...Analysis of the structure and culture of Thanda Forestry Company (TFC). 1. BUSINESS PROFILE OF THANDA FORESTRY COMPANY (TFC) TFC is a forestry parastatal which manages 175 000 hectors of State-owned commercial plantations. The Group consists of two main operating subsidiaries: Matanda Forests (“MF”) operating in South Africa’s 3 provinces (Limpopo, Mpumalanga and KwaZulu-Natal), and Florestais Mozambucus (“FM”) located in the Manica province of Mozambique. TFC was established in 1990 and has a total of 3000 employees with three main offices, two in South Africa and one in Mozambique. 2. EXECUTIVE SUMMARY I conducted the analysis of TFC’s internal and external environments and factors affecting its business for the Chief Executive officer of TFC. I reflected on gaps in its organisational design and culture and recommendations. TFC employees have not adopted a corporate culture of “growth through partnerships” as shaped by its new vision, mission and co-values. Its organisational structures are designed with an internal focus. The current economic meltdown has not made things easy for TFC, it has lost 50% of its long-term customers, sales volumes and revenue has dropped significantly. A need exist for TFC to implement change if they wish to survive in the next five year. The OECD report reflects undue political interference on SOE’s that distract them from achieving agreed objectives (OECD, 2005). TFC should consider trading as a private entity if it is to survive...
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...Thesis Proposal Observing the Relation between Corporate Culture and Project Performance Background Projects are increasingly becoming vital means for corporate progress, however, research indicate that projects rarely fully succeed According to the 2004 PriceWaterhouseCoopers Survey of 10,640 projects valued at $7.2 billion, across a broad range of industries, large and small, only 2.5% of global businesses achieve 100% project success and over 50% of global business projects fail. Expects view supports the fact that most projects still overspend, fall off schedule and seldom meet stakeholder expectation. Improved tools, templates and methodologies fail to yield significant concurrent improvement in outcome. (Business Improvement architect 2008). In the face of shorter product life cycle there is limited time to implement project even in the light of higher stake holder expectation (Ivanenko 2009) Prior Research Perhaps in search of remedial prescriptions, literary works have been devoted to leadership in project management (Hersey and Blanchard 1993, Druker 1996, Maxwell 2005). Many of which propose situational leadership as paramount success ingredient for projects (Hersey and Blanchard 1969 (Kerzner 2003). After testing 153 across 28 countries, (Prabhakar 2008) concluded that the project manager is the key success factor in multicultural projects. However, the significance of organizational culture for project performance did not escape scientific attention. For...
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...Contents The Blues – Traditions and Inspirations Origin 2 Musical Format Development Classification Influence References Origin Blues is the name given to both a musical form and a music genre that originated in African-American communities of primarily the "Deep South" of the United States around the end of the 19th century from spirituals, work songs, field hollers, shouts and chants, and rhymed simple narrative ballads. The blues form, ubiquitous in jazz, rhythm and blues, and rock and roll is characterized by specific chord progressions, of which the twelve-bar blues chord progression is the most common. The blue notes that, for expressive purposes are sung or played flattened or gradually bent (minor 3rd to major 3rd) in relation to the pitch of the major scale, are also an important part of the sound. The origin of the term of was most likely derived from mysticism involving blue indigo, which was used by many West African cultures in death and mourning ceremonies where all the mourner's garments would have been dyed blue to indicate suffering. Blues has evolved from the unaccompanied vocal music and oral traditions of slaves imported from West Africa and rural blacks into a wide variety of styles and subgenres, with regional variations across the United States. The musical forms and styles that are now considered the "blues" as well as modern "country music" arose in the same regions during the 19th century in the southern United States. Recorded...
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...Job No: 115686 Reference URL: phoenixbedandbreakfast.co.uk Client URL: escapediscoveryadventures.com.au Page Niche: Travel Page Classification: Related Theme Content Link Primary Keyphrase: 1.melbourne day tours (http://www.escapediscoveryadventures.com.au/tours/) Secondary keyphrase: none Anchor Text: 4 Tips on How to Travel Safely Page Title: Travel Safely to Destinations You Wish to Visit. Here's How Heading: Stay Safe While Travelling With These 4 Helpful Tips There’s nothing probably better feeling than knowing there’s an adventure out there somewhere waiting for you. The excitement of setting foot on a foreign land and embracing a culture so different from your own can make you want to travel as soon as possible. It’s healthy to be able to think that way. It shows you’re curious and brave enough to go out of your comfort zone; however, it is advisable to be cautious as well,...
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...educate and train thers into the work culture. Having proper career developmetn programs gives the employees a sence of accomplishment while keeping them motivated and enthusiastic about potential growth. Training in an organization’s development. Training in an organizations development helps an employee become knowledgeable about the company and assist in implanting any changes that may occur. These employees are knowledgeable enough to move freely along the company and maintain a sense of respect. They become known as change agents that help other employees adapt to any possible changes a company might have. Employee development methods Different employee development methods include job rotate, becoming an assistant to the position, participating in a committee assignment and lecture courses and seminars. Job rotation allows an individual a wider understanding of the company giving him or her the opportunity to become a generalist. Becoming an assistant to a position can give useful experience to a potential employee who wants to move up but need a supportive coach. They get to experience work thru management activities. Committee assignment can allow employees to become part of the decision making. It gives them a chance to see what it’s like to be part of the organizational problems. Committees usually have a goal or a mission that are task oriented that might need extra hands to be completed. Lectures and seminars can come in handy when an employee wants to enhance skills...
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...productive for the team members so that everyone can deal with these situations. Management has to provide effective leadership, promote team spirit, set in motion bilateral and multi-lateral channels of communication and enroll the participation of its people, commitment and contribution through an appropriate system of financial and non-financial incentives. Functions of Management The four basic functions of management are planning, organizing, leading, and controlling. The internal or external factors of an organization influence the ongoing process of an organization. They create an impact on the above-mentioned functions of the management. An impact of these internal and external factors will help in modifying the organization culture. Planning refers to designing policies and procedures to build up production or service capabilities, or to diversify its business and extend its existing capacities. Organizing refers to as the management of resources - material and immaterial. Once a plan is made, it comes to the implementation phase. Further it moves toward the leading phase. To have a desired result, creative strategy is appropriately monitored and evaluated. Globalization The combination of national economies into an international economy through various deals between the different countries along with the foreign...
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...end also attempt to show the reasons and attempts to conserve this critically endangered species of primates. The mountain gorilla is considered one of the biggest primates in terms of physical attributes. The classification of this type of gorilla is very direct. Under the kingdom Animalia, the taxonomy flows to phylum Chordata, then subphylum Vertebrata, then class Mammalia and then its specific order Primates. The family is Hominidae, which is the same family as human beings, thus explaining the similarity in some attributes. This family also houses the chimpanzees and orangutans. The Hominidae are characterized by the existence of thumbs and also relatively big toes, of course excluding human beings. Further, they have well developed forearms for holding things and relatively longer legs for locomotion. More often than not, this family is confused with the family Hylobatidae which houses the apes and gibbons. However, the distinctive difference is the fact that Hominidae do not have a tail and their denture is more developed. Their teeth structure is very unique due to the presence of canines that have been known to develop into some form of tusks, and incisors are very broad to accommodate their feeding habits and diets. (Lanjouw, 2008). Down the classification tree, these primates are under the genus Gorilla. According to primatologists, this genus is...
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...Company G 1 Year Marketing Plan Student Name: Meegan Stewart Student ID: 168596 Date: June 16, 2015 Student Mentor Name: Tim Callahan Table of Contents Introduction 3 Product Description and Classification 3 Product Support of Mission Statement……………………………………………………………………………………………….….3 Consumer Product Classification 3 Target Market 3 Competitive Situation Analysis 3 Analysis of Competition using Porter’s Five Forces Model 3 SWOT Analysis 4 Strengths and Core Competencies 5 Weaknesses 5 Opportunities 5 Threats 5 Market Objectives 6 Product Objective 6 Price Objective 6 Place Objective 6 Promotion Objective 6 Marketing Strategies and Implementation 7 Product Strategies 7 Price Strategies 7 Place Strategies 7 Promotion Strategies 7 Explanation of Strategies………………………..……………………………………………………………………………………………….7 Implementation Plan 7 Product Tactics 8 Price Tactics 8 Place Tactics 8 Promotion Tactics 8 Monitoring Procedures 8 Introduction Company G has a well-known reputation in the electronics field. The G-force brand is known throughout the world for providing quality products, as well as its logo being recognized. The G-force “G Watch” is a new product for this line of business within the company and is a good product development strategy for Company G. Bringing the GW onto the market considering its position in production efficiencies and recognition for its brands will be a profitable and trend setting...
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...FLEXIBILITY AND WORK-LIFE BALANCE: Comparing flexible policies in Sweden, Australia and the UK. TABLE OF CONTENTS 1. INTRODUCTION……………………………………………………………………………………………………………3 2. DEFINING WORKING-TIME FLEXIBILITY AND WORK-LIFE BALANCE………………………………3 3.1 FLEXIBILITY: EMPLOYERS´ APPROACH…………………………………………….……………………..4 3.2 WORK-LIFE BALANCE: EMPLOYEES´ APPROACH…………………………..………………………..6 3.3 TYPES OF FLEXIBILITY AND WORK-LIFE BALANCE……………….……….…………………………7 3. ANALYSING FLEXIBILITY AND WORK-LIFE BALANCE IN THREE DIFFERENT COUNTRIES: UK, SWEDEN AND AUSTRALIA…………………………………………….….……………………………………8 4.4 EVOLUTION OF TRENDS IN FLEXIBILITY………………………………………………………………….9 4.5 THE REGULATORY AND INSTITUTIONAL FRAMEWORK OF THE EMPLOYMENT RELATIONSHIP……………………………………………………………………………………………………..12 4. MANAGING FLEXIBILITY AND WORK-LIFE BALANCE: CULTURAL FACTORS AN HR MANAGER NEEDS INSIGHT INTO, IN ORDER TO UNDERSTAND THE FLEXIBILITY AND WORK-LIFE BALANCE TRADE-OFFS THAT ARE PREFERRED IN ANY PARTICULAR COUNTRY…………………………………………………………………………………………………………………..16 5. GIVEN THE IMPERATIVES OF MODERN CAPITALISM, IS IT LIKELY TO SEE CONVERGENCE ACROSS COUNTRIES OR AT LEAST CONVERGENCE ACROSS THE NATIONAL OPERATIONS OF MULTINATIONAL COMPANIES?................................................................................18 6. CONCLUSIONS…………………………………………………………………………….……………………………..19 7. REFERENCES………………………………………………………………………………………………………………19 1. INTRODUCTION ...
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...Introduction Many organizations across all countries have recognized training as strategic priority and it is great tool to give an organization a competitive advantage. Trainings are divided into two broad types; there are on-the-job trainings and the off-job trainings. Off-job training takes place outside worksite and there are varieties of techniques and that includes conferences, simulations, discussions, case studies, and laboratory trainings…etc. However, these programs are very costly. On-the-job training, on the other hand, is given at workplace as the name implies; employees are trained how to do the job assigned while at work. It is the oldest form of training prior to the advance of off-site trainings and still the predominant form in the United States. OJT can save money, and employees are immediately productive in their job role, building in the same time, a solid working relationship. Nonetheless, there are some disadvantages of it is that sometimes bad habits from the trainer could be passed and production might be decreased to get the trainee up to speed. Also some of OJT are done on ad-hoc manner with no formal procedure or content, and during the process, no specific goals or objectives are specified or developed. Not to mention trainers; those usually have no formal or training experience on training. That is what we can call informal on-the-job training. Lynch (1991) supported that a formal or structured OJT approach is more specific to achieve the firm’s...
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...ORGANISATIONAL CULTURE Chapter 1 explored the background to and the motivation for this study, with specific reference to organisational culture and organisational commitment as the main constructs. In this chapter the concept “organisational culture” is explored in more detail. This chapter’s main focus areas include the following theoretical aspects of the concept organisational culture: background, definition, model, dimensions, development, change and management of culture. 2.1 THEORETICAL BACKGROUND TO THE CONCEPT ORGANISATIONAL CULTURE Social scientists have explored the notion of organisational culture as a perspective in organisational theory over the past decades. Brown (1998, p 2) states that “current interests in organisational culture stems from at least four different sources: climate research, national cultures, human resource management and from conviction approaches which emphasise the rational and structural nature of the organisation to be unable to offer a full explanation of organisational behaviour”. Research findings by means of organisational climate surveys that were conducted in the 1970s suggest that organisational culture seems to be a sophisticated approach to understand the beliefs and attitudes of individual members about their respective organisations (Brown, 1998). The origin of organisational culture from a national culture point of view is based, among others, on the work of Deal and Kennedy (1982). According to this view organisational culture is seen...
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...PROJECT CONTENTS * Abstract…………………………………………………………………………………….3 * Methodology…………………………………………………………………………….4 * Company Overview…………………………………………………………………..5 * Retail Institution……………………………………………………………………….6 * Crossword Customers……………………………………………………………….7 * Store location and Site Evaluation…………………………………………….9 * Crossword - Organization and Management……………………………12 * Classification from Retailer’s point of view……………………………..14 * Positioning of the Retail store…………………………………………………16 * Location * Merchandise Assortment Planning * Merchandise Pricing at Crossword * Communication via promotions * Competitive Objectives & Its Competitors………………………………22 * What Lies Ahead & Challenges……………………………………………….23 * The CD with the report contains- 1) Interview in a video format of the CEO of CROSSWORD. 2) Video of the store layout of two locations in Pune namely Kalyani nagar & S.B.Road. 3) Softcopy...
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...CIPD ASSIGNMENT SUBMISSION DECLARATION To be completed by candidate: |Centre name: |ACACIA LEARNING | | |Candidate name: |Suzanne Averis | | |CIPD Qualification undertaken: | |CIPD Membership No: |44402910 |Unit code(s): |3HRC (HR) | |Unit title(s): |Understanding Organisations and the Role of Human Resources | |Unit tutor: |Janine Waldman | |Date due for assessment: |2/9/15 |Date submitted: |11/8/15 | |Word Count: | | |State number of word used |2194 | |Candidate declaration: ...
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...Maslow’s Hierarchy of Needs Theory Assumes that some needs are more important than others and must be satisfied before the other needs can serve as motivators Identifies five levels of individual needs • Physiology (hunger, thirst, sleep, etc.) • Safety/Security/Shelter/Health • Belongingness/Love/Friendship • Self-esteem/Recognition/Achievement • Self actualization Maslow's hierarchy of needs is often portrayed in the shape of a pyramid, with the largest and most fundamental levels of needs at the bottom, and the need for self-actualization at the top. The most fundamental and basic four layers of the pyramid contain what Maslow called "deficiency needs" or "d-needs": esteem , friendship and love, security, and physical needs. With the exception of the most fundamental (physiological) needs, if these "deficiency needs" are not met, the body gives no physical indication but the individual feels anxious and tense. Maslow's theory suggests that the most basic level of needs must be met before the individual will strongly desire (or focus motivation upon) the secondary or higher level needs. Maslow also coined the term Metamotivation to describe the motivation of people who go beyond the scope of the basic needs and strive for constant betterment. Metamotivated people are driven by B-needs (Being Needs), instead of deficiency needs (D-Needs). Physiological needs For the most part, physiological needs are obvious — they are the literal requirements...
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...Chapter 1 Evolution of Human REsouRcE managEmEnt and Human REsouRcE infoRmation systEms The Role of InfoRmaTIon Technology Mohan ThiTe, Michael J. Kavanagh, and RichaRd d. Johnson EDITORS’ NOTE The purpose of this chapter is to provide an introduction to the fields of human resource management (HRM) and information technology (IT) and to the combination of these two fields into human resource information systems (HRIS). The history of the field of HRM and the impact of computer technology on HRM will be covered, as well as the advent of using a human resource information system and the subsequent effects on both HR and IT professionals. The different types of HR activities will be discussed as well as the different types of information systems used in HRIS. A central focus of this chapter is the use in managerial decision making of results and reports from an HRIS. The development of the HRIS field has been seen to have a significant impact on the emergence of strategic human resource management (Strategic HRM), as is discussed in this chapter. This first chapter will lay the groundwork for the remainder of this book, and, consequently, it is important to understand thoroughly the concepts and ideas it presents. This chapter contains definitions for a number of terms in common use in the HRM, IT, and HRIS fields. (Note that a glossary defining these terms is also provided at the back of this book.) The central themes 2 Chapter 1 Evolution of Human Resource Management...
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