Kami Corporation

Kami Corporation
CASE ANALYSIS OF KAMI CORPORATION
Any type of business always requires effective communication. At any one point there is never over
communication and as the case study of Kami Corporation pointed out there is a need for
communication and cooperation.
Expansion and growth of a business is always a positive. However, there are also many draw backs
but with effective management, communication and all the components necessary for prosperity the
business will definitely succeed. Kami Corporation is a new company formed from under the Mega
Corporation umbrella. This new business venture was especially formed to assemble and produce
Aiwa TV's. Aiwa is a subsidiary of Sony but their TV's has a weaker position than its ... Show more
content on Helpwriting.net ...
Productions were sometimes halted due to this. At times there would be all the materials but then it
would be at customs and not at Kami's operating factory. There were also times when the products
were already completed but could not be located at Kami's own warehouses. This was definitely not
acceptable for operations to run smoothly.
Clearly there was an existing in house problem and this problem needed to be addressed
immediately but with some care and diligence. This had much to do with working unitedly and
having effective communication. Working unitedly would be in terms of team members playing
their roles in a very professional and effective manner. Attitude towards each other and for the types
of work is very important. At the start it is shown since orders for materials were out sourced and
then imported. Orders were placed from Kami only through Mega Corporation which until the end
when the parts need clearance involves Kami. Kami then would have to be very vigilant in regards
to following up with orders that were placed. At times there were wrong orders but then even when
products were completed Kami was not so keen on warehouse storage.
A warehouse should be very organized and this was not the case for Kami Corporation. Finished
products were mixed with rejected components and waste materials. Adequate space and storage to
have these finished products be organized properly were available only if everything had order
... Get more on HelpWriting.net ...

Montvale Dairy Queen
Since the age of 15 I have worked at the Dairy Queen in Montvale, NJ. The Montvale Dairy Queen
was opened in 1957 by a family with the last name of Stoll and since then it has remained in their
family. Unlike a lot of Dairy Queens that are indoors the one I work out is essentially a free standing
"shack" that uses windows to receive people's orders and where people receive their ice cream and
other treats. In the owner's eyes, family is very important which makes working at this specific
location difficult at times. Most of the employees at the Montvale Dairy Queen have had some sort
of family member currently working on property or have had family members work there in the
past. There have been times that family issues have been brought ... Show more content on
Helpwriting.net ...
They have always given me things to look forward to as well as made the day interesting and have
always made me feel welcomed.
Overall the management style at The Montvale Dairy Queen may be a little hectic and are not
always ethical but in my opinion the negative aspects don't outweigh the positive aspects of working
at DQ. I still love each and every one of the managers for different reasons and I have never felt
immediately threatened by any of their actions but I understand why it may concern other
employees. Due to the positive as well as negative management practices I have learned a lot about
the correct way to manage a food and beverage establishment, specifically a family owned one
throughout the past several

Why An Individual Colleague Has Difficult Behavior
Running any business has its own challenges; however, most companies encounter difficult
employees, how can this issues be solved? First and foremost understanding why an individual
colleague has difficult behaviour. I have chosen to analysis why difficult staffs could be
problematical to any business. How does the role of a manager/leader play within the business to
have effective employees, whom can work as team player and perform at high standard?
Furthermore looking into the negative impact it has on a business and what could be the solution of
having great working efficient staffs. I based my research finding on google books, as well as using
online articles. Firstly, every business establishment has leaders whom play major role in, managing
productive staffs. The managers must have effective communication skills; for staffs to understand
their roles within the business, what their daily duties are. Instruction must be given as to when
deadline must be implemented. Adequate tools and equipment 's must be provided, for example
within the retail industry merchandise products must be replenished on the shop floor and never
should it be out of stock as this will prevail the input of staffs to feel lack of motivation, therefore
the employees will call in sick rather than go into work place, that has no stocks to sell to customers.
If staffs do not apprehend the role of their jobs and responsibilities, these might bring on stress and
inadequate of performing daily tasks.

Manhattan Country Club Job Analysis
For our final team project our group has decided to analyze and look at a Food and Beverage
Manager at the Manhattan Country Club. According to the Bureau of Labor and Statistics in 2014
there were 305,000 Food and Beverage Managers that made an average salary of $48,690 per year.
Some of the important duties of the job we found were overseeing employees to hire, fire, and train
them. They need to ensure employees are complying with health/food safety rules. It is also
important for Food and Beverage Managers to take food and beverage complaints and handle them
properly. They also need to schedule staff and assign duties and responsible to each person. A big
part of any job is also dealing with budgets and managing payroll. This job entails ... Show more
content on Helpwriting.net ...
If we are looking to fill the position of a Food and Beverage Manager it would be particularly smart
to recruit from the inside. We think it would be in the company's best interest to recruit from the
inside because in the restaurant industry is hard to get thrown into the environment and dynamic
when you are on the outside. When recruiting internally it is easiest to let employees know there is a
job opening by word of mouth. We think it is important to send a notice out to all employees to
ensure they all have a fair opportunity to apply for the position if they feel fit. This is a good idea to
recruit internally because it shows everyone inside the company that they can move forward and
advance if they meet the standards. It would be typical for an assistant manager to advance into the
position of an active manager. When we are recruiting internally it is important to keep employees
feelings in check. Jealousy could arise and it has to be clear that everyone has a chance to apply for
the position, but not everyone is as qualified as we need them to be. Some of the criteria we need for
this position is experience, problem solving skills, and knowledge of profit and loss statements.
ServSafe certifications with alcohol and food safety would be helpful. It is also important to be
educated with CPR. Among safety concerns it is important to have physical qualifications for the
job. These qualifications include being able to lift at least 50 pounds, and being able to be on feet for
around 12 or more hours a day. This job can be very demanding at times. It might be unusual for
some of these physical demands, but since we are dealing with a smaller staff sometimes situations
arise where help isn't always going to be available. Our group went to the Manhattan Country Club
to interview our Food and Beverage Manager to get a list of qualifications needed to fit the job
description and

Bsbhrm405A
Assessment Task Number
1
BSBHRM405A Support the recruitment, selection and induction of staff
Assessment task 1
Shift Supervisor for Star Industries – Interview Portfolio
RECRUITMENT AUTHORISATION REQUEST
Recruiting will not commence until this form is completed and approved with a Position Description
Attached.
Date: 09/02/2014
Business Unit: Star Industries Department: Manufacturing
Job Title: Shift Supervisor Oracle Cost Code: N/A
√
Tick If New Position Replacing Existing Staff Member
Name of Present Incumbent: (the person holding the position leaving)
Mr Bob Brown__________________________________________________________
Position Reports to: Plant Manager NSW – Gary Denver ... Show more content on Helpwriting.net
...
Carry out the recruitment, selection, induction and training of staff. Process weekly payroll
information and ensure compliance with remuneration policy. Ensure sufficient stock of all items is
kept in good order to meet foreseeable demands as per production plan. Maintain a stock control
system ensuring appropriate turnover of stacked stock. Monitor production efficiencies in line with
operational KPI's and to promote a continuous improvement environment to the team. In
conjunction with the Marketing Consultant, ensure that delivery dates promised are kept. Maintain
an efficient machine layout and handling system. Keep machine down time to a minimum and keep
control of overhead costs. Arrange for a system of plant and machinery maintenance. Monitor and

evaluate team performance, developing training plans to ensure multi–skilling and compliance of
team members to company and legal requirements. Keep up to date with current changes or
organisational policies and procedures. Comply and promote good WHS throughout the plant.
Personal SpecificationKnowledge, Skills and ExperienceEssential: Minimum of three years'
experience in production of windows, doors and related products Ability to liaise with suppliers,
other staff and management Ability to supervise and build a team, with well–developed
interpersonal and leadership skills Working knowledge of quality improvement systems, tools, be
able to solve problems

Tanglewood Case2
Memorandum
To: Donald Penchiala, Director of Staffing
From: Consultant
Date: February 6, 2011
Re: Labor Forecast Study After conducting a thorough analysis of the future labor demands for the
retail industry, and studying environmental factors affecting those demands, I have combined
historical statistical data, the mission of the company, and EEO requirements to obtain a
recommendation for future hiring strategies for Tanglewood. I have attached the results of my study,
which will provide your company with detailed statistics and suggestions to meet your hiring goals,
while still maintaining the company's original culture. Please contact me with any questions
regarding the information provided in this report or any of your ... Show more content on
Helpwriting.net ...
It is also important that the candidate obtain the characteristics of someone who would strongly
align with the culture of Tanglewood, since this is a major contributor to the success of the
company. Another consideration for Tanglewood is to offer more fringe benefits, such as accrued
paid time off, for this position in order to retain a higher percentage of employees in the future.
It is an apparent trend within Tanglewood to promote within its current employee base, so in
maintaining this company feature, we suggest implementing training and development for the shift
leader, assistant manager, and store manager positions. These positions reveal the least amount of
turnover within the company and can easily be maintained by promoting within the company. In
order to do so, it is important for higher titles within the company to take on leadership roles and
encourage others to learn, make suggestions, and contribute to the daily processes within the
company in order to prepare future managers for promotions.
Additionally, after observing the gap analysis, it appears that the largest gap among the management
titles exists within the department manager positions. It might be that these positions are not able to
be filled within the company. If training and development to promote within is not attainable then
we suggest either

Chapter 12 Questions
Chapter 12 Making a job offer 1. Recommend whether Jane should receive a best–shot, competitive,
or low–ball offer, and why. I would recommend that the best–shot offer is given to Jane. This is the
best chance we would have to securing Jane for the position. She already advised that she was up
for a promotion at her current job and offering her less than the best may make her decide to stay
and wait for the promotion. The 45 minutes mile move might change her children's school district
which is a big decision for a parent. Also currently she does not have copay for insurance and a
higher pay would help compensate for the 20% co pay she would now have. Not making a best–shot
offer may not make giving up a promotion, no copay and ... Show more content on Helpwriting.net
...
Start Date: January 2, 2013 Title: Manager of the North side Facility Reporting Relationship: The
position will report to: Arlan Autospritz Job Description: Responsible for the daily operations and
profitability of the car wash facility. Responsible for the physical appearance of site, equipment
maintenance, and chemical/supply inventory. Manages people directly, indirectly, and through
supervisors. Manages inventory and handles customer complaints as deemed appropriate by the
General Manager. Assists in staffing and training for the car wash facility. Handles scheduling for all
car wash personnel. Contributes to building of a team environment. Assists the General Manager,
Arlan Autospritz, as needed Hours: Managers are required to work five days a week including either
Saturday or Sunday. Hours may vary. Salary: $35,000.00 yearly which will be paid bi–weekly and is
subject to deductions for taxes and other withholdings as required by law or the policies of the
company. Annual raises are offered on an annual basis based on merit review by your manager,
Arland Autospritz. Bonus Potential: *Effective upon satisfactory completion of the first 90 days of
employment, and based upon the goals and objectives agreed to in the performance development
planning process with your manager, you may be eligible for bonus determined by the company for
that year. *Hiring bonuses are also offered by Clean Car Care.

Essay on Ellen Moore
Ellen Moore (A): Living and Working in Bahrain
1. What would you advise Ellen to do and why? What should be her objectives? Are there objectives
and actions consistent with what you would do if you were in her situation?
Even though Bahrain tended to be more progressive than many Middle Eastern countries in its
attitude toward women, there were still many inequalities between genders. The current situation is
that Ellen's general manager asked her to change her mind about accepting the Account controlling
position because of discriminatory practices in Bahrain. The manager, who is an uncertain
avoidance type, stated that Ellen would have troubles traveling alone and clients would not accept
her in the future. Ellen's main ... Show more content on Helpwriting.net ...
People would talk about her case via word–of–mouth and the story would get worse. If I were in her
situation, I will synergize America's and Bahrain's cultures –learning and respecting to the local
cultures and while maintaining my personal goals – career success as Ellen do.
2. Why is Ellen successful as a manager?
This case showed a cultural difference between America and Bahrain based on their diversified
cultural norms and standards. Ellen confronted such issues as unequal classification of people and
also religious problems, which substantially affected her, and the Bahrainis' attitude toward women.
Rather than letting it be, she fought back to make the situation better and convince many people
around to realize the importance of social equalization in society and change the attitude of men to
women and women to themselves. The sample below showed how she went through each situation
professionally.
Perceptions of Dimensions American Bahrain
Culture Basic rights Based on religion
Human relations Equally Man dominates woman
Time Present–oriented Past–oriented
Activity Doing Being
Individualism/ Collectivism Individualism Collectivism
Power Distance Low Power distance High Power distance

Manager responsibilities and daily tasks
Executive summary
Manager takes a very important role in every company, a good manager would lead company to a
brighter future. The aim of this report is to show readers about an interview of a successful manager
with her ways of doing thing in her daily life and our findings and analysis from the interview. The
manager who we have interviewed is Miss VniTey. Miss VniTey had worked as a manager in a
furniture company for 6 years time and worked in Singapore. We had classified the content of
interview by the management function of P–O–L–C, it can clearly show us that Miss Vni is a
responsible and outstanding manager who had utilized the management functions very well.
In this report, we sorted out the management function of P–O–L–C into ... Show more content on
Helpwriting.net ...
After we had done our interview with Miss Vni through asking a list of question, we found out that
the managerial function of planning, organizing, leading and controlling were critical to the success
of an organization.
2. Planning
2.1 Theory
According to Williams & McWilliams 2010 (p.85), planning can define as choosing a goal and
developing a method or strategy to achieve that goal. It is very important that every manager has
equipped with the skill of planning because planning is a part that can bring a company to success or
failure. Besides that, a manager who can make a good plan believed that he/she is a good manager
as well. Before starting a task, the manager must come out with an idea of how to do and what to do
in the particular task.
There are several benefits that can be obtained from planning such as planning will encourage
persistence, giving a direction to work toward, intensified effort, improve the development of task
strategies, reduces overlapping and wasteful action, reduces the risk of uncertainty and promotes
innovative ideas. In another words, planning not only make tasks done by an effective way, it also
encourages workers to work harder to do their jobs and reduce their uncertainty about the task.
However, when planning is done wrong, it may lead to some pitfalls that will cause some negative
effect to the organisation and individual performance. Those pitfalls are

Personal Planning Paper
Personal Planning Paper
Time Analysis
Conducting a time analysis was a pretty eye opening experience for me. I analyzed my time from
Saturday 6/15 through Friday 6/21. As a family man, the fact that I spend a great deal of my time,
over half, during the course of a week working and sleeping is somewhat unsettling (see Figure 1 –
Weekly Time Analysis). I spend an average of 55 hours per week working, a minimum of 11 hours
each day, 5 days a week. I slept approximately 5–6 hours per night, a total of 40 hours for the week.
The combination of the two is about 56.5% of my week's time. Studying took up around 20 hours or
approximately 12 %. I spent 7 hours in my car during the week, which was to and from work for the
most part. ... Show more content on Helpwriting.net ...
We are on opposite ends of the spectrum when it comes to our respective careers. He has one eye on
retirement, while I have one eye on his job, not in a backstabbing way by any means. I am
constantly asking him to delegate his duties to me so I can put myself in a position to quickly
transition from my current position, to his position as Store Manager when the time comes. By
constantly listening and observing, while asking the right questions I have found success in my
current position to this point, and my boss has found joy in handing much of his duties and
responsibilities off to me. While most others within my company seem to be looking to take less off
their plates, I'm constantly looking to keep my plate so full it's at times spilling over the edge. That
is what makes me valuable to my company, coupled with the fact I "build on peoples strengths"
(Clifton 1995, pg 9) rather than fix their weaknesses.
My Professional Goal My specific professional goal at this point in my career is to "get Backstage"
as we say at Vons. Backstage is another term for the corporate side of the business which differs
greatly from the store level or retail side of the business. To obtain a backstage position, one must
"develop the learning gains from work experience" (Miller 1991, pg. 14) and work their way up
through the retail ranks. The next step for me is to be promoted to Store Manager. I am currently
working with my Store Manager daily to gain the

A Brief Note On Business Careers By Brenda Vazquez
ANALYSIS OF BUSINESS CAREERS
Reported Business Careers by Brenda Vazquez
Work Environment and Duties: Financial Manager
Financial Managers are responsible for the financial wellbeing of an organization. The duties of
financial managers' range from preparing financial statements to helping management make
financial decisions to steer the company in the right direction. Financial managers prepare financial
statements, business activity reports, and forecasts. Additionally financial managers must monitor
details to ensure legal requirements are being met, supervise employees who do financial reports
and budgets, review financial reports to reduce costs, analyze market trends to maximize profits and
find expansion opportunities. As well as ... Show more content on Helpwriting.net ...
A typical week in the life of a financial manager involves working full time in which one in three
financial managers work more than 40 hours per week. These individuals must be accustomed to
working in many industries, including but not limited to, banks and insurance companies (The
Bureau of Labor Statistics, 2015, n.p.). In order to be a financial manager an individual must be
willing to go above and beyond in order to secure themselves a job since there are more applicants
than there are job openings.
Education and Prerequisites: Financial Manager
As jobs are scarce in the business world candidates must show that they are capable and proficient
in their craft as opposed to other candidates. Although, the minimum educational requirement is a
Bachelor's degree in Finance, Accounting, Economics, and Business Administration, those who
wish to secure a job are encouraged to pursue their Master's degree in Business Administration,
Finance, and Economics. Along with a Bachelor's degree, five years of experience is required and
those who wish to receive certification may do so in two different ways even though certification is
not required. The Chartered Financial Analyst (CFA) Institute confers the Chartered Financial
Analyst certification to investment professionals who have a Bachelor's degree along with four
years of work

Sports Basement : Work For A High Performance
Sports Basement:
I use to work for a high–performance establishment when I live in the San Francisco Bay Area. The
easiest way to describe Sports Basement is to compare it to the "Costco" of sporting goods. Sports
Basement motto is "Providing high end apparel at basement prices." (Sports Basement) Four friends
who had previously started their success from the dot–com era in Silicon Valley established the
company first in San Francisco then opened up more location throughout the Bay Area. I was the
marketing associate for the swim and triathlon department for all the stores. As one of the marketing
associates for the company, I was coordinating with each department and store managers. Sports
Basement has ten departments, which include running, bike, camp–hike, yoga, swim–triathlon, team
sports, snow, men, women and kids. (Sports Basement) I got to witness first hand that I was
working for a high–performance organization.
(Self–managed work teams) and (Giving employees more control over decision making):
Each department has a team of employees who are in charge of managing and coordinating their
section. Each department has a department head that reports to the manager. The owners and the
managers only hire employees who have actual knowledge and experience in the specific
departments. This has allowed each department to be self–managing. In the text it states, "An
organization's HR strategies reflect its commitment to and treatment of its employees." (Coulter,
2013, p.

Performance Evaluations : The Performance Evaluation Process
Performance Evaluations are a headache to many managers in the employment community. They
can make it difficult to have a great workplace connection. In addition, they make it hard to
accomplish goal performances. The performance evaluation system is a dislike process by em–
ployees and their supervisors. According to Chan & Yung (2002), "The performance evaluation is
quite subjective since it relies on the individual judgements of supervisors who have different per–
ceptions of the process performance" (p. 237). According to research, majority of personnel hates
the performance evaluation process from beginning to end. It is known that managers really hate the
day to day procedures when it comes to finalizing a performance evaluation. In order to be an
effective manager, they will need to have the distinguish traits. This paper will explain if there is a
profile need for a manager that struggles during the performance evaluation process. Now on the
other hand, it is important for managers to understand the key elements of the performance
evaluation process. The main reason that many managers hate the performance evaluation process
initially is that it's aggravating. The initial reason for managers disliking the performance evaluation
process is because they do not know their workers. In addition, there many instances when the
managers will have to rely on others to paint a picture of the employee during the performance
evaluation process. There are

The project ”Distributor management system” deals with the...
The project "Distributor management system" deals with the process of managing the distributors of
a company. This project consists of many modules like Administrative department, Manager
department, Distributor department, Sales manager department and Representative department with
their access rights as sub modules. ADMINISTRATIVE DEPARTMENT: Administrative
department module is mainly for the administrator. The administrator monitors the whole sales
activities. The administrator is the one with veto rights. The administrator has special rights to
dismiss/add any person in this system, to remove/modify the products details, to give target values,
to change any ones addresses and to view various reports for monitoring purpose. Add ... Show
more content on Helpwriting.net ...
The evaluation is stored in the sales, reppo tables for report generation. DISTRIBUTORS
DEPARTMENT: Distributors department has distributors as its members. This module has the
following as the sub modules Mail options, Evaluation and User input form. Each distributor has to
submit their sales daily via, a sales form. The distributor's sets the target to the SALES
MANAGERs., in weekly basics and evaluates their progress daily. The distributors cannot send mail
to the administrative department. Mail options: The difference between the administrative
department mail options and this mail options is the distributor cannot send mail to the
administrative department but mails can be send to other persons in the system. Evaluation: This sub
module is used for evaluating the sales manger of a distributor on daily basis. This evaluation is
done on the comparison of target achieved and the target to be achieved. The distributor supplies the
current position of the sales manager and gives comment on the performances; the comment may
include incentives also. These evaluations will be stored in the reppo table, since it will be displayed
for other sales mangers. SALES MANAGERS DEPARTMENT: Sales Managers department has
sales managers as its members. This module has the following as the sub modules Mail options,
Evaluation and User input form. Each sales manager has to submit their sales daily via, a sales form.

Billy Beane: Case Study: Billy Beane '
Billy Beane
Billy Beane, is the general manager of the baseball team the Oakland A's. When he was younger,
just after finishing high school, Billy, was offer a scholarship to attend the University of Stanford
and at the same time the New York Mets reached out to express their desire of hiring Billy because
of their unique abilities and master of the 5 tools of baseball, calling him "a potential superstar." At
such young age, his parents let the decision of getting a degree or playing for the major leagues all
in Billy's hands. Billy excited about the lifetime opportunity and blinded by the money decided he
was going to accept the offer of the Mets. However, he never bloom in the team, he never gave
results. The losses and the bad streak disabled ... Show more content on Helpwriting.net ...
The thing about Peter was that de defied the system, he was truthful and intelligent, and that was
why Beane hired him. His personality could be defined as very conscious, not so agreeable but too
introvert to say it, very confident and stable and open to experience according to the big five traits
(Robbins & Judge, 2014). His lack of leadership is due to his introverted character, but he is more
helpful, cooperative and affectionate than Beane would ever be. He is motivated just like Billy by
his engagement to the work and his desire to accomplish a specific goal. His weaknesses are being
too shy and usually that makes others not take him into consideration but his strengths are that he is
very smart and know well what he is

Waitrose Competitive Information and Brief Pest and Swot...
The company I worked for during work experience was:
Waitrose ltd.
Branch 214
33, Bell Street
Henley–On–Thames
Oxfordshire
RG9 2BA
Tel: 01491 410440
In this assignment, I am going to describe different types of information used in Waitrose and
identify its possible sources.
1) The name of the company I have worked for is Waitrose Ltd.
At Waitrose, they combine the convenience of a supermarket with the expertise and service of a
specialist shop. Above all they take pride in the freshness and quality of their food and products. As
you know, Waitrose is partnership with John Lewis which has been ranked first in the "Sunday
times" the UK's largest unquoted company by sales. The purpose of this partnership is to recruit and
retain loyal ... Show more content on Helpwriting.net ...
the Community Needs Assessment framework for local community giving Employee secondment
programme, the Golden Jubilee Trust, reached its fourth year, having supported 139 Partners who
have given more than 52,000 man hours to local community projects since the programme started*
Waitrose's website was awarded the 'See it Right' logo by the Royal National Institute for the Blind,
commending the site's accessibility Worked with regional food groups to establish the 'Taste of'
concept Piloted new community stakeholder engagement programme in Cornwall known as the
Intelligent Development Appraisal (IDA) Sponsorship of the Civic Trust Centre Vision programme
Key priorities for next year– customers and community
Roll out Community Needs Assessment Toolkit to 10% of branches Extend London Benchmarking
Group community capture programme to all Waitrose branches Complete Disability Discrimination
Act audit and compliance programme
Environment–Progress and achievements
Founding member and supporter of the British Retail Consortium project to review and identify

chemicals of concern Founder member of Retail Energy & Environment Club Launched energy
awareness campaign and £30 million refrigeration replacement programme Launched online CSR
management system* The Partnership was awarded the Transport Action GreenFleet Award for its
commitment to improve the environmental impact of its transport fleet*

The Case Of Hilton International
1. Introduction The core nature of Tourism and Hospitality industry lies at the flexibility in the
management of international element throughout its business. In this context of today business
environment, the harsh competition witnessed in this industry has critically pointed out the
importance of having managers that possess wide understanding and vision into the aspect of
motivating the workforce coming from different backgrounds. This report aims to take an in–depth
analysis into the cross–cultural leadership presented in the case of Hilton International to grasp a
sense of the huge impact that effective communication of the organizational values can have on an
international workforce. Hilton International – the giant player in the Hospitality world, has soared
to spread its influence all over the world with a system of more than 380 hotels in up to 66
countries, serving an average of 8 million guests annually by more than 80,000 employees from
different cultures (Datamonitor, 2004). The report will analyze this versatile characteristics present
in the company in two distinctive aspects: personnel recruitment and corporate cultures in an
international context ... Show more content on Helpwriting.net ...
The training in languages will be one essential point to help them blend in with the workforce where
the language barrier is confronted. The cultural training with preparation into the context of the new
workplace will help them avoid possible changes in the business operation from their current
environment and integrate in. Also, the practical training is one of the most effective non–
professional session that can actually ensure their integration into the workforce

Jack Welch
Erica Walker Jack Welch Dr. Kim 6 February 2014 Jack Welch: Icon of Leadership Jack Welch has
been named the "Manger of the Century" and has made innovative changes to management
practices. He was born as John Francis Jr. on November 19, 1935 in Salem, Massachusetts. He
attended Salem High School and then after graduating went to the University of Massachusetts. At
the University of Massachusetts, Jack Welch received Bachelor of Science degree in chemical
engineering. After getting his bachelor degree he went to the University of Illinois and received his
Masters and Doctorate. Jack Welch became a member of General Electrics in 1960. While working
at GE, Jack Welch made a significant impact, but his start at GE was shaky. ... Show more content
on Helpwriting.net ...
Energizers know how to put excitement in people to fight for something. They are willing to give
other credit when it's due. Also, take responsibility for dilemmas. The third E is for edge. Mangers
who have edge know how to stay above the competition. They have the strength to make the
difficult decisions. No matter the degree of difficulty they are able to make the decision without a
problem. The final E is for execute. Execution is the key to making the other e's work. Managers
who execute know how to convert the other e's into actions and results. All these e's working
together create passion. When a company has passionate managers and employees, it has great
success. Jack Welch developed passion within himself and his employees to create one of the most
profitable companies in America. Managers who know how to motivate their employees will get the
best out of their employees. Motivating employees can be from increase in pay to employee of the
month to more training. Jack Welch created a rule for motivation. The rule was called 20–70–10.
The employees are divided into these three group based on job performance. The 20 is top twenty
(20) percent in the company. These employees are above average. The 70 is the middle percent.
These employees have average job performance. They can move up to the top twenty or move
down. The 10 is the lower percent and they are likely to be fire. Figuring out where employees stand
in the company help

Why Do We Need The Security?
Not to mention, it will help the follower and leader understand exactly why things are operating in
that capacity. Managers do not just make things up as time goes on. All information being flowed
has a structure in place for this important reason. It will be easier to adjust when situations arise and
things are not going as planned. The reason it will be easier is because the structure of positions
from the top on down understands each role and responsibility. Without a solid foundation, security
will not stand and target of opportunity will get out of control.
Another key point, is to ensure management continues to understand security with continued study
and education. Just because a security professional makes it to a certain ... Show more content on
Helpwriting.net ...
A final management principle and a very important one to consider is performance. Not
performance of self, but all security professionals in the industry. Performance can mean a lot of
things and understand specifics need to be further evaluated. Specific areas to consider when
evaluated employees are each security professionals potential. If a manger understands who is
working for the industry it will create a better work environment.
Additionally, members of the team need to be evaluated based off performance. This can highlight
future leaders, managers and maybe even top level positions for the future. A manager is only as
good as the people working within the industry. Growth needs to be instilled in each employee in
order to keep a standard of excellence. How does this look like and what actions need to be taken?
First and foremost, manager's needs to ensure leaders are evaluating security personnel based off
duty performance. In the military a rank structure exists for many reasons. One driving factor is
position and how well each individual performs based off the entire team. For instance, at a certain
level all peers at the same rank are trying to set a sound duty performance. Management outlines the
performance and each individual will meet, not meet, or possibly exceed standards. This should not
be confused with a dog eat dog mentality.
Also, this type of work ethic

Performance Management And Herzberg's Model Of The Maslow...
(1.1)
Performance management aims at developing individuals with the required commitment and
competencies for working towards the shared meaningful objectives within an organizational
framework. (Lockett1992)
There are major objectives for performance management that is to promote a both way system of
communication between mangers and its employees for clarifying expectations about the roles and
responsibilities, communicating the company mission and goals, by providing a regular and a clear
feedback for improving performance and needed coaching in Identifying the obstacles for effective
performance and resolving those blocks through constant monitoring, coaching and development.
As well to Creating a basis for several organizational decisions ... Show more content on
Helpwriting.net ...
Per Maslow, these needs which are the run of motivation for an employee to work are arranged in a
hierarchical order of increasing importance. This order is "prepotency". It means satisfied need no
longer remains a motivator and only the next greater needs can motivate an employee to perform
further. This was later analyzed due to there is no certainty that these needs are consider as a
motivation hierarchical order as recommended, therefore
Motivation doesn't always follow the hierarchy as Maslow's theory of needs.
Herzberg's model (1956) is the most used in business. It splits hygiene factors from motivation
factors. Hygiene factors are related to salary, working conditions, policies and administration are not
managed well lead to dissatisfaction in the employees when they are not satisfied. (Saiyadain, 2009)
While Motivation factors are related to the ability to achieve and experience psychological growth
such as achievement, recognition, participation, involvement, delegation, autonomy and other
intrinsic aspects when fulfilled generate motivation in the employees.
The model introduces 'job enrichment' for true motivation, as opposed to 'job

Robert Katz Human Skills
The purpose of this essay is to understand and discuss the importance of human skills that was first
introduced by Robert Katz as well as the significance of customers and social media in a
management organisation. Management involves coordinating and overseeing the work activities of
others so that their activities are completed efficiently and effectively (Robbins & Coulter, 2014). In
his book Principles of Management with Cyril J. O'Donnell, Harold Koontz said management is the
art of getting things done through others and with formally organised groups. In a classic article in
the Harvard Business Review (1974), Katz came up with a theory that all the necessary skills
required in a modern organisation can be categorized into three divisions; ... Show more content on
Helpwriting.net ...
Of the three, only human skills he noted would be required with great importance by all three main
levels of managers which would be top managers, middle managers and lower level managers. This
would be in contrast to technical skills and conceptual skills whereby the former is mostly required
in lower level managers while the latter is by top managers. Human skills is defined as the ability to
work well with other people individually and in a group (Robbins & Coulter, 2014). Analoui (1997,
1998) classified these abilities as people–related skills. However, this mass of skills consists of
teamwork, dealing with difficult situations, communications, and creating an organisational
environment. All of these specific skills are very synonymous to Katz's original concept. Many of
the responsibilities of managers such as interpersonal and informational skills that were identified
by (Mintzberg, 1973) may be broadly categorized as human skills. Executive's ability to work
effectively as a group member and to build cooperative effort within the team he leads (Katz, 1955).
In the case of Miss J, human skills are well needed in her daily work. For example, she must be able
to possess certain soft skills such as negotiation skills in order to reach a win–win conclusion with
either external and/or internal parties. Listening skills are also crucial as it enables her to gather
enough information from the customers and build a good business

Operational Managers Are Responsible For The Daily...
Operational managers are responsible for the daily operations of a business and make several
decisions that can affect the well–being of the business. This is specifically related to the business
finances because they regulate budgets and make decisions that can save or spend money, but
people in these roles often dread the financial competent because they may not have adequate
training. The best way to learn the important fundamentals of financial statements and ratios is to
understand their components and even compare them between businesses. The example used in this
assignment are Microsoft and Google because they are large multi–billion dollar businesses that
have a reputation for being successful, but they have a distinct difference ... Show more content on
Helpwriting.net ...
Looking at your competitors financial statements you can determine several things about their
financial health through various mathematical equations. This will give you the perspective that
investors have on companies as well as how to take advantage of public information which could be
essential for operational managers to use in order to develop strategies for success. Corporate
finances can be confusing for most operational managers that have "little or no financial training,"
but it plays an important role in the decisions they make on a daily basis (Philips, 2010). This can
lead to an inefficient financial department as people try to avoid anything that involves finances.
This leads to overpowered financial departments which can lead to financial scandals and disasters
which can ruin the reputation of a business. Even a basic understanding of a budget and how the
financial department works will develop ease and efficiency throughout the organization. This also
helps operational managers make better decisions with regard to the finances. Even further
knowledge about what each part of the financial statements means and the important financial ratios
that investors look at can add depth to the organization because competent operations managers that
understand the most important component of the

Developing A Small Business For Business Enterprise
Introduction
In the century of the IT technology, our team decided to develop a small business to business
enterprise, which helps both sides: the retailers and the customers, and plays a linking point between
them. It's not a surprise for anyone that as the times goes by, almost every aspect of our lives turns
into digital and we are relying on the web services for different reasons: lack of time, far distances
or impossibility of visiting shops. As regards latest researches, more and more people spend their
time either on mobile devices or computers not only for communicating with their family/friends,
but also for buying things that they need.
From our bad experience, as online customers, we have decided to improve the customer's ... Show
We will not be wrong, if we say that the OB is a whole science, because it incorporates four
different disciplines: psychology, social psychology, sociology and anthropology. From the
psychology point of the OB, in our enterprise we could observe problems like boredom, frustration
and any other working conditions, which could lead to a decrease in the efficiency of work and
people's performance. From the social psychology aspect of the OB, in MGS.ldt we can focus on
measuring and understanding of our employees' attitudes and the impact that they have on one
another. However, a good enterprise does not have separately working individuals, but well working
and cohesive teams. Here comes the role of the sociology side of the OB. Thanks to it, we can
notice if there are any conflicts, communicational misunderstandings or we could just examine the
employees' relations. And last but not least, the anthropology discipline comes. In this opened
world, where people from different nationalities are working together, the anthropology stands as a
door, which could open or close the acceptance on the workplace. From this particular aspect of the
OB, in MGS we are learning about human beings: their activities and fundamental values, so as to
eliminate the barrier between the different cultures and to create friendly and enjoyable working
atmosphere. As I have already said, we want to be trusted and well–known enterprise. That is
impossible, if we do not put

Examples Of Diseconomies Of Scale
Diseconomies of scale
The Economic theory tells that a firm may become less efficient if it becomes large. The additional
costs of being larger are called diseconomies of scale.
The Diseconomies of scale gives us a result in rising long run average costs which are experienced
when a firm expands beyond its optimum scale, at Q. Examples of diseconomies include:
1. Larger firms often suffer poor communication because they find it difficult to maintain an
effective flow of information between departments and subsidiaries. For example, a huge
supermarket chain may be less responsive to changing tastes and fashions than a much smaller or
local retailer.
2. 'X' inefficiency is the loss of management efficiency that occurs when firms become large and
operate in uncompetitive kind of markets. Such loses of efficiency includes the over paying for
resources, lets ... Show more content on Helpwriting.net ...
methods to control diseconomies of scale
Big firms often face huge organisational difficulties that can slow them down and cause costs and
problems. So I was into a BBC article the big businesses learning how to think small which
appeared soon after Steve Jobs' death. His insistence on "no committees" and talking to everyone at
least once in a every week was, he said, that is more enough to keep Apple more productive,
efficient and successful in terms.
I don't know if that's true, but for big organisations, with their vast and varied resources and
bewildering bureaucracy, operating with the attitude of a technology start–up is a distant dream.
Poorly handled communication skills set, the low levels of motivation prevailing and a shortage of
innovative ideas are classic diseconomies of scale that are typical of larger organisations.
The article quotes the general manager of Walker's Crisps, part of global giant PepsiCo:
"Start–ups try, they fail, they adapt, they move on. They try, they fail, they adapt, they move on. In
our marketing, we tend to make a campaign, put it out there and hope it

Why Manager Is Responsible For Controlling Or...
Motivation.
Manager is a person who is responsible for controlling or administering all or part of a company or
an organization. He or she is responsible for controlling the activities, business dealings, tasks for
the employee and more. Being a manager is not an easy job. They have responsibilities like Staffing,
creating jobs; reviewing resumes and applications, interviewing new candidates, hiring, and firing.
They are responsible for communicating with employees to discuss about the company's mission
and goals and how the results are achieved. They will have to train new employees and be able to
evaluate the employee's progress. A manager 's prime responsibility is to the success of the
company. His actions should all be poised toward business growth. Companies hire managers to run
daily operations, coach employees, maintain quality control and ensure that its products and services
are fulfilling customer needs. Managers must constantly review the company 's financial, budgetary
and production goals. In between all these responsibilities, managers do often have difficulty in
motivating employees. This has been increased a lot in recent times compared to the 50 years ago.
Some of the common challenges that managers face in motivating employees are workforce
diversity, organizational restructuring, Dealing with entry level employees.
The workforce diversity is getting challenging to managers compared to 50 years ago. The
composition of workforce was becoming less

A Shift Leader For Walgreens Inc.
Introduction
I am a shift leader for Walgreens Inc. I work at one of the financially worst stores in the district. The
possibility of the store being close is even greater because the store cannot meet sale goals.
Naturally, the heaviest burden is places on the team members. For example, team members losing
hours, causing team members to lose sales, more responsibility placed on team members, and less
chances for team members to recharge and relax. Eventually, these changes in the workplace
dynamic could cause severe reductions in team members' morale, in an otherwise normally positive
and happy staff. Therefore, in this paper, I will provide ground breaking research that explains the
issues of low staff morale and propose ideas for coping ... Show more content on Helpwriting.net ...
When an employee can come to work, with a lot going on in their personal life, make people around
them happy, satisfied that is the real definition of high morale. Being more than content with one's
job and will be taken notice by the customers around you. For example, Vision Critical founder
Andrew Reid says, "Customers are starting to recognize their nonmonetary value and in return they
expect more than a receipt and a thank you". The customers will actually respond to the morale in
the work place. Customers will more than likely keep coming back if customer service is great.
Reasons having low Morale The largest problem at my store in particular is the employees are not
happy. When people happy sales are up, if people are unhappy sales are down. Founder and CEO of
Dotcom Distributions, Maria Hargety agrees, "No matter how big your brand becomes, your
company is nothing without the people who make it run." Walgreens is one of the top drug stores in
the company and yet this store is barely making an enough to stay open. Hargety is expressing that
brand does not matter, what matters are the people behind the brand. As long as, employees stay
unhappy, productivity will remain low. Another reason, behind low morale, is team members are
opposed to change. For the most part, all the employees have been at Walgreens more than eight
years. The employees still have the mind set of

Castle's Family Chain Analysis Paper
Castle's family restaurant is a fairly small chain that the family owns in northern California in which
they provide work for as many as 300–340 recruits. Out of the 300–340 recruits most of which are
part time employed and the remainder of the recruits which is approximately 40 percent is full time
recruited employees. Mr. Morgan performs as the HR manager among being the operations
manager, which requires him to travel between locations on a daily basis. While traveling from
location to location he has to be prepared to take care of the recruiting, hiring, as well as be ready
and able to answer any questions that any of the recruits may have. As part of Mr. Morgan's daily
responsibilities he also has to take care of or complete the required ... Show more content on
Helpwriting.net ...
In doing this they appear to be a closer nit and allowing for upper management to be more
accessible to the employees. With the family chain only having one person as the operations & HR
manager it results in non productive man hours such as travel time, the cost incurred to get to each
store with the price of fuel, plus all the wear and tear on Mr. Morgan's vehicle. In addition to all the
above Mr. Morgan has to spend time gathering everything he needs for each location before leaving
his office which could take time trying to remember everything such as things he needs for hiring,
scheduling, training, as well as all the payroll documentation he has to transport from location to
location to fulfill the effectiveness on each visit. At the current time it is very inefficient in the way
that Mr. Morgan is completing the payroll process with using excel and to input all information and
then a separate system to print the payroll. It is very time consuming in the fact that he manually
enters all the data into the spreadsheet and then has to transfer all information inputted over to the
check printing program. As a result of all these things including the traveling between locations Mr.
Morgan's duties as the Operations Manager in addition to performing all the HR duties limits the
ability for the business to

The Incident Of My Mini Experiment
The incident
My opportunity to practice or implement my mini experiment when I was called in to a meeting
with the General Manager and several other staff. The goal was to review a major situation where
key components were not in stock. Resulting in the business not being able to function correctly
until resolved. My goal in relation to my mini experiment, was to remain engaged in the meeting
and not allow my default routine of mentally withdrawing and shutting down to take place for as
long as possible.
Incident insights
The meeting was heading for a finger pointing session this struck me of the chronically defeated
team (Tyson 2010), and how this leads to poor team performance. This frustrated me as I wanted to
contribute in a positive ... Show more content on Helpwriting.net ...
This is holding my breath for a three count, in order to stop my mouth from making comments I
regret. Instead allowing my mind to think of solutions or options to remain actively engaged in the
meeting and not withdraw into myself. When the time came I took the opportunity and employed
the circuit breaker.
Experiment outcomes, the good
The impact this had on the tone of the meeting was noticeable. It became apparent to me the
General Manager was expecting me to behave the way I had previously, having my mini meltdown.
When it became apparent I was not, and able to progress the conversation past the usual point he
appeared to be visible thrown by this. I felt he had already planned the exchange in his mind before
walking into the meeting. This had an unforeseen side effect as the General Manager had lost
control of the meeting and I was now effectively running it. We were able to address the immediate
issue and form action points to move forward. This is an example of me being able to influence in
real time in order to achieve positive goals for myself and others. Somehow I had managed to
remain detached yet engaged (Hughes 2015) resulting in a more productive experience.
Experiment outcomes, the bad
The next steps in the meeting was when I was unsuccessful in delaying my default routine. I
relinquished control of proceedings back to the General Manager. The overriding dynamic of the

The Mission Statement Of Party City
The mission statement of Party City, my current employer, as stated in the handbook:
"Party City loves to celebrate. We pride ourselves on making it easy and fun for our customers to
celebrate the special times in the lives of their family and friends by offering a complete selection of
fresh and exciting merchandise at great value in a fun shopping environment."
Culture
The culture of the company is built on customer service, team building and a fun environment. The
focus on the customer includes helping the customer with suggestions to create the perfect event,
from birthday parties to retirement celebrations by covering the 'parts of the party'. That ideal
consists of starting with color schemes or theme, then covering the tableware, decorations, favors,
invitations, thank you cards, and banners to have all of the must haves covered. That same concept
goes for Halloween, which is the biggest season for Party City. We encourage the customer to not
just buy a costume but become the character by starting with what the customer wants to be then
offering accessories that complement the costume to create the look from head to toe. We are
encouraged to greet every customer that walks in and offer assistance throughout their shopping
experience. We are also careful to keep the lines moving to ensure an efficient checkout. During the
holidays and major sporting events, the company encourages the employees to dress the part. For
Halloween, we dress up in full costumes and

Ethical Performance Evaluations
Ethical Performance Evaluations Organizations have a commitment to employees to provide an
evaluation based on performance that is being performed the position held. Managers include the
aspects of responsibilities, strengths, and weaknesses of performance that are presented on a daily
basis by an employee. Managers face moral and ethical issues that require critical decisions to be
made. Using ethically responsible management practices and facing social issues during
performance evaluations can provide adequate and precise appraisals to employees.
Performance Evaluation
A performance evaluation is a system designed for a review of an employee's overall job
performance in the position that the employee is performing in. The ... Show more content on
Helpwriting.net ...
Critique of employee should be given on the important aspects and examples of each strength and
weakness that has occurred during the time before the evaluation. Employees may become
defensive if there is no credibility on what is given to the employee in the evaluation. The raise of a
salary of an employee usually has a short term impact on motivation, the overall views of the
manager has the greatest and long term impact on the employee to further improve the employee.
Managers should use the 360 degree evaluation process to provide adequate and excise information
to each employee. This process involves using multiple sources. The sources consist of peers, direct
reports, supervisors, customers, vendors, and human resources. The evaluation is done by the
complete circle of sources. The manager's involvements are to design, gather the information, and
communicate the evaluation to the employee. Managers using the 360 process will discover
strengths, weaknesses, and expectations that were not known. Overall, this process can allow an
employee to become accountable for their own development and growth in the organization
(Custom Insight, n.d.).
Ethical Dilemma An ethical dilemma that may occur is when an outstanding evaluation is given and
increase is to be given to the employee for the accomplishments that have happened with the
performance of the employee. The dilemma occurs when the employee cannot

Communication Challenges In The Workplace Research Paper
Communication challenges can be seen within various different organizations, and generally people
are involved with more than one organization. This leads to encounters with ineffective
communication on a daily basis for many individuals. Throughout this paper, I am going to discuss a
communication challenge for an organization that I am a part of, and an intervention plan for that
communication challenge. As a student manager at one of the dining locations on the University of
Wisconsin– Eau Claire's campus, I think that communication between managers is less effective
than it could be. In becoming a student manager rather than a regular student employee, I had
roughly two shifts where I was trained into the differences. The regular student employees, are not
informed of who is a student manager, and there is no identifier for both other employees or
customers other than through verbal communication from the student manger themselves. Also,
there is very little formal, organized communication between all employees and supervisors which
is the communication challenge that I intend to focus on. This location of this dining establishment
has a very calm, casual environment which leads to less than effective communication. Generally,
the employees communicate in a way that you would with family or friends, rather than what you
typically would see between coworkers and a supervisor. After becoming a student manager and
through my courses in both communication and psychology,

Mental Health Intensive Case Management Program
The Mental Health Intensive Case Management program (MHICM) was created to improve the
quality of life for people dealing with severe mental illness. Also to helped build skills that one can
use to live successfully in the community at large. Veterans who are referred to MHICM are male
and female range in age from there early twenty's to their eighties. Unfortunately the main
diagnosed for many of these veterans is schizophrenia and other severe mood disorders. "No one
symptom or sign is found in all individuals; rather, the final diagnosis rest upon the total symptom
picture" (E. Fuller Torrey, 2001) Veterans who are in the program, suffer from a wide range of
complex needs such as finding food, shelter and clothing ... Show more content on Helpwriting.net
...
One major tenant of the program is recovery and recovery oriented treatments. Due to the nature of
the mental illness that the veteran is suffering from their needs may be judge on a more in–depth
assessment of the veteran. Case Mangers will on average personally visit a veteran two to three
times a week. This is done so that the veteran who has issues coming to a VA facility won't have to
miss treatment. Case Mangers depending on the severity of illness will commit to a more intensive
case management services. This would be done if a veteran is in a process of detrition if all are in
agreement who are motoring the veteran. Case Manager and psychiatrist who hold daily rounds will
review the veterans chart a proper course of action. Assessment and treatment data will be reviewed
and analyzed by leadership to determine if program would be effective. . Intensive case
management is characterized by a multidimensional approach by which many outreach services are
in the community of the veteran who

Implementing A New Training Program
I have experienced the difficulties and challenges faced with the way this has been in the past. With
this new plan, it will completely eliminate the problems that have occurred from previous training
processes. The company can save themselves many resources implementing a new training program
with the phases: Goals and Objectives, Accessing Company Programs, Hands on workshop,
Group/Teamwork activity, Evaluation and Follow up. Figure 1 shows the schedule of each phase
and the days in which they should be carried out through the first week of training. Through the
implementation of this project no extra resources will need to be used except the time of managers
and other employees within the team. These are all miniscule factors in the beginning that will
provide tremendous dividends in the success of this employee for the future.
The goal of this new training program being implemented is to create a better transition and
immediate spark of productive output from new employees. These steps will guide these new
employees through a transition to becoming a veteran of the workplace. The benefits involved
through the implementation is just as much for the managers as the employees themselves.
Managers will be not be wasting time, resources, and money on lost work from new employees not
knowing or understanding what they are supposed to be doing. In fact, the change will more
efficiently use up the hours wasted when new employees are left with no work to do, create better

A Day in the Life of Project Manager: My Daily Routine
A day in the life of a Project Manager – 1 I start off my day by going through emails and adding to
my to–do list. I then go to see the creative teams, designers and studio to brief them and make sure
they have all the bits they need to get on with the day's work. (Tick things off my to–do list.) The
account team and I have a status meeting on all the projects we have on the go. (Add a few bits to
my to–do list.) I remind the teams that we have a briefing tomorrow and that they need to get the
brief signed off by the creative director. Get back to my desk and go through some more emails,
prepare a few estimates, POs, and set up reviews. (Tick a few more things off my to–do list.) I give
Georgia May Jagger's agent a call to check the rights ... Show more content on Helpwriting.net ...
This includes the props, models, backgrounds, and timings, covering every single detail so that
nothing is left to chance, and both client and photographer know what they are getting from the
shoot. 1pm I have a spot of lunch in our restaurant. I sit on the terrace and chat about the day so far
with a few of my colleagues. 2pm The photographer arrives and we sit with the creatives and have a
run through the PPM document, to make sure we are both happy, and think of every question the
client may ask. 3pm The account director comes in with the client. Leading the meeting, I introduce
everyone, and give an intro as to how the meeting will run and what we are going to discuss. We
have 12 different print executions to produce, which entails shooting 12 models over 3 days with
Rankin – one of the world's top photographers. The end result will be 12 beautiful magazine and
poster executions. These ads will be running globally, so even my friends in far flung Australia will
be able to see the fruits of my labour – how cool. We run through all of the model choices that have
been selected by the photographer and he describes how he will shoot each model in order to best
capture the perfect image for each execution. I can't wait for the shoot date, although it will be quite
scary managing the client expectations at the shoot, and ensuring the creatives and photographer get
each execution in the bag. The meeting runs for two hours as we have so much to go

Conflict Resolution
Erica was night supervisor in ABC company. Her job is to assign the staff and make sure that all
blood units are process for the respective components without loss of any product. One night she
started her shift with so much of pending work. She deligated the night staff their task so as to get
the maximum work done. She then started her own routine work. Ater sometime she noticed that
staff were talking to each other and not paying attention to the work. As it was busy night and she
had a lot to finish ,she came on the floor and asked the staff to go back to workstation. Her tone and
approach was very wrong. She was aggressive and bossing to them as she is supervisor.
The staff did not like her approach but they did not agrue ... Show more content on Helpwriting.net
...
Leader should serve as role model for the followers.In above case the supervisor should have been
assertive not aggressive. The job is to saty cool and calm. This would help her avoid insult and
demeaning the the staffs.
The Manager handled the issue un–professtional maner,especially the position and rank he holda.
He used dysfuctional approach with team members.His reaction was based on the information given
to him by supervisor.In order to be a fair he shouls have analyzed the situation. Managers take a
great step in mangaing the conflict regardless of the intensity of argument. Two of the main
objective of manager are effeciency and effectivness,This are a realistict goal for a manger to atten
when the conflict resolution skills are properly mainfested.
The work place is one of most common place for the conflicts, Considering the work situation,
employee establish a kind of realtionship among each other that keeps a diplomatoc approach but
usally does not go beyond personal level, Employee have to socialize with their coworkers because
people in workplace work collaboratively. Everone works and take efforts to achieve a common
goal for the bebifit of organization. It is always necessary to keep hormony in the workplace and
avoid conflict.
In conclusion, being a proactive ia an important first step in conflict manegemant. One way to
remain in charge of conflict situation is by practising 3Rs
i.e. Responsibilities

Personal Narrative: My Experience Of Dealing With Leaders...
Most of my experiences dealing with leaders and managers involve me being the subordinate one
who reports to them. While working at Panera Bread, I experienced a lot of management styles and
took that opportunity to learn what kind of manager I would want to be, but more importantly what
kind I would not want to be. Some shift managers were respectful towards their coworkers and
genuinely treated us as equals. However, a few of the magers that worked there took advantage of
their power and used it to direct other employees around with no given guidance or explanation. An
example of this is that one day I got to work like normal and checked my schedule to see whether I
was working drive thru or the main line and realized I was given a shift as a waitress. I had ... Show
I attempted to communicate with my manager before the shift started and she ensured me I would
do fine and to not worry about it. Managing without giving any guidance is something I never
would want to do to my employees since it abuses power and leaves the employees confused. My
only example of acting like a leader is when it comes to my younger sister and her friends. They
would often come to me for help with lemonade stands, selling golf balls, and simple tasks like that.
I would always try my best to help them out with the best way to sell them and making sure they
both split the money equally. Although, it was always a simple tasks it still gave me experience of
being in charge of something which otherwise may have never happened until years from now. I

Case Study Of Sweet Jelly Kiss Shakes And Cakes
MANAGEMENT FEASIBILITY
The performance and decision in day to day management plays an important role that can affect the
present and future standing of the corporation that either leads to success or failure of the
corporation.
The ability to manage the business is an index of good management which not only ensures profits
for its owners but also assures continues operation.
Forms of Business Enterprise
Sweet Jelly Kiss Shakes & Cakes is a partnership to be registered with the Securities and Exchange
Commission (SEC) with the same name. The proponents chose this name because it is easy to recall
and very much akin to the product we will sell. The partnership will be registered with other
government agencies such as the Department of ... Show more content on Helpwriting.net ...
The Cashier is responsible with managing the counter and maintaining monthly, weekly and daily
report of sales transactions. To cater the incomparable service Sweet Jelly Kiss will hire an
experienced Pastry Chef, hardworking Service Crew and Utility Man. The Pastry Chef will also
perform administrative duties such as preparing budgets and ordering supplies for pastry making.
The Service Crew is to make sure each customer gets their order taken and that they receive their
food, and that the customer leaves the store satisfied with the service they got. Utility Man was
responsible for daily maintenance and repair issues of the store. The flow of the information will be
top–to–bottom which signifies that the information will be coming from the Manager down to the
Pastry Chef, Cashier, Service Crew and Utility Man.
Figure 2.1
ORGANIZATIONAL CHART
Sweet Jelly Kiss (Shakes & Cakes)

Manager Role in Implementing Change
Manager Role in Implementing Change
Nicole Paschel
University of Phoenix
HCS/ 475
Ashley Tennessee
December 17, 2010
Manager Role in Implementing Change There are successful ways to implement changes in many
different organization and all employees need to understand how the changes will benefit them and
how it will affect their work daily. Managers within an organization that are seeking change need to
bring the idea to their employees or management team to receive etiquette feedback. In this paper I
will discuss Managers role and responsibility how manager successfully handle change. Managers
know that any kind of changes whether it is new ideas, new technology or new programs can create
concerns and ... Show more content on Helpwriting.net ...
6. Enlightenment. In Phase 6, people completely accept the new change. In fact, many wonder how
they ever managed the "old" way. Overall, they feel good about the change and accept it as the
status quo from here forward." (Garrison Wynn, 2005) With these different phases that is why it is
hard to tell or determine how long changes will take to implement. If employees were not aware that
any changes were required then reaction of employee may be, why change if change is not working
or that the change was a waste of time. Mangers should be ready for the resistance to any change,
prepare for it, and make special efforts to assess and deal with individual reactions to change. A
manager or a person in leadership must develop a proper attitude toward the resistance of change
that their employee may have. Looking at the thoughts that many may have and carefully listen to
their concerns is something that managers must do to help with the resistance of the change.
Engaging many with the change should be done after fully understanding the concerns of others.
The best way to minimize resistance to change is to involve those who is responsible for the change
and those who are affected by it. Consulting employees from the areas affected first hand and not
leaving in the dark is another method of handling resistance. With involving those who are affected
a test run of the new changes could help iron out the problem areas, get

Sample Cover Letter: Miami Dade College
July 26, 2013 Abdul Solan, Campus Network Services Manager Miami Dade College – West 3800
NW 115th Ave Doral, FL 33178 Dear Mr. Solan, Being an alumnus of Miami Dade College (MDC),
I received a lot from this school and would like to give back to such an amazing institution. I
frequently learn, in several forms of media, of MDC's prestigious awards, commemorations, and
many other forms of acknowledgements and tributes for its operations, faculty and staff, students,
standards, and much more. The most recent news I had the honor of engaging in was in the form of
an email from the President of the College, Eduardo J. Padrón, which was titled "MDC Earns 'Great
Colleges to Work For' Distinction for Fifth Straight Year." It is news like this that just makes me
even more ambitious to earn a place in this wonderful institution. All of this makes me know that
MDC is an excellent place of employment on top of the fact that it is an excellent place for higher
learning. ... Show more content on Helpwriting.net ...
Over the years of freelance work that I have done, taking apart, repairing, and assembling dozens of
computers as well as setting up and configuring home networks is something I have come to enjoy
and bringing that passion into the workplace is an essential characteristic of an employee.
Throughout my years of higher education, both at MDC and at FIU, I have become proficient in
Microsoft Office, learned to program in the languages of C++ and Java as well as scripting in
Windows (DOS) and Linux, and more. A list of relative courses I have taken are listed on my
attached

Kami Corporation

Recommended

Recommended

More Related Content

Similar to Kami Corporation

Similar to Kami Corporation (17)

More from Catherine Aguirre

More from Catherine Aguirre (20)

Recently uploaded

Recently uploaded (20)

Kami Corporation