Murphy Case Analysis Essay

Just-In-Time Concept. Just-In-time manufacturing, or JIT, is a management philosophy aimed at eliminating manufacturing wastes by producing only the right amount and combination of parts at the right place at the right time. This is based on the fact that wastes result from any activity that adds cost without adding value to the product. The goal of JIT, is to minimize the presence of non-value-adding operations and non-moving inventories in the production line. This will result in shorter throughput times, better on-time delivery performance, higher equipment utilization, lesser space requirement, lower costs, and greater profits. The key behind a successful implementation of JIT is the reduction of inventory levels at the various stations of the production line to the absolute minimum. This necessitates good coordination between stations such that every station produces only the exact volume that the next station needs. On the other hand, a station pulls in only the exact volume that it needs from the preceding station. In this case, Murphy’s management started the implementation of JIT without wholly understanding the concept; the poor performance was caused by lack of knowledge about JIT and lack of communication/coordination between the departments. Problems at Murphy: The CEO of Murphy Manufacturing liked the idea of JIT (reducing inventory holding cost while improving production efficiency) based on a few books he read, thus he wanted to implement this concept in his company even though the present MRP system had been working very well for a long time. On the other hand, Joe Vollbrach, Vice President of Operations for Murphy Manufacturing, initiated the implementation process based on the way it was working in the book examples he read without doing any feasibility study a or having a complete understanding about how to implement JIT concept in a small manufacturing environment like which Murphy is in. The result is disastrous, purchasing department are constantly ordering  materials at very high cost; the shipping/receiving department are harassed by endless loading/unloading task; production efficiency was down due to lack of production materials and no clear production schedule; sales people has to deal with angry customers because most the order aren’t shipped/delivered on time. General JIT Implementation Guidelines: Since JIT encompasses a number of functional areas of the company, top management support are a must. Full acceptance by top management is required to empower middle management to overcome the inevitable roadblocks in implementation. In this case, John should take the initiative to be the champion of JIT concept and provide the full support for implementation. Second, training and education as a fundamental requirement for JIT implementation in order to promote a significant change in attitude of the workforce that will create an environment conducive to completing the implementation. Training courses should be made available for employees to fully understand JIT concept and harness it. Third, it is important that JIT is seen as a philosophy rather than a set of add-on techniques to current practices. The company must question why and how it uses JIT and be able to figure out the results of undertaking JIT and incorporate them into its marketplace strategy. By adhering to these guidelines on implementation and instill the knowledge of JIT concept to entire employees at Murphy’s, the transition process to JIT will go smoothly and best JIT implementation techniques will be utilized. The pros/cons of implementing JIT in Small Manufacturing Enterprises: Most publications discussing JIT implementation focus on large manufacturing firms, the environment in which the concepts arose. Because of the limitations that small manufacturing enterprises face, which include limited staffing and material resources and reduced bargaining power with customers’ suppliers and financial institutions, it is not clear that all JIT  components are applicable to every environment. Thus choosing the right JIT implementation strategy is crucial for Murphy’s future successes. Most Small Manufacturing Enterprises depend heavily on a few major customers, thus normally suffer fluctuating demand from these key customers. In regard to vendor relationships, their purchase volume is not large enough to give them leverage over their suppliers to purchase in a small batch size with a good quality at a definite time. Compared to large firms, Small Manufacturing Enterprises normally have limited free cash to fund investment in new production concepts or technologies. They also lack bargaining power with their creditors and debtors, and have difficulties in getting loans from financial institution. Hence, forward planning is constrained by cash flow maintenance. Consequently, if Small Manufacturing Enterprises get involved in innovative projects at all, they will focus on projects with short term returns and overlook initiatives promoting long-term results. Small Manufacturing Enterprises also have limited non-cash resources (machinery or people). They do not normally have specific departments such as a training department or an engineering department. With limited management staff there is a small pool for potential champions of new techniques. Also, small firms may be so small that a change in production cannot be implemented without affecting the entire plant. This is another barrier for Small Manufacturing Enterprises to improve their operations as they have to risk the whole factory in order to know whether a certain technique is appropriate or not to the company. Which is very true in this situation, slight modification in any one of the major operation departments, will affect the entire company. Thus, every step has to be carefully analyzed and backup techniques needs to be developed. However, there are also several advantages for small manufacturers compared to big ones. Small firms normally do not have union contracts and usually have fewer problems with resistance to change compared to large companies. A flatter organization is typical in small firms and it fosters more frequent open communication. Therefore, the decision making process is simpler and the result is conveyed faster throughout the employees. Compared to large  firms, small firms are used to working in smaller batches and are more accustomed to a flexible response to demand changes. Problems in Implementing JIT Components: First, Cross training is common for small manufacturers because of the need to cover absent employees from a small labor pool and is also easier to implement than in large companies. The only problem is that extensive training is costly. Small manufacturers may train key employees individually and ask them to impart their knowledge to other worker. In this case, all the middle management can learn about JIT concept then passing it to production employees. Second, most small companies are very dependent on a few major customers. They lack bargaining power with their key customers and will not be able to compel these customers to order on a stable demand rate. The most desirable situation would be the cooperation of their customers in sharing their forecast demand and production schedule. Achieving this may be limited by bargaining power and therefore the result may be production based on inaccurate forecasts resulting in using finished goods inventory as a buffer. Production leveling can be a great barrier for small businesses to fully adopt JIT. Third, JIT Purchasing is normally implemented as the last component, especially for small manufacturers, due toe lack of bargaining power with their suppliers. Small manufacturers normally do not give enough sales to their vendors and are forced to order in large batches and store a large amount of raw material or they will suffer a higher cost to get the materials just-in-time. All these potential problems need to be studied, when implementing the JIT concept at Murphy.

Innovation and Entrepreneurship

Student: B00227358 University of the West of Scotland Issues Surrounding the Role of Innovation in the Economic Growth Process Introduction The modern world economy shows that the scientific and technological knowledge and innovation are key factors for sustainable economic growth. Much of the competitive advantages that the country holds today derives from the use of scientific knowledge and applied technology become the corporate level to develop new products or services through the management of technological innovation, marketing, and organizational.The world globalization highlights the urgent need for business organizations that produce goods and services for domestic or international market recognize the strategic value of innovation and incorporated into its business management as an instrument or tool that is part of your corporate culture. Innovation is an essential element for any organization in order to survive, grow and significantly influence the direction of any indus try.Development does not; however, guarantee success, but most be followed up with successive streams of innovation and change, from the incremental to the radical. Discussion The most reliable way to be successful in the industry is to innovate better and longer than the competitor, leading companies develops innovation portfolios that they can use to help sustain growth over the long term. Innovation and change is an essential part of any business activity, but only some people recognize its importance and significance.Companies recognize that key factors such as productivity, competitiveness, and productive marketing and organizational efficiency, depend increasingly implement suitable mechanisms to change from the stage knowledge generation (Science and Technology), or import and assimilation of it to the stage of practical application through the process of innovation. In the recent years, entrepreneurship has become the most successful innovation to increase the economical gro wth of the country. Entrepreneurship has long een briefly viewed as a foremost vehicle for financial development and it has captivated investigators from a kind of disciplines with very varied analytical approaches. Audretsch & Thurik, in their paper â€Å"What’s new about the new economy? Sources of growth in the managed and entrepreneurial economies,† demonstrates the change which is being made in the OECD countries. According to them, the reason for this change is the entrepreneurial economy (Audretsch & Thurik, 2001, 267). The paper is an attempt to articulate and identify the differences between the new emerging entrepreneurial economy and the managed economy.According to this paper, there are a total of 14 trade-offs that confronts these two economies. The major economic benefits of European integration will come not through economies of scale, but rather through economies of diversity (Audretsch & Thurik, 2001, 308). The countries that have adopted the entrepren eurial economy have been successful in making additional growth. In another paper, â€Å"Linking entrepreneurship and economic growth,† Wennekers and Thurik looks at the link between the entrepreneurship and the economic growth of a country.The paper concludes that entrepreneurship really matters for the prosperity of a country. In today’s modern world of economics, entrepreneurship plays an essential role in the growth of economy. According to the paper, ICT-revolution and globalization implies the need for a structural change which requires a considerable reallocation of the resources, this increases the demand for entrepreneurship (Wennekers & Thurik, 1999, 140). The Schumpeterian tradition of the analysis which concerns the form, innovation and entrepreneurship is examined in the paper, â€Å"Innovation, entrepreneurship and the firm: a post-Schumpeterian approach. Burton proposes a post- Schumpeterian framework as a remedy for the defects in the Schumpeterian fra mework. The framework presented by Burton is based on four main elements Diffused Entrepreneurship/Entrepreneurial Management; Collaborative Business Arrangements for Knowledge Creation; Knowledge Protection; and Knowledge Creation (Burton, 2001, 7). We can look take assistance from this framework to strengthen the innovation and entrepreneurship in the country. Furthermore, in â€Å"Entrepreneurship, Innovation and Economic Growth: Evidence from GEM data,† demonstrates the occurrence of the high growth prospective of the new emerging firms.There are different rates of economic growths which have been observed in the country. Not every entrepreneurial start-up contributes to the generating economic growth. It shows that other factors also influence the economic growth of a country. Innovation in science and technology is also an essential part in contributing to the growth of economy in a country. Economic growth is a process through which knowledge is transformed into qualit y goods and services that satisfy human needs (Wong et al, 2005, 335).The companies are the means through which scientific and technological knowledge is applied in a practical way through the production process, and is transformed into goods and services increased level or better quality, which contributes to the economic and social transformation. Organizations need a change of approach, which involves focusing attention on existing technologies that when used on a widespread basis through processes of innovation, can have a significant impact on the UK economy.Most countries recognize the importance of science and technology as tools for economic growth, but many developing countries focus exclusively on the generation of knowledge in basic research support. Countries must adopt strategies to improve the infrastructure of basic services, so that the appropriate level of the same foster technological development necessary to achieve sustained economic growth: Without a decent infr astructure of basic services it is not possible to develop major applications of technology.Many developing countries have made the mistake of not giving enough importance to the training of technicians and technologists, and artisans, which are home to many small and medium enterprises. Today most of the curriculum and curriculum of universities in developing countries have become obsolete (Murray & Blackman, 2006, 132). In an increasingly globalized world requires changes in national policies to incorporate science and technology in the design of economic strategies, in order to achieve: 1. The use of existing technology, using the strategy of â€Å"shadow and fast â€Å"using ICT (information) than is available in the world, 2.Attracting Foreign Direct Investment in technological capability and seek to promote links with other firms in the chain, 3. † Upgrade â€Å"of existing technological capacity in the business sector, 4. Identify market niches and incorporated into the chain 5. To promote international technology partnerships, 6. Using technology foresight methodology in the various sectors (Murray & Blackman, 2006, 132). Among the various fiscal and policy instruments that can be implemented to stimulate technological innovation and boost business ties between the actors.We need to promote intellectual property, promote international cooperation in technology transfer, and promote co-financing for technological innovation and venture capital funds for technological innovation. Other than that encourage the creation and development of small and medium enterprises to promote business development centers and technology incubators, implement technology parks; enhance the technological links with companies in free zones are also very important. There are many issues involved in the role of innovation.For many years, we have tried to understand the relationship between innovation and development in global and in particular its economical dimension. This interest has increased significantly. While this issue has been addressed in the literature at least since the 60's and 70's, is the late 80's and 90's in that discussion has intensified in part by the new avenues that are opening the economy informational. A new technological revolution based largely on information, and spread through the global economy, affects the spatial conformation of economic activities (Uljin, 2003, 15).This is due to the characteristics that result from different combinations of endogenous processes such as fixed capital investment, research and development, education, the advantages in the use of technologies, the economies of scale, the allocation of resources, and a variety of institutional factors that vary between countries. This applies not only within countries but even between regions. The industrial map is diversified, resulting in regional differentiation based on the vocation of the places on those parameters.Innovative industries of the ne w technological revolution do not show a generalized spatial dispersion. On the contrary, are located in regions where they meet the requirements for innovation. Three issues deserve particular attention. First, it increases the importance of knowledge and intelligence as the basic factors of the system. They are the key for access to and ownership of information that feeds the dynamics of innovation by enabling technological transformation and modernization of the economy (Uljin, 2003, 15). Second, it involves growing interdependence among various actors and resources.Among them are companies that make up the economic structure of a region, universities, local government, the labor market, community, entrepreneurship, infrastructure and funding sources. Conclusion This is particularly important as the playing experience with innovation policy has become a panacea for a variety of problems. It is clear that the contexts in which they have successfully implemented these policies cont ain factors that are areas of opportunity for action and that lessons should not be isolated without context.Third, the information economy, enhances the integration between regional and global networks. The paradox of the twentieth century is that, in a global economy, regions and cities become increasingly important, even when they have less power than national governments and are always in constant competition. The regions have enormous advantages to compete globally; from greater flexibility to adapt to changing conditions at the national level can be tackled only with painful effort behind. References Audretsch, A. D. and Thurik, A. R. 2001), â€Å"What’s new about the new economy? Sources of growth in the managed and entrepreneurial economies,† Industrial and Corporate Change, Vol. 10, No 1, Pp. 267-309 Burton, J. (2001), â€Å"Innovation, entrepreneurship and the firm: a post-Schumpeterian approach,† International Journal of Entrepreneurship and Innovatio n Management Vol. 1, No. 1, Pp. 7-29 Murray, P. & Blackman, D. (2006), â€Å"Managing Innovation through social architecture, learning, and competencies: a new conceptual approach,† Knowledge and Process Management, 13, 3, Pp. 32-143 Uljin, J. (2003), â€Å"Cultural Conditions of Championing Innovation in International Technology-Driven Firms: Ways of Conceptualisation and Assessment,† ECIS Reseach, Pp. 15-19 Wennekers, S. and Thurik, R. (1999), â€Å"Linking entrepreneurship and economic growth,† Small Business Economics, Vol. 13, No 1, Pp. 140-149 Wong, K. , Ho, Y. P. & Autio, E. (2005), â€Å"Entrepreneurship, Innovation and Economic Growth: Evidence from GEM data,† Small Business Economics, Vol 24, Pp. 335 – 350

Assessment of how managing the human Essay

This part of assignment assesses how managing the human, physical and technological resources that have been researched so far can improve the performance of Marks & Spencer. Human Resources Human Resources are the people (employees) in the business. Monitoring the performance of employees in Marks & Spencer has showed the way to a number of advantages. These essential advantages are assessed below. The employees in Marks & Spencer are being monitored by CCTV and therefore watched by managers or directors which led to an increase in customer focus. Monitoring employees makes sure that they are carrying out the job tasks correctly. This could be for the reason that employees do not want to upset and get embarrassed when their managers or directors are observing them through CCTV; as a result they try to work and perform to the best of their ability. Employees in the stores of Marks & Spencer know that they are being observed and monitored throughout the work day so this encourages employees to serve customers more adequately as well as to provide assistance at all times. In addition, employees in the stores are likely to think that they could get bonuses and rewards if they perform to the best of their ability. For instance, Marks & Spencer could give incentives during the work which would likely make employees encouraged and complete the tasks given because incentives usually motivate employees to work to the best of their ability on whatever tasks are they completing. Marks & Spencer offers gift vouchers that are the perfect choice to help reward congratulate and motivate people in a way they will appreciate. Marks & Spencer vouchers are perfect incentive to increase sales, recruit new customers and generate new business. This is the best way to promote performance from the staff and encourage more positive outlook in the workplace. These incentives include the sick pay leave if needed as well as the holidays. (See appendix 4) Employees that work in Marks & Spencer normally have 20% off discounts of the products and items that they buy. In addition, in order to increase their performance they offer deals and voucher tickets to their employees who are working to the best of their ability. These bonuses, fair wages and discounts that employees get makes them work even harder which means the motivation increases. Human resources includes the need of Marks & Spencer having suitable employees in the organisation that work in the store in order to increase the performance of the business. Therefore, Marks & Spencer should employ correct employees with the right skills, abilities and experience to complete tasks to the best of their ability. Having appropriate recruitment process – making adverts the most attractive as possible and having clear job descriptions with clear tasks would possibly bring the right people to Marks & Spencer. When they choose an employee or employees to work for a business they need to make sure that interview procedure is correct and that short-listing table is used in order to compare all the candidates and choose the best one when looking at the criteria. Marks & Spencer needs to make sure that they get the person to work for them that is intelligent, respectful and diligent. Candidates that apply for a job in marks & Spencer need to complete the application form on the Marks & Spencer’s website (www.marksandspencer.com) where an applicant would fill its personal details, grades and achievements and the experience. Retailers like Marks and Spencer have complex recruitment needs and have to deal with high volumes of applications to fill a large number of similar positions. Marks and Spencer manages all applications for store jobs via WCN’s Applicant Tracking System. The system is based on complex two way integration with the Marks and Spencer HR system. The system allows candidates who are successful after applying and completing online tests, to book their own interview within an hour of completing their application. Stores input vacancies and give available assessment times on the Marks and Spencer HR system, this data is then transferred to the WCN system and displayed to candidates online. Therefore, candidates that are successful they are either going to be contacted with the assessment times where they are going to be given different tasks including team work activities. In addition, their interview is going to take place at some time in the day too. After assessment day, usually the candidates will be told either by phone, e-mail or letter whether they got the job or not. In order to increase performance of the business the employees that are already working in Marks & Spencer would need to be trained from time to time as they will be kept up to date with their tasks and will know how to complete them correctly. Knowing how to complete tasks correctly will eventually give motivation to them because they will have more understanding when completing their tasks and duties. However, if employees would not be sure of how to carry certain duties then the managers would not be happy with their work. Therefore, an appropriate training would be suitable in order to solve this problem. Training will give knowledge to employees about their job and introduce new tasks or duties that are needed to be completed. When employees go off for training they are normally working as a team by working together and completing certain tasks together; as a result, they are likely to develop more team work. Each store in Marks & Spencer has different groups or teams and each group or team has their own responsibilities and tasks. Because each team has their own responsibilities this makes them know what they are doing and how they are approaching issues during their work day. Marks & Spencer also have team members whose responsibilities are divided because they are specialists in their job; therefore, this means that Marks & Spencer is likely to achieve its aims and objectives consistently and obviously, on time. On top of that, the employees that are part of Marks & Spencer’s crew also help to achieve the targets of Marks & Spencer. This could be for the reason that managers or directors have a span of control on supervisors and sales assistants in Marks & Spencer stores. As a result, having the span of control will mean that managers are in charge for setting duties and tasks, controlling and observing employees, for instance, sales assistants and supervisors. For the reason that this happens they have their own responsibilities and tasks that has to be met and there is no need to worry themselves about other employees’ responsibilities and tasks in the store. As a result target achievement is met by a better task focus that takes place. In Marks & Spencer the CCTV monitors the employees that are working and therefore, the managers in Marks & Spencer’s store observes employees. This fact has increased Marks & Spencer’s profit in the way as employees work to the best of their ability and perform well while they are working because they know that they are being observed. Employees need to perform well in order to get bonuses for their good work and to avoid the disappointment of their managers; therefore, they treat customers very well and serve them at all times when they are available. As a result, customers that are treated well tend to buy the items, such as food and clothing from Marks & Spencer. This could be for the reason that when customers need help with their shopping, normally employees help them with where to find certain products, or where to find the right shoe sizes and clothing for them. In addition to this, Marks & Spencer stores that provide clothing have fitting rooms which means employees that usually stand in front of the fitting rooms are there to help customers with the sizes of their clothing and even the styles. Marks & Spencer usually observes the employees’ that are being late and therefore monitors them; normally, an employee that works for Marks & Spencer will have an ID card. The lateness of employees’ can also be observed by asking them to sign time-sheets each day when they start and finish work; this helps Marks & Spencer to organize all the employees that are expected to be on time and in their work place. Observing and monitoring employees’ makes them to start working on time for the reason that they might not want to have arguments or conflicts with their managers in the store. Because Marks & Spencer stores have enough employees on the store floors this helps Marks & Spencer to serve the majority of the customers properly. This is for the reason that fewer employees would be placed to serve customers in fitting rooms and most of the employees would be placed on the store floor placing products on shelves and helping customers to find certain products if they need help. For the reason that employees are divided into different areas in the whole store of Marks & Spencer they can serve customers and help with their shopping at all times. However, if there aren’t enough employees on the store floor the customers will be disappointed due to the fact that they will not be served very well and not given much help concerning their shopping. For instance, if all of Marks & Spencer’s employees’ in the store serves customers only in fitting rooms then there would not be enough employees on the store floor which will lead to a real untidiness and muddle in the store. In conclusion, observing employees’ punctuality makes them to keep up with their attendance and be punctual. This makes Marks & Spencer have better image because their employees serves customers well and manages to keep up with the tidiness on the store floors. Physical and Technological resources Physical and technological resources that Marks & Spencer uses have quite a lot of advantages as Human Resources. Physical resources are the things that business uses to complete its activities every day in the store, for instance, buildings and equipment. Technological resources are things such as computers with its software such as Microsoft Office. Physical and technological resources are assessed below. Marks & Spencer has got a transactional website (technological resource) (www.marksandspencer.com) which means that the business is expanded in many ways which increased its performance. This could be for the reason that clients or consumers that are able to access the website can purchase its products. Marks & Spencer online shopping offers UK online shoppers many choices. Their large clothing and home ware line has earned respect and loyalty from shoppers from the United Kingdom as well as worldwide. Consumers can shop online for thousands of Marks & Spencer online products from the convenience of their home because people can look through the website to see new clothes and items and the new deals and offers are also promoted on the website so that customers know what is offered in the stores. In the website, it is also possible to contact Marks & Spencer if consumers have a question regarding a product or an item. Therefore, this expand the business as anyone can access the website from any country of the world if they have internet connection and it also increases performance because consumers can stay at home not visiting the stores which means Marks & Spencer would receive money from costumers anyway, which would increase in sales and this means Marks & Spencer would make more profit. Marks & Spencer stores has got many tills in their stores and employees that works on them, therefore, having many tills prevents in having long customer queues because as employees are able to work on the tills they can serve the customers very quickly. Therefore, the more tills Marks & Spencer has, the better customer service because it serves customers quickly leaving them happy and it is likely to make them to come into the store the next time as they received good customer service. Eventually, if they continue visiting the store this means they will buy more products which will increase in sales and make higher profits. In addition to this, normally there are lifts in Marks & Spencer stores that helps customers quite a lot too because their shopping can be more convenient. Lifts are useful because it helps customers with pushchairs and disabled customers to shop, especially in the stores where Marks & Spencer has got four floors. For instance, one of the shopping malls in Plymouth has got Marks & Spencer store of four floors; the first being men clothing, the second is women clothing, the third is lingerie and fourth floor is children clothing and toys, home ware and the cafà ©. On the fourth floor they also have a tunnel leading directly to the car park so it means customers can avoid the busy lifts that they will find in the shopping mall itself. Therefore, by having lifts Marks & Spencer makes it convenient for customers to shop and they are likely to visit the store more often due to comfortable surroundings and resources available to them. In addition to this, Marks & Spencer always has employees with samples of different items in the store for customers to try. This would also increase in providing better customer service as the products are promoted and customers will want to try out the new products. They will be happy that Marks & Spencer offers samples to try out because customers would feel important in the store by employees showing attention and offering products to customers. As a result, customers that try the samples are likely to like the product and purchase it making Marks & Spencer’s sales eventually grow and profits increase. On the top of that, customers want a good value for the products they buy which would be high quality and reliable. They also want to get good quality service provided to them at the stores and that staff always would be available for assistance if needed. Customers also want a good environment around them in which they would be comfortable to shop and buy high standard products provided; therefore, better customer service would be increased by employees being motivated and providing assistance and by having resources such as lifts which increase the shopping convenience and this would keep customers happy. The availability of communication through Internet and telephone allows Marks & Spencer to correspond quicker and easier. Managers in Marks & Spencer are able to send and receive information from other Marks & Spencer branches as well as departments. For instance, e-mails allow managers to attach financial statement and transfer them to finance department which might be situated in another city. In addition to this, Internet and telephone connection gives an advantage to customers as well. This is for the reason that customers are able to contact Marks & Spencer either by e-mails or by giving a call to Marks & Spencer store. A number of customers feel the need to contact Marks & Spencer because they want to ask about particular product, for example, if Marks & Spencer has black jacket in size ten. If it happens that Marks & Spencer has this type of an item in store the customer might ask to put it on hold which Marks & Spencer will be happy to do. However, if it happens that Marks & Spencer does not have it in store then the customer can order it and Marks & Spencer will be happy to provide instructions how to do it. When the delivery arrives, Marks & Spencer will contact the customer by informing him about the arrived jacket. Therefore, the customer would be happy because they are given quality service and because Marks & Spencer is trying the best to serve customers well; this would make customers feel important. Marks & Spencer has insurance against thefts, fire damages and vandalisms; therefore this makes employees feel safe in their working environment. Because of this employees are able to work and perform up to the highest possible standard. For instance, an employee who knows that he or she is protected from thieves that could appear in the store and be dangerous to lives of people that appear in the store will be able to serve customers without fair and stress. In addition, customers who know that Marks & Spencer has insurance they would feel safe and protected when shopping in the store. This would increase Marks & Spencer’s performance, as employees want to be safe, they want staff would be always available for assistance and they want good environment around them that is comfortable to shop in. Therefore, having insurance from thefts, fire damages and vandalisms would make sure that customer’s desires are fulfilled and employees would work to the best as they can knowing that they are protected. Therefore, as customers would visit the store more because they feel safe at the store, they would buy more products due to safety and getting quality assistance from employees and as a result sales will eventually increase which would lead to higher profit and increased performance. Equipment of Marks & Spencer and the machinery would increase in productivity as well as the performance and reputation of the business. Marks & Spencer would need to have the latest equipment and machinery in order to carry day to day activities correctly. Marks & Spencer would use equipment and machinery such as self check-out machines, electronic tills and trolleys to carry products. The machinery in warehouses would be used in order to make items to the highest possible quality. These machines would need to be updated regularly so that they would not break down and cause day to day activities to slow down. Ultimately, if machinery and equipment are looked after and updated regularly then this means Marks & Spencer would be able to operate effectively; customers are likely to buy their items and products which would eventually increase in sales and profit. If customers are going to be happy due to the service provided because of good machinery and equipment then they are likely to stay with Marks & Spencer by visiting their stores regularly which would mean Marks & Spencer’s reputation will grow over time and once again the sales and profits will increase. In addition to this, Marks & Spencer stores have got employed security guards which make a store a safer place to work because there is an instant access to help. Having security is important for marks & Spencer because products and items have security tags attached to them on the electronic bars; therefore, if people decide to steal a product or an item the alarm is going to go off at the entrance of the store which would mean that a customer has stolen something. Therefore, security guards will take care of this and make sure that the thief does not run away. In addition, CCTV cameras take great care of being secure at work as well. CCTV cameras operate all day through in Marks & Spencer recording everything that is going on. Eventually, having security guards and CCTV cameras increases in performance of Marks & Spencer as the employees will feel safe and happy at work and as a result carry out tasks to the best of their ability. Marks & Spencer normally has quite big buildings that consist of two, three or even four floors, especially in shopping malls. In addition to this, if there are separate floors such as four floors building it allows Marks & Spencer to set a particular floor for particular products and items. For instance, one of the shopping malls in Plymouth has got Marks & Spencer store of four floors; the first being men clothing, the second is women clothing, the third is lingerie and fourth floor is children clothing and toys, home ware and the cafà ©. Besides, as the floors are quite big in terms of space, this allows Marks & Spencer to have room in order to display a range of styles of the products. If Marks & Spencer is able to display a large number of products this means that the performance is going to be increased because as the products are promoted the customers that walk around the store would see the product or an item and might get interested. Customer is likely to be attracted by the product because of the suitable displaying of products in Marks & Spencer and as a result they would purchase it. In addition, customers that walk pass the store, might see the display of products in the shop windows of Mark & Spencer and this would attract them to come in to the store to look at the product in more detail. Therefore, as customers are likely to buy more products due to displaying this is likely to increase sales and make a higher profit. If the business makes higher profit then this would increase the performance of Marks & Spencer. Eventually, human, physical and technological resources have a big impact on Marks & Spencer as a business. However, the inability that could to use these resources effectively could appear and this will cause many problems and difficulties rather than advantages.

Heart of Change Research Paper Example | Topics and Well Written Essays - 750 words

Heart of Change - Research Paper Example All these transformations often require change in order to serve the customers in the most efficient manner. From American Competitiveness (2012), change is not easy to accomplish by managers in the organizations, as most companies believe that change is making people think differently. They more often base their ideas on idealistic, unseen promises of reward that makes it difficult in moving people into action. People often resist change because the risk of change might be seen to be greater than the risk to remain in the same position they were as before. Making people change requires them to have faith that enables them to believe in unseen promises or developments in the company. Moreover, other people resist change because they often want to be associated with people and companies who are identified with the old way. Humans live as social species and always wish to be connected with the people or companies they are familiar with. In addition to the above the employees of compani es fear change because reformers might have hidden agendas that may make them lose their jobs (Schuler 2003). Therefore, change requires competent managers who have to make people feel differently than changing their thoughts. Change therefore would be effective if it makes those to be changed see and feel the change. Companies should be heart centered rather than being mind when effecting change. Thus, winning people’s commitment to change requires managers to engage people emotionally and rationally. Companies do not well understand that emotional change goes a long way to making their workers accept the new ways of doing things in their offices. However, failure to listen to and respond to workers’ rational objections and their beliefs by organizations is a show of disrespect to them and making assumptions that the workers will be aware the importance innovative change would have to them (Costello 2012). By following the right procedure in effecting changes in an or ganization often boosts the morale of employees who feel that their culture is also taken care of. Forcing people to adopt certain changes is a show of lack of respect and the company would not achieve her goals by so doing. He continues to assert that managers and organizations often make mistakes in attempting to make changes. It is true that a few only companies manage in effecting change successfully unlike what happens in other organizations. Poor knowledge of how change should be done often leads to the loss of big sums of money by organizations may cause lots of pain and headache in trying to make workers believe the effectiveness of the change. With regard to this, there are steps that must be followed in trying to effect change. The first is the establishment of the need for change in the organization. As one who is articulating for reforms, the need to make the management and organization trust the need for any change is vital. Through this, the reformer gains enough coope ration. Should this be impossible, the team players would be dissatisfied and would lack a feeling of contentment for the change process. Knowing what complacency implies and coming up with proper strategies to overcoming complacency go hand in hand in establishing a sense of urgency amongst the team players. Next is the establishment of the right members in the team. Members who understand what it takes to bring about change. The members must have the

Major Project Essay Example | Topics and Well Written Essays - 3750 words

Major Project - Essay Example It is getting the whole nation to ask a number of important questions of their own capacity to recover and be resilient in the midst of a crisis resembling economic chaos and growing militancy in the labor front. For its part, the state of Wisconsin through their Republican Governor is turning to thousands of their Democrat leaning state employees for initial answers. Where does patriotism lie in the midst of lavish benefits and indulgence with the impending financial ruin getting to be the main backdrop of the controversy? Keywords: GOP - Grand Old Party, Republican, Democrats PUBLIC EMPLOYEES UNIONS ACROSS AMERICA 3 Public Employees Unions Across America Face Massive Curtailment On Grounds of Averting an Impending Financial Crisis What sets off a statewide protest more conspicuously heard and felt in Wisconsin is the planned amendment to overhaul a system which initially included giving the state a new mandate of declaring bankruptcy and soften financial woes through an eventual re negotiating of wages and so-called lavish benefits of state employees. ... With a historically binding political patronage that tilts heavily on the side of the Democrats since President John F. Kennedy signed the executive order granting public employees the ability to a collective bargaining in 1962, such peripheral political and industrial advantages now face its biggest threat of curtailment on grounds of regaining sound fiscal management and economic parity raised by the Republicans in Wisconsin. The GOP takes the upper hand as the dominant party in Wisconsin while the Democrats and the main protagonists, the affected public employees and the unions, brace themselves for an extended political and judicial confrontation. The showdown PUBLIC EMPLOYEES UNIONS ACROSS AMERICA 4 begins in Wisconsin, home of the first ever unions of public employees in America. This is where collective bargaining for state workers was originally conceived with its long standing political alliance with the Democrats. But when the Republicans took control of the senate, the ass embly and more significantly the office of the Governor, the result was a heightening political confrontation endemic to a two-party political system and an increasingly massive workers’ dissent that is slowly engulfing the whole of America where majority of the states have established politically active, benefits and welfare-oriented unions for public employees. Wisconsin has set the precedence, then and now. Of the total fifty two states comprising the United States, thirty of them have collective bargaining statutes covering state and local employees. Since the 1950’s, government employees’ unions have grown into a major influence-peddling

Nuclear Medicine Essay Example | Topics and Well Written Essays - 1000 words

Nuclear Medicine - Essay Example In nuclear medicine, technique imaging procedure is used to diagnose or treat disease. The imaging procedure in this medicinal field is non – invasive and is comprised of painless medical tests. The imaging scans involved in nuclear medicine make use of radioactive material like radiotracers and radiopharmaceuticals. Depending on the nature of treatment the radioactive material is injected, inhaled or swallowed to produce energy called gamma rays in the particular organ of the body being diagnosed. These gamma rays are detected with the help of PET camera, gamma camera or probe. All these devices work in assistance with computer to analyze the amount of radiotracer absorbed by the body and delivers complete detail about the specific organ. Nuclear medicine also provides therapeutically procedures to treat cancer and other thyroid related problems. Here the radioactive iodine therapy is used where radioactive materials help in treating the diseases. Nuclear medicine images coul d be superimposed with the magnetic resonance imaging (MRI) and computer tomography (CT).Generally nuclear medicine procedures are performed with the help of gamma camera with which pictures can be taken from various angles. The highlight of the nuclear medicine is that it helps the doctors in looking inside the human body which otherwise is opaque. Both the physiology and anatomy of the body is considered in nuclear medicine while treating or diagnosing a disease. Since human body is opaque, it is difficult to look into it and with the help of imaging device and computers they are able to diagnose and perform various treatments. The different nuclear imaging techniques are positron emission tomography (PET), Single photon emission computer tomography (SPECT), cardiovascular imaging and Bone scanning. These techniques make use of various radioactive materials to produce an image. These techniques help in detecting tumors, blood flow to blood vessels, disorders in blood cells, disfun ctioning of organs and pulmonary and thyroid disfunctioning. In nuclear medicine, a substance containing radionuclide or radioactive isotope is administered into the body. This emitted radioactive material is either used to diagnose a disease in the body or destroy diseased cells. It has taken more than fifty years for the nuclear medicine field to reach a breakthrough point where it could be helpful for human kind. Previously, the role of nuclear medicine was limited only to diagnosis and now it has changed o treatment of various diseases. The first demonstration of nuclear imaging technique was performed in 1946 on thyroid tumors. Nuclear medicine imaging is a functional imaging tool and helps in checking the proper functioning of bodily organs. Apart from this nuclear medicine is the only technique which helped in proving the brain death case.MRI scans, X-rays or ultra-sound cannot make the difference between dead and live tissues and hence cannot detect occurrence of brain death . So it can be understood that the nuclear medicine technology is so powerful that it can monitor the most important organ like brain. Nuclear medicine specialist use painless, safe and cost efficient techniques to perform body imaging and treat various diseases. Nuclear medicine imaging is different, as it allows the physicians and doctors to understand the structure and function of the body of patients. Nuclear medicine uses very minimal amount of radioactive material and hence it is not harmful to people. The amount of radiation received usually in nuclear imaging is equal to diagnostic x- ray and it is very safe for patients. In nuclear medicine the importance is given to the chemistry and function rather than structure. Radioactive tracers of fatty acids, glucose and amino acids helps in

Gibbs Cycle Used to Facilitate Learning Essay Example | Topics and Well Written Essays - 1000 words

Gibbs Cycle Used to Facilitate Learning - Essay Example The student displayed the use of "Bandura (1977 cited in Quinn 1997) Social Learning" to address this skill. Social learning occurs when an individual learns something by observing another person doing it, called "learning by modelling" (Quinn 1997). A teaching plan was developed indicating the methods to be used to attain the skill (Appendix 2). And, the student had an opportunity to learn when she was placed within an Accident and Emergency Department. If the learning environment is not of an optimum standard then it can inhibit the whole learning process (Boud 1988). An initial assessment was completed prior to the student performing the targeted skill so that the level of prior knowledge was documented in advance. The student then moved on to the practical aspect of their learning. In gaining this background information the student's perception will go from thinking they are dependent on the teacher to becoming dependent upon themselves. This is because it encourages the student to be actively responsible for their own learning rather than taking a passive role (Welsh & Swann 2002). It is a motivator for the student to learn and develop their confidence and the ability to become a critical thinker (Morgan 2005). After having the opportunity to integrate both theory and practice in a teaching session they then became a competent practitioner (Morgan 2005). For the student, the best way of translating theory into practice is to be receptive to learning within a practical setting (Hinchliff 1999). Skinner's theory that practical learning can be st rengthened is a behaviourist approach to stimulus and response (1954).

Redo psychology in education Essay Example | Topics and Well Written Essays - 1000 words

Redo psychology in education - Essay Example In spite of their individualistic cognitive and behavioral differences, there are certain areas in which students from the 9th to 12th grade equally need guidance and education. Such areas include but are not limited to the study of ethics, and corporate social responsibility. There is need to teach such subjects at all levels, though their content can be customized to match the level of complexity understandable for the students at different levels. Learner diversity in the curriculum is fostered not only by the inclusion of diversity in he curriculum, but also by keeping a diverse force of teachers that have to teach that curriculum to the students. So there is a need to work on both levels i.e. curriculum and faculty because underestimating the need to work on one would have an adverse impact on the other. For example, let’s talk about a school teaching different languages to the students because the knowledge of different languages is fundamental to social integration in the contemporary multicultural society. The languages being taught include English, Urdu, French, and Arabic. Now there is a need to either have a teacher who is well-equipped with the knowledge of each of the four languages or the school needs to hire four different teachers each having expertise in his/her own language to teach the students effectively. On the other hand, curriculum can be made diverse by including content from different cultures de pending upon which area a certain culture is more developed in or what a certain culture has more to offer in comparison to other cultures. From this standpoint, the subjects of science and technology can be based on Western knowledge since advanced economies are more advanced in the research and knowledge of science and technology as compared to the third world countries whereas the subjects of arts and craft, including performing arts can be based on the knowledge of South Asian cultures

The small entrepreneurial firms and the larger firms and their Essay

The small entrepreneurial firms and the larger firms and their characteristics - Essay Example The essay discusses that product or service innovation has become an integral part of almost every business these days. Most of the firms implement several strategies to improve their product range through renovation of the existing products and services to satisfy the customers. Fundamentally, product innovation or service innovation refers to the process of introducing certain new goods or products and services or the process of modifying the existing products or services to retain the present consumers or to attain certain new customers. Entrepreneurial firms are the firms which are being established by an individual or more than one individual. The owners of the entrepreneurial firm are comparatively more flexible to take strategies and make decisions regarding specific matters than the larger firms. The owners of the entrepreneurial firms are known as the entrepreneurs. These entrepreneurs are free to choose their business process and financial statistics. These entrepreneurs ar e accountable for the profit and loss of their business. An entrepreneurial firm can be a family joint venture or non family venture, where the partners are equally responsible for the profit and the loss of the company and all the partners have the equal rights to take part in any kind of decision making process. The larger firms have more exposure than the small firms with the greater amount of capital, large number of manpower, improved technology and definitely huge brand recognition in wider range among others. The large firms are either the advanced form of the small firms or these are the firms which have been established with higher amount of capital or finance in hand. These firms involve large number of investors and shareholders, who have the right to take decisions in the business matters (Kerzner, 2009). The major objective of the study is to highlight the small entrepreneurial firms and the larger firms and their characteristics. The paper would also include the advant ages and disadvantages faced by a small entrepreneurial firm while making innovation in terms of their products and services over the larger firms. There would be a summative conclusion for the overall discussion. Advantages and Disadvantages of Small Entrepreneurial Firms in Innovation of Products and Services Entrepreneurial firms are the sources of opportunities where an individual or more than one individual can explore the facilities available, according to their own determined ways. Entrepreneurial firms give the owner the independence to think, to plan and to execute the plans according to the requirement. The small entrepreneurial firms are more flexible to make decisions and to choose various strategies regarding the need of the business. The entrepreneurial firms do not involve too many investors or shareholders, and they include a simple managerial structure with less possibility of hierarchy system (Hughes, n.d.). In the present scenario, most of the firms and companies are focusing on innovation of their products and services. Innovation provides the firms with the opportunity of exploring their potential and the scope of retention of the customers. The small entrepreneurial firms are more probable to make innovation of products and services as they involve a simple managerial structure and the decision making process

I Have a Dream by Martin Luther King Essay Example | Topics and Well Written Essays - 750 words

I Have a Dream by Martin Luther King - Essay Example He addressed America as he spoke on the behalf of his men (the blacks) accusing the nation of not being able to mete out justice to the black men and seeing its fulfillment was his dream expressed through the speech. Martin Luther King Jr. became a citizen of international repute despite his short span of life. Despite the confinement of the Afro American ghetto, the man came into the limelight of international significance by organizing his people and the country to bring them out from the bitterness of racial discrimination and subjugation towards a utopian period of freedom and fairness. After around 10 years his speeches and skilful oratory became significant in the public arenas. He fought against the moral problem, which posed a threat to the social order. In most cases he attempted to defend his contradiction to racism by addressing the ideologies of the founding documents of United States of America and the biblical notes of love and equality. The main point of his argument c entered on the fact that despite the documentation of the Emancipation Proclamation, the blacks had many reasons to be dissatisfied. This act has freed the blacks from slavery especially whose forefathers were separated from their homeland to serve tenures of bonded labor. He justified this dissatisfaction by citing the instances of social inequality everywhere around him, which contradicts what â€Å"came as a joyous day-break to end the long night of their captivity†. On one hand blacks had to face the brutal injustice of harassment by the police, rejection at hotels and black children faced discrimination at schools. The accusation of the Civil Rights Movement could be expressed in his words as follows: â€Å"But one hundred years later, the Negro still is not free.†¦ the Negro is still sadly crippled by the manacles of segregation and the chains of discrimination†¦lives on a lonely island of poverty in the midst of a vast ocean of material prosperity†¦.an exile in his own land† (‘I have a Dream’). This brought out the discrimination prevailing in the society. He used a metaphor of cashing the ‘check’ which he explained as the promise held by the Declaration of Independence towards every American citizen including blacks and whites alike. He concluded on this issue, saying that the Negro people received from their native land a ‘blank check’, which was marked as ‘insufficient funds’. He stressed on the point ‘Let the freedom ring’ from all corners of mountains and this went in line with his belief that there was actually sufficient fund in the treasury of opportunities in the nation. King preached advised his men to â€Å"drink the poisonous wine of hate† but at the same time called for non-violence to be the essence of their struggle as this is the struggle of the soul and not body (‘I have a Dream’). Later in the day the speech was transcribed for the press and the next day New York Times published, â€Å"Dr. King touched all the themes of the day, only better than anybody else. He was full of the symbolism of Lincoln and Gandhi, and the cadences of the Bible. He was both militant and sad, and he sent the crowd away feeling that the long journey had been worthwhile† (â€Å"I have a Dream†). The March on Washington for Jobs and Freedom on August 28, 1963 signified the unrest amongst the racial activists and civil rights campaigns. Luther King was arrested and wrote his letter from

Justification By Faith, The Book of Romans Research Paper

Justification By Faith, The Book of Romans - Research Paper Example The just shall live by faith. The Dominican Monk in charge of the Wittenberg Cathedral, Tetzel, had introduced a shameful doctrine of paying for the forgiveness of sins. He saw this as a powerful strategy towards the construction of a church building. After reading Romans, Luther saw this doctrine, amongst others which he came to reject later, as falsified1. His act ignited a fire in Europe that saw the birth of the Protestant church, which up to today is in constant doctrinal conflict with the Catholics. One of the subjects which draw a lot of argument is the subject of Justification by Faith. Both theologians, philosophers, clergy men and average Christians alike have engaged in this century’s old debate about the nature of justification. Inasmuch as both agree that there is an immortal justification of the mortal soul, the means to this justification seems to draw a significant difference between Catholics and Protestants. Some hold that believes that are justified by faith alone while the rest strongly believe that justification happens due to faith and good works alone. ... g made right with God; the initial step towards Christian living, whereas the other group sees justification as a continuing process, a day by day activity until we reach our final destiny. This paper will attempt to shade some light on the topic of justification by faith as handled by the Apostle Paul in his epistle to the Romans. This Book is the longest Pauline epistle, besides being referred to as the most important theological legacy in history of Christianity. Most scholars have described the Book as Paul’s masterpiece. Wright, N (†¦) calls it â€Å"neither a systematic theology nor summary of Pauls’ lifework, but his master piece, which dwarfs most of his other works, an Alpine peak towering over hills and villages.† The epistle is believed to have been authored by Paul himself when he was in Corinth, probably when he was about to live the city to Jerusalem. There are few objections to this, stating that the letter was authored by his secretary, Terti us, under his direct instruction. Most scholars have agreed that the Books written between 55-56 A.D or 56-57 A.D., a time when Paul was about to leave Corinth for Jerusalem2. However, some scholars have disputed these dates, giving 58 or 55 as possible dates. Ludemann (†¦) argues that the epistle was written in early 51 or 52. Paul was addressing the church in Rome, which was made up of both Jews and Gentiles. The larger Roman population was Jewish; hence they were able to influence a substantial number of Gentile converts. While scholars are in most cases able to determine the style of most New Testament Books, the Book of Romans has proved a challenge to most. They have been unable to agree on whether the Book is a just a letter or an epistle. Deismann (1927) states that a letter is more non-literary, being

Warsaw Uprising Essay Example for Free

Warsaw Uprising Essay It all started on August the 1st. The Warsaw Uprising was in fact the largest single operation conducted by a partisan organization during 2nd world war. The Warsaw UPRISING was actually a struggle of the Polish armed struggle in order to liberate Warsaw and its 1,000,000 people from the German pursuit when the Soviet army was entering the city limits from the east.   The 378,000 Polish armed people augmented by 2,000-strong nationalist and communist units in the beginning controlled a major part of Warsaws left bank. Later, with the German determination for a complete invasion on all the installation as well as the military checkpoints, the Warsaw Uprising ended after 63 days of effort killing more then fifteen thousand people dead and 5,000 wounded in addition to 200,000 Polish civilians who also died during this whole process where the entire city was devastated. On the other hand German lost its 16,000 lives and 9,000 wounded. (Krall, Hanna. 1986) United State and British army had already landed in Normandy and the Red Army had entered through the Eastern front into the city of Warsaw. Ever since the start of the Nazi occupation the locals had been planning for a complete underground attack, and on 1st August 1944 the order was ultimately given by General Bor Komorowski for the forces of the Armia Krajowa (AK) get the Warsaw back from the Germans, which was been occupied since 4 years. In Warsaw the polish army was commanded by General Antoni ChruÅ›ciel, codename Monter initially. Under his command the polish insurgents came out on the street to fight the Germans. The Germans were prepared fortified forces, and they had been on full alert; however the polish youth who initiated the insurgency were inexperienced Polish youths had to attack an experienced, fully equipped enemy in daylight. Realizing the fact of being weak the polish commander requested the British Army for help. British army was already helping the locals against the Russians and Germans in a lot of other areas of USSR. British helped the polish but were not on their priority list. Despite their help was very small but that made a difference in their regime as it has a great psychotically affect on the German army. Americans also sent the help to polish but it was too very late like in mid of September In some parts they succeeded and in some partisans had to retreat. The attacks on the major installations like airbase and radio stations were all repulsed. The first attack is the most crucial step, was thus only partially achieved as the city was largely in control of insurgents, however within there were still a lot of fortified pockets of German army. The first day at war, ended with a lot of casualties from both sides. (Ciborowski, 1962) The fight went on for four continuous days and till 4th, Srodmiescie was largely in Polish hands. Germans had to retreat from Ã…Å¡rà ³dmieÅ›cie-PowiÅ›le-Starà ³wka-Wola region, the Zyrardow region, and the Mokotow. The polish was out of supplies thus General Komorowski asked the British and Americans to send them with ammunition and air support. The aid began and the city was largely in control   Polish fighter pilots flying from bases on the Apula (Italy) started shelling over Warsaw. Those pilots had to return to Italy, however the Soviets denied them permission to use there bases. First determined fighting by the Germans came out on 5th of August. The thrust came from the Wola region, and after three days of intense fighting, the 5000 Wehrmacht soldiers succeeded in dividing the part of the ARMIA KRAJOWA defense which was the most important area of polish insurgency, which comprised of about 2000 unequipped soldiers.   (J. Kirchmayer Powstanie Warszawskie†) Simultaneously, the other German failed in Mokotow-Ochota region. The insurgents were successful in protecting the Ã…Å¡rà ³dmieÅ›cie for over a week, staving off an early fall down of the armed effort. The Germans were able to make only limited movement. During August 8, Stalin ordered to delay militant actions close to Warsaw. He denied any allied transport air aid to land on Soviet airfields which practically denied helping the uprising by airdropping the supplies, as the nearest airport were located in England and Italy. By August 10th, however, the ARMIA KRAJOWA leadership knew the result of the Soviet-German war. They knew that they would not be able to combat the insurgents. As a result they started to expel their rage on the civilians. That activity changed the war into dirty struggle where a lot of innocent people were executed. The polish insurgents were very determent to be liberated. After the fall of Wola, the German army concentrated all their army on the Stare Miasto region. That area was considered to be most insurgent region, having bridges conceiting it to Vistula. The attack came on the 12th of August, and after heavy fighting, the Poles were forced to retreat, evacuating from old Jewish ghetto.   While the German retreat they had to face insurgency thus making the Germans to divert some troops from the main thrust to deal with this new event. Polish requested the British for air aid. Thus ARMIA KRAJOWA units were sent to help the insurgents The insurgents became successful in drawing some of the German forces from the Warsaw. (T. Bà ³r-Komorowski Armia Podziemna) Powisle was conquered by the Germans on 6th of September, pacifying defenseless civilians. On September 11th 47th Soviet army conquered the Prague. The Bach regiment was ordered to fully shut off the partisans from the Vistula with help of German air force and the 9th Armored Division. Red Army resumes its fight towards Warsaw. German and Russian airplanes engage in dog fights over the city. Soviet artillery shells German positions in Praga, Saxon Garden and Okenche air base. The German offensive became successful in narrowing the positions of insurgents to only a small piece of land near the Wilanowska Zagà ³rna streets. On 10th September the Red Army ordered the Marshal Konstantin Rokossovy, to enter the city however they met heavy resistance. After five days of struggle the Soviet forces were able to capture the right bank of the city. Rokossovy then restricted his army from further fight and waited for reinforcements. On 15th of September, when the uprising was already on the edge of disaster, a mass air-drop was possible. However to their dismay the air drop was mostly been acquired by the insurgents instead of the Germans. Even they captured the arms and ammunition. That affected the Germans position in the region diversely. (Adler, Stanislaw, 1982) For three consecutive nights, 1,600 soldiers from Berlings army cross the Vistula and join insurgents in the Czerniakow district. The tried landing in September 17th to 18th in the district fails with most of the 1,050 people executed or captured. On 20th of September germen army did some strategic changes to fight western allies along with the polish insurgents. The complete force, renamed the Warsaw Home Army Corps (Warszawski Korpus Armii Krajowej) and commanded by General Antoni ChruÅ›ciel   Heavy fighting in Czerniakow continues till September 23rd. Some defenders left across the river, others reach the City Center. Germans killed all captured insurgents and take Berlings soldiers as prisoners of war. (A. Borkiewicz Powstanie Warszawskie 1944†) On 16th Germans with help of the 9th army targeted the bridges followed by attack on Mokotà ³w, and taken over Makotow on 27th of September On 30th September the 19th Armored Division supported by Bach regiment attacked Ã… »oliborz, and captured it. This all resulted in hunger, the lack of arms, ammunition and medical help, therefore ARMIA KRAJOWA started negotiating with Bach. The Polish Red Cross negotiated with Bach-Zelewski the act of act of surrender was signed by both parties on October 2, 1944 and. 20,000 Armia Krojowa soldiers   were held as prisoners of war by Germans. The civilian were allowed to    References: A. Borkiewicz Powstanie Warszawskie 1944 Adler, Stanislaw. In the Warsaw Ghetto: 1940-1943: An Account of an Eyewitness. Jerusalem: Yad Vashem, 1982. Ciborowski, Adolf and Stanislaw Jankowski. Warsaw Rebuilt. Warsaw: Polonia Publishing House, 1962. J. Kirchmayer Powstanie Warszawskie T. Bà ³r-Komorowski Armia Podziemna Krall, Hanna. Shielding the Flame: An Intimate Conversation with Dr. Marek Edelman, the Last Surviving Leader of the Warsaw Ghetto Uprising. New York: Holt, 1986.

High Compensation Pay Will Influence Employee Motivation

High Compensation Pay Will Influence Employee Motivation This article shows the relationship between high compensation pay and employees motivation in organization. Besides training, job satisfaction, and work environment, compensation pay is one of the factors that can influence employee motivation. Motivation has many theories that support employee will perform better in their job. Compensation pay aspects such as pay or reward package and promotion will lead or boost up employee motivation in order to perform in their work that contributes to organization. There are many theories that explain compensation effect on employee motivation. Many researchers had mentioned about the relationship between compensation pay aspects, pay or reward package and promotion and employee motivation in organization. Higher the compensation pay, employee motivation in organization will increase. Introduction Compensation is the total amount of the monetary and non-monetary pay provided by employer to an employee in return for work performed as required. Wayne. F. Cascio had stated that compensation which includes indirect cash payment and direct payments in the form of employee benefits and incentives that provide by employer in order to motivate employees to perform well for higher levels of productivity is an important component of the employment relationship between employer and employee. According to Milkovich, Newman Gerhart (2011), compensation refers to all forms of financial returns and tangible services and benefits that give by employer to employee as part of an employment relationship. For monetary pay, it as the return for employee that work or contribute in organization, while for non-monetary pay is provided by employer to an employee in order to motivate employee to perform in their work. Every stakeholder such as employer, manager, shareholder and others have their own perceptive regarding compensation and how compensation affects how they behave. Employee may define compensation as an exchange of service employee contribution or as a reward for a job well done. Employee see compensation as to some reflects the value for their personal skills and abilities, or the return for the education training they have learned or acquired. The pay individual receives for the work they perform in their work is usually the major source of personal income and financial security in their life and so it is very important determinants of an individual economic and social well being. For manager, compensation pay directly influences their success in two ways. Firstly, it is a major expense competitive pressure both internationally and domestically, forces employer to consider whether their compensation decisions is affordable or not. Other studies show that many organization labor cost s account for more than 50% of total costs. And for industries such as public employment or service, this figure is even higher. Compensation is one of the factors that influence employee motivation in organization. The good compensation pay is a good motivator for employee. Employee motivation and behavior influence by compensation by two ways (Milkovich, Newman Gerhart 2011). High compensation pay will lead employee to motivate in doing their job or perform well in their work and performance. If employee did not get compensation pay much as they should get, employee tend to not perform well and motivate to do their job. Compensation pay desired behavior which is motivated employee for better performance. This study would like to investigate the relationship between compensation pay aspects which are pay or reward package and promotion towards employee motivation in organization. The problem After bonuses are distributed, management teams may often be frustrated by the lack of employee motivation. If the employee does not see a direct correlation between performance and bonus, this may lead to a lack of motivation because employees see no reason to perform better. Shun Linda Wang, 2003 Nowadays organization whether small or large, people pay much more attention to their life style and the money they earn from the work than their senior. However, it still remains unclear whether many of employees would continue working if it were not for the money that they earn. Employee will expects their employer give a compensation plan are that it is fair and equitable, that it provides them with tangible rewards matched with their skills and, further, that it provides recognition and employee feel their employer appreciate them. Employer will face big challenge in order to motivate employees in organization. Motivation of employee is an important key to an organization that can lead to overall effectiveness of organization. Basically, employee will do or perform well in their work if their employer provides compensation pay to them. In other word, employee is not motivated in order give full commitment in their work because of compensation pay that they receive from employer is not enough or dissatisfied. Employee will perform better if they see the relationship between compensation pay and performance. Employee tends to motivate and perform better in their job if employer provides high compensation pay. Are wages attached to jobs and do promotions play an important role as a wage determinant? Do expected promotions affect motivation and, once the promotion has been realized, will this make the motivation disappear completely? These questions is the famous question that employer will ask in order perform well towards increase productivity or efficiency of organization. As Herzberg (1968) has argued, just because too little money can affect and demotivate employee, does not mean that more and more money will lead about increased satisfaction, much less increased motivation. But it is reasonable to assume that if employees take-home pay or salary was cut in half, employee morale would suffer enough to not perform well and undermine performance. It doesnt necessarily follow that doubling that employees pay would result in better work or employee will motivate to perform well. According to Schuler and MacMillan (1984), they stressed that Human resource management practices (including com pensation) may give a competitive advantages to one corporation over its rivals in order to retain and motivate their employee in organization. Literature review Motivation is the desire to achieve beyond expectations, being driven by internal rather than external factors, and to be involved in a continuous striving for improvement. (Torrington, Hall, Taylor Atkinson, 2009, p. 276) Motivation, in the context of work, is a psychological process that results from the interaction or relationship between an employee and the work environment and it is characterized by a certain level of willingness to do something. Motivation also defined as the employees are willing to increase their work effort in order to desire that they hold or obtain a specific need (Beardwell Claydon, 2007). According to Arnold (1991), motivation consists of three components: Â · Direction what a person is trying to do? Â · Effort how hard a person is trying to do? Â · Persistence how long a person keeps on trying to do? Motivation of employee was set as the dependent variable in this study. Although the construct of motivation can be operationally defined with the help of similar to variables such as motives, dispositions, needs, and values (Hogan and Hogan, 1990), the field of psychology has not observed a single, crucial measure of employee motivation. Therefore, there is the study that measures motivation by a single straightforward item: How has the level of your work motivation level changed in the last three years? The responses of the study had range from decreased (1) to increased (5). (Takahashi, 2005) Moreover, in a way of accomplishment expected work productivity and job satisfaction motivation is the outmost element to be taken into account (Schultz Schultz, 1998). Mainly, the impacts of motivation on the work performance and productivity will attract attention towards employee motivation in the work environment (Huddleston Good, 1999). Employee with high level of motivation tends to work hard and perform better in their work as compared to the employees with low level of motivation. The understanding of the employees expectations and needs of employees at work signifies the base for their motivation. In order to increase employee satisfaction and motivation with their work, it is important to arrange employees work and the level of satisfaction with work. Motivational models are usually divided in to two between and those, which are process theories that focus on the individuals interactions with their environment and those content theories that which focus on an individuals internal attributes. Expectancy theory is one of the process motivation theory describes motivation as a function of individual or employees perception that they have about their surroundings and they will form the expectation based on these perceptions. The organizational psychology literature includes a number or many motivational theories, but based on Ghazanfar, Chuanim, Khan Bashir (2011) they have selected expectancy theory as their implementation mechanism for some reasons. Firstly, the theory has been subjected to rigorous academic testing that each of its components has been experiment and the result is there is a positive influence or relationship on employee motivation. Other researcher such as Klein (1991), Pritchard and Sanders (1973), and Arvy (1972) give support for the link or relationship between effort and E-P expectancy. Hope and Pate (1988) established that the link between instrumentality and effort is one of be the best supported of the components and measured by Lawler and Porter (1967), Snead and Harrell (1994), Klein (1991), Harrell and Stahl (1984). Pritchard and Sanders (1973) have confirmed the motivational link between effort and valence. Secondly, the theory is easily to understand and very straightforw ard. Developed by Vroom (1964), expectancy theory determines three factors that play an interactive role in motivation. Effort-performance expectancy refers to E-P expectancy that concerns the employees perception which effort is positively linked with level of performance in organization. Maslows theory shows that human needs as a role of the capacity in which the human needs have already been fulfilled. It means that human needs that are fulfilled have a low motivation value. Other than that, Herzberg explains that work satisfaction is based on the presence of intrinsic motivation, while the presence of extrinsic factors will lead to dissatisfaction of work. If there is hygienic factors, workers will be happy with their current work situation. In order to have motivated workforce in organization, the hygienic factors must be satisfied and when motivations are in place. This model is in the same type as the theories of Lewin and Vroom that it is concern with the influence of perception and expectancy on motivation. However, this model is a more comprehensive theory than the other theories. The model is based on the following propositions: The motivational force of an individual is based on how individual see the value of the goal, the power required achieving the goal and the probability that the goal will be achieved. Because of individuals past experience is similar of situation, it will enable to a better self-assessment of the required effort, ability perform well and achieve the goal Performance achievement can be achieved by individual efforts which mean individual understand the task requirement and know their self-assessment of ability. Individual sees performance as lead to both rewards which is extrinsic and intrinsic can give satisfaction if individual feel the rewards are fair. This model is most complete and has enough description of the process of motivation. Performance of employee is usually described as a joint function between both ability and motivation, and one of the primary tasks that employer have to face is motivating employee to perform to the best of their own skill or ability (Moorhead Griffin, 1998). Basically, when economists talk about incentives and motivation, it refers to type of motivation which is extrinsic motivation (Frey, 1997, Benabou and Tirole, 2003). Extrinsic motivation is a type of behavior influence by external interventions, examples your boss give reward in term of money, praise your work, or status (Frey, 1997). This type of incentives works same as quid pro quo: employee has the implicit contract that after perform well in a performance they will receive an external reward. This means that the view of monetary rewards, either in the form of incentive compensation or promotions automatically will increase employee motivation. According to Minner, Ebrahimi, and Watchel (1995), they explain that motivation consists of these three interdependent and interacting elements which are drives, needs, and incentives. As long as organizations have been operated, compensation had recognized as one of major motivator of employees in order to perform better as well as an important tool for organizations. To construct compensation systems, organization must have mutual understanding so that it can be to the organizations structure, strategies, and employees that has been an important area. To use compensation as a motivator to employee motivation, personnel employer must look at four major components of a pay structures in an organization (Popoola Ayeni 2007). These four major components are job rate, which is the importance the organization attaches to each job, payment, which employer give reward to encourage employee based on to their performance, personal or special allowances, like transport allowance and fringe b enefits such as holidays with pay and pensions. According to Akintoye (2000), he highlight that money is still be the most important motivational strategy. Early year 1911, Frederick Taylor and his scientific management associate defined money as the most important factor to motivate employee in order to achieve and improve better productivity. Taylor also defined compensation and performance based pay as one of the major tools management had to motivate employees and to improve their productivity hence reduce turnover. Money sees as an important motivating power in as much as it symbolizes intangible goals like security, prestige, power, and a feeling of accomplishment and success. Sinclair (2005) explained that the motivational power of money with the process of job choice. Sinclair explains that money has the power to attract, retain, and motivate employee in order to increase and improve performance. As example, if an employee gets another job offer, which offers best financial rewards and has same job characteristics with his current job, that employee would be motivated to leave current job and accept the new job offer. Banjoko (1996) states that employers which want to reward or punish their employees, they usually use money. This is can be done through the process of rewarding employees for increase productivity by give recognition to employee so that employee will feel fear of loss of job or other related issues such as no promotion because of not perform well in performance. The eagerness to be promoted and earn improved pay also will motivate employees. Compensation research is more focus on stressing the internal orientation to an individuals reaction to pay. This research orientation is always led by industrial organizational psychologists and has contributed to human resource management practice. The main force for this research has been the suggestion that pay will affects level of job satisfaction of employee and work behaviors or employee motivation (Oshagbemi, 2000). Generally, organizations offer their employees three types of opportunities which are (Ospina, 1996): Promotion. Pay. Challenges at work. According to Kwon (2004) there are two ways promotion provided incentives. First, wage increase upon promotion or promotion premium can be fixing by principal, and let the promotion probability depend on performance. Second, a principal also can fix the promotion probability and let the promotion premium depend on performance. Hence, both promotion probability and promotion premium will base on performance. However, the literature has only focused on the former, and mostly will ignore the final. Remind that when use for performance-based wages, in most previous models of promotion-based incentives, the principal do not have any reason to provide huge incentives, and sometimes promote employees without any reason. Our model highlights the final. Because employees in the model is same and usually makes an investment along the equilibrium path, the principal promotes them based on term unless they realized performance or wages. This is consistent based on seniority-rule in promote emplo yees. But, a wage increase with promotion based on performance in order to provide incentives for investments on job-specific human capital that does not for a new job level. In the extreme case, controlling for term, the promotion probability based whether on performance or on wages. According on a survey amongst all individual employees, Herpen, Cools Praag (2004) found a positive link that effect of promotions on intrinsic and extrinsic motivation, which leads to the effectiveness of promotion. They show that promotion will affect positively on extrinsic motivation that constant with one of the basic assumptions in the tournament model. Motivation is high in this type when employees think that they will get promotion in the future. Intrinsic motivation is not so much affected by an expected promotion but rather by a recently realized promotion. Without a realized or expected promotion in long period will lead to a decrease of intrinsic motivation (Herpen, Cools Praag, 2004). Promotions should elaborate motivation in many ways. Moreover, there often does not seem to be strong pay for performance within jobs, which only increases the clear importance of promotions for organizational incentives (Hedstrom, 1987). But for internal labor markets, the status of higher positions is more important rather than higher pay because employees tend to perform well to win the competition. Promotion defines an incentive mechanism that gives value to employees that in higher position (Takahashi, 2005). For organizations that want to motivate their employees, they must fully the incentive effects of promotion. Lazear Rosen (1981) stated that promotions have contributed a great deal in theoretical interest, especially in the tournament models. A promotion can be an indication of trust and lead to empowerment, which is correlated positively with intrinsic motivation (Deci and Ryan, 1985). In order to find out the full incentive that effect promotion, organization will analyze the relationship between perceived promotion opportunities and intrinsic motivation. Reward is the benefits that workers can get from perform well in a task, representation a service or discharging a responsibility. (Colin Pitts, 1995, p. 11.) Pay can be as the most important factor that will motivate employees and also can be motivating reward that is received when employees can perform better in a task and service. Individuals will motivate to go out and find a work in order to get pay. Pay is also can be seen as a way in order to value employees work that contributed to organization. Organization will face a problem such as hard to retain good employees in organization if employees feel reward package that they get is unfair and not satisfied. It is because pay can be a powerful demotivator towards employees (Colin Pitts, 1995). It shows that rewards absolutely can influence employee motivation. Inequity in the management of compensation such as performance that measure unfair may give negative impact to the objectives of the company, as employees will not work ha rd but want to get reward so it will lead to expense of contribution. But if the compensation pay is perceived as fair, satisfied and competitive, hence good employees are likely to stay in the organization (Schuler, 1998). Many employees think that reward package is only wages and salaries that employer give as a return of their contribution to organization. Actually the reward package is include bonuses, health insurance, pension schemes, car allowance, beneficial loans, meal allowance, profit sharing, share options and others. (Pitts, 1995, p.13). Efficient reward system can be a good motivator but an inefficient reward system can lead to demotivation of the employees. Reio and Callahon (2004) concludes that both intrinsic and extrinsic rewards motivates the employee resulted in higher productivity. Carraher et al (2006) stresses that there should be an effective reward system in organization in order to retain the quality employees and reward should provide based on their productivity. There many works has been done in order to evaluate the link between rewards and employee motivation and there are many researchers investigated and agreed that reward can give impact on employee motivation. Organization must make sure that policies and procedures to form reward system will increase employee motivation and satisfaction in order to maximize the performance of the employees. Performance-based pay (PBP) is one of the compensation schemes that have link between employee performances with pay. It can be defined as a system of remuneration in which an individuals increase in salary is solely or mainly dependent on his/her appraisal or merit rating (Swabe, 1989). Armstrong (2005) defines it more comprehensively as the process of providing a financial reward to an individual which is linked directly to individual, group or organizational performance. But Schuler (1998) maintains that PBP is not limited to financial rewards, and that non-financial rewards, such as recognition, can also constitute pay for performance. The basic reasons for PBP are performance enhancement for competitive advantage and equity (MIlkovich and Newman, 1996). In this regard, Beardwell and Holden (1995) identify several specific reasons for which managers may introduce PBP. These include: Help in recruitment and selection; Facilitate change in organizational culture; Weaken trade union power; increased role of the line manager; Greater financial control and value for money; Ability to reward and recognize performance; and Encouragement to flexibility. Proposition/ Recommendation Each researcher has their own recommendation regarding this study that investigated the relationship between compensation pay and employee motivation. Organization or employer should understand what influences individuals motivation which determines how they behave and why they behave in a certain way. Organization can use theories of motivation in order to determine level of motivation or factors that can influence employee motivation in organization. One of the theories that organization can be use is the basic one, Maslows theory. Maslows theory shows that human needs are a function of the capacity in which the needs have already been fulfilled. This means that a fulfilled need has a low motivation value. Bishop (1987) suggested that pay is directly related with productivity and reward system depends upon the size of an organization. Compensation pay such as pay or reward package and promotion will influence employee motivation in organization. For efficiency of compensation pay, organization can give compensation pay based on their size of organization. If the organization is big, employer should provided compensation pay that suitable to their employee such as high compensation pay in term of give employee high pay so that employee will motivate and tend to perform well. Consequently, it will increase employee motivation in organization and employee. Herzbergs theory explained that if employer give an opportunities for promotions and actual promotions are highly to motivate higher performance than regular pay structures. This is supported by Maslows earlier needs theory, which ranks self-esteem and self-actualization as higher-order needs compared with physiological needs, which would include pay, as lower-order needs. Promotions do usually increase pay, but the motivational influence stems from recognition, increased responsibility, more challenging work and a personal sense of accomplishment all of which are motivating factors, according to Herzberg. Herzberg even notes opportunities for advancement specifically as a motivator. If employer gives opportunity or promotion to employee, motivation of employee will increase towards to perform better in work because employee feels that employer appreciate their contribution to organization and get recognition from organization. Conclusion and Implication Human resources Compensation pay is one of the most important factors that influence employee motivation in organization. The findings of the present study adds a new perspective on the basis of a new environmental settings to the existing evidence signifying that the work motivation in the organizations is influenced by the satisfaction of the employees with their compensation, which is offered by the organization. The further analysis of the data pertaining to the satisfaction with compensation and work motivation suggest that benefits had a positive but weak relationship with the work motivation. Benefits include allowances and reimbursements for miscellaneous expenses, company housing and company conveyance. The previous researches in this regard refer benefits as not an ingredient, which motivates employees, Jacques and Roussel, (1999). Our findings relate with these findings because of the weaker relationship of benefits with work motivation. We might also find an explanation f or the inefficiency of benefits, in research by Hills, Bergmann and Scarpello (1994). Referring to surveys concerning employees, they formulate the proposition that benefits are generally perceived as a right in United States society, so they have no incentive character.