Strategic leadership Case Study Example | Topics and Well Written Essays - 2000 words

Strategic leadership - Case Study Example Moreover franchise allows companies to enjoy the operating economies of scale in advertisement of the product and also in purchasing the raw materials needed for manufacturing the product. With the expansion and maturity of the franchise the chain managements often buy them or became interested in opening own stores for themselves which help in gaining a better understanding and controlling of the operations. And with increasing control and understanding the franchising fees get supplemented by profits. Secondly the decision to choose the town, the neighborhood and even which side of the street as the region of the location is an important key factor of success. A difference in the location of the store can make a huge difference between the success and the failure. Thus the importance of ‘scale economies’ is to be recognized at the store level because the fixed cost of the outlets are very high and so to meet the cost, the small returns per unit sells and the traffic vo lume is very crucial. Efficiency in store management is also an important factor of profitability within the industry. Since the opportunities of waste, inefficiency and shrinkage are many there is a requirement of an efficient management system. Thirdly the efficiency of the store managers in building relations with the local public, developing goodwill with the customers, maintenance of the morality of the employees and keeping an eye on the competing chains are important for ensuring the short term profits. Fourthly with the development of the industry a clear overall market image of the chain is very important. There is a need of maintaining consistency and reliability of the product line throughout the chain. Introducing more innovative recipes often becomes risky as it may deviate from the basic and core theme of the industry. (Bartlett and Rangan, 2) Answer of Question no 2:- Dick Mayer emphasizes on Strategic planning. According to him strategic planning can bring effective changes in the way of marketing and brings accountability in the function. Every product and their pricing proposals require analysis and review by the management to evaluate their ability to meet long term strategies. He focused mainly on the subsidiary in Japan as it was one of the fastest growing units with the highest potentiality also a challenge for the entire international operations. Mayer was aware of the issues related to the resistance of the headquarters administrative control over the entire international operations. The office of the international operations felt that the lack of organized and effective planning and control for the overseas expansions resulted in the financial constraints, the inconsistency in the strategies taken and the ‘stalled expansion’ in the overseas market. Accordingly increasing efforts made by the staffs of the head quarters aiming at increasing support to the overseas staff and providing them with the resource and the experience of the parent company would help them in achieving optimality. The subsidiaries were helped from the headquarters in developing new marketing skills. New techniques of market research and advertising in television to introduce the products to the customers and to enhance the brand awareness were introduced among the subsidiaries through seminars. According to him the head quarter cannot turn a blind eye on the subsidiaries submission of approval forms after the plan already implemented and not submitting proper reporting to the head quarters for analysis. Moreover manager’s proposals of new market entry and the details of their strategies should be properly evaluated for setting financial and operational expectations in the changing world of

GENETICS ASSISGNMENT (GENOGRAM) Essay Example | Topics and Well Written Essays - 500 words

GENETICS ASSISGNMENT (GENOGRAM) - Essay Example Below is a three-generation genogram showing age, death, marriage, illness, abuses, and divorce status of the family. Genes, made of DNA bases, are the blueprint of inheritance (Skirton et al., 2005). Each individual has thousands of genes, with each individual inheriting a replica of the gene from their parents. The organization of genes is along string-like edifices called chromosomes and each individual receives 2-sets of 23 chromosomes one from their father and one from their mother (Tranin & Jenkins, 2003). Apparently, John has inherited the alcoholic habit from his father and Lois has inherited asthma from her father who had it as a recessive trait that developed from Lois’ paternal grandmother. A comprehensive DNA screening can be done to ascertain the exact level of alcoholism in John and maneuver on techniques of circumventing further alcoholism in the family (Jenkins & Lea, 2005). Additionally, John, Lois, and Rick can be subjected to patient education program where John will be taught on how to avoid alcohol, Lois on how to handle her asthmatic condition, and Rick on how to avoid becoming alcoholic or ascertain whether he is likely to be alcoholic in the future. John and Lois should learn on how to manage their situations rather than blaming their families for their medical conditions. However, it is ostensible that if the second generation (father in particular) had been subjected into programs that would enable them to effectively handle his conditions, the risks of asthma and alcoholism would have significantly been reduced in the third generation. Additionally, genetic testing for innate genetic variants should be performed to determine genetic risks for the third generations (Rick, Lois and John) progeny, diagnose the symptoms in John and Lois, and shed light on the appropriate treatment for John and Lois’s condition. Gene products, DNA, or chromosomes

Dr. Jekyll and Hyde analysis Essay Example for Free

Dr. Jekyll and Hyde analysis Essay The only reason he would be acting like this, even though Jekyll is ofa higher class, he wants to be associated with Hyde for a reason he does not want his friends to know. As if Jekyll was not acting odd enough already he defends Hyde no matter he does, Jekyll always attempts to justify Hydes actions. Also he has listed everything in his will to Mr. Hyde for unknown reasons at the time only raising more curiosity from the charcters in the book as well as the reader. Throughout known history London has been seen as a symbol of wealth and prosparity, but Stevenson shows the other side. And if any time he dozed over, it was but to see it glide more stealthily, even to dizziness, through wider labyrinths of lamp-lighed city, and at every street corner(Stevenson 8). The city of London is drastically different from peoples general idea of that city. Most people think of all the hisorical landmarks and areas, not the poorer sections that Stevenson tends to focus on. He may be doing this to help sumbliminatley further the idea of the duality in people. Maybe trying to convince the people that if a city can be split in its personality so can the people of this world. Earlier the Ying-Yang was compared to Jekyll and Hyde and it was extremly well demonstraighted towards the end of this book when it is revealed to the reader that Jekyll revealed he wanted to be Hyde. The power of volventary chance be forfieted, and the character of Edward Hyde become irrevocably mine0ekyll/Hyde 48). Jekyll had always wanted to be a rulebreaker like Hyde, growing up in wealthy family he had a reason and a need to rebel against what was exspected of him. Jekyll seemed to want to live on the other side of life to experience all aspects of what life at the ime had to offer. It is Just a natural instinct of some people to rebel out of not being satisfyed. Or, in Dr. Jekylls case wanting to experence the other side in this world. Stevenson repeatedly brings up this idea throughout the text, while never coming out and saying it. Stenson is able to bring this idea up in every readers mind multiple times. This story was also possibly wrote to show everyone that has read it that nobody is purely good or evil, there is no black or white, that everyone no matter what they do is Just a shade of gray. Dr. Jekyll and Hyde analysis By zooglicious

Organizations face huge pressures

Organizations face huge pressures Factors forcing Change Organizations face huge pressures to change, from both internal and external sources, internal forces to change often as a result of long-term external forces. For example, Biggest Coal Mining companies internal pressure to expanding their activities to Coal mining and Energy plant Chemical industry, as a result of more and more other similar companies interested to engage with chemical industry. Internal Factors forcing change The factors internal to an organization that force changes can be identified through a formal analysis method. Most common among these methods is S.W.O.T. analysis. Strengths An organizations strengths, which help identify a competitive advantage or unique selling point, are of vital importance when deciding on changing the focus of the company. Weaknesses An organizations weaknesses are a real motivation to change. Weaknesses identified internally in a companys product or service, will require immediate attention and changing. The weakness would be resolved by a cultural change. Opportunities Opportunities that present themselves, like new contracts on other continents will force changes in the company, sometimes as simple as new working hours. With the differences in different customer expectations, modern companies need to remain flexible. Flexibility is a major cultural change that needs to be introduced. Threats Threats to an organization, usually in the form of competitors and substitution products force a company to react. To react effectively companies have to react quickly, which is a cultural change in a company. External Factors forcing change The factors external to an organization that force changes can be identified through the PESTELI acronym. Political Political factors would include the current and potential influences from political pressures such as unions and national pay agreements. Economic The local, national and world economy impact can force an organization into changing their work practices or even product prices. Social Changes in lifestyle absolutely force changes in organizations, but at a cultural level, socially changing attitudes towards work or ethical issues can also have effects on the culture inside an organization. Technical The ever-changing technical world in which we live has probably the most profound effect on organizational culture of all external factors. Technical improvement that allow employees to work from home, working teams to be separated by great distances and for customers to be located on the opposite side of the world from their suppliers. Anything that changes the day-to-day work of the employees has a profound effect on the organizations culture. Ecological The local, national and world ecological and environmental issues that have effects on culture at national levels filter down into the organizational culture within a company. Legislative The legal issues both locally and at an EU level, such as taxes and working time regulations also have effects on culture at a national level, filter down into the organizational culture within a company. Industry Industry changes have a huge effect on national culture. The move away from agriculture into industrial and now information economies has greatly changed the national working culture. WHAT IS ORGANIZATIONAL CULTURE? Managers and employees do not perform their duties in a value-free vacuum, their work and the way its done are governed, directed and tempered by the organizations culture. Burnes, B. (2004) ‘Managing Change. There are three main factors affecting the culture of an Organization, These are: The Founders basic assumptions The national culture The task in hand. Gargan, D. (2005) ‘Change Management Lecture Notes The Founders basic assumptions In a typical company the founders set up small and grow the company from one basic good idea. These founders go into business to make money, pure and simple. However, depending on the nature of their work certain assumptions made by the founders will immediately set the culture for the initial and all future employees. For example, â€Å"Energy resource† companys founders found out powerful innovation Coal-to-liquid (CTL technology). This is going to be very huge project and founders working on it very precise. Thats why they push all employees, who will probably not be given too much freedom and all work would be carried out along strict guidelines and the basic idea of management not trusting staff may be in place. The Founders basic assumptions immediately set the working environment and culture within an organization. The national culture National attitudes to working determine the employees general attitude towards working. Now every employee is different, but when talking about culture at a national level there are some basic truths that always apply. Some national cultural behaviour will lead the company toward organizational change, while others will hamper it. National Cultures that help change: Mongolian people leaving work place at 6pm on Friday to go to pub. This helps change culture, Idea is it leads to more integrated working environment, where everyone ends up talking about work and discussing opportunities and threats. Society encouraging further education National Cultures that hinder change: Japanese people not leaving the office until their boss has. (Over tired and less productive staff) Lunchtime drinking culture Unions and their involvement National pay agreements The task in hand The task in hand it the major defining factor towards the culture of a company. If the companys job is mainly customer service, meeting and dealing with people, then the organizations culture should be focused to customer. However, if the company is an innovator, its culture should be one of exploration and give more individual freedom to the employees. In this case we need look at how cultural change turn mining company employees into power plant industry employees. At different levels within an organization there are usually different tasks. For example, in â€Å"Chemical industry† company, there may have 3 distinct groups. 1) Research and Development This group will have brain storming culture and scientific research for innovative technology. 2) Professional Services This group works directly with customers, culture will be more customer focused as they are under more pressure. 3) Sales The sales group will have a â€Å"Yes† culture, never turning down any opportunity, and putting pressure onto the other two groups to deliver. Organizations structure effects on Culture â€Å"Energy Resource† company organized with Matrix organization structure. Its resources are shunted around the organization to meet the demand for attention that tasks require. Employees work less in fixed groups for long periods and so no pockets of different cultures can grow, but rather if Employees are unhappy with their work, the chances are that they can be easily moved, so as to maintain good working culture. Factors forcing Change Organizations face huge pressures to change, from both internal and external sources, internal forces to change often as a result of long-term external forces. For example, Biggest Coal Mining companies internal pressure to expanding their activities to Coal mining and Energy plant Chemical industry, as a result of more and more other similar companies interested to engage with chemical industry. Internal Factors forcing change The factors internal to an organization that force changes can be identified through a formal analysis method. Most common among these methods is S.W.O.T. analysis. Strengths An organizations strengths, which help identify a competitive advantage or unique selling point, are of vital importance when deciding on changing the focus of the company. Weaknesses An organizations weaknesses are a real motivation to change. Weaknesses identified internally in a companys product or service, will require immediate attention and changing. The weakness would be resolved by a cultural change. Opportunities Opportunities that present themselves, like new contracts on other continents will force changes in the company, sometimes as simple as new working hours. With the differences in different customer expectations, modern companies need to remain flexible. Flexibility is a major cultural change that needs to be introduced. Threats Threats to an organization, usually in the form of competitors and substitution products force a company to react. To react effectively companies have to react quickly, which is a cultural change in a company. External Factors forcing change The factors external to an organization that force changes can be identified through the PESTELI acronym. Political Political factors would include the current and potential influences from political pressures such as unions and national pay agreements. Economic The local, national and world economy impact can force an organization into changing their work practices or even product prices. Social Changes in lifestyle absolutely force changes in organizations, but at a cultural level, socially changing attitudes towards work or ethical issues can also have effects on the culture inside an organization. Technical The ever-changing technical world in which we live has probably the most profound effect on organizational culture of all external factors. Technical improvement that allow employees to work from home, working teams to be separated by great distances and for customers to be located on the opposite side of the world from their suppliers. Anything that changes the day-to-day work of the employees has a profound effect on the organizations culture. Ecological The local, national and world ecological and environmental issues that have effects on culture at national levels filter down into the organizational culture within a company. Legislative The legal issues both locally and at an EU level, such as taxes and working time regulations also have effects on culture at a national level, filter down into the organizational culture within a company. Industry Industry changes have a huge effect on national culture. The move away from agriculture into industrial and now information economies has greatly changed the national working culture. WHO CAN CHANGE CULTURE? Changing the culture of an organization is an extremely difficult task, but it may be necessary to get the results required. If an organization were thought of as a restaurant, and the employees as the waiters, content and well looked after waiters would go about their jobs in a pleasant manner and as a result tips would be high and the restaurant turnover would be high, as customers would enjoy eating there. However, on the other hand, if working at the restaurant was made difficult for the waiters, with an unpleasant working environment and impersonal culture, they might not go about their jobs with such enthusiasm, a lack of motivation would become obvious in their demeanour, tips would be low and restaurant business would suffer. So its in an organizations best interests to maintain a healthy and productive working culture. Changing an organizations culture can be done at the three distinct levels with an organization: Executive Management, Middle Management and regular employee level. Lets look at them in turn and consider two very different football clubs (Manchester United and Arsenal) as differing organizations. At an Executive Management level Executive management are the group that direct the organizations goals. So, in order for them to effect cultural changes, they may have to change the organisations direction. The organisation may need to be streamlined in order to make provisions for the desired changes. Inspiring and motivating staff through vision and mission statements as well as overall policies would be a common approach taken at this level. Changes introduced at the executive management level are the most difficult changes to resist, because employees are largely powerless against them. In the terms of the football clubs, the executive management would be the boards of directors, who can release certain amounts of funding for the operation of the team and/or make performance goals for league finishing positions. At a Mid-Management level Middle management is the level from which most organisational change comes from. These changes can take the form of new operations rules (e.g. Forced timesheet logging). Changing the working practice for employees, by making their working life more strict or more lenient, pushing more responsibility onto the individual employees or smaller changes like more frequent or earlier meetings. However, changes enforced or imposed by the mid-management are the most resisted. In the terms of the football clubs, the middle management would be the team managers. The managers can effect change by shouting at players and demanding results, as done by Alex Ferguson at Manchester United, or by talking through the current issues are working for a solution together with the players, as done by Arsene Wenger at Arsenal. As a regular employee Regular employees can change the culture in an organisation in the most effective manner. Through an observed work ethic or levels of professionalism or levels of â€Å"completeness† in their work, employees can pressure other employees to change how they work and this will filter around the organisation, effecting the change. Now there are two types of motivation that people respond to. One, the people who are shouted at and told what to do and told there will be consequences if they do not perform. This was the kind of tactic employed by Roy Keane at Manchester united. Two, the people who like to be told that they are doing a great job and encouraged to do a little more, but encouraged by someone who was obviously performing better. This was the kind of tactic employed by Patrick Viera at Arsenal. Guidelines for changing culture (Burns 2004) 1) Formulate a clear strategic vision. An organisation needs a clear vision with a well define strategy and values in place in order to be effective. 2) Display top-management commitment. Cultural change needs to be managed from the top down. Executive management need to agree to the plan and stick to it. 3) Model culture change at the highest level. Cultural changes need to be communicated through the actions of executive management. Management need to lead by example. 4) Modify the organization to support organisational changes. Cultural changes need to be reflected in organisational changes in order to back them up, if at all possible. 5) Select and socialize newcomers and terminate deviants. To really effectively change organisation culture, those who resist the change may need to be let go. People stuck in their ways that cannot adapt are of no benefit to the organisation going forward, sometimes this will manifest itself in the form of early retirement. The hiring of new people will be done with the new organisation culture in mind. 6) Develop ethical and legal sensitivity. Changing a culture then radically changing all the staff in a company may not only send out the wrong message, but actually be illegal or in breech of union regulations. Such plans need to be enacted very carefully. Conclusion Culture is a complex beast, derived from the personalities of all the current and previous employees of an organisation. As such, changing culture is equivalent to changing peoples thinking, which is a non-trivial exercise. The intricacies of culture and office politics are potentially huge and the initially obvious culture may just be the tip of the iceberg as regards the culture at large. The culture of an organisation does indeed determine its ability to change effectively, but this is a good thing. For small innovative organisations, where the company is based around a core nucleus of core staff, the attitudes and actions arising from those people will define the culture, usually into a vibrant and dynamic workplace, capable of changing quickly and often ahead of the times. On the other hand, in mature hierarchical structured organisations that have a large amount of management supported by a lower amount of staff, the culture will become more complex. Large organisations that have this structure (e.g. Financial Institutions), take time to change effectively, because not only does the structure of the company mean that it will take time for the changes to be propagated around the organisations, but the changes are more likely to be resisted at every level down the hierarchy from the executive management to the â€Å"real† works, who the changes will most likely effect the greatest

Essay --

Assistive technology has a great impact on the lifestyles of people with physical disabilities. AT provides necessary assistance for people with disabilities in education, employment, and gaining independence for a good quality of life. Many people with physical disabilities are in need of mobile devices as well as communication devices to enhance their overall quality of life. As technology advances developers of AT devices, law makers, and rehabilitation counselors are instrumental in providing services that will close the gap and include instead of isolate people with disabilities. Impact of AT in Education â€Å"Assistive technology can be a powerful tool to help equalize learning environments for students with disabilities† (Stumbo, Martin & Hedrick, 2009, p.103). For example distance learning, online classes, and the use of the internet provide an alternative to the struggles and hardships for people who rely on mobility devices. For that reason AT devices such as computers are vital for providing communication in the educational journey of people with physical disabilities. Although distance learning and online classes are â€Å"typically not created with the intention of serving disabled students† it demonstrates an effective course of action for individuals to enhance their education (Foley & Ferri, 2012, p. 197). Acquiring the knowledge to use computers and the different AT devices, such as Ipads and smartphones at an early stage in the educational process offers the ability to keep up with the AT devices enhancements and new developments. The correlation betw een education and employment is well documented with higher education increasing the quality of employment and earnings. Stumbo et al. refer to a case study of 71 Au... ...l as Rehabilitation counselors promote autonomy and accessibility within education, the workplace, and the quality of life of people with physical disabilities. Barzegarian & Sax conducted a study of 140 professionals who graduated from San Diego State University Rehabilitation Program to determine how well graduate students who have taken a class in AT have incorporated AT device selection and referrals into their professional practice. They found that the majority of referrals for AT devices were recommended â€Å"first† to people with low-vision impairments, â€Å"second† to people with upper extremities impairments, and â€Å"third† to people who were paraplegic or quadriplegic. (pp. 381 – 383). Therefore educating and bringing awareness of AT to clients, professionals, and the community must continue to assure a good quality of life for people with physical disabilities.

Post Traumatic Stress Disorder and Veterans Essay -- Post-traumatic st

Post Traumatic Stress Disorder (PTSD), originally associated with combat, has always been around in some shape or form but it was not until 1980 that it was named Post Traumatic Stress Disorder and became an accredited diagnosis (Rothschild). The fact is PTSD is one of many names for an old problem; that war has always had a severe psychological impact on people in immediate and lasting ways. PTSD has a history that is as long and significant as the world’s war history - thousands of years. Although, the diagnosis has not been around for that long, different names and symptoms of PTSD always have been. Some physical symptoms include increased blood pressure, excessive heart rate, rapid breathing, muscle tension, nausea, diarrhea, problems with vision, speech, walking disorders, convulsive vomiting, cardiac palpitations, twitching or spasms, weakness and severe muscular cramps. The individual may also suffer from psychological symptoms, such as violent nightmares, flashbacks , melancholy, disturbed sleep or insomnia, loss of appetite, and anxieties when certain things remind them such as the anniversary date of the event (Peterson, 2009). Examples of PTSD can be found as early as in ancient Greek and Roman history, for example the Greek historian Herodotus mentions â€Å"an Athenian warrior who went permanently blind when the soldier standing next to him was killed, although the blinded soldier was wounded in no part of his body† when he wrote about the battle of Marathon in 490 B.C. He â€Å"also writes of the Spartan commander Leonidas, who, at the battle of Thermopylae Pass in 480 B.C., dismissed his men from joining the combat because he clearly recognized they were psychologically spent from previous battles.-They had no heart for ... ...to gain economically (combined with veterans’ pride and distrust) accounts for the fact that of 830,000 Vietnam veterans with full-blown or partial PTSD, only 55,119 have filed claims, and the medical boards have only believed 28,411 (Triangle Institute study, July 1990) (Bentley, 2005)! Works Cited Bentley, S. (2005, March). Short History of PTSD. Retrieved 12 6, 2011, from Veteran: http://www.vva.org/archive/TheVeteran/2005_03/feature_HistoryPTSD.htm PBS. (n.d.). PBS Org. Retrieved 12 6, 2011, from The Soldier's Heart: http://www.pbs.org/wgbh/pages/frontline/shows/heart/themes/shellshock.html Peterson, D. (2009). From Shell shock to PTSD. Retrieved 12 6, 2011, from http://www.las.illinois.edu/news/2009/ptsd/ Rothschild, B. (n.d.). Post-Traumatic Stress Disorder:. Retrieved 11 6, 20011, from http://www.healing-arts.org/tir/n-r-rothschild.htm

Front Sheet Assignment Two Challenging Behaviour

It is a serious disciplinary offence Candidate l confirm that this assignment, which I have submitted, is all my own work and I have recorded all literature and resources that have been used, including the internet'. Teacher ‘l declare that the candidate's activities have been regularly monitored and all feedback is recorded on this front sheet. Also declare that to the best of my knowledge this is the candidate's own work'. Student Signature: Date: Internal Verifier Signature: Scenario: You have been hired as part of Lancashire County Council's (LLC) challenging behavior Crisis team.You have been sent to two separate care settings to gather information on two different individuals and create a Behavior Management Plan (BUMP) on suggested ways of how to minimize their more severe challenging behavior. Once you have completed the (BUMP) you are to create a report for LLC management and the care settings management. This is to focus on the benefits of using each strategy you have suggested and possible problems and weaknesses of that strategy. Task Sheet: Grading Criteria: Task 1 – Behavior Management PlanIdentify 2 individuals from 2 different Health and Social Care settings who each show a different type of challenging behavior. You will need to give an introduction to the individuals, outline their care setting and their challenging behavior which you are going to be addressing. You will need to give some detail as these individuals are very complex and can come from different care settings. The behavior management plan will look at one of the individuals more difficult types of challenging behavior which you wish to see changed.Within the behavior management plan you will have to suggest a range of different coping strategies (xx), approaches (xx) and methods of intervention (xx) for the individuals (2 of each for each individual), and discuss how these will help to minimize the type of challenging behavior, in their particular setting. Task 2 â €“ Report As a Crisis team member you must also reflect on the strategies you have suggested for each individual. In a separate repertory need to show that you have thought each coping strategy, approach and method of intervention through.This is to focus on the benefits of using each strategy you have suggested and possible problems and weaknesses of that strategy. For each individual you need to explain each of the specific strategies' benefits and strengths, and the strategies possible problems and weaknesses. You will need to find evidence to back up your report, to prove what you are saying is correct and is well practiced throughout the sector. By doing this you will be Evaluating your chosen strategies. You must use the Harvard referencing system to present your references, support material and bibliography.