I would like at least 10 parenthetical citations.

I would like a works cited page.

*Do not discuss Carbon Cap and Trade or Carbon Taxation* It is a government policy.


Here is my abstract that the paper should follow:

Presently, the financial world is recoiling from a collapse of the publics faith. The global population has been made intimately aware of the ecological consequences of unrestrained human economic expansion. Corporations play a massive role in the creation of carbon emissions and greenhouse gases. Furthermore, these organizations are morally responsible for the tremendous negative ecological effects that their daily operations have upon both local communities and the global ecosystem (e.g. destruction of rivers, aquifers, oceans etc.) This paper intends elicit an understanding that an urgent and operative synthesis of green accounting methods and scientifically sound sustainability practices are an absolute necessity for the survival of the global economy and our global civilization as a whole. This paper will further discuss the options of the Corporate world as it adopts a new environmental and ecological ethic in the 21st Century.

I need to write a research paper on the today's corporate leadership. What makes one a succesfull leader in today's corporate world? What characteristics or traits do succesfull leaders have? What do they have in common? Please provide specific recent examples of succesfull leaders. What do they have in common? How do they compare to past great leaders? Please use the most common citiation style. Thank you.

Can anticipatory logistics work in the corporate world?

Write a 4-5 page paper answering the question asked above. Don't just answer yes or no; explain your reasoning. The paper should have a cover sheet and a references page (these are not to be included in the paper page count.) Overall, you should have 4-5 pages of written text plus a cover sheet and references page. Your sources of information should be annotated appropriately on your references page.

Artivle below.
////////////////////////////////////////////////////////////

Anticipatory logistics: The Army's answer to supply chain management
Army Logistician; Fort Lee; Sep/Oct 2002; Joshua M Lenzini



Abstract:
The Army is experimenting with the concept of anticipatory logistics for class III (petroleum, oils, and lubricants), class V (ammunition), and maintenance. Anticipatory logistics uses technologies, information systems, and procedures to predict and prioritize customer requirements and provide appropriate sustainment.



Full Text:
Copyright Superintendent of Documents, United States Army Sep/Oct 2002

The Army is experimenting with the concept of anticipatory logistics for class III (petroleum, oils, and lubricants), class V (ammunition), and maintenance. Anticipatory logistics uses technologies, information systems, and procedures to predict and prioritize customer requirements and provide appropriate sustainment. Although this sounds simple enough, future logisticians will use current and future technologies as tools to monifor supply levels and equipment conditions for combat units. They also will use decision support software to determine the best use of combat service support assets. How is this concept related to the supply chain management (SCM) technique that corporations use?

Supply Chain Management

In the winter 1988 issue of Supply Chain Managemet Review, Peter J. Metz defined SCM is "a process-- oriented, integrated approach to producing, procuring, and delivering products and services to customers. SCM has a broad scope that includes subsuppliers, suppliers, internal operations, wholesale customers, retail customers, and end users." It also covers the management of materiel, information, and funds. SCM encompasses the entire process from raw materials to the final customer.

To better understand the concept of SCM, we need to visualize what a supply chain is. A supply chain is made up of all the manufacturers and suppliers who provide the parts that make up a particular product. It includes production, storage, and distribution activities that procure materials, transform the materials into intermediate and finished products, and distribute the finished products to the customer. Supply chains exist in both service and manufacturing industries. However, the complexity and organization of supply chains vary immensely from industry to industry and from organization to organization. In practice, supply chains have multiple products with the potential of many shared components, facilities, and capacities.

While SCM and the supply chain seem to be very similar, the most notable difference is that SCM is a process that integrates and synchronizes the supply chain to meet an organization's goals and objectives. The chart on page 4 illustrates a corporate SCM conceptual model. SCM has seven components and six essential success factors. The seven components are

* Suppliers.

* Procurement.

* Manufacturing.

* Order management.

* Transportation.

* Warehousing.

* Customers.

The six essential success factors are--

* Consumer demand.

* Information and communcation technologies.

* Globalization.

* Competition.

* Government regulations.

* Environmental concerns.

The dilemma that management in industry faces is how to satisfy two diametrically opposing forces: the customers' demands for better, faster, and less costly products and services and the organization's need for growth and profitability. To meet both requirements, business organizations use SCM.

Consumer expectations concerning service, speed, cost, and choice will continue to rise. The business trend is to provide consumers with what they want faster than any competitors can, at a price lower than the current market price, and in real time. SCM organizes the overall business process to enable the profitable transformation of raw materials or products into finished goods and their timely distribution to meet customer demands.

Military Version of Supply Chain Management

For military logistics operations, SCM has seven components and seven essential success factors. SCM for the Army is slightly different from SCM for corporate organizations because the Army's focus is on mission requirements rather than on quarterly earnings. The seven components of SCM for the Army are the same as for business--

* Suppliers.

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* Supply chain management is similar for both corporate (shown above) and military (shown right) organizations. However, some significant differences are evident in these models. The first is the absence of maintenance on the corporate model. Another is that transportation, distribution, and warehousing are unidirectional in the corporate model but dual directional in the military model. Note, also, that the external factors differ between the two types of organizations.

* Procurement.

* Manufacturing.

* Order management.

* Transportation.

* Warehousing.

* Customers (soldiers).

The Army's seven essential success factors are

* Customer needs.

* Information and communication technologies.

* Deployment within and outside the continental United States.

* Joint interoperability.

* Department of Defense regulations.

* Environmental concerns (to include enemy forces).

* Mission requirements.

The SCM conceptual models for both business and the Army are remarkably similar; however, there are some significant differences. Most notable are the dual directional arrows on the chart for transportation and for distribution and warehousing in the Army SCM model. These illustrate that the Army may retrograde equipment and components for maintenance or retrograde personnel for medical care. Other differences are in the external factors that affect the supply chain. These factors include--

* Joint interoperability among the services' command, control, communications, computer, and intelligence (C4I) systems.

* Deployment of forces.

* Soldier and mission requirements.

The supply chain reflects the Army's focus on mission accomplishment as opposed to business' focus on profitability.

Anticipatory Logistics

Like the corporate world, the Army faces two diametrically opposing forces: the need to support combat maneuver forces better, more responsively, and at a lower cost and the need to reduce the logistics footprint of the Army's future forces. The Army is exploring how to better support brigade combat teams (BCTs) by using some underlying SCM concepts, such as information and communication technologies, order management, and transportation using current and new technologies.

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External Factors: End-user need, DOD regulations, environment, joint interoperability, deployment within and outside the continental United States, mission requirements

By using the "tactical Internet" to achieve situational awareness, future logisticians will be able to track the status of supplies for individual units and better predict the needs of combat units. Systems that provide logistics leaders enhanced situational awareness will provide instantaneous supply status, predict component failures, and even provide two-way messaging. Sensors in both combat and combat service support vehicles will monitor supply levels, unit locations, and equipment status and be able to transmit this information to logistics leaders. Knowing on-hand supply levels will help logistics leaders to better configure "pulsed" logistics resupplies, typically consisting of 3 to 7 days' worth of supplies. Leaders will use this new, enhanced level of situational awareness, provided by decision support tools such as embedded diagnostics, automated testing, and data analysis, to better support combat forces with fewer logistics assets.

In an endeavor to revolutionize anticipatory logistics at the wholesale level, the Army is forming a strategic alliance with SAP to integrate and streamline the wholesale logistics process. This alliance will manage demand, supply availability, distribution, financial control, and data management better and provide more flexible and dynamic logistics at the wholesale level to meet specific customer requirements. The benefits will include a synchronized global supply, distribution, and financial network that will increase weapon system readiness and manage mission-based requirements more responsively.

The Department of Defense also is researching advanced technologies that will bring quantum improvements in joint military logistics, including force deployment, to enhance the readiness of all military forces.

Industry's SCM and the Army's anticipatory logistics for supporting future combat forces are similar. Whereas anticipatory logistics concentrates on the wholesale and tactical (brigade and below levels), which is a small slice of the supply chain that culminates with the customer, SCM takes a holistic approach to the entire supply chain. Both anticipatory logistics and SCM share various fundamental concepts in order to meet their respective goals and objectives. The future of logistics in the Army is evolving toward a holistic approach, much like business' SCM efforts, to improve its logistics capability while reducing its logistics footprint.

[Author note]
Major Joshua M. Lenzini is an operations research analyst at the Army Training and Doctrine Command Analysis Center at Fort Lee, Virginia. He has a B.S. degree in mechanical engineering from Florida State University and M.S. degrees in operations research and engineering management from the University of Central Florida.

Your assignment is to watch one mainstream national newscast from one of the four major networks/Cable news networks?: NBC, CBS, ABC, Fox or Fox News, MSNBC,ABC Now, or CNN. In addition to watching one news show from one of these networks you will be asked to watch a newscast from an independent non-commercial program specifically, Democracy Now (www.Democracynow.org). While watching each of the shows you should makes notes and answer the following questions in an essay format.
What stories are most covered?
Are they any experts offering any analysis on the story? If who so who are they? Are they involved in the corporate world, the government, or the military or a grassroots organizations?
What stories made their way to one newscast and not the other. Why do you think that is?
The highest priority I place in grading this paper will be that you have comprehended certain terms from our lecturs and are able to apply them in this essay.
It is a necessity to apply at least two of the following terms in your analysis.
GROUP 1
Conflict, Prominence, Human interest, Consequence, Usefulness, Deviant, the bizarre
It is also a necessity to apply at least two of the following terms in your analysis.
GROUP 2
Ethnocentrism, Responsible capitalism, Small-town pastoralism, Individualism

In total you will have used four terms properly in your paper. TWO from GROUP 1 and TWO from GROUP 2

APPLY Coupon Code: 3067246405-45305320


This is a Masters Research Paper in Communications

SPECS: 20 pages, 30+ sources , MLA citation style

TITLE: ?The Impact of the Blogs?
I have provided a general outline with some notes/examples to help you get started.

Please email me if you have any questions. My email is [email protected] or call 914/469-8725.

Due: May, 8, 2005

I. INTRODUCTION:

II. HISTORY of BLOGS:

III. IMPACT: Politics, Journalism, Corporate World, Academia

A)Politics:

-Bloggers influence on mainstream media.

-Presidential candidate Howard Dean used blogs to rally supporters

-Example: Blogs detailing documents that CBS used to question President Bush?s -National Guard Service were picked apart by bloggers, who pointed out font differences in the documents and thus raised questions about their authenticicity. Scandal known in blogosphere ?as Rathergate.? Blogs have been credited with forcing an apology from CBS News anchor Dan Rather for use of questionable documents in las fall?s ?60 Minute?s Wednesday? report on President Bush National Guard service.

-Example: Bloggers detailed Senator Trent Lott?s glowing comments in 2002 about Strom Thurmond?s presidential run in 1948 during which he supported segregation. Later Lott gave up a bid to be Senate majority leader

-use other examples you feel worth mentioning

B) Journalism:
-Touch on the debate?critics of blogging phenomenon argue that there is a loss of journalistic integrity, but I would argue that it is keeping traditional media in check (fact checkers) ?less agenda promoting by journalists/reporters..

-Infiltration and integration---weblogs are complementary media available to journalists.

-Use examples of popular newspapers/major Media Corporation that have incorporated weblogs into their organization.

-Blogs can be udated any time, the reporter can update from anywhere using a laptop (REAL TIME NEWS) i.e.) Bloggers immediate feedback from December?s tsunami in Asia, instant feedback from war in Iraq

-Promoting free speech, free-expression

(You may want to glean from this?up to you!)

Weblogs are a fairly new phenomenon, and their adaptation into the journalism is even more recent. Since the technology has only recently found popularity, its application into journalism is bound to be faced with problems. The most controversial problem is whether or not weblogs should remain unedited, as if they do the information is perhaps not as credible, but if they don?t, the spontaneity, and one of blogging?s greatest appeals is lost. On top of that, weblogs also face other disadvantages. Due to the nature of blogs, it?s possible that some of the content may offend readers. Furthermore, there?s also the possibility that reports may become too personal, over analysed or feature meaningless observations.
Weblogs are a fairly spontaneous medium, and as a result of that, content of news reports in blogs may offend some readers. This is one of the biggest problems the journalism industry faces when using weblogs as a method of reporting the news. For example, in a film review in The New Republic magazine, blogger Gregg Easterbrook called two Hollywood executives ?Jewish Executives? who ?worship money above all else?. This comment was viewed by many readers as anti-semitic and the magazine was inundated with complaints. (Heyboer, 2003)

C) Corporations/business:
-How are company?s using weblogs? Marketing---web diaries are moving from the personal to the professional without losing their personal touch, and it's that inherent chatty format that makes blogs the ideal way to build credibility with customers.


-Company employees operating blogs about company.

-Blog-related firings prompt calls for better policies. i.e.) Google employee, Microsoft contractor(Michael Hanscom), Delta Air emplyoyee (Simonetti)

-Microsoft, Sun Microsystems, General Motors and Boeing are just some of the companies that use blogs to communicate with their employees and outsiders


D) Academia/Higher Education

E) Personal journal-style blogging:


IV. CULTURAL IMPLICATIONS

-Why do people blog? Solidarity, networking, social implications

(You may want to glean from this ?up to you!)

Personal blogging also has cultural and social implications in today?s modern society. As a subset of gender, this topic reflects on how social and cultural circumstances impact on people?s reasons for using weblogs.
Long before the terrorist attacks of 911 and the War on Iraq, people, mostly women, began using blogging to counter their country?s cultural beliefs and get their voices heard in a place where they could not be persecuted (Herring, Kouper, Scheidt and Wright, 2003). The history of other online discussion forums, as with weblogs, shows that a ?democratising? technology does not result in social equality and points to the importance of social and cultural factors surrounding technological adoptions and their use (Herring, Kouper, Scheidt and Wright, 2004).
Weblogs are providing a way for women in Iran to talk freely and comment on taboo subjects such as sex and boyfriends, share their fears and aspirations and are providing insight into an otherwise closed society (Hermida, 2002).
"Women in Iran cannot speak out frankly because of our Eastern culture and there are some taboos just for women, such as talking about sex or the right to choose your partner. I have the opportunity to talk about these things and share my experiences with others,? stated one female blogger (Hermida, 2002).
However, blogging in countries where culture affects what people can and cannot discuss isn?t just for women. Although in places such as Iran, Iraq and other middle eastern countries, where men have a higher status than women and have the ability to work, speak their mind and overall have more access to technology than women, there are still issues that men cannot talk about in public which they air in their blogs.
?It was a good tool to get to know what is happening in Iran, what the youth are talking about and what their problems are,? said Hossein Derakhshan, creator of one of the first blogs in Persian (Hermida, 2002).
The subtopic of gender discussed how gender affects the type of blog that a person uses. Adult males have been seen to use filter type blogs and k-logs, which are politcally and news based, while teenage females and females in general are the main consumers of journal blogs, which detail the days events and the bloggers thoughts (Herring, Kouper, Scheidt and Wright, 2004).
The reasons that shape which type of blog will be chosen on the basis of author demographics, such as age and gender, is affected by the social and cultural boundaries of society. The stereotypical roles of men and women, such that the men earn the money and the women take care of the house and their children, affects the fact that women like to talk more about personal things, rather than men who talk about business, news, current events and politics, this is evident in the type of blogs that they choose. Teenagers are similar to women in that they are experiencing new things all the time, going to school and dealing with physical and emotional changes and therefore they need an outlet to voice their feelings (Barista, 2004).
Blogging is just part of the mix of reality TV, celebrity exposed and live news being beamed into our living rooms around the clock (Blogging ? The New Voyeurism 2002). It can be seen that the cultural and social trends that are prevelent in the world today, although varying from country to country, have a major affect on how people interact with others, how they portray themselves and what type of weblog they use. Overall these boundaries shape the way the society works and the way that people view personal blogging.

V. FUTURE:
? Where is blogging going? (I would argue that blogging is not just a trendy thing, but rather here to stay.)

-You might want to compare the weblog impact to that of the printing press, radio, TV and/or telephone.

(Tie-in somewhere in the paper) Marshall McLuhan: Blogging is going to revolutionize the way we get information and will shake-up the sanitized, puritanized, homogenized corporate media complex, Marshall McLuhan, in his groundbreaking work ?Understanding media?, recognized how fundamental media is to learning and how media can effect the socio-psychological construct of our culture. Also, very importantly, I think, McLuhan was really focused on media?s impact on the individual, he defined media as technological extensions of the human body. Back in 1964, when color TV was catching on and long before the Apple Computer, McLuhan wrote of electronic media as extensions of our nervous system. Talk about presience?.Now we can share our news, our perceptions, our experiences, our insights, our understandings. This collective communication can and will become the body of knowledge that informs our culture and society. If the medium is the message, then the message is simple -- we are taking back the collective understanding of our society and our culture away from the media gatekeepers who decide what it is we should know and how we should know it long before they report.

Blogging?the evolution of cyberrelationships---sort of a manifestation of McLuhan?s ?Global Village?. He predicted that electronic technology would decentralize power and information, which would allow people to live in areas far from major urbane center and still have access to the same information.

VI. Conclusion

How do you think the agency problem differs between the military and the corporate world? In the corporate world, the shareholders are the owners and they hire managers to run the firm. How does the fact that while the military is much more hierarchical than the corporate world, the people making the management decisions are also different from those whose goals often need to be met? Be sure you discuss the agency problem, as you perceive it, in each sphere as you prepare to discuss the differences.

Question 1

What usefulness does ethics training have on workers ethical behavior? What should be included in an ethics training program?

Question 2

In your estimation why is there a growing need for organizational ethics programs? What are the factors contributing to ethical problems in the global corporate world? What are possible solutions?

This research is for a Master's Level Capstone Project.

Following are the requirements:

?APA Style Research Paper to include the following:

1. Abstract
2. Paper
? Introduction
? Statement of the Problem
? Background of the Problem / Literature Review
? Method Results
(ex. Significance of the Study Plan of the Study, Population and Sample Data Collection Instrumentation Data Analysis, Research Hypothesis Scope and Nature of the Study)
? Discussion
? Recommendations and Outcomes
3. References
4. Appendixes ? include any signed contracts

? The research paper is logically organized and contained appropriate heading titles
? Data and research must be timely and up-to-date (ex. Dept of Labor Statistics,etc.). Most recent data and information currently available.
? Grammar, Punctuation and spelling were appropriate and depicted writing of a graduate level.
? The paper was written according to 5th Edition APA format.
? The content of the paper reflected clearly the objectives of the project.
? A conclusion adequately summarized the body of the paper or provided sound recommendations.
? Literature review was a substantial part of the body of the paper.
? Bibliography was adequate for a paper of this type.
? The appendices were a relevant part of the paper.
? Data was objectively portrayed and analysis was accurate.

Following is the subject, objectives and details of the research:

What:

This paper will explore the effects and issues related to the promotion and use of women and their skills into the American workforce. The paper will discover whether organizational systems are using their female workforces to their fullest potential. The paper will review literature written on the subject of how women can reach their potential before moving on to answering the following questions: When a transformation takes place from a male-led to female-led leadership, does it also influence the institutional culture? Another issue is whether or not any apparent changes in organizational culture such as financial solvency, level of stress, changes in duties, communication patterns and protocols, institutional practices and interaction between peers and across hierarchical lines are perceived as positive or negative by those most directly affected by such changes in gender leadership. This affects me personally because my personals goals are to advance within my corporation and I am hoping to discover ways to help me as a woman to advance and learn exactly what techniques will work in the business world. Some studies show that women are more likely than men to manage in an interactive style of management, encouraging participation, sharing power and information, and enhancing the self-worth of others which could impact an organization?s success.

There are two distinct topics here ? the difference in male and female leadership and the opportunities for promotion for females. Literature reviews will be needed on both topics and woven together as the paper is developed.

How:

Data and background information on both leadership style differences and on female opportunities should be available from several areas including the Bureau of Labor and Statistics, Trade Journals, government data (census), etc. I will also add my own survey, which will be sent to men and women in management to learn about their experiences regarding gender bias (see attached survey). I think the information obtained will be consistent with what has been written over the years regarding the lack of advancement of women in management in the corporate world. Women are entering the business world in greater numbers but barriers exist in the structure of work organizations, the structure of the educational and economic systems, and in the social order.

Why / Benefits:

Companies must find ways to keep talented women from quitting. Cultural change, flexible schedules, and training for leadership all may play a role. This means making changes in organizations that diminishes the glass ceiling in terms of wages, the job ladder, and career development. Organizations need to develop a culture that sees women as a resource and not a problem. By creating the right environment, companies may see a decrease in attrition or turn-over rate, an increase in productivity, and a workplace that encourages diversity which creates a more energetic and innovative workforce.

Please contact me at any time if you have any questions.

Thank you.

Clinical Decision Support Systems
Decision support systems were first designed and implemented in the corporate world to support business management. The integration of support systems into health care organizations brings a sharpened analysis capacity to data warehousing and data mining. This refined data analysis capability can lead to improved patient care and diagnoses through evaluation of various symptoms, prediction of certain drug interaction outcomes, and much more.
explore the use of clinical decision support systems and consider their value in assisting advanced practice nurses in making informed decisions and providing quality health care.

The format should be:

Introduction: summarize what you will do in this paper

Personal narrative: If you are so inclined, somewhere between the intro and summary you may add in what this book meant to you, or how you relate to it. This should not be more than a paragraph long. (optional)

Summary: this section should be short, summarize the book that you are discussing

Analysis: this should be the bulk of your paper; use the concepts we have used in class to analyze the book

Conclusion: summarize what you did in the paper and wrap it up

This is for an Intro to Sociology class. Basically, the paper should address a reaction one might have to the book. My idea was to write about how the corporate world is overwhelmingly obsessed with image and an unrealistic need for their employers to fit into a certain `mold` but Im not quite sure how to execute this idea.

Research paper that focuses on gender, gender roles and sexuality in the workplace. Use the research paper to delve deeper into workplace dynamics between and among the sexes. Is everything between the sexes in the corporate world as it seems? Do men always have the upper hand? Within the reserach paper, give examples of workplace scenarios and observations. Did you interview any coworkers? If so, give their take on the subject matter.

Please use the sources you see fit within the allotted "free sources". I will also be sending you some resources that you can use if you wish and if they are relevant. You can also use any statistical charts or illustrations.



Thank you.
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Assignment Summary
Throughout this semester you have and will continue to learn about Information
Systems and the scope of their existence in the corporate world. You should begin to
see that computers are used for more than just surfing the Internet and keeping up to
date on social networks. The group project will give your team the opportunity to
analyze an existing company in the real world to see how their practices apply to what
you?re learning in class.
Core concept of the project
Approach a company or organization that is large enough (30+ employees) to have a
solid focus on the data/information that drives their business. Interview them to
discover their organizational structure and how Information Systems impact their daily
lives and bottom lines. Your team will come up with their own analysis of how they think
the company is doing amongst its competitors and what if any Information Systems
challenges are affecting this competitive advantage/disadvantage.


Paper that organizes your experience, research findings, and analysis against
other market competitors
Final Report
Like your individual research paper, your final report should be typed and well-organized
in a professional manner. The report should cover the following topics or questions in
no particular order:
Introduction to the company chosen - Assume the reader knows nothing of the
company.

How is the company organized physically? (locally, regionally, worldwide)
How is the company managed? (organizational structure, who makes and how
are decisions made?)
Who is the company?s customer base?
What types of information systems does the company use to do business? This
doesn?t have to be an exhaustive list!
Does the company develop any software in-house? Do they follow any standard
software development practices?
Who is the company?s main competitor(s)? What are they doing to gain a
competitive advantage?

Hi I'm looking at getting a custom paper written by your company. Can some one let me know if you are able to write a paper on computer science information systems. The company that I will be using to write about there info system is a Car Dealership. The info system that they use is a DMS system. DMS stands for Dealer Management System
The company's DMS system is ran through a company called ADP.

Here is there website:
> http://www.adp.com/

If you Click: services for vehicle dealer or http://www.adpdealerservices.com/home.aspx?itc=hf050931
Then Click: the solutions tab

will give you most of the information on what type of system it is

I have a rough out line for all the company info.

What I'm looking for is all the questions to be answered I have a rough outline about the company that I've chosen that will help answer all the questions. ***** this paper is for a computer science class on information systems.******

If you are unable to write the paper please let me know.

Thanks
Amy

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1. Downsizing and Fixed Costs

Industry downsizing has been a major part of the corporate world, even government agencies are downsizing. GovernmentExecutive.com "covers the business of the federal government and its huge departments and agencies - dozens of which dwarf the largest institutions in the private sector" on its website. Read the assigned Government Executive article and answer the following questions:
? Which industries have substantially reduced fixed cost commitments?
? Do you believe this reduction in costs has substantially impaired the ability of these industries to meet the needs of their customers?



2. Direct Labor: Variable or Fixed Cost?

Throughout the corporate world, businesses are transforming labor into a more flexible (and variable) cost. Among such companies are Hewlett-
Packard, General Electric, DuPont, Sun Microsystems, and British Airways. Discuss whether direct labor is a fixed or a variable cost. What are
the pros and cons of management treating direct labor as a variable cost? Are there ethical issues to be considered here?

This assignment will have you explore an ethical issue in the corporate world while you develop your research skills using journals, newspapers, magazines, and other CSU electronic library resources.

Assignment

1.You are a research analyst hired by the Senior Partner of a large corporation. Your job is to investigate an ethical issue (you choose one) that affects the company. You might choose from a variety of issues that currently affect for-profit or not-for-profit corporations:

?P corporate political contributions
?P outsourcing U.S. jobs to foreign countries
?P vertical integration of the media
?P liquor ads on television
?P inflated executive salaries
?P offshore tax havens
?P breakaway HMOs

Be sure to choose a narrowly defined topic. A topic like ??The American auto industry??s tactics aren??t working?? needs to answer the questions: When? Not working with whom? What tactics? What markets? and so on. The more you can focus your topic, or bottom line, the stronger your paper will be.

Whatever topic you choose, you must identify your opposition, or those who are most likely to disagree with you. Your opposition might be the company or a special interest group, depending upon where you stand on the issue.

Next, formulate your thesis or ??bottom line?? in one sentence. Then, on one page, typewritten, single-spaced, create a topic outline, illustrating what related topics you will explore and in what order. Research CSU library databases for material on your topic. Be sure to look for different/opposing viewpoints on the same issue. Use only Library Research Databases.(http://www.calstate.edu/search_find/campus_libraries.shtml) Do not use Internet web sites.

2. Organize an annotated bibliography, using APA style. You must include at least seven bibliographic sources from at least three different electronic databases. Entries should be typed, single-spaced and numbered, with double spaces between each. Be consistent with your style and punctuation.
3. Write a paper presenting your research. Begin with your own position on the issue (a few lines or so). Then, in the first subheading, write a brief background of the issue itself (no more than a paragraph or two). The next subheading should identify and give a summary of the best arguments of your opposition (i.e., the argument as the other side would view it). Support your own position with remaining subheadings and discussion of examples from your research. Analyze your data from opposing viewpoints, noting their strengths and weaknesses. Do not simply rephrase what other authors have written. The last page should provide a list of your works cited.

Remember, when you use other??s work, you must paraphrase, i.e., rewrite the author??s ideas in your own words. Do not simply lift material and ??paste?? it on to your paper. You must rephrase and cite, but above all, you should analyze your information and show how it??s related to your thesis.

4. Create a ??poster presentation?? in which your poster includes title of your report, executive summary, outline of main topics, conclusions, and one graphic. Be prepared to discuss your poster in a group class presentation.


Specifics

Length: Your final report should be single-spaced and effectively formatted (attach a cover page including title of your paper and name) with 1.00 to 1.25-inch margins. Use subheadings for clarity as well as in-text notes. Do not use footnotes. The length of the report (excluding the reference page) should be from three and a half to four pages of text. Do not exceed four pages.

If this research papers are impossible to research by the providing CSU website. Please let me know as soon as possible.
Thank you very much!

Two pages have to be on the owner, founder & CEO who is one of the same or must be CEO of Costco Wholesales The Top Person His name of Course I believe Jeffrey H. Brotman.which is a fortune 500 Company it should talk about who he is and how he runs his successful company how he treats his employees and how he is as the Leader of the company and how he motivates his employees How he built the company to what it is today and how much is it worth. How he believes in theory Y as far as how he feel about workers. It has to be a least 2 pages or 21/2. The rest of the essay has to cover differen theories not just a definition of them it should say what they are but how they are effective or not. How they make for good leadership or good motivators or not. They are the Theory x management and Theory Y management. The Herzbergs Theory of Dissatisifiers and Motivators. Write about Maslow's Hierarchy of Needs Theory and how these apply in today's Corporate world all of the theories. Herzberg and Maslow's theories. Hershey and Blanchards Situational Leadership. Tannenbaum's and Shmidt's: Continum of Leadership behavior. It is important to encorporate where ever possible how good leadership and good motivaton applies with these theories. How Emotional Intelligence applies to good leaders and motivators. And in any way possible Transformational and Transactional leadership what it is and in the end how it may apply to the CEO of Costco Wholesale and as a great and fair boss that he is and not greedy but you can word that differently but please make mention to it.

This final case involves an analysis of strategy implementation at the Kraft Foods Group. You will use the resources you identified in the SLP to gather information about the company and relate that information to your work in the previous four cases.

The Case in this course is an ongoing exercise, meaning that we will be taking an intensive look at one company over the course of our five modules. This term, we are conducting a strategic analysis of the Kraft Foods Group. The best preparation for doing well on the Case Assignments is to complete the Background information reading and the SLP before writing the Case.

Required Reading

Refer to the required and optional reading on strategic controls, the theme for this module.

Case Assignment

In Module 5, we will conclude the case study process by researching the Kraft Foods Group's strategic controls and their fit with the company's chosen strategy.

Keys to the Assignment
?Step One: Review your Case papers from Modules 1-4 so that you are familiar with the mission, vision, SWOT, strategy, and strategic choices you have identified over the course of the class.
?Step Two: Research the structure, systems, people, and culture at the Kraft Foods Group. Use the responses you provided in the SLP as a guideline. You will not be able to get answers to every single question, but you will need to answer at least one or two for each component.
?Step Three: Describe the Kraft Foods Group's organizational design, key strategic control systems, primary human resources concerns, and cultural factors, and the effect that these have had on the implementation of the Kraft Foods Group's strategy.
?Step Four: In a 5- to 7-page paper, critically evaluate the fit?or the lack of fit?between the company's mission, strategy, and organizational components crucial to implementation. Do these components complement the strategy? Why or why not?
?Step Five: What changes would you?as the CEO?make to better assure the success of the company's strategy?
?Step Six: Consider the Case as a formal business report that you are developing for the Board of Directors and CEO as the Kraft Foods Group's consultant. This is a professionaldocument. Follow the format below: ?Executive summary: This is a synopsis of the main points, conclusions and recommendations made in the longer report. If you would like a refresher on writing an executive summary, check this website: http://www.highendfinance.com/CommercialLoans/Docs/07-4%20ES%20Guidelines.doc
?Introduction: State the main purpose of the paper (thesis statement), what you hope to accomplish, and how you will go about doing it.
?Main Body: The "meat" of the paper. Emphasize analysis, not just description. Delineate separate topics or sections with headings.
?Conclusion: Summarize your paper in the light of your thesis statement.


Assignment Expectations

Your paper will be evaluated using the following five (5) criteria:
?Assignment-Driven Criteria (Precision and Breadth): Does the paper fully address all Keys to the Assignment? Are the concepts behind the Keys to the Assignment addressed accurately and precisely using sound logic? Does the paper meet minimum length requirements?
?Critical Thinking (Critical Thinking and Depth): Does the paper demonstrate graduate-level analysis, in which information derived from multiple sources, expert opinions, and assumptions has been critically evaluated and synthesized in the formulation of a logical set of conclusions? Does the paper address the topic with sufficient depth of discussion and analysis?
?Business Writing (Clarity and Organization): Is the paper well written (clear, developed logically, and well organized)? Are the grammar, spelling, and vocabulary appropriate for graduate-level work? Are section headings included in all papers? Are paraphrasing and synthesis of concepts the primary means of responding to the Keys to the Assignment, or is justification/support instead conveyed through excessive use of direct quotations?
?Effective Use of Information (Information Literacy and References): Does the paper demonstrate that the student has read, understood and can apply the background materials for the module? If required, has the student demonstrated effective research, as evidenced by student?s use of relevant and quality (library?) sources? Do additional sources used in paper provide strong support for conclusions drawn, and do they help in shaping the overall paper?
?Citing Sources: Does the student demonstrate understanding of APA Style of referencing, by inclusion of proper end references and in-text citations (for paraphrased text and direct quotations) as appropriate? Have all sources (e.g., references used from the Background page, the assignment readings, and outside research) been included, and are these properly cited? Have all end references been included within the body of the paper as in-text citations?

Tips and Suggestions

Note the following tips and suggestions:
?Business school case-study assignments are meant to offer practice opportunities for future businesspeople who are earning their MBA degrees. Consider yourself a consultant hired by the company to make these critical assessments. There are no right or wrong answers to the Case question, as long as your position is well defended.
?Study the theoretical concepts provided in the Background materials section of the module, and identify main strategy concepts.
?Include a cover page and reference page, in addition to the 5-7 pages of analysis described above.
?Include headings for all papers longer than two pages.
?Cite and reference all sources, including those you paraphrase. This means include citations and quotation marks for direct quotes of more than five words, and citations for information you have "borrowed" or paraphrased from other sources.

Background:

Strategy is implemented using organizational design (structure), people, culture, and control systems. Strategy must successfully work through these elements in order to produce performance. No matter how well a strategy is conceived, if an organization's people cannot implement it, if the culture cannot support it, if the structure cannot coordinate it, and if the systems cannot measure and control it?the strategy will fail.

We will start by considering how of each of these components individually link to strategy. By way of the Case analysis, we will examine the integration or "fit" between the various components and strategy.

Structure

Organizational structure refers to the manner in which the lines of communication of authority are established, the manner in which work is divided up among organizational members, and the way that communication and work are coordinated. Different types of structures support different types of strategies. The key elements of structure that have the greatest effect on the success or failure of strategy implementation are centralization, boundaries, networks, and virtual organization.

Centralization
?Centralization refers to the level of concentration of decision making. In a highly centralized organization, decisions are made by a relatively small number of people, usually concentrated at the highest levels of the organization. Standardization is common in centralized organizations, thus favoring economies of scale and efficient value chains.
?Decentralized organizations are characterized by flexible and autonomous decision-making groups at operational levels in the organization. Such groups have the ability to rapidly adjust to changes in the marketplace and are well-suited to strategies that require innovation. However, because of duplication, economies of scale are difficult to achieve.

Emerging Structures
?Borderless Organizations: Taking cross-functional teams to a new level, the borderless organization does not just assemble teams with members from different organizational levels and functions. Instead, the borderless organization removes barriers both vertically (between levels) and horizontally (between functions or departments). The implications for strategy implementation include increased information, transparency, and flexibility.
?Alliance Networks: These are collections of suppliers, distributors, customers, and even competitors who have the ability to bring needed assets to bear on an urgent problem where there is insufficient time to develop the needed resources and capacities in-house. Organized and coordinated online, these networks can be mobilized and put to work instantaneously.
?Virtual Corporations: An extension of Alliance Networks, the virtual corporation is an extra-organizational coalition of people and organizations brought together expressly to work on a specific problem or project. They can be assembled rapidly and dispersed as soon as the project is over, representing the ultimate in flexibility and speed in strategy implementation.

The following reading is an exposition of how various types of teams can be useful in strategy implementation:

Pryor, M.G, Singleton, L.P., Taneja, S. and Toobs, L.A. (2009). Teaming as a strategic and tactical tool: An analysis with recommendations. International Journal of Management, 26 (2), 320-334. Retrieved on November 6, 2012, from EBSCO.

For a presentation on Organizational Design by Professor Anastasia M. Luca, Ph.D. MBA

Strategic Controls (Systems)

Three organizational systems are essential to controlling strategy implementation:

Accounting and budgeting systems: These systems can be complex and not easily adapted. If a new strategy requires data that is not easily accessible through existing accounting systems, implementation can be slowed, and a potentially successful implementation can be jeopardized. If a new proposed strategy does not fit a familiar pattern, decision making can be become risky and unpredictable.

Information Systems: Information technology is playing an ever greater role in strategy implementation. IT provides point-of-sale information between retailers and manufacturers, streamlines logistics and distribution, and controls inventories. IT systems must be capable of providing the right information in the right format to the right people at the right time.

Measurement and Reward Systems: Rewards can be used to shape behavior in the direction of meeting strategic objectives. Rewards must be connected to measures of goal attainment (e.g., specific increases in market share), and proper time horizons (future rewards for future goals).

For a presentation on Strategic Controls by Professor Anastasia M. Luca, PhD MBA

People

Strategies that are based on distinctive competencies or unique capabilities are often dependent on people and their skills to carry them out. Thus, for successful implementation, sufficient numbers of people with the right skill sets are essential.

In-house or Import?: Hiring raw talent and growing employees with the needed qualifications maximizes fit, but it can take years. Retraining existing workers with new skills can be problematic when old employees resist "learning new tricks." Hiring employees with needed skills external to the organization is faster, but there is no guarantee that even they will fit well within the organization?s culture.

Motivation: It is not enough to have the right number of people with the right skills; people must also be motivated to work toward successful strategy implementation. Much is known about motivation, and many tools are available; these include tangible rewards (e.g., bonuses) and intangible rewards such as self-fulfillment. Perhaps the motivator with the most potential for eliciting long-term commitment to fulfilling the firm's strategic goals is that of empowerment, which gives employees the discretion and autonomy to use their initiative.

The following article highlights the importance of having the right people in place to achieve strategic goals:

Garrow, V. and Hirsh, W. (2008). Talent management: Issues of focus and fit. Public Personnel Management, 37(4), 389-403. Retrieved on November 6, 2012, EBSCO.

Culture

The fit between an organization?s culture and its strategy is critical. If a firm is depending on innovation to achieve differentiation, but the culture is risk averse or has a tendency to punish mistakes, the strategy will in all likelihood fail. Culture can support the strategy when three elements are in alignment:
?Shared values that are aligned with the corporate vision and strategic focus along with a management style that fosters behavior that will support the competencies that confer competitive advantage.
?Norms can act as strong controls for strategic implementation. They encourage behavior that is in alignment with shared values. People can circumvent rules, and they cannot be watched all of the time, but norms can promote the desired behavior even when nobody is watching.
?Symbols model for employees what values and norms are important. Some important symbols include the vision and style of the founder of the company and folklore or stories that embody company values, rituals, and routines, and which reinforce the types of events and behaviors that are most desired and celebrated.

The following reading ties together the importance of systems, strategy, structure, and culture. It is highly readable and will help you see how all of these elements are interdependent and must align to achieve successful implementation:

Heneman, R. L., Fisher, M. M., and Dixon, K. E. (2001). Reward and organizational systems alignment: An expert system. Compensation & Benefits Review, 33(6), 18-29. Retrieved on November 6, 2012, from ProQuest.

Required Reading

Garrow, V. and Hirsh, W. (2008). Talent management: Issues of focus and fit. Public Personnel Management, 37(4), 389-403. Retrieved on November 6, 2012, from EBSCO.

Heneman, R. L., Fisher, M. M., and Dixon, K. E. (2001). Reward and organizational systems alignment: An expert system. Compensation & Benefits Review, 33(6), 18-29. Retrieved on November 6, 2012, from ProQuest.

Pryor, M. G, Singleton, L. P., Taneja, S. and Toobs, L. A. (2009). Teaming as a strategic and tactical tool: An analysis with recommendations. International Journal of Management, 26 (2), 320-334. Retrieved on November 6, 2012, from EBSCO.

Luca, A., M. (2006). Organizational Design. Power Point Presentation.

Luca, A., M. (2006). Strategic Controls. Power Point Presentation.

SLP Below:

Kraft Summary
The author of this response is to find out some details and information about the company Kraft Foods. Indeed, the facets and characteristics that will be summarized and described will include the organization?s structure, how centralized it is or is not, the lines of authority and communication as well as the teams, committees and task forces that make up the organization. Next up will be the systems of Kraft including how the budgets are set, how the planning is done and what measures are used to evaluate performance. After that, the people of Kraft will be discussed. The facets of the people will include the skills, experience and knowledge of the employees, their depth and quality and their attitudes about the company itself and their jobs within in. Finally, there will be a description of the culture of Kraft. Topics for the culture will include their values, their key norms, their symbols, their dominant management style and how conflicts are resolved. While Kraft is not the most dominant company in the United States or the wider global corporate world, they are certainly near the top of the list.
Analysis
Through its acquisitions and expansions, Kraft is actually a company with a lot of irons in the fire. Indeed, Kraft?s business and subsidiary portfolio includes the Kraft name in particular, Philadelphia Cream Cheese, Velveeta, Jell-O and A-1 Steak Sauce, just to name a few. They actually have more than half a dozen high-level categories of products including baking/desserts, cheese and dairy, coffee and beverages, deli meat, hot dogs, bacon, causes and condiments, side dishes and meal helpers, snacks and other miscellaneous goods. The company is centralized in that Kraft itself has its own power structure but it is also decentralized in that the member brands of the company exert their own level of command and control. Indeed, Kraft itself is based out of Northfield, Illinois which is a suburb of Chicago nestled in right along the western edge of Lake Michigan. In terms of corporate structure, there was actually a ?de-merger? that occurred just two years ago whereby Kraft Foods spun off from Kraft Foods Inc., the latter of which was renamed to Mondelez. Mondelez is still an international distributor and disseminator of Kraft goods but Mondelez and Kraft are entirely separate companies. This further decentralizes the power structure of Kraft but keeps Kraft competitive at the same time. In all, Kraft has revenues of about $18 billion (but it is falling) and has about 23,000 employees. For all its expansion, Kraft has actually divested a number of companies as it has sold off brand names Breyer?s, Birds Eye, its frozen dinner market (to Heinz) and its foodservice unit (Kraft, 2014).
As with most public firms, as Kraft is traded on the NASDAQ market, the budget is set by the Board of Directors and the C-level executives of Kraft. The big names to know with Kraft are Chief Executive Officer W. Anthony Vernon, Executive Vice President of Corporate and Legal Affairs Kim Rucker, Executive VP of Integrated Supply Chain Robert Gorski, Chief Financial Officer Teri List-Stoll and Principal Accounting Officer Melinda Whittington(Yahoo, 2014). John Cahill serves as the Chairman of the Board (Kraft, 2014). The Board and Kraft in general also include a compensation committee, an audit committee, a governance committee and independent people that keep the company?s internal personnel honest. These internal and external people work in concert to keep the operations and actions of the company ?above board?. These people, both internal and external, do the evaluations. There are also the shareholders and analysts that monitor publicly traded companies (Yahoo, 2014).
The people of Kraft are shown on their website. Their people of focus include one of their district sales managers, the President of their Wal-Mart sales, their Military Major Account manager and others. The values and opportunities explained by Kraft include a foundational curriculum, a general business academy and a leadership academy. The Kraft website openly touts its people as it source of success. They also confirm the above about decentralization in that they have 17 different brands that range in revenue from $100 million to $1 billion USD each. Their depth and quality are confirmed by a lot of external agencies and organizations that tout its adeptness and attractiveness as a company to work out. These awards include 50 Best Employers for Latinas (ten years running?from Latina Style Magazine), top 50 companies for Diversity (Diversity Inc. Magazine), 100 Best places to work in IT (ComputerWorld), best place to work for multi-cultural women (Working Mother) and Canada?s Top 100 Employers Award (Kraft, 2012).
There is also a lot of information about Kraft?s culture as an employer. The major parts of this culture, as explained on their website and other places, includes community involvement, compliance and integrity, corporate governance, food safety and quality, nutrition and well-being, sustainability and workplace culture. The workplace culture is itself further divided into safety, wellness and people/diversity. When drilling down further, Kraft portends themselves to be a company that encourages and welcomes diversity, they seek to develop strategic relationships with external organizations so that they can connect with a ?broad range of consumers? as well as prospective employees. They also assert that they want a diversity in suppliers for their raw materials and other goods and services that Kraft needs to then serve its own clients (Kraft, 2014).
In keeping with the theme thus far, Kraft?s management style can be described as ?cross-cultural?. Indeed, they have people and infrastructure all over the world. Indeed, the management styles of the United Kingdom (UK), Canada, the United States and New Zealand (just to name a few) are all quite different. Indeed, Ben Clarke is a Kraft Foods Vice President and he himself is from England (Clarke, 2014). The key norms of behavior and performance at Kraft include inclusiveness, diversity and innovation. The innovation end of things has not always been the case as the company was in a bit of a rut for a time, per even the employees themselves. Kraft employees even suggested that being part of the ?innovation? field of the company was a ?career killer? as attaining buy-in and acceptance of suggested changes was extreme;y hard to pull off. However, 2013 reflected a sea-change moment for Kraft and even national publications and news sites like Forbes began to take note (Kotter, 2013)
Conclusion
Kraft?s a conglomerate and this means that their array of products is going to change a lot over the years as they absorb and divest companies from time to time. Their inclusiveness and overall culture seem to be very solid. However, Kraft needs to focus on its core competencies and stick to them as they seem to be a little unsure of what products they should focus on and stick with and which ones they should not. Not being simpatico and under the same corporate structure as their distributors may be a miscalculation but finding an effective third party to do the job may very well keep costs down over the long run which would justify its use by Kraft.









References
Clarke, B. (2014, October 11). Cross-cultural management: Kraft's - CEO Forum Group.
Cross-cultural management: Kraft's - CEO Forum Group. Retrieved October 11,
2014, from http://www.ceoforum.com.au/article-detail.cfm?cid=6063&t=/Ben-
Clarke-Kraft/Crosscultural-management-Krafts-
Kotter, J. (2013, March 22). How Kraft Changed the "Change" Perception. Forbes.
Retrieved October 11, 2014, from
http://www.forbes.com/sites/johnkotter/2013/03/22/3822/
Kraft. (2014, October 10). Great Recipes, Dinner Ideas and Quick & Easy Meals from
Kraft Foods - Kraft Recipes. Great Recipes, Dinner Ideas and Quick & Easy
Meals from Kraft Foods - Kraft Recipes. Retrieved October 10, 2014, from
http://www.kraftrecipes.com/home.aspx
Yahoo. (2014, October 11). Kraft Foods Profile. Yahoo Finance. Retrieved October 11,
2014, from http://finance.yahoo.com/q/pr?s=KRFT+Profile

Throughout this course you will be creating a comprehensive marketing plan, using one of the product scenarios below.
You will choose one scenario, and use it throughout the entire course. Within each unit you will be asked questions, and
based on your company (chosen from the list below) and previous decisions you have made, you will add the additional
information to your marketing plan. It is highly recommended that you submit each unit?s assignment on a timely basis in order to receive feedback from your instructor. You will need your instructor?s feedback at the end of the course to put
your revised components together to create the comprehensive marketing plan.In the business environment, professionalism is very important, so make sure your plan is presented in a way that positively reflects you and the company you work for. Being involved in projects of this nature in the corporate world provides promotional opportunities?a successful completion of this project could earn you the title of Vice President of Marketing. It is suggested that you use Microsoft Word to create your marketing plan, but the style and layout you choose to use is up to you. Be sure the style and layout you choose stays within APA formatting requirements for written reports. Make sure your plan is grammatically correct, addresses the key ideas from each unit, and incorporates all of the required components.

Marketing Scenarios:
1. Arimount, a well-known beauty and grooming company wants to launch a new deodorant product. The
company?s development and research department has created a new chemical that will allow deodorants
to work for up to 5 days?even after showering. Arimount has been in the hygiene market for 20 years
with an average return on investment. They would like to top the market share with this innovative
product.
2. Caninantics is a start-up company that has created a new dog food dispensing product that will open
canned dog food, dump the food into the dog bowl, and dispense the can. The company wants to start
marketing this product and then branch into other canine accessories by the end of the year.
3. Collegiate Fringe is a product developed by a team of girls to show school spirit. The fringe is made in a
similar fashion to school spirit shakers and comes in the college?s school colors. It can be worn on the
bottom of jeans, on the cuffs of sleeves, around the collar of a shirt, and they even have fringe that can be
worn as a skirt. Over the past year they sold the ?fringe? only on campus. They want to expand their
market to other college campuses and believe they should come up with a new product name as well.

Unit I Assignment
Choose one of the three products listed in the course project assignment (Marketing Scenarios). Create a name for the
product you choose, and create the following components of a marketing plan for the next year.
The marketing plan should include:
1. Situational Analysis
2. Marketing Strategy
3. Financials
4. Controls
The situational analysis must include (but is not limited to) a SWOT analysis and information about the top three
competitors. Competitor information should be based on research of real companies who could compete with this product.
Support your data with sources no more than five years old. You will be creating the financial information for your
company yourself. You may want to look at the example found on pages 60-64 in your textbook. This component of the
marketing project is due at the end of Unit I.
You will want to complete this assignment in a timely manner, as there will be a new component added to the project in
each unit. Manage your time wisely

Corporate governance
Further information
Title Corporate governance

Brief Introduction , includes the significance of the study

Background and statement of the problem (this in the light of a thorough literature review)

Research question or hypothesis, aim and objectives

Methodolgy
Study design (type of study)
Study population and sampling
Data collection methods and instruments
Data analysis methods ??" if applicable statistical planning must be fully addressed, or the candidate should provide evidence that statistics are not required.
Mechanisms to assure the quality of the study ??" e.g. control of bias, safe storage of data
Study period - Timetable for completion of the projects



Conclusion , summary only as one paragraph or one page

References , not more than 2 pages


There are faxes for this order.

Corporate social responsibility has become increasingly important over the last twenty or so years. Analyse how and why this has occurred and examine the effect that this has caused on a business of your choice

Corporate Compliance Plan

Resource: Riordan Manufacturing
Create a Corporate Compliance Plan of no more than 10 pages for Riordan. The plan must synthesize your learning and apply legal principles of business management. Focus your plan on managing the legal liabilities of Riordan officers and directors.

Address the following in your plan:

ADR
Enterprise and product liability
International law
Tangible and intellectual property
Legal forms of business
Governance

Create your plan as if you were distributing it to officers and directors.

Outline prevention and management guidelines of aspects listed above. Use previous individual assignments to bring insight to this project.

Implement enterprise risk management based on Committee of Sponsoring Organizations of the Treadway Commission (COSO) recommendations, which may structure your plan. Incorporate key concepts from your readings as needed.

Address specific laws or aspects Riordan must adhere to and outline steps for employees to adhere to them. The plan must also address how to handle situations when laws are violated or in question, such as when to call in legal counsel, what rights employees have, or who to turn to when actions are taken against Riordan.

Format your plan according to APA standards.


Riordan Manufacturing recognizes that being a global plastic producer involves significant legal and ethical responsibility. This responsibility extends not only to their consumers, but also to the many companies and agencies Riordan works with, as well as fellow employees, and indeed, the public at large.
The following Compliance Plan was adopted as a guide for each employees conduct so that Riordan may fulfill its obligations to observe the laws and public policies affecting its business; and to deal fairly with Riordan employees and communities it operates in.
This Compliance Plan will contain resources to help resolve any question about appropriate conduct in the work place, as well as provide guidance which will ensure that our work is done in an ethical and legal manner. For the Compliance Plan to be effective, it must have the cooperation of all employees. Your adherence to its spirit, as well as its specific provisions is absolutely critical to Riordans future.

Directives for Key Personnel
The effectiveness of the Compliance Plan depends largely on the leadership efforts of key personnel at Riordan. The officers and directors of Riordan must ensure that those on their team have sufficient information to comply with the laws, regulations, and policies, as well as the resources to resolve ethical dilemmas. It is the responsibility of the key personnel to create a culture within Riordan which promotes the highest standards of ethics and compliance; Riordan expects its leaders to set an example and be in every respect a model. We must never sacrifice ethical and complaint behavior in the pursuit of business objectives. The key personnel of Riordan will be held responsible for ensuring and accomplishing the following goals:

Maintain compliance standards and procedures reasonably designed to reduce the risk of criminal conduct and other violations
Never to delegate discretionary authority to any individual whom it knows, or through the exercise of due diligence should have known, had a propensity to engage in legal activities.
Always to take reasonable steps to communicate effectively in order to achieve compliance for all employees, consumers, and companies and agencies Riordan works with.
Implement and maintain monitoring and auditing systems that are reasonably (without the fear of retribution) designed to detect unethical/wrongful behavior or criminal conduct by employees and other third parties that Riordan works with.
Cooperate to the fullest extent reasonable and practical with appropriate federal, state, and local authorities investigating a potential violation of law; never to conceal, destroy, or tamper with evidence.

Reporting Potential Compliance Plan Violations
It is Riordans desire for the Compliance Plan to aid in the identification and correction of any actual or perceived violations of any applicable rules and regulations. In order to attain this goal, the Plan imposes a duty on all employees to report to designated individuals listed below.
1. Compliance Officer ??
2. Director of Human Resources ?? Yvonne McMillan ([email protected] )
3. Safety Manager ?? Chad Sterkin ([email protected] )
4. Employee Relations Manager ?? Andrea Gamby ([email protected] )
Corporate Compliance Officer - responsible for overseeing the Corporate Compliance Plan; reviewing agency policies and procedures, recommending changes or new policies and procedures; overseeing administration of agency risk assessment relative to Compliance issues and recommending changes in procedures as a result of Risk Assessment; developing and implementing internal audit procedures relative to Corporate Compliance issues; maintaining a library of regulations, agency policies and procedures; Overseeing the implementation of Corporate Compliance training program, including conducting of training sessions for staff; investigating matters related to Corporate Compliance issues, including employee, consumer, and/or payor complaints; developing and implementing employee feedback loop which encourages employees to report potential problems without fear of retaliation (CCP, 2009).
Director of Human Resources ?? Develops policy and directs and coordinates human resources activities, such as employment, compensation, labor relations, benefits, training, and employee services (Riordan, 2004).
Safety Manager ?? Plans, directs and implements organization safety program to ensure safe, healthy, and accident-free work environment (Riordan, 2004).
Employee Relations Manager ?? Supervises employee-related programs, manages resolution of employee relations problems and develops new employee-related programs (Riordan, 2004).

Procedure for Potential Compliance Violations
Riordan expects all employees to report potential violations/irregularities of the Compliance Plan in writing or via internal e-mail system; Riordan will maintain confidentiality of the reporter to the extent permitted by law. The Compliance Officer shall receive copies of all reports within 24 hours of the incident. The Compliance Officer will review each report and notify the President, Dr. Michael Riordan, and Chief Legal Counsel, Lowell Bradford of any allegations of criminal wrongdoing. The Compliance Officer and the Chief Legal Counsel will determine whether the alleged wrongdoing is a violation of a law. To prevent the risk of economic injury and to protect Riordans reputation the Compliance Officer in conjunction with the Chief Legal Counsel and President shall take an action to commensurate the gravity of the allegation to determine if the allegation is valid and what corrective actions should be imposed.

Employee Disciplinary Procedures
The Office of Human Resources, in conjunction with the Compliance Officer will implement an effective, uniform disciplinary program to prevent violation of the Plan and to discipline employees who fail to detect or fail to report detected violations. The major purpose of any disciplinary action is to correct the problem, prevent recurrence, and prepare the employee for satisfactory performance in the future. Although employment at Riordan is based on mutual consent, both, Riordan and the employee have the right to terminate employment at will, with or without case or advance notice (Riordan, 2004).
Disciplinary action may call for any of 4 steps (possible bypass of one or more steps):
1. Verbal warning
2. Written warning
3. Suspension with or without pay
4. Termination of employment

Here are some examples of violations of the Compliance Plan that may result in one or more disciplinary action mentioned above:
Negligently or intentionally providing false or misleading information to Riordan, its key personnel, and other third parties that Riordan is working with
Negligent or intentional vilation of any federal, state, or local law regulation
Failure to report another employees conduct which violates any law or regulations
Failure or refusal to cooperate with any Riordans investigation
Engaging in any other conduct which fails to comply with the duties and prohibitions, expressed or implied, set forth in the proposed Compliance Plan for Riordan
In the case of officers and directors of Riordan:
Failure to exercise adequate supervision of subordinate personnel where such failure leads, directly or indirectly, to a compliance incident
Direct and indirect retaliation against any employee who in good faith reports a compliance incident

Employment Policies
Riordan is committed to employing only United States citizens and aliens who are legally authorized to work in the United States, however do not unlawfully discriminate on the basis of citizenship or national origin (Riordan, 2004). Under the Title VII of the Civil Rights Act of 1964, Equal Pay Act of 1963, Age Discrimination in Employment Act of 1967, Title I and Title V of the Americans with Disabilities Act of 1990, Sections 501 and 505 of the Rehabilitation Act of 1973, and Civil Rights Act of 1991 Riordan strongly supports equal employment and advancement opportunities for all persons without regard to race, color, religion, sex, national origin, age, disability or any other status protected by the law (EEOC, 2009). Any issues or concerns about any type of discrimination in the workplace are encouraged to be brought to the attention of any supervisor or the Human Resources Director - Yvonne McMillan ([email protected]). Further, anyone found to be engaging in any type of unlawful discrimination will be subject to disciplinary action, up to and including termination of employment (Riordan, 2004).

Sexual and Other Unlawful Harassment
Riordan is committed to providing a work environment that is free from all forms of discrimination and conduct that can be considered harassing, coercive, or disruptive, including sexual harassment. Actions, words, jokes, or comments based on an individual sex, race, color, national origin, age, religion, disability, sexual orientation, or any other legally protected characteristic will not be tolerated. Any concerns about Sexual and other Unlawful Harassment can be raised without the fear or reprisal or retaliation. Confidentiality of any witnesses or the alleged harasser will be protected to the fullest possible extent (Riordan, 2004).

Compliance with Environmental and Safety Laws
The Occupational Safety and Health Act (OSHA) is a top priority at Riordan. Employees and supervisors receive periodic workplace safety training which covers potential safety and health hazards and work practices and procedures to avoid or eliminate hazards (Riordan, 2004). All employees are expected to obey all safety rules and use caution in their work activities. Any questions or concerns regarding occupational safety must be addressed to Riordans Safety Manager ?? Chad Sterkin ([email protected]). In the case of a legal claim matter, including Alternative Dispute Resolution such as mediation and negotiation, please forward all correspondence to the law firm representing Riordan - Litteral & Finkel.

License and Certification Renewals
All Riordan employees, as well as individuals retained as independent contractors, in position which requires licenses, certifications, or other credentials are responsible for maintaining the current status of their credentials and shall comply at all times with Federal and State requirements applicable to their respective job assignment. To ensure compliance, Riordan will require evidence of current license and credential status.

Security Breaches
At Riordan we consider security breaches very serious. No employee shall disclose or permit the disclosure of, or discuss any proprietary Riordan information data. In case of improper use, disclosure of trade secrets or confidential business information an employee will be subject to disciplinary action, up to and including termination of employment and legal action, even if such breach was unintentional (Riordan, 2004). Confidential information is vital to the interests and success of Riordan. The following examples of confidential information include but not limited to:
Sales Data
Compensation Data
Customer Lists
Financial Information
Marketing Strategies
New Materials Research
Pending Projects and Proposals
Proprietary Production Processes
R&D Strategies
Scientific Data, Formulae, Prototypes
Technological Data and Prototypes

Integrity of Financial Reporting
Under the Sarbanes-Oxley Act of 2002, Riordans management shall ensure that assets and liabilities are accounted for properly in compliance with all tax and financial requirements and saved for at least 5 year period (SearchCIO, 2009). Management shall also ensure that no false or artificial Riordans records are made, and that there are no unrecorded Riordans assets. All Riordans reports of income, expense, assets and liabilities submitted to the governmental authorities shall be accurately made, all transactions shall be executed in accordance with managements authorization, and access to assets shall be permitted only in accordance with such authorization. Any employee who knows or has reason to believe that a transaction is not recorded in compliance with the above requirements shall promptly report such matter to the Director of Accounting and Finance ?? Donald Bryson ([email protected]).

International Business Practices
In the global economy today, Riordan may encounter standards of conduct in business affairs of other nation that differ dramatically from those of the United States. Riordan expects all employees conducting business in China to comply with the local code and laws. No fee, commission, bribe or other thing of value shall be directly or indirectly made, offered, or paid to any elected, appointed, or ruling foreign government official, head of state, or political party for the purpose of influencing any decision within the influence of such official or head of state. Furthermore, no Riordan employee may make any improper payment to any official or employee of any foreign government, or any foreign commercial non-government customer.

Integrity of Business Practices and Adherence to Code
The successful business operation and reputation of Riordan is built upon the principles of fair dealing and ethical conduct of our employees. Riordans continued success is dependent upon its customers trust; all employees owe a duty to Riordan, customers, and shareholders to act in ways that will merit the continued trust and confidence of the public.
This Compliance Plan has been carefully designed to ensure that Riordan will comply with all applicable laws and regulations, and it is expected of the top management, directors, officers, and employees to conduct business in accordance with the letter, spirit, and intent of all relevant laws and to refrain from any legal, dishonest, or unethical conduct. The design of the proposed Compliance Plan has been structured in a way that it can accommodate possible compliance law changes. This document contains confidential and proprietary information and is the private property of Riordan.

Corporate Risk

Please ask Cathii first if she is comfortable completing research in this area. If she is not please pass the assignment to a professional who works in the field of Corporate Risk Management.

Describe an organisational corporate risk you have experience of, or have heard of. Thereafter use the 10 step guide below to identify and analyse the risk.

10 steps as guideposts for discovering corporate risks

1. Avoid the risk of classifying risks in terms of insurance e.g. fire, boiler, contractors liability, employer and product liability, damage to property, etc.

Instead think of 3 broad categories: -

Loss or damage to physical property
Loss of income
Legal liability for injuries to others.

This focuses the mind on risks rather than insurance.

2. Make actual visits to plants, warehouses and distribution units. Risk analysis cannot be successfully performed sitting at a desk. There needs to be on-the-spot observations of activities, conditions, materials, bottlenecks in processes and unique exposure to environmental risks, local cultures, landfill or other local work activities.
3. Interviewing people such as heads of departments and operating divisions along with experienced workers learning the problems as they see them. Maintain regular and close communications to keep abreast of changes.
4. Educate people to be alert in identifying embryo problems (disasters just waiting to happen) before they have a chance to develop.
5. Establish a routine for reviewing agreements with contractors, suppliers, customers and lease holders, etc., to determine the degree of risks involved and ensure they are rendered harmless or at least reduced to being tolerable.
6. Study inspection reports on fire, liability and engineering insurers for clues in changes in their attitude and perception of risks.
7. Read:
house mission statements, policies, pamphlets, procedures and work instructions
job descriptions and personnel appraisals
accident and near miss statistics and reports
maintenance and accident repair schedules
HSE reports, changes in legislation and current pertinent case law
changes in cultural expectations within society and in particular the organisations customer base.
8. Learn from the misfortune of others. Remember: Experience is gained when we get what we did not expect and this can be a very costly experience.
9. Be guided more by potential severity rather than probability in performing risk analysis. This helps overcome the it has never happened to us before attitude.
10. Risk analysis is a never-ending process, so repeat these steps over and over again.

Corporate Analysis Project

This is to be done on Aflac Inc. (Insurance Co.)

Financial Overview

Write a brief historical summary, list of competitors, the companys position within the industry, recent developments within the company/industry, future goals, and other items of significance to the corporation. This part should be two to three pages double-spaced. Please include references appropriately cited from the following suggested sources:

* News items from business periodicals such as the Wall Street Journal, Forbes, Fortune, Business Week, Inc, etc.
* Corporate Internet homepage- Note that the information provided at the homepage may contain bias in favor of the company since it is providing its own information.
* Information from a financial service such as Value Line Investment Survey, Standard and Poors Stock Reports or Corporation Records, Moodys Industrial Manual, or others found during the search for financial information in week one.

Create a cohesive paper/report of two to three pages (double-spaced). Please include at least three cited references in APA format, both inside the text and at the end. Post all assignments directly into a forum message. Do not use attachments unless a table, chart, figure, etc.

You are free to choose any topic you are interested in Finance. Then, search academic journals related to the topic and write a Academic Critical Literature Review on it. You are recommended to read articles on the top ranked academic journals. You are encouraged to write a critical literature review on corporate governance, regulation, laws enforcement, taxation, financial managers? or CEO?s management behavior, etc. Structure should be academic or follow:


Abstract (100-200 words): condense of your whole literature review, including objective, current issues, future research, and the importance of the literature review?

Introduction (2-3 pages)
The first one or two paragraphs: Background and motivation of this literature review; the last two sentences should identify current issues or problems that this literature review can help to shed light on, etc.
Next paragraph: The objective or aim of this literature review; starting with ?This literature review aims to?? to or ?The objective of this literature review is??
Next two or three paragraphs: Summary of what you have found from the current literature, what are the current unsolved issues that may lead to the future research.
Next paragraph: the contribution of the literature review to the finance literature, such as fills a gap, provides knowledge, argues current issues, and sheds a light on, etc
Next paragraph: the significance of the literature review, to investors, to managers, to regulators, etc
Next one or two paragraphs: map or illustration of your literature review
(Please note: the introduction is the soul of your paper; you should really sell your literature review to the readers here, as to why it is important to have this literature review, etc?)

Body of the literature review
Please note:
? Try not to start with Author (year), but a topic sentence for each paragraph with the evidence of (Author, year)?
? Try to argue the literature on both sides
? Please do not just summary, but discuss and critique
For example:
Topic sentence, Author (year) show?., discussion and critiques?

On the other hand, Topic sentence, Author (year) show?., discussion and critiques?


Conclusion (2-3 pages)
What you have done in this literature review, what you have found?
Summary the current empirical results, unsolved issues, important debates, etc?
Reinforce the contributions and significance of this literature review?
Most importantly, indicate and discuss the future research areas?

Financial terms or theories, calculation should be include to justify you opinion
{ Chicago Author-Date referencing style is required. Plagiarism is a serious offence in this assignment}
Thanks

To be written by: jeffdoyle01 # A2086086

Outline of the essay:

Subject: Business

Level: First year, Undergraduate

Essay question:

To what extent is Corporate Social Responsibility (CSR) essential to the success of Transnational Corporations (TNC?s)?

Include case studies to support about the following companies, Nike, Primark, Microsoft


Introduction: One must define CSR and TNC?s.

Definition of CSR: Managers seek to incorporate ways for the business to to benefit society as well as the organization.

Definition of TNC: Transnational corporations are incorporated or unincorporated enterprises comprising parent enterprises and their foreign affiliates.


This then should follow with the Thesis: Whilst there are many ways of making a corporation successful, one would argue that one of the essentials to the success is CSR.

Scope: Thus, in analysing to what extent one needs to first study, the CSR of TNC?s and then balance out the negatives and positives.

So this means that this essay will:

Assess to what extent success can be created by corporate social responsibility in regards to transnational companies.

Find evidence of corporations around the world to see if CSR has benefited them


Paragraph two: Study views of different authors/business people and what they say about the relation between CSR and TNC?s are, and if they are successful

All issues that deal with social responsibilities of private business have existed for ages. However, presently there is a great support for modern concept of corporate social responsibility



Paragraph Three: Positives and Negatives about CSR

Talk about how CSR can help TNC?s and show proof of how it has done so, in addition to talking about the negatives and proof of how it hasn?t worked


Paragraph Four: the factors that exists in CSR, which may lead to the success of transnational corporations.

How Nike, Primark and Microsoft have successfully achieved proper CSR and how it has helped them boom, even though one would argue that they have been through rough times with Pressure Groups etc..



Paragraph Five: What makes organisations and managers want CSR

How does it have to do with stakeholders:

? Customers
? Employees
? Community
? Pressure Groups
? Suppliers

How can it help increase profits, Show evidence of how it has helped.

Talk about human rights cases, involve the UN somehow.



Paragraph Six: Evaluate and Analyse thouroughly why it has/has not helped.

Include quotes and good sources


CONCLUSION:

Give the final verdict; report back to the original question.

Australian corporate governance

I need to write 2000 word paper on an organisation and describe the organisation's governance structure. Whether directors' and officers' act appropriately and effective: in day to day circumstances and in the context of any particular challenges or issues for directors or officers in the organisation that may have occurred in the context of directors' and officers' duties. Secondly, have or will the recent financial crisis, world economic conditions or uncertain or volatile markets changed the governance needs and/or structure of selected organisation. Give reasons