Growing a Company by International Acquisition - 881 Words

For growth, businesses should know when and how to introduce change, usually by acquiring business operating over and beyond the borders. That is, at that point where they reach maturity, meaning that they have tackled all the possibilities of growth and there exists no more opportunities where they are currently based. The two major ways in which a company can grow are:- †¢ Organic growth †¢ Inorganic growth Organic growth comprises of increasing new sales and new customers for the existing business to improve in terms of profit. The company grows within itself and improves its existing affairs, as opposed to inorganic growth which involves expanding the business from outside into other regions or countries. In organic growth, a company†¦show more content†¦Its position in the market made integration easy in terms of established networks and customer relationships. By taking over Brendsen Davis Service Group was able to exercise its authority fully by reducing the overall cost of running the business, for example, closing down shops in areas where Brendsen had more than two outlets in the same region, strengthening the management of the two companies, taking care of the fixed costs (the costs that remain unchanged over time), for example, repaying the debts hence cutting out on the interest rates, permanent salary of the closed firms, bills on electricity rent etcetera. Aspects of the European Union markets that have particularly encouraged horizontal growth of the Davis Service Group includes the fact that the EU has 27 countries under its name, that means, a ready market of over 500million customers who are ready to consume the goods and services proposed to them. That coupled with free flow of goods and services, a fact that has been supported by the infrastructure, the development of the fast trains, low cost airlines etc, as this means that people, goods and services can travel across Europe more easily and faster. The development of internet has also ensured the fast and effective means of communication, top that up with the skilled labour force. In Europe, education standards are very high, the manner in which students areShow MoreRelatedCase Study : Growing A Company By International Acquisition810 Words   |  4 PagesWritten Assignment Unit 7 Case study: Growing a Company by International Acquisition Describe two major ways in which a company can grow. Give examples to illustrate the two ways of growing. When a company is starting or expanding internationally it can develop by inorganic growth or organic growth. An inorganic growth refers to the growth of the company by merging with other companies or by the takeover. This type of growth provides with an existing customer base, channels of distributionRead MoreZachary Hood Case Analysis PepsiCo. 1. PepsiCo. is the world’s largest snack and beverage company1200 Words   |  5 PagesZachary Hood Case Analysis PepsiCo. 1. PepsiCo. is the world’s largest snack and beverage company in the world as of 2013. However, when this case was wrote PepsiCo. was not the world leader in the snack and beverage company, it was second. PepsiCo. corporate strategy has diversified itself into many different categories, such as sweet and salty snacks, soft drinks, orange juice, bottled water, tea and coffee. They proceed with caution with which industries to enter or not to enter. If theyRead MoreStarbucks and Caribou Coffee: A Comparative Analysis1664 Words   |  7 PagesIntroduction The two companies that are the subject of this report are Starbucks and Caribou Coffee. Starbucks operated internationally from an early point in its history, opening its 10th store in Vancouver its second market was international, before anybody in the US outside Seattle had heard of Starbucks. Now the company operates around the world. While its coffee business has not generally been built on the basis of acquisitions, i t has attempted to complement that business and enter new onesRead MoreMergers And Acquisitions Essay1088 Words   |  5 PagesMergers and Acquisitions Acquisitions are the absorption of a smaller firm by a larger firm, while a merger is the combination of two firms to form a single entity. In a merger, there is often an exchange of stock between the companies where one company issues shares to the shareholders of the other company at a certain ratio. The firm whose shares continue to exist is generally referred to as the acquiring firm while the other is the target firm. Except for synergies, the post-merger value ofRead MoreThe Core Business Of The Davies Service Group1197 Words   |  5 Pagesin the UK and in Europe; the company provides dry-cleaning, laundry services and work gear specific to different industries and service sectors. The company supplies and services flat linen for the hotel and restaurant industry, provides linen and management systems for hospitals and decontamination services for surgical instruments. The company offers dampness and dirt removal from workplaces, hotels and restaurants, washroom services and industrial mats. The company also sells linens and work gearRead MoreAmazon : A New Opportunity Essay1345 Words   |  6 Pagesfor a new opportunity, that’s why it just keeps on growing and growing and growing. Amazon believes that the company would be overtaken by competitors in different fields, if it doesn’t sustain the constant investment in its business avenues. Over the past three years, Amazon has simply participated in two acquisitions, however it has a record the only cpmany with the largest amount of acquisition in the 21st century. The most recent acquisition has been with the company’s Twitch for $970 millionRead MoreReport On Suitable Acquisitions For Rinnovar International Inc.1072 Words   |  5 Pages TITLE PAGE Report on suitable Acquisitions for Rinnovar International Inc. Prepared for: The Chief Executive, Rinnovar International Inc. By: Corporate strategy Department, Rinnovar International Inc. Dated: 07/02/2015 Commercial in Confidence TABLE OF CONTENTS 1. Executive summary†¦...†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦...2 2. Introduction†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦..†¦Ã¢â‚¬ ¦2 3. Findings†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.3 4. Conclusions....................................................Read MoreThe Benefits Of Inorganic Growth And Global Growth811 Words   |  4 Pages1. Describe two major ways in which a company can grow. Give examples to illustrate the two ways of growing. Two major ways in which a company can grow are organic and inorganic growth. Inorganic Growth involves growing thru mergers and acquisitions. This can be done internationally or domestically, but nonetheless, it involves the growth generated by buying a new company, a new branch, or a new brand (Johnston, 2017). As an example, if McDonalds acquired a competitor, such as Burger King, it willRead MoreThe Davis Service Group And Its Takeover Of Berendsen1142 Words   |  5 Pagesways a company can grow, what a company would consider if they were expanding globally. We will look at which aspects of the European Union encouraged the horizontal growth of the business as well as the differences between Organic and Inorganic growth. Lastly we will theorize why the acquisition of Berendsen was a good opportunity for the Davis Service Group. Describe two major ways in which a company can grow and include 2 examples. According to this week’s case study material a company can growRead MoreWumart Swat Analysis1077 Words   |  5 Pagesrequires solid strategic planning. To achieve the high profile status in market, the company remained constantly developing in innovation on themes to deliver the distinctive benefits. Wumart has been growing from the very beginning with the average growing of 40% a year. The company realized that in order to make value in a long term, the company should grow and develop constantly. The ambition of the company is to be the leader of the industry for which WuMart has designed the growth strategy

The Economic Disaster Of Overproduction And...

Economic disaster of overproduction and underconsumption created the Great Depression in the 1920s from factors of credit, wages, immigration restriction, under consumption, crippled American financial system, collapse global problems, investing rebuild postwar Europe, and production capabilities that New Deal programs by Theodore Roosevelt established to correct the economy in United States. Overproduction was the lack of economic diversification and lack of infrastructure contributed to underconsumption (Barnes Bowles, 2014). People were buying mass consumption from increase wages (Barnes Bowles, 2014). However, production was much higher than the market could soak up. Credit is given to Americans to increase spending but modern conveniences is limited. It is a period of fashion-ism (Jacobs Paley, 1994). Wages did not increase to balance the demand of credit. People defaulted on loans. Consumption is restricted by laws and regulation of immigration that resulted in manuf acturing issues. Nonessential goods and services became limited by the working class related to business owners. Profits are pocketed for themselves and expanding production by business owners that decrease wage opportunities for workers. Supple rose above demand in the economic disaster (Jacobs Paley, 1994). People believe changes banks would save their invested funds in the stock market. The banks failed from the lack of preparation in economic collapse in the American financial

The Use of Metaphors Free Essays

string(46) " an aide to help understand the metaphors Dr\." SanTianna Simmons ENG 1102 25 April 2013 A metaphor is where you show how two unrelated things are similar. For example by saying â€Å"Love is a roller-coaster. † A key aspect of a metaphor is use a specific transference of a word into another context. We will write a custom essay sample on The Use of Metaphors or any similar topic only for you Order Now The human mind creates comparisons between different things. The best writers use metaphors. Like poetry, a metaphor will express a thousand different meanings all at once, allowing the writer to convey much more content than they could do otherwise. More than playing simple word games, the use of metaphors in your writing can elevate your stories to a place next to the greatest authors in the world. There are many kinds of metaphors: Allegory, catechesis, parables, extended metaphors, etc. An extended metaphor establishes a subject and then extends it further, as in this quote from Shakespeare â€Å"All the world’s a stage, And all the men and women merely players; They have their exits and their entrances, And one man in his time plays many parts, His acts being seven ages. Brian Doyle, Author of â€Å"Joyas Valdoras†, uses the hummingbird metaphor to support his story. The story starts off by grabbing the reader’s attention with a fact. The fact is very interesting. Unless you are someone that studies animals, you would have no idea that a hummingbird’s heart is the size of a pencil, or that it beats ten times per second. After I read the first sentence, I was instantly interested to see what more the author had to say. He got the name, Joyas Valdoras, from a reference by early Spanish settlers. It means flying jewels. They called these creatures flying jewels because they had never seen anything like them before. They would fly around quickly all day, reproducing and collecting nectar. Doyle then goes on to add more facts about hummingbirds and their incredible hearts. Hummingbirds can fly up to 500 miles without stopping to rest, however they can get burned out. Whenever humming birds get burned out, it can become fatal. Although Doyle’s allusion to hummingbirds was interesting, I don’t think he meant for his story to simply be a story about humming birds. He also goes on to talk about the blue whale, an animal having the largest heart in the world. He gives us interesting facts about that animal also, but this still does not justify why he was even writing the story, for if he had wanted his readers to be informed only about animals, he’d have put these facts in a science book instead. I think Doyle was relating the animal’s hearts with that of human hearts. He said sometimes humming birds get burned out without even knowing what they’re doing is dangerous. Humans also do the same thing. Today’s world is very fast paced. Sometimes we don’t have time to rest or do anything of that nature. We do it, without knowing how unhealthy to the body and spirit that is. He also alludes that the heart is a very strong thing. Not just our physical heart, but our emotional and spiritual heart as well. So much can happen to someone’s heart. It can go through the most joy, excitement, hurt and pain and still beat at the end of the day. I think the way Doyle transitions form talking about hummingbirds and whales to something so emotional was very effective. He makes it easy for us to relate to his story because he keeps us so involved. I felt as if he was ready the story to me instead of the other way around. Sian-Pierre Regis stated â€Å"As should be obvious by now, Doyle is doing far more than describing the hearts of various animals. In explaining about the hearts of animals, he has subtly been drawing us into this reality: â€Å"We all churn inside. † In this creation there is unimaginable beauty (â€Å"flying jewels†) and there is excruciating pain (â€Å"a brilliant music stilled†). And so finally, we are led to his masterful ending and the real point of this whole piece. If you’ve read this far, I encourage you to take a minute and quiet your heart. Let yourself feel these words. It may hurt, but it will almost certainly heal as well. In giving an overview of the hearts of creatures, Doyle ends with this: â€Å"So much held in a heart in lifetime. So much held in a heart in day, and hour, a moment. We are utterly open with no one, in the end–not mother and father, not wife or husband, not lover, not child, not friend. We open windows to each but we live alone in the house of the heart. Perhaps we must. Perhaps we could not bear to be so naked, for fear of a constantly harrowed heart. When young we think there will come one person who will savor and sustain us always; when we are older we know this is the dream of a child, that all hearts finally are bruised and scarred, scored and torn, repaired by time and will, patched by force of character, yet fragile and rickety forevermore, no matter how ferocious the defense and how many bricks you bring to the wall. You can brick up your heart as stout and tight and hard and cold and impregnable as you possibly can and down it comes in an instant, felled by a woman’s second glance, a child’s apple breath, the shatter of glass in the road, the words I have something to tell you, a cat with a broken spine dragging itself into the forest to die, the brush of your mother’s papery ancient hand in the thicket of your hair, the memory of your father’s voice early in the morning echoing from the kitchen where he is making pancakes for his children. †Ã¢â‚¬  The article â€Å"A Metaphorical Analysis of Martin Luther King Jr. s ‘I Have a Dream Speech,’† by Joe Ciesinski, to me is an aide to help understand the metaphors Dr. You read "The Use of Metaphors" in category "Papers" Martin Luther King used within his famous speech ‘I have a Dream. ’ Ciesinski cited other’s opinions about the speech which also was another great source of he lping understand the speech. Within the article, the question â€Å"What does ‘I Have a Dream’ mean to me† was asked. To me, when someone asks me what does ‘I Have a Dream’ mean to me, I would say that it makes me feel as if the color of my skin or my sex should never be a factor of why I can’t do anything that I want to do. Anybody should be capable of saying the same. Ciesinski believes that ‘I Have a Dream’ would not only speak about problems in America, but that Dr. Martin Luther King Jr would call upon all citizens of the United States to enact change and correct the injustices that would occur throughout our nation. â€Å"Martin Luther King Jr. contrasts light and dark metaphors when he states, â€Å"this momentous decree came as a great beacon light of hope to millions of Negro slaves, who had been seared in the flames of withering injustice. It came as a joyous daybreak to end the long night of their captivity. †Ã¢â‚¬  (Ciesinski) The previous quote to me sums up the entire ‘I Have a Dream’ speech. It focuses on the struggles of colored people and how the nation needs to take the time out to notice that these hate crimes need to come to an end. Overall, I think Ciesinski’s metaphorical analysis is a great help to distinguish the true meaning and break down of Dr. Martin Luther King Jr. ’s speech. I also believe that he used good sources to help apprehend the famous speech. â€Å"It is a stark metaphor, an accusation articulated in bluntly economic terms. The Declaration of Independence implied, and later the Emancipation Proclamation promised, meaningful freedom to African Americans. But the promise was never fulfilled. Instead of honoring this sacred obligation, America has given the Negro people a bad check, a check which has come back marked ‘insufficient funds,† King said. This part of the speech has been mostly forgotten, swamped in collective memory by the soaring rhetoric of King’s peroration. When initial renderings for the new Martin L uther King Jr. National Memorial were first unveiled, they included a prominent place for the promissory-note metaphor, but as the project went forward the quotation was deemed â€Å"too confrontational† and dropped from the final design. What is best remembered from the Dream speech is, in fact, not original to it. The thrilling incantation, the cries of â€Å"let freedom ring,† the litany of place names (the snowcapped Rockies, the molehills of Mississippi), the lines borrowed from the biblical books of Amos and Isaiah, the quotations from spirituals and patriotic songs — none of this material was original to the speech King gave on the Mall. Most of it was recycled, an impromptu decision by King to reuse some of the best applause lines he had tested in Georgia, North Carolina, Alabama and, only weeks earlier, in Detroit. † Stated by Philip Kennicott. Short talks by Anne Carson was an article full of miniature lectures with a different meaning for each one. Some of the short articles were confusing but the others caught my attention. An article in Short Talks that was easily understood was ON WALKING BACKWARDS. ON WALKING BACKWARDS was about how as a child Carson states â€Å"My mother would forbid us to walk backwards. That is how the dead walk, she would say. † Carson goes on to say that she had no understanding where that specific superstition came from. Later to break the quote down, the dead doesn’t walk backwards but they do walk behind us with no lungs to breath or cannot call but would love for us to turn around. Superstitions are to be used and known all across the world. According to Keisha Stephen-Gittens from Outlish Magazine quotes â€Å"Since I was a child, I used to hear my grandmother telling my mother that if she came home after midnight, she better had walk in the house backwards so that spirits don’t follow her inside. That’s funny, because many of us feters would have some ‘back walking’ to do. So, I was surprised to find that almost 60% of the persons I randomly surveyed still do this today. I followed this superstition religiously until I moved out on my own, and then, ironically, I would just ook left, right and around before I entered my apartment. You’d think I would be really afraid – and in a way yes, but I was looking for bandits, not spirits. However, the way things goin’ these days, is bess we look for both yes! We’ve also been told to close doors facing the outside so that spirits don’t follow you inside. Th ere are other superstitions about spirits and death and our older folks would tell these with a passion and intensity that would send you to bed quivering, wanting a pillow to hug up and sleeping with one eye open. If you’re alone in the house and you hear someone call your name, would you answer? I won’t. The ole folks used to say do not answer, ’cause it could be a spirit calling. I think this is a given. I’ve watched too many horror movies to know what the outcome of THAT could be. † Jon Eben Field states â€Å"The female body is a powerful signifier in these poems. † Short Talks invokes the last thirty years of Camille Claudel’s life in an asylum (Claudel was a French sculptor who worked from 1884 to 1898 as an assistant to Auguste Rodin). After noting that Claudel broke all the sculpting stone given to her, Carson writes, â€Å"Night was when her hands grew, huger and huger until in the photograph they are like two parts of someone else loaded onto her knees. † Claudel’s hands are both her own and not her own; they have grown through disuse and misuse. But the absence is discovered in the formless broken stones that are buried with these hands, now so gargantuan. In â€Å"Short Talk On Rectification,† Carson depicts the infamous relationship between Franz Kafka and Felice Bauer: â€Å"Kafka liked to have his watch an hour and a half fast. Felice kept setting it right. Nonetheless for five years they almost married. † Ultimately, it is the body of Felice that overwhelms Kafka, for as Carson writes, â€Å"When advised not to speak by the doctors in the sanatorium, he left glass sentences all over the floor. Felice, says one of them, had too much nakedness left in her. † This signals the second most pervasive theme of these poems, the devastating plenitude of too much. † Eula Biss’ The Pain Scale is about how no matter how much something is painful, no pain lasts forever. Throughout the article Biss gives examples of pain as she goes from 0 to 10 on a pain scale. She gives examples like if you are at a zero, you feel no pain therefore you could be fine. If you are at a 1, you could take some aspirin and be fine the next day. If you are at an 8 you might need some examining. If you are at a nine then, you are suffering and it gets even worse at a level ten which is unbearable. The Pain Scale, Eula Biss claims that no pain lasts forever. Biss goes on to say that when you experience the pain regardless of how bad the pain is, once the pain goes away; you can’t feel the pain anymore. I got a feeling that the author is indifferent to pain and does not know how to feel or describe it. I felt that the author’s mind is being guided by what her father use to tell her. She does not know how to describe what she is feeling or think for herself. The author feels as if excruciating pain does not exist. She sees zero as a number that does not do the same thing as the other numbers and she uses biblical illusions concerning Jesus.. The author goes back and forth from her pain theory and analysis, to her current pain situation. She is obviously feeling some pain but she thinks the face chart does not help her know what level she is that. She lies to the doctor to not seem foolish but really she does have great pain. The author thinks that if she admits to her great physical pain, she will seem pathetic and exaggerated. The author has apparent physical pain but also mental trauma from her father the physician. Her psychological pain I think is greater than her physical one in a couple of ways. I agree with Biss on this issue. Overall, I believe that no pain lasts forever. If a person were to ask another how something felt, they could never sit there and visualize the full effect of that pain right then and there unless you go through the same pain again at the time being. Our Secret by Susan Griffin is a hybrid of memoir, history, and journalism, and is built with these discrete strands: the Holocaust; women affected by World War II directly or indirectly in their treatment by husbands and fathers; the harsh, repressive boyhood of Heinrich Himmler, who grew up to command Nazi rocketry and became the key architect of Jewish genocide; the testimony of a man scarred by war; and Griffin’s own desperately unhappy family life and harsh, repressed girlhood. In between these chunks are short italic passages of just a few sentences on cell biology—for instance, how the shell around the nucleus of the cell allows only some substances to pass through—and on the development of guided missiles in Germany and, later, by many of the same scientists, in the United States, where nuclear warheads were added and the ICBM created. Researching her book in Paris, Griffin meets a woman, Helene, who survived one of Himmler’s death camps. She’d been turned in by another Jew and tracked down using a net of information—a system tracing back to Himmler’s boyhood diaries—collected on cards and sent to the Gestapo for duplication and filing, the work of countless men and women. In the article â€Å"Translating Translation: Finding the Beginning,† Alberto Alvaro Rios claims that the act is the translation by presenting translation as a metaphor and how cultures are different. Rios goes on to say that how something is said, the language can be figured. In Rios’ article, he had multiple examples of how cultures are different. Some of the examples that he expressed where how a man was put in jail, forgotten about and never said anything, how his house painting went wrong when he was young, and how Rios had a misinterpretation about fighting. I agree with Rios on this issue when he stated that learning languages can be similar to looking through a set of binoculars. Overall, I believe that it is true that the simplest word can have many definitions and interpretations. For example: when Rios moved into his new home when he was younger. His mother wanted the wall to be yellow but the Mexican thought she wanted it to be lime green due to the fact that said â€Å"limon. † Another example was when the boy asked how many fights has he had. The boy meant physical fighting but Rios meant the fight he has had learning a new language. I believe that the metaphors were very effective because they helped understand the main key points Rios was trying to make. Alberto Rios states â€Å"Linguists, by using electrodes on the vocal cords, have been able to demonstrate that English has tenser vowels than, for example, Spanish. The body itself speaks a language differently, so that moving from one language to another is more than translating words. It’s getting the body ready as well. It’s getting the heart ready along with the mind. I’ve been intrigued by this information. It addresses the physicality of language in a way that perhaps surprises us. In this sense, we forget that words aren’t simply what they mean – they are also physical acts. I often talk about the duality of language using the metaphor of binoculars, how by using two lenses one might see something better, closer, with more detail. The apparatus, the binoculars, are of course physically clumsy – as is the learning of two languages, and all the signage and so on that this entails – they’re clumsy, but once put to the eyes a new world in that moment opens up to us. And it’s not a new world at all – it’s the same world, but simply better seen, and therefore better understood. † Overall, metaphors will elevate your writing, taking something plain and transforming it into something beautiful. Poetry is full of metaphors. If you need to, use one of your rewriting cycles just to add metaphors to your story. Imagine how greater your story will be with the use of metaphors. Metaphors will free up your imagination, which will take your story in directions you may not have planned on. Enjoy the surprises that metaphors will bring to you! How to cite The Use of Metaphors, Papers

Entrepreneurship for Case Study on Roustam Tariko-myassignmenthelp

Question: Discuss about theEntrepreneurship for Case Study on Roustam Tarik. Answer: Biography of Roustam Tariko Roustam Tariko is the worlds second Vodka producer after Diageo. In the year 2013 Tariko took away the worlds largest vodka producer CEDC as it became bankrupt and Tariko saved the company by financing $420 million. Later on in 2014 Tariko sold out the company Roust to CEDC for $250 million. Earlier Tariko used to assist the foreign tourists in finding out the rooms at Moscow hotels. The first earning of Tariko was in the 1980s through the similar source. Afterwards, Roustam Tariko worked as a consultant for the Ferrero Rocher in Italy and won the special contract with Martini Rossi. By the year 1998 Tariko established the Russian standard for becoming the first vodka brand that opulent. After that following year, Tariko shook hands with McKinsey Co. by opening up the Russian standard bank and initiating the consumer credit market and the progress took place at such a pace that they became the market leaders in the next three years. The bank is counted under the top 30 banks in Rus sia and by the end of 2011, the Russian Standard came into partnership with American Express. In the present scenario, Tariko owns a villa Minerva at Sardinia which worth 15 million euro. In 2011 Roustam Tariko bought a villa on Miami Beach worth $25.5 million, also the entrepreneur holds a yacht named after the two daughters Anna Eva and a charter Boeing 737 to hold world tour (Forbes, 2017). Roustam Tarikos characteristics Roustam Tarikos qualities related to the business is to stay focused, maintain loyalty and gather courage in facing risk. Tariko is an entrepreneur who not separate personal and professional life. In an interview, Tariko quoted that as the personal and professional life are different so neither the man work nor the rest is availed. Roustam Tariko believes in focusing on the things and then performing it by undergoing the research over it and conducting the studies to gain more knowledge related to the aspect (Hiscox, 2013). Another fact quoted by Tariko is to maintain loyalty. Loyalty can be studied in the two aspect consumer loyalty and employee loyalty. Both are interconnected with one another if the employee is loyal towards the business then automatically satisfied and happy service will be delivered by them which will attract consumers as well and renders them satisfaction. The satisfied consumer will give more business rather than any other promotional activity and stay loyal t owards the organisation (Chand, 2016). Another measure is to be courageous in taking a risk and adopting challenges to face the unexpected results which could either is fruitful or the failure has occurred. When asked about the mistakes that could ever happen with Tariko the response was so accurate that the man explained it all in a single line that all the flaws are corrected which elucidate the adapting and all time learning approach of the tycoon. Discussing about the behaviour, the studies states that Tariko is calm natured and health conscious person who is well-managed, also the person carries humorous nature as well. The golden rule of Tariko is to move on whatever the situation may be, just face it and cure it. Tariko is a down to earth person who is comfortable in all sought of financial situations. Roustam Tariko wants to position Russia in the list of countries providing quality products to consumer and fulfilling social and professional obligations (Moore, 2007). Impact of business development on Roustam Tarikos lifestyle and behaviour In one of the interactions with Manfred, Roustam confessed the importance of balanced life along with conscious and unconscious encouragement that follows divergent leadership styles. Tariko shared with Manfred about the lack of leadership skills within and asked for the cure regarding the same. Manfred assisted Roustam in developing the leadership skills and rendering the knowledge regarding how to manage human resource and another similarly crucial resource efficiently and effectively. In this way, the leadership qualities of Tariko started developing and the decision-making skill of the entrepreneur improved with passing time. At the time when Tariko and Manfred met in Moscow, there were certain organisational issues going on with Roustam about which the person interacted with Manfred (Vries, Treacy Elizabeth, 2003). The foremost organisational challenge was regarding the management of the entire organisation as for how to balance working such that company also grows, variations and modifications take place and investors get convinced (Forbes, 2013). Another issue that was the cause of concern for Tariko was those friends who had helped in the earlier days were creating a dilemma. Tariko demanded the solution for these situations and learnt the management skills as well which helped the entrepreneur in attaining heights. Through business Tariko got to adapt and improve multiple personal qualities, the capabilities of taking risk and accepting challenges increased, mindset got broaden up and vision was made clear as what is need to be achieved in life and what all opportunities could be cracked which results in changing the behaviour and twisting up the perspective of tycoon towards the life. The contribution of COL programme on Roustam Tarikos personality and developing organisational strategies. COL program or Commonwealth learning programme helps in developing an economic and social understanding of the business (Spear, 2006). The programme provides quality learning and enhancement of professional knowledge and cracking out the professional opportunities as well. Roustam Tariko is a person who follows the passion and performs the tasks as per the willingness. The interest in work matters a lot and changes occurring in that do not affect much to the entrepreneur. Tariko is open-minded and likes to learn new things and quality to develop inner skills which could be implemented in business to succeed it. Roustam believes in commitment towards the work and high dedication to achieve the objective. Tarikos one of the objectives is to earn money as according to the man money signifies that good work is going. They believe in honesty and quote that principle of working is to be innovative, intuitive and execution of innovation should take place (Brainyquotes, 2017). Roustam Tariko- as an Entrepreneur Entrepreneurs are the one who possess the extraordinary quality to capture the market through their decision making and risk taking skills. They are the innovators and motivators carrying versatility and setting up the high vision. They are the one who like to achieve the goal and reach the peak; also an entrepreneur likes the routes as well along with the peak. They are flexible as well as an adapter in context of changing situations. Roustam Tariko consists of leadership quality which is a must attribute an entrepreneur can hold. Tariko is a good leader possessing management as well as risk management quality. The man is creator and innovator containing the high vision and enthusiasm to achieve the goal (Rauch Frese, 2007). Similarly, Roman Abramovich is one of the Russian entrepreneurs who merged with Sibneft which is one of the largest oil company supplying oil and oil products. Abramovich likes to take a risk and expand the business accordingly which is an entrepreneurial skill which is possessed by Tariko as well (Hawley, 2015). Another example of an entrepreneur is Jane Cay who is the founder of Birdsnest which work online and supply female clothing and little frocks. The vision of Cay is to be fashion friendly and increase enthusiasm and dressing sense among the women. Jane Cay is adaptable to changes and carries creativity and innovativeness in the art. The lady believes in smart working and creating the mesmerising things to attract consumer and increase the power of women by building a comfortable and strong environment around. They are the qualities that an entrepreneur holds and Tariko too possesses the confident, era changing and creative goon which proves that Roustam Tariko is an entrepreneur (Kuznetsova, Kuznetsov McDonald, 2000). References Brainy quotes. (2017). Roustam Tariko quotes. Viewed on 22nd August 2017. https://www.brainyquote.com/quotes/authors/r/roustam_tariko.html. Chand. S. (2016). Entrepreneurship: characteristics, importance, types, and functions of entrepreneurship. Viewed on 23rd August 2017. https://www.yourarticlelibrary.com/entrepreneur/entrepreneurship-characteristicsimportance-types-and-functions-of-entrepreneurship/5228/. Forbes. (2013). The top skills every entrepreneur needs. Views on 23rd August 2017. https://www.forbes.com/sites/aileron/2013/11/26/the-top-skills-every-entrepreneur-needs/#644988fd76e3. Forbes. (2017). Roustam Tariko. Viewed on 21st August 2017. https://www.forbes.com/profile/roustam-tariko/. Hawley. J. (2015). Top 3 most successful Russian entrepreneurs. Viewed on 23rd August 2017. https://www.investopedia.com/articles/personal-finance/092915/top-3-most-successful-russian-entrepreneurs.asp. Hiscox. (2013). 10 important personal characteristics of entrepreneurs. Viewed on 23rd August 2017. https://www.hiscox.com/small-business-insurance/blog/10-important-personal-characteristics-of-entrepreneurs/. Vries. D., Treacy. M., Elizabeth. (2003). Roustam Tariko (B): The measure of the man. Entrepreneurship: theory and practice. Vol.27. no.3. 319-329. Moore. J. (2007). Roustam Tariko: Russian billionaire setting the standard for vodka. Viewed on 22nd August 2017. https://www.independent.co.uk/news/business/analysis-and-features/roustam-tariko-russian-billionaire-setting-the-standard-for-vodka-396780.html. Kuznetsova. O., Kuznetsov A., Mcdonald. F. (2000). Entrepreneurial qualities: a case from Russia. Journal of small business management. Vol.38, no.1, 108-114. Rauch. A. Frese. M. (2007). Lets put the person back into entrepreneurship research: a meta-analysis on the relationship between business owners personality traits, business creation and success. European Journal of Work and Organisational Psychology. Vol. 16, no.4, 353-385. Spear. R. (2006). Social entrepreneurship: a different model? International Journal of Social Economics. Vol.33, no. 5, 399-410.

What Really Makes Factories Flexible free essay sample

Introduction: In this literature, What really makes factories flexible? the writer brought out the topic for factory flexibility, which defines as a production  facility  organized  to  respond to customer orders quickly in order to provide  a  full  and varied range  of  operations  or  services, across many  product lines with very short  changeover times and may introduce new products of similar range fairly easy. For example, most modern  automobile plants  are designed as  flexible  factories to build various models. Having acknowledged the importance of flexibility, how would manufacturing managers in a broad array of industries find pathways to improve the process? What are the difficulties of defining flexibility of a plant and how do they measure flexibility in terms of plant productivity? What measurements are needed to show improvement of the process? The author performed a research in a study of sixty-one factories in North America that manufacture fine paper to find out the answer. We will write a custom essay sample on What Really Makes Factories Flexible? or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page essay writing service free Define the problem: Unlike most other industries in which different plants make different products, the paper industrys products are more comparable across plants since paper are produced by very similar process. There are a few characteristics for the paper industries to be the right candidate. In paper industry, the qualities of products by grades are straightforward numbers which can be able to be measured by the author. These numbers enabled the author to develop both the range of paper a plant could produce and how much time it needed for a plant to switch from making one kind of paper to making another. By using these numbers the author was be able to define the operational flexibility for manufacturing plants needed to measure and find the ways to improve the processes. Defining the problem is the first thing needed by each manager. What is flexibility? Managers are having hard times to define as the term may mean very different for different people. At plant level, it is about the ability to change over or adapt new system, however, specifying and characterizing this ability is not an easy task. As one manager may talk about the flexibility to produce the types of production from up and down depending on what the market needs; another manager may talks about the flexibility to change over from making one type of paper to another with less time and money. In the authors point of view, flexibility should be emphasized in determining by its competitive environment. The measurement of flexibility can be based on a) product range in different things as a plant can have the ability to produce a small number of products that are very different from one another b) mobility for a plant to change over from making one product to another and c) uniformity of performance as a flexible plant can perform comparably well to make any product within a specified range. Once managers have defined the different kinds of flexibility they are trying to develop, another set of issues had come up as how to measure the flexibility and improvement of flexibility. Also it is often unclear in which general features of a plant must be changed in order to make its operations flexible. The depth and wisdom of experience managers have to be carefully assessing their strategies to define what kind of flexibility they are looking for before embarking on a flexibility program, or otherwise the results can be disastrous. Implication and analysis to select best alternatives: By collecting production data, the author was able to measure the breadth of paper grades that each plant was capable of producing and the changeover time that each plant required to switch between grades. There were additional measurements of flexibility such as workforce by length of service, the level of computer integration (CIM), the change and break frequency, etc. Each plant may emphasize in a whole range of factors from different quality and types of flexibility based on the managers, so end up there are large differences across plants. One major issue covered in this literature is that the degree of computer integration (CIM) does not really help on plant flexibility by increasing range of products produced or improving change over time even though large money was invested in it. Managers often have difficulty justifying CIM projects on the basis of cost savings or quality improvements therefore justify them on basis of improved flexibility CIM will provide. In this case, only the engineers or a few trained employees understand how the system works; most of the plant operators are not trained to operate which create problems. Operators instead decide to perform manual-change over, which in a surprising findings the best manual change system operate much faster than computer. This result shows the serious problem from operators as they have no interest to adapt the change to operate CIM. It hit hard on the managers with thoughts being reluctant that they are doing something right, but actually they are wrong. Implement decision to change the system: For successful manager to figure out the issues of CIM before implementing it in a plant, they should consider building up skills for their operators. As the author denoted, â€Å"Plants become more flexible when managers stress to workers the importance of flexibility. For example, a plant that wants to excel at customizing products will need to develop the capabilities to carry out large range of jobs in the plant. Managers then need to determine what type of workforce or equipment (ex CIM) needs to enhance flexibility. After that managers need to figure out different ways to measure the type of flexibility sought and emphasize the importance of the measures to the employees. Trainings should be added in th e process to build up experienced workforce and eventually to see improvement in flexibility. For example, continuous learning problem such as operational excellence may help management team in different level to control and maintain a flexible manufacturing plant. Evaluate the outcome: By integrating the appropriate steps to a) defining the problem of flexibility, b) implication and analysis to select best alternatives and c) implement decision to change the system, the next step is to evaluate the outcome to see if there is any improvement or if not, further alterations will need to be made. Outcomes that need to be evaluated are not limited to employee training in different level. Employees training based on experience are critical for a manufacturing plant to increase flexibility. More experience workers are not willing to adapting the new systems such as CIM comparing to less experience workers who are more willing to change. Conclusion: A good manufacturing management team designs what is best way for its plant to run, and plants that are flexible in terms of mobility (in terms of change over time) and range (in terms of various productivity) tended to have a clear measures of what flexibility should be developed. Managers have to decide what benefits the plant, how the plant operate, what kind of flexibility they are looking for, select the right decision making tools such as CIM, training for the employees based on different levels of experience, analyzing the data and provide surveys for customers. Managers should provide people the support needed in order to achieve the goal for lower the cost, decreasing change over time, increasing throughput and eventually make more money. Manager should never put too much faith in depending on CIM to complete the tasks in ease. CIM provides critical advantages to improve factory flexibility only if it can be implemented in the right way to fit the system. CIM generally needs experienced operators to control so trainings are critical for employees in different level. CIM could only be one of the alternative tools for managers to use. The flexibility of a plant depends much more on people (manager, field-supervisors, engineers and operators) than on any technical factor (automation, CIM). Managers should never only embraced in CIM as the solution to the growing need to forge new capabilities, instead managers should put more faith in the day to day management of people. Extended Research: I read two other articles which were written within the last three years. It is obvious that both articles talk about how computer integration both software and hardware can help to improve process flow and flexibility of a plant. This is because a more mature CIM system has been established through studies from field experts and universities. In general, employees nowadays understand that continuous learning is the keys to maintain competitiveness in the job market. This doesn’t mean that managers’ job are easier to do, but flexibilities in all level from a plant, a team, or just individual are critical in order to maintain a competitive advantage. Reference: 1. Manufacturing Flexibility Synchronizing the Shop Floor and Supply Chain by Aberdeen Group 2. Improving Plant Performance and Flexibility in Batch Process Manufacturing: With an Example from the Food and Beverage Industry by Filippo Focacci

The Circumstances of Adolf Hitlers 1943 Death by Suicide

The Circumstances of Adolf Hitlers 1943 Death by Suicide With the end of World War II imminent and the Russians nearing his underground bunker beneath  the Chancellery building in Berlin, Germany, Nazi leader Adolf Hitler shot himself in the head with his pistol, likely after swallowing cyanide, ending his own life just before 3:30 pm on April 30, 1945. In the same room, Eva Braunhis new wifeended her life by swallowing a cyanide capsule. After their deaths, members of the SS carried their bodies up to the Chancellery’s courtyard, covered them with gasoline, and lit them on fire. The Fà ¼hrer Adolf Hitler was appointed Chancellor of Germany on January 30, 1933, beginning the era of German history known as the Third Reich. On August 2, 1934, German President, Paul Von Hindenburg, died. This allowed Hitler to solidify his position by becoming der Fà ¼hrer, the ultimate leader of the German people. In the years following his appointment, Hitler led a reign of terror that embroiled many millions in the Second World War and murdered an estimated 11 million people during the Holocaust.​ Though Hitler promised that the Third Reich would reign for 1,000 years,1 it only lasted 12. Hitler Enters the Bunker As Allied Forces closed in on all sides, the city of Berlin was partially evacuated to prevent approaching Russian troops from seizing valuable German citizens and assets. On January 16, 1945, despite advice to the contrary, Hitler chose to hole up in the vast bunker located below his headquarters (the Chancellery) rather than leave the city. He stayed there for over 100 days. The 3,000-square-foot underground bunker consisted of two levels and 18 rooms; Hitler resided on the lower level. The structure was an expansion project of the Chancellery’s air raid shelter, which had been completed in 1942 and located under the building’s diplomatic reception hall. Hitler contracted Nazi architect Albert Speer to build an additional bunker under the Chancellery’s garden, which was located in front of the reception hall. The new structure, known as the Fà ¼hrerbunker, was officially completed in October 1944.  However, it continued to undergo several upgrades, such as reinforcement and the addition of new security features. The bunker had its own electricity feed and water supply. Life in the Bunker Despite being underground, life in the bunker exhibited some signs of normalcy. The upper quarters of the bunker, where Hitler’s staff lived and worked, were largely plain and functional. The lower quarters, which contained six rooms specifically reserved for Hitler and Eva Braun, contained some of the luxuries that they had become accustomed to during his reign.   Furniture was brought in from the Chancellery offices for comfort and decoration. In his personal quarters, Hitler hung a portrait of Frederick the Great.  Witnesses report that he stared at it on a daily basis to steel himself for the continued fight against outside forces. Despite the attempts  to create a more normal living environment in their underground locale, the strain of this situation was palpable. The electricity in the bunker intermittently flickered and the sounds of war reverberated throughout the structure as the Russian advance grew nearer. The air was stuffy and oppressive. During the final months of the war, Hitler controlled the German government from this dismal lair. The  occupants maintained access to the outside world via telephone and telegraph lines. High-level German officials made periodic visits to conduct meetings on items of importance related to the government and military efforts. Visitors included Hermann Gà ¶ring and SS Leader Heinrich Himmler, among several others. From the bunker, Hitler continued to dictate German military movements but was unsuccessful in his attempt to stop the forward march of Russian troops as they approached Berlin. Despite the claustrophobic and stale atmosphere of the bunker, Hitler rarely left its protective atmosphere. He made his last public appearance on March 20, 1945, when he surfaced to award the Iron Cross to a group of Hitler Youth and SS men. Hitler’s Birthday Just a few days before Hitler’s last birthday, the Russians arrived at the edge of Berlin and encountered resistance from the last remaining German defenders. However, since the defenders consisted of mostly old men, Hitler Youth, and policemen, it didn’t take long for the Russians to sweep past them. On April 20th, 1945, Hitler’s 56th and final birthday, Hitler hosted a small gathering of German officials to celebrate. The event was overpowered by the imminence of defeat but those in attendance tried to put on a brave face for their Fà ¼hrer. Attending officials included Himmler, Gà ¶ring, Reich Foreign Minister Joachim Ribbentrop, Reich Minister of Armaments and War Production Albert Speer, Propaganda Minister Joseph Goebbels and Hitler’s personal secretary Martin Bormann. Several military leaders also attended the celebration, among them were Admiral Karl Dà ¶nitz, General Field Marshall Wilhelm Keitel, and recently appointed Chief of the General Staff, Hans Krebs. The group of officials attempted to convince Hitler to evacuate the bunker and flee to his villa in Berchtesgaden; however, Hitler put up great resistance and refused to leave. In the end, the group gave in to his insistence and abandoned their efforts. A few of his most devoted followers decided to remain with Hitler in the bunker. Bormann remained along with Goebbels. The latter’s wife, Magda, and their six children also chose to remain in the bunker rather than evacuate. Krebs also remained below ground. Betrayal by Gà ¶ring and Himmler Others did not share Hitler’s dedication and instead chose to leave the bunker, a fact that reportedly upset Hitler deeply. Both Himmler and Gà ¶ring left the bunker shortly after Hitler’s birthday celebration. This did not help Hitler’s mental state and he is reported to have grown increasingly irrational and desperate in the days following his birthday. Three days after the gathering, Gà ¶ring telegraphed Hitler from the villa at Berchtesgaden. Gà ¶ring asked Hitler if he should assume leadership of Germany based on Hitler’s fragile state and the decree of June 29, 1941, that placed Gà ¶ring in the position of Hitler’s successor. Gà ¶ring was startled to receive a reply penned by Bormann that accused Gà ¶ring of high treason. Hitler agreed to drop the charges if Gà ¶ring resigned all of his positions. Gà ¶ring agreed and was placed on house arrest the following day. He would later stand trial in Nuremberg. Upon leaving the bunker, Himmler took a step that was even brasher than Gà ¶ring’s attempt to seize power. On April 23, the same day as Gà ¶ring’s telegram to Hitler, Himmler began movements to negotiate surrender with U.S. General Dwight Eisenhower. Himmler’s attempts did not come to fruition but word reached Hitler on April 27. According to witnesses, they had never seen the Fà ¼hrer so infuriated. Hitler ordered Himmler to be located and shot; however, when Himmler could not be found, Hitler ordered the execution of SS-General Hermann Fegelein, Himmler’s personal liaison who was stationed in the bunker. Fegelein was already on bad terms with Hitler, as he had been caught sneaking out of the bunker the previous day. Soviets Surround Berlin By this point, the Soviets had started bombarding Berlin and the onslaught was unrelenting. Despite the pressure, Hitler remained in the bunker rather than make a last minute escape attempt to his hideaway in the Alps.  Hitler worried that fleeing could mean capture and that was something he was unwilling to risk. By April 24, the Soviets had the city completely surrounded and it appeared that escape was no longer an option. Events of April 29 On the day that American forces liberated Dachau, Hitler began the final steps toward ending his life. It is reported by witnesses in the bunker that shortly after midnight on April 29, 1945, Hitler married Eva Braun. The pair had been romantically involved since 1932, although Hitler was determined to keep their relationship fairly private in its initial years. Braun, an attractive young photography assistant when they met, worshipped Hitler without fail. Although he is reported to have encouraged her to leave the bunker, she vowed to stay with him until the end. Shortly after Hitler married Braun, he dictated his last will and political statement to his secretary, Traudl Junge. Later that day, Hitler learned that Benito Mussolini had died at the hands of Italian partisans. It is believed that this was the final push towards Hitler’s own death the following day. Shortly after learning about Mussolini, Hitler is reported to have asked his personal physician, Dr. Werner Haase, to test some of the cyanide capsules he had been given by the SS. The test subject would be Hitler’s beloved Alsatian dog, Blondi, who had given birth to five puppies earlier that month in the bunker. The cyanide test was successful and Hitler was reported to have been rendered hysterical by Blondi’s death. April 30, 1945 The following day held bad news on the military front. Leaders of the German command in Berlin reported that they would only be able to hold off the final Russian advance for another two to three days, at most. Hitler knew that the end of his Thousand Year Reich was fast approaching. After a meeting with his staff, Hitler and Braun ate their final meal with his two secretaries and the bunker’s cook. Shortly after 3 pm, they said goodbye to the staff in the bunker and retired to their private chambers. Although there is some uncertainty surrounding the exact circumstances, historians believe that the pair ended their lives by swallowing cyanide while sitting on a couch in the sitting room. For added measure, Hitler also shot himself in the head with his personal pistol. Following their deaths, Hitler and Braun’s bodies were wrapped in blankets and then carried up into the Chancellery garden. One of Hitler’s personal assistants, SS Officer Otto Gà ¼nsche doused the bodies in gasoline and burned them, per Hitler’s final orders. Gà ¼nsche was accompanied to the funeral pyre by several of the officials in the bunker, including Goebbels and Bormann. The Immediate Aftermath Hitler’s death was publicly announced on May 1, 1945. Earlier that same day, Magda Goebbels poisoned her six children. She stated to witnesses in the bunker that she did not wish them to continue to live in the world without her. Shortly thereafter, Joseph and Magda ended their own lives, although their exact method of suicide is unclear. Their bodies were also burned in the Chancellery’s garden. On the afternoon of May 2, 1945, Russian troops reached the bunker and discovered the partially burned remains of Joseph and Magda Goebbels. Hitler and Braun’s charred remains were found a couple of days later. The Russians photographed the remains and then reburied them twice in secret locations. What Happened to Hitler’s Body? It is reported that in 1970, the Russians decided to destroy the remains. A small group of KGB agents dug up the remains of Hitler, Braun, Joseph and Magda Goebbels, and the Goebbel’s six children near the Soviet garrison at Magdeburg and then took them to a local forest and burned the remains even further. Once the bodies had been reduced to ash, they were dumped into a river. The only thing not burned was a skull and part of a jawbone, believed to be Hitler’s. However, recent research questions that theory, finding that the skull was from a woman. The Fate of the Bunker The Russian army kept the bunker under close guard in the months following the end of the European front. The bunker was eventually sealed to prevent access and attempts were made to detonate the remains of the structure at least twice over the next 15 years. In 1959, the area above the bunker was made into a park and the bunker entrances were sealed. Because of its proximity to the Berlin Wall, the idea of further destroying the bunker was abandoned once the wall was built. The discovery of a forgotten tunnel renewed interest in the bunker in the late 1960s. The East German State Security conducted a survey of the bunker and then resealed it. It would remain this way until the mid-1980s when the government built high-end apartment buildings on the site of the former Chancellery. A portion of the bunker’s remains were removed during excavation and the remaining chambers were filled with earthen material. The Bunker Today After many years of attempting to keep the location of the bunker secret to prevent Neo-Nazi glorification, the German government has placed official markers to show its location. In 2008, a large sign was erected to educate civilians and visitors about the bunker and its role at the end of the Third Reich.

Hepatic disorders Article Example | Topics and Well Written Essays - 500 words

Hepatic disorders - Article Example The research aims to establish whether dieticians for nutritional evaluation at the various stages of chronic liver disease (CLD) and other hepatic disorders can use the technique. Sixty-six patients were enrolled into the research study who were at different levels of progression of CLD. Their probability of their death or survival due to liver related complications was calculated and factored into the hypotheses of the research study. Nutritional diagnosis was based on measuring their mid arm circumference (MAC), mid arm and muscle circumference (MAMC) and triceps skin fold thickness (TST) (Dossel & Schlegel, 2009). Their subject global assessment (SGA) was also calculated as a relation to the overall results. Clinical and biochemical evaluation was done on their hepatic tissue and serum samples. The results garnered from the experiment illustrated an increase in derived-phase angle (Pha) of the BIA in well fed test subjects as compared to underfed participants(Dossel & Schlegel, 2009). This conclusion was arrived at by looking at the SGA of patients who had no hepatic encephalopathy. Calculations were also able to reveal that there was a significant co-rela tion between the Pha and the nutritional diagnosis data that was collected earlier. The body serum albumin from the research study participants displayed an inverse correlation with age of the subjects. The research results garnered from the experiment supported the conclusion that BIA-derived Pha of a patient is highly associated with patient survival rates. A decreased Pha is related to increase in risk of death from CLD and other hepatic disorders. The conclusion, from the research study, was successfully able to support the thesis that BIA derived Pha can be used and applied as a tool of nutritional evaluation, in CLD patients. The hypothesis posted for the research study adequately addressed the purpose set out by the researchers, and it was

Justifying an evaluation Essay Example | Topics and Well Written Essays - 1000 words

Justifying an evaluation - Essay Example Griffith’s work in the film is fascinating both in the adverse and affirmative dimensions. The characterization features from different angles. For instance, the general scene development of the film is very accurate and authentic with reference to the music played, archives featuring and the natural landscapes that existed in the times of civil wars. The major theme of culture and racial prejudice forms part of the epic story of the film. Initially, what fascinates me about the film is the general presentation of reality with regards to the society. Some of these preside the film with defined warnings regarding the heuristic nature of war amongst different races. For instance, the film tends to seek clarity and relevance from the Biblical directives and Shakespeare works. Most of the scenes of the film disentangle the inappropriate trends of life and give way to light where darkness features most. The issue here is about virtues. It is thrilling to find a film that tries to establish the necessity of liberty. The â€Å"birth of a nation film† is a good pace setter. The first impressive instance about the film is that it takes a representation of the superior culture and the slave’s cultures. The actual history in America is that the whites dominate the northern region, and the African Americans dominate the south. The first part of the film features the introduction of the Africans into the American territory. The underside of disunity in the territory remains well established in the film. The film does not complicate the entire situation of hatred amongst the Africans cultural backgrounds and the American cultures. The film features two distinct families from the Cameroonian and American backgrounds. The film also features intensive political trends where some sides of the national house support intense need for the demolition of civil wars. Others support the need for safety and respect for the African culture thus

Film analysis Essay Example | Topics and Well Written Essays - 1000 words

Film analysis - Essay Example This situation is thematically depicted in the 1992 film â€Å"A Few Good Men† under the screenwriting of Aaron Sorkin and direction by Rob Reiner. Basically, â€Å"A Few Good Men† presents how the intertwined lives of military lawyers Lt. Daniel â€Å"Danny† Kaffee (Tom Cruise) and Lt. Commander JoAnne Galloway (Demi Moore) would be faced with dilemmatic crisis between the duty to abide by orders and the humanitarian responsibility of acting in righteousness to reveal the truth and save the innocent colleagues. In the story, two men of the U.S. Marines distinguished as Pfc. Louden Downey and Lance Cpl. Harold Dawson are alleged to have committed murder on fellow Pfc. William Santiago at the Guantanamo Bay Naval Base. As Kaffee takes charge to defend the side of Downey and Dawson, during the course of investigation, he and Galloway are bound to learn of the ‘code red’ issued by a high-ranking officer who powerfully commands the naval base at Guantana mo. According to Capt. Whitaker, â€Å"A Marine corporal named Dawson illegally fires a round of his weapon over the fence line and into Cuban territory† (Memorable) and Santiago is perceived the risk of becoming a whistleblower to the incident so rather than granting the requested transfer off the base, he is to be kept on Guantanamo ground for training under the supervision of Lt. Jonathan Kendrick (Kiefer Sutherland). Kaffee figures, nevertheless, that Col. Nathan R. Jessup (Jack Nicholson) orders Kendrick the ‘code red’ via Downey and Dawson where Capt. Whitaker particularly confesses in evidence â€Å"Pfc. William Santiago threatens to rat on Dawson to the Naval Investigative Service -- Dawson, and another member of his squad Pfc. Louden Downey, go into Santiago's barracks room, tie him up, stuff a rag down his throat -- An hour later Santiago's dead -- The attending physician says the rag was treated with some kind of toxin† (Memorable). To analyze, Kaffee’s role as a seemingly unscrupulous junior Navy lawyer known to have not at the time gained pertinent trial-on-court experience is utilized to the advantage of Jessup though it is not meant to be divulged as such due to the fact that it only serves being a cover-up. Kaffee, in which case, is expected to understand this purpose and not ever question his disposition on transacting plea bargains which have been his normal line of task even with the assignment of defending the position of his clients who must be made to admit the sole fault of causing Santiago’s death. At the expense of Downey and Dawson, hence, the court proceedings with foul play should be carried out in favor of Jessup who is apparently the principal villain of the story. Then the turning point comes to Kaffee and Galloway as a challenge of whether to get by the typical rule of following instructions or protect the reputation of the two U.S. Marines from unjust ruin. This time, the inexperienced l awyer is caught between two opposing decisions in which choosing the right one would necessarily improve his unfulfilled character. In a conversation with his friend Capt. Ross, Kaffee expresses â€Å"

Organizational structures and cultures

Organizational structures and cultures Organizations are social arrangements for the controlled performance of collective goals. (Buchanan and Huczynski, 1991) The writer Chester Barnard (1938) used the example of a man trying to lift a stone which is too heavy for him. By getting together with another person, and combining their efforts, the man is able to move the stone. Organizational Structure:- Every organization to be effective must have an organizational structure. Organizational structure is the form of structure that determines the hierarchy and the reporting structure in the organization. Organizational structure shows information, flows from level to level within the company. It is also called organizational chart. Designing of Organizational Structure:- Work Specialization:- Work specialization is the key element of organizational structure and it refers to the degree to which tasks in the organization are subdivided in to separate jobs. In the work specialization the entire job is subdivided into different steps and each step have to complete separately by individual. For example: making of an automobile. Advantages of work specialization are that, employees skills can increases by doing one job again and again. It saves time and there is accuracy in production. It allows managers to supervise more employees. While the disadvantages are that, employees might get bored by doing same job again and again. Sometime if the person is on leave then no one can do his job, due to which absenteeism rises. Quality of work may suffer. Departmentalization:- Through departmentalization common tasks can be coordinated. In Departmentalization, work or individuals are grouped into manageable units. The primary forms of departmentalization are:- Functional Departmentalization Customer Departmentalization Geographical Departmentalization Product Departmentalization Process Departmentalization Chain of Command:- Chain of command is the formal line of authority, communication, and responsibility within an organization. According to classical organization theory the organizational chart allows one to visualize the lines of authority and communication within an organizational structure and ensures clear assignment of duties and responsibilities. In many organizations, the chain of command principle is still very much alive. Military is an example of straight chain of command which starts from a top to low level ranks. Span of Control:- In a business of more than one person, unless the business has equal partners, then there are managers and subordinates. Subordinates are workers controlled by the manager. Span of control can be:- Tall and Narrow:- The manager controls six or few employees. There is close supervision of the employees, tight control and fast communication. However, the supervision can be too close; the narrow span means that there are many levels of management, resulting in a possibly excessive distance between the top and the bottom of an organization. Flat and Wide:- A wide span of control forces managers to develop clear objectives and policies, select and train employees carefully. Since employees get less supervision, they are more responsible and have higher morale with a wide span of control. Flat and wide span of control is successful if employees have the awareness about their responsibilities and job tasks because managers are not able to have a look on each employee every day. Centralization and Decentralization:- Centralization and decentralization refer to the extent to which decision making power is devolved in an organization, or the degree of delegation of duties, power and authority to lower levels of an organization. Organizations which have a high degree of delegation of power are thought to be decentralized. Organizations which have a lower degree of delegation of power tend to be centralized. A decentralized structure often means power over both operational issues and strategic direction is devolved to lower levels in the hierarchy. Matrix Structure:- An organization which has a Matrix structure contains teams of people created from various sections of the business. These teams will be created for the purposes of a specific project and will be led by a project manager. Often the team will only exist for the duration of the project and matrix structures are usually deployed to develop new products and services. The advantages of a matrix include that, individuals can be chosen according to the needs of the project. Project team which is dynamic and specialist are brought together in a new environment to view problems in different ways. Project managers are directly responsible for completing their project in a specific time and budget. Whilst the disadvantages include: A conflict of loyalty between line managers and project managers over the allocation of resources If teams have a lot of independence can be difficult to monitor. Costs can be increased if more managers (i.e. project managers) are created through the use of project teams. Organizational Culture:- Culture basically refers to the norms, values and behavior adopted by the organizational members during the working. When the members of an organization join the organization they adopt particular culture of an organization. Every organization has different culture depending upon their situation of working and the nature of their business. From the culture of organization one can assume the operating environment and working behavior of employees. Types of Culture:- Power Culture Within a power culture, control is the key element. Power cultures are usually found within a small or medium size organization. Centralized Decisions making are found in the power culture organization. That person likes control and the power behind it. As group work is not evident in a power culture, the organization can react quickly to dangers around it as no consultation is involved. However this culture has its problems, lack of consultation can lead to staff feeling undervalued and de-motivated, which can also lead to high staff turnover. Role Culture Common in most organizations today is a role culture. In a role culture, organizations are split into various functions and each individual within the function is assigned a particular role. The role culture has the benefit of specialization. Employees focus on their particular role as assigned to them by their job description and this should increase productivity for the company. This culture is quite logical to organize in a large organization. Task Culture A task culture refers to a team based approach to complete a particular task. They are popular in todays modern business society where the organization will establish particular project teams to complete a task to date. A task culture clearly offers some benefits. Staff feels motivated because they are empowered to make decisions within their team, they will also feel valued because they may have been selected within that team and given the responsibility to bring the task. Person culture Person cultures are commonly found in charities or nonprofit organizations. The focus of the organization is the individual or a particular aim P2:- Analyze the relationship between an organizations structure and culture and the effects on business performance. Task for P2:- Here you will discuss how organization culture and structure affect the organizational performance positively or negatively. This should be attempted as a continuation of P1. Organizational Culture and Structure creates a number of various concepts, strategies, and situations which affect every level of planning when it comes to any type of hierarchical institution. The implications of organizational structure and culture apply to companies, corporations, charitable organizations, governments and even sports/organizations. Organization Culture and structure affects the organizational performance both in positive and as well as negative direction. In positive sense the organization culture and structure creates the distinctions between one organization from the other and also it defines the boundary role to the same organization. It provides a sense of identity for the organizational members on the basis of which the employees work betterly for the achievement of organization goals. This organization culture and structure can generate commitment of employees towards the organization. As the culture represents the norms and values of the society so it can enhances the stability of the social system inside organization. The organization which has a strong culture will have good working environment in which the employees shared different norms and values. The culture and structure also provides appropriate standards of working environment. The organization culture and structure shapes the attitude and beha vior of employees and it also serves a sense of making and control mechanism. Every organization has policies according to which the employees work by following certain rules and regulations. These rules and regulations of the organization can be bitterly formed by accessing to organization structure and culture. This organization structure also shows the responsibility for each employee which reflects that who will be reported to whom. Through strong organizational structure, the organization will have to make right decisions at the right time. The organization structure and culture has also negative impact on business performance. The same culture becomes liability when the employees do not agree to share their values with others which raise conflicts. When the organization environment is dynamic then this can affect the business effectiveness. If the organizational structure is complex one then the decision making process in that organization will be very slow and also there will be centralized decision making in which the lower level employees will not be entertained. P3:- Analyze the factors which influence individual behavior at work. Task for P3:- In this area discuss the factors that influence behavior at work, your answer should focus on personality, traits and types, its relevance in understanding self and others There are many factors that influence behavior at work for instance difference in opinions of individuals but the most important are personality and perceptions. Personality is defined as the characteristics and distinctive traits of an individual and the relation between them and the individual response to the situation and adjusts to other people. This include big five factors of personality dimensions known as OCEAN that influences behavior at work which is given in the table below. Personality dimensions and the poles of traits they form. Based on Costa McCrae (1992: 14-16, 49). Personality dimension High level Low level Neuroticism sensitive, nervous secure, confident Extraversion outgoing, energetic shy, withdrawn Openness to experience inventive, curious cautious, conservative Agreeableness friendly, compassionate competitive, outspoken Conscientiousness efficient, organized easy-going, careless Neuroticism is a measure of affect and emotional control. In the given table high level neuroticism shows sensitivity and nervousness those experinces negative emotions. They more frequently become unstable, worried, temperamental and sad. Resistant persons on the other hand need strong stimuli to be provoked where as low level shows confidence, emotional stability and active at their workplace. Extraversion dimension presence in high level in an individual shows outgoing and energetic. They are physically verbally active. The opposite of extraversion known as introverts or low level presence tend to be more independent, reserved, steady and like being alone. Extraverts are adventurous, assertive, frank, sociable and talkative. Introverts may be described as quiet, reserved, shy and unsociable. Openness to experience is a measure of depth, breadth and variability in a persons imagination and urge for experiences. Individuals with a high openness to experience have broad interests, are liberal and like novelty. The preservers with low openness to experience are conventional, conservative and prefer familiarity. Agreeableness individual can be described as altruistic, gentle, kind, sympathetic and warm. Person with high level are friendly, compassionate and able to work in team. Whereas low level are more competent and outspoken. Conscientiousness is scale of goal oriented and control over impulses. Individual with high level are more organized and efficient. They focus on limited goal and strive to achieve these goals. The focused person concentrates on a limited number of goals but strives hard to reach them, while the flexible person is more impulsive and easier to persuade from one task to another. The more conscientious a person is, the more competent, dutiful, orderly, responsible and thorough. Personality can be regard as the most complex aspects of human being that influences behavior in big way. Personality traits offer an opportunity to the organization to understand the individuals behaviors and directing their effort and motivating them for the accomplishment of the organizational goal P4:- Analyze how organizational theory underpins principles and practices of organizing and of management. Task for P4:- Discuss the major organizational theories and discuss their salient features (focus on functions of management, managerial roles, and managerial authority) Please see the course contents for detail. Management The attainment of an organizational goal in an effective and efficient manner through planning, organizing, leading and controlling organizational resources. Planning It is the on going process of developing the business mission and objectives and determining how they will be accomplished. Planning includes both the broadest view of the organization, e.g. its mission, and the narrowest, a tactic for accomplishing a specific goal. Organizing Establishing the internal organizational structure of the organization. The focus is on division, coordination, and control of tasks and the flow of information within the organization. It is in this function that managers distribute authority to job holders. Commanding Fayols called this maintain activity among the personnel, it involves instructing and motivating subordinates to carry out tasks. Coordinating This is the task of monitoring the activities of individuals and groups within the organization, reconciling differences in approach, timing and resource requirement in the interest of overall organizational objectives. Controlling It is a four step process of establishing performance standards based on the firms objective, measuring and reporting actual performance, comparing the two and taking corrective or preventive action is necessary. Managerial Roles A role as defined as an organized set of behaviors belonging to an identifiable office or position. Thus actors, managers and others play roles that are predetermined, although individuals may interpret them in different ways. Interpersonal Roles Figurehead The manager is a symbol, obliged to perform a number of duties. He represents the organization in various ceremonies etc. Leader Managers select and trained the team members. He/she used to motivate the team to achieve pre defined goal. Liaison Manager duty is to communicate with people outside the work unit trying to coordinates two project groups. Informational Roles Monitor The monitor involves seeking current information from many sources. The manager acquires information from others and shares it with concerns people to stay well informed. Disseminator The managers send external information into his organization and internal information from one subordinate to another. Spokesman The managers transmit information out to his organizations environment to speak on behalf of the organization. Decisional Roles Entrepreneur The manager acts as initiator and designer of much of the controlled change of the organization. By using the monitoring role, he seeks opportunities, sees problems, and initiates actions to improve situations. Disturbance Handler The manger role involves resolving conflicts among subordinates or between the managers departments and other departments. Resource Allocator This role of manager involves deciding about how to allocate people, time, equipment, budget and other resources to attain desired outcomes. Negotiator Managers participate in negotiation activities. Managers represent department during negotiation of union contracts, sales, purchases, budgets, represent departmental interest. Managerial Authority The formal and legitimate right of a manager to make decisions, issues, orders and allocate resources to achieve organizational goals and objectives. Managerial authority is the position that empowers a manger to exercise command and control over those placed under him for realization of the assigned role in an organization. Originally, the overall authority is centrally vested in person of the manager. However, it is not possible for a single man to effectively execute and monitor each and every task. Therefore various functions with a suitable quantum of authority are devolved downwards to concerned subordinates for better and convenient output. The practice also provides a rationale for organizational Tree specifying various powers and responsibilities in both vertical and lateral hierarchy. P5:- Compare the different approaches to management and theories of organization used by two organizations. Task for P5:- This will be the comparative analysis of the two organization, you will do the comparison with another organization (assigned to another group). This will be covered through the presentation. You must give soft and hard copy of your presentation to the teacher. Functional Theory Followed by SNGPL:- Organizations must make choices to organizational approach how to perform their work. There are five common methods used by management to perform work i.e functional, divisional, matrix, team, and networking. Each organization have follows different ways according to their needs and requirements. For instance Sui Northern Gas Pipe Line uses functional approach which is the simplest form of organizational structure. Below is an example of management of sui northern In functional structure approach the features are well defined the channels of communication and responsibility. By following such structure by SNGPL it improves productivity, minimizes duplication of employees and also simplifies training of employees. There are some drawbacks of functional structure approach as it is narrowed perspectives which causes reduce cooperation. Decisions are slow to take place because of many hierarchy layers in which authority is more centralized. This kind of structure only gives employees experience in only single field they dont have the opportunity to oversee all the firms operations. Divisional Theory Followed by Disney:- On the other hand management of Disney follows divisional structure compare to sui northern to keep track of their operation. Below in an example of Disney management structure. In large firms like Disney its difficult to keep track of all the activities for that purpose specialized departments are developed which is divided according to the organizational output this grouping of organizational structure are called divisional structure. It makes performance easier to monitor which allows managers to better focus on recourses and results. This kind of structure may cause duplication and create competition among the division due to limited resources. M1:- Discuss the organizational structure and the prevailing culture in the Organization under study. Also discuss how the structure and culture affect the performance of the business. Task for M1:- This task should be taken as continuation of your answers to P1 and P2; Here you will discuss what is the prevailing structure and culture in the organization. This will be seen with the view that you can see the application of the concepts in real life. Organization Structure and Culture in HBL and UBL Culture and Structure of HBL:- Organizations have their own structure and culture. If there is any informality in the organization culture and employees believe that they are a part of organization then behavior effect positively. Culture and structure is very important for an organization in a culture there are many people belong to different groups and the structure of organization is made from the people if there is unity of command, Span of control and intrinsic motivation so it effect the motivation level of the employees. In organization if they have a good culture and they have the good social norms, values and ethical behavior so culture automatically control behavior .Culture is develop by good social norms, good contents, good peer group and culture cannot be reinforced, it is link with the inner behavior and change is also continuous process. In organization good and positive behavior controls the culture aspects. Culture also pushes the member to behave in a way that is counter to the formal mission an d goals of organization but it can be changed through inter personal skills and good behavior. In organization good, positive and progressive culture and structure is shared among the people. Organizational structure is the way in which the interrelated groups within and organizations are set up to allow them function smoothly from a large stand point. The two main purpose of successful organizational structure is to ensure effective communication between various parts of the company, as well as to increase coordination between different departments. Culture Structure of UBL Culture and structure is important in organization but each organization has their own structure and culture. According to this organization, there is not a specific culture in organization but through employees and their related environment culture is develop. They develop their own culture according to their own requirement. Culture controls the behavior of employees according to their nature which accepts the efforts to that culture. They develop that culture which they need. Culture depends upon the nature of employees it develop the behavior of employees according to that culture. Culture does not remain the same but the unwanted culture will changed according to mew environment. In organization culture is made when employees share their own culture. In this organization the bureaucratic structure is used .Employees r not involved during taking of the decision they are totally depended upon the orders of their boss. Through structure it is easy for the organization for placement of employees, staffing and they also know how many employees are required for the jobs in organization. In the absence of structure some difficulties occurs for the organization that how many employees they need for the job and how they control the organization. Factors Influencing in Both Organization Culture and structure is important in each organization because through good culture there is friendly environment between the manager and employees. And through good structure the organization runs fast towards its objectives and can achieve the goals easily. In both organization culture developed by sharing their own culture which is very effective for both organization because by communication with each other and sharing their views least conflict occurs between the employees and manager. Through this friendly environment occurs which helps organization to run as high as they want. In organization the bureaucratic structure should be avoided and during decision making employees should involved because under this structure employees cannot work by their heart. They take their work as a burden. Under this structure organization cannot run towards there goals as fast as they need for their success because employees are not motivated by this structure they do not share their views, th eir ideas among them selves. This structure has negative effect on organization. It can be good thing in small doses especially in tackling issues that will become recurring themes in large businesses. Through good culture and structure employees are motivated and they share their new idea. They help each other and also solve the problems of organization. A fully healthy organizational culture and structure is exactly what should be expected when all is functioning normally M2:- Discuss what approach of management adopted by the organization, with Focus on management functions, roles and authority. Task for M2:- Here you will apply the concept of organizations theory and what is being discussed in P5 and apply your knowledge to the organization under study. Management Functions:- Planning:- Objectives of HBL Following are some main objective of HBL To earn profit for the Bank itself and maximize its shareholders value. To provide solutions for multiple requirements of clients of diverse financial nature To manage with the changing trends of the modern day financial market To be a diversified bank by offering all basic consumer services and specialized services Honest and ethical conduct, including ethical handling of actual or apparent conflicts of interest between personal and professional relationship. To provide employment opportunities to people To help in development and industrialization of the country Mission Statement:- To make our customers prosper, our staff excel and to create value for shareholders. Leading functions in HBL:- Motivation:- Managers of HBL motivate the employees by providing free medical treatment, free education and incentives to them. Resolving Conflicts:- Managers of HBL always try to resolve conflicts among employees. Giving importance to their opinions. Giving new ideas for solving problems. Sometimes giving group tasks to employees. Managerial Authority In HBL CEO Give orders and issues polices to the managers. Then further the managers forward these instructions and policies to their subordinates and so on. All of them accept and obeyed those instructions/polices/orders. Managerial Role:- Spokesman: Spokesman of HBL attending the seminars outside the bank and negotiating with the people in banking issues. D1:- Discuss what problems the organization can face in the performance areas and what is your suggestion/solution to the problem. Task for D1:- You must identify some problems observed regarding organizational structure and culture (there is no organization which is flawlessly perfect). You will give your recommendations and justify your recommendations in light of the management knowledge you have gained in the class. Problems:- The basic objective of organizational structure is to establish a network of relationship among the different level of employees. When the structure becomes so tall and complex one then the problem arises that how those employees will keep a permanent network of relationship. This problem will also have certain impacts upon the decision making process of an organization. The organization structure also keeps coordination between different departments/units. Sometimes the responsibility of one unit mixes with another unit which affects the units in achieving their goals as in case of selling and marketing department. Through organizational Culture the employees shares the values, belief, norms and symbols during working. The problem arises when there is diversity of work force. Problem arises when culture is dynamic. Rituals, stories, symbols, ceremonies and also the rules of organization form the culture of organization. These all are subjective in nature and having different perceptions during different timing so sometimes the problem arises that it misguides an individuals. Recommendations:- The organization should focus on participative and pre active work of management through which the organization can easily analyze the problems. The participative approach will also be effective in keeping relationship among the employees and as well among the different unit of organization. When there will strong relationship then the decision making process will also be quick. The organization should focus on training and development in order to guide the employees regarding the culture of organization. Through training and development the employees will come to know about the norms, values, beliefs and symbols which should be adopted during the working. In order to minimize the problem related to workforce diversity the organization should guide their employees by having a dynamic culture. D2:- Discuss your recommendations which should use the synthesis of different approaches, this should also include the convergent and lateral thinking. Task for D2:- In this task you will come up with recommendations for the organization theory for the organization. We will encourage amalgamation of two or more approaches considering the environment in which the organization exists. In addition we will also appreciate your approach towards the solution you are recommending as it should a) solve the organizational problem, b) should also consider the internal and external environment requirement. Approaches followed by the Managers:- There are different approaches which are followed by the managers in order to solve the problem arises inside an organization. There are many factors which will determine the structure and culture of an organization. If the organization size is so large then it will be difficult for the organization to keep the structure tall. The management encourages the flat structure and decentralized decision making for those large organizations for the smooth operation of an organization. On the other side if the size is small then it will be better to use the tall structure and centralized decision making. Assessment Brief Unit and Assessment Details Course Title: HND Business Unit Name: Organization and Behavior Assessor: Ms. Neelam Marwat Internal Verifier: Mr. Sajid Fahim Assessment Titl