A Public Administrator s Biggest Concern - 1504 Words

Public administration is often times the enforcement of government policy and also academic discipline that prepares people for working in the public service. It is a field with a diverse scope. The goal is to have advance management and policies so that the government can function. A public administrator’s biggest concern is having a sense of organization with government policies and programs. Often times many unelected officers can be considered heads of city, county, regional, state, and federal departments. Some federal departments can include municipal budget directors, human resources administrators, city managers, census managers, state mental health directors, and cabinet secretaries. Public administrators can work in public at all levels of government. The history of public administration has ancient origins. The Egyptians and Greeks organized their government by public office. These office holders would be accountable for managing justice, law and order, and providing things for the people. The Romans also had a system like this, but it was much more complex. This system was under their empire. They also had an administrative structure created by the Roman Catholic Church. This structure was comprised of the entire empire, with a hierarchy of officers. Everyone also had to report back to the emperor. This soon disappeared after the fall of the Roman Empire in Western Europe in the 5th century. Surprisingly, most of its practices continued in the ByzantineShow MoreRelatedA Final Reason For High Teacher Turnover Rates1250 Words   |  5 Pagesobjectives, responsibilities, verbal communication, and felt supported by their administrator; teachers were more effective, satisfied, had a sense of community, and experiences less teacher turnover (p. 8). To establish and maintain effective collaboration, administrators play a fundamental role. 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The Aquilealand Accounting Standard Board Accounting Essay Free Essays

This intent of this study is to give advice on the development of an accounting criterion for employee benefits. Five different jobs sing employee benefits will be examined and each job will be related to an accounting construct. Recommendations will be suggested for these jobs every bit good. We will write a custom essay sample on The Aquilealand Accounting Standard Board Accounting Essay or any similar topic only for you Order Now All employees work in outlook of being rewarded afterwards, or in progress in some instances. Beam and Mcfadden ( 2001 ) specify employee benefits as â€Å" all benefits and services, other than rewards for clip worked that are provided to employees in whole or in portion by their employers † . These benefits include ill foliages, medical disbursals, holiday fillips and many others. Therefore, it is necessary that there are certain regulations sing these benefits that will keep the rights of the employees. In the underdeveloped state of Aquilealand, we do non hold our ain conceptual model, and hence we adopt the IASB ‘s model. Aquilealand Accounting Standards Board should use a new criterion for employee benefits and this will be used by all companies in Aquilealand. There are several jobs refering employee benefits which need to be looked into in deepness, some of them will be discussed in the undermentioned paragraphs. Problem ( 1 ) : Recognition of net incomes and losingss originating from program assets One of the jobs mentioned during the making the accounting criterion for Aquilealand is the acknowledgment of expected return of program assets. In the attack V IASB expected return should be recognized and excluded from the assets service cost. However, anticipation of any future return involves a large sum of uncertainness ( Pastor, 2001 ) . Harmonizing to Pastor it is really difficult to foretell expected return even utilizing mathematical theoretical accounts objectively. The ground is that subjectiveness and opinion have a large impact on this procedure ( Pastor, 2001 ) . This fact is interrupting the objectiveness construct of the Regulatory Framework. Harmonizing to this construct, histories should be free of opinion and should be measured by all people in the same manner ( Alexander et Al ) . In add-on, acknowledgment of expected return, which is unfulfilled return, may be misdirecting information for the users of fiscal statements. As it is non possible to extinguish the opinion factor in the procedure of computation of expected return, companies should non recognize the expected return on program assets until it is truly gained. That will forestall the breakage of the objectiveness construct. This may besides assist to supply more accurate information about the fiscal state of affairs of the company to the users of fiscal statements. Merely realized return on program assets should be recognized. In add-on, companies should be required to unwrap the information about alteration of program plus in the one-year study ; non as the portion of the statement of comprehensive income but as a separate subdivision. Problem ( 2 ) : Disclosures There are three basic affairs that can be of import to be disclosed in fiscal statements. First, explain in inside informations the characteristics and hazards connected with its defined benefit programs. Next, show the consequence of defined benefit programs on the entity ‘s future hard currency flow and which related to timing, uncertainty and sums. Finally, explain the numerical information that is involved in the fiscal statements bring forthing from its defined benefits program ( PWC, 2011 ) . However, there are many demands for revelations which might be hard to use. A company has to supply elaborate information about the fiscal events in order to run into three things because the users of fiscal statements need to measure numerical information ( KPMG, 2011 ) . Furthermore, sensitivity analysis revelation is given simply on the defined benefit duty, although IASB provinces that, ‘sensitivity analysis on the net defined benefit liability ( assets ) ‘ can be more utile. However, it is far more hard and complicated to transport out ( ibid. ) . Furthermore, revelations for multi-employer programs are presently extended because more information linked with multi- employer should be disclosed such as support agreement ( PWC, 2011 ) . Harmonizing to the materiality construct, fiscal statements are prepared to function the users to do the right determination. Therefore, all information that may impact their determination should be involved in fiscal statements. As a consequence, revelation rule is significantly associated with materiality because all the quantitative and qualitative information should be involved in fiscal statement such as accounting policies and important events ( Jan, O. , 2010 ) . As mentioned before, there are some recommendations that should be considered for employee benefits revelation. First, the companies required to unwraping the of import information involved in fiscal statements to fulfill the external users and assist them to understand information and do right determination ( PWC, 2013 ) . In add-on, the companies should utilize narrative description of fiscal information such as liabilities fiting so the readers can understand written information. Problem ( 3 ) : Termination benefits Based on the definition in IAS 19, expiration benefits are the benefits for those employees whose employments are voluntarily or involuntarily terminated before the normal retirement day of the month. Therefore, expiration benefits should be recognized as a liability and an disbursal in entity ‘s fiscal study. For case, voluntary expiration benefits should be recognized when they are provided as ‘a consequence of an offer made in order to promote voluntary redundancy ‘ ( Alexander, Britton A ; Jorissen, 2011: 525 ) . On the other manus, as the name implies, nonvoluntary expiration benefits should be recognized when the employment is terminated involuntarily, such as dismissal. However, for acknowledgment in fiscal accounting, it is indispensable to foremost make up one’s mind when and how much it should be recognized. Therefore, the disbursal of the expiration benefits should be able to be expressed in money, which is besides known as one of the fiscal accounting conventions named ‘monetary measuring ‘ ( Alexander, Britton A ; Jorissen, 2011 ) . Furthermore, besides the sum to acknowledge, it is besides necessary to find the clip to acknowledge. For case, to acknowledge the nonvoluntary expiration benefits every bit shortly as the employees are cognizant of the expiration or at the clip they leave the entity should be regulated. Based on the counsel of fiscal accounting conventions, the sum and the clip for the acknowledgment could be easy determined. First, taking history of the pecuniary measuring convention, entity should guarantee the expiration benefits in its dismissal program could be measured. Similarly, the benefits included in the offer that entity provides for voluntary expiration should besides be mensurable. Furthermore, harmonizing to the accumulations convention, the disbursal of the entity should be recognized and recorded every bit shortly as the use of the disbursal is determined ( Alexander, Britton A ; Jorissen, 2011 ) . Therefore, nonvoluntary expiration benefits should be recognized at the clip when entity officially notice the employees affected in its dismissal program. However, for those who have exchanged their expiration benefits for future services, the liability of their benefits should be recognized over the future period. At last, voluntary expiration benefits should be recogn ized when the employees accept the offer made in other to promote voluntary redundancy. Problem ( 4 ) : Post-employment benefits Post-employment benefits means the staff Begin having retirement benefits, for illustration, retirement benefits and other post-employment benefits after completed an employment relationship ( BDO, 2013 ) . Besides, there are two classs of post-employment benefits programs. One is defined part programs, another is defined benefit programs ( ibid. ) . In general, DCP ( which stand for defined part programs ) means employees ‘ retirement program benefits was reserved financess from the company ‘s one-year net income ( Investopedia, n.d. ) . Accounting intervention is comparatively simple. But the duties undertaken of the employee is non rather clear. Therefore, the item of the handling is the employer ought to do the part towards the present service and have no duty to give excess part for past service ( Towers Watson, n.d. ) . For DBP ( which stand for defined benefit programs ) , it is a retirement program that employee benefits are classified harmonizing to a expression utilizing factors such as length of service and salary history, which was sponsored by the employer ( Investopedia, n.d. ) . Harmonizing to Towers Watson [ n.d. ] , owing to actuarial additions and losingss and anterior service costs are deferred, ensuing in the pension liability that are non really required to bear the duties. The solution is instantly acknowledgment of actuarial additions and losingss and anterior service cost. The undermentioned specific patterns are: canceling actuarial additions and losingss utilizing the corridor attack, take actuarial additions and losingss that are recognized in net income and loss commissariats and necessitate all actuarial additions and losingss should be recognized instantly in other comprehensive income ( OCI ) . Furthermore, past service cost should non be deferred amortisation and besides necessitate to be recognized instantly when incurred ( ibid. ) . Besides IAS 19 alterations in the method of look, service cost and net involvement i ncome or disbursal recognized in net income or loss, Re-measurable part recognized in OCI ( BDO, 2013 ) . Problem ( 5 ) : Immediate acknowledgment Immediate acknowledgment in other comprehensive income will hold an impact on organisations which recognizes additions and losingss at the same time in net income and loss. The standard requires acknowledgment of defined benefit duty and program assets in the statement of comprehensive income and in the statement of fiscal place. Harmonizing to IASB, ‘immediate acknowledgment provides more relevant information to users of fiscal statements and provides more faithful representation of the fiscal consequence of defined benefit programs ‘ ( KPMG 2011, p 5 ) . There are some looks of immediate acknowledgment which eliminated by AASB as the criterion of employee benefits. Among them are past service cost and disposal costs and other disbursals. As an illustration of immediate acknowledgment jobs, past service costs will be explained in item. Past service costs used to depict service costs different from current service costs and additions or losingss on the colony. It is defined as ‘the alteration in the present value of the defined benefit duty for the employee service provided in anterior periods ( KPMG, 2011: 18 ) . We should specify whether past service costs is positive or negative. When the alterations improve employee benefits, it is positive ( Deloitte, 2011 ) . While it is negative if the alteration consequences in decrease of the bing benefits ( ibid ) . The following measure is to acknowledge them into the entities ‘ fiscal statements. Harmonizing to the prudence concept footing, it is besides necessary to describe the accounting minutess. Therefore, the method used to acknowledge a vested yesteryear service costs should differ from the one used to acknowledge an unvested yesteryear service costs. Based on the consistence concept footing, it states that ‘accounting methods one time adopted must be applied systematically in future ‘ ( Jan, I. , 2012 ) . Therefore, the accounting intervention for both vested and unvested yesteryear service costs should be severally kept the same in several accounting periods. As it has been shown in the old paragraph, we recommend that the methods used to acknowledge vested and unvested yesteryear service cost should be different. Vested past service costs should be recognized instantly while ‘unvested past service costs should be recognized on a straight-line footing over the staying vesting period ‘ ( Ernst and Young, 2011: 4 ) . Furthermore, the methods used to acknowledge past service costs should follow a consistence footing. To reason, the Aquilealand Accounting Standard Board examined jobs sing employee benefits such as: acknowledgment of net incomes and loss originating from program assets, revelations, expiration benefits, post employment benefits, and immediate acknowledgment. Each of these jobs relates to an accounting construct, and recommendations were suggested in order to make a suited criterion that fit a state which has an active stock market. How to cite The Aquilealand Accounting Standard Board Accounting Essay, Essay examples

Business Driven Management of Infrastructure

Question: Discuss about the Business Driven Management of Infrastructure. Answer: Introduction The Reserve Bank of Australia is the central bank of Australia which became operational in the year 1960. It is the bank issuing authority in Australia which has its headquarters in Sydney. The components of the Bank include the Payments System Board, which is responsible for the administration of the payments system policy (www.rba.gov.au). The institution is responsible for governing the banking and monetary system in Australia. The board comprise of the bank members, government agencies in Australia, Treasury and the institutional leaders (Rba.gov.au. 2017). The Treasurer is responsible for appointing the governor of the Bank. The main function of the Bank includes the currency stabilization, maintenance of employment and the economic prosperity of Australia. The Bank has made several strategic as well as operational plans regarding financial market operations, financial stability, monetary policy, payments and infrastructure, banking, bank notes and financial position (Rba.gov.au. 2017). It has also formulated policies regarding the risk oversight and management. The human resources department of the Reserve Bank of Australia focuses on attracting and retaining the best talents in the organization. It has formulated policies regarding the compensation and benefits, diversity, equity, training and development and occupational health as well as safety (Rba.gov.au. 2017). The attracting the best talents would ensure that there would be formulation of excellent monetary policy and the retaining of the manpower would lead to efficient handling of the financial market operations. Consultation with stakeholders The internal as well as external stakeholders are consulted so that they can ascertain the needs related to human resource department. A training needs analysis would be done which would measure the difference between the needs of the training process and the employees training procedures (Phillips and Phillips 2016). The internal stakeholders such as the employees were interviewed regarding the level of training provided by the organization. It was found out that the employees emphasized on the need of being trained on matters related to the customer service (Dhar 2015). There have not been adequate trainings on this subject and hence they were not confident while interacting with the customers. This deteriorated the service quality of the Bank. The external stakeholders such as customers are also interviewed regarding the service standards of the Bank and it has been found out that they were not satisfied with the communication skills of the employees (Punjaisri and Wilson 2017). T his makes it evident that the organization requires implementing training modules which would enhance the skills and knowledge of the employees. The focus of the SLA would be training needs of the employees. The required focus should be on enriching the knowledge, skills and expertise of the employees in handling the customers. It is important to define the operational service levels in the operational environment. It is also important to define the customer values which should be embedded in the service level agreements (Kindstrm Kowalkowski and Sandberg 2013). It is also important to develop the SLA norms and the various resources to fulfill it. The stakeholders should be made clear regarding the benefits of the SLA and how it assists in the business management (Fit and Guitart 2014). The delivery of the training process is a complex area in which it is important to manage the expectations of all the stakeholders. It is also important to measure the SLA and the performance improvements of the employees post training (Cascio 2014). The focus of the training would be to provide structured study program for attainment of train ing objectives, which is concerned about increasing the customer satisfaction rates. Relevant Legislation The training services in Australia are governed with the help of suitable legislations. It is also important to incorporate suitable legislations for enhancing the efficiency of the training process. The National Vocational Education and Training Regulator Act 2011 gives training specifications (Billett et al. 2015). The training of employees in customer service should be formulated using a variety of channels. There would be classroom training aimed at improving the customer service skills (Valentine et al. 2015). This would make it possible for one to one feedback mechanism with the employees. The training would not only focus on the theoretical aspects of the training but would also involve practical aspects of the training. There would also be training delivery modes through e-learning. Each of the participants would be logging in the learning database with the help of unique login username and password (Clark and Mayer 2016). This would help the participants learn in their own convenient time. This would make it possible to enrich the knowledge of the employees in dealing with the customers. It would also encourage feedback from the participants regarding the quality of the training. There would be other modes of training such as teleconferencing, internet classroom link, self-paced learning and others. Implementation Plan The implementation plan of the SLA would be done in phases and there would be several steps in the implementation process (Cassidy 2016). It would comprise of the development of the performance tracking mechanisms and the establishment of the reporting processes. It is also important to reinforce the roles as well as responsibilities for the usual cross cultural services. It is also important to consider the background of the participants and then decide on the suitable methods. Service specification Performance Standard Timeframe Provide structured program Excellent content 2 months Provide an induction program Interactive platform 1 month Monitoring progress of learning Evaluation tools 2 months Carry out risks assessments In depth review 3 months Provide training material to student Quality learning material 1 month Ensure students are getting cohesive pathway Actual learning of the student 6 months Monitoring of service delivery The monitoring and the evaluation of the service delivery is one of the most important aspects of the organization. The training process should be constantly monitored in order to make it sure that the employees are gaining necessary skills as well as knowledge. A weekly assessment comprising of multiple choice questions should be implemented which would assess the current knowledge intake of the employees (Dimitriu 2015). There should also be one to one feedback sessions in order to learn the knowledge level of the employees. This would be helpful in discussing the progress of the employees and the identification of the further support which is required. This would also ensure that the existing training plans would be adjusted for the training as well as assessment. It is also important for the negotiation of the training as well as assessment. A practical monitoring process should be implemented which would assess the quality of the human resources interaction with the customers (M oore 2014). It is important to review as well as adjust the training plan based on the progress of the employees. Any required changes in the training plan should be agreed by all the parties. The monitoring data needs to be communicated to all the stakeholders. Expected Return on Investment (ROI) The service delivery process would involve certain amount of costs for the appropriate delivery of the training process. There are various direct costs associated with the training delivery such as cost of the training materials, cost of training venues, cost of auditorium, cost of training modules, cost of training software, cost of the training manuals, cost of the trainers, travel costs, accommodation costs of the participants and others (Duffield et al. 2014). There are indirect costs associated with the workers compensation, cost of temporary staff, administrative costs and the management time cost. The return of investment of the training module for ensuring customer service is 168%. The details are shown in the following table Define the anticipated benefits List anticipated costs Associated Costs ($) Educate the audience Cost of the training materials 45 Place for giving training Cost of training venues 215 Easy updation Cost of training software 850 Better understanding of the concepts Cost of the training manuals 70 Convenience and comfort of the outstation employees Accommodation costs 1000 Support for carrying out the training process Administrative costs 900 TOTAL 3080 Total Cost of Investment Net Profit Return on Investments $3080 $5200 168% Training support for participants The participants were provided adequate support during the delivery of the training (Shanley et al. 2017). The participants were selected based on the training needs. They were also supported during the actual conducting of the training. All the participants were engaged in one to one communication with the trainer so that their individual doubts and concerns can be taken care of. The SLA was also made clear to them so that there is no confusion regarding the same. Communication of service specifications The SLA should be well communicated to the audiences by fulfilling all the specifications (Cornelissen 2014). There should be transparent communications that should be maintained between the organization and its stakeholders. There must be selection of adequate communication channels such as meetings, conference calls, emails, newsletters and posters. The internal stakeholders should be communicated with the help of meetings, intranet, and posters. The external stakeholders should be communicated with the help of email and telephonic conversations. In the SLA, there must be the mention of the following key entities- Name of each party Roles as well as responsibilities of each party Scope of services Performance related targets Cost and return on investment Communication methods Resources required The ethical practices should be followed by adhering to honest and fair practices. It should consider the practices such as integrity, excellence, promotion of public interest and respect for the stakeholders (Bond 2015). Recommendations It is important to ensure that there is adherence to the service level agreement so that there is approval of the same. Stating the objectives of SLA Stating the service goal Determining the elements of SLA Specific applications, methods applied, customer responsibilities and service tracking Escalation procedures Contact resolution by IT service Reporting methods Determining the SLA contract period Conclusion The Reserve Bank of Australia is one of the most reputed financial institutions of Australia. This report analyzed the preparation and the implementation of service level agreement between the Bank and Training Council. The consultation with stakeholders is identified along with the focus of SLA. The relevant legislation is identified and the training delivery options. The implementation plan is also devised along with the monitoring of the service delivery. The expected ROI is done along with the training support of participants. The communication of service specifications along with the ethical aspects is done. The concluding part of the report would identify SLA. References Billett, S., Choy, S., Dymock, D., Smith, R., Henderson, A., Tyler, M. and Kelly, A., 2015. Towards More Effective Continuing Education and Training for Australian Workers.National Centre for Vocational Education Research (NCVER). Bond, T., 2015.Standards and ethics for counselling in action. Sage. Cascio, W.F., 2014. Leveraging employer branding, performance management and human resource development to enhance employee retention. Cassidy, A., 2016.A practical guide to information systems strategic planning. CRC press. Clark, R.C. and Mayer, R.E., 2016.E-learning and the science of instruction: Proven guidelines for consumers and designers of multimedia learning. John Wiley Sons. Cornelissen, J., 2014.Corporate communication: A guide to theory and practice. Sage. Dhar, R.L., 2015. Service quality and the training of employees: The mediating role of organizational commitment.Tourism Management,46, pp.419-430. Dimitriu, R., 2015. Vulnerability of Part Time Employees.Persp. Bus. LJ,4, p.111. Duffield, C.M., Roche, M.A., Homer, C., Buchan, J. and Dimitrelis, S., 2014. A comparative review of nurse turnover rates and costs across countries.Journal of advanced nursing,70(12), pp.2703-2712. Fit, J.O. and Guitart, J., 2014. Business-driven management of infrastructure-level risks in Cloud providers.Future Generation computer systems,32, pp.41-53. Kindstrm, D., Kowalkowski, C. and Sandberg, E., 2013. Enabling service innovation: A dynamic capabilities approach.Journal of business research,66(8), pp.1063-1073. Moore, C.W., 2014.The mediation process: Practical strategies for resolving conflict. John Wiley Sons. Phillips, J.J. and Phillips, P.P., 2016.Handbook of training evaluation and measurement methods. Routledge. Punjaisri, K. and Wilson, A., 2017. The Role of Internal Branding in the Delivery of Employee Brand Promise. InAdvances in Corporate Branding(pp. 91-108). Palgrave Macmillan UK. Rba.gov.au. 2017. [online] Available at: https://www.rba.gov.au [Accessed 24 Jan. 2017]. Shanley, T.P., Calvin-Naylor, N.A., Divecha, R., Wartak, M.M., Blackwell, K., Davis, J.M., Ellerbeck, E.F., Kieburtz, K., Koziel, M.J., Luzuriaga, K. and Maddox, J., 2017. Enhancing Clinical Research Professionals Training and Qualifications (ECRPTQ): Recommendations for Good Clinical Practice (GCP) training for investigators and study coordinators.Journal of Clinical and Translational Science, pp.1-8. Valentine, S.E., Bankoff, S.M., Poulin, R.M., Reidler, E.B. and Pantalone, D.W., 2015. The use of dialectical behavior therapy skills training as stand?alone treatment: A systematic review of the treatment outcome literature.Journal of clinical psychology,71(1), pp.1-20.

What is a Language

Neil Smith and Deirdre Wilson of University College in London focused on one of the fundamental ideas of contemporary linguistics concerning language as a rule-governed system. To say that a language is rule-governed is like also saying that it can be described in terms of a grammar.Advertising We will write a custom essay sample on What is a Language specifically for you for only $16.05 $11/page Learn More Therefore, the grammar of a language is a description of the rules of the language, rules of a kind that human beings are innately disposed to learn .These rules differentiate grammatical from ungrammatical sentences and provide explicit descriptions of grammatical sentences, including their meaning and pronunciation. Although everyone has his or her unique grammar, all grammars have some things in common because of genetic constraints on the kinds of grammars and hence languages that human beings can learn. Languages change in time when it comes to c omparing language with other evolutionary systems therefore, organic and inorganic might also be pursued. While all of these approaches have undoubted appeal, there is an obvious logical point to be made and that is one must be able to describe a language, at least in part, before going on to compare it with other systems. It is easy to see that speakers of a language often behave as if their language were rule-governed. Fluent speakers may however make mistakes in speaking, and when they do, they have no hesitation in correcting themselves. It is however also possible for a speaker to feel that others around him are making mistakes although his willingness to correct them will, in many cases, be tempered by considerations of politeness (Finegan 89). A speaker who is willing to correct himself and others gives evidence that there is, for him, a right and a wrong way of saying things. However, it does not necessarily follow that in making these corrections he is applying a set of lin guistic rules. He might, for example, be following a set of linguistic conventions, or habits, or customs, which he dislikes seeing disrupted. So far, this may have seemed to imply that a grammar simply provides a means of registering and correcting mistakes. But the copy-editing function is an important one; however grammars are also concerned with the description of sentences which contain no mistakes at all. However, one’s ability to understand a sentence does not depend on custom, convention or habit, all of which would imply that repeated encounters with a sentence would be necessary before its correct interpretation could be established.Advertising Looking for essay on linguistics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Neither the ability to note a sentence as grammatical, nor the ability to produce or understand it seems to depend on prior encounters in this way. Conventions are also social constructs that takes two pe ople to establish and operate a system of conventions. The rule-systems however, could easily be constructed and operated by a single individual. When it comes to children, learning their first language, seem to be constructing their own rules but they get them wrong because they produce utterances that are ungrammatical from the adult point of view. However, the number of verbs with an irregular past tense, and nouns with exceptional plurals, is rather small resulting in overgeneralization, invention of rules, on the basis of extremely limited data. Divergences between rule-systems are not just found in the cases of children who are still learning their language. Fluent adults may find idiosyncrasies in their own language of which the most common are pronunciation and vocabulary. It has therefore been proved that no two adults possess exactly the same set of vocabulary items, pronounced in exactly the same way. This is however even true when it comes to syntactic rules (Fromkin 142 ). A more extreme instance of adult idiosyncrasy in speech is noticed when it comes to people who have had a stroke, or have otherwise suffered damage to the brain resulting to speech loss or aphasia. The best definition of criterion of aphasia is that the rules normally characteristic of speech have broken down, leading the patient to produce utterances which depending on the severity of his case and the number and type of rules involved, may be inappropriate. We have however been assuming that speakers of a language actually know the grammars which they use in producing and understanding sentences, correcting mistakes and so on. However, this assumption that speakers know grammars usually expressed as a claim that grammars are psychologically real pervades the whole of modern linguistic theory. Conclusion Learning a language as we have seen is equated with learning a grammar when knowing a language is equated to knowing a grammar. Linguistic differences between speakers are analyz ed as differences in their grammars.Advertising We will write a custom essay sample on What is a Language specifically for you for only $16.05 $11/page Learn More Works Cited Finegan Edward. Language: Its Structure and Use. New York, NY: Cengage Learning. 2011. Print Fromkin Victoria. An Introduction to Language. Boston, MA: Harcourt Publishers Group. 2011. Print This essay on What is a Language was written and submitted by user Alissa P. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. 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Nursing Knowledge Essays

Nursing Knowledge Essays Nursing Knowledge Essay Nursing Knowledge Essay Over the years, nursing has evolved not only as a profession but also a hands-on discipline. Nursing is a theory-based practice that evolves and grows continuously through research. Fawcett (1984) defined nursing’s metaparadigm as the overall overview of nursing which consists the concepts of person, environment, health and nursing. Nursing practice began to evolve in the early 18th century. I will be exploring the different major influences that have altered the practice of nursing to what it is today, namely the traditional role of women, feminism, religion, military, apprenticeship, technology and medicine. In the 19th century, the role of women was traditionally one of a homemaker. She was responsible for the care of the family and managed all aspects of their household. Women’s role as a domestic specialist has many similarities with the nurses’ roles. According to Hughes’ (1990), the ideology of domesticity rationalised nursing as a legitimate, if temporary, occupation for women. Nurses had difficulty identifying themselves as professionals due to the perception of the society of their nursing roles. As a socially defined duty of women, caring for others was not seen by society as necessitating the specialised expertise that typified the work of a professional† (Hughes, 1990). This stressed the society’s perception that nursing is a women’s work by society. Over the years, this idea has changed as the roles of women in society became more important and the role of nurses became more defined. While it is still largely dominated by women we have seen an increasing trend of male nurses joining the nursing profession, not only in Singapore but also worldwide. In reference to a Sunday Times article by Nur Dianah Suhaimi in 2009, she mentioned that out of the 18,400 active nurses in Singapore, 7. 5% are male. There has also been an increase of male nurses in the profession over the years. Statistics showed that there were 998 male nurses active in the nursing workforce in 2001 and 1,363 in 2007 (Singapore Nursing Board [SNB], 2008). More male students are also enrolling themselves in the nursing programmes offered by different institutions in Singapore, namely Nanyang Polytechnic, Ngee Ann Polytechnic and National University of Singapore (Suhaimi, 2009). In an excerpt of an interview with the director of the School of Health Sciences in Ngee Ann Polytechnic, one of the institutions that offers the diploma in nursing studies, she mentions how Singaporean parents are less hesitant about their sons taking up nursing (Phang, 2009). â€Å"Australia and the United Kingdom claim a 10 percent male nursing workforce, while recent statistics place the male nurse workforce in the United States at 6 percent, up from just 2. 7 percent in 1980† (University of Pittsburgh, n. d. ). In my opinion, this is a positive change as men become more willing to take up the challenges of nursing. This change also further reiterates the changing view of nursing as a stereotypical female profession. Male nurses play a vital role in the profession. Besides having the skills and knowledge of nursing, their masculinity is an added incentive in restraining violent patients and assisting heavier patients in their ambulation. The change in view and statistics also reflect the change ideology that nurses no longer act as handmaidens and instead as an allied professional in healthcare. As nursing has been perceived as a female dominated profession, feminism in the profession is inevitable. According to Bunting Campbell (1990), feminism has been defined â€Å"as a world view that values women and that confronts systematic injustices based on gender. † Feminism began back in the late 1300s with Christine de Pisan being the first feminist who wrote about the feminist theory that transformed modern thinking of women’s roles in society. There were different views of feminism such as enlightened liberals, cultural feminism and radical feminism. The feminists typically disagreed with each other as they had â€Å"different philosophic points of view† (Bunting, 1990). These views would then alter the perception of nursing. Problems between the act of nursing and the idea of feminism began to arise in the 1960s, during the second wave of the feminist movement. During this period, women faced the battle for access to education, the professions, and freedom from abuse and exploitation occurred (Sullivan, 2002). When nursing leaders were torn between feminism and professionalism, many chose professionalism instead as they had more dedication with the sanitary ideal and not to the feminist mission (Bunting, 1990). However, the connection between nursing and feminism should be minimal. â€Å"â€Å"Nursing can embrace the movement because equality benefits individuals, society, and, thus, the recipients of nurses care† (Sullivan, 2002). In my opinion, nurses face different, individual experience everyday. They identify themselves as nurses and comparing with other women workers. Whilst the feminist movement has indeed made a mark in nursing history by allowing nurses to be advocators of the women’s movement, equal rights should be handed to men to be involved and be a part of the nursing profession. In the 19th century, designs of the nursing uniforms were greatly influenced by the church, the military and the servant (Campbell et al. , 1999). According to Ellies and Hartley (2008), the nuns influenced early uniforms, which were starched white and covered from head to toe inclusive of a nursing cap. As such, this projected a â€Å"professional image for nursing, giving it status, respect and authority† (Ellies Hartley, 2008, p. 156). The white uniform â€Å"communicated an impression of confidence, competence, professionalism, authority, role identity, and accountability† (Ellis Hartley, 2008, p. 56). However, by the 1970s, a lot of changes were made to the uniform. One such example would be that hospitals no longer require the nursing cap. This aspect of the uniform was generally found impractical for nurses while carrying out their duties and also for infection control purposes. In the present day, it is observed that there are many changes made to the nursing uniform. Many institutions have incorporated the scrub suits as their uniform as they are found to be more comfortable and ease movements when performing tasks. For example, in Singapore, the nurses’ uniforms are easily identified by the general society despite its differing designs of the various hospitals. Emphasis has been stressed on the importance of donning the proper attire so as to project a professional image of nursing. In World War II, nurses were a part of the military and were appointed as officers. This gave them autonomy and also status in the military. Being in the military, a nurse officer has to be disciplined and adhere to uniform codes, follow rules, and respect the higher ranked officers. The military have a strong influence on nursing till the present day. For example, role calls are in place at the beginning of a shift so as to address issues in our workplace. As with most other organisations, there is a hierarchial system. The position in the hierarchy determines the power and respect one will have in the organisation. This will in turn teach nurses to be more disciplined, display more respect towards the individuals in the upper hierarchy and also towards each other. In the military, the senior officers will guide and hand down their knowledge to the junior officers. Similarly in nursing, an experienced staff will guide and teach junior nurses who have just joined the force, newly graduated nurses or nursing students. The experienced staff would then play a leadership role and an educator role. Also, it allows the new staff or nursing students to be exposed to the nursing environment and are able to practise the skills that they have learnt theoretically. Reading Benner’s (1982) article, I understood the methods of classifying nurses into â€Å"novice, advanced beginner, competent, proficient and expert† individuals. Benner listed out some examples of nurses in different stages of nursing practice to determine the most appropriate classification using a scientific model by Stuart and Hubert Dreyfus. Reading the article and reflecting on my current experience as a nurse, I believe that I am in between an advanced beginner and a competent nurse. Although I am no longer a novice, I encounter difficulties in keeping up with the different types of occurrences during work such as delivering the best nursing care to my patients with other things in mind. At times, I struggle with time management. I was given the preceptor role where I am responsible in guiding a newly graduated nurse. This taught me to prioritise my work and deal with time management. It provided me with the experience of having an educator role and the opportunity to teach. Experiential knowledge, as Benner identified, is widely observed in the nursing world. This group of nurses has the ability to diagnose a patient’s psychosis stage without any scientific means (Benner, 1982). Experience, in addition to formal education preparation, is required to develop this competency since it is impossible to learn ways of being and coping with an illness solely by concept or theorem† (Benner, 1982). With Benner’s classification of nurses in mind, nurses’ knowledge has changed with the advancement of technology in nursing. Over the years, technology has become an essential tool in every individual’s everyday life. With the introduction of tech nology, patient’s care and treatment is enhances while nurses need to acquire knowledge on the skills and keep up with it. In the 19th century, technology was mainly used to store patient medical records or to aid in the calculation of the patient’s hopitalisation bills. Presently, in Singapore, and I believe in many other countries, most of the hospitals have gone â€Å"paperless†. With the help of computers, nurses’ notes and patient’s medication record are now entered electronically through the various programmes designed specifically for nurses and nursing documentation. Technology in healthcare has its advantages and disadvantages. With computerized record, point-of care testing such as testing the patient’s blood glucose levels can be verified electronically and do not require a handwritten record. As the health systems are mostly integrated, healthcare providers all over the country can easily access the patient’s record allowing the continuity and consistency of care for the patient. Healthcare providers can maximize the availability of the hospital’s intranet to look up on information, policies or work procedures as and when they need to. This will help to keep nurses up to date on the current nursing practices or policies. Although there are advantages, there is also a downside. Confidentiality is an issue. Although all systems require an individual password access, there are risks of illegal hacking into the main system and these illegal intruders may have an access to the confidential records of various patients. Hence, a high level of security should be in place to protect these systems. The healthcare system in Singapore aims to be a â€Å"paperless† organization as they believe that the change would benefit the nurses by easing their workloads. However, in my opinion, it is an additional workload and a complex task for nurses to assess documentation through the programmes on the computer. The hospital has recently introduced these systems. However they have to consider the time required for the nurses in order for them to acquire the skills in order to carry them out competently. For example, in the current practice, when serving medications, we need to verify patient’s identifiers against a Personal Digital Assistant or PDA, which lists patient’s medical records and identification. For novice nurses who just learnt on how to use the PDA, they will have difficulty in the administration of medication to the individual patient as it may be time-consuming. As such, the completion of the nurses’ workload will be delayed, resulting in a further delay in the delivery of care to the patient. With the advancement in technology and the evolution of nursing, Evidence-Based Practice (EBP) has been continuously put into use in nursing research. Evidence-based nursing is drawn from the evidence-based medicine collaboration that is predicated on rules of evidence that value strictly controlled, data-based studies and research critique† (Winch, 2002). â€Å"EBP first began in medicine and is expanding to all of health care† (Ellies Hartley, 2008). As nursing is becoming increasingly scientific, it is no surprise that a comparison is drawn between the nursing and doctoral profession. Henderson (1981) highlighted how similar the nursing roles are in the nurs ing process when compared with the roles of the physicians. This further illustrates Henderson’s belief that the nursing process is leaning towards the science of nursing. With the development of EBP, it has somehow contradicted with Carper’s (1978) article. In Carper’s article, she identified the four patterns of knowing; empirics which refers to the science of nursing, esthetics which is the art of nursing, personal knowledge which is based on experience and ethics which is the component of moral knowledge in nursing. Porter (2010) argues that Carper’s patterns of knowing have been challenged by EBP. Porter (2010) also mentioned, â€Å"the new problem of EBP requires nurses to change the shape and patterns of knowing to respond to the challenge it represents. The challenge involves its threat to reduce nursing knowledge to a very narrow form of empirics. † The sources that were chosen for this essay cover a wide range of opinions and concepts. From the traditional role of women to feminism and to how nursing developed by religious and military influences, the authors have in many ways potrayed the various varying points of view that influences the nursing discipline. With the new advancements and changes in nursing practice, nurses should bear in mind that they should always deliver the best nursing care to their patients. Nurses need to constantly upgrade themselves in order to be kept up to date with the latest development and practice in nursing in line with the advancement of technology. References Benner, P. (1982). From novice to expert. American Journal of Nursing, March, p. 402 – 407. Bunting, S. , Campbell, J. C. (1990). Feminism and nursing: Historical Perspectives. Advances in Nursing Science, 12(4), p 11 – 24. Carper, B. (1978). Fundamental patterns of knowing in nursing. Advances in Nursing Science, 31(4), p 296 – 307. Doheny, M. O. , Cook, C. B. , Stopper, M. C. (1997). The Discipline of Nursing: An Introduction (4th ed. ). Stamford, Connecticut: Appleton Lange. Ellis, J. R. , Hartley, C. L. (2008). Nursing in Today’s World: Trends, Issues, Management (9th ed. ). USA: Lippincott Williams Wilkins. Fawcett, J. (1984). The metaparadigm of nursing: Present status and future refinements. Journal of Nursing Scholarship, 16(3), p 77 – 87. Henderson, V. A. (1982). The nursing process – is the title right?. Journal of Advanced Nursing, 7, p 103 – 109. Hughes, L. (1990). Professionalizing domesticity: A synthesis of selected nursing historiography. Advances in Nursing Science, 12 (4), p 25 31. Lefebvre, M. (2003). Nursing uniforms: dead or alive?. Nursing News, 27(4). Porter, S. (2010). Fundamental patterns of knowing in nursing: The challenge of evidence-based practice. Advances in Nursing Science, 33 (1), p 3 – 14. Suhaimi, N. D. (2009, March 31). Who says nursing is for sissies? The Straits Times. Retrieved from siaone. com/News/Education/Story/A1Story20090330-132089. html Sullivan, E. J. (2002). Nursing and feminism: An uneasy alliance. Journal of Professional Nursing. 18 (4), p 183-184. University of Pittsburgh . (n. d). Nursing: Options and Opportunities [Brochure]. Pittsburgh, PA: Author. Winch, S. , Creedy, D. , Chaboyer, W. (2002). Governing nursing conduct: The rise of evidence-based practice, Nursing Inquiry, 9 (3), p 156 – 161. Zerwekh, J. , Claborn, J. (2006). Nursing Today: Transition and Trends (5th ed. ). St. Louis, Missouri: Saunders Elsevier.

MEDIA COVERAGE FOR SELF-PUBLISHED WRITER

MEDIA COVERAGE FOR SELF-PUBLISHED WRITER Since newspapers generally have a policy of NOT reviewing self-published books its almost impossible to get a book review in any newspaper. Some papers go so far as to not review anything published A feature story about you is more credible and likely to generate interest than a review of your book. So look at your life and see what you have to offer newspapers readers. Do you collect Santa Claus dolls or trains? Have you turned your living room into a bird sanctuary where 50 birds fly free where your couch used to sit? Do you spend your weekends building tree houses for neighborhood kids? I wrote feature stories on all these people. When you can get a reporter interested in you running your 10th marathon, or heading up the drive to distribute sleeping bags to the homeless its very easy to work in, Oh, and I just published a book. If you have something in your life to pitch to a reporter OTHER than your book, youre almost guaranteed to be able to talk about writing the book in the article. Your self-published book may drive interest in something the public wants to know about. For instance, a parent who self-publishes a book on how to get through the diagnosis, treatment and outcome of her childs cancer to raise money for cancer research or her child, is likely to get a reporters attention. So is the coach who writes a book on how to introduce your child to sports. If you have a recognized expertise, most reporters will find a story in that. Have you written a book on the history of your town and had to go on some amazing road trips, or dig into old courthouse documents, or interview veterans in a near Are you related to someone famous who is mentioned in the book? You dont have to be Oprahs long lost sister, but if the towns local celebrity is related to you, then good for you! If youre a famous coach, teacher or political figure who self-publishes a book, chances are youll get the attention of any small town paper. Think holidays! If youve written a book on Thanksgiving traditions, or how to wrap Christmas gifts, or anything related to the big holidays- Veterans Day/Memorial Day, Thanksgiving or Christmas, Easter etc., MOST small to medium newspapers will write a story to tie the holiday to a local person. Dont stop at your daily paper. Almost all cities have alternative papers, and rural areas have weekly papers. If you live in a bedroom community then chances are you have a weekly paper whod love to write about your book. But read several issues of the paper FIRST, before you write the editor. Try to see if your book has relevance for the readership. There are all kinds of weekly papers for seniors, grandparents, sports enthusiasts, fishermen and parents. Try to find a paper (most are free and distributed at libraries, grocery stores and shopping centers) that caters to people who would be interested in your book. Dont try to get a grandparenting magazine to review your Sci-fi thriller. Do get a parenting magazine to look at your How I Learned to Get Offline and Love the Playground book on parenting in a high tech society. Dont forget bloggers! Many of the larger newspapers read local blogs and will pick up on any content that generates online buzz. The trick is to never stop marketing! You can do it!

Leaf Litter Decomposition Assignment Example | Topics and Well Written Essays - 750 words

Leaf Litter Decomposition - Assignment Example Moreover, the experiment expected the tree species not to harbour the different soil animals. The maple and European Buckthorn are initially wet. Eventually they become very wet implying that the tree species harbour the soil animals. On the other hand, the maple and the European Buckthorn are greener and in regular sizes but eventually they decompose. This implies that the tree species decomposed. 2. Discuss what factors, that you observed, that may contribute leaf decomposition. What factors may contribute but were not measured? What was the average (&standard deviation) mass lost for each species? Where did the mass loss go? The observed factors that contribute to decomposition are the soil moisture and the plant composition. Temperature is also a factor which contributes to decomposition but it was not considered in this experiment. The wood decay is associated with the decay of the roots. The roots are the sole suppliers of moisture and nutrients to the entire plant hence they impact on the development of roots. Thus, the decay rates of woods will be similar to that of the leaves since the leaves obtain moisture and nutrients from the woods; whenever the woods are affected, the leaves are equally affected. Logging of trees results to the release of significant amounts of carbon dioxide into the atmosphere. Thus, the rate of decomposition of the floor area is relatively lower than normal since the presence of lignin in the leaves lowers the decomposition rate. The concepts of this experiment fully relates with the concepts of a composting program such as the one found in the City of Toronto since everything revolves around composting. Thus, composting can be defined us the natural process or procedures which are meant to decompose the organic substances into a one rich soil which can be named as the compost. This experiment describes the concept such as

Computer Network and Management Case Study Example | Topics and Well Written Essays - 7000 words

Computer Network and Management - Case Study Example When web cache receives the request, it first examines the cache’s inventory of stored objects to verify the existence of the requested web content. If the desired object is found, web cache determines the ‘freshness’ of the stored object by examining the object’s creation date, storage date, expiration date, and client and server preferences. If the stored object is found to be valid and up-to-date (fresh), then it is retrieved from the cache’s object store and sent as an HTTP response to the client, hence, saving time and bandwidth (Hofmann & Beaumont 2005). In case if the requested web object is not found, then the web cache transforms and forward the client request to the origin server, receives the response from the origin server, and forwards the response to the client. After sending the response to the client, web cache decides whether or not to store a copy of the object into its object store. This decision is based on (i) replacement rules, and (ii) dynamic object rules (Hofmann & Beaumont 2005). Web cache has finite capacity and therefore, once the cache is full, it is important to decide whether or not to store the current web object after removing and replacing some another stored object. There are several ways to select the object to be removed and replaced; some popular strategies listed by Hofmann & Beaumont (2005) are: Web cache uses dynamic object rules to find the approximate future value of the object through examining its characteristics in order to determine whether or not the object is valuable enough to be stored in the object store. Dynamic web content, such as stock quotes, news headlines, and weather reports changes very frequently and therefore, their value is dropped very rapidly. Personal information, such as family pictures, journals, and travel plans has a very low future value as it attracts only a few numbers of clients. Likewise, private

Hinduism Paper Essay Example for Free

Hinduism Paper Essay Hinduism as coined by European influence, is the world’s third largest religion with nearly one billion followers, about 14% of the Earths human population. There are many that theorize Hinduism is not like any other religion that encompasses a particular way of life; that Hinduism is without a defined founder, deity, nor is Hinduism stuck to a specific system of theology. However, there are those that argue Hinduism is monotheistic because it does recognize the one supreme being of Brahman. Then some view Hinduism as Trinitarian because Brahman is visualized as one God with the three persons of Brahma, Vishnu, and Shiva. Considering that Hinduism lacks a united belief system is a matter of scholarly theory based on the closest findings and perhaps the reason many people theorize that Hinduism is undefined religion. The makeup of Hinduism is of diverse beliefs and traditions of the 81% of Hindus residing in present day India translated from Vedic scripture that some scholars say date back to 10,000 BCE. The basic scriptures of Hinduism, referred as Shastras, are a collection of spiritual laws discovered by sages at different points in history. The Two types of sacred writings, Shruti (heard) and Smriti (memorized) comprise the Hindu scriptures. The sacred writings were passed on from generation to generation orally for centuries before they were written down in the Sanskrit language dating far back as 6,500 BC. The major and most popular Hindu texts include the Bhagavad Gita, the Upanishads, and the epics of Ramayana and Mahabharata, but there are fundamental core of beliefs shared by all Hindus. The basic core of Hinduism believes that there is only one supreme Absolute called Brahman, although it does not advocate the worship of any one particular deity. The gods and goddesses of Hinduism can amount to millions, all representing the many aspects of Brahman that indicate Hinduism is characterized by multiple deities. The most fundamental of Hindu deities is the Trinity of Brahma (creator), Vishnu (or Krishna, meaning creator) and Shiva (destroyer). Yet, the supreme God of any sub-God or sub-Goddesses is that of Brahma, a monotheistic approach that can be compared with many carnations to God in the Christian Bible such as Moses, Abraham, and Jesus and perhaps ignites much debate on the type of religion Hinduism is. However, there are other basic cores of beliefs that Hindus share. Amongst the core beliefs shared by Hindus is the desire for liberation from earthly existence in which Dharma, Samsara, Karma, and Moksha are facets in reaching liberation. Dharma encompasses ethics and duty within a Hindu’s life. Karma is the actions with in one’s life and the consequences for those actions. When Karma goes unfulfilled, Samsara is experienced through the cycle of life, death, and rebirth. The rebirth cycle is also known as reincarnation where a Hindu’s uncleansed soul cycles through life after life until the soul is cleansed enough to be with Brahman. While stuck in Samsara, the individual then becomes limited within time and space where monotony becomes a desire for escape from such misery. When a Hindu’s soul is cleansed enough to satisfy Brahman, Moksha is that escape from such earthly miseries. The desire for Moksha transformed Hinduism from a religion into a culture, but there is debate as to the cultural and societal influences that have made Hinduism vital to India. The cultural and societal influences of Hinduism is in a state of constant flow with the never ending possibilities as life on the earthly plane continues to flourish, yet there is debate on the historical significance that makes a Hinduism what it is today. The Aryan theory argues that Hinduism traces back to the Indus valley civilization of 4,000-2,200 BCE and was influenced by many Aryan Indo-European tribes who brought with them the religion of Vedism around 1,500 BCE. The Emerge theory challenges the Aryan invasion theory in stating the inconsistencies in timelines of Hebrew Scriptures and that of the Aryan invasion in comparison to the development of the four Veda that can be traced as far back as 6,500 BCE. Archeologists and religious historian have concluded through physical evidence of archeological finds along the Indus River and Indus valley show a continuality of the same group of people who traditionally developed Indian culture generation after generation with no evidence of Aryan influence. Another debate that continues amongst the modern day quarrel over theory is the caste system that dates back to 500 BCE. The Rig Veda defined four castes, or Varna’s; Brahmins were for religious leaders and educators, Kshatriyas for rulers and military, Vaishyas for farmers, landlords, and merchants, and Shudra for peasants, servants and workers. A fifth Varna was known as untouchables and anyone castigated from the Varna’s were the Dalit who were denigrated to pollutant jobs. According to Religioustolerance. org (2011), â€Å"although the caste system was abolished in 1949, it remains a significant force amongst Hindus throughout India. Aside from debate are the cultural rituals of the Hindu. According Living Religions by Mary Pat Fisher (2005), â€Å"there are sixteen rites prescribed in the ancient scriptures to purify and sanctify the person in his or her journey through life, including rites at the time of conception, the braiding of the pregnant mother’s hair, birth, name-giving, beginning of solid foods, starting education, investing boys with a sacred thread, first leaving the family house, starting studies of Vedas, marriage, and death. Sanatana Dharma is the current preferred title of what is better known as Hinduism where respect of one of the world’s oldest religions must be observed. The fact that there are many worshipped idols within Sanatana Dharma confuses the masses who contend that Hinduism is a polytheistic religion. Yet, it is the world overlooking the fact that other religions practice in denominations sectored by a difference of beliefs within the same core of beliefs.

War on Drugs is a Domestic Problem Essay examples -- essays research p

WAR ON DRUGS IS A DOMESTIC PROBLEM   Ã‚  Ã‚  Ã‚  Ã‚   The new policy that the government has unfolded on the War on Drugs, has pointed the finger of responsibility toward stopping terrorism by stopping the individual drug users. Terrorism affects the entire world, and the United States has assumed a position at the spearhead to confront it. There is no way to actually stop terrorism, but one way to financially divert the problem is to stop the money from flowing to the organizations.   Ã‚  Ã‚  Ã‚  Ã‚  The War on Drugs has been taken to a new level since the attack on the United States in September. Just two days before the attack in New York and Washington D.C. a shipment, being distributed by the Columbians, of Afghan heroin, reported to be 53 kilograms, was seized in New York. (Denny) This event demonstrates how the terrorist and the narcotics trade are linked together. Without the funding of drug trafficking, many terrorist organizations would not be able to continue operations at the current levels.   Ã‚  Ã‚  Ã‚  Ã‚  Drug traffickers share common traits along with the terrorists of the world. A drug trafficker does not have a general regard for human life. The only thing that matters to the trafficker is the money that is made from the illegal sale of the product. Whether the money comes from a twelve year old in anyone of the main cities in the United States or from a terrorist organization does not matter to a trafficker. This di...

The Coca Cola Company

The Coca-Cola Company| MGT-100| Joanne Rupe Subject: MGT 100| Word Count: 3291| Due Date: 27. 11. 2012| Table of Contents 1. Introduction5 2. Mintzberg Roles6 2. 1 Entrepreneur6 2. 2 Leader6 2. 3 Figurehead6 3. Henri Fayol – Principles7 3. 1 Initiative7 3. 2 Equity7 3. 3 Unity of Direction7 4. Weber – Principles8 4. 1 Division of Labour8 4. 2 Promotion and Selection based on Merit8 5. Building Blocks of Competitive Advantage9 5. 1 Efficiency9 5. 2 Effectiveness9 5. 3 Performance and Quality9 5. 4 Innovation10 5. 5 Customer Service10 6. Management Science Theory11 6. 1 Total Quality Management11 . 2 Quantitative Management11 6. 3 Operations Management12 6. 4 Management Information System12 7. Organisation Structure13 8. Barriers to Entry & Competition14 9. Organizational Environment14 9. 1 Social Variables14 9. 3 Communities and Governments14 9. 4 Competitors15 9. 5 CEO15 9. 6 S. W. O. T Analysis15 10. Factors of Organisational Culture16 11. Managing Change & Diversity16 11. 1 Organisational Change16 11. 2 Diversity Awareness Program16 11. 3 Managing Diversity17 12. Organisational Ethics17 13. Corporate Social Responsibility (CSR)17 14. Managing Leadership18 4. 1 Transformational Leadership18 14. 2 Transactional Leadership18 15. Managing Motivation19 15. 1 Theories19 16. Managing Decision Making19 16. 1 Decision Making Within Coca-Cola Company19 17. Conclusion20 18. References21 1. Introduction Coca-Cola is one of the most known and used beverages throughout the world. The brand is consumed by daily basis in over 200 countries. However not everyone is aware of what the company stands for and how it functions. This report will explain how the company operates and how they follow the different managerial steps to achieve their goals.It will also inform which type of structure they use to remain successful. 2. Mintzberg Roles 2. 1 Entrepreneur Asa Candler tasted, bought and decided to market Coca-Cola as a soft drink instead of a headache tonic (Belli s, n/d, Para. 3). Not only did he change the way they advertised and sold the product, according to Gunderson (2009, Para. 1) Asa Candler made the CCC grow into a global giant thanks to his great marketing skills using celeberty endorsments, free samples to pharmacists & costumers and the way they guarded their secret formula. 2. 2 LeaderThe leader role is shared between the 17 boards of Directors in the Coca-Cola Company, although the Chairman of the board and CEO Muhtar Kent are shown as a front figure and role model (Coca-Cola1, 2012, Para. 3). As found in Coca-Cola1 (2012, Para. 2) the company sees Muhtar Kent as a leader that will lead them into the new century thanks to a firm commitment to both the values and spirit of the world's greatest brand. 2. 3 Figurehead Coca-Cola1 (2012, Para. 2) gives the impression that Muhtar Kent is seen both as a leader and a figurehead for the corporation.He both leads the company in to a brighter future and the rest of the employees look at hi m for inspiration and help. Because he is the chairman of the board and the CEO he gives a feeling of inspiration, legal and ceremonial obligations. 3. Henri Fayol – Principles 3. 1 Initiative According to Coca-Cola2 (2012, Para. 2) the CCC frequently has an open dialog with their employees about what is new right now. During these discussions the CCC asks about what consumers like/dislike, what distributors think, how improvement can be made, and if they’re losing market space against competitors.By having these sorts of meetings Coca Cola always motivates employees to be a part of the company, to take initiative and speak up. It also teaches employees to be creative and help the company grow. 3. 2 Equity As stated in Coca-Cola3 (2012, Para. 1) they are dedicated to maintain very important principles regarding International Human ; Workplace Rights everywhere they do business. As of 2005 Coca-Cola3 (2012, Para. 2) they began working with the former UN Special Represen tative for Business and Human Rights and professor John Ruggie to develop principles for a framework in respecting human rights in a business context. . 3 Unity of Direction The CCC explains global changes and aims to thrive as a business over the next ten years, looking forward and adapting to the changes (Coca-Cola4, 2012, Para. 1). Their mission is explained in Coca-Cola4 (2012, Para. 2) and points out three special goals: To refresh the world, to inspire moments of optimism and happiness and to create value and make a difference. The vision of the CCC is something that is taken very seriously. In Coca-Cola4 (2012, Para. 3) it is clearly described what the company think it should accomplish to be able to substain quality growth. * 4.Weber – Principles 4. 1 Division of Labour CCC’s management is divided into three main leadership factions; Board of Directors, Operations Leadership and Senior Functional Leadership (Coca-Cola1, 2012, Para 3-5). Under these Leadership r oles are middle and bottom line management, as well as employees in areas including Supply Chain Function, Manufacturing, Technical Function, Marketing, Sales Account Management, Customer and Commercial Leaders, Business Management, Finance, Public Affairs ; Communications, Human Resources, Legal, IT, Business ; Administrative Services and Aviation. Journey Staff, 2012, p. 1) 4. 2 Promotion and Selection based on Merit Within the aforementioned career areas CCC provides opportunities and support for employees through Individual Development Plans. This is made up of on the job experience (70%), exposure to case studies, role models and mentoring (20%) and attending courses (10%). Combined, CCC aims to focus and develop on the skills and competencies that are needed and beneficial within the company, as well as with other career opportunities. (Coca-Cola? , 2012, Para. 1) 5. Building Blocks of Competitive Advantage . 1 Efficiency The CCC is efficient in the way they distribute because they only produce the syrup concentrate, according to Love (2011, Para. 2). The concentrate is sold to the bottlers all over the world and it is the bottlers who has to finish the product by adding water and sugar. It is a good way of keeping the costs down, because there is no expenses putting the syrup into cans or bottles and there is no usage of water or sweeteners. This also simplifies their job to keep the formula of coke as a secret (Coca-Cola5, 2011, Para. 6) 5. Effectiveness There is one major disadvantage by only producing the syrup, which is that the drink tastes different all over the world. Huffington (2012, Para. 2) explains that each country has their own filtered water and uses different types and amounts of sugar. However the secret formula prevents other competitors from copying their recipe, which is an effective way by only producing the concentrate. The way CCC provides different volumes is an effective way of reaching out to more and diverse customers. 5. 3 Pe rformance and QualityThe company are working towards the high expectations through their operating requirement group called KORE (Coca-Cola6, 2012, Para. 1-3). The most important effort in this program is done by outlining strong regulations, policies, programs and specifications to lead all operations with accuracy. The key is constant monitoring and clear communication while reporting new statistics to the top managers. 5. 4 Innovation The CCC is always trying to follow the global trends and adapt to customer needs by creating the right beverage that suits different groups. Coca-Cola (2011, Para. ) informs that they created low calorie drinks such as Cola Zero and Cola Light to alure both genders in separate approach. They create health drinks to provide the new generation and athletes with what they want. It is not just about making carbonated soft-drinks anymore, they are following the steps taken by human nature to meet the new standards of life. 5. 5 Customer Service The CCC h as many employees to keep track on and Antenna (Para. 1) explains how the the company are increasing their distribution and deliveries of beverages by effective management.The company use (AMP) Antenna Mobility Platform to use the field employees as â€Å"human mobile offices† to keep them cohesive, prepared and efficient. This method allows the company to accomplish real-time responsiveness to customers and high levels of workforce productivity, according to Antenna (Para. 2). The result of it is also that both managers and employees improve their communication and collabotation as they can react quicker to changes that occur. 6. Management Science Theory 6. 1 Total Quality Management According to Coca-Cola6 (2012, Para. 4) KORE guarantees the consistency of their business quality.They are accurate in following terms and conditions made by the different departments. They use strict rules and policies to monitor performance and to prevent inaccuracies within manufacturing. KO RE arrange meetings with staff members to discuss questions and matters that concerns requirements and feedback to increase quality. Coca-Cola (20126, Para. 5) explains that the information is always available for the whole department to find out the goals, process, work instructions and worksheets related to the specific area of members. 6. 2 Quantitative Management In â€Å"Figure 1† Stephen (2009) shows where the highest consumptions are made.This quantitative information helps the company to work harder in specific areas where the brand is weak. Figure 1 – Worldwide Coca-Cola Consumption Figure 2 – Coke or Pepsi? In â€Å"Figure 2† Y-N (2008) are giving the information telling the company of what sort of beverage is most common in a specific country. This enables the company to analyse the competitors and how the CCC can grow in the market. 6. 3 Operations Management The CCC makes sure their interns and potential employees finishes an intership progra m called SCOM (Supply Chain Operations Management), (Coke-Consolidated, Para. 2).SCOM gives them the education and experience to master manufacturing and production. Also to learn about supply chain planning, transport, delivery, sales and warehouse management. It is about integrating them with the ideas and processes. The Coca-Cola Bottling Company Consolidated (CCBCC) explains about their concern of operation management: â€Å"At CCBCC, we strive to recruit the most talented, motivated people to continue to grow our outstanding team and develop into key members of our business to ensure that CCBCC will continue to lead the i1ndustry and set the bar for the rest of the beverage industry. (Coke-Consolidated, nd, Para. 4) 6. 4 Management Information System Case-Studies (2009, Para. 1) states that ISS (Information System Services) is their main department to monitor other informational groups such as CCBCC. The way of tracking files and archives is done by using EPM (Microsoft Office Enterprise Project Management) which is used as their informational technology. EPM makes CCBCC work and study their economics precisely and manage their recourses more efficiently in order to make decisions and complete goals in a reduced amount of time.They evaluate details like project costs, time, functions and efforts (Case-Studies, 2009, Para. 2). This helps them to gather information to create solutions, discover benefits, and achieve goals in the different criteria’s. 7. Organisation Structure CCC uses both the mechanistic view of the contingency theory within the factory environment and an open systems approach within their sales department. Business, marketing and sales strategies are decided by the management and then carried out by the employees.From the managers under Muhtar Kent comes the instructions and strategies that then is fed down into the supervisors and then to the employees. Coca-Cola introduced, the â€Å"Plant Bottle†, (Coca-Cola Company; Pla nt Bottle Benefits, 2012, Para 1). The introduction of this product was a decision made by the board, later carried out under the supervision of managers and finally sold by employees and sales people for Coca-Cola. This is an example of a hierarchical structure which is typical of the mechanistic structure.An Open System approach is used for marketing and sales within CCC. CCC needs to be able to use the raw materials and input from the external environment to produce goods and services that impact the external environment (George et al, 2012, p54). After the Tohoku Earthquake 2011, Japan had to reduce power usage. With one vending machine for every 25 people, Japan saved over 10 million kilo watts of energy by turning them off (Coca-Cola-Company, 2012, Para 5). CCC created a vending machine called the â€Å"Impossible Vending Machine† that uses half the energy than the others.This gives them a competitive advantage over other vending machine companies within Japan (Coca-Col a-Company, 2012, Para 9). 8. Barriers to Entry ; Competition Due to Coca-Cola’s success in the industry, strong entry for new competitors is quite limited. The company has such broad market exposure, with products being sold in over 200 countries (Coca-Cola, 2012), that most new companies would not have any kind of effect on market trends. Competition with CCC rests primarily in brands already in the market such as Schweppes and Nestle.For new brands entering the market economies of scale are large, especially due to the fact that CCC experiences small economies of scale. The risks for new or existing companies to create or expand their products are high. With CCC’s prominence and brand recognition it is their biggest asset. As a result, it would take a great deal of time or money to enter the beverage market successfully, and possibly longer still for adequate brand recognition. 9. Organizational Environment 9. 1 Social Variables People are getting concerned about the ir health.The population whom are reaching a higher age will decrease their amount of carbonated drinks. Meanwhile there are people who are only interested in their own wellness and fitness. Coca-Cola (2010, Para. 1) explains how they are strongly aiming towards an active and healthy lifestyle by offering other soft drinks, such as Juice and PowerAde. They enlighten the customers to be more active by exercising more. 9. 2 Political ; Legal According to Grynbaum (2012, Para. 1) the New York City Board of Health approved a ban on large sized sodas from being sold at restaurants, cinemas and street carts.This means that the amount of Coca-Cola bottles larger than 16oz (47cl) is going to decrease in sales. 9. 3 Communities and Governments The governments want to keep the world â€Å"green† and the CCC are applying this request by using their â€Å"2020 Vision† (Coca-Cola2, 2012, Para 1). The company are taking responsibility towards the global environment in the way of rep lenishing water and manufacturing environmentally friendly bottles (Coca-Cola7, n/d, Para. 1). This is a way of helping communities which are in great need of water. 9. 4 CompetitorsThe competitors are forced to be innovative because of CCC’s large market share. CCC has to keep being innovative and release new additions to their portfolio. This as an measure to prevent loss of marketshare. 9. 5 CEO The biggest internal influence in the CCC comes within the CEO, Muhtar Kent. Everything that has to do with future ideas and projects originates from him. Ignatius (2011, Para. 1) informs how Mr Kent is keen to meet the future global demands and how important it is for him to impact the CCC by applying the â€Å"vision† into every single member.Mr Kent controls the attitude, values and foundations of how the CCC should behave as an organisation not just towards the customers, but towards the global changing environment. 9. 6 S. W. O. T Analysis * Social Variables – Th reat People will stop drinking Coca-Cola at a certain age which results in decreased revenue. The CCC is forced to create new products to adapt to the change in environment. * Political ; Legal – Threat This is a direct threat and limits the sales on larger soft drinks. The volume of Coca-Cola sold will decrease. The customers can no longer chose drinks bigger than 16oz. Communities and Governments – Opportunity The way the company is being responsible and helpful towards the environment gives them goodwill and an advantage if certain legal laws would appear on environmental behaviour. Instead of being forced to change, they set the example on how to behave. * Competitors – Threat Pepsis innovative thinking puts pressure on the CCC. If a competitor creates a product that responds to customer needs it will give them competitive advantages. The CCC might lose market share as a result. * CEO – Strength The role of a CEO could be a great weakness.However Muht ar Kents way of innovative thinking and leadership qualities brings confidence and inspiration towards shareholders, employees and customers. Mr Kent as a CEO is a great strength. 10. Factors of Organisational Culture The CCC boasts a culture of being One Company, One Team, One Passion (Coca-Cola Company5; 2012, Para. 1). This is shown in the way they describe their ‘unique culture’ which includes; nurturing talent and skill sets that will add to the company’s value, encouraging socialisation and building relationships with colleagues to increase motivation in worker and foresting creativity (Coca-Cola Company5, 2012, Para. -4). The values that the CCC and Muhtar Kent have put in place to create the organisation’s culture for their employees as a guide of how to behave include; Leadership, collaboration, integrity, accountability, passion, diversity and quality (Coca-Cola Company5; 2012, Para. 2). 11. Managing Change ; Diversity 11. 1 Organisational Change CCC has recently announced changes to the Operating Structure and Senior Leadership Appointments as of January 1, 2013. Instead organise around three prominent businesses; Coca-Cola International, Coca-Cola Americas and Bottling Investments Group (Coca-Cola2, 2012, Para. ). The change is another progress towards their â€Å"2020 vision† for the future. This is an example of bottom-up change as it has been implemented gradually, with top line managers picking up more jobs, while other employees have been let go. The change can also be described as a mix of forced evolution, and dictatorial transformation. 11. 2 Diversity Awareness Program The CCC has developed a diversity educational program for all manager and employees. This program is designed to make people aware of diversity and educate them in what diversity means for the company.The program includes; classroom and online courses that are classroom based, seminar with invited keynote speakers and many different diversit y awareness based resources (Coca-Cola Company; 2012, Para. 9). These resources available to the employees and managers at CCC are designed to educate them in order to better understand other employees, customer, and suppliers and above all give the company a greater competitive advantage. 11. 3 Managing Diversity According to DiversityInc (2012, Para. 1) the CCC has remained in the â€Å"top 50 companies† for diversity during the last 10 years.Diversity is not just about policies and regulations; it is a part of their culture. Coca-Cola (2012, Para. 2) explains how they intend to form an environment that provides all members equal access to information, progress and opportunity. It is crucial for them to operate in a diverse workplace because of their long-term goal called â€Å"2020 Vision People†. Coca-Cola2 (2012, Para 3) states that there are three pillars of diversety eucation: * Diversity Training * Diversity Speakers Series * Diversity LibraryThey also offer su pplier diversity training to make sure their associates comprehend how to obtain the power of the workplace by having suppliers that consist of minority- and women-owned businesses (Coca-Cola8, 2012, Para. 5). Diversity is in the heart of the CCC and it is the way they are, how they work and comprehend the future (Coca-Cola3, 2012, Para. 1). 12. Organisational Ethics CCC has designed a Code of Business Conduct which guides the organization through the ethical minefield, including anti-corruption and anti-bribery codes (Code of Business Conduct, 2009, Para. 3-4).This code of conduct entails the expectation of accountability, honesty and integrity in all matters. Coca-Cola’s Ethics and Compliance Committee, made up of Board directors as well as other non-employee leadership, administer this code of conduct. Integrity is fundamental to CCC, along with other values. 13. Corporate Social Responsibility (CSR) CCC has taken a proactive approach to CSR. An example of this is the â₠¬Å"Little Red Schoolhouse Project† in the Philippines opened by Coca Cola to provide children with a basic elementary education (Coca-Cola Company: Coca-Cola; Little Red Schoolhouse, Para 1).This action also takes into account that in many areas where schools have been built there has been a high level child labor. The construction of these buildings helps children from being forced to work (Coca-Cola Company: Addressing Global Issues Para 4). 14. Managing Leadership 14. 1 Transformational Leadership According to Ignatius (2011, Para. 3), Muhtar Kent has transformed the CCC into a long term thinking company by implementing the â€Å"2020 Vision†. They are establishing a compelling vision and it is important that everyone is following the steps because of their global network and market.The high level of diversity forces the CCC to bring different individuals together and direct them to achieve the same goals, also to understand and believe in the same values and visions that the company requires. BTS (2012, Para. 2) informs that to endure transformational change they created Revenue Growth Management (RGM) to bring modern solutions to modern problems. 14. 2 Transactional Leadership According to Coca-Cola4 (2012, Para. 3) the company encourage their employees to be high preforming and they offer one of the best benefit packages in the world.They offer different developmental opportunities for their allies, one of which is the Coca-Cola University. This is a program for high performers to evolve, using the Peak Performance System (PPS, n/d, Para. 3). To extinguish undesired and reinforce desired behaviours the CCC have very strict workplace rights policies. The workplace rights policy makes the employees feel more secure and aware of their rights and also makes sure they are well aware on how to behave (Coca-Cola3, 2012, Para. 3) â€Å"The success of our business depends on every employee in our global enterprise.We are committed to fostering open and inclusive workplaces that respect human and workplace rights, where all employees are valued and inspired to be the best they can be. Our Workplace Rights Policy reflects these values and our commitment to uphold workplace rights globallyâ€Å"(Coca-Cola, 2012, Para. 1) 15. Managing Motivation 15. 1 Theories To illustrate how CCC caters to the needs of its employees the Alderfer ERG theory can be used (George, et al. 2012, pg. 234). CCC caters the existence needs of their employees by diversity awareness and education program which makes the employees feel safe and secure working in the workplace.CCC encourages open communication within the workplace through collaboration, which is one of the Coca-Cola core values (Coca-Cola Company; Mission, Vision ; Values, 2012, Para. 2). CCC develop their employees, by providing training through the Coca-Cola University which gives employees the chance to gain an education about the marketplace to fulfil the growth need (Coca-Cola Company; Benefits and rewards, 2012, Para 4). CCC also boasts that they have a benefits package that it highly regarded within the industry (Coca-Cola Company; Benefits and Rewards, 2012, Para 7).This can be seen as a form of motivation. It states that this benefits package addresses the employee’s basic human and life changing needs which in turn develops intrinsic and extrinsic motivation (Coca-Cola Company; Benefits and Rewards, 2012, Para 7). 16. Managing Decision Making 16. 1 Decision Making Within Coca-Cola Company Decisions for the company are made by the Board of Directors, and are considered alongside the interests of stakeholders, as well environmental concerns. Many of the decisions made are considered in relation to the company’s ‘2020 Vision’.An example of a decision made is the company’s investment into the Indian Beverage Market. CCC recognised the potential presented in India, and as a result began generating ideas as to how to maximise this opportunity. The company then assessed and chose investments, including creating jobs, supporting education and implementing the common ‘Reduce, Reuse, Recycle’ method in order to improve waste in the developing country. These $2 billion investments are set to not only provide positive changes within India, but also to improve the company’s repute and to achieve the 2020 goal. (Winzelberg, 2012, Para 4-6;8) 7. Conclusion There are many conclusions made out of this report after researching in a more deep way. Coca-Cola is obviously more than just the soft-drink that people buy when thirsty. It is a company that has great values and caring visions. The CCC is pursuing a long term goal and is always looking for improvements. They are a proactive company because of their way of caring for the global nature and communities. The are always concerned about what the future will bring, which is why they have long term visions. It has been an instructive period to study th e company and it’s structure. The Coca Cola Company The Coca Cola Company is a global business that operates on a local scale, in every community where the company do business. There able to create a global reach with local focus because of the strength of Coca Cola System which comprises company and more than 250 bottling partners. The Coca Cola is not a single entity from legal or managerial perspective and the company does not own or control all of our bottling partners, while many view the company as simply Coca Cola the system operates through multiple local channels. The company manufactures and sells concentrates beverages bases and syrups to bottling operations, owns the brands and it’s responsible for consumers brand marketing initiative. A transnational corporation is any enterprise that undertakes foreign direct investment owns or controls income gathering assets in more than one country, produces goods or services outside its country of origin or engages in international production. For example Coca-Cola Company is a transnational corporation because they have proven successful in their international operations and are one of the most recognized brands in the world. Coca-Cola has used each of the six strategies. Coca-Cola Company was very successful in implementing strategies regardless of the country. The company has 6 keys of strategies necessary for firms to be successful when expanding globally. Differentiation strategy is defined as a marketing technique used by a manufacturer to establish a strong identity in a specific market. It also may be referred to as segmentation strategy. Using this strategy, a manufacturer will introduce different varieties of the same basic product under the same name into a particular product category and thus cover the range of products available in that category. There are several ways a firm can differentiate its’ products. We focused on two aspects of this; branding and cost leadership. The American Marketing Association defines a brand as a â€Å"name, term, sign, symbol or design, or a combination of them intended to identify the goods and services of one seller or group of sellers and to differentiate them from those of other sellers. The objectives of successful branding include; delivering the message clearly, confirming your company’s credibility, connecting to your target prospects emotionally, motivating the buyer, and establishing user loyalty. for example, a soda company that offers a regular soda, a diet soda, a decaffeinated soda, and a diet-decaffeinated soda all under the same brand name is using a differentiation strategy. Each type of soda is directed at a different segment of the soda market, and the full line of products available will help to establish the company's name in the soda category. The second strategy there used is International marketing strategy is an important part strategic planning and consequently should be an area, this strategy is a significant factor in the performance of a global company because an effective marketing strategy for international Companies can represent a competitive advantage and therefore global executives need to recognize the importance level regardless if a global or customized marketing strategy is practiced. Furthermore, the marketing mix affecting markets abroad the most should be studied to comprehend how foreign markets function with different marketing strategies. International marketing strategy can be defined in many ways. International marketing strategy is the manner in which an organization performs based on a predetermined set of activities in order to plan, promote, price and distribute a good or service for a profit to consumers in various locations. Global vs Marketing Strategy when discussing international marketing it is important to point out the difference that may exist between international and global marketing. Global marketing can be characterized by an overall outlook of the market as a whole where there is a standardized manner to sell a product or service in all places. Standardization as a form of marketing strategy refers to the similarity of a set of practices implemented in the home and other foreign markets. Standardization strategy’s main elements are political legal, economic, competitive, cultural, and consumer, environments. Also, the same research states that this strategy is most likely to be implemented if there are similarities in the elements of the home and foreign country another concept that a firm with a strong level of standardization enjoys a high level of control within the organization. This control is the level of decision making executed by the home office. At the same time, when standardization applies, global image and product offering are two strong factors a firm seems to rely on. Conversely, international marketing relates more to different target markets and their differences rather than looking at it as one single market and foresees the possibility to implement a localization strategy rather than standardization, as the global marketing would pursue. Moreover, in order to understand the role of international strategy in a company’s success, it is also important to understand the role culture has in the strategy development. Distribution is the course, physical path or legal title that goods take between production and consumption. In international marketing, a company must decide on the method of distribution among countries as well as the method within the country where final sale occurs† (Daniels 2009). Choosing distributors and channels is the first step of distribution in foreign countries. When a company enters a new country it is usually economical for a company to rely on external distributors. It is important to select a distributor with good connections are particularly important because the distributors with good connections get a lot of information and relationship of the market and customers in the foreign country. When pursuing international business, companies must choose an international operating mode to fulfill their objectives and carry out their strategies, strategies towards vertical integration have been subject to shifting fashions. For most of the twentieth century the prevailing wisdom was that vertical integration was generally beneficial because it allowed superior coordination and reduced risk. During the past 25 years there has been a profound change of opinion: outsourcing, it is claimed, enhances flexibility and allows firms to concentrate on those activities where they possess superior capabilities. Moreover, many of the coordination benefits associated with vertical integration can be achieved through collaboration between vertically related companies. A firm may choose to operate globally either through equity arrangements or through non-equity arrangements Coca-Cola has successfully adopted both of the arrangements the Coca Cola Company used forward vertical integration to move a step closer to their consumers. Forward vertical integration refers to a management style of involves a form of vertical integration whereby activities are expanded to include control of the direct distribution of its products. A cash cow is defined as a business, product or asset that, once acquired and paid off, will produce consistent cash flow over its lifespan Companies in this category require very little maintenance and bring in a steady cash flow for the company over a long period of time. One benefit of being a cash cow ompany, or having a cash cow product, is that the company can invest the profits into other branches of the business, making acquisitions to grow the company, or giving back to shareholders in the form of dividends. Coca-Cola is considered a cash cow because of their high market share and relatively low market growth. They aren’t growing as much anymore in the market because they have been around for 125 years. Also in the political activities Coca Cola Company is subjected to strict regulations since its products come under food category. However few changes in law are expected to impact Coca Cola following are some such factors like the issue of negative impact of Coca Cola manufacturing plants on environment has been highlighted in many countries, laws for environment protection and stringent regulations in this regard can impact the production process, government change, civil unrest, military take over and other disturbances in a country can affect sales and operation. The Coca-Cola Company is incorporated in the United States, the U. S. Foreign Corrupt Practices Act, which prohibits bribes to officials of non-U. S. overnments, applies to all employees around the world. Consult Company legal counsel about additional local laws that may be applicable. The Coca Cola Company encourages personal participation in the political process in a manner consistent with all relevant laws and Company guidelines. Political contributions by the Company must be, made in accordance with local law; approved in accordance with the De legation of Authority; and properly recorded. Detailed information on U. S. trade restrictions that may be in effect at any given time are posted on the Ethics ; Compliance intranet site. The Company must comply with all applicable trade restrictions and boycotts imposed by the U. S. government. Such restrictions prohibit the Company from engaging in certain business activities in specified countries, and with specified individuals and entities. These restrictions include, for example, prohibitions on interaction with identified terrorist organizations or narcotics traffickers. Sanctions for noncompliance can be severe, including fines and imprisonment for responsible individuals, and the Company may be prohibited from further participation in certain trade. The Company also must abide by U. S. anti-boycott laws that prohibit companies from participating in any international boycott not sanctioned by the U. S. government. The Coca-Cola Company competes fairly, and complies with all applicable competition laws around the world. These laws often are complex, and vary considerably from country to country both in the scope of their coverage and their geographic reach. Conduct permissible in one country may be unlawful in another. Penalties for violation can be severe. Bibliography www.thecocacolacompany.com www.strategiesforglobalization.com www.organizational theory.com www.thejournalofinternationalmarketing.com 9(4) 59-81 Bennett;Blythe 2002 p.6 Daniels 2009 The Coca Cola Company The Coca-Cola Company| MGT-100| Joanne Rupe Subject: MGT 100| Word Count: 3291| Due Date: 27. 11. 2012| Table of Contents 1. Introduction5 2. Mintzberg Roles6 2. 1 Entrepreneur6 2. 2 Leader6 2. 3 Figurehead6 3. Henri Fayol – Principles7 3. 1 Initiative7 3. 2 Equity7 3. 3 Unity of Direction7 4. Weber – Principles8 4. 1 Division of Labour8 4. 2 Promotion and Selection based on Merit8 5. Building Blocks of Competitive Advantage9 5. 1 Efficiency9 5. 2 Effectiveness9 5. 3 Performance and Quality9 5. 4 Innovation10 5. 5 Customer Service10 6. Management Science Theory11 6. 1 Total Quality Management11 . 2 Quantitative Management11 6. 3 Operations Management12 6. 4 Management Information System12 7. Organisation Structure13 8. Barriers to Entry & Competition14 9. Organizational Environment14 9. 1 Social Variables14 9. 3 Communities and Governments14 9. 4 Competitors15 9. 5 CEO15 9. 6 S. W. O. T Analysis15 10. Factors of Organisational Culture16 11. Managing Change & Diversity16 11. 1 Organisational Change16 11. 2 Diversity Awareness Program16 11. 3 Managing Diversity17 12. Organisational Ethics17 13. Corporate Social Responsibility (CSR)17 14. Managing Leadership18 4. 1 Transformational Leadership18 14. 2 Transactional Leadership18 15. Managing Motivation19 15. 1 Theories19 16. Managing Decision Making19 16. 1 Decision Making Within Coca-Cola Company19 17. Conclusion20 18. References21 1. Introduction Coca-Cola is one of the most known and used beverages throughout the world. The brand is consumed by daily basis in over 200 countries. However not everyone is aware of what the company stands for and how it functions. This report will explain how the company operates and how they follow the different managerial steps to achieve their goals.It will also inform which type of structure they use to remain successful. 2. Mintzberg Roles 2. 1 Entrepreneur Asa Candler tasted, bought and decided to market Coca-Cola as a soft drink instead of a headache tonic (Belli s, n/d, Para. 3). Not only did he change the way they advertised and sold the product, according to Gunderson (2009, Para. 1) Asa Candler made the CCC grow into a global giant thanks to his great marketing skills using celeberty endorsments, free samples to pharmacists & costumers and the way they guarded their secret formula. 2. 2 LeaderThe leader role is shared between the 17 boards of Directors in the Coca-Cola Company, although the Chairman of the board and CEO Muhtar Kent are shown as a front figure and role model (Coca-Cola1, 2012, Para. 3). As found in Coca-Cola1 (2012, Para. 2) the company sees Muhtar Kent as a leader that will lead them into the new century thanks to a firm commitment to both the values and spirit of the world's greatest brand. 2. 3 Figurehead Coca-Cola1 (2012, Para. 2) gives the impression that Muhtar Kent is seen both as a leader and a figurehead for the corporation.He both leads the company in to a brighter future and the rest of the employees look at hi m for inspiration and help. Because he is the chairman of the board and the CEO he gives a feeling of inspiration, legal and ceremonial obligations. 3. Henri Fayol – Principles 3. 1 Initiative According to Coca-Cola2 (2012, Para. 2) the CCC frequently has an open dialog with their employees about what is new right now. During these discussions the CCC asks about what consumers like/dislike, what distributors think, how improvement can be made, and if they’re losing market space against competitors.By having these sorts of meetings Coca Cola always motivates employees to be a part of the company, to take initiative and speak up. It also teaches employees to be creative and help the company grow. 3. 2 Equity As stated in Coca-Cola3 (2012, Para. 1) they are dedicated to maintain very important principles regarding International Human ; Workplace Rights everywhere they do business. As of 2005 Coca-Cola3 (2012, Para. 2) they began working with the former UN Special Represen tative for Business and Human Rights and professor John Ruggie to develop principles for a framework in respecting human rights in a business context. . 3 Unity of Direction The CCC explains global changes and aims to thrive as a business over the next ten years, looking forward and adapting to the changes (Coca-Cola4, 2012, Para. 1). Their mission is explained in Coca-Cola4 (2012, Para. 2) and points out three special goals: To refresh the world, to inspire moments of optimism and happiness and to create value and make a difference. The vision of the CCC is something that is taken very seriously. In Coca-Cola4 (2012, Para. 3) it is clearly described what the company think it should accomplish to be able to substain quality growth. * 4.Weber – Principles 4. 1 Division of Labour CCC’s management is divided into three main leadership factions; Board of Directors, Operations Leadership and Senior Functional Leadership (Coca-Cola1, 2012, Para 3-5). Under these Leadership r oles are middle and bottom line management, as well as employees in areas including Supply Chain Function, Manufacturing, Technical Function, Marketing, Sales Account Management, Customer and Commercial Leaders, Business Management, Finance, Public Affairs ; Communications, Human Resources, Legal, IT, Business ; Administrative Services and Aviation. Journey Staff, 2012, p. 1) 4. 2 Promotion and Selection based on Merit Within the aforementioned career areas CCC provides opportunities and support for employees through Individual Development Plans. This is made up of on the job experience (70%), exposure to case studies, role models and mentoring (20%) and attending courses (10%). Combined, CCC aims to focus and develop on the skills and competencies that are needed and beneficial within the company, as well as with other career opportunities. (Coca-Cola? , 2012, Para. 1) 5. Building Blocks of Competitive Advantage . 1 Efficiency The CCC is efficient in the way they distribute because they only produce the syrup concentrate, according to Love (2011, Para. 2). The concentrate is sold to the bottlers all over the world and it is the bottlers who has to finish the product by adding water and sugar. It is a good way of keeping the costs down, because there is no expenses putting the syrup into cans or bottles and there is no usage of water or sweeteners. This also simplifies their job to keep the formula of coke as a secret (Coca-Cola5, 2011, Para. 6) 5. Effectiveness There is one major disadvantage by only producing the syrup, which is that the drink tastes different all over the world. Huffington (2012, Para. 2) explains that each country has their own filtered water and uses different types and amounts of sugar. However the secret formula prevents other competitors from copying their recipe, which is an effective way by only producing the concentrate. The way CCC provides different volumes is an effective way of reaching out to more and diverse customers. 5. 3 Pe rformance and QualityThe company are working towards the high expectations through their operating requirement group called KORE (Coca-Cola6, 2012, Para. 1-3). The most important effort in this program is done by outlining strong regulations, policies, programs and specifications to lead all operations with accuracy. The key is constant monitoring and clear communication while reporting new statistics to the top managers. 5. 4 Innovation The CCC is always trying to follow the global trends and adapt to customer needs by creating the right beverage that suits different groups. Coca-Cola (2011, Para. ) informs that they created low calorie drinks such as Cola Zero and Cola Light to alure both genders in separate approach. They create health drinks to provide the new generation and athletes with what they want. It is not just about making carbonated soft-drinks anymore, they are following the steps taken by human nature to meet the new standards of life. 5. 5 Customer Service The CCC h as many employees to keep track on and Antenna (Para. 1) explains how the the company are increasing their distribution and deliveries of beverages by effective management.The company use (AMP) Antenna Mobility Platform to use the field employees as â€Å"human mobile offices† to keep them cohesive, prepared and efficient. This method allows the company to accomplish real-time responsiveness to customers and high levels of workforce productivity, according to Antenna (Para. 2). The result of it is also that both managers and employees improve their communication and collabotation as they can react quicker to changes that occur. 6. Management Science Theory 6. 1 Total Quality Management According to Coca-Cola6 (2012, Para. 4) KORE guarantees the consistency of their business quality.They are accurate in following terms and conditions made by the different departments. They use strict rules and policies to monitor performance and to prevent inaccuracies within manufacturing. KO RE arrange meetings with staff members to discuss questions and matters that concerns requirements and feedback to increase quality. Coca-Cola (20126, Para. 5) explains that the information is always available for the whole department to find out the goals, process, work instructions and worksheets related to the specific area of members. 6. 2 Quantitative Management In â€Å"Figure 1† Stephen (2009) shows where the highest consumptions are made.This quantitative information helps the company to work harder in specific areas where the brand is weak. Figure 1 – Worldwide Coca-Cola Consumption Figure 2 – Coke or Pepsi? In â€Å"Figure 2† Y-N (2008) are giving the information telling the company of what sort of beverage is most common in a specific country. This enables the company to analyse the competitors and how the CCC can grow in the market. 6. 3 Operations Management The CCC makes sure their interns and potential employees finishes an intership progra m called SCOM (Supply Chain Operations Management), (Coke-Consolidated, Para. 2).SCOM gives them the education and experience to master manufacturing and production. Also to learn about supply chain planning, transport, delivery, sales and warehouse management. It is about integrating them with the ideas and processes. The Coca-Cola Bottling Company Consolidated (CCBCC) explains about their concern of operation management: â€Å"At CCBCC, we strive to recruit the most talented, motivated people to continue to grow our outstanding team and develop into key members of our business to ensure that CCBCC will continue to lead the i1ndustry and set the bar for the rest of the beverage industry. (Coke-Consolidated, nd, Para. 4) 6. 4 Management Information System Case-Studies (2009, Para. 1) states that ISS (Information System Services) is their main department to monitor other informational groups such as CCBCC. The way of tracking files and archives is done by using EPM (Microsoft Office Enterprise Project Management) which is used as their informational technology. EPM makes CCBCC work and study their economics precisely and manage their recourses more efficiently in order to make decisions and complete goals in a reduced amount of time.They evaluate details like project costs, time, functions and efforts (Case-Studies, 2009, Para. 2). This helps them to gather information to create solutions, discover benefits, and achieve goals in the different criteria’s. 7. Organisation Structure CCC uses both the mechanistic view of the contingency theory within the factory environment and an open systems approach within their sales department. Business, marketing and sales strategies are decided by the management and then carried out by the employees.From the managers under Muhtar Kent comes the instructions and strategies that then is fed down into the supervisors and then to the employees. Coca-Cola introduced, the â€Å"Plant Bottle†, (Coca-Cola Company; Pla nt Bottle Benefits, 2012, Para 1). The introduction of this product was a decision made by the board, later carried out under the supervision of managers and finally sold by employees and sales people for Coca-Cola. This is an example of a hierarchical structure which is typical of the mechanistic structure.An Open System approach is used for marketing and sales within CCC. CCC needs to be able to use the raw materials and input from the external environment to produce goods and services that impact the external environment (George et al, 2012, p54). After the Tohoku Earthquake 2011, Japan had to reduce power usage. With one vending machine for every 25 people, Japan saved over 10 million kilo watts of energy by turning them off (Coca-Cola-Company, 2012, Para 5). CCC created a vending machine called the â€Å"Impossible Vending Machine† that uses half the energy than the others.This gives them a competitive advantage over other vending machine companies within Japan (Coca-Col a-Company, 2012, Para 9). 8. Barriers to Entry ; Competition Due to Coca-Cola’s success in the industry, strong entry for new competitors is quite limited. The company has such broad market exposure, with products being sold in over 200 countries (Coca-Cola, 2012), that most new companies would not have any kind of effect on market trends. Competition with CCC rests primarily in brands already in the market such as Schweppes and Nestle.For new brands entering the market economies of scale are large, especially due to the fact that CCC experiences small economies of scale. The risks for new or existing companies to create or expand their products are high. With CCC’s prominence and brand recognition it is their biggest asset. As a result, it would take a great deal of time or money to enter the beverage market successfully, and possibly longer still for adequate brand recognition. 9. Organizational Environment 9. 1 Social Variables People are getting concerned about the ir health.The population whom are reaching a higher age will decrease their amount of carbonated drinks. Meanwhile there are people who are only interested in their own wellness and fitness. Coca-Cola (2010, Para. 1) explains how they are strongly aiming towards an active and healthy lifestyle by offering other soft drinks, such as Juice and PowerAde. They enlighten the customers to be more active by exercising more. 9. 2 Political ; Legal According to Grynbaum (2012, Para. 1) the New York City Board of Health approved a ban on large sized sodas from being sold at restaurants, cinemas and street carts.This means that the amount of Coca-Cola bottles larger than 16oz (47cl) is going to decrease in sales. 9. 3 Communities and Governments The governments want to keep the world â€Å"green† and the CCC are applying this request by using their â€Å"2020 Vision† (Coca-Cola2, 2012, Para 1). The company are taking responsibility towards the global environment in the way of rep lenishing water and manufacturing environmentally friendly bottles (Coca-Cola7, n/d, Para. 1). This is a way of helping communities which are in great need of water. 9. 4 CompetitorsThe competitors are forced to be innovative because of CCC’s large market share. CCC has to keep being innovative and release new additions to their portfolio. This as an measure to prevent loss of marketshare. 9. 5 CEO The biggest internal influence in the CCC comes within the CEO, Muhtar Kent. Everything that has to do with future ideas and projects originates from him. Ignatius (2011, Para. 1) informs how Mr Kent is keen to meet the future global demands and how important it is for him to impact the CCC by applying the â€Å"vision† into every single member.Mr Kent controls the attitude, values and foundations of how the CCC should behave as an organisation not just towards the customers, but towards the global changing environment. 9. 6 S. W. O. T Analysis * Social Variables – Th reat People will stop drinking Coca-Cola at a certain age which results in decreased revenue. The CCC is forced to create new products to adapt to the change in environment. * Political ; Legal – Threat This is a direct threat and limits the sales on larger soft drinks. The volume of Coca-Cola sold will decrease. The customers can no longer chose drinks bigger than 16oz. Communities and Governments – Opportunity The way the company is being responsible and helpful towards the environment gives them goodwill and an advantage if certain legal laws would appear on environmental behaviour. Instead of being forced to change, they set the example on how to behave. * Competitors – Threat Pepsis innovative thinking puts pressure on the CCC. If a competitor creates a product that responds to customer needs it will give them competitive advantages. The CCC might lose market share as a result. * CEO – Strength The role of a CEO could be a great weakness.However Muht ar Kents way of innovative thinking and leadership qualities brings confidence and inspiration towards shareholders, employees and customers. Mr Kent as a CEO is a great strength. 10. Factors of Organisational Culture The CCC boasts a culture of being One Company, One Team, One Passion (Coca-Cola Company5; 2012, Para. 1). This is shown in the way they describe their ‘unique culture’ which includes; nurturing talent and skill sets that will add to the company’s value, encouraging socialisation and building relationships with colleagues to increase motivation in worker and foresting creativity (Coca-Cola Company5, 2012, Para. -4). The values that the CCC and Muhtar Kent have put in place to create the organisation’s culture for their employees as a guide of how to behave include; Leadership, collaboration, integrity, accountability, passion, diversity and quality (Coca-Cola Company5; 2012, Para. 2). 11. Managing Change ; Diversity 11. 1 Organisational Change CCC has recently announced changes to the Operating Structure and Senior Leadership Appointments as of January 1, 2013. Instead organise around three prominent businesses; Coca-Cola International, Coca-Cola Americas and Bottling Investments Group (Coca-Cola2, 2012, Para. ). The change is another progress towards their â€Å"2020 vision† for the future. This is an example of bottom-up change as it has been implemented gradually, with top line managers picking up more jobs, while other employees have been let go. The change can also be described as a mix of forced evolution, and dictatorial transformation. 11. 2 Diversity Awareness Program The CCC has developed a diversity educational program for all manager and employees. This program is designed to make people aware of diversity and educate them in what diversity means for the company.The program includes; classroom and online courses that are classroom based, seminar with invited keynote speakers and many different diversit y awareness based resources (Coca-Cola Company; 2012, Para. 9). These resources available to the employees and managers at CCC are designed to educate them in order to better understand other employees, customer, and suppliers and above all give the company a greater competitive advantage. 11. 3 Managing Diversity According to DiversityInc (2012, Para. 1) the CCC has remained in the â€Å"top 50 companies† for diversity during the last 10 years.Diversity is not just about policies and regulations; it is a part of their culture. Coca-Cola (2012, Para. 2) explains how they intend to form an environment that provides all members equal access to information, progress and opportunity. It is crucial for them to operate in a diverse workplace because of their long-term goal called â€Å"2020 Vision People†. Coca-Cola2 (2012, Para 3) states that there are three pillars of diversety eucation: * Diversity Training * Diversity Speakers Series * Diversity LibraryThey also offer su pplier diversity training to make sure their associates comprehend how to obtain the power of the workplace by having suppliers that consist of minority- and women-owned businesses (Coca-Cola8, 2012, Para. 5). Diversity is in the heart of the CCC and it is the way they are, how they work and comprehend the future (Coca-Cola3, 2012, Para. 1). 12. Organisational Ethics CCC has designed a Code of Business Conduct which guides the organization through the ethical minefield, including anti-corruption and anti-bribery codes (Code of Business Conduct, 2009, Para. 3-4).This code of conduct entails the expectation of accountability, honesty and integrity in all matters. Coca-Cola’s Ethics and Compliance Committee, made up of Board directors as well as other non-employee leadership, administer this code of conduct. Integrity is fundamental to CCC, along with other values. 13. Corporate Social Responsibility (CSR) CCC has taken a proactive approach to CSR. An example of this is the â₠¬Å"Little Red Schoolhouse Project† in the Philippines opened by Coca Cola to provide children with a basic elementary education (Coca-Cola Company: Coca-Cola; Little Red Schoolhouse, Para 1).This action also takes into account that in many areas where schools have been built there has been a high level child labor. The construction of these buildings helps children from being forced to work (Coca-Cola Company: Addressing Global Issues Para 4). 14. Managing Leadership 14. 1 Transformational Leadership According to Ignatius (2011, Para. 3), Muhtar Kent has transformed the CCC into a long term thinking company by implementing the â€Å"2020 Vision†. They are establishing a compelling vision and it is important that everyone is following the steps because of their global network and market.The high level of diversity forces the CCC to bring different individuals together and direct them to achieve the same goals, also to understand and believe in the same values and visions that the company requires. BTS (2012, Para. 2) informs that to endure transformational change they created Revenue Growth Management (RGM) to bring modern solutions to modern problems. 14. 2 Transactional Leadership According to Coca-Cola4 (2012, Para. 3) the company encourage their employees to be high preforming and they offer one of the best benefit packages in the world.They offer different developmental opportunities for their allies, one of which is the Coca-Cola University. This is a program for high performers to evolve, using the Peak Performance System (PPS, n/d, Para. 3). To extinguish undesired and reinforce desired behaviours the CCC have very strict workplace rights policies. The workplace rights policy makes the employees feel more secure and aware of their rights and also makes sure they are well aware on how to behave (Coca-Cola3, 2012, Para. 3) â€Å"The success of our business depends on every employee in our global enterprise.We are committed to fostering open and inclusive workplaces that respect human and workplace rights, where all employees are valued and inspired to be the best they can be. Our Workplace Rights Policy reflects these values and our commitment to uphold workplace rights globallyâ€Å"(Coca-Cola, 2012, Para. 1) 15. Managing Motivation 15. 1 Theories To illustrate how CCC caters to the needs of its employees the Alderfer ERG theory can be used (George, et al. 2012, pg. 234). CCC caters the existence needs of their employees by diversity awareness and education program which makes the employees feel safe and secure working in the workplace.CCC encourages open communication within the workplace through collaboration, which is one of the Coca-Cola core values (Coca-Cola Company; Mission, Vision ; Values, 2012, Para. 2). CCC develop their employees, by providing training through the Coca-Cola University which gives employees the chance to gain an education about the marketplace to fulfil the growth need (Coca-Cola Company; Benefits and rewards, 2012, Para 4). CCC also boasts that they have a benefits package that it highly regarded within the industry (Coca-Cola Company; Benefits and Rewards, 2012, Para 7).This can be seen as a form of motivation. It states that this benefits package addresses the employee’s basic human and life changing needs which in turn develops intrinsic and extrinsic motivation (Coca-Cola Company; Benefits and Rewards, 2012, Para 7). 16. Managing Decision Making 16. 1 Decision Making Within Coca-Cola Company Decisions for the company are made by the Board of Directors, and are considered alongside the interests of stakeholders, as well environmental concerns. Many of the decisions made are considered in relation to the company’s ‘2020 Vision’.An example of a decision made is the company’s investment into the Indian Beverage Market. CCC recognised the potential presented in India, and as a result began generating ideas as to how to maximise this opportunity. The company then assessed and chose investments, including creating jobs, supporting education and implementing the common ‘Reduce, Reuse, Recycle’ method in order to improve waste in the developing country. These $2 billion investments are set to not only provide positive changes within India, but also to improve the company’s repute and to achieve the 2020 goal. (Winzelberg, 2012, Para 4-6;8) 7. Conclusion There are many conclusions made out of this report after researching in a more deep way. Coca-Cola is obviously more than just the soft-drink that people buy when thirsty. It is a company that has great values and caring visions. The CCC is pursuing a long term goal and is always looking for improvements. They are a proactive company because of their way of caring for the global nature and communities. The are always concerned about what the future will bring, which is why they have long term visions. It has been an instructive period to study th e company and it’s structure.