...The role of a systems analyst is vital to the success of any organization. In this role, the systems analyst is responsible for being the “liaison” between the technology department and all other departments within the company (Laudon & Laudon, 2011, p. 68). There are several key skills and characteristics necessary to be an effective systems analyst. The person performing this role needs to have excellent communication skills, planning and organizational skills, and managerial skills. While the systems analyst must constantly continue his education as it pertains to new software and hardware systems, there are other roles an analyst is expected to fill. The analyst needs to establish a working relationship with other departments. This allows the analyst to obtain data to assist with the department’s information technology needs. A characteristic that would be demonstrated in this area is that of teamwork. The analyst has to put the needs of the company first and be able to interact with all types of people (U.S. Bureau of Labor Statistics, n.d., p. 5). The position relies on the ability to solve problems within the business. Therefore, the analyst needs to have a clear understanding of how the business operates. By meeting with the various departments, the analyst is able to understand what problem exists and what options are available to resolve the problem (Laudon & Laudon, 2011, p.381). The analyst needs to decide which option will work best for the department...
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...there is anything that is not clear or if you would like more information. Take time to decide whether or not you wish to take part. Thank you for reading this. WHAT IS THE PURPOSE OF THE STUDY This is an invitation to participate in a study conducted by a 3rd year student at the University of the West of England. The purpose of this research is to investigate the impacts of entrepreneurial leadership contribute for the success of a firm. On this visit the researcher will conduct a 30 minute interview that will be audio-taped to ascertain the leadership that has supported the operations management and performance of the company. WHY I HAVE BEEN CHOSEN? Your organization is one of the leading corporations in the food service industry which has experienced great performance overtime. Some of the reasons for the success were creating and developing a very innovative and talent management team within the firm which motivate and guide every staff to achieve the targets of the store. Therefore, I would like to speak with someone who has deep insights about the store to discuss about the entrepreneurial leadership which has supported the success of the company. You are one of the managers who are responsible for the successful of the store. In addition, you have deep knowledge about the leadership of the restaurant than any other. There is one other shift manager will be studied. DO I HAVE TO TAKE PART? It is up to you to decide...
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...innovations such as development of the FORTRAN, the hard disk, the floppy disk, IBM supermarket checkout station, and an early version of the automatic teller machine”. Mr. Watson’s vision and or innovation required acquiring talent by making IBM, “the best place to work”. The late 80’s and 90’s became riddled with problems as a result of a lost vision and increasing costs. IBM’s lost vision included not predicting the problems of converting from a lease-oriented business into a sales oriented business, need for network consultants, and the evolution of the PC. Finally, costs went up faster than revenues causing lower profits. 2) What did Gerstner do when he assumed the role of CEO in April 1993? Evaluate Gerstner’s approach in crisis management. How well did he perform as a turnaround manager? What challenges did he face as he attempted to position the company for growth? In 1993, Gerstner put the customer first, consolidated costs and looked to the future. His approach to the crisis in 1993 was to get involved with IBM’s customers. Gerstner attended sales meetings, created “one IBM” (reorganization), and directed executives to “bear-hug” customers in order to retain their business. He also sought to send a message to customers that employees will be held to high performance standards. “One IBM”, was designed to cut costs while meeting customer needs. Examples include outsourcing PC manufacturing and cutting IT...
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...International Management Culture, Strategy, and Behavior Ninth Edition Fred Luthans University of Nebraska-Lincoln •Jonathan P. Doh Villanova University Mc Graw Hill Education Table of Contents Part One Environmental Foundation 1 2 The World of International Management: An Interconnected World Introduction Globalization and Internationalization Globalization, Antiglobalization, and Global Pressures Global and Regional Integration The Shifting Balance of Economic Power in the Global Economy 2 4 6 6 9 12 Global Economic Systems Market Economy Command Economy Mixed Economy 19 19 19 20 Economic Performance and Issues of Major Regions Established Economies Emerging Economies Developing Economies on the Verge 20 20 22 26 The World of International Management—Revisited 30 Summary of Key Points 32 Key Terms 32 Review and Discussion Questions 32 Answers to the In-Chapter Quiz 33 Internet Exercise: Global Competition in Fast Food 33 In the International Spotlight: India 2 Globalization and International Linkages 34 The Political, Legal, and Technological Environment 36 The World of International Management: Social Media and the Pace of Change 36 Political Environment Ideologies Political Systems 38 39 41 Legal and Regulatory Environment Basic Principles of International Law Examples of Legal and Regulatory Issues Privatization Regulation...
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...Many non-profit organizations such as universities, churches, government agencies, and charities, are using marketing techniques very similar to the ones used by traditional businesses. Do you approve of this, and are there any issues related to this practice that you would like to raise? In order to successfully run any organization you must think of it as a business. Because day to day operations remain the same and how you conduct “business” is how you would run an organization. One of the most important things in business and any organization is marketing, in The Practice of Management, Peter F. Drucker wrote, "Marketing is the distinguishing, the unique function of the business" (Drucker, 1954, pg. 382). Marketing is one of the primary foundations in any organization and it is one of the driving factors that make business and organizations have wide spread coverage though logic, trends, studies, and human understanding. I believe Marketing has played a critical role in the development of people’s understandings of all the different organizations in the world. When those organizations are targeted toward specific individuals they have a realization much quicker and then they would have. Using for-profit and non-profit organizations as an example I have personally worked with the Toys for Tots foundation, this was my first real look into a non-profit and I was surprised to see there is still a lot of money being made (and people don’t work for free). They market...
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...Internal and External Factors Team A Executives, managers and companies, would not exist if these four fundamentals were not applied; planning, organizing, leading and managing. It takes these four key elements to run a business no matter how small or large the business is. Planning is the first function; here is where expectations and goals are set to be achieved. Organizing is next, here is where management assembles and coordinates human, financial, physical, informational and other resources needed to achieve the goals (Bateman & Snell, 2011). From there, we move onto leading; where management shows that they are good leaders. By stimulating their employees in a positive way to produce and perform at exceptional high rates with quality work. Lastly, there is managing. Bateman and Snell (2011) stated, "By managing, managers make sure the company's resources are being used as planned and that the business is meeting its goals" (p. 16). These four functions affect a business internally as well as externally as well as globalization, technology, innovation, diversity and ethics. Globalization externally has become more popular since companies now able to access the internet. Before the internet companies would have to search for a product locally, now with the internet companies have the option to search and order a part from any part of the world as well as selling their product. Globalization internally allows a business to be based in another country; managers would...
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...Cignet Plastic Corporation James Cooke Cignet Plastic Corporation Business processes are supposed to run smoothly, particularly when the processes occur continually. Nevertheless, in this case, a model airplane plastic die cast producer Cignet Plastics Corporation is experiencing issues in production. Their products appear to be lacking in quality with an increase in defects. The corporation’s quality assurance department immediately began a process audit. Unfortunately, the evaluation did not find any specific change to the process. Quality assurance proposes the rise in defects is from a discrepancy in an assignable cause. The result from the audit is causing Cignet Plastics president immense perplexity and discord. The president has called in McAfee Business Consultations to investigate the audit results, to determine if changes to the process are necessary, and to suggest an approach to return operations to normal. In addition, the consultant will review, the value of managers employing process thinking in finding solutions for quality concerns, the tools the consultant chose to disclose the information, and the reasons for the selection of the tools. President Information: Initially the president of Cignet Plastic Corporation adamantly sought to have an immediate process change. At the outset, McAfee’s consultant considers an immediate process change as a possible financial and quality detriment to the corporation. To manage the change process, one first...
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...innovations such as development of the FORTRAN, the hard disk, the floppy disk, IBM supermarket checkout station, and an early version of the automatic teller machine”. Mr. Watson’s vision and or innovation required acquiring talent by making IBM, “the best place to work”. The late 80’s and 90’s became riddled with problems as a result of a lost vision and increasing costs. IBM’s lost vision included not predicting the problems of converting from a lease-oriented business into a sales oriented business, need for network consultants, and the evolution of the PC. Finally, costs went up faster than revenues causing lower profits. 2) What did Gerstner do when he assumed the role of CEO in April 1993? Evaluate Gerstner’s approach in crisis management. How well did he perform as a turnaround manager? What challenges did he face as he attempted to position the company for growth? In 1993, Gerstner put the customer first, consolidated costs and looked to the future. His approach to the crisis in 1993 was to get involved with IBM’s customers. Gerstner attended sales meetings, created “one IBM” (reorganization), and directed executives to “bear-hug” customers in order to retain their business. He also sought to send a message to customers that employees will be held to high performance standards. “One IBM”, was designed to cut costs while meeting customer needs. Examples include outsourcing PC manufacturing and cutting IT operations cost in half while improving and...
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...Human Resources Departments are very rarely thought of as a strategic partner for organizations or one that can add value by management teams. In the fast paced workplace HR professionals are expected to “provided expanded services of higher quality, [which are] faster and seamlessly linked with other corporate functions” while maintaining the personal, face-to-face relationship with the organizations employees (Hendrickson, 2003, p.1) This can become a challenge because of the added responsibilities and required turnaround time, but human resources professionals do have the potential to provide top notch work with the assistance of a human resources information system. HRIS/HRMS Overview Human Resources Information Systems (HRIS) are a key piece of every human resources department in today’s workplace and about 90 percent of all HR departments currently operate with some form of computerized” system (Mishra and Akman, 2010). An HRIS “is a system used to gather, store and analyze information regarding an organization’s human resources [function] comprising of databases, computer applications and hardware and software necessary to collect/record, store, manage, deliver, present, and manipulate data” to keep companies running smoothly from an employment perspective (Shibly, 2011, p.157). A well thought out and implemented HRIS is a strategic partner for human resources professionals, managers and employees within an organization. They “emphasize doing administrative tasks...
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...of devising a strategy to satisfy customer demands and set itself apart from competitors, IBM chose to transition from a lease oriented business to a sales oriented business. This lack of customer focus was coupled with an inefficiently designed workforce that would rather fight with each other than work together. Additionally, the company was so successful in the past that no attempt was made to cut costs/expenses and identify/correct inefficiencies. Adding more salt to the wound was the fact that top level executives were so far removed from daily operations that they were unaware of the severity of IBM’s growing list of problems. 2. What did Gerstner do when he assumed the role of CEO in 1993? Evaluate Gerstner’s approach to crisis management. How well did he perform as a turnaround manager? What challenges did he face as he attempted to position the company for growth? Instead of running the company at arm’s length like some CEOs, Gerstner...
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...Summary vs Executive Summary Summary and Executive summary are two terms that are used quite often in education and business areas differently. A summary is a short or a brief account, sometimes elaborate too of the various events of a play. An executive summary on the other hand is a term used in business for a short document that summarizes a longer report, especially a business report. An executive summary is normally a condensed version of the full business document. Hence it needs skill on the part of the writer to execute an executive summary. On the other hand a summary should give salient features of any given aspect of a novel, or a short story or a play. This is the difference between a summary and an executive summary. You can write a summary of any particular episode of a novel or any other fiction written by Jane Austen. The particular summary should contain the various events of the episode in a nutshell or briefly. On the other hand an executive summary should be written in non-technical language. This is the main difference between the two. An executive summary should necessarily have a conclusion. On the other hand a conclusion is not necessary while writing a summary of a play or any scene of a play. An executive summary should ultimately make a business recommendation. No such intention is included in the writing of a summary. An executive summary should contain short and concise paragraphs. On the other hand a summary need not have short and concise paragraphs...
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... Located in Richmond, Indiana 209 employees Use Scanlon Plan as an incentive for staff 3 Introduction to Engstrom (II) Creation 1948 late 1990s Troubles:unprofitability,production delays Ron Bent hired 1998 Dec.1999 Scanlon plan is voted by 81% workers Downturn in industry 2005 46 employees lay off June 2006 Need a new solution! May 2007 Economical Context 1948 1990s 1999 2005 2007 Contents Introduction to Engstrom Scanlon Plan Scanlon Adoption Plan at Engstrom Problems and Solutions? 5 Scanlon Plan Developed in 1930s by Joseph Scanlon, a cost accountant by training and a steelworkers’ union official at a steel mill facing bankruptcy. The heart of the plan is the concept of participative management. The three plan components: • the submission of suggestions for improvement by employees at all levels • the structure of the company committees that evaluate the suggestions • then the sharing of the fruits of increased productivity through monthly bonuses Ideally work together to drive big changes in behavior and attitudes! 6 Contents Introduction to Engstrom Scanlon Plan Scanlon Adoption Plan at Engstrom Problems and Solutions 7 Scanlon Plan Adoption at Engstrom (I) Employees signed a Scanlon Bonus Plan Agreement at Engstrom The strategy was to start with the total sales revenues generated during a specified period and then establish a percentage of that total as a standard or normative cost of...
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...1996 a European Works Council was made a mandatory feature of any organisation with over 1000 employees that operate in over 2 EU states (EUGOV, 1996). In the UK (from the 6th April 2008) any business with a workforce of 50 persons or greater must establish a works council on demand. As a result the presence of a works council today is a very common method of representative participation. The term "works council" applies to any body that represents the interests of employees, which an employer must inform and consult with on issues affecting their organisation. Providing a works council initiates formal employee representation at workplace level to facilitate consultation and discussion of enterprise related issues between workers and management, but to what extent is a works council of value to the employee? Strengths of Works Council for employees One of the more significant strengths of a works council would be its level of scope and depth of issues it has influence over. As a works council is a joint venture between employer and employee, this gives the employee more influence over talked about issues. Ultimately making the issues less operational and more beneficial to the worker (e.g. pay, employment T&C’s). As an individual an employee could face problems in the work place that...
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...ORGANIZATIONAL BEHAVIOR TERMINOLOGY AND CONCEPT An association that labors mutually plus is devoted toward the development and confidence of the company can transform in the international globe. The opening for a company to thrive is well-balanced on containing an efficient managerial group. Numerous industries these days have lent a hand to implement and systematize the industry’s final objective; this objective is the continual accomplishment of the company. Inside the association, at hand are positive traits that are desirable in arranged meant for this target to be completed. Managerial actions, managerial civilization, multiplicity, contact, company morals, plus transform administration are the traits to carry on a well in addition to industrious commerce. These stipulations have to be definite to generate a further well-organized occupation atmosphere. Managerial Actions This would to lead to view managerial actions in hope of diminishing unnecessary plus unenthusiastic change inside an association. OB is definite while the learning of personality plus group in a business (Schermerhorn, Hunt, Osborn, 2008, p. 5). This description will help enhanced know how industry performs taking place everyday source. As an industry proprietor one would require to be acquainted with how staff performs in diverse circumstances plus what someone is capable of doing as a company proprietor for such an association. In accepting OB, an association and persons can shift on managerial traditions...
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...Richard J. Meadows Bellevue University MBA 626, T303, Operations Management Field Exercise 20 May 2012 Overview Kinetic Concepts, Incorporated (KCI) headquarters is located in San Antonio, Texas. They have been in business since 1976 and have operations in the United States, Austria, Germany, United Kingdom, Denmark, France, the Netherlands, Switzerland, Sweden, Italy and Canada with a total of 2,106 employees world wide. Kinetic Concepts developed therapeutic healing systems that address conditions such as skin breakdowns, circulatory problems and pulmonary complications with immobility. They are the international leader in providing specialized hospital equipment to speed recovery in immobilized patients. KCI has state of the art products ranging from surfaces that help burned skin heal, machines that speed wound recovery and mattresses that turn patients automatically. They have worked on well known patients like Christopher Reeves and Boris Yeltsin. Interview Date and Location The interview and visit was conducted on Friday, 20 April 2012, 0900 – 1500 hours with Mr. Adams, District Sales and Government Contracts Manager located in Seattle, Washington. During my visit Mr. Adams introduced me to his staff, gave me a tour of their facility, set up and performed operations from the call center to the maintenance and cleaning of their products when returned to the company. I was even treated...
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