Effectiveness Of Training And Development †MyAssignmenthelp.com

Question: Discuss about the Effectiveness Of Training And Development. Answer: Human resource management generally refers to the development and management of employees within the organization. The management is responsible for employees training and development, recruitment, training and development, rewarding and performance appraisal (Sung and Choi 2014). HR is more importantly concerned with management of individuals within the organization and focuses on systems and policies. In the competitive environment, the HR mangers or business owners must be active and adopt various strategies to maximize its productivity and efficiency rate. Successful organization provides training and development facilities to their employees for better utilization of skills. A well designed training and development programs helps in communicating the goals and objectives to be achieved by the employees in the organization (Zaitseva et al. 2015). Besides being a core and major function of human resource management, training and development is all an organizations sub-system. Moreover, training and development both provides both the employees and the company all such benefits that makes their time and cost a worthwhile investment. Training and development is the field that is concerned with the organizational activities that aims at improving the individuals performance as well as groups in organizational settings. This leads to the development of human resources so that it remains competitive in the current business environment (Ayeleke et al. 2016). Training provides greater opportunity for all their employees to expand their knowledge base. It focuses on doing all such activities in the present day to develop the employees for their current jobs. While development helps to prepare all the employees for their future responsibilities and roles. In order to make sure that right individual are equipped with the right abilities, skills and knowledge, training and development program is implemented. This makes the employees perform their assigned task more effectively, which further plays a vital role in making the business more successful (Tahir et al. 2014). To fulfill the present and future requirements of the business, training and development process leads to improve the employees strategic roles. Training and development of employees are vital for any organization or company that focuses at progressing. Training and development is highly significant as it helps in addressing all the weaknesses of the employees (Seidle, Fernandez and Perry 2016). It therefore helps in improving the employees performance and provides consistency in the workers performance. Training and development of the employees increases the productivity of the organization due to improved quality of products and services. This also helps in addressing the weaknesses of the employees and reduction of cost spent on supervision. The major objective of the training and development is to increase employees productivity. This facilitates in proper optimization of human resources and helps in developing a better corporate image. Training and development creates a sense of team spirit, team-work and inter-team collaboration within the employees. Moreover, training and development also helps in improving the safety and health of the business firm and thus prevents obsolescence. There are various approaches to training and development, which includes reactive, proactive and active learning approach (Chakraborty and Saha 2017). Reactive approach to training is the traditional approach that involves event orient activity and classrooms trainings. Proactive approach aligns all the learning activities with the business strategy and focuses on developing individuals competencies. On the other hand, in active learning approach trainees plays a major role in employees learning by exploring situational problems and issues under the facilitator guidance. The training learn from the programs by asking thoughts provoking questions, finding answers and evaluating different observations that is made during the process (Tangthong, Trimetsoontorn and Rojniruntikul 2014). This approach also has major impact on the individuals learning as it encourage them to find better solutions in all the challenging situations and facilitates employees long-term retention. In the recent competitive environment, continuous learning is a must for the success of the individuals. It is compulsory for the workers to succeed in both personal as well as professional life (Fletcher, Alfes and Robinson 2016). The organizations need to ensure that employees need to learn continuously to keep up with increased demands of their job. This provides the company to maintain and gain competitive advantage. The managers of the organization should take active part in the performance review of the employees and planning process. In the current scenario, successful and high performing firms are recognizing the need for efficient and best uses of training and development practices that enhances the firms competitive advantage. Investment in training and development has been connected to the businesses bottom line (Raza et al. 2017). Training and development is also a vital element for all the business if the potential and value of its individuals is to be developed and harnessed. It is the duty of HR to set and implement an implement higher roadmap for effective and strategic training and development of the organization. Through effective implementation of training and development the organizational goals and objectives is directly impacted that enhances the organizational performance. It is vital for the business to focus on job trainings and continual learning. Effective training also provides better opportunities for the firm to learn and grow. Moreover, the employee performance is further augmented by competitive advantage. The primary or main reason for providing training within the organization is increased productivity and adherence to high quality standards (Akey et al. 2017). Organization flexibility and stability is increased at a rapid rate. This reduces the amount of direction and supervision in the organization and resources are utilized more economically. Better industrial relation is maintained due to the increased productivity rate and new appraisal techniques. Furthermore rate of employee turnover and absenteeism is drastically reduced due to effective training and development plan. The ongoing training program within the organization helps the employee to feel more confident while delivering the services (Wingreen and Blanton 2017). Even though the technology changes the employees actively respond to the changes that are developed due to organizational restructuring. The employees are provided with an ability to respond to changes that occurs due to manpower diversity. Training and development directly affects the productivity of the employees and improves employees efficiency. Workers stay up to date with the latest technology and use present ones in a better way. Well trained employees showcases both quality and quantity performance. This leads to minimize wastage of money, time and resources when the workers are adequately trained (Zaitseva et al. 2015). Training improves the required skill set for the employees and also empowers them to address tasks independently. In an organization most of the errors generally occur as the employees lacks the precise skills and desired knowledge needed for completing a specified job. The more trained a worker is, less is the chance of an employee doing error for their job. Continuous training and development therefore ensures that workers acquire adequate skill at right time. Training improves the required skill sets of the employees, thereby empowering them to complete the tasks more independently. Training and development within the organization creates a pool of all cross-trained employees so that the gap is bridged when any of the employees unexpectedly leaves the organization (Garavan et al. 2016). The employees can be easily trained on minor additional skills that are related to customer services, sales, operations and administration. Cross-training helps in fostering the team spirit and workers perform their job in a more systematic and co-ordinate way. Many of the organizations overlooks the employees hidden talent but proper training and development of the employees provides a major catalytic platform so that employees can easily share their ideas with the management (Chowdhury 2016). From the past experiences, it has been proved that few employees often yearn for leadership role in the business. The workers immensely feel that they belong to the organization or the company they work for and try to give their best services (Sung and Choi 2014). The individuals do not get an opportunity to enhance their hidden skills as there is no leadership development program within the firm (Donate, Pea and Sanchez de Pablo 2016). When employees are allowed to attend these programs, it helps the firm to recognize the leaders of future within the existing workforce. Training and development helps in making the employees more satisfied with their role in the organization. Training the employees creates major feelings of confidence in the employees mind. It provides them a sense of security and mutual respect within the workplace. This leads to reducing the absenteeism and employee turnover rates. Majority of the employees have certain weakness in their workplace and this hinders them from giving their best outputs. Training assists the employees in eliminating all weaknesses of the employees (Ayeleke et al. 2016). It helps in strengthening the skills of the worker and also developing their inner barriers. A systematic and well-organized program for staffs development helps them in gain in analogous knowledge and skills. This facilitates them in bringing to a more advanced and uniform level. This showcases the reliability of the whole workforce, which proves that the company does not have to rely on any specific employees. A well- organized and systematic plan for employees training and development provides the employees with constant experience and knowledge. Regular training when accessed to employees provides them consistent knowledge of procedures and tasks to facilitate consistent experience. This is highly relevant for the employees so that they are acquainted to the basic company procedures and policies at a regular basis. Training and development programs are provided to ensure that the workers consistency rate is improved and enhanced. It ensures that every employee should have consistent knowledge so that all the tasks are completed on time and without any problems or issues. Safety, administrative and discrimination chores are the most vital tasks that require adequate training (Fletcher, Alfes and Robinson 2016). This approach mostly consists of ethics and administrative procedures during training. Effective training and development plan can be vital factor in addressing all the inequalities related to employees gender, race and disabilities. Therefore, it can be concluded that an organizations adequate training and development program empowers the employees. Employees become more efficient to execute their roles to the highest standards. This further led the organization to deliver best and high quality services to their customers. Training and development of the employees are broadly described as that activity that focuses at raising the employees standards. This further lifts the employees quality, organization experiences and productivity rate. References Akey, B.C.A., Dai, B., Torku, E. and Antwi, E.A., 2017. Human Resource Planning and the Development of Employees in Contemporary Firms.European Journal of Contemporary Research,6(1). Ayeleke, R.O., North, N., Wallis, K.A., Liang, Z. and Dunham, A., 2016. Outcomes and impact of training and development in health management and leadership in relation to competence in role: a mixed-methods systematic review protocol.International journal of health policy and management,5(12), p.715. Chakraborty, T. and Saha, R., 2017. Proactive and Reactive Role of Human Resource Professionals in an Aftershock Management.Training Development Journal,8(1), pp.1-11. Chowdhury, S., 2016. HRM practices and its impact on employee satisfaction: A case of pharmaceutical companies in Bangladesh.International Journal of Research in Business and Social Science (2147-4478),2(3), pp.62-67. Donate, M.J., Pea, I. and Sanchez de Pablo, J.D., 2016. HRM practices for human and social capital development: effects on innovation capabilities.The International Journal of Human Resource Management,27(9), pp.928-953. Fletcher, L., Alfes, K. and Robinson, D., 2016. The relationship between perceived training and development and employee retention: the mediating role of work attitudes.The International Journal of Human Resource Management, pp.1-28. Fletcher, L., Alfes, K. and Robinson, D., 2016. The relationship between perceived training and development and employee retention: the mediating role of work attitudes.The International Journal of Human Resource Management, pp.1-28. Garavan, T., Watson, S., Carbery, R. and OBrien, F., 2016. The antecedents of leadership development practices in SMEs: The influence of HRM strategy and practice.International Small Business Journal,34(6), pp.870-890. Kadiresan, V., Selamat, M.H., Selladurai, S., SPR, C.R. and Mohamed, R.K.M.H., 2015. Performance appraisal and training and development of human resource management practices (HRM) on organizational commitment and turnover intention.Asian Social Science,11(24), p.162. Raza, S., Kanwal, R., Rafique, M.A., Sarfraz, U. and Zahra, M., 2017. The Relationship between HRM practice, Workplace Communication and Job Performance of service Industries employees In Vehari, Pakistan.International Journal of Information, Business and Management,9(2), p.122. Seidle, B., Fernandez, S. and Perry, J.L., 2016. Do leadership training and development make a difference in the public sector? A panel study.Public Administration Review,76(4), pp.603-613. Srivastava, A.P. and Dhar, R.L., 2015. Training comprehensiveness: construct development and relation with role behaviour.European Journal of Training and Development,39(7), pp.641-662. Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.Journal of organizational behavior,35(3), pp.393-412. Sung, S.Y. and Choi, J.N., 2014. Do organizations spend wisely on employees? Effects of training and development investments on learning and innovation in organizations.Journal of organizational behavior,35(3), pp.393-412. Tahir, N., Yousafzai, I.K., Jan, S. and Hashim, M., 2014. The Impact of Training and Development on Employees Performance and Productivity A case study of United Bank Limited Peshawar City, KPK, Pakistan.International Journal of Academic Research in Business and Social Sciences,4(4), p.86. Tangthong, S., Trimetsoontorn, J. and Rojniruntikul, N., 2014. HRM Practices and Employee Retention in Thailand--A Literature Review.International Journal of Trade, Economics and Finance,5(2), p.162. Tzabbar, D., Tzafrir, S. and Baruch, Y., 2017. A bridge over troubled water: Replication, integration and extension of the relationship between HRM practices and organizational performance using moderating meta-analysis.Human Resource Management Review,27(1), pp.134-148. Wingreen, S.C. and Blanton, J.E., 2017. IT professionals' personorganization fit with IT training and development priorities.Information Systems Journal. Zaitseva, N.A., Larionova, A.A., Minervin, I.G., Yakimenko, R.V. and Balitskaya, I.V., 2015. Foresight technologies usage in working out long term. Forecasts of service and tourism personnel training system development.Journal of Environmental Management Tourism,6(2 (12)), p.410.

Media Role in Everyday Life free essay sample

Analyse the following quote: â€Å" it is because the media are central to our everyday lives that we must study them as social and cultural as well as political and economic dimensions of the modern world. † (Roger Silverstone, Why Study the Media? 1999. ) criteria understand respond to question construct logical argument key terms/concepts used accurately provide relevant examples where required Reading 1. 1 Why Media Studies is Worthwhile: Bazalgette Media studies is controversial because it is still new and because it deals with things that are not only continuing to change but are also the focus of many anxieties. 2000:5 Newspapers, film, radio, television and, increasingly, computer software and communications networks are generally considered to be immensely popular in ways that are not fully understood and about which there is little consensus. They are consequently blamed for all kinds of social ills, political problems and cultural degeneracy. Each of these media has also, in its time, been seen as the harbinger of apocalyptic change – for better as well as for worse. But because the oldest of them – the mass circulation press – has only been in existence for little more than a century, the process of change has been too fast for anyone to arrive at definitive conclusions about what its social, political and cultural effects really are. As much as everyone likes to think they rebel against their parents and teachers, and keep up to date with new ideas and technologies, we are all substantially formed through the frameworks of ideas and thought of earlier generations, and we all find change difficult. Change almost always provokes strong feelings: excitement, anxiety, tension, fear, anger. The media, conspicuous and changing objects in a world that is itself changing, are a particularly public focus for these kinds of emotion and argument. There is therefore much disagreement about how the media should be understood, regulated and consumed. 2000:6 It is essential to recognise that media studies, even as we enter the twenty-first century is still new. †¦. it is a subject still in the process of being formed. Full of disagreements and different claims as to what it is really about. It is also a hybrid subject: that is to say, the ideas and approaches that it draws upon come from many different sources. The mass circulation press, the cinema, radio, television, digital software and the internet each attracted comment, analysis and speculation from the start (2000:7) Everyone who spoke or wrote about these media was themselves already educated within existing academic disciplines and motivated by particular interests 2000:7 Nevertheless, hybrid disciplines do appear a ll the time: semiotics, structuralism, sociolinguistics, and many more. Media studies snaps them all up: there can never be too many different ways of analysing just what is really going on in those fleeting images. Those rapt audiences. Those smoke filled boardrooms of owners. Technology and theory 2000:8 – The media themselves change much faster than any theory. In fact it is often changes in the media – even basic technological changes – that impel changes in the academic construction of the subject. As I write this in the late 1990s we have moved into a period of what are profound changes brought about by digital technologies. Until the 1980s the term media meant what it said (although it was, and still is, widely misused as a singular noun). It refers to numbers of different ways of physically reproducing and carrying meanings. The whole point of a media text is that it moves and flows: the meaning is never there at a given moment, but in juxtaposition and sequence, in the tension between one moment and another. 2000:8 2000:9 Media studies is thus a catch-all title designating a wide variety of courses, and since these are all embroiled both in developing a coherent theoretical base and in keeping up with technological and institutional developments in the media themselves, does it even make sense to lump them all together? 2000:9 In media studies you are asked about the profit motive. In media studies you are asked this. You are asked to look at cinema and television as industries which employ large numbers of people and to understand how they work, how they are financed and why they produce what they do. 2000:10 In media studies you may be asked to think about films, television programmes or other media texts in the same way. But you will certainly also b asked to think about how they address you – or other people – as a member of a group: as British, say, or as a black person, or as a man, or even – but how often? as all three. By asking you to think about texts in this way, and by making you investigate who made, say, a film or programme, and why, and in whose interests, media studies is essentially political. Every investigation of even quite short or trivial texts potentially leads into larger questions about power structures in society and how they are organised. 2000:10 – It is just as political to be asking questions about who owns this newspaper, who financed this film, and why; or perhaps more interestingly, who wouldnt finance that film and why, or how one kind of television programme is more likely to be made than another. The politics of the media affect our lives as much as the politics of Parliament or Congress, and can be more satisfying to investigate since the evidence is all around you every day. 2000:10 At the same time it is the inclusion of this political dimension that media students often find the most satisfying and worthwhile aspect of the subject. You stop taking things at face value. You should beware of media courses which render the subject down to a few handy maxims such as the basic function of all media is to sell audiences to advertisers. To object that this can hardly apply to public service broadcasting or a community video workshop is not to deny that these institutions will also have political roles to play and manipulative techniques to use. But it does reassert the principle that there is more than one way to look at any text. A political dimension to critical analysis should add complexity, not simplification 2000:10 So far, I have identified two basic principles that media studies courses are likely to have in common: using economic and political perspectives as key ways of understanding the media. These are the most characteristic differences between media studies and most other subjects. But no course will concentrate on these areas alone. 2000:11 One of the strengths – and also the challenges – of media studies is precisely that it asks you to consider texts from different and often sharply contrasting perspectives. What do you study in media studies? 2000:11 Just what – if anything – constitutes a valid argument for studying one text, or one group of texts, rather than another? There are five main ways of answering this question? Popularity (2000:12) The emphasis might be on the phenomenon of mass audience pleasure and on understanding and legitimating the enjoyment people derive from these texts or in contrast, the aim of the analysis might be to reveal how audiences are manipulated and deluded by stereotypical or reactionary material Exemplification is an obvious ground for worthiness of study, especially when the aim is to illustrate an aspect of theory, such as genre or representation. Notoriety (2000:12)– is an interesting and useful reason for studying a text that can offer a way in to thinking about social, political and cultural contexts. Texts which are interesting to study in their own right, but whose notoriety reveals much about their conditions of production or consumption, include banned or controversial television documentaries etc Such case studies form the starting point or central exemplar which can illuminate aspects of the media we dont normally think about or see. Turning points and groundbreaking texts could be included in the previous category, but texts can be significant without being notorious, especially in retrospect. Aesthetic value (2000:12-13) s a criterion that many media teachers would deny using as a way of selecting or judging texts. 2000:13 What is it all for? It is also obvious that the media industries themselves are hard to get into and rely increasingly on freelancers, 2000:14: that a knowledge of history, politics, economics, accountancy, law – you name it – would be equally useful as a basis for working, as, say, a journalist or editor It is increasingly likely that, wha tever job you do or whatever your domestic circumstances, there will be more opportunities for you to engage with the media, and not just as a consumer. Indeed, the field of alternative and subversive media production may be the one that grows fastest over the next few years (who knows? How could you tell? ) as access to technology and circulation systems widens Inside or outside the corporate producers, the new voices will come from the people who are already literate in the new media What media studies can really do is open up your understanding of how things work, how people become informed – or misinformed – and how the myths and ideologies that govern all our lives are created and sustained. Reading 1. Media and Communications: Theoretical traditions 2002:23 The field of Australian media and communications theory and research is in a unique position. On one hand, it is highly derivative. this is partly due to general globalisation of ideas today, but also to Australias past as a British colony and in more recent decades, to its dependence on the United States. On the other hand, in Australia we are able to observe and compare the influences and models emanating from the metropolitan centres of the Northern Hemisphere and to selectively combine and modify them in accordance with our own national reality and place in the world -.. dentify the origins of the major paradigms or schools of thought which have arisen in European and American theory and research as they apply to media and communications; to trace the formative influence they have had on particular styles of work in Australia; and to show how they have become transformed in the process of being adapted to our experience here EUROPE VERSUS AMERICA 2002:23 .. European means heavily interpretive and holistic in scope – that is, taking a macro perspective, looking down on society as a whole. Its sociopolitical stance is critical of society as it exists, and most often specifically Marxist. In its methods, it is deductive in that it applies general principles to the analysis of particular cases By contrast, the American approach is strongly empirical and micro in its scope – at its extreme, its form of knowledge relies on the direction observation of distinct phenomena, preferably controlled and measurable occurrences, like in a laboratory experiment. Its sociopolitical stance is said to be liberal or pluralistic – in other words, it is not aligned with any sector of society which has an interest in changing the world, but in that sense, it is really more conservative 002:24: However ideas do not belong to geographical territories and it is important to appreciate that, even if critical theory has traditionally been weak in the United States, Europe in fact has not only produced the characteristic critical and interpretive schools of thought, but also has a strong tradition of positivism, which is much more aligned with American empiricism and functionalis m (Giddens 1974). Positivism is basically the idea that the methods of natural science can and should be applied to understand and control society and culture, which includes the media. Western Marxism and Ideological Critique 2002:24 In order to understand contemporary media studies, it is crucial to understand the significance of the Frankfurt School and its tradition A critique of the rise of the mass media (mainly the new media of cinema and radio in those days) which has defined one important direction for Marxist criticism ever since 2002:25 This is the ideological critique of the media Reading 1. 3 Self and Experience in a Mediated World Reading 1. 4 New Media and Technological Development A Beginners Guide to Textual Analysis

Starbucks Structure

Considering that employees working with Starbucks form the vital core of the company’s success in terms of selling the company’s image to the general public and performing the day-to-day operations, there is the need for the company to hire people who can maintain positive interactions with customers.Advertising We will write a custom essay sample on Starbucks’ Structure specifically for you for only $16.05 $11/page Learn More This can be achieved through a rigorous process entailing job analysis, job specification, and job description by the human resource department. For instance, for Baristas (bar persons), the following should form part of their job specifications and descriptions: Job Specifications; Candidates eligible for the position of baristas will possess the following skills, knowledge, and abilities; Knowledge of different brands of coffee, Be eager to learn new concepts, Ability to learn the art of coffee brewing, Be s elf-motivated, creative, adaptable, team-players, and passionate, and Ability to maintain a large array of regular customers Job Descriptions: Baristas will be charged with the following duties and responsibilities; Brewing and serving coffee to the customers in real-time, Receiving and responding to customer needs/orders quickly, Reporting to their immediate supervisors on issues regarding customer complaints and preferences, and Helping in designing strategies to address customer issues particularly complaints and customer preferences. In a functional organization, work should be delegated to different departments in order to reduce confusion and ensure that work efficiency is maintained. This forms the essence of organizational departmentalization. Therefore, the most appropriate form of departmentalization suitable for Starbucks is product-service departmentalization. Under this form of sub-dividing work into respective departments, different products or services are assigned to specific departments and personnel. As a result, products or services with unique demands and customer preferences are given the maximum attention (Robins Coulter, 1999). Product-service departmentalization is very important for Starbucks considering the range of products the company offers including different brands of coffees such as coffee mocha, espresso, and cappuccino among others. The wide product range is coupled with unique customer services such as interior designs, which encourage different customer behaviors and conduct (Reilly, Minnick, Baack, 2011). Besides, Starbucks’ cafes are located in different areas, and thus it is difficult to adopt other forms of departmentalization. Hence, in order for the products and services offered by Starbucks to grow and prosper relative to customer needs and preferences, there is the need to give more attention to each product or service independently.Advertising Looking for essay on business economics? Let's see if w e can help you! Get your first paper with 15% OFF Learn More As for stores offering food products and lunch, it is imperative for such stores to adopt the same form of departmentalization. As noted in the above discussions, unique products and services require more attention in order to maintain growth and prosperity among customers. It is also to be expected that stores offering food products and lunch have a variety of products and services some of which are universal while others are unique in many aspects. Therefore, it is important to organize such stores into product-specific departments to ensure timely response to customer needs and preferences (Robins Coulter, 1999). From the look of things, it is apparent that Starbucks’ Howard Schultz has been practicing a centralized or bureaucratic system of organizational management. With the vast number of Starbucks’ coffee joints, it is no doubt that a bureaucratic organization will face many challenges. The s ituation can also worsen when a manager/CEO concentrates on business expansion while overlooking other market dynamics such as business competition. Therefore, when an organization begins to experience financial problems of the kind experienced by Starbucks, it is important for the top management to encourage decentralization of power and decision-making processes within the organization. The beauty of such a system is that the top management makes enough time to concentrate on formulating strategies while delegating the day-to-day operations and other decision-making responsibilities to their juniors (Robins Coulter, 1999). Accordingly, with decentralization, there is rapid responsiveness to customer needs and preferences, employee motivation, and cultivation of new businesses processes. As noted earlier, Starbucks can be regarded to as a bureaucratic organization in which business processes, techniques, and regulations are systematically defined and handed down the management lin e.Advertising We will write a custom essay sample on Starbucks’ Structure specifically for you for only $16.05 $11/page Learn More However, due to the inherent disadvantages associated with such an organizational structure, there is the need for Starbucks to modify its organization to include flat structures, downsizing, and outsourcing. By reducing the number of layers through which information travels from the baristas to the CEO, workers are given the opportunity to report directly to the top management. This is the essence of flat organizational structures. Coupled with downsizing which in essence refers to cutting down on low-value activities, a flat structure will enable Starbucks’ top management to respond to customer needs and preferences by getting first-hand information from its personnel on the ground (Robins Coulter, 1999). Furthermore, considering that Starbucks has embarked on increased business expansion over the years, the re is the need to outsource the services of other organizations to try and reduce the number of its operational assets and employees if necessary. The idea behind outsourcing is that the company will be able to identify certain tasks where its employees and business processes perform best and maintain them while delegating other tasks to organizations with the relevant expertise and personnel. For instance, Starbucks can adopt ‘home-shoring’ whereby workers are encouraged to help with customer service from the comfort of their homes. Overall, Starbucks stands a better chance of getting back to its previous status through initiating the right business strategies and processes. References Reilly, M., Minnick, C., Baack, D. (2011). The five functions of effective management. San Diego, CA: Bridgepoint Education. Robins, S.P., Coulter, M. (1999). Management. Upper Saddle River, NJ: Prentice Hall. This essay on Starbucks’ Structure was written and submitted by user Joey K. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Starbucks' Structure Starbucks is an American company that started in 1971 in Seattle, America. The company started with roasting and retailing both whole bean and ground coffee. As well, the company sold tea and spices starting with one outlet at Pike Place Market. As of now, Starbucks sells to several million customers daily over an expanded geographical region. Starbucks also sells other goods and services far from what it started with.Advertising We will write a custom case study sample on Starbucks’ Structure specifically for you for only $16.05 $11/page Learn More Statistically, Starbucks has over 18,000 retail outlets spread in over sixteen countries. The company operates in Europe, the United States, South America, Asia, some parts of Africa and North America. With its mission â€Å"to inspire and nurture the human spirit-one person, one cup and one neighborhood at a time†, the company continues to provide high quality products to its customers. It buys coffee from countries in Africa, Asia, and Latin America and roasts it at its own facilities (Morris 2006).  The company offers a number of products to its customer base throughout the world, which includes different blends of coffee, handcrafted beverages, merchandises such as mugs, brewing equipment, gift items, and music. As well, the company offers fresh food, consumer products such as coffee and tea, Ready-to-Drink drinks, and ice cream. The company continues to sustain a responsibility policy through its three pillars of responsibility, which are ethical sourcing, environmental stewardship, and community involvement. Concerning ethical sourcing, the company supports its farmers through loans and supporting forestry programs. The company also commits to conserving the environment with the use of recyclable materials for making cups. Starbucks has invested in research with the view to making all its cups reusable by 2015. The company also supports community service projects ( Morris 2006).  A job description is an outline of the expected functions, roles, and responsibilities of a candidate during a recruitment process. Both the job description and the job requirements are specific to the open position. One of the most important job positions at Starbucks is that of a barperson. The barperson is the â€Å"face† of Starbucks since she is the person who deals with customers first hand. The barperson receives and helps customers to their seats and proceeds to take orders. Another important function of a barperson at Starbucks is recording the transactions and maintaining such records in a proper form for purposes of bookkeeping. A job description is a summary of the roles and functions that an employee serves in an organization. As well, a job description lists out the requirements of the job (Morris 2006).  The barperson reports to the cafà © manager and is responsible for providing superior and customer friendly service to customers.Advertisin g Looking for case study on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Among the duties and responsibilities of a barperson, include taking customers’ orders and fulfilling them, recording all cash and credit transactions while maintaining the balances, reporting to duty for the allocated shifts, and displaying new information concerning Starbucks’ services for the customers’ attention. As well, the barperson coordinates with the other employees of the company whereas attending all trainings and seminars offered by the company. Importantly, the barperson should diligently follow all instructions and orders from the cafà © manger. In order to qualify for this position, a candidate should have cleared high school and should hold over one year experience in a similar environment. In addition to these requirements, the person should have the following person specifications: be passionate about coffe e and customer service, and as well be energetic, detail oriented, and enjoy working with people (Reilly, Minnick Baack 2011).  Starbucks should choose a geographic departmentalization whereby it categorizes departments according to geographical locations. With this kind of departmentalization, a number of retail outlets make up a district. A district manager who reports to the head office in Seattle heads this district. This way, the company is able to maintain its high standards of quality and as well promote its mission and growth statement. The company should maintain its cafà © concept where customers can relax over a cup of coffee whereas finishing on their undone work, as well as send emails and listen to music from the comfort of a restaurant. However, the company should streamline its operations with a view to cutting down costs if it is to maintain a competitive edge over its competitors. The management should handle the different geographic departments differently, wi th regard to cultural and economic backgrounds of the areas the company is in operation. Ideally, the central management at Seattle should encourage the individual geographical departments to carry out research concerning the dynamics of their operating environments. This should be with a view to identifying the strengths, weaknesses, and opportunities for growth for each operating environment (Reilly, Minnick Baack 2011).  In the event that the company experiences financial problems, the company should adopt a twofold strategy in terms of decision-making and the exercise of power. The company should both apply decentralization and centralization of power appropriate to individual cases. First, the head office must ensure that every geographic department meets its strict and ambitious goals and objectives. All geographical departments should adhere to the financial and operational directives of the corporate office. As well, they must maintain quality at an all time high. The cor porate office should see to it that all retail outlets follow its directives and operational procedures.Advertising We will write a custom case study sample on Starbucks’ Structure specifically for you for only $16.05 $11/page Learn More On the other hand, each geographic department must be responsible for its own success. Every department should align its marketing objectives to the specific geographical consumer demands but within the wider view of the Starbucks’ corporate brand image. The geographic department must understand the unique customer characteristic specific to the region, and align its strategies towards meeting and sustaining the demands of its customers. This way all the geographical regions remain attached to the headquarters and conform to the company’s corporate standards (Reilly, Minnick Baack 2011).  In order to increase efficiency and reduce costs, the company should automate its service line. The company s hould automate its service delivery activities in order to save on costs whereas reducing the service time for its customers. Currently, Starbucks is operating at high costs causing it to charge more for its services. By mechanizing and automating the whole value chain process, Starbuck will have a competitive advantage over its competitors since it will be able to charge less. This way, the company will be able to increase and sustain its market share and in which way operate profitably. The company should also standardize its norms so that every employee of the company is able to follow and individually drive the company’s corporate objectives. The head office should devise standardized training programs for all employees of the company. In order to achieve this, a team of experts from the headquarters should drive these training programs (Reilly, Minnick Baack 2011). References Morris, T. (2006, September 1) Understanding Starbucks. Coriolis Research. Web. Reilly, M., Min nick, C., Baack, D. (2011). The Five Functions of Effective  Management. San Diego, CA: Bridgepoint Education Inc. This case study on Starbucks’ Structure was written and submitted by user Rivka Moreno to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

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Rttegng Essays - Free Essays, Term Papers, Research Papers

Rttegng Essays - Free Essays, Term Papers, Research Papers Rttegng Rttegng Jag valde att kolla p en rttegng dr mlet rrde sig om ringa narkotikabrott. Rummet dr rttegngen gde rum kallas frhandlingssal. Dr ska klagaren bevisa med hjlp av utredningen att den talade r skyldig. De som var med i rttegngen var tre nmndemn, en ordfrande, en protokolfrare och en klagare, den tilltalade var inte nrvarande vid rttegngen. Jag var med p rttegngen som hrare. Rttegngen brjade med att ordfranden kontrollerade med att de som kallats till rttegngen var med, men som sagt var inte den tilltalade dr, rttegngen stlldes dock inte in utan fortsatte. Sedan lste klagaren upp de brott som klagaren ansg att den tilltalade var skylidg till vilket var ringa narkotikabrott. klagaren gick drefter igenom bevisen som fanns, klagaren lste upp ett frhr frn polisen dr den tilltalade hade erknt. Efter det gick de igenom den tilltalades personliga frhllanden, belastningsregister, samt inkomster och skulder. klagaren gjorde sedan en sammanfattning och berttade vilket straff som ansgs lmpligt till den tilltalade, vilket d var bter. Efter det var det verlggning och vi fick lmna frhandlingssalen. Det var en rtt s snabb rttegng eftersom att den tilltalande inte var dr, och efter att ha kollat p andra ml som det hr och sett vad de har ftt fr straff s anser jag att det var ett rttvist straff som d var bter. Det var kul att kolla p en rttegng och se hur det gr till. Nader El Hage

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Firestone in liberia Research Paper Example | Topics and Well Written Essays - 1250 words

Firestone in liberia - Research Paper Example Although such practices are quite apparent in Firestone, there is a conflict on whether the company alone should take full accountability for such inhumane act, or other organizations, such as the government, is also responsible. When one hears the word Liberia, freedom from servitude will automatically plays to mind. Liberia, as Pailey pointed out, is the â€Å"land of exile for repatriated American slaves ... a proverbial refuge from dehumanising, deplorable conditions of chattel slavery in United States† (77). It is in this place that the dark-skinned Americans are given the privilege to move in the community with less regard for social class. They are given the autonomy to cultivate the land, a choice that had been denied from them for generations, all because their looks and skin color are much different from the Caucasian groups they had served. Due to the lushness of their homeland, particular foreign investors took interest in one of the in-demand product in the market--rubber. This is where the Firestone had taken severe advantage. During the early 1990’s, Firestone struck up a deal with Liberia’s government, which had given them the right to a vast quantity of land for an annua l compensation of US$60,000 (Pailey 77). The deal had been reasonable for the government’s side, since they lack the resources to fully cultivate the land on the international level--giving more work opportunity for the Liberian citizens. Despite the promise of greater glory, Firestone did not go off in a rapid pace, as predicted. Several crises had been encountered by the company, resulting to a few dilemmas on revenue delays and loan problems. In the later part, problems seemed to have piled up, leading to military outbreak and involvement in civil war (Lee and Lee 123-125). The warring political parties in Liberia not only managed to destroy the colony, in the process, it also ruined the