L.E.S. Inc - 842 Words

L. E. S., Inc. I. Problem What will the company do to meet its objectives regarding increasing the volume of production and its quality at a much lower cost? II. Areas of Concern 1. L. E. S. Inc. a. A large U.S. company engaged in the manufacture and sales of a wide range of electrical products; b. The manufacturing operations are organized on a divisional basis: power and transmission, electrical components, and small appliances; and, c. There are 13 supervisors, 4 of which have more than 2 years in service and 2 of these have supervisory training. 2. Martin Collins a. The Manufacturing Manager for six years; b. An MBA, 44 years of age and responsible for Worcester Plant; and, c. Reports to the divisional vice president in†¦show more content†¦This will jeopardize quality of the products since operators may have do not have enough expertise in running the production like their existing employees; b. If in case these operators do not have enough skills or experience, It is hard to train to become efficient when the supervisors themselves did not have training and are considered not that efficient as expected; and, c. This is an additional cost. 3. To reorganize existing resources. Advantages: a. Division of labor will attend immediate / day-to-day concerns and long-term development; b. This will create sense of direction for the company and will establish organized procedures on their daily productions or operations; c. There will be a focus on quality and volume of output; d. Everything will be documented so that when there will be problems, the next person who will deal the problem will be aware of it. Disadvantage: a. Adjusting period for everyone will take place which will somehow affect production. IV. Recommendation Given the alternatives and the evaluations, it is best if the company will reorganize its existing resources. In this way, procedures will be organized and problems with their corresponding solutions will be documented. It will be easier both for the supervisors and operators to act when they will encounter the same problem. Furthermore, the management will know who will be responsible for the delay of production or the reason

Related Analysis on Some Phenomenon of International Business

1. Executive Summary International business has grown so rapidly in the past decades because of strategic imperatives and environmental changes. Along with the growth of international business, some more issues have been becoming very phenomenal in relation to ways of doing international business as well as aspects of redefining global competition. In this essay, will cite some articles to interpret the phenomenon related to international business, such as Foreign Direct Investment (FDI) and Anti-dumping issue which are mostly associated with events of international business in China. 2. Topic 1: Foreign Direct Investment (FDI) Trade is the most of obvious form of†¦show more content†¦Ã¯  ¬ Supply factors. A firm’s decision to undertake FDI may be influenced by supply factors to cover production costs, logistics, availability of natural resources and access to key technologies 7 ï  ¬ Demand factors. Firms might also engage in FDI to expand the market for their products. The demand factors that encourage FDI include customer access, marketing advantages, exploitation of competitive advantages and customer mobility.8 ï  ¬ Political factors. Political factors may enter into a firm’s decision to under FDI. Firms may invest in a foreign country to avoid trade barrier by the host country or to take advantage of economic incentives by the host government.9 2.2.4 The growth of FDI across worldwide economy In the years after the Second World War global FDI was dominated by the United States, as much of the world recovered from the destruction wrought by the conflict. The US accounted for around three-quarters of new FDI (including reinvested profits) between 1945 and 1960. Since that time FDI has spread to become a truly global phenomenon, no longer the exclusive preserve of OECD countries. FDI has grown in importance in the global economy with FDI stocks now constituting over 20 percent of global GDP. In the last few years, the emerging market countries such as China and India have become the most favoured destinations for FDI and investor confidence in these countries has soared. As per the FDI Confidence Index compiled by A.T. Kearney for 2005, China andShow MoreRelatedStatement Of Characteristics In Business Management832 Words   |  4 Pagescompetitive edge for its business development. The role that an effective business analytics is so vital to business performance, that Meta Research Group once pointed out poor requirement gathering, analysis, and management are directly responsible for 70-80% of project failures. Realizing the importance of business analytics in work, I wish to acquire the advanced business knowledge with analytical skills to make insightful business decisions, and become a successful business leader in future. 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The Precipice Of Knowledge Aldous Huxley s Brave New World

The Precipice of Knowledge The marxist and feminist perspectives are both are utilized to gain a deeper understanding of literature. The feminist lens deals with the role of gender within literature, and the marxist lens focuses on the context of culture and society within literature. Each perspective plays off the other to create a cohesive approach to analyzing Brave New World. Aldous Huxley’s Brave New World highlights the issues associated with a society with a disproportional basis in manufactured social structures. These dysfunctional social structures are created through a fundamental irony: knowledge both unities and destroys humanity. Huxley shows mankind, for the first time in history, united; however, the knowledge and intellect that created this ever lasting peace is also the same factor that stripped mankind of everything that makes it human. Aldous Huxley’s dystopian society, within Brave New World, shows that knowledge is the unifying and destroying thre ad of humanity through the fabricated social hierarchy and preconditioned gender roles. The underpinning of Huxley’s Brave New World is the unifying thread of mankind: knowledge. Through the course of history, mankind has struggled to find and maintain peace. However, in Huxley’s vision of the future mankind has developed, manufactured, and fostered peace all through the knowledge gained from generations past. Mankind has three fundamental factors that drive it and are called â€Å"the functions of life:

Services Marketing Quarterly

Question: Discuss about the Services Marketing Quarterly. Answer: Introduction: This interview report is based on a survey performed to determine the level of job satisfaction in the target audience that are 30 working adults of different profession. The general demographics of participants were determined to distribute them as per their age, gender and marital status. This distribution provided a more rationalised and specified survey findings. There were 15 adults being male and 15 being female as per gender, 15 participants above 35 years (9 females, 6 males) and 15 below 35 years (6 females, 9 males) as per age and 11 single (4 females, 7 males) and 19 married participants (11 female, 8 males) as per their marital status. This distributed demographics based analysis helped to gather viewpoint in the survey as per different perspectives, life conditions and age. The job is considered as one of the most essential requirement for mankind to survive physically, mentally and financially. It is a part of human social, psychological, mental and cognitive development in life. Therefore, job satisfaction is considered to provide overall stability by being an important part of development in life stages. Further, like other phases of life, job satisfaction also depends on fulfillment of different needs (Markos Sridevi, 2010). These needs related to job satisfaction are clearly described by five tiers of Maslows hierarchy of needs theory that are psychological, safety, love/belonging, esteem, and self-actualization like the needs of other life development. This MHN theory is used in the contemporary world to understand employee needs, motivation and concern level for attaining productivity and satisfaction (Smith, 2010). Job satisfaction can be considered as fulfilment of all the levels described in Maslows hierarchy of needs theory. Therefore, in this survey report, learner compares the survey results as per Maslow hierarchy of needs to determine the level of job satisfaction in the target audience (Markos Sridevi, 2010). In the first survey question regardless of the gender, age and marital status most of the respondent agree that their work makes their life more meaningful where 27 in gender group, 27 in age group, and 27 in the marital group agree that their work makes their life more meaningful. This response indicates the fulfilment of the fourth level in MHN theory that is self-esteem. The self-esteem is the feeling of competent, success, recognition, value and accomplishment in job performance. This self-esteem is a cognitive development requirement of the body. As per this survey finding, the self-esteem need of participants is completely been fulfilled by their work. As per second survey question responses, the majority of the respondents dont find themselves struggling at work having appropriate motivation to develop job performance. However, it is noteworthy that a very small fraction of female struggles to find motivation in their job. This indicates the fulfilment of self-esteem in the MHN pyramid. Further, it was analysed in the third question of the survey that more than 50% of the respondents regardless of age, gender and marital status does not want to look for another job, however, 30% remaining neutral and only 10% looking for another job. This survey finding indicates that Maslows third level of needs that is the safety, been fulfilled in participants job. Maslows safety need describes the security of body, resources, employment, morality, family, wealth and property. This level of need involves economic safety in form of job security (Giri Santra, 2010). Therefore, 50% not looking for another job indicate economic safety fulfilment b y their present job. The fourth question responses of the survey indicate that 90% of respondents have the good relationships at work, 10% being neutral about their relationships. The responses are fairly same across all categories of survey analysis. This finding indicates satisfaction of the third level of Maslows needs that is love/belonging. The love/belonging level involves satisfaction of love, friendship (social needs) and personal needs. The establishment of good work relationship indicates fulfilment of social needs by participants job. Further, in response to the fifth question, 90% of the participants indicate that it is important to have satisfaction at work. The statistics remain even across all categories. This indicates that fulfilment of employee needs is an important part of employment supporting the existence of Maslows hierarchy of need in the work scenario. As per the response obtained for the sixth question in the survey, 60% respondents feel that they are compensated based on their experience, qualification and contribution, 10% being neutral and 5% feeling not compensated properly for work. these responses also remained statistically similar across various different categories. This positive response in relation to job payment indicates that physiological needs in the MHN pyramid of participants are been fulfilled by their work. The income or earning from the job is used to fulfil the basic living needs like food, shelter, clothing etc. as per physiological needs of Maslows theory. Therefore, acceptabl e satisfaction level in participants for their compensation indicated fulfilment of physiological needs by their job. While determining the personal growth in the organisation, 50% respondents indicate personal growth been provided by their organisation whereas 355 remaining neutral and 15% indicating no personal growth in their organisation. As per Maslows theory self-actualization being the top tier of Maslows pyramid in the job depends on factors like personal growth, creative development and productivity in work (Gorman, 2010). Therefore, fulfilment of self-actualization need remains 50% as per survey responses in the target audience. Now, further analysing the work and life balance in the participants an almost equal response was obtained where participants equally agree, disagree and remain neutral in their response that it is easy to balance work and life. In response to question nine of the survey, most of the respondents show genuine concern over their company. This is likely due to the importance they place given a gloomy economic outlook and the need to secure a job for a meaningful life. Further, in response to question ten, 65% participants remain neutral about them deserving more in their organization, 35% responding that they deserve more and no one responding that they do not deserve more from their company. This response indicates a level of job dissatisfaction as well as the expectation of participants from their company. However, as per overall survey analysis, the level of job satisfaction is very high in the target audience where almost four levels of Maslows hierarchy needs are been fulfilled by their work. However, the lack of motivation in work been identified that is required to be fulfilled for job satisfaction in participants. Further, the survey persists certain limitations that are small sample size, less accuracy , lacking statistical analysis as well as it would have been better to obtain the survey from a single company or organisation. Moreover, the survey findings are enough to conclude that survey target audience has an acceptable level of job satisfaction from their profession. References Giri, V. N., Santra, T. (2010). Effects of job experience, career stage, and hierarchy on leadership style.Singapore Management Review,32(1), 85-94. Gorman, D. (2010). Maslow's hierarchy and social and emotional wellbeing. Aboriginal and Islander Health Worker Journal,34(1), 27-29. Markos, S., Sridevi, M. S. (2010). Employee engagement: The key to improving performance.International Journal of Business and Management,5(12), 89. Smith, K. T. (2010). Work-life balance perspectives of marketing professionals in generation Y.Services Marketing Quarterly,31(4), 434-447.