Executive Summary Essay - 3031 Words

Marketing Plan: Adidas AG Taylor Fjeldheim Principles of Marketing Executive Summary Adidas AG sells sports shoes, apparel, and equipment in 170 different countries. There focus lies in football, soccer, basketball, running, training gear, golf, and apparel. This is a two billion dollar industry and with Adidas being a main cog. They also specialize in lifestyle goods including SLVR and Y-3 fashion brands. They have trademarked their three-striped logo that has become a global symbol of sporting excellence. They are the #2 sporting goods manufacturer behind only NIKE. Adidas’ main market is the footwear manufacturing industry. Research and development is what gives Adidas a competitive advantage. They focus many†¦show more content†¦Thus began one of the most intense rivalries in Europe. Aggressive publicity became one of the cornerstones of Adi Dasslers corporate policy (Adidas 2012). He came up with a product innovation for every major event, documenting the superiority of Adidas footwear. Current Size, Growth, Profitability With the global recession starting in 2009, Adidas saw one of its most challenging years of the decade as consumers spent less (Hoover 2012). The company logged a 53% drop in operating profit. Its biggest sales dips were among its wholesale (69% of revenue) and Other Business (12% of sales) segments, offset by an increase in retail (19% of its revenue) on the back of new store openings. In 2010 the company streamlined operations and reorganized reporting segments but still took a hit to net income due to the high costs of launching new products. Reputation Adidas is a globally recognized brand. In terms of finances and sales they are the #2 sporting goods manufacturer, only behind NIKE. In terms of reputation many argue they are at the peak of the industry. They hold true to quality products and innovative designs. Product/Service Overview Adidas AG has many product lines. In addition to the Footwear Manufacturing industry they also compete in apparel manufacturing, sporting goods manufacturing, and gold equipment manufacturing. The focus is on football, soccer, basketball, running, golf, and training gear and apparel as well asShow MoreRelatedCja 394 Court Managment Executive Summary Essay853 Words   |  4 PagesCourt Management Executive Summary Learning Team HERE Contemporary Issues and Futures in Criminal Justice/CJA 394 May 28, 2013 Amanda Behl Overview The American court system is quite daunting and complicated. Consequently, the assistance previous available is no longer accessible resulting from budgetary issues. Therefore, strategic planning goals and management skills are essential to providing an efficient and smooth operating judicial system. Moreover, public education, access to theRead MoreHome Depot - Executive Summary Essay794 Words   |  4 Pagesï » ¿Executive Summary -The Home Depot The Home Depot (Ticker: HD) is the world’s largest home-improvement retailer along with being an American Fortune 50 company. The company operates 2,259 retail building supply/home improvement â€Å"warehouse† type stores all across the United States, Canada and Mexico. The Home Depot has over 340,000 team members and is based in Atlanta, Georgia. The average store size is just over 100,000 square feet along with an additional 24,000 square feet set aside for seasonalRead MoreManagement1034 Words   |  5 PagesExecutive Summary The purpose of an executive summary is to summarize a report. Executive summaries are written for executives who most likely do not have time to read the complete document. Therefore, the executive summary must cover the major points and be detailed enough to mirror the content yet concise enough for an executive to understand the substance without reading the entire report. An executive summary differs from an abstract. Readers use an abstract to decide whether to read the completeRead MoreA Summary On The Executive Summary1422 Words   |  6 PagesExecutive summary Name Course Institution Tutor Date Introduction The executive summary has the purpose of putting all the documents together while polishing the ideas to be discussed in the document wholly. The executive summary from any document also gives a brief summary and questions how specific numbers in the whole research document are derived. It also gives a brief overview of the whole research in question while giving the histories of the research in question. 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The manufactures 100% Cotton Ring Span Yarn or Hosiery , 100% Cotton OE Rotor For Hosiery and Knit Fabrics for 100% export oriented readymade Garments Industry. The strategic Goals and Objectives of the Company are to striveRead MoreExecutive Summary1598 Words   |  7 PagesMacy’s: Executive Summary Macy’s, Inc. Macy’s, Inc. is known as the one of the leading retail corporations worldwide. It offers its customers a wide range of products including clothing, footwear, jewelry, beauty products, and even home dà ©cor. Macy’s has opened more than 800 stores across the U.S. and reported fiscal year (FY) 2009 sales of $23.5 billion. Although Macy’s is a prominent retailer today, their success had to start somewhere. In this summary we will take a glance at Macy’s historyRead MoreExecutive Summary958 Words   |  4 PagesExecutive Summary of the Joint Commission changes that are need: Nightingale Community Hospital has been increasing their safety standards in all three general categories, Conduct a pre-procedure verification process, mark the procedure site and a time-out is performed before the procedure over the past year. Nightingale Community Hospital’s value for safety states: â€Å"We believe that excellence begins with providing safe environment. We put our patients first as we seek to exceed the expectationsRead MoreExecutive Summary1089 Words   |  5 PagesCody Morrow and Gaige Marshall’s Business Plan Executive Summary Play Forward Clothing is in the process of being formed as a partnership owned and operated by Cody Morrow and Gaige Marshall. This plan is written as a guide for starting and managing this new business and will also serve as the basis for a separate, detailed marketing plan. Following is a summary of the main points of this plan. * The objectives of Play Forward Clothing are to generate a profit, grow at a challengingRead MoreExecutive Summary1440 Words   |  6 Pagesï » ¿ Executive Summary - Infection Control and Prevention Current Compliance Status for Joint Commission Accreditation Nightingale Community Hospital is committed to providing healthcare excellence, a healing environment and to be the choice for patient care. In order to continue to provide quality healthcare services in accordance with our values of safety, community, teamwork, and accountability Joint Commission Accreditation provides guidelines and standards for the Priority Focus Areas (PFA)

Human Development Basic Trust vs. Basic Mistrust (Birth...

Stage 1: Basic Trust vs. Basic Mistrust (Birth to 18 Months) In stage one of Erickson’s theory, the first eighteen months of life is centered on the development of trust (Zaslow Kirst-Ashman, 2007); that is, the infant must learn to trust and depend on others for food and care. According to Erikson (1985), the most important event of this stage is feeding. The infant will either develop trust if her caregiver’s presence and feedings are stable and predictable, or develop a sense of mistrust if they are not. As such, Erikson (1985) concluded that hope becomes the overarching theme of this stage with â€Å"trust born of care† (pg. 250) and highlighted the adverse effects of improper ratio of trust vs. mistrust throughout one’s life cycle.†¦show more content†¦Moreover, Queenie’s stable presence and predictable nourishment [feeding] allowed Benjamin to confidently progress to the next developmental stage of life – autonomy vs. sham e and doubt. Stage 2: Autonomy vs. Shame and Doubt (18 Months to 3 Years) During the second stage of life, the overarching psychosocial crisis is autonomy vs. shame and doubt (Erikson, 1985). This is the period when toddlers learn the essential strengths of self-will and self-control through accomplishing basic tasks independently. As such, toddlers begin to develop finer motor skills and assert their autonomy to walk, talk, and feed themselves including the chief task of this stage – toilet training. Toddlers are given many opportunities to build self-esteem and autonomy as they gain greater control over their bodies and successfully accomplish tasks on their own. However, if they are â€Å"constantly downtrodden, restricted, or punished† (Zastrow Kirst-Ashman, 2007, pg. 258) while learning important skills and notably during toilet training, toddlers will end up feeling ashamed and doubtful of their capabilities, resulting in low self-esteem. Erikson (1985) emphasized that the most significant relationship at this stage is with the parents; therefore, they play a crucial role in the formation of their child’s sense of self-esteem and autonomy or low self-esteem accompanied by feelings of deep shame and self-doubt. Although the film does not delve into this stage of Benjamin’sShow MoreRelatedErik Erikson s Theory Of Psychosocial Development884 Words   |  4 Pagestheory of psychosocial development and the concept of the identity crisis. His theories marked an important shift in thinking on personality; instead of focusing simply on early childhood event, his psychosocial theory looked at how social influences contribute to personality throughout the entire lifespan. Erik Erikson died May 12, 1994 due to prostate cancer. (Erik Erikson, 2015). Stages of Psychosocial Development Comprehension of Erikson’s eight stages of psychosocial development requires an understandingRead MoreHuman Development: The Stages of Infancy1161 Words   |  5 PagesThe stage of infancy lasts from birth until approximately two years of age (Sigelman Rider, 2010). The physical development from infant to child occurs in a cephalocaudal direction: the head and upper body develop prior to the lower body (Sigelman Rider, 2010). Because of the rapid development at this stage children need to get good solid nutrition and need to be watched closely as they are often unable to coordinate their body or understand the dangers of certain situations (e.g., such as whenRead MoreErik Erikson s Development Theory1408 Words   |  6 Pages Erik Erikson’s Development theory Erik Erikson’s was born June 15, 1902, in southern Germany, His Jewish mother Karla Abrahamsen and to biological father, who was on unnamed Darnish man. Erikson’s biological abandoned him before he was born. Erikson was brought up by his mother and stepfather, Theodor Homberger, who was Erikson’s pediatrician. He never knew the true identity of his biological father. He always was in search of his identity; Erikson’s search for identity took him through someRead MoreErik Erikson s Developmental Theory Essay1628 Words   |  7 Pagessteps a developing human should to pass from infancy to adulthood. Erikson identified eight steps of the psychological development. The ideas of Erikson were heavily influenced by an Austrian psychologist Sigmund Freud, who also analyzed the human psychological development and identified psychosexual stages of development. However, Erikson did not emphasize the predominant role of sexual development in psychological development. He argued that the role of culture and society on a human was the most significantRead MorePsychoanalytic Theory Vs. Erick s Psychosocial Theory938 Words   |  4 PagesFreud’s Psychoanalytic Theory vs. Erick’s Psychosocial Theory Many follow the theories of ether Freud’s or Erickson’s that the use of development is through a variety of stages throughout life. People may believe in one over the other as they are both different theories. While Sigmund Freud, a Viennese physician who is well known for his revolutionary ideas on psychology and psychiatry, but also on Western thought in general. He states that If electronic media were hazardous to intelligence, theRead MoreChild Development Theories1324 Words   |  6 PagesTheories While theorists have different ideas and perspectives, insight on child and adolescent development can assist teachers and parents in helping children reach their full developmental and learning potential. Having knowledge about the development of a child and adolescent provides clues in understanding behavior and what is normal, or typical, in growth and development in the early months and years of life. Three developmental theories are broken down to understand the conceptsRead MoreHuman Development and The Psychoanalytic Perspective of Personality1396 Words   |  6 PagesThe psychoanalytic perspective of personality sheds light on human development in terms of drives and inner motives, which are of the unconscious mind and sexual instincts as well as stem from childhood experiences of which can be revealed through dreams, free association, and slips of the tongue; nonetheless, if there conflict between motives it will indeed construct defense mechanisms (of which range from denial, displacement, projection, reaction formation, regression, repression, sublimationRead MoreEssay The First Two Years of Life1427 Words   |  6 PagesHuman Growth and Development 10-11-12 The First Two Years The first two years after birth, through the developing person has to do with three domains biosocial, cognitive and psychosocial. There are many different theories regarding the first two years. The three most influential works on growth and development was done by Piaget, Freud and Erikson. Piaget’s theory was called cognitive development or the sensorimotor stage. This is when the child interacts with his surroundings through physicalRead MoreErikson and Personal Psychosocial Stage1681 Words   |  7 PagesRenowned psychologist Erik Erikson is best known for his theory of psychosocial stages of personality development. Unlike Freud, Erikson’s theory spans a person’s entire lifespan, from childhood to old age. One of the main elements of Erikson’s psychosocial stage theory is the development of ego identity (Cherry, 2013). Ego Identity is the conscious sense of self that we develop through social interaction (Cherry, 2013). Erikson believed that o ur ego identity is constantly changing due to newRead More Literature Supports Children’s Personality Development1926 Words   |  8 PagesPersonality development is the development of the organized pattern of behaviors and attitudes that makes a person distinctive (Laberge, 2006). Adults, especially parents and teachers, are principal components of these environments and therefore play a powerful role in helping or hindering children in their personality and cognitive development (Morrison, 2007, p. 99). According to Erikson (2007), children’s personalities and social skills grow and develop within the context of society and in response

Cirque Du Soleil free essay sample

Cirque du Soleil Q1. How would you assess the attractiveness of the circus industry in early 1980s? What would you conclude from industry analysis? The Circus has been an extremely popular form of entertainment during the 20th century. The circus creates an image of drifters and dreamers in the mind. In the 20th century the emphasis on spectacle continued on 3 ring formats. The following factors played a major role in the attractiveness of the circus industry:- * Animal acts provided an added form of entertainment along with the various circus acts. Electric lights and moving pictures also added to the magic of the circus. A series of ‘educational entertainments’ featuring people and historical montages from around the world. * The expansion of railways made it easier for the group to tour the country. This also reduced the travel time considerably. * Construction of arenas also facilitated to put on shows in a easier manner i. Analysis According to CdS’s website, the process of finding new talent for CdS is a long and involved process that can take years. To begin, an answer to the question of how to generate a sufficient pool of candidates to meet the needs of CdS’s current and future workforce requires some thought before moving forward with any recruitment initiative. Sources of recruitment run the gamut, each with their own pros and cons. The six identified for this paper include the use of the CdS’s career website, recruitment at Olympic games/sporting events, use of an employment agency, attendance at job fairs (i. . : â€Å"Red Curtain Events†), use of an employee referral program, and recruitment from circus schools from around the world. In addition, it is important to use decision-making criteria when choosing the appropriate recruitment source. Consideration should be given to hiring internally versus externally, forecasts, timelines for hiring, the types of position(s) needed , cost of the different recruitment methods, and the ability to interview and extend job offers on the spot. External Recruiting Techniques †¢ Cirque du Soleil Career Website: This is a relatively inexpensive option, can produce quick results, and is convenient for job-seekers. However, use of career websites, whether the company’s own or through an internet advertising agency, can produce a large amount of applications requiring screening by HR. Because this is a â€Å"paper† process, there is no personal contact, requiring the screener to decide solely on the information provided in print. Soft skills, otherwise known as personal attributes, cannot be easily identified, resulting in potential candidates being screened out of the process too early. †¢ Olympic Games/Sporting Events: Daniella Nicole argues that â€Å"sixty-five percent of CdS performers are athletes in their own right† (Nicole, 2010). What better place to look for athletic talent than at sporting events? CdS currently has â€Å"two talent scouts who regularly attend 15 prominent athletic events, and hold between 12 to 20 auditions each year† (Nicole, 2010). This is certainly a great tool for building a pool of candidates for future opportunities, but would not serve well for immediate needs. In addition, CdS is an organization of over 3000 employees (based on 2010 data), 12 to 20 auditions each year may not create a sufficient pool, hence the need for diverse options to be included in the recruitment toolbox. †¢ Employment Agency: As indicated in the textbook, â€Å"agencies can be particularly effective when the firm is looking for an employee with a specialized skill. This is most certainly the case for a large number of CdS’s positions. However, the two largest drawbacks to this option are the high cost of hiring an employment agency to find the talent and finding an agency that specializes in recruiting artists of this nature. †¢ Job Fairs (â€Å"Red Curtain Events†): These events, held around the world, attract a large number of candidates at any given time, allowing recruiters to meet with potential future employees providing the recruiter with an opportunity to see what the artist has to offer CdS. Although job fairs reach many candidates at one time, it involves an extraordinary amount of staff time and resources, as well as a significant cost investment for the venue. †¢ Employee Referral Program: â€Å"Studies have shown that employees who were hired through referrals from current employees tended to stay with the organization longer and displayed greater loyalty and job satisfaction than employees who were recruited by other means† (Gomez, Balkin, Cardy, 2010). Employee referrals are generally inexpensive and usually produce quick results. Downsides to this may include a lack of diversifying the workforce (only hiring those who are â€Å"like† those making the referral) and potentially may create narrow thinking rather than generating new ideas/creativity which is an important attribute to CdS. †¢ Circus School Recruiting: In the typical business world college recruiting is the norm. Not so for CdS’s unique needs in the performance arena. CdS, instead, can turn to performing arts youth circus schools around the globe such as the one in Highland Park, Minnesota, Circus Juventas where children and youth ages 3 – 21 train and perform in circus arts (Circus Juventas, 2010). The Montreal Circus School for the Arts brags that they have a placement rate of 95% since 1981 and that they â€Å"contributed to the emergence of such companies as Cirque du Soleil, Cirque Eloize and The 7 Fingers, whose performances are applauded around the world (Kindah, 2009-2010). The benefit of this type of recruiting is that it is inexpensive and provides an opportunity for a recruiter to witness the skill of many potential candidates by simply watching a performance. The drawback is the age of the youth who may not necessarily be able or willing to hire on with CdS until well into the future. Decision-making Criteria †¢ External vs. Internal Candidates: To reduce the cost of recruitment and training, internal candidates are an excellent source when openings arise. Use of promotions and job rotation/reassignments show employees they are valued, increasing morale within the organization. However, when internal candidates are not deemed to be the best qualified, external candidates should be considered. Although many external recruitment techniques reach many candidates at once, it may involve a significant amount of staff time and resources. Forecasting: Forecasting for human capital starts long before recruitment begins. Understanding labor supply and labor demand is a crucial first step to designing a recruitment plan. As indicated in the textbook, â€Å"failure to plan can lead to significant financial costs. †¢ Yield Ratios: Recruitment efforts must be able to solicit/recruit more candidates than it expects to hire since some candidates may be passed over (de clined) during the selection process, and others may not accept the job offer. Taking this into consideration will ensure CdS has enough individuals in the candidate pool for proper selection and placement to take place. †¢ Timeline for Hiring: Recruitment can be thought of like a circle, there is no beginning and there is no end, rather it is a continuous process. Everyone who works for the organization should consider themselves a â€Å"recruiter† and be marketing the organization as an â€Å"employer of choice† in all venues. Any good recruitment plan will have recruitment activities outlined for both short-notice needs and long-term strategic planning initiatives. For example, when an immediate need occurs, such as the case when CdS was dealing with a high percentage of staff injuries, referrals from current and former employees may be a terrific, quick, and inexpensive resource. However, when time is on their side, Olympic Games and job fairs are strategies to deploy when looking ahead to future shows. As stated by Theresa Witham in her article, Stable Staffing, â€Å"If you treat recruitment as a process rather than an event, you’ll always be able to move quickly when you need to increase staff† (Witham, 2009). Types of Positions: Decisions as to where to recruit will be made based upon the type of position needed. Office setting versus performing artist will require different tactics. Typically a recruiter will not use a sporting event to look for an office support position and vice-a-versa a recruiter would not typically look at a business college for a performance artist. Positions that require extensive travel may require a different approach altogether, ensuring candidates referred understand the rigors of the road. Even extending a contingent job offer, pending background, reference, physical information etc, can have its drawbacks. The recruiter will only have a partial picture of the candidate to whom an offer is extended, and once the â€Å"full picture† is in the decision is made to rescind the offer problems can arise. Conclusion The ability to effectively recruit requires a commitment not only on the part of CdS leadership, but of each employee, regardless of role in the organization, whether an individual is a manager or supervisor.

Sample on Leadership - Ethics And Decision Making

Question: Effective leadership, decision-making and ethical management are linked both in theory and in practice. How may leaders ensure organizational decisions are made ethically? Answer: Introduction Effective Leadership is the primary force that leads to the development of an ethical culture and reinforcement of ethical decision making (Ferrell, Fraedrich, Ferrell, 2014). Leadership refers to the inherent ability to direct and guide others towards a goal. Leadership is the process of developing ideas and vision, living by values that support those visions, using the inherent charisma to influence others to live by those values and possess the capabilities of making tough decision as and when required. Effective leadership helps organisations in creating a vision which acts as foundation for organisational values. Ethical decision making is a key aspect of effective leadership along with their ability to motivate others to achieve goals. Ethics is also called as moral philosophy that involves systematizing, defending and recommending concepts of right and wrong behaviour (Fisher Lovell, 2006). It is important to ensure that all professionals abide by the coded of ethics. Ethical leadership leads to the creation of an ethical culture that is serves as a base for ethical decision-making. This assignment conducts and in-depth analysis of two case studies related to two great leaders Steve Jobs and Allen Mullaly. It analyses the leadership style, ethical management and decision making skills of the two great leaders who were the reason behind the remarkable success witnessed by their respective organisations. Both of them display a very different personality however their inherit charisma and a passion for innovation and success got them worldwide recognition. Case Study 1: Steve Jobs at Apple Steve Jobs has always been listed as one of the worlds most successful leaders who have had a considerable impact on the society and have redefined the business terms in a way that supported their actions (Adair, 2009). Steve Jobs was the Chairman and CEO of Apple Computers Inc. which he founded in year 1976 in his parents garage (Hellriegel John W. Slocum, 2011). He was forced to leave his position as a CEO in 1985 owing to his personality clashes with others however soon he was called back to assume his position and today is remembered as one of the worlds most successful CEOs. Steve Jobs without doubt is the key force behind the extraordinary success witnessed by his company. He is recognised worldwide for his leadership style, ethical management and tough decision making. Steve Jobs presents a perfect example of transformational leadership wherein the leader is expected to anticipate future trends, create a new vision of possibilities, inspire followers in a way that they understand and embrace the created vision, provides ample opportunities so that followers can acquire leadership qualities and become better leaders and developing a organisation into a community of rewarded and challenged learners (Bertocci, 2009). Innovation is the main force behind the success of transformational leaders like Steve Jobs. They are ready to take risks in order to drive change. Steve Jobs is an example of born leaders who possess the inherit charisma to influence others and make things work according to their ways. Steve Jobs displayed the use of autocratic leadership style wherein the leaders makes his own rules and others are expected to follow his directions without questions (Armstrong Stephens, 2005). Autocratic leaders are task oriented and consider employees as machines who are used to get work done (Avery Bergsteiner, 2011). Steve Jobs never looked for inputs from his subordinates; they may be geniuses of bozos but were all indispensible or not relevant in his presence. Use of this leadership style is very helpful in running the businesses in a much organised manner and employees tend to perform better in presence of their leader (Bass Bass, 2009). However the main disadvantage behind this style is that employees lose their creativity and become completely dependent on leaders ideas. Productivity of such organisation falls considerably when the leader is not present (Bertocci, 2009). Steve Jobs is a controversial leader and would publicly call his competitors evil, mediocre and lacki ng taste. Steve Jobs was a very persistent leader who believed that innovation is the key to effective leadership. Ethical leaders possess seven core habits that make them different from others namely; they possess strong personal character, have a passion to do what is right, they are very proactive, they consider interests of all stakeholders, they serve as a model for the organisations values, they believe in transparency and are actively involved in decision making and they develop a holistic view of organisations ethical culture (Keen, 2012). Deontology theory of ethics describes Steve Jobs ways of ethical management. According to the deontology theory individuals must adhere to obligations and duties when they analyse an ethical dilemma (Weiss, 2008). Steve Jobs was a persistent leader and this is clear from the fact that he even left his position to stick to his values. Steve Jobs is compared to the Russian revolutionary Leon Trotsky because he had such a pure vision that he was unable to accommodate the imperfections existing in the world (Hellriegel John W. Slocum, 2011). A number of in cidents have been reported wherein Steve Jobs had terminated employees irrespective of their position when they failed to adhere to their duties and company policies. Culture at Apple Computers is described as power culture where ever issue was viewed from a deontological perspective. Steve Jobs displayed strong personal character, was proactive and had a passion to do what is right and he supported transparency as all information was well communicated to employee however their views was given no preference. Steve Jobs is one of the best examples of an effective leader with strong ethical management and decision making skills. He has made a number of tough decisions when he was CEO and Chairman of Apple Computers Inc. Some of his decisions were really impressive and has enabled Apple Computers achieve their desired goals; however like every other humans some of his decision were not that impressive and effective. For example his decision to hire John Sculley to succeed himself as CEO of the company was his biggest mistake and resulted in period of slow growth and many product missteps. Steve Jobs decision processes and style matched to that of a micro-manager especially in case of product design decisions (Daft, 2007). With his autocratic leadership style Steve Jobs was called a corporate dictator who took all decisions by himself. There have been cases when during his angry tantrums he fired his subordinates without even giving a second thought over it. Even on personal front Steve Jobs was seen as a stubborn decision maker who wants things to work according his ways. In year 2003 when he was detected with abdominal cancer he choose to go for treatment with a special diet and explored a number of alternatives before actually surrendering for a surgery when things were going out of control. He lived his whole life as a risk takers, innovator and attitude for a born leader. Case Study: Alan Mullaly, CEO, Ford Motor Company Alan Mullaly was the CEO of Ford Motor Company and was the key driving force behind the remarkable turnaround of Ford without seeking U.S government financial aid. When Alan Mullaly joined as the CEO of Ford the company was on the verge of financial crisis and was almost about to lose its independence (Hellriegel John W. Slocum, Organizational Behaviour, 2011). Under the effective leadership of Alan Mullaly Ford Motor not only managed to come over the financial crisis but also capture a huge market share of automobile industry. Alan Mullaly created an organisation culture that served as a competitive advantage against the rivals. Alan Mullaly presents a perfect example of transactional leadership wherein the leader motivates and directs his followers primarily by appealing to their own self-interest (Bass Bass, 2009). Transactional leadership emphasizes on the carrot approach wherein performance objectives and goals are effectively communicated to employees and regular feedbacks are provided to them. Alan Mullaly displayed the use of participative leadership style wherein employees were encouraged to actively participate in decision making process and openly share their views (Borins, 2002). He emphasized on openness and effective communication. He ensured that everyone in the organization is aware of the plan, its status and areas that needed more attention. He possessed the inherit charisma and high positive energy that enabled him to influence his followers. He was greatly appreciated by his followers for his openness that won him large support within the organisation. He had effective team building skil ls that helped him integrate the company into single global entity (Hellriegel John W. Slocum, Organisational Behaviour, 2011). Alan Mullaly created a clear vision and values for the company that were effectively communicated to employees and they very influence by his positive energy to live by the values that support his vision. He motivated his employees to strive for functional and technical excellence, work as a team in close coordination with each other, live by ford values and deliver results that met customer expectations. As an effective leader Alan Mullaly believed in communicating inspiring vision, informing others about the values that support the vision, be a role model who lived by those values, think win-win, bring everyone on the same page, always carry a can-do attitude and be result oriented. Alan Mullaly displayed all the characteristics of an ethical leader, he possessed strong personal character, he was confident, discipline and a fierce desire to win, he had a desire to do what is right, was proactive and considered interest of all stakeholders(Ferrell, Fraedrich, Ferrell, 2014). His ethical management can be best explained by utilitarian ethical theory according to which an action is viewed as right or wrong based on its consequence (Fisher Lovell, 2006). The choice that offers greatest benefit for most of the people is considered the most ethical choice. The development of One Ford model holds true for the fact that Alan Mullaly was a people-oriented leader who respected the rights of his people. He ensured that all the policies and code of conducts of the company are followed rigorously. He provided ample opportunity to his subordinates and employee to realise their full potential and actively participate in decision making. He viewed all employees as members of one team, who had to follow one plan in order to achieve one common goal. Alan Mullaly is recognised worldwide for his strong decision making and problem solving skills. It was his decisions that helped Ford Motor Company in overcoming a financial crisis and slowly win over their competitors. It was his decision to borrow $23 billion against Ford assets in order to ensure that Fords independence is secured. He was the one who suggested Bill Ford to sell Land Rover and Jaguar so that they can focus their resources on Ford brand. It was owing to his strong decision making skills that Taurus is back to showrooms and is one of the best selling products of Ford today. Alan Mullaly believed in effective communication being the key to successful change management and through his openness he was able to win huge support throughout the organization. Owing to his participative leadership style he concerned inputs provided by employees before making any decisions. He was concerned for all stakeholders thus ensured that high decision support interest of all. He decide d the Ford will work as a single integrated team thus developed the One Ford Model which is recognised worldwide for its effective results. One Ford Model is studied as a best practice around the world and is used by many other companies to streamline operation and build effective teams so that they can achieve desired organisational goals, develop and retain their competitive advantage (Hellriegel John W. Slocum, Organisational Behaviour, 2011). Effective decision making is an essential skill that helps differentiating ethical leaders from other leaders and managers. Effective leadership, ethical management and tough decision making as and when required has helped Alan Mullaly develop an organisational culture where employees enjoy coming every day. His inspiring spirit and positive attitude motivated employees to take the ownership of task assigned to them and work in coordination to achieve common goals. Conclusion Ethical decision making and effective leadership goes hand in hand because leaders have the needed skills and expertise to motivate others and enforce policies, norms and view points within the organisation. It is the prime responsibility of ethical leaders like Steve Jobs and Alan Mullaly to ensure that organisational goals and performance objectives are met in an ethical manner. It is seen that ethical leaders as those discussed in the assignment are found to have employees that look at them as role model rather than deviants that create problems within the organisation. Steve Jobs is an excellent example of transformational leader whose creativity and innovative ideas for the base for exceptionally high growth of Apple Inc. However at times he is seen as an autocratic leader who wants people to work according his ways. He preferred making important decision by himself without consider inputs given by employees. Whatever may be the consequences of his decisions he never repented. Allan Mullaly on the other hand through his participative leadership style and a people-oriented approach has enabled Ford Motor Corporation achieve their desired goals and become one of the worlds largest automobile companies. His inherit charisma and a strong sense of ethics has helped him keep his followers motivated during tough times. Development of ethical leadership skills need years of experience, training and learning through various best practices of leadership. Steve Jobs and Allan Mullaly have acquired ethical leadership skills through years of hard work, dedication and a passion to create a difference. References Adair, J. (2009). Leadership and Motivation: The Fifty-Fifty Rule and the Eight Key Principles of Motivating Others. London: Kogan Page Publishers. Armstrong, M., Stephens, T. (2005). A Handbook of Management and Leadership: A Guide to Managing for Results. London: Kogan Page Publishers. Avery, G. C., Bergsteiner, H. (2011). Sustainable leadership practices for enhancing business resilience and performance. Strategy and Leadership , 39 (3), 5-15. Bass, B. M., Bass, R. (2009). The Bass Handbook of Leadership: Theory, Research, and Managerial Applications. New York: Simon and Schuster. Bertocci, D. I. (2009). Leadership in Organizations: There is a Difference Between Leaders and Managers. Maryland: University Press of America. Bonnici, C. A. (2011). Creating a Successful Leadership Style: Principles of Personal Strategic Planning. RL Education: RL Education. Borins, S. (2002). Leadership and innovation in the public sector. Leadership Organization Development Journal , 23 (8), 467-476. Daft, R. (2007). The Leadership Experience. New York: Cengage Learning. Ferrell, O. C., Fraedrich, J., Ferrell. (2014). Business Ethics: Ethical Decision Making Cases. New York: Cengage Learning. Fisher, C., Lovell, A. (2006). Business Ethics and Values. Essex: Pearson Eductaion Limited. Hellriegel, D., John W. Slocum, J. (2011). Organisational Behaviour. New York: Cengage Learning. Hellriegel, D., John W. Slocum, J. (2011). Organizational Behaviour. New York: Cengage Learning. Keen, B. (2012). Applied Business Ethics: Power Living Through the Truth. Bloomington: iUniverse. Weiss, J. (2008). Business Ethics: A Stakeholder and Issues Management Approach. New York: Cengage Learning.

Saving Private Ryan Essays - Operation Overlord, Operation Neptune

Saving Private Ryan June 6, 1944. Military forces converge on the beaches of Normandy for one of the most decisive battles of World War Two. America would call this a victory. History would call it D-Day. But for Captain Miller and his squad of young soldiers, the day after the landing on Omaha Beach would change all of there lives. They would get a special order from Washington ordering them to go on a personnel mission to save one life. One soldier lost three of his brothers in combat. One on Omaha Beach, one on Utah Beach, and the other in New Guinea. They realize this is not a simple mission to save a life but a test of their honor and duty. Their sole obsession-and their last hope for redemption. Upon arriving at Omaha Beach Captain Miller was faced with many problems. The Germans were awaiting the arrival of the American forces and attacked the ships landing on the beach before the troops were even able to exit the boats. Many of Millers men were lost on the beach along with many men from many other companies. Miller lead his mean along a wall on the beach and over took German forces to escape with most of this troop in tact. What he didn't realize was that on of the men lost on the beach was a Private Ryan. Captain Miller continued to lead his men into enemy territory despite the loss of some of his men. He then reached a friendly base set up. Upon arriving at the base he received orders that his mission would be changing. He was told of the Private Ryan that died at the Omaha beach invasion. He was also told of the other two Ryan boys from Iowa that had already died in the war. He wasn't really sure why he was being told this. Then the worst part came. He was ordered to try to find the one remaining Ryan brother. No one was sure where he was or if he was even alive. He was told of an earlier incident where three brothers from Iowa had all been killed in the war and the mother was left alone. The United States army was now ready to risk the lived of Captain Miller and seven of his men to try and save this one man just so his mother wouldn't have to lose her only remaining son. To Captain Miller this seemed a little extreme. Think of our mothers thought Miller and his men. They had no choice though, they were under orders. Along the way Millers company would stop by another American base to pick up an American soldier to translate to the German civilians they would meet along the way. They traveled to may abandoned and demolished remains of what used to be towns in search of Private Ryan. Miller lost many of his men along the way during encounters with German paratroopers and hidden German machine gun nests. But despite loosing many men they were able to continue. The met remaining parts of an American Paratrooping unit along the way to somewhat replenish their forces. But the paratroopers weren't in much better shape than Millers bunch. They continued in search of Ryan and finally found him in a town on the river. He was in a patchwork infantry trying to prevent the Germans from taking a bridge that was vital to the strategies of the United States Army. Private Ryan wouldn't leave with Miller though, he insisted on staying and fighting the Germans. He didn't want to be remembered as a coward. Miller agreed, and his men, battered and beaten, also agreed to stay and fight one last fight before going home. They managed to hold off the German advances until help arrived. They again lost many men in this effort but Private Ryan survived. Captain Miller has reached his goal and Ryan would make it home. I thought this was a very good book. I thought it made a very good point about some of the difficult decisions facing the men in the middle of a hostile environment in another country and the bravery shown by many men in the heat of battle. I can't say if I were placed in the same position if I would be able to do the same thing as some of those men. To risk the lives of several men to save the life of one is Saving Private Ryan Essays - Operation Overlord, Operation Neptune Saving Private Ryan June 6, 1944. Military forces converge on the beaches of Normandy for one of the most decisive battles of World War Two. America would call this a victory. History would call it D-Day. But for Captain Miller and his squad of young soldiers, the day after the landing on Omaha Beach would change all of there lives. They would get a special order from Washington ordering them to go on a personnel mission to save one life. One soldier lost three of his brothers in combat. One on Omaha Beach, one on Utah Beach, and the other in New Guinea. They realize this is not a simple mission to save a life but a test of their honor and duty. Their sole obsession-and their last hope for redemption. Upon arriving at Omaha Beach Captain Miller was faced with many problems. The Germans were awaiting the arrival of the American forces and attacked the ships landing on the beach before the troops were even able to exit the boats. Many of Millers men were lost on the beach along with many men from many other companies. Miller lead his mean along a wall on the beach and over took German forces to escape with most of this troop in tact. What he didn't realize was that on of the men lost on the beach was a Private Ryan. Captain Miller continued to lead his men into enemy territory despite the loss of some of his men. He then reached a friendly base set up. Upon arriving at the base he received orders that his mission would be changing. He was told of the Private Ryan that died at the Omaha beach invasion. He was also told of the other two Ryan boys from Iowa that had already died in the war. He wasn't really sure why he was being told this. Then the worst part came. He was ordered to try to find the one remaining Ryan brother. No one was sure where he was or if he was even alive. He was told of an earlier incident where three brothers from Iowa had all been killed in the war and the mother was left alone. The United States army was now ready to risk the lived of Captain Miller and seven of his men to try and save this one man just so his mother wouldn't have to lose her only remaining son. To Captain Miller this seemed a little extreme. Think of our mothers thought Miller and his men. They had no choice though, they were under orders. Along the way Millers company would stop by another American base to pick up an American soldier to translate to the German civilians they would meet along the way. They traveled to may abandoned and demolished remains of what used to be towns in search of Private Ryan. Miller lost many of his men along the way during encounters with German paratroopers and hidden German machine gun nests. But despite loosing many men they were able to continue. The met remaining parts of an American Paratrooping unit along the way to somewhat replenish their forces. But the paratroopers weren't in much better shape than Millers bunch. They continued in search of Ryan and finally found him in a town on the river. He was in a patchwork infantry trying to prevent the Germans from taking a bridge that was vital to the strategies of the United States Army. Private Ryan wouldn't leave with Miller though, he insisted on staying and fighting the Germans. He didn't want to be remembered as a coward. Miller agreed, and his men, battered and beaten, also agreed to stay and fight one last fight before going home. They managed to hold off the German advances until help arrived. They again lost many men in this effort but Private Ryan survived. Captain Miller has reached his goal and Ryan would make it home. I thought this was a very good book. I thought it made a very good point about some of the difficult decisions facing the men in the middle of a hostile environment in another country and the bravery shown by many men in the heat of battle. I can't say if I were placed in the same position if I would be able to do the same thing as some of those men. To risk the lives of several men to save the life of one is

Alice And The Wonderland Essays - Alice In Wonderland, British Films

Alice And The Wonderland Essays - Alice In Wonderland, British Films Alice And The Wonderland To millions around the world, Lewis Carrolls Alice in Wonderland is merely a childhood dreamland filled with riddles, fairy tails, and games without rules. However, to the trained eye, Alices world translates into much more than a childs bedtime story. There are many undeniable patterns and connections seen throughout his story that are simply too radical to be mere coincidence. The story of Alice is both a mixture of contradictory patterns and a metaphor for growth. With the right train-of-thought and a little imagination, this otherwise straightforward fairy tale becomes a key to Carrolls inner thoughts. Psychoanalysts have analyzed Alice in Wonderland since the early 1900s. Psychoanalysis is, the theory of the talking cure. In other words, it is used to help understand inner (subjective) meaning. Psychoanalysis was first used as a clinical practice to help people suffering from troubles without any organic cause. (Bokay 2) However, it has also proven very effective in uncovering subliminal motives in dreams, art, and literature. The following should not be looked at as definite concepts, but more like a key to help understand some popular interpretations of lewis text. If the whole of Alices journey may be read both as a passage from the surface to the abyss and as an achievement, a hard conquest from the abyss to the surface, the leaven, the engine of this twofold passage is to be found in the series of events which are written in Alices body. (Roncada 2) To grasp the concepts and to fully understand underlying ideas in wonderland, it helps to think of wonderland as a real world with real rules. Non-law and a non-measure of Alice herself govern wonderland, which in turn results in a large amount of nonsense. What is isn't, what isnt is, a very hard concept for young Alice to grasp at first. Alice morphs from tall to short, from small to big, and always maintains her psychological and biological age. Her body (the engine) is disconnected from her physical life. (Roncada 4) Her body goes through four phases throughout this trip: 1) and unexpected growth/decrease 2) a growth/ decrease openly driven by the other characters 3) a growth/decrease manipulated by Alice (with bits of mushroom) 4) the spontaneous, self induced growth without the use of any object (during the trial). (Roncada 4) This is the most obvious metaphor suggesting growth seen throughout Alices trip. Alice does not look for any explanation for her re-occurring metamorphic changes. To Alice, eating and drinking does not mean nourishment just as growing up does not mean maturing or getting old; it is only used for alteration. The use of food in this world is not incidental. In Wonderland there are many distinguishing factors between eating and drinking. The act of eating is not ritual, it is necessary for Alices metamorphosis, it is a prize at the end of the Caucus race, and a never-ending punishment at the mad tea party. The food never becomes a real meal because it is broken into several snacks. (Roncada 6) Food categories are separated into liquid and solid (which share the same result: grow shrink), raw and cooked, and sweet and salty. A fine example of this is during Alices first size change in the hall. When Alice drinks the liquid marked appropriately drink me she states, It had, in fact, a sort of mixed flavor of cherry-tart, custard, pine-apple, roast turkey, toffee, and h ot buttered toast. This part entwines a number of distinct patterns contradicting each other. First off, the liquid assumes the flavor of solid food. Sweet (cherry-tart, custard, pineapple, toffee) and salty (roast turkey and hot buttered toast) stay together. Inside the sweet category there are other contradictory patterns: toffee is solid and custard is non solid; cherry-tart, custard, roast turkey, and toffee are all cooked (or mixed) while pineapple is raw and natural. And finally, the tastes have been organized according to different culinary techniques: custard, toffee, and cherry tart are all made with low heat and turkey and toast are made with high heat. Roasted Turkey, hot buttered toast, and custard are all served hot while toffee and cherry-tart are served cold. ( Roncada 4) This seemingly innocent observation made by

Assignment should be presented as a Journal opinion article and

Should be presented as a Journal opinion article and address an ECONOMICS issue of current interest to Wall Street Journal readers - Assignment Example This increase is a concern because of a number of reasons. Firstly, since they cannot get permanent jobs, part-timers are unable to access the stability and benefits accorded by fulltime jobs. Overall, unemployment declined sharply in the last 12 months – it fell from 7.2% in October last year to 5.8% the same time this year – but there are too many sections of the population that can only find temporary slots. More concerning is the fact that the number of part-time workers doing involuntary shifts is more than 50% higher than at the beginning of the recession (International Labor Organization 20). There was an identical increase in temporary workers in previous recessions, but it fell quickly. This time it is not dropping, making economists wonder what the outlook will be next year. In fact, during the recovery, some states have witnessed increases of people wallowing in part-time employment who want more. People working part-time are 5 times more likely to live in poverty compared to permanent workers. Currently, about 75% of part-time workers in the country either live in low income or poverty. This is according to government sources and industry experts. In addition, there is a strong positive correlation between unemployment and temporary work; part-time jobs do not often last long. Many temporary workers go through lengthy periods without work. About 30% of involuntary temporary workers are often out of work for more than 3 months or longer annually. According to the International Labor Organization (19), while they are always glad to be working, the reality is that part-time jobs, especially involuntary ones, are just â€Å"subtle unemployment.† For example, if someone works 20 hours each week but needs 40 hours to meet his needs, those unfulfilled hours (20) are spent out of work. The person is therefore half-employed or half-unemployed, depending on how optimistic someone