Exam 2 Operations Management - 2658 Words

Exam 2 1. award: 0 out of 10 points The objective of strategic capacity planning is to provide an approach for determining the overall capacity level of labor-intensive resources. | False | 2. award: 10 out of 10 points Best operating level is the volume of output at which average unit cost is minimized. | True | 4. award: 10 out of 10 points Overtime and personnel transfers are solutions to capacity problems in the intermediate term. | False | 5. award: 10 out of 10 points Capacity flexibility means having the ability to rapidly increase or decrease production levels, or to shift production capacity quickly from one product or service to another. | True |†¦show more content†¦The assembly line needs to produce 6 units per hour and there is room for only four workstations. The tasks and the order in which they must be performed are shown in the following table. Tasks cannot be split, and it would be too expensive to duplicate any task. | TASK | TASK TIME (MINUTES) | IMMEDIATE PREDECESSOR | A | 2 | — | B | 3 | — | C | 8 | — | D | 5 | A-B-C | E | 5 | C | F | 2 | E | G | 4 | E | | Required: | (a) | What is the workstation cycle time? | Cycle time | minutes per unit | (b) | Balance the line using the largest number of following tasks, so that only four workstations are required. Use the longest task time as a secondary criterion. (Leave no cells blank - be certain to enter 0 wherever required. Round your answers to 1 decimal place.) | Work station | Task | Idle time | I | C-A | | II | E-B | | III | D-G | | IV | F | | | (c) | What is the efficiency of your line balance? (Round your answer to 2 decimal places. Omit the % sign in your response.) | Efficiency | % | Explanation: (a): C = production time per day/required output per day | = 60 minutes per hour/6Show MoreRelatedSP15 SCM 305 Syllabus1256 Words   |  6 Pages1:00-2:15, Tuesday/Thursday Instructor: Joe Walden E-mail: joewalden@ku.edu Office: 118i Summerfield Office hours: Tuesday/Thursday: 9:00-11:30 PM; Monday/Wednesday 8:00-10:30; Or by appointment TAs: Jamie Mack Pamela Carper Deepa Anant Jill Carroll Angie Kim Course Description: This course is an introduction to decision making encountered in business and everyday life. The course covers selected tools in probability, statistics, economics, operations researchRead More460 Syllabus KWONG Winter 11 121220855 Words   |  4 PagesCASE STUDIES IN OPERATIONS MANAGEMENT Winter 2011, SHC C368 Instructor: Kern Kwong, Ph.D. Office: Simpson Tower 805 College of Business and Economics California State University, Los Angeles Office Hours: Tuesday: 2:00-6:00 p.m. Email: kkwong2@calstatela.edu Website: http://instructional1.calstatela.edu/kkwong2/Mgmt460 Office Telephone: 323-343-2899 [Use email if you need a reply quickly.] Course Description Management 460 is a case studies course in the management of manufacturingRead MoreCase Study Assignment1060 Words   |  5 Pages Course Title : Supply Chain Management Class Timing: Wednesday 7:00 P M to 10:10 PM Class Room: NAC 506 Section: 1 Instructor Information Instructor: Kanchan Das, Ph. D. 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Violent Media Creates Monsters - 825 Words

Children who are exposed to violent media may be more likely to behave in aggressive or harmful ways toward others. Children may become less sensitive to the pain and suffering of others as they deal with killing and cruelty most of the time. All shows and games need the kid to kill his enemy to win, he feels happy after killing or destroying whatever facing him to reach the top. Thats why Im not surprised when they become violent or cruel, they enjoy the surfing of others and this moves with them psychologically from media to reality. This is the moment when the kid starts to change into a monster. Also, children who watch a lot of violent T.V shows are more likely to think that the world is a mean and dangerous place. Imagine, when your life is full of fear, running, killing and blood, what will you feel. Of course you will be afraid of living in such world. You will expect harmful actions from outside world all the time and as a result you will be terrified and live in fear from t he entire world. Violent shows or video games are really harmful not only for children but for all the family, society and the world as well. Violent T.V shows and video games can increase childrens aggression. Dr Phil explains the number one negative effect is they tend to in appropriately resolve anxiety by externalizing it. They can attack someone, they can kick a wall or they can be mean to a dog, abet or even people. It means that the kids who are exposed to violent shows orShow MoreRelatedScience In Frankenstein Essay1590 Words   |  7 Pagesbetween science and its effect on society. Many critics and writers say Shelly’s success was because it is written to the cultural enrichments of science, I agree, and would go on to say that the scientific advancements in our society today are a monster as well. To begin, Victor Frankenstein was a curious scientist. 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During the 1970 s movies concentrated on punishing women who sexualized themselves by killing and committing violent acts againstRead MoreThe Effects Of Pornography On Society, An Up And Coming Monster Slowly Awakening From Its Deep Slumber1471 Words   |  6 PagesDecember 2016 The Effects of Pornography There is a new threat to society, an up and coming monster slowly awakening from its deep slumber. Pornography is this monster and it is a problem. Pornography has been around since the mid-1600’s, during the 1970’s the industry was revolutionized by the beginning of the internet and the changes in social mores, allowing them to create more uncommon and risque media. Since that time though it has only grown into a bigger problem for many people, which canRead MoreViolent Video Games Have Blamed For School Shootings1254 Words   |  6 Pagesand play violent video games all day† (Smith). 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Extension Lightweight Design Thinking Tools â€Myassignmenthelp.Com

Question: Discuss About The Extension Lightweight Design Thinking Tools? Answer: Introduction The conceptualization of a new product service is one of the most demanding and mentally taxing things in todays world. In a market competition that is so fierce and an unforgiving market conditions make it even harder to be able to penetrate any market or industry with something new. It is vital to come up with something that would be able to grab the consumers attention easily and ensure itself a proper and extended market share. Even though it is virtually impossible to invent something entirely new in a marketing scenario where technology dominates everything and has almost every single need of the consumers covered, it is still possible to innovate on something already existing in the market. The innovation should be something revolutionizing, nonetheless, or the customers would be reluctant to opt for the new product and stop using the product they already use. This innovation motive has led the desire to design the app that would help the customers to avail necessary products, while still keeping the environmental needs in mind. There are many restaurants in almost all parts of the country, which close down relatively early in the evening. This makes it very difficult for some of their customers to avail the food from their preferred restaurants because their work is not wrapped up by then or maybe due to being stuck elsewhere or simply because of traffic (Papargyropoulou et al., 2014). Swinton has made an app that would help the customers to be able to avail these food items even after the restaurants are closed. Moreover, the items will be priced at half of their actual prices so that even a bigger customer faction can be used. Furthermore, this would be beneficial for the restaurants as well because their food products will not be wasted. The app would be aiming to balance the market needs as well as the environmental aspects of running a business. Currently there are no other apps or services that offer this benefit and Swinton hopes that their uniqu e services would be hugely popular. The prime objectives and vision of the innovation Food wastage is a major issue in todays world (Lawrence, Richards Lyons, 2013). Where there are people and children in parts of the world, who are so unprivileged that, they cannot afford even the basic necessities, the first world countries waste food at an alarming rate, daily. This is a serious issue and needs to be dealt with at an earliest. Swinton is focused to contribute even a small part in this global problem and try to reduce food wastage. While adhering to the environment is important, at the core of any business lays the interest of the customers and the motive to generate a profit. Swinton believes that their initiative will show a positive outcome and both the customers and the planet will be benefited from the initiative. The business plan It has been noticed that many people in the country hold grievances for not being able to order their favorite food from their favorite diners because many of them close at about 6 pm. This makes even the restaurants incur a loss as their daily food go to waste and they have to restock everything again the next day as the country has strict laws about fresh food products (Farr-Wharton, Choi Foth, 2014, December). Swinton has been conducting financial surveys to understand whether the customers would be interested in being able to avail the food items at their preferred time, after the restaurants have closed for the night, at a price lower than the actual prices. It has also been conducting surveys to get an insight about the collective mindset of the restaurants to fathom whether they are interested to sell the food at a lower price. Market results are showing positive results: both parties have shown genuine interest in the idea. The restaurants are going to be benefited because t heir food will not go to waste (Cannone Ughetto, 2014). The customers are happy because their favorite food will not elude them because of traffic anymore; as well as they will be available at half of the prices. Restaurants will have to pay a certain amount as subscription for the app, which will highlight the products of each restaurant to the customers, based on the location of the customer. This would further enable the customers to choose from an array of options. Above all, the environment will be taken care of as no excess food will have to be disposed off. The humanitarian grounds of the app will surely make it attractive for many (Armstrong et al., 2015). Launch plans and tools to be used Swinton has already designed a basic form of the app and market tests are soon to be executed. The company knows that just designing the app is not the final goal, rather it is just the beginning of the journey. The app has to be launched into the market in a proper way. It has to exploit advertising and other marketing tools to ensure maximum market exposure and the most market share possible (Liedtka, 2015). In order to achieve this Swinton still has to carry out a number of tasks to reap the benefits of the app. Launching the app into the market requires just as much as designing, thinking, planning and execution as it needs to create the product itself. Rather, market launching is a more complex and extensive process, because it has to take care of a number of aspects and market surveys are incredibly taxing. The tools that are supposed to be used by Swinton are: The first basic things that are to be understood are the three questions of What? How? Why? These are the three primary questions that are used to understand why would something be produced or innovated in the first place: the market demands for it (Manzini Coad, 2015). Visualization: In order to create the solution of a problem, one must first understand the problem in depth and in its entirety. Interviews, market observations must be done to understand the market, and they yield a huge amount of data. These data have to be analyzed to properly, and coherently, understand what are the drawbacks of the sector and what can be done to help solve the problems. Visualization is the first step towards of creating any product, as well as understanding how to market a new product so that the customers can understand the extra benefits the product is offering, which is not provided by the other similar products (Norman Verganti, 2014). Swinton is using all the data collected to understand the market needs and hope to advertise the app into the market in such a way that would help the customers to understand the difference easily. Journey mapping: Mapping the journey means that the entire path that is to be taken towards success has to be understood before even setting off to the new venture. This may be considered as an extensive part of the visualization process itself. It is essential to have a prior knowledge about how would the product serve the customers, or how would it have to be projected on to the market so that maximum people opt for it. This journey planning is being extensively done by Swinton to understand the customer mentality and how would that be met. The market introduction plan will be helped if the company knows exactly what issues is the product going to solve. Value chain analysis: This tool would enable the company to cohesively understand why would their app be opted for by the customers: what would the value be for the customers against the money they are going to spend (Amit Zott, 2014). It also would help the company to understand its own value from delivering the app to the market. Mind mapping: The journey begins with a single idea revolving around the notion to help the customers and give them a service they should be getting already. More ideas are subsequently attached to it as the venture progresses. Currently, the company understands that their product would enable the customers, the restaurants and the environment to be benefited. Further plans and ideas would be developed along the journey, based on the needs or requirements that would be noticed (Carlgren, Rauth Elmquist, 2016). Brainstorming: Considering a lot of ideas and holding extensive meetings so that no information is left out or no0 stone is left unturned, would make sure that Swinton explores all the aspects of running a business before being introduced into the market. Swinton has teams that are specifically aimed to keep discussing different ideas which would help the company to explore different paths and marketing tactics to further help the motive of making the app in the first place. Concept development: Being able to rapidly develop upon a single idea or concept is essential for keep the business interesting and appealing to the customers. The product has to be constantly upgraded, in lieu with the changing customer demands. Swinton will be first establishing a proper idea about the purpose of the app and the customer interests in question and then decide upon the marketing strategies accordingly. Assumption testing: This tool is a mode to understand the key assumptions, which serve as a guideline to understand the reason for creating a service. This tool will be extensively used by Swinton to fathom and bridge the gap between the customer demands and the services offered. These are all hypothetical scenarios and have to be assessed carefully and properly before randomly jumping into a decision (Frow et al., 2015). Prototyping: Every product has to be tested in reality and on-hand, before being rolled out to the market. Swinton has created prototypes of the app, that will enable the company to make necessary changes along the way, as new problems are faced or shortcomings are observed. Co-creation: There are no other better to understand the market demands than the customers themselves. Swinton hopes to get help from the customers they aim to serve to gain insights about what features can the app have to be successful in the market. Launch planning: The final step would be requiring the company to use these very same tools once again to effectively launch the app into the market so that maximum business is ensured. Currently, the company believes that most of the tools are being used in a way that is revealing about the market requirements and the advertizing process is being shaped in accordance. Resources plan A resource plan is a tool to understand all the resources that are needed to create a successful business plan (Posner, Binz Roth, 2015). The resources that are to be used by Swinton are Teams to execute market analysis and conduct surveys Understanding the tools to be used to create the launch plan and to develop the app Where will the chosen locations be The response of the people who have been given the prototype app as a test Long-term planning The only motive of Swinton is to keep serving its customers. In the long-run it hopes to continue generating a profit an d develop the app even further, so that the ever changing customer requirements are always met. The other biggest long-term goal is to be able to help the environment by successfully reducing food wastage. This motive drives the company more than anything else. Recommendations Swinton should take a more analytical approach towards the launch planning of the product, so that the introduction would be flawless and the app would generate the maximum profit, while keeping the environment in mind and being sure not to cause any harm by its activities and operations. Conclusion From the above discussion, it can be concluded that, Swinton is on the right path to be successful in the market with the new food delivery app. The app has a huge advantage of being introduced into a market that does not have many competitors. This advantage, coupled with a proper launching plan, would be sure to become a successful business. The tools that will be used by the company look assuring in terms of solidifying the position of the app in the market. All the necessary tasks involving the creation and perfecting the app is being done. The launching plan is also on the cusp of completion. For now, the plan seems to be progressing according to the original blueprint of the company. The launching plan hopes that maximum market attention is ensured, which would help the company to serve the consumers keeping the ideals of Swinton in mind: balancing business and the environment. References Amit, R., Zott, C. (2014). Business model design: a dynamic capability perspective.J. Manage. Armstrong, G., Kotler, P., Harker, M., Brennan, R. (2015).Marketing: an introduction. Pearson Education. Cannone, G., Ughetto, E. (2014). Born globals: A cross-country survey on high-tech start-ups.International Business Review,23(1), 272-283. Carlgren, L., Rauth, I., Elmquist, M. (2016). Framing design thinking: The concept in idea and enactment.Creativity and Innovation Management,25(1), 38-57. Farr-Wharton, G., Choi, J. H. J., Foth, M. (2014, December). Food talks back: exploring the role of mobile applications in reducing domestic food wastage. InProceedings of the 26th Australian Computer-Human Interaction Conference on Designing Futures: the Future of Design(pp. 352-361). ACM. Frow, P., Nenonen, S., Payne, A., Storbacka, K. (2015). Managing co?creation design: A strategic approach to innovation.British Journal of Management,26(3), 463-483. Lawrence, G., Richards, C., Lyons, K. (2013). Food security in Australia in an era of Answer:ural Studies,29, 30-39. Liedtka, J. (2015). Perspective: Linking design thinking with innovation outcomes through cognitive bias reduction.Journal of Product Innovation Management,32(6), 925-938. Manzini, E., Coad, R. (2015).Design, when everybody designs: An introduction to design for social innovation. MIT press. Norman, D. A., Verganti, R. (2014). Incremental and radical innovation: Design research vs. technology and meaning change.Design issues,30(1), 78-96. Papargyropoulou, E., Lozano, R., Steinberger, J. K., Wright, N., bin Ujang, Z. Psychology. The food waste hierarchy as a framework for the management of food surplus and food waste.Journal of Cleaner Production,76, 106-115. Posner, B., Binz, H., Roth, D. (2015). Extension of the Lightweight Design Thinking Tools for the application on more complex problems. InDS 80-5 Proceedings of the 20th International Conference on Engineering Design (ICED 15) Vol 5: Design Methods and Tools-Part 1, Milan, Italy, 27-30.07. 15.

Case Analysis Charlotte Beers at Ogilvy and Mather Worldwide Essay Example For Students

Case Analysis Charlotte Beers at Ogilvy and Mather Worldwide Essay Charlotte Beers at Ogilvy Mather Worldwide (A) Document purpose: suggestions to increase acceptance of Ogilvy Mather’s new Vison on employees below senior executive management. Problem definition December 1993: Charlotte Beers assesses the progresses made by the company after she became CEO: she realizes that clients love the Brand Stewardship concept, but most employees, below executive levels, have not embraced the newly created Vison. The problem I will focus in this document is the following: the majority of employees did not embrace the new Vison. I will analyze why this is a key problem, why it is happening and I will propose steps to accomplish more acceptance. Analysis Brief Background Major events have shaped the history of the company in the recent years: first the hostile takeover, 1989, then the loss of key accounts and credibility in the business. Many key senior employees have left in the 2 years following the takeover. The company Vison has been: â€Å"just keep doing the same thing, just better†, but the world around has been changing. The marketing business has clearly become more global in nature, with mergers to form mega-agencies and the concept of transporting brands around the world, and customers are demanding for â€Å"more service at lower costs†. Re-creation Technically the type of organizational change Beers has to face as new CEO of the company is called re-creation: it’s a change introduced in response to an immediate demand, in this case the loss of customers and image. The research indicates that fewer than one in ten re-creations succeed . Vison and Values Crafting Beers has accomplished a great step already: the definition of Vison and Values. It is interesting to analyze the process that she used, and why it worked. She: †¢ Gathered the persons in the company that were more inspired by a creative tension. †¢ Educated them on the main problems, the â€Å"current reality† of the company. †¢ Stimulated a constructive exchange of opinions and experiences among the same executives in the attempt to come up with a â€Å"common† set of ideas to be incorporated in the Vison statement. By educating on the â€Å"current reality† and by inspiring the Vison of the brand (her idea since from her start at OM), Charlotte is setting the creative tension necessary to resurrect the company, and she is beginning this from the top and key persons. Now she has to reach the lower level employees: the challenge is similar, but she cannot leverage anymore on the very powerful mechanism of getting people involved in the creation phase, the â€Å"building of shared vision† concept. The reason is that lower level employees cannot participate in the creation of the company’s Vison; they have to accept it and implement it. Inspirational Leadership Charlotte Beers is an inspiring type of leader: she doesn’t necessarily know the solution to the problems, but she stimulates the company to find it. Instead of talking profits, Beers preached â€Å"passion†, the essence, she said, of resurrecting OM. She said: â€Å"Consensus is a poor substitute of leadership†. Her key point is to get people from having an impersonal attitude to the business, into an involved one. I think she has to leverage on this ability, this gift that she has, to reach the lower level employees in the same effective way she inspired the senior executive team. Detailed Problem Diagnosis I will analyze now in more detail why the vast majority of OM employees have not embraced yet the new Vison. There are 3 main points related to this problem: 1. Poor understanding of the Brand Stewardship: most employees below senior level lack of experience on how to use the concept of Brand Stewardship. .u1e3540d8215ebb062695a67e02d80960 , .u1e3540d8215ebb062695a67e02d80960 .postImageUrl , .u1e3540d8215ebb062695a67e02d80960 .centered-text-area { min-height: 80px; position: relative; } .u1e3540d8215ebb062695a67e02d80960 , .u1e3540d8215ebb062695a67e02d80960:hover , .u1e3540d8215ebb062695a67e02d80960:visited , .u1e3540d8215ebb062695a67e02d80960:active { border:0!important; } .u1e3540d8215ebb062695a67e02d80960 .clearfix:after { content: ""; display: table; clear: both; } .u1e3540d8215ebb062695a67e02d80960 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .u1e3540d8215ebb062695a67e02d80960:active , .u1e3540d8215ebb062695a67e02d80960:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .u1e3540d8215ebb062695a67e02d80960 .centered-text-area { width: 100%; position: relative ; } .u1e3540d8215ebb062695a67e02d80960 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .u1e3540d8215ebb062695a67e02d80960 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .u1e3540d8215ebb062695a67e02d80960 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .u1e3540d8215ebb062695a67e02d80960:hover .ctaButton { background-color: #34495E!important; } .u1e3540d8215ebb062695a67e02d80960 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .u1e3540d8215ebb062695a67e02d80960 .u1e3540d8215ebb062695a67e02d80960-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .u1e3540d8215ebb062695a67e02d80960:after { content: ""; display: block; clear: both; } READ: Egyptians EssayO’Dea: â€Å"Only a minority of the population truly understands and embraces the Brand Stewardship concept†. Employees thus have to be educated on the concept. 2. Human resistance to the Brand Stewardship: some employees are contrary to the concept, because they see it as â€Å"an indictment of what they have been doing†. They perceive the embracement of the new Vison as admitting that previous practices were wrong . Employees may need support and facilitation. 3.  ·Lack of interest in the Brand Stewardship: employees feel that the new Vison is a loss of time for them. If it helps to get new business, that’s great, but why are you in my office talking about this? I have a dead line to meet and I don’t see what this has to do with creating advertising†. The importance of the Brand Stewardship has to be communicated to employees. Why is the problem of acceptance of the Vison among low-level employees a key one? The image of the company is a lot dependent on how everyone will interpret and implement the message of the Statement of Vison and Values. Clients now view OM people as â€Å"uninvolved, distant, and reserved†. Beers needs a way to reach all employees as effectively as she has done with the few key people: challenging them to be more creative, to toss aside the old rules and really embrace the new Vison. Recommendations 1. Reaching people in person: Charlotte has to increase her direct contact with the people: she has to take opportunities to visit key locations, give speeches directly to the employees; she is the one that has the big charisma to inspire them all. â€Å"Anyone who heard it firsthand from Charlotte bought in†. She could do a round trip in the four headquarters and give conference calls to the major offices in those countries. The message has to come by her; she can make use of information technology to reach people so much spread in the world, but its key that everyone hears her voice. 2. Modify the Reward System: people are more likely to understand the importance of something if that affects directly their pocket or their professional fulfillment. Since one of the big parts of the Vison statement is the TEAM BRAND concept (â€Å"We work with the clients, as brand teams†, exhibit 4), the reward system should be modified to compensate also the success of the particular brand team. The reward right now is going to the local offices for individual work (â€Å"The agency had always accorded the greatest prestige and the biggest bonuses to the presidents of local offices†), which seems to be contradictory if you relate it to the new Vison. 3. Information program: In order to increase the awareness of the importance of the Brand Stewardship for the company, Charlotte should start a mundane behavior program, which involves sending of signals through everyday actions (lunches and small meetings, offsite meetings †¦), and an information program trough the company (badges with the Vison, posters in all the offices †¦). Summary Charlotte needs to solve the problem of increasing the acceptance of the new Vison among all employees. The proposed action items to reach this objective are: 1. Modifying the reward system with payouts and recognitions tied with the team brand performance. 2. Introduce information program and mundane behavior events related to new Vison. 3. Spread in person the new Vison worldwide, with a trip to the headquarters of each country and with IT tools. Make Charlotte’s voice heard to every employee.

Sigmund Freud Theory free essay sample

This socialisation takes place through parents’ rewarding good behaviour and punishing bad behaviour. However, the parents are not always â€Å"in control† of their own feelings. Sometimes they allow their own feelings of frustration and disappointment show (based in their feelings of inadequacy formed because of perceived pressures from other parents). The parent rewards the child for behaviour that is â€Å"approved†. Displays of anger or even violence demonstrate the parent’s disappointment. The child enjoys the warm feeling of satisfaction. The child feels guilt and shame at â€Å"letting its parent down†.These feelings of shame and guilt become established in the psyche as the conscience. 2 Conscience Freud The Conscience at Work A person brought up in a strictly Christian family can experience powerful feelings of guilt if (or when! ) they begin to reject some of the values that they have been brought up to hold. Peter was brought up in a strongly Presbyterian family. We will write a custom essay sample on Sigmund Freud Theory or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page When he was a child, he attended Church twice every Sunday.  § The minister’s sermons would be delivered in powerful tones – the theme would usually be the punishment in hell waiting for the unrighteous. He would be made to wear his uncomfortable â€Å"Sunday Best† – there would be no Television, or toys or games. The day was spent in silent contemplation, Bible study or discussion groups.  § Many topics were â€Å"taboo† – particularly sex. Alcohol was banned. The women in the Church dressed modestly, and expected their daughters to dress the same. When Peter leaves home, and begins to experience aspects of the World previously forbidden to him, he may feel a certain guilt. For example, Peter’s first experience of alcohol may not simply leave him with a powerful hangover.He may also feel guilt. This feeling of guilt may (or may not) affect his decision making in future encounters with the demon drink.  § These guilt feelings will be particularly powerful when linked to sexuality.  § In particular, homosexuality, masturbation and sex outside of the marriage bond would give rise to guilt feelings. The Christian Church appears to have behaved in such a way as to support Freud’s theory. St Augustine and St Paul are accused of establishing a climate of sexual repression through their teachings about sexuality:  §  §St Paul writes at length about the correct setting for a sexual relationship – in particular he argues that marriage can be used as a safety valve for the sex-drive. St Augustine provides a clearer example of the way that guilt can lead to a puritanical view of sex. St Augustine’s mother was a devout Christian. Augustine grew to resent her views, and as he grew he began to â€Å"experiment† with life. During his early years, he joined a sect (almost like joining a cult today). He travelled to Milan to study rhetoric, and took a lover (she later gave birth to a Son by him). However, he began to feel increasingly uncomfortable about his hedonistic lifestyle. He began to look for less physical answers to his feelings, and at a particularly low moment had a conversion experience. On his return to North Africa he was (forcibly) ordained Bishop of Hippo, and he began writing some of the most influential works in Christian literature. 3 Conscience Freud With reference to sexual intercourse, Augustine is quoted as saying â€Å"men should go to their task with reluctance†. Augustine also argued that the best relationship within a marriage was one of celibacy.His teachings affected Christian attitudes to sexuality.  § This has led to a repression of sexuality within Christianity – the Church appeared to consider sexuality to be innately sinful. Freud argues that this disapproval of sexuality has caused the repression of feelings of shame, leading to neurotic behaviour. The guilt felt by a person causes them to behave in a certain way. Does this mean that there is no place for God in Freud’s view of the Conscience? Freud’s argument is based on the idea that the Conscience is manufactured from experiences and conditioning.Aquinas and Butler argue for a more God-given conscience. There has not been a satisfactory attempt to explain how Freud’s version of the conscience can have God as its source – the best would appear to be that God provided the structure in which the conscience develops. Modern developments in Freud’s theory. Psychology now argues for a two-level conscience. The ego forms a more mature The super-ego forms an conscience. It seeks to achieve under-developed conscience. a form of self-identity based on This is based on the mass of value and worth. The ego tries experiences of shame and guilt. o develop a â€Å"world-view† for The super-ego causes the the person which informs his person to behave like a child – direction through life. seeking approval, or obeying rules without question. It is possible to reintroduce the role of God into the development of the conscience. The mature conscience seeks to establish self-identity based on ideas of value. Many philosophers have argued that the highest value is that of the greatest good (the Summum Bonum). Some even identify God with the highest good – it could therefore be argued that as the mature conscience is striving for the highest good. 4

The Ropes to Know the Ropes to Skip Essay Example

The Ropes to Know the Ropes to Skip Essay Example The Ropes to Know the Ropes to Skip Paper The Ropes to Know the Ropes to Skip Paper According to his dialogue with Stanley on page 53, It seems that Claude feels like he Is singled out for being black Instead of being viewed as an asset to the company sugarless of his race. The Company was breaking the psychological contract with Claude by treating him as a token. Ted has no faith in Clauses ability to increase their recruitment of professional minorities. While Claude was not interested in taking the recruitment position, he also felt he did not have the option to turn It down. Claude decided to put his best efforts In the recruitment of molesters. He assessed the situation and identified a more effective process to increase test scores among black recruits. 2. Motivation Management Achieving managerial goals involves strategy. Both interdepartmental teams and ion employees are led by managers who do not have direct authority over their employees. In this situation, managers need to sell their Idea rather than be direct. Using persuasive relationship behavior requires an understanding of the 6 tendencies of human behavior: 1 . Through the art of reciprocation employees will feel an obligation to return a favor if the manager uses this tool accurately. . The use of consistency to control and direct future actions will set expectations. 3. Social validation is important for a manager to understand because people look to what others are doing as a guide. 4. People prefer to say yes to those they like. 5. Expressing authority does not always support effective results. 6. A sense of scarcity produces an Increased desire. (Clinical pig. 562) Unions are effective at building allies through the process of exchange. Especially in an Analytic setting, ten manager needs to gal. adequate International auto ten ally before they can lead effectively. Unions often pay overtime if an employee works extra hours on the weekends. If there was no benefit to the employee, the process of reciprocity would not work. The virtuous spiral as described on page 588 explains the managers importance of insistently rewarding individuals for their performance. Proctor Gamble Has been marked b y many forward thinking efforts to establish a virtuous spiral relationship with its employees based on employee involvement and the development of leaders throughout the company. (Lealer Ill pig 589) 3. Is Frankly a Toxic Manager? Why or why not? According to Roy Lubing, toxic managers are a fact of life .. . (The Organizational Behavior Reader, 2007). Individuals with this style of management generally complicate work, drain precious energy and essentially derail progress. Learning to ell with such people can improve ones own health and capability in the workplace. In my opinion, Frankly exhibits traits of a toxic manager, specifically, he chooses favorites in the company the world is divided in two-his people and other people(Rite, pig 89). In my opinion, he does not fully understand the requirements of being an effective manager. Instead of using the strengths and weaknesses of his team, he pits employees against one another by playing favorites in turn creating an unhealthy work environment for anyone who is not on his list. Ben may have not been a toxic manager I the earlier years in The Company, but the organization has changed. Ben does not adjust well to change. Leadership values Bens ability to get the Job done, but his difficulty to work well with others forces managers to view him as a threat. Do you think Ben would like the corporate life here? Oh lord No (Rite pig 237). Interpersonal Communication 4. Provide an example of the effective use of communication from the Rite Book. Use the Achieving Purpose list from the class notes to substantiate your example. To be an effective communicator, one must master the art of active listening. A large part of effective communication is achieved by focusing on the recei ver and truly existing. Equally important is making sure the receiver(s) understand what has been communicated and responding appropriately to questions and concerns. A good example of effective communication in the Rite book occurred in Chapter 18: Ted suggests open communication to deal with the issues of opening the new Expanders Plant in Poachable. Ted cuts to the point and looks for a simple and direct way to communicate his thoughts and feelings. While Ted may not always be the best listener, overall this character provides us with a good insight into effective communication. Many of the other characters in Rite lack the skill set according to en Canceling Purpose last to De class as detective communicators. . Which characters in Rite are assertive, aggressive, and non assertive in their communication styles? Provide examples. Aggressive: Ben Frankly is an aggressive manager. Aggressive Managers are highly receive to certain things and seek to intimidate others. An example of Bens aggressive behavior is shown in chapter 18 of the Rite book. In this section, Ben and Ted are debating about a meeting that needs to be held. Ben is aggressive in his delivery on when and how the meeting will be held. Never you mind says Ben, I now what I am doing(Rite pig 93). Assertive: Ted Shelby has characteristics of an assertive manager. Ted is one of the most effective managers in the book. Ted does not take advantage of others, and is expressive and self enhancing. The differences in management styles between Ted Shelby and Ben Frankly are shown in chapter 9 of Rite. Ben and Ted are arguing about Stanley promotion in The Company. Ben is aggressive in stating that Stanley needs to stay put. Ted is clear I his reasons why Stanley deserves to move up in the company. Ben has kept him there so long that most people think of Stanley and the Lana web system as an inseparable team. Only rarely will someone like Ted Shelby think of some other kind of Job for him(Rite pig 53) Ted is highly successful because he knows what is best for himself and for others like Stanley in the Company. Non Assertive: Lessee landed a big sale and she expected her Boss Kerry Drake to reward or acknowledge her accomplishments. Kerry Drake is not very personable. Instead of rewarding, he identifies all the ways that Lessee should improve. It shows in this section that Kerry does not understand motivational theory and he shows self- denying characteristics and timid behavior. Subordinates viewed him as completely fair minded, a workaholic. He lacked the human touch. (Rite pig: 80) 6. Place at least 3 Rite characters on the Management grid and explain why you place them where you did. Ted Shelby IV is the impoverished manager. I think of Ted as the empty suit in the office. He exert minimum effort to get certain tasks done. In chapter 40 of Rite Ted Shelby is rearranging furniture in his office. Ted has plenty of extra time to attend Dry Faustus classes on participative management. Occasionally Ted Shelby might have a lapse of memory, but Kerry or Ben will be quick to set them straight. (Rite pig 187) Ted Shelby Sir. Believes that you catch more flies with honey than vinegar. (Rite P 189) Ted creates a good environment to attend to the needs of people in the organization. He is The Country Club Manager. Ted is an effective manager of professionals. Ben Frankly although toxic at times creates a team of committed people. Ben develops a level AT trust Ana re spect to tense employees Tanat support Nils Otto Chapter 14 supports my notion that Ben is a team manager. In this section there is talk that upper management will do a review of Bens plant and his employees. Jimmy Kelley, one of Bens subordinates has been working the line for many years. The Company wants to evaluate the speed of Bens workers. That dumb bastard (Ted) is trying to come I her and hold a stop watch on our guys. (Rattier). Ben, although aggressive to upper management, is extremely loyal to those that keep his plant running the way that Ben likes it. Ben may not be a team manager to all in The Company, this section shows that his team comes first. 7. Level 5 leaders have the ability to set their individual needs aside I order to support the company. They want to build and stand behind a great company. Most executives over the last few years I the financial industries were not thinking like level 5 leaders. Greed and self interests plagues many companies which led to one of the largest recessions that our nation has ever experienced. If the organizations had more level 5 leaders, perhaps more attention would be placed on the financial statements and what is best for the company rather than excessive bonuses and lavish lifestyles. The lack of level 5 organizations has led to a collapse of many large companies. The businesses that were not built to last have created a trickle- down effect that has spread over a variety of industries and social classes. 8. The Company appears to want only managers and not leaders. Agree or disagree with this statement and provide examples from Rite to support your conclusion. Look carefully at Professor Faustus comments. The company is searching for both leaders and managers. A manager can maintain control of the organization while being able to administer a shot term view. A leader is innovative and has a more long term view. Leaders challenge the status quo and look to inspire. Dry Faust is a leader who knows how to be an effective manager. His role in the company as a university chairman and coach has many leadership characteristics. In chapter 29, Dry Faust provides a great distinction between a leader and a manager. Managements greatest folly is to believe that organizational members, when called upon to supply information that can affect their own organizational well-being can be neutral with regard to that information. Mangers pore over pages of stats that are tributes to little else than human creativity'(Rite pig. 135) this is a great example of how Dry Faust distinguishes his thought process from that of a manager in The Company. . 5 Bases of Power: Referent Power: Ben Frankly defends his subordinates interests. This is best shown in chapter 14 when Ben protects Jimmy Kelsey from the other managers. Ben although aggressive, is also sensitive to his subordinates feelings. In chapter Ted sensed Is In Tabor AT tens rating game ( pig dens flew AT ten world Is Tanat you take care of your people. Upper management finds it to be a challenge to work with Ben because he possesses such strong Referent Power as this section in the book indicates. Expert Power: Ted Shelby is knowledgeable in the framework of the organization. Ted coziness the concerns of his employees and promotes and image of an expert in his field. As far as he is concerned, the key to successful business is to apply the most modern management techniques. He cannot believe that anyone without an MBA could possibly know anything about running a company. Legitimate Power: Although Dry. Faust is not a manager per SE, he fits the characteristics of polite, confident, cordial, and provides the reasoning behind some of the other managers behavior. Throughout the book, Dry. Faust is looking to verify understanding from Stanley and others in The Company. Chapter 47 provides opportune details to why I believe Dry Faust would have legitimate Power. In Truth, Faustus reputation is more important than Stanley current 219) Reward Power: Ted Shelby IV is reasonable with his perception of how his subordinates should be rewarded. Coercive Power: Ted Shelby shows traits of coercive power. Ted administers punishment to his subordinates consistently throughout the book. In particular, chapter 23 shows how Ted warns Stanley before punishing him after he laid out the rules of working for The Company in New York. Keep your eyes open and your mouth shut (Rite 114) yelled Ted to Stanley. As a result of Stanley disagreeing with Tees presentation, Stanley is punished and needs to go all around The Company and get to know his colleagues. 10. 8 Political Tactics 1 . Attacking/ Blaming others: In chapter 52, most of the characters in the book fell victim to the blame game. Ted Shelby passed a mess of papers to Stanley that said please exercise this at your earliest convenience(Rite pig 253)The chain of messages traveled through many channels of the company. No one ever stopped and asked for clarity. This was a great example of how each person saw plausible tenability in eyeing able to blame someone else out of their fears of being wrong about the interpretation of the message. 2. Using Information as a political tool: When Ted Shelby rolled out the Subordinate Readiness program in chapter 51, Kerry Drake was not completely in favor of the project. Kerry did however want to keep a high effectiveness rating with Ted. Kerry used the information he had about Stanley to his benefit. He knew Stanley was trying to get In good Walt upper management, so en passed ten outlet on to ml. Stanley was the messenger back and forth between Kerry and Ted. Stanley was being used as Seekers political tool. 3. Creating a Favorable Image: Ted Shelby IV was rearranging furniture in his office to accommodate a more welcoming feeling. He replaced a traditional executive table with a round table in an attempt to promote feedback. Kerry Drake was quick to educate Ted on the importance of creating a favorable image that upper management is elite and needs to be feared in a sense and also respected. 4. Developing a base of support: Stanley throughout the book uses this tactic as has way to improve his position in The Company. Stanley makes continuous efforts to support others while also earning the respect and support that he needs to move round within The Company. 5. Praising Others-ingratiation: Ted Shelby praises Erne Ernie Ron, the chief accountant in chapter 23. Despite Ermines monotone, routine presentation that lacked energy, Ted is praising Erne for a Job well done. This political tactic was used in this context because the presentation was part of the required process, and Ted intelligently knows to protect the integrity of the organization and its people. Stanley disagreed with Ted and was punished as a result. 6. Forming power coalitions with strong allies: In many chapters within the book, Ben Frankly uses his team to create strong allies from other departments and management within the company. Ben uses this political tactic as a way to try and avoid change in his plant and The Company. 7. Associating with Influential People: Stanley does this thought the book. As a result of his efforts, he moves swiftly through The Company and learns many valuable lessons on the Journey. 8. Creating obligations- reciprocity: Ted uses reciprocity o chapter 50. This chapter exposes the fundamental differences between Ted and Ben. Tees perception focuses on creating a corporate mentality that each subordinate will be rewarded if they play the game and and put forth a solid effort. Ben however has no interest in increasing his position in the company, and is therefore not motivated by the obligations that Ted is trying to create. 1 1 . Wright and Cropland believe that happiness should produce better Job performance and a better environment for their co-workers. I agree with the article. When employees are happy, they tend to be more optimistic and find positive outcomes in more undesirable situations. The articles both agree that psychological well being is the driving force for effective employee behavior.

Samsung Product Portfolio Assignment Example | Topics and Well Written Essays - 2000 words

Samsung Product Portfolio - Assignment Example In the home appliances category, it produces cookers, ovens air conditioners, refrigerators, vacuum cleaners, and dishwashers. It also manufactures TVs, Speakers, Home theaters, TV/ audio/ video accessories, air track a, d Blu-ray. In the vast and growing area of information technology Samsung provides it consumers with mobile phones and, tablets, PC/ peripherals and printers, as well as, memory and storage devices. These items are produced in various and distinct models to meet the consumers requirements. For instance, Samsung India produces products for the middle and lower classes and provides them at a cheaper price (Krishnamacharyulu & Ramakrishnan, 2012). It achieves this by substituting different parts of a product with cheaper but durable material. Consequently, the company sells more electronic units at a cheaper price in India which is profitable for the company based on the low investment involved. Similarly, Samsung makes different models of phones to suit the needs and costs of its consumers. In Africa, there is a large demand for mobile phones for the purpose of communication. The large population of lower class consumers does not require phones that have sophisticated applications. Consequently, Samsung makes simple models for mobile phones to provide for this market. Nonetheless, it also provides smart phones with innovative technology for the same locations but for a different class of consumers. Samsung electronics is the most conglomerate among consumers. Any product development or investment should be made in the department. Samsung Electronics’ vision is becoming a globally recognized business leader by developing innovative technologies and enriching people’s lives. Its internal environment is designed to achieve this purpose. The company has a management structure that supports diversity.