For this paper, I will send the file that contains the case study to be use for this paper via the files upload. it is important to respond to the questions mentioned detail.
Mini-Case Study: Your 401(k) Account at East Coast Yachts
This case study, found on page 472 of your course text, is a continuation of the one you began last week. After carefully reading the new information presented, briefly respond to the three questions at the end (4 to 6 sentences each).
SAMPLE ANSWER
Mini-Case Study at East Coast Yachts
What implications do you draw from the graph for mutual funds?
According to Bruce (2003), mutual funds help investors to save for their retirements and other financial goals due to huge benefits that come from investment diversification and professional management. The initial implication from the graph is that different funds perform differently over time and the investor has the option of choosing the best fund in accordance with his own analysis. From the graph, it is evident that the performance of mutual funds increases with time based on the level of investment. From the date of inception, a considerable growth is realized in mutual funds over time. In the above graph, the performance of the equity mutual funds is higher than the Vanguard 500 Fund. With this regard, an investor is likely to reap huge for investing in equity mutual fund than Vanguard 500 Fund. However, an investor who invests in the Vanguard 500 Fund is still able to realize considerable level of growth for despite it being relatively lower than the equity mutual fund.
Is the graph consistent or inconsistent with the market efficiency?
When the money is put in the market, the aim is to generate more profits in return for the capital invested (Bailey & Lopez-de-Prado, 2013). In addition to making profitable returns, the investors in the market also try to outshine other markets. If the markets became less efficiency there would then be fewer returns on average and very high volatility when it comes to investment (Wilmott, 2007). The liquidity would not be able to impend the market approach and this would end up changing efficiency in terms of production of goods and services (Ross & Westerfield, 2013). On the other side, if US market became less efficient, then there would be no accurate information on market issues and there benefit in the market would be very low. When the market is not efficient, the market would become very unpredictable for investment and this is likely to affect the rate of investment. This graph is in consistent with the market efficiency curve since different investment portfolios compete efficiently in the market. Due to high returns on the equity mutual fund, the markets seem very efficient since such returns can only be achieved by less market volatility. A graph that is inconsistent with the market forces portrays irregular lines that have are can hardly be predicted by the investors.
What investment decision would you make for the equity portion of your 401(k) account?
In my opinion, the best investment decision to roll over some portion of the 401(K) so that it can be invested in individual stocks. Since the investor has a sizeable amount tied to the company’s 401(K), there is high likelihood that such investment will gain good benefits in return. According the historic performance, the funds are doing reasonably well and it is somehow safe for the investor to take a portion and gamble with some portfolio investment. In this arrangement, the investor can roll over more funds to the equity mutual fund that allows him to invest in high yielding portfolio. On the other hand, I would avoid investing in the Vanguard 500 Fund since it gives less return in the long run when compared to equity mutual funds. Despite having high fees, the equity mutual funds are profitable since the anticipated returns will cater for the high fees involved.
References
Bailey, D. &Lopez-de-Prado, M. (2013): “The Strategy Approval Decision: A Sharpe Ratio Indifference Curve approach”, Algorithmic Finance 2 (1): 99-109
Bruce J. F. (2003). Investment Performance Measurement. New York: Wiley
Ross, S. R., Westerfield, R. W., & Jaffe, J. (2013). Corporate finance (10th ed.). NY: McGraw-Hill.
Using the attached information, you will prepare a Case Brief on a recent United States Supreme Court decision regarding the attached case. You must include the following sections: caption, facts, procedural history, issue, rule of law, holding, and rationale. The Case Brief must be 1–2 pages.
SAMPLE ANSWER
Salinas v. Texas
Caption: 133 S. Ct. 2174 (2013)
Facts: Police found two brothers shot and killed in their home. Upon investigation, the police found Salinas who accepted to be taken to the police station where he was question for approximately one hour. Both the police and Salinas had agreed that the interview would be noncustodial and the Miranda rights were not given. Salinas answered most of the questions but he kept silent when asked whether the shotgun would match the shells recovered at the scene of crime. However, Salinas continued to answer other questions asked. At his trial, Salinas refused to testify, over which the prosecution used his silence in response to the question asked by the police officer as evidence of his guilt.
Procedural history: Salinas received a conviction for murder by the trial court. The Texas State Court of Appeals and the Court of Criminal Appeals affirmed Salina’s conviction, rejecting Salinas’ argument that the use of his silence by the prosecution as evidence of his guilt was a violation of the Fifth Amendment.
Issue: Were the prosecutors in violation of Salinas’ Fifth Amendment rights against forced self-incrimination when they used his silence in response to police question as evidence of his criminality, even when Salinas had not invoked his privilege against self-incrimination, was not put in custody, and was not given Miranda warnings?
Rule of law: The Fifth Amendment to the United States Constitution provides that a suspect of crime has a right not to be forced by police officers and any other government officials into giving up evidence that has the ability of acting as evidence of his guilt. Following this prohibition against self-incrimination and prevention of coerced testimony by police officers and other officers of the government, the Supreme Court in Miranda v Arizona ruled that a person who was held by the police and whose freedom to leave was curtailed had to be informed of the right to remain silent.
Holding: The plurality decision was that the accused’s rights were not violated by the prosecution because he did not invoke the Fifth Amendment against self-incrimination in order to benefit from it.
Rationale: The two recognized exceptions to the invocation of the Fifth Amendment privilege did not apply in this case. The first exception is that a defendant does not need to take a position and assert the privilege against self-incrimination during his own trial. The other exception is that the failure of a witness to invoke the privilege can be excused if the coercion by the police or government officials made his forfeiture of the privilege involuntary. It is not disputable that the interview of Salinas by the police was voluntary. He admitted that he had a choice to leave the police station at any time and that nothing prevented him from stating that he was not going to answer the police officer’s question on Fifth Amendment grounds.
The Court did not adopt the third exception in which a witness remains silent and thus refuses to answer a question which police officers suspect would be incriminating. The Fifth Amendment only protects the right to remain silent if the silence is for purposes of avoiding self-incrimination. The reason of a witness’ silence is vague where there is no express invocation.
In concurrence, Thomas (joined by Scalia) argued that the calm by the defendant should fail even where he invokes the privilege due to the fact that the comments of the prosecutor on his pre-custodial silence were not compulsive to the defendant to give self-incriminating information.
Dissenting, Breyer (joined by Kagan, Sotomayor, and Ginsburg) stated that ‘no ritualistic formula is necessary to invoke the privilege’ and that it is important to consider the circumstances of the case. Accordingly, it was not necessary for the defendant to expressly invoke the privilege because the questioning was in the perspective of a criminal investigation and the police made it known to the defendant, who was not represented by a counsel, that he was a suspect.
You have been asked to prepare a report. In doing so you should address the following aspects:
1. Outline firm-level (micro) and country-level (macro) factors contributing to the development of INGLOT’s competitive advantages and discuss their sustainability.
2. Develop INGLOT’s strategic plan for the next five years with a concrete outline of recommended geographical expansion, business model evolution and product diversification.
Do not exceed 3000 words; scripts that are excessively long (i.e. exceeding the limit by more than 10%) will not be read beyond the point of the word limit. The word limit applies to the main report only, and excludes exhibits. There is no minimum word limit.
Note carefully that this is not a project, but a case analysis, and as such the case contains all the information available to answer the issues at stake. You should NOT study sources for recent information on the company such as its Report and Accounts or its website, its competitors or its industry. You may however consult academic books or papers on general approaches to treating aspects of analysis that you consider important. Please note carefully that if you copy text from such sources you must correctly reference the source, and clearly identify copied text by means of italics or inverted commas.
Please note the following general points on case analysis:
– As noted above, the principle of a case is that it contains all the information available to answer the issues at stake.
– It is traditional to open a paper with a quick summary of past events described in the case and to outline the current situation. Then you state the issues facing the company or the managers, as appropriate. Usually these issues are explicit in the case; if not, you have to identify them.
– Most business decisions must be based on both qualitative and quantitative considerations. Most case analyses require both (but there are exceptions, e.g. in finance or in organizational behaviour). You must dig into the data, not merely quote them from the case. Be critical. Push the numbers around. If there are insufficient data, make an intelligent and justified estimate.
– Remember, all the time you are focusing on the issues you have already announced at the beginning of the discussion or text. In that way, you can reach your recommendations and leave the reader satisfied that you have built your argument and justified your conclusions.
DO NOT PLAGIARISE – DO NOT USE EXTERNAL SOURCES
The overall structure should encompass:
1. Cover Page (1 page)
2 Table of Contents/List of Exhibits (1 page)
3. Executive Summary (1 page)
4. Main Report (respecting the above word limit)
5. Exhibits (if any)
6. References/Bibliography
The bibliography is an important element, and all references should relate specifically to points in the text, and be identified as such, and not simply “general” sources. Referencing should use the Harvard system.
Submissions are in WORD ONLY (.doc or .docx). Submit only one file and include any Excel analysis as images, not embedded files.
SAMPLE ANSWER
Table of contents
Executive summary………………………………………………………………………………3
Introduction …………………………………………………………………………………….4
Background of the company…………………………………………………………………….4
INGLOT Cosmetics Company located in Poland is one example of a company that started small and expanded. The company, which deals in cosmetics, has managed to grow and expand in various countries by investing back of its profits. The company has managed to maintain its markets niche in various countries and regions. The company micro-environment factors such as customers, competitors, distributors, media, suppliers and general public have played as key role in its expansion strategy The company values and embraces its customers. It designs and manufactures products that comply with the needs of the customers. This has played a key role in its success and its expansion to many countries
The company as well has gained a competitive advantage though its franchise strategy in reaching many customers spread across the county of its operations. The company takes time to analyze and research markets before making decision to invest in such markets. Macro environment factors have as well impacted on the company competitive advantage. Some of these macro environment factors include political factors, economic, social cultural competitive and technology. The company has enjoyed political stability in the countries it operates. This has influenced its business investments. It also complies with the legal aspects such as tax remittance and registration requirements.
The company as well has a strategic plan of five years whereby it aspires to expand its business to 110 countries. This strategy will enable the business to have a bigger market share. Through benchmarking, the company will be able to compete and with overtake its competitors. Product diversification as well opens an opportunity for the company to expand.
Introduction
Every company either locally or internationally endeavors to achieve its set objectives. Achieving objectives requires adoption of different strategies that can enable the company to gain competitive edge and take over bigger market share to accrue huge profits. Various factors and strategies come into play that contributes to business success. This report focuses of INGLOT cosmetic company. The report addresses the firms’ micro and macro factors that have contributed to its development of competitive advantage. It also covers on the sustainability of these factors. A strategic plan for the next five years with an outline of recommended geographical expansion, product diversification and business model are addressed.
Background of the company
The company founded 30 years ago in Przemysi town, as cosmetic firm has become one of the leading firms in colour cosmetics. It began its international expansion in 2006 and currently it operates franchises in more than 70 countries across the six continents (Marketline Plus, 2014). The company has about 500 boutiques stores retail locations and stands across the globe. The company has more than 1500 colors with 450 varieties to improve lips, 300 to portray ones face and 600 to enhance customers face and up to 400 shades of nail polishes (Marketline Plus, 2014). The company is performing well in the market due to its various strategies that it has implemented in its operations.
Firm-level (micro factors)
INGLOT is affected by micro-environment factor that have contributed to its competitive advantage. Micro-environment factors are immediate are operations that affect the company decision making freedom and performance. Some of these factors that are relevant to INGLOT cosmetics include, customers, competitors, distribution channel, general public and the suppliers, media and employees.
One of the major factors that have contributed to the company’s competitive advantage is customers. Customers are the major focus of the company successes (Klovienė 2012). Customers have contributed to greater height in the achievement of the company through their loyalty and support. The company has invested in their customers by providing products and services that meet the needs of the customers. The company identified the demand of the women products and this made them to take advantaged and to provide the same hence, achieving high profits. The fact that the company has invested a lot in improving its products has contributed to increased and widening customer base which is evidenced with its expansion initiatives (Marketline Plus, 2014).. The company has invested in innovation which has kept it ahead of its competitors in the market. For instance, the company manufactures revolutionary O2M Breathable Nail Enamel that used water and oxygen vapor permeability that is fashionable, good looking and healthier. This nail enamel has attracted many customers that have contributed to increased number of customers that are using the company products (Marketline Plus, 2014).
Competitors are other important micro-environment factors that have affected INGLOT cosmetic. Competitors compete for the same market share because they have similar or substitutes products. To overcome competitions, companies adapt to different strategies such as focus cost or differentiating strategies. Cost strategies allow a company to reduce the costs of its products or services to win over the competitors. Focus strategy, a company focus on a specific target market while differentiation strategy, a company provides quality products that meets the needs of the customers in the market. Such customers are not sensitive to the price of the products (Marketline Plus, 2014). Like many other industries, INGLOT has a number of competitors such as Halal cosmetics that are growing faster. INGLOT cosmetics has managed to attain its competitive advantage in the market because of its low cost strategy. The company offers its prices at low prices below the competitors. The prices offered provide mark up for the company because of the low production costs. The company has as well innovative and quality products that attract more customers to purchase the products.
Distribution channel is another micro-environment factor that has affected the company competitive advantage (Markman & Waldron 2014). The company has adopted franchise as its distribution strategy that has seen it expand and reach in many areas. This strategy has enabled the company to have a larger market share that has enabled it to remain competitive. The fact that the company products are easily accessible to its customers in various locations makes it accrue higher revenue through this wider market. The company has achieved this stride which has enabled it to provide stiff competition to other companies that have not been able to expand in their distribution networks (Marketline Plus, 2014). The company has well invested in its employees which have contributed to its competitive advantage. The company appreciates the contribution of employees. This has contributed to the success of the company. Employees receive training to help add value to the company
Suppliers as well contribute to the competitive advantage of the company. The company has established positive relationships with its suppliers and this has enabled the company to have smooth flow of materials that has enabled continuous production of these products. The media has as well contributed to greater magnitude to competitive advantage of the company. Media through its advertisement has enabled the company to improve its images and as well showcase its products. The market of the company has increased tremendously over the years through media advertising and marketing. (Marketline Plus, 2014). Media plays a key role as one of the channels for reaching and informing customers on the various products and services. The company has utilized the media platform making it more visible and famous compared to its competitors something that has elevated it and widened its market share. Public is yet another micro factor that has actually contributed to the success of the company. The members of the public have supported the company and portrayed it positively making it attains a positive image. These factors are sustainable as well have helped the company to sustain itself.
Country level (Macro factors)
Macro environmental factors are external factors that affect the operations of the business and may as well have impact on its competitive advantage. Any company that operates in a country across the borders on internationally level must ensure that they factor in these macro factors to be able to attain a competitive edge. INGLOT cosmetic is one of the companies affected with these micro-environment factors. These factors as well have a number of effects on its competitive advantages. Some of the micro-environment factors that affect the company include political-legal factors, economic factors, social cultural factors, competitive environment and technological factors.
Competitive environment affects the competitive advantage of the company (Toole & Lutz 2005). These factors include availability of competitive products, companies that compete for similar consumers, substitute products among many others. INGLOT cosmetics is operating in a competitive environment with other similar companies that have already established their market niche in various locations. These companies have as well substitute products that they sell to the consumers which reduces the number of consumers that purchase INGLOT cosmetic products. INGLOT is not a monopoly and that is the reason why it has adopted cost strategies to woo many customers and compete in the market both locally and internationally. To develop a competitive strategy, the company undertakes research of the markets to identify their suitability. The company as well through market research identifies current and potential competitors, which enables it to adopt to appropriate marketing strategies. The facts that the company anticipates competitive actions has as well enabled it to vigilant and to promote innovations by coming up with new products that makes it to compete favorably.
Political- legal environment as well affects the operations and competitive advantage of INGLOT cosmetics company (Markman & Waldron 2014). Business operates in an environment that has laws and regulations that they need to comply. Businesses are as well expected to interpret these laws and ensure that they adhere to them as they as well protect the rights of the consumers. Any company is expected to register and to have a certificate of operation both locally and internationally. The company is as well expected to remit its tax returns and adhere to any other laws relating to labor laws and environmental laws among many others. INGLOT cosmetics operate in different countries that have different political and legal environments. The company, nevertheless, has satisfied all these laws and legislations pertaining to particular nations they operate in. Furthermore, the political stability of a country affects the profitability of the business. So far, INGLOT cosmetics has been able to extend its products in countries that experiences political stability. This has made the company to have conducive environment of investment something that has contributed a lot to its increased level of investment (Marketline Plus, 2014).
Various institutions ensure that the company operates well and does not deviate from the activities or business initiatives they are registered to operate. These bodies includes the government which provides licenses and ensure compliance with the law and issues to do with tax remittance and labor laws. Others include consumer safety that ensures that the products meet the recommended standards for consumers. Products should not cause harm to the consumers. Other bodies include, environmental protection agency that concerns with issues of environment, health and safety and consumers interest groups among many others. These bodies work independently to ensure that the company operates within the set thresholds.
Economic environment as well affects the competitive advantage of the INGLOT cosmetic company. Economic factors influence the buying behaviors of the consumers. Their buying power and strategies is dependent on the economic situation of the country. Different countries experience different economic growth trends as some experience growth while others experience slow growth. Such dynamics affects the operations and profitability of the country. The stages of business cycle in these countries vary from one country to another and as well affect their business performances. Inflation rates in the country as well have negative impacts on the company products. During inflation, the company experiences decline in its profitability. Deflation as well has impacts on the performance of the business the level of unemployment as well affects the capability of the consumers to purchase these products. (Marketline Plus, 2014). High level of employment means that consumers have higher level of incomes and can be able to access these products. This therefore impacts positively on the company level of profitability. and vice versa. The resources available in the company as well affect the performance of the INGLOT cosmetics company. Currency fluctuations and exchange rates in these countries vary as well have impacts on the company profitability. Some of the currencies depreciate and this affects the profitability of the company as they incur some losses.
Technological factors as well affect the operations of the company as well as its competitive advantage. INGLOT cosmetics has adopted technology by adopting to e-shop . This has enabled the company to be creative and innovative reaching many of its customers in various places. The company has therefore adopted technology to sell its products as well as to market its products to customers in various locations through technology hence being able to achieve a competitive edge (Marketline Plus, 2014). Technology as well has improved the services and products as this has led to effectiveness and efficiency in the production process. Compliance has as well improved with technology making the company to operate smoothly.
Socio-cultural factors as well affect the competitive advantage of the company. The company understands the dynamics of operating in the various regions and therefore, they ensure that they adopt to suitable strategies that the particular customers in a certain region or country want. This is achieved through modification of their products as well as strategies. For instance, in their advertisements, the company uses languages that customers in the targets markets understand. This ensures that their communication reaches the intended audiences. The company as wells keeps into consideration the customers, and manners, material culture, social institutions, religions among many others in their promotional strategies to win over their customers. these factors are sustains the company and have enabled it reach this far.
INGLOT strategic plan for the next five years
In the next five years, the company wants to achieve set objectives. To achieve these objectives it must have a strategic plan that acts as a framework. The plan provides the target sales outcomes and the strategies the company wants to adopt to achieve the same.
One of the strategies is to establish positive relationship with the stakeholders including suppliers, government and retail outlets to compete favorably. another strategy is to expand to other 40 countries by the year 2019 this expansion strategy will see the company cover a wider market share. The company will also use internet and media to advertise the products to consumers. The company believes that information is paramount in ensuring that people makes purchasing decision (Marketline Plus, 2014). The company as well aims to reduce the cost of productions by recycling its raw materials. This will enable the company to accrue high profits through its low cost strategies. Furthermore, the company will use celebrities in its promotions to gain a huge market. This will help the company to reach many customers. The fact that the company is a cosmetic company makes it easier and viable to use celebrities to reach many people.
Recommended geographical expansion
In the company expansions strategy, it must factor into consideration various factors such as the culture, of the markets, the number of competitors in the market, the size of the market, the cost of distribution, the political environment among many others. These factors are critical because they will determine the competitive advantage of the company in the region. The company intends to expand to more than 110 countries across the globe to make the total number of countries that it operates to be 110. The countries cut across the six contents more so in the Africa, Middle East and the South American continents. These markets have not been explored and therefore, the company stands a chance to accrue huge profits from its operations in the region.
Business model evolution
The business model to be adopted is benchmarking whereby products and process are going to be measured against those of other organizations. INGLOT will therefore be able to gain insights on its performance through this comparison. It will gain information on its internal and external performance of its products in line with those of their companies. INGLOT will have an opportunity to search for the best practices that will enable it to record superior performance levels (Denrell 2005). The company will achieve a strategic advantage, as it will focus on its critical capabilities to develop a strategic advantage. Though benchmarking the company will as well increase its learning rate hence facilitating its experience sharing (Jack 2004).
Product diversification
The company will also adopt a strategy of product diversification to ensure that it achieves a competitive edge. The company even though has various products; it will still improve in its innovations to ensure that it remains competitive. The customers will have numerous options to choose form the company products.
Conclusion
INGLOT cosmetics is one of the companies that has managed to attain a competitive advantage through its strategies that it has adopted. The company managed to grow and expand to various countries. Various micro and macro factors affect the company competitive advantage. The company still has to adopt other strategies such as product diversification to expand to other regions to maximize its profits. The future of the company looks bright
Reference list
Denrell, J 2005, ‘Selection Bias and the Perils of Benchmarking’, Harvard Business Review, pp. 114-119.
It its important that the writer respond to the questions appropriately and use APA 6th edition throughout the entire paper. APA is critical and the writer must be a master in APA to complete this paper. The are two questions and calculations are required so the writer must perfume all the calculations as required. The writer must also proofread the entire paper before sending over
• Mini-Case Study: A Job at East Coast Yachts
This case study, found on page 332 of your course text, presents the scenario of you beginning a new job and being asked to determine how you want to structure your portfolio for your 401(k). After reading the case study:
• Briefly answer the first two questions at the end ( 3 or 4 sentences each).
• Include all calculations with your response.
SAMPLE ANSWER
Introduction
Investment and planning for investment is a very important since it determines the quality of future life. There are several investment options and vehicles that a person can choose from while planning his retirement and to live a comfortable life in future. All these investment options vary in terms of price, risks, and management among other factors (Bailey & Lopez-de-Prado, 2013)
Question one
The advantages of mutual funds offer compared to the company stock include the advanced portfolio management, whereby, one is supposed to pay the fee as part of the expense ratio (Bruce, 2003). This type of fee that is paid is used to hire a professional portfolio manager who is known to buy and sell stocks and bonds with the aim of helping the management invest portfolio. Mutual funds also help in the dividend reinvestment since the dividends can be used in the purchase of additional shares in a mutual fund and help in the growth of the investment. Wilmott (2007) argues that, mutual funds help in the reduction of risks which may be incurred in the company’s stock whereby, this is well achieved through the use of diversification. Mutual funds also help in making the price fair and convenient to all hence, making it common and easy to purchase as part of the company’s stock.
Investment in 401 (k) enables the investor to have more options with regard to his investments coupled with risk free CDs. In addition, it enables the investor to have more equity and bond exposures that yields good returns in the long-term. Since 401(k) is restricted to mutual funds only, it cannot buy specific stocks or ETFs. Therefore, the investor has to buy a bond fund that attracts good returns on investment.
The mutual fund also has lower cost in that the investor only incurs the transactions costs while buying the stocks (Ross., Westerfield., & Jaffe, 2013). Investment I mutual funds also has less trading restrictions, and this makes the investor to enjoy the benefits that come with market transactions. Therefore, the investor has the chance of trading as much as they wish to provide the cash balance and still experience the option of rebalancing his trade. Unlike the company stock, mutual funds experience less tax headaches since the investor only needs to reconcile the trade transactions just once in a year.
Question 2
In order to get statistical tabulations on my investment, I’m required to calculate the 5% of my contribution which is the $3,000
5% of $3,000 = $150
The EAR that I will be able to earn from the match will be $150 therefore, I will be able to conclude that the returns are very encouraging and have no worry with my investment. Therefore, the investor has the option of dividend reinvestment since the dividends can be used in the purchase of additional shares in a mutual fund and help in the growth of the investment
Conclusion
Investment is a very important component while planning for the future stability in life as it determines the amount of riches an individual accumulates. An investor needs to choose an investment option that does not only provides profits, but provide better than average returns compared to its peer group over a three, five, and ten year period. In addition, the investor also needs to choose the option that provides low price with an expense ratio that is least among the available options. After all these factors have been considered, the fund should have a reasonable and sound management, such that the manager should have a positive track record of managing such funds to guarantee their success.
References
Bailey, D. &Lopez-de-Prado, M. (2013): “The Strategy Approval Decision: A Sharpe Ratio Indifference Curve approach”, Algorithmic Finance 2 (1): 99-109
Bruce J. F. (2003). Investment Performance Measurement. New York: Wiley
Ross, S. R., Westerfield, R. W., & Jaffe, J. (2013). Corporate finance (10th ed.). NY:McGraw-Hill.
Wilmott, P. (2007). PaulWilmott introduces Quantitative Finance (Second Ed.). Wiley
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Wrongful Termination Case Analysis Order Instructions: Termination Analysis
Conduct a search to find a recent case in the news related to wrongful termination.
Wrongful Termination Case Analysis
Describe the case, the primary issues that exist, and include an analysis of whether this is a case of wrongful termination based on what you have studied during this unit.
Note: The case must be recent – not older than a year.
Wrongful Termination Case Analysis Sample Answer
Termination Analysis
On October 6, 2014, a woman from Hancock County filed a suit in the Hancock Circuit Court against Wal-Mart Associates Inc. and Linn Rocchio for wrongful termination (Cosby, 2014). The plaintiff alleged that she was interviewed for a job by Wal-Mart in May 2013. She informed the interviewing manager that she was pregnant although she intended to return to work after giving birth, of which she was assured she would be eligible for unpaid leave. After working for some time, the plaintiff started to experience pains related to her late-term pregnancy. Since she was not allowed to sit at work, she missed several days because of the complications for which she supplied the manager with a doctor’s note. Thus, she requested for a pregnancy leave from her supervisor. She was given forms by the supervisor to be signed by her doctor and returned to Rocchio, the human resources manager.
Rocchio informed her that Wal-Mart had refused her leave related to pregnancy and that her employment was to be terminated. The plaintiff accused Wal-Mart of wrongful termination, violation of the West Virginia Human Rights Act – sex discrimination, encompassing discrimination on grounds of pregnancy. The Act also prohibits discrimination on grounds of disability and the plaintiff also sued on this ground due to the fact that the Act requires an employer to modify conditions of employment for employees whose pregnancies are disabling in addition to providing leave for childbirth. Therefore, she sought back pay, front pay, benefits, damages and attorney fee (Cosby, 2014).
This case is a perfect illustration of a wrongful termination suit. Wrongful termination on the ground of discrimination occurs where an employee is a member of a protected class, he/she is qualified for the position, she is fired, and that the decision was based on the employee’s protected class.
Wrongful Termination Case Analysis Reference
Cosby, A. (November 5, 2014). Woman Says Wal-Mart Fired Her Because of Rough Pregnancy. West Virginia’s Legal Journal. Retrieved from: http://wvrecord.com/news/270585-woman-says-wal-mart-fired-her-because-of-rough-pregnancy
Overtime Pay Issue Case Analysis Order Instructions: Overtime Pay Issue Case Analysis
In Chapter 12 of your text, the case of Whalen versus J.P. Morgan Chase (2010) highlights the issue of an employer’s attempt to classify employees in a manner to avoid paying overtime.
Overtime Pay Issue Case Analysis
In this assignment, summarize the important issues in this case and the outcome. Address whether you believe Whalen should be classified as production or administrative employee. Also, offer your opinion regarding the reasons why this employee should be classified as an exempt or non-exempt employee and how the court applied these criteria to the facts of the case to reach its decision. Your paper should be 2–3 pages in length. Submit your Overtime Pay Issue Case Analysis paper in this assignment.
Walsh, D. J. (2013). Employment law for human resource practice (4th ed.). Stamford, CT: Thomson Learning. ISBN: 9781111972196.
Overtime Pay Issue Case Analysis Sample Answer
Overtime Pay Issue Case Analysis
In the case of Whalen v J.P. Morgan Chase (2009), a group of loan underwriters brought a class action against J.P. Morgan Chase, their employer, for unpaid overtime. The plaintiffs alleged that they were misclassified as administrative employees due to the fact that their duties did not qualify as administrative duties under the Federal Department of Labor’s definition. A New York district court dismissed the allegations and granted summary judgment for the defendant company. On appeal, the Second Circuit reversed the judgment on the round that loan underwriters cannot be exempt administrative employees since their work was in furtherance of Chase’s business of making loans rather than assisting in running or directing the company.
Plaintiff Andrew Whalen worked for Chase for four years as an underwriter. His work entailed even evaluation of whether to give loans to individuals, applying detailed guidelines provided by Chase. Sometimes, some underwriters were allowed to deviate from these guidelines. Whalen alleged that he often worked for over 40 hours a week, although the defendant company classified him as an administrative employee exempt from the overtime requirements provided under the Fair Labor Standards Act (FLSA). Ultimately, Whalen filed a lawsuit for a declaratory judgment that Chase was in violation of the FLSA because of its failure to pay overtime. However, Chase succeeded on cross-motions for summary judgment and Whalen appealed.
Reversing the decision of the district court, the Second Circuit held that Whalen’s work did not have a direct relationship to management policies or general business operations. Since an administrative employee needs to carry out duties directly connected to management policies or general business operations and ordinarily and frequently exercise discretion and independent judgment, the court concluded that Whalen could not be classified as having been employed in a bona fide administrative capacity. In addition, the court noted that there was no need to determine whether Whalen ordinarily and regularly exercised discretion and independent judgment.
I believe that Whalem should be classified as a production or administrative employee because an analysis of the administrative exemption is very crucial when dealing with the issue of whether financial services employees are exempt from overtime. The FLSA provides three requirements that an employee should qualify in order to fall under the administrative exemption. First, the employee’s primary duties should entail the performance of office or non-manual work directly connected to the management or general business operations of the employer or the customers of the employer. Secondly, the primary duties of the employee should entail the exercise of discretion and independent judgment on significant matters. Thirdly, the employee should receive payment on a salary or fee basis at not less than $455 per week.
Whalen should be classified as a non-exempt employee because he does not meet the three requirements provided under the FLSA. The court looked at the definition of administrative work by the Federal Department of Labor which states that it is work directly related to management policies or general business operations and where the employee customarily and regularly exercises discretion and independent judgment. The court distinguished between exempt employees who have advisory duties and non-exempt employees whose work is to carry out the employer’s daily operations.
Whalen’s work entailed selling loans according d to detailed guidelines by Chase, rather than advising clients on which loans to get. This clearly places Whalen’s duties on the production side as distinct from management duties or general business operations such as human resource. In addition, Chase itself considered the duties of underwriters as production work. This, the court concluded, is adequate to show that Whalen was not a bona fide administrative employee.
Overtime Pay Issue Case Analysis References
The Fair Labor Standards Act of 1938.
Whalem v J.P. Morgan Chase Co., No. 08-4092 (2nd. Cir.Nov.20, 2009). Retrieved from: http://www.vtzlawblog.com/uploads/file/Davis%20v_%20J_P_%20Morgan%20Chase.pdf
External and internal forces that affect Ford Motor Company
Analysis of external and internal forces that affect Ford Motor Company
Order Instructions:
Assignment 3 Objectives:
1.Analyze the external forces that affect organizations
2.Analyze the internal forces that affect organizations
3.Describe the importance of an industry analysis
4.Describe the importance of benchmarking
5.Describe the importance of financials and the effects on the organization
Purpose:
This essay is designed to test your knowledge of the materials in Week 3.
Assignment Description:
Select a company of your choice and list the five major external forces that should be examined for this company that should be examined as part of an external audit.
Select 2 of the most influential forces on the business and describe why these forces are most influential.
Be sure to reference the five major types of external forces described in our text book readings (David, 2013) Strategic Management.
Parameters:
Write using APA 6th edition formatting, must have 3 external sources including the textbook and a minimum length of 350 words. See the essay grading rubric.
SAMPLE ANSWER
Ford Motor Company is a worldwide automaker whose headquarters is in Dearborn, Michigan. It is a business company that engages in selling automobiles and commercial vehicles whose brand is the Ford. Moreover, the company sells the most luxurious cars under the Lincoln brand. It is the owner of the Brazilian SUV manufacturer. The Ford Motor Company is the second largest automaker company in the U.S. and the fifth largest in the whole of Europe. The company is greatly impacted by both the external and the internal factors. External factors are factors that the company has no control over them while internal factors refer to those factors that the company can control. Some of the external factors that affect the company and should be examined as part of an external audit include; customers, competitors, labor environment, suppliers and partners and political factors. Among these five external factor, competitors and customers are the most influential in the Ford Company (David, 2013).
The Ford Motor Company faces competition from the General Motors Company which is also based in the United States and engages in sales of similar products as the Ford Motor Company. This factor greatly impacts on the company and forces it to enhance its customer services by providing delivery services, good warranties as well as generous prices. Failure to do so, the company may lose its customers to its competitor and reduce the company’s revenue. Customers also influence the Ford Motor Company because it always has to fulfill its customers’ needs and interests. A thorough analysis about the customers should continuously be carried out at the Ford Motor Company so as to be able to develop strategic plans. Ideally, a company needs to attract more customers and also retain the already existing customers through production of customer oriented products and services. Research shows that the more the number of customers the lesser the competition (Bartlett et al. 2013).
Internal factors that affect the Ford Motor Company include; personnel, accounting, technology and capital. The employees of Ford Motor Company influence the manner in which the company is managed. They also affect the performance rates of the company. Ford Motor Company regularly caries out trainings to its employees to ensure that they acquire the necessary skills. Capital is also an important internal factor because without capital the company cannot be able to access credits to pay its bills. In addition, technology is also an internal factor that greatly influences the performance and production of a company. Ford Motor Company uses complex and sophisticated technology (Longenecker et al., 2013).
Industry analysis is an important activity because it allows evaluation or assessment of the company’s performance. Analysis can be done on the accounts, the personnel, performance, production or even management. This enables c a company to note the effectiveness of each sector and make the necessary adjustments or improvements. Ford Motor Company has a monitoring and evaluation sector that monitors the progress of the company. Another important factor in a business company is benchmarking. This is where the performance of a company is compared to that of different organizations so as to learn whether improvements can be done (Longenecker et al., 2013). Benchmarking helps to improve the performance of a company. Financials in a business are important because they provide crucial information about the financial status of a company and therefore its success. Poor financials deteriorates the performance of a company while good financials improves the performance of a business (Wild et al., 2014). In conclusion, a company like Ford Motor Company is greatly affected by both the external and the internal factors. Moreover, industry analysis, benchmarking and financials play an important role in improvement of business.
References
Bartlett, C. A., Doz, Y., & Hedlund, G. (Eds.). (2013). Managing the Global Firm (RLE International Business) (Vol. 3). Routledge.
Longenecker, J., Petty, J., Palich, L., & Hoy, F. (2013). Small business management. Cengage Learning.
Wild, J., Wild, K. L., & Han, J. C. (2014). International business. Pearson Education Limited.
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Write a clear, concise, well organized analysis of a business case using correct grammar, composition and spelling. Please use theory, concepts, models, and research findings that you have been studying in our MGT 489 class to enrich your view of the case and help you to identify problems and support your analysis. In addition to the above criteria, you will be assessed on your ability to think creatively.
The assignment should include a maximum of three pages text double spaced 12 point Times-Roman font with one inch margins all around. You can also include an additional three pages of tables and or figures. Please completed assignment by December 15, 2014 with the subject heading MGT 489 (your section #) Individual Business Case Analysis
The elements of your business case analysis should include:
I. A Problem (or Opportunity) Statement
1. Please describe the most important strategic issue facing Coca-Cola’s ongoing expansion in China in 2014.
II. Elements of Analysis
2. Please describe the key economic and policy issues and trends in the China where the firm is operating.
3. Please describe the industry in which Coca-Cola is operating perhaps including information such as competitors, new entrants, substitute products, suppliers, the buyers and the intensity of industry rivalry.
4. Please identify the relevant stakeholders.
III. List Strategic Recommendations
5. Please list three strategic recommendations you would want top management to consider.
IV. Make a Final Recommendation
6. Please choose your most important recommendation and defend why it is the most important.
V. Learning Reflection
7. Please write one or two paragraphs that reflect on your own learning processes as you worked to complete this assignment.
Please use Case 20 in the text book (pages 666 – 674) as background information and be sure to research more current information online or at the library.
SAMPLE ANSWER
Coca Cola Analysis
A Problem Statement
Coca Cola similar to other firms operates with the objective of increasing its profit value over a specified period. To attain this objective, the company creates a value for very constraint it serves, such as, its customers, stakeholders, creditors and so forth. China is undeniably the best investment environment for Coca Cola Company. Therefore, re-investing in China in 2014 has eventually become the strongest brand. However, besides expanding its operations in China, Coca Cola is facing the strategic issue of advancing its product diversification plan so as to engross a wider customer base. Currently, Coca Cola has exhausted the key sectors in the soft drink industry, including the carbonated dinks, bottled water and juice products. All these products are available in the China Markets. Although Coca Cola Company may ha the potential to diversify its product lines, the escalating health awareness of customers is a major threat towards the expansion (Rudarakanchana, 2013).
Elements of Analysis
Key economic and policy issues and trends in the China
Coca-Cola’s market distinguishes its market using location and age factors. Location relates to determining where the consumers come from. Although, most of the viable customers come from rural regions, Coca Cola customer’s base is within the urban regions. China’s economic diversity supports such segmentation. Economy analysis investigates the local and the international economy in addition to the inflation and recession crisis. Essentially, economic factors take into account factors that influence the production process as well as the output. As much as Coca Cola Company has already developed a marketing plan to expand its operations in China in 2014, the economic condition is uncertain. Therefore, the company would encounter great hostility from the already existing firms when setting up the price. Besides this, income inequality is another economic issue that is affecting the success of Coca Cola Company in China. The inequality in terms of economic growth in different locations impacts the purchasing ability of the consumers. Another key issue is the policy issue. Currently, Chinese customers are very conscious about their health based on the global campaign against sugary products. Therefore, industries in China have implemented a policy to avoid sugary products. Therefore, fast food restaurants which sell most of Coca Cola products are not avoiding Coca Cola products for fear of loosing their customers (Rudarakanchana, 2013).
3. Industrial Analysis in which Coca-Cola operates
to determine the likelihood of success of Coca Cola Company in China, it is important to conduct an industrial analysis to have an insight of the Porter’s 5 forces affecting the company.
Threat of New Entrants/Potential Competitors
Entry barriers for Coca Cola Company in China are comparatively low. The consumer switching expenditure is insignificant and no capital is required. However, there are relatively new brands entering into the market with even lower prices than Coca Cola products. Coca Cola Company, nevertheless, offers its products as beverages and brand in order to embrace a larger market share. Therefore, the loyal customers are unlikely to try any substitute brand.
Threat of Substitute Products:
Energy drinks and beverages are diverse and numerous in the market. In this regard, Coca Cola Company is yet to produce an entirely incomparable flavor. Therefore, customers rarely note the difference between the flavors produced by Pepsi and Coca Cola.
The Bargaining Power of Buyers:
The bargaining power of Coca Cola Company has no influence on the company, whether in terms of production or setting up of prices.
The Bargaining Power of Suppliers:
Coca Cola Company has always used the same ingredients since its started operating. The major ingredients include carbonated water, phosphoric acid, sweetener, and caffeine. The company does not change its suppliers, and is probably the largest customer to its suppliers.
Rivalry among Existing Firms:
The key competitor is the Pepsi Company, which as well offers a variety of soft drink products using its brand. Other brands in the market that are yet to gain momentum are such as Dr. Pepper.
4. The relevant stakeholders.
In China, the objective of the Coca-Cola Company is to engage in direct distribution of its products by establishing a sales centre in a strategic location with a population density of about one million people. These distribution centres also operate as storage houses. The owners of these centers become stakeholders to the company and, therefore, controls them distribution process within a confined location. Other important stakeholders include the large wholesalers with vast experience in retailing process as well as private wholesalers that distribute the products to the local customers. Besides, Coca Cola company as well partners with the government. Furthermore, Coca Cola Company forms an association with fast food restaurant which helps in selling and promoting the products to their customers (Rudarakanchana, 2013).
III. List Strategic Recommendations
For Coca Cola Company to thrive in Chinese soft drink market should implement a reward system technique that serves as a motivation to its employees that promotes the product locally and internationally.
Coca Cola Company should improve its consumer relationship initiatives, especially in markets where government intervention is intense.
Coca Cola Company needs to market segment its products in order to understand the insight of consumer tastes and preferences.
Demographic issues are as well a major factor that the top management should explore. Each market environment has diverse culture and traditions which are significant in determining the strategic measure to include.
Make a Final Recommendation
Coca Cola Company should diversify and target growth segments in major markets.
This is a key recommendation over the rest. As illustrated, Coca Cola Company faces stiff competition from other large companies like Pepsi. Therefore, unless the company diversifies its product, that is, launching a new product in the market
V. Learning Reflection
Coca Cola is constantly increasing its reputation globally as it continuous expanding its operations in China in spite of the economic recession. It is apparent that its operations in China are almost a success since the company has already adopted the economic and policy issues required. Furthermore, their contributions to economic development in China, in terms of employment opportunities have compelled the Chinese government and other partners to collaborate for the well being and prosperity of China (Rudarakanchana, 2013).
Proposal of a reward and pay strategy to best benefit employees at Coca Cola
Order Instructions:
Project
For this project, you will research a well-known multinational company or a multinational organization that you know well and propose an appropriate reward and pay strategy that you believe would best motivate employees to meet the overall organizational strategy and objectives.
The task is to prepare and hand in a proposal including:
1)The nature of the project.
2)The sources of information you plan to use.
3)The most important concepts and techniques to be applied.
The following conditions must meet in the project:
1)Assess the organisation in terms of its organisational strategy, objectives, mission and values.
2)Analyse the environment in which the organisation operates with regards to industry, business life cycle, etc.
3)Evaluate the organisation’s current reward and pay strategies on two criteria: for meeting its overall organisational strategy and for maintaining competitive advantage in the face of new challenges and changing conditions.
4)Reach a reasoned and evidence-based conclusion about the level of success achieved by the organisation in motivating employees to reach organisational objectives and propose a reward and pay strategy that may better serve this purpose.
5)Your analysis and discussion should have a theoretical foundation based in library research and should demonstrate an awareness of the effect of cultural values on successfully managing a diverse workforce.
6)I want a typical and a quality answer which should have about 1700 words.
7)The answer must raise appropriate critical questions.
8)The answer must include examples from experience or the web with references from relevant examples from real companies.
9)Do include all your references, as per the Harvard Referencing System,
10)Please don’t use Wikipedia web site.
11)I need examples from peer reviewed articles or researches.
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Abstract
The global economic environment is increasingly becoming competitive, more turbulent and full of uncertainties. Most organizations are yet to understand the direct impact that worker have on an organization’s level of performance, profitability and ability to sustain competition. To attract and retain well qualified, talented, innovative, committed and motivated employees, who are key to sustaining an organization’s competitive advantage, appropriate reward and pay strategy need to be implemented, yet most organizations prefer using the best practise strategy, a pay and reward strategy used by most organizations, instead of adopting the best-fit approach, which involves adopting a reward and pay strategy that is relevant to the organization’s existing circumstances, and aligned to both the human resource and the organization’s strategy. Reward and pay strategy provide a pathway that links the organization’s and staff’s needs to the compensation policies within the organization. This research shall investigate the best and most appropriate reward strategy that the Coca-Cola company may adopt to increase worker’s motivation and sustain competition, performance, productivity and profitability. To achieve this, various literature and articles on reward and pay strategies shall be analysed and appropriate one suitable for Coca-Cola identified. The research shall begin by looking at the Coca-Cola company, in terms of its mission, objectives, values and visions, analyse the company’s life cycle, industry and environment, as well as the current reward and pay strategy existing in the company. Next shall be methodology, the literature review and finally discussion. The proposed reward and pay strategy shall be presented to the company for consideration.
Introduction
A good pay package for employees is no longer a guarantee that a company will attract and retain skilled, talented and motivated labour, and neither will it guarantee success and performance if it is not aligned with expected performance and organization’s objectives (Mujtaba & Shuaib 2010, 112). Research is increasingly showing that a goods basic pay alone is not enough in raising a company’s performance. Reward and pay strategy refers to the adoption of a pay and reward policies that are relevant and aligned not only to an organization’s strategy, but also to the human resource strategy and organization’s objectives. Companies need to constantly design and develop pay and other reward strategies that are relevant and that match or fit in their strategy (Yi & Hai2011, 12). Pay and rewarding system that a company adopts can be either rewarding or devastating to a company, calling for thorough planning when designing these compensation policies (Mujtaba & Shuaib 2010, 113). Employees are the most important resources in any company and therefore, all possible ways to keep them motivated need to be adopted. A motivated employee, whose performance is recognized and appropriately rewarded, is likely to perform even more and become innovative in his work. Most organizations do not understand the link between strategic reward system and organizations’ success, yet reward policies practises by an organization have the potential of making an organization very successful or succumb to competition. The Human resource department is vital in influencing the pay and reward strategies that companies adopt. Successful organizations perform periodical evaluation and upgrading of the company’s performance and compensation strategies. As organizations strive to succeed, register increased profits, out-perform each other and meet their objectives, they have to overcome hurdles emanating both from their internal operations such as reward and pay policies, management or from the external environment such as recession, taxation policies, cultural values and demographic factors. While there are many factors that may influence an organization’s performance, employees within an organization play a key role in influencing an organization’s performance and achievement of its objective. Pay and reward strategies tell a lot about a company and it is the most visible and crucial aspect to employees (Mujtaba & Shuaib 2010, 115). It is against this background that this proposal seeks to make further research regarding the pay and reward strategies practised in organizations, with special focus on the Coca-Cola company, and identify the link between strategy adopted and performance and the best strategy that the company may adopt to increase employees motivation.
Coca-Cola Company is one of the most stable multi-national companies in the world operating under the manufacturing industry (Geisel 2012, 15)
Mission
The company’s mission is to ensure that the world remains refreshed, happy, inspired and optimistic. It is also keen on creating value and making a difference to its customers ((The Coca-Cola chronicles, n.d))
Vision and Values
Its values include leadership, accountability, integrity, quality and collaboration, while its vision is to become a great working place where employees are inspired to produce their best, to supply to the world high quality beverage that satisfy customer needs, to maximize profits while at the same time remaining responsible and realize rapid growth and efficiency (The Coca-Cola chronicles, n.d)
The company’s micro and macro environment
The company operates in a very competitive environment, just like other manufacturing companies. Both micro and macro environmental factors influence the company’s performance. Micro environmental factors such as competitors such as Pepsi, suppliers, pressure group and customer are forces that the company needs to deal with, especially due to the fact that the company operates in various parts of the world which may present difficult challenges to the company’s performance. For example, the company has had to deal with pressure groups from several Muslim countries who at one point boycotted consumption of the company’s products (‘Coca-Cola freezes expansion at Varanasi due to protests, approval delay 2014, 8-10). Macro factors such as economic cycles, demographic factors, natural disasters and political factors also play a role in influencing the company’s performance. The company for example has registered a decline in profits during the resent global recession and profits from politically unstable environments have caused the company’s profits to dwindle in the affected regions. Despite these environmental challenges, the company has managed to maintain a commandeering lead in the supply of beverages across the globe, with its product and brand gaining worldwide popularity (Eavis ,2014)
The company’s life cycle
The company has made tremendous gains since its inception or birth to the point of reaching maturity. The company can be said to have attained the highest point of growth, maturity, characterised by rapid expansion, and increased departments, large number of employees and financial resources as well as extensive formalization. Management style can be categorized as synergist, indicating a sophisticated and efficient management.
The current reward and pay strategies
The company’s pay and reward strategy and policies are intended to help the company achieve its strategic goals, missions and visions. Its reward system incorporates basic pay or salary, compensations, and other benefits such as healthcare policies. Coca-Cola company has incorporated a number of rewards in order to enhance performance of the employees. An eclectic approach include compensation that is the usual basic salary and other monetary incentives, ability to get loans and also incentives like promotions and other career growth opportunities. The working environment facilitates a good co-existence amongst the employees and also with those in management. Trainings are organised to facilitate personal growth that will in return lead to competence and achieving of the set targets. The Human resource is key in maintaining the staff that is essential to the good performance of the company. The release of performance results also means extra bonuses and recognition of individual workers’ contribution that is good for esteem growth and identification with the company. The individual assignments given will also lead to opportunities to identify the weak personal points and offer training to fill these gaps and in future lead to better performance both at the individual targets and the company’s targets (Anfuso 1994, 112)
Methodology
This research shall be based upon review of various literatures examining of documents regarding the reward and pay strategies that can motivate employees and enhance their performance. The main literature reviewed shall be articles, books, business journals and periodicals, and other relevant human resource related publications related to reward and pay strategies, so as to find out the best reward and pay strategies that human resource most recommended by HR experts and practised by most successful and modern organizations.
Literature Review
For an organization to succeed and maintain a competitive edge over the rest, it has to effectively reward and motivate its employees. The human resource department has the responsibility of managing performance of both employees and managers. The reward and pay policies an organization adopts is responsible for motivating workers, especially when it is timely, effective and comprehensive (Yi & Hai 2011, 15). Studies show that there is a positive relationship between an employees pay and reward, to general organization’s performance. If employees perceive the pay and reward to be fair, they are more likely to be motivated towards their work (O’Byrne & Gressle 2013,28). Organizations need to reward any improvement in performance and employees’ quality work because if workers link the reward and pay to their performance and work, then they are more likely to strive towards producing quality results. To encourage employees to always be ethical at the work place, then managers may find a need to reward workers behaviour to motivate such ethical behaviours. The HR department has also the responsibility of ensuring that the reward systems adopted are in line with the organization’s values, missions and objectives. The pay and reward systems should also be based on merit and highly performing employees should receive higher rewards (Zenger 1992, 200). Most HR specialist recommend adoption and implementation of a total reward strategy. This whole-some strategy encompasses compensation, which includes basic pay, pay increase, promotions and merit pay. It also includes benefits such as health care benefits and retirement benefits, as well as off-time considerations. A comprehensive reward system should also allow for personal growth through regular training, provide opportunity for career development, and fair performance management ((Gross & Friedman 2004, 8))
Conclusion
To further sustain its competitiveness, provide quality product that refresh the world, and increase employees innovation, a total reward strategy would be the best for the company to adopt. Various employees are motivated differently, either intrinsically or extrinsically. A total reward system will address all the different types of worker expectations (Gross & Friedman 2004, 8). This will keep them motivated and productive. The company will also be able to retain them and make use of their talent.
List of References
Anfuso, D 1994, ‘HR unites the world of Coca-Cola’, Personnel Journal, 73, 11, p. 112.
‘Coca-Cola freezes expansion at Varanasi due to protests, approval delay’ 2014, FMCG Snapshot, pp. 8-10.
Eavis, P 2014, ‘Coca-Cola, yielding to criticism, revises its proposal for executive pay’, The New York Times, 2014, Opposing Viewpoints in Context.
Geisel, J 2012, ‘Coca-Cola designs innovative captive plan’, Business Insurance, 46, 19, p. 15.
Gross, S, & Friedman, H 2004, ‘Creating an Effective Total Reward Strategy: Holistic Approach Better Supports Business Success’, Benefits Quarterly, 20, 3, pp. 7-12.
Mujtaba, B, & Shuaib, S 2010, ‘An Equitable Total Rewards Approach to Pay for Performance Management’, Journal Of Management Policy & Practice, 11, 4, pp. 111-121.
O’Byrne, S, & Gressle, M 2013, ‘How ‘Competitive Pay’ Undermines Pay for Performance (and What Companies Can Do to Avoid That)’, Journal Of Applied Corporate Finance, 25, 2, pp. 26-38.
Yi Hua, H, & Hai Ming, C 2011, ‘STRATEGIC FIT AMONG BUSINESS COMPETITIVE STRATEGY, HUMAN RESOURCE STRATEGY, AND REWARD SYSTEM’, Academy Of Strategic Management Journal, 10, 2, pp. 11-32.
Zenger, TR 1992, ‘Why Do Employers Only Reward Extreme Performance? Examining the Relationships among Performance, Pay, and Turnover’, Administrative Science Quarterly, 37, 2, pp. 198-219.
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The Capstone Project Integration Theory Order Instructions: Read about your final project
The Capstone Project:
The Capstone Project Integration Theory
Description: The capstone project must be related to the student’s field of study, future employment, and/or scholastic goals and is carried out under faculty and/or industry supervision. The capstone project integrates theory and application from across the student’s undergraduate educational experiences and presents an opportunity for the student to demonstrate mastery of curriculum content through a final project. It is the students’ signature statement highlighting the educational training they received. Capstone projects may be displayed in a college fair that is open to employers and the general public.
Students must complete a capstone project which includes a 20-page paper, (including your title and reference page), a 5-7 slide PowerPoint Presentation and a 5-15 minute video. Students must submit a proposal to the instructor using the Capstone Proposal Template available from the instructor in Week 1. You may work alone or in a team for this final capstone project. The proposal tells the instructor what you plan to research or produce and why and how you plan to do it. Remember (In addition to submitting the proposal, students are required to submit a final paper and a 5-7 slide PPT presentation. In addition to submitting the proposal and PP, students are required to submit a final paper, a 5-15 minute video.)
The Capstone Project Integration Theory Goals
1. Complete a major project that clearly demonstrates the upper-level skills expected of graduates in their major.
2. Demonstrate dependability, initiative, time-management, organization and prioritization skills.
3. Write a formal proposal describing the topic or project to be researched and describing how the research will be conducted or how the project will be completed.
4. Work responsibly either independently or with a group of their peers in the design, implementation, and presentation of a capstone project.
5. Resolve group communication concerns, personal/professional disagreements that may impede the completion of their project.
Input: Instructor coaches and facilitates learner identification and acquisition of learning materials.
Tasks:
•Identify the subject or topic to be written about.
•Outline the steps in problem identification and problem-solving
•Identify a problem to be solved by a real employer, mock employer or the team itself, acting as an entrepreneur.
•Write a proposal regarding the solutions to be implemented and the implementation plan.
•Formulate design specifications of the plan.
•Finalize design specifications based on predetermined criteria and the customer’s needs.
•Create a budget for the plan.
•Present a marketing plan to a group of third-party observers.
•Write a concluding report on the plan.
Present a follow-up report of the plan to peers.
The final paper is expected to be a minimum of 20 pages:
•An introduction that gauges the significance and value of the topic.
•A review of the literature pertaining to the topic so it’s clear that you researched existing knowledge (both theoretical and applied) to establish the context in which your paper is situated.
•A description of the methods or tools used in conducting your study, the process used to gather and evaluate information, and a narrative documenting the critical decisions made in crafting your argument.
•A reporting of results and a summary of the findings of your investigation.
•A conclusion that reviews how your paper speaks to the work that has already been done in the field, how it compares to works of others and any recommendations that you feel are needed.
5 of these pages include:
•Title page
•Executive Summary–a description of the topic and its importance, the research question and how you have answered it, and what your results indicate. 250 words or less.
•A reference and appendices section citing all of the sources you used in your paper. References and Appendixes may exceed 1 pg. and the 5 page total when doing so is a consequence of the volume of either.
The Capstone Project Integration Theory Sample Answer
Abstract
Effective change implementation happens to be an issue that often presents significant problems for employees. These problems often arise from the resistance to change on the part of employees. This study aims at investigating the significance of the change to organizations. This study employed a qualitative approach to accomplishing its goals. Besides, this study focused on identifying why employees often resist change and methods of making employees feel comfortable with the process of change implementation. Random sampling was employed in selecting respondents for the study. Besides, interviews were employed in gathering information from participants. Data analysis was executed using content analysis. In the study, 50% of the respondents claimed that training workers are the most effective mechanism of overcoming resistance in firms. 33% of the respondents suggested that the most effective method of overcoming resistance in organizations is involving workers in the process of change execution. On the other hand, 17% of the participants considered the consideration of workers’ interests as the most effective mechanism of overcoming change. Moreover, 50% of participants considered job layoffs as the most feared aspect of change. 33% of the participants argued that the most feared aspect of change is the need to adopt novel methods of performing duties. 17% of the respondents suggested that the most feared aspect of change is increased tasks that often accompany change.
Contents
1.0 Introduction. 4
2.0 Objectives. 5
2.1 Main Objective. 5
2.2 Specific Objectives. 5
3.0 Problem Statement and Justification. 5
4.0 Research Questions. 5
5.0 Literature Review.. 6
5.1 Organizational Change. 6
5.2 Overcoming Resistance to Change. 7
5.3 Significance of Change in Organizations. 9
6.0 Methodology. 11
7.0 Results. 13
8.0 Discussion. 21
9.0 Conclusion. 24
10.0 Limitations of the Study and Recommendations. 24
11.0 Reference. 26
12.0 Appendix. 29
Why Changes are Important in Organizations
The Capstone Project Integration Theory Introduction
Organizations need to ensure that they adapt to the volatile external and internal business environment to enable them to compete favorably with their rivals, and expand their operations. Taking into consideration aspects of continuous advancements in the technological, social and economic factors, it is significant that firms change the manner in which they are organized. Organizational change refers to the actions or measures that have to be adopted by companies’ management to enable to firms respond effectively to the wider socio-economic environment via the turnabout of systems/structures, processes and behaviors that target at the advancement and development of a firm (Bala & Venkatesh, 2013). One of the primary reasons that necessitate change within firms is the progression/evolution of technology. New products, raw materials, operations, and methods require firms to adapt and execute new technologies. Besides, such changes are needed on the part of workers as they enable employees to engage in a constant or continuous process of updating their knowledge. Furthermore, companies require change as it helps them be in line with the novel, mergers, acquisitions, globalization and corporate restructuring or reorganization. The constant change of demand and supply, abolition or creation of novel methods alongside the establishment of novel services makes market operations a dynamic and ever-changing system, and not a sum of procedures, which lack the ability to respond/counter novel needs and contribute to the establishment of vital solutions. In addition, firms should not overlook the political and social factors that influence companies and direct them towards the processes of change. Resistance from employees is one of the principle reasons that often contribute to the failure of change initiatives (Rashid & Zhao, 2010). Some of the factors that always make employees develop resistance to change are an increased workload, fear of job/work layoffs, poor comprehension of the necessity for change and contentment/satisfaction with the status quo. Taking these aspects into consideration, there is a need to investigate the significance of the change to organizations. Such an undertaking will help firms eliminate issues that are associated with the resistance to change on the part of employees.
2.0 Objectives
2.1 Main Objective
To investigate why change is important to organizations
2.2 Specific Objectives
To investigate the suitable methods that organizations can employ in implementing change or make employees comfortable with the change process.
To identify the reason that makes employees resist change
3.0 Problem Statement and Justification
Approximately 70% of significant changes that are executed by firms like quality improvement initiatives and mergers often end up failing (Drew & Wallis, 2014). One of the principal factors that often contribute to the failure of successful change implementation is resistance from workers/employees. Employees always resist change as they are satisfied with the current state of events in their firms and are afraid of the new alternations that often accompany change. Taking this aspect into consideration, there is a need to investigate the significance of the change in organizations with the aim of eliminating issues such as resistance.
4.0 Research Questions
why change is important to organizations
What are the suitable methods that organizations can employ in implementing change or make employees comfortable with the change process?
Why do employees resist change?
5.0 Literature Review
5.1 Organizational Change
Organizational change refers to the adaptation of new behavior, actions or ideas by a firm with several perspectives/notions on organization development and strategic change. The responsibility of team leaders or managers is vital in ensuring that change is implemented in organizations in a successful way. In organizations, changes often range from psychological evolution/transitioning to organization downsizing, and from technological to structural alterations. Organizational change focuses on transformational and operational alterations. According to Bala & Venkatesh (2013), transformational change takes into consideration the renewal and redesign of the organization, which is always accomplished by the effort arising from management science modeling. Battilana & Casciaro (2012), argue that organizational change happens in many several forms such as the launching of novel innovations or technologies, novel process of administrative structures, new processes or any procedure that is novel to a firm. For organizations to accomplish a successful change implementation, they need to have adequate time and avoid making mistakes in the course of executing the intended change. Making of mistakes during change implementation can result in a devastating effect/impact on the success of executing the intended change. Some of the issues associated with making mistakes during change implementation are negating all gains and delaying the momentum of change execution.
According to Christensen (2014), change refers to the creation of knowledge and its dissemination, and altered coordination/harmonization and communication trends/patterns. In addition, effects of modeling structures or systems of organizations are restricted to the creation of novel organizational routines and roles. In relation to this, the operational changes that result from modeling are have many similarities to those operational changes that are acquired via other forms/types of process innovation.
5.2 Overcoming Resistance to Change
Resistance on the part of employees is the principle factor that often contributes to the failure of successful change implementations in organizations. Individual always fear and resist changes. According to Drew & Wallis (2014), firms can manage to overcome resistance to change on the part of employees using mechanisms such as education/training and commitment, involvement and participation, facilitation and supports, manipulation and co-optation, negotiation and agreement, and implicit and explicit coercion. Administrative and technical changes often affect the performances of companies via distinct paths. Technical alterations possess a positive and direct influence on performances of organizations, while administrative alterations promote performances of firms in an indirect manner via technical changes. In addition, organizational culture plays a vital role in relation to the adaptation of administrational changes. According to Mantere; Schildt & Sillince (2012), firms can moderate the changes/impacts of changes via three aspects, which are opportunity, motivation and potential of change.
Rashid & Zhao (2010) argue that organization can manage to make their employees feel comfortable with the introduced changes when they involve them in the change implementation processes. When individuals or workers are engaged in the process of change implementation, they often develop the feeling of being part of the process. As such, these workers often work towards the realization of the effective execution of the change process. One of the mechanisms organizations can employ in engaging their employees in the process of change implementation is asking them for opinion and integrating such suggestions in the change execution process.
According to Savolainen (2013), companies can manage to realize effective change management when they engage in the clear definition of the necessity or need for the intended change. One of the methods that organizations can employ in realizing this goal is communicating the benefits of the intended change to employees and to the organization. This approach is significant in ensuring that employees are motivated to work towards the realization of an effective execution of the intended change as they expect to benefit from them. Motivation acts a vital component of increasing employees’ commitment towards the realization of organizational changes.
Sharif, M & Scandura (2014) claim that companies should ensure that they address the needs of individuals/employees who are involved in the change implementation process. Such an undertaking is vital in ensuing that workers develop the feeling of being appreciated by their managements. Prioritizing the interest of employees in the process of change implementation acts a significant step in the realization of a successful change execution.
According to Savolainen, T. (2013), firms can manage to make their employees feel comfortable with the process of change implementation by designing flexibility into their intended changes. In relation to this, organizations can design flexibility into changes by phasing such changes whenever possible. Such an approach is vital in ensuring that employees are places at suitable position of redefining their roles in the course of change implementation. In addition, top management should ensure that they are open and honest to their employees concerning the process of executing their intended changes. Managements should also focus on the positive dimensions of their intended changes. This attitude should also be instilled in employees as they are significant stakeholders in change execution.
According to Nasir & Zafar (2014), companies can enhance the process of change implementation by ensuring that their employees undergo effective training on the issue to be introduced in the organization. In relation to this organizations should focus on the delivery of training programs/interventions. According to Rashid & Zhao (2010), training interventions are more effective in promoting a successful change implementation process than processes like communication, conducting meetings, self-esteem, team building and coaching.
5.3 Significance of Change in Organizations
According to Sharif & Scandura (2014) and Savolainen (2013), change is vital in organizations as it enables firms to cope up or keep pace with the emerging innovations or technological developments in the society. Transforming firms in line with novel innovations helps organizations to edge out their rivals. Besides, such embracement of emerging technologies ensures that companies enhance or increase their productivity. In 1980s, the launching of the CDs (Compact Disks) acted as a perfect example of the importance of change in technological advancements (Savolainen, 2013). Record companies that embraced this technology witnessed immense gains as the production of CDs was noted to be cheaper than the manufacture of LDs. Integrating change in relation to the emerging innovations assists firms in the development of novel procedures that can be employed in executing various activities and operations.
Nasir & Zafar (2014) argue that organization should embrace change as it contributes significantly to the effective management of crises. Change often becomes a necessity organization find themselves in crises. Change helps firms to rectify some of their activities or processes that have become inefficient or ineffective. The implementation of changes to discard or eliminate these activities or processes helps firms to handle turbulent times in an effective manner. Moreover, changes ensure that organizations evade costs of sustaining processes and activities that happen to be inefficient and ineffective. Comprehending that change is significant in addressing problems such as fear of job lay-offs, increased turnovers and incompatible corporate cultures, which always arise from mergers and acquisitions, offers a suitable platform on which firms can identify appropriate methods of implementing changes (Nasir & Zafar, 2014).
According to Rashid & Zhao (2010), apart from enhancing the skills and competitiveness of employees, changes in firms helps in ensuring that organizations keep pace with globalization, which can act as an opportunity or threat. Globalization has ensured that companies produce services and goods at reduced/lower costs in some regions than others. In their bid to cope with globalization, firms should ensure that they comprehend the regional and cultural differences that exist in various markets or industries. Such an understanding ensures that organizations are equipped with knowledge that can be employed in developing approaches for the industries or markets in which they operate. Other external factors that require firms to embrace are increased or decreased market/industry opportunities, competition and legislation.
Development of the appropriate organizational culture is vital in ensuring that organizations instill right values in their taskforces. Such values ensure that there is an effective interaction and peaceful coexistence among employees, and between the organization and society. According to Raffaelli & Glynn (2014), many firms always initiate or introduce change with the aim of improving their organizational cultures. Changing or altering the organizational cultures, which can take into consideration values, feelings, basic beliefs and external and internal associations, improve firms’ efficiency and productivity. The integration of effective organizational cultures in firms also ensures that organizations are places at suitable positions of attracting novel consumers, reducing production costs and increasing customer satisfaction. Moreover, firms with appropriate organizational cultures often increase their employee retention capacities (Raffaelli & Glynn, 2014). The top managements of companies are always in charge of driving the culture changes. As such, these managements should ensure that they involve employees in their change implementation processes. Owners of businesses should also ensure that they are engaged in the retention of commitment or dedication of their workers during the process.
6.0 Methodology
Qualitative approach was employed in this study. The principle aim of a qualitative research is to develop an in-depth contextual understanding of events or phenomena, which are being studied or investigated. Qualitative research focuses on capturing and evaluating feelings, experiences and thoughts (Bansal & Corley, 2012). The three research questions were relevant to the research as they aimed at revealing significance of change to firms, ways of making employees feel comfortable with the process of change and why employees often resist change (Roberts, 2004). Moreover, the nature of the study questions, which were used in the realization of this research’s aims, was in line with the interpretivist concept/approach to research methodology (Brown, 2010). Most of the answers/responses that were obtained from participants were interpreted with the aim of comprehending the results, as opposed to describing them.
Simple random sampling (SRS) was employed in selecting respondents for the study. In random sampling, every member of the population to be studied has an equal chance to participate in the research (Creswell, 2005). The whole process of sampling is executed in a single stage with every subject being selected independent of the other population members. Random sampling was employed in this study as it enabled easy assembling/gathering of the samples/participants. Moreover, it offered a suitable platform on which a fair selection of respondents was realized as every person had an equal chance of participating in the research. Furthermore, the use of this method ensured that the findings that were obtained in the study were employed as representatives of all organizations and employees (Ellis & Levy, 2008). As such, the use of this selection technique ensured that issues such as biasness of selection process were eliminated from the study. In relation to this, six participants were selected for the study. Respondents were three junior employees and three departmental supervisors.
Semi-structured interviews were used to gather data from the participants. This technique was adopted as semi-structured interviews ensured that a phenomenological approach, which focused on individuals’ perspectives, interpretations and perceptions of certain circumstances, was employed in the study (Fan, 2010). Semi-structured interviews are often executed in with a fairly open model/framework that permits a focused and conversational two-way communication. As such, this approach ensured that the researcher could give and acquire information from the respondents (Pole & Bondy, 2010). Contrary to the use of the questionnaire model, where detailed questions are established prior to the actual interview of respondents, semi-structured interviewing begins with general topics and questions. However, some questions may be developed prior to the interview to help guide the interviewing process (Leedy & Ormrod, 2010). The rest of the questions were asked during the interviewing process so as to enable the researcher and interviewees have the flexibility of probing for adequate information on the topic under investigation.
Respondents were briefed about the topic under investigation and informed about the significance of the study. Their consent was then sought prior to them being probed. Besides, participants were assured of their safety and privacy in relation to participating in the study (Nieto; Wittek & Heyse 2013). The interview was the executed during which the conversation between the researcher and respondents was recorded.
Data analysis was executed using content analysis. Content analysis involves analyzing and comprehending the collections of texts. This technique was employed in reducing the large quantity of unstructured to a relevant and manageable content of the research questions/evaluation questions (Peisko & Toder 2013). In relation to this, the information gathered from the study was categorized under three themes that include significance of change in organizations, how to make employees comfortable with change and why employees often fear/resist change.
7.0 Results
Significance of Change in Organizations
Participant
Response
1st Supervisor
Helps organizations in coping up with recent innovations, handling problems and developing appropriate organizational cultures.
2nd Supervisor
Enables organizations to keep paces with the emerging technologies, improve their cultures and get rid of ineffective processes of productions.
3rd Supervisor
Ensures that firms replace obsolete technologies or processes with new ones, rectify mistakes that can impact negatively on the production processes and restructure their operations
1st Employee
Helps firms in adopting new methods of production, and rectifying mistakes that contribute negatively to the productivity of organizations.
2nd Employee
Help firms adapt to new technologies and improve their production processes.
3rd Employee
Helps firms improve their relationships with clients
In the table above, it can be noted that change is often associated with many benefits to organizations. Some of these benefits of change are it helps firms adapt to new technologies, adopt cultures that foster good relationship with consumers. Change also help firms correct mistakes and get rid of obsolete or ineffective operations/innovations.
Significance of Change to Employees
Participant
Response
1st Supervisor
Ensures that employees enhance their skills and improve their values
2nd Supervisor
Helps employees increase their productivity and skills
3rd Supervisor
Ensures that employees are placed in a suitable position of improving their skills
1st Employee
Ensures that workers enhance their skills and competitiveness.
2nd Employee
Helps workers enhance their competitiveness
3rd Employee
Enhance the skills of workers
The table above reveals that change also has benefits to employees. Change helps employees improve their skills, thereby enhancing their competitiveness.
How to Make Employees Comfortable with the Change
Participant
Response
1st Supervisor
Informing workers about the significance of such changes, training workers on the issues to be introduced and involving employees in the implementation process.
2nd Supervisor
Educating employees on the issues to be introduced, informing employees about the benefits of the intended changes to them and to the organization. Involving workers in the process of change execution.
3rd Supervisor
Educating employees on the issues to be introduced in the organization. Engaging employees in the entire process of change.
1st Employee
Consideration of the interests of workers and trainings
2nd Employee
Informing employees about the changes and training of employees
3rd Employee
Involving workers in the process of change alongside training them
In the table, it can be noted that organizations can adopt several ways in making their employees comfortable with change. Some of these ways include educating or training employees, engaging or involving employees in the process of change, informing employees about the significance of change and considering the interests of workers in the change implementation process.
The Most Effective Method of Overcoming Resistance
Participant
Response
1st Supervisor
Training
2nd Supervisor
Training/education
3rd Supervisor
Involvement of employees
1st Employee
Training/education
2nd Employee
Consideration of employees’ interests
3rd Employee
Engagement/involvement of employees
In the table, it is shown that the most effective method that can be employed in overcoming change is training employees. 50% (3 respondents) of the participants argued that training employees is the most effective method of overcoming resistance in organizations. 33% of the respondents argued that the most effective mechanism of overcoming resistance in organizations is engaging workers in the process of change implementation. On the other hand, 17% (1 respondent) of the respondents considered the consideration of employees’ interests as the most effective method of overcoming change.
Why Employees Fear Change
Participant
Response
1st Supervisor
Job lay-offs and fear of abandoning their old ways of doing things.
2nd Supervisor
Job lay-offs and use of new methods of conducting duties.
3rd Supervisor
Lack of knowledge on the significance of change, retrenchments or job lay-offs, and the need to conduct their duties in new ways
1st Employee
Retrenchments, increased tasks and new methods of executing tasks
2nd Employee
Retrenchments, increased tasks and new methods of executing duties.
3rd Employee
Retrenchments and new ways of performing their duties.
In the table above, it can be noted that respondents pointed out several reasons that make employees fear change. Employees often resist change due to the fear of job lay-offs, increased tasks and new methods of performing their operations. Besides, some employees resist change because they want to stick with their old methods of executing their operations/contentment with the status quo.
The Most Feared Aspect of Change
Participant
Response
1st Supervisor
Job Lay-offs
2nd Supervisor
Job Lay-offs
3rd Supervisor
New methods of executing tasks
1st Employee
Job Lay-offs
2nd Employee
New methods of executing tasks
3rd Employee
Increased duties
The table above reveals that the most feared aspect of change is job lay-offs. In the study, 50% (3 respondents) considered job lay-offs as the most feared aspect of change. 33% (2 participants) of the respondents argued that the most feared aspect of change is the need to adopt new methods of performing tasks. 17% (1 participant) of the respondents claimed that the most feared aspect of change is increased duties that often accompany change.
8.0 Discussion
This paper aimed at investigating the significance of change in organizations. Besides, the paper focused on identifying the reasons why employees or individuals often fear change and methods that can be employed by firms in overcoming employees’ resistance to change. In relation to the significance of change in companies/organizations, employees pointed out several benefits that are associated with change in organizations. It was noted that change often enable organizations to cope up with the pace of technological advancements and to correct mistakes that may impact negatively on the product processes. Furthermore, it was noted that change enables firms to adopt cultures that might help in fostering good relationships with consumers/clients. These findings were in line with the findings of Sharif & Scandura (2014) and Savolainen (2013) that change is vital in firms as it enables organizations to cope up or keep pace with the emerging innovations. Besides, the findings match those of Nasir & Zafar (2014) the change contributes significantly to the effective management of crises. All these measures are often aimed at ensuring that the productivity and competitiveness of firms are increased or enhanced as demonstrated in the statements of the 1st and 2nd supervisors shown below:
1st Supervisor:Change helps organizations in several ways such as coping up with recent innovations, handling problems and developing appropriate organizational cultures. Embracing these developments is significant in ensuring that companies increase their productivity
2nd Supervisor: The significance of change lies in the fact that is enables organizations to keep paces with the emerging technologies, improve their cultures and get rid of ineffective processes of productions. As a result, firms are placed in a suitable of competing with their rivals in an effective manner.
It was noted that employees often benefit from the process of change by improving their skills and competitiveness through training programs that are often executed on the issues to be implemented in the organization. This finding was evident in the statements of participants as shown below:
1st Supervisor: Change ensures that employees enhance their skills and improve their values via training that are provided to them prior to the implementation of change.
3rd Supervisor: Change ensures that employees are placed in a suitable position of improving their skills, which in turn ensures that they can cope up with novel innovations.
1st Employee: Change is significant in ensuring that workers enhance their skills and competitiveness.
2nd Employee: Change helps workers improve or enhance their competitiveness
These findings are in line with the findings of Rashid & Zhao (2010) that change often ensures that employees increase their skills and competitiveness.
The study also identified that employees often fear change due to several reasons. The reasons that were participants pointed out are fear of job lay-offs, fear of performing takes using new methods and fear of increased activities. Moreover, it was noted that some employees often resist change because they want to stick to the old method of performing tasks. These findings were proved by statements workers always fears issues such as retrenchments, increased tasks and new methods of executing tasks that often accompany change. And most employees always fear job lay-offs. Others also fear abandoning their old ways of doing things from the 1st employees and 1st supervisor respectively. In addition, 50% of the respondents argued that the most feared aspect of change is job lay-offs that often accompany it. 33% of the participants considered the need to executed duties using new methods as the most feared aspect of change. 17% of the participants claimed that the most feared aspect of change is increased tasks as shown in figure 3 of the appendix. In relation to this, it can be argued that the most feared aspect of change is job lay-offs.
Taking into consideration the aspect of making employees comfortable with the change process, participants pointed out several ways of overcoming resistance to change. These ways included training employees, engaging employees in the process of change execution, considering the interests of employees prior to and during change implementation process, and informing employees about the significance of change to them and to the organization. In relation to this, 50% of the participants claimed that the most effective methods of making workers comfortable with the process of change is training or educating them on the new issues to be introduced in organizations. 33% of the respondents claimed that the most feared aspect of change is the need to adopt new methods of performing tasks. 17% of the participant argued that the most feared aspect of change is increased tasks that always come with change. As such, these findings match that those of Drew & Wallis (2014) that firms can manage to overcome resistance to change using mechanisms such as education/training and commitment, involvement and participation, facilitation and supports, manipulation and co-optation. In relation to these findings, it can be argued that the most feared aspect of change is job lay-offs.
9.0 Conclusion
Change happens to have many benefits to organizations. Change ensures that companies are in a position to cope up with new innovations, rectify their mistakes and improve their organizational cultures. Besides, change often ensures that workers enhance their skills and competitiveness. However, employees often fear change due to uncertainties that accompany it such as job lay-offs, increased tasks and need to perform duties using new methods, which are not known to employees. Taking into consideration the significant benefits of change to organizations and employees, firms should focus on overcoming resistance by training employees on intended changes, informing workers about the significance of changes to them and to the organization, engaging employees in the process of change and considering the interests of workers during the implementation of change.
10.0 Limitations of the Study and Recommendations
The principle limitation of this study is that only few respondents were interviewed. As such, further research should focus on executing their operations by interviewing a large sample so as to ensure that appropriate conclusions can be established.
Organizations should focus on training employees on the issues to be introduced in firm as this has been identified as the most effective method, which can be employed in overcoming resistance to change in firms. Such an undertaking is vital in ensuring that firms do not retrench their workers in a bid to look for employees with adequate skills to handle tasks associated with the introduced changes (Drew & Wallis, 2014). In this manner, organization can manage to address the fear of job lay-offs, which has been pointed out by employees as the most feared aspect of change.
11.0 Reference
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12.0 Appendix
Figure1: Pre-set Interview Questions
What are the significances of change to organizations?
What are the significances of change to employees?
What are the some methods of making employees feel comfortable with change implementation in an organization?
What is the best method of overcoming resistance in an organization?
Why do individuals/employees fear change?
What is the most feared aspect of change in an organization?
Figure 2: Participants’ Responses
What are the significances of change to organizations?
1st Supervisor: Change helps organizations in several ways such as coping up with recent innovations, handling problems and developing appropriate organizational cultures. Embracing these developments is significant in ensuring that companies increase their productivity
2nd Supervisor: The significance of change lies in the fact that is enables organizations to keep paces with the emerging technologies, improve their cultures and get rid of ineffective processes of productions. As a result, firms are placed in a suitable of competing with their rivals in an effective manner.
3rd Supervisor: Change is vital in ensuring that firms replace obsolete technologies or processes with new ones. It also ensures that firms can rectify mistakes that can impact negatively on the production processes. In addition, change ensures that firms restructure their operations or production processes with the aim of venturing into new markets. All these measures often result into increased productivity to firms.
1st Employee: Change helps firms in adopting new methods of production, and rectifying mistakes that contribute negatively to the productivity of organizations. Such measures are vital in ensuring that firms compete favorably with their rivals.
2nd Employee: Organizations often implement change with the aim of adapting to new technologies and improving their production processes. These undertakings are significant in ensuring that firms increase their productivity.
3rd Employee: Change plays a significant role in firms. For example, when companies implement changes that are aimed at improving their relationships with consumers, such companies can manage to attract more clients, which in turn can generate more revenues to the concerned organizations.
What are the significances of change to employees?
1st Supervisor: Change ensures that employees enhance their skills and improve their values via training that are provided to them prior to the implementation of change.
2nd Supervisor: Change helps employees increase their productivity and skills
3rd Supervisor: Change ensures that employees are placed in a suitable position of improving their skills, which in turn ensures that they can cope up with novel innovations.
1st Employee: Change is significant in ensuring that workers enhance their skills and competitiveness.
2nd Employee: Change helps workers improve or enhance their competitiveness
3rd Employee: When workers are exposed to trainings that come as a resulted of the intended changes, they often enhance their levels of skills.
What are the some methods of making employees feel comfortable with change implementation in an organization?
1st Supervisor: organizations can help their employees feel comfortable with changes by informing workers about the significance of such changes, training workers on the issues to be introduced and involving employees in the implementation process.
2nd Supervisor: Firms should ensure that employees are educated on the issues to be introduced, employees should also be informed about the benefits of the intended changes to them and to the organization. Besides, workers should be involved in the process of change execution.
3rd Supervisor: Employees need to be educated on the issues to be introduced in the organization. Besides, employees should be engaged in the entire process of change.
1st Employee: The management should take into consideration the interests of workers prior to the implementation of changes. In some cases, employees may not have the skills that are needed in the performing tasks that are associated with such changes. As such, there should be trainings before changes are implemented.
2nd Employee: Companies should ensure that employees have adequate knowledge about the intended changes. Besides, there should be training of employees on issues to be introduced in firms so as to avoid replacement of the existing workers with new ones who have knowledge and skills on the introduced changes.
3rd Employee: Workers should be involved in the process of change and be trained on the issues to be introduced in the organizations.
What is the best method of overcoming resistance in an organization?
1st Supervisor: Training happens to be the best method of overcoming resistance.
2nd Supervisor: Employees should be educated on the issues to be introduced in firms
3rd Supervisor: Workers should be involved in the change process
1st Employee: Employees should be educated on the issues to be introduced in firms
2nd Employee: Firms should ensure that employees’ interests are considered prior to the implementation of changes.
3rd Employee: Employees should be engaged in the process of change implementation.
Why do individuals/employees fear change?
1st Supervisor: Most employees always fear job lay-offs. Others also fear abandoning their old ways of doing things.
2nd Supervisor: Many workers often fear the uncertainties that are associated with change such as job lay-offs and use of new methods of conducting duties.
3rd Supervisor: Employees are always afraid of issues such as, lack of knowledge on the significance of change retrenchments or job lay-offs, and the need to conduct their duties in new ways
1st Employee: Workers always fears issues such as retrenchments, increased tasks and new methods of executing tasks that often accompany change.
2nd Employee: Employees often fear issues such as retrenchments, increased tasks and new methods of executing duties.
3rd Employee: Many employees always fear matters such as retrenchments and new ways of performing their duties.
What is the most feared aspect of change in an organization?
1st Supervisor: Most employees fear lay-offs
2nd Supervisor: Many employees fear retrenchments or job lay-offs
3rd Supervisor: Most employees are always afraid of the new methods they need to employ in conducting their tasks
1st Employee: Many workers fear retrenchment
2nd Employee: Many employees fear new methods of executing their tasks
3rd Employee: Many workers fear increased duties that accompany change
