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Knowledge Management Succession Plan Strategy
KB Australia Knowledge Management Succession Plan Strategy
Kellogg, Brown oot (KB) is an international company founded by Brown and oot in 1960 as Kinhill Engineers, and has gone through various changes over the years. A significant chapter in its history occurred in 2007, when it was split from Halliburton, to become a fully independent company. KB's Australian division has offices in Melbourne, Adelaide, Canberra, Sydney, Brisane, Perth, Gold Coast and various project offices. This network of offices is served by 2,000 employees, with over 370 active contractors and employees. The company is a major engineering service and construction company, which offers support to energy, hydrocarbon, government and civil infrastructure sectors (Halliburton Corporate Sustainability eport, 2006). Table 1, in Appendix I, shows a breakdown of the different organization and operations level, while Table 2, shows the breakdown of the different staffing levels for the Brisbane branch.…
Bagorogoza, J. & Waal, A de (2010). The Role of Knowledge Management in Creating and Sustaining High Performance Organizations: The Case of Financial Institutions in Uganda. World Journal of Entrepreneurship, Management and Sustainable Development, 6(4), 307-324.
Banham, H.C., McDonald, J. And Wisner, R., (2007). Australian Small and Medium Sized Enterprises (SMEs): A Study of High Performance Management Practices. Journal of Management and Organization, 13(3), 227-248.
Halliburton Corporate Sustainability Report, (2006). Corporate Sustainability Report 2006. Halliburton Corporate Sustainability Report. Retrieved 2nd Oct, 2012 from http://www.halliburton.com/public/about_us/pubsdata/sd/flash/csr_report.pdf
Vaibhav, G. (2010). The Process of Human Resource Planning, Munich, GRIN Publishing GmbH.
When it comes to creating a succession plan, Miles and Bennett (2007), Cook (2014), and Gale (2013) all offer different approaches on how that planning process should be conducted. By comparing and contrasting their respective approaches and identifying which aligns most accurately with the course text, a better understanding of how to plan for succession can be achieved.
Miles and Bennett (2007) identify four steps that must be taken in order to produce an effective succession plan. The four steps include: 1) analysis, 2) development, 3) selection and 4) transition. The first step in the process of planning succession, according to Miles and Bennett (2007), is to analyze the “most significant challenges the company and its industry are likely to face over the next four to six years” and use this information to determine what skills and experiences are needed by the company’s next leaders to guide the firm in…
Cook, I. (2014). Succession planning success: The golden rules for future-proofing your business. Retrieved from http://www.humanresourcestoday.com/examples/succession-planning/?open-article-id=3419811&article-title=succession-planning-success--the-golden-rules-for-future-proofing-your-business&blog-domain=visier.com&blog-title=visier
Gale, S. (2013). Succession planning roadmap. Retrieved from http://www.workforce.com/2013/03/11/succession-planning-roadmap/
Miles, S. & Bennett, N. (2007). Best practices in succession planning. Retrieved from https://www.forbes.com/2007/11/07/succession-ceos-governance-lead-cx_sm_1107planning.html#5a7c70b5668d
Succession Planning for Multi-Faceted Enterprises and Organizations
La Russa Enterprises
Thunder ay, Ontario
Nadia La Russa
The journey to this point in my academic career has been a long one, and challenging, however I am successful. A number of people have effortlessly contributed to my success, and I take this opportunity to thank them. First, it is with great honor that I thank my academic adviser he/she took on the obligation of advising me in my post coursework and exam completion, while I was in the university. his/her xxxxxxxxx unrelenting encouragement, mentorship and support were the ultimate motivators. Without her firm, yet caring guidance, I would not have completed this research study.
To my friends xxxxxxxxxxxxxxxxxxxxxxxxx, I owe my gratitude. The incalculable lunches, coffee breaks and emails of support helped me work through the writer's block, despair at lack of improvement and eventually gave me the strength to know that…
Academy of Management Journal, 36, 763-793. And Participation, Fall 2005, 4-6.
Anderson, M.J. (2010). Making the future possible: Succession as a component of strategy. OfCounsel, 29:5, May 2010, p. 13-17.
Appelbaum, S., Benyo, C., Gunkel, H., Ramadan, S., Sakkal, F. And Wolff, D. 2012. Transferring corporate knowledge via succession planning: analysis and solutions - Part 1. Industrial and Commercial Training, 44(5), pp. 281-289.
Appelbaum, S., Benyo, C., Gunkel, H., Ramadan, S., Sakkal, F. And Wolff, D. 2012b. Transferring corporate knowledge via succession planning: analysis and solutions - Part 2. Industrial and Commercial Training, 44(7), pp. 379-388.
Succession Planning at HP: Analysis of the role of Carly Fiorina
In July, 1999 Hewlett-Packard appointed Carly Fiorina their CEO after and extensive search that included 100 potential applicants, carefully screened by the board of directors (Anders, 2003). What the HP board was after was a new CEO who would keep the passion for innovation alive in the company and unify its core businesses of printers, scientific instrumentation and computing equipment (Burrows, 2005). Carly Fiorina was an outsider who impressed the screening committee with her brash, direct communications style and her track record at AT&T for taking on difficult projects and turning them around (Burrows, 2005). The following is an analysis of how the succession was handled, what Carly Fiorina chose to concentrate on during her years with the company, and the lessons learned by HP from the experience.
Analysis of the Carly Fiorina Succession at HP
Carly Fiorina came…
George Anders. (2003, February). The Carly chronicles. Fast Company,(67), 66-76.
Peter Burrows in Palo Alto, Calif.. (2005, September). HP Says Goodbye To Drama. Business Week,(3950), 83-86.
Miller, Danny. (1993). Some organizational consequences of CEO succession. Academy of Management Journal, 36(3), 644.
Richtermeyer, S.. (2011). Successful Succession Planning. Strategic Finance, 92(12), 6,19.
Succession Plan for Nadia La Russa
When it comes to corporations and businesses of any size, succession planning is something that can and should be planned out in advance. As cited pervasively throughout the rest of the report, the following can all be asserted and proven. The need for succession planning is needed in all countries including Canada, the United States and in any other developed country in the world. Succession planning has different meanings and takes on many forms depending on what country the business is located in, how large the business is, who runs the business, who owns the business and what the long-term plans for this business happen to be. Indeed, most large firms have entrenched and very specific succession plans in place that center on promoting the best and the brightest in the firm so as to continue the…
Amit, Raphael, and Christoph Zott. 2012. "Creating Value Through Business Model
Innovation." MIT Sloan Management Review 53, no. 3: 41-49. Business Source
Premier, EBSCOhost (accessed February 12, 2015).
Bruce, Doug, and Derek Picard. 2006. "Making Succession a Success: Perspectives
econciling Safety and Succession Planning
The Experts, their composition and grounds of expertise.
The epistemology of the experts.
The epistemology of the decision makers.
The Belfast Board
The petroleum experts
Current state of knowledge
Discuss the problem
Discuss the source of the problem
Analyze the problem.
Belfast is a petroleum company with core competences in oil and gas exploration, development, and production located in Calgary. Its experts are petroleum engineers many of whom have substantial years in the petroleum sector. The company's decision makers are its Board of Directors. Belfast Company's decision makers and experts disagree about the experience level of engineers that the company needs to supervise sensitive oilfield operations. Whereas the Board believes that newer engineers should become exposed to a broader range of activities in the field, the experts disagree and hold…
Agbons, P. (1975). A historical evolution of the petroleum engineering profession. Ibadan,
Oyo: University Press.
Barrel of Oil Equivalent (BOE). Investopedia. Retrieved http://www. investopedia. com/terms/b/barrelofoilequivalent. asp#ixzz1UlxCgNhr
Belfast Petroleum, Inc., BloomsbergBusinessWeek. Retrieved http://investing. businessweek. com/research/stocks/private/snapshot. asp-privcapId
Axelrod, N.R. (2002). Chief executive succession planning: The board's role in securing your organization's future. Washington, DC: oardSource.
erger, L.A. & erger, D.R. (2004). The talent management handbook: Creating organizational excellence by identifying, developing, and promoting your best people. New York, NY: McGraw-Hill.
Collins, M.E. (May/June, 2007). Next! How to plan for and ensure a smooth transition when your organization's leader departs. Advancing Philanthropy, 14:3.
Developing your leadership pipeline. (December, 2003). Harvard usiness Review, 81:12.
Feather, J. (February, 2005). Smooth move. Association Management, 57:2.
Growing talent as if your business depended on it. (October, 2005). Harvard usiness Review, 83:10.
Hall, H. (2006). Smooth transitions: Experts offer tips on hiring new leaders. Chronicle of Philanthropy.
Manage for today, mentor for tomorrow: Here's how to keep succession planning on the front burner. (September-October, 2005). Nonprofit World, 23:5.
Rothwell, W.J. (2005). Effective succession planning: Ensuring leadership continuity and building talent from within.…
Axelrod, N.R. (2002). Chief executive succession planning: The board's role in securing your organization's future. Washington, DC: BoardSource.
Berger, L.A. & Berger, D.R. (2004). The talent management handbook: Creating organizational excellence by identifying, developing, and promoting your best people. New York, NY: McGraw-Hill.
Collins, M.E. (May/June, 2007). Next! How to plan for and ensure a smooth transition when your organization's leader departs. Advancing Philanthropy, 14:3.
Developing your leadership pipeline. (December, 2003). Harvard Business Review, 81:12.
Less tangible are the intellectual properties that Viacom controls, such as the broadcast rights for motion pictures and television programs, licensing of trademarks, etc.
The Major Problem Facing Viacom
Aside from the complexities and challenges of the industry itself, Viacom faces an additional major problem in the form of a succession dispute. More precisely, a power struggle for the role of COO of Viacom emerged when longtime COO Mel Karmazin vacated the post in 2004, leaving a vacancy that needed to be filled, and several people vying for the post. Because of this struggle, the organization found itself faced with several succession planning options.
Possible, and Recommended Succession Options
Because of the need to develop an effective succession plan at Viacom, several possible options emerge: the organization could be divided into several entities, giving all of the COO contenders an opportunity to apply their talents for organizational benefit or remain…
exit plan for a new business consists of two components. hile the exit plan tends to be overlooked, there should be one for two scenarios -- failure and success. No business plan likes to talk about business failure, but in the event that the business does not succeed, the proprietor needs to know how to exit the business gracefully. The main assets of the food truck business are the truck and equipment, and these can be sold on the secondary market. Since the truck does not plan on having too much debt, the proceeds from these asset sales should cover the debt. The downside equity of the business has been protected by the LLC business form. So much of the downside risk financially has been covered by the way that the business has been structured in the first place. Unwinding the operations is as simple as laying off the staff…
Robbins, S. (2013). Exit strategies for your business. Entrepreneur. Retrieved March 25, 2013 from http://www.entrepreneur.com/article/78512
SBA.gov. (2013). Getting out. Small Business Administration. Retrieved March 25, 2013 from http://www.sba.gov/content/plan-your-exit
Challenges in Healthcare: Succession Planning
Beverly, F. & Rose, S. (2017). Best Practices for Nurse Leaders: Succession Planning. Professional Case Management, 22(2), 88-94.
The authors term succession planning in healthcare a critical need. It should, however, be noted that even in planning for the next generation of leaders in healthcare, we ought to be aware of the fact that the world is changing fast and that the skills of yesterday might not be as effective today. This is one of the messages that the authors of the present article attempt to push through. For this reason, this will be a great resource as I seek to explore the competencies that our future leaders in healthcare need to be equipped with.
Brian, C., Melanie, M., Greta, C. & Chris, N. (2009). Healthcare Succession Planning: An Integrative Review. JONA: The Journal of Nursing Administration, 39(12), 548-555.
According to the authors, nursing shortages…
Beverly, F. & Rose, S. (2017). Best Practices for Nurse Leaders: Succession Planning. Professional Case Management, 22(2), 88-94.
Brian, C., Melanie, M., Greta, C. & Chris, N. (2009). Healthcare Succession Planning: An Integrative Review. JONA: The Journal of Nursing Administration, 39(12), 548-555.
Dennis, S. (2006). Challenge: Succession planning. Nursing Management (Springhouse), 37(2), 64.
Griffith, M. (2012). Effective Succession Planning in Nursing: A Review of the Literature. Journal of Nursing Management, 20(7), 900-911.
Scott, B.A., Kathryn, M., Allyson, N., & Bradley, H. (2006). Leading Tomorrow\\\\'s Healthcare Organizations: Strategies and Tactics for Effective Succession Planning. JONA: The Journal of Nursing Administration, 36(6), 325-330.
Sittler, L.F. (2019). The Effect on Nursing Leadership Roles with Succession Planning for the Next Generation of Millennial Nurses. OAJBS, 1(3), 38-43.
The Ducks Poker Room
Company & Product Description
The Ducks Poker Room was founded in 2012 and is the finest poker room in the State of Oregon. The Ducks Poker Room offers any poker game in a relaxing comfortable atmosphere. Our mission is to provide the best place to play poker.
Business/Product or Service
The Ducks Poker Room makes it is easy to play a live poker game. We provide the space, tables, chairs, chips, and dealers to give you a comfortable poker experience. Our main product is that of service and we are in the introductory stage as we are just getting started. We compete primarily on our service and the promotions that we offer. Our future plans include developing our own line of poker accessories, which provide a different revenue stream as well as tap…
The U.S. Bureau of Labor Statistics classifies the Gambling Industry with NAICS #713200 and within NAICS #713000 -- Amusement, Gambling, and Recreation Industries. Gambling is a cultural phenomenon across the United States and Oregon is no exception: according to the most recent Indian Gaming Industry Report, based on figures from 2009, revenue for the nine Oregon casinos totaled $459.7 million.
Five Oregon Indian Casinos reportedly offer Poker rooms: Wildhorse Resort and Casino in Pendleton; Spirit Mountain Casino in Grande Ronde; Kah-Nee-Ta-High Desert
Business Name: MWV located in Covington VA
Number of Employees 190
Emergency management plan entails a system of managing resources, information analysis and decision making in the event of a tornado hitting the facility (Hubbard, 2009). The emergency management plan acts a guide to the responsible personal, the staff and residents within the facility on the steps to take upon the occurrence of a tornado. The emergency plan gives a description of the role that the pre-appointed Emergency Management Group (EMG) is expected to carry out in the event of a tornado. The Emergency Management group will serve as the overall authority over the activities in the facility relating to the occurrence of a tornado.
The emergency management policy is to ensure the safety of every individual within the facility and bring the facility to normal operations after an accident.
The head of the Emergency Management group is…
Hubbard, C. o. (2009). Emergency Response, Windshield Survey; Hubbard, . City of Hubbard Oregon.
Safety, C. f C.P. (2002). American Institute of Chemical Engineers. Guidelines for Technical Planning for On-Site Emergencies. . New York: CCPS-AICHE.
Business Plan Assisted Living Facilities
Residential and Day Treatment Facility
Residay Home and Residential Care provides assisted living solutions for senior adults. Residay Home and Residential Care is dedicated to making the provision of the highest quality care to senior citizens requiring or desiring an assisted living facility. Residay Home and Residential Care is located in the Tennessee Valley Area of North Alabama and is an alternative to the generally larger and less personal senior assisted living facilities specializing in the ability to make provision of a very high level of care in a smaller and more personal environment. Residay Home and Residential Care makes provisions of assistance to seniors in their activities of daily living including assisting with medication, meals, reminders, personal grooming, physical therapy and other such assistance. Further provided by Residay Home and Residential Care are opportunities for companionship, entertainment, and activities, which seniors enjoy…
Administration on Aging, Department of Health and Human Services (2005). Fact Sheets: Eldercare Locator.
Administration on Aging. (2004). Report to Congress. Long-term Care Ombudsmen Report, Fiscal Year 2004. Washington, DC: U.S. Department of Health and Human Services, Administration on Aging.
Agency for Healthcare Research and Quality. (1996). Medical Expenditure Panel Survey: Nursing Home Component. Retrieved from: http://www.ahrq.gov/data/mepsweb.htm#Nursing .
Alabama State Board of Health, Alabama Department of Public Health, Division of Licensure and Certification Administrative Code. Chapter 420-5-4 Assisted Living Facilities. Retrieved from: http://www.alabamaadministrativecode.state.al.us/docs/hlth/420-5-4.pdf
United States Army Corps of Engineers issued a report in 2012 that was known as the Human Capital Strategic Plan. It was meant to serve as a benchmark and projection for what was to come from 2012 through 2017. Of course, the United States Army Corps of Engineers is a public safety-oriented organization and their plan will be analyzed in terms of resource allocation, budgeting efficacy and overall quality. The United States Army Corps of Engineers is a very competent organization but no organization's plans, especially those organizations whose funding involves taxpayer dollars in whole or in part, is beyond reproach.
Strategic Plan Analysis
The author of this report has been charged with the analyzing the Human Capital Strategic Plan for 2012-2017 as issued by the United States Army Corps of Engineers in April 2012. The report is about fifty pages in length and will be analyzed cover to cover.…
CDC. (2015). Products - Vital Statistics of the U.S. - Homepage. Cdc.gov. Retrieved 5 June 2015, from http://www.cdc.gov/nchs/products/vsus.htm
Census.gov. (2015). FFF: Hispanic Heritage Month 2014: Sept. 15 -- "Oct. 15. Census.gov. Retrieved 5 June 2015, from http://www.census.gov/newsroom/facts-for-features/2014/cb14-ff22.html
Kessler, G. (2015). Do 10,000 baby boomers retire every day?. Washington Post. Retrieved 5 June 2015, from http://www.washingtonpost.com/blogs/fact-checker/wp/2014/07/24/do-10000-baby-boomers-retire-every-day/
Krumrie, M. (2014). How To Incorporate Diversity Hiring Goals and Strategies. ZipRecruiter. Retrieved 5 June 2015, from https://www.ziprecruiter.com/blog/the-right-way-to-incorporate-diversity-hiring-goals-and-strategies/
Professional Career Action Plan
I am student majoring in science at the University of Phoenix. Upon my graduation I would like to use my skills to make a different in the communities that I serve and also in my home community. These are the main factors that I will consider during the period of advancing my career. My career development will be guided by several goals each of them will take varying periods to achieve.
However the most important of all is for be to make an impact for humanity over the period that I will be working in the health sector. I have made several consideration and also put in mind that I will first have to start at a particular point and slowly progress through my career to become a highly qualified and successful person in the health care sector will I believe will also be essential for…
Rothwell, W.J. (2005). Career planning and succession management: Developing your organization's talent -- for today and tomorrow. Westport, Ct: Praeger Publishers.
Lock, R.D. (1991). Job search. Pacific Grove, Calif: Brooks/Cole Pub. Co.
Lock, R.D. (1992). Taking charge of your career direction. Pacific Grove, Calif: Brooks/Cole Pub. Co.
Powers, P. (2005). Winning job interviews: Reduce interview anxiety, outprepare the other candidates, land the job you love. Franklin Lakes: Career Press.
The concept of a strong bench for an organization suggests that an organization becomes a fort in the today's competitive business environment if it has a strong team of employees to support the organizational goals and mission. This concept of strong bench further illustrates that the workforce is not just for the current situation but is geared to the future needs of the organization. The future needs can only be met if the company has talent and it hones the talents of its employees to prepare them for future responsibilities. So, its not just about having strong talented candidates for employees but it also involves engaging them in activities for a future position. If the company then has a strong bench meaning that a pool of honed and geared-up talent ready to assume more responsibilities then it gives that organization an edge.
This whole article emphasizes the importance…
Bruer, R., Leibman, M., & Maki, B. (1996). Succession Management: The Next Generation of Succession Planning. Human Resource Planning Journal. Vol. 19.
Ibarra, P. (2005). Succession Planning: An Idea Whose Time Has Come. Public Management. Vol. 87, January-February.
Pernick, R. (2002). Creating a Leadership Development Program: Nine Essential Tasks. Public Management. Vol. 84, August.
Superior Manufacturing Company explains the importance of decision making on the basis of future costs rather than the historical projections. The description of the case has distinguished the different types of costs that are involved in taking decisions including variable costs, fixed costs, avoidable cost and unavoidable cots. The case has contrasted the difference between accounting methods based on process costing and job order costing. The case also highlights the importance of a proper succession plan as Superior Manufacturing Company had to face a great deal of difficulties because of not having a proper succession plan.
The Superior Manufacturing case study has covered the various aspects of management and accounting. Paul Harvey lacked the required expertise and leadership skills to manage the company of such a large scale hence the performance of the company suffered which was reflected by their financial statements. The financial records held the key to learn…
(2012) Superior Manufacturing Co. Case Analysis. ***.com. Retrieved 01, 2012, from http://www.***.com/essays/Superior-Manufacturing-Co-Case-Analysis-895590
Letter of Transmittal
This report is concerned with the transition of leadership on a crucial project that requires a seamless transition due to the importance of the project to the company and the significance of the team already in place. Due to the fact that this team has worked as an insular, cohesive unit for approximately two years perfecting this project, it is necessary to have a transition that approximates the qualities of the present leader. Unfortunately, this transition has become necessary, but it should not be difficult to find the right person going forward. This is a detailed report that lists the leadership criteria needed and the determination of the search team. The recommendation is to search outside of the company for a leader that exhibits the needed qualities and can provide continued and steady leadership for this crucial project.
The Failure of Leadership During Times of Transition
Bracksick, L.W. (2012). Tough transitions: How the future of a business depends on the succession planning for founders. Smart Business Pittsburgh, 10, 7.
Dewhurst, M., Guthridge, M., & Mohr, E. (2010). Motivating people: Getting beyond money. McKinsey Quarterly, 1.
Doh, J., Stumpf, S., & Tymon, W. (2011). Responsible leadership helps retain talent in India. Journal Of Business Ethics [serial online]. 98, 85-100. Available from: Business Source Complete, Ipswich, MA. Accessed November 23, 2012.
Gilley, A., Dixon, P., & Gilley, J.W. (2008). Characteristics of leadership effectiveness: Implementing change and driving innovations in organizations. Human Resource Development Quarterly, 19(2), 153-169.
Human esource Management Practice
Certain combinations of human resource management practices lead to superior outcomes for organizations. The H combination department is at the heart of organizational performance, productivity, turnover, profits, and market value outcomes. Employees are considered a source of non-duplicable and sustainable competitive advantage. By using the combinations in capabilities, resources, relationships and decisions presented by employees, organizations strategically position themselves thus avoiding threats and maximizing opportunities. Organizations and H combinations managers aim to generate strategic capacity by ensuring that an organization acquires a skilled, committed and motivated workforce. Integration of H combinations issues, organization performance and H management systems in organizational strategic processes serve as a solution to business problems. The need to create and manage capabilities and skills and align such capabilities to organizational performance and future needs drives Human esource Management. As such, the H department plays a greater role in planning and implementing a…
Alipour, M., Salehi, M., & Shahnavaz, A. (2009). A study on-the-job training effectiveness: Empirical evidence of Iran. International Journal of Business and Management, 4 (11), 63-68.
Boxall, P., & Macky, K. (2009). Research and theory on high performance work systems: Progressing the high involvement stream. Human Resource Management Journal, 19, 3-23.
Harris, C.M., McMahan, C.G., & Wright, P.M. (2012). Talent and time together: the impact of human capital and overlapping tenure on unit performance. Personal Review, 41(4), 408-427.
Martin-Alcazar, F., Romero-Fernandez, P.M., & Gardey, G.S. (2005). Strategic human resource management: Integrating the universalistic, contingent, configutational and contextual perspectives. International Journal of Human Resource Management, 15 (5), 633-659
railroad industrialized America, a Track That Unified a Nation
How the railroad industrialized America
In the nineteenth century, the railroad system of the United States of America came to life. The systems' sole purpose was to transport people and goods across the country. Railroad system in the country began on the East and moved westwards. The move to the west resulted in development of towns, which further made the system branch to meet other regions in the state. These resulted in a web like rail system over the country. These had an impact on the life, culture and the way of life for the people of America. The railroad system in America in the nineteenth century interconnected various societies. The railroad systems at that time decreased work time since people were able to travel easier. People were able to travel great distances with the invention of the railroad system.
William Thomas, 2011 . "Railroads and the Making of Modern America." Railroads.unl.edu.
John F. Stover, 1997. "American railroads.," Chicago, Ill.: University of Chicago Press
Albro Martin., 1992. "Railroads triumphant: the growth, rejection, and rebirth of a vital American force." New York: Oxford University Press.
H. Roger Grant and Charles W. Bohi., 1978. "The Country Railroad Station in America."
Partnership or Alliance
At a recent conference, Acxiom Corporation Company Leader Charles D. Morgan said that constantly changing technology and the growing global landscape means successful companies must select the right partners and alliances to help achieve a true customer-centric enterprise.
In today's global marketplace, partnerships are becoming a major strategic move for many businesses. This paper discusses the elements of an effective partnership or business alliance in an effort to lay out the best business practices for forming one.
The pace of innovation today is too fast for any one company (especially technology company) to be all things to all customers. Last year alone, for example, the U.S. patent office awarded more than 16,000 patents to the top ten global high-tech companies for their innovations. Even a brief look at the industry's history reveals a graveyard of once successful companies that failed to adapt fast enough to industry changes.…
Acxiom. (February 26, 2001). Successful Companies Must Forge Smart Alliances, Acxiom Leader Tells Connections 2001 Executive Symposium. Acxiom White Paper. Retrieved from the Internet at http://www.acxiom.com/images/horiz_dots_full2.gif
Arian, N. (January 1, 2003). Successful Public-Private Partnership. World Economic Forum.
Armaghanian, H. (2001). Successful Alliances. Haig Barrett, Inc.
Bamford, J. (2002). Mastering Alliance Strategy: A Comprehensive Guide to Design, Management, and Organization. Jossey-Bass.
There are several important types of documentation that should be created and updated as part of a fluid and proper systems development life cycle. The types are all quite different and they are also quite individually important. This report will go into the different types that should exist, what each type covers, why they are each important and the overall update and creation process that should be followed. While some may view documentation as bureaucratic and unnecessary, it is vital that it present and update as having data that is out of date or only in the heads of people that can leave at any time is a disaster waiting to happen if someone not informed on the cycle is put in a position to make important adjustments or decisions.
The first types of documentation would be the bill of materials and the build plan. The bill…
PCC. (2014, July 19). A. PLANNING. SYSTEMS DEVELOPMENT LIFE CYCLE.
Retrieved July 19, 2014, from http://spot.pcc.edu/~rerdman/sysdevellifecycle.html
USDA. (2014, July 19). SDLC - SDLC Home. SDLC - SDLC Home. Retrieved July 19,
2014, from https://www.fsa.usda.gov/FSA/sdlcapp?area=home&subject=
Starbucks is a successful coffee chain. The organizational structure is geographic, and decision making is mainly centralized with respect to strategy, and many operational decisions even at the local level come with strong guidance from head office. There are a few key issues, however, that need to be addressed. One is the relatively weak leadership pipeline within the organization, another is the distribution of resources to facilitate expansion and finally there is also the issue of maintaining quality standards despite a still-rapid pace of expansion.
Starbucks is a company operating in the quick service restaurant business, where it is the 3rd-largest firm in the industry in the U.S. By revenue (Oches, 2014). The company name is Starbucks Corporation. To nobody's big surprise, it is a corporation. Starbucks is publicly traded, on the NASDAQ under the ticker symbol SBUX. The company has a 97.33% float, with 2.74% inside…
Choi, C. & Skidmore, S. (2012). Starbucks buys Teavana Holdings for $620 million. Huffington Post. Retrieved December 12, 2014 from http://www.huffingtonpost.com/2012/11/15/starbucks-buys-teavana-holdings_n_2136048.html
Jargon, J. (2011). Latest Starbucks concoction: Juice. Wall Street Journal. Retrieved December 12, 2014 from http://www.wsj.com/news/articles/SB10001424052970204358004577030112155716538?mg=reno64-wsj
Lim, P. (2014). Dunkin, Mickey Ds, or Starbucks? The surprising winner of the coffee war. Money. Retrieved December 12, 2014 from http://time.com/money/3028578/dunkin-donuts-mcdonalds-starbucks-coffee-wars/
Michelli, J. (2007). The Starbucks experience: Leadership tips ebook. Joseph Michelli. Retrieved December 12, 2014 from http://www.josephmichelli.com/pdf/ebook_starbucks.pdf
Public agencies concerned with safety are presently facing crises of leadership. Many experienced and skilled personnel in several communities are encouraged to flock away from their departments due to incentives for early retirement provided. Moreover, several leaders in the police departments are also fast nearing the age for retirement. Consequently, there is a looming shortfall of leaders within the department. It is estimated that from the year 2020 the bulk of those in leadership positions in the United States of America (USA) will be a cadre of generation millennial. Chief Dwayne Orrick, in an article appearing in the Police Chief Magazine, was quoted as saying that across the country, many police departments are experiencing high rates of staff turnover which leads to problems of staffing level maintenance. This requires many agencies of law enforcement to work harder to develop and maintain their cadre of future leaders. Research indicates…
Deadman, D. (2003). Developing the Potential Future Leaders of The Birmingham Fire Department. Michigan.
HR Policy and Planning Division: Public Service Secretariat. (2008). Succession Planning and Management Guide. Newfoundland and Labrador: Government of Newfoundland and Labrador.
Michelson, R. (2006, June 6). Preparing Future Leaders for Tomorrow: Succession Planning for Police Leadership. International Association of Chiefs of Police, 73(6).
Muray, P.S. (2006). Preparing for the Future- Succession Planning for the Hudson New Hampshire Fire Department. Hudson.
isk Management in Family Owned Businesses
A family business can be simply described as "any business in which a majority of the ownership or control lies within a family, and in which two or more family members are directly involved" (Bowman-Upton, 1991). In other words, it is a multifaceted, twofold structure consisting of the family and the business meaning that the involved members are both the part of a job system and of a family system (Bowman-Upton, 1991).
Most families seek stability, intimacy, a sense of community, and belonging through the family business (Hess, 2006). On the other hand, whenever family and business are mentioned together, a majority of people think of continuous conflict, competition and contention (Crenshaw, 2005). However, "successful family businesses do not let the family destroy the business or the business destroy the family" (Hess, 2006).
The family-owned businesses are the backbone of the world financial system.…
Barrese, J., & Scordis, N. (2003). Corporate Risk Management. Review of Business, 24 (3), Retrieved August 17, 2012 from http://www.questia.com/read/1G1-111508707/corporate-risk-management
Bodine, S.W., Anthony, P., & Walker, P.L. (2001). A Road Map to Risk Management: CPAs Can Help Companies Manage Risk to Create Value. (Consulting). Journal of Accountancy, 192 (6), Retrieved August 17, 2012 from http://www.questia.com/read/1G1-80750205/a-road-map-to-risk-management-cpas-can-help-companies
Bowman-Upton, N. (1991). Transferring Management in the Family-Owned Business. Retrieved August 14, 2012 from http://archive.sba.gov/idc/groups/public/documents/sba_homepage/serv_sbp_exit.pdf
Caspar, C., Dias, A.K., & Elstrodt, H. (2010, January).The Five Attributes of Enduring Family Businesses. Retrieved August 15, 2012 from http://www.businessfamily.ca/cert_register_files/Web Downloads/McKinsey Quarterly - Jan 2010.pdf
Gap Pesti and SWOT Analysis
In this section, I am doing a PESTI and SWOT analysis of GAP Inc. The goal of a PESTI and SWOT analysis is to evaluate the performance of a firm by using their financial statements[footnoteef:1]. In a PESTI and SWOT analysis you can determine the value of a firm by looking at its profitability and its growth. I will be using SWOT analysis and cash flow analysis to assess GAP's performance. After analyzing GAP I will forecast the next ten years based on our findings. [1: AmCham, eal Economy-Egypt. (Source: MoFT, January 2003 and Central Egyptian BankCEB, February 2002).]
I can either look at SWOT for GAP over several years to determine the success of the firm or I can compare the SWOT of GAP to other firms in the same industry. These SWOTs allow us to relate the financial numbers to the business…
1. AmCham, Real Economy-Egypt. (Source: MoFT, January 2003 and Central Egyptian BankCEB, February 2002).
2. Al-Ahram Weekly Online: "Inadequate Remedies," April 5-11, 2001, issue 528, Mona ElFiqi.
3. Al-Ahram Weekly Online: "Stalling in Troubled Waters," November 15-21, 2001, issue
650, Mona El-Fiqi.
Who you know is far more important than the job search process. Networking "levels out the hierarchy" that connects employers to employees (Chernow, 2003). Networking is a means of communication whereby a CEO might be separated from the clerk. It is a complex process that involves establishing and then building upon relationships. In a society filled with look alike candidates, where hundreds of people present themselves to employers with identical skills, educational talents and abilities, networking and the creation of interpersonal relationships allows some employees to stand out from others. usy hiring managers don't have time to sift through the thousands of applications they receive for a limited number of job opportunities. ecause of this, establishing an "in" at any corporation, through networking and other relational avenues, is a sure fire mechanism for building success and landing a job under less than ideal economic circumstances.
To understand the importance…
Brindle, Margaret, & Mainiero, Lisa. 2000."Managing Power through Lateral Networking." Quorum Books: CT.
Chernow, Cindy. "Networking vs. Not Working." Engaging Multiple Generations at Work. Available: http://www.astdla.org/articles/article_display.asp?artID=90
Marken, G.A. 2001. "Power Networking: 59 Secrets for Personal and Professional Success." Public Relations Quarterly, Vol. 46.
Noe, R., Hoolenbeck, J., Gerhart, B. & Wright, P. 2003. Human resource
Health organizations can experience a lot of employee turnover as well as a lot of employee non-performance: talk to any nurse about the phenomenon of "burnout" in the nursing profession, or talk to any hospital administrator about the problem of employee retention, and these issues will be described as relatively commonplace. These problems lead to an issue with what we must call "succession" -- the idea that, as an older generation of professionals passes on, the younger generation is ready to take over. The ideal way to deal with succession issues in a health organization (as well as handle issues such as employee training or employee non-performance) is through a mentorship program. However, a number of issues can hamper the installation of a successful mentorship program, and must be addressed.
One of the chief barriers in establishing such a program, however, has been outlined by Ledlow and Coppola (2013), as…
Bryant, S. E., & Terborg, J. R. (2008). Impact of peer mentor training on creating and sharing organizational knowledge. Journal of Managerial Issues, 20(1), 11-31.
Cahill, M., & Payne, G. (2006). Online mentoring: ANNA connections. Nephrology Nursing Journal, 33(6), 695-697.
Finley, F. R., Ivanitskaya, L. V., & Kennedy, M. H. (2007, July/Aug.). Mentoring of junior healthcare administrators by senior executives: A description of mentoring practices in 127 U.S. hospitals. Journal of Healthcare Management, 52(4), 260-270.
Ledlow GR and Coppola MN. (2013). Leadership for health professionals. Sudbury, MA: Jones and Bartlett.
Apple Corporation SWOT and Tows Analysis
uploaded paste. Please follow instructions. Preferably articles reference. Topic: Industry environment -- Porter analysis SWOT TOWS cross reference Work: Information Technology Industry: The Apple Corporation Sustaining competitive advantage evolving external environment & executive succession.
For Apple's continued success and brand leadership, exhaustive strategic management of the complex interaction of the challenges and immerging issues in desirable. Balancing the increasing needs from stakeholders becomes increasing difficult for companies with the increasing numbers of competitors and diversifications industry (Pearce & obinson, 2005). The corporation is currently pursuing a much broader brand differentiation through offering superior quality products exceptionally designed to target consumer personal needs an ease of use.
Sustaining Competitive Advantage with Evolving External Environment & Executive Succession
Over the years, technological advancements have piled pressure on technology developers and industry players. Apple Inc. faces this challenge combined with an increase in the number of players…
Pearce, J., & Robinson, R. (2005). Strategic Management, 9th Edition, . New York: McGraw-Hill.
Public Human esources Management
Challenges facing human resource management
Human esource Management is the element of the organization that deals with the human aspect of the organization. The business world today, is very competitive. Every organization must align its resources to the organizational goals and objectives. According to Gill (2009), the employees of an organization are part of its assets just as capital and technology. Proper utilization of human resource can account for the success of an organization. This study will examine the challenges that the human resources management is facing in its commitment towards contributing to organizations' prosperity. It will further, explore how human resource management can overcome the challenges to remain relevant.
The role of human resource management
Human esource Management performs an imperative role in the organization. Its role involves giving job descriptions, assigning of salaries, establishing policies that govern the personnel and capacity building of the…
Ullah, M. (2010). A systematic approach of conducting employee selection interview.
International Journal of Business & Management, 5(6), 106-112
Arthur, J.B. (2011). 'Effects of Human Resource Systems on Manufacturing Performance and Turnover', Academy of Management Journal, 37(3), 670-687.
Jing, W. Huang, T. (2005). Relationship between Strategic Human Resources Management and Firm Performance, International Journal of Manpower, 26 (5),434-449.
Apple Company and how it recruits talent, how it selects and trains talent, and why it has become the most successful and most visible technology company in the world.
Description of Apple
The Apple Company (Apple Inc.) was first incorporated on the 3rd of January 1977. Apple is known for its excellence in "…designing, manufacturing and marketing mobile communication and media devices," according to the Apple profile written by Reuters. Steve Jobs and Steve ozniak worked together to invent the Apple computers (Apple I and Apple II), and Apple II was the first successful computer designed for home computing using a mouse-driven graphical device.
Meanwhile, today, the devices that Apple designs and manufacturers include personal computers, portable digital music players, iPhones, iPads, Macintosh products, apple TV among other electronic devices.
In addition to these products, Apple sells many peripherals, a variety of software programs, networking solutions and "…third-party digital content…
Evans, Jonny. (2010). On Apple vs. Google and the talent drought. Computerworld.
Retrieved August 7, 2012, from http://blogs.computerworld.com .
Gupta, Anil K. Executive Resource Planning and Development. (1992). Human Resource
Planning, 15(1). Retrieved August 8, 2012, from http://www.organizationvalueadded.com/documents/mvc_strategy_structure.pdf.
Week 6 Live Chat
An example of a change in demographics is when the demographic mix in society changes. This is an ongoing process, occurring daily. New census figures show the totals over a specific period, but somebody working in health care will be able to notice a demographic shift as it occurs. I have no idea what is meant by changes in disease.
Changes in societal norms and values could reflect a society that is less religious, is more tolerant, or that has different values with respect to things like elder care, or how to treat the dying.
Health care technology has been changing since the Industrial evolution, and the pace of change has become more rapid. New advances occur frequently, and will be introduced to medical practice regularly. obot-assisted surgery is an example of a new technological advancement in health care.
An example of a financial…
Rumsey, D. (2016) Statistical data. Statistics for Dummies. Retrieved February 23, 2015 from http://www.dummies.com/how-to/content/what-a-pvalue-tells-you-about-statistical-data.html
Two of the significant internal threats that Charles V failed to appreciate came from his Spanish subjects and from the spread of Protestantism. As was discussed, Charles V failed to understand, or perhaps did not care, how his Spanish subjects would react to his decisions to replace their countrymen in top posts, raise taxes and force them to bear much of the human loss of his military endeavors. The end result, of course, was an uprising among the Spanish people that caused much bloodshed. Eventually, the Spanish did accept Charles V, but his early mistakes caused hardship.
The obvious mistake of Charles V's rule, however, was his failure to quash the growth of Protestantism during its infancy. There is some speculation as to why this occurred. Some historians believe that Charles V was intent on reconciling the Protestants with the Catholic church and bringing them back together under the same…
Charles V (No date). Retrieved April 5, 2007, at http://www.safran-arts.com/42day/more/more4feb/24carl5/241500c5.html .
Charles V, Holy Roman emperor (2005). The Columbia Encyclopedia, Sixth Edition. Retrieved April 3, 2007, at http://www.bartleby.com/65/ch/Charles5HRE.html .
Chronology of the Crusades (No date). Retrieved April 4, 2007, at http://atheism.about.com/library/FAQs/christian/blchron_xian_crusades13.htm .
History of the Ottoman Empire, an Islamic nation where Jews lived (2004). Retrieved April 5, 2007, at http://www.sephardicstudies.org/ottoemp.html .
Diversity in Organizations
Workforce diversity recognizes the truth that people differ in many ways, noticeable or unseen, mainly age, gender, marital status, social status, disability, sexual orientation, religion, personality, ethnicity and culture. HM is a set of distinct actions, tasks and procedures that are aimed at drawing in, directing and continuing an organization's human resources. The H function has grown considerably over the past few decades and now covers the whole range of people management processes. There are dissimilar views about the nature of HM and there exists a massive variety of H practices accepted by various organizations. Nonetheless, it is broadly accepted that the key practices of HM include recruitment and selection, training and development, performance management and pay (Shen, Chanda, D'Netto & Monga, 2009). In order for a company to be successful they must have a workforce diversity program in place (Kramar, 2010).
ecruitment and Selection…
Klie, S. (2009). Diversity makes employers more attractive to candidates. Canadian HR
Reporter, 22(8), 20-20.
Kramar, R. (2010). What is the Australian model for managing cultural diversity? Personnel
Review, 39(1), 96-96-115.
Compensation in Wachovia Bank's Base Employee Tier
Bank Teller Pay
Compensation in Wachovia Bank's Base Employee Tier
Banking Industry Practices
etention ates for Tellers
Opportunity Cost for Promotion
Consideration of Drawbacks
Compensation of tellers at Wachovia Bank is closely tied to turnover rates. Employee turnover is costly because resources must be expended to replace employees who leave. ecruitment and training can be expected to be approximately one-third of an employee's salary. In the banking industry, the turnover rate for tellers also impacts the bank's ability to efficaciously cross-sell investment products. High turnover rates of promotable employees contribute to increased expenditures by the human resources department since searches must be orchestrated with outside executive search consultants. The banking industry is in survival mode. In order for Wachovia Bank to survive in this industry, we must take care of our frontline. The frontline of Wachovia Bank is our tellers. A…
Careers: Teller, (2011). Wells Fargo / Wachovia [Web] Retrieved https://www.wellsfargo.com/careers/fit/opportunities/teller
Hourly rate snapshot for bank teller jobs, PayScale. (n.a., n.d.) [Web] Retrieved http;//www.payscale.com/research/U.S./Job=Bank_Teller/Hourly_Rate
Looking for research on the cost of staff turnover? (2011). LinkedIn. [Discussion] Retrieved http://www.linkedin.com/answers/management/business-analytics/MGM_ANA/
612746-20209499 [Chartered Institute of Personnel and Development (CIPD) in the UK]
Stewart's control of shareholder voting rights disrupted the functioning of the board because Stewart was able to exercise control over the board. She put her hairdresser on the board, and clashed with the board over her compensation. Her involvement, combined with terms of her release, led to a convoluted management structure that undermined both governance and board function, in terms of being able to set the direction of the company. The directors found it difficult to act in the best interests of MSO, when those interests clashed with the best interests of Stewart herself, such as when she vetoed the desire of the board to take the company private, because she took personal offense to the idea.
The board functioned better with more external directors. Many of the governance issues as MSO started when a clash over pay in 2004 led to key external directors leaving. The board…
If Nigerian local content law is not complied with equires licensee to submit a detailed programme for recruitment and training of Nigerians
(Nigerian Local Content Policy)
2.3. History of the LCL
The Local Content Law was signed into law in April 2010 by acting President Goodluck Jonathan. In brief, the Nigerian Oil and Gas Industry Local Content Development Bill 2010 places "…obligations on upstream oil companies in the areas of finance, community and local workforce" (Examining Nigeria's Local Content Act). The process that led to this Bill began in 2007. The initiator of the Bill, Senator Lee Maeba, provides some interesting insight into the originating impetus that led to the final acceptance of the Act. He states,
I saw that there is no law guiding the activities of Nigerian companies in the oil and gas industry and because of that, there has been a capital drift...and that is the reason…
Adefulu a. Nigeria: National Treatment & Nigeria's New Local Content Legislation.
Retrieved from http://www.mondaq.com/article.asp?articleid=102400
Adefulu O. ( 2010) Does the Nigerian Oil and Gas Industry Content Development Act
Conflict with the Country's International Treaty Obligations? Retrieved from http://odujinrinadefulu.com/documents/Does%20Nigeria%27s%20local%20content%20legislation%20breach%20its%20international%20obligations.pdf
The bottom line is that by seeking to create operational efficiencies through process improvement, the company has been able to continually become more profitable and grow more efficiently than its competitors.
Appendix A: McDonald's Financial Analysis
McDonald's Corporation atio Analysis
OA % (Net)
OE % (Net)
OI % (Operating)
EBITDA Margin %
Calculated Tax ate %
evenue per Employee
Net Current Assets % TA
LT Debt to Equity
Total Debt to Equity
Total Asset Turnover
Accounts Payable Turnover
Accrued Expenses Turnover
Property Plant & Equip Turnover
Cash & Equivalents Turnover
Pat Galagan "OLD SCHOOL GETS NEW OLE. " T + D 1 Nov. 2006: 36-39,4. ABI/INFOM Global. ProQuest. 24 Feb. 2009
Joyce Jenkins.. "Cooking Up a ecipe for Effective Leadership. " Leadership in Action 28.1 (2008): 16. ABI/INFOM Global. ProQuest. 23…
Pat Galagan "OLD SCHOOL GETS NEW ROLE. " T + D 1 Nov. 2006: 36-39,4. ABI/INFORM Global. ProQuest. 24 Feb. 2009
Joyce Jenkins.. "Cooking Up a Recipe for Effective Leadership. " Leadership in Action 28.1 (2008): 16. ABI/INFORM Global. ProQuest. 23 Feb. 2009
Macrae, Chris, Parkinson, Stephen, Sheerman, Janette. "Managing marketing's DNA: The role of branding. " Irish Marketing Review 8.(1995): 13. ABI/INFORM Global. ProQuest. 23 Feb. 2009
James P. Miller.. "McDonald's reports strong January sales. " McClatchy - Tribune Business News 10 February 2009, 12-14. ABI/INFORM Dateline. ProQuest. 21 Feb. 2009
Desir, E. (2014). Exploring Obstacles to Success for Early Careerists in Healthcare Leadership. J Healthc Manag., 59(4), 250-3.
he article begins with an introduction covering a short story about a young man of Caribbean descent. He showed remarkable leadership skills and attended a top-tier pre-med program. During his time as an MHA student, he was accepted into an internship program. However, his limited exposure to a healthcare environment led to not being accepted to two top medical centers' paid administrative fellowships. Someone else, a woman, who grew up with CEOs and healthcare leaders in her family, was able to do everything needed to secure her position in the fellowship program and took an impressive job in the healthcare system. his example showed how a person of color who is needed in a country like the United States (with a higher concentration of minorities than other countries) could not secure a…
Taplin, S., Foster, M., & Shortell, S. (2013). Organizational Leadership for Building Effective Health Care Teams. The Annals of Family Medicine, 11(3), 279-281. http://dx.doi.org/10.1370/afm.1506
The article examines the Affordable Care Act or ACA and the increasing movement toward patient-centered medical homes along with accountable care organizations. Through the rise of these kinds of organizations and medical homes, teams will play a pivotal and important role in health care. The article continues by describing what a team consists of and it consists of two or more people who are rooted in a bigger social system differentiating between their roles, interacting with each other, sharing their common aims, and performing tasks that have direct or indirect effect on others. Various kinds of teams fit this description and are discussed briefly.
Because teams are so important to this growing movement, leadership also plays a crucial part. Teams need strong leaders in order to succeed. Teams are seen as necessary too in addressing patient needs, especially patients that suffer from multiple chronic conditions. With medical workforce shortages affecting the makeup and stability of a team, there is a need to consider how ACA will spur organizational leadership and thus team development. By learning how to support, incentivize, and train for better team function, team development will be successful. Leaders in the meantime need more evidence via advanced research to help guide their work and promote effective leadership. Advanced research also highlights best practices that further educate leaders and teams on how to cultivate effective communication. Communication is an important aspect of organizational leadership.
The identification of internal and external environment of the club may help us develop a clear strategy. Strategy basically is a plan of action designed to achieve a specific goal. Application of business strategy may be helpful here. The most common analysis that is used to develop a business strategy is SWOT analysis. SWOT means strengths, weaknesses, opportunities, and threats. Strengths and weaknesses are positive features of an internal environment, while opportunities and threats are features of an external environment. For developing the strategy, it is also important that our club exercises honesty in facing both internal and external problems. We need to take a broad approach so that we do not ignore relevant issues or miss anything. We need to examine the past challenges and learn from the mistakes. We also need to seek opinions and the perceptions of other professional managers and coaches so that we use all…
Internal Promotion vs. External Hiring
Hiring talented and qualified applicants is a key to the future success of any company. There is a current debate among employers as to whether it is better to give preference to inner applicants before looking on the outside to fill an opening. Older and more established companies typically give preference to inner applicants while fast growing and more innovative companies tend to focus more on exterior recruits. Although most companies end up using a combined strategy, the ratio of internal to external recruits is always a controversial issue. However, before promoting internally, employers must understand the pros and cons that both hiring strategies offer.
Internal Promotion strategy is recognized by promoting workers from within an organization to fill future vacancies. Many companies use such devices as intranet posts, job posting boards, email flashes, and brochures to recommend current workers for tasks they…
Bayo-Moriones, A. & Ortin-Angel, P. (2006). Internal Promotion vs. External Recruitment: Industrial Plants in Spain. ILR Review. Vol. 59 no. 3 451-470
Bidwell, M., & Keller, J.R. (2014). Within or Without? How Firms Combine Internal and External Labor Markets to Fill Jobs. Academy of Management Journal August 1, 2014 57: 1035-1055
Compton, R.L., & Nankervis, A.R. (2009). Effective recruitment & selection practices. North Ryde, N.S.W: CCH Australia.
Murphy, K.J., & Zabojnik, J. (2004). CEO Pay and Appointments: A Market-Based Explanation for Recent Trends. The American Economic Review. pp. 192-196
Starbucks' management and evaluates the degree to which the company's management is capable of meeting organizational goals. The first section will discuss the structure of the organization and how this affects decision-making, and what the roles of the different managers are. The next element of management that is discussed is the organizational culture. Culture has been a driving force for success at Starbucks in the past, but there are some cultural challenges today associated with the saturation of branches and the extensive use of franchisees, over which the company has less control. The role of training and the leadership pipeline are also key issues. Starbucks has never enjoyed much success without Howard Schultz at the helm, so the quality of the leadership pipeline will be key to the future of the company once Schultz retires. The last two topics are organizational change, and how well Starbucks handles that, and the…
Barney, J. (1986). Organizational culture: Can it be a source of sustained competitive advantage? The Academy of Management Review. Vol. 11 (3) 656-665.
Conger, J. & Fulmer, R. (2003). Developing your leadership pipeline. Harvard Business Review. Retrieved November 16, 2014 from http://www.ohmae.ac.jp/bbtu/tmp/wiki/Developingleadershippipeline.pdf
Lau, C. & Ngo, H. (2004). The HR system, organizational culture and product innovation. International Business Review. Vol. 13 (6) 685-703.
In the context of higher education, then, redefining mission statements to reflect this wide range of influences requires a balancing act between the interests of all of the stakeholders involved. This not a static, one-time analysis, either, but requires constant reevaluation to ensure that the educational institution is delivering the type of graduates with the skill set needed in the 21st century workplace. For instance, Berg et al. (2008) emphasize that, "It is out of the complex set of alignments as well as realignments in response to changing conditions, that institutional missions are created and, when necessary, transformed. For example, the goals of the external stakeholders and those of the institution must constantly be realigned" (p. 44).
Properly developed in this fashion, some proponents of mission statements maintain that the payoff is worth the effort. According to Bartkus, Glassman and McAffee, "The aim [of the mission statement] is to…
Abdullah, Z., Samah, S.A., Jusoff, K. & Isa, P.M. (2009, February). Succession planning in Malaysian institution of higher education. International Education Studies, 2(1), 129-
Bardo, J.W. (2009, Spring). The impact of the changing climate for accreditation on the individual college or university: Five trends and their implications. New Directions for Higher Education, 145, 47-59.
Barker, T.S. & Smith, H.W., Jr. (2006, August). Integrating accreditation into strategic planning. Community College Journal of Research and Practice, 22(8), 741-750.
Bartkus, M.G. & McAfee, R.B. (2008, November/December). Mission statements: Are they smoke and mirrors? Business Horizons, 24-30.
For the first 2010/2011 fiscal quarter ending Aug 31, FedEx Freight generated revenue of $1.26 billion, up 28% from last year's $982 million, but made a loss of $16 million -- down from an income of $2 million a year ago (2010, FedEx).
FedEx Corp. reported gross revenue of $9.46 billion in the quarter, up 18% from $8.01 billion the previous year; operating income of $628 million, a 99% increase from $315 million last year; and net income of $380 million, a gain of 110% from $181 million in 2009/10 (2010, FedEx).
On September 15, FedEx shares dropped by 3.4% on the news that profits in the quarter ending August 31 (the first quarter of fiscal 2011) had totaled $380 million. Although they had doubled relative to the immediately preceding quarter, this profit level was still seen as somewhat below market expectations (2010, Company Profiles).
According to Investor's…
A to Z. Of Management Concepts & Models (2005). Porter's generic strategies, p. 272-277. Retrieved from Business Source Complete database.
Blois, K., Dibb, S. (2000). Market segmentation. Added Oxford Textbook of Marketing, p.380, sections 1-10. Retrieved from Business Source Premier database.
Boyle, M. (2008). UPS and FedEx Think Outside the Box. BusinessWeek, (4099), 064. Retrieved from Business Source Complete database.
Cambra-Fierro, J., Hart, S., & Polo-Redondo, Y. (2008, October 15). Environmental Respect: Ethics or Simply Business? A Study in the Small and Medium Enterprise (SME) Context. Journal of Business Ethics, 82(3), 645-656. doi:10.1007/s10551-007-9583-1.
Islam and Christianity have a lot of history to share dating back to some years before the birth of Jesus. Although the members did not interact freely, the current 'animosity' characterizing the two religions was unheard of. In fact, they appeared to be focused much in solving their individual problems which unique but almost similar. This study shows that the two religions were affected by problems related to political succession leading to the cooperation instead of conflict.
How did the problem of political succession affect Islamic and Christian societies in the Middle Ages?
The problems of political succession affected Islamic and Christian societies in a number of ways. First, political succession affected Islamic societies by causing an expansion of Islam from the Middle East in other parts of the world. In this regard, a series of events that took place in the Middle East affected the spread of Islam. This…
Driven: Leadership Strategy
An organization needs implementation of strategy to happen on every level within the company structure in order to function. Factors such as: flexibility, creativity, openness to use of technology and innovations, communication across the organization and talented employees are a must for competitive advantage.
So why is a plan so difficult to implement? Strategy implementation places a huge burden on the shoulders of management as many are not comfortable with the unknown or understand the range of possibility and opportunity. Mukherji explains, "the fast paced and complex environment of business bears little resemblance to the more artificial, organized and simplified world of the MBA" (Mukherji 2001) or in other words, many managers have not been taught how to develop new ways of applying their skills. Much of strategy begins and end with the type of people one surrounds themselves with during the any stage of a company…
Mukherji, J. "Understanding Strategy: Why Is Strategy So Difficult?" Global
Competitiveness January (2001): 1-9.
Managers from three different HR departments (from three separate companies) were interviewed concerning the management, job duties and focus of their respective HR departments. A summary of each of their responses is included below.
All three companies look to hire experienced HR personnel and then require them to attend training courses. In addition to outside courses, both the second and the third companies required their HR personnel to attend conferences and in-house sessions as well.
The first company's ROI is determined by calculating the average length of employment and the company turnover rate. The average cost per hire is not calculated by the first or the second company and although the third company does not specifically calculate the average cost per hire they do have a focus on retention due to the cost of hiring new employees.
Each company presented different answers in regards to trends effecting their…
Again, in an ever-changing environment only through flexibility can an organizational strategy hope to be effective in providing competitive advantage.
Applying this knowledge to the analysis of the statement, 'A strategic architecture, and therefore a strategic plan, cannot be a detailed plan' results in several realizations. First, that strategic architecture goes beyond concerning itself with external factors, but also focuses on internal factors as well. These factors are continuously changing, and therefore an organization's strategic architecture must be able to respond to these changes. Being able to be proactive when certain opportunities and threats present themselves is what sets certain organizations apart from their competitors.
This, as the statement notes, translates to strategic planning. An organization's strategic plan must be flexible enough to quickly adapt to a shifting external and internal environment. And, for this reason, an overly detailed plan becomes more ineffective. An overly detailed strategic plan cannot take…
Kiernan, M. (Feb 1993). The new strategic architecture: Learning to compete in the twenty-first century. Academy of Management Executive, 7(1). Retrieved November 8, 2007, from Business Source Complete database.
Mansfield, G. & Fourie, L. (Mar 2004). Strategy and business models - strange bedfellows? A case for convergence and its evolution into strategic architecture. South African Journal of Business Management, 35(1). Retrieved November 8, 2007, from MasterFILE Premier database.
Scholes, J. (Spring 2005). Steps to implementation. European Business Forum, (21). Retrieved November 8, 2007, from Business Source Complete database.
Strategic Architecture, and Therefore a Strategic Plan, Cannot be a Detailed Plan
Motivating Sales Forces: Starbucks Coffee Company's Use of a Total ewards Program
Motivating salespeople through effective total rewards programs just makes good business sense. Properly implemented and administered, a company's rewards program can serve to not only motivate a sales force to sell more, it can also help retain these valuable employees and avoid unplanned turnover. Although studies have shown time and again that pay continues to be ranked among the most important components of a compensation plan, there are a number of other factors that comprise an effective total rewards program that must be taken into account as well. To this end, this paper provides a review of the relevant peer-reviewed and scholarly literature concerning the compensation plan and rewards program used by Starbucks Coffee Company to motivate its legions of salespeople around the world. A summary of the research and important findings concerning motivating the sales force at…
Corporate profile. (2013). Starbucks Coffee Company. Retrieved from http://globalassets.
Fitz-Enz, J. (2010). The new HR analytics: Predicting the economic value of your company's human capital investments. New York: AMACOM.
Flamholtz, E.G. & Randle, Y. (2011). Corporate culture: The ultimate strategic asset. Stanford,
Overarching theme of the Democratic-epublican National Committee
Statement of the purpose of the exercise
The objective of the table top stimulus has been to replicate as practically as one possibly can the likeliest circumstances that the actual work-team task force might experience throughout the DNC, in addition to a worst-case scenario.
Participating entities and their roles
A few of the entities included within the table top conference consist of: Major Susan Barker, the commander of the Crime Scene Investigations Bureau related to the Miami-Dade Police Department (MDPD) together with professionals coming from the Miami-Dade Police Crime Lab, the Broward County Sheriff's Workplace Crime Scene Investigations Bureau, the town of Miami PD Crime Scene Section, Jackson Memorial Hospital, the FBI's Hazardous Material esponse Unit, the Miami-Dade Police Bomb Squad, the Miami-Dade Healthcare Examiner's Office, the 44th Civil Support Team related to the Florida National Guard, along with Miami-Dade Fire escue's Urban…
Corley, J., and Lejerskar, D. (2003). Simulation for Emergency Response: Homeland Defense Center Network - Capitalizing on Simulation, Modeling and Visualization for Emergency Preparedness, Response and Mitigation. In Proceedings of the 35th Conference on Winter Simulation: Driving Innovation (New Orleans, LA). Winter Simulation Conference, 1061-1067.
DHS (Department Of Homeland Security). (2004). Fact Sheet: National Incident Management System (NIMS). http://www.dhs.gov/xnews/releases/press_release_0363.shtm.
Frishberg, L. (2005). Looking Back at Plan AHEAD™: Exercising User-Centered Design in Emergency Management. In CHI '05 Extended Abstracts on Human Factors in Computing Systems (Portland, OR). ACM Press, New York, NY, 988-1003.
Jain, S., and Mclean, C. 2003. Simulation for Emergency Response: A Framework for Modeling and Simulation for Emergency Response. In Proceedings of the 35th Conference on Winter Simulation: Driving Innovation (New Orleans, LA). Winter Simulation Conference, 1068-1076.
Recruitment, Hiring, And Retention of Acute Care Nurses
The strategy needed for hiring recruiting nurses in acute care units
Personnel management constitutes of selection and recruitment. Recruitment is an arduous process of selecting and hiring the appropriate candidate. Recruitment is a part of human resource planning. The aim of the recruitment here is to hire the best qualitative acute care nurses to produce maximum productivity. The process of recruitment and selection is to hire the best available nurses from the available pool. The right candidate will be an amalgamation of creativity, attitude, work experience and education. There are three stages of recruitment:
Outlining the requirements: It consists of designing job descriptions, job requirements and kind of person wanted
Bring best candidates: This can be achieved in so many ways, explain later.
The proper and suitable candidate will be picked up from the applicants. Recruitment is an ongoing process:
Over the last several years, the issue of employee compensation has been increasingly brought to the forefront. This is because globalization is requiring firms to have employees with specialized skills. In the case of the mid-level manager position, the ideal candidate must be able to meet the basic qualifications to include: a good communicator / listener, leadership, someone who can work well with others, a minimum of a four-year Bachelor's degree, at least three years business experiences, the ability to utilize technology, a quick learner and a person with a willingness to continually adjust.
At the same time, they must be flexible enough to deal with a host of challenges. To fully understand how this is occurring we will focus on: the job description, developing a recruiting plan, the selection strategy, job performance evaluation, compensation and possible training / development issues that need to be addressed. Once this…
Average Mid Level Manager's Salary. (2012). Simply Hired. Retrieved from: http://www.simplyhired.com/a/salary/search/q-mid+level+manager
Employee Compensation and Benefits. (2011). Management Help. Retrieved from: http://managementhelp.org/payandbenefits/index.htm
Understand the Reality of Your Job. (2012). Mind Tools. Retrieved from: http://www.mindtools.com/stress/WorkOverload/JobAnalysis.htm
Volunteer Recruitment. (2011). FAVRM. Retrieved from: http://www.favrm.org/documents/SHINERecruitmentGuidewith_toolkit.pdf
Human esources Information Systems
This work in writing will provide a detailed description of the HIS application chosen for the business and will answer as to what type of HIS might create more efficient process for the H functions chosen.
The HIS type chosen for the present organization at issue is a Human esource and Payroll Software system suite that includes administration of Human esources and Benefits, Compensation, ecruiting, Training, Performance, Succession, Self-Service, eporting, Time Entry and Payroll. HIS software is reported to be in use in hundreds of industries for managing daily employee activities of a business. HIS software is vital for the organization that focuses on remaining effective and efficient and on in which information concerning organizational employees is managed well and easily tracked, discerned and accessed.
HIS Vendor Choice
The vendor chosen for the HIS solution is that of NuView Systems, Inc. The NuView…
Baran Muhtesem, Karabulut Elif, and Pekdemir Isil (2002) "The new HR practices in changing organizations": an empirical study in Turkey cited in: Boateng, Asofo-Adjei Agyenim (2007) The Role of Human Resource Information Systems (HRIS) in Strategic Human Resource Management (SHRM). Swedish School Of Economics and Business Administration 2007. Retrieved from: http://www.pafis.shh.fi/graduates/agyasa05.pdf
Boateng, Asofo-Adjei Agyenim (2007) The Role of Human Resource Information Systems (HRIS) in Strategic Human Resource Management (SHRM). Swedish School Of Economics and Business Administration 2007. Retrieved from: http://www.pafis.shh.fi/graduates/agyasa05.pdf
HR Software Solutions from NuViewHR (2010) NuView Systems, Inc. Retrieved from: http://www.nuviewinc.com/ hr-solutions-from-nuviewhr.html
NuView Systems, Inc. (2010) Global Provider of HRIS/HRMS and Payroll Software Tools. Retreived from:
The UK needs to build good economic relationships with emerging markets even more than with its EU neighbors. China is already highly competitive in manufacturing and is gaining competitiveness in high-technology manufacturing. India is a leader in Information Technology and, being an English speaking country, also has the ability to be globally competitive in Professional Services. Latin American and Southeast Asian economies, such as Brazil or Indonesia, will become increasingly competitive in agriculture and energy. The WTO and various other bilateral free trade agreements are reducing the barriers to these types of goods, making them increasingly attractive to the European consumer.
Considering the competition for European markets, the EU's greatest value and likely greatest priority will be the protection of European markets, not the opening of global markets. The UK, because of its focus on global finance and professional services, has little to gain from the protection of its own…
Vicarelli, Claudio & De Santis, Roberta & De Nardis, Sergio, 2008. "The Single Currency's Effects on Eurozone Sectoral Trade: Winners and Losers?," Economics - the Open-Access, Open-Assessment E-Journal, Kiel Institute for the World Economy, vol. 2(17), pages 1-34. P. 13
When considering succession planning it is important to understand the organization's long-term goals and objectives, to identify the workforce's developmental needs and to be able to determine workforce trends and predictions.( Fridenstine, 2006)
As Jan Margolis stated (2005), good succession planning does not involve just a backup plan for successors, it is more than that. It is a tool used by companies to both fill gaps as business needs change and, most importantly, grow their own leaders. At this point it appears obvious where succession planning integrates mentoring. It is in the process of leader formation that mentoring interferes.
Many researchers and theorists have acknowledged that often organizations fail to utilize managerial personnel effectively for leadership development and succession planning systems (Groves, 2007) and many execute these critical practices through separate human resource functions that shift the responsibility for leadership development away from line managers.
Integrating leadership development and succession…
Margolis J., 2005. Managing Succession Planning, Workforce Performance Solutions, Retrieved from http://www.wpsmag.com/content/templates/wps_article.asp?articleid=329&zoneid=15
Fridenstine, S., 2006. Succession Planning: Your Plan for the Future, NACS Annual Meeting, March, Retrieved from
Attracting, developing and retaining leadership talent will define a new competitive battleground where the stakes include survival." (Petro and Petty, 2007)
It is important to note that the stated challenges for the Human Resources Executive are to "establish leadership development as a core competency." (Petro and Petty, 2007) These authors report that an interview process was conducted and information derived from over 1,000 responses include those as follows:
The identification and development of new, first-time leaders is often ad hoc with no formal structure or approach to improve success and weed out potentially poor choices. Additionally, early-career leaders often report a lack of mentoring and support during their start-up phase - a point in time where they clearly would benefit from appropriate support.
Formal career planning as a means of developing and retaining talent is not widely practiced.
The general perception of early career professionals is that leadership is a…
The War for Talent (2007) Iran International. 2007 March. No. 43. Online available at http://www.iraninternationalmagazine.com/text/the%20war%20for%20talent.htm.
Kelly, Claudia; Marquez, Manolo, Russell, Simon (2006) Preparing the Next Battle in the War for Talent. 2006. Online available at http://www.spencerstuart.com/research/pov/article/1020/ .
The Battle for Brainpower (2006) the Economist. 5th October 2006. Online available at http://www.economist.com/surveys/displayStory.cfm?story_id=7961894 .
Petro, Rich; and Petty, Art (2007) the Looming Leadership Talent Wars and What Organizations Need to Do to Secure Their Future. Business Intelligence Network - the Vision for VI and Beyond. Online available at http://www.b-eye-network.com/view/4448 .
A matrix is developed in order to show the probability of an employee moving from one job to another or leaving the organization altogether. The underlying assumption is that the departure or movement of personnel among various job classifications can be predicted from past movements (Stone, 2009, p.69). Another tool that can be used is that of a trend analysis. A trend analysis is study of the organizations past employment needs over a period of years in order to predict the future. This is based on the theory that the future is an extrapolation from the past. This allows Human esource needs to be estimated by examining the events of the past (H Planning, n.d.).
With a merger it is important for these processes to be done involving all employees at both institutions so that a clear picture can be captured of what internal resources are already available. This allows…
"An Assessment Framework for the Community College." 2004. Viewed 18 March 2010,
"Building Successful Organizations Workforce Planning in HHS." 2001. Viewed 17 March 2010,
"Guidelines for Determining Personnel Staff Needs." n.d. Viewed 18 March 2010,
"HR Planning." n.d. Viewed 18 March 2010,
New Pattern of Integration Through Governmental Coordination: European Perspective
The beginning of the European Union was with the coalition of six nations (namely France, Germany, Italia, Belgium, Holland, and Luxembourg) who entered into a treaty back in the year 1951 to determine the ECU Coal and Steel Community. The next signed treaty was in the year 1957 to determine the ECU Economic Community. The Coal and Steel Community were also built with a firmer incentive to improve political stance as oppoed to the economic goals: to attain a peace settlement mainly between the countries of France and Germany. The treaty creating the ECU Economic Community was more motivated towards the achievement of the economic objectives, on the other hand, but had strong political stance as well. It basically aimed to determine a typical or single market by which goods, capital, services, amongst other things could move freely inside the European…
Begg, Iain et al., 2001, Social Exclusion and Social Protection in the European Union: Policy Issues and Proposals for the Future Role of the EU, South Bank University Working Paper, http://www.sbu.ac.uk/euroinst/policyreport.pdf
Ben-Gera, M. (2009). Coordination at the centre of government for better policy making. Conference Paper for Conference on Public Administration Reform and European Integration. SIGMA.
Biagi, Marco, 2000: -- The Impact of European Employement Strategy on the Role of Labour Law and Industrial Relations --, International Journal of Comparative Labour Law and Industrial Relations, vol. 16, No. 2, Summer 2000, 155-73
Browne, Matthew, 2003: -- La methode ouverte de coordination et la Strategie europeenne pour l'emploi: Modele ou faux-semblant ? -- in Renaud Dehousse (ed.), L'Europe sans Bruxelles ? (forthcoming)
SWOT analysis focuses on identifying the internal strengths and weaknesses, along with the external opportunities and threats, for an organization. In this case, the SWOT analysis will be done on a specific situation, with a large number of items under each. The initial SWOT analysis for the situation presented is as follows
The problem has been identified
Restructure nursing management
Poor customer perceptions/negative publicity
Gain more funding
Board could deny financing
New leaders (Dr. M and Chief of Staff
Union constrains solutions
Build more individual accountability
Unions/culture could present roadblocks to change
A new CEO can accelerate this process
Nurses lack independence
New leaders = new culture
Capacity issues make it tough to change how things are done
Dr. M is a pro
Modest level of education in the department
Increase the level of education
Physicians are another potential roadblock…
The purpose of this report is to accurately describe the systems and procedures at the Veterans Administration (VA). This report will fully analyze the history of legislation and court decisions that have implications to the agency's personnel management. Additionally this report will examine the major components of the agency's human resource system's goals and practices regarding hiring and recruitment practices. Finally the report will list recommendations that can improve the agency's success of recruiting and training a diversified workforce.
Laws Affecting the Agency
It is first important to examine the history of the VA itself before examining the more specific human resources department section of the Veterans Administration. According to the VA's website, the formation of this agency in the federal government has demonstrated the political views of this government towards the soldiers who fight the wars for this country. As a result of this relationship, laws, rules…
The Department of Veterans Affairs Human Resource Strategic Plan 2005-2010. Retrieved from http://www.va.gov/ofcadmin/docs/HRA_Strategic_Plan.pdf
US Department of Veterans Affairs. " History of the VA." Viewed 12 May 2013. Retrieved from http://www.va.gov/about_va/vahistory.asp
US Department of Veterans Affairs. "Diversity and Inclusion Annual Report FY 2012. " Retrieved from http://www.diversity.va.gov/products/files/diar.pdf
US Department of Veterans Affairs. VA History. Retrieved from http://www.va.gov/opa/publications/archives/docs/history_in_brief.pdf