Customer Service Skills and Techniques-Free-Samples for Students

Question: Examine about the Plan for Training Zeller Company Employees On Customer Service Skills and Techniques. Answer: Presentation Zellers organization is a retailer store established in 1931 contribution assortment of family items to its clients in Canada. During the years the organization has procured and converged with different organizations to build its piece of the pie the nation over. Presently the organization is having in excess of 350 stores and in excess of 600 workers. As of late various clients visiting the stores have been disappointed over various issues ascribed to poor client care. Preparing needs appraisals Through conceptualizing and overview methods various client related issues was distinguished among the workers situated in a few Zeller stores. The review over the CBC advertise indicated that the retailer was having the nation most noticeably terrible client assistance. A portion of the negative client assistance exercises and practices included: chaotic stores, presumption of workers, slow assistance, absence of information on the items, and non-accessibility among the staff to help. Zeller Company recognized the need to prepare the representatives on client care related aptitudes and capacities. The preparation needs distinguished include: specialized trainings, client assistance, item information, proficient morals, and correspondence/introduction aptitudes. The administration of the organization recognized the preparation should be appropriate during the association ordinary activities (Huber, 2014). Preparing plan The preparation configuration depends on thinking of a structure for preparing requirements for Zeller client support preparing program. The preparation structure and advancement will include choice of preparing techniques, content, materials, testing strategy and assessment metric (Fink, 2016). The initial phase in the preparation configuration will be to recognize preparing destinations that will encourage the preparation program (Kremer, 2006). Table 1 shows the synopsis of preparing targets for Zeller representative client preparing program. Table 1 Zeller organization preparing goals Before the finish of the client care preparing the representatives ought to have the option to: a. Acknowledge and utilize a few client support aptitudes, methods and capacities b. Comprehend the need of knowing item information in workplace c. Speak with clients in an expert way The subsequent advance in preparing configuration is guaranteeing that representatives are prepared and learners are propelled (Hurwitz, 2013).Readiness and inspiration of the workers can be accomplished by including them in pre-arranging and disclosing to them the significance of holding the trainings and advantages that would accumulate from it. Moreover the preparation gathering should recognize the standards of learning for the preparation. The Zellers client assistance preparing standards of learning distinguished and expected outcomes can be summed up in table 2. Table 2 Principles of learning Standards of learning Results Information on the outcome Learners will comprehend criticism from their exhibition Move of learning The learners will apply what they have been prepared to work setting Defeating obstructions Students will take out hindrances of work execution through preparing information and aptitudes picked up Some portion of configuration preparing is sourcing the coach. Zeller Company will source a mentor remotely who will be guided on the requirements and strategies of the organization. Redistributing remotely of the mentor is to build certainty and validity of the preparation procedure (Armstrong, 2010). Preparing conveyance It is the way toward picking the preparation strategies and calendars to be utilized during instructional courses (Huber, 2014). A formal off the activity preparing will be utilized this is by picking an outside preparing ground out of the representatives work condition. Purpose behind picking off occupation preparing is to fend off any type of employment interruptions and increment coaches focuses. The preparation technique utilized will be a mixed learning conveyance strategy including utilization of live study hall directions upheld with other instructing helps like manuals, e-learning materials. The strategies were picked to expand coach learner associations in separate of the association level (Armstrong, 2010). Assessment preparing It includes a procedure of setting up in the case of preparing needs have been met through trainings (Cummings Worley, 2014).IT Evaluation of preparing program is a reasonable strategy to decide whether preparing exercises have met the objectives set during needs appraisals. Assessment is done dependent on four degrees of responses, learning, conduct and results. A few apparatuses and procedures are utilized to test the four levels (Kremer, 2006). The Zeller worker preparing system will be assessed utilizing Kirkpatricks four degrees of trainings in table 3. Table 3 Training assessment Level of assessment Instruments/procedures utilized One-assessing responses (students sees on trainings) Reviews (poll/interviews) Two-assessing learning (any improvement in abilities/information) Overseeing composed tests Three-assessing conduct (any adjustments in conduct after trainings) Gathering information from client criticisms Four-assessing results (is there progress in execution) Criticisms and friends execution records References Armstrong, M. (2010). Human asset the executives. London, England: Mc Graw Hill. Cummings Worley. (2014). Human asset the executives and arranging procedures. Chicago: Cengage Learning. Fink, A. . (2016). The most effective method to Conduct trainings for workers: A Step-by-step Guide. Beverly Hills. CA: Sage. Huber, G. (2014). . Encouraging worker trainings and commitments to authoritative information. . Inventiveness and Innovation Management, 10(3), 23=68. Hurwitz. (2013). Individual, Team, and Organizational Development. In Leadership is Half the Story: A Fresh Look at Followership, Leadership, and Collaboration. College of Toronto Press, 10(4), 23-78. Kremer, M. (2006). Schools, instructors and preparing results in business divisions. Handbook of the financial aspects of instruction, 2, 947-1017.

Doing Business in Japan free essay sample

Because of finding out about the topography, atmosphere, history, religion, social customs, governmental issues, training framework, and the job of the family; it will permit a business or agent the knowledge expected to see how society capacities and the technique in which business is led. Geology Climate Japan is an island country that is situated over the Japanese Sea. Japan comprises of the islands of Hokkaiodo, Honshu, Shikoku, and Kyushu (Yamada Kurashige, 2003). The scene of Japan is seventy-one percent rugged (Population Demographics, 2007). Japan is a little nation that is arranged in the northern mild zone. Japan encounters the four seasons like that of North America. Japan encounters tropical storms which are much more grounded than their sister typhoons in the Atlantic (Yamada Kurashige, 2003). Religion Over eighty-four percent of the individuals in Japan watch Buddhism, Shinto or a mix of both. Confucianism from China added steadfastness and chain of command to the blend, and Taoism provided request and approval to the arrangement of government. We will compose a custom exposition test on Working together in Japan or then again any comparable theme explicitly for you Don't WasteYour Time Recruit WRITER Just 13.90/page The presentation of Buddhism brought pondering strict viewpoints and assisted with building up their way of life of craftsmanship and engineering. With the expansion of Christianity, western thoughts above all social equity and change were imbued into society (Long, 1994). Religion is anything but an enormous piece of the Japanese society, yet individuals will as a rule practice such occasions as birthday celebrations, weddings and memorial services (Japan, 2007). Ongoing History Japan experienced significant change during the World War II, when the greater part of their urban communities and framework was harmed or crushed. After the war, they drafted another constitution and the number of inhabitants in Japan started remaking the nation. In just a couple of decades, Japan become the second biggest economy on the planet. During the 1990s, Japan endured and financial down turn in light of outrages and over-speculation. The Asian monetary emergency of 1998 made Japan experience its most noticeably awful downturn since World War II (Japan: History, 2007). From 2003 ahead the economy has been improving, in any event, outperforming at a certain point, that of the United States and E. U. (Economy of Japan, 2007). Current Issues in Japan Political Issues All outsiders entering the nation are to be fingerprinted and captured in an ongoing exertion to battle fear based oppression. Likewise, aircrafts and boats must give traveler records before showing up in the nation. Some might be hesitant to have their photo and fingerprints taken. Traveler records might be tedious and exorbitant for voyage lines or cargo vessels that desire to enter the nation. There is pressure from the United States, for Japan to continue refueling of outside vessels in the Indian Ocean, anyway there is a lot of restriction inside the Japanese government. This resistance may prompt pressure among Japan and the United States. This could prompt some negative ramifications for United States-Japan exchange. (Boss, 2007). The Japanese government has sent a senior remote priest to Iran to ask about the seizing of Satoshi Nakamura, a Japanese understudy, over a month back. The Iranian Government is overlooking Japan, constraining the Japanese pastor to Pakistan to request help in this issue (Official discharge, 2007). This will just adversely influence Iranian-Japanese relations. Social Issues 20% of Japans populace is age sixty or more established. Simultaneously, the nation has had a declining birthrate for a couple of decades. The number of inhabitants in Japan crested in 2004 and began to diminish subsequently. The thinking given is that that more ladies are working and they don't see it important to have kids. (Japan ripeness, 2005). One blogger takes note of that ladies might be shaky about having youngsters (Coco, 2006). The deficiency of work will compel progressively more seasoned men to remain in the work power just as power more ladies into the business world. Financial Issues Japans declining birthrate is a significant worry for the Japanese economy. The nation needs to keep up a solid populace to keep its economy solid; this is demonstrating extremely troublesome (Atsumi, 2007). One predicted issue of the low richness rate is that the previously enduring social benefits store could be injured further (Japan fruitfulness, 2005). The Tax Commission has discovered that charges must be brought up in request the account the developing social government assistance costs. Individuals in Japan are buying versatile innovation, and the Japanese market is indicating a sharp decrease in acquisition of home PCs. With the significant expenses of home PCs and the advances in innovation could mean a move in how individuals use and access the web. The organizations that produce home PCs are currently moving their concentration to the creating scene (PCs, 2007). Social Organization Family Japanese families moved away from their conventional family structures after World War II when the involving American powers made another, Western, family belief system. The dad despite everything remains the head of most customary families in Japan, yet there are moves in how a Japanese family is sorted out. Ladies, who might have stayed at home to deal with the family unit undertakings, are currently acquiring work outside of the family unit. Since increasingly Japanese ladies are entering the workforce, the men are being required to take on a greater amount of the family unit and youngster raising obligations (Long, 1994). Another change that has happened in Japanese society is the possibility of the multi-age family living respectively. Albeit normal at once, numerous older individuals are not living with their families any longer (Family, 2007). Jobs of Men and Women Japan was customary a male focused society. Be that as it may, soon after World War II ladies were lawfully given equivalent rights as men. An incredible change came when ladies began to work outside the family unit. Organizations in Japan were, and still are, frantic for talented specialists, and with interest of ladies in the workforce, it helped organizations fill their requirement for laborers (Matsui, 2007). Work environment In the work environment, as in different zones of the Japanese collectivist culture, they see themselves as a component of a gathering. Laborers are relied upon to demonstrate the most extreme steadfastness to the organizations they work for. Authority in Japan did not depend on a Western estimations of confidence or snappy dynamic. A decent innovator in Japan is relied upon to consider the interests of his subordinates and make agreement among the gathering. Position inside a gathering is controlled by age and length of administration, as opposed to by singular exertion and activity (Genezberger et al. , 1996). Their arrangement of gathering the board compensates the collaboration and once in a while the person. Regularly achievements are credited to the whole gathering and not the person. People are roused to take an interest in bunch exercises and look after amicability. The pride of the individual or the gathering is communicated through rivalry with comparable gatherings in the organization or different organizations (Long, 1994). Appropriate Etiquette for Doing Business in Japan Impression of Westerners The Japanese have some basic assumptions about Westerners. Japanese consider Westerners to be inadequate with regards to persistence, frequently intruding, and being awful audience members. They regularly consider Westerners to be being not able to work in groups. They may seeWestern articulations of companionship as questionable. Japanese may here and there see Westerners as being egotistical. Business Etiquette Protocol In Japanese culture individual space is exceptionally regarded, they are not a material people, and they disdain being packed. In Japanese culture they attempt to stay away from direct eye to eye connection with others. When yawning, hacking, or utilizing a toothpick, they spread their mouths. The pointing of feet at someone else is viewed as inconsiderate, and is accordingly critical to sit with right stance. Censuring and affronting authority straightforwardly, and being eager are viewed as discourteous. In business, the individual connections are unmistakably more significant than the business itself. So as to work with an organization in Japan formal presentations, persistence, adaptability, and regard are indispensable. Business cards are significant in Japanese business culture, and businessmen frequently convey numerous business cards. When meeting a business contact just because it is imperative to bow, or shake hands, at that point trade business cards. While introducing or getting a business card one is relied upon to utilize two hands and put it in a pocket, over the midsection, after cautiously understanding it. For outsiders, it is regular practice to have a Japanese interpretation on the rear of the card (Genezberger et al. , 1996). People are relied upon to wear are dim and costly suits. Businesspeople are urged to wear moderately. Conferences must be planned far in cutting edge. Prior to the gathering, Westerners should mail or fax a definite rundown plotting what is to be talked about. One must build up associations with center and junior level administrators or they may hate the individual for having skirted them and feel they have been offended. When visiting a Japanese organization it is standard to take off ones coat promptly after entering and returning it on when one leave. The pioneer of the gathering ought to present every one of the gathering individuals in slipping request of rank. Guests are to trade business first with the Japanese administrators and afterward with subordinates in slipping request. In the Japanese culture there is a desire for getting a blessing at the main gathering. The introduction of the blessing can be as or progressively significant that the real blessing itself. Blessings must be given with two hands, and are regularly dismissed a couple of times before they are acknowledged. Blessings are not opened when they are gotten. Certain blossoms or pruned plants don't make appropriate endowments in view of the significance the Japanese partner with them. It is rec

How to Put That Coin Jar to Good Use

How to Put That Coin Jar to Good Use How to Put That Coin Jar to Good Use How to Put That Coin Jar to Good UseInstead of letting all those loose coins rattle around in your pockets, put them in a jar and let your savings grow. Rare coins might even be worth more!While we may rely heavily on plastic currency in the US, having cash is still a budget-advised way of making purchases. It makes you think more on the things you’re buying, and you’re less likely to overspend if you are spending with cash instead of a card.But living life as a cash-carrier comes with one seeming downside: You end up with piles of loose change here, there, and everywhere!Put all your coins in one place.Because so few things can conveniently be purchased with change, we’re unlikely to actually spend it. If you haven’t consolidated those piles from the car, your pockets or the bottom of your purse, you might want to consider it.By putting it all together in a jar, bank, or another container, you can accumulate a great deal of change to trade in for dollars or deposit them righ t into your accountâ€"depending on your bank or credit union’s policies.Did you know the average jar can hold nearly $200 in change?! That’s not chump change!By actively collecting your change you’re setting aside micro savings every time you drop a penny in the jar. Not only are you saving for a rainy day, but you’re saving your sanity from a lot of unnecessary coin clinking.What to do with coins from your coin jar.Here’s the tricky part of this coin jar idea: Banks are starting to play hardball.You used to be able to bring all of your change to your local bank branch to have it sorted and counted, but most banks don’t do that anymore. Many are happy to exchange your coins if you separate and roll them yourself, but that’s a pain. Though they also usually give the coin wrapping papers to you for free, it’s not often worth the effort.Coinstar kiosks are honestly your easiest bank alternative. On the Coinstar website, you can even search your neighborhood for the clos est kiosk! Although the machines take over 11 percent in fees from your deposit if you take cash, the fee is waived if you exchange your change for an Amazon gift card instead. Some machines also have other gift card options.Gift cards are a great way to save that 11 percent and set aside your spare change for something in the future. Holidays? Events? Supplies? There are several retail options available at most kiosks. While not having the coin-to-cash exchange isn’t the most ideal way to trade in your coin jar, it’s certainly better than erroneous fees.Coinstar has effectively cornered the automated coin exchange market and is really your only option outside of rolling/sorting yourself or being lucky enough to find a bank that will exchange unsorted coins for you.Make your coin jar work for you.When it comes to collecting coins, you don’t necessarily have to wait until you have an entire jar full. There are plenty of ways to make those extra coins work extra hard. Two Cents at Life Hacker suggests the (albeit time-consuming) route of organizing that collection of coins to determine which ones are actually useful.“You can turn some of it into a coffee fund or snack bank you keep on your desk at work,” Melissa Kirsch at Life Hacker suggests. “Or you can separate coins so you always have a stash ready for bus fares, toll booths, parking meters, laundry, and what have you. You might end up with a ‘useful’ and ‘not useful’ pile, but you can eventually get that ‘not useful’ pile of pennies and whatnot counted and exchanged later.”Some old coins are worth a pretty penny.If you’ve been hoarding those unspent coins for some time, you might want to think twice before sending them off.There are some US coins that are quite valuable in today’s collector’s market. If you think it’s worth the time to take a look, folks like Mighty Bargain Hunter would suggest perusing your collection ahead of time.Here is a list of valuable coins with det ails provided by Mighty Bargain Hunter’s coin collecting article:Mercury dime.  No, not Freddie Mercury, but Mercury the god. These were produced from 1916-1945. The Roosevelt dime replaced it following FDRs death that year. These are also 90% silver.Wheat cents. The cent had the portrait of Abraham Lincoln beginning in 1909, the year of his 100th birthday. The Lincoln Memorial was the design on most years 1959 and after, but prior to that, the reverse design had wheat stalks.Kennedy half dollars, 1965-1969.  Same design [as the 1970’s version] but much different composition. This particular range of years is 40% silver. About seven of them contain an ounce of silver, so theyre worth about $3 apiece.Mashable also has a short list of coins to keep an eye out for in your coin jar or personal coin collection:2004 Wisconsin state quarter with extra leaf (up to $300)1995 double die penny ($20-$50)1942-1945 silver nickel (up to $12.25)1943 steel penny (up to $10)Ben Franklin Half-Doll ar ($12-$125)1932-1964 silver quarter ($7-$65)In God We Rust 2005 Kansas state quarter (up to $100)Presidential dollar coin with lettering errors ($20-$45)*The Bargain Hunter also noted the Ben Franklin half-dollar as a coin to watch out for. Oh, and if this section tickled your numismatic fancy, check out our post on the long history (and murky future) of the U.S. penny.Make it work for someone else.If nothing seems worth saving those coins up for, yourself, maybe saving them for someone else will do the trick. After all, no one is likely to turn down free money.Make a charity’s day by filling up their donation jar with the contents of your coin jar! Even if you think it isn’t enough to make a difference, you might be surprised how worthwhile those jars full of coins can be.Coinstar will even make that donation for you if you’re so inclined to drop your change at their machine.According to Kirsch, donations can be made through Coinstar to charities such as the American Red Cr oss, The Humane Society, Leukemia and Lymphoma Society, the WWF and more.“You can take your change and fill up one of those donation boxes you see in supermarket checkout lines or at a fast food drive-thru,” Kirsch said. “Or you can drop off a jar at a local charity, Salvation Army, community center, or religious institution. Many charities will even accept foreign coinage as donations so you can finally unload all those useless coins from your international travels.”Save that money for a rainy day.So what are you going to do that extra money youve saved? Our suggestion: Use it to start an emergency fund. That way, youll be prepared when an unexpected car repair bill or medical expense rears its ugly head. Otherwise, you might find yourself relying on short-term bad credit loans and high-interest  no credit check loans (like payday loans, cash advances, and title loans) to make ends meet.That wouldnt be ideal! The more money you have in savings, the more financially secure y oull be. And the best way to build your savings is to, first, built a budget! To learn more about budgeting and saving money, check out these related posts and articles from OppLoans:Save More Money with These 40 Expert TipsBuilding Your Financial Life: Budgeting for BeginnersFinancial Basics: Expert Tips for Smarter SpendingHow to Budget and Save Money When You’re Making Minimum WageDo you have a personal finance question youd like us to answer? Let us know! You can find us  on  Facebook  and  Twitter.  |Instagram

Economic, Social And Environmental Change Essay - 1457 Words

Introduction Economic, social and environmental change is inherent to development. Whilst development aims to bring about positive change it can lead to conflicts. In the past, the promotion of economic growth as the motor for increased well-being was the main development thrust with little sensitivity to adverse social or environmental impacts. The need to avoid adverse impacts and to ensure long term benefits led to the concept of sustainability. This has become accepted as an essential feature of development if the aim of increased well-being and greater equity in fulfilling basic needs is to be met for this and future generations. In order to predict environmental impacts of any development activity and to provide an opportunity to mitigate against negative impacts and enhance positive impacts, the environmental impact assessment (EIA) procedure was developed in the 1970s. An EIA may be defined as: a formal process to predict the environmental consequences of human development activities and to plan appropriate measures to eliminate or reduce adverse effects and to augment positive effects. Oman seeks for specific vision about the future development and prospects through the implementation of a comprehensive and ambitious strategy covering various sectors and areas such as roads plan and the development of the built environment and the creation of facilities to meet the needs of the population. As well as facilities and parks in the city. In view of the great importanceShow MoreRelatedEconomic, Environmental, And Social Repercussions Of Climate Change In Canada1798 Words   |  8 Pagesput forth so as to inform readers about what is really going on in Alberta. Albertans are in the infancy of the potentially massive economic, environmental, and social repercussions of climate change. The province just felt its hottest year on record (CITE) and is heading into unknown territory. Into the bargain, Alberta is just getting over one of its worst economic bust cycles that it has ever witnessed. The price of oil has fallen FIND THIS OUT 2014-2015. This has had a dramatic impact on familiesRead MorePsy 460 Week 4 Essay1194 Words   |  5 Pagesthe human population on Earth. Some environmental conditions that humans do have control over are pollution and crowding, although the rising temperatures and noise pollution may be out of individual reach. 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Then, by analyzing the current situation, this essay will attempt to answer the question how and how much can humans reduce environmental degradation?† The concept of economic growth development Economists evaluate development as â€Å"economic growth† and measuring it by calculatingRead MoreSustainable Growth and Economic Development1094 Words   |  5 PagesEconomic growth has been used with other terms such as development, modernization, westernization and industrialization. It is, in other words, a transition from a simple, low-income economy to a modern, high- income economy. Its scope includes the process and policies by which a nation improves the economic, political, and social well-being of its people. 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If an activity is said to be sustainable, it should be able to continue forever. what sets it apart from simply â€Å"environmentalism† or â€Å"environmental protection† Sustainability, in contrast to the environmentalism, represents the idea that human society should operate by utilizing industrial and biological processes that can be sustained indefinitely; this implies that those processes are cyclicallyRead MoreAnalysis Of The Book What Every Environmentalist Needs Can Know About Capitalism 1194 Words   |  5 PagesHowever, this book is mainly emphasizing the magic relations between the capitalism and current environmental problems. 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Research Findings Background Sustainability is the broad discipline and practice of balancing economic, environmental, and social issues, â€Å"while conserving resources, protecting the environment and ensuring the quality of life, all in a manner that makes economic sense† (Koch, Pià ±ero 2012). â€Å"Forests occupy one third of the Earth’s land area and are

Purely Mercenary A Study of Capital in It’s a Wonderful...

Although they are staged in two different continents and published nearly one hundred years apart, A Christmas Carol by Charles Dickens and It’s a Wonderful Life are remarkably similar works in plot and purpose. In A Christmas Carol, Ebenezer Scrooge, an old miser, is visited by the ghosts of Christmas Past, Present, and Future on Christmas Eve. These spirits ultimately help Scrooge transform himself from a stingy, unwelcoming person into a more charitable and pleasant man. Ultimately, Scrooge’s transformation implores its reader to empathize with the poor working class of Victorian society. Similarly to Scrooge in A Christmas Carol, George Bailey is visited by Clarence Angel Second Class on Christmas Eve in It’s a Wonderful Life. Clarence helps George see what Bedford Falls would look like if he was never born, which prompts George’s shift from a depressive to once again optimistic state. Just as Dickens depicts Victorian society in A Christmas Carol, Ità ¢â‚¬â„¢s a Wonderful Life aptly conveys the difficult relationship between the average American and the growing corporate presence in the mid-1990s. The experiences and struggles George endures throughout his life are representative of the concurrent American endeavors. The film begins in 1919, showing a young twelve year old George, his brother Harry, and their friends laughing and sledding nearby a frozen pond. As Harry rolls along on his sled, the ice atop the pond caves in and Harry starts to drown. Heroically, George divesShow MoreRelatedStrategic Marketing Management337596 Words   |  1351 PagesStrategies for market nichers Military analogies and competitive strategy: a brief summary The inevitability of strategic wear-out (or the law of marketing gravity and why dead cats only bounce once) The influence of product evolution and the product life cycle on strategy Achieving above-average performance and excellence Summary 387 390 396 423 425 427 427 427 428 438 447 461 463 465 474 478 484 489 493 495 497 497 497 498 500 505 510 515 517 518 520 522 523 528 528 534 Stage Three: How mightRead MoreRastafarian79520 Words   |  319 Pagesto culture bearers / Ennis Barrington Edmonds. p. cm. Includes bibliographical references and index. ISBN 0-19-513376-5 1. Rastafari movement. 2. Jamaica—Religious life and customs. I. Title. BL2532.R37 E36 2002 299†².676—dc21 2002074897 v To Donnaree, my wife, and Donnisa, my daughter, the two persons around whom my life revolves; and to the ancestors whose struggles have enabled us to survive and thrive This page intentionally left blank Foreword One of the most useful things

Full Metal Jacket Free Essays

Meaning and purpose can be defined depending on the reader and the author that is defining it. The meaning and purpose of any form of literature is the main point of the piece of work, why it was created and what the author wants the reader to understand or get from his or her work. As for the movie Full Metal Jacket, the director, Stanley Kubrick, wanted to have a combination of comedy as well as a sense of realization when it comes to a soldier becoming a marine and what it takes to be one. We will write a custom essay sample on Full Metal Jacket or any similar topic only for you Order Now The characters throughout the movie each show a different way of nderstanding and dealing with the problems that they had to quickly overcome. Full Metal Jacket is a movie that shows the different roles and stages of the marines that were stationed in the Vietnam War. The first half of the movie had an entertaining way of showing the audience how they were trained and how they learned that they were indeed â€Å"born to kill†. The main purpose of the first part of the movie was to show the audience what the soldiers had to go through first in order to make it as a marine. It had to be a hard as well as somewhat brutal and life-changing experience n order for them to be ready to become the killing machines that they were forced to be. The changes that the characters have shown make the second half of the movie very different in terms of their attitudes, what each soldier viewed as right and wrong, as well as the events that take place throughout the movie. This part of Full Metal Jacket was geared more towards the actual Vietnam War and revealed the reasons as to why they had to become heartless in a way during their training. Throughout the course of the war, some of the soldiers slowly but surely slipped out f their sanity and become cold-hearted killers in order to survive themselves. Each marine in Full Metal Jacket had to be able to prove that they were worthy enough to take on certain obstacles in the first half of the movie, such as emotional and mental hazing. Stanley Kubrick made sure to incorporate as much of the hazing as possible within the first half of the movie in order to show the audience how much work each soldier had to put into the beginning of their Journey into becoming a marine. If they could not take control of the rate of hazing they received it would be seen as a eakness, therefore proving that they are not ready for the war. For example, Pyle who was a soldier that as overweight clumsy and slow-witted, could not take the stress and harassment that came with the training of becoming a marine and he could not endure the embarrassment that was thrown at him every time he did something wrong, which in turn made him decide to commit suicide as well as murder Gunnery Sergeant Hartman, the drill instructor who trains the recruits in order to turn them into marines. Gunnery Sergeant Hartman seemed to have caused ll of the anger and frustration that Pyle had to go through, therefore Pyle’s actions proved to the audience and to the marines that were involved, that not everyone can make it as a marine and may end up losing their sanity over it. The whole point of allowing the audience to view this is to reinforce the level of maturity that would be required to fully understand the troubles that comes with being a marine. The first half of Full Metal Jacket mainly focuses on how much a person can take while preparing for war, being in war, and knowing how to act and react to certain issues and perceived throughout the movie. In The Green Berets, Sargent Peterson, a Special Forces sergeant, quickly realized that he needed to make sure that Hamchunk, a homeless Vietnamese child, was safe and well accounted for when their base was being attacked. This quick form of action shows the audience that he was well trained and knew exactly what to do and when to do it. Full Metal Jacket revealed other ways of bringing out a characters sense of maturity and therefore had a different aspect compared to that scene, and basically the entire movie of The Green Berets. Full Metal Jacket was meant to make the audience completely understand hy the soldiers had to go through training the way that they did. It all comes together once the audience sees firsthand what can happen when a soldier loses his focus or is not fully prepared for what may happen next. The series of events that happens during the second half of the movie could make or break anyone who may not be tough enough to endure all of the negativity. Full Metal Jacket is supposed to be an eye opener and should cause a sense of realization for the audience. In the scene where Doc Jay and Eight Ball, two very brave marines, were being attacked by a niper, Animal Mother, a tough marine, did everything he could think of doing in order to try and save his dying friends, even though he knew that there was no chance of their survival. Regardless, Animal Mother went out alone, against his direct orders, to try and find the sniper and kill her in retaliation. Granted, he could not do it alone, he called the rest of the soldiers to try and track her down. Once they found her, they shot her, made her suffer in pain for a little bit and then killed her. In a normal world, doing these actions would seem horrific and Just not right, but due to heir previous training and sudden attack from this woman, the soldiers were forced to murder this woman and left her there. This type of action or retaliation enforces the moral or immorality that ties in within the movie. Murdering the sniper, especially her being a woman, opens up a more intriguing way of the audience socially analyzing the situation. Making the audience decide whether or not murdering her and allowing her to suffer was acceptable or hard to accept due to her being a woman. As for the soldiers, this decision was made easily and as the sniper as laying down suffering, the audience could easily see the reactions that each marine made, showing their different views on their daily lives. Each soldier had their own morals and values compared to other soldiers. Obviously, each soldier has his own personality which brings a different outlook on what it is that they have to do, and how they are supposed to do it. Each soldier must fulfill their mission, and do what they are instructed to do. In Full Metal Jacket, the soldiers seemed to have similar values, and seem to have been brought up or trained almost identically. Due o the first half of the movie where they had been trained to know and love their rifles and to be ready to shoot and kill whatever was not considered one of them.. Every soldier knew what they had to do and they were all comfortable when it came to killing the enemy and possibly sacrificing themselves in the process. Unlike Full Metal Jacket, in the movie Platoon, Sometimes the soldiers take their main source of responsibility and manipulate it. For instance, some of the soldiers took a young girl from the village that they took over and tried to rape her in order to satisfy their ersonal needs, until Chris, the main character as well as the marine who decided to human being and should not be raped Just because of her unfortunate circumstances. This scene showed the audience how some soldiers will have the wrong mentality due to their current hectic lifestyles, while other soldiers know and remember their rights and wrongs from â€Å"back home† when it comes to doing things that they can personally control. Full Metal Jacket seemed to have been made for the audience to view and understand the troubles and obstacles that each soldier has to o through beginning from his training all the way through his actual fght in the war. The audience is supposed to learn and begin to understand how the soldiers are supposed to be trained in order for them to make it during the war, or in order to know what to do to help whoever is directly associated with the war. Stanley Kubrick wanted to open up the eyes of the â€Å"outside world† and allow people to realize what each marine has to go through and their purpose for becoming a marine. They are not always out and about trying to rape and murder every woman they encounter as well as taking over everything that they see. There is a process that each soldier must go through in order to make it where they need to be. Full Metal Jacket compared to Platoon and The Green Berets makes the audience see both sides of a soldiers’ life whereas the other two movies only show the second half of the soldiers’ life when he is already trained and in the battle field. The other two movies don’t show how the soldiers came up to where they are now, it reveals only what they have already accomplished within themselves, and they already have their own views on life depending on the amount of negative series of events that they have encountered. Full Metal Jacket has more than one meaning, and more than one purpose. Stanley Kubrick wanted to make sure that the audience was able to interpret and take back with them the struggles and the achievements of a marine. What it takes to become one and what it takes to remain one at all times during the hardships of being in a war. Due to that, the movie seemed as if it should have been two separate movies, which makes it unique, compared to The Green Berets and Platoon where each movie was based solely on the war. Although, all three movies showed the different kinds of ttitudes that evolved into a marine as they each evolved or became a different person whilst being a part of the war. Some characters showed emotion while some didn’t show any emotion at all, displaying the different levels of maturity that each marine must have. Displaying the different emotions was meant to allow the audience to see the war in different aspects based on certain marines in the movies. Full Metal Jacket allowed the audience to watch the marines as they evolved from viewing things in different ways. Regardless, the movie was supposed to be a sense of realization and knowledge. How to cite Full Metal Jacket, Papers

Understanding Organizational Culture; A Case Study

Executive summary Having a strong, cohesive organizational culture is perhaps the most important strategy that an organization can implement to cope with the current aggressive competition, declining economy and ever increasing internal challenges. This report shall set out to elaborate different concepts used to define, explain and justify organizational culture.Advertising We will write a custom report sample on Understanding Organizational Culture; A Case Study specifically for you for only $16.05 $11/page Learn More To this end, an overview of what culture entails shall be provided and benefits that an organization can accrue from adopting a strong culture outlined. Different theories and principles shall be used to recommend the best course of action that can be taken by BSG to address its behavioral and cultural issues. Introduction In today’s business environment, members of any given organization are expected to behave in a manner that ena bles them to achieve the set organizational goals and objectives. To ensure this is done, rules, regulations and guidelines are designed and implemented to act as a framework through which activities and operations can be carried out. As a result of these frameworks, organizations develop practices, attitudes and norms that define how organizational practices are carried out. These practices, attitudes and norms form the organizational culture. Wilderom et al (2004), state that organizational cultures play a pivotal role in unifying and motivating employees to perform better, and commit to the organization. As such, it can be argued that by having a strong organizational culture, business entities can perform better and more efficiently. Purpose of the report In all organizations, there are internal and external factors that influence the ability of the organizations to perform efficiently. They include but are not limited to: leadership, management and motivational factors among ot hers. Regardless of the category, organizational culture seems to play an integral role in the determination of how members of an organization carry out their duties and responsibilities. In response to these undertones, this report shall set out to define and elaborate various concepts of organizational culture. In addition, the benefits of having an organizational culture shall be discussed and justifications for these benefits provided. Scope of the report De Long (1997) argues that organizations have different organizational cultures. Some may adopt a competitive culture, while others may choose a collaborative culture. It is therefore important to understand the culture that an organization has. This understanding can only be achieved by examining the values, practices and beliefs that are held by the members of the organization.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More In this report, the cultural and behavioral characteristics of BSG Pty Ltd shall be analyzed. This shall be done by deducing these characteristics from the scenario given and identifying the cultural and behavioral issues that affect the organization’s success. Background of the report Over the past few years, the profitability of BSG Pty Ltd has been significantly declining against the expected projections mainly due to aggressive competition and economic hardships that characterize the market. In addition, results from a recently conducted cultural/employee attitude survey indicated that BSG Pty Ltd employees lack cohesion, motivation, commitment. More importantly, employees at BSG Pty Ltd seems to have significantly low levels of job satisfaction, team work, trust (among themselves and the management), and expectations for future advancements (promotions and rewards). On the same note, there was a 30% increase in pilfering of company resources as evidenced from the analysis of co mpany data. The 15% increase in last year’s staff turnover is also an issue that needs to be addressed. In light of these issues, the C. E. O of BSG Pty Ltd strongly suggested that there is need for change if the company is to survive the current unforgiving market and economical trends. This he attributed to the fact that the current culture adopted by the company was the root cause of the poor performance exhibited by the company. As such, this report has been necessitated by the need to identify, analyze and solve the cultural and behavioral issues that affect BSG Pty Ltd. Sources and methods used in this report Evidently, BSG Pty Ltd has numerous cultural and behavioral inadequacies as has been identified in the currently gathered information. We shall use this evidence as the basis of the report. Relevant academic sources and concepts shall be used to analyze these issues and recommend viable solutions for the same. Literature related to theories, principles and models u sed to address the aforementioned cultural and behavioral issues shall be applied as necessary.Advertising We will write a custom report sample on Understanding Organizational Culture; A Case Study specifically for you for only $16.05 $11/page Learn More Organizational culture: A Literature Review De Long (1997) defines culture as the values, norms and practices that are followed by members of a given organization. According to the author, values refer to the beliefs held by an organization in regard to the worthiness of what it does and has. Practices in this context are associated to the routines (formal and non-formal) that organizational members follow to accomplish their tasks. According to the author, norms are the shared belief that organizational members’ have regarding proper working behavior (De Long, 1997). From this definition, it can be argued that organizational culture is rooted in how people act, their expectations to each other a nd how they interpret the actions of others in an organizational setting. On the same note, organizational culture has been defined as particular practices carried out by organizations that evolved over time (Kostova, 1999; Wilderom, 2004). These practices reveal the competence and shared knowledge in an organization. In this context, organizational culture can be described as the shared perception that members have in regard to the correct or wrong organizational work practices. Such practices may differ from one organization to another. From the definitions stated above, it is evident that values play a significant role in defining culture. This is further accentuated by Hibbard (1998) who defines culture as a set of beliefs and values that are strongly shared by members of a given organization. Despite the logic behind Hibbard’s (1998) definition, research conducted by other scholars presents a strong case against this criterion. Wilderom et al (2004) argue that the greate st disparities between organizations are strongly based on practices than they are on values. The authors reaffirm this fact by stating that the cultural difference exhibited by different organization is deeply rooted in the organizational work practices that are adopted by the personnel. These authors contend that values are constituents of practices. As such, using values as the basis of defining organizational culture creates a problem when it comes to measuring culture in an organizational context.Advertising Looking for report on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More Cohesive culture: A Brief Overview Cohesion broadly refers to collaboration and unity. Using the definition of culture proposed earlier, a cohesive culture can best be described as the work practices that promote unity and inter-departmental collaboration. They include but are not limited to knowledge sharing, trustworthiness, team work, effective communication and commitment among others (Luca, 2006). Bolman and Deal (2008) state that a cohesive culture refers to harmony experienced in an organization as a result of clearly defined practices and values that are shared by an organization’s personnel. The authors argue that an organization that adopts a cohesive culture is bound to succeed. This means that a cohesive culture leads to success and it is not always the other way around. Benefits of a strong, cohesive organizational culture Bolman and Deal (2008) state that a strong culture is pivotal towards the promotion of team work in an organizational setting. When the member s of an organization share the same values and practices, they are better placed to work together as a team. This is in contrary to a situation whereby employees compete against each other for recognition and personal gratification. In addition, Palmer (2008) contends that team work is guaranteed by the presence of a vision. An organization envisioning harmony gives its employees a glimpse of what to expect from the organization and they judge the organization by the principles that govern it (Cartwright Baldwin, 2007). Similarly, Palmer (2008) asserts that a strong, cohesive organizational culture reassures employees of the better days ahead. In addition to this, it provides meaning and a sense of belong to the followers and other stakeholders as they deem themselves as part of something greater. An organizational culture inspires and motivates them to aim higher and employ extra effort so as to actualize the vision and make a significant difference in their own capacities. This i n turn acts as a unifying factor and creates a sense of community between them. In addition to this, organizational cultures provide the followers with a theme of change or transformation. This is important especially in cases where a seamless transition is desirable. At the same time, strong cultures also help followers to understand what is expected of them and this helps them make reforms and become more innovative. Sharing similar practices and values also assist in developing and shaping the attitude of the organization. This is because a strong, cohesive culture, if embraced by all, develops a life of its own and becomes part of the organization. This improves interactivity between members and they develop common values and beliefs as they all set target towards a common goal. Glisson (2007) further asserts that a strong organizational culture equips members with a referenced legal and ethical framework on how to actualize their goals. For a vision to become reality there need s to be rules and regulations, which act as guidelines to all members. A strong, cohesive culture enables leaders to communicating these to the followers and smoothen the implementation process. This makes it easier to achieve the set goals and objectives because every member receives clear directives on how to go about actualizing a particular vision. A strong, cohesive culture is not only desirable, but also essential to the success of the business for it is through it that organizational goals are met. As mentioned earlier, a strong culture enables leaders to support employees as they work towards achieving organizational goals. As Webne-Behrman (2008) asserts, a strong culture enables leaders to evaluate employees’ ability to work as a problem solving and decision-making entity, all the while designing measures to counter undesirable behavioral traits that seem to inhibit the employees’ ability to perform as required. Rivera-Vazquez (2010) further contends that the success of any organization depends mainly on the effectiveness and ability of the leader to inspire. This fact effectively underscores the importance of having a collaborative culture because a leader is deemed worthless if he lacks the backing and support of a team/group. It is therefore important that all leaders work towards cultivating and generating a strong, cohesive culture for their firms. In most organization, only a fraction of the capability of the work force is utilized because leaders do not fully understand how best to motivate employees. Huszczo (2004) acknowledges that managers and leaders cannot gain much by coercing the employees to work harder. Instead, an increase in productivity can be achieved if the leaders invest highly on retraining programs, ensure availability of essential resources, and provide motivational attributes like bonuses, promotions and even pay increments to act as incentives. Such interventions can only be discovered if leaders nurture a cul ture that considers how employees behave and react to certain positive or negative stimuli. A strong, cohesive organizational culture ensures that organizations have a sense of purpose and are working towards the achievement of some organizational goals. It sets out to generate and sustain trust between the administration, employees and clients. Usoro and Kuofie (2006) assert that this will result in the promotion of hope, knowledge sharing and confidence amongst the organizations worker force. These qualities heighten the levels of optimism within the organization all the while boosting employee’s morale and guarantees future success in all organizational endeavors. Cultural Issues at BSG Pty Ltd As mentioned in the background section, the profitability of BSG Pty Ltd has been significantly declining against the expected projections mainly due to aggressive competition and economic hardships that characterize the market. In addition, results from a recently conducted cultura l/employee attitude survey indicated that BSG Pty Ltd employees lack cohesion, motivation, commitment. More importantly, employees at BSG Pty Ltd seems to have significantly low levels of job satisfaction, team work, trust (among themselves and the management), and expectations for future advancements (promotions and rewards). On the same note, there was a 30% increase in pilfering of company resources as evidenced from the analysis of company data. The 15% increase in last year’s staff turnover is also an issue that needs to be addressed. In light of these issues, the C. E. O of BSG Pty Ltd strongly suggested that there is need for change if the company is to survive the current unforgiving market and economical trends. Addressing cultural issues at BSG As has been elaborated in this report, culture has a significant influence on different aspects of a business. Palmer (2008) asserts that there is a strong relationship between culture and motivation, leadership, trust and te am work. A strong cohesive culture promotes harmony. For example, McKeown (2008) contends that a strong, cohesive culture fosters innovation. This means that an organization with this culture will work towards improving itself. Having such a culture at BSG will therefore motivate the employees and guarantee it a competitive advantage in these hard times. In addition, team work is mainly based on trust. In an organization where employees are insecure of their jobs and have low levels of job satisfaction, team work is bound to lack. This is because they do not trust each other and they fear that sharing may result to their demise in terms of rewards or job position. However, a cohesive culture eliminates such fears and encourages employees to work together so as to achieve the set goals. In BSG the factors that need to be addressed include job satisfaction and motivation. This is because these two factors determine how committed employees are to the organization. If the employees are strongly committed, then they can go past the issues of trust, pilfering and lack of team work. These two key factors are best addressed by the two factor theory of motivation advanced by Frederick Herzberg. This theory suggests that job satisfaction has two dimensions. They include the hygienic factor, which refers to the working conditions, and the motivation factors which include work incentives (Griffin 2007, p.296). With this in mind, leaders at BSG should ensure that they foster a culture that promotes hygiene. Hygiene in this case not only refers to clean working conditions but also good interpersonal skills, pay security and adequate supervision. On the other hand, motivation factors refer to achievement and recognition, advancement and growth. If BSG develops a culture that encompasses these factors, the company is bound to have a seamless transition geared towards success. Development and maintenance of culture Park, Ribiere and Schulte (2004) state that a strong organizat ional culture can be developed by applying motivational and managerial skills that aim at fostering teamwork and collaborative decision making. In this regard, an organization can implement group process strategies that encourage employees to work together towards attaining a common goal. Webne-Behrman (2008) defines group process as the procedures implemented by member of an organization who are closely working together in a bid to come up with the best solutions to handle or solve a common problem. The group process concept has been in existence for a long while and has proven to be an asset in numerous organizations when it comes to understanding how groups function in regard to problem-solving and decision-making processes. In addition, Webne-Behrman (2008) asserts that group process enables group facilitators to come up with viable interventional measures that can be implemented to alter undesirable behavioral attributes that are inherent in a particular group. In this regard, the author suggests that group process can be viewed as behavioral patterns exhibited by members of a group as they collectively try to perform various organizational tasks. In regard to maintaining an organizational culture, Rivera-Vazquez (2010) states that there are practices that can guarantee that employees keep the adopted culture burning. Some of the recommended strategies include team-building retreats and seminars, initiation rites and ceremonies and socialization surveys conducted regularly within the organization (Rivera-Vazquez, 2010). These strategies facilitate the development and maintenance of organizational culture in the sense that employees are able to understand each others strengths and weaknesses and devise means of coping and improving the same. Recommendations To efficiently address the issues at BSG, the managers and leaders should implement motivational strategies as proposed by Griffin (2007). In additional, an ethical program dictating the codes of conduc t should be developed and implemented. This code will act as a guideline through which the expected professional behavior can be monitored and evaluated. Similarly, programs that promote the development of the employees should be put in place. Glisson (2007) states that training and retraining employees on proper conduct, knowledge sharing and the value of team work are among the key factors that enhance performance. In addition, developing a reward system is an effective motivation and commitment booster in an organizational setting. Conclusion Challenges are inherent in all organizations. How these challenges are handled determines whether an organization will succeed or fail. In this report, issues that affect BSG have been outlined and their impact on the organization’s success discussed. The issues in this company have resulted from a lack of a strong, cohesive organizational culture. To this end, the concept of organizational culture has been evaluated in regard to defi nition and benefits. By using relevant literature, a discussion highlighting possible solutions has been provided. Recommendations as to how the company can develop and maintain a strong culture have also been outlined. If implemented, BSG will realize a monumental change in how its employees behave and perceive work. This will in turn help in restoring the company to its former glory; if not better. References Bolman, LG Deal, TE, 2008, Reframing organizations: artistry, choice, and leadership, John Wiley and Sons, New Jersey. Cartwright, T Baldwin, D 2007, Communicating Your Vision, Center for Creative Leadership, New York. De Long, D 1997, Building the knowledge-based organization: How culture drives knowledge Behaviors, Working paper, Ernst Young’s Center for Business Innovation, Boston. Glisson, C 2007, ‘Assessing and changing organizational culture and climate for effective services’, Research on Social Work Practice, vol. 17, no. 6, pp. 736-747. Griffin , RW 2007, Fundamentals of management, Cengage Learning, New York. Hibbard, J 1998, ‘Cultural breakthrough’, Information week, vol. 701, pp. 44-55. Huszczo, G 2004, Tools for Team Leadership: Delivering the X-factor in Team Excellence, Davies-Black Publishing, Sydney. Kostova, T 1999, ‘Transnational transfer of strategic organizational practices: A contextual perspective’, Academy of management review, vol. 24, pp. 308-324. Luca, ML 2006, ‘The role of culture on knowledge transfer: the case of the multinational Corporation’, The Learning Organization, vol. 13, no. 3, pp. 257-275. McKeown, M 2008, The Truth About Innovation, Prentice Hall, London, UK. Palmer,ER 2008, Ultimate leadership: winning execution strategies for your situation, Wharton School Publishing, USA. Park, H, Ribiere, V, Schulte. DW 2004, ‘Critical attributes of organizational culture that promote knowledge management technology implementation success’, Journal of Knowledge management, vol. 8, no. 3, pp. 106-117. Rivera-Vazquez, JC 2010, ‘Overcoming cultural barriers for innovation and knowledge Sharing’, Strategic Direction, no. 3, p. 26. Usoro, A, Kuofie, MHS 2006, ‘Conceptualization of cultural dimensions as a major influence on knowledge-sharing’, International Journal of Knowledge Management, vol. 2, no. 1, pp. 16-25. Wilderom, C, Berg, DV, Peter, T 2004, ‘Defining, Measuring, and Comparing Organizational Cultures’, Internal Association for Applied Psychology, vol. 53, no. 4, pp. 570-582. Webne-Behrman, H 2008, The Practice of Facilitation: Managing Group Process and Solving Problems, IAP, USA. This report on Understanding Organizational Culture; A Case Study was written and submitted by user Jakobe Bowen 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. You can donate your paper here.