Assignment Strategic Plan Update Essays

Assignment Strategic Plan Update Essays Assignment Strategic Plan Update Essay Assignment Strategic Plan Update Essay Resources: Kudler’s Fine Foods within the Virtual Organizations Get down updating the 2003 strategic program for Kudler Fine Foods or your ownorganization. with blessing from your teacher. The nexus to the Kudler FineFoods organisation may be found on your pupil Web site. Write a 350-word APA formatted bill of exchange of portion of the strategic program. including arevised organisational mission. vision. and values statements. Format your paper harmonizing to APA criterions. General Questions – General General Questions STR 581 Week 1-6 Everything Included ( All Assignments. All DQ’s ) + 6 sets of Finals Version 4 Strategic Planning Implementation If you are diffident about which major to take. utilize your first two old ages of college to take a broad assortment of classs in add-on to your nucleus classs. You may happen yourself interested in things you might otherwise neer have considered. An eclectic class of survey gives you greater insight into possible calling picks. This papers includes STR 581 Week 3 Assignment Strategic Plan Update Resources: Kudler’s Fine Foods within the Virtual Organizations Get down updating the 2003 strategic program for Kudler Fine Foods or your ownorganization. with blessing from your teacher. The nexus to the Kudler FineFoods organisation may be found on your pupil Web site. Write a 350-word APA formatted bill of exchange of portion of the strategic program. including arevised organisational mission. vision. and values statements. Format your paper harmonizing to APA criterions. General Questions – General General Questions STR 581 Week 1-6 Everything Included ( All Assignments. All DQ’s ) + 6 sets of Finals Version 4 Strategic Planning Implementation If you are diffident about which major to choose†¦ For downloading more tutorials visit – hypertext transfer protocol: //bitly. com/1wyRWoJ If you are diffident about which major to take. utilize your first two old ages of college to take a broad assortment of classs in add-on to your nucleus classs. You may happen yourself interested in things you might otherwise neer have considered. An eclectic class of survey gives you greater insight into possible calling picks. General Questions – General General Questions

Marketing Assignment Sample

Marketing Assignment Sample Marketing Assignment Sample A marketing assignment is an exercise which is widely used in the various educational programs. Simulating a marketing plan of an imaginary company gives students the opportunity to test their skills in practice with no real risk of loss. The marketing assignment sample provides an example of a marketing plan of an imaginary logistic company: it fully describes the structure of the enterprise and the basic principles of its functioning. Goals Creating freight forwarding company with the formation of the regional offices (branches, separate subdivisions) of the cargo delivery; Organization of the complex service for the small-lot shipments of the potential customers, including freight forwarding, insurance, warehousing, and door-to-door delivery; Increasing the market share of freight forwarding and warehousing services. Departments The sales department is responsible for customer service, acceptance of applications and documents on transportation, registration of waybills, the regional carriers, and attraction of the new customers. The legal department is working on the claims, interaction with the regional representatives on legal issues as well as the preparation and management of contracts both with the clients and the transport companies. Regional development department works with the opening of the new branches, the search for warehouses, offices and regional carriers, the regional cargo marketing research, and the advertising campaigns. Freight forwarding department is responsible for rolling stock and ensuring the implementation of applications for the delivery of cargo. The maintenance of its own vehicle park, including the passage of inspection and obtaining permits, also belongs to its expertise. The provision of the additional services for the carriage of goods by other types of transport (railways, planes, container transportation) as well as the organization and control of the international expedition of goods are also common here. Planning Budget The beginning of the procedure of formation of the budget is the notification sent by email to all heads of the financial responsibility centers for 5 days prior to the deadline for the submission of the budget requests. After that, the responsibility center managers present their budget requests within the monthly budget not later than on the 10th day of the month preceding the beginning of the budget period. For the effective control over the expenditure of cash, it is needed to introduce the additional operational planning, which should be complementary to the budget. Operational financial planning includes the preparation and execution of the payment schedule, the cash plan, and the credit plan. Setting the Price The value of services in the eyes of the customers can significantly vary. Hence, the lack of the account in the pricing leads to the fact that a considerable amount of money remains in someone else’s pocket. It is not always easy to adapt to the scale of price fluctuations in the value of the buyer but it is the only way to prevent the failure of missing the major opportunities for profit. It is also necessary to consider the interests of the loyal customers. For it, it is proposed to introduce a discount card system. The essence of the introduction of a discount card is supposed to ensure that clients are provided with continuous constant or cumulative discount rates in all areas of the company, which is expressed in the percentage of the fare or the specific numerical terms. Start When choosing a freight forwarding company, which is engaged in cargo transporting, the customer is always focused on the urgency of the delivery as well as the price-quality ratio. This is one of the most important criteria by which the client makes his or her choice. Even if the company offers the low price to the customer but does not comply with the stated schedule for shipping, the customer goes to the company with the higher prices but with a regular frequency of shipments projected in the terms of delivery. Many new companies make this mistake that leads to their bankruptcy at the only beginning of the working period. Therefore, to avoid such mistakes, it is important to show the projected shipments frequency to the client that will be available to view online at any time of a day. Likewise, to reach the proper speed of delivery and quality at the opening of the company, it is necessary to use the services of the other logistic companies. Based on this scheme, the initial operations would give no profit or even give some loss. In any case, such step is inevitable, as without it, the development of freight forwarding activity would be impossible. At you can get a high-quality custom assignment on any Marketing topic you need.

Financial Intermediaries Essay Example | Topics and Well Written Essays - 500 words

Financial Intermediaries - Essay Example The most important one is security. As banks and other financial institutions playing this role have the proper expertise to handle the flow of cash and make sure that it is returned on a fixed time and date, they avoid any miscommunications and make sure that potential clients don't turn out to become criminals by not returning the loan. Therefore, by putting a saver's eggs in a safe basket, they ensure that they are not stolen. Secondly, as these financial intermediaries are properly qualified to do this particular task, they are also better able to judge to whom it is safer to lend a saver's money to. They keep an updated record of the types of customers who borrow from them and of their repayment schedules. This helps in making predictions about which type of customer is a better choice to do business of lending money. The US Government's role is twofold in the economy. It has to look after the local and international intermediaries and as well as act as an intermediary itself. This is done by two separate governmental departments. The first is the SEC (Securities and Exchange Commission) and the second is the FDIC (Federal Deposit Insurance Corporation).

How Postmodernity effect my work(packaging design),how does it impact Essay

How Postmodernity effect my work(packaging design),how does it impact on my practice - Essay Example This paper analyses these two concepts as well as providing a discussion on how they impact the packaging design & consumer behavior discipline. Postmodernity is basically refers to the movement of the global economy a new sophisticated information age in which the way people and consumer behave are react to different spatial and visual stimuli has changed as well as the activities society performs on a daily basis. Postmodernity implies the movement of the individual from a cognitive world into a semiotic world in which knowledge acquisition and production is manipulated by new signs and symbols (Venkatesh). Visual style and aesthetics are two attributes of importance for graphic designers creating packaging alternatives based on consumer behavior which is influenced by forces such as values, beliefs and perception; characteristics that are integral components of a postmodern society (Scott). The article Playing with Pictures, Postmodernism and Advertising discusses how postmodernity is highly influential in many of the new jobs generated by the new knowledge economy. In the packaging design business the distribution channe ls and the medium used for mass marketing purposes are connected to a single network fueled by high speed broadband information transferring systems. The ads, album covers, table setting, magazine layouts and music ideas are all tools used by designers which are associated with postmodernity (Scott). In certain parts of the world in which many professionals practice packaging design postmodernity has influenced the work of packaging designers more than in the western hemisphere. In China the effects of postmodernity were more imminent to society as a whole due to the radical internal changes in the economic, political and social systems of the country. The article Chinese Modern Design: A Retrospective depicts the social atmosphere in China and the influence of

Dangerousness and Dangerous Offenders Essay Example | Topics and Well Written Essays - 3500 words

Dangerousness and Dangerous Offenders - Essay Example Dept. of Justice, & Canada. Health and Welfare Canada, 1984). Restrictive measures on the other hand refer to those practices that are employed by the various institutions in the criminal justice system to ensure sex offenders do not reoffend again after their conviction (Howitt, 1995). These aim at protecting the public from being offended and also monitoring the offenders not to reoffend. Some of the restrictive measures that are employed to manage these offenders include the use of sex offender registers, Multi-Agency Public Protection Arrangements, Circles of Support, and Accountability, use of approved premises, license conditions, prisons, situational crime prevention, and treatment of offenders (Marshall, Eccles & Barbaree, 1993). This paper will therefore examine the strength and weaknesses of these restrictive measures to protect the public from any sexual offence. It will further pay attention to the fairness and effectiveness of these approaches in protecting the public. This section will also explore the balance between human rights of the offenders and public protection bearing in mind that these offenders are also human beings and their rights ought to be protected as much as they deserve punishment for their offence (Rainey, 2013). To begin with, sex offender register is one of the restrictive measures aimed at protecting the public from sexual offence. It is a database containing records of those required to register with the police under the Sexual Offences Act 2003 (Welchans, 2005). This include individuals who have been jailed for more than 12 months for having committed violent offences an those who are likely to be at risk of offending. Upon initial registration, it is a requirement for the offenders to provide the police with the following information; their full names, date of birth, home address, passport details, bank details and the national insurance number. This register requires the offender to inform

Career Aspirations Of Individuals Commerce Essay

Career Aspirations Of Individuals Commerce Essay Every individual has an aspiration regarding his or her career. However organisation plays an important role in individual career aspiration. Recruitment plays a vital role in career aspirations because organisation need to be a learning organisation so that when they recruit employees, they have the motivation factor and the employees would have a feeling that they will develop and learn new ways that could be beneficial for their career growth.An individual leaves the company when there is no learning and motivation and he or she gets bored with the culture and environment of the organisation. Companies should mainly target the high performance of the employees. Good examples for this can the company Accenture. Accenture always focus on their responsibility of organisational change and transformational work. They involve talent and organisational performance to make workers more productive even under complex changes taking place in the working environment. Career transitions are result of improper work environment and stagnant learning behaviour of the organisation. The involvement of talent and organisational consulting helps the business operations even under pressure. Accenture also involves the customer relationship management. The recruitment procedure of Accenture is transparent as they look for applicant that has got broad understanding of the business. People who have got multi skills are recruited who are then nurtured by senior leaders of the organisation. Training and development program are one of the best way of retaining staff (John wiley and sons). Accenture provides on job training which helps the employees to learn and reach the top level and help them top grow continuously.() Mentoring is the important process which helps the recruitment because Accenture provides the support to their employees. Along with this they provide sound and competitive environment to cultivate mentoring relationship among the co-workers. They also involve the reviews and revising of their product so as to update them according to their taste and demand of the customers. The leaders are always working to implement the new ways for their employees to learn(-). They also provide online courses so that their employees always undergo the learning process. People from different culture works in Accenture that automatically creates the competitive and learning environment which is the basic requirement for the people to learn and develop their career goals.(www.accenture.com/careers) Organisation generally looks for people who can act as team workers. Knowledge enhancement and sharing can be another way of learning because this leads to the development of views from different individuals having different perspective (John Hall and Peter Oppenheim). Organisations search for people having a directed and focused target. Talent management is another important aspect that should be kept in mind during the process of the recruitment(-). Accenture process on long term consequences because companys regret when their decisions prove to be wrong and the employees start leaving the organisation. Implementation of innovative and effective approach to talent management can prove beneficial to improve the condition of the company even in the bad time. Accenture believes that if an organisation response quickly to talent management it can solve problem in much lesser time. Accenture has resource based strategies. It evaluates the talented workers as their asset and not the cost (www.accenture.com). By using the workers analytical talent, organisations can expand their analytical capabilities which in turn can increase the KSA of the employees.() New career forms have lot of importance on organisational activities. Recruitment should be done keeping in mind the flexibility for the employees so that employees feel that organisation cares for them. Availability of part time and full time options allows the employees to work more effectively. Job sharing can be a reason for staff retention. Job sharing is increasingly used by companies as broader views can be encountered because this may not be an individual persons view. Hence, view from different people can be beneficial for the company. Accenture can be a good example that favours for the flexible working. They believe that part time workers are more enthusiastic and energetic as they work for lesser time than a full time employee. Part time working is beneficial for Accenture because it helps to retain people with great potential.Flexi time helps to use the workers more effectively rather than making the employees to work long shifts every day as it decreases their efficienc y. Job sharing can be another possible flexible working style. Accentures working style is such that the work load is divided among different people because it ultimately involves more external views that can result in the better output. Job sharing is helpful in keeping people in career track(). Accenture does not discriminate on the basis of sex, colour or ethnic origin, in fact the only criteria is performance and qualification. Career transition can also be another mode of flexible working because in this case the companies send people outside the organisation around different locations of the world so as to get international experience of diversified culture which can be helpful in getting the extra factor for the success of the organisation. Job Analysis Before recruiting a candidate it is necessary to decide the nature of the job. It is necessary to overview what could be the possible output and whether it fits into the requirement criteria of the organisation and the job profile. Some of the ways of finding information regarding this can be interviews and questionnaire. However job analysis should be framed by keeping in mind using the Job/Person specification (CIPD).Job design is a group of motivational work patterns for improving the efficiency and satisfaction (Daft, 1990:530).Due to industrial revolution it is important for companies to switch to new methods that provide job satisfaction for employees which can help in providing positive outcomes (Morgan 1997:15). Job description and person specification A job description basically defines the roles and responsibilities of an individual in an organisation. A job description is important because it clearly describes the expectations of the employer for a particular vacancy in the company. A part from this a proper job description is also helpful in attracting the potential and talented applicants because it describes the nature and corporate image of the company. A job description may also be used as appraisal system to evaluate individuals performance. A person specification describes the skills and the knowledge required from a candidate to successfully operate a task. It clearly defines the requirement from the applicants and also provides the overall view of the expectations of the experience required to complete the task. A person specification is also helpful for the organisation in recruiting the candidates during the recruitment process. Person Environment Fit Person environment fit is the matching or alignment among the company culture and environment with the employees characteristics. The more is the alignment, the greater will be the positive the positive result (Schneider, Smit Goldstein,2002, OStroff,Shin Feiberg,2002).If there is mismatch among different ideas ,the employees will start to leave the organisation. Sometimes new comers may not be fit he organisational; characteristics and may develop conflicts which may decrease the efficiency of the employees(Chatman Barsades,1995).Person environment fit further adds to low staff turnover and establishes communication among different levels of the organisation. Organisational brand image plays an important role in attracting the potential applicants. This is because it is the organisations brand and recruitment image that increases the probability of applicants of contacting the organisation (Gatewood et al, 1993).The mail idea of employer branding is to attract the applicant that have the capacity and ensure that they identify the organisations mission and vision and then work to produce the desired outcome (Graeme Martin, 1998) E-Recruitment The purpose of E-Recruitment is to attract the potential employees to apply for posted vacancies. The Human Resource Management plays an important role in an organisation because recruitment is done keeping in mind the vision and mission of the company. The recruitment strategy of any organisation is to first identify the type of person necessary to fulfil a vacancy and then provide them with other training and development programmes to acquire KSA that may be required to deliver the vision and mission strategy. The principle aim of recruitment strategy is to attract quality and potential applicants. E-Recruitment is also sometimes known as online recruitment. E- Recruitment is recruitment of potential employees using the latest technology to attract and then recruit the candidates. There are several methods of recruitment. Internal recruitment is one in which a company find a replacement within the organisation, that is, someone from the organisation fills the vacancy whereas external recruitment is the process in which business works for the suitable applicant outside the organisation. There are several advantages of both the type of said recruitment. Some of the advantages of internal recruitment are that since the candidate is chosen from within the organisation, he/she is familiar with the environment and is quicker and cheaper to recruit. Apart from this company may already know the strength and weakness of the candidate. However there are some disadvantages like no new ideas from outside the organisation is inherited and also it creates another vacancy which anyhow needs to be filled in from other sources. The disadvantages of internal recruitment can be overcome in external recruitment like innovative ideas from outside the organisation can be generated. Another disadvantage is poor availability of people from which recruitment needs to be done, however it is an expensive and time consuming process. Comparisons of e- recruitment with traditional methods Companies prefer to use e- recruitment because it is quicker and attractive for applicants. E.g: an employee fills a vacancy application online. Now it is easier to receive the feedback via emails because it is faster and quicker. On the other end if we entertain applications in the form of resumes and covering letters, the first problem is to gather the hard copies. However, if it is online, it can be accessed from anywhere. Apart from this, in order to give the feedback, companies may need to post the letters. Some of the problems with these postal letters may result in delay or loss of the copy. Hence, the employee does not get the good impression of the company since he or she could not receive the feedback. Another possibility is that the organisation may provide the feedback over a phone but telephonic feedback can be more personal and hence, companies tries to avoid it and use it to minimum extend. Another reason for the companies using e-recruitment is that the companies get the chance to express their brand image via website. More attractive is the website greater will be the application of the applicant. Applicant gets the complete information of the company with its back ground and future goals and also the vision and mission statement to be accomplished. It is easier to post jobs specifications and realistic job previews (RJP) on websites. Companies can represent themselves and can be more transparent using the e-recruitment methods. Apart from this companys can be more descriptive on the websites. Another reason for the companies in posting job vacancies on web site is that it is easier and cheaper to advertise on websites rather than newspapers or advertising on hoardings because in the second case they need to first do the analysis as to where are their targeting customers and then need to make postings. On the other hand, posting on the websites is easier and easily accessible from anywhere. Survey suggests that using e-recruitment has almost cut 80% of the input cost as compared to traditional method. Another aspect of the e-recruitment is that user can use it 24 x 7. However, traditional methods do not provide such flexibility. Hence, E-Recruitment can be a win win situation for the employee as well as the employer. E- Recruitment is beneficial for the employer because it is easy to check the status of the candidate at the time of hiring. However, there are some disadvantages as well of the e-recruitment. Companies need to update their website on regular basis. This is because if there are no new updates on the website this may deteriorate the brand image of the company. There may be occasions where, there can be technical problem on the website which may prove to be disaster because the organisation could not access any data from the website. Apart from this it may require great funds to get technical assistance. Another problem is that websites cannot provide two way communications. Sometimes possibility of passive (duplicate) resumes is also another problem being faced by the companies in e- recruitment and there is no proper solution to this problem till now. E-Recruitment can be beneficial for a company and the company can learn a lot from it, says the Head of Recruitment of 3s (U.K Mobile Company).The company states that the principle reason for redesigning of their websites is to attract employee to apply for the job since the E-Recruitment has completely changed the attractiveness of the company. Now new employees can complete a form in very less time as compared to other previous recruitment methods. 3s online E-Recruitment strategy In year 2002, 3 (mobile company) started to recruit the employees though online recruitment. This is because they thought that online recruitment can provide more positive experience of the company as compared to other methods. It increased their efficiency and speed of hiring the employees. It helped them to access loads of application systematically. The head of recruitment department further states that not only E-Recruitment has made recruitment easier and quicker but it has also helped the company to improve its brand image which in turn has helped them to attract the potential employees (Rebecca Baker, Head of recruitment department).She continued saying that now candidates can track the status of their application at any stage of the recruitment process. She added saying that in year 2002, company hired 41% employees from the agencies. However these figures have dropped down to only 19% in the year 2007.This is the reason why they rely more on e E-Recruitment rather than other traditional methods. The company encountered a profit of  £1760 per year. Furthermore it became easier for the company to post job vacancies on websites rather than posing vacancies somewhere else which was much more complicated and expensive(www.three.co.uk) Another company named Stonefish Software also experienced tremendous advantages and profit of using E-Recruitment. Caroline Catmur (HR Administrator) states that use of E-Recruitment in October 2007 proved to be a boon for the organisation. Everything looks to be simple and more streamlined after the involvement of E-Recruitment. She further stated that another advantage of E-Recruitment was saving on both time and paperwork. She further added saying that E-Recruitment has been a driving force for the development of their organisation (www.stonefish.co.uk) Conclusion The essay briefly describes the career aspirations and the impact of recruitment and selection on individual career. It throws light on the company Accenture that provides flexibility and works consistently for retaining their staff. This describes as to how companies should prepare the job and person specifications so as to attract the potential applicants. The advantages of learning organisation and talent management are explained that helps the company to decide the basis for recruiting the potential applicants. The importance of E-Recruitment, its advantages and disadvantages are explained that helped the companies in recent time to overcome the problems of recruitment and selection. Two companies 3(Mobile Company) and Stonefish Software are illustrated showing their comments on the result of using E-Recruitment in their organisation.

Title IX and Impacts on Womens Education Essay -- essays research pap

Title IX and the impacts on women and their education HISTORY: Title IX of the Educational Amendments of 1972 is the landmark legislation that bans sex discrimination in schools, whether it is in academics or athletics. Title IX states: "No person in the U.S. shall, on the basis of sex be excluded from participation in, or denied the benefits of, or be subjected to discrimination under any educational program or activity receiving federal aid." Athletics has created the most controversy regarding Title IX, but its gains in education and academics are notable. Before Title IX, many schools refused to admit women or enforced strict limits. Some statistics highlighting the advancements follow: †¢ In 1994, women received 38% of medical degrees, compared with 9% in 1972. †¢ In 1994, women earned 43% of law degrees, compared with 7% in 1972. †¢ In 1994, 44% of all doctoral degrees to U.S. citizens went to women, up from 25% in 1977. Title IX governs the overall equity of treatment and opportunity in athletics while giving schools the flexibility to choose sports based on student body interest, geographic influence, budget restraints, and gender ratio. In other words, it is not a matter of women being able to participate in wrestling or that exactly the same amount of money spent per women's and men's basketball player. Instead, the focus is on the necessity for women to have equal opportunities as men on a whole, not on an individual basis. Concerning intercollegiate athletics, there are three primary areas that determine if an institution is in compliance: 1. athletic financial assistance 2. accommodation of athletic interests & abilities 3. other program areas Appraisal of compliance is on a program-wide basis, n... ...d numbers. Indeed, the United States stands alone and is a world leader in opening the doors of higher education to women. FUTURE: Even today, we acknowledge the many advances women have made in academics, employment and athletics, we still need to recognize some dismaying facts in our efforts to achieve equity. While sex discrimination is no longer routinely accepted in education and has been prohibited since Title IX became law, the incidences of sexual harassment and assault that are continually reported show that freedom from threats to learning still has not been achieved. In response, the Office for Civil Rights of the Department of Education has released its final policy guidance on sexual harassment to help educators recognize sexual harassment and formulate age-appropriate responses to prevent or resolve incidences of this form of sex discrimination.

Life Lesson Essay

Up until that day, I swear I thought I was invincible. I guess this is the same with all twelve year old girls who think they know all that there is to know about life. I was never one to be a follower but I must admit my friends were a major influence in my early life. As a matter of fact this day was not only the day I realized how wrong and little I knew about life but it also became the reason I changed my life and circle of friends around. It all started when I got sent to a different school than my friends my freshman year; first day of school I was feeling as cool as the other side of the pillow when reality gently slapped me in the face and I realized; I was no longer Rosa but instead â€Å"the freshman†, the girl no one else other than other freshman cared to get to know, the girl who went unnoticed all day. All of a sudden it wasn’t so refreshing and exciting to see so many new faces, different races and ages all gathered in the same place. The urge to get up and walk away from that place came over me and all I wanted more than anything in the world was to see a familiar face. I decided I wasn’t going to let it get to me so I became friends with Melissa; she was the coolest girl I had ever met in my life. Her personality was as contagious as a cold and as destructive as a tornado. For months, we hung out and even though I knew she was trouble, I just could not get passed how liberal and expressive she always was. She dressed how she wanted and came about as she pleased. Together we thought we ruled the world. One day, Melissa approached me and said â€Å"hey lets go for a ride†. I said â€Å"of course†. Not caring where we were going, I got in her car and we drove off. She drove up into a dark neighborhood, at this point my heart sta6rts pounding harder than ever before. I ask her, â€Å"What are we doing here?† She said â€Å"oph we are just getting some weed.† Thinking this was cool, I played along as If this was a normal thing for me. As she is making her â€Å"transaction†, the man who she is buying it from pulled out a gun and pointed it at us. He said, â€Å"Give me whatever else you have of money in your purse or I am going to shoot both of you†. This was the moment it all became real, I could not believe we were going through that, I felt so powerless. Thankfully she acted on reaction and drove off so quickly, I bet the tire marks are still marked on the pavement of that street. That day I realized how much of nothing we both knew and parted our ways.

Impact of Interpersonal Skills and Capabilities of Leadership on Knowledge Based Organizations Essay

Abstract: The role of leadership in the success of any organization is very much important. Although in Pakistan very little importance is given to this aspect of organizations inspite of this its importance cannot be denied. In other words, Leadership is the backbone of any knowledge centric organization. This research article shed light on the importance of effective leadership skills and practices which can lead any organization to its golden era. The main focus of the study is the changing nature of leadership with the evolution in the meaning of knowledge based organizations. The study is descriptive in nature and relies on secondary as well as questionnaire based survey. INTRODUCTION Knowledge based organizations are usually considered to be those whose products or services are knowledge -intensive. Knowledge based organizations (also referred as knowledge-enabled or knowledge- intensive organization) are usually described in terms of the knowledge intensity of their product or service. The greater the degree to which knowledge forms the core of the product or service, the more knowledge- based the organization. However, using products or services as a mean for categorizing the knowledge – based organization is inadequate. Products or services reflect only the tangible part of the organization. The primary resource that enables an organization to produce is hidden within the â€Å"invisible asset – intellectual capital†. (Itami, 1987). Knowledge- based organizations (KBOs) lives and breathes knowledge. From day–to-day operations to long-term strategy, creating and applying knowledge is always in the forefront. Prior researches have explored which factors are  essential for managing knowledge effectively. Most studies of them have examined the relationship of knowledge management capabilities, processes and performance. Some researchers have focused on the relationship between capabilities and processes (Hansen, 1999; Szulanski, 1996; Zander & Kogut, 1995). Other studies have focused on the relationship between capabilities and organizational performance (Becerra- Fernandez & Sabherwal, 2001; Gold, Malhotra & Segars, 2001; Simonin, 1997). A key to understanding the success and failure of knowledge management within the organization is the identification and assessment of various factors that are necessary for the knowledge management performance measurement with a balanced view (Arora, 2002; Gooijer, 2000). In this study, we examine the relationship among the interpersonal skills and capabilities towards the knowledge-based organizations. To serve this purpose we figure out the core constructs of interpersonal skills and capabilities. Knowledge based organization base their competitiveness on knowledge .Interpersonal skills and capabilities can be critical for the knowledge based organization. Skills are linked with personal knowledge management in knowledge focused organization. Skills can be either basic or cross functional. In basic skills we develop capabilities that assist in the learning of knowledge on the other hand cross functional skills are the ability to carry out the tasks the can help the organization to boost up. Interpersonal skills involve not only how we communicate with others. Aside our confidence and capability to listen and understand, problem solving decision making and personal stress management all these are related to the interpersonal skills and capabilities. Interpersonal skills and capabilities allow dealing effectively with persons of different temperaments, backgrounds and educational qualification in the organization. Knowledge leadership has a capability to built good relation with subordinates and dealing with them. An organization is successful when it posses good team capabilities and interpersonal skills. People create and share knowledge therefore, managing people who are willing  to create and share knowledge is important. Knowledge and competence can be acquired by hiring new people with desirable skills. In particular, T-shape skills embodied in employees are most often associated with core capability. T-shaped skills may enable individual specialists to have synergistic conversations with one another (Madhaven & Grover, 1980). Although a company’s value is generated by intangible assets like knowledge or brands. Performance measurement is one of the most important management activities. Performance measurement becomes the basis of strategy establishment and achievement in the future because it can definitely bring a company’s vision and strategic target to all organization members. 3 Objectives of Study âž ¢ The objective of our study is to examine the relationship among the interpersonal skills, capabilities and performance of knowledge-based organizations. âž ¢ To develop the results that the primary resources that enables the organization to perform extraordinary lies within â€Å"intangible assets (intellectual capital)†. 4 Significance of Study Now intangible assets such as knowledge rather than tangible financial assets are a measure of a company’s value. Knowledge is the one of the important resource that increases the value of organizations and gives them an edge over competitors. Therefore various attempts to measure organizational performance in knowledge management have been conducted accordingly. 5 Problem Statement Interpersonal skills and capabilities of leadership have a strong impact on the performance of knowledge based organizations. 6 Rational of Study With the shift of industrial economy to knowledge economy there is a need to recognize the value of preserving and sharing knowledge among the organizational communities. This includes the development of strategic knowledge focus, knowledge leadership factors which promote knowledge culture and its impacts on knowledge workers and outcomes of the organization. LITERATURE REVIEW Organizational theorists have defined knowledge based organizations (KBO) in various ways. Knowledge based organizations (Perez- Bustamante, 1999) are organizations applying a knowledge based approach to the organization. This approach perceives organizations as a means for the development, integration, preservation, sharing and application of knowledge. (Wu, Ong & Hsu, 2008) add that knowledge based organizations allocate resources to intangible assets in the rapidly changing and highly competitive business environment in order to gain competitive advantage. Gold, Malhotra, & Segars (2001) examined an empirically effective knowledge management model from the perspective of organizational capabilities. Sveiby (1997) developed an intangible asset monitor (IAM) to measure the performance of intangible assets such as human capital, structural capital, and market capital. Based on the analysis of secondary data (Nonaka & Takeuchi, 1995; Choo, 1998; Trunecek, 2003; Bartak, 2006; Calabrese , 2006; Bures, 2007; Medzihorsky & Medzihorska, 2007; Sladecek, 2007) by mean of the method of comparison, the following general characteristics of knowledge based organization were identified. |Knowledge Based Organizations | |Creates, integrates, preserves, shares and applies knowledge; | |Is efficient, innovative, flexible and proactive; | |Is customer focused; | |Uses ITs; | |Has a strong and open corporate culture; | |Implements knowledge processes; | |Exploits knowledge resources; | |Manage risks; | |Implements project management; | |Places emphasis on education and organizational learning; | |Disposes of knowledge employees; | |Is process- oriented | |Supports team work; | |Encourages participation in management | (Martina, Hana & Jiri, 2012) 1 Capability (Competency- Based Approach) â€Å"Competency† is a commonly used term for people asserting of their working potential in real activities. The first characterizes competencies as a power and a scope of authority associated with a certain person or body. The second meaning of competencies refers to the capacity, i.e. abilities to perform a certain activity, to have certain general and specific characteristics and skills, to be qualified in the given area. Generally it can be said that it is a set of specific knowledge, abilities, skills, traits, motives, attitudes and values essential for the personal development and successful participation of each person in the organization. This refers to the performance aspect of a competency determined by the level of inputs (knowledge, abilities, skills, traits, motives, attitudes and values) and  measured by the analysis of output (real behavior and results). According to its development, it is possible to divide competencies into three main development phrases. The first phrase consists of individual competencies (White, 1959; McClelland, 1973; Boyatziz, 1982; Schroder, 1989; Woodruffe, 1992; Spencer & Spencer, 1993; Carroll & McCrackin, 1997). The second phase is based on the possibility of managing competencies in an organization by mean of competency models (Mensfield, 1996; mcLagan, 1997; Lucia & Lepsinger, 1999; Rothwell & Lindholm, 1999). The third phase is the identification of core competencies, a sum of organization key organizational competencies that may be exploited to gain competitive advantage (Prahalad & Hamel, 1990; Ulrich & Lake, 1991; Gallon, Stillman, & Coates, 1995; Coyne, Hall, & Clifford, 19 97; Rothwell & Lindholm, 1999; Delamare & Wintertone, 2005). 2 Interpersonal Skills Studies say 90 percent of executive failures are attributable to interpersonal competencies, factors such as leading teams, developing a positive work environment, retaining staff, inspiring trust, and coping with change. If you lack the skills to motivate your frontline employees to accept and optimally use new information technologies, your organization could be missing revenue opportunities. This category grows out of what previous research has referred to as interpersonal skills involve social perceptiveness (Graham, 1983; Mintzberg, 1973; Yukl, 1989) to allow for an awareness of other’s reactions and understanding of why they react the way they do. The interpersonal skill requirement also includes the skills required for coordination of actions of oneself and others (Gillen & Carroll, 1985; Mumford, Marks, Connelly, Zaccaro, & Reiter-Palmon, 2000) and negotiations skills to reconcile differences among employee perspective and establish mutually satisfying relationships (C opeman, 1971; Mahoney, Jerdee, & Carroll, 1963; Mahoney et al., 1965; Mintzberg, 1973), and persuasion skills to influence others to more effectively accomplish organizational objectives (Katz, 1974; mintzberg, 1973; Yukl, 1989). METHODOLOGY 1 Data Collection and Sample Description Samples were restricted to the companies that adopted knowledge management or held similar process innovation campaigns. The sample was designed to include people from different position, departments and industries. Respondents include executive rank managers of various organizations. In this study, we conducted a questionnaire based survey. The questionnaire’s data is arranged in terms of various variables and five-point Likert scales are used. Respondents are asked to indicate the extent to which they disagree or agree with the given statement by selecting a point on the scales for each question. (Where 1= strongly agree and 5= strongly disagree). 2 Survey Instrument This research uses a survey questionnaire to test the hypothesis. The questionnaire consists of 26 items about leadership skills, practices and the performance of knowledge based organizations. Items about leadership skills consist of cognitive skills (four items), interpersonal skills (three items), and strategic skills (two items). Leadership practices consist of leading by example (two items), coaching (six items), team interaction (three items). Knowledge based organizations performance is assessed using three items including: organizations products (two items), employees performance (two items), and organization reputation in the market (two items). 3 Theoretical Framework The dependent variable is knowledge centric organizations performance, which is the variable of primary interest. We attempt to explain the variance in this dependent variable by the two independent variables of (1) Leadership skills and (2) Leadership practices. By General Colin Powell’s: â€Å"Leadership is the art of routinely accomplishing more than the science of management  says is possible†. Interpersonal skills are â€Å"Considers and responds appropriately to the needs, feelings and capabilities of different people in different situations, is tactful, compassionate and sensitive, and treats with respect†. D.V I.V 5 Hypothesis Ho= Leadership does not affects knowledge based organization’s performance. Ho: p = 0 HA= Leadership affects knowledge based organization’s performance. HA: p >1 RESULTS AND DISCUSSION |Variables |Mean |S.D |N |Cronbach’s alpha | |Independent variables | |Cognitive skills |1.64 |0.7795 |100 |.564 | |Interpersonal skills |1.53 |0.6276 |100 |.371 | |Strategic skills |1.60 |0.7695 |100 |.289 | |Leading by example |1.72 |0.828 |100 |.682 | |Coaching |1.62 |0.7848 |100 |.781 | |Team interaction |1.80 |0.904 |100 |.784 | |Dependent variables | |Organization’s performance |1.85 |0.8027 |100 |.562 | |Organization’s offerings |1.96 |0.8795 |100 |.676 | The leadership skills requirement means range from 1.53 to 1.64 and the S.D ranges from .6276 to .7795, showing a good range and variation. The leadership practices means range from 1.62 to 1.80 and the S.D ranges from .7848 to .904, while organization’s performance mean valued at 1.85 and S.D .8027 and organization’s offerings mean calculated 1.96 and S.D .8795. The correlation between CONCLUSION AND RECOMMENDATIONS This research proposes and tests a model of leadership skills and practices to better understand the contribution of leadership towards the performance of knowledge centric organizations. The main objective of this research is to investigate the relationship between the leadership skills, practices and KBO’s performance. The findings show how leadership improves the performance of knowledge centric organizations. A knowledge organization focuses on developing interpersonal, structural and network relationships to achieve its goals and objectives effectively and to further generate new knowledge and capabilities for organizational competitiveness and success. Several aspects of the leadership skills were tested, most of which attained empirical support. The major findings are as follow. First, leadership skills grouped into three- parts complex: cognitive, interpersonal and strategic skills. Second, leadership skills were related to organizationallevels. That is, jobs at higher level in the organization have significantly greater overall leadership skill requirement. These findings have important implications for organizational research and practice. They provide empirical evidence of the usefulness of considering different categories of leadership skills. Practically, this indicates that careful attention should be given to management development systems because as managers proceed from lower, to mid, to top level jobs, the rate at which they acquire strategic skills will need to be faster than that for leadership skills in general. Our results imply that effective leadership skills and practices positively impacts key aspects of KBO’s performance. We hope that future research will take advantage of the conceptual and practical findings and further test the model in the other organizations and improve management development, placement and hiring system in knowledge centric organizations.

Roman And Athenian Civilization Essays - Roman Empire, Superpowers

Roman And Athenian Civilization Essays - Roman Empire, Superpowers Roman and Athenian civilization Both the Roman and the Athenian civilization enjoyed recreation and cherished it dearly. Recreation was and is one of the most important things in a person?s life. If a person has a total lack of recreation there are chances of melancholy that can later on lead to death. Having recreation in our lives gives us a sense of happiness thatwe all need. The Romans were alike with the Greeks in a few ways. The Romans watched chariot races to entertain them just like the Greeks did, what was so fascinating About the Romans is that they had the biggest arena in the Mediterranean called the Circus Maximus. The arena held about two hundred fifty thousand people, that was five times as much as the collosseum. The Athenians didn?t like the barbaric fighting as much as the Romans did; the Athenians were more aristocratic. The Romans loved watching gladiator?s fight in the collosseum, which seated fifty thousand spectators. The colloseum was used for fights, two people which were either slaves condemned criminals or Christians fought until someone?s life was taken away. The collosseum was also used for condemned criminals, or Christians to fight wild animals, or starving beasts. This is one of the biggest difference?s that the Greeks had from the Romans. Another difference between the Greek and the roman empire was, the fact that the Romans had festivals that represented something for the king or ruler at that time, but in Greece it was mostly sport festivals and festivals that honored the gods. Something that the Romans didn?t have but the Greeks did and could brag about was the Olympic games. The Olympic games took session every four years and had five events (the pentathlon), wrestling, running, chariot races, jumping, and the javelin. Today more than twenty events take place that is one way that the ancient Greek life affected ours today. The Romans and Greek Empire had similarities and differences in their way of recreation. Mostly the differences overruled the similarities and this is perfectly normal because they were and are two different cultures. Recreation though played a very important role in both cultures and in any other culture in the world.

EDLE 640 - Assignment 1 Speech or Presentation Example | Topics and Well Written Essays - 1000 words

EDLE 640 - Assignment 1 - Speech or Presentation Example Therefore, much as we would commit ourselves to achieving our goals or the goals of the organizations we work with, it must all start with loving the other people. Therefore, the first secret to successful leadership, according to Fullan is, Love Your Employees (Fullan, 2008). While being hindered by others in the course of a goal attainment mission, realizing full potential becomes practically impossible. Therefore, the necessity to Connect Peers with a Purpose; which is the second secret to good leadership as discussed by Fullan, becomes necessary. Connecting the peers with ones purpose and objective; personal, professional or organizational, enhances and facilities the goal attainment (Fullan, 2008). Thus connectivity with the people should be much more than just collaborating with them. It requires more of firm interconnection of the peers, and upholding capacity building as the priority for the organization. Facilitating the free social interactions within the peers and creating a favorable environment for them to engage in creativity and innovation, without the fear of being reprimanded for failure, allows individuals to move out of their comfort zones and engage in more risky affairs, which eventually develops full human capacity (Fullan, 2008). While we work towards realizing our goals with the interest of the other people at the fore front, the goal attainment mission becomes justifiable as a personal initiative, and also as a societal collaboration towards a better life for ourselves and for the rest. Social collaboration is enhanced through applying the third secret as discussed by Fullan, which is to ensure Capacity Building Prevails. I have lived in three different countries in the course of my education and professional development; born in Australia, studying in the USA and gaining working experience in London. But in all these movements, I have found that valuing other people is what counts much towards any progress and development, personal, pr ofessional or organizational, since it is only through the support of others, that an individual can realize their full potential, and thus help their organizations to achieve the optimum (Fullan, 2008). Offering leadership and ability demonstration opportunities is fundamental to the development of individuals. Thus, having the mentality that Learning is the Work; forms the fourth secret towards successful leadership. This point to the fact that; learning is the main job within any job, since knowledge and experience improvement forms the basis of career and professional development, as well as personal growth (Fullan, 2008). While individuals are exercising their duties and mandates in the work place, they should not cease to learn, because working with others and through others helps to develop the full potential, and reawakens the talents hidden within an individual’s ability. My first promotion to a high leadership position was when I was 28 years, while teaching at St M ary’s Parish School in Warren, where I was promoted to the rank of Assistant Principal. This enabled me to exercise my teaching roles, while at the same time learning how to lead an institution, an experience that put my everyday as a purely learning day. Within the one year period that I spent as the Assistant Principa

Order and Good vs Chaos and Evil in a Moral Perceptive Assignment

Order and Good vs Chaos and Evil in a Moral Perceptive - Assignment Example These two types of alignments give the extremities for every society. This is why each society must have a set of rules to govern the code of conduct. Law in a society is an indication that everything should follow a specific order and the opposite of this is chaos. G- The Station, February 20, 2003, West Warwick, Rhode Island is regarded as one of the deadliest nightclub fires that killed about 100 people. The fire was caused by pyrotechnics that ignited flammable sound insulation foam in the ceilings and walls. C- The first 72 hours following the landfall of Hurricane Katrina in New Orleans, Louisiana. This is regarded as the deadliest and destructive Atlantic hurricane. At least 1,833 people died and property worth $ 81 million was destroyed. D -New Year’s Eve, Times Square, New York City, New York. This is a date where people all over the world to admire the dazzling lights from the Times Square. It is a symbolic center of this city and regarded as a global tradition. H- Kiss, January 27, 2013, Santa Maria, Brazil this was a fire that started between 2:00 and 2:30 that killed at least 239 and injured 169. It is regarded as the most devastating fire disaster in the history of Brazil. A- The execution of Timothy Mc Veigh – Timothy Mc Veigh was a domestic terrorist who detonated a truck bomb in Oklahoma city that killed 168 people and injured over 800. It is one of the deadliest act of terrorism within the United  States.