... | | | | |Demonstrated Exceptional Critical |Demonstrated Average Critical |Demonstrated Limited Critical Thinking| | | |Thinking Skills (Weighed Pros and |Thinking Skills (Weighed Pros and |Skills (Did Not Weigh Pros and Cons) | | | |Cons) |Cons) | | | |Max 55pts |45-55pts |35-44pts |0-34pts | | | | | | | | |Completeness | | | | | |Followed Directions |All directions and requirements met |Most directions and requirements met |Few directions and requirements met | |...
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... | | | | |Demonstrated Exceptional Critical |Demonstrated Average Critical |Demonstrated Limited Critical Thinking| | | |Thinking Skills (Weighed Pros and |Thinking Skills (Weighed Pros and |Skills (Did Not Weigh Pros and Cons) | | | |Cons) |Cons) | | | |Max 55pts |45-55pts |35-44pts |0-34pts | | | | | | | | |Completeness | | | | | |Followed Directions |All directions and requirements met |Most directions and requirements met |Few directions and...
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...Personality Traits and Leadership Styles of Great Leaders What personality traits make up great leaders? Self-confidence: It is important for the leaders to exude self-confidence at all times, including during times of crisis. If the team is in a crisis mode, it is important for the leader to give words of encouragement such as: “We’ve been in a tougher spot before, and I know we will get through this.” Self-confidence is also shown though posture and gestures while working with the team. Humility: The leader must know how to balance their self-confidence so they do not come off as arrogant or boastful. The great leader will admit when they are not an expert in everything and knows when to ask for assistance. The Leader should also acknowledge the team or members when goals or projects are accomplished, because without the team, the leader could not have achieved in their position. Trustworthiness: The leader should portray trustworthiness both inside and outside of the office. The leader should be known for their character of integrity and always make decisions that right for the team, not just for political gain in the workplace. If the leader builds and acts of this type of behavior, then the rest of the team will follow suit creating a cohesive team that wants their actions to benefit the whole and not just to get themselves ahead. Sense of humor: A sense of humor can increase your approachability and likability from team-members if done correctly. Humor should not...
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...Q1] In your opinion, what stands out to you (pros and cons) regarding the Accenture strategies centering on: recruitment, development and retention strategies for the talent in India? A1] The pros regarding recruitment are the organization will be able to handle the rapid hiring of large numbers of people and the need for a specialized workforce with distinctive capability to deliver therefore desired outcomes will be met. Separate candidate sourcing will help improve the integrity of the overall recruitment process. The cons for recruitment are the organization will need large amount of time and energy to deal with the data base and the marginal cost of of small amount recruitment is very high and is not suitable for small business. The pros regarding development are that PCMM (public capability maturity model) is easier to implement and can make more of an impact when employees work in the same location, one that houses large groups that are self sustaining. It also helped to optimize software development and offered guidance towards consistent engineering excellence. The cons for development are its challenging tom implement cpm effectively in an environment where employees move around to different locations. It was often criticized for placing too much emphasis on processes ignoring the fact that people also played a key role in excellence. The pros for retention are the performance and emotional data are in details and make analyzing easier and its easy to find the engage...
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...contractors to choose for their subcontracting job. The three suppliers are: Castle, Eagle, and Apache. Below is an analysis of the proposal and terms of each supplier. Table 1: Financial Ratio Analysis – Analyzing Liquidity Castle: Pros: * Met with Callaway to discuss product and to ensure proposed product meets specifications. * Callaway engineers were very impressed with the final design. * Exceeds many of the performance parameters specified. * Will carry inventory on a no charge basis. Cons: * All components are 100% custom made, which would result in long lead times for all parts. * No design changes are allowed once contract has been signed. * Cash advance of $2,000,000. * No cancellation clause in contract once contract is signed. * Least liquid compared to all the suppliers. Eagle: Pros: * Allows for redesigns of products, although charges Callaway full price for all units prior to resign if they are to be scrapped. * A number of units will be tested prior to shipping the products. * Can start project right away. * Can meet shipping requirements. * Can start shipping a month earlier than needed. Cons: * Most expensive quote of all three contactors. * Only met with Callaway once, which could result in potential issues in product due to not exhibiting a final product design. * Learning curve of 95% at 200,000 units, which is the longest of all suppliers. * 50% of components are custom made...
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...a Business The Partnership There are several pros and cons of the partnership as a form of ownership. These are discussed in the succeeding paragraphs. The pros will be discussed first. The first pro of partnership is the ability to combine resources. When partners join forces towards a common goal, they are able to compliment the weaknesses of one and enhance the strength of others. These resources can come in many forms. Very often, the individual or party with the knowledge or product might not have the capital funding to start the business. They can enter into a partnership with someone who can provide the needed finical resources. The second pro of partnership is the idea of shared risk. When partners start a business, the risk of failure and financial liability is divided and shared amongst owners. The amount or extent of liability of each owner varies with different partnerships. These guidelines are usually outlined by a predefined arrangement. The third pro of a general partnership is that they are easier to form than corporations. According to legalzoom.com, “Another benefit of general partnerships is their simplicity and flexibility. General partnerships are usually less expensive to form and require less paperwork and formalities than corporations, limited partnerships or limited liability partnerships.” The cons will now be discussed. The first con of partnership is the lack of complete “creative freedom...
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...Employee Motivation Angelie Johnson ABS 415 Instructor Mark Bova November 17, 2014 Employee Motivation In this paper I will be discussing Wal-Mart and Southwest Airlines motivation for their employees. As you see in this paper the companies have implemented successful motivational plans but do not involve monetary reward/compensation for the employees. It is important for the companies to have more pros than cons to represent a great staff and to run a successful business. When you are fully motivated and productive you will have more people to feel the need to stay and work with your business for a long time. Since the relationship with the employee and the manger is the most important factor influencing engagement, the responsibility will fall on the management or leader to improve the motivational levels of his/her employees. Employee motivation is needed in all companies in order to have a successful business. Wal-Mart is a company that has been around for a very long time. This company has many employees around the United States. You cannot go any where with out seeing a Wal-Mart in some town. Motivation is alive through all levels of positions at Wal-Mart. This company motivates employees in many different ways in order to prove that the company is not only care about profit they can gain from employees but also employees’ crises. One of the facts proved about this motivation is the used of term “association” instead of “employee”. Being an associate...
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...equipment break down such as the 1500-ton press, affected all the processes. Alternatives: 1. Repair the broken press and install a new one, thereby increasing productivity. Pros * As a result of the new equipment, working process will be reduced, and the productivity will be increased. * Demand of long-term development will be met Cons * Impact on budget and performance evaluation * High cost for repairing and installing new press 2. Develop comprehensive initiative to initiate wide variety of changes, such as installing more efficient machinery, redesigning employee job responsibility to reduce workers idle time and documenting processes to attain QS 9000. Pros * Flexibility of assembly line * Continuous improvement and cost reduction. * High standard of quality and reliability as a result of QS 9000 Cons * Some workers don’t want to change the work environment, so they need time to accept new work roles. * Disloyal workforce due to change in job responsibility 3. Retain employees, and provide Training program to employees to make them more efficient in carrying out various processes. Pros * Lay off worker may get opposition from the union, and it is discouraged for all employees. * Operations cost will be reduced. Cons * Cost of training programs. * Underperforming workers increase the total cost. Recommendation I strongly recommend alternatives 1 and 2 to solve the problem. Alternatives...
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...to the customers, this turns their salesperson a “personal shopper” of the customers. This opportunity to sell departments enables salespeople to maximize sales and commissions while providing superior customer service. Despite all the efforts in making sure customer satisfaction is met, it starts from the employees. Nordstrom employees are treated almost like the extended family. They are treated like businesspeople and empowered to make independent decisions. Overall, Nordstrom delivers good quality product with good service. 2. How do these activities enable Nordstrom to reduce the gaps between perceived service and customer expectations, as described in Chapter 18? Nordstrom’s policies focus on the concept of the “Life –time Value of the Customer.” Their service goes above and beyond what other retail stores can offer. Even if little money is made from the first sale, the lifetime value of a customer is calculated, and the positive dollar amount of a loyal customer is staggering. A customer can expect equal level of respect from all departments from each employee. They will also experience a “personal shopper” who can help them with which product to purchase. 3. What are the pros and cons of Nordstrom’s approach to developing a competitive advantage through customer service? The...
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...Quality Improvement Plan: Part III - Managing and Improving Quality University of Phoenix Measuring Performance Standards HCS/588 Quality Improvement Plan: Part III - Managing and Improving Quality In today’s health care environment, competition remains high and many organizations are seeking new ways to improve their quality of care, as well as remain competitive with other health care organizations in the process. Various methods exist today for organizations to integrate quality improvement strategies to help in the measurement of performance improvements. This paper will discuss:1) several methodologies, the pros and cons that exist with these methods, 2) describe information technology applications, how they may be used to improve patient falls, 3)discuss how benchmarking and milestones are involved in managing the use of quality indicators, and finally,4) describe how performance and quality measures are aligned to an organization’s mission, vision, and strategic plan, and how these measurements align with Self-Regional Hospital’s mission, vision, and strategic plan for improvement. Methods for Quality Improvement Strategies Accidental Falls have become the most commonly reported incident in hospitals today, and Self-Regional Hospital is no exception. Recently, Self-Regional researched and gathered specific fall data that included “mobility/gait, lower-extremity strength, history in fractures, visual, or auditory impairments, dizziness, dehydration, depression...
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...A1 Steak Sauce: Lawry’s Defense Case Recap A1 is a premier steak sauce produced by Kraft Foods. On April 1st, Unilever will launch their own steak sauce under their brand name Lawry’s. As marketing tool, Lawry’s has requested for the upcoming Memorial Day Weekend, that Publix Grocery Stores promote their new product. The managers of A1 know that it is common practice for the other grocery chains to price match and begin to set their own competitive prices for Lawry’s Steak Sauce. It is the job of A1’s marketing team to come up with new marketing and advertising strategies in order to counteract the new competor’s product. Problem Identification The problems before A1 begin with the huge financial support (Kevin & Peterson, 2010) of their new rival. The second problem at hand is the competitors lower priced product that looks virtually the same as A1’s product. A third problem which concerns the marketing team pertains to the lack of growth in the steak sauce market and the failing efforts to expand the market. Problem number four that faces A1 is the grooling task of matching the competitor’s pricing while maintaining their own market share. Identifying the Root Problem Components With 46% of the steak sauce market, A1 is its major player. A1’s profit growth of 10% is being compromised by Lawry’s new product and the added expense of advertising. Another component of A1’s root problem involves, not only the price of the competitor’s product ($1.00 less per...
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...HRM Project Performance Appraisal System in Accenture A critique of the performance appraisal system in Accenture 2011 Santanu Chowdhury (PGP14/297), Abhijeet Yadav (PGP14/256), Kulbhushan Baghel (PGP14/278), Gaurav Patil (PGP14/272), Udit Kapoor (PGP14/309, Pranay Khera (PGP14/320) Section E Group 5 3/14/2011 Contents Acknowledgment 3 Introduction 3 Importance of the issue 3 Performance Appraisal System in Accenture 4 Interview and Survey 6 1. Set the performance objectives and standards 6 2. Communicate the objectives, standards and expectation to the employees 7 3. Measuring the performance 9 A. Self Input of performance by the employee 10 B. Supervisor input on employee performance 11 C. Supervisor’s Qualitative Assessment 13 4. Feedback by supervisor 15 5. Feedback is stored in the system 16 Recommendation 18 Appendix 18 Acknowledgment We, gratefully acknowledge the guidance, help and valuable suggestions received from Prof. T N Krishnan. We would like to thank him for his valuable advice and guidance. We would also like to thank the employees and ex-employees of Accenture India who has given us interview and have taken part in our survey of Accenture performance appraisal system thereby aiding us in the successful completion of the project. Introduction Accenture is a global management consulting, technology consulting and outsourcing firm with a workforce of 177000 employees around the world. In India, Accenture...
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...Case Study of “The Forgotten Group Member” In this case the most of the team appears to be in the “Norming” stage of development. The text (Organizational Behavior 11th ed. Pp167) describes this stage as the “point at which the members really start to come together as a coordinated unit”. Assignments and roles within the group have been defined, and most of the members have made progress on their given assignments. However the major issues in the group’s development that needed to be addressed in the “Storming” stage went unaddressed. During this stage the team may be separated by the forming of cliques, high emotions, and competition for status position within the group. In this case a clique, or at least a perception by Mike of a clique, has formed. This has left Mike feeling excluded and unimportant to the group. If Christine had a better understanding of group development she would have known that during this stage emotions run high, and group members can quickly loose desire to work with the group if it is not properly managed. The primary problem within the group is fairly obvious, Mike’s perception of exclusion from the group. During this stage Mike’s desire to perform was drastically swayed by his perception of exclusion. When he feels that the team is meeting without him, it leaves him with a feeling that his role within the group is unimportant. This in turn affects Mike’s performance in a very negative manor. If Christine had noticed this, at this...
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...our key suppliers that may have a negative effect on our company. House of Shoes has been hiring workers under the age of 16 and forcing them to work more than 40 hours per week. We know that they have consistently met our quality requirements and sent products on time. The problem is that we are worried about the negative effects that this issue may have on Style Your Way if a story about their business practices gets out. Proposed Decision Because House of Shoes has been a reliable key supplier, we think it is best to try to keep our partnership with them while requiring some crucial changes. We believe that requiring House of Shoes to sign a new business contract with us the best way to go. This will show our respect and loyalty to them by giving them a chance to correct the problem rather than just pulling our business from them without notice. We understand that this is a risky decision to place these requirements but, it is our social responsibility as well as our corporate responsibility to make this right for the best interest of our stakeholders. We propose that as a condition of this new contract, a social audit be performed on a monthly basis to make sure House of Shoes is in compliance. Of course, any business decision has its pros and cons. Pros of this Decision 1. The audits will allow us to know what is going on at the supplier’s factory on a monthly basis. The Audits will help improve our compacts profitability by making management better recognize working...
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...different ways to look at whether or not the national chain should change their IT applications to help support the customer loyalty program. First the consultant needs to look at all the pros and cons of both changing the applications and the pros and cons of not changing the applications. First we can look at the pros of changing the IT applications to include a customer loyalty program. A good thing that may come out of changing the IT applications would be that the national chain would hope to keep the customers that the regional chain already has. This would help them to make more money and hopefully make the merger a success. This could also attract new customers that are looking to save money when shopping for their regular groceries. By promoting the customer loyalty program and telling potential customers that if they sign up for the program that they will be saving “x” amount on certain marked products, this will more than likely start to bring in more customers to the national chain because most people are always looking for a way to save money. This will also make the national chain more money because they will have more customers coming in and out of their doors, but they will still be making money off the products that they are selling, but they may not be making as much. A con to changing the IT applications to have a customer loyalty program is that it will cost the national chain a lot of money up front. This might mean that they have to cut funds from some other...
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