Saturday, August 31, 2019

Confession of a Former Drug Addict: Learning the Value of Family

Confession of a Former Drug Addict: Learning the Value of Family Misguided Youth â€Å"Oh now that I think back about it, I was really stupid when I was young and that my mother is really unfortunate to have a son like me! † Kong said as he ended with a short embarrassed laugh while he recounts the past he isn’t exactly proud of in mandarin. Kong, 36 , had spent most of his youth in and out of the drug rehabilitation centre and prison. His parents separated while he was still young and their mother decided to bring him and his younger brother along to move into their grandmother’s place at Ang Mo Kio.Kong was the eldest among the grandchildren left in his grandmother’s care. With his mother busy at work to support the family and his grandmother busy attending the younger kids, the mischievous boy always finds the chance to sneak out of the house. It was then when he got acquainted and started hanging out with the older kids around his neighborhood. These a re the friends that very much influenced and helped mold him into a teenage delinquent. â€Å"I was encouraged by them to join their gang, to skip school and hang out with them.And it was then when I learn how to shoplift, cutting chain off bicycles to steal, extorting money from other kids and getting into fight for the most minor reason, just for the sake of getting into trouble and seeking thrill out of it. †, Kong explained how he was a wayward boy that followed whatever his peers instigated. â€Å"And it felt really good to be part of the gang and ‘cool’ to be doing things other normal ‘good’ kids didn't dare to do. † It was then when young Kong’s misbehaviors and actions, prove that it can have direct consequence on his family, and the first to experience it was none other than his younger brother.Both brothers were studying in the same neighborhood secondary school. Kong’s truancy and bad records kept piling up and finally one day, he even threatened to hurt the school’s principal while being called to discipline. That’s when the school decided enough is enough, and Kong’s expulsion was announced. But not just him alone, his younger brother was to be expelled along with him. Sure the younger brother wasn’t exactly the good obedient student, had been seen around Kong, caused some mischief and playful enough to skip school occasionally.But he never crossed the line or got involved with Kong’s unlawful activities. Still, the school found these reasons enough to get the siblings off their ground permanently. â€Å"The principal felt that because he’s my younger brother, he’s nature is surely as bad as me! Just because he’s my younger brother. † Kong said while shaking his head slightly. â€Å"You may think that’s unfair but things were different back then during that time. Now if something like this happened nowadays, you will see the principal and school getting onto news! † Kong ended with a laugh. From Bad to WorseHis mother and grandmother blamed him for dragging his younger brother into that situation because of the troubles he brewed and being a bad influence. But this incident didn’t make Kong reflect on his actions. He didn't think of it as a big deal. He didn’t care about anything. The teenager’s rebellious nature only served to take things for the worse. Soon after getting expelled from school, he soon finds himself experimenting with drugs. It was the norm as people around him were doing inhalants and drugs. The first he experimented was glue sniffing. Then he moved on to trying out ecstasy and heroin etc.Experimentation turns into dependency. The addiction works in an insidious way, it crept in and slowly took over Kong’s life before he realized. Days of drug taking ritual turned to weeks, then months and years. It seems like Kong wasn’t the one controlling th e drugs, it was the other way round. Spending his life in a drug-fuelled haze, it revolved around being troubled over where to find money to support his next supply of drugs. Keeping up with the addiction proof to be not cheap. Although he had joined and worked for the lion dance troupe that was associated with his gang, it wasn’t enough to keep up with his expenses.To satisfy with his drug cravings, he resorted to theft and robbery, even stealing from his family. The one he hurt most during this period was his mother. Seeing her cry because of him was nothing new. His desperation for drug even made him turned his hand on his very own mother. Kong recalls that particular incident that he will feel bad for as long as he lived, â€Å"This one time I was having this great urge for drugs, but I didn't have money with me, I ransacked the house and approached my mother in the kitchen. But she wasn’t willing to hand me any money and was screaming at me to quit.I got impatien t and this sudden surge of anger rose up and I exploded,† He slapped his own mother across the face. Kong then continued remorsefully, â€Å"I was an unfilial and disgraceful son. Unfit to be human for hurting my mother like that. Like what they say, I deserved to be struck down by lightning. † Relatives chided him as being ‘useless, and a shame to the family. ’ Kong ended up caught and admitted to the drug rehabilitation centre. After his release, Kong was still mixing around with the ‘bad’ group of friends as he felt being shunned by the society and this was the group of people most accepting of him.He couldn’t stay clean and soon fell back to his old ways after gaining freedom. He was sent back to the drug rehabilitation centre once more for relapse. â€Å"I was stubborn and self-centered. I didn't really try hard or be determined enough to change my life. I just thought I was unlucky to be caught the first few times. ’ Kong s ays. He continued his old ways, involving in gang fight and robbery with hurt. He was sentenced to imprisonment for a total of 7 years and given 10 strokes of cane. Turning PointWhen he was finally released from Changi Prison, Kong, 30 by that time, felt that he had already wasted a large part of his youth. He made sure to remind himself of the guilt and shame. The heart wrenching moment etched in his memories when he saw how his mother broke down in tears when he was sentenced, how his aged grandmother with declining health having to make her way to visit him in prison over the years. â€Å"I robbed my mother for years because of my rebellious nature, because of my selfishness. All I did was lying and being dishonest with everything they confronted with me.I never thought about the damage I imposed on my family because of my actions. I took advantage on how they dote, only to make them heart-broken. † Kong confessed. Now, he deeply understands for mistakes he made, he wonâ⠂¬â„¢t be the only one paying his dues. His family and loved ones will inevitably bear his consequences one way or the other. Among the tattoos that he was inked over his body during his rebellious younger days, he is now sporting a ‘sak yant’ on his back, a traditional form of tattoo normally performed on followers by Buddhist monks in Thailand.He decided to embrace Buddhism and was on a religious trip to Thailand to receive a ‘sak yant’. But the tattoo wasn’t what he received. It was there where he got to know this local young woman from Chiang Mai, who soon became his wife. Kong and his wife now have two young daughters. Unfortunately, their first daughter Elina, 6, is diagnosed with minor autism and currently attending a special school. But their younger daughter has an even more unfortunate fate. Rita, now 3, was born with a severe spinal deformity which was curved at 80 to 90 degree in ‘S’ shape.She is the youngest and one of the m ost serious cases of congenital scoliosis in Singapore. Two titanium rods each 15 cm to 20 cm long was inserted into her body to straighten her spine and ribs when she was 2. Every six to nine months, Rita will have to go through operations until she is 14 years old, to expand the rods allowing growth. Being the sole breadwinner of the family, Kong currently works as a cargo assistant with a monthly salary of $1600. He tried to working overtime whenever possible so as to provide more support to his family.He was able to cover more about half of the medical expenses from his own Medisave and Medifunds for Rita’s medical expenses. He shared how he learnt humility and helpfulness receiving help from relatives and donations arranged by the hospital. â€Å"Sometimes I think that maybe it’s because of my past deeds, it might have been my karma that caused even my daughters to have to suffer. Being a father made me realized how much the heart hurts when parents see their chi ldren suffer, like how my mother used to feel.Even now, I haven’t revealed all Rita’s condition to my Thai wife. I’m worried she may not be able to take it. Sometimes she will cry while looking at the long deep surgery scars running on Rita’s back. .† Kong said. â€Å"I’m really grateful for my family and relatives who knew of my past, but still accepted me, loved and cared for my daughters as their own too. † Kong added. Even though life may not have turn up perfect, family is now the fuel and motivation for Kong to not turn back his old ways, to be a responsible father and son.

Own Philosophy on Education

My Philosophy on Education I admit that writing my own philosophy on education had me thinking tort quite some time. There has been a number of questions that emerged In my mind while pondering on coming up with my own philosophy. I asked myself why I want to teach, who I am going to teach and how I will become a future educator to these students. Hence, I first defined what an education theory meaner to me and Imagined a teacher I had that I look up to. Consequently, I hope can express my philosophy with the thoughts I have gathered.Personally, I consider the teaching profession as an honorable profession. It is through this profession that millions of learned men have become great professionals excelling on their own fields of expertise. With this, I can say that the teaching profession is a vital part of our system as it acts as the vehicle where one imparts knowledge to others. Furthermore, I see learning as acquiring knowledge or experience, This said acquisition is not only lim ited within the four corners of the room but is also experienced right outside the school – the environment.Students – believe that these are beings with Innate knowledge. They are not empty vessels, but are bodies that have this â€Å"natural knowledge†. Realizing that they have this what I call â€Å"natural knowledge†, it is l, the future educator, to come up with strategies and techniques that will trigger in awakening this knowledge and provide castles to have this developed Into something bigger, better, more productive and essential for the learner. When I was still a student, particularly In the university, was more motivated to teachers that were very friendly and approachable In and outside class.Moreover, was motivated with a classroom environment where I could feel a friendly intention among my classmates and cooperation and participation were both highly practiced and valued. Thus, can say that I am motivated with having a friendly teacher th at creates a competitive environment focused on cooperative learning in class. With regards to learning, I do not expect students to have a full understanding of a certain lesson within a forty-minute or an hour class. I expect that they understand, but the absorption of such information should be reinforced by giving short tests and quizzes on the following days to come.Running a class is a difficult task. When I run my own class, I will make it sure that there is a friendly environment between me and my students. However, I will not let respect and the importance of discipline be compromised with the environment I will be creating. Inside the class, will let students be exposed in learning environments where they can easily grasp the ideas by providing them meaningful and real elite accusable. As an educator, I believe that I have the responsibility In shaping the minds of the young, developing their cognitive and psychosomatic skills, and making them Into expansible individuals o f this country.My goal for my students Is to have them develop the â€Å"love for learning†. I strongly believe that when students love learning, they will learn to appreciate any lesson regardless to its TTY. For me to attain this goal, I will have them do activities that are connected and useful in their daily lives. I want to create a classroom environment where students have the equal chance to learn, be heard, and participate in any classroom undertaking. In a nutshell, as a future teacher, I am somebody who will see every potential Roth in students that they can be the best.I believe that every student has the responsibility over themselves that they can do their very best in surviving in the world. I see students as free beings; however, they have to be responsible enough to stand on their decisions because in anything that they do, it is their choice that they have made and they should know the pros and cons of it. I firmly believe that every individual can learn and one's knowledge is developed through the educator and the environment around him or her.

Friday, August 30, 2019

McKinsey Case Study Analysis Essay

This paper applies the management by objective (MBO) philosophy of Peter Drucker to the case study analysis of McKinsey and Company (McKinsey). Founded in 1926 by James â€Å"Mac† McKinsey, a University of Chicago professor, the firm started as an accounting and engineering consultancy agency, which experienced rapid growth. This paper is a plan that outlines key aspects of MBO and how it will have both positive and negative effects when applied to the McKinsey case study. Mac recruited experienced executives and trained them on an integrated approached he coined as the General Survey Outline (Mintzberg, et al., 2003, p. 319). Over the years, the firm’s general approach to consultancy lacked specialized knowledge concerning industry competencies. This paper brings into focus McKinsey’s potential to make a paradigm shift, and provides recommendations to implement MBO to increase the organizations effectiveness internationally. The leaders of McKinsey wanted to transform the firm of practice development, (â€Å"snowball making† the internal name) to client development (â€Å"snowball throwing†). To achieve this, the concept of general practitioners would have to change in order to keep up with technology and the global marketplace. The paper provides recommendation to aide McKinsey in development, capturing, and leveraging company assets worldwide. McKinsey and Co. Case Study Summary The McKinsey and Company case study is a presentation of the management of knowledge and learning by a large consulting firm. The case study discusses  the founding and evolution of the company under the direction of a group of professional educators and executives. The company has served as a consultant to elite firms focusing on issues important to top management for 70 years. The long history of the company is described with the addition of tables and charts to depict 20 year growth rates, mission and principles, areas of practice, and functional groups. Succession, employee growth and development; expansion, and shrinkage are explained in detail within the case study. The company expanded from the original small organization to one of global proportions and significant stature within the industry. The focus of the text is to depict the management and evolution of the firm through the periods of change and discuss future decisions and direction under a new managing director. Key Aspects of Drucker’s Philosophy Peter Drucker is recognized as the founder of modern management. He advocated for autonomy, participatory democracy, and doing what one wants. He promoted the creation of a pluralistic institution of a free society that functions and performs. In searching for finding an answer to how individual freedom can be observed in the corporate society considering the power executed by the managers; Drucker developed the managerial philosophy called management by objectives (MBO). According to Hoopes (2003), managers communicate to their subordinates the goals and objectives based on what is required by the organization; consequently, enabling their subordinates to have autonomy and be responsible for what they do at work. Drucker created this philosophy of management with the purpose of giving employees the opportunity to achieve freedom and individual responsibility in an organization. In past articles Drucker had defined freedom as â€Å"a responsible choice†¦between†¦act one way or another† (as cited by Maciariello, 2005). In addition, Drucker defined the concept of responsibility by stating that responsibility has an external component that involves _accountability to a person with authority_ and an internal component that involves _commitment_. Both making responsible choices and be accountable and committed to the person who has authority are the keys for an effective MBO. According to Maciariello (2006) Drucker believed that â€Å"leadership is taking responsibility for results† (p. 29) and that the leader is expected to show integrity and be a role model for others to follow. Regarding the leaders’ responsibility, Drucker stated that the CEO is the only one who can align the internal environment with the external environmental to make certain that the organization understands the demands of the external environment [_market, customers, and competitors_]. Drucker’s stated that the most important rule in business is to serve the consumer (Lafley, 2006). In addition, Drucker believed â€Å"in the power of strategic ideas and making clear choices†¦. [and that] the only way you can manage change is to create it† (as cited by Lafley, 2006, p. 7). Finally, as the founder of modern management, Drucker viewed organizations as a â€Å"means through which people find access to social status, community, achievement, and satisfaction [and the leaders as having] the responsibility to ensure that jobs are fulfilling and that individuals contribute fully† (as cited by Lafley, 2006, p. 7). Positive Aspects of Strategies Applied If McKinsey and company were to apply the management theory of Drucker they would identify several positive outcomes related to the management by objectives aspects. The company had experienced expansion into a global market and many changes in management and structure. The company was staffed by professionals with few levels of authority and, according to the case study, run more by consent than decree. The consultants worked within a matrix arrangement with a professional core and contractual element in its operations. The application of MBO would increase the performance of the organization by positively identifying the objectives of each employee and their relationship to the objectives of the organization. Francis and Bolander (1976) claim that relationships between corporate and employee objectives are vital to a positive outcome for any business. Under management by objectives employees would receive input that would help identify their objectives and time lines for implementa tion and closeout. Greenwood reiterates Drucker’s theory that â€Å"objectives are not given, are not obvious, are not something that everyone knows† (p. 229). Another  provision of the Drucker theory is the continuous tracking of the process and continuous feedback. This feedback is valuable in increasing the productivity of the employee and their completion of tasks. With all McKinsey managers participating in the development of the strategic plan and cascading the goals and objectives throughout the firm the positive impact of management by objectives would be evident. Francis and Bolander (1976) describe the positive outcomes of management by objectives as improved communication, increased motivation, reduced conflict between roles, and attention focused on results, not activities. With the adoption of Druckers management by objectives McKinsey and company would experience the positive outcomes described by Francis and Bolander. Outcomes of Implementation Using Drucker’s theory of management, the evolution of the management styles practiced in the McKinsey and Co. were based on decentralizing the centers. Once managers established and announced the goals of the organization, they left it up to the leaders operating in each of their offices to practice their own leadership styles to achieve the goals. They called this strategy â€Å"practice leadership† (Mintzberg, Lampel, Quinn, and Ghoshal, 2003, p.322). The management styles implemented were based on the underlying principle of Drucker’s theory of using power top-down. The results of the implementation were significantly positive and led to the emergence of management concepts that we see commonly used today, making McKinsey the industry leader of setting numerous industry trends as explained: (a) Knowledge Management – â€Å"Knowledge is the lifeblood of Mckinsey†. (Mintzberg, et al.,, 2003, p.319). Managers at McKinsey developed a process of knowledge management wherein the task of knowledge management had to be each individual’s responsibility and not just that of the team manager or leader. (b) Knowledge Sharing – By the use of publishing their key findings, employees were able to learn and communicate from each other and understand how processes worked best and most efficiently. (c) Online repository of knowledge – The success of their knowledge sharing documents and papers led manageme nt to develop an online repository of information wherein centers across the globe could access  common data and information that was entered by employees from these centers. This module made a significant impact on the communication among individual centers and the organization as a whole. (d) Identifying Best Practices – With improved communications, managers were able to access information and identify best practices that helped improve the efficiency of their applications and systems. Identifying best practices also led to the creation of establishing benchmarks that further assisted enhance and improve defects in processes. (e) Inter-office bulletins – The introduction of interoffice bulletins and papers led to the development of newsletters and e-letters that modern organizations use today to communicate with their employees globally. (f) Building Customer Loyalty – Using client relationships and training specialists to build relationships with their clients, McKinsey was one of the pioneering organizations to introduce the concept of customer loyalty. Managers trained their employees to focus only on the clients they worked with and provide then with world class quality service. The idea was to gain the customer’s business for life. This concept brought in recurring revenues for McKinsey and also helped create a loyal customer base that enhanced McKinsey’s image by in the industry by word of mouth. (g) Focus on Informational Literacy – The rapid increase in the rate of information literacy made it imperative for employees to be trained and kept abreast of new technologies and offerings that helped them sell better, communicate effectively, learn faster about new products and services, and enhance their own skills. (h) Employee growth and enhancement – Managers at McKinsey saw the value in retaining their workforce by providing the training and helping them hone their skills to perform efficiently. They paid attention to their employee’s growth patterns and career paths and assisted them in developing their profiles so they could move them laterally or higher up in the organization without having to search for someone from the outside. This also helped build the employee knowledge base that could be transferred or shared with one another when needed. One of the negative aspects of the evolution was that the organization grew too fast. Secondly, the organization became a victim of technology where most of the teams were virtual teams leading to lack of direct interaction. Finally, the decentralization of each business unit, across the globe, led  to each unit creating their own processes using the same applications, which resulted in more time being spent in determining best practices of successful processes. Recommendations â€Å"A change leader sees change as an opportunity. A change leader looks for change, knows how to find the right changes, and knows how to make them effective both outside the organization and inside it† (Drucker, 2000 as cited in McKenna, 2006). These words spoken by Drucker were as if they were meant for Mr. Gupta as he reviewed the progress of McKinsey & Co. Growth had been meeting expectations and they were being rewarded handsomely by the market but Mr. Gupta had begun to question whether McKinsey & Co. was, in Drucker’s terms, not just getting things done but getting the right things done.. He questioned, â€Å"If this represented the tip of McKinsey’s knowledge and expertise iceberg, how well was the firm doing in developing, capturing, and leveraging this asset in service of its clients worldwide?† (Mintzberg, et al., 2003, p. 319). After all this was the second component of the McKinsey Mission Statement. No where had this rang truer than in the halls of McKinsey & Co. They had experienced tremendous growth and change over the decades and like many others saw their share of recessions but they had continued to grow into their present International stardom in spite of it all. Drucker, would concur with Mr. Gupta’s questioning their success irrespective of their huge windfalls. He would caution others in that success is not inevitable or forever and can quickly evaporate if one’s focus is not on the right things. Drucker, wrote of the knowledge worker, a description that applied to most, in the 21st century and he spoke of the importance of efficiency but more importantly about getting the right things done. This was the obvious question that was plaguing Mr. Gupta. He cited three intersecting concerns of the knowledge-driven age that were making the task more difficult and complex. He wondered if his initiatives would be enough. The first concern rests in the amount and rate of change.  Second, the increasing expectations and expertise, and finally, the firm’s success itself contributed to the difficulty, in linking and integrating the consultants and the worldwide offices. Drucker, in writing on what executives must do would applaud Mr. Gupta for his foresight. â€Å"Drucker wrote of ‘five habits of the mind’ that executives must acquire†: (a) knowing where their time goes. (b) Focusing on outward contribution. (c) Building on strength- their own and others. (d) Concentrating on the few major areas where performance will provide outstanding results. (e) Making effective fundamental decisions (McKenna, 2006, p. 4). The outcomes as highlighted above, those stated by Mr. Gupta, along with the Practice Olympics were a beginning and answer to the question of whether McKinsey & Co. were on the right track. They were not only aligned with the five habits as outlined by Mr. Drucker above but were also realigning with the Mission Statement of McKinsey & Co. which stated, â€Å"McKinsey Mission: To help our clients make positive, lasting, and substantial improvements in their performance and to build a great Firm that is able to attract, develop, excite, and retain exceptional people† (Mintzberg, et al., 2003, p. 321). The only additional recommendation not covered in Mr. Gupta’s initiatives but an underlying principle was that growth had made it impossible to link the knowledge and expertise of the organization. This barrier could be easily addressed within the two-tiered career path he proposed. Allowing for ‘intrapreneurship† to flourish and â€Å"to let 1,000 flowers to bloom (Gluck, 1991, as cited in Mintzberg, et al., 2003, p. 324) would be a way to not only ensure the future success of McKinsey & Co. but would also be a direct link back to the philosophy of Mr. Gluck, a former and highly successful Managing Director of McKinsey & Co. Conclusion This analysis of McKinsey illustrates how MBO can serve as a change agent to  help the organization continue to grow in spite of recessions over the years. The implementation of MBO has its negative and positive aspects, yet in a broad since of theories, the positive outweighs the negative. McKinsey is able to live its mission to help clients make positive and lasting improvements while retaining exceptional people. In conclusion, although the organization grew extremely fast and became victims of technology, the implementation of Peter Drucker’s, MBO could increase the firm’s efficiency for two main reasons. First, it reduces conflict between roles and focuses on results. However, most notably, MBO improves communication, increases motivation and the McKinsey team transforms into snowball makers (practice development) and snowball throwers (client development) worldwide. References Francis, J. G., & Bolander, S. F. (1976). MBO and the small organization. _American Journal of_ _Small Business,_ _I_(1),1-6. Retrieved March 8, 2007, from EBSCOhost database. Greenwood, R. G. (1981). Management by objectives: As developed by Peter Drucker, assisted by Harold Smiddy. _Academy of Management Review, 6_(2), 225-230. Retrieved March 8, 2007, from EBSCO host database. Lafley, A. G. (2007). What Drucker taught me. _Leadership Excellence_, 24(1), p. 7. Retrieved March 6, 2007, from ProQuest database. Maciariello, J. (2005). Peter F. Drucker on a functioning society. _Leader to Leader_, 2005(37), 26-34. Retrieved March 7, 2007, from Academic Search Premier database. McKenna, Joseph F. (2006). _Drucker in December_. T & P; Tooling and Production, 72(12), p. 4. Retrieved March 16, 2007 from EBSCOhost Research Database Mintzberg, H., Lampel, J., Quinn, J.B., & Ghoshal, S. (2003). _The strategy process-concepts,_ _contexts, cases._ Upper Saddle River, NJ: Prentice Hall.

Thursday, August 29, 2019

Discussion essay in anthropological topic Example | Topics and Well Written Essays - 500 words

Discussion in anthropological topic - Essay Example The Homo habilis were the earliest of the genus Homo. The transition from Homo habilis to erectus came along with some cultural and physical changes (Grine & Fleagle, 2009).Their body size increased considerably, most likely due to the climate changes and a higher intake of protein from meat. Further, their body proportions were altered, arm length reduced, and the length of legs increased to mirror a more contemporary form of bipedalism. Homo erectus brains were larger reflecting greater intelligence, which enabled them to use refined tools or the Acheulian tools. Such tools were for scavenging and hunting. Homo erectus were the first species to move out of Africa, with their fossil remains discovered in Europe and Asia, showing that this migration came shortly after their first appearance. This can be dated between 1.8 million and a million B.C. They were capable of some speech, although not close to modern language and likely had no grammar. Generally, Homo erectus are often said to have existed until up to 250,000 B.C, and its fossils dated as late as 10,000 B.C. (Nunn, 2011). The species that existed between approximately 500,000 and after 100,000 B.C are referred to as â€Å"archaic Homo sapiens,† a transitional process from the Homo erectus. The â€Å"archaic Homo sapiens† existed in Africa, parts of Asia like China, and Germany and Belgium in Europe. They could deal with cold better that the rectus. Several names have been identified with these transitional forms, usually in relation to where the fossils were discovered. However, the Homo neanderthalensis or the Neanderthals who were the cold-adapted European varieties of the archaic Homo sapiens, were the dominant ones (Grine & Fleagle, 2009). The question of how precisely to classify the Neanderthals relates to the mater of whether they had the ability to interbreed with modern Homo sapiens. Thus, to refer to them as Homo sapiens neanderthalensis would

Wednesday, August 28, 2019

Lesson Plan Creation Assignment Example | Topics and Well Written Essays - 750 words

Lesson Plan Creation - Assignment Example During this lesson, the teacher will have to denote that their students have different capabilities, and come from different cultures. For example, some students are slow learners, while others are fast learners. On this basis, there is a need of developing a program that will carter for all these diverse needs. The standard for passing this unit, is for a child to receive at least a score of 50% and above. The child must also be able to identify not less than seven colors. If a child manages to get these points, then the lesson under consideration will be successful. Asking students questions on the colors of the rainbow, and its composition. This is for purposes of ensuring that they understood the concepts relating to the different colors of the rainbow (Glatthorn, 39). Students will have to undertake an oral assessment, which will contain the different colors that make up the rainbow. The assessment will also test on various colors that do not make up the rainbow, as it is the objective of the lesson for students to identify the various colors that exist. During this lesson, the teacher will have to denote that their students have different capabilities, and come from different cultures. For example, some students are slow learners, while others are fast learners. On this basis, there is a need of developing a program that will carter for all these diverse needs. To pass this paper, a child has to garner a score of at least 50%. These children must also have the capability of verbally identifying various shapes, and the lines that these shapes have the capability of producing. Folding the square shape into a stack of shapes, for purposes of finding out if students can identify a symmetrical shape. In folding these papers, the tutor has to make sure that they are equal on both sides. This is for purposes of achieving symmetry. The teacher should carry on the process with the other shapes under

Tuesday, August 27, 2019

Why is it said that power relationship in organisations entail a Essay

Why is it said that power relationship in organisations entail a Mutual Dependency Provide examples to illustrate - Essay Example While interdependednce of the power equation began primarily in terms of socialiogy (Emerson 1962), it soon came to be very instrumental in the organizational setups across the developed world. It has now been established without doubt that power is central to organizational structure (Hall 2002). Infact several sources of power have been established within organizations (Morgan 1986). These can broadly be classified as Formal authority or legitimate power- This refers to the common concept that leaders or people in the high ladders of hierarchy have authority and compliance on the part of the subordinates is mandatory. Expert power - This is power secured by the acquiring of skills and expertise in a field, that would be required by others. This is by far the most subjective base in the power model (Podsahoff and Schriesheim. 1985) Yet all these bases of power rely on interaction of groups with each other. While the benefits and disadvantages of each of these bases are still being researched, the fact that they all involve dependency and interrelationships are clear. The concept of interdependency of power is aptly described in the works of (Emerson 1962, 1964) It is vital to have an understanding of the distribution of power along both these axes. While it is relatively easy to grasp the power concept along the vertical axis, even simply by applying the model of power bases described above, power dependency along the horizontal axes is relatively harder to visualize. This however is not a reflection of its operational value in an organization.Hence the mutual dependency pattern is observed along both these axes, more obviously in the horizontal than in the vertical, but is present in both. Several examples of the power dependencies can be observed in an organization setting and we will now go on to have a look at some of them. Power dependency along the vertical axis, egs. University structures where students are clearly lower in the hierarchy ladder, provide a good example of interdependencies along the vertical axis. To a large extent students are responsible for the functioning (both financial andoperational) of universities. While the very existence of universities is with the idea of training and teaching students, it is impossible to conceive of universities without the teaching and management staff. Hence while students depend on teachers for learning, and to that extent are under the power of the teachers, the latter also depend on students for the very running of the institution which provides their livelihoods. In terms of enterprises, a

Monday, August 26, 2019

Research In Information Technology Paper Example | Topics and Well Written Essays - 11000 words

In Information Technology - Research Paper Example In today’s organisation decision making albeit hierarchical is a team effort. It is easier to understand and analyse today’s organisation using the neo-classical approach of an organisation being a socio-technical entity. The approach makes it easier to view an organisation as interaction between social elements (the people) and technical systems (any automated system i.e. IT) and how such interaction is designed for joint optimization. (Cummings 2001, Wikipedia-SocioTechnical Systems) Impact of IT and Internet – No organisation today can exist without the use of Information Technology (IT). The progress of IT and its use has taken a natural evolutionary path, from automating finance (first generation accounting packages) to virtual organisations. Global nature of today’s business - Organisations today are becoming more global in terms of business whether in its supply chain management, production or merchandising. Internet provides this access to today’s organisation. Socio-technical systems – How socio-technical systems, help organisational work design in the organisation, where people and systems interact. This understanding was required to follow our study in how internet applications are designed and developed. (Wikipedia-Sociotechnical systems) Internet and its effects – We studied the history of internet and how internet which was designed for an academic collaboration tool to today’s ubiquitous and all pervasive technological force. As part of this study, we learnt the underlying technology of internet, which has helped internet to be so highly influential in today’s world. We found that advance in telecommunications as the primary growth factor in internet and its usage. Secondly, this development of telecommunications and internet related applications have provided a great assistance to today’s

Sunday, August 25, 2019

Brand Community of Harley Davidson Essay Example | Topics and Well Written Essays - 1000 words

Brand Community of Harley Davidson - Essay Example This research will begin with the statement that brand community for Harley Davidson is the Harley Davidson riders. Whenever one thinks of Harley Davidson, the first thing come in the mind is, of course, the bike but alongside they probably may think of an open desert highway with open jacket and boots and an exhaust rumbling that could make a jet engine meek. The bike stands for individuality, freedom, and rebelliousness. And these qualities are reflected on a Harley Davidson rider. The brand community which will form part of the report is Harley Davidson Owners Group. It is a community which was started in 1983, a web-based community. This community is supported financially by Harley Davidson.The club has more than million members around the world. The members of the Harley Davidson owners group tend to be a little different. It has a heritage of the early 1903 and it has been associated with loners and rebels. The motorcycle is referred as personal expression. The Harley Davidson riders are not just buying a machine which is faster, bigger and powerful but they are buying a lifestyle. The bike is all about brotherhood and self-expression, hanging out with friends and traveling easy. Subcultures of consumption are distinct and it is a homogeneous group who are formed for a particular set of consumption or activities. Harley Davidson motorcycle owners form such a group of subculture. Four main phenomena of Harley subculture were presented. Harley owners are stylish and technological advanced in motorcycle equipment and their clothing. They exhibit a subculture of an extraordinary commitment which is usually not unique to a biker’s subculture. One of the heritages of Harley is the grass root innovation. Harley in modern days continues to have an intimate relationship with its riders through its activities in rallies and corporate sponsorships. The clothing of Harley Davidson is regarded as hardcore biker’s style. For example, the black leather ves t with insignias serves as the uniform of the Harley Owners Group. By 2000 HOG has about 60,000 members.

Saturday, August 24, 2019

Pepsi Case Study Example | Topics and Well Written Essays - 750 words

Pepsi - Case Study Example The company has heavily relied on the use of social media in order to promote its products. The case even outlines how Pepsi plans to distribute the grants and how grant proposals can be submitted. There are various commonalities that can be identified by reviewing the slogans that Pepsi has used to advertise itself. One of the most common themes in these slogans was the youth of the society. In various slogans Pepsi has associated itself with people from the younger generation for example the slogan of 1961 states that those individuals who think that they are young should consume Pepsi. In order to target the youth and to develop its image as a product that has been developed for the youth the slogans mostly focus on the elements of adventure and youthfulness. Another theme that the company has used to advertise its cola is the theme of social ability. It has tried to again and again create the idea that people who aim to socialize more or are individuals who find it easy to socialize should drink Pepsi Cola. Pepsi has quite effectively used different elements of the marketing mix and has left no stone unturned to reach their consumers. They have used the element of advertising by aggressively using social media and they have even advertised on more than 30 cable television channels as well as sponsored reality shows. They have used the element of public relations in which they are trying to develop healthy relationships by positioning themselves as a socially responsible company (Du, 2000, p.3). For the purpose of public relation they have used the refresheverything.com website that allows webpage visitors to select different social causes that need donations and funding. Furthermore, they have use public celebrities such as Mark Sanchez to act as spokespersons of their new grant campaign. Overall the company has quite effectively used various marketing mix elements and created a well-designed

Friday, August 23, 2019

Employee resourcing case study Essay Example | Topics and Well Written Essays - 2500 words

Employee resourcing case study - Essay Example because firstly the training of new employees is inadequate and secondly the relationship between the permanent employees and the temporary ones is not healthy which results in a lack of teamwork and communication (Doorewaard & Meihuizen, 2000: 39-50). Also, there are differences between the new employees and those that come again every year. Surprisingly the same work environment has dedicated permanent employees and careless temporary employees which means the environment has to be improved and the employees have to be motivated. Before beginning the recruitment program, several measures have to be taken to ensure that the new employees follow the ethos of Funtime so that customer satisfaction can be improved. To do that several theories which have been employed by other organizations can be implemented so that the employees are motivated enough to follow the rules and regulations. Another problem is the selection process for hiring the temporary employees in the work season. Funtime needs to hire approximately 450 people for several kinds of jobs including cleaning, catering, ride attendants, lifeguards and entertainers etc. however, Funtime has been experiencing problems and complaints from the customers which means that the staff that had been hired last year was not up to the standards and thus heavy compensation had to be paid because of this neglect. To improve the situation, the selection process has to improve incorporating new and innovative techniques. The strategy has to ensure the fittest is hired. As per Kennedy (2003), to do that, all employees have to be assessed including the permanent employees, the temporary employees that return and the new employees. Preference should be given to those who are team workers, who can learn a given task in the shortest given time, who have a pleasant and friendly personality, who are friendly towards new technology and those who can handle a problem situation especially with a customer. However, only a very

Technology in America Research Paper Example | Topics and Well Written Essays - 2000 words

Technology in America - Research Paper Example According to Beer (52) â€Å"the use of social media on the internet has been shown to reduce with increasing age†. Thus, technology has changed the social norms in the American society. Technology like the internet has revolutionized how individuals relate to each other. Family members, colleagues at work and even students in school can now communicate easily and faster among each other. The internet is fast and sometimes more private and this has increased social interactions especially on social platforms like Facebook, twitter, MySpace and Google plus. People no longer have to meet physically or send letters in order to communicate. They can even form groups and have meetings online without having to meet physically. With technology making interaction between individuals easy and efficient, an increase in the feeling of sense of belonging has been the observed in many of these individuals. According to the 2010 Consumer reports, Technology has fostered creation of new relationships and even sustained the ones that existed before. However, despite the many positive changes that technology has brought, many negative effects have been observed in the subsequent stu dies carried out. Dangers of online networking especially on the teenagers have been clear demonstrated. Social networking reduces face-to-face interactions among the teenagers and the consequence has been an increased level of loneliness and stress. Cross (40) states that â€Å"some teenagers even end up committing suicide as a result of feeling left out or inferior† A substantial number of the avid internet users have become addicted to it. They can hardly spend ten minutes without looking at their phones; staying away from their computers is a hard ordeal to them. Missing out in important activities has been the consequence if this addiction. Those who are

Thursday, August 22, 2019

Marketing Communication and Branding Essay Example for Free

Marketing Communication and Branding Essay Introduction After careful market research of some of the different phone markets in today’s industry; the market that was the most interest to the writer was the disability phone market. Of all the mobile phones researched, none were found to have Braille included; only speaking activated commands designed to send text messages as well as calling. The idea the writer proposes is a phone for the visually impaired which has a sole purpose for calling people. The keys will be fitted with Braille so that the individuals are able to effectively feel what number they are pressing. SOSTAC Situation Analysis Upon research it was found the size of the disability phone market is small in comparison to others, such as android where there are thousands of brands available. Around 360,000 people are registered blind or partially sighted in the UK (Action for Blind People, 2011), showing that, with the assumption that everyone needs a mobile phone in today’s society, the key segments that this brand will relate to are the 360,000 potential customers within the visual impairment mobile phone market. The key competing brands include Doro, an established competitor who supply a range of mobile phones for the disabled. They supply too many online retailers, ranging from handheld mobile phone to home landlines. Alternatively, Amplicom is another competitor who develops mobiles with large buttons, aimed at the visually impaired market. These competitors will be the toughest to compete with due to their experience and current market share; a large investment and money will be required to make sure that the proposed brand can gain a decent amount of market share. Porter’s five forces is an appropriate model which can be related to overcome such competition, due to its ability to â€Å"evaluate entry barriers, suppliers, customers, substitute products and industry rivalry† (Freitag, 2005). Furthermore Porter’s five forces can determine what the current market is for the brand, as well as the outlining any existing competitor’s positions in relation to the developing product. Moreover, it can also show how a firm’s stakeholders can influence the company with the use of bargaining power (Chee and Harris, 1998). This  information would be vital to obtain prior to the launch of the brand to reduce the chance of product failure. The macro-environmental factors will be implemented to the brand through PEST analysis; Political, Economical, Situational and Technological. Political factors which relate appropriately to the disability mobile phone market include the strict laws on the disposal of production materials such as batteries and any forms of radioactive waste, as well as any compulsory health and safety procedures during the production and contribution of the developing products. Breaking these rules could result in heavy penalties including fines and even the termination of the company in severe cases. Suitable economic factors include the assessment of the current poor financial climate. This leads to the assumption that it is currently not attractive to place investments as money is generally tight for most, reducing the overall customer base for the developing product. Example solutions for this could include enticing consumers with bargain phone prices or even reduced fixed monthly contract payments which will include a suitable amount of minutes for the target segment. Furthermore by offering all deals at lower end prices will suitably fit the market, as there can be a general assumption that those who are visually impaired may also fit well within the retirement market, a segment that generally has less money spare. Regarding social factors the main issue considered is ethics; relating to how products are developed and distributed, in addition to advertising techniques used to help promote the brand. Equal opportunities and fair working conditions should be issued to all employees involved in the development and promotion of the brand so that the product can represent diversity; relating appropriately to the disabled mobile phone market. Advertisements should be honest and not have any misleading content to confuse any consumers; and all information promoted will be fully implemented into the design of the mobile phone. Technological factors are by large the most relevant and important to consider within mobile phone industries. Due to the constant development of technology within the actual mobile phones, it is an competitive industry to be involved in. Nevertheless within the disability phone market the ‘look’ of the phone is a lesser important factor during purchasing; it is what the phone provides to the consumer to aid their special needs when contacting someone. Simple, up-to-date software is required so that all relevant  features are implemented, in addition to having an appropriately sized screen with higher contrast settings so that the visually impaired are able to read clearer. Large number buttons are essential so the Braille fits comfortably and the user is able to identify what number they want to press with ease. Objectives Here are three objectives that are going to be set for the new developing brand: * Increase awareness of the service in disabled people by 50% within 6 months * In three years time production costs should be reduced by 10% * In the next two years revenue should be approximately  £7 million These objectives act as sufficient targets and in turn will motivate staff and drive productively due to the time scaled that these objectives must be achieved. The chosen objectives all appropriately relate to the current disability phone market and the specific areas that could be improved, such as increasing the awareness of service for people with special needs. This could therefore encourage other companies to develop other suitable day-to-day products to suit their needs also, which could furthermore promote the idea of developing a whole new organisation specially aimed at designing products to aid people with special needs. Strategy The push/pull strategy involves creating demand from two aspects; push strategy involves the demand being created by the manufacturer’s distributers, and pull relates to the manufacturer creating demand via their own promotion techniques (Frazier and Summers, 2011). The brand will follow a pull strategy because it is envisioned that demand will be created through advertising and an effective, unique selling point. This is good because through a push strategy, it is sometimes required to distribute a higher volume of goods, which is better related to a mobile phone industry with a larger audience, unlike the niche, disabled market. Another benefit of this is that because the developing brand is unheard of an unproven; preventing stock piling of products if they are not sold, saving money. Although, a pull strategy will require a large investment for advertising, it is estimated that the cost of production and potential stock piling outweighs this in fiscal terms. Relating to the objectives, the pull strategy will aid  the accomplishment of said targets with the use of an advertising campaign, creating the demand that will create supply to the blind market. To engage the consumers, advertising campaigns will hosted at specific events which relate to the disability market, such as the Cambridge Disability Sport and Arts festival. By doing this it will allow the promotion of the developing product to be recognised and positively received by the disabled. This will allow potential consumers to try out the mobile phone and leave feedback regarding their thoughts and opinions. The Paralympics 2012 is taking place in London, an excellent occasion which can be related to individuals with special needs. It is a global event which promotes diversity of all sorts within the sponsoring organisations and sport activities; which can be related to the promotion of the brand’s developing product and encourage consumers to try it out to see if it can suit their needs. Combined, by implementing such advertising campaigns during the Paralympics and obtaining a respected and relatable celebrity sponsor can help achieve the completion of the increasing awareness objective. Additionally, after appropriate research, selling the phone at a competitive price will create demand; and furthermore help achieve the  £7 million revenue objective. To achieve the reduced in production costs objective, mass production will need to take place, which will effectively lower production costs, or even investing in a new technology to produce more units at a cheaper rate, over a period of time, may even reduce costs by 10%. Tactics Expanding further within the advertising campaigns aimed to help achieve the awareness and revenue objectives, this will include visual posters on noticeable areas of everyday life such as telephone boxes, buses, taxis and even billboards. To carry out ethical diversity promotions, the advertisements will also be located within care centres for the visually impaired, as well as any social and youth clubs to increase awareness. Radio adverts will also take place as it is fair to assume that a wide diversity range of people listen to the radio, allowing the promotion of the  developing product to all audiences. Any user feedback from testing the developing product will be noted down and kept for future improvement, allowing management to raise questions on how to improve the brand and image it represents to consumers. By doing so will potentially improve the awareness of the disability market as well as increasing the possibility of generating revenue due to the improvement of the product to suit the special needs. Ade Adepitan, a wheelchair basketball sportsman and TV presenter can be a suitable celebrity endorsement to help promote the product as he is someone the key segment can truly relate to will help achieve awareness and furthermore create a positive brand reputation which will create demand; and therefore revenue and profits. Issuing the mobile phone with a competitive price of  £60 is suitably competitive and will create demand; helping to achieve the  £7 million revenue objective if 116,666 units are sold within the 2 year time scale. Promoting this product in the UK only can help assess if the product is largely successful to its key segment, and after the 2 year objective is attained, further action can take place to help make the product go global. Lower production costs will occur if an appropriate manufacturer is found; who follows all ethical procedures the brand wants to promote, in addition to supplying the company with great production unit price rates so that the most possible revenue and profits can be generated. Furthermore, a ‘green policy’, known as a policy to help lead greener lives, can promote the brand to be extremely sufficient with its production, enticing customers and portraying the brand image to be ethical and fair. Nevertheless green policies are very expensive, which would mean that either a generous sponsor would have to be applied for, or even a loan would have to take place to implement such activities. Action Firstly, finance will have the overall responsibility of distributing budgets to all departments so that the entire production and launch of the new brand is successful. Once all budgets have been issued the marketing department will be able to effectively form a plan on when the launch will take place and what is proposed to take place during the entire duration. Within the marketing department a market research team will be organised so an investigation of production methods and price rates of manufacturers is performed, as well as making sure all ethical procedures the brand would like to follow are implemented. Relevant findings will be informed to the finance department to see if there are enough budgets to apply any new changes. All tasks taking place for the launch will be managed by a team leader – essential for the success of team member communication and task success. This will then be approved by a main, overall manager of the entire launch, so all task deadlines are met and workloads are of a high standard to boost the quality of the promotion. A time management tool named a Gantt chart will be implemented so all tasks are clearly shown, along with their time deadlines to help guide leaders and encourage team members to strive to complete a task to benefit the brand’s launch. This will be combined with a critical path analysis, where all shortest possible times in which tasks can be completed are shown to avoid delaying the entire launch. Example Critical Path Analysis, Source: http://tutor2u.net Example Gantt chart, Source: www.ganttchart.com/ Control Two things will effectively measure the growth of awareness and gather an accurate estimate. Firstly the sales records will be analysed. A growth in sales indicates the rise of awareness and any initial sales from year one indicate consumer’s knowledge of the product. A questionnaire will also be released to specific geographical locations and the results will give an indication as to how many people and how far spread the awareness of the branch has reached. An appropriate measure to identify whether or not the production costs have been reduced would be to look at energy bills to see if the change in production equipment or manufacturers has been an effective adjustment. To determine whether or not revenue will reach 7 million pounds can be monitored by customer loyalty and re-purchasing. A high customer re-purchase rate is a strong indicator that the brand is respected and trusted with their products and service. References Action for Blind People, (2011), Facts and figures about issues around sight loss, [online] available at: http://www.actionforblindpeople.org.uk/about-us/media-centre/facts-and-figures-about-issues-around-sight-loss/ [accessed 05/05/2012] Chee, H. and Harris, R., (1998), Global marketing strategy, London: Financial Times Pitman Publishing. Frazier, G. L. and Summer, J. O., (2011), Contemporary Views on Marketing Practice, [e-book] Marketing Classics Press. Available at: Google Books http://books.google.co.uk/books?id=eqn23RV52hECpg=PA217dq=push+pull+strategy+definitionhl=ensa=Xei=IHeqT7y9DIqw0QWDgOXlAwved=0CDYQ6AEwAA#v=onepageq=push%20pull%20strategy%20definitionf=false [accessed 24/04/2012] Freitag, N., (2005), Critical The Impact of Culture on International Marketing Plans and Review of the French Wine Industry, Munich: Grin Publishing, 1(1), p.15. GanttCharts, (2012), [image online] available at: http://www.ganttchart.com/gantt-chart-example.png [accessed 04/05/2012] Tutor2u, (2012), [image online] available at: http://t2.gstatic.com/images?q=tbn:ANd9GcRKft-Y9gw7P3sIBXtcdKf4ot5R7Jqo_Pn-cUzg_bXwuovgXq1can7WpViQ0Q [accessed 01/05/2012] Bibliography Doro, (2011), [online] available at: http://www.doro.co.uk/products/Specialneeds/ [accessed 25/04/2012] Matobmobile, (2010), [online] available at: http://matobmobile.co.uk/index.php?id=elderly_mobile_phones [accessed 25/04/2012] Scribd, (2012), Pest Analysis, [online] available at: http://www.scribd.com/doc/58834389/Pest-Analysis-Nokia [accessed 21/04/2012]

Wednesday, August 21, 2019

The Social Expression Industry In The Uk Marketing Essay

The Social Expression Industry In The Uk Marketing Essay Carte Blanche, a renowned player in the social expression industry in the UK and worldwide, is set to introduce a new product, e-greeting card, on January 1, 2011. This report therefore covers the new product and brand development strategy and their associated activities that may ensure the success of the brand from development up to the first 3 to 4 years of its life cycle. The strategy is broken down into 3 objectives, namely: to develop a new social expression product to the selected target market; to develop new area of brand strategy toward achieving set sales target; and to position Carte Blanche through the activities above to deliver excellent growth rate. The product shall serve young people and their families and shall be distributed intensively on the internet while employing competitive pricing to ensure market penetration. Table of Contents Introduction Carte Blanche Greetings Ltd is one of the key players in the social expression industry in the UK, and globally. The social expression industry is associated with greeting cards, notes and stationery, gift wrap, and other socially expressive products (Berkowitz and Hill, 1996, p. 41). The best seller of all the products produced from the social expression market is the greeting card. It accounts for a sizeable portion of the over $4 billion worth of the social expression market, globally (Berkowitz and Hill, 1996, p. 41). The global annual growth rate of the industry is estimated to be an impressive 7 percent (Berkowitz and Hill, 1996). The developed countries including the UK and other Western European countries, North America, New Zealand, Australia, and Japan account for a disproportionately high percent of the market demand (Berkowitz and Hill, 1996). Carte Blanche Greetings was founded by Stephen Haines over more than twenty years ago and he still serves as its Chairman (Carte Blanche, 2010). Carte Blanche is a global player in the social expression industry with a reputable brand and product portfolio which span the different available categories of the industry (Carte Blanche, 2010). Carte Blanche currently boasts of recognized brands and a reputable product portfolio. The products are currently published in 14 languages, and distributed in more than 60 countries employing multiple channels of distribution (Carte Blanche, 2010). The social expression industry is characterized by constant change (Berkowitz and Hill, 1996) and cultural sensitivity (Keegan, 1969). This report is necessary in defining a path for ensuring the growth of Carte Blanche in the highly competitive, constantly changing, and culturally sensitive social expression industry over the next three to five years. Audit SWOT and PEST analyses will be carried-out here as models are particularly valuable in ensuring logical consistency and exploring the subtle interactions involving a limited number of variables (Porter, 1991, p. 98). SWOT analysis SWOT framework that encompasses the strengths and weaknesses, opportunities and threats of a company in relation to its internal and external environment respectively, and it is a reliable process for strategy selection (Barney, 1996; Novicevic et al., 2004). The framework as applied to Carte Blanche is as below: Strength Carte Blanche boasts of recognized brands and a reputable product portfolio that the consumer is already familiar with and trust. The Carte Blanche products are currently published in 14 languages worldwide taking into cognizance the cultural sensitivity of the social expression industry. The company already has global presence as it is found in over 60 countries and ensures effective distribution through multiple distribution channels. Carte Blanche employs the use of local licensee to reap such benefits as minimal asset commitment in physical assets such as inventory and human resources (Berkowitz and Hill, 1996, p. 46). Weaknesses Limited global coverage. Lack of financial muscle. Opportunities Carte Blanche possesses good prospects for product transfer to other countries not presently covered. The prospect for product transfer is said to be greatest for nations with characteristics similar to that of the originating countries (Berkowitz and Hill, 1996, p. 42), whereas the UK, Carte Blanches home country, shares a lot with many of UKs former colonies such as India. There is great potential for further internalization of Carte Blanche products as only 60 of the many countries in the world are currently covered. Threats The industry is characterized by heavy weight competitors both in the UK and abroad with global outreach such as Hallmark, American Greetings, and Gibson Greetings (Berkowitz and Hill, 1996, p. 40). The industry is laced with cultural sensitivity and could lead to lost sales and considerable corporate embarrassment (Ricks, 1983 as cited by Berkowitz and Hill, 1996, p. 40) for an industry player who commits a cultural blunder. PEST analysis Political Legal regulations require different methods of packaging for the social expression products in different environments (Berkowitz and Hill, 1996). The government and its regulatory agencies often regulate the type of different materials that may be used in product manufacturing, and this may vary from one country to another (Berkowitz and Hill, 1996). Government regulations may also place restrictions and set standards for product labeling (Berkowitz and Hill, 1996). For advertising, PR, and trade promotion with their associated financial cost are often highly regulated by the government (Berkowitz and Hill, 1996). Export to other countries may be restricted or hampered by inter-government relations, trade accords, and policies (Berkowitz and Hill, 1996). Environmental Variations in climate and/ or weather of the Carte Blanche home country from its export countries may requires product adaptation(Berkowitz and Hill, 1996). For example, the tropics do not experience snow fall during the Christmas season. Workers or employees in the target countries for internationalization may generally possess lower expertise than in the UK and hence may require some training with its associated cost (Berkowitz and Hill, 1996). To take full economic advantage of new markets, products should be developed to meet the different occasions, celebrations, and festival found there (Berkowitz and Hill, 1996). Social The different social celebrations such as festivals found in different environments often necessitate the need for different customize products and may lead to increased revenue (Berkowitz and Hill, 1996).. The industry is laced with cultural sensitivity and could lead to lost sales and considerable corporate embarrassment (Ricks, 1983 as cited by Berkowitz and Hill, 1996, p. 40) for an industry player who commits a cultural blunder. But, it is also a huge opportunity to meet need demands. Technology The industry players require relatively extensive investment in technology in improving on their efficiency, effective, and general performance (Berkowitz and Hill, 1996). Carte Blanche makes use of innovative supply chain associated technology in ensuring effective and efficient distribution of its productive for a competitive advantage (Carte Blanche, 2010). SMART objectives To give concrete direction and make the success of the new product development measurable at the end of the day, we have set the following SMART objectives. To develop a new social expression product to be launched by January 1, 2011 to the selected target market; Develop new area of brand strategy toward achieving sales target of  £500,000 by December 31, 2011; and Position Carte Blanche through the activities above to deliver excellent growth rate of 10% per annum and market share of 40% over the next 3-5 years. The objectives above contain elements of long-term strategy although they have been set for the first 12 months of the new product life cycle, but their achievement may ensure that the long-term objectives are realized. Huan et al. (2007, p. 277) citing Doyle et al. (1985), Hooley and Lynch (1985), Shaw (1995), Siu (2000), Baker and Leidecker (2001), and Siu and Liu (2005) argues that successful companies set longer term strategic objectives (i.e. short-run profits are not sought at the expense of longer run strategic objectives). New product and strategic brand development plan and implementation Considering a brand development plan for Carte Blanche is critical as many researchers such as McWilliam (1993), Tauber (1981), Economist (1990; 1991), and Ambler and Styles (1996) recognized that brand and line extensions is now a popular growth strategy, especially noticeable in saturated fast-moving consumer goods industries. However, developing brand or line extensions is one type of new product development (NPD) (Ambler and Styles, 1996, p.13). The new product development process shall follow that which was outlined by Kotler (1991). The eight point sequence that will generate the NPD plan is as discussed below: 1. Idea generation A thorough process of idea generation that involved contributions from the different stakeholders resulted in the birth of a variety of ideas concerning the new products that may be developed and how these may individual strengthen the market position and profitability of Carte Blanche. Some of these ideas include the extension of the current and different product lines, the extension of the current Carte Blanche brand(s), and the creation of a new product and brand altogether. With respect to the categories of ideas mentioned above, unique product offerings were also generated. 2. Idea screening: The generated ideas were further screened to isolate those that may most closely support the stated objectives of the new product and brand development strategy, and the overall Carte Blanche strategy (Kotler, 1991). Both line and brand extension have the advantage of reduced cost and risk as opposed to developing a totally new brand (McWilliam, 1993; Tauber, 1981; Economist, 1990; 1991). Also because the line and brand extensions have the advantage of standing on the foundation of an existing brand positioning, the risk of their failure is also minimal (Boush and Loken, 1991; Sunde and Brodie, 1993) compared to establishing a totally new brand. Hence, the strategy to be adopted is brand extension. According to Aaker and Keller (1990), brand extensions may be defined as entry into a new product category using an brand name that is already firmly established. The new product is electronic greeting cards that the customer may order for, be supplied with, and he may forward to his contact, all through the Internet. This is because consumers of social expression products are uniquely younger in many country like in the UK where record number of cards are given for 21st birthday celebrations (Berkowitz and Hill, 1996, p. 45). Furthermore, there is enormous growth potential in the internet world dominated by young people and in countries such as India and China with teeming young internet users. (ITU, 2010) This new product line may also benefit from the ubiquitous nature of the internet for easy commerce and widest distribution (ITU, 2010). 3. Concept development and testing A sample of what the online greeting card will be like and how it may be ordered for and received was developed. The concept having been tested with a randomly selected representative group of the target market gained favorable interest and commendation indicating possible product approval and adoption by the overall target market (Kotler, 1991). This way, the attitude of the target market to the new product was ascertained before embarking on any expensive and time consuming further product development (Kotler, 1991). 4. Marketing strategy development The new product(s), electronic greeting cards, is targeted at the families, especially the young people in the UK and abroad. Young people are easily accessible through various electronic media and channel, especially the Internet, and are quite savvy in its use for many activities such as for purchases and communications (Marketing Teacher, 2010). Products in the fast moving category such as social expression products like greeting cards and food if supported by appropriate and effective advertisement have been shown to be successful with this target market (McDonalds, nd). Statistically for the UK, 19% of the population is made up of age 16 and below; 14% of the population is made up of age 16 to 24. Furthermore, 63% of the UK children live with their parents; 6% of age 20 to 24 are married; and 19% cohabit or live with their parents (UK Office for National Statistics, 2007A; 2007B). These represent a huge market of Internet savvy individuals. 5. Business analysis ( ¬Ã‚ nancial) Such factors as cost and demand projections; level and impact of competition; required investment; and the profitability of the new brand have been carefully considered. Figure 1 below represents a graphical representation of how the target market of the e-greeting card brand of Carte Blanche is envisaged to position the new product/ brand. However, the graph is based principally on personal perception derived from experiences and knowledge of the social expression industry. Key: blue bar: Carte Blanche current product offering; Red bar: e-greeting card; Green bar: competitors products Figure 1 A Market Positioning Map illustrating the position of the e-greeting card brand against competitors. Cost of production is expected to be much lower than in the production of hard greeting cards as there will be no expenses associated with purchase of materials such as card board and printing. However, significant initial investment will be required in the acquisition of IT infrastructure and training of designers in their use. Demand is expected to soar as there is a huge waiting market to exploit based on the statistics of the target market offered earlier. Also, the high return on investment that is associated with e-commerce is also anticipated in this case (ITU, 2010). 6. Physical product development (includes branding decision) Product Core-product: the core product represents the benefit of the new product to the consumer. It is in the category of social expression. It feels emotional needs and provides pleasure to both the sender and receiver. Tangible product: This represents the tangible or physical product but it is in the electronic form in this case, and primarily refer to the electronic or e-greeting cards. Brand name: Brand name selection is a part of the branding strategy and exercises a crucial role in a firms overall marketing strategy (Douglas et al., 2001). Many companies that are maintaining excellent growth despite intense competitions often rely on their well established brand in maintaining this revenue and market share growth demonstrating the importance of the choice of a brand name (McWilliam, 1993; Tauber, 1981; Economist, 1990; 1991; and Ambler and Styles, 1996). Hence, two basic categories of brand names were considered for the e-greeting card. They are: Totally new names such as Mayors and Feel me that does not reflect Carte Blanche or any of its well established brands at all, and Names that are based on Carte Blanche and any of its well established brands. However, the name Carte Blanche e-Card was chosen. The choice comes with some relative advantages (Kotler and Pfoertsch, 2006) such as: 1. Rest on the good position of the Carte Blanche brand; 2. Carte Blanche offers trademark protection; 3. Ease of pronounce, remembrance, and recognition; and 4. It is attractive. Promotion A combination of both pull and push strategy will be employed here. The pull strategy will be designed to stimulate demand from the target market. Active public relations, viral marketing, personal selling, and public interviews will be used to create a visible brand and encourage the target market to seek out the new product. The push strategy will form the primary promotion strategy to be employed as the product is being introduced to the target market newly. Therefore, an initial push strategy may be effective in creating awareness and familiarity for the new product (Berthon et al., 2003). The push strategy will make use of a media-mix strategy (Ephron, 2000) using paid advert in magazines, newspaper, TV, and radio and outdoor advertising, and on the internet, for maximum impact. Pricing Penetration strategy shall be employed. This is because the product is new and its survival at the market entry stage is critical (Penn state University, 2007). The price will hence be kept as low as possible at the market entry stage but shall remain dynamic and respond to the different stages of the product life-cycle and market forces. The rationale behind this strategy is demonstrated in the Figure 2 below: Economy Premium Skimming Penetration Low Low Quality Pr ice High Figure 2 Pricing strategy matrix (Source: Marketing Teacher, 2010) High Distribution Intensive distribution of the product shall be the distribution strategy. The product shall be distributed principally over the internet using all electronic gadgets with Internet connection capability. Kotler and Pfoertsch (2006) are of the opinion that revenue generated from similar products is often a function of the intensity of the distribution, and intensive distribution is critical for market recognition and penetration, and gaining market share for a new product. 7. Market testing Before the full commercialization of the product is carried-out, it shall be offered for sale on Carte Blanche website and other well-known outlets on the internet. This will enable the monitoring of consumer reaction to it; the products performance based on the designed marketing plan; and the response of the competitors to it. 8. Commercialization The final stage of product and brand development. After testing and analysis, the firm finally introduces the product to its target market. This also involves implementing a total marketing plan and full production. Measurement of SMART Objectives The realization or not of the SMART objectives shall be evaluated using measures and metrics from Kokkinaki and Ambler (1999) and Kurtinaitiene (2005) that have been validated in literature. There are 6 categories of available metrics under this framework, however, the most relevant shall be applied to the measurement of the SMART objectives in this case. These categories are: Financial measures (as turnover, contribution margin and profit) Competitive market measures (as market share, advertising and promotional shares) Consumer behaviour measures (as consumer penetration, loyalty and customer gained) Consumer intermediate measures (as brand recognition, satisfaction and purchase intention) Direct customer measures (as distribution level, profitability of intermediaries and service quality) Innovativeness measures (as products launched and their revenue) The performance of the new product shall be evaluated against the above metrics so that effectiveness of the marketing and brand strategy can be determined. Conclusion There exist enormous potential in the e-greeting card segment of the social expression industry that the industry players may tap into. This report as shown the challenges of the social expression industry such as cultural sensitivity and constant change. However, Carte Blanche, a well known industry player in the UK with tentacles in most part of the world may ensure continuous growth over the next three to five years by tapping into the opportunity that IT and Internet offers for production and distribution of products respectively. Following the recommendations of this report may help ensure that Carte Blanche position itself and its brand(s) for the prospective steady growth.

Tuesday, August 20, 2019

Solutions To Overcome HR Issues

Solutions To Overcome HR Issues Reliance telecommunications LTD is an Indian telecommunication company founded by Anil Ambani in 2004.The headquarters of the company is in Navi Mumbai India. Reliance telecommunication is the 15th largest telecommunication provider in the world with 150 million subscribers and the second largest telecommunication provider in India. The company has segments like wireless and broadband in telecommunication industry. The company achieved a high growth in telecommunication industry from the beginning stage itself. Customer satisfaction and good company policies made them to competitive with other companies. Reliance communications follows good human resource policies and procedures even though it has some draw backs. Vision of the company-Providing information, communication, entertainment services and being the benchmark in customer experience, employee centricity and innovation is the main vision of the company. Mission of the company-meeting beyond customer needs and wants with a segmented approach, relentless offering of services and products that are value for cash and stimulate customers, offer a network experience that is best in the communication industry, make reliance in to an international brand which is a iconic brand by others and lead industry in target to purchase and faithfulness. INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Human resource management refers to an assortment of policies used to systematize work in the employment relationship and centres on the management of work and the management of people who undertakes this work. Therefore HRM is concerned with recruitment, selection, learning and development, reward, communication, teamwork and routine management. While it is relatively easy to list activities that make up HRM, It is a subject that stimulates much debate and disagreement. The hr process is considered as important for the management of the consumer pleasure with human recourses. The clients find comfortable and will be satisfied when they understand the hr processes and how they are connected and the hr processes interact. Modern hr processes are measured and frequently analysed and identifies the irregularities in the activities and it brings the improvements for the benefits of the organisation. The success of Human Resources Management is in the connection of all HR processes as they provide the adequate supports to workers and the managers. So the main aim of Human Resource Management is to keep the human capital ready for action on the market and the rational grouping of HR Processes helps to interact and manage the individual processes. Every organisation has their own HR processes, but the main HR Processes are always same in all companies as it is the market HR Best Practices. Human Resource Management is considered as a comparatively new approach to Personnel Management. HRM emphasizes primarily on its strategic contributions and its closer alignment to business, HRM is a vital component of any organization, its involvement among other components of line management is notable (Paauwe. J, Jan 2009). Paauwe further suggests that HRM aims on its ultimate goals such as High job performance, low absence and high cost effectiveness through the efficient utilization of the man power of the company. Human resource is really the major component of any organization, the success or failure of an organization heavily relies on its Man power management. Maslows need Hierarchy theory is considered as guiding principle for HR Management across the globe. Maslow identified the very basics of human motivation factors. Following this principle it can be assumed that to motivate an employee HR manager should understand his level of expectations, potential of the employee, a nd should evaluate the performance before and after certain motivational measures implemented. KEY HUMAN RESOURCE ACTIVITIES OF RELIANCE TELECOMMUNICATIONS MANPOWER PLANNING Human Resource Planning is the integral part of Human Resource Management Human Resource Planning estimates the optimal level of Man power requirement on the basis of quality and quantity. Thus HRP can be considered as the foundation of Human Resource management. Although HR planning is very important it cannot be executed faultlessly in all cases, as HR is dependent on various factors such as employment situation of the country, influence of technological advancement, changes in the organization structures, Demographic factors such as age, population, composition of workforce, lack of skill, multicultural workforce etc. Certain pressure groups will also affect the precision of the HRP. Understanding of competencies of the Human resource is vital in forming a successful HR frame work. Lengnic-Hall, 1988, Milliman et al., 1991, describes the terms Internal and External fit, Internal fit refers to the extent to which the manpower constituents are linked in a logical way and how effecti vely they support themselves, on the other hand external fit primarily focus on the strategy of the organization, external fit reveals to what extent human resources systems are integrated. Manpower Planning or Human Resource Planning includes putting exact number of people, exact kind of people at the exact place, exact time at a low cost. Personnel Planning hold an important place in the world of industrialization. Personnel Planning has to be a systematic approach and is managed in a set of model operations. The procedure is as follows: Assessing the present manpower in the company Forecasting the future needs budding employment programmes Organising training programmes BENEFITS OF MAN POWER PLANNING Manpower planning is very important part of human resource management. A few importance of man power planning are. concentrated labour cost.-with the help of manpower planning there is most favourable operation of labour force in the organisation workers are given those jobs to implement for which they are skilled (right person for the right job).it leads to overall progress of the man power in the organisation. Optimum utilisation of manpower: it helps to utilise the labour force in the company which helps in the growth of manpower in the organisation. Develops business plan-Man power planning is an important part of overall business planning. No business can survive without having the right type and number of people doing the right work at the right time. Helps in career succession planning-with the help of better manpower planning it helps to produce a good career succession of employees which provides much lead time for internal succession of workers through higher position through encouragement. Development of the organisation- The man power planning helps in the expansion of an organisation. Growth in overall business planning-Manpower planning is a main part of overall business planning. Efficient manpower planning will help to improve the business. RECRUITEMENT AND STAFFING Recruitment and staffing is the process of selecting the right labours in to the organisation. The main aim of recruitment is to look for and be a magnet for persons with skilled to fill the vacancies. This process includes job analysis preparing personnel requirement sources of skilled employees. Job analysis Job analysis is a process of analysing the job in detail and providing the details of job needs to the HR planning department they present details as job specification and job analysis. Job analysis is important in the whole organisation. And they will provide the details of manpower requirements. The main sources of recruitment are Reliance communications have two main sources of recruitment internal and external internal external sources of recruitment(figure.2) Internal sources of recruitment are. Promotion-This is a normal source of recruitment, which means providing higher position, salary and responsibilities to the employee. So the position of the job vacancy is filled by promoting the suitable employee within the organisation. Transfers-It means transferring one employee to the other organisation without change in salary and position, so the vacancy can be filled by transfer. Advertising internally-Here the job vacancy is advertised within the organisation so the existing employees in the organisation can apply for the post. So the recruitment is take place inside the organisation. External sources of recruitment are. Selective recruitment through job boards-This is a major source of recruitment .To ensure most appropriate qualified candidates are being applied for the major position. The agency considers the following details for every positions junior, intermediate, senior, Level of education degree, diploma etc. Using these details the company determines which job boards, communication channels, and advertisement strategies are suitable for attract the right skilled candidates to apply for the job positions. Management consultants-For the vacancies in the higher positions in the company, management consultants are used to find the qualified and skilled employees. They act as a recruiter on the behalf of the company. Advertisement for public-The Company advertises the vacancy in internet, newspapers, Television etc. And this will provide the details of the company, job and the qualification required for the position. NEED AND IMPORTANCE OF STAFFING Keep space with new development-New developments are happening every day. A business will have to keep phase with new changes. This will be possible only if competent persons are employed who can adjust as per the new situation. Manpower Development-man power planning will have to be done in advance. The future requirements of personnel will be estimated quite in advance. The new staff will be recruited, people will be prepared for talking up higher responsibility jobs, and all this will be possible with a well planned staffing function. HUMAN RESOURCE DEVELOPEMENT This function helps the employees to develop their skills and knowledge for increasing their output. This process is not only done for the freshers but also to the existing employees in the firm to develop their skills and responsibilities. Human resource development helps to increase the total knowledge, abilities, skills, talents, and aptitudes of an organisations work force. Human resource development includes function such as training, career development. Training-Training is providing to improve the knowledge and skills of the employees there are mainly two types of training they are on the job training and off the job training. On the job training is a process of giving training in normal working situations using actual materials or documents, equipment, actual tools trainees will make use when completely moulded. Off the job training is usually provided away from the usual working environment, it may include more general skills and knowledge which is useful for the job. This type of training is given by the specialised trainers or from an outside company who outsource the trainers. METHODS OF TRAINING A.Programmed learning- It is a step by step process of self learning method,providing questions, facts, and problems to the learner then allowing the person to respond and providing feed back on the accuracy of the answer. B. Apprentiship training- It is a method of process that the employees will become efficient workers through grouping of classroom coaching and also through on job training. C. Audio visual based training- This method of training includes tools like power point presentation, online video conferencing, audiotapes and video tapes. D. Computer based trining- This training method is widely used to provide good training to employees, it is time consuming and easy way to provide training. It is cost effective while comparing to other training methods. E. Simulated training- In this method trainess will learn from the actual or simulated equipement they will use on the job, but actually trained off the job. F. Lectures- When their is a large number of trainees, this method is used it is the immideate way to give instruction of job related activities within a specified period of time. H. Internet and distance Training Internet training includes video conferencing and web based training, distance training means traditional training paper and pencil correspondence course. 1. Tele training where a trainer in a central location teaches groups of employees at remote locations via television hookups. 2. Videoconferencing Video conferencing will provide the opportunity to train the employees from one location and communicate live through video and audio visuals with people in different locations another country, city etc. 3. Training via the Internet the Internet based learning programs are very popular. Several companies simply let their employees to take online courses provided by online course providers while others use their intranets to facilitate computer-based training. CAREER DEVELOPEMENT Diagram demonstrating your personal development Carrer developement of employees is a crucial part of the organisation, It helps to identifies the overall acheivement of the employees .Career developement is becoming an essential part of HR departement due to todays everchanging organisaton enviornment and work place. Reliance communications helps the employees to attain a good carrer graph based on the company HR policies and procedures. First of all the company gather the strength and weakness of every individual, then they provide different opportunities to develop their carrer based on the strength and weakness. The basic formula for the career developement is self awareness every individual asses their own problems and issues and then the company will help to over come this issues .Now days people are changing their jobs to attain a good carrer success .Reliance communication identifies this problem and they had a good career sucession plan for every individual employee in the organisation. COMPENSATION AND BENEFITS Compensation and benefits is a basic motivational factor to the employees.Every employee will search for high paid jobs,benefits is also another important factor if the company provides good benifits the employees will get good attachment to the company. Benefits include bonus, medical insurance,retierment policies, life insurace, vacation etc.Reliance communicatons provide basic pay which is satisfiable for every employee to motivate the employees and to attract to qualified employees to the organisation. LEADERSHIP DEVELOPEMENT Leadership developement helps the organisation to achieve the goals, through the developement of good leadership in each employee reliance aims at the overall developement of the organisation as well as the growth in employees functioning.Every employee in the organisation is gaining a better leadership quality through the leadership developement function.Each emloyees in the company are closely monitored by the management and if they are weak in the work the company will encourage them.And the workers are councelled by the management to increase work efficiency.And their will be a structured plan to create a positive working enviornment.The main aim of leadership developement is to leading self,leading others and leading the organisation. MAJOR HR ISSUES FACED BY RELIANCE COMMUNICATION ISSUES IN RELIANCE COMMUNICATIONS EMPLOYEE RETENTION POOR HR POLICIES CASH AND COMPENSATION ISSUES 1.CASH AND COMPENSATION ISSUES: Cash and compensation issues is a major problem faced by HR managers in reliance communications. There is more pressure on HR function to pay more incentives and basic pay for the employees.However reliance paying basic salary to each individual employees the company faces more pressure to meet the employee beniefits . 2.EMPLOYEE RETENTION ISSUES: Most of the companies face the same problem of employee lay-offs. So the organisation have to prevent the issue by retaining the employee by providing good working condition and benefits whichever the employees need. In reliance industries there are so many employees leave the company due to lack of co-ordination between workers. The organisation tries to check the issue but fails sometimes. 3. POOR HR POLICIES : The plocies and practices adopted by the HR managers regarding their networking sector is an important example. They brought some new plans in mobile networking sector like low call rate for mobile users, low internet browsing charge.etc., but the competitors like AIRTEL communications, BSNL network, VODAFONE facilitated some more exciting offers than the reliance. In that situation the Reliance communication hesitated to change their HR policies and techniques. From the graphical representation of reliances communications profit from 2007 to 2012, we can easily determine that the profit is coming down in last two years comparing to the past this is due to the poor HR issues as mentioned above.The company is earning a high growth in 2008 and 2009 which is around 55000 million and it is dramatically falling down in the upcoming years.That means the company is facing some major HR issues and also high competition from other companies, so the organisation must change their HR policies eventually. SUGGESTIONS TO OVERCOME THE HR ISSUES Nowdays telecommunication industry is facing high competition from other telecommunication companies, If the company has no good HR stratergies the company cannot exist in the high competative world.Reliance communication is facing some HR issues as mentioned above, to overcome this problems company must do some good HR restructuring process in the company .The first main issue is ; Cash and compensation issues- As it is a major problem the company must find a good solution to overcome this issue, the suggestion to solve this problem is to pay cash and compensation based on the experience of the employees.As mentioned above the company is paying a basic salary to each individual, first of all the company must change this basic payment method,and the compensation and benifits must be paid according to the experience and skills of each individual. So the company can reduce the cost of labour so the company can meet the compensation and benifits of each individual according to the profit earned by the company. Employee retention issues-Retention of employees is another HR issue faced by the company, nowadays a lot of employees are leaving the company due to high pressure of work and lack of co-ordination between employees are the main employee retention issues faced by reliance communication, to reduce this problems reliance must provide good working enviornment to reduce the pressure of work, communication is another way to over come this problem good communication between the management and staff will make a good understanding between the employees and management, this will increase employees confidents and reduce the work pressure.A high rate of employees resigning their job and going to another companies who offer better working enviornment. Better co-ordination is the another way to improve employee retention,co-ordination will improve better relationship between employees and management.And this will result increase employees confidence and work efficiency. Poor HR policies-Due to high competition in communication industry lots of companies introducing new HR techniques to improve their company goodwill .Reliance communication is following the traditional HR policies and plans so the company is facing high market competition from other companies, to exists in the competative market company must improve their HR stratergies and policies.Nowadays companies are providing good offers to the employees so the company must realise the problems and try to overcome such issues.