Operation case (THE MONGOLIAN GRILL) Study Example | Topics and Well Written Essays - 750 words - 1

Operation (THE MONGOLIAN GRILL) - Case Study Example In addition, Mr. Butkus should ensure that all new staff understands the concept fully before commencing work. This includes thorough orientation and training to ensure new staff understands the four main features: entertaining and interactive environment, fresh and healthy food ingredients, unlimited food quantities, and customer involvement during food preparation. If Mr. Butkus chooses to move the cooking grill to the center in order to allow more space, he should also consider hiring additional staff immediately to work part time. The idea is to allow enough time for the new employees to train and understand the concept as well as to familiarize them to customers. Mr. Butkus, the owner of the Mongolian Grill restaurant in London Ontario considered a major design decision on whether to change the change the original design of the Waterloo location in order to increase the grill capacity and serve customer faster. The major decision for Mr. Butkus was whether to add a second area for food preparation or to move the cooking grill. i. Move the cooking grill from the corner to a central area in the restaurant in order to increase counter space. This strategic decision would create more space and allow the restaurant to accommodate more patrons, especially during the peak hours. ii. Immediately hire more cooks to work during busy periods in order to reduce workload to existing staff. The current staffs are overworked and may not perform as expected for the company to meet its operational objectives. Hiring additional staff would ensure that the restaurant does not neglect important aspects of operations including cleanliness and focus on fresh foods. Furthermore, tired staff may be detrimental to the restaurant. Therefore, this decision would ensure that staff focuses more on delivering the best service, a primary goal for the business. iii. Allow two cooks to work 30-minute intervals covering a single shift. Although this would increase the cost

Illegal immigration Essay Example | Topics and Well Written Essays - 500 words - 1

Illegal immigration - Essay Example legal immigration is a deep rooted issue in the United States which affects it in many ways including it economy; thus it is important that employment regulations and penalizing policies should be maintained for these illegal immigrants. Many laws have been formulated to prevent illegal immigrants from entering the country but it cannot be denied that they have a very great impact on the economy of the United States. This is because they form a major portion of the working class in the country (Fuqua 217). The illegal workers form an integral part of many businesses. According to the Department of Labour, greater than fifty percent of the workers who pick crops are illegal immigrants. Despite of the benefit of an increased labour class provided by the illegal immigrants, they lay a negative impact on the economy as well. This is because people coming from the poor countries agree to a lower pay scale and the result is unemployment of the locals. Thus, this creates issues for the local as well as the federal government (Finnegan). The economical impact of the illegal immigrants is undeniable but their employment raises many issues for the employers who hire them. This is because the employers have to face the legal issues pressed against them for hiring the illegal people and at the same time, the illegal workers also demand compensation legally for the accidents in the workplace or for any act that they feel discriminates against them. â€Å"The Immigration Reform and Control Act of 1986† is an ct which clearly states the fact that illegal people residing in the United States should not be employed and it is the duty of the employers to check the legal documents of their employees to be sure that they reside legally in the country. Furthermore, if illegal immigrants are found to be working with forged documents used for employment, their jobs should be ended with immediate effect and they should also not be provided with any claims or benefits. These measures have

The Kite Runner Essay Example for Free

The Kite Runner Essay I will be doing my book review on the book called ‘kite runner’, by Khalid Hosseini. The Kite Runner tells the story of Amir, a young boy from the Wazir Akbar Khan district of Kabul, who befriends Hassan, the son of his fathers Hazara servant. The story is set against a background of upcoming events, from the fall of Afghanistans monarchy through the Soviet invasion, the large number of refugees sent to Pakistan and the United States, and the rise of the Taliban regime. I am doing my book review on the Kite Runner because I think it is a marvellous and very interesting book. The author also describes the settings very well. Khalid Hosseini was born on 4th March 1965; he is an American novelist and physician from Afghanistan and he is an ethnic Tajik. Amir, a wealthy Pashtun boy, and Hassan, a Hazara who is the son of Ali, Amirs fathers servant, spend their days in the peaceful city of Kabul, kite fighting and roaming through the streets. Amirs father, a wealthy merchant, whom Amir affectionately refers to as ‘Baba’, loves both boys, but seems critical of Amir for not being manly enough. However, he has a kinder father figure in the form of Rahim Khan, Babas friend, who understands Amir better, and supports his interest in writing. Hassan and Amir are great friends. Hassan is also a very good kite runner. Five years later, the Soviet Union invades Afghanistan. Amir and Baba escape to Peshawar, Pakistan and then to Fremont, California, where Amir and Baba, who lived in luxury in an expensive mansion in Afghanistan, settle in a run-down apartment and Baba begins work at a gas station. Amir eventually takes classes at a local community college to develop his writing skills after graduating from high school at age twenty. Every Sunday, Baba and Amir make extra money selling used goods at a flea market in San Jose. Hassan is killed but his son is in trouble, so Amir goes back to Afghanistan to save him. The genre of this novel is action and adventure. Most of the action takes place in Afghanistan. The author described the place where Amir lived; you could almost picture his house in your mind. When you chose an adventure book people expect the story to be interesting, fascinating and settings to be described very well also. The novel fits the genre because they play all around Kabul, running away from the bullies and also it is about the life of Hassan and Amir, it has the up and downs of their lives. One triumphant day, Amir wins the local tournament, and finally Babas praise. Hassan runs for the last cut kite, a great trophy, saying to Amir, For you, a thousand times over. Unfortunately, Hassan encounters Assef. Hassan refuses to give up Amirs kite. Assef decides to teach Hassan a lesson by beating him half to death and then raping him. Amir witnesses the act but convinced himself that he is too scared to intervene; though its actually the fact that he needs the kite for Babas praise and approval and he knows if he does intervene, then he wont get the kite and he returns home ashamed, guilty for not being able to help his best friend. He feels that his cowardice in Hassans rape would destroy any hopes for Babas affections, so he says nothing. Afterward, Hassan and Amir keep a distance from each other. Amir reacts indifferently because he feels ashamed, and is frustrated by Hassans saint-like behavior. Already jealous of Babas love for Hassan, he worries that if Baba knew of Hassans bravery and his own cowardice, that Babas love for Hassan would grow even more. This part of the story showed how loyal and brave Hassan was. Amir like reading stories and is a storyteller. He and Hassan play with kites all the time. He is a little bit afraid of the other boys like Assef. I have enjoyed this book a lot it has been interesting, I felt sorry for Hassan because he was so loyal and his loyalty had cost his life. The novel was a great adventure story. It is one of the best books I have ever read. By Nima Tajali.

Harley Davidsons Process Of Change

Harley Davidsons Process Of Change Harley Davidson celebrates their 107 years anniversary this year. In their long journey, they have faced many bumps. One of the biggest challenges was in 1980s where Japanese motor cycle company joins the competition in United States. It gaves a huge impact to Harley. The Harley almost becomes history that day. Until some important person came and initiated change of every single aspect.. Rich Teerlink and Lee Ozley were two of the key person behind the change. Rich Teerlink was CEO of Harley Davidson, Inc and Lee Ozley was consultant for the company. In the year 2000, they wrote a book called More than a motorcycle: the leadership journey at Harley. The book tells stories about more than 12 years journey of change. How they analyze the problems, failure they made, challenge to change, until they succeed in changing Harley Davidson become better company. In this research paper, the authors try to see their journey from knowledge management perspective. The authors will draw importan t components that could affect implementation of knowledge management initiative. Leadership, business process, organizational structure, lifelong learning, culture and employee participation, are some components that lead successfulness of Harley Davidson s journey. Keywords: Knowledge Management, Leadership Introduction On the edge of bankruptcy, Harley was acquired by American Machine and Foundry (AMF) in1969, but still not revolving well until 1980. Worse is that the independence of Harley, Inc. put Harley people from honeymoon to hard times because of capital deficit. The arrival of crisis in the early 1980s, when many of Harleys employees lost their jobs or opportunities for career advancement, turned into a driving force of adopting the traditional command-and control hierarchies to remove the crunch. It seemed safe and steady after the crisis, nevertheless, the tree leaders, Rich, Tom Gelb, vice president of manufacturing, and John Campbell, vice president of human resources, started to take into account the survival and prosperity of the company in the long run. Decisive, top-down leadership style no longer could afford the future with limited effectiveness and durability. Commitment, rather than compliance, together with appropriate leadership were put on the agenda in view of Employee involvement (EI). This revolution started with information flow for knowledge sharing within the organization, supported by strategy thrust in stair-step. Leadership played a vital role in articulating a vision of collaboration during the whole business process while emphasis on human capital through awareness expansion, commitment extension and two-way communication helped building the life-long learning culture of the company. Best Practices originated from the Operational Committee the behavior model, also contributed to one of the core advantages of Harleyworld class system. Preparation of Journey Getting There from Here Strategic thrust (Figure 1) for change rises from comparison between where we are today and vision of ideal future with power derives from the stair-step idea (Figure 2), which stimulated the forward information flow in that a shared vision help people on the stair to tolerate the near-term unknowns. Making Change Popular The conceptual framework (Teerlink, 2000) Lee outlined was based on the mathematics of change, providing an approach to making change welcome. Change = (E*M*P) > Resistance E=Engagement, M=Model, P=Process The need to do things differently drives peoples engagement.(E) The Vision of ideal future provides a clear goal with the proper model giving the reality-transformation.(M) Approaches to make change welcome ,stepping toward the clear goal.(P) Structure for Information Flow With the fact that Harley could not afford another three years of only incremental change, management team agreed to adopt the one-year contract that afterwards proved to be beneficial for both the union and management to take the risk. Demanding for establishing the appropriate relationship among the unions, between the union and the company together with feedbacks from the stakeholder, customer, shop floor worker along the tree dimensions: quality, financial performance, interpersonal relations turned into the catalyst of producing the Joint Vision Process. The information flow unfold the process by combining the two perspectives from both union and nonunion together, with negative and positive pressures, limited time but also stimulus to the process, brought by the one-year contract. Joint Vision Process Joint Vision Process (Figure 3) was the first step in the journey. The purpose is to jointly create the company s vision between the Union and Management. Individuals from the two groups formed their own perspectives toward vision for the company and the union-management relationship which then combined into a joint vision. In producing a final Joint Vision, a three-day session called the May Big One was held at the Ramada Inn in May 1988. There is one and only rule that nothing would be included in the final vision statement that wasnt the product of complete consensus. This rewarding process carried out through a continuing dialogue, with participants showing a sense of personal ownership in company matters, enabled this switch, rather than change from Point A (my ideas) to point B(my companys ideas) through a series of steps (my institutions ideas, my sites ideas). The proxy is community since local and specific cannot be generally accepted. The conference committees, set up by ROI with members including the most senior managers and labor leaders from both union and nonunion, aimed to address apparent disagreement. What continued was the setup of the Joint Leadership Group, which was created as a network of temporary structures, composing union and management leaders, to help move the Joint Vision Process forward. And Local Site Committees, responsible for the identification of barriers had three guidelines to decide the work of problem solving, which are 1. Problems and issues would be dealt with by the people most directly affected and knowledgeable. 2. Only the top-level joint group could identify issues as off limits to the Joint Vision Process. 3. Any joint group could form task forces to do pieces of work within the charter of that joint group. Temporary governance structure (Figure 4) of the process was then seated to hunt down barriers, giving fairness to those people who have not yet been directly involved by reaching a numerical balance between unions and management. Modeling Appropriate Behaviors The Operational Committee was established by individuals reporting directly to members of the Executive Committee to make executives actions visible and support a culture of collaboration in the embryonic form of Best Practices, enabling combination of Tacit knowledge interaction from different levels. The two consultants, Bob and Lee, provided a series of recommendation after observing a number of committee meetings. They pointed out that one facilitator was needed in the committee to help train the members with the guidelines and ground rules, and those participants should contribute to the topic only at the meeting, and also third-party attributions had to be avoided. It is troublesome in the late period of identifying and addressing barriers to the Joint Vision and hundreds of barriers lead to the negotiation between the two sidesunion and management, ending with a new two-year labor agreement. The process went well from mid-1988 to early 1990, and then came the unavoidable suspension because of lacking comprehensive training of leaders from both the union and the management sides, following by the discussion based on six specific issues. Margaret Crawford, a member of one of the salaried groups, says that going right to the barriers was probably a mistake and that focusing on opportunities could be a better idea. Since it really takes time to build relationship, active steps should be taken to help people in the organization change. All in all, the Joint Vision Process was a painful process but it did give the right direction, setting the foundation of the whole journey. Leadership involved creating opportunities, Harleys Executive Committee moved forward to expand awareness of senior management of the two separate organizations, Harley and Holiday-Ramble, through activities mainly focus at debate stimulation, learning sharing and organizational cohesion, which was the first time that all top executives from both HDMC and HRC come together in a working session. The learning organization began among the groups with the following six objectives (Teerlink, 2000): Provide insights and concepts to assist senior management in leading their organizations more effectively Demonstrate continuous learning as a way of life Get better acquainted Exchange ideas and information Elicit ideas for the content and process of future sessions Have fun After an effective icebreakerthe Tinker Toy exercise in which the five-member teams comprising purposely mixed employees from HDMC and HRC, in team, design, build, and sell a Tinker toy, all participants came to the next activity, where no challenging ideas were provided by the groups toward the extreme thought given by the guest speaker James Brian Quinn. The participating managers had unexpected flat, one-dimensional reflect in spite that a high level of camaraderie was promoted through the enjoyable experiential learning in which people had energetic and positive responses to the skits. Rich was unsatisfied as peoples habits of getting the answers from on high lead no different new ways and the unawareness of Participation is an important element of Harleys long-term success and must be so recognized by the operating units. (Teerlink, 2000). And Lee compared the awareness expansion to a watershed event, saying that it broke the egg open a little. The Business Process Business process is defined as a structured, measured set of activities designed to produce a specific output for a particular customer or market. It implies a strong emphasis on how work is done within an organization, in contrast to a product focus s emphasis on what. A process is thus a specific ordering of work activities across time and space, with a beginning and an end, and clearly defined inputs and outputs: a structure for action. Taking a process approach implies adopting the customer s point of view. Processes are the structure by which an organization does what is necessary to produce value for its customers. (T. Davenport, 1993) As a brushfire of change, the Joint Vision Process received various feedbacks among different level of participants. Problems exist in both pace and process. Channeling energy released through the awareness expansion sessions, the Joint Vision Process, the beginning of organizational learning together with related initiatives called the need of structures. Business Process (Figure 5) is such a device that predated the Joint Vision Process, helping define much about the way Harley does business today. The distinction between Harleys previous improvement programs and the Business Process is that the latter automatically expand and extend the productive programs. Below are the three components of the Business Process: the corporate Umbrella, the operating unit, and the work unit (My Area) Corporate Umbrella In building the umbrella package of ideas including values, issues, and stakeholders, one-word signposts is agreed in the Executive Committee to summarize the following four areas: How will we behave in our interactions with others? (Values) What is truly important to Harley? (Issues) Whom does Harley serve? (Stakeholders) How will we describe success in the future? (Vision) (Teerlink, 2000) The values to determine our interactions with others are based on the short list presented by Dr. Alex Horniman, an ethics professor at the University of Virginia s Darden School, which are to tell the truth, to be fair, to keep your promises, to respect the individual. And to encourage intellectual curiosity was added as a fifth value by the Executive Committee. Five issues including Quality, Participation, Productivity, Flexibility, and Cash flow are focused by the group to determine what kind of company Harley was supposed to be. Stakeholders, whom the Executive Committee defined as anyone inside or outside the company who has an interaction with Harleys products, services, or representatives. comprise six parts: customers, employees, suppliers, shareholders, government, and society. Shareholders were replaced by investors due to its restriction on unfolding all of those who backed Harley with money and other assets. The vision, including key ideas of the importance of relationshi ps, the imperative for action, and the international nature of the companys future markets, was defined together by all senior managers and was proved to be the driving force of the forwarding overwhelming business process. Two sentences captured the vision before 1994: Harley is an action-oriented, international companya leader in its commitment to continuously improve the quality of profitable relationships with stakeholders(customers, employees, suppliers, shareholders, government and society). and Harley believes the key to success is to balance stake holders interests through the empowerment of all employees to focus on value-added activities. and then was changed to To be a leader in continuous improvement in mutually beneficial relationships with all our stakeholders. Operating Unit A three-year plan, as an attachment of a cover note Rich prepared for the December 1987 board of directors meeting, including a mission statement, operating philosophy, and selected strategies, was the foundation of the Business Process. The Executive Committee attached great importance to flexibility on the mission statement: Preserve and perpetuate the Harley institution through continuous improvement in the quality of our goods and services, and achievement of our financial goals, Provide motorcycles, accessories, and services to motorcycles in selected niches, provide the general public brand-identified products/services to enhance Harleys image and attract new customers (Teerlink, 2000). Engage in manufacturing or service ventures that can add value (not only profit) to the motorcycle business (1991) and We fulfill dreams through the experiences of motorcyclingby providing to motorcyclists and to the general public an expanding line of motorcycles, branded products, and services in selected market segments (February 1999) Objectives: How do we measure success? Operating units are guided in general terms by objectives which are traditionally stated in financial like develop the global market potential of 100,000 units by December 31, 1996, and develop the capacity to meet that demand while continuously improve quality. It is suggested by the Executive Committee that no more than five objectives should be adopted in each operating unit within Harley. Strategic plans, guiding operating units in specific terms, are based on a three to five year time horizon, compared with that of objectives, mostly a five to ten year time horizon at Harley and are changed corresponding to different objectives in various periods of time. Work Unit (My Area) The philosophy embedded in the mind of Harleys people is supposed to be doing the right thing naturally and organically but not in response to some external crisis, which can be enabled by tools for individuals and groups to operate independently, without continuous guidance from corporate, balancing local responsibility with the larger needs of functions, divisions, and departments. Three key points here: 1. A work unit, today operating as natural work group, would map out plans annually according to the stages of the annual operating plans. 2. An employee-driven Performance Effectiveness Plan (PEP) was developed for every employee to understand plans, in both strategic and operating level, and then to make personal plans correspondingly. 3. Inside the Two-way communication, managers act as knowers, to whom people provide their information and go for answers. Managing business process enables organizations to be more efficient, more effective and more capable of change than a functionally focused, traditional hierarchical management approach. In business process, knowledge is created and transferred throughout the organization by tools such as lessons learn database, best practices and community of practices. And since the transfer of business practices is viewed as a source of competitive advantage in knowledge management strategies (Alexandre P., 2007), business process provides Harley the platform to build the core advantages of the companyworld class system through best practices originated from the Operational Committee the behavior model(Teerlink, 2000). Organizational Structure Organizational design is one of the factors that will greatly influence the implementation of a knowledge management process (Enrique Claver-Corte s, 2007). Organizational structure which have high hierarchy and very bureaucratic tend to have low innovations from the employees. Usually the structure is command-control, not much space for the employees to express himself. Harley s manager and union members found that organizational structure gives huge barriers to realization of company s future. Rich changes Harley s organizational structure from command control decision making into employee-driven and minimal structure. Employees have opportunity to contribute on deciding specifics boxes and lines for the organization and the structure should derive from real organizational functions. Rich and colleagues come up with idea about circle organization. The philosophy behind this circle organization was to get the right people, together at the right time, to do the right work right. (Teerlink, 2000). It represents shared leadership and cross-functionality at work in Harley. The circle organization based on three core processes, Create demand; include marketing, sales, public relations, customer services and styling. Produce product; include manufacturing, engineering, purchasing, logistics, etc. Provide support; include finance, HR, legal, information services, etc. And leadership and strategy council (LSC), its coordinator of other three circles. Figure 6 shows complete picture about the circle organization. Arrows pointing to stakeholders area means it s the external focus for the company. Meanwhile, arrows pointing across the circle indicate recognition of interdependence. The scheme encourages employees to seek the right people to work with in order to get the work done. The command-control position was replaced by the coach or facilitator in each group. Employees communicate and share knowledge inside and between the circles, knowledge buyer and seller change their idea how to solve a problem, new ideas often generate during the discussions. Employee Engagement One of factors influencing successfulness of Knowledge Management initiative is employee s engagement to the organization. When employee feel the organization is belong to them and their contribution is recognized by the company, employee will be encouraged to share their knowledge and actively participate to the company s business strategy. Bob Hayward in his website shares some benefits of employee engagement in the organization (Hayward, 2010): Better performance Knowledge worker whom engage in his job tend to work smarter. They always looking for ways to improve their performance. Work in effective and efficient way. It means better quality, innovations and lower cost. Better communication Engaged employee communicate to share ideas, information and knowledge. Knowledge sharing is in his blood. He actively plays roles in knowledge market. Greater customer satisfaction Customer is a king. Engaged employee will seek how he could meet customer needs. Customer satisfaction is his target. Better team working Employee has personal responsibility to deliver business agenda. He works in the team to achieve organization s vision. Greater commitment Employee has a pride and really cares about the company s future, because company s future is also his future. Lower employee turnover and greater ability to recruit great people One of serious problem in organization is high employee turnover. Without proper knowledge management system, knowledge could walk away out the door together with employee. Organization has to reinvent the wheel every time employee goes out. For engaged employee, they do not easily leave the company. They feel happy working there. Good employee usually has good networking; it will lead them to propose the company great people to join them. Rich and his teams clearly have vision how to engage their employee to the company. Harley did some activities to encourage the employee engagement: Established Performance Effectiveness Process (PEP) PEP gives individual opportunity and responsibility to determine function of his work unit and how he can make difference in company s future. PEP is the smallest participatory process entity of company s vision that will evolve iteratively and it will lead to the creation of whole company business process. PEP can be used for several activities, such as: o Performance Evaluation One purpose of performance evaluation is to see strength and weakness of individual. Harley involved the employee on defining their own performance measure and see individual from other perspective. Employee should know his position based on others judgments and understood how their colleges perceived them and how to improve their performance in the eyes of their college. Based on this evaluation, company will extract strength and weakness of their employee. So the company will know which subject they should concentrate to develop. o Career Development PEP was tailored by the HR department to become basic for career development. Many employees like status quo. When company trying to make major cultural change, they do not want to change and hate to be changed. Integrating career development into PEP, it will insist the employee to change their habit. If they do not want to change, then he will be the first employee who will leave the company when layoff comes. o Maximize employee participation. Individuals know clarity how he can make a difference. It s good for company as well for the individuals. With PEP, employee have to give input how to improve them self as well as the company. In their employee handbook, Harley Davidson commit to create a working environment designed to maximize employee contribution and provide resource and opportunities to develop their knowledge. PEP does not succeed in its first month or even first year of implementation. It emerged over several years, with continuous improvement in all aspects. Compensation The second way how Harley engaged the employee is by giving them compensation. Harley compensates people not only from performance but also on how they demonstrate their capabilities. Harley found that they should not compensate the employee only with money. Because their motivation is not only money, indeed we should have much money to do that, said Lee. Harley has two visions on giving compensation. The first is to make a larger part of employees compensation at-risk or variable and the second is to compensate all employees in essentially the same way by creating standard pay components across the company. Listen to the employees Harley Davidson is an employee driven organizations. They were changing their culture from command control top down company into more participatory. Most people want the same thing from their company. For them working motivation is not only money. What Harley s employee really seeks are rewards and recognition in non-monetary realms. They seek opportunities to be heard, organization s evidence of contribution, involvement in decision making and problem solving process. They want to know every single aspect in organization and understand what is going on. Employee seeks total experience in their working place. The company really listens carefully and takes necessary action to response the employee s need. Harley s facilitate sharing session on what they expect in the organization. The employee proposed 49 things to the company. Some of the items can be done immediately and the others need approve from the board. But Harley really engages to his employee satisfaction, and this will bring the employees to do the same thing for the company. Lifelong Learning Learning organization is organizations where people continually expand their capacity to create the results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free, and where people are continually learning to see the whole together. (Senge, 1990) Some benefits of becoming a learning organization are: Maintaining levels of innovation and remaining competitive (McHugh, 1998) Being better placed to respond to external pressures (McHugh, 1998) Having the knowledge to better link resources to customer needs (Wikipedia, 2010) Improving quality of outputs at all levels (Wikipedia, 2010) Improving corporate image by becoming more people oriented (Wikipedia, 2010) Increasing the pace of change within the organization (Wikipedia, 2010) Harley s leaders, both union and management leaders have commitment to encourage and facilitate learning and intellectual curiosity in the organizations. Intellectual curiosity is result of looking somebody else doing the task and reason why he doing in that way. Company serves the employee by providing skills and knowledge they need. The most significant step toward Harley learning culture was Awareness Expansion III. One of participant said We re learning from each other, and we re increasing our understanding of our respective business . Successfulness of AEIII leads to establishment of AEIV. AEIV main purpose is to learning from each other. Employee divided into 5 groups and they present on one particular topic. They change knowledge when the presentation was held. Working together in this way, give them a new experience of learning. Based on Lee opinion, AEIV is a huge step of Harley s journey because the group discussion is led and facilitated by themselves, not by professional. Another achievement in AEIV is, they collaborate with MIT-based Organizational Learning Center (OLC). This Research group headed by Peter Senge, he is an organizational theorist and consultant. Peter Senge was the author of The Fifth Discipline book. Rich and Lee had read the book and interest to implement his idea on how to become a successful organization. Senge proposed five disciplines about successful organization, which are: personal mastery, mental models, shared visions, team learning and systems thinking. Senge s sights were aligned with what Harley s doing lately. By working together with OLC, Harley wants to emphasis lifelong learning for all employees. To support this program, Harley provides some formal learning program to its employee. Harley Davidson Leadership Institute Tuition reimbursement programs at Graduate and Undergraduate levels Degree Program with Marquette University Lifelong Learning Centers Motorcycle U Harley Davidson University On creating the learning concepts, they were involving all the stakeholders. Because the root learning concept built based on old Chinese proverb Tell me, Ill forget Show me and I may remember But involve me, and Ill understand To decide specific training and education, management and labor jointly adopt Learning Maps approach developed by Perrysburg. By using this Learning Maps, the employee come up with four topics that they need to learned: our market, the business process, our processes and the money cycle. All these topics are compelled to help every single employee understand the companys critical business issues in the same way. Communication Achievements reached in Communication As stated by Rich and Lee at the beginning of the journey, the umbrella business process was serving to ensure that everybody had the appropriate level of information as defined, to allow them to do their job for the organization. However, the results from two baseline audit surveys on the employees in 1991 broke the leadership s expectation after their more-than-three-year effort on improving the relationships and communications within the organization. Shocked by the feedbacks from a majority of the employees, the leadership recognized the failure on communication and started to find and fix the problems. Aligning with the organizational strategy, transforming the company from command-and-control model to a totally new way based on good communication, Rich and Lee thoroughly abandoned dictating method and broke the assumptions of some senior managers and supervisors on employees perspectives about information and knowledge. Later, they came up with a new approach to improve organiz ational communication by asking the employees what they need to know and trying to meet the needs. Due to the executive of the new approach and the establishment of Harley communications department (which had a risk of setting the communication situation back to the command-and-control era, as worried about by Rich, but truly facilitated the organizational communication and drove the efforts on better communication), the employees curiosity on information in a big picture By design, they owned the big picture. They therefore took responsibility for figuring out which piece of that big picture they would communicate, to whom, and in what form. (Teerlink, 2000) was dramatically raised and information and knowledge finally began to flow efficiently throughout the company and among plants in different locations. Although the achievement Harley obtained on organizational communication still cannot be regarded as a huge success, it did lead to favorable outcome in the organization s coming partnering project. The roots of partnering, as described by Rich and Lee in the book, can be traced back to the crisis in the late 1970s and 1980s.During the hard time, Harley s union leaders and members worked collaboratively with management to save the company. However, once the crisis was gone, the collaborative work began to fade, which was obviously not likely to the company continuous improvement in the new marketing environment. And in the year of 1994, the increasing marketing demand urgently called for an expansion of manufacturing capacity which was not possible to be realized without partnering. Due to the endeavors mainly made by Harley s leadership, Joint Partnership Implementation Committee (JPIC) was founded and Kansas City plant started up as a great outcome of partnering. Factors Leading to Success of Communication According to Thoma

Keep Joe Camel out of the Mall :: essays research papers

Keep Joe Camel Out of the Mall!   Ã‚  Ã‚  Ã‚  Ã‚  Ã¢â‚¬Å"†¦I marle what pleasure or felicitie they have in taking this rogish Tabacco: it is good for nothing, but to choake a man, and fill him of smoake, and imbers...† (Jonson, Act 3, Scene 3.2) These were the words of Ben Jonson, a 17th century English poet. In agreement with this quote, smoking should be banned from all public places. This opinion is supported by the evidence that secondhand smoke is very harmful. Additionally, if a child sees an older person smoke (in a public place), the child might be influenced to smoke. Lastly, cigarette smoke can affect people with allergies or other respiratory problems or diseases. The effects of passive smoke are numerous.   Ã‚  Ã‚  Ã‚  Ã‚  Secondhand smoke is very harmful. Secondhand smoke is estimated to cause 53,0000 deaths each year among non-smokers in the United States. (Garrison 44) That’s a lot of deaths. About 3,000 of these deaths are due to lung cancer caused by non-smokers breathing the smoker’s smoke. People should care more for the people around them. Some of those 3,000 were probably children. (Garrison 44) Cigarette smoke increases the risk of lung cancer and heart disease, even in a non-smoker. Even the non-smokers have to watch out. â€Å"One thousand Americans stop smoking everyday†¦by dying.† (Smoking Quotes 1) Some Americans die without even starting smoking themselves. Children are particularly vulnerable to the negative effects of cigarettes.   Ã‚  Ã‚  Ã‚  Ã‚  One reason smoking should be banned in all public places is that children are easily influenced by watching the actions of others. Some psychologists say people function as audiences for each other and for activities that surround them in public settings. (Poland 183) Ninety per cent of new smokers are under 19 years of age. (Bailey 54) Children regularly take up smoking despite health campaigns about the dangers of smoking. Children see smoking on pop-ups on computers, in advertising, and in public places. (Connolly, 10) As the adolescent brain seeks to specialize in rewarding activities, addictive substances can crowd out other activities, shrinking the repertoire being learned. â€Å"When you’re addicted, all your motivation gets funneled into seeking or taking the drug,† said R. Andrew Chambers, Assistant Professor of Psychiatry at Yale University. (McGough) This quote illustrates how easily adolescents are influence by others. Besides adolescent s, another group of people that is vulnerable to smoking are people with allergies and respiratory problems.   Ã‚  Ã‚  Ã‚  Ã‚  Several EPA (Environmental Protection Agency) studies performed since the early 1970’s have concluded that secondhand smoke not only causes lung cancer in non-smokers, it worsens asthma symptoms.

Romantic Poets and Their Response to Nature Essay -- Romantic Poets Po

Romantic Poets and Their Response to Nature Consider how the romantic poets have responded to the subject of nature with close references to at least three poems studied. Consider how the romantic poets have responded to the subject of nature with close references to at least three poems studied, comment in detail on: 1. Imagery (e.g. simile, metaphor, personification.) 2. Subject matter/theme 3. Characteristics of the romantic movement Romanticism was a poetic movement of the 19th century, during The French Revolution. The poetry reflected on feelings of everyday events. It was written in a simplistic language so that everyone could understand and appreciate poetry because earlier poetry was written formally with a complex language, which only the well educated could understand fully. Romantic poems had strong characteristics, which stand out, these are: pantheism, the importance of childhood and memories, a simplistic style, an informal and everyday language, emotional and political. From studying Keats, Coleridge and Wordsworth Nature has been the most influential characteristic, and has inspired them to write personal poems reflecting on God, permanence, education, childhood and memory. The poem 'To Autumn' written by Keats (1795-1821) is a typical romantic poem and in the first sentence 'Season of mist and mellow fruitfulness,' we already have a sense of calmness because the words 'mist' and 'mellow' are very soft and gentle sounding words. Keats has used 'm' and 's' words like these because he wants to get across the calmness of autumn and how relaxed it is, he does this by using words which are almost impossible to be said in a harsh and vicious way. Keats strongly worships na... ... to visualise a supreme, perfect scene of exactly what Westminster looks like in the morning. 'All bright and glittering in the smokeless air. Never did sun more beautiful steep In his first splendor,' is building up a feeling of warmth because it is a very colourful passage. The word 'steep' increases the reader's sense of touch. To add nature into the poem Wordsworth has commented on 'open unto the fields, and the sky,' this has set a very peaceful tone to the poem and has demonstrated that nature can live together in harmony with man. This image really takes hold of Wordsworth and in a state of passion because of the perfection he cries out to God 'Dear God.' This has added vigour to the poem and to get back to the peacefulness and silent perfection he has added about how still London is in the morning, which means his 'almighty heart is lying still.

Marketing Segmentation

Core benefits : Core benefit is the major benefit or satisfaction that customers are looking from a good or service one buys. This benefit can be happen from person to person. The Cassowaries watch that we produced provides convenience as well usefulness. The watch aims to improve in style and increases the functions of normal analog watch. In 21st century, the watch exist not only to Just to know about the time, but it can be a part of accessory for people to wear it and be more stylish and fashionable.Moreover, with this multipurpose product, it will enhance your fashion sense and reflection. Actual Product : Actual product is the physical parts of the product like benefits and features that affects to customers who purchase our product. In this level, there are four strategies which involve branding, adding features, organizations and benefits. Also that combines to deliver a product with specified benefits to our customers. The Cassowaries watch already has gone through for the t esting before it actually launch.The functions and designs are further modified to give more satisfaction and fulfill the expectations for customers. The actual benefit that added to our product is a WI-if function. This WI-FL function will allow our customers to use WI-FL through their smart phones. Basically, the watch has same facility as router. It requires customers to log in to our Cassowaries watches website to register, to make a simple contract between customers and our company which allows them to able to use Wi-FL by paying a usage fee per month.Also, we came out with this system that those who register with premium members, they will be able to have luxury to get a free usage of a WI-FL for a week. Definitely the premium registration is more costly, but we are sure that the customers will satisfy with this contract and they will not regret to use our product. Last but not least, we make our watch to be more useful and multi-function. Our watch can be turned into a neckla ce. The chain of the watch can be removed from the face of the watch and the new chain for the necklace which given upon purchase, an be re- clipped in the watch.So it can be a necklace as well. The chain is made of jewels for watch, light material and few Jewels for necklace chain as to prevent the tiring in neck due to a heavy weight of chain. It will make the customers more fashionable as well as stylish. Augmented Product : Augmented product is a commodity that has both the primary physical attributes and the non-physical attributes that are added to increase the product's value such as after sales service.After purchase, we measure the wrist size and adjust the length f chain in the spot for our customers as well as neck size. And so, they are able to wear it right after they purchase. We have total 3 years warranty and guidance booklet will be given for customers who are not clear of using it. There is a website for them to check about our products and Q and A sessions with cu stomer service. Conclusion : Promoting a new product will never be an easy work as the competition is tough and most of customers have high expectations in modern society.It will not be that successful to Just have colorful appearance. What we need is to target correct group of people in right time at the correct place and to focus more on satisfying their needs and wants. However, we will not be able to get a competitive advantage by Just satisfying them over our competitors. Looking forward and predict the needs and wants is the epitome method to gain competitive advantage from our competitors. Http://www. Neurotransmitter. Com/lesson-store/lesson-three-levels-of-a-product. HTML Marketing Segmentation S NO. | NAME OF PRODUCT| MARKET SEGMENTATION| 1. | Gillette Mach 3(New Gillette MACH3 Sensitive is an advanced razor designed for men who want a closer, comfortable shave with less irritation3 – even on the most sensitive areas of the face. )| a) Demographic: 1) Gender: Male 2) Age: 16 and above 3) Income: 25,000 and aboveb) Geographic: Urban areasc) Social Class: Middle class to Elite Class| 2. | Fair and Lovely(Fairness that changes your destiny. )| a) Demographic: 1) Gender: Female 2) Age: 15 and above 3) Income: 20,000 and aboveb) Geographic: Urban areasc) Social Class: Middle class| 3. Faber Castell Colors(Faber-Castell has a time honored commitment to tradition, quality, and innovation for all of its brands. )| a) Demographic: 1) Gender: Unisex 2) Age: 3 years and above 3) Income: 25,000 and above 4) Occupation consume: Studentsb) Geographic: Urban areasc) Social Class: Elite class| 4. | Honda CG 125(Honda Motorcycles is defined by Quality, Performance, Speed, Economy Pe trol and Re-sale Value. All these have managed to successfully bag your trust on the New Honda CG125. | a) Demographic: 1) Gender: Male 2) Age: 18 and above 3) Income: 50,000 and above 4) Occupation: Work with frequent ridingb) Geographic: Urban and Rural areasc) Social Class: Middle (Urban) Elite (Rural)| 5. | Colgate Toothpaste(Strengthens teeth with active fluoride. Fights cavities and leaves your mouth with a fresh feeling. )| a) Demographic: 1) Gender: Unisex 2) Age: 3 years and above 3) Income: 25,000 and aboveb) Geographic: Urban and Ruralc) Social Class: Middle to Elite class| Marketing segmentation a. The process of dividing the total market in to several heterogeneous groups. b. The process of bringing several small, unreachable segments into a definable market segment. c. An attempt to reach all consumers with a single marketing mix. d. Practiced by both profit-oriented and not-for-profit organizations Market segmentation is the process in marketing of dividing a market into distinct subsets (segments) that behave in the same way or have similar needs. Because each segment is fairly homogeneous in their needs and attitudes, they are likely to respond similarly to a given marketing strategy. That is, they are likely to have similar feelings and ideas about a marketing mix comprised of a given product or service, sold at a given price, distributed in a certain way, and promoted in a certain way. Broadly, markets can be divided according to a number of general criteria, such as by industry or public versus private sector. Small segments are often termed niche markets or specialty markets. However, all segments fall into either consumer or industrial markets. Although it has similar objectives and it overlaps with consumer markets in many ways, the process of Industrial market segmentation is quite different. The process of segmentation is distinct from targeting (choosing which segments to address) and positioning (designing an appropriate marketing mix for each segment). The overall intent is to identify groups of similar customers and potential customers; to prioritise the groups to address; to understand their behaviour; and to respond with appropriate marketing strategies that satisfy the different preferences of each chosen segment. Revenues are thus improved. Improved segmentation can lead to significantly improved marketing effectiveness. With the right segmentation, the right lists can be purchased, advertising results can be improved and customer satisfaction can be increased. Â   Marketing Segmentation Core benefits : Core benefit is the major benefit or satisfaction that customers are looking from a good or service one buys. This benefit can be happen from person to person. The Cassowaries watch that we produced provides convenience as well usefulness. The watch aims to improve in style and increases the functions of normal analog watch. In 21st century, the watch exist not only to Just to know about the time, but it can be a part of accessory for people to wear it and be more stylish and fashionable.Moreover, with this multipurpose product, it will enhance your fashion sense and reflection. Actual Product : Actual product is the physical parts of the product like benefits and features that affects to customers who purchase our product. In this level, there are four strategies which involve branding, adding features, organizations and benefits. Also that combines to deliver a product with specified benefits to our customers. The Cassowaries watch already has gone through for the t esting before it actually launch.The functions and designs are further modified to give more satisfaction and fulfill the expectations for customers. The actual benefit that added to our product is a WI-if function. This WI-FL function will allow our customers to use WI-FL through their smart phones. Basically, the watch has same facility as router. It requires customers to log in to our Cassowaries watches website to register, to make a simple contract between customers and our company which allows them to able to use Wi-FL by paying a usage fee per month.Also, we came out with this system that those who register with premium members, they will be able to have luxury to get a free usage of a WI-FL for a week. Definitely the premium registration is more costly, but we are sure that the customers will satisfy with this contract and they will not regret to use our product. Last but not least, we make our watch to be more useful and multi-function. Our watch can be turned into a neckla ce. The chain of the watch can be removed from the face of the watch and the new chain for the necklace which given upon purchase, an be re- clipped in the watch.So it can be a necklace as well. The chain is made of jewels for watch, light material and few Jewels for necklace chain as to prevent the tiring in neck due to a heavy weight of chain. It will make the customers more fashionable as well as stylish. Augmented Product : Augmented product is a commodity that has both the primary physical attributes and the non-physical attributes that are added to increase the product's value such as after sales service.After purchase, we measure the wrist size and adjust the length f chain in the spot for our customers as well as neck size. And so, they are able to wear it right after they purchase. We have total 3 years warranty and guidance booklet will be given for customers who are not clear of using it. There is a website for them to check about our products and Q and A sessions with cu stomer service. Conclusion : Promoting a new product will never be an easy work as the competition is tough and most of customers have high expectations in modern society.It will not be that successful to Just have colorful appearance. What we need is to target correct group of people in right time at the correct place and to focus more on satisfying their needs and wants. However, we will not be able to get a competitive advantage by Just satisfying them over our competitors. Looking forward and predict the needs and wants is the epitome method to gain competitive advantage from our competitors. Http://www. Neurotransmitter. Com/lesson-store/lesson-three-levels-of-a-product. HTML