The process of departmentalization - Free Essay Example

Sample details Pages: 7 Words: 2160 Downloads: 3 Date added: 2017/06/26 Category Management Essay Type Argumentative essay Did you like this example? Organizational structure consists of the activities such as task distribution, management and coordination which are directed toward achieving the goals of the organization. It can be a mode through which organization operates and perform. Actually it is the activity in which organization deals how to manage its task, supervision and how to coordinate common task or common things which each other. Don’t waste time! Our writers will create an original "The process of departmentalization" essay for you Create order How to assemble common things to bring effectiveness. What kind of decision making should take place? Organizational structure effects the organizational action by providing the foundation on which operating procedures and routine rest and it determines which individual get to participate in the decision making. There are six key elements that managers need go through when they are designing organizational structure. Following are the six elements: Work Specialization If we first just look into a word specialization, what first come in our mind is that some thing we can do perfectly. A general meaning of specialization can be a complete knowledge about one`s job which he is performing. So we can get a clear meaning of work specialization that work is sub divided into separate job according to the one`s specialization. The one who can perform any one task perfectly, he will assign to do that task only. For example: The task is to stitch a T-shirt. In stitching a T-shirt, it goes under a process. This process is divided into different steps like stitching of sleeves, cutting of T-shirt, making of neck and etc. So instead of stitching one whole T-shirt by a single person, the tasks divided. Sleeves are stitched by one person; another person is cutting the T-shirt and so on. The steps are divided into different individuals. Doing one task again and again not only makes the individuals perfect in performing it but also save time. Repetition of task increases the speed of the individuals. For Example: Considering the same example of stitching a T-shirt, if one person is stitching only sleeves, his speed will be increase because of repetition of task. He will stitch sleeves quickly. So due to work specialization, speed is increases and task can be completed more rapidly. Work Specialization is beneficial for organization because training for specialization is more efficient. It is easier and less costly to trained employees for specific task rather than a whole task. For Example: Taking again the example of stitching of a T-shirt, instead of training how to stitch whole T-shirt to each and every individual, it is more easier to teach them only one step of stitching of a T-shirt. But in certain cases, organizations have to suffer from human diseconomies from specialization. Reason behind human diseconomies can be boredom, fatigue, stress, low productivity, poor quality, increased absenteeism and high tur n over. Productivity can be increased by enlarging the scope of job activities rather than narrowing it. It is found that productivity can be increase when employees are given with a variety of activities to do, allowing them to perform the whole task, and putting them into teams with compatible skills. In some organization, it is preferable and in some organization it is not. Consistent use of work specialization can create problems. So after some time, we should assign another job to the individual. Departmentalization When many individuals are performing common jobs in the organization, they need to coordinate with each other. So on the basis of common jobs, individuals are grouped together. Grouping of individuals are called Departmentalization. There are five traditional methods for grouping work activities: Departmentalization by Functions Functional Departmentalization is grouping activities by functions performed. The function here means the nature of the business. The advantage of this type of departmentalization is obtaining efficiencies from putting similar specialties and people of common skills, knowledge and course together in common units. So when people of common skills will work together, they can generate more ideas and the work can be more efficient due to which organization can also achieve economies of scale. It can be practice in all types of organization. For Example: In XYZ organization, there are several departments like Human Resource, Accounting, Information Technology, Marketing, Finance and etc. Departmentalization by Products Departments in organization can be made according to the products they produce. Task can be grouped according to the specific products that`s mean placing all the activities related to a product under the one manager. Manager`s are specialist and responsible for everything related to the product line. Due to this it increases the accountability for product performance. For Example: In XYZ organization, they manufactured many products like detergents, shampoo, soaps, butter, ice cream and etc. These products are placed into different departments under one manager. Departmentalization by Geographical Regions It is grouping the activities on the basis of territory. If an organization have its customers geographically dispersed, it can group jobs on the based on geography. For Example: In XYZ organization, the sales of its product are geographically dispersed in Pakistan. It has departments by provinces, like Sindh, Baluchistan, N.W.F.P and Punjab. Departmentalization by Process Grouping activities on the basis of product, services or customers. Process departmentalization allows homogenous activities to be categorize in which each process requires different skills. For Example: When we go to hospital for surgery, first we go to reception for admitting process, then undergo a procedure in surgery, receive operative care, and then get discharge. This process of surgery is divided into different departments. Departmentalization by Customers Grouping activities on the basis of common customers or types of customer. Different departments are made to serve the common type of customers. The assumption is that the customers of each department have common problems or need which is fulfilled by the departments. These departments are under supervision of the specialist who meet the problems and needs of the customers For example: In XYZ organization, sales activities are broken down in different departments according to the customers. Departments can be retailers, wholesaler and departmental stores Chain of Command Chain of command is the authority, communication and responsibility along which orders are passed in the organization. We can say that the order from top management to the lowest rank is the chain of command. This order should be followed by every employee in the organization. The orders flow downwards in the chain of command whereas accountability flows upwards. For Example: If the manager of the company gives the order that every one should come at 8:00 am sharp and the break will be at 1:00 pm to 2:00 pm. One who don`t follow the rules and regulations of the organization will have to pay fine of Rs.500. Then every one in the organization should follow it. There are two concepts in chain of command: Authority and Unity of command. Authority is that managers have right to give orders. Each manager of the organization can give orders to meet organizational goals and orders should be obeyed by the employees. They are responsible towards all the managers. But due to several superiors, employees might have to face conflicting demand. For Example: Manager A is giving orders to increase the sales 5% as compared to last year and Manager B is giving orders to reduce cost per unit. So the orders of both managers should be obeyed. Unity of command is that one and only one person has right to give orders in the organization. The orders of that person should to obey by every one in the organization. All the employees are directly responsible to him. For Example: There is only one manager in the organization who has right to give orders. According to his orders, sales should increase by 5% as compared to last year. This is the only order which should be followed by the employees. But nowadays, chain of command is rarely practiced in the organizations because of advancement in the technologies and trend towards empowering employees. Employees are given rights to take decision so that production can be more effective and efficient. Through advanc ement of technology, employees can communicate any where easily. Designing of new structures, there is need of many bosses in which unity of command is not possible. But still some organization found that chain of command can be productive. Span of Control Span of control is that a manager can handle how many employees in organization efficiently and effectively. Manager is how much capable enough to direct the employees. Whether employees are following his command or not. Span of control determines number of levels and managers organization has. Span of control can be categorized into two types; wider span and narrow span. In wider span there are less levels and less number of managers. Wider span is better because division of work become easy and organization became more efficient. Due to less number of managers, organization have less salary expense so it means it is more efficient in terms of cost but is not effective. As the span is wider, and less number of managers, it is difficult for manager to supervision them. They are not able to manage employees because the numbers of employees are greater. For Example: In XYZ organization, there are 1000 employees working in the organization where there 3 levels of manager; top ma nager, middle manager and lower manager but the productivity is not effective because managers are not able to handle the employees. They don`t have time to supervise them because the span is wider. In small span, there are fewer numbers of employees working under the head of one manager. But the disadvantages of small span is that it is expensive because fewer employees are working under one manager, and more the manager more will be the salary expense. Secondly, communication in organization is difficult. As manager is supervising attentive, employees are not able to communicate. And thirdly overly strict observation of manager on employees, employee get discourage that organization dont trust them, they are keep eye on them. For Example: In a restaurant, there are 100 employees and 10 supervision which means uniformly 10 employees will be control by one supervisor. Centralization and Decentralization Centralization refers that decision making in the organization can be done by only top management. It is the formal authority that top management will give decisions which will be followed by every one without any changes. When only top managers make decision without any opinion of lower level employees, the organization is centralized. In simple words, top managers has right to take decision without any view of lower level of manager is called centralization. For Example: Top management decided that the medical facility of the employees will not be provided for six month because company is suffering from loss for 2 years. It is the decision which is taken by only top management without any recommendation of lower level of employees. Decentralization refers that decision making is not only restricted to top management. Decisions are also made by lower level employees because they are more towards the action of performance. They can quickly solve the problem and more people are involved in giving decision. Decentralization make employees feel that organization is trusting on them and giving right to make decisions. For Example: The problem is that company is suffering from loss for 2 years. The employees concluded that as the factory is closed for 5 to 6 days per month in a year due to strikes in the country, productivity of the organization is low. So to achieve the productivity, employees will do over time. Today in modern world, most of the organization is following decentralization. It makes organization more flexible and responsive. Lower level employees have more knowledge as they are more close to the actions, so they can take better decision than top management. Formalization Standardization of job within the organization is called formalization. The rules and regulations within the organization are strictly followed. It is very clear that what is to be done, when it is to done and how it is to be done. There are no changes in the job of the employees. Employees have to produce same input in exactly the same way. The work process is strictly defined with rules and regulation is called high formalization. There is disadvantage of high formalization is that the work is already define to the employees so they don`t think or try to do work with there own self. The input of employees is low. As the work is already describe so they also don`t think for alternatives. For Example: Organization had strict rules and regulation. Every one should be on their desk at 8:00 am sharp and salary will be deducted Rs 200 on every absent who ever has more than 3 absent in a month Whereas work process is not strictly defined or non programmed, they has freedom to d o what ever they want to do. They can makes amendment in the work process as it is desire. When jobs are not strictly described to the employees, it is called low formalization

The Scarlet Letter, By Nathaniel Hawthorne - 1510 Words

Although Hawthorne goes back two hundred years to create a romantic setting for his famous novel The Scarlet Letter, he also envisions a hopeful future for women in which â€Å"sacred love should make [them] happy† (166). However, our present setting tells us a different story. We are presented with the problem of â€Å"slut shaming†: a subtle, yet deadly transfiguration of a woman’s passion and â€Å"sacred love† into moral frailty and opprobrium. As a male, I do not have the same authority to speak on this topic as someone who has experienced it firsthand would. I am a part of the problem, but so is our patriarchal society, and if everyone is part of the problem, then who should begin the inevitable discourse? The Scarlet Letter embodies the idea of exaggerated ignominy placed upon women who desire just to be a normal woman: someone of passion and caring. One would expect that with the one hundred and fifty years Hawthorne alots us to appreciate and resp ect a woman’s â€Å"sacred love,† we would have at least made strides to do so. Yet, it seems our society today has only embraced the shame that Hawthorne tried so hard to dismantle. The Scarlet Letter approaches modern day â€Å"slut shaming† by helping us clarify its subtle and cowardly nature. When Hester Prynne emerges from the portal that is the prison door, she is described as â€Å"tall, with a figure of perfect elegance on a large scale. She [has] dark and abundant hair, so glossy that it [throws] off the sunshine with a gleam† (40). TheShow MoreRelatedThe Scarlet Letter By Nathaniel Hawthorne1242 Words   |  5 PagesLYS PAUL Modern Literature Ms. Gordon The Scarlet Letter The scarlet letter is book written by Nathaniel Hawthorne who is known as one the most studied writers because of his use of allegory and symbolism. 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Cultural Variation in Conflict Resolution †Free Samples to Students

Question: Discuss about the Cultural Variation in Conflict Resolution. Answer: Introduction: The report shows that the company is doing all it can to ensure that its management practices are in line with the desired goals. By looking at the way the company has performed on the fourteen principles of management, it is apparent that the company is embracing the Australian Engineering Capabilities(Daft, R., Marcic, D., 2016). This is evident by looking at the areas that the company is doing and some of the capabilities in Australian engineering Capabilities. For example, the Australian Engineering capabilities call for an organization to understand the needs of the clients. The requirement is in line with the principle number 12 which calls for an organization to know the value of the customer. In this specific principle, evidenced by the survey, the company has scored 5, and that is a sign to show the commitment of the company. Based on the survey results, the company needs to look into distributed leadership aspect. In the modern day, Leaders need to approach issues in a more diverse way (Argenti, 2015). The junior employees are the most significant stakeholders in an organization. This is because they implement the strategies laid down by the management. With this in mind, there is a need to engage them in the process of drafting and implementing the strategies. Therefore, the company needs to take distributed leadership to the highest level. By so doing, the company will enjoy increased productivity from the employees who will feel valued and part and parcel of the organization. Aztec has a program established for the sole purpose of providing employees with training on awareness of cross-cultural policies. The program is well defined with different stages of training that offers skills in dealing a culturally diverse workforce by understanding and appreciating the diversity of the human race. The training encompasses all varieties of cultures including training on indigenous Aboriginal Australian culture. From the survey, there is a need for the management to come up with a framework that makes sure job allocations and promotions are given fairly and that every culture is represented. The strengths of the company are associated with how good the company has scored on some of the principles. If the company has scored the highest, then it becomes apparent that on that specific principle, the company has demonstrated strength. When it comes to integrating others into the processes and functions of the company, Aztec has performed well. The company does not only give rules; but it also makes sure that it involves others in the process of making decisions and that makes all employees feel as part and parcel of the organization (Barney, 2014). The company has done well on matters affiliated with standards and practices. The company makes sure that is on the frontline in making sure that high standards are practices are observed in the processes of the company. When it comes to short-term and medium strategies and issues, the company tries to maintain balance. Some organizations pay much attention to only long-term issues, but that is not the case in Aztec. Management and utilization of time are one of the aspects that the company takes seriously. This is a strength because management of time has positive effects on the processes and operations of any given organization. When it comes to sharing information with the employees, it is apparent that the company has done extremely well. This is a strength because of numerous reasons. When a company shares information crucial to the growth of the company, the company experiences growth. At the same time, when the employees realize that the company does not hide anything from them, they feel as part and parcel of the organization. When employees feel as part and parcel of an organization, they are motivated to work tirelessly towards attaining the goals of the company (Barney, 2014). The company has value for its customers. Customer value is one of the most significant principles. The reason why the company is in place is to meet the needs of the customers. Therefore, if the company fail to do so, it stands a chance to be kicked out of the competitive market. Scoring highest on customer value is a strength. The strength depicts the management as value-oriented and visionary. The last strength that has been depicted by the company in line with the fourteen principle survey is micro to macro. Micro to macro entails making sure that the employees are aware of their contribution to the company. The companys management has done all within its power to appreciate and honor the employees. As a result, the employees know what impact their efforts have on the processes and operations of the whole company. Company weaknesses Harsh climate in most of the Australian continent is one of the weaknesses affecting the company in its operations. According to the survey, this weakness puts the company in a disadvantageous position as far as smooth operations are concerned. Fluctuating economic times also make the market unpredictable. As a result, planning and budgeting for the company operations become a challenge. The organization has a score of 4 in regards to alignment. Alignment involves the coordination of all employees behaviors with the organizations values and directions. The entity needs to improve regarding aligning personnel objectives with those of the entity. At the same time, there is a need to ensure that all values and morals, as well as directions, are respected in this principle (Barney, 2014). Distributed leadership is also a weakness in this organization. In every business, there is a need for individuals to work in teams and deliver as per the requirements. Decision making and performance improvement need to be boosted, for the sake of increased efficiency. The fifth principle is also a weakness for the organization. The organization has not yet achieved efficiency when it comes to the balancing of short term and medium term issues and requires to enhance integrity and openness in its business activities. The entity requires improvement to be upfront.' Other weaknesses of the organization include; bias for action, learning focus and discipline, which are related to principles 8, 9 and 10. Regarding bias for action, the organization is not good at implementing ideas and strategies. Regarding learning focus, everyone in the entity is not actively involved in the learning and development programs, which needs to be corrected to increase efficiency. Discipline, as the tenth principle, needs to be highly considered. The entity should step up and invest in policies and procedures, as well as standards which will lead to the application of strong business systems (Barney, 2014). Finally, capability creation is a major weakness in the organization. The organizations capabilities are not defined priority areas, which needs to be corrected for development and investment purposes. Conflicts in organizations is a common occurrence that in most cases makes people so uncomfortable that they choose to suppress it as opposed to dealing with it. According to the survey, suppressing conflicts doesn't bear any positive fruits and may even cause more problems(Wallensteen, 2015). Conflicts can, however, at times be a good thing as they can arise from valid reasons. Good managers need to understand the causes, types and ways of managing and resolving conflicts at the workplace. The Australian Engineering competencies present useful strategies which may be of help to the process of resolving conflicts. Conflicts occur when different people's beliefs, priorities, and interests clash(Autesserre, 2014). Other factors that cause conflict within the organization based on the survey results include; When companies are faced with stiff competition, employees are put on the pressure to perform. If the goals and objectives allocated to these employees are communicated, conflicts could arise. Managers need to vividly address their requirements to their employees while encouraging them to seek clarification on matters not comprehended. Correct information is critical to organizations, especially along production lines. Passing of incorrect information down a production line can cause conflicts within the supply chain. For example, if the production manager sends the wrong information about the quantities to be used in a manufacturing process, the suppliers could end up having a shortage or a surplus in goods to supply. If a problem has occurred within an organization and theres nobody taking responsibility, there could be conflicts until the situation is resolved. Managers can solve this situation by having every employee that comes into contact with a document to sign and add the date of signing as a paper trail could be used to find employees responsible for a mishap in the organization. Types of Conflicts Task conflicts occurs when two parties disagree on the facts of a situation, such as company policies and procedures, task completing methods or distribution of resources, due to opposing behaviors, needs and attitudes(Mesmer-Magnus, J., Doty, D., 2013). Interpersonal Conflicts this is a conflict between two people or groups that is caused by the difference in opinions, personalities, value, and beliefs. Procedural Conflict this type of conflict occurs when every member of a team or group agrees on the goals to be achieved but disagree on the methods, process, and means of achieving the said goals(Vachon, F., Tremblay, S., 2014). Affective conflict this type of conflict occurs when collaborating parties disagree by interpersonal prejudices such as strong political, racial, ideological or religious differences. Great managers need to possess certain qualities such as decision-making skills, management skills; negotiation skills, leadership skills, observation skills, time management skills and most importantly they should possess workplace communication skills if they are to manage conflicts and disputes within the organization successfully. According to the survey, with the aid of these qualities, the manager should utilize the following strategies to manage workplace conflicts effectively; Hardly is the case that situations are honestly presented during a conflict. Most often than not, facts are usually exaggerated or underrated especially when presented by others. based on the survey results, it is therefore wise for a manager to first adequately investigate both sides of the story before making any decisions or judgments(Cummings, T., Worley, C., 2014). Heated arguments bring about strong emotional reactions, and the people involved usually result in their natural defense mechanisms fight or flight hence logical thinking takes the 2nd place. It is therefore crucial for managers to understand how to decode facts from emotional reactions so that they can logically deduce solutions for the conflict. Consider views from all the involved parties It is a common occurrence for dialogues to be halted when a person or group in a conflict is rendered wrong. A great manager should listen and consider views from all the involved parties even if some are wrong(Kerzner, 2014). This will foster teamwork as employees will feel that their opinions are appreciated regardless of their correctness. Managers need to keep a keen eye out for re-occurring conflicts as they might be a manifestation of underlying troubles within the organization either on the ground or the management level. Great managers understand that everybodys opinions matter regardless of their personalities. A particular employee could be perceived by the rest as a trouble-maker, but that doesn't mean that they don't have legitimate problems and opinions(Mayer, 2015). Great managers can opt to implement regular open sessions with the sole intention of brainstorming on the procedures that are working and the ones not working. This provides the employees with a platform to air their opinions freely thus mitigating future conflicts on the same issue. One of the ways to prevent future conflicts is to have every member help in creating a conflict resolution protocol, and chances are they will respect the code as they are the authors. A good manager should have his employees adopt and agree or clear, official communication channels(Cahn, D., Abigail, R., 2014). Having unacceptable and counterproductive means of communication can bring about misinformation hence causing conflicts within the organization. The role managers play in engineering institutions and organizations is key to the proper functioning of the organization as they are tasked with economical and effective planning responsibilities(Nicholas, J., Steyn, H., 2017). Essentially, based on the results obtained from the survey, the role of managers is to predict and plan, to organize, to direct and to control. Top managers are the senior-most managers in an organization. As a business grows, there come legal and operational needs to divide the roles into several top-level management sections to conscientiously actualize functions that are getting more intricate. The chief executive officer (C.E.O) is the highest-ranking manager in an organization and only reports to the board of directors. The CEO is responsible for advancing the comprehensive goals and strategies for the enterprise(Dale, 2015). The chief operating officer (C.O.O) is often the 2nd highest-ranking officer and reports directly to the chief executive officer and can act as an arbitrator between the CEO and other top-level managers. The chief operating officer is responsible for overseeing all daily operations. Next in hierarchy is the chief financial officer (C.F.O) who is responsible for superintending the companys finances, book-keeping and ensuring that the companys financial controls are in line with all federal and tax regulations. The chief financial officer is followed by the chief information officer (C.I.O) also known as the chief technology officer. This manager is responsible for managing the technological needs of an organization about the implementation of computer and information systems(Argenti, 2015). Planning is the function of management that entails having managers set goals and determines the course of action for attaining these objectives. It requires managers to be always aware of economic and financial conditions affecting the organization and forecasting future trends(Arends, 2014). Strategic planning Top managers oversee conducting strategic planning. This type of planning involves assessing the organization's strengths and weaknesses to analyze competitive possibilities and threats and then discerning means of putting the organization in an effectively-competitive position in the business environment(Barney, 2014). It is usually a long process that can take more than three years. Tactical Planning this is the intermediate-range within which middle-level managers can take 1-3 years to establish relatively substantial means to aid in the implementation of the strategic plan(Haines, 2016). Operational Planning this is short-term planning (1 year) that focuses subunit and organization-wide goals. It is usually overseen by 1st line managers who are responsible for creating specific frameworks to aid in the facilitation of tactical and strategic plans(Johnson, 2014). This function of management involves establishing an organization structure and ensuring human resources are allocated to facilitate the accomplishment of objectives(Scott, W., Davis, G., 2015). The organizations structure acts as the framework for effort coordination. Senior managers agree on organizational design decisions and present the structure by an organizational chart with a graphic depiction of the organizations hierarchy(Daft, R., Marcic, D., 2016). The managers also determine the duties and responsibilities of individual and how well to cluster or departmentalize jobs for effective effort coordination. This function of management entails ascertaining that performance does not stray from standards(Goetsch, D., Davis, S., 2014). Managers perform these functions using the following steps; Establishing performance standards. Performance standards are usually measured in monetary terms, for example, costs, revenue or profits. Contrasting actual performance against standards and This function is conducted by managers from all levels of the organization. The control function does not mean that managers should control juniors in a manipulative way, but rather it entails having the managers play their role in taking the required and appropriate action toward the accomplishment of company goals and objectives. There are two traditional techniques used controlling; Budget Audit provides information on the organization's progress and position about plans and budgets(Shatri, Y., Hashani, S., 2016). Performance Audit tries to determine whether the information given in the budget report reflects actual performance(Skrbk, P., Christensen, M., 2014). This function requires managers to be good leaders to direct effectively. Directing is an inter-personnel aspect of management which involves managers dealing directly with subordinates in supervising, guiding, motivating and influencing them towards achieving set objectives. It involves the following elements; Supervision the act of overseeing by watching and directing work Motivation encouraging, inspiring and stimulating subordinates with the zeal to work. Leadership guiding and influencing work to the desired direction Communication sharing of information, opinion or experience within the working environment Recommendations Aztec should invest more on information intelligence especially in the finance departments to come up with strategies for dealing the ever-changing financial times. Financial investment goes a long way for most organizations, especially where success is the main priority for most firms. Aztec should take into consideration all required Australian engineering principles for the sake of boosting its success and public relations in the organization. Basing consideration on the survey results, Aztec as a firm needs to step up and ensure that information intelligence is not shunned. This way, it will acquire a competitive edge in the market, and more so, be known for its quality, professionalism and effective service delivery. Engineering practitioners in Australia are governed by the code of ethics. Therefore, I would recommend that these principles be highly adhered to. There is a need to keep in mind the knowledge and skills of this profession for the sole benefit of the community. The major aim is to create engineering solutions, to realize a sustainable future. In future, the organization needs to strive to serve the community. Conflicts of interest need to be put behind professional interests. A code of conduct should be followed and made known to every person. The engineering profession in the country should not be tarnished, but this can only be achieved where discipline is emphasized. Thirdly, Aztec should consider opting out of internalization processes and venture out of its comfort zone by trying to outsource. Dealing with the shortage of skilled labor will require Aztecs management to consider reinventing themselves by thinking outside the box and broadening the scope of hiring skills. Instead of just focusing on individuals with engineering knowledge and skills, the company can try hiring people with other skills and expertise such as analytical experts who would come in handy in all areas of management. Analytical skills are highly sought after in the business world, and individuals who possess these skills could help in human resource, finance, and inventory services. It is everybody's responsibility to conserve the environment and Aztec should spearhead the campaign by pursuing means of developing alternative sources of energy. Most of the equipment involved in the construction industry use petroleum products for fuel, and this ends up having a detrimental effect on the environment. Aztec should be actively involved in developing other sources of energy such as solar, wind and biomass fuels. It is the desire of every organization to achieve profitability in the long term, and more so, be at par with all industry concepts, processes, and procedures which enhance overall success. Aztec, just like any other organization, needs to deal with relevant principles, required aspects, and professionally set standards to ensure the Australian engineering aspects are not shunned. All these elements should be emphasized at the organization level, for improved efficiency in general. The bottom line to adhere to set engineering standards, remain efficient, produce at high quality and have the best, reliable and competent professionals to work in the organization. Service to the community is of utmost importance as well. Challenges and how I overcame them The challenges in making this report are associated with connecting leadership and the effects it has on the organization from diverse perspectives. The connection between the management of an organization and the Australian engineering capabilities also came in handy. However, the whole process was educative in different ways. One of the ways is related to the Australian Engineering Capabilities. I was able to know that the capabilities play a big role in helping a company to be effective in leadership as well in conflict resolution. The capabilities are rich in ideas that do not only help an organization to grow but also helps an organization to deal with its internal affairs without affecting the leadership structure. Researching more about the company used was also educative because from the survey, I was able to understand why the capabilities would be of so much help to the company. I was able to overcome the challenges by conducting an in depth research. Some of the lessons learned are associated with management and leadership in an organization, and strictly from the results of the survey. I learned that an organization cannot be effective if it does not implement leadership plans in its strategies. I was able to identify how the Australian Engineering competencies can be effective in an engineering organization. This was through the interview and also by just going through the competencies and looking at different ways in which the organization has med sure that it is effective in its management. Attempting to run a project without the proper project management tools and techniques is like trying to correctly put together a tool with lots of disconnected parts without the aid the products instruction manual. Engineering projects most often than not involve a lot of interdependent and interconnected tasks, ergo engineers need to set up predominantly acceptable instructions that serve as guidelines when rolling over new projects. Project management tools and techniques come in handy especially for engineering tasks with different possible outcomes and where there are risks of encountering failures and problems, ergo, project managers require skills in organizing resources and activities and planning and assessing options in order to achieve successful results(Babcock, D., Murthy, M., 2014). According to the survey, the project management processes outlined below have proved to yield successful results; Precise project specification also known as terms of reference,' project specification involves agreeing on a precise and fact-based description of the goals aimed to be achieved, benchmarks and flexibilities involved regarding scope, sources, parameters, outputs, range and timescales(Lock, 2014). Project planning - this entails arranging the sundry stages and activities in the project. Involving the whole team in brainstorming for ideas can be helpful. One utilitarian tip is thinking back from the end product and determining things needed for different stages then working your way back to the end. Fishbone diagrams come in handy at this stage as they help in figuring out missed items(De Roo, G., Porter, G., 2016). Communicating project plan to team this involves keeping the team in the loop about the project and is essential in obtaining the necessary agreement, commitment, and support in the project Delegating project actions persons responsible for each activity should be identified during the planning process. With the help of the SMART acronym, project managers can ensure that only the right individuals are delegated for project actions(Sims, R., Quatro, S., 2015). If some duties are allocated to groups, the Jamari Window Model can aid in reviewing the framework for group activities. Review project performance this involves checking and measuring the progress of project activities against the original master plan. It aids the project managers and planners in regularly reviewing the project's performance and adjusting the plan where necessary(Schwalbe, 2015). Project completion at the end of the project, a review meeting should be held to assess the whole process. A report should be written detailing the reflected successes and failures and making observations and recommendations. Follow up this stage is crucial, especially if the project has relatively low visibility and meaning to stakeholders, as it involves a follow-up to measure the projects viability and efficiency. Poor profitability and productivity This is the worst challenge facing the construction industry in Australia. The limitations to entry into the construction business are currently low hence creating a flooded market with fierce competition. The heavy competition dwindles down profit margins thus curbing crucial reinvestment in advancing business practices. Aztec stays afloat by maintaining fair rates on services offered with no compromise on product quality. Project complexity increases proportionally to the growth of opportunities in the construction industry. Sudden necessary changes to the production system could wipe out profits for the entire organizations as companies are already struggling with thin profit margins. We try to always stay ahead of the game by having a resource information technology department. Surveys conducted have shown that 75% of managers in national engineering companies and organization feel that there is an acute shortage of skilled construction personnel such as engineers, supervisors, and estimators. There seems to be a rift the old generation of engineers that is gradually fading away and the new boom of millennial engineers that some feel is not adequately experienced. Aztec has old generation' experts who work hand in hand with the younger professionals in coaching them on the values of great performance. References Arends, R. (2014). Learning to teach. New York: McGraw-Hill Higher Education. Argenti, P. (2015). Corporate communication. New York: McGraw-Hill Higher Education. Autesserre, S. (2014). Peaceland: conflict resolution and the everyday politics of international intervention. London: Cambridge University Press. Babcock, D., Murthy, M. (2014). Managing engineering and technology. Boston: Pearson. Barney, J. (2014). Gaining and sustaining competitive advantage. New York: Pearson Higher Ed. Cahn, D., Abigail, R. (2014). Managing conflict through communication. New York: Pearson. Cummings, T., Worley, C. (2014). Organization development and change. Boston: Cengage Learning. Daft, R., Marcic, D. (2016). Understanding management. London: Nelson Education. Dale, B. (2015). Total quality management. New York: John Wiley Sons, Ltd. De Roo, G., Porter, G. (2016). Fuzzy planning: the role of actors in a fuzzy governance environment. London: Routledge. Forsgren, M. (2015). Managing the Internationalization Process (Routledge Revivals): The Swedish Case. London: Routledge. Fry, D., Bjorkqvist, K. (2013). Cultural variation in conflict resolution: Alternatives to violence. Athens: Psychology Press. Goetsch, D., Davis, S. (2014). Quality management for organizational excellence. New Jersey: Upper Saddle River, NJ: Pearson. Haines, S. (2016). The systems thinking approach to strategic planning and management. New York: CRC Press. Johnson, P. (2014). Purchasing and supply management. New York: McGraw-Hill Higher Education. Kerzner, H. (2014). Project management: a systems approach to planning, scheduling, and controlling. New York: John Wiley Sons. Lock, M. (2014). The essentials of project management. New Delhi: Ashgate Publishing, Ltd. Mayer, B. (2015). The conflict paradox: Seven dilemmas at the core of disputes. New York: John Wiley Sons. Mesmer-Magnus, J., Doty, D. (2013). Moving beyond relationship and task conflict: Toward a process-state perspective. New York: John Wiley and Sons. Nicholas, J., Steyn, H. (2017). Project management for engineering, business, and technology. London: Taylor Francis. Schwalbe, K. (2015). Information technology project management. Boston: Cengage Learning. Scott, W., Davis, G. (2015). Organizations and Organizing: Rational, natural and open systems perspectives. London: Routledge. Shatri, Y., Hashani, S. (2016). Impact of time budget pressure on audit quality case study: Albania and Kosovo. The Eleventh International Conference on Economic Sciences, pp. 3-21. Sims, R., Quatro, S. (2015). Leadership: Succeeding in the private, public, and not-for-profit sectors. London: Routledge. Skrbk, P., Christensen, M. (2014). Setting a Performance Audit Agenda: The Danish National Audit Office and Public Accounts Committee Tango. Management Accounting and Control,, 28-48. Vachon, F., Tremblay, S. (2014). Background sound impairs interruption recovery in dynamic task situations: Procedural conflict? Applied Cognitive Psychology, 28(1), 10-21. Vachon, F., Tremblay, S. (2014). Background sound impairs interruption recovery in dynamic task situations: Procedural conflict?. Applied Cognitive Psychology, , 28(1), 10-21. Wallensteen, P. (2015). Understanding conflict resolution. Boston: Sage.

Starbucks Introduction of Kind Bars free essay sample

â€Å"A Small Player Breaks Into Starbucks,† Starbucks has recently started a campaign to provide more healthy products to its consumers. This is considered quite the change since coffee, Starbucks primary product, is not necessarily thought of as healthy. To help start of this campaign it has agreed to start selling KIND bars, which are â€Å"combinations of dried fruits and nuts bound together by honey (NY Times). KIND bars seem to fit in great with the direction Starbucks is going, but they did not always. It took Daniel Lubetzky, owner of KIND, over five years of promoting his product to Starbucks to even get his foot in the door. 2. ) SWOT Analysis-Starbucks Strengths Coffee industry market leader * Customer satisfaction and strong brand loyalty * Free Wi-Fi available for customers * Innovative operations and a strong financial position * Strong product diversification Weaknesses * Although a diversified company, still strong reliance on coffee products for profit * High operating costs Downsizing * High prices on products * Competition is rising in their growing market Opportunities * Coffee Beans to be sold in stores * Brand Extension * Expansion to South Asian Markets * Provide more cost-and health-conscious products Threats * Competition * Rising number of health-conscious customers * Corporate giant image * Resistance in foreign countries due to political and cultural issues * Variation in coffee price in developing countries 3. We will write a custom essay sample on Starbucks Introduction of Kind Bars or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page ) Identification, Evaluation and Analysis of Alternatives KIND bars are not the only thing Starbucks is going to be offering in its new campaign. They plan to revamp the menu, introducing a variety of lighter and healthier foods such as salads, smoothies and fruit muffins. So why did Starbucks choose to introduce the KIND bar when it could of chosen Clif bars or SOYJOY bars, both more established than KIND. Clif is currently the market leader in nutrition bars and SOYJOY is widely international with distribution from Singapore to Belgium. It could be due to Mr. Lubetzky’s determination, or maybe because of KIND’s marketing mix. 4. )Recommendations and Conclusions KIND would be very appealing to Starbucks consumers for numerous reasons and this makes it obvious to Starbucks that it will be a good investment. KIND donates five percent of its profit to the PeaceWorks Foundation, â€Å"which strives to bring peace to Middle Eastern countries by building commercial food ventures (NY Times). † This makes the consumer feel good about their purchase because they feel as if they are contributing to a good cause. Also, Yale did a pilot study indicating that two KIND bars a day can help consumers lose weight. This is attractive to buyers due to the fact that around two-thirds of Americans are overweight or obese. KIND also promotes there products to be, â€Å"a brand of delicious, natural, healthful foods made from wholesome ingredients you can see amp; pronounce ®(KINDsnacks). † In a world where it seems that everything you consume has preservatives and who knows what else in them, KIND stands out in the crowd. Finally, with the price of $1. 5 at Starbucks, the deal cannot be beat, especially compared to relative prices of coffee at Starbucks. With all these advantages there is no question that Starbucks made the right decision in choosing KIND. This collaboration with to help offset Starbucks threats such as the rising number of health-conscious consumers, which is the basis of its campaign. An additional threat that may be counterbalanced is its image as a corporate giant because of their acceptance of a small business. Source Links: http://www. nytimes. om/2009/07/01/business/smallbusiness/01snackbar. html? ref=marketing http://www. kindsnacks. com/kind-store/buy-kind-bars Periodical Exercise 1. ) Problem/Decision Statement According to an article in BusinessWeek in 2012, titled, â€Å"Taco Bell introduces Doritos taco shell†, on March 8th Taco Bell introduced Doritos Locos to over 5,600 stores nationwide. Doritos Locos are like regular crunchy tacos but, it has a shell made with nacho cheese Doritos. This is considered one of the biggest product launches in the history of the company. Taco Bell has already confirmed their budget of $75 million to promote their new launch (BusinessWeek). This is over three times more of a budget than for previous new products. Doritos Locos is just the latest of many things Taco Bell has been trying to do to improve their menu. But the question is whether or not this is the right time to be taking on such a big market introduction, with the recent bad publicity caused by lawsuits attacking the quality of their beef. 2. ) SWOT Analysis- Taco Bell Strengths * Huge popular brand name and high brand loyalty Adopted a healthy trans-fat free formula which is a key competitive advantage over other competitors who has not yet switched to the healthier recipes. * Has the acknowledgment as the best Mexican style fast food restaurant in the U. S. * Owns over 5600 restaurants across the nation and 250 outlets internationally * Strong parent company, Yum! Brands, owns Pizza Hut and KFC as well * Open very late Weaknesses * High fat and high calorie food not good for health conscious people * Lost goodwill when customers were hospitalized due to traces of E. oli bacteria * Bad publicity due to lawsuits against quality of beef * Also lost goodwill for human rights protest in ’05 and rodent problem in ‘07 Opportunities * New flavors and recipes should be introduced especially focused on more health conscious ingredients in their menus * Introduce home delivery * Venture into new markets such as India, like Pizza Hut and KFC, that has a growing consumption of fast food Threats * Research and the raised awareness among consumers about the harmful health impacts of fast food consumption. The trans-fats, sugars, oils and salts which are ingredients of the fast foods being offered, are thus consumed in low proportions by the aware and educated consumers * Highly labor intensive which increases the subjectivity involved in the delivery of services * Threats from competitors of Taco Bell such as McDonalds and Subway 3. ) Identification, Evaluation and Analysis of Alternatives Since the Frito Lay Corporation is obviously the market leader in any type of corn chip, tortilla chip or any chip for that matter, there are not really any big alternatives that would be better than Doritos. Even if Taco bell would have gone with Tostitos or Santitas, other tortilla chip brands, instead, it wouldn’t have made much of a difference because they are still owned by Frito Lay. An alternative that Taco Bell should have considered is the Baked Doritos in place of regular fried Doritos. For the reason that many empty calories and trans fat comes from â€Å"hidden† oil and Baked Doritos might help with Taco Bell trying to gain an edge on the competition through the health conscious route. 4. ) Recommendations and Conclusions Doritos Locos would be very appealing to Taco Bells consumers for numerous reasons and this makes it obvious to Taco Bell that it will be a good investment. Honestly I believe that Taco Bell’s decision to launch Doritos Locos is an incredible idea for many reasons but at the same time it does have some drawbacks. Doritos are one of America’s top favorite snacks and to combine that with Americas top Mexican style fast food restaurant just seems like the great idea never before had. Doritos come in many flavors and so should Doritos Locos, such as Cool Ranch, Smoky Chipotle BBQ and Fiery Habanero (Frito-Lay). This new rollout may also shift consumers focus from the negativity of the recent lawsuits and bad publicity to the positivity of this inevitably delicious and profitable collaboration. Then again, because of the large percentage of overweight and obese Americans and a strong desire to switch to health smart ingredients, Doritos Locos may just be perceived as another fattening product line put out by the gluttonous fast food industry.