Saturday, June 6, 2020

Chapter three - Overview of Women Entrepreneurs in Mauritius and Their Adoption of E-Marketing - Free Essay Example

CHAPTER THREE à ¢Ã¢â€š ¬Ã¢â‚¬Å" OVERVIEW OF WOMEN ENTREPRENEURS IN MAURITIUS AND THEIR ADOPTION OF E-marketing . 3.1The rise of women entrepreneurs in Mauritius The Centre for Applied Research Social (2001) conducted a study in year 2000 to investigate the attitudes of the unemployed towards accepting employment and found that about 73 percent of the registered unemployed were women who had most of them were above 30 and did not have a strong educational background which would make it difficult for them to adopt E-marketing . The majority stated that they left their jobs, especially in the Export Processing Zone (EPZ) sector because they did not have job security and had to work overtime and hence could not allocate enough time to take care of their families. It should be noted that most of these women did not have experience in E-marketing practices. It seemed very unlikely that they would be able to take on other jobs as around 61 percent of them remained unemployed for over two years. The Mauritian economy was undergoing a re-engineering process at that time and the profile of women employees described above painted a grim picture about re-employment for the Mauritian women, especially with their lack of knowledge pertaining to ICT which had gained growing importance in the island. Moreover, their educational profiles of the latter made it next to impossible to transfer them to high-skilled sectors which required ICT knowledge. Bearing in mind the situation that prevailed, the GOM decided that promoting women entrepreneurship would benefit both these women and the economy. It would help to improve womens economic and social status and also eliminate the glass ceiling. The GOM also encouraged women entrepreneurship on the assumption that women entrepreneurs were more likely to recruit women in the businesses which would decrease the women unemployment rate in Mauritius which was confirmed by the findings of a survey carried out by the Ministry of Womens Rights, Child Development and Family Welfare in 1997. 3.2SMEs in Mauritius Since most Mauritian WEs firms fall under the category of SMEs, an overview of SMEs is provided in this section. In Mauritius, the new legislation provides new definitions for small and medium enterprises (SMEs) on the basis of turnover: a small enterprise less than Rs.10 Million Mauritian Rupees with less than 50 employees; and a medium enterprise between Rs.10 Million to Rs.50 Million Mauritian Rupees with approximately 200 employees. As per the Small and Medium Enterprises Development Authority (SMEDA) Act, the SMEs definition includes enterprises in all economic sectors. In order to avoid detailed sector-specific criteria, turnover criteria is used across sectors i.e. no differentiation between services and manufacturing sectors has been made for small enterprises, and the thresholds for small manufacturing firms also reflect small service firms. (Source SMEDA). However, in the central statistics office (CSO) 2007 Census of Economic Activities, SMEs were defined as à ¢Ã¢â€š ¬Ã…“small establishments and itinerary units engaging less than 10 persons, including working proprietorsà ¢Ã¢â€š ¬Ã‚ . 3.3Contribution of SME Sector to theEconomy (Source SMEDA and MOBECC) SMEs play an important role in the Mauritian economy by contributing extensively to wealth creation, employment generation and poverty alleviation. They are labour-intensive having the ability to create new jobs at low costs and help in absorb ing unemployment created by industrial and economic restructuring. As at December 2012, 18,978SMEs were registered with SMEDA and contributed approximately 40% to our GDP. It is estimated that SMEs are employing around 250,000 people. They are operating in various sectors such as food and beverages; leather and garments, wood and furniture; paper products and printing, chemical, rubber and plastic, handicrafts, pottery and ceramic, jewellery and other related items to trade and commerce. In order to enhance their contribution to the Mauritian economy, improving their knowledge on E-marketing would be beneficial to the whole sector and economy. 3.4Profile of Women Entrepreneurs in Mauritius This section provides an overview of the age-group, highest academic qualification and marital status of women entrepreneurs in Mauritus. Tandrayen-Ragoobur and Kasseeah (2012) found that around 15 percent of the WEs were aged over 30, 40% of them were between 31 and 44 years, and another 40 percent of them were between 45 to 59 years. As stated in the literature review, this may be due to the end of the Multi-Fibre Agreement and closing of the EPZ companies (Tandrayen-Ragoobur and Kasseeah, 2012). Given their age, it may be concluded that it is unlikely that they know much about E-marketing and are less likely to engage in it. The women were in financial difficulties and they decided to launch their businesses. However, as most of them did not have experience with technology, most of them were not expected to be able to readily engage into E-marketing practices. Moreover, financial difficulties also acted as hindrances for them to implement E-marketing practices. Those women preferred the traditional marketing practices and relied mostly on word-of-mouth marketing. Around 82 percent of the women were married having the responsibility of dependent children. The survey indicated that about 44 percent had completed their School Certificate while 29 percent had basic prim ary education. The findings show that the educational levels of the women were inadequate and hence most of them would not be able to employ E-marketing without in-depth training, except for those whose children could help them into E-marketing practices. However, 56% of them received training (including training on the adopting of technology and E-marketing for some) and 44 percent did not benefit from training facilities. Concerning family size, 37% of them had families comprised of 5-6 members, 27% of them had families consisting of 4 members and the remaining had 3 persons in their families. Moreover, 42% were head of households. Also, 64% had jobs previously while the remaining did not. They were employed mostly as secretaries, garment workers and maids (Tandrayen-Ragoobur and Ayrga, 2012). The profile of Mauritian WEs show that these women did not have the necessary baggage to engage into E-marketing . A relatively big share of them were head of households which prevented t hem from finding the time to learn about E-marketing and instead rely on traditional marketing techniques. Moreover, all the training provided to them was not about technology and E-marketing but most of them were provided training on how to cook, sew or do other types of businesses. It should be noted that limited training has been provided to Mauritian women on E-marketing . This could be a reason why, according to the literature available, most WEs have not engaged into E-marketing . 3.5Firm characteristics of Mauritian WEs Findings of the same study (Tandrayen-Ragoobur and Kasseeah, 2012) revealed that 29% of WEs engage into garment-making, 22% are in handicrafts and jewellery and 20% manufacture food products such as pastries, snacks, ice-cream and pickles amongst others. Ayres-Williams and Brotherton (1999) state that WEs of SMEs only extend their previous activities in their new businesses which is in line with the findings obtained above. Therefore, it may be concluded that WEs mainly indulge into line of activities which are similar to their previous jobs and are risk-averse. The question that arises in this instance is whether these women would be willing to employ E-marketing practices, a tool with which they were not familiar with previously? In order to increase the degree of acceptance with respect to EM, the GOM will have to offer more training and increase their awareness on the advantages of EM. On the other side, 75% of WEs export their offerings and only 25% sell on the local market. Here it may be seen that E-marketing would indeed be advantageous to these WEs as it would be a cheaper tool for them to market their products. As they found it difficult to prentrate the export market, institutions like National Women Entrepreneurs Council and SEHDA have been helping them do it. They export mainly to China, Rodrigues and other Asian countries. On the local side, their clients consist of hotels, tourists and the general public. E-market ing practices would have undoubtedly helped them target more clients. The majority have taken loans for the SMEs. About 27% earned between Rs1000-Rs 5000, 16% earn around 5000-7000 and 12% earn around Rs7500 to rs 15000. Most of them cannot rely entirely on their income to support their families. Their companies remain relatively small and they do not have the ability to expand more. Therefore, E-marketing would have helped them considerably in expanding their companies since they would have been able to target more clients, reach wider markets, and find other business opportunities. E-marketing is cheaper and helping these WEs acquire the required skills would help them develop their businesses to a great extent. 3.6Number of registered WEs in Mauritius (NWEC CSO) The number of women registered at the National Women Entrepreneur Council (NWEC) increased by 80%, from 1,900 in 2005 to some 3,500 in 2011 (CSO, Gender Statistics 2012). A lower proportion of women were engaged in handicraft activities, 24% against 35% in 2005 (CSO 2007). The number of women entrepreneurs in the textile sector has more than doubled, with its share rising from 21% in 2005 to 27% in 2011. The agro industry and the services sector attracted more women over the years, representing 28% and 21% respectively of registered women entrepreneur in 2011 against 26% and 18% in 2005. There is a growing trend amongst women entrepreneurship in Mauritius. 3.6.1Supporting institutions (Source SMEDA MOBECC) The GOM has set up some institutions to provide support to SMEs. Amongst them is SMEDA for counseling and technical support, Enterprise MauriEMketing) which operates under the Ministry of Commerce and Industry is promoting mainly export oriented industries, the National Women Entrepreneur Council (NWEC) operates under the aegis of Ministry of Gender Equality and has a division working with women entrepreneurs, Development Bank of Mauritius (DBM) to provide financing to SMEsà ¢Ã¢â€š ¬Ã¢â€ž ¢ projects, the National Productivity for Competitiveness Council (NPCC) to provide training productivity, the Mauritius Business Growemketinge (MBGS) has just been set up under Ministry of Business, Enterprise, and Cooperatives (MOBECC) to finance new businesses including SMEà ¢Ã¢â€š ¬Ã¢â€ž ¢s. Another body, the Inter Agency Committee (IAC) has been set up under MOBECC arounemketingber 2013 to streamline the services offered to SMEs by the different agencies. 3.7Conclusion This chapter has shown that WE remains in its infancy stage in Mauritius as it is just a survival means for some women. Most women are risk-averse and rely on traditional marketing techniques and help of SEHDA and other institutions to help into marketing their offerings. Appropriate measures should be taken to help WEs adopt E-marketing so that they may generate better income and tap into larger audiences. The GOM needs to upgrade its activities and introduce E-marketing techniques and innovation i n its training sessions for WEs.

Sunday, May 17, 2020

Teaching A New Family About Shaken Baby Syndrome - 1920 Words

Teaching a New Family About Shaken Baby Syndrome Patient Information The patient focused on in this teaching project was a four-day-old NICU patient at Children’s Hospital of Colorado. Baby Haven was born at 34 weeks gestation to a mother who had used alcohol, marijuana and tobacco while pregnant. Additionally, she claimed to have not known she was pregnant until July and did not seek prenatal care until September, one month before the birth of baby Haven. The birth mother made the choice to put Haven up for adoption. I met the adoptive mother and father while caring for Haven the day before her discharge. Although she was premature and born to a mother who used substances, she showed no signs of respiratory distress, neurologic defects or feeding difficulties. She was an Intrauterine Growth Restriction (IUGR) fetus, likely due to maternal substance abuse and weighed 1.9 kilograms at discharge. However, she was successfully bottle-feeding with Similac 24 Kcal formula and had only lost three percent of her birth weight. Based on her eagerness to feed, her stable vital signs, stable glucose and thriving personality, her neonatologist felt as if she were ready to discharge and this is where nursing education came into play. Haven is her adoptive parent s first child and although they were very prepared and delighted to be taking her home, they voiced concerns regarding taking care of a premature infant. The adoptive father works on oil rigs and has a two week on/two weekShow MoreRelatedDesigning an Early Childhood Program1156 Words   |  5 Pagesinclude the vision, values, and operating principles. The vision of the center should be clear and concise and will let everyone know how the center expects to look in the future. 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Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City Sao Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo Editorial Director: Sally Yagan Director of Editorial Services:Read MoreMarketing Mistakes and Successes175322 Words   |  702 PagesDESIGN DIRECTOR SENIOR DESIGNER SENIOR MEDIA EDITOR George Hoffman Lise Johnson Carissa Doshi Dorothy Sinclair Matt Winslow Amy Scholz Carly DeCandia Alana Filipovich Jeof Vita Arthur Medina Allison Morris This book was set in 10/12 New Caledonia by Aptara ®, Inc. and printed and bound by Courier/Westford. The cover was printed by Courier/Westford. This book is printed on acid-free paper. Copyright  © 2009, 2006, 2004, 2001, 1998, 1995, 1992, 1989, 1986, 1981, 1976 John Wiley SonsRead MoreProject Managment Case Studies214937 Words   |  860 Pagesof Business Administration Baldwin-Wallace College Berea, Ohio John Wiley Sons, Inc. This book is printed on acid-free paper. @ Copyright O 2006 by John Wiley Sons, Inc. All rights reserved. Published by John Wiley Sons, Inc., Hoboken, New Jersey Published simultaneously in Canada No part of this publication may be reproduced, stored in a retrieval system, or transmitted in any form or by any means, electronic, mechanical, photocopying, recording, scanning, or otherwise, except as permitted

Wednesday, May 6, 2020

The Problem Of Human Trafficking - 982 Words

The answer when it comes to what leads a runaway child to being trafficked, why the runaways do not seek help, and if the runaways should be punished in the eyes of the law, is simple at best. These issues are not sugar coated, they are not for the faint of heart, and they will make you fear for your safety or your child’s safety. The children deserve to be loved, they deserve to have justice brought against their perpetrators, and they deserve to have people to turn towards. Human trafficking is a disturbing epidemic that is sweeping across our nations, seeping through the cracks of our houses, and stealing the innocence away from our children. I would like to say that it is very hard to lure a child into this growing, sickening hype. Yet, it is very easy to grasp the emotions of a runaway and lead them to believe that trafficking is a new and exciting way to better themselves. 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In practice, it is a transnational organized crime in which participants have networks in different countries where they source and sell their victims. Human trafficking has adverse effects on the victims as well as the entire society. Accordingly, many countries have implemented different policies in an effort to combat this social concern. Despite these policies and intervention measures, humanRead MoreThe Problem Of Human Trafficking1168 Words   |  5 Pagesa form of what we know today as human trafficking. The trafficking in persons is a form of modern day slavery, and exploits it’s victims into a slavery type setting such as manual labor or for commercial sex purposes. Many adults and elderly make up a great number of the humans that are trafficked each year, but the general population is children since they are usually helpless and are easier to manipulate since they are still in the ages of lear ning. Trafficking people is a very serious crime and

Team Work Task

Questions: Task 1 You are required to write a short essay on the following: What is a team? Provide at least three definitions. Describe different types of teams. Describe benefits of teams.Task 2Learners should look at key stages in the development of an effective cohesive team. Examples from personal teamwork task could be cited to provide snapshots of different stages in the life of a team. Alternatively, you could analyse a case study to apply the Stages of Team Development Model. Task 3Describe what attributes and skills are required of a team leader. You could draw examples of well-known leaders and draw on the importance of adapting leadership style to suit different situations. Individually create a poster setting out the attributes and skills of a team leader. Discuss Adairs three circles approach by incorporating it in the poster. Task 4 And 5You will participate in a Negotiation exercise in which you will be part of a negotiating team. Your purpose is to understand the task, prep are a strategy and work as a team to negotiate. You will write an individual report on how well your team functioned as a team, and the leadership qualities demonstrated by the team leader/leaders. The report will be based on the following: Demonstrate working in a team as a member towards specific goals. Demonstrate working in a team towards specific goals, dealing with any conflict or difficult situation as a leader. Review the teams overall effectiveness together with your contribution to achieving the goals, receiving feedback and providing feedback to other team members. Evaluate the teams overall effectiveness in meeting objectives, making recommendations for improvementsTask 6Write a Review in about on your experience as being part of a team, and the leadership or management style of the leaders within the team. Make references to conflicts within the team, and the way it was managed. Describe how performance was monitored, and your overall judgement of the team. Answers: Task 1 The team can be defined as the group of small numbers of individuals of different skills who have been working together to achieve the goal for the company. On the other hand, Albon and Jewels (2012) defines team where many individuals have been working in order to achieve the common goals, which might include the performance goals. Moreover, Borek (2011) have said that the team can be defined as a unit where two or more individuals have been working in an independent manner. There are different types of teams. They are the functional teams, cross teams and the self-work teams, temporary teams and the permanent teams. In the functional team, many members of the different cultures works together to perform the specific organizational tasks. In case of the cross-functional team, the different experts from the different fields of their expertise area have joined to work in collaboration. Clopton (2011) opined that in the self-managed team, the individuals have been working together without any supervision of any leader within the organization. In case of the temporary teams, they are not considered as the important members within the organization when once the task has been completed. The team members need to work with the help of the proper collaboration and by this way, the ultimate goal can be achieved. The management of any organization needs to motivate the employees so that they can be able to work happily and can be able to utilize their proper skills. This will ultimately help in improving the performance standards of the employees within the organization (Curseu, 2015). Some of the factors, which are essential for the development of the team performance, are the proper training, which need to be provided to the employees at the time of the recruitment and the selection process. The management within the organization also needs to motivate the team members so that they can be able to actively participate in the decision-making prospects in the team meetings. At the same time Flipo (2014) have shown that, the management of any organization also needs to support the team members financially or by any other means when they will face any kind of problems within the organization. On the other hand, the management also need also need to improve their means of communication with the employees so that they can be able to share any of their doubts with the employers. The management needs to maintain the friendly environment within the workplace. Task 2 There are different types of stages of the team development. They are forming, storming, norming and performing. Forming: This is the first stage of managing the team levels. In this stage, the team members within the organization meet for the first time. As per the words of Germain and McGuire (2014) in the stage, they express all their views and the thinking with each other and try to know about each others behavior. In this stage, it is essential for all the team members to make an effective decision-making. In this stage, in many cases, it has been observed that the team leaders have not been taking an active participation within the organization in the case of the decision-making. Therefore, it is the responsibility of the team members to work efficiently. Storming: This is the stage where all the new team members within the organization undergo a difficult situation within the organization. This happens as it has been observed that the new ones have no prior experience and for this reason, they are facing some of the problems. It is the training stages for the new ones (Jarle Gressgard, 2011). Norming: In this stage, the team members works collaborate and in many cases, they have been successful enough in delivering the effective outcome. In this stage, the team members also make some of the significant progresses in their decision-making, as the team leader is not always there to assist them. Performing: It is the final stage where the team leader has been asked to make a celebration as the project ends. In this stage, the project ends and all the team members of the group have been asked to keep in touch with each other. This is due to the fact as in this stage, all the team members moves to the different directions. At the same time, has also gained the adequate knowledge and the experiences (Juras et al., 2013). Task 3 Attributes and the Skills of the team leader: The team leader needs to be honest with all the team members within the organization so that the effective performance can be delivered properly. In this case, the leader also needs to have the patience in order to deal with all kinds of problems of the team members within the organization. The team leader also needs to maintain the good communication with all the team members so that they can be able to share all kinds of problems with him. At the same time, Oertel and H. Antoni (2014) have shown that the team member need to create the healthy atmosphere within the organization so that the team members within the organization can work properly and at the same time , they can also feel secured within the organization. The team leader also need to bear such capabilities in order to deal any kind of problems that have been faced by any of the team members within the organization. The team leader needs to bear the problem solving capacity within him so that he can be able to maintain the productivity within the organization. The team leader also needs to have some sense of the humor so that the team members within the organization not at all get bored while doing the work. They need to feel happy as well as also need to be cheerful in every aspect. This model incorporates the three factors. It shows that within the organization, the team leader plays an important role in order to make them members understand about the goals and the objectives of the project within the organization. As per the words of Tjosvold et al (2012), the team leader need to have some of the additional qualities so that he can be able to control the actions which have been undertaken by every employees within the organization. The model is important as it helps in explaining the tasks to the individuals who have been working in the organization for the longer periods. It helps in defining the aims and the objectives of the team within the organization. The time leader with the help of this model makes the proper identification of the resources and at the same time helps in controlling and maintaining the activities so that the parameters can be achieved. With the help of this model, the team leader can also be able to report to the higher authorities regarding the progress of the employees within the organization. Task 4 5 Some of the strategies that have been followed by the team leaders within the organization is to make the proper formation of the culture within the organization. It will happen in order to create a positive environment within the organization. As per the words of Ghuman (2011), it will inspire every individual within the team to perform well and at the same time they can be able to share the positive vision within the organization with the other team members. The team leader also needs to make the proper utilization of the available resources and the technologies so that the negative energies can also be converted to the positive thinking and the energies. The team leader also need to develop the proper communication method with both of the managers and with the executives within the organization in order to face any kind of the challenging situation within the organization (Voight, 2014). It is also the responsibility of the team leader to explain the mission and the vision of the company. The team leader needs to make the proper strategies in order to gain the competitive advantage in the market and to acquire the good share within the market place. The void or the gap can be filled with the positive intentions of the team leader and at the same time, it is his responsibility to encourage each of the individuals within the organization work properly on an effective and efficient basis. Task 6 As a part of the team, I have analyzed the fact that the team leader need to make the proper communication with all of the team members so that they can be bale to share every problem with him. The team is a group of the individuals who have been working together in order to achieve the common goals and the objectives. As per the words of Ghuman (2011), the team leader needs to call for the meetings where all of the team members can be able to share their creative thinking and the ideas with the team leader. The team leader also needs to make the proper assessment of the performance of the team members and need to provide the proper guidance to them at the time of their problem. It will ultimately help in anticipating the problems in a proper manner and at the same time will also help in meeting the daily needs of the employees. Reference List Albon, R. and Jewels, T. (2012). Mutual Performance Monitoring: Elaborating the Development of a Team Learning Theory.Group Decis Negot, 23(1), pp.149-164. Borek, L. (2011). Team structural constellations and intraà ¢Ã¢â€š ¬Ã‚ team conflict.Team Performance Management: An International Journal, 17(7/8), pp.405-417. Clopton, A. (2011). Social capital and team performance.Team Performance Management: An International Journal, 17(7/8), pp.369-381. Curseu, P. (2015). Team Performance Management 2014.Team Performance Management: An International Journal, 21(1/2). Flipo, C. (2014). Team Selection of Creative Ideas and its Implications for Team Creativity.Academy of Management Proceedings, 2014(1), pp.16626-16626. Germain, M. and McGuire, D. (2014). The Role of Swift Trust in Virtual Teams and Implications for Human Resource Development.Advances in Developing Human Resources, 16(3), pp.356-370. Ghuman, U. (2011). Building a model of group emotional intelligence.Team Performance Management: An International Journal, 17(7/8), pp.418-439. Jarle Gressgrd, L. (2011). Virtual team collaboration and innovation in organizations.Team Performance Management: An International Journal, 17(1/2), pp.102-119. Juras, A., Brockmeier, J., Niedergesaess, V. and Brandt, D. (2013). Trust and team development to fight chaos: three student reports.AI Soc, 29(2), pp.267-275. Oertel, R. and H. Antoni, C. (2014). Reflective team learning: linking interfering events and team adaptation.Team Performance Management: An International Journal, 20(7/8), pp.328-342. Tjosvold, D., Chen, N., Huang, X. and Xu, D. (2012). Developing Cooperative Teams to Support Individual Performance and Well-Being in a Call Center in China.Group Decis Negot, 23(2), pp.325-348. Voight, M. (2014). Leadership Education and Development for Strength and Conditioning Professionals and Team Leaders.Strength and Conditioning Journal, 36(1), pp.52-62.

Monday, April 20, 2020

Structure and Management

Introduction Organizational structure is the hierarchical model of operation, based on subdividing the entire organization into functional units that are mutually dependent.Advertising We will write a custom essay sample on Structure and Management specifically for you for only $16.05 $11/page Learn More There are two types of structures: the traditional structure (the functional structure, the line structure), and the division structure (market structure, product structure and geographical structure). For our online second-hand book store, we decided to use the functional structure which entails classifying the groups of people according to the functions they perform and their skill sets (Miles, 2003). The structure The functional structure includes the president, the sales and marketing department, customer care division, accounting, procurement and administration. The business will include three founders and fifteen other staff members. The founders w ill hold key positions in the business, including the presidency, accounts and administration. The president will be the overall overseer of the company, making important decisions and he is the final authority in the company. The position can, however, be switched amongst the three founders if they so desire. However, it mainly falls on the person who came up with the original business idea. The accounts department shall be held by a professional accountant, thereby controlling the financial aspects of the business that means all the revenues and expenditures.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The procurement department will mainly deal with the acquisition of the books from the different sources buying them off from other students who have finished their courses, online sources and book stores, and also cataloguing them if and when they are procured. The sales and marketing department will use advertising and other resources to ensure that the business target of selling large amounts of books is reached. Key to achieving this goal is to use our website and other social sites to capture the intended audiences. The administration department will perform the function of staffing and assessing the growth and development of the business, hiring and dismissing. This will ensure that all the departments perform their duties as required. Every company requires a public relations department that deals with any enquiries, suggestions and complains from the customers. Below is a chart showing the organizational structure of our business. Organizational structure chart For the company to perform, the individuals should be professionals in whichever department they hold. They should be able to work independent of each other but accomplishing the tasks set out for them. The marketing and sales department should have the bulk of the staff, consisting of professional marketers with a convincing business marketing and sales skills.Advertising We will write a custom essay sample on Structure and Management specifically for you for only $16.05 $11/page Learn More They should be able to come up with marketing and sales designs that will attract the customers to the online store. The business largely depends on this department for success. The procurement team has professionals who understand the customers’ needs and get the right books at the right time. This is the department that equalizes the supply and demand of the customers. Skill gap Management A start up business has numerous challenges at the beginning, but the management should come up with ways of dealing with the situations as they arise. Most important is the communication issue (Galbraith, 2001). There should be clear channels of communication all way from the bottom to the top. As a small business, the company may not be able to employ a large sta ff, so it is important for the existing staff to be versatile and able to switch departments easily. References Galbraith, J 2001, Designing your organization: An executive guide to strategy, structure and process, John Wiley Sons Inc, Denver. Miles, R 2003, Organizational strategy, structure and process, Stanford University Press, Stanford. This essay on Structure and Management was written and submitted by user Barbara Berry to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Sunday, March 15, 2020

Norse Mythology essays

Norse Mythology essays The Vikings were a violent race of people who terrorized civil Europe for over 3oo years. They had very colorful and imaginative array of gods and myths that explain things from the Northern Lights to every day occurrences. Odin was the god of the Sky. He lived in Asgard, the home of the gods. Upon his shoulders, two ravens were perched at all times. Their names were memory and thought and their purpose was to postpone the final day of destruction that was eminent to come. There were several other important gods: Balder, Thor, Freyr, Heimdall, Tyr, and Njord. Balder was Odins son. His mother was Frigga. He was destine to die young. Eventually, he was killed by Loki, a friend of Odin. Thor, the God of Thunder, was the strongest of the Aesir, the gods. He made thunder using his massive hammer called Mjolnir. Freyr cared for the fruits of the earth and was also the goddess of the Aurora. She was also thought of as the goddess of the sun. Heimdall guarded Bifrost, the rainbow that connected Asgard to the earth realm, or Midgard. Tyr was the god of the sky and of war. Njord was the god of the winds and the father of Freyr. In the beginning of time, there was just one great big empty space. Ymir was the first of many giants. He roamed through the emptiness. He was also the grandfather of Odin. Odin and his brothers, Vili and Ve, killed Ymir and made the ocean from his blood and sweat, the mountains from his bones and teeth, the sky from his skull supported on the backs of four dwarves, and the clouds from his brain. After they created earth, they formed man and women from Ymirs left armpit. A massive ash tree supported the universe and connected to all the planets. A serpent and its children unceasingly gnawed at its roots. One day in the future, the tree of life will fall and be reborn and a god more powerful than Odin shall rise to power. ...

Friday, February 28, 2020

WK 5 Strategic Philanthropy for Organizations Term Paper

WK 5 Strategic Philanthropy for Organizations - Term Paper Example Strategic Philanthropy refers to the practice of organizations in which they channel their charitable activities towards specific course that is expected to benefit their organizational objectives. In this course, philanthropy is a means used by different firms to benefit other organizations while advancing their business interests at the same time. Strategic philanthropy is associated with organizations and not individuals thus executed by the top management of organizations such as the board of directors and several departments. Philanthropy plays an important role in developing and retaining customer loyalty. According to Fioravante (2010), eighty percent of Americans are more loyal to an organization that contribute towards course that they have interest. Moreover, Valor (2007), survey demonstrated that most consumers have greater trust for companies that are associated with certain kind of social activities that give back to community. Increased customer loyalty have indirect benefits such as increased customer satisfaction, increased productivity and quality, employee commitment, profitability and reduced legal and regulatory interventions. For example, GTE greatest concerns are technology and literacy; hence the organization through its foundation distributed $30 million in 1999 (Debbie & Ferrell, 2002). Strategic philanthropy target customers’ concerns and interests in provision of resources that aim at building trust. As stated by Valor (2007), enhancing trust and acceptability among the consumers can be achieved through developing strong consumer loyalty thus gaining competitive advantage. Coca-cola has always linked its operating practices and resources with the stakeholders concerns. For example, the company has channeled not only its resources but also expertise to environmental issues. According to Debbie & Ferrell (2002), the company has provided expertise and financial support to organizations that