Knowledge Management is not Achievable in Large Complex Organizations Essay

Knowledge Management is not Achievable in Large Complex Organizations - Essay Example As the report stresses KM is an important issue for international management, yet there is a considerable confusion as to what constitutes organizational knowledge, whether it can be systematically managed and how. Matters related to incorporation of an organizational and technological mechanism so as to facilitate knowledge management in complex organizations need to be resolved. Experts are also of the opinion that Knowledge Management does not belong to one particular area. From the discussion it is clear people from different disciplines are working on it. A number of people have realized the value of measuring intellectual assets, thereby recognizing the importance of knowledge management as a competitive asset. As a result, many companies have considerably invested in knowledge projects, which range from setting up an intranet using team oriented software, mentoring, chalking out personal development plans to information sharing. Some researchers has claimed that at times, the problems for implementation of knowledge management lies in ways in which the processes and systems for knowledge creation are being developed separately without considering the organization’s social systems. Rather than being a process problem, communication and learning issues are more likely due to poor knowledge creation from a new system. The adoption of this tool would be important in protecting intellectual assets and cultural barriers.

Colombia Essay Example | Topics and Well Written Essays - 750 words

Colombia - Essay Example Colombia is already the 21st largest market for the export activities for the U.S. And now since the approval of U.S.-Colombia Trade Promotion Agreement by the President of United States Of America, Barack Obama, it is most certain that the existing trading opportunities will increase even more significantly. This agreement ensures that the U.S. interests will be protected while upholding the rule of law in Colombia. Colombia is a very risk adverse country, thus while it will feel no threat to its legal structure and culture, it will help reduce the trade barriers, creating a more stable environment that will lead to cheaper and easier export of products and services for the U.S. traders. According to the statistics stated by export.gov, the U.S. international Trade Commission is forecasting an increase of U.S. GDP by nearly $2.5 billion and U.S. merchandise exports by almost $1.1 billion, because of the probable elimination of tariffs and related encumbrances in Colombia. According to an estimate almost 80% of the export of consumer and industrial products will become duty free and the remaining tariffs will be distributed over a period of 10 years. Especially after the estimated cost of duties of $70 million, from 2008 to 2010, these reductions of charges will significantly lower our costs of trading thus guaranteeing that our products will be distributed on a more cost effective basis and in this way we can focus on a larger distribution plan for our chocolate products in Colombia’s market base. Colombia has signed agreements with EU in 2008 along with many other countries, some of which include Canada, Chile, El Salvador, Mexico and Guatemala. So after the implementation of its agreement, the exporters of EU are expected to enjoy a benefit of 4.1% average tariff over the U.S. exporters, but if the U.S. Colombia TPA is brought into action at the same time it will give us an advantage of 1.7% tariff over the EU. So it’s clear that as soon as the se policies are implemented, we will have an advantage over other potential global competitors in the form of cost effectiveness, this way we will be able to focus on our distribution and marketing plans rather than fretting over our unavoidable costs relating to our export. Custom procedures have also been simplified except the fact that the imports are kept in holding for sometime before released, consequentially we will have to make sure that our products are able to survive without refrigerators for a few days Colombia has a population of 45 million. Its largest cities are Bogota D.C. Medellin, Cali, Barranquilla and Cartagena. So we will be focusing on them initially. It has two legislative houses: Senate and the House of Representatives. The president, who is elected only for a single term of four years, is both the chief of state and the head of government. So while we are there we will have to follow the policies accordingly so as to not jeopardize our relations with the gov ernment. The main language of the country is Spanish. Many business people have the understanding of English language but as it is not that widely understood or spoken so we will have to make sure that the labels of our chocolate products read in Spanish. 95% of the population is Roman Catholic but freedom of religion is guaranteed. The people are highly ambitious and status oriented. But the culture as a whole is yet collectivist rather than individualistic. People are very loyal to their own communities or groups and highly competitive towards other social classes. And the more they are tied to highly stabilized and influential corporative groups, as a reward to their performance, the more favors and benefits they can derive from the community. Socially,

Balanced Scorecard in Performance Management Research Paper

Balanced Scorecard in Performance Management - Research Paper Example The concept of balanced scorecard was initiated by Kalpan and Norton at the beginning of 1990. The balanced scorecard is a strategic management tool used by organizations for the purpose of measuring their performance. While measuring the performance level it considers factors such as employee knowledge, customer satisfaction, and innovation of the company (Cambridge Dictionaries Online, n.d.). It provides ways to the organizations for balancing strategic priorities and other associated factors such as customers, finances, processes and people. The balanced scorecard also ensures that the performance standards at both individual and organizational level remain balanced (Houldsworth & Jirasinghe, 2006, p.143). It not only offers a framework for performance measurement but also enables planners to discover what must be accomplished and measured. A number of companies have therefore incorporated balanced scorecard into their system of operation, so as to facilitate effective and well-or ganized performance measurement system. These organizations with the help of performance management have been able to align their strategies & visions with the business objectives. In the context of the study, Boston Scientific Corporation has been chosen to assess how balanced scorecard can be utilized for optimal organizational performance. Hence before getting into a further discussion, a brief introduction of the organization has been presented in the next half of the project. Boston Scientific Corporation: A Brief Overview Boston Scientific Corporation manufactures and markets medical devices. The company was founded in the year 1979 and has its present base of operations in Natick, Massachusetts (Boston scientific, n.d.). Boston Scientific Corporation or BSC was founded by John Abele.  

Critical Response of an image Essay Example for Free

Critical Response of an image Essay Advertisement is a notice or announcement in a public medium promoting a product, service, or event or publicizing. It is also bringing into awareness a new product or idea. Advertising generally tries to sell the things that consumers want even if they should not wish for them. Advertising things that consumers do not need for is not effective use of the advertiser’s money. A majority of what advertisers sell consists of customer items like food, clothing, cars and services†¦ things that people desire to have. On the other hand it is believed by some advertising experts that the greatest influence in advertising happens in choosing a brand at the point of sale. Advertising appeals to consumers through common images; the logo used is well-designed and there is a clear separation of art from commerce. Advertisers use these iconic images to appeal to consumers since they symbolize or stand directly for something. The image for MacDonald’s symbolizes its quality. Therefore, advertisers use these images to communicate much more than words, since they seem to convey the message without too much effort. According to McDonald’s website, their mission statement is â€Å"to be our customers favorite place and way to eat. The worldwide operations have been aligned around a global strategy called the Plan to win centering on the five basics of an exceptional customer experience – People, Products, Place, Price and Promotion. It’s committed to improving the operations and enhancing the customers experience. For decades, Macdonald’s has maintained a broad advertising campaign. In addition to the media, the company makes considerable use of signage and billboards, sporting events and coolers of drinks with their logo for all kinds of events In the case of McDonald’s advertising the texts used are effective. They have contributed in attracting targeted clients to the company. The wordings are extremely pleasing and successful at getting the consumers to buy the products. The phrase ‘I’m Lovin’ it’ which is used in one of the advertisements, indicates a piece of advertising that is particularly striking. According to Cross â€Å"propagandas is simply a means of persuasion†, which they have applied that to their place because it is evidently an artistic expression, yet is trying to sell something to the consumers. The company’s effectively is truthful since the business brings in new customers and creates new products. The company released a burger that is low fat, and which targeted adults in response to the consumers’ desire for healthier options. The company has learned from its previous mistakes, like going after the wrong target market of adults instead of young adults. This however, resulted to a turn around strategy, which later led to increase in sale and profits. McDonald’s has managed to implement strategies that satisfy the changing need of the customer. The company, being an international restaurant within the quick service restaurant, requires a very high level of promotional campaigns to remain competitive. This has been so, since some of the most memorable commercials in fast food industry have emerged from this particular company. Effective speaking has contributed to its world-wide expansion and in its listing on the public stock markets. With the expansion of McDonald’s to a worldwide market, the company has become a symbol of globalization. At the same time, it has acted as the spread of the American system of living. Its prominence has also resulted to regular topics of public debates on obesity, business ethics and consumer responsibility. The company also introduced a cafà © style in accompaniment to the restaurant. To accommodate the recent trend of high quality coffee and recognition of coffee shops in general. A number of locations are connected to convenience stores and gas stations, this level of achievement is an indication of effective advertising or else truthful rhetoric. The corporation also earns revenue as an investor in properties, as an operator and franchiser of restaurants. The company’s business model is slightly different from other fast- food chains. In addition, franchising fees and marketing fees are calculated as a proportion of sales. Many researchers, including some writers believe there is a connection between advertisement and harmful behaviors. Some suggest that advertisements affect children negatively especially young women. Lutz argues that the manner in which advertisers modify the meaning of words is able to have a harmful effect on languages and how it is used. The author believes that the relationship amid humans and any form of culture can be complicated. However there is no denial that there is a relationship between behavior and advertising. On the other hand, it is not convincing on the directness and similarity about the relationship between media and advertising. Lutz continues to argue that advertisers use language to imply a great thing about products and services without promising anything at all. With extensive skill, advertisers can create an advertisement that makes us to believe that a particular product is better than it is without having to lie about it. (Lutz, 448) According to Machesney, adverting must build a brand while speaking with one voice. They develop economies in the creative process, while maximizing its local effectiveness and it increases the company’s speed of implementation. It is the key to determining success of the organization. The ability to identify the key of an ad that contributes to its success leads to maximization of the economy of scale. (Machesney, 265) Critics argue that commercialization of all fields of society, increases in consumption and wastes resources; privatization of public space and the negative influence on the lifestyle is due to overrated advertising. Advertising to some extent has contributed tremendously to destroying non-material possessions. Public service adverting is an adverting technique used in promoting goods and services. It is crucial in forming, educating and motivating the public about non commercial issues like conserving energy, deforestation and political ideology. It is an influential and educational tool that is capable of motivating and reaching larger audiences. Adverting justifies its existence when used in the public interest. It is too much a powerful tool to be used for commercial purposes only. Infomercials are televisions commercials with a longer format; they are very useful in creating an impulse purchase, so that the moment the consumer observes the presentation, it is followed by immediate purchase of the product through the advertised toll free number. Infomercials describe, display and frequently demonstrate products and their features. They commonly have testimonials from industry professionals and consumers. According to Williamson, press advertising is an influential means of advertising. It describes advertising in printed medium such as newspapers, journals or magazines. This involves everything from media with a broad readership base. It allows private companies or individuals to purchase a small targeted advertisement at a low fee to advertise their products and services. (Williamson, 255) Celebrity branding is another powerful form of advertising that mainly focuses on using a celebrity popularity to gain recognition for the product. Celebrities are frequently involved in advertising campaigns like televisions or print adverts to advertise general or specific program. This can lead to great success if it is endorsed by various companies, and practiced prudently. Online advertising is the most recent and productive form of advertising. It reaches a massive audience at the same time being affordable, as compared to other mediums. This is achieved by the use of World Wide Web to express the purpose of delivering marketing messages to draw customers.

What Is Critical Reflection Education Essay

What Is Critical Reflection Education Essay In the report first of all to study what is critical reflection, define what is reflection, through to compulsion or voluntarism, employer or individual responsibility, personal and values research the reflection of the role and value. Research how to realize the critical reflection, define what are CPD and PDP. People in certain work environment how to accurately use critical reflection, make critical reflection and CPD, PDP together, through the leadership skills, communication skills and problem solving skills, critical reflection and other aspects of the in-depth analysis. The last, write down my own personal development plan, through the strengths, weakness, opportunity and threats analyze my future development. From the report draw a conclusion. 2.0 Introduction Critical reflection has great value in the areas of personal and professional development. Continuing professional development is a means by which one can maintain a competitive edge in their professional lives (Bourgeois 2011). This should be accompanied by personal development which will include the improvement of ones skill set in order to add value to ones own life as well as their professional life. Reflection involves analyzing our knowledge and experiences critically. Reflective practice is the practical application of the results of reflection. It entails the individual identifying the patterns of thought that have been applied to our previous actions and how they will affect our growth and development going forward (Guralnik 2009). The difference between the two lies in the aim of reflective practice to improve the manner in which you work rather than just understanding it, which is what reflection aims to do. The purpose of reflection and reflective practice is self-understanding and improvement. An individual reflects upon their thoughts and subsequent actions in the workplace with an aim to improve upon them (Welich 2007). By taking part in this process, an individual is then able to understand their own shortcomings and improve them by applying new strategies. These are valuable to both an individual and the organization in which he/she is based. When an individual is able to improve their own actions through reflective practice, it benefits both themselves and their organization (Mintzberg 2009). Self-improvement of individual workers leads them to be more productive and efficient in the work place. This in turn leads to a more productive work place, especially if all the employees within an organization are encouraged to use reflective practice (Baidu 2010). 3.0 Continuing Professional Development (CPD) Continuing professional development can be seen as a direct result of critical reflection. Once one reflects critically on their professional capabilities and goals, then they are able to start the process of CPD. It is important to understand several concepts involved with CPD. There are four stages in the CPD cycle: reflection on practice, planning, action, and evaluation. These four stages take place in a cyclic manner (Slack 2001). Reflection on practice involves an individuals identification of what he or she needs to learn or be able to do in the professional environment. An individual critically reflects on his/her own professional practice (Pyme Administrate Hoy 2010). This will include what is being done right and what requires improvement. Depending on the individuals profession, this may include certain techniques and procedures that have come up within their area of expertise. Planning involves the specific actions that are taken by the individual to learn the things which he or she has identified in the reflection on practice stage. After the specific areas of focus have been identified, then the individual comes up with the best way for him/her to learn. This may be through personal endeavors or by seeking professional assistance e.g. through seminars (.Jummal 1999) At this point, the areas of improvement have been identified and the necessary knowledge acquired. The next stage is action. This involves the implementation of the new knowledge in a professional setting. An individual acquires knowledge that will help improve their professional lives and the application of this knowledge in the work place is important to CPD (Lewis and Green 1998). If what was learned is not applied, then the two aforementioned stages will have been for nothing. The fourth stage is evaluation. This is a reflection on what has been learned as well as its application. The individual can now evaluate what benefits, if any the learned and applied knowledge is benefitting his/her professional practice. They are then able to gauge the success of the effort that they have put towards CPD. The cyclic nature of CPD means that after a while, it will be necessary to begin the process again by reflecting on current practice (Porter 2000). This may overlap with the fourth stage of evaluation. 3.1 CPD paradoxes and dilemmas There are several paradoxes that have been identified in CPD. Have explored these paradoxical concepts through their review of the work as follows: 3.1.1 Compulsion or Voluntarism This applies to whether the pursuit of CPD is voluntary or by compulsion. The reason for CPD is an important factor that contributes towards ones dedication to it (Garner and Boulton 2011). 3.1.2 Employer or Individual Responsibility There is both an individual responsibility as well as one for the employer when it comes to CPD. The employer needs to create an environment that is conducive to CPD (Scales 2011). The individuals responsibility in this case is to pursue CPD within the tenets provided by the employer. Without dedication from both the employer and the individual, CPD cannot successfully occur. 3.1.3 Teaching or Learning When an individual is taught something, they need to be able not only to learn it in theory, but also to apply it in practice. There needs to be a connection between the experiences on the ground and what is taught to the learner, which may not always happen (Megginson and Whitaker 2003) . 3.1.4 Life Purpose or Life Experience Life experience in CPD requires the individual to reflect on the path that has led them to the present position. Life purpose involves reflection on the purpose of ones life, both professionally and personally to intensify the effects of CPD (Pickering 2011). 3.1.5 Personal Development or Organizational Learning An organization is incapable of learning. Only the people working within that organization are able to learn and improve (Headley 2010). CPD must therefore begin with personal development of individuals that will later lend itself to organizational improvement. 3.1.6 Values Driven or Pragmatic Development Within an organization, development can either be driven by pragmatic concerns or those of the values held by the organization. Those developments based on the organizations values are consistent and can hold true over time. On the other hand, those driven by immediate pragmatic concerns such as profit tend to change from time to time and employees might find them hard to adhere to (Mauborgne 2009). They may even at times be contrary to the individuals CPD and the organizations values. 3.1.7 Journey or Exploration CPD can either be based on preset achievements or goals or can seek improvement without necessarily setting out the final goal. The type applied depends on an individuals preference, time constraints, and the flexibility of the organization in which he/she is based. 4.0 Learning Theories There are several theories related to the manner in which individuals learn. It is important for an individual to understand these theories and relate them to his/her own way of learning (Williamson2011) . Understanding ones learning style preferences is important to personal and professional development because it will assist in the planning stage of the CPD, as well as PDP. Maslows Hierarchy of Needs: According to Maslows hierarchy of needs, there is a certain order in which ones needs must be met. These needs are arranged in a pyramid, with the most necessary needs at the bottom of the pyramid and the least necessary needs at the top. CPD and PDP are related to the final two needs described in Maslows hierarchy. More specifically, CPD can be likened to a pursuit of ones responsibilities in the workplace while PDP can be associated with personal growth and fulfillment. In keeping with Maslows hierarchy, it is therefore important to pay attention to the needs that come before esteem and self-actualization in order to be able to pursue PDP and CPD. Dunn and Dunns learning Styles: According to Dunn and Dunn, there are certain stimuli that should be used to stimulate learners (Slack 2011). A further classification provided by Dunn and Dunn divide these stimuli into five segments i.e. environmental, emotional, sociological, psychological, and physiological (Dunn and Dunn 2003). The rate of learning and retention is influenced by more than just an individuals level of intelligence. When the vark styles are taken into consideration, then it is clear that some teaching methods are better suited for specific learners. Visual learners find teaching methods that include visual aids favorable to learning. Auditory learners prefer to listen (Administrate Hoy 2010). Reader or writer learners like to refer to books and take down notes. Kinesthetic learners learn by doing. They rely mostly on their sense of touch. There are instances where a learners preferred mode consists of two or more of those described above. Experiential Learning: Experiential learning can either involve learning through experience or applying what one has learned instantly to a pertinent setting. According to Kolb and Fry (1976), learning involves a cycle that includes experience, observation and experience, forming abstract concepts, and testing new situations. The cycle can begin at any one of these four points. Just because experience is mentioned first does not mean that it is always the first step in the cycle. 5.0 Personal Development Plan (PDP) Through reflection and reflective practice, it is then possible to come up with a personal development plan. A personal development plan is not necessarily completely independent of CPD. One may view some areas of PDP such as pursuing education to be in line with certain goals within PDP. Learning is a continuous life event (Mathews and Seott 2002). There is not a single time in the course of ones lifetime that one can stop learning. This is especially due to the fact that human beings learn through life experiences. The starting point in examining my own learning cycle would begin with experience and knowledge up to the present. This includes educational background and professional experience (Porter 2011). There are certain experiences that have great value in teaching of new skills, or perhaps pointing out flaws in my own preferred process. 5.1 My Own Personal Development Plan (PDP) It is important for an individual to have a PDP that reflects their own knowledge, experiences, and aspirations. There are two major things involved in my PDP. These include personal skill development and professional advancement. These two are interrelated because in pursuing personal skill development through learning and education (Willianmson 2010), I will at the same time increase my chances for professional advancement. My PDP will reflect the interrelated nature of PDP and CPD, and as such involve milestones in the PDP that will contribute towards CPD and professional advancement. The future includes continuous learning. This will be facilitated through seeking educational opportunities such as seminars (Crawford 2008). It will also involve a personal dedication to continuous learning through constant reading of relevant informative websites and blogs. A great advantage of this avenue is that it is up to date with many websites and blogs being updated at least once a week if not more (Anna 2000). Blogs and websites also provide a more relaxed and interactive learning atmosphere than seminars and other formal learning environments. 5.2 My Future Plan In the future, I want to be a hotel manager in China. Using the SWOT analysis method, developing my knowledge and skills, I will be able to apply this newly acquired expertise in my professional life (Secord 2010). In keeping with Maslows hierarchy, pursuing self-actualization needs will by extension also help me meet my esteem needs at the professional level. PDP takes precedence over CPD because personal development. Strengths: As a hotel manager, my biggest advantage is good at communicating with others. Hotel service industry is the biggest characteristic of regular and customer communication, understanding of customer ideas, better service to customers. As a hotel manager, and customer communication is important, but it is more important to know how to communicate with staff. Concerned about the staffs daily life, on the staff of the outstanding performance to give praise, when employees have errors, should not blindly criticize, but education and help employees. In the usual to allow employees to feel they are valued. Through the staff and guests communication, better management of the hotel. Weakness: Doing all the things before, I will first think of all possible scenarios, and to make corresponding arrangement. Hotel service industries, this weakness causes my usual workload is too big, spending too much time, effort and employees in a little thing. Often this is not conducive to the normal operation of the hotel. Opportunity: In China, tourism industry is very developed, in recent years, the tourism industry is on a new level, and the development of tourism industry will promote the development of hotel industry. But I have practical experience, to Chinas hotel industry has some understanding, for newly graduated students, I have to quickly adapt to the hotel service work. A lot of the hotel catering and housekeeping departments just hire some nonprofessional staff training after work, a lack of professional personnel. I as a hotel management graduate students, to the hotel service industry has deep understanding, can quickly into the work. Threats: Although the hotel management in China is a new type of occupation, but as China Tourism and hotel service industry development, more and more technical talents, but the hotel management job is really limited, for me it is a great threat to. So Im supposed to work at the same time many self-promotion, pay attention to the development of personal skills, at the same time the accumulation of experience and knowledge, in the remain invincible in the work. 6.0 Conclusion Reflective practice is the starting point of both PDP and CPD. Through critically analyzing ones knowledge and experiences, it is then possible to come up with a valid plan that will lead to self-improvement (Bourgeois 2010). It is important to note that PDP and CPD are not mutually exclusive. Both involve critical reflection on past experience and coming up with a plan for improvement (Sarasvathy 2012). At times, pursuing ones personal development goals such as seeking education can advance CPD in an individuals career. It is therefore important to pay close attention to both PDP and CPD.

FedEx Turnover Rate and Human Resource Strategies

FedEx Turnover Rate and Human Resource Strategies In a recent literature, Bohlander and Snell (2009, PP.93) argued that Employee turnover (rate) or turnover (rate) refers simply to the movement of employees out of an organisation. Actually, it described how long employees tend to stay or the rate of traffic through the revolving door. Low turnover (rate) is helpful to the organisations, which indicated organisations retain employees by different HR programmes (Phillips and Connell, 2003, PP.2). As a common problem, high or low turnover (rate) can be caused by following reasons. 2.2 HR Programs in FedEx 2.2.1 Peer Recruiter Reichert (2010) has written and demonstrated that, in the whole country (U.S.), there are 25 National Recruitment Centers which are developed by FedEx to provide its mangers a much qualified employees during the interview process. Under the direction of regional personnel offices, these centers play the function of screening all applicants. A program called Peer Recruiter was introduced at each of these centers, helping to conduct a professional recruit and to screen applicants. The name of Peer Pecruiter has indicated that the peer recruiters will have a relative working recruit experience when doing an interview for applicants. In this way, the program can not only help select proper recruits, but also provide a chance for applicants to learn more about the expectation of the FedEx and their positions. The retention of FedEx is related with employee relations and recruitment. FedEx really cares about employee and FedEx begins its retention efforts through centralizing the recruitment performance. There are many recruitment centers of FedEx around the world and it develop centers for the managers that with a better qualitied applicant to interview. The recruite program can play the role to help screen applicants and professional recruiters process. 2.2.2 People Service Profits A successful recruitment is certainly important for a company, but the problem is how to retain those applicants. In the opinion of Smith (2009) who is the CEO of FedEx, he said that FedEx has the simple managerial concepts and effective translation them into action. He called them as People-First Philosophy. This philosophy understood by FedEx from these concepts can be defined as People Service Profits which is Purple Promise,- a simple corporate philosophy . FedEx emphasizes that people comes the first, because they believe people make good business sense and the abilities of people are the basic for everything good of FedEx. Therefore, the secret of FedExs success and employees loyalty can be explained as its Employee Friendly HR Practices. (FedEx Express, 2002) 2.3 Programs help to reduce the turnover (rate) 2.3.1 The Recognition and Reward Programs (Motivating Employees) FedEx believes that career advancement is not the only way to increase the growth, and the recognition and reward programs can also work well to reinforce desired behaviour, such as customer focus and quality. Besides, as effective approaches, those programs also keep their employees motivated and to deliver high-quality service. FedEx is willing to acknowledge the efforts of their employees. Because the important function of acknowledgment can motivate and satisfy workforce, as well as stimulate new ideas and cultivate better performance and team spirit. (Global HR, 2008) The Bravo Zulu Program is one of the recognition and reward programs with this goal, recognizing the performance of its employees when they surpass their normal job responsibilities. There are wide recognition approaches, including nonfinancial Bravo Zulu appreciation letters, cash appreciation or noncash awards presented by management, etc. (Shetty, 2011) Shetty (2011) stated that The Suggestion Awards Program is another recognition and reward program in FedEx. Just as the name of the program has implies, employees are encouraged to put forwards ideas to improve companys operations. Of course, those ideas should be about productivity improvement, revenues increasing, lowering cost or promotion of safer working conditions, etc. In FedExs reward process, one of the nice things is that the customer, who has voice in selecting outstanding service, is involved in the process. If the full-time employees have fulfilled service to their customers with full hearts at any time, they will win The Golden Falcon Award. The basis for these awards nominations are consisted of unsolicited internal and external customer letters citing outstanding performance. Every month, the winners of these awards will be announced by company video programs and publications and will receive shares of stock as well as an award. The Five Star Award is FedExs highest award which is given to individuals with outstanding performances. These performances always can materially contribute to profitability, corporation enhancement, and teamwork. Officers, managing directors, managers or senior managers, and non-managerial employees are eligible for the award. (Reichert, 2010 Trimble, 1993) 2.3.2 The Communication Programs The Communication Programs Concepts Open Door Procedure A process for dealing with employee questions or complaints regarding corporate policy Guaranteed Fair Treatment Procedure An employee appeal process for having an issue or complaint heard Survey Feedback Action A key employees relations and satisfaction program Table 3: The Employee Communication Programs The candid communication with the employees has contributed a lot to the successful relationship and retention in FedEx. Smith (2009) emphasized on the thinking of finding the resolution of a problem. He pointed out that enormous times will be spent in dealing with the internal employee response program by FedEx. The most important point in this program is an Open Door Procedure. In the open situation, employees will be encouraged to freely say out and find out solutions to the controversial, disagreeable or contrary problems existing in the current policy. (Reichert, 2010) In Reichert (2010) study, he stated that a relevant fair and open solution to the complaint of the FedExs employees is the Guaranteed Fair Treatment Procedure which involves three basic steps. The first comes to the management review which will have the result within seven days, employees should submit a writer complaint letter to the members of management to describe the issue. Then, the members of management check all the information related to the issue, grasp the facts, make a fair decision and hold an individual meeting or telephone conference to discuss the decision. Finally, the management review will open the decision by writing it in paper, letting the complainant and personnel office know the result. (Reichert, 2010) The second step comes to the officer review. A vice president or a senior vice president of a division is the major conductor. After the result of the first step has came out, the complainants will have seven days to submit a written complaint letter to the officer review, if they disagree about the decision made by the first step. (Reichert, 2010) The last step is the executive review. The complainants can submit their complaints to the Employee Relation Department within seven days. Then the department will investigate, prepare and establish a GFTP case file to the Appeals Board. The Appeals Board reviews all information related to the issues again and makes a decision of supporting or overturning. The Appeals Board will respond to the complainant by written and copy a same one to personnel. As a result, the complainant and company will be bind on the final decision made by Appeals Board. (Reichert, 2010) The Survey Feedback Action (SFA) Program which evaluates the employees relations and satisfaction. From the beginning of the manual survey to online survey, the pattern has been changing. However, there is an important thing which has not changed. Employees participated in this survey, through gathering the results to develop and implement managers corrective action. With the continuous improvement of employee satisfaction, FedEx retains the employees, as a result, the turnover rate will lower. (Trimble, 1993) 2.4 Advantages of the HR programs for employees and FedEx 2.4.1 Advantages of the HR programs for employees Tangible evidence can be found in FedEx, the employees have the chance to know what they will obtain. FedEx strictly insists on a promotion procedure within its policy and career advancement policy. Every employee can be informed the opportunities by the On-Line Computer Job Posting System(Job Change Applicant Tracking System), the notices will be posted throughout the company if the position is open, making everyone see the position demand. The open position is generally taken up by the employee who works inside the company. Unless there are truly no qualified applicants inside, the company will begin to search outside. Therefore, employees have sufficient opportunities to advance in FedEx. Besides, Tuition Refund Program is another popular career advancement tool for employees. With the program, employees who go for further study or training will be reimbursed by company. Many students are employed by the company in the main hub and other locations. (Reichert, 2010) According to the IBS Center for Management Research website (2003), FedEx believes that the employee retention and relation have much to do with the employees development, communication and motivation. Keeping looking for approaches to improve their employee training, FedEx carried out an Interactive Video Instruction (IVI) in 1986. The new information training and test preparation are applying to IVI which contains job knowledge tests for employees twice a year. The most important advantage of this program is that employees can use their spare time to learn and train themselves. Each employee can formulate his or her own learning pace and the training can be repeated as many times as their need. FedEx notes that IVI makes 60% of the training time to be reduced and information to be standardized. The employee compensation is organized to stimulate new ideas, acknowledge individual effort, promote teamwork and encourage outstanding performance. The compensation programs are the blend of benefit plans, pay programs, and quality of the work programs. FedEx Express gives these types of programs with regard to both full time and part time employees, that enable the arrangement of employee can be flexible and support them to have more time with their familises. The most important element attributing to the success is the action. As Smith (2009) said, many local part time jobs are employed by the company as local full time jobs. However, the employees who are senior and from the outside local region will oppress them and hinder the chances for the part timers to advance. A program is set up by FedEx to solve the problem and keep high value employees. Under the program, the part timers will gain credit for local service. 2.4.2 Advantages of the HR programs for FedEx FedEx should implement the People Service Profits Philosophy. The question like what your expectation on me, and what do you expect me to do? always comes first. FedEx uses the Extensive Orientation Program to explain its values to employees and tries to spend sufficient time to answer that question. For FedEx, Smith (2009) thought there are three important things: carrying cargo, letting employees to know its plans and making sure employees to learn that besides earning salary. There must be some ulterior reasons or some higher-level goals of working. It is necessary for employees to set up their goals and receive rewards for their job well done. In addition, employees can also influence the contents which they have done and methods with which they done. (Trimble, 1993) There are two programs used by FedEx to help its employees fit their jobs. The first is Leadership Evaluation and Awareness Process Program which gives a opportunity of the non-managerial employees to seek managerial positions which can help them to learn more about the management job. Besides, the Job Change Applicant Tracking System (JCATS) is also applied to help post job in FedEx, by which employees can know what jobs are open in time. (Shetty, 2011) In 2010, New York Times claimed that the Fortune magazine has recognized the FedEx Corporation as one of the 100 Best Companies to Work For of America. It is the only shipping company that list on the top 100 in Fortune and it has been maintain the position for 10 times in the past 11years. From the analysis, some positive trends emerge, which can be regarded as an interactive functions that are the HR department is doing good things with the purpose of keeping their employees happy, and in turn the satisfied employees are doing better to make profits for FedEx in PSP philosophy. The HRM creates great atmosphere, which brings a competitive advantage and a numerous qualify people into FedEx to make their good contribution to the company. FedExs HRM performance is beyond all of competitors. It is known as a company with very friendly employment system. In addition, 3% of FedExs total expense is put in training programs, which is six times more than other companies, such as Executive Education Programs and so on. Because of those training programs, FedEx can keep its turnover rate at a lower levle than its opponents. (Trimble, 1993) The FedEx survey or action or feedback program is a survey of employee attitudes to act as the GFTP and other communication tools. In order to improve its department ability, management applies the survey to decide their next actions. However, the survey is anonymous for maintaining the fairness of attitudes. In the past 13 years, every group and work unit in FedEx can see the survey in public and management never receive any individual responses. The reason is that all managers must meet, discuss and settle the problems that the employees have been put forwards, in less than six weeks. The manager whose feedback score is low should take the corrective actions to develop and improve themselves to be better. FedEx believes that people may actively involve themselves into the matters of company if they feel their influence to act on the real things.

Germany :: essays research papers

Germany is located in Central Europe. It borders the Baltic Sea and the North Sea. It is between the Netherlands and Poland, south of Denmark. It is slightly smaller than Montana.   Ã‚  Ã‚  Ã‚  Ã‚  Germany’s economy was the world’s third most powerful in 1997. The German economy benefited from robust exports, particularly to other members of the EU and the US, as well as strengthening equipment investments. But anemic private consumption and contraction in the construction industry limited the expansion. Unemployment continued to set post-war monthly records through the end of 1997 and averaged 4.3 million for the year. In preparation for the first of January 1999, the start of the European Monetary Union, the government has made major efforts in 1996-97 to reduce the fiscal deficit. This effort has been complicated by growing unemployment, an erosion of the tax base, and the continuing transfer of roughly $100 billion a year to eastern Germany to refurbish this ex-communist area. In recent years business and political leaders have become increasingly concerned about Germany’s decline in attractiveness as an investment target. They cite increasing preference by German companies to locate new manufacturing facilities in foreign countries rather than in Germany, to be closer to the markets, and to avoid Germany’s high tax rates, high wage cost, rigid labor structures, and extensive regulations. For similar reasons foreign investment in Germany has been lagging for years.   Ã‚  Ã‚  Ã‚  Ã‚  Germany is one of the world’s leading industrial nations. Western Germany is among the world’s largest and technologically advanced producers of iron, steel, coal, cement, chemicals, machinery, vehicles, machine tools, and electronics. Eastern Germany’s industries are metal fabrication, chemicals, brown coal, shipbuilding, machine building, textiles, and petroleum refining. Industry employs around 41 percent of the German work force. Germany’s biggest industry is vehicles because of luxury cars such as the BMW, Mercedes-Benz, and Porsche, but you can’t forget the VW Beetle.   Ã‚  Ã‚  Ã‚  Ã‚  German exports value at 521.1 billion dollars. Manufacturing, such as machines and machine tools, chemicals, motor vehicles, and iron and steel products, totals over 88 percent of all exports. Agricultural products account for 5 percent, raw materials for a little over 2 percent, and fuels as 1 percent. Other non-mentioned products total about 3 and a half percent.   Ã‚  Ã‚  Ã‚  Ã‚  German imports value at 455.7 billion dollars. manufactured items are also the most imported at a little over 74 percent of all imports. Agricultural products equal around 10 percent, fuels are over 6 percent, and raw materials are almost 6 percent. Other non-mentioned materials are under 4 percent of the total imports.   Ã‚  Ã‚  Ã‚  Ã‚  The labor force is roughly 38.7 million people. As said earlier industry employs around 41 percent, agriculture employs 3 percent, and services employ