Strategy Used By Samsung And Hyundai Essay Example | Topics and Well Written Essays - 1000 words

Poem Analysis- Robert Fross; Robert Browning; Anne Bradstreet Essay

Robert Frost, â€Å"Out,Outâ€â€Å" 1. In line 15, Frost portrays the saw as being evil. He deduces that the saw has its very own brain, by expressing that the saw leaped out of the boy’s hand and cut the boy’s hand horrendously. Ice additionally causes it to appear as though the saw is as it were, similar to a companion. He does this by showing that utilizing the saw is a bit of leeway for the kid since it is making his activity multiple times simpler. Without the saw, the kid would go through hours slicing through the wood. 2. In Frost’s sonnet, the individuals that encompass the kid must be his family. It could likewise especially be companions, or individuals from his locale, alongside the specialist and medical attendants taking a shot at his physical issue. The tone of the sonnet drives me to reason that the â€Å"they† in the sonnet weren’t shocked or moved by the boy’s injury, or passing, since this may have occurred previously, or they just didn’t care for the k id. 3. Frost’s reference to Macbeth’ adds to my comprehension of â€Å"Out, Out-â€Å"that this poem’s subject is about death. From the reference to Shakespeare play, Macbeth, I can expect read about somebody passing on, a startling demise. As I would like to think, the subject of this sonnet is the barbarous, deadpan, hardhearted connections grown-ups had with their kids in those days in America. Kids weren’t allowed the chance to make the most of their adolescence. They had numerous obligations and errands to satisfy. 4. Robert Frost’s â€Å"Out, Out-‘† takes after the medieval people melody, â€Å"Sir Patrick Spence,† in its subject. The two sonnets are handing-off a message about death. In Frost’s sonnet, the kid recognizes the way that he is going to bite the dust when he understands he is losing a great deal of blood. In â€Å"Sir Patrick Spence,† the mariner acknowledges he is encountering demise when he peruses the letter the lord has sent to him. Both of the heroes in the sonnets are very nearly kicking the bucket an abrupt, surprising passing. Robert Browning, â€Å"My Last Duchess,† 1. All through the whole sonnet, it is practically incomprehensible apportion who the Duke is tending to. Towards the finish of the sonnet, lines 49-52, it is revealed that the Duke is addressing a hireling, or specialist of a Count. This particular Count appears to have the Duke intrigue, since he needs to wed the Count’s little girl. The Duke gives off an impression of being facilitating a type of social event in his home. I induced this from lines 47 and 48. 2. All through the sonnet, the Duke accentuates on his last Duchess, consideration and coy mentality. In the Duke’s feeling, and recognition, the Duchess was handily dazzled, and satisfied. Everything and anything satisfied her. She would consistently say thank you to anybody, and everybody that would bring her things, or get things done for her. The Duke deciphers the Duchess’ graciousness, and mannered conduct as coy, which prompts his doubt in her. In light of the Dukes portrayal, the Duchess, in my eyes was a polite lady. She wasn’t mean, or looked for herself above anybody. Which is the manner by which he, the Duke needed her to demonstration. He wished she’d be a greedier or unfulfilled character. 3. In lines 34-41, the Duke clarifies why he never tried to stand up to his Duchess on her conduct. He states he didn’t have the expressive aptitudes to do as such. He guarantees that he didn’t forces the discourse to go up against her. â€Å"Who’d go as far as fault/This kind of piddling? Indeed, even had you ability/In discourse (which I have not)- to make your will/† This as I would see it is a weak reason. I accept that he was essentially scared of showdown. The Duke likewise expresses that in the event that he had gone up against the Duchess on her conduct, she would have concocted a rationalization for her activities. 4. From this sonnet, I infer that the Duke himself killed, or provided requests to kill his Duchess. There is no reasonable proof to help this, however I trust it is an unmistakable understanding. The writer ought to have incorporated the Duchess’ destiny in the sonnet. It would leave little space to accept her destiny. 5. Robert Browning makes an immediate association between the Duke’s craftsmanship assortment, and the disposition towards his better half. The Duke has the picture of his significant other; his last Duchess showed in his home, behind a window ornament. A window ornament, which no one but he can step back, or expel. At the end of the day, he, the Duke, controls the Duchess; or he wishes to control his Duchess. The Duke wouldn’t need anybody to see the representation of his Duchess, with her become flushed cheeks, except if he was there. The equivalent can be gathered from the last scarcely any lines of the sonnet, line 54-55, â€Å"Notice Neptune, however,/Taming an ocean horse, thought an irregularity,/Which Claus of Innsbruck cast in bronze for me!† The Duke is inferring, that he himself is Neptune, and his last Duchess is the ocean horse. Nobody could have envisioned that an ocean pony could be restrained, however Neptune accomplished it. Indistinguishable from the way that the last Duchess herself was subdued. Adrienne Rich, â€Å"Aunt Jennifer’s Tigers,† In her sonnet, â€Å"Aunt Jennifer’s Tigers,† Adrienne is depicting the protagonist’s sentiments towards her marriage. In lines 9-10, the hero feels that she is a detainee of her marriage, and may be sans set when she bites the dust. The hero utilizes the tigers as an image of who she wished she could be. In the principal refrain of the sonnet, Adrienne portrays the tigers as being un-frightful of the men. An attribute she wishes she had. Sharon Olds, â€Å"Rite of Passage,† 1. The speaker depicts the principal grade young men at her son’s birthday celebration as men. Their conduct is unadulterated impersonation of the men they have been near. Her depiction of them is amusing, on the grounds that by what means can first-graders reasonably be developed men? She additionally utilizes the idea of viciousness a great deal in the sonnet. 2. In the last two lines of the sonnet, the creator looks at the primary graders to commanders, and states that they are playing war. This is amusing, in light of the fact that she is surmising how (developed) men laud war. The principal graders are blameless and naã ¯ve to reality behind war. They don’t comprehend the pity, and passings behind it. To them, it is motivation to celebrate and cheer. What is much progressively unexpected, are the lines before the last two lines of the sonnet. The speaker cites what the young man has said. In line 22, â€Å"We could without much of a stretch slaughter a two-year-old†. Young men ought not be talking about death. In any case, much the same as (developed) man support up their inner self by feeling better than others and eliciting savagery, these first-graders are doing likewise. 3. From line 15-20, the mother portrays her child as being honest. She paints her child to be superior to the next first-graders, since she searches him out to be more experienced than they are. All through the remainder of the sonnet, due to the speaker’s portrayal of her child, it very well may be derived that the speaker’s on is the pioneer of the gathering. He is the go between; the harmony creator. Suji Kwock Kim, â€Å"Monologue for an Onion,† 1. The tone of this sonnet is ridiculing, and critical. It suggests that people live their lives pursuing bogus expectations; scanning for a fact that doesn't exist. The writer represents this by utilizing the similarity of shaving an onion to get to its heart; looking for a heart that doesn't exist. It portrays that people are miserable, and powerless. People are seen as lost animals. The speaker communicates antagonistic vibe towards the human. It starts to ridicule people by portraying them as a moron, parched (to discover reality), cruel, silly, and bound to bite the dust. The speaker does this by looking at how a human cuts an onion again and again, despite the fact that the onion makes the shaper cry determinedly. 2. In line two, â€Å"I mean nothing† is anticipated to be deciphered on two different ways, â€Å"intend†, and â€Å"signify. The writer is stating that the onion’s aims aren’t to make the â€Å"cutter/human† cry. As the onion is cut, it powers the cutter’s eyes to top off with tears. A response that isn't planned, however happens consequently. The writer additionally utilizes the expression â€Å"I mean nothing† to represent that the onion feels like it is nobody. It feels as though it has no worth, or importance of presence. 3. In the event that somebody said this to me, it would demonstrate how close-disapproved and naã ¯ve they are. Sonnets for the most part pass on a significance a long ways past what the sonnet unequivocally peruses. In verse, you should figure out the real story to comprehend the fundamental centrality of the sonnet. The artist is utilizing the relationship of an onion’s (concoction) response to a human’s tear conduits to send how absurd individuals can be, and are. Proceeding to slice through an onion, realizing that the onion will constrain us to cry is silly. This straightforward activity is indistinguishable from human life. Human’s slice through life scanning for a reality they never achieve. 4. I for one feel that the creator is attempting to surrender everybody a wake bring in this sonnet. Suji Kwock Kim is attempting to give her perusers a couple of useful tidbits. She is investigating, and uncovering another methodology on how one should see the world. Attempting to urge her perusers to forgo what an onion shaper is doing: removing at life causing them hurt. Anne Bradstreet, â€Å"The Author to Her Book† Anne Bradstreet’s sonnet, â€Å"The Author to Her Book† is an intricate account concerning the clashing feelings and considerations a writer can have for a bit of writing the person in question has composed. Through similitude and representation, Bradstreet inspects the likenesses between being a parent and being a creator. The affection, demoralization, and dread that all become possibly the most important factor when something will be uncovered to the world everywhere are available in both a parent and an essayist. Analogy is utilized to relate initiation to parenthood so as to pass on to the peruser the mind boggling feelings the storyteller is feeling about se

How to Build a Successful Customer Service Department

How to Build a Successful Customer Service Department ‘Happy customers are returning customers’ is a great saying every businessperson should keep in mind. If your business ensures customers use the products and services with a smile on their face, they are more likely to return and spend more on your business.But things don’t always go according to plan and customers can be dissatisfied with your business. In order to salvage the situation, your business needs a good successful customer service department. If you help your customers and fix the situation, you can win back their trust and often their wallet as well. © Shutterstock.com | Monkey Business ImagesIn this guide, you’ll be able to read about 1) the reasons a business needs a customer service department and 2) the steps you must take to build one as part of your business strategy. Hopefully by the end, you’ll also understand how to guarantee customer service success.WHY DO YOU NEED A CUSTOMER SERVICE DEPARTMENT?Many entrepreneurs and business owners still don’t put enough emphasis on customer service. This is often due to lack of understanding of the many benefits a successful customer service department will bring to the business or the brand. Customer service shouldn’t be seen in a negative light, even though your department will have to deal with some bad and negative experiences. The sooner you understand the positive value of the customer service department, the faster you’ll help your business develop and grow.What are the key benefits a customer service department will provide for your business?You’ll learn more abou t your product or service â€" no matter how much effort you’ve put on designing and developing the service or the product your business offers, things will eventually go wrong and customers won’t always enjoy what they get. But this negative feedback could often provide you with valuable information about your business and the things it offers. Customer service can receive a lot of useful information, which can then be used to develop your product and service further.Your business will be financially better off â€" a good customer service department will naturally mean extra costs for the business, as you’ll need to hire the personnel and the systems to support the unit. But in the end, your business will enjoy much more financial benefits. First, you’ll increase sales. Harris Interactive’s study found that nearly 90% of consumers stop doing business with a business if they experience bad customer service. Provide customers a good experience and they’ll keep coming back and most likely will recommend your business to their friends and family. Second, customer service department will help save your business money by resolving issues before they turn into bigger problems. Customers who’ve had a negative influence could potentially cost your business a lot of money, not just by ruining your reputation but also by suing you for any misdemeanour. With a good customer service team, you can resolve these issues immediately and avoid long-term consequences. Finally, as mentioned above, you can develop and improve your business through customer service. There is no need to organise costly focus groups regularly, as your real-life users will be able to provide feedback about your business. The ability to tweak your products will greatly enhance the financial success of your business.Today’s customers have a lot more choices at their disposal and better opportunities to share consumer experiences with others through social media. It is essential for a mod ern business to focus on customer service to ensure you provide customers more than just a service or a product. You also need to be able to tap into the positive marketing customers can help you with.A good customer service department helps your business to focus on creating unique consumer experiences. This will provide you with the above benefits and create valuable customer relationships that will last longer and continue being more profitable over time.THE KEY STEPS TO ESTABLISHING A GOOD CUSTOMER SERVICE DEPARTMENTYou should hopefully now understand the value and importance of customer service to your business. But anyone who has ever dealt with a customer service department knows there is bad service and then there is good service. While it is better to try something than do nothing, you can also damage your business further with inadequate service.How can you guarantee your customer service department becomes a success and not a hindrance to your business? Here are the key s teps you should do in order to establish a successful customer service department.Establish the function of your customer service teamBefore you get started with the foundations of building a customer service team, you need to think about its functions. Not all customer service units serve the same purpose and your objectives will help define the roles of your team in a more coherent manner.You can define the function of your department by asking the following questions:What is the main function of the department?What are the core issues it should look at?Will the department deal with sale issues?Does it look into financial queries?Is the customer service department in charge of dealing with technical problems?What are the core values of my business that should drive customer service?You might notice that certain departments in your business might already be doing certain customer service jobs. For example, your sales persons might get feedback about the product and so on.Make sure you identify these departments and help them better answer customer needs. You want everyone in your business to know about the objectives of customer service and how to direct people towards the special unit in case problems arise.Use your answers as a guide to defining objectives of your customer service department and each team member. You want the objectives to be all about improving the service.Hire the right employeesA customer service department depends more than any other department on quality workforce. If your employees are not passionate about customer service and they do not have the right skills for the job, you aren’t going to succeed in your task.The right skills will depend on the core functions you want the department to do, as well as the field your business operates in. But there are certain characteristics all customer service representatives should have.The following skills are a great starting point to keep in mind when hiring new personnel:Empathy and patien ce â€" each customer will be different and your employees need to be able to have empathy, even when the customer might be irritating. Customer service takes quite a bit of patience, as you’ll deal with customers who might be heated.Ability to adapt â€" relating to the above point of different kinds of customers, your employee must be able to adapt quickly to new situations. In addition, the problems might be slightly different each time and you need someone who can think quickly.Clear communication â€" employees must be able to discuss complicated issues in a clear and concise manner. This is especially important if the job requires helping with technical aspects of the service or the product. Your customers won’t be as acknowledged so clear communication is the key.A sound work ethic â€" customer service is among the toughest jobs in the world, as you need to stay upbeat and positive at all times. It’s not an easy job by any means and your employee must have the right work e thic.Plenty of knowledge of the field your business operates in, as well as the product and the service on offer â€" your employee must know the product and your business inside out. You’ll solve problems much quicker and provide a more confident image to the customer with appropriate knowledge.Ability to swallow one’s pride â€" it might sound cliché but the customer is always right, even when they aren’t. A great customer service person fixes customer problems without belittling them or making them feel like a fool â€" even if they were the fool!Great problem solving skills â€" another obvious point, but crucial, nonetheless. You’ll never know what type of problem your customer throws at you, so you need to be able to think fast and solve issues with speed.Some of the above skills can naturally be developed and enhanced by training. Indeed, training is a crucial part of your customer service department and you should regularly provide employees the opportunities for self-d evelopment.All the great companies invest in training both in improving knowledge about the business’ product or service as well as in developing soft kills such as being more mindful about one’s choice of words. You want your customer service department to continue reaching higher.When it comes to training, you need make sure you allow employee personalities to shine. You want people who are able to think quickly and take each customer enquire as an individual case to be solved â€" your employees should never be trained to simply read out the procedure!Don’t forget the Internet is a great treasure chest of self-development tools your employees can use as part of their training. For example, below is a great video about the keys to better communication: Above all, make sure you nurture your employees’ wellbeing. You want your employees to be able to voice their problems with a manager, you want them to feel trusted and respected, and you want them to be passionate about the work. Engaged employees will automatically provide better customer service because they care about your business.Create a solid plan for dealing with issuesYou also need to create a solid structure and procedure for solving customer complaints, feedback and questions. Structure is important because it generates more coherence and confidence within the department, which in turn will help result in better customer service. If your employees are fully aware of the procedure, then they don’t need to worry about what to do next.Coherence is essential because today’s customers aren’t going to enjoy having to wait for a reply. Many expect a customer service query to be resolved within 24 hours. Why wouldn’t you? Your customer’s life might be unexpectedly disrupted by a malfunction in your product, for instance, and you don’t want to let their disruption last for any longer than necessary.A proper game plan for answering customer queries will help the employee solve the issue mu ch quicker. They can act in a more professional manner because the training has already covered the particular problem and they are confident in knowing how to solve it.Your customer service department should also have a clear system in place for the problems that require special attention. Your employees need to be able to move the problem onwards, perhaps to a high-positioned manager, swiftly in case they are unable to solve the problem. This will cut the waiting time for the customers and it can prevent the issue from escalating.But remember that a structure should not mean your customer service should become automated. You don’t want to solve a customer enquiry by treating it as a generic problem; you want to deal with each issue as an individual case.Measure customer service performanceA successful customer service department measures performance. Your department needs to have objectives in mind that drive better performance and these objectives should be measurable to some e xtent.When you are using metrics as part of your business, make sure to understand which metrics are the most important. Some of the traditional customer service metrics such as the average handle time don’t reveal to you much about the quality of the service, only the length of the conversation.One crucial metric to keep in mind is customer satisfaction, not just towards the product or the service, but also the customer service experience. It is important to figure out a way in which customers can provide feedback over how their case was handled. Getting back to your customer with a follow-up can show your business truly values them!Measuring customer service performance will also help you fix the problem within your team before they escalate. In some instances, you might find that your business needs to change and redefine its objectives.In addition, don’t focus solely on customer feedback â€" you also need to get feedback from your employees. It is important they are part of the solution when it comes to improving your customer service. It’s a good idea to have a regular meeting to hear what your employees think are the most challenging aspects and what they would like to change in the way the department operates.Have the right tools for dealing with customer service queriesFinally, in order to establish a successful customer service department, you need to invest in proper technology. You need the right tools to support your employees and to guarantee customer satisfaction.The main thing to keep in mind is that customer service comes in many different ways. Modern customers could look to contact you through various means, with the most common ones being:PhoneE-mailThrough your websiteOn your social media channelsOn an online chat platformIt is important to place special attention to these new online customer service models to ensure your customers have a range of options at their disposal.Running an online customer service department will require add itional technical expertise. You want to get the right people to do each job to ensure you provide quality service without any glitches.Options for 24/7 customer service are another important part of successful service. Customers in today’s busy world need to be able to get in touch with businesses outside of office hours. Even if your small business cannot afford to have personnel responding messages directly, you can benefit from an online form or e-mail option. For instance, with the e-mail route, you can always include an automated message to ensure your customer is instantly aware the problem is being solved.If your business has many international customers, it is important to think how you can best help them. You don’t want your customers to have to deal with automated or written responses all the time, so it might be important to establish another department that operates in different international time zones.The most important thing is to focus on speed without neglectin g quality. You want to sort each enquire as soon as possible, but not in a hasty manner. Getting the right software and technology to do the job is an important part of guaranteeing both speed and quality.FINAL THOUGHTSPlenty of businesses out there continue to suffer from the consequences of having a bad customer service department. But in the time of social media and online reviews, emphasis on a good customer service has never been more important. If businesses want to succeed in a modern world, they need to build the foundations of a strong customer service with the steps mentioned above. Focus on these points will not only provide success in customer service, but will help the whole of the business to succeed.Strong and successful customer service is essentially about creating a strong service culture in your business. It is about creating a culture of problem solving and empathy. With the above steps, you can instil the right elements to your business and ensure your customers , as well as your employees, feel how passion and gratitude at the core of your business.

Managing Diversity in the Workplace Essay - 1184 Words

There is no doubt that the business world is changing rapidly and that many factors are also simultaneously interacting. Perhaps these factors are created by cultural diversity. The online dictionary source, http://en.wiktionary.org defines diversity in the social context as a business strategy encouraging differences in order to compete in a marketplace with a heterogeneous customer base. Diversity in the general population, the work force and the market place give many benefits for organizations. Global managers gain more knowledge on internal diversity in order to maximize the efficiency of their workforce and increase profit margins for their companies. Diversification of the American workforce has changed the way managers†¦show more content†¦An organization is affected by cultural factors on many levels. The top management forms the basic foundation of an organization when they set the primary goals for that organization, the reason the organization is in business. An example might be an American car company with the goal of producing vehicles for the public and bringing in large profits for the shareholders. This goal is derived in the root cultural tenant of capitalism. The United States was founded with capitalist ideas and so American managers will have capitalist ideas. Now the same type of company in the Soviet Union, before the end of the cold war, may have had the goal of producing efficient military vehicles, not being concerned about the profit margin rather the purpose of the product. This goal would have been derived from the socialist belief of â€Å"all things are for the good of the state.† As the influence of culture affects the direction of the company, it also affects the interaction between the managers and the employees. In the example of the American auto plant, the interaction between manager and employee was one based on western ideas of supervision and motivation. Today these ideas are changing. As people of other races and other ethnic groups continue to emigrate, they will bring even more diversity and lifestyle changes to the United States. Three factors haveShow MoreRelatedManaging Diversity in the Workplace1043 Words   |  5 PagesManaging diverse employees in a multicultural environment proves challenging to managers; yet, increasing diversity in the workplace is very beneficial for an organization. Diverse employees will provide a wider array of talents and will relate better to varied customers. Because managers have more influence than rank-and-file employees, it is imperative that managers commit to diversity of the workforce. Dissimilarities among people due to differences in characteristics can erode companies. FirstlyRead MoreManaging Diversity in the Workplace1356 Words   |  6 Pagesare instances, however, when workplace behavior can get out of hand and be inappropriate, causing a rift between employees. Many companies today hold yearly ethics courses designed to pinpoint an acceptable quality of behavior from their employees and also open up the floor to those who have issues with the company and its policies. Sometimes confronting an issue head on in a supportive environment will help find a positive solution to any issues of harassment or workplace abuse. Harassment should notRead MoreEssay on Managing Diversity in the Workplace1207 Words   |  5 PagesJohn F. Kennedy once said If we cannot end now our differences, at least we can help make the world safe for diversity. Diversity in the Workplace: Benefits, Challenges, and the Required Managerial Tools1 Kelli A. Green, Mayra Là ³pez, Allen Wysocki, and Karl Kepner2 Introduction The worlds increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are nowRead MoreManaging Diversity Within The Workplace1605 Words   |  7 PagesAbstract- Managing Diversity in the workplace requires a lot of focus, training, and time. This paper gives an insight into the world of management and how diversity plays a big part. It explores the key benefits to putting emphasis on diversity and also how not putting emphasis on diversity could hurt your business. This paper also gives examples on how to go about managing diversity in the workplace. With proper focus on managing diversity, your organization can be at a big advantage. I. INTRODUCTIONRead MoreManaging Diversity in the Workplace Essay1140 Words   |  5 PagesManaging diversity and demographical changes in the workplace presents many dilemmas. Confronted with constant change, management, business educators, and organizational consultants continue to meet the challenges of a new and diverse workforce in a number of ways. 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We need to give each other space so that we may both give and receive such beautiful things as ideas, openness, dignity, joy, healing, and inclusion. -- Max de Pree Workplaces today have become increasingly diverse with employees of different genders, races, cultures, ethnic origins, and lifestyles. Changes in the cultural make-up of organizations have been so vast that it has become imperative for leaders and supervisors to understand cultural diversity and how it canRead MoreManaging Diversity And Equality Within The Workplace2677 Words   |  11 PagesIntroduction Managing diversity and equality effectively in the workplace is the core responsibility of any organization in the contemporary business world. Shen, Chanda, D’Netto and Monga (2009) conducted a survey whose results revealed the massive diversity within the British society in terms of ethnicity, nationality and religion. As a result, the Equality Act of 2010 was formulated and became law whose provisions focus on legal protection against discrimination based on gender re-assignment,Read MoreEssay about Managing Diversity in the Workplace1449 Words   |  6 Pagesorganizations need diversity to become more creative and open to change. Maximizing and capitalizing on workplace diversity has become an important issue for management today (UCSF). Workplace diversity refers to having a variety of different types of people working together within a place of business. Employee gender, race, religion, sexual preference, physical appearance, family or marital status, education, culture, personality, or tenure establishes diversity in the workplace. Diversity is rapidlyRead More Managing Diversity and Ethics in the Workplace - 12979 Words   |  12 Pages Managing Diversity and Ethics in the Workplace Introduction There steps leaders and managers can take to effectively manage diversity and ethics concerns. How a manager effectively manages ethics and diversity, within the organization is directly correlated to the cultural, organizational and external environment influence ethical behavior. One of the step’s leaders and managers can take is to incorporate diversity training of the organization.

Essay about Ancient Athens - 1399 Words

Ancient Athens The last Olympic swimmer just touched the wall and the race has ended. Cameras are replaying every single movement from the race and a winner has been clearly decided. Just as these Olympic swimmers will gain a medal for placing, ancient Athens had numerous accomplishments of its own. Athens â€Å"prosperity †¦ was due in large part to its stable and effective government† (SOURCE 1). When analyzing the history of ancient Athens, is easy to see how the accomplishments of a democracy, Greek philosophy, and Greek literature all shape Athens. Athens is the home of democracy. It is the first known example of where people began to govern themselves. The democracy of Athens slowly developed around 500 BC, during the Classical†¦show more content†¦Solon is the second person to reform the laws of Athens. He began revising laws in the 590s BC and â€Å"allowed all men in Athens to take part in the assembly that governed the city and to serve on the j uries that heard trials† (SOURCE 1). Along with participation in the assembly, Solon â€Å"forbade the practice of debt slavery and set up a fund to buy back Athenian slaves who had been sold abroad† (SOURCE 2). Solon â€Å"based eligibility for political office on property qualifications, not birth,† permitting those not born of high social status to have the opportunity to hold an office (SOURCE 2). Through all of these events, society still did not accept the laws and because of this, more problems arose. During the troubles and chaos, a man by the name of Peisistratus â€Å"took advantage of the renewed conflict to seize power† (SOURCE 1). Peisistratus is a tyrant among the Athenians, however, is a popular person. This is because he â€Å"proceeded to institute Solon’s reforms† (SOURCE 2). The men of Athens who participated in the democracy were to â€Å"vote in all elections, serve in office if elected, serve on juries, and serve in the military during the war† (SOURCE 1). Cleisthenes, another law reformer, â€Å"divided Athens into 10 tribes based on where people lived† and â€Å"made these new tribes†¦the basis for elections† (SOURCE 1). The tribes had to sendShow MoreRelatedClassical Ideals : Ancient Athens1589 Words   |  7 PagesKaur Professor Codella Humanities 300 3 November 2014 Classical Ideals The ancient Athens aimed for perfection with every detail in their lives; from the art, architecture, philosophy, they wanted nothing less than perfect. This high standard of perfection is known as the classical ideal. The ancient Athens’s society was based solely on high standards of living. The classical ideal was expressed in many ways in the Athens culture. 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Private Sector Unionism of Labor Relations Sample

Question: 1. Jim will need to calculate the impact of the 20% wage increase proposed by the union. In order to do this he will have to make the following calculations:- a-show the impact on AHWR b-show the impact on WIB c-show the impact on NWIB d-calculate the new TCR for Wilson Bros in the first year of the new agreement if the company actually agreed to a 20% wage proposal as presented by the union. (5 marks) 2. Jim will need to calculate the impact of the safety boot and pension proposal on the non-wage impacted benefit calculation in the first year of the new agreement. He will assume each employee works a 40-hour week, 52 weeks per year. Calculate the new non-wage impacted benefit (NWIB that would result from accepting the unions proposals)? (5 marks) 3. Jim doesnt think he can agree to the unions language on contracting out because as written it could severely limit the companys flexibility. What language, if any, should Jim propose to attempt to resolve this issue? (10 marks) 4. Jim doesnt think he can agree to the unions language on technological change because as written it could severely limit the companys flexibility. What language, if any, should Jim propose to attempt to resolve this issue? (10 marks) 5. How should Jim respond to Union Proposals #7, #8, #9 and #10? (5 marks) 6. If the parties reach an impasse during negotiations, discuss the process that they must follow prior to a legal strike or lockout scenario. Remember to cite relevant legislation (5 marks) 7. Negotiations have completely broken down and a Mediator has been appointed by the government to help settle the agreement. Discuss the Mediators final offer of settlement to the parties and draft a Memorandum of Agreement between the parties on that basis. (10 marks) Answer: 1: Impact on Average Hourly Wage Rate (AHWR): Increase in AHWR = $6 So, the increased average hourly wage rate is: = $30+$6 = $36 Impact on Wages Impacted Benefits: = 0.9 So, the increased wages impacted benefit is: = $4.50 + $0.9 = $5.4 Impact on Non-Wage Impacted Benefits: = 0.6 So, the increased Non-Wage Impacted benefit is: = $3 + $0.6 = $3.6 Calculation of Total Compensation Rate = $7.5 So, the increased Total compensation rate is: = $37.5 + $7.5 =$45 So, from the above calculations, it can be said that if the company agree with the proposal presented by the union, the wages rate of employees will increase by 20%, which negatively impact on the firms profitability and increase the cost. 3: It is essential for the manager and union to use the attractive and effective language in the contract, which resolves the issues and provides the success to the organization. In this, the language of the contract must address the central issues such as compensation, working conditions, work environment in an effective manner so that employees can be encouraged to actively participate in the organizational functions. In concern to Jim, the Unions language on contracting out issue can be solved by making the alternative contract by Jim to the Union leader for negotiation (Dubb, 2014). In this, Jim can also provide the information related to the increase in wages and their impact on the firm. In this, Jim should use the language of collective agreement, which can be effective in motivating the union leader to agree on the alternative solutions. It can also be supportive in mitigating the issues and ensure the employees effectiveness in the organization. in the agreement, Jim should provide the alternative actions such as if the employee unable to fulfill its roles and responsibilities then the firm has the right to immediately dissolve the contract without any consent of union and employee will be laid off as a result of contracting out work. 4: In order to reduce the technology change language, Jim should ensure the union that no one will be laid off due to changes in technology. In this, the company will also provide the training to the employees to work on the specific training. On the other hand, the company will also provide coaching to the employees to develop their skills and knowledge on the specific work and the technology in order to perform the roles and responsibilities effectively (Dubb, 2014). Jim can also develop the agreement between the union and management, which will indicate that after training, if the employee unable to perform their roles and duties, the firm has the rights to terminate employee from their responsibilities. Along with this, Jim should also develop the bargaining contract with the union. In this, Jim should communicate the rights clauses of the management such as general clauses and specific clauses. It can be effective for Jim to use the new and latest technology for the operational work like production, marketing and HR. Along with this, in the contract language, Jim also include the acts provided by the federal and state governments such as Worker Adjustment and Retraining Notification Act and Employment Standard Act, etc. The inclusion of these acts in the agreement would be effective in providing evidence to layoff the employees due to changes in technology (Mann and Roberts, 2015). 5: In response to the bulletin board to the union, Jim should develop the agreement with the union. This agreement will include the conditions, rules and regulations related to the installation of bulletin board on the companys premises. In this, Jim would also discuss the proposal with the management and take its permission to install the union bulletin board at companys premises. Jim would also make responses by including the proposal in the agreement that the management will provide the particular space for the union bulletin board on the premises under the conditions. In this, the location of union bulletin board may be discussed in the labor-management meeting (Jeong, 2016). Along with this, the union shall pay 100% of the material and installation cost of the new bulletin board. In concern to the deduction of union dues, Jim will discuss the proposal presented by the union with the management. In this, the union will ensure that its proposal related to the deduction of union dues from each bargaining unit member will be considerd at higher extent to resolve the issues and maintain effective relationship with the union members (Bennett and Kaufman, 2016). In concern to the probationary period, Jim should agree the union members to establish a negotiation meeting at the company premises. In this, Jim will negotiate on the probationary period of employees as possible by describing the positive and negative side of maintaining 90 days of probationary period for employees. In concern to add proposals during the negotiation process, Jim should write a letter or mail to the union and provide the brief about the negative consequences of adding new proposal during the negotiation process. It can be effective in maintaining the effectiveness of negotiation process (Bennett and Kaufman, 2016). 6: The strike or lockout situation is harmful for both employees and firm. In order to mitigate this situation, in the National Labor Relation Act 1935, both the parties may follow the proper process after the impasse in negotiation. In this, either the management or union may ask to the government to appoint a conciliation officer in order to assist the parties to reach the agreement. If both the parties have not reached to the agreement, the parties will ask to the government to provide the services of mediator to reach to a collective agreement. In this, both the parties must follow the Uniform Mediation Act provided by the federal government to reach to a collective agreement. The consideration of this act would also be effective for both the parties to maintain effective relationship with each other (Jeong, 2016). But, if there is no progress towards the agreement, both the parties may engage in the legislated economic sanctions such as strike and lockout. But, in these situations, both the parties have the options of continuing the bargaining process under the existing terms of the collective agreement. 7: In the final offer of settlement, the mediator will propose following offers: The company will increase the wages of the employees by 10% to all job classification. If employee does not perform the assign role and responsibility, the firm has the right to layoff the employee as a result of contract out work. The firm will provide training to the employees about the new technology and company will give 6 months written notice to the union prior to technology change The firm will provide the bulletin board to the union in the companys premises Employee probationary period will be 2 months or 60 days Union has no rights to add proposals during the negotiation process. Memorandum of Agreement This agreement is effective from 2nd of August, 2016 to 1st of August, 2017 between the labor union and the management of the Toronto. The agreement sets out to negotiate the renewal of the collective agreement. Now, therefore, the employer and union agree as follows: The provision of the current collective bargaining agreement, effective August 1, 2015, and modified by Memorandum of Agreement dated 2nd August 2016 shall apply except as modified by this agreement. While receiving all rights of the Employer as provided for in Section 89-9d, the employer and union jointly agree to increase the wages of employees by 10% in all the job classifications. The employer and union jointly agree to layoff the employees if the employee does not perform his/her job, roles and responsibility. The employer gives prior six-month notice to the employees and union about the technology change. In this, the employer shall coordinate with union in the development and conduct of training to the employees to work over the new technology The employer will also provide the bulletin board to the union on the companys premises. In this, space will be provided after labor-management meeting. The employer and union jointly agree to reduce the probationary period from 90 days to 60 days. The union and employer jointly agree that the union has no rights to add proposals at any point during the negotiation process. In witness whereof, the Employer and Union have signed this agreement as per the above written day and year. References Bennett, J. T. and Kaufman, B. E. (2016) The Future of Private Sector Unionism in the United States. UK: Routledge. Dubb, S. (2014) Logics of Resistance: Globalization and Telephone Unionism in Mexico and British Columbia. UK: Routledge. Jeong, H. W. (2016) International Negotiation: Process and Strategies. UK: Cambridge University Press. Mann, R. A. and Roberts, B. S. (2015) Essentials of Business Law and the Legal Environment. USA: Cengage Learning.

Leadership Ice Cream Division Essay Example Essay Example

Leadership: Ice Cream Division Essay Example Paper Leadership: Ice Cream Division Essay Introduction This papers focuses on the Chattanooga Ice Cream Division instance survey developed by Carl Sloane. Leadership chances and action are defined based on the characters in the instance survey. Dysfunction is evaluated both from a squad facet and from the leading function. Specific development activities are identified to assist the persons develop emotional intelligence. Finally. recommendations will be made to steer the squad frontward. Background Chattanooga Ice Cream is a division of Chattanooga Food Corporation which is a family-controlled concern founded in 1936 ( Sloane. 1997 ) . The ice pick division is one of the largest regional maufacturers of ice pick in the United States. The company’s primary focal point is mid-priced basic ice pick merchandises. The ice pick division has been sing level gross revenues and a worsening profitableness over the past four old ages ( Sloane. 1997 ) . Rivals had shown success in recent old ages with premium and super-premium trade names wi th â€Å"mix-in† ice pick spirits. The Chattanooga Food Corporation focused on leading alterations in an effort to better the ice pick division’s public presentation. In 1993. Charles Moore was promoted to head the division. The ice pick division besides hired a new frailty president of selling to replace a 30 twelvemonth veteran. Stephanie Krane was assigned to the division to upgrade the information systems and control map. In 1995. the original fabrication works in Chattanooga was closed to command costs. The direction alterations resulted in a break to the top degree direction squad. Three of the seven members of the direction squad were new to their places. Additionally. Charles’ leading manner was really different than his predecessor. Leadership: Ice Cream Division Essay Body Paragraphs The old general director had been with the concern for many old ages and had legion webs to garner information. He made of import determinations entirely and seldom felt the demand to confer with his direction squad. The Dysfunction The ice pick division gross revenues continued to fall. and the company late lost a important client to Sealtest. The proclamation of this loss resulted in unfastened unfavorable judgment from virtually all squad members. In the yesteryear. when issues arose and faulting between sections occurred Moore would non react in hopes that the directors would discontinue kicking about each other. Moore believes in the value of group based determinations and liked to convey people together officially to portion information. consult on determinations. and forge consensus ( Sloane. 1997 ) . Moore would rank high in coaction utilizing the Thomas Kilmann Conflict Mode Instrument ( TKI ) . The TKI ( 2007 ) states that the â€Å"overuse of coaction and consensual deter mination devising sometimes represents a desire to minimise hazard – by spreading duty for a determination or by proroguing action. The appraisal goes on to province that a individual with a high coaction mark may lose some cues that would bespeak the presence of defensiveness. restlessness. fight. or conflicting involvements. Moore appears to besides prefer the avoiding manner when struggle arises. Avoiders tend to trust that struggle goes off on its ain. Moore has been avoiding struggle by non turn toing the struggle when it arose. The DiSC Assessment is a tool to assist an single understand themselves and others. Based on the instance survey by Sloane ( 1997 ) Moore appears to be an S. which stands for steadiness. The S manner prefers to work at a methodical gait and to concentrate on their undertakings without break. They seek a composure. orderly construction where coaction and group attempt are valued ( DiSC. 2008 ) . Peoples that have an S profile are demotivated in co mpetitory environments. do non like being rushed into speedy determinations. or holding to be confrontational. These three traits of Charlie Moore have resulted in a deficiency of leading through struggle and the inability to do a determination without coaction clip. As a leader. Moore has non displayed the four key rules to success harmonizing to Jack Welch in Winning ( 2005 ) . These basic rules are mission and vision. fairness. distinction. and voice and self-respect. First. Moore has non created a vision for the Ice Cream Division. and the division appears to be comparatively stray from the overall mission of the Chattanooga Food Corporation. Harmonizing to Welch ( 2007 ) . the mission tells where you are traveling and the values describe the behaviours that will acquire you at that place. Charlie Moore has been the General Manager for four old ages. yet it does non look that he has determined how the Ice Cream Division can win in their current market. nor has he defined what wi nning agencies. The 2nd rule is candor. Candor facilitates strong treatment. In the instance of the Ice Cream Division squad. it appears the squad was exposing a deficiency of fairness by non sharing critical information. or bring forthing thoughts which could ensue in a existent argument. Part of fairness is feedback. As a leader. it is critical to give feedback so each squad member understands precisely what has to be done for betterment and where they stand in the organisation ( Welch. 2005 ) . There are three chief benefits of fairness harmonizing to Welch ( 2005 ) . First. candor gets people into the conversation. More thoughts are generated and discussed. and all squad members have the chance to lend to bring forth the best thoughts. Candor besides increases velocity since acquiring people into the conversation consequences in immediate argument and treatment which allows a well informed determination to be made. Speed is the 2nd benefit of fairness. Finally. fairness cuts cos ts. Openly sharing information. positive and negative. consequences in a squad that can rapidly react to issues that arise. Welch’s ( 2005 ) 3rd rule focuses on distinction. Differentiation is a manner to pull off people and concern. The concern side of distinction focal points on how to crush the competition through scheme. The people part requires a leader to place the top 20 per centum. in-between 70 per centum. and the bottom 10 per centum of performing artists. The following measure is to move on this rating. In the instance of the Chattanooga Ice Cream Division. the bottom 10 per centum would non cognize where they ranked or why. This job ties back into fairness. Without blunt conversations sing ends and public presentation. an employee has a reduced opportunity of success. Additionally. the deficiency of blunt conversations does non give the person an chance to better their public presentation. Further. in this instance survey. ends for the squad are non clear which do es non enable people to be successful. The 4th rule is voice and self-respect. Charles Moore has a direction squad that does hold a voice. although they use the chance to put incrimination and support themselves instead than concentrate on solutions. Voice and self-respect goes beyond the direction squad. Harmonizing to Welch in Winning ( 2005 ) . most people do non state anything because they feel they can’t and they haven’t been asked. Charles needs to understand the concern from every rank and position as the company leader. He needs to acquire into the â€Å"trenches† . The lone manner to carry through this is by enabling unfastened. blunt conversations throughout the organisation. Developing a Team Developing a squad takes clip. This squad has been together for four or more old ages with small to no accomplishment. The phase of debuts is past. but in mention to the Tuckman theoretical account ( Tocci. JWI510. W6 ) the squad is in the â€Å"forming† p hases. Key attributes of this phase are an ill-defined mission and values. deficiency of trust. and deficiency of committedness. To get down an unfastened treatment sing squad kineticss each squad member will finish a DiSC appraisal and a 360 reappraisal. The 360 feedback will include their direct studies. people from within their functional country. people outside of their functional country. and every member of the leading squad. After the consequences have been compiled a manager will be assigned to each squad member to reexamine the consequences and to develop personal action programs. After these one-on-one Sessionss. Charlie should convey the squad together to portion the consequences of their DiSC appraisal. The intent of the session is to derive a better apprehension of each squad member in footings of how they prefer to work and why. Once the DiSC appraisal is reviewed. each individual will be asked to portion the 2-3 personal development ends generated from their clip with the manager. As the leader. Charles will get down foremost and demo his exposure. Sharing ends can assist team members be accountable to each other. This enables informal equal to peer training to assist everyone stay committed to the squad. The DiSC appraisal and the 360 degree feedback contribute to emotional ntelligence. Goleman ( 2000 ) defines emotional intelligence as the ability to pull off ourselves and our relationships efficaciously. Both of these appraisals enable each squad member to go more self-conscious of their emotions and the impact on their colleagues. Additionally. these tools give an accurate self-assessment of each person’s strengths and restrictions. Once each squad member understands how they are perceived and their personal DiSC manner in relation to others they can get down to do focussed betterments on their overall emotional intelligence. Goleman ( 2000 ) found that leaders with strengths in a critical mass of six or more emotional intelligence co mpetences were more effectual than equals that did non hold similar strengths. These exercisings focus on the underside of Lencioni’s ( 2002 ) pyramid. â€Å"Absence of Trust† . The squad should promote each other to be vulnerable and in bend. back up the squad members that do demo exposure. Specific Recommendations for the Team Once the squad has completed the DiSC and 360 degree feedback tools. the coaching. and the group sharing they are ready to transition their focal point to the ability to run a successful concern. At this point. the Ice Cream Division does non hold a clear mission or vision. To get down this procedure. the squad will get down a charter. First. the squad must set up an overall mission by understanding the overarching mission of the company. In short. at the executive degree. what does the squad base for? Concentrating on mission development alternatively of work outing the job of doomed concern will let the squad to understand what actions they n eed to take to aline the job solution to the concern scheme. Harmonizing to Welch ( 2005 ) a mission answers the inquiry: How do we mean to win in this concern? Using counsel from Winning ( Welch. 2005 ) . the executive squad may develop a mission statement that looks like this: The mission of the Chattanooga Ice Cream Division is to go the market leader in Ice pick gross revenues due to our focal point on exceeding gustatory sensation. alone spirits. and our committedness to clients. Once the mission is established the squad will get down to bring forth a charter. This charter will concentrate on specific activities required to accomplish the mission and vision of the organisation. We will write a custom essay sample on Leadership: Ice Cream Division Essay Example specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on Leadership: Ice Cream Division Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on Leadership: Ice Cream Division Essay Example specifically for you FOR ONLY $16.38 $13.9/page Hire Writer