Thursday, December 5, 2019

Money as relates to Fences Essay Example For Students

Money as relates to Fences Essay Imagine for a moment it is your big sisters 17th birthday. She is out with her friends celebrating, and your parents are at the mall with your little brother doing some last minute birthday shopping, leaving you home alone. You then hear a knock on the front door. When you get there, nobody is there, just an anonymous note taped to the door that says Happy Birthday, along with a hundred dollar bill. Youve been dying to get that new video game, and your sister will never know. You are faced with a tough decision, but not a very uncommon one. In both Fences, by August Wilson, and A Raisin in the Sun, by Lorraine Hansbury, tough decisions have to be made about getting money from someone elses misfortune. But moneys that important right? The role of money in peoples day-to-day lives is quite amazing when its put into perspective. The primary reason most Americans get up in the morning is so they can go out and make money. Money buys things; money influences people; money keeps us alive; money makes us happy. Or does it? In Fences, by August Wilson, the Maxtons get their money when Gabes head is shot in the war. In A Raisin in the Sun, by Lorraine Hansbury, the Younger family gets their money when Walters father dies. But do these things make them happy? Of course not. They are coming upon money from someone elses misfortune, someone they love. The money may have made life easier for a brief moment in time, but the novelty soon wears off and reality soon returns. The interesting thing about these two novels is that the money received by both the Maxtons and the Youngers did exactly the opposite of what everyone expected it to do. It eventually made problems for both of the families. In Fences, the Maxtons used Gabes money to buy a house and even though it seemed like a good idea, when Gabe moved out, it caused a great deal of guilt in the family, but especially in Troy. He just couldnt get over how he used someone he loved so much, and they didnt even know it. In A Raisin in the Sun, the Youngers also buy a house with the money the life insurance gave them. But their problem are caused not by guilt, but by two entirely different emotions. One is the feeling of being the object of racism in their new community when the Welcoming Committee tries to get them not to move in. The other one is the combination of defeat, loss, anger, and self-pity felt by the whole family when Walter loses the rest of the money and the Younger family is left with nothing but a house in a neighborhood where they arent wanted. And money is a good thing? Answering that question is a simple one. Yes, money is a good thing when it is dealt with in the right way. Both the Maxtons and the Youngers had trouble in how they handled their money and that led to many of the problems they both faced. Money is what makes the world go round in our modern society, but its not a way to measure success, love, or happiness. As Bob Dylan put it, Whats money? A man is a success if he gets up in the morning and goes to bed at night and in-between does what he wants to do. All money really is, is a way to buy material things. Sure, its important, but not close to how important the people we love are. They are where real happiness comes from, not from little green pieces of paper. Happiness is not having what you want, its wanting what you have. .ub1d598bc9e13ced9a7efdbc9ff79e716 , .ub1d598bc9e13ced9a7efdbc9ff79e716 .postImageUrl , .ub1d598bc9e13ced9a7efdbc9ff79e716 .centered-text-area { min-height: 80px; position: relative; } .ub1d598bc9e13ced9a7efdbc9ff79e716 , .ub1d598bc9e13ced9a7efdbc9ff79e716:hover , .ub1d598bc9e13ced9a7efdbc9ff79e716:visited , .ub1d598bc9e13ced9a7efdbc9ff79e716:active { border:0!important; } .ub1d598bc9e13ced9a7efdbc9ff79e716 .clearfix:after { content: ""; display: table; clear: both; } .ub1d598bc9e13ced9a7efdbc9ff79e716 { display: block; transition: background-color 250ms; webkit-transition: background-color 250ms; width: 100%; opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #95A5A6; } .ub1d598bc9e13ced9a7efdbc9ff79e716:active , .ub1d598bc9e13ced9a7efdbc9ff79e716:hover { opacity: 1; transition: opacity 250ms; webkit-transition: opacity 250ms; background-color: #2C3E50; } .ub1d598bc9e13ced9a7efdbc9ff79e716 .centered-text-area { width: 100%; position: relative ; } .ub1d598bc9e13ced9a7efdbc9ff79e716 .ctaText { border-bottom: 0 solid #fff; color: #2980B9; font-size: 16px; font-weight: bold; margin: 0; padding: 0; text-decoration: underline; } .ub1d598bc9e13ced9a7efdbc9ff79e716 .postTitle { color: #FFFFFF; font-size: 16px; font-weight: 600; margin: 0; padding: 0; width: 100%; } .ub1d598bc9e13ced9a7efdbc9ff79e716 .ctaButton { background-color: #7F8C8D!important; color: #2980B9; border: none; border-radius: 3px; box-shadow: none; font-size: 14px; font-weight: bold; line-height: 26px; moz-border-radius: 3px; text-align: center; text-decoration: none; text-shadow: none; width: 80px; min-height: 80px; background: url(https://artscolumbia.org/wp-content/plugins/intelly-related-posts/assets/images/simple-arrow.png)no-repeat; position: absolute; right: 0; top: 0; } .ub1d598bc9e13ced9a7efdbc9ff79e716:hover .ctaButton { background-color: #34495E!important; } .ub1d598bc9e13ced9a7efdbc9ff79e716 .centered-text { display: table; height: 80px; padding-left : 18px; top: 0; } .ub1d598bc9e13ced9a7efdbc9ff79e716 .ub1d598bc9e13ced9a7efdbc9ff79e716-content { display: table-cell; margin: 0; padding: 0; padding-right: 108px; position: relative; vertical-align: middle; width: 100%; } .ub1d598bc9e13ced9a7efdbc9ff79e716:after { content: ""; display: block; clear: both; } READ: Financial Instability EssayBibliography: .

Thursday, November 28, 2019

Global Wine Wars free essay sample

Market Analysis: Global Wine Wars-New World Challenges Old Global Wine Wars: New World Challenges Old This case describes the global development of wine industry, and how new world wine players occupied the global market share from old world wine producer gradually. It is very interesting that author selected the Britain as the sample stage for the battle between the new world wine campaign and the traditional campaign. Nowadays, in the â€Å"Old World† countries of Europe, where the bulk of the volume is still produced, this is of great concern. However, consumers, especially younger drinkers, prefer the high quality wine from famous brands which are imported into Europe by the â€Å"New World† player, and the growth rate is at average10% per annum over the last decade. In new wine world, Chile has dominated the South American wine world and Argentina is facing this challenge of losing the number one position in South America, and is impacted much on market share dramatically. We will write a custom essay sample on Global Wine Wars or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page Maybe the structure of new world wine industry could be renewed. The competition seems to be more fiercely. Increasing number of producers enhances their capacity to cater to the marketing demand. However, the growth of demand today cannot catch up with the increase of wine production. EC predicts that there will be as much as 15% of Europe’s wine production surplus to requirement in the future 5 years. This case focuses on the wine battle in Britain. The UK is the largest importer of wine (by value) in the world and a high per capita consumption of wine, but more and more wine consumed in Britain is imported from other countries, because it is usually hard to grow the good grape to produce wine in Britain due to the local unsuitable weather. But the British wine market is fragment, and top three players occupy the 17% of market share. Political. The new players who want to enter the British market       are affected by government regulation of wine and high import       duties applicable. Even high import duties and taxed to be       paid, but whatever new world wine or traditional wine would       rather to open the British due to the popular wine market. Economy. The Britain is a developed country, with the world’s       sixth largest economy by nominal GDP and the seventh largest       by purchasing power parity. Today, Britain tends to develop       to service and energy industry from manufacture. The quantities       of wine produced locally are very limited compared to the       volumes consumed. The Britain wine market generated total       revenues of $20 billion in 2008, and annual average growth       rate of 2. 1% for the period from 2004 to 2008. CAGR forecasts       that the performance of the market will decelerate with the       rate of 0. 6% for the next five years from 2009-2013 accompanying       with the downturn economy. Moreover, the volume of market       drop down dramatically in 2008 due to the bad economy, here       is a chart about the change of market volume from 2004-2008. {draw:frame} Demographic. Wine is consumed by 60. 8% of the total UK adult       population. As the research from CAGR in 2008, more than 81%       British like drinking still wine, following by fortified       wine (9. 4%) and champagne (7. 2%), and only less than 2% people       consumed sparkling wine. Culture. In the UK, the population has long traditions of       wine drinking. Historically wine was not embedded in the       culinary culture of most other social groups as there were       no local/regional production-beer and dicer-being the       dominant beverages. However, as wine consumption has now       become embedded into the culture of many UK adults. From the external analysis, the choice to invest more in the Britain is the correct global expansion strategies for the old world and the new world wine players. However, there is a big different performance between two campaigns. Old world wine players lose their market share gradually, while the new world wine players gain the market share bigger and bigger annually. It is forecasted that the new world wine players will finally replace the old world wine position among the customers, although the old world wine has the first moving in advantage. Why and what could lead this kind result? SWOT can tell everything about it. (Table below)   From the SWOT analysis, it is obviously to have more downturns for the â€Å"old world† than the â€Å"new world†, and it appears that the â€Å"old world† should reform their philosophy for global marketing strategies. The â€Å"old world† should put the fragments of production together to reduce the operation cost and grow the speed of marketing response. Then, the big issue for them is broad brand, the â€Å"old world† need to do a lot on marketing research and create their more famous brand by market segment. The last is how to deal with the contradiction between tradition and quality. I think the best choice is joint venture or outsourcing. The â€Å"old world† players can cooperate with local companies in marketing section, or outsource to them completely. This method for the â€Å"old world† could not only avoid the weakness of marketing but also continue to focus on the tradition. In this case, I can see that whatever the advantages are, companies should continue improving their skills and strategies to adapt the requirements from customers and market. Like new world wine player, the companies need to focus on research on marketing firstly, and then make distinct policy to various levels of consumers. At the same time, the new entrant has to own their unique way to gain market share and learn the traditional skill from the maturity companies. Australia is a very good example for this concept. Specialized brand built is a key to open the British market, which minimized the barrier of recognition, and the centralized company structure is the foundation of succeed, which could reduce the cost for operation and strategies. The only risk for this battle is that producer could overemphasize the brand and price and lost the tradition that quality is number one. I think the current wine association can adjust their manual to avoid this situation. However, whatever the final winner is, the beneficiaries are always consumers. The wine battle could bring low cost wine, various brand, good quality and service. Moreover, the most important is customer could taste many kind of wine to spend their life comfortably, although it cannot be imagined several centuries ago. Questions: Is the old wine players rebound from the bottom to fight with       the â€Å"new world† easily? Is it possible to combine the â€Å"old world† and â€Å"new world† to       become new type operation model, which distinct from the       old and the new? References: _Alta Smith and Brad Smith. (Sep. 2007). â€Å"Old world wines in the new world†. _   Restaurant hospitality. (Nov. 2007). â€Å"New trends in international wines†. Corey M. Reardon. (Oct. 2006). â€Å"The changing World of Wine†. Robert D. Tollison. (Apr. 2007). â€Å" old wine, new wine†. Industry profile. (July 2009). â€Å"Wine in United Kingdom†.

Monday, November 25, 2019

Help with Essays in English for International Students at a Budget-Friendly Cost

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Thursday, November 21, 2019

Activity Report Essay Example | Topics and Well Written Essays - 250 words - 1

Activity Report - Essay Example Time is an important aspect of any project as it dictates the amount of resource used and the time within which services can be accessed. Optimally, the project will require two months and one week for completion. To achieve this, independent activities of the project will run parallel while dependent activities will run one after the other. Running the programs parallel will ensure that we follow the critical path and the project is complete within the shortest time. However, we anticipate a number of challenges while implementing this project. To begin with, the expect user difficulties in using this software. For instance, the users may face the challenges of working with a new mail system. To ensure that the project is successful, the project team will train all the employees on how to use the system, and the technical staff will handle the specific challenges that arise thereafter. Intensive training will ensure that all employees can safely work with software and that they can learn it as quick as possible (Smith, David, Kelly and Nowacki 45). In addition, we anticipate that a number of errors will arise during the implementation stage. The software team will monitor the process to correct all software errors as soon as they arise. In this light, we believe that the project will roll out in a smooth manner and will have optimal benefits to the organization. On the other hand, it is recommendable that the employees co-work with the implementation team so that they learn any arising issues as soon as possible. In addition, it is recommendable that the management team co-works with the software development team to foresee any challenges for correction before implementing the project. On this ground, we invite the corporate board to grant this project as part of its commitment to development the information technology system in the

Wednesday, November 20, 2019

Culture, Behaviour and Management in field of Construction Project Essay

Culture, Behaviour and Management in field of Construction Project Management - Essay Example The potential effectiveness of these ideologies is tested through the London Olympics 2012 construction projects. It is proved that such ideologies can be effective in the construction industry but only the terms that they are appropriately supported in all their aspects. 1. Introduction In the last decade, the rapid expansion of globalisation in countries worldwide has caused a series of changes in traditional organizational practices and frameworks. It is in the context of this trend that the recent credit crisis appeared. The specific crisis has been related to a series of mind-sets and ideologies. In this way, the management of the effects of the credit crisis is not an issue of organizational practices but rather of ideologies and behaviour. The role of mind-sets and ideologies in the development of the recent credit crisis is examined in this paper; emphasis is given on the potential use of these mind-sets for handling the effects of the crisis on the UK construction industry. The construction projects of the London Olympics 2012 are used as indicative examples for highlighting the potential value of mind-sets in handling problems related to the financial crisis – especially cultural and behavioural problems. ... It is recommended that project managers involved in the particular construction projects – those related to London Olympics 2012 – emphasize more on the use of mind-sets for resolving the cultural and behavioural problems of these projects. At the next level, these practices could benefit the construction projects developed in markets with different characteristics, such as the Thai market. 2. An explanation of the recent ‘credit crisis’ taking the perspective of ‘ideologies and mindsets’ to account for the phenomenon. The recent credit crisis proved the inability of leaders in organizations of all industries to take the necessary measures for increasing the strength of their firm towards the market pressures. As noted in the study of Dotlich et al. (2009) in order to be able to face the developments in the global market, modern leaders should ‘develop four mind-sets: a) a global mind-set, b) an innovation mind-set, c) a virtual mind-set and d) a collaborative mind-set’ (Dotlich et al. 2009, p.36). The above mind-sets could be further explained as follows: a) the first (global) mind-set would help leaders to understand the conditions in the global market and set the appropriate strategic priorities, aiming to help their firm improve its position in the international market, b) the innovation mind-set would refer to leaders who are able to identify and promote creative ideas; these ideas could help organizations to increase their competitiveness or, at least, to avoid major losses in periods of severe crises, like the recent one, c) the virtual mind-set refers to leaders who are able to communicate effectively with external providers established in other countries worldwide (Dotlich et al. 2009, p.36), d) the collaborative mind-set reflects the leader

Monday, November 18, 2019

Responsible business Essay Example | Topics and Well Written Essays - 2000 words

Responsible business - Essay Example The concept of ethical business will be explained using a real-life example from a business that shows the perfect application of ethical business practices. This will help in developing the theme of how organizations create and implement ethical practices in the workplace. Additionally, the effect of ethical behaviour affects the behaviour of organizations and the society in general. This will be followed by an analysis of the role of the government in approaching responsible business. Responsible Business From definition, a responsible business performs actions that are strategic, comprehensive and connect with all the players in the industry. This model describes a way of acting on decisions and problems in a systematic and connected way. This approach also enlightens the leaders of the organization, including the board of directors, the team that deals with the customers, the government and non-for profits organizations (Pohl & Tolhurst, 2010). According to the tenets of responsi ble business, apart from making profits, an organization should also encourage practices that reflect ethical, social and environmental goals. This can be done by the employing business practices considered responsible by the society. For example, the provision of safe and healthy working environments for employees, being an equal opportunity employer, avoiding inequality and injustice in the organization, and avoiding bullying, harassment or discrimination in the workplace (Sanford, 2011). This can be done by setting organizational policies and cultures that reflect the factors mentioned above and ensuring that the employees and management follow these policies. Additionally, societal and environmental concerns are applied when the policies that guide the organization are made, which is mainly done to influence other stakeholders in a business. Reducing risks faced in the working environment also makes up part of the responsible business model, for example, by reducing the environm ental and health risks faced by employees in the organization. Additionally, the organization should also work to ensure that risks that its operations pose to the society and community are reduced through the use of responsible work technologies and procedures (Smith, 2010). The term responsible business covers a wide range of factors, and some of the concepts that it encompasses are CSR, ethics, business sustainability and social considerations. The application of these factors ensures that a business’s operations are considered responsible. Responsible businesses adhere to these practices in order to ensure that it continues with profitable ventures in the community and follows the ethical codes dictated by the society. Another concept that is similar to responsible business is corporate social responsibility (CSR), which refers to the analysis of an organization’s duties and how its actions degrades or uplifts the community in which it operates (Kotler & Lee, 2011) . Another factor that relates to responsible business is ethical business. A distinction between a sustainable and ethical business is that a business that places emphasis on a specific code of conduct is referred to as an ethical business, while a sustainable business is one that is able to continue operations through sustainable trading. Ethical Business Ethics is one of the issues make up an individual’s personality, makes the basis for behaviour, morals and

Friday, November 15, 2019

Skills Of A Manager Three Essential Skills Or Competencies Business Essay

Skills Of A Manager Three Essential Skills Or Competencies Business Essay A managers job is varied and complex. Managers need certain skills to perform the duties and activities associated with being a manager A mark of a good leader is to be able to provide consistent motivation to his team encouraging them to attain excellence and quality in their performance. A good leader is always looking for ways to improve production and standards. Here are six management skills you can develop as a leader in working to create a quality effective team The three essential skills or competencies are: 1. Technical skills involve process or technique knowledge and proficiency in a certain specialized field, such as engineering, computers, accounting, or manufacturing. These skills are more important at lower levels of management since these managers are dealing with employees doing the organizations work. The technical skill involves the managers understanding of the nature of job that people under him have to perform. It refers to a persons knowledge and proficiency in any type of process or technique. In a production department, this would mean an understanding of the technicalities of the process of production. Whereas this type of skill and competence seems to be more important at the lower levels of management, its relative importance as a part of the managerial role diminishes as the manager moves to higher positions. In higher functional positions, such as the position of a marketing manager or production manager, the conceptual component, related to these functional areas becomes more important and the technical component becomes less important and the technical component becomes less important. 2. Human Skills involve the ability to interact effectively with people. Managers interact and cooperate with employees. Because managers deal directly with people, this skill is crucial. Managers with good human skills re bale to get best out of their people. They know how to communicate, motivate, lead, and inspire enthusiasm and trust. These skills are equally important at all levels of management. Human skills are also the ability to interact effectively with people at all levels. This skill develops in the manager sufficient ability. a) To recognize the feelings and sentiments of others b) To judge the possible reactions to, and outcomes of various courses of action he may undertake and c) To examine his own concepts and values this may enable him to develop more useful attitudes about himself. 3. Conceptual Skills- involve the formulation of ideas, conceptualization about abstract and complex situations. Managers understand abstract relationships, develop ideas and solve problems creatively. Using these skills, managers must be able to see the organization as a whole. They have to understand the relationships among various subunits, and visualize how organization fits into its border environment. These skills are most important at the top management levels. Conceptual skills refer to the ability of a manager to take a broad and farsighted view of the organization and its future, his ability to think in abstract, his ability to analyze the forces working in a situation, his creative and innovative ability and his ability to assess the environment and the changes taking place in it. In short, it is his ability to conceptualize the environment, the organization, and his won job, so that he can set appropriate goals for his organization, for himself and for his team. This skill seems to increase in importance as a manager move up to higher positions of responsibility in the organization. Thus, technical skill deals with things, human skills concerns people, and conceptual-skill has to do with ideas. A manager is responsible for the successful implementation of management skills. A good manager needs to adhere to the basic management principles and exhibit the basic management skills in his/her personality. Basic Management Skills 1. Leadership: This is one of the most important management skills. Leadership comprises of the efficient organization of the resources in achieving a company goal. Leadership involves the management of human resources with an assessment of the strengths and weaknesses of each member of the team. It is about leading the people and guiding them towards the accomplishment of a common goal. Leadership includes a just allocation of work to the resources, planning of the implementation of tasks assigned and helping the team with task completion. 2. Team Building: This is another basic management skill that includes dealing with people, the most important asset of an organization. Encouraging the team members to speak up, come up with ideas and allowing them to make mistakes and learn from them can be described as a team building skill. To build a team, one needs to foster the team spirit in all of the team members. For the team to feel motivated to work, it is important for a manager to cater to their expectations, recognize their strengths and understand where they lack. The building of a team is about building the team spirit in members and maintaining it. The skill lies in knowing the team and encouraging them to take initiative and enthusiastically participate in every venture of the company. 3. Communication and Presentation Skills: After having achieved the knowledge of a certain domain and on having imbibed the technical skills and more importantly self-confidence needed to be a manager, what one may lack are the soft skills, which are equally important in management. The soft skills encompass the communication and presentation skills. A manager should be open to his/her team. A manager should be able to accept constructive criticism. It is important for the manager to communicate his/her plans to the team and accept the team members inputs on the plan of action. Communication is a two-way activity and for it to remain so, a manager needs to possess listening skills. They help a manager understand his/her team members, invite their participation and earn their regard. Good presentation skills help a manager impressively communicate with the team. How you communicate? is as important as what you communicate? So, the presentation skills definitely matter. 4. Decision-making Skill: Many a time, quick decisions have to be made. In such cases it becomes necessary for a manager to grasp the situation, think about what can be done and thoughtfully analyze the consequences of the decision to be made. A problem-solving approach is also considered as one of the basic management skills. To look at a situation analytically, one needs to bear a problem-solving approach. One needs to reason every consequence and come up with the pros and cons of the decision. A manager needs to be a quick thinker. For taking the right decision, one cannot afford to panic. One has to keep his/her cool, be aware of the results of the decisions and be prepared for them. A manager can get opportunities to celebrate a business success. But it is equally probable that a manager is forced to handle the consequences of a wrong decision. Hence while it is necessary to distinguish between the right and the wrong, it is also necessary to be ready to accept the wrongs and deal with them. In short management skills are about making the right decisions and getting them executed by the right people. Thus, management skills are indeed all those things that effective management professionals do! Management Skills A Manager must utilize skills to effectively organize the team, to achieve a successful goal, in the least amount of time, and cost. Management skills are learned in school, by experience, and information gathered from   employees that worked with managers. A manager knows how to lead the team, but never be a dictator Listed below are management skills: Recruit and Interview: Managers recruit and interview the best candidates for the organization. Matching the education, experience, and knowledge, for a specific job. Letting each candidate know, what are the expectations, and receiving any suggestions. Organization: Organizing the team to achieve a specific goal. Delegating each team member, to an assigned task. Remembering, never to over extend responsibilities to one person. Always, having the confidence and giving respect to each member. Budget: Managing a budget is critically important for the financial integrity of any project. Under budgeting a project, may undermine the ability to get the project done on time or failure. Managing a project that is under budget, certainly is most desirable for the cost savings. Motivation: Managers can motivate their staff by praise and incentives, to create a friendly working environment, and having diligent employees, that are less likely to resign. Ethics: Managers should uphold business ethics. Disregarding ethical standards can ruin the reputation of a manager and the loss of respect earned from his employees, and clients. Ethics can be learned, but honesty comes from the heart 8 WAYS TO IMPROVE YOUR MANAGERIAL SKILLS Each year, thousands of people make the switch from staff engineer or scientist to manager. And, although many of us look forward to the change, we find it frustrating once we get there. When we were engineers, we were rewarded for our technical skills and labors in direct proportion to what we accomplished. But now, as a manager, our success is measured not by our own output hut by the output and productivity of the people we supervise. And that sense of not being in direct control can be a frustrating feeling. Fortunately, working with others and getting them to give you their best can be just as rewarding as technical accomplishments . . . once you get the hang of it. Here are eight tips that will help you to manage and to guide your people more effectively. The Human Touch The most valuable qualities you can develop within yourself are patience, kindness, and consideration for other people. Although machines and chemicals dont care whether you scream and curse at them, people do. Your subordinates are not just engineers, scientists, administrators, clerks, and programmers theyre people, first and foremost. People with families and friends, likes and dislikes. People with feelings. Respect them as people and youll get their respect and loyalty in return. But treat them coldly and impersonally and they will lose motivation to perform for you. Corny as it sounds, the Golden Rule Do unto others as you would have others do unto you à ¢Ã¢â€š ¬Ã¢â‚¬Ëœis a sound, proven management principle. The next time youre about to discipline a worker or voice your displeasure, ask yourself, Would I like to be spoken to the way Im thinking of speaking to him or her? Give your people the same kindness and consideration that you would want to receive if you were in their place. Dont Be Overly Critical As a manager, its part of your job to keep your people on the right track. And that involves pointing out errors and telling them where theyve gone wrong. But some managers are overly critical. Theyre not happy unless they are criticizing. They rarely accomplish much or take on anything new themselves, but they are only too happy to tell others where they went wrong, why theyre doing it incorrectly, and why they could do the job better. Dont be this type of person. Chances are, you have more knowledge and experience in your field than a good many of the people you supervise. But thats why the company made you the boss! Your job is to guide and teach these people not to yell or nit-pick or show them how dumb they are compared to you. Mary Kay Ash, founder and director of Mary Kay Cosmetics, says that successful managers encourage their people instead of criticizing them. Forget their mistakes, she advises, and zero in on one small thing they do right. Praise them and theyll do more things right and discover talents and abilities they never realized they had. Let Them Fail Of course, to follow through on Mary Kays advice, youve got to let your people make some mistakes. Does this shock you? Im not surprised. Most workers expect to be punished for every mistake. Most managers think its a black eye on their record when an employee goofs. But successful managers know that the best way for their people to learn and grow is through experience and that means taking chances and making errors. Give your people the chance to try new skills or tasks without a supervisor looking over their shoulders but only on smaller, less crucial projects. That way, mistakes wont hurt the company and can quickly and easily be corrected. On major projects, where performance is critical, youll want to give as much supervision as is needed to ensure successful completion of the task. Be Available Have you ever been enthusiastic about a project, only to find yourself stuck, unable to continue, while you waited for someone higher up to check your work before giving the go ahead for the next phase? Few things dampen employee motivation more than management inattention. As a manager, you have a million things to worry about besides the report sitting in your mailbox, waiting for your approval. But to the person who wrote that report, each days delay causes frustration, anger, worry, and insecurity. So, although youve got a lot to do, give your first attention to approving, reviewing, and okaying projects in progress. If employees stop by to ask a question or discuss a project, invite them to sit down for a few minutes. If youre pressed for time, set up an appointment for later that day, and keep it. This will let your people know you are genuinely interested in them. And thats something theyll really appreciate. Improve the Workplace People are most productive when they have the right tools and work in pleasant, comfortable surroundings. According to a study by the Buffalo Organization, a comfortable office environment creates an extra $1600 of productivity annually for professionals and managers. Having the right equipment is equally important. One of my clients recently hired a full-time technical writer at a salary of $25,000, but was reluctant to invest $2500 in a word processor for him to use. I explained that, in my experience, a word processor can easily double the productivity of a writer. Therefore, if the writer was expected to produce $25,000 worth of work with a typewriter, he could produce $50,000 with a word processor an extra $25,000 a year in productivity for a $2500 investment! The client bought the computer. Both the company and the writer were delighted with the results. Be aware that you may not be the best judge of what your employees need to do their jobs effectively. Even if youve done the job yourself, someone else may work best with a different set of tools, or in a different setup because each person is different. If your people complain about work conditions, listen. These complaints are usually not made for selfgain, but stem from each workers desire to do the best job possible. And by providing the right equipment or work space, you can achieve enormous increases in output . . . open with a minimal investment. A Personal Interest in People When is the last time you asked your secretary how her son was doing in Little League or how she enjoyed her vacation? Good salespeople know that relating to the customer on a person-to-person level is the fastest way to win friends and sales. Yet many technical managers remain aloof and avoid conversation that does not relate directly to business. Why? Perhaps its because engineers are more comfortable with equations and inanimate objects than with people, and feel uncomfortable in social situations. But just as a salesperson wants to get to know his customer, you can benefit by showing a little personal interest in your people their problems, family life, health, and hobbies. This doesnt have to be insincere or overdone just the type of routine conversation that should naturally pass between people who work closely. If youve been ignoring your employees, get into the habit of taking a few minutes every week (or every day) to say hello and chat for a minute or two If an employee has a personal problem affecting his mood or performance, try to find out what it is and how you might help. Send a card or small gift on important occasions and holidays, such as a 10th anniversary with the firm or a birthday. Often, it is the little things we do for people (such as letting workers with long commutes leave early on a snowy day, or springing for dinner when overtime is required) that determine their loyally to you. Be Open to Ideas You may think the sign of a good manager is to have a department where everybody is busy at work on their assigned tasks. But if your people are merely doing their jobs, theyre only working at about half their potential. A truly productive department is one in which every employee is actively thinking of better, more efficient methods of working ways in which to produce a higher quality product. in less time, at lower cost. To get this kind of innovation from your people, you have to be receptive to new ideas; whats more, you have to encourage your people to produce new ideas. Incentives are one way you can offer a cash bonus, time off, a gift. But a more po ­tent form of motivation is simply the employees knowing that management does listen and does put employee suggestions and ideas to work. Quality Circles, used by Westinghouse and other major firms, are one way of putting this into action The old standby, the suggestion box. is another time tested method. And when you listen to new ideas, be open minded. Dont shoot down a suggestion before youve heard it in full. Many of us are too quick, too eager, to show off our own experience and knowledge and say that something wont work because weve tried it before or we dont do it that way. Well, maybe you did try it before, but that doesnt mean it wont work now. And having done things a certain way in the past doesnt mean youve necessarily been doing them the best way. A good manager is open-minded and receptive to new ideas. Give Your People a Place to Go If a worker doesnt have a place to go a position to aspire to, a promotion to work toward then his job is a dead end. And dead-end workers are usually bored, unhappy, and unproductive. Organize your department so that everyone has opportunity for advancement, so that there is a logical progression up the ladder in terms of title, responsibility, status, and pay. If this isnt possible because your department is too small, perhaps that progression must inevitably lead to jobs outside the department. If so, dont hold people back; instead, encourage them to aim for these goals so that they will put forth their best efforts during all the years they are with you. Planning and Controlling Planning The process of setting goals, developing strategies, and outlining tasks and schedules to accomplish the goals. Controlling Management control describes the means by which the actions of individuals or groups within an organization are constrained to perform certain actions while avoiding other actions in an effort to achieve organizational goals. Management control falls into two broad categories-regulative and normative controls-but within these categories are several types. Planning and controlling are two separate fuctions of management, yet they are closely related. The scope of activities if both are overlapping to each other. Without the basis of planning, controlling activities becomes baseless and without controlling, planning becomes a meaningless exercise. In absense of controlling, no purpose can be served by. Therefore, planning and controlling reinforce each other. According to Billy Goetz, Relationship between the two can be summarized in the following points Planning preceeds controlling and controlling succeeds planning. Planning and controlling are inseperable functions of management. Activities are put on rails by planning and they are kept at right place through controlling. The process of planning and controlling works on Systems Approach which is as follows : Planning  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã¢â‚¬  Ã¢â‚¬â„¢Ã‚  Ã‚  Ã‚  Ã‚  Results  Ã‚  Ã‚  Ã‚  Ãƒ ¢Ã¢â‚¬  Ã¢â‚¬â„¢Ã‚  Ã‚  Ã‚  Ã‚  Corrective Action Planning and controlling are integral parts of an organization as both are important for smooth running of an enterprise. Planning and controlling reinforce each other. Each drives the other function of management. In the present dynamic environment which affects the organization, the strong relationship between the two is very critical and important. In the present day environment, it is quite likely that planning fails due to some unforeseen events. There controlling comes to the rescue. Once controlling is done effectively, it give us stimulus to make better plans. Therefore, planning and controlling are in separate functions of a business enterprise. Types of Plan A business plan is basically a road map to success for your business. Many individuals have great ideas for businesses, but can never get that business off of the ground. A business plan details all of the facets of a business and explains how it will be successful. If you are thinking of beginning a business, start with a business plan. There a few different types of business plans; as a business owner, you should use these as a guide to thinking about how to make your business work Feasibility Plan A feasibility plan should be the first thing you complete. This outlines the chances that a start-up venture will be successful. It should detail the money needed for the start-up, regular expenses and the price of offered goods and services. Essentially, it examines whether the venture is worth pursuing. Start-Up Plan This is the most common type of business plan. A start-up plan details all of the things you need to do to begin the business. It should cover many details, including the products or services that youll be providing, the marketing strategies you plan to employ, the team or employees that you will be using and a financial analysishow you plan to pay for all of it. Answering these questions can help you think more in-depth about your business venture and put a plan in action. Strategic Plan A strategic plan deals with the strategy you plan to employ for a certain project. Perhaps you plan to launch a new product or offer a new service. Perhaps you want to lower your marketing budget, or restructure the company. This can all be done with a strategy plan, where you brainstorm how a project can be done. Growth Plan A growth plan is necessary for those who own businesses that are moderately successful, and who are ready for the next level: growth. A growth plan details how the business will grow. It gives a target date or a basic itinerary for the projected growth period, and details how that growth will take place: perhaps through aggressive marketing, more investors or better production. Operations Plan An operations plan is an internal plan that is usually not meant for investors or clients, but for the owner and employees only. This should detail how the business is meant to run. It can include upcoming projects, events and milestones for the business. It can also detail different employees responsibilities. Long Term Plan A long-term planning for MIS is essential as its focus is strategic in nature, and are long term in nature and hence its development and budgeting has to be planeed for if MIS is to be used and expanded but some parts are also medium term as in tactical, and short term as in operational. Without a long term plan integrating MIS of all three levels is difficult. Since business plan are by nature long term, its integration with MIS and its support to strategic nature is also long term. MIS is very much part of a business operation as it is like any long term assets, such as building and equipment. Without infomation or MIS, a transaction, plans required to managed becomes very difficult to compete in todays world without information. Short Term Plan In real world business terms, short term plans are plan made to last anywhere between 3 and 12 months. Medium term plans can be between 1 and 3 to 5 years. In general, a plan with a planning horizon of five years or less. Also called short range plan. Single-Use Plans Single-use plans   are   essentially   one-time   use   plans having a specific goal or objective. They may run for a few days or last several years. Projects, programs, and budgets are commonly thought of as single-use plans. Planning is looking ahead and controlling is looking back Standing Plans Standing plans consist of policies,   procedures,   and regulations. They exist to guide you in the absence of higher authority. They enable you to make rational, informed, consistent decisions and plans   without constantly   Ã‚  consulting   Ã‚  higher   Ã‚  levels   Ã‚  of   Ã‚  command. Standing plans exist until canceled or changed by higher authority Planning is looking ahesd and controlling os looking back Planning is Looking Ahead is true because it contributes heavily to success and gives us some control over the future. By, planning we set aside our tasks and deadlines so we can enlarge our mental focus and seeing the bigger picture. By, planning we can set our Personal or organizational goals and for this defiantly we have to look ahead. But, Planning is not ending with such strategies or guidelines. It has relation with Implementation and controls. Because plans are not always proceed as conceived. The control process measures progress towards goal attainment and indicate corrective action if too much deviation is detected. Controlling investigates whether planning was successful. Controlling referred to as terminal management function, takes place after the other functions have been completed. And for this process we have to look back and have to analyze the performance of our planning, organizing and leading. And therefore we have to look back also. So, yes we can say Control is looking back for Investigation, Analysis, and Understandings and for checking our effectiveness and efficiency. Types of Control Regulative Controls Normative Controls Bureaucratic Controls Team Norms Financial Controls Organizational Cultural Norms Quality Controls The following section addresses regulative controls including bureaucratic controls, financial controls, and quality controls. The second section addresses normative controls including team norms and organization cultural norms. REGULATIVE CONTROLS Regulative controls stem from standing policies and standard operating procedures, leading some to criticize regulative controls as outdated and counter-productive. As organizations have become more flexible in recent years by flattening organizational hierarchies, expanding organizational boundaries to include suppliers in inventory management and customers in new product development, forging cooperative alliances with competitors, and developing virtual organizations in which employees are geographically dispersed and may meet only a few time each year, critics point out that regulative controls may prevent rather promote goal attainment. There is some truth to this. Customer service representatives at Holiday Inn are limited in the extent to which they can correct mistakes involving guests. They can move guests to a different room if there is excessive noise in the room next to the guests room. In some instances, guests may get a gift certificate for an additional night at another Holiday Inn if they have had a particularly bad experience. In contrast, customer service representatives at Tokyos Marriott Inn have the latitude to take up to $500 off a customers bill to solve complaints. The actions of customer service representatives at both Holiday Inn and Marriott Inn must follow policies and procedures, yet those at Marriott are likely to feel less constrained and more empowered by Marriotts policies and procedures compared to Holiday Inn customer service representatives. The key in terms of management control is matching regulative controls such as policies and procedures with organizational goals such as customer satisfaction. Each of the three types of regulative controls discussed in the next few paragraphs has the potential to align or misalign organizational goals with regulative controls. The challenge for managers is striking the right balance between too much control and too little. BUREAUCRATIC CONTROLS Bureaucratic controls stem from lines of authority and this authority comes with ones position in the organizational hierarchy. The higher up the chain of command, the more an individual will have authority to dictate policies and procedures. Bureaucratic controls have gotten a bad name and often rightfully so. Organizations placing too much reliance on chain of command authority relationships inhibit flexibility to deal with unexpected events. However, there are ways managers can build flexibility into policies and procedures that make bureaucracies as flexible and able to quickly respond to customer problems as any other form of organizational control. Consider how hospitals, for example, are structured along hierarchical lines of authority. Table 2 Definition and Examples of Regulative Controls Type of Regulative Control Definition Example Bureaucratic Controls Policies and operating procedures Employee handbook Financial Controls Key financial targets Return on investment Quality Controls Acceptable levels of product or process variation Defects per million The Board of Directors is at the top, followed by the CEO and then the Medical Director. Below these top executives are vice presidents with responsibility for overseeing various hospital functions such as human resources, medical records, surgery, and intensive care units. The chain of command in hospitals is clear; a nurse, for example, would not dare increase the dosage of a heart medication to a patient in an intensive care unit without a physicians order. Clearly, this has the potential to slow reaction times-physicians sometimes spread their time across hospital rounds for two or three hospitals and also their individual office practice. Yet, it is the nurses and other direct care providers who have the most contact with patients and are in the best position to rapidly respond to changes in a patients condition. The question bureaucratic controls must address is: How can the chain of command be preserved while also building flexibility and quick response times into the system? One way is through standard operating procedures that delegate responsibility downward. Some hospital respiratory therapy departments, for example, have developed standard operating procedures (in health care terms, therapist-driven protocols or TDPs) with input fro