Carlos Ghosn At Nissan An Evaluation Management Essay

Carlos Ghosn At Nissan An Evaluation Management Essay In 1999 Renualt and Nissan formed an alliance, as both companies could benefit from each other. Renualt needed a partner that could enhance their global position and Nissan had been looking for a strategic partner because they needed financial support after their credit rating was announced to be lowered to junk status, mainly due to the Asian financial crisis. The alliance should also contribute to new management ideas for Nissan to turnaround their seven out of eight year deficit. Carlos Ghosn was the guy to help Nissan to do this. The challenges that Ghosn faced were among others resistance to change, Japanese culture and communication problems. Ghosn promised that if he hadnt changed the deficit to a profit within two years, he would step down from his job at Nissan. He managed to turnaround Nissan in just eighteen months. Evaluation of Carlos Ghosn approach The evaluation of Ghosn approach to the turnaround of Nissan is addressing the following aspects. At the end of the paper the actual evaluation will be stated. Resistance to change When strategic changes are going to be implemented in companies, resistance to change almost always appears, and Nissan were no exception. The resistance in Nissan occurred because the Japanese culture is bureaucratic and focuses on social harmony. But organizational culture also caused some resistance from the employees. With that said I dont think that the employees where that resistant. It sounds like the employees knew that the situation was serious, and they didnt want to lose their job. As stated later in the paper, the mindset of the employees change and that the changes happened very fast. Some of the main causes of resistance are unawareness of what and why things are changing and lack of communication from the leader to the employees (Ford 2009). The first thing Ghosn embrace is exactly those things, and thereby avoid resistance concerning those causes. Tina Nielsen Strategy Execution 48-hour exam 050684-1216 CM-J41 Oktober 29th 2010 Page | 4 Reasons for resistance Despite of the things Ghosn do to avoid resistance, there is some resistance from the employees. The causes for resistance are seen below: No guaranty of lifetime employment Promotion based on performance instead of seniority and education (Nennkou-Jyoretu philosophy) Ghosn encouraged risk-taking Matrix structure The changes for the employees were thus large, as their whole business mindset had to change. The causes are described in the following: Lifetime employment was security for the employees as they knew that they would never lose the job. The Japanese government would bail the company out if they were in financial trouble. This, though, werent the case for the major financial house, Yamaichi, which went bankrupt and not saved by the government just before Ghosn came to Japan (case: C551). This changed the employees mindset so they got a sense of urgency of getting Nissan to perform well again or else they could lose their job. A big resistance from the employees was the promotion of younger leaders over older, longer-serving employees. The Nennkou-Jyoretu philosophy did no longer exist, as Ghosn wanted to promote risk-taking and personal accountability and responsibility. This was done by introducing performance based incentive systems, which included cash incentives and stock options for achievements directly linked to successful operating profit and revenue (case:C553). The change of the promotion system would course some resistance from the employees that were up for a promotion, but didnt get it because of the new system. This could create a dis-motivating problem that Nissan has to consider and exterminate. The reason for changing the promotion system was to encourage risk taking. The Nemawashi philosophy destroyed the effectiveness of decision making in Nissan and other Japanese companies. These informal meeting before information meeting was Tina Nielsen Strategy Execution 48-hour exam 050684-1216 CM-J41 Oktober 29th 2010 Page | 5 held to protect the individual from making bad decisions, and in the previous promotion system, the only thing preventing the employee of a career advancement what failure and mistakes. This Ghosn changed as he wanted the employees to think, take responsibility and be accountable for what they did. Every report that the employees handed in had to be accurate and the employees was held accountable for what was stated in the report. Ghosn changed the organizational structure to a matrix structure. This meant that every employee will have two bosses; a functional and a regional. The often fatal weakness of this structure is the discussions among employees from different departments about resource allocation (KaplanNorton 2006), and thereby cause resistance to the change. It was not only the employees that were resistance to change. Business analysts and the media both criticized Ghosn for going against the Japanese culture by firing people that not met targets, this also let to a nickname: the foreigner (case: C552). The government responded to this change of business culture by offering subsidies and programs for the affected employees, probably because they saw the rational of not bailing companies out of their crisis, just because they didnt manage their company well. Organizational culture To turn Nissans deficit to a profit, the corporate culture had to change. The Japanese culture had a big impact on how the corporate culture was, but some of the problems at Nissan where not normally seen in other Japanese companies. On top of the problems Ghosn states (see case: C549), there are some other organizational problems. These problems were: Follow-up on decision was not effective Top management had created tunnel vision regarding market share instead of profit à   created unprofitable products Communication problems through the layers Tina Nielsen Strategy Execution 48-hour exam 050684-1216 CM-J41 Oktober 29th 2010 Page | 6 Top management did not follow up effectively on decisions, which made it difficult to know which decisions were successful and which were bad. The consequence is that Nissan doesnt learn of their mistakes and thereby cannot use the lesson learn from bad decision or the experience from good decisions to future decision making. Top management focused on market share instead of profit, which created unprofitable products as listed in the case: à ¢Ã¢â€š ¬Ã‚ ¦ only four out of 43 models turned a profit. (Case: C546). The reason for this focus was the maintenance of company size and staff. This corporate problem stem from the long standing partnership between the government and major businesses to ensure lifelong employment. As there was no guaranty at being bail out by the government, Nissans strategic focus has to change to regard profit instead of market share. The communication problem at Nissan concerns no shared vision or strategy throughout the company. Staff doesnt know what the top management is doing and top management doesnt know what the other managers and employees are doing. This may lead to a company that doesnt move in the same direction as the employees dont know the direction they should work. This problem stems from the national culture problem that groups dont talk to each other, and only worry about how their own department is doing. What Ghosn did to enlist support To handle the above problems Ghosn made three principles that transcended all cultures in the firm. These were: 1. Transparency 2. Execution 95%, strategy 5% 3. Communication These principles were used to give employees structure and give guidance on what to keep in mind when managing the company in the future. Ghosn was surprised how fast the employees at every level adapted to the new management process. But he also saw the cultural problem as a challenge and he Tina Nielsen Strategy Execution 48-hour exam 050684-1216 CM-J41 Oktober 29th 2010 Page | 7 stated that it was important to respect the employees culture. This led to the following initiatives: The first thing Ghosn did was to ensure that the people that accompanied him from Renault had the same respect and attitude for Nissan and the Japanese culture as him. He initiated long discussions with several hundred managers in order to get an insight on the day-to-day operations. He turned the resistance into feedback and used the conversations with managers as a resource to find the optimal solutions (Ford 2009). After these discussions he developed a program which encouraged the employees at Nissan to contribute recommendations for the company. This replaced outside hiring and Ghosn hoped this induced motivation. This program called Cross-Functional-Teams (CFT) consisted of 10 members from different departments. The groups also contributed to better insight across the different departments, and moved away from the imploded relationships in the company (Krackhardt 2000). It also gave the employees a better insight of the company as a whole. The groups developed a new corporate culture from the best elements of the Japanese culture (case:C551). Working in these groups also helped the managers to think in new ways and share ideas across departments. Ghosn created a matrix structure so every employee had two bosses; this improved the transparency and communication between the departments and also the awareness of both functional and regional problems. Ghosn disciplined employees strongly for inaccurate and poor data; he wanted employees to take responsibility. This was to stimulate risk taking and personal accountability. Ghosn created a system of if you contribute there will be opportunity and reward (case: C553) These initiatives and the fact that Japanese respect leadership helped Ghosn to incorporate his new management process in the corporate culture. Tina Nielsen Strategy Execution 48-hour exam 050684-1216 CM-J41 Oktober 29th 2010 Page | 8 National culture The Japanese culture is very incorporated in every company in Japan as so in Nissan, and it is hard not to affect Ghosn. The national culture has challenged Ghosn both on the personnel side and the financial side. The following are listing some of the Japanese cultures impact on Nissan: The keiretsu philosophy à   tying up capital of $4 billion Cultural consensus of group harmony creates efficiency à   no awareness of what is going on outside own group (Imploded relationship; Krackhardt 2000) Finger pointing à   no one accepted responsibility. Blamed everyone but themselves. Acceptance rather that responsibility because culture protects career advancement Nemawashi à   informal meetings before information meetingsà   no individual to blame Hampered risk-taking and slowed decision making at all levels. Routine, details and concepts with no sense of urgency slowed decision making and created no risk taking As Ghosn states: The Japanese are so organized and know how to make the best of things. The respect leadership. (Case:C550) Ghosn had a very open mind when entering the job, for instance he didnt wanted to learn much about the Japan before he came, because he didnt wanted to get any preconceived ideas (case: C546). Ghosn had also worked at four different continents and spoke five different languages, which indicates that he has an open mind to cultural differences and that he is used to work in different cultures. You can say that Ghosn is multicultural. This helped Ghosn to reduce the difference between his culture and Nissans culture, and thereby didnt induce deep cultural differences. Tina Nielsen Strategy Execution 48-hour exam 050684-1216 CM-J41 Oktober 29th 2010 Page | 9 Culture as a helper or hindrance Culture was both a helper and a hindrance for Ghosn. The hindrance consisted of how deep Japanese culture where incorporated in Nissan, such as no responsibility, accountability and risk taking from employees and the keiretsu philosophy. The respect for leadership was a big helper for Ghosn, as the employees at every level where willing to change their mind and embrace new ideas. Ghosn himself was very surprised that the acceptance of change happened that quickly. The way Ghosn embraced the cultural difference was: à ¢Ã¢â€š ¬Ã‚ ¦ by accepting and building on strengths of the different cultures, all employees, including Ghosn himself, would be given a chance to grow personally through the consideration of different perspectives. (case: C550). This way Ghosn made culture into an opportunity and not a hindrance for managing Nissan. Luck and timing One of the most powerful impacts on strategy execution is the capital market (BowerGilbert 2007). One of the reasons that Nissan needed help was the Asian financial crisis, where the devaluation of the yen/USD had a big impact on Nissans keiretsu investments. This meant that Nissan should find a new partner in the automobile industry to avoid a credit rating as junk. They also needed new capital and new ideas. The financial house, Yamaichi, went bankrupt at the same time Ghosn arrived to Japan, and where not helped by the government. This sent a message to Nissans employees that they should not be sure of having a job if Nissan proceed with their operations as usually. Ghosn also took advantage of the situation by using the Yamaichi example any time possible. Renault looked for a partner, as they wanted to exploit the Japanese and the North American market to enhance their global position. Another reason was to reduce their dependency of the European market. In May 1998 Renault merged with DaimlerCrysler, which led to a sense of urgency of finding a partner to compete more Tina Nielsen Strategy Execution 48-hour exam 050684-1216 CM-J41 Oktober 29th 2010 Page | 10 globally. If Renault didnt alliance with Nissan, Ghosn would never have been COO of Nissan. Another thing is that Ghosn came to Renault in 1996, if the alliance were made before that, Ghosn would not have been the leader of the changes. If the alliance were made in the beginning of his career at Renault it is not sure that Ghosn would have got the job. All these events have resulted in the success of Nissan turning their deficit to a profit. If these events where not happening at the same time, it is not certain that the success Ghosn experienced would have happened. I dont think than Ghosn could have had the same success a few years earlier, as the Yamaichi bankruptcy changed Nissans employees mindset referring to their job security. Renault would probably not have been looking for an alliance partner (and Ghosn would not have been in Nissan), if they hadnt got the need of a global position on the world market, which they urgently got in 1998 after the merger with DaimlerChrysler. The conclusion is that both luck and timing of many elements affects the success of changes. Evaluation My opinion of Carlos Ghosns approach to turning Nissan around is that it was the right way to do it. Ghosn knew that he had to respect the national culture, and he knew that he had to lead the employees being heard. The latter is often a reason why resistance occurs, because it is the employees that know the day-to-day operations and know what can be done (Ford 2009). A key initiative he imposes was the CFT, which should enforce communication and motivation: He (red.Ghosn) felt that if the employees could accomplish the revival by their own hands, the confidence in the company as a whole and motivation would again flourish. (Case:C550) Tina Nielsen Strategy Execution 48-hour exam 050684-1216 CM-J41 Oktober 29th 2010 Page | 11 This was very clever as the CFT accepted the firing of the 21,000 employees. This was accepted of the employees because if the CFT agreed on that, then it must be right, or else they wouldnt have fired people. If it was Ghosn alone that made the decision, employees may not have been accepting that as fast, and resistance would have appeared. The way Ghosn approached the Japanese culture were with humility and respect, this was necessary in a country where culture is as important as in Japan. Literature Ford, J. D. and Ford, L. W. (2009). Decoding resistance to change. Harvard Business Review, 87(4), 99-103 Kaplan, R. S. and Norton, D. P.(2006).How to implement a new strategy without disrupting your organization. Harvard Business Review, 84(3), 100-109 Krackhardt, D. and Hanson, J. R.(1993).Informal networks: the company behind the chart. Harvard Business Review, July/August, 104-111 Bower, J. L. and Gilbert, C. G. (2007). How managers everyday decisions create or destroy your companys strategy.Harvard Business Review, 85(2), 72-79

Socially Constructed Reality and Meaning in Notes from Underground Essa

Socially Constructed Reality and Meaning in Notes from Underground Just as the hands in M.C. Escher’s â€Å"Drawing Hands† both create and are created by each other, the identity of man and society are mutually interdependent. According to the model described in The Sacred Canopy, Peter Berger believes that man externalizes or creates a social reality that is in turn objectified, or accepted by him as real. This sociological model creates a useful framework for understanding the narrator’s rejection of ultimate reality or truth in Fyodor Dostoevsky’s Notes from Underground. The reality in which the narrator tries to live in part II, and the reality that he rejects in part I, are both created and, as such, are ultimately meaningless. The underground man’s refusal to objectify social reality causes a feeling of meaninglessness and raises a fundamental question of purpose that confronts people of all dispositions. Berger’s theory is based on a dialectical relationship between man and society. To explain his theory he defines three terms. â€Å"Externalization is the ongoing outpouring of human being into the world. Objectivation, the attainment by the products of this activity of a reality that confronts its original producers as a facticity external to and other than themselves. Internalization is the reappropriation by men of this same reality, transforming into structures of the subjective consciousness,† (Berger 4). He believes that society is a wholly human invention created by man’s tendency to externalize. This created entity is then objectified by man, giving society and its features the appearance of true reality. His newly created reality then acts upon and shapes man through internalization. Man, his identity... ...fulfills his societal roles. Chernyshevsky’s utilitarian is happy when individual needs are met. The man of consciousness can be happy, even if his happiness comes from the rejection of happiness altogether. There is no superior happiness; there is no superior type of fulfillment. The individual achieves these ends by acting individually. No hand can avoid drawing, and man finds completeness when he fulfills the purpose that he has drawn for himself. Works Cited Berger, Peter L. The Sacred Canopy: Elements of a Sociological Theory of Religion. New York: Anchor Books, 1990. Escher, M.C. â€Å"Drawing Hands.† Cover of Norton edition of Notes from Underground. Katz, Michael R., ed. Notes from Underground. New York: W.W. Norton & Company, 2001. Chernyshevsky, Nikolai. â€Å"What Is to Be Done?† Katz 104-123. Dostoevsky, Fyodor. â€Å"Notes from Underground.† Katz 3-91

Our Time Machine :: essays research papers

Our Time Machine H.G. Wells once wrote a novel called The Time Machine, it was published in 1895. This exciting little adventure featured a device that had power over time. Who knew that in 2001 we too would have such a device? One invention that has made it evident that we have reached the twenty first century is named Tivo. With this, one has the ability to pause, fast forward, and essentially tamper with live television. This gadget is, in a sense an actual time machine. We’re living in an age where the word digital seems to come into play with every new invention. Digital technology includes all types of electronic applications that use information in the form of numeric code. This information is usually in something called a binary code—that is, code that can be represented by strings of only two numeric characters. These characters are usually 0 and 1. Devices that process and use digital information include personal computers, calculators, automobiles, traffic light controllers, compact disc players, cellular telephones, communications satellites, and now Tivo. Most of the information we sense is analog in nature—that is, it varies constantly, and an infinite number of values can be assigned to the information. For example, the brightness of a light bulb dimmed gradually from on to off could be considered analog information. This infinite number of brightnesses can be broken up into ranges. If the possible brightnesses are broken into two ranges, then the values 0 and 1 can hold digital information relating to the brightness of the bulb. However, each of the two digits still represents a countless number of analog values. The ranges of brightnesses can be divided again and again, until there are thousands of ranges of values, each of which can be represented by a numerical value. Once analog information has been broken up into digital information, it is impossible to perfectly reverse the process and re-create all of the possible analog signals from the corresponding digital signals. This is why most analog signals are represented by a great number of digital information levels. For example, the sound stored as digital information on a CD is broken down into 65,536 levels. A CD player translates the digital information into analog information so that a speaker can convert it into sound waves. Some devices process digital information using a tiny computer called a microprocessor. It performs calculations on digital information and then makes decisions based on the results.

Hershey Company Essay

Abstract The Hershey Company, known until April 2005 as the Hershey Foods Corporation and commonly called Hershey’s, is the largest chocolate manufacturer in North America. Its headquarters are in Hershey, Pennsylvania, which is also home to Hershey’s Chocolate World. It was founded by Milton S. Hershey in 1894 as the Hershey Chocolate Company, a subsidiary of his Lancaster Caramel Company. Hershey’s products are sold in about sixty countries worldwide. In addition, Hershey is a member of the World Cocoa Foundation. The company has been topped to 384, compared with the previous rank 404, in 2013 (CNN, 2013). This paper is going to show the company’s international environment, exams the strengths, weaknesses, opportunities and treats. After analyzing the strategic management for going abroad and competitive advantages, the author concluded that how the Hershey Company successes to offer the whole world’s happiness and what else can be down to move forward. Introduction to the Hershey Company The Hershey Company is the largest chocolate and confectionary product manufacturer in the North America Region. The Hershey Company Headquarters is located in Hershey, Pennsylvania founded by Milton Hershey. Milton S. Hershey in the late 1800s and the company has been a huge stimulation of growth for Hershey, Derry Township (THEHERSHEYCOMPANY, 2011). As the new millennium begins, The Hershey Company continues to introduce new products frequently and take advantage of growth opportunities through acquisitions. HERSHEY’S products are known and enjoyed the world over. In fact, the company market, sell and distribute our products in approximately 70 countries. The Hershey Company’s key market includes United States, Canada, Mexico, Brazil and China. As of year-end 2011, Hershey employed 13,800 people and had consolidated net sales of $6.08 billion (THEHERSHEYCOMPANY, 2011). Hershey’s slogan is bringing sweet moments of Hershey happiness to the world every day. Below are some of the Hershey Company’s popular brands: Hershey’s Chocolate Bar Almond Joy Kit Kat Hershey’s Kisses Reese’s Milk Duds Mr. Good bar Whoppers Hershey’s Mission â€Å"Our mission is to be a focused food company in North America and selected international markets and a leader in every aspect of our business. Our goal is to enhance our First position in the North American confectionery market, be the leader in U.S. chocolate-related grocery products, and to build leadership positions in selected international markets† (THEHERSHEYCOMPANY, 2011). Hershey’s Slogan is: Bringing sweet moments of Hershey happiness to the world every day. To the stakeholders, this means: delivering quality consumer-driven confectionery experiences for all occasions to customers; winning with an aligned and empowered organization while having fun to employees; building collaborative relationships for profitable growth with customers, suppliers and partners; creating sustainable value for shareholders; honoring our heritage through continued commitment to making a positive difference on communities (THEHERSHEYCOMPANY, 2011). Customers Full-time sales representatives and food brokers sell our products to our customers. Hershey’s customers are mainly wholesale distributors, chain grocery stores, and mass merchandisers, chain drug stores, vending companies, wholesale clubs, convenience stores, dollar stores, concessionaires, department stores and natural food stores (THEHERSHEYCOMPANY, 2011). International Business Environment Analysis – SWOT Analysis 1. Strengths History and market share. The Hershey company exports to 60 different countries include Largest Distribution Network across North American  territory. According to market research firm Euromonitor International, the global confectionery market sits at $160 billion, and has grown at 5% annually the past five years. Meanwhile, the chocolate market in the United States is largely a two-horse race between Hershey (43%) and private company Mars, Inc. (31%). The next-largest competitor, Nestle, holds only a 6% U.S. market share (Markman, 2012). Various Products and Attractions. The Hershey has 120 years history of chocolate business. The Hershey Company develop various products such chocolate bars and bags, licorice and sugar candy, boxed chocolate, mints and gum, and specialized nutritional products. The Hershey Company has a number of Hershey’s Chocolate World attractions that provide consumers with the Hershey experience through interactive retail entertainment and merchandise. Key store locations include Hershey, Pennsylvania; Times Square in New York City; The Magnificent Mile, Chicago; Niagara Falls, Canada; Shanghai, China; Singapore; and Dubai, United Arab Emirates (THEHERSHEYCOMPANY, 2011). Professional Training for Employees. Hershey provides a variety of training and development opportunities that encourage their employees’ personal and professional development. Hershey University is an educational program that tailors its curriculum to Hershey’s evolving business environment, offering both classroom instruction and online courses. In addition, when specifically relevant to their jobs, employees may be entitled to tuition reimbursement for associate’s, bachelor’s and master’s degrees at accredited institutions. Also, in July 2011 we launched CocoaLinkâ„ ¢, a first-of-its kind program that uses mobile technology to deliver practical—and critical—agricultural and social training to rural cocoa farmer s (THEHERSHEYCOMPANY, 2011). Charity and social responsibility. Hershey is an exemplary organization in terms of business ethics and socialresponsibility; a significant part of Hershey Food’s profits go toward operatingthe Milton Hershey School for Orphaned Children. 2. Weaknesses Unhealthy Nutritional Content. Compare with Nestle and Mars’ chocolate bars, Hershey’s chocolate high in sugar. And Hershey’s chocolate contain more than twice as much as some of the others (ACALORIECOUNTER, 2013). Unhealthy nutritional content will affect customers’ choices of Hershey. Price inflation. Since 2008, Hershey Co. announced that it was raising its wholesale candy prices by 11%. This is the second price jump for them this year, in January they raised prices by 13% for select products in their line as well (ACALORIECOUNTER, 2013). In 2011, The Hershey Company says it is raising wholesale prices by 9.7% on most of its candy products. Due to price inflation of milk and sugar, the price of Hershey’s chocolate keeps rising which lower Hershey’s chocolates’ competitive ability among its competitors. Low international market share of chocolate confectionary industry. Hershey’s global market share in the chocolate confectionary industry in only 10 percent, lowest among its competitors 3. Opportunities Huge Consume Market. 81% of households consume chocolate candy. China and India are huge untapped markets. Malaysia, Indonesia, Vietnam, and Thailand also are untapped, So, Hershey has the opportunity to gain a foothold in those Countries (THEHERSHEYCOMPANY, 2011). Environmentally Safety Products. There is another opportunity for Hershey to develop environmentally safe products and packages, reducing industrial waste, recycling, and establishing an environmental audit process are strategies that could benefit Hershey. Non-chocolate candies Market. Another opportunity is that Hershey diversifies more into non-chocolate candies because that segment is growing most rapidly in foreign countries like U.S &U.K. Anniversary and Festivals. The Hershey’s Company should take advantage of the holidays such as Valentine’s Day and anniversary. For example, this years’ Valentine’s Day, MM let customers customized their chocolate online. Customers can add their pictures on MM chocolates. And they can pick up the color of chocolates their like to combine a gift box. This innovation attracted a lot of customers. Charity & Foundations. As we all know, charity and foundations will bring great reputations to corporations. They can help corporations build positive brand images which will increase brand’s sales. 4. Threats Emerging competitors. The main competitors of Hershey Foods are Mars and Nestle. Mars is already a threat for Hershey, because Mars has a stronger presence than Hershey in Europe, Asia, Mexico, and Japan. At the same time, there are also many new competitors are entering chocolate market such as Whole food’s chocolate. Compare with Hershey, Mars, and Nestle, Whole Food’s chocolate aim at healthy chocolates. They provide choice to the customer wants low fast and organic chocolate. 25 percent of Nestlà ©Ã¢â‚¬â„¢s revenues and profits come from coffee, and adverse economic occurrences in South America, particularly Brazil, affect the company. Nestle plans to continue to play to its strengths, international markets outside the United States, to combat Hershey. Social Changes about Healthy Foods. With the development of Society and Technology, people more and more focus their health and nutrition. We can find more and more organic chocolate manufacture appearing. Doctors and Researchers also have studies prove that chocolates are helpful to prevent heart diseases. Thus, more and more customers choose healthy chocolates such as dark chocolates and organic chocolates. Steady price increase of milk and sugar. The escalation of prices of the main ingredients such as cocoa, milk and sugar has forced companies to increase prices. Strategic Management Factors for Going Global Near the end of 2010, Hershey’s entered into a deal with Wal-Mart (known as Asda in the UK) to sell Hershey’s products in Europe. Hershey’s has never been sold in the U.K. However, Hershey’s will have to modify their products in order to do so. Hershey’s uses genetically modified ingredients in the U.S. and Asda does not sell products that include GM ingredients (Glaberson, 2010). Obviously, Hershey want to enter global market needs to adjust their ingredients at first. The ingredients use for North America doesn’t mean it fit European or Asian Market. These improvements have been based on understanding local culture. What’s more, Hershey should pay more attentions on their chocolate packages. They develop different series packages of chocolate in different countries. Hershey’s white and brown can be market as classic series. They can add more colorful packages to attract children’s attentions. For example, in China, Red is a strong color which means wealth and happiness. Hershey can make red packages chocolates in China. In a shot, Hershey want to expand internationally, they must integrate into each country’s culture. As a global brand, Hershey’s try to cover all people in different ages and status. However, from its advertisements, its’ major customers are children, teenagers and young generations. Actually, most of these groups of customers haven’t economic capability to buy chocolate themselves. Adults and parents usually pay money for them. Thus, healthy ingredients are very important factors may affect parents’ willingness to pay chocolates to their children. Especially in European and Asian, parents are very focus on children’s nutrition. Hershey’s products are mainly focus on young generations. However, if Hershey wants to expand international, Hershey needs more products are focus on household and adults. For example, Hershey can develop chocolate flavor coffee drinks, chocolate sauces, and chocolate gums. Now, the major of Hershey employees are from North United. To entering foreign market, Hershey has to hire more foreign employees and build international team. Hershey’s designers should know more about foreign culture. They can not only insistent of their American style. Even executives of Hershey’s should have some international backgrounds and experiences. Hershey can hire some executives who have international background and experiences. At the same time, Hershey can send their design team to the county they want entering. Having better understanding of local culture, Hershey can have better design and marketing methods to meet local customers’ needs. Hershey should has its’ online shop. As far as now, Hershey only have official website of 8 countries. As show on the picture below, they are the United States, Canada, Mexico, Brazil, China, India, Korea, and Japan. In today’s business world, online shopping is becoming a tendency. A large amount of households shop online daily. Hershey should build their official online store like its competitor Mar’s. Hershey can sell both regular and customized chocolates online (THEHERSHEYCOMPANY, 2011). . Competitive Advantages Analysis The chocolate market share is increasing globally. Customer loyalty is competitively lower than other industry. Websites are increasing in quality and ease for all users. HERSHEY’S offers many unique products and services to many different kinds of customers by using their official websites. What’s more, Hershey has great partnership with North America wholesalers and retailers such as Wal-Mart, Sam’s club, and Walgreen. Hershey has advantages on high domestic market shares. 43% of US domestic chocolate market share provide Hershey’s stable sales. Thus, Hershey should make its’ development base on steady their US market (CNN, 2011). Community We make donations of cash and products in countries across the globe where we have a presence. For example, last week I shopped at Walgreen, the cashier asked me if I want to donate Hershey chocolate to help US army. I choose yes, and most customers donate a Hershey chocolate bar which cost them 50cent. Hershey is willing to help community and does their social responsibility. What’s more, Hershey encourages and supports the involvement of our employees in a wide range of community-improvement activities. Workplace As a global corporation, Hershey ensures a safe workplace. Safety performance is a company priority, and Hershey’s overarching safety goal is to consistently achieve best-in-class safety performance (THEHERSHEYCOMPANY, 2011). The Hershey Company has a long history of promoting health and wellness for its employees, their families and the community. Hershey offers personal training and massage and fitness room at office locations. Hershey engages employees to get fit and stay well. Environment Hershey increase use of sustainable packaging since 2009. Now they are working on a process to define opportunities to reduce the amount of materials they use by for example, optimizing seal sizes and implementing new technologies, and to identify and test sustainable packaging alternatives (Glaberson, 2010). All of these factors help Hershey build a great reputation in North America. Hershey has already get success at North America market. Thus, it’s time for Hershey focus on expanding its’ foreign market. Conclusion Culture today is heavily focused on personnel health. In the past few decades, people have become much more aware of the various factors that negatively affect their health and work hard to avoid them. As a general rule, chocolate and other candy are viewed as an unhealthy snack. Therefore, Hershey needs to continue to expand and market healthy products in order to gain a greater market share for example, low calories, low fat chocolates bars. Moreover, Hershey can put focus on dark chocolate which is popular among ladies (Jones, 2010). Second, Hershey should pay more attentions on its’ gums and chocolate flavor coffee drinks. For example, In Asia, chocolate market is competitively mature. There are already many local brands. Thus, to better entering Asian Market, Hershey only focus on its’ chocolate products is not enough. To expand global market, Hershey has to invest in advertisement. What’s more, Hershey can keep working on their charity activities, and foundations. To help people from all over the world, Hershey can set up foundations in different countries. Price and quality are two keys determine the success of entering foreign markets. Hershey should still keep its’ affordable price with best quality. Hershey can corporate with local chocolate maker with manufacture and packaging to reduce their cost. The hierarchy of Hershey Company should be more international. Hershey needs to hire more designers, executives, and employees with international background or experiences. The commercialization of many holidays is continuing to expand and the popularity of gifts for these holidays is also increasing. Hershey can provide holiday products in outlets also their website (i.e., Hallmark, Barnes and Noble). These Traditional holidays (i.e., Christmas, Valentine’s Day, Mother’s Day, and Halloween) allows Hershey to optimize the importance of their specialty gift products. By providing specialized gift products,  Hershey can increase their sales and expand quickly in foreign market. Finally, Hershey can design different product lines. For example, Hershey can use its source entering organic chocolate market. Hershey’s organic chocolate faces to European, developed countries which their cultures are more focus organic food. The premium product line can help improve Hershey’s brand images. Also, it can meet more customers’ needs. References ACALORIECOUNTER. (2013, October 16). Candy & Chocolate Bars Compared Hershey’s, Nestle and Mars Nutrition Facts. Retrieved March 16, 2014, from http://www.acaloriecounter.com/candy-chocolate.php Glaberson, H. (2010). Hershey to launch confectionery brands in UK and Europe. Retrieved March 16, 2014, from http://www.confectionerynews.com/Manufacturers/Hershey-to-launch-confectionery-brands-in-UK-and-Europe CNN. (2013). Global 500: Hershey. Retrieved March 16, 2014, from http://money.cnn.com/magazines/fortune/global500/2012/snapshots/2190.html THEHERSHEYCOMPANY. (2011, December 31). Hershey Corporate Social responsibility progress report 2011. Retrieved March 16, 2014, from http://www.thehersheycompany.com/assets/pdfs/hersheycompany/Hershey2011CSRReport.pdf CNN. (2011, April 1). Hershey’s raises prices nearly 10%. Retrieved March 16, 2014, from http://edition.cnn.com/2011/BUSINESS/03/31/hershey.prices/index.html Jones, D. (2010, January 26). Nestle waits for market pressures to soften Hershey. REUTERS. Retrieved March 18, 2013, from http://www.reuters.com/article/2010/01/26/us-nestle-analysis-idUSTRE60P31A20100126 Markman, J. (2012, September 4). Hershey Starting to Suga r-Coat the World. Investor Place. Retrieved March 16, 2014, from http://investorplace.com/2012/09/hershey-is-sugar-coating-the-world-hsy/

Economic Issues Simulation

Health Maintenance Organizations (HMOs) have an important role to their patients and their health care providers. Castor Collins Health Care Plan was found in the year of 1999, in Pantome. This particular HMO service provide health care insurance and health care services to a variety of physicians and hospitals. This company used the capitation idea for compensation to pay its health care providers. Castor Collins is currently serving 100,000 members, throughout Pantome, and is looking for ways to increase the their numbers.I am a representative of Castor Insurance Organization. I am as well the Vice President, Strategy and Financial Planning here at Castor Collins. My responsibilities include but not limited to, interacting with new potential clients and conveying health care plans that will be benefit them. My job here is to try and maximize profit and also minimize the risk for the company. I will do an analysis that will include the demographics of the employees, the health care risk factors or potential areas of high utilization, and the premiums the company is willing to pay.I will give at least two reasons why I would either choose the Constructit or the E-editor plans. I will state the plan I would be willing to sell to my company, and provide the reasons for my choice, and why the other plans would not be beneficial to my company. In January of 2006, Castor Collins was approached by two organizations looking for health insurance. The two groups Castor Collins have to choose from are Constructit and the E-editor. Construcit have total of a 1000 people, and the E-editor consist of 1600.Neither company provide insurance for their employees at the present time. The Constructit group are willing to pay at least $4000 per person, and the E-editor is willing to pay the least possible $4500 per person. The Castor standard plan do not pre-existing medical concerns, and the Castor enhanced insurance to cover pre-existing medical concerns. The plan to be consider ed first is the Castor Standard Plan. This plan will offer prescriptions, emergency facilities, hospitalization, and ways to help for preventive health services.This pan as we stated earlier do not cover pre-existing medical concerns. The fee for this plan is at least $3,428 which is $572 less than what they were willing to pay for each employee. The second option to consider for the insurance would be the Castor Enhanced Plan. This plan do cover pre-existing medical conditions it will provide coverage to all its employees. It will still provide services to the obese employees. The cost for pre-existing conditions can be estimated at a total of $4, 428, which is slightly higher than the company was willing to pay per employee.It would only work if the company agreed to pay the higher premium in order to benefit all employees especially those with pre-existing medical conditions. The last and final option is the Castor Enhanced Minor plan. This is also a good plan because it will cov er pre-existing medical conditions as well. This plan is the only one that will allow certain services to be removed in order to make the premiums at a lower cost. By removing certain services, it will allow the total cost per employee to be under $4000. It will still cover the bare services like hearing and vision care.The Health care plan I feel would be more beneficial to the company and its employees is the last choice. The Castor Enhanced Minor plan. This plan will cover the employees with the pre-existing medical conditions, and will offer the amount they are willing to pay per employee. This plan can be accustomed to fit the needs of the company. If the company wanted to remove obesity medical services as an option they could. This will save the company money on problems that is related obesity such as hypertension and diabetes. Choosing this plan there will bea charge of $3,943, that is a slight less than $4000.Castor Hall will benefit from this. They will make 3. 9million f rom Construcit. The company have a total of 450 women and a total of 550 men. The woman ages range from 26 to 42 years of age, and the men 26 to 45. The company Constructit work duties have 32% of duties that involve heavy physical activities and 25% that will involve light to moderate physical activities. A main factor to consider when choosing which type of insurance to choose from is the level of high risk for the employees. Obesity is the main problem that is affecting their company.Obesity can cause problems such as hypertension, and heart disease. This will include more doctor visits and prescriptions that will increase the cost of health care for this company. The health problems the company will have to deal with are nearly half of the employees are obese. With total of 198 men and 192 women. That is 39% of the personnel. Blood pressure is another cause of major medical concerns at Constructit. The percentage is 19%, 88 men and 105 women. There are employees that suffer with allergy. It affects 85 women and 92 men that is 17% .Migraine are 16%, this include 93 women and 75 men. Only 13% of the personnel surprisingly suffer with Respiratory Disease. That number include 57 women and 78 men. The last medical condition the company should be concerned with since it has lower percentage of employees suffering with is digestive orders is the least at 8% with total of 32 women and 52 men. Knowing the demographics of the medical conditions of all the employees, this help to choose a plan to benefit the employees and be affordable to Constritit also, and not go over the budget of $4000 per employee.As vice President, Strategy and Financial Planning at Castor Collins, I would not choose either plan. The standard plan will not cover obesity. With the rate of 39%, that would be important to make sure my employees are in a situation to receive the medical attention they need. The Castor Enhance plan do cover pre-existing conditions, but it don’t give the poss ibility to add or remove the medical services that’s more beneficial to the employees. The services offered in this plan would increase would extend the amount the employees are willing to pay, it would not be profitable to Castor Hall.

Architecture Essays – Baroque Architecture Characteristics

Baroque Architecture CharacteristicsIntroductionThe Baroque period took the humanist Roman position of Renaissance architecture and showed it in a new rhetorical, theatrical and sculptural manner they expressed the victory of absolutist church and province. The chief position of Baroque architecture was more concerned about colour, visible radiation and shadiness, sculptural values and strength which could be seen in its features. Baroque is defined periods in literature every bit good as music ; nevertheless critics perceived it to be unstructured, over ornamented, theatrical and grotesque. Although many things influenced the Baroque period it was besides influenced by faith every bit good as the states political relations. Architects were interested in the infinite of the unfolding existence every bit good as the workings of the head and attempted to portray passions of the psyche through facial looks.FeaturesThe characteristics of the Baroque epoch showed long, narrow naves that w ere replaced by a broader, or on occasion with round signifiers. It displayed dramatic usage of visible radiation that could be either strong light-and-shade contrast ( known aschiaroscuro) effects ; or they used unvarying lighting by agencies of several Windowss. Another characteristic was deluxe usage of decorations ( puttos made of wood ( frequently gilded ) , plaster or stucco, marble or fake coating ) , they used large-scale ceiling frescoes and Baroques external facade is frequently characterized by a dramatic cardinal projection, nevertheless the inside is frequently no more than a shell for picture and sculpture which was seen in the late Baroque period. Baroque features besides include illusive effects like trompe l'oeil and the blending of picture and architecture and in other states such as Bavaria, Czech, Polish, and Ukrainian the Baroque manner contained, pear domes that were are omnipresent.FeaturesThe chief features for the Baroque epoch were energy, great sums of ten seness and a sense of motion from the edifices. Its picture, sculpture and architecture evolved from idiosyncrasy and broke off from the regulations of modern-day architecture, they demanded freedom to program, design and adorn their edifices with what they wanted. Columns had twisted shafts which were placed in forepart of pilasters surrounded by valances and covered with curving and broken pediments. They contained â€Å"over the top† and frequently unsuitable inside informations with carven ornament. Insides had gilded sculptures frequently in awkward airss ; the architecture was noted for its curving lines. Many of Baroques add-ons were finished in bronze, marble, gold and Ag. Baroque had a dynamic expression and experience to its design ; it was a utile categorization for insulating the inclinations and merchandises of stylistic alteration. It was seen as broad, superb, theatrical, passionate, animal, enraptured, deluxe, excessive, various and ace. It was an age of enlar gement following on an age of find, its enlargement led to still farther find about architectural design and ornament. Section A: Insides S.Maria Della Salute ( 1631-1682 ) The inside of S.Maria Della Salute is a really good illustration of Baroque Architecture and design. It displays the Baroque kernel in a manner but is non wholly over ornamented nor does it incorporate any unsuitable inside informations. Marble is chiefly used in the columns and the base appears to be gilded in bronze. Sculptures are carved from marble and stand high in the unit of ammunition of the dome. An communion table can be seen and one might presume it is besides gilded in bronze. It is an graphics in a manner but it is non â€Å"over the top† in any manner which can be seen from this position point. S.Pietro ( 1656 – 1667 ) The S.Pietro is another great illustration of Baroque architecture and design. In this exposure we can see the bronze communion table that stands merely in forepart of the apsis, we can see pictures that are decorated with gold lodgers, marble columns and high walls, the domes contain gilded ceilings. Walls are decorated with sculptures in free standing places in the walls besides made of marble. Light is given through high standing Windowss and the chief dome from above through a sky visible radiation. Versailles ( 1660 – 1685 ) The Palace of Versailles is the most good known piece of Baroque Architecture and design known to day of the month. It defines what the Baroque period was approximately. It was excessive, animal, dynamic, passionate ( pictures ) , various and deluxe. Decorations were non silver but pure gold. Soft cloths, bright colorss and beautiful sculptures decorated the insides of the Palace. In the Hall of Mirrors as seen in figure 8 sculptures themselves were cast in gold high Windowss offered light and glass pendants hung from a ceiling decorated in picture and gilded gold lodgers. In the Queens Chambers as seen in figure 7 one can state that non even the sleeping rooms were unbroken simple. Gold was besides used and to an extent it was excessively used. The focal point of 1s oculus is led to the gold ornament and non the architectural values of the edifice. The outside as seen in figure 6 one can see that the balcony railings were gilded in gilded ornament as the Sun makes this easy to see. Marble is besides used on the facade of the edifice but it is chiefly decorated in gold. Rich vivacious colorss can be seen throughout the castle as seen in figure 7 of the Queens Chambers. Section B: Interior Design Although the Baroque epoch contributed to the great edifices we see today, one can non bury about the insides. Although extravagantly decorated the insides are really good designed to suit certain facets. Architects need to believe like that in order to obtain a good sense of what works and what does non. I believe interior design does really suggest about it along the lines. We design what we think the client would wish and so acquire an thought if the client likes it of non, if non we merely do a few alterations to acquire a better feel and a better position of what they want. It is the same now as it is so. Interior interior decorators design the infinite in which the client will be in every twenty-four hours. It requires a great trade of penetration and a cognition about a individual, one might see reading your client by speaking to them, when you do that you can acquire better thoughts. Simple designs frequently make better designs in these yearss nevertheless in the past if it was large, broad and contained munificent ornaments it was classified as good.DecisionSo from looking at the Baroque architecture one can state that it played a great function in the design of edifices today. Many people who obtain an over and above wage sometimes have one or two suites that give recollection to the Baroque manner. It was surely munificent, dynamic and â€Å"over the top† ornaments were decidedly a spot much for today’s modern society.BibliographyTansey, R.G & A ; Kleiner, F.S. 1954. Chapter 24.Gardener’s Art Through The Ages: 10th edition. United States of America: Ted Buchhloz. Pages 816 – 904.Gardener, L. Chapter 10.Gardener’s Art Through The Ages: 4th edition.United States of America: G.Bell and Son Ltd, London. Page 397 onwards.Honour, H & A ; Fleming, J. 1982. Separate 3: Chapter 13.A World History of Art.United Kingdom: RB Macmillion. Page 426 onwards.Wikipedia. 2008.Baroque.[ online ] . [ Accessed August 20, 2008 ] . Availa ble from universe broad web: & lt ; hypertext transfer protocol: //www.wikipedia.org & gt ;Versailles.[ online ] . [ Accessed August 20, 2008 ] . Available from universe broad web: & lt ; hypertext transfer protocol: //www.bc.edu/bc_org/arp/cas/fnart/arch/versailles.html & gt ;History of Baroque Architecture.[ online ] . [ Accessed August 20, 2008 ] . Available from universe broad web: & lt ; hypertext transfer protocol: //web.kyoto-inet.or.jp/org/orion/eng/hst/baroque.html & gt ;Baroque Age.[ online ] . [ Accessed August 20, 2008 ] . Available from universe broad web: & lt ; hypertext transfer protocol: //library.thinkquest.org/16545/data/low/baroque.html & gt ;

Assessment item 1 - Individual assignment Essay

Assessment item 1 - Individual assignment - Essay Example Though times have changed and organizations getting less hierarchical, yet importance of understanding legal requirements in employment relationship remain intact. The only difference is while earlier, they were transactional in nature, now they have turned more relational today. However, laws still guide the managers through their way to recruitment, selection, labor and procedural justice, compensation and other human resource functions. Legislation in employment does not follow at the time of recruitment and selection alone; they pave the way for successful and hassle-free work bargain and also extend after the human resource selection in maintaining the informal relationship according to the formal regulations. These legislations span across aspects such as providing equal opportunity rights, diversity management, accounting for health and safety of employees, relations at workplace, wage and child-related laws and illegitimate discrimination (Nankervis et al. 2009:153). Gillilan d (1993:696) assert that inclusion of laws into recruitment and selection process imparts fairness and objectivity to the entire function. Serving as a means to establish tenets of equity, laws put in place provide for substantial distributive and procedural justice in the organization which helps develop the attitude of employees and also infuse motivation in them. Evidence of fulfillment of labor and compensation laws discards the feeling of inequity between inputs and outputs and establishes symbiotic relationship between employers and employees. Elaborating further on the positive perception, implementation of procedural justice gains more grounds if legal requirements are duly complied within an organization. In the presence of proper regulations, employees tend to believe that they have a voice and an equal opportunity in affecting the decision making process and use of procedures to arrive at conclusions or verdicts. In exercising the procedural justice, if laws are in place, it obligates employers to account or justify for any of the repercussions. Legal provision of creating a two-way communication channel and justification lowers down the negative effect associated with the negative consequence. As such, laws also help develop interpersonal relations between employers, employees and related parties as they tend to involve the components of procedures, decision making and communication in recruitment and selection. Realizing the importance of legal requirements in work place settings, HR managers are now making increased use of psychometric tests in selecting apt candidates from applicants’ pool. Wolf & Jenkins (2006:201) opine that this exercise is guided more on a defensive note than a pre-requisite staffing practice. Use of different tests do provide equal opportunity rights to applicants of varied intellect, education and capabilities, but more importantly, these tests serve as evidence that organization had been fair and justified in its r ecruitment process when there were no clear job descriptions or specifications. External environment and