Sustainability In Discount Retailing at Wal Mart

Sustainability In Discount Retailing at Wal Mart Porter (2002) states that root of the problem lies in the lack of distinguishing between operation effectiveness and strategy. The expedition for productivity, quality and speed has resulted in management tools and techniques, total quality management benchmarking, time based competition, outsourcing, partnering, reengineering, change management. In any organization, strategy management is the key to its success. There are many theories based on this assumption that without a proper strategy and planning, it is difficult for any industry to survive irrespective of its size. It is necessary to understand here that all the major corporate organizations have established themselves, thanks to superior strategic planning and implementation. The retail industry is making news everywhere with not only the traditional industries increasing their outlets but some major corporate industries also intruding into this industry like Fresh @ Reliance of Reliance Industries, More of Aditya Birla Gro up in India. Wal-Mart, a US based retail industry, which is known as the giant in the retail industry has survived and is still the huge enterprise in the world which deals with almost all the FB products, apparels, etc. It is not only the largest company in world but also the largest company in the history of world.(Fishman, 2006) The present paper is divided into four sections to understand and answer as what makes Wal-Mart the best in the industry, 1) retailing industry at the time of Wal-Marts innings, 2) Wal-Marts Competitive advantage and key components, 3) Wal-Marts Strategy and 4) Sustainable growth of Wal-Mart. I. Retail Industry Wal-Mart says Hello! Strategic decisions are ones that are aimed at differentiating an organization from its competitors in a way that is sustainable in the future. (Porter, 2002) Porter strongly advocates that decisions in business can be classified as strategic if they involve some innovation and difference that results in sustainable advantage. According to Patrick Hayden et al (2002) the retailing industry adopted the style of discounting on its merchandise after the Second World War. It is learnt that discount retailing was not the strategy at the time Kmart, Target and Wal-Mart first started operating their business. Frank (2006) states that when Sam Walton was franchising for Ben Franklins variety store, invented an idea of passing on the savings to his customers and earning his profits through volume. Prior to Wal-Marts entry into the market, Sidney and Hebert from Harrison founded Two Guys discount store in the year 1946 which dealt in hardware, automotive parts and later on groceries. Two Guys was the forerunner as compared to todays retailers like Super Target, Wal-Mart which succumbed to the economic recession. Another discount store set up by Eugene as E.J. Korvette, which is often cited as first discount store which did not raise from 5 10 cents roots and eventually declared bankruptcy due to inability to compete with the new entrants. Porter (2002) states that combination of operational effectiveness and strategy is essential for superior performance which is the primary goal of any organization. He also says that a company can perform its rivals only if it can operate in different ways which are not in practice. Much emphasis had been laid on strategic positioning like variety based positioning, needs based positioning and access based positioning. Along with Wal-Mart, other stores that started operating were Target, Woolworth (Woolco) and K-Mart. However, Target has been functioning successfully, courtesy Wal-Mart, but other two failed in their operations and filed bankruptcy.( Michael Bergdahl, 2004) Porters five forces model explains what strategic decisions should be made and on what basis. The model explains the basic strategies to be considered while starting a business like bargaining power of suppliers. While franchising of Franklin he always looked for cheaper deals and thought of passing his savings to the customers and earning through the margin on volume of bulk purchases. Through the way of discount stores, shoppers were given the cheapest price as compared to any other store. In regard to threats of new entrants, Wal-Mart has been constantly in the news for acquisition of other small retail shops in view of its expansion. But nevertheless it has stiff competition from likes of Super Target, Tesco, etc. it is the w orlds biggest retail industry. II. Key Components of Wal-Mart Business Model Wal-Mart is the leader in retailing industry with fiscal revenue of $244.52 billion in 2003 making it the worlds largest corporation. Mike reports that Wal-Mart as of 2002 had 1,283,000 employees growing at 11.2%. The above data explains that strategy of Wal-Mart is extraordinary which manages and operates over 4150 retail facilities globally.The key components of Wal-Mart (The Value Chain), which offers cheap prices than its competitors includes firm infrastructure like frugal culture, no regional offices and pleasant environment to work. Managements take lots of visits and it is learnt there are no rehearsals before any meeting which is usually scheduled on every Saturday. In any organization, human resource is the key to development and Wal-Mart efficiently manages its sources. Wal-Mart terms its employees as associates. Manager compensation is linked to the profit of store operated by him, within promotions, compensation offered to associates depending on companys profits and als o offered some incentives on their performances. The workforce at Wal-Mart is not unionized as the company takes all the measures of their benefits and provides them training on related issues. Technology plays a vital role in development of the organization and Wal-Mart is well equipped with technological innovations like POS, store performance tracking, real time market research, satellite system and UPC. Wal-Mart procurement measures like hard-nosed negotiations, partnerships with some vendors, centralized buying, planning packets, etc. helps at large the cause of providing the goods and services on cheap prices. The other factors that increase the margin of profit for Wal-Mart are inbound logistics with frequent replenishment, automated DCs cross docking, pick to flight, EDI, hub and spoke system. Wal-Mart strategy of operation is innovative with big stores in small towns with monopoly in the market at low rental costs, local prices, concentric expansion, merchandising in brand name, private labels, little space for inventory, store within store, etc. In relation to marketing and sales, merchandising is tailored from locals, spent less on advertising and the prices are fixed low and it depends on the store manager to fix the latitude of pricing. All the above factors combined together form the key components of Wal-Mart which not only increase the margin of profits through bulk sales but also boost the confidence of the customers with services like point of sale information system and everyday low prices. III. Wal-Mart Strategy Wal-Mart dominates the American retailing industry due to number of factors like its business model which is still a mystery and its effectiveness in not letting the rivals let know about the weaknesses. Wal-Mart made strategic attempts in the its formulation to dominate the retail market where it has its presence, growth by expansion in the US and Internationally, create widespread name recognition and customer satisfaction in relation to brand name Wal-Mart and branching into new sectors of retailing. It is learnt that Wal-Mart strives on three generic strategies consisting of Focus Strategy, the Differentiation Strategy and overall cost leadership. Managers strive hard to make their organizations unique, distinctive and identify key success factors that will drive the customers to buy their products.Thus, firm specific resources and capabilities are crucial in explaining the firms performance. The Resource Based View (RBV) explains competitive heterogeneity based on the premise that close competitors differ in their resources and capabilities in important and durable ways. The companys capability can be found through its functionality, reliable performance, like Wal-Mart superior logistics. (Helfat, 2002) Wal-Mart has firm infrastructure, well equipped in human resource with management professionals and technologically too. Any organizations thrive hard to be successful for which it needs to have better resources and superior capabilities. Wal-Mart has strong RBV with economically and financially very strong enough to stand still in the time of crisis. Pereira states that dominating the retail market is its key strategy. Wal-Mart operates on low price strategy which is operated as every day low prices (EDLP) which builds trust among the customers.(Brunn, 2006)The strategy lies in purchasing the goods at lower prices and selling the goods to customer at much lower prices, cutting the price as far as possible and increasing the profit by increasing the number of sales. This ferociously increases the competition in the market and Wal-Mart competes with all its competitors till it is dominant it the market. Wal-Mart is expanding seriously and rapidly which is also its strategic goal. Wal-Mart employs over 1.3 associates, owns over 4000 stores out of which 3000 are in US and serves around 100 million customers weekly. Wal-Mart has acquired many international stores and merged with some super stores like ASDA in UK. Wal-Mart far flung network of retail outlets has ensured that Wal-Mart interacts with and has impact on virtually every locality within US. (Helfat, 2002) The expanded strategy has led the hunger of Wal-Mart to many European Countries. It is learnt that three countries with no Wal-Mart stores became part of corporations international presence wherein the domestic retail chains were taken over by Wal-Mart including 122 Woolco stores in Canada, 21 Wertkauf stores in Germany and 229 ASDA units in United Kingdom. The takeover strategy by Wal-Mart keeps the company at forefront when entering into the new market and the number of competitors is also minimized. The strategies have he lped the Wal-Mart to rein in number one position in international countries making it the largest retailer in the world. It is seen that Wal-Mart has significantly the Porters five force model wherein through proper strategic planning and strategic implementation has led to removal of barrier entry, rivalry from competitors and pricing norms. In regard to substitutes, Wal-Mart in order to achieve its aim of customer satisfaction has selling goods under its own legal brand. Wal-Marts big box phenomenon has changed the retailing industry in the United States which is often considered as discount stores and makes profit through high volume of purchases and low markup on profits.(Parnell, 2008)Wal-Mart with its low cost and ever expanding strategy has made a dramatic impact since 1962 when Sam Walton first started his business. With this strategy, Wal-Mart has now over 4000 stores and outlets in US and other countries through acquisition and mergers. IV. Sustainability in Discount Retailing Wal-Mart According to Porter, (2002) operational effectiveness and efficiency are the key elements of success in any organization. A company can outperform its rivals or competitors in the market only with superior management and efficient control creating a difference from the others which eventually attracts customers. Porter defines operational effectiveness as performance of similar activities as its rivals but better than them. In a study, it is stated the Wal-Mart is expert in manipulating perceptions. It is termed that low price is not the strategy of Wal-Mart but the advertisement manipulates the consumer perceptions by making them think that its prices are lower than its competitors price using price spin. Wal-Mart makes the consumer addicted coming to its stores by convincing them the prices are lower than in the other stores by selling itself cheaper by advertising that we have lower prices than anyone else and placing a opening price point. The opening price point is the lowest pr ice in the store which is kept at high visibility which makes consumer believes that the products in this store are really cheaper. (Race Cowgill, 2005) The SWOT analysis of Wal-Mart reveals that it is most powerful retail brand, reputation for money, value, commitment, and provides wide range of products. It is growing at a brisk pace with expanding its horizon to other parts of world through acquisition and merger. Wal-Mart has good opportunities in markets of Europe and China and focuses on acquiring the market through acquisition of smaller stores and merger with leaders in the specific markets. Wal-Mart is always under threat to sustain its top position in market nationally and internationally. Global leader in the industry leaves the organization vulnerable to many socioeconomic and political problems of the country. Sustainability at the top place is the most important job that makes its managers strives hard to frame the policies and strategy to compete with its rivals in the market. Slack, Imitation, Substitution and Hold-up are some of the threats to any organization in retail industry. However, Wal-Mart with its visionary goal of attaining zero waste status and reaching 100% renewable energy has planned to launch number of sustainability initiatives. (GreenBiz, 2008) Imitation increase profits by increasing the supply. But imitation puts reputation, relationship at stake. James Hall reports that Wal-Mart is planning to open convenience stores as Tesco has started and operating in US called Fresh Easy Neighborhood Markets. (James, 2008) Such tactics will create mixed response among the consumers while degrading the reputation of the leader in market. Substitution reduces the demand for what a firm uniquely provides by shifting the demand elsewhere due to changes in technology. The threats of substitution can be subtle and unexpected like minimizing expenses through videoconferencing instead of air flights to long distance meetings with its managers of other stores, etc. Therefore, substation is an especially effective way of attacking dominant rivals in the market. Substitution offers mixed responses after identifying and understanding the threats. The organization should fight the threat and merging with them, switching to different options of substitution to be in the market. Hold-up diverts the value to customers, suppliers or complementors who have some bargaining leverage which results in tough negotiations, contractual agreements and vertical integration. Wal-Mart is having great network with almost over 7800 stores and Sams Club locations in 16 markets worldwide. It employs more than 2 million associates and serves more than 100 million customers every year. According to Fishman (2006) Americans spend $26 million every hour at Wal-Mart which makes it believable that Wal-Mart is financially very strong and is capable of combating any threat from its rivals in the market. Wal-Mart is ever expanding its boundaries by way of acquisition and mergers. Thus Wal-Mart with such a vast network of stores and alliances in the forms of ASDA, Target and many other stores is well protected enough to sustain its top position in the retail industry.

Welfare Reform: Drug Testing for Government Assistance Essay example --

Drug testing should be mandatory in all states for those receiving or applying for government assistance, such as TANF (Transitional Assistance to Needy Families), SNAP, Unemployment Benefits and even those receiving Pell Grants to continue their education; or should it? This is a question everyone has an opinion on from the politicians to the general public. I will attempt to show arguments against and for the program of drug testing that has already been adopted in some states, such as Florida (Tarren Bragdon, Foundation for Government Accountability), Arizona and Missouri (Aileen, Suitcase Clinic). Welfare is defined as: of, relating to, or concerned with welfare and especially with improvement of disadvantaged social groups (Merriam-Webster’s Collegiate Dictionary, Eleventh Edition, pg. 1420). And Reform is defined as: 1a: to put or change into an improved form or condition. 1b: to amend or improve by change of form or removal of faults and abuses. (pg. 1046). There seems to an argument on the cost of drug testing the states will bear if drug testing is required. â€Å"The cost is not only to the individual in question but also the federal/state/local government.† (Calliope Hollingue). There is a $26.78 average cost per drug test according to a chart from The Foundation of Government Accountability. The chart also shows the state of Florida reimbursed $58,000 worth of fees for negative results in the 1st (July-September) of 2011 (Tarren Bragdon). The chart will be shown at the end of the report as it has information regarding the effects of such testing both against and in favor of. Another opinion for this view is that though it may save the state welfare dollars, it will increase sate and local expenditure in the criminal ju... ...ty. Let us hope they make the best informed, educated, and compassionate decision they are able to make. The future of our world is, literally, in their hands. Works Cited Bassett, Laura. Kentucky Lawmaker; Drug Testing Welfare Recipients Would Save 'Millions And Millions'. Politics. Huff Post , 2012. Bragdon, Tarren. Florida's Drug Test Law for Welfare Cash Assistance; First Quarter Facts. 2011. Center, Legal Action, ed. Drug Testing In Connection With Welfare Reform. 2012. Drug Testing of Public Assitance Recipients as a Condition of Eligibility. American Civil Liberties, n.d. Haskins, Ron. The 2010 Reauthorization of Welfare Reform Could Result in Important Changes. The Bookings Institute, 2012. Holingue, Calliope. Ed. Aileen. WWW.SuitcaseClinic.org, n.d. Rector, Robert. The Effects of Welfare Reform. The Heritage Foundation, 2001.

why parrot repeat :: essays research papers

Why Parrots Repeat A long, long time ago before human even roamed the earth animals here alone. There were all different types of them, from big to small, fat to skinny and brave to cowardly. There were also groups of animals, based upon there personalities just like us today. The way that you look made no difference, just the way you acted. For example, the lions were very brave and loyal and the turtles were cowardly and shy. Then there were the parrots. They were also like the turtles because they were cowardly but not shy. They love to make fun of others. They had huge mouths. Every time they could insult one of their fellow animals they would. In this one incidence the warthogs we just minding their own business while playing soccer out in the fields (the warthogs were a sort of uneducated animal, but nice at the same time, as long as you were kind to them they would do anything for you). They parrots saw them playing as they were and immediately started to make fun of them. They called them names like â€Å"fatty† and â€Å"slowpoke.† This upset the warthogs so much that they went to the mammoth, the king animals, and told him what the parrots had done. So at the next town meeting the mammoth talked to the parrots about their behavior towards their fellow animals. The mammoth said â€Å"Parrots why must you be so cruel to all of the animals?† all the parrots did was laugh and then told the mammoth to take it easy because they were just having a little fun. Then the mammoth replied back quickly and said that next time they insulted their fellow animals that he would go straight to Zaron, the god of all the animals. The parrots could only imagine what would happen to them if Zaron found out about this, because all knew about he was the same god would made the flies attracted to feces. After hearing this they seemed to be afraid. The parrots held back their comments for a while but eventually it came back out.   Ã‚  Ã‚  Ã‚  Ã‚  On one rainy day the sloths were trying to get to there homes as fast as they could but we know that it would take them a while. Even when all the other animals were safely in there homes the sloth’s still had miles to go before they could get dry.

SPIRIT LIFTER :: essays research papers

SPIRIT LIFTER >God has kept me here for a reason. >I survived because he has a plan for me. >All my bad relationships, the bad credit, the >repossessions, the death of my loved ones, >the back stabbing from my friends, the negative thoughts, >or the lack of support, I made it because I am blessed! >I release and let go of all past hurts, misunderstandings and grudges >because I am blessed! >I recognize them as the illusions they are, for God is all there is. >All else is a lie! >Now give yourself a hug, wipe your tears and walk in victory!!!!!!!! I >love you, but more appropriately God loves you BEST! Be blessed and >know that you are at one with THE SPIRIT OF THE LIVING GOD! And may the Lord >keep watch between you and me when we are away from each other. >Genesis 31:49. Amen! >Now since you are a true child of God, you know that with every >blessing, a blessing is required! So bless another, by passing this on. Have a Blessed Day. Mabel Do you Yahoo!? SPIRIT LIFTER >God has kept me here for a reason. >I survived because he has a plan for me. >All my bad relationships, the bad credit, the >repossessions, the death of my loved ones, >the back stabbing from my friends, the negative thoughts, >or the lack of support, I made it because I am blessed! >I release and let go of all past hurts, misunderstandings and grudges >because I am blessed! >I recognize them as the illusions they are, for God is all there is. >All else is a lie! >Now give yourself a hug, wipe your tears and walk in victory!!!!!!!! I >love you, but more appropriately God loves you BEST! Be blessed and

Business Writing: Memoranda Essay

Currently, our policy provides for three kinds of leaves – Vacation Leave, Sick Leave and Bereavement Leave. There is no provision for Emergency Leaves and are deducted on a â€Å"no work, no pay† basis. For those who do not want outright deduction, consideration is given such that, upon request, these are deducted later and applied under our Sick Leave policy rule. In consideration of a request formalized through our Suggestion Box regarding absences which have to be taken due to an emergency, we are pleased to advise you that the following adjustment in the Personnel Policies of Smith, Smith and Smith regarding Vacation Leaves will be made effective from 01 October 2006: ARTICLE 7 VACATION LEAVE The Company shall grant an Annual Vacation Leave with pay of 30 days per calendar year for all regular employees who have rendered one (1) full year of continuous service. A maximum of five (5) days out of these 30 days can be applied as Emergency Leave. An Emergency Leave is defined as leave taken due to unforeseen circumstances such as sickness in the family limited to spouse, children, parents, grandparents, siblings or parents-in-law and events due to force majeure. However, if the said employee entitled thereto fails to use the same vacation leave within a year, she/he shall forfeit the same Vacation Leave. Moreover, any leaves taken beyond what is provided shall be on a no work, no pay basis. If the employee is prevented by the company from taking leave, this rule shall not be applicable. Furthermore, management reserves the right to put any employee on forced vacation leave to give effect thereto. We trust that the above addresses one of our common concerns. Thank you for your support and cooperation.

Human Resource Managers in a Multinational Company Essay

1. ‘To what extent are human resource managers in a multinational company restricted by cultural and institutional factors in implementing policies and practices across their subsidiaries? Discuss your answer giving examples.’ In the face of globalization, organisations struggle to develop the human resource management strategy (HRMS) between global integration and local differentiation. This is regarded as a critical concern for multinational enterprises (MNEs) since they suffer from cultural and institutional differences to integrate HRM practices and shape HRM activities to operate abroad. Regarding that, each cultural and institutional factors are developed over its history with unique insight into managing the organisation, the appropriate HRM practice would vary. The differentiation in national culture and institution call the different management practices that need to be concerned significantly especially for multinational companies’ managers. Researchers highlight the congruence between these factors and HR practice for higher organsational performance. When the HRM practice fits with the basic value shared by employees, the job satisfaction, employee motivation and commitment will be attained. This comes with the implication that cultural and institutional factors are pivotal in shaping the decisions and policies of managers of organisations. In this essay, it will explain what is the institutional and cultural factor with theoretical approach. After that it will suggest implications of institutional and cultural perspective for International Human Resource Management to answer how these factors influence in implementing management policies and practices. According to Hofstede (1991), Culture refers to the â€Å"shared sets of beliefs, values and norms† that is programmed into an actor’s mind. It is regarded as the psychological ‘software’ and sets of informal rule, while institution is more ‘hardware’ of modified and negotiated legal systems that actors follow. The institutionalism emphasises the legitimacy, which organsations struggle to acquiring and maintaining in relation to the environment. One of the new institutionalist theories, the ‘Variety of capitalism’, treats the corporation as a relationships network that locates organisation in its  stakeholders with employees and with competitors. The approach highlights the importance of institutional complementarities that argue the success of an organisation depending on the capability to coordinate effectively. The theory draws two types of political and economic structures across nations. One is the liberal market economic orientation (LME) and the other is the coordinated market economic orientation (CME). Companies in some North-Western European countries including Germany and Switzerland with CMEs tend to have highly structured arrangements in labour market that form strong trade union. Banks in these countries are highly coordinated with firms and have long-term capital. In contrast, there are loose hire and fire labour market regulations and dispersed international investors in the U.K and U.S.A where classified as LMEs. The source of finance in these countries is the stock market, with the clear difference. The figure1 demonstrates that corporations in these different types of systems do not operate in the same market. Figure 1. Institutions across sub-spheres of the political economy Source: Hall and Soskice, (2001) It shows the positions of OCED countries that describe institutional character in the financial and labour market. The higher development in a stock market implies higher dependency on market coordination with emphasis on financial criteria, whereas a higher degree of protection for employees is likely to rely more on non-market criteria. The flexible labour market in LMEs is suitable to easy access to stock market capital. Due to the competitive market conditions, firms in LME markets highly emphasise the financial performance rather than long-term strategies. Nervous investors such as those from the hedge fund tend to hesitate to investing in companies with long-term and uncertain employee training that ties capital in workers’ skills. Conversely, long-term employment arrangement and long-term capital remain in the essence of CMEs. The institutional considerations lead to different types of organisational behavior and investment patterns that shape different HRM policies and practices. Firms in LMEs emphasise short-term competition that likely treat  employees as disposable resources. Employees’ performances are appraised individually with a financial incentive system so managers are empowered to control HRM with considerable autonomy. Investments in employee training and development are classified as ‘overhead.’ `In contrast, HRM polices in CMEs regard employees as valuable assets for sustaining a competitive advantage thus tend to make a greater effort in investments in product innovation and employee development encouraging employment stability. In the system, the higher degrees of job security and work force commitment are derived, since its employment regulation and laws are protected from strong trade union and government. Moreover, different business systems across nations also significantly impact HRM issues. The issues including working hours, scheme of performance appraisal and job contract are highly influenced by local institutional arrangement. The MNCs in Japan prioritize work organisation, which contains quality oriented and flexible practice, and their HR practices are adopted to be suitable with this approach. Likewise, German MNCs, where short run financial ratio is not a greater concern, rely more on long term strategies that highly regulate the hours of work and worker participation. In this regard, the ability of MNCs to fit various institutional arrangements with the local environment is essential to have an advantage in global operations. The evidence from the survey conducted by Guest and Hoque (1996) show that MNCs in Germany do not implement their ‘best practices’ into subsidiaries in the U.K. such as long-term employment plans, union perception and employee training. Another crucial factor managers from MNCs should consider for effective HRM is culture. It is assumed as ‘the major source of differentiation’ in managerial behavior among different nations. One of the most widely cited approaches to culture, Hofstede’s study (1980), classifies four cultural dimensions based on the survey data from 116,000 IBM employees. The study suggests possible origin and consequence for managerial behavior in different dimension contexts. Power distance reflects the dependent relationship between superior and subordinate. Companies in high power distance subordinate have high dependence to superior with greater reverence through the hierarchical structure. Uncertainty avoidance measures different degrees of preparation for future risk and ambiguity. In risk adverse  organisations, rule making and bureaucracy are placed to deal with possibilities of risk and members prefer to behave what they are expected. Individualism versus collectivism dimension reveals the different level of desire to feeling that they belong with a group. At last, masculinity versus femininity dimension presents different values that masculine and feminine society prefer differently. Highly masculine societies have a higher tendency to be competitive since high earning and challenging careers are important values for employees. In societies with femininity tendencies, values related to satisfaction, security and cooperation are emphasised. The study highlights the importance of culture to coordinate different managerial behavior for international businesses. Another cross-cultural approach, Hall’s study (1976) classifies cultures into low and high context cultures, each with distinct demands and preferences. The culture characterizes the nature of human relationship, communication and authority. For example, the line of distinction between high and low context cultural communication has been particularly documented. According to Hall and Hall (1990), in high context communication, speakers tend to utilize relative indirect style of communication. On the other hand, in low context communication, speakers often employ more or less direct communication style. Clearly, these communication dimensions area is an overlap of the individualism-collectivism from Hofstede’s study. Collectivist societies often concern about minimizing the chances of hurting other parties. These groups emphasise the value conformity and traditions. It is for this reason that they prefer to use high context communication. The team members of collectivists often prefer communicating directly with their leaders. They are often concerned about avoiding responses that are negative, a move that is aimed at maintaining harmony. Any form of communication is aimed at fostering interpersonal communication. The tendency is reversed in individualist societies where each member pays more attention to personal goals and interests. The different communication styles and human relationships naturally relate to the different preferences of organisational structure that shape the HRM practices and policies. The culture influences multiple aspects of HRM, thus it is likely to be  effective when HR practice and policy fit with the culture. In regard to recruitment, collectivistic cultures prefer network based recruitment method like employee referrals. The method is supposed to enhance employee commitment and loyalty that strengthens the social network. Since collectivism highlights cooperation rather than individual achievement, it more considers candidates’ ascribed statuses more than personal skills and knowledge. Conversely, employers in an individualistic organisation select candidates based on necessary abilities through highly structured methods such as bureaucratic interviews. Similarly, the organisation with high uncertainty avoidance index prefers open recruitment with the use of more structured selection method as it is highly correlated with formalisation. In terms of performance appraisal, individualised appraisal and rewards are highly correlated with individualism and lower degree of uncertainty avoidance. Regarding that various reward practices based on individual performance would result in uncertainty it is less likely to emerge in risk adverse society. The incentive scheme may also not be needed in high power distance cultures since subordinates are more likely to be motivated by superiors’ direction. The merit-based selection and promotion, which consider individual performance and contribution to the organisation is related to individualism and low level of power distance. It is opposed to the value from collectivism and femininity that emphasise group harmony and cooperation. In conclusion, institution and culture significantly influence in managerial behavior. It is needed to take institutional and cultural factors into consideration in shaping and adopting management policies and practices. Cultural and institutional factors are so varied that they integrate all the factors oriented towards social and ethical responsibilities, which is a major focus for contemporary organisations. Cultural values demands that decision and policies that managers make reflect the interests of the society, including those of the institutions. Since the inappropriate management concept may trigger misunderstanding and conflict among subsidiaries it is vital for effective management. Clearly, Institutional and cultural researches contribute to analysing and understanding various manifestations of HR across a border. However, managers should take careful  consideration before implementing specific HR practices or policies to prevent overly deterministic connection from the theoretical context. In order to achieve successful performance, MNCs have to adjust and moderate management practice in accordance with the local environment. The differences in a business system, local environment and culture between home and host countries are the significant determinants for both evolutions. References: [1] Aycan, Z. (2005), ‘The interplay between cultural and institutional/structural contingencies in human resource management practices’, International Journal of Human Resource Management, 16(7), pp. 1083-1119. [2] Earley, P.C. (1994), ‘Self or group? Cultural effects of training on self-efficacy and Performance’, Administrative Science Quarterly, 39(1), pp. 89-117. [3] Gomez-Mejia, L.Y & Welbourne, T. (1991), ‘Compensation strategies in a global context’, Human Resource Planning, 14. pp. 29-42 [4] Guest. D. & Hoque, K. (1996) ‘National Ownership and HR Practices in UK Greenfield Sites’, Human Resource Management Journal, 6(4), pp. 50-74. [5] Hall, E.T. (1976), Beyond culture, New York: Anchor Books [6] Hall, E.T. & Hall, M.R. (1990) ‘Understanding Cultural Differences’, Yarmouth, MA: Intercultural Press. [7] Hall, P.A. & Soskice, D. (2001) ‘An introduction to varieties of capitalism’ in Varieties of Capitalism: The Institutional Foundations of Comparative Advantage, Oxford: Oxford University Press [8] Hofstede, G. (1980), Culture’s Consequences: International Differences in Work-related Values, California: Sage Publications [9] Hofstede, G. (1991), Cultures and Organizations: Software of the Mind, Berkshire: McGraw-Hill [10] Tsui, A.S., Nifadkar, S.S. & Ou, A.Y. (2007) ‘Cross-national, cross-cultural organizational behaviour research: Advances, gaps and recommendations’, Journal of Management, 33 (3), pp. 426–478. ——————————————– [ 1 ]. Earley, P.C. (1994), ‘Self or group? Cultural effects of training on self-efficacy and Performance’, Administrative Science Quarterly, 39(1), 89-117 [ 2 ]. Hall, P.A. & Soskice, D. (2001) ‘An introduction to varieties of capitalism’ in Varieties of Capitalism: The Institutional Foundations of Comparative Advantage, Oxford: Oxford University Press, Page 1. [ 3 ]. Hall, P.A. & Soskice, D. (2001) ‘An introduction to varieties of capitalism’ in Varieties of Capitalism: The Institutional Foundations of Comparative Advantage, Oxford: Oxford University Press, Page 4. [ 4 ]. Tsui, A.S., Nifadkar, S.S. & Ou, A.Y. (2007) ‘Cross-national, cross-cultural organizational behavior research: Advances, gaps and recommendations’, Journal of Management, 33 (3), pp. 426–478. [ 5 ]. Aycan, Z. (2005), ‘The interplay between cultural and institutional/structural contingencies in human resource management practices’, Internationa l Journal of Human Resource Management, 16(7), pp. 1083-1119. [ 6 ]. Gomez-Mejia, L.Y & Welbourne, T. (1991), ‘Compensation strategies in a global context’, Human Resource Planning, 14. pp. 29-42

Cell Phone Usage While Driving

Cell Phone Usage While Driving The cellular phone has brought many services and many different ways of communicating. It has definitely made communication so much easier. However, when it comes to road safety, the cellular phone may be considered a risk especially when text messages and calls are received. On January 11, 2009 I got in a serious accident because of using the cellular phone while I was driving. I was driving to my friend’s house and I just received a text message.I was driving 45 mph in 35 mph zone and texting the same time. As soon as I looked up I passed a stop sign and collided to the car that was in front of me. My car was damaged and my insurance went up. Ever since the introduction of text messages, society has grown aware of the dangerous of texting while driving. Even though all people understand how it affects their life and the other people’s life, they still use their cellular phone.I was reading the Gazette newspaper the other day and accordin g to the national highway traffic administration, 16% of all fatal crashes in 2008 were caused by driver distraction. One of the most obvious things that happen when a driver is texting while driving is that the driver would avert his eyes form the road for around five seconds. This is more than enough time for a person to run in front of the vehicle or for the vehicle in front of you to make a sudden stop or to miss seeing the light change.The Washington Post news paper edition of June12, 2010 talks about a study that was done by University of Utah psychologists using a driving simulator under four different conditions: with no distractions, using a handheld cell phone, talking on a hands-free cell phone, and while intoxicated to the 0. 08 percent blood-alcohol level, 40 participants followed a simulated pace car that braked intermittently. Researchers found that the drivers on cell phones drove more slowly, braked more slowly and were more likely to crash. In fact, the three parti cipants who collided into the pace car were chatting away.None of the drunken drivers crashed. Now laws have been enforced to prevent accidents from happening on roadways. States such as California, Connecticut, New York, New Jersey and Washington D. C. have passed laws that prohibit the use of hand held cell phones while driving. Maryland becomes the seven states to pass the cell phone use while driving. A 2003 Harvard study estimated that cell phone distractions caused 2,600 traffic deaths every year, and 330,000 accidents that result in moderate or severe injuries but Americans have largely ignored that research.Instead, they increasingly use phones, navigation devices and even laptops to turn their cars into mobile offices, chat rooms and entertainment centers, making roads more dangerous to other drivers. District of Columbia require drivers who talk on cell phones to use hands-free devices, but research shows that using headsets can be as dangerous as holding a phone because t he conversation distracts drivers from focusing on the road. Older drivers were slightly less likely to get into accidents than younger drivers; they tend to have a greater following distance.Their reactions are impaired, but they are driving so careful they were less likely to smash into somebody. Also new drives are especially on the top list to have an accident when they use a cell phone while driving. The reasoning for this is that new drivers have less experience in focusing on driving during distractions. Also teen drivers send text messages while driving. Since text messaging involves the hands and the eyes, this is thought to be more distracting and dangerous than when drivers use a cell phone while driving only for speaking and listening.Now days most of the new cars has phones that is already built in the car and using that is would be dangerous as picking up the phone and dialing. Overall, if drivers feel they cannot use a handless device or if they are easily distracted on the road by their conversation, then they should not be driving, because they are a danger to others on the road. Also if they need to talk or text they should pull up to the side and finish their business before they get back to the road and driving. Cell Phone Usage While Driving It's an even greater challenge if I don't have my eating glasses on I never wear them while driving. It takes two hands to type. My 20-something children can do it one handed, rarely looking at the keyboard. The light changes. I'm almost finished. â€Å"Hurry, Hurry,† I tell my self, pulling into the intersection while pressing â€Å"send†. Boone. L. (2009, August 10). Cell phone usage while driving should be banned completely in the US do to all hazards it creates on a daily basis on US roads.As a professional driver (truck driver) he sees it everyday, drivers with a cell phone in hand testing while driving, or on the phone talking to someone, completely unaware of their surroundings, swerving, slowing down, ten, twenty, and even thirty miles an hour from the posted speed limit, not thinking for one second the dangerous situation that they are putting themselves and others in.He doesn't understand how can drivers despite of all the advertising campaigns on television, radio, billboards, newspapers, and magazines, drivers still go a head and use that cell phone while driving. But one of the worst thing he sees on a daily basis, is the people that are supposed to be enforcing this laws (the cops) are the first to be breaking them. Just every cop he sees driving on the road is talking on the cell phone. Wright, like they say â€Å"lead by example†.Just the other day while driving on the highway as he was approaching an off ramp, he looks to the right and see a car with a young woman driving and a baby in the rear seat, she is on the phone, not looking to the left for one second to check the on coming traffic, and Just as she is at the point were the off ramp meets the highways, she takes a look to the left, and realizes that she has no room to go in to the highway and has to force her self to the shoulder and into the rays, almost crashing into the trees.How can she be so careless? What kind of person puts a baby and them self in that situati on? Mansfield, S. (2000, Mar. )† A report by The National Highway Traffic Safety Administration states that driving while using the cell phone probably is hazardous, but wouldn't speculate how great the risk was, nor what other mitigating factors might be involve†. Now the numbers are staggering, Schroeder, P. , Meyers, M. & Stinkbug, L. 2013, April) the statistics for 2011 on cell phone and driving say it's estimated that at least 23% of all car accidents ACH year involves cell phone use – that's 1. 3 million crashes, 3,331 people were killed and 387,00 were injured, and in 2012, 24% of all car accidents each year involves cell phone use, 3,328 people were killed, and 421,00 were injured. With this type of statistics, and as we can see, on the rise every year, what are the law makers or the government waiting for, to establish a ban on cell phone use while driving.States have proposed bans on cell phone use while driving, for example: Excerpt by Mansfield, S. (20 00, Mar. ) in Arizona, a person shall not operate a motor vehicle on a Agway while using a cellular telephone, a computer, headphones or earphones, excluding hearing aids or other devices for improving the hearing of the person, and any other electronic device not installed by the manufacturer an that is not essential to the operation of a motor vehicle.In Colorado, â€Å"mobile communications device† means a cellular phone, citizen's band radio, or other device that enables a person in a motor vehicle to transmit and receive audio signals†¦ No person shall use mobile communication device while operating a motor vehicle unless the device is pacifically designated to allow hands-free operation. Like the states mention above, in 2000 there were seven more states, that propose bans on cell phones while driving and nothing has come out of this proposals.From the year 2000 to present, the numbers on this surveys and studies that are been conducted by this government entities and private companies are still on the rise, and drivers don't seem to want to change their habits while driving, and all the debates between state legislators don't seem to be getting them no were, and at least for the moment don't for see any hangs in the laws any time soon. What can we, as responsible adults, and drivers do to help minimize this hazards that are been created by irresponsible drivers everyday.How can we get this so called legislators, to change their minds and finally approve bans that we so desperately need to make our roads much safer than what they are now. Have we not seen enough? How many friends, family members, families, and children, or loved ones need to be killed or affected, before someone does something about this absent minded killer. Cell Phone Usage While Driving It's an even greater challenge if I don't have my eating glasses on I never wear them while driving. It takes two hands to type. My 20-something children can do it one handed, rarely looking at the keyboard. The light changes. I'm almost finished. â€Å"Hurry, Hurry,† I tell my self, pulling into the intersection while pressing â€Å"send†. Boone. L. (2009, August 10). Cell phone usage while driving should be banned completely in the US do to all hazards it creates on a daily basis on US roads.As a professional driver (truck driver) he sees it everyday, drivers with a cell phone in hand testing while driving, or on the phone talking to someone, completely unaware of their surroundings, swerving, slowing down, ten, twenty, and even thirty miles an hour from the posted speed limit, not thinking for one second the dangerous situation that they are putting themselves and others in.He doesn't understand how can drivers despite of all the advertising campaigns on television, radio, billboards, newspapers, and magazines, drivers still go a head and use that cell phone while driving. But one of the worst thing he sees on a daily basis, is the people that are supposed to be enforcing this laws (the cops) are the first to be breaking them. Just every cop he sees driving on the road is talking on the cell phone. Wright, like they say â€Å"lead by example†.Just the other day while driving on the highway as he was approaching an off ramp, he looks to the right and see a car with a young woman driving and a baby in the rear seat, she is on the phone, not looking to the left for one second to check the on coming traffic, and Just as she is at the point were the off ramp meets the highways, she takes a look to the left, and realizes that she has no room to go in to the highway and has to force her self to the shoulder and into the rays, almost crashing into the trees.How can she be so careless? What kind of person puts a baby and them self in that situati on? Mansfield, S. (2000, Mar. )† A report by The National Highway Traffic Safety Administration states that driving while using the cell phone probably is hazardous, but wouldn't speculate how great the risk was, nor what other mitigating factors might be involve†. Now the numbers are staggering, Schroeder, P. , Meyers, M. & Stinkbug, L. 2013, April) the statistics for 2011 on cell phone and driving say it's estimated that at least 23% of all car accidents ACH year involves cell phone use – that's 1. 3 million crashes, 3,331 people were killed and 387,00 were injured, and in 2012, 24% of all car accidents each year involves cell phone use, 3,328 people were killed, and 421,00 were injured. With this type of statistics, and as we can see, on the rise every year, what are the law makers or the government waiting for, to establish a ban on cell phone use while driving.States have proposed bans on cell phone use while driving, for example: Excerpt by Mansfield, S. (20 00, Mar. ) in Arizona, a person shall not operate a motor vehicle on a Agway while using a cellular telephone, a computer, headphones or earphones, excluding hearing aids or other devices for improving the hearing of the person, and any other electronic device not installed by the manufacturer an that is not essential to the operation of a motor vehicle.In Colorado, â€Å"mobile communications device† means a cellular phone, citizen's band radio, or other device that enables a person in a motor vehicle to transmit and receive audio signals†¦ No person shall use mobile communication device while operating a motor vehicle unless the device is pacifically designated to allow hands-free operation. Like the states mention above, in 2000 there were seven more states, that propose bans on cell phones while driving and nothing has come out of this proposals.From the year 2000 to present, the numbers on this surveys and studies that are been conducted by this government entities and private companies are still on the rise, and drivers don't seem to want to change their habits while driving, and all the debates between state legislators don't seem to be getting them no were, and at least for the moment don't for see any hangs in the laws any time soon. What can we, as responsible adults, and drivers do to help minimize this hazards that are been created by irresponsible drivers everyday.How can we get this so called legislators, to change their minds and finally approve bans that we so desperately need to make our roads much safer than what they are now. Have we not seen enough? How many friends, family members, families, and children, or loved ones need to be killed or affected, before someone does something about this absent minded killer.