Strategic Human Resource management

Question 1

Human resource can be described as those individuals who create the general workforce of an organization, business or the general economy.  Human resource is the most significant aspect of an organization as this determines the general productivity of an organization.  Modern organization is faced with the challenge of increased competition which requires high knowledge as well as skills in overcoming competition.  Employee’s value creates a better part in the sustaining and creating a competitive edge for the corporation’s (Ercetin & Bağcı, 2016). With the high development of international competition as well as the general speed that competitors are adopting can highly copy technology as well products which are forcing the modern organizations to turn into a human resource in creating differentiation amid them and other corporation.

In reality, modern organizations account their employees as assets which play part in their economic development. Modern organization highly require  skills as well as knowledge in ensuring that they are well equipped to overcoming competition and being able to acquire a beneficial market  segment. Employees in the economic world today are human assets that raise the general value of an organization as well as the market segment with the application of the correct initiatives and policies.  For an organization to be effective the recognition of the similarity of the value held by capital, physical and human resource assets must be made (Ercetin & Bağcı, 2016). For the modern organizations, human resource can be regarded as a valuable creator of a defendable competitive advantage.

Question 3

Joe’s job needs to restructure to ensure that he feels motivated to work each day. This involves making an outline of all the tasks that he should engage in every day.  In addition, his working surrounding should be redesigned to fit a motivating structure. His roles should be integrated with those of others to ensure that there are interactions and also that communication is activated.  His working time will be reduced by half to facilitate minimize him from spending much time doing nothing.  In this Joe will be required to accomplish a set of goals that will be affirmed clearly for each day as a measure of his performance as well as productivity. 

In order to maintain the employees who are appropriate to the organization, I would utilize skills, performance as well as productivity as the ground of evaluation.  Effective employees have significant skills and relevant knowledge that is highly necessary for sustaining high performance (Sharma, 2009).  For those employees with good performance and a record of high productivity, I would utilize some motivation techniques to retain them.  This would utilize the use of compensation, benefits, structure their working and the use of performance appraisal.  This would increase the ability to sustain the needed employees through ensuring that they are motivated and satisfied with everything that they do (Sharma, 2009).

Question 4

There are different approaches that can be utilized to attract as well as recruit capable women applicants to the defense industry.  To begin with, the working conditions should be made favorable for both genders as well as hold the capability of embracing diversity.  This can best be achieved by considering discrimination and sexual harassment against women as a serious offense.  When these matters are handled with great pressure and seriousness a favorable or a positive surrounding is generated (Amos, 2008).  After individuals gets the notification that the corporation does not tolerate any form of abuse then females begin to get interested thus turning up for any opening.

In addition, programs that are more friendly to the female gender can be developed and ensure some women are also promoted to several authoritative positions as a way of demonstrating acceptance and transparency in the environment.  Women normally like those jobs that are flexible based on the fact that they are highly responsible for their families. Appreciating talents sends an attractive message to other applicants who are talented and have the desired for the particular positions (Sharma, 2009). Moreover, the opening for positions should be friendlier to women which ensure that they have the understanding as well as full knowledge of everything that is fully required from them.  Women normally love attention and a full focus on their needs would highly attract their desires.

Question 5

The management of HRM is generally about valuing the general contributions made by individuals in ensuring that an organization achieves success.  The management general refers to the administration of knowledge as well as the skills held by employees within the organization (Amos, 2008). Some of the issues facing the HRM in New Zealand are acceptance, development as well as diversity.   Diversity should be handled effectively for progress to be achieved within the organization.  The requirement to be highly competitive in the global market requires the ability to address the needs of the minor groups by recognizing them as valuable assets for the economic group (Amos, 2008).  Most organizations in New Zealand are characterized with diverse people from different countries which present a communication barrier due to language differences. 

New Zealand organizations are developing similarly to those located in the western regions except the fact that they the HRM in the region are characterized by various barriers which hinder development. Lack of appropriate HR management measures poses to be an additional issue. The limiting aspects to development are caused by the presence of little skills and knowledge for the implementation.  Every organization has an appropriate model that can best administer its employees. Lack of adequate time, as well as resources, seems to be a major issue since organizations focus more on maximizing profits in the modern society rather than improving the general conditions for employees (Valentine, Mathis & Jackson, 2013).

Question 6

HR strategic planning is an important HR strategic element which links performance with the strategic goals of the corporation. Based on the developed plan the organization can be able to develop strategic decisions in regard to the general future of a corporation.  Strategic planning is additionally significant in budgetary planning (Valentine, Mathis & Jackson, 2013). In managing performance, staffing, compensation as well as development and learning can utilize collaboration and restructuring strategies.

This can best be achieved in the rearrangement of duties in order to develop jobs that are designed well, as well as creating efficiency through reorganizations of teams.  This will allow those that have less experience and skills to learn from others thus opening grounds for development, training, and measurement of performance.  Working together will cut the needed costs for teach thus permitting employees to gather fresh insights from colleagues for a future that is more promising (Valentine, Mathis & Jackson, 2013).  Recruitment approaches  can also help Brendon in getting new employees who have higher capabilities and skills that the corporation highly desires to replace the skilled employees who are about to retire.

            References

Amos, T. (2008). Human resource management. Wetton, Cape Town: Juta.

Ercetin, S. S., & Bağcı, H. (2016). Handbook of research on chaos and complexity theory in the social sciences.

Sharma, S. K. (2009). Handbook of HRM practices: Management policies and practices. New Delhi [India: Global India Publication Pvt Ltd.

Valentine, S., Mathis, R. L., & Jackson, J. H. (2013). Human resource management. Cengage Learning.

Managing Cultural Differences in the International Business Environment

            Brief Explanation

 Based on the current diversified workforce in the global business surrounding, cultural proficiency is arguably the most significant skill that is required in the administration of work performance today.  Cultural diversity can be described as the standards, values as well as traditions that impacts the manner in which persons of a certain group views subjects, thinks, behaves, interacts and creates judgments (Mor-Barak, 2014). Distinct cultures clinch different views on the significant workplace matters such as teamwork, authority respect, time management as well as responsibility.  This may result in the rise of conflicting thoughts in regard to ethics, communication strategies, and transparency. This implies that when employees work in an environment that fails to manage cultural diversity effectively this generates efficiency barriers since interactions and communication are affected (Mor-Barak, 2014). The obstructions need to be broken so that international and even local organizations can run successfully and pleasantly. The responsibility is on the leadership of the organization and mainly the Human resource personnel.  The management is therefore required to ensure that the problems are handled and administered effectively.  The primary objective of cultural diversity management is to send a value sensation to all the employees that their needs are recognized and accounted for.

             Focus of the Paper

 In the international business surrounding workplace diversity is unavoidable. Diversity which by definition implies to differences generates increased complexity as well as uncertainty in the workplace.  This nature can result in negative effects but can additionally rise to be the hugest strength that is held by the organization if the management values and promotes cultural management as an investment (Brislin, 2008).  The required thrust in sustaining successful cultural management morale may prove to be intimidating as most organizations would prefer to utilize the time in increasing productivity and the generation of profit.  However, cultural diversity can be of greater benefits with successful management with the utilization of the right strategies and high commitment level by the management. Cultural diversity in the global business environment is an issue that is worth the manager’s pursuit in improving performance and increasing productivity (Brislin, 2008).

Workplace diversity is a standard in the modern and globalized business environment which is significant in running an efficient workforce.  Diversified groups are well known for delivering critical and improved solutions based on the different cultural perspectives (Brislin, 2008).  Cultural diversity is not fully beneficial since it is characterized by different barriers but efficiency depends on the capability of the management to handle the complexity.  Cultural diversity can effectively be managed with the utilization of different strategies such as employee assessments, recognition, encouraging interactions, fairness and establishing workplace and workforce focus. This enhances the ability to act in an equal manner despite the differences through respecting the existing differences and recognition of their needs fully (Mor-Barak, 2014).

Managing diversity in the international working environment is essential as it results in an increase in the capability to communicate, understand and interact effectively with all persons from the varying beliefs (Hopkins, 2009).  Effective communication is essential for teamwork cooperation and interactions.  In addition, the management helps in changing how different person’s views time as the different time perceptions can lead to misunderstanding and reduced productivity. Perception is the primary factor that management of diversity aims at resolving since it is crucial in impacting the daily performances. This paper will, therefore, attempt to analyze the significance of the management of cultural diversity in the international environment, the involved barriers and recommend strategies that can be adopted for effective operation (Hopkins, 2009).

            References

Brislin, R. W. (2008). Working with cultural differences: Dealing effectively with diversity in the workplace. Westport, Conn: Praeger.

Hopkins, B. (2009). Cultural differences and improving performance: How values and beliefs influence organizational performance. Farnham, England: Gower.

Mor-Barak, M. E. (2014). Managing diversity: Toward a globally inclusive workplace. SAGE.

Planning and Decision Making

 RE: AGENCY FUNDING

Our agency is delighted to present this fund grant proposal for your evaluation.  I am a safety administrator of a large public safety agency which has several target locations that are high-risk terrorism based on the report given by the City’s FBI. However, based on the complexity and size of the target locations which are primarily public facilities such as a water park and an oil refinery the agency is not well equipped to handle a large-scale terrorist disaster.  Based on the identified terrorists target locations might occur sooner we are hoping that the federal agency would be pleased to fund our activities since the attacks potential is very high.  The primary objective of writing the proposal is to ask for a federal funding that will assist in alleviating some of the financial issues in purchasing items needed in responding to the terrorist incidents.

Based on Hess & Orthmann, (2011), the federal agencies are responsible for funding counter-terrorism activities as well as homeland security. Due to the development of technology, most of the terrorism aspects are continuously changing ranging from communication which increases the probability of even higher damages.  Ensuring that safety, as well as security, is provided to all the citizens are the primary objective of the agency but the objective cannot be attained with the presence of resource insufficiency. The agency lacks adequate communication Devices which slows the mode of communication leading to inefficiency.  Communication gadgets are therefore crucial for every agent in the agency in order to ensure that there is effective and speedy communication since the attacks hold high damage potentials.  In addition, the agency requires to research thoroughly on the matter which necessitates funds for acquiring researching resources as well as hiring expertise on the matter.

In order to prevent the occurrence of the terrorist activities, the agency is required to identify the nature of the organized terrorist’s activities as well as their capability.  This can best be accomplished through thorough investigation, intelligence, and analytical operations in order to result in some prosecutions.  This, therefore, necessitates the agency to have strong collaborative associations with other organizations but there is the lack of responsive equipment to enhance the agent’s safety. The lack of adequate resources by the agency, therefore, presents high vulnerabilities in ensuring safety as well as public security. Public safety requires adequate equipment as it involves dealing with complexity as well as changes due to the continuous development taking place. Your financial funding will be appreciated highly as it will help in acquiring the missing and essential resources.

In summing up, the primary objective of the agency and the government is offering protection as well as safety to the home community citizens and beyond.  This implies to the general protection of the physical security, values, and all the public institutions at any offered cost. Combating terrorism demands more capability from the agency which is achievable through the provision of funding to purchase the required equipment for the activities success.  Offering funds to the agency will enhance its reliability, capability as well as the public’s wellness. We highly believe that it will be your interest to fund us to alleviate some of the existing financial issues.

Thank you.

            Reference

Hess, K. M., & Orthmann, C. M. H. (2011). Police operations: Theory and practice. Australia: Delmar Cengage Learning.

Lowell Mill Girls

Question 1

Lowell mill girls are the female laborers who arrived to work in Lowell’s industrial companies, Massachusetts, in the period of American industrial revolution.  The girls were at first enlisted by Lowell’s corporations and they belonged to the farmers in New England. The girls were typically aged amid 10 and 30 years (Lowell 1).

Question 2

I believe that the decision by the girls to leave their families and the working lives were a good one.  In that despite the fact that they worked for longer workers in the corporations their payments were classified, were provided with shelter and most of all they were raised in a religious way (Cassy 5:14).  The provision of education was also crucial in providing knowledge to the girls to utilize in the future since they were young and their parents who were farmers would not afford education for them.  The farming life was characterized by poverty since the wages were inadequate and therefore the girls working in the mills offered financial support to their families (Griffge 4:26). The strict monitoring enhanced their morals by instilling knowledge as well as hard but beneficial experience.

Question 3

Personally, I would not have enjoyed the life of the mill girls.  The girls were working for approximately 70 or even longer hours each week with harsh conditions.  In addition, they had to adhere to the strict curfews as well as complete supervisions (Lowell 1).  The girls were required to adhere to the rules which were documented in a book where most would leave if they failed to follow. This made the existence of the homes to be more like those of slaves since freedom was not in existence. Even with the provision of additional benefits such as attending lectures, their movement was fully controlled.

            Work Cited

Quality Management

Introduction

Quality management is a core function of project management framework.  This is a technique of managing outcomes in the future and it is constituted of more that the service and product quality enhancement. This is because it is a technique of running persons as well as all the procedures involved in the business to ensure that customer satisfaction is enhanced.  Quality management is essential as it ensures that corporations accomplish what is expected at the required time within the first trial (Gharakhani, Rahmati, Reza and Farahmandian 46, 2013).  Quality on its own is described a measure of excellence that is utilized in reaching a specific output constituency to directly satisfy the consumers.  Quality management is an activity of overseeing all the business tasks and activities in maintaining the desired excellence status.  This normally incorporates a quality policy determination, development and creation of quality assurance and planning quality improvement as well as an improvement (Jeang 1753, 2011).  It is additionally referred to as total quality management. Quality management at its core is a philosophy of business that promotes the idea customer satisfaction leads to long term corporation’s success.

Literature Review

 Quality management is one of the most difficult tasks that require being controlled by a corporation’s manager.  The objective of performing quality management in an organization is to develop business procedures, optimize business performance as well as maximize profitability (Gharakhani, Rahmati, Reza and Farahmandian 47, 2013).  Management is regarded as a supervision which in this case supervises the quality of performance within the given resources. Quality management is a strategic program that is focused on consumer’s satisfaction by ensuring that premium products are delivered at favorable prices.  This strategy requires the contribution of everyone within an organization.  The main aspect of quality management is preventing the occurrence of defects as it works on a zero defects target. Quality management is additionally a continuous procedure as it depends on the gathered information in relation to operations (Sadikoglu and Olcay 2, 2014).

TQM is an approach which embraces the general belief that the process of management should focus on the integration of quality that is driven by consumers throughout all the operations of the organization.  The approach particularly emphasizes on continuous product quality as well as services delivery while taking into account the reality that the goal cannot be achieved without addressing the needs of employees since quality services cannot be obtained to employees who are ill motivated.  The organization that utilizes TQM views its business through the consumers and measures its performance against the expectations of consumers (Gharakhani, Rahmati, Reza and Farahmandian 47, 2013).

Quality development is a core feature of quality management and it is the continuous development of products output as well as services with the use of systems management. Most of the quality development tools today are utilized because of the increasing demand for high volumes of obtaining high-value services and products with the utilization of cheaper resources.  The tools utilized in the management of quality include check sheet, control charts, histogram, and stratification, scatter diagram, Pareto chart as well as effect and cause diagrams. To begin with, Check sheet is a document that is utilized in gathering information in actual time at the situation where data is created.  The collected data by check sheet can either be qualitative or quantitative and if it is quantitative it is normally referred as a tally sheet.  The primary characteristic that defines check sheet is the fact that the recording of data is accomplished by marks making.  A typical form of a sheet is normally divided into different marks and regions and each region holds a different significance (Ehie, and Gilliland 2, 2016).

A control chart is amongst one of the seven primary basic quality management tools. Control charts, on the other hand, are also referred to as Shewhart or procedure behavior charts (Ehie, and Gilliland 4, 2016). In a statistical procedure, the charts are utilized in determining whether the business or organization's stands on a statistical control state.  The collected data can be utilized can be utilized in the production of future processes performance. If the result indicates that the process in not under control the data can, therefore, be utilized in the determination of variations differences since this can result in a fall of performance.  In this, deliberate actions are required in gaining a better understanding of the existing performance as the mode of developing the process (Ehie, and Gilliland 4, 2016).

Pareto chart that is named after Pareto Vilfredo is a chart type that incorporates both line and bar graphs where the values of individuals are depicted in bars order and the cumulative sum is depicted by a line.  The left axis representing the vertical is the occurrence of frequency but it can also be utilized in representing cost or any other measure of the unit.  The objective of a Pareto chart is highlighting the most significant measure amongst several factors set (Ehie, and Gilliland 7, 2016). In the management of quality, it depicts the most common defects source, the largest occurring defect or the most rationales behind the complaining of consumers and more.

Scatter plot is a mathematical diagram that utilizes Cartesian coordination in displaying values for two distinct variables for a certain data set.  A scatter plot is normally utilized when an existing variable is under an experimenter control this helps in making correlations suggestions amid variables with a particular interval of confidence (Ehie, and Gilliland 6, 2016).  Effect and cause diagrams are utilized in the management of quality in identification and demonstration of a particular event cause.  Effect and cause diagrams are utilized in designing products and preventing quality defects and identification of the possible factors that are responsible for the general effect.  The causes are normally grouped into various categories which are machines, resources, environment, methods, measurements, and people. On the other hand, a histogram is an additional tool.  This is a graphical depiction of data distribution.  It is a probability distribution estimate of all the involved variables (Ehie, and Gilliland 9, 2016). In the implementation of TQM, the approaches have to be assessed to establish the ones that best suits the corporation.  This helps in increasing efficiency, reducing errors, establish the consumer’s satisfaction level and maintain constant status with training and employees education. There are numerous TQM approaches but most managers normally prefer the three best which are creating an ultimate TQM surrounding, using Pareto Charts as well as ISO: standard constituency setting. 

To start with the approach of developing ultimate TQM surrounding, employees and all the departments in an organization are not expected to get the sensation that they are competing with each other.  TQM management implies that the primary objective that a pride sense is instilled in all the workers that will develop cross- functional employees years (Sadikoglu and Olcay 2, 2014).  The management is, therefore, necessitated to reduce the general focus on increases of merits, statistical achievements as well as developing the general attention towards the contribution of individuals.  Self-developments, as well as personal contributions, should be rewarded among the employees. The success of repeated improvement on product tests should be communicated and celebrated with the employees.  This is aimed at ensuring that employees are highly motivated to ensure that quality services are offered to the consumers.  This ensures that the provision of products with lowered cost does not lead to high operating costs (Sadikoglu and Olcay 4, 2014).  With a natural connection with the employees, they are able to comprehend their role and the need of the corporation to perform well.  This approach is usually effected in increasing competitiveness through enhancing services, procedures, methods, measures as well as product quality which is essential in gaining high consumers satisfaction.

While avoiding giving much attention to numerical statistical, it is a reality that the use of charting is essential in clarification of the causes and the related effects (Sabella, Kashou, and Omran 1488, 2014).  The use of Pareto charts is mainly preferable since it illustrates the primary principle that 80 percent of the organization’s flaws are generated from the 20 percent of the organization’s issues.  A Pareto chart is mainly developed for displaying the present negative factors in the organization that is believed to be the defects sources. The plotting is done on the X- axis and the meeting point with the mark on the Y- axis is characterized as significant (Sabella, Kashou, and Omran 1488, 2014). The general product effect is then analyzed from the particular perspective to implement solutions.

ISO on the other hand trains employees groups on how to consistently function in the performance of their tasks in ensuring that the outcomes remain predictable.  Standardization is essential in determining the degree of consumer’s satisfaction (Hellsten, Klefsjo 240, 2000).  Consistency practice is important helps in maintaining and managing policy reviews as well as procedures across all the departments. In addition, the degree to which cross training will improve the ability of employees to act in a uniform efficient way is determined.  Regardless of whether this applies to consumer satisfaction, product development or other procedural areas process uniformity can lead to satisfying and vivid outcomes.  The approach helps the business in steering up its culture towards every contribution of the employees and consumers thus increasing quality and decreasing costs. In the management of quality, there are some important and widely utilized methods that draw their stimulation from TQM in focusing on controlling and quality (Hellsten, Klefsjo 240, 2000). Six-Sigma is one of the techniques, which is particularly focused on developing processes output quality through the identification and removal of flaws while in the process of minimizing business procedures and manufacturing variability.  The technique’s philosophy emphasizes that gaining sustained quality development needs the entire’s organization commitment and especially the highest rank management (Hellsten, Klefsjo 241, 2000).

JIT that stands for just in time is an additional technique.  JIT method is a production approach that is utilized in improving the return investment in business through the decrease in process inventory and the related costs carrying (George 204, 2010).  JIT particularly focuses on consistent improvement in the maximization of the returns, efficiency, and quality of the organization’s products.  The technique additionally focuses on ensuring that the right materials are utilized at the actual time, right location with the actual amount through the definition of the cost factor.  A total quality control, a measure is normally utilized in the JIT program which involves slowing of the production procedure in order to handle the issue.  The technique can be described as consistent and wide since it handles all the operations in the organization.  Pareto analysis is, however, a statistical strategy that is used in the selection of limited tasks number that generates overall results that are significant (George 207, 2010).  The technique holds that most of these issues are caused by few primary causes.  Five Whys is the last technique, which is a question-based strategy used in the exploration of effect and cause relationship.  The technique is objected at establishing the primary problem cause. 

Conclusion

Quality management has proved to be an essential function of business in enhancing survival as well as ensuring high consumer satisfaction.  Quality management ensures that the needs of the consumers and those of consumers are addressed first. This is primarily because the provision of quality services cannot be obtained if the employees are not high satisfied.  In addition, long-term success can best be achieved by retaining and gaining more consumers through satisfaction. Quality management is the affective strategy of remaining competitive as its objected on ensuring premium quality services, procedures, materials, methods, measurements, and products.  The effectiveness of quality management lies on the ability to balance, quality and inexpensive production with consumer’s satisfaction. 

            References

Davood Gharakhani, Hossein Rahmati, Mohammad Reza and Arshad farahmandian. 2013. Total Quality Management and Organizational Performance. American Journal of Industrial Engineering, 2013 1 (3), pp 46-50.

Ehie, I.C. and Gilliland, D.L., 2016. Use of quality management tools to analyse delivery exceptions in the motor carrier industry: a case study. International Journal of Productivity and Quality Management, 19(1), pp.1-20.

Esin, Sadikoglu and Hilal Olcay. 2014. The Effects of Total Quality Management Practices on Performance and the Reasons of and the Barriers to TQM Practices in Turkey. Pp. 1-7

George, MO 2010, The Lean Six Sigma Guide To Doing More With Less : Cut Costs, Reduce Waste, And Lower Your Overhead, Hoboken, N.J.: Wiley.

Jeang, A 2011, 'Economic production order quantity and quality', International Journal Of Production Research, 49, 6, pp. 1753-1783.

Sabella, A., Kashou, R. and Omran, O., 2014. Quality management practices and their relationship to organizational performance. International Journal of Operations & Production Management, 34(12), pp.1487-1505.

Ulrika Hellsten, Bengst Klefsjo. 2000. TQM as a management system consisting of values, techniques and tools. The TQM Magazine, Vol. 12 Iss: 4, pp.238 – 244

Blooming Labor Dispute

To begin this assignment, I would file a specific and proper request for the review of the parties’ positions and try to find out the common ground before the negotiations. I would also establish the timelines when the negotiation process should begin and the expected time for reaching an agreement. This would also include possible extension of time in order to allow for a fair agreement. This would allow all the parties to be assured that their positions will consider the arising differences and with enough time.

In determining the viability of the benefit change, it would be important to examine the reasons for the employer to opt for defined contribution plan and the effects such changes would impact on the parties’ relationship. The other information that would be needed include relevant compliance with the rules and laws by the state and the federal system. Hence, it would be necessary to ascertain the facts and basis on which the changes are founded (Trapp, 2013). Making a decision on factual basis would make it viable to the employer and the union.

The other reasonable alternatives to mandatory defined contribution includes the target benefit and money purchase plans which may offer different ways of deferred compensation structuring and give employers various options when deciding on retirement package. Profit sharing with an option for salary deferral comes with discretionary contributions (Texas Pension Review Board, 2012).

The best decision in the negotiations is for the employer to adopt the defined contribution plan which would offer the employees the power to direct it, while ensuring the burden by the employer is easy. This means that adjustment would be made by the trade union on behalf of employees.

Reference

Trapp, M., M., (2013).Going Through Withdrawal: A Step-By-Step Guide to Arbitration in Multiemployer Withdrawal Liability Dispute. ABA Journal of Labor & employment law.  145

Texas Pension Review Board, (2012).A Review of Defined Benefit, Defined Contribution and Alternative Retirement Plans. Retrieved from: http://www.prb.state.tx.us/files/reports/areviewofdbdand.pdf

Event management

            The core goal of planning for this even is to ensure that unique nature f this occasion is adhered to through unique event. Event planning is not an easy task as many may perceive it, thus organization of a team is quite important. Therefore the success of this event is determined by the rigorous team effort o handle all the event details. Thus I have to first come up with an able minded team and subcommittee which will manage the venue, the audio’s, entertainment sector, public address, financial support and human resources. These subcommittee members are specialized in those fields and thus they will be able to use their expertise to make the event a success.

            Helexpo is the selected location where the event will take place. It is located in Thessaloniki in Greece. This is one of the destinations that can offer quality facilities and outstanding services that my attendees expect and it is within the price tag that the budget requires. The location is one of the finest in Greece as it offers particular, contemporary as well as multifunctional uniqueness. It is very spacious and thus it can accommodate the 300 hundred guests without any congestion. The place also has adequate and advanced facilities such as the audio as well as the video capabilities, enough parking spaces and offers exclusive vip services. This event will basically have more of the executives and CEO’s hence vip services will be paramount so as to make the event an exceptional one. So as to secure the best deal of the venue additional dates that would have worked for the event were selected and this enabled easier negotiation for a better pricing. Flexibility is one of the elements for an effective event management and this therefore called for much flexibility even as the event planning was underway. There are various reasons behind the selection of this location. This is but among all is the accessibility of this area thus the attendees would not have a difficult time accessing the place hence making it easier the arrivals as well as the departures. In doing this the attendees will have an easy time travel, reduced transportation expenditures and reduced carbon footprint of this event. The event will be held on the 19^th of February 2017 on a Saturday evening and hence an indoor activity will be more appropriate. The dress code for this event will be a purple party. This color represents power, luxury, nobility, royalty, elegance and sophistication. This therefore matches the description of the CEO’S and the various partners who shall be attending the event. This will bring out the uniqueness of the event. The facilities to be available at the venue will be toilets, car parking, lighting, seating, air conditioning as well as equipment facilities. There will also be enough changing rooms for the various guests who will be available. Photographs of the key features of the venue and a map are essential as it will help guide the visitors. Ushering services will be paramount where the guests will be directed all the way from the gate to the venue. Food and beverage will be sufficient for all the guests with excellent serving with classy outlooks and the ambience which is a huge part of the event. Invitation cards and emails will be given out earlier in advance so as to ensure that all the anticipated guests have enough time to schedule the event in their busy schedule. A communication director is thus essential in the event planning. Follow ups will be essential and thus follow ups call will be made only to the designated so as to confirm their participation in the event. Branding of this thanksgiving event and celebration for a good working union needs to be designed as per the theme of the event.  

            The main aim of financial budgeting of this event is to enable the sound financial decision making process of the event in regards to the venue selection and expenses all throughout the project. This therefore enables for an easier calculation of the amount of revenue that is needed so as to stage the event in relation to the planned level of the payments (Shone & Parry108). While budgeting I had to over budget with intent of covering for additional funds than the one allocated for. This would make the event a success as proper amount of power will be readily available. To b on the safe side while budgeting I have to include the fact that tax is an important factor that needs not to be overlooked and hence I have to account for it while estimating as per the vendors. While picking this venue, less floral and décor facilities are needed since the Helexpo venue is naturally beautiful and this helps to trim on the budget thus allowing for more unique aspects in this event (Helexpo n.y, n.p).

            A strategy to be implemented for the funding of the event will be designed so as to make this event a success. This strategy will attract both the private, public as well as participants sponsors who will accept to fund this event. This event will thus rely on both the internal ad the external financing. External financing such as from the institutions such as the public and private institutions may cover up 50% of the total cost of the event.  Private institutions such as the banks may contribute partially or wholly in form of cash as they will require some publicity during the event and some media coverage which will be essential for the marketing of their businesses. When all these contributions have been made, the costs of the event will be covered. The local government such as the town council may cater for venue hiring expenses while other private companies will cover for the travelling expenses so as to be well known in the short time. Thus in funding the event they are able to advertise their business. They therefore will go for the opportunity for exchanging their economic support for a prospect to be able to show in the media. The other groups of contributors who contribute about 80% of the budget of the event planned for are the promoters and the organizers. Internal financing and especially from the membership fees and private donors is essential as it will cater for some part of the budget (SMIT 2012, 44).

            Health, safety and risk assessment are quite essential elements while planning for this event. Thus while planning it was essential to first identify potential risks or hazards, the attendees who are at risk, determination of the existing controls whether they are enough and amending some of these controls. These hazards and risks while assessing them; they should be grouped into either physical, positional, environmental or health risks so as to be able to determine the most appropriate control. This will therefore encourage proper planning and implementation of tasks necessary for any kind of risks (CHATURVEDI 2009, 138). Last minute emergencies are one of the risks that may occur during the event thus in my planning I have included a mitigation measure where I have set apart 10 % of the budget so as to ensure that it can cover for any unexpected last minute expenditure. This will act as a safety net and especially in the entertainment segment. Constant visiting of the event venue will enhance me to identify with the changes in the venue since the last time I saw it and this might help in identifying some of the hidden risks. Walking throughout the venue will ensure that I get familiar with the place and to identify the potential hazards (Slovic et al 2002, 16).  Therefore I will be able to plan for ambulance services in case an emergency occurred during the event. Risk assessment will ensure that I plan for security and carry out security checks at all the available doors and gates in the venue that needs to be secured and the level of security needed so as to prevent the loss of equipments and entry of terrorists since the event is scheduled for highly ranked people all over the nation. I have to also ensure that there are enough rooms that can be used for first aid in case of any accident and to identify the areas that need to be cordoned off if they contain risks. Although safety is one of the core risk to be addressed there are other activities that may be carried out so as to lessen the risks such as the collection of waste, restriction of access to some parts, loudspeaker facilities to make announcements during the event, food serving and hygiene (CONWAY 2004, 28). Training of event staffs will be my core event as it is critical in risk management. This will enhance me to reasonably use part of my time to explain and organize with my team on procedures that they should all flow in case there is an emergency during the event. In doing so, risks will be minimized.

            The sequencing of activities will be essential as it will enhance the smooth planning and implementation of the event all the way from event approval to the creative plan implementation. The sequence will start with the production of the event plan followed by designing of the event and finally the execution of the idea into perfection. This will thus ensure that a proper checklist is made and thus allowing me as the event manager to event map and the product flow based on time and the delivery program. Delivery calendar has a time line in which all the deliveries will be delivered within this timeline. This will help in ensuring that there are no delays and thus making everything to fall into place as planned. Human resources are therefore deployed so as to ensure that I am not overloaded and thus allowing me to supervise on the general delivery while the respective heads of the event team committees ensures that all the work of ordering and receiving the deliveries are done on time. A master sheet is thus made so as to ensure that the contacts of all the people involved in delivery of the products and services are available in case of a late or misappropriate delivery. This master sheet developed is to be used as reference point all the way through the pre event to the actual event. However another sheet detailing the entrance and exist list of people will be essential so as to ensure that security is adhered to. A cue list will also be developed whereby a minute to minute timing will be made detailing about the scheduling that would be implemented in the setting up of the infrastructure, the entrance of the employees, artists and performers (ALLEN 2009, 45). Various speeches and presentation will be carried out and hence cues on backstage, public address coordinator, audio visual coordinators and lighting operators will be quite important/ timing for each presentation or speech and who are to present and for how long and who should come first or last will be important parts to plan about prior the event day so as to be able to communicate with the ones responsible for making the speeches and let them know the time that they will be allocated for proper organization.

            It is important to note that time is of essence in the planning and actual event happening hence time management should be core in the entire process. Communication will also play a bigger part in the planning of this event. Team work will also be needed so as to attainment of the event goal. Financial contribution is the major driving force of this event as financial aspect must be present. Good management of all these elements will enhance a quality and effective event planning and the desired outcome will essentially be reached.

References

SHONE, A., & PARRY, B. (2004). Successful event management: a practical handbook. London, Thomson Learning.

ALLEN, J. (2009). Event planning: the ultimate guide to successful meetings, corporate events, fund-raising galas, conferences, conventions, incentives and other special events. Mississauga, Ont, J. Wiley & Sons Canada.

Slovic, P. and Weber, E.U., 2002. Perception of risk posed by extreme events.

CONWAY, D. (2004). The event manager's bible: how to plan and deliver an event. Oxford, How To Books.

SMIT, L. (2012). Event management: putting theory into practice : a South African approach. Johannesburg (12 Thora Crescent Wynberg, Johannebsurg 2090), Masterskill.

Helexpo (n.y). Find venues. Get quotes. Book space. Retrieved from:

http://www.cvent.com/rfp/athens-hotels/helexpo/venue

CHATURVEDI, ASHUTOSH, DR. (2009). Event Management A Professional & Development Approach. Global India Pubns.

Manager

    Managers play an essential role in an institution's growth as well as evolution. Organizational growth is one of the most complex process and especially in larger institutions or companies with more indolence. Organizations are basically a compilation of moving elements that are involved in the motivation of each other with the varying unique motivations and talents. Therefore, the success of most of these organizations largely depends on the effectiveness of the managers and their ability to communicate with other members of the organization. Managers are thus expected to smooth the progress of the evolutionary change rather than accepting the change.  Thus the core roles of a manager are to plan, organize, staff and control and in doing so they help the employees through the transformation with the minimal number of conflicts as well as issues (Fernández et al 7).

    Duke’s manager stated that trust building is essential in the organization as it ensures support from all the subordinates in the institution. He also stated that communication and mutual understanding also ensures that a close relationship between the employees and the manager is enhanced thus allowing for shared values and determination and team building.

    According to the interview with the manager, one of the essential roles in his line of work is the organization of the institution staff at the institution. The manager is greatly involved in the allocation of resources to his subordinate staff. He, therefore, ensures that he allocates his time to all the staff, human, physical as well as financial resources to all the staff.  He also establishes a time schedule in and a work plan as well indicating clearly the completion of a certain work or the expenditure of a given project.

    The manager also outlined that leading others is one of his crucial role in the institution as it involves leading as an example as the rest f the subordinate employees follows. Thus he has to take the right path for other to follow the same steps. He, therefore, is responsible for the coordination of work done by others in the institution, hiring of qualified new staff, training, motivating and supporting the existing employees so as to assist them to reach far beyond their potential (Duke n.p).

    Having a plan is core to the success of the institution. Therefore, Duke’s manager stated that he is involved in setting goals and challenges the employees in the institution as he wants them to have a direction to which they are focused to follow so as to attain these goals. In developing a strategic plan, the manager ensures that they have a target that they want to achieve within a given period and a clear outline showing the strategy to use so as to hit their target. He thus encourages a continuous improvement that ultimately yields better results. This has therefore contributed so much in making a difference in the institutions’ missions of education, research work as well as patient care (Duke n.p).

    According to Duke’s manager, it is his role to ensure that the planned performance is attained and if it is not attained he is responsible for evaluating the actual plan and thus taking the necessary corrective action so as to achieve the performance. He thus holds the employees responsible for not meeting their expected success and standards.

    In conclusion, it is important to note that review process is one of the key measures of progress in any organization. Thus regular discussion should review the progress of their employees, their intensity of their interest and their frustration through regular discussion as this would help improve on the challenging parts and it would enhance follow-ups thus the success of an institution.

References

Duke office of human resources. A manager’s role. Duke University. Retrieved from:

https://hr.duke.edu/managers

Fernández Marañón, Cristina. "What do managers do? Is national culture related to the activities that managers carry out?." (2016).

PART B:  Identify the Exporting Management Channels

Freight forwarders or the forwarding agents are regarded as the corporations that are involved in the organization of shipments for corporations and also in different times they serve as carriers. The United States of America is characterized by numerous freight or cargo forwarding companies that are very successful in the global market.  The freight corporations are comprised of Hawkeye logistics, PSI international logistics, Texas international services, pacific logic, and A-Stec logistics, convoy express, swift freight Ocean air logistics, Inter-logic Corporation, McCarty freight (Perrow, 2005).

Serra global freight forwarders operate as a leading global  network of forwarding freight agents that provides  international forwarding transportation , project cargo,  brokerage services for custom houses,  air and ocean freight worldwide services that involve India, china middle east as well as south America (Perrow, 2005).  AN-Derringer is a privately owned organization that provides customs brokerage as well as clearing services since the early 2oth century. JAS is a freight forwarding corporation in the united stated that is ranked in the first position.  The corporation was formed in the late 20th century. The corporation holds its network in south America, china, United States of America, Europe, and South America.   JAS  holds a true presence in the global market  in the provision of equally  balanced trade that flows over  three primary trading  services of America Europe as well as the  far east.  These corporations are involved in the provision of freight services to the international market with their primary location in the United States (Perrow, 2005).  The United States is characterized with over two thousand top and well-performing freight corporations.  With the longstanding corporations in the United States, its agent's network offers worldwide the delivery that is founded on good international ties.  These companies are both independent and privately owned corporations with increased excellence and expertise.

The selected countries are Korea as well as china. The selected shipping corporations are Heung-A shipping corporation limited and COSCO Corporation respectively. One of the shipping lines that offer services to the Korean state are Heung-A shipping corporation limited (Wang, 2015). The corporation in the recent celebrated the fifty-third anniversaries since its foundation in early 1961.  The corporations began as a conventional Japan Korean linear service but the corporation in the recent years has grown its services into one of the expanded intra Asia feeder lines and grown extensive expertises in its services (Wang, 2015).  With the vast experience and high infrastructure, the corporations are grounded on delivering consumers cargo faster and safer.

Cosco famously known as china shipping Group is referred as a logistic and shipping supplying corporation that is located in China and offers services in Chinese (Wang, 2015).   This is a corporation that is owned by a government of the Chinese republic. The corporation is made up of a list of corporations that holds further than three hundred subsidiaries abroad and locally that offers services in freighting companies.  The corporations operate and it operates in ship building, freight forwarding, real estate, trade and manufacturing of containers.  The corporation is the owner and operator of approximately five hundred and fifty vessels. This has the carrying volume of more than 30 million tons metric which is a dead weight (Wang, 2015).

Korean Airlines Corporation limited operates as a Korean airline and is termed as the largest airline as well as the flag transporter of fleet size of South Korea global destinations and global flights.  The airline headquarter is situated in Korea Seoul (Perrow, 2005).  The corporation is situated in about forty states in more than a hundred and twenty-seven cities globally. One of the airlines that top in the Chinese market as is particularly one of the main airlines in the Chinese republic.  The maximum weight section is basically three hundred and fifty lobes (350 lbs) which are equivalent to a hundred and fifty-eight kilometers (Wang, 2015).  In order to accept the maximum length that is accepted for each bulk piece, the width inches are utilized.  The airlines carry high loads of cargo with an average load aspect of over 81%.

Cosco Corporation is termed as the largest dry carrier located in China and one of the bulks shipping global worldwide.   The internal volume of the container is normally stated as 4.4 volume millimeters (Wang, 2015).  The Size of the aircraft containers is normally 78.6 or 199.7 cm longer and shorter by the measurements of 61.2 inches and   156 cm.  The width of the containers is normally 60.4 inches and 153.3cm. The height is usually more than 63.9 inches and 162.5 cm. these measurements are directly related to the size of the containers in order to avoid the occurrence of Cargo damages (Wang, 2015).   The sizes are permitted in order to permit easier loading of all the cargo.  The dimensions are normally lower because of the thicker containers wall that is normally used for different products.

            Reference

Perrow, C. (2005). Organizing America: Wealth, power, and the origins of corporate capitalism. Princeton: Princeton University Press.

Wang, X. (2015). Operational transportation planning of modern freight forwarding companies: Vehicle routing under consideration of subcontracting and request exchange.

Leadership Management Development

Introduction

Leadership and management are directly linked since one cannot effectively work without the other.  Leadership is defined as the capability of a person to influence, motivate as well as enable other individuals within the surrounding in funding towards the general success and effectiveness of an organization in which they are all members (CARMICHAEL, 201, 139).  On the other hand, management is mainly characterized by the procedure of directing and leading all or even a section of a particular organization via resources, physical, intellectual, financial and human deployment. Leadership development can thus be described as the procedure of teaching the qualities of leading which involves the motivating capability, communication, as well as management to a person who may not or may utilize the skills, learned while in a leading position (CARMICHAEL, 201, 139).  Management development, on the other hand, is an organizational development feature that  covers assessment and recruitment  of employees in the executive level as well as offering  leadership  training in the  quest  of  equipping  them for positions that  are higher.  This procedure, in general, involves cognitive, environmental and behavioral skills development. Cognitive development entails developing the thinking abilities, thoughts generation as well as making decisions that are effective.  The ability to opt for appropriate values, attitudes and the appropriate style of management are under behavioral and environmental skills development (CARMICHAEL, 201, 141). Effective development of both leadership, as well as management skills, is very crucial in organizations as it helps in boosting the general performance.  In addition, this helps in gaining a competitive advantage through the strategic operation.

Management and leadership development is a systematic tactic that helps in growing the general performance ability for the organization and those that are in leadership positions within the particular organization.  Leadership as well as managerial development,  are described as  the most important  aspect of any organization (HANNUM, & MARTINEAU, 2008, 113).  Management and leadership are a depiction of two different concepts that are utilized in the business world.  Leadership is linked with the capability of developing a clear vision as well as communicating the idea with others thus resolving the existing conflicts between those that are responsible for the general success (HANNUM, & MARTINEAU, 2008, 113).  On the other hand, management is linked with the general coordination and the organization of different economic resources that exists in the economic world.  Effective leadership as well as management directly impacts the business in a positive way.

It is highly known that effective managers and leaders are indispensable to the general efficiency of any organization.  Organizations and especially in the present world where the business environment is characterized by globalization requires strong managers as well as leaders in driving business success (HANNUM, MARTINEAU, & REINELT, 2006, 86).  Through the increased research it has been established that leadership and management cannot be separated in any industry as they work together in growing skills that are required for growth.  There is a need for organizations to invest in leaders and managers development even though they are accomplishing their roles correctly.  The investment in development is characterized by different transformation towards growth based on increased performance.  it is a zero degree secret on the fact that the  capacity of leadership  and that of management is  essential to the success of the organization (GOLD, HOLDEN, ILES, STEWART, & BEARDWELL, 2013, 88). However, there is very little research that has been compiled in regard to the long-term effect of profitability and productivity of an organization.

To begin with, the consumer-worker relationship is highly reliant on the strategic as well as the operational management and leadership that the organization demonstrates (ARDICHVILI, 2017, 94).  Based on this management and leadership can be termed as the leadership and profit chain major drive.  The effectiveness and the integrity of both management and leadership practices is a driver that is indirect to the success of the organization.  The maximum effect on an organization basis can mainly be expected when both the tactic leadership and management practices in the organization are adjusted thus providing support to an aim that is visible to the consumers and the workers (COLEMAN, & GLOVER, 2010, 104).

The creation of an efficient and successful is described a proposition that is inside out.  The general quality of an organizational culture, practices of management as well as strategic initiatives alignment is mainly dependent on leadership (ARDICHVILI, 2017, 95).  The leaders who are involved in holding individuals accountability and ensuring that they maintain effectiveness and productive behaviors are the major influencers and drivers of success organizations.  In an equal nature is the capability of a leader in affecting attitude, mood as well as the general engagement of culture and employees of the entire organization via a particular chain of occasions which are linked implicitly.  The general to the vitality of the organization lies in the generation of a surrounding that permits all the employees to win and become passionate in regard to all that they are engaged in.  through the capability of taking care of the employees managers as well as leaders  are  able to  develop a surrounding  where  consumers  are well handled  which enables them  to trust the  particular corporation to a very high  level during the period when  the attention  and emphasis  of managers  is focused  on the  profit indicators  in the  corporation effectiveness is rarely  attained (ARDICHVILI, 2017, 95). This is because profit can never be considered as a symbol of success because it is only a product that is derived after offering services to consumers.

With increased competition that has been created by the global market most organization ignores the development of managerial and leading skills in order to focus on more pressing issues (THORNE, 2016, 4).  However, gaining competitive advantage highly requires while developed leaders with adequate skills on making appreciate and beneficial decisions to an organization.  The success of any organization is mainly grounded on management and the leadership in the particular environment.   Organization high performance can never be achieved if the employees are not highly motivated.  Leadership development helps in establishing as well as the identification of competencies that the organization can utilize in attaining growth.  This, therefore, ensures that talents and skills are not lost while promoting and attaining the wrong individuals (THORNE, 2016, 4).

It is essential to conduct leadership and management evaluation within the organization as it helps in identification of development gaps.  The evaluation is crucial as it can assist in the provision of objective thoughts of the managers and leaders capabilities in leading the organization regardless of the working level (CIMADAMORE, LIE, MITTELMARK, & OTTEMÖLLER, 2016, 111).  An effective evaluation assists the managers, leaders as well as the organization in establishing the particular skills that they hold.  This additionally offers career aims in that during the procedure of gauging the general capability of handling distinct responsibilities and roles the evaluation helps in defining direction.  This is through establishing the strengths help by those that are involved and the areas that require being developed in order to lead effectively leaders and managers are required to understand who they are which can be achieved through evaluations (CARMICHAEL, 201, 140).  Evaluations help in the identification of the activities that leaders can take in order to motivate those that are under them.

For a manager, it is a necessity to be a holder of good administration skills.  This is mainly because a manager is required  to utilize  their  authority  as well as  power in an efficient way in ensuring that  all the tasks  are  performed correctly within the  specified  duration frame (THORNE, 2016, 6).  The effectiveness of the management lies mainly on the general capability to achieve targets through the utilization of relevant resources. In the present business, work organizations are highly realizing that being competitive requires a high investment in management as well as leadership development.  This has mainly been driven by the fact that managers and leaders  have faced  increased  changes  in  the working surrounding which  includes dynamic career changes,  organization structures transformation as well as  globalization.  Managers and organizational leaders are termed as very influential aspects in business in regard to the creation of high performance.  The capability of an organization at the level of management is crucial in ensuring future growth as well as high competitiveness.  Leaders and mangers development helps in producing more talents and best practices (THORNE, 2016, 8). This means that  with  managers  and leaders  development this leaders are able  to  operate like other firms  but their performance  is characterized  by more rigor  as well as consistency.

Human resource management is the most important aspect of attaining success for the business.  In order to manage human resources which help in determination of performance, organization must develop the necessary skills and competencies held by managers as well as leaders (THORNE, 2016, 8). Managers and the organizational leaders are required to use strategies that are directed by career management on a consistent basis.  However with the growing changes in the workplace surrounding the competencies and skills of the leaders and managers needs to be increased through development. Management development mainly focuses on the managers of an organization getting a deeper understanding of the management aspects like execution, prioritization, and control as well as planning.  The development of a leader is mainly based on the growth of the manager or leader understanding as well as self-awareness. The development of leaders is mainly  based  on social  leadership  dimensions that  engages  issues  like  skills, inter individual  awareness  and commitment strategies (THORNE, 2016, 9).

In an organization management and leadership development may utilize different forms. Management, as well as leadership development, happens in complexity and dynamism. There are different dimensions that the concepts utilizes which are structural transformation, diversity, knowledge grounded economy, and globalization (CARMICHAEL, 201, 143).  In the context of globalization, it necessitates that all the managers are adequately skilled in order to make actions that are decisive. Through leaders and managers development, the engagement of the manager is enhanced more. Managers and leaders are highly necessitated to be able to fully respond to significant changes and demands in a rapid nature.  The development helps in ensuring that they are empowered more to recognize the need to recognize and reward employees so that they can grow productivity effectively without fail. Leaders, as well as managers, hold a key role in supporting and developing the culture of an organization. Therefore providing development strategies that are based on knowledge is the most important in creating social capital. It has been noted that leadership training and management development that holds more value are those that are developed with the objective of encouraging learning and skills development (CARMICHAEL, 201, 144).  With the rise of diversity leaders and managers are required to hold different skills.  Lack of adequate management of diversity can lead to underperformance of the employees.

The business game has transformed greatly in the recent years and is expected to continue changing even further due to the economic global changes (BUSH, 2008, 32).  It is thus very imperative for all the particular leaders to follow and accept the leading principles if they truly want to be a measure of success.  The leadership and management rule emphasis and states that leadership is the general procedure of learning and thus cannot be considered as a position.  This implies that those occupying the positions need to learn more with time to fully be able to handle the rising changes.  In general, leaders are considers as learners and the ability to achieve goals and objectives of an organization lies in learning.  Leadership is a general association amid individuals who desires to lead others and those that opt to follow the leading.  Management and leadership effectiveness depends mainly on the relationship quality that is created amid those following and those that lead (BUSH, 2008, 34).

In particular leadership development helps in development of important skills like complex world collaboration, organization values generation, sustainable development, team development and increased and effective communication (BUSH, 2008, 37).  on the other hand  management development  helps in the growth of several competences  like  conflict management,  proper delegation,  effective  teams encouragement,  developing communication as well as  increasing knowledge on how  challenges can best be overcome.  The ability to develop important skills   requires time and knowledge and therefore training for leaders and managers is very crucial.  From the recent development the managers and leaders development programs that tend to be the most beneficial are those that are grounded of an increased duration span. This may require more resources from the organization but the results are worth in the general ground (HANNUM, MARTINEAU, & REINELT, 2006, 440).

Both leadership and the involved management development programs are associated with numerous values to the organization, individuals involves as well as the organization.  To start with the development leads to increased productivity (HARRISON, 2005, 225). The accurate and consistent management or leadership can result in the growth of productivity of all the employees. In the primal level leading and managing is more about understanding the general emotions of those that surrounds. This therefore implies that emotional intelligence is essential for every leader.  Emotional intelligence generally entails the ability to be smart in regard to others emotions as well as the utilization of sympathy in engaging and empowering all the employees.  Management and leadership that basically encompass emotional knowledge help n motivating individuals within the surrounding without fail.  In addition the development helps to retain people through the investment of training thus decreasing high costs that are involved in recruitment (MABEY, and FINCH-LEES, 2008, 28).  Moreover they help in nurturing future leaders as the larders become more strategic. Without the presence of strategies the roles of leaders are often provided to the individual who holds qualities that are dominant.  Through training managers and leaders are able to identify and nurture those with adequate qualities to lead thus increasing the capability of the organization to retain employees.

Increasing the general engagement of employees is an additional benefit of leadership as well as management development (NORTHOUSE, 2013, 12).  Through effective communication feedback sharing among the employee’s increases and thus the qualities of being a successful leader are increased. Via  training  of leadership  more effective  ways  helps in  the  provision  information sharing that  helps in developing the skills as well as motivating  the prospective  leaders as well as managers.  In addition leaders or managers, development helps in the implementation of effective styles to lead.  Through the training, it becomes easier in the implementation of appropriate styles of leading as well as organizational planning.  This particular training can additionally assist in the development of individuals personal skills in responding to the existing matters (NORTHOUSE, 2013, 14).

The development of leadership mainly involves mentoring, encouraging as well as incubating potential leaders.  In most of the organizations today, the HR department in collaboration n with the management   plays part in the identification of capable employees thus ensuring that they are motivated and given encouragement at all times while performing their duties (COLEMAN, & GLOVER, 2010, 87).  This form of coaching for the potential  leader’s is usually conducted via the  commitment of the organization where the  employees are engaged in training  programs to ensure  that they are equipped with  the necessary  competencies to lead.  It is  thus essential to note that  leadership development does  not  mainly involve the need of the organization  to groom the potential leaders  but  also for the employees in demonstrating  an aptitude  to  be leaders.  This means that leadership development is process that must be accomplished by the potential employees and the organization.  Leadership development is a platform which helps in illustrating the general roles of mentors. It is based on qualities as well as the experiences of those that are involved.  In  the context  of the actual  world  it is obvious that  most  prospective  leaders holds the needed  traits as well as ambition but they  hold zero knowledge in regard  of  leading successfully (GOLD, THORPE, & MUMFORD, 2010, 67).  Leadership development is a procedure that incorporates patience, sacrifice, commitment as well as skills.  Without the commitment of the potential leaders to hold lack and stay then grooming them holds no meaning.

It is widely assumed that one that is a good leader is also a better manager but this is wrong.  The both concepts are very distinct and understanding the distinction can best be achieved through leaders and managers development. This helps to gain better understanding of what leading successful entails (COLEMAN, & GLOVER, 2010, 76).  Management is a much smaller concept as   compared to leadership which encompasses both.  Leadership basically focuses on the general needs, principles and goals of an organization. For all the organizations individuals who are particularly best at management and leadership are bound to gain success.  This is mainly because the operation is based on strategic tactics and this requires to be executed on a well-developed plan without fail. Leadership or management development helps in developing better decisions. This is mainly  because the  potential mangers or  leaders who  functions  at increased  emotional intelligence level  holds the ability  of developing  intelligent as well as  informed decisions (COLEMAN, & GLOVER, 2010, 76). This can thus help the organization in gaining opportunities that other organizations have not established. This increases the profitability of the nation since the generated revenue volume is increased.

Conclusion

Management as well as leadership development depicts an essential HRD function that an organization undertakes.  Provided with the dynamism and  complexity  of  the external surrounding in which  organizations work in,  development of both leadership and management activities  can thus be termed  as  vital in  enhancing the  general managing and  leading  abilities. The strength of the management is a depiction of a significant competitive advantage source and mostly organizations utilize several leadership development and management development tactics to grow the pool of human resource. Investing  in  both management and  leading development is mainly influenced by a major  belief  that  mainly confers  the important advantages  to the  leaders as well as the  organization.  This benefits the individuals through equipping them with the general benefits such as confidence, developed interpersonal relations and increased perspectives in regard to different matters. In an increased nature leaders as well as managers are required to take the task of development with the use of strategies such as reflection, correction learning, and questioning which are self-guided. On the other hand, the tactics that are driven by the organization and tend to be more effective in developing skills for leaders and managers within the development programs are several.  This includes mentoring,  job assignments that  are planned,  in-house  programs  that are formal based, the utilization of acceleration  centers  and  feedback gathering  from  different sources. Management, as well as leadership development, can be stated as a challenging activity. The utilization of traditional tactics proves to be more challenging in the application in the growth of activities that can be described as tangible, lack accurate objectives to learn and that are not defined in a clear way.

References

ARDICHVILI, A. (2017). Leadership development in emerging markets. PALGRAVE MACMILLAN.

BUSH, T. (2008). Leadership and management development in education. London, Sage Publications. http://search.ebscohost.com/login.aspx?direct=true&scope=site&db=nlebk&db=nlabk&AN=292260.

CARMICHAEL, J. (2011). Leadership and management development. Oxford, Oxford University Press.

CIMADAMORE, A, LIE, G, MITTELMARK, M, & GWANZURA OTTEMÖLLER, F. (2016). Development And Sustainability : The Challenge Of Social Change, London: Zed Books, eBook Collection

COLEMAN, M., & GLOVER, D. (2010). Educational leadership and management: developing insights and skills. Maidenhead, Open University Press.

GOLD, J., HOLDEN, R., ILES, P., STEWART, J., & BEARDWELL, J. (2013). Human Resource Development Theory and Practice. Basingstoke, Palgrave Macmillan. http://public.eblib.com/choice/PublicFullRecord.aspx?p=4763363.

GOLD, J., THORPE, R., & MUMFORD, A. (2010). Leadership and management development. London, Chartered Institute of Personnel and Development.

HANNUM, K., & MARTINEAU, J. (2008). Evaluating the Impact of Leadership Development. San Francisco, Pfeiffer.

HANNUM, K., MARTINEAU, J. W., & REINELT, C. (2006). The Handbook of Leadership Development Evaluation. Hoboken, John Wiley & Sons. http://www.123library.org/book_details/?id=8158.

HARRISON, R. (2005). Learning and development. London, Chartered Institute of Personnel and Development.

MABEY, C. AND FINCH-LEES, T. (2008). Management & Leadership Development, London: Sage.

NORTHOUSE, P. G. (2013). Leadership: theory and practice. Thousand Oaks, SAGE.

THORNE, R. (2016). Gower Handbook of Leadership and Management Development. CRC press.

Competitive Advantage and Corporate Social Responsibility

Corporate social responsibility CSR are the responsibilities of the society taken up by the business in which it operates. The business is able to engage with the society by providing services that benefit the society without the aim of getting any profits. This includes creating jobs and wealth that benefit the society further. Competitive advantage plays a significant role in enhancing the business to conduct its operations in a healthy competitive environment (Porter & Kramer, 2014). It facilitates the business activities as it creates a reputable brand name for the organization. This helps it to maintain a competitive advantage over other companies. Competitive advantage strengthens the organization position as it is able to realize more profits. The main argument of 5-3 reading is despite the fact that many companies have improved their social and environmental activities it is important to create and maintain competitive advantage as it goes hand in hand with CSR.

The emergence of CSR can be considered not to be entirely voluntary as most companies ventured into CSR for the public response only. Most business had not thought that CSR is the organization responsibility. Nike was a victim of abusive labor practices that led to a massive boycott.  The operation of Shell Oil in the oil drill to sink the Brent spar was not a social responsibility as it posed some dangers to the people led to protest (Porter & Kramer, 2014). A pharmaceutical company was expected to be social responsible by responding to the AIDS pandemic despite the fact that the activity was removed from their primary production line. More similarly the fast food restaurants are now being held responsible for poor nutrition and obesity. In order to be social responsible and still maintain a competitive advantage over other companies in the same line of business it is important for the organization to practice activities that are of good to the people (Porter & Kramer, 2014).

However there are justifications as to why CSR exists. The argument includes sustainability, moral obligation, reputation and license to operate. Sustainability aims at environmental and community growth. The business moral obligation is to do things right and in the right way. License to operate give the business the authority to conduct business in which there are regulations. The impact of the business activities to the people creates the business reputation. This makes the business conduct operations that will be of a positive impact to the people.

Integrating the business and the society creates competitive advantage of the business. In this setting it CSR creates an interrelationship of the corporate and the society. It is true to say that most of the successful corporations have been able to integrate the business and the society well. This helps the organization to strike a good balance in a healthy society, education, and equal opportunity for all members of the society in order to have a productive workforce (Porter & Kramer, 2014). This leads to a socially responsible company that has a competitive advantage over other rival companies. Government regulations and policies facilitate integration which is essential for efficiency and innovation. The regulation standards by the government protect both the competitive businesses and consumers from exploitation. It is therefore true to say that the integration promotes a healthy society that creates demand for the business leading to expansion in order to meet the growing needs for the society (Porter & Kramer, 2014).

Social program are in line with the operation of the business that creates jobs, wealth and innovations that uplifts the living standard of the society. It is true to say that NGO’s operations to the society offer relief to the members of the society as they also creates job for the members. However the civil society and the NGO’s have concentrated so much on the friction between them rather than focusing on the principle of shared value. By focusing on the principle this means that both groups will benefit as they will in a better position to pursue the society policies. Integration creates a core framework in which business operates as it helps in creating competitive advantage (Porter & Kramer, 2014).

The business activities are meant to touch the lives of the communities. It is therefore true to say that these activities have a positive impact to the better as they benefits from them. The businesses have no intention of generating profits from such activities. As a result of integration businesses have become more aware of the social impact of their activities (Porter & Kramer, 2014). This has made business know the activities that are not harmful to the people and the environment and the people. With evolution of technology society has also changed. This implies that the business have to keep with the change in preference of the individuals of the society. CSR is one activity that has changed in order to help the society meet the right needs that will benefit them more (Porter & Kramer, 2014). It is true to say that CSR is a broad aspect of business that requires focus and integration in order to realize a real difference in the society. Therefore, competitive advantage and CSR plays an integral part of the business.

Reference

Porter, M. E & Kramer, M. R (2014). The Link Between Competitive Advantage And Corporate Social Responsibility. McGraw-Hill

Human Resources

            In any field, it is quite challenging to see where the organization will be in the years to come. The demands of the place of work are increasing each and every new day changing the way people are expected to work and how their performance is assessed. Technological advancement and the fluid and the change in time and space of the nature of the globalized labor force and the labor setting are all aspects that are quickly changing the human resource. Human resource management, therefore, is an essential asset that assists with these kinds of changes. There are changes that each and every person has to experience once they join a certain organization. Human resource can, therefore, be a strategic element that enhances individual’s expertise as applied to the company’s success. Human resource is thus responsible for managing the way employees are treated within the organization. It thus ensures that the laborers join the organization and that they perform their work as required by the organization as they reimburse them for their work and settling of problems that arise. In general, human resource management is a way in which the management of the employees is connected with that of the organization strategy and ensures that the needs, as well as the wants of the employees, are met. It has gone through tremendous changes in its goals, responsibilities and it is currently being viewed as not just administrative and equipped supervision but rather a strategic provider. The purpose of this paper, therefore, is to deeply discuss the background of the human resource and to analyze the significance of human resource management transformation from primarily administrative and outfitted into being more strategic.

Background study

            Personal administration emerged in the late 1920’s n the United States an evidently defined sector. It was largely concerned with the employment, training, and reimbursing workers and was much functional to the staff in most of the companies.  This system failed to consider the employees’ relationship on the entire organizational performance hence it lacked a unifying standard. In history, human resource management has changed its name over time due to the shift in the social as well as the economic activities all the way through history. The first type of human resource management was industrial welfare (Moriguchi 2014). It is during this era that a policy was set that factories should employ male supervisors while the number of working hours was reduced sixty hours per week for children as well as the women. Establishment of trade unions started in this era. The second type of human resource management was recruitment and selection where girls were asked to be involved in the First World War. During this period, there were government initiatives that were implemented which enhanced the personal development of people and thus they became more useful (Torraco 2009). After the First World War, more focus was directed to the recruitment and the selection of employees but later training was incorporated into the system. This improved the people’s self-confidence, discipline, enthusiasm, health as well as safety, income policies and collaboration. This called in for the establishment of a personal department that would be operated by trained staff in the organizations. Later, industrial relations emerged where the management and the employees were able to consult one another. Thus the personal department played a role in organization and administration. Then the employees went through the stage of legislation where the human resources were responsible for ensuring that the managers in the company did not violate the law. Finally, a major trend in the way the employees seek increments in flexibility planning in the working hours emerged.  This was as a result of the increasing number of part-time and contract employees and the introduction of distance labor force. This has created new employments in e-commerce as they increase the ability of workers to work in the comfort of their homes as they work from home. Strategic human resource management has emerged so as to solve the issues that the human resource management poses. Hence the role of the human resource will continue changing and changing (Moriguchi 2014).

Strategic management

            Personnel HRM involve the handling of individual worker instead of a group of employees. This kind of human resource management is generally viewed as traditional, habitual, maintenance based, administrative role which fails to involve the higher level administrators of the company. It thus majors its operation on the performance of tasks such as the payment of the sheets and compliance of the law. This, therefore, tries to satisfy the individual employee through the use of their salaries, bonuses, reimbursements and aims at achieving the company’s success. However, the strategic human resource management is determined by aligning all the personnel functions of a company with the business strategy that the company is presently based on (Need 2006). It is therefore perceived as an exceptional approach to managing employees who seek to attain a competitive benefit through the strategic improvement of a highly dedicated and competent workforce. It is thus all about the management of the human investment of a company with an aim of achieving the competitive edge. This is to mean that it does not only focus on attaining a devoted labor force but also aims at attaining trained employees for the job hence enabling the organization to attain a remarkable performance. Dissimilar with the personnel human resource which starts from the employees, the strategic human resource management starts with the company’s requirements and needs about having an appropriate labor force. It involves the higher administrators in the organization and also integrates the company’s strategy for inventing, implementing and assessing the organization strategies through the HR activities which may include recruiting, deciding on, and remunerating and training organization’s personnel. Strategic human resource, therefore, focuses on the significance that the human resource strategies could make so as to enable company’s effectiveness and the way in which these strategic supplies are attained.

            In the contemporary business world, the means of successful business is to incorporate all the functions of an organization so as to ensure that all departments and operations of the organization flow towards the same direction. To achieve that proficiency, the traditional human resource managing structure had to be transformed into a more incorporated, top management involvement, a strategy-oriented operation that is usually referred to as the strategic HR.

            The human resource management in Toyota Company has evolved over time since the company’s inception and it is the core proficiency of the company. It is a major reason as to why the company’s operations are competent, cars are delivered in the market in time and they are on a budget and why the chief engineers deeply understand the customers and the vigorous working by the employers. Therefore the company invests so much on training and educating their employees (Liker et al 2009). The company advocates for the improvement of the workforce through the action of making things. Thus the company encourages the development of the HR through the handing down of the values as well as perspectives. In connection with this, the company embarks on global actions of the human resource development as it has become a priority issue due to the geographical expansion of the company and the progressive growth of the company. Toyota Company is thus building on both the new education facility and the lessons content structures that relate to team member improvement that enables a safe and sound and balanced flow of qualified human resource so as to conduct Toyota global issues in the 21st century (Liker et al 2009). The company is thus determined in developing human resources through the implementation of an educational program based on the on the job training which is essential for the improvement and generational transfer of outstanding manufacturing with the company’s fundamental basis. This enhances the creation of a working environment for the various employees to labor proudly and with devotion and assurance in fulfilling their potential which will enhance the company to realize self-growth.

            Through the transition of the company from the traditional human resource management to the strategic management, it has realized a competitive advantage against its competitors. As the company implements on a value creating strategy it has been able to manage its human resources through the strategic HRM thus attaining a sustainable competitive benefit. The company is able to exploit opportunities as well as counterbalance threats in the company’s threat. These strategic HRM are difficult to implement and thus they are rare to find in the competitive environment and are difficult to duplicate and are hard to be put out of place by strategically important substitutes.  However, the few companies that have adopted and implemented the strategic HRM have realized greater competitive advantage and ultimately greater profits. This, therefore, has enhanced the Toyota Company in climbing the ladder in their line of business (Need 2006).

            There has also been a change in the mindset of companies that have implemented the strategic HRM as they transform into making traditional management into strategic partnering. Personnel HR management is interested in the administrative role and the inability to straightforwardly measure its influence on the end results was the major weakness of the personnel management that reduced its potentiality to the business strategy. Thus the strategic management of the employees required a totally new attitude which centers mainly on the revolution using the change management rather than the focus on the administrative and operational actions.

            Moreover, the invention of the strategic HRM in businesses and organizations has resulted in a demographic influence of the company. For instance, for those companies whose objective I to diversify their operations through the opening up of many branches in different geographical location or in varying cultural setting then the company must be able to transform from having the personnel HR management into a strategic HR management. The use of the traditional HR management will pay no attention to the fact that the workers should culturally counterpart the job; hence the company should be operational with suitable language expertise, match the required gender and religion aspects so as to fit in the region that the employer has to work in. this will not only ensure that the company achieves the human resource strategy such as the employment of totally cheap employees but it will as well ensure that they are qualified (Liker et al 2009).. The employment of qualified employees in a company ensures that the company realizes a positive impact on the business as they will be able to effectively serve their clients. Thus it is vital for companies to transform into strategic HR management mechanism implementation so as to be able to arrange the HR approaches with the business stratagem with an aim of consecutively matching the business that they are doing (Daley 2006). Toyota Company is one of the companies that enjoy this positive demographic influence as it employs people of different cultures as well as backgrounds. The human resources policies in the Toyota Company do not permit the employer to choose any potential candidate who fails in matching with the organization’s culture and identification of the business value. Therefore before selecting a candidate they have to undergo through various levels of checklists. They first have to go through the screening process, the background examination, ability test, qualification test, interrogations and finally they have to reach the selection decision.

            For the Toyota company to progress on well and to prosper in their operations, they are seeking to globalize their business in the global market. This has thus affected the human resource management in the company as they strive to transform from the traditional way of human resource management into the strategic HR management (Need 2006). This has enhanced the company to incorporate the business activities across the geographical and company’s extent.

            Following the current change in technology and the advancement of the same, the Toyota Company among other few companies has changed their human resource management into being more strategic. Hence, through the incorporation of the strategic HR management and the advanced technology, the company has been able to smooth the progress of employees thus improving their working conditions and striking a balance between work and life, inventiveness as well as efficiency.

            Through the adoption and implementation of the strategic HR management, organizations have been able to carry out an early succession planning. Thus the company top executives are able to spot capable successors of the company earlier in advance hence they are able to groom them all through the years of knowledge, development as well as mentorship so as to make them prepared and ready to take up the leadership of the organization when the owner or the top executive passes away or even decides to give up work (Liker et al 2009)..  This strategic planning on the succession process can make an organization to head in the right direction after the core leadership transition or change.

            Through the strategic HR management, the Toyota Company has been able to identify appropriate ways in which they implement in promoting and recompensing their top performers in the company. These top performer employees may include those who greatly contributes to the company’s objectives and long term organization success. This ensures that the highest reimbursement is being paid to the worker with the largest contributions to the organization, instead of those who have not contributed anything to the company (Daley 2006). This has helped to increase the employee’s performance index hence producing products that are of higher quality and providing quality services that meet the customers’ needs. This ultimately results in a higher level of profit to the organization as there is an internal competition for the employees thus improving employees’ proficiency.

            The transformation of a company’s human resource management into a strategic HR management enables an organization to proactively set the policies in position so as to keep their organization on the right track of the employment policies together with workplace discrimination problems and equivalent employment policies. Strategic HR management ensures that the organization makes effective decision making that is based on a safe and sound planning. Thus, the company has developed both the long assortment that is strategic and the short range planned organization. This ensures that the resources are organized and distributed so as to undertake organizational objectives in an efficient and successful manner (Daley 2006). As a result of this strategic management of the human resource, the overall strategic plans are organized in line with the company’s structure. This strategy has thus provided the future needs and existence of the human investment for the company. A strategic decision of a company that has transformed into strategic HR management usually requires a long term loyalties. A strategic measure can result in labor force expertise which can influence customer’s service and prosperity. A good strategic measure helps in support of the corporate objectives and organization’s resources.

            This strategy ensures that the company effectively makes communication from the subordinate to the top management as it ensures that the executive has active and efficient support. The company appreciates every employee within the company and thus it fights against any discrimination of any kind this helps in team building in the company whereby the members have an approving expertise that is more successful since members can monitor each other and help one another (Torraco 2009). Team members are all active and so keen in their work. Since people are aligned to make mistakes thus they are able to identify early mistakes and correct those inaccuracies.

Conclusion

            Human resource management is increasingly becoming significant in the business environment today. This is because of the present knowledge that the economy requires for the employees who contribute towards provisioning of ideas and are actively engaged in the execution of the organization’s strategy. HR is thus transforming into being a strategic partnering through the identification of expertise that the employees need and then offering them with the training and the structures that would be essential in helping them to develop and deliver this kind of competencies. All of these aspects such as the employees selection, succession process, employment design and reimbursement practice needs to be organized with the company’s approach so as to ensure that the right kind of employees are hired in the company for the right employment and that they are rewarded as well as compensated accordingly and appropriately for their continued contribution towards the company’s objectives and future development. Therefore, all companies should embrace and implement strategic human resource management as it has proven to the most appropriate mechanism that will help the company to attain their future company’s goals. Globalization and technological advancement is the core driving force for the transformation of the human resource management from traditional to strategic HRM.

References

            Daley, D. M. (2006). Strategic human resource management. Public Personnel Management. Current concerns, future challenges, 5, 120-134.

            Liker, J. K., & Hoseus, M. (2009). Human resource development in Toyota culture. International Journal of Human Resources Development and Management, 10(1), 34-50.

            Moriguchi, C. (2014). Japanese-style Human Resource Management and its historical origins. Japan Labor Review, 11(3), 58-77.

Need, W. C. D. H. P. (2006). Human resource management: Gaining a competitive advantage.

            Torraco, R. J. (2009). A History of human resource development. Human Resources and Their Development-Volume I, 76.