From your perspective and your experience, what do you think your Article

From your viewpoint and your experience, what do you figure your way of life can offer an American How would you be able to add to the advancement of a culturally diverse point of view - Article Example The thirst of learning and the regard of educators can be the most motivating element for an American. The prolonged plumes of social qualities implanted in the Middle Eastern culture can never leave any American immaculate. The arrangement of childhood a youngster with virtues, mix of common, official and national dialects and in the light emission can be another spellbinding sight for any American. From a children's song to national tunes, from old style to pop, Middle Eastern music is enhanced with tunes and rhythms an American probably won't have envisioned. One of the most various encounters for any American can be found in writing, workmanship and dramatization is the idea of affection which exhibits the genuine eastern estimations of soul. This will be consistent with state that Middle Eastern culture can give an American the key to carry on with a sound and upbeat life. With regards to my capability to serve for the improvement of cross culture, I will in general follow similar strides of my social and authentic qualities: instructing and learning. I can make mindfulness about the productivity of social trade programs by composing and talking. I can offer administrations to the outsiders visiting my nation of starting point by giving them profound and significant insider facts of my territory. In the event that I get any opportunity to visit remote nation either on trade program or not, I will show my own traditions and custom in dressing, occasions and festivity to help the individuals of that nation comprehend my way of life. Along these lines I would contribute in the improvement of culturally diverse exercises. Rather than this, for the commitment being developed of culturally diverse viewpoint, I would likewise be curious, acknowledging and retaining the qualities, customs and convention of the other land. I might want to know the recorded and social vault and the qualities whereupon that country is standing. It will be an incredible encounter to investigate the craftsmanship, writing and film of that nation and know the feeling of

The Haunted Theatres of New York an Example of the Topic History Essays by

The Haunted Theaters of New York by Expert Sweet-Cathy | 19 Dec 2016 Numerous inns, graveyards theaters and detainment facilities are supposed to be spooky. Places in the city of New York are said to have phantom meandering around. For what reason do apparitions will in general remain in specific areas and keep far away from others? GhosAts are regularly observed where torment and languishing happened over certain inpiduals. Numerous apparitions will in general frequent spots where their agony was supposed to be the best. Phantoms will in general cover up in places that used to be theirs and they think about these spots to have agonizing recollections. It seems like phantoms simply need to recount to a story. Apparitions will in general make their essence known to a wide range of visitors. Need exposition test on The Haunted Theaters of New York theme? We will compose a custom exposition test explicitly for you Continue They don't have an inclination towards those that put stock in them or not. Most cynics that make some first memories experience with an apparition, typically become devotees to the paranormal. It just takes one experience to understand that apparitions do exist. The vast majority in the United States and around the globe don't report any apparition in their home. Most of individuals on the planet have quiet homes or those where no frequenting is available. Individuals are regularly stunned to catch wind of a phantom frequenting or somebody expressing that their home is spooky. Most phantoms decide not to live in homes in light of the fact that there isn't sufficient vitality there for them to emerge themselves. A phantom can possibly get more grounded if there is vitality present to permit themselves to get more grounded. Unmistakably phantoms don't prefer to hurt most people groups homes. They will in general pick puts that are huge and are normally open attractions, for example, t hree New York City theaters that I talk about beneath. The Belasco Theater - David Belasco opened the Stuyvesant in October 1907, having just gave his name on his 42nd St playhouse, presently the New Victory. At the point when he surrendered the 42nd St theater in 1910, he promptly renamed the Stuyvesant as the Belasco. He gave himself a duplex loft over the performance center that had the dcor of a Gothic church, and housed a lot of his showy memorabilia. Following his demise, the auditorium was supposed to be spooky by his phantom, until it was ousted by the risqu creation, Oh Calcutta!. Many estimate that Belasco didn't welcome an all bare survey and in this manner left. The venue went under Shubert proprietorship in 1948. In Belasco's day, the manager would sit in his uncommon box and take in a creation frequently hurrying behind the stage a short time later to study the exhibitions. He generally dressed like a minister dark suit and cubicle, reviews theater history specialist Louis Botto of Playbill magazine. He had a rich loft upstairs, and for all intents and purposes each night he would raise an excellent entertainer for a meeting. Belasco passed on in New York May 14, 1931, and before long individuals started hearing bizarre commotions in his theater particularly on premiere nights. Individuals demanded that they could see the phantom of Belasco sitting in his crate seat, Botto reports, glaring on the off chance that he didn't care for a presentation. The last time anyone heard anything bizarre was around five or six years prior. At some point, around 4 PM, a guardian heard the chains of the lift to Belasco's old loft shaking. The guardian's pooch turned out to be exceptionally tense as though he'd seen a nebulous vision, says Botto. The Palace Theater - Vaudeville acts longed for an opportunity to play the Palace and more than 100 phantoms should frequent the Palace Theater, including some time gowned cellist playing in the pit, a little youngster looking down from the overhang, and Judy Garland, who is detected close to the back ensemble entryway worked for her. The one apparition you would prefer not to run into at the Palace is that of the gymnastic performer who passed on when he broke his neck there - the individuals who see him will before long kick the bucket. The New Amsterdam Theater - The New Amsterdam Theater is said to protect a Ziegfield Follies chorale young lady, Olive Thomas, who ended it all. She is normally observed conveying a blue jug, holding the toxic substance that executed her. Laborers state they saw her in the changing area as they fixed up the theater. Others state they've seen her on the stage. A large number of development men guarantee they frequently observed a lovely young lady meandering erratically through the theater while they were working, says Botto. She generally seemed wearing a Follies outfit in its prime, the New Amsterdam had been home to the Ziegfeld Follies grasping a blue glass She was by all accounts befuddled as she strolled around the gutted theater. The lady bore a band with the name Olive on it. It's accepted the phantom was that of Olive Thomas, a Ziegfeld Girl who kicked the bucket of syphilis during the 1920s. She was a marvel. At some point, while reproduction was going on, one of the laborers called me, Botto says. He said they had quite recently observed an apparition and the entirety of the laborers had come up short on the structure. Some other time, a laborer was remaining in the hall when he heard a voice get out, 'How goes it with you, attractive?' When he pivoted, there was no one there. A night monitor saw her in 1997, the story goes, when the New Amsterdam Theater's redesigns were finished not long before The Lion King opened there.We had an extremely berserk call from a security watch in the night, said Dana Amendola, VP of tasks for Disney Theatrical Group, who has been forced to bear a portion of the called in apparition sightings. While he was making adjusts, he was in front of an audience with an electric lamp, and he felt a nearness in front of an audience with him.He saw a lady stroll from one side of the phase to the opposite side of the stage. He stated, 'Would i be able to support you?' The lady made a gesture of blowing him a kiss and strolled through the divider. From that point forward, the man would not do night moves any longer, and the venue initiated an arrangement of booking monitors two by two, Amendola said. Upon further exploration, the staff ran over a book with a photo of Thomas, wearing the outfit the man had described.This security watch had no performance center understanding, was not an ensemble originator and had never observed the image, he said. We discovered there were a few perceptions of her from the individuals who worked in the theater, and they all state something very similar. ...People figure she's back in this spot since this is the place she spent her adolescence. These were the most joyful days of her life. Taking everything into account, no doubt most apparitions will in general make their quality known as the manner in which they were before they kicked the bucket. They need individuals to consider them to be who they used to be and they will in general clutch past recollections. Numerous phantoms can appear themselves in physical structure. Mystics and phantom trackers the same for the most part discuss a spooky spot as a situation of torment and torment. In investigating this paper I didn't peruse any clairvoyant or phantom tracker state that an apparition is showing up in light of the fact that they are upbeat. In this way I finish up is generally in light of the fact that an apparition feels scared or on the grounds that they are attempting to get their story over. Apparitions, are much the same as peopleeveryone has some incomplete business that they try to determine. Works Consulted http://www.shubertorganization.com/theaters/belasco.asp The New York Daily News Original Publication Date: 09/13/1998 www.foxnews.com/story Monday, October 31, 2005

An Argument Against the Death Penalty :: Death Penalty Argumentative Persuasive Papers

An onlooker to the execution of John Evans in Alabama depicts this scene from the last snapshots of a capital punishment sentence being completed: The main shock of 1900 volts of power went through Mr. Evans' body. It kept going thirty seconds. Starts and fire ejected from the anode attached to his leg. His body hammered against the ties holding him in the hot seat and his clench hand held for all time. A huge puff of grayish smoke and starts spilled free from the hood that secured his face. An overwhelming odor of consumed fragile living creature and dress started swarming the observer room. Two specialists analyzed Mr. Evans and proclaimed that he was not dead. It took three shocks of power and 14 minutes before John Evans was announced dead (Radelet, Confronting the Death Penalty). From the beginning of time, different types of executions, for example, this one have occurred as a discipline for wrongdoing. In 1976, the United States restored capital punishment subsequent to having renounced it in 1972 in light of the fact that it abused the Constitution's restriction on coldblooded and uncommon discipline (MacKinnon, Morals 289). Since its reestablishment, the profound quality of such discipline has been widely discussed. I contend that capital punishment can't be ethically supported on the fundamental grounds that slaughtering a person as a type of discipline isn't right. A significant contention supporting the death penalty is that it fills in as an obstruction to wrongdoings - explicitly, murder. Notwithstanding, this contention requires that the future executioner would take in any event a second to consider what the outcomes of homicide inside our lawful framework are. This expect the executioner is able to do such thinking, and that the wrongdoing would be considered before it happened. Truth be told, the individuals who perpetrate savage wrongdoings regularly do as such in snapshots of enthusiasm, anger and dread - times when madness rules (Information, The death penalty 107). Regardless of whether a homicide or wrongdoing is planned, there are measurements existing that cause us to address how strong a contention of discouragement can be. In 1989, Senator Edward M. Kennedy, showing up before the Senate Judiciary Committee said that in the event that we take a gander at other Western popular governments, Not one of those nations has the death pe nalty for peacetime wrongdoings, but then all of them has a homicide rate not exactly a large portion of that of the United States (Information, The death penalty 110). The Information Series on the death penalty additionally says that expresses that FBI insights from 1976-1987 show that In the twelve states where executions happen, the homicide rate is.

Analysis of ethical dilemma that has been addressed by a professional Essay

Examination of moral issue that has been tended to by an expert writer - Essay Example Why? c. What was the impact of the choice on the people in question and on the network all in all? What might have been the impact of an alternate decision in tending to this moral choice? d. Are there any pertinent laws that impacted the journalist’s choice? Provided that this is true, what does the law state, and how could it influence the choice? Are there any lawful ramifications to the choice? Moral Dilemma Addressed by a Professional Journalist Chosen Report The report picked to be dissected for this paper is entitled â€Å"The kid with a representative heart: unique issues with adolescents are newsmakers† composed by Richard Paxson (2011). Case realities uncovered the narrative of a multi year old kid, Jody Collins, who incidentally caused the demise of a classmate when punched at the back. Evidently, the classmate, named Justin Charlie, was accounted for to have had a â€Å"plastic valve sewn into his heart a month prior to fix a birth imperfection. At the poin t when Jody hit Charlie, the blow tore out join holding the valve in the aorta, as per the post-mortem examination report. Charlie’s heart halted beating† (Paxson, 2011, standard. 3). Columnist Nick Lamberto examined the realities behind the occurrence by seeking after Jody at his home and meeting him without looking for earlier assent from a grown-up. Ensuing news reports have distinguished Jody when he was accused of automatic homicide and ambush. Making an already difficult situation even worse, Jody, who was recently recognized as a casualty to a sexual maltreatment and affirmed in court during the uncle’s (perpetuator’s) preliminary, was simultaneously revealed and sensationalized. a. What is the moral issue or issue? The moral issue introduced in the article enveloped infringement of protection, giving educated assent, skills of kids, ecological and social setting, among others. Protection issues have been obviously characterized by the reporter†™s legal counselors, particularly in cases including adolescents who have purportedly carried out some criminal offense however has not been charged as of the date of planned report. Moreover, there were approaches against naming sexual maltreatment casualties to shield the personality and clear them from social shame. The moral issue of getting assent from grown-ups, not from the youngsters, was in like manner damaged by the announced. The subject of looking for agree ends up being dubious regarding who the columnists should look for assent from notwithstanding the kids themselves, the subject of capability is increasingly begging to be proven wrong because of the age by which skill in kids is concurred on. For this situation, in spite of the evident purpose of Jody to look for the nearness and assent from his stepfather, the detailed dismissed the moral commitment to look for assent from the grown-up and continued on talking Jody alone. Ability was plainly portrayed by Alderson (1995) as having 3 qualities: getting, astuteness, and opportunity. At 14 years old, Jody is as yet thought to be an adolescent and accordingly, ability is still undermined. Moral issues of the earth and society were prominent through the weights and activities showed by neighbors, indeed: â€Å"eggs as of now had been hurled at his home and at a van he was riding in† (Paxson, 2011, standard. 17). Likewise remarks from Jody’s neighbors have evidently validated the boy’s savage and forceful conduct; apparently defending and legitimizing the reporter’s goal to distribute his character. What decisions did the columnist have when giving an account of the issue, and for what reason did the individual in question choose the manner in which the person did?

Managing Change in Healthcare Organisation Essay - 1

Overseeing Change in Healthcare Organization - Essay Example The ABC medicinal services association is an enormous numerous site office giving a continuum of social insurance administrations from intense to long haul care patients in emergency clinic setting. One of its intense consideration offices which give crisis administrations to the network needs another triage framework in crisis offices. Both administration and the crisis nursing staff have distinguished the need to improve the act of triage in the crisis offices. Every ha communicated, in composed reports, the proposal to change and execute the new national triage rules. Simultaneously, the crisis division staff has communicated disappointment with how changes have been executed previously. They have communicated their discernment that there is no formalized arrangement to execute change. What's more, they have likewise communicated, in gatherings and conversations inside the division, their misery with the large number of changes that have happened inside the association itself. The crisis staffs, themselves, have additionally experienced changes in their unit's administration. They have gone from having their own individual directors to one supervisor for various offices. They have additionally had various administrators in the course of recent years and recognized an absence of reliable initiative inside the division. Another issue that has likewise been distinguished in staff gatherings and conversations inside the office is the staff's misery with how choices are made inside the office. It is their communicated observation that the arrangement of dynamic inside the association is top/base. Choices are made by the board at the top and stream down to staff at the base, who are relied upon to tail them. The crisis office staff has communicated their sentiments of not being tuned in to. They have additionally communicated their recognition that others are settling on choices and executing changes that influence them, however nobody has counseled them all the while. Absence of info and clear arranging are viewed as essential issues. Changes are viewed as being forced without interview or any obvious change the executives arranging or methodology (Paton and McCalman, 2008). As per Senge (1990), most associations make key learning incapacities by the manner in which they have been instructed to think, collaborate and carry out their responsibilities. In this top/base framework there is a feeling of I am my situation from the top and the foe is out there from the base (p.18-19). These learning incapacities limit the association's capacity to execute powerful and enduring change. A change that is arranged and has the responsibility of the crisis office staff could be executed effectively and be helpful for both the patients experiencing the crisis office, and the association itself. Distinguishing the Problem Nurses esteem quality consideration and patient wellbeing (Henderson et al, 2007). Exact dynamic is imperative to them. Medical caretakers need to settle on the correct choices however don't really like change. Crisis medical attendants like numerous different experts oppose change (Paton and McCalman, 2008). What's more, the huge measure of progress the office crisis divisions have experienced as of late can be relied upon to build this obstruction. Anyway individuals pulled in to a field as differing and confused as crisis care are typically forceful and roused and don't endure stagnation any better then they endure change (MacPhail, in Budassi-Sheehy, 1992, pl). One reason for the issue is ceaseless change inside the association and the discernment that change is executed without interview or a game plan (Harvard Business Essentials, 2003). The main driver of the issue is an absence of trust. At the point when workers trust the administration they are bound to be increasingly arranged and open to undertaking change however more outlandish on the off chance that they don't feel trust. Dependability needs

The Importance of Keeping Your Word in a Marriage

The Importance of Keeping Your Word in a Marriage Relationships Spouses & Partners Print Do You Keep Your Word in Your Marriage? By Sheri Stritof Sheri Stritof has written about marriage and relationships for 20 years. Shes the co-author of The Everything Great Marriage Book. Learn about our editorial policy Sheri Stritof Medically reviewed by Medically reviewed by Carly Snyder, MD on January 28, 2020 facebook twitter linkedin Carly Snyder, MD is a reproductive and perinatal psychiatrist who combines traditional psychiatry with integrative medicine-based treatments.   Learn about our Medical Review Board Carly Snyder, MD on January 28, 2020  Cavan Images/Getty Images   More in Relationships Spouses & Partners Marital Problems LGBTQ Violence and Abuse Interdependency, or being able to depend on each other, is part of what makes a marriage special and successful. Dependability is one of the top qualities people look for in a spouse, and it should be. If one or both of you cant depend on each other, the viability of your marriage is questionable.   When you make a promise to your spouse or say youll do something for your spouse or family and then you dont keep your word, youre letting your spouse down and hurting your marriage.  Keeping your word and following through on your promises helps to reinforce the trust that your spouse has in you. Not keeping your word tells your spouse that you simply dont care, whether or not thats actually true. It makes your spouse feel unloved or unimportant as if he or she isnt worth the effort, and it probably makes you feel bad too. Issues Behind Breaking Promises So why do people break their promises and not keep their word? There is a multitude of potential reasons behind this and it differs for every individual. Some people minimize their need for others, which is often a result of early childhood experiences where there was not a reliable caretaker available. People who experienced this tend to learn to take care of themselves, avoiding reaching out to others for help because they dont know how to depend on someone else. Another reason interdependency can be difficult for some people is because they were raised in a household filled with chaos. There was no consistency and a poor (or no) model of a mature marriage was all that was available, so they genuinely dont understand the nuances of what it means to be able to count on each other. Other people dont know how to be honest and say no. Theyre people pleasers who are worried about how others view them, so instead of explaining honestly why they cant do something, they say yes and then dont follow through. Still, others have issues with feeling controlled. Doing something that someone else has asked them to do leaves a sour taste in their mouth, especially if there are already other problems in the relationship. In order to stop feeling like theyre being controlled, they just dont do what they said they would. How to Keep Your Word None of these potential issues means you cant learn how to be a person of your word. With practice, diligence, and learning to think about your partners needs ahead of your own, you can be the kind of partner he or she needs. If your partner also has issues with being dependable, your good example can inspire him or her to work to be the partner you need too. Heres how to start working toward keeping your word: Dont say youll do something if you cant do it. Be upfront and honest, even if you feel like you might be letting your partner down. Its much, much worse to break your promise later.If you realize that you cant keep your promise, tell your partner as soon as you can and explain exactly why youre unable to follow through. Make this sort of situation the exception, not the rule, especially as youre working to build trust.Dont say, I didnt intend to _____ (forget/hurt you/not do it, etc.), or I forgot, or I didnt have time. Excuses are meaningless and are often a cover for the real reason you didnt choose to follow through. Simply apologize and reiterate that you will keep working toward being a dependable partner.Dont make promises you cant keep. Again, be honest about your reasons.If you changed your mind and dont want to keep your promise, you need to be honest with your spouse about why you think you made the promise in the first place and why you cant now follow through.If you broke a promise because youre often forgetful, consider using some of the high tech ways to be reminded of things you said you would do. You can receive email alerts, popup reminders from your calendar program on your computer, and get text or voice reminder messages on your cell phone.You can give your spouse permission to remind you, too, with the understanding that you wont consider the reminder to be nagging.Think about how it feels to you when someone doesnt come through for you or keep his or her promise. Think about how every time the person does this, your disappointment and trust in him or her deteriorate more. Is that the kind of person you want to be? Put yourself in your spouses shoes.Explore and understand the reasons behind why you dont keep your word. Do you need counseling to work through some childhood problem?  Do you possibly need treatment for ADHD or some other mental health concern? Is there another, perhaps deeper, the problem in your marriage and youre handling it by being passive-aggressive?Realize that there are situations that are beyond your control. For instance, you promised youd take the kids to the park so your partner could have some alone time, but your boss says you have to stay late. The real problem is when you (consciously or subconsciously) choose to break a promise, not when life happens and the choice is taken away from you. The Damage of Breaking Promises Regardless of the reasons for breaking your word, its critical for both spouses to be able to depend on each other. You both need to follow through on your promises without being constantly nagged or reminded to do so. Not keeping your word is damaging to your marriage and leaves you at risk for  divorce. Not being a person of your word is also damaging to you personally. When youre a dependable person, this tells you, and everyone around you, that you have character, integrity, and that you can be trusted. Think of the legends and heroes from movies and booksâ€"part of the reason theyre heroes and legends is that they were usually men or women of their word, people who could be counted on no matter what. Trust is one of the major foundations of a good marriage too, which means that being a dependable partner who always keeps his or her word can mean the difference between a successful and a struggling marriage. Making Positive Changes If up until now you and/or your partner havent been very good about keeping your promises, make it a goal to improve. Ideally, you can work on this together, but even if you simply work on changing yourself, you will likely eventually see improvements in your spouse as well. Dont expect to change overnight, but if you keep working at keeping your promises, address any potential issues noted above, make sure youre always honest with your partner, and support each other, youll start to experience just how beautiful an interdependent relationship really is. Having and being a trustworthy partner is a priceless gift you can become for each other. And youll feel good about yourself too.

Management and Trade Unions Research Assignment Paper - 825 Words

Management and Trade Unions Research Assignment Paper (Essay Sample) Content: Management and Trade UnionsName:Institution:IntroductionAs far as rights of unions and management are concerned, there are enacted legislation laws and have been very critical in defining rights of the management. When it comes to shaping the management of today as well as of the relationship of unions, the legislation laws have played a big role. Taft Hartley Act, Wagner Act and Employee Free Choice Act (EFCA) are the three legislation important laws. Therefore, this study discusses the three pieces of legislation and the roles played by the three laws in the shaping todays management (Miller, 2013).Taft Hartley ActStudy shows that this act was brought about by both short run and long term causes. Union political influence and rise of business influence that corresponds to the political influence is reflected in the act. The important thing of this act was to balance off Wagner Acts restrictions. The employers restrictions were balanced with those of unions. The legal equilibrium established by Taft Hartley favored unions less. This is evident in the sense that unions refused this Act and regarded it to be a slave labor act. Secondary boycotts, closed shop and jurisdictional strikes were outlawed by the Taft Hartley Act. Nevertheless, funds for welfare, political contributions, and negotiated health were curtailed regardless of the emergency disputes. Things were not so good for the union. The union officials were needed to file affidavits that were non communist. On the other hand, states were needed to enact laws that are to do with working rights. This injunction majorly was reinstated to control boycotts, national emergency walkouts and jurisdictional strikes. Basically, the legal equilibrium created by Taft Hartley Act did not favor unions (Miller, 2013).Wagner ActUnions sought another way to improve through bargaining collectively. They had objectives like the preservation of worth of the accessible benefits, which rising costs erosion was against. They sought to deepen the protection they could get from the existing benefits whereby increase in number of hospitalization days was one of them. They also wanted new benefits to be span. The benefits included; medical care, diagnosis and dental care. The act also pushed for new skills, institutions development and professions to evaluate negotiate and manage the benefits. Then financing benefits were to be shifted from the employee to the employer. The unions have not wasted time to point out the strenuous criticisms as far as excessive cost, delay and legalism were concerned. These issues characterized the process of grievance arbitration process. Study shows that there could be recognition in the process effectiveness of the common stake. Therefore unions made slight improvement with this Act (Dick Eleftheriadis, 2015).Employee Free choice Act (EFCA)According to study, there were so hard struggle between employees and employers. This labor law intensively determined labor disputes outcomes. Further study shows the bargaining power of trade unions is gaining more support. Mr. Robert Taft tactically was in support of the unions and labor forces when he crafted his legislation landmark. It was ideally made to increase the bargaining power of unions and employer and in a way reduce the bargaining power of the legislation (Redman Wilkinson, 2015).However, further study shows that unions today are working hard pushing the Employee Free Choice Act. This is because employers have been inquisitive with their constitutional rights as far as organizing workers is concerned. They have been firing those who symphonize with unions. They also have been refusing good faith negotiations after unionization of works. Furthermore they also threaten unionized plants that they could close them. If the unions and employees succeed with this act, it would be much easier for workers to be enlisted by unions because the workers would have formed their unio ns. The labor unions would also gain in the sense that the law would have provided tougher penalties for those employers who would violate the current laws of labor (Redman Wilkinson, 2015).Further study shows that unions have been pushing labor issues for more than a century. However, this contest between the unions and the legislation definitely would have profound effects. Critically, there could be unionization ...

Advocacy Campaign for Childhood Obesity - Free Essay Example

Sample details Pages: 4 Words: 1240 Downloads: 4 Date added: 2019/03/15 Category Health Essay Level High school Tags: Childhood Obesity Essay Obesity Essay Did you like this example? Advocacy Campaign for Childhood Obesity Characteristics of childhood obesity include being overweight in comparison to the child’s height by using a body mass index. In a text by Russo (2015), we see that we are in urgent need to derail the high trends of childhood obesity in order to keep children out of bad health conditions and less productivity due to being overweight. In this paper I will be detailing childhood obesity, as well as a solution to help slow down its prevalence, all while including the challenges of doing so. Legal Consideration By implementing a new policy of advocating for changes to a current one, there has to anticipation of legal troubles. This can include issues with already existing laws, different views of those in power, and stakeholder relations. Don’t waste time! Our writers will create an original "Advocacy Campaign for Childhood Obesity" essay for you Create order Enactment of Policy through Modification of Existing Policy OR Creation of New Legislation There have been many laws and policies made to try and solve the problem (U.S. Health Policy Gateway, 2015). As we can see the old policies have not been effective in stopping high obesity rates, meaning that any proposed idea should be created through new thinking and making of policies. Several of these policies like early care and school health policies are about determent strategies to decrease rates. With this, there has been no definitive solution that specifically targets this problem (U.S. Health Policy Gateway, 2015). However these policies offer healthy eating to students. With introduction to low calorie snacks in substitute of fatty, sodium filled, and sugary foods. Nevertheless, the proposed policy covers the dire need to introduce healthy eating habits in the lives of the students. To further implement this, the schools should offer vending machines filled with healthy snacks, this includes low fat, vegetables, fruit, and more. The school should also be able to provide healthy drinks like fruit juice and vegetable juice to replace high caffeinated, sugary beverages. By introducing healthy eating habits and providing healthy alternatives, students will be able to easily access healthy food with no accessibility to tempting junk food. Hence, this will help in ensuring that healthy foods are at ease of access for the students. This will heavily impact rates of obesity. Howe ver, parents also need to keep up with the healthy eating behaviors so these strategies don’t go to waste. We need to educate society as well to further expand the accessibility to healthy eating in children. How Existing Laws or Regulations Could Impact My Advocacy Since new policies can affect current ones, it is important to understand the current policies existing. This would allow for a positive result to further add on to ridding obesity from children. It is crucial that we are clear in our understanding of existing policies as well as how they work in order to come up with new strategies to put into place and decrease obesity. Different laws have been passed concerning the creation of an obese free environment (The National Academic Press, 2010). In order to target obesity, these laws specifically try to lower the eating of unhealthy food by increasing the amount and quality of healthy food. Other polices target lifestyle changes by promoting and advocating for exercise. (Centers for Disease Control and Prevention, 2015). Supplementary to these policies, officials have made requirements that make junk food corporations lower calories in their foods. Also some policies are made that push information to the consumer market on the consequen ces of bad diets (CDC, 2015). By knowing all of these laws, it will allow for improvements in future laws. Analysis of Methods used to Influence Legislators or Other Policy Makers to Support the Policy In order to convince policy makers and other officials to pass our proposed law the most effective way would be by showing them information of consequences of childhood obesity and the laws that have been made in the past. It is important to give them a clear understanding of how this policy will actually decrease these rates of obesity. Information from meetings from the CDC (Dietz, William, Benken, Hunter, 2009) that detail different policies and there effectiveness of childhood obesity, will aid in their understanding of the significance of this law. his will help them in understanding not only the necessity of this law, but also why tweaking existing laws could not work. Including the â€Å"Three Legs† of Lobbying I will promote this new law by introducing and explaining in to policy makers by using the three legs of lobbying. The three legs of lobbying include professional, grassroots and the political legs (Lanier 2013). Professional lobbyists are experts that support my campaign. By joining and teaming up with knowledgeable people about childhood obesity such as doctors and nutritionist, I will be able to build credibility as well as relations with legislators. Grassroots lobbyists are the those in the community advocating for someone’s campaign (Lanier, 2013). The Grassroot lobbyist would include people like community members, parents, children affected by obesity. Grassroots lobbying can be done by staying in contact with people in the community. I also plan to liaise with the school legislator to ensure success. The political lobbyist is about the funding to occur during the legislative process. Miscalculating money could have very harmful effects in a campaign (Lanier, 2013). To have a positive political leg, I would plan show my support for my district political action committee (PACs) during fundraising and promotion of legislators who support my interest. Summary of Anticipated Obstacles and to Overcome Lack of information and understanding of laws, would be a big problem for me. I intend to further educate myself by utilizing the American Nurses Association. Even though getting attention to my proposal might be a problem, I plan to stay determined and diligent. In addition, I would also be in support of my district political action committee to help bring awareness and fundraise. Summary Obesity is a prevalent issue in today’s society. And although different laws and policies have been implemented to try and derail obesity, there has been no big success. This calls for a new law to go into place, and it is up to policymakers to ensure the decrease of these rates. The aim of this law is to decrease obesity up to 15 to 20%, which will only happen with cooperation between groups and understanding of the significance of this problem. References Cassidy, E., F., Trujillo, M., D., Orleans, T. (2015). Health and behavior. In A.R. Kovner J.R. Knickman (Eds.), ?Jonas Kovner’s health care delivery in the United States. ?[MBS Direct]. Retrieved from https://mbsdirect.vitalsource.com/#/books/9780826125293/cfi/6/40!/4/2/[emailprotected]:0 Centers for Disease Control and Prevention. (2015). ?Overweight Obesity?. Retrieved on 14 October 2017, from? ?https://www.cdc.gov/obesity/strategies/index.html Dietz, William H., Donald E. Benken, and Alicia S. Hunter. Public health law and the prevention and control of obesity. ?The Milbank Quarterly? 87.1 (2009): 215-227. Lanier, J. K. (2013). Government response: legislation politics: playing the game. In J.A. Milstead (Ed,) Health Policy and Politics. A Nurses Guide (? pp.45-71). Burlington, MA: Jones Bartlett Learning Russo, P. G. (2015). Population Health?.? In Knickman, J. R., Kovner, A. R. (Eds.), Health Care Delivery in the United States. (pp. 79–97). New York, NY: Springer Publishing. The National Academic Press. (2010). ?Perspectives from United Kingdom and United States Policy Makers on Obesity Prevention: Workshop Summary?. Retrieved on 14 October 2017, from https://www.nap.edu/read/12861/chapter/5 U.S. Health Policy Gateway. (2015). ?Obesity?. Retrieved on 14 October 2017, from https://ushealthpolicygateway.com/payer-trade-groups/health-promotion-disease-prevention/obesit y/

Team Work - 954 Words

What Makes Teams Work? There are many different and liable responses to this question. Many argue against the notion of teamwork in todays corporations. Others argue that top management alone should control every aspect of operations. While few argue that lower level employees should solely be responsible for decision making within their groups. Throughout this paper I am going to express the opinions of different CEOs and corporate leaders. Finally, I will express my own opinions about the positive and negative aspects of teamwork. Ray Oglethorpe, president of AOL Technologies, considers size as the most important factor in building a successful team. He believes that too many people in a team cause the connections between†¦show more content†¦Sometimes this corrupt method works, but the problems occur when people begin sensing the dishonesty and realize that they are being used. This creates a very bad culture in the organization. On the contrary, the best companies have managers that g et their people to interact in creative ways. This helps prevent deconstructive interactions and conversations among employees. A team needs guidance and something that gives the conversation weight. All the members of a team need to feel as if their say is important and that the conversation is interesting enough to get their say. When these things work, companies dont have to manipulate the thoughts and conversations of teams (referring back to organizational politics). The last approach to viewing teams is that it is the leader who makes a team succeed. A good team leader will create an environment in which people can practice and make mistakes before theyre pressured to produce. Furthermore, a good leader will allow the individuals to manage their own behavior and will focus on the interactions between people. Even though the team leader gives the team guidance, it is the team members that own the outcome. Team leaders are there to bring intellectual, emotional, and spi ritual resources to the team. In conclusion, the environment around a team and the culture of the company best develop it. Sometimes a team will strive without a leader, while other times a team can squander time andShow MoreRelatedTeam Work And Team Effectiveness1897 Words   |  8 PagesExecutive Summary: This report describes and analyzes the statement â€Å"Is establishing team work difficult in organizations†. Thus it focuses on the importance of team work in the organizations and its influence on people’s behaviors. This report begins with the explanation of the terms ‘team’, ‘team work’ and ‘team effectiveness’. It then explores whether team work is easy or difficult to establish in the organizations through the context of an example from a renowned multinational organization -Read MoreThe Significance Of Team Work Essay2024 Words   |  9 PagesThe following research focus on the significance of team work in an organizational environment. We have analyzed the issues in establishing team work in organizations. We are well aware of the fact that team work is an exceptionally old idea which used to be adopted in ancient times for wars and livelihoods. The same model has been implemented by organizations now-a-days in an improve d manner to enhance their efficiency. This model has opened the door of many opportunities for employees as well asRead MoreTeam Work Makes a Dream Work1871 Words   |  8 Pagesan important component of the effective functioning of any organisation. Choose an organization of your choice and demonstrate through a case study approach, how teams operate and function in an organization. Weigh up factors that promote or inhibit successful teamwork in an organization. Discuss the characteristics of successful work teams in your essay. Table of Content 1. Introduction1 2. Background information on National Development Agency1 2.1. Organisational Structure2 2.2. Operation of NDA2Read MoreThe Importance Of Team And Team Work1179 Words   |  5 PagesLessons Learned I learned the definition of team and team work in the process of making group presentation for assignments. A team is defined as a group of people with a set of complementary skills required to finish or complete a job, task, or project. Team work is the ability to work together towards a common vison or a goal. The capability to direct individual accomplishments toward organizational objectives. In my word, I say that teamwork acts as a fuel that allows common people to achieve uncommonRead MoreTeam Dynamics and Conflict Resolution in Work Teams953 Words   |  4 PagesTeam Dynamics and Conflict Resolution in Work Teams Teams are groups of people who work together to achieve a common goal (Learning Team Handbook, p 310). Workplace teams are increasing as businesses find the yield of team productivity and creativity exceeds individual productivity/creativity. To promulgate productive teams, businesses have had to identify common threads for successful teams. Businesses have identified the dynamics and needs of successful teams. Seven tasks must be includedRead MoreCharacteristics Of An Effective Work Team758 Words   |  4 Pagesthinking about teams in the workplace you think of people coming together to complete one project where everyone is pulling their weight. In a lot of work environments, that is not the case. There are always a few people who lag behind causing the group detriment to their success. When we are in these work teams we have to work together and become an effective group. Everyone has to put forth the effort in order for the entire team to achieve its goals. Characteristics of an Effective Work Team Read MoreGroup Dynamics And Work Teams1394 Words   |  6 PagesChapter 10 – Group Dynamics and Work Teams After analyzing Chapter 10, Group Dynamics and Work Teams, the new concept that was taken from it was the model of Group Development. As a professional engineer, I have been a part of multiple teams that were given the task of creative projects. As every project experiences their different problems, ours did the same. The teams were successful in the end, but of course, the journey to those successes were extremely difficult. Through the tough patchesRead MoreMy Experience Of Team Work1614 Words   |  7 PagesDescription In this report I will reflect upon my experience of team work both whilst on clinical placement and during my time at University demonstrating how my experiences will improve my future practice. I have chosen Gibbs reflective cycle (1988) as I find this model easily accessible and an effective form of reflection that fits my reflective style (See appendix one). Team work has been defined as a group of people sharing a common goal which can only be achieved by appropriateRead MoreValue Of Team At The Work Place1757 Words   |  8 PagesValue of Team in the Work Place Team is vital for the completion of any task. Team is important for the purpose of completion of work on time. Especially, in the work place we cannot deny from the value of a team. This paper is consisting upon the definition of team and the importance of team during work place. While a level of amicable rivalry among staff peoples can be sound, a little business benefits most when everybody is cooperating easily as a team. Attempt to recollect that people cooperatingRead More Making Teams Work Essay1175 Words   |  5 PagesMaking Teams Work The importance of teams is becoming more and more apparent in todays dynamic business world. Increasingly managers are searching for a means to improve production and keep their organization competitive in the global market. A lot of these managers have turned to the team as a means for achieving this improvement. Quality circles were originally looked at to fulfill this role, however they are being phased out in favor of self-managed work teams. These teams are increasingly

N.B. Meaning

Now, pay attention! Thats the basic meaning of N.B.  Ã¢â‚¬â€Ã‚  the abbreviated form of the Latin phrase nota bene (literally, note well). N.B. still appears in some forms of academic writing as a way of steering readers attention toward something particularly important. Etymology The phrase nota bene is Latin and may technically be a shortened form of the phrase notate bene, which means note well. The verb notare means to note. Notate (and, for that matter, nota as well) is a specific conjugation in the imperative mood, indicating that it is a command, not a neutral description of action. The difference between notate and nota is simply a matter of singular versus plural: nota addresses one individual, while notate gives the same instruction to a group of two or more. Bene is a common Latin adverb that simply means well. While many Latin words evolved over time to become slightly different words in the various Romance languages (Italian, Spanish, French, and so on), bene is one that still exists: it has the same meaning in contemporary Italian. Usage of Latin in the Modern Era Two or three centuries ago, when classical Latin was widely taught in British and American schools, it wasnt unusual for Latin expressions to appear in English prose. For proof, pick up an American dollar bill and look at the Great Seal of the United States on the reverse (or greenback) side. There on the left, just above the floating eye and the unfinished pyramid, is the Latin phrase Annuit Coeptis, loosely translated as Providence has approved our undertaking. At the base of the pyramid is MDCCLXXVI (1776 in Roman numerals) and below that the motto Novus Ordo Seclorum (a new order of the ages). To the right, on the ribbon in the eagles beak, is the countrys first motto, E Pluribus Unum, or one out of many. Now thats a lot of Latin for a buck! But keep in mind that the Great Seal was approved by Congress way back in 1782. Since 1956 the official motto of the U.S. has been In God We Trust —  in English. As the Romans used to say, Tempora mutantur, nos et mutamur in illis (Times change, and we change with them). Nowadays, with a few exceptions (such as A.D., a.m., and p.m.), abbreviations for Latin words and phrases have become rare in ordinary writing. And so our advice regarding most Latin abbreviations (including e.g., etc., et al., and i.e.) is generally to avoid using them when an English word or phrase would do just as well. If you must use them (say in footnotes, bibliographies, and technical lists), consider these guidelines on how to tell them apart and use them correctly. Examples of Usage Nota bene is used, in the modern world at least, most frequently in legal writing to draw attention to something specific. It also shows up in academia from time to time, although the simpler, English indicator note has largely replaced nota bene or n.b. in these instances. In more recent writing, n.b. is the most common marking, but it actually was not used at all in the medieval era. Medieval texts have several different nota bene marks: DM (which stands for dignum memoria, another Latin phrase that translates as worth remembering), various anagrams of the word nota, or, most amusingly, tiny drawings of a hand (formally called a manicule or index) pointing at the section that needs specific attention. Outside of legal and technical writing, n.b. is fairly archaic in contemporary English writing. You might still come across formal writing or directions that use it: You will have 60 minutes to complete the test. N.B.: A single 3x5 index card of notes may be used during this exam.The train will depart  at 10 a.m. on February 2. N.b: Tickets cannot be exchanged or refunded. In general, however, when modern writers want their readers to pay close attention to something or not miss an important piece of information, they will use a different phrase. Popular substitutes include please note or important, which still place emphasis on the necessarily information without use of a semi-archaic Latin abbreviation.

Functionalist view of suicide Essay - 1466 Words

Using material from Item A and elsewhere, assess different sociological explanations of suicide. (21 marks) Suicide is the intentional taking of ones own life and sociologists over the years have tried to put forward various explanations for why someone may do this. Within sociology there are many different views on suicide on the causes and explanations for it, these come from two main methodologies which are Positivists who believe that sociology is a science and they should aim to make causal laws on suicide rates, compared to Interpretivists who believe that they should look for meaning behind occurrences and certain individuals experiences before the suicide. Other perspectives also put in their views on what they believe to†¦show more content†¦Egoistic suicide which is when individuals are not integrated well enough into society for example people who live alone compared to those who live with family. Secondly Altruistic suicide which is when individuals are felt to be too integrated into society causing suicide, for example members of the armed forces were said to have gr eater suicide rates than civilian personnel as they were too strongly integrated into a united body. Durkheim also put forward the idea of Anomic suicide, this is when the norms and values in society become unclear or confused in times of great social change and an individual is not taught to adapt to changes well enough. For example an unexpected death of a family member is sudden social change which can cause Anomic suicide. Lastly, he suggested Fatalistic suicide. Fatalism is the excessive amount of regulation which leads to one committing suicide. The interpretivist approach directly contrasts the positivist one and seeks to focus on the meanings of suicide for those involved. Douglas criticises Durkheims use of official statistics as they are not accurate and recommends qualitative studies to discover the real rate of suicide. The statistics are a result of a coroners label and thus it is not trustworthy in his view. This suggested that cases are decided on the basis of probability†. Douglas further seeks to find out the meaning of the suicideShow MoreRelatedAssess Different Sociological Explanations of Suicide1445 Words   |  6 Pagesdifferent sociological explanations of suicide. (21 marks) Suicide is the  intentional  taking  of  ones  own  life and sociologists over the years have tried to put forward various explanations for why someone may do this. Within sociology there are many different views on suicide on the causes and explanations for it, these come from two main methodologies which are Positivists who believe that sociology is a science and they should aim to make causal laws on suicide rates, compared to InterpretivistsRead More Comparing Webers and Durkheims Methodological Contributions to Sociology1727 Words   |  7 Pages is, and why their type of methodology is used when carrying out research. It will analyse both Durkheims study of Suicide and also Webers study of The Protestant work ethic, and hopefully establish how each methodology was used for each particular piece of research, and why. Emile Durkhiem, in sociology terminology is considered to be a Functionalist, in addition to also being a Positivist, however, strictly speaking, Durkheim was not a Positivist. This is becauseRead MoreSociological Perspectives On The Sociological Perspective1178 Words   |  5 Pagesthree stages are the theological, metaphysical, and scientific stage. Comte analyzed society’s views and developed the product of the three stages. As the textbook, Society: The Basics says, â€Å"The theological stage gave way to metaphysical stage†, and that was because people changed their views of society, and how the world was not a â€Å"Supernatural phenomenon† to them, but more natural. As society began to view the world as natural rather than supernatural, positivism came to be. Positivism is â€Å"a scientificRead MoreFunctionalist View on Crime1262 Words   |  5 Pagesfind the reasons why this is the case and thus this has led to the development of the; Functionalist, Marxist and, Strain and the Labeling theory. The â€Å"architect† of the original functionalist view on crime was a sociologist by the name of Emile Durkheim (1897). He reasoned that Crime was endemic to all societies in the same way that suicide was ( it should be noted that it was Durkheim’s study of suicide was what gave sociology its academic status as he outlined that taking one’s life was theRead MoreExplain and Evaluate Functionalist, Marxist and Interactionist theories of Society.1276 Words   |  6 PagesIn this essay I will be covering Marxist, Interactionist and Functionalist theories of society. I will be examining their strengths and weaknesses. Using the three social theories, the macro approach of Marx that is used to analyse society from a class conflict view between the proletariat and the bourgeoisie, the macro approach that Durkheim used when analysing social systems and populations on a large scale and who’s theory views individual’s issues as reflective of wider social pa tterns and theRead MoreSociology Functionalism and Symbolic Interaction1494 Words   |  6 Pagesevents, the micro level of analysis of small social patterns, to the big picture, the macro level of analysis of large social patterns. Sociologists today employ three primary theoretical perspectives: the symbolic interactions perspective, the functionalist perspective, and the conflict perspective. These perspectives offer sociologists theoretical paradigms for explaining how society influences people, and vice versa. Each perspective uniquely conceptualizes society, social forces, and human behaviourRead MoreConnecting Sociological Theory and Social Issues1046 Words   |  5 Pagesto further go on. Many of which can be viewed and analyzed in various theoretical perspectives, such as: a functionalist’s view, a conflict view, and an interactionist’s view. From the perspective of a functionalist, â€Å"functionalists emphasize the contribution it makes to overall social stability.† (Schaefer, 2011, p. 17). Basically, in terms of education, a functionalist would regard it as almost religious institution to reinforce values of society to maintain stability. We’ll use college sororitiesRead MoreDiscrimination : The Biggest Known Social Problems1468 Words   |  6 Pageshas come to the point where people view LGBT individuals as so different, they don’t believe they should even have the same rights as a straight person. This is why it is such a huge social problem in today’s world. When I did some research online I found a lot of information on LGBT members. The sad thing is that most of the information that ended up popping up was how much more of a risk an LGBT member is sustained to attempting suicide. â€Å"The rate of suicide attempts is 4 times greater for LGBRead MoreSociological Theories Essay1185 Wor ds   |  5 Pagestheory can explain something that another cannot. My aim is to answer this question with reference to both functionalism and conflict theory. This will be done by comparing and contrasting both theories in relation to their perspectives on both suicide and gender discrimination as social issues relevant to this day and age. Functionalism and conflict perspectives are both macro theories. This means that they focus on the big picture, for example social structure, social institutions and economicRead MoreSuicide Rates Among Active Duty Personnel Decreased1551 Words   |  7 PagesFollowing the year 2013, suicide rates amongst Active Duty personnel decreased, yet rose for Reserve and National Guard units across the United States (Baldor 2014). This was due in part to the lack of resources available to Reserves and Guard units that were called to serve in foreign lands. The Defense Science Board conducted their own internal investigation on Reserve and Guard sui cide rates and concluded, â€Å"The task force was impressed with the dedication and professionalism of the members of

Five Competing Brands of India Free Essays

string(151) " addition to the Tide Family, Tide Cold Water, was formulated to tackle stains while saving energy because it does not require hot or even warm water\." Acknowledgement We are thankful to Almighty Allah for His help in the completion of the project. We are thankful to our respected teacher Mr. KASHIF SAEED for his keen interest and support in providing us the needed information and we like to thanks for assigning us this project that has helped us in learning the basic concepts of marketing management. We will write a custom essay sample on Five Competing Brands of India or any similar topic only for you Order Now [pic] First of all we thank to Almighty ALLAH who has granted us such a great opportunity to prove ourselves. Then we are thankful to our beloved Parents, our honorable and cooperative Teacher Sir Kashif Saeed and all MEMBERS who have helped us a lot to prepare this Project. Detergent Brands in INDIAN Market We choose following 5 Brands from Indian market 1. WHEEL 2. SURF EXCEL 3. RIN 4. SUNLIGHT 5. TIDE Wheel Wheel is India’s number one detergent brand. Launched in 1987, it cleans effectively with lesser effort, making a laborious chore like washing light and easy. Moreover, Wheel does not burn hands or harm clothes like some other detergents, which contain a high percentage of soda. Ever since its relaunch in 2001, with the new positioning of ‘best clean with less effort’, Wheel has been growing strongly. Research showed that consumers seek a solution to heavy duty laundry, like bed sheets and curtains. Developing on this insight, wheel sought to eliminate the trouble of tough dirt or heavy-duty laundry. Mass market consumers have welcomed the solution, making it the number one. This product is for low level of income. Target market of wheel is rural areas and the people think that wheel is a power full and cheaper detergent as compare to other detergent and soap available in market. Surf Excel A pioneer in the Indian detergent powder market, Surf Excel has constantly upgraded itself over the years, to answer the constantly changing washing needs of the Indian homemaker. Today Surf Excel offers outstanding stain removal ability on a wide range of stains. This means that mothers now have the freedom to let their kids experience life without worrying about stains. Surf Excel quick wash is powered with a path-breaking technology- it reduces water consumption and time taken for rinsing by 50%. It is a significant benefit, given the acute water scarcity in most of India. Surf Excel is available in 3 variants: Surf Excel Blue, Surf Excel Quick Wash and Surf Excel Automatic. So whatever be the need, Surf Excel hay Na. Surf Excel powder is for the people of middle and high level of income. Main focus on the children because they advertise as DAGH TO ACHY HOTY HAIN and also for those who want fragrance in there clothes. Rin Launched in 1969, Rin with the power of its thunderous lightning flash has become a household name synonymous with dazzling white clothes, for millions across the length and breadth of the country. Over the years, Rin has constantly evolved to cater to the growing aspirations of the Indian housewife. Be it with Rin Advanced or its perfumed variant Jasmine Fresh, the brand guarantee superior cleaning, incomparable white clothes and self-confidence which comes only from wearing spotless clean clothes. That too, at affordable prices. Recently Rin re-wrote the rules of branding and marketing by teaming up with the country’s leading entertainment channel, Star Plus to launch a unique reality show for kids titled – ‘Rin Mera Star Super Star’- a nationwide talent hunt providing a platform for talented children to showcase their potential to the entire country. The winning contestant won a scholarship of Rs. 500,000 to help him chase the dream of becoming an artist or to pursue future education. Over the years, Rin has won a number of accolades, the most recent being voted as the Most Preferred Detergent brand in India at the Awaaz Consumer Awards in 2006. The Awaaz Consumer Awards voice the opinion of 10,000 consumers of 39 product and service categories across 21 countrywide locations. This detergent is also for middle and low level of income. This detergent brought whitening in the cloths. Target market of Rin is both Urban and rural areas. Sunlight Spreading Brightness and Cheer Sunlight is Unilever’s oldest brand. Launched in 1888 it was the first soap to be branded, stamped packed before selling to consumers. The factory where the soap was manufactured was soon renamed Port Sunlight goes by that name till today. Sunlight in India is sold only in West Bengal and Kerala. It continues to be the favorite brand of consumers and is the market leader. Sunlight is positioned on providing brightness colour protection delivering the promise of keeping clothes looking bright like new. Constant innovation now sees Sunlight with orange peel extracts that not only gives brightness to clothes but also improved cleanliness and fragrance. Sunlight also believes in spreading cheer and brightness in the lives of its consumers and those around them. The brand’s latest advertising seeks to communicate that people who wear bright clothes, cared for by Sunlight spread cheer and brightness all around them. Tide Tide is the name of a popular laundry detergent on the market in INDIA, the United States and other countries. It is manufactured by Procter Gamble. Tide is marketed under various sub-brands, such as 2x Ultra Tide. First introduced in test markets in 1946 with national distribution reached in 1949, Tide was voted as â€Å"America’s Washday Favorite†. It quickly gained dominance in the detergent market, dwarfing the sales of other P products, such as Ivory Snow. The latter one was soap powders and flakes. In the late sixties and early seventies, it was branded as Tide XK, but it was rebranded as Tide later on. Originally, Tide was a white powdered bead, but the brand line was later expanded to include an orange-tinted clear liquid form in 1984. Today, most formulations of liquid Tide are dark blue with the exception of Tide Free, which is clear. An addition to the Tide Family, Tide Cold Water, was formulated to tackle stains while saving energy because it does not require hot or even warm water. You read "Five Competing Brands of India" in category "Papers" Tide is recognized for its distinctive orange-and-yellow bullseye logo. The original logo was designed by Donald Deskey, a famous industrial and identity designer. Tide was the first product to be nationally packaged using Day-Glo colors, strikingly eye-catching when first introduced. The logo people see today has been slightly modified for the product’s fiftieth anniversary in 1996. Currently, the Tide brand is given to over half a dozen powders and liquid detergents in the United States alone. In most of Latin America the Tide formula is marketed under the name Ace and in Turkey under the name Alo. Tide is commercialized in Pakistan SWOT Analysis Strengths †¢ The product’s image TIDE has been an intricate part of American culture for, over a 50 Years. The product’s image is laden with sentimentality and this is an image many people have taken deeply to heart. The TIDE image is displayed on T-shirts, hats, and collectible memorabilia. This extremely recognizable branding is one of greatest strengths. â€Å"Use more than million times a day around the world TIDE stands as a simple, yet powerful symbol of quality and Cleanness†. †¢ Distributor’s Excellent Service TIDE is the brand of PG and PG search strong, experienced parties, devoted and loyal people. Basic requirement of them is financially strong people, devoted with product, loyal with company and involve in their business. Financial Position And Credit Rating Are Strong Their domestic organization achieved revenue growth from a healthy pricing environment, strong field execution, and effective innovation as their liquid TIDE , Stain remover TIDE partially compensate a continued shift away from their TIDE trademark. Revenue growth and cost management offset a relatively more volatile raw material cost environment. The profitability of their international business con tinued to improve and it has become a more significant contributor to their performance. †¢ Well Developed Strategy PG recognizes there is a right time and place for their product; therefore, their strategy makes room for adjustments. †¢ LOW PRICE TIDE INTRODUCE IN PAKISTANI MARKET AS LOW PRICE BRAND. THE PRICE OF TIDE IS LOW AS COMPARE TO ITS COMPATITOR WHICH IS ITS COMPATITOR ADVANTAGE. WEAKNESSES †¢ Less Aggressive Stand Due to the changing global economies TIDE has taken a less aggressive stand in the market place †¢ Low Quality As its price is low with compare to other detergent in the market so one can easily think that its quality is low. Opportunities Introduction of new product under TIDE. It is a big opportunity for PG to bring its other brand under TIDE logo in the market, due to good reputation in the market there will be big room in the market for these new washing brands. †¢ Increased Distribution of Products PG also allows the company to take advantage of infinite growth opportunities around the world. This strategy gives TIDE the opportunity to service a large g eographic, diverse area. Especially in the vast market of the Asia where almost 60% of the world population lives. And when we talk about the Pakistan there are a lot of opportunities to extend their product to the Azad Kashmir and to the other back wards areas by sponsor’s social activities in those areas. †¢ Brand Recognition Brand recognition is the significant factor affecting TIDE competitive position. TIDE’s brand name is known well throughout 90% of the world today. The primary concern over the past few years has been to get this name brand to be even better known. Threats †¢ New Viable Competitors Currently, the threat of new viable competitors in the detergent industry is not very substantial. The threat of substitutes, however, is a very real threat. The detergent industry is very strong, but consumers are not necessarily married to it. Possible substitutes that continuously put pressure on TIDE include RIN, BONUS, and WHEEL. †¢ Rapid Technological Changes The technology is changing rapidly day by day. Any company that uses the latest technology can take competitive edge because of its high speed production. †¢ Political Instability in the Country Political condition of the country is uncertain, govt. policies can disturb position of the company and certain rule and regulations are imposed by the govt. Economic Instability The major threat for the company these days is the economic instability in the country due to which the purchasing power of common man is decreasing. STP of TIDE in Pakistan TIDE is launch in Pakistan for low income level. This is the world famous brand that is launch in the rural areas of Pakistan after success in India and other countries. T IDE is introduced in Pakistan as B grade product which is due to its low price. TIDE is also use as energy saver because its result in cold waters same like hot water to remove stains. TIDE PRODUCT LIFE CYCLE (PLC) The Product Life Cycle refers to the succession of stages a product goes through. Product Life Cycle Management is the succession of strategies used by management as a product goes through its life cycle. The stages A Typical Product Life Cycle Products tend to go through seven stages: Introduction Phase †¢ Introduce new TIDE in the market of Pakistan. New product development stage †¢ Very expensive †¢ Low sales revenue †¢ Losses Market introduction stage †¢ Cost high †¢ Sales volume low †¢ Losses Growth stage †¢ Costs reduced due to economies of scale †¢ Sales volume increases significantly †¢ Profitability Prices to maximize market share Mature stage †¢ Costs are very low as you are well established in market no need for publicity. †¢ Sales volume peaks †¢ Prices tend to drop due to the proliferation of competing products †¢ Very profitable Decline stage †¢ Costs become counter-optimal †¢ Sales volume decline †¢ Prices, profitability diminish Death †¢ At this stage product vanish from market. The BCG Matrix On the horizontal axis: relative market share : This serves as a measure of SBU strength in the market On the vertical axis: market growth rate This provides a measure of market attractiveness. By dividing the matrix into four areas, four types of SBU can be distinguished: Stars : Stars are high growth businesses or products competing in markets where they are relatively strong compared with the competition. Often they need heavy investment to sustain their growth. Eventually their growth will slow and, assuming they maintain their relative market share, will become cash cows. â€Å"TIDE sachet has high market demand high market growth in the country† Cash COWS: Cash cows are low-growth businesses or products with a relatively high market share. These are mature, successful businesses with relatively little need for investment. They need to be managed for continued profit – so that they continue to generate the strong cash flows that the company needs for its Stars. â€Å"TIDE jumbo pack are that products which need more investment for the achievement of high market share† Question MARKS: Question marks are businesses or products with low market share but which operate in higher growth markets. This suggests that they have potential, but may require substantial investment in order to grow market share at the expense of more powerful competitors. Management have to think hard about â€Å"question marks† – which ones should they invest in? Which ones should they allow to fail or shrink? â€Å"TIDE liquid unit have high market growth but low market share so management have to think about it more seriously for taking high market share†. Dogs : Unsurprisingly, the term â€Å"dogs† refers to businesses or products that have low relative share in unattractive, low-growth markets. Dogs may generate enough cash to break-even, but they are rarely, if ever, worth investing in â€Å"TIDE liquid, TIDE dish wash bar have low market growth as well as low market share so management have to look at this unit for achieving the companies goal† Marketing Mix PRODUCT (Customer Solution) TIDE is our product that we launch in Pakistan for middle and low income people. This is the basic need of every house. So our company PG launch TIDES detergent powder. PRICE (Customer Cost) The price of TIDE is very low that each and every person can easily buy this tremendous product. PROMOTION (Communication) PG promote its product in different ways because they wants to introduce there new product in very efficient and effective manner so the customer recognize the product and also buy it for their satisfaction. PLACE (Convenience) The place of launching TIDE is the rural areas where the income level of the population is comparatively low with urban areas. So company focuses the area that is far away from main cities. Competitive Analysis The process of identifying key competitors; assessing their objectives, strategies, strengths and weaknesses, and reaction patterns; and selecting which competitors to attack or avoid. Steps in the Process: Identifying Competitors The competitor of PG from industrial point of view is Uniliver and the competitor of TIDE is Wheel and Rin from market point of view. Assessing Competitors First of all in the market we determine what is the objective of our competitor in the market then identifies the strategies of our competitor its strength and weaknesses. Selecting Competitors to Attack or Avoid First of all in the market we saw Strong or weak competitors on the basis of this analysis we value our customer. Then we will see that Close or distant competitors then we will compete against close competitors. After this we saw† Good† or â€Å"Bad† competitors and then we decide that which one is beneficial for us in the market and which one is bad for our brand. How to cite Five Competing Brands of India, Papers

Richard Duke Of Yorke Essay Paper Example For Students

Richard Duke Of Yorke Essay Paper A monologue from the play by Christopher Marlowe NOTE: This monologue is reprinted from The Works. Christopher Marlowe. Oxford: Clarendon Press, 1910. YORKE: She wolf of France, but worse than Wolves of France: Whose tongue more poisond than the Adders tooth How ill beseeming is it in thy sex, To triumph like an Amazonian trull Upon his woes, whom Fortune captivates? But that thy face is visard like, unchanging, Made impudent by use of evil deeds: I would assay, proud Queen to make thee blush: To tell thee of whence thou art, from whom derived, Twere shame enough to shame thee, wert thou not shameless. Thy father bears the type of king of Naples, Of both the Sicilys and Jerusalem, Yet not so wealthy as an English Yeoman. Hath that poor Monarch taught thee to insult? It needs not, or it boots thee not proud Queen, Unlesse the Adage must be verified: That beggars mounted, run their horse to death. Tis beauty, that oft makes women proud, But God he wots thy share thereof is small. Tis Government, that makes them most admired, The contrary doth make thee wondered at. Tis virtue that makes them seem devine, The want thereof makes thee abominable. Thou art as opposite to every good, As the Antipodes are untu us, Or as the south to the Septentrion. Oh Tigers heart wrapped in a womans hide? How couldst thou drain the life blood of the child, To bid the father wipe his eyes withall, And yet be seen to bear a womans face? Women are mild, pitiful, and flexible, Thou indurate, stern, rough, remorseless. Bids thou me rage? why now thou hast thy will. Wouldst have me weep? why so thou hast thy wish. For raging winds blow up a storm of tears, And when the rage allays the rain begins. These tears are my sweet Rutlands obsequies, And every drop begs vengeance as it falls.

Cross-cultural management in organisations - Myassignmenthelp.Com

Question: Discuss about the Cross-cultural management in organisations. Answer: A manager can be referred as an individual who is provided the responsibility of handling a project as well as a team or certain operations of the organization. They are mainly assigned with the duty of getting the jobs done and at the same time motivate employees to accomplish the goals set by the employers (Goetsch Davis, 2014). This assignment will mainly provide an overview about the work done by the managers the procedures and the theories they follow fro effective management and how they help employees and organization to reach the peak of success. Managers are usually provided with a set of objectives which they need to meet for organizational success. This responsibility now starts with forming suitable teams and managing them properly so that the objective can be met. One of the skills that every managers need to possess is decision making skills (Cameron Green, 2015). The managers need to correctly develop critical thinking ability and thereby assign works to team members according to their capabilities so that there is no rise of conflicts and all the tasks are completed smoothly. The decisions which are made often become stressful for the managers as they have to fire someone or to lay-off a whole team. Therefore the managers need to be always ready to make choices which are good for the ultimate goals. While developing teams, manager can follow Tuckmans theory so that he can correctly form effective teams. The first stage he can follow is the forming stage where the team members gradually gets acquainted with the team working styles and accept the power or authority offered by their leaders. In the second stage called the storming, individual team members reveal their personalities which sometimes result in emerging of conflict and disagreement affecting unity in the meeting of goals (AlAriss et al. 2014). The third stage is called the norming stage where conflicts are mainly resolved by the managers and team harmony and unity is gained back. The fourth stage is called the performing stage where the managers mainly guide the team members on problem solving and thereby accomplishing the tasks. The last stage is called the adjourning stage where the team has a limited task to perform which is then disbanded upon task completion (Pemsel Wiewwiora 2013). Therefore, managers through th is process can successfully develop and manage teams and thereby help in meeting the goals. Another important aspect which should be followed by different managers to maintain an effective workplace is proper communication skills. Effective communication is the only process by which managers can not only overcome various types of conflicts among the employees but can also help in solving different problems and make the working environment smoother and informal. Researchers are of the opinion that proper communication skills include the managers to be an active listener (Ou et al., 2014). He should give the scope to the employees to speak out their concern or problems making them feel that they have a guide who cares for them. Effectively developing the trust of the employees by properly socializing with them, make the managers help in developing an informal environment in the workplace. This reduces stress of the employees and can thereby produce higher productivity. Moreover, another effective aspect of communication is feedback giving and receiving skills. Managers do not only have the duties to make sure that the objectives are met but would also make sure that employees are happy within the working environment. For this, managers should take effective feedbacks from the employees making them feel integrated in the system (French, 2015). On the other hand, the managers should also provide feedback to the employees with a positive and encouraging tone, so that the employees can rectify their mistake and also at the same time do not develop negative feelings for them. This would help the managers to ensure that the team is well aligned with the team. Managing the team is not only the main function of the managers. They also have to be following the five competencies which are valuable for maintaining the flow of work in the organization. The first competency mainly helps in dealing with the proper organization of the information flows. It is one of the most important tasks for the manager to manage, utilize and distribute information effectively so that the miscommunication and losses do not occur. The second competency that the managers need to develop is to multitask and manage different types of works and functions at the same time so that he can take care of all the responsibilities imposed on him. He has to overcome different challenges like intercultural issues and thereby help in building unity and setting higher standards of team performance (Jin et al., 2014). The third competency is mainly including several initiatives for properly planning and coordinating projects so that all the stakeholders are aware of the status o f the ongoing work. The fourth competency would mainly be his evaluation skills where he should be properly measuring and monitoring the performance of the team members and denoting them about their qualities. He would be mainly helping in evaluating the outcomes that the organization wants to make. The fifth and last competency would be to encourage team members and also maintain his activities by properly aligning with the rules and regulations of the organizations and also help them maintain the legal and regulatory requirements for the organizations. Other than this, the managers should make sure that they possess skills such as proper time management, proper interpersonal and relationship building skills, delegation, forward planning and strategy as well as problem solving (Quinn et al., 2014). They should also have proper emotional intelligence, administrative and financial skills and proper leadership skills which would ensure successful outcomes for the organization. From the entire discussion, it is seen that managers play an important role in the organizations. In order to complete their assigned tasks responsibly, it is seen that they have to possess proper team development skills, team management skills and evaluation skills. Not only that their communication skills are also important to maintain an informal trustworthy relationships among the employees which ensure higher productivity. Moreover they have to multitask properly, maintain unity, and possess problem solving skills, decision making ability and others. All these would ensure that organizational goals are successfully met and employees can exhibit their skills with full potential. References: Al Ariss, A., Cascio, W. F., Paauwe, J. (2014). Talent management: Current theories and future research directions.Journal of World Business,49(2), 173-179. Cameron, E., Green, M. (2015).Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. French, R. (2015).Cross-cultural management in work organisations. Kogan Page Publishers. Goetsch, D. L., Davis, S. B. (2014).Quality management for organizational excellence. Upper Saddle River, NJ: pearson. Jin, Y., Liu, B. F., Austin, L. L. (2014). Examining the role of social media in effective crisis management: The effects of crisis origin, information form, and source on publics crisis responses.Communication research,41(1), 74-94. Ou, A. Y., Tsui, A. S., Kinicki, A. J., Waldman, D. A., Xiao, Z., Song, L. J. (2014). Humble chief executive officers connections to top management team integration and middle managers responses.Administrative Science Quarterly,59(1), 34-72. Pemsel, S., Wiewiora, A. (2013). Project management office a knowledge broker in project-based organisations.International Journal of Project Management,31(1), 31-42. Quinn, R. E., Bright, D., Faerman, S. R., Thompson, M. P., McGrath, M. R. (2014).Becoming a master manager: A competing values approach. John Wiley Sons.

Mini Company and Kaizen Essays

Mini Company and Kaizen Essays Mini Company and Kaizen Paper Mini Company and Kaizen Paper The current issue and full text archive of this journal is available at emerald-library. com IJOPM 19,11 Continuous improvement and the mini-company concept Jan de Leede and Jan Kees Looise University of Twente, The Netherlands Keywords Continuous improvement, Teamwork, Organizational design, Case studies, Kaizen Abstract The key issue of continuous improvement (CI) seems to be the problem of combining extensive employee involvement with market orientation and continuation of CI. In this article we review some existing organisational designs for CI on these three essential characteristics of CI. As an alternative to the shortcomings of current organisational designs for CI we present the mini-company concept, related to the sociotechnical concept of the self-managing team. The minicompany concept incorporates the three key issues: it has a self-propelling capacity for CI, involving everyone on the shop floor. A constant and market-oriented source for improvement is found in the clients and suppliers of the mini-company. Results of an in-depth case-study are presented, showing some strong effects of the mini-company concept. 1188 International Journal of Operations Production Management, Vol. 19 No. 1, 1999, pp. 1188-1202. # MCB University Press, 0144-3577 Introduction Continuous improvement (CI) is viewed as vital in todays business environments. CI is one of the core strategies towards manufacturing excellence, as it appears, for example, within the context of world-class manufacturing (Schonberger, 1986; Schonberger, 1996) or total quality management (Hackman and Wageman, 1995). Furthermore, CI as a concept is nothing difficult to understand or new. Bessant and Caffyn (1997) define the concept as an organisation-wide process of focused and sustained incremental innovation Many tools and . echniques are developed to support these processes of incremental innovation. However, the difficulty lies within the consistent application of the CI-philosophy and the CI-tools and -techniques. As an organisation-wide process, CI requires the efforts of employees on all levels. Here, the CI-approach can be linked with long established traditions of employee involvement and employee participation. This line of research showed that the involvement of employees is not just a matter of the application of tools and techniques alone (among many others: Cotton (1993)). Other organisational elements such as organisational frameworks, leadership and management styles, culture, employee needs, values and norms are needed as well. Only an integrated approach will lead to lasting results. The key problem of CI seems to be the issue of employee involvement (Bessant and Caffyn, 1997; Berger, 1997). How to involve the employees of all levels in the process of market-oriented continuous improvement? What motivational aspects have to be taken into account in making CI a lasting routine? It is our statement that existing organisational frameworks do not address this issue to a satisfying extent. In spite of the recognition of the people orientation of kaizen (Imai, 1986) and the broad participation and high involvement of CI (Bessant and Caffyn, 1997; Berger, 1997), CI still needs thorough elaboration on organisational designs in which these aspects are realised. Especially, the problem is how to direct the CI activities to customer requirements and business strategy, while maintaining true employee involvement. In this article we want to contribute to this issue. We focus on the organisational aspects of employee involvement in CI. Therefore, the focus of this article is the shop floor. We present a concept that is derived from sociotechnical systems theory but is enriched by principles from Shop Floor Management (Suzaki, 1993). This concept is called the mini-company. The most important characteristic of the mini-company concept is the integration of the customer in operations. An interesting example of the mini-company concept is presented in the case of a manufacturing plant. We show its organisational aspects and its effects on the contribution of the operators in improvement activities. This article is structured as follows. First, we present a framework in order to identify the links of the core principles of CI with market orientation and employee involvement. Second, a brief review is presented of organisational designs of CI. We present another organisational design in the next section: the mini-company concept. This concept entails some strong points in which the reviewed organisational designs are weaker. The case of Philips CMA is an illustration of the mini-company concept and shows some good results with respect to the contribution of operators in product and process improvement. Finally, some conclusions are drawn from the case discussion. CI, market orientation and employee involvement We view organisations as configurations of at least three domains. Every domain is related to the outside world. Products are related to the market place, processes are related to technology and human capital is related to labour. The three domains are interrelated. Innovation occurs in each of these domains when we look at product innovation, process innovation and social innovation, but are interrelated as well (Looise, 1996). In Figure 1 this framework is presented in a schematic way. Based on this general framework, one can analyse the strengths and weaknesses of various new production concepts. Some concepts start from the interaction of market and technology, while others are rooted in the interaction between market and labour or technology and labour. For instance classical sociotechnical systems design talked about the joint optimisation of the social and the technical system (Trist, 1981). This is exactly the interaction of technology and labour. The modern sociotechnical approach is aimed at reduction of complexity, and tries to create efficient product flows (De Sitter et al. 1997). The concept of the autonomous group is still very important in modern sociotechnical theory. The main contribution of sociotechnical thinking is to design a structural basis for enhancing the quality of the organisation in line with an increase in the quality of working life and the quality of the industrial relations. However, this approach too is one-sided. It is too much of a design approach stressing the technological and the structural aspects of organising, but to some extent neglecting the market perspective and the social-dynamical aspects of organising. On company level a sociotechnical Mini-company concept 1189 IJOPM 19,11 1190 Figure 1. Organizations as configurations of product, process and personnel (after Looise, 1996) structure intends to enhance the companys responsiveness to the market, but a closer look at the design principles reveals that on the shop floor level the market or even the customer focus is far away. Let us return to CI and characterise CI using this framework. Following Berger (1997), we distinguish some core principles of CI by using the ideal characteristics of Imais kaizen (Imai, 1996). The first principle is processorientation. Before results can be improved, it is the central tenet of CI that processes must be improved. Good results will follow automatically when processes are both understood and controlled. The orientation is towards the activities and work methods and not towards the outcomes. The second principle is small step improvement of work standards. Imai states it very decisively: There can be no improvement where there are no standards (Imai, 1986, p. 74). For all major operations Standard Operating Procedures (SOPs) are formulated and improved in an ongoing process of small improvements. One requirement of these SOPs is discipline. All employees have to comply with the established standard operating procedures. Adherence to standards is also stressed in a tool for CI called CEDAC (Fukuda, 1989). Another aspect of this principle is the never-ending process of kaizen. It is an ongoing process. This is symbolised in the PDCA problem-solving format for improvement: a wheel. The PDCA-loop itself is a standardisation of the improvement process. The third principle is people-orientation. CI needs the involvement of everyone in the organisation from shop floor workers to top management. Managementoriented, group-oriented and individual-oriented kaizen have their specific focus within the overall improvement process. In terms of our framework, one can see the primary focus of CI in the interaction of technology and labour. The first and second principle both refer to the process, while the third principle is people oriented. CI has an internal focus and looks for the policy, tools and techniques to integrate processes and personnel in order to improve operational and management processes. So, the market is not in the picture. However, CI is often integrated in broader management philosophies like total quality management (Hackman and Wageman, 1995). Then, of course the market orientation is included in CI. Organizational designs of CI: a brief review In this article we focus on organisational designs for CI. Which organisational mechanisms exist in literature to enable such an organisation-wide process of focused and sustained incremental innovation? We reviewed some specific CIliterature (Imai, 1986; Fukuda, 1989; Bailey, 1997; Berger, 1997; Bessant and Caffyn, 1997; Lindberg and Berger, 1997), and analysed their descriptions of organisational designs. Here are the results. The prime source for CI is still the Japanese kaizen approach (Imai, 1986). According to Imai (1986) there are at least three types of kaizen: managementoriented, group-oriented and individual oriented kaizen. The managementoriented type is focused on the improvement of organisational systems, organisational procedures and machinery and equipment. The group-oriented type has its primary focus on the improvement of work methods, routines and procedures. Organisational vehicles to perform these improvements are quality circles and other small-group-activities using various statistical tools to solve problems. The individual-oriented type of kaizen is focused on improvements in ones own work area and resources. Most often, this is organised by traditional individual suggestion systems. Improvement in every type is aimed at cost reduction and the elimination of waste. Although CI and elimination of waste is something like second nature in the Japanese work system, CI takes place in parallel structures and is not integrated in normal work. Group-oriented kaizen occurs in small groups that are established to improve work methods or to solve specific problems. When management approves a solution, it must be implemented and all employees must adhere to the new standard. In sum, employees are performing their routine tasks and at regular times they participate in off-line small groups to improve their daily routines. Berger (1997) presents a typology of organisational designs for CI. The typology is based on two dimensions: basic task design (individual vs group tasks) and improvement task (parallel vs integrated). His typology (see Figure 2) presents five organisational designs: Mini-company concept 191 Figure 2. Bergers typology of organizational designs for CI IJOPM 19,11 1192 (1) (2) (3) (4) (5) Quality control circles. Wide-focus CI. Organic CI. Expert task-force CI. Individual CI. The two extremes of this typology are Organic CI and Expert task-force. Organic CI means that improvement activities are integrated in the operational multi-functional work groups. Improvements are not left to experts or staff for design and planning and they do not presuppose decision making by other authorities outside the group. On the other hand, expert task-force CI means that staff from outside the operational working group perform the improvement in a temporary parallel team. On the basis of their expertise, it is possible for worker representatives to participate in the parallel team. Widefocus CI is partly a combination of organic CI and expert task-force CI. It combines parallel process improvement teams and CI in (self-managed) permanent work groups. However, it is not experts from higher levels or other functions who are participating in the parallel teams but members of adjacent work groups at the same level. The parallel CI-teams are covering a complete process. To be complete, individual CI is organised in some form of an individual suggestion scheme. Quality Control Circles are similar to the Japanese group-oriented kaizen approach: a parallel structure where ideas are generated and tested and where senior management approves good solutions. Another typology of CI organisational designs could be found in Bailey (1997). She found three types of manufacturing team improvement programs in the semi-conductor industry: (1) Continuous improvement team programs. (2) Quality circle programs. 3) Self-directed work team programs. The first two programs are parallel structures with off-line teams. Operators participate on a voluntary basis to solve small problems (1) or on a mandatory basis together with direct supervisors to solve problems within a specific work area adopted by the operational work group (2). Within the third program (SDWT program) the work teams are held responsible for CI. The y create temporary teams with other staff or work group members for problems beyond their capacities. We see significant overlaps in these three sources on organisational designs for CI. The CI team programs and the QC programs of Bailey are similar to the QCC of Berger and group-oriented kaizen of Imai. In addition, individual CI of Berger is similar to the individual-oriented type of Imai. There is one major difference: both Berger and Bailey mention one type of CI (wide-focus CI, organic CI and SDWT programs) in which CI is integrated in normal day-today operations of the shop floor. Imai does not mention this kind of integrated group-oriented CI. The provisional conclusion must be that western literature on CI is providing more alternatives to organisational design for CI than Japanese literature does. What do we learn from this short review of organisational designs for CI? . Parallel versus integrated. We see a fundamental distinction of CIactivities parallel or integrated with routine tasks. Traditional kaizen activities are performed within parallel structures, like small-group activities, quality control circles, process improvement teams and so on. In Scandinavian countries (Berger, 1997; Lindberg and Berger, 1997) and in North America (Bailey, 1997) on-line CI activities are also in use. Here it seems that CI is seen as a normal, daily activity performed by work groups. On-line CI is made possible because basic task design  ± inspired by sociotechnical systems theory  ± is an enabling mechanism for such activities. That means that tasks are broadly defined, members of work groups are more functional and highly educated, work groups are responsible for a complete part of the process and last but not least work groups do have a lot of authorities. . Fragmented work versus team-based work. A second fundamental distinction is between fragmented and individual work design and teambased work design. Again, traditional kaizen activities are performed within highly standardised, fragmented work environments. Employees have to improve their own small task and related procedures. Unlike in team-based structures it is the team that is responsible for both operations and improvement of the team tasks. A good example of this basic distinction is the discussion on fragmented versus holistic learning in Volvo Uddevalla and NUMMI Fremont (Adler and Cole, 1993; Berggren, 1994). This can be traced exactly to the difference in basic task design. . Many options. Within these two fundamental dichotomies, we encounter in the reviewed literature and in practice (De Leede, 1997) many options and combinations. Combinations of parallel CI-structures and CI integrated in normal daily activities are possible, for instance for CIactivities with different focus. That is, integrated CI for problems within the scope of the work group, and parallel CI for problems beyond the groups scope. Individual CI can be used in combination with grouporiented parallel or integrated CI. In short, every context requires its own CI design. In addition, it is also a matter of management choice: how do we want to involve our employees in CI? . Source of improvement: management, staff or workers. Three sources of improvement are derived from literature. Problems are generated either by management, by staff or by workers themselves. These problem generators have to be constantly active to generate new problems or goals. We did not find a problem generator built into the organisational design to ensure a constant flow of issues to improve. This is a serious weakness in these organisational designs. Mini-company concept 1193 IJOPM 19,11 1194 In the remainder of this article we present a relatively new organisational design for CI: the mini-company concept (Suzaki, 1993; De Leede, 1997; Verkerk et al. , 1997). The mini-company concept builds upon several elements of the reviewed organisational designs. It is developed to address the major shortcoming of the existing designs in generating a continuous source for improvement. That is the special feature of this concept: its self-propelling capacity. A dynamic and constant source for improvement is found in the clients and suppliers of the work groups. The mini-company concept It was Suzaki (1993) who coined the term mini-company for work groups who are responsible for their supplier-client relationships. Each work group within the company has its own process. The next process is viewed as the customer and the previous process is viewed as the supplier of every unit. Involving the chain of processes is potentially powerful in cases where improvement and innovation is needed, since it is known that diverse contacts outside ones own group enhance innovation ideas generation (Pelz and Andrews, 1966). In fact, it is an external criterion that stimulates improvement and innovation. For our purposes, here we adapt this insight from Suzaki and transform it into a European concept of team-based work: sociotechnical systems design (Trist, 1981; De Sitter et al. 1997; De Leede, 1997). We use the term minicompany as a metaphor in thinking on the organisation of the factory (Verkerk et al. , 1997). The word mini-company provides us with ideas like ownership, commitment, entrepreneurship, client-supplier relationships. The structural basis of the mini-company is similar to the sociotechnical view on the semi-autonomous group, albeit complemented by the concept of client and supplier relationships. The mini-company has four characteristics, distinct from sociotechnical semi-autonomous groups: (1) The mini-company has a name and a mission statement. Both are formulated by the mini-company itself. (2) The mini-company identifies its clients and suppliers and is responsible for managing its relationships. While external clients and suppliers are not always appropriate for having direct contacts with the mini-company, the internal client-supplier relationships are in most cases suitable. (3) The mini-company is responsible for its own improvement programme. Based on its contacts with clients, suppliers and management, the minicompany is able to identify its weak points, which are due for improvement. 4) The mini-company presents its name, mission, members, customers, suppliers, improvement programme and results on display walls. This has been called glass wall management (Suzaki, 1993). Everyone, including a stranger, must be able to see and understand the process and the actual state. The mini-company process is the dynamic side of the mini-company concept. It represents a cycle in which in every period the name and mission are un der discussion, and in which in every period the relevant clients and suppliers are identified and visited. These visits are oriented at overall assessments of the mini-company. In realising the cycle of the mini-company process every time the requirements of (internal or external) customers and suppliers are made visible for the mini-company by itself. These requirements are the inputs for the improvement programme. At the end of each cycle, the results are reported to management. Since every cycle in the end is restarted in fact this is a regular evaluation of the functioning of the mini-company on the basis of market requirements. Case study design The question now remains how this concept performs in practice. What is the contribution of mini-companies to improvement? Therefore, we next present a case-study of the application of the mini-company concept in a Philips business unit. The case-study design consisted of the following methods: document analysis (notes and company reports), observation techniques (one of the authors took part in the action team program and did a two-week internship on the shop floor) and interviews (a total of 30 interviews with all-level managers and operators). In addition, two surveys have been carried out on some socialdynamic aspects on teamwork and on the effects of the mini-companies. The first survey (N=102) was answered by 80 per cent of the (first) operators. The second survey was answered (N=23) by 50 per cent of indirect staff. The time span of the case-study was from early 1995 until mid 1996. Case Philips CMA Market and product In 1992 Philips Components decided to start a new business unit. The new business unit was to be held responsible for the development, production and marketing of Ceramic Multilayer Actuators. It was located at Roermond, The Netherlands, because there was available both an industrial infrastructure and a development laboratory for ceramic and multilayer technology. The market perspectives were promising from the start. The demand for the main product (CMA) was rapidly increasing. However, the market for ceramic multilayer actuators is very dynamic. The product is an important device for ink-jet printers. In fact, Philips CMA is a sub-contractor for a company operating in the turbulent market for ink-jet printers. Short time-to-market, high flexibility and very tough competition are typical for this market, and these are part of the market situation of Philips CMA. The dynamic situation caused by the market is even increased by the complexity of the product. CMA is a new product, applied in a new technology. The product itself was not completely ready for production. Further development was needed in co-operation with the (Japanese) customer. Co-development  ± both in co-operation with the customer Mini-company concept 1195 IJOPM 19,11 1196 and some suppliers  ± was needed. Only then could some technological problems be tackled. These characteristics of the market and the product do imply high demands on the organisation. At Philips the solution has been sought in concurrent engineering  ± that is, development and production at overlapping stages. The product is in production, though not fully developed. Test series are made in the shop floor, not in the laboratory. This implies a very strict co-operation between production and development. In addition to the concept of concurrent engineering, continuous improvement is needed to ensure higher yields, better quality and timely delivery. To cope with the growing demand for the product, it is necessary to enhance the production capacity. Design and implementation of mini-companies at CMA The mini-company concept was introduced in 1994, after two years of operation. In fact it was no more than an intensive continuation and formalisation of former management policies. In the years 1992 ±1994 the business unit was growing from 25 to 125 people. The quality and the yield of the production had to be enhanced dramatically. The general approach was characterised by a focus on process control and step by step improvement. No breakthrough by one big innovation, only many small improvements were attained by an interdisciplinary approach: many joint efforts of development, factory engineering, repair and maintenance, quality department and purchasing. In addition to this, operator involvement was arranged by teamwork. Many so-called Process Inventory Teams dealt with problems for one specific part of the process. Members of the teams were one developer, one factory engineer, at least one first-operator and, depending on the problem, other indirect people. The results of these teams were very promising. Quality and yield increased, and products could be delivered to the customers. In 1994 the specifications of the customers were set even more tightly. Again, the organisation faced a challenge. Then, factory management introduced the minicompany concept. The structural basis of the mini-company is the unit structure, already designed on sociotechnical principles. The units are responsible for a complete part of the process, which is well identified. The boundaries of the units are carefully chosen, based on the principle that the number of internal relationships exceeds the number of external relationships. The mini-company is designed to be the unit. It is not their own shift, it is not the entire factory, but it is the unit with which they should identify themselves. In five shifts the operators make one discernible product, which is a distinct phase in the process. The production structure consists of five units: foil casting, screen printing and pressing, furnace processes, dicing, visual inspection and packing. The hierarchy within Philips CMA includes four layers: general manager, factory manager, unit leader and operator. Every shift has one first operator and several other operators. Operators are working in a five-shift schedule. There are three unit leaders, who have a span-of-control varying from 16 to 55. See Figure 3 for the organisation chart. The units, i. e. all operators including the unit leader, form a mini-company. They have followed a training programme. In this programme, the minicompany philosophy and the mini-company process was explained. Also the improvement techniques were trained. The mini-company process The mini-company process incorporates two separate cycles, a nine-step-cycle and a seven-step-cycle. The nine-step-cycle is a long-term cycle lasting one year. This cycle is a modification of the cycle mentioned in Suzaki (1993). The most important activities of every cycle are the formulation of the mission statement, the identification and interviewing of suppliers and customers, and the design and implementation of an improvement programme. Based on the interview results with suppliers, customers and management, the minicompany itself sets the priorities of the needed improvement activities. Management has to affirm the improvement programme, and demands thorough arguments; however, it never happened that the programme of the mini-company was changed by management. In this way, management values the contribution of the mini-companies on the basis of solid arguments. The improvement programme is realised by improvement teams, so-called action teams. These teams carry out the seven-step cycle, a short-term cycle, which is in fact an extended version of the plan-do-check-action circle. The planning stage consists of four phases. The action teams consist of one operator of every shift in the mini-company and  ± depending on the problem  ± several indirect people from quality, factory engineering, development, etc. The chairman of this action team is in most cases the unit leader. Some examples of improvements realised by the mini-companies are the following. Several mini-companies improved their shift change procedures. One mini-company changed the layout of their process. Another mini-company tried successfully to reduce the frequency of some maintenance activities. Also Mini-company concept 1197 Figure 3. Organization chart Philips CMA IJOPM 19,11 the registration procedures to the computer-aided-manufacturing system were reduced. Another action team focused on a specific quality problem and identified the hidden process parameter causing the problem. Effects What are the results of this application of the mini-company concept? We only resent four effects: (1) the contribution of the mini-companies to improvement; (2) the number of contacts with internal and external clients, suppliers and experts; (3) the power relations within the business unit CMA; (4) the trust relations within the business unit CMA. The results presented in this section are based on the two surveys, respectively among the (first) operators (N=102) and the indirect employees (N=23). The results are supported by the interviews and documents. First, we give an indication of the kind of contribution the mini-companies deliver  ± three different types of innovation. We distinguish between small improvements, rather big improvements and big innovations. Improvements are changes within the existing process, while innovations are changes resulting in radical new processes. In Figure 4 the results are presented, based on the survey among the (first) operators. A similar picture arose from the survey among the indirect employees, with one exception. The indirect employees indicated that the operators usually delivered valuable observations and experiences also in the case of big innovations. According to them, this is a prerequisite for a smooth innovation process. They view the operators as the eyes, ears and hands of the developers on the shop floor. The conclusion is that the mini-companies in most cases deliver a contribution towards improvements, and they play a relatively small, though valuable, role in innovations. Their role is in the co-operation with developers in Failure Mode and Effect Analyses in the assessment of ergonomic aspects of new equipment, in the design of the lay-out of new workplaces, in the support of new tests and samples, and so on. Another effect in this area is that the number of improvement actions increased so much, that the department of 198 Figure 4. Contribution of minicompanies to improvements/ innovations (percentage of (first)operators (N=102); 0=no contribution, 1=contribution) technical maintenance was not able to respond to all requests for assistance. This seems to be an indication of the self-propelling characteristic of CI in a mini-company process. A second effect of working in mini-companies is the number of contacts with internal and external customers and suppliers. Figure 5 shows the results of the survey, indicating the percentages of (first) operators who have regular direct contacts with the relevant outside world. Included are also the contacts with internal and external experts. It is obvious that most operators have regular contact with internal clients and suppliers and internal experts (developers, factory engineers, technicians). External contacts are not usual. The third effect of the mini-company concept is the change in the power relations. We have measured the power relations with the control graph, an instrument developed by Tannenbaum (1968). In Figure 6 the control graph of this case is presented. This control graph is based on the survey among the (first) operators (N=102). This control graph shows high levels of influence among all hierarchical levels, as perceived by (first) operators. In the words of Tannenbaum (1968), this indicates a large total amount of control, which is an indicator of effectiveness. The fourth effect is on trust relations. When we view the relationships between hierarchical levels, it is not only power that comes in. It is also a matter of trust. In this case 85 per cent of the (first) that they had operators stated to have trust in the management, which is quite high. Both observation and Mini-company concept 1199 Figure 5. Internal and external contacts of the minicompanies (N=102) Figure 6. Control graph (N=102; 1=very little influence, 6=very much influence) IJOPM 19,11 interviews confirmed this result. These high trust relations are in line with the successful implementation of the mini-company concept and in the real changes in management style the operators report. Discussion and conclusion We interpret these case results as a good illustration of the mini-company concept. In the case, this concept proved to be implemented carefully, with a balanced attention to both structural and social-dynamic matters. This appears to be crucial: it is not only the structural features of the mini-company concept that are important, but also the social-dynamic factors like power and trust of the mini-company process. The control graph of the Philips case illustrated this. Some authors (Van Haren, 1984; Van Oostrum, 1989) have elaborated on the reasons for the relation between total amount of control and effectiveness. They view the relationships between the hierarchical levels as exchange relations in which power plays an important role. The higher the total amount of control, the higher the intensity of the exchange relationships between the levels. It is necessary to have information exchange and joint decision making to increase this intensity. This joint decision making, and at least the information exchange, is a prerequisite for effectiveness in many situations. They specify also some situations in which it is not effective to have a high amount of control. In short, in standard situations this is not appropriate, but where uncertainty plays a role, it is wise to incorporate in decision making processes as much knowledge and as many stakeholders as possible. In cases of improvement and innovation, uncertainty by definition plays a role. Therefore it is important to create a structure fostering intense exchange relationships between the different hierarchical levels and between the different groups in production, development and support. The mini-company concept is an attempt to provide such a structure. How can we characterise the mini-company concept in the light of our theoretical review of organisational designs for CI? First, the mini-company concept embodies parallel CI-activities as well as integrated CI-activities. Integrated activities include the job consultation mechanisms with all minicompany members and the awareness of all employees in the need for improvement and client orientation. The parallel CI-activities strengthened this awareness by circulating the progress of the action teams by shift representatives. In addition, the glass wall is the medium for information sharing. Second, the mini-company concept is based on a team-based work design. The sociotechnical analysis created the boundaries of the minicompanies, indicating a natural group-orientation of the involved employees. The combination of these two characteristics implies the hybrid nature of the mini-company concept in terms of Berger: the most dominant type is widefocus CI, but for some activities this is combined with expert task-force CI and organic CI. Third, the factory management of this case strongly advocates a true involvement of employees in improvement activities. This is illustrated in the positive power and trust relations. Also, the co-operative 1200 working styles of operators, factory engineers and developers are illustrations of this consistent approach of operator involvement. Fourth, the mini-company concept incorporates the self-propelling capacity for improvement: from clients, suppliers and management a constant stream of ideas for improvement is regenerated in every cycle. Particularly at this point, the mini-company concept seems to be powerful, compared to other organisational designs for CI. This is in line with old findings like Pelz and Andrews (1966). Our final question is this one: Is the mini-company concept as an organisational design for CI the promising bridge between day-to-day operations and improvement activities, with a strong market orientation and with true and sufficient employee involvement? The answer is yes and no. On the one hand, the concept offers promising elements in the integration of market and client relations. The mini-company process ensures a constant connection with clients and suppliers, which starts a continuous source of improvement possibilities. 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