Career Paper

I Am A U.s. Born Citizen - 1018 Words

I am a U.S. born citizen. My parents moved to the United States in 1984 without knowing anything about this country. Looking for a fresh start and new opportunities, my parents settled in Houston. With hardly knowing any English, my parents knew this was the place to make dreams become a reality. Luckily, I had older siblings to look up to whenever I needed help. Like Lahiri, I was trapped in between two different cultures while I was growing up. At home, I only spoke Spanish, but in school it was English. My habits and customs were different than others. Life as an immigrant’s offspring can be very difficult. As I grew older, I allowed myself to open my eyes and see the beauty of being an American from Hispanic descent. It was always odd talking about my culture because we as Hispanics are very family oriented. As a kid, I hardly spent time with my friends outside of school. My cousins were my friends. For Lahiri, it was difficult to get along with her friends as well. She st ates, â€Å"In addition to my distinguishing name and looks, I did not attend Sunday school, did not know how to ice-skate, and disappeared to India for months at a time. Many if these friends proudly called themselves Irish- American or Italian- American† (Lahiri 98). I can relate to Lahiri because I understand where she’s coming from. I would visit el Salvador nearly every summer, and none of my friends would even know. Since my parents could barely communicate with my friends, it was hard to spend muchShow MoreRelatedI Am A U.s. Born Citizen1424 Words   |  6 Pages I, Noran Nazir, am a U.S. born citizen, my date of birth is August 25, 2004, and I am currently attending Academy 1 Middle School, located in Jersey City, New Jersey. I am the third child out of the four siblings in my family. My parents are Qaiser Toqeer and Sadia Yousaf, they are the greatest, most loving, most amazing parents a child could possibly have. 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McDonald Plc Marketing Management Strategy Essay Free Sample

Questions: Assessment Tasks: Employees who are adequately motivated to perform will be more productive, more engaged and feel more invested in their work. When employees feel these things, it helps them, and therefore their managers, be more successful. It is a managers job to motivate employees to do their jobs well! Lawrie Mullins. It is a widely accepted notion that motivation is a primary driver of behavior. Human motivation theory describes motivation as effectively laden anticipations of desired situations that guide human behaviours toward these situations. McClelland, 1985. There are a number of key motivational theorists (as discussed in lectures). You are required to prepare a report for submission in week 8. The report should include the following factors:1. A discussion of four motivational theorists of your choice.2. An assessment of the techniques used to implement each of these theories to a real life organization of your choice. 3. Demonstrate and determine the effectiveness of the implementation of these theories at these organizations.(this could include the implementation of any of the elements below: Discuss the degree to which the company has managed to achieve set targeted outcomes through the implementation of the motivational theory. The degree to which the company has improved its business performance in terms of market share, sales volume, profitability, customer satisfaction. The increase of employee satisfaction. The decrease of employee turnover. 4. Prepare a range of recommendations as to how the implementation of these techniques could be improved in the future at your chosen organization. Answers: 1. Motivational theories In the contemporary business scenario, employees are one of the most important stakeholders of the organization that help the companies to achieve their goals. In order to build strong relationship with employees, leaders are using the various motivational activities since inception (Armstrong, 2012). The study will help to highlight those motivational theories in the current global business scenario context. Apart from that, the research will also focus on the issues faced by the companies while handling their employees. Motivational theories and model will help the study penetrate more in the areas of employees motivations. Some of the motivational theories are given below: 1.1 Maslow theory of motivations Maslow theory of motivation is based on the needs. The needs here is been discussed here is based on the hierarchy. Maslow theory is based on the different wants and desire of people based on their growth in terms of psychology (Arthur, 2012). The theory is very much developed by Abraham Maslow in early 1950s. Maslow hierarchy needs is based on the five stage model that helps to give an insight of the employee needs and human needs. Figure 1: Maslow Hierarchy Needs (Source: Banfield and Kay, 2012, pp-344) Physiological needs: The is the first stage where the employees are looking for most general things like cleanliness, air , light and minimum salary to sustain. Here the employees are looking for the physical needs for survival (Briscoe, 2011). These are the general requirement without which the employees cannot work properly or rather perform their task appropriately. Safety needs: Safety needs here is related to the safety at the place of work. Safety needs is related to the job security along with health insurance which boost the employee morale to be loyal to the company (Burkholder, 2013). Safety needs here includes the health safety, financial security needs and safety against the workplace accidents or uncertainty. Social Needs: Social needs are related to the those needs which is more sense of belongingness and friendliness environment where the worker are working (Charnan, 2011) . Social needs help the employees to build strong relation in the long run which motivate them to work better in term of productivity. Esteem needs: This forth needs of the employees who are related to the designations and rank. After minimum salary, safety and social need, esteem needs are very much present the desire of the human being to grow and earn respect within the organizations (Collings and Wood, 2011). Esteem is related to self respect, designation, higher status and responsibilities. Self Actualizations: It is need related to the challenges and creativity in work conditions. This is one of the higher needs which explain the research work that turn out into innovation and new ways of working environment. Advantage sand disadvantages of the Maslow theory As noted by Cooksey and Gates, (2008), one of the major advantages of the Maslow theory is based on the human psychological needs after achieving every phases employees are looking to climb another stages. It also justifies the lower and higher needs of the employees while working in the organizations. It helps the leaders and managers to exemplify the needs of the employees that helps them to achieve their organizational goals. However, as opined by (Gratton, 2008). Maslow theory is purely based on the narrowed segment as the current employees are starting from the security needs because of fierce competition in the market for performance. Besides that, hierarchy of needs also tend to fail to show the individual differences as the every employees needs are different from one another. 1.2 McGregor theory of motivations Douglas McGregor was an American psychologists who is known for his work on the X and Y theory. The theory of X and Y are very much commonly present in the current business world. McGregor theory is very much based on the modern understanding of the employees psychology (Greer, 2010). The theory explains the two major fundamental method (i) theory of X which suggest that employees are generally giving the poor and worse results (ii) theory Y shows the better results and performance which help the company to achieve their goals. These are based on the leadership style chosen by the organizations. Figure 2: McGregor theory of X and Y (Source: Griffin and Moorhead, 2009, pp-407) McGregor motivation theory comprises of two approaches: Theory of X (based on the Autocratic leadership): At this place workers or employees are very much follows the leaders without asking single questions. Here the management take decision and arte directive in nature without taking any feedback from the employees (Becker and Gerhart, 2009). Workers and employees dislike their works, tries to neglect their roles and responsibilities and being forced to work and no delegation of authority is being passed. Theory of Y (Participative leadership): This is the theory that assumes that working environment of the worker is very much friendly and delegation authority is passed to the lower management level while decision making. Here the employees are very much self motivated and take responsibility to fulfill the goals of the company (Bhatnagar and Sharma, 2013). Every employees are very much goal oriented and are loyal to the company because of the working condition of the employees are strong motivated. Advantages and disadvantages of the McGregor theory One of the major advantages of theory is that it is very much simple and easy to understand. Apart from that, it focuses on the given working condition of the workers and their behavior towards their work (Boxall and Purcell, 2014). Apart from that, this theory helps the manager or the leaders to proceed with the kind of leadership which will increase their productivity. However, as noted by (Brewster and Harris, 2011) the theory fails to apply in every public sector organizations like Army and Police where the participative form of leadership wont work. This is not being used in the real life because of too much of hypothetical assumptions. The motivational theories are also driven the current situation of the country or the economy which is not taken in consideration. 2. Application of the Theories The Theory of motivation is very much needed to be implemented within the Sainsbury Plc in order to improve its work culture: 2.1 Implementation of motivational theories Job design characteristics: While designing the job for the employees within the organization then the leaders must assess the lower needs and higher needs of the employee within the organizations. Since the Sainsbury is using the designing the job as per the employees capacity and qualifications. While implementing the Maslow theory of needs, the job will be designed as per the needs and capacity of workers within the organizations (Colbert, 2010). While designing the job , the HR manager of the Sainsbury need to identify the needs of the employees. Some of the core characteristics must be kept in mind by the HR manager while designing the job that, job must requires the skills, productivity , identity and responsibility as per hierarchy would enhance the employees job satisfactions and motivations (Colling and Clark, 2011). The job must create job satisfaction for the employees within the Sainsbury Plc. So, the company should take a psychological test for the employees in order to understand their requirement and needs to increase their efficiency and boost their morale by giving their needs at same positions. Increase in interpersonal skills: Apart from that, Sainsbury plc should look to bring cross culture environment by increasing the interpersonal skills of the employee which will help to build the strong team by creating the friendly business environment to work (De Cieri and Hutchings, 2009). This familiarity among the employees would increase the sense of belongingness among the members of the organizations. Increasing the interpersonal skills, Sainsbury should look to renovate the one large cafeteria where all the staff have their lunch and spend the quality time (Ericksen and Dyer, 2012). Besides that, in order to increase the interpersonal skills Sainsbury should also help the games and programmes which would make the strong bond on the team. Employees will feel safer and work in the friendlier environment reduces the conflicts. Reward and Recognition system: Here the reward and recognition is based on the employees performance at each level of their works. The reward can be based on the monetary and non monetary benefits which will fulfill the esteem benefits. The esteem needs will be fulfilled by providing the designations that will helps the employees to earn respect and higher post. This will increase the satisfaction level and reduce the absenteeism within the organizations. Reward and recognition gives the employee to show their talent and capability that will increase productivity of employees from the base level (Farndale and Paauwe, 2010). Reward recognition will also help to boost the employees trust towards the organization that will show the evidence of the job enlargement where the employee will be facing the challenging job that will fulfill the need of the self actualization needs (Fey and Pavlovskaya, 2013). McGregor theory of motivation applied in McDonalds Feed forward system: Feed forward system within the organization will give the McDonalds to overcome with transactional form of leadership into participative form of leadership (Farndale and Paauwe, 2010). With help of feed forward techniques every decision made by the management will confirm from the employees in order to understand their problems, issues and their query which will helps the creates the loyalty towards the organizations. Feed forward system within the organization can bring confidence among the employees and they can feel their presence within the company (Ericksen and Dyer, 2012). The feed forward system implementations will creates tow communication within the McDonalds the chances of conflicts arising will be less that will help to creates positive environment for working for the employees. Delegation of authority: Delegation of authority will build the decision making process for the Team. This can be achieved via job enrichment process where the sense of authority and responsibility may encourage the workers to work in the efficient manners to accomplish their task Fey and Pavlovskaya, 2013). The delegation of authority will help to motivate the employees by delegating the authority to lower base of the hierarchy within the organizations. With delegation of authoprity the leader will have less burden and person accountable for not performing their duties. The delegation of authority will bring positive environment with organizations. This will encourage the creativity and sense of responsibility among the employees to complete their duty. Apart from the decision making attitude will also be incorporate with the employees via delegation of responsibilities (Farndale and Paauwe, 2010). With the free participation and proper training for decision making allows the employees to encourage positive way of working and increase the company productivity by 21% every year. 2.2 Advantages and disadvantages of the implementations There are major benefit gained from the implementation motivation model within the Sainsbury is it will increase the productivity of the employees from the 11.09% currently by 23% expected. Apart from that, the need theory will help to assess the need of the employees at each hierarchy level so that leaders can boost the morale of the employee by giving them those facilities (Colbert, 2010).. With the rewards and recognition company can creates increase in their working productivity with compensation and benefit employee tries to achieve the goals that are very much will increase the company profitability. With the method job enrichment and job rotation method of implementation of the delegation authority will help the McDonalds to create sense of responsibility and accountability among the employees (Colling and Clark, 2011). Although there are major benefits but after the implementation feedback system can also increase the time of decision making that will again hamper the company progress (Bhatnagar and Sharma, 2013). Besides that, the delegation of authority will also increase the chances of error within the organizations. Lastly with the implementation of rewards and recognition company has top spend funds which may reduce the company profitability ion the short run. 3. Effectiveness of the implementation of the motivational theory 31. Maslow theory of motivation in Sainsbury The theory has increase its market shares as because initially company was at the 7th place in UK retail sector with 5.08% but current it lies above the competitors by using the Maslow theory of motivations. UK retail 2014 Market Shares % Tesco 29% Asda 17.1% Sainsbury 16.5% Morrisons 10.09% Waitrose 7.2% Graph 1: Market share of Sainsbury after implementing the Maslow model of needs (Source: Boxall and Purcell, 2014, pp-779) After implementation of the Maslow theory within the organizations, Sainsbury Plc has been able increase its market shares from 7th position in 2100 to 3 rd position in 2014. Employees are very much satisfied with way things are going (Brewster and Harris, 2011). Every need are being fulfilled by the organizations. Customer satisfaction model for super market Super market Customer score % Waitrose 79% Aldi 64% Sainsbury 61% Asda 56% Tesco 49% Morrison 31% Graph 2: Customer satisfaction model for super market (Source: Colbert, 2010, pp-949) Besides that, most of customer are being satisfy with products of the Sainsbury in compare to Tesco and Asda because of change its employee activities. The company has been taking care of self esteem part by recruiting or promoting from the existing employees. McDonald Plc takes action within the workplace Actions 2012 2014 Strike actions 3 1 Non strike actions Overtime ban Bunking the work Go slow Work in 2 - 3 - 4 1 - - Employees action Lockout 1 0 From the above, it has been found that, the level of strike and the lockout has been reduced after the implementation from the year 2012 (Arthur, 2012). Employees are being happy and satisfied with participative form of leadership with McDonalds. This is survey conducted by the McDonalds in order to assess the motivational factors used by the companies. The survey is conducted among more than 300 employees: Employees satisfaction level Very satisfied Satisfied neutral Not satisfied Salary 28.22% 32% 11.32% 4% Recognitions from the managers 33% 21% 7% 12% Facilities/benefits 22% 16% 21% 9% Work culture 29% 17% 15% 7% Relationship with supervisors 23% 12% 7% 8% Designations 9% 11% 23% 18% Graph 3: Employees satisfaction level within McDonalds (Source: Banfield and Kay, 2012, pp-334) Increase in sales volume after implementation of McGregor theory of Y Companies 2013 $ (bn) 2014 $ (bn) McDonalds 35.9 42.76 KFC 27.6 28.44 Burger King 21 19 Graph 3: Increase in sales volume after implementation of McGregor theory of Y (Source: Burkholder, 2013, pp-345) From the above , it has been found that, McDonalds has able to generate more than 40 billion in terms of sales in compare to its competitors like burger king and KFC. This is because of the reason implementation of McGregor theory which suggest that, every employee are set out on target to achieve and over that extra payment will be compensated that has increase the sales volume (Charnan, 2011). Besides that, company are complaints are been decreased and are happy with company policy and engagement process. 4. Recommendations Some of the major recommendations are given below: 360 degree appraisals system: With the help of 360 degree appraisal system the motivation theory can be assumed used as the word to assess whether the motivational theories are working for the not. The 360 degree appraisal system helps the company to assess the actual position of the company and employees productivity. E-feedback system: E-feedback system will help the company to take decision quickly with low cost. Since the participative leadership needs feedback from the employee which will take long duration. With the help of e-feedback system company will be able to electronically take the feedback process the conclusion quickly on the basis of graph which is based on the Likert scale. Encouraging participation: By encouraging the participation from every employee regarding various programmes like Know Each Other programmes and Perform are some of the major programmes which will help the company to build strong relationship between the supervisor and employee. Reference List Books Armstrong, M. (2012) Armstrong's Handbook of Human Resource Management Practice, 12th ed. London: Kagan Page Arthur, D. (2012) Recruiting, Interviewing, Selecting Orienting New Employees, 5th ed. London: Routledge Banfield, P. and Kay, R. (2012) Introduction to Human Resource Management, 2nd ed. Oxford: Oxford University Press Briscoe, D. (2011) International Human Resource Management. 4th ed. London: Kogan Page Limited Burkholder, N. (2013) Advice and perspectives from HR leaders. 4th ed. London: McGra-Hill Higher Education. Charnan, R. (2011) Leader at All Levels Deverlopment. 4th ed. London: Palgrave Macmillan. Collings, D. and Wood, G., (2011) Human Resource Management: a critical approach. 5th ed. New York: Routledge Cooksey, R. and Gates, R. (2008) HRM: A Management Science in Need of Discipline. 4th ed. Boston: Pitman Publishing. Gratton, L. (2008). Strategic Human Resource Management, 5th ed. New York: Oxford University Press. Greer, C. R. (2010) Strategic Human Resource Management. 4th ed. London: McGraw-Hill Education. Griffin, R. W. and Moorhead, G. (2009) Organizational Behaviour: Managing People and Organizations - Page 407, 6th ed. Oxford: Blackwell Publishing. Journals Becker, B. and Gerhart, B. (2009) The Impact of Human Resource Management on Organizational Performance: Progress and Prospect, Academy of Management Journal, 39, 4, 779801 Bhatnagar, J. and Sharma, A. (2013) The Indian Perspective of Strategic HR Roles and Organizational Learning Capability, International Journal of Human Resource Management, 16, 9, 1711 1739 Boxall, P. and Purcell, J. (2014) Strategic human resource management: where have we come from and where should we be going?, International Journal of Management Reviews, 2(2), 183203. Brewster, and Harris, H. (2011) Towards a new model of globalizing HRM. International Journal of HRM, 16 (6): 949-970. Colbert, B.A. (2010) The Complex Resource-based View: Implications for Theory and Practice in Strategic Human Resource Management, Academy of Management Review, 28, 3, 341 358. Colling, T. and Clark, I. (2011) What happened when the Americans took over Britain's electricity industry? Exploring trans-national sector effects on employment relations. International Journal of HRM, 17 (9): 1625-1644. De Cieri, H., and Hutchings, K. (2009) The challenge of international human resource management: balancing the duality of strategy and practice. International Journal of HRM, 16 (4): 584-598. Ericksen, J., and Dyer, L. (2012) Toward a Strategic Human Resource Management Model of High Reliability Organizational Performance, International Journal of Human Resource Management, 16, 907 928 Farndale, E. and Paauwe, J. (2010) Uncovering Competitive and Institutional Drivers of HRM Practices in Multinational Corporations, Human Resource Management Journal, Vol. 17, No. 4, November, pp. 355-375. Fey, C. and Pavlovskaya, A. (2013) The Effect of Human Resource Management Practices on Firm Performance in Russia, International Journal of Human Resource Management, 11, 1, 1 18.

Case Study Great Business Decisions free essay sample

Case Study: GREAT BUSINESS DECISIONS — The Apple iPod, iPhone and iPad1. What might have happened to Apple if its top executives had not supported investment iniPads?In my opinnion , if Apple had not supported investment in Ipads it cannot become famous or maybe buyer think before buy ipads because no design innovation and new customer. No change at all about that iPads. 2. Why would it be unethical for Apple to sell its iTunes customer information to otherbusinesses?I think it be very unethical for Apple to sells its iTunes customer information to other business because the information privacy for user. Everyone need a private their information for safety. Apple have a responsibiliti to take care their information.3. Evaluate the effects on Apple’s business if it failed to secure its customer information and all of it was accidentally posted to an anonymous website.The effects on Apple business if it failed to secure its customer information maybe Apple will lose their customer and buyer scared to buy that smartphone , laptop or iPads. We will write a custom essay sample on Case Study: Great Business Decisions or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If accidentally posted to an anonymous website the buyer must be angry or can sue the Apple because don’t have a secure protect their information.4. Do you agree or disagree that Apple’s iTunes, iPhone applications and iPad applications give the company a competitive advantage? Be sure to justify your answer.I agree that Apple’s iTunes, iPhone applications and iPad applications give the company a competitive advantage. Its is because the Apple have created many application (that will give advantages for the company. The user will download the application anytime and can give more interesting for user Apple. We can see that nowaday many people use brand Apple because its very interesting and look very cool. Then , all of the apps shift into new layouts , which mean they optimise for whichever way you are holdings.

The Role of Political Marketing in Politics

The Continental Divide and How the Rivers Flow

The Continental Divide and How the Rivers Flow Every continent except for Antarctica has a continental divide. Continental divides separate one  drainage basin from another. They are used to define the direction that an areas rivers flow and drain into the oceans and seas. The best-known continental divide is in North America and it  runs along the Rocky and Andes mountain ranges. Most continents have multiple continental divides and some rivers flow into endorheic basins (inland bodies of water), such as the Sahara Desert in Africa. The Continental Divide  of the Americas The Continental Divide in the Americas is the line that divides the flow of water between the Pacific Ocean and the  Atlantic Ocean. Rain or snow that drains on the east side of the Continental Divide flows toward the Atlantic Ocean.Precipitation on the west side drains and flows toward the Pacific Ocean.   The continental divide runs from northwestern Canada along the crest of the Rocky Mountains to New Mexico. Then, it follows the crest of Mexicos Sierra Madre Occidental and along the Andes Mountains through South America. More Water Flow Divides in the Americas To say that any continent, including North America, has a single continental divide is not entirely true. We can continue to divide the flow of water (called hydrological divides) into these groups: East of the Rocky Mountains and north of the Canada-U.S. border, the rivers flow into the Arctic Ocean.Most rivers of the central U.S. flow into the Gulf of Mexico via the Mississippi River. Indirectly, this is an Atlantic Ocean drainage.Rivers on the east side of Mexico and Central America also drain into the Gulf of Mexico.Rivers around the Great Lakes and along the entire east coast of Canada and the U.S. flow directly into the Atlantic Ocean.South America has a true east-west continental divide. Everything east of the Andes flows into the Atlantic Ocean and everything west flows into the Pacific. The Continental Divides of the Rest of the World It is easiest to talk about the continental divides of Europe, Asia, Africa, and Australia as a whole because many of the drainage basins span all four continents. The Atlantic Ocean:  Along the entire western coast of Europe and Africa, the rivers flow into the Atlantic Ocean.The Mediterranean Sea: The southern part of Europe, most of the country of Turkey, and many rivers in the northern part of Africa drain into the Mediterranean Sea. Most notably, the Nile River  flows north and has a drainage basin that reaches south past the equator.The Indian Ocean:  Ã‚  The rivers of countries that surround the Indian Ocean flow into it. This includes most of the eastern coast of Africa, the Middle East, India, and Southeast Asia as well as the majority of  Australia.The Pacific Ocean: Along the eastern coast of Asia and Australia, the rivers flow into the Pacific Ocean. This includes China and much of Southeast Asia along with all of the island nations that fill this area of the Pacific.The Arctic  Ocean:  The majority of Russian rivers flow into the Arctic Ocean.Endorheic Basins: Asia and Africa are home to the largest endorheic basins whe re the rivers empty into deserts, large lakes, or inland seas.

American Apparel Case Assignment Example | Topics and Well Written Essays - 250 words

American Apparel Case - Assignment Example He further used ex-employees of the company to advertise the products. The employee filed a case on this allegation.DovCharney could have used willing employees subject to their consent on advertising the products. He could also put in mind psychological aspects of the audience and the customers and used a polite way of advertising instead of using naked girls (Gereffi 143-169). This would have put a positive public figure of the company. On the part of company management strategies, Charney lacked seasonal executives and personal assistance to help him in compiling checks that always piled in his office. He could have used a team of trusted person to help him in compiling these checks and notes. The reason this is a good strategy he could have used is because this could spare some time, which he could use to solve other problems facing the company. Since the case was written alleging him on sexual harassment and fall of financial status of the company, there have a lot of events happening. First was his dismissal as the CEO of American Apparel in March this year (Littler, 240-243) . This triggered him on wanting to get his position back to control on the company. He has tried to raise money for buying more share in the company to raise it from 19 percent to 43 percent. This is to try to increase his influence in the company. Also, he is working with some hedge fund investor to help him raise more money. However, on 29th September this year, the board that fired him hired a new interim Chief Executive officer to act on behalf of Charney. Against his will, the hedge fund investors are now negotiating with the board, bringing a draw back on his plans as there is a possibility that this effort of the hedge investors will trigger appointment of a new management team with Charney in exclusion Durif, Fabien, Krug, E. G., Mercy, J. A., Dahlberg, L. L., & Zwi, A. B. 2002. The world