In this context, an ‘expert system’ is an information system, or application, that dynamically simulates the advice that would be given by a human
expert when asked about a ‘problem’ related to their field of expertise. For example, an expert HR consultant might be asked how much severance needs to be paid to an employee being dismissed. The HR consultant would ask the ‘client’ a series of questions such as … is there a union contract? Is the
company governed by provincial or federal employment standards? How long has the employee worked for the company? How much money does the employee make? What is their job title or level? Why are they being let go? … and so on. At the end of the series of questions, the human expert would answer the question. He or she, for example, might say … “Well, given the circumstances you’ve indicated, I would recommend a severance payment of six months salary.” A good expert system would ask a user the same kind of questions and provide the same answer as a human expert.
In doing this assignment you should start with a problem to be solved. It should be the kind of problem someone might discuss with an expert. For example:
What kind of skateboard should I buy? (ask a expert skater)
i.e. Purpose of skating, weather, street or park, etc.
What make-up or fabric colours look best on me? (ask a fashion consultant / expert)
i.e. Skin tones, shape of face, body, etc.
How should I dress for a meeting with the Queen? (ask an expert in etiquette or protocol)
i.e. Is is a dinner or ceremony, morning or evening, formal or informal, etc.
Assume that a human ‘user’ will ask this question of your ? ‘expert system’. Your job, then, is to create a series of questions that will result in the system answering the question. The ‘answer’ of course, will vary depending on the answers provided by the user. That is, the expert solution will change if different users answer the questions differently.
Steps:
1. Design and build a web-based expert system as a series of hyperlinked pages. You can use HTML, XML, MS Word … or any other tool you know how to use (e.g.,
Adobe Dreamweaver, CorelDRAW, iWeb, etc.) to develop your web-based expert system. Each individual question or outcome must be on a separate page. The minimum number of webpages required is 80. The pages should be linked and organized in a file or folder (e.g. a USB memory stick) that can be easily read by a web browser.
2. During the second-to-last class (the last class prior to the final exam). Prepare a six-minute class presentation during which you will explain what your
expert system does … and what problem it is designed to solve. You will be expected to demo your system using members of the audience as ‘users’ and
answer questions.
3. Immediately before you deliver your class presentation and do your demo, submit a written report.
The report should be double spaced and follow the following format:
• Cover page – the template is attached – see below
• Executive Summary – an overview and summary of your report
• Introduction – What is the problem you are trying to solve? Why did you pick that problem? Where did your idea come from? Is it an important or series
problem? Why? Do other expert systems exist which are similar to yours?
• Knowledge Engineering – Who was the human expert whose knowledge you used to create your system? How did you go about documenting this knowledge? Did you need to do any additional research? How do you know your expert’s solutions are correct? Did you test them or validate them in any way? Did you talk with more than one expert?
• Methodology – How did your team manage the project of creating the system, preparing the presentation and writing this report? Include a work breakdown summary, a GANTT Chart and a PERT diagram.
• Technical Overview Provide an outline of your system. How was it built? What tools were used? How was it tested? If there were problems, how were they
fixed?
• Benefits -What are the pros and cons of your system? That is, its strengths and weaknesses?
• Next Steps – If you continued this project, what would you do to make your system better? How would you improve it?
• Conclusions – What did you learn? What are your observations and conclusions about developing an expert system? What advice do you have for anyone else doing a similar project? What is likely to happen with expert systems in the future?
• Works Cited – This is an academic assignment.
We can write this or a similar paper for you! Simply fill the order form!
I will email you other related documents later.
Please do the assignment.
Thank you for the discount.
SAMPLE ANSWER
Berkshire Hathaway International Insurance Company
Abstract
Berkshire Hathaway International has succeeded in branching itself enormously since its beginning. The company started as a textile company, and currently is has been able to dominate almost every sector in the business world. The focus of this paper is to address the impacts that can result when a new CEO replaces Warren Buffett. The paper will address how the new CEO will ensure that the success of Berkshire Hathaway is sustained. The paper conclude by emphasizing that a succession plan is a crucial aspect to ensure that investments are fostered as well as making sure that subsidiary companies are controlled effectively. The succession plan will revolve around HR branding, selection for the future, and creating a culture for the future.
Introduction
Who will become the next CEO (chief executive officer) at Berkshire Hathaway remains one of the million-dollar questions being asked by many corporatists. This is after Warren Buffett (the now CEO of Berkshire Hathaway) announced in 2010 that his position will be succeeded by team composed of senior CEO and approximately four key investment managers. He critically pointed out that, the newly selected managing team would have each of its members being responsible for an impeccable part of the company’s investment portfolio (Avolio, Fred, & Todd 2009). By the fifth month after Warren announced the statement, Berkshire Company gave that Todd Combs, who was then manager at Hedge Fund Castle Point Capital, would become one of the investment managers. Four months later, the company suggested that the fifty years old Ted Weschler (from Peninsula Capital Advisors) would also join the team of investment managers. The bigger question was who was to become the CEO, and Warren gave a slight relief to most Americans by giving a suggestion that, the CEO had been internally chosen, but was publicly unnamed. This was a suggestion that received a lot of criticism from business analysts who contended that the succession plan by Buffett lacked an exit-strategy, and that it often leaves a firm with lesser long-term alternatives. Therefore, the critics try to recommend successful CEOs should not be allowed to choose their successors. Therefore, the following paper will engage in portraying how a succession plan for Berkshire should look like by discussing several issues involving business process. A flow chart demonstrating an organizational chart with possible development career paths from a low-/entry-level position will conclude the discussion.
Part 1
Berkshire Hathaway HR branding
Recruitment strategy
HR branding involve all those processes aiming at altering human resource practices of company such as training recruitment, and compensation to perfect succession planning. Based from the stressed indication that the next CEO will come from the top-most portfolio companies, the most indispensible recruitment strategy for this position as well as for the investment managers is the use of poaching. Poaching can only be perfected if referrals are used together. Already, candidates for the position of Berkshire Hathaway’s next chief executive embrace the leaders of GEICO, and BNSF BNSF, and Berkshire Hathaway Reinsurance,. Considering this factor, what remains is just to confirm the best among the three to succeed Buffett. Using referral on poaching, several qualitative aspects of the candidate will be given by those who know each one of them. Even before interviews are scheduled to capture the personalities of the candidates, getting their attributes from the board at Berkshire will guarantee that next CEO of the Berkshire Hathaway will be of the employee’ most preferred candidate (Sosik & Jung 2010). Borrowing from the fact that Buffett is one of the most inspirational leaders, the next CEO therefore ought to have extra personal values. Such characters as longevity, frugality, and benevolence can only be observed and given by those nearest to the person (candidate). These qualities, which have made Buffett, excel in insurance, selling cars, and selling houses ‘are needed by the incoming CEO to exemplify the same’ (Bennis & Joan 2010). The efficacy of poaching is that it reflects the generic skill set of an applicant, which is not specific to the company. Poaching is more readily productive to the apprentice model (which gives promoting somebody within the organization to CEO level) as it is disastrous in practice. This is because the former CEO keeps mentoring the new CEO. Bennis & Joan (2010) and Sosik & Jung (2010) gives that the apprentice model creates the impression that the new CEO is still incompetent to handle the position thereby undermining his authority. The other reason why poaching is the best recruitment strategy is that Berkshire Hathaway is changing its business to consumer branding. Berkshire Hathaway under Buffett’s management has been re-branding the energy companies, certain insurance holdings, and real estate brokerages using the Berkshire Hathaway name. Therefore, launching a consumer brand with a global target will attract celebrity endorsement. The rationale behind celebrity endorsement on Berkshire products is meant to assist consumers to absorb that the brand is all about borrowing some qualities from their celebrities.
Diversity and legal consideration
Although poaching seems to be the best strategy for recruitment at the Berkshire Hathaway for the excellent succession planning, the method most of the times lead to lack of diversity and management issues at the workplaces. This is because practices such nepotism, which is the preference for hiring a relative of the current employee and decrease diversity in an organization is felt. Diversity at Berkshire therefore should aim at getting the right candidate who can add intellectual diversity and cultural opulence to personal attributes correlated to the HR branding. This condition of non-diversity is most likely to develop at Berkshire Hathaway as it is projected that Buffett is more likely to pick his son (Howard Buffett) as his successor (Sosik & Jung 2010). Taking into focus that Warren is eying his son to be his successor, it might raise many legal issues. Therefore, legal considerations have to be put in place to promote diversity at Berkshire Hathaway as far as HR branding is concerned. Relevant employment laws and standards strive to ensure that human rights are protected at work places irrespective of color, race, religion, or any other personal attributes. The laws also aim at guaranteeing equal treatment of candidates during recruitment with outlining legal rights of employees.
It can be stressed that legislations does not necessarily entails compliance to the laws, but nurturing a culture of acceptance in the workplace. Therefore, any appointment and recruitment should be approved and welcomed by all the concerned parties. Considering that there are mild conflicts with Berkshire of who will be the next CEO and investment managers, legal considerations have to be taken with keen. The Employment Equity Act, for instance, can help Berkshire to see that it gets the right candidate to be the CEO of the company (Sosik & Jung 2010). Other ACTS that can work for Berkshire Hathaway comprises of Equality Act 2010, Work and Families Act 2006, and Equality Act 2006. These Acts unanimously gives provisions that underline the prohibition of discrimination in employment (comprising recruitment and selection methodology) to aspects of race, nationality, sexual orientation, and religion and belief. Talking about sexual orientation is a sensitive matter towards Berkshire HR branding. This is because it clearly gives that the next CEO will automatically be a man (Avolio, Fred and Todd 2009, p. 432). This is against legislation regarding recruitment, which prohibits such kind of selection. Both males and females should be treated fairly and equally. For that reason, Berkshire can attract and retain the best candidate who is most competitive during this process of HR branding. Moreover, to fulfill a responsibility to treat candidates ethically and confidentially, the company should make available a search environment that respects the dignity and rights of all people. Berkshire should also put aside all personal agendas, biases, or political statements to give a justified evaluation to each candidate. Taking into account there is rivalry at the company regarding the successor of Warren Buffett, all the recruitment members should disclose all conflicts of interest to each other. Berkshire Hathaway can only achieve its goal in getting the right candidate by its members representing the company as a whole rather than group stakeholder.
Part 2: Selecting for future legal and ethical concerns in succession planning development
Selecting for future entail consolidating those products from HR branding to a common pool where a company will have ample time to pick the next successors easily. A successful succession planning will promise that the board at Berkshire Hathaway will have a better understanding and absorption of the skills and competencies mandatory to lead the company. Apart from this importance, the board will also enjoy a massive position in deciding whether to choose an insider or an outsider to head the company. On top of that, succession planning will assist in determining the ideal qualifications that are needed one to be the next CEO of Berkshire Hathaway international (Bennis and Joan 2010). In short, a successful succession planning provides the board with insights in making informed decisions among prospects and dilates its portfolio of alternatives. However, legal and ethical issues arise during succession planning. One of the ethical issues that arises is that a lack of board preparedness.
The lack of board preparedness Bennis and Joan (2010) can be correlated to the emotions prevail during succession planning. By now, there are minor conflicts and disagreements over who will be the next CEO to succeed Warren Buffett. Although there is an announcement that the CEO has been determined, failure to name him has raised many confrontations between board members. Some of the board members feel that Warren is making his appointment based on emotions or feelings rather than on competencies. The board also suggests that Buffett might be silent all this period about his successor due to the main precipitation of his son becoming his successor. Warren Buffett on his side feels that immediately he leaves his position and hands it to another person, detrimental effects will prevail (Avolio, Fred and Todd 2009, p. 445). That is why he is reluctant to quit his position. The board has been trying acting in response to non-ending media pressures and financial analysts’ inquiry. Therefore, out of emotions, the members will end up choosing a famous person rather than engaging in a holistic examination of particular traits, experiences, and competencies related for the post.
The second ethical issue that can arise from succession planning is a critical lack of knowledge regarding what works and what does not work. This can be given by the actions of Berkshire Hathaway projecting that the next CEO will come out of their portfolio companies. These types of CEO are known as prior CEO. What the board believes is that prior CEOs have massive experience during their tenure as heads of other companies. The board also has in mind that prior CEOs have a perpetual excellence in creating shareholder value, and have already established communication connections with investors and security analysts. However, the ethical issue that can arise from such picking is that rather than prior CEO performs better as expected, they result to become worse and act no better. On the other hand, Bennis & Joan (2010) legal issues present themselves in succession planning. One of the legal issues involves employment contracts. In simple terms, any existing employment contract at Berkshire Hathaway must be honored to avoid any employment law disputes after succession. Considering that Berkshire is going to a management alteration, which is one CEO and three to four investment managers, it must take into considerations the provisions given in contracts. Another legal issue, which can also be mirrored in the mirror of unethical factor, is unlawful age discrimination. From a legal perceptive, succession planning should be based on merit. Avoidance of unlawful age discrimination promotes diversity. The tendency of companies filling their replacement with people based on gender race, and nationality can lead to allegations of discrimination.
Skills and talent for a CEO at Berkshire Hathaway
Getting the impeccable replacement for Buffet remains a difficult task for Berkshire Hathaway’s board to decide. Investors, suppliers, customers, and every member of the company focus on the outgoing Warren. Therefore, there is need to capture a CEO with outstanding qualities to perfect the position held by Buffett (Lombardo & Robert 2009). Not only should the board focus on getting the right candidate at this current time, but also to set grounds at which future leaders should encompass. The skills and talents for a successful succession planning should comprise both short and long-term objectives, but not on replacing position. One of the distinguished skills that can be also a talent is the ability to be innovative. This skill is needed in the long-term, as the world today is becoming more and more globalised. Taking into account that Berkshire Hathaway is turning to consumer brands, the next CEO ought to have the skills needed to market these brands in the form of celebrity endorsement as this has become the more stylish, recommended, and accepted forms of advertising consumer brands (Weldon 2008). The modern globalised business is characterized with ‘increasing inflation and robust technological improvement’ calling Berkshire Hathaway to be faced by the rapidly business setting (Birdi, Clegg, Patterson, Robinson, Stride, Wall & Wood). The next CEO and investment managers at Berkshire Hathaway must exemplify the skills and talent to innovate on a continuous basis and deliver a variety of characteristics in the upcoming consumer brands and services in the field of insurance and house as well as car selling. The CEO will demonstrate the skills to anticipate the future and design a set of unsullied methodologies to affectively and efficiently address change and realize profitability in the long-term.
Being an indispensible risk taker is another skill needed for the short term and long-term realization of Berkshire Hathaway international goals. This entails that the prospective CEO must exemplify the ability to calculate risks after engaging in a deep evaluation of probabilities correlated with the profit and losses’ realizations of the decisions made. The next CEO of Berkshire Hathaway must dance to the tunes of the company developing the quest of owning the full of a company. Failure to possess this skill will make the company to lag behind against its competitions (Birdi, Clegg, Patterson, Robinson, Stride, Wall & Wood 2008, p. 469). However, a point of concern is that the ability to take risks should not jeopardize the survival or the overall profitability of an organization, but should be twisted toward increasing the profits of a firm.
The most essential skill that guarantees that a CEO will be productive at this time and in the future is being optimistic by nature. Being optimistic by nature is itself a talent. A CEO therefore must demonstrate the ability to think outside the box and design and formulate strategies that can efficiently solve the problems faced by Berkshire Hathaway. At the same time, the optimistic CEO must inspire the juniors and struggle hard to get through harder times. The ability to take action goes hand in hand with being optimistic (Sosik & Jung 2010). This is because it is when chasing a positive impact that CEO results to unleash an action. Taking action entails taking timely calculated action based on environmental aspects at work. However, this skill is restrained to impulsiveness. Therefore, the next CEO or investment managers at Berkshire Hathaway must not be impulsive, and an action must be constructed after careful thought and analysis. On other explanation, the action should not only be designed strategically to address change, but also on accepting those strategies in a way that they collectively foster the profitability of the company.
The prospective CEO at all cost must exhibit communication effectiveness. No business whatsoever can excel if there exist no convivial communication between CEO, employees below him, investors, and customers. Therefore, a CEO must effectively demonstrate the ability to communicate effectively with fellow employees while at the same time expands ideas and suggestions put forward by his associates. Having excellent communication skills is being correlated to inherence. Birdi, Clegg, Patterson, Robinson, Stride, Wall & Wood (2008) argue that CEO must be an open-minded person with ideas, and accept proposals fronted by the team members, rather than entirely focusing on proposals designed only by him. Communication with diverse people such as investors and other varied stakeholders requires an excellence in vocabulary skills. Having excellent vocabulary promises effective communication with employees that have diverse cultural values as in Berkshire Hathaway.
Humility as well as controlled emotion forms one of the immaculate skills for an effective CEO. Although CEOs should be aggressive in achieving goals, it should not be extended in losing temper when unpleasant issues arise in an organization. Nevertheless, a CEO should not remain rigid in behavior and fall short in pointing out failures that may arise. In short, a CEO should be placed at equilibrium when emotions are on focus (Saba & Martin 2008). This means that the officer should not be angered by small mistakes, but on the other hand, the CEO should not be overexcited by small wins. Rather, the CEO should exemplarily know how to appreciate employees and head them toward the right direction, which ultimately allows them to achieve the corporate aim of Berkshire Hathaway.
How interviews will be conducted
Interviews for a CEO are distinct to those conducted to any other employee of an organization. This is because CEOs are the top-most employees to oversee the operations of a firm. Hence, a comprehensive interview that will address personality issues, cultural richness, and intellectual multiplicity should be enhanced. Getting an excellent CEO at Berkshire Hathaway can only be perfected if structured interviews are conducted. The benefit of conducting this type of interview is that it gives precision and accuracy. This is because the questions asked during the interview are connected to job-related competencies, thereby enabling prediction on the job performance of the candidates (Caldwell. Dixonl, Joe Jonathan & Gaynor 2012, p. 178). Berkshire also ought for a structured interview due to legal considerations associated with it as when they are conducted; they are more likely to be legally defensible. Asking the same questions to all candidates during the interview enhances objectivity. Fairness is also enhanced as one of the ethical considerations as finally consensus on a final evaluation is reached. The following steps give insights about how an interview should be conducted:
Before the interview-, the interviewer should decide what kind of questions to be asked during the interview. Job descriptions, competency profiles, as well as merit criteria should be reviewed at this step (Lombardo & Robert 2009). Information should be made available to the candidates before the interview, giving the location for the interviews, welcoming interviewees for the interview, and arrange matters of accommodation if needed.
During the interview-, the interviewer introduces the interviewer not limited to the format of the interview, expected questions, and recording of the responses. Follow-up questions should be used question after question to enable the interviewer to elicit more data necessary to assess the applicant’s qualifications (Sosik & Jung 2010). Thanking of the interviewee after the interview comes last at this step, as well as giving an opportunity for the interviewed person to ask question.
After the interview- interviewer (s) analyses each candidate’s performance against the qualifications required to perform at that position. By reviewing the responses, interviewers are able to reach a consensus that the best candidate fits the vacancy.
Job descriptions and the flexibility needed for succession planning
Job descriptions provide the flexibility needed for successful succession planning. Job descriptions aim at bringing together the right people and the right job in which possibilities are endless. One of the ways in which job descriptions lead to flexibility in succession planning is by providing comparative analysis. Job descriptions aim at getting the right person for the complete understanding of its supply chains. This can only be realized if the recruiters exhibit the availability of talents and through the organization’s ability to attract these talents. Another avenue in which job descriptions achieves flexibility in succession planning is by talent planning (Chopra & Kanji 2010). Job description has to make a company to be engaged in talent planning whether at division, a unit, or corporate level. Job description aims at retaining good talents in an organization because in the modern day scarcity of talent and cost prevails. The first part of talent planning is talent identification, which mainly deals with looking for skills and competencies necessarily for a transfer. The second part engages the combination of comparative analysis and talent identification to show that the more the scarcer a talent is, the more effort should be garnered to retain and train internally. The third part of talent planning that is an amicable factor in flexibility in succession planning is scenario planning, primarily indispensible to future planning. The more possible future directions given to managers, the more talents are identified and nurtured in a pool of talents (Cameron & Robert 2011). The third way in which job description leads to flexibility in succession planning is by the creation of a pool of talents. Because a company cannot be able to detect and establish what kind of talents it needs over a period, it needs to emerge itself in construction, maintenance, and modification of a pool of varied candidates with a variety of skills. Therefore, the three approaches will make sure that job description satisfy its role in making succession planning flexible.
Part 3: Establishing a Culture and Structure for the Future
Training programs that must be in place and will they be conducted by internal or external providers
After a company has selected the best for future, the remaining thing to do is to establish a culture that there is a repetition of such practice. This is done by considering such aspects as training programs, performance appraisals, and compensation methods. For Berkshire Hathaway, the type of training program depends on the position of the employee. Taking into focus that the trending topic now is on CEO and investment managers, the type of training needed is of concerned. Types of training programs that is appropriate for this group is leadership and management training programs. Leadership training programs will be most appropriate for the next CEO of the company. Having Warren Buffett as a mentor to the upcoming CEO will encompass internal training with internal providers. Internal providers will act as a supervisor to the new CEO to train him or her to identify employee-training needs. Management training programs are also mandatory to the new CEO. The coming CEO, if coming out of the portfolio company, has the skills on how to manage an organization (Connors & Smith 2011). What remains is just introduction to the existing HR departments at Berkshire Hathaway. Management training programs should be provided by internal providers to ensure that the newly recruited CEO have an orientation to the general Human Resources Department in order to continue with the already started succession planning.
How performance reviews can be used for succession planning and training?
Performance reviews, succession planning, and training are intertwined. What this point means is that performance review/appraisal provides a suggestion of employees with leadership prospective as well as with development demands. Therefore, a CEO at Berkshire Hathaway ought to develop programs and interventions, which either offers employees with training or an opportunity to regenerate their skills. Thus, Chopra & Kanji (2010) performance appraisal works as an input to succession planning by spotting those employees with varied or specific competencies that Berkshire Hathaway knows that it will need in the future due to actions of turnover or retirement. In addition, performance appraisal strives to highlight the external factors influencing the demand of new skills. One recommendation to perfect performance appraisal on succession planning is by standardizing the appraisal, to be reviewed, assessed, and analyzed to underline competencies and development demands across all departments at Berkshire Hathaway (Jones-Burbridge 2012, p. 47). On matters of training, performance appraisal gives the CEO with an indication of the gaps between training and development by giving specifics where employees are scoring low on matters concerning the misapplication of technology. This immediately becomes the target area for creation and implementation of training programs, which progressively strive to amplify employee competencies and output.
Which performance review methods would best support succession-planning strategies?
Future oriented performance appraisal method is best for succession planning strategies. One of the methods under this group is management by objectives, which predominantly rates performance against the achievement of goals set by management. It has an advantage of evaluating managerial positions as those of CEOs. Apart from management by objectives, psychological evaluation comes vital when the future target of a company like Berkshire Hathaway is concerned. It is normally done on terms of unstructured interviews, psychological tests, or a depth discussion with supervisors. This type of performance evaluation method majorly focuses on emotional, motivational, intellectual attributes affecting performance of employees. The final performance evaluation method that is useful in succession planning is 360-degree feedback (Martin & Lombardi 2009). The future of Berkshire Hathaway is very important and CEO can implement this method with summarizing performance information on an individual from such stakeholders as supervisors, peers, customers, and team members. The advantage of these appraisals is that every employee is an appraiser to his or colleague. Inter-personal skills, team building capabilities, and customer satisfaction are some of the attributes analyzed by 360-degree feedback.
Compensation strategy and succession planning
Apart from training, compensation strategy becomes one of the indispensable tools in succession planning. Compensation strategy helps to create the effective and competitive firm, and the wrong setting of it destroys a company within the shortest time possible. Direct financial compensation is the ultimate compensation strategy that can best suit succession planning. Increase in direct financial compensation help to induce employees to stay longer in a company. Pay on performance falls under this group and it calls for an increase performance (Lombardo & Robert 2009). Non-financial compensation strategy can also work best for succession planning. This is because, even though there is no monetary value connected to it, the employee feels appreciated by the company. Berkshire Hathaway, for instance, in implementing its succession plan, should create job responsibilities that hold importance to the employees. Employees on this type of scheme are provided with more autonomy as well as provision of prompt and constructive feedback to the employee.
How might affirmative action considerations affect training and development strategies?
A diversified workforce is known to be the one that comprise three principles: affirmative action, equal employment opportunity, and diversity. A company as Berkshire Hathaway will find its training and development strategies being affected by affirmative action considerations. Berkshire Hathaway may be compelled to observe affirmative action to create diversity at the workplace (Algera and Marjolein 2012). Affirmative action will force Berkshire to introduce more training or complex development strategies to accommodate affirmative action. Training and development strategies that can be used to train and develop male trainees cannot work the same to their female counterparts. Therefore, a diverse workforce means diverse training and development strategy (Luthans & Bruce 2009, p. 293). The process of hiring a strong pool of women, minorities, and people with disabilities calls for extensive training and development requirement. This is opposed to well-trained personnel who will only need orientation to the setup of an organization, and start working. Apart from training programs, follow up after training also become expensive when affirmative action is put into consideration.
Summary
Succession planning has been seen as the process by which a business prepares for the unknown future. The future can in some of the times be emergency as the when death of a CEO occurs or a CEO becomes disabled. Hence, there is need to nurture skills and talents and assemble them in a pool so that when such emergencies occur, a company is not caught unaware. Training of employees is very important, and above all, compensation strategy conquers all in motivating and retaining employees. What brings lagging behind in succession planning is the issue of affirmative action, which dictates equality to all people including people with disabilities and women. However, when a smooth succession planning is perfected, a company is promised development.
Berkshire Succession plan
Business and succession detail
Business name: Berkshire Hathaway international
Business structure: Corporation
Current Owner: Warren Buffett
Planned succession type: a CEO who will work together with four other investment managers will replace Warren Buffet. He will be partially removed from the business, and will act as a mentor to the new CEO.
Successor details: the successor will come from one of the portfolio companies. Another prospective successor of warren Buffett will be his son.
Succession timeframe: immediately
Restrictions: the successor will be restrained by Berkshire Hathaway’s principles and policies
Proposed organization structure
Warren Buffett’s successor (CEO)
Todd Combs (investment manager)
Ted Weschler (investment manager)
Vacant (investment manager)
Vacant (investment manager)
Donald Wurster Senior executive management
Randy Zuke (manager)
Bev ward (office manager)
Dick Dalzell (operation manager)
Rob Cunningham (director information and technology)
Forrest krutter (secretary)
Kevin Jackson (network support)
Jennifer Tselentis (assistant controller)
Joe Rieck (treasurer)
Joahnne Manhart (executive assistant tax and internal)
Rebecca Amick (director internal audit)
Skill retention strategies:
The new administration employees will be introduced in a concept of skill retention atmosphere by mentoring and coaching. Roles and responsibilities will be allocated on the type of skills one possesses. Performance appraisal will be done to ensure that current skills still match with the business.
Training programs:
The possible successors will be introduced to leadership and management training programs. External providers will be invited to add more skills on the ones acquired internally through coaching and mentoring. Rather than the company has one vice person, that four investment managers will replace position.
Analysis of the chart
CEO is the top-most officers who make decisions affecting the whole of the firm. In addition, they set goals for the firm and direct the company to achieve its goals on top of managing the daily-to-daily activities of the firm (Chopra & Kanji 2010). The best form of recruitment on this level is internal as due to succession planning, the person to succeed CEO is already chosen or projected. The type of skills and training required for the CEO is both leadership and management training. This form of training should be reinforced by communication skills to perfect the roles at this position.
Investment managers, on the other hand, have the responsibility to carry out the goals set by the CEO. They also have the mandate to assist and motivate the first line mangers to accomplish the objectives of the firm. Middle level managers still need leadership and management skills and training (Luthans & Bruce 2009). They can be poached from other firms or being promoted from first-line managers. Due to succession planning, middle level managers strive to become CEOs one day.
First level managers or first line managers foresee the daily management of line workers. They interact with employees on a daily basis and report to middle level managers. It is very advisable to do internal recruitment to first line managers. They can be promoted from line positions such as clerical and production levels. The production level comprises those employees who execute roles from first line managers. The best avenue to recruit members of this level is by external recruitment (Lombardo & Robert 2009). College recruitment, use of professional bodies, and use of Social media can be used to absorb the qualified personnel to do clerical and production jobs at this level.
Annotated bibliography
ALGERA, PUCK M., AND MARJOLEIN LIPS-WIERSMA. (2012). Radical Authentic Leadership: Co-creating the Conditions Under Which All Members of the Organization Can be Authentic. Leadership Quarterly 23/1: 118-131.
Abstract: Recently, in response to ethical challenges and loss of meaning within business, leadership theory and research has seen a proliferation of literature on ‘Authentic Leadership’. In this paper we argue that Authentic Leadership (AL), in the way it is currently theorized, is in danger of not reaching its stated objectives. We systematically address the “paradoxes” and shortcomings in current theory and suggest an extended focus Leadership Annotated Bibliography Page 18 of study. To do so, we draw on four existential authenticity themes: 1) inauthenticity is inevitable; 2) authenticity requires creating one’s own meaning; 3) authenticity does not imply goal and value congruence, 4) authenticity is not intrinsically ethical. We systematically pursue the implications of these themes for the future b of Authentic Leadership theory and propose a more radical form of AL in which the focus of study shifts from the individual leader to understanding the conditions under which all members of the organization behave authentically. We suggest this is more likely to achieve the objectives of Authentic Leadership theory. [Copyright by Elsevier]
AVOLIO, BRUCE, J., FRED, O. WALUMBWA., AND TODD, J. WEBER. (2009). Leadership: Current Theories, Research, and Future Directions. TheAnnual Review of Psychology 60/1: 421-449.
This review examines recent theoretical and empirical developments in the leadership literature, beginning with topics that are currently receiving attention in terms of research, theory, and practice. We begin by examining authentic leadership and its development, followed by work that takes a cognitive science approach. We then examine new-genre leadership theories, complexity leadership, and leadership that is shared, collective, or distributed. We examine the role of relationships through our review of leader member exchange and the emerging work on followership. Finally, we examine work that has been done on substitutes for leadership, servant leadership, spirituality and leadership, cross-cultural leadership, and e-leadership. This structure has the benefit of creating a future focus as well as providing an interesting way to examine the development of the field. Each section ends with an identification of issues to be addressed in the future, in addition to the overall integration of the literature we provide at the end of the article. [ABSTRACT FROM AUTHOR]
BENNIS, W., AND JOAN, G. (2010). Learning to Lead: A Workbook on Becoming a Leader. Philadelphia, PA: Basic Books.
Leading an organization is different from managing it. Managers want to be efficient. Leaders want to be effective. If you want to develop your leadership skills, the first step is Learning to Lead … Using wisdom from the world’s best leaders, helpful self-assessments, and dozens of one-day skill-building exercises, Learning to Lead invites you to discover the joy of leadership”. From www.Amazon.com
BIRDI, K., CLEGG, C., PATTERSON, M., ROBINSON, A., STRIDE, C. B., WALL, T. D., & WOOD, S. J. (2008). The impact of human resource and operational management practices on company productivity: A longitudinal study. Personnel Psychology, 61, 467‐501.
Authors investigated the merits of human resource and operational management practices with 308 companies over 22 years.
Empowerment positively impacts organizational productivity, as well as the adoption of teamwork and extensive training (beyond simply job training).
Operational practices (e.g., TQM) did not did not relate to organizational productivity.
CALDWELL. CAM, ROLF, DIXON., LARRY FLOYD., JOE CHAUDOIN., JONATHAN, POST. AND GAYNOR, CHEOKAS. 2012. “Transformative Leadership: Achieving Unparalleled Excellence.” Journal of Business Ethics 109/2: 175-187.
The ongoing cynicism about leaders and organizations calls for a new standard of ethical leadership that we have labeled ‘transformative leadership.’ This new leadership model integrates ethically-based features of six other well-regarded leadership perspectives and combines key normative and instrumental elements of each of those six perspectives. Transformative leadership honors the governance obligations of leaders by demonstrating a commitment to the welfare of all stakeholders and by seeking to optimize long-term wealth creation. Citing the scholarly literature about leadership theory, we identify key elements of the six leadership perspectives that make up transformative leadership. It also suggest leaders who exemplify each perspective, describe the ethical foundations and message of each perspective, and offer ten propositions that scholars and practitioners Leadership Annotated Bibliography Page 6 can use to test the dimensions of this new transformative leadership model. [ABSTRACT FROM AUTHOR]
CAMERON, KIM, S., AND ROBERT E. QUINN. (2011). Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. San Francisco: Jossey-Bass/John Wiley & Sons.
The Third Edition of this key resource provides a means of understanding and changing organizational culture in order to make organizations more effective. It provides validated instruments for diagnosing organizational culture and management competency; a theoretical framework (competing values) for understanding organizational culture; and a systematic strategy and methodology for changing organizational culture and personal behavior. New edition includes online versions of the MSAI and OCAI assessments and new discussions of the implications of national cultural profiles.
CHOPRA, PARVESH, K., KANJI, GOPAL, K. (2010). Emotional intelligence: A Catalyst for Inspirational Leadership and Management Excellence. Total Quality Management & Business Excellence 21/10: 971-1004.
Although a centuries-old phenomenon, emotional intelligence has received an enormous amount of attention and popularity in various academic and non-academic circles during the last two decades. Emotionally intelligent abilities, capacities and skills are increasingly becoming significant and inevitable almost in all works of life ranging from effective leadership, building teams, to the globe-spanning network of communication, development of human potential and performance, social skills and economic and political life. In this dynamic and complexly integrated international economic system, tomorrow’s leaders will have to facilitate others to develop their own leadership, skills, and potential with the help of emotional intelligence. Nevertheless, there still exists continuing debate among researchers pertaining to the best method for measuring this construct of emotional intelligence. Keeping this in view, the present paper aims to introduce a new measure, based on a holistic and system modeling approach, to conceptualize and measure the phenomenon of emotional intelligence. It develops, constructs, and validates a model that conceptualizes and measures the phenomenon of emotional intelligence by constructing and using a latent variable structural equation model within the certain boundaries of the psychosocial system. It will provide us with a measurement or index of emotional intelligence at individual level. An emotional intelligence index will indicate the extent to which a particular individual or a group of people is emotionally intelligent and which areas lack this intelligence, if any. Strengths and weaknesses of various components of the model will also indicate characteristics at a certain level in order to pinpoint what exactly an individual or group of individuals requires to improve its emotionally intelligent capabilities. [ABSTRACT FROM AUTHOR]
CONNORS, ROGER., AND TOM, SMITH. Change the Culture, Change the Game. (2011). (Roger Connors & Tom Smith.)
Based on an earlier book, Journey to the Emerald City, this fully revised installment captures what the authors have learned while working with the hundreds of thousands of people on using organizational culture as a strategic advantage.
JONES-BURBRIDGE, JO ANN. (2012). Servant Leadership. Corrections Today 73/6: 45-47.
Participants usually walk away with an awareness of the values of servant leadership and develop skills to practice the principles of servant leadership. Since research has shown that servant leadership actually works for individuals and for group settings, how does one ask followers and subordinates to display the characteristics of a servant leader? […] the notion of servant leadership has evolved over time to mean that the servant leader not only cares about what he or she does, but also about his or her followers.
MARTIN, K., SABA, J. & LOMBARDI, M. (2009 December). The 2009 HR Executive’s Agenda: Driving Business Execution and Employee Engagement. Aberdeen research report available online at www.Aberdeen.com
The data from this report is a compilation of surveys and interviews with more than 400 HR Executives and line of business managers. This report compares Best‐in‐Class companies, which is based on employee performance, engagement and retention, to Laggards in those areas. Some highlights include:
42% of Best‐in‐Class (BiC) organizations expect a budgetary increase for HCM (includes processes, programs, and technology) in 2009.
BiC are 55% more likely than all other organizations to anticipate a budgetary increase for HCM in 2009.
Core competencies have been defined for all job roles in 59% of BiC compared to only 26% of laggards.
79% of BiC formally review or assess the effectiveness of the organization’s HCM strategy at least once a year compared to 55% of laggards.
48% of BiC utilize executive/leadership development services compared to 28% of laggards.
LOMBARDO, MICHAEL, M., AND ROBERT, W. EICHINGER. (2009). FYI: for Your Improvement: A Guide for Development and Coaching, 5th ed. Los Angeles, CA: Korn/Ferry Company.
FYI For Your Improvement™ 5th Edition is an easy-to-use development tool that features a chapter of actionable tips for each of 67 Leadership Architect® Competencies, 19 Career Stallers and Stoppers and 7 Global Focus Areas. (PUBLICATION ABSTRACT)
LUTHANS, FRED AND BRUCE J. AVOLIO. (2009). The Point of Positive Organizational Behavior. Journal of Organizational Behavior 30(2): 291-307.
SABA, J. & MARTIN, K. (2008 October) Succession Management: Addressing the Leadership Development Challenge. Aberdeen Group research report available online at www.Aberdeen.com
This report was compiled from a survey of over 310 organizations looking at how they develop their leadership pipeline and how they implement best practices to improve leaders in key positions. The study breaks the participants into 3 specific groups (Best‐in‐Class, Average, and Laggards) based on Percentage of key vacancies filled by internal candidates, job performance successors, bench strength, and employee engagement.
Best‐in‐Class organizations are 40% more likely to focus on developing a leadership pipeline across all levels of the organization.
Best‐in‐Class are 64% more likely than the industry average and more than twice as likely as laggards to have a formal process for identifying high potential workers.
59% of Best‐in‐Class organizations have established clear linkages between leadership development programs and overall business objectives.
Best‐in‐Class organizations are 178% more likely than other organizations to utilize gap analysis or competency variance tools to compare candidates when determining promotion readiness.
SOSIK, J.J. AND JUNG, D.I. (2010). Full range leadership development: pathways for people, profit, and planet. New York: Psychology Press.
The Full Range Leadership Development (FRLD) model has become the premier leadership research paradigm. This book is written with the objective of demonstrating how ordinary people in all walks of life have used FRLD to achieve extraordinary results of developing people to their full potential, boosting company profits, and creating sustainable business practices. [FROM PREFACE]
WELDON, D. (2008 August) Strategies in Workforce Planning: Using Talent Acquisition and Performance Management Programs to Meet Tomorrow’s Business Needs. Aberdeen Group Research Report available online at www.Aberdeen.com
The data in this report was compiled from survey responses from over 200 organizations from various industries and geographies. The organizations were broken into 3 classes (Best‐in‐Class, Average, and Laggard) based on employee retention, workforce capacity utilization, employee performance, and skills ability.
Best‐in‐Class companies are two times more likely than Laggards to form partnerships with local colleges, universities, and other training institutions to help develop worker’s skills and capabilities.
71% of Best‐in‐class companies understand the core competencies required in key job roles compared to 55% of industry average companies.
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there are 3 case studies. I prefer to do case study 1. please find attached information. you need to follow marking criteria(assessment task 2) on page number 15-16 of unit outline. for my university database, just google, acu leo page and login with details as follows :I normally use CINAHL database, or MEDLINE. REference style APA. font size 12, double spaced line.
Password : ranokiran.
SAMPLE ANSWER
Medicine case study
Q.1. Congestive cardiac failure due to digoxin toxicity
Causes: Congestive cardiac failure (CCF) is caused by conditions that damage the cardiac muscle. This includes cardiac complications such as coronary artery disease (CAD) which causes the arteries to be blocked or narrowed severely; affecting the circulation of blood. Other disorders associated with overworking of the heart such as hypertension, cardiomyopathy, diabetes and kidney diseases are leading causes for congestive heart failure. In this context, Sharon McKenzie causes of congestive cardiac failure are attributable to digoxin toxicity. This could have deteriorated his renal function due to the electrolyte disturbances and hypertension. Additionally, digoxin toxicity also caused the alterations in heart rate and rhythm, irregular respiratory rate that had crackles in both lungs (Hosenpud & Greenberg, 2013).
Incidence: CCF is a lethal disease that affects about 3.5 million people by 2007-08. Despite the technological advancement, CCF is still the leading cause of death in Australia; and the most expensive accounting close to $5.2 billion. One of the key causes for CCF is digoxin toxicity which accounts for 10-20% of patients who are on long term use of digoxin therapy- more common among the elderly (National Heart foundation of Australia, 2011).
Risk factors: Digoxin toxicity risk factors vary with individuals attributes. To start with, individuals use of diuretics –the stronger the diuresis effect of furosemide the greater the risk for digoxin toxicity. This is also influenced by individual’s ability to regulate electrolyte disturbances. Other risk factors include age due to age related kidney and thyroid complications. CCF due to digoxin toxicity is also influenced by the concomitant medications such as herbal remedies taken by the patient which increases the concentration of the serum digoxin (Hosenpud & Greenberg, 2013).
Impact on the family and the patient: Other than the physical impact, the patient may become psychologically affected and could feel like their dignity is reduced- particularly when they have to become dependent on other people. The major impact of CCF to the family is financial burden. Although there is no precise data existing on the economic burden of the disease at family level, a rough estimate indicated that approximately $411 million is spent annually to cater for hospitalization costs and nursing home costs. The family members are psychologically affected to see their loved ones suffer. In most cases, the family members may undergo grief period because they fear that their loved ones could die- especially if the person is aged. The CCF patient needs care all the time, which could be a challenge, especially if the family members are working ((National Heart foundation of Australia, 2011).
2. CCF pathophysiology
Signs & symptoms
Pathophysiology
Shortness of breath and increased heart rate
This is a systemic response aimed at compensating hearts inability to pump blood. This response is aimed at increasing the cardiac output and stroke volume. This is mainly due to calcium overload which affects the afterload, which further affects cardiac contractility resulting to increase in myocardial expenditure causing myocardial cell apoptosis; this causes heart failure (Patel & Deoghare, 2015).
Increased fatigue & Chest pain radiating from the body
Increased fatigue is due to reduced blood supply to the vital body organs. The chest pain is an indicator of heart attack, which could result to due structural changes in the cardiac muscle (Patel & Deoghare, 2015).
Swelling of the periphery organs- ankles, feet legs
This is due to activation of the norepinephrine which results to augmentation of the myocardial contractility. This causes activation of renin-angiotensin- aldosterone system (RAAS) and the sympathetic system; making neuro-humoral adjustments that are required for maintaining arterial pressure and perfusion (Patel & Deoghare, 2015).
Wheezing and cough that comes with crackles congested lungs
Additionally, the activation of RAAS causes fluid retention. The fluids retained are collected in vital body organs such as the lungs, making the lungs get congested. This causes the crackles and wheezing sounds (Patel & Deoghare, 2015).
Changes in skin colour
Indicates that the body is depleted off oxygen. This is because the heart is unable to adequately supply the oxygen demand (Patel & Deoghare, 2015).
3 Common classes of CCF drugs
Cardiac glycosides have been used to treat CCF for over 3000 years. This group comprises of Digitoxin (crystodigin), Deslanoside (Cedilanid-D) and Digoxin (Lanoxin). The natural extracts main mechanism of action is by increasing the pressure for cardiac contraction. Cardiac glycosides increase the concentration of intracellular electrolytes- mainly sodium- using Na+ K+ ATPase; an enzyme that cleaves ATP to ADP. The energy releases from this metabolic hydrolysis drives the Na+ K+, thereby increasing the force and the the velocity of the muscle contraction. The second mechanism is through the rise in intracellular calcium. The rise in calcium ions also increases the contraction velocity and force. Consequently, the heart rate is slowed, increased filling volumes because contraction is stronger/ greater, the velocity of the AV node conduction is reduced and the AV nodal refractory duration is increased. However, these drugs side effects include EKG changes, anorexia, vision disturbances and headaches (Katz & Konstam, 2012).
Angiotensin Converting Enzyme Inhibitors (ACE inhibitors) drug group members include Captropril (Capoten), Lisinopril (Prinivil) and Enalapril (Vasotec). The ACE inhibitors main mechanism is through regulation of the blood pressure using Renin Angiotensin Axis. Renin is produced by kidney and released to the blood when Bp is low. Once released in blood, it is converted to angiotensin I, then to angiotensin II- which is potent vasoconstrictor. Angiotensin II causes vasoconstriction and causes disturbances in the homeostasis balance causing water retention. High blood pressure resulting due to vasoconstriction results to the overload of the left ventricle, and if untreated the ventricle will fail. ACE inhibitors work by blocking the conversion of Angiotensin I to II, by inhibiting the enzymatic activity of the enzyme responsible for the conversion, this way; it reduces he systemic blood pressure and consequently improves the the cardiac function. The reduced blood pressure lowers the oxygen demand by the myocardial, reduces the preload and afterload. Other studies indicate that ACE inhibitors also work by widening the blood vessels, thus improves the blood flow reducing the work load of the heart and thereby reducing the blood pressure. However, there are side-effects include distress in the gastro intestines, dizziness and skin rashes (Katz & Konstam, 2009).
4. Nursing care interventions for CCF digitalis toxicity
Despite the advancement in CCF management, digoxin toxicity is reported. In this case study, it is most likely that the patient was prespribed a dose that is high than the renal function. The main post admission nurse intervention is to a) stop digoxin toxicity, b) control disease symptoms, and c) monitor the patient’s levels of digoxin. In this context, the nurse must assess the severity of the toxicity. The nurse should also assess the etiology of the toxicity i.e. is it accidental ingestion of more than recommended dosage, was the overdose deliberate or is is due to reduced metabolism of the digoxin due to drug interaction or due to other prevailing medical complications such as diminished renal function. Other factor that must be put into consideration is the patient age, ECG changes, the chronicity of the intoxication and patient’s medical history. The findings from this assessment will guide the nurse when making clinical decision on the treatment (Wang Et al., 2010).
To stop the toxicity, the patient will have to be discontinued from taking the digoxin therapy. Instead, the patient will be given digoxin fab fragments to reduce the toxicity. In some cases, activated charcoal can be used for an acute overdose. The patient results indicate the possibility of renal failure; the best approach is to administer binding resin, which has been found. Other supportive care includes hydration of the patient using IV fluids, support of the ventilator function using oxygenation. Potassium supplements can be used to raise the potassium supplements. The nurse should continue monitoring the digoxin levels until the ideal levels for digoxin (0.5-0.8ng/ML is reached. Simultaneously, other function such as renal function and potassium levels should be done. Calcium and magnesium supplements should be used to correct the electrolyte imbalance. If the patient is acidotic, sodium bicarbonate can be administered to reduce hypertension, the patient should be treated using other groups of medicines including ACE inhibitors. This remedy reduces vasoconstriction and fluid retention (Yang Et al., 2012).
The patient should indicate relief of symptoms. The nurse will ensure that toxicity symptoms such as shortness of breath, irregular heartbeat and peripheral oedema are reduced. The nurse will monitor the apical-radial pulse after every medication administration in order to monitor changes in cardiac rhythm. Additionally, patient serum level will be monitored regularly to determine the therapeutic activity on toxicity. This will include monitoring the levels of magnesium, calcium, potassium and creatinine. From the report findings, the nurse can evaluate the effectiveness of the medical intervention. The patient should be discharged only when the expected outcome (relief of the symptoms and reduction of digitalis toxicity) is achieved (Wang Et al., 2010).
To prevent toxicity in the future, there is need to regularly monitor the levels of digoxin in the blood. Additionally, the patient and their family should be empowered to ensure that they are aware of indicators of digitalis toxicity. The patient should be encouraged to reduce stress, have adequate sleep, regular exercise and eat balanced meal, particularly the Mediterranean diets. The patient should be instructed to report any changes in their body such as depression, weakness, vomiting or general body weakness (Wang Et al., 2010).
References
National Heart foundation of Australia. (2011). 2011 addendum to the National Heart Foundation of Australia/Cardiac Society of Australia and New Zealand guidelines for the management of acute coronary syndromes (ACS) 2006. Heart, Lung And Circulation, 20(8), 487-502. doi:10.1016/j.hlc.2011.03.008
Hosenpud, J., & Greenberg, B. (2000). Congestive heart failure; pathology, diagnosis and comprehensive approach to management. Philadelphia: Lippincott Williams & Wilkins.
Katz, A., & Konstam, M. (2009). Heart Failure: epidemiology, molecular biology and clinical management. Philadelphia: Lippincott Williams & Wilkins.
Patel, C., & Deoghare, S. (2015). Heart failure: Novel therapeutic approaches. Journal Of Postgraduate Medicine, 61(2), 101. doi:10.4103/0022-3859.153104
Wang, M., Su, C., Chan, A., Lian, P., Leu, H., & Hsu, Y. (2010). Risk of digoxin intoxication in heart failure patients exposed to digoxin-diuretic interactions: a population-based study. British Journal Of Clinical Pharmacology, 70(2), 258-267. doi:10.1111/j.1365-2125.2010.03687.x
Yang, E., Shah, S., & Criley, J. (2012). Digitalis Toxicity: A Fading but Crucial Complication to Recognize. The American Journal Of Medicine, 125(4), 337-343. doi:10.1016/j.amjmed.2011.09.019
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Note: To prepare for this essay please read the required articles that is attached then answer the following questions:
Your PDP will be a document you will regularly revisit throughout your programme; be sure to keep it in an accessible place so you can update it with new goals, reflections on your learning, and plans for further study, development and research.
To prepare for this PDP assignment:
•Review Section 1 and Section 2 of your PDP. ((in the attachment files))
To complete this PDP assignment:
•Complete, the last section of your PDP, Section 3—Reflecting on Your Professional Development Plan
•In formulating your PDP assignment, consider the following questions:
o How has your approach to and the concept of your own leadership style evolved as a result of your study in this course?
o What specific tools, principles and leadership theories have influenced and/or shaped your professional development plan?
o What tools, principles and leadership theories will you implement in your current professional position?
o What impact will the concepts learned and goals identified in this course have on the decisions you will make as a dynamic leader and/or manager in the future?
Also,
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System,
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
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SAMPLE ANSWER
Reflecting on Your Professional Development Plan
BL.PDP.W8
Section 3—Reflecting on Your Professional Development Plan
Professional growth and development takes considerable time before one achieves the set objectives. I have set goals and had a clear purpose I wanted to achieve in my life. Over the years, I have taken on various leadership courses as well as responsibilities an opportunity that has helped me to develop high level of confidence.
I do believe in nurturing of leadership. People learn about qualities of a leader through the experiences in the environments they come from. I am a living testimony that indeed leaders require mentoring and motivation. Taking leadership responsibilities at an early time has provided me an opportunity to interact and to sharpen my communication and problem solving. My level of confidence has also increased. I have as well learned Miller, 2011). The diversities in corporations and the suitable approaches to manage or lead such environments . Therefore, studying this course has enabled me to gain deeper knowledge and skills concerning leadership. The responsibilities I have been engaging in have as well contributed to larger extent in evolving of my democratic styles of leadership. As a leader, it is important to create a conducive environment where the managers and the followers can engage in a constructive discussions and criticism for the betterment of the organization.
Leadership to me is key to success of any organization (Cox, 2015). Leaders that have missions and visions will take an entity far to achieve the set goals. One leadership theory that I do believe has contributed immensely in shaping my professional development plan is participative leadership style. I do believe that a leader should involve other people in their leadership. Furthermore, I have personally benefited from the mentorship and network programs established as a leader. Learning and sharing with other members of the organization enlarges ones thinking and mind to address the problems that the organization faces.
I have remained steadfast to the visions and goals set. In my current professional position, I believe that the appropriate theory to implement is transformational. I am the kind of an individual that is receptive to the changing times and concerned about the future generations. I will work to trigger change, to motivate, mobilize and trigger innovations and creativity among the followers. every person in the organization should give their best for the organization to achieve its goals and objectives.
The course has exposed me to valuable knowledge on different areas to enhance quality and streamline operations as well ensure diversity in terms of cultures and aspects that pertains to organizations. I am so enriched with knowledge that I do believe will be of great values when it comes to prosperity of the organization. Concepts learned and goals identified will impact greatly on the decisions that I will make as a dynamic leader in future. As a leader, I will have to respect the views and opinions of the subordinates (Bauer, 2015). I will therefore treat them with resilient and reverence as well ensure that they take part in the decision making process. I will as well ensure that I adopt to sound ethical practices as a leader. A leader must remain honest and have a sense of reasonability to them. Servant leadership is therefore essential in this scenario. Furthermore, as a leader, I will endeavor to enhance quality and stream operations as well ensure diversity in terms of cultures. Therefore, as a leader the focus will be to ensure that people from different backgrounds embrace each other and work together for the success of the organization.
Note: To prepare for this essay please read the required articles that is attached then answer the following questions:
The future of leadership
The foreseeable future for business looks challenging and uncertain. Many factors may contribute to high volatility:
Financial, security, transport and communications all face unpredictable environments.
In this essay you will analyse the issues that business leaders will face in the future.
To prepare for this essay:
•Reflect on your vision of the future of business leadership.
analyses the issues facing business leaders in the future.
explaining how your and a colleague’s thoughts about business leadership concepts relate to the issues facing business leaders in the future.
discussing ways your experiences may impact how you address issues facing leaders in the future
Also,
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System,
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
BL.COLL.W8
Dubrin (2004), described leadership as the art of accomplishing set goals through communication with other members. Leadership is a social influence process that requires rallying for the support of other persons with the exclusive endeavour of completing a certain task. The leadership task is done by leaders, who are the people that are at the forefront of guiding and directing the team towards certain set objectives (Dubrin, 2004). Leaders are unique persons, as they possess visionary skills and social intelligence that facilitates them in doing the right thing and achieving organizational goals. Different leaders are distinguished amongst their leadership styles, and the visionary school of thought identified two forms of leadership. These are transformational leadership and transactional leadership (Bass & Avolio, 2010).
Leaders who exhibit transformational leadership are solely focussed on the concerns of the fellow team members. Such leaders depict respect, charisma, trust, and above all, a clear vision for the entire team (Bass & Avolio, 2010). Additionally, such leaders motivate the team and provide inspiration and intellectual stimulation. They attempt to inspire their subordinates to build up their individual leadership capacities. It is a reciprocated process where the leaders and the team members aim at lifting each other to greater heights in terms of motivation and morality (Bass & Avolio, 2010).
Transactional leaders, on the contrary, are those who reward the members of the team in terms of their performance and meeting of their set objectives. Transactional leadership can be equated to the traditional view on leadership, where for subordinates to get any reward, they need to perform certain duties as stipulated in the contractual agreement between them and the leader (Bass & Avolio, 2010). This form of leadership has a direct quid pro quo, where something is exchanged for another hence, the leaders lead via social exchange.
Leaders are not only required to create a vision, but they should be the vanguard in delivering the vision. Creation of an excellent vision requires the amalgamation of tools such as external environmental analysis (PESTLE), Michael Porter’s Five forces for attaining competitive advantage, and the SWOT analysis, just to highlight a few (Bass & Avolio, 2010). Businesses are constantly evolving, and both the internal and external environment are transforming at an alarming rate.
As such, businesses need to have a futuristic orientation, a responsibility accorded to the leaders of the specific organizations. The near future for businesses is very challenging and increasingly uncertain. Several factors within the business contribute to this high volatility (Bass & Avolio, 2010). Among these factors are transport, security, communications, and the financial environment. Owing to this, future business leadership requires a precise vision that will facilitate business leaders in tackling the challenges and issues they are bound to face.
The vision of future business leadership relies fundamentally on four vital foundations; speed, innovation, internal alignment and executive behaviour (Bigler, 2009). Speed entails the comprehension of the market rhythm of a firm. It necessitates the understanding of the tempo of the market, which is usually determined by the purchasing power, and the buying patterns of clients. Innovation requires that leaders create and maintain a portfolio of innovative strategies and growth initiatives, as well as be keen on novel technological advances to prevent being competed out in the future. Internal alignment concerns the alignment of the market rhythm with operating, executive and support processes (Bigler, 2009). This results to recurring timing instead of timing that is calendar based for the entire processes undertaken.
The fourth foundation is executive behaviour (Bigler, 2009). To ensure effectual leadership, leaders are anticipated to evaluate the rate at which initiatives are launched successfully, the rate at which they attain their targeted returns, and the rate at which the market value of the firm is growing. Briefly, they need to evaluate the efficiency, productivity, and effectiveness of the firm (Bigler, 2009). For overall success, the vision of future business leadership should rotate amongst these four imperative foundations as these will counter the envisaged uncertainties and the relatively high volatility in the future business sphere.
Business leaders face various challenges that are capable of impacting on them in the future. Among these challenges are the state of the global economy, emerging global mega trends, uncertainties of long-term prospects, and social contracts and the role of enterprises (Cooper, 2005). The global economy poses a challenge in consequence of the volatility of the currency markets. The emerging global mega trends are characterized by customers altering their tastes and preferences, new commerce, emerging economies, and pervasive computing (Cooper, 2005). Social contracts and the role of enterprises is a challenge that is bound to impact businesses in the future since the expanding business environment is progressively making it almost impossible for businesses to operate in isolation (Cooper, 2005). There is hence the need to involve other stakeholders in the firm’s operations, and this exposes the business to externalities and leads to a reduction in profitability.
To tackle the challenge of the global economy, business leaders are required to spearhead growth and profitability, as well as innovation (Cooper, 2005). In addressing the issue of the emerging global mega trends, business leaders are required to be led by technology in order to generate many future opportunities and abundant growth. Uncertainty of long-term prospects can be countered by the need to have a long-term focus (Cooper, 2005). Long-term focus is a combination of several short-term prospects. Business leaders, as they aim at addressing the short-term challenges, should also place the firm in a position where the firm also has a view on the emerging future (Cooper, 2005). The challenge presented by social contracts and the role of enterprises can be embarked upon by gradual business expansion to enable the business have several divisions of entire business functions without compromising on the short-term prospects (Cooper, 2005). This will result to reduced need for outsourcing, and enhanced profits due to economies of scale.
List of References
BASS, B. M. & AVOLIO, B. J. (2010). Transformational leadership development: Manual for the multifactor leadership questionnaire, Consulting Psychologists Press, Palo Alto, California, USA.
BIGLER, W. R. (2009). Strategy execution through executive process innovation: A longitudinal case example and research model. International Journal of Management and Enterprise Development, Vol 7, No. 1. 98-123.
COOPER, C. L. (2005). Leadership and management in the 21st century business challenges of the future. Oxford, Oxford University.
DUBRIN, A. J. (2004). Leadership research findings, practice, and skills, 4th ed., Houghton Mifflin Company, Indianapolis,
Your task is submit your final Project Report. The completed report should be properly presented with a title page, table of contents, and references where necessary.
For this project, you will have studied the Philips Electronics model of business excellence through speed and teamwork (BEST). You will find this model described Project Study in the attachment.
You will also have read the following brief but important journal article: TQM and business excellence: is there really a conflict?
Also, read project proposal, project outline, and project case study all of them in the attachment before you start to write the project.
Your task is:
1.To assess the BEST model, with particular reference to the importance of teamwork in a company like Philips Electronics.
2.To evaluate the model against Adebanjo’s proposition that ‘business excellence and quality can and need to complement each other to provide organisations with the operational and business success they aspire to and which is necessary for survival in today’s market.’
3.To show how BEST tools and competencies could be applied to the pursuit of business excellence in your company or another company you think could benefit from using the model.
Also,
1) The answer must raise appropriate critical questions.
2) Do include all your references, as per the Harvard Referencing System,
3) Please don’t use Wikipedia web site.
4) I need examples from peer reviewed articles or researches.
5) Turnitin.com copy percentage must be 10% or less.
Note: To prepare for this essay please read the required articles that is attached
Appreciate each single moment you spend in writing my paper
Best regards
SAMPLE ANSWER
Chronic Obstructive Pulmonary Disease
This is a serious lung condition that manifests with emphysema coupled with chronic bronchitis. It is mainly prevalent in patients that are 40 years and above, especially cigarette smokers (Cherney, 2014, Pg. 50). These patients present with symptoms of coughing, production of sputum, or breathlessness. Owing to emphysema, the patients frequently experience shortness of breath, a situation where they have to make an extra effort to inhale sufficient oxygen by maintaining a high speed of breathing. In emphysema, the lungs of patients can only accommodate small volumes of air. There is also a notable deficiency in the amount of oxygen that reaches most body tissues. Old age is a predisposing factor to the disease and more so if associated with excessive smoking (Hanania, Sharma, & Sharafkhaneh, 2010, Pg. 600). It is therefore relevant for gerontological care nurses to give special attention to the condition. This paper not only discusses COPD in details, but also explores further into other secondary conditions associated with the condition. Selected mechanisms applied by nurses in handling COPD patients are also explored in detail. Such methods relate to COPD assessment as well as evaluation. Issues are addressed from the perspective of the nurse as well as from the patient’s perspective.
Assessment of COPD Patients
Just like in most other health care set ups, assessment of COPD requires collection patient’s history, from which an evaluation is made and appropriate medical measures taken. Health officials are expected to conduct history examinations on their patients and eliminate differential diagnoses to zero in to the patient’s status with regard to COPD. A complete history collection usually offer details whether patients or their close relatives have ever been diagnosed with respiratory abnormalities, and more so emphysema, bronchitis or COPD at large. Childhood lung infections and atopic illnesses relate directly with the likelihood of COPD diagnoses on patients. In addition, history collection investigates on the living conditions of the patients, both in the past as well as in the present. In most cases, environment is a significant player in the aetiology of not only COPD, but also other common respiratory disorders. Such experiences as livingor working in dusty places plays are generally a threat to one’s respiratory health (Dweik & Mazzone, 2015, Pg. 10). When attending COPD patients, knowledge on the patient’s exposure to such conditions serves to enhance competence among nurses.The best techniques when attending patients involves nurses’ optimal knowledge on their patients from varied life aspects.
Miller’s Theory
Miller made remarkable contributions in the nursing profession by designing a theory that would guide nurses when attending aged patients. The theory is still widely applied in most health institutions in the world today. The theory has been subjected to constant modifications by its implementers in nursing care. It therefore offers up-to-date guidelines making it very relevant and appropriate for nurses who attend old people. In the present, Miller’s theory is commonly termed as “the functional consequences theory of promoting wellness in older adults” (Hunter, 2012, Pg. 37). He theory offers scientifically supported ways of improving the life quality among the aged populations, in addition to expanding their lifespan. It also relates all aspects of care in an integrated manner. A relationship is developed between nurses and patients with regard to the environment. Its incorporation of factors that affect health lure nurses to its application and to them, the theory just simplifies their day-to-day work. The theory emphasizes on important matters in the care for the aged, such as the risk factors that accompany aging, diminished body functionality as a result of old age and the linkage between one’s mind, body and spirit (Hunter, 2012, Pg. 38). In addition to problem identification, the theory suggests on appropriate ways of handling the challenges. It for instance suggests that care for the aged be directed toward alleviation of the negativity of functionality, the most predominant consequence of risk predisposition. The preferable outcomes achieved with the theory see to it that old people retain their body functionality to the best possible extent.In the care of an old OCPD patient like Kathleen, Miller’s theory is a first-hand instrument for a nurse. Despite the many challenges in her life, like being unable to cook for herself, Kathleen can still restore fun in her life with the application of Miller’s suggestions.
Age-Related Changes in COPD
As a COPD patient ages, like in the case of Kathleen, the ability to maintain wellness is decreased, patients become more prone to respiratory, cardiovascular, musculoskeletal and neurological among other disorders. Kathleen experience depression, which prompts her to seek solace by isolating herself from the community. Such a situation is common with COPD patients following neurological disorders. Again, the lady is observed to express musculoskeletal impairments when her mobility is reduced. The most conspicuous effect of COPD on Kathleen is the impairment of her respiratory system, where she developed shortness of breath as a result of emphysema.
Consequences of negativity in body functionality are also evident in Kathleen case when she fails for instance to cook for herself. Malnutrition is a serious problem and would make life more terrible for the COPD patient. It often results into increased risk to infections (NHS, 2015, Pg. 82). Usually, old people require energy to maintain basic body processes. Other matters of living affected by diagnosis with COPD among old people include physical life: environmental and social; as well as psychological life. To overcome problems associated with COPD, nursing care would involve educating the patients as well as practising the techniques that are suggested to achieve high results, such as the ones provided in Miller’s theory.
Care for COPD Patients
There has been improved research in the field of aetiology and pathophysiology of COPD in the last 50 years. There used to be a mistaken belief that little could be done on the progressive and irreversible nature of COPD. Since COPD is closely related to smoking many patients may feel as if they are not treated well due to a “self-inflicted illness.” It is this view that has commonly evoked an unsympathetic response from the patients’ relatives and unfortunately, some clinicians. Mostly, COPD affects individuals that cannot demand high standards of care such as the elderly and the poor (Bellamy & Booker, 2011, Pg. 89). Nurses should therefore, work toward attaining realistic aims of care provision such as slowing down or stopping the progression of the condition, reducing disability through achieving best possible symptom relief, and decreasing the number and severity of exacerbations.
The Role of Nurses in Care Provision
Early diagnosis is an essential step to attaining the above- stated objectives. Health officials also need to carry out regular reviews in order to make sure that necessary interventions are provided, information and education needs are attained, and signs and symptoms are well managed. The long-term management illness such as COPD is suited well to nurse-led care, so long as the nurse is trained well. COPD has a complex diagnosis and management procedure especially for elderly patients that have co-morbidity. For quality healthcare delivery, nurses should have high-quality training, continued improvement of professional development and work as a team with their colleagues.
Progression of COPD
The only effective intervention that has been identified in the slowing down of COPD progression is smoking cessation. Smoking quickly accelerates the decline of FEV1. However, this can be slowed down to an FEV1 of anon-susceptible smoker or a non-smoker at any level of COPD. Early cessation ensures that a patient acquires better outcomes, but it is not too late.
According to Roach, Bronner and Oreffo, healthcare professionals should create awareness on the subject of smoking cessation at every encounter (Roach, Bronner& Oreffo, 2011, 57). By so doing, they can prompt a smoker that is committed to thinking twice about smoking and its associated consequences. They may also encourage individuals that could be contemplating quitting make a serious cessation.
Some pharmacological medicines have also been developed to help patients quit smoking. Some of these medications include bupropion, varenicline, and nicotine replacement therapy (Kon, Hansel& Barnes, 2011, Pg. 67). Therefore, clinicians should prescribe these medications to smokers that want to quit since they may improve their chances of success. There are some smokers that would like to quit and at the same time require special support. Such smokers should be referred to specialist services.
Reduction of COPD Symptoms
Breathlessness and a persistent cough are disabling and distressing. The primary clinical methods of managing these symptoms are;
Long and short-acting bronchodilators
Mucolytics
Pulmonary rehabilitation
Bronchodilators
These medications only have an effect on FEV1 in COPD. However, they can also reduce the tone of bronchomotor, decrease hyperinflation of the respiratory system and improve the efficiency of respiratory muscles. COPD patients that take bronchodilators breathe efficiently and more comfortably. They also have an improved tolerance to exercise. The main categories of bronchodilators used are beta agonist and anticholinergic bronchodilators.
Mucolytics
These are drugs that aid in reducing sputum viscosity. As a result, they make it easier for patients to clear the sputum. Recent studies have shown that mucolytics can also reduce exacerbation number and improve the symptoms associated with coughing and production of sputum (Lee-Chiong, 2010, Pg. 362). Carnocisteine and mecysteine are some of the mucolytics used for long-term management of COPD.
Pulmonary Rehabilitation
Many COPD patients choose to live with breathlessness by shunning exercises. Patients lose their confidence, self-esteem, feel depressed, and isolate themselves from others. Pulmonary rehabilitation is aimed at reversing this. Patients should focus mainly on aerobic training so that they can condition their muscles once more and their endurance to exercise. Continued exercise also aids in reducing breathlessness. However, for successful pulmonary rehabilitation, patients should be committed and motivated as well. The patients should also be able to exercise as this will co-morbid cardiovascular related diseases and musculoskeletal problems that prevent the patients from exercising accordingly.
Reducing Exacerbations
According to MacNee, ZuWallack & Keenan, patients should be educated on self-management in order to reduce the worsening of exacerbations (MacNee, ZuWallack & Keenan, 2009, Pg. 134). Patients should also be provided with clearly written advice and also taught about when they should seek medical attention. Nurses should also ask patients about the number of exacerbations they experience afterwhich they will prescribe long-acting bronchodilators to those that have frequent exacerbations.
Conclusion
Tremendous progress has been achieved in comprehending the management of COPD. However, COPD is still a considerable burden on some patients and the caregivers but its prospects are quite promising (Bernhardt & Kasko, 2011, Pg. 36). COPD has been has been branded the “Cinderella” disease of the respiratory system, but the chances of “Cinderella” approaching the ball are improving.
Bibliography
Bellamy, D., & Booker, R. (2011). Chronic obstructive pulmonary disease in primary care: All you need to know to manage COPD in your practice.
Bernhardt, N. E., & Kasko, A. M. (2011). Nutrition for middle aged and elderly. New York: Nova Biomedical Books.
Bernhardt, N. E., & Kasko, A. M. (2011). Nutrition for middle aged and elderly. New York: Nova Biomedical Books.
Hanania, N. A., Sharma, G., & Sharafkhaneh, A. (2010). COPD in the Elderly. Medscape, 31(5), 596-606
Hunter, S. (2012). Miller’s Nursing for Wellness in Older Adults. Lippincot Williams. 35-45
Kon, O. M., Hansel, T. T., & Barnes, P. J. (2011). Chronic obstructive pulmonary disease: (COPD). Oxford: Oxford University Press.
Lee-Chiong, T. L. (2010). Sleep Medicine Essentials. New York, NY: John Wiley & Sons.
Lötvall, J., & Busse, W. W. (2011). Advances in combination therapy for asthma and COPD. Chichester, West Sussex: John Wiley & Sons.
MacNee, W., ZuWallack, R. L., & Keenan, J. (2009). Clinical management of chronic obstructive pulmonary disease. Caddo, OK: Professional Communications.
1- I have read the case study, and did the analysis (you will see my findings under the attached document called “Strategic Audit Format DELL”. Please use my findings to write the report.
2- Please use the attached word document called “Dell Strategic Analysis Report” to write the REPORT, when you open this document, you will see what are the exact requirements highlighted in yellow.
SAMPLE ANSWER
Introduction
Michael Dell is the founder of Dell Inc. and this was done Austin, Texas in 1984 whereby, he had an unparalleled thought concerning the organization. Dell needed to offer PC frameworks to clients specifically by conveying the most solid registering answers to address individual issues at the obliged time with no mistake to their clients overall. Dell is a company that is majorly based in the US which does the business of selling hardware and other services that is spread all over the world. The Dell Company specializes in the production of computer systems for example, various software’s, hardware, mobile devices for networking and other electronics. The Dell Company does not only sell its products to personal consumers, but also sell its product to the institutions like the government, healthcare institutions and eve to the education sectors (Theobald, 2010). Through its very many segments, it gives its customers a wide spectrum of solutions as far as their services are concerned so that it can widen its scope of distributions to global markets. Some of the solutions that it gives to its customers range from a series of configured IT and even networking and storage of the products through embracing infrastructure technology that is done through consultation and applications. For the dell company to carry out its business effectively, it must develop a well framed business strategies and plans.
Dell is an organization that conveyed change to its immediate model of offering and in the year 2007, the organization wound up making the first stride towards a worldwide retail methodology. This method involved taking off issues by including retail as a new channel and growing its administration offering to fulfill its clients and fulfilled. Dell began to offer its two models of PCs at more than 3500 stores of Wal-Mart in United States, Canada and Puerto Rico. In 2003, the administration of Dell chose to change the name of organization from Dell Computer Corporation to Dell Inc. This was finished to the point of perceiving the quickly expanding expansive product offering offered by the Organization. Keeping in mind the end goal to lessen the general cost that it used to bring about, the organization reported to offer most or every last bit of its assembling offices inside 18 months. This was until January 31, 2007, Kevin Rollins leaves because of the poor monetary execution and negative NEWS scope of the organization that prompted the arrival of Michael Dell as the CEO of the organization.
About the industry
The PC industry is mainly dominated by big players such as Microsoft, Apple, HP, IBM, Samsung, among others. In 2007, Dell was taken over by HP in terms of the market share and the condition has remained the same to date. Currently, Apple is the largest technology company due to the size of their shares and their huge sales in various places in the world. The Launch of the Windows 3.0 changes the computer market industry in favor of Microsoft such that some players were locked out of business. The launch of smartphones has destabilized the market forces in the PC industry, since such phones have almost similar capabilities like the PC.
Company Background
Dell is an organization that works comparable with Microsoft windows that changed plan of action and elements of the business. Dell is dated to be one of the biggest innovation organizations of the world regarding aggregate estimation of its impacts that are so colossal and alarming to numerous financial specialists who are intending to venture in a PC based business. The organization’s Netscape gave the first open to all online worlds Browser, which was of incredible utilization of a large number of the individuals who are keen on its operations all inclusive (Dell, 2015). Dell is an organization that drove the business sector until Microsoft entered the business sector with Internet Explorer that brought any changes into the technological world. In the year 2007, HP took the first opening as far as a piece of the overall industry from Dell. Notwithstanding, the dispatch of Window 3.0 in 1990 and Windows 3.0 changed the plan of action of the Dell business to the Microsoft’s Advantage over Apple, IBM, Atari and many different frameworks. This was so much felt yet because of the way that clients weren’t bolted into one seller’s item things were conceivable and well operational. The dispatch of the iPhone acquired Genuine made changes the cell phone industry and was the first notion of versatile that could in the long run destabilize the PC area of DELL Company. It never took so long that the organization chose to present iPad that later denoted the start of the end of the PC business, which had been a huge business foundation of the Dell organization. Dell is an organization that has contenders like Apple II that was framed in the year 1977and IBM PC that was shaped in 1981. They have all been attempting to try their hardest and coach clients in the business sector in their procedure of contending to be the best. There has been high upgrades made on the nature of generation as this is the key part that will help DELL as an organization to hold its old clients and get new ones in the business.
The organization encountered a VR “Virtual Reality” Announcement by Microsoft in 2015 in blend with the “visualization Glasses”. Different organizations, for example, Samsung Oculus and velvet are said to have experienced the same Virtual Reality declaration by Microsoft that served to hone their abilities the way it accomplished for DELL. The VR Innovation that is utilized for utilization by Dell is going to lead the world and a decent substitution to numerous different gadgets that are exceptionally required and needed in the figuring business.
Past Problems in DELL
Dell is an organization that was confronted by issues in the past and they incorporate the Poor monetary conditions all through the world and the end of web air pocket that meddled with its operations. For as far back as 10 years, a great piece of the Personal PCs (PC) deals were for tablets and PCs in the $799-$999 territory. If the organization utilizes a PC or Laptop 20% of the time, the most astounding value they need to pay is $599 and this was recorded to be too low as they thought things could be on their side. In 2002, the general interest for the PC frameworks and administrations declined on account of the world monetary shortcoming. This turned into an extraordinary test for the DELL Company to manage as it couldn’t make to deal its items to its clients and achieve its objective according to its arrangements. There was the ascent of minimal effort equipment PC makers in China and numerous individuals because of the falling economy needed to get the modest equipment’s so they redirected their regard for purchase them in China. This turned into a downside to the organization that wound up losing the greater part of its clients because of the failing economy. Regardless of purchasing the PC equipment’s in China, they also understood that they were not up to the norms that they wanted and couldn’t help make quality PCs as needed by their clients along these lines they lost numerous clients to their rival Apple who was currently best in quality generation of items. Numerous clients who were in the wake of getting a quality items occupied their business with DELL and went to Apple. Dell stood up to a test due to the rapidly changing advancement that it was not used to. It fails to handle the conformities in development in the blessed time in this way, its opponents had an unassuming time of telling in the business division. The failure of getting a handle on the changing advancement in incredible time made Dell to be directly in its operation while customer required now to buy extraordinary online and they were without further ado urged to oversee Apple who had used the usage of the new development on a helpful reason. The Increasing Unit Sales and Volume however Sales salary kept decreasing as a result of contention in the perspective of esteeming. This provoked DELL not making incredible arrangement as a result of the high expenses top it put in its stock. Customers fled away as a result of the high expenses that they stood up to in DELL. Customization of Desktop “Less extravagant Price” was another test that DELL expected to face. This is because, the association now had low arrangements that couldn’t entirety to the hungered for formal level as it expected to hold its customers appropriately encountered an adversity. New associations that created were a danger in view of the fulfillment felt by Dell. These associations were arranged in – Chinese, Korean republics and in the United States of America. There was Slowed enthusiasm for the ranges of the association in view of the nonappearance of enough supports to finish the procedure. The PC business felt some shivering issue due to reality that development had not been handled, especially in DELL and this incited directed examination that made it to fall behind. In spite of their being numerous issues previously, the organization is as of now encountering some different issues that are as an aftereffect of the quickly changing industry drifts that are felt in the PC business. In the late the DELL’s PC business slammed in the first quarter of 2013 with the new PC shipments falling 14% contrasted and the same period a year ago (Dedrick, 2008). This has been as an aftereffect of the organizations that give best PC because of innovation that is utilized in their premises. They have utilized individuals with best brains who can help in changing the world with the innovation that they have within their reach.
There is another challenge that is being confronted by DELL Company in the later. This issue is presently connected with the way that PC Users now have significantly more decision than anytime recently, which influence what they purchase and they can choose to purchase cell phones or even iPads, tablets that perform comparative parts with PC’s. Notwithstanding this, they can secure them frame other reason at a less expensive cost as they are delivered by numerous organizations like Samsung, Apple among others. Dell is encountering a huge test that is connected with Industry Convergence and Domination of Larger Players who have now commanded the business sector. A portion of the enormous player in the PC’s business who have commanded the business are similar to Apple who are currently extremely overwhelm because of the fat that they give the best of items needed by their clients because of their brilliant and practical measures that given the offer of the organization’s items. Another test that is confronted by DELL is the way that most PC creators do little item advancement all alone. This has driven the organization to depend for the most part on their suppliers for item advancement, and on Microsoft and Intel for new advances that they will use in their creation. All things considered individuals have discovered they can do as much as 80% on a tablet that they used to do on a PC and they have turned structure, acquiring PC’s to the purchasing of tablets that are not delivered by DELL. This implies that they need to make low expenses as they don’t create tablets, which are presently needed by customers in the business. Because of the issues of advances and also advancement propelling consistently, the PC business has now been made fiercer and DELL as Company is feeling this extraordinary effect; since it doesn’t grasp innovation with its moving pace. This implies that a long time from now risks are there will be a couple of PCs at home. Furthermore, DELL is very tested with this exploration discoveries. Around then individuals will be wearing PCs (embedded) for instance, in eyeglasses and this will imply that if DELL does not change its line of creation it may endure enormous misfortunes. Exploration demonstrates that Future is anticipated that individuals will like a wearable PC or gadgets like savvy, Google glasses, VR and numerous more items, which are not made by DELL Company accordingly, an enormous test for them. This is an unmistakable sign to the organization that it’s truly experiencing a genuine test that if the right measures are not imparted set up it will have high issue. Hence, the administration of the organization ought to wake up and gaze grasping new changes in the innovative world at the earliest opportunity.
Company’s Vision & Mission
Dell is an organization whose vision is to be the best in matters to do with data innovation Systems that must be utilized in the Company on a worldwide level by conveying the best client involvement in all business sectors they serve (Burns, 2011). The mission of the organization is to be much focused and try their hardest to inspire their clients who are exceptionally needing their backing.
Company’s Goals and Objectives
Dell Inc. As of late set an objective for the year 2020, known as legacy of good, which is a Corporate Social Responsibility (CSR) activity and also intended to build up a maintainable planet in the whole environment. Dell Inc. has a set goal, which is to give great quality support of its client at the least cost conceivable. Dell has done a few Improvements in client productivity that will help avow its goals that it cravings to work with (Dell, 2015).
Company’s Structure
The structure of the company is based under three strategies that it has employed for use in its premises. These strategies are inclusive of the corporate strategy, business strategy that works hand in hand with the human resource department to ensure that all functionality of the company are in the right place. The third strategy that is employed for use is the functional strategy that ensures that all the functions of the company are well done according to all the plans that were set aside and ensures that all the workers in the company are given all the desired privileges together with being encouraged to worked harder to the success of the company. The company has structured their products in a desire way that really impresses the customers by ensuring that they simplify their products and services in accordance to the desires of their customers who will be more impressed if they obtain what they want. DELL Inc. The structure is in a way that impresses their customers and this enables them to be in a better position of even attaining more customers. The structure ensures that the company has a good management from top managers up to the lowest mangers and that they carry out their duties accordingly. This ensures that the industry gives a win with industry-leading end-user computing solutions that enhance the scale of alternative computing solutions.
Company’s Range of Products
Dell center business level technique is easiest method; the organization is themed to lead the business by promoting the pattern of minimal effort and lean assembling. Dell’s online form to request and Just in Time stock framework is a reasonable evidence that dell seeks after Low Cost Strategy as its Business Level system. Dell likewise seeks after Differentiation method, its aggregate customization alternative and building your own PC is an exceptional idea which no other Computer maker takes after. The main product of this company is personal computers.
Computer Platform
The significant highlight of the practical level procedure of Dell is that the organization concentrates on utilizing its solid abilities as a part of direct deals, minimal effort assembling, store network administration capacities so as to build the classification of its items through which the organization can convey increased the value of its purchasers at lower cost. Utilize the focused abilities of organization in servers and PCs to seek after chances of income development. Dissimilar to the contenders that take over the customary model of worth chain, Dell does not keep up in-house supply of completed product inventories.
Corporate structure/culture
The Current corporate structure includes groups and group administrators who report specifically to senior directors or venture supervisors. The hierarchical structure is level and power is assigned to representatives. Administration in Dell has confidence in engaging its workers, Dell has some essential rules and winning with respectability is a piece of it, it makes Dell’s way of life aggressive. Dell’s way of life is developmentally focused; it is intended to incite advancement and innovation in representatives.
SWOT analysis
Strengths of the Dell Company may include the following market leadership, direct sales strategies, price on the basis of performance, most updated technology and many other more.
Weaknesses include over reliance on the institutional and corporate sales, non-acceptability in the retail sectors. Lack of technology in the company is a weakness that brings operations down. Production of one product of the company is a weakness as people need a range of products that they can be able to choose from.
Opportunities: markets that are unexploited enhanced usage of the internet that results in increased demand for the laptops and even technological modernization. The Partnerships that are evident with local manufacturers in researching the market insight and the Favorable situation that come as a result, in safeguarding the green field investments is a strength to Dell Company. The exchange rate is to the advantage of the company, together with low labor costs and tax rates that they are now experiencing.
Threats may include: impulsive trends in the market places, a financial crisis that is a great challenge to the whole world and the price wars. There are high sanctions that have been experienced by the company and they have resulted in high weakness in the company. There are restrictions that deny the multinational companies like Dell to be able to move their profits to certain percentage and this becomes a weakness.
Societal Environment Analysis (Pest Tool)
Political factors: various aspects of the politics have great impacts almost in all parts of the world. They may range from the government directives and even the institutional policies. In the case of the Dell Company there is one big threat of politics or the legal environment this is mainly seen as a threat because political factors involve government regulations that define terms and conditions that any business must operate within. Therefore, it is very important to consider this factor since many countries are still restrained by some of these policies which are put to defend domestic manufacturers and producers.
The economic environment may include the nature of the economy in which various companies compete. Some of these economic factors are like company directives, restrictions that are put in the budgets and even the income generation measures of the organization. The main challenge for the Dell Company as far as the economic environment is concerned is the degree of piracy.
Social factors which include the culture of the society and in some cases it may include attitude and the values, especially the change in the lifestyle of the people, change in the consumption patterns, attitude towards work and even to some great extent in the education and health. These external social factors may affect the way the company provides solution to the problems so that they can meet the demands of the customers since customers can decide to work with one vendor that serves all their interests. The major social factors are inclusive of the increased global target audience, effects of the brand name that may or may not be liked by the customers. Other factors are inclusive of the literacy rates of a region and the factor that determines how a customer finds an easier way of shopping online to save time and money.
Technological issues: the most important technology issue for the computer industries is the speed and the rate of adoption of the newly introduced technology that can greatly affect the effectiveness of the organization. There are factors that influence the technology that is supposed to be used in the industry and they are inclusive of; the ease of access to new technology, decline in technology cost and the global production factor all aimed at enhancing the functionality of the new technology.
Industry Environment Analysis (Five Forces)
The most important tool that can be selected as a way to be used to analyze the situation of the company as far as control recline is concerned is the porter’s five forces model. This is mainly because it helps the company to understand its strong points against its competitors in the market places. According to this model, competition in the industry can be as a result of five forces that are combined together for example the competition, rivalry within the organization, possible entry of new competitors in the market, possible growth of the alternative products, and bargaining powers of both the suppliers and the customers. For the rivalry against its existing competitors, there are many players like the Toshiba, HP, Gateway and many other companies that offer cost and competitive benefits. Threats of new entrance into the market: Dell Company has the obligation to do better so that they can beat their competition through producing using the most recent technology and then put their prices in a way that they will compete favorably. The bargaining power of the buyers: for many computer industries, customer bargaining power has been very soaring this is mainly because of the very little reliability of the brand in the market places and also due to the products of many producers look like. The bargaining power of the suppliers: because of the fact that there are very few vendors who are capable of supplying the major components of the computer, the bargaining power of the trader in the computer industry has also elevated.
The availability of substitute products in the market places has greatly impacted on the sale and productivity of the computer elements. They have the oligopoly kind of the market structure since most of the producers of the computer parts produce similar products.
Internal environment
Corporate management and management team
Dell is a company that is majorly based in the US which does the business of selling hardware and other services that is spread all over the world. Dell Company specializes in the production of computer systems for example various software’s, hardware mobile devices for networking and other electronics. Dell Company does not only sell its products to personal consumers, but also sell its product to the institutions like the government, healthcare institutions and even to the education sectors.
Corporate culture
Through its very many segments, Dell Company gives its customers a wide spectrum of solutions as far as their services are concerned so that it can widen its scope of distributions to global markets. Some of the solutions that it gives to its customers range from a series of configured IT and even networking and storage of the products through embracing infrastructure technology that is done through consultation and applications. For the dell company to carry out its business effectively, it must develop a well framed business strategies and plans.
TOWS Analysis outcomes TOWS analysis outcomes
Basically, TOWS has been just SWOT which is spelled from behind if we are keen to observe and SWOT is an acronym of Strengths, Weaknesses, Opportunities and Threats. The results of the SWOT analysis can be represented in a matrix which contains the Strengths and Weaknesses as the internal pieces intersecting with Opportunities and Threats as the external factors. Appendix A shows a representation of TOWS analysis outcomes. ST (strengths-Threats) considers making use of the internal strengths in order to run away from the external threats. An example is when the company faces a threat of its funds decreasing at an alarming rate; the company will be posed to a challenge of finding other methods of obtaining funds like making use of volunteer management software so as to increase efficiency and effectiveness (Burns, P. 2011)
WT (Weakness-Threats) which is a defensive position in the matrix and functions to try and avoid threats while minimizing on weaknesses and is considered most of the time when the organization in question is in a really bad position. For instance, the company may be facing the threat of losing funds and the company reacts by merging some of its programs with other organizations to save on resources and wait until its funding becomes stable.
External Factors Analysis Summary
The external factors analysis summary illustrates an automated version of organizing external factors in terms of both threats and opportunities and looking at how an organization makes response to these factors basing their arguments on the importance of each of the two factors. In this case, the sum of the weight is not supposed to go beyond the weight give to each factor, that is, 1.00 is the most important factor while 0.0 is not important. Moreover, a rate is assigned to each factor whereby 5 stands for outstanding and 0 is poor. The weighed score is calculated by finding the product of weight and rate of each factor.
Internal Factor Analysis Summary
The internal factor analysis summary consists of a spreadsheet provision that is relatively easy to use in an attempt to analyze the strengths, weaknesses, threats and opportunities in a particular organization. Once again, the rate and weight are used in the analysis. In this case, the total sum of weight must not be more than the weight of each factor as given in the summary and 1.00 weights refer to the most important factor while 0.0 factors are not important. When a rate of 5 is assigned to a factor, the factor is outstanding while that which is assigned 1 is a poor factor. Nevertheless, the weighted score is calculated by obtaining the product of weight and rate of each factors.
TOWS analysis: Strategic factors analysis summary
Strategic factor analysis illustrates a combination of some of the most essential factors of both the internal factor analysis summary and external factor analysis summary. This strategic factor analysis also outlines an overall outlook of an organization based on its strengths, weaknesses, opportunities and threats. The rate, which implies how well an organization responds to the factors, and also the weight which stands for the importance of the factor are some of the issues that are taken into account. Weight for each factor is assigned whereby 1.00 is very important while 0.0 is not an important factor. Nevertheless, all weights must total to 1.00. A rate of 5 to a factor is considered as outstanding while that of 0 is considered to be poor. The letter X is typed to each factor to imply the significant amount of time each factor will take. The weighted score is established by finding the product.
TOWS matrix and strategic alternative summary
The TOWS matrix is helpful when it comes to visualization of the analysis whereas it is very vital to understand how the elements of the matrix work together for positive results. When any particular company or organization manages to match the internal strengths to external opportunities, it gets the advantage of increasing its competency towards its customers.
SO (Strengths-Opportunities): This implies using the internal strengths to maximize on opportunities available for instance spending more time and focus on writing grant proposals if there is a lot of grant money availed.
WO (Weakness-Opportunities) which implies an improvement of the internal weaknesses by utilizing the external opportunities available. For instance, if there are lots of grant monies available and the company does not have grant proposal writers, the company may consider hiring or employing an expert or consultant, or better still send an employee for training on grant proposal writing.
ST (strengths-Threats) considers making use of the internal strengths in order to run away from the external threats. An example is when the company faces a threat of its funds decreasing at an alarming rate; the company will be posed to a challenge of finding other methods of obtaining funds like making use of volunteer management software so as to increase efficiency and effectiveness.
WT (Weakness-Threats) which is a defensive position in the matrix and functions to try and avoid threats while minimizing on weaknesses and is considered most of the time when the organization in question is in a really bad position. For instance, the company may be facing the threat of losing funds and the company reacts by merging some of its programs with other organizations to save on resources and wait until its funding becomes stable.
Recommendations
Review of the mission and vision
The company should review their IT system manufacturing in order to enhance automation of their services. The implementation of IT in their operations will see the realization of low cost production and a subsequent increase in profits realized by businesses.
Review of the goals and objectives
The company should review that goals and their objectives and make them be in tandem with the lowest possible costs as they strive to enter the untapped computer market and increase their productivity. Provision of good quality goods and services to the customers and offering cheap computers should form part of the company goals. The overall objective of all these goals should be focused at improving the market share of the computer market and to improve on their productivity.
In order to ensure a brighter future with fewer uncertainties, the company must begin to diversify their portfolio and opt for vertical integration in their business operations. Focusing on one product alone is risky business since the business can be struck by unforeseen circumstances.
Corporate Strategy
In terms of corporate strategy, the company should focus on internationalization of their products in order to reach untapped market.
Business Strategy
In terms of business strategy, the company should focus on implementing proper structure of business operations to enhance their overall presence in the computer industry. Moreover, the company should develop their business competency to enhance their competitive advantage as they strive to increase their market presence and to gain a big market share.
Functional Strategy
The company should capitalize on the latest advances in technology and streamline their operations in line with Information Technology to improve on their efficiency and reduce operational costs. Another functional strategy that the company should consider is to expand their operations into new markets in order to increase their sales and their overall revenues. Since the production costs at the company are still relatively high, a cutting costs strategy needs to be implemented by implementing a costs effective value chain in the organization.
Strategy Implementation
For Dell to move forward, the company needs to come up with the strategy information across the organization that will increase overall business performance. Another form of strategy implementation is that the company should withdraw from some of the activities that can perform well at lower costs in the value chain in order to maximize their profits. This is because such activities are very expensive and would make the company avoid expensive costs related to the cost of production. The management at Dell should ensure that the critical and core competency issues are kept in house with the aim of ensuring that the company moves forward. Since the company is determined to make profits, the company should explore the alternatives of selling their products through retail outlets and devise a plant to reward sales people on direct commission. This will ensure that the sales people work hard to meet their target and the company stands to benefit through increasing their sales. Moreover, the company should focus on high revenues and market share by putting more focus on the product development and market development.
Keeping in mind the end goal to improve their game changer, the organization ought to proceed with their internationalization arranges and guarantee that their organization works in all sides of the globe. This can successfully be accomplished by securing nearby and promising PC organizations. Moreover, the organization ought to move to a bio-comparable business to help in items broadening to enhance the general danger of overreliance in one item. The organization can likewise change their assembling areas to empower them diminish expenses and make more benefits. Because of headway in innovation, Dell ought to exploit online stages to enhance their corporate distinguish by dispatching forceful showcasing in the online stages.
The organization needs to search for little however encouraging PC organizations and converge with them so as to avoid future rivalry and grow their regions. The assembling focuses likewise need to be moved into territories with shabby assembling expenses to diminish the organization operations and build their general benefit. The organization ought to likewise contract their advertising methodologies and to build their center to the individuals who need PCs. Dell has kept up their emphasis on the business with the point of turning into the business sector pioneer. The organization has enormously put resources into HR to empower advancement and imagination required in the association. Furthermore, the organization likewise has a key center that is gone for using the assets in zones with most extreme effect to the association and their clients. The organization has likewise profited the physical assets, for example, the hardware, offices, and account to backing their operations without diversions. The organization has additionally been fruitful in gaining and keeping clients through their quality items and corporate brand substance.
Strategic Evaluations and Control Standards
Dell should focus on their future strategy to enable them know exactly what they are looking for as part of their future strategy. In this regard, the company should decide on what they are looking for to measure the things that is likely critical to their business model. Dell also needs to put specific business performance measures that are established on the expected performance and actual performance. Constant evaluations must be carried out to ensure maximum control of the specific business performance with the aim of improving on the company operations. In the case where the company performance measures that fails to meet the company objectives, the management at dell should come up with specific correction strategies that are directed to areas with shortcomings. Moreover, the company should look towards further improving on its performance with their aim of becoming the market leader in the computers market. In this regard, the management at Dell should ensure that they work hard in the three forms of organizational controls such as operational control, strategic control, and management control.
References
Burns, P. (2011). Entrepreneurship and Small Business. Palgrave Macmillan.
I would like to stress on the importance of using the guidelines given and the supporting evidence as it was given by the tutor for use, where the same tutor will be marking the paper.
SAMPLE ANSWER
Introduction
Evolution of HRM
Human Resource began in the 18th century in the United States of America and Western Europe and this is the period when In any given organization the Human Resource Department was mandated in ensuring that the company activities re well-coordinated towards reducing all the incidences to do with climatic change that could be occurring in the area (Ayse-Oya Özçelik, & Aydinli, 2006). These climatic changes had a hand in the globalization, the emergence of all the regional outposts and subsequent return that needs to be rectified to ensure that things get back to the origin. This has been a point of concern to all the scholars in the whole globe and especially the HR department seeks to ensure that workers of the given company carry out the required activities that will not interfere with their actions. Globalization has brought a lot of changes in the HR department and their operations have now changed over the years to suit the changes in the climate. This is the reason as to why International Human Resource Management (IHRM) has been implemented to aid in the handling of all business operations and multinational enterprises with the aim of protecting all the issues to do with changes in globalization. Multinational Companies (MNCs) on the forefront to ensure that they practice all that is required. Human resource has evolved from many terms and functions that are involved like capital, personnel and all the current human resources despite the changes that have been effected on the side of employees. HR has evolved from the time of slavery and the modern environment to mean this is the place where people after highly valued. For one to be able to understand the human resource management it will be required for the person to be in a better position to understand the definition of the management (Carr, & Pudelko, 2006).
Figure 1: Evolution of HRM. Source (Susaeta & Pin, 2008).
International Human Resource Management (IHRM)
IHRM is all about the management of the worldwide human resources that ensures firms are competitive on a worldwide capability. IHRM is so much determined in making all the HR activities to be more efficient, locally responsive, flexible and adaptable in a short period of time that is needed for activities to be well effected. IHRM is capable of transferring knowledge and learning across their globally and all the dispersed units. This meaning of IHRM serves to highlight the contrasts between overseeing worldwide firms and overseeing local firms and therefore builds the premise for conceptualizing IHRM as generously more including than residential HRM.
Figure 2: Functionality of IHRM. (SourcePaliu-Popa, 2008)
The content and traditional concepts of IHRM
In traditional times the international business literature played a very serious role together with the multinational corporations in ensuring that they attract the broader terms that were highly required for use. Countries experiences payment in deficits and this contributed to them having a high increase in the international activities that could help them in boosting their countries’ economies and cut unemployment that could bring high potential in the future through the IHRM (Ruzzier, Hisrich & S Antoncic, 2006). Internationalization is what is referred to as a synonym that is employed for use in the geographical expansion of all the economic activities that were employed for use in the traditional concepts of IHRM. The internationalization is a term that began to be used when phenomena gradually replaced imperialisms the dominant organization principle framing cross-border that existed in the market in the traditional IHRM (Michael, Davidson, McPhail & Barry, 2011). Interactions existed in the market border in the traditional concept of IHRM and they were of high need in all the activities that were to be carried out. The economic internationalization began operation in the post second world war period and prevailed up to when the period of globalization started to be operational.
These beforehand shut zones are currently new markets and magnets for speculation, opening further open doors for development and venture that has been as a consequence of the disintegration of the customary idea of IHRM.
On the other hand, notwithstanding all these main thrusts of globalization together with internationalization have not been supplanted and this is the reason in respect to why the greater part of internationalization idea is said to stay legitimate to date. The truth of the matter is that globalization’s effect on the SME division is liable to be more significant than on the as of now exceptionally internationalized extensive corporate segment (Liu, 2004). While beforehand associations with the conventional idea of IHRM were viewed as un-involved exploited people instead of dynamic players, the proof shows that this perspective is no more legitimate. In the most recent couple of decades, numerous associations have effectively set up, exercises past their home markets and their part is progressively critical in adding to future development. Globalization and the orderly issues have just as of late been presented in little firm advancement and examination (Nikandrou, Apospori & Papalexandris, 2005). Taking after the customary idea of IHRM utilized it was suggested that the expression “worldwide” ought to be held for those organizations and phenomena that truly merit this name. Customarily, associations confined their exercises to the locale of their area, or stayed inside their national limits. To date, numerous are dynamic in maybe a couple world locales and are in this manner global or provincial players.
Any undertaking that does exchanges in or between two sovereign elements, working under an arrangement of choice making that allows impact over assets and abilities, where the exchanges are liable to impact by components exogenous to the nation of origin environment of the endeavor. IHRM for some organizations is prone to be basic to their prosperity, and compelling IHRM can have the effect in the middle of survival and annihilation for some MNEs. Yet, for reasons of expense, time and trouble, IHRM examination has been constrained and generally centered on a couple of issues. Calls are currently being made to propel our comprehension of this essential region in a few ways, including: creating models and systems to mirror the mind boggling arrangement of ecological components that encroach upon the worldwide administration of HR.
A vital structure is used to compose our audit and assessment of the current writing and examination. While MNEs are our essential centre, issues connected with customary relative HRM exploration are additionally quickly analysed. Suggestions and proposals for future exploration plans are offered all through. IHRM issues are best conceptualized as far as between unit and intra-unit needs and difficulties. IHRM structures inside MNEs, including: a completely unified HR capacity; brought together HR approach advancement with provincial data in usage; corporate, bunch, and divisional HR units with exceptional obligations; and concentrated HR choice making for guardian nation nationals (PCNs) and third-nation nationals (TCNs). Staffing is a major IHRM rehearsal that MNEs have used to help co-ordinate and control their far-flung worldwide operations.
Complexity of the contemporary Context
The term internationalization is utilized to allude to the association’s outward development of global operations, while globalization will allude to the universal network of businesses and the association of national. Economies emphatically influencing all association exercises. Internationalization likewise implies an evolving state. The development of the firm gives a foundation to internationalization and to some degree the ideas of Internationalization and development are interwoven. Nonetheless, a few highlights are interesting to internationalization or, at any rate, there are huge degrees of distinction between development at home and development globally Internationalization likewise implies an evolving state (McPherson, 2008). The development of the firm gives a foundation to internationalization and to some degree the ideas of internationalization and development are entwined Buckley and the few highlights evident are extraordinary to internationalization or, in any event, there are significant degrees of contrast between development at home and develop universally. Internationalization likewise implies an evolving state. The development of the firm gives a foundation to internationalization and to some degree the ideas of internationalization and development are entwined. Nonetheless, a few highlights are special to internationalization or, at any rate, there at degrees of contrast between development at home and development globally.
The term globalization on the other side is alluded to as the state in which a considerable lot of the ranchers operations were overseen on a worldwide scale (Susaeta & Pin, 2008). Globalization is portrayed by the overall joining of steadily aggressive markets and organizations confronting worldwide rivalry. In the later post, fares have been progressively feeling obligated while the conditions for advertising and generation are evolving quickly (Perkins, 2003). Accordingly, today’s organizations, including SMEs, need to react to business sectors at an inexorably speedier pace. Globalization likewise incorporates the utilitarian mix of topographically scattered monetary exercises. It means something all the more as far as the degree, substance and force of common associations, capital and administration association, which is a subjective expansion on internationalization. There are skeptics who tend to be against the works of globalization, even though they are overtaken by the Hyper-globalist who are very determined in pushing for globalization matters. It is by and large concurred that the three powers are driving the globalization of business. The principal is the unstable development of minimal effort, innovation interfacing individuals and areas. Better data, preparing and correspondence innovation is making a more prominent familiarity with global financial open doors (Björkman, Fey, & Hyeon, 2007). The second drive behind the globalization of business is the enduring disassembling of exchange boundaries and monetary deregulation that are clear in the customary idea of HRM. Unhindered commerce understandings have produced a more level playing field for creative firms. The third constrain spurring the globalization of business is the broad financial rebuilding and liberalization that took after the fall of communism in Russia and Central/Eastern Europe, and additionally the topographical development of businesses in Asia, especially China (Hiltrop, 2002). HRM is comprised of many functions that are representing the three areas that is the MNE’s human resource orientation, location of those resources and all the decisions made in the HR decision making and all the resources allocated to its human resource. All the considerable resources can be devoted to HRM to ensure that are the issues to do with globalization are well catered for in the right way. HRM is focused on the process of globalization through the integration of all the markets that have been in existence and the newly emerging ones and cross-border integration of production and services. HRM is geared in proliferation in all the international and nationals from all the strategic management theory.
HRM is mandated to ensure that all the multinational enterprises (MNE) have to be successful on a global level and that they have focused on strategic HRM and all the importance of linking with the HRM is well recognized in the right way. All the functions of HRM are linked together as they aim at achieving sustainable competitive advantage that will be of good impact on the national and international level. All the HR activities that are performed on an international level are very similar to the ones that are performed on a national basis (Parry, Kelliher, Mills, & Tyson, 2005). The job is well done through the leadership of a good manager who ensures that the issue of globalization is well catered for. Multinational companies have also embraced the opportunities and limitations that countries of origin and their corresponding destinations present themselves. It is this that helps them determine either standardization or diversity when the subsidiaries implement the practices.
In this mind boggling situation, the part of HR division has procured an expanded significance in achievement or disappointment of the organization’s global operation. (Quintanilla and Ferner, 2003). Subsequently, in the course of the most recent decade or thereabouts, there has been extraordinary enthusiasm over the investigation of HR approaches utilized by the multinational organizations (MNC’s) and the diverse elements that the officials shape the head quarter organization or office (the auxiliary). There are numerous studies that elucidate the arrangements that are exchanged, despite the fact that there is still an extensive volume of work to be done on the subject, particularly on how these exchanges are made, both at a hypothetical and also experimental level. Here our ideas of globalization, providing food for strategy dispersion and for the impacts of multinational firms with national societies institutional plans.
Cross cultural – Universalist Paradigm
The way an organization is managed it’s depended on the environmental factors under, which the organization exist. There are very many differences between organizational culture and human resource project and they are evident in the case have an employee is in a better position of understanding organizational cultures. This will help him to be in a better position of choosing strategies and personalities that are compatible with the type of behavior that required in then organization by the HR. This will imply that the employee has clearly understood the way things are done in the organization and is ready to comply with them in his daily work in the organization. The ability to give more attention family relationship is determined by parochial culture. This is just but a family culture where imbalance is as a result of the subordinate’s relation and hierarchy is not just division of responsibility. The boss in this case is the planner of the work that has to be done despite there being division of work.
Convergence
IHRM is simplified to be HRM converges and all the universalities that are categorized under the environmental changes inclusive of all globalization matters. Benchmarking and best practices are factors of converges that define IHRM. There is criticism for commentators that is evident in the universalities whose perspective exposes diversity. There were variations that existed in various aspects of employment relations and they emerged from across advanced industrial states and all the cross-national relations that supportive in the area. Research o HRM have proved that economies were inclusive of convergence and modern variants that explains why universality ought to be questioned on how it works. Developments in HRM are unidirectional and this explains again how convergence of HRM across national borders is not a foregone conclusion. The degree of convergence lead to increased level of divergence and this lead to a serious degree of constrain that has to be employed for use.
Recruitment
A lot of Multinationals companies have adopted the ethnocentric approach to staffing in the market. The multinational activity has fueled for the scramble of Asian market through the use of talent in the organization. For company to succeed it has to ensure that its operations indicates the need to recruit managers to oversee new branches and handle all the new and services that are supposed to be done in a more and experienced manner. The HR across the world are best in explaining staffing task that is highly needed.
Constraining effects of cultural and institutional differences
The US was Angle of American republic in 60’s and 70’s (untouchable), which worked in a securities exchange term return and work as an item. It was Ethnocentric and disregarded isomorphic works from the Japanese- polycentric and neighbourhood adjustments. It looked to have an all the more new Version, which was the insider methodology. It was more HR arranged and originated from the Japanese and was termed to be a superior methodology; since, the American’s methodology got to be obsolete. The more established form disregarded national societies and institutional plans together with isomorphic courses of action, hence, it’s got to be beaten.
In seeing all the obliging impact of social and institutional distinction there is an enormous contrast in the working speculations to the situation where MNC have a multi-household, worldwide or transnational association structure. The general issue of exchange is every one of that was important to be handled and that aided in the ID of the institutional contrasts. HR practices have a tendency to adjust the neighbourhood setting in a worldwide MNC tat in returns gives out a more noteworthy contrast in the level of homogenization in all the practices included. Centralization, arrangement and control frame the fundamental office are all gone from bringing an enormous contrast in the obliging impacts. For this situation, neighbourhood adjustment would be generally legitimate issues and by institutional weight that the MNC can’t buy-go in this action in the nation of destination. In the event that the MNC is transnational, the auxiliaries appreciate the more prominent autonomy because of their key part inside the system. In this situation, it would be fascinating to study the connections in exchange of practices in the middle of auxiliaries and the fundamental office. Should it be effective, the exchange of this best practice to the MNC is ten called backwards dispersion. The impacts of this segment regarding setting are considered. Given the critical impact that the area practices on the MNCs, it would be important to combine the key qualities of the division in which auxiliaries work. Without a sufficient comprehension of the part of the segment, it would be anything but difficult to imagine that some specific normal for the methodologies in a backup are the because of the eccentricities of its nation of inception when, in all actuality, they are as a consequence of the powers that shape the division in which the organization works or the other way around. This conceivable disarray is more prominent in huge MNCs with exercises in distinctive organizations and working in numerous nations. It is unrealistic to confine the investigation of an organization shape its area; since, this is the thing that constitutes the particular environment in which it works. For a MNC to land in another nation, its administration in addition to other things ought to wind up acquainted with the administrative practices of the given nation. With the needs of their customers and with the legitimate environment of the segment in the outside nation of venture.
This level headed discussion is getting more noteworthy significance in the investigation of the vital part of the backups, inside the hierarchical system of the MNC. The exchange of particular practices dependably constitutes a choice from the Head Quarters that is affected by the qualities of the nation of the birthplace of the MNC. These national characteristics condition the exchange yet don’t focus it; for an official conclusion would originate from the leading body of the MNC. The way from the arrangement to the internationalization of the practices is the thing that has been would have liked to be picked in the model of investigation, with the components that either support or farthest point them. The HR practices and strategies would never be under-lied in the backups and never be contemplated in a disconnected way. This is on account of it is exceptionally important to know the components connected to the improvement keeping in mind the end goal to comprehend them totally. Because of the way that every auxiliary is exceptional and not the same as all the others, the HR arrangements and practices in the backups vary as per their level of centralization and combination. A commitment that is expected to be made are comprehensive of the exploration with respect to the exchange of HR practices inside MNC. They can be compressed into two focuses. The separation inside the techniques of HR practices into five sub-stages: arrangement, exchange choice making, transaction, usage and internationalization. Why and how they are created, make up the topic of our exploration. So as to answer the inquiries, we display a reconciliation and electric model of the diverse hypothetical methodologies that don’t reject any yet rather supplement each other (Paliu-Popa, 2008). A considerable measure has been done towards commitment to the more noteworthy clarity to all the current level headed discussion in regards to the strain between a pattern towards worldwide meeting and the important adjustment of the HR works on relying upon the attributes peculiarities of the nations of destination. This is done through the theoretical exchange of the HR practices and strategies inside the MNCs that is working in the diverse nation separated from the one of causation. All the legitimate activities of HRM are done differently concerning the country where the operations are happening and how this will be of unimaginable use in pass on a beneficial outcome to globalization. The foremost is the flimsy advancement of insignificant exertion development, interfacing people and zones. Better information gets ready and correspondence development is making a more noticeable nature with worldwide money related open entryways. The second commute behind the globalization of business is the persevering dismantling of trade limits and financial deregulation that are clear in the standard thought of HRM.
Conclusion
HR has developed from the season of slaver and the cutting edge environment to mean this is the spot where individuals after very esteemed. For one to have the capacity to comprehend the human asset administration it will be needed for the individual to be in a superior position to comprehend the meaning of the administration. HR is a term that is utilized by the administration to depict the blend of generally regulatory work force capacities and all execution Human Resource started in 18th century in United States of America and Western Europe and this is the period when In any given association the Human Resource Department was ordered in guaranteeing that the organization exercises re very much facilitated towards decreasing all the rates to do with climatic change that could be happening in the zone (Ayse-Oya Özçelik, & Aydinli, 2006). The other complexity that is brought by the material qualification is the way that HRM oversees national delegates while IHRM finishes its operations over the overall world in offered to update the change that are as a delayed consequence of globalization. All the national illustrations as to HRM are not the same as one nation to another. This is in light of the fact that; the way one country is spoken to is not practically identical with the way another is regulated. The interconnection amidst society and structure of a particular society is out and out not quite the same as that of another; from now on, the differentiated amidst national and overall HRM.
Proficient readiness on a worldwide scale have been made important to handle global business due to blemishes in the first approach where national societies and institutional courses of action are considered. Sample, while neighborhood adjustment may attempt to right the imperfections of globalization, the genuine internationalization that caters for contrasts and cross- vengeance accomplishes a definitive advantages of universal exchange.
References
Ayse Oya Özçelik, & Aydinli, F. 2006. Strategic role of HRM in turkey: A three-country comparative analysis. Journal of European Industrial Training, 30(4), 310-327.
Björkman, I., Fey, C. F., & Hyeon, J. P. 2007. Institutional theory and MNC subsidiary HRM practices: Evidence from a three-country study. Journal of International Business Studies, 38(3), 430-446
Carr, C., & Pudelko, M. 2006. Convergence of management practices in strategy, finance and HRM between the USA, japan and Germany. International Journal of Cross Cultural Management: CCM, 6(1), 75-100.
Hiltrop, J. M. 2002. Mapping the HRM practices of international organizations. Strategic Change, 11(6), 329.
Liu, W. 2004. The cross-national transfer of HRM practices in MNCs: An integrative research model. International Journal of Manpower, 25(6), 500-517.
McPherson, M. 2008. HRM practices and systems within south-Asian small businesses. International Journal of Entrepreneurial Behavior & Research, 14(6), 414-439.
Michael C.G. Davidson, McPhail, R., & Barry, S. 2011. Hospitality HRM: Past, present and the future. International Journal of Contemporary Hospitality Management, 23(4), 498-516.
Nikandrou, I., Apospori, E., & Papalexandris, N. 2005. Changes in HRM in Europe: A longitudinal comparative study among 18 European countries. Journal of European Industrial Training, 29(7), 541-560,599-600.
Paauwe, J., & Boselie, P. 2003. Challenging ‘strategic HRM’ and the relevance of the institutional setting. Human Resource Management Journal, 13(3), 56-70.
Paliu-Popa, L. 2008. Economy Globalization and Internationalization of Business. University Constantin Brancusi of Targu Jiu
Parry, E., Kelliher, C., Mills, T., & Tyson, S. 2005. Comparing HRM in the voluntary and public sectors. Personnel Review, 34(5), 588-602,622-624.
Perkins, S. J. 2003. Globalization and IHRM: Partners in comparative perspective? Journal of European Industrial Training, 27(8), 461-472.
Quintanilla, J. and Ferner, A. 2003. The configuration of Human Resource Management Policies and Practices in Multinational Subsidiaries: The case of European retail banks in Spain,” University of Warwick
Ruzzier, M., Hisrich, R., & S Antoncic, B. 2006. ME internationalization research: past, present, and future. Journal of Small Business and Enterprise Development Vol. 13 No. 4, pp. 476-497
My Topic : Communicating in a multi-generational workforce
Hook: (you need a “wow statement” that meets the 85% rule – see the librarian while here
Anchor: (you need a number to demonstrate a problem exists that meets the 85% rule).
The general business problem is each generation has an unique preferred communication/motivational style challenging supervisors of multi-generation workers.
The specific business problem is some managers have little information on strategies to use to motivate each generation.
Purpose statement.
The focus of this qualitative multi-case study is to explore strategies that managers use to motivate a multi generation work force. Data will be collected from 3 HR managers in XXX (city, state) that have successfully motivated a multi generational workforce. The data from this study might contribute to social change by increasing productivity and workplace communications.
Research question: What communication strategies can managers of a multi generational work force use to motivate employees?
Assignment
Page 1
Abstract
[Doctoral Study Title]
by
[your official name]
MS, [university], 200X
BS, [university], 200X
Doctoral Study Submitted in Partial Fulfillment
of the Requirements for the Degree of
Doctor of Business Administration
Page 2
Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and Background
Text begins here. The purpose of the background is to introduce the topic and problem you will address. You want to briefly indicate why the problem deserves new research. More important, the doc study must address applied research so you will want to identify the need to solve an “applied” business problem. The goal of this section is to encourage readers to continue reading, to generate interest in the study, and provide an initial frame of reference for understanding the entire research framework.
The Background” can be effectively accomplished in no more than one page; brevity and clarity is essential. The “Review of the Literature” will provide a more detailed discussion on the literature pertaining to the topic/problem. Immersing your self in the literature on your topic/problem is crucial to uncovering a viable business problem. Do not underestimate the importance of the literature in aiding identifying a viable business problem.
The research topic is broad in nature; do not narrow the focus to quickly. You want to give the reader, especially those not familiar with the topic, time to get familiar with the topic. Transition the reader to a more a concise presentation of the specific business topic/problem under study. This component focuses on identifying why the study is important, how the study relates to previous research on the topic/problem, and gives the reader a firm sense of what your study is going to address and why. Include a transition statement that leads to problem statement that will provide more specificity regarding the problem.
A well-written transition signals a change in content. It tells your reader that they have finished one main unit and moving to the next, or it tells them that they are moving from a general explanation to a specific example or application. A transition form the background to the Problem Statement is often as brief as one sentence, as follows: The background to the problem has been provided: The focus will now shift to the problem statement. Tip: Many potential business topics/problems can be found in the “Area for Future Research” section of most peer reviewed journal articles.
Page 3
Problem Statement
Text goes here: The problem statement must include four specific components to include the (a) hook, (b) anchor, (c) general business problem, and (d) specific business problem. More important, ensure the problem statement reflects a business problem. You must ensure you map to the rubric requirements. Please review the training video developed by the DBA methodology team before you rework your problem statement. It will help add clarity and save you time. This is the most critical component of the doctoral study and will be highly scrutinized in the review process.
Although the rubric states a maximum word count of 150, the Problem Statement can be effectively written in four sentences; one for each of the four specific components. Do not include any explanatory, prescriptive, or causative information. Often times individuals try to explain the cause of the problem, correlates of the problem, antecedents of the problem, moderators and mediators of the problem, etc. This is not appropriate for the Problem Statement; simply state the problem! The Problem Statement is a concise depiction of the problem. However, it carries a big message; that of substantiating the need for the study.
Page 4
Purpose Statement
Text begins here. The Purpose Statement of the study clearly describes the intent/focus of the investigation. The statement should be crafted into a mini story (200 words) that includes the following six elements (in paragraph format):
• Research method is identified as qualitative, quantitative, or mixed.
• Research design is clearly stated (i.e. case study, phenomenological, etc.).
• Research variables (if a quantitative or mixed method) are briefly identified: independent, dependent (experimental study), or a correlation (relationships, comparison).
• Specific population group of study is identified.
• Geographic location of study is identified.
• Contribution to social change is described.
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Research Question
Text begins here. Identify the research question that will guide the study. Do not include interview questions in this section.
Theoretical or Conceptual Framework
Text begins here. In quantitative studies, the theoretical framework, or in qualitative studies, the conceptual framework, illustrates which ideas from the literature ground the research being conducted. You will be presenting your conceptual framework. Theoretical/conceptual frameworks are bodies of knowledge that help to explain and predict phenomena and show how the study will be related to existing knowledge. Some sample conceptual frameworks include (a) systems theory, (b) disruptive innovation theory, and (c) transformational leadership theory. Be sure to (a) name the conceptual framework (b) name the theorist (if applicable), (c) list key concepts of the conceptual framework, (d) identify any key propositions, and (e) identify application to your study.
Significance of the Study
Text begins here. Discuss why the study is of value to business. Discuss how the study may contribute to effective practice of business. Identify how the results might contribute to social change.
page 6
References
Insert References here. Examples of some common types of references follow; see APA 6.22 and Chapter 7 for more details.
These sample entries are tagged with the “APA Reference” style tag, which means the line spacing and hanging indent are automatic. Apply the “APA Reference” style tag to your entries.
Pay special attention to italics, capitalization, and punctuation. The style tag does not govern those aspects of the entry.
Print periodical (journal)
Author, A. A., Author, B. B., & Author, C. C. (1994). Title of article. Title of Periodical, xx, xxx-xxx.
Online periodical (journal)
Author, A. A., Author, B. B., & Author, C. C. (1994). Title of article. Title of Periodical, xx(x), xxx-xxx. doi:xxxxx
Nonperiodical (book)
Author, A. A. (1994). Title of work. City of Publication, ST: Publisher.
Chapter in a book
Author, A. A., & Author, B. B. (1994). Title of chapter. In A. Editor, B. Editor, & C. Editor (Eds.), Title of book (pp. xxx-xxx). City, ST: Publisher.
****the assignment should be a total of 8 to 9 pages !!!
rubic ( will be attaching it shortly)
The Publication Manual of the American Psychological Association, sixth edition, Chapter 7 includes numerous examples of reference list entries. For more information on references or APA style, consult the APA website or the Walden Writing Center website
SAMPLE ANSWER
Abstract
In the recent past, there has been an increase in the multigenerational workforce and this has complicated communication in the workforce. This qualitative paper explores the strategies that managers use to explore and motivate a multigenerational workforce. This study will employ the use of qualitative study with the use of the case study to analyze the research question related to communication in multigenerational workforce. The results from this study are important for businesses as it will be used to contribute to social change by increasing productivity and workplace communications.
Background
According to Armstrong (2008), human resource is an important aspect in the management of any organization due to the fact that they have a direct impact on the success of the business or organization. Therefore, it is important to recognize the significant impact played by the HRM. Innovation in the human resource management in the recent past has called for further studies that can be used to improve the nature of workplace (Brown, 2012). Globalization of business organization has therefore enacted policy issues and has brought more people that differ in their generational background. Expanding generational differing qualities is bringing on requesting for a change in the way by which the superintendents must deal with their HR (Jora & Khan, 2014). The current working environment is experiencing critical changes that present open doors and difficulties in equivalent measure. According to Brown (2012), one of the difficulties realized multi-generational workforce is correspondence among the diverse age fragments. The current American multi-generational workforce compasses four eras, with each having their own particular perspectives and needs. Accordingly, the chief of today confronts a progression of difficulties that debilitate the smooth running of their associations (Jora & Khan, 2014). In such manner, just associations that grasp generational contrasts in correspondence, methods for accomplishing things and methods for correspondence are certain to flourish.
Past studies have majorly taken a gander at methods for drawing in a multigenerational workforce, without narrowing down to the specifics, for example, correspondence. Compelling correspondence among the multigenerational workforce is discriminating in captivating the different representatives and guaranteeing that they are centered around their outcomes (Hiriyappa, 2009). The past homogenous human capital administration may not work successfully for the current various partners in the working environment (Rajput, Marwah, Balli, & Gupta, 2013). Correspondence give the methods by which execution desires are situated, connections created, coordinated effort are empowered, and trust develops inside a multigenerational workforce. Cekada (2012) contends that striking the right adjust among the workers is key in guaranteeing that the needs of every last one of representatives are met.
This study will inspect how the correspondence among the multigenerational workforce can be a test and what could be possible to address the circumstance. This study is exceptionally huge in as it will empower the associations to handle the correspondence weight from among the multigenerational workforce, which has a tendency to grow with time. In addition, this study will give vital bits of knowledge by which the administration can influence the quality of every era of their human capital to exploit their multigenerational workforce.
Problem Statement
In the work places many generations have been working side by side inclusive of the younger and older generations that have resulted in the establishment of the middle generations that holds most of the management roles and the older generations. This older generations is inclusive of executives who are 30 and 40years in their own careers (Whitacre, 2007). The distinction of all the age groups are evident in their own generational differences and if not highly considered they are supposed to put high considerations to reduce any friction that results from misunderstanding between colleagues and bosses.
Baby boomers, generation W and generation X all sit in the same office under the new modern work places implying that there is no great difference between this age and past years (Soto & Lugo, 2013). Generation W is comprised of people who are quickly approaching college age and within no time they will be approaching the age of the working class and thus will mean that generation office will be the new norm. The integration of the new workers is the challenge that has to be put in higher considerations of ensuring that the best is done with the respect to the seniority and experience to the older generation that has more experience in the field. Once the new generation joins the workforce they will require a period of adapting to the job filed which becomes a challenge to the older generation who have to show them the required techniques that ought to be employed in the workforce to the success of the organization.
Communication style is what brings the difference between the two generations that is the younger generation that is now new in the job field and the older generation who have been in the field for a longer time and with high experience about work (Brown, 2012). The younger generation tend to use another form of communication that involves abbreviations, informal language and the colloquialisms that need to be seriously be broken down for better understanding. In some organizations the older workers are accustomed to communicating and this happens with high formality that has to be followed to the latter.
Purpose Statement
Due to increased multigenerational workforce, the general problem is that each generation has a unique and preferred communication/motivational style that challenge the leaders and the supervisors of multigenerational workforce. The main focus of the study is to determine how communication can be a challenge within the multigenerational workforce and what needs to be done to improve the situation. A survey methodology that employs the use of case study can best be used to answer the research questions related to communication in a multigenerational workforce. The focus of this qualitative multi-case study is to explore strategies that managers use to motivate a multigenerational workforce and remove the barrier that may be presented by the multigenerational workforce. For the purposes of this study, data will be collected from 3HR managers within New York City. The data and the result from this study might greatly contribute to the social change by increasing communication and the overall productivity within the multigenerational workforce environment.
A case study is an examination that contains an oral, archival, and discretionary source-based relic of past or present marvels. Right when associated with a study, relevant examination investigation or procedures will get to the sort sources and frameworks that are open, especially in a way that the method has been gotten to some social science examinations. Case study gives an intentional strategy for looking at events, data collection, and information examination, reporting of the researched report. The result of the technique will help the examiner to secure sharp learned utmost of why the event happened as it did, and what may get the chance to be basic to investigate at more broadly later on investigation. Another proposition is that case study can be seen as an examination approach, an exploratory solicitation that examines a sensation inside its real setting. Exactly when depicting the context oriented investigation, a couple of examiners battle that the unit of examination is the most essential point of view for the circumstance study ensuing to independent from focusing on a social event or individuals; it tends to focus on the system or technique for movement.
Research Question
The communication style can be used by the leaders and supervisors who work in a multigenerational workforce has not been fully established. The ability of the people in the multigenerational workforce to enhance their communication is very important as it will enhance proper relationships and improve the productivity of the workforce.
Theoretical or Conceptual Framework
Social constructionists
Social constructionists, also known as symbolic interactionism, is a theory that considers communication as a perfect transaction of message that comes from the sender to the receiver as a product of information sharing and creation of social meaning. The social constructionist theory argues that how somebody says something determines the meaning of the message by assuming that the ideas are constructed though the social process. It can also be viewed as a constructivist view that that involves an ongoing process that symbolically forms and reforms personal identities involved in the communication process. The social constructionist theory sees communication as a robotic and computer like since it is seen as a transmission model from one medium to another. The constructionist view provides a more realistic view of communication by involving a proper interaction of people through sharing of ideas regarding a particular question. According to social constructionist theory, the human communication occurs in electronic form that doesn’t behave as bits in electronic stream, but more like an electric current that runs from one person to another involved in the communication process.
Social learning theory
The theory of social planning is a social learning theory that is as well referred to as the applied social learning theory when developing interventions to motivate all the farmers who are determined in farming issues. This is aimed at reducing seed sowing, nitrogen fertilizer that should be applied and the insecticides that will later be applied in the soil to improve the soil fertility (Hiriyappa, 2009). This type of theory mainly stresses on the importance of observational learning, all the imitations that have to employ for use in the working sector and the media effects on human behavior that has to be followed in the organization to ensure that codes and ethics are well followed. This theory as well explains that through social modeling any worker in the organization or even outside the organization they are in a better position of adapting to any type of behavior that they need to adapt to. It encourages awareness and high expectations of the future that have to be reinforced or punishments that will be affecting the management through the impacts that it brings to the individuals. Extrinsic factors have to be highly be employed for use in changing all the individual behaviors to ensure that they behave accordingly for the success of the organization. However, new behavior is also learned through learning how the rest people conduct’s themselves in the right way that will be impressive to all. The younger generation tend to use another form of communication that involves abbreviations, informal language and the colloquialisms that need to be seriously be broken down for better understanding. In some organizations the older workers are accustomed to communicating and this happens with high formality that has to be followed to the latter.
Behavioral theory
Theory of planned behavior is applicable in developing the campaign approach and media materials with the aim of driving strategic communication campaign framework to understand how the individual’s behavior ought to be promoted in the right way. This theory works hand in hand with the theory of planned behavior that asserts the intentions to perform certain behavior that is advocated for use in the organization. The attitude of a certain individual is what asserts the intention to behave in a certain way that is needed in the organization. This theory has helped in controlling the norms that were employed for use by the individuals that led to controlling the health matters in the organization (Cekada, 2012). Health campaigns have been reported to be successful through this theory; since, it ensured that people were made aware to ensure that they determine, which type of diseases contribute to the certain behavior that is evident in employees. This helps them in making a good decision that will give them the chance to make good analysis and increase their knowledge in handling matters that arise ahead. This theory help in explaining why some media campaigns have limited success and give a solution on what need to be done to ensure this problem is improved to the right standards. In some organizations the older workers are accustomed to communicating and this happens with high formality that has to be followed to the latter.
Significance of the Study
This study has a lot of business significance as it will greatly transform the manner in which people view the multigenerational workforce. This study has the potential of improving workplace productivity by increasing job satisfaction among the multigenerational workforce. Employees feel empowered if they if they appreciate their multigenerational differences in the context of communication between them. The smoothness of communication flow is very important to workers since employees feel secure when they are able to receive truthful and updated information from their bosses and their co-workers (Hiriyapa, 2009). The future of the company is guaranteed if everything is communicated in the right way and in the right channels across the multigenerational workforce. Enhanced communication skills will help to reduce the barriers within the multigenerational workforce and enhance understanding among the general workers. The generational differences requires proper understanding among the difference age groups segments as will be highlighted by this research. This study enhances the ability of an organization to offer enhanced job satisfaction, team building, increased commitment and loyalty that an organization needs to improve the productivity of its workers. The ability of an organization to enhance their human resources will enable to move forward and increase on their competitive ability.
References
Brown, S. E. (2012). Attracting, challenging, and leading a multigenerational workforce-A perspective. Frontiers of Health Services Management, 29(1), 29-33.
Cekada, T. L. (2012). Training a multigenerational workforce. Professional Safety, 57(3), 40-44.
Hiriyappa, B 2009, Organizational Behavior, New Age International, New Delhi.
Rajput, N., Marwah, P., Balli, R., & Gupta, M. (2013). International Journal of Marketing and Technology, 3(2), 132-149.
Armstrong, M 2008, Strategic Human Resource Management : A Guide To Action, London: Kogan Page, eBook Collection (EBSCOhost), EBSCOhost, viewed 31 December 2014
Cahill, Terrence F,E.D.D., F.A.C.H.E., & Sedrak, Mona,P.H.D., P.A. (2012). Leading a multigenerational workforce: Strategies for attracting and retaining millennials. Frontiers of Health Services Management, 29(1), 3-15.
Cekada, T. L. (2012). Training a multigenerational workforce. Professional Safety, 57(3), 40-44.
Jora, R. B., & Khan, S. (2014). Motivating multigenerational human resource. International Journal of Organizational Behaviour & Management Perspectives, 3(4), 1276-1281.
Rajput, N., Marwah, P., Balli, R., & Gupta, M. (2013). Managing Multigenerational Workforce: Challenge For Millennium Managers. International Journal of Marketing and Technology, 3(2), 132-149.
Identify three national institutions in Japan, and respond to the following:
•What is the historical foundation of Japan?
•How Japan’s national culture, institutions, ethics, and values influence its HRM practices?
SAMPLE ANSWER
Historical foundation of Japan
The cases of homicide around the world clearly indicate that many criminals choose murder as the definitive means and way of resolving conflicts. According to reports, 65 percent of homicidal cases have been cleared over the past years, a factor that proves how this crime is an escape route for criminals. In order to assist various law enforcement departments to raise their clearance rates, it was significant that an efficient approach to solve these vices was developed (Carroll, & Rothe, 2014).
This database was created in 1985 and has over the years seen the success in over 85,000 cases of investigation. The Criminal Apprehension Program (ViCAP) is a web-based database instrument that helps law enforcers and their agencies to link cases of sexual assaults, homicides, unidentified human remains and missing persons with the aim of helping the police units to coordinate communication approaches and investigate the roots of the crimes.
The database is always maintained by the FBI. The cases information that are submitted to the ViCAP is always maintained in the national database and in the event of a case, this information’s are compared to other sources that exist in the database with the aim of identifying the similarities. These case submissions are in many occasions analyzed by crime analysts though a formulated analytical skill that is informed and educated on such crimes (Carroll, & Rothe, 2014). This paper therefore seeks to incorporate the ViCAP web-based database system into the investigative measures of a law enforcing agency called Link Unit.
Mission, Goals and Objectives
Regardless of the size or structure of an intelligence unit, such urgencies need to have their mission statements, goals and objectives that support and monitor the growth of their efforts. It is against this background that Link Unit developed the mentioned goals, mission and objectives of the urgency (Greenall, 2012). The Link Unit in its mission to incorporate the ViCAP program into its approaches intends to provide the law officers aligned with the functions of intelligence the opportunity to incorporate guiding principles that details itself in the collection, analysis, and disbursement of crime investigations within the community.
These aspects can only be achieved in the event that intelligence is blended and weaved with the ViCAP program and a stronger relationship is built within the community with the intention of fighting crime and atrocities. It is also significant that the institutionalization and sharing of information is a significant factor that can be applied by Link Unit with the objective of mitigating crimes (Greenall, 2012). This program will also ensure that structures are established to fight the crime rates and encourage the community to consider making the law enforcers a better part of them.
To achieve our missions, goals and objectives, Link Unit will also ensure that trainings are provided for its officers on the use of this program to and how to carefully analyze reported cases of homicides and sexual assaults and to ensure that the criminals who commit these offences do not walk Scott free. Link unit also takes the challenge of liaising with other neighboring agencies within the criminal intelligence network. Link Units objective revolves around actively participating in the sharing of intelligent information and receiving intelligence outcomes through the use of ViCAP programs, and which will be used to enhance the initiatives ability to cab instances of crime and mitigate its prevalence’s (Kraemer, Lord, & Heilbrun, 2004).
Role of Analysis within the Department
Analysis is used by law enforcement agencies in gathering information/evidence and reviewing such information to establish and reconstruct crime. Analysis is described as the logical thought process that is incorporated in the application of data and finding about a crime investigation (Kraemer, et.al). In the event that a crime has occurred, it is significant that information is collected through the asking of questions or through the execution of a search warrant. During this time, ideas and hypothesis are developed, a factor that places the analysts with the role of gathering the information,
Analysis therefore begins with the identification of a problem, summarizing and a synthesizing the information, and also detailing the data received until an investigation is concluded. The role of analysis varies from agency to agency with the sole responsibility of making summaries to discover the facts behind an incident, and develop investigative plans that can be followed by investigators (Kraemer, et.al). In other agencies, analysts are capable of providing investigators with the assessments of an unfolding issue which in turn gives them the direction of how to manage a crime incident. Other agencies also use analysis to support experts with information in the court.
Analysis remains a part of any agencies policing and approach and has lasted for quite a time to say. The process of analysis has evolved from pin mapping to a comparative system that gives data tables, from the use of analytical patterns to user interfaces and eventually to sophisticated analysis such as ViCAP (Papachristos, & Wildeman, 2014). The law enforcement system uses analysis in different approaches with the aim of responding to crime.
With the constant cases of sexual assaults and homicides, it has been important to employ robust intelligent and analytic approaches within the function of the state law. Today, the analytic functions vary from an agency to another and base its approaches on the needs of the organization. The enforcement of analysis has proved it effectiveness within the rural and urban jurisdictions since it offers tactical and strategic analysis of various functions within an agency.
According to Papachristos & Wildeman, the current exponential growth in technology and the consequential expansion of informative approaches, the increase in analytic capacity still remains the most important resource for criminal justice in America (Papachristos, & Wildeman, 2014). Agencies such as the Link Unit now have the opportunity to invest in an increased analytic capacity that goes an extra mile than the usual use of data that gives an analysis of the past and current crime trends. Such organs also have a role to play in creating an efficient and effective policing strategy that makes work easy within the law enforcement agencies.
Staffing
Link Unit staffing approach entails an approach where the staff members provide support in the wide range of cases inclusive but not limited to sexual assaults and homicides that are geographically scattered. The staff member of Link Unit also will be responsible for the provision on-site and time sensitive support to the team of managers and the investigative unit on the complex cases that are received from the society. The staff member will be obligated in providing case consultations for the active, new, and cold cases through conference calls, videos calls on Skype among other media platforms (Ratcliffe, 2012). The staffs in the Link Unit will have a coordinator to whom they will liaise with in considering activities that may attract a potential threat to the society
Within the Link Unit will be a team of patrol officers and detectives. Some studies reveal that the patrol officers have the responsibilities over the clearance of cases lies within the confines of the patrol police since they arrive first at the crime scenes, conduct short and precise interviews and determine if the evidences presented can affect an arrest (Ratcliffe, 2012). In contrast to this, the detectives at Link Unit will be solely responsible for the processing of paperwork through the ViCAP systems and also interact with suspects, who are identified by the patrol officers.
It is imperative to realize that the patrol officers are in disposal of the citizenship information which would aid them in identifying the prime suspects, and are credited with the sole responsibility of arresting such victims (Ratcliffe, 2012). It is out of this that the Link Unit intends to incorporate both the detectives and the patrol offices in the clearing of cases giving the fact that they both have the ability to carry out follow-up investigative measures into the closure of cases.
Procedures
Link Unit intends to develop approaches of monitoring and giving detailed information from its database in order to ease the course of a case involving sexual assault and homicide. Link Unit will carry out its functions as a law enforcing agency by managing the cases that are brought to its knowledge within the region of operation (Ratcliffe, 2012). The agency will undertake procedures of case management with the aim of offering police reports and other detailed information on which prosecution will be determined and based. Link Unit envisions incorporating a team based approach in investigating homicide and sexual assault cases.
With the departments lead investigators, the agency also has an analytical officer, two o whom are responsible in the running of the cases until completion. The supervisors within the unit are responsible in handling the files of an investigation that ensures that there is accuracy in the findings of an investigation throughout the process. The detectives from this unit will be responding to homicides in a team that is well vast in providing support to endure that the investigations are handled by highly trained and focused personnel for better results (Salfati, & Bateman, 2005).
Through the agencies database, documents and data will be disseminated and organized pertaining to cases, and also track the subsequent aspects of an investigation from the beginning to the end through the use of the ViCAP system. The agencies team of investigators will be responsible for the collection of information from the crime scenes by recording the statements presented in the scene. The information will then be housed in the agencies systems in order to trace the evidences of an activity (Salfati, & Bateman, 2005). The information is then organized and presented to the investigating team for the continuity of the case. Through this, the agencies systems can facilitate steady clearance of homicidal cases.
Training;
Recent studies have revealed the low homicidal clearance rates that result from several factors including the availability of fire arms, infusion of drugs within the environment and the increment of case loads that result from decreased manpower. In order to clear homicidal rates it is therefore significant that intensive training programs are incorporated in Link Unit agencies. Incorporating the program would require that the personnel responsible engage in a 10 week formalized kind of training (Salfati, & Bateman, 2005). These trainings are basically geared towards equipping the officers in this unit with the fundamental approaches of investigating death cases.
The trainings will also incorporate the basic methods of carrying out crime investigations, with the personnel assigned under the supervision of highly experienced team of investigators who will be responsible for the provision of trainings. The detectives will then be partnered with other investigators in order to help them apply the knowledge received from the trainings until it reaches a stage where they can work alone. Homicide detectives therefore need thorough trainings and should also go through periodic trainings with the objective of upgrading their skills within the job capacity (Wright, 2013). It is therefore important to point out that the Link Unit uses training as an enrichment opportunity in training its detectives.
Expected Products
Link Unit expects to incorporate a good working relationship with the attorneys within the region that will foster a collaborative effort between the attorney and the team of investigators. The attorneys’ will be involved in responding to calls on the homicide scenes with a team of investigators from the unit. This will allow the prosecutor to have an idea about a crime scene and in this okay an investigation into the happenings. The unit also plans to open its doors to the media who will receive information from its database with the aim of helping in the investigative measures (Wright, 2013).
The Unit also expects to build a strong case management system that has the capacity to structure and organize the investigators and the unit itself. It is also important to mention that through the Link Units system, the agency intends to provide access to other law enforcing agencies that can use the automated investigative tools to advance their investigative efforts. Participation in research is also another significant element that will ensure that programs are developed to decrease instances of sexual assaults and homicides through the reduction of the antecedents of these cases (Wright, 2013). Through this, the homicide investigative units will be able to examine and complete crime cases within the jurisdictions of the unit in the region.
Conclusion
The Criminal Apprehension Program (ViCAP) is a web-based database instrument that helps law enforcers and their agencies to link cases of sexual assaults, homicides, unidentified human remains and missing persons with the aim of helping the police units to coordinate communication approaches and investigate the roots of the crimes with the objective of finding the actual information that can be used during the prosecution.
These aspects can only be achieved in the event that intelligence is blended and weaved with the ViCAP program and a stronger relationship is built within the community with the intention of fighting crime and atrocities. It is also significant that the institutionalization and sharing of information is a significant factor that can be applied by Link Unit with the objective of mitigating crimes.
Bibliography
Bebenroth, R., & Kanai, T. (2010). Challenges of Human Resource management in Japan. New York: Routledge Publishing Press.
Kasegawa, H., & Noronha, C. (2014). Asian Business and Management: Theory, Practice, and Perspectives. New York: Palgrave Macmillan Press.
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