Presidential Influence on Teenage Drug Abuse :: Substance Abuse Essays

Presidential Influence and Teenage Drug Abuse. "Just don't do it", the slogan from Bob Dole's anti-drug campaign upon a cursory evaluation, may appear to have been an inefficient way of confronting the growing problem of national drug abuse. After all, it is hardly reasonable to believe that a potential drug user will specifically consider these words before deciding whether to get high or not. However, this slogan, and the man that stands behind it, represents a sorely needed, value-oriented stance on the issue that was lacking in the Clinton administration. The president's cavalier attitude was responsible for a dramatic increase in drug abuse among teenagers. While Clinton's baby boomer generation dismissed aggressive anti-drug campaigns as ineffectual, the truth is that tough approaches to the problem have proven to be very successful. The Nixon, Reagan and Bush Sr. administrations are direct examples of this. When Richard Nixon began his first term, use of marijuana and heroin had reached an all-time high. In response, he vowed to wage a national attack on narcotics abuse, which involved reducing the flow of drugs into the country while stepping up drug treatment programs. Nixon began his work by arranging for the extradition of noted heroin chemists, and sent ambassadors to negotiate narcotics agreements with foreign countries. Turkey, which provided about 80 percent of the U.S. heroin supply promised a complete cessation of its production in exchange for $35.7 million in aid. On the national level, the Nixon administration further proved its dedication to the cause by legalizing the use of drugs to combat addiction and by encouraging anti-drug commercials and television programs. Although many were doubtful that these measures would have any impact, they did help dramatically curtail drug abuse. In 1975, the Drug Enforcement Administration (DEA) announced that while the purity of heroin had declined, the street price was four times greater. The result was a marked decline in heroin abuse. Unfortunately, the Carter administration failed to continue the vigorous anti-drug campaign. In fact, President Carter at one time advocated that marijuana possession be legalized. It is little wonder that, in the absence of strong moral leadership, by 1979 half of all teenagers were experimenting with the drug. Fortunately, Reagan was elected at this crucial time, and was succeeded by George Bush Sr.. Both presidents strongly supported drug interdiction. Between the years of 1979 and 1992, teenage drug abuse reduced by one-half.

Change Management in Organizations dependency on Leadership Essay

This paper seeks to establish how change can be effectively introduced to the challenging global business environment of today. However, to establish this, one has to first understand what a change management strategy is and to critically analyze the key composition of an ideal change management strategy and figure out how they relate to the question at hand. Conspicuously, change management strategy is a systematic approach to making adjustments to the application of a set of tools, processes or skills during a project or initiative. Through the application of its controlled processes and a wide variety of set tools that are utilized for purposes of leading organizations into achieving their forecasted and desired outcomes. From the aforementioned definition, we are able to decipher that: the change management process is an integral aspect of performance of organizations that is vital in ensuring its success and on the offset; it describes the driving force towards adoption and the usage of new strategies so that results of a business can be realized CITATION Hor08 l 1033 (Hornstein, 2008 ). The change management strategy process consists of mainly 3 processes that are instrumental in realizing desired business results. The change strategy process has three components outlined as: preparing for change where, one is required to prepare for the change that is about to occur. It entails defining the correct management strategy that is best suited to achieving the desired results of the organization. One has to prepare his/her change management team that will be influential in achieving the desired results of the change management strategy CITATION Sur04 l 1033 (Surendra & Wulonng, 2004). The last thing is to develop a sponsorship model for the strategy. Secondly, there is change management; once the change management strategy has been invented, then the change management plans must be developed so as to realize the desired results in the change management strategy. This entails taking action and implementing plans that are in the change management strategy and instilling them with a great amount of discipline CITATION Aqu14 l 1033 (Aquila, 2014). Thirdly, reinforcing change where one has to collect and analyze the feedback from those that the change has affected. Diagnosing of gaps and managing of resistance is also of importance in reinforcing change. One should then implement corrective actions and celebrate successes that the change management strategy has brought about. A great deal of organizations embark on initiatives to ensure the success of their change management strategy with an inference to their commonly associated benefits that are outlined as cost reductions and timely product or service delivery, however, majority of these organizations come to acknowledge that a having a factual CMS in place does not in any way resolve their organizational operational issues CITATION Cap14 l 1033 (Capelli, 2014). In many circumstances, corporations are engaged in the hiring of only a select few project managers and in return expect that this bunch of professionals will magically transform their idea and deliver the beneficial aspects of contingent Project Methodology CITATION Dew12 l 1033 (Dewhurst, Harris, & Heywood, 2012 ). In actuality, a great deal of this organizations only get to learn that through inadequate planning their set projects do get delivered though they involve incoherent processes, are guided by ineffective methodology structures, not delivered in good timelines or their financial estimations are over budget and to top it all off, varied aspect of an implementation process are guided by poor management strategies and their performance reporting data is not recorded CITATION Kat14 l 1033 (Katz, 2014). Once the conceptualizing idea in a project is not clearly set out, several projects being guided a particular department will ideally exhibit the aforementioned aspects of poor change management process; the problems exhibited can only be remedied through exquisite leadership within organizations. In circumstances where a particular change management strategy is not being conceptualized, four basic issues are usually evident CITATION Agu14 l 1033 (Aguire & Alpern, 2014). Firstly, the organi zation lacks overall accountability envisions with regards lack proper recording of what exactly when into accounting and time delivery aspects of a project. The management departments of organizations that exhibit poor accountability in most cases are engaged in laying the blame of failure on someone else within the organization CITATION Kat08 l 1033 (Katzenbach, Rutrger, & Thomas, 2008). Secondly, there is the aspect of work effort of individuals undertaking a particular project is significantly overlapped thus pushing these people into a continuous rework process until desired results are attained. In this case, what usually leads to the development of this pattern is the fact that the knowledge base of an organization is not fully analyzed before the delegation of works according to the specific qualifications of an individual. It thus sets off a wheel of events which means that the organization will have to start again thus wasting labor and man hours CITATION Ken09 l 1033 (Kenflent, 2009). Inconsistent metrics and reporting comes third in this list where poor decision-making is highly probable thus making a benchmarking process in the implementation of a project virtually impossible. It is gambling with the investment of a company where one who is totally unfamiliar with the other players on a poker deck but still goes ahead to make play with the expectation of g obbling up the spoils. Therefore, this means that being a new player in a very different field will make it very hard for one to fit completely as many challenges will be posed. Lastly, this organizations exhibit all aspects if poor coordination of projects that involves cooperation between departments within an organization there envisioning equally poor organizational support CITATION Llo12 l 1033 (Llopis, 2012). The lack of teamwork and proper communication structures within an organization is a pivotal step that determines the failure or success of a project. Therefore, in order to establish how change can be effectively introduced to the challenging global business environment of today, one has to overcome the challenges that have been posed by implementing the key elements of a CMS. These elements are outlined as: the Need for Urgency-an organizational burning platform exists when maintaining the status quo becomes prohibitively expensive. Major change is always costly, but when the present course of action is even more expensive, a burning platform situation erupts CITATION Cus14 l 1033 (Cusumano, 2014). Create a sense of urgency based on the company’s financial performance, competitive edginess and proper market positioning and finally staying abreast with developments in technological trends. Second is proper leader identification. Organizations should be keen on sourcing the ideal change leader with their desired set of skills so that the initiative of change can be conceptualized in a professional manner where timelines of d elivery are given close analysis. However, success of projects is not only conceptualized through organizations having godly-leaders at the helm but with a combination of competent support professionals who will be instrumental in steering the organization to its desired achievements CITATION Kap13 l 1033 (Kaplan, 2013). Secondly, workforce motivation is something that organizations need to channel their concentration on so as to conceptualize change story that will impact on employees positively, for before you get buy-in process, people need to feel the problem that is at hand. People are not going to consider anything until they are convinced that there is a problem that truly needs to be addressed CITATION Din06 l 1033 (Dinsmore & Cooke-Davies, 2006). Establishing a motivational point is critical in establishing a correlation point for the implementation process that will involve people who are knowledgeable about the organization’s need for change. Once this has been established the company already established a buy-in and understanding for its employee thus they get acclimatized with the roles they play in the organization. Third, clearly setting out visions and values is influential in creating a picture of desired set goals for the future success of the organization. Corporations shoul d therefore go out of their way to give its employees as sense of corporate belonging thus establishing an enduring purpose for not only themselves but also the organization at large. The lack of a clearly defined vision could lead to misinterpretation of change efforts in an organization thus steering projects in the opposite direction. Communication is another aspect propelling requisite change management strategies within organizations in the current business industry. Throughout the implementation process of an idea within an organization, people within an organization need to be informed constantly so as to create an environment of inclusiveness thus steer them with the momentum for progress and success of their work CITATION Har12 l 1033 (Harrington, 2012). Communicate this information broadly and dramatically, especially with respect to crises, potential crises etc. To successfully implement change initiatives, leaders of organizations need to play the role of communicating to employees effectively about every development progress of a project. Next is line is the need for leaders to have an eye for inconsistency lookout where the change leader needs to be on the consistent lookout for any inconsistencies that may arise due to the results from the change. Whenever any inconsistencies arise, they should be proa ctively dealt with without any delay CITATION Sir05 l 1033 (Sirkin, Keenan, & Jackson, 2005). Lastly, the general aspect of implementation and reinforcement of ideas is what actually determines what succeeds and what fails. In most cases, moving away from the traditional ways and culture of undertaking business is a problem that comes up every now and then when a change management strategy is being conceptualized. It is therefore the duty of leaders to ensure that the operations of employees are monitored throughout the implementation process and guide them in the right direction in situations where they veer off the correct course. References Aguire, D., & Alpern, M. (2014). 10 Principals of Leading Change Management . Strategy + Business , 75-82. Aquila, K. (2014, January 9). Quotas for female board members look like a toad too far. Retrieved January 10, 2015, from The Financial Times : http://www.ft.com/cms/s/0/e06ac8bc-784a-11e3-831c-00144feabdc0.html#axzz2rEx8m1lp. Capelli, P. (2014, February 5). Work Classifiaction In the Work Environment . Retrieved January 10, 2015, from The Economist : http://www.economist.com/node/341352 Cusumano, T. (2014). Change Strategies of 10 Corporate Firms of UK . London : Puferntred Publications . Dewhurst, M., Harris, J., & Heywood, S. (2012 ). The Global Company’s Challenge . McKinsey Quaterly , 7-10. Dinsmore, P. C., & Cooke-Davies, T. (2006). The Right Projects, Done Right . San Francisco : Jossey Bass. Harrington, J. (2012). The Face for Organizational Change . Welton Planning Monthly , 12-17. Hornstein, H. (2008 ). Using a Change Management Approach to Implement Programs . Ivey Business Journal , 14-21. Kaplan, R. (2013). Leadership Skills for Change . Business Weekly , 23-42. Katz, R. (2014, August 19). The global talent index report: The outlook to 2015. Retrieved January 10, 2015, from Heidrick & Struggles: (http://www.economistinsights.com/sites/default/files/downloads/GTI%20FINAL%20REPORT%205.4.11.pdf Katzenbach, J. R., Rutrger, P. V., & Thomas, J. (2008). The Critical Few: Components of a Truly Effective Culture. New York: Barnes & Noble. Kenflent, W. (2009). Culture Blame within Organizations . London : Routledge . Llopis, G. (2012, April 11). 5 Most Effective Ways to Sell Change . Retrieved January 10, 2015, from Forbes : http:www.foprbes.com/5+mot+effectyive+ways/23eds54 Sirkin, H., Keenan, P., & Jackson, A. (2005). The Hard Side of Change Management . Harvard Business Review , 163. Surendra, G., & Wulonng, G. (2004). The Effect of Organizational Innovation and Information Technology on Firm Performance. Quebec : Welton Sox . Source document

Approaches to Management and Organizational Behaviour

205KM Management and Organizational Behaviour Report 1 Title: Approaches to Management and Organizational Behaviour: Pizza Hut and McDonald’s (Fill in the Name of Company A) (Fill in the Name of Company B) Student Name: HSU Ka Syn Syrus Student ID: 51878875 Tutorial Group: 2 Table of Contents Page Num 1. Objectives| 9| 2. Business Background| 9| 3. Organization Structure and Design3. 1 Organization Structure of Company A3. 2 Organization Structure of Company B3. 3 Compare the Similarities and Differences of Organization Structure between Company A & B| 10101214| 4.Approaches to Management & Organizational Behaviour| 15| 4. 1 Motivation| 15| 4. 2 Leadership| 16| 4. 3 Human Resource Management| 18| 4. 4 Culture & Diversity| 20| 4. 5 Information Technology| 22| 4. 6 Communication| 22| 5. Conclusion| 23| 6. References| 24| 1. Objective The purpose of this report is to find out the differences in the organization structures and approaches in management and organizational behaviour of two local restaurants, Pizza Hut Hong Kong and McDonalds Hong Kong.Besides, the report is to find out the information of the restaurants through identifying and analyzing the following: motivation, leadership, human resource management, culture and diversity, information technology, communication. 2. Business Background Business background of Pizza Hut: Pizza Hut, Inc. is an American  restaurant  chain and international  franchise  that offers different styles of  pizza along with  side dishes. Pizza Hut is a subsidiary of  Yum! Brands, Inc. , the world's largest restaurant company.According to the corporate website, there are more than 11,600 store locations in 94 other countries and territories around the world. About their history, the legacy of Pizza Hut began in 1958, when two college students from Wichita, Kansas, were approached by a family friend with the idea of opening a pizza parlor. Although the concept was relatively new to many Americans at that time, the two brothers quickly saw the potential of this new enterprise. After borrowing $600 from their mother, they purchased some second-hand equipment and rented a small building on a busy intersection in their hometown.The result of their entrepreneurial efforts was the first Pizza Hut restaurant and the foundation for what would become the largest and most successful pizza restaurant chain in the world. Hong Kong Pizza Hut provides dine-in, takeout and delivery service. At present, there are over 80 stores in Hong Kong and Macau. In recent years, McDonald’s has invaded the delivery food service market, so Pizza Hut’s market share has also been thinned. This is Pizza Hut Hong Kong was facing the challenge. Business background of About McDonalds:McDonalds Corporation is the world's largest chain of  hamburger  fast food restaurants, serving in 119 countries and more than 30,000 restaurants. From a neighborhood restaurant established in Des Plaines, Illinois in 1955 t o today, more than 30,000 restaurants in more than 100 countries worldwide, McDonald's is the largest quick service restaurant organization in the world. McDonald's recognized that to be successful, it would have to be flexible and adapt to societal changes. In 1975, McDonald's opened its first drive-thruTM window in Sierra Vista, Arizona to accommodate a more mobile society.The company realized there was a need for a fast, quality morning meal and in 1973, the Egg McMuffinTM  was introduced. In Hong Kong, there are over 200 McDonald's restaurants, and more than 10,000 McDonald's staff. In few years, Hong Kong McDonald launched delivery service, officially invaded the delivery food service market. Although McDonald Hong Kong had a lot of charity work, moreover they established of the Ronald McDonald Houses, McDonald prominence has also made it a frequent topic of public debates about  obesity, corporate ethics and  consumer  responsibility. 3 Organization Structure and Desig n 4. Organization Structure of Pizza Hut Figure1. Hierarchy Division of Pizza Hut: Supervisor: A  supervisor is a team leader in a position of trust  in business. He / She always are an assistant to Manager. They have possession of part of the manager power, such as the allocation of the daily workflow, and void order of power. Restaurant General Manager: Restaurant General Manager is responsible for all problem of the restaurant. Not just manage all employees, but also they need to manage restaurant facilitates and service quality etc. In addition, they need to set daily sales target to fulfill organization goal.Operations Manager: They responsible for ensure that business needs to use as few resources as possible to meet customer requirements efficiently and effectively. Moreover, they need to establish operation policy to all operations department staff, included all restaurants manager. Chief executive officer: is the highest-ranking  corporate officer  (executive) or  administrator  in charge of total  management  of an  organization. An individual appointed as a CEO of a  corporation,  company,  organization, or  agency  typically reports to the  board of directors. At present, Hong Kong Pizza Hut chief executive officer is Henry Yip.Figure2. Functional Division of Pizza Hut: Finance department: Finance department is often simply defined as money management or the management of the fund. The major objectives of corporate finance are maximizing shareholder value. Marketing department: Commercial marketing  of individuals or organizations,  including  commercial enterprises,  governments and institutions  to  promote their  products or services sold  to other companies or  organizations,  in turn, resell  their practice,  and  use them as  components  in their  products or services, or use them to  support  their actions. . 2 Organization Structure of McDonald Figure3. Hierarchy Division of USA Headquarter McDonalds: Figure4. Hierarchy Division of Hong Kong McDonalds: Trainer: Trainer in McDonalds not the same in supervisor, they are same in senior staff to be an assistant to support Supervisor. Team Leader: Team Leader in McDonalds is the same in supervisor. Crew: Crew in McDonalds response for differences work in restaurant, it included Kitchen, cleaning, cashier, customer service representative and first line quality control. Figure5. Area division: Figure6.Functional Division of McDonalds: Human Resources Management Department: Human Resource Management is  an organization  of  employees  or  the management of human resources. This  attractive,  is  responsible for staffs election, training, appraisal,  rewards,  and  is also responsible for  organizational leadership and  culture,  and to ensure that  employment and  labor law. Held  in the employee's  wishes and  legally authorized  collective bargaining agreement, human re sources  usually  also  will serve as  the company's principal  liaison  with staff representativesPurchasing Department: Purchasing refers to the business or organization to attempt to obtain good or services, in order to achieve business goals. Although there are several organizations trying to set standards in the purchasing process, the difference between the processes organizations. 4. 3 Compare the Similarities and Differences of Organization Structure between Pizza Hut and McDonald’s Similarities of Organization Structure between Pizza Hut and McDonalds: Pizza Hut and McDonalds are the same using the Functional Division and Hierarchy Division.The relationship between the function is the position of the specialist, and other areas. In general, specialist will have the authority to adhere to the line manager, to achieve any of their instructions. In many large and global companies are always using Functional and hierarchy division to descript their company st ructure. In addition, these structures can make employee clear their job opportunities. Similarities of Organization Structure between Pizza Hut and McDonalds: Although the two companies are well-known company in the world, But in Hong Kong’s business size are different.Pizza Hut owned by Yum! Brands, Inc, but the business in Hong Kong is operated Franchise by Jardine Matheson. Region on district administration is relatively simple, because of only china regional business. On the other hand, Hong Kong McDonalds is not operated franchise of the way. Hong Kong McDonalds business was monitored by the management of the Asia (Figure5. ). Asia McDonalds Managed by the U. S Headquarters of non-Franchise operating worldwide business. So the difference of these companies is Hong Kong McDonalds was implemented area division models for global company structure. 4Approaches to Management ; Organizational Behavior 5. 4 Motivation Motivation is the degree to which an individual wants and c hooses to engage in certain specific behavior. People’s behavior is determined by what motivates them. Their performance is a product of both ability level and motivation. Therefore, the two companies are using the extrinsic and Intrinsic Motivation methods motivate employees. In the past, McDonalds had to hire employees with too low salaries, so that McDonalds scolded by social. On the contrary, Pizza Hut’s hourly rate is high within the food service industry.Since Hong Kong Government has implemented a minimum wage, McDonalds has also begun to focus on the welfare of the employees. Pizza Hut was using two motivation methods: extrinsic motivation and intrinsic motivation to motivate employees. For the extrinsic motivation, Pizza Hut’s crew salary increased to HK$ 28 from HK$ 21 (After the implement of minimum wage). Moreover, Pizza Hut’s salaries included restaurant Tips, Tips depend on customers given to restaurant and divide by the total number of empl oyees of the restaurant. Not just salary, but also Pizza Hut given bonus to all full time employees per year.And then, Pizza Hut established the outstanding staff award to motivate employee. About the award recommended by the restaurant manager, the winner will have HK$ 300 bonus. In addition, according to Hong Kong’s legal, Pizza Hut also provided Mandatory Provident Fund (MPF) to employee. Lastly, Pizza Hut provided differences fringe benefits for employees, included Medical benefit, insurance discount, and 20% off staff discount. Staff discount not just included pizza hut, but also is included all related Jardine Matheson subsidiary companies, for example: Maxim's Caterers Limited and Wellcome.For the intrinsic motivation, Pizza Hut will be timing implementation of the job rotation method to training staff. Employees not just learn their basic work, but also they have the opportunities to learn cashier or kitchen. Finally, staff can study the distribution of work managemen t to support supervisor. Give rise to sense of challenge, receiving appreciation and positive recognition. Moreover, the employee begin to work, supervisor will report the company’s new information to staff, and the daily sales targets.In addition supervisor will be highly praised the staff for good performance at the briefing. McDonalds was the same using two motivation methods: extrinsic motivation and intrinsic motivation to motivate employees. For the extrinsic motivation, McDonalds’s crew salary increased to HK$ 28 from HK$ 19 (After the implement of minimum wage). Moreover, the salaries included Profit sharing and restaurant cash incentive, like pizza hut tips bonus. And then, McDonalds established the outstanding staff award to motivate employee too. In addition, according to Hong Kong’s legal, McDonalds provided MPF to employee.Lastly, McDonalds provided differences fringe benefits for employees, included Group Term Life, Group Medical Insurance, Group D ental Plan, Education Sponsorship Program, and Professional Management Training both locally. About fringe benefits, McDonalds better than Pizza Hut. For the intrinsic motivation, McDonalds was the same in pizza hut intrinsic. In Fact, all of the food service industry company is using these methods to rise to sense of challenge, receiving appreciation and positive recognition etc. 5. 5 Leadership Hierarchy Division of Pizza Hut:Hierarchy Division of McDonalds: 5. 6 Human Resource Management Human Resource Management is the strategic and coherent approach to the management of an organization’s most valued assets – the people working there who individually and collectively contribute to the achievement of the objective of the business. The Human Resources Management Process: For the McDonalds in people philosophy, they have a specific people vision â€Å"To be the best employer in each community around the World. † Being the best means â€Å"opportunities, traini ng and development; satisfaction, rewards and recognition†.Moreover, McDonalds make a promise to their employee. To all their present and future employees, McDonalds’d like you to know that there are committed. â€Å"We value you, your growth and your contributions. On the other hand, McDonalds have in place 5 people principles to reflect McDonald’s values and commitment to their people. It includes: (1) Respect and recognition (2) Values and Leadership behaviors (3) competitive pay and benefits (4) Learning, development and personal growth (5) Resources to get the job done. About the human resources management, McDonalds focus on every employee more than Pizza Hut.Recruitment: Pizza Hut and McDonalds are using these methods to attracting applicants. Internet-based Advertisement / Print-ad in Magazines or newspaper / Employee Referrals / Applicant Initiated / Job Fairs / Employment Agencies Selection: The process of screening job applicants to ensure that the mo st appropriate candidates are hired Pizza Hut and McDonalds are use differences types of selection Devices. Pizza Hut: Application form -> interview (restaurant manager) -> Reference checks McDonalds: Application form nd Questionnaire -> interview (restaurant manager) -> Reference checks Orientation: New employee orientation effectively integrates the new employee into your organization and assists with retention, motivation, job satisfaction, and quickly enabling each individual to become contributing members of the work team. Pizza Hut and McDonalds: Introduction (Rules, Policy, Organizational Structure and Company information) and a tour of the workplace Training: A basic operation in the work of the manager is to develop people and to direct, encourage and train employee.Those companies are using these methods to improve the availability, quality and skills of staff. Pizza Hut and McDonalds are using e-Leaning of job description, establish Lesson for differences hierarchy level, such as crew need to study customer service standard, how to handling complain; senior need to study how to contribute work to another colleague; Manager need to study manage in restaurant etc. Performance management: Approach to developing the capabilities of employees Pizza Hut and McDonalds in addition will be kept by the supervisor to practice role play training to subordinate.Moreover, the two companies will also hire external Mystery consumer companies to measure restaurant can achieve the setting of customer service standards, developed training plan or to enhance the training program based on test scores. Another will be conducted annually upward appraisal, Managers are appraised by their staff. 5. 7 Culture & Diversity Organizational Culture between Pizza Hut and McDonalds: Organizational culture  is the collective behaviour of people that are part of an organization, it is also formed by the organization values, visions, norms, working language, systems, and symbols, it includes beliefs and abits.Strong culture can create a stronger employee commitment to the organization. As the result, every organization must have their differences organizational culture. For the Pizza Hut, the mission statement is â€Å"With Customer Mania corporate culture, we ensure every dining occasion is a delightful experience. We promise† and the vision are to be the Leading Casual Dining Restaurant in Hong Kong and Macau – bringing our customers enjoyable yet affordable European cuisine by capitalizing on our brand equity and to be the No. 1 Pizza Delivery Provider offering world class pizza delicacies always hot and on time.Slogan of Pizza Hut: â€Å"With Customer Mania corporate culture, we ensure every dining occasion is a delightful experience. † In order to fulfill its mission, Pizza Hut has develop some unique, policies, principles, rules, processes and procedures, the sum total of which from the Pizza Hut culture: (1) Open door Policy: Manage rs doors are open to employees at all levels, because the manager dose not just do all about manage restaurant. During the peak hours, manager will work with general staff together. Therefore, manager can easier to listen to the voice from the employee. 2) Role culture – Bureaucratic control: roles and job description is most essential than the individual and position is the main source of power, control by procedures and rules, coordinated by a few senior managers.On the Pizza Hut, everything always have their standard for staff to fulfill, such as food quality standard, dress and grooming standard etc. If their staff cannot meet the standard, they will blame by the manager. (3) Ethical Culture: Pizza Hut has a very powerful and positive influence on employee behavior, focus on means as well as outcomes. 4) Customer Responsive Culture: Since Pizza Hut is very focus on increase customer satisfaction. They hiring the type of employees, for example ones with a more interest are helpful and friendly personality to serving customer. Having great listen skills to have ability to listen to and understand messages sent by the customer. Providing role clarity to employees to reduce ambiguity and conflict and increase job satisfaction. Having conscientious, caring employees willing to take initiative even outside their normal job duties For the McDonalds, the mission and values statement is to be our customers' favorite place and way to eat.Our worldwide operations are aligned around a global strategy called the Plan to Win, which center on an exceptional customer experience – People, Products, Place, Price and Promotion. We are committed to continuously improving our operations and enhancing our customers' experience. In order to fulfill its mission, Pizza Hut has develop some unique, policies, principles, rules, processes and procedures, the sum total of which from the McDonalds culture: (1) Customer Responsive Culture: McDonalds same with Pizza Hut, th ey are focus on increase customer satisfaction.They hiring the type of employees, for example ones with a more interest are helpful and friendly personality to serving customer. Having great listen skills to have ability to listen to and understand messages sent by the customer. Providing role clarity to employees to reduce ambiguity and conflict and increase job satisfaction. Having conscientious, caring employees willing to take initiative even outside their normal job duties (2) Workplace spirituality: Recognize that their employees have an inner life, moisturize and nourish meaningful work, a place within the community.Since McDonalds focus on charity work, such as established Donald McDonald house Charities to offering a supportive environment, parents are able to care for their sick children during an incredibly stressful time. In addition, McDonalds often motivate employee to participate more about charity work. (3) People Orientation: Degree to which management decisions tak e into account the effects on people in the organization. Organizational Diversity between Pizza Hut and McDonalds: Managing diversity accepts that the workforce consists of a diverse population of people.The diversity consists of visible and non-visible differences which will include sex, age, background, race, disability personality and work style. It is founded on the premise that harnessing these differences will create a productive environment in which everybody feels valued, where their talents are being fully utilized, and in which organizational goals are met. According to the Hong Kong legal’s on eliminating age discrimination in employment, employers have the prime responsibility for encouraging equal employment opportunities and for eliminating discrimination in the workplace, so Pizza Hut and McDonalds are also comply with the law.Employees are Pizza Hut and McDonald’s greatest asset. But two companies have their own organizational diversity. For the pizza hut, there are more than 4,000 people, since pizza hut focus on customer satisfaction and customer service quality than McDonalds, so that Pizza Hut dose not employs any persons with intellectual disabilities in secretly. Contrary, McDonalds hire people not because of the people physical abilities and quality. For example, McDonalds staff Wong Man Yu awarded â€Å"Outstanding Disabled Employees Awards† by the Labour Department in 2006.It reflect McDonalds support their employees have any physical problem. 5. 8 Information Technology Information Technology is the use of computers and software to manage information. In some companies, this is referred to as Management Information Services (or MIS) or simply as Information Services (or IS). The information technology department of a large company would be responsible for storing information, protecting information, processing the information, transmitting the information as necessary, and later retrieving information as necessar y.Nowadays, many organizations are using information technology to increase work efficiency and effectiveness. Since information technology can increase business performance, better decision making based on information and greater accessibility to coworkers. So that, Pizza Hut and McDonalds are use many information technology to support their business: (1) Information Systems: accounting information system to record or calculate all about sales, salaries etc†¦ inventory system to monitor store inventory and though internet to purchase daily restaurants needs.Point of sales systems. Office automation systems, transaction processing systems, distribution systems, etc. (2) Electronic Commerce System: this part is very important in business, they’re use to selling, delivering, servicing and paying for products and services using internet. For the payment, Pizza Hut using credit card reader and Visa Pay wave; McDonalds using octopus and Visa pay wave. (3) Networked Computer s ystem: Linking individual computers to create an organizational network for communication and information sharing.They are using e-mail, instant messaging, Voice-mail to dealing with online delivery business, Fax machines to receive order confirm from food supplier. Electronic Data Exchange (EDI). Teleconferencing. Videoconferencing. 5. 9 Communication Communication between managers and employees provides the information necessary to get work done effectively and efficiently in organizations. Communication major functions are Control, Motivation, Emotional Expression and Information. Communication is very important part of business. Pizza Hut and McDonalds use interpersonal methods.For example: Face-to-face, Telephone, Group meetings, Formal presentation, Memos, Traditional Mail, Fax machines, Audio-and videotapes, Daily briefing, Hotline, E-mail, Voice mail and Teleconference to communicate with employee. Face to face, telephone and Memos are basic tools to connect employee and man agement. But about the organization contact restaurant, they are use daily briefing, E-mail to update information about organization. 5 Conclusion Through identifying and analyzing the following: motivation, leadership, human resource management, culture and diversity, information technology, communication. I found that:For the organization structure, the difference of these companies is Hong Kong McDonalds was implemented area division models for global company structure. On the other hand, Pizza Hut just implemented hierarchy and functional Division. For the approaches to management & Organizational behaviour, about the motivation, McDonald’s hourly salaries have been low for long. Yet, ever since Hong Kong Government has implemented the minimum wage, the corporate has no choice but to increase salaries of the workers. On the contrary, the average hourly wages of Pizza Hut workers are relatively higher than McDonalds.About the Leadership, Human Resources Management, Informa tion technology and communication, Since Pizza Hut and McDonalds are the same industry in food service restaurant, which means their organizational behaviour always the same. But about the diversity, McDonalds is better than Pizza Hut, it is because McDonalds hire people not because of the people physical abilities and quality. If Pizza Hut and McDonalds can solve above problem, they can improve their business more.

Evaluate how a selected business uses e-business Essay

Evaluate how successful a selected business organisation has been in preparing for the growing use of e-business. In this report the business I have chosen to evaluate is Tesco’s. Tesco’s is one of the largest supermarket stores around the world; it has 330,000 staff working in 3,146 stores, there are stores located in China, Turkey and Japan. Research shows that they have stores in 9 other different countries and 27 million people outside of the UK own their own club card to receive offers and discounts from Tesco’s. They sell a range of different products to suit customer’s needs. The products range from food and groceries, their own clothing brand F&F, their own mobile phone network, and also have personal banking. Tesco’s are all about making their customers happy by offering them services which can be very useful, including bank loans. There slogan ‘Every little helps’ is not just a slogan but is one of their aims, they want to mak e sure all products that they sell are at a reasonable price to meet customer’s needs. Tesco’s was originally set up as a store but opened up an online website to make it easier for customers who are unable to visit the stores, this could be due to working hours. The online website offers all products which are available in stores; they offer a delivery service and a pickup service for customers. There are strategies which Tesco’s have used to develop their E-Business, one being making a 24 hour global presence. Tesco’s online website is 24 hours; because they don’t only sell to customers in the UK they sell to customers around the world. It is important for them to have a 24 hour website for the customers in different time zones to the UK. Having a 24 hour website can benefit both customers and Tesco’s because customers who have all day jobs may not have time to make an order online during the day, having a 24 website can help them because they are then able to purchase products at night. Another strategy that Tesco’s have is; communicating with customers. Tesco’s are able to communicate with customers using the Internet and technology, they can email customers about new products they have and the products that customers have ordered to confirm their delivery. Tesco’s also use E-Marketing remixes to help develop their E-Business. E-Marketing is how the website looks in order to sell your products and services, to make it easier for customers to buy products online Tesco’s have made the website easy for all people to use. They have a previous buy items page for customers when they sign in so they  can see what they brought on their last delivery to make it easier and faster to choose what to buy. To keep up with trends and technology Tesco’s change the design of their website a couple of times a year, this is to ensure that the website always stays easy for customers to use because technology is changing constantly Tesco’s need to keep up. They have made a mobile phone website so customers are able t o buy products online using their mobile where ever they are. In order to maintain a business effectively it needs to be successful, Tesco’s have been one of the most successful companies’ worldwide selling products and opening stores in 12 different countries. Research shows that Tesco’s profits are getting higher and higher as they are developing into their new E-Business. There are many ways to now access Tesco’s which is making it easier for customers to buy from them. The Daily Mail states that Tesco’s are earning a  £105 profit each second. Other research shows that sales for Tesco’s have made it to  £10 million per week for Tesco’s online. This shows that Tesco’s is running a very effective and successful business as their profits are getting higher each year.

Management Environment Research Paper Example | Topics and Well Written Essays - 1000 words

Management Environment - Research Paper Example This is meant to ensure maximization of profits and minimization of losses. Allocative efficiency comes about when firms or industries produce the kind of goods and services that the consumers desire most. A firm allocates resources in the process of production in such a way that the benefits derived from the use of the product are maximized. All the productive processes employed by firms or industries are aimed at utilization of the meager (or limited) resources available to meet the expectations of the consumers. Here, consumer is the centre of focus and everything is designed to meet his/her desires. Bearing this in mind, the firm starts battling with two issues; the marginal cost (m.c.) which is the additional or extra cost incurred by producing an extra unit and the marginal benefit (m.b.) which is the benefit derived from utilizing an additional unit produced. If the additional cost of an additional unit of production is less than the benefit derived from consuming the extra unit of production, then the firm would be advised to extend the scale of pro duction. This is because the benefits outweigh the cost and so the firm has a room to offer more utility. On the contrary if the cost incurred in producing an extra unit is more than the marginal benefit the firm would be advised to stop putting extra resources in the pr... GRAPH AC This means that the firm is utilizing factors of production at the lowest cost; the firm is also employing the best technology within its reach; the production processes employed by the firm are the best; the firm ensures maximum exploitation of the economies of scale (financial economies, technological economies, research economies, human resource economies among others) and ensures that the production process is least wasteful with regard to resource utilization. To sum up productive efficiency is attained when the cost incurred in production is at its lowest. This is given by the lowest average cost on the average cost curve, which depicts the lowest price on the average total cost curve. GRAPH (Average Total Cost) For the allocative efficiency and productive efficiency to reach a compromise other factors have to be considered. The production costs have to be viewed in the light of market power and price tags attached on the products. The level of market power determines by how much the price is higher than the marginal cost. For instance, a market supplied by one firm (monopolistic product market) is bound to experience high prices since there is only one price determinant. But this is only applicable where demand is inelastic, meaning that changes in price either will not affect demand or will have minimal effects on demand. Price D Perfectly inelastic demand D Quantity In an oligopolistic product market (where there are many firms supplying the market) a firm makes its own decisions concerning prices. But firm prices have to reflect the other prices in the market. In

Competitor Analysis Master Assignment Example | Topics and Well Written Essays - 2500 words

Competitor Analysis Master - Assignment Example Dolan, 1991). This will help the company n making the necessary modifications either to its product or its marketing strategy or both as & how the situation demands. Such an effective definition of the marketing strategy & the assessment of the degree of competition with the market may also be applied to the tourism industry as well. The present essay is an attempt on the same line to determine in brief about the various strategies & competitive policies that need to be worked out by any tourism sector to be able to offer healthy & stiff competition using many popular marketing models. Strategies are the long term goals that are set up by any business entity for the purpose of achieving the desired objectives in addition to the fulfillment of the needs & tastes of the customers. The concept of marketing is no exception to this fact and as such, any marketing activity should be effectively planned & implemented according to a well-defined strategy. A strategy is different from a tactic wherein the latter is mainly concerned with addressing the short term goals of the organization with regards to the a particular product or a specific market situation. As opposed to this, a strategy is usually devised for a long period that sometimes runs into months or even years for satisfying a major objective such as an expansion of the organization into new sectors, popularizing a new product that is proposed to be introduced into the market etc.In general, there are two major parts under strategic marketing: Assessing the competition in the market. Implementing the strategic action plan as part of the usual operations. The present markets are extremely competitive in nature. Therefore, there needs to be a consistent strategy in order to provide for a way to outclass other products that provide competition through effective marketing strategies. But, in addition to having a well-defined strategy that aims to take care of long term goals & ambitions, one also needs to have an action plan in place for everyday activities. In addition, one also needs to make sure that there are adequate resources for the purpose of being able to fulfill the desired objectives.The decision of the overall strategy & its planning are hugely influenced by the market condition & the organization's objectives. These considerations can be briefly classified as shown below (Coskun Samli, 1998): If the market is favourable & the organization occupies the best position, then the best option is to mobilize the best resources towards achieving organizational goals. If the market situation is favourable but the organization's place is a bit weaker in comparison to other industry players, then the goal of the strategists should be aimed at making the best offer towards improving & consolidating the place of the company in the market. In case the market is not favourable, but the organization is better placed in comparison to its competitors, then strategic marketing policies will ultimately work towards generating short-term profits. If both the market and the organization's situation are not satisfactory, then strategic marketing should be undertaken if & only if it is felt that the proposed initiative would be beneficial at least towards a part of the business entity.

BUSINESS FUNCTIONS & PROCESSES Assignment Example | Topics and Well Written Essays - 2500 words

BUSINESS FUNCTIONS & PROCESSES - Assignment Example These functions within an automotive industry based organisation include automobile design development, formulation of effective marketing and advertisement strategies and implementing them accordingly (Ing. Punzenberger COPA-DATA GmbH, 2010). In the similar context, operations management within the automotive industry can be described as all the functions and activities associated with effective utilisation of raw materials for carrying out the manufacturing and the maintenance processes. This includes keeping record of all the fixed cost and variable costs associated with the daily production process. Operations management is also at times referred as the parent process of production management. Within this parent process, all other management processes such as inventory management, human resource management, and production management exist (Slideshare Inc., 2014). The concept has gained importance due to the increasing competitiveness in the current marketing scenario. Adding to this, this concept has proved its effectiveness and values provision to the automotive industry. The value part can be described in relation to that of quality, quantity, time factor and profitability. As already described above, production management within the automotive industry is all about manufacturing the demanded quantity of cars with set quality standards within specified period of time to make its availability in the market certain. It also ensures that the manufacturing process gets carried out in a timely fashion and effective selling strategies get formulated through which high profitability can be attained by the companies (Ing. Punzenberger COPA-DATA GmbH, 2010). In contrast to production management, which focuses on profitability earning, the operations management provides value to the manufacturing companies in terms of cost cutting. As