Language and Communication Needs Essay

You are one of the help laborers for a multi year old kid who has learning handicaps and needs support at school. The youngster has language and correspondence needs. Depict the techniques and systems you may use to empower him to speak with you. How to utilize explicit strategies for correspondence? A few kids need specific assistance so as to impart and connect. Discourse alone might be hard for them and they may require extraordinary strategies for correspondence. There are a few of these and as a rule guidance will be given by a language instructor in counsel with guardians concerning which one to utilize and how to utilize it. In the course of recent years, the scope of techniques has expanded and innovation is progressively being utilized. Voice reproduction has, for instance, implied that kids can press an image or type in a PC or handheld gadget and have ‘their voices’ heard. Similarly, for youngsters who find in difficult to compose, voice acknowledgment can place their words into composing. The following are a few instances of the strategies that may be utilized. †Visual frameworks A few kids need obvious signs so as to understand language. In the event that the youngster you are working with utilizes an arrangement of visual correspondence, you should invest energy figuring out how to utilize it rapidly and easily. †Picture portrayals A few youngsters profit by utilizing pictures to enhance correspondence. You may show a kid an image of a cover and simultaneously give the signal with the goal that the youngster realizes that they have to get their cover. †Picture trade framework This framework, in light of pictures, not just encourages kids to comprehend the significance of words yet in addition help them to find out about the manner by which correspondence is a common and a two-way process. The kid takes and gets pictures thus figures out how to communicate. †Sign portrayals Some children’s intellectual advancement is the motivation behind why they think that its difficult to talk and impart. From the outset, babies find out about language through observing the article that the grown-up is discussing simultaneously as hearing the word. For instance, a grown-up may highlight a feline and state ‘cat’. The kid than recalls the word thus in the end needn't bother with the feline to be around to comprehend what the word implies. For certain youngsters, sounds alone are insufficient and they have to have their language upheld by signs. A typical murmur framework is Makaton. It assists youngsters with connecting the word to an activity or object as is simpler for them to comprehend. Makaton isn't a language in itself yet a device to support language. It is significant not to mistake Makaton for British moan language, which isn't utilized for a similar reason. †British communication via gestures English gesture based communication is an elective type of correspondence. It is a finished language and is utilized rather than discourse. Clients if gesture based communication don't have learning challenges. Most clients have huge hearing misfortune thus need an alternate method of conveying. Music can be a unimaginably successful remedial and instructive vehicle for little youngsters and people with exceptional requirements. Singing can invigorate development in numerous territories of a child’s advancement and in a few regions all the while. By singing with youngsters, we may help animate language and relational abilities, support collaboration, help with learning scholastic ideas, empower self articulation, increment confidence, help him unwind, and help set up schedules. Instructions to expel hindrances in correspondence: A youngster probably won't have the option to hear directions or what other kids are stating †Write down guidelines or demonstrate pictures to enable kids to comprehend what's going on. †Encourage other youngsters to confront the kid with the goal that it is simpler for them to hear. †Use pictures or signs to assist youngsters with communicating with one another. †Plan games in which activity is a higher priority than hearing or talk. Helpful systems Attempt to: †¢ talk in clear, short, straightforward sentences †¢ rearrange directions †¢ bolster discourse with visual prompts, signs or motions †¢ use pictures/images to help understanding †¢ guarantee brief referral to a discourse and language advisor, or the arrangement of pro discourse and language mediation inside the instructive setting †¢ energize standard, steady fortification of abilities presented at discourse and language meetings. Systems for or those with language hindrance/delay It serves to: †¢ utilize straightforward sentences and directions, fortifying catchphrases †¢ request that a youngster mention to you in their own words what they have been approached to do †¢ strengthen learning by rehashing answers (from the kid or others) †¢ energize ‘good listening’ †¢ urging the youngster to (figure out how to) read †¢ utilize visual plans/prompts signals, marking eg Makaton or composed directions to fortify the expressed word give visual insights, don’t simply talk about a chamber, let them see it, believe it, play with it, find various chambers †¢ show word affiliation abilities †¢ show the subtleties of language, implications of jokes, maxims, non-verbal communication, outward appearances and so forth †¢ utilize books, pretend, dramatization, singing, social stories to clarify social circumstances and create social abilities and comprehension †¢ mess around that energize tuning in as well as social abilities †¢ plan the cautious utilization of PCs and ICT to encourage learning. Kinds of clutters Discourse issue Discourse issue include troubles creating discourse sounds or issues with voice quality. They may be described by a break in the stream or mood of discourse, for example, stammering (which is called dysfluency). Discourse issue incorporate issues with verbalization (the manner in which sounds are framed), or phonological scatters, or troubles with the pitch, volume or nature of the voice. There might be a mix of a few issues. Encountering trouble with some discourse sounds might be an indication of a deferral, or of a conference debilitation. It very well may be hard to comprehend what somebody with a discourse issue is attempting to state. Language issue Language issue is a weakness in the capacity to comprehend as well as use words in setting, both verbally and non-verbally. Qualities of language issue incorporate ill-advised utilization of words and their implications, issues with sentence structure, unseemly syntactic examples, decreased jargon and powerlessness to communicate thoughts, or follow headings. One or a blend of these may happen in kids who are influenced by language-learning handicaps, (for example, dyslexia) or formative language delay. Kids may hear or see a word, however not have the option to comprehend its importance. Regularly, being not able to convey disappoints them. The impacts of language challenges shift from mellow and transient, maybe requiring some momentary authority mediation, to extreme and long haul, requiring nonstop expert info. A few youngsters have explicit language issues others have extra challenges, for example, hearing weaknesses.

Concierge And Organiser Services Continuation †Free Samples

Question: Talk about the Concierge And Organizer Services Continuation. Answer: Objectives To draw in and look after clients; this is the primary objective of an attendant organization since it exists for administration conveyance. A large portion of their exercises target drawing in clients and this can be accomplished in different manners, for example, commercial of the administrations advertised. This can likewise be accomplished through referrals where they urge their old clients to welcome on board new clients. They additionally move in the direction of keeping up clients by guaranteeing the administrations offered are acceptable and furthermore tuning in and tackling clients protests. Some reliable clients are generally given limits in order to keep them wanting more administrations just as guarantee they are faithful to the organization. To give clients any kind of administrations required gave they are authentic. They generally work such that whatever they do doesn't hurt or demoralize their customers. To accomplish this, they select profoundly qualified and submitted laborers who are enthused about directions. They guarantee that they have enough staff and are consistently at the customers removal. For all the administrations to be given well they put intensely in framework and human asset and they deal with their staffs government assistance. When the representatives needs are dealt with certainly theyll function admirably whenever doled out any obligation of a customer. Destinations For this attendant organization shaped in 2007 the fundamental goals include: Foundation of an organization, which depends on administration conveyance, and whose fundamental point is to fulfill the clients needs. This infers the organization ensures the administrations offered to clients are the best and overrides any customers desires. To be among the top organizations in offering such administrations. To expand the quantity of their customers consistently through an exhibition that is predominant and referrals utilizing informal. To build up an independent venture that is supportable and which can get by on its own income Every one of these goals can be accomplished when the procedures included are acceptable, for example, guaranteeing a follow up is submitted when customers put questions through. Contemplating clients recommendations and supporting their staff completely both ethically and monetarily. For example early installment of the staff intentions them to function admirably with their customers just as giving them motivating forces or granting great performing individuals from staff. To guarantee the targets have been met then an examination of their work procedure ought to be made, for example, giving surveys to arbitrarily chosen customers in order to hear their point of view on administration conveyance and what zones need improvement. Partners The principle partners incorporate customers, specialist organizations and friends reviewers. Customers; these are the clients who get attendant services. They are the explanation the organization exists. They are a bustling part of people who don't have the opportunity to complete a few tasks as a result of their bustling calendars and hence require drawing in others in accomplishing some work for them as they take part in different exercises. They accordingly look for the assistance of such organizations to furnish them with dependable staff who can be trusted with the work that should be finished. Specialist organizations; these are the staff that have been utilized by the organization to be conveyed to the customers when certain administrations are required. They are differed relying upon the specialization. This group should be dependable and focused on their work since they speak to the picture of the organization. Inability to offer great types of assistance they hazard the organization conclusion just as the loss of occupation Examiners; these are outer faculty who just come in to survey the organization execution as far as administration conveyance. They hold the organization in line and illuminate them on where to address quick before circumstances turn crazy. Any genuine business that requirements to get by in this serious world can't run without examiners. Key messages Customers; for the customers to get great administrations they should be agreeable and function admirably with the specialist organization. They should pay for administrations early enough once the work is finished. They should be understanding since they are working with people and not robots and hence are inclined to commit errors. They ought to be prepared to give the laborers renewed opportunities. They have to figure out how to win the trust of the specialist co-ops. If there should be an occurrence of any grumblings they should enlist them with the organization since this will guarantee they are served better. Specialist organizations; since they focused on working they ought to accomplish their work determinedly without anticipating management from their seniors. They should just resolve to work that they can do or have aptitudes in doing. The laborers ought to be straightforward and endeavor to win the trust of the customers. If there should arise an occurrence of any objections they should answer to the administration so moves might be made. Examiners; they ought to consistently review the organization and give review report on schedule. This is on the grounds that its out of their report that the organization can have the option to know their missteps and right to improve things. Every one of these partners can assume their jobs well in the event that they get full help from the organization the executives.

Ethical Leadership Guide Definition, Qualities, Pros Cons, Examples

Ethical Leadership Guide Definition, Qualities, Pros Cons, Examples “Ethics must begin at the top of an organisation. It is a leadership issue and the chief executive must set the example.” â€" Edward HennessyThe world of business is full of ethical dilemmas, from where to direct scarce resources to serving the local community. Every leader will make ethical decisions, whether or not they acknowledge them at the time. But the decisions they do make can determine whether their leadership is based on an ethical framework or not. © Shutterstock | Gustavo FrazaoIn this guide, we’ll examine the ideas and concepts of ethical leadership. We’ll study the basic principles of ethical leadership and the characteristics ethical leaders showcase. Before detailing a few examples of ethical leaders, we turn our attention to the advantages and disadvantages of being an ethical leader.UNDERSTANDING THE CONCEPTS INFLUENCING ETHICAL LEADERSHIPEthical leadership cannot be discussed without considering the concept of ethics first. The idea of ethical behavior can be different depending on when, from whom and how you ask the question and therefore, the theory requires an understanding of the definition and context of ethics.In this chapter, we’ll examine what ethics means and the modern context of ethical leadership.What is ethics?Ethical behavior is a tricky subject and the difficulties in defining ethics date back to the beginning of humanity. Societies from Ancient Greece to Ancient China have explored the concepts an d ethical behavior is the cornerstone philosophy in almost all of the world’s religions.In its simplest definition, ethics relate to knowing and doing what is ‘right. According to the Oxford Dictionary, ethics is “moral principles that govern a person’s behavior or the conducting of an activity”. By being moral, you are doing what is ‘right’.The problem of ethical behavior comes from defining what is ‘right’. As mentioned above, ‘right’ or indeed good deeds can depend on whom you ask the question. People from different cultures, religions and even from the opposite gender can view certain things as ‘right’ that others would disagree with. The definition of ethical behavior has even changed within similar cultures as society has developed and changed.Defining what the ‘right’ behavior is has always been at the centre of ethics. As we’ll see later in this section, there are different valuations for correct behavior. One of the most common ways to define what’s right comes from asking a set of questions before committing to a specific behavior. According to Patricia Pinnell and Shirley Eagan from West Virginia University Extension, people use four common questions for determining the ethics of an action. These are:The child on your shoulder. Are you OK for doing the action, even if your children are watching?The front paper story. Would you feel OK if the action/behavior became the front-page story in your local newspaper?The golden rule. Are you comfortable for being on the receiving end of this action or decisions?The rule of universality. Would it be OK if everyone in the world would behave or act that way?The idea of the questions is that if you can answer yes, the action or behavior is likely an ethical one.Ethics is therefore open to interpretation. Nonetheless, there are a few defined interpretations of how ethics can be viewed, especially in terms of behavior. Below chart shows some of the common ways of defining ethics.S ituational ethicsThe ‘right’ action is dependent on the context of the situation. This means that the right action might be wrong in another context.As an example, you might be right to lie to someone when they ask your opinion, even though lying in other situations would be considered ethically wrong.Cultural relativismCulture determines what is ‘right’ and it isn’t correct to judge other cultures based on one’s own culture. What is accepted and ethical in one culture might not be so in another.A modern example is the question of animal slaughter, which in certain cultures follows a strict cultural or religious code, which might seem wrong to a Westerner.Professional ethicsThe right is determined by a code of ethics of a specific profession and people in the profession should follow these.The code of ethics, or the Hippocratic Oath, is a good example of professional ethics.Value-based ethicsA person’s personal values should guide their behavior.Everyone has a set of v alues, which they should use to determine the ‘right’ and ‘wrong’. You should always follow your inner voice when judging your own actions.Rule-based ethicsThe rules of specific group or organization determine what is right. These include the society’s rules, religion’s rules and an organization’s rules.An organization might give a guidebook that determines which behaviors are acceptable when dealing with customers, for example.Fairness-based ethicsThe ‘right’ actions and behaviors are determined by their fairness. Everyone should be treated fairly and equally.Generally, uses the ‘golden rule’ as the guiding practice. Ethical behavior is anything that doesn’t discriminate others.Ethics based on general principlesAssumption that there are generally accepted principles, which guide human behavior and therefore, determine what is right.As an example, the ‘right’ actions might occur when you put the greater good ahead of personal interest and try avoiding har ming other people.When discussing ethics, people often think ethics and morality are the same thing. But in order to understand ethical leadership, it can be beneficial to view these two concepts differently.One of the most important ethical philosophers of modern times has been John Rawls, who made a clear distinction between comprehensive moral systems and less comprehensive systems. The distinction can help better understand the idea of ethical leadership.To Rawls, the two differ in the following manner:Comprehensive moral systems cover not just one’s behavior, but also bigger issues such as where one’s place is in the universe. These moral systems would include the world’s religions, for example.Less comprehensive moral systems would only cover areas of politics, social, and economics.Therefore, morality is generally based on much broader set of values and beliefs. These can or cannot be logically coherent. Whereas ethics is based on social norms, following coherent philos ophical principles. Nonetheless, morality can form a basis for ethical leadership, such as ethical leadership.The modern context of ethical leadershipEthical leadership is essentially a leadership theory, which uses the above ethical concepts as a guide to managing subordinates. Since ethics deals with the principles of ‘right’ behavior and leadership with influencing other people to achieve goals, ethical leadership is influencing people through ethics.The rise of ethical leadership can be traced back to the scandals inside the corporate world in recent decades. The fall of big organizations such as Enron and the Lehman Brothers has partly been blamed for unethical behavior and therefore, there’s been a call for a more ethical leadership to appear. In a qualitative study published in 2010, Plinio, Young and Lavery concluded the lack of ethical leadership and poor ethical behavior is among the biggest problems modern organizations face.Ethical leadership is considered to be on e solution for creating a balance between the wellbeing of the subordinates and the wider community, and the organizations profitability. The theory understands the importance of trust and good relationships. In essence, modern ethical leadership theory places importance on the idea of service. The theory is therefore somewhat close to Robert Greenleaf’s concept of servant leadership. Greenleaf wrote in 1977, in his famous book Servant Leadership, “Service to followers is the primary responsibility of leaders and the essence of ethical leadership”.Ethical leadership often takes the form of three separate approaches to leadership. The three have historical and philosophical foundations and all three emphasize different aspects in decision-making.First approach is Utilitarianism Theory, which sees the leader maximizing the welfare of the subordinates. The focus is on ensuring the subordinates feel good and are happy, before deciding on an action. Concern is on the proper ends of the action, not necessarily on how you get there. The approach is closely associated with John Stuart Mill and the ethical cost-benefit analysis.The second approach focuses on the Libertarianism Theory. The leader is to protect the freedom of the individuals as the main concern. If an action or decision would restrain the subordinate’s freedom, then the leader would not proceed with the course of action. The concern is on the intent of individuals. The approach follows Aristotle’s idea of virtue ethics or eudaimonism.Finally, the last approach to leadership emphasizes Immanuel Kant’s Ethical Theory of doing the right thing. The approach to decision-making is therefore looking at the proper means. Moral and ethical actions come from understanding what are the rules and customs of the organization and following these. The idea is that by understanding these common, agreed values, a leader can make the right decisions.In the modern context, ethical leadership theories often emph asize either one of the above approaches or a mixture of the three. Importantly, ethical leadership requires a leader to act and lead in an ethical way. This generally means ethical leadership is both visible and invisible. Leader’s actions should show in public and give reassurance to subordinates about the ethical behavior, but the leader must also think in an ethical manner. The leadership theory requires the leader to have ethics as an integral part of their everyday framework.Ethical leadership should also be understood through the lens of its influence over other leadership theories. Being ethical is a core part of other leadership styles and a strong ethical foundation is required for styles such as transformational and charismatic leadership. While strong ethical outlook is required for these leadership theories, ethical leadership places the biggest emphasis on implementing ethical values to every aspect of leadership.In their 2006 analysis of ethical leadership, Michael E. Brown and Linda K. Treviño compared ethical leadership with other notable leadership theories. While the similarities are often clear, Brown and Treviño concluded that, “ethical leaders explicitly focus attention on ethical standards through communication and accountability processes”. It’s precisely this aspect of ethical leadership that separates it from authentic, charismatic and transformational leadership.THE CORE ELEMENTS OF ETHICAL LEADERSHIPThe above explored the concept of ethical leadership and how the theory has developed in modern context. Let’s now turn our attention to the core elements of ethical leadership. What does it mean to lead in an ethical manner?Components of ethical leadership frameworkThe above showed how ethics and ethical behavior could manifest in a number of different ways. The idea of ‘doing the right thing’ can depend on your approach and whether you focus on the means or the end goals, for example. Therefore, ethical leadership requi res a solid framework to work. There are three core components of the ethical leadership framework:Internal uniformity â€" Different elements within the organization must be ethically consistent and not have contradictions.Proactivity â€" The framework should tell people what to do, instead of outlining the things you shouldn’t do. Ethical leadership framework looks forward and acts pre-emptively.Vigour  â€"The framework is regularly re-examined and updated according to the needs of the organization and the subordinates. In short, the framework is dynamic instead of a static system.Ethical framework helps a leader and the organization to make decisions and approach actions with a coherent plan, instead of having to constantly re-think and assess the situation. A framework will not provide ethical leaders with a clear decision each time, but it makes it easier to analyze the situation and to listen to other people’s opinions regarding the matter.The best way to go about creating an ethical framework requires you to follow a few simple steps. First, the leader’s ethical framework should always align with that of the organization he or she is leading. Consider the example of having to lead an organization that believes the leader should solely do decision-making, whereas you are a strong believer in collaboration. The ideologies will clash and cause problems. The exemption to the rule is a situation where the organization is seeking for a leader to change the current ethical framework.The above also points out to another important implication of ethical leadership. The leadership theory strongly encourages the leader to place the vision and mission of the organization at the core of decision-making. Therefore, the basis for the framework and decision-making should always be accomplishing and following the organizations mission statement and existing framework.The other important step is to ensure the ethical framework guiding the leadership is visible and p art of the larger conversation within the company. Ethical leadership should always be explained, as well as re-examined. Subordinates have the right to understand why decisions are made the way they are and to have their own say about things. As mentioned before, ethical leadership is not a static state; therefore, different opinions and changes within the organization will and should influence the framework and shape it to match the vision.In addition, ethical leadership should remain a shared process. This means that ethical leadership encourages and empowers others to take the lead. It has a big mentoring component attached to it, which calls for people to experience the difficulties of leadership. The idea of this is to guarantee an organization is never in a position where leadership is not available.Finally, ethical framework alone won’t help achieve ethical leadership. In the theory, ethical thought must always be followed by action. Holding ethical principles is not enoug h to constitute to ethical leadership. Integrating ethical leadershipIn terms of integrating ethical leadership and ethical framework into an organization, the focus on openness and communication is the key. Linda Fisher Thornton established seven practices to integrating ethical leadership into an organization in her 2013 book 7 Lenses: Learning the Principles and Practices of Ethical Leadership.#1 Facing the complexity ethical decisions bring aboutAs mentioned earlier, communication is key to ethical leadership. The framework must be outlined clearly and people should be aware of the ethical standards in use. Furthermore, the decision-making process should be openly discussed, even when it requires difficult decisions.Open communication on ethical standards and decisions will develop subordinates’ sense of ethics and can help them make better decisions as well.#2 Not separating ethics from other business activitiesThornton also highlights the importance of implementing ethical l eadership throughout the organization. Ethics shouldn’t be only considered at times of trouble or big decision-making, but rather also part of the day-to-day business.Everything within the company should be done with the ethical framework in mind. This includes training and hiring new employees, as well as making deals with other companies. If standards are not kept, the ethical leadership base, which relies on trust and example, will erode. It creates an environment where subordinates and other stakeholders won’t know what promise will be kept.#3 Not allowing negative interpersonal behaviors to erode trustFor ethical leadership to work, the leader must be able to create meaningful relationships with the subordinates. These relationships must then rely on trust, respect and open communication.Ethical leadership understands the difficulties in interpersonal behavior in organizations. People’s differing opinions on ethics shouldn’t be treated with negativity, but rather cultiv ate a relationship within the organization where different views can be discussed. After all, ethical leadership relies on development and growth.#4 Seeing ethics beyond laws and regulationsWhile one aspect of ethics clearly believes that ethical behavior can be determined by the focus on following laws and regulations, ethical leadership should embrace ethics more widely.Organizations shouldn’t just consider doing the right thing in terms of what the regulations say, but to express ethics in a wider framework of social justice and sustainability.#5 Not exempting subordinates from ethical expectationsJust as ethical leadership should be implemented organization-wide and in day-to-day activities, the subordinates shouldn’t be exempt from meeting the ethical expectations set by the framework.People should be aware of the framework and the ethical behavior that is paramount for the team, and they should behave accordingly.#6 Celebrating positive ethical momentsAlthough it’s impor tant to hold people accountable in terms of ethical behavior, the framework also requires celebrating positive achievements. Since the leadership calls for proactive behavior instead of reactive, leaders should be focusing on the positive outlook.The focus should be on implementing and enforcing the right model and framework for ethical leadership, instead of pointing out what it shouldn’t look like.#7 Understanding ethics to be a long-term developmentFinally, ethical leadership is a long-term development plan and framework. It’s not about quick fixes and it can take a long-time to develop a strong ethical behavior across an organization. Importantly, ethical leadership is never a finished process, but the framework should change with the organization and with time.As mentioned above, ethics change according to time and therefore, what the organization does now might not be considered ethical by its own standards within thirty years.THE QUALITIES OF AN ETHICAL LEADEREthical phil osophy is not a static framework people are born with. As the examples above have shown, ethical behavior can be determined in many ways. People develop internal ethical frameworks over time, with different experiences and life events influencing the ethical approach. Therefore, the qualities of ethical leaders are not innate, but rather, can be enforced and developed throughout the leader’s life.Furthermore, your life experiences can reinforce or reignite specific ethical ideas within you. Your ethical leader framework will be a constant examination of your own behaviors and qualities.In this section, we’ll examine the qualities ethical leaders highlight, before providing you with an idea of the actions an ethical leader should take in their everyday life.Before you venture into reading about the characteristics, watch the interview of Apple CEO Tim Cook explaining how he developed his ethical compass: The core characteristics of ethical leadersThere are specific characteristic s ethical leaders showcase. The traits you should focus on as an ethical leader include the following.ConscientiousStudies on ethical leadership has shown one of the most crucial traits of an ethical leader is being conscientious. Fred Walumbwa and John Schaubroeck’s research published in the Journal of Applied Psychology in 2009 and Karianne Kalshoven, Deanne Den Hartog and Annebel De Hoogh’s paper on ethical leadership, published in the Journal of Business Ethics in 2011, pointed out ethical leader’s ability to be thorough, careful and vigilant.Ethical leaders take their positions seriously and they want to succeed in their role. Furthermore, they want to help empower others and ensure the organization and subordinates they serve are succeeding. The leader focuses on the diligence and dedication to get the job done.Conscientiousness also means the leader should showcase strong moral identity. An ethical leader wants to define and think of him- or herself as a good person. Th ere is a concern present for doing the right thing and perhaps more importantly, of thinking what the right action would be.Conscientiousness and moral identity are perhaps the traits innate in an ethical leader. The willingness to consider ethics and to behave in a moral manner is something that stems from the inside and it can be hard to instill in a person. Nonetheless, as a leader, you want to start thinking about your actions more often and to consider the ethical implications of making choices.InclusiveEthical leaders are inclusive. This means that they are open to other opinions and encourage people to voice different ideas within the organization. But on top of this type of communicative and collaborative inclusiveness, ethical leaders also work with people from all sorts of backgrounds. An ethical leader understands the benefits of a diverse work environment, and therefore, wants the organization to be more inclusive of people from different ethnicities, races, cultures and backgrounds.Inclusiveness requires understanding as well as acceptance of different people and of differing opinions. An ethical leader must therefore educate him- or herself in a variety of things, such as cultures and gender identity. It’s important to be open to listen at all times without passing judgment. Perhaps importantly, an ethical leader should remember that while ideas can be criticized, people shouldn’t.AccountableAccountability is another important characteristic of an ethical leader. The responsibility of ethical leadership must be treated with respect and in a serious manner. As mentioned before, by doing what you are saying, you can show true ethical leadership and therefore build trust among the subordinates. You must, as a leader, be responsible for the actions and decisions.The modern corporate world has shown examples of the importance of accountability at the highest level. During the Enron scandal, the Chairman and CEO, Ken Lay and Jeffrey Skilling, argue d against their accountability in the context of not knowing about the illegal accounting practices.But the point isn’t as much whether these leaders actually knew or not, since they should have known because of their position. The responsibility of being in charge and ensuring the ethical standards are upheld fall ultimately on the leaders and an ethical leader would take responsibility.ConsiderateConsiderate behavior is important for an ethical leader in two separate senses. First, an ethical leader must consider all of his or her actions and find the ways to minimize harm. Indeed, Rushworth Kidder presents moral dilemmas in his book How Good People Make Tough Choices, not as a choice between right and wrong, but between two rights (or two wrongs).Ethical leaders will often be faced with situations where both actions might do good or harm, yet they have to be considerate of choosing the ‘best’ solution for the situation, keeping in mind the overall ethical framework of his o r her leadership and the vision of the organization.The second type of consideration requires the proper treatment of subordinates and other stakeholders. The characteristics of treating people with fairness and honesty might seem rather obvious, but it’s, nonetheless, an important trait a leader would want to focus on. The key thing to remember is that the saying, “everyone is equal”, does not mean that each subordinate is the same. Rather, the saying implies that the worth of each subordinate should never be different in the eyes of the leader.ConsistentAll of the above traits are enhanced by consistency. As mentioned above, ethical leadership framework must be present at all times and an ethical leader must showcase consistency in his or her approach. An ethical leader can inspire the workforce by staying true to his or her own ethical standards. Rules and regulations shouldn’t be seen as an obstacle you could bend if the situation requires it. As a leader, you shouldn’ t high higher standards in a specific field, such as labor standards, if you are willing to overlook certain other regulations, such as environmental standards.Consistency is also required in the way you treat subordinates and stakeholders. You must outline the rules and the ethical framework and hold on to these standards when you deal with people. You can’t tell off someone for doing something you wouldn’t punish for in another situation.AuthoritativeEthical leaders must learn to be authoritative and to use his or her power. But there are important distinctions in how autocratic or authoritarian leaders use power and how ethical leaders control the subordinates. Whereas in the more authoritarian models decision-making is in the hands of the leader, in ethical leadership there must be collaboration in the process. It doesn’t mean that the ethical leader wouldn’t be in charge of the final decision, but only implies the authority is structured in a way other people can share it with the leader.Importantly, there is a distinction in the use of power. In his book, Escape from Freedom, Erich Fromm distinguished two separate ideas of power. First, there is the power over, which allows leaders to use subordinates in order to achieve an end. Power to means the ends can be achieved without using one’s power to force others in doing something. Notice the latter doesn’t mean leaders wouldn’t need help, for instance, but only that others don’t act through coercion or force.Power for an ethical leader is about the latter option. The focus is to achieve the ends, not to gain personal accomplishments or to prove you are better than others. In essence, ethical leaders use authority as a mean to empower others and sharing responsibilities and power is seen as a means to increase the chances of success.Key actions of ethical leadersIn addition to the above traits, ethical leaders also engage in specific actions as part of their leadership. Below are some of the things an ethical leader should focus on in order to improve his or her ethical behavior and build more trust with the subordinates.Creating I-Thou relationshipsFor the organization to work, positive relationships are required. Ethical leadership focuses on relationships that rely on respect and trust, even when there isn’t always agreement. It’s important to trust each member within the team, even if you don’t always agree with the decisions. German philosopher and theologian Martin Buber called these as I-Thou relationships. The distinction between the I-Thou relationships and the I-It relationships is explained on slide 8 of the following presentation.[slideshare id=15576061doc=chapter9-121210133609-phpapp01w=640h=330]The ethical leader must embrace subordinates as valuable and important to the organization and its success. There must be a level of respect, even if the leader doesn’t always see eye-to-eye with the person.In order to create the I-Thou dialogue and relatio nship, the leader must treat subordinates with trust and respect. This requires honesty in saying what needs to be said. Whilst ethical leader never wants to intentionally hurt anyone, the leader should not sugar-coat things either. If you are honest and you respect other people’s opinion, they will respond with the trust.As a leader, you must also place the interests of the organization before your own self-interest. You can’t expect respect from subordinates or other stakeholders, if your decisions are based on what is good for you. The accountability factor plays a crucial role in this aspect, as you need to be willing to put yourself on the line if it’s in the interest of the organization and the common good.Setting up proper communication and collaboration channelsCommunication and collaboration are the cornerstones of ethical leadership. An ethical leader must set up proper communication channels to allow feedback to fly in both directions. With proper communication come s less rumors, suspicion and ultimately resentment, as people can be more aware of what is happening around them. Creating an open culture and one that enforces explanations will help build more trust and respect among the theme.In order to have proper communication, you should improve your overall communication skills. This includes understanding the importance of verbal and non-verbal communication and to strive for clarity in expression.In addition to communication, you want to pay attention to collaboration. Collaboration means asking for ideas and channeling power to other people. If you allow people to take the lead and you trust their ability to make good choices, you will gain further respect.Harness your communication skills by watching this video. Striving to increase your competenceLeaders must be competent and knowledgeable, as this is the main reason they are trusted in the first place. Ethical leaders should be striving to increase their competence and to enhance their own skillset â€" just as they should expect the subordinates do.In part, this might require you to admit your shortcomings. You should forget about the notion that showing imperfections is a sign of weakness, and instead celebrate your ability to admit you need help. Delegating is not a dirty word in ethical leadership. You should never accept responsibilities or tasks as a leader you are not competent in doing.Furthermore, you need to continuously educate yourself and discuss the industry and the leadership position with other leaders. You want to enhance your understanding of the organization and everything relating to the industry, but also improve your ability to be ethical and to lead other people.Re-examining your ethical behavior and valuesBy now you should have understood that ethical leadership is a journey, which doesn’t finish. Ethical leaders don’t wake up one day and feel they’ve become ‘the best they can be’. Rather you need to be constantly prepared to re-e xamine and re-evaluate your own behavior and the ethical framework you adhere to.Consider your values and ethics regularly and allow yourself to be challenged. Don’t defend your arguments or behavior blindly, but openly consider you might have to learn something new. Don’t give up on your high standards in the face of adversity. Remind yourself and others around you of the benefits of ethical behavior and the things you’ve been able to achieve and accomplish with ethical behavior.ADVANTAGES AND DISADVANTAGES OF ETHICAL LEADERSHIPEthical leadership has been closely scrutinized, perhaps because of its nature to focus on such grandiose concepts such as ethics. While it has a number of tangible advantages, the leadership theory is not always the best approach to solving organizational problems.Advantages of ethical leadershipPerhaps the biggest advantage of ethical leadership is how it leads to better rates of job satisfaction, which in turn improves employee commitment. In the 20 09 study, Walumbwa and Schaubroeck found employees under ethical leadership to be less likely to leave the job and overall, the employees were more happy and helpful.The increased job satisfaction is driven by the leadership theory’s focus on communication and collaboration. An employee won’t feel out of line for expressing their opinion and the relationship between the people in higher ranks and the people in lower positions is based on mutual respect. Each individual is treated with respect and the work they do is appreciated.Furthermore, since ethical leaders lead by example, the helpful behavior is likely to spread across the organization. Ethical leaders shape the organization and therefore, the organization will attract people whose own moral and ethical framework is similar to that of the leader and the organization. In fact, David Mayer et al found in a study published in 2012 that ethical leadership reduces unethical behavior in subordinates. Therefore, the leadership t heory has a powerful impact across the whole society.The strong ethical framework and leadership example can also help ensure employees report on problems quicker. Issues that might not arise otherwise can become something subordinates feel compelled to discuss with the leadership, which can guarantee the organization won’t run into troubles later. For instance, in companies such as Enron, a stronger ethical framework would have alerted the leadership about the wrongdoing (assuming they didn’t know about it).Ethical leadership can also provide an additional collaborative benefit to an organization. As mentioned above, ethical leadership framework embraces collaboration and this doesn’t just imply co-operation within the organization. Ethical companies also collaborate with other organizations that share the same ethical framework. The open approach to dealing with other organizations and being a trustworthy partner can boost innovation within the organization.Overall, the lead ership model can reduce business liability and prevent costly errors within the organization. In fact, a Harvard Business Review summarized a study, which found that good leadership could boost a company’s bottom line. Employees, who marked their CEOs higher for character qualities, saw the organization have an average return on assets of 9.35% over a two-year period. This was almost five times the average return of the organizations with lower character ratings.Disadvantages of ethical leadershipDespite the positive elements ethical leadership can provide to an organization, it arguable can cause issues as well. Ethical leadership requires the leader’s ethical framework to fall in line with the vision of the organization. But it’s not just the leader and the organization that need to be aligned, the subordinates can find it difficult working in an environment with certain ethical standards. You should be aware by now that ethical behavior depends on the person’s worldview a nd therefore, ethical behavior of an organization might not be considered ethical by another person. The different ethical frameworks can cause tension within an organization and therefore, certain people might not find the environment pleasant or welcoming.Furthermore, ethical leadership can be rather dependent on the leader’s ability to influence. In a way, ethical leadership has charismatic leadership tendencies, which means people might be following the leader without a critical approach. This can mean that employees trust the leader so much, they forget about the leader’s humanity â€" meaning they are blind to any mistakes or problems. For an organization, a blue-eyed approach to following the leader can be devastating in terms of making the right decisions.Ethics are difficult and upholding high ethical standards at all times can be extremely complicated. The so-called grey areas are more than likely to arise and cause issues. The problem for organization is upholding ethi cs while trying to maintain a positive bottom line. In certain situations, such as keeping up with regulations, the costs can go up and therefore make ethical leadership financially harmful for the business. The downsides in terms of finances tend to be short-term, but the short-term impact can be crucial for new companies, for example.With ethical leadership, organizations are going to have to pay more attention to policies. Clarity is paramount for the leadership model and this can mean the need for clear and coherent policies, rules and regulations. The more detailed the policies, the easier it is to guarantee proper ethical standards are upheld. But this can mean plenty of extra work, especially at the start. The rigorous clarity and consistency could be challenging, especially for smaller organizations.Finally, as eluded above, the requirements for consistency could act as a drawback. Ethical leadership can be difficult to maintain, but if you step out of the framework once, yo u can damage the respect earned with your subordinates and other stakeholders. Claiming to be an ethical leader and not acting in an ethical manner could be worse than following another framework but implementing ethical behaviors in occasionally.EXAMPLES OF FAMOUS ETHICAL LEADERSTo highlight ethical leadership in the real world, we’ve gathered a few examples of ethical leaders. Through these examples you can see how ethical leadership works in practice and perhaps notice better the advantages and disadvantages it entails.James Burke / JJJames Burke is often one of the first examples of ethical leader people give and when you understand the story, you understand why. Burke’s ethical leadership highlights the difficulties of the corporate world and the need of creating a trust-based relationship with the organizations customers.Burke’s ethical leadership became evident during a Tylenol Crisis his company JJ faced in the fall of 1982. Burke took immediate action to have all the company’s Tylenol capsules removed across the country, although this created a large financial loss for the organization. He went even further than that. He allowed the media to follow company meetings, he spoke on several occasions on TV and he introduced new protections to the way the organization packaged its products. The costs weren’t added to the price, but were absorbed by the organization.In an interview for a 2004 book Lasting Leadership, Burke said,“You tell me any human relationship that works without trust, whether it is a marriage or a friendship or a social interaction; in the long run, the same thing is true about business.”Tony Hsieh / ZapposTony Hsieh has achieved meteoric success with his online shoe retailer Zappos. The organization started in 1999 and turned the retailer market upside down. The success can partly be put down to Hsieh’s ability to put ethics at the core of what the company does.David Henderson interviewed Hsieh for his book Making News i n the Digital Era and the ethical revolutionary pointed out two important parts of leadership. First, the company knew it had to embrace transparency â€" it wouldn’t achieve its objectives by trying to hide from its customers. Second, Zappos has tried to create a company culture on core values.Hsieh made an interesting point about core values in the interview stating,“It doesn’t really matter what the core values are, as long as the entire organization commits to those core values. The most important thing in any large organization is alignment [around values and vision].”Howard Schultz / StarbucksStarbucks has consistently appeared on the World’s Most Ethical Companies list by the Ethisphere Institute. Large part of the company’s ethical approach to making business has stemmed from its leader Howard Schultz, who has always put employee wellbeing at the heart of the organization.Schultz wanted to ensure all employees receive access to healthcare, even if they work part-t ime for the organization. The coffee is sourced ethically and there is emphasis on sustainability throughout the business, from choosing business partners to providing the service to customers.The company’s leader has also received personal accolades, continuously ranking high on the Glassdoor’s list of Highest Rated CEOs. Schultz has been recognized for understanding that great customer service starts from happy employees. Through ethical leadership, he has been able to inspire employees to serve better.Interestingly, Starbucks is also a good example of the scrutiny ethical leadership brings about. Because the company has set such high standards to itself, protesters regularly point out to any problems the company might have in meeting its targets.You should watch the start of this interesting talk with Howard Schultz at the 2012 Aspen Ideas Festival. The conversation tries to answer the questions “Can corporate values drive shareholder value?” The whole video is rather lon g, but the starting minutes are the most crucial to understanding ethical leadership. FINAL THOUGHTSEthics is part of the discussion when it comes to leadership, as leaders and organizations have to make ethical choices every day. The kind of role these ethical decisions take within the organization naturally depend on the leadership style and the vision the company wants to use. Ethical leadership is a model, which emphasizes the importance of ethics in decision-making and highlights the positive impact the leadership style can have.Ethical leadership is based on trust and respect. For the framework to work, ethical leaders must align their own ethical standards with those of the organization and ensure there is an environment of openness. Ethics isn’t a stagnant concept, but it requires constant challenging and re-evaluation in order to provide the benefits.But the dynamic nature of the leadership theory also makes ethical leadership challenging to accomplish. Consistency can be difficult to maintain and aligning different ethical standards will be crucial for leadership success. Nonetheless, having a well-thought ethical framework can help in the decision-making process, especially in today’s complex world. 55 â€" Ethical Leadership Guide Definition, Qualities, Pros Cons, Examples

The Outsiders Movie And Movie Differences - 959 Words

The drive-in and Bob’s death. Living in an abandoned church. The fire, hospital and the rumble. All are apart of the book and movie, The Outsiders. In it, a group of Greaser boys have a close bond. An unexpected night occurs and Johnny murders a Soc. Johnny and Pony run away and soon, along with Dally, they save children from a fire. Johnny’s doesn’t look good and he dies. Dally gets into some trouble and gets shot. There are many similarities and differences between the movie and book version of The Outsiders because of events in the movie, book, and both. The book by S.E. HInton differs from the movie version because of appearances of the characters, ending being longer, and the introduction. First, in The Outsiders, it states Soda†¦show more content†¦The first chapter of S.E. Hinton’s book talks about Pony getting beat up by Socs. â€Å"There just isn’t a whole lot you can say while waiting to get mugged, so I kept my mouth shut†¦ He pulled a knife out of his back pocket and flipped the blade open.† (Hinton 5) In the movie it mentions none of the above. (The Outsiders) In the movie The Outsiders, Sandy is never showed. (The Outsiders) â€Å"‘You in love with Sandy? What’s it like?’ ‘Hhhmmm.’ He sighed happily. ‘It’s real nice.’† (Hinton 18) Later on in the book it states, â€Å"‘You going to take Sandy to the party?’ I asked†¦ ‘No she went to live with her grandma in Florida.’... ‘does he have to draw you a picture? It was either that or get married, and her parents almost hit the roof at the idea of her marryin’† (Hinton 111) It can be infered that Sandy got pregnant and she left. Lastly, the reason for Ponyboy writing was because of his English assignment. â€Å"And I decided I could tell people, beginning with my English teacher. I wondered for a long time how to start that theme, how to s tart writing about something that was important to me.† (Hinton 180) In the movie, it doesn’t have the concept of school. (The Outsiders) In conclusion, the movie from 1983 is a little bit different than the book. The movie and book, The Outsiders may have their differences. but they areShow MoreRelatedSimilarities And Differences Between The Outsiders Book And Movie1167 Words   |  5 Pagesnot fair.’† So many events have taken place in The Outsiders and some haven’t throughout both the book and the movie. So many themes have also connected the book and the movie as well. In the novel, The Outsiders, by S.E. Hinton, has many similarities, differences, and recurring themes that connects to the movie as well. In The Outsiders, there are many similarities and differences between the movie and the book. The main and biggest difference between the two is Ponyboy still narrates the storylineRead MoreThe Outsiders Movie And Movie Essay970 Words   |  4 Pages The book, and the movie, â€Å"the Outsiders† is about a conflict between greasers and socs. Up until the point where Johnny kills a soc, there are mostly only small fights and arguments between the two. The story â€Å"the Outsiders† takes place in the 1960’s, when there were two main lifestyles. Greasers and Socs. Greasers are known for greasing their hair. Socs are rich kids who have good clothes, drive mustangs, and always have an argument against the greasers. The main character in S. E. Hinton’s bookRead MoreComparing The Book The Outsiders 1514 Words   |  7 PagesComparison between the Movie and Book: The Outsiders It is an experience of a lifetime to read a story in a book and watch the movie. The book and movie, The Outsiders, share many similarities and differ in equally many ways. S. E. Hinton narrated the Outsiders, and this high-quality narration was equally translated to the movie (2). However, they seem to vary in so many ways. This write-up examines the similarities and differences between the book and movie, The Outsiders, in terms of the plot,Read MoreHoles Book Vs. Movie Essay794 Words   |  4 Pagesare examples of what a thesis statement should look like: The three major differences between the book The Outsiders and the movie version of The Outsiders were the courtroom scene, Ponyboy’s sickness after the rumble, and Dally’s death. Three of the major similarities between the book and movie version of The Outsiders were the death of Bob, Johnny, and Dally. The similarities between the book Holes and the movie Holes are the camp Stanley goes to, the way he is treated at the camp, andRead MoreComparions of the Book and Movie of The Outsides by S.E. Hinton561 Words   |  3 PagesWatching a movie based on a book and actually reading the book can be a rather similar experience or not. The Outsiders by S.E Hinton was published sixteen years before Francis Ford Coppola turned the book into a movie. After reading the book and watching the movie, there are obvious similarities and differences between the two as characters, plot, and details are compared. Cherry and Marcia are both Socs. Hinton describes them as â€Å"†¦ tuff looking girls – dressed sharp and really good-lookingRead MoreThe Awakening Of The Dark Corridor984 Words   |  4 Pagesspaceous, eerie boarding school that used to be a private mansion. This ghost movie derives from typical characteristics of the subgenre haunted houses. Unexpected sounds, intense music, and a ghostly monster scare the viewer as this movie plays out, but the twist is finding out the monster is not the ghost. The Awakening’s twist in plot allows the movie to surpass the layout of a haunted house movie by making the movie more interesting, suprising to the viewer. To begin, haunted movie’s subgenreRead MoreTruman Capote and Rachel Armstrong: Analysis of Critical Movie Characters1171 Words   |  5 PagesTruman Capote and Rachel Armstrong Critical Movie Character Analysis How the characters are positioned as Outsiders, in their lives and in the films (i.e. how do they behave as outsiders in their on-screen world, amongst friends, family, colleagues, etc., and how does the film emphasize that outsider position). The two characters, Truman Capote and Rachel Armstrong, are definitely to be considered outsiders. They both live outside the realm of what could be considered a normal life by mostRead MoreOutsiders Book and Movie Comparison Essay1004 Words   |  5 PagesThe book and the movie of the Outsiders are two very different stories. The book has so much more detail then the movie. The movie is not the most detailed but it does get its point across. There are may similarities and also many differences between the two the book is by far more interesting and more detailed then the movie. I enjoyed the book a lot and the movies a lot but the movie was missing a lot. A few similarities between the movie and book are that the movie still has the complete GreaserRead MoreThe Outsiders Movie Analysis938 Words   |  4 PagesA book composed into a movie is a delicate task. There are many components and scenes that are considered before being embedded in a film. In The Outsiders, there was a devious amount of detail neglected in the film. On the other hand, the book portrays the feelings and character relationships. Scenes that had specific meaning were shattered, several portions of the film were exaggerated, and the central message of the entire movie was mislaid. These fundamentals simply obscured the main messageRead MoreOutsiders Reflection on Difference783 Words   |  3 PagesDifference. The thing that makes a person a person. We would all be the same if differences never existed, not only differences in physical features, but personality, humor, and sincerity. In the book The Outsiders by SE Hinton, there are many details, some of minor si gnificance, some not as trivial. The movie The Outsiders, produced the endowed Francis Coppolas undiluted ingenuity, the director of the fine movie, contains these essential details obviously, but also adds in some lesser minutiae

International Business Environment - 4226 Words

INTERNATIONAL BUSINESS ENVIRONMENT Question 4: Compare and contrast the activities of two companies of your choice in the same industrial sector in developing new technology to try to maintain competitive advantage. CONTENTS INTRODUCTION 3 TECHNOLOGICAL DEVELOPMENT 4 (i)PRINCIPAL STAGES OF TECH DEVELOPMENT 4 (ii)BASIC INDEXES OF TECHNOLOGY 4 ROLE OF Ramp;D 5 TECHNOLOGICAL INNOVATION 7 ANALYSIS 10 (i)SAMSUNG 10 (ii)APPLE 12 PORTER’S 5 FORCE MODEL COMPARISON 15 SWOT ANALYSIS 17 CONCLUSION amp; RECOMMENDATION 19 REFERENCES 21 INTRODUCTION This paper seeks to compare core and enabling†¦show more content†¦Machines designed to replace human labor played a crucial part in the developing social production to perform production and transportation functions. Inventions such as the SPINNING JENNY amp; the STEAM ENGINE commenced the Industrial Revolution. This marked the evolution of machine production. Basic indexes of technology: The most important indexes in technology are productivity, reliability, and economy of operation. The productivity denotes the quantity of goods produced, processed, or shipped per unit time. The reliability of technology is characterized by the capacity to produce itemized quantity of goods without interruption. As the name suggest economy of the operation is determined by the consumption of materials, power and by the cost of supporting facilities necessary for the operation to take place. The indexes of any operation can be improved by perfecting the design of the working elements and by automating operational processes which is nothing but modernization. The life of any technology can be improved by well-timed modernization which ensures that the technology meets the demand of technical and scientific progress. ROLE OF Ramp;D: Consumer demands continuously changes to indicate the different needs as the society develops. A fresh range of high quality products is what the consumer wants. In order to meet up to the needs in a sustainable way a balance of research and development is needed. Research and development areShow MoreRelatedInternational Business Environment And Marketing Management1853 Words   |  8 PagesI chose international business environment as my topic of interest The reason why I chose this topic because I would like to become an international business manager in the future, so as a result of that I have to know a lot about the international business environment and that will help to develop my career in international of business management and yes international business environment is related to my area of study or professional field of study, as a student of business administration andRead MoreInternal And External Factors Affecting International Business Environment And The Trade Barriers Essay971 Words   |  4 Pagesof interaction between them and international business is considered as one of the mechanisms used in trade globalization. A lot of challenges and opportunities for international business arises and need to be studied in addition to strategies used to seize these opportunities and to overcome the potential barriers. 1.2 Research objective The objective of this research is to study all the internal and external factors affecting the international business environment and the trade barriers that constrainRead MoreThe International Business Environment4269 Words   |  17 PagesTable of Contents Introduction International business Environment Theories Guiding Decisions of Firms Transaction Cost Theory International Product Life Cycle Theory Foreign Direct Investment Theory Of Internalization Competitive Advantage Theory SWOT Weaknesses Opportunities Threats Conclusion THE INTERNATIONAL BUSINESS ENVIRONMENT Introduction International business International business involves business activities that crosses borders ADDIN ENRead MoreInternational Business Environment6667 Words   |  27 PagesModule specification INTERNATIONAL BUSINESS ENVIRONMENT Code: PGBM04 Credits: 15 Level: Masters FBL, Business School Board: Postgraduate Business Studies Learning Hours: 150 of which 30 CONTACT hours Rationale 1. The international business environment is multi-dimensional, including economic, political, socio-cultural and technological influences. While each can be viewed in specific national settings, increasingly they have become interrelated through processes of globalisation. In particularRead MoreInternational Business Environment3863 Words   |  16 Pages[Date] [Date] INTERNATIONAL BUSINESS ENVIRONMENT INTERNATIONAL BUSINESS ENVIRONMENT Globalization refers to the widely flow of production factors within the entire globe in order to understand the optimum resource allocation. Different authors provide different definitions of globalisation with their profound research. 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The main reason for why there is such a significant difference between the two types of business is due to the increased r isk associatedRead MoreCultural Environment Of International Business Essay1327 Words   |  6 Pages Cultural Environment of International Business Vanda Mallo Keiser University â€Æ' Abstract Understanding the management role relative to cultural influences is critical for today’s managers who want to interact proficiently across borders. One important concept which provides insight into the idea of intercultural aptitude is the notion of â€Å"mindfulness† or the ability to interact with others from different cultures. Managers must become more culturally sensitive since diversity in the workplaceRead MoreInfluential Factors of International Business and International Business Environment4145 Words   |  17 PagesA Business Growth and Strategy Project On INFLUENTIAL FACTORS OF INTERNATIONAL BUSINESS AND INTERNATIONAL BUSINESS ENVIRONMENT By: Ankit D Jethani 6937 Business Environment consist of every factors influential to the business operations. These factors are classified into two broad categories. These are: a) External or UncontrollableRead MoreThe Aspect of International Business Environment2799 Words   |  11 PagesTHE INTERNATIONAL BUSINESS ENVIRONMENT Introduction Dramatic world trends in the last two decades rapidly entail international business. Markets for goods and services are now global especially so for financial instruments of all kinds ADDIN EN.CITE Daniels2007150(Daniels et al., 2007)1501506 Daniels, J., Radebaugh, L., Sullivan, D.International Business: environment and operations, 11th edition2007Upper Saddle River( HYPERLINK l _ENREF_2 o Daniels, 2007 #150 Daniels et al., 2007). This paperRead MoreThe International / Global Business Environment Essay3139 Words   |  13 Pages THE INTERNATIONAL/GLOBAL BUSINESS ENVIRONMENT Jessica Beer â€Å"Whatever your level of involvement, it is important to understand the global business environment and its influence on the manager s role. This complex role demands a contingency approach to dynamic environments, each of which has its own unique requirements.† (Deresky, 2010). Within the overall global environment, there are three subsections that global managers must understand comprehensively before they can expect to have success

Business 1 Coursework 1 on Enterprise Free Essays

string(91) " This allows individuals to develop their career path as they progress within the company\." Business 1 Coursework 1 on Enterprise 1. Identify three reasons why Enterprise uses workforce planning. Workforce planning is the process of analysing an organization’s likely future needs for people in terms of numbers, skills and locations. We will write a custom essay sample on Business 1 Coursework 1 on Enterprise or any similar topic only for you Order Now It is an essential process in Human Resource Management as it ensures that a firm has the right number of people in the right place, with the right skills at the right time. Workforce planning often has 5 steps. The first step is the ‘Environment Scan’ which involves managers look at why workforce planning is important, the strategic objectives, the internal and external environment. The second step is ‘Current Workforce Profile’ where managers look at their current profile, current skills and competencies of the workforce, and current strengths and development needs. The third step is the ‘Future Workforce View’ which is when managers look at what future products and services will be provided by the organization, what the future environment will require, what the future workforce supply and demand is, what future skills and competencies are required etc. The fourth step is ‘Closing the Gaps’ is when the business has to see what the key areas of need/action are to move from where the organization is now to where it wants to be. It involves basically filling all the gaps that are needed to be filled in order to have a successful workforce plan. The final step is the ‘Conclusion/Evaluation’ where managers can check what the key outcomes of the workforce plan were, how they can evaluate the strategies in the workforce plan and what the next implementations are of the workforce plan. Enterprise is the largest car rental business in North America. In 2007, it had 728,000 rental cars in use, employing over 65,000 people with an annual turnover of over 4. 5 billion pounds. The car rental market is increasingly competitive and Enterprise continues to expand its range of services to meet customer needs and wants. Enterprise ensures it has the right people and skills to achieve its business aims and objectives. Therefore it is majorly important for Enterprise to hire, train, develop, and promote its staff. The organization uses workforce planning so it can see what its future staffing needs are. Three reasons why Enterprise may use workforce planning are: the business may grow into new markets such as moving into truck rental, it may use new technology which requires new skills e. g. global positioning equipment, or staff may retire or be promoted, leaving gaps which need to be filled. Enterprise is constantly aiming to grow larger and along with looking at its present situation, it needs to plan what the future workforce needs will be. The impact of good workforce planning would be eliminating surprises, no delays, identifying problems early, preventing problems, lower turnover rates and taking advantages of opportunities. If Enterprise didn’t use workforce planning, it would face the opposite of what it actually faces when it plans its workforce efficiently. Workforce planning is very essential and should be implemented by every HR department in an organization. â€Å"Being prepared is better than being surprised. † 2. In a competitive market, what does Enterprise do differently to attract high quality candidates? A competitive market is a market with a large number of buyers and sellers, such that no single buyer or seller is able to influence the price or control any other aspect of the market. Most individuals search for a company that they feel they can be happy to work for. Businesses recruit applicants for various reasons, for example, if it’s a new business, if the business is expanding or if an employee has been dismissed or has resigned thus leaving a vacant post which needs to be filled. Applicants vary. This means that individuals applying for a job will have different personal goals, different types of skills ;amp; qualifications, different personalities, different family backgrounds, different education, different strengths ;amp; weaknesses and so on. There also will be differences between applicants applying for the same job as every human is different, of course. Businesses have to advertise a job and potential applicants will apply for the job with a hope to get selected and fill the vacant post. Since every individual is different, this will mean that some applicants applying for a job will be much better at that particular job than other applicants. Now, every business will want to select the most suitable applicant for a job. The business will select the applicant that they feel will prove to be most profitable. This suggests the obvious reason as to why there is intensive competition between businesses in the same market when it comes to attracting high quality applicants. An applicant who possesses a high level of competencies, experience and other various qualities will prove to be beneficial to one company whilst a threat to a rival. So, businesses try and carry out unique methods of attracting the most suitable candidate for an available job. In order to attract high quality candidates, Enterprise is raising the company profile within UK universities using Campus Brand Managers. These are students or interns who work for Enterprise and act as liaisons for potential applicants. Other activities to attract university applicants include: presentations on the company, relationships with clubs and organizations, attending Careers Fairs, ‘drop-in’ sessions, skills sessions, and mentoring programmes. Students can also visit Enterprise and spend time learning about how it does business and what opportunities it offers. Enterprise offers a good salary and training as part of its benefits. However, the real attraction is the chance of a career rather than just a job. Most employees start out as Management Trainees with the potential to progress to Vice President. Applicants would be high attracted upon hearing that ‘most’ employees in Enterprise progress to Vice President. Employees also have opportunities to specialize in specific areas such as finance, human resource management, vehicle acquisition, risk management and many others. This allows individuals to develop their career path as they progress within the company. You read "Business 1 Coursework 1 on Enterprise" in category "Papers" Also, Enterprise makes every effort to ensure that its workforce is representative to the cultural and ethnic diversity in the wider population. It believes in cultural awareness. This is a positive sign for applicants as nobody wants to face racism and discrimination, and instead look forward to working in a friendly environment where individuals are noticed according to their performance at work, rather than their appearance, age, sex and race. Enterprise has an online recruitment process. This strategy improves the speed and efficiency of the application for both the company and the applicant, the website provides lists of jobs available and also provides information about the company culture and values. This allows applicants to get a good idea of whether Enterprise would suit them. An ‘internship’ scheme is available for university students. It gives students an opportunity to work with Enterprise. Students gain valuable experience. They even begin on-the-job training at a branch office and take on the same responsibilities as management trainees and learn about sales, marketing, customer service, business management and administration support. The Enterprise Graduate Management Trainee programme offers graduates a fast-track career path with opportunities for self development and quick progression. In a short time, the graduates can move up to a Management Assistant and then on to Assistant Manager. This form of quick progression is a motivator for many people as everybody wants to work in a place where they can feel valued and where they can really exploit their potential to reach the highest rank possible in their career. The opportunity for a successful career also gives employees the incentive to stay in Enterprise in the longer term. Enterprise advertises its vacancies and opportunities across a wide range of media such as newspapers, magazines and online. Advertising a job is very essential for any business as it informs the public and methods such as advertising in newspapers and online can help give this information to a much larger number of people which then means that there will be an opportunity for more and higher quality candidates! To target graduate recruits, Enterprise has developed a website – ‘Come Alive’ which shows potential employees the benefits of career opportunities with Enterprise and provides a medium through which students can also submit their applications. Applicants also like to see current employees’ comments about a company, so the website presents profiles of Enterprise employees with their career stories. Upon seeing rapid successful career stories, individuals with potential will feel that Enterprise is the right place for them to develop their career. However, with intense competition for attracting candidates, it should be taken into consideration that there are other large businesses that have adopted a range of innovate ideas. For example, Tesco supermarket advertises on the television and also has a talent plan for internal recruits. Therefore, Enterprise should be aware of the fact that there are other rivals with different methods of attracting individuals. However, Enterprise engages in multiple various methods of attracting suitable candidates which makes it hold a strong position in the competitive market of attracting applicants. 3. What competencies does Enterprise look for when recruiting in order to maintain its high levels of customer service? Competencies are the level of knowledge and skill required to enable a person to achieve a standard in a job or task. Every job requires a certain level of competencies depending on the position of that post. It is significant that an employee meets with the competencies required by a business as this will allow him/her to benefit the company with his/her knowledge, skills, creativity, ideas and hard work. A business often needs to recruit candidates internally and externally. Internal recruitment is when there is a job vacancy from within the company i. . its internal, while external recruitment is when there is a job vacancy which requires external candidates applying for a post. Enterprise is a business that is seeking rapid growth and expansion; therefore it needs to recruit more external high quality candidates that have the right competencies to work for the business as well as new ideas which can prove positive for the company. Enterprise seeks competencies in its recruits bot h for an immediate job role and also for development over the longer term to support the business growth. Human Resource managers in the company use job description and job specification to match job roles with competencies. A job description summarises a job role within an organization and lists the main tasks. A personal specification highlights the characteristics a candidate needs for a post, as well as the desirable qualities the company is looking for. Enterprise combines these two standard documents together by using a skills and competencies framework. Skills/abilities required by Enterprise| Competencies/behaviours needed| Customer service focus| Sees issues/needs from a customer perspective| Persuasiveness| Adapts to suit the audience| Flexibility| Deals with challenges, demonstrates resilience, able to prioritise| Results driven| Creative about getting things done, thrives under pressure, organizes work| Leadership ability| Works cooperatively, takes ownership, seeks leadership| Communication| Plans important conversations, confident and articulate| Table 1. above portrays the skills and competencies that recruits are required to possess. Table 1. 0 shows the competencies which Enterprise looks for when recruiting in order to maintain its high levels of customer service. Enterprise aims at recruiting employees with the above competencies as these make up an efficient worker who can majorly contribute to the business. As the company’s concentration is on expanding its workforce capacity, it will obviously have to set parti cular competencies which employees will be equired to meet as this will enable Enterprise to grow larger as a whole. The benefits of competencies being met for Enterprise would be: providing customers with the exact service that they need, deals with all types of customers including complaints, coping with changing circumstances, delivering to high standards, growing the leaders and managers of the future, and supporting ;amp; maintaining the professional Enterprise reputation. What would happen if Enterprise didn’t focus on setting essential competencies when recruiting candidates? Several problems could arise such as lack of communication, demotivation ;amp; alienation, lack of control, poor customer service, bad leadership and management, higher staff turnover, lower revenue etc. This would cause serious repercussions and damage to the business’s brand name. Since Enterprise is a service-orientated business and operates in a highly competitive marketplace, it must deliver high levels of customer service to keep customers satisfied. When the company’s focus is to grow, it needs to make sure that it has customer loyalty; it needs to make sure it has a high market share when entering new markets, and it also needs to try and ‘steal’ customers of other rivals. Therefore, Enterprise’s employees need to have the competencies which it requires as this also helps the business to achieve its aims and objectives. 4. How does Enterprise’s strategy of providing a career path benefit the company? Most people apply for jobs with a hope that the firm will be most suitable for them and that they can progress in the longer term. Enterprise’s specialty is that it aims at providing employees with a career rather than just a job. Therefore, it’s strategy is to provide a career path for employees. A career path is a flexible line of progression through which an employee moves during their employment with an organization. Such strategy gives employees a sense of direction as well the opportunity to obtain their personal aims and objectives. It gives them an incentive to strive for promotion and success so that they can exploit their full potential and reach self actualization. In Enterprise, most employees start out as Management Trainees with the potential to progress to Vice President/General Manager. Employees also have opportunities to specialize in specific areas such as finance, human resource management, vehicle acquisition, risk management and many others. Enterprise’s strategy of providing a career path is highly beneficial to the company, as employees that are highly motivated and strongly determined to develop their career path, will deliver high levels of customer service. This will lead to high levels of customer satisfaction which is a key driver of growth for Enterprise. If the company didn’t pay much heed to the needs and wants of its employees, it would start facing problems as staff would feel demotivated and alienated. Enterprise’s well established name as well as its constant aim to grow larger relies heavily on employees delivering highest possible levels of customer service. Employees who feel they are not valued by the business and don’t have the desire to work hard in order to progress along their career, are obviously not going to deliver the high quality service that customers expect from a well reputed business. Unhappy customers would not be very likely to return to the business. Therefore, such an action would only harm the business’s reputation. However, it is not just a career path that determines the motivation of employees but this factor does hold a strong position it terms of motivating them. So, why does providing a career path benefit the company? Because it gives individuals confidence, determination, and an incentive from within, to work hard and progress in their career. Thus resulting in high levels of customer service which will simultaneously satisfy customer needs and wants, which will in turn give the business a good reputation and opportunity for more growth. Word Count: 1,873 words. Bibliography: 1: Refer to the Internet link http://businesscasestudies. co. uk/tesco/recruitment-and-selection/workforce-planning. html It provides the definition of workforce planning. 2: Refer to page 53 in the ‘Recruitment and selection’ at Enterprise Rent-A-Car case study. Workforce definition used from Glossary. 3 Refer to the Internet link http://workforceplanningtools. com. au/tools/workforce-planning/5-steps/ which shows the 5 steps of workforce planning. 4 Refer to page 53 in the ‘Recruitment and selection’ case study. Information on Enterprise used from Introduction section. Refer to the Introduction section on page 53 in the case study. Business aims and objectives. 6 Refer to ‘The role of Human Resource Management’ section on page 53 in the case study. It highlights the 3 reasons why Enterprise may use workforce planning. 7 Refer to the Internet link http://www. workforce. com/article/20021024/NEWS01/31024999 5/why-you-need-workforce-planning which provides information on the impacts of good workforce planning. 8Refer to the link http://www. workforce. com/article/20021024/NEWS01/310249995/why-you-need-workforce-planning on the Internet. A wise quote was adopted from there. Refer to http://www. google. co. uk/webhp? hl=en;amp;tab=iw#hl=en;amp;output=search;amp;sclient=psy-ab;amp;q=what%20is%20a%20competitive%20market;amp;oq=;amp;gs_l=;amp;pbx=1;amp;bav=on. 2,or. r_gc. r_pw. r_qf. ;amp;fp=9cc6ce1e3edfb4fe;amp;bpcl=35466521;amp;biw=1366;amp;bih=593;amp;pf=p;amp;pdl=300 on the Internet. It highlights the definition of a competitive market. 10 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. Information on Campus Brand Managers is given. 11 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. Information on liaisons is given. 2 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. Info rmation provided on the activities that Enterprise practices to attract interested applicants. 13 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It states that Enterprise offers a career rather than just a job. 14 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It says that trainees have an opportunity to progress to Vice President. 15 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It shows the area which Enterprise specializes in. 6 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It claims that individuals can develop their career path as they progress within the company. 17 Refer to the ‘Recruitment’ section on page 54 in the case study. It mentions that Enterprise has an internship scheme for new recruits. 18 Refer to the ‘Recruitment’ section on page 55 in the case study. It shows how Enterpris es advertises its vacancies. 19 Refer to the ‘Recruitment’ section on page 55 in the case study. It mentions that Enterprise has a website – ‘Come alive’ which is to target graduate recruits. 20 Refer to the ‘Recruitment’ section How to cite Business 1 Coursework 1 on Enterprise, Papers

Business 1 Coursework 1 on Enterprise Free Essays

string(91) " This allows individuals to develop their career path as they progress within the company\." Business 1 Coursework 1 on Enterprise 1. Identify three reasons why Enterprise uses workforce planning. Workforce planning is the process of analysing an organization’s likely future needs for people in terms of numbers, skills and locations. We will write a custom essay sample on Business 1 Coursework 1 on Enterprise or any similar topic only for you Order Now It is an essential process in Human Resource Management as it ensures that a firm has the right number of people in the right place, with the right skills at the right time. Workforce planning often has 5 steps. The first step is the ‘Environment Scan’ which involves managers look at why workforce planning is important, the strategic objectives, the internal and external environment. The second step is ‘Current Workforce Profile’ where managers look at their current profile, current skills and competencies of the workforce, and current strengths and development needs. The third step is the ‘Future Workforce View’ which is when managers look at what future products and services will be provided by the organization, what the future environment will require, what the future workforce supply and demand is, what future skills and competencies are required etc. The fourth step is ‘Closing the Gaps’ is when the business has to see what the key areas of need/action are to move from where the organization is now to where it wants to be. It involves basically filling all the gaps that are needed to be filled in order to have a successful workforce plan. The final step is the ‘Conclusion/Evaluation’ where managers can check what the key outcomes of the workforce plan were, how they can evaluate the strategies in the workforce plan and what the next implementations are of the workforce plan. Enterprise is the largest car rental business in North America. In 2007, it had 728,000 rental cars in use, employing over 65,000 people with an annual turnover of over 4. 5 billion pounds. The car rental market is increasingly competitive and Enterprise continues to expand its range of services to meet customer needs and wants. Enterprise ensures it has the right people and skills to achieve its business aims and objectives. Therefore it is majorly important for Enterprise to hire, train, develop, and promote its staff. The organization uses workforce planning so it can see what its future staffing needs are. Three reasons why Enterprise may use workforce planning are: the business may grow into new markets such as moving into truck rental, it may use new technology which requires new skills e. g. global positioning equipment, or staff may retire or be promoted, leaving gaps which need to be filled. Enterprise is constantly aiming to grow larger and along with looking at its present situation, it needs to plan what the future workforce needs will be. The impact of good workforce planning would be eliminating surprises, no delays, identifying problems early, preventing problems, lower turnover rates and taking advantages of opportunities. If Enterprise didn’t use workforce planning, it would face the opposite of what it actually faces when it plans its workforce efficiently. Workforce planning is very essential and should be implemented by every HR department in an organization. â€Å"Being prepared is better than being surprised. † 2. In a competitive market, what does Enterprise do differently to attract high quality candidates? A competitive market is a market with a large number of buyers and sellers, such that no single buyer or seller is able to influence the price or control any other aspect of the market. Most individuals search for a company that they feel they can be happy to work for. Businesses recruit applicants for various reasons, for example, if it’s a new business, if the business is expanding or if an employee has been dismissed or has resigned thus leaving a vacant post which needs to be filled. Applicants vary. This means that individuals applying for a job will have different personal goals, different types of skills ;amp; qualifications, different personalities, different family backgrounds, different education, different strengths ;amp; weaknesses and so on. There also will be differences between applicants applying for the same job as every human is different, of course. Businesses have to advertise a job and potential applicants will apply for the job with a hope to get selected and fill the vacant post. Since every individual is different, this will mean that some applicants applying for a job will be much better at that particular job than other applicants. Now, every business will want to select the most suitable applicant for a job. The business will select the applicant that they feel will prove to be most profitable. This suggests the obvious reason as to why there is intensive competition between businesses in the same market when it comes to attracting high quality applicants. An applicant who possesses a high level of competencies, experience and other various qualities will prove to be beneficial to one company whilst a threat to a rival. So, businesses try and carry out unique methods of attracting the most suitable candidate for an available job. In order to attract high quality candidates, Enterprise is raising the company profile within UK universities using Campus Brand Managers. These are students or interns who work for Enterprise and act as liaisons for potential applicants. Other activities to attract university applicants include: presentations on the company, relationships with clubs and organizations, attending Careers Fairs, ‘drop-in’ sessions, skills sessions, and mentoring programmes. Students can also visit Enterprise and spend time learning about how it does business and what opportunities it offers. Enterprise offers a good salary and training as part of its benefits. However, the real attraction is the chance of a career rather than just a job. Most employees start out as Management Trainees with the potential to progress to Vice President. Applicants would be high attracted upon hearing that ‘most’ employees in Enterprise progress to Vice President. Employees also have opportunities to specialize in specific areas such as finance, human resource management, vehicle acquisition, risk management and many others. This allows individuals to develop their career path as they progress within the company. You read "Business 1 Coursework 1 on Enterprise" in category "Papers" Also, Enterprise makes every effort to ensure that its workforce is representative to the cultural and ethnic diversity in the wider population. It believes in cultural awareness. This is a positive sign for applicants as nobody wants to face racism and discrimination, and instead look forward to working in a friendly environment where individuals are noticed according to their performance at work, rather than their appearance, age, sex and race. Enterprise has an online recruitment process. This strategy improves the speed and efficiency of the application for both the company and the applicant, the website provides lists of jobs available and also provides information about the company culture and values. This allows applicants to get a good idea of whether Enterprise would suit them. An ‘internship’ scheme is available for university students. It gives students an opportunity to work with Enterprise. Students gain valuable experience. They even begin on-the-job training at a branch office and take on the same responsibilities as management trainees and learn about sales, marketing, customer service, business management and administration support. The Enterprise Graduate Management Trainee programme offers graduates a fast-track career path with opportunities for self development and quick progression. In a short time, the graduates can move up to a Management Assistant and then on to Assistant Manager. This form of quick progression is a motivator for many people as everybody wants to work in a place where they can feel valued and where they can really exploit their potential to reach the highest rank possible in their career. The opportunity for a successful career also gives employees the incentive to stay in Enterprise in the longer term. Enterprise advertises its vacancies and opportunities across a wide range of media such as newspapers, magazines and online. Advertising a job is very essential for any business as it informs the public and methods such as advertising in newspapers and online can help give this information to a much larger number of people which then means that there will be an opportunity for more and higher quality candidates! To target graduate recruits, Enterprise has developed a website – ‘Come Alive’ which shows potential employees the benefits of career opportunities with Enterprise and provides a medium through which students can also submit their applications. Applicants also like to see current employees’ comments about a company, so the website presents profiles of Enterprise employees with their career stories. Upon seeing rapid successful career stories, individuals with potential will feel that Enterprise is the right place for them to develop their career. However, with intense competition for attracting candidates, it should be taken into consideration that there are other large businesses that have adopted a range of innovate ideas. For example, Tesco supermarket advertises on the television and also has a talent plan for internal recruits. Therefore, Enterprise should be aware of the fact that there are other rivals with different methods of attracting individuals. However, Enterprise engages in multiple various methods of attracting suitable candidates which makes it hold a strong position in the competitive market of attracting applicants. 3. What competencies does Enterprise look for when recruiting in order to maintain its high levels of customer service? Competencies are the level of knowledge and skill required to enable a person to achieve a standard in a job or task. Every job requires a certain level of competencies depending on the position of that post. It is significant that an employee meets with the competencies required by a business as this will allow him/her to benefit the company with his/her knowledge, skills, creativity, ideas and hard work. A business often needs to recruit candidates internally and externally. Internal recruitment is when there is a job vacancy from within the company i. . its internal, while external recruitment is when there is a job vacancy which requires external candidates applying for a post. Enterprise is a business that is seeking rapid growth and expansion; therefore it needs to recruit more external high quality candidates that have the right competencies to work for the business as well as new ideas which can prove positive for the company. Enterprise seeks competencies in its recruits bot h for an immediate job role and also for development over the longer term to support the business growth. Human Resource managers in the company use job description and job specification to match job roles with competencies. A job description summarises a job role within an organization and lists the main tasks. A personal specification highlights the characteristics a candidate needs for a post, as well as the desirable qualities the company is looking for. Enterprise combines these two standard documents together by using a skills and competencies framework. Skills/abilities required by Enterprise| Competencies/behaviours needed| Customer service focus| Sees issues/needs from a customer perspective| Persuasiveness| Adapts to suit the audience| Flexibility| Deals with challenges, demonstrates resilience, able to prioritise| Results driven| Creative about getting things done, thrives under pressure, organizes work| Leadership ability| Works cooperatively, takes ownership, seeks leadership| Communication| Plans important conversations, confident and articulate| Table 1. above portrays the skills and competencies that recruits are required to possess. Table 1. 0 shows the competencies which Enterprise looks for when recruiting in order to maintain its high levels of customer service. Enterprise aims at recruiting employees with the above competencies as these make up an efficient worker who can majorly contribute to the business. As the company’s concentration is on expanding its workforce capacity, it will obviously have to set parti cular competencies which employees will be equired to meet as this will enable Enterprise to grow larger as a whole. The benefits of competencies being met for Enterprise would be: providing customers with the exact service that they need, deals with all types of customers including complaints, coping with changing circumstances, delivering to high standards, growing the leaders and managers of the future, and supporting ;amp; maintaining the professional Enterprise reputation. What would happen if Enterprise didn’t focus on setting essential competencies when recruiting candidates? Several problems could arise such as lack of communication, demotivation ;amp; alienation, lack of control, poor customer service, bad leadership and management, higher staff turnover, lower revenue etc. This would cause serious repercussions and damage to the business’s brand name. Since Enterprise is a service-orientated business and operates in a highly competitive marketplace, it must deliver high levels of customer service to keep customers satisfied. When the company’s focus is to grow, it needs to make sure that it has customer loyalty; it needs to make sure it has a high market share when entering new markets, and it also needs to try and ‘steal’ customers of other rivals. Therefore, Enterprise’s employees need to have the competencies which it requires as this also helps the business to achieve its aims and objectives. 4. How does Enterprise’s strategy of providing a career path benefit the company? Most people apply for jobs with a hope that the firm will be most suitable for them and that they can progress in the longer term. Enterprise’s specialty is that it aims at providing employees with a career rather than just a job. Therefore, it’s strategy is to provide a career path for employees. A career path is a flexible line of progression through which an employee moves during their employment with an organization. Such strategy gives employees a sense of direction as well the opportunity to obtain their personal aims and objectives. It gives them an incentive to strive for promotion and success so that they can exploit their full potential and reach self actualization. In Enterprise, most employees start out as Management Trainees with the potential to progress to Vice President/General Manager. Employees also have opportunities to specialize in specific areas such as finance, human resource management, vehicle acquisition, risk management and many others. Enterprise’s strategy of providing a career path is highly beneficial to the company, as employees that are highly motivated and strongly determined to develop their career path, will deliver high levels of customer service. This will lead to high levels of customer satisfaction which is a key driver of growth for Enterprise. If the company didn’t pay much heed to the needs and wants of its employees, it would start facing problems as staff would feel demotivated and alienated. Enterprise’s well established name as well as its constant aim to grow larger relies heavily on employees delivering highest possible levels of customer service. Employees who feel they are not valued by the business and don’t have the desire to work hard in order to progress along their career, are obviously not going to deliver the high quality service that customers expect from a well reputed business. Unhappy customers would not be very likely to return to the business. Therefore, such an action would only harm the business’s reputation. However, it is not just a career path that determines the motivation of employees but this factor does hold a strong position it terms of motivating them. So, why does providing a career path benefit the company? Because it gives individuals confidence, determination, and an incentive from within, to work hard and progress in their career. Thus resulting in high levels of customer service which will simultaneously satisfy customer needs and wants, which will in turn give the business a good reputation and opportunity for more growth. Word Count: 1,873 words. Bibliography: 1: Refer to the Internet link http://businesscasestudies. co. uk/tesco/recruitment-and-selection/workforce-planning. html It provides the definition of workforce planning. 2: Refer to page 53 in the ‘Recruitment and selection’ at Enterprise Rent-A-Car case study. Workforce definition used from Glossary. 3 Refer to the Internet link http://workforceplanningtools. com. au/tools/workforce-planning/5-steps/ which shows the 5 steps of workforce planning. 4 Refer to page 53 in the ‘Recruitment and selection’ case study. Information on Enterprise used from Introduction section. Refer to the Introduction section on page 53 in the case study. Business aims and objectives. 6 Refer to ‘The role of Human Resource Management’ section on page 53 in the case study. It highlights the 3 reasons why Enterprise may use workforce planning. 7 Refer to the Internet link http://www. workforce. com/article/20021024/NEWS01/31024999 5/why-you-need-workforce-planning which provides information on the impacts of good workforce planning. 8Refer to the link http://www. workforce. com/article/20021024/NEWS01/310249995/why-you-need-workforce-planning on the Internet. A wise quote was adopted from there. Refer to http://www. google. co. uk/webhp? hl=en;amp;tab=iw#hl=en;amp;output=search;amp;sclient=psy-ab;amp;q=what%20is%20a%20competitive%20market;amp;oq=;amp;gs_l=;amp;pbx=1;amp;bav=on. 2,or. r_gc. r_pw. r_qf. ;amp;fp=9cc6ce1e3edfb4fe;amp;bpcl=35466521;amp;biw=1366;amp;bih=593;amp;pf=p;amp;pdl=300 on the Internet. It highlights the definition of a competitive market. 10 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. Information on Campus Brand Managers is given. 11 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. Information on liaisons is given. 2 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. Info rmation provided on the activities that Enterprise practices to attract interested applicants. 13 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It states that Enterprise offers a career rather than just a job. 14 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It says that trainees have an opportunity to progress to Vice President. 15 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It shows the area which Enterprise specializes in. 6 Refer to the ‘Attracting Applicants’ section on page 54 in the case study. It claims that individuals can develop their career path as they progress within the company. 17 Refer to the ‘Recruitment’ section on page 54 in the case study. It mentions that Enterprise has an internship scheme for new recruits. 18 Refer to the ‘Recruitment’ section on page 55 in the case study. It shows how Enterpris es advertises its vacancies. 19 Refer to the ‘Recruitment’ section on page 55 in the case study. It mentions that Enterprise has a website – ‘Come alive’ which is to target graduate recruits. 20 Refer to the ‘Recruitment’ section How to cite Business 1 Coursework 1 on Enterprise, Papers