Implementing An Ed Fast Track Area ( Fta ) - 2244 Words

Emergency Department crowding is a cause for great concern. It is costly and responsible for compromising quality of care and community trust (McHugh, VanDyke, McClelland, Moss, 2011). According to McHugh et al. (2011), improving patient flow can mitigate ED crowding. This paper will describe a plan to implement an ED fast-track area (FTA) as one solution to improve patient flow and reduce ED crowding. The author will describe the approval process, review the problem, discuss the proposal, explain the rationale behind the proposal, examine the evidence, describe the implementation logistics, and determine the necessary resources required for implementation. Implementation Strategy Obtaining Approval In September 2016, the Director of the ED at St. Anthony North Health Campus (SANHC) ED was approached to discuss the challenges with patient flow. Approval was given to proceed with a study on the implementation of an FTA as one solution to reduce ED crowding. As this project moves forward, the author will also seek approval from the ED staff, the Medical Director for the ED, the Chief Nursing Officer (CNO), and the Chief Medical Officer. The Problem St. Anthony North Health Campus (SANHC) ED is a busy Level III trauma center in Westminster, Colorado. The ED sees approximately 27, 775 patients a year. Of those patients, approximately 27.3% are Emergency Severity Index (ESI) Levels 4 and 5. The average wait time (WT) for all patients is 11 minutes, the average length of stayShow MoreRelatedSecret Recipe Plan10552 Words   |  43 PagesTrade Policy Trade policy is to pursue trade liberalization through the rule-based multilateral trading system under the World Trade Organization (WTO). Free trade agreements (FTAs) have traditionally been confined to trade in goods. However, after the establishment of the WTO, trade in services has been included in many FTAs. FDI /FII structure Malaysia government has a generally favourable attitude toward foreign investment, especially regarding projects that facilitate technology transfers, createRead MoreSecret Recipe Plan10568 Words   |  43 PagesTrade Policy Trade policy is to pursue trade liberalization through the rule-based multilateral trading system under the World Trade Organization (WTO). Free trade agreements (FTAs) have traditionally been confined to trade in goods. However, after the establishment of the WTO, trade in services has been included in many FTAs. FDI /FII structure Malaysia government has a generally favourable attitude toward foreign investment, especially regarding projects that facilitate technology transfers, createRead MoreMcdonald Marketing of Service12670 Words   |  51 Pageswill be in-depth discussion about McDonald’s services marketing plans which have made them become world leading fast food restaurants besides Subway. By implementing every of the marketing strategies based on their five marketing objectives which are profitability, consumer satisfaction, quality service , community outreach, and reputable image, McDonald’s has been a very demanding fast food restaurants which operates with 30,000 restaurants over the world . Moreover, situational analysis of SingaporeRead MoreDtac Business Analysis38421 Words   |  154 Pagesresearch is to investigate, analyze current competition between DTAC and other competitors with customer insight in order to find out the possibility for DTAC to gain more market share in Thai telecommunication market by focusing on customers in Bangkok area. Researchers apply ‘Business Strategy theory and Marketing mix for service company or 7Ps’ to answer the strategic question by collecting primary data from questionnaire and interview, while the secondary data are collected from various reliable sourcesRead MoreDtac Business Analysis38437 Words   |  154 Pagesresearch is to investigate, analyze current competition between DTAC and other competitors with customer insight in order to find out the possibility for DTAC to gain more market share in Thai telecommunication market by focusing on customers in Bangkok area. Researchers apply ‘Business Strategy theory and Marketing mix for service company or 7Ps’ to answer the strategic question by collecting primary data from questionnaire and interview, while the secondary data are collected from various reliable sources

Project Performance Improvement Online Communication

Question: Describe about the Project Performance Improvement for Online Communication. Answer: Introduction: Personality and motivation are such factors which work as an internal driving force for people in organizations and other institutions involved in projects (Ovsiy 2013). Successful projects are those which are completed within the stipulated time frame and boundaries of scope. Cost and quality too are important factors that need to be taken due care of in completing projects successfully (Ferris et al. 2013). Projects when considered bad or unsuccessful is a huge loss for the team involved in it and at times can be difficult in dealing with it. There are situations when completed projects are deemed as unsatisfactory or unsuccessful due to heavy cost incurred, much more than the budget fixed for such a project and overrun of schedule. Every organization or other teams that are involved in projects should think of better ideas, methods and structures in managing live projects. The behavior of people is considered one such factor which plays a crucial role in making projects successful. Among the behavior of people, two main attributes are motivation and personality which is essential, and needs proper understanding from the project manager or leaders point of view (Pinder 2014). In the recent scenario where projects too have become cross cultural, it is important to understand the behavior and emotions of people attached with such projects. Such stories have been quite common where project managers or leaders have sleepless nights due to behavior of people, where lack of trust, laid back team members and struggling to change can jeopardize work. It is the responsibility of project managers or leaders to apply techniques which are people centric, which will help them in managing the behavioral aspects of people in a successful manner. In this report, I will share a live project incident that I was part of, where motivation and personality factors played a huge part in completion of the project and that too right on time. The Live Project with Motivation and Personality factors: Our group consisted of four people and the topic provided to us was how an organization can be made successful and how an individual should be working in groups. We selected to work with a FMCG company in Australia for some days to get the same feel as their employees and luckily we were allowed by one among many to have a real experience. We went through a lot of books and articles and got hold of something by the name of Belbins Profiles, where motivational and leadership information was provided, and that a group should make a legislative body to select a leader. Being a leader is not easy; one has to have the required quality and personality to become one. Such key roles can be categorized as team worker, resource investigator, monitor, coordinator, shaper, complete finisher, specialist and plant (Belbin and Roles 2012). It is based on the respective profiles and the requirements needed for being leader of such profiles, determine the person who will be leader of the pack. For ex ample the duty of a complete finisher is to finish projects without any ambiguity. The shapers role is to deal with the presentation of monitor, coordinator and most importantly how the structure would look like of the team. The team worker is given the responsibility to ensure a healthy and cordial relationship is maintained between co-workers. Every role has its own profile criteria that need to be maintained and fulfilled in order to achieve success in the project. Every team has these members who have vital role to play in the team. The roles can be reversed and interchanged but a team leader needs to select the best possible people for playing such roles. Introvert people can never be shaper, aggressive people with bit of extrovert in him will be ill suited for the role of a complete finisher. Adverse situations can also arise when two managers play the same role, where there will be conflict of interest. Such things are better avoided, because if they are not it lets down the morale of the team. The team is only going to suffer and they will not be reluctant to get much involved between the conflicts of the two, because sometimes taking sides can be a major problem in organizations (Mendenhall and Osland 2012). But the organization I was along with my group, such incidents never occurred during our tenure. We were duly helped by the HR Manager, Mr. Richard. A man with great communication and HR skills, he surely knew how to manage people, and get the best out of them. Not so with the Development manager, Mr. Tom, who liked being alone and was an aggressor. Importance of Motivation, Emotion and Personality: According to Heinrichs, Oser and Lovat (2013), it is difficult to understand a human mind which sometimes exhibit different emotions which are hard to understand and control. Emotion is such a factor that motivates people either in a positive way or in a negative way. Emotion of people poses a real challenge for project managers and leaders who are in charge of the teams performance and well being. Emotion leads to motivation, where a motivated team member or employee exercise a particular level of effort dedicated towards a particular goal for a certain time period. Motivation is generally based on three concepts which are namely extrinsic motivation, intrinsic and self control. Extrinsic motivation is something that comes from the outer environment or outside the player. Its not money that always work as a motivational factor, they are other things too which are negative in nature but injects a positivity in the minds of people. Team members sometimes get motivated while doing live projects in fear of facing retribution or punishment if their performance is not up to the level where it should be. Intrinsic motivation is something that is derived while performing the task itself. Self control motivation states a situation where a person does not perform certain tasks in projects despite being highly intelligent. Motivational and Personality Theories: To understand motivation, we need to look into the theory of The Hierarchy of Needs as was developed by Maslow in the year 1940 (Jerome 2013). This theory stated that the needs of humans are formed into five groups staying together taking the shape of pyramid (Miner 2015). Physiological Needs: This needs form the base of the pyramid and takes into account the basic human needs including food, education, and medical care. While doing or being involved in projects the basic need for a team can be to have a good and proper working environment and providing salary to their employees (Taormina and Gao 2013). While doing the live project, I along with my group members found out that an employee works better in an organization when provided with an environment where he can flourish the most. Salary then becomes the motivational factor for that person. The live project was for 45 days and the manager was kind enough to provide us with a stipend that in turn motivated us to work on a serious note. Security Needs: it takes into account the way people feels safe, having a secure job. Organizations can help their employees out by providing them with job continuity, proper retirement plans and health insurance schemes. While doing the live project I along with my two team members got to know that companies are tying up with insurance agencies like Bupa for providing health insurance. Belongingness Needs: A sense of belongingness is what matters. For a team member and an employee the biggest thing is to have a feel that he/she belongs to that team or is an important member of the same. It is up to the managers, leaders and supervisors to encourage the work in group, ensure a proper communication is being followed in the group and increase their own interaction with the group (Lee and Hanna 2015). If proper communication is maintained by the supervisors and managers, the whole group feels motivated to work well. During our live project, I came to this conclusion that the organizations where there is existence of proper communication channel between the group and the supervisor, work becomes easy. During that tenure of ours, each day we were told to report either to the HR Manager or to the Development Manager on what we observed in the organization, what is lacking and what can be improved. The HR Manager was pretty good and so was his communication skill. He never let us feel that we were meager university boys trying to complete our project work. He was patient enough to hear our views and opinions and did rectify us where we went wrong. It did not took us long to find out that he was one of the popular HR managers of the company for the kind of behavior he shows to his people and motivates them enough for better performance. The Development Manager was opposite to what the HR Manager was, he did not treat us in the same manner like the HR Manager. In those 45 days we could only meet him around 8-9 times as he presented himself as a much busier person than he actually was. We were not comfortable in meeting him and sharing our views because of his stubbornness. While being there I personally felt that some of the employees too was not comfortable with the Development Manager. Whenever he was not around the employees use to share a joke or two about him, but I failed to notice anything like that in case of the HR Manager. My group was part of two board meetings in that company, and the board meeting scenario gave us a clearer picture. The development manager was abusive, never singled out anyone during the meeting to know where he was having problem or what was bothering him in the organization. His point of view about a group project is that, in a group not everyone has the same talent or intelligence. If one is lacking, the others need to cover him up, but the employee who is lacking needs to motivate himself in order to survive. On the other hand, the HR Manager was calm and composed. He used to believe in the unity of the team, where each member plays an important role in achieving success. If somebody in the team is lacking he should be taken due care of, provided with proper feedbacks and point him out where he is going wrong and how it should be done. It is the duty of the manager to motivate his people in a group if his chips are down. Esteem Needs: it can be internal in nature as well as external. Internal takes into account the needs related to self esteem like self respect and achievement. External focuses on the needs of recognition and social status. This needs if satisfied injects a feeling of self confidence among people. The HR team has implemented various schemes in the company where every significant contribution made by employees is being recognized and rewarded. The Quality Assurance Manager did praise my group for coming up with a good and valuable report on what the company is lacking and the possible recommendations that can be suggested to improve the companys market condition. On the recommendation of the Quality Assurance Manager, we were provided with some cash rewards which proved that our work has received recognition and we have been successful in achieving something noteworthy. Moreover, we understood the value of time as we had to finish the report and present it in front of the board member s within a very short time span. We were sometimes put under extreme pressure to deliver such results. Self Actualization Needs: the last or the highest level of hierarchy states that a person should be the one which he wants to be, like a musician has to be a musician, he cannot be anything else (Ozguner and Ozguner 2014). It has been stated if all the above needs of people are satisfied, then there is nothing lot to do for managers or leaders except making sure that the job is a challenging one for the individual. It can be concluded that as we move up the pyramid, instances where the supervisors and managers assist in satisfying the needs of the employees and motivate them in improving their job performance can be seen. McClelland Theory of Needs: McClelland recognized three motivation factors that human beings do have in them. Achievement: An achiever is someone who takes calculated risks in accomplishing their goals and is in the habit of working alone (Alvesson 2012). He is the person who needs a regular feedback on his work progress and achievements. He likes setting challenging goals. The Development Manager can fit in this category. He liked being alone and was very challenging, though his ways were disliked by many, but in an organizational group, one would always come across such individuals. Affiliation: An Affiliate is a person who does not indulge in high risk activities and favors collaboration (Mangi, Kanasro and Burdi 2015). He has to feel the sense of belongingness within a group and will follow whatever the rest of the people in the group will do. Power: he is someone who likes winning arguments and enjoys competition unlike the affiliate. He likes controlling and influencing others. It is important to share an incident that I witnessed while working in that company for the live project. During one of the Board meeting, the Sales Manager praised a lady staff for her achievement. She was being congratulated by all, but she did not revert back with a smile, and kind of looked embarrassed. Instead of appreciating the attention and congratulatory remarks she received, she lowered her head as vanished to her cabin. I was left wondering what happened to her that she left in that manner when she was being praised. After the meeting got over, the HR Manager did make me understand what really went wrong with the lady. The lady belongs to the Affiliate class which states that she does not like standing out in a crowd. The feed or appreciation would have better served had it been in private rather than being in public. It is important as a manager to know what motivates his team, or how they react to a criticism and praise (Ogarc?, Cr?ciun and Mihai 2015). Identification of drivers becomes important, which is based on personality and past actions of people. There are people in meetings who will influence others, persuade them to do something and entrusts responsibilities for others to achieve goals. He is someone whom we can recognize as driven by power. Then there are people who will talk less or not talk at all in meetings, feel uncomfortable if assigned with high risk projects and strive hard in managing conflicts, representing the affiliation group. Herzbergs ERG theory: This theory classified job factors in two groups: -Hygiene factors: Existence of motivation at workplace leads to hygiene job factors. Absence of such factors from workplace often leads to dissatisfaction (Yusoff, Kian and Idris 2013). Some of the hygiene factors include: Pay: the salary structure must be in accordance to the industry standards and reasonable too. Though such insights were difficult to reach in the company, we later found out that the organization had a good pay scale (Caulton 2012). Physical working conditions: Proper working condition should be provided for employees where they feel safe and hygienic. Everything from machine to other equipments should be well maintained ad updated. The company I and my group went into had everything updated and upgraded. Status: I found out from past reports that employees in the mentioned organization are retained if their performance is not below par over the years. Job Security: Employees working in the FMCG Company does have job security until they are performing way below expectation. It is also mentioned in the Company policies that any employee managing below par performances will be given three chances to rectify themselves and match the expected level through proper company guidance. -Motivational factors: A sense of positivity where employees are motivated to perform at a superior level. My group was motivated with the recognition we got with our report on the company, we tried to impress them even more. The factors include everything from responsibility to recognition to sense of achievement. Personality factors: Sigmund Freuds human personality is complex in nature (Westenberg, Blasi. and Cohn 2013). The Id: The source of all psychic energy, Id, is personalitys primary component. It is stated to be the only component which is present in an individual from his birth. It is unconscious in nature and takes into account the primitive behaviors. Id states that some needs are to be immediately fulfilled which is not possible all the time (Ryckman 2012). The Ego: The personalitys component which is which is accountable for dealing with the reality. The functionality of ego takes place in the preconscious, conscious and unconscious mind (Siddiqui 2015). The working process of ego depends on the reality principle. Ego sometimes works as a mental block among the group members of a team. Egoistic people are driven by recognition and a desire to have greater influence. My group member has this ego problem, though it is difficult to predict under what mind he gets egoistic. During the live project work his egoistic nature has created a bit of issue for the team. The Super Ego: the last one of personality type is superego. Judgments are being made on the basis of guidelines provided by superego (Schultz and Schultz 2016). The superego too is present in conscious, preconscious and unconscious state of mind. Situations may arise due to rise in conflict of the id, ego and superego matters. Freud mentioned ego strength as a way it functions (Friedman. and Schustack 2013). Good ego strength people will manage pressure situations effectively, whereas people with less ego strength will find it difficult (Fitzsimmons and Fitzsimmons 2013). Conclusion: This paper has been a personal reflection of me, and what I witnessed along with my group in those 45 days. The project was a long one, but it made me understand things in a better way. People in an organization belong to all kinds of culture and have different attitudes and personality, it is up to the project manager and other supervisors to handle them in the best possible way. Real life situations in organizations presents better scenario in understanding the motivational and personality factors that plays a role in the organizations. The project we set out to do was accomplished in time. I am a much better person now with a bit of more understanding that has been injected in me during these 45 days. The project taught me the value of time. Reference: Alvesson, M. and Sveningsson, S., 2015.Changing organizational culture: Cultural change work in progress. Routledge. Alvesson, M., 2012.Understanding organizational culture. Sage. Belbin, R.M. and Roles, T., 2012. Who does what?.Online Communication and Collaboration: A Reader. Belbin, R.M., 2012.Team roles at work. Routledge. Caulton, J.R., 2012. The development and use of the theory of erg: A literature review.Emerging Leadership Journeys,5(1), pp.2-8. Ferris, D.L., Johnson, R.E., Rosen, C.C., Djurdjevic, E., Chang, C.H.D. and Tan, J.A., 2013. When is success not satisfying? Integrating regulatory focus and approach/avoidance motivation theories to explain the relation between core self-evaluation and job satisfaction.Journal of Applied Psychology,98(2), p.342. Fitzsimmons, J. and Fitzsimmons, M., 2013.Service management: Operations, strategy, information technology. McGraw-Hill Higher Education. Friedman, H.S. and Schustack, M.W., 2013.Personality: Pearson New International Edition: Classic Theories and Modern Research. Pearson Higher Ed. Heinrichs, K., Oser, F. and Lovat, T. eds., 2013.Handbook of moral motivation: theories, models, applications(Vol. 1). Springer Science Business Media. Jerome, N., 2013. Application of the Maslows hierarchy of need theory; impacts and implications on organizational culture, human resource and employees performance.International Journal of Business and Management Invention,2(3), pp.39-45. Lee, J.M. and Hanna, S.D., 2015. Savings Goals and Saving Behavior From a Perspective of Maslow's Hierarchy of Needs.Journal of Financial Counseling and Planning,26(2), pp.129-147. Mangi, A.A., Kanasro, H.A. and Burdi, M.B., 2015. MOTIVATION TOOLS AND ORGANIZATIONAL SUCCESS: A CRITICLE ANALYSIS OF MOTIVATIONAL THEORIES.The Government-Annual Research Journal of Political Science.,4(4). Mendenhall, M.E. and Osland, J., 2012.Global leadership: Research, practice, and development. Routledge. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Ogarc?, R., Cr?ciun, L. and Mihai, L., 2015. THE INFLUENCE OF THE BEHAVIORAL PROFILE UPON THE MANAGEMENT TEAM'S PERFORMANCE.Annals of the University of Craiova, Economic Sciences Series,1. Ovsiy, A., 2013. Motivation in Today's Workplace. , (18), pp.161-162. Ozguner, Z. and Ozguner, M., 2014. A Managerial Point of View on the Relationship between of Maslow's Hierarchy of Needs and Herzberg's Dual Factor Theory.International Journal of Business and Social Science,5(7). Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Ryckman, R.M., 2012.Theories of personality. Cengage Learning. Schultz, D.P. and Schultz, S.E., 2016.Theories of personality. Cengage Learning. Siddiqui, R., 2015. Influence of organizational culture dependence_proneness, rigidity_flexibility on need_satisfaction. Taormina, R.J. and Gao, J.H., 2013. Maslow and the motivation hierarchy: Measuring satisfaction of the needs.The American journal of psychology,126(2), pp.155-177. Westenberg, P.M., Blasi, A. and Cohn, L.D. eds., 2013.Personality development: Theoretical, empirical, and clinical investigations of Loevinger's conception of ego development. Psychology Press. Yusoff, W.F.W., Kian, T.S. and Idris, M.T.M., 2013. Herzbergs Two Factors Theory On Work Motivation: Does Its Work For Todays Environment.Global journal of commerce and Management,2(5), pp.18-22.

Sammy Essays - Major League Baseball, Baseball, Chicago Cubs

Sammy Sosa And Mark McGwire Probably the best season in baseball history has nearly come to an end. The home run race was, for sure, the highlight of the 1998 season. The two front-runners of this race were Sammy Sosa and Mark McGwire. In this essay I will compare their lives. I will tell about how different their childhoods were. I will explain how differently the media treated each player during the season, and I will tell about each player's accomplishments, and who I think should win the MVP award. Sammy Sosa grew up in the Dominican Republic. His family lived in poverty. His father was a farmer, and passed away when Sammy was only 7 years old. Many people helped Sammy's mother with food and clothing for he and his 5 siblings, something Sammy would never forget. He helped his family by shining shoes, and working as a janitor in a shoe factory. Mark McGwire grew up in suburban southern California, the son of a dentist, so money was never an issue. He had the support of his father throughout his entire career, unlike Sosa. Sosa is probably much more grateful for his accomplishments than Mcgwire because he came from such poverty. It was surprising how different the media treated both of the players. It seemed their focus was on McGwire, with Sosa just a tag-along in a fluke season. When Mark McGwire hit homer number 62, the game stopped, the red carpet rolled out, a podium set up, and a 30 minute ceremony ensued. Then a few days later, when Sammy hit number 62 to put his team ahead in the late innings of a very important game, play resumed like it was just another day at the ol' ballpark. Mark, after hitting his homerun, was congratulated by Roger Maris's family (the man who set the record of 61 homeruns), the commissioner of baseball, and many other baseball greats. On the other hand, Sammy was content with a few insincere phone calls, and a pat on the back by his teammates. They each accomplished the same feat. Why such a diverse acknowledgment? At the completion of the 1998 regular season McGwire finished with 4 more homeruns than Sosa, but this was the only category that he led Sosa in. Sammy batted .308 compared to Mark's .299. Sosa drove in 158 runs, while McGwire drove in 147. Sosa finished with an astounding 198 hits, and McGwire managed only 152. Sammy scored 134 runs and Mark only 130. The numbers are very clear, that Sammy Sosa is a much better all-around player, not to mention that he led his Chicago Cubs to their first postseason appearance in 9 years. Any person who thinks Mark McGwire is a more valuable player than Sosa is completely unreasonable. Mark Mcgwire's and Sammy Sosa's childhoods were tremendously different, but it seems the game of baseball has brought them together. If Sosa, clearly having better statistics than McGwire, does not win MVP, I will have to ask myself "Was it because he was black?" I hope the sports writers will save us the controversy and vote for the Most Valuable Player; after all, that is what MVP stands for.

Benefits of an empire

Benefits of an empire Benefits of an empire.An unified empire provide stability to the people. This could be traced back to 221 BC where China was unified into empire called the Qin dynasty.The main reason is that chances of potential wars to be fought will be lesser and not that it implies there is no war whatsoever. Qin Shi Huang helped to remove this potential wars by unifying many states into one, by having an established centralized empire. Therefore, eliminate these states attacking one another.The second reason is establishes a centralized system of government. This will enable a stable economy and highly structured political system. This will mean that the country will function like a large free trade zone within the empire. Where people can import and export without the worry of taxes being imposed on them, when entering city-states. Implementation of rules and laws will be simpler as it will be standardized throughout the land.English: Qin Shi Huang tours Ð  Ã'Æ'Ã' Ã' Ã ºÃ ¸Ã ¹: КÐ °Ã¯ ¿ ½...By having an empire, means having a common identity. Hence, war can be avoided; laws will be standardized and form a free trade zone.Potential wars to be fought will be lesser meaning no chance or war occurringQin Shi Huang helped to remove this potential wars by unifying many states into one,Eliminate these states attacking one another.Centralized system of government.This will enable a stable economy and highly structured political system.Free trade zoneImport and export without the worry of taxes being imposed on them, when entering city-states.Implementation of rules and laws will be simpler as it will be standardized throughout the land.

Arfa Batik

From the backyard of the founders house, our exclusive hand drawn batik is now a multi million ringgit industry with markets as far ranging as Europe and the Middle East. Our batik fashion house or haute couture combines contemporary design and traditional Malay motifs into batik of simple elegance, and are very much sought out by discerning customers from around the world. WHAT WE DO We are involve in various batik production processes from manufacturing from printing, colouring/dyeing, designing and tailoring, wholesaling, exporting to retailing of our batik products. We seek to open a chain of Noor Arfa Batik retail throughout the world through franchising. Noor Arfa is Malaysian’s largest commercial Batek producer. Noor Arfa has built a reputation as the leading manufacturer of superior hand – drawn fashion items and accessories. We also train and develop master craftsmen that consistently produce quality with excellence. We stand out as leader in our industry in the way we have perfected the art of combining distinct colour with classic designs and traditional Malay motives, to create Batek of simple elegance. The Market Noor Arfa Franchise operates in a dynamic and evolving marketplace. Consumers are presented with many options for batik textile and we see a growing interest in fashionable and contemporary batik that address the need to be trendy and yet unique in identity. We find our customers desiring the look that is Malaysian and yet global in application. Noor Arfa addresses this gap in the market by providing a more comprehensive product range that addresses the various needs of the different segment of the market for batik wear and textile. Our customers would also not have to worry about quality as we provide a consistent buying experience with our quality policy which is to produce excellent quality product that satisfy our customer needs. We also believe there are other areas of the market that would benefit from our products which we have not yet targeted. For example we see huge potential in offering our product to the trendy and fashionable young market which is looking for cool and â€Å"in† fashion wear. This is an area of the market that is fully aware of the benefits of self identity and yet contemporary.

Exam Notes - Strategic Management Analysis Essay - 1

Exam Notes - Strategic Management Analysis - Essay Example The company engages in the business of producing electric vehicles that are more efficient and appealing to many users than the steam cars. It exists to improve the environmental conditions that the previous locomotives have degraded due to the high level of greenhouse gases that they emit into the atmosphere. Despite the rigidity and complexity of the motor industry, Better Place Company cooperates with all stakeholders to control a sisable market share and beat competition. For example, the company targets corporate clients to be the potential buyers of electric vehicles it intends to manufacture. This group of stakeholders is imperative because the targeted consumers can influence the operations in the company by either propelling it to success in the market or reducing its dominance if they refuse to purchase the products. Governments are the second major stakeholders for the company. They include national governments and local authorities of the country and specific areas where the company operates a franchise. For instance, the company operates in the United States and intends to open branches in Israel, Denmark, Japan, Canada, and Australia among others globally. The branch in Israel is very significant to the company because it specialises in research and development to improve the quality of output. This means that the company must work with the respective government of each country to ensure uninterrupted operations and sustainability. These governments are equally important because their policies, in areas of taxation and electric utility may affect the company. The other important category of stakeholders for this company is its suppliers. This group includes car manufacturers, battery companies and venture capital firms whose contributions and influences to the company are immense. For example, venture capital firms are important to the organisation because they provide the much needed capital for startup. For instance, they helped the company to r aise a total of $200 million to initiate the business (Etzion & Struben 2011, p. 2). Battery manufacturers, including Fuji Heavy Industries Ltd, A123 Systems and Automotive Energy Supply Corporation are also significant because they would provide connectivity for the electronic vehicles with switching stations, positioned to charge and swap batteries so that the vehicles would change them at convenience (Etzion & Struben 2011, p. 6). In addition, there has to be battery chargers at each station capacitated to charge the batteries within the shortest time possible. The car manufacturers such as General Motors, Ford, Subaru, Mitsubishi, and Toyota would provide experts who will contribute to the development of the electric cars (Etzion & Struben 2011, p. 12). Figure1: Stakeholder Analysis Topic 2 - Industry and Scenario Analyses In this scenario, the analysis is on Porter’s five forces, including the suppliers, potential entrants, buyers, substitutes, and competitive rivalry th at have a remarkable impact on the progress of the company (Porter 2008, p. 3). Certainly, the company understands that changes in the means of transportation came from the need to counter the increasing animals’ wastes and nuisance that they caused in urban centers. Other changes that necessitated the manufacturing of electric vehicles were the adoption of clean energy and other liquid fuels, which include ethanol, kerosene and gasoline in addition to petrol (Etzion & Struben

How organizations change toward a high reliability culture evaluate Essay

How organizations change toward a high reliability culture evaluate and discuss - Essay Example In a high reliability organization, there is psychological inertia, thinking inertia and behavioral habits of most employees (Verweij, 2011). Thus, any organizational change has to consider encouraging cultural reliability. The essay tends to study how organizations change toward a high reliability culture, that is, a culture that has systems in place that enables organization to accomplish its goals and avoid catastrophic errors. A high reliability organization is an institution that has succeeded in avoiding catastrophes in an ecosystem where accidents are expected because of complexity and risk factors. Besides, it refers to the internal efficient management mechanism and investigation on early warning mechanism of safety (Stacey, 2011). Reliability culture entails the use of behavioral science theory of human beings to plan, organize, distribute, lead and control their behaviors to increase the safety and reliability of organizations. High reliability organizations mainly focus on risk management that originates from organizational demand on risk mitigation model (Von, 2008). The risk reduction model applies to organizations in which certain changes can create catastrophes. The risk mitigation model masters the complexity and risk factors in organizations effectively. For instance, the model applies to aviation and aerospace fields, aircraft control system, nuclear power plant, medical industry and fire p rotection sector. In an analysis of high-risk organizations, the continuous increase of complexity of operation system and interdependence among each part increases (Johnson, Scholes & Whittington, 2011). Organizations with high risk and complexity, the failure of a system would influence the functions of other sections that may cause further catastrophes. Under such background, it is necessary to study how to mitigate risk in high reliability organizations. Therefore, organizations often change