Pros and Cons of Tracking in Our Education System

Following in instruction framework alludes to an idea of collection students as per their scholarly capacities (Education Week, 2004). In following framework, students are assembled and classified into various classes as per their scholarly capacities (Education Week, 2004).Advertising We will compose a custom paper test on Pros and Cons of Tracking in Our Education System explicitly for you for just $16.05 $11/page Learn More This implies a specific class will just have students who have same capacities. In this paper, we will survey the points of interest and drawbacks of the following framework in instruction as we attempt to examine whether the framework empowers or debilitates prejudice in the US. The following framework has the two qualities and shortcoming. Researchers contend that one of the benefits of the framework is that it permits educators to decide training techniques and the instructing pace. For capable understudies, the framework favors them in that the educator can address their issues dependent on their capacities (Education Week, 2004). For students with equivalent capacities, the instructor can productively apply certain showing techniques at a specific pace. The framework can be dependable for understudies with uncommon necessities since they need certain pace and certain educating strategy. Furthermore, since the framework permits understudies to be ordered by their scholarly capacities, it lessens odds of students loosing confidence (Perrucci and Wysong, 2008). When understudies are gathered by their capacities, they just contrast their presentation and that of their companions diminishing odds of bringing down individual confidence, which may result from examination of individual execution with others (Perrucci and Wysong, 2008).Advertising Looking for paper on training? How about we check whether we can support you! Get your first paper with 15% OFF Learn More If low-performing understudies look at themselves against profoundly perfor ming understudies, they may lose certainty and diminishes odds of improving scholastically. What's more, this arrangement of instruction permits talented understudies to improve as far as scholastic accomplishments (Education Week, 2004). As per an exploration, when skilled students were followed they delivered preferable outcomes over comparable capacity students in non-followed arrangement of instruction did (Kulik and Kulik, 1992). In a followed framework, when skilled understudies invest more energy with their companions with comparable capacities, they will in general improve their disposition and thus improving execution. Be that as it may, when they are blended in with less talented understudies, the high-capacity students will in general accomplish lower grades. The framework will in general be useful for capable understudies (Education Week, 2004). Then again, the framework has various shortcomings. One of the shortcomings is that, the profoundly performing, effective, and experienced instructors are normally allocated to exceptionally performing classes while unpracticed mentors are relegated low-performing classes (Perrucci and Wysong, 2008). In this manner, the framework favors unreasonable arrangement of coaches. Another significant weakness of this following framework in instruction is that it might prompt instances of vilification of low-performing understudies (Perrucci and Wysong, 2008).Advertising We will compose a custom paper test on Pros and Cons of Tracking in Our Education System explicitly for you for just $16.05 $11/page Learn More Because of across the board belittling, such low-performing understudies will in general create negative demeanor intensifying the circumstance. An exploration led uncovered that such understudies will in general feel that they are â€Å"doomed† or it is their fate to perform ineffectively. This is additionally in light of the fact that their educators will in general force this disposition upon them. At long last, the following framework in instruction will in general gathering understudies as per social class, prudent status, and ethnicity among different variables (Farley, 2009). It gives the idea that high-performing class is just made out of understudies from high-pay families while low-track class seems, by all accounts, to be made out of students from low-pay workers (Farley, 2009). For the most part, low-salary workers are African Americans and henceforth the framework is segregating. This gathering of learning doesn't generally mirror the scholarly presentation (students’ capacities). Taking everything into account, the following arrangement of training is one framework that unquestionably underpins issues of separation thinking about that it sorts understudies dependent on race, economic wellbeing, and other minority perspectives. When all is said in done, the framework brings isolation among students dependent on race and social-financial aspects status, which is one type of separation. The sentiment is that, low-performing understudies ought to be supported by increasing execution expectations for them and might be by utilizing reward framework to empower them accomplish academically.Advertising Searching for exposition on instruction? How about we check whether we can support you! Get your first paper with 15% OFF Find out More Reference List Education Week. (2004). Following. Recovered from https://www.edweek.org/ew/issues/following/Farley, J.E. (2009). Dominant part Minority Relations. Upper Saddle River, New Jersey: Prentice corridor. Kulik, J., Kulik C. C. (1992). Meta-expository discoveries on gathering programs. Gifted Children Quarterly 36 (2): 73â€77. Perrucci, R. Wysong, E. (2008). New Class Society: Goodbye American Dream? Maryland: Rowman Littlefield. This exposition on Pros and Cons of Tracking in Our Education System was composed and presented by client Paulina Herman to help you with your own investigations. You are allowed to utilize it for examination and reference purposes so as to compose your own paper; be that as it may, you should refer to it in like manner. You can give your paper here.

Natural Selection Hands On Lesson Plan

Common Selection Hands On Lesson Plan Understudies will in general comprehend ideas better subsequent to performing hands-on exercises that fortify the thoughts they are contemplating. This exercise plan on common determination can be utilized from numerous points of view and can be changed to address the issues of a wide range of students. Materials 1. An assortment of in any event five various types of dried beans, split peas, and other vegetable seeds of different sizes and hues (can be bought at the market moderately cheaply). 2. At any rate three bits of floor covering or material (about a square yard) of various hues and surface sorts. 3. Plastic blades, forks, spoons, and cups. 4. Stopwatch or clock with a second hand. Regular Selection Hands-On Activity Each gathering of four understudies should: 1. Tally out 50 of every sort of seed and disperse them on the bit of rug. The seeds speak to people of a prey populace. The various types of seeds speak to hereditary varieties or adjustments among the individuals from the populace or various types of prey. 2. Furnish three understudies with a blade, spoon, or fork to speak to a populace of predators. The blade, spoon, and fork speak to varieties in the predator populace. The fourth understudy will go about as a timekeeper. 3. At the sign of GO given by the timekeeper, the predators continue to get prey. They should take prey out the floor covering utilizing their individual device just and move the prey into their cup (no reasonable putting the cup on the rug and driving seeds into it). Predators should just snatch each prey in turn as opposed to scooping the prey up in enormous numbers. 4. Toward the finish of 45 seconds, the timekeeper should flag STOP. This is the finish of the original. Every predator should tally their number of seeds and record the outcomes. Any predator with less than 20 seeds has kept and is out from the game. Any predator with in excess of 40 seeds effectively imitated a posterity of a similar kind. One more player of this sort will be added to the people to come. Any predator that has somewhere in the range of 20 and 40 seeds is as yet alive yet has not recreated. 5. Gather the enduring prey off the floor covering and check the number for each kind of seed. Record the outcomes. Proliferation of the prey populace is presently spoken to by including one more prey of that type the number for each 2 seeds that endure, mimicking sexual multiplication. The prey is then dispersed on the rug for the subsequent age round. 6. Rehash stages 3-6 for two additional ages. 7. Rehash stages 1-6 utilizing an alternate situation (floor covering) or contrast results and different gatherings who utilized various conditions. Recommended Discussion Questions 1. The prey populace began with an equivalent number of people of every variety. Which varieties turned out to be increasingly normal in the populace after some time? Clarify why. 2. Which varieties turned out to be less basic in the all out populace or were killed completely? Clarify why. 3. Which varieties (assuming any) stayed about the equivalent in the populace after some time? Clarify why. 4. Think about the information between the various situations (sorts of floor covering). Were the outcomes the equivalent in the prey populaces in all situations? Clarify. 5. Relate your information to a characteristic prey populace. Could regular populaces be relied upon to change under tension of changing biotic or abiotic factors? Clarify. 6. The predator populace began with an equivalent number of people of every variety (blade, fork, and spoon). Which variety turned out to be progressively regular in the all out populace after some time? Clarify why. 7. Which varieties were killed from the populace? Clarify why. 8. Relate this activity to a characteristic predator populace. 9. Clarify how characteristic choice functions in changing the prey and predator populaces after some time.

Boston becomes Pottersville

Boston becomes Pottersville So tonight is the fateful night for millions of Harry Potter fans across the world. And of course, MIT has more than its fair share of HP geeks, and thus you might be asking yourself, if I went to MIT, what would I be doing for the big release? Let me tell you about some of the Boston/MIT-area parties. At Newtonville Books in Newton (a Green Line trip away), there promises to be possibly the best of the areas events. Beginning at 9pm until the magic hour, the store will host a a night of readings, movie, activities and live music for the whole family! What Makes Newtonville Books party so awesome? For one, theres going to be a musical performance by Kay Hanley. You may know her as the singing voice of Rachael Leigh Cooks Josie in the Josie The Pussycats movie, or as the lead singer of the band Letter to Cleo, which provided the soundtrack for (among other things) the film 10 Things I Hate About You (yes, I cant believe it either two references to 10 Things I Hate About You in less than a year). Also, reading from Harry Potter books will be author Tom Perrotta. Hes probably best known as the author of the book from which the great film Election (with Reese Witherspoon and Matthew Broderick) was made. Its also a costume party, which is always fun. And, as with many other parties, theyll be screening past Harry Potter films. Theyll be having fun activities, too, like wand- and hat-making. To me, this seems like the place to be. One of the other interesting Half-Blood Prince events is being put on by the Charles Hotel here in Cambridge. Their plan is to turn Harvard Square into Hogwarts Square. If you book a room through their package, guests will, upon arrival, reach into the Sorting Hat at the hotels front desk to obtain their guestroom key. At midnight, theyll bring the book directly to your room. In the hotels courtyard, theyll have an outdoor screening of Harry Potter and the Prisoner of Azkaban; all guests also receive the DVD for free, as well as Droobles Best Blowing Gum. The package includes a suite room (nice!), but runs $299. Some of my favorite Boston-area bookstores are also having cool parties. At Brookline Booksmith, folks will get a free Harry Potter T-shirt, eat exclusive Harry Potter Cookies (including shapes like Hogwarts, lightning bolts, and Harrys glasses), play trivia games, and wear costumes. Here in Cambridge, the Harvard Book Store (not affiliated with Harvard University) will have a cool costume party. They promise face painters who will provide lightening bolt scars; roving triviadours asking HP trivia questions for prizes; and a Diagon Alley Raffle for even more prizes from Flourish Blotts Bookstore, Florean Fortescues Ice Cream Parlor, and Ollivanders Wand Shop. There are many other celebrations nearby to MIT. At the Prudential Center Barnes Noble, theres a Midnight Magic event. The Boston University Barnes Nobles hosts a Harry Potter Pajama Party, including a scavenger hunt. Pandemonium Books Games hosts an adults-only (16+) Hogwarts Alumni Reunion, with games and a Lightning-Quick Fanfic competition. At Curious George (where many of my friends went for the Book 5 release), theres the Harry Potter Midnight Party. And at Henry Bears Park, a toy store, their Harry Potter Year 6 Midnight Party will include a magician. The Boston Public Library, across from MITs former home in Copley Square, has an all-day party on Saturday, with face painting, crafts, games, and a movie marathon. Harry Potter events worldwide can be found, among other places, at potterparties.org. What are your feelings about the book release?

Inside Out, And Its Director Pete Docter - 875 Words

Do you ever look at someone and wonder, What is going on inside their head? This is the first question asked in animated film, Inside Out, and its director Pete Docter’s mind after noticing his daughter’s personality changing as she grew up. Using his daughter as inspiration, Pete Docter pitched the idea to Pixar studios where it was picked up immediately for production in 2009. He consulted with numerous child psychologists to create the movie about 11 year old girl, Riley Anderson, moving from Minnesota to San Francisco and her personified emotions to guide her through. Because Pixar’s movies are family friendly, the film’s crew cleverly used color and creative mise en scene to tell the elaborate story between Riley’s mind, the world around her, and other character’s personality traits. The director has an extremely flexible medium due to the fact that the film is an animation, having full control of the character’s design, setting, lighting, effects, and anything in between. It displays all throughout the movie, causing a great contrast, when shifting from a character’s mind to their environment, mainly being Riley. Through a series of montages and flashbacks of Minnesota, the audience can see that the scenes are always lighted in pastel like color, This is to represent Riley’s comfort of her former home in contrast of San Francisco which is depicted in desaturated colors. Furthermore, the animator’s choice of color and lighting for both Minnesota and San FranciscoShow MoreRelatedInside Out Is A Positive And Influential Movie1551 Words   |  7 PagesInside Out is a positive and influential movie to watch for kids or adults. This movie is a life lesson movie. It teaches you about significant emotions we all deal with at some point in life. This movie involves real psychologist that provide positive information and solutions on real life events. Inside Out is a life lesson movie because it provides you with information about five different emotions. These are the top five emotions we all probably have experienced, Joy, sadness, anger, fear andRead MoreDisney Pixar Released Pete Docter s Movie, Inside Out1400 Words   |  6 PagesIntroduction In 2015, Disney Pixar released Pete Docter’s movie, Inside Out. The initial release of the movie was a hit in the box office and made a lot of young children and even their parents, thrilled to see. I went to see this movie with my family and I was actually excited about it because the previews were very entertaining. I am not one that typically wastes money to go see an animated film in the movie theater, but this one the one exception. The movie is about an 11-year-old girl, RileyRead MoreMovie Analysis : Inside Out 972 Words   |  4 Pages Emotional Congruence in Inside Out Oftentimes, films intended for children are able to target a secondary audience: children’s parents. Children’s films frequently contain themes and concepts that children themselves cannot fully grasp. Disney Pixar’s 2015 film, Inside Out, is no different. Inside Out serves as an impressively accurate psychological representation of emotions in the preadolescent brain. In creating the film, writer and director Pete Docter consulted Dr. Paul Ekman, a psychologicalRead MoreAnalysis Of Pixar s Inside Out993 Words   |  4 PagesA Joyride of Emotions Pixar’s Inside Out is an interesting take on how our emotions work as well as how our brains operate. The story starts off with a narration by Joy, voiced by Amy Poehler, explaining how her job works, and how she and the other emotions came to be inside the mind of young Riley Anderson. The emotions watch and guide Riley by influencing how she reacts to different daily situations. The only thing the emotions are not prepared for however, is an unexpected move from MinnesotaRead MoreExamination and Problematization of the Representation of Old Age and Aging in Up2218 Words   |  9 Pageshow this film uses processes of agency and transformation of the Self in old age. This film offers two extreme perspectives to look at old age. On the one hand, the film’s plot relies on stereotypical representations of elderly men, keeping them inside of widely socially acceptable boundaries, while at the same time it also challenges social boundaries by creating alternative forms of masculinity for older male to, essentially, contradict a widely accepted declining narrative on old people. Almost

Disney Analysis - 1383 Words

EXECUTIVE SUMMARY Growth in the theme park industry is a challenge in today s market. Theme parks will not grow if they don t diversify their resources. The Walt Disney Corporation is a nation wide multi-varied entertainment company which is a household name to millions of people throughout North America. Michael Eisner who is Disney s chairman and chief executive officer knows that his company will have to diversify in order to meet his targeted growth rate of 20%. Eisner wants to follow one of Walt Disney s famous quotes which is We cannot hit a homerun with the bases loaded every time we go to the plate. We also know the only way we can even get to first base is by constantly going to bat and continuing to swing In order for†¦show more content†¦If they fail to research the European market it could cause major implications in the future. The mere size of current operations has given strength to the organization. The longevity of the organization has created a brand loyalt y that keeps generations coming back. However the company needs to make sure they don t overcharge for the cost of a ticket to get into their theme park. If they price the tickets to high it could cause them to lose revenue. But on the flip side they want to make sure they don t lower the prices to low. Lowering the prices could cause an overload of attendance which could cause natural operating difficulties and ruin the individual experience. Like the European market they need to keep an eye on the U.S. market as a soft economy could cause profits to decline. They need to make sure they price the tickets in the medium range and make sure they focus their business on the customer enjoyment versed needs. III. Strengths and Weaknesses The strength of the company is the loyalty of its brand and its talented management team and workforce. Another strength is the organizational vision which gives employees a view of the future and something to believe in and something that can be realistically achieved. The weakness of the company is that of the expansion into new markets. They need to make sure they stay focused on the creativity and innovation of products and not over focus on expansion. If they overShow MoreRelatedDisney Analysis2267 Words   |  10 PagesCase Analysis of The Walt Disney Company: The Magic of Disney Fall 2003 Sean Housley Haas School of Business University of California, Berkeley MBA Candidate, Spring 2004 housley@mba.berkeley.edu Abstract Disney has led the entertainment industry for much of its storied 80-year history. What exactly is the ‘Magic of Disney’? And how has Disney sustained the magic for so long? This paper analyzes Disney’s historical competitive advantage, drawing emphasis on the remarkable synergies Disney createdRead MoreAnalysis Of Disney s Disney 1907 Words   |  8 PagesResearch Paper: Disney Sami Danielson Hour: 3 â€Å"Between 1931 and 1968, Walt Disney won 32 Academy Awards and still holds the record for the most individual Academy Awards won.† (Walt Disney(1901-1966) ,2013 para. 25) Walt Disney has made an incredible amount of fantastic movies, music and characters that we will always remember. But what were the impacts of these to society? How does Disney affect children, adults and the LGBT community all around the world? Over the years, Walt Disney has changedRead MoreAnalysis Of Walt Disney s Disney 1575 Words   |  7 PagesWalt Disney Thesis: Many of us enjoy Disney movies and theme parks, but not many of us know the story and life of Walt Disney himself. I.Early Life Birth Dec. 5, 1901, Chicago, Illinois Fourth Child Childhood 1. Loved drawing animals 2. Had Siblings 3. Moved Often C. Teenagehood School 2. World War I Red Cross Ambulance Corps II. Career Education Apprentice Cartoon Classes Jobs Paper Boy Film Ad Company Laugh-O-Gram Films, Inc. StudioRead MoreAnalysis Of Disney s Disney Essay1605 Words   |  7 PagesPART A Q.1 Disney theme park is world most recognized place to visit in the world as big brand. Hong Kong Disneyland is globally known in the world and has grown rapidly. This theme park is mostly Chinese market oriented as much Chinese entertainment and media spending in this business to grow their market in Asia. The first Disneyland was opened in July 17, 1955 in Los Angeles and the most recent in 2005 in Hong Kong. The issue rise when Tokyo Disneyland was launched in Japan as they bring downRead MoreExternal Analysis Of Disney Environment Analysis922 Words   |  4 PagesExternal Analysis Globalization is forcing all companies, large and small, to focus on a larger competitive landscape. For many companies hypercompetition arises and they are left with stunted growth while competing with other businesses across the globe. Fortunately, Disney has constructed one of the world’s most recognizable and beloved brands in the entire world. To understand the external environment in which Disney competes, we must first discern which market we wish to analyze. Disney owns aRead MoreDisney Swot Analysis1380 Words   |  6 PagesSWOT Analysis One of the best ways to performs the company’s current situation is performing its SWOT analysis, which bring us a better understand of the internal and external environments, and also help us analyze the potential opportunities and risks regarding the products and services that the company offer and provide. SWOT ANALYSIS Weaknesses - Limit target public; - High Costs of operation; - No guarantee of success; Strengths - Strong brand and image; - High Quality products andRead MoreAnalysis Of Disney s Disney 1748 Words   |  7 Pages Portfolio Project: Disney Gregory John Pico AMU Disney in other Countries Each country has differences with how their culture plays a factor on how they do business. Rather it is by certain topics being discussed or a certain way people greet one another. When examining the cultural charts of both France and China on http://geert-hofstede.com , a U.S. manager can get an idea on how their behavior may need to be modified when communicating with associates from France or China. For exampleRead MoreSwot Analysis Of Disney s Disney 927 Words   |  4 Pages SWOT Analysis Strengths: Disney is one of the most prestigious and well-known companies in the world. Disney is also known to be the third largest media corporation internationally as of June 2015, according to Nordic Information Centre for Media and Communication Research (Appendix 1). Disney is known to have strengths with content integration, cash surplus, characters and character trademarks, values with the use of synergy, having a very strong brand image and reputation, diversification ofRead MoreAnalysis Of Walt Disney s Disney Essay1217 Words   |  5 PagesThe Disney is huge animation company and their films are an enormous part of the entertainment industry in the whole world. They influence all kinds of people, from children to adults. Also, Disney was created over 90 years ago, and till this very day its most entertaining animation company. Throughout period of time, they have played a tremendous role in how society displays gender roles. As Janet Wasko explains: â€Å"Disney provides an oppo rtunity to analyse an entire popular cultural phenomenon fromRead MoreAnalysis Of Walt Disney s Magical Disney 1414 Words   |  6 Pagesâ€Å"Magical Disney† Can there be a world without Walt Disney? The answer is no, because he has transformed the way of the television and theme park industry that consists in our world today. Walt also brought great teachings and inspirations such as the ability to dream. Walt said,† If you can dream it you can do it. Walt Disney is a wonderful and patriotic man who had a wonderful and happy life doing what he loves, making other s dreams come true. First who is Walt Disney and how did

The Best Way of Reducing Stress Free Essays

Almost stresses and difficulties of modern life are caused by high density of working when people face to hard problems in daily working. It seems to me that the best ways to reduce the stress is playing sports to relax and think wisely to find the best solution to overcome the difficulties. According to me, playing sports is the best way to relax and release the stress. We will write a custom essay sample on The Best Way of Reducing Stress or any similar topic only for you Order Now When you get the stress it means that your body is tired and your brain is no longer sober. In that case playing sports gives you not only good physical health but also sober mind. Moreover, playing sports help you extricate yourself from negative thinking because when you focus in the game you always think positive therefore you will get fresh mental powers. In my case, whether I feel stressed or not, I always play my favorite sports at the weekend. In summer I choose swimming, in winter I choose table tennis or badminton. To me, playing sports at the weekend helps me free all the strains of the passing week and give me more power for the coming week. Along with the way that I have mentioned above, in order to get out of the difficulties, one more thing you should do is to think wisely and try to find the best solution for hard problem that you are facing to. When getting into hard problems, people tend to work continuously for very long time without a break and they think with high density of working will help them escape the hard situation. They are wrong, because the more they are tired the less their brain is intelligent. In my opinion, in that case they should reduce their work and think in another way before continue. For example, they had better discuss and share this problem with other friends and co-workers, more people have more ideas and the best idea will help them to solve the hard problem. Taking all above discussions into account, it seems very clear that playing sports is the most effective way for combating stress and thinking wisely is the most positive way to solve the difficulties. How to cite The Best Way of Reducing Stress, Papers

Qualitative and Quantitative Risk Analysis

Question: Discuss about theQualitative and Quantitative Risk Analysis. Answer: Introduction: The risk is defined as a possibility that occurred due to human actions and events and leads to the consequences that might harm or impact something which is related to the human being values (Kates Kasperson,1983). Projects are complex undertaking which involves a set of related works and activities perspective which should be defined. There are different kinds of risks which are involved with the projects; these could be complex and lengthy in nature. Risk analysis is the process in which the analysts find out the risk involved with the project. There could be different ways to find out the risks involved with the projects. There are two methods for the Risk analysis in the projects. Qualitative method Quantitative method Two techniques which are widely used for the project risk assessment are the Qualitative and Quantitative approach. These two techniques have several other methods which could be used for the risk assessments. The hierarchical analysis consists of two different analysis techniques which are RBS and WBS. Another risk analysis is the cost benefit analysis. In the project which I have chosen, I will be going to analyze the risk associated with the risks of these two methods. RBS: An RBS stand for the risk breakdown structure is considered as a helpful means for the analysis in a project. This is also defined in the terms of the WBS in which its stated that its a source based collection of project risks that can be seen over the project. Every downward direction represents an ever more detailed meaning of the different source of the project.(Hillson, 2002a). A RBS can be use but it's not possible to include full risk associated with the project as this will provide the basic structure of the primary risks involved in it. The perfect condition to provide a RBS which is directly relate to the industry or with the kind of project which is being undertaken by the organization. In the case of the finding the risks associated with the project which I have chosen the best way is to implement the RBS and find out the risks associated with the project which is being undertaken by the Organization itself. This will provide a specific breakdown of the risks associated wi th the particular project. I will apply the RBS as per our Risks associated with the Projects. The Design and the Timeline and Cost risks are major risks in my project so I will make sure that these risks will be addressed properly. Benefits: Risk Identification assistance: This provides a complete list of the risk which are associated with the project in quick manner. I will find the risks which are involved with the Project. Risk assessment: This provides the prominent way of the threat associated with the development. This makes sure that the main cause of the risk can be found easily. Comparison of alternatives: If same RBS is being used in different project at once, and then it becomes easier to compare different projects at once The RBS of the construction project will help the company to address same kind of risks in another construction project. I will make a list of alternative like an alternate design which will accomplish the failed design. This will provide a basic and necessary assessment for the risks involved. The Most Applicable Risks Associated with Construction Projects are: Risks related with time and cost of the project: Timeline and cost are two most crucial things in construction projects. I will select a basic timeline for the project which will be based upon the final timeline of the project. In project which I have chosen earlier the Timeline is about 4 Months and I will make it as per the Project requirement. Risk associated with Designers: The risk which is related with the design of the project, any faulty design or change in the design by the client during ongoing project is a risk for the construction and company. I will make sure that our Project design is appropriate and as per the requirement. Environmental Risks Risks Associated with the Project I have Applied Both the Technique Qualitative and Quantitative with to Describe the Risk. Qualitative Technique: SWOT analysis. SWOT: Swot analysis is an important tool for the strategic analysis, it helps an organization to determine the Strength, weakness, Opportunity and Threats related with the organizational activities. It starts with defining the objectives and the factors including external and internal which could affect the organizational activity. The strength and weakness are considered as internal aspects but the opportunity and threats are considered as external. In the case of Construction project SWOT analysis can be considered as a Qualitative Techniques for the risk assessment. SWOT provides the weakness and strength of a project. As per the project the weakness and the strength can be easily calculated. The weakness such as different risks; Environmental risks Financial risks These can be addressed in the SWOT analysis and this will give an insight of the risks involved in the Project. SWOT analysis also evaluates the Threat and Opportunity related to the construction project so that the organization could mitigate those risks. Risk Impact Matrix: The more and more significance of risk management made it even more approachable factor to determine the risks associate with the project. In case of my project the risks which are associated are, Risk with the Cost and timeline Risk associated with the Design Environmental risk The Risk Impact matrix is consists of two different objectives, the Probability o the risk to occur and the Impact. We can take the probability of the events as the High, Medium and Low as per the probability of occurrence. Probability of the occurrence can be anything could be 0 to 100 which will provide the basic overview of the risk occurrence. The Impact could be in varies nature, as our Project has risks involved with the Design perspective as well as on the Environmental perspective. The Probability of occurrence of the Design failure is more and out of 10 It would be 8 as per the probability. We also knows that risk associated with it is the expansion of the Cost and the Time involved in the Project, so the Probability of this risk is about 70% and its high. I will make a proper risk assessment matrix for the Risks associated with it So that I can manage the risks involved in the Projects. Risk Assessment Matrix: No. Risks Rating (1-10) Probability ( High or Low) 1 Cost and Time 8 HIGH 2 Environmental 4 LOW 3 Design Faults 8 HIGH Conclusion: This three kind of risk assessment techniques, SWOT and the last one Risk Impact matrix is being described. The project which I have chosen and the risks associated with it can be analyzed by these risk assessment techniques. Finding risks associated with a project and the consequence within it is a primary thing. As we know each project has own risk associated with it, and this should be perfectly addressed. I have done these risk assessment techniques and defined three risks which are related with the project I have chosen. Those will be analyzed and later on different alternative will be applied so that the project would become successful. Reference: V. Ramana (2011). "Beyond our imagination: Fukushima and the problem of assessing risk". Bulletin of the Atomic Scientists. Diaz Maurin, Franois (2011). "Fukushima: Consequences of Systemic Problems in Nuclear Plant Design". Economic Political Weekly Bennet, P. G. (2000). Applying the precautionary principle: A conceptual framework. In M. P. Cottam, D. W. Harvey, R. P. Paper, J. Tait (Eds.), Foresight and precaution Hillson , D . A . ( 2002b ) . Using the Risk Breakdown Structure (RBS) to understand risks . Proceedings of the 33rd Annual Project Management Institute Seminars Symposium (PMI 2002), presented in San Antonio USA, Hillson , D . A . ( 2003 ) . Using a Risk Breakdown Structure in project management . Journal of Facilities Management 2

Analysis of Patrick Henry essays

Analysis of Patrick Henry essays In the speech, "The Virginia Convention," Patrick Henry set out to convince the Virginia delegates that the war with England was inevitable and the longer they waited the harder the war would be to win. Patrick Henry uses the art of persuasion to win over his audience. In the essay, The Crisis, No. 1, Thomas Paine set out to persuade the people of each colony should stand up and fight for their freedom. He set out to convince the colonists that the tyrant England had binded the colonies in her grasp and transformed the colonists into slaves. In the, Notes on the State of Virginia, Thomas Jefferson sets out to convince the State of Virginia that whites are the superior race and that all African Americans that have been emancipated should be exported to another country. All of the authors institute effective use of the range of appeals, logos, ethos, and pathos giving the speech a quality of concrete mental and physical wholeness. The logos contribution of Henry's address makes use of solid facts to convince the people of Virginia that fighting or slavery are the only possible outcomes of their meeting. He uses this as a fear factor to persuade the people that fighting is the only way to maintain their freedom. These logical facts are used mainly in the third and fourth paragraphs and he also ends his assertions with questions. "Are fleets and armies necessary to work a love and reconciliation?" asks Henry of his audience. This arrangement of writing, a question, serves not only to state the obvious motive that the "fleets and armies" are not on American soil to promote peace, but to suppress the colonies and this shows the Convention a justification in their actions to fight not flight. Another purpose is achieved in the second part of the question to appeal to ethos, "love and reconciliation". This shows that while America is working for love and reconciliation, England is sending fleets and armies. The c ...

Miss Stoner Essays

Miss Stoner Essays Miss Stoner Paper Miss Stoner Paper How does Conan Doyle present Sherlock Holmes, the great detective, in his stories? My general impression of Sherlock Holmes is that he is a very mysterious, cunning and slightly deviant individual. He is cunning because he likes catching people out (by himself without anyone else knowing) so he can get all the credit and acts quite big headed too by showing off in front of his clients. As a reader he gives me the impression that he is selfish because he treats Dr Watson as a servant and accepts Watson to bow down to him all the time. He has respect for women but no respect for men, I think this is because he has soft spots for his female clients but Im probably wrong because its not in his nature to do this. When Holmes meets Helen Stoner in The Speckled Band he is always using a language to show he is a detective I observe that you are shivering along with showing her who is boss this is my intimate friend and associate Dr. Watson. Also while he meets Helen Stoner he is very polite good morning, madam whereas with men he would not talk as politely. He also tries to impress her you have come in by train this morning, I see he is self-indulgent. He shows her compassion (which is rare for Holmes to do) but its sarcastic anyway you must not fear said he soothingly, bending forward and patting her forearm. He goes into out of his way to impress Miss Stoner by going into going into great (and pointless) detail about how he knew how she travelled there You must of started early, and yet you had a good drive in a dogcart, along heavy roads, before you reached the station, weather or not hes got a soft spot for her I dont know but its highly unlikely as its not in Holmes nature to do so. Miss Stoner is baffled about how Holmes knew how she got to the meeting There is no mystery, my dear madam said he, smiling which is also shows that Holmes is smug at this moment. Once Holmes had listened to Miss Stoners story he accused straight away of not telling him everything Miss Stoner, you have not. You are screening your stepfather. He done this again by observing Miss Stoner but this time her wrist and not her clothes The marks of four fingers and a thumb, were printed upon the white wrist this could of meant that she had been cruelly abused possibly by her stepfather. He sat down in his office, by the crackling fire and there was a long silence while he thought of the information he had gathered. He then asked Miss Stoner if it would be possible if they could see over these rooms without the knowledge of your stepfather which is conspiritual. When Miss Stoner said it was alright for them to do this asks Watson you are not averse to this trip, Watson? which is more like a statement of Holmes telling Watson what to do, this shows once again that Holmes is the boss and has full control of Watson. As Miss Stoner leaves she says My heart is lightened already since I have confided my trouble to you This is her thanking Holmes and saying to him you have made me feel at ease. When Miss Stoner arrived she was agitated frightened eyes like those of a haunted animal but when she left she wasnt glided from the room this can be said as Holmes touch. Once Miss Stoner leaves Holmes tests how well Watson has been listening to the conversation by asking him And what do you think of it all, Watson? When Holmes meets Miss Stoners stepfather (Dr Grimesby Roylott) Holmes says to Roylott my name, sir, but you have the advantage of me and Roylott replies straight away with I am Dr Grimesby Roylott, of Stoke Moran as Holmes said it patronisingly and has got strong powers of observation. Holmes is always polite and charming even with people he doesnt particularly get along with (mainly men) Pray take a seat. When Roylott asks Holmes about his stepdaughter hr quickly diverts the subject by politely saying It is a little cold for the time of year, so Roylott furiously answers back with no manners at all. Homes then replies imperturbably (not bothered). Roylott obviously doesnt like Holmes and describes him as a scoundrel and also has a reputation of being a meddler and Holmes likes this. Every time Roylott mentions something about Holmes, Homes smile broadens as if he likes the fact hes got a reputation, Roylott hates him and he has got a sense of smugness about the whole thing.

Operations Management Essay Example | Topics and Well Written Essays - 500 words

Operations Management - Essay Example They don't just negotiate, but they also look at the vendor's commitment to supply quality goods. Once satisfied, a new business relationship is formed. After procuring the goods, Wal-Mart will stock the items in different distribution centers scattered in different locations. Barcode technology and hand-held computers were adopted that allows the company to manage a consistent flow of supply. The barcodes will serve as an identification tag of a certain product, while the hand-held computers will serve as the locator of an exact product being monitored (Chandran, 2003). 2.2 Logistics Outstanding transportation system of Wal-Mart makes the delivery of supplies from distribution centers to respective store outlets fast and reliable. The company would only hire experienced drivers who have good records in traffic rules. Also, all drivers will be monitored using the "Private Fleet Driver Handbook" that serves as a manual for all terms and conditions of delivery, code of conduct and othe r activities. On the other hand, Wal-Mart also adopted the 'cross-docking' logistics technique in which it reduces the handling and storage of finished goods at the distribution centers by directly delivering it to the customers after being manufactured (Chandran, 2003).

Fall Precaution in Hospitals Assignment Example | Topics and Well Written Essays - 750 words

Fall Precaution in Hospitals - Assignment Example The prevention of hospital falls has been identified as a crucial patient outcome among several organizations because falls hospital falls have been the most frequently reported adverse patients events among inpatient hospitals. Regards the fall type, an injury may occur in any fall type, and fall programs have been designed in hospitals in an effort of preventing hospital falls and associated injuries (Raeder, Siegmund, Grittner, Dassen, & Heinze, 2010). One of the challenges and barriers that face most of the fall intervention models and programs is educational barriers and inadequate funds for program implementation. It is important for the staff to receive training and education on the stipulated program. Patients and the family also need to be educated as needed on the fall reduction program, and any fall reduction individualized strategies to reduce associated risks (Koh, Manias, Hutchinson, Donath, & Johnston, 2008). Inadequate funds is also a major challenge that hinders programs implementation. As a precaution of fall prevention, hospitals have a responsibility of evaluating each individual’s patients risk and act appropriately in reducing the probability of a fall occurrence and any other subsequent injuries that are bound to result. Organizations need to act in accordance with the National Patients Safety goals of performance standards to decrease the risks of falls in the hospitals by establishing a fall reduction program (Oliver et al., 2010). Moreover, they should act in accordance to the patient’s ethical principles to protect the patients from harm and act in the best interest of the patients to promote health. Over the past fall, prevention models have been utilized as strategies for improving patient’s safety in health care settings. There are two types of fall prevention models that is a ‘multisystem fall prevention model’ and ‘a single fall

Procter and Gamble Organisation and People Management

Procter and Gamble Organisation and People Management 1. Introduction: Procter and Gamble Company is a complicated organization which produces various products, and its ambition is to reach the taste of the consumer. PG began in the 1911, they first produced vegetable shortening. They were always in the state of innovation by producing every day a new product. The company was enrolled in a learning process to improve its products, so as to be more efficient than the previous years. They mainly follow three steps to be more successful. The first step was to make innovative needed products; the second one was to continue in producing the successful products with suitable quantities; the third is to have more capital investments to enlarge the company in the future. These three steps preserve the success of PG. Procter and Gamble (PG) is a multinational corporation with 156 branches distributed in more than 70 countries. There are three main development centers, the first center is in Germany which is responsible for developing paper products like Always and Pampers. The second development center, which is in Brussels, is responsible for detergents. The last center is located in the United Kingdom and it is responsible for soap and shampoo. Procter and Gamble (PG) environmental science department plays a unique role to ensure that their product are safe for the consumer and for the environment. Environmental safety is an integrated part of the quality that PG builds into each of its products throughout the world. Procter and Gamble Company are committed to producing superior quality of goods and to producing products to refine the worlds consumers. The companys actual performance could be deduced by looking at its 2009 Annual Report. Its worldwide net earnings for the year 2009 were 13,436 million dollar, which is 13.61% increase over the prior year. It has total assets of $134,833 million and liabilities of $71,451 million. PG has been paying a dividend for 120 consecutive years since its incorporation in 1890 and has increased its dividend for 54 consecutive years at an annual compound average rate of approximately 9.35%.This is an evidence of how much consumers demand PGs product and how this initiates the company to develop 300 brands to satisfy five billion consumers all over the world. Alan G. Lafley became chairman of PG in 2000, he made it clear that he wanted innovation across the spectrum-in how the company invents, markets, manufactures, and distributes its products. 2. Methods 2.1 Data collection methods We get the data from the documentary analysis of the PG which come from the website of the PG. The data is easy accessed in the internet. PGs annual plans are useful in the research. At the same time, we keep contact to PG via emails. They give us information on the plan of the companys development. 2.2 Issues and challenges Biases different comments of PG in massive aspects, often find data from some organization within the PG. that circumstances may cause biases, which influence comments to become less objective and even flattery. It is significant to distinguish the information because possibly comments on one aspect could go opposite and cause dilemma. Detailed resource constraints it is not difficult to find general information about PG. However, it was not easy to search details and depth objections. Although, connecting PG for details may work, yet it cannot be certain that the opinions gained from PG are 100% objective and real. Collecting from dispersive information a majority of resources is dispersive. It means much time consuming and less efficiency. Also some information may mislead ideas to somewhere wrong. 2.3 Analysis Through the analysis of companys annual report, we know the performance of PG. according to the structure and culture of PG, we can forecast the development foreground. We evaluate the approaches to management and leadership. We use the view of a manager, trying to give out a better way. We are based on management principles and analysis the existing business model. PG has a unique pattern in the business management which was widely praised by consumers. 3. Business strategy, mission and goals 3.1 Introduction Three billion times a day, PG brands touch the lives of people around the world. This happens because PG provides branded products of superior quality and value to improve the lives of the worlds consumers. This results in leadership sales, profit and value creation, allowing employees, shareholders and the communities in which we operate to prosper. The Procter Gamble Company (PG) is a brand behemoth. The worlds first maker of household products courts market share and billion-dollar brands. Its business is divided into three global units: beauty, health and well being, and household care. It also makes pet food and water filters and produces soap operas. Some 25 of PGs brands are billion-dollar sellers, including Gillette Fusion, Always/Whisper, Braun, Bounty, Charmin, Crest, Downy/Lenor, Folgers (which it reportedly plans to spin off), Gillette, Iams, Olay, Pampers, Pantene, Pringles, Tide, and Wella, among others. The above are supported by Robert N. Lussier(2009) The PG consists of over 138,000 employees working in over 80 countries. It began as a small, family-operated soap and Candle Company now provides products and services of superior quality and value to consumers in more than 180 countries. In PG, they are focusing their efforts on where they can make the most meaningful difference in both environmental and social Sustainability. Come from Andrea Redmonds (2010) research, their commitment begins with PGs Purpose, values and principles, in which Sustainability is embedded, and manifests itself in a systemic and long-term way. They try to make their company better. 3.2 Mission and goals In 2007, PG established five strategies for Sustainability and set goals to be achieved by the year of 2012. In March of 2009, thanks to the progress it had made so far and to emphasize their commitment to achieving even more significant wins, they increased each of the goals. The five strategies are as follows: strategy1 Products: Delight the consumer with sustainable innovations which improve the environmental profile of the products. Develop and market at least $50 billion in cumulative sales of sustainable innovation products, which are products that have an improved environmental profile. Strategy 2 Operations: Improve the environmental profile of PGs own operations. An additional 20% reduction (per unit production) in CO2 emissions, energy consumption, water consumption and disposed waste from PG plants, leading to a total reduction over the decade of at least 50%. PROGRESS (percent reduction per unit production) Since July 2007 Since July 2002 Energy Usage 11% 48% CO2 Emissions 10% 52% Waste Disposal 30% 53% Water Usage 13% 52% Strategy 3 Social responsibility: Improve childrens lives through PGs social responsibility programs. Enable 300 million children to Live, Learn and Thrive. Prevent 160 million days of disease and save 20,000 lives by delivering 4 billion liters of clean water in the Childrens Safe Drinking Water program. Strategy 4 Employees: Engage and equip all PGers to build Sustainability thinking and practices into their everyday work. Strategy 5 Stakeholders: Plan the future by working transparently with their stakeholders to enable continued freedom to innovate in a responsible way. Beside the five strategies, they have several goals on the market. 1. Designed to Matter In PG, they focus the Sustainability efforts on improvements that matter, to make the most meaningful impact they can. 2. Purposes, Values Principles PGs Purpose, Values Principles articulate their shared vision, a common set of behaviors and their beliefs about the business and its potential. 3.3 Marketing strategy Many people think that multi-brand strategy will result in a situation that internal competition happens, but P G believes that the best strategy is to compete with their own product. Gary Armstrong (2009) said this is because the market economy is a competitive economy, while its opponents to develop new products to share the market. As their challenge themselves and overcome their own, so that their products  brands may occupy a different market, in order to consolidate its leadership position. 1. Differentiated brands If P Gs multi-brand strategy to be understood as simply more brands, it would be wrong. Actually the pursuit of similar products, the differences between different brands, including features, packaging, promotion, etc., to form each brand distinctive, such as Procter Gamble brand strategy so that each brand has its own development, the market will not overlap, and it will not lead to market its brand in the consumer confusion. The words above are supported by Piero Morosini (2005) 2. Manufacture of USP According to the report, USP means unique selling proposition. It is proposed by the American advertising guru Rosser Reeves (said Brent Green 2006). Marketing theory: the core of its content: Advertising should be according to the characteristics unique to the consumer for rhetoric,  and allow consumers to believe that this feature is not available to others or others not mentioned. These features can bring tangible benefits to consumers. 3. Unique way: numbers brands in one organization As Michel Philippart (2005) and Hangzhou da Xues (1994) study, multi-brand strategy is very difficult to succeed. While a single image of the brand extension strategy to facilitate the unity of management, reduce marketing costs, easy-to-be customers to accept, but it is not guaranteed, because of a branding, the easy formation among consumers  fixed image, resulting in the customers mind-set is not conducive to the extension product. 4. Overall structure: The Procter Gamble Company (PG) is divided into three main worldwide units, which are household care, beauty and grooming and health and well-being (Marketing magazine: 2009). Every units report is sent to Susan E. Arnold, who has been promoted from vice chair of PGs beauty and health department to the position of president of global business units. The beauty care section is also managed by Susan Arnold. PG has restructured its hierarchy of top executives, who include Arnold, in order to meet the changing needs of their larger, more flexible and faster-paced global business. Lafley, who is the chairman of PG, announced that PG has nearly doubled its business since 2000 with the acquisitions of the Clairol, Wella hair care businesses and Gillette. The change in structure is designed to meet the needs of a larger business that is also developing new initiatives faster than in the past (Balendu: 2007). Initially, PG managed its international operations through an international division of foreign expansion, in the same manner many other multinational enterprises. A variety of products were identified to match national differences and preferences. Consequently, a portfolio, consisting of subsidiaries, run by country general managers was established. However, this management structure may result in two basic problems. Firstly, the cost of operating these subsidiaries is high, and secondly the ferocious autonomy of national subsidiaries prevented the global roll out of new products and technology improvements (Lin, 2008: 9). Therefore, PG needed innovation in the subsidiaries management structure. It concluded that the matrix structure, in which subordinates report to more than one superior (MacKenzie, 2002:22), is a better alternative for PG, as it allows authority to be kept at lower levels. However, most firms would have some difficulty implementing this Matrix structure into their organization because it is difficult to organize multinational activities through this complex structure. For example, dual reporting can lead to disagreements and confusion and a possible overlap of responsibilities. This may result in a loss of accountability and wastes time. Through time PG has been trying to optimize its structure. The current structure resulted in a culture within PG, which was viewed as slow, conformist and risk-averse (Lin, 2008:11). This led to a decrease in productivity and an increase in inefficiency in the organization. Moreover, these factors would slow down the decision making process and reduce the competitiveness of the company. Although, the management structure of PG seems imperfect at the moment. However, the Procter Gamble Company is still a giant in the area of consumer goods and the leading maker of household products in the United States. PG operates its business in over 80 countries around the world and has approximately 300 brands in more t han 160 countries (Answers.com: 2010). The matrix structure helps PG develop its global business structure into more specific areas. As a result, the company has become more flexible to change within market competitions and the different expectation of PG. The final stage of completing the innovation process of management structure is to transform the formal structure and responsibilities of the company. For example, the global business units of PG were established in order to manage product development, manufacturing and marketing of their respective categories all around world. Furthermore, global business service units were established to organize with the transactional activities such as Accounting, HR, IT, etc. Eliminating bureaucracy and increasing accountability is another main objective of structure change (Bartlett, 2004: Chp 4). The Procter Gamble Companys corporate structure has been mainly dependent on worldwide subsidiaries and merging. During this time of restructuring, PG has continued its active acquisitions pace. For instance, PG entered the European tissue and towel market through the purchase of Vereinigte Papierwerke Schickedanz AGs European tissue unit and added the luxury fragrance business of Giorgio Beverly Hills, Inc. In the same year, PG returned to the South African market following the lifting of U.S. sanctions. The company has altered its geographic management structure gradually. As a result, PG has divided its operations into United States and International, which is would now managed around four regions, North America, Latin America, Asia and Europe/Middle East/Africa (Answers.com:2010). According to an article on Answers.com, PG announced a new restructuring initiative in September 1998. A key factor of this restructuring was a shift from an organization centered around the four geographic regions to one centered on seven global business parts based on product lines: Baby Care, Beauty Care, Fabric Home Care, Feminine Protection, Food Beverage, Health Care Corporate New Ventures and Tissues Towels. PG has continued to restructure and adapt to different markets and different financial situation worldwide. According to a firm press release announcing the new structure, This change will drive greater innovation and speed by centering strategy and profit responsibility globally on brands, rather than on geographies (Answers.com: 2010). 5. PGs Culture: Culture plays an important role in any organization to run their organization well in this fast growing business world. According to Scheins theory of culture it is defined as A pattern of shared basic assumption that the group learned as it solved its problem of external adaptation and integration that has work well enough to be considered valid and therefore to be taught to new members as a correct way to perceive, think and feel in relation to those problem(Scheins 1992,p12,italics altered). According to Schein organizational culture is the acquired outcome of group experience, as it is to a large extent unconscious. Schein considers culture to the three layer phenomenon. From figure 1 it is clearly seen that the organizational culture comprises of three layers first one is the artefacts, espoused values and underlying assumption. Artefacts Innovation culture is the mission statement of Procter and gamble organization in which they state that the consumer is boss, consumer should be the heart of all PG do from ideation stage through the purchase of the product. For example if 15 seconds with a deodorant or two minutes with a disposal diaper have made a small part of your life a little bit better then PG made a difference. PG policies made the company a unique one that respect of governments and law, respects in workplace and respect in the market place (annual report of PG, 2005). PG is a multinational company and it is widely spread geographically. They maintain open work system in lots of work places around the world. Executive offices do not have doors. Leaders do not have a secretary cordoning them off. All the offices on the executive floors at Procter and gamble are open the conference room is an open round space. They made it round as a small symbol of the new approach (Lafely .A, 2000 CEO of PG). Espoused values PG is having hierarchy of company ethics principles. PVP(Purpose, Values and principles), corporate policies, worldwide business conduct standards, operating policies/procedure/practices. For over 170 years PG purpose values and principles has been guiding the way they do business and it is shown in the fig 2 below. There purpose is to provide branded products and services of superior quality and values that improves the lives of the worlds consumer. PG lives with its people and values, they recruit the finest people in the world who built organization by promoting and rewarding people without regard to any difference related to performance. Lafely said that PG have been fortunate that some of this flexible multifaceted ethics exist in our heritage. For example Procter and Gamble pioneered a technician based system in its manufacturing plants during the 1960s and 70s. In this system they avoided the approach in which one person assigned to do only one job. The technician system still operates today. To get the highest evaluation rating in PG factory, you learn how to do all the jobs on line and once you have that rating, company expect you to be capable of problem identification, problem solving, and innovation. This background has made it easier for us to plug manufacturing and engineering in to the innovation culture. PG CEO Lafely said in one conference that once people in our organization have succeeded at innovation you can see the energy in the company changing. People routinely says that we can do this is feasible and the change of attitude of the people in PG is incredible to watch. Integrity, leadership, ownership, passion for winning and trust are the main asset values of PG. By considering purpose and values they made their principles like the show respects for individual, interest of the company and individual are inseparable and innovation is the cornerstone of PG success. These are the officials objectives which had been espoused by the company he ad and it is common for PG organization all over the world. Fig 2 PVP of PG 2003 sustainability report Underlying Assumptions It consists of unconscious, taken for granted beliefs, perception, thoughts and feelings. PG are having problem relating to external adaption and internal integration. PG keep refining their products, launch model from ideas, to prototype, to development, to qualification and to commercialization. Applying this sequential practice on large scale and replicate them does not mean to eliminate judgment, thats why PG needs active leaders and a strong innovation culture. Therefore PG introduces the inclusive culture for leaders and they expected to build inclusive work environment that welcomes and embraces diversity an environment where people feel comfortable. Forced diversity training/learning process are utilized to equip leaders to values and nurture difference in management experience, style of leadership and problem solving approaches. By analyzing the PGs culture it is seen that PG is having a strong and dominant culture and that culture follows in every part of the world. Innovation is the main theme of PGs success and to bind organization culture together. 6. PGs management leadership: Innovative Management and Leadership of PG When we observe organizations and try to classify, we tend to classify them in terms of their success and describe them as highly successful, successful, struggling to succeed or unsuccessful. There are certain factors influencing their success. Management in the organizations has to perform some functions like planning, organizing, staffing, directing, leading and controlling for success. Management consists of implementation of the vision and strategy provided by leaders, coordinating and staffing the organization and handling day-to-day problems. By Koontz and Weihrich management is the process of designing and maintaining an environment in which individuals work with such performance for optimizing efficiency in reaching goals. HENRI FAYOL identified the main operations in business management- technical, commercial, financial, security, accounting and administration. The administration function he further subdivided into organizational, coordinating, commanding, controlling and purveyance. The purveyance further included the concepts of forecasting and planning.  [i]   PG was facing certain disadvantages using the Henri Fayol method because it was not an empirical but more theoretical. Moreover PG wants to be innovative and wants to differentiate products not just by formulation but also by design. So they adopted the Cooper-Kleinschmidt study of innovation method which was based on the triangle process. The Innovation Diamond in Exhibit 1 began as a triangle process, Resources, and strategy the result of a 1990s Cooper-Kleinschmidt study of innovation across a Broad range of businesses.4 Procter Gambles management in the 1990s subsequently transformed the triangle into their Initiatives Diamond, shown in Exhibit 2.  [ii]   The Innovation Diamond is introduced as an integrative and guiding framework to help management focus on whats important to success: innovation strategy, a solid idea-to-launch process, portfolio management and the right climate and leadership. PGs Initiatives Diamond serves as a guide for each businesss product innovation efforts, and helps to focus managements attention on what is important to success. Heres what Bob McDonald, PGs Vice Chairman of Global Operations, says: The Initiative Diamond played a significant role in improving the business results in PGs Fabric Home Care global business unit. This work brought us a new discipline to manage our innovation programs, and yielded a major increase in the in-market success of our initiatives. We aligned our organization on how to use Stage-Gate ® success criteria and portfolio and resource management to deliver better innovations for the consumers we serve.  [iii]   The top half of PGs diamond in Exhibit 2 is strategic in nature, and captures the businesss product innovation strategy: goals, the mix of new products required to meet those goals, and the required resources. Portfolio management (or project selection) is thus closely connected to strategy. The bottom half of the diamond is more operational and focuses on delivering specific new product projects or initiatives: what resources must be put in place for each project; and how individual new product projects are managed so they succeed using PGs idea-to-launch SIMPLTM Methodology? Thus how the PGs business success has been generated through focusing on effective innovative Management. Peter F. Drucker says Leadership is the lifting of mans vision to higher sights, the raising of mans performance to higher standard, the building of mans personality beyond its normal limitation. Alan Bryman offers the working definition of leadership as: the creation of a vision about a desired future state which seeks to enmesh all the members of an organization in its net. Many commentators trait spotting approach to ;have argued or assumed that the performance of an organization depends on the quality of leadership exercised by its leaders, same is the case with PG organization and its leaders. The single most enduring thing PG leaders can do is to identify develop our next generation of leaders. If we can get the right people with the right skills and experiences in place to run our business, the rest will take care of itself-By Lura Mattimore, Director, Leadership development PG. So the leader is someone who exercises influence over other people leading is a process of actuat ion. It provides an electrifying effect to the organization makes people action-oriented and bridges gaps within the organization. Distribution of work, delegation of authority and supervision of work should be done meticulously. There are various approaches to leadership such as trait spotting, style counseling, content fitting, New leadership. PG uses the trait spotting approach to leadership. PG leaders are built from within because they believe that their future success is entirely dependent on the ongoing strength of talent pipeline. So the first trait spotting in PG is done by PG leaders itself who select the next leader of the company by searching a quality of dedication towards the work. PG leaders are not born leaders at first they are just the ordinary people of the company. For PG people are the company most important asset. Their success depends entirely on the strength of the talent which they build from within manage with a disciplined process led by the CEO the senior leadership team. This is an essential element of how PG is designs to lead. Thus PG develop leaders purpose is to centre on improving more consumers lives in more parts of the world more completely. Thus PG uses two dimensional style of leadership because it concerns for the production as well as for the people. People are the main asset of PG and for production they always wanted to get differentiated by their innovation method. Thus PG uses the two dimensional style. (Blake Mouton 1964) According to the Likerts there are four leadership systems: Exploitative Autocratic Benevolent authoritative Participative Democratic Democratic leaders have complete confidence and trust in their subordinates, they allow the subordinates to make decision for themselves; these types of leaders always motivate their subordinates by reward for achieving goals and to share the new ideas and opinion. PG uses the democratic type of leadership system. They believe that building their organization from within, by promoting and rewarding PG people whom they value and consider them as their most important asset because of their faithful work excellent performance. Procter gamble respect all individual, consumers and their human resource offer them their trust on condition that they treat them similarly. PG also uses servant type of leadership because they always feels that the customers are the boss .And in servant leadership, leaders put the needs of their followers first. According to the John Adair Leadership is a social process in which one individual influences the behavior of others without the use or threat of violence. Below is the example of how the innovative product is developed under the innovative leadership of PG, which shows some relationship between leader and follower of the PGs. PG crank up on one on one consumer research, so the marketers of PG spend lot of time with the consumers in their homes, watching the way they wash their clothes, clean up their floors, diapers their babies and asking about their habit and frustration. So based on this one on one technique PG opened a diaper -testing centre right down the hall of their office, where moms watch their tots get undressed ,diapered , and measured every way by PG technicians in brightly colored smocks. So one thing the PG learn from this experience is that parents are frustrated by how long it takes their youngsters to be toilet trained. So thus based on the comments received from the parents PG launch their new innovative product in the line of pampers whose mission was to dry diapers to helping moms with babys development. Thus how the PG is always innovative in the way of leadership to find new products which improves their relationship with their followers, as the consumers are the main boss of the PG . 7. Future Aspects: Strategy improvement: Through analysis of P Gs multi-brand strategy we realize that many of the benefits of this strategy are clear, but it is very difficult to achieve in the market, they have to note that several aspects of business practice. According to Sanjay Tiwari (2000), they can make some improvement by the ways below. A company which operates a variety of brands must have the appropriate strength; the work of brand extension is complicated.  From market research to product launch, to advertising, every job has a large number of enterprises to spend manpower and material resources. In the specific operation, they must be through careful investigation, to find the product differentiation. The industries in which according to the specific situation of enterprises, such as Procter Gambles consumer products industry which with easy access to a successful multi-brand strategy.   Structure Improvement: The improvement of structures of PG possibility could be to have wholly autonomous temporary groups or teams that are responsible for an entire project, and are split up as soon as it is successfully completed. Teams are often not very good for decision-making, and they run the risk of relational problems, unless they are small and have a lot of self-discipline. Actually, team members still require a definite leader, which is indicated from decentralization. It means the separation of the organization into competing autonomous divisions. PG has various branch brands, and some in one subject. Competition between own brands may seems unreasonable. However, changing corporate structure may encourage positive challenges among PG. In addition, appropriate manipulating probably is required during the management process. On the other hand, some inefficiency brands or areas may better to be abolished for saving funds and decrease expenses. Decision- making is very crucial of this innovation, which is easy to regret if prediction is wrong. Various differences of brands among PG could be helpful and practical in different occasions. However, this improvement could go to the opposite and create unexpected situation because sometimes the market could be influenced by news in many ways. 8. References:

Evaluating the effects that the alternative approaches may have on the structure and functions of WHSmith, and how they achieve their objectives Essay

Evaluating the effects that the alternative approaches may have on the structure and functions of WHSmith, and how they achieve their objectives When looking at effects that will arise due to alternative approaches WHSmith could change to help the company meet its objectives, I must look how these changes will affect the structure, how the functions will be affected and how it will help them to meet their objectives. When looking at the first alternative approach suggested to WHSmith the first problem that would arise would be that new members of staff would be needed. These could either be recruited by the training. Obviously, this training will need to be very intense as they will have to be able solve any problems that may occur in every situation so that customers will be kept happy and will feel that the store are trying their best to please them in the Internet cafe. Also the communications supervisor or current employees would need to be re-trained so that they will be able to either help run the cafà ¯Ã‚ ¿Ã‚ ½, or to become a technician – so that if there are any problems in which computers encounter any problems or fail to work then either these new or current employees should be able to fix the problem. The managers may need external training as WHSmith, Milton Keynes will probably not have the correct resources to train up these managers efficiently, meaning they may need off-the-job training either at a branch that may have the correct training staff, or at a college where they can learn this management role. This will mean there will be an added cost to the business, as staff are being trained away from the store, but this should pay off as it will be affective and will allow the Internet cafà ¯Ã‚ ¿Ã‚ ½ to be very well run. Also this will mean external communications will improve, as the store will need to have better links with the off-the-job training centre – which may be a college so that both can communicate and ensure that the training given is correct to the line of work. This alternative approach of better meeting the objectives will mean that the organisational structure of WHSmith will change. This is because new levels will be created within the structure, which could either be adding new people to the â€Å"sales staff† part, which would not really make a big impact on the structure as it will still look the same, just there will be a few more people added to the bottom, which should be ok as communication is good in store and should not change due to a few extra employees. They could also consult with the manager about any thing that may need to be changed in this â€Å"Internet cafà ¯Ã‚ ¿Ã‚ ½Ã¢â‚¬  to help profits to be increased, and increase the amount of customers using the computer. However with a new manager or managers that may be needed within the store to help the cafà ¯Ã‚ ¿Ã‚ ½ to be run effectively, it will have bigger effect on the organisation structure. This is because they will need to be added to the sales and service supervisor management levels as they will be providing service to customers and also sales, as any food that may be on sale will count as sales towards the business, as it will increase the companies profit. This will mean the structure will become bigger, and will have a wider level where the sales and service supervisors, which will benefit sales staff as they will have more shop floor supervisors to consult if they cannot deal with customers for one reason or another. This will also benefit customers, as sales staff will spend less time looking for supervisors if they are needed – due to their being more there. However with this widening of the structure taking place it will mean more wages will need to be paid out and the managers will have to supervise more line managers, which could prove difficult if there are lots of different problems, which may then mean more senior managers may need to be brought in to help keep the store running effectively and smoothly – again increasing staff wages payments per month. But this may benefit the store in the long run as customers will be happier and this should bring in more income. This alternative approach will also affect the external communications. This is because if new computers are being bought in they will be very powerful, and will probably all have up-to-date equipment on. This would mean that the office could network up to the main computer, which would mean it would be much newer then the one that is currently in place at the moment. This could mean that if other stores are up-to-date with the same technology as WHSmith, Milton Keynes they could do video-conferencing with each other, and possibly with head office as well. Thus, the manager would not need to be called away from the branch for a meeting that is in, e.g. Aylesbury, as happens quite frequently. This would save a lot of time for him, which would also mean travelling costs and the time wasted driving there would be saved, as a result of this video-conferencing. Therefore, Ian wouldn’t have to leave his office for these meetings to take place – which would be a massive advantage. This would happen as a result of the computers being bought for the Internet cafà ¯Ã‚ ¿Ã‚ ½, which would not be any extra cost to the store, as it would already be in place. Therefore the external communications would improve with other branches and head office as they could link up very quickly with each, and also see each other, which could not happen with any other form of communication. Also the external communications would improve because with this new computer in the managers office CD’s could be produced which would have all pictures, details, prices and information of all products in store. These could then be sent to all regular customers who will have the technology to view this CD, meaning they could view products and order them at home, meaning they wouldn’t have to go into the store. This would be very advantageous to disabled people. The internal communications will also be affected, as more levels of employees and managers on the shop floor will mean that more internal phones will be needed – to enable good communication to still be present in store. This will not cost that much and will be very advantageous as customers will be kept happy, due to the inexpensive internal phones. Also new daily-briefings may be needed so that separate briefings can be held for sales employees who work in the main part of the store selling products, and one held for those who are going to be working in the Internet cafà ¯Ã‚ ¿Ã‚ ½. This is so that sales staff do not have to listen to the briefing to the Internet cafà ¯Ã‚ ¿Ã‚ ½ staff, as they will not need to know this information, as they don’t work there. This will take longer for the manager to carry out, but will be effective as the manager will not have to waste time only talking to a few members of staff in a big group, who do not understand what they are talking about, which will mean they are sitting in the staff room getting paid to listen to irrelevant information. The separate briefings will mean either sales staff or Internet cafà ¯Ã‚ ¿Ã‚ ½ employees can be working and using the time more effectively whilst the other group are being talked to, which will save company time and money. The objectives that will be met from producing this Internet cafà ¯Ã‚ ¿Ã‚ ½ is that most of them are to do with â€Å"customer satisfaction† – which would not be a problem with this new change that could take place in store. Another objective could then be created from this new â€Å"Internet cafà ¯Ã‚ ¿Ã‚ ½Ã¢â‚¬  within WHSmith, which could be something like, â€Å"Try to help customers satisfy their every need in store† which could then aim to be achieved along with the other eight objectives, of which five are currently being met. Specific objectives that will be met due to this Internet cafà ¯Ã‚ ¿Ã‚ ½ being produced are that WHSmith will be â€Å"delivering the best in service†, as they will have bought in lots of new staff and management to help ensure high standards of service are still being met. This will mean that customers will be kept happy, as there will be lots of staff at hand for their every need. Also the objective of â€Å"providing value for money† will be met because the prices for the goods in store will be low and satisfying for customers – to ensure they will be happy in store and spend lots of money there. Another objective that will be met from the new Internet cafà ¯Ã‚ ¿Ã‚ ½ is that they are â€Å"continually raising standards of service in all areas of the business.† This objective also interlinks with â€Å"leading the industry in the innovative use of technology.† This is because the Internet cafà ¯Ã‚ ¿Ã‚ ½ will have brought in very hi-tech equipment, which will be available for customers in store. This kind of technology is not likely to be available in other rival stores which will suggest to customers, why bother going to these stores when WHSmith is providing new technology and low prices? This is what WHSmith wants customers to think so that these objectives are being met due to the cafà ¯Ã‚ ¿Ã‚ ½. The store is raising standards of service due to the new staff that are going to be employed in store – so that service will be quickened up. Also the service will be improved due to their being more varieties of things to do in store, which will make customers have more choice whether they shop or go on the Internet which shows they are being considered throughout the changes in store, meaning service levels are being improved too. This shows that the opening of the Internet cafà ¯Ã‚ ¿Ã‚ ½ would be good for meeting objectives, as a new objective can be produced and aimed to be met, as well as at least three current objectives being met even more then they are already, which would be a great achievement for the store as a whole. The effects that the Internet cafà ¯Ã‚ ¿Ã‚ ½ will have on the functions of the business is that a new department may need to be created in store to enable the computer side of the Internet cafà ¯Ã‚ ¿Ã‚ ½ to be run smoothly. This department may be run by only a few people but will need to be in permanent contact with the shop floor to enable any problems that have arisen to be put right quickly. These problems could range from the computers freezing to any other list of problems that can occur from computers. This department will need to have highly skilled employees, who have had off-the-job training, so that any problems can be dealt with. This department could be called the ICT department as it is dealing with communications between employees and staff, and also technology from the hi-tech computers. This department will need to be in close contact with the finance department. This is because vast amounts of money should be taken from either the cafà ¯Ã‚ ¿Ã‚ ½ side of the creation, or from customers who are paying to use the computers. This will mean change will need to be kept at the tills as customers who spend small amounts of cash with a à ¯Ã‚ ¿Ã‚ ½20 will not expect 50p’s in change! Also money will need to be counted by the cash office either once or twice a day from the tills and receipts checked to ensure enough business is being bought in, and if it is not then why not. Another department that may need to be created within the store is a health and hygiene department. This is because the food that will either be created or bought in to the store will need to be of a high standard so that customers are kept happy and satisfied. It also needs to meet health levels so that customers do not get food poisoning from any food consumed in store. This department will also need to be in close contact with the head office of WHSmith to ensure that standards are being met and that they are happy with what is being done in store. This department will also need to be in close contact with the trading department. This is so that they can buy in extra goods that can then be dispatched to the Milton Keynes branch so that they can be sold. This will also mean that the external communications will need to be good so that the trading department will buy in the correct good to be sold. When looking at the idea of having a clocking-in system, this alternative approach to better help the store in all aspects, will obviously have a positive effect on WHSmith. One problem of bringing in this clocking-in system will be that the system will need to be installed in store. This will not be too expensive to do, but lots of cards (built in with chips) will be needed so that all employees can have them when they go into work. This will mean a meeting will need to be held so that staff can receive their cards and they will also need to be informed about what to do upon entering work with their cards. The first positive aspect this system will mean that staff will not have â€Å"tick† their name off a list by the managers office when they start and finish work – stating the amount of hours they have worked. This is because the system will take down the name of the employee, the time they clocked in, the time they clocked out and the dates they have worked. This can then, if it is hi-tech enough, be linked up to a computer so that the hours worked of all employees can be sent to head office where pay slips are produced so the hours sheets will not need to be checked by the member of staff employed in that area will not have to check hours have been entered correctly be employees (and that someone hasn’t put they have worked 8 hours when they have only worked 4!) This will mean that this member of staff will have more time in the other areas of worked they are employed in. However as this member of staff only works Sundays at this store, and works at other stores during the week checking the time sheets there, as they don’t have clocking in systems, she may not be needed at the Milton Keynes branch. This will be an advantage to the store as it will save outgoings, (wages), on employing her. Also another positive aspect this will have on the store is that it will mean it will save lots of different time sheets being printed off, as 5 sheets are needed each week for employees to tick their names and hours off, which can add up over time. Also if there was a fire it wouldn’t be too bad because before the paper would have been burnt, but now the clocking in system will be strong and will probably not be destroyed by a fire. This would have meant all staff members; hours would have been lost, which may have meant they didn’t get paid for hours worked due to this fire. This will not happen now due to the clocking-in system. The organisational structure of the store will only be slightly affected by this clocking-in system. This is because one of the sales and service supervisors who used to check all the hours worked and that all the time sheets were correct on each Sunday will no longer be required. This is because the clocking-in system will automatically calculate the hours as it is linked up to a computer – meaning there will be no chance of human error. This will make the structure of the store slightly narrower, but due to the organisational structure included in this coursework it cannot be seen as only two sales and service supervisors have been included, as I couldn’t fit on the correct amount to the chart. This will mean slightly less wages will need to be paid out – which again is another advantage of the system. This alternative approach will also affect the external communications. This is because the clocking-in system will mean that not as many communications will need to take place. This is due to the ability of the clocking-in system to calculate the hours worked by employees, and the days that they have worked. This can then be put into a database (like Excel) and this can be sent via E-mail or Electronic Data Interchange to Head Office. This will mean that less communication will be needed between the Milton Keynes branch and Head Office. This is because before the clocking-in system was introduced, one of the sales and service supervisors had to calculate all the hours worked by employees over the week, add these up and send a letter to Head Office confirming these hours worked. This meant that it took time for Head Office to receive the time sheets – and there was also a chance that these hours could get lost in the post. This is why the clocking-in system can help affect thi s external communication with Head Office, because it is up to date and links to computers, meaning e-mails can be sent rather than post. Also the internal communications will be affected because the clocking-in system will help staff in store to know that they are going to be finishing when they are supposed to be. Also staff will know where other staff members are at a specified time as the rota’s will be correct and will not be running 10 minutes late due to the unpunctuality of some staff. This will mean communications in store will be good and will help staff to feel happy, as they will not be working when someone else should be – as they are late. The amount of internal communications can also be reduced due to the clocking-in system. This is because before when staff were late other staff members and the manager had to discuss people being late, and then this meant the manager had to speak to the employee. With the new clocking-in system in space it will mean the communications between the employees who were not late but wanted to tell the manager about those who were not on time will not be needed as the clocking-I system will be able to tell the manager exactly who was late and when. This can mean that, say, at the end of the month the manager can talk to all unpunctual employees as a whole about this problem, and what they are going to do about it in order for them to keep their job. This will mean that the manager will not have to talk to individuals, which would be very time consuming, and a waste of company time so the internal communications will help to be kept to only the most important matters about the store and customers – not about staff being late. The objectives that will be met from introducing this clocking-in system are that staff can be kept â€Å"inspired and motivated.† The way this can be achieved is by using the system to see which employees turn up for work each day. This can mean that staff who turn up for work early on a regular or continuous basis can be rewarded. This could be in the form of giving them a choice of what work they want to do, or give them a higher discount on the goods in store. This will mean that everyone who is employed in the store will want to turn up for work early to enable them to get one of these rewards. These are only examples of rewards and could be changed by the store depending on different aspects, e.g. costs of supplying the rewards etc. This will mean that staff are turning up earlier for work each day, which will mean they will start earlier and will get more done throughout the day. This will mean that staff are being kept motivated as they will want to gain the rewards on offer by turning up earlier, and they will also be kept motivated as they can do things in store which will be picked up by the manager – which may also help them to gain a reward of some description. Another objective that can be met from the clocking-in system is that the store will be â€Å"delivering the best in service.† The way this will be met is because everything in the store will be running to the correct time – which will help to keep staff happy. This will mean they will be in a good mood when they come to communicate or serve customers. Therefore, the members of staff will provide a high level or even the â€Å"very best† in service to customers as they have no excuse not to. This will mean customers will be kept happy with the high service being provided, due to the clocking-in system keeping things running smoothly and to time in store. A final objective, which can be helped to be met due to the new system in store, is â€Å"raising standards of service within the business.† This ties in with the previous objective. The way this can be met is because with staff in store continually being punctual for work then this is the first step of raising service levels in store. This is because with staff all present in store customers will be able to be served easily – meaning service is high. The way the clocking-in system will help raise standards of service will work in the same way, as punctuality is a key to helping service remain high. Also staff will be kept happy – as mentioned in the previous objective, which will mean staff presence and pleasantness will help raise standards of service across the store. The effects that the clocking-in system will have on the functions of the business are that not much will really change due to this clocking-in system. This is because at the moment the only things that are present are times sheets, which are on the wall by the manager’s office. The store is too small to have a new department created and would be a waste of time and money creating it as it is not needed. This is because all the work takes place at Head Office as they create all the payslips relating to hours worked. The Milton Keynes store does not do this. If anything were to change in the area of the functions in the MK store it would be that the managers office may need to be increased in size. This is because the manager may need to employ someone (or keep the sales and service supervisor) to deal with the time sheets that have been sent to the computer in there using the clocking-in system. This is so that they can be sent to Head Office. Obviously, this change will not be very big so the effects the clocking-in system will have on the store is minimal, meaning no extra money will need to be spent to enable the system to be more effective, which is a good thing. When looking at whether the installation of more tills in WHSmith, Milton Keynes, it is obvious this will have a positive effect on the store. This was explained in A1 but will basically help to keep queuing times shortened which will please customers. This will not cost too much to do, but should be done after Christmas when the new tills are installed. This will ultimately help to increase the profits of the store. The effect that the tills will have on the organisational structure is that it will mean the Milton Keynes structure will need to become bigger. This is because if more tills are to become open it will mean new staff will need to be recruited and trained so that they can operate on either the â€Å"old† tills, or they could work on the â€Å"new† tills. This will mean that they will also need to be trained in other aspects of work around the store, as they would only need to go on the tills when it becomes busy. This will mean that the structure of the branch will become wider at the bottom – which is where all the sales floor staff are. Therefore, it will mean the sales and service supervisors will have more employees to look after and support when they need help or are unsure what to do. This may mean that a new supervisor may be needed to help cope with the demand from the sales staff as the run up to Christmas can be very busy and demanding – which cou ld become very stressful on them. Because there are more staff it will mean that the internal communication will be affected in a negative way. The way this will happen is because there will be more sales staff than there has ever been working on the shop floor. As there will be an increased amount working it will mean that the senior people in the stores (manager, assistant manager, operations supervisor etc) will have more people to deal with. This can make it difficult to deal with individual members of staff or to talk to them, as they will not have enough time to talk to individuals. This may make some employees feel neglected and that they are not being recognised due to the fact that they have a lack of communication with these senior workers in store. This will not be because they do not want to talk with employees, it will be because they will not be able to as they are very busy people and have a lot of work to do. This may mean that more staff meetings may need to be held more frequently to help bring managers and employees together so that they can communicate with each other – as this may be the only way to help everyone keep in contact. However, this cannot happen during work time as customers will need to be served and they cannot just leave the store unattended! This/These meeting/s may therefore have to take place after work one day when the store is closed. But will any employees want to stay behind work to have meetings? Very few may want to do this, meaning there will be a breakdown in communication in store, which will not have a very good impact on the working environment. This may mean employees may have to be paid money to stay for the meetings as overtime, which will cost the company money, which should not need to happen. This is why more tills will have a negative effect on the internal communication in store. The external communications will also be affected. The way this will happen is because there will be a better communication between customers and employees. This will be due to the increase in the amount of tills in store because new employees will be needed in order for the tills to be run successfully. This will therefore mean there will be additional members of staff to help accommodate customers’ needs, in any way that they need them to be sorted. This will mean that there will be more communication between employees and customers as there will be more of them, and it will also mean there will be stronger links between the two. This will therefore mean that communications between the two will be affected in a positive way as customers will be able to find help easier in store when they need it, which will also help them to remain pleased and will make them want to carry on shopping in Smith’s for these reasons. The objectives that will be met from installing new tills are that it will show that the store is â€Å"continually raising standards of service in the business.† This is because the increased amount of tills in store will mean that it is proving to the customers that they are trying to help to increase service levels and reduce queuing times. This is a good thing because if they are showing they can improve one thing in store (amount of tills), it will show that numerous other things can be improved as well and will not take masses amounts of time to do, as the tills have not. The increased amount of tills will also show that more employees have been taken on and have been trained to high standards, meaning no matter which till the customer purchases their goods from they will still be served at a high level, which is a good thing and helps to prove that the objective is being met. Another objective, which is being met from introducing new tills, is that employees will be â⠂¬Å"kept motivated. † The reason for this is that with new tills it will mean that new employees will be needed. This will mean that the new employees will only need to go on the tills when it becomes busy. However, speaking from experience, working on the tills in store can become very tedious after periods of time. This is because of the same actions made possibly hundreds of times in a short period of time on busy days. This can make staff feel de-motivated as they become bored doing the same thing over and over. But due to these tills only being needed to be opened when it is busy, they will only need to be open for certain periods of time meaning the employees who work on these tills will be doing different work when the tills are shut. This can mean that when they are working around the shop floor they may enjoy it more and feel more motivated. But when they get bored of working around the shop they may be needed on the tills again. This will make them feel more motivated when they go back on the tills – and if this process continues to carry on (working on tills and then on the shop floor) they may feel less bored and will enjoy their work more, which will in turn mean customers will be treated better, which means the introduction of more tills will help this objective to be met better. The effects that the increased amount of tills will have on the functions of the business are that it will mean that the cash office that is in store may need to either be increased in size or it may need to have more employees (of authority) working in there. The reason for this is because busy days (weekends) will mean the new tills will most probably be open for a majority of the day, if not all. This will mean there will be a bigger demand from employees to be kept up-to-date on their tills. The most important things that are needed on the tills are that change needs to be kept topped up in the tills, gift vouchers run out regularly and need replacing often – especially at Christmas as they are given as presents a lot, phone vouchers also sell fast as well as stamps. Activation codes for magazine subscriptions are also kept in the till in few amounts and because there is an offer of 3 for 2 it encourages customers to buy 3, which means 3 activation codes are needed. This will mean there will be a bigger demand from the tills as there will be more that need to be kept toped up. The reason why vast amounts of cash, gift vouchers, stamps and phone vouchers are not kept in the tills is because if there was a robbery to occur in store it is very easy for the till to be removed from its case. This is made easier as notes, which are put in the counter cache by employees, are on the other side of the till when it is open. This makes the till an easy target for robbers to take – which is why WHSmith, Milton Keynes does not run the risk of keeping masses of notes, coins or anything else in the till. This is why someone else may need to be employed in the cash office – so that it can be run efficiently and so that tills can be refreshed when necessary, without any difficulty. The other function of the store, which may be affected by more tills, is the small function of the recruiting of new staff – run by the training and communications supervisor. This is because she will need to employ some new staff so that the new tills can be run when they need to be, and are, opened in store. This will just be like any other recruiting done by Louise but will need to be done simply for the new tills. This will therefore only be a small effect and will not last very long – but it will still affect the business, as increased wages will need to be paid out. This will mean that the time sheets will need to be updated by the sales and service supervisor in charge of them, unless they install the new clocking-in system. This will mean the new employees’ hours worked will need to be calculated and dealt with – which is the other small effect these new tills will have on a function of the store. In saying this I feel that I have evaluated the effects that these new, or alternate approaches, will have on various aspects explained above in the store.