Directors responsibility Coursework Example | Topics and Well Written Essays - 1000 words

Directors responsibility - Coursework Example Another notable aspect is that the board acts as the epicentre of the organization and it links the investors and the individuals responsible for implementing the policies that make their respective organizations tick as well as ensuring accountability. Thus, corporate governance in this case refers to â€Å"rigorous supervision of the management of a company; it means ensuring that business is done competently, with integrity and with due regard for the interests of all stakeholders,† (Institute of Directors, 2014). Simply put, the Institute of Directors (2014) also posits to the effect that corporate governance relates to a combination of the following factors: legislation, non-legislative codes, self-regulation and best practice, structure, culture, and board competency. The operations of various organizations especially in the UK are guided by the legal framework obtaining in that particular country. Such laws are designed to protect the interests of different stakeholders with an interest in a business entity. McGregor (2000) aptly suggests that that corporate governance is practiced at different levels and the law is specifically designed to protect the interests of all the stakeholders involved. Duplessis (1999) concurs with this assertion when he states that the law overrides all individual interests. In as far as Company law is concerned in UK, it can be seen that the board of AstraZeneca acted in accordance to the laws. According to Company Law Solutions Limited (n.d), â€Å"the directors have such powers as are conferred on them by the articles of the company which are especially based on the Model Articles (companies registered post 1.10.2009.† This is promulgated by the Company’s Act 2006 which further stipulates that â€Å" the business of the company shall be managed by the directors who may exercise all the powers of the company....†

Kudler Fine Foods Frequent Shopper Program Essay Example for Free

Kudler Fine Foods Frequent Shopper Program Essay Kudler Fine Foods is a local and upscale specialty food store with a total of four stores in La Jolla, Del Mar, and Encinitas California with their main base store in San Diego, California. Each store maintains and sells high quality bakery, pastries, fresh produce, meat, seafood, specialty condiments, packaged foods, cheeses, and dairy products. Kathy Kudler owner and founder of Kudler Fine Foods is looking to expand her company and market her products to new prospective clients, along with improving her services to her current clientele. Since the opening day of Kudler Fine Foods in June 1998 the business has become sustainable and profitable. Ten years later Kathy wants to implement a frequent shoppers program not only to reward her current loyal customer base but also to draw in new clientele. Installing a business system for this initiative would allow Kudler the ability to track purchasing patterns of individual customers. This would give the company a better understanding of what products are sellers and what products do not move or sell as fast. Alternatively this would give customers the opportunity to receive points from their past purchases geared toward rewards products. According to the Kudler’s sales and marketing departments research this type of system will increase revenue and cost reduction for Kudler. Kudler identifies that knowing exactly what the customers purchasing habits, supply needs, and preferences are would enable Kudler to purchase only what will be sold. Therefore, it will stop Kudler from stocking on items that do not sell and are not attractive to the customer. Kudler has different types of options on how they could advertise the new shoppers program. Because these types of programs are commonplace within any market, Kudler needs to devel op a complete database system, with including current and former customers. This database is used specifically for advertising of the new program and data collection of sales. Kudler would need to update or create a new website to add this new program and help customers understand the benefits of registering for the program. Legally Kudler needs to stay within the boundaries set up for E-commerce. The rules for online business and e-mail advertisement are very far-reaching some of which include an opt-out link that allows any consumer to stop receiving e-mail advertisements. This must be easily viewable and verifiable to the recipient for online spam advertisement. Electronic contracts are legal and binding along with electronic signatures, these forms of agreements must have legal disclaimers visible for the customer to read. These are just a few of many other legal ramifications that Kudler would need to investigate and consider before moving forward. Ethical considerations are also vital to both the customers and Kudler Fine Foods when implementing the shoppers program. Any customers who register with Kudler’s shoppers program understand that all personal information given to Kudler will not be given or sold to another company without the express approval of the customer. Kudler has to take into consideration that registration online has to be implemented with the highest security software on the market. Protection of sensitive data is vital to the success of any online purchases or programs. Pornographic material and anything refereeing to pornography is prohibited by law. Breaches of contractual agreements are also considered unethical. Therefore, Kudler must have strict policy and procedures in place to alleviate any of the above issues. This would keep Kudler ethically stable and help with any other issues that will come into light. The main understanding that Kudler Fine Foods would have to embrace is that the company is fully responsible for what is placed on their website and also what they are offering to their customers as an incentive. Kudler Fine Foods has to identify within the scope of this project the development of the frequent shoppers program specific security measures. The main initiative is to secure private data and deter any unauthorized access. The main and formidable issue here is that the Frequent Shoppers Program will enable Kudler Fine Foods to still make a profit. The return on the investment with this new program has to exceed its monetary cost factor to stay viable. The stores have to identify other cost saving measures for this program to stay solvent for years to come. Keeping up to day records in a management system will also help save time and money while understanding where money is spent and where it is saved. Investing in the Shoppers program will take considerable money to start with. The long-term gain if managed properly can make Kudler Foods more lucrative in the future. Managing the marketing and advertising expenses must be a number one priority along with investing in upgrades of the website and possible market research. Concluding this program will rely on reports regarding expenditures, which should be collected over a period several prior years. This will give Kudler a baseline for future gains or losses. This will also let Kudler Fine Foods see if the program is profitable from each succeeding year. Gains and losses, extreme scrutiny and constant tweaking of the program its website and security infrastructure will have to be made in order for this program to be a success. Reference Apollo Group, I. (2007, 2010, 2011). Kudler Fine Foods. Retrieved November 26, 2012, from Sales and Marketing: https://ecampus.phoenix.edu/secure/aapd/cist/vop/Business/Kudler2/intranet/marketing-overview.asp

Napoleon Essay -- European History Military Generals Essays

Napoleon â€Å"I live only for posterity, death is nothing, but to live without glory is to die every day† (Lefebvre 43). Napoleon was driven by his desire for glory and ambition and his ascension was tremendous. Born in Corsica, his family moved to France, in Marseilles, when he was only a child. From the state of a â€Å"lieutenant,† at the age of sixteen, to the one of emperor in 1804, till reigning over the European continent after his conquest of Prussia, his ascension was not only due to the events that occurred during his life, but was also due to his ambition and his tremendous genius. His genius was both military and political. Napoleon was a military genius because of his career rapidity. He went to the School of Officers in Paris. At the age of sixteen he was already a lieutenant. At Toulon, this battle enabled him to climb quickly the echelons in the military. As Chandler states, Napoleon gave military orders to produce a large number of guns. These guns and mortars provided Napoleon the possibility to attack the different forts situated in places that were overlooking the harbor. Because of this production, Napoleon was able to produce enough guns to attack the place without having a great loss in his army. Horne declared the recapture of the port became possible because the previous attacks enabled Napoleon to place a number of guns and mortars in good position to fire the British fleet commanded by Hood (17). By the success of his capture, the British fleet left the harbor and Napoleon gained great recognition by the military and was soon after promoted to the rank of â€Å"gà ©neral de brigade.† Napoleon’s military genius is perceived through the new division of the army. Gates state... ..., Georges. â€Å"A Romantic Tempered by Realpolitik.† Kafker & Laux. Napoleon and his Times: Selected Interpretations. Malabar Florida: Robert E. Krieger Pub. Co., 1989. Napoleonic Europe 1812. Map. Atlas of European History. By Bartholomew, Edinburgh. New York: HarperCollins, 1994. 148-49 Rothenberg, Gunther. â€Å"Military Affairs.† Kafker & Laux. Napoleon and his Times: Selected Interpretations. Malabar, Florida: Robert E. Krieger Pub. Co., 1989. Rowe, Michael. â€Å"Debate: Napoleon and the Post-Revolutionary Management of Sovereignty.† Modern and Contemporary France 8.4 (2000): 510-13. Academic Search Premiere. EBSCO. Roesch Library, Dayton. 04 Nov. 2002 Vandal, Albert. â€Å"The Restoration of Order and National Unity.† Kafker & Laux. Napoleon and his Times: Selected Interpretations. Malabar Florida: Robert E. Krieger Pub. Co., 1989.

Automotive industry Essay

Maruti Suzuki India Limited generally famous as Maruti is an ancillary company of the Japanese automaker Suzuki Motor Corporation. It has a market share of 44.9% of the Indian passenger car market as of March 2011. Maruti 800 and Alto are their entry level cars. Ritz, A-Star, Swift, Wagon-R, Estilo are their hatch back models. DZire & SX4 are Maruti’s Sedan class models. Eeco and Ertiga are Maruti’s C segment class. Grand Vitara is their Sports Utility Vehicle which is directly imported from Japan. Maruti is the 1st company in India to turn out and sell more than a million cars. Maruti Udyog Limited is renamed as Maruti Suzuki India Ltd on 17th September 2007. Maruti companies head quarter is in Nelson Mandela Road, New  Delhi. The company was customary in 1989; however the actual production commenced in 1983 with their Maruti 800. Till 2004 Maruti 800 was the India’s largest selling packed in car ever, since it was launched in 1983. More than a million units of this car have been sold worldwide so far. Maruti imports diesel engines for all their diesel cars from Fiat motors. Maruti’s manufacturing plants are located at two amenities Gurgoan and Manesar south of Delhi. Gurgoan plants installed capacity is of 9, 00,000 units per annum and Manesar plant with a capacity of 5, 00,000 units per year and a diesel plant with an annual capacity of 1, 00,000 engines and transmissions. Maruti has 933 dealerships crossways 666 towns and cities in all states and union territories of India with 2,946 service stations (inclusive of dealer workshops and Maruti Authorised Service Stations) in 1,395 towns and cities all over India. It has 30 Express Service Stations on 30 National Highways across 1,314 cities in India. Service is a major source of proceeds to the company. Most of the service stations help many stranded vehicles on the highways by sending across their repair man to the vehicle. 1.2 Definition Of Marketing According to American Marketing Association (AMA) Board of Directors, Marketing is the activity, set of institutions, and processes for creating, communicating, delivering, and exchanging offerings that have value of customers, clients, partners, and society at large. Dr. Philip Kotler defines, marketing as â€Å"the science and art of exploring, creating, and delivering value to satisfy the needs of a target market at a profit. Marketing identifies unfulfilled needs and desires. It defines measures and quantifies the size of the identified market and the profit potential. It pinpoints which segments the company is capable of serving best and it designs and promotes the appropriate products and services†. 1.3 Customer Perceived Value Customer Perceived Value (CPV) is the distinction between the prospective customer’s evaluation of all the benefits and all the costs of an offering and the perceived alternatives. 1.3.1 Customer Perceived Value of Maruti Suzuki with reference to Holbrook Model Typology of Customer Value Holbrook (1994 p. 27) asserted â€Å"Value is an interactive relativistic preference experience†. Based on this Holbrook proposed a typology of consumer value having three different dimensions: Extrinsic/Intrinsic: The consumer perceives value in using or owning a product or services as a means to and end versus an end in itself. Self-oriented/Other-oriented: The consumer perceives value for the consumer’s own benefit as against the benefit of others. Active/Reactive: The customer perceives value through direct use of an object as against apprehending, appreciating or responding to an object. These three dimensions give rise to eight types of customer value Extrinsic Intrinsic Self-oriented Active Efficiency Play Reactive Excellence Aesthetics Other-oriented Active Status Ethics Reactive Esteem Spirituality Thus for a company like Maruti it would be very apt to use this model considering that the products that Maruti Suzuki has to offer fits in quite easily in different dimensions as presented in the typology. 1.3.2 Customer Perceived Value of Maruti Suzuki with reference to Monroe Model Monroe (1990, p. 46) observes, â€Å"Buyers perceptions of value represent a trade-off between the quality or benefits they perceive in the product relative to the sacrifice they perceived by paying the price† Monroe has expressed the concept of customer perceived value as the ratio between perceived benefits and perceived sacrifice: Customer Perceived Value= Perceived Benefits ________________ Perceived Sacrifice According to Monroe perceived benefits has a positive influence on consumers’ perception of product value at first, and later on it may influence consumers’ purchase intentions. In contrast, perceived sacrifice first has a negative influence on consumers’ perception of product value, and later on it may influence consumers’ purchase intentions. Perceived Benefits Here the benefits include customers’ desired value, e.g., quality (Monroe, 1990). Sacrifices, on the other hand, include monetary (price) (Dodds, et al., 1991) and non-monetary (time, effort) (Cronin, et al., 2000) considerations. Therefore, value includes three key factors: (1) quality, (2) price, and (3) convenience (Lemon, et al., 2001), where convenience is the time and effort expended by the customers (Cronin, et al., 2000) In context to Maruti, the customer’s desired value is the quality of the car and services rendered there off. Whereas the sacrifices include the price of the car, maintenance cost, etc. 1.3.3 Customer Perceived Value of Maruti with reference to Woodruff’s Model A Value-Hierarchy Model Woodruff (1997) proposed that â€Å"Customer value is a customer’s perceived preference for and evaluation of those product attributes, attribute performances and consequences arising from use that facilities achieving the customer goals and purposes in use situations.† (p146) Accordingly the customer value hierarchy suggests that customers conceive of desired value in a means-end way. Basically it can be known as a system to run businesses throughout the country by understanding customer’s goal and satisfaction over it (Lister, n.d.) Desired Customer Customer Satisfaction Value with Received Value Customer’s Goals and Purposes Desired Consequences in Use Situations Desired Product Attributes and Attribute Preferences Starting at the bottom of the hierarchy, customers start to think about products as bundles of specific attributes and attribute performances. While purchasing and using a product they form desire or preferences for a certain attribute based on their ability to facilitate achieving desired consequence experiences. Looking down the hierarchy from the top, customers use goals and preferences to attach importance to consequences. Also the customer’s use situation plays a critical role in evaluation as well as in desires. Maruti Suzuki, being an automobile manufacturing company faces a lot of competition. Thus such a model would be very essential for their company. 1.3.4 Consumer perceived value of Maruti with reference to Zeithaml Model Means-End Model An adaptation of a model first proposed by Dodds and Monroe (1985), Zeithaml with her study in 1988 about price, quality and value towards consumers defined this into the concept of Means-End model. (Source: Means-End Model, Zeithaml, 1988) 2. Value Proposition Definition of ‘Value Proposition’ A business or marketing speech that summarizes why a customer should buy an item for consumption or use a service. This statement should prove a potential buyer that one meticulous product or service will add more value or better solve a problem than other like offerings. Companies use this statement to target customers who will benefit most from using the company’s products, and this helps maintain an economic moat. The ideal value proposition is concise and appeals to the customer’s strongest decision-making drivers. Companies pay a high price when customers lose slight of the company’s value proposition. 2.1 Value Proposition of Maruti Suzuki ‘Way of Life’ is the Value Proposition of Maruti Suzuki. As India is a country where comfort is vital while travelling, Maruti has always been the first option. As mileage is a big criterion with cars for Indians, Suzuki proves to be better than quite a few other names in cars as its vehicles have a higher mileage; for example Swift gives 22km/ltr while if you compare a Honda City gives around 12-13 km/litre. 2.2 Mission & Vision of Maruti Suzuki The Company Mission To make available a wide range of modern, high quality fuel efficient vehicles in order to meet the need of different customers, both in domestic and export markets. The Company Vision We must be an internationally competitive company in terms of our products and services. We must retain our leadership in India and should also aspire to be among the global players. Their focus is on: Building a continuously improving organization adaptable to quick changes Providing value and satisfaction to the customer Aligning and fully involving all our employees, suppliers and dealers to face competition Maximising Shareholder’s value 2.3 Target Market Definition of target market: A specific group of consumers at which a company aims its products and services. Maruti Suzuki has adopted a focused approach and wisely created segments within a large market to promote their cars. Lower Income Group- Maruti 800, Alto  Middle Income Group- Wagon-R, Swift, Swift DZire, Ritz High Income Group- Maruti Suzuki Kizashi, Suzuki Grand Vitara Suzuki Grand Vitara would obviously have no takers amongst the lower income group. 2.4 Market Attractiveness Market attractiveness is a term that describes the profit possibilities available in a given market or industry. The more attractive a market is, the higher the potential profits. Companies in the process of considering entires into new industries or markets conduct a number of analyses to determine whether or not such a move would be good for the business. One such analysis is a market attractiveness analysis, conducted to find out if entering a particular market or industry would be profitable and how much the company could potentially earn. The automobile industry is a huge and diversified market. It can be divided into different segments each satisfying different needs of the customers. These different segments can be classified as: SUV’s, Sedans, Hatchbacks, C segments etc. This gives an automobile company ample amount of opportunities. Maruti Suzuki  is prevalent in all of these segments and is considered as one of the premium brands in all of these segments. In this very market other than the different segments of automobiles also is the service rendered by the company to the customers. Thus the market is as attractive as one would hope for giving Maruti Suzuki a chance to make the most of it.

Managing in Hospitality Organizations

IntroductionThe role of management in an organization, especially employee management, is crucial and determines the performance and success of the organization. It is thus essential to measure and address employee apprehension towards any change of scenario within the organization. This paper addresses employee management methods to bring about a change in their perception of a new scenarios as desirable and motivating. This involves bringing a strong shift from an intuitive stance of opposing change that stems for inertial comfort in the current setup.This paper is centered on the decision of a hotel owner to change the target clientele of the hotel from international tourists to the high-end market. The five star hotel ‘Walkerhill’ is located in the suburbs, quite far from the International airport and has this disadvantage over its competitors in terms of location. However this change would possibly be met with resistance from employees and managers, many of whom hav e worked for about 10 years. This paper puts forth approaches and methods to amiably change the perception of employees and managers at two levels – the group level and at an individual level. The objective is to convince them to adopt the changes in full trust and enthusiasm and make the new setup a successful and high-performance driven one.The next two sections discuss methods that can be employed at a group level. The first section concentrates on interpersonal behavior in the organization. It suggests how manager and employee groups can be amiably convinced about the necessity for change by acquiring their trust and involving them in the decision making process, while keeping the change in place.The second section emphasizes on the importance of a good team and processes that help in bringing about the change productively. The third section addresses coping up with organizational change at the individual level. It describes how the owner and management can communicate wi th the employees to reduce apprehensions and stress about the impending change and make them comfortable.The fourth and last section describes the role motivation plays in bringing about a positive change and high performance within an organization. Organizational changes if implemented as a drive to seek higher goals that require increased challenges, positive change in atmosphere and a renewed recognition of individual performance and achievement, can transform the common apprehension into an openly received change.Group level Interpersonal Behavior in the Workplace To convince the management, the owner must be able to communicate his ideas, logic and perceptions clearly. The owner might face some difficulty in bringing this change, since the managers have been around for long, and probably know their trade well as much as hold a strong affinity for their experience in the setup. However, there is an amicable possibility for this change.One of the things that the owner can do is g ain the trust of his managers. However, it cannot be a calculus-based approach to trust or an identification-based approach – it has to be brought through organizational citizenship behavior. Specifically, the owner has to make sure that each member of the management is treated fairly. For instance, with this issue he must give each and every one a chance to voice out his/her opinion regarding upgrading the hotel and explain why he or she is against it. This will let them know that even though the owner’s ideas may be in conflict with those of the management, the owner still values their knowledge and respects their position as managers.Once they all get their chance to share their thoughts, the owner should then explain his side, but without apparently competing with his managers about the better plan, as this will only create friction, in the form of substantive conflict and it will be even more difficult to convince the management to upgrade the hotel. Instead, the party should negotiate or bargain, and try to find a common ground. Since everyone has had his/her side heard under this approach, they can address the questions surrounding the issue of why upgrading to a 5-star hotel might be a bad idea, and what can be done to turn this around, to compensate for or resolve it.Lastly, the owner should try to control his emotions when explaining his side. No matter how harsh or how blunt the management may be, regarding his decisions as â€Å"unnecessary†, the owner must remain emotionally stable. The same goes for the management—if one of them suddenly starts raising his voice, he should be calmed down before proceeding with the meeting. They should also be reminded of their positions—they are managers, not owners—and should respect the owner’s authority over them. The owner himself should not push his weight around.Group Processes and Work Teams At Walkerhill, we value good teamwork, since good teams are more pr oductive.   To accomplish this, most productive teams must be assembled to maximize the value of their productivity.A highly productive team must be assembled that offers maximum productivity. There are no absolute set of rules to follow in assembling a good team, since every situation is different and no two minds think alike.   However, through case studies we will show guidelines in building a good team.A way to build a good team here is to incorporate healthy acceptance of changes required for a new setup that caters to a different clientele, that is, the shift from serving tourists to a high-end market.   We must incorporate this attitude into the leaders of the hotel, which means this kind of training must start with the managers.   We believe change of attitude is infectious, so changing a negative minded manager into one with a positive mindset towards the hotel’s changes isn’t just adding a positive mind but eliminating one negative mind and adding a p ositive mind.An example we would like to use is to convince the managers that instead of changing our clientele from tourists to the high-end market, we are adding or broadening our market to increase/diversify our target market.   This approach may also assure the employees that we are not abandoning our tourist market.   A positive manager is far more impactful than a positive employee.However, the manager of the team can’t influence the team much if the managers and the employees are not close.   The levels of bonds between the team members are called group cohesiveness.   To strengthen the level of group cohesiveness, we like to use two determinants of cohesiveness: group size and history of success.   We like to minimize the size of each team so the teams can work to their full potential.We can’t put a specific number of individuals per team because the need of minimum number of individuals is different for each department.   Of course, we would not be hesitant to add more individuals to a team if needed.   By minimizing the number of members needed to perform at a high grade, we can cut the labor cost and limit the level of social loafing because smaller groups eliminate social loafing.We also believe that competitiveness is good to have within the organization.   To promote this, we would have a chart indicating which teams had the best performance compared to ones in similar departments.   In addition, the winners would be rewarded for their hard work.   The reward system would reward monthly/annually and individuals/teams.   A 360 degrees approach would be applied to the feedback collection system in order to incorporate feedback at all levels within the organization to help it run more efficiently.Coping with Organizational Life: Stress and Careers In the hotel’s situation, we can raise the issue about the stress in terms of individual level. Usually, people do not like change. Some people feel scared when t hey face some change in their life. In the hotel’s case, the managers and employees were being asked for a big change by the owner of the hotel. As is the common psychology, the managers and employees did not like the change. They wanted to keep the same conditions in the hotel’s operation.In this situation, we can suppose that the managers and employees would have got some psychological pressures such as fear, uncertainty, overload, and heavy responsibility from the sudden request. We can also suppose that they would have suffered from a lot of stress by the pressures. We recognize that the owner should deal with the issue about the managers and employees’ psychological pressures and stress. In short, the owner should consider how he can relieve the managers and employees from the psychological pressures and stress, so for them to accept the new change without any resistance.As a key solution of the situation, we can think of the owner’s effective commun ications skills. The effective communications skills should include the following key points: a reasonable basis for the change, a positive and successful prospect from the change, and vast benefits for managers and employees.As the reasonable basis for the change, the owner can suggest a few examples such as decrease of the foreign tourists, or increase of the demand of the domestic high –end market. In the respect of the positive and successful prospect from the change, the owner can also represent several examples such as upgraded brand image of the hotel, more effectiveness in hotel’s operation, and increase of the profits.   In the respect of the benefit for managers and employees, the owner can suggest a few promises such as more improved work environment, higher valued position for the managers and employees, and wage raise.Through those effective communications skills, the owner would indicate the positive aspects for the change, and, through those positive a spects, he would gradually relieve the psychological pressures and stress existing within the managers and employees. As the result, we can expect that the mangers and employees would accept the change without any resistance.Motivating People to Work Towards a Change One consequential factor in making the employees of an organization accept a change and increase performance in the new scenario is motivation. Once the managers are open to the change, the next step is to cascade the motivation, benefits and ownership of the change down to the employees. This can be done at various levels through a combination of different approaches.The first step towards motivating employees to perform at a maximum level of creativity and be a valuable asset to an organization is to ensure that their basic needs are being met. The change should be perceived as enhancing the facilities that meet their lower and rudimentary needs, like good salary for personal needs, an environment that is physically a nd psychologically safe to work in and is conductive to social affiliation and professional bonding. Once an employee finds that these things are in place, and a change will only enhance these factors, maximized performance, desire for success and recognition of accomplishments come naturally.Another step that motivates people is the urge to fill the gap between differences of outcomes and efforts in a job and turn relationships into equitable ones where ratios of outcome/input are similar between their colleagues and co-workers. This factor can be employed to increase motivation at two levels. One is by showing that the change put the employees at par in benefits with employees of other luxury hotels, who may be enjoying more remuneration for the similar responsibilities. The second approach is to introduce transparency in the organization so that employees are aware of roles that are fulfilled responsibly and achieve a good outcome/input ratio, thus stimulating them to model it.Th e hotel should have a very transparent scenario for rewarding and growth that makes the employees aware that a good performance is visible and appreciated at the top-most organizational level. The employees feel motivated to increase effort to enhance performance and are confident of being recognized and rewarded. This also recursively adds to the atmosphere of the organization and keeps people happy, which in turn also enhances motivation and appreciation of a conductive setup.One important approach to making employees work towards a new scenario is setting new goals and making them recognize the challenges of a higher goal level. Combined with a reassurance in the possibility of attaining the feasible yet possibly difficult end, goal setting enhances performance strongly by inducing a desire to reach a goal and feel competent while realizing self-efficacy. Difficult tasks and high goal commitment together maximize performance as opposed to low commitment. To achieve this specific, high performance goals need to be defined. Goals should be difficult yet feasible. This should be combined with feedback, which facilitates in gauging goal attainment. And lastly, this should be allowed time as it takes some time to reach and sustain performance at the new level.A new scenario brings about new job responsibilities. Jobs should be designed as to increase the motivation and performance of the employees. Each role should be designed as to appear inherently appealing. Jobs can include more number of tasks at the same level of responsibility and skills (horizontal loading) or with higher levels of skills and responsibilities (vertical loading). The new role should make people feel that they are doing meaningful and valuable work.Meaningfulness of a work is impacted by skills variety, degree to which a task requires responsibility from beginning to end (task identity) and task significance , as to the impact it has on others. Responsibility for outcome of work is determi ned by autonomy the employees have in determining their own task plan, schedule, etc. Knowledge of the actual result of activities is driven by feedback. This gives the employees a measure of their growth and development. All these together result in employee motivation, performance and satisfaction.ConclusionAn organization operates successfully as a function of the employees’ motivation, committed performance, sense of ownership, growth and satisfaction. While any organization constantly changes and evolves during its life, a sharp change almost always accompanies with employee insecurity and apprehension. Thus it requires foresight, planned and calculated effort to assuage the employee mindset and make it welcome the changed scenario as positive. This requires employing various methods at group and individual levels to make the benefits of change apparent.It is important to involve the employee as a part owner of the change and be a proactive participant in the action plan for the change. This also helps the top decision-makers and owners see details that may have been overlooked in planning the strategy to meet change.The organizational modifications can be brought about successfully through adopting productive processes and forming productive teams. Good teams come with a good degree group cohesiveness and healthy competition.Changes come with employee stress and insecurity, which need to be specifically addressed by the top-level management. An organization needs to show the employee it cares, and the key to this is effective communication. Measures need to be taken to overcome individual stress.Lastly, a positive atmosphere is a predecessor of good performance. The rudimentary needs like comfort and security of employees should be enhanced so that they can concentrate on achieving success and maximizing their level of creativity. Awareness of the organizational roles and at par rival-organization roles gives employees impetus to fill the gap in t he ratio of outcome versus input. A positive variation inspires positive traversal.An organization that is transparent and rewarding inspires employees to expect reward for personal effort and makes them go that extra mile. Well defined, challenging yet achievable goals ensure high employee commitment. In addition job roles defined to increase the skills levels used, ownership of a task life and marked by impactful tasks augment the meaningfulness of the work. Autonomy in choosing the action plan for task enhances sense of responsibility. Additionally, feedback enhances measure of goal attainment thus resulting in an employee’s professional growth. All of this together contribute to the performance, satisfaction and motivation of the employees and result in low absenteeism and turnover.

The Interpretation of Henrik Ibsens A Dolls House Presented by Patrick Garland

The Interpretation of Henrik Ibsens A Dolls House Presented by Patrick Garland The role of women in the society of the 19th century is a rather controversial point for the discussion in literature because of the fact the end of the century can be characterized as the period of the women’s awakening and starting their struggle for the real equality in rights with men. Henrik Ibsen presented his vision of the woman’s position in the society in the play A Doll’s House which became the sensation because of the accents on the problematic social questions.Advertising We will write a custom essay sample on The Interpretation of Henrik Ibsen’s A Dolls House Presented by Patrick Garland specifically for you for only $16.05 $11/page Learn More The play was performed on stage many times, and there are several film adaptations of Ibsen’s work. It is necessary to pay attention to the film adaptation of 1973 directed by Patrick Garland, starring Claire Bloom and Anthony Hopkins. Although stage productions and film adaptations often reflect the director’s vision of the play and its problems which can differ from the playwright’s idea, Garland’s adaptation of A Doll’s House can be discussed as the effective interpretation of the problems of the woman’s social position and the human personal freedom developed by Ibsen in his play. The main strong feature of the film is its strict dependence on the play’s plot and the author’s description of the settings which was followed thoroughly. It is possible to notice only few details which were changed by the director to provide the audience with the feeling of the real situation. It is necessary to pay attention to several excursions outside when the main scenes are developed in the house of Torvald Helmer. Thus, there are no significant transformations in the plot to meet the director’s intentions, and such additions as the developed scene of the ball can be discussed as the device to emphasize th e main characters’ emotions with the help of accentuating their actions. From this point, the director tries to represent not only his vision of the play, but interpret the work according to the playwright’s ideas. The problems which are discussed in the play and in the film are the questions of the women’s social rights, their position in the men’s society, the issue of the personal freedom, the problem of relations between men and women in the family as a result of the impact of social gender stereotypes. Patrick Garland has no intention to add some modern issues to the discussion in the film, but the ideas developed in the adaptation can be discussed as current for the social situation of the 1970s when the movement to protect the women’s rights was especially active.Advertising Looking for essay on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More It is also possible to determine the other important messages which were developed in the play and film such as the problems of friendship, blackmail, and lying for the benefit of the other person. The positive features of Garland’s film adaptation are in following Ibsen’s ideas to emphasize their revolutionary character, vividness, and currency. Nora, the main female character of the play, is the woman who comes through definite stages of her personal development, realizing that her life was rather artificial, and her house was only a doll’s house where the family values were insignificant in comparison with the importance of the social status and image (Ibsen). It is an interesting fact that Claire Bloom also participated in the adaptations of Ibsen’s play on stage that is why the role of Nora is close and familiar for the actress, and Bloom’s acting can be considered as persuasive an emotional. In his adaptation, Garland concentrates on the emotional state of Nora and her feeli ngs and accentuates her inner struggle and considerations with the help of the cameraman’s work when the shots are changed in relation to the changes in Nora’s emotions and her attitude to the husband (â€Å"A Doll’s House†). Nora is traditionally perceived as the childish woman, who cannot make the independent decisions, but her character develops during the play, and the audience has the opportunity to observe the willed person who wants to be respected by her husband because of her devotion and her ability to act independently. Bloom’s Nora represents all the stages of the character’s development successfully. Furthermore, it is possible to observe the changes in Nora’s tone of the voice, her movements, and gestures. Her speech changes along with her perception of the reality, and there are no signs of childishness in Nora at the end of the film (â€Å"A Doll’s House†). One of the most interesting director’s ap proaches to accentuate the emotional state of Nora is the scene with the Christmas ball when Nora dances the Tarantella. Ibsen used the symbolic meaning of this dance to accentuate Nora’s gaining the feeling of the personal freedom in spite of the pressure of the social prejudice. Thus, Garland accentuated the scene and used it to present the female character’s emotions as a kind of her opposition to the society with its norms because the norms and rules limited the women’s rights. Moreover, the scenes with a dancing heroine are also important to emphasize the chaos in her thoughts and feelings, which is represented with the help of the outstanding cameraman’s work.Advertising We will write a custom essay sample on The Interpretation of Henrik Ibsen’s A Dolls House Presented by Patrick Garland specifically for you for only $16.05 $11/page Learn More To determine the difficulties which can be experienced by the woman in the society of the 19th century, it is necessary to focus on the male characters of the play. Nora’s husband Torvald Helmer is depicted as the person who does not perceive Nora seriously. Thus, Nora is just a little child or even Torvald’s doll. Helmer’s attitude is also accentuated with the help of using definite names for Nora. For instance, perceiving Nora as a child, he says that she is a â€Å"little squirrel† (Ibsen 168). However, when Nora does not meet his expectations Helmer is inclined to forget about his attitude to the wife, and he discusses her as a betrayer who does not think about the husband’s social status and image. The problem is in the fact that Nora thinks and cares for her husband, but Helmer does not notice her efforts. Garland sticks to the text, and the character of Torvald Helmer presented by Anthony Hopkins can be discussed as responding to the audience’s perception of Ibsen’s Torvald. Moreover, Hopkins’ character is even colder and more possessive in comparison with Ibsen’s portraying the character. The figure of Krogstad in the film does not attract the audience’s attention because the duet of Bloom and Hopkins makes the vivid kernel of the film. Garland adapted the play with references to the details and careful interpretation of the main themes, but he also paid much attention to the characters’ casting. Bloom and Hopkins’ acting are among the positive aspects of the film because they make the drama alive and touching. That is why, Garland’s accents on Nora and Torvald’s final dialogues are based on Bloom and Hopkins’ great acting. Furthermore, the increase of the distance between the spouses is stressed with the help of using the shots to present the characters and the changes in their appearances and emotions (â€Å"A Doll’s House†). Garland made good attempts to emphasize the provocative character and controversy of Nora’s decision to leave her home. While reading the play, it is possible to pay attention to the tension of the moment, and this tension was vividly represented by the actors in the final scene.Advertising Looking for essay on art and design? Let's see if we can help you! Get your first paper with 15% OFF Learn More Thus, Nora tries to rebel against the social norms supported by her husband which are not correlated with her vision of the good actions, and she feels her freedom to make her own decisions without being afraid of the public’s opinion. Patrick Garland’s film adaptation of Henrik Ibsen’s play A Doll’s House can be discussed as successful because the director sticks to the playwright’s text, follows Ibsen’s ideas without adding another meanings and messages to the points discussed in the play. From this perspective, the film is the real adaptation of the play when the director’s position is in interpreting the play’s text carefully and representing it with the help of a camera. Moreover, it is necessary to pay attention to the good choice of the actors for the film because the acting of Claire Bloom and Anthony Hopkins can be analyzed as emotional and vivid. Thus, the evolution of Nora’s character is presented with proper references to the text, and Hopkins’ Torvald can impress the public with his coldness and definite snobbism typical for the men of upper-middle class in the 19th century. A Doll’s House. 1973. Video file. 25 Nov. 2012. https://www.imdb.com/title/tt0069987/. Ibsen, Henrik. â€Å"A Doll’s House†. Portable Legacies: Fiction, Poetry, Drama, Nonfiction. Ed. Jan Zlotnik Schmidt and Lynne Crockett. USA: Cengage Heinle, 2008. 167-231. Print.

Genetic Engineering right or wrong essays

Genetic Engineering right or wrong essays Genetic Engineering. Right or Wrong? Genetic engineering has been one of the most controversial ethical issues since 1997; when Dolly the first successfully cloned sheep was announced. Dolly has redefined the meaning of dentical twin? not only does she look exactly like her mother she also has the same genetic make up. This experiment was not only impossible but unthinkable. Yet, Dr. Ian Wilmut revealed Dolly on February 23, 1997, at seven months old ( Travis 1). On the surface genetic engineering may appear to be the solution to all of society ills and the worlds problems. In all actuality it may have tremendous and unknown side effects. The issues that surround genetic engineering undoubtedly make it immoral and ethically wrong. Genetic Engineering as defined by Susan A. Hagedorn is: The manipulation of an organism genetic endowment by introducing or eliminating genes through modern molecular biology techniques. A broad definition of genetic engineering also includes selective breeding and other means of artificial selection ( enetic Engineering?1). After hearing of the reation?of Dolly Americans soon learned the harsh fact surrounding her creation. Dr. Wilmut success was accompanied by 276 failures. This success rate is no where near clinically acceptable. To start the developing of the eggs they were shocked with electric pulses; twenty nine of the 277 of these eggs began to divide. The eggs, at that point were implanted into adult female sheep; thirteen of which became pregnant, and only the one of 277 eggs were born - Dolly ( Wilmut 1). Long term prospects of mammal cloning remain in question. this is no where near clinically acceptable for experimentation on humans. In the months following the news of Dolly, President Clinton requested,a through review of the legal and ethical issues associated with the use of this technology... with re...