Be sure that the content is fit with the field that i intended to study.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
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Assignment Overview:
The goal of the personal essay is to write from personal experience while exploring an overall question that is meaningful to you and your readers.
For example, Annie Dillard explores what it means to truly see in her essay titled "Seeing".
Use your pre-writing exercises, experiences (observations and memories), class reading and annotations as the basis for your essay. I am looking to see that you can use both your life experience and reading to engage readers and deepen your exploration.
Your essay must engage the course themes of home and identity. How does a sense of place inform your sense of self? In other words, tell me about a place
that is significant to you. It can be your present home, a childhood home, or a place that simply feels like home. Perhaps there is a place you go to that
brings you a sense of peace, or a place that is so familiar to you that you consider it your home away from home. What do you know about this place? Even
more interesting is the question, what don’t you know? Describe this place. Tell me about something that happened to you there. Do you feel you were
transformed by the experience or gained insight?
Include 1-2 paragraphs in your essay that engages at least one of the class reading assignments we’ve had to date. Use your annotations as a starting point,
but the idea is to incorporate what you’ve learned from other texts as you explore the question you put forth in your own essay.
Remember to use the hallmarks of the personal essay and the model essay we’ve been studying by Annie Dillard to guide your writing and exploration.
Formatting and Structure:
• 5-7 pages, typed and double-spaced using a 12 point font
• Your essay should contain an introduction, body and conclusion paragraph
• Write in the 1st person (use “I”) and in the past tense
• Give your essay a title
• Use MLA formatting guidelines (See RFW pp. 524-532)
• You will NOT be required to use in-text citations for this assignment. If you engage other texts, introduce the text by naming the author and the title
of the text before you quote, summarize or paraphrase the text.
Criteria for Evaluation:
Close reading and critical thinking: Show that you have engaged your reading in a meaningful way in your writing. I am looking for insight and your unique voice.
Rhetorical Modes: Engage in at least three of the following rhetorical modes in your essay – description, narration, cause and effect, process analysis, comparison and contrast.
Description: Show, don’t tell. Engage all of the five senses in your description – see, hear, smell, taste, touch. Convey emotion through word choice as
opposed to telling me how you feel about your specific place.
Essay structure: Your introduction creates interest and the body of the essay sustains this interest. The introduction clearly indicates the overall
question you are exploring. The body engages the overriding question you put forth in the introduction. Your conclusion makes clear the significance of you
inquiry and leaves the reader with something to “chew on”.
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Discuss critically this statement
Why most observers and virtually all politicians think that creating more new businesses is a ?good idea?, their views are often conditioned by the idea that
all new businesses grow and create employment and other forms of economic and social benefit. In reality, it is a small minority of businesses that grow
significantly and create the majority of economic and other benefits.
Using library resources to explore the existing literature, discuss the above statement in a rigorous fashion. Explore where there is consensus or conflict
among academic researchers. Finally, come to your own considered view (supported by appropriate evidence/readings) as to the validity or invalidity of the statement.
We are interested that you research appropriate literature in exploring this question. Thus, we would suggest that a review of academic literature would be
of some value. Key findings should appear in your essay. You can still read the summaries of technical literature in order to get an idea of the findings
even if the methods appear too complex for you to understand fully.
High quality academic journals that you might wish to look at would include (but should
not be restricted to):
Locating a business to enhance the customer experience
Locating a business to enhance the customer experience
This is a case study these four questions should be answered separately. The answer for the questions could be from the case study or from other source.
Case Study Questions
1. Explain why Enterprise Rent-A-Car tries to locate branches close to its customers.
2. Analyse the various factors that influence Enterprise’s decisions about where to locate a new branch.
3. Analyse whether ‘closeness to customers’ is the most important location factor for firms.
4. Assess how organisations might evaluate any investment that they may make.
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This paper describes The difference between unemployment and a policy of not hiring in the Arab countries.
This paper includes an introduction and literature and the goal and objectives of the assistance and research methodology and results and a conclusion and references. This study is based on previous studies and the report of an international and not be of a field study.
Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions.
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American Military University
MGMT311
Dr. Jean D. Francis (professor)
For this final assignment, I would like you to put everything you have learned over the last 7 weeks to work! I would like you to identify a management issue at your current place of employment. If you are not currently employed, you can do a bit of research and find an issue that exists at another company.
Using the concepts that you have learned in this course, come up with a solution to this problem. This paper must be at least 5 pages in length (not including the cover and reference page). You also need to do some research. You are not an expert (not yet, anyway!), so you will need to find experts that support your ideas. An excellent paper will include at least 5 different sources (including the text). Please make sure you use the terminology from the text to explain both the problem as well as your proposed solution.
Your paper should be in proper APA format. Follow this link to the library where you can find detailed information regarding this type of formatting. apus.campusguides.com/content.php
Reference
Bauer, T., & Erdogan, B. (2012), Organizational behavior (1.1 ed.). Nyack, NY: Flat World Knowledge.
SAMPLE ANSWER
Workplace Alcohol Consumption
Workplaces usually deal with a lot of challenges due to employees’ conduct, which interfere with their working performance output. Among the problems faced in the workplace is excessive alcohol intake. Problems associated to alcohol intake and drugs may be as a result of social factors, personal, family or work associated situations, or as result of a blend of all those elements. Alcohol intake in addition to extending adverse health impacts it also negatively affects the wellbeing of workers; it also may cause work-associated problems such as a weakening in job performance. Alcohol intake by particular workers also causes problems to other workers since they might cause disturbance or conflict.
Alcohol in Workplaces
Whilst the elimination of alcohol usage is highly desirable, past experiences has indicated plenty of challenges in dealing with alcohol intake in workplaces. Workplaces require putting up policies to help the employees with alcohol intake problems. Workplace programs towards preventing and decreasing alcohol associated problem amongst staff possess significant potential due to a number of reasons (Bauer & Erdogan, 2012). For instance, the actuality that the staffs spend lots of time in workplaces, supervisors and coworkers have the chance to notice a developing alcohol problem. Additionally employers are capable of using their influence to motivate staffs to seeking help for alcohol intake problems (International Labour Office, 1996). Over time however workplaces have started to neglect the task of dealing with alcohol intake programs: alcohol intake has begun to be taken as a usual problem with the supervisors lightly dealing with it. The decrease in workplace attention towards alcohol problem shows the urgent need for creating as well as sustaining a policy for maintaining alcohol interventions in workplaces (Dronet, 1999). This article will illustrate the opportunities workplaces offer for preventing alcohol-associated issues along with various programs available that workplaces could adopt.
Workplace Prevention Opportunities
The workplace offers a number of potential opportunities for executing alcohol abuse deterrence programs, they include (Roman & Blum, 2014);
Full-time staffs spend a considerable amount of time at work, heightening the probability of exposure to preventive programs provided via the workplace. The possibility that drinking problem evidence might be visible is also very high.
Work occupies a very important function in employees’ lives. Since many of the employees have roles in their family and community which rely on them to maintain their employment status in addition to the prestige that tags along, the association amongst employer and employee possesses an extent of leverage. Therefore, the employer has the right to demand sufficient levels of job performance. Thus if the employee infringes the requirement the employer may withdraw some privileges such as pay to motivate the employee change their behavior
The majority of the employees are adults asking the workplace a perfect setting to contact a huge population.
Primary and Secondary Prevention within Workplace
Workplace programs comprise of primary as well as secondary prevention. The primary prevention strategies are aimed at preventing the alcohol problems from arising, whereas the secondary prevention aims at reducing prevailing problems or difficulties (Slavit, Reagin, & Finch, 2010). Researchers have indicated that workplaces over stresses on secondary prevention at the expense of primary prevention. Primary prevention is mainly cost-effective as compared to the expensive secondary prevention. The prevention of alcohol consumption is hindered by the fact that adults are allowed by the law to consume alcohol. Thus, employers are rarely positioned to prevent staffs from initiating alcohol intake as an off-job practice (Roman & Blum, 2014). All together employers require staffs to undertake their jobs properly without disrupting or endangering fellow workers activities.
Alcohol problems within the workplace may be identified through several events: firstly, the association of drinking practice with performance output problems, for instance, poor-quality work pattern, problem of work attendance or interaction issues with employees Secondly, employees admission that they have alcohol intake problems and that they require assistance. Thirdly, coworkers may confirm that a particular individual has an alcohol intake problem.
Employee Assistance Programs (EAPs)
This is the main prevalent intervention utilized in addressing alcohol problems. The EAPs possess varying features, which set them apart from prevention strategies utilized in other settings (Safework, 2010). The objective of EAPs prevents employment loss as well as assuring employed individuals the continuity of their careers. EAPS thus prevent the dire consequences brought about by the employee’s job loss. The EAPs are implemented in a number of ways through referrals.
EAP Referral Routes
Within the initial development stages of the EAP, researchers have proposed that it would be ideal to primarily attract self-referrals. Significant levels of referrals would boost the program’s credibility through demonstration of consumer confidence (Roman & Blum, 2014). Researches where EAPS have been implemented indicate self-referrals numbers were rising day by day. Employees joint the EAP program due to the fact that it is provided by the employer, they are assured of confidentiality and it extends professional help (Bauer & Erdogan, 2012). Informal referrals: this route is prompted through significant social interaction between employer and employee. About 80 percent of referrals are usually takes this route (Hseni, 2009). Though originally EAPS were developed to take the route of formal referrals, informal referral is mainly preferred by employers as well as employees. Its only limitation is the absence of official records of a staff’s EAP referral. Formal referrals: this route is taken when external intervention is needed. Such referrals are usually initiated by supervisors following a detection of deteriorating job performance which may not be explained by the work conditions. Employers are required to contact EAP staff prior to taking any action to ensure conformity of workplace rules (Roman & Blum, 2014). The supervisor is supposed to first confront the employee demanding an explanation along with presenting evidence poor work performance to the staff. If the employee fails to change then they are referred to the EAP.
EAP’s role in Relapse Prevention and Follow Up
Relapse prevention comprises of diverse range of interventions. Relapse is regarded as a kind of primary prevention strategy (Hseni, 2009). EAPs as well as workplaces occupy a very important function in relapse prevention. The opportunities for relapse prevention rely on the work nature in addition to accessibility for staffs who are attempting to maintain recovery (Roman & Blum, 2014). Follow up within the workplace since the employees progress is easily observable due to the fact that the report to work on a daily basis or regularly.
Complements to EAPs
Research has indicated that a majority of the employed individuals drink heavily when they are out of work. This leads to varying adverse consequences and problems. Among these problems are hangovers. Recent studies have showed that hangovers possess huge effects on work performance (Bauer & Erdogan, 2012). Hangovers impact cognitive as well as motor functions developing risks of negative judgment, injuries in addition to interpersonal conflict. Thus, employers have legitimate reasons for motivating workers to change their alcohol drinking patterns indefinitely due to its effect. The following programs are the complements to EAPs. Alcohol Education Programs: this method form the principal way of addressing staffs’ out of job drinking (Roman & Blum, 2014). These programs are carried out within the workplace. These programs are normally linked to the EAP or a health promotion plan or both. The objective of the alcohol education program is usually encouraging behavioral change.
Health Promotion Program motivates staffs to adjust their drinking tendencies. Once health issues such as high blood pressure, gastric problems or weight are located during health risk survey undertaken within the workplace, the health worker in charge could suggest a decrease in drinking alcohol as a method preventing the primary symptoms (Roman & Blum, 2014). Peer intervention: employee alcohol education can train peers to extend assistance towards one another. The peer intervention programs may be greatly useful for countering the early behavioral problems (Safework, 2010). Though it is not applicable in all settings, peer intervention is an additional complement of EAPs.
Risk Factors within the Workplace Environment
Research has examined a number of work-related factors, which may contribute to the alcohol taking problem (Roman & Blum, 2014). In addition to EAPs and its complements employers require to also look at the following elements. Stress: studies have indicated considerable association amongst work place stress and heightened alcohol consumption levels. Employers could alleviate this by enhancing job satisfaction (Hseni, 2009). Alienation: alienation from work by employees has strongly been linked to alcohol taking tendencies. Worker alienation may be reduced through participative management
Conclusion
Alcohol problems are constantly impacting negatively on workplaces through reducing worker output as well as performance. The employers have a duty to adopt programs such as EAPs in addition to other supplements to eradicate alcohol usage. Employers possess a duty to transform the lives of their workers to enable them live fruitful lives. Additionally, as indicated earlier terminating workers’ jobs is never a solution to dealing with alcohol problems. It is only through improvement of workplace environment that the drinking problem may be eliminated. The primary prevention programs are the mainly useful in workplaces as such employers require to alleviate drinking problems way before they take place. Primary prevention programs are usually very cost effective and mainly impactful,
References
Bauer, T., & Erdogan, B. (2012), Organizational behavior (1.1 ed.). Nyack,
NY: Flat World Knowledge.
For this assignment, please read the introduction as well as chapters 1 and 2 of When Teams Collide: Managing the International Team Successfully as well as the article, “The Cultural Approach to the Management of the International Human Resource: An Analysis of Hofstede’s Cultural Dimensions” which is attached.
TEXT= Bauer, T., & Erdogan, B. (2012), Organizational behavior (1.1 ed.). Nyack, NY: Flat World Knowledge.
This week, I would like you to choose a multinational corporation and discuss their organizational structure. You may compare/contrast your chosen company to the information that you have read in both your text as well as the sources above. Does the organizational structure of this corporation work? Are there things that could be improved? As in past weeks, you are welcome to use the company that you work for if the information is available to you.
This paper should include 3 pages of content with an additional cover and reference page. This is a total of 5 pages.
Your paper should be written in proper APA format. This link will take you to the section of the APUS library that can assist you with your formatting apus.campusguides.com/content.php.
Known as how activities such as coordination, supervision, and allocation are done towards the goals of an organization, organizational structure is an imperative facet for multinational cooperates. While small businesses have a flat organizational structure where the manager can report directly to the president of the organization, multinational cooperates have echelons of management, which requires a complex organizational structure. The need for good organizational structure is mandatory for the growth of any company since it is particularly very crucial for information. According to Lewis (2012) the information is very important for the progress of an organization. It is from communication that the top authorities get information about the issues that affects the company. The organizational structure enables the distribution of authority and evaluation of the employees’ performance and behaviors. Organizational structure goes with culture of the organization that evaluates interaction of each individual in a business set up. This paper critically analyzes the organizational structure of Whole Food Market Inc. that has led to their rapid growth over the last two decades.
Whole Foods Market is a company that was started in Texas, in 1980. At the time, there were only five natural food supermarkets in USA. By the year 2006 John Mackey, the CEO and the cofounder of Whole Foods Market, had over 43,000 employees and 260 stores in and outside the United States (Kowitt, 2014). Whole Foods is a passionate and dynamic company that always strives to meet the demand for natural food in its most natural state. Currently, it is the largest natural and organic foods grocer in the United States.
One of the organizational structures that the company has employed is “we”. Whole Food Market has always been known for its subscription of “we” organizational structure. As most company put some serious hierarchal order within the organization, whole food market has allowed the freedom of expression that has been brought by team work. The managers of the company indulge with the lowest level of staff through team construction. To support the philosophy of “we”, most of the decision making and planning rarely happens at the corporate level, rather, at the departmental level or at the individual store (Kowitt, 2014). The formal structure of whole food market, thus, is not built on centralized decision making and hierarchy. At Whole Foods market, the general structure is lean, flat, and buoyed by widely decentralized decision making which is based on the efforts of many people as long one has an idea. All employees are accountable, and the management accepts their increased enthusiasm to ask any question, express their points of view, and share necessary information. In the end, peer pressure is the substitute for bureaucracy in the company, and it has molded loyalty in a way that bureaucracy cannot.
John Mackey, the CEO, says that the strategy of “we” was aimed at encouraging collectivism and low power distance. As noted by Bauer and Erdogan (2012) collectivism allows individuals to work in groups supporting each other in every aspect of their duty. Hence, when the company makes profits or become successful, it is not the success of the company but the success of all individuals. Power distance is a vital factor that can either slows down or speeds up the performance of an organization. Leaders of high power distance organizations believe in giving juniors detailed instructions with little or no room for proper interpretation. The juniors are supposed to respect their instruction without any further clarifications. The characteristics of high power distance cultures, such as inequality in the society, lack of freedom of expression stifle employee new ideas and creativity. Low power distance in whole food market that allows any employee to pass information with less centralization and lack of hierarchal authorities promote interaction of employee and lateral communication (Lewis, 2012).
The strategy of “we” has worked for the Whole Food Market. It can be evidenced from the rapid growth of the company. Beresford (2014) says that in most cases, the low level employees have the raw information about the organization and what is currently happening behind the authorities. Thus, by engaging such workers in a free talk much of information is received that can that can be used to solve certain problems. It is for the reason of engaging with every staff member that the company works strictly under team leadership. Working together and low distance power has supported several innovations as every individual feels free to express his/ her idea.
However, Dartey-Baah (2013), has criticized the adoption of too much collectivity. He argues that in a collective society, individuals tend to belong to a certain group and looks after one another in exchange for loyalty. He says that collective cultures do not usually encourage the independence and freedom necessary for creativity of organizational members. As a result, they may fail to foster an environment that cultivates an innovative spirit. Therefore, Whole Food Market Company should balance between individualism and collectivism since both of them may be dangerous for the growth of the company as said by Dartey-Baah (2013).
References
Bauer, T., & Erdogan, B. (2012), Organizational behavior (1.1 ed.). Nyack, NY: Flat World Knowledge.
Beresford, P. (2014). The rich list 2014: from farmers to suppliers, wholesalers to distributors, supermarket bosses to restaurant chain owners, The Grocer’s first-ever Rich List represents the whole gamut of food and drink wealth creation. Some are household names. Others are intensely private. All are immensely rich. Grocer, (8163). 28
Dartey-Baah, K. (2013). The cultural approach to the management of the international human resource: an analysis of Hofstede’s cultural dimensions. International Journal Of Business Administration, (2), 39.
Kowitt, B. (2014). Whole foods takes over america. (cover story). Fortune, 169(6), 70-77
Lewis, R. D. (2012). When teams collide : managing the international team successfully
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This article will focus on operational risk management. After reading chapters 1, 2 and 7 in Essentials of Risk Management, you should have a basic understanding of what is involved in managing risks within a corporation. It focuses on the operational considerations. Most of these considerations involve the employees in some way. It provides an example of a company that failed to use risk management properly explains how it could have helped them to avoid their problems.
Costs of Operational Risk Management
Every risk in a business organization has got its own costs associated with it. Risk management is among the very basics and essentials of an organization. Poor risk management will cost the organization highly in terms of finances or even the public image. Proper and effective risk management will help the organization tackle issues in a very effective and efficient manner, which is less costly as compared to addressing the risk after it has occurred. Risks can result out of employees, technicalities in operations, and poor management strategies (Risk Center, 2013). In order to manage risks effectively, the organization needs to identify the risks and categorize them into strategic and operational risks. The former are those risks that come up due to the decisions that are made by the management, which affect the business adversely or negatively. A single operational risk may not affect the organization so much but the occurrence of the same, for instance, more than twice will affect the organization greatly. For instance, an occurrence of a single burglary in an organization may not affect it so much but its repetition will affect the organization greatly in terms of financial loss. This risk indicates a gap in the security systems of the organization and if not addressed effectively, then the entity is likely to suffer a great financial loss (Youngn& Coleman, 2009).
In the year 2007, the United Kingdom Government taxation authority, HM Revenue & Customs (HMRC) incurred a very great operational risk. In this case, personal details of 25 million people that were stored in two CDs were lost in the internal emails. The fallout from the loss of these CDs included the resignation of the HMRC chairman Paul Gray due to the organization’s substantial operational failure. This is a very good example of an operational risk, which has got a very great financial loss for the country.
Operational Risk Management Board
The operational risk management board cannot be able to manage risks by itself; however, it is responsible for formulation and implementation of control systems that can deal with the problem appropriately. The board can establish a risk committee that is to monitor exposure, actions taken, and the risks that have materialized. The risk committee will be tasked with the responsibility of assessing the operational risks in an aggregate over the whole organization. They make a decision on which risks are the most significant and the appropriate actions to be taken in order to counter them. In order to achieve this effectively, the risk committee needs to set priorities for the control systems and liaise with the internal audit through the auditor to ensure that these risks are covered (Bauer & Erdogan, 2012).
This risk committee can be supported by a risk management function, which shall be responsible for establishing a risk management framework and the appropriate policies and regulation in regard to effecting or the use of the framework.
risk management
The risk management function should also promote risk management by providing the appropriate information and training of the employees regarding how they can manage the risks that are available within their department or area of specialization. Apart from ensuring specific risks are dealt with appropriately, managers will be concerned with their local working environment and will deal with conditions that may cause risks to materialize (Bauer & Erdogan, 2012). For instance, they shall have to assess whether the employees are working excessively long hours and are more likely to make mistakes due to overworking. The managers shall also supply information to senior managers to enable them in assessing the risk position over the whole organization. In essence, the employees are held responsible for taking the appropriate steps to manage the risk and preventing risks from occurring. The senior management and the risk management committee are held responsible for ensuring that the employees have the appropriate knowledge and skills for dealing with the risks.
After the operational risk analysis by the operations committee, the organization can classify operational risks into two broader categories, which include low probability high impact risks and high probability low impact risks. The management of low probability but high impact risks can involve insuring the risks in question so that when they occur the organization can recover quickly to avoid much financial loss (White, 2014).
Operational Risk Management contingency plan
For the other risks, they can choose to use a contingency plan. A contingency plan serves to replace or replicate the efforts of other systems. This is commonly used by having generators or other sources of energy standby so that when there is a blackout, the production process can continue. The contingency plan can also be applied in information systems. In the above case of the United Kingdom taxation authority, replication of information materials could have helped manage the risks. In the current world, there are several methods and means of storing digital information, this includes cloud computing. Had the management used other alternative methods of storing the data, they could have recovered easily from the loss (White, 2014).
Managing operational risks is very essential in every organization. Clear analysis of the likely risk should be done, and then the appropriate measures to manage the risk are identified. The information is availed to the relevant people on how to manage the risk; this can involve training of the employees and equipping them if necessary. Poor risk management strategies result in large financial losses for the organization.
Operational Risk Management References
References
Bauer, T., & Erdogan, B. (2012), Organizational behavior (1.1 ed.). Nyack, NY: Flat World
Knowledge.
Risk Center, (2013). Operational Risk: Operational Risk Regulation and Assessment.
For this assignment, you need to review chapter 11 in the text.
Bauer, T., & Erdogan, B. (2012), Organizational behavior (1.1 ed.). Nyack, NY: Flat World Knowledge.
In addition, you need to read chapters 8, 9, 10 and 11 in Accounting in a Nutshell.
Please refer to the bottom of page 287 in Accounting in a Nutshell. Read Self Test Question 4. I would like you to use the information from this question to respond to the following:
•What decision making model would you use to make this decision?
•Are any of the decision-making traps discussed in our text in danger of clouding your judgement?
•Would any of the tools and techniques for making better decisions assist us in this decision?
•What is your final decision and why?
Please be aware that I am not asking you to provide the calculations for this problem. While I would like you to understand how the problem is solved, the solutions are at the end of the section, so you should have the accurate information to make your final decision. The point of this paper is for you to apply the decision making techniques to the area of managerial accounting. In addition, use the above bullets as a guide for your paper…I do not want to see these listed as individual sections within your paper.
This paper should include 3-5 pages of content with an additional cover and reference page. This is a total of 5-7 pages.
Your paper should be written in proper APA format. This link will take you to the section of the APUS library that can assist you with your formatting apus.campusguides.com/content.php.
Effective management requires that leaders adopt suitable models that are in line with their short and long-term goals (Walker, 2009). The consideration of this aspect is often significant when it comes to the making of decision affecting organization’s operations. Since leaders are always involved in the establishment of decisions that possess significant impacts on their firms, they should ensure that they comprehend the various decision-making frameworks alongside what it required for efficient decision-making (Bauer & Erdogan, 2012). One of the significant aspects that should be taken into consideration during decision-making is critical thinking.
Pareto Analysis and SWOT Analysis
Taking into consideration the issue facing BSE Veterinary Services, rational decision-making should be adopted in this organization. This BSE’s management is faced with the problem of selecting a suitable method that can be employed in the realization of maximum gains within the shortest time possible. The firm is required to increase its output to 18,000 laboratory tests so that it can manage to respond effectively to the increasing the demands resulting from the problems experienced with the beef herd. However, the firm’s current output is 12,000 laboratory tests. As such, the organization requires the addition of another shift on its schedule to address this problem. Being that this problem will impact significantly on the organization’s resources, its management should employ a rational-decision making model using tools such as SWOT analysis to accomplish its objectives. Rational decision making takes into consideration the aspect of following a rational four-step pattern when making decisions (Bauer & Erdogan, 2012). These steps include identification of a problem, generation of solutions, selection of solutions and implementation and evaluation of the solution. This framework is founded on the cognitive assessment of cons and pros. Moreover, it is structured around choosing the most sensible and logical alternative, which can yield the required outcomes. As such, it involves a detailed evaluation of options and a comparative analysis of benefits of each alternative with the aim of picking the most appropriate one.
Some factors that might lead to the clouding of efficient decision-making in relation to the problem facing BSE are unrealistic search for silver-bullet remedies, failure to consider options in an explicit manner and failure to embrace opportunity cost. Searching for silver-bullet may involve looking for complex alternative with minimal effects/results (Walker, 2009). Moreover, the firm’s management may fail to focus on various solutions that can impact positively on the decision-making process, thereby leading to an inefficient decision-making process. The failure to consider the aspect of opportunity may arise from the company’s management disregarding the costs involved in other alternatives, which might be inexpensive.
As a decision-making technique, the SWOT analysis can be employed in making appropriate decisions concerning the problem facing BSE. SWOT analysis takes into consideration aspects of weaknesses and strengths associated with an organization alongside the threats and opportunities to which the firm is exposed. These four aspects are often drawn in 2-by-2 matrix with the aim of making the model read like a series of disadvantages and advantages. This framework is often employed together with other models in handling management issues facing organizations (Bauer & Erdogan, 2012). Focusing on BSE’s weaknesses and strengths in relation to its assets, inventories, staff, financial position and equipment will help the firm’s management in identifying suitable measures of handling the problems. On the other hand, focusing on the opportunities and threats to which the company is exposed will help the management in adopting efficient strategies of addressing the problem. For instance, the company’s management can decide whether to employ new workers or outsource the contract. Besides, the firm’s management can also decide whether to increase its inventories or not.
BSE’s management can also employing feasibility study in determining the level of profitability associated with the new demand or undertaking. For example, the company’s management can decide to perform a study on the effect of increasing the prices of its services on the level of demand or profits. Furthermore, the Pareto Analysis can also be employed in solving the company’s problem. This model often operates on the principle of 80:20, when organizations need to initiate several changes (Walker, 2009). This framework is vital in pointing out areas where initial alterations/changes should be made to be enable firms obtain maximum benefits/gains as early as possible.
Apart from increasing the firm’s output to 18,000 laboratory tests, the firm can also focus on increasing the prices of its services in order to raise its profit margins. Taking into consideration the fact that the demand for the veterinary services is high, the firm’s management should employ the principle of demand and supply in its operations. Increasing the prices of the firm’s services will help the firm realize its objectives in an easier way than when it focuses on increasing its outputs. Therefore, BSE’s management should embrace the idea of increasing the prices of its services or charges/fees of laboratory tests.
In conclusion, selecting an appropriate solution for problems experienced by a company is significant in ensuring that its objectives are met in an effective manner. Therefore, leaders should ensure that they employ decision-making models that are in line with their goals and resource capabilities.
Reference
Bauer, T & Erdogan, B. (2012). Organization Behavior. Nyack, New York: Flat World Knowledge.
Walker, J. (2009). Accounting in a Nutshell : Accounting for the Non-specialist. Amsterdam: Elsevier/CIMA.
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Application: Interpreting Data Outputs Qualitative data analysis (QDA) is the range of processes and procedures whereby raw data are converted into some form of explanation, understanding, or interpretation of the people and situations being investigated. QDA is usually based on an interpretative philosophy to give meaning to collected data. As with all data, analysis and interpretation are required to bring order and understanding to it. After all, a set of numbers or lists of observations are useless without an explanation of why they are important. This requires creativity, discipline, and a systematic approach—there is no single or best way. The best process for a given research situation will depend on the questions that need to be answered and the needs of those who will use the information.
For this Application Assignment, you interpret the outputs of qualitative analyses by examining which variables are significant and what you can conclude from the outputs. Use the qualitative results in the article, “Why Rape Survivors Participate in the Criminal Justice System” for this assignment.
The assignment (2–3 pages):
• Explain your interpretation of the qualitative results in the article, “Why Rape Survivors Participate in the Criminal Justice System,” including which variables are most significant and the conclusions you can draw about the significant variables you identified.
Support your Application Assignment with specific references to all resources used in its preparation. You are to provide a reference list for all resources, including those in the Learning Resources for this course
SAMPLE ANSWER
Interpreting Data Outputs
The results for this research are divided into two categories: those factors that influence reporting and those that are influential in the continuing of the investigational process. Respondents under these two categories had different reasons as portrayed in their responses. To be able to identify the most significant variables in this data collected and then be able to draw valid conclusions, it is important to first to look into and explain the qualitative results as displayed in the research findings.
Factors Influencing Reporting
There are three primary factors identified by the respondents as the reasons why the rape victims report the rape cases. These included to prevent additional rapes by the offender and to send a warning to the other people who were thinking of committing a similar crime. Others reported because they were encouraged by others to report the case to the police. The last group of people were those who said that they were never actually given a chance to report as the reports were given to the police by other people without their consent (Bachman & Schutt, 2013). The victims whose main reason for reporting was to bar the offenders from doing the same atrocity to themselves or to other women formed the majority, which was almost half of the total responses received. Those who were encouraged by their colleagues to report formed the second largest group as they were slightly past the quarter mark of the total responses, and the rest are those whose reports reached the police without their knowledge.
Influential Factors in Continuing With the Investigational Process
This part also attracted divergent views from the participants. The researcher wanted to know what made the respondents to participate in the process of investigation into the rape cases even as others shied away from the process. Just like in the first category, majority of the respondents here said they did it purposely to protect others from the suffering they went through after the rape. The second group of participants in this category noted that their reason for continued participation in the investigational process was that they had gained confidence on the strength of their case especially after they had interacted with such stakeholders like the police and the forensic nurse examiner. The continued participation of another group was inspired by the treatment they received from the system personnel. The last group in this category noted that they continuously participated because they had no other choice. All these reasons by the different groups should be taken into consideration and not be actually considered as mutually exclusive (Starzynski, Ullman, Filipas & Townsend, 2005).
Conclusion
Rape victims could either report the rape cases or not. Those who report are always inspired to do so by certain factors. Some were also coaxed by others to do so. There are even others who are reluctant up to that point when others take it upon their responsibility to report their predicament. There are also those victims who could choose to continue participating in the investigational process after the report and others who chose to terminate the case by refusing to participate. As has been seen above, those who chose to pursue the case to the end had different reasons to do. The results would thus be useful in drawing conclusions and recommendations on the topic under research.
References
Bachman, R. & Schutt, R. K. (2013). The Practice of Research in Criminology and Criminal Justice (5th ed.). New York: Sage Publications.
Starzynski, L.L., Ullman, S.E., Filipas, H.H. & Townsend, S.M. (2005). Correlates of women’s sexual assault disclosure to informal and formal support sources. Violence and Victims, 20, 417–432.
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