The Environmental Effects Of Latin American Colonization

Nato Sandweiss Hill TPSP, Period 5 21 October 2014 The Environmental Effects of Latin American Colonization The year 1492 is arguably the most important span of 12 months in world history; nearly a quarter of a million Jews were expelled from Spain, Pope Alexander VI came into power, and most importantly, Genoese explorer Christopher Columbus was the first European to set foot in what came to be known as â€Å"the New World.† It’s common knowledge that Columbus didn’t really discover the New World. Rather, the Americas, as the New World came to be known, had been populated nearly 15,000 years prior, when hunter-gatherers from Central Asia crossed what is now the Bering Sea into the northwestern portion of the Americas. It took thousands of years, but eventually, the descendants of these original ‘settlers’ populated not only the entire North American continent, but also South America and the Caribbean islands. Over time, as societies grew and expanded, the methods of living drastically changed. Citi es began to sprout up, and with them came the great civilizations that are so well-known today. Tenochtitlan, modern-day Mexico City, became the center of the Aztec Empire, and was â€Å"larger than contemporary Paris, London, or Lisbon† (Miller 10). With these great empires- namely the Aztec, Mayan, and Incan- the modern history of Latin America arose. When European explorers finally came about exploring the New World, they forever altered not only the social construction of theShow MoreRelatedThe Spanish American War Essay1073 Words   |  5 PagesEitan Flor Professor Joseph Holbrook AMH 2042 4 October 2017 The Spanish-American War The conventional reasons associated with the intervention of the United States in the Spanish-American war seem to originate with the lack of independence for Cuba and the Philippines along with the explosion of the U.S.S Maine in the Havana Harbor. 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Ic to Nano Free Essays

string(160) " done with a hacksaw! In either case, marking out is simplified by preparing a full size profile on paper, centered in a circle the same size as the bar stock\." SAY IC TO NANO!!!!! A Paper On â€Å"Nano – Internal Combustion Engines† Paper Presented By, N. TONY V. KUMAR III B. We will write a custom essay sample on Ic to Nano or any similar topic only for you Order Now TECH. IIIB. TECH. MECHANICAL ENGINEERING MECHANICAL ENGINEERING G. PULLAREDYENGG COLLEGE G. PULLAREDDYENGG COLLEGE tonynemallapudi@gmail. com ph:9573071011 ph:9493205458 [pic] Introduction: What is nano technology? Its worth pointing out that the word nanotechnology has become very popular and is used to describe many types of research where the characteristic dimension are less than about thousand nano meter If we are to continue these trends we will have to develop a new manufacturing technology which will let us inexpensively build nano system with mole quantities that are molecular in both size and precision and are inter connected in complex patterns NANO TECHNOLOGY WILL DO THIS. What is heat engine? Heat engines work on the principle of converting chemical energy into mechanical work and evolve from external combustion engine to internal combustion engine. External combustion engine is the heat engine in which fuel combustion takes place external to cylinder. Due to this it is bulky and consumes lot of place. Second revolution of heat engines are ICE in which fuel combustion takes internally and consumes less place and became compact, cost effective. Of late third revolution is NANO Internal Combustion Engine. It is difficult to thread- in a needle. Imagine working with an instrument with one billionth of meter. Construction of â€Å"Nano† – A 0. 1cc Compression Ignition Engine: [pic] The Nano is a 0. 1cc (that’s less than 0. 01 cuin) compression ignition engine – most frequently, if somewhat inaccurately, referred to as a â€Å"diesel†. It was designed by Richard Gordon and the plans were included as a supplement with the British Magazine Model Engineer in the early 1990’s [pic] An idea of the size of the Nano is given by this picture. From backplate to drive washer is less than 1 inch. There are no exotic materials required. The crankcase is hacked from a solid cube of aluminum 3/4†³ on a side. The piston and contra piston are cast iron. The crankshaft and liner are any old steel from the scrap box. [pic] Here is an exploded view of the engine. The odd looking thing in the foreground is a special Nano-Spanner required to tighten the back plate. It also fits the fuel nipple. The construction is extremely conventional – only the scale is unusual. [pic] Like all model IC projects, there are a few special jigs and tools required to construct the Nano. All are fully detailed in the plan, which includes step by step instructions with photos. The cutter is made from water hardening drill rod (called â€Å"silver steel† in the UK because of its appearance – it contains no silver). the teeth are formed of Dermal-type cut-off wheel. [pic] The cutter is used to form the exhaust ports in the cylinder. There are three of these, spaced at 120 degrees with sufficient space between them for the angled transfer ports to slightly overlap the timing. The crown of the piston is conical to assist transfer. The contra piston has a matching concave conical depression. [pic] As mentioned previously, the crankcase is formed from a cube of aluminum. The venturi is machined separately and secured with Lok-Tite before the final reaming of the crankshaft journal. Notice the three transfer passages in the photo. These terminate in a transfer belt below the cylinder seat that matches with the cylinder transfer ports. If you look very closely, you’ll also see the stuff-up that turned away part of the venturi opening. Always happens on the last operation! n [pic] There’s nothing special in the crankshaft components. Another jig (not shown) is made to hold the shaft in the 3-jaw chuck, offset by half the throw for forming the crank pin. Even at these sizes, final lapping to size is no different from larger engines in terms of the amount of metal that must be LEFT for removal. Only the microscopic size makes things difficult. The prop driver knurls were formed with a thread form tool, set on edge and used as a shaper. The prop nut is anodized in the usual way. [pic] Again, apart from their size, there’s nothing special about the needle valve components the needle itself was made from steel and â€Å"blued† it by a quick heat in a gas flame followed by water quenching. No big deal, but the amazing thing is the attention it draws with people who examine the engine. This costs just US$10(Rs. 440/-) only. When it was fired, it run briefly, oscillating back and forth about TDC like over compressed diesels with small mass fly wheels are won’t to do. Running! .but spring starters are the only way to start ultra small diesels – hand propping just won’t work. Also, the fuel for mini diesels needs a lot of ether – as high as 50% by volume. With high ether fuel and a spring starter, the little Nano will burst into life. Richard Gordon claims it will turn 40,000 rpm – yes, that’s no typo, forty thousand revolutions per minute. American engine builder Ron Colona used to demo his at model engineering shows and turning at better than 20,000 rpm. | | | |The Components Used: | | | | | |[pic]Crankcase | | | | | |[pic]Backplate | | | | | |[pic]Cylinder and Head | | | | | |[pic]Venturi and Needle Valve Assembly | | | | | |[pic]Conrods and Crankshafts | | | | | |[pic]Piston and Contra-Piston | | | | | |[pic]Final Assembly and Test Report | | | | Crankcase and Cylinder rough-out: The crankcase starts off as a chunk of aluminum bar of about 1-1/2†³ diameter, sawn to length, plus a little bit. The first step is to finish turn the front section with a 1/4†³ radius where the journal blends into the body. The photo shows the roughing out process. Note that the tool is raked back sharply while â€Å"hoggin’ great cuts† are made so that if it digs in, the cut will be forced shallower, not deeper as it would be if the tool were set raked forward like a regular knife tool. Next we need to remove all the excess aluminum that does not look like a crankcase. This can easily be done with a band saw, or less easily done with a hacksaw! In either case, marking out is simplified by preparing a full size profile on paper, centered in a circle the same size as the bar stock. You read "Ic to Nano" in category "Papers" Mine was done from the CAD drawings, but pencil and compass could achieve the same result with about the same effort. The paper template has a hole cut roughly in the middle to accommodate the journal and the blended radius where it meets the front face. It is attached to the face with a standard glue stick. If you’re careful, this will last long enough to complete the butchery. Saw to within about 1/32†³ (1mm) of the outline. Take care because heat buildup will melt the glue. The next photo shows the four basic stages in crankcase manufacture: [pic]Bar stock blank [pic]Journal turned and sawing template glued in place [pic]Crankcase rough sawn to within 1mm of the template outline [pic]The finished crankcase [pic] Backplate: The back plate is simple turning with only some aspects of work holding posing any problems. In this first shot, the back plate profile has been turned on a piece of bar stock with the interior face oriented towards the tailstock. This means we will be screw cutting towards the shoulder formed by the back plate rim, so a thin (0. 20†³) run out groove is first cut at the thread/rim junction to the depth of the thread form. This also assures the back plate will form a tight seal against the rear of the crankcase. The thread cutting tool is a piece of 1/4†³ diameter HSS steel, ground to a 60 degree point with seven degrees of side rake, mounted in a tracting tool holder. This m agnificent gadget takes a while to make but is absolutely invaluable to thread cutting. The little ball lever actuates a spring loaded, over center cam – just requiring a flick to retract the tool bit by about 3/16†³. This allows the saddle to be repositioned for the next cutting pass without having to twiddle dials and remember settings. The cylinder blank has now been replaced in the 3 jaw chuck with the top of flange against the jaws and some thin aluminum shim (beer can material) around the outside to protect the finish and thread. The bore will be drilled so as to leave 8 to 10 thou to be removed by the reamer. It is pilot drilled first. I’m told its good practice to select a pilot size no grater than half the next drilling size to prevent the next size wandering. Here we see the reamer being floated into the bore using the tailstock (larger hand reamers will have a dimple in the end which assists this operation. For this operation, the headstock is turned by hand. Keep up plenty of suds and never rotate the chuck backwards. The reamer is prevented from rotating by resting the tap handle on the compound slide. A piece of shim material protects the slide from damage by the handle. The transfer ports of the weaver are unusual. They comprise 5 vertical channels, spaced equidistantly around the forward 180 degrees of the cylinder. They terminate in a â€Å"transfer belt† below the exhaust ports. This arrangement avoids the induction port at the cylinder rear. These ports cannot be cut before reaming (or boring) as their presence would make it impossible to cut the bore accurately. This flash-failure shot shows how they are drilled. A short aluminum (or brass) plug is turned to be an interference fit up the bore. The holes are then drilled at the intersection of the cylinder and plug. The cylinder wall will be quite thin adjacent the transfer passages, but by using a slightly softer material for the plug, the drill will incline towards the softer material, preventing any danger or a ruined part. Venturi and Needle Valve Assembly: In the previous section, the cylinder had progressed to a nearly finished state, still requiring internal lapping. Lapping should always be the last operation on a cylinder of this type. This means the boss for attaching the side port venturi must be fitted before lapping can be done. In this session, the boss is made and the associated parts for the venturi and needle valve. The boss will be soft soldered to the cylinder (diesels don’t get hot enough to melt soft solder). â€Å". older does not make the joint, it only keeps the air out† and schooled me to make a good fit of parts to be soldered. The boss will butt to the cylinder, which has an outside diameter of 0. 500†³. So, a good fit can be achieved by profiling th e boss with a 1/2†³ end mill. In this photo, we see the boss blank (enough for four) which has been finished outside, drilled ready for tapping and transferred still in the 3 jaw chuck to the mill for end profiling. Applications: Nano IC engine has various applications ranging from race cars to space crafts. ? In race cars this IC Nano Engine was used. The engine was fully fabricated, that is, no castings were employed. | | | | | | | | | | | | | |[pic] | |It can be controlled in aero planes/satellites/space ships etc. , the timing of in let and exhaust valves. | |According to NASA reports they are experimenting about the use of nano engine in nano pico satellites. | |In case of a mine tragedy where harmful gases are emitted ,these nano IC engines can be employed as powerful blowers to blow out these gases is a | |less time saving the lives of trapped miners . We require at least 5-6 blowers to blow these gases where as two nano IC engines could do the tick in| |less time. | |Agriculture pumps sets. | |Every field of industry. | |Prospects: | |The problem | |Every day people are spending more and more money because of rising gas prices. People all over the world are trying to find a solution—even | |visiting websites to locate the nearest and cheapest gas, all the while losing time and mileage just to reach [these] refueling stations. Many have| |been giving up favorite hobbies and changing life plans because of the need to reallocate their funds for gas. For those of us who must drive to | |work or school, it seems we have little choice but to continue paying more. Now, there is a way to fight back against these constant increases in | |gas prices—and to fight pollution and protect the environment in the process. | | | |The solution | |Use the most advanced technology available to improve fuel economy, prolong the engine life, reduce harmful emissions and protect the environment. | |The number one product for fuel economy, power and pollution control is now available. |Introducing our two unique nanotechnology products: | |F2-21 NanoLube Engine Oil Treatment, and | |F2-21 NanoRon Gas Diesel Fuel Enhancer. | |With nanotechnology, fuel transforms at the nano-level to achieve a more complete combustion, resulting in increased fuel economy, more driving | |power, and fewer pollutive emissions. | |Use either product or both to get multiple benefits: | |  Ã‚  Ã‚   –   Adds great power to your engine. NanoLube eases heavy driving loads and increases   | |  Ã‚  Ã‚  Ã‚  Ã‚      Driving  pleasure with a faster, smoother, and quieter ride. |  Ã‚  Ã‚   –   Boosts miles per gallon (analogous to buying Premium Gas or boosting your octane number), | |  Ã‚  Ã‚  Ã‚      While saving you money and conserving energy. | |  Ã‚  Ã‚   –   Prolongs engine life by cleaning your combustion chamber and piston ring deposits, | |  Ã‚  Ã‚  Ã‚      Extending engine life and cutting equipment downtime. | |  Ã‚  Ã‚   –   Protects the environment by reducing harmful emissions and fighting global warming. | | | | | |[pic] | | | Summing up With the application of Nano in every sphere of life the ‘big’ may not find its place in engineering dictionary in future. If we are to continue these trends we will have to develop a new manufacturing technology, which will let us inexpensively build nano system with mole quantities that are molecular in both size and precision and are, inter connected in complex patterns NANO TECHNOLOGY WILL DO THIS. NANO technology with all its challenges and opportunities is an avoidable part of our future. It can be rightly said that nano technology slowly and steadily assuring in the next Industrial Revolution. Bibliography †¢ www. Bbc. co. uk †¢ chrenich@dstc. com †¢ www. google. co. in How to cite Ic to Nano, Papers

Business Plan Fashion Star Boutique

Question: Discuss about the Business Planfor Fashion Star Boutique. Answer: The business model of Fashion Star Boutique is as follows: Key partners: The key are partners are the suppliers and customers Key activities: The key activities include designing of fashionable dresses following the latest trends of fashion, along with considering the customers demands (Drucker, 2014). Value proposition: The core values include the supply of the best clothes and fashion accessories to the customers, and ensure customer satisfaction. Customer relationship: The relationship established by the customers is a positive one and the boutique targets towards the establishment of strong customer relations. Moreover, customer loyalty needs to be ensured by introducing attractive offers to the customers (Franke et al., 2013). Customer segment: The customer segments who are targeted by the boutique are the high class people and the people who are fashion conscious. Key resources: The key resources are the efficient employees of the company (Drucker, 2014). . Distribution channel: The distribution channel includes the online access as well as the in house stores of the boutique. Cost structure: The most costly resources of the business includes the materials of the clothes and the materials of the other fashion accessories. Revenue stream: Since the clothes are very fashionable and modern, hence the customers are willing to pay very high prices as well (Drucker, 2014). However, the mode of payment preferred by the customers is the online payment mode, using cards or internet banking facilities. This in brief is the business plan of the Fashion Star Boutique. The key partners and the key activities have been identified, along with the cost structure and the revenue streams of the boutique. References Drucker, P. (2014).Innovation and entrepreneurship. Routledge. Franke, N., Harhoff, D., Henkel, J., Hussler, C. (2013).Innovation und Entrepreneurship. Springer/Gabler.

Daimler Chrysler Merger Analysis Essay Example

Daimler Chrysler Merger Analysis Essay Organizational Behavior | |DaimlerChrysler | |The case study of a historical merger, between two automobiles manufacturers, which was being branded as ‘match | |made in heaven’. This report analyses the root-causes, actual facts and an insight to the corporate culture | Raja Naveed Khalid BD-32/2010 | |M Tauseef ur Rahman BD-28/2010 | |Khan Raid Altaf BD-15/2010 | |Syed Moazzam Ali Pasha BD-43/2010 | Contents Case Background3 Case Analysis3 The History3 Cultural Heritage3 Social Differences3 Living Standard4 The ‘Domination’ Factor4 Geographical Distance4 Organizational Structure4 Job Insecurity4 Merger or Acquisition4 The Communication Gap5 Solution – Redesigning DaimlerChrysler Strategy5 Vision6 Mission Statement6 Establishing Strategies6 Bridging the Communication Gap6 Cultural Differences6 Branding6 Organizational Structure6 Who Owns Who6 Implementing the Strategy7 Conclusion7 Case Background Daimler, a German car manufacturer, was the thirteenth-largest  car manufacturer  and second-largest truck manufacturer in the world. Chrysler on the other hand was one of the largest automobile companies in USA, North America, in particular. This case gives us an insight into the world’s most anticipated merger in the automobile’s industry which was predicted to turn the automobile industry upside down and being branded as the ‘match made in heaven’ by the German CEO who dreamed of conquering the American automobile industry through this merger. With everything configured and all systems in place, both leaders proceeded with the merger and the rising sun of winter 1998 pronounced the Daimler and Chrysler hereby as ‘DaimlerChrysler’. We will write a custom essay sample on Daimler Chrysler Merger Analysis specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Daimler Chrysler Merger Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Daimler Chrysler Merger Analysis specifically for you FOR ONLY $16.38 $13.9/page Hire Writer During the setup, strategy and business planning, every single detail was worked out however both sides perhaps ignored the most important and sensitive element called ‘Human’, the bones of any corporate skeleton which later on become the major factor in the demerger of the DaimlerChrysler. Case Analysis The case review tells a lot of stories and issues running in parallel and in fact all the problems are interconnected and little things collectively made up a huge issue which later on proved the ‘perfect match’ as indeed a mismatch. We will discuss all the issues in details and cover them one by one: The History The major issue between the employees of Daimler and Chrysler or both parties was the ‘history’, which was full of retaliation, vengeance and revenge. Both countries were involved in blood-shedding battles and had a grudge for each other and this factor was something completely beyond the German and American CEO. They could have encouraged and driven the employees towards a common goal but can’t alter their feelings for each other. Cultural Heritage Both companies share a different heritage of culture which was in fact a modern shape of their countries’ respective histories. German had always been in war were used to live in more sort of dictatorship hence they were very disciplined and set of rules towards everything they do and this could have been easily observed in Daimler’s hierarchy and chain of commands. Whilst Chrysler employees had a very laid-back attitude towards corporate environment, they were very casual and rough with an open environment truly reflecting the American culture which was unacceptable by the Germans. Social Differences As discussed above Americans had a laid-back attitude and hence they used to drink at work too and had vending machine in the offices full of alcohol. They also used to wear casual clothes in office and had lenient policies in place for their human resource. Germans had a very strict zero-tolerance policy and in fact the German CEO was popular for his irrational decisions like firing hundreds of people immediately and shuffling the companies. He was considered an aggressive and ruthless and that did not help Americans to understand the Germans at all Living Standard Germans used to travel in first class cabins of airlines and stay in lavishing hotels since they were the brand ambassadors of Mercedes-Benz and all employees had a highly sophisticated code of conduct varying the brand image of their company. After the merger Germans are not willing to compromise on this since they take pride in it. Americans, used to travel in economy classes to cut the cost and similarly in economy hotels since they always had limited budgets. Travelling in first class and staying in five-stars is not very moral to Americans and not considered as good business. This difference led the minor conversations into a major argument and it became difficult for the senior management to synchronize this. The ‘Domination’ Factor People on both sides had serious concerns regarding the domination of the opponent culture or conducts over their own ones. Germans were concerned that their heritage might be Americanized after the merger since Americans always had this dominant image and perception in everyone else’s mind and they do not show flexibility in many cases. Americans were concerned that it might become the case where Daimler being not only huge in size but also superior in engineering and technology would dominate their operations and processes having an upper hand on Americans and thus Americans would end up following a dictatorship resulting in losing their freedom. Geographical Distance Both companies are in different continents let alone in different countries when it comes to geographical location. Even the time zone is not the same which means office timings for both companies would be very difficult and thus resulting in a greater communication gap with a possibility that emergencies and issues requiring immediate attention might get delayed Organizational Structure Both companies have different organizational structure with different salaries, positions and rankings, incentives and other benefits. Even a synchronization attempt would result in one person getting a significant increase in the salary whilst other balancing it by taking the hit on his pocket. Job Insecurity In most of the mergers, people in the middle management are the ones most likely to be losing their job and same was the case with Daimler Chrysler. In fat not just the middle management but most of the employees were unsure about their own jobs due to the unpredictable dimension of the merger. Merger or Acquisition Although legally a merger was announced between Daimler and Chrysler however everyone knew that this might not be the case since Daimler being gigantic in size, revenue and brand name along with its superior engineering and technology would easily over shadow Chrysler. Germans on the same hand, were not willing to report to any American and Americans not to any German. Germans having a sophisticated, reputable and luxurious brand of Mercedes-Benz were in complex of being inferior and to them merger was a low-cost purchase transaction of buying a low cost, less sophisticated brand. The Communication Gap The major and indeed the greatest of all problems was the communication gap; not just between both parties but in fact the internal communication of their respective companies. The vision was not clear and the leaders did not communicate the main objective or the common goal of the merger. Everyone was in the dark with nobody had clear directions of what to do, what’s going to happen and what to expect which resulted in the ambiguities getting bigger and bigger and the original objective was faded away among the issues. During our case analysis, above were some of the main issues that were encountered in and after the merger. They were perhaps ignored by the leaders or even if worked out then not very well communicated. If we had to design a solution or give recommendations on the given case then we would use a few models to redesign and implement the new strategies and the communication structure. Solution – Redesigning DaimlerChrysler Strategy The most important part and aspect of any strategy is the vision, the main objective and the common goal which has to be achieved through various strategies. Let’s have a look at the diagram below: [pic] DaimlerChrysler needs to redefine their vision for what exactly they would like to achieve, is the market share or volume i. e. penetrating different markets or to be the largest automobile company so in that case market share won’t matter since they can merge with a couple of others and become the largest manufacturer in the world. Vision ‘To be the largest automobile manufacture providing high quality vehicles around the globe’ Mission Statement To enter the highly profitable North American market using the world-class German engineering and technology and thus merging the Daimler and Chrysler Establishing Strategies Since the DaimlerChrysler had adapted to go for a merger hence strategies must be carefully evaluated and analyzed in order to achieve the mission statement and vision of the company. Here we will address the solution for the issues mentioned above. Bridging the Communication Gap DaimlerChrysler will have to increase the coordination to bridge the communication gap between two companies. Further employees get-to-gather at top and middle management required. Due to the geographical location DaimlerChrysler will have to open a regional office in UK or Africa which share both times zones of Germany and USA for further collaboration and synchronized meetings for immediate issues and emergencies. Vision and mission statement need to be clearly addressed to the employees of both companies and coaching them how to achieve it. Cultural Differences Although the cultural differences cannot just be wiped out however the increased communication and awareness programs will help both parties to understand each other thus contributing towards one common goal. Frequent visits to each other plants and offices will help this. Branding There must be mutual branding operations in both companies like a synchronized image of the company which is not just highly sophisticated and technologically sound but its young and fun which would cover both countries natural image. Organizational Structure The policies, salaries and incentives need not to be synchronized although an attempt to introduce the plus points of each to each other could be made like incentives and benefits for Germans but low cost hotels and airlines and this must me clearly explained to all that for every benefit achieved a sacrifice must be made. Who Owns Who The ambiguities of both parties must be clear as to if this is a merger or acquisition and since it is a merger hence no one would have an obligation or dictatorship over the other. This also must be accounted that wherever possible the personal desires are taken care for e. g. it could be tried to achieve in hierarchy that no German reports to American or vice versa (wherever possible). Implementing the Strategy Once there is a clear communication, set of policies and structure set then DaimlerChrysler can proceed to deploy their strategy with a mixture of managers (both American and Germans closely monitoring them). The major objective is to achieve profitability for both companies as one entity and hence no one would lose job and the operations and processes would continue as it is. If a Mercedes has to be delivered and showcased in USA then it will be brought down from Germany where it actually assembles. Similarly if a Chrysler truck has to make an entry in Germany it would be manufactured and assembled in USA and delivered to Germany. During the evaluation and monitoring of these strategies if there is any hiccup then the managers assigned for monitoring must take corrective measures to realign it to achieve the main objective and vision set earlier. Conclusion DaimlerChrysler although have completely diversified employees not only from different countries but from different continents and culture with their respective history. Initially it could be said that this merger was on its way to a successful relationship however the massive communication gap between both parties and negligence of leaders led it to the most unsuccessful and frightening climax. All of this could have been avoided by taking the most important element ‘human resource’ into consideration and only if the employees concerns were taken into consideration then this disaster could have been the last thing they would be worried about. The synchronization would have been possible only if there was a common strategic goal for both parties and if initially there was any this should have been communicated properly to the employees with all of their concerns in their mind. We highly recommend DaimlerChrysler to be on top of their game when it comes to employee satisfaction, employees, who are the most valuable asset of the company, and must not be ignored in any future plan or goal and this must be done through adequate channels. If Human Resource itself is not taken into consideration then the raising concerns and ambiguities will become a major issues just like the case of DaimlerChrysler and it would be beyond human control to resolve them let alone rectify them.

Report on Employee Benefits Essay Example

Report on Employee Benefits Essay Example Report on Employee Benefits Essay Report on Employee Benefits Essay Table of Contents Topic Page Number 1. Profile of AB Bank6 2. Organizational Objectives 9 3. Employee Objectives 9 4. Employee Benefit10 5. Categories of Employee Benefit in AB Bank10 6. Required or Mandatory Security10 7. Provident Fund11 8. Holiday Pay-11 i. Vacation11 ii. Leave of Absence11 9. Health and Insurance Benefits-12 i. Life Insurance and Auto Insurance12 10. Transport Facilities 13 11. Loan 13 12. Bonus 13 13. Recreation Facilities13 14. Neat and Clean Working Environment 13 15. Non-financial Benefits-13 i. Stock Benefits13 ii. ESOP (Employee Stock Ownership Plan)14 iii. Educational Benefit14 iv. Cafeteria Plan14 16. Reasons of Providing so many Benefits14 17. Comments and Recommendation 15 Executive Summery This report is on the employee benefits of AB bank. Employee benefits  are various non-wage compensations provided to  employees  in addition totheirnormal  wages  or  salaries. AB Bank commits to nation to take a lead in the Banking sector through not only its strong financial position, but also through innovation of products and services. It also ensures creating higher value for its respected customers and shareholders. The bank has focused to bring services at the doorstep of its customers, and to bring millions into anking channels those who are outside the mainstream banking arena. This bank is serving their employees to fulfill the employee’s need. Young employees tend to favour benefits that can be frequent or immediate use such as vacation days, holydays, and flexible working hours. Older employees are usually security conscious, preferring lif e insurance and retirement related benefits. AB bank’s purpose of giving the benefits is to increase the economic security of employees. All the benefit is really convenient to retain its human resource and motivating. AB Bank Limited is committed to focus to all its energy not only on its customer as well as its employee. Profile of AB Bank AB Bank Limited, the first private sector bank was incorporated in Bangladesh on 31st December 1981 as Arab Bangladesh Bank Limited and started its operation with effect from April 12, 1982. AB Bank is known as one of leading bank of the country since its commencement 29 years ago. It continues to remain updated with the latest products and services, considering consumer and client perspectives. AB Bank has thus been able to keep their consumer’s and client’s trust while upholding their reliability, across time. During the last 29 years, AB Bank Limited has opened 82 Branches in different Business Centers of the country, one foreign Branch in Mumbai, India and also established a wholly owned Subsidiary Finance Company in Hong Kong in the name of AB International Finance Limited. To facilitate cross border trade and payment related services, the Bank has correspondent relationship with over 220 international banks of repute across 58 countries of the World. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. In spite of adverse market conditions, AB Bank Limited which turned 28 this year, concluded the 2008 financial year with good results. The Bank’s consolidated profit after taxes amounted to Taka 230 cr which is 21% higher than that of 2007. The asset base of AB grew by 32% from 2007 to stand at over Tk 8,400 cr as at the end of 2008. The Bank showed strong growth in loans and deposits. Deposit of the Bank rose by Tk. 1518 cr ie. , 28. 45% while the diversified Loan Portfolio grew by over 30% during the year and recorded a Tk 1579 cr increase. Foreign Trade Business handled was Tk 9,898 cr indicating a growth of over 40% in 2008. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. The Bank maintained its sound credit rating in 2008 to that of the previous year. The Credit Rating Agency of Bangladesh Limited (CRAB) awarded the Bank an A1 rating in the long term and ST-2 rating in the short Term. Innovative products and services were introduced in the field of Small and Medium Enterprise (SME) credit, Women’s Entrepreneur, Consumer Loans, Debit and Credit Cards (Local International), ATMs, Internet and SMS Banking, Remittance Services, Treasury Products and Services, Structured Finance for Corporate, strengthening and expanding its Islamic Banking activities, Investment Banking, specialized products and services for NRBs, Priority Banking, and Customer Care. The Bank has successfully completed its automation project in mid 2008. It envisages enabling customers to get banking services within the comfort of their homes and offices. †¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. AB Bank has continuously invests into its biggest asset, the human resource to drive forward with its mission â€Å"to be the best performing bank in the country. † AB is recognized as the people’s choice, catering to the satisfaction of its cliental. Their satisfaction is AB’s success. Vision Statement To be the trendsetter for innovative banking with excellence perfection Mission Statement To be the best performing bank in the country Organizational Objectives Time-off benefits such as vacations, holidays, and rest breaks help employees reduce fatigue, enhancing productivity during the hours when the employees do work. Similarly, retirement, health care, and disability benefits may allow workers to be more productive by freeing then of concern about medical and retirement costs. If there benefits were not available, employees might elect to form a union and collectively bargain with the employer. Although collective action is legal, employers such as Intel prefer to remain nonunion). * Reduce Fatigue * Discourage Labor Unrest * Satisfy Employee Objectives * Aid Recruitment * Reduce Turnover * Minimize Overtime Costs Employee Objectives The real advantages to employees of employer provided benefits are lower costs and availability. For example, insurance benefits are usually less expensive because the employer may pay some or all of the costs, as Intel does. Group plans save the cost of administering and selling many individual policies. The insurer also can reduce the risk of adverse selection, which occurs when individuals sign up for insurance because they are heavy users. Actuaries- the specialists who compute insurance rates- can pass on these savings in the form of smaller premiums even if workers say the entire premium. Employee Benefit Today’s workers expect more than just an hourly wage or a salary from the employer. They want additional considerations that will enrich their lives. These considerations in an employment setting are called employee benefits. Employee benefits have grown in importance and verity over the past several decades. To get more from workers AB bank tries to give their best benefits to their works. The irony, however, is that while benefits must be offered to attract and retain good workers, benefits as a whole do not directly affect a worker’s performance. Benefits are generally membership based, offered to employees regardless of their performance levels. Categories of Employee Benefits In AB Bank Today’s organizations must satisfy the diverse benefit needs of their employees. They adjust benefit programs to reflect a different focus to chieve the goal of â€Å"something of value† for each worker. Banks operating in Bangladesh must provide certain benefits to their employees of whether they want to or not, they must be provided in a nondiscriminatory manner. AB bank is also giving some extra employee benefits with mandatory employee benefits in order to retain employees. Categories of emplo yee benefit in AB bank- Required or Mandatory Security Government requires that employers provide a certain limit of protection or a security floor for each employee. There are three primary area of compulsory security. Workers Compensation- AB bank is offering employee insurance that provides income continuation if a worker is injured on the job. It may cost more to subscribe to health coverage, the cost is still minimal compared with the costs of a disastrous illness. Provident Fund Over 90 percent of full time workers at companies with more than 100 employees are covered by retirement plans, according to the employee benefits Research Institute. Pension plan are considered rewards for long service and are not incentives to work more efficiently of effectively unless the premium is thee to a stock option plan, as scars is. AB bank’s retirement plans are used primarily to retain a loyal workforce. A fixed percentage of salary has been given by AB bank as pension. Holiday Pay After employees have been with an organization for a specific period of time, they usually become eligible for a paid vacation. AB bank provides pay for all established holidays such as Eid, Puja, New Year’s Day, Memorial Day, Christmas and other scheduled holyday. The reason behind paid holyday is to provide a break in which employee can refresh themselves. i. Vacation AB bank offers paid vacations that range from one to six weeks per year. In off poll, employees rated paid vacations and holidays as the third most important benefit behind medical insurance and pension. ii. Leave of Absence Leaves are given for – * Jury Duty- When a person is called for jury duty in the, that service is usually not optional, one must attend or face strict penalties. Employers are not allowed to fire an employee simply for being called to jury duty. AB bank employees are in a paid status of leave for the time they spend by serving jury duty. Election- Employees will get leave of absence during election. * Sickness- If any employee got sick during working days, then the employee will get leave of absence. * Maternity- If any female employee of AB bank becomes pregnant while in employment, she is entitled to take maternity leave. The entitlement to a basic period of maternity leave from employment extends to all female employees in AB bank (including casual work ers), regardless of how long she has been working for the organization or the number of hours worked per week. Health and Insurance Related Benefits It is big challenge for organization to maintain the adequate coverage by limited fund. Employers offer are various types of coverage including- * Life and Auto Insurance- Life and auto insurance is a valuable benefit to  offer employees. It plays a major role to attract and retain good quality staff. Employees of AB bank should have life and auto insurance. Health Benefit Cost containment method * Employee Co-payment * Employee Payment of Deductible * Self Funded Insurance * Wellness Program * Providing More Information * Restriction on Psychiatric and Substance Abuse Program Transport Transport facilities are always available for employees. But there are difference between transport facilities for the officer and employees. Loan Staff banking privileges, including special interest rates for car loans, sundry loans and home loans. Bonus AB bank gives bonus for all the employees and it is given in the two Eid. But how much get it’s depends on the position. Recreation AB bank tries to keep their employees enthusiastic all the time. Every winter there is a picnic for all the employees of AB bank outside Dhaka with full family. Neat and Clean Working Environment Working environment is a big factor for workers. Today’s workers like to work in a cool air fresh environment. AB bank offers a very neat and clean working environment and well furnished office. It’s very important to provide a healthy environment to keep employees healthy. Non-financial Benefits The use of a company car, company expense account, club membership, help in buying and selling a home and the use of company owned report condominiums are example of perks available to manager, executives, and some employees. AB bank offers several non financial benefits like- Stock Benefits Employee thrift, saving, or stock purchase investment plan are also popular. For example in a stock option plan am employee is often guaranteed the right to buy share of company stock at a discount or certain price. Employees who are working for AB bank for 20 years or more they will be eligible for stock benefit. Core employees will have these unique facilities. Employee is often guaranteed the right to buy share of company stock at a discount or a certain price. ESOP (Employee Stock Ownership Plan) When stock is provided as a pan of profit-sharing plan an employee stock ownership plan is developed. When AB bank get certain super benefit then provides some benefit to employee stock owner. Educational Benefit AB bank offers free courses to employees in areas such as computer skills upgrading, business writing and communication, and project planning and training. Cafeteria Plan Because of the verity of option in the benefit area many employers have shifted to or are considering cafeteria plan. As noted earlier cafeteria plan allows employees to pick and choose from a variety of benefit options much as a person choose food at a cafeteria. AB bank has their own cafeteria for the employees. Reasons of Providing so many Benefit We must realize that employees may be paying more for or getting less of the benefits that employers offer. Economic hardships are a reality, and cost cutting measures are mandated. Employees must be willing to accept less if they are to progress in the future. In todays competitive job market, health insurance and life insurance can be a highly effective means of attracting and retaining employees. Continuous improvements, increasing benefits and client work that employee’s value has all helped improve morale and loyalty. In AB Bank, the employees are reward for their valuable contributions with competitive salaries and benefits and great incentives. Comments and Recommendation AB Bank Limited, the pioneer private Bank of the country has created a sense of mass participation through its diversified activities over the last 28 years. Their numbers of client’s service recovers and supporters have been increase rapidly. Even their employee number is now around 2000. They are maintaining their banking business with their 82 branches. For its diversified banking service, it has got a wide range of publicity and created a special image the banking area in the country. ABBL has started making profit from 1985 to still now. Now they are the second highest profit making organization among the private commercial banks of Bangladesh. As because AB Bank believes in modernization, AB bank should pay overtime to the officer who works beyond the working hours and the bank should provide daycare center for children if possible.

Case Study on Operational Management Essay Example for Free

Case Study on Operational Management Essay Confession: during my dating youth, no matter how much I liked a girl, no matter how much I wanted her and just her exclusively, I’d never tell her that purely for fear of looking weak and pathetic. If we were ever to move beyond the vague, undeclared status that characterizes every relationship in its early phase, well, that would be up to her. Most guys think this way. The problem with this strategy is that sometimes, a guy likes a woman so much that he’d rather not wait for her to initiate The Talk. Or, if you’re like me, you’re over 30 and generally cranky and impatient, so you’d like to know where things stand before too many months of amorphous pseudo-commitment go by. The challenge is to share your feelings in a way that will help you get what you want and won’t make you seem like you’re groveling and/or desperate. Here are some tips to keep in mind. This should seem obvious, but guys can still be presumptuous and make all kinds of embarrassing mistakes. â€Å"I was seeing this girl and I changed my Facebook profile to say ‘In a Relationship,’† admits PJ. â€Å"And she was like, ‘Who are you in a relationship with?’ I was like, ‘You!’ I could tell she wasn’t exactly happy about it.† The lesson: You have to get her to say â€Å"yes† to the idea of dating exclusively before you are in fact dating exclusively. This brings us to our next piece of advice†¦ Browse Local Singles at Match.com on Yahoo! Make sure there’s a good chance she’ll say yes The conventional wisdom is that women are always ready to have a boyfriend. And maybe that was true during the Eisenhower administration. But in the present day of Facebook and the near limitless possibilities of online dating, it is just as likely a woman wants to have what is euphemistically known as â€Å"having fun.† â€Å"Be really careful if she’s just finished a long-term relationship,† says James, a chef. â€Å"Or if she doesn’t return your phone calls right away. If your calls are going right to voicemail, and she doesn’t call you back for like eight hours, she doesn’t want you to be her boyfriend.† The guiding principle in asking a girl to be your girlfriend is to not appear desperate: No matter how good your intentions, you may never recover from it. â€Å"My boyfriend bought me a necklace and literally got on his knees and asked me to be his girlfriend,† says Shelia, a web designer. â€Å"I said ‘yes,’ but it was a little much.† Even less dramatic overtures can still feel over the top. â€Å"I was at dinner with this girl, and I took her hand and said ‘You know I’m not seeing anyone else,’† says Zach, a lawyer. â€Å"I thought we’d have this romantic moment, but she just looked at me like I was crazy.† Given that overboard gestures might make a woman uncomfortable, consider doing what most men do best anyway: asking in a more laid-back manner. Make sure the venue in which you’re asking is mellow as well — no fancy dinners, no propositions in front of family, and so on. Remember: You want to be in the kind of circumstances where her saying â€Å"no† won’t leave you feeling like a dolt for an extended period of time. â€Å"I think while you’re walking her home or driving her home is good,† says Eric. â€Å"That way you’re not stuck at some restaurant with this giant rejection hanging over you if she says no.† So how should you cough it up? A simple â€Å"Hey, I’ve been wondering whether we should date each other exclusively. What do you think?† should work just fine. It reveals your intentions, and yet leaves the door way open for her to say no thanks, she’s not ready for that yet. Another natural segue is if introductions will soon be in order — say, she’s meeting your friends and you’re wondering if you can say she’s your girlfriend. Or consider my friend Rebecca’s story: for around six weeks, she’d been dating this guy who was on break from grad school. â€Å"Then one weekend he was about to leave to go back to school,† she recalls. â€Å"And right before he left he said, ‘By the way, when I tell my friends about you, can I call you my girlfriend?’ I loved that!† Consider ending the relationship if she says no This is a good idea for two reasons. First, there’s nothing sadder than hanging around a girl who wants you a whole lot less than you want her. Remember high school, when you were in love with the girl who only wanted you as a friend? Well, it’s worse, since you’re getting enough relationship crumbs from the table to keep you involved, but not so few that you’re moving on with your life and trying to meet someone new. Second, by moving to end the relationship, you force her to consider life without you†¦ and she has to decide if that’s doable for her. Women are stereotypically the ones who use this tactic: â€Å"Marry me or I’m out of here;† â€Å"We need to settle down or I need to move on,† etc. And the only time we realize how much we love and need them is when they’re out the door. So learn from women. If you’ve done everything else right — you’ve asked her casually, you’ve made sure all the signs that she likes are there, and she still says no — tell her â€Å"I think you’re great, but I’m interested in something more serious.† You might leave with a heart that heals fairly quickly. Or you might get a call from her within a week or two, asking if when she tells her friends about you, she can call you her boyfriend. Steve Hamilton is a New York City-based freelance writer. Case Study on Operational Management. (2017, Jan 19).

Post-industrialized cities Essay Example | Topics and Well Written Essays - 1500 words

Post-industrialized cities - Essay Example The Chicago School asserted that cities do not develop randomly but instead they develop according to favourable conditions in the environment. One example of this is the way in which large urban areas are found predominantly along shores of rivers or on fertile plains, as those features have been advantageous to their development. The School was influenced by the processes which were seen to occur in nature such as the effects which competition in an area has on the distribution of the various species of animal in an ecosystem. This became part of the theory which asserted that cities become ordered into 'natural areas' through processes such as competition, invasion and succession. It was theorised that patterns of location, movement and relocation in cities follow similar patterns to those observed in any ecosystem (Giddens 06). Lewis Wirth claimed that urbanism was a way of life. He noted that there were distinct differences between the way which people lived their lives in urban areas and in rural areas. Wirth highlighted the heterogenous nature of the people in the urban area as the predominant reason for this difference. In rural areas, people in any particular area live similar lives, with similar cultures, beliefs and ideals. In comparison, those in urban areas are diverse in cultures, beliefs and ideals, which Wirth theorised could drive the division of the urban area to naturally divide into neighbourhoods in which these characteristics were shared (Wirth 64). While this may be true, Wirth neglected to note that there were internal factors which were present in urban areas and not in rural areas. For example different occupational factors and class factors were present in the urban areas at the time compared to the rural areas, and these may also have been driving forces in separation of the urban n eighbourhoods. Robert Park asserted that the city was a social organism which was formed of distinct parts joined together by internal processes. Park theorised that the 'web of life' ensured that competitiveness was present between inhabitants of any urban area and that this led to natural structuring of urban areas. This was a result of comparing the nature of urban areas to Darwinian struggle present in any ecological system. The model put forth by Park also has several criticisms. For example the comments which he makes toward natural processes and the structuring of society are oversimplified. There are many differences between humans and other creatures in nature such as technological advances. These ensure that humans are not dependent on the natural habitat in the same ways as other animals although there are still benefits to be derived from natural features. Park also fails to take account of other factors such as government regulations. While there are critiques to be applied to the Chicago School of urban ecology, I do generally agree that this is a simplified but accurate view of early cities. I feel however that cities have developed in the modern day past the theories put forward in this school. Paper 2 Cities and urban areas began to move from industrialised areas to post-industrial areas during the 20th Century, when manufacturing industries began to close down and were no longer the focus of these cities. The cities began to develop

Ethical Dilemma Case Study Example | Topics and Well Written Essays - 750 words

Ethical Dilemma - Case Study Example Linet came alone to the clinic, though had been married for 7 years and the last born was 3 years of age. At the clinic, she stated that her husband did not know of her pregnancy as they had agreed 3 years ago not to have other children due to their financial difficulties. Linet was determined to have another child despite her husband’s ignorance on the issue. When it came to HIV testing recommended as part of routine prenatal care, Susan declined saying they had both been tested with her husband before entering their marriage 7 years ago. She claims that she her first three children had been home delivered, and it is because of her complication that resulted in her last pregnancy, pre-eclampsia, that she decided to start attending clinics. Several weeks later, the nurse practitioner receives another new patient, â€Å"Peter Wanyama.† The patient states that he is concerned about occurrence of thrush symptoms, which had originally been treated 4 months ago. Peter states that he is HIV positive and had discovered his status 2 years ago. He is a long distance truck driver and sometimes sleeps out. He states that he always has protected sex with his wife. He says that in the past 1 year, he had been visiting an infectious disease specialist who lived 150 miles from where he lives. He states that he had consulted his specialist about th e recurrence of his symptom, of which he recommended Peter to seek immediate attention in the town which he lived. 2. Include one ethical principle and one law that could be violated and whether the violation would constitute a civil or criminal act based on facts in the law. The nurse on pulling the file of Linet Wanyama realized that Peter Wanyama was indeed her husband. The nurse practitioner became torn on this scenario as she had an ethical responsibility of informing Linet Wanyama of her need to have an HIV test due to a risk of transmission from her husband who was HIV positive (Lipe, 2008). Furthermore, Linet was living in a world where she believed her husband to be faithful to her when he went on long distance journeys (Lipe, 2008). In addition, informing Linet would help her make a decision on whether to have the child or not as the risk of mother to child transmission would be existing. Furthermore, such a disclosure would help in protecting the unborn child (White, 2008 ). Next, in informing Peter of his wife’s secret and coming open about his status to his wife, would at least help them make a decision as a family whether to continue with the pregnancy or not (Timby, 2009). The nurse got herself in such an ethical dilemma as in doing one right thing, would resulting in breaking some of the ethical rules which the medical practice stood by (White, 2010). If the nurse decided to inform the Linet about Peter’s HIV status, then he would have gone against the medical code of ethics of confidentiality. Nurse practitioners are often required to keep information about their patient’s secret (Martin, 2010). Going against one’s confidentiality usually leads to civil lawsuit (Janie, 2012). A nurse can be sued and even lose her job and certificate from the medical board in case of such a lawsuit. But in this scenario, in trying to keep quiet, would only result to more harm to the family (Daniels, 2009). If Linet is not informed for instance, she may not know her HIV status and hence not get enrolled in taking HAART; therefore increasing the chance of HIV related

Fast food restaurant Essay Example for Free

Fast food restaurant Essay Description of Great Burger GB is the fourth largest fast food chain worldwide, measured by the number of stores in operation. As most of its competitors do, GB offers food and combos for the three largest meal occasions: breakfast, lunch, and dinner. Even though GB owns some of its stores, it operates under the franchising business model with 85 percent of its stores owned by franchisees (individuals own and manage stores, pay franchise fee to GB, but major business decisions (e.g. , menu, look of store) controlled by GB). McKinsey study As part of its growth strategy GB has analyzed some potential acquisition targets including Heavenly Donuts (HD), a growing doughnut producer with both a U. S. and international store presence. HD operates under the franchising business model too, though a little bit differently than GB. While GB franchises restaurants, HD franchises areas or regions in which the franchisee is required to open a certain number of stores. GBs CEO has hired McKinsey to advise him on whether they should acquire HD or not. 1. What areas would you want to explore to determine whether GB should acquire HD? The team started thinking about potential synergies that could be achieved by acquiring HD. Here are some key facts on GB and HD. Exhibit 1 |Stores |GB |HD | |[pic]Total |5,000 |1,020 | |[pic][pic]North America |3,500 |1000 | |[pic][pic]Europe |1,000 |20 | |[pic][pic]Asia |400 |0 | |[pic][pic]Other |100 |0 | |[pic]Annual growth in stores |10% |15% |. |Financials |GB |HD | |[pic]Total store sales |$5,500m |$700m | |[pic]Parent company revenue |$1,900m |$200m | |[pic]Key expenses (% sales) | | | |[pic][pic]Cost of sales |51% |40% | |[pic][pic]Restaurant operating costs |24% |26% | |[pic][pic]Restaurant property equipment costs |4. 6% |8. 5% | |[pic][pic]Corporate general administrative costs |8% |15% | |[pic]Profit as % of sales |6. 3% |4. 9% | |[pic]Sales/stores |$1. 1m |$0. 7m | |[pic]Industry average |$0. 9m |$0. 8m | [pic] 2. What potential synergies can you think of between GB and HD? 3. The team thinks that with synergies, it should be possible to double HD’s U. S. market share in the next 5 years, and that GB’s access to capital will allow it to expand the number of HD stores by 2. 5 times. What sales per store will HD require in 5 years in order for GB to achieve these goals? Does this seem reasonable? Use any data from Exhibit 1 you need, additionally, make the following assumptions: †¢ Doughnut consumption/capita in the U. S. is $10/year today, and is projected to grow to $20/year in 5 years. †¢ For ease of calculation, assume U. S. population is 300m. 4. One of the synergies that the team thinks might have a big potential is the idea of increasing the businesses overall profitability by selling doughnuts in GB stores. How would you assess the profitability impact of this synergy? 5. What would be the incremental profit per store if we think we are going to sell 50,000 doughnuts per store at a price of $2 per doughnut at a 60 percent margin with a cannibalization rate of 10 percent of GBs sales? Exhibit 2 |Sales and profitability per store | | |Units of GB sold per store |300 thousand | |Sales price per unit |$3 per unit | |Margin |50 percent | | | |Units of HD sold in GB stores |50 thousand | |Sales price per unit |$2 per unit | |Margin |60 percent | |Cannibalization rate of HD products to GB products |10 percent | 6. You run into the CEO of GB in the hall. He asks you to summarize McKinsey’s perspective so far on whether GB should acquire HD. Pretend the interviewer is the CEO–what would you say?

Political Bosses in America Essay -- Politics American History

Political Bosses in America As industrialization caused cites to grow in leaps and bounds, political bosses started to take power. As the 19th Century came to a close, almost every sizable city had a political boss, or at least had one rising to power. Tons of immigrants from every part of the world began to pour into the major cities. Cities have had diversity in the past, but the huge diversity of the American cities was unique. The only thing the new immigrants had in common with each other was the dream of becoming rich and the poverty of their current state. Unfortunately, so many different people with so little in common often left tension between different groups on the edge of becoming violent outbreaks. The famous Tammany set the example early on of how to broaden it's ow...

A Study of Recruitment & Selection Process in Bank

A STUDY OF RECRUITMENT & SELECTION PROCESS IN BANK A project proposal (synopsis) report submitted in partial fulfillment of the requirements of the award of the degree of MASTER OF BUSINESS ADMINISTRATION (MBA) From Guide: Dr. Nitin G. Vighne By: PRN. No. :- 200801737737 Study Centre No. :-44175 *SESSION: 2009*-10 To YASHWANTRAO CHAVAN OPEN UNIVERSITY, NASHIK (M. S. ) Title: A STUDY OF RECRUITMENT & SELECTION PROCESS IN BANK Without a sound and effective banking system in India, it cannot have a healthy economy. The banking system of India should not only be hassle free but it should be able to meet new challenges posed by the technology and any other external and internal factors. For the past three decades India’s banking system has several outstanding achievements to its credit. The most striking is its extensive reach. It is no longer confined to only metropolitans or cosmopolitans in India. In fact, Indian banking system has even reached to the remote corners of the country. This is one of the main reasons of India’s progress. During the first phase of financial reforms, there was a nationalization of 14 major banks in 1969. This crucial step led to a shift from Class banking to Mass banking. Since then the growth of the banking industry in India has been a continuous process. The Government’s regular policy for Indian bank since 1969 has paid rich dividends with the nationalization of many private banks of India. As far as the present scenario is concerned the banking industry is in a transition phase. The Public Sector Banks (PSBs), which are the foundation of the Indian Banking system account for more than 78 per cent of total banking industry assets. Unfortunately they are burdened with excessive Non Performing assets (NPAs), massive manpower and lack of modern technology. On the other hand the Private Sector Banks in India are witnessing immense progress. They are leaders in Internet banking, mobile banking, phone banking, ATMs. While at the same time, the Public Sector Banks are still facing the problem of unhappy employees. There has been a decrease of 20 percent in the employee strength of the private sector in the wake of the Voluntary Retirement Schemes (VRS). As far as foreign banks are concerned they are likely to succeed in India. Some Banks in India: – ING Vysya Bank, HDFC Bank, Industrial Development Bank of India, SBI Bank, ICICI Bank; etc. In today’s rapidly changing business environment, organizations have to respond quickly to requirements of the people. The Financial market has been witnessing growth which is manifold for last few years. Many private players have entered the economy thereby increasing the level of competition. In the competitive scenario it has become a challenge for each company to adopt practices that would help the organization to stand out in the market. The competitiveness of a company of an organization is measured through the quality of products and services offered to customers that are unique from others. Thus the best services offered to the consumers are result of the genius brains working behind them. Human Resource in this regard has become an important function in any organization. All the practices of marketing and finances can be easily emulated but the capability, the skills and talent of a person cannot be emulated. Hence, it is important to have a well-defined recruitment policy in place, which can be executed effectively to get the best fits for the vacant positions. Selecting the wrong candidate or rejecting the right candidate could turn out to be costly mistakes for the organization. Therefore a recruitment practice in an organization must be effective and efficient in attracting the best manpower. Like in the case of BPO’s, banking sector too faces the problem of attrition. Thus, recruitment is an ongoing process carried through out the year. The project is based on the study of recruitment process. The various recommendations suggested have been the result of the study. The idea is to generate ways of dealing with high attrition and making hiring process manageable and efficient. To know the recruitment and selection process in Banks. To know the purpose & importance of Recruitment & Selection process for the banks. To know the challenges faced by HR Department in these Processes. To know the sources used by the banks for the recruitment and selection process. To know factors effecting the on the Recruitment & Selection process & working of the banks. To evaluate the recruitment and selection process in banks. 4. HYPOTHESIS 5. RESEARCH METHODOLOGY A Research design is simply the framework of plan for a study that guides for the collection and analysis of data. The study is intended to know the Recruitment and Selection Process in the two banks and comparing the processes held. The study design is descriptive in nature. Descriptive study is a fact-finding investigation with adequate interpretation. The descriptive studies come under formal research. It is the simplest type of research and is more specific. It is mainly designed to gather descriptive information and it also provides basic information for formulating more sophisticated studies. Nature of the Study – This research is ‘Quantitative’ and ‘Qualitative’in nature. RESERCH METHODS:- SAMPLING DESIGN Sampling Method Used: – DATA COLLECTION:- Sources of Data collection Primary data Sources– Personal Interview Structured Questionnaire Ope_n-ended Questions_: – It is a type of questions that requires participants to respond in his/her own words without being restricted to pre-defined response choices. Close-ended Questions: – It is a type of questions which restrict the interviewee’s answers toper-defined response options. Secondary data Sources – Study of recruitment and selection at ICICI & HDFC Banks by the manual provided by the HR department. Internet Books Newspapers Magazines Journals 6. *Expected Contribution Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its workforce. Begin identifying and preparing potential job applicants who will be appropriate candidates. 10. Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants 6. CHAPTERISATION Introduction Research methodology & limitation Company profile Product profile Problem analysis Data analysis conclusion & recommendation Bibliography

Managing for Organizational Integrity Essay

This article by Lynn Sharp Paine addresses the necessary and often overlooked relationship between business management and ethics. With most managers focused on bottom line results, the concept of ethics is often lost in rushed daily decisions or is not considered at all. But as the article suggests, a clear commitment to integrity-based management can not only avoid unnecessary legal complications in the courts but can strengthen business operations in times of stress and uncertainty, precisely the occasions where ethics are tested by exigent circumstances. Some CEOs and business models concentrate their ethics evaluations on the most obvious parts of the organization, such as departments like compensation committees where individuals with poor integrity can cause great harm. However, greater attention should be placed to all parts of the organization from executive management down to the retail sales floor. As was noted during the analysis of the Beech-Nut apple juice case study, many individuals within the organization knew of substantial problems with the product but were afraid of being considered â€Å"Chicken Littles† if concerns were raised within the firm. The subsequent legal settlements and damage to the reputation of the company only reinforces the rule that ethics should be universally viewed as important within all parts of the organization chain and not merely a quaint or outdated theoretical consideration. The framework of an integrity compliance program cannot merely ask the simple question â€Å"If it’s legal, it’s ethical† and move on. Many professional actions and business procedures are lawful but not in the company’s best interests to perform since they are viewed as either unethical or intentionally negligent. An excellent illustration of this principle in action is the Solomon Brothers case study outlined in the text where four top officials of the firm failed to report wrongdoing by others. There was no law, regulation, or internal company policy that required this disclosure, suggesting that the behavior itself was not considered â€Å"unethical† in any way by society, the legislature, or even the firm’s own ethics committee. Nevertheless, the actions were considered as such by the  investing public and the Wall Street community that penalized the firm for its inaction in the face of misconduct. This case sets a clear standard that relying upon written ethics policies does not provide a clear safe harbor in case of potential misconduct. Put another way, just because an action is not expressly unethical according to some objective guide or measure does not make any specific behavior either ethical or even correct. An ethics compliance plan sounds like a reasonable solution to the problem of business ethics, but the issues are not that simple to solve with merely a board’s review of potential conflicts. Legal compliance, of course, is not the issue since all firms must comply with the law. A standard of ethical compliance suggests there is one ethical standard by which one can comply, a fact that is more true in the exception than the rule. A personal commitment to the highest ethics possible by visible business leaders and managers certainly is a prerequisite to any compliance plan. Another important goal should be the integration of ethics into the daily business model as seamlessly as possible to make these rules a constant reminder, in other words, not some distant academic rule to be avoided if possible but a clear path that guides retail decisions at all levels of the organization. A commitment to ethics management within a firm can reduce internal criminal misconduct and also provide a company with an added boost of public confidence and reliability. Moving away from lawyers making ethics decisions to having them assist in the formation of ethics consistent with legal practice is a superior solution because it changes the scope of the business decision process. By concentrating on ethics instead of legality makes the decision-making process fuzzier and more cumbersome since ethics are subjective and not bright light tested like most statutes which clearly delineate acceptable conduct from illegal ones. But a focus on ethics, especially through a visible and vocally supported ethics compliance program, can broaden the executive decision-making process from what is merely legal to what is morally correct. The public (and all judges and juries) expect business executives to have higher moral considerations that what is legal or what is not prohibited in a company employee handbook.

Smart Goals Management Essay Sample

Smart Goals Management Essay Sample Smart Goals Management Essay Example Smart Goals Management Essay Example This paper explores the issue of goal-setting and in particular SMART technique. Although there are many interpretations and variations of this acronym, originally it states that any goal should be specific, measurable, attainable, relevant and time-bound. This work examines Larrie Rouillard’s, John Lawler’s, Lois J. Zachary’s, Edwin A. Locke’s, Gary P. Latham’s researches in goal-setting and suggests that SMART technique is rather new and actual tool in goal-setting, but it cannot be applied to any situation. That is why it is important to analyze the situation before targeting. SMART Technique Each person in his life should not only have goals, but strive to achieve them. If a person has no clear goals or does not try to achieve them, he loses the meaning of life. So claimed sages in antique times, and now almost all modern psychologists tend to support this judgment. In any job, goals-setting is also very important. Even if the goal is to increase sales efficiency it is important to understand how, what and why it is done. Awareness of company’s or personal needs and desires will enable the choice of a shorter and more efficient way to achieve the desired result. Goals are important because they serve as a roadmap guiding and moving in the direction to desirable way of life. Goals help turn ideas into action and dreams into reality. Having goals does not mean it is impossible to live in the moment. It simply means that there is a developed plan to see beyond it. Thinking beyond today gives greater control over human destiny. Goals should not be limited to careers and education. It is necessary to set goals for every area of life (Mack, 2007, p. 164). It is necessary to specify a goal to know where you want to move and what your direction is. Uncertain goals lead to uncertain results. One of the main tasks of management is to establish objectives for the organization as a whole system to determine the reason of its foundation, operation and development. Targeting is a starting point in the work of the manager, which is very valuable in marketing, management and life. Each management objects’ life cycle begins with the stage of creation, which primarily determines the goals and objectives of the organization, its specialization, size, resources, markets of products or services, etc. Firstly, it is necessary to establish the mission which is the overall objective of the company, expressing the reason for its existence. It usually specifies the status of the company, declares its working principles, the real intentions of its leaders, defines the most important characteristics of the organization. There are many definitions of a goal This term is concerned by many authors from the point of view of psychology or marketing. In most cases, these definitions bear the same meaning but are expressed in different words. According to Rouillard (2003), â€Å"a goal is a specific and measurable accomplishment to be achieved within a specified time and under specific cost constraints† (p. 4). There are two types of goals: long-term goals (from 1 to 10 years or more) and short-term goals (from one month to one year). Short-term goals should comply with long-term ones and help to achieve them. Science of management has not developed any universal rules applied in the formulation of the goal. Thus, researchers define several criteria which make goal-setting easier, more accurate and achievable. SMART Criteria Although it is often attributed to Drucker, the acronym SMART for objectives is not specifically mentioned in The Practice of Management, though the emphasis on specificity in SMART terms is clearly part of the approach (Lawler Bilson, 2010, p. 85). The first known use of the term was mentioned in November 1981 in the Management Review by George T. Doran, who is commonly believed to be the creator of this tool of targeting. This technique can be easily understood. According to the SMART criteria, any goal should meet five criteria that are encrypted in the acronym SMART in order to be easier or more achievable. However, its exact content is rather indefinite. Over thirty years of the technique’s existence dozens variations of it were created; there even appeared additional letters (SMAART, SMARTER). The list below shows the original transcript of the acronym letters and the later variations. S specific (later also: sustainable, stretching, significant, simple, even small) M measurable (later also: meaningful, manageable, motivational) A attainable (later also: appropriate, achievable, acceptable, agreed, assignable, ambitious, attractive) R relevant (later also: resourced, realistic, resonant, rewarding) T – time-bound (later also: timed, time-framed, time-oriented, time-based, timetabled, timely, trackable, time limited, tangible) Any goal should match each SMART criterion. If the goal does not match at least one of them, it is set incorrectly. In this case either it is not possible to reach the goal, or the result will be not the one desired. To set the goal, it is necessary to specify it according to the criteria in a written form. The golden rule of management says, what is not written does not exist. It is highly important to write goals and objectives because it gives the person a chance to read, reread, absorb them, and observe his progress (Wilson Dobson, 2008, p. 4). Poorly written objectives fail to convey any management commitment to achieve particular results, and they provide little guidance for defining meaningful measures to assess performance (Poister, 2008, p. 63). Formulating SMART goals is an iterative process that requires time and good conversation. It usually begins with discussion of a fairly broad statement of intent and moves from the general to the more specific and focused. Ideally, it is necessary to sharpen the focus of the goal and articulate it in a written form (Zachary Fischler, 2009). Specific Goals Setting a goal, it is necessary to ask the question about what you want to get as a result of its implementation? Why is exactly this criterion so important? It is needed to form the view of the intended result in mind. In case of setting a goal for employee, it is necessary to put original image of the result into his mind. During the presentation of the goal, the employee forms his own idea of the result. Finally, it may happen that the manager and the employee imagine the same goal in different ways. To avoid this, feedback is needed; it is necessary to check whether the employee understood his task. That is to achieve a clear understanding from the answer to the question what the result of the goal implementation should be. Strive to leave as few default issues as possible. Otherwise, the risk of not achieving what is planned increases, especially in the new and unusual situations. Measurable Goals Measurability of goals presupposes criteria (meters), which determine whether the goal is achieved and to what extent. If there are no meters, it becomes very difficult to evaluate the results of the work and monitor the process fairly. Examples of the criteria, which can be used to measure the goal: Percentages, ratios (this criterion is applicable to situations in which there is an opportunity to plan and analyze recurring events; for example, if the goal is to increase sales, the increase of sales by 30 percent serves as a meter); External standards (this criterion is applicable in cases when it is necessary to get a feedback; for example, if the goal is to improve service, positive review of the customer serves as a criterion for its implementation) ; Frequency of an event (for example, a sales manager’s job is successful if every second (third, fifth) client comes back to him for service again); Averages (this meter can be used when there is no need for a breakthrough in work performance and the only need is to provide stability and maintain the quality of the work, for example, three (five, ten) sales representative’s visits of stores monthly); Time (for a definite period it is necessary to achieve definite results; for example, the goal is to increase sales by 30 % over 6 months); Prohibitions (some actions are prohibited, and disobedience is followed by punishment; this is a specific criterion, but sometimes it can be used successfully; for example, the goal is to reduce delays when the criterion for each delay is fine) ; Compliance with corporate standards (every organization develops its own standards, the eligibility criteria is to do the job as it is accepted in the company); Approval of the leaders (this means that the manager of the company should approve an employee’s ideas or projects; it can be a subjective opinion, but if the employee at the time of targeting knows that this criterion of evaluation is used in the situation, he will strive to satisfy his manager; for example, if the task is to draft marketing activities not later than January 20, the criterion here is to get the manager’s approval). There is also another approach to measure goals However, it is more applicable for personal goals than company goals (for example, if the person wants to learn a foreign language). Grade from 1 to 10 how close you are now to your goal (what is your level in a foreign language now). Grade from 1 to 10 how much do you aspire to get when the goal is achieved (what level do you want to have). Determine how you will get to know about your achievements (for example, whether you can write in a foreign language without a dictionary or communicate with foreigners). Achievable Goal When setting goals, the manager should consider professional opportunities and personal qualities of the employees. The manager needs to answer the question about how to keep the balance between tiresome work and achievable result. The goals adjustment mechanism is helpful here. It states the necessity to set goals appropriate to the employee’s experience and individual characteristics. At the same time, the employee should not be underestimated, and the intense rhythm of work should be kept. In situations where it is necessary to improve the overall performance of the team, there should be used different approaches to the employee with good results and the employee who barely fulfills existing norms. This strategy is also applicable to new employees and employees who have been working for the company for a long time. A more accurate interpretation of the word â€Å"achievable† in relation to the context of the goal may be â€Å"individually achievable†. This mea ns that goal should always challenge worker, bring him out of the comfort zone and immerse him into the development zone while maintaining his aspire to self-actualization by making some efforts. It is always necessary to challenge workers because such achievements motivate them, but it is also necessary not to make goals too stretching because it demotivates employees (Yemm, 2012). High or hard goals are motivating because they require one to attain more in order to be satisfied with low or easy goals. Feelings of success in the workplace occur to the extent that people see that they are able to grow and meet job challenges by pursuing and attaining goals that are important and meaningful (Locke Latham, 2006, p.265-268). It seems appropriate to distinguish several types of employees in the company: Skilled worker, ambitious â€Å"star†; Skilled worker, enterprising, moderately ambitious; Skilled worker, adherent of stability, routine; Longtime employee, passive, diffident; New employee who has just come into the company. Depending on the type of the employee, it is necessary to use different approaches to make company goals attainable. The second option is setting the goal, which provides the improvement of effectiveness a half closer to the limit of possibilities. Such a problem is pertinent for those team members who have a long experience of successfully coping with their problems, but do not look for novelty and do not tend to stand out. Although, the goal to increase labor productivity may cause some resistance from the employee, it is doable because of his competence. The third option of goals adjustment mechanism application targets to improve performance of the work significantly and get closer to the limit of possibilities. Experienced and enterprising employees who aspire to career development with their desire to achieve more are ready to work harder and achieve better results. Finally, the fourth option is setting the goal above the limit of possibilities. As it is already possible to conclude, such a targeting is applicable to the most ambitious and successful team members. These employees have high results, but in order to remain on the first place they also need to develop, solve more difficult problems in comparison with the ones they have already solved. Thus, given the experience and individual personality traits, it is possible to set goals to the employees, which will stimulate their intensive work and development. Relevant Goal This is the next criterion of setting SMART goals. Reflecting on whether the task is significant, it is necessary to answer the question why the employee must perform this task (why it is important for the goals of the company). In formulating personal goals, it is necessary to determine in advance, what is its purpose. It is necessary simply to know the answer to one question: â€Å"Why?†. Another question to validate and correct formulation of the objectives is â€Å"What for?† Here is an example: a person sets a goal he wants to make X-sum of money. He should immediately ask himself the question â€Å"Why?† The answer is â€Å"Then I buy something!† â€Å"Why?† – â€Å"To do something else† And so on. At the end of the chain, there should be approximately the following answer: â€Å"Because this will make me happy†. If this is what will make you happy, then you are on the right track. Otherwise, if at the end of the chain you have plunged into uncertainty, it was the wrong personal goal. Time-bound Goal Date or the exact period of performance is one of the main components of the goal. It can be either a fixed date or it may cover a certain period of time. Goal works like a train. It must have clearly established departure time, arrival time and duration of the way. This temporary restriction helps to focus on the goal at a given time or even earlier. Goals without deadlines or time schedule which often appear to be vulnerable to everyday crises are possible in any company. Setting deadline is very important for motivation. It defines how much time is available and if there is any flexibility (Richman, 2011, p. 66). Depending on the time of their achievement, goals can be divided into long-term goals and short-term goals: Long-term goals are the objectives that person sets for the end of the year, for four or five years from now, or even for a lifetime. However, there are times when long term goals can seem awfully far in the future. Short-term goals also known as proximal goals, can be set for an hour from now, or for the end of the day, week, month. By accomplishing daily, weekly, and monthly goals, person moves closer to long-range academic, career and personal goals (Van Blerkom, 2011, p. 36). SMART Technique Application Even though SMART technique is very useful tool in targeting, it is important to understand that this is not the universal tool, and it cannot be applied to any situation and any company. The following criteria determine whether the SMART technique is useful in the situation: Dates of goals achievement should be actual. Long-term planning for SMART technique does not make sense in a rapidly changing situation where the goals lose their actuality before they are achieved. There are some situations when not a particular result, but a movement in a particular direction is important. In this case, the SMART technique cannot be fully applied. The technique involves making efforts to achieve the goal. If any actions are not planned, the effectiveness of the methodology is low. Spontaneous planning is pertinent to some people. After clarifying the meaning of the acronym SMART, it should be noted that in 1996 Edwin Locke from the University of Maryland published the results of his research on goal setting and motivation. This study involved more than 40,000 people from eight countries from children to scientists. Some of the results of this study are the following: The more difficult the goal is, the greater pleasure the person achieving it gets. The more specific the goal is, the easier it is to regulate activities. Objectives which are both specific and difficult determine the best efforts used to achieve them. The person makes better progress when he is convinced that the goal is important and achievable. Goal-setting is most useful when there is feedback indicating progress toward goals. Goal-setting mediates the impact of previous experience on subsequent action. Targets stimulate planning. People have more difficulties in achieving the goals if they have no experience or training, or if they are under extreme pressure, especially time limitation. Targets influence personality. Targets are the standards to measure the feeling of satisfaction. In order to gain a complete understanding of SMART goals, it is necessary to use them in practice. This includes setting both personal and company goals, which will help to determine efficiency or inefficiency of the technique.