The effects of diverse culture of IKEA in UAE to Impact of cultural diversity on IKEA

Executive Summary Being incorporated in Sweden , IKEA holds more than 20% overall market share in Sweden , also able to expand successfully over the last twenty-five years in executing what no furniture distributor has ever endeavoured to turn to be an international player in an industry where it was regarded to be local earlier.Advertising We will write a custom report sample on The effects of diverse culture of IKEA in UAE to Impact of cultural diversity on IKEA specifically for you for only $16.05 $11/page Learn More IKEA is the largest furniture retailing giant with a turnover of just 1 million Euros in 1954 and its total turnover has reached 22713 million Euros in 2009 and just 1 store in 1954 to 301 stores in 37 nations in 2009. In UAE, it has two retail stores besides in Kuwait and Saudi Arabia. Today, IKEA is renowned for its low-priced quality furniture to major markets around the globe. IKEA is the only distributor in its field to have victorio usly made itself in whole of the Europe including Eastern and Southern Europe and more noticeably in USA and in whole of the North America. It is really astonishing how IKEA is managing this vast network of diversity and it appears to be in a characteristic bond of sorts with a robust corporate culture footed on the company’s founder. IKEA acknowledges that cultural variances can result in challenges and misapprehensions but at the same time, they can remain as an incredible source of advantage. IKEA spreads its culture through its â€Å"IKEA Style† by organising seminars for all of its employees whereby the organisations values and roots are detailed and deliberated. Some of the newly joined employees are allowed to make a trip to Sweden where they used to visit the shed where the founder of the IKEA established his business at the start. Some of the employees are even made as an ambassador of the culture they belong. (Hoecklin 35). Impact of cultural diversity on ind ividuals and organisation Identity Structures The mixed group of identities that are seen in the business organisation and the muscle of individual’s connection with particular identities and for instance , despite all people have a gender identify , they differ greatly in the extent to which this identity is significant to them in their own self –definition. (Cox Beale 33).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Prejudice and Discrimination Prejudice refers to the prearranged negative demeanours towards individuals on some group identity. When prejudice demeanours get transformed into demeanours, the discrimination happens. Since discriminations and prejudice are pertinent to a number of group characteristics in business organisations and since, they can be specifically damaging to interpersonal associations. (Cox Beale 96). Stereotyping The state of mental proces s in which the individual is regarded as a member of a group and the info that one has kept in one’s mind about the group is attributed to the individual is known is stereotyping. There exist significant differences between valuing cultural differences and stereotyping. Since, stereotyping is pertinent and persuasive across a wide spectrum of group identities in business organisations, it is important to know more about it as it is decisive for developing capability to manage diversity. (Cox Beale 78). Often, Stereotyping is footed on false notions and anecdotal corroboration or even on consciousness without any direct experience with a group. It denotes about the negative characteristics to members of a group. It engrosses the postulation that characteristics assumed to be common in a cultural group which will be applicable to each and every member. For example, Hamed is an UAE Muslim and hence, he is not aggressive by White, female American standards. (Cox Beale 81). Ethn ocentrism It refers to the predisposition to regard members of one’s group as the focal of the universe, to deduce other social groups from the outlook of one’s own group and to assess the behaviours, beliefs and values of one’s own group to somewhat more positively than those of out-groups. (Cox Beale 33). Resistance to change To know more about the business strategies for administering diversity is a major achievement in bypassing resistance to change initiatives. The resistance to initiating organisational change initiatives associated to diversity frequently happens since these initiatives are regarded as just other stranded efforts in an apparent endless succession of â€Å"hot† interference efforts for making organisations to be more vibrant and competitive. This kind of resistance is footed on very genuine concerns, particularly insofar as they spotlight on the necessity to assimilate different intervention efforts and to make sure that they all a re connected to in general business strategy of the business organisation. (Cox Beale 42). Informal Integration It refers to the impact of diversity, for instance s, the differences in group identity, on informal networks for communication and socialisation and on informal processes of sponsorship and development. Thus, the communication styles practiced by IKEA facilitate to comprehend the nature of host culture like culture of UAE and to operate with behavioural setups and local cultural restrictions in UAE. (Cox Beale 34). Communication There are instances where differences due to intergroup may result in communications barriers or breakdowns. As per Tannen (1994), members of various cultural factions frequently have poignant variances in styles and languages of communications. If diversity in work groups is not well administered, these variances present may act as a bar to understanding and thereby making preserving rapport and trust more difficult. (Cox Beale 42)Advertising We will write a custom report sample on The effects of diverse culture of IKEA in UAE to Impact of cultural diversity on IKEA specifically for you for only $16.05 $11/page Learn More Differences in Management styles If a management trainee is recruited in an IKEA store and if he has to be trained as a entry level manager ,then he will be given training in each of the hourly jobs where he will be learning how the IKEA store is being run , how each department of IKEA functions and rests on a variety of management styles. (Tanke 2000:160). Theory X and theory Y are developed by Douglas McGregor which has two generalised assumptions about human behaviour. Theory X is based on the assumption that people in general are lazy and they must be pushed in productive demeanour on the job. Theory Y is based on that assumption that people can be self motivating and enjoy work if a proper atmosphere exists. McGregor was of the view that majority of people’s nat ure adjusts to Theory Y, where as majority of management styles are based on theory X. (Tanke :209). Literature Review As per research study conducted by John Kotler and James Heskett who were the professors of Harvard Business School in American companies, there were close relationship long-term economic performance of the company and strong corporate culture. Thus, Kotler and Heskett findings corroborate the concept that it is the specific cultural traditions that decide the victory of the strategy for managing the cultural diversity (Hoecklin 35). IKEA is following a successful strategy for managing the cultural differences as it blends the national cultural values of Sweden that with its strategy itself. In IKEA corporate values and practices are constructed around such Swedish values as frugality , egalitarianism , simplicity , hard work , paying attention to individuals etc.Thus ,the values appears to present at the more fundamentals level of human nature that to be specific t o one national culture. IKEA adopted a careful approach and has entered into various markets rather carefully and peers into how they can harmonise present trends in a market. This â€Å"fusion† assists to reduce cultural clash with customers and employees. The job application form of IKEA in all regions including UAE have the following statement at the top thereby establishing a clear cut policy for commemorating diversity from an employee’s initial interface with the IKEA. â€Å"In our IKEA family, we wish to have the human being as focal and to support each other.† (Parker 81).Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The establishment of networked systems for communication both socially and technically that helps to adopt fastly has been a special trait of Swedish. What has been referred as â€Å"relationship management â€Å"engrossed in might communications systems has been pioneered in the Sweden. Such value added networks together with the variety of services they offer, emanate from out of the highly developed â€Å"visual spatial† intelligence that is mirrored in creating cultural diversity in IKEA. (Lessem 359). IKEA stands as model that the creation of transnational corporate culture and identity is possible and the replica selected by IKEA for establishing its transnational corporate identify has been however condemned since it is more heavily relied towards Swedish national culture. It is to be noted that the simple transnationalisation of a Swedish culture around the world might be followed by a significant losses to corporate’s flexibility and as well as creativity. I t is rather surprising that the overwhelming success of IKEA’s strategy which means one-directional conveyance of the Swedish management technique to assimilate into other cultural atmosphere like UAE. It really connotes that IKEA’s values specifically vulnerable to cultural convergence and transnationalisation since they symbolise significant values of our present times and globalised world. (Mann Gotz 307). To remain successful in USA, IKEA was compelled to make transformations to the idea that had earlier worked well in Europe and Asia including UAE. In 1985, IKEA entered into the American market. In 1988, IKEA witnessed a steel fall in its sales in USA in alarming proportion. It was evident that some features of the IKEA ideology were not appreciated or understood by Americans. To adjust the IKEA culture with that of American culture, IKEA has to undertake major transformations in its cultural ideology. Though it was a novel experience for IKEA, it has been compel led to introduce some proper cultural fine tunings in other nations also including UAE. Though, the salient structure of IKEA cultural ideology remained unchanged, some fine-tuning was needed to Americanise the concept. Due to this, IKEA penetration into the US market progressed up astonishingly. (Edvardsson Enquist 2008:89). About 20,000 new employees are being recruited by IKEA on yearly basis. All of these new employees are appointed at the national level and there has been much transfer between various nations’ operations. IKEA is of the strong view that diversity offers a more demanding business. (Edvardsson Enquist 89). Appropriate staff recruitment at the store level at UAE has been regarded as a cornerstone and specific attention is paid to experience in retailing and a service-oriented attitude of the new recruits and if they lack specific skills, adequate training is being given to them that will suit the cultural diversity of UAE. When interviewed the managers of various IKEA stores across the globe including UAE, they observed that the key role played by the IKEA culture is one of the strong factors of success. (Edvardsson Enquist 91). The style in which IKEA sells furniture through Swidishness or Swidishness through its furniture is the best illustration of the style that present globalisation encourages the commoditification of the cultural difference. (Radway Janice 1994: 206) It is to be observed that as societies integrate culturally, they become more diverse in many aspects. For instance, IKEA has brought Swedish design to UAE co-existing with UAE design. (Collier Dollar 15). IKEA has built a vibrant corporate culture footed on some key values of the company’s founder which are fundamentally the same in every nation in which IKEA do business. IKEA’s style of management has a universal appeal. IKEA employed a global style of management which maintained a â€Å"Swedish Flavour â€Å"which is in consonance with their own corporate practices which have an edge over other styles of management. IKEA employs pioneering workplace efforts to corroborate its inclusive viewpoint like â€Å"pancakes with store manager â€Å"gatherings where co-employees have a chance to exchange their view in an open forum. For supervisors and managers, IKEA is having in place mandatory value workshops in regular phase. In IKEA, diversity is being ensured and also celebrated and the every employees are asked to rate the managerial skills of IKEAs managers and their rating will be used in their salary review. Recommendation Tools for Managing Diversity Empowerment Diversity exists in a business organisation when there exists varied cultural, demographic and personal differences among the employees who work there and the customers who receive services or products from there. (William 2005:395). Diversity refers to characteristics of individuals that mould their identities and their experience in the workplace. Diversity refers to the magnitude of variances among members of an organisation or a group. In many ways, people are diverse. Within the workforce, people differ in their ethnicity /race, gender, religion, ability and age. There also exists differences in their sexual , military status , values ,expectations , socioeconomic status , lifestyle , work style , and position or function within the organisation .( Lussier 2006:242_. Keys (1995) emphasises that through empowerment of employees a business can achieve organisational process and can attain an excellent quality service. Further, TQM spotlights on managing the whole organisation to yield quality to customers and significant ingredients include employee empowerment, client satisfaction and continuous enhancement in customer satisfaction. ( Kirst –Ashman Hull 167). Diversity Training Programs IKEA’s dedication to the ever prolonging development of its employees was mirrored in the IKEA’s policies on development and tr aining of its employees. The company is having in place a wide-ranging professional and training program to strengthen and promote the advancement of its workforce. Its workforce could make use of many available resources including classroom sessions, books and online instructions to cater their needs in acquiring advanced knowledge or increasing their skills. IKEA is also having specialised training programs in provinces like health, diversity, environmental and safety consciousness. (Pearce 709). Mentoring/Networks Mentoring has been used an important tool of IKEA’s employee knowledge program . IKEA launched a program namely â€Å"partners for growth† which was a twelve months mentoring effort that teamed IKEA’s junior managers with senior managers from different locations of IKEA. Mentoring is anticipated to train and prepare junior managers for the top positions in the future and to assist IKEA to cater its needs in coming years. (Pearce 709). Summary IKEA i ntends to have a workforce that mirrors the diversity of a neighbourhood. For instance , IKEA store in Atlanta has a mixed workforce which includes Asians , whites , Hispanics and African –Americans. Its stores office in Atlanta also does have a diversified workforce as logistic manager of its store is a German whereas its workers include workforce from Denmark , Guyana , Canada and Spain. Thus , diversity in IKEA is one facet that to move around its Swedish roots but at the same juncture acknowledging varied cultures. Thus , IKEA is having a diversified workforce where its entire workforce is called co-workers and its managers are involved in helping the company to market its products towards target customers . IKEA is strongly believing in variety of workforce from varied backgrounds will fortify its organisation setup and thus making their company a really true ,strong , global company. ( Ritzler 2007). Conclusion If one takes into account the lessons learnt by IKEA when t hey globalised their business strategies and by relying on particular theory and research in the gamut of cross cultural diversity it could be concluded that in spite of real globalisation process , cultural differences prolong to divide the globe into provinces and conditions and the possibility of perusing a global style of management and standardisation of products , operating methods and services on the global level. Hence, variances in perceptions, communications and values which make significant to comprehend the nature of host culture and function with local cultural restrictions and behavioural patterns. These issues may make constraints in the fields like product development, marketing, HRM, organisational structures and other management problems. Comprehending behavioural variances is a crucial factor as it defines the style in which organisations do businesses. Hence , international companies like IKEA must assess their business practices to make sure that regional norms in UAE in behavioural characteristics are being given great significance. Thus , IKEA tradition encourages the realisation of every individual potentiality and respecting everyone’s diversity and IKEA visualises this as an integral aspect of its competitive advantage. Recruitment strategy of IKEA relies heavily on values and diversity and not on its earlier retail practices. IKEA’s dedication to diversity is corroborated by the fact that it offers translations for non-English applicants both during the recruitment phases and during the induction phases and IKEA’S workplace slogan is â€Å" dare to be you.† Thus , IKEA’s rational cultural diversity and workplace efforts have assisted to maintain the lower labour turnover rate in the industry and it also helps to increase its performance and profitability year after year. Works Cited Collier, Paul Dollar, David. Globalisation, Growth and Poverty: Building an Inclusive World Economy. New York: World Bank, 2002. Cox, Traylor Beale, Ruby L. Developing Competency to Manage Diversity : Reading , Cases and Activities. New York: Barrett –Koehler Publishers, 1997. Edvardsson Bo Enquist Bo. Value-Based Service for Sustainable Business: Lessons From IKEA. New York: Taylor Francis, 2008. Hoecklin , L.A. Managing Cultural Differences For Competitive Advantage. Hyderabad: University Press, 2000. Kirst –Ashman , Karen K Hull, Grafton H. Generalists Practices with Organisations and Communities. London: Cengage Learning, 2008. Lessem, Ronnie. Management Development Through Cultural Diversity. New York: Routledge Taylor Francis Group, 1998. Mann, Clarence J Gotz, Klaus. Borderless Business: Managing the Far-Flung Enterprise. New York: Greenwood Publishing, 2006. Parker, Barbara. Introduction to Globalisation and Business: Relationships and Responsibilities. New York: Sage Publishing, 2005. Pearce. Strategic Management : Formulation , Implementation and Control. New Delhi. T ata McGraw Hill, 2008. Radway, Lawrence Janice. Cultural Studies: Vol 8, Issue 2. New York: Routledge Taylor Francis Group, 1994. Ritzler , Karl W. ( 2007). Swedish Standards Drive IKEA. 18 December 2010 Web. Tanke, Mary L. Human Resources Management for the Hospitality Industry. London: Cengage Learning, 2000. 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Summary of Stoicism

Summary of Stoicism Free Online Research Papers Stoicism is one of the most influential and important traditions of the Hellenistic world. The Stoic doctrine was taught by the first recognized Stoic, Zeno of Citium. He founded the school of Stoicism around c. 300 BC. at Athens and was significant throughout the Greco-Roman world until at least AD 200. This school produced a number of remarkable writers and personalities. Stoicism focused on freeing oneself of suffering through developing an understanding of natural law and involves improving the individuals’ spiritual well-being, along with overcoming destructive emotions. Stoicism’s prime directives are virtue, reason, and natural law. Stoics believe by mastering passions and emotions, it is possible to conquer the disagreement of the outside world and find peace within oneself. The Stoics define philosophy as a practice or exercise in concerning only what is beneficial to their way of life. For the Stoics, nothing passes unexplained. There is a reason for everything in nature and they live constantly with nature. Stoics considered that through any stage of development it was God who molded and dominated passive matter in term of â€Å"progress†. They believed that the Law of Nature was God’s material presence in the Universe and he is also the reason and soul behind animate creation. The Stoics concluded, only by putting aside passion, unjust thoughts, and indulgence and by performing what you have to do with the right nature; people can achieve true freedom and rule as lords over their own lives. Cites ? The Columbia Encyclopedia, Sixth Edition. Copyright  © 2001-05 Columbia University Press. www.bartleby.com/Stoicism. ? Encyclopedia of the Early Modern World. Copyright  © 2004 by The Gale Group, Inc. www.answers.com/Stoicism ? en.wikipedia.org/wiki/Stoicism ? plato.stanford.edu/entries/stoicism ? www.utm.edu/research/iep/s/stoicism.htm Research Papers on Summary of StoicismComparison: Letter from Birmingham and CritoThree Concepts of PsychodynamicResearch Process Part OneCapital PunishmentUnreasonable Searches and SeizuresGenetic EngineeringThe Spring and AutumnEffects of Television Violence on ChildrenAnalysis Of A Cosmetics AdvertisementInfluences of Socio-Economic Status of Married Males

Your Complete Guide to Acing Your Next Job Interview

Your Complete Guide to Acing Your Next Job Interview While the debate is still going on as to whether or not you need a cover letter, and the switch to electronic resumes is pretty much a done deal, there’s one aspect of the job search process that remains pretty much unchanged- you’re going to have to interview. It’s pretty much a given. Your prospective employer needs to see you in person to make sure you are sane, ready, willing, and able to take on all the tasks required by the open position. It’s hard not knowing what to expect. Will your interviewer be chill and jokey? Stern and formal? Will you hit it off and not be able to stop talking, or will there be awkward silences where you don’t know what to say?Here, we’ve compiled our best advice about the interview process, so you know what to expect every step of the way.First, Do Your HomeworkIt should go without saying (but we’ll say it anyway, again and again)- you must research the company before your interview. Know the basics: co mpany size, various locations, its main products or services- basically, if it can be found online, you should know it already before you walk in the doors. Your next bit of pre-interview prep should be to come up with a list of questions you’ll ask your interviewer about the company and position. There’s almost 100% chance he or she will end the interview with, â€Å"Any questions?† You better be prepared with some, or it will look like you don’t care. Here are some tips to get you started.Ask These 10 Interview Questions to Impress Your Hiring ManagerThe Most Important Question You Need to Ask in an Interview5 Unique Questions to Ask in a Job InterviewPrepare for Specific Question TypesOf course you don’t know for certain what questions your interviewer has prepared,  we have been though and combed through thousands of interviews. We’re familiar with the questions that come up again and again, and have insight into what hiring managers w ant to hear.First, the specifics. There’s no excuse for being unprepared when, let’s face it, hiring mangers can be pretty unoriginal. There’s a good chance one of the following questions will come up, so why not prep beforehand exactly what you want to say?How to Answer the â€Å"What Motivates You† Job Interview QuestionHow To Answer the Interview Question, â€Å"Why Are You Looking For a New Job?†How to Answer the Interview Question â€Å"What Makes You Unique?†How to Answer the â€Å"What’s Your Biggest Weakness?† Question in InterviewsHow to Answer the â€Å"How Would You Fire Someone?† Interview QuestionHow to Answer the Most-Asked Customer Service Interview QuestionNext, common interview question categories. Salary, behavioral, and situational interview questions also follow typical patterns. Check out the following to familiarize yourself with exactly what these questions entail and what interviewers want to hear .How to Answer the Salary Question in an InterviewHow to Answer Behavioral Interview QuestionsHow to Answer Situational Interview QuestionsWhat You Do Matters As Much As What You SaySo your questions are in hand, you know about the company, and you’re ready for the big day. But even if you have the most brilliant answers to all the questions lobbed your way, if you look like a mess and don’t master the art of professional body language, you won’t come across and qualified as you could. Check out the following advice about how to match your physical self with the smarts and ability you possess.What to Do With Your Hands During a Job Interview7 Common Body Language Mistakes People Make During Interviews7 Worst Things to Wear to a Job Interview11 Body Language Mistakes You’re Making in Your InterviewKnow the Bad So You Can Avoid It!You can study and study about what the best things are to say, but it also helps to know the worst, so you can avoid them. Maybe you don’t know what is and is not appropriate interview-speak. Maybe you’re used to an informal work environment and think that carries over to other workplaces. Maybe you’ve only seen interviews in movies and want to emulate some questionable habits. Before you do that, read the following so you don’t do or say something you regret.10 Personal Things Not to Say in an Interview10 Things You Should Not Say in an Interview7 Real Life Interview Mistakes That You Can Learn From5 Reasons You Just Had a Really Bad InterviewYour Guide to Unorthodox InterviewsIt’s hard enough prepping for a one-on-one situation- what if you’re facing a group of interviewers, or being questioned at the same time as a bunch of other people vying for the job? What if you’re applying for out-of-state or out-of country gigs and Skype or the phone are your only options?How to Survive Your Upcoming Panel InterviewHow to Survive Your Group InterviewHow to Prepare fo r a Remote Job InterviewKnow When You  Don’t Have to AnswerSure you want to aim to please during the interview- you’ll say what it takes to get the job, right? Not necessarily. There are some red flags you should be aware of before you start your interview; some are even illegal. No matter how badly you want your interviewee to like you, or how much you want the job, be on the lookout for illegal or unethical questions, and know what to say if they do come up.11 Unethical Interview Questions You Don’t Need to AnswerHow to Combat Illegal Interview QuestionsAfter Your InterviewSo, you did it. You researched, knew exactly what to say, had a polished outfit, elegant body language, and smart questions to ask. What’s next? Maybe they’ll call the next day with an proposal for a second interview- whoo hoo! Maybe you’ll hear†¦ nothing. Who knew silence could be so deafening? Or maybe you’ll get a polite but firm â€Å"no,† which, after all that work, is a colossal bummer. Read on for tips on what to do in these situations.Your Guide to a Successful Second InterviewHow to Handle Post Interview Silence5 Ways to Handle Rejection Like a ProInterviewing is a game. And once you know how to play it, it almost can become second nature. Know the tricks of the trade, work hard, and go into every interview with passion and grit. We promise, you’re sure to find success soon!

King David Essay Example | Topics and Well Written Essays - 3000 words

King David - Essay Example David was a youthful military leader prior to his kingship. His leadership would liberate Israel from the cold hearted culture developed by the first king that Israelites had chosen to lead them in rebellion, because they could not hold and wait for God’s purpose and timing. According to the bible, David was a King that at times experienced failure in his humanity, yet as told he still sought God with his whole heart. However, today there are those that would say that David’s Kingdom and David were indeed Israel’s imagination and a legendary military hero that never existed in the actual sense. Liberal critical consensus about David has long been that he was a legendary figure in the history of Israel. There are scholars that often stress that the stories on King David are mere embellishments of a national hero whose existence is not in history is not certain (Huyck, 1). For example, Kyle McCarter states that: â€Å"The Bible is our only source of information ab out David.   No ancient inscription mentions him.   No archaeological discovery can be securely linked to him. . . .We cannot assume, therefore, that a statement about David in a given part of the Bible derives from an early source.   The David of Chronicles, for example, is the idealized David of the second Commonwealth, not the David of history (Huyck, 1).† Contrary to this statement and many others like it, archeological evidence has tallied with most historical mentioning within the bible and other historical literature and findings to prove that indeed the Kingdom of David and David as king existed at some point in history. This has strengthened the biblical view and story that indeed David was not a mere myth, but true King that existed and left a legendary mark in the history if Israel (Huyck, 1). The first recently highlighted and iconic archeological finding that attested to this occurred seven years after the discovery of the Solomonic gate by the Mazars. In th at instance in 1993, an archaeological team digging in the northern part of Israel discovered a large stone tabled with inscriptions that read: â€Å"House of David â€Å"and â€Å"King of Israel.† This stunning uncovered piece of evidence was dated back to the 9th Century B.C. This is indeed one of the many uncovered evidence that proofs that David’s kingdom not only existed, but his reign started a royal dynasty. The twelve acre triangle city developed by David’s reign lay some 350 feet, south of the today’s walled Jerusalem, beyond and on the eastern ridge known as Ophel. Benjamin Mazar is quoted by the Associated Press, as having said that: â€Å"Now we have more or less the feeling that this is really a gate of Jerusalem from the period of the kings of Judah† (April 21, 1986). This leaves most people wondering as to whether archaeology is indeed coming up to fill the bits and prove the biblical history that recounts the life and leadership o f David. Eilat Mazar indeed attests to this statement by saying that she had learned to pore and relate to biblical text to an extent that she had discovered that indeed it makes descriptions of true historical reality. Eilat states that: â€Å"It is not a simple matter to differentiate the layers of textual sources that have been piled†¦over generations; but it is clear that concealed within the Biblical text are grains of detailed historical truth (Coogan 71).†

Recruitment and Selection Strategy Assignment Example | Topics and Well Written Essays - 2000 words

Recruitment and Selection Strategy - Assignment Example This research will begin with the duties and tasks of a sales manager. The major duty of a sales manager is to establish goals for the sales team and to come up with plans to achieve them. He should come up with innovative strategic methods to increase the market base and market share. It will be the duty of the sales manager to take an active role in recruiting and forming new sales team. He shall provide the adequate training and educational programs that they need. The sales manager should be able to adapt to the global standards and manage the budget for his department by minimizing expenditures. He should be able to adapt to utilizing online sales support system. He should be able to strongly understand the customer and market dynamics and their requirements. He will directly report to the Sales Director and submit the sales report every month. He will discuss the goals set and his strategy for the future market with the sales director. Monitors the performance of each Account E xecutive, analyzes their strengths and weaknesses, and provide them with appropriate feedback and tips for further improvement. He shall establish programs to motivate the accountant executives. The manager will make appropriate presentations and reports regarding products and sales performance to clients and executives. He should have 3-5 years experience in sales management with excellent oral and communication skills. He should have the ability to lead, guide, and motivate a diverse sales team. Also, he must be willing to be exposed to global divisions. A proven leadership and ability to drive sales teams is a chief requirement. This study will present most effective methods of attracting applicants. As indicated earlier, job posting refers to the practice of publicizing an open job to employees (often by literally posting it on bulletin boards) and listing its attributes, such as criteria of knowledge, qualification, skill, and experience. The purpose of posting vacancies is to bring to the attention of all interested persons (inside or out of the organization) the jobs that are to be filled. Selected attributes of the job, for example, skill or experience, will change; There are sufficient qualified, potential applicants serving in other positions within the organization who may be potential candidates for that job. Also necessary is the availability of a functional human resource information system that supports recruitment. An effective, computerized system [for medium and large scale] would: flag imminent vacancies throughout the organization to ensure that the recruitment process is timely; ensure that no candidates are lost but, instead, move through the process and are kept informed of their status; ensure that good candidate whose applications are pending are kept in touch to maintain their interest in the organization; assist in analyzing hiring, transfer and exit trends and provide other data that are helpful in planning, evaluating and auditing the recruitment process; identify any adverse impacts of the recruitment process on vulnerable groups (for example minorities, especially where Equal Opportunity/Affirmative Action legislation exists);; As the sales manager position requires better understanding about the companies market goals, principles, and strategies, it would be better to look for internal candidates also who are more experienced and are having sufficient potential to perform the job.  

Fuge in C Minor- Bach Essay Example for Free

Fuge in C Minor- Bach Essay Johann Sebastian Bach’s was born on the 21st of March 1685 and died in 1750. He was a German composer, during the Baroque period. His Fugue in C minor was written in the middle years of his life, 1722. A fugue is a contrapuntal composition, where a subject is developed. It has 3 main parts an Exposition, Middle section and the Final Section. The exposition is where the subject/theme of the piece is first announced, and is then answered by other voices. In Bach’s Fugue in C minor it is written for three parts, the Soprano, alto and bass. It is the alto who first states the subject in bar 1. The subject is the theme of which the fugue is established. This subject finishes on the first beat of bar 3. After this subject is stated the alto starts with a counter subject (accompanies the subject), while the soprano voice answers the subject with the answer (transposition of the subject). This answer is tonal, because the intervals are not exactly the same and it is in the dominant key of G minor. Between where the final voice, the bass enters with the subject and where the answer finished is a small 2 bar codetta, where both the soprano voice is based on the subject in sequence and the alto voice is based on the counter subject in sequence. Jus before the bass enters there is a false entry in the alto voice. When the Bass enters with the subject at bar 7 in it’s original form and both of the other parts continue with countersubject material. At the first down beat of bar 9 the exposition finishes. The middle section is where subject is developed it is also where episode 1 starts. An episode is a connecting passage, developed from previous material. Episode 1 starts off with the soprano and alto voice in stretto, where one voice comes in before the other has finished, and the bass is accompanying them with scalar passages based on the countersubject material. Bar 11 is the first middle section is heard. It consists of the soprano voice having the subject, but in a different key. The bass with counter subject material accompanies it. Episode 2 where soprano voice has the contrary motion of the counter subject and the lower two parts are in thirds ccompanying. Bar 15 is the 2nd middle entry in G minor, where the subject is heard by the alto with the soprano with counter subject material. The third episode starts in bar 17 where the soprano and bass voices have the subject material in rising sequence. The alto part is based on the counter subject but in contrary motion to the original counter subject. At bar 18 the alto and bass parts swap parts. The final section (where the piece returns to it’s original key) starts at the 3rd middle entry in bars 20. The 3rd middle entry goes from bar 20 to the first downbeat of bar 22. It has the soprano voice with the subject, while the bass and alto hold the countersubject. Episode 4 is the longest as it goes from bar 22 to half way through 26, it is in C minor. At the start of this episode the soprano and alto voices are in stretto like they were in episode 1. The bass part continues with the counter subject material until the end of the episode 4. At bar 25 the soprano has the subject. The soprano and bass swap parts half way through bar 26 and this is the start of the 4th middle entry. The 4th middle entry returns to C minor, here the soprano and bass swap parts and the bass has the subject. In bars 29 to the end we hear a coda. This is where we hear the subject for the last time after a short cadential phrase. This is accompanied by a pedal not in the bass. Overall Bach’s Fugue in C minor is written very similar to what generally a fugue is. Fugue in C minor has an Exposition, middle section and final section. He has also put in four episodes and four middle entries. The four episodes are bars 9-13, 14-17, 18-21, 22-31. The Four middle entries are bars 11-13, 15-17, 19-22, 26-28. This fugue ends like many other fugue’s with the subject heard one last time in the original tonic key.

The Importance of the Role of the Teacher Essay -- Education Teaching

The Importance of the Role of the Teacher The future of the world is in the hands of the children. Whether the future be a positive or negative one depends on the children and the education they receive. The education of a child is so valuable that one needs to consider the importance of the child's education. Also, one needs to consider how to go about nurturing those bright minds so one day they can become independent individuals. As Educators, one needs to be aware of the short-term effects as well as the long-term effects in which education may play on the child's views of the world. In order to be able to provide a good education to a child, it is necessary for there to be a place in which both the educator and student can meet in equal terms. In order for this to occur there has to be a bond between the teacher and student. Without this bond it is impossible for both parties to set goals, work out those goals together and finally accomplish them. A sense of understanding between both the teacher and student is imperative. A point where both parties meet and are aware of the responsibilities each one has to each other. Both the teacher and student need to be aware of each other's roles and how important those roles play in the achievement of the educator and student. For example, the teacher serves as the provider of information, as well as the one that holds the power in a class. "They hold the grades, and usually students perceive them as holding the knowledge, too" (Zawodniak 124). The way teachers use this power defines the perspective of their pedagogy, the teacher's perspective of the art of teaching. The approach the teacher takes and how much knowledge she would like to deliver to the class depends on th... ... free to speak their mind without being intimidated of the teacher. Once students feel free to speak their mind, they will grow mentally, physically and emotionally, eventually becoming an individual who has learned from the teacher to respect and value knowledge. By working together teachers and students will "achieve a pedagogy that is truly student-centered" (Zawodniak 131), a relationship that is open, honest, and has one goal in mind: that education is the future, and our students hold that future. The power of the future is knowledge, respect it and value it. Works Cited: Cheney,Lynne V. "PC: Alive and Entrenched." The Presence of Others. T Second ed. New York: St. Martin,1997. Zawodniak, christian. "I'll Have to Help Some of You More Than I Wan t>To":Teacher Power, student Pedagogy." The presence of Others. Second ded. New York: St. Martin, 1997.