My Life As A Healthy Life - 915 Words

One, drink lots of water and green tea. Two, eat a big breakfast. Three, always have seconds on veggies. Four, take a walk when things go wrong. Five, remember that nature is your friend forever and always. Six, do yoga at least twice a week. Seven, stop having those dang negative thoughts. Eight, don’t procrastinate. Nine, keep your room and work space neat and tidy. Ten, stop sacrificing sleep for work. When life is getting a little out of hand, or things aren’t exactly going the way we want, what is usually the answer? Well, for those who have been blessed with the mentality that everything will work out if it is meant to, just sitting back is the answer. For those of us that have the oh so joyful type A personality, the answer to these problems usually involves a list, some stress eating, and a whole lot of goals. While this may work in some areas, living a healthy life is a problem that our society has been facing for quite a while now and finding the answers to t his problem may take just a little bit more digging. Steps one through three deal with the most obvious answer to a healthy life: intake. Now, I don’t mean the kind of intake that happens when you go to the store and end up coming home with mass amounts of chocolate cake. Nor do I mean the conversion of oxygen to carbon dioxide that happens every moment of our lives. Rather, the intake we truly have control over, for better or worse. The best way to be physically healthy is to keep your body in shape.Show MoreRelatedMy Friendship With Lilly : A Important Part Of Living A Happy And Healthy Life Essay1437 Words   |  6 Pagesof unauthorized aid. Relationships are a crucial part of living a happy and healthy life. Through relationships we find friendship, companionship, comfort, and stability. 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Perspectives On Spirit Baptism Comparative Analysis Paper

Perspectives on Spirit Baptism: Comparative Analysis Paper Nupur James Pentecostal Theology Pent 0505 Instructor: Peter Neumann Date: October 21, 2016 Spirit baptism has been an important topic in the Church for a really long time and while we discuss this topic we always have several questions rising about this issue. Churches have different perspective about the way they address the issue. The common question which arises with this topic are that, some of the Churches claim that spirit baptism is demonstrated after receiving the gifts of tongues and the other issues which often raises is that its relation with the word. This paper will aim to analyse the different perspective on spirit baptism and will focus on the summary of different authors and their views. It will also analyse and evaluate the Macchia’s view on spirit baptism and will also give us perspective on how reformed and Roman Catholic churches sees the spirit baptism. It will help us understand the different models of spirit baptism. Firstly we will be focusing on the reformed perspective by Walter C. Kaiser Jr. as we read more about it we will understand more . A reformed perspective is that the Baptism in the Holy spirit as the promise of the father. Kaiser writes about the changed point of view; a Protestant view which combines the baptism of the Holy Spirit with redemption, being changed over as a follower, or decided to become a Christian. Dr. Kaiser s article puts the absolutionShow MoreRelatedHealth Care Provider And Faith Diversity1530 Words   |  7 Pagesthem. However, for many, taking care of someone with a different religious preference can be difficult at times, the basic underlying concepts of health, healing, and kindness remain the same. This paper will address the different worldview questions, compare the different beliefs, spiritual perspectives, critical components, important factors, and what research has shown in regards to the comparison and contrast of Christianity and Buddhism. Address Several of the Worldview Questions There are sevenRead MoreInfluence of Culture on Strategic Human Resource6353 Words   |  26 Pagesthus ignoring the potential impact of external environmental factors on organizational culture. On the other hand, some researchers and scholars have questioned the validity and reliability of national culture-SHRM practices research. The current paper explores the employee cultural values in the Kenyan multinational companies (MNCs) and the influence of culture on SHRM practices. Hofstede’s cultural dimensions of collectivism, power distance, uncertainty avoidance, and femininity are applied.Read MoreThe Destiny Of The Un Evangelized People2773 Words   |  12 Pagesagree that Christ is the only means of salvation for all mankind (John 3:18; 14:6), and salvation is found in no other name given under heaven given to the human race by which one must be saved (Acts 4:12). In this paper the fate of the unevangelized will be analyzed and put in perspective to draw a Biblical conclusion of their true destiny. LaVerne Blowers gave a detailed description of what the word unevangelize means in a Biblical sense. They are those who have not yet had the opportunity to knowRead MoreProliferation of Churches5300 Words   |  22 Pageshtm Proliferation of Churches: A Leeway to Commercialization of Religion Anthonia M. Essien Department of Religious and Cultural Studies Faculty of Arts, University of Uyo, Nigeria E-mail: eteyesma@yahoo.com Tel: +234(0)8033596961 Abstract This paper posits that religion has become a top bracket business in Nigeria. This is occasioned by the agglomeration of autonomous, non-centralized, independent and illegally established religious movements in Nigeria. This situation favours commercializationRead MoreRastafarian79520 Words   |  319 PagesJamaicans regard as their cultural contribution to the world. Later I will return to these issues and will demonstrate how they contribute to the routinization of Rastafari in Jamaica. The nature of this book dictates a heavy reliance on documentary analysis. My focus is interpretation not ethnography. Therefore, I have not sought to generate primary data on the movement but to analyze and re-analyze the growing body of scholarly and popular literature on the movement, including sociological and anthropological

The Use of Money as a Motivational Factor in the Workplace Free Essays

string(101) " known that different people are motivated by different factors just as they are gifted differently\." Haohan Wu Vladimir V Kalugin PHIL 305 08. 19. 2012 The Use of money as a Motivational Factor in the Workplace Claim: This paper aims at proving that the use of money as a motivational factor in the work place is equitable to a bribe and should not be allowed. We will write a custom essay sample on The Use of Money as a Motivational Factor in the Workplace or any similar topic only for you Order Now Explanation of the Claim: To start off, there is need to explain as to what motivation means and how money comes into the equation. According to Saddiqui, motivation is the act of giving another person the incentive or a reason to do something (1). That is, giving the individual the hope or support to carry out a particular act. Psychology Today quips that motivation is the desire to do something (2). As such, motivating is the act of creating the desire to do something in an individual. That is, propelling someone towards doing a particular thing as opposed to pushing an individual away. To further explain the aspect of motivation, Bizhelp (para. 1) explains the Herzberg’s Two Factor Theory of motivation, which has it that there are two types. First of all are the factors that motivate the individuals to continue working. These are the factors that make the people appreciate their job; hence they continue putting all their efforts at it. On the other hand, there are the factors, which prevent job satisfaction. These are not, in whichever way, related to the happiness of the individuals. Rather, they just remove the unhappiness from work; hence making the people work more comfortably. In other words, they are referred to as the hygiene factors. Business Plan Hut explains that there are many ways of motivating the employees and those monetary incentives are one of the many ways (para. ). With the concept of motivation well explained, there is the need to look at the definition and explanation of a bribe, so that a comparative analysis of the two can be carried out to show that monetary incentives and the bribe are one and the same. According to the Merriam Webster Dictionary, a bribe is â€Å"money or favor given or compromised in order to influence the judgment or conduct of a person in a position of trust, or something that serves to induce or influence† (1). By bringing these two definitions together, that is the efinition of motivation by money and that of a bribe, it can be seen why this essay takes that monetary motivation is equivalent to a bribe. It comes out quite clearly that money is a major factor in bribing, just as it is when used as a motivation factor. The above explanations bring about a controversial issue as pertains to the issue of using money as a motivational factor. It is, therefore, quite important to look at the issue in more detail so as to come up with a solid argument as to whether money should be used as a motivation factor or not. The argument will be largely based on the definitions given, and will rely on the understanding of the writer as pertains to the issue of money and motivation. These factors will be explained in detail in the following section of the argument. Reasons for the Claim Below are some of the reasons as to why this paper holds that monetary incentives should not be used as a motivation factor within the workplace: 1. From the definitions given above, it can be seen that a bribe is a monetary incentive given to an individual so as to sway his decision or act in a given manner. In other words, it is practically buying an individual so that he can act in a manner that is in accordance with the desire of the individual giving the bribe. The same happens when an individual is given an incentive as a motivation factor. It is aimed at making the individual feel kind of obliged to give a particular service or deliver given results so as to get the incentive. By any means, this is a bribe in disguise, and should not be allowed at all since it leads to the corruption of morals within the organization. 2. Monetary motivation can be seen as a form of manipulation of the employees. This is where they are put in a position where they have to fulfill a particular requirement so that they can have the incentive. Practically, it is the kind of analogy where the employee plays the dangling carrot with the employees. The employees feel or assume that they are working hard so as to get a specific reward, while in the real sense; the employer is playing his cards so as to make the employees work even harder for him. The monetary gain seems so enticing for the employees that they work so hard just to get it, while all the time, the employer gets the lion’s share. The trick works in the exact manner as a bribe. Give something little and get much in return. 3. Monetary incentives can ruin or corrupt the morals within an organization. This can be seen in the cases where the employees understand that they have to achieve something or hit specific standards so that they can get the reward that is promised to them. As such, they can go to whichever ends so as to reach these standards, due to their need for the money. This works the same way as a bribe does. When people are bribed in order to do something, they have to make sure that they use whichever means possible to arrive at the expected result. Whether the means are wrong or right. In other words, there is total disregard of transparency or the ethics code of conduct. 4. Lastly, there is the fact that monetary incentive as a motivation factor can plant conflicts and unnecessary or unhealthy competition amongst the employees. It is well known that different people are motivated by different factors just as they are gifted differently. You read "The Use of Money as a Motivational Factor in the Workplace" in category "Essay examples" As such, when the rewards are given in terms of cash, there is a high possibility that those who get the reward work hard and continue delivering the results while those who do not get the reward are de-motivated. This works out exactly like a bribe. Some people are favored and others are not. Rivalry comes in within the organization and the performance is hindered. This caps the reasons as to why monetary motivation should be avoided. Therefore, there is always the other side of the coin in everything. In this case, there is another argument as concerns the use of monetary motivation, which tries to indicate that it should be allowed. The reasons are as stated below. i. First of all, it is acceptable that there are many ways of achieving a set goal. The same applies in the work place. When there is the need to motivate the employees, there are various methods that can be applied. The use of monetary incentives is just one of them. Therefore, there should be no hullaballoo as to why the monetary motivation is not used. In fact, monetary incentives hit the charts as one of the most effective ways of motivating the employees to achieve the goals of the industry, which puts the organization on the right track to achieving its overall objectives (Anon. , 1). ii. Just like in any other setting, it is agreeable that there are always the positive and the negative sides of any given act. As such, there are the advantages and the disadvantages of using monetary incentives as a form of motivation. As such, there is no need to demonize the act and term it as a bribe. Otherwise, if this was to be taken as the standard in different arguments, then a lot of activities would be written off since there would be the dark side in every single of them. In this case, the focus should be on the positives and the negatives, and whichever wins carries the day. Monetary motivation should not be ruled out even before it has been tried. iii. It is well known that in the business setting, the ultimate goal is to make profits and be the most competitive. This does not come all that easily since there are various hurdles that have to be overcome. Just like in any field, there have to be ways of going about these hurdles. When it comes to the employees, motivation, nothing seems to work out better then the use of the monetary incentives. As such there is no reason as to why this should not be employed in the business setting. iv. Lastly, it can be said that the main reason as to why people seek for employment is so that they can make money. This means that they work hard so that they can achieve this goal. As such, it can be seen that the main reason as to why they are motivated is what they get from the employment. As such, when monetary incentives are used as a motivation factor, they do not come in as a bribe. Rather, they just indicate to the employees that their hard work is all that matters. The more you work, the more you get. Simple and clear. Decision After looking at the reasons and the arguments presented above, this paper goes in favor of the claim. It, therefore, agrees that the use of monetary gains as a motivation factor should not be encouraged in the work place. It is equitable to a bribe, which is ethically and morally wrong. The reasons for taking this stand are well explained in the section that follows. Rebuttals i. While it is acceptable that there are many ways of motivating the employees, it is also important to look at the various outcomes of the different strategies that are applied. In this case, it has been proven that the use of money as a motivation factor has quite a lot of disadvantages that put the organization’s integrity at risk. As such, there is no reason as to why this method should be chosen while there are others that deliver the same result but at a much lower risk. Business entails making wise decisions, and using monetary motivation does not pay out in this case (Burns, 1). ii. As already explained above, being in business entails looking at the prevailing situation, analyzing the benefits and demerits of a given decision then making a decision from this analysis. This calls for a very practical and critical mind that cannot be deceived by the face value of a deal that seems to be so good. For this reason, it is agreeable that the use of money as a motivation factor has its advantages and disadvantages. After weighing both, it appears that the disadvantages are more. Why, then, should an organization take the risk while there are other safer ways of getting the work done? iii. It is commonly said and known that two wrongs do not make a right. In the business sense, it cannot be denied that there are the hurdles that have to be overcome. But just because the hurdles are there, it does not mean that anything passes as long as it aims at dealing with the hurdles. Rather, the spirit of doing things right should apply in this case. The hurdles should be overcome in a manner that does not create more problems. The methods used should be very ethical and straight. v. It is true that the reason as to why people seek employment is so they can make more money and live more comfortable lives. It is also true that people who get into crooked deals such as corruption, vandalism and embezzlement of funds also do so in a bid to make more money and live good lives as well. As such, this cannot be used as the reason fro using money as an incentive. After all, hum an wants are insatiable and money cannot quench them all. Instead of providing a shortcut to making more money, organizations and businesses should focus more on doing this in the right manner. Works Cited Anonymous. Employee Morale. Business Community, 2012. Web, 24th July 2012, http://www. ehow. com/employee-morale/ Bizhelp. Motivation in the Workplace. Bizhelp24. com, July 21, 2012. Web, 24th July 2012, http://www. bizhelp24. com/personal/employment-and-personal-development/motivation-in-the-workplace. html Burns, Gabriel. The Disadvantages of Extrinsic Motivation. Ehow. com, 2012. Web, 24th July 2012, http://www. ehow. com/list_6534932_disadvantages-extrinsic-motivation. html Business Plan Hut. Motivating Employees. Businessplanhut. com, 2012. Web, How to cite The Use of Money as a Motivational Factor in the Workplace, Essay examples

Balanced Scorecard free essay sample

Rivalry amongst competing firms – Apple is in the unique situation that it has its own proprietary operating system and only used by Apple. So although the competition is fierce for customers, it is a different type of battle for Apple than for others such as Samsung, Google or Microsoft. Apple does face stiff competition but it is in the battle for use-case preference. The Android or Windows OS is different than the Apple iOS and consumers make a choice as to which road they are going to go down. Apple is competing for winning this important thought process and decision-making process. They are not competing on hardware alone because Apple alone produces their products with their OS. The competition will continue for easily the foreseeable future, 10 years and beyond, as the world becomes more digitized. Force: Moderate Potential Entry of New Competitors – The barriers to entry in this industry are steep. In addition, financial measure is suitable for managers to make short-term decisions rather than long-term decisions (Kang and Fredin, 2012. p639). To some extent, balanced scorecard can avoid these problems. The balanced scorecard includes both financial and non financial information, it help managers to balances short-term and long-term interests when they make decisions (Kang and Fredin, 2012. p639). The financial aspects of the balanced scorecard sets forth the organizations financial goals, and measure whether the implementation of the strategy and implementation to contribute to the improvement of the final results of its operations. Balanced scorecard objectives and metrics are linked, this linkage includes not only the cause-and-effect relationship, but also including outcome measures and results in a measure of combined, ultimately reflected in the organizational strategy. In fact, recently the balanced scorecard has been used by 60 percent of Fortune 1000 companies in the world (Lipe and Salterio, 2002, p539). According to Kaplan and Norton (1996), the balanced scorecard which is  illustrated in Figure 1 is different from another strategy measures, it consists of 4 perspectives to evaluate company performance: the financial perspective, the customer perspective, internal business perspective and learning and growth perspective. 1) Financial perspective: Financial measure is the important one in balanced scorecard; it define the long-term goals in decision making, and it also can reflect the corporate strategy, shareholder satisfaction, strategy implementation and enforcement which are to contribute to improving the profitability of company. Financial measures are usually associated with profitability, operating income, return on capital, economic value added measure, or may be the rapid increase in sales and to create cash flow. 2) Customer perspective: emphasizing customers, managers ensure the key goals of customers and market which they will be competed, as well as the indicators in these target customers and market segments, managers should identify the need of customers. The customer perspective indicators usually include market and account share, customer satisfaction, customer retention, customer acquisition and customer profitability. Hence, the managers can throw these information to clarify the need of customers and market strategies, and then to create an excellent financial return. 3) Internal business perspective: focusing on critical internal processes which are illustrated in figure 2. In this perspective, managers should confirm the organization the key internal processes, these processes can help business units to provide value proposition to attract and retain customers in the target segment market, to complete the corporate financial objectives and to achieve shareholder expectations of excellent financial returns. In fact, this strategy is always formulated after evaluating financial and customer perspectives. Hence, it is closely linked to customers. 4) Learning and growth perspective: it closely communicates to another three perspectives. It emphasizes that if the enterprise want to create long-term growth and improvement, they should establish the foundation of framework. It is a future key successful factor. The another three perspectives of the balanced scorecard will generally reveal the actual ability of the enterprise with the necessary breakthrough performance gap between the ability, in order to bridge this gap, companies need to invest in improving employee technology, organizational procedures and the management system, these are the goals that balanced scorecard learning and growth perspective pursuit for, such as employee satisfaction, employee retention, employee training and skills, and the drivers of these indicators. Balanced scorecard is an effective system to evaluate the performance. It is a system from the four aspects to evaluate the companys strategic management of financial and non-financial information, it not only can effectively overcome many defects such as the lag of traditional financial evaluation methods, emphasizing on short-term interests and internal interests, as well as neglect of intangible assets, but also a science management system which evaluates the performance of one set of management control and strategic management. According to Shutibhinyo(2013, p4), companies usually use balanced scorecard to achieve their both short-term and long-term strategic goals, to communicate with the strategy to guarantee that employees has the same working objectives, and based on company strategy to align and integrate corporate planning. It indicates that balanced scorecard reflects the balance between the financial and non-financial measure, the balance between long-term goals and short-term goals, the external and internal balance, the results and the process balance, the management performance and results of operations balance. They reflect the organization operating conditions, contribute the performance evaluation tends to balance and complete, and it improve the long-term development, it is conducive to the development of organization. In fact, many companies have been benefited from balanced scorecard. As mentioned now, there are many successful examples of the balanced scorecard implementation; the most famous one is Mobil USMR (Cited in Kaplan, 2010, pp23 to 26). The Mobil USMR division introduces the Balanced Scorecard in 1993, in order to help Mobil become a decentralized, customer-oriented organization from a highly centralized, production-oriented oil company. The result is rapid and dramatic. 1995, Mobil industry profit margins from the last one jumped the first, and for four consecutive years to maintain this status (1995 to 1998). Adverse cash flow changed dramatically and the investment rate returns to the top among the same industry. Bob McCool, CEO of division, described how to use the Balanced Scorecard to improve their performance system: â€Å"For a meeting with a BU manager, I have the manager plus representatives from various [support units], like supply, marketing, and convenience-stores. And we have a conversation. In the past we were a bunch of controllers sitting around talking about variances. Now we discuss what’s gone right, what’s gone wrong. What should we keep doing, what should we stop doing? What resources do we need to get back on track, not explaining a negative variance due to some volume mix. The process enables me to see how the NBU managers think, plan, and execute. I can see the gaps, and by understanding the manager’s culture and mentality, I can develop customized programs to make him or her a better manager. † (Cited in Kaplan, 2010, pp23 to 26). Another successful example is Chemical Retail Bank, the Balanced Scorecard was introduced in 1993 to help banks absorb and merge another bank, the introduction of an integrated financial service, to accelerate the use of electronic banking. Balanced Scorecard clearly stated strategic focus, and establish the contacts for strategic management and budgetary framework with the planned three years, the rate of profit increased 20% after introduced balanced scorecard (citied in Kaplan and Norton, 2001, p3 ). Balanced Scorecard emphasizes the causal relationship in performance evaluation system, by the completion of the financial perspective, customer perspective, internal business, and learning and growth assessment indicators to achieve the ultimate financial goals. Here, balanced scorecard is used to associate the original objectives and the translation of management strategy (Figge, Hahn, Schaltegger and Wagner, 2002, p272). Apart from this, the study by Davis and Albright (2004, p152) pointed out that the balanced scorecard can improve the financial performance to some extent, they supposed that compared with the traditional management accounting system, it can improve the financial performance. That means even in financial perspective the balanced scorecard performance system is still better compared with the traditional system which only focus on financial information, so in fact, because balanced scorecard have four perspectives which were connected with each effectively, to some extent it will improve not only financial performance of organization but also another performance. It is obviously that balanced scorecard have many beneficial perspectives in organization performance system, but how it work effectively with organization strategic management system? A role of balanced scorecard in strategic management accounting According to Figge, Hahn, Schaltegger and Wagner (2002, p269), the balanced scorecard provides a valuable methods for managers, managers need a model which includes both financial and nonfinancial measures, with the cause relationship between customers, financial, internal business process, and capabilities. That supported that balanced scorecard is an effective system for many companies, but in fact it is not suitable for every companies. Through the literature review, balanced scorecard is suitable for these organizations:senior managers who have a short-term behavior. 2. Lack of effective employee performance management system. 3. There are many problems with branch companies’ performance management, such as false profits, short-term behavior. 4. The company which hope to achieve breakthrough performance. 5. The firm hopes to achieve long-term development and to create a famous brand. 6. The company needs standardized management; improve the overall management level and improve organizational strategic management capacity. 7. The firm which want a faster response with the market. Implementation difficulties and solution There is no doubt that balanced scorecard is a successful performance evaluation system, but in fact how to use balanced scorecard efficiently is hard to do. In fact, sometimes balanced scorecard may not be a suitable for some companies, because balanced scorecard is not easy to implement. According to Norreklitt (2003, p592), he address an example, if now is a raining weather, the floor will be wet, but conversely, it can not be concluded that if the floor is wet, the weather must be raining, it may be snowy or just sprinkled by automatic sprinkler. Therefore, use the balanced scorecard not means success. Norreklit also indicated (2003, p592) that the balanced scorecard focuses on to solve the strategy implementation problems, but the management control system is a hierarchical system which is from top to bottom, so the balanced scorecard is hard to carry out in the system, and to some extent it is a questionable model in strategic management accounting. All the information reflects that how to use the balanced scorecard in right way in strategic management accounting is very hard but necessary. As a result, in what way to use the balanced scorecard effectively and what company is suitable for balanced scorecard implementation? Let through some different examples to analysis this problem. Before address the examples, some barriers of balanced scorecard implementation should be showed, the barriers are existed in organization when implement the balanced scorecard, there are some different from different study. According to Kasurinen(2002, pp325 to 328), Argyris Kaplan(1994) announced that the barriers are erroneous education and sponsorship process which need to change in the future with some innovation, and another one is erroneous internal commitment creation process. The second study is suggested by Shields (1995), the internal processes are related to behavioral and organizational implementation, and it is stored with variables. Thirdly, the structures of company may be the barriers which need to change (Roberts Silvester, 1996). Furthermore, Markus Pfeffer (1983) supposed that the successful strategy implementation is closed to companies’ culture and the distribution of managers’ rights, and in addition the erroneous agreement of companies’ objectives is also the factor and organizations need to improve technology for achieving objectives. Fifth, Brooks Bates’ (1994) study supported that the foundation of organizations culture are the barriers with implementation. In addition, how to protect a new system is a problem, some companies are failure to do it, and some organizations are failure to find a right way to balance production and accounting though a new performance evaluation system (Scapens Roberts, 1993). Finally, Strebel (1996) showed that when the organization does the implementation, the different voices will come into the public, that is a barrier when the new system is implemented. From these barriers, it can be seen that managers are important factor in balanced scorecard implementation, Rich’s (2007, p10) study supported that the decision making were based on managers, and in fact the decisions they thought at beginning were not important factor related to the results. But if pre-weighting is used for the outset of decision making process, managers should do more at the time division when they make decisions. However, if they do not to make decisions by workable thinking to balance each performance measures, the  performance may not be reflected the general business strategy in the right way. Finally, this study indicated managers can not use all performance for their decision making, but the important thing is that managers would be the most important part in balanced scorecard measures. This investigation also supported that manager is an important factor in balanced scorecard implementation. As mentioned above, because of the barriers, the implementation of balanced scorecard is very difficult in some ways. Hence, even for a successful manager sometimes is also difficult to use balanced scorecard effectively, Wynder (2010, pp229) also pointed out that â€Å"The Balanced Scorecard with its large number of performance measures presents a complex task to a manager asked to use the scorecard to evaluate a division’s performance. The manager could, theoretically, weight and combine the many measures into an overall evaluation of the business unit but this is, cognitively, a very difficult thing to do. Research in cognitive psychology has repeatedly shown that humans are able to retain and use only a small number of items in working memory (Baddeley, 1994 and Miller, 1956). With this limit on working memory, holding 20 or more individual measures in one’s head and mentally manipulating them simultaneously is extremely difficult, if not impossible. Thus, the volume of data in a Balanced Scorecard suggests that it may overload human decision makers with information. (Lipe and Salterio, 2002, p532). † In addition, according from another study (Libby, Salterio and Webb, 2004, p1091), with their experiment result, it can be concluded that when the balanced scorecard was used by the senior management, the divisional managers should evaluate the performance and gather the relevant information it would be helpful for managers to use the revelent information to make decision and evaluate performance in balanced scorecard system. Theses evidences all supported that it is hard to use balanced scorecard, but balanced scorecard is a system, managers need to accord some principles. There are some principles of balanced scorecard implementation, Kaplan (1996, p3) pointed out that a successful example of balanced scorecard implementation is Mobil, CIGNA and Chemical (Chase) Retail Bank which introduced balanced scorecard measures early in 1993. The balanced scorecard measures by these companies all relied on five principles: â€Å"1. Translate the strategy into operational terms. 2. Align the organization to the strategy. 3. Make strategy everyone’s everyday job. 4. Make strategy a continual process. 5. Mobilize change through executive leadership. † The study by Kaplan and Norton (2001, p6) provide a example which related to principle 3, the National Bank Online Financial Services (OFS) have used balanced scorecard to improve the screen and rank budget initiatives. The first time it used have set three criteria:†1. Helps OFS achieve a strategic objective (defined by the strategic themes on the balanced scorecard). 2. Builds competitive advantage. 3. Builds sustainable points of differentiation. † Theses three criteria were used to grade each initiative which handled into two categories, â€Å"strategic† and â€Å"business as usual†. Thus, screens were separated operational budgeting task from strategic budgeting tasks effectively. And the senior managers used new methods to support strategic objectives which were based on the balanced scorecard ranked for the budget. This is a good example which is linked to the principle 4: make strategy a continual process, it focuses on strategy implementation especially the continual process and always sorted into two different processes: operational budgeting and strategic budgeting. In terms of the pitfalls of balanced scorecard implementation, Kaplan and Norton (2001, p8) showed that the pitfalls of balanced scorecard implementation are in two main perspectives: design failure and process failure. In terms of design failure, they pointed out that balanced scorecard is not suitable for design strategies; the premise of using balanced scorecard is that companies should have the common strategies. Apart from this, senior managers should not use too many or too few measures in performance evaluation system and they need to make the strategies in any level. When it comes to process failure, the balanced scorecard is not a process improvement method it is similar to the sports scorecard, balanced scorecard does not process how to do it, it is just based on quantitative way to tell the companies to do what. However, sometimes because of the poor organizational process the most common failures can be separated from seven aspects: â€Å"1. lack of senior management commitment. That means the companies should improve their management standard, because senior management should  make the long-term strategies and another mangers should have abilities to implement. 2. Too few individuals involved. Commitment must come from the appropriate decision-makers to keep business practices in line with strategic objectives. 3. Keeping the scorecard at the top. The balanced scorecard is effective; it must be share with everyone in the company. 4. An over-long development process. The most successful implementations always start with missing measurements; the organizations simply learn by doing. 5. Treating the balanced scorecard as a systems project. This has little to do with the engaging strategy that should be at the center of the balanced scorecard management system. 6. Hiring inexperienced consultants. 7. Introducing the balanced scorecard for compensation only. Companies must translate the strategy into term each of employees can understand. †(Kaplan and Norton, 2001, p8). In fact, not all companies are suitable for balanced scorecard, although the company have become a big organization in the world, it still have different difficulties in strategy implementation.

A Streetcar Named Desire Film Analysis free essay sample

These actors take on the difficult task of bringing two complex, emotional characters onto the silver screen. With spot-on reactions to each others theatrical advances, the pair create an experience that is both enjoyable and expressively coherant. Vivian Leigh was cast for the role of Blanch DuBois for various reasons. She was white, slender, beautiful and had already acted in several other films. Tennessee Williams, the author of the original play, saw Leighs performances in plays such as â€Å"The School for Scandal† and â€Å"Antigone†, and decided that she was perfect for the role. All that Leigh needed to change was the color of her hair, which was originally black. Leigh does a splendid job of portraying Blanches ascending insanity by seamlessly transitioning from melodramatic anguish into her signature faux semblants, or pretense. An example of this is the scene where Blanche sits alone in Stellas apartment crying until a delivery man comes to the door. We will write a custom essay sample on A Streetcar Named Desire Film Analysis or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Blanche is then quickly transformed into a mysterious temptress who seduces the young man into kissing her. Leighs uncommon ability to switch from such extreme emotions brings a refreshing distinction to the film. Blanches eccentric and offbeat personality requires a talented actress to be be fully realized. Leighs acting style works well with the other actors, and expresses a coherence so profound that one might often forget that she is acting. The role of Harold Mitchell was one that needed to be fulfilled in order for the script to make sense. Mitch is described as being two hundred and seven pounds, six foot one and having â€Å"a massive bone structure†. His physique is an important aspect of his character, thus making it imperative for the actor to meet these conditions to be casted for the role. Karl Malden is tall and bulky, with a large nose and a receding hairline. These traits accenuate Mitchs awkward demeanor and informs the audience of how lonely he is without him having to say it. Malden also shares Leighs ability to transition between emotional extremes. For instance, in the beginning of the scene where Mitch confronts Blanche about her lies, he is silent. Though after hearing more of her absurd grip on reality, he snaps into an aggressive brute who pins Blanche to the wall. Maldens on-screen chemistry with Leigh is apparent throughout the film, and is believable the entire time. Vivian Leigh and Karl Maldens performances perfectly depicted the tragic twosome that is Blanche and Mitch. With Leighs seamless transitions of polar-opposite emotions and Maldens angry yet passsionate fits of rage, the two give what are easily the best performances of the film. From their intriguing introductionto their dreadful departure, no purer chemistry has been captured so passionately.

How To Write Management Essays Correctly

How To Write Management Essays Correctly Management Essay: Writing a Top-Notch Essay Many people perceive management as a study that only CEOs and management professionals should gather knowledge from. This is, however, a wrong thought that should be avoided. Management skills are for everyone, as we all apply it at a particular point in your daily activities. In practice, you can only master this skill less from the books you read, and more in the real world. However, you cannot undermine the strength of your theoretical knowledge as it still applies in mastering management skills. Below I will provide you with step by step processes and tips on how to come up with a strong management essay worth an A+ grade. Basic knowledge for writing a management essay A management essay is meant to test the knowledge of a student on a specific subject in question. It requires critical thinking which requires you to be more creative when crafting your arguments and the whole work altogether. To begin with, read through the prompt and understand what is required of you. Remember that the answers and arguments you put in your essay will assess your knowledge and understanding of the theory aspect of management, and how you will apply it to practice. Below are some key pointers that you need to consider to craft an impressive management essay: The structure of a management essay As an academic assignment, management essay still has to follow a particular format to ensure the presentation has a logical flow of ideas. Here is the structural orientation that you should follow in writing a captivating management essay. a) Introduction Quickly introduce your paper and concisely explain its importance Briefly discuss the aspects that contribute to the topic of discussion Present a well-structured thesis statement. b) Body Paragraphs Introduce each argument in a separate paragraph Each paragraph should begin with a topic sentence of your argument The number of paragraphs in the body on your work will depend on the number of arguments to be presented Give supporting evidence for each argument presented Provide a logical transition from one body paragraph to the other c) Conclusion Briefly restate the thesis statement presented at the end of the introductory paragraph Restate in a summative manner. All the main points addressed in your body paragraph Provide proof of the authenticity of your thesis statement in the real-life business sector Tips for writing a management essay After you have read and understood the structure of a management essay, its time to embark on writing it. Below are helpful tips that will enable you to craft a good essay: Introduction Writing an introductory paragraph can be a bit challenging for students who depend on their theoretical knowledge more than the practicalities of the same knowledge. In simple words, management is a practical skill, and you cannot present an introduction based on the theoretical aspect of the coursework. Even though you are required to introduce the topic of discussion briefly, it is also required that you highlight the practical meaning of the topic you are to discuss. When you succeed to hook the reader to your work, give a brief summary of the problem that is to be addressed. Uses between 2-3 sentences to do this, and provide an overview of the aspects you are to support with relevant evidence. Finally, describe your thesis statement which should pose the main argument of your whole work to be discussed further in the body paragraphs Body Paragraphs Each body paragraph should describe a single point of view that is to be argued by the writer. Make sure you have a rough draft of the main point you are to discuss. Also, begin each paragraph with a topic sentence that sums up the whole content of the paragraph. This helps the professor in skimming through each paragraph without reading through each sentence. Lastly, remember to use transitional words which will provide a connection from one paragraph to the other. This is important in the making sure your work has a logical flow of ideas thus awarding you with a quality academic score. Conclusion You should know that the conclusion part is a summary of your management essay which should not have any new information other than the o presented in your body paragraphs. The main purpose of the conclusion part is to give the reader a summative text that ensures all addressed points have been substantially argued and a comprehensive answer realized. As always, the conclusion also covers the thesis statement and proves it’s validity to the work you have presented.   Remember to be brief in explaining your points as argued in the body paragraphs to make sure that the reader still remembers and relates to your arguments and perspective in general. Identifying the right sources for your management essay As you work on your paper, remember that as an academic essay, your paper requires you to use credible sources to back up your major points. However, some sources such as Wikipedia are discouraged since it allows any person to edit its articles. Also, keep your distance from blog posts which are mostly written for the sake of entertainment rather than educational purposes, thus not considered valid as per the professional academe requirements. There are several credible sources that you can use. For example, an online magazine such as the New York Times is a reliable source of information. Previously published academic work can be used too, which are available in both online and the institution’s database.   Your local library can also come in handy, although it cannot be considered as the best source for a management essay. Google scholar is also a credible source. Polishing up your essay Proofreading your work is of importance once you finish the writing part of it. This will help you to detect and edit ay form of grammatical, spelling or punctuation errors. Form the prompt; make sure you follow the formatting guidelines that have been given. If you fail to follow the instructions given, the professor will be left with no option but deduct a few points from your written work. As for the structuring of your essay as per the various academic styles (APA, MLA, Chicago Turabian), follow the one which you have been instructed by the professor in the prompt. By following the required instructions on the prompt, you are guaranteed of higher grades on your management essay.

Demand Shock in Economy Assignment Example | Topics and Well Written Essays - 1500 words

Demand Shock in Economy - Assignment Example The movements from A to E represent the reactions of the parameters due to the demand shocks (Mankiw, 2006). At period t+4 since the DAS curve continues to move downwards as a result of the low inflationary pressure in the period t+3. As the negative demand shock that is described in this situation persists the DAD curve returns to its actual position which is DADt-1, t+4, thus the economy moves to point F. Since the DAS curve is lower than it was earlier, so a recovery process will cause the curve to move upwards to point A. This may be due the rise in employment level or an increase in the wage rate by the workers in the economy or a general rise in the output level owning to the inflation prevailing in the economy. Source: Mankiw, 2006 Answer to question 2 As the economy undergoes a demand shock, the central bank responds immediately to combat the ill effects of such a shock. Generally in real case scenario the shock persists for several time periods. A negative demand shock calls for a fall in the output and the inflation level. Therefore the Central bank responds by lowering the level of interest rate. Now as the interest rate falls, so the level of goods as well as services demanded rises. Thus the contractionary effect of demand shock is offset. As the inflation level falls, so does the expected inflation level. As a result of the demand shock the nominal and the real rate of interest falls, however as the shock disappears the interest rate too increases (Mankiw, 2006). From the adaptive expectation rule we have Et (?t+1) = ?t, so Et-1 =?t, or ?t = 2% i.e. 2 The nominal interest rate is given as i= ?t + ? + (?t –?*) + ?y (Yt – Y) i = 1.091+.02+0.5(1.091-0.2) + 0.5 (96.36 – 100) = -0.1745. Real rate of interest Rt =... As the economy undergoes a demand shock, the central bank responds immediately to combat the ill effects of such a shock. Generally, in real case scenario, the shock persists for several time periods. A negative demand shock calls for a fall in the output and the inflation level. Therefore the Central bank responds by lowering the level of interest rate. Now as the interest rate falls, so the level of goods, as well as services, demanded rises. Thus the contractionary effect of demand shock is offset. As the inflation level falls, so does the expected inflation level. As a result of the demand shock, the nominal and the real rate of interest falls, however as the shock disappears the interest rate to increases.Inflation targeting is basically an economic policy whereby the Central bank of the economy tries to project a targeted level of inflation and tries to drive the economy towards that level by using various monetary tools. If the prevailing rate of inflation is above the target then the Government raises its interest and the opposite happens when the inflation is below the target.A negative demand shock causes the inflation level of the economy to fall. Therefore the Central bank loosens the monetary policies so that the economy comes back to the targeted level of inflation, this further causes the economy to go back to the full employment level. Since the interest rate rises as the inflation are above the targeted level, this prompts the Central banks to go for inflation targeting.

Business strategy of General Motors Essay Example | Topics and Well Written Essays - 2000 words

Business strategy of General Motors - Essay Example This research will begin with the statement that the automobile industry is among the ancient companies whose presence has the effect in the economy. Although experiencing a process of evolution over time, the automobile industry boasts of dominance in the economy. Statistics support this assertion, given the fact that automobile industries employ almost 10 percent of the entire American population. The present research has identified that General Motors is among companies that continue to grow and develop in tremendous lengths. Thanks to excellent strategic plans based on powerful long-term goals, the multinational has spread its wings with a vast geographical presence in all the continents. The author has rightly presented that from America, where the company was founded in the early 20th century, over and across to Africa where dealer shops have been established, General Motors satisfy a lot of customers. Dealing with a wide range of products, the company mainly assembles vehicles and provides spare parts. This paper illustrates that being the mother company to such subsidiaries as renown Chevrolet, Buick, and even the Cadillac, General Motors specialize in personal vehicles; this way its customer bracket entail individuals seeking comfort and convenience, as that their vehicles are customized in order to satisfy those very needs. By doing that, the company manages to maintain its customers as well as attracting potential buyers.

I Research Paper Example | Topics and Well Written Essays - 750 words

I - Research Paper Example The advertisement is audacious as well as catchy to the consumer due to the ‘take a look at me’ colors that are used as well as the bold texts located in the fourth chapter (Belch, 2009, p 119). The advertisement is aimed at the girl and women consumers with bold words that say that, ‘Now you have the power’. The main purpose of the advertisement is in the promotion of the gel whose main purpose is in the styling of the lady’s hair which tends to come in different forms as well as is primarily focused on the red color. One of the main purposes of the ‘Now you have the power’ tag is to let or rather assure the consumer that despite the fact that they may not have the ability to change some other countenances of their lives, they can be assured that this gel will be able to change the object aspects of their lives. The latter tends to give the consumer a sense of assurance as well as a trust with the brand that this is a product that is wor th trying out as well as relying on it. One of the channels that I would make use of includes billboards, television advertisements and internet- social media. The reason for the use of the television advertisement is that the product is mainly aimed at a target audience that is not yet decided on the gel that they want to use or want to change the one they use and the largest undecided lot is the younger generation due to the fact that these are times that they tend to try out the things that suit them most in terms of the aspects of beautification. The use of the television advertisements is based on the sense that the younger generations are the ones that are mostly glued to the television sets therefore it will attract them more to use the product. The use of billboards is aimed at research results that show the highest numbers of the target audience residents as well as routes of transportations so as to ensure that they get to see that the product exists. The use of social med ia is based on the earlier said principle that most of the target audience is young. As research shows, most of the younger people tend to spend a lot of their time on the social media which is why it will be most suitable basing this on the sense that if you advertise a product whereby most of the target market is located, you will most likely win their minds. The backlash that would arise would be in the television advertisement basing this on the sense of the chosen time for the run of the advertisement, the target audience’s attention is captured by another show on another station or an issue that might affect the running if the advertisement such as national breaking news. The second advertisement that I selected is one found in the fourth chapter is one that was meant for the purpose of the promotion of Michelin tires. This advertisement is aimed at an audience target that is more likely to purchase the product which in this case is most likely; families, males or any o ther person who owns a car (Belch, 2009, p 124). One of the things that tends to make the advertisement eye catching is the fact that they used the Michelin mascot in their advertisements. The Michelin mascot is a pumped up cartoon version of a stout tire like a man who is saving a bunch of woolly adorable creatures. The advertisement shows a car that is driving along the woods on a night that can be described as

Decline in sales at Fischer Holmes

Decline in sales at Fischer Holmes 1.0 Introduction: 1.0.1 Purpose and Background: The purpose of this report is to determine the cause of the decline in sales at Fischer Holmes and to recommend possible solutions to the prevalent problems. This report is in response to the declining sales of the last 8 months. By compiling data gathered from psychological tests undertaken by sales staff over the same periods in the past 4 years and comparing this with the sales figures of the respective periods, we have come up a graph shown in appendix 1.The graph indicates a direct relation with the morale of the sales staff and the decline in sales. The drop in morale seems to have started when FH underwent company-wide restructuring a year ago. This restructuring led to untrained sales agents gaining promotion to sales manager. 1.0.2 Scope: Discuss and analyze each problem individually: How and why the specific problems have occurred. Recommendations will also be discussed individually per problem: What will recommend needs to be done to rectify the problem. 1.0.3 Methodology: Observe the work area and how personnel interact with each other. Examine all personnel records and employment histories of sales staff. Conduct interviews and psychological evaluations with sales personnel. 2.0Background: Name of company, purpose, year established, countries which it operates in. 3.0 Results and Recommendations: 3.1 Downward Communication 3.1.0Problems: The problems we have encountered include poor downward communication in general from sales managers to agents and also poor downward communication by managers during team meetings. 3.1.1Analysis: From the collection of data we, as a company, hypothesize that the promotion of these managers without appropriate management skills and training has resulted in a lack of concern and care for their subordinates. Further to this, it has been discovered that managers are predominantly using fear to generate desired sales. This becomes apparent in team meetings, where the managers clear lack of managerial competence becomes obvious through the agents forcefulness towards sales staff in an attempt to make more sales. Psychological data gathered shows that sales agents morale is at their lowest after team meetings. We further theorize that this overall negative attitude of several sales managers has resulted in lack of motivation and increase of absenteeism amongst the sales agents; which has led to their dismal performances. 3.1.2Recommendations: We have come up with a number of solutions to combat these workplace problems and have compiled them in a list as follows: Conduct an in-depth analysis of the sales managers current skills to determine their managerial traits and ability to lead a sales team. We Recommend that those found fit will undergo individual coaching by People Bridge and those found unfit will attend a comprehensive management skills training workshop and will also undergo individual coaching. Conduct meeting facilitation workshop focusing on creating an agenda and motivation of a sales team. Have a â€Å"People Bridge† consultant sit in during the first few sales team meetings as a follow-up step. All sales managers will undergo communication skills workshop. Have all managers join Toastmasters Clubs in their area as a follow-up on communication skills training. 3.2 Upward Communication 3.2.0 Problem: Another main problem we have encountered is the poor upward communication by sales agents who have not been submitting their sales reports to their sales managers and also the poor upward communication by sales managers in submitting â€Å"guesswork† reports to higher management. 3.2.1 Analysis: From conducting this investigation, People Bridge hasfound that sales managers do not have concern for the importance of the data provided in their agents sales reports. We have observed that sales managers seldom require their agents to submit their reports. In a survey conducted on the sales agents, we found that 89% of the agents did not know the proper format of a sales report and that 76% did not know that they were required to submit a sales report. We have also observed that FH does not utilize a contact resource management (CRM) system.YOU NEED TO EXPLAIN WHAT A CRM IS AND WHAT IT DOES!!! We further theorize that sales managers will often submit â€Å"guesswork† reports to higher management. This is due sales managers inability to recognize sales reports from their agents and therefore go to higher management for support. In a related survey, 100% of the sales managers submit their reports but the apparently wrong information submitted by the sales managers may have led management to misread the market and come up with ineffective strategies to augment company sales. 3.2.2 Recommendations: People Bridge has come up with several solutions have been found to fix these problems. These include: Employing a free web-based CRM and make it compulsory for the sales team to use. Coach higher management on how to use the CRM to monitor all sales activity. By doing this we hope to encourage the sales agents and managers to do their reports. Conduct training to all necessary personnel on how to use the CRM. Conduct refresher sales training for existing sales agents focusing on the importance of reports. Conduct data analysis training for sales managers. Purchase permanent CRM if necessary. 4.1 Recommendation Summary and Conclusion: Our recommendationspredominantly focus on the sales managers and how to bring them up to the competency level FH requires. Complementary trainings and coaching needs to be scheduled for higher management and the sales agents in order to support the activities for the sales managers and get the business back on track. We have divided the recommendations as follows: Analyse Conduct an in-depth analysis of the sales managers managerial skills, reporting habits and attitudes to determine proper courses of actions. Trainings, Workshops and Coaching This is to arm all necessary personnel with proper skills, habits and attitudes to ensure every employee is equipped to perform their task. Software Application (CRM) This is to create a quick, effective and easy reporting environment that higher management can utilize to monitor what transpires in the sales department. It is apparent that the main problem is the inability of sales managers to communicate and lead their teams. Therefore, it is imperative that we train the sales managers immediately and that the avenues of communications (CRM, meetings, etc.) be utilized properly. By doing this, we will be able to regain your â€Å"lost ground† in sales.

Ethnic Cleansing in Kosovo What Happened Before and After NATO Interven

What Happened Before and After NATO Intervened in Kosovo Imagine waking up one day to the thundering of blows given at the door telling you to â€Å"open up or be shot down.† It is the Serb police, and they are telling you that you and your whole family had to leave your home immediately. This is how it went for many Albanian people during what some Serb extremists called â€Å"demographic genocide.† This was the beginning of what many would call the Kosovo War, and it lasted from March to June 1999. After NATO’s intervention in Kosovo, something strange happened. Now the people being victimized were the Serbs and anyone who was â€Å"friendly† to them. In this paper, I will speak about what happened before and after the war in Kosovo. Most war victims during the Kosovo War were considered victims of ethnic cleansing, which is the internationally condemned practice of driving out members of other nationalities from territories that had been part of the SFRY (Socialist Federal Republic of Yugoslavia) . All of this began with the presidency of Slobodan Milosevic in 1988 who was president of the Serbian League of Communists and also Serbia a year later. He began a campaign to reassert communist dominance as well as Serb dominance. He purged into countries such as Croatia and transformed its army from one that wanted to preserve Yugoslavia to one that wanted unification of all Serb populated territories and eventually create a Greater Serbia. A way that Milosevic felt he could achieve that task was through a strategy of ethnic cleansing and the expulsion and massacres of the non-Serbs. Milosevic’s main goal in Kosovo was to expel Kosovo Albanians population in an effort to ensure continued Serbian control over the province. Du... ...s to ‘peace’. We see no hope in the ‘peace.’† Bibliography: O’Niell, William G., Kosovo: An Unfinished Peace. Boulder, CO: Lynne Reinner Publishers, Inc., 2002 Juka, S.S., Kosova: The Albanians in Yugoslavia in Light of Historical Documents. New York, NY: Waldon Press, Inc., 1984 Hosmer, Stephen T., The Conflict Over Kosovo: Why Milosevic Decided to Settle When He Did. Santa Monica, CA: RAND, 2001 Doder, D. and Branson L., Slobodan Milosevic. Columbia University Press, 2004. http://www.infoplease.com/ce6/people/A0833245 The Indictment: â€Å"Kosovo†. 11/16/2004. http://www.un.org/icty/glance/milosevic.htm Yansong, Lu and Rongbin, Xie, Post-War Kosovo Revisited. People’s Daily (Cn), November 2, 1999. http://web4.peopledaily.com.cn/english/199911/02/print19991102F108/html Post War Sufferin. 11/16/04. http://www.kosovo.com/home2.html