Journal questions Article Example | Topics and Well Written Essays - 250 words

Journal questions - Article Example Stories are an excellent way of attaining management objectives; however, the managers must use different narrative patterns for different aims. Discuss this statement while giving examples of occasions when managers will use a particular narrative pattern? I believe that question one provides the historical perspectives and characteristics of stories. Question two is more detailed since it requires one to understand the purpose of stories and factors that may impact on the success of the story. Question three is a better question than two since it considers the use of stories in business organisations and narrative patterns of stories. Question four is an application question that requires the learner to utilize the knowledge of use of stories in inspiring values and beliefs in organisation. Question five is also an application question that tests the overall understanding of storytelling in organisation. Personally, I believe question three is more academic and

Offshoring Creates More U.S. Jobs Than It Kills Research Paper

Offshoring Creates More U.S. Jobs Than It Kills - Research Paper Example In an event that a firm relocates its relatively inefficient production parts abroad, where they can be more cheaply produced, it can be able to expand its output through the stages that it has comparative advantage. As a product, the average productivity of the remaining employees increases due to the change in the workforce composition. In addition, structural changes that boost the remaining workers’ productivity are also likely. These benefits emerge due to offshoring service or material inputs because of the access to new varieties of input (McCarthy 70). Offshoring of businesses abroad by United States firms enhances the likelihood of more benefits that can lead to job creation locally. Offshoring service inputs such as information and computing services from other local firms is more likely to enhance the prospects of job creation in the country. The impacts of material and service offshoring on productivity translate into job creation locally (Wei and Amiti 4). This is because offshoring could lead to higher labor demand due to scale effects. Due to higher productivity, lower prices will be reduced and therefore enhancing competitiveness of the United States companies. The effect of this outcome is that US firms will be able to expand and create more jobs abroad and more importantly locally due to the rise in demand of their goods (Wei and Amiti 4). High productivity companies are more likely to engage in global production strategies that could help reverse the jobs lost locally. Offshoring tends to boost productivity and reduce costs, thus prompting firms to expand domestic hiring to offset the lost jobs to overseas workers. Several studies have established that offshoring has no impact on native... The above discussion clearly supports the argument that offshoring creates more jobs in the United States rather than killing job creation. It points to the reality that while offshoring may be a painful endeavor particularly in the short run, it is a necessary occurrence for long-term benefits. As has been noted, offshoring helps to create jobs through various aspects such as enhanced productivity, reduced cost of production and boosting national economy among other ways. This report makes a conclusion that the realities of globalization and other developments around the world inform the need for American companies to engage in offshoring as a means of not only remaining competitive, but also of improving the United States overall economy. American companies, like other companies in the world, have to adjust to new realities in the world. They should, on one hand support real global competition, and on the other hand, support local workers and national companies. Offshoring provides this unique opportunity for these companies to achieve this goal. Offshoring prompts American firms to do broad adjustments in attitudes and knowledge regarding changes in the global economy in order to reach the right balance of policies that promote the ideal long-term global competition, and adopts near term measures that counter policies that threaten creation of jobs domestically. Strategies adopted by American firms should protect domestic workers, but at the same ti me ensure that it boost national economy in order to increase job opportunities among the national population (Heineman para16). This will also be important in enabling the United States workers to engage and pursue higher-level jobs.

Taking a Community Sociolgical Inventory Coursework

Taking a Community Sociolgical Inventory - Coursework Example I would therefore like to seek your opinion regarding it. Kindly let me know what you think of the contributions of individuals, federal and the Arizona state governments on the educational provisions by the Liberty Elementary School and the Paradise Valley Unified School District at large (U.S. Department of Education, 2013). As a course mentor, I would like to seek your opinion regarding my list of social inventory. Having conducted an extensive on the educational climate of Liberty Elementary School, I came up with the following list (in order of priority): This paper is mainly based on the research conducted about Liberty Elementary School and its immediate surrounding. As a matter of fact, the prosperity of education in a school relies on both internal and external factors. A part from the school set up, the immediate community in which it is located, great determine its success. Liberty Elementary School is located within Paradise Valley Unified School District, Arizona State (Button, H. Warren & Provenzo, E.F., Jr., 2009). The 1977 established institution offers preschool through sixth grade. Currently, it has a total population of 600 pupils. Evidently, Liberty Elementary School was founded in 1877. As an institution, it has undergone a lot of changes in its growth. Initially, it had a total population of 30 learners (U.S. Department of Education, 2013). This number significantly increased as it expanded and grew over the years. According to the latest school records, it currently has a total population of 600 pupils. This number has been steadily increasing over the years. By 2004, it had only 390 pupils. This increased to 500 in 2008 before increasing to 520, 550, 570, 580, and 600 in the years 2009, 2010, 2011, 2012 and 2013 respectively (U.S, Census Bureau data, 2013). According to the school administration, it is a policy to provide quality education to the learners. This has been accomplished through

Difference between functional and dysfunctional conflict Essay Example for Free

Difference between functional and dysfunctional conflict Essay Functional Conflict Susie Steel is a vice president in a real estate development firm called Hearts Development. She has spent enormous amounts of energy cultivating a relationship with a local town regarding an available plot of land. Susie would like to purchase the land to build townhomes for sale. She has developed an excellent relationship with the town politicians and community members. An issue has developed over the planned usage of the land, though. The town will sell the land to Susies company but feels that townhomes would be bad for the overall community. Theyre concerned with the additional cost and burden of kids that the townhomes would bring into the community. Susie understands the communitys concern and wants a win-win situation to occur. She feels that this issue will be a functional conflict due to the fact that the disagreement will bring a positive end result to both parties. Positive results of functional conflict include: Awareness of both sides of issues Improvement of working conditions due to accomplishing solutions together Solving issues together to improve overall morale Making innovations and improvements within an organization In Susies case, constructive criticism and discussion resulted in a compromise and a solution between the parties. Susie understood the towns concern but needed to find something to build that would bring revenue for the company. Through their joint meetings, the end solution was for Hearts Development to build a retirement community, which would only have citizens 55 and over living in the town. This would eliminate the issue of having more young people come into town and burden the school system.

Abe Lincoln :: essays research papers fc

History Essay The United Sates declared its independence from Great Britain on July 4, 1776. Great Britain did not recognize its independence until, the Treaty of Paris, two years after the American forces defeated the Britain army at the siege of Yorktown. Since the Articles of Confederation were replaced by the U.S. Constitution in 1789, the United States has had forty-two different presidents. Among these presidents, two of the best have were George Washington, and Abraham Lincoln. This essay will prove that George Washington was the greatest U.S. president of all time. There are certain attributes that good presidents have. It is said that â€Å"good presidents are always stubborn and disagreeable.† 1 Along with those two qualities good presidents are intelligent, selfless, hard working, good communicators, good listeners, good problem solving tactics, determination, and they are able to recognize problems. George Washingtons rise to power started in 1732 when he was born , in Westmoreland, Virginia on his father’s farm. He lived until 1799, when he died at the age of sixty-seven. He served as president from 1789 threw until 1797. When growing up, George received most of his education from his father and older brother. â€Å"When he was 17 he was named the surveyor of Culpeper County, this was the first public office position he held.†2 When Washington was finished surveying, â€Å"in November of 1752, he was appointed the adjutant in the colonial militia. His first mission did not come until the following summer, when he volunteered to take a message from Governor, to the French commander. Following this mission he was brought to the kings attention, and he was given a lieutenant colonels commission.†3 Washington showed his opposition to Britain started in 1759 when he became a member of Virginia’s House of Burgesses. â€Å"He was known to be shy and reserved†4 but he opposed the British rules and regulations that they placed on the Americans and protested the Stamp Act and the Townshend act which in both cases placed taxes on people without consulting them. This was known as taxation without representation. After serving in the House of Burgesses for 15 years he was elected to the Continental congress. â€Å"On June 15, 1775 the Continental Congress unanimously elected him general and commander in chief of its army. They chose George because he was respected for his military abilities, his selflessness, and his strong commitment towards colonial freedom.†5 General George Washington led his men and his country too freedom in the American war of independence. Abe Lincoln :: essays research papers fc History Essay The United Sates declared its independence from Great Britain on July 4, 1776. Great Britain did not recognize its independence until, the Treaty of Paris, two years after the American forces defeated the Britain army at the siege of Yorktown. Since the Articles of Confederation were replaced by the U.S. Constitution in 1789, the United States has had forty-two different presidents. Among these presidents, two of the best have were George Washington, and Abraham Lincoln. This essay will prove that George Washington was the greatest U.S. president of all time. There are certain attributes that good presidents have. It is said that â€Å"good presidents are always stubborn and disagreeable.† 1 Along with those two qualities good presidents are intelligent, selfless, hard working, good communicators, good listeners, good problem solving tactics, determination, and they are able to recognize problems. George Washingtons rise to power started in 1732 when he was born , in Westmoreland, Virginia on his father’s farm. He lived until 1799, when he died at the age of sixty-seven. He served as president from 1789 threw until 1797. When growing up, George received most of his education from his father and older brother. â€Å"When he was 17 he was named the surveyor of Culpeper County, this was the first public office position he held.†2 When Washington was finished surveying, â€Å"in November of 1752, he was appointed the adjutant in the colonial militia. His first mission did not come until the following summer, when he volunteered to take a message from Governor, to the French commander. Following this mission he was brought to the kings attention, and he was given a lieutenant colonels commission.†3 Washington showed his opposition to Britain started in 1759 when he became a member of Virginia’s House of Burgesses. â€Å"He was known to be shy and reserved†4 but he opposed the British rules and regulations that they placed on the Americans and protested the Stamp Act and the Townshend act which in both cases placed taxes on people without consulting them. This was known as taxation without representation. After serving in the House of Burgesses for 15 years he was elected to the Continental congress. â€Å"On June 15, 1775 the Continental Congress unanimously elected him general and commander in chief of its army. They chose George because he was respected for his military abilities, his selflessness, and his strong commitment towards colonial freedom.†5 General George Washington led his men and his country too freedom in the American war of independence.

Questions Kooistra Autogroep Essay

2. Evaluate the budgeting, performance measurement, and incentive systems used at Kooistra Autogroep. What changes would you recommend, if any? Budgeting system: The CEO introduced a formal annual budgeting process. The main target of this budgeting system was to determine the net profit targets for the year. The net profit target is the company’s revenue minus the controllable expenses. These targets were for the company’s departments and should help with decentralization of the company. The budgeting process was ment to be bottom-up. This means that the managers of the departments could prepare the budgets and the CEO and CFO then reviewed these budgets. Most managers are unexperienced with budgeting and the review of the CFO and CEO would lead to a discussion so that the managers would get more and more confident with budgeting. This would help the decentralization. The car industry is an industry, which is really dependable on the economic conditions. So the budget made at the beginning of the year is not always a feasible budget. Reviewing the budget a few times a year could change this. The CEO helps out sometimes when the budget target probably is not going to be made. But the managers cannot depend on this. Performance measurement: The new performance measurement now includes not only financial information but also nonfinancial information. The performance measurement system is used to communicate the company’s objectives to the personnel. The objects that are measured in the performance are the most important objectives. The performance measurements provide the managers with the information to do their job properly and it provides feedback to the top management about the performance of the managers. The company uses ‘Balanced Scorecard’ on a weekly basis. The balanced scorecard provides key metrics for the manager’s list of targets and it provides an indication of the progress towards budget target. Besides the balanced scorecard the managers get also a monthly report, which is more detailed about the company’s operations. Recommendation: the balanced scorecard is used to measure the manager’s performance for different factors. These factors are financial and nonfinancial. But it is not very clear what the targets are. Every  dealership has to have a return of sales of 2% but there is not given any further financial of nonfinancial performance indicator. Incentive system: A major change for the Kooistra Autogroep was the expansion of the pay-for performance system. The pay-for performance system already existed in the company but only for a few sales people. But this is limited and not fully covered for all the sales people. Because of the already excising contract and rejecting the pay-for performance bonus system not every sales person is accounted with pay for performance. This could lead to disorder and unfair situation. Because when its not going well with the economy and so with the dealerships sales the sales people with the pay for performance are accounted for the less sales. But the sales people with the normal salary contract are not accounted for the fewer sales. Also in normal situations the sales people with the pay-for performance system will try to do their best because their salary depends on their performance. While for the sales people with the normal contracts its not as much depended on their performance. For the management team the pay-for performance does its work for every member. So it’s fairer. The managers could also receive a bonus reduction when some criteria were not met. But it’s said that this would be a very subjective decision and it was not really clear on what criteria it depends. This should be changed and made clear on what criteria or totally deleted. Note: It is said that no bonus will be paid for below or above target performance, which is strange. Because as a company u would want to have above target performance. Further more the pay for performance system is a relatively unknown system in Dutch companies and the personnel of the company are not really pleased with this system. So it would be point to think about for the company to introduce the system quietly. This could be done for example by starting with a tradional bonus system and next to that also a pay for performance system. So using both systems for a few years and then switch to only a pay-for performance system.

Discrimination Essay Essay

Discuss this statement in relation to the human resource practices and the issues relating to personality, perceptions and values of managers. This essay argues that discrimination is a likely occurrence during the recruitment process. It will focus upon the various forms of discrimination faced and the issues relating to personality and perceptions resulting from the mainstream perspectives, stereotypes and ideologies held by Anglo-Saxon Australians. It will then examine the human resource practices and the selection process, highlighting the discrimination that occurs due to the unrealistic and unnecessarily high standards of recruitment criteria and specifications laid out by managers for candidates. Finally it will address the impact and influence that the managers values can have upon the recruitment criteria and the final selection made. Discrimination has long been a likely occurrence during the recruitment process, becoming a major problem throughout Australian society. Dating back through Australia’s history we have continually seen society empirically group people according to their country of origin and culture. The idea of ethnocentrism has surfaced as a result of the pre-existing culture of intolerance of cultural difference. As Ho and Alcorso demonstrate, ‘Australian employers and local workers in the post-war decades had a clear interest in utilizing a workforce that was not only ethnically distinguishable from the local workforce but also considered to be largely unskilled and little educated’ (2004, p. 254). The reluctance that many employers have in their willingness to recruit migrants and those of ethnic backgrounds, as a result of a pre-disposition held, is seen consistently in the workplace and is reflected in the long-term. As Wooden notes, ‘differences in pay, occupational status and probability of employment’ between migrants and people of ethnic background, in comparison to Anglo-Saxon Australians ‘reflects differences in the average productive capabilities of the two groups’ (1994, p. 220; cited in Ho and Alcorso, 2004, p. 239).