Film Analysis Invictus Movie Analysis - 1241 Words

Invictus Movie Analysis Name Institution Introduction The words indicate that a leader should not always be at the forefront, but he or she can leave some duties of the position to his subjects. The case fittingly applies to instances when the people are the ones who actively participate in certain achievements and therefore, they should be given the credit for it while their leader partakes in the attainment in a passive manner. However, the leader should be in the forefront to protect the people he or she leads when it comes to their security being threatened, for instance infringement of their social rights. The passage refers to the words that are attributed to Nelson Mandela, a South African patriot who is released from jail and immediately takes up the presidency of the country. It is important to note that the time period when he is in prison, apartheid is the major issue facing his fellow citizens. Therefore, after his release, he champions for better leadership, that unites all the people irrespective of race, stat us, or place of origin. Meanwhile, the country hosts Rugby World Cup sport, which the veteran leader becomes keenly interested on how his team could win. Thereby, not only could it be of benefit to the country, but also enable it to gain recognition in the international community. On top of this, the sport is used as a basis to reflect on the determination that has to be upheld by a team before it is able to defeat opponents. On the sameShow MoreRelatedAmerica s The Global Movie Scene806 Words   |  4 PagesFor generations, Hollywood has dominated the global movie scene. In many countries American films capture up to 90 percent of the market (Campbell 201). Cultural studies is in fact the study of the ways in which culture is constructed and organized and the ways in which it evolves and changes over time. More recently, as globalization has started to intensify, and the United States government has been actively promoting free trade agendas and trade on cultural products, which l ed Hollywood into becomingRead MoreInvictus Movie Analysis2408 Words   |  10 PagesMovie Analysis Invictus The movie I watched and will review in the following paragraphs is ‘Invictus.’ I took this opportunity to watch this movie and analyze the leadership style of Nelson Mandela along with two others in this film. This report is categorized by a brief review of the motion picture including descriptions of events which I found relevant to the topic and leadership style of three individuals from the movie. The leadership style is done using Kouzes and Posner and also some ofRead MoreThe Media s Choice Of A Desert2122 Words   |  9 Pagesespecially Nigerians. First, they realize and know that, apart from being fiction, the movie was not shot in Nigeria, and the film does not reflect what can happen in today’s Nigeria, so they reject the message. After the message was interpreted at the Reproduction stage. The dominant audience does not just get the message of the film, but they also get to connect to the ideology behind the production of the film. And as it reinforces, the stereotype of Africa, it also helps sharpen those stereotypesRead MoreThe Characters Of Nelson Mandela And The 1995 South Africa s Rugby Team Captain Francois Pienaar Essay2146 Words   |  9 Pages1.0 Introduction: In the film ‘Invictus’ the characters of President Nelson Mandela and the 1995 South Africa’s rugby team captain Francois Pienaar exhibit excellent example of leadership theory and concept which help viewers to comprehend and take in the lesson of fundamental leadership practices and the results. By traits and behavioural leadership theory we can recognizes the fundamental qualities and practices principally showed by every viable pioneer. These characteristics and practices additionallyRead MoreNelson Mandelas Leadership4907 Words   |  20 PagesReason and inspiration of choosing him as a worthy leader, has become the movie ,,Invictus† OUR PURPOSE: Present Nelson Mandela’s diverse characteristics, styles, tactics through analysis that explains him as successful leader. WHAT HAVE BEEN DONE? - For our purpose we have provided: ï‚ · Theoretical studies; ï‚ · Data collection from: Internet Books Magazine-interviews Film ï‚ · Comparison of collected data and analysis with the materials studied so far; Page 5 NELOSN MANDELA’S LEADERSHIP

Performance and Reward Management Free Essays

Performance Management is the strategic and integrated process that works towards the sustained success of organisations by improving the performance of the people who work in them and by developing the capabilities of individual contributors and teams. Reward Management entails the strategies, policies and processes required to ensure that the contribution of people to the organisation is recognised by both financial (bonuses) and non financial (recognition) means. Reward Management is about the design, implementation and maintenance of reward systems, which aim to meet the needs of both the organisation and its stakeholders. We will write a custom essay sample on Performance and Reward Management or any similar topic only for you Order Now The overall objective is to reward people fairly, equitably and consistently. The main focus of this paper would be the high remunerations of directors. According to the Companies Acts 1985 and 2006, a director is defined as â€Å"any person occupying the position of director by whatever name called† – directors are often referred to as company’s officers. There are many different types of directors: †¢Managing Director/ Chief Executive Officer (C. E. O) The managing director/ chief executive officer is responsible for the implementation of strategic plans and policies which have been established by the board of directors.The director takes part and makes decisions in the day to day running of business. †¢Non-Executive Directors Non executive directors are not involved in the day to day running of an organisation but assists in the strategic decision making process that is important to the company’s development. †¢Shadow Directors These are persons who provide instructions and directions and have the capacity to influence the whole board and therefore the appointed directors’ act upon their instructions. †¢De Facto Directors A de facto director performs the functions of a director but has not been officially appointed.A de facto director is a part of the company’s governing structure and engages in the management of the company. The de facto director must submit to the companies act and the dut ies. In recent years, directors and senior executives have come under close scrutiny for their high salaries. The topic has become highly emotive and increasingly controversial with director’s salaries being branded as ‘fat cat’ salaries. Questions are frequently asked on the level of pay and the basis upon which pay decisions are made.Many see it as a reward of failure culture going against the objectives of reward management to reward all fairly, equitably and consistently; and are questioning if director’s salaries are linked to the level of performance given. This paper’s main focus will be the remuneration of directors, as stated above, and aims to show that there is in fact some justification for the high level of pay given to directors. Role of Directors versus Average Employee Directors of companies operate at the strategic level while average employees operate at the operational level.The roles of the director and the average employee are vastly different not to mention the level of risk a director’s job entails. The table below shows the responsibilities and duties of the director and that of the average employee. DIRECTORSAVERAGE EMPLOYEES General duties:- A director of a company must †¢Act in accordance with the company’s constitution. †¢Only exercise powers for purposes of which they are conferred. †¢A director must exercise independent judgement, however in a way authorised by the company’s constitution. General duties:-These are in accordance to the job title held by that person. Fiduciary duties:- According to the law, a director of a company must act in the way he considers, in good faith would be most likely to promote the success of the company for the benefit of its members as a whole and in doing so have regard (amongst other matters) to: †¢The likely consequences of any decision on the long term; †¢The interests of the company’s employees; †¢The need to foster the company’s business relationships with suppliers, customers and others; †¢The impact of the company’s operations on the ommunity and the environment; †¢The desirability of the company maintaining a reputation for high standards of business conduct; and †¢The need to act fairly between members of the company. Elements of Directors and Senior Executives’ Remuneration Packages In order to create a clear bonus scheme, it is essential that targets are outlined and rewards are set at a level that is achievable. The table below shows the ways in which directors are paid. Basic Pay This is largely subjected to market worth and approval by the remuneration committee.It can be adjusted if there are market changes or substantial success in company performance. Bonus Schemes Over 90% of United Kingdom firms give bonus schemes to directors and executives as cash sums by measuring company performance, individual performance and in some cases bonuses can go up to 90% of one’s basic salary. These are however, short term rewards. Long term rewards tend to take the form of share ownership. Deferred Bonus Schemes This is where payment is converted into shares and rewards for performance and loyalty to the company are given consideration. Practical and Theoretical Problems with Director’s Remuneration This section will discuss the ‘fat cat’ remuneration of directors in relation to a number of theoretical models of pay and performance. Adams (1963) put forward the equity theory, which states that there should be equal treatment for all in the organisation so that workers will feel a level of fairness, and will be motivated to work towards existing goals since once the relevant performance level has been achieved the reward will be given.In the case of directors remuneration there exists inequity since directors operate at the strategic level they are paid more. Agency theory sees the remuneration contract as one way to ensure that the directors act in the shareholders’ interests. Accordingly, contracts are devised to include an element of performance-related pay, with the performance measure(s) being set so as to coincide with the shareholders’ needs. Agency theory reflects the behavio ur of Man as an individual. Other economic theories use market forces as their explanation of directors’ pay. Proponents of labour market theory (Gomez-Mejia and Wiseman, 1997; Finkelstein and Hambrick, 1996) argue that directors’ pay can be explained in terms of the supply of and demand for top executives. Ezzamel and Watson (1998) refer to the need to pay the ‘going rate’ to executives, in order to motivate and retain them. An alternative economic explanation, human capital theory (Agarwal, 1981; Finkelstein and Hambrick, 1996) would be that the amount paid to a director reflects also the qualities that s/he brings to the job – age, education, qualifications, tenure, etc.However, the main explanation that relates to the individual is equity theory. This is a motivational theory, proponents of which (Adams, 1963; Miller, 1995) argue that employees consider the ratio of their inputs (how hard they work) to their outputs (how much they get paid) and then compare that ratio to a referent, for example another employee, or an individual in another, similar company. Sho uld they conclude from this comparison that they are treated more or less favourably than others, equity theory asserts that they will respond by raising or lowering their work efforts, in order to re-establish equity.The contingency theory claims that there is no best way to organise a corporation, to lead a company, or to make decisions. Instead, the optional course of action is contingent (dependent) upon the internal and external situation. Several contingency approaches were developed concurrently in the late 1960s. Proponents of contingency theory (Balkin and Gomez-Mejia, 1987; Barkema and Gomez-Mejia, 1998; Finkelstein and Boyd, 1998) argue that for companies to be effective in realising their intended strategies there has to be an alignment of the strategy and the company and the environment in which it operates.In terms of remuneration, this suggests that remuneration policies for directors should reflect the company’s overall strategy. If they do not, the lack of fit is likely to impede the effective implementation of strategy. Tournament theory suggests that agents compete against one another for higher positions in a series of sequential elimination tournaments in the tournament hierarchy. In relation to executive remuneration, executives will compete against one another at respective organisational levels. In relative terms, high-performance executives will be promoted to the next level, where the next round of competition begins. The more competitors there are for a higher position, the higher the prize is likely to be. The process of identifying and promoting relatively high performers is repeated at all but the top level, thereby allowing organisations to identify the best talent for the higher levels. Executives who do not advance within the organisation will find their prospects for promotion adversely affected.Conversely, winning a tournament improves the executive’s career advancement potential, as there is the opportunity to progress further in the tournaments and earn higher pay. However, as executives move into higher levels, the opportunity to be rewarded more options decreases. In agency theory terms, principals have to provide for lost option value in order to obtain at least the same level of performance as the level from which the executive was promoted. Current and emerging trends for Directors Remuneration This section will discuss the trends of executive pay in a number of countries. The Netherlands New Dutch legislation on equity-based compensation came into force on 1 January 2009, aimed primarily at carried interest held by private-equity house managers and employees participating in private-equity backed companies. Under the legislation, certain ‘lucrative shares’ and ‘excessive remuneration’, resulting in a yield disproportionate to the capital invested, is potentially taxable at progressive rates of up to 52 percent. †¢Canada Additional executive compensation disclosure requirements apply in Canada with effect for financial years ending on or after 31 December 2008.The new reporting requirements are more extensive than the previous rules. Issuers are not, however, required to provide comparative data for periods ending before 31 December 2008. Higher levels of disclosure of information are ens uring that there is a high level of transparency and that codes of best practice are adopted. These restrictions have relegated the powers of powers of directors so that they don’t abuse them and that their remuneration is set within the governing laws and approaches used to decide on the right amount of remuneration. ConclusionThough directors pay has garnered explosive attention many laws and regulations have been put in place to regularise the power and remuneration of directors by increasing the overall compliance of the laws that have been changed and improved. There has now been an increased level of accountability for directors for the transparency and disclosure of pertinent information to all shareholders. Finally, there is now linkage of directors’ performance to pay. With these stipulations in place it can be justified that directors salaries cannot be deemed ‘fat cat’ and are fair and just. How to cite Performance and Reward Management, Papers

The Literature Review

Question: ExplainThe literature review of the research. Answer: The literature review of the research is conducted to enable the researcher to understand the concepts, theories as well as current knowledge of QMS-ISO 9000 and Six Sigma. The aim of this literature review is to review published work on ISO 9000 and its implementation to enable the researcher to identify the issues and barriers that the organization is facing with the certification at the organization. ISO 9000 QUALITY MANAGEMENT SYSTEM (QMS) ISO is a high esteem and established standard for Quality Management System (QMS) and is applicable across nearly every industry. ISO 9000 standard is initiated in 1987 as a theoretical framework and then developed into process oriented approach, according to which all the activities that affect customer (and not only the product) requirements, should be identified, mapped, understood, controlled ad continuously improved (ISO 2005, 2008). Kafel and Casadesus (2016) opined that ISO 9000 is implemented by over 1 million organizations. It is based on eight QM principles. The principles are discussed as below:Customer focus It helps to increase the revenue as well as market share obtained throughout the fast responses to the market opportunities (Bernardo et al., 2015). ISO 9000 increases the effectiveness at the time of use of resources to enhance the customer satisfaction and improvement over the customer loyalty (De Oliveira, 2013). It provides with best practices requirements for an effective Quality Management System (QMS). Psomas and Pantouvakis (2015) argued that the QMS enables the business to run effectively as well as profitability in the marketplace. Process Approach Goetsch and Davis (2014) outlined that the process approach consists of the system application of processes within the organization. The entire system is a homogeneous system with no part of being in isolation. The small businesses those are adopting the ISO 9000 can build their quality system in order to facilitate the development as well as an expansion of their business (Evans Lindsay, 2014). ISO 9000 is one of three standards of the quality management that is used to build robust QMS (Karthi, et al., 2014).System approach Integration as well as alignment of the processes that help to achieve desired results (Gitlow, Melnyck Levine, 2015). The organizations should sustain success when the business processes are required to manage as one coherent QMS. The key benefits of this approach ar e that it has the ability to focus effort on the key processes (Hejazi Levy, 2012). It provides confidence to the parties to consistency and efficiency of the organization (Hilton Sohal, 2012). Leadership Lakhal (2014) indicated that the leadership relates to inspire people to work to meet with organizational goals. Leadership is based on the philosophy that improves the quality, productivity as well as cost (Kafel Casadesus, 2016). The key benefit of this approach is that it removes mis-communication among the employees and management level. Even the activities are evaluated and implemented in a unified manner (Psomas Pantouvakis, 2015).Continual Improvement IS0 9000 standard is the process for continual improvement to achieve the products of highest quality and achieve greater consumer confidence (De Oliveira, 2013). Gitlow, Melnyck and Levine (2015) stated that it has the flexibility in order to react quickly with the opportunities. The application is that it provides people training in methods as well as tools for making continual improvement (Lakhal, 2014).Involvement of people There are motivated and involved people in the organization. The individuals are participa ted and contributed to continual improvement (Heras-Saizarbitoria Boiral, 2015). The application of this approach leads to identify constraints to performance, evaluate performance against personal goals and accept ownership of problems (Kafel Casadesus, 2016). People have the ability to share knowledge, experience and discuss problems (De Oliveira, 2013). Decision making Simon et al., (2014) stated that effective decisions should be taken based on the logical investigation of data. Rework as well as customer data are important for making a decision. Karthi, et al., (2014) opined that decision-making approach ensures that the data are accurate as well as reliable. It makes data accessible and analyzes it using valid methods (Manville et al., 2014). Supplier Relationships Mutual beneficial relationships among the organizations as well as suppliers enhance the capability of the organization to create an innovative value (Rao, 2016). The application is that this approach makes relationship based on long-term considerations such as identification of key suppliers and sharing of plans (Lakhal, 2014). Evans and Lindsay (2014) stated that it inspires and recognizes the areas of improvement. There are some organizations certified to the ISO management system standards all over the world in the last five years. It has crossed a million of organizations by 2013 (Kyrillos et al., 2015). An ISO 9000 certified organization should have an effective QMS as well as achieves a high level of customer satisfaction, employee motivation, customer complaints, profit and minimal rejections. Gumerov et al., (2015) stated that the organization is failed due to growing too fast, poor execution of the business, failure to change in time, lack of reserve capital as well as failure to track the finances are some of the reasons of failure. For this reason, ISO 9000 standards are used by the organization to improve their productivity as well as profitability. Growing too fast ISO 9001 gives a well-defined processes to identify the pinch points that come in the business (Mohammadi Asgari, 2016).Poor execution The core requirement of ISO 9000 is to meet the expectations of customers (Denton Maatgi, 2016). Regular audit of the internal operations and measurement over the customer satisfaction ensures that focuses on customers are maintained. Failing to change in time It is required to focus on the expectations and requirements of the customers. Therefore the business should focus on changes in the marketplace (Silva, Fonseca Sousa, 2016). QMS assists to ensure the agreed changes that should be carried out in a structured manner. Lack of reserve capital By monitoring the performance process and improvement over efficiency will able to k eep cost to a minimum when overruns in labor and material occurs (Psomas Pantouvakis, 2015). Ineffective marketing Certification to ISO 9001 enables the business to promote success enhancing the marketing (Mohammadi Asgari, 2016).Failing to track the finances Management of the cash is vital for the large and small businesses. It is required to be close the customers as well as deliver their expectations (Cots, Casadesus Marimon, 2016). Then the payment is made on time as well as queries delay payment reduced. Inadequate business plan The planning of business is critical, and therefore it is required to communicate the business plan to the management and employees (Herasà ¢Ã¢â€š ¬Ã‚ Saizarbitoria Boiral, 2013). ISO 9000 trains the employees and aware them about their respective roles. Giacomarra et al., (2016) discussed a case study on the automobile industry, Ford Motor that intended to adopt the QMS in their business in the year 1960. At first, Ford Motor adopted Q101. However, in the year 1995, the company changes their standards to ISO 9000 or Fords Q1 award. With th e implementation of ISO 9000, the quality principles, as well as tools, are associated with the TQM organization. The benefits of implementation of this standard in Ford Motors are as follows:Increased marketability: Parra-Lopez et al., (2016) agreed that with the implementation of IS 9000 standard into Ford, it provides their business with heightened credibility with a current satisfaction level of the clients. With the implementation of the new standard in the business, it is proved that Ford Motors is desired to provide quality products to the customers (Nanda, 2016). This benefit increases the customer retention and acquisition so that they can compete with their competitors. Reduce the operational expenses: Due to an adoption of a new standard, it is seen that the process of registration often describes major shortcomings in diverse operational areas. Goetz et al., (2015) argued that reduction in the operational issues results into improving the efficiencies that help Ford to g ain time as well as cost savings. The costs of scrap returns, as well as employee time to analyze the product, are reduced due to initiating the ISO 9000. Better control of management: The process of ISO 9000 requires much documentation as well as self-assessment of the business processes that increases the overall direction as well as processes of the company. Improve the customer satisfaction: ISO 9000 certification is used in Ford Motors to improve the final quality of product to get superior levels of consumer satisfaction. By securing the ISO 9000 certification, Ford Motors can require providing their clients with a chance to give quality in their business dealings (Sallis, 2014). Reduction in product liability risks: Kyrillos et al., (2015) stated that most of the industry experts compete that the companies should get ISO 9000 certification to strike with the product liability lawsuits due to a superiority of the business operations of Ford Motors. As due to an implementation of ISO 9000 standards, the car products are of good quality that satisfies the requirements of the customers.ISO 9000 QMS Implementation Barriers and IssuesThe researcher defined the common barriers that most of the organizations are faced while implementing ISO 9000 certification (Mitra, 2016). It is required that all the organization should understand the barriers before they implement QMS. In order to review the barriers and issues, the researcher categorizes the barriers as follows:Lack of top management involvement and supportGumerov et al., (2015) mentioned that the commitment of the top management is one of the important factors to successfully implement QMS within an organization. The connection between the top management support as well as product quality may not direct. Therefore, an involvement of the top management is required to improve the product quality (Mohammadi Asgari, 2016). The top management is also involved in quality efforts at a phase of implementation as w ell as monitoring. Baroniene and Neverauskas (2015) cited that the commitment of the top management is required for successful QM implementation as leadership behavior of management translates the commitment into actions. It enhances the ability to analyze relevant information of consumer focus, benchmarking as well as supplier QMS. Lack of human resources Vrellas and Tsiotras (2015) stated that the human resource management is the availability of the process of training, a corporation as well as a relationship between the employees as well as managers. Insufficient educations to the employee, low skills of the employee as well as higher turnover of the employee to implement the QMS in the organization are the common barriers in HRM. Psomas (2016) cited that lack of education, as well as training programs, should be an obstacle to implementation of QMS, as these two are required to facilitate continual improvement within an organization. The education, as well as training programs, should be formal. The training program starts to appreciate the organization's quality initiatives as well as useful to understand the globalization as well as competitiveness on work (Furterer, 2016). Most of the Western organizations are failed to implement QMS as they started their training programs without identifying the impact on the quality. Denton an d Maatgi (2016) argued that inconsistent reward system and lack of recognition are the obstacles. Cots, Casadesus and Marimon (2016) outlined that lack of respect and reward are done to achieve quality performance, which is a barrier to effective ISO 9001 implementation. Lack of understanding of the ISO 9001 standards and their requirements Rao (2016) quoted that due to lack of understanding of the QM principles, it results into an obstacle to implementing the standards into the organization. Due to lack of understanding of the ISO 9000 requirements, the organization faces difficulties to implement corrective actions, data control, and internal quality audit as well as document control (De Oliveira, 2013). These consequences have occurred when the management of the organization faces problems in fulfilling the following requirements of ISO 9001 standards as follows:1. Failure into fulfilling the requirements of the quality system (Karthi, et al., 2014). 2. Failure into identifying the quality records as well as procedures to control the documentation (Marques et al., 2013). 3. Failure to ensure the products conformityStatistical tools such as Statistical Process Control (SPC) are a difficult requirement in order to implement ISO 9000 standards. Bernardo et al., (2015) outlined that the reason for failing to implement SP C are a lack of understanding of the techniques to use it, lack of training as well as poor project control. 2.2.4 Organizational culture barriersKafel and Casadesus (2016) opined that the organizational culture is the most vital barriers to implementing the ISO 9000 standards. The organizational culture consists of knowledge, law, belief and customers that are acquired by the employees in the organization. Lakhal (2014) argued that successful implementation of the QMS requires a good organizational culture as well as an integrated process to change in organizational behavior. Rao (2016) outlined that education, training; programs of employee participation and improvement are influencing the culture of the organization over communication, review of procedures as well as policies and modification in the reward system. 2.2.5 High cost of certificationThe high cost of the certification is a major barrier to implementing the ISO 9000 certification as it is generated by consultant and re gistration fee, training as well as time taken to implement the system. A high fee of consultancy in order to facilitate the registration process is a key factor for the high cost of certification. Silva, Fonseca and Sousa (2016) argued that the consultation cost, implementation, as well a third party certification cost is high. The cost of upgrading the entire infrastructure in order to meet the international standards and development cost are the vital barriers to implementing the standards (Giacomarra et al., 2016). Even the lack of financial capability of the organization in order to maintain the QMS cost is one of the issues that affects the implementation process. 2.2.6 Lack of DocumentationDenton and Maatgi (2016) stated that the documentation of the QMS within an organization is affected by its complexity as well as the interaction of processes. The QMS documentation is represented within the quality manual that consists of quality policy as well as objectives. Silva, Fonsec a and Sousa (2016) opined that approximately 80 percent of the failures of the ISO 9000 implementation within the organization are due to improper document as well as data. 2.2.7 Lack of supplier control and cooperationSupplier relationship, involvement, and lack of duration of a relationship are the barriers. Vrellas and Tsiotras (2015) stated that role of too many suppliers in implementation to one organization is a barrier to implementing QMS. Psomas (2016) argued that lacks of cooperation from the suppliers are also a reason for failure in implementation of ISO 9000 standards within the organization. Six Sigma Timans et al., (2016) opined that using the concept of six sigma the organization should eliminate the defects, reduction in production as well as expansion costs, reduction in cycle times as well as inventory levels and enhance in the profit margin with improving the customer satisfaction. Patel, Asodariya and Patel (2016) stated that six sigma provides with an effective mechanism to focus on the requirements of customers through improvement over the process quality. The benefits of the Six Sigma are an increase in revenue as well as a reduction in cost. Gitlow, Melnyck and Levine (2015) stated the role of Six Sigma in various industries such as:Healthcare: The cost of healthcare is high as well as the aging population increases stress on the healthcare sectors. Six Sigma helps to increase the time the care providers are spending with their patients (Arcidiacono, Costantino Yang, 2016). It also reduces the time spent in the paperwork and reduces the time people are spending waiting for care. Technology: On a daily basis, the customers rely on the advanced technology. Six Sigma helps the business to deliver the products with fewer defects and decreases returns. Financial services: Budgets are continued to tighten as well as resources become more limited (De Mast Lokkerbol, 2012). Using the Six Sigma in the service, it shortens the time the new customers take to sign up, reduces the time to give the customer service as well as brings the revenue in faster. The tactics of the Six Sigma consists of five of the phrase such as:Define phase: It consists of identification of the requirements of the customers, process mapping as well as selection of the projects (Gitlow, Melnyck Levine 2015). The process of Six Sigma identifies the key characteristics that are required to identify the customers requirements as well as processes that support with the existing output conditions as well as elements of a process.Measure phase: It consists of identification of critical t o quality and cost parameters, generating data collection plan and statistical process control (Sunder, 2013). In this particular step, the key process characteristics are to be categorized; then the measurement systems are required to verify, and the data are collected.Analyze phase: It consists of data analysis to quantify the critical root causes using the graphical tools, testing of hypothesis, ANOVA, correlation and regression (Hejazi Levy, 2012). After the collection of the data, the data are analyzed using the Six Sigma Model. Using the collected data, the information is produced to identify any issue within the business structure of the organization. Improve phase: It consists of generation as well as a selection of the tools using the design of Six Sigma process. At this particular stage, the project team members identify as well as implement the potential solutions to process the problems (De Mast Lokkerbol, 2012). The results of the processes are changed and measured, a nd particular adjustments are taken into account as per the business as well as customers requirements. Control phase: It consists of developing as well as implementing the control plans, a process of monitoring using SPC and feedback plan (Pyzdek Keller, 2014). This phase is found to be performed at the desired as well as predictable level. This step is also called as the maintenance portion of the methodology of Six Sigma (Psomas, 2016). It is monitored in order to assure that there are not unexpected changes have occurred within the business operations of an organization. Jacobs, Swink and Linderman (2015) discussed a case study on the implementation of Six Sigma in order to decrease the cost of quality. This case study is based on an automobile sector. Within the automobile sector, the success of the organization is based on the needs of the customers. The customers are attached with least amount of manufacturing costs and lead time used to commence the car products into the ma rketplace (Evans Lindsay, 2014). Therefore, Six Sigma is one of the powerful methodologies used by the automobile industry to reduce the quality cost. Due to prevention in defect as well as improved product leads to increase the profitability as well as market share (Fadly Habidin Mohd Yusof, 2013). The following are the fields within the automotive industry where the implementation of the Six Sigma is applicable as follows:1. Improving the safety as well as dependability of the finished vehicles2. Reducing the manufacturing defects at all of the stages3. Using the process of design failure mode effect analysis, prevention of the design failure is done (Basu Wright, 2012). 4. Improvement over the entire incoming material quality5. Optimization of the inventory levels at major parts (Orme et al., 2013). 6. Reduction in order to manufacture the products 7. Reduction in supplier lead-time, the instance taken to carry the goods and servicesUsing the DMAIC methodology, the process imp rovement team of the automotive industry deploys to increase the customer satisfaction as well as ROI by making improvement in the availability of QMS. Manville et al., (2012) discussed the DMAIC methodology for the automotive industry. Desai et al., (2012) opined that firstly in the define phase the service representatives are affected by the unavailability of the business operations as well as downtime. They communicate with the field personnel on the issues that the organization faces. Hilton and Sohal (2012) defined that the problem areas are identified as the slowness of the system as well as poor system availability and length of the total time taken to report the issues. Secondly, in the measured phase, process mapping is used to characterize the current process of the automotive industry (Swink Jacobs, 2012). After analyzing the defects in the business process, the third phase is analyzed. The data those are gathered from using the process mapping method is analyzed to iden tify the problems. Fourthly, improve phase is used to make development in the areas those are identified by the process management team to improve over (Arumugam et al., 2013). Lastly, in the control phase, the resolution time of defects are monitored. 2.4 Six Sigma Implementation Barriers and IssuesThe approach of Six Sigma is associated with the large companies. Lack of education, as well as knowledge on the implementation of Six Sigma, is the misconceptions about the Six Sigma that has made the small and medium sized companies become complex about the applicability of the Six Sigma (Psychogios et al., 2012). The barriers to the implementation of the Six Sigma are as follows:2.4.1 Lack of resourcesThe project on the Six Sigma consumes some of the resources such as financial and human resources. Mahato et al., (2016) stated that in order to implement Six Sigma, the organizations are required trained workforce to run the projects. The project leader of Six Sigma is called as Black B elt (BB) who works for the full time on the projects. The team associates of the project are known as Green Belts (GB) who works part of their time on the plans.2.4.2 Internal resistanceChange within the organization will meet with a certain amount of resistance. Within the small and medium size organization, the employees are getting familiar with the process they are using for a long time. Rosemann and vom Brocke (2015) opined that the resistance to change is to be anticipated by the Six Sigma teams. The resistance to change is being criticized by new applications as well as tools those are implemented for Six Sigma (Orme et al., 2013). One of the major sources of resistance is that the implementation of six sigma leads to a decrease in the workforce.2.4.3 Lack of knowledge on the six sigma Desai et al., (2012) argued in the statement that the Six Sigma is not a quality improvement initiative, but it is an initiative of business improvement. In order to implement the Six Sigma, th e business needs a lot of high skilled expertise to run the projects effectively. Mahato et al., (2016) stated that the adoptions of the Six Sigma are required expertise that has proper knowledge at various levels of the organization. 2.4.4 False notion that makes Six Sigma too complex to useMost of the people think that Sis Sigma involves too complex mathematical as well as statistical data. The reality is that it consists of mathematics, but it is simple. The statistical calculations are involved with the implementation process is simple to understand as well as computer software packages such as Mini-tab have eased application of the statistics related to Six Sigma (Manville et al., 2012). 2.4.5 Lacunae in collection of dataThe services of the company those are failed to meet the internal and external requirements of the customers are solved by data collection method based on quality and quantity. A collection of too much or little data is considered as a detrimental to the devel opment of the process. Fadly Habidin and Mohd Yusof (2013) opined that measure phase of DMAIC is used to obtain the information about the business process. Hejazi and Levy (2012) argued that analyze phase is used to gather the data using statistical tests. 2.5 Linking ISO QMS with Six Sigma-Proposed ModelThe booming implementation of the Six Sigma is based on the effectiveness of the company to articulate its existing management system. According to Patel, Asodariya and Patel (2016), the integration of the Six Sigma with the ISO QMS is considered as one of the rising research trends on the Six Sigma. There are some rational linkages between Six Sigma as well as ISO 9000 as well as results into advantages from their integration. Undertaking the initiative of Six Sigma helps the organization to optimize the efficiency of the business processes (Pyzdek Keller, 2014). It is undertaken to make progress to achieve an ISO 9000 certification. On the other hand, the ISO 9000 standards are t he method for deployment of Six Sigma. The following points are discussed to show the linkages between Six Sigma as well as ISO 9000:Both ISO and Six Sigma focus on improvement activities: Six Sigma DMAIC in inspired towards the continual improvement cycle, therefore it is used to fulfill the standards requirements (Sunder, 2013). On the other hand, the eight principles of ISO are used to create opportunities for improvement. Both the approaches required systematic continual improvement process. Timans et al., (2016) developed operational level analysis in order to ease the implementation of the DMAIC phases as a part of the ISO 9000 QMS. ISO 9000 requirements identify the potential of Six Sigma projects: De Mast and Lokkerbol (2012) stated that QMS audits are used as a source of information in order to make out the possible improvement areas. Hejazi and Levy (2012) referred that the projects of Six Sigma are identified by analyzing the requirements of customers as well as satisfact ion measures determined in the ISO standards. ISO 9000 internal audits are performed in parallel with the Six Sigma: ISO 9000 QMS helps the business to maintain the benefits of the Six Sigma projects (Timans et al., 2016). The inner audit programs are expanded to comprise the administrative features of the initiative of Six Sigma and control phase. Table 2.3: Comparison of the ISO 9000 QMS and Six SigmaParameter ISO 9000 Six SigmaPurpose It provides an equitable basis to assess the efficiency of the organization to meet customers requirements (Nanda, 2016). It achieves sustainable growth of business to improve the innovation process, services, and products to give value to customersScope Requirements of QMS Setting of strategies and methodologies to improve the performance of business (Timans et al., 2016). Framework Improvement thinking Achieving improvement and then link it to profitabilityIntent It is used for certification and evaluation purposes (Silva, Fonseca Sousa, 2016). I t is optimized the performance as well as maximizes the profitability (Patel, Asodariya Patel, 2016). Method of improvement PDCA model DMAIC roadmapResponsibilities Process owner, Management Representative Sponsor, Owner of the process, Master Black Belt, Black and Green BeltFinancial Benefits Benefits of the implementation are reported, and it gives financial benefits The companies have reported as well as the quantified large amount of savings (De Mast Lokkerbol, 2012). Documentation Documentation is specified Documentation is not specifiedEducation Training, skills, experience of job Qualification requirements of belt infrastructureLimitations There are no such direct requirements concerns on profitability and strategy (Cots, Casadesus Marimon, 2016). Required data are available and some statistical assumptions are made, lack of theoretical justificationThe impacts of the six sigma tools are related to the relevant ISO 9001 requirements such as: 2.5.1 Integration of Six Sigma and ISO "Resource Management" Denton and Maatgi (2016) stated that the Six Sigma can be defined as a processes that are based on the statistics and help the organization to improve the different operations and processes that are running in the organization. The Six Sigma processes are used by the organizations to identify and eliminate the different reasons that cause the variations from the desired results from the different processes (Lakhal, 2014). On the other hand the ISO is a standard that is used to manage and clearly define the different processes, procedures, and resources that are important for the organization to get the control over the overall quality management efforts. More over the ISO helps the organizations to have the minimum acceptable procedures, systems and operations that are used to meet the quality and the standards of the products or services. Giacomarra et al., (2016) opined that in case of Six Sigma, it is important for the organization that it has the ri ght people at the right places in the black belt role like the trainer in the organization. These black belts are the face of the Six Sigma. These black belts are helpful in shaping the impression for the Six Sigma for the organization (Herasà ¢Ã¢â€š ¬Ã‚ Saizarbitoria Boiral, 2013). For this the leader of human resource in the organization has to build competency model that ensures the identification of the suitable candidates with the proper technical, team and leadership skills. De Oliveira (2013) stated that at the same time they need to develop some retention plans that are going to attract the employees so that they can perform better and achieve the quality of the product or the service.For the resource management the Six Sigma tools are used to meet the requirements of the ISO standards. Barafort, Mesquida Mas (2016) opined that to meet the ISO standards it is important to assess the processes and the operations in the organizations. Therefore for this the Six Sigma is us ed. According to the ISO standard the conformity of the product requirement or the services depends on the appropriate education, training, experience, skill of the employees or the human resources (Silva, Fonseca Sousa, 2016). For this the organization should the organization should determine the competence of the personnels or employees who are affecting the conformity of the products. Kyrillos et al., (2015) stated that whenever necessary the organization should provide training to the employees or take action against the employees to achieve the desired competency. The organization also has to ensure that the employees are aware about the importance of their activity and their contribution to achieve the desired quality. At last the organization has to record the education, training, and skills that are provided or is acquired by the employees of the organization (Baroniene Neverauskas, 2015). The integration helps the organization to focus on the important processes, better u tilization of the human resources that helps in the increased accountability of them. Also it helps in the customer satisfaction and to enhance the confidence of the organization.2.5.2 Integration of Six Sigma and ISO Management ResponsibilityIn the integration process of the ISO and the Six Sigma, the quality management and the project review can be involved at the same time while executing an operation or process (Denton Maatgi, 2016). For the Six Sigma the project review is a stage at which the simple checks are done like whether the project is maintaining the timeline, the use of appropriate tools, and so on. The team leader in the project has the responsibility of the reviewing the processes or milestones. Giacomarra et al., (2016) discussed that he main participants in these steps are the six sigma green belts, black belts, champions, master black belts and other team members who are involved in those meetings. This project review starts with the introduction of the project by the champion. Subsequently other members contribute to this review meeting with their point of view (Timans et al., 2016). The review process of a project helps the team members to stay focused aware of the progress or milestones are achieved. If the project team is facing any barriers or problems then the team members can communicate with the champions to get the idea of the best practices on the relate subject or matter. The management team is focused on the customers requirements as well as their needs. The responsibilities of the management team are categorized as follows: Management Commitment: De Mast Lokkerbol (2012) stated that the management team should support their team members in the implementation of the ISO and Six Sigma in their business operations. This focus relates to the engaging as well as directing the employees to achieve the organizational goals. Sunder (2013) argued that participation of people in to the business process are required to achieve success and make profitability in the business. It focuses to state that the organization is nothing and the abilities of the employees should be utilized to get the business success for the organization (Pyzdek Keller, 2014). This helps the employees to work to their maximum ability and to contribute ideas.Customer focus- This standard identifies with client needs and services: a business ought to comprehend their clients and look to meet their requirements (Patel, Asodariya Patel, 2016). Where possible, they ought to mean to surpass client requirements. The benefit of this focus is the loyal customer base for the organizations product or services.Quality policy: ISO 9000 quality policy document consists of quality goals as well as objectives that the organization requires to implement within the organization. Fadly Habidin and Mohd Yusof (2013) stated that it is a commitment that is used to provide an outline to create and measure the performance of the quality objectives. The quality polic y is created as per the requirements of the customers to make improvements in the quality of their services as well as products. Leadership- This focus relates to the engaging as well as directing the employees to achieve the organizational goals (Evans Lindsay, 2014). Responsibility, authority and communication: Through this the main objectives are to understand that, if the appropriate processes are used then they will speed up the activities. Manville et al., (2012) discussed that through this the main objective is to embrace different opportunities and improved performance of the organization in difficult situations. This focuses on the managing multiple tasks as a system, so that a higher degree of efficiency can be achieved. Desai et al., (2012) opined that proper communication is required among the top management members as well as other project team so that they can implement the ISO 9000 in their business. Management review: This focuses on the decision making process depe nding upon the data and its analysis. The decision making also have to include the good business sense (Swink Jacobs, 2012). This principle relates to the relation between the relation between the organization and its suppliers. It acknowledges that they are interdependent. The productivity and the efficiency of the organization increases as the relation between them get stronger. 2.5.3 Integration of Six Sigma and ISO "Product Realization" Lakhal (2014) stated that ISO product realization is used within the organization to describe work that the organization develops manufactures as well as delivers the finished services. QMS includes the approach to get from the product concept to the finished product. Most of the organizations are losing their millions of dollars while launching the product in the market. Simon et al., (2014) argued that at the time of launching of the product, the issues those are raised are quality as well as cost issues. Due to failure while launching of the product, it results in dissatisfaction of the customers as well as lost of revenue. Low cost, high qualities of products as well as quick delivery are the expectations of the customers (Rao, 2016). The organization provides product realization planning tools that achieve predictable success in the launching of the product. The business is required to integrate training services in order to support the deployment of the processes in a product as well as process design. Denton and Maatgi (2016) stated that in order to attain the business objectives, the majority of the organizations analyze their current product design processes using the DMAIC methodology of Six Sigma. It is analyzed to determine the lead-time of product design. Silva, Fonseca and Sousa (2016) opined that the concept of Six Sigma and ISO results into major reductions in the cost of design that increases the design throughput as well as engineering productivity. The product manager examines the approach of Six Sigma a nd ISO to set the business objectives of new product launch (Giacomarra et al., 2016). The DMAIC methodology of Six Sigma is incorporated into the product realization in order to improve the planning process. ISO 9000 requires an organization to develop the product realization processes. At the time of performing, the planning of product realization the organization should determine the quality of the product (Kyrillos et al., 2015). The quality records are required to provide evidence that the business fulfills the requirements of the product realization process as well as quality results. 2.5.4 Integration of Six Sigma and ISO "Measurement, Analysis and Improvement" ISO 9000 measurement, analysis, and improvement become a challenge for most of the organizations (Arcidiacono, Costantino Yang, 2016). The organization should require reviewing the management, do internal audits as well as take preventive actions to evaluate the quality of the systems. Hejazi Levy (2012) opined that the Six Sigma assists ISO as Six Sigma is a quality improvement process to reduce the defects within the system as 3.4 per million. The following are the areas that should be measured, analyzed and improved within the organization to reduce the cost and given high quality products to the customers:2.5.4.1 Customer SatisfactionJacobs, Swink and Linderman (2015) stated that the business should monitor the information on the satisfaction level of the customers as one of the performance measurements of QMS. It is required to ensure that the organization has system to address the complaints of the customers as well as feedback (Gitlow, Melnyck Levine 2015). The product manufacturing operations have created the level of satisfaction that collects end-user satisfaction data as well as analyze to provide preventive actions for future product improvements. 2.5.4.3 Analysis of DataThe organization should collect as well as analyze the data in order to establish the appropriateness of the sys tem and its effectiveness to improve. Fadly Habidin and Mohd Yusof (2013) discussed that the activities of measuring as well as monitoring are the sources of data. The analysis of the data provides information about the satisfaction and dissatisfaction level of customers, product characteristics, trends, process as well as suppliers. 2.5.4.4 ImprovementThe organizations are facilitating the continual improvement throughout the use of the quality policy, results of audits and analysis and management review (Hilton Sohal, 2012). These procedures are used to plan the processes required for continual improvement. 2.6 Acceptation of ISO 9000 standard and Six SigmaTimans et al., (2016) opined that selection of the best approach for the business process improvement is dependent on the culture of the organization. When the organization values the analytical studies, then Six Sigma is the best approach to be followed by the organization and it is the best program to lead off with. As the le vel of quality assurance of the products as well as services are the main attribute to enhance the competitiveness of the organization. Gitlow, Melnyck and Levine (2015) argued that the implementation of the Six Sigma projects are considered at various levels of QMS that allows expressing the view that this particular methodology is accurate to be implemented within the organization.Acceptance of the ISO 9000 standards is due the reason that it presents guidelines to increase the efficiency of the business as well as the satisfaction of the customers. Barafort, Mesquida and Mas (2016) stated that the main objective of this ISO 9000 standard is to increase the productivity of the organization, reduction of cost as well as ensuring the quality of both products as well as processes. Cots, Casadesus and Marimon (2016) opined that this particular standard is important as for any organization, quality is most important. With using this standard, the organization can be able to identify th e cause of the problems and then give the respective solutions (Psomas Pantouvakis, 2015). By improving the efficiency of the organization, the profit of the business is maximized. References Arcidiacono, G., Costantino, N., Yang, K. (2016). The AMSE Lean Six Sigma governance model. International Journal of Lean Six Sigma, 7(3).Arumugam, V., Antony, J., Kumar, M. (2013). Linking learning and knowledge creation to project success in Six Sigma projects: An empirical investigation. International Journal of Production Economics, 141(1), 388-402.Barafort, B., Mesquida, A. L., Mas, A. (2016, June). How to Integrate Risk Management in IT Settings Within Management Systems? Comparison and Integration Perspectives from ISO Standards. In International Conference on Software Process Improvement and Capability Determination (pp. 254-269). Springer International Publishing.BaronienÄ—, L., Neverauskas, B. (2015). 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Warehouse Management Solution Putting the Ideas into Practice

Introduction A warehouse management is the management type which contains a number of various elements that help to computerize the company processes, such as the inner and outer processes of the enterprise and the warehousing processes, at the same time allowing to upgrade the company performance, the location of the products and the customer’s impression (Consona Corporation, 2011). To be more precise, the warehouse management system, or WMS, allows to improve the company operations.Advertising We will write a custom report sample on Warehouse Management Solution: Putting the Ideas into Practice specifically for you for only $16.05 $11/page Learn More As a rule, the given operations start with obtaining the money from the provider and results in the delivery of goods to the customer. In addition, the process involves the required actions to be taken and the data package used for the production and delivery of the goods. It has been proven that, within a certain range of time, not only grand entrepreneurships, but also smaller and less influential companies can accept and implement the given system of management with major success, since the WMS touches upon such important elements of an efficient company performance as immediate supply, incorporated logistics and e-commerce accomplishment (Eclipse Systems Pvt. Ltd, 2004; Ayub, 2007). The given report offers the analysis of warehouse management system and its implementation, pointing out both the advantages and disadvantages of WMS. Waterhouse Management Definition Having the same roots as other software applications, WMS was supposed to constitute a significant part of managing the space for storage of raw materials and the technical supply (Piasecki, 2011; Eclipse Systems Pvt. Ltd, 2004). At present, however, the question whether a WMS should become the so-called warehouse-specific ERP system remains open. In addition, the research results state clearly that once the cour se of processing within the spheres of Advanced Planning and Scheduling, Enterprise Resource Planning, Manufacturing Execution Systems, Warehouse Management Systems, Supply Chain Planning, Transportation Management Systems and Distribution Management Planning will definitely spawn the increase of complexity raising between enterprises which are looking for the software which will supposedly improve their business process management (Piasecki, 2011; Eclipse Systems Pvt. Ltd, 2004). In addition, a successfully applied WMS is usually aimed at incorporating not only he existing devices and equipment, but also the entire computer hardware and software by the means of increasing the working operations; thus, the improvements in organization of such elements of company operation as storage, supply and delivery, raw materials and labor.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Once the abov e-mentioned WMS strategy is applied, the company can possibly enter even tougher competition in the existing market; however, such actions as the reduction of staff expenses, supply accuracy improvement, making sure that the quality of the product meets the clientele’s expectations, as well as improving the flexibility of the company, must be undertaken. Allowing the managerial to address the problem of stock management by applying the synchronized approach, obtaining the newest data concerning the current order or its delivery, as well as any other detail concerning the given order, the WMS offers considerable advantages to the company in terms of withstanding the market competition (Eclipse Systems Pvt. Ltd, 2004; Murray, 2011). Waterhouse Management System Advantages The system has a number of positive aspects (Eclipse Systems Pvt. Ltd, 2004; Murray, 2011), among which the most important are the ones mentioned below. Enhanced supply and delivery transfer With the help of W MS, the lead duration is minimized due to the fact that the supply and delivery transfer takes the minimum of time as well. In addition, the stock information is verified, which allows to practice the JIT strategy. Therefore, the safety store is no longer demanded, as the latter increases the use of working capital and the inventory. Efficient use of current warehouse storage It is important to add that the WMS not only decreases the need in a safety stock, but also allows an enterprise to enlarge the material storage space with the help of object-finding techniques, such as the methods of obtaining, collecting, wrapping and delivery locations. Reduced necessity in paper-keeping It is practically possible to make the traditional process connected with the material storage procedures faster by the usage of the WMS, once the latter is synchronized and automated, once the supply data transfer is established. In the given case, it becomes possible to keep all the information concerning the storage of the material, e.g., the data concerning the packaging lists, receipt reports, etc., can be transferred from the standard paper form to the form of digital data. Cycle counting brought to its maximum With the help of WMS, the company data, such as the certain supply and delivery points, the order transfer frequency, etc., for the previously arranged cycle counts. In the given strategy, the provided type of cycle counts not only increases the accuracy of the final results, but also helps to decrease the necessity in the overall substantial supply, since the latter is inordinately expensive for the enterprise.Advertising We will write a custom report sample on Warehouse Management Solution: Putting the Ideas into Practice specifically for you for only $16.05 $11/page Learn More Considerable independence from warehouse employees Once the WMS is implemented, the company becomes capable of bringing the enterprise supply actions and the delivery procedure to the standard, adjusting the processes to the company’s features. Therefore, the organization deliberately picks the official methods, thus, reducing the dependence on the warehouse employees. Enhanced customer satisfaction Streamlining the production is the key asset of the WMS methods, since it presupposes that the company locates the product and delivers it to the customer in a more efficient manner. Because of the ability to check the process for the back-ordered delivery and to discharge the latter immediately, the given system improves the accuracy of the product delivery and, therefore, improves the company score. Increased labor performance With the help of such innovative approaches as cross docking, a WMS makes it possible for the company to bring the transfer of the raw material to its maximum efficiency. Known as the technique allowing to pick the shortest routes for the inward consignments to be delivered, the given system helps to make the warehouse management considerably easier. The Ideas Offered by SAP It is also important to keep in mind that the WMS works in correspondence with the ERP acquisitions, production, general financial management capability and the management of raw materials and the orders made by the clientele. With the Application of the WMS, it is guaranteed that the company will not obtain any conflicting data concerning the product, its location, etc. once the data is transmitted with the help of different computer applications. Thus, it can be arranged that the operations carried out in various departments of the organization are implemented basing on the newest data and the most up-to-date information (Consona Corporation, 2011). According to SAP, there is a certain way to handle the demands and the peculiarities of the warehouse management, as well as the corresponding issues, which is applying the fully integrated tools developed by SAP. Moreover, with the help of the offered solution, all the function s previously performed previously by the business executives, namely, the planning, source search, storage, transportation and delivery of the products in question, can be carried out as a single logistic action (SAP AG., 2011), which is known as the SAP Enterprise Warehouse Management (SAP EWM) solution existing in four versions.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More EWM combines all the necessary elements which are bound to lead the company to prosperity and at the same time helps to survive the competition (Consona Corporation, 2011; SAP AG., 2011). Positive Aspects of SAP Solution It must be noted that the given solution offers flexible system of the operating materials transportation, as well as the organization of the material. As for the positive aspects of the solution, one must mention that It raises the warehouse capability by improving the materials transportation It increases the ability of the warehouse to select the most reasonable locations for the products, managing the transfer operations, and at the same time make certain that the employees maintain the same high level of productivity and quality It makes the production completely transparent, distributing the information between the clientele, the suppliers and all those concerned so that there could be no information gaps It makes the organization capable of entering the mark et competition and improve the quality of the products, responding timely and adequately to the changes in supply and demand (SAP AG., 2011). Two Entrepreneurships Testing the SAP Solution In the first instance, the SAP strategy is put into practice for ESCO, a European salt company. Nowadays taking the first place worldwide, it adopted a near-synchronized strategy (SAP, 2011). As for the second instance, Deloitte Consulting managed not only to refine the production process, but also to introduce MS Access databases to the staff for a faster information processing (Deloitte Consulting, 2011). Conclusion Judging by the above-mentioned examples and the analysis of the WMS process, one must admit that the WMS approach is doubtlessly efficient and must be encouraged in various organizations. The given report shows that, organizing the processes of delivery, supply, storage and labor, the system in question works impeccably and helps raising the revenues of the company. Reference List A yub, N., 2007. Warehouse Management Systems (WMS) Essentials. [Online] Available at: http://it.toolbox.com/blogs/wms-essentials/what-is-warehouse-management-system-wms-18819 . Consona Corporation, 2011. Warehouse Management. [Online] Available at: http://www.compiere.com/products/capabilities/warehouse-management.php . Deloitte Consulting, 2011. Warehouse Management at Ford with SAP EWM. [Online] Available at: http://www.deloitte.com/assets/Dcom-Belgium/Local%20Assets/Documents/EN/Services/Consulting/dcom-be-en-warehouse-management-SAP-EWM.pdf . Eclipse Systems Pvt. Ltd, 2004. Warehouse Management System (WMS). [Online] Available at: http://www.bestwms.com/about_wms.htm . Murray, M., 2011. Implementing a Warehouse Management System (WMS). [Online] Available at: http://logistics.about.com/od/supplychainsoftware/a/ImplementingWMS.htm . Piasecki, D., 2011. Warehouse Management Systems (WMS). [Online] Available at: http://www.inventoryops.com/warehouse_management_systems.htm . SAP AG., 2011. ADVANCED WAREHOUSING WITH SAPÂ ® EWM. [Online] Available at: download.sap.com/industries/aero-defense/./download.epd?. SAP, 2011. The Start of a New Era in Logistics. [Online] Available at: http://en.sap.info/the-start-of-a-new-era-in-logistics/10625 . This report on Warehouse Management Solution: Putting the Ideas into Practice was written and submitted by user Alexis I. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.

Public Policy Lifecycle Example

Public Policy Lifecycle Example Public Policy Lifecycle – Coursework Example Public Policy Lifecycle The public policy making process entails a set of decisions taken by the government to do something or nothing (Dye, 2010). The stages of the lifecycle of the public policy involve identification of objectives, policy formation, adoption of best solutions, implementation, and evaluation. The Affordable Care Act represents a policy that has undergone through the stages of the public policy lifecycle. The policymakers identified that the objectives of the Affordable Care Act were to expand coverage, lower health care cost, and enhance the quality of care to every American during the first stage of policy lifecycle. The policy gained attention and the Senate and House of Representatives adopted the best options and passed it in 2009 and 2010 respectively, after deliberating on an alternative solution in the second stage of the policy-making process (Emanuel, 2014). In the third stage, the policy identified lowering the uninsured rate, reducing health care for cit izens, and providing subsidies as the best solutions to make health care affordable to all. The implementation stage has encountered challenges from the federal courts, state governments, labor unions, and conservative advocacy groups (Emanuel, 2014). Significant reforms such as minimum standards for insurance policies have happened in the evaluation stage.It is important to develop a viable policy adoption in order to reduce the chances failing or stalling the public policy. Policy networks can facilitate or hinder the adoption and implementation of the public policy (Emanuel, 2014). The policymakers should focus on the best implementation practices by explicitly providing parameters such as targets and restrictions in order to ensure the public understands the implication of the policy. It is imperative for the policymakers to consider whether the adoption or amendment of the existing policy offers the best for all the citizens (Dye, 2010). In essence, the makers ought to look at the relative merits of adoption or amendment of policies.ReferencesDye, T.R. (2010). Understanding Public Policy (13th ed.). London: Pearson Prentice Hall.Emanuel, E. J. (2014). Reinventing American health care: How the Affordable Care Act will improve our terribly complex, blatantly unjust, outrageously expensive, grossly inefficient, error prone system. New York: PublicAffairs.

A Street Car Names Desire Essay Example for Free

A Street Car Names Desire Essay ? A Street Car Named Desire deals with a culture clash between the Old South’s â€Å"plantation† mentality (priding itself on false pretenses) and the New South’s relatively uncivilized, yet real, grip on reality. The two characters who come to represent this tension are Blanche and Stanley Kowalski. Blanche advertises herself as a champion of â€Å"Southern Honor. † This entails an unfaltering dedication to virtue and culture. These are not, however, driving factors in her life but only mask her alcoholism and delusions of grandeur. By contrast, Stanley is an industrial worker who acts on habit and structure. Tennessee Williams juxtaposes illusion and reality by depicting the antagonistic relationship between the two by consistently employing symbolism. Blanche is constantly escaping the realities of life by retreating into her own fabrications. Her plummet into a delusional world begins when her beloved husband reveals himself to be gay and, soon after, shoots himself. She falls into a spiral of affairs after this event in a search to find emotional satisfaction and to reaffirm her womanhood. She ignores the obvious detrimental effect of her intimacies because all she wants is to be happy again: to be loved. Blanche physically escapes the reality of her life by leaving Belle Reve and Laurel to go to her sister’s home in New Orleans. Here, she misrepresents who she is and enters another relationship where she recreates her identity. When confronted about her lies, Blanche explains that she lies because she refuses to accept the hand fate has dealt her: I don’t want realism. I want magic! Yes, yes, magic! I try to give that to people. I misrepresent things to them. I don’t tell truth, I tell what ought to be truth. And if that is sinful, then let me be damned for it! (Williams, 34) Lying to herself and to others allows her to make life appear as she thinks it should be rather than as it is. Her final, deluded happiness (as her sister and Stanley commit her to an insane asylum) shows her acceptance that illusion is an adequate reality, but it also shows reality’s inevitable triumph. The driving force of reality, embodied by Stanley Kowalski, quickly dismantles all the falsities Blanche comes to represent. He is a practical man firmly grounded in the physical world who disdains fabrications. He finds meaning only in the primitive and straightforward: â€Å"There’s something downright bestial about him! †¦ He acts like an animal, has animal’s habits! †¦ Yes, something ape-like about him† (71). An animal would not create an alternate reality for a situation but would act according to the real, harshness of life in order to ensure its own survival. Stanley’s animal habits can be looked at as an appreciation only for tangible truths. In the end, Stanley succeeds in debunking all the false images Blanche created about herself. He goes out of his way to reveal Blanche’s past and then flaunts it in a crude, insensitive way: â€Å"Take a look at yourself here in a worn-out Mardi Gras outfit, rented for 50 cents from some rag-picker†¦ Do you know that I’ve been on to you from the start, and not once did you pull the wool over this boy’s eyes?†¦ Ha ha! Do you hear me? Ha ha ha† (67). Stanley again asserts his bestial tendency, but this time to show his dominance. When he proceeds to physically rape her, he metaphorically strips her of the false reality she created. Williams uses symbolism to show that Blanche is trapped in a life of delusion. The Varsouviana Polka and the use of light are reoccurring symbols that elude to her disconnect with reality. The Polka is the music that played the night her husband committed suicide. Blanche says that it ends only after she hears the sound of a gunshot in her head. It plays at various points in the play, symbolising this event that triggered her mental decline. Whenever a situation gets too â€Å"real,† Blanche firmly believes she hears the Varsouviana, panics, and looses her grip on reality. Also, throughout the play, Blanche avoids appearing in direct, bright light, especially in front of Mitch: â€Å"And turn that over-light off! Turn that off! I won’t be looked at in this merciless glare†(45). It is clear she avoids the lights in efforts to conceal the reality of her age and fading beauty. Symbolically, Blanche avoids light in order to prevent Mitch from seeing her for who she is. She, once again, retreats into her own world of illusion. Blanche is never able to be looked at â€Å"in the light† and exposed. She never faces reality. Both Stanley and Blanche have a hard time relating to the other gender without sexual implications. The difference is that Stanley is upfront about this â€Å"animalistic† behavior towards women, while Blanche tries to paint herself as above the primitive nature of her sexual impulses. We can call one approach realistic and the other delusional, but it doesn’t change the fact that both characters approach interactions in a sexual way. What does this say about the nature of what is real and what isn’t? Williams seems to draw an ambiguous line. This implies that reality and illusions coexist in our lives, and what we choose to label our views and actions is just a matter of perspective. A Street Car Names Desire. (2016, Dec 03).

Succession Planning and Management in Governmental IT Organizations Dissertation - 1

Succession Planning and Management in Governmental IT Organizations - Dissertation Example It employed the use of three questionnaires to assess the provincial Government’s SPM structure, staff members assessment of current leaders who are products of the present SPM process and to test the applicability of the new process. Two hundred and forty participants participated in the Survey, participants included Human Resources Personnel, staff members from the different Ministries in the State and managers. Analysis of data was done using simple percentages . Survey results of the experiment indicates that even though Alberta Government has an SPM structure in place as it is uncommon with other State Governments; the structure has not really produced leaders with the desired management and leadership skills to develop the succession candidates; study also suggests that the current Alberta process is not really suited to the complexities of the IT organizations. The study therefore developed a process of SPM based on Ley 2002’s and Whittmore 2006 approach to SPM w hich includes eight elements altogether and the process tested. Results show that th

Contractual issues Essay Example | Topics and Well Written Essays - 250 words

Contractual issues - Essay Example Her employer refused to provide her unemployment benefits arguing that Crowe was dismissed for cause. Consequently, she disqualified from obtaining benefits. Based on the findings of the South Carolina Department of Employment and Workforce, she was not fired for cause. Crowe was entitled to obtain her benefits without disqualification. Based on clause 41–35–120 (2) of the South Carolina Code, an employee is entitled to unemployment benefits that should run between one to six months after being dismissed for cause (South Carolina Legislature, 2014). The case ended with the judge affirming that Crowe was entitled to unemployment benefits because she was not dismissed for cause. The ethical dimensions in this case is that AnMed did not consider Crowe’s claims that taking flu shot could make her go through pain and die from a debilitating infection. Though her actions were sensible, AnMed did not establish an appropriate way of engaging Crowe to understand her problem (American College of Healthcare Executives, 2012). An administrator should first consider the situation that led to the dismissal. After the determination that she was not dismissed for cause, it would be necessary to give her employment

Recruiting, Selection, and Training Essay Example for Free

Recruiting, Selection, and Training Essay The company that I researched is WellPoint (aka Anthem Blue Cross Blue Shield). I would love to have a position as a Human Resource Director within the company. As a Human Resources professional at WellPoint, the goal is to lead their workforce and workplace talent strategies into achieving the purpose statement to convert health care with trusted and caring solutions. WellPoint also develop programs that attract individuals with vision and talent to be the future of their industry. Human Resources professionals at WellPoint concentrate on key areas such as talent management, engagement, and Integration to maximize customer focus and efficiency. Analyze the effectiveness of the company’s recruiting efforts and make recommendations for improvement. The HR professionals have a hard time getting qualified applicants to apply for certain positions. So the first challenge is getting enough people to apply to a particular job. In doing so they are able to prepare not to consider those who they deem unfit for the position. It takes a lot of effort to select the applicants that truly qualify for the job. All organizations have to begin with advertising for the position. Other resources used for employment are employee referral, employment agencies, school recruiters, walk-ins, and the internet. To work in human resources, a person must go through an industrial/psychology analysis. WellPoint human resource departments have their own job analysis and all human resource employees must help mangers anticipate and meet changing needs related to gaining deployment, and the utilization of employees. The human resource professionals must estimate the amount and type of employees the organization needs, to keep the business running successfully. Therefore they must hire someone who is qualified to conduct all the important roles as a human resource manager. Human resource departments use multiple aptitude tests to screen potential employees. These tests also determine pay  rates based on these tests. This is due to the quality of demand for a human resource manager. The selection process takes a lot of practice and involves assessing and choosing the right candidates. All selection processes must be legal, technically sound, and must accurately match the people and skills needed f or the position. Analyze the selection process of the company you researched and make recommendations for improvement. The majority of I/O psychologists believe that personality tests are important tools for choosing the right employees. WellPoint and several other big corporations use these tests to measure dimensions of personality and related characteristics. These testing methods are used to foresee insubordinate behaviors, and remove individuals that may cause trouble or hindrance to the organization. WellPoint Corporation has been dedicating numerous amounts of energy into areas such as communication, recognition, and employee retention. They understand that branding the employees doesn’t mean anything if the experience of the individuals does not match. Instead they want to establish higher profits, increased sales, lower turnover, and outstanding customer service to their members. Part of WellPoint’s pre-employment testing includes personality testing and mathematical skills. These tests are based on the individual. Some of these particular measures may be referred to as tempera ments, dispositions, or traits. Also measured in that category are employee reliability, thoroughness, change, trustworthiness, and friendliness. Various personality measures are focused on characterizing people within the standard adult range of functionality while others focus on the identification of psychopathology (Schmidt, Shaffer 2010-2011). The reasons individuals are given a basic math assessment are to measure the accountability for their employees to figure out co-pays and co-insurance amounts are calculated correctly to the claim. WellPoint has spent countless time and money in mastering the art of employee selection, training, and retention. WellPoint has a website for interested candidates to apply for careers within their organization, both online and the corporate offices. During the selection process, candidates are asked to take a variety of assessments that analyze areas ranging from characteristics, skill sets, and basic reading and writing tests. Once a candidate has been selected and has accepted a job offer, there are several types of training encountered within the company. Determine how training and talent management contribute to an  effective labor force of the company you researched. Training is a planned learning experience and it effectively prepares workers for their current and future jobs. Training for human resource managers focuses on the present job industry while development training prepares them for the future growth. Training enhances knowledge and job skills. Methods used to measure the success of the training are performance appraisals. This measures the adequacy of the human resource managers. After their performances are measured their results are discussed with them, and any changes that may need to be made in the training process can be easily detected. These pre-employment tests are used largely in Human Resource and customer service environments for middle paying entry level jobs. Testing is designed to predict proneness for theft and other forms of counterproductive work behavior in job applicants. The organization now proposes quarterly training for employees, and is on the path to training over thousands of new people due to health care reform (wellpoint.com) The whole program is centered on listening to customers, and it recognizes employees who go the extra mile in the name of customer service. Often the new hire will experience on-the-job training, during which he or she will be shown the necessary steps in their assigned tasks. For instance, if a person is assigned to the team and asked to process claims, he or she will be shown how to properly process the claim by the trainer. Other tasks that the new hire will be expected to perform, such as enrolling dependents or ordering ID cards. This training is done in a class room setting environment. Safety courses and other employee training courses are offered periodically. Some of these courses are offered online, while others are done in training sessions within the building. WellPoint corporate employees evaluate the efficiency of nearly every aspect of the training and implementation of new employees. Additional measures are also put in place when a policy or product has changed or a new one has been introduced. The department of Quality Assurance oversees this for their assigned regions. WellPoint takes great care in ensuring that their policies are proficient and products are the best quality. That is why there are several departments in place to oversee these important aspects of the corporations. They include Quality Assurance, Product Development, Legal, Human Resources and Information Services. Another way that WellPoint seeks to improve their employee job satisfaction is career training. A large  majority of WellPoint corporate staff started with the company and took advantage of the leadership training to climb the corporate ladder within the organization. WellPoint takes pride in the training program that the company offers, and this training is held worldwide. They are among many companies who has been certified to grant college credit hours to employees in the training programs. Human Resource managers must be treated ethically like their employees; however there are some cases where they are treated unethically. Human resource managers may face problems involving their employees, promotions, pay, and favoritism. Human resource managers must be very observant of all employees to ensure everyone is treated fairly. It is important that those who qualify for human resource management are the ones hired, not those who look, act, or dress in a certain manner. According to the EEOC, (Equal Employment Opportunity Commission), â€Å"Employers are not prohibited from using personality or integrity tests in the workplace. However, the statute is implicated when: (1) an employer uses tests to intentionally discriminate against minorities or (2) the tests have an adverse impact on minorities and are not job-related for the position in question and c onsistent with business necessity. No cases have found that an employers use of personality testing in the workplace resulted in the unequal treatment of protected groups. However, there could be such a cause of action if the tests were used intentionally to exclude members of protected groups. This would usually involve evidence of comparative proof that members of a protected group were treated differently than majority group members. For example, it would obviously be illegal for an employer to test minority applicants, but not majority applicants†. As long as these tests are given in a professional manner, it is not against the law to do such to find out if the individual is the best fit for the job. Employee selection and training will continue to be two of the most important aspects for growing and supporting the workforce for companies in the future. Psychological assessments, such as the ones described in this paper, is one of the many ways that companies can attempt to get the highest quality people and not select people who do not want to be there. While there is speculation of the dependability of using these assessment tools for employee selection and training, the evidence shows that it can be helpful in focusing the time and money into particular areas or people to improve  productivity within the company. WellPoint also uses verbal reasoning, numeracy, spatial awareness battery test. They consist of a number of questions with multiple choice answers, only one of which is right. As a test progresses, the questions may become more difficult, and there are frequently more questions than can comfortably be completed in the time. These tests are designed so that very few people finish the test in the time allowed. The participant’s score is then compared with how other people have done on the test in the past. This enables the selectors to assess reasoning skills in relation to others, and to make judgments about ability to cope with tasks involved in the job. On the flip side, personality inventories are used in order to determine one’s typical reactions and attitudes to a variety of situations. They could be trying to identify how well an individual can get on with others or their normal reaction to stressful situations, or simply their feelings about the kind of people they like to work with (Spector, 2008). Perhaps the biggest challenge related to the use of assessment tools is determining when to use the information obtained to remove an applicant from consideration. References The WellPoint Employee (2008). Retrieved November 13, 2013 from www.wellpoint.com Schmidt, R Shaffer, D. (2010-2011). Personality Testing in Employment. Retrieved November 12, 2013 from http://library.findlaw.com/1999/Dec/22/130153.html. Spector, P. E. (2008). Industrial and Organizational Psychology (5th ed.). Hoboken, NJ: Wiley. U.S Equal Employment Opportunity Commission. (2011) Title VII of the Civil Right Act of 1964: Employment. Retrieved November 13, 2013 from www.eeoc.gov/laws/statutes/titlevii.cfm Holley, W. H., Jr., Jennings, K. M., Mathis, R. L., Jackson, J. H. (2012). Employment Labor Relations. (2nd ed.). Mason, OH: South-Western Cengage Learning.