit health was very good, and showed positive potential for growth in new areas...
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...facebook. They are talking about their days, their goals, their lives, funny situations, where they want to move to, where they work, etc. Of these posts, photos, tweets, etc. have caused people to lose their jobs. This has become a new phenomenon, with businesses adopting social media policies to protect their assets. Posting company address, information, making negative comments about a supervisor or an organization have been grounds in the past for termination. These are all violations of the company internet policy. Maybe it is what they cannot say, that has people confused. As much as an employee may want to degrade or belittle their employer on their Facebook page, it can be determined that what they post/say is slander or libel. This means, they can sue. It is essential that employees are as careful as can be, not to post something that might get them fired. Sometimes employees are fired, even when they are in the right. Social Media Policies Employers need to establish a tight knit Social Media Policy. They need to continue to regularly review this law in order to save ensure they are always acting within the scope of the incident. Regardless however of strict their Social Media Policy is, or will become, when an employee is fired for posting on Facebook or another online site, they have the right to access the NLRB for assistance. Representation will be determined by the basis of the termination and on whether the information posted was protected by the National Labor...
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...Harvard Business Review Article Proposal “Putting the ‘R’ Back into CRM” By Susan Fournier (Boston University) and Jill Avery (Simmons College) November 17, 2009 1.) What is the central message (the “aha”) of the article you propose to write? What is important, useful, new, or counterintuitive about your idea? Why do managers need to know about it? Ten years ago, Fournier et al.’s Harvard Business Review article, “Preventing the Premature Death of Relationship Marketing,” charged that “the very things that marketers were doing to build relationships with their customers were destroying those relationships at the core.” According to the authors, relationship marketing was “powerful in theory, but troubled in practice” because marketers did not fundamentally understand what relationships with customers were all about or how they should be built and maintained. Ten years later, this seminal article continues to be a bestseller for the Harvard Business Review, is widely cited by academics (406 citations in Google Scholar), is incorporated frequently into MBA, executive education and doctoral curricula, and, importantly, has been a guiding force for managers from diverse industries who are interested in establishing stronger customer relationships. What accounts for the enduring appeal of the “Premature Death” article? We argue that the fundamental lessons offered in this article are as relevant today as they were ten years ago. In fact, our failure to appreciate...
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...INTERNATIONAL BUSINESS MBA C424 Mid-Term Report On GOING GLOBAL OF S.L. PACKAGING PRIVATE LIMITED Submitted by: Submitted to: GROUP 7 Dr. Praveen Goyal Dr. Leela Rani GV Hemanth Kumar G Visruth Reddy Sourav Mukherjee Abhinav Chitre Pinky Saini ACKNOWLEDGEMENT We are using this opportunity to express our gratitude to everyone who supported us throughout the course of this project. We are thankful for their aspiring guidance, invaluably constructive criticism and friendly advice during the project work. We are sincerely grateful to them for sharing their truthful and illuminating views on a number of issues related to the project. We are highly indebted to our professors, Dr. Praveen Goyal and Dr. Leela Rani, who gave us the opportunity, guidance, constant supervision and support in completing the project. We would like to express our gratitude towards BITS Pilani for their kind co-operation and encouragement which helped us in completion of this project. GV Hemanth Kumar G Visruth Reddy Sourav Mukherjee Abhinav Chitre Pinky Saini Contents INTRODUCTION 3 PORTFOLIO OF SL PACKAGING PVT LTD. 4 POLITICAL ENVIRONMENT 6 Political Environment and risks in Australia:...
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... Answer: The issues in question are whether the directors are entitled to disobey the decision of the member’s resolution to fire Payne Soh and what rights does Tuf Tan has after the refusal to proceed with the resolution. Under section 157A and Article 73 of Table A of the Fourth Schedule of the Companies Act (Cap. 50), the directors are conferred with the right to manage the business of the company under their direction. On the facts, the act of firing an employee, such as Payne Soh, is a management decision. Tuf Tan, as a member of the company, does not have managing rights and the power to enforce a decision on the directors. This is also supported by Automatic Self-Cleasing Filter Syndicate Co Ltd v Cunningham [1906] 2 Ch. 34 where the court stated that since the directors were conferred the power to determine such issues under the articles of the association, the members could not interfere. Therefore, the directors may sustain their decision of not firing Payne Soh in spite of the member’s resolution. On the other hand, if Tuf Tan is adamant to fire Payne Soh, he may attempt to influence management decision by starting proceedings to create a ordinary resolution to replace the directors under Article 69 of Table A. This is with the assumption that he is able to garner the requisite number...
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... Evaluation of The Effort 22 Change Approach 22 Reflections of Managerial Change Strategy 23 Reference: 25 Executive Summary: Hewitt Associates was a Fortune 500 company. They tried to mix their complex business model and standards globally with the culture of their clients and staff (Hewitt Associates LLC, 2010). Human resources consulting is the core function of the corporation. Hewitt’s organization was vast in size with over a dozen departments that worked various specialties in human resources. The actuarial department regulated the financial consulting aspects in retirement plans and other benefits. Hewitt Associates tried to keep their market share as the leading provider in health care reform, retirement restructure, and executive compensation for their client's. They also provided software packages to their client’s. This was to allow clients to have less stress and frustration. Hewitt’s philosophy is to maintain solid relationships with their clients through reliability. The reliability of data kept Hewitt’s prestige and service with their clients for daily operations, (Hewitt Associates LLC, 2010). This was a reason that a department was dedicated to actuaries; they would establish criteria and project out costs for decisions on employees and their...
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...New studies of the brain show that leaders can improve group performance by understanding the biology of empathy. by Daniel Goleman and Richard Boyatzis and the Biology of Social Intelligence Leadership IN 1998, ONE OF US, DANIEL GOLEMAN, published in these pages his first article on emotional intelligence and leadership. The response to “What Makes a Leader?” was enthusiastic. People throughout and beyond the business community started talking about the vital role that empathy and self-knowledge play in effective leadership. The concept of emotional intelligence continues to occupy a prominent space in the leadership literature and in everyday coaching practices. But in the past five years, research in the emerging field of social neuroscience – the study of what happens in the brain while people interact – is beginning to reveal subtle new truths about what makes a good leader. Jean-François Podevin | 74 Harvard Business Review September 2008 | hbr.org Social Intelligence and the Biology of Leadership but their inability to get along socially on the job was profesThe salient discovery is that certain things leaders do – spesionally self-defeating. cifically, exhibit empathy and become attuned to others’ What’s new about our definition of social intelligence is moods – literally affect both their own brain chemistry and its biological underpinning, which we will explore in the folthat of their followers. Indeed, researchers have found that the lowing pages. Drawing on the...
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...The film Inside Job offers in-depth evidence of the complex relationship between government and business by showing how business under the auspice of capitalism and government under the mantle of democracy is collusive and incestuous in their ultimate pursuit of profit and power. The film clearly captures the systemic corruption of the United States by greedy and morally unbalanced industry leaders and their cohorts who engineered a financial catastrophe in 2008 not seen since the great depression. The film’s writer and director Charles Ferguson contends that the collapse of the financial industry could have been prevented had there been more regulation of Wall Street. He clearly establishes his line of reasoning through a series of interviews with many of the major players in government and the financial industry who indirectly and in some cases directly contributed to the financial fiasco of 2008. The financial collapse was caused by three main contributing factors; first, a toxic sub-prime mortgage market engineered by the financial industry; second, government’s failure of regulatory enforcement of the financial industry and Wall Street; and third, a collusive relationship between business leaders and government officials elected to curtail the same crisis they helped create. The financial collapse of 2008 resulted from a toxic sub-prime mortgage market engineered by an out-of-control industry that led to its inevitable implosion. In September 2008, the global financial...
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...for Mather & Crowther convinced the agency to hire Ogilvy as an account executive. After a working for the agency for a while, Ogilvy convinced them to send him to America for a year. After in America for a few years, and working various jobs, Ogilvy started his own agency in America with Mather and Crowther. Soon Crowther left and it was just Ogilvy and Mather. It was hard for him to get clients in the beginning, but he soon built a clientele that was very respectable, including Hathaway shirts, Schweppes, and Rolls-Royce. In 1989, Ogilvy & Mather was bought out by WPP for a large profit. Ogilvy served as WPP non-executive chair for three years. Ogilvy died in 1999. Ogilvy published several books while during his career, including Ogilvy on Advertising and Confessions of an Advertising Man. Abstract In Confessions of an Advertising Man, David Ogilvy explains the rules in which he has used to create one of the most successful advertising businesses in the world. He goes through different areas with their own set of rules. He talks about all areas of advertising from how to get the clients that you want to how to write creative advertisements to how to take a small company and turn it into a powerful entity. Not only does he go through and explain all the rules which he has used, he also uses real life experiences to prove that he has implemented the rules and that is why he has...
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...& Crowther convinced the agency to hire Ogilvy as an account executive. After a working for the agency for a while, Ogilvy convinced them to send him to America for a year. After in America for a few years, and working various jobs, Ogilvy started his own agency in America with Mather and Crowther. Soon Crowther left and it was just Ogilvy and Mather. It was hard for him to get clients in the beginning, but he soon built a clientele that was very respectable, including Hathaway shirts, Schweppes, and Rolls-Royce. In 1989, Ogilvy & Mather was bought out by WPP for a large profit. Ogilvy served as WPP non-executive chair for three years. Ogilvy died in 1999. Ogilvy published several books while during his career, including Ogilvy on Advertising and Confessions of an Advertising Man. Abstract In Confessions of an Advertising Man, David Ogilvy explains the rules in which he has used to create one of the most successful advertising businesses in the world. He goes through different areas with their own set of rules. He talks about all areas of advertising from how to get the clients that you want to how to write creative advertisements to how to take a small company and turn it into a powerful entity. Not only does he go through and explain all the rules which he has used, he also uses real life experiences to prove that he has implemented the rules...
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