Justice System Position Paper Essay

For many years there has been so much debate on whether punishment or rehabilitation would be the main issue in the juvenile system. They have gone back and forward from punishment to rehabilitation and still to this day it is still going on in our society, in which they should be forcing on rehabilitating our young youth to better themselves because they are our future generation that is coming up, instead of punishing them in which that is not going to help them one bit, only thing that is going to do is continue more problems within our youth. People wonder to this day what method works and I believe that rehabilitation should be the main primary focus in the juvenile justice system. If they really think about it rehabilitation is a program and therapies that allow juveniles delinquent to reunite back to society as a contributing member to their community. The program has many things to offer to help a juvenile and what I mean by this is they have programs that offer behavior modi fication therapies, education, work programs, and counseling to help them correct any area that needs improvement. They also help out the parent to better their juvenile the only thing is the parent have to get involve and really want the help for their juvenile so they can overcome their issue and be reunited back to society. Juvenile justice system should focus more on rehabilitation and the reason why I say that is because it can reduce time spent being incarcerated, also address more for the needs of delinquents, what I mean by this is focusing more on rehabilitation it could allow more delinquent to become productive members in society and in courage them to change their ways of life and prove to them that everyone can change instead of people looking at them as an delinquent juvenile that stay in trouble a lot. Just think if the states think more about punishment than rehabilitation  there would be more repeated offenders, and ultimately, depriving on society and the offender, then if you think about it the offender would be punished for their action as a delinquent but not getting the op portunity to learn how to be reunited back into society as a productive member and not being able to understand there problem, which means they would never understand what tick them off and make them act out the way they do by being punish they would never no and continue to repeat their action. Rehabilitation has a lot to offer far as learning about their behavior and the impact on society, how they can change their behavior, by completing the program they know that they can be successful and find a good job and stay away from trouble due to already going through that situation and be reunited back to society. Now without the program a juvenile could go into adulthood and still continue their action and it may get worse in the future. There was a research done on juvenile justice setting around the world and Day, Howells and Rickwood have inform people that most juvenile that has encounter with criminal justice agencies has many problems and have experience high levels of need and the justice agencies does not have much aware of the circumstance that is going on with the delinquents due to worrying about punishing them instead of finding out what they can do to help them overcome their situation so they can be reunited back to society. I think that rehabilitation should be the main focus on criminal justice system, and the reason why I say this is because the understanding on rehabilitation impact due to the law enforcement, court processes, probation, corrections, community services, and intervention programs. By the successful of the program can impact area’s and who has completed the programs are less likely to repeat breaking the law enforcement. Just think of the juveniles that has completed the rehabilitation program or anyone who has completed the program are less likely to increase the caseload in courts. Then, there are those who are on probation or not, they could have their probation decreased due to upon successful completion of the program. Even with rehabilitation, it can decrease the burden on corrections system by decreasing the number of juveniles that is incarceration. Now with community service and intervention programs could experience an increase in juvenile depending on whether the juvenile comply with their rehabilitation programs and that when the parent is suppose to  get involve to make sure that they juvenile comply within the program. If people can address that some juveniles has committed an unacceptable act and putting them in a rehabilitation program instead of punishing them, which is a inappropriate behavior depending on what type of crime that they have committed and what I mean by this is, if a juvenile committed murder than they should be punish for their crime but at the same time they also should be rehabilitate to understand what they have done was wrong and admit to their action and focus on improving themselves so they can be reunited back in to society one day or prove to themselves and they community that they can be reunited within the community. Think if they just punish all juveniles for their action regardless of what type of crime that they have committed, a juvenile would be accepted to all types of behavior and they would not understand the social or mental processes that may contribute to a delinquency due to being punished and rehabilitation does address these issue and help the delinquency focus on their problems and can help improve them in so many ways but the juvenile would have to want to change for themselves not because they are required to complete the program they have to want to do this on there on and that’s when the parent get involve to courage there juvenile to change to better themselves. Rehabilitation has both advantages and disadvantages and what I mean by this is the advantages of rehabilitation focus on the needs of the offender and customize to the individual’s needs by helping them understand there issue and how they can control there issue. Also the costs are significantly less tha n incarceration and decrease the recidivism rates, just think the juvenile crime rate will decrease and it would not be overcrowded in the detention center. The disadvantages would be adequate staffing and funding due to not having enough or short supply, but all in all the advantages always outweighing the disadvantage due to reducing the numbers of juvenile offender and getting them the help they need to improve themselves so they can be reunited back to society as civilize young adults. The agreement that oppose my view is how some people feel as though punishing the delinquency would help them but in reality it is only making them worse and their behavior also. My opinion is that all delinquency that has commit some type of crime should be able to get help far as rehabilitating them instead of punishing them, just think if they punish all of the delinquency they  would have a lot of juveniles in detention centers and that would be more money spent to house them and that means more staffs being hire to work more hours than what they have to and at the same time having to worry about the different behaviors within the juveniles, at l east with the rehabilitation program they (juveniles) could be able to get the help they need and understand their action and work on their issue to the point that they can be reunited back into society and live a civilize life within their community. Another thing is the juvenile’s parent need to be involve in whatever action that is taking place within their juvenile and what I mean by this is the parent are responsible for them (juvenile) and they should make it there point that they juvenile comply with the program and also participate within the program to better their juvenile, and understand their (juvenile) problem. Parents should understand that it starts with them and if they are not trying to get involve then their juvenile would feel as though they really do not have to comply by the programs. If parents get involve and help the system out by wanting to help there juvenile to improve their issue instead of putting their juvenile problems off on others then may be the juvenile crime rate would decrease and it would not be a big issue on making sure that the juvenile’s comply with rehabilitation programs nor punishing them (juvenile). Just think if rehabilitation service was not provided to the delinquency, it would be a lot of crimes more juvenile’s committing crimes and overcrowding in the detention center, it could hurt the offenders and the community. The juvenile would feel as though that people has lost faith in them and at the same time bring their self esteem down which would convince them do go out and commit crimes due to not having anyone there in there corner, that is why people and parent’s should get involve and help out our youth and make sure that they can be reunited back to society instead of punishing them cause punishing them is not doing anything to help them one bit. Overall I think that the juvenile justice system should focus on rehabilitating our young youth to better them into going back to school and getting a diploma or GED so they can farther there education and find a decent job, instead of getting into trouble and in up in the system to be punish for their crime or repeating the same crime that they have done once before also the community needs to come to gather and help far as giving some type of positive advice to the young youth so  they can follow the right path, but most important is the p arent’s need to be involve in their youth live regardless what it is, just my opinion on the whole situation. Reference American Civil Liberties, (1996, July5). ACLU Fact sheet on The Juvenile Justice System, retrieved, May 10, 2009 www.adu.org/crimjustice/juv/10091res19960705.com A History Struggle: Punishment or Rehabilitation? Mellen G. (2008, May 20), Press- Telegram, retrieved, May 10, 2009 www.prestelegram.com/justice/ci_9327709.com Public Willing to Pay More for Rehabilitation of Juvenile Offenders; Models for Change: System Reform in Juvenile Justice, (2009). In Models for Change; System Reform in Juvenile Justice; Home, retrieved May 10, 2009 www.modelsforchange.net/newsroom/18.com Juvenile Law Focus is Rehabilitation; Children are Considered, David J. Shestokas, copyright May 18, 2009 www.peasecurity,suite101.com/article.cfm/juvenile_law_foc.com Rehabilitation and Control of Juvenile Delinquency Offender, Afolabi James Adebayo, copyright 2010 www.yale.edu/ynhti/curriculum/units/2000/2/00.02.01.x.h.com

Creative industries Essay

The creative industries are those that take traditional creative talents in design, performance, production and writing, and merge these with media production and distribution techniques and new interactive technologies (for customization) in order to create and share out creative content all through the service sector of the new economy. The form of production is ‘Hollywood’ not ‘Detroit’ – project-based and innovative, relatively than industrial and standardized. It is distinguished by networks and partnerships. Consumers have given means to users – interactive partners in further development of the creative product. The creative industries give content products for the new knowledge economy. It is here that the main social and consumer impact of new interactive media technologies is felt, as people are much more involved in content than in technologies as such. The appeal lies in the story, view, song or speech, not in the carrier mechanism. This is increasingly true where the prospective for distribution of creative content via the Internet and other new interactive communication forms is being realized. Additionally, audiences increasingly anticipate high-tech content, interactivity and customization in traditional arts, media and entertainment industries. In this context, creative content is not restricted to leisure and entertainment products, but expands to commercial enterprises generally. As the new interactive media technologies develop from b2b to b2c applications, creative content will be the fundamental requirement, whether the application is for a bank, an educational institution or an entertainment provider, or whether the user is in ‘ sit up ‘ or ‘ sit back ‘ mode. Previously distinctive industries have rapidly incorporated. Advances in technology and increases in system performance have formed a fertile environment for the incubation and growth of new sectors and the prospect for existing disciplines to find new commercial applications. For example, animation and creative writing both found new application in the growth of computer games, which themselves have developed from one-person to interactive games, with several players, via the Internet. The inspiration of the ‘intangible’ sector relies more than ever on creativity, style and risk-taking imagination – on creative enterprises feeding continuously updated new content into technologically advanced knowledge-based industries. But content providers no longer require being located in metropolitan centers or one of the many ‘silicon valleys’ in order to play a global role. â€Å"The creative industries are the key new growth sector of the economy, both nationally and globally, and thus, against a background of manufacturing sector decline, they are the key source of future employment growth and export earnings† . Music, animatronics, design, publishing, interactive media, e-commerce and entertainment are all cottage industries on the creative or supply side, relying on small/medium enterprises (SMEs) and freelance creative talent working through short-lived projects. The requirement in this context is for interdisciplinary clusters, flexible and extremely porous teams, and creative enterprises to a certain extent than large-scale vertically integrated industries. The creative industries are a considerable sector of the global economy.

Discuss Why Culture Is Important To The State In Asia

Culture is very important to the state in Asia because most of the activities of the people in the region are deeply rooted in the cultural beliefs they hold. Indeed, most of the interactions that take place in the region especially the rising economy of China and the North Korea Nuclear program are deeply entrenched in the fabric of culture. This permeates both the local and international deals most of these countries have. Culture is the way of life of a group of people. This includes their behavior, their beliefs, societal norms and foundational tenets.It includes customs, lifestyles specificities, eating habits, party organization, religion, community activity and everything that forms part of interactive activities of people in a particular geographical location. Culture is specific to a group of people and varies from place to place. I can be adjusted or modified for the benefit of better erupting behavioral patterns or community development. The current situation in Asia is ma rked by wars and conflicts in the Middle East, terrorism in some parts of same location, increased and perpetual religious autocracy.In the same place, countries like Japan and China are improving the technological facilities while the Koreans are busy maintaining ‘peace’. In all the circumstances that surround the state of Asia, one realizes that culture has a major part; indeed it forms the only fulcrum upon which all acts are carried. The culture in China supports communism and individual multinational companies are only allowed to work or operate in this nation if they are ready to abide by existing rules and regulations of the country. The religious affiliation of people of this country also allows them to work effectively in the team, and even cater for the elderly.Every one is working for the good of the ‘colony’; and as such respected for that service. These factors have been responsible for the economic prowess of this emerging superpower. Another nation is United Arab Emirates. This is dominated by the ‘skeihic’ rulership method wherein there is no election,. It is deeply rooted in Islamic tenets, and most of the policies of the government of these emirates are governed by the content of the Holy Quran. One even realizes that there is segregation in work based on cultural beliefs directly linked to customary religion.One of the Emirates, Dubai, is a growing economy because of the accommodative approach to government and globalization it encourages. In the midst of this, contemporary culture little affected by Westernization is affected by this. As part of the culture of this people is the respect for the rule for the elders, responsibilities to the state and resistance to intrusion to cultural sanity. These factors form a bulk of the impetus for the current state of art and acts within Asia. This drives home the point that culture in intrinsic to events within Asia.

Human origins, human problems Essay Example | Topics and Well Written Essays - 1500 words

Human origins, human problems - Essay Example The paper is summarized in a concluding paragraph and Harvard referencing style has been used properly. 2. Introduction to the Hobbit Before going into the details of the subject matter, let’s first get to understand what Homo floresiensis actually is. Homo floresiensis, literally meaning Man of Flores, was discovered by Michael Moore’s team at the Liang Bua cave1 on the island of Flores in Indonesia2 on September 2003. Nicknamed as the Hobbit, it is believed to be a species known for its small sized body and brain whose fossils, according to archeologists, have been found somewhere 38,000 to 18,000 years ago3. More specifically speaking, the size is said to be â€Å"only about 1 meter in height and fully bipedal, with a very small brain size of 417cc†4. Homo floresiensis may be called contemporaries of Homo sapiens. Scientists suggest that since it is usual that large mammals may exist on islands in their dwarf form, hence Homo floresiensis may also be a dwarf f orm of Homo erectus. Mayell5 states that the skulls of the tiny humans were the size of grapefruits and they lived on pygmy elephants, Komodo dragons, and big rats found on the island. 3. Homo Floresiensis (LB1) in Human Evolution 3.1. ... The found specimen, LB1, contains leg bones, hands, feet, pelvis, and other remains which are both primitive and derived. LB1 is said to be the fossil of an adult who might be the age of 30. An analysis of its pelvis revealed that it was the skeleton of a female. It would have been a bit larger on size if it was a male although all fossil found so far are of the same size as LB1. Since, the individual was of young age, the bones of the skeleton had not fossilized as yet and are reported to be in the consistency of mashed potatoes or wet blotting paper. The brain size is as small as 380cc that is a chimpanzee’s brain’s size. With the fossils of LB1, some stone tools were also found which a homini with such a small sized brain cannot make. Thus the tools are believed to be created by Homo sapiens. Anthropologists, for example, Peter Brown, Michael Morwood and their colleagues argue about LB1 that â€Å"it was contemporaneous with modern humans (Homo sapiens) on Floresâ⠂¬ 6. 3.2. Evolution Homo floresiensis are said to have evolved from Homo erectus and the result is a tremendous decrease in the body and brain size. Because of the reduced brain size, archeologists also suggest that the â€Å"floresiensis might actually have evolved from something smaller, such as the Dmanisi hominids found in Georgia, some of which have brain sizes between 600 and 700 cc, smaller than the 800-900cc typical of early erectus†7. Also, when stone tools were found on another location in Flores in 1998, it was said that these tools may be the creation of Homo erectus because these were the pre-sapiens hominids existing in Indonesia who are thought to have crossed the sea-passage that separates Flores from Java. Some archeologists believe that these

Shipping Law case abt DEVIATION AND LIBERTY CLAUSES Essay

Shipping Law case abt DEVIATION AND LIBERTY CLAUSES - Essay Example Instantly Mr. Francis (owner of the ship) received a message to consign 10 containers of engineering equipments to Southampton, before reaching New York. The ship docked in New York on 7th November 2008. When the ship was being anchored, it happened to hit against a dock wall, due to apparent negligence of the ship’s master. Consequently 40 crates of medical equipments, valued at around  £40,000 were totally ruined. The subsequent inquiries revealed that navigating officer and master of the vessel, who were mainly responsible for the safety of ship and cargo, were in an inebriated state during the time of occurrence of accident. The shipping law is a combination of customs, precedents, legislations, and ratio decedent. The subject matter of the same is ownership and operation of ships travelling through the high seas which confers rights and imposes duties on the respective parties. The transportation of goods along the high seas is primarily based on contracts or agreements between the ship owner on the one hand, and the party consigning goods, on the other. Anyway, these agreements are grounded on archaic customs and antiquated precedents prevailing in the industry. As already mentioned the transportation of goods through high seas is mainly based on contracts or agreements between the ship owner and the consigner. These types of contracts are otherwise termed as â€Å"Charter Parties†. The term Charter Party is derived from the Latin word â€Å"Carta Partitta† which means â€Å"divided charter†. As per the classification the charter party is divided into three types which are â€Å"Demise charter†, secondly, â€Å"Time charter† and finally â€Å"Voyage charter.† 1 It is the charterer who appoints the master and the crew of the ship. The charterer himself affects the repairs etc. In summary the charterer acts as if he is the owner of the vessel during the period of the contract. In time charter the

Human Resource Law - Memo Research Paper Example | Topics and Well Written Essays - 1250 words

Human Resource Law - Memo - Research Paper Example Anderson Cost Club Store fired the employees because of the work place circumstances and not due to discrimination. An employer can terminate a worker for a valid reason, bad reason or without a reason if the worker was employed at-will. Additionally, people employed at-will have a right to quit any time without a reason. Consequently, Cost Club has the right to fire employees without giving reasons. The act also forbids employers from dismissing any individuals because they reported the organization’s unlawful actions. However, in this case, the organization did not engage in any unlawful act. The employer had the right to choose the employee to fire because he knew the most productive workers better than the regulators or judges (Ford, 2008). Message 2: Regional CEO’s Question about Reducing Employee Costs. Autonomous contractors, temporary workers, and employees are different kinds of workers, and organizations should acknowledge their dissimilarities. This is becaus e knowing the distinction will help the employers to establish the initial hiring processes and avoid the expensive legal consequences. Independent contractors are different from other employers because they work under their separate corporate brands and have their own workforces. Additionally, they keep different financial records and they can publicly market their services. The contractors do not operate according to the standard business hours; they set their own working hours. Moreover, they can work for several organizations and submit invoices for every completed work. However, employees perform duties according to the organization’s requirements and they have to work under the organization’s schedule. Additionally, they must undergo relevant training before working for an organization. Employees must work for one employer, and they do not keep separate financial records. Most organizations prefer independent contractors because they have many advantages over emp loyees. The organizations that rely on the contractors have lower labor expenses and liabilities. Additionally, the use of independent contractors enhances flexibility in hiring and firing (Small Business Administration, 2011). Temporary workers are the people working for agencies who replace workers in organizations. Such workers are highly skilled and they work for organizations whenever they have crucial projects or deadlines. They should only work on short-term assignments that last for a maximum of 90 days. These types of workers can reduce the organization’s expenses because their pays are usually lower than those of the employees and independent contractors (Small Business Administration, 2011). Incorrect categorization of workers may result in severe legal penalties. An organization will be required to pay the contractors and temporary workers all the wages they would get as outlined in the Fair Labor Standards Act if it treats them as employees. The wages should be i nclusive of overtime and minimum wages. Furthermore, the organization will have to reimburse all the taxes and fines for federal taxes, Medicare, and unemployment. If the misclassified workers were injured while working for the organization, they will have to receive compensation. Additionally, the organization will have to give the misclassified individuals benefits such as health

Modern Civil Society Essay Example | Topics and Well Written Essays - 1000 words

Modern Civil Society - Essay Example He believed that success meant leading a state of nature to civil society; however, the idea of combining every man who is free creates an agreement between people, and thus government is needed. Rousseau believed that people should give up some of their liberties and be governed in order to provide their own safety and other social benefits, yet Arendt has explained the disadvantages of government who have taken total control of their people. While Arendt and Rousseau both agree that slavery is an inhumane system, they have different views on people being controlled by the government. According to Arendt, the Nazis dehumanized and exterminated Jews by having the idea that everything is possible and everything is permitted. Once the idea had been formed, the purposes of concentration and extermination camps were designed to exterminate and reduce a kind of human being into an almost nonexistent species. Under total terror power control, these people who were in the camps often consid ered keeping themselves alive instead of fighting for freedom, which led them to start losing their thinking skills and began building up their abilities to obey. After the victims began losing their human behavior and their own personalities, they had been trained as â€Å"Pavlov’s dog, which, as we know, was trained to eat not when it was hungry but when a bell rang (Arendt 124)†. In the essay, Arendt stated that under the terror, those human beings had been turned into a â€Å"mere thing, into something that even animals are not (124)†. In other words, Arendt stated that by classifying human beings, Nazis saw Jews as trifling matter who have been â€Å"treated as if they no longer existed, as if what happened to them were no longer of any interest to anybody, as if they were already dead (132)†. They did not treat Jews as human beings, and surely they disregard Jews’ lives. Rousseau had a similar idea, arguing that no one is born to be a slave, and every human being is born equally and only they can choose their destiny: Far earlier, Aristotle, too, had maintained that men are not by nature equal, but that some are born to be slaves, others to be masters. Aristotle was right: but he mistook the effect for the cause. Nothing is more certain than that a man born into a condition of slavery is by nature. A slave in fetters loses everything—even the desire to be freed from them. He grows to love his slavery (61). According to the Greek philosopher Aristotle, some people are naturally slaves; however, others are naturally masters. In other words, a slave is born to be owned by another human being, and has no freedom; they even lose their opportunity to be set free from their owner. However, by defining the word â€Å"natural†, Rousseau explained that the nature for a human being is the idea that all men are born free, which means that all people have natural liberty, including slaves. He claimed that it is ridicul ous for a newborn human being to spend a lifetime as a slave, which might mean being locked up with the owner in poor conditions and forced to work for hardly any profit. Furthermore, Rousseau believed that a man could be born in the position of a slave, but the man must have his natural liberty that belongs to himself and only he has the right to decide his destiny. Arendt and Rousseau both had similar ideas that racism and slavery are inhumane actions that should not

Public Listed Company Whose Corporate Governance Has Received Comment Essay

Public Listed Company Whose Corporate Governance Has Received Comment - Essay Example It deals with structuring and allocating responsibilities within the companies or organization. For this purpose the Royal Bank of Scotland Group (RBS) is chosen to continue the discussion. So the corporate governance issues that exploded within the organization which resulted in major financial misbalances would be analyzed. A critical evaluation regarding the risk associated in this case would be made, so as to understand the identified risks and the approaches that were made from the side of management to combat the risks. Furthermore, a detailed analysis of the viewpoints of different stakeholders of the company would be included. The external and internal shareholders, their role and their view for such situation would be considered. Also the auditors of the firm, the government agencies involved and the shareholder’s association’ viewpoint regarding governance problems at Royal Bank of Scotland would be discussed. The purpose of conducting such detailed investigat ion is to understand the significance of corporate governance in an organization and understand the effects that it might have when corrupt governance practices creeps in. The failure of Royal Bank of Scotland was primarily due to liquidity issues, which rose from defective business strategies that not only damaged the status, but also the integrity of the bank. Though it might be felt that the root cause was totally financial in nature, but the initiation was improper governance issues within the organization, which came out after the crisis news got revealed in public. An interesting fact that has been noticed in case of RBS is that a very close link has been shown between the liquidity, strategic and operational risks. Though liquidity risk is the major issues, but the faulty strategies and ill-governance were due to operational risks such as weak challenges, insufficient insight or administration, unconstrained ambitions, poor attentiveness, and majorly due to lack of corporate governance. The report stated by Financial Services Authority (FSA) states that due to poor decisions of the board and the management of RBS, the organization went through financial crisis. It was clearly mentioned in the report that there were deficiencies in the governance arrangements, mechanism for challenges and oversight, culture, and the attitude of the management to balance the growth and risk of the company. FSA was the body responsible for investigating the case of RBS. They studied the situations of RBS and filed a report for the same. Though it was said RBS was a victim of a series of bad management decisions, but they also mentioned that no individual was responsible for such condition of the organization and hence cannot be held accountable for. This was considered to be a manipulated verdict by many corporate governance experts. The RBS board presented a strategic growth plan in the year 2006, but it was not presented after conducting a detailed analysis. The report s howed that the RBD management or board has detailed idea or knowledge about the relevant market or conditions that would lead to such growth, or the key risk factors involved. It was vague or superficial reports that were presented. The next governance question that comes to mind is that, how the risk management team or department of the organizati

How can motivation affected by appraisal system Thesis Proposal

How can motivation affected by appraisal system - Thesis Proposal Example Some of the main benefits that are usually associated with increasing employee motivation include improved organizational development, employee commitment, resource integration, and improvement in business processes. When employees feel valued by their companies and their motivation level is on a high end, they show more commitment and dedication to their job activities, which consequently improves their individual and organizational performances. As far as performance appraisal is concerned, companies have been using it has a way to know employees’ performances in order to bring required improvements in their performances. Appraisal is a continuous process of identifying, measuring, and developing the performance of employees in order to align those performances with the strategic goals of the organization. Without an effective appraisal system in practice, it becomes difficult to know whether there is a need to enhance personal development or to build a sense of value employees. This is the reason why managers make use of the most suitable appraisal methods to assess and evaluate performances. This study will be about the way performance appraisals can be used to improve employees’ motivation level. The primary objective of the research will be to know whether motivation is affected by performance appraisals or not. The research will be new in a sense that it will focus the effects of performance appraisals in multinational organizations of the United Kingdom. Not much research has been done on this in the past which provides a base for the researcher to explore the effects of appraisals on the working and motivation of employees. The researcher aims to know how and in which ways appraisals can be used to improve employees’ performances. This research will be very helpful in that it will provide a good amount of knowledge in this field of research. This research will also be focused on knowing the methods of

Reflection Paper on The Game Diplomacy Essay Example | Topics and Well Written Essays - 1250 words

Reflection Paper on The Game Diplomacy - Essay Example We were excited to get to once again see each other and couldn’t wait to catch up on what we had done, or had happened to us over the course of spring break. Needless to say, my friend had had a more interesting spring break as his grandparents lived in California at a location that was relatively within walking distance from the sea. I on the other hand had merely spent the entire spring break away on a scout’s summer camp. My best friend excitedly told me that while on holiday visit at his grandparents, his grandfather had taught him how to play an interesting board game called diplomacy which although having proved to initially be quite complex, had eventually proved to be much more fun than all the games that we used to play. He promised me that once I got hooked on the game, it would be quite difficult for me to go back to enjoying the old games that we used to play. While I was thrilled with the prospect of learning a new game, I also had a bit of apprehension as its name did not sound as flashy or as interesting as some of the other games that we used to play. We agreed to call up a few of our games playing buddies so that we could meet up at my friend’s house the very next day and get a chance to play diplomacy on the board that he received from his grandfather as a present. As we all enjoyed the challenge of mastering a new game, we soon found ourselves hooked to the game and continue to play the game to this day. Diplomacy is essentially a game in which negotiating skills and diplomacy are used in a quest to try and control Europe. The game is set to begin in the years before World War I and is played by seven players who each represent the major European powers of the time which were France, Austria-Hungary, England, Turkey, Russia, Italy and Germany. Each player is randomly assigned a nation that they will

Challenges Facing Organizational Leaders In Nigeria Dissertation

Challenges Facing Organizational Leaders In Nigeria - Dissertation Example The significance of this study is to create awareness of the challenges facing the organizational leaders in the private sector in Nigeria, as well as develops strategies, which could make the organizational leaders in Nigeria more adjusted to the ever-shifting environment that they operate in. Correspondingly, an appraisal of past works in this part did not yield any concrete results. This presumes that past investigations on leadership analyses in Nigeria did not pay close interest to this part of social occurrence, or investigators in Nigeria had not taken it as a fragment of their academic lists that is worth investigating. This analysis will offer a compass to steer future investigations in this part of social occurrence. Moreover, the challenges confronting organizational frontrunners in Nigeria cannot be disconnected from the happenings within the country, as well as environmental pressures operating within Nigeria. This investigation will function as a facilitator for economic growth and social revolution within Nigeria, as well as provide the example, which can be tailored in organizational settings, which have the same cohesion with the Nigerian setting. The study of leadership is an intricate endeavor, which requires sound theoretical framework and engagement of perspectives from different disciplines for thorough exposition. This purpose of this study is to investigate the challenges facing the organizational leaders within the private sector in Nigeria and how the challenges could be obliterated. This chapter provides the theoretical framework for this study by combining the concepts of leadership systems and organizational change. The key proposals of these theories are considered against the backdrop of challenges leaders face an organizational system.

Interagency disaster management Essay Example for Free

Interagency disaster management Essay Introduction: A disaster can be defined as a serious disruption of the functioning of a society, causing widespread human, material, or environmental losses which exceed the ability of affected society to copy using only its own resources. Disasters are often classified according to their speed of onset (sudden or slow), or according to their cause (natural or man-made). Recent disasters like Hurricane Katrina have exposed the vulnerability of the nation in times of disaster and this has lead to discussions on disaster management. Natural disasters such as hurricanes, earthquakes, tornadoes, floods, ice storms, severe weather, and wildfires can strike any time. They can build over days or weeks, or strike suddenly without warning. Throughout history, people in various parts of the world have suffered due to the unpredictability of natural disasters. Some disasters can be predicted such as floods in valleys, droughts in areas of low rainfall and oil spills in shipping lanes. There can also be manmade unpredictable disasters such as bioterrorism that involves the use of chemical, biological and nuclear weapons. Disaster Management: Disasters are inevitable but the destructive impact of disasters can be substantially reduced by adequate preparation, early warning, and swift, decisive responses. Disaster Management encompasses all aspects of planning for and responding to disasters. It applies to management of both risks and consequences of disasters. However, disasters need to be declared to secure the release of government resources for intervention. Government through its various agencies plays a huge role in such prevention and mitigation. This is done through legislation, through resource allocation and through rational planning and sustainable development. State and local governments are closest to those affected by natural disasters, and have always been the lead in response and recovery. The federal government acts in a supporting role, providing assistance, logistical support, and certain supplies. Local government is responsible for providing for the safety and security of citizens in advance of a hurricane. That means they are in charge of developing emergency plans, determining evacuation routes, providing public transportation for those who can’t self-evacuate, and setting up and stocking local shelters with relief supplies. State government is responsible for mobilizing the National Guard, pre-positioning certain assets and supplies, and setting up the state’s emergency management functions. They are also in charge of requesting federal support though the formal disaster declaration process. Federal government is responsible for meeting those requests from the state – before, during and after the disaster. This includes providing logistical support for search and rescue, providing food, water and ice, establishing disaster centers and processing federal disaster claims, and participating in short and long-term public works projects, such as debris removal and infrastructure rebuilding. National Response Plan: The National Response Plan, published on May 25, 2006, by the DHS, provides an all-hazards approach to enhance the ability of the nation to manage domestic disasters. The plan includes best practices and procedures from incident management disciplines—homeland security, emergency management, law enforcement, firefighting, public works, public health, responder and recovery worker health and safety, emergency medical services, and the private sector and integrates them into a unified structure. It forms the basis of how the federal government coordinates with state, local, and tribal governments and the private sector during incidents. The National Response Plan aims to save lives and protect the health and safety of the public, responders, and recovery workers and thereby ensure security of the homeland. The National Response Plan establishes a comprehensive all-hazards approach to enhance the ability of the United States to manage domestic incidents. It forms the basis of how federal departments and agencies will work together and how the federal government will coordinate with state, local, and tribal governments and the private sector during incidents. It establishes protocols to help protect the nation from terrorist attacks and other natural and manmade hazards; save lives; protect public health, safety, property, and the environment; and reduces adverse psychological consequences and disruptions to civilian life. The Plan identifies police, fire, public health and medical, emergency management, and other personnel as responsible for incident management at the local level. The Plan enables incident response to be handled at the lowest possible organizational and jurisdictional level. The Plan ensures the seamless integration of the federal government when an incident exceeds local or state capabilities. There are some new Coordinating Features in the National Response Plan such as: †¢ Homeland Security Operations Center (HSOC): The HSOC serves as the primary national level multi-agency hub for domestic situational awareness and operational coordination. The HSOC also includes DHS components, such as the National Infrastructure Coordinating Center (NICC), which has primary responsibility for coordinating communications with the Nation’s critical infrastructure during an incident. †¢ National Response Coordination Center (NRCC): The NRCC, a functional component of the HSOC, is a multi-agency center that provides overall federal response coordination. †¢ Regional Response Coordination Center (RRCC): At the regional level, the RRCC coordinates regional response efforts and implements local federal program support until a Joint Field Office is established. †¢ Interagency Incident Management Group (IIMG): A tailored group of senior federal interagency experts who provide strategic advice to the Secretary of Homeland Security during an actual or potential Incident of National Significance. †¢ Joint Field Office (JFO): A temporary federal facility established locally to provide a central point to coordinate resources in support of state, local, and tribal authorities. †¢ Principal Federal Official (PFO): A PFO may be designated by the Secretary of Homeland Security during a potential or actual Incident of National Significance. While individual federal officials retain their authorities pertaining to specific aspects of incident management, the PFO works in conjunction with these officials to coordinate overall federal incident management efforts. The Department of Homeland Security/Emergency Preparedness and Response (EPR)/Federal Emergency Management Agency (FEMA), in close coordination with the DHS Office of the Secretary, will maintain the National Response Plan. The Plan will be updated to incorporate new Presidential directives, legislative changes, and procedural changes based on lessons learned from exercises and actual events. The Department of Homeland Security: In the event of a terrorist attack, natural disaster or other large-scale emergency, the Department of Homeland Security will assume primary responsibility on March 1st for ensuring that emergency response professionals are prepared for any situation. The department is responsible for providing a coordinated, comprehensive federal response to any large-scale crisis and mounting a swift and effective recovery effort. According to the Homeland Security Act of 2002 the mission of the Department of Homeland security is to prevent terrorist attacks within the United States; reduce the vulnerability of the United States to terrorism; and minimize the damage, and assist in the recovery, from terrorist attacks that do occur within the United States. Biohazards: Biohazards are biological agents or substances that present or may present a hazard to the health or well-being of the worker or the community. Biological agents and substances include infectious and parasitic agents, noninfectious microorganisms, such as some fungi, yeast, algae, plants and plant products, and animals and animal products that cause occupational disease. Generally, biohazards are either infectious microorganisms, toxic biological substances, biological allergens or any combination of the above. Today, biohazards ar also used as weapons of mass destruction in the hands of terrorists – the use of anthrax virus to spread disease, death, fear and panic among the public is a case in point. As such, biohazards not only come under the purview of the CDC (Center for Disease Control and Prevention) but also under Department of Homeland Security.

An Over View Of The Tata Motors Company Marketing Essay

An Over View Of The Tata Motors Company Marketing Essay The concept of operations management is related to the optimum utilization of the resources in the best possible way. Introduction Established under the parent company, Tata Group, in 1945, Tata Motors Limited has become Indias largest automobile company. It was the first Indian automobile company to list on the New York Stock Exchange. Tata Motors began manufacturing commercial vehicles in 1954 with a 15-year collaboration agreement with Daimler Benz of Germany. This partnership has led Tata Motors to not only become Indias largest automobile company but also Indias largest commercial vehicle manufacturer; the worlds top five manufactures of medium and heavy trucks and the worlds second largest medium and heavy bus manufacturer. Having just entered the passenger vehicles market segment in 1991, Tata Motors now ranks second in Indias passenger vehicle market. Tata has enjoyed the prestige of having developed Tata Ace, Indias first indigenous light commercial vehicle; Tata Safari, Indias first sports utility vehicle; Tata Indica, Indias first indigenously manufactured passenger car; and the Nano, the worlds least expensive The company that has been taken for the purpose of demonstrating operation management and its effectiveness is Tata motors India Pvt. Ltd. The fact that tata motors came up with a small car in the Indian market and has been very succesfull it needs to be understood that what it is that instigated the success to such a boundry. Tata Motors is Indias largest automobile company, with consolidated revenues of USD 20 billion in 2009-10. It is the leader in commercial vehicles and among the top three in passenger vehicles. Tata Motors has products in the compact, midsize car and utility vehicle segments. The company is the worlds fourth largest truck manufacturer, the worlds second largest bus manufacturer, and employs 24,000 workers. Since first rolled out in 1954, Tata Motors has produced and sold over 4 million vehicles in India. Established in 1945, when the company began manufacturing locomotives, the company manufactured its first commercial vehicle in 1954 in a collaboration with Daimler-Benz AG, which ended in 1969. Tata Motors is a dual-listed company traded on both the Bombay Stock Exchange, as well as on the New York Stock Exchange. Tata Motors in 2005, was ranked among the top 10 corporations in India with an annual revenue exceeding INR 320 billion. In 2010, Tata Motors surpassed Reliance to win the coveted title of Indias most valuable brand in a annual survey conducted by Brand Finance and The Economic Times. Tata Motors has auto manufacturing and assembly plants in Jamshedpur, Pantnagar , Lucknow, Ahmedabad, Sanand,Dharwad and Pune in India, as well as in Argentina, South Africa and Thailand. Tata Motors aimed to increase its presence worldwide. In 2004, it acquired the Daewoo Commercial Vehicle Company of South Korea. The reasons behind the acquisition were: Companys global plans to reduce domestic exposure. The domestic commercial vehicle market is highly cyclical in nature and prone to fluctuations in the domestic economy. Tata Motors has a high domestic exposure of ~94% in the MHCV segment and ~84% in the light commercial vehicle (LCV) segment. Since the domestic commercial vehicle sales of the company are at the mercy of the structural economic factors, it is increasingly looking at the international markets. The company plans to diversify into various markets across the world in both MHCV as well as LCV segments. To expand the product portfolio Tata Motors recently introduced the 25MT GVW Tata Novus from Daewoos (South Korea) (TDCV) platform. Tata plans to leverage on the strong presence of TDCV in the heavy-tonnage range and introduce products in India at an appropriate time. This was mainly to cater to the international market and also to cater to the domestic market where a major improvement in the Road infrastructure was done through the National Highway Development Project. Tata remains Indias largest heavy commercial vehicle manufacturer and Tata Daewoo is the 2nd largest heavy commercial vehicle manufacturer in South Korea. Tata Motors has jointly worked with Tata Daewoo to develop trucks such as Novus and World Truck and buses namely, GloBus and StarBus. In January 2008, Tata Motors launched Tata Nano, the least expensive production car in the world at about 120,000 (US $3000).The city car was unveiled during the Auto Expo 2008 exhibition in Pragati Maidan, New Delhi. Tata has faced controversy over developing the Nano as some environmentalists are concerned that the launch of such a low-priced car could lead to mass motorization in India with adverse effects on pollution and global warming. Tata has set up a factory in Sanand, Gujarat and the first Nanos are to roll out summer 2009. Tata Nano Europa has been developed for sale in developed economies and is to hit markets in 2010 while the normal Nano should hit markets in South Africa, Kenya and countries in Asia and Africa by late 2009. A battery version is also planned. Tata Motors Limited is Indias largest automobile company, with revenues of 35,651.48 crore (US$7.74 billion) in 2007-08. It is the leader in commercial vehicles in each segment, and among the top three in passenger vehicles in India with products in the compact, midsize car and utility vehicle segments. Tata vehicles are sold primarily in India, and over 4 million Tata vehicles have been produced domestically since the first Tata vehicle was assembled in 1954. The companys manufacturing base in India is spread across Jamshedpur (Jharkhand), Pune (Maharashtra), Lucknow (Uttar Pradesh), Pantnagar (Uttarakhand) and Dharwad (Karnataka). Following a strategic alliance with Fiat in 2005, Tata set up an industrial joint venture with Fiat Group Automobiles at Ranjangaon (Maharashtra) to produce both Fiat and Tata cars and Fiat powertrains. The company is establishing a new plant at Sanand (Gujarat). Tatas dealership, sales, service and spare parts network comprises over 3500 touch points. Ta ta Motors also distributes and markets Fiat branded cars in India. Current Situation The Tata Motors group is a passenger and commercial vehicle manufacturer based in India. The motor group was established in 1945 as part of the larger Tata Group. They have long been known for their commercial vehicles and in the past ten years entered into the passenger car market. Currently, Tata Motors has a line of five passenger vehicles and a large line of commercial vehicles producing pickups, trucks, tractor trailers, tippers, and buses. Both product lines of the Tata Motors group have seen success, but much of this has been built upon the more deeply established commercial vehicle product line. Tata Motors commercial line has been established for several years in many market segments such as Europe, Africa, The Middle East, Australia, Southeast Asia, and South Asia. Tata Motors has expanded their business and market share around the world through a series of acquisitions. In 2004, they acquired Daewoo commercial vehicle Company in South Korea which was South Koreas second largest truck manufacturer. This acquisition gave Tata Motors a significant presence in the Korean market. They have also entered into joint ventures with companies such as Thonburi Automotive in 2006, which allowed them to manufacture and market pickup trucks in Thailand. Tata Motors have been making global headlines in the auto industry lately; the largest news being their acquisition of Jaguar and Land Rover from Ford. Tata paid 2.3 billion dollars to Ford for the two brands that cost Ford 5.3 billion (Carty, USA Today). This is a major step for the company because it catapults them into the luxury car business which they are not known for at this time. Tata, like many new businesses it acquires, is allowing this new segment of the business to be run by previous management since they have more experience in the luxury automotive business. Tata will give us some space. They want us to run our business, be a premium British car company (Mike ODriscoll, managing director of Jaguar). This is yet another large acquisition for the Tata Motors group and could create great success for the company in the near future. Corporate Governance Since Tata Motors is a part of a large conglomerate company it needs to have a strong corporate governance to ensure that its employees act ethically and the business continues to run smoothly especially during the ever changing and dynamic global economy. Tata Groups corporate governance is founded upon a rich legacy of fair, ethical, and transparent governance practices (tatacarsworldwide.com). One of the more important parts of this is the transparency of the company people have a right to know what the company is doing not only to ensure ethical practices, but for the insurance of their many shareholders whom have a right to know the inner workings of the company Tata has created some models for employees to guide themselves through everyday business practices to ensure that the corporate governance is continuously being upheld. The Tata business excellence model is upheld by Tata quality management services. Quality management is an in-house group dedicated to helping the various Tata companies achieve their business objectives through specific processes. The two main processes that the quality management services employees focus on are business excellence and business ethics. These two objectives have helped build Tata into the strong, dynamic company it is today. These models are entrenched in the companys ethnical standards and Tata feels strongly about enforcing both throughout the company. Tata quality management services plays the role of supporter and facilitator in the journey that Tata enterprises undertake to reach the peaks of business eminence while, at the same time, adhering to the highest ethical standards (Tata.com). To further prove their commitment to quality and ethical practices Tata has introduced annual quality awards for those companies conducting business with the utmost quality. These awards are called the JRD quality value awards named after the late chairmen JRD Tata. These awards are presented annually on July 29th, the birthday of JRD Tata. Tata has committed to ensuring quality and ethical standards not only within Tata Motors, but throughout their many other branches and sectors of the Tata Group. They have done so by benchmarking quality standards through the Tata business excellence model as well as providing incentives for companies to strive to improve the quality of their service, by awarding JRD quality management awards. Financial Position Tata Motors have increased its earnings over the years through their various acquisitions and joint ventures with truck manufacturers in Southeast Asia. Gross profit in the year 2006 was 1,160.9 million and increased to 1,510.1 million in the year 2007. Earnings after taxes also increased significantly between 2006 and 2007 increasing from 336.6 million to 405.5 million in 2007. After a large drop in revenues from 2004 to 2005 when the company first went public on the NYSE it has been increasing revenues greatly annually, from 4,422.0 million in 2005 to 7,354.0 in 2007. Core Competencies Tata Motors is able to maintain, as well as increase, their market share by capitalizing on their core competencies. Tata Motors is active, competitive, and dynamic in all aspects of the automotive industry, which means that there must be many different activities going on in all areas of the company. As a result of the ever evolving automotive industry Tata Motors must always be changing and one way to stay at the forefront of the industry is to make continuous improvements in technology through research and development. One way that Tata Motors has done this is by producing one of the most efficient and low cost vehicles on the market. Acquisitions, mergers, and expansion is another core competency that Tata Motors has is embedded in their company structure and philosophy. Another core competency that Tata Motors holds is being located in the India. This location has allowed them to understand not only the Indian market but also the dynamics of emerging and developing markets. This market understanding and knowledge allows Tata Motors to manufacture their products at lower costs, sell them to emerging markets while making profits as well as take advantage of the strong labor base in India. PEST Analysis Political Since Tata Motors operates in multiple countries across Europe, Africa, Asia, the Middle East, and Australia, it needs to pay close attention to the political climate but also laws and regulations in all the countries it operates in while also paying attention to regional governing bodies. Laws governing commerce, trade, growth, and investment are dependent on the local government as well as how successful local markets and economies will be due to regional, national and local influence. In accordance, Tatas headquarters in Mumbai, India, strictly controls and regulates operations in all dealerships and subsidiaries, in addition to knowing and abiding by all labor laws in the multiple countries where they have manufacturing plants it has to watch political change. Economic Operating in numerous countries across the world, Tata Motors functions with a global economic perspective while focusing on each individual market. Because Tata is in a rapid growth period, expanding or forming a joint venture in over five countries world-wide since 2004, a global approach enables Tata Motors to adapt and learn from the many different regions within the whole automotive industry. They have experience and resources from five continents across the globe, thus when any variable changes in the market they can gather information and resources from all over the world to address any issues. For instance, if the price of the aluminum required to make engine blocks goes up in Kenya, Tata has the option to get the aluminum from other suppliers in Europe or Asia who they would normally get from for production in Ukraine or Russia. Tata Motors also has to pay close attention to shifts in currency rates throughout the world. Currency fluctuations can equate to higher or lower de mands for Tata vehicles which in turn affect profitability. It can also mean a rise in costs or a drop in returns. But they also have to pay attention to not just the domestic currency, the rupee, but also to the dollar, euro, bhat, won, and pound, to just name a few. Just because the rupee is strong against the dollar does not mean it is strong against all the other currencies. Attention to currency is important because it influences where capital investment will develop and prosper. Social Undoubtedly, the beliefs, opinions, and general attitude of all the stakeholders in a company will affect how well a company performs. This includes every stakeholder from the CEO and President, down to the line workers who screw the door panel into place, from the investor to the customer, the culture and attitude of all these people will ultimately determine the future of a company and whether they will be profitable or not. For this reason, Tata Motors tends to use an integration and rarely separation technique with foreign companies they acquire. In 2004, Tata Motors acquired Daewoo Commercial Vehicles Company, which was at the time Koreas second largest truck maker. Rather than using de-culturation or assimilating Daewoo, Tata took an integrated approach, and continued building and marketing Daewoos current models as well as introducing a few new models globally just as it had been done under Korean management. Technology Tata Motors and its parent company, the Tata Group, are ahead of the game in the technology field. The foundation of the companys growth is a deep understanding of economic stimuli and customer needs, and the ability to translate them into customer-desired offerings through leading edge RD (Tata). Employing 1,400 scientists and engineers, Tata Motors Research and Development team is ahead of the pack in Indias market and right with the rest of the field internationally. Among Tatas firsts are the first indigenously developed Light Commercial Vehicle, Indias first Sports Utility Vehicle and, in 1998, the Tata Indica, Indias first fully indigenous passenger car, as well as the increasingly famous Tata Nano, which is projected to be the worlds cheapest production car (Tata). In the automotive industry, it is becoming increasingly crucial for manufacturers to stay on top of the technology curve with new problems always rising such as escalating gas prices and pollution problems. Tata rec ognizes this and dedicates lots of resources and time into research and development to be even with or preferably ahead of other competitors, global trends, and changing economies. In all, an automobile manufacturer must change, adapt, and evolve to stay competitive in the automotive game, and this is exactly what Tata is doing with their rapid growth, and extensive research and development. SWOT Analysis Strengths Tata Motors excels when it comes to innovation through intensive research and development. Their ability to make the least expensive car on the market, the Nano which will retail for $2,500, is far beyond what any other car dealership has created. This innovation gives Tata Motors their main competitive advantage. Tata Motors makes everything from tractor-trailers to the worlds least expensive car. This product diversity grants them a competitive advantage over their competitors because they can satisfy more markets and customer needs. Another strength that Tata Motors possesses is high corporate responsibility. They donate a portion of their profits from stock increases towards a specific charity. This highlights Tata Motors overall desire for community improvement while also emphasizing Tata Motors high morals and values which is something money can not buy. Tata Motors is unique in a way in which when it buys a company. Tata Motors keeps the original management of that company int act. The company that Tata Motors purchases will look exactly the same in terms of management and organizational structure as if it was never purchased by Tata Motors. Weaknesses There are strings attached with every new invention and improvement on products. These strings are Tata Motors weaknesses and what other groups perceive as their weaknesses. One weakness that Tata Motors faces is its inability to meet safety standards. Although they have made the most inexpensive car out on the market, it has yet to pass all the safety standards which is a legal factor. Some consumers and pessimists inquire as to how Tata Motors can make such a cheap car and withstanding a car accident or not just falling apart after hitting something once. Pessimistic people also want to believe that car manufactures are already doing everything they can to keep costs low for the consumer, and if that is the case, then putting the cheapest car out on the market automatically questions if it is safe to drive.Tata Motors only have been making passenger cars for the approximately last ten years. This can be viewed as a weakness from a customer standpoint since a decade does not seem li ke a lot to consumers and therefore they will think that Tata Motors is inexperienced car manufacturing. Opportunities Tata Motors has already opened the doors for many new and innovative ideas, but not only for their company, but their competitors as well which could turn into a threat. One of the major opportunities that Tata Motor faces is that as of right now 90 percent of China and Indias adult population do not own cars, partly because cars are costly and require more expenses after purchased. So the market for a low-priced car is huge which benefits Tata Motors perfectly since they produce the lowest priced car on the market. This is a huge opportunity for Tata Motors because if they can get their feet into that market of people that do not have cars because they cannot afford them, then they will make large profits down the road. Chinas total car sales are estimated at over 8 million dollars annually and they were the worlds second largest car market in 2006. Chinas government forecasts that demand for cars will top 20 million by 2020. With Tata Motors in the market with the cheapest car, Chinas demand for cars will probably increase even more significantly which will in turn increase sales for Tata Motors. As of March 2008 Tata Motors finalized a deal with Ford Motor Company to acquire the British businesses, Jaguar Cars and Land Rover. This is a huge opportunity for Tata Motors since they will acquire the large knowledge base and technologies for producing and marketing luxury vehicles. This acquisition helps them dive into the more mature markets in Japan, Europe and the U.S. The knowledge transfer from these two companies will greatly improve Tata Motors ability to continue to grow and flourish in both developing and developed market segments. Threats The obvious threat to Tata Motors is intellectual property rights. Tata invented the cheapest car on the market and every automobile manufacturer wants to know how Tata did it. Headhunters are soon going to find out this valuable information and make it available to their own company. This is a huge threat to Tata Motors because at first they had low competition, but once other car manufactures find out how they invented such a low cost car, and then these companies too will jump on board and design their own line of low cost automobiles. On one hand this can be a threat, but on the other it may not affect Tata Motors at all because people will still want to purchase their product since they were the pioneers of all the excitement. Another main concern that Tata Motors faces is that cheap cars in India will have an adverse effect on pollution and global warming because most of the population will be able to afford the cars.

Management Of People At Innodis Limited

Management Of People At Innodis Limited This report is an analysis of the management of people at Innodis, a company in Mauritius. We are trying to understand the functions of HR at different level within the organisation and essential how these functions are link to its overall strategy and mission and values. We will also address to how the company values its human capital to achieve its goals and at the same time ensure that the people are given career progression. Introduction We have chosen to do our assignment on Innodis simply because it is one of the most famous organizations in Mauritius. Innodis deals with consumer goods. At this time, Innodis has over of 1100 employees. The vision of Innodis is to continue to thrive as a business over the next ten years and beyond. Together with its strategic partners, Innodis has drawn a road-map to guides every aspect of its business by describing what the need to accomplish in order to continue achieving sustainable, quality and growth and thus become the preferred choice in all the market it operates. The mission statement of Innodis is the commitment to supply its customer and customers with the finest high- quality products and to lead the industry nutrition research and education. Innodis Ltd supports these goals with a corporate philosophy of adhering to the highest ethical conduct in all its business dealings, treatment of its employees, and social and environmental policies. At Innodis, they have their human resource department at the Head Office which is found in Port Louis. From there, they monitor the overall human resource operations by their human resource manager and with their administrative employees. Innodis has many branches and has a human resource officer and an assistant human resource officer at each branch. These human resource officers report to the human resource manager about everything dealing with employees. The fact that the company aims profit making, they make sure that the human resource operations go smoothly and do not impact on the quantitative results that is final output the qualitative results that are the outcomes. As ethics is an important part of the welfare of an organization, Innodis has the motto of ethics. However Innodis rather looks at the business case that is profit maximization. There is the intrusion of the trade unions concerning the welfare of employees. This is the reason why the company has to make sure that their employees are safe. Mission, Vision And Values Mission: To continuously work towards offering to our consumers selected products of the highest quality at affordable prices. Vision: To be the preferred choice in all markets that we operate. Values: To treasure the human capital and the personal development of all of our people indiscriminately of their position or social stratum. To comply strictly with food and environmental health and safety regulation and to continue to embrace sustainable development principle. Aspire to be the forerunners of innovation, especially when it comes to meeting consumer growing demand for healthier food alternatives. Innodis has been adhering to its mission and values closely and their has been considerable closing in on their vision. How Innodis has been staying focused on its vision will be discussed in this report progressively. Corporate Structure and Brief History Chairman: Sir Renà © Seevaye Kt. , CBE (Non Executive Director and founder of Innodis) Executive Director: Jean How Hong (CEO) Other Non-Executive Directors: Maurice de Marasse Enouf, Gil de Sornay. Innodis started as Mauritius Farms limited in 1973 as a family business for chicken production. In 1986, they became the exclusive supplier for the Laughing Cow from Fromageries Bel, France and some other Unilever products. They later changed their name in 1995 to Happy World Foods Limited and in 1996 they listed themselves on the Stock Exchange of Mauritius. They received their first ISO 9001 certification in 1999 and a second one later in 2009. They diversified in yoghurt production under their own brand name Dairyvale. They again changed their name to Innodis Limited in 2006. In 2010, they expanded to Nigeria and Vietnam in the consultancy and management business. People at Innodis Innodis has been a leader in Human Resource functions in Mauritius and in 2010 they were awarded the Employer Brand and were also highlighted as the Best People Management Practices. Innodis values its human capital very highly by encouraging free expression of idea and talent in diverse fields and is noticeably see to have very loyal employees who have been working with Innodis for over 20 years. This contribution of knowledge, skills and experience from loyal employees add up to create value for Innodis and therefore this overall factor becomes a fundamental competitive advantage for Innodis. (Refer to Exhibit 1, 2 and 3 for the types of training given at different management levels) Recruitment at Innodis Innodis stick to a simple concept of recruitment which is to obtain at minimum cost the number and quality of employees required to satisfy the human needs of the company. The recruiting functions also aims to: Obtain a pool of suitable candidates for vacant post. Use a generally accepted and fair process. Ensure that all recruitment activities contribute to company goals and a desirable corporate image. Conduct a recruitment activities in an efficient and cost-effective manner. Innodis recruitment is based on an Advertise-Appointment-Interview policy. Normally appointments must be made in accordance with this policy and must, therefore, be subject to advertisement and interview. However there are exceptions to the application of this policy when it comes to grant awarding bodies. The Human Resources Department must approve any exceptions in advance of formal appointment, for example where a grant awarding body approves funding for a named individual to work on a particular piece of research and the grant is dependent on that individuals contribution. Innodis has a very practical recruiting culture. They basically tap into the companys culture to obtain a steady source of job applicants. Basically it recruits people mostly by referrals from existent employees but this concept is mostly applied at bottom management levels. This constant supply of job applicants results in a pipeline approach for Innodis to obtain recruits at a very low cost and thus achieving its main objective to get employees at low cost. They always have many applications stored for various types of jobs. For middle management and top management levels, vacancies are mostly filled from internal sources by promotions and transfers. Innodis ensure that appropriate candidates have the required skills and knowledge in order to get promotions. Most employees at Innodis are given appropriate training opportunities in order to promote their own development. This is also a very important strengthening factor to the culture at Innodis as it forms part of their core values. Nevertheless, training is a long process and if Innodis need an urgent replacement at those management level they are compelled to look from external recruitment sources with are mostly through advertising. (Refer to Exhibit 1, 2 and 3 for the types of promotions given at different management levels) Selection at Innodis At Innodis, selection is on the basis of appropriate criteria and merit, a record of the process and decision is kept and the monitoring information returned to the HR Department. When a vacancy arises, consideration must be given to staff whose posts are being made redundant and for whom redeployment is being sought. The HR department takes into consideration that recruiting a redeployed can reduce both the time and the cost incurred in filling a vacancy. The basis of selection process is to collect maximum possible information about the candidates to ascertain their suitability for employment and it involves the following steps: Screening of information Selection Tests Interviews Checking of References Physical Examination Approval by Appropriate Authority Placement Ethics of Recruitment at Innodis While processing the applicants, the Heads of Departments at Innodis make their staff aware that when dealing with enquiries about vacancies it is unlawful to state or imply that applications from one sex or from a particular racial group would be preferred. Care is also considered when initiating contacts with applicants that all are treated in the same way, for example with regard to invitations to visit the department, informal meetings to discuss the vacancy, and provision of information. The confidentiality of applications must be respected by all of those involved in the selection process. The company ensures that it is willing and able to attend all interviews for the duration of the recruitment process, to maintain consistency and to ensure fair treatment of all candidates. Short listing decisions should be based on evidence that the applicant has met the requirements of the person specification. Short listing panel members should avoid dismissing applicants who appear to be over-qualified. At Innodis, staffs conducting interviews must be aware that, although questions asked may not in themselves be discriminatory, the interpretation of answers by the panel could exhibit prejudice. For example, if indications of ambition were to be regarded as a worthy characteristic in applicants of one sex or ethnic group but not in another. Information regarding personal circumstances which is found in a CV or at interview must not be taken into consideration in reaching a selection decision. For example, the fact that a male candidate shares details of his domestic circumstances with the panel but a female candidate chooses not to (or vice versa), should not be taken into account. Effective Induction at Innodis It has been seen that new employees often experience an induction crisis. The new working environment is often perceived by the new recruit as frightening. This can result in high labor turnover. Innodis tries to reduce uncertainty in the new employee by presenting them with lots of information concerning: History of organization Mission statement and objectives Company and personnel ethics Structure of organization Terms of employments Payment systems and benefits Holidays and sickness arrangements Rules and regulations of the organization Innodis find that it is important to show how a certain job is linked to the overall goals of a business unit and that of the organisation. The role of all individuals are linked to the vision and mission of Innodis. Individuals are shown their part in the whole mechanism of achieving the objectives of Innodis and through this they develop a sense of belongingness to Innodis by bringing around positive attitudes and increased motivations and performance. Training and Development It is in the core values of Innodis to treasure human capital and the development of their staffs indiscriminately. They provide a variety of trainings to employees based on their management hierarchy. These trainings mainly aim at increasing the job knowledge and skills of employees at different level that may lead to increased productivity, quality of work and work life. Innodis uses training as a platform to develop a positive culture to manage the process of change within the organisation. Employees are trained mostly for future promotions at Innodis, however, they also conduct training so that employees are able to cope with changes in design, process and technology in their actual position. Innodis has many ties up with several educational institutions, notably the University of Mauritius and the Industrial and Vocational Training Board (IVTB), where its employees can benefit from good quality trainings at competitive costs with some partners. The HR department does not have a fixed budget allocated to training as for now but past expenditure have been ranging from INR1500000 to INR 4000000. Different types are training are given to employees based on their current position at Innodis. (Refer to Exhibit 1, 2 and 3 for the types of training given at different management levels) Performance Management According to Armstrong and Baron (1998), performance management is both a strategic and an integrated approach to delivering successful results in organisations by improving the performance and developing the capabilities of teams and the individuals. At Innodis, the organizations values are defined. The vision statement communicates both the purpose and the values. Innodis Ltd supports its goals with a corporate philosophy of adhering to the highest ethical conduct in all its business dealings, treatment of its employees, social and environmental policies. Several ISO quality certifications and government awards attest to the commitment of Innodis of achieving its mission statement. They have also been driving innovative and healthier product to the Mauritian market and are the actual leaders in those areas. Performance Appraisal Performance appraisal is the actual process of evaluation of the work of employees and aims at analyzing the gap between actual performance and the expected performance. It is a systematic and formal method of staff assessment. Performance appraisal also involves providing feedback to the employees with the aim of motivating that person to eliminate performance deficiencies at par. At Innodis the performance appraisal is different for jobs at different management levels. Different assessment methods will differentiate between past and present performance based on skills improvement and knowledge gain. Some benefits of Performance Appraisal at Innodis are : Performance appraisal helps in identifying problems at Innodis, which the staff may raise regarding their work environment. For instance, they may have lack of space to perform their work. The workers may feel that they are not well equipped as they have insufficient and outdated equipments. Therefore, by identifying these issues earlier through performance appraisal, the organization may overcome losses that might have occurred. It identifies potential problems with individual staff members and takes actions to deal with those problems. For example, it analyses the poor performances of the employees as well as their absenteeism and lack of motivation among them. Through performance appraisal, these individualistic problems are considered and corrective measures are taken at Innodis Ltd. Performance appraisal also identifies future training needs within the company. This is done so that the employees skills are improved. It is therefore planned systematically in order to promote the organizations products. It equally identifies those members of staff who are suitable for promotion and career progression. Human Resource Policies at Innodis associated to Performance Appraisal Some of the overall policies that are linked with performance appraisal are as follows: Equity As performance appraisals aim is to provide opportunities to managers and the subordinates similarly, equity is about treating its employees fairly as well as providing them with equal opportunities to perform tasks. Considerations, working conditions and quality of working life Performance appraisal also considers employees work-situation, security, working environment, safety related to equipments, their performances according to their work performed and the career prospects that they can have. In the same way, the consideration, working environment and the quality of working life according to the policies are such that they look at individual circumstances, its prospects, security, and employees self-respect and a pleasant working environment. It as well looks at the improvement of the quality of working life continuously and it increases a sense of satisfaction for the employees. Performance through people Performance appraisal is all about rating employees performance and identifying problems that can become obstacles in their jobs. Similarly, performance through people is such that it develops a fair culture in the sense that it leads to a continuous improvement. Reward Management At Innodis Limited, the reward system is both financial and non-financial which are considered at the end of its financial year in July. There are intrinsic rewards like basic pay, employee benefits and compensation and extrinsic rewards like feedback, recognition, praise, promotion to higher position. As a private company, it also provides merit pay to reinforce the performance trend. The pay structure of the company is essential for quality performance and competitiveness and also recruiting and retaining a good labour force. At Innodis, the reward system is consistent and a key driver for both the human resource operations and the company strategy. At managerial level, the employers have the provision for fringe benefits and allowances such as company car its allowances or company health dividends while the lower level workers are granted with their basic pay and transport facilities. There also the merit pay which helps in performance which reinforces the culture in the organisation. Also there is increment in pay based on the number of years worked in the company. This is why the pay structure at Innodis Limited, are specifically used as tool in bringing innovation and change to the human resource operations which also establishes a corporate reputation in dealing with people. (Refer to Exhibit 1, 2 and 3 for the types of rewards given at different management levels) A well designed HR policy can be beneficial to Innodis as it ensures employees understand their responsibilities and how they should deal with various situations. It also provides a framework to help managers resolve problems fairly and consistently. Reward Procedures The annual pay review of the annual report of Innodis Limited enables its reward system to operate efficiently and flexible. It has enabled much commitment and innovation in the company. The policies and procedures are regularly reviewed by assistant managers at Innodis Limited which tends to be very helpful for the organisations decision-making or if ever to give one months notice of any policy change. At Innodis, there are guidelines for decision making which sets the levels of pay as opposed to competitors rates. There are formalised policy being used in training and induction of new applicants. Equity and proper working conditions are also implemented to have equal opportunities and impact upon productivity when dealing with people. Standards policies has been set at Innodis Ltd as it is essential in dealing with people matters, inculcating values and provide framework within which decisions are being made. Being a private organisation, it facilitates empowerment and delegation through corporate culture. Conflict in the Human Resource Contribution No matter the human resource operations contribute to the effectiveness of the organisation, there are conflicts that may arise in the following ways: A clash of values where the line managers simply regard their workers as factors of production to be exploited and dispensed within accordance with organizational imperatives Different priorities which involve getting rid of people. It should be noted that employees are an important asset for an organization. Disputes may arise out of the interference of trade unions. Conflict can be creative if an integrative approach is used to settle clarifying priorities, policies and roles, using agreed procedures to deal with grievances and disputes and achieving consensus through a solution that recognizes the interests of both parties. If these conflicts can be dealt with, Innodis can become more productive and the welfare of its employees will improve much more and this will result in employees` commitment and thus the goals and objectives can be easily achieved. Conclusion To conclude, managing people in an organisation whether it is of large size or small size is very important since human resource operations help the organisation to attain its goals and objectives if they are well integrated and carry out. They help in the day to day running of the organisation and they are very important. If human resource operations are well carried out in an organisation, they will help in ensuring that there is a good relationship between employees and the management as the employees will be well taken care of. At Innodis, they have developed a very strategic approach at every step in HR operations and at every turn, they strengthen their organisational culture and commitment to their mission and values. Exhibit 1 Below is an example of a job description for a top management position at Innodis together with some information with prospective trainings, performance appraisal and potential rewards associated to that job. Job Title: Director of Administration Purpose: A director of administration manages the overall daily office operations. Implement organisational strategies and policies, plan the use of materials and human resources and manage the administrative staff. Responsibilities: Negotiates contracts, manages vendor relationships, primary liaison to building landlord and oversees office operating procedures. Qualifications: For a director of administration position typically consist of a bachelors degree in business administration or other related field and at least 10 years of experience. Skills: This position may also require additional skills such as the ability to identify and implement best practices, work independently, think strategically, plan for the long-term success. Salary(Approximate): INR 120000+ /month Potential Training Areas: MBA programs at the University of Mauritius, Courses in Resources Management, Diplomas in Statistics and Economics. Innodis offers some training to its top management staffs in fields where they are most likely to expand. Recently they have had much interest in expanding beyond the Mauritian shores and are looking forward to develop talents in international business laws and cross border business coordination. These courses are limited in numbers and usually are very expensive and are mostly proposed to long term employees and those who have some knowledge and experience in related positions. For example the master level courses at the University of Mauritius ranges from INR150000 to INR400000 The effectiveness of such training are usually measured in the form of new mechanisms brought in by the individuals in the organisation to improve existing systems. Better management and operations would have a direct impact on the turnover on several business units that a top manager would have influence on. People at these level are generally rewarded with company cars and drivers and depending on their ef fectiveness end of year bonuses are given. However, in some cases, shares are given to top level employees in the strategic aim to retain their loyalty to the company. Exhibit 2 Below is an example of a job description for a Sales Manager at Innodis together with some information with prospective trainings, performance appraisal and potential rewards associated to that job. Job Title: Sales Manager Purpose: Develops and maintains a high performance sales culture within the branch and is responsible for staff management functions.The Sales Manager pursues sales excellence, works to achieve shareholder/stakeholder benefit and to increase the long-term value of the business by maintaining high levels of individual and team performance. Responsibilities: Personally develop and maintain relationships with key customers and prospective customers across the branch/location market area. Maintain a strong understanding of the market trends across the branch/location market area, including the competition. Promote a positive and professional sales attitude.Report daily, weekly, monthly and quarterly activities and sales results, using the companys standardized processes and tools. Qualifications: 5-7 years of experience in sales management. Strong understanding of customer and market dynamics and requirements. Willingness to travel and work in a global team of professionals. Proven leadership and ability to drive sales teams. Skills: Selecting and developing the right people. Motivating people. Communication. Integrity Salary(Approximate): INR 80000+ /month Potential Training Areas: Diploma in Marketing, Certification courses in retailing. Sales managers are key positions within Innodis because much of their business depends on good customer relationships and retailing. Sales managers are generally given highly competitive salaries. A key factor that enhances their recruitment chances at Innodis are their team leading and management skills and also past sales records. Most people at middle management levels are those who were once part of the bottom management and were promoted. They already possess an idea of the organisation cultures and goals and therefore their integration to their new positions are rendered easier. Innodis provides middle management people with training for mainly two reason. One is to sharpen their skills in appropriate and prospective domains and second is to prepare them for promotions. However, the promotion from a middle management to a top management require the candidate to have a good performance record over several year and normally takes a long time. Employees may begin to feel the stagn ancy at this level and Innodis tried to counter that effect with a good reward system for them. They, in most cases, benefit from good commission on sales and flexible holidays and work days, company cars and some reduced tariffs at some of companys facilities. At the middle management, the performance is generally measured as a team performance. That is, the overall productivity change of a sales team for example would reflect the performance of the responsible sales manager. Increase in new accounts, sales turnover and decreased sales expenses are some of the key performance areas. Exhibit 3 Job Title: Sales Representative Purpose: Sales Representative should attend day to day routine activities related to selling and maintain good relationship with current and prospective customers. Responsibilities: Sell products to customers and potential customers and maintain a database with their purchases and be able to renew inventories. Qualifications: Must to have above 21, Standard 10 + 2 with emphasis on some courses like marketing, promotions, communications and finance. Skills: Sales Representative should be confident, energetic, organised and resilient. They need to possess strong written and verbal communication skills, and be experts in customer service. Sales officers should also own at least a basic understanding of maths, as they often deal with prices, deals and commissions. Salary(Approximate): INR 50000+ /month Potential Training Areas: Vocational courses related to marketing and negotiation, Seminars for teamwork techniques and new technologies. At the bottom levels, most recruit are brought in through referrals from existing employees. They submit their application forms and are usually short listed according to their past experiences and communication skills. The induction work needs to be done here because the new recruits are still to adapt to a new environment and know the culture of the organisation. They are provided with an on the job training period for their new job among existing employees from which they usually learn from the experience of others and take advantage of tips from more experienced individuals. Most employees undergo training when there are changes in design, processes or technology in their present jobs. Employees showing potential and good performance in terms of high sales records, good customer feedbacks and low absenteeism are given additional training in diverse fields to increase their skills and knowledge. For example, more technical knowledge of some products are imparted to some sales representative who are interested. Job rotation is also a crucial aspect which prepares an individual for promotion after some time. Employees at this level are usually provided transport facilities to and from the work place and usually have varied incentives. Sales representatives are given reduced tariffs on certain company products and also benefit from refundable medical bills to a certain amount. Loyalty of long term employees are rewarded by company awards and occasional gifts. At retirement, such employees are given some shares in the company together with a severance package.

Brown vs. Board: The Brown Sisters Speak :: papers essays

Brown vs. Board: The Brown Sisters Speak I remember heading over to Foellinger Auditorium with Jessica saying to myself, I have no clue what this event was going to be all about. All Jessica had said to me was that the Brown sisters were going to be speaking. We entered the auditorium to find the first floor surprisingly alive with people talking among each other and seats quickly becoming full. We decided that it would be better to observe from above so we took the stairs up to the balcony and found seats right along the edge. From above, I could see the many people who came out for the event. The crowd contained many scholars and professors as well as a good group of students. I received a call from my friend, who spotted me from her seat in the first floor. She said that she was there to take notes for a class assignment as well. So, I think many students were also there because, just like, had an assignment to accomplish. It was at this point that I had finally put two and two together and realized that the Brown sisters were the daughters of the Reverend Oliver Leon Brown, who is the same person involved in the infamous Brown v. Board case. Jessica laughed at me for my slowness. I, however, began to get excited because this was truly rare and special occasion. I had wished that more people attended the event but looking at the crowd a second time, I was pleased to see the varying ages of the people in the crowd. There were people that looked older than the Brown sisters to young grade school students who came in as a class. Somehow, we were all connected because in one way or another, whether we are young or old, the decision that was passed down by the Supreme Court on Brown v. Board changed many lives. There were many things said by the Brown sisters that ranged from the historical context of the case to what it did for their lives. But one quote stood out in my head, and it was made by Dr.